Podcasts about employee relations

In today's episode I am in Conversation with Kgomotso Mufamadi who is a seasoned labour law practitioner. We spoke about her colorful upbringing where she reflected on being partially raised in the USA due to her parents being in exile. One of the things I found fascinating about her journey in the legal profession is the fact that she had no interest in labour law when she first started practicing but life had other plans for her. She grew beautifully in this niche where she has not only served as a lecturer on labour law but also served as a commissioner at the CCMA. In addition, Kgomotso unpacks the various aspects of South African labour law, including recent developments, challenges, and practical applications. The conversation provides valuable insights into the complexities of labour relations and the legal frameworks governing employment in South Africa.Kgomotso Mufamadi is Chief Executive of Lotus Labour Consulting, a boutique labour law consultancy providing unique, bespoke solutions to clients in the labour relations and the organizational development space. She is an experienced attorney, labour consultant, a former commissioner of the Commission for Conciliation Mediation and Arbitration and a former lecturer at the University of Johannesburg. She has previously held the role of Head: Industrial and Employee Relations at BMW Group South Africa. Kgomotso is also President of the Wits University Convocation. Kgomotso holds a Bachelor of Arts degree in Political Science and Law, a Bachelor of Laws degree and a Masters in Law degree (Intellectual Property and Media Laws) all from the University of the Witwatersrand. She is not only a seasoned attorney and commissioner, but an experienced manager and board member, well-cited teacher of the law and accredited research professional.

In the latest episode of our World@Work series, we discuss several nations’ contrasting approaches to workplace investigations relating to whistleblower reports and sexual harassment issues. An expert panel from around the globe explains what is prompting the surge in internal investigations and how employers in various jurisdictions are rising to the challenges. Along the way, they discuss their nation’s approaches to employer liability, prevention, complaint handling and allegations, timeframes, fines and compensation, plus other sensitivities and complexities of workplace investigations. It’s an illuminating summary that highlights trends and options of note to employers and HR teams everywhere. Ashurst’s Kirsten Scott hosts this episode from Perth, Australia. She’s joined by Crowley Woodford in the UK, Andreas Mauroschat in Germany, Cristina Grande in Spain, Norman Ibnuaji in Indonesia and Jordan Cohen in France. To listen to this and subscribe to future episodes, search for “Ashurst Legal Outlook” on Apple Podcasts, Spotify or your favourite podcast player. To find out more about the full range of Ashurst podcasts, visit ashurst.com/podcasts. The information provided is not intended to be a comprehensive review of all developments in the law and practice, or to cover all aspects of those developments referred to. Listeners should take legal advice before applying this information to specific issues or transactions.See omnystudio.com/listener for privacy information.

What if the alternative to capitalism's excesses isn't revolution—but quiet reinvention?In this episode I'm joined by Claire Costello, Chief People & Inclusion Officer at Co-op Group. We explore how Co-op's values-led, member-owned structure creates a different kind of leadership. One that's attuned, distributed, and accountable.Claire describes how Co-op's flexible executive structure, enterprise-wide mindset, and strong connection to its 6 million members foster leadership that is both commercially astute and socially responsible.Claire joined the Co-op in 2019 as Chief Procurement officer and moved to her current role as Chief People and Inclusion Officer at the Co-operative Group in 2022.Her team works across 3 core areas: setting and delivering the strategy for Reward, Wellbeing, Employee Relations, Inclusion, Skills, Colleague proposition and Leadership development; supporting the strategic people challenges across a diverse set of business areas; and delivering a pensions proposition to 54,000 colleagues and 30,000 pensioners.  Claire is also on the Board of Co-op Academies Trust as a Trustee.

In this episode, JoDee and Susan share their advice on employee relations. Topics include: The benefits of strong employee relations Key skills for employee relations professionals The four foundational elements of employee relations Common employee relations issues and how the response should vary by industry and workforce How employers can protect themselves from retaliation allegations How to handle an employee saying they're recording the conversation when you asked them not to What to do when you find out an employee making allegations is the one at fault In this episode's listener question, we're asked about curbing someone who talks too much in a meeting when you're their peer. In the news, we discuss ideas for employee appreciation. Full show notes and links are available here: https://getjoypowered.com/show-notes-episode-219-the-foundations-of-employee-relations/ A transcript of the episode can be found here: https://getjoypowered.com/transcript-episode-219-the-foundations-of-employee-relations/ To get 0.5 hour of SHRM recertification credit, fill out the evaluation here: https://getjoypowered.com/shrm/ (the SHRM credit code for this episode will expire on April 21, 2026) Become a member to get early and ad-free access to episodes, video versions, and more perks! Learn more at patreon.com/joypowered Connect with us: @JoyPowered on Instagram: https://instagram.com/joypowered @JoyPowered on Facebook: https://facebook.com/joypowered @JoyPowered on LinkedIn: https://linkedin.com/company/joypowered Sign up for our email newsletter: https://getjoypowered.com/newsletter/ 

HR: Friend or Foe? The Truth About Who HR Really Works For Thinking about running to HR with your workplace woes? You might want to listen to this episode first. Our hosts tackle the persistent myth that HR departments exist primarily to support employees. Spoiler alert: they're actually there to protect the company! The Darth Vader Effect Jeff shares a shocking story about an HR department that actually reveled in being feared by employees—with one HR rep proudly comparing himself to Darth Vader. We explore why this toxic approach damages company culture and undermines trust. When Missions Misalign What happens when HR's mission doesn't match the company's mission? Our hosts discuss real examples where this disconnect led to lost employees and destroyed trust. Learn how leadership must ensure alignment for a healthy workplace. Building Bridges, Not Barriers Despite their sometimes fearsome reputation, most HR professionals are caring, dedicated individuals trying to balance company protection with employee support. Discover how communication and follow-through can transform HR from perceived enemy to valued resource. The Bottom Line HR departments serve a critical purpose, but they're caught between protecting the company and supporting employees. The best HR functions as a trusted, kind arbiter that maintains alignment with the company's mission. Tune in for: ->Real stories of HR nightmares and successes ->Tips for leadership to evaluate their HR department's effectiveness ->How employee handbooks should (but often don't) guide workplace behavior ->The three qualities our hosts believe define the perfect HR department Wherever you stand with your HR department, this episode will give you fresh perspective on this crucial but often misunderstood corporate function!

A Deep Dive into HR Consulting and OutsourcingIn this episode, we spoke with Jim Cichanski, founder and CEO of Flex HR, about the evolving landscape of HR consulting and outsourcing. Jim shared his extensive experience in the industry, highlighting how Flex HR has grown over the past 25 years to become the largest HR consulting and outsourcing firm in the Southeast. Flex HR provides a comprehensive range of services, including employee onboarding, payroll management, and compliance oversight, helping businesses navigate the complexities of HR as they scale. Jim emphasized that professional HR support becomes essential as startups grow, enabling leaders to focus on core operations while ensuring compliance and employee satisfaction.Jim also discussed the increasing impact of technology and AI in the HR space. While automation can streamline processes like payroll and benefits management, he stressed the importance of maintaining a human touch in HR interactions to build trust and engagement. Flex HR serves companies with 50 to 500 employees, offering tailored solutions for both small and larger organizations. With a team of 50 consultants across the country, Flex HR is committed to mentoring and supporting HR professionals, ensuring businesses develop strong HR practices and maintain compliance with evolving regulations.As the episode concludes, Jim highlights the value of trust and transparency in leadership, underscoring the importance of clear communication and consistent follow-through. Flex HR also offers webinars, training sessions, and other resources to empower HR professionals and business leaders. For those interested in enhancing their HR functions and fostering a positive work environment, Flex HR provides the expertise and tools needed to ensure long-term success.About Jim Cichanski:Jim, the Founder and CHRO for Flex HR has 50+ years' experience in human resources, holding senior level positions in companies that were privately held, pre-IPO, foreign owned, joint venture, Fortune 50 and one labeled the “fastest growing F1000 in America.” He has a solid background in high tech, manufacturing, services and management.His background in human resources includes organizational process evaluation and improvement, labor laws, integration of businesses, cost reduction, organizational development, and all functional areas of human resources. These include but are not limited to Benefits, Compensation, Staffing, Diversity, ERISA, DOL Compliance, Immigration, Learning & Development, Stock Administration, Executive Compensation, Employee Relations, and over 350 Mergers & Acquisitions. Jim's experience includes operational HR management knowledge globally in 32 countries and has transitioned companies from 30 to 67,000 employees worldwide. Companies he has worked for include Unisys, Novell, Premiere Technologies and PaySys International. Jim is a certified Six Sigma Green Belt.Jim also spent 27 years in the Army National Guard achieving the rank of Colonel, was inducted into the Officer Candidate School Hall of Fame, and received numerous awards including the Legion of Merit. Jim holds a BA in Applied Behavioral Sciences, is a graduate of the Department of Defense Equal Opportunity Institute, has served on the board of HealthSource of Georgia, recently served on the Board of Directors for HomeStretch and was an inside board member of 17 companies. He is an active member of many HR professional organizations.Flex HR has been named one of the “Top 25 Most Promising HR Outsourcing Service Providers” in Outsourcing Gazette Magazine in October 2015. In September 2008, 2012 and 2013 INC Magazine recognized Flex HR as an Inc 5000 “Fastest GrowingAbout Flex HR:Flex HR is co-located in the...

