Podcasts about chief human resource officer

In this episode of the Vantage HR Influencers Podcast, Jason Desentz, Chief Human Resource Officer at Toshiba, shares valuable insights on how listening, learning, and vulnerability help build trust in HR leadership. He discusses how HR leaders can foster deeper connections with their teams and navigate change with empathy and authenticity. With his vast experience in leading HR functions globally, Jason emphasizes the critical role of active listening, continuous learning, and vulnerability in developing leadership that inspires trust and collaboration in today's fast-evolving work environment. 

http://www.sherylkline.com/blogIn the latest Fearless Female Leadership interview, I had the privilege of speaking with Kim Thomas, Senior Vice President and Chief Human Resource Officer at OneAmerica Financial, about the power of fear and how leaning into discomfort has shaped her extraordinary leadership journey. Kim shared her personal story of growing up with instability at home, which inspired her from a very young age to take control of her future. That determination carried her through college, career uncertainty, leadership challenges, and even personal transitions such as divorce, always guided by her decision to choose courage over comfort.Kim emphasized that real growth often happens at the edge of fear, and that by saying “yes” to opportunities—even those that seem intimidating—we develop the skills and confidence needed for long-term success. She also highlighted the importance of writing out a personal and professional vision, staying grounded in values, and taking consistent quiet time to reflect and recalibrate. Her journey illustrates how facing fear not only unlocks personal breakthroughs but also creates a ripple effect of inspiration and empowerment for others.10 Key Takeaways from the Interview with Kim Thomas:0:01:37 – Childhood decision to create a different future: At age seven, Kim chose not to repeat her parents' struggles and committed herself to education and self-reliance.0:03:29 – Building resilience through discomfort: She intentionally sought out challenging environments—new programs, internships, and diverse groups—to grow and adapt.0:05:44 – Choosing faith mindset over doubt: Despite financial barriers and subtle discouragement, she refused to internalize limiting beliefs, staying focused on her long-term goals.0:09:04 – Living at the edge of fear: Kim believes growth and transformation happen when we step into fear, whether personally or professionally.0:11:14 – Courage in leadership: Initially afraid of “ruining someone's life” as a leader, she reframed fear into an opportunity to positively impact others—and discovered her passion for leadership.0:12:03 – Asking “why not?” instead of “no”: A mentor encouraged her to challenge instinctive refusals, opening doors to new experiences like hiking, zip-lining, and eventually learning to swim.0:14:33 – Ripple effect of courage: By facing her lifelong fear of swimming, Kim not only grew personally but also inspired others to learn and save lives.0:16:25 – Creating a personal and professional vision: Writing down how she wants to show up and add value keeps her intentional and aligned.0:18:24 – Saying yes with discernment: Opportunities should align with values and long-term vision—while also recognizing balance and timing matter.0:22:09 – Carving out quiet time: Even five minutes of daily reflection builds consistency, clarity, and sustainable high performance.If you're interested in being featured on the Fearless Female Leadership podcast, or you're a leader looking to gain clarity on ‘what's next', how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let's have a confidential conversation.Cheering you on always!– Sheryl

In this episode, Paul Batz and guest co-host Jim Horn reflect on key insights from the October Good Leadership Breakfast featuring Shawn Moren, Executive Partner to the Chief Human Resource Officer practice at Gartner. They explore the power of healthy accountability and introduce the new HR THRIVE Awards, celebrating excellence in human resources leadership.

Jason Desentz - Chief Human Resources Officer @ Toshiba | Human Capital Advisor | Keynote SpeakerJason has honed his craft turning under-dog divisions into high-performance powerhouses. From towing-tech at Horizon Global to private-equity turnarounds at Glacier Advisory Partners. Today, as CHRO of Toshiba's North-American operations, he's steering a century-old brand through AI-driven transformation while championing people-first growth. An analytical coach at heart, Jason brings board-level rigor and shop-floor empathy to every culture he rebuilds.Ross, Mike and Jason talk about guidance, not being alone, everyone is figuring things out, challenges with tech, de-centralisation, auditing, compliance, consultancy, influencing people, building trust, understanding, asking key questions, buying in, pulling solutions from people, un-programming, taking care of employees, leading by example, practice what you preach, employment loyalty changing, pivoting core values, shifting values, building strong connections, incentive programmes, creating value and building purpose. The pair also discuss how we are perceived, support, enabling mistakes, rewards, jobs being offset, shifting  learning, readying mindset, dealing with ambiguity, project management skill sets, agility, AI capabilities, curriculum building, learning environments, success, never stop moving forward, pro active teams, safe spaces to work, building trust, influencing people, curiosity, supporting youngsters and don't sweat the small stuff.Timecodes:00:22 Introducing Jason01:08 Intro to Mike01:40 The upcoming Oasis concert03:18 UNLEASH (HR leaders) conference05:58 Things which have startled Jason this year07:35 Jason's 'Listen, Learn & Lead'13:03 Jason's thoughts on Unlearning16:34 Unlearning against your values and challenges20:02 How Jason is preparing the new generation23:32 Mentoring and coaching27:46 Humanoid robots and replacement31:25 Jason's Toshiba University's impact and human skills34:10 Getting access to Jason's university37:38 What would make this Jason's best year ever41:46 Jason's top three fixes (reaffirming values)44:57 Challenges with buying in and ROI's47:31 The last time Jason did something for the first time49:08 Mike's closing thoughts50:14 Jason's final adviceConnect with Jason:LinkedInConnect with Ross:WebsiteLinkedInMoonshot Innovation Connect with Mike:LinkedIn

Welcome to episode 116 on the Attract & Stand Out Podcast. I chat with Ellen Raim, an employment attorney and former Chief Human Resource Officer, who now specializes in helping young professionals navigate workplace complexities.We explore the evolving dynamics between various generations in the workplace, emphasizing the importance of effective communication, trust-building, and mentoring.This episode is packed with insights for CEO's, young professionals, and organizational leaders aiming to create more supportive and inclusive work environments.Don't miss out on Ellen's invaluable advice and my tips on attracting and standing out as a leader. If you haven't already, please follow us on your favorite podcast platform and subscribe to my YouTube channel. The more people who follow and leave a review, the more people get to experience the podcast. Your support would mean the world to me.00:00 Welcome to the Attract and Stand Out Podcast00:46 Introducing Ellen Raim: Employment Attorney and Former CHRO01:44 Ellen's Journey: From Employment Law to HR03:04 Finding Purpose: Helping Young Professionals07:05 The Importance of Mentorship and Career Development11:03 Bridging Generational Gaps in the Workplace16:16 Building Trust and Communication in the Workplace26:53 Rapid Fire Questions and Final ThoughtsEllen Raim is an employment attorney and former Chief Human Resources Officer (CHRO) who now specializes in guiding young professionals through the complexities of their early careers. With a unique blend of HR expertise, executive leadership, and legal acumen, she helps both individuals and organizations bridge generational gaps to foster a more effective workplace.She is the co-author of Play the Game: Insider Strategies to Thrive in Your Early Career Without Compromising Ambition, Values, or Wellbeing, a must-read guide for young professionals navigating the realities of corporate life. With degrees in law, behavioral science, and organizational design, Ellen takes a people-first approach to solving workplace challenges.PeopleMatterLLC.com (consulting)ADOY.co (Gen Z career advice)https://www.linkedin.com/in/raimprofile/--------Hi I'm Darlene Hawley and I help ambitious entrepreneurs and executive women find their voice, craft powerful messaging, and regulate their nervous system so they can speak up with confidence in high-stakes conversations, client meetings, and on stages ... without second-guessing themselves.Grab my 10 Do's and Don't for Effective Daring Conversations: https://mailchi.mp/297e8105e904/communicationguideGrab my 6 Steps To Attract & Stand Out digital guide, a free roadmap to create a successful business with less hustle and more ease: https://bit.ly/attractandstandoutonlineGrab a Chai and let's connect: https://darlenehawley.com https://linkedin.com/in/darlenehawley

http://www.sherylkline.com/blogIn the latest Fearless Female Leadership interview, I had the privilege of speaking with Veena Joji, Chief Human Resource Officer of Apexon, about what it truly takes to stay relevant in today's ever-evolving business climate. Veena brings a deeply thoughtful and people-first approach to leadership, grounded in inclusion, continuous learning, and courage.Veena's passion for inclusive leadership was sparked during her childhood, attending an international school where diversity was a lived experience, not a buzzword. That early exposure to belonging shaped her view that inclusion isn't just a “nice to have”—it's essential to business success and human transformation.Now leading a global HR organization, Veena shared powerful, actionable strategies for emerging leaders, senior executives, and allies alike to remain not only visible but valuable in a fast-changing world. Her core message? Staying relevant is an intentional, ongoing practice of learning, connecting, and showing up fully.Key take-aways from the interview:0:01:22 – Veena's experience growing up in an international school shaped her lifelong belief in inclusion as a way of being—not just an initiative.0:04:28 – Relevance starts with cultivating a learning mindset and shifting from one-off training to personalized, on-demand development.0:05:40 – Building executive presence and confidence—especially for women—must be intentional and supported by targeted development programs.0:06:55 – Inclusion and purpose aren't soft skills—they're embedded in Apexon's performance metrics and leadership values.0:07:49 – Emerging leaders must believe in what they bring to the table and own their space in the room.0:09:45 – A common mistake: heads down doing great work, but forgetting to look up and speak out—visibility matters.0:14:02 – Allies must do more than open doors; they must actively speak up, sponsor, and help others earn their seat at the table.0:20:35 – Veena's top advice: Stay curious. Keep learning. Be vulnerable. Own your journey—and never stop asking for opportunities.If you're interested in being featured on the Fearless Female Leadership podcast, or you're a leader looking to gain clarity on ‘what's next', how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let's have a confidential conversation. http://www.sherylkline.com/meetingCheering you on always!– Sheryl

In this episode of the Growth in Dentistry podcast, host Steve Jensen interviews Ashley Boaz, CEO of Mint Conceptions, who also serves as Chief Human Resource Officer and COO of a dental group. With over 20 years of experience in dentistry, she has held nearly every role in a dental practice, from dental assistant to hygienist to management. Tune in to hear valuable insights on enhancing the patient experience through improved communication, trust-building, and understanding patient needs.Listen in to hear Ashley and Steve chat about:Communicating well and building trust with your teamUnderstanding patient needsAppointment timingWho should be having financial conversations with patients…and so much more!Want to learn more from Ashley and Mint Conceptions? Visit https://www.mintconceptions.com. And take the Discovery Assessment here: https://mintconceptions.scoreapp.com/.See a demo of DI and get a $50 gift card: https://get.dentalintel.net/podcast.

In this episode, Janis and Shannara will deep dive into corporate leadership with Jans Hoyt, Chief Human Resource Officer at Primal Pet Group. Janice shares her journey from retail to healthcare to consumer product goods (CPG), including her impactful role at The Honest Company. Discover the importance of diversity and inclusion (D&I) in corporate culture, especially during times of crisis like the pandemic and social upheaval. Learn how leaders can embrace vulnerability and authenticity to foster meaningful connections and drive positive change in the workplace.00:00 - 04:37 IntroductionIntroducing Jans Hoyt, Chief Human Resource Officer at Primal Pet Group.Reflecting on the journey from retail to CPG and the pivotal role at The Honest Company.Emphasizing the value of relationships forged during challenging times.04:37 - 12:25 The Importance of Authentic LeadershipExploring the significance of authenticity and vulnerability in leadership.Navigating corporate spaces as women and women of color.Overcoming challenges and embracing individuality in the workplace.12:25 - 20:17 Evolution of Work Culture Amidst the PandemicAdapting to remote work dynamics and redefining the concept of the workplace.Prioritizing safety and purpose in shaping the future of work.Challenges and opportunities in managing diverse, multi-generational teams.20:17 - 43:48 Fostering Inclusive ConversationsAddressing sensitive topics, including racial injustice and diversity.Promoting open dialogue and active listening to support employees.Embracing authenticity as a catalyst for positive organizational change.Stay tuned for more insightful conversations on navigating the corporate landscape and fostering inclusive workplaces. Don't forget to subscribe and share your feedback with us!

