Loren Sanders, MBA, PCC,PHR,SCP,CPM, CPTM

Policy Not Politics. Civility is a Choice. These two statements aren’t just SHRM values—they’re my personal beliefs as a CEO and as a citizen. Following our President Joe Biden SHRM25 keynote announcement, I’ve read many of your reactions. I will always welcome different perspectives, yet today I’m deeply concerned by the incivility in some of the comments. We’re losing our ability to disagree without being disagreeable. This has been a noticeable trend for a while, that’s why we launched our call to increase Civility last year.  68% of employees say their perception of workplace civility is shaped by the behavior of their leaders.  We can measure the downfall of behavior in America’s workplaces. Civility is important because of the direct impact it has on us and our teams. A decline in respectful conduct – both online and in real life – is hurting productivity, relationships, and culture. Let me be clear: inviting President Biden is not about politics. It’s about learning from someone who has held one of the most demanding leadership roles in the world. Only 45 individuals in history have served as President of the United States and only a few are still alive to tell their stories. We are fortunate to hear from any one of them. Their experiences transcend partisanship and provide unique insights into leadership, decision-making, and resilience. Since 2022, SHRM has had the honor of hosting President George W. Bush and President Bill Clinton. Both brought their own perspective, shaped by their time in office and their personal journeys. This is not about political affiliation; it’s about learning from those who have navigated extraordinary challenges. And we are committed to bringing top leaders to the stage for the extreme leadership lessons they can share. My goal is to help all of us learn from leaders across a wide variety of sectors and beliefs—even when we don’t agree with everything they say or do. As workplace leaders, we understand this truth: Leadership is not about unanimity—it’s about understanding. You don’t have to agree with every speaker, or every decision made. In fact, respectful disagreement is a cornerstone of growth and innovation. But disagreement must never devolve into disrespect. Let’s remember that how we communicate matters. Let’s choose words that build bridges, not walls. Let’s act in ways that inspire collaboration, not division. Civility is a choice. It’s a choice we must make every day—in our workplaces, in our homes, and in our communities. Together, we can lead the way in showing what respectful, constructive dialogue looks like. Because at the end of the day, how we treat one another defines who we are. Let’s lead with civility. Let’s lead with purpose. Let’s lead together. #SHRM #HR #HumanResources #SHRM25

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HR is expected to: De-escalate conflict Support legal compliance Protect culture Lead people strategy Deliver DEI, retention, performance, pay equity, and more But too often? HR is the last team to get resources. The last to be staffed. The last to be taken seriously until something breaks. Then suddenly: “Where was HR?” Here’s the hard truth: You can’t ask HR to be a fire department when you never built the infrastructure to prevent the blaze. We don’t need reactive HR. We need strategic, empowered, well-resourced HR from day one. 💬 If you’re a founder or exec, ask yourself: “Have I built HR to lead — or just to clean up?” #StrategicHR #FoundersAndPeopleOps #PeopleFirst #TheHRInnovatorGroup

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Manual comp cycles leave too much to chance. Human error is inevitable when spreadsheets and manual processes drive your compensation cycles. And with pay, the stakes are high: Mistakes can lead to budget overruns, pay inequities, or delays that erode employee trust. Investing in tools or systems to automate repetitive tasks can transform your comp cycle into a process that’s faster, fairer, and far less stressful. Is it time to retire the spreadsheets? #CompensationPlanning #HRStrategy #PayEquity #Pequity #Compensation #HRTech #HR #Comp #CompTech https://pequity.com/

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Change fatigue is real — and for many organizations, its quietly impacting performance, engagement, and culture. In my recent interview with Training Industry, Inc., I spoke about the critical role learning and development teams play in helping employees navigate constant change – not just through training, but by shifting mindsets and fostering resilience. Thanks to Danielle Johnson for spotlighting this timely issue and the strategies L&D leaders can use to support both people and progress. Explore the full article via Training Industry! #ChangeFatigue #LearningAndDevelopment #Leadership #DeVryUniversity

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