Personally, I have had to inform employees that their jobs were being eliminated. Sometimes because of a budget cut, sometimes due to their performance. How we handle these events is important to the people directly impacted and also to those who remain behind. This podcast will be addressing both topics and how to better structure a layoff scenario—and do it with empathy.  Jim Cichanski, the founder, and Chief Human Resources Officer of Flex HR, has 30+ years experience in human resources, holding senior level positions in companies that were privately held, pre-IPO, foreign owned, joint venture, Fortune 50 and one labeled the “fastest growing F1000 in America.” He has a solid background in high tech, manufacturing, services and management.  His background in human resources includes organizational process evaluation and improvement, labor laws, integration of businesses, cost reduction, organizational development, and all functional areas of human resources. These include but are not limited to Benefits, Compensation, Staffing, Diversity, ERISA, DOL Compliance, Immigration, Learning & Development, Stock Administration, Executive Compensation, Employee Relations, and over 300 Mergers & Acquisitions. Jim's experience includes operational HR management knowledge globally in 32 countries and has transitioned companies from 30 to 67,000 employees worldwide. Companies he has worked for include Unisys, Novell, Premiere Technologies and PaySys International. Jim is a certified Six Sigma Green Belt.  Jim also spent 26 years in the Army National Guard achieving the rank of Colonel.Please visit our sponsors!L3Harris Technologies' BeOn PPT App. Learn more about this amazing product here: www.l3harris.com Impulse: Bleeding Control Kits by professionals for professionals: www.dobermanemg.com/impulseDoberman Emergency Management Group provides subject matter experts in planning and training: www.dobermanemg.com

In this installment of the More with McGlinchey Podcast, Members Susan Desmond and Marcelle Mouledoux discuss the Safer Seas Act requirements for the maritime industry and review the legal obligations that Merchant Marines have regarding sexual harassment claims.

HR professionals play a unique role within organisations but often find themselves in morally challenging or conflicting situations. These challenges may include balancing business needs—such as managing large-scale redundancies—while also supporting individuals through deeply personal difficulties and absorbing the emotional weight that entails. Over time, this toll can increase the risk of exhaustion, ultimately leading to burnout. Join Nigel Cassidy and this month's guests—Amy McKeown, an award-winning health, mental health, and wellbeing strategist and consultant, and Rachel Suff, Senior Policy and Practice Adviser for Employee Relations at the CIPD—as we explore the often-hidden emotional burden of working in HR and why setting boundaries is essential for maintaining wellbeing in the profession.

Arum Lee Lansel, founder of ALL-in 4 Impact, shares her unique career journey from fashion design to international development, philanthropy, and venture capital. Driven by her immigrant family's experience and desire to create more equity, she has developed a deep understanding of how organizations can better support their employees. Her perspective bridges the worlds of venture capital and nonprofit sectors, highlighting the critical importance of investing in talent. Drawing from her experiences at the Packard Foundation, and at the venture capital firm General Catalyst, Arum discusses the key lessons that philanthropy can learn from venture capital, particularly the emphasis on investing in people as the primary driver of organizational success. She introduces her "Thrive" model, a practical framework for nonprofit leaders to systematically improve their workplace environment, which consists of three levels: stabilize (basic compliance), support (creating conditions for best work), and sustain (building a culture of innovation and well-being). In the episode, Arum argues that funders and nonprofit leaders must recognize that the success of their mission depends directly on the health, engagement, and development of their employees. By providing resources, creating supportive structures, and giving staff space to breathe and innovate, organizations can dramatically improve their impact and effectiveness. Key Takeaways: Nonprofit success is fundamentally tied to investing in and supporting staff, not just program outputs. The "Thrive" model provides a structured approach for nonprofits to progressively improve their workplace environment. Funders should view staff investment as a critical strategy for maximizing organizational impact, similar to venture capital's approach. Creating "space to breathe" for nonprofit workers is a form of equity and resource allocation that enables innovation and sustainability. Small nonprofits can start improving their workplace with affordable, targeted interventions, even without a full-time HR staff. Bio: Arum Lee Lansel is an accomplished leader with two decades of experience in the nonprofit, philanthropy, international development, and venture capital sectors. Arum's journey has taken her through vastly different work cultures and operating environments. Formerly she was Vice President of Learning & Development at General Catalyst, a leading venture capital firm with over $32 billion in assets under management. At GC she served as an HR leader where she led change management, shaped the culture, and designed employee development and performance management systems using a growth-mindset lens. She is certified in Employee Relations & Investigations and has led many trainings and facilitated tough conversations. Arum designed and spearheaded GC's first racial equity initiative and helped GC become a DEI leader within the VC industry. Arum led program operations at the David and Lucile Packard Foundation. She worked with nonprofits across the globe to support their organizational effectiveness and designed capacity building strategies. She helped shape the organizational effectiveness team's theory of change and designed and led monitoring, evaluation, and learning strategies. Arum was also a core member of the initial funder collaborative of several large foundations working to combat the “nonprofit starvation cycle” and encourage funders to give unrestricted grants and pay for the real, indirect costs nonprofits incur to fulfill their mission. Resources: ALL-in 4 Impact Arum@allin4impact.com Arum Lansel on LinkedIn Buying vs Building  Talent-value chain document in FTP Toolkit Jamaica Maxwell podcast episode You can find all the episodes of this podcast plus our blog, toolkit and other resources at ⁠⁠⁠⁠⁠⁠fundthepeople.org⁠⁠⁠⁠⁠⁠. And we invite you to learn from all the amazing past guests of Fund the People - A Podcast with Rusty Stahl at ⁠⁠⁠⁠⁠fundthepeople.org/ftp_podcast⁠⁠⁠⁠⁠.

Discover why technical skills alone won't secure your engineering future. Join Marc Levine, Talent Acquisition Manager at Thermosystems, as he reveals the essential skills that actually determine career success in engineering. Perfect for engineers at any career stage who want to advance their careers and increase their value to employers. In this episode of 'Engineer Your Success' hosted by Dr. James Bryant, the focus is on the vital skills engineering schools don't teach, which are essential for career success. Dr. Bryant is joined by Mark Levine, Talent Acquisitions Manager for Thermosystems, who shares insights into his role and the company's culture. Levine discusses the importance of soft skills, which he rebrands as essential skills, such as communication, problem-solving, and emotional intelligence. He highlights Thermosystems' unique employee onboarding and development programs, including Thermo University. The conversation also delves into the importance of continuous learning, adaptability, and the application of curiosity in both personal and professional growth. Levine offers valuable advice for new engineers and those at mid-career stages, emphasizing the necessity of a growth mindset and the art of balancing career success with personal fulfillment. The episode underscores the need for integrating these essential skills into the workforce for a balanced and fulfilling career and personal life. 00:00 Introduction to Engineer Your Success 01:02 Meet Mark Levine: Talent Acquisition Expert 01:15 Thermosystems: Company Overview and Culture 04:18 The Importance of Onboarding and Training 05:29 Core Principles and Employee Relations  10:00 Soft Skills: The Essential Skills for Success 19:39 Adapting to Change and Lifelong Learning 26:44 Career Advice for Engineers 31:34 Conclusion and Contact Information   Connect with Marc: Email:  marc.levine@thermosystems.com Career Tips for Engineers Blog: https://www.linkedin.com/newsletters/career-tips-for-engineers-6877231898947661824/     Let's connect! Find Dr. James Bryant on LinkedIn, Facebook, and Instagram. I'd love to hear from you. Grab Your Copy of the Engineer's Blueprint for Success Here: https://www.engineeryoursuccessnow.com/engineers-blueprint/   You have the strength of a hero within you. Check out my website, www.engineeryoursuccessnow.com, and learn how to unlock your potential and achieve success both in business and in life.

CREWcast | Episode 48Business Series: An interview with Muriel Thompson, Senior Director, Social Impact and Employee Relations, Colliers.In this episode of CREWcast, Wendy Mann interviews Muriel Thompson, Senior Director, Social Impact and Employee Relations, Colliers.

In this episode, we'll hear from three guests in hospitality about how empathy not only enhances relationships with customers but also fosters a sense of belonging among employees, creating a ripple effect that positively impacts business.Join the discussion to explore:Cultivating Genuine Connections: Discover how empathy serves as the cornerstone of exceptional customer service, leading to deeper connections and trust between customers and staff. Learn practical strategies for fostering authentic relationships with customers, resulting in memorable experiences that leave a lasting impression and foster a sense of belonging.Embracing Empathetic Leadership: Explore the importance of empathic leadership in hospitality, including how leaders can model empathy, inspire their teams, and create a culture of care and compassion that resonates throughout the organization.Panelists:Arte Nathan, Previously served as the CHRO for Golden Nugget, Mirage Resorts, and Wynn ResortsLindsey Garito, People & Culture LeaderSusana Guerra, Regional Human Resources Manager, KSL Resortshttps://www.linkedin.com/in/arte-nathan/https://www.linkedin.com/in/lindsey-garito/https://www.linkedin.com/in/susana-guerra-49504343/Arthur “Arte” Nathan served as Chief Human Resources Officer for Golden Nugget, Mirage Resorts, and Wynn Resorts from 1983 – 2006: he opened and helped operate all of their casinos in Atlantic City, Las Vegas, Mississippi and China. Arte retired from the gaming industry in 2006 and helped develop and open the Resort at Pelican Hill. Throughout his career, Arte oversaw all aspects of HR including talent acquisition, training and development, compensation, workplace safety, labor and employee relations, employee communications, human resource information systems, and employee engagement. He currently serves on the Board of several companies, consults with hospitality and service companies worldwide, and writes a daily motivational blog.Lindsey Garito is a senior HR/People leader with 20 years of progressive experience in the field of human resources. She earned a Bachelor of Business Administration in HR Management from Pace University and will graduate in May 2024 with her MBA. Lindsey holds SHRM-SCP and SPHR certifications. Lindsey is the proud recipient of the 2023 Susan R. Meisinger Fellowship Award through SHRM Foundation. Throughout her career, Lindsey has worked in various disciplines of HR including talent acquisition, total rewards, performance management, compensation, HR technology, employee relations, and general HR. Her industry experience includes consumer services, healthcare, and hospitality. Lindsey actively serves on the board of Westchester Human Resource Management Association as Emerging Professionals Chair. She also volunteers in SHRM's national career mentoring program. Lindsey is a thought leader and regularly shares her insights and experiences in various publications and media and is a member of the Forbes Human Resources Council.Susana is a seasoned Human Resources professional with over 20 years of experience in various HR functions. Her expertise lies in Employee Relations, planning and organizing recruiting and staffing efforts, Benefits and Compensation, Training, and working in both union and non-union environments. She is currently Regional Human Resources Manager at KSL Resorts. Previously, she served as the Corporate Director of Talent and Purpose at Legacy Vacation Resorts. One of Susana's notable accomplishments is her contribution to Legacy Vacation Resorts becoming a B Certified company, demonstrating her commitment to corporate social responsibility and sustainability.

