#human capital consultants

[dei360]

What We Want Our Future Leaders To Know

What will make a future leader successful? I explored this in my piece, *Portrait of a Future Leader, published as part of Upwork’s Work: Reimagined series on Medium. Really getting down to the nitty-gritty of how major workforce trends will affect leaders was exciting. But I don’t know everything.

What will make a future leader successful? I explored this in my piece, *Portrait of a Future Leader, published as part of Upwork’s Work: Reimagined series on Medium. Really getting down to the nitty-gritty of how major workforce trends will affect leaders was exciting. But I don’t know everything.

I would love for you to weigh in— what’s one quality a future leader absolutely must have?

It turns out we have some of the same ideas. Here are five qualities that I believe are imperative for future leaders, and the valuable perspectives of my peers.

1. High Emotional Intelligence (EQ)

What does a leader with a high EQ look like? They’re curious about people they don’t know, aware of their strengths and weaknesses, skilled in active listening, and aware of their own emotional states, enabling them to respond rather than react.

The qualities that indicate a high EQ are also valued by my peers.

The qualities that indicate a high EQ are also valued by my peers.

I appreciate Susan bringing up compassion, a quality that in the past may have been viewed as a weakness in leaders. A teenager recently asked me how to improve his EQ. I told him to practice kindness and compassion.

You may be asking, isn’t a high EQ important for our current leaders? Yes, it is very important. But in the future, organizations will not be as centralized, and hierarchy will diminish in importance. Leaders will be constantly creating and dismantling teams to complete projects, which requires a strong understanding of building and maintaining relationships.

Another important part of relationship building and maintenance is being a proponent of a purpose-driven strategy and culture.

2. Proponent of a Purpose-Driven Strategy and Culture

The purpose at work is a major driver for the future of work. Leaders will measure success on more than profit and loss.

Last year, Aaron Hurst, author of The Purpose Economy, wrote in The Guardian that we’re “experiencing the rise of the fourth economy in our history, in which a sense of purpose is recognized as a critical human need and driver of innovation.”

He explained that this critical human need was sacrificed in the industrial and technological economies in order to maximize efficiency and scale.

So how does a future leader create a purpose-driven strategy and culture? It starts with valuing more than just profit. He or she must also prioritize the personal development of employees, along with the sense of purpose that each employee embodies, all while continuing to focus on tangible deliverables like targeted goals and bottom-line commitments.

Personal development is also a key to being a successful future leader. The desire to learn is a must.

3. Lifelong Learning

We’ve all witnessed how quickly technology has changed the fabric of our world. The increasing global pace of growth only adds to that rapid-fire change. In order to keep pace, a leader must be constantly learning. Whether this happens in the form of MOOCs (Massive Open Online Courses) or peer-to-peer information exchange is irrelevant. What matters is that the leader of the future wants to learn on a continual basis and prioritizes this need for education.

I agree with Kathleen. Yet many leaders say they don’t have time to learn new skills. So how can organizations instill a sense of constant learning in the cultural DNA? This is an important question to answer as we move into the future of work.

Learning goes beyond mastering the latest technology trends. The demographic makeup of the future workforce is going to be different, requiring leaders to learn to be more culturally aware and able to eliminate bias and discrimination.

4. Diverse to the Core

Future leaders are not straight, white, and male by default. So say goodbye to ‘pale, male, and stale’ and hello to diversity.

Today, only 3.8% of the CEOs at Fortune 500 companies are minorities. This, is despite minorities making up a full 36% of the American workforce. In the future, what we consider minorities will be the majority of consumers, clients, employees, and leaders. This requires that the leaders of the future understand their diverse employees and consumers.

5. Entrepreneurial Mindset

Our new workforce will function as more of an ecosystem than a pyramid, so leaders of the future need to have an entrepreneurial mindset; they need to be agile and innovative. Their ability to pivot, pull teams together quickly, and exhibit out-of-the-box thinking will influence their success in a decentralized structure that is constantly evolving.

Jennifer and Paul make a good point. Part of being entrepreneurial is pulling together people who will fill the gaps in your abilities, inspire you, and take you to the next level. There is no room for feeling threatened in the future of work. Entrepreneurs need to be too good to ignore.

Outside of the five qualities I believe exemplify our future leaders, Mike brings a valid quality to the table.

