Diagnosing The Workplace: Not Just An HR Podcast

Send us a Message!In this episode, we explore 3 questions from listeners and conversations with clients:How do you fix the culture in a Trauma-infused workplace?What advice would you give to someone going through a messy change, but does not have any impact on the change? How do you fix a bad hire after hiring or promoting them?Our prescription for this episode: Understand the realities and impact of managing change and supporting your managers.Past Episode  Referenced:S3 E17: How Can I Advance My Career By "Managing Up"?You can reach out to us to talk more about any of these topics, contact us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched in 2024.About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we investigate The Business Law of the Linchpin, which is when The dependency businesses create on a single person or position for stability and growth puts the business' sustainability at risk.Our prescription for this episode is to take a hard look at your organizational structure and the norms in place around things like workload, standard processes, and customer retention. You may unknowingly have a linchpin putting you at risk.Past Episode Referenced:Season 3 Episode 2: What Are Common Stumbling Blocks To Business Growth?Season 2 Episode 24: How Can We Get A Better Handle On Workforce Planning?You can reach out to us to talk more about organizational assessments, just reach out to us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched this fall!About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we explore the truth and reality behind personality tests and psychometrics. As great of a tool as psychometrics are (learning styles, communication preferences, etc.) they are only good for the single purpose that they are designed for.Our prescription for this episode is to avoid commercial adaptations of academically validated assessments, most are bad science. If you want something that will actually work, reach out to us!You can reach out to us to talk more about psychometrics and resources, just reach out to us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched this fall!About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we explore the concept of Managing Up, which is how to adjust your approach when working with your boss or a difficult boss to improve your professional relationship and help them get the most out of you.Our prescription for this episode is to be consistent, firm, patient, and a little confident to incorporate some practical skills, like Managing Expectations, using Assertive Communication, and following up in writing to ensure stronger communication habits to improve how you work with your boss.Past Episode Referenced:S1 E12: What Is The Most Overlooked Management Skill?S3 E11: What Is Some Practical Psychology For The Workplace?Statistics referenced:82% of leaders consider themselves ‘accidental' managers, which means they have had no formal leadership or management training.- Chartered Management Institute (CMI). Bad managers and toxic work culture causing one in three staff to walk (2023)You can reach out to us to talk more about diagnostic tools and resources, just reach out to us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched this fall!About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we explore some common barriers and situations that business leaders and HR professionals need to overcome to effectively prioritize putting a strong budget behind addressing workplace culture challenges.Our prescription for this episode is to rethink how we already spend and invest in our businesses. It is likely through eliminating waste that we can find the budget to make effective investments.Past Episode Referenced:S2 E4: What Is The Cost Of Doing Nothing About Your Workplace Culture?Statistics referenced:The result of 22 case studies show a typical cost of turnover of 20% of salary. - Center for American Progress. There Are Significant Business Costs to Replacing Employees Report (2012)An uncivil workplace (where microaggressions and rude/passive aggressive behavior are common) can reduce employee performance to a cost of $14,000 annually, or about 26% of the average annual salary. - Pearson, C., & Porath, C. The Cost of Bad Behavior: How Incivility Is Damaging Your Business and What to Do About It (2009)Research by Grammarly and The Harris Poll found poor workplace communication is a pervasive problem burdening businesses and employees alike costing businesses approximately $12,506 per employee every year or 21% of that average employee's annual salary. - Grammarly and The Harris Poll. State of Business Communication report (2023)The need for additional wages to make up for a poor reputation as a bad employer, businesses need to spend about $4,723, or at least 10% more, per hire to convince a candidate to take a job at such a company. - Harvard Business Review, A Bad Reputation Costs a Company at Least 10% More Per Hire (2016) You can reach out to us to talk more about diagnostic tools and resources, just reach out to us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched this fall!About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we explore 3 questions from listeners and conversations with clients:  1.      What Do You Do When The Founder Is Too Stressed To Invest In Solving Business Issues?   2.     How Do We Build Trust With Employees?   3.     