This episode features an interview with Shawnee Irmen-De Anda, Chief People Officer at Thriveworks. Shawnee has two decades of experience serving as a human resources strategic business partner for growing and well-established healthcare organizations. At Thriveworks, Shawnee leads a first-class people strategy, focusing on expanding team potential and empowering sustainable growth.In this episode, Amanda sits down with Shawnee to discuss creating brand awareness while recruiting, incorporating tech into the employee experience, and fighting burnout during times of crisis.-------------------“I think in healthcare, technology should always enhance but not replace that human-to-human connection. It's really easy to leverage technology to save money at times, but that human-to-human connection is critically important. It's the same principle that we adhere to when we're looking at providing therapeutic care. Technology should also make the day-to-day functions of our teams easier, not harder or longer. At times if technology isn't working, we know the frustrations and added gray hair that that can have also. Having an intranet or centralized resource repositories, things like that for employees, is really important. Healthcare is one where you're either extremely advanced, and I think more hospital systems, things like that tend to have more up-to-date technology, or you're extremely outdated with the technology that you have. We're really lucky to have a tech and product team here that their sole purpose and what they really and truly want to do every day is make sure that our clinicians can do what they're here to do. And that's see clients, not have to battle technology challenges.” – Shawnee Irmen-De Anda-------------------Episode Timestamps:*(04:27): Shawnee's role at Thriveworks*(09:22): Segment: Getting Tactical*(09:39): How Shawnee creates brand awareness while recruiting*(11:28): The relationship between employee experience and retention *(17:50): How to incorporate tech into the employee experience*(20:25): Segment: Ripped From The Headlines*(24:10): How Thriveworks uses tech to fight employee burnout*(27:34): Segment: Asking For a Friend-------------------Links:Learn more about ThriveworksConnect with Shawnee on LinkedInEmail ShawneeConnect with Amanda on LinkedInwww.simpplr.com/podcast
Get ready to shake up your perspective on HR practices with our vibrant guest, Aleah Vaske, a noteworthy HR professional who's carving a positive impact in the field. Aleah's unique experiences with Disrupt HR has led her to reshape her HR approach, and this episode promises to share these insightful nuggets with you. Adapting to the swiftly changing needs of Gen-Z interns is no easy feat, but through engaging discussions with Aleah, you'll learn to understand their varying interests and struggles. She emphasizes the importance of conducting stay and exit interviews, ensuring businesses stay true to their values and remain fluid to the emerging needs of the next generation.The conversation takes a riveting turn as we examine the pitfalls of strategic planning in large corporations, and how the perceptions of leaders might play a role. With the power of Gen Z becoming more apparent, it's clear that open-mindedness is crucial as we explore the role of technology and the challenges posed by the advancement of AI. Aliyah shines a light on the importance of learning from the new generation and staying on top of the changing trends. As we wrap up, we touch on the need for feedback and hyper-personalization in the workplace. So, press play and let Aleah's insights inspire your HR practices, shaping a better future for your organization.Support the showRebel HR is a podcast for HR professionals and leaders of people who are ready to make some disruption in the world of work. Please connect to continue the conversation! https://twitter.com/rebelhrguyhttps://www.facebook.com/rebelhrpodcasthttp://www.kyleroed.comhttps://www.linkedin.com/in/kyle-roed/
Everyone's talking about Employee Experience - but what does it actually mean? Not too long ago, employee experience was a little-known concept - but post-pandemic, it has blown up as companies are discovering the untapped value and potential of exceptional employee experience design. Basically, employee experience refers to the experience that your team members have working for you - what they like about working for you - and what they don't like or would like to see changed or improved. And the reason it's so important is that a great employee experience can improve recruitment, retention, engagement, and even customer service in your Salon. So, today on The Salon Owners Collective Podcast, Larissa is joined by expert HR consulting company Human Kind - who reveals the 7 principles of Employee Experience and how an exceptional employee experience design can bring value to your Salon. Here are three reasons why you should listen to the full episode: Discover the true meaning of an employee experience and how it can bring value to your business Learn the 7 principles necessary to design a great employee experience in your Salon Get started with the 4 steps to designing an employee experience for your Salon. 12 Steps to a Stress-Free Christmas We know how busy the lead-up to Christmas is for Salon Owners - ordering stock, booking clients, and creating a great employee experience, which is why we've put together 12 steps to a stress-free Christmas! Keen to get your hands on it? Simply sign up for our 12 steps to a stress-free Christmas series via our Free Profitable and Successful Salon Owners Facebook group - https://bit.ly/StressFree_Xmas
In this episode, Adam Chen interviews Shane Pahl, a consultant by trade and organizational anthropologist by training. We discuss such heady topics as defining what intraprenuership means and how we see that play out in the organizations we have both worked with. Take a listen to glean insights on how organizations can cultivate people and foster innovation from the viewpoint of a hired gun brought in from the outside. Resources The Innovation Economy Website: https://www.innovationeconomy.show Sign up for The Agile Brand newsletter here: https://agilebrandguide.com/ Get the latest news and updates on LinkedIn here: https://www.linkedin.com/showcase/innovationeconomy/ Listen to our other podcast, The Agile Brand with Greg Kihlström: https://www.theagilebrand.show The Innovation Economy podcast is brought to you by Arlington Economic Development: https://www.arlingtoneconomicdevelopment.com The Innovation Economy is produced by Missing Link—a Latina-owned strategy-driven, creatively fueled production co-op.
Unearth the true meanings behind the terms "safe space" and "brave space" with the help of our special guest, Dr Joanna Pagonis. Do you understand the real importance of psychological safety in your organization? Dr Pagonis unravels the answer to this critical question, and shares inspiring insights on how to lay the foundation for an atmosphere of trust and openness in your workplace, setting the stage for powerful and impactful communication.Who holds the power to mold the culture of an organization? That's right, it's you, the leaders. Dr Pagonis paints a vivid picture of the value of bravery in leadership and the necessity to question the status quo to create a comprehensive and fair environment. Learn how stepping up, speaking out, and pushing through, even in the face of exhaustion, can lead to positive transformations within your team. After all, taking risks can be the cornerstone of remarkable changes.We end the discussion with an essential message on the significance of fostering psychological safety and creating brave workplaces. Dr Pagonis's enlightening insights emphasize the role of self-awareness, empathy, and trust in human resources, and how leaders can contribute to the sense of inclusion, well-being, and safety in their teams. Ready to start creating brave spaces in your workplace? Tune in to this episode and let Dr Joanna Pagonis guide you on this transformative journey.Support the showRebel HR is a podcast for HR professionals and leaders of people who are ready to make some disruption in the world of work. Please connect to continue the conversation! https://twitter.com/rebelhrguyhttps://www.facebook.com/rebelhrpodcasthttp://www.kyleroed.comhttps://www.linkedin.com/in/kyle-roed/
On this episode of the Experience Unveiled I am joined by SAP SuccessFactors Chief Scientist, Dr. Autumn Krauss for a conversation on employee experience, including how the view of EX has evolved and thoughts on its evolution. Our discussion covers: How the SAP SuccessFactors Growth & Insights team supports growth opportunities for SAP SuccessFactors How SAP SuccessFactors is reimagining the learning experience for employees How employee experience has evolved over time and what prompted the evolution Employee experience in 2023 and what's next For more information, visit the SAP Growth and Insights HR Research Library, referenced in this episode.
In this episode of the HR Leaders podcast I'm joined by Nina Kontos, Senior Director of Global Internal Communications, Employee Experience & Learning at Axonius. Nina draws from her diverse background to provide fresh perspectives on fostering an engaged, informed workforce to discuss the crucial role of 'Why' in effective workplace communication.
On this episode of Team Building Saves the World we wrap up Season 4 with leadership expert Lisa Nordquist. Join us as we explore practical insights, success stories, and actionable strategies for effective leadership, employee engagement, and organizational change. Listen as we uncover the keys to putting theories into practice, as Lisa shares her invaluable experiences and innovative approaches, guiding listeners towards a transformative journey in pursuit of organizational excellence. You don't want to miss this one.
Exploring the lesser-known side of Human Resources through the lens of philosophy, we sit down with Ashley Thorson from Shazam. A unique blend of ethics, human behavior understanding, and business acumen, Ashley talks about her journey from an accounting major to an HR representative armed with philosophical insights. She highlights how a deep understanding of human behavior can create a comfortable workplace environment and why it's vital for HR professionals to be approachable.Switching gears, we dive into Ashley's perspective on self-care and gratitude, both vital elements in fostering positive team dynamics and handling challenging conversations. Ashley shares her light-bulb moments from her professional journey, revealing what makes an excellent employee experience. A deep-dive into the human side of HR, this episode is a treasure trove of insights, shining a new light on how philosophy can enrich our understanding of the workplace.Support the showRebel HR is a podcast for HR professionals and leaders of people who are ready to make some disruption in the world of work. Please connect to continue the conversation! https://twitter.com/rebelhrguyhttps://www.facebook.com/rebelhrpodcasthttp://www.kyleroed.comhttps://www.linkedin.com/in/kyle-roed/
In this episode, we are joined by Thomas Kunjappu, CEO and Co-founder of Cleary. Thomas and Meghan discuss how scaling companies can approach the Employee Experience as it relates to the people, tactics, and resources necessary to ensure employees are engaged and contributing to a positive company culture.
On our last few episodes of the Inclusion in Progress podcast, we've been sharing examples of the types of diversity, equity and inclusion (DEI) work we've done with client partners. In today's episode, we're speaking with Jimmy Rose, former Vice President for Employee Experience at Cotiviti. Since connecting with Jimmy in 2020, we were fortunate to partner with him to establish DEI foundations for his company, teams and larger company culture. In our conversation, we discuss: How Jimmy first got into DEI work and how he's seen the industry shift through the lens of Operations, HR and Employee Experience in Cotiviti How it was like to partner with us at Inclusion in Progress — and why he recommends working with an external consultant to focus a company's DEI goals in the early stages How the current landscape affects the urgency of DEI objectives companies set during the pandemic — and Jimmy's advice for practitioners when facing pushback or discomfort If you want to partner with IIP to create more equitable, effective teams in your hybrid workplace — email email@example.com to book a free no-pressure consultation with our team. In This Episode: [3:19] Jimmy reflects on his solo journey in leading DEI efforts and recognizing the need for external support. [7:04] Using data collection to understand the current status and identify areas for improvement within your organization. [11:08] The importance of cultural sensitivity when discussing diversity and inclusion. [15:04] Jimmy talks about starting an ERG at the organization he worked for with no budget, and the importance of getting started. Links: firstname.lastname@example.org www.inclusioninprogress.com/podcast www.linkedin.com/company/inclusion-in-progress Learn more about Jimmy Rose. Sign up for our July 2023 podcast mini-series: “Hybrid Work & Company Culture”. Download our 2023 Executive Roundtable Findings. Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company's DEI and remote work initiatives. Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training. Learn how to leave a review for the podcast.
