Leveling Up

In today's episode, I talk to Brian Elliott and Helen Kupp, who both work at the popular workspace and team communication app, Slack. They share how the pandemic allowed them to see an opportunity for growth and reimagine and transform how people work together with their latest project - Future Forum. Future Forum is a consortium that will help companies make the transformations necessary to thrive in the new economy. During our discussion, the trio share their thoughts on tracking employee engagement, what leadership actually means and why it doesn't always have to mean management, and why flexible work includes an inclusive workspace and a balanced workload. Key Points From This Episode: The inspiration behind Slack's Future Forum How data influences Slack's habits and practices Rethinking how we see the office: a tool rather than a place Tracking employee engagement and satisfaction Diversifying what growth looks like in a company What flexible work means Future Forum: https://futureforum.com/how-the-future-works/ Leveling Up For more links, visit getmarlow.com/podcast

In today's episode, I talk to Sailpoint's Chief People Officer Abby Payne. Abby has been with Sailpoint since 2011, having created the company's original people team, including driving a differentiated employee experience and a globally recognized organizational culture. Abby's strong drive to attract and retain the best talent in the industry has not only helped to make Sailpoint a leader but the company is regularly recognized by Glassdoor fortune and Austin Business Journal for its values-driven culture. With her extensive expertise in talent acquisition and sales, Abby shares how she started her career in HR, how her current company approaches a shifting workplace, and how employees are now reusing the office space and adopting a “college library” mentality. Key Points From This Episode: Starting a career in HR at the age of 22 How Sailpoint is navigating the workplace post-Covid The office is being used in different ways National and international approaches to Sailpoint's recruitment Dealing with Zoom fatigue and remote working Growing talent vs. buying talent Sailpoint Leveling Up For more links, visit getmarlow.com/podcast

In today's episode, I talk to a chief people officer expert with over twenty years of experience in human resource leadership. Traunza Adams has made the transition from HR and people management to working for herself in her family's philanthropic pursuits. In her current role, she's overseeing the distribution of scholarships for individuals who have talent and ambition but lack the resources to do so. With her extensive experience in HR, Traunza shares why she believes HR combines the best of both worlds when it comes to people management and building a business, the intersection between well-being and work, and creating a better work environment for inclusion and belonging. Key Points From This Episode: The importance of people's well-being and how it impacts work The intersection between EDI, burnout, and opportunity Traunza's work with Open Imperative Effective ways to create a culture of inclusion and healthy work culture Addressing biases for effective management Leveling Up For more links, visit getmarlow.com/podcast

In today's episode, I talk to a talent acquisition expert who talks about employee wellness, moving from global enterprises to smaller startups, and what the future of the workplace looks like. Jeanine Boyle is the Chief People Officer at Zelis. Jeanine has more than 20 years of leadership experience in human resources and has worked in companies like Johnson & Johnson, Siemens Healthcare, Pfizer, and Zelis. In her current role, she's overseeing the entire people and culture effort at Zelis, including talent acquisition, talent management, and diversity and inclusion. After spending most of her career in large organizations, Jeanine is really focused on exploring smaller disruptive organizations in order to diversify her experience, With her extensive experience in HR, Jeanine shares her own experience with talent systems in multinationals across the world before making the switch to a smaller company, why you should be leveraging automation if your goal is to scale, how to navigate a hybrid work model and striving for a proper work-life balance. Key Points From This Episode: Rich learning experiences in international settings Human resources must go beyond strategic talent The biggest hurdles in talent systems and how to streamline your system Bridging the gap between talk and action What the hybrid work model looks like for Zelis Creating environments where employees thrive in Leadership involves forgiveness and empathy Zelis LinkedIn Leveling Up For more links, visit getmarlow.com/podcast

Being able to show up as your authentic self is something that lots of organizations talk about, but few have made possible. Enter Outreach - a company that enables people to accelerate their revenue strategy with a CMS platform powered by AI-driven insights. Pamela Mattsson, VP of People and Organizational Development at Outreach. Pamela shares how she made the transition from Amazon to Outreach, and she explains what life at Outreach looks like. In this episode, Pamela discusses how Outreach has managed to double their employees in 12 months, why diversity at Outreach involves a lot of self-auditing and measurements in place, and fostering employee resource groups within the company. In addition, you'll hear Pamela share how Outreach is able to balance employees distributed across the country and globally and why thinking globally is the key to a healthy workplace Key Points From This Episode: Pamela shares her journey in HR, why she made the switch from Amazon to Outreach, and what HR looks like within in the company What diversity actually looks like at Outreach Approaching the challenges involved with employees in multiple locations both nationally and globally Why companies need to embrace and support conversations around anti-oppression How HR can support and guide leaders on diversity and inclusion Why the great resignation is a wakeup call for organizations and the reason for massive company shifts Outreach Connect with Pamela Leveling Up For more links, visit getmarlow.com/podcast

In today's episode, we are doing things a little differently by hosting a panel with industry experts who are Marlow coaches and have a lot to say on the super popular subject of time management. Marlow coaches are certified coaching experts in manager and leadership development who focus on combining traditional ICF coaching techniques with best practices in management and leadership. Dawn DeFrancesco is an HR specialist with over 20 years of experience and learning in development across a lot of different industries. In addition she holds a PhD in Performance Improvement and she has been coaching clients for the last five years in leadership, and health and wellness. Brent Rossman, a full time coach with 3 years of experience who enjoys helping leaders bridge the gap between their technical, analytics and designation skills into the leadership side of things. Duncan Anderson, a coach with 10 years of experience who specializes in management leadership, and works with a variety of managers, leaders, and high performers in a variety of industries. Together, they are share the biggest challenges people have when it comes to time management, how to manage priorities, and tools and habits you can incorporate to help yourself manage your time successfully. Key Points From This Episode: The challenges to time management How to prioritize time and incorporate your own personal style to time management Habits for recharging yourself and managing priorities What goes wrong when it comes to time management Dawn's LinkedIn Brent's LinkedIn Duncan's LinkedIn Leveling Up For more links, visit getmarlow.com/podcast

Performance excellence in many organizations looks like a continuous process where people understand that coaching, feedback, and checking in through conversations are one of the ways that continuous performance management occurs. Tim Russell is the head of learning and development at Magic Leap, an augmented reality company with the goal to influence and win the metaverse. They are trying to figure out the best tool to offer solutions that will change the world. This HR pro has extensive experience working with multinational brands including Microsoft, Starbucks, and Nintendo. Tim has a passion for project management, coaching, and leading teams in the area of leadership and development. In this episode, Tim shares his experience with leadership, and how he made his transition to working in HR and people development. He talks about the commitment to learning and development, what trust means in the workplace and how to develop performance excellence and leadership in the workplace. Key Points From This Episode: Making the decision to work in learning and development Augmented reality and the world of business Why the commitment to learning and development matters The approach to performance management at Magic Leap Trust and engagement in the workplace Leadership program that supports performance excellence Magic Leap Connect with Tim on LinkedIn Leveling Up For more links, visit getmarlow.com/podcast