What is The Connection Between Customer Retention and Employee Retention? Our prescription for this episode: Understand how vital elements like employee retention, trust, and workplace culture are to business outcomes and sustainability.Past Episode  Referenced:S3 E13: What Is Transformation Fatigue And How Do We Overcome It?S2 E21: What Is The Technical Founder Paradox?You can reach out to us to talk more about any of these topics, contact us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched in 2024.About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we participate inPodcasthon and are dedicating a full episode to talk about a charity that we feel needs to be highlighted, Local Food Banks.Our prescription for this episode is to understand how important Food Banks are to the workforce and why we all should be donating to them, whether it is food, money, or time. Every little bit helps.Past Episode Referenced:Season 1 Episode 19 - Is Money The Key To Talent Attraction And Retention?Season 1 Episode 15 - Is Job Dissatisfaction Really That Dangerous?Learn more about Podcasthon at Podcasthon.orgSupport Food Banks CanadaSupport Feeding AmericaSupport Trussell TrustYou can reach out to us to talk more about supporting a strong workforce, just reach out to us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched this fall!About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we examine some practical DOs and DON'Ts when it comes to understanding and improving employee well-being.Our prescription for this episode is to realize that is not off-the-shelf programs and initiatives that will have the greatest impact, it is gritty, everyday efforts that will improve employee's mental and emotional health.Statistics Referenced:83% of employees would consider leaving their employer due to a lack of well-being initiatives.88% of employees value workplace well-being as much as their salary.89% of employees will only consider companies prioritizing well-being when seeking new opportunities.- WellHub. The State of Work-Life Wellness 2025 (2025) Past Episode Referenced:Season 3 Episode 13: What Is Transformation Fatigue And How Do We Overcome It?Season 3 Episode 10: Initiatives For 2025, Finding Qualified Talent, Using Mission, Vision, And Values - Answering Listener QuestionsYou can reach out to us to talk more about diagnostic tools and resources, just reach out to us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched this fall!About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we examine the type of fatigue or burnout that has been hitting companies everywhere impacting their ability to implement programs and systems to adapt to the evolving needs of the business world.Our prescription for this episode is to understand the realities of transformation fatigue or burnout so you can save your emotional and mental health and not ignore problems or invest in performative solutions.Past Episode Referenced:Season 3 Episode 9: What Lessons Can We Learn From 2024?Season 2 Episode 17: What Is Some Practical Psychology For The Workplace?You can reach out to us to talk more about diagnostic tools and resources, just reach out to us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched this fall!About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we explore the expected outcomes of the topical reality of massive cuts to federal government employees. This conversation was inspired by the recent cuts to the US public service but is not exclusively about what is happening in the United States.Our prescription for this episode is to stop talking about cuts and layoffs as the solution to governmental efficiency. Start talking about Reform as the actual path to success.If you are looking to get started on looking into the successes of Singapore, here is an article to get started. You can reach out to us to talk more about successfully working with others, just contact us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched in the fall of 2024!About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we explore some psychological concepts and principles that can help us better understand both those we work with and ourselves.Coby walks us through these 3 concepts:The real meaning of Introversion and ExtroversionThe Curse of KnowledgeThe impact of living in Prolonged Survival Mode Our prescription for this episode is to take a step back, look at challenges and behaviors from others and ourselves, and gain a little perspective on their cause. Compassion, reflection, and patience are how we can better understand those whom we work with and ourselves.Past Episode Referneced:S2 E17 - What Is Some Practical Psychology That Can Improve How I Lead And Work With Others?You can reach out to us to talk more about successfully working with others, just contact us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched this fall!About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we explore 3 questions from listeners and conversations with clients:  1.      What tools or initiatives do you think businesses should focus on for 2025?  2.     Why can we not find the certified and qualified talent we need?  3.     