In this recording of last April's live panel, we dive into the dynamic world of education and its ever-evolving landscape, fueled by the transformative power of AI and other innovations.Our esteemed guests will discuss innovative approaches and insights on empowering minds for positive change in education.Listen in to discover…Rethinking Traditional Models: Delve into how educational paradigms are embracing AI and other advancements to adapt to the needs of a rapidly changing world.Empowering Learners: Hear firsthand accounts of initiatives and strategies that empower students and educators alike to thrive amidst evolving educational environments.Driving Impact: Learn how individuals and organizations are leveraging AI and other tools to drive positive impact in education, inspiring change and shaping the future of learning.Panelists:Angie Walker, VP Human Resources, Spring Education GroupKevin Salcido, Retired HR Executive, Arizona State UniversityYuvay Ferguson, CEO, Yuvay Ferguson, LLCAngie Walker has 20+ years experience in strategic HR initiatives, merger & acquisition, talent acquisition and onboarding, compensation, and employee relations at mid-sized and Fortune 100 companies. The past 12 years has been in education, higher education and most recently, k-12.Angie was previously the Chief Human Capital Officer at the Austin Centers as well as Vice President of Human Resources for National University and Northcentral University. In this role, she developed and implemented human capital strategies that included M&A transactions, organizational transformation initiatives, the recruitment and retention of faculty and staff, engagement and culture strategies, leadership development, and HR systems.Kevin Salcido is a retired human resources executive. His most recent role was as the Vice President and Chief Human Resources Officer at Arizona State University.Kevin was an HR leader for over 35 years.Early in his career, Kevin had a senior personnel role with a major retail chain in Phoenix and spent time as the Southwest Region HR Manager for the PepsiCola Company. Salcido then became the Vice President of Human Resources at Central Newspapers, Inc., a national media and information company that operated seven newspapers including The Arizona Republic and the Indianapolis Star News. Salcido was then the Senior Director of Labor and Employee Relations and Workforce Development at Arizona Public Service before joining ASU in 2007.A lifelong lover of education and a fierce champion for activities that impact the professional growth of business leaders, Dr. Yuvay Meyers Ferguson has a proven track record of consulting with global corporations to provide strategy around activities that prepare the workforce of today and tomorrow. Her academic research, which centers on generational cohorts and their behavior in the marketplace, has given her insight into how the general characteristics of the groups impacts workplace culture and dynamics.With over 20 years of professional and academic experience, Dr. Ferguson has a unique understanding of adult education, leadership coaching, business strategy and planning that she uses in collaboration with evidence-based training techniques to help companies successfully strategize and implement people forward initiatives in today's new labor environment.Follow Angie on LI → https://www.linkedin.com/in/angie-walker-phr-shrm-cp-ccp-mba-a62446/Follow Kevin on LI → https://www.linkedin.com/in/kevinsalcido/Follow Yuvay on LI → https://www.linkedin.com/in/yuvay-meyers-ferguson/

This session delves into strategies for fostering positive workplace relationships, enhancing employee engagement, and managing labor relations effectively. It covers key laws, theories, and practices to maintain harmony and fairness in the workplace. Key Topics Covered Employee Relations and Engagement: Managing the employee lifecycle, addressing workplace conflicts, and using tools like attitude surveys and exit interviews to improve satisfaction and engagement. Motivational Theories: Applying theories like Equity, Fulfillment, and Reward to enhance job satisfaction and performance. Workplace Practices: Implementing self-directed work teams, quality circles, and ergonomics to improve productivity and morale. Labor Laws and Rights: Overview of the Wagner Act, Taft-Hartley Act, and Landrum-Griffin Act, along with concepts like unfair labor practices and union authorizations. Collective Bargaining and Dispute Resolution: Techniques like mediation, arbitration, and concession bargaining to resolve labor disputes effectively. This session equips HR professionals with the knowledge and tools to build engaging workplaces and navigate labor relations confidently while ensuring legal compliance.

In this insightful episode of 10x Your Team with Cam & Otis, Gary Smith joins the discussion to explore the intricacies of strategic planning and its impact on team success. Gary shares his expertise on aligning team efforts with organizational goals, emphasizing the importance of clear communication and adaptability in achieving desired outcomes. The conversation delves into practical strategies for effective leadership, fostering a culture of continuous improvement, and the role of resilience in navigating challenges. Whether you're a leader aiming to enhance your team's performance or a team member seeking to contribute more effectively, this episode offers valuable insights and actionable advice.More About Gary:Gary J. Smith has spent over 30 years in Human Resources, concentrating in the areas of Recruitment, Employee Relations, Training, and Organizational Development and Effectiveness. He has held positions such as: Director of Staffing with Pepsi Cola International; Director, Human Resources with A.O. Smith Corporation; and, Manager of Human Resources with American Hospital Supply Corporation (now Cardinal Health, Inc.) and Pullman, Inc. Prior to forming Smith, Scott & Associates in 1989, Smith was Managing Director for Chicago operations, at the nation's largest search firm specializing in Information Technology recruitment. He has been an active member of the adjunct faculty at DePaul University's Graduate School of Business since 1991. In 2005, Smith also joined the faculty of the University of Colorado as an adjunct lecturer in the College of Business.#10xyourteam #LeadershipStrategies #TeamSucces #StrategicPlanning #EffectiveLeadership #ContinuousImprovement #TeamPerformance #AdaptableLeadership #ResilienceInLeadership #TeamCulture #BusinessInsights #LeadershipDevelopment #OrganizationalGoals #LeadershipPodcast #TeamAlignment #GrowthMindsetChapters:Introduction and Gary's BackgroundTime: 00:00 - 05:00Description: Opening remarks and introduction of Gary Smith, highlighting his journey and expertise in strategic planning.The Importance of Strategic PlanningTime: 05:01 - 15:00Description: Discussion on how strategic planning aligns team efforts with organizational goals.Effective Communication in LeadershipTime: 15:01 - 25:00Description: Gary shares insights on the role of clear communication in achieving team success.Adaptability and ResilienceTime: 25:01 - 35:00Description: Exploring the importance of adaptability and resilience in navigating challenges.Fostering a Culture of ImprovementTime: 35:01 - 45:00Description: Strategies for creating a culture of continuous improvement within teams.Closing Thoughts and Key TakeawaysTime: 45:01 - EndDescription: Final reflections on the discussion and key takeaways for listeners to apply in their own contexts.Gary Smithhttps://www.linkedin.com/in/smithgaryj/https://www.linkedin.com/company/smith-scott&associates/