This subject of how to create a great candidate experience is something that is relevant to every hiring manager today. As shifting work environments change, the introduction of EDI becomes standard across companies and more employees seek benefits outside traditional compensation, hiring managers need to know what it takes to create a great candidate experience. Kevin Grossman, the President of Talent Board knows a lot about talent acquisition. First started in 2011, the nonprofit company is a research organization that's focused on the elevation and promotion of a quality candidate experience. They bring together benchmarks that highlight accountability, fairness and business impact around the world. In this episode, Kevin shares trends in talent recruitment, the importance of communication during the hiring process, and why managers need to be in contact with new hires the minute an employee accepts their letter of offer. Key Points From This Episode: High level trends in recruitment and attracting talent Communication during the hiring process matters The gap between application and response times The honeymoon period and high turnover rates Balance between automation efficiency and the human experience Talent Board: https://www.thetalentboard.org/ LinkedIn: https://www.linkedin.com/in/kevinwgrossman/ Twitter: https://twitter.com/KevinWGrossman Leveling Up For more links, visit getmarlow.com/podcast

Multinationals are great organizations to be involved in when it comes to learning the SOPs of your field, however startups offer a unique approach to work culture, SOPs and learning opportunities. Regardless of the level, when it comes to managing people it takes a lot of work, experience and trial and error. Meet Badia Rebolledo, Chief People Officer at Krispy Kreme Mexico. She has three decades of experience in high level HR roles across a multitude of multinationals including Beiersdorf, Siemens, Nestle and Procter & Gamble along with working in FinTech. In this episode, Badia shares her experience making the switch from structured multinationals to more integrated startups in FinTech, what the culture is actually like at Krispy Kreme, and the real work it takes to manage over 2000 employees. Key Points From This Episode: Making the jump from multinationals to startups The development of Krispy Kreme within Mexico and globally How to actually manage HR with over 2000 employees Dealing with long term employees and changing work culture It's not possible to make everyone happy Leveling Up For more links, visit getmarlow.com/podcast

Coaching has become this really popular, super interesting, ubiquitous term that, because it's used so commonly, almost means nothing. Coaching in a leadership and lifestyle sense is really a partnership where two equals discuss challenges and come up with solutions to these problems. Coaches are there to serve as a guide and create structures for leaders or any clients, to flourish and achieve success in defining and reaching their goals. No one knows this better than Chelsea Seid, co-founder, and head of coaching at Marlow. Chelsea works with current leaders and coaching clients to help them discover success in their own careers. In this episode, Chelsea shares what coaching actually means, why coaching is similar to therapy but it takes on more of a mentorship role that offers clients the ability to grow within a strategic space, and what makes her own company unique. Key Points From This Episode: What is coaching Why do leaders need coaching Is coaching similar to therapy or mentorship What makes Marlow unique in their approach to coaching Links: Leveling Up For more links, visit getmarlow.com/podcast

Is it possible to learn what it's really like to work with people when you have employees in the US, France and Portugal? Enter Dashlane - a company focused on providing a simple solution for protecting passwords, personal info and all your data. What makes the company unique is their approach to remote work. Ciara Lakhani, Chief People Officer at Dashlane, shares how her own experience as a customer with Dashlane landed her the opportunity to work with the organization in their talent acquisition department. She explains what life at Dashlane looks like working with a transatlantic team in a post-pandemic world and why it's possible to have talent in Europe working for American-based companies. In this episode, Ciara discusses the challenges and benefits of working with a transatlantic team, having asynchronous schedules, and leading with the principle of employee choice first. You'll hear Ciara share why serving all employees' interests and preferences is worth the small loss of efficiency as an acceptable trade-off because of the employee benefits in the long run. Key Points From This Episode: Ciara explains how she ended up at Dashlane and how it enabled her to move to France during the middle of pandemic Multinational headquarters - why Dashlane focuses on even distribution of executives and the idea of equal importance across all it's transatlantic offices Employee preference is the worth a loss in efficiency because it increases employee retention and satisfaction Employee retention beyond flexible working options Why the power of people feeling supported by their management is one of the top determinants of how happy employees are in their role and whether they thrive in their role The role of feedback in growth and promotion cycles at Dashlane Ciara shares the most important lesson she has learned after nearly two decades of HR experience Links: Dashlane Leveling Up For more links, visit getmarlow.com/podcast

Many companies are now recognizing that the future of return to work and the culture of organizations are changing in light of the pandemic. Superhuman, a company focused on creating an optimized and tailored email experience, has approached the return to work and inner office culture differently since the pandemic. Kristen Dean-Hayward, head of people at Superhuman, shares why her experience as an assistant store manager at Home Depot during college opened her eyes to a field where the intersection of business strategy and people's strategy came together. After using the Superhumans service as a customer, Kristen transitioned to actually landing an opportunity with the company itself. In this episode, Kristen discusses the importance of examining the entire lifecycle of the employee experience, omni-directional feedback, and creating safe spaces. Non-traditional modes of working are becoming commonplace, and Kristen explains why focusing on team-building activities that are flexible help increase employee retention and satisfaction. You'll hear Kristen share why she prefers to use the word virtual over remote - why virtual focuses on a connection between coworkers while remote working implies more isolated working conditions. Key Points From This Episode: Kristen shares why Superhuman is a company dedicated to a fast email and team experience, and how she got into HR after her first experience at Home Depot Avoiding a one size fits all approach - why Superhuman recognizes there's not cookie-cutter approach to work The future of directional feedback and the ability to expand talent development in a large organization Challenges to creating safe spaces and feedback amongst employees How to provide useful feedback effectively and thoughtfully Kristen shares how she is approaching succession planning and thinking about developing employees for the future Links: Superhuman Leveling Up For more links, visit getmarlow.com/podcast

Traditional models of scaling businesses focus on quick and rapid growth that overlooks the importance of talent acquisition and retention. Chris Tobin, Senior Vice President of People at Intercom, shares his philosophy on talent development, the role leadership plays in company growth, and why companies need to adopt a people perspective. In this episode, Chris discusses the importance of having a vision for growth with a plan to constantly test, progress, and learn. The key to company growth and success is when their values align with the practices that happen in the office. Listening in, you'll hear Chris share his philosophy for HR, the importance of an engaged workforce, and how Intercom has dealt with massive growth, remote work and company culture amidst the pandemic. Key Points From This Episode: How current Senior Vice President of People at Intercom, Chris Tobin entered the world of HR, what led him to work with a global company and what his philosophy is around talent development and acquisition The difference between large established businesses and startups is the way they approach scale and growth. Chris shares his and Intercom's philosophy for creating a strong employee experience and work environment. Why leadership is a massive driver of the employee experience Have company structures evolved since the pandemic? Chris shares his idea of a ‘Think Big Start Small Mentality' and how Intercom has been approaching hypergrowth in light of the return to the work environment and the pandemic Links: Intercom Leveling Up For more links, visit getmarlow.com/podcast

