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Shawnee (Irmen) De Anda, PHR, PRC shared thisI am honored and thrilled to be featured in Parade discussing how to navigate one of the most common workplace challenges: micromanagement. In this article, I had the opportunity to share practical, respectful phrases employees can use to set boundaries and foster more productive, trust-based working relationships because at the end of the day, strong communication isn’t about “pushing back”—it’s about creating clarity, ownership, and better outcomes for everyone. Micromanagement can impact confidence, autonomy, and team performance, but the right language can shift the dynamic in a meaningful way. I am so grateful for the opportunity to contribute to this conversation and help empower professionals to advocate for themselves in a constructive way. You can read the full piece by Beth Ann Mayer here: https://lnkd.in/eDHQjMf89 Phrases To Shut Down a Micromanaging Boss, According to an HR Expert9 Phrases To Shut Down a Micromanaging Boss, According to an HR Expert
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Shawnee (Irmen) De Anda, PHR, PRC posted thisWork has personalities. Lots of them. ⚪️The “let’s circle back” person. 👉The “sent you a quick 17-point email” person. 💬The “this could’ve been a chat” meeting host. Here’s what I’ve learned over the years and now I can finally be comfortable in this truth: Not everything is personal… even when it feels personal. Sometimes it’s: • Communication style, not criticism • Stress, not shade • Urgency, not attitude • Different wiring, not a disagreement We all show up with different lenses, different pressures, and very different ways of getting things done. The magic isn’t in everyone being the same. The magic is not taking every interaction to heart or personally. Give people a little grace. Protect your energy. And remember — you don’t need to internalize every tone, font choice, or message that lands a little sideways. The truth is, we all want to do a great job, we all want to see our organization succeed and at the end of the day, most people aren’t thinking about you nearly as much as you think they are…they’re just trying to survive their inbox too. 😉
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Shawnee (Irmen) De Anda, PHR, PRC posted thisI’ve been thinking a lot about what truly makes a team feel like a team. It’s not just goals, metrics, or accountability dashboards. It’s the people — the ones who lean in. The colleagues who don’t hesitate to share resources, ideas, or time. The leaders who don’t sit on the sidelines, but roll up their sleeves and dive in alongside others. The teams who choose collaboration over competition. There’s a noticeable difference between environments that operate as “us vs. them”…and those that operate as “we.” In “us vs. them” cultures, accountability can feel one-sided. Metrics can feel like pressure instead of purpose and progress can feel fragmented. But in true team environments: • Accountability is shared • Wins are collective • Support is proactive, not reactive People step in for each other. They problem-solve together. They care about the outcome — and about each other. And that kind of culture doesn’t just happen. It’s created — by people who choose, every day, to show up that way, for each other, for the company. I am grateful for the teammates, colleagues, and leaders who embody this. It makes all the difference. What’s something a teammate or leader has done that made you feel like you were truly part of a team?
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Shawnee (Irmen) De Anda, PHR, PRC posted thisCompassion at work isn’t a “soft skill.” It’s a leadership responsibility. Every single person we work with is carrying something we can’t see—stress, pressure, personal challenges, self-doubt, or even quiet wins they’re hoping someone notices. And yet, in the pace of work, it’s easy to default to expectations over understanding. What I’ve learned over time is this: You get the best out of people when you meet them where they are—not where you wish they were. That doesn’t mean lowering standards. It means leading with awareness. It means asking one more question before making an assumption. It means recognizing that performance is often directly tied to what’s happening outside of work, not just inside it. It means creating space for people to be human—while still holding them accountable. The leaders who leave a lasting impact aren’t the ones who push the hardest. They’re the ones who understand the most. And in workplaces—especially in environments where people are giving so much of themselves to others—compassion isn’t optional. It’s essential. So here’s my question: What’s one way you intentionally meet your team where they are?