Where do you draw the line between work and play when it comes to office friendships? It's hard to make friends as adults, so it's no wonder we get excited when we discover a coworker we genuinely click with. Lots of research supports the benefits of workplace friendships. These relationships are key to job success, and employees with work friends are more likely to get engaged and innovate, be more productive, and genuinely enjoy their time. Most of us know that making friends at work also comes with unique challenges, and keeping those potential pitfalls in mind can help you build deeper friendships that last while also keeping your career on track. In this episode, I cover some issues that could crop up and explore how we can navigate them as we nurture those cherished office friendships.Check out these helpful tips for making the most of your workplace friendships:Two tips to keep your work friendships working;The research on the shifting power dynamics of being friends with your boss;How to maintain your integrity and your friendships as a leader, for the sake of your team, your organization, and your career.Related Links:Episode 329, Female Friendships: Why We Need Them and How to Keep Them - https://www.bossedup.org/podcast/episode329Episode 458, Establishing Your Personal and Professional Network in a New City - https://www.bossedup.org/podcast/episode458Stuff Mom Never Told You Episode 105, Can We Be Friends? - https://www.iheart.com/podcast/105-stuff-mom-never-told-you-21123631/episode/can-we-be-friends-30231271/That Moment When One Friend Is Promoted—And The Other Is Not, Forbes - https://www.forbes.com/sites/markcperna/2020/07/01/that-moment-when-one-friend-is-promoted-and-the-other-is-not/Does Organizational Cronyism Lead to Lower Employee Performance?, Frontiers in Psychology - https://pmc.ncbi.nlm.nih.gov/articles/PMC7566910/Cronyism and Nepotism Are Bad for Everyone: The Research Evidence, Cambridge University - https://www.cambridge.org/core/journals/industrial-and-organizational-psychology/article/abs/cronyism-and-nepotism-are-bad-for-everyone-the-research-evidence/7EED4D042812470B60D0312008DBA438Workplace Friendships: the Double-Edged Sword, London School of Economics - https://blogs.lse.ac.uk/businessreview/2023/02/13/workplace-friendships-the-double-edged-sword/What to Do When You Become Your Friend's Boss, Harvard Business Review - https://hbr.org/2020/09/what-to-do-when-you-become-your-friends-bossFriends Without Benefits: Understanding the Dark Sides of Workplace Friendship, Academy of Management Review - https://www.researchgate.net/profile/Julianna-Pillemer/publication/323220675_Friends_Without_Benefits_Understanding_the_Dark_Sides_of_Workplace_Friendship/links/5b79f5cb4585151fd121920c/Friends-Without-Benefits-Understanding-the-Dark-Sides-of-Workplace-Friendship.pdfThe Limits To Workplace Friendship: Managerialist HRM and Bystander Behaviour In the Context of Workplace Bullying, APA Psych Net - https://psycnet.apa.org/record/2011-09564-005Gossip in Evolutionary Perspective, Review of General Psychology - https://journals.sagepub.com/doi/10.1037/1089-2680.8.2.100Are Workplace Friendships a Mixed Blessing? Exploring Tradeoffs of Multiplex Relationships and their Associations with Job Performance, Personnel Psychology - https://onlinelibrary.wiley.com/doi/abs/10.1111/peps.12109Social Undermining in the Workplace, Academy of Management Journal - https://www.researchgate.net/publication/257307370_Social_Undermining_in_the_WorkplaceCrossing The Line: Boundaries of Workplace Humour and Fun, Employee Relations - https://www.emerald.com/insight/content/doi/10.1108/01425450910991749/full/html?casa_token=CIojz70WmukAAAAA:3I1KGNeHRpiD8ugwn0KmCazvPn3zWPniNAUtGyOp_2F4xkU83TE-1u0c8-c3XKM63LealAcq7FBud5toouq88q6U2ehi3_m_iVitDbj1wZ0yDlbP0UD3Why work friendships are critical for long-term happiness, CNBC - https://www.cnbc.com/2018/11/13/why-work-friendships-are-critical-for-long-term-happiness.htmlShould You Be Friends With Your Boss?, Forbes - https://www.forbes.com/sites/juliawuench/2021/09/06/should-you-be-friends-with-your-boss/The Increasing Importance of a Best Friend at Work - https://www.gallup.com/workplace/397058/increasing-importance-best-friend-work.aspxFrom BFF to Your Boss, ResumeLab - https://resumelab.com/career-advice/from-friend-to-bossLEVEL UP: a Leadership Accelerator for Women on the Rise - https://www.bossedup.org/levelupBossed Up Courage Community - https://www.facebook.com/groups/927776673968737/Bossed Up LinkedIn Group - https://www.linkedin.com/groups/7071888/

In this episode of Nobody Told Me That!, I sit down with HR expert Alan Twigg from Bent Erickson and Associates to discuss HR policies and how they can make or break a dental practice. From avoiding legal pitfalls with proper documentation to navigating the National Labor Relations Act, we cover items you need to know to safeguard your practice. It's not easy to create and maintain a productive, compliant workplace but it's part of our job as practice leaders. We talk about these key HR issues: Managing sensitive conversations versus toxicity in the workplace. Building legally sound ‘no gossip' policies (this is where many managers are surprised by the law!) The importance of annual reviews and continuing education investments. Plus, we'll explore the real cost of mishandling harassment claims and tips for keeping wages and benefits competitive. It's a must-listen for anyone leading a dental practice!   Connect with Alan   Website: https://bentericksen.com/   The Dental HR Podcast   ------------- https://www.odysseymgmt.com/synergy NTMT listeners receive a 2 Month Free Trial + a 3rd Month if you buy anything from any vendor during the trial period. Also, new Darby customers receive a $200 Darby statement credit with a purchase.  ------------- My insurance course is out! Dental Insurance Design and Management is geared toward those who want to understand the how and why of insurance. As a loyal podcast listener, please use "NTMT" for a $75 courtesy toward your investment.  ------------- Visit odysseymgmt.com to check out my book, webinars and courses. ------------- Don't forget to check out my other podcast Chew on This - A Dental Podcast!  **If you like the show then I'd appreciate a good rating. Tell your friends. Even podcasters ask for referrals!** YouTube: https://youtube.com/@odysseymgmt  

Anna Maria DiDio, MSW is an adoptive mother and was inspired to write her memoir, Love at the Border, An Adoption Adventure after her family journey to Mexico. Now her L.I.F.E.* Adventures children's books feature stories about adoption, foster care, stepchildren, and all blended families. Bestselling Adoption & Children's Book Author Anna Maria hopes her books encourage open and honest exploration of children's thoughts and feelings within their unique families. Anna Maria holds a BA in Psychology from Villanova University and an MSW in Family Specialization from the University of Pennsylvania. Anna Maria's professional career includes working as an HR consultant, coaching senior leaders across many industries, and serving as a trusted advisor on all human capital matters. Her areas of expertise include Executive Coaching, Facilitation/Mediation, Employee Relations, Performance Management and Leadership Development. @https://www.amdidio.com/ https://www.facebook.com/AnnaMariaDiDioMSW https://www.instagram.com/annamariadidiomsw/ https://www.linkedin.com/in/annamariadidio/ #AdoptionJourney#AdoptiveParenting#AdoptionStories#AdoptionSupport#AdoptionJourney#AdoptiveParenting#AdoptionStories#AdoptionSupport#ParentingThroughAdoption#ThingsIWishIKnew#AdoptionChallenges#AdoptiveFamilyLove

What should you do if you or your employee face bullying, retaliation, discrimination, or harassment at work? It's important to understand how the internal investigation process works. In this episode you'll discover exactly how to navigate these sensitive processes with expert advice from Natalie Ivey, former HR executive and CEO of RPC, an HR consulting, training, and private investigations company. You'll find out when to report workplace issues, and how to protect yourself from potential backlash. Tune in to this episode to discover: ✔️ The essential steps organizations take during internal investigations and why they are necessary. ✔️ When and how employees should report workplace conflicts and allegations. ✔️ Key legal protections for employees who engage in protected activities. ✔️ The potential repercussions of mismanaging workplace conflicts and investigations. ✔️ Strategies managers can employ to support employees through investigations.   ✅ Follow Natalie Ivey: RPC HR Consulting:  https://rpchr.com/  The HR Investigations Podcast: https://rpchr.podbean.com/ Book How to Confuct Internal Investigations: A Practical Guide for Human Resource Professionals: https://www.amazon.com/How-Conduct-Internal-Investigations-Professionals/dp/1483935248    ✅ Free Resources FREE Training & presentation on How To Be Assertive Without Being Rude, Aggressive, or Offensive: https://assertiveway.aweb.page/assertivenotrude  30 min Amplify Voices Strategy Session: https://calendly.com/assertiveway/amplifyvoicesstrategycall Sign Up for Our Email Newsletter: https://assertiveway.com/newsletter/ Ivna's Unapologetic Voice Stories: https://assertiveway.aweb.page/ivnastories From Rambling To Articulate PDF Guide: https://assertiveway.aweb.page/articulate Podcast episode lists by theme: https://assertiveway.aweb.page/speakyourmindunapologeticallytopics Women in Tech Leaders Podcast Interviews: https://assertiveway.com/womenintechpodcastguests/ Podcast Summaries & More Email Newsletter: https://assertiveway.com/newsletter Our Linkedin Blog Articles:  https://www.linkedin.com/newsletters/6863880009879306240/   TEDx Talk How To Speak Up Safely When It's Psychologically Unsafe: https://assertiveway.aweb.page/safespeak 10 Day free Assertive And Liked Challenge: https://assertiveway.aweb.page/beassertiveandliked Assertiveness free training: https://assertiveway.aweb.page/getahead Other Free resources: https://assertiveway.com/free/ Podcast page: https://assertiveway.com/podcast-speak-your-mind-unapologetically/   ✅ Listen on the Speak Your Mind Unapologetically podcast on Apple Itunes: https://podcasts.apple.com/us/podcast/speak-your-mind-unapologetically-podcast/id1623647915      ✅ Listen on Spotify: https://open.spotify.com/show/6L1myPkiJXYf5SGrublYz2   ✅ Order our book, ‘Unapologetic Voice: 101 Real-World Strategies for Brave Self Advocacy & Bold Leadership' where each strategy is also a real story: https://www.amazon.com/Unapologetic-Voice-Real-World-Strategies-Leadership-ebook/dp/B0CW2X4WWL/   ✅ Follow the show host, Ivna Curi, on LinkedIn: https://www.linkedin.com/in/ivna-curi-mba-67083b2/     ✅ Request A Customized Workshop For Your Team And Company:  http://assertiveway.com/workshops   ✅ Other Episodes You'll Like Ending Workplace Abuse: How To Document and Emerging Laws (with Kimberly Williams) How Do You Report Workplace Harassment Being Without Unfairly Punished (with Luz Nunez) Rise Strong: Strategies for Standing Up to Power at Work (with SarahNicole Mahoney) Manage Your Manager: How To Be Assertive With Your Boss Take Control: How to Protect Your Personal Power at Work   ✅ Work With Us Workshops: http://assertiveway.com/workshops   Break The Silence: https://assertiveway.com/communicationculturetransformation/ Services: https://assertiveway.com/offerings Contact me: info@assertiveway.com or ivnacuri@assertiveway.com Contact me on Linkedin: https://www.linkedin.com/in/ivna-curi-mba-67083b2 Website: https://assertiveway.com   ✅ Support The Podcast Rate the podcast on apple: https://podcasts.apple.com/us/podcast/speak-your-mind-unapologetically-podcast/id1623647915 Ask me your question for the next episode: https://www.speakpipe.com/speakyourmindquestion