Leaders of the future will be facing an exciting and ever-evolving workplace and economic landscape. If they do not believe in themselves, they will become daunted by all of the change happening around them. A leader needs to create a vision that people believe in and want to contribute to. That takes confidence.

There’s a tsunami of change ahead but the changes will deeply enrich the culture of organizations. With a high EQ, purpose-driven motivation, a love of learning, a deep interest in diversity, and an entrepreneurial mindset, the leaders of the future will surely thrive.

Now it’s your turn.  What’s one quality a future leader absolutely must have? I can’t wait to continue the discussion.

Let us share experiences. Leave a comment below, send us an email, or find us on Twitter.

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[centerforhci]

Leadership And The Lost Art Of Listening

I heard Richard Branson on the Diane Rehm show, and he spoke about something extremely important for successful leadership: listening. I find Branson’s comments on listening to be spot-on:

“I think not enough business leaders know the art of listening. They love to hear their own voices. And I was fortunate to learn from a young age that other people — by listening to other people, you learn an awful lot more than by listening to yourself.” — Richard Branson

From my experience, listening is a lost art. This holds true particularly for leaders and entrepreneurs.

Why don’t leaders listen? Though Branson jokes that they love to hear their own voices, there are two main reasons. For one, we are never taught how to carefully listen. And secondly, society sets leaders and entrepreneurs up to be expected to have all the answers.

In this clip from my interview with Cornell University, I talk about the three levels of listening, and how leaders can develop relationships and trust if they are able to use all three. I also talk about how important it is for leaders to ask questions. Asking and listening go hand in hand.

Do you find that you are good at fully listening to others? Is listening to a challenge for you? I’d love to hear your ideas about why listening may be difficult for leaders. Also, if you have experience working on your listening skills, let us know what steps you have taken.

Read the full transcript of Richard Branson’s interview on the Diane Rehm here.

Leave a comment below, send me an email, or find me on Twitter.

[aspiringhorrorauthor]

Just read a post about how you shouldn’t trust a doctor who rushes you and like, yes I fully understand the frustration, so here’s what you can do to stop yourself being rushed:

-ask for a double appointment

-ask for a triple appointment

-fuck it ask for an hour long appointment if you think it’ll help

-be outright about what you want/need from an appointment. If you need more time to process information, say that. If you need the doctor to write out all information, say that. If you have a complex case/long history, say that!

-list all the reasons why you want to see the doctor/vet that day and please don’t sugar coat it. “Been vomiting” is a ten minute fix. “Been vomiting after every meal for the past two years” is not. It needs a double appointment and possibly a referral too.

Doctors and vets are overworked to fuck and exploited to hell. Help us out a little, please

[innovativemethods]

Innovative Methods Consulting

What is The Strategic Impact of an Efficient HCM System?

Previously, it was believed that a company's high competitiveness was based solely on aspects such as finances, operational capacity, etc. However, today it is known that a factor that is fundamental to achieving the above is undoubtedly human talent. With a talent pool, an organization can properly execute the strategy that will allow it to take the business to a position of success. To do this, it is important to manage human capital through an efficient human resources department that works strategically and has tools such as Oracle HCM Cloud that allows it to improve the experience of its collaborators. This suggests that adopting Oracle HCM data security best practices is inevitable.

It is possible your company does not yet have a solution like this and you do not know how it can support your human capital. If it your case, keep reading this post to know how an HCM system helps you have a more strategic human resources department.

The Strategic Benefits of Human Capital Management (HCM) Systems

Nowadays, more and more organizations have found that HCM systems, like Oracle HCM Cloud, are a very useful tool to enable the human resources department to work in a more strategic way and properly manage their most valuable asset: their human resources.

Below we share and detail some reasons why an HCM system can help your human resources department work in a more strategic way.

Streamline HR Tasks

There are various activities that are strategic for both the human resources department and the organization, such as:

Recruit the best professionals in their areas.

Take action such as: Implementing career and succession plans, creating training and coaching plans, and managing compensation, which will allow us to retain the best human talent and thus reduce staff turnover.

Properly integrate new employees into the ranks of the organization.

Apply performance evaluations to verify that employees are performing appropriately or to detect areas of opportunity to correct them.