Talent development and HR is facing a new era a year and a half after the global pandemic started. What do experts believe is the future of the working world? With over 25 years of experience covering a breadth of industries and human resources, Mark Gundacker, current Chief of People Officer at MetroMile shares his thoughts on employee satisfaction and corporate transparency in a post-covid world. In this episode, Mark discusses the importance of transparency, communication, employee surveys, and the challenges of remote work. While a company may not be at liberty to divulge everything, Mark explains how having mechanisms in place for open and honest communication between leaders and employees was integral to building employee trust and satisfaction. Listening in, you'll hear Mark identify and break down tools leaders can use to increase leader-employee communication, how remote work models are key to employee retention and recruitment, and why the HR industry must remain adaptable and flexible. Key Points From This Episode: How current Chief of People Officer Mark Gundacker started his career with MetroMile, a revolutionary car insurance company that bases its rates on the miles driven, making car ownership convenient and less expensive Mark shares how the pandemic has shifted corporate strategies for talent acquisition How does MetroMile consider the employee perspective when it comes to adapting to a post-pandemic working world? Why employee surveys are helpful in understanding the pulse of the organization Despite dealing with a global pandemic, Mark shares what structures have remained the same within HR and talent development What is MetroMile's long-term vision for return to work? Mark shares how he measures success and how he's able to tell what's working and what's not How to be an effective leader - do not overlook the importance of data Links: Metromile page Careers page. Leveling Up For more links, visit getmarlow.com/podcast

The labor market is changing, especially in the field of venture-backed startups. There are more well-funded companies than there ever were before. While the capital exists, it's harder for companies to seek qualified individuals to fill the roles especially and these companies begin to scale up and many are hesitant about compensating fairly. Enter Nolan Church, former CEO, and current cofounder and CEO of Continuum, a company that connects executives with roles in venture-backed startups looking to scale their headcount. Nolan shares how his company helps these startups with things like people strategy, recruiting, strategy, and compensation philosophy. In this episode, Nolan shares his insights on emerging trends in the labor market post covid-19, how employees are reacting and adjusting to the new realities, and how this impacts companies' abilities to scale and grow. Nolan has over 10 years of experience in HR and talent recruitment. He explains why companies with the highest talent retainment and success rate are those who understand that the pos covid-19 working world is the new working order. Conversely, there is concern and pushback from founders who prioritize an in-person work environment and are scared of the drawbacks to work culture if there is no longer a requirement to work in person. Listening in, you'll hear Nolan identify and break down some of the advantages and disadvantages companies are making with transitioning into a remote-first work environment and how to address them. You'll learn why facilitating to a remote work first strategy is the most effective way to get access to senior and high-value talent, and why this is beneficial to companies looking to scale and scale fast. Key Points From This Episode: Interview with former CEO of Door Dash, Nola Church, and current co-founder and CEO of Continuum. Nola explains how Continuum connects executives with roles in venture-backed start-ups What trends are entering the market in the last 12-18 months in light of remote working Why remote-first is the best recruitment strategy for companies, especially those looking to scale The smartest companies are those who are open to remote working and have a higher talent recruitment rate What obstacles do HR leaders face especially when wanting to transition to remote working Innovative solutions companies can employ to address the compensation problem Why cuts in compensation are the reason many high talent employees are partaking in the “Great Resignation” Recruiting for individuals who will thrive in a remote work setting Are young people the best fit for remote and digital work environments? How can companies prepare to teach new, young employees the skills and talents needed to succeed in the field? Nolan shares why he believes companies should commit to either remote first, hybrid or in-person work to be successful in retaining and recruiting Five ways companies can effectively onboard in a remote-first working environment What does the future of work look like and what should HR teams be looking for and preparing for? How can companies develop talent from within? Nolan Church On LinkedIn Nolan Church on Twitter Continuum First Round Review Leveling Up For more links, visit getmarlow.com/podcast

The COVID 19 pandemic has been the catalyst for considerable changes and upheaval in how businesses are run. As a result, many of us have had to adapt to the world of remote work practically overnight, with hardly any preparation. This is not the case for GitLab, which has been a remote company for over a decade. In fact, they were so advanced in their structuring of remote work, that countless companies were able to base the remote working protocol off of explicit documents provided by GitLab on how they run their company. In this episode, we are joined by the Head of Remote for GitLab, Darren Murph, who is the driving force behind these indispensable resources. Darren has written over 100 000 words on how GitLab runs remotely and holds the Guinness world record for 'most prolific professional blogger'. We meet up with Darren to discuss the recent surge in remote work, how crisis-induced remote work differs from a structured approach, and why he believes it's here to stay. Listening in, you'll hear Darren identify and break down some of the mistakes companies are making with remote work and how to address them, as well as plenty of tips and advice for how to facilitate collaboration and communication among employees. This is an information-packed episode on the future of remote work and why it's a fantastic opportunity for reinvention! Key Points From This Episode: Meet today's guest Darren Murph, Head of Remote at GitLab. How the COVID 19 pandemic prompted a surge in remote work. How the GitLab Handbook and Darren's README provided countless companies with a blueprint for how to structure remote work. An introduction to GitLab, a DevOps platform for collaborating to create software. How GitLab approaches employee development from a remote setting. The difference between structured remote work versus the crisis-induced remote work caused by the COVID 19 pandemic. Darren breaks down key steps to transitioning to remote work. How GitLab facilitates communication between employees. How transparency of work helps remote workers feel much more connected. Why a remote manager's key role is to be an ‘unblocker' How GitLab approaches development tracks and developing tracks. Why it's important to employ a head of remote. Some of the problems that come with pursuing a hybrid model of remote and office work. How Darren suggests supporting employees who work better in the company of others. How to implement a values audit and how it can support a company's remote work structure. What it means to be a manager of one. Why Darren believes that current graduates are well prepared for remote work. How you should approach onboarding new staff as a remote company. The importance of writing and storytelling as a skill in remote work. The resources and tools that Darren is currently utilizing to better himself. GitLab Handbook Darren Murph's README Kona Almanac Leveling Up For more links, visit getmarlow.com/podcast