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

In this episode of Great Practices, I'm talking with Lisa Godwin, global HR and employee relations leader and owner of Powerhouse HR Consulting. Lisa is going to apply her extensive Human Resource and Employee Relations experience to PMOs and Project Managers and discuss the importance of managing conflict within teams, the GROW model for resolving disputes, and great practices for setting expectations and ways you can make sure once conflict is resolved it doesn't rear its ugly head again. Plus, find out how by doing ER right (employee relations), you can avoid a trip to the ER (emergency room!) and how laying the proper groundwork up front for conflict resolution will make your life so much easier as a project leader. Want to get in touch with Lisa? LinkedIn: https://www.linkedin.com/in/lisaygodwin/ Email: godwinly@gmail.com or powerhousehrconsulting@gmail.com

After receiving a clear plan of action for terminating a relationship with an employee, the crucial question becomes – How do you handle the aftermath of firing an employee? What do you say to the team? When do you say those things to the team? Often, the aftermath is the scariest part of termination decisions, and at times, the anxiety over the aftermath can even prevent a practice owner from making the decision to fire the employee. In this episode, Dr. Kuba and Bethany unpack the critical timing of informing employees and the formula for which to draft the right message. Respectful and quick communication is essential in cleaning up and rebuilding after losing an employee.  Previous Episodes Worth Revisiting: How Many Team Members Do I Need? Back-Up Employees and Plan B Strategies 

In this episode, we explore the complexities of employee relations with HR consultant Ricky Baez. Topics include:1. Understanding Employee Relations: The importance of respecting diverse personalities and maintaining a positive work environment.2. Common Challenges: How differences in opinion and communication impact productivity.3. Balancing Empathy and Strategy: Essential skills for HR professionals.4. Navigating Sensitive Topics: Practical advice on handling politics and religion at work.5. Proactive Leadership: Encouraging civility and respect, especially during election years.Join us for valuable insights and tips on how to improve employee relations in your organization. Don't forget to subscribe!Additional Resources: 1. How to Handle Employee Complaints2. How to Manage Workplace Conflict3. Ways to Improve Your Employee Relations4. Communication Styles in the Workplace and How to Manage Them

In this curated episode of the Revenue Builders Podcast, hosted by John McMahon and John Kaplan, guest Harsha Jalihal, Chief People Officer at MongoDB, shares insights on fostering open communication within teams. Drawing from her extensive HR experience at Cognizant and Unilever, Harsha discusses the importance of building relationships, getting to know team members personally, and trusting one's gut instincts. She emphasizes that developing trust and understanding takes time and multiple conversations, particularly in the post-COVID era where personal and professional boundaries are blurred. Notable advice includes asking direct questions, providing space for honesty, and ensuring employees feel comfortable sharing their concerns.KEY TAKEAWAYS[00:00:38] Building Trust and Relationships[00:01:23] The Importance of Knowing Your Team[00:02:35] Navigating Difficult Conversations[00:03:15] Trusting Your Gut Instincts[00:03:55] Giving Space and TimeHIGHLIGHT QUOTES[00:01:27] "You can't just think of your job as directing their work. You've got to get to know the people who work for you."[00:02:26] "It's harder to manage people these days because you have to really get to know them almost on a personal level."[00:03:00] "You're not going to get to really figure out what's bothering somebody with one conversation. It's going to take you more than one or two attempts."[00:03:49] "Is there something you're not telling me? Because you're afraid or concerned that I might react negatively to it?"Listen to the full episode with Harsha Jalihal through this link: https://revenue-builders.simplecast.com/episodes/balancing-business-and-people-in-leadership-with-harsha-jalihal/Check out John McMahon's book here:Amazon Link: https://a.co/d/1K7DDC4Check out Force Management's Ascender platform here: https://my.ascender.co/Ascender/

I'm diving into a topic that's particularly challenging yet incredibly relevant—narcissistic behavior. Have you ever dealt with someone who has an inflated sense of self-importance, craves admiration, and shows little empathy? If so, this episode is for you. Join me as I unpack how to identify these behaviors and share practical strategies to navigate interactions with such individuals. Whether it's a difficult conversation with a colleague or managing employee relations, understanding these dynamics can make all the difference. Learn how to set firm boundaries without escalating conflicts and discover techniques to keep your cool when faced with manipulation or criticism. What does narcissistic behavior look like? How do you respond/react/interact? I'll reveal why arguing with a narcissist is a losing game. We'll discuss the importance of self-compassion and how to maintain your own peace in the face of challenging behavior. I'll talk about the in's and out's of how to hold your boundaries.  Narcissistic behavior is never about YOU. I'll discuss the importance of self-compassion and how to maintain your own peace in the face of challenging behavior. Plus, I'll give you actionable tips on documenting interactions to protect your work and ensuring your voice is heard without getting drawn into unnecessary drama. Curious about how to handle someone who takes no accountability and always tries to claim credit for your work? Or how to deal with a person who constantly criticizes and blames others? With love and light, I hope these insights help you navigate your interactions with more confidence and calm. Stacie More episodes at StacieBaird.com.

Host Jeremy C. Park talks with Diane Mershon Heyman, President of DMH Consulting, who shares some of her background working for more than 30 years in the Human Resources profession leading teams, building people and process capabilities, while driving strategies that aligned with business goals and growth.During the interview, Diane shares some of her experiences working as a senior HR leader with the global brand, Hilton, and then as the Chief People Officer & SVP with the nonprofit organization, ALSAC - St. Jude Children's Research Hospital, and how those experiences and the desire for more flexibility led her to launch DMH Consulting, LLC. Diane talks about how she is helping businesses with a combination of HR services, and provides some examples of recent projects, ranging from HR Strategy Development to HR Assessments and from Leadership Interviews to Employee Relations. Diane then talks about some of the major trends, like Leadership Succession Planning, Re-skilling and Up-skilling, and the importance of developing your team. She wraps up with a tip to help with leadership development.Visit www.dmhconsultingllc.com to learn more.

We are excited to share with you the latest episode of The ASHHRA Podcast where we dive deep into the world of healthcare HR with an exceptional guest, Kelvin Igumbor, the Associate Vice President of Employee Relations at VCU Health System.

GDP Script/ Top Stories for May 29th          Publish Date:  May 29th          From the Ingles Studio Welcome to the Gwinnett Daily Post Podcast. Today is Wednesday, May 29th, and Happy 70th Birthday to musician Danny Elfman. ***05.29.24 – BIRTHDAY – DANNY ELFMAN*** I'm Bruce Jenkins and here are your top stories presented by KIA Mall of Georgia. Prosecutors say botched Robbery turned deadly SUV Crashes into Lawrenceville Burger King Flowery Branch Man Raped Gwinnett Teen, Then Stabbed Her 86 Times Plus, my conversation with Leah McGrath from Ingles Markets on frozen meals. All of this and more is coming up on the Gwinnett Daily Post podcast, and if you are looking for community news, we encourage you to listen daily and subscribe! Break 1: MOG   STORY 1: Prosecutors: Robbery Gone Wrong Ended in Murder A Norcross man and a Fayetteville man are set to be sentenced for the 2020 murder of Malik Werts during a home invasion in Norcross. Corey Arnell Myart, 24, was convicted of felony murder, home invasion, and aggravated assault. Gabriel Morales, 23, was found guilty of felony murder and aggravated assault. They face potential life sentences. The crime occurred after Myart and Morales targeted Werts' apartment, suspecting large amounts of marijuana. They invaded the apartment, and during the robbery, Werts was shot. Myart's younger brother, Cobe Myart, is also charged and awaiting trial. STORY 2: SUV Crashes into Lawrenceville Burger King An SUV crashed into a Burger King in Lawrenceville on Tuesday, causing minor injuries to the driver and several patrons inside. The incident occurred at 445 Grayson Highway. The driver was transported to the hospital and will be charged with reckless driving and other traffic offenses. The restaurant is currently closed. No further details on the cause of the accident were provided. STORY 3: Flowery Branch Man Raped Gwinnett Teen, Then Stabbed Her 86 Times Zachary Iona, a 22-year-old from Flowery Branch, was sentenced to 30 years in prison and must register as a sex offender for raping and stabbing a 15-year-old girl he met on Snapchat. Iona pled guilty to multiple charges, including rape and aggravated assault. He attacked the girl at her Hoschton home in 2022, stabbing her 86 times. The victim survived after extensive surgeries and physical therapy. Gwinnett DA Patsy Austin Gatson highlighted the dangers of social media through this case. Police identified Iona from a Snapchat photo. We have opportunities for sponsors to get great engagement on these shows. Call 770.874.3200 for more info. We'll be right back Break 2: TOM WAGES STORY 4: Gwinnett School Board Approves New Leadership Appointments The Gwinnett County Board of Education appointed new staff during their May 16 meeting. Eric R. Davidson and Erin A. Hahn were named Cluster Superintendents for the Division of School Improvement and Operations, replacing retiring staff. Nicole S. Holcomb was appointed as the Executive Director of Employee Relations, while Susan A. O'Neil became the Director of Special Education- Behavior/Therapeutic/Special Programs. Virin K. Vedder was named the new Director of Foreign Language. These appointments bring fresh leadership to various divisions within the school system, with each appointee bringing extensive experience in their respective roles. STORY 5: 7 Gwinnett Seniors Earn Gates Scholarships Seven recent graduates from Gwinnett County Public Schools have been awarded the Gates Scholarship, granting them a free college education. These students, selected from a nationwide pool of 300, include Malik Bailey, Sophia Rodriguez, Victor Osele, Hashim Abdullahi, Braylon Kelley, Georges Djrogbo, and Kevin Nhan. The Gates Scholarship, funded by The Bill & Melinda Gates Foundation, covers all college expenses not already accounted for by other financial aid or family contributions. Beyond financial support, the scholarship offers comprehensive services such as career guidance, mentoring, leadership development, and wellness support. Recipients are chosen based on academic achievement, leadership skills, and personal success. This prestigious scholarship aims to empower high-potential, low-income minority students to excel academically, graduate college, and become leaders in their communities. We'll be back in a moment.   Break 3:   And now here is my conversation with Leah McGrath from Ingles Markets on frozen meals.   ***LEAH MCGRATH INERVIEW***   We'll have final thoughts after this.   Break 4: INGLES 6 Signoff – Thanks again for hanging out with us on today's Gwinnett Daily Post Podcast. If you enjoy these shows, we encourage you to check out our other offerings, like the Cherokee Tribune Ledger Podcast, the Marietta Daily Journal, or the Community Podcast for Rockdale Newton and Morgan Counties. Read more about all our stories and get other great content at gwinnettdailypost.com Did you know over 50% of Americans listen to podcasts weekly? Giving you important news about our community and telling great stories are what we do. Make sure you join us for our next episode and be sure to share this podcast on social media with your friends and family. Add us to your Alexa Flash Briefing or your Google Home Briefing and be sure to like, follow, and subscribe wherever you get your podcasts. Produced by the BG Podcast Network   Show Sponsors: www.ingles-markets.com  www.wagesfuneralhome.com www.kiamallofga.com   #NewsPodcast #CurrentEvents #TopHeadlines #BreakingNews #PodcastDiscussion #PodcastNews #InDepthAnalysis #NewsAnalysis #PodcastTrending #WorldNews #LocalNews #GlobalNews #PodcastInsights #NewsBrief #PodcastUpdate #NewsRoundup #WeeklyNews #DailyNews #PodcastInterviews #HotTopics #PodcastOpinions #InvestigativeJournalism #BehindTheHeadlines #PodcastMedia #NewsStories #PodcastReports #JournalismMatters #PodcastPerspectives #NewsCommentary #PodcastListeners #NewsPodcastCommunity #NewsSource #PodcastCuration #WorldAffairs #PodcastUpdates #AudioNews #PodcastJournalism #EmergingStories #NewsFlash #PodcastConversationsSee omnystudio.com/listener for privacy information.