How important are your Mission, Vision, and Values to Organizational Culture?Our prescription for this episode: Start routinely asking yourself The Important Question: "What Needs To Exist First Before This Will Be Effective?" and be willing to do the work, relying on data and strategy.Check out our friends at Cato Creative Inc!You can reach out to us to talk more about any of these topics, contact us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched in 2024.About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we examine some of the business trends from 2024 in hopes of identifying some lessons to aid us in 2025. Largely, there have been many reactive and performative solutions that are causing fatigue among leaders and HR professionals and causing ongoing issues and struggles.Our prescription for this episode is that in 2025, we need to take steps to better understand the complexity of our issues and tackle problems with strategic intent.You can reach out to us to talk more about getting ready for 2025, just contact us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched this fall!About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we examine what managers can do when they feel they have lazy or unmotivated employees on their team. Starting with understanding how their behavior has gotten there.Our prescription for this episode is to understand what creates employee motivation and how your organization may be unintentionally robbing employees of their motivation and enthusiasm.Past Episode Referenced:Season 2 Episode 12: AI VS Automation, Toxic Employees, Wellness Accommodations - Answering Listener QuestionsSeason 2 Episode 25: Onboarding and Upskilling, Retiring Workforce, Generating Buy-in – Answering Listener QuestionsSeason 3 Episode 6: How Do We Get And Sustain Buy In For Organization Culture Transformation?Learn more about Igniting Motivation™: The 8 Sparks of Purpose with our online fundamentals course.You can reach out to us to talk more about employer productivity and motivation, just reach out to us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched this fall!About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we examine why and how leaders can create a toxic environment, and how and why companies protect those leaders.Our prescription for this episode is to understand misguided structure and opinions that create and shelter leaders who put their companies at risk, but also how we can fix these conditions and help our leaders become successful.You can reach out to us to talk more about supporting leaders and managers, just contact us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched this fall!About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we examine what it takes to get people interested and committed to workplace culture change. This conversation is relevant to employees at all level. Our prescription for this episode is to understand the biggest roadblocks to change in your workplace, and build a strategy to tackle those roadblocks head-on.Past Episode Referenced:Season 2 Episode 4: What Is The Cost Of Doing Nothing About Your Workplace Culture?You can reach out to us to talk more about cultural change, just reach out to us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched this fall!About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we explore 3 questions from listeners and conversations with clients:  1.      Are organizations underutilizing how they build and use policies?  2.     What's one thing you would recommend to improve our workplace culture?  3.     How do I make my team feel inclusive?Our prescription for this episode: Understand the full impact and use of your policies, your communication, and being consistent. These are vital elements to make a workplace more meaningful and productive.You can reach out to us to talk more about any of these topics, contact us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched this fall!About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we examine employee performance and the types of expectations that organizations and leaders have on the purpose and use of performance management. Our prescription for this episode is to understand the intended purpose of performance management in your workplace. Is performance management a control tool or a productivity tool? Past Episode Referenced:Season 2 Episode 18: What Does HR Stand For In Your Company You can reach out to us to talk more about performance management, just reach out to us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched this fall!About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!Check out the podcast episode Leading with Agility: Mastering Dynamic Leadership in a Changing World https://www.intuityperformance.com/podcastFor a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we examine psychological injury and the encouraging trend of prioritizing situations that cause Gradual Onset Psychological Injury; particularly Chronic Job Dissatisfaction, Institutional Betrayal, and Toxic Stress.  Our prescription for this episode is to understand the different types of causes of psychological injury: acute event-based causes and chronic environmental-based causes. If you are interested in having your workplace assessed for these causes, check out our Company Culture Health Check!Past Episode Referenced ("Action is Reaction Fallacy"):Season 3 Episode 2: What Are Common Stumbling Blocks To Business Growth?You can reach out to us to talk more about addressing job dissatisfaction and causes of Gradual Onset Psychological Injury, just reach out to us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched this fall!About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we examine The 5 Threatening Truths of Business:The Technical Founder Paradox: When the skills, abilities, and mindset of the founders, which were crucial to starting and growing the business, are what stand in the way of the business' sustainability and scalability.The Fragile