An HCM system allows all these processes to be automated, so that HR professionals can carry them out in a more agile and efficient manner, thereby achieving greater productivity in the area. In addition, they can be sure that all these activities are fully aligned with the company's strategy. If your HR department uses Oracle HCM Cloud, you can take your HCM to the new heights by maintaining and following exact steps to upgrade Oracle HCM Cloud.

Empower Employees with Self-Service

Thanks to the implementation of an HCM system in the company, both employees and managers can perform self-services of various human resources processes. Thus, HR professionals can reduce the administrative workload of the employees of said department and allow them to focus on the strategic aspect.

Operational activities that employees can perform on their own include: updating personal data, accessing benefits portals, contributions, etc. Managers, for their part, can access staff information, execute changes such as promotions, bonuses, salary changes, etc.

Unify and Automate HR Processes

A human talent solution gives you the opportunity to integrate the different human resources processes of your organization. For example: An employee can be adequately compensated according to the result obtained in his/her performance evaluation (which in turn derives from the specific objectives assigned to him/her) and whether he/she has fully complied with his/her entire training plan.

Strategic Talent Management

Organizations currently face various challenges, including a lack of alignment between business and individual objectives, low employee satisfaction and commitment, and high turnover of human talent.

However, human capital software helps to deal with these situations by automating the process of creating and aligning organizational and individual objectives. It also provides the opportunity to link it to the performance evaluation process to monitor compliance. Likewise, through a compensation management solution, it is possible to implement plans that allow employees to be motivated to meet their work objectives. It also allows

the implementation of training plans, career plans, and succession plans to increase the satisfaction and commitment of the work team.

If you have already made the decision to achieve the execution of your business strategy through human capital, it is important that you ensure that your human resources department works strategically. Innovative Methods Consulting can help by providing comprehensive suite of Oracle HCM Cloud to manage your talent pool and streamline all HR functions. Achieve project turnaround in Oracle HCM with our expert support and guidance.

Kick off with us today!

[abhishekdigi-blog]

Step-by-Step Guide to Canada Express Entry Draw

The Comprehensive Ranking System (CRS) score is a crucial component of Canada's Express Entry system. It is a points-based mechanism used by Immigration, Refugees, and Citizenship Canada (IRCC) to assess and rank candidates in the Express Entry pool. The higher the CRS score, the better the chances of receiving an Invitation to Apply (ITA) for permanent residency. This guide provides a detailed explanation of the CRS score calculation process, outlining the various factors that contribute to the final score. ### Key Components of the CRS Score The CRS score is calculated based on four main categories:

1. Core/Human Capital Factors*

2. Spouse or Common-Law Partner Factors 3. Skill Transferability Factors 4. Additional Factors Each category contains specific criteria that applicants need to meet to accumulate points. 1. Core/Human Capital Factors These factors assess the individual's basic attributes, including age, education, language proficiency, and Canadian work experience. Age: - Maximum points: 110 (for single applicants) or 100 (for married applicants) - Points decrease with age, favoring younger applicants. For example, applicants aged 20-29 receive the highest points, while those over 45 receive no points in this category. Education: - Maximum points: 150 - Points are awarded based on the level of education. A doctoral degree (PhD) earns the highest points, while a high school diploma earns the least. Language Proficiency: - Maximum points: 136 (for single applicants) or 128 (for married applicants) - Points are awarded based on performance in recognized language tests (IELTS, CELPIP for English, and TEF for French). Higher proficiency levels earn more points. Canadian Work Experience: - Maximum points: 80 (for single applicants) or 70 (for married applicants) - Points are based on the duration of skilled work experience in Canada, with more extended experience earning higher points.

[humancap947]

Unlocking Potential: The Power of Human Capital Consulting

In the ever-evolving landscape of modern business, companies are constantly seeking new ways to gain a competitive edge. While technological advancements and innovative strategies often take center stage, one crucial aspect that is sometimes overlooked is human capital. Simply put, the people within an organization are its most valuable asset. Recognizing this, many companies are turning to human capital consulting firms to optimize their workforce and unlock their full potential. In this article, we'll explore what human capital consulting is, its benefits, and how it can revolutionize businesses.