#singleparents #codependancy #divorcesupport Dive into stories of resilience and self-discovery after divorce. Learn how to overcome codependency and find inner strength. In her mid 40's, Crissy made the difficult decision to leave her marriage after 19 years, and face the fear of being a single mom, maintaining a full-time job, and the anxiety of financial insecurity. As a child of divorce herself, Crissy had spent her whole life doing what she thought others expected of her. Meanwhile, she was suffering on the inside because she was ignoring her own needs. It was time to make a change...NO MORE EXCUSES!This new journey led her to follow her heart and her passion. Despite the challenge of balancing her corporate career and pursuing her dreams, she decided to embark on a journey of helping other women create a fulfilling and authentic life after divorce by becoming a coach and host of her own podcast titled, “From Mrs. to ME”. As a Coach, Crissy has a gift for working with women who have lost their sense of self and empower them to face their fears, build confidence and courage to stand in their truth.With over 30 years of experience in conflict resolution as an expert in the field of Employee Relations, Crissy also provides clients with guidance on how to navigate those challenging times as a co-parent and how to improve and sustain healthy lines of communication with your former spouse/partner. Resources:

Networking is a crucial aspect of any business. Whether you are just starting out or a seasoned business professional, building relationships can help you gain valuable insights and find new business opportunities.  This series shares conversations with four extraordinary business women, from the Warrior community, to discuss the skills of networking. Many people struggle with networking, or get started too late, and this is the conversation to put us on the right path. We will discuss how we can cultivate the proper mindset and what tips, stories and perspectives we can learn that will make us better networkers.  We continue our series with Dr. Rosina Raccioppi, President and Chief Executive Officer of WOMEN Unlimited, Inc., who shares with us how networking and relationship building has been crucial to her own success.  She shares the tools that can help us step into our own power and influence, help us learn what limits us and how to overcome those obstacles, while navigating through complex and compressed lives. This conversation, while chockful of ideas and thoughts, show us one of the most powerful elements of networking is the special ingredient, curiosity.  As President and Chief Executive Officer of WOMEN Unlimited, Inc., Dr. Rosina Racioppi spearheads her organization's initiatives to help Fortune 1000 companies cultivate the talent they need for ongoing growth and profitability. Under her leadership, WOMEN Unlimited, Inc. successfully partners with organizations across a wide range of industries to develop their high-potential women and to build a pipeline of diverse and talented leaders.   By overseeing the management of programs and services nationwide, Dr. Racioppi is actively involved in helping organizations meet the challenges of a continually changing global economy. Additionally, she analyzes and develops new business opportunities; works with current Fortune 1000 partners to assess and update offerings to their high- potential women; and ensures that WOMEN Unlimited, Inc. is in sync with the needs of its present and potential partners.  She has over 25 years' experience in Organization Planning and Development, Compensation and Benefits, Training and Development, Safety, Quality Management, Staffing and Employee Relations.  (3:18) What is Rosina's mindset when it comes to building relationships and communities?  (5:20) What was Rosina's catalyst for writing her book “Relationships Matter”? (7:12) What should women in 2024 be thinking and focusing on?  (9:08) Does Rosina think there is a difference between networking and relationship building?  (11:45) Which of the 7 reasons we all need good relationships, from her book, have been most impactful to Rosina in her career?  (15:55) What advice would Rosina offer someone who feels they are too busy to grow their network? What do we say to someone who says “I can't network virtually”?  (20:31) How can we assess the health and well-being of our network?  (22:21) What was the most influential networking experience and why?  (26:09) How does Rosina feel the skills of networking has helped her outside of her career?   (27:50) Who are the people she is following for guidance and inspiration?  (28:44) What is Rosina's ask, offer and who/what does she want to acknowledge?  Connect with Rosina Raccioppi https://www.linkedin.com/in/dr-rosina-racioppi-792b941/  Subscribe: Warriors At Work PodcastsWebsite: https://jeaniecoomber.comFacebook: https://www.facebook.com/groups/986666321719033/Instagram: https://www.instagram.com/jeanie_coomber/X / Twitter: https://twitter.com/jeanie_coomber LinkedIn: https://www.linkedin.com/in/jeanie-coomber-90973b4/YouTube: https://www.youtube.com/channel/UCbMZ2HyNNyPoeCSqKClBC_w

For this episode, David is joined by Dr. Rosina Racioppi, who is the president and CEO of Women Unlimited. Rosina is on a mission to help organizations develop a culture where women have the same opportunity as men to fully realize their potential. Women Unlimited runs courses and uses mentors to help women and the organisations they work for to achieve true workplace parity. KEY TAKEAWAYS In a tight labour market, not developing women costs organisations heavily. To achieve true gender parity, everyone in the organization must work towards that goal and do so every day. To advance their careers women need to be more intentional about how they show up and what they do. Focus on sharing how what you are doing helps the organisation. Don´t be shy, advocate for yourself. Learn to speak with more confidence and make better connections with others. Ask for feedback. Recruiters need to be aware of their own bias and be open to interviewing a few people who do not 100% fit their vision of their ideal candidate. Diversity goes far deeper than building teams based on gender or skin colour. The strongest teams include people from a range of backgrounds, educational experiences, and upbringings. BEST MOMENTS ‘Growth and comfort don´t live in the same space… if you want to advance, you're going to feel a little uncomfortable for a while,' ‘Adopting the curious mindset is the critical part.' ‘When you hold people accountable, things happen.' ‘Make sure that you're not just replicating the same person in a different skin.'   EPISODE RESOURCES https://www.women-unlimited.com/ https://www.linkedin.com/in/dr-rosina-racioppi-792b941/ https://www.amazon.co.uk/RELATIONSHIPS-MATTER-Developmental-Networks-Influence/dp/1732251088 https://www.radicalcandor.com/ ABOUT THE SHOW People with purpose make a difference. Imagine a world where more people can just get their purpose out of them, into a plan, and then actually make it happen. What a world that would be - People everywhere finding meaning and harnessing that to bring inspiration and energy to each and every day, changing lives for the better. But no one ever achieved anything on their own - we all have something unique to bring and that means we all have to play our part - if we want to go far, we have to go together and lead or serve towards a vision of the world we want to see. Everyone has a story to tell, and this show is where these stories come to life. ABOUT THE HOST David Roberts is a highly regarded CEO, mentor, and investor with 30 years of experience across multiple sectors. As an intrapreneur and entrepreneur, David has bought, grown, started, and sold several businesses, working with values-driven start-ups, award-winning SMEs, and multinational corporations on strategies for service excellence, leadership, and profitable growth. David's passion is for purpose and creating an environment where everyone can succeed, through building teams that get things done, execute on their mission with passion, deliver exceptional service, and really make a difference. ABOUT THE GUEST As President and Chief Executive Officer of WOMEN Unlimited, Inc., Dr. Rosina  Racioppi spearheads her organization's initiatives to help Fortune 1000 companies cultivate the talent they need for ongoing growth and profitability. Under her leadership, WOMEN Unlimited, Inc. successfully partners with organizations across a wide range of industries to develop their high-potential women and to build a pipeline of diverse and talented leaders.   By overseeing the management of programs and services nationwide, Dr. Racioppi actively helps organizations meet the challenges of a continually changing global economy. Additionally, she analyzes and develops new business opportunities, works with current Fortune 1000 partners to assess and update offerings to their high-potential women, and ensures that WOMEN Unlimited, Inc. is in sync with the needs of its present and potential partners.   Dr. Racioppi's experience makes her singularly qualified to understand the needs of partner organizations. Prior to joining WOMEN Unlimited, Inc., she held executive management positions in human resources at Degussa Corporation, Nextran (a division  of Baxter Corporation) and Beechwood Data Systems. She has over 25 years' of experience in Organization Planning and Development, Compensation and Benefits, Training and Development, Safety, Quality Management, Staffing and Employee Relations.   Dr. Racioppi earned her doctorate in education from the University of Pennsylvania. Her dissertation, “Women's Mentoring Wisdom” focuses on how women use and fail to use mentoring at the all-important mid-career level. She earned a Master of Science in  Education from the University of Pennsylvania, a Bachelor's Degree in Criminal Justice from Michigan State University, and is certified in the Hay Job Evaluation Process and the  Crosby Total Management System.    ARTWORK CREDIT Penny Roberts - https://www.instagram.com/penpennypencils  CONTACT METHODS LinkedIn - https://www.linkedin.com/in/david-roberts-nu-heat/ Facebook - https://www.facebook.com/DavidRobertsPeopleWithPurpose Instagram - https://www.instagram.com/davidcroberts_/ Clubhouse - https://www.clubhouse.com/@davidcroberts?utm_medium=ch_profile&utm_campaign=MBv1ubya1-oOBXc_uQKFHw-46334