Grip Principle: The acknowledgment of how the fragile relationship, between employers and employees, is handled by businesses greatly impacts their future success.The Revenue Stabilizing Blindspot: The effect caused by businesses undervaluing positions that stabilize revenue, instead only favoring positions that generate revenue.The Business Law of The Linchpin: The dependency businesses create on a single person or position for stability and growth that puts the business' sustainability at risk.The Action is Reaction Fallacy: The mistaken mindset that the business can survive and grow by only reacting, that success can come without acting with strategic intent.Our prescription for this episode: take a step back and reflect on the degree to which these Threatening Truths are influencing your business. A fresh mindset, proper structures and processes, and strategic interventions can and will make a world of difference.Past Episodes Referenced:Season: 1 Episode: 10: What To Expect From The Labour Market In 2023?Season: 2 Episode: 21: What Is The Technical Founder Paradox? You can reach out to us to talk more about how to resolve these issues, just reach out to us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter coming this fall!About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we examine the past and current thinking around employee loyalty, digging into old assumptions and the new realities about the relationship and commitments of businesses and employees.Our prescription for this episode: understand the connection between employee loyalty and employee motivation through purpose. How we help employees find a sense of meaning in their everyday lives is the key to rebuilding the employer/employee relationship.Learn more about Igniting Motivation™: The 8 Sparks of Purpose with our online fundamentals course.Don't forget to sign up for our New Quarterly Newsletter coming soon!You can reach out to us to talk more about creating meaning and purpose, reach out to us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we examine nepotism (the act of granting an advantage, privilege, or position to relatives or friends in an occupation or field) in the workplace. The reality of dealing with hiring family is something many businesses do not handle as well as they should.Our prescription for this episode: transparency is key. The intent that you have for hiring relatives is something you need to look long and hard at. Also, if there are grumblings and protests about nepotism in your workplace, that may actually be more about how present Job Dissatisfaction is, rather than about nepotism itself.You can reach out to us to talk more about transparency and job dissatisfaction, just reach out to us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter coming this fall!About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we explore 3 questions from listeners and conversations with clients:  1.      What is the difference between Orientation, Onboarding, and Upskilling?  2.      How can we address labor gaps due to retirement?  3.      How can we Generate Buy-in for anything new?Our prescription for this episode: have a more strategic approach to how you implement your staffing initiatives. Whether you are training employees, addressing talent shortages, or managing change; take a step back and look at the assumptions you make be making. Can you have a more tactical approach?You can reach out to us to talk more about any of these topics, contact us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter coming this fall!About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we examine workforce planning, specifically for small and medium businesses. This is something all businesses know is very important, but few address it with the right approach.Our prescription for this episode: consider three approaches when looking to build a workforce plan; a Strength-Based Strategy, Temporary Talent, and Succession Planning. These are three practical approaches that should give you more options when looking at your long-term growth.Learn more about SPECtrum™: A Catalyst for Increasing Team Performance with our online fundamentals course.You can reach out to us to talk more about workforce planning, just reach out to us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter coming this fall!Past episodes referenced:S2 E14: Should We Be Hiring For Fit?S2 E18: What Does HR Stand For In Your Company?S2 E21: What Is The Technical Founder Paradox?About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we examine what it takes to become a better leader and the realities of teaching yourself the needed skills and capabilities with books, webinars, and other self-study materials.Our prescription for this episode: understand that the journey from information to knowledge to wisdom is possible alone, but only in rare situations is it practical. Leadership development is best not tackled alone.Past Episode referenced:Season: 1 Episode: 29 - Leading With Integrity, HR Processes, Performance Management - Answering Listener QuestionsYou can reach out to us to talk more about leadership development at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we examine the use and misuse of "Fun" in company values, recruitment, and workplace culture.Our prescription for this episode: take the time to understand the complexity of the actions and initiatives you take when building your employee experience and employer brand. Otherwise, you can end up creating chaos solutions that will have negative