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Shawnee (Irmen) De Anda, PHR, PRC posted thisTwenty-three years in HR and People Operations. That’s 23 years of org charts, restructures, offers, tough conversations, board decks, open enrollment chaos, culture wins, and “quick questions” that were anything but quick. But when I really think about what shaped my career? It wasn’t just strategy. It wasn’t just titles. It wasn’t just metrics. It was people. The mentor who pulled me aside early in my career and said, “Don’t just be the HR person in the room. Be the business leader who understands people better than anyone else.” The executive who challenged my thinking instead of shutting it down. The coworker who stayed late with me before a big presentation and said, “We’ve got this.” The team member who trusted me with something hard. The kind colleague who gave credit publicly and feedback privately. Twenty-three years later, I can confidently say this: Careers are built on capability. But they’re sustained by courage, generosity, and the people who believe in you before you fully believe in yourself. If you’ve been lucky enough to have mentors, steady coworkers, or just genuinely kind humans in your professional life — tell them. Send the note. Make the call. Give the credit. We don’t rise alone. I’m grateful for the leaders who stretched me, the peers who partnered with me, and the teams who trusted me. Now I’m curious — Who motivated and inspired you along the way?
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Shawnee (Irmen) De Anda, PHR, PRC shared thisI love this because we all understand that some days feel heavy. High stakes. Big emotions. Real impact. In mental health care, we support the clinicians caring for clients in their hardest moments — and the administrative teams who keep access, scheduling, billing, onboarding, and operations moving so care can actually happen. That’s not small work and while it can be stressful, we are all passionate because what we do and who we serve is purpose-driven. HR in behavioral health isn’t about policies. It’s about protecting the people who protect others. It’s about building clarity, support, and sustainability so no one burns out doing meaningful work and we all remain passionate. When the mission is this personal, passion doesn’t sit in your job description. It runs through you.
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Shawnee (Irmen) De Anda, PHR, PRC reposted thisThank you, Blossom! Excited for what this partnership means for more comprehensive and coordinated, person-centered careShawnee (Irmen) De Anda, PHR, PRC reposted thisToday, Blossom is thrilled to announce our partnership with Thriveworks! Our partnership will help ensure that patients can access the best support available for their unique circumstances. What this means for our patients: - Seamless Referrals: A clinically-guided path to ensure every patient gets the specific type of care they need. -Thriveworks patients may be referred to Blossom Health for virtual psychiatric evaluations, medication management, and ongoing monitoring by board-certified psychiatric providers. - Blossom Health patients may also be referred to Thriveworks for therapy, individual counseling, couples or family therapy, psychiatry, and other evidence-based services, delivered either online or in-person across more than 340 locations nationwide. Thank you to the Thriveworks team for the support in making this possible! So excited to be working together! Learn more here: https://lnkd.in/ebVr6G9B
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Shawnee (Irmen) De Anda, PHR, PRC reposted thisShawnee (Irmen) De Anda, PHR, PRC reposted thisWe’re proud to announce our new partnership with Ardent Health, part of Thriveworks’ ongoing work to integrate behavioral health into the broader healthcare ecosystem. Our research has found that 93% see mental health and physical health as interlinked, and that 39% turn to their primary care providers for help finding mental health services. Partnerships such as this help bridge the longstanding gaps between physical and behavioral healthcare delivery. Our truly integrated approach embeds evidence-based therapy and psychiatry services directly into health system workflows, making it easier for patients and providers to access coordinated, whole-person care. We’re excited to partner with Ardent Health to expand seamless access to high-quality behavioral health services across its multi-state system, helping more patients get the right care, at the right time. Learn more: https://lnkd.in/g_vTKitYThriveworks Partners with Ardent Health to Integrate Behavioral Health Across Its Multi-State Health SystemThriveworks Partners with Ardent Health to Integrate Behavioral Health Across Its Multi-State Health System