Host Jeremy C. Park talks with Diane Mershon Heyman, President of DMH Consulting, who shares some of her background working for more than 30 years in the Human Resources profession leading teams, building people and process capabilities, while driving strategies that aligned with business goals and growth.During the interview, Diane shares some of her experiences working as a senior HR leader with the global brand, Hilton, and then as the Chief People Officer & SVP with the nonprofit organization, ALSAC - St. Jude Children's Research Hospital, and how those experiences and the desire for more flexibility led her to launch DMH Consulting, LLC. Diane talks about how she is helping businesses with a combination of HR services, and provides some examples of recent projects, ranging from HR Strategy Development to HR Assessments and from Leadership Interviews to Employee Relations. Diane then talks about some of the major trends, like Leadership Succession Planning, Re-skilling and Up-skilling, and the importance of developing your team. She wraps up with a tip to help with leadership development.Visit www.dmhconsultingllc.com to learn more. The ChangeMakers Podcast is produced by cityCURRENT and powered by Higginbotham Insurance and Financial Services. Be inspired by more positive media by following cityCURRENT here: www.cityCURRENT.com

On today's episode of The Executive Appeal join Alex D. Tremble (CEO of GPS Leadership Solutions & Keynote Speaker) and Charmayne Beverly (Vice President Talent at Old Republic International) as they share invaluable insights on pushing ambitious employees beyond their comfort zones. Discover actionable strategies to unlock potential and foster growth within your team.BioCharmayne began her career as an HR Associate and progressively advanced, holding a variety of roles with increasing responsibilities in Human Resources, including focusing on employee engagement initiatives, talent management, employee relations and recruitment. September 2023, Charmayne joined Old Republic Insurance (ORI) as the Vice President, Talent leading Talent Management, Recruitment, Learning and Development, Culture, Employee Relations, and Diversity & Inclusion. Prior to joining ORI, Charmayne served as the Vice President, Sr. HR Business Partner at The Federal Home Loan Bank Chicago (FHLBank Chicago). During the six years at FHLBank Chicago, Charmayne was responsible for the strategic leadership of HR initiatives impacting Community Investment and Diversity, Equity, and Inclusion Finance, Internal Audit and Risk. In partnership with the Business Group Heads, Charmayne provided comprehensive and integrated business solutions that drove continuous improvements in employee engagement, performance, organizational efficiency, leadership development and succession planning. In addition, Charmayne served on the Diversity, Equity, and Inclusion (DEI) Committee, alongside a diverse group of employees, responsible for developing strategies and garnering support for DEI initiatives. Charmayne also played a key role partnering with Senior Leaders identifying areas of opportunity to improve staff engagement and overall culture. As part of this process, Charmayne collaborated with people managers to develop their skills as effective leaders within their teams, set expectations and deliver candid feedback in a manner designed to drive a trusting and transparent culture.Charmayne is an inspiring, highly collaborative, trusted Leader with 20 years of diverse experience in various industries, including the non-profit sector. Charmayne brings deep knowledge of building strong inclusive culture and employee experience, process redesigning, employee relations and modernizing human resources departments. She prides herself on being an authentic leader, with a natural ability to relate to others on all levels, which is critical in cultivating strong and sustainable relationships. She has a thoughtful business approach, sound ability operating in ambiguity, extremely innovative and proven results improving overall employee engagement, empowering leaders, helping employees reach their full potential, deepening diversity and inclusion and driving organizational strategy forward.Outside of work, Charmayne enjoys hanging out with her twin sister, hot Pilates, meditation, dance, and gardening.

Mike White and Ken DeBauche are Co-Founders of Secchi, an employee relationship management tool for manufacturing, healthcare, and other shift work environments. In this conversation, they share how the lessons they learned working in these environments influence how they are now trying to make work better for both leaders and employees. Mentioned on the Show:Learn more about Secchi: https://secchi.io/Connect with Mike White on LinkedIn: https://www.linkedin.com/in/mike-white-secchiConnect with Ken DeBauche on LinkedIn: https://www.linkedin.com/in/ken-d-3b584110________________________Connect with O'Brien McMahon on LinkedIn: https://www.linkedin.com/in/obrienmcmahon/Learn more about O'Brien: https://obrienmcmahon.com/O'Brien's new book—How You Become You—is available now: https://a.co/d/22kZ0sV________________________Timestamps:(2:38) - Introducing Mike and Ken and the Secchi origin story.(8:28) - Can you talk about the "Us vs. Them" dynamics often associated with manufacturing and warehouse environments?(11:57) - How do you see health care issues translating into a warehouse environment?(17:02) - How do you start skill building for supervisors to encourage them to adopt this new system?(21:17) - In what format are the employees getting the recognition?(23:42) - How do you get the supervisors to adopt recognition?(26:30) - What other elements allow employers to influence their supervisors and front-line workers?(30:51) - How do you reward employee points?(38:18) - What other elements managers and supervisors are tracking with your systems?(41:40) - What does a goal look like for these employees?(52:36) - Where can people find out more about Secchi?