and unexpected consequences, You can reach out to us to talk more about employer branding (we know some great people who can help!) at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Past episodes referenced:S2 E10: Are Your Current People and Culture Strategies Resolving Problems Or Creating Chaos?S2 E11: Should Companies Be Doing Employee Engagement?S2 E14: Should We Be Hiring For Fit?About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator with an extensive background in building workforce and organizational capacity.For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Message!In this episode, we examine what we call "The Technical Founder Paradox", which we define as: When the skills, abilities, and mindset of the founders, which were crucial to starting and growing the business, are what stand in the way of the business' sustainability and scalability.Our prescription for this episode: let's start looking at the skills we need for growth, whether they are skills we need to develop, hire for, or put in place so we can step back to focus on what we are good at.You can reach out to us to talk more about avoiding these issues, reach out to us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Send us a Text Message.In this episode, we explore 3 questions that came up in a recent Employee Retention event:  1.       Are organizations underutilizing how they build and use policies?  2.      How long do cultural transformations usually take?  3.      Are there industry or generational differences in the value of job security?Our prescription for this episode: develop a broader understanding of these three topics. Policy manuals/handbooks, workplace culture transformations, and job security are things we may not have been seeing with the weight and clarity we needed to get the most out of them.You can reach out to us with your own questions, at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, we examine the 4 industry trends that negatively impact the workforce and organizational efficiency. These trends are not necessarily new, but their prevalence is creating greater disruption to organizational success in today's business climate.The 4 trends are: Primarily family-run businesses not evolving with current business norms.Are our human service sectors humane to work in?Mergers & Acquisition (M&A) growth strategies often undervalue cultural mergersLeaders who are experts in tasks and products, not people managementOur prescription for this episode: take a hard look at the norms in your workplace. Are any (or all) of these trends present where you work? Would some of our recommendations address the root cause of many of your organizational challenges?About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, we examine the 4 Faces of HR. These are defined by the company's leadership's expectations and priorities placed on HR professionals. What to the initials of "H" and "R" reflect in how people and culture are managed in your organization?Does HR stand for...Holding Red-tape (primarily a compliance and administration generalist focus)Highly Reactive (primarily a talent acquisition focus and "putting our fires" focus)Hovering & Restricting (primarily a reporting, discipline, and enforcement focus) Humans Required (primarily a human capital, employees as assets focus) Our prescription for this episode: understand that a human capital strategy is going to be the key to your scalability. If you are not scaling your internal growth in tandem with your external growth you are barreling toward costly and extensive problems.About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacityFor a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, we examine 3 psychological principles that can hopefully provide folks with a lens to allow for a better understanding of those we work with.In this conversation, we explore:Affect Intensity Belief Perseverance (combined with the Backfire Effect)Self SabotageOur prescription for this episode: many interpersonal and professional conflicts arise from a lack of understanding of where a lot of our differences come from. If we take the time to consider the "why" behind people's behavior, we can bring more patience, grace, and solutions to the troubles of our workplaces. About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacityFor a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, we explore 3 questions posed to us by our listeners:  1.       Why do many recognition programs fall short?  2.       Why do many teams give up on people and culture initiatives?  3.      How can a new manager improve things when they do not have the authority to change them?Our prescription for this episode: understand the complexity of efforts, changes, and programs you want to implement. Anything involving people is naturally complex, so "off the shelf" solutions never work every time, in every situation, for everybody.You can reach out to us with your own questions, at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, we examine what it takes to infuse innovation into your workplace culture, and what are the big warning signs of complacency that will hold back innovation.Our prescription for this episode: understand the Warning Signs of a Climate of Complanency (CoC), and look to start including the Indicators of Innovation (IoI) if you want to make innovation sustainable in your organization.Warning Signs of a Climate of Complacency (CoC) | Comfortable and Traditional methods | Rigid Thinking | Finding the No | Unconfident and Low-profile