With continuing market uncertainty, global business services (GBS) have become a business imperative. In this episode of Innovation Today, Jessica Constantinidis, ServiceNow Field Innovation Officer, discusses the value of global business services, the path to optimizing the customer and employee experience, and what comes next with Dr. Scott Mason, Partner & COO Switzerland, EY.See omnystudio.com/listener for privacy information.
LinkedIn is increasingly becoming a critical tool for sales and business. Add in AI, and now it's taking it to a whole different level. Companies that promote and support employee engagement and usage, especially thriving sales organizations that leverage social selling strategies, are reaping strong rewards. Where is it headed and how should employees and companies leverage it to build strong brands and uncover new business opportunities? In this latest episode, Brand the Change is thrilled to have LinkedIn Whisperer Brynne Tillman. Brynne provides a state of the state as well as some futuristic insights on integrating AI and where this powerful platform, now closing in on a billion users, is headed for employees and companies. Resources The Innovation Economy Website: https://www.innovationeconomy.show Sign up for The Agile Brand newsletter here: https://agilebrandguide.com/ Get the latest news and updates on LinkedIn here: https://www.linkedin.com/showcase/innovationeconomy/ Listen to our other podcast, The Agile Brand with Greg Kihlström: https://www.theagilebrand.show The Innovation Economy podcast is brought to you by Arlington Economic Development: https://www.arlingtoneconomicdevelopment.com The Innovation Economy is produced by Missing Link—a Latina-owned strategy-driven, creatively fueled production co-op.
In this episode, Jason Averbook explores the transformative power of generative AI in shaping the future of employee experience. As the digital age continues to evolve, generative AI is redefining roles, automating mundane tasks, and personalizing the employee experience like never before. From onboarding to performance reviews, compensation, and talent management, Averbook discusses how generative AI is revolutionizing every aspect of HR. Join us as we delve into the impact of generative AI on employee experience and the renaissance it brings to HR in the digital era.
Get ready to embark on a journey through the world of HR with our returning guest, Marc Miller, author of "Immortal HR: The Death and Resurrection of Miss HR Job." Does the idea of HR becoming immortal intrigue you? We're here to unravel it with Marc, who shares his insights on HR's indispensable role during the COVID-19 pandemic and how the profession had to embrace technology to keep workforces safe.Hold tight as we explore the changing landscape of HR in the age of technology. How has COVID-19 impacted HR? How can AI facilitate or hinder workplace dynamics? Marc enlightens us on these questions as we delve into the rise of social movements in workplaces, the importance of identifying key workers, and the potential pitfalls of AI. He uses the Workday vs. Mobley lawsuit as a case study to dissect the biases embedded in AI algorithms, highlighting an often overlooked but critical aspect of technology in HR. Navigating a multigenerational workforce is another challenge in the modern workplace. How can HR leverage technology to manage talent? Mark shares his thoughts on this, emphasizing the significance of understanding different generations and staying agile. And as we wrap up, Marc revisits the Workday vs. Mobley lawsuit and how it holds implications for HR departments. Join us in this episode of the Rebel HR podcast, where we pull back the curtain on the intricate relationship between HR and technology with Marc Miller.Support the showRebel HR is a podcast for HR professionals and leaders of people who are ready to make some disruption in the world of work. Please connect to continue the conversation! https://twitter.com/rebelhrguyhttps://www.facebook.com/rebelhrpodcasthttp://www.kyleroed.comhttps://www.linkedin.com/in/kyle-roed/
This episode is the second part of a special focus of the Georgia Tech Research Podcast on the 50th anniversary of Section 504, the federal law that became the Americans with Disabilities Act (ADA). The host of this episode, J. Denise Johnson Marshall, ADA Compliance Coordinator at Georgia Institute of Technology, calls this series “a very special podcast for us at Georgia Tech.” The guests for this episode are representatives from Georgia Tech's Employee Relations Dept., Captioning and Description services, the CARES Employee Resource Group, and the Excel program. This episode is in conjunction with the creation of a special award at Georgia Tech. As a part of Georgia Tech's commemoration of the 50th anniversary of Section 504 of the Rehabilitation Act of 1973, the Office of Equity and Compliance Programs – ADA Compliance established an award called Advocates for Accessibility. The Advocates for Accessibility award recognizes individuals who have actively worked to improve accessibility for people with disabilities in the Georgia Tech community. The guests for this episode are representatives from Georgia Tech's Employee Relations Dept., Captioning and Description services, the CARES Employee Resource Group, and the Excel program. Thank you to our guests from Georgia Tech's Employee Relations Dept.(Langston Jackson), Captioning and Description services (Sheryl Ballenger), the CARES Employee Resource Group (Asha Hagood), and the Excel program (Kenneth Surdin), and our host Denise Johnson Marshall. TRANSCRIPT: Announcer This is the Georgia Tech Research podcast presented by GTRI. Join us as we move forward one research story at a time. Announcer The views represented in these interviews do not reflect the views of the organization. They are anecdotal views of individual experiences. Eric Klein Welcome to the Georgia Tech Research Podcast presented by GTRI. This podcast highlights research and opportunities around Georgia Tech and the Georgia Tech Research Institute. Today's episode titled Beyond Compliance is in recognition of the 50th anniversary of Section 504. This is the Rehabilitation act, which became law in 1973. My name is Eric Klein and today's host is Denise Johnson Marshall. Denise Johnson Marshall Welcome to the Beyond Compliance Podcast. I'm your host, Denise Johnson Marshall, Director of Equity and Compliance Programs and also the Institute ADA Coordinator, and I'm part of the Office of Equity and Compliance Programs. Today we'll be highlighting the individuals that are behind some of the services that you may or may not know about at Georgia Tech and GTRI that help to impact the lives of individuals with disabilities. Today you'll hear from employee relations, captioning and description services, the CARES Employee Resource Group, and finally, the Excel program. Let's take a break from this podcast to listen to more about departments that we want you to get to know. Asha Hagood Get to know CARES ERG the CARES at GTRI Employee Resource Group is an inclusive community for employees who identify with having a visible or invisible disability, caregivers for individuals with disabilities, and allies of the community. Our mission is to create space for issues around accessibility by amplifying the conversation around accessibility inequity and by providing educational opportunities around accessibility compliance. We're seeking to grow our membership and have several cochair positions that could use your ideas and your voice as we gear up to provide information sessions and other fun events. If you're interested and are an employee at GTRI, please reach out via our contact form on Webwise. Cares and other ergs are listed there under the Communities tab. Denise Johnson Marshall Now that you know a little bit more, it's time to get back to the podcast. Our first guest for the Beyond Compliance podcast is Langston Jackson. Langston is the HR Compliance Coordinator for Employee Relations on our campus. Welcome, Langston. Langston Jackson Thank you for having me. Denise Johnson Marshall Can you briefly tell us the role of your office and briefly your responsibilities? Langston Jackson My office has several responsibilities. One of them includes the administration, Americans with disabilities reasonable accommodations process for employees. We administer that. The office is also responsible for coordinating the development of the Institute's Affirmative Action Compliance Program, as well as the administration of the university's impartial board of Review Appeals process and Procedures. Denise Johnson Marshall That's very interesting can you tell us a little bit about what elements of an employee's job responsibilities do you consider when you're considering reasonable accommodations? And also, could you define that a little bit for us? What are reasonable accommodations? Langston Jackson So under the ADA, a reasonable accommodation is basically a modification or adjustment to the job or the work environment that allows a person with disability to still perform the essential functions of their job. The essential functions are the major components of the job duties. Minimal parts of the job duties are not considered essential functions. It is the functions that take up a large part of the job aspects. Denise Johnson Marshall Do you have any examples of that? Langston Jackson Yes. For example, individual that's a courier, their essential functions may include driving, whereas your most administrative functions would not include that. That would be in office work. Accommodation for a courier would have to take into consideration driving requirements, whereas most individuals, they don't understand that ADA does not contemplate how they get to and from work. So what the ADA does take into consideration is the essential functions that they're taking when they are working. Denise Johnson Marshall So who decides what is essential? What isn't essential? You had an example of a carrier, and it may be essential to be able to get back and forth as far as those other types of tasks. Who decides what is essential? Langston Jackson What will happen in the accommodations process? My department will send a request for essential functions and job analysis forms to be completed by the employee supervisor. We typically ask that they return those documents to us within five business days. Those forms break down into percentages what the job duties are. We ask that they give us at least four and that the supervisor breaks them down into percentages for us to review and to consider in the accommodations process. Denise Johnson Marshall So what should an employee with a disability expect when they're going through this process? Langston Jackson It's an interactive process. It requires give and take from the employee, the department, and from our office. We obtain the essential functions in the job analysis forms, and a key component is another form called the medical certification form. That form gives us what the condition is. It gives us an idea if this is a temporary or permanent condition. It lets us know what the limitations are for the individual, and it also gives us recommendations for the accommodation for the employee that will help them best perform the essential functions of their job. Denise Johnson Marshall What type of guidance does your office give to the Georgia Tech larger community, such as maybe supervisors or HR business partners? Langston Jackson With regards to our interactions to supervisors and the HR business partners, we first and foremost try to make sure that they are aware and are sensitive to the accommodation for the employee. What we like to do with all of them is to ensure that we've gone over the process and the Americans with Disabilities act with them so that they understand certain requirements and certain things that the department will have to supply to the individual. What we often find is that individuals that haven't gone through this process before, we explain everything with regards to the essential functions, the medical certification form, and then we like to go over any questions that they may have. It's really a give and take. At the end of the day, we try to establish that the department can make their recommendations as well, and we're letting them know also what the employee is asking for. Denise Johnson Marshall So what is the best way for an employee to contact you if they just have questions or they want to get the process started? Langston Jackson Anyone wishing for additional information may contact the office at email@example.com. Again, that's firstname.lastname@example.org. They can contact me directly by email at email@example.com. Denise Johnson Marshall As our listeners may or may not be aware, we are also celebrating the 50th anniversary of the Rehabilitation act of 1973. With that in mind, are there any final thoughts that you have on your office's mission and goals? Langston Jackson As we're celebrating the 50-year anniversary of the Rehabilitation act of 1973, we recognize the many strides that have been made and that there are many more that we still can improve upon for employees with disabilities. My office is proud to continue in advancing this work forward and here to assist and guide all employees at Georgia Tech with the provision of reasonable accommodations. Denise Johnson Marshall Langston, thank you so much for taking the time out to briefly talk about your office and what you do. Langston Jackson Thank you all for having me. Thank you for all that you do for the employees here at Georgia Tech. Denise Johnson Marshall Let's take a break from this podcast to listen to more about departments that we want you to get to know. Kendra Brown Get to know the center for Inclusive Design and Innovation the center for Inclusive Design and Innovation, also known as CIDI, is housed within the College of Design at Georgia Tech. The accessibility experts at CIDI have decades of experience in user centered accessibility research and delivery of services to help individuals with disabilities. CIDI's overall mission is to improve the human condition through equal access to technology based and research driven information services and products for individuals with disabilities. With its rich history of providing accessible solutions to an underserved community, CIDI has positioned itself as a leader in accessibility and inclusion. CIDI is committed to promoting technological innovation and addressing unmet needs by providing accessible and inclusive environments for all. Maintaining dynamic partnerships with universities, state agencies, publishers, nonprofit groups, and corporations allow CIDI to continue to expand its expertise and further advocate for accessibility in Georgia, across the country, and internationally. For more information about CIDI, you can visit their website at www.cidi.gatech.edu or you can contact their customer support team by phone at 404-894-7756. Denise Johnson Marshall Now that you know a little bit more, it's time to get back to the podcast. Our second guest today is Dr. Sheryl Ballenger. Dr. Ballenger, thank you so much for being a part of our second Beyond Compliance podcast. Sheryl Ballenger Thank you so much for having me. I'm excited to be here. Denise Johnson Marshall Dr. Ballenger is the Manager for Deaf and Harder Hearing Services as a part of the center for Inclusive Design and Innovation here at Georgia Tech. Dr. Ballenger, can you briefly tell us about your role within CIDI and your responsibilities? Sheryl Ballenger Yeah, I'd love to. I am Manager of our captioning and describe media services as part of CIDI. This is a unit that started in 2011 when CIDI was interested in entering into being able to provide services for students who were deaf and hard of hearing. My background being an interpreter for the deaf one point, and also with a degree in deaf Education, made it a