http://www.sherylkline.com/blogIn the latest Fearless Female Leadership interview, I had the honor of speaking with Lisa Abbott, Executive Vice President and Chief Human Resource Officer at Boston Children's Hospital, about the journey from “the knot” to Everest—both literal and metaphorical. Lisa's story is an incredible example of how discomfort, determination, and asking for help can lead to powerful transformation.Growing up in challenging circumstances, Lisa was influenced early on by teachers and mentors who saw her potential even before she did. That belief, along with her own courage and adaptability, helped her navigate a winding career path—starting in IT, moving into HR, and ultimately rising to the C-suite in healthcare despite not having a traditional background in the industry.Lisa also shared a deeply personal metaphor from her childhood: the gym-class rope. As a child, she couldn't climb past the knot. But years later, she not only found the strength to climb literal ropes, she also trekked to Everest Base Camp—proving how far we can go when we step into discomfort and persist. Her reflections on how to overcome inertia, build inner and outer support systems, and redefine one's “Everest” offer rich insight for any leader in transition or growth.Key takeaways from the interview:0:01:16 – Lisa was inspired by teachers and mentors who believed in her during difficult family circumstances, setting a foundation of resilience and gratitude.0:03:28 – If someone sees potential in you, trust their vision—especially when you don't yet see it yourself.0:05:04 – Own both your expertise and your limitations with confidence; people respect authenticity and clarity.0:10:00 – Lisa's career path was anything but linear—from IT to HR to healthcare—and she credits her growth to being open, curious, and patient during uncertain phases.0:13:16 – The story of “the knot” is a powerful metaphor: what once felt like shame became a source of strength as she ultimately climbed to Everest Base Camp.0:16:05 – Progress comes from breaking goals into small, manageable chunks. Don't aim for the summit in one leap—focus on the next step.0:17:12 – Seek out people who inspire you and actively network, even if it feels intimidating. Exposure leads to insight and opportunity.0:20:00 – Reassess your inner circle. Sometimes, growth requires distancing from those who hold you back.0:22:16 – Be intentional when reaching out to mentors. Bring gratitude, curiosity, and perhaps even insight of your own.0:25:49 – Identify your “knot” moment—the early experience that shaped you—and ask yourself how it can be transformed into fuel for growthIf you're interested in being featured on the Fearless Female Leadership podcast, or you're a leader looking to gain clarity on ‘what's next', how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let's have a confidential conversation.Cheering you on always!– Sheryl

In this episode, Nick is joined by Tania Gandamihardja, Chief Human Resource Officer at BAE Systems, a global leader in defense and security. Together, they explore the future of work – from the growing importance of STEM education to the ethical use of AI in HR. Tania shares her personal journey from studying chemistry to leading HR at one of the world's most innovative companies, and how life experiences have shaped her leadership style.The conversation covers the decline in STEM subject uptake, the value of apprenticeships in expanding opportunity, and why maintaining a human-centric approach in the age of AI is more vital than ever. Tania also reflects on how authenticity in leadership, continuous learning, and a strategic focus on mental health and wellbeing can foster more resilient, high-performing workplaces.

In dieser Folge von "Business Snack" ist Anke van Beekhuis zu Gast in der Zentrale von Lidl Österreich. Im Gespräch mit Natalie Flatz, seit Februar 2024 Chief Human Resource Officer und Mitglied der Geschäftsleitung, geht es um die gelebte High Performance Culture in einem der führenden Nahversorger Österreichs. Gemeinsam sprechen sie über Führungsprinzipien, den Stellenwert von Leistung als Unternehmenswert und darüber, wie bei Lidl eine leistungsorientierte Unternehmenskultur gefördert wird – messbar, menschlich und nachhaltig.

Are you a Chief Human Resource Officer trying to find a meaningful and affordable peer group that's NOT stuck in the past? I'm glad you found this episode because you're about to discover a CHRO community that's building the future of work as we speak. After speaking with over 100 CHROs for my book on employee experience, I kept hearing the same frustrations about existing groups with overpriced memberships, bloated conferences, constant sales pitches, outdated content, and a total lack of real value. So I decided to do something about it. In this episode, I'm pulling back the curtain on "Future of Work Leaders," a new community built for CHROs, by CHROs. It's an intimate group focused on one thing only: insight-rich conversations for forward-thinking CHROs like you. If you're a CHRO who's done playing by old rules and wants to connect with other future-ready leaders from companies like Johnson & Johnson, Northrop Grumman, Dow, Amway, and more, consider this your invite.   ________________ Start your day with the world's top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠⁠https://greatleadership.substack.com/

In this episode of the HR Leaders Podcast, we speak with Jeanette Winters, Chief Human Resource Officer at 8x8, about building resilient HR strategies that balance agility, transparency, and authenticity. Jeanette shares her unique insights on leadership consistency, the critical role of lifelong learning, and why transparency, especially in times of uncertainty, is essential for trust and engagement.

In this episode, Benjamin dives into the transformative world of AI and workplace innovation with guest Paul, a seasoned tech entrepreneur turned Chief Human Resource Officer. Paul shares his incredible journey from high school math teacher to tech entrepreneur and HR leader, emphasising the accelerating pace of AI's evolution and its impact on industries worldwide.Discover Paul's unique insights on managing change, fostering emotional intelligence, and harnessing AI as a tool for growth rather than fear. From success stories that inspire to strategies for staying ahead in a rapidly evolving landscape, this episode explores how to embrace AI while maintaining the human element that drives innovation.More about Paul and Perpeta:https://www.linkedin.com/in/paulcarneyworks/https://www.linkedin.com/company/perpeta/https://perpeta.com/Paul's Job:⁠https://paulsjob.ai/⁠⁠https://www.instagram.com/paulsjob/⁠⁠https://www.linkedin.com/company/paulsjob/⁠https://www.youtube.com/@paulsjob/featuredHR Visionaries Deutschland:https://open.spotify.com/show/2OHMNxXljWpKs1hU5eDqm2?si=8f11934c029d4729https://podcasts.apple.com/de/podcast/hr-visionaries-deutschland/id1621089768https://www.youtube.com/@paulsjob/featured

We share transformative insights on leveraging your network for career growth. Our guests Susan Hailey (CHRO @ Enable), Shannon Lundgren (Founder & CEO @Shannon's Circle) and Jean Kovacs ( share how to navigate personal branding effectively and develop meaningful connections that elevate your career potential.• Networking should focus on building relationships, not just asking for favors• Strategies to engage your network authentically without asking for jobs• The distinction between mentorship and sponsorship, emphasizing sponsorship importance• Tactics for making positive first impressions during networking events• The importance of giving more than you take in networkingDiscover the transformative power of networking in our engaging episode, where we explore innovative strategies for career advancement. Join us as we dive into enriching discussions with leading professionals who share their invaluable insights on how to leverage connections to unlock potential and growth. Our guests tackle common misconceptions about networking, explaining how to engage authentically with your network, and why mentoring and sponsorship are crucial for success, especially for women.Unpack the key tactics to stand out in competitive job markets, including how to make memorable first impressions without resorting to rehearsed pitches. Also, expect tips on navigating both in-person and online networking effectively. By the end of this episode, you'll gain a fresh perspective on your networking approach, creating lasting relationships designed for success.Ready to elevate your career? Tune in, and if you resonate with our insights, please subscribe, share, and leave a review to help others find their way to their own career transformations!If you enjoyed this conversation, please take a moment to rate our podcast and leave a comment.Email us with any feedback for the show: spark@postion2.comFind more great content like this at: https://www.position2.com/If you like what you here, please drop us a comment!SUBSCRIBE TO  @Position2Inc   FOR MORE EPISODES!Rajiv Parikh: https://www.linkedin.com/in/rajivparikh/Sandeep Parikh: https://www.instagram.com/sandeepparikh/Susan Hailey: https://www.linkedin.com/in/susanlyonhailey/Susan Hailey is the Chief Human Resource Officer at Enable.  With over 20 years of experience as a senior HR and talent executive, Susan has a proven track record of leading all aspects of human capital and talent for high-growth organizations. Before joining Enable, Susan was the Vice President of Global Talent Acquisition at OpenText, where her leadership earned the company recognition as one of Forbes' Best Places to Work in 2022. Jean Kovacs: https://www.linkedin.com/in/jean-kovacs/Jean Kovacs is a Partner at Hillsven Venture Capital, a seed venture capital fund focused on the enterprise B2B space.  Jean is also the Co-President of the HBS Alumni Angels Association of Northern California and her resume includes serving as CEO and Co-Founder of Comergent Technologies, and Co-Founder and EVP of Qualix Group.  Jean was named to the Silicon Valley/San Francisco Business Journal's list of Most Influential Women in Business. Shannon Lundgren : https://www.linkedin.com/in/shannonlundgren/Shannon Lundgren is the Founder & CEO of Shannon's Circle Matchmaking. Shannon pivoted from a successful corporate career, including a 16-year tenure at Wells FarWebsite: https://www.position2.com/podcast/Rajiv Parikh: https://www.linkedin.com/in/rajivparikh/Sandeep Parikh: https://www.instagram.com/sandeepparikh/Email us with any feedback for the show: spark@postion2.com

In this episode, Mario Ellis, Chief Human Resource Officer at Beacon Health System shares insights into Beacon's digital transformation, strategic HR initiatives, and innovative workforce development programs, including community partnerships to address healthcare talent shortages.This episode is sponsored by Altera.

http://www.sherylkline.com/blogIn the latest Fearless Female Leadership interview, I had the privilege of speaking with Sophie Gelsthorpe, CHRO, Sitecore, about her journey and insights on intrinsic motivation. Sophie's career in HR began by chance after university, influenced by her hardworking parents. She emphasizes the importance of intrinsic confidence, sharing her experience with confidence after becoming Chief People Officer at OpenTable and Kayak. Sophie advises reflecting on personal experiences, practicing self-validation, and preparing thoroughly for meetings. She highlights the need for women to fake it till they make it and suggests finding supportive peers to help build confidence.Key take-aways from the interview:0:02:32 Sophie's early life and family background, including her parents' divorce and their strong work ethic, inspired her ambition and drive.0:04:43 Sophie fell into HR by chance during university, but found it to be a perfect fit for her interests and strengths.0:07:15 Relocating for her husband's job while pregnant was a significant challenge that impacted Sophie's confidence, but she was able to find new opportunities.0:11:48 Developing intrinsic confidence and self-love is crucial, not just relying on external validation.0:15:36 Practices like writing a positive narrative about yourself can help build intrinsic confidence.0:20:19 Thorough preparation and practice, including anticipating different scenarios, are key to projecting confidence in high-stakes meetings.0:27:28 It's important to be able to detach from the outcome and be okay if things don't go exactly as planned.If Sophie's story resonated with you, I'd love to hear yours. Let's connect and explore how you can apply these principles to your leadership journey. Book a call with me today to share your story and take the first step toward fearless leadership.If you're interested in being featured on the Fearless Female Leadership podcast, please email me at info@sherylkline.com.Cheering you on always!- Sheryl

This episode, recorded live at the Becker's Healthcare 12th Annual CEO + CFO Roundtable, features Maggie Music, Chief Human Resource Officer at Psychiatric Medical Care. Here, she shares her innovative strategies for improving employee retention through data-driven surveys and fostering engagement across the employee lifecycle.