[beechamber]

Strategic Staffing: The Impact of Human Capital Consulting on Talent Acquisition & Retention

Talent acquisition and retention are essential for organisational success in the cutthroat business world of today. Human capital consulting is essential to assist businesses in strategically managing their workforce and drawing and keeping top talent. The effect of human capital consulting on strategies for attracting and keeping talent is examined in this article.

Human capital consulting firms focus on assisting businesses in determining their talent requirements and creating plans to draw in the best applicants. They collaborate closely with HR departments to comprehend the company's culture, values, and objectives and ensure that recruitment efforts reflect these elements. Using their knowledge, human resource consultants can assist companies in finding high-potential applicants, streamlining the hiring process, as well as improving their employer brand to draw in top talent.

One of the key advantages of employing human capital consulting for talent acquisition is having access to a wider pool of talent. Due to their extensive networks and resources, experts connect with passive candidates who may not be actively looking for new opportunities. This can guarantee that a business has access to the greatest personnel, improving their hiring endeavours.

Human resource consultants can also assist companies in enhancing their hiring procedures. Consultants can identify candidates who not only meet the necessary education and experience requirements but also align well with the organisation's culture by using data-driven insights and assessment procedures. In the end, companies can save time and money by improving their hiring procedures and observing decreased employee turnover.

Maintaining elite talent is the next challenge after hiring them. Human resource consulting firms can help businesses create all-encompassing retention strategies that prioritise the growth, development, and welfare of their workforce. Consultants can help organisations identify areas for improvement and implement initiatives that increase job satisfaction and loyalty through regular staff surveys, assessments, and feedback sessions.

Businesses and human capital consulting firms can collaborate to close skill gaps in their workforce. Through skill evaluations and gap analyses, consultants can pinpoint areas in which staff members might benefit from further education or training. They can then collaborate with businesses to create training curricula that focus on these areas, guaranteeing that staff members have the abilities required to conduct their jobs well. Enhancing job satisfaction and retention are two benefits that come from this for employees.

By putting strategies into place that promote a positive work environment and a sense of belonging, human capital consultants can assist organisations in increasing employee engagement. These include programmes for career development, recognition, and flexible work schedules. Through enhancing employee engagement, companies can lower attrition and boost productivity.

Plans for career development and succession planning are two areas where human capital consultants can assist organisations. Companies can increase employee motivation and retention by offering opportunities for development and promotion. Consultants can also help organisations find and nurture the next generation of leaders, ensuring that their operations have a strong talent pool to sustain their long-term growth and success.

In summary, human capital consulting is essential to an organisation's ability to draw in and keep top talent. Consultants may help companies create strategic plans for talent acquisition and retention that complement their corporate objectives by using their knowledge and resources. Investments in human capital consulting put businesses in a strong position to develop high-achieving teams that propel their companies forward as the talent market becomes more competitive.

[artisticdivasworld]

Leveraging Outsourcing for Strategic Growth

In the dynamic landscape of small business operations, the strategic decision to outsource Accounts Receivable (A/R) functions can unlock significant growth potential. While the immediate benefits of outsourcing—such as improved cash flow, reduced overhead costs, and enhanced efficiency—are well-documented, there’s a transformative opportunity that often goes underexplored: the re-skilling of…

[skinnyazn]

Aaaa so I’m at a major career crossroads of girl bossing again and making $$$$$ OR just creating and making art and hoping it works out. Idk what to dooo

[caramel12345]

HR Innovations & Growth | FYI Solutions

Innovate your HR practices for sustained growth and competitive advantage. Visit today https://fyisolutions.com

[gurushrconsultancy]

Investing in the Future: Nurturing Young Talent through Human Capital Development

Gurus HR Consultancy is rising as a leader in providing the best HR Consultancy Services in Liberia. Gurus HR Consultancy is proud to announce its unwavering commitment to promoting talent & improving the workforce's abilities through its complete human capital development program. As a reliable partner in Liberia's human capital management landscape, Gurus HR Consultancy is set to drive positive change, both for organizations and individuals.

Program of Human Capital Development 

Gurus HR Consultancy's Program for Human Capital Development is designed to manage the growing requirements of businesses in Liberia. By nurturing talent, honing skills, and aligning employees with organizational goals, this program paves the way for sustainable growth & success. In a constantly upgrading business environment, investing in human capital is essential, and Gurus HR Consultancy stands at the forefront of this transformation. The program provides various strategic solutions according to the needs of each client. 