good fit for me. We were able to then begin having captioning for classes for students in different colleges across the Board of Regents, as well as captioning videos that were used in educational environments. First series that we actually captioned was a welding series for one of the technical community colleges in Georgia. Denise Johnson Marshall That is very interesting. When we often see captions or audio descriptions, we know that it's there, but we really don't understand what it takes to get there. Can you tell us a little bit about that process? Sheryl Ballenger Sure. First of all, we're going to look at video captioning or caption Media, whichever way you would like to phrase that. Basically, that involves media access. Most of the media that we do work on is for education purposes, but we also serve nonprofits and other groups that post media to their websites and want those videos captioned. There's also speech to text systems and there's two main ones that are used. The first would be CART. CART, and that stands for communication access, real time translation. This requires a skilled stenographer who's using a stenotype machine and is writing at a near verbatim speed. No matter how fast the speaker is speaking, they're keeping up with them. And then another speech to text system that we use is called either Cprint, the software or Typewell. This type of captioning is meaning for meaning. The Cprint software was developed by National Technical Institute for the Deaf. They developed the Cprint software about 20 years ago or so in a way to make sure that there was a meaningful way for captions to happen for deaf students. The Cprint software actually uses a qwerty keyboard and is something that most people already have skill with to be able to provide once they do CPrint training. Denise Johnson Marshall How do you know what is appropriate to use in which instance Sheryl Ballenger That's determined by the user. If a student attending college will consult with their disability services office together, they, with their disability services coordinator can work out which would be the best for their use. CART does require near verbatim English skills, so that would be somebody who is a very strong reader and who can read to learn. And that's a different skill than just reading for enjoyment. Reading for learning is difficult for some people and then Cprint because of the way it was created by the technical institute for the deaf, because it's developed for a meaning based representation of what's spoken, is typically more of a form that's understandable by people who don't have the ability to really learn everything from reading and want to see that language put in a way that's more understandable. Transcripts are also available for both services, CART or Cprint, so they also kind of serve as a double accommodation so a student can have real time access with CART or Cprint, plus they get notes afterward that they're able to then use for studying later on. You kind of mentioned audio description. It's not really one of the speech to text systems at all, or captioning, but it is used on videos. Audio description is visual information that describes the action, what's being shown on screen, what graphs may include, that kind of thing. Denise Johnson Marshall So if I'm a department and I have an event and I want to get it captioned, what would be some of the things that I would need to take into consideration? More specifically, what is the difference between closed captioned and open captioned? Sheryl Ballenger Well, if you're planning an event, first thing you're going to want to do is put out a statement letting your participants know that you're going to have accommodations available. Usually one of those accommodations would be we're going to offer captioning, and when it's an event, it's usually cart because that's more near verbatim and that's what most of the audience is going to prefer not just people who are deaf and hard of hearing. Use cart people who need a little more support to understand what's going on, use Cart as backup for listening once it's determined that Cart is going to be provided as a coordinator or event planner, then you would need to contract with an agency that supplies cart. Once you have contracted with an agency that's going to supply your cart, you're going to need to make sure that the event, whether it's online or in person, has good audio and connectivity for connecting. If it's going to be with a remote service provider. In most cases, that's going to require testing in the beginning just to make sure that you are connecting and that the audio is nice and clear and that the cart captionist is able to understand and hear clearly. Now you asked about open or closed captioning. Those terms refer to the video captioning or caption media. When video captions are created, the choice is closed or open. Closed captioning means that the user will need to turn those captions on or off. If they choose to use them, they'll turn them on. So YouTube provides a way for turning captions on on a video. Televisions and things that people view screens always have a way to turn captions on or off. But in some cases, when you're showing videos that may be projected on a screen that are used for general information purposes, captions for those need to be open. So open captions are always there, they're burned onto the video. Those captions are not chooseable. You can't turn them off or turn them on. Denise Johnson Marshall How much time does it take for audio description and what does your team do. Sheryl Ballenger Regarding the time of how long it takes to have a video captioned or to set something up, or to have audio description added to your video. Video captioning that is accurate starts with a transcript, a correct transcript with punctuation, correct spelling, speaker identification and sound effects if there are any in the recording. Typically, that takes seven to 14 business days. For us at CIDI, section 508 calls for captions that are accurate and synchronized. That means there can't be anything that's not correct in the captions. For audio description, we start with viewing and writing a script of the action or visuals that may be in a film. The script is revised several times to ensure that it is both succinct and that it conveys the essence of the scene that is appearing on the film. Then placement of the lines in the script is determined. We don't want to make a video become longer or too much longer than what everyone else is going to view? Because that wouldn't be fair. We have to find places to fit the description in in the nonadio segments to make sure that audio described film meets our standards and what we want to see. As far as good audio description, that typically takes three to six weeks or so depending on the length of the video and the content. Denise Johnson Marshall Can you tell us what is the difference between automatic captioning that you may find on a lot of video conferencing platforms versus real time captioning? Sheryl Ballenger Accuracy is important here. If you were having a low stakes meeting, maybe it's just a small group. The employee is very familiar with everything that's going on in the unit, knows all of the types of systems that are used. This is not a training event. This is just a conversation that's going to happen between employees. Then that might work for using an automatic type captioning service such as something that's included in Zoom. But if you're talking about high stake settings, then the auto generated captions are not appropriate. The problem with auto generated captions is that they do strive for the best guess. If it didn't quite comprehend a word, the system didn't understand the accent of the speaker. It's just going to throw in a word that makes sense in that sentence. But that may not actually be what was spoken and it could actually lead somebody to understand the wrong thing. When we did some tests on some of the auto generated systems that are used in the US, the very best platform scored at 89% accurate. That means that 11% is still inaccurate and it's not fair to the user who's depending on these captions to miss out on 11%. Denise Johnson Marshall What is the best way to learn more about captioning, audio descriptions or just ways to make your content more accessible? Sheryl Ballenger The best thing you could do is to just use it. When you watch YouTube videos, turn on the captions if you create content of your own and post to YouTube. Google Help has information where you can learn how to caption your own videos and you'll actually be contributing to the media that's more accessible for everyone. When you do that, you can attend movie theaters that offer caption devices. They even have described audio devices that you can check out from the customer service area and listen to during the movie. All television and subscription service broadcasts now have captions. Most of the subscription services also have descriptions added. Denise Johnson Marshall Are there any final thoughts that you may have for the Georgia Tech community on your office and your mission? Sheryl Ballenger Our mission at CIDI is to improve the human condition through equal access to technology based and research driven information services and products for individuals with disabilities. Part of what we do at CIDI is to make sure that we offer many services as well as we conduct research and accessibility. We also house Georgia's Tools for Life program, which is an Assistive Technology act federally funded program. Part of the fun they get to have at work is to use some of these great assistive technology tools that are available and show them to individuals who are interested in learning more about them. Our website is cidi.gatech.edu. That is cidi.gatech.edu. Denise Johnson Marshall Dr. Ballinger, thank you so much for being a part of our second Beyond Compliance podcast. Sheryl Ballenger You are so welcome. I enjoyed being here. Denise Johnson Marshall Let's take a break from this podcast to listen to more about departments that we want you to get to know. Kendra Brown Get to know the Office of Disability Services for Students. The Office of Disability Services, or ODS, collaborates with students, faculty and staff to create a campus environment that is usable, equitable, sustainable, and inclusive of all members of the Georgia Tech community. If students encounter academic, physical, technological or other barriers on campus, the Disability Services team collaborates with the students to find creative solutions and reasonable accommodations. ODS, located in the Smith Gall Student Services Building, also known as the Flag Building Suite 123, is passionate about providing support and resource information for students with disabilities at the institute. For more information, visit our website at disabilitieservices.gatech.edu or email us at firstname.lastname@example.org. That's email@example.com. Denise Johnson Marshall Now that you know a little bit more, it's time to get back to the podcast. I'd like to welcome our third guest today to the Beyond Compliance podcast, and it's Asha Hagood. Asha is the Senior Project Support Specialist with GTRI. Welcome, Asha. Asha Hagood Thank you so much for having me. Denise Johnson Marshall Can you tell us a little bit about your role and your responsibilities? Asha Hagood As you stated, I work as a project Support specialist Senior on the Organizational development team, and I lead the team's quality assurance efforts for all of the content that we push out, and I also do some program management within that role. We administrate some great programs in support of employee growth and development, like the Career Link program, Job Rotation, Toastmasters Club, and we sit within the Employee Experience team under GTHR. We contribute to the organization's strategic vision by providing high quality, impactful learning experiences. Things that we develop are primarily for our GTRI audience, but we also support campus efforts. Additionally, I'm the Executive sponsor or Chair for the CARES ERG. ERGs Being employee resource groups, I stepped into that role in May of this year. Denise Johnson Marshall Can you tell me a little bit more about the CARES Employee Resource Group and a little bit about the mission? Asha Hagood All of the ERGs were established in 2020 in conjunction with a GTRI 2020 Strategic plan. Overall, mission and purpose of all of the ERGs is to facilitate an inclusive work environment, thereby promoting a sense of community and belonging at GTRI, and to create a shared space to strategically impact change. There are a few ERGs cares is one of six ERGs. Apart from functioning as a beacon for employees who require accessibility solutions, as well as for those who are advocates for the accessibility community or caretakers, I like to think that our mission is to cultivate thought leaders in the realm of accessibility and accessibility awareness. We help provide insights to influence decision makers to keep accessibility front of mind One of our members made the point recently that accessibility provisions and mindfulness may seem like an extra step now, but it could and should become a part of your workflow if you create content or manage people. Denise Johnson Marshall Can you tell us about some of the resources that you provide to employees with disabilities? What are those specific resources that the ERG provides? Asha Hagood Our strongest resource right now is ourselves and the lending of our voices for employees who may need them. We're a group of about 25. Some folks might be hesitant to speak up about an accessibility need. They may not want to self-identify or be considered a squeaky wheel, but we'd consider it a win if that hypothetical employee will reach out to cares and ask us what we could do to support them. And that support could look like putting them in touch with resources such as CIDI Centers for Inclusive Design Innovation. They're a tremendous resource. As well as the Georgia Library Service, the GLS is also under the USG umbrella. The GLS serves people who are blind or print impaired. Or I could put them in touch with your office or with Dr. Anne Harris. If they're meeting with resistance or running into brick walls, the support of our group could give them a second wind. CAREs could help move the needle. Denise Johnson Marshall And, Dr. Harris is the compliance advisor who works with our guests that we had on early Langston Jackson. Asha Hagood Yes, yes, indeed. We've partnered with Dr. Harris on some initiatives, such as the Self Identify campaign. That was an important initiative. The data that bears out from that initiative can help us to launch some programming that would be meaningful to the folks at GTRI. Denise Johnson Marshall In the CARES ERG. Do you have meetings or is all the information just found online. Asha Hagood We have a monthly meeting with our members, and we discuss different initiatives that we want to roll out, and we do publicize that within some channels at GTRI. We do a notice to remind members to attend the meeting and to also invite others who just may be curious to come on and attend the meeting as well. Aside from just using the group as a resource or a touchstone, we've got a tip sheet up on our WebWise intranet site and we're going to add some other content there soon. And we're also going to host a screening of the critically acclaimed film Crip Camp, so stay tuned for that. Denise Johnson Marshall If I work for GTRI and I'm a manager and I wanted to connect an employee to the group, what would be the best way to do that? Asha Hagood They can search us up on WebWise. Under the Communities tab, all of the ERGs are listed. We have a contact form there. They could reach out to us via that form, or they could reach directly out to me. Asha Haygood by email or slack. Denise Johnson Marshall That is great. This is definitely a model