Join us for an enlightening episode of the Human CapitalLab podcast featuring guest Josh Perkes, Chief Human Resource Officer at Union Pacific Railroad. Josh shares his unique career journey, from an English degree to business and human resources, and discusses the importance of employee engagement, cross-functional experience, and effective leadership.Learn about Union Pacific's approach to talent development, safety culture, and the strategic vision guiding their operations. Josh also offers valuable career advice and emphasizes the significance of putting people first in any organization. Don't miss this insightful conversation on unlocking long-term potential in human capital.00:00 Introduction to the Human Capital Lab Podcast00:25 Meet Josh Perks: Career Journey and Insights01:57 Union Pacific's Cross-Functional Experience Program03:06 Educational Background and Business Savvy04:14 Field Experience and Its Impact06:12 Transition to Talent Management09:02 Union Relations and Workforce Strategy12:38 Leadership and Strategic Vision17:47 Connecting with a Distributed Workforce20:01 The Power of Presence and Connection20:28 Staying Connected with Employees21:52 Future Challenges and Opportunities24:23 Union Pacific's Strategic Focus26:50 Safety Concerns and Initiatives29:21 Career Development Advice36:30 The Importance of People in Organizations38:12 Conclusion and Final ThoughtsConnect with the Guest, Josh Perkes;LinkedIn: https://www.linkedin.com/in/jkperkes/Website: https://www.up.com/Connect with Human Capital Lab; Host: Rich Douglas LinkedIn: https://www.linkedin.com/in/rich-douglas-92b71b52/ Human Captial Lab Links Website: https://humancapitallab.org/ Interested in Being a Guest? https://humancapitallab.org/podcast/