Return to work policies are continually in flux in the face of continued uncertainty. No matter what industry you work in, you are likely to look at how big tech is approaching these decisions to see what you can do in your business. Today, Allison Levitsky, Protocol journalist, joins us. Allison covers workplace issues in big tech and has been at the forefront of reporting on the post-pandemic tech workplace. In this episode, Allison shares insights into how some big tech companies are deciding when to return to work. While it is unlikely that these businesses will never physically reopen, many have been trying different models. We talk about vaccine mandates, how companies are enforcing them, and what they are likely to do for employees who choose to not get vaccinated. Rounding off, we also talk about other workplace trends that Allison has seen, along with how people generally feel about returning to work. Tune in to hear it all! Key Points From This Episode: • Get to know today's guest, Allison Levitsky, and how she came to cover workplace issues in tech. • The current decision-making landscape when it comes to return-to-work policies. • How companies are deciding whether or not to return to the office. • What Allison has seen about the factors that influence decision-making when it comes to returning to work. • The growing popularity of vaccine mandates and what this means. • How companies are likely to deal with those who don't want to get vaccinated. • What companies are probably going to do when it comes to getting proof of vaccination. • Dealing with people's health data and privacy; what's happening. • What a hybrid model at companies is likely to look like. • The asynchronous trend Allison is currently seeing. • Companies are starting to realize that if they want to keep their talent, they have to be flexible. • What Allison has seen about how people feel about returning to work.

Today's guest is Marc Cenedella, the Founder and CEO of Leet Resumes, as well as the Founder and CEO of Ladders Inc., the community for $100,000+ careers. Marc is a nationally renowned thought leader on careers, career management, and recruiting. He is frequently sought out by national media organizations for his expert commentary on employment and entrepreneurialism, featuring in publications like the New York Times, Wall Street Journal, and Wired, among others. Previously, Marc was a Senior Vice President at HotJobs.com, where he served as lead on its sale to Yahoo for $436 million in 2002. Today's interview is all about resumes: how to think about your resume, how you can use it to drive your performance in your current role, and how you can start tracking your resume better, even when you aren't looking for a job, plus a whole lot more! Marc believes that your role is to know your numbers and keep track of them, which is a theme that carries throughout the episode. We hope you enjoy this conversation, which is full of practical advice that you can implement to get your resume fine-tuned and make it work for you in today's post-pandemic world! Key Points From This Episode: Learn a bit about Marc's background and the origins of Leet Resumes. Find out what happens on the other side of job applications, including resume parsing. Why it's difficult for experienced professionals to write about themselves in a compelling way. Tips for writing a good resume: include accomplishments that are relevant to both your previous job and the job you are looking for. The difference between being a consumer of information and being a producer. How often you should revisit your resume; Marc suggests 30 minutes every six months. How to use objectives and key results (OKRs) to turn your resume into a powerful tool to help you gain control of your career. Learn how to use OKRs for looking to the future, not just measuring progress in retrospect. How Marc advises different levels of seniority on their resumes; same structure, different categories of achievement. Why Marc suggests doubling the number of dollar signs and percentages on your resume. What to do when you don't have the numbers: start keeping track of them now! The numbers you can share to demonstrate the successes you generated for the business. How to think about your resume pre-pandemic versus post-pandemic. What has changed the most: the shift to distributed work, remote work, and work from home. Marc's predictions for the next 12 months, including annual and generational changes. What resources Marc is leaning on, like Twitter, which he calls his superpower. Links Mentioned in Today's Episode: Marc Cendella on LinkedIn Marc Cendella on Twitter Leet Resumes Ladders What Matters

Grassroots change requires a lot of trust, and it takes a lot more effort around communication, engagement, and ‘buy-in' than simply barking out orders! Today's guest is Jackie Shyman Holt, the Head of Human Resources at 7 For All Mankind. Jackie has more than 20-years' experience in all aspects of HR, including transformational leadership and change management, organizational design, talent acquisition and retention, diversity and inclusion, and internal and external branding and communications. In this episode, she shares her experience of the last year and a half during the pandemic and the importance of creating both physical and psychological safety for employees. Jackie also emphasizes the value of strong communication in a post-pandemic world and shares her grassroots approach to engagement through employee-led programs, highlighting the importance of executive buy-in for these programs to be successful. We also discuss the role of employee education, reimagining executive structures, and taking a collaborative approach, and Jackie shares some invaluable insights and practical advice for taking a grassroots approach in your organization. Tune in today! Key Points From This Episode: An introduction to Jackie and her experience of the last 18 months during COVID-19. How she has approached pulling employees in and ensuring their engagement. Some of the strategies that Jackie hopes to continue implementing, even after COVID, including strong internal communications. Hear about the charitable environment that 7 For All Mankind has cultivated. Jackie shares how she takes a grassroots approach to employee engagement. What sparked her interest in employee-led programs and the importance of executive buy-in. Jackie reflects on the topic of lunch-and-learns and how she made them work. Thinking about the “PR of HR” and how the department is perceived by the company. What role employee education plays in implementing diversity, equity, and inclusion policies. The value of reimagining what executive leadership and marketing structures look like. How a diversity of perspectives contributes to innovation. The power of what Jackie calls a “scrappier” attitude toward employee engagement. Where she suggests organizations start: by hearing the ideas of individual employees at different stages of their careers. Jackie shares some of her favorite resources, including books, podcasts, and her peers. Her advice for her past self: relax, think before you jump in the deep end, and take risks. Why she recommends building robust boundaries between work and life.

Learning and development plays a vital part in the efforts of any business to level up. Today we are joined by Sunita Arora, the Head of Learning and Development at GE Digital. Sunita is a learning and development strategist with over 20 years of experience working with Fortune 500 companies in Silicon Valley startups. She is known for her global leadership development, instructional design, workshop facilitation, project management, communication, and organization development skills. Today she joins us to discuss the importance of understanding your business's main need in learning and development and ruthlessly prioritizing your focus. Tuning in, you'll hear how to approach leadership buy-in through demonstrating the impact on the business, the types of programs that Sunita's designed that have been the most effective, and the different ways to measure the success of a program. Find out what ‘built-in nudges' are and how they can remind people what they have learned long after they have completed a program. With a wealth of experience, Sunita shares some great advice with us and provides helpful examples of how she has implemented these concepts in her own work, so tune in today! Key Points From This Episode: An introduction to Sunita Arora and her career in learning and development. The importance of understanding the business's need and prioritizing it. How to approach leadership buy-in and the importance of it. Sunita's advice to a new or expanding talent development team: start with the North Star. Sunita shares the success story of how she used this principle to develop a training program and a framework for the leaders of an engineering company. How she incorporated the input of the leaders to develop this framework. How she helps companies ruthlessly prioritize their focus, and how this is especially important when resources are limited. The most effective types of programmes that Sunita has designed for managers and emerging leaders. What ‘built-in nudges' are and how they can remind people what they have learned long after they have completed a program. The different ways that the success of a program can be measured. How training is different for managers and emerging leaders versus senior executives. Sunita's views on the challenges posed by the ongoing pandemic as well as some of the opportunities it presents. Sunita's go-to resources and how her company has been using newsletters. What advice Sunita would give her former self when she started to take on leadership responsibilities.