for the Greater Georgia Tech as well, and it's a great way for us to close out our 50th anniversary of the Rehabilitation act of 1973. As our final question, do you have any final thoughts for us? Just about your program, its mission and its goals. Asha Hagood I would like to note that we are looking to grow our membership, so that is always a goal. Every voice that comes on board contributes to more diverse thought and reinvigorates our mission. So we're looking for some co-chairs in a couple of areas, and they would serve as the primary contact for outreach and maintaining partnerships and also community engagement. And they would serve as the primary contact for communications, marketing and those related activities. That's what I'd love to leave you with. And also, I thank you so much for extending an invitation to come and chat. Conversations like these will help ensure that accessibility is a forethought and not an afterthought, as one of our cares members recently stated. Denise Johnson Marshall Thank you. We're happy to have you. And just one final thing, can you just remind all of GTRI again? What is the best way to get the information on this particular ERG or any of the ERGs? Asha Hagood To get information on any of the ERGs, you would go to the webwise page, and that's GTRI's intranet. Under the Communities tab, all of the ERGs are listed. If you're interested in ours, you would click CARES Erg and that will take you to our page and our resources and my contact information. Denise Johnson Marshall Thank you so much. I appreciate your time today. Asha Hagood Thank you so much again Denise for having me. Denise Johnson Marshall let's take a break from this podcast to listen to more about departments that we want you to get to know. Kendra Brown Get to know the Office of Equity and Compliance Programs the Office of Equity and Compliance Programs is here to educate, identify and illuminate systemic and institutional barriers to equity and inclusion at Georgia Tech while creating a culture beyond compliance. Our office provides support and investigates matters involving accessibility compliance issues. These issues can include physical or digital accessibility barriers on campus, disability, discrimination, sexual harassment, and sexual violence. Additionally, we provide resources to pregnant and parenting individuals. As a part of our mission to educate the campus community about our office and the work that we do, we offer a series of trainings and workshops. This is to ensure that our campus partners have the tools to support the institutional strategic plan of expanding access and creating a diverse, equitable and inclusive environment. We invite you to collaborate with us as we work together to build a better Georgia tech. To learn more or submit a report of compliance issues, visit our website at diversity.gatech.edu/equityandcompliance. Denise Johnson Marshall Now that you know a little bit more, it's time to get back to the podcast. I'd like to welcome our fourth guest to the Beyond Compliance podcast. We have Dr. Ken Surin. Ken is the Director of the Excel Program. Welcome, Ken. Ken Surdin Nice to be here, Denise. Denise Johnson Marshall Ken, can you tell us about the area of your role within the CEISMC program and then specifically about your responsibilities? Ken Surdin Excel at Georgia Tech is a program within CEISMC. It's a four year certificate program for students with intellectual and developmental disabilities, and it falls under the classification of Inclusive post-secondary Education. Denise Johnson Marshall For those who may not be as familiar, can you tell us exactly what is the CEISMC program? Your overarching program that the EXCEL Program is a part of. Ken Surdin Within Georgia Tech is the center for Education, Integrating Science, Mathematics and Computing. EXCEL is part of that program. EXCEL was started in 2014 and we had our first group of students, a group of eight in a cohort, begin in 2015. There's about 260 programs across the country that are IPSY programs. EXCEL is one of about 40 4 year programs that offer Pell Grants, on campus housing, inclusive clubs, internships and is designated as a comprehensive transition program by the Department of Education. I am the founding director of that program going into my 10th year. Like a lot of directors across Georgia Tech, I am writing grants and raising funds for program needs and scholarships so that we can make sure that our program is both equitable and accessible to students that may not otherwise be able to afford college and be able to attend Excel. Denise Johnson Marshall Can you tell us a little bit about the history of the Excel program at Georgia Tech, and then also a little bit about some of the other similar programs in higher education that we may have modeled ourselves after or we've exceeded the expectations. Ken Surdin Great question. Excel was birthed out of the College of Business by Terry Blum, who was the former dean of the College of Business and the founding director of Georgia Tech's Institute for Leadership and Social Impact. Also, Professor Cyrus Auiden from the School of Mechanical Engineering both had a son and a daughter who had an intellectual and developmental disability, and they saw this growing movement across the country of inclusive programs and they thought, Georgia Tech has a standard of excellence. Why not have a program at Georgia Tech that could be as good and hopefully better than any of the other programs that existed out there? They really helped birth the program and then they hired me about a year in advance of having any students on campus to develop all aspects of the program. I had a year to do it and work under the structure of being a pilot program under the provost office. That really is the incubation of EXCEL. Also say that what makes us unique is that most programs like EXCEL across the country are housed within special education centers within a university or college, and they're typically liberal arts institutions. Ken Surdin Georgia Tech is not a liberal arts institution and the fact that we came out of the College of Business and are now in CEISMC really shows how entrepreneurial the mindset was in creating EXCEL. In fact, all the staff and faculty that are involved with EXCEL have used design thinking to develop the courses, to develop competencies and curriculum and measurement of our outcomes so that we can track individual students progress, students as a cohort's progress, and also our program's progress to make sure that we are constantly under a continuous improvement model. I think that really sets us apart in terms of the programs across the country is the fact that we're tracking what we do, throwing out what doesn't work and improving what does. Denise Johnson Marshall It also sounds like an asset to have that type of thinking with this program. If there is a student out there who wants to work or volunteer for this program, can you tell us how they could do that? And then also, what does the whole selection process look like? Ken Surdin Absolutely. We have a full-time mentor coordinator. His name is Luke Roman. He's been with the program for six years. He helps recruit students to work with our students as mentors and coaches. He will take a phone call or an email. You can reach out to him. You can reach out through our website and find out more about how to be involved with the program. I'll also add that the feedback from many of our mentors over the last nine years has been that the experience has helped them in their co-ops and their internships and also gain employment after they graduate. They've been told that employers often ask them about their EXCEL experience, and the reason is that employers are looking to hire people that are collaborative, that can work in groups, that can work with people that may see the world differently, and who are able to quickly understand when somebody may not understand something they're saying and pivot and rephrase what it is they say so that they communicate clearly. They believe that working with EXCEL students has taught them how to do that. Another thing I'll add is that Georgia Tech degree seeking students are the hiring managers and employers of the future, and the fact that they're working with our students means that one day they may be in a position to hire them because they're aware of their gifts and their capabilities and their assets can help carve a job that might be appropriate for them. Denise Johnson Marshall Sounds like a great asset to be located exactly where we are. Through your ten years of being the director of EXCEL, what would you say are the top three experiences that participants have said have been the best part of their time with the program? Ken Surdin I would point to students talking about gaining greater independence and independent living skills by living on campus or in many cases, private dorms just off campus, being involved in the community of Georgia Tech, gaining friendships within the program among mentors, improving their social skills, which is an asset for gaining employment, something that we do through an evidence based social skills course that we teach and in which degree seeking students act as mentors. Employment and the opportunities that they gain through their internships on and off campus are something that students get really excited about. And finally, convocation or the graduation ceremony, which is really the cherry on top for all of our students. Denise Johnson Marshall What does EXCEL's Career placement program look like? Ken Surdin Great question. I'm glad you asked that. We have three full time career advisors staffed at EXCEL faculty and staff. They teach career courses starting the first semester that a student arrives on campus. Students do internships every semester after that at a minimum of seven internships. Give you an example. I had a cohort of eleven students graduate and they had 96 internships between them by the time they graduated. Their students are taking career courses, participating in internships on campus, at Barnes and Noble, at CIDI, at the Dean's office. They're also participating in internships and paid jobs with over 100 employers that we work with, the Center for Disease Controls, National Center on Birth Defects and Developmental Disabilities. I've had two students intern there. I've had four students intern at Georgia LEND. I've had students intern at Fulton county government, and on and on and on. I could talk about the internships they're involved in. Another thing I'd like to add that sets Excel apart from many programs is that we actually track our graduate employment outcomes from year to year. 93% of our graduates are currently employed. If you look at Bureau of Labor Statistics for 2022, only 21.3% of people with any disability were employed in America, and it was about 19% for the population that we serve intellectual and developmental disabilities. Ken Surdin The fact that we're at 93% shows that our students are motivated and capable of working and that opportunities need to be put before them so that they can show those capabilities and be participants in the world of work and their communities at large. Denise Johnson Marshall Are there any final thoughts that you want the Georgia Tech community to know about your program and your mission? Ken Surdin Yeah, sure. Our mission is Excel at Georgia Tech, providing an innovative, inclusive college experience for students with intellectual and developmental disabilities, awarding professional education certificates, and preparing students for employment and fulfilling lives. One of the other aspects of the program that's really important, especially when it was being founded, was that Terry Blum and Cyrus Aidun wanted to make sure that the program fit within the strategic mission of Georgia Tech as a whole. Improving the Human condition was front and center, and this program definitely supports Georgia Tech's mission and their values and their ethics. One thing that many programs don't do, that we do is provide a whole year of transition courses to prepare students for life after college that cover seven key areas of transition. So, for example, housing. Where are you going to live? Transportation. How are you going to get back and forth to where you live and to your job? Where are you going to work? Health and wellness, Technology. Just some of those, to name a few. But we work on developing a plan for the students, also working with the families to understand what level of support the students will need when they graduate so that they can succeed in the world after college. Ken Surdin I often say that we are preparing our students for the world of work and to be full participants in their community. But the world of work and communities are not prepared for our students. If you enter with a disability in our program, you're exiting with a disability from our program. And all the challenges that exist for people with disabilities in the world still exist when you graduate from college. We may be better preparing our students for life after college, but all of those challenges are still there as a nation and a state, and as communities, we still have a long way to go to make sure that these students are successful post-graduation. Denise Johnson Marshall One last time, how can individuals contact you, your office, your program? If they want to know more information. Ken Surdin You can contact us at firstname.lastname@example.org. That's email@example.com. Denise Johnson Marshall Ken, thank you so much for your time today. It was great to hear about the program and its continued growth. Ken Surdin Denise, it was an absolute pleasure to be on this podcast and I wish you all the best and hope that you keep doing it. Denise Johnson Marshall Thank you. Let's take a break from this podcast to listen to more about departments that we want you to get to know. Kendra Brown Get to know GT Human Resources employee relations at Georgia Tech individuals with disabilities have an equal opportunity to pursue education or employment and to have access to campus programs, activities and services. If you are an employee or visitor and you have a disability and need assistance, we are here to help. The purpose of Georgia Tech Human Resources Employee relations is to one, coordinate, facilitate, and monitor the interactive reasonable accommodation process, or RA plan, which may assist qualified employees in performing the essential functions of their position and two, coordinate Georgia Tech compliance with the employment requirements of the Americans with Disabilities act, or ADA, and with other related laws, policies and procedures and three, ensure qualified persons with disabilities have full and equal access to all terms and conditions of employment, regardless of disability and four, educate staff on their rights and responsibilities under the Americans with Disabilities act and provide technical assistance as needed. For more information, please visit our website at ohr.gatech.edu/disabilityservices or email us at firstname.lastname@example.org. That's email@example.com. Denise Johnson Marshall Now that you know a little bit more, it's time to get back to the podcast. Thank you for joining us for our Beyond Compliance podcast. This is the end of our series of the 50th anniversary of the Rehabilitation act of 1973. Join us for future broadcasts on beyond compliance. Announcer And thanks to everyone joining us for this episode. For more information on this episode's guest and additional resources, check out the show notes for this episode and feel free to contact us via email at firstname.lastname@example.org. If you aren't aware already, please note that the Georgia Tech Research Podcast is now available on Apple Podcasts, Google Podcasts, and Spotify. Tell your colleagues and others who might be interested in Georgia Tech research to subscribe and tune in.