Robert Moment was born in Virginia and basically has spent his entire life there except for college which took him to Maryland. Robert received a degree in Business and, after college, he went to work in corporate America. He worked for a number of large corporations including Xerox in the 1990s. He tells us some of his experiences in the corporate world and how they eventually caused him to shift gears and start his own coaching and consulting business.   Today he is a recognized authority and he has authored several books. His newest one coming out shortly is "Believe in Yourself You Got This".   What I like about talking with Robert is his down to earth direct manner of presenting ideas. As he says fairly early in our discussion, his parents taught he and his brother to believe in themselves. Robert discusses with us this concept of self belief and how it differs from ego. As he says, his father taught him that “ego” stands for “edging God out”. Pretty clever. Robert gives us a number of practical tips and lots of advice we can put to use in our daily lives. I hope you will like what Robert Moment has to say.       About the Guest:   As a sought-after authority in leadership development, Robert Moment draws upon a wealth of Fortune 500 experience and certified coaching expertise to unlock the extraordinary in leaders and organizations. 1. Leadership Development Authority: Robert Moment is a leading authority in executive coaching and leadership development. Leveraging over 15 years of experience and deep insights from Fortune 500 environments, he empowers individuals and organizations to reach new heights. As an ICF Certified Executive, Leadership, Emotional Intelligence, Career, and Peak Performance Coach, his expertise spans diverse leadership domains. 2. Startup Success Catalyst: Robert holds unique expertise in nurturing cybersecurity, healthcare, fintech, and critical infrastructure startups, guiding them through scaling challenges to achieve revenue growth. His tailored approach fosters sustainable success for these firms within competitive markets. 3. Peak Performance and Emotional Intelligence Focus: Specializing in peak performance coaching, Robert works with CEOs, executives, and high performers, empowering them to lead empathetically with high emotional intelligence. This creates collaborative and thriving work environments. As a certified practitioner, he utilizes the Social + Emotional Intelligence Profile-Self (SEIP) ® Assessment to facilitate targeted development plans. 4. Author and Comprehensive Coaching Methodology: Robert's books, including "CEO Coaching for Cybersecurity Growth" and "Believe in Yourself You Got This," offer practical strategies for professional growth. His comprehensive coaching methodology uniquely blends experience with modern assessment tools for results-driven, transformative experiences. 5. Executive Development and Career Coaching: Robert collaborates with executives and rising leaders to refine leadership skills and drive organizational success. He assists individuals at various career stages through fulfilling transitions. By identifying strengths, clarifying goals, and aligning values, he ensures informed decisions for long-term career satisfaction.   If you're ready to unlock your potential, achieve peak performance, and create the leadership legacy you envision, Robert Moment is the coach to guide you there.   Ways to connect with Robert:   Robert@LeadershipCoachingandDevelopment.com The Moment Leadership Coaching Group 2200 Wilson Blvd. Suite 102, #158 Arlington, VA 22201 LinkedIn  https"//www.linkedin.com/in/robertmomentleadershipcoach      About the Host:   Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog.   Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards.   https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/   accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/   https://www.facebook.com/accessibe/       Thanks for listening!   Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below!   Subscribe to the podcast   If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can subscribe in your favorite podcast app. You can also support our podcast through our tip jar https://tips.pinecast.com/jar/unstoppable-mindset .   Leave us an Apple Podcasts review   Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.       Transcription Notes:   Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 01:20 Well, hello to you all, wherever you happen to be, I am your host, Michael Hingson, and this is unstoppable mindset. We're really glad that you joined us today. Our guest is Robert moment, and Robert is a sought after authority and leadership development he's written a number of books. He's a coach, and all sorts of other kinds of things. Talking to coaches are is always really kind of fun. I learn a lot. I got all this free coaching. What can I say? It's It's always interesting and relevant to hear different points of view and get to put everything in perspective. So I'm really glad to have the opportunity this time to talk to Robert, and he does a lot of leadership development, and interested in getting into that and talking about him as well. So enough of that, Robert, welcome to unstoppable mindset. We're really glad you're here.   Robert Moment ** 02:15 Well, thank you, Michael for the opportunity. I'm excited.   Michael Hingson ** 02:20 Well, we're really looking forward to talking with you and learning a lot. I hope Tell me a little bit about the early Robert, kind of growing up. And let's start with that just kind of where you came from and all that stuff. Well,   Robert Moment ** 02:33 the early Robert, I grew up about 30 minutes outside of Charlottesville, Virginia, and I graduated, really, I would say I'm a country boy at heart humble beginnings. And my father, he was ex military, and one of the things he taught my brother and I, I'm two years younger than my brother, was self disciplined, and to always believe in yourself. That's something that my parents ingrained in us, you know, early on, and that's something, you know, it's like, it's in my DNA, and that's what I communicate to my clients. And even when I was in corporate America, I was in corporate America for over 20 years working for Fortune 500 companies, like your Xeroxes of the world, Citigroup, manpower. And then then I transitioned into leadership and executive   Michael Hingson ** 03:21 coaching. So where did you go to college? I   Robert Moment ** 03:24 went to college. Now it's called Washington at Venice University. It's about, I would say, 20 minutes outside of Washington, DC, in a place called Takoma Park, Maryland. And my degree is in business administration. But   Michael Hingson ** 03:39 you're mostly stuck in a rut, aren't you? You've lived in Virginia basically all your life.   Robert Moment ** 03:43 Yes, I have now. I've traveled globally, but yes, my, my my home base is, yes, Virginia. Now   Michael Hingson ** 03:52 I have to tell all of you listening that before we started this, Robert was saying that he loves the spring and summer and is not a winter person. So I'm not quite sure I totally understand the paradox, but there you are. But no, it's it's fine. You could be further north in Massachusetts and Maine and New Hampshire, and get a whole lot more snow than you get in Virginia. You   Robert Moment ** 04:16 know what, Michael, when I see when I watch TV, whether it's, you know the weather channel, or CNN, and I see the snow in Boston, upstate New York and Rochester and Syracuse. I am glad I'm in Northern Virginia.   Michael Hingson ** 04:31 Boy, it was interesting, if you remember from the Weather Channel, last year here out in Southern California, we had crazy, crazy weather in Mammoth and some of the areas around here, they had, you know, overall, more than, like, 50 feet of snow, and it eventually went away. But we had incredible amounts of snow in Tehachapi and Wrightwood, the snow was so high that a. Cover the roofs, and some roofs collapsed because they couldn't take all of the snow, and the roads were blocked so people couldn't get in and out, which also made it very interesting. And we here in Victorville, were down in a little valley. We're about 20 850 feet above sea level. We had two or three inches of snow one Saturday afternoon, and that   Robert Moment ** 05:23 was it. Wow, I did see that. I saw that. And I said, you know, I couldn't believe it. Yeah, it was, it was dangerous, treacherous. Yeah, it really paralyzed a lot of people, because they couldn't leave the house, homes.   Michael Hingson ** 05:38 Yeah, they couldn't at all. And the the thing is, like mammoth, I think it was mammoth didn't even close their ski season until last August. Well, this year, it's different. They're closing Sunday. Still, it's a while. Well, it is, it is, yes, so you said you worked for a lot of corporations for quite a while. So you started that, I assume, right out of college, because you had the business background, and what did you do for them?   Robert Moment ** 06:07 Well, I was like, for instance, corporate executive, sales, business development, account manager, a lot of titles, but I learned a lot, especially back then, like Xerox Corporation, you went through a lot of training, yeah, and that training that really, I was able to leverage it and, you know, transfer to other corporations. And one of the things I learned, it really wasn't so much that when I transferred to other organizations, because that was in telecommunications. I was in insurance. Manpower is more about human development. It was really about building people skills. Yeah, people skills, and then business acumen, because you can learn the products and the services, but to be able to build relationships. That was really my, one of my strongest suits.   Michael Hingson ** 07:04 Well, Xerox information systems, back a long time ago, in part, began because they acquired a company. I worked for Kurzweil Computer Products. So I I was sort of assimilated into Xerox, because I worked for Kurzweil, and then Xerox bought Kurzweil. They wanted the technology, though, they didn't really have as much interest in the people as demonstrated by the fact that within a couple of years, all the salespeople who worked for Kurzweil pre Xerox takeover were all invited to leave. And you know those those things happen, and I think it's a serious mistake when companies do that, because they lose all the tribal knowledge and all the information and the background that people have. And like you talk about the fact that you learned so much about people skills and interpersonal dynamics as you went along. And I think the companies really lose a lot of that when they buy a company and they assimilate it, and then they get rid of the people,   Robert Moment ** 08:10 you know, I'm glad you wanted you touched on that, because I'm working with a potential client and they want to buy the smaller cybersecurity startup. And when you do that, a lot of times, you know, you gotta look at the culture, and when you mention that, they let people go, you know, a lot of times good people who've been there, whether it's, you know, five years, 10 years, you know, that's a lot of intellectual property that's walking out the door, and a lot of times, for instance, they know that customer is better than the person who's acquiring them. Why do companies do that? You know, sometimes you know they want to cut costs, but cutting costs sometimes is not good business sense, because usually the company who takes over is the one who's going to let the existing employees go in, right? Because they want to bring down people. But when I want to talk to the CEO, you know, if he becomes they become a client. That's something I want to warn and caution, caution him, you know, don't go into, oh, I want to clean house and want to bring all of my people in, because this company does have some major business with several major hospitals, and you know, that's relationship building. And that relationship building took years for them to when I say years, maybe about, I think they said five or six years. So, yeah, go ahead. So that's important. You know that relationship, the existing company has that relationship, and I told him, I would tell him, you want to make a smooth transition.   Michael Hingson ** 09:57 Well, and the reality is, it's. Some point, you can bring your own people in, but you're going to have to hire people to replace the people you you move and other things. At some point, it would make a lot of sense to really evaluate people and their skills and look at what they bring to the company before you just let them go. I was the last sales guy to be let go from Kurzweil and I had been relocated, actually, in late 1981 from Boston. Well, I lived in Winthrop and we worked in Cambridge. Then I was relocated back out to California because I knew that area better and and it was pre Xerox takeover, but the discussions had begun. But in 19 late, 1983 into 1984 was clear that Xerox had had taken the company, and some people were leaving. I was the last of the sales guys to be let go. I don't know whether that had to do with blindness or whether I was just so far remote because I was cross country, but they did it nevertheless. And I think that they made a serious mistake by losing, if you will, so many people, it just isn't a bright idea to do.   Robert Moment ** 11:25 You know, it isn't, because even when I was there, Michael Xerox was losing a lot of market share. Yeah, yeah. When I was there, they was losing when I went, when were you there? I was there like in in 1992 and they was losing a lot of market share to,   Michael Hingson ** 11:46 it's canon, yeah, and IBM.   Robert Moment ** 11:49 IBM, yes, they was losing a lot of market share. And, you know, they got became complacent. Yeah,   Michael Hingson ** 11:58 they did and and didn't, and probably never really had a clue about why they were losing so much market share. But nevertheless, it happened, yeah,   Robert Moment ** 12:08 I mean, Xerox was, I mean, in terms of, I mean, too top heavy, in terms of, I mean, it seems like every quarter they was hiring people, but in terms of market share, yeah, they was losing market share. And then a company called OSE came in Rico, the Japanese, the Xerox almost went under, yeah, yeah, yeah. I   Michael Hingson ** 12:37 one of the reasons I was asked to relocate to California. And like I said, they just started the discussions, but because I had spent time on and lived on the west coast for most of my life, the other thing they wanted me to do was to interface with the more technical parts of Xerox. Namely, they had a facility called Park Palo Alto area Research Center. Yes, I wonder if that's still there. Do you know? Yeah, I don't know. You know, yeah, I don't either. But I, I did a lot of work to integrate some of the information from Kurzweil into Park, which is part of what I did. And it was, it was fun. Got to meet a lot of and know a lot of the people there, and I would have thought that they would have been a little bit smarter about how they how they dealt with me, but and other people, but it, you know, it goes the way that it goes. I hear it a lot in the broadcast industry. Somebody comes in and they buy a radio station or a television station, and they phase out all the people who are already working there, which is so crazy.   Robert Moment ** 13:46 Yeah, it, yeah, I've heard that. I've heard that too, and I've actually here, I can't think of what, what station, but yes, I've heard that, and that's consistent, I think across the board, yeah, it is   Michael Hingson ** 14:03 well, and I think it's a little bit different, not necessarily totally, but a little different, because what they're doing is they're probably changing formats and other things, and they want to bring in people who are familiar with but I also Do think that they don't look at the value that, if you will, tribal knowledge, even in a radio environment, can play. So what do you do? Well, you said something earlier, interesting. You said that your parents brought you up being very self assured, self confident, and so on. I think that's that's an important feature and skill that we ought to have. Do you? Do you ever find, though, that you're too self confident, and it go in a kind of transitions over into arrogance, as opposed to just self confidence?   Robert Moment ** 14:55 You know, one of the things my father, you. Taught us you have to be careful about ego. Because he said, ego, you know that can be blind, blind confidence and blind confidence. You know that's tied to external validation, you know. And he said, you know, really, self belief is about trusting, you know, trust in your inner knowing. And not only trusting your inner knowing, it's you know your instincts and and just know deep down, you know you are capable of overcoming challenges and achieving goals. And you know, he even taught us, even said this, and I don't know he didn't invent this, but he said, you know, ego is edging God out, and you want to focus on just trust and believe yourself. You're going to have challenges, but you really have it's a fine line, that ego confidence is great, but that ego that goes beyond confidence, that you know sometimes you don't even really look at reality like you feel like you're invincible. And I think when you think you become invincible, that's when arrogance and ego come in.   Michael Hingson ** 16:17 If you're really invincible, you don't have to show it. It is just the way it goes. Well. Have you ever had a time in your life when you experienced something that really caused you to face a major challenge and doubt yourself, and how did you deal with that?   Robert Moment ** 16:37 My first corporate executive position that inner critic came up. An inner critic is, do I have what it takes? Am I good enough? And how I acquired my inner critics? And it is still comes up, sometimes even now, with opportunity, but I have to say to myself, I have to take inventory. Look at your past successes, look at your past wins, and look at the skills that you bring to the table. And those skills are transferable, whether it's a client that I'm coaching now or a future client, bigger client, but just because sometimes you know, when the opportunity comes, we excited. We get excited about the opportunity, Michael, but then, like I said for me, that inner critic is like, Okay, are you ready for this? And I have to remind myself, Yes, you are you. You have more than enough. You are enough, and you can do this.   Michael Hingson ** 17:39 So what really happened that caused a lot of self doubt with that first job,   Robert Moment ** 17:45 the responsibilities, the revenue that I needed to generate, that I had never had that kind of revenue before, and and the people who I was going to manage, but at the end of the day, you know, I said, You know what? They would not have given you this position, and if they didn't think you could do it. And then look at your look at the skills that you have. And once again, I took audit in terms of the skills, my transferable skills, and I was able to succeed. But still, that inner critic, inner voice that happens even now as a coach, how do you   Michael Hingson ** 18:24 how do you get past that inner voice? Doing that,   Robert Moment ** 18:28 I created an acronym. An acronym is B, line, B, E, L, I, E, and it starts with I begin self awareness and I understand my strengths and I understand my weaknesses. And then E, I embrace my imperfections, and because everyone has them, but what makes me unique? And then L, I learned from my setbacks. I know there's obstacles and opportunities for growth. And then I invest in self care, I prioritize my physical and mental well being, and in E I empower that inner voice to silence any negative self talk, and I just focus on the positives,   Michael Hingson ** 19:11 one of the things that we talk about on unstoppable mindset. And I've said it a number of times, so I hope people don't get too bored, but I think it's important to say, I used to always say, I'm my own worst critic. I listen to speeches when I give them. I did it some when I was program director at the campus radio station at UC Irvine K UCI. I've done it a lot of times. I listen to myself, and I always used to say, you know, I'm really hard on myself. I'm going to be harder on myself than anyone else. Anyone else, because I'm my own worst critic. And actually, only the last over the last year have I realized wrong approach. I'm not my I'm not my own worst critic. I do believe in, and have always believed in the kinds of things that you're talking about, introspection on. Self analysis and so on. And what I realized is that, in reality, no one can teach me anything. They can provide the information, but I'm the only one who can teach me, and I've changed from saying I'm my own worst critic to saying I'm my own best teacher. And the reality is that just totally reshapes the attitude, and I will will tell you that it also helps in dealing with that inner voice. Because when I start to think about that, I think about, okay, how do I teach me? Well, it goes back to self analysis. It goes back to introspection. What worked today? Why didn't that go as well as I thought that it should, and it could be I was just too, too confident, and I've got to be open enough to acknowledge that, and okay, so what do you do to make sure that doesn't happen again? So I love the approach of I'm my own best teacher, because it's such a a positive and more constructive way of helping to guide you into introspection and real self analysis.   Robert Moment ** 21:06 You know, I love the concept, you know, I would say, Isn't that owning your power? Sure, yeah, I would say that's Michael, that's owning your power. It   Michael Hingson ** 21:17 is owning it's owning, well, it's owning your power, and it's owning your actions and what you do, and when you acknowledge that, then you can sit back and look at it and go, Okay, so let's discuss brain what happened. But that's exactly right, and I would rather look at things with something that will really move me forward. Rather than saying, let's criticize other people can criticize me, but then ultimately, I have to go back and listen to and look at what they say and decide, okay, where's the merit they're saying it, maybe there's something to it, but is there really, or how much? And take it to heart, but come to a decision and move forward. You   Robert Moment ** 22:11 know that, you know, I call it, I would, you know, reframe it, and that that was a, that's a major pivot shift in terms of your mindset and your thought process. Yeah, because, you know, a lot of times people, we can be our own worst enemy, and, like you said, our own worst critic. But how you're reframing it from a positive more so than a negative because most people want to, they start with the negative instead of the positive. Yeah, yeah. So I like how you're reframing that. Because just like this is that self talk, you know, you can say, you know, I'm not good enough. Well, say I am good enough, just that slightly framing, because I always words have power, and you continue to repeat something, you will believe it,   Michael Hingson ** 23:09 and you can also say, How can I get better? Yes, and take the time to really analyze it, because I believe that ultimately, when we look at ourselves, we can, if we practice it and develop that mind muscle, we really know the answers, but we have to listen to get them to come to the surface so we can deal with them. The fact of the matter is, we know a lot more than we think we do. We underestimate ourselves. And so often something comes up, and suddenly we think of an answer, but we go, oh, no, that's too easy. Or no, that can't be it. And we go back and, yeah, you see what I'm saying. And we go back and overthink it, and then come up with what turned out to be the wrong answer, because we wouldn't listen to ourselves with the right answer. You   Robert Moment ** 24:05 know, I feel as though the universe is always talking to us, and sometimes we have to be still. And for instance, you know, if I'm coming up with a book title, like you said, if it's too easy, it's like, well, that's too easy. Well, no, that's probably the book title that you need, yeah, or the article title. You know, a lot of times we think, if it's too easy, that's not the solution. But here's something that was, I learned in corporate America, we would, here's an example, a client had a problem. Let's say it could be any problem. And we, you know, meet with the client. The client, they have five people, you know, representing our company, and maybe we have three or four, and they said, you know, they've had this problem. Six. Months, and I'm listening to the client, and I said, you know, this is the solution. And I remember telling a VP, I wasn't at the VP level yet. We we had a debrief, you know, like in the lobby after the meeting, and I said, this is the this is a solution. This is the solution to the client problem, and this is what he said. He said, That's he said, No, that's to he said, not. The meeting lasted maybe almost almost two hours, and he said, No, that. He said, You know what a client, we can't go back to the client and say that's the solution because they had the problem. He said, for over six months, and what we want to charge the client, we got to drag this out. And I said, Why drag it up? They got a problem. And he said, they will not believe that we solve this problem within two hours. So I you know he was a VP, yeah, Michael, it we went through, I want to say this is years ago, five or six meetings and the solution, it was this, right solution, six meetings, and then finally, we tell the client, okay, we have come up with the solution. And that's when I think I said, you know, I don't think I'm going to be in corporate America too long after that,   Michael Hingson ** 26:35 you know? And I've, I've talked about it a few times after leaving Kurzweil because I was dismissed, as it were, or Xerox. Actually, at that point, I couldn't find a job because people wouldn't hire a blind person. And it's still way all too often the case, the unemployment rate is, you know, incredibly high. Depending on where you are. It could be 60 65% significantly higher, and I was looking for a job and wasn't finding one. And so what I eventually did was I started my own company selling computer aided design systems to architects, a blind guy selling cat systems. Why not? You know, I didn't need, I didn't need to work the system, but I did need to know how to work the system so that I could describe it to people. Well anyway, as we started working with architects and so on, they would say, well, we can't as much as this system works and all that we can't take on this system because we charge with our by our time, with our with our effort and our time, and if we use the CAD system, we'll get done in a fraction of the time, and so we'll not make as much money. Well, you know, my response was, you are looking at it all wrong. You're bringing in new technology. You're bringing in so much more capabilities, because you could bring a customer in, and you can do walk throughs and fly throughs and show them exactly what it looks like looking out a window from inside a building and all sorts of stuff. They can say they want to change something, and they can make the change, or you can make the change as they suggest it. You're not charging for your time anymore. You're charging for your expertise. You don't need to charge less, but you're charging for all the expertise and the skills and the added value that you bring to the sale. And the architects who got that, and there were some who did and some who didn't, but the architects who got it really began doing extremely well, because they could also then go off and look for more customers more quickly, quickly, yeah, and we, we really, we really need to remember that there are, on a regular basis, new and better solutions coming up, and it's hard to keep up with everything. But by the same token, if we can be aware of what we need to do to make everyone's lives better with whom we work, we're going to do better, because they're going to do better.   Robert Moment ** 29:20 I totally agree. Because, you know, when I'm working with clients, even if the first two sessions, I have a solution, I'm not going to say, okay, you know what? Hold on to this solution until coaching sessions. In six months into the coaching session, you know that? You know, yes, for me, it's integrity. That's one, but two, I want all my clients to succeed as fast as quick as possible. And you know, I remember, gosh, when I started out this client, he's I said, one of the questions I was asked, have you. Ever had a coach before? And he said, Yes, I had a coach before. And I said, Well, how did it work out? And he says, I felt as though he had solutions or could help me, but he dragged out the process. And I said, Okay, that's not gonna happen with me. Because then I thought, you know, I thought back in my experience when I was in corporate America, yeah, when you have the solution, but, you know, I think I really want to coach him for another six months, not for two days, or, you know, two weeks. So, yeah, well, you   Michael Hingson ** 30:35 could coach him for another six months. It's just that you're going to evolve and go in different directions, if that makes sense to do, yes, yes. And if it doesn't, you're going to have a very happy customer who's going to tell other people about you. Absolutely   30:51 yes. Well,   Michael Hingson ** 30:54 I want to get to your transition, but first, just following up on something we talked a little bit about, how do you really tell the difference between overconfidence, or what you call our inner critic and or whatever, and the whole real issue of healthy self evaluation? How do we really make those differentiations?   Robert Moment ** 31:16 I would say, in terms of, like I said, ego is self validation. I'm sorry, self validation, or external validation, when you're talking about self belief, that's trusting, that's a inner knowing, that's your inner being, your core. And I think that's the difference, and because when you're talking about self belief, you begin with self awareness. I don't know anybody who has a huge ego focuses on self awareness. They don't understand. They not want to talk about understanding our strengths, understanding our weaknesses, ego. They just don't but when you talk about self belief, self awareness, and then they embrace their imperfections, to me, that's, that's, that's very, very important. And then I can say, when you talk about investing in self care, you do prioritize your mental well being and also your physical well being. You take, really, you take inventory of self   Michael Hingson ** 32:21 as you should, and it's something that you, if you're doing it right, probably do on a regular basis. Yes,   Robert Moment ** 32:29 that's one thing I tell clients weekly. There's five questions I might give them depending on the individual to do what I call a mental coaching, self, self, mental coaching each and every week, because mental health, you know, it's, it's prevalent, and especially the higher you are as an executive, the pressure and self audit. Because even myself, I, you know, yes, I'm a coach, but coaching people, they said, well, that mental health, that's yeah, I have to still go out my mental health as well. Yeah,   Michael Hingson ** 33:10 well, and there's nothing wrong with asking yourself, did I really do that? Right? What can I learn? How do I move forward? But even just the whole concept of, did I do it right? Did I do what I really should do? Asking yourself that helps so much to assist you in becoming more self aware, because if you ask that with an open, curious attitude, you're going to get the right answers, and then you can use it to move forward.   Robert Moment ** 33:45 You know, you're right about one of the things coaching. As a coach, you I always say to myself after every session, did I asked the right questions, was I curious enough? And did I go deeper? Because sometimes a client might give me a response, and I try to make sure I don't gloss over that response. And I want to say, you know, what? Can we go deeper? And then sometimes, you know, I ask for permission. Can we go deeper? Because Francis, our client, a couple weeks ago, he's had some leadership challenges. And I said, How does transparency, how does empathy and how does trust show up in your leadership style? And he said he gave me some examples. And I said, Well, can we go deeper? And he said, Well, I just gave you some examples. And he said, Well, why do you want to go deeper? I said, I'm here to help you, because with the examples he gave me wasn't it didn't have a lot of substance. And you know, after the session. You, he did say this, and you know, I don't need someone to pat me on the back. But he said, You know what? Now, I appreciate you as a coach, because he said, You know what, these three things. So I said, journal this week, how does those three things show up in your leadership style? And I want to see examples on next session, and that's what I want to be curious. But also want to go deeper,   Michael Hingson ** 35:22 do you record your sessions?   Robert Moment ** 35:24 Yes, I do. Yes, yes, and, and. So   Michael Hingson ** 35:27 the reason for asking that question is, then, do you go back and listen to them as a learning experience for you as well? Yes, I do. Okay, yes, which is, which is the which is the point, yeah, because you're your own best teacher, yes, but it sounds like that that person had some definite trust issues and probably needed to show a little bit more empathy and vulnerability than than they were showing.   Robert Moment ** 36:00 Yeah, you know, one of the things I did tell him, I said, you know, vulnerability, it's not a weakness. And and then, you know, one of the things when I said, when I have to dig deep, a lot of times when clients, it's not just about coaching them on how to become the best executive, but a lot of times it's about the story that the story that personalized, because a lot of times, for instance, here's an example about this. Is after COVID, this company called me and they said, Well, this executive we bought on board. He's a high performer on paper, but he is creating a toxic environment here. And I said, Well, you know, I was talking to the Chief Human Resource Officer. I said, I'm not understanding this. You said he interviewed. Well, he was a high performer. He has a great track record, but why is he calls it a toxic environment in your organization. And she said, Well, we gotta one or two things that's gonna happen. One, if he doesn't turn things around, we don't want to put him on any kind of corrective action, but we will have to, because two people have threatened to leave, and they've been here longer than him. So long story short, they said we're going to offer him coaching. If he doesn't accept coaching and doesn't turn things around, then yes, we're going to put him on corrective action and we'll terminate him. And he accepted coaching. And the one thing the second session that we had, and that's why I always said, Yeah, I have to go deep. And I said, they said, you know, when you are in meetings that you are not able to accept constructive criticism and and he says, that's that perception. So I said, well, but these are some examples that they gave me, and he said, and I said, Well, what kind and I don't know, Michael, something said to me, and sometimes, like I said, it's your intuition, yeah, instinct. I said, What kind of relationship did you have with your father? And this is what he blurted out. All of my life, he's been critical, criticized. I could never do anything right in his eyes. And I said, Can we go deeper? And I said, right now today, what kind of relationship do you have with your father? He said, I haven't spoken to my father in over seven years. And I said, would you what? Could you tell me why? So he told me why. And I said, Well, would you believe this statement that I'm about to make. And I said, you've had this all in your life, not just at this company. And he said, Yes, he has. And I said, not able to be able to take constructive criticism. And I said, here's things. I said, I can help you on two levels. I can help you on a professional level and I can help you on a personal level. So you said, Well, I told him how I could help him on this professional level. But I said the personal level, that's optional, because the company is paying for the professional the personal, I want to help you on a personal level. And I said, one of the things are you willing to take this major step that I'm about to ask you to take, and that's to forgive your father? Mm, hmm. And he said, first he he resisted. And I said, you're going to have this problem you're in. Entire life. And long story short, he forgave his father. I walked him through the process. I spoke to his father. Actually, we all and his father had never seen his granddaughter. And his granddaughter, I think, was four or five, and he saw for the first time that year, that Thanksgiving, and   Michael Hingson ** 40:22 I assume that the client ended up hopefully doing okay, and stayed with the company.   Robert Moment ** 40:30 He stayed with the company. He turned things around. Now this is what I'd say to not just the listeners, even myself. That's why, that's one of the reasons why coaching is my calling. It's not just the results the business results. I want them. I want every client to be the best version of themselves, not just in a professional but also that personalized. And you know that to me? You know that probably made my coaching year, not how many clients I coach, but just that made my coaching year for for a grandfather to see his grand. Now his his wife have seen her granddaughter, but his father had never seen only, only pictures.   Michael Hingson ** 41:25 Well, I'm glad that the the father and son made peace, and that that is so important. I think there is a whole lot of of connection between the professional parts and the personal parts. One of the reactions I had when you started the story was that, in reality, the professional part isn't going to really improve unless the personal part does.   Robert Moment ** 41:48 Yes, you're absolutely right. And I like i i tell my client, you're going to have this your entire life until you resolve it and forgive your father and you know, when I talked to the Father, Michael, his father was like that, so the cycle was never broken. Yeah,   Michael Hingson ** 42:11 it so often happens in so many different ways, doesn't   Robert Moment ** 42:14 it? Yeah? And, you know, and you're talking about a father, you know, life is short, and you're talking those many years without speaking to your father, not seeing him. And you know, you know the worst thing, it didn't happen. But if he would have lost his father, yeah, I was just   Michael Hingson ** 42:33 thinking that, yeah, if he would have lost his father, man, what a blessing. That didn't happen. Yeah, yes,   Robert Moment ** 42:38 absolutely. And then, not only that, your granddaughter would have never saw her grandfather, grandfather, right? Yeah.   Michael Hingson ** 42:47 Well, now let's, let's talk about you again a little bit. So you talked earlier. You told the story of what happened in corporate America, and you said that was kind of one of the things that started you to transition what, what finally was the the last straw, if you will, that led you to decide to leave corporate America, and how did you decide to go in and transition to just being a coach and, well, not just being but being a coach and starting your own business,   Robert Moment ** 43:15 we went, I can't think of, Wow, gosh, it was the year. It was a year where we was having, there was a lot of recession, was a recession and a lot of layoffs, and I had gotten tired of the politics, and I said, you know, I want something new, different, but I don't know what, but I want to become an entrepreneur. Because I was selling Christmas cards when I was like, in the fifth grade, you could get engraved personalized. I had a lawn a landscaping business sold T shirts. So I've always been an entrepreneur at heart, but I just didn't know what I needed to do to make that transition. So what happened was a lot of people colleagues were getting laid off, and they said, Well, can you help me find a job? I'm like, Well, I don't know if I can help you find a job. I don't have any connections like that, because the companies that I know they are laying off to Yeah. And they said, Well, you know, maybe you can help me interview. I'm like, okay, I can help you interview. Because I interview very well. I think because I got the copies I've worked for, I went through three or four interviews. So I started helping people get hired for jobs I wasn't charging. It was just, you know, pro bono. And I said, well, they said, you to get hired expert. And I said, not to get hired. They said, Yeah, because you I started getting referrals, and I wasn't. And I said, well, they said, Yeah. Know such and such. Said, you can help so and they said, you know, you're coaching us. I'm like coaching. Okay, I don't see myself as a coach. But then I realized I was coaching, I would mentor when I was in corporate America. So this is how, this is how I started to get paid, though, as a coach, a colleague referred this executive to me, and he said he had been with this company like for 15 years, and he said he doesn't know he really needs to help on job search interview, and he said he's going to give you a call. And I said, he said, Because I told him, You can help me, because you helped me get a job. So, long story short, he calls me up, and this is what he said. He said, I need your help, and I want to hire you as a coach. How much do you charge for years of coaching? I want you to help me find a job. Help me to interview. I need your help. And when he said, charge, I didn't know what this I said, Well, charge. I almost said, I've been doing this for free.   Robert Moment ** 46:27 Yes, Michael, and you're absolutely right, my friend. So I said, I threw out Michael. I threw out a number man for one year. I just, I don't know where that number came from. So I threw out the number, and this is what he said. He said, Well, how do how do I pay you? Do I pay you my check credit card? I didn't have no business account set up or anything, my personal checking accounts or money market. And I said, check. And he says, Well, how do you want me to mail you to check? And he's then he said this. He said, I am going to the bank because I'm getting my severance I gotta work things out. I'm getting my severance package, and I wire you the money. I said, Sure, you can borrow the money. So I gave him my account, long story short, and then when the money, I couldn't believe it. I said, you know, what did I charge? Did I overcharge it?   Michael Hingson ** 47:26 Yeah, you always ask that, or under charge, right, under   Robert Moment ** 47:29 charge. I said, because that was that. That was that transaction was too quick, too fast. And then I realized, after I did some research, I didn't overcharge and but then, you know what happened? When we came close to the first session, I said, Oh, my God, can I do this? Because this man has given me X number of dollars, and this is my first paying client, and that's when the inner voice came like, you know, this man may be asking you for a refund, so don't spend this money, you know, just put it aside in this account. And even I open a bit, and then I did open a business account, don't even touch this money. And you know what? Two months go back, and then, you know, I got past that point because I was telling my father. I said, Dad, I feel like the sessions are going great. And he got me, actually got hired, probably within four months, he had two offers. And then he said, I want you to coach me throughout for the year, of course. And I did not touch that money, Michael until I felt comfortable, maybe about six months. I moved it into, I think, I bought some stocks, and I said, you know, okay, but I, you know, I had some limiting beliefs that I had to get past. Yeah, I did.   Michael Hingson ** 49:06 Well, it was a new adventure. It was new all the way around for you. You had to discover that the Earth really is round and not flat, so it's fair.   Robert Moment ** 49:18 Yeah, you know, when you, you I tell even new coaches, when we all going to have, you know, limiting beliefs, and you have to, you have to fight through it. Yeah, you have to fight through it, because that, you know, like I said, my biggest fear was, don't spend the money, because he might ask for a refund. And, you know, I've had clients. No one has ever asked me for a refund. But that first client, I was kind of like, like I said not. I was confident in coaching him. But then I was that in a critic saying the. Spend that money because, you know what? Not that I needed to spend it. But then after that, I started to get more clients because referrals. And I said, You know what? Now is the time to make the leap. There you go. And I made the leap, yeah, and,   Michael Hingson ** 50:19 and and you've been doing it now. What about 20 years? Yeah, about 20 years. You know, I, I find it interesting. As a speaker, I was approached by someone who has an event coming up in June, and I quoted a number that I thought was high. But I also say I work with people in their budgets, which I'm I'm willing to do because the World Trade Center happened for me. And excuse me, in reality, while I do earn my living largely with it and speaking, I also want to be out there, inspiring and helping and educating so we negotiate. But I had this one customer, literally just this week, and they I quoted a number, and I figured it was high, and they came back and they said, Well, we really looked and that's a lot higher than we expected. We've actually had some comedians that we've been looking at possibly hiring, and they're quoting, like, maybe 20% of what you're quoting. And I said, I will work with you, but let me point out that I have the visibility, and you're hiring me for the inspiration that I bring in the expertise that I bring, as opposed to local comedians, and we'll see what happens, you know, and what's interesting is it's, it's a company that deals with the law. Lawyers don't negotiate a whole lot. Most of the time. They charge an hourly rate. You know, it's just interesting how people work at things.   Robert Moment ** 51:58 You know, one thing always feel as though my father said this. He said, communicate the value. If you communicate the value and they can see it, price does not become an issue. Yeah. And he said, you know, communicate the value up front as much as you can, and then price doesn't become an issue is when you don't, they don't see the value, then all of a sudden, you know, I gotta think about it. Let me talk to you know is this, but when they can see the value, and then, you know what? My coach told me this. One of my first coaches told me this. He said, you know, a lot of coaches want to charge just, just to get a client, they want to charge low fees. And he said, those will be your worst clients.   Michael Hingson ** 52:48 Yeah, absolutely, always will be your worst.   Robert Moment ** 52:52 He said they will probably. He said they will be, I've wanted you don't do it. They're   Michael Hingson ** 52:58 going to suck up your energy. They're going to do so much, many things, and they don't pay you for it, which is one of the reasons I'm resisting. We'll see what happens with this one. It isn't settled yet, and it'll work out. Yes, I have had other customers that I know didn't have big budgets. They're nonprofits and things like that. But again, we come to an agreement, both in terms of time and what's expected, as well as the money, and that's okay, but, but yeah, it is, you know, because not everybody is going to be able to pay what some bigger corporations will pay. That's okay, yeah, yeah. But the other thing that I actually always ask in my speaker contract is, if you like the speech, I want a letter of recommendation, and I want you to refer me to at least two other people. And   Robert Moment ** 53:59 that works, yeah. I love that. I love that strategy. It works pretty   Michael Hingson ** 54:03 well. Well, tell me, what are some practical techniques do you use to boost your self esteem and self belief, especially in difficult times? How do you psych yourself up in a good way? Well,   Robert Moment ** 54:19 one of the things self talk. It's, you know, to me, self talk is, you know, you can do this. I believe in you, you know, I look at and also, not only that, I look at my whether it's a big win or small wins. I look back over my life too. And I said, you know, 10 years, five years, even two days, you was able to do this and and then I surround myself with very supportive people. Mm, hmm, that's, that's key, because I believe, you know, they believe, not only do they believe in me, but self. Belief in self is contagious.   Michael Hingson ** 55:01 Yes, it absolutely is. Yeah, it's contagious   Robert Moment ** 55:03 and and how I challenge, like I said that inner critic is, I love how you reframe things. Is self talk, positive self talk, and focus on your accomplishment and celebrate small wins. It don't have to be big wins. It'll be small wins. But celebrate and then remember this too. I tell whether it's clients, colleagues, self belief, it's a journey. It's not a destination. It's like you. Every year you're building, like building muscles, your self belief muscles, whether it's five years, six years, but every year, you're building through life, lessons, failures, setbacks, but you're still building that muscle. Yep,   Michael Hingson ** 55:50 and when you understand that, that also will help give you the insight to continue to do it.   Robert Moment ** 55:56 Yes, because you know when you learn from setbacks, even obstacles or opportunities for growth. And you know, when you have a growth mindset, you realize through self awareness, you give a chance to learn and continue to grow. And then you know one of the things to you know, your dreams deserve a chance. It doesn't matter how big or small, but all of our dreams deserve a chance, and we all have unique talents, and just, you know, focus on your strengths and let them shine. Yeah,   Michael Hingson ** 56:39 what would you tell listeners who believe their self belief is at all time low. Where do they start?   Robert Moment ** 56:46 Well, first of all, you want to take inventory of the skills that you currently have and be grateful for what you have, because we all have unique talents, skills, abilities and gifts. And a lot of times I think what happens people underestimate what they already have, and start to take inventory of, like I said, the skills, the talents that you have, and embrace your own uniqueness and also your own imperfections. Yeah,   Michael Hingson ** 57:19 because if you don't recognize them, then you're never going to be able to deal with them. If you do recognize them, then you can deal with them   Robert Moment ** 57:26 absolutely and like I said, once again, give yourself credit for your small victories. You don't have to be big victories, but give yourself credit, because, see, when you give yourself credit for your small victories. Michael, that continues to build momentum.   Michael Hingson ** 57:43 Yep. Can you give me an example of someone who you believe has unwavering self belief and what we can learn from them? Yes,   Robert Moment ** 57:52 I do. I want to share this story. My name is Barbara Corcoran. She's the real estate for the Shark Tank. Yes, you know her boyfriend and business partner. She was in real estate. He left her for her secretary, right? And but you know what that split, what it did for her, I know it was devastating, but it was a catalyst for her success, because what it did, it fueled her determination to form her own company, which was a corporate group. And I think, if I'm not mistaken, she sold it for about $66 million so that, to me, resilience in her situation was key. She embraced a new beginning, and she looked at failure as a stepping stone, which   Michael Hingson ** 58:46 makes a lot of sense. I believe that we should get rid of the word failure from our vocabulary anyway. Failures are not failures. They are simply things that didn't work out as they should. And what are you going to do about it, right? It's we gotta get the negativity out of so much of it. Yeah, you   Robert Moment ** 59:05 know we do. We do because, you know also what I and her. She believed in herself fiercely, man, because she feel as though, you know, she had something to prove. I get that. And guess what she did.   Michael Hingson ** 59:22 You have a new book coming out entitled believe in yourself. You got this. Tell me about that.   Robert Moment ** 59:27 This is about I want the reader to really take inventory in themselves. This book is a coaching book. It's going to be real. It's real simple, but it's going to have questions where they take inventory and really focus on believing in themselves, and not only just believing But accepting themselves. You know you can believe in yourself, but I want them to really accept who they are and and know that worth, know that value. You and know that they have something to bring and add to this world.   Michael Hingson ** 1:00:04 Well, if you could leave our listeners with one final thought about self beliefs, what would that be?   Robert Moment ** 1:00:10 Own Your Power. Own Your Power, and don't let any one hold you back and take control. Take control of your destiny. And then also remember that self belief is a journey and not a destination.   Michael Hingson ** 1:00:27 I love that. If people would like to reach out to you and maybe talk to you about hiring you as their coach, or just learning more about you and your books and all that, because you've written several books actually, how do they do that?   Robert Moment ** 1:00:39 They can reach me at Robert at leadership coaching and development.com or they can connect with me on LinkedIn.   Michael Hingson ** 1:00:48 And what's the LinkedIn? Do you know your LinkedIn? Uh, yes, it'll be Robert moment leadership coach, okay, and what was the website? Again, website   Robert Moment ** 1:00:57 is leadership coaching and development.com.   Michael Hingson ** 1:01:01 Leadership, coaching and development.com. Great. Well, I hope people will reach out. This has been insightful in a lot of ways, I will say, validating for some of my beliefs, but also very educational. And I said at the beginning, I always love speaking to people who coach, I learn a lot, and I've always believed that that I'm not doing my job unless I'm learning at least as much as anybody else who listens to the podcast. So I really appreciate your time today. So Robert moment, thank you, and I want to thank all of you for listening. I hope that you have found this helpful if you want to really become a better leader. Robert has lots of ways clearly that he probably can help you, and it's worth exploring with him. So I hope you'll reach out. I'd love to hear from you. Please give me an email. You can reach me at speaker at Michael hingson.com Michael hingson is m, I, C, H, A, E, L, H, I N, G, s, O, N, just like it sounds actually speaker at Michael hingson.com love it. If you'd go to our podcast page, if you would, www, dot Michael hingson.com/podcast can listen to all of our episodes there, but wherever you're listening or watching, I would really value it greatly. If you would give us a five star rating and review us. We really appreciate people who do that. So any of that that you can do, I would really appreciate it. And as I've said many times on these podcasts, if you need to find a speaker to come and inspire and motivate. I'd love to talk with you about that. Email me at speaker@michaelhingson.com love to talk with you about that. And Robert, for you and everyone listening and watching. If you know of anyone who you think ought to be a guest on unstoppable mindset, please let us know. We'd love to meet people who want to be guests. So Robert, thank you again. I really appreciate you being here. This has been a lot of fun and definitely continued great success. Michael,   Robert Moment ** 1:03:08 thank you. I'm truly grateful and continued success to you as well.   Michael Hingson ** 1:03:18 You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to interview in upcoming editions of the show. And also, we ask you and urge you to invite your friends to join us in the future. If you know of any one or any organization needing a speaker for an event, please email me at speaker at Michael hingson.com. I appreciate it very much. To learn more about the concept of blinded by fear, please visit www dot Michael hingson.com forward slash blinded by fear and while you're there, feel free to pick up a copy of my free eBook entitled blinded by fear. The unstoppable mindset podcast is provided by access cast an initiative of accessiBe and is sponsored by accessiBe. Please visit www.accessibe.com . AccessiBe is spelled a c c e s s i b e. There you can learn all about how you can make your website inclusive for all persons with disabilities and how you can help make the internet fully inclusive by 2025. Thanks again for Listening. Please come back and visit us again next week.