As a Marlow coach, Bhavna Chadalavada has inside information as to what is going on in the minds of company managers at this moment in time. The COVID-19 pandemic has been responsible for a large amount of change in all facets of life and business. In today's conversation, Bhavna provides us with examples of the challenges that managers are experiencing as a result of these changes, some of the positive outcomes that have occurred, and the common trends that she has noticed in terms of what managers are trying to achieve in their workplaces. We discuss the role that coaching plays in helping people to advance their careers, and how this differs from the way that mentors and advisors work. Through her experience, Bhavna has gained an understanding of what people at all levels of a business want, and she shares what she wishes those people knew about one another. Key Points From This Episode: Bhavna's winding journey to coaching, and what she learned from her previous roles. Marlow's coaching style, the types of people they generally work with, and where their focus lies. Differences between coaching and mentorship/advising/consulting. Reasons behind the trend of people wanting to advance their careers that Bhavna has seen with her clients recently. Impacts that remote work is having on people. Skills that Bhavna's clients are wanting to improve, and how coaching helps with this. The importance of defining responsibilities in the workplace. Why hiring is a common topic in coaching sessions with new managers at the moment. An example of what a coaching conversation with a new manager might look like. Building relationships and understanding what people need is always a good starting point for difficult conversations. Changes that Bhavna has seen in how people are dealing with difficult conversations since the start of the pandemic. How coaching helps people to deal with conflict situations in the workplace. Follow-up practices that Bhavna makes use of to keep up to date with her clients. Trends that Bhavna is expecting to see in the coming months, as things open up more. Proactive and reactive calendering and the positive impact this is having on members. 6 competency areas of Marlow: leadership, people management, communication, strategic awareness, career direction, and productivity. An example of actions that companies have taken which their employees have really appreciated. What Bhavna wants companies to know about their employees, and vice versa. Bhavna's excitement about the future.

Today's guest is Amber Russell, joining us from Dutchie. Amber is leading the talent management in programs at Dutchie but has been part of the talent development teams at a few other notable companies, including Pegasystems and Vistaprint. As a key leader in talent and experience, her focus is on enabling innovative and unique employee experiences and, in today's episode, she shares her insight into enhancing these experiences by designing intentional programs or benefits that meet employees where they are at. Tuning in, you'll learn how to apply an Agile methodology to employee experience, and the systems and tools you can use to implement an iterative approach. Amber also cautions against the use of buzzwords when it comes to employee experience, and has some practical advice for taking a holistic approach to rewarding and enabling employees appropriately, rather than focusing only on “high achievers” within your organization. Ready to break the rules a little and do what is best for your employees? Well, this is the episode for you! Tune in to find out more! Key Points From This Episode: Amber shares how she ended up on her current career path in talent and experience. What employee experience means to her: tending a garden that has already been planted. Applying an Agile methodology to employee experience; breaking work down into the smallest iterative with the highest value. Some of the systems and tools Amber uses to implement this iterative approach. How Agile allows teams the ability to experiment, fail, and pivot quickly. Some examples of how it has played out in internal systems like employee onboarding. The flexibility that Agile provides, especially during the pivot to remote work during COVID. Amber's predictions for the adoption of Agile in the talent space. Designing great employee experience starts with being intentional rather than throwing buzzwords around. Having a diverse reward and recognition offering doesn't dilute the offerings; it makes them more meaningful to individual employees. Why trust in leadership to reward employees is key to long-term retentive value. Amber recommends a holistic approach to rewarding and enabling employees appropriately. Advice for personalizing your rewards system: be okay with breaking the rules a little! Why Amber never wants to be a traditional HR leader. What resources she is leaning on right now, including a strong network of peers. The advice she would give her younger self: get comfortable with the uncomfortable!

In today's episode, we welcome to the show Melody Wilding, executive coach, human behavior expert, and author of Trust Yourself: Stop Overthinking and Channel Your Emotions for Success at Work. Melody helps sensitive leaders escape self-doubt and overcome impostor syndrome and, in this conversation, she shares that, while being highly attuned to your emotions, your environment, and the behavior of others can be the keys to success, it can also lead to overthinking and burnout, as it does for so many sensitive strivers who have not yet learned how to mange and leverage their unique gifts. As we dive into Melody's book during the course of the episode, you'll discover that Trust Yourself offers concrete steps to help you break free from stress and perfectionism so that you can find the confidence to work and lead effectively as well as the mindset and tools to set you on the path to personal and professional fulfillment. Make sure to tune in today for an insightful discussion about identifying sensitive strivers, setting better boundaries, and preventing burnout! Key Points From This Episode: How Melody became a coach in this niche space thanks to her personal experience. Learn more about the genetic trait that sensitive strivers possess. How perceptions of sensitivity plays into gender stereotypes, for both women and men. Melody defines a sensitive striver as a high-achiever who is also highly sensitive. Find out what the differences are between introverts and sensitive strivers. How to identify sensitive strivers, including deeply-felt emotions, a strong inner critic, and poorly held boundaries. Signs of burnout to look out for, like heightened emotional reactivity or overcompensation. Types of boundaries, from rigid to porous, and where sensitive strivers tend to struggle most. Where Melody sees leaders acting most effectively in helping teams set better boundaries. The role that self-advocacy plays in helping her clients stop undermining themselves. How Melody suggests leaders can provide extra support, including celebrating small wins. What is means to rebalance your inner drive and how it helps with preventing burnout. The importance of connecting your work to something meaningful. Sharing Melody's book with sensitive strivers can provide them with a powerful tool. Other resources she recommends, such as the DISC and KOLBE assessments.