Leadership | Indicators of Innovation (IoI) | Make Failing Part of the Plan  | Mitigate the Risk  | Unfinished is the New Normal | Confident LeadershipYou can reach out to us to talk more about a Culture of Innovation at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, we examine "fit" and how we may have been misunderstanding the reality of hiring for fit.Our prescription for this episode: avoid the trap of looking for people who will "fit in" and prioritize finding talent who will add value to your organization and who will "be a good fit".You can reach out to us to talk more about fit at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3The 6 Roles of SPECtrumo   Binders are bridge builders. They have very good interpersonal skills and can work with many different kinds of people.o   A Finder is motivated by the chase and has a knack for turning leads into new triumphs. They excel at focusing on the idea.o   Minders are administrators. They are the backbone of a team and keep everything moving and everyone on task.o   Grinders are creators, they are often behind the scenes workhorses that produce significant quantities of high-quality work.o   Pathfinders are explorers. They look for success and innovation, but they need their crew to be with them along the way.Spellbinders are influencers. They are very persuasive and good at creating convincing, evidence-based arguments.  Learn more about SPECtrum™: A Catalyst for Increasing Team Performance with our online fundamentals course: https://academy.roman3.ca/product/spectrum-a-catalyst-for-increasing-team-performance/ About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, we examine skills and try to bring a fresh perspective to the separation between "soft" or "essential" skills and "hard" or "technical" skills.Our prescription for this episode: let's start looking at skills through the lens of Employability, especially in how we recruit, develop talent, and groom people for leadershipYou can reach out to us to talk more about Employability Skills at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, we explore 3 questions posed to us by our listeners:  1.       How do we know when something is AI or just marketed as AI?   2.       How do you handle a toxic employee?  3.      How can I implement wellness accommodations for a team member without burning out everyone else on the team?Our prescription for this episode: never underestimate the negative impact of job dissatisfaction and poor psychological safety. Toxic employees, employee burnout, and low productivity are natural outcomes of a workplace culture that is riddled with job dissatisfaction.You can reach out to us with your own questions, at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Statistic Referenced: Housman and Minor (2015). Toxic Workers, Harvard Business School.About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, we examine what it means to "do" employee engagement. Our conversation explores the pitfalls that come from not truly understanding employee engagement and the consequences of doing it wrong.Our prescription for this episode: understand that employee engagement is an outcome, not an activity. There are very practical and tangible things you can do that will create motivation and enthusiasm in employees, but you need to be strategic in your efforts.You can reach out to us to talk more about RAMP at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Past episodes referenced:Episode 14: Why Is Employee Engagement So Difficult? Episode 15:  Is Job Dissatisfaction Really That Dangerous? Episode 16: How Do We Build A Workplace Culture? Episode 21: How Do You Motivate Employees Through Meaning And Purpose?Episode 24: What Makes Employee Engagement Actually Work?S2 E7: What Happens When Businesses Counterfeit Psychological Safety?About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, we examine an all-to-common situation in most workplaces - Chaos Solutions. This is the reality of not fully understanding the complexity of workplace challenges or looking for shortcuts to resolve issues, which ultimately creates more harm than good. Our prescription for this episode: we need to think critically about the situations we are trying to resolve and ask ourselves the question: "What needs to exist first before this solution will be effective."You can reach out to us to talk more about avoiding Chaos Solutions at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, we examine what it looks and feels like when a workplace has counterfeited psychological safety, or to put it another way, has made some of the easy steps to merely create the illusion of psychological safety. Our prescription for this episode: understand the red flags for counterfeit psychological safety, and take the time to learn, measure, and effectively engrain psychological safety into your workplace is you really want to reap the benefits of it.You can reach out to us to talk more about psychological safety at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, we examine the important workforce events that happened in 2023, as well as what we should be the fundamental takeaways from this very busy year. We identify 5 main lessons to learn from 2023 that will impact our success in 2024.Our prescription for this episode: realize that things have permanently changed, and if we want to have success going forward, we need to think differently, revise our priorities, and move beyond the traditional way of doing things.Statistics Referenced:The number of workers on Strike in 2021 was 141,000 for the full calendar yearThe number of workers on Strike in 2022 was 242,000 for the full calendar yearThe number of workers on Strike in 2023 was 453,000 as of OctoberCornell University School of Industrial and Labor Relations' Labor Action TrackerData as of October 2023(29%) of companies enforcing office returns are struggling with recruitment.76% of employees stand ready to jump ship if their companies decide to pull the plug on flexible work schedulesIn the SHED survey, the gravity of this situation becomes more evident. The survey equates the displeasure of shifting from a flexible work model to a traditional one to that of experiencing a 2% to 3% pay cut.Fortune (2023).  