In a world where businesses prioritize customer experience, CEOs must grasp the profound impact of employee experience. In a compelling discussion with Tiffani Bova, author of "The Experience Mindset," we explore the importance of elevating the employee experience. Tiffani emphasizes the need for CEOs to understand the link between employee satisfaction and customer success, fostering a cycle of growth.Tiffani underscores the undeniable connection between employee and customer experiences. She asserts that happy employees lead to happy customers, emphasizing the need for a supportive work environment. She states, "To win customer love, you must first earn employee affection." This highlights the pivotal role of the employee experience in driving customer satisfaction.To enhance the employee experience, CEOs should align KPIs for both customer and employee satisfaction. Tiffani recommends questions like, "What are your top customer experience KPIs?" and "Is leadership success tied to these KPIs?" Harmonizing metrics and compensation ensures equal importance for both customer and employee satisfaction. What impacts one will impact the otherImproving the employee experience doesn't require massive changes. Tiffani advises CEOs to begin with one aspect at a time, addressing pain points and streamlining processes. Conducting pulse surveys and seeking employee feedback initiate a culture Tiffani Bova's insights highlight the pivotal role of employee experience in company success. CEOs must prioritize employee well-being, align metrics, and make incremental changes. Embracing modern tech and ensuring it is making jobs easier not harder is vital. CEOs must balance employee experience with customer experience for lasting success.Chapters01:35 Tiffani Bova's background and book "The Experience Mindset".04:55 The research on the impact of employee experience on customer experience.08:07 CEOs acknowledging the lack of ownership of employee experience.12:27 The disconnect between customer-centricity and employee experience.15:23 Employee experience impacts customer experience in the long run.18:19 Process alignment and technology integration improve employee experience.21:02 Simplify tasks and processes to improve employee experience.26:47 Importance of ongoing conversations and employee input30:18 Happy customers don't always mean happy employees34:41 Outdated technology is a major challenge for employeesAbout GuestTiffani Bova is a renowned business strategist, speaker, and author known for her expertise in sales, growth, and innovation. She has held prominent positions at leading technology companies, including Salesforce, where she served as the Global Customer Growth and Innovation Evangelist. Tiffani is recognized for her insights into customer-centricity, digital transformation, and the future of business.Throughout her career, Tiffani has been a sought-after keynote speaker and thought leader, sharing her knowledge on topics such as sales and marketing strategies, customer experience, and the impact of emerging technologies. She is also the author of the book "Growth IQ," which explores various strategies for driving business growth.Tiffani Bova's work has made her a respected voice in the business world, and she continues to inspire and educate professionals through her speaking engagements, writings, and consulting work.Social Links Connect with Tiffani Bova on her official website:Tiffani BovaFind Tiffani Bova's books, The Experience Mindset and Growth IQ on her websiteTiffani Bova - The Experience MindsetTiffani Bova - Growth IQConnect with Tiffani on LinkedIn:(99+) Tiffani Bova | LinkedInYou can learn more about and connect with Alice Heiman in the links below.Connect with Alice on LinkedIn:(99+) Alice Heiman | LinkedInCheck out Alice's website:Alice Heiman - Alice Heiman
This episode features an interview with Betsy Leatherman, Global President of Consulting Services at Leadership Circle. Betsy has 10 years of experience transforming executives and middle managers into exceptional leaders. In her current role, Betsy helps clients become more effective leaders so they can make decisions that engage and motivate members of their organizations and customers they serve. In this episode, Amanda and Betsy discuss leadership development, common mistakes leaders make during layoffs, and the two leadership orientations.-------------------“The rubber meets the road at the middle manager. Because, even if you've got a great leadership team that's highly developed, if they do not translate that through the way in which a middle manager shows up to a frontline employee, it doesn't matter. If you've got a great set of senior leaders, let's say, and then a set of middle managers that haven't been developed, it can actually be really, really challenging for the frontline employee. Because, they see one thing and they experience something so different, and immediately they'll lose trust. My perspective is if you start at a customer and then you move backwards in terms of importance, frontline employees are very important to be extraordinarily well-resourced. Their managers also have to be even better resourced, personally, to help them handle their complexities. When that occurs, all of a sudden it's at scale. You, as a leader, a senior leader in the organization, you're at scale because you're helping them to be better and you're getting their perspective and vantage point that you might otherwise not be offered.” – Betsy Leatherman-------------------Episode Timestamps:*(01:59): Betsy dives into leadership development *(08:35): Segment: Story Time*(10:23): Why Betsy created a career in leadership development *(17:17): Segment: Getting Tactical*(25:16): Betsy explains the two leadership orientations *(34:24): Segment: Ripped From The Headlines*(34:54): Common mistakes leaders make during layoffs *(40:46): Segment: Asking For a Friend-------------------Links:Learn more about Leadership CircleEmail BetsyConnect with Betsy on LinkedInFollow Betsy on X (formerly Twitter)Connect with Amanda on LinkedInwww.simpplr.com/podcast
Jeff brings the topic of employee retention to Human Capital, with professional speaker and best-selling author Joey Coleman. Jeff and Joey discuss his latest book, "Never Lose a Customer Again". Joey shares his motivation behind the book, based on two decades of customer experience. He explains the critical connection between exceptional customer experiences (CX), and the need for remarkable employee experiences (EX) for employees to deliver them. They delve into the challenge of bridging the gap between CX and EX, asserting that organizations often treat them as disparate entities. Joey calls on his eclectic background, as an attorney defending "alleged" criminals, selling custom research to Fortune 500 executives, racing along the Great Wall, juggling in front of the Taj Mahal, and working in the CIA and White House. Joey is a professional speaker and has given thousands of speeches all over the world, traveling to 51 countries (and counting). Never Lose an Employee Again
On this episode, we ask big questions to debunk prominent myths and misconceptions surrounding automation in customer experience (CX). Questions like: Are automation tools going to replace human agents? Why do up to half of all automation projects fail? Is automation too expensive? Is automation only for the biggest companies? Along the way, we weave in recent data, experiences and thoughts from two expert guests, showing why organizations are increasingly turning to automation to deliver a more streamlined and efficient customer experience. Listen for the compelling insights of Nigel Devaraj, senior product manager, hyperautomation at TELUS International and Chandrakant Binwani, former director, intelligent automation solutions at Automation Anywhere.To learn more about TELUS International and our digital CX solutions, contact us today.
