Andrew Gobran

@windscribecom Yessss!

HUUUGE WINDSCRIBE GIVEAWAY!! Forget a couple of measly 1 Year Pro vouchers, we’re in the holiday spirit so we’re giving away LIFETIME PRO VOUCHERS! How many? How does 56 OF THEM sound? But who even cares? That is literally just scratching the surface of the giveaway, we’re also giving away mechanical keyboards, Steam Decks, PS5s, Nintendo Switch 2s, Samsung Galaxy S25s and more! Wanna join? • Make a Windscribe account if you don't have one (completely free to do with no payment info required) • Follow our X account • Like this post • Reply to this post Boom, that’s one entry. Want another 3 entries? Do the same thing on our TikTok, Instagram and YouTube pages - follow, like and comment on the corresponding giveaway videos. Then share this giveaway with your friends because the more followers we get, the more tiers of prizes unlock! And one last special giveaway for the X folks. A lucky winner will get a Samsung Galaxy S25 for shilling our service and posting proof in the replies! For example, go comment about Windscribe somewhere, post a Windscribe meme, get a plane to write our name in the sky, or anything else (that is legal and doesn't break Terms on sites) which shills Windscribe somehow - then post a pic of it in the replies on this post and you’ll be entered into that draw as well! Giveaway entries close on January 4th, 2026 at 11:59PM EST. All the giveaway details, rules, prizes, etc can be found here: windscribe.com/blog/huge-wind… Oh and for legal reasons I must state that this promotion is in no way sponsored, endorsed, or administered by, or associated with, Instagram, TikTok, YouTube, X, Sony, Steam, Samsung, NVIDIA, ASUS, Logitech, or Nintendo.

@Nisha123 There's a good case and need for both, but a generalist is more likely to be adaptable to ongoing change because their expertise is less deeply engrained than a specialist. This is a great book if you're interested in this topic: goodreads.com/en/book/show/4…

The future of work is generalist or specialist?

@HR_Hour Managers are often caught in the middle, the influence they have on their employees is both a product of what they bring (whether good or bad) and the culture they are a part of (and also influence). It's cliche, but that influence starts at the top. #HRHour

@HR_Hour I believe the reason we differentiate between managers and leaders is because the signal to two sets of skills that are important in order to effectively further any cause. I don't believe managers can be effective without leadership skills and vice versa. #HRHour

@HR_Hour The difference between a manager and leader is whether they use their power to control or empower others. #HRHour

@SharonGChiara @HR_Hour Me too, Sharon!

@andrewgobran @HR_Hour 🤔getting me thinking Andrew That's why I come #HRHour

@SharonGChiara @HR_Hour That's true! Ideally, the company's culture and voice already provides the context for those types of questions being asked with good intent, but if not, it's probably better to just leave them out to avoid unnecessary stress and noise. #HRHour

@andrewgobran @HR_Hour uhm....I guess it's down to the set up although I'm nervous about over sharing as it might skew their answers 🤔 #HRHour

@JiarDean @HR_Hour Love thing angle! The negatively framed questions can be stressful for candidates, but guiding the candidate towards the insights you're looking to learn can be so helpful and turn it into a really insightful conversation.

@HR_Hour Negative directed questions I like as they show reflection and growth. I think it's only a problem if you do not follow up with them. What would you do now/ what did you learn? Allow/Help candidates to demonstrate their growth

@HR_Hour Aside from being a waste of company time, companies should default to trust and avoid routinely reviewing employee social media accounts. If there's something of concern, it's bound to be reported by someone in which case it can be investigated and addressed. #HRHour

@HR_Hour A2: In general, checking social media for more info about job candidates doesn't add much value. Unless it's requested from all candidates for a role-relevant purpose, it's likely to add more bias to the process. #HRHour

@HR_Hour Q1: I don't pay attention to photos when candidates add them to their CV. They don't serve any purpose in the decision-making process and can introduce bias into the hiring process. #HRHour

@Pando_HR I'm also excited to talk about designing remote-first employee expeiences, sharing my experience at @doist, along with Alicia Heniquez, Head of People at @liveblocks and Stacey Nordwall, Head of Employee Experience at @PynHQ! buff.ly/42pPRQk

#PandoHorizons starts today! @Pando_HR has a great lineup of people leaders who will share ideas, strategies, and inspiration to help you optimize employee impact, deepen your influence, and drive positive change. buff.ly/45NGvAX

So much of who we are and what we accomplish comes down to the habits we reinforce daily. Are your habits bringing you closer to who you want to be and the goals you want to accomplish? If not, what's one habit can you remove or add to take a step in the right direction?

Thank you to @Nisha123 and the @getplumhq team for the opportunity to contribute alongside my industry peers on the important topic of developing a #culture of #inclusion! So many great insights and ideas here! You can download the white paper here: plumhq.com/inclusion

@Nisha123 I love the design of this report! It's so cool to get the backstory on it. These designs would make really nice mobile/desktop wallpapers 💡

Every page is fluid and an artwork in itself. Something I would adorn my walls with. Just see the level of thought that goes into building for every new chapter.

Building a culture of care and inclusion is no mean business. It took 5 months to create this report. Days to design it. Let me tell you something about the design. We purposely constructed something abstract, just the conversation around inclusion, diversity and equity.

Looking at career progression as a diverse portfolio, rather than just a singular path is a great reframe as an individual and organization. It opens the opportunity to consider how skills can developed and applied in a variety of contexts. @HarvardBiz buff.ly/3BCuUqi

@HR_Hour As an HR profession we can help people with anxiety by: 1. Creating safe spaces for people to share how they feel. 2. Foster psychological safety in the workplace. 3. Providing external resources when there's a need that goes beyond what can be provided internally. #HRHour

@SharonGChiara @HR_Hour So true! Exhaustion definitely seems to make it easier to fall into spiral into anxious cycles. #HRHour

@andrewgobran @HR_Hour It took me a while to realise looking after myself was very good for people I cared for - in and out of work #HRHour So I try to keep my energy level topped up so it doesn't get depleted, which helps deal with any anxiety I feel