The COVID-19 pandemic has resulted in significant talent management challenges, including hiring freezes and layoffs, a sudden shift to remote work, and increased employee stress and burnout. This week, we welcome Megan Bickle, Head of Talent and Performance Management at Dropbox. We discuss how organizations can rethink how work gets done, navigate burnout, and ultimately support employees during these challenging times and in the transition to what will hopefully be less challenging times! Megan joins us with over a decade of talent experience, focused on leveraging people analytics within talent management strategy, leadership development, designing culture, HR technology, and talent assessments. She has held roles at Ubisoft, GE Digital, and Electronic Arts and is passionate about shaping an organization's culture through talent and organizational development initiatives. Tuning in, you'll hear Megan emphasize the double-edged sword of challenge and opportunity that companies are facing in their transition to the ‘new normal' and what they can do to adapt to and support employees in an increasingly virtual work environment. Make sure not to miss this stimulating conversation! Key Points From This Episode: Megan shares how she found her way onto her career path and organizational development. How the technology companies she has worked for have approached employee experience differently to more traditional organizations. Defining what employee experience should be by focusing on an employee's lifecycle. The greatest challenges facing employers during COVID, including navigating and preventing employee burnout. Welcoming employees back to the office now that vaccination programs have started. Why not having a playbook is both an opportunity and a challenge. Megan borrows the phrase ‘retention cliff' to reflect on employee retention during COVID. The benefits for companies of tapping into different markets to source great talent. How companies are leveraging resources like Modern Health, providing employees access to coaching, and monthly wellness days. Find out how training has changed to adapt to a more virtual work environment. Megan's predictions for how the idea of work will evolve over the next 24 months. Where companies are falling short, like not ensuring HR is a critical part of future strategy. While there are numerous opportunities to exploit, it also takes a lot of work. The resources Megan recommends: Talent Development Think Tank and Microsoft's People Analytics data. Her advice for her former self: find a business coach!

The exciting process of growing a company rapidly can easily become an unmanageable beast if the right systems and values are not in place from the beginning. Today on Leveling Up we are joined by Kristen Wiley, who is the Founder and CEO of Statusphere, a company that has gone from strength to strength in its young lifespan. We hear from Kristen about her experiences at the helm of the ship and what it has felt like becoming the founder of such a successful company. We focus on the importance of responsible management practices and the most notable shifts and transitions that have occurred at Statusphere over this period. Our conversation touches on managing people in a remote environment, different types and styles of management, and how to balance these parts with the demands to grow. Kristen makes a clear point that her biggest role as a leader lies in her responsibilities regarding recruiting and training and all of her reflections are so filled with fresh wisdom, you are not going to want to miss this episode! Join us for a passionate and inspiring conversation with a young leader making waves! Key Points From This Episode: Basic information on Statusphere, the services they offer, and their journey thus far. The growth of the company and the important points of the hiring process. Important factors that Kristen kept in mind as she looked for new team members. Kristen's experiences of managing a team and the lessons she learned early on. Letting go of tasks that can stand in the way of the growth of a business. The process of Kristen becoming a leader and reshuffling the way that Statusphere operated. Concepts and values that Kristen prioritized when looking at candidates to hire. Kristen's thoughts on the evolution of her management style before and during the pandemic. The current remote setup at Statusphere and the tentative plans to go back into the office. Challenges that Kristen and Statusphere have encountered through their transitions. The mentors that have helped Kristen on her journey and helpful advice around smooth shifts. Growth and succession planning at Statusphere; the meetings that address this area of sustainability. The project of communicating a vision and goal to an entire team. Advice that Kristen would give her past self: prioritizing a good fit, feedback, and punctual hiring. Enabling team members to supply feedback and ask questions towards the goal of higher efficiency. Kristen's thoughts on facilitating the right type of environment for good communication. The skills that Kristen remains focused on sharpening and the best resources for this. Quick advice from Kristen for anyone needing to rapidly build out a team. Spreading expertise around a team and avoiding the trap of exclusive skills. Links Mentioned in Today's Episode: Leveling Up Marlow Kristen Wiley on LinkedIn Statusphere Kristen Wiley on Twitter Nonviolent Communication

Our Host: Chelsea Seid, Co-Founder and COO of Marlow In this episode, Chelsea Seid, Co-Founder and COO of Marlow, talks about what it means to develop a personal leadership brand and how you can develop a strong brand and truly live by it. Chelsea details steps you can take to shape the external perception of your leadership and leadership strategy, as well as ways to explore what type of leader you want to be. Tune in to learn how to take your leadership to the next level! Conversation Highlights What makes a leader? Factors to consider when developing your leadership brand Exploring what type of leader you want to be How to write your brand and promote it Tips for auditing and reviewing how you work Episode Timeline [00:21] Introducing Marlow and the topic of this episode [01:16] Who really is a leader? Do all leaders have followers? [03:05] What is a personal leadership brand? [04:22] The importance of defining your core values [05:48] Utilizing your strengths and experience [09:45] Define your work style: Interacting with others in the workplace [12:14] How to figure out what type of leader do you want to be [17:48] Writing and promoting your own personal leadership brand [23:20] Audit and review how you work [25:13] The big takeaway: Intentionally make decisions and commit to live by your brand Quotes from our Host “A brand is really an external perception of your leadership style; so how others understand how you are as a leader and what your style is as a leader.” “A personal leadership brand doesn't need to be as big as mine, it could be highly specific. So if you're in a specific category of work right now and you're connecting with a particular brand that's important to you, that could work very well for you.” About Marlow Marlow is where leading professionals at all stages in their career go to refine the core professional skills and habits that matter most. We combine in-house expert coaches with interactive resources to ensure a personalized coaching experience for each member. Marlow coaches partner with employees at companies of all sizes — from 20 team members to enterprise corporations. We're coaching people all over the world and have the capacity to scale with your team's needs. Connect with Marlow We invite you to share this episode with someone who you think could benefit from this information and expertise. Don't forget to subscribe to Leveling Up for more discussion on and tips and tricks for career navigation, communication, productivity, and more! Podcast: www.levelingup.co Website: www.getmarlow.com Twitter: www.twitter.com/getmarlow Instagram: www.instagram.com/getmarlow Facebook: www.facebook.com/getmarlow LinkedIn: www.linkedin.com/company/getmarlow Connect with Chelsea LinkedIn: www.linkedin.com/in/chelseawagen

In this week's episode, Jordan Peace (Co-Founder and CEO at Fringe) shares the trends his team is seeing when it comes to helping more organizations gain access to flexible employee benefits. About Jordan: Jordan Peace is CEO of Fringe, a lifestyle benefits company. Hailing from the world of financial planning, Jordan co-founded Fringe in 2018 after realizing that most people - especially Millennials - simply don’t understand their company’s corporate benefits. Along with four close college friends, Jordan created Fringe as a way to turn corporate benefits into a language that anyone can speak. He was previously the Founder & Chief Experience Officer of Greenhouse Money, and a Financial Advisor with Northwestern Mutual. Jordan lives in Richmond, Virginia with his wife and 4 kids. His favorite Fringe benefit is Turo. Linkedn: https://www.linkedin.com/in/jordan-peace-fringe/ Twitter: https://twitter.com/jordanpeace About Fringe: Fringe is the world’s first lifestyle benefits marketplace. Fringe benefits are personalized to the individual and self-selected by each employee. Employees who are struggling with financial stress can receive financial planning services while another employee who recently had a child can get organic baby food delivered to their door! An employer simply selects the employees they’d like to enroll and the amount, each month, that they’d like to allocate to each Fringe benefits account. From a 22-year old intern to a 62-year old leader, Fringe has something for everyone. Website: https://www.fringe.us/ LinkedIn: https://www.linkedin.com/company/fringeus/ Twitter: https://twitter.com/fringe_us/ What it Means to Be a Remote First CompanyNeela Campbell, Grant... Supercharge Your Team's PerformanceVictoria Reichenberg &... What is Emotional Intelligence and Why... Host: Chelsea Seid Redesigning Learning & Development with... Nathan Knight & Mary...