We're now finding out the damaging results of the mandated return to the office–and it's worse than we thought.Past Podcast Episodes Referenced:The 7X3 Rule:S2 E15 - Is Job Dissatisfaction Really That DangerousThe Autonomy Freeway:S2 E6 - Can we fix talent attraction and burnout with PTOFractional HR Supports:S2 E25 - When Should A Small Business Prioritize HR And Their Workplace CultureAI in the WorkplaceS2 E6 - What Is The Impact Of AI On HRAbout Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, we explore 3 questions posed to us by our listeners:  1.       What are the biggest risks facing small businesses around HR compliance?  2.       How do you make coaching and team building programs have a lasting effect in a workplace?  3.      How do you effectively measure DEI?Our prescription for this episode: pay attention and look for effective ways to evaluate the work environment that you and your employees work in. A huge risk that every business faces is what we don't know. Making the need to properly view and measure our workplace an essential part of reducing risk and creating success. You can reach out to us with your own questions, at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Past Episodes Referenced:Episode 25: When Should A Small Business Prioritize HR And Their Workplace Culture?Episode 22: What Is Missing From Diversity, Equity, and Inclusion (DEI)?About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, we examine the realities of artificial intelligence (AI) in our workplaces, specifically looking at its impact on Human Resources. We break down AI into practical terms with the intent to make its use and integration into our workplaces more practical and meaningful.Our prescription for this episode: understand what is and is not AI, as there are a lot of misconceptions out there. Also start thinking of AI as a productivity tool, that is like adding another member to your team.Statistics referenced:49% of HR professionals say they leverage seven or more employment systems of record, inclusive of their HRIS, ATS, benefits administration, payroll, and time-tracking systems. 38% of HR professionals whose organizations have more than 1,000 employees report having ten or more employment systems in their tech stack.The vast majority (84%) of HR executives at the VP level or higher (e.g., Head of HR, CHRO, etc.) believe their teams are using generative AI, yet only 34% of individual contributors report doing so.- Finch. Early Look: Finch Survey Finds Many Opportunities to Improve the Employment Tech Stack. (2023)About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, we examine the importance of collecting, not just any data, but the right data to inform your People and Culture decisions. We highlight the importance of having targeted diagnostic tools to make smart business decisions that will improve organizational efficiency.Our prescription for this episode: think beyond surveys when collecting data. Many rich sources of data can come from tasks, assets, and efforts you likely already have.If you would like to learn more about People and Culture diagnostic tools, and/or our OCEAN suite of tools, let us know at info@roman3.ca or check out operations.roman3.ca/for-organizations. About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, we examine the hidden costs that come with typical workplace culture challenges. We call these additional expenses and productivity wastes Labour Value Loss, and they eat away at profits and potential in almost every business.Our prescription for this episode: understand that doing nothing about these everyday challenges comes at a steep cost, whether you are aware of the problems or not.Statistics referenced:On average, companies are running at 33% efficiency. -  Gallup. Treat Your People Like Assets, Not Expenses -- Invest in Them (2019) The result of 22 case studies show a typical cost of turnover of 20% of salary.  - Center for American Progress. There Are Significant Business Costs to Replacing Employees Report (2012)The cost of burnout-related absences and lost productivity can be close to 25% of an employee's annual salary.  - Morneau Shepell. Morneau Shepell's Annual Mental Health Index  (2022) The relationship between Sexual Harassment and reduced productivity has been directly established. A person experiencing Sexual Harassment losses productivity equivalent to 45% of their annual salary.  - Willness, Steel & Lee. A Meta-Analysis Of The Antecedents And Consequences Of Workplace Sexual Harassment. University of Calgary. (2007) An uncivil workplace (where microaggressions and rude/passive aggressive behavior are common) can reduce employee performance to a cost of $14,000 annually, or about 26% of the average annual salary.  - Pearson, C., & Porath, C. The Cost of Bad Behavior: How Incivility Is Damaging Your Business and What to Do About It (2009)Research by Grammarly and The Harris Poll found poor workplace communication is a pervasive problem burdening businesses and employees alike costing businesses approximately $12,506 per employee every year or 21% of that average employee's annual salary. - Grammarly and The Harris Poll. State of Business Communication report (2023)The need for additional wages to make up for a poor reputation as a bad employer, businesses need to spend about $4,723, or at least 10% more, per hire to convince a candidate to take a job at such a company.  - Harvard Business Review, A Bad Reputation Costs a Company at Least 10% More Per Hire (2016)  About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, we examine the all-to-common reality of organizations and managers using rules, standards, and policies as weapons to control, retaliate, and oppress employees.Our prescription for this episode: understand where this common practice of using policies as weapons comes from, and realize that there are more effective ways to create rules and policies that will yield far better results and employee performance.Email us with your stories of the Policies as Weapons at info@roman3.ca.Quick Correction: The Three Fragile Grips are The Harsh Grip, The Weak Grip, and The Stable Grip (Not the Supportive Grip)Statistics referenced:59% of managers report having no training at all.-  West Monroe. Companies are Overlooking a Primary Area for Growth and Efficiency: Their Managers (2018)A manager or supervisor directly influences a shocking 70% of an employee's motivation and engagement. - Gallup. The Gallup Business Journal (2015) About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, we examine the difficult reality of managing a workplace full of employees with different political and social views. How can we employees get past their differences and find common ground in the workplace?Our prescription for this episode: we need to broaden our view of others. People are complex and we need to see past the parts we disagree with and look to find alignment in the harder-to-see, but certainly present, areas that we can agree with.About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, we examine the different aspects of wellness in the workplace and explore the potential challenges and areas of growth that can come with improving employees' physical, mental, and emotional health.Our prescription for this episode: understand that wellness strategies cannot be successful in a silo. We need to look at physical, mental, AND emotional health all together. Employee wellness is how you maintain employees in the long term.Statistics referenced:Employees take an average of 4 sick days a year, but admit to being unproductive an average of 57.5 days a year. -GCC Insights. Clocking on and Checking out: Why Your Employees May Not Be Working at Optimal Levels and What You Can Do About It. (2016) The cost of burnout-related absences and lost productivity can be close to 25% of an employee's annual salary. -Morneau Shepell. Annual Mental Health Index. (2022) About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, we explore 3 questions posed to us by our listeners:  1.       How would you use a framework, like Integrity Leadership, to guide your decision-making?  2.       HR and managers need to be more focused on workplace culture, but what does that look like in the everyday processes they have to go through?  3.      What are your thoughts on performance management, tips, mistakes, and new ideas?Our prescription for this episode: reflect on our thinking and how we lead others. We cannot think of HR processes and procedures as being separate from our organizational culture. How we structure and measure employee performance says a lot about how performance and success are viewed in our organization.You can reach out to us with your own questions, at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3***SEASON 2 Starts October 13th***About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, we examine common expectations that exist in our workplaces that severely damage our organizational culture. We also provide some practical ways to look at our workplace and the expectations we place on employees that can resolve these issues.Our prescription for this episode: we need to accept that the highly visible signs of success are the most important ways to measure success. Often is it the less tangible, everyday improvements that actually matter.About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, we examine the common assumptions that many businesses make when they are looking to attract talent. Many of these assumptions come from favoriting a more traditional approach to talent attraction and retention, increasing the risk of being left behind.Our prescription for this episode: Consider the more unconventional candidates, and beware of the value of transferable skills.Stats referenced:Globally, just 35 percent of those who quit in the past two years took a new job in the same industry. In finance and insurance, for instance, 65 percent of workers changed industries or did not return to the workforce.Reasons why people are leaving: 41% Lack of career development and advancement; 36% Inadequate total compensation; 34% uncaring and unispiring leaders; 31% lack of meaningful work; 29% unsastainable work expectations.- McKinsey (2022)The Great Attrition is making hiring harder. Are you searching the right talent pools? About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.