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Shawnee (Irmen) De Anda, PHR, PRC posted thisNext week (Feb 16th-20th) is Random Acts of Kindness Week and before anyone says “Isn’t that every day in People Ops?” — yes… and also no. Kindness at work isn’t about grand gestures or forced fun. It’s about how work actually feels when people are under pressure and let’s be honest - that feeling can make or break a company. This is where People Operations can quietly (and powerfully) partner: ✨ Normalize checking in—not checking up ✨ Remove friction that makes people’s jobs harder than they need to be ✨ Advocate for capacity when teams are stretched thin ✨ Model empathy and accountability (they can coexist) ✨ Create space for appreciation that isn’t performative, instead name exactly what you value in someone ❤️Sometimes kindness looks like flexibility. 🙏Sometimes it looks like clarity. ⛔️Sometimes it looks like saying “no” or “no, net yet” so teams don’t burn out. Random Acts of Kindness Week is a great reminder that culture isn’t built in campaigns, it’s built in a thousand small decisions, many owned by Executive Leadership, all People Leaders and peer to peer interactions. I am curious - How have you seen kindness operationalized? #PeopleOperations #RandomActsOfKindness #CultureInAction #Leadership
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Shawnee (Irmen) De Anda, PHR, PRC liked thisShawnee (Irmen) De Anda, PHR, PRC liked thisUrgent care is becoming one of the most important entry points for behavioral health, but for many systems, the handoff is still too disconnected. At Amplify 2026, Matthew Gibson joined David Caltrider, MD and Ernie Wallerstein Jr. to talk about what it takes to better connect urgent care and behavioral health. One point came up quickly: the need is already there, but the systems around it often are not. Patients are showing up in urgent care with behavioral health needs every day. The real challenge is what happens after that visit and whether there is a clear, practical path to ongoing care. That’s where better integration matters. Not just more access, but stronger referral pathways, better follow-up, and less friction for both patients and care teams. Matt shares a few takeaways from the conversation and where urgent care leaders have an opportunity to build smarter behavioral health pathways. Read more: https://lnkd.in/gxG9f44j
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Shawnee (Irmen) De Anda, PHR, PRC reacted on thisShawnee (Irmen) De Anda, PHR, PRC reacted on thisI'm excited to be expanding my therapy availability and continuing to work with a wide variety of clients! I've started offering sessions for clients with two amazing companies - Lifebulb and Seven Starling. Both organizations offer unique support for clients, and I’m excited to connect with and support more individuals through this work. If someone you know is looking to start therapy and feels like my specialties could be a good fit, I’d be honored to connect! 🤍 https://lnkd.in/ecwb5gik https://lnkd.in/ecYiSkqd (just mention my name)
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Shawnee (Irmen) De Anda, PHR, PRC reacted on this"The highest form of accomplishment is standing by your principles when they're tested." That is a great quote. Principles don’t matter when they’re convenient—they matter when they cost you something. Titles, compensation, recognition…those things can all be gained and lost. Your integrity can’t. In the moments where it’s easier to stay quiet, go along, or compromise— That’s your test. And that’s where your reputation is actually built. Because in the end, people may remember what you achieved… but they’ll never forget what you stood for.Shawnee (Irmen) De Anda, PHR, PRC reacted on thisYou watched them get promoted. The ones who laughed at the offensive joke. The ones who stayed quiet when they should've spoken up. The ones who took credit for your work. And you wondered if YOU were the problem: - Maybe I'm too naive - Maybe I need to "play the game" - Maybe integrity is just a fancy word for staying stuck Those promotions came at a cost you can’t see at first. The person who got ahead by compromising? They have to keep compromising to stay there. The person who sold out their values for a title? They wake up every day performing a version of themselves they won’t recognize. Adam Grant said it perfectly: “The highest form of accomplishment is standing by your principles when they're tested.” You didn't lose. You refused to pay for a "win" that would have cost you everything. Your integrity isn't holding you back. It's the only thing that will matter when the titles fade. 📌 Navigating your first year in a new role? Get weekly insights in The First Year newsletter: dora.coach ♻️ Repost to remind someone integrity wins in the end Image credit: Adam Grant
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Shawnee (Irmen) De Anda, PHR, PRC liked thisShawnee (Irmen) De Anda, PHR, PRC liked thisExcited to start the week at the ACMA 2026 National Conference! Case Management has always been a critical component to the healthcare delivery process and the individuals who work directly in this space are true selfless leaders! Hoping to connect with several folks over the next few days and chat how Thriveworks can help!! I’ll be attending sessions and available to chat about our solution and dive deeper into how we can support your team! #casemanagement #caremanagement #acma2026
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Shawnee (Irmen) De Anda, PHR, PRC reacted on thisShawnee (Irmen) De Anda, PHR, PRC thank you for this incredibly thoughtful reminder!! Thriveworks
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Shawnee (Irmen) De Anda, PHR, PRC liked thisShawnee (Irmen) De Anda, PHR, PRC liked thisKnow anyone looking for their next role? I am currently hiring Licensed Talk Therapists in Georgia! Join the Thriveworks team!!