A Commitment to the Future

Gurus HR Consultancy's commitment to nurturing talent extends beyond the present; it is an investment in the future of Liberia's workforce. This program aims to create a skilled, engaged & adaptable workforce that can drive organizations toward sustained excellence.

Gurus HR Consultancy's capital development is a testament to its dedication to providing innovative, customized, and results-driven solutions to its clients in Liberia and beyond.

Driving Economic Growth

By focusing on human capital development, Gurus HR Consultancy contributes significantly to Liberia's economic growth. A skilled & motivated workforce is crucial for attracting investments and fostering entrepreneurship, which, in turn, leads to job creation and economic prosperity. Gurus HR Consultancy's role in this process is pivotal, as it equips individuals with the skills needed to excel in a competitive job market and empowers businesses to thrive.

Sustainable Development

Gurus HR Consultancy's Liberia human capital management aligns with the United Nations' Sustainable Development Goals (SDGs), particularly Goal 4 (Quality Education) and Goal 8 (Decent Work and Economic Growth). By enhancing education & skills training and promoting productive employment, Gurus HR Consultancy actively contributes to a more sustainable and inclusive society.

Global Expertise, Local Impact

While Gurus HR Consultancy has a global perspective, its focus remains local. The consultancy understands the unique challenges faced by businesses in Liberia, including the dynamic regulatory environment and the need for a skilled workforce. By leveraging its global expertise and tailoring solutions to local requirements, Gurus HR Consultancy ensures that its clients achieve success on a regional and international scale.

Looking Ahead

Gurus HR Consultancy's commitment to nurturing talent and promoting human capital development is a testament to its vision for Liberia's future. As the business landscape continues to evolve, Gurus HR Consultancy remains steadfast in its dedication to fostering growth, enhancing skills, and driving success.

For more information about this program and its HR Consultancy Services in Liberia, please visit gurushrconsultancy.com.

About Gurus HR Consultancy:

Gurus HR Consultancy is an ISO 27001 Certified, Labor certified, one-stop HR consultancy services in Liberia. Established in 2019, Gurus HR Consultancy is committed to providing Human Resource and management services to the private and public sectors in Liberia, while also conducting research and finding solutions to human resources problems locally and globally. Gurus HR Consultancy is the Approved Education Provider (AEP) for the Talent Management Institute in Liberia and the KPI Institute for Performance Management and Balanced Scorecard, among other certifications.

Media Contact:

[Monrovia, Liberia

info@gurushrconsultancy.com

(+23) 1886 540 460https://gurushrconsultancy.com/ ]

[centerforhci]

Why I’m A Hypocrite And My Challenge With Mental Energy

I’m a hypocrite. There, I said it.

Leadership, both personal and professional, is an energy game. But it takes more than physical energy for peak performance. Leaders need abundant physical, mental, emotional, and spiritual energy to manage their stress and perform their best. And just like professional athletes, leaders need to train properly, regularly and on purpose to achieve the results they’re after. I help leaders do just that in Lunch & Learns, half-day workshops and even 8-week online courses.

So here I was—teaching leaders how to balance their energy—yet grinding my teeth at night. Waking up in the middle of the night with my heart racing, thinking about work and then getting up at 3am to answer emails. Snapping at my team for no reason, putting undue pressure on them.

I’m Good at Talking the Talk, But I Haven’t Been Walking the Walk

I was not walking the walk and practicing my own teachings. It was time to step back and assess what was going on. I was totally out of whack! So I did an energy assessment of myself, just like I would for a client.

My Physical, Emotional, Mental and Spiritual Energy Level Assessment

• Physical: I eat well and exercise regularly. My recent check-up showed that I had the physical energy of someone a decade younger.

• Emotional: My EQ is fairly high. When I’m not stressed, I can manage difficult situations and people with empathy and patience.

• Spiritual: I know my values and refer to them regularly.

• Mental: I have the attention span of a flea; I can’t focus on anything for more than a few minutes, and my brain is on constant overdrive. No surprise that this is my weakest area. In fact, my husband calls me a shark, because I literally can’t sit down for more than an hour without jumping up to do something.