Mike C-Roc welcomes Kyle Roed, Chief Human Resource Officer at CPM Holdings and host of the Rebel HR Podcast. Known for his unconventional approach to HR, Kyle shares insights into his journey from an accidental start in human resources to leading HR operations across 36 global locations. Kyle discusses how his passion for creativity, kindness, and rebellion has shaped his approach to transforming HR into a people-centered, innovative field. Kyle explains why traditional HR practices often focus too heavily on compliance and bureaucracy, which he believes hinders growth and creativity. Instead, he advocates for prioritizing human connections, fostering great workplaces, and empowering employees to achieve their goals. Throughout the conversation, Kyle and Mike explore topics like the importance of leading with a growth mindset, breaking free from corporate constraints, and reimagining HR as a catalyst for organizational success. With a background that includes time at Target and an entrepreneurial spirit that thrives in smaller, more flexible organizations, Kyle shares personal stories about finding balance, embracing creativity, and the mentors who helped him succeed. If you're ready to challenge conventional thinking about HR and be inspired by Kyle's rebellious approach to leadership and innovation, this episode is a must-listen! Website- www.kyleroed.com Social Media Links/Handles- https://www.instagram.com/rebelhrpodcast/ https://www.linkedin.com/in/kyle-roed/ https://twitter.com/rebelhrguy?