Sponsored by Nola Simon Advisory: Learn More From This Bonus Podcast Episode The week of American Thanksgiving is often a peak time for layoffs. It happened to me too - 3 years ago I was told my role was being restructured. Effectively it was a constructive dismissal. Best thing I did in the month before I was told about the restructuring? My performance review. This week, I'll tell you how to use a performance review strategically. It's a legal document with a lot of negotiating power that people overlook. #PerformanceReviews Chapters: 00:02:37 Driving Remote Work Success 00:03:56 Strategic Approach to Performance Reviews. 00:10:05 Leveraging Performance Reviews for Future Career Growth Key Takeaways: 1. Documentation of development emails from manager 2. Recording initiatives and volunteer work 3. Documenting compliments, kudos, and shoutouts 4. Performance reviews as legal documents 5. Envisioning the future and seeking support from managers and company for learning and development Also check out an older article I wrote about mid-year reviews:
Prepare to journey into the fascinating world of artificial intelligence (AI) and its game-changing impact on human resources. With the insightful Kasara Weinrich, a principal consultant for Future of Workstrand via ADP as our guide, we peel back the layers of AI's evolution since 1966 and discuss its potential to revolutionize HR operations. Cassara offers her expert insights on the importance of learning agility and adaptability, and how you, as employers, can harness AI to outmaneuver the competition in the staffing market. But AI isn't just about process efficiency; it carries with it a suite of ethical considerations that need to be addressed. The second half of our podcast dives into the moral dimensions of AI use. Kasara illuminates the importance of maintaining agility in organizations, especially in the face of rapidly advancing technology. We then shift our focus to exploring generative AI, a type of AI that replicates the human mind's creativity. It's an enriching conversation filled with historical context, practical applications of AI, and predictions for the future of work. So tune in, and prepare to have your perspective on AI and HR transformed.Support the showRebel HR is a podcast for HR professionals and leaders of people who are ready to make some disruption in the world of work. Please connect to continue the conversation! https://twitter.com/rebelhrguyhttps://www.facebook.com/rebelhrpodcasthttp://www.kyleroed.comhttps://www.linkedin.com/in/kyle-roed/
Discover how technology-forward companies embrace the everywhere workplace to deliver exceptional customer experiences. Ivanti's COO Dennis Kozak take us on a deep dive into the transformative impact of the everywhere workplace. From the changing demands of IT to the evolving landscape of cybersecurity, this episode promises to challenge your perspective on work in the digital age. Here are 5 key takeaways you'll learn from this enlightening conversation: The Everywhere Workplace: Learn how advancements in technology have enabled employees and organizations worldwide to connect seamlessly, regardless of physical location. The Critical Role of IT: Discover how IT underpins the everywhere workplace and enables access while ensuring data security and protection. Managing Security in the Cloud: Explore the complexities of securing a network accessed by a multitude of smart devices and the importance of effective management systems. The Rise of Collaboration Tools: Gain insights into the increased reliance on collaboration tools and the potential security risks they pose in the age of remote work. Network Security and Endpoint Security: Understand the significance of network and endpoint security in safeguarding data and ensuring a productive and secure work environment, Thought-Provoking Quotes: "We're gone from coffee pots to cloud pots." "It's amazing how new collaboration tools have become technology-driven, posing security risks that companies need to tackle head-on." Fun Fact from the Episode: Did you know that employees spend an average of 4.2 hours a day just patching systems to ensure their security and functionality? It's a testament to the complexity of managing today's digital work environment! Resources: Everywhere Workplace Survey Results 2023 Report Role of DEX in Employee Retention
Today, John Duisberg sits down with Seth Bartholomew, the Head of Employee Experience at Chronosphere. With a rich background in People leadership roles at top companies such as Huly, Disney, and FabFitFun, Seth has a unique perspective on how to create thriving company cultures and empower employees to truly flourish. Discover how Chronosphere operationalizes company values across different geographies and time zones, while maintaining a welcoming, remote-first environment. You'll also learn about the importance of intentionality in acquiring and retaining talent, the role of data in crafting better employee experiences, and the critical best practices shared in Chronosphere's Remote-First Playbook. Tune in to hear Seth and John's conversation about helping your organization and people flourish in a remote-first work environment. Don't forget to join our leadership community at thegreatretention.com to stay informed about upcoming events and other helpful content designed to help you go further as a people-first leader and develop a winning culture, everywhere your leadership influence reaches. Resources related to this episode Visit https://chronosphere.io/ Follow Seth Bartholomew at https://www.linkedin.com/in/sethbartholomew/ Referenced during today's episode: https://www.donut.com/ Credits Theme Music
When talking about business innovation, a lot of focus is placed on large enterprises, yet according to numbers from the Small Business Administration in January of 2023 99.9% - yes, 99.9% of companies, or roughly 33.2 million businesses are considered small businesses. Today we're going to talk about the valuable role that small businesses play, as well as how the places that small businesses are located in can help them back. To help me discuss this topic, I'd like to welcome Tara Palacios, Director of BizLaunch at Arlington Economic Development, based in Arlington County, Virginia. RESOURCES The Innovation Economy Website: https://www.innovationeconomy.show Sign up for The Agile Brand newsletter here: https://agilebrandguide.com/ Get the latest news and updates on LinkedIn here: https://www.linkedin.com/showcase/innovationeconomy/ Listen to our other podcast, The Agile Brand with Greg Kihlström: https://www.theagilebrand.show The Innovation Economy podcast is brought to you by Arlington Economic Development: https://www.arlingtoneconomicdevelopment.com The Innovation Economy is produced by Missing Link—a Latina-owned strategy-driven, creatively fueled production co-op. SYNOPSIS The focus of economic development, as discussed in the episode, is to make a meaningful difference in someone's life and assist them in building a sustainable business. The host emphasizes that the goal is not merely to fulfill a requirement, but to genuinely impact individuals and their families. The philosophy is centered around uplifting everyone and creating opportunities for individuals to establish businesses that can support themselves and others. To achieve this, the episode suggests thinking creatively and looking beyond the challenges posed by the pandemic. The host mentions that they are actively exploring new tools and approaches to support economic development. They highlight the importance of forging partnerships with the right organizations, including unconventional ones, to foster meaningful collaborations. An example of such a partnership mentioned in the episode is with Amazon and AWS. Additionally, the episode addresses the challenges faced by small businesses within the context of economic development. The host acknowledges that small businesses often become consumed by day-to-day operations and the constant pursuit of growth. However, they emphasize the significance of staying aware of the changes happening around them, such as redevelopment and new business opportunities. Property owners may choose to redevelop their properties, which can pose challenges for existing businesses. Therefore, economic development efforts should also focus on honoring legacy businesses and finding ways to support them during property development processes. Throughout the episode, the host and guest stress the importance of thinking outside the box and collaborating with diverse organizations for economic development. They emphasize that economic development is not limited to traditional methods, but also involves exploring new tools and approaches. They underscore the need to look beyond the pandemic and identify the lessons learned that can have a lasting impact on economic development. The guest shares their philosophy of making a positive difference in people's lives and helping them build sustainable businesses. They express their motivation to uplift everyone and create opportunities for success. The host agrees and emphasizes the importance of partnering with the right organizations, including new types of organizations, to achieve these goals. One specific example of a partnership mentioned in the episode is with Amazon and AWS. The guest highlights the benefits of this partnership and how it contributes to economic growth and stability. Overall, the episode emphasizes the necessity for economic development initiatives to think innovatively, collaborate with diverse organizations, and explore innovative approaches to create lasting impact and support sustainable businesses. Arlington Economic Development offers a range of resources and tools to support the growth and success of small businesses. One of the programs they have implemented is BizLaunch, which is led by Tara Palacios. BizLaunch aims to provide assistance to small businesses and help them navigate the challenges they face. This includes offering guidance on marketing, economic development, and community engagement. In addition to providing resources, Arlington Economic Development recognizes the importance of digital communication in reaching and supporting small businesses. They have observed a digital divide between older, established businesses and new startups when it comes to adapting to online platforms. While startups were able to pivot and adapt to the digital landscape, older businesses struggled to make the transition. To address this issue, Arlington Economic Development has implemented a program called relaunch. This program aims to bridge the digital divide by providing support and resources to help legacy businesses adapt to the online world. Overall, Arlington Economic Development is committed to fostering a thriving business community in Arlington, Virginia. They acknowledge the vital role that small businesses play in the local economy and understand that supporting these businesses is crucial for the overall economic development of the community. Through programs like BizLaunch and relaunch, they provide the necessary tools and resources to help small businesses thrive and succeed in an increasingly digital world.
Myself & Coach Dave dive into a great conversation surrounding corporate leadership, the employee experience and the disconnect between the two. Who is Dave March? Author of the Book – Vision In Action – The book talks about “The Hero's Journey” as a coaching modality to help ambitious technology professionals become the hero in their own lives and take consistent action toward their vision of a dream career. Coach Dave has filled 200+ positions as a Recruiter and reviewed 1,000's of resumes to know what works and what doesn't work in a resume. He also has coached hundreds of people into their ideal careers. 10+ years of experience as a Career Coach, Author, and Recruiter Buddhist, Avid Gardener, and into Holistic Health and Wellness. Follow Coach Dave: YouTube Website Instagram Facebook LinkedIN --- Support this podcast: https://podcasters.spotify.com/pod/show/conversationsoftheheart/support
Gary Munro, Director of HR Insights, Spotify, joins the HRD Live podcast to discuss ‘Bounce', the digital music service's remarkable employee experience hyper-personalization platform The post Spotify presses play on employee experience hyper-personalization with new platform ‘Bounce' appeared first on HRD.
Founder of Operations House, Ashley Carroll, joins the show today to share her passion for having an impact on the success of small businesses and marginalized communities. Operations House is a business consultancy that focuses on operational excellence for small businesses so that everything can run smoothly without causing harm to anyone. You will hear more about what they do, how they do it, and a bit about Ashley's journey as a female entrepreneur. You can access the full show notes and more by visiting: https://www.forgewealth.com/
Greetings and welcome back to The DNA of Purpose Podcast, the place where we empower you to build trust, champion adaptability, and cultivate the courage to unleash your unique DNA of Purpose. Here, we provide the insights, tools, and mindset shifts essential for sparking conversations, leading teams, rallying communities, and influencing cultural shifts to steer humanity towards the innovative solutions shaping our future today. The world of work is undergoing a transformation like never before. With leaders focusing on the intersection of AI, ESG (Environmental and Social Governance), and Diversity and Inclusion, we find ourselves in one of the most progressive eras in history. This shift has left traditional norms and processes struggling to keep up with the pace of change. The question has moved beyond what it means to be human in the reflection of technology: The focus is now on what it means to be human when we are evolving at breakneck speed. How does this inform how we, as leaders, should curate an employee's experience of work? What's abundantly clear to me is that business as usual will no longer suffice. The familiar systems, processes, and procedures we've cherished are no longer fit for purpose. And that is why today, I wanted to feature a guest who has birthed these innovative out of the box solutions - and a person who has driven revolutionary ideas that have redefined employee experience, talent management, and workplace performance. Cali Ressler is an American author and consultant who has left an indelible mark on the world of work with her pioneering ideas in workplace flexibility and performance management. Today, she is a Director of Global Employee Experience for Accenture, and she is one of the co-founders of the groundbreaking Results-Only Work Environment (ROWE) concept, which challenges the traditional norms of evaluating employees based on the number of hours worked and instead places a sharp focus on performance and results. Cali co-authored the influential book "Why Work Sucks and How to Fix It," outlining the principles of ROWE and how it can revolutionize organizations, leading to improved productivity and enhanced employee satisfaction. Her body of work aligns perfectly with the changing landscape of work, echoing the themes of organizational change, business purpose, and innovative work models that we explore on this podcast. As a testament to her influence, Cali was honored by Dan Pink in his book "Drive" as one of the six individuals who truly "get it," standing shoulder-to-shoulder with luminaries such as Peter Drucker, Jim Collins, and Gary Hamel. This recognition underscores the profound impact of her work on reshaping the future of work. And so without any delay, please welcome Cali to The DNA Of Purpose Podcast. https://www.linkedin.com/in/caliressler/See omnystudio.com/listener for privacy information.