I Have the Attention Span of a Flea

Hmmm.. this is going to be a challenge. Ask me to run a marathon and I’ll train daily for it. Tell me to go gluten-free and I’m on a baking frenzy. Offer me the chance to work with emotional teams and I can’t wait. Tell me something ‘can’t be done’ and I will find a solution or at least a work-around. Yet, invite me to sit and read a book? I read the first chapter and then the last chapter (no joke) to save time. Buy me a cuppa? I’ll start getting antsy after 30 minutes. So working on my mental energy to improve my focus is going to be hard.

Very hard.

My Shark-Like Behavior Was Impacting My Family and Team

Yet I had to do it. Not only was my shark-like behavior impacting my sleep, it was also impacting my team and family. In addition, I felt like a total hypocrite. It’s like Ellen Page saying she had to come out while filming Freeheld; I can’t teach energy management and not practice it myself.

So where to begin on this journey?

I Started With My Limiting Beliefs

First, I had to look at my limiting beliefs, or the things I thought were true that held me back from changing my behaviors. In general, our society is addicted to activity, and rewards constant busyness. We applaud the person who pulled the all-nighter; we recognize the person who stayed late to get the job done. Yet there is no such fanfare for the person who leaves at 5pm; in fact, those people are ridiculed in certain organizational cultures as weak or not team players. In addition, it’s frowned upon to take all your vacation time or take any downtime at all.

This perception is problematic for many reasons but one of those reasons is factual. The University of California put out some interesting research on the upsides of downtime. The research says:

“You can’t think without space. If you’re always doing something, there’s no way to get anything new into your mind; there’s no way to reach new conclusions.”

Why? Because unstructured time stimulates the ‘default mode network’ part of the brain, where creativity and problem solving happen. When we perform any task at all, no matter how small, our brain switches to the ‘executive network control’, which is related to deductive reasoning. So it’s when we sit back and let our minds wander, that the creative ‘default mode’ kicks in.

Even Though I Fully Knew the Benefits of Downtime, I Was at Super-Shark Speed

My limiting belief was that ‘downtime is for wimps’. The research proved me wrong. My mind was buying into the idea but my body was resisting. Even though I fully knew the benefits of downtime, I was at super-shark speed, racing around the house to get things done.

What would I tell a client in my position? I’d tell them they needed to practice downtime.

I’m a kinesthetic learner, which means I need to touch something to learn it well. So I had to find a role model to physically, literally show me what down time looks like. I had no idea how to ‘do’ downtime.

Thankfully, I didn’t have to look too far: my husband. He cherishes his downtime; I don’t mean just an hour here or there. He is fully committed to detox Sundays, where he just kicks back and reads the newspaper…the old fashioned thing made from trees. He totally unplugs and sometimes won’t even get in a car.

I Started My Practice Small, Slowly Building Mental Muscle

So I started small. I sat down for 15 minutes to read a magazine. Then I got up to plan my work for the week. Then I sat down for 20 minutes to close my eyes on the couch. Then I jumped up, feeling guilty that I hadn’t wrapped the holiday gifts. Then I allowed myself to watch a TV show, once all the ‘work had been done’. Little by little, week after week, I taught myself to chill. Stare out a window. Pet our cats. Listen to music. Snuggle in bed with our daughter. Sit on a plane without compulsively checking email. It was torture. I wanted to jump out of my skin. I wanted to do something, anything, please give me a task! Yet, I knew that I was slowly building a muscle, just like going to the gym.

I Taught Myself to Chill

And the impact was clear, both at home and work. At home, I was more patient and easier to be around. I stopped grinding my teeth and actually slept through the whole night. At work, I started enjoying writing again. It was no longer a chore. The ideas flowed out of me and actually became my most popular leadership posts, such as this one on surfing and this one on EQ. And my best product ideas and client ideas came from daydreaming out the window.

The best part? I no longer feel like a hypocrite. I’m a leader who inspires other leaders to manage their energy, all of it, for peak performance.

Do you think you need more practice managing your physical, emotional, mental, or spiritual energy? I’d love to hear what challenges you have and how you face those challenges.

Leave a comment below, send me an email, or find me on Twitter.

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[erpadvisorsgroup]

Why Really Great HCM Software Should Matter to Your Business

Join ERP Advisors Group this Thursday, August 17th, where ERP expert Shawn Windle will explore the business opportunities made possible through the right HCM solution. Reserve your spot using the link below ⬇️