Our Guest: Nathan Knight, Director of Performance Management & Learning and Development Better.com In this episode, Nathan Knight, Director of Performance Management and Learning & Development at Better.com, speaks on how his team is approaching learning and development, as well as his views on how leaders can incorporate diversity, equity, and inclusion into their existing training programs in order to achieve better results and outcomes. Nathan details how allyship plays a crucial role in a company’s development and what tools and practices you need to implement in designing L&D programs. He then shares powerful advice on judgement, beliefs, and your true feelings about your work that anyone at any stage in their career could benefit from. How do you keep yourself growing? Conversation Highlights The philosophies of their learning and development programs Figuring out what types of training your team would benefit from The importance of reevaluating the value you’re providing during times of change Simple tools you need for designing training programs How L&D fosters a diverse, equitable, and inclusive space Incorporating inclusivity into meetings, presentations, and conversations The role of allyship in the workplace + The best way to improve your allyship Episode Timeline [00:21] Introducing the topic of this episode + What it’s been like living in NYC during the pandemic [01:45] How Nathan got into learning & development [03:24] How have you incorporated your learning experiences from other roles to your role at Better? [04:59] How Better is approaching people development more holistically [08:02] Nathan’s approach to measuring ROI on learning & development courses [11:28] Types of trainings: Quick results vs. long-term impacts + High vs. low investment [14:29] Challenges and opportunities Better is considering in the coming months [17:58] Using technology and tools to meet people where they’re at in development [20:45] Leveraging external resources to your advantage [21:53] How learning & development initiatives foster diversity, equity, and inclusion [26:11] Is inclusivity a part of your conversations and meetings? [28:26] How Nathan thinks organizations should be embedding allyship into training, rather than treating them as add-ons [32:38] Nathan’s go-to resources and tactics for improving allyship [35:29] What do you wish you could have learned sooner? Resources Follow Better.com on Instagram: www.instagram.com/betterdotcom Follow them on Twitter: www.twitter.com/betterdotcom Connect with them on LinkedIn: www.linkedin.com/company/betterdotcom Inclusion by Jennifer Brown: www.jenniferbrownconsulting.com/inclusion-the-book Connect with Nathan Knight LinkedIn: www.linkedin.com/in/nathanknight Website: www.better.com About Marlow Marlow is where leading professionals at all stages in their career go to refine the core professional skills and habits that matter most. We combine in-house expert coaches with interactive resources to ensure a personalized coaching experience for each member. Marlow coaches partner with employees at companies of all sizes — from 20 team members to enterprise corporations. We’re coaching people all over the world and have the capacity to scale with your team’s needs. Podcast: www.levelingup.co Website: www.getmarlow.com Twitter: www.twitter.com/getmarlow Instagram: www.instagram.com/getmarlow Facebook: www.facebook.com/getmarlow LinkedIn: www.linkedin.com/company/getmarlow

Our Guest: Abadesi Osunsade, Founder & CEO of HustleCrew In this episode, Abadesi Osunsade, Founder & CEO of HustleCrew, speaks her mind about how companies are approaching belonging and inclusivity in the workplace, specifically after the recent Black Lives Matter Movement, as well as what we can do to understand bias, foster inclusion, and support underrepresented employees. Abadesi details steps you can take to incorporate training into your organization’s priorities and budget, along with insight into how to start that conversation in your workplace. Conversation Highlights - Companies’ reactions to the 2020 BLM Movement - Why Abadesi started HustleCrew - About HustleCrew’s products - Steps your organization can take to include diversity and inclusion training in your budget - The significance of focusing on the greater purpose of workplace culture evolution - How to start a conversation around equality and inclusion with your team - The importance of taking care of yourself

In this week's episode of Leveling Up, Mary speaks with three incredible industry leaders. Grant Goodale, the co-founder, and CTO at Convoy, a fully connected freight marketplace that uses machine learning and automation connect shippers and carriers. Neela Campbell, director of people and operations at HIMS and Hers, a telehealth service for men's wellness and care, providing treatment options for hair loss, ED, and more. And Jamie Ceglarz, the owner of the executive recruitment firm Guild Talent, executive search & leadership hiring for venture-backed companies. Our three guest experts share with us how their organizations are adapting to the global pandemic caused by the coronavirus. We covered topics around recruitment, onboarding, and preparing our workforces for a more distributed future and much more. [1:03] Meet Grant, Neela, and Jamie [4:52] Why go remote-first and how did you adjust? [8:34] Working remotely and its effects on management teams [12:37] Is remote working here to stay? [14:33] How working remotely effects the employee experience [18:29] How has the onboarding process changed? [22:04] Could we become a results-driven workforce? [26:05] How working remote effects inclusivity [29:28] Synchronous vs asynchronous [32:41] How could remote working affect salaries? [36:47] What have we learned over the last few months? To connect with Grant Goodale: LinkedIn: https://www.linkedin.com/in/ggoodale/ Twitter: https://twitter.com/ggoodale?lang=en Website: https://convoy.com/ To connect with Neela Campbell: LinkedIn: https://www.linkedin.com/in/neela-campbell-08861098/ Website: https://www.forhims.com/ To connect with Jamie Ceglarz: LinkedIn: https://www.linkedin.com/in/jamie-ceglarz-6994355/ Website: https://guildtalent.com/ To Connect With Mary Fox: LinkedIn: https://www.linkedin.com/in/marybfox/ Website: https://getmarlow.com/ Twitter: https://twitter.com/getmarlow

David Mann, People Partner at Google, joined us to discuss how leaders can hold their team members accountable while also being empathetic to shifting personal needs and priorities.