Come along for an entertaining yet insightful journey as we sit down with Gita Kolkarni of The Humor Edge and Aveda Services. Gita is an undeniable force who has harnessed the transformative powers of humor to catalyze change, slash stress levels, and supercharge productivity in the workplace. This is your chance to learn from an expert who has brilliantly utilized humor as a creative outlet and a means to re-infuse humanity into our professional environments. You'll be intrigued to see how humor, often overlooked, can be the legacy you leave behind in your career.We rally the conversation towards a fascinating exploration of humor's function in alleviating anxiety. Gita, with her rich expertise, paints a vivid picture of how humor can be the magic wand that diffuses tension, encourages creativity, and ignites brilliance. You'll get a front-row seat to learn from her invaluable advice on deploying humor in the workplace. Imagine a work atmosphere where humor is not just tolerated but celebrated, leading to reduced stress levels and a more relaxed environment. Sounds great, doesn't it? In the final instalment of our conversation, Gita unravels her unique insights on the responsible and effective use of humor in communication. Listen in as we dissect how to identify your humor patterns and how to utilize humor to build relationships and have a greater influence on people. We also delve into the role of humor in bridging cultural divides and nurturing a sense of community within the workplace. Get set to chuckle and be enlightened as Gita offers tips on uncovering humor in the mundanity of everyday life, using it to make a point, or simply sprinkling a dash of fun into your work. Don't miss out on this humorous yet enlightening episode.Leadership Lessons From The Great BooksLeaders are readers of the Great Books of Western literature.Listen on: Apple Podcasts SpotifySupport the showRebel HR is a podcast for HR professionals and leaders of people who are ready to make some disruption in the world of work. Please connect to continue the conversation! https://twitter.com/rebelhrguyhttps://www.facebook.com/rebelhrpodcasthttp://www.kyleroed.comhttps://www.linkedin.com/in/kyle-roed/
Here is a summary article of the conversation between host Marcus Edwardes and Employer Brand Specialist - Marta Riggins."Unlocking Success: Crafting a Magnetic Employer Brand"In today's competitive job market, building a magnetic employer brand is paramount. It acts as a beacon, attracting top talent by showcasing a compelling Employee Value Proposition (EVP). The goal extends beyond attraction; an enriched employee experience ensures talent not only walks through the door but stays, grows, and becomes brand ambassadors.The Magnetic Employer Brand: Attract, Retain, EngageCrafting an irresistible EVP, defining what sets the company apart, is crucial. Authenticity is key—letting employees share real experiences resonates with candidates. This approach not only attracts talent effortlessly but also slashes hiring costs, enhances retention rates, and boosts morale.The Enriching Employee Experience: The Bedrock of InnovationThe employee journey, marked by deliberate touchpoints, catalyzes productivity, encourages innovation, and enhances overall well-being. Providing tools for a seamless workday empowers employees and fosters a sense of fulfillment.The Clarity of Employee Communications: The Harmony of the Workplace SymphonyClear communication guarantees alignment on objectives, nurtures an inclusive culture, and invites feedback for continuous improvement. Establishing diverse communication channels and scheduling regular check-ins fosters transparency and honest conversations.The Vibrancy of Employee Engagement: The Pulse That Powers PerformanceRecognizing and rewarding achievements, big or small, strengthens loyalty, curtails turnover, and amplifies individual and collective performance. Encouraging growth opportunities through learning initiatives and clear career pathways fosters a collaborative ecosystem.In conclusion, these components—Employer Brand, Employee Experience, Employee Communications, and Employee Engagement—are the cogs in the wheel of organizational growth. Ignite these areas strategically to transform your organization into a talent magnet, a cradle for innovation, and a beacon of industry excellence.Marta Riggins emphasizes, "If you're good at employer branding, you can make anything interesting." It's time to wield this power and craft an organization that's not just a place to work but a place to grow, thrive, and make an impact.A magnetic employer brand isn't just a facade; it's a mirror reflecting internal values. It weaves through every job description, interview, and employee story, answering the 'why' for potential employees: Why join? Why care? Why stay?The employee experience is the journey with the organization, from the first interview to the last day. Enhancing it is about respect, empowerment, and creating a sense of belonging, not just perks and parties.Effective employee communications, a bidirectional street, fosters a culture where employees feel heard and understood. It's not just about memos; it's about conversations in hallways, virtual meetings, and collaboration platforms.Employee engagement, the heartbeat of the organization, is the enthusiasm employees bring to their roles. It's a key indicator of organizational health and a predictor of business outcomes.Aligned, these pillars create an environment where individuals contribute, innovate, and feel part of something greater. A commitment to these principles makes a company an employer of choice in the competitive talent landscape.
Natal Dank is a workplace, culture, and people development expert. She is a pioneer in the Agile HR movement and coaches clients across all industries, from innovative tech companies to not-for-profits, to global banks, in how to embrace an Agile mindset and reinvent their people practices. She hosted the first Agile HR Meetup in London in 2016 with the aim of building a community of like-minded disruptors. It has since grown into a regular event held across the world. In 2017 she co-founded the Agile HR Community and recently published the book Agile HR: Delivering Value in a Changing World of Work. In 2020 she started PXO Culture with the aim of defining modern HR for the 21st Century and helping organizations build great People Experience and Operations.Visit us at https://www.ouragiletales.com/about
We took a break from our live show last week but dug into our recent archives for a few thought-provocative excerpts from recent shows with Vibhas Rantanjee (Gallup), Gabriella Kellerman (Betterup), Paul Zak (Immersion), and Jacob Morgan. To listen to any of our past shows, click here: https://link.chtbl.com/-HJyxAKC
In this episode I share 5 strategies for effective team and customer communication - and the benefits you can expect if you execute properly and consistently. Invest in my exclusive course on Customer Experience and Leadership: http://6canons.com/ - Prioritize active listening with both your customers and your team - Personalize your communication style to the moment and the person - Allow for easy ways to share feedback from both customers and employees with you and your company It's time for the great service comeback! Visit http://6canons.com/ to invest in my latest virtual hospitality program. Tony Johnson is a Customer Experience Expert, Keynote Speaker, and Author with a wide background including decades in retail and restaurants. He regularly speaks and coaches organizations to IGNITE THEIR SERVICE using his common sense approach to Customer engagement. Tony has spoken to government agencies and Fortune 500 companies to unlock their amazing capacity for excellence. Check out my FREE Resources and Training Tools: Web: https://www.igniteyourservice.com/ YouTube: https://www.youtube.com/c/RecipeforserviceNet Twitter: https://twitter.com/The_TonyJohnson Instagram: https://www.instagram.com/THE_TONYJOHNSON/ Tik Tok: https://vm.tiktok.com/owrTbL/ Facebook: https://www.facebook.com/tonyjohnsoncx/ Music: http://www.bensound.com
Ever wondered how to navigate the intricate dance between technical knowledge and human resources? Today, we journey into the heart of HR, inviting you to discover the ever-evolving technological landscape with Meghan Paul, our technical recruiter, and Kaylee Wurth, our HR systems specialist. Meghan's story is one of relentless curiosity, as she shares her experience of tackling complex technical roles that required her to dive headlong into research. The episode goes beyond the realms of typical HR roles, offering insights into the innovative and project-focused role of our HR system specialist, Kaylee. As a crucial player in the creation of user-friendly systems, Kaylee enlightens us on how she embraces the challenges of an increasingly digital HR world. We further unleash the power of diverse perspectives in HR, exploring how openness and dialogue are ushering in a new era of flexibility and originality in the field. So tag along as we break down the walls of conventional HR and delve into a world where technology meets human resources.Support the showRebel HR is a podcast for HR professionals and leaders of people who are ready to make some disruption in the world of work. Please connect to continue the conversation! https://twitter.com/rebelhrguyhttps://www.facebook.com/rebelhrpodcasthttp://www.kyleroed.comhttps://www.linkedin.com/in/kyle-roed/
Michael and Robin are joined today by Carolyn Clark. Carolyn is the VP of Employee Experience Strategy and Transformation at Simpplr, where she elevates the employee experience by driving innovation and revitalizing how employee communication is delivered. Prior to Simpplr, she led internal and HR communication at companies like Yahoo, Pandora, and GoDaddy. We discuss elevating the employee experience, the impact of AI on EX and Internal Communications, and trying to turn Blowing Rock, North Carolina, into a technology hub.
