The mantra of "If you always do what you have always done, you will get what you have always got", is very on point for sourcing. If you stay committed to 1 working resource, you will most likely end up being where the majority of others are. And no successful sourcer can stay complacent.

Here are my 5 go-to recommended books for self-led learning around the leadership area (in no particular order)

If you feel very out of place talking about People Analytics, in this post I will give you a starting point. A few key elements that every HR person must know about their organization.

Do you believe what I believe? I believe that to support the organizations growth and to scale your L&D department, the last thing you should do is to increase your L&D headcount. I know, your reaction might be along the lines of "Wow, what?!". Hear me out..

Well, aren't we trying to sound fancy - performance engineering! Sounds like lightyears away from a simple training specialist who takes care of coordinating training dates, locations and bookings. Is it a simple promotional change to seem more important or has there really changed anything inside how Learning & Development functions in organisations? How to get to that meaningful and impactful L&D?

Here are my 5 go-to recommended resources for self-led learning around the leadership area

Value is what you believe, what you aspire to. Virtue is what you do. The same goes for how you describe yourself treating and valuing your employees versus the actual offering, which mirrors your company culture.

What we see in the job market is a shift and modernisation in many practices - that includes what is seen as a normal length of tenure. That results in making the start of employment experience become more important than ever.

As a Learning & Development Lead, driving Pipedrives global initiatives and L&D area, I measure many elements to understand the health of the L&D. I am sharing 8 elements that you too could be measuring and which would create the baseline for understanding your L&D environment.

Anyone can have jobs, positions, and titles. What is the story behind it? Did you grow? If yes, how? If not, why?

Have you ever found a functionality on a product/item you have used for quite some time, and then feel you have wasted so much time and resources because you did not know about it? I know that feeling. When you work with someone you don't know very well, it can take a meaningful amount of time to get used to how they work. When these expectations, quirks, and tips are documented, it reduces the ambiguity and the surprises. It does not intend to replace or override the relationship and mutual understanding we will build as we work together. It intends to give you an idea of how I think and how I work. Think of a Workplace User Manual as it is with any other manual. Dynamic products have manuals so that people can get the most from their investments. They may not need it, but they’re likely better off with it. It is never completely finished, as I evolve, adapt and change as any forward-looking person should aspire to.

Let's continue on your leadership development path. If you have not yet read part 1, please go have a look at my previous post: "I am a manager now! What should I focus on first?"

Doesn't it sometimes feel to you, a manager, that you are expected to be a superhuman? Be great at planning, know what to do when, including right people, manage numbers, inspire and coach people, foresee future needs, analyse everything that has happened, know every answer, keep everyone happy, deliver-deliver-deliver. Oh, and fit it in the working hours. I do feel that pressure quite often. Let me walk you through what helps me overcome those difficult emotions.

Not all companies have the capacity to have a team to run their Learning & Development and support employee growth. Especially in startup's, PeopleOps teams are fully focused on recruitment, onboarding and covering dozens of others topics, without a clear specialisation or capacity for leading structured L&D. Nevertheless, it does not mean that it should be left completely unattended. Let's look at some initiatives that you can implement without being a professional at designing and leading a learning experience.

Interviewing for your potential new company should never feel like you are performing for a jury and collecting points. Yes, tons of companies that will make you jump through one hoop after another leaving you exhausted yet completely unaware of if they are up to your expectations. I will walk you through what are my 14 go-to questions and why not go along with this hoop-jumping.

Do you know that at the same time that you and your team are busy growing the business and revenue, you are yourself enabling the destruction of that success? Welcome to the most repeated mistake that the majority of companies are doing - not managing the employee experience.

Want to hear what engineers say about what is the difference between a good and a bad outreach from recruiters? Follow me to the insights!

Company, Leadership, and Culture. Words. Actions. Values. Virtues. Read to learn how culture is not a set of words, but a set of actions. Snippets from Ben Horowitz's book "What You Do Is Who You Are" and his management talks.

Do you check your bank account once a year? Of course not, that would be crazy. So then why do we only check on our employees once a year?

Hope you find employment that does not only take from you (your time, knowledge, passion, etc) but also gives back. Nevertheless, you do not have to burn out to want to take a career break. Taking time off is always okay and doing it just because you want to is a valid reason.

“Stress is passed from organization to employee, from employee to employee, and then from employee to customer.”  ― Jason Fried, It Doesn’t Have to Be Crazy at Work

Pst, global mobility function it is about organizations practices of managing people globally.

Just as one can't say they are living to their principles without knowing their principles, a person can't have a steady leadership style if they have not made clear for themselves for what they stand for.

Here I go again talking about the topic most people get shivers thinking of: immigration. This time let's dig into one of the immigration options that gives more freedom than most expats could imagine.

A way to make working while traveling legal? Clearly, the first country in the world to make it happen is Estonia! Yet, is it a success story like Estonians think it is?

Who else can't agree with the idea of forcing a leader in a setting without making sure their style meshes with the team and organizational culture? People can't be forced into roles or environments they are not suited for, nor they should be. 

I solemnly swear to never put my team through a meeting that does not have a real value.

Personal responsibility. Lines. Roles. View on the world and circumstances.

4 easy ways to use data to make your team’s lives better. 4 ways that you can be doing right now.

Missing coworkers? Feeling consumed by work? Not feeling very productive? Taking a moment to write down some of my key suggestions, that might help you transition in making the remote work effective for yourself. Not an expert on this topic, but more of an excited practitioner. 

In a crisis like this time is precious. Read my 6 quick "what to do next" points on what are the legal and non-legal things to take note from the immigration point of view. It is aimed for those employees who are currently in Estonia but do not have a residence permit yet.

Seems that the hope for a work-life balance has turned into just having a worklife? Sharing with you my 3 suggestions that have helped me!

Let's discuss how personality is a 2 way street where you affect others and are affected by others in return. How is this important in a work enviorment?

We all know the mantra “What If We Train Them & They Leave? What If We Don’t & They Stay?”. Sharing with you 3 most common fears and my view on them.

Process manager versus team lead? Is one better than the other?

Come with me to this journey where I will explain what is the emotion and value that I see as a result of my everyday effort.

A quick read to find answers to what is this blog about, why am I writing this, who am I and how many sentences I need to describe my connection to the People Operations field.