Episode 26: Professional Development During COVID-19 (Mary Fox & Chelsea Seid of Marlow) by Leveling Up

Developing your skills in presentations and public speaking can influence your overall confidence, career direction, and even business trajectory. In today’s episode, we join TED X speaker, speech coach, and entrepreneur Danish Dhamani to talk about specific ways to master public speaking skills, for example, through adjusting your pacing, using wider gestures, and analyzing the filler words. Danish is a co-founder and CEO of Orai, an AI speech coach app that helps individuals and teams sound more confident, compelling and concise. Reach Danish at: Email: danish@oraiapp.com Twitter: @DanishDhamani Instagram: danish.d Learn more about Orai: Orai website: www.orai.com

In this episode, Samantha talks about the importance of using LinkedIn to share your personal brand in a more intentional way. Samantha’s Bio: Samantha is a personal branding expert, who focuses on the development of resumes, interview and career coaching, and LinkedIn promotion. She has worked with over 9,000 clients in over 47 states and around the world. Her well-known ‘Dear Sam’ column is published in 20+ newspapers across the country and appears weekly in the L.A. Times, Columbus Dispatch, Cleveland Plain Dealer, San Diego Union-Tribune, The Advocate, the Oklahoman, and others. Learn more about Samantha at Nolan Branding's website. Read her Dear Sam Column.

This week, we sat down with Katie Fogarty to discuss how you can get the most out of your LinkedIn profile. Katie has built a career helping professionals, organizations and businesses tell their story. Prior to launching The Reboot Group, Katie wrote for morning TV news, global PR firm clientele and for a U.S. Senator. Today, she’s passionate about helping people and businesses create communication strategies and content that catapults development, grows brands and delivers engaged fans. Katie works one-on-one with clients through her signature LinkedIn Reboot and Reboot for Business. She also consults, trains and speaks on career branding, LinkedIn and job hunting

Episode 22 - Creative Problem Solving with Dr. Amy Climer by Leveling Up

In today's episode, Julie Koenke joins us to discuss collaborative leadership, effective management, and useful communication skills you should be developing as a professional. This is a must listen.

This week, Chelsea hosted Lizzie Azzolino, talent consultant and coach at Until Now, for a discussion on career transitions. Lizzie is the Founder & Principal at Until Now, where she brings a design thinking approach to working with leaders to create talent and culture strategies for the modern workplace. Links to Learn More: www.untilnow.co

In this week’s episode, experienced HR leader and executive coach, Jennifer Peatman, joined Marlow CEO, Mary Fox, in discussing the importance of company culture and why the CEO and other c-suite executives need to play a key role in shaping company culture. Read more here: http://hub.getmarlow.com/podcast/company-culture-starts-with-the-ceo

In this week's episode, Matt Du Pont - the author of How to get first round interviews at tech companies - joined us to talk about they importance of informational interviews. Matt coaches job seekers in tech on how to be successful in getting the jobs they want - and informational interviews are a big part of this process. While we focus a lot on product managers in particular, this episode is valuable for anyone looking for a new position.

In Episode 16, Chelsea Seid and Chelsea Nelson, HR Manager at Columbus Pool Management sat down to discuss how one company used training and development initiatives to successfully develop a high-performance culture.

Your team's performance impacts your organization's bottom line. In episode 15, Chelsea is joined by Victoria Reichenberg of VLR consulting to discuss the Six Principles of Team Performance. During this episode, Chelsea and Victoria discussed the science behind team engagement, and the impact empowerment can have on individuals and teams.

Episode 14 is with Sandy Lucas, a Buying Manager at Massdrop. Sandy's responsible for four communities and oversees two direct reports. In Sandy's day-to-day, she moves from negotiating with vendors to communicating with community members, and then motivating her team internally. As a buyer, she truly wears multiple hats. In today's episode, Sandy and Mary Fox discuss taking the lead on your own career development. She talks about the importance of owning your own growth and taking initiative to show your potential.

Saydeah Howard, SVP of Talent and Services at IVP, sat down with Mary Fox to discuss best practices for continuing to develop a strong culture as you grow your organization and how to develop your executive skills. In this episode, Saydeah also talks about how she helps senior leaders find and recruit executives as they grow from medium sized organizations to companies that are ready to IPO.

Aaron Horwath joined us to discuss how Pixelz (www.pixelz.com) uses e-learning to train every new hire and get them up to speed significantly faster.

Chelsea Seid and Amanda Gulino (A Better Monday)took a deep dive into building a great team culture. http://abettermonday.co/

As part of our New Hire Onboarding series, we sat down with Brittany Rolfe Hillard and Kristian Fennessy to discuss strategies for getting your new team members up to speed on their digital tools. ---- About Brittany Rolfe Hillard - With a passion for people, Brittany Rolfe Hillard has spent the past 7 years creating community around technology. Currently at WalkMe, Brittany strives to create connections between companies undergoing digital transformation, to share inspiration and motivation around how to best maximize your technology investment by better empowering the human user. Through her current role, Brittany has connected with companies globally - from the Fortune 500 to the agile start-ups - to understand new hire training challenges and analyze the trends in how companies successful enable their new employees. About Kristian Fennessy - Kristian Fennessy is a digital adoption enthusiast who continually strives to change the relationship people have with technology. As a Strategic Solution Consultant at WalkMe, Kristian works primarily with Fortune 100 companies to increase self-service adoption, accelerate training, and improve user experience across hundreds of applications. Kristian seeks to relieve the burden that technology places on organizations and unlock the benefits of utilizing software to its full potential. Learn more about WalkMe: WalkMe Website - https://www.walkme.com/ WalkMe Free Trial - https://www.walkme.com/download/ Training in the Digital Era - https://www.walkme.com/pages/training-tp-7-training-digital-era/

In Episode 9, Jennifer Farris joined us to discover how managers can level up in onboarding their new team members. Jenn explains why managers play a key role in new hire onboarding and she walks us through specific strategies for thoughtfully onboarding every individual into your organization. About Jennifer: Jennifer Farris is a seasoned Bay Area HR executive & consultant with over 10 years’ experience in HR management. She is the CEO and Co-Founder of the successful consulting firm FarsideHR Solutions as well as the CEO and Co-Founder of Squadley, a workforce success platform which brings together real-time date that drives alignment, performance and engagement to help #makemanagersawesome. Through her career, Jennifer has held HR leadership positions at, Kabam, Practice Fusion, Ampush and Flexport. Jennifer received her MSc degree from the University of Edinburgh. Watch the full episode here: https://hub.getmarlow.com/extra-resources/episode-9-new-hire-onboarding-the-role-of-the-manager-with-jennifer-farris

In this Episode, we discuss the value of developing a personal leadership brand and the steps, strategy, and implementation of that brand. A personal leadership brand is a guiding principle for the type of leader you want to be. You will walk away with specific actions you can take to develop your brand and then live by that brand.

Cultivating and nurturing relationships with strong mentors should be a part of your career development strategy. Listen to our interview with Sarah Hatfield on strategies to identify, approach and maintain relationships with mentors throughout your career. Sarah is a managing director focused on training, executive search and human resources practices at the Tipping Point Group.

Chelsea Seid, Marlow Co-Founder and COO, walks through emotional intelligence. Chelsea outlines techniques for how to enhance your emotional intelligence and become more self-aware.