Brian Powell is an attorney and human resource executive. His focus is on transforming leadership. He's currently serving as Chief Human Resource Officer for The Community Solution Education System.Brian has unique insights on the trends that are gamechangers for the world of work. Today we'll talk about geographic shifts in the workforce, AI...it's pros and cons, and the concept of "upskilling" for leaders.

In this episode, we're excited to welcome Tricia Shields, Chief Human Resource Officer at Navient, as our guest. Tricia shares her extensive experience in HR technology transformation, walking us through Navient's journey from paper-based processes to automation and digitization. This episode provides actionable insights for any organization looking to streamline HR operations. Episode Highlights: • Readiness Assessment: How to evaluate if your organization is prepared for HR digital transformation. • Paper to Digital: Practical steps for converting paper-based processes into efficient digital systems. • Core Implementation Strategies: Implementing document retention, data security, and building a centralized content repository. • Leveraging Existing Tech: Maximizing platforms like OnBase, ADP Workforce, and other vendor tools for automation and electronic forms. • Actionable Advice: Tips for organizations at every stage of their HR tech journey, whether starting from scratch or optimizing current processes.   Helpful Resources Contact Your Host, Jim Morgan About MRA Get HR assistance however, wherever, and whenever you need it. Plan your organization's strategies for growth. Find, develop, and retain the right people to build a high-performing workforce.    

Discover the transformative power of HR leadership in the GovTech sector with our guest, Carrie Cisek, Chief Human Resource Officer at Granicus. Carrie shares her journey from the fast-paced world of a SaaS company during the dot-com era to her role at Granicus, where she is shaping workplace cultures and enhancing government-citizen communication. Learn how Granicus's innovative software solutions are revolutionizing federal agency engagement by streamlining processes, sending millions of messages, and creating user-friendly online services. Kari offers an inside look at the tech hiring landscape in the public sector, emphasizing the unique mission-driven opportunities available for prospective candidates.Join us as we explore the dynamic and diverse global workforce at Granicus, where remote work has become a powerful tool for fostering varied perspectives. We delve into the meaningful outcomes achieved through collaborations with government clients, such as supporting vulnerable children. Carrie also discusses HR priorities like fostering a sense of belonging and rolling out a cultural ambassador program to enhance internal processes. Ready to learn more? Connect with us and explore Granicus further through our website and LinkedIn. This episode is a must-listen for anyone interested in the future of government communication and employee engagement!Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

The Ministry of Health is looking to curb the "excessive issuance" of medical certificates (MCs), especially by telemedicine doctors, following feedback from employers and government agencies. But is there a deeper issue with an outdated system of needing proof of illness? Would a system of trust work better? Steven Chia and Crispina Robert chat with Dr Shravan Verma, co-founder & CEO of Speedoc and Christine Chan, Senior Professional at Institute for Human Resource Professionals and Chief Human Resource Officer of Nudgyt.See omnystudio.com/listener for privacy information.

