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R. Tamsin Jones
Managing Director | Prosci Certified Change Management Practitioner | Certified Leadership Coach | Organizational Design, Development and Effectiveness Expert | USC Doctoral Student
Tamsin R. Jones is a well-rounded consultant with extensive experience in operations, human resources, organization development, and executive coaching. She is a specialist in facilitating strategy formulation and organizational culture change utilizing her years of subject matter expertise. Tamsin's impressive educational background includes Master of Science from New York University, Master of Arts from Lincoln University, and multiple certificates from various institutions. She is currently pursuing Certified Professional Co-Active Coach certification at Co-Actve Coaching Institute.
As the CEO of HR Quirk™, Tamsin leads the company in strategic business processes. Her success is based on consistently building, changing, and optimizing organizational infrastructures, technologies, processes, operations, and measurement systems. As a global service delivery expert, Tamsin has a successful track record of generating results that define and shape positive organizational climates.
Tamsin's experience includes serving as Chief Human Resources and Operating Officer at IHI, Director of Human Resources at Women's World Banking, Chief Human Resources Officer at Hureco Maverick, Inc., Director of Human Resources at Hureco Maverick, Inc., Contract Recruiter (Freelance) at Korn Ferry, Contract Recruiter (Freelance) at 24 Seven Talent, and Senior Field Leadership at Apparel Retailers.
Her depth of expertise in providing change management strategies enables Tamsin to create initiatives, interventions, coaching, and training models that build capacity at the individual, team, and organizational levels. She is aware of and responsive to the need for people and process strategies to involve systems thinking and approaches to be accurately designed and delivered for optimal business results.
Highlights
📢 Calling all professionals! A fellow doctoral student at the University of Southern California (USC) is conducting research for her dissertation and needs your valuable input. Your participation would be greatly appreciated. Details are below. If you do not qualify for the research study, please pass along or feel free to repost. Thank you for your support!
Do you want to drive positive change in your organization? Creating meaningful change in your workplace doesn't require a leadership title. Here are 15 actionable strategies that work for everyone, from individual contributors to senior managers:
Micro-Level (Individual)
Model Ethical Decision-Making: Make choices that reflect your values and integrity, even in small tasks.
Provide Thoughtful Feedback: Offer constructive insights that are specific, actionable, and empathetic.
Pursue Personal Development: Commit to continuous learning and professional growth through courses and certifications.
Cultivate Empathy: Practice active listening and empathetic responses to understand colleagues' viewpoints deeply.
Celebrate Peers' Achievements: Recognize and publicly celebrate colleagues’ contributions and successes to boost morale.
Mezzo-Level (Team)
Enhance Team Communication: Implement regular check-ins and feedback loops to ensure transparency and mutual understanding.
Promote Collaborative Projects: Encourage and facilitate cross-functional teamwork to leverage diverse skills and perspectives.
Develop Mentorship Chains: Create structured mentorship programs where knowledge transfer and professional guidance are continuous.
Inclusive Meeting Practices: Design meetings that solicit input from all team members, ensuring quieter voices are also heard.
Proactive Conflict Management: Train team members in conflict resolution techniques to handle disputes constructively and promptly.
Macro-Level (Organization)
Champion Diversity Initiatives: Actively participate in or lead programs that promote diversity, equity, and inclusion.
Engage in CSR Efforts: Lead or support corporate social responsibility projects that align with company values and community needs.Influence Policy
Change: Gather feedback from peers and advocate for policy adjustments that reflect the workforce's needs.
Conduct Culture Audits: Regularly assess workplace culture through surveys and focus groups to identify areas for improvement.
Foster Innovation Networks: Create forums and platforms for employees to share innovative ideas and collaborate on new initiatives.
Implementing these strategies can help create a more positive and effective workplace culture, no matter your role. If you're looking for tailored guidance to drive these changes within your organization, let's connect and explore how I can support your journey toward a thriving workplace culture.