This week we welcome Denise Gabel to the Digitally Irresistible podcast. Denise is an international bestselling author, professional speaker, and mentor on the power of change. She is now recognized as the world's first can-do-ologist who has made it her life's work to inspire others to embrace a can-do mindset. On this episode, we discuss how Denise's can-do mindset helps teams, coaches, and business leaders create a profound impact on their organization by impacting its people. Read on for strategies on mastering stressful situations by “channeling your cheetah” for unparalleled performance enablement in the workplace and beyond. Leadership Experience Inspired by a Passion to Help Others Embrace Joy and Possibilities Denise's instinctive talent developing roadmaps to success surfaced in high school. At the time, she and her family lived in a small town. She introduced the idea of moving to a bigger city with more opportunity to her mom, who agreed that this would open new doors for the family. For Denise, this experience was a revelation about the power of change to unlock new possibilities. Denise has a wealth of experience in business leadership. During her tenure as chief innovation officer of the Filene Research Institute, she led the prestigious i3 Program throughout the United States and Canada. She also served as chief operating officer at the Northwest Credit Union Association. Her bestselling book “The Can-Do Mindset: How to Make Things Happen ... With Enthusiasm” is an international bestseller and reflects her unshakeable passion for helping others achieve personal and professional growth. According to Denise, the key is a can-do mindset, which she defines as a choice to focus on joy and possibilities in life. According to academic research from Stanford, a growth mindset positively impacts people's lives and health in powerful ways. The can-do mindset is central to Denise's strategy for helping people and businesses free themselves from a fixed mindset and drive irresistible progress along their journey. The Can-Do Mindset Supercharges Employee Performance to Achieve the Impossible Denise put her can-do mindset to work for a US-based credit union with incredible results. The company set out to revise a complex lending system that serves members in the community. They established ambitious—maybe even impossible—goals while leveraging Denise's can-do mindset strategy in their operations. Before the can-do mindset model was adopted, the project would have taken 18 months to complete. What was the impact on the duration after building a can-do foundation in the individuals, teams, and organization as a whole? 18 days from project beginning to project completion. That's right: the can-do mindset reduced the project timeline by an astonishing 97%. The time reduction resulting from maximized employee performance cascaded into significant cost savings for the business. The company also generated $4 million in loans in the first month, proving that the can-do mindset can make the seemingly impossible possible. The can-do mindset inspired employee engagement at unprecedented levels, generating success for the business and moving the bar for performance standards. They were able to achieve this because the company's supervisors effectively coached team members to adopt a can-do attitude in their work. Denise explains that when it comes to the can-do mindset: 85% is acquired through social learning. 15% is acquired through structured training. In other words: the monkey see, monkey do model of behavior is a powerful tool. When coaches and supervisors show employees what the can-do mindset looks like, it establishes clear expectations for team members to emulate that behavior. While corporate training is important for optimizing employee performance, leadership teams who model the can-do mindset for the workers they supervise are the principal actors in shaping an irresistible can-do culture in the workplace. Channel Your Cheetah: A Four-Step Strategy for Thriving Through Difficulty Difficult experiences are universal. This is why Denise advises developing effective coping mechanisms for stressful situations, especially workplace stress. She says everyone has the can-do mindset within them, even if it's buried. Her four-step process helps bring it to the surface to empower people for success in both personal and professional contexts. By imitating the speed and reflexes of the cheetah—which far outpaces any other land animal with a three-second zero to 60 mph acceleration rate—anyone can learn to quickly adjust to difficulty. Feel it. The first step is to name what you're feeling and give yourself permission to feel it. Whether it's embarrassment, guilt, frustration, or another uncomfortable feeling or combination of feelings, acknowledge it. Shift to neutral. Even cheetahs can't be in motion all the time. Neutral is a place where you feel safe. Begin taking time to collect your thoughts, regain your composure, and center yourself. This can be as simple as taking a few deep breaths at your desk and pausing notifications for five minutes. In other cases, you may need to take a walk, talk to someone you trust, meditate, or otherwise gain more distance from the situation. Ask yourself: what can I do? Depending on the situation, a cheetah on the savannah might roll over and relax, remain alert and watchful of its surroundings, or take off sprinting after an opportunity. At this stage, you decide what your best course of action is. No one has an unlimited budget of time, energy, or other resources. Look at the possibilities, and make a realistic estimate of your capacity before deciding your next move. Go again. Put your decision into action. This is the moment you take off like a cheetah and show the world how fast and how far you can go when all your energy is channeled into progress. You can return to this simple but effective strategy whenever difficulty arises. Channeling your cheetah is an actionable process for driving your personal and professional growth with a can-do attitude despite challenging circumstances. Attract High-Demand Talent to Your Business by Building a Can-Do Company Culture Employees with a can-do attitude present a high value proposition for businesses. High performers with great talent have the potential to make great contributions, express ideas, and provide a fresh set of eyes. Team members and leaders should strive for a culture of collaboration and open communication that builds upon the company's mission. According to Denise, employees should embrace the can-do message to confidently speak up as valuable members of the company to share ideas with leadership which could help improve something in the business. The can-do mindset creates a ripple effect of growth from the organization as a whole to the teams to the individuals. Businesses that position the can-do mindset as a core value of the organization succeed in attracting talented people who are enthusiastic about pushing the envelope of their performance potential. Talent recruitment is just the first step of the journey. A can-do core value can also boost retention by empowering employees to thrive with the company through personalized coaching and proactive strategies. To achieve this, businesses can leverage a range of digital solutions such as machine learning, predictive analytics, and artificial intelligence (AI) to complement the skilled human teams who cultivate exceptional employee experiences. How iQor Leverages a Can-Do Mindset With AI Solutions That Empower Agents At iQor, our can-do strategy utilizes Symphony [AI]™ to optimize the employee lifecycle from recruitment to onboarding, training, nesting, and deployment to the production floor. Our IT experts train this generative AI ecosystem on our proprietary large language models (LLMs) and accumulated process knowledge from years of experience in the BPO industry. Symphony [AI] boosts performance, builds confidence, and supports workplace wellness, reinforcing a can-do mindset for agents and supervisors by providing access to the tools they need to succeed. Our supervisors and coaches supplement our digital solutions by modeling the can-do mindset for their teams, creating smiles for all stakeholders from agent to end customer to client. A can-do culture that values progress, support, and positive outcomes for the more than 40,000 employees we employ globally is in iQor's DNA as stated in our core values. Denise says that it all comes down to culture. With a can-do mindset guiding a culture of innovation, change, and growth, businesses can unlock unparalleled levels of success for the organization and its invaluable can-doer employees. The Fun Question Denise loves expressing her creativity through shopping and decorating. She is a naturally curious person who thrives when interacting with people and experiencing new possibilities. Her two rescue cats, Gizmo and Henry, are a constant source of joy and help inspire her can-do mindset in all areas of her life. To learn more about Denise, visit her on LinkedIn and her website at https://can-do-ology.com/. Watch the video here. Read the blog post here.
In this episode, co-host Adam Chen talks with Roger Thompson, former executive at FirstService Corporation and current consultant and doctoral candidate. Roger expands on the idea of design and how the structure of a meeting, of a team, and of a company can impact the effectiveness of ideation and brainstorming. Additionally, we discuss the responsibility of leaders and leadership to create a culture in which intrapreneurship can thrive and bias can be combated. RESOURCES The Innovation Economy Website: https://www.innovationeconomy.show Sign up for The Agile Brand newsletter here: https://agilebrandguide.com/ Get the latest news and updates on LinkedIn here: https://www.linkedin.com/showcase/innovationeconomy/ Listen to our other podcast, The Agile Brand with Greg Kihlström: https://www.theagilebrand.show The Innovation Economy podcast is brought to you by Arlington Economic Development: https://www.arlingtoneconomicdevelopment.com The Innovation Economy is produced by Missing Link—a Latina-owned strategy-driven, creatively fueled production co-op.
What if 'future' was a verb? Could that inform our approach to building a society with lasting value for people and planet? Historically, the world of innovation has emphasized the human experience, which, in most contexts, translates into being zeroed in on the needs of the end user of a product or the customer of an organization. Of course, this remains mission-critical to making things people love. But today, creating with intention requires a much broader remit. It requires expanding to include decision-making that considers societal and environmental factors. To discuss how to shift toward a more “planet-centric mindset,” we're joined by Idun Aune, designer and Head of Sustainability in frog Norway.Brought to you by frog, a global creative consultancy. frog is part of Capgemini Invent. (https://www.frog.co) Find episode transcripts and relevant info (https://www.frog.co/designmind/design-mind-frogcast-ep-41-5-foundations-of-planet-centric-innovation) Download the frog guide 'The Regenerative Compass' (https://go.frog.co/the-regenerative-compass) Host/Writer: Elizabeth Wood, Editorial Director, frog Research & Story Support: Camilla Brown, Senior Copyeditor, frog Audio Production: Richard Canham, Lizard Media (https://www.lizardmedia.co.uk)
Prepare for an enlightening conversation with our returning guest, AJ, a visionary in the field of Human Resources. His groundbreaking approach to simplifying HR and putting employees first is changing the game for organizations. AJ believes in moving beyond suppositions and so-called research, putting the spotlight on authentic experiences that keep employees motivated and minimize turnover. We transition into the fascinating world of data, where AJ showcases its power in fostering effective leadership and instilling accountability. Learn how to transform complex data into actionable strategies and discover the different tools that can help you gather critical employee information. So, what does accountability look like when it's woven into the fabric of leadership? Listen in as we dissect this crucial aspect and its transformative impact on the work environment. As we conclude our chat, we navigate the important waters of evaluating HR initiatives. AJ opens up about his process, the advantages of possessing such data, and the prestige associated with a seal of approval. Discover the importance of scrutinizing your organization's processes and how data can steer decisions and propel the Employee Value Proposition. If you've ever wondered about the strategic payoffs of conducting assessments and how to leverage them during discussions with leaders and stakeholders, this episode promises to take you on an informative journey.Support the showRebel HR is a podcast for HR professionals and leaders of people who are ready to make some disruption in the world of work. Please connect to continue the conversation! https://twitter.com/rebelhrguyhttps://www.facebook.com/rebelhrpodcasthttp://www.kyleroed.comhttps://www.linkedin.com/in/kyle-roed/
This episode features an interview with Brian Brockman, VP of Communications, US & Canada at Nissan Motor Corporation. At Nissan, Brian is responsible for telling the brand's transformation story, protecting company reputation, and promoting strong product messages to both internal and external audiences. Previously, he served as the Director of Communications where he led efforts around new vehicle launches, product lifecycle, and regional operations. In this episode, Amanda sits down with Brian to discuss transforming work culture, crafting an equitable employee experience, and how internal and external communications can flow together.-------------------“Once you get people moving with you, they will work, they will get things done side by side. When you see things that work, keep leaning into it, keep using that, keep trying to use that to motivate people. The other thing is it's very easy to get caught up in the challenges that are there, the little setbacks. Things that happen that don't go as well as you plan. Recognize that. Celebrate failures for what they are. And when you do acknowledge it, learn from it, and then move forward, and then celebrate your wins. Celebrate what you learn and use that to rally people. Use that for recognition. While you're doing this transformation, don't lose track of having a culture of recognition and understanding that it's people that are going to drive the success. It's people who are going to drive the transformation.” – Brian Brockman-------------------Episode Timestamps:*(02:12): Brian explains Nissan Next *(10:19): Segment: Story Time*(12:21): How Brian makes internal and external communications work together *(16:06): Segment: Getting Tactical*(16:26): How to successfully transform culture *(25:25): Segment: Asking For a Friend*(28:20): How to get skeptics to buy-in on culture transformation-------------------Links:Connect with Brian on LinkedInCheck out Nissan's Media SiteConnect with Amanda on LinkedInwww.simpplr.com/podcast
EXPERTENGESPRÄCH | In der neuesten Folge erforschen Joel Kaczmarek und seine Gäste die Anwendung von Künstlicher Intelligenz im Personalwesen. Mit dabei: Wissenswertes darüber, wie KI den Bewerbungsprozess optimieren, die Employee-Experience verbessern und den Human Touch bewahren kann. Ein spannender Einblick in die Zukunft der HR-Branche! Du erfährst... …wie KI im HR-Bereich eingesetzt werden kann …welche Tools für den Einsatz von KI im HR empfehlenswert sind …was die Risiken beim Einsatz von KI sind …welche Anwendungsfälle es für Chatbots gibt …welche Vorteile KI bringt …wann KI an ihre Grenzen stößt …worauf du bei der Implementierung von KI achten solltest …ob KI auch administrative Aufgaben übernehmen kann Diese Episode dreht sich schwerpunktmäßig um HR – ein Bereich in dem wir mit dem zunehmenden Fachkräftemangel und War for Talents große Relevanz sehen. Unser Fokus liegt darauf, praxisorientierte Erkenntnisse für erfolgreiche Personalbeschaffung, Employer Branding und Talentmanagement zu liefern. Deshalb spricht Joel in diesen Folgen regelmäßig mit Kálmán Györy, Teamlead Talent Acquisition bei der Personal-Management-Plattform Personio, und Florian Klages, Geschäftsführer bei Torq Partners, einem Beratungsunternehmen mit Fokus auf Finance & People. __________________________ ||||| PERSONEN |||||