In "Unlock Your Leadership Story," Pat Wadors presents a fresh approach to leadership development, weaving fables and folktales into practical insights on motivation, business dynamics, and personal growth. Each chapter opens with a familiar story, and then explores its relevance to modern challenges, offering readers thought-provoking perspectives on leadership and self-improvement. Wadors begins by sharing how these timeless tales shaped her own journey as a Human Resources leader. Having grown up immersed in storytelling, she learned valuable lessons and motifs from family and friends that influenced her professional approach to connecting with others and nurturing her team. "Unlock Your Leadership Story" dissects aspects of stories using the author's unique writing style. The book has a calming and almost therapeutic tone, working with you to help you achieve the highest self-esteem obtainable. It feels very comfortable and inviting, each chapter leaving you reflecting on past decisions and thinking of future outcomes. It's clear that the author has had significant experience dealing with people not only from an HR business perspective but also from a psychological viewpoint, genuinely capable of connecting with individuals. Each chapter begins with a new fable that Wadors puts her own spin on. Sometimes characters will survive otherwise fatal tales, or undergo enlightenment throughout their journey, but it's these details that give the perspective of a conversation. A common tale could have an uncommon ending. The book features eight distinct stories, each accompanied by lessons that blend individual growth with management principles. While concise, each chapter leaves readers with lasting reflections. Wadors complements the fables with personal anecdotes, sharing experiences that shaped her as a leader. Her advice guides readers to replicate her successes and avoid her pitfalls, using coaching techniques that foster creative thinking and self-discovery. For instance, in Chapter 2, Wadors draws on the fable of the Elephant and the Blind Men to illustrate the importance of perspective. This chapter guides readers on how to step back and see the bigger picture, often revealing solutions that aren't immediately visible. Oftentimes, individuals are only touching one part of the elephant and misconstruing the animal. As a parent, she relates this lesson to moments when seemingly drastic situations became manageable with a fresh outlook. After the author's perspective, she switches to a reflection section, asking questions to the reader invoking critical thinking and reflection upon one's own life. The questions are genuine questions, not superficial questions that can be summarized with a quick word or two. To summarize the chapter, Wadors breaks down the key points of the story and commentary, giving bullet points of critical elements. Chapters are stories, commentary, personal experiences, reflections, and blocks in the text filled with asides. Each chapter is filled with questions, lessons, and goals that are intended for you to work through and write about. The final chapter of the book consists of blank sections, questions, and lists of goals, giving you space to work through the lessons each story provides. While the book does offer advice and guides that can be applicable in business scenarios, the majority of the content is aimed at people improving themselves. I believe that the book truly can help someone step back and focus on self-improvement. From a management standpoint, each story has extremely specific implications that could be used in a business setting. Wadors is a renowned HR leader and Chief Human Resource Officer who has worked at UKG, Procore Technologies, ServiceNow, LinkedIn, Yahoo!, and Plantronics Inc. Her expertise brings credibility to this distinctive blend of storytelling and leadership guidance, making "Unlock Your Leadership Story" a compelling read for anyone looking to grow both personally...

In this episode of As the Drum Turns, Lora is joined by Chief Human Resource Officer, Beth Smotherman, and Chief Technical Officer, Mike Zagula, to answer some hard-hitting questions and discuss what's new in their departments.

Today Chris Rongey and Amy Marxkors discuss toxic work place with Chris Kujawa, Chief Human Resource Officer for Conduent. Voice of the Cardinals John Rooney about the final week of the season and the young players. Dr. Scott Kaar, Orthopedic Surgeon with SLU Care Physician Group specializing in athletes of all ages to talk about the impact head injuries have on your life post playing.

We are excited to share this episode of The ASHHRA Podcast, featuring an insightful conversation with Mario Ellis, Chief Human Resource Officer at Beacon Health System. In this episode, our hosts Bo and Luke dive deep into the challenges and opportunities healthcare HR leaders face today. 

In this impactful episode, host Andrea Butcher chats with Ami Graves, Chief Human Resource Officer at Bell TechLogix. Ami shares stories that highlight the importance of self-awareness and advocating for oneself. She discusses the impact of her communication style on others and the lessons she learned about being a mindful communicator. Ami also talks about the value of advocating for oneself and the importance of trusting oneself to make difficult decisions. Gain perspective on the importance of feedback, being open to learning and growth, and expressing one's needs and desires. Additional Resources: Connect with Andrea Butcher on LinkedIn Visit HRD Website Connect with Amy Graves on LinkedIn Follow PeopleForward Network on LinkedIn Learn more about PeopleForward Network

This week welcome Andrea Schilling as our guest for our podcast. Andrea serves as a Strategic Advisor focusing on Talent and Culture. Her role at MPowered Capital spans the areas of organizational design, talent, and strategic communications. In addition, she is responsible for oversight of the firm's Multiplier Program, which brings experience and resources to diverse emerging investment managers to help reduce the start-up or scale-up cost and friction associated with launching a new firm or scaling an emerging firm. As a former Senior Managing Director at Värde Partners, Andrea serves as a bridge between the two organizations. Andrea led the development of Värde's Human Capital function as Global Head of Human Resources for more than a decade before transitioning into a role focused on Internal Communications and strategic projects. Prior to joining Värde, Andrea spent 10 years as Chief Human Resource Officer for a large national public accounting firm. In that role, she was a frequent speaker on the topics of flexibility/work-life balance and advancing women in the workforce. Andrea began her career in public accounting. Andrea holds a B.A. degree in Finance and Marketing from Bethel University in St. Paul, MN. She has served on the board of directors as an HR resource for several non-profit organizations and is currently a member of the Board of Trustees for Bethel University where she sits on the Academic Affairs Committee.

We continue our theme of reacting to the results from this year's National Business Trends Survey, which screams that Recruiting and Retention are things of nightmares for employers. Well, you don't have to hit snooze and just hope to land the talent of your dreams. Rise and shine to the possibilities as our special guest shares her experience with building loyal fans of their employment brand. Stacy Spradling, Chief Human Resource Officer at Emmaus Homes offers insights into the competitive edge they're cementing by treating talent with the same care and attention as their best customers. 

Tune in to the latest episode of the Becker's Healthcare Podcast, recorded live at our 14th Annual Meeting, where we delve into insightful discussions with industry experts. Join Mario Ellis, Chief Human Resource Officer at Beacon Health System, as they share invaluable insights on leadership, growth strategies, and navigating workforce challenges in healthcare. Gain actionable advice and best practices to elevate your organization's performance in today's dynamic landscape.

The Ministry of Health is looking to curb the "excessive issuance" of medical certificates (MCs), especially by telemedicine doctors, following feedback from employers and government agencies. But is there a deeper issue with an outdated system of needing proof of illness? Would a system of trust work better? Steven Chia and Crispina Robert chat with Dr Shravan Verma, co-founder & CEO of Speedoc and Christine Chan, Senior Professional at Institute for Human Resource Professionals and Chief Human Resource Officer of Nudgyt. See omnystudio.com/listener for privacy information.

Kevin Akeroyd is CEO of Sovos. From a small town in Missouri to Stanford business school and 3-time CEO, Kevin Akeroyd is not the proverbial polished CEO. A man who is not afraid to go off message and proclaims, be “overt, loud and challenging” to get things done. A CEO who declares it his mission to “keep business leaders out of jail” by helping companies traverse the complex and sometimes dangerous waters of compliance. A leader who puts his money where his mouth is and approaches diversity not with PR platitudes but by personally funding an annual college fund for underprivileged youth.​ ​With countless mergers and acquisitions under his belt and having worked for small venture-backed endeavors to being a division head for industry heavyweights like Oracle and Salesforce, Kevin is a builder who works to understand where companies are stagnating, where to innovate and find their break-through potential and ultimately how to move from point solution to platform. ​ Kevin built the enterprise stack for the Chief Communications Officer at Cision, the Chief Human Resource Officer at Magnit and now is working at Sovos to deliver the global compliance system of record for the Chief Financial Officer. The Sovos Compliance Cloud is the first and only platform to bring together tax compliance and regulatory reporting into a single view for business. At Sovos he is building a new category, a new line of business for compliance, and taking the industry on a journey to conquer the complexities and challenges of compliance.​ ​Kevin's leadership philosophy is that it's not enough to be brilliant. Transparency and communication are paramount and it's the job of the CEO to look around corners and see what's coming. Bad CEOs let things happen and good CEOs make things happen and at the end of the day, everything is your fault. Kevin brings this level of accountability to his customers, partners and employees. His mission at Sovos is to evolve compliance from its current state of being a painful requirement for business to being a force for growth in every company, in every industry and in every country.

In this episode of Career on Course, host Scott Miller interviews Anita Grantham, Head of HR at BambooHR, about her career journey and insights on being a successful HR leader. They discuss the changing nature of HR, key skills needed, and advice for aspiring HR professionals.Join us as Anita Grantham shares her unconventional career path to becoming a prominent Chief Human Resource Officer. From insights on balancing personal and professional life to leveraging AI for employee satisfaction, Anita's story is a must-listen for aspiring HR leaders.Discover how she navigates challenges, invests in self-development, and drives organizational success by aligning HR priorities with company objectives.Key Points:The future of HR and AIDay-to-day as a head of HRThe fundamentals of HR that will never changeGetting out of HR to become a better HR leaderWhy HR leaders burn out and how Anita avoids itKey skills and experiences that will accelerate your careerThe importance of business acumen and strategy for HR leadersAnita's career path, from med school and selling jewelry on a cruise ship to landing an HR roleGuest Bio:Anita Grantham is currently serving as Head of HR at BambooHR. She previously held HR leadership roles at Pluralsight and Infusionsoft.Enjoyed this episode? Check out Scott's latest book, Career on Course: 10 Strategies to Take Your Career from Accidental to Intentional.

Doubling up throughout most of his career, my guest today has both maintained his rank and activity in the Air Force while being a C-level HR professional at a large, well-established company. I'm joined on the show today by Lieutenant Colonel and Chief Human Resource Officer at Riceland Foods Inc., Lionel Riley. Join the conversation as we learn how he managed his parallel careers, his thoughts on the journey of transition from the armed forces to the corporate world, and how his leadership overlaps from being Lieutenant Colonel to CHRO. He unpacks why he strives to maintain mindfulness while managing his team, his responsibility as CHRO for a multi-billion dollar company, including the journey of how he wound up there. We learn about his big move from a long and stable position at Walmart, and Lionel shares three key pieces of advice for those looking at forging a career in this space.  Key Points From This Episode:   How Lionel maintains his rank and activity in the army while being a C-level HR professional. We delve into the journey of transition from the armed forces to the corporate world. His overlap in leadership from Lieutenant Colonel to CHRO Lionel. All eyes on him: Lionel recounts first realizing that people were starting to pay attention to what he was doing.  How he strives to implement mindfulness when managing his team and their lives.  He expands on the responsibilities of the CHRO of a multi-billion dollar company. Lionel shares the journey of how he wound up in his role as CHRO at Riceland Foods Inc.   Questions he asked in his interview process when deciding to leave a stable position at Walmart. He describes the words that settled him into taking a new position. Lionel shares three key pieces of advice for those forging their career in this space.    Quotes:   “The struggle [to transition from the armed forces to the corporate world] is relative.” — Lionel Riley [0:04:03]   “It's not that, from corporation to the military is so one-to-one, but there's so many transferable skills: discipline, exposure, cultural experiences that military members who have had the privilege of servicing oversees; they'd be able to bring immense value to your corporation.” — Lionel Riley [0:06:01]   “HR, I tell this to everybody, is a thankless job.” — Lionel Riley [0:11:57]   “Never stop learning — relationships are key and always know that you can receive a nugget or two from anyone, on anything. Never stop learning!” — Lionel Riley [0:29:51]   “Complacency kills.” — Lionel Riley [0:30:17]   Links Mentioned in Today's Episode:   Lionel Riley on LinkedIn Riceland Foods Inc. Talk Talent to Me Hired  

In this episode, Janis and Shannara will deep dive into corporate leadership with Jans Hoyt, Chief Human Resource Officer at Primal Pet Group. Janice shares her journey from retail to healthcare to consumer product goods (CPG), including her impactful role at The Honest Company. Discover the importance of diversity and inclusion (D&I) in corporate culture, especially during times of crisis like the pandemic and social upheaval. Learn how leaders can embrace vulnerability and authenticity to foster meaningful connections and drive positive change in the workplace.Introduction00:00 - 04:37 — Introducing Janis Hoyt, a seasoned HR leader with more than 30 years of CPG, Healthcare and Retail industry expertise, Janis Hoyt is the Chief Human Resource Officer for Primal Pet Group and former Chief People Office for The Honest Company. Primal Pet Group is a growing pet brand that is achieving new healthy feeding options for our pets. Reflecting on the journey from retail to CPG and the pivotal role at The Honest Company. Emphasizing the value of relationships forged during challenging times. The Importance of Authentic Leadership04:37 - 12:25 — Exploring the significance of authenticity and vulnerability in leadership. Navigating corporate spaces as women and women of color. Overcoming challenges and embracing individuality in the workplace.Evolution of Work Culture Amidst the Pandemic12:25 - 20:17 — Adapting to remote work dynamics and redefining the concept of the workplace. Prioritizing safety and purpose in shaping the future of work. Challenges and opportunities in managing diverse, multi-generational teams.Fostering Inclusive Conversations 20:17 - 43:48 — Addressing sensitive topics, including racial injustice and diversity. Promoting open dialogue and active listening to support employees. Embracing authenticity as a catalyst for positive organizational change.Stay tuned for more insightful conversations on navigating the corporate landscape and fostering inclusive workplaces. Don't forget to subscribe and share your feedback with us!