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Driving Employee Referrals in a Virtual World - ERE Webinar
Referred workers have 10% fewer preventable accidents, invent 25-30% more patents, and provide 15% more ideas.* They stay longer than employees found through other recruitment efforts and they cost less to hire. No wonder organizations of all kinds are focused on employee referral programs!
But the days of old school, refer-a-friend-get-a-pat-on-the-back programs are long gone. Today’s employees have extensive virtual communities who connect often and instantly. Employee referral…Referred workers have 10% fewer preventable accidents, invent 25-30% more patents, and provide 15% more ideas.* They stay longer than employees found through other recruitment efforts and they cost less to hire. No wonder organizations of all kinds are focused on employee referral programs!
But the days of old school, refer-a-friend-get-a-pat-on-the-back programs are long gone. Today’s employees have extensive virtual communities who connect often and instantly. Employee referral programs need to play in that space if they’re going to engage your current employees. Hear what’s new in Employee Referral Programs, what works for organizations like yours, and some tips to boost employee participation. We took a deep dive into some of the new technologies revolutionizing employee referral programs. Our speakers cast an expert eye on:
* The latest employee referral programs and technologies
* How organizations like yours are revitalizing employee referral results
* How to reach your ideal candidates by leveraging social media and making the most of your employees’ personal and professional virtual networks
And because we all know that choosing the technology is just the start, there also was discussion about best practices for communicating a new program and driving employee participation.Other creators -
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Implementing an ATS Best Practices - ERE Webinar
A lot goes into implementing an applicant tracking system. For those of you who are planning to embark on this critical mission for your organization, be aware that it’s common not to recognize key requirements – whether simply from oversight or because of assumptions – until you either “GO LIVE” and your end users bring red flags and horrible “misses” to your attention… OR you start testing your brainchild of a system that you were certain was gosh darn perfect, only to realize you may need…
A lot goes into implementing an applicant tracking system. For those of you who are planning to embark on this critical mission for your organization, be aware that it’s common not to recognize key requirements – whether simply from oversight or because of assumptions – until you either “GO LIVE” and your end users bring red flags and horrible “misses” to your attention… OR you start testing your brainchild of a system that you were certain was gosh darn perfect, only to realize you may need “customizations” before being able to bring this system to life. For a step by step guide based on recruitment industry leaders’ experiences with implementing applicant tracking systems, including how to address needs with operating committees and vendor management, attend this webinar hosted by Megan Stanish and Shawnee Irmen for an in-depth look at what you need to know to make your implementation a success.
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The Forgotten Potential of Recruitment Advertising
Critical to capturing and holding a candidates attention, is to keep in mind that you are dealing with people, not just a name and info on a spreadsheet or a statistic, and this directly corresponds to your recruitment advertising strategy as well. In this exciting dual hosted webinar, sponsored by StartDate Labs, please join hostesses Megan Stanish and Shawnee Irmen as they cover what it takes for recruiting advertisement to be effective. Including, but certainly not limited to, understanding…
Critical to capturing and holding a candidates attention, is to keep in mind that you are dealing with people, not just a name and info on a spreadsheet or a statistic, and this directly corresponds to your recruitment advertising strategy as well. In this exciting dual hosted webinar, sponsored by StartDate Labs, please join hostesses Megan Stanish and Shawnee Irmen as they cover what it takes for recruiting advertisement to be effective. Including, but certainly not limited to, understanding the audience you’re talking to and tailoring your job descriptions/advertising to better suit that audience, as well as the technology you can leverage to better communicate with them in a way that is more comfortable for them, and much much more.
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