Growing up in a small town in India, Leena Nair overheard her mother say it was too bad Leena was born a girl, because it meant her smarts and talents would go to waste. But Nair went on to join Hindustan Unilever, becoming the first female manager to work on a factory floor, the first woman to serve on the management committee, and the youngest-ever executive director. She has since gone on to the role of CEO at Chanel. When Guy Raz had this conversation with Nair in 2020 she was Unilever's Chief Human Resource Officer, overseeing the company's 170,000-plus global workforce during the COVID-19 crisis - a crisis that she said has been one of the greatest challenge of her career.

In this episode of Rural Health Leadership Radio, Karen Cheeseman, CEO of Mackinac Straits Health System in the Upper Peninsula of Michigan, shares her journey from an HR role to leading a hospital system. In our discussion with Karen, she highlights collaborative relationships in the communities Mackinac Straights Health System serves including how they integrate tribal medicine into a small hospital. Karen shares the story of a newly built facility thanks to innovative ideas and a land donation by the Sault Ste. Marie Tribe of Chippewa Indians.  “We're addressing the care needs in a very comprehensive way in the community, including tribal medicine”  -Karen Cheeseman Karen has served as the President and Chief Executive Officer of Mackinac Straits Health System since 2017.  Previously, Karen worked for the health system for many years and held various leadership roles including the Chief Operating Officer and the Chief Human Resource Officer.  Karen holds a master's degree in Organizational Management from Spring Arbor University and a Bachelor's degree in Human Resource Management from Michigan State University.  Karen currently serves on the Michigan Health and Hospital Association Board of Directors.  She has served as the Upper Peninsula Hospital Council Chair, the Small and Rural Health Council, and the Legislative Policy Panel for MHA.  Karen is a member of the American College of Healthcare Executives.

In this episode, Download on Tech host and ITI President and CEO Jason Oxman sits down with Michael Alicea, Chief Human Resources Officer at Trellix for a dynamic discussion on DEI in tech and the importance of diversifying cybersecurity. Michael also shares more about Trellix's innovative HBCU Career Program developed in partnership with the National Cybersecurity Alliance, and highlights what lawmakers can do to address the critical cybersecurity workforce shortage.

AgCredit recently rolled out a new set of core values, mission statement, and vision statement, and in this episode, we're joined by Brian Ricker, CEO and President of AgCredit, and Sandy Musgrave, Chief Human Resource Officer with AgCredit, to talk about the process. Brian and Sandy share why the core values are important in guiding AgCredit's actions and culture, and provide a sense of purpose and focus for not only the organization but its employees as well. Tune in to learn more about each of the values and how farming operations can apply these same principles to their businesses.  Show Notes: https://www.agcredit.net/news/episode-49-power-core-values-brian-ricker-and-sandy-musgrave Connect with AgCredit on Facebook, X and Instagram Share questions and topic ideas with us: Email podcast@agcredit.net

In this episode of The ASHHRA Podcast, we had the pleasure of hosting Clara Blitch, the Chief Human Resource Officer at Williamson Health in the Nashville area, as our special guest.Clara brought invaluable insights and thoughtful perspectives on human-centered leadership. She discussed the importance of treating people as humans first and emphasized the power of building trust and empathy within the workplace. Clara's passion for creating a supportive and inclusive work environment was truly inspiring.Additionally, Clara shared her experiences in modernizing the HR department at Williamson Health, providing valuable advice for CHROs and HR professionals navigating similar challenges. Her expertise and calm, professional approach in handling sensitive workplace issues offers a great deal of insight for fellow HR professionals.In the "What Would You Do" segment, Clara demonstrated her poise and tact in addressing a sensitive workplace issue, underscoring the importance of open communication and a human-centric approach, even in the most challenging of circumstances.To conclude her interview, Clara shared a powerful message, reminding HR professionals of the significance of self-care and the importance of building a support network to navigate the demands of their roles effectively.We highly recommend tuning in to this episode to gain valuable takeaways from Clara's experience and expertise. Thank you, Clara, for sharing your knowledge and insights with us!Stay tuned for more thought-provoking conversations and expert insights on the next episode of The ASHHRA Podcast.Support the Show.

MCUL CEO Patty Corkery talks with two human resources (HR) professionals, Michigan State University Federal Credit Union (MSUFCU) Chief HR Officer Silvia Dimma and Performance Solutions COO Paul Marston, about the latest trends in the HR space, including retention, culture, what's really causing burnout and more.

Remember when work was a place we went? And, remember when zoom only meant going fast or, if you are from my generation, a goofy PBS children's TV show? For many of us, working virtually is the new normal. For others, it's back to the office or a hybrid of virtual and real life. What are the implications of working from home? How does it affect the employee? How does it affect the company? What are some ways to create win-win scenarios for corporations and employee well-being as it relates to working in person versus virtually? I'm so happy you and I get to learn from one of the best: Harvard Business Review's Chief Human Resource Officer, Angela Cheng-Cimini. As you'll hear, Angela is the perfect person to engage at a high level about these and other nuanced considerations that keep employees and their companies functioning at their best. So, listen in as Angela and I talk about the mental health implications of working remotely vs in-person or hybrid.

Dive deep into the intricacies of health services human resource management with our special guest, LTC Bethany Wagner. She'll be shedding light on the expansive role of the 70F AOC, which advises commanders and staff on a broad spectrum of matters:✨ The intricacies of directing personnel systems that address the comprehensive personnel management life cycle functions. We're talking strength accounting, promotions, casualty reporting, awards, and more! And for those of you on the job hunt or looking for new opportunities, we'll also be discussing some of the current AIM Marketplace Jobs that are open for applications. So, whether you're in the field or just curious about what goes on behind the scenes in health services HRM, this is one episode you won't want to miss!LTC Wagner commissioned in the U.S. Army in 2006 as a Medical Service Corps Officer.  She is a graduate of Washington State University where she achieved her Bachelor of Arts in English, Professional and Technical Writing. After completing her Officer's Basic Training located at Joint Base San Antonio (JBSA), Texas, she proceeded to her first assignment as the Medical Supply OIC with 86th Combat Support Hospital (CSH), Fort Campbell, Kentucky.  She has deployed in support of Operational Iraqi Freedom with 86th CSH and 526 Brigade Support Battalion, 2nd Brigade Combat Team, 101st Airborne/Air Assault Division as a Company XO and Battalion (BN) S1.  Other positions she has served include BN S1, Warrior Transition Battalion, Fort Carson, CO; Company Commander, Evans Army Community Hospital (EACH), Fort Carson, CO; Brigade S1, 16th Military Police Brigade, Fort Bragg, NC; Human Resource Intern, AMEDD Personnel Proponent Directorate, JBSA; Chief Human Resource Officer, EACH, Fort Carson, CO; Medical Service Corps Career Manager, Human Resource Command, Fort Knox, KY; Operations and Plans Officer, Readiness and Strength Branch, Human Resource Command, Fort Knox, KY. LTC Wagner's awards and decorations include Combat Action Badge, Meritorious Service Medals, Army Commendation Medals, Army Achievement Medals, National Defense Service Medal, Iraq Campaign Medal, Global War on Terrorism Service Medal, Army Service Ribbon, Overseas Ribbon, Parachutist Badge, and Air Assault Badge. LTC Wagner's military education includes Basic Officer Leader Course I and II, Captain's Career Course, Command and General Staff College, How the Army Runs, Human Resources Mangers Course.  She is also Combatives Level 1 and 2 certified. LTC Wagner earned her Master's in Human Resource Management, Health Services in 2015 from Keller Graduate School of Management and has since obtained a certificate in Strategic Human Resource Leadership and Compensation Studies from Cornell University.  She is the recipient of the Army's LTC Karen Wagner Leadership Award and has been recognized by distinguished Army leaders for her professionalism, integrity, leadership, and competency throughout the years.Links to references: FM 1-0https://armypubs.army.mil/epubs/DR_pubs/DR_a/ARN33331-FM_1-0-000-WEB-1.pdfMore on 70F: https://www.cool.osd.mil/army/moc/index.html?moc=aoc_70f&tab=overview Disclaimer: The views expressed in this podcast are the guests and host's alone and do not reflect the official position of the Medical Service Corps, the Department of Defense, or the US Government. All information discussed is unclassified approved for public release and found on open cleared sources.For more episodes listen on Apple Podcasts, Spotify, or YouTube @ Be All You Can Be MSC For more information, suggestions, or questions please contact: beallyoucanbemsc@gmail.com

In this podcast episode, Dr. Jonathan H. Westover talks with Lynnette Heath about nVent's Environmental, Social and Governance Report. Lynnette Heath (https://www.linkedin.com/in/lynnetteheath/)is nVent's Executive Vice President and Chief Human Resource Officer and ESG People pillar executive sponsor. Prior to joining nVent, she was the Senior Vice President of Global Human Resources at Twin Cities-based Entrust Datacard. Check out the ⁠HCI Academy⁠: Courses, Micro-Credentials, and Certificates to Upskill and Reskill for the Future of Work! Check out the LinkedIn ⁠Alchemizing Human Capital⁠ Newsletter. Check out Dr. Westover's book, ⁠The Future Leader⁠. Check out Dr. Westover's book, ⁠'Bluer than Indigo' Leadership⁠. Check out Dr. Westover's book, ⁠The Alchemy of Truly Remarkable Leadership⁠. Check out the latest issue of the ⁠Human Capital Leadership magazine⁠. Each HCI Podcast episode (Program, ID No. 627454) has been approved for 0.50 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Each HCI Podcast episode (Program ID: 24-DP529) has been approved for 0.50 HR (General) SHRM Professional Development Credits (PDCs) for SHRM-CP and SHRM-SCPHR recertification through SHRM, as part of the knowledge and competency programs related to the SHRM Body of Applied Skills and Knowledge™ (the SHRM BASK™). Human Capital Innovations has been pre-approved by the ATD Certification Institute to offer educational programs that can be used towards initial eligibility and recertification of the Certified Professional in Talent Development (CPTD) and Associate Professional in Talent Development (APTD) credentials. Each HCI Podcast episode qualifies for a maximum of 0.50 points.

I had the awesome opportunity to sit down with Ann, Chief Human Resource Officer of Haworth and learn directly from her what are important leadership qualities, how to develop your personal brand, and starting a relationship with a mentor. That and so much more on THE Lucianocast. Hope you enjoy as much as I did! Side note- This is the first episode I've done while incorporating elements of the latest publicly available AI capabilities. I used ChatGPT to brainstorm questions that made it into the interview and another AI software called "Descript" to do the final editing on the audio. Here's to the future! -Luciano

On today's episode of HR Like a Boss we're traveling back to 2021, the early stages of the HR Like a Boss podcast. Sometimes things get lost in production, but we're so excited to finally show you this unaired episode of HR Like a Boss with Patti Stumpp! In their discussion, Patti explains how HR is the central nervous system of the business, how to make an impact, the importance of having authority, and so much more! About Patti Patti is a trusted advisor and executive team partner who crafts and delivers human resource strategies that support business goals and drive performance through effective management of talent and employee engagement. Patti began her career selling people solutions at Kelly Services and over the next 25 plus years, built a reputation as a business-oriented and global Human Resources executive in manufacturing and healthcare. She became the Chief Human Resource Officer at OhioGuidestone, the leading provider of behavioral healthcare in the state, in 2018. She graduated from The University of Toledo with a Bachelors of Arts in Psychology, and continued her education there, earning her Masters of Business Administration. In 2003, Patti completed the Leadership Lorain County development course. In 2010, Patti was awarded the Crain's Cleveland Business Archer Award for Innovation in Human Resources. About HR Like a Boss HR Like a Boss centers around the concept that with the right passion to be and think different, HR and business professionals can do amazingly awesome HR. People who do HR like a boss understand business concepts, what makes people tick, and how to approach HR as more than a compliance or cost center. This podcast builds the foundation for John Bernatovicz's upcoming book, "HR Like a Boss." If you're ready to take your HR career to the next level, this is the podcast for you. Share any comments with bridgette@willory.com. --- Send in a voice message: https://anchor.fm/willory/message

On this episode of Bama Means Business, Dennis Schuler sits down on the podcast as he shares his journey from working at Proctor and Gamble for over 20 years to eventually becoming Chief Human Resource Officer at Walt Disney. During the final episode of our five-part series with Dennis, we reflect on his time at Alabama and how he continues to give back to future generations of students at Alabama. For more information about the Culverhouse College of Business visit our website https://culverhouse.ua.edu.Stay up to date with the collegeFacebook: https://facebook.com/culverhouseuaTwitter: https://twitter.com/culverhouseuaInstagram: https://instagram.com/culverhouseuaLinkedIn: https://linkedin.com/school/culverhouse-college-of-business