So what does the term “HR” mean to you? What is the HR industry? How has it changed over the past several years? These are questions that our guest, Matthew Burr, answers at the beginning of our conversation. Matthew has been an HR consultant for nearly seventeen years.   While we do talk about the state of HR, Matthew discusses many aspects of leadership, being a coach and consultant and how all of us in the work-a-day world can learn and grow both in our working and personal lives.   One of the most interesting topics Matthew and I discuss deals with the first two books he published which are all about successfully paying off student loans in a fraction of the usual time. He will explain that while discipline is important, there really are strategies that may very well help you to get out from under student loans or any debt sooner rather than later. Listen in and see what lessons and thoughts you can take away from this episode of Unstoppable Mindset.   About the Guest:   Matthew Burr has over 16-years of experience working in the human resources field, starting his career as an Industrial Relations Intern at Kennedy Valve Manufacturing to most recently founding and managing a human resource consulting company; Burr Consulting, LLC, Talentscape, LLC and Co-Owner of Labor Love, a Labor, and Employment Law poster printing company. Prior to founding the consulting firm, the majority of his career was heavy industry manufacturing and healthcare. He specializes in compliance auditing, training labor and employment law, conflict resolution, performance management, labor, and employment relations.   Matthew has a generalist background in HR and operations, while providing strategic HR and operational solutions to his clients, focusing on small and medium sized organizations. He works as an Adjunct at Alfred State University, Tompkins Cortland Community College, and The College of St. Rose.   He successfully designed an HR Concentration in the business management major that aligned with both SHRM and HRCI certifications, providing opportunities for students to sit for both the SHRM-CP and aPHR certifications upon completion of the degree, concentration, and internship hours as an Assistant Professor of Management at Elmira College (Retired January 2022). Matthew is also the SHRM Certification Exam Instructor, with a current pass rate of 92% on the SHRM-SCP and 83% pass rate on the SHRM-CP and a combined 88% on both exams over a 7-year period of instructing the course (Elmira College, Collin College & The College of St. Rose).   Matthew works as a trainer Tompkins Cortland Community College, Corning Community College, Broome Community College, and HR Instructor for Certification Preparation for the Human Resource Certification Institute (HRCI). He also acts as an On-Call Mediator and Factfinder through the Public Employment Relations Board in New York State, working with public sector employers and labor unions.   ** ** Ways to connect with Matthew: https://www.amazon.com/dp/B0CC4L6ZQH?ref_=cm_sw_r_apan_dp_Y6A40806CGYDQDJFVR09_1 Burr Consulting, LLC Blog: What's New in HR iTunes: The Upstate HR Podcast Facebook: Burr Consulting, LLC LinkedIn: Burr Consulting, LLC Twitter: @Burrconsulting       About the Host: Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog.   Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards.   https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/   accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/   https://www.facebook.com/accessibe/       Thanks for listening!   Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below!   Subscribe to the podcast   If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe in your favorite podcast app.   Leave us an Apple Podcasts review   Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.     Transcription Notes Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 01:21 Well, hi, once again, this is Mike Hingson and I want to welcome you to another edition of unstoppable mindset where inclusion diversity in the unexpected meet. And our guests. Matthew Burr certainly has lots of experience with the unexpected. He has been in the HR profession for 16 years, he's done a lot of teaching, he's done a lot of consulting, has amassed a great amount of expertise. And I'm gonna let him talk more about that than then. Me doing it because he's the guy who should know. So Matthew, welcome to unstoppable mindset. We're really glad you're here.   Matthew Burr ** 01:56 Yeah, Michael, again, appreciate you having me on here, your podcast and always happy to, to join and answer any questions and tell any any crazy stories I've dealt with over the last 16, almost 17 years, it'd be 17 years in December, I started my consulting company eight years ago in October, so October of 2015. And really like to support any organization small, you know, small organization up to medium size on the HR front and help, you know, business does really align HR strategy to the needs of their organization and watch leaders grow and evolve and become very, very well versed in the Employee Relations and making sure we're doing everything compliant as well.   Michael Hingson ** 02:40 Works for me, needless to say, Well, why don't we start maybe going back a little further and tell us kind of about the early Matthew, getting stuck, you know, growing up and why you ended up where you were and that kind of thing, because something had to start that process. But you you started out as a kid like the rest of us and tell me about that.   Matthew Burr ** 03:02 Yeah, you know, again, started out really came from Logan, Utah, right around right north of Logan, Utah. I grew up there for 14 years and then made the decision to leave home when I was 14 years old and move across the country and realized it really going down I think a bad path in life not making the best decisions. My parents separated early on in life and didn't have a great relationship with either them and was able to make the decision and come back to upstate New York and live with family when I was 15 and finish out high school and from there went on to college and I think struggle in the beginning. Right. I didn't do great in college. And ironically now i They let me teach at these schools after having a few, a few bad semesters. I'll just put it that way. But yeah, I mean, again, just kind of finding my footing, you know, early on in life and in the you know, early 2000s 2001 2002 didn't really know what I was going to do. I decided to relocate to Phoenix for a little while and move back to Utah, worked in a call center for I don't know six or seven months and realize that the academic path was probably the right place for me to be I realized there was more. I think there was a calling to get back in and finish the academic side and decided to return to New York and finished my associates degree at a community college went on to get my bachelor's degree and while I was an undergraduate decided to pursue an HR internship and I've stayed in the career field ever since and then really been able to grow into a professional I mean, and again, my education really hasn't stopped. I'm recently completing a Lean Six Sigma black belt as well. Just that actually tonight's the last class on that. So I've really been in college, buy in in certifications on and off probably for the past 22 years is trying to upskill myself and do what I can do to make a difference in the market. Damak world and also in the consulting world, so I do teach part time as well. You know, the number of schools as an adjunct professor truly enjoy that I was a full time professor for five years, retired from that field and was able to continue to do some teaching part time online. I do a lot of travel now and live out of state in Texas at times from New York. So teaching in a classroom gets incredibly complicated when you travel like that. So yeah, I mean, again, you know, spend played football golf when I was younger baseball as well, it's been a lot of time in the weight room and trying to just keep myself you know, mentally sane, dealing with some of the craziness, you know, that I deal with on the HR front, but, ya know, it's, it's been it's been a great a great life, I wouldn't ask for anything different challenges and really blessed I got to live a blessed life, which I'm appreciate elbow. So   Michael Hingson ** 05:53 Well, that certainly is cool by any standard, what got you from college then to go into HR? I know you started out in as an intern in a valve manufacturing company and so on. Was that HR or what got you into that?   Matthew Burr ** 06:10 Yeah, so when I was a senior in Elmira College, the there was a requirement to, to complete an internship and I was lucky enough, you know, in really interviewed well, to get that internship in the industrial relations department, which is your your HR department, it's an old school word for HR. My grandfather actually worked there for 35 years as an electrician. So being able to work in the same facility with some of the same people he worked with was a very unique experience. And during that internship, I had taken a Myers Briggs test personality test in one of my classes, and HR, attorney, marketing manager and financial advisor all came up with my personality aligned, the personality that align with the career and I was already doing the internship and HR looked at the other fields and really stuck with this when I did apply to law school in 2014 2015, was wait listed a number of schools and was unsuccessful in getting admitted, but I've had a good ride in the HR field. So really, the internship and then the personality test, kind of set me on the path to success in the HR field at this point.   Michael Hingson ** 07:25 Well, and looking at your bio, though, you clearly have and it makes perfect sense to have a knowledge or some knowledge of HR law and, and being able to be conversant in that whether you're actually a certified real degreed or whatever, lawyer, you still have a lot of knowledge that you've gained over the years about that, and I assume that that has helped a lot. Yeah,   Matthew Burr ** 07:50 and I did i my i do have three master's degrees. And the last one was a master's degree in jurisprudence, Labor Employment Law through two lane it's not a JD, but it is a master's degree in specific HR law, which, which has been helpful. I mean, it's an area that I've specialized in really, throughout my career and understanding it in detail. The laws change across the country, even state and local white on the HR front, I would say insurance takes daily, so it's an area you've got to be well versed in, but yeah, absolutely. And I work closely with a lot of attorneys in the work that I do. And I've always been interested in the law, labor law, employment law, so it was really a natural fit, happy to have that knowledge. And it's continuous education as things evolve, for sure. So   Michael Hingson ** 08:37 well, how do you define HR in the in the HR world? You know, I suppose there are probably a lot of different ways to describe it, but how would you describe HR? Um, you know, I   Matthew Burr ** 08:51 see it as an evolving area, I in many organizations where I think it was seen as much more administrative, you know, benefit enrollment, hire people, fire people, your new hire paperwork, the employee handbook, maybe some training too much more strategic, where we're helping align, really HR departments, with the needs of the organization, looking at business, HR, business partners, strategic partners, and helping drive business solutions through the human resources department. That's where I see it going. I think we have a long way to go. As a profession. I think that HR, the profession in general needs to understand, you know, finances and operations, customer service and the internal workings of an organization as you evolve into a more seasoned strategic professional. But yeah, you know, it's gotten from much more transactional type of work to much more strategic So, but that's where I see it going. And again, there's always I think, areas of opportunity improvement for any HR professional or any department to look at based on the needs of the organization. So   Michael Hingson ** 09:59 Yeah, well, obviously that can even be a moving target depending on what the organization is doing or how it's evolving as well. Sure,   Matthew Burr ** 10:10 absolutely. Yeah. No, absolutely. I mean, definitely. And again, I think one of the key focuses, recently has obviously been on the great resignation people, you know, the turnover rates across around the world has been astronomical, and how do we continue to maintain? You know, you know, internal growth, succession planning, when people are changing jobs every 12 to 24 months or less at this point? Right. And I, you know, again, I think mental health has become a big deal as well, I think we've had a lot of challenges with that in the workplace, the culture, the communication, all those areas, I think HR plays an intricate role in helping drive strategy on and helping evolving based on the needs of, you know, the business, the workforce, and the and really the consumer as well. So   Michael Hingson ** 10:56 you can think about this whole concept and phenomena that we're experiencing now where people change jobs every 12 to 24 months, it didn't used to be that way. Why is it shifted to doing that? And is that necessarily a good thing? Or how valuable would it be if we got back to more of a mindset where people stayed at one place longer?   Matthew Burr ** 11:23 You know, and I was talking about this yesterday with another another person. And I mentioned a study, I'd read that the study out of Europe said Gen Z is going to change jobs or change careers potentially 30 times throughout their career lifespan, right. I mean, that's, that's a, that's a huge number at this point. You're changing jobs every 12 to 15 months. There's, I think there's value in in turn, and organizations in turnover related to, you know, bringing in fresh ideas fresh, you know, fresh blood, not looking at the way we've always operated. I think that it does, it is harmful to organizations, if we're having 80 90% of turnover, every club and there's problems in an organization, right. But I think if we can show the value in in growing succession planning and developing internal talent and get that communication out to the workforce, you are going to have opportunities to recruit and retain. Look from a longevity standpoint, I think if you can retain talent, you can bring the right people in and grow talent, you're ahead of the competition, because I think that's an area that most businesses struggle with right now. And so how do we do that? How do we make sure people are empowered? Engaged? It's discussions I think most organizations around the world are having at this point.   Michael Hingson ** 12:45 Why do you think we've migrated toward this kind of a situation as opposed to people staying at companies a whole lot longer?   Matthew Burr ** 12:54 Well, I mean, you got, you know, pension, pension plans are pretty much gone at this point. I think those were big. I mean, you know, the I think the retiree benefits and things like that, that used to be offered at major corporations are non existent anymore. I think that plays a role in it. I think the loyalty factor to an extent, is gone. But I also think people are looking for promotional opportunities and growth. And I think we've got to be able to sell that internal in organizations to show there is a path to growth, a path to success, if you're willing to take on the challenge. And, you know, and do the hard work to get there. You know, again, I think that that is one area. I also think that organizations at times struggle with disengagement I think people become bored in roles. I think we have communication issues, decision making inconsistencies, the psychological workplace contract, I think is evolved at this point. You know, again, do people want hybrid remote work jobs? are we offering that as an organization? Those are all questions, I think that every organization has to look at and figure out what works best for them, and how do we recruit and retain talent? I think, you know, a lot of times what it comes down to in what I do as a consultant, at the end of the day is workplace communication. It seems like we're lacking their leadership. I think conflict management, leadership decision making is another one consistent accountabilities and other things as well. The accountability factor is another area to think about there too. You know, again, I think the equity of processes and policies internal is another thing to take a look at. I mean, all those things I think play a role in the churn and dissatisfaction at times in the workplace. I think if you can get your hands around those as as an organization you're going to be in much better position you know, to be competitive and recruit retain people.   Michael Hingson ** 14:53 Yeah, um, this year, maybe I miss assess Same, but it seems to be that we're finding more groups striking than I've seen in quite a while. Is it just kind of coincidence that we've had like the writers and the actors and the I guess, United Auto Workers? I don't know, what are they still planning a strike? Or did they come to an agreement and then hotel workers and there are others, seeing a lot more people in essentially unionizing kind of environments are striking more than I think we've had in the past. Does that really hold true? Or am I miss assessing that?   Matthew Burr ** 15:38 Yeah, I mean, again, I think that, you know, one thing I will say about it is labor does have the advantage to an extent for sure. I mean, I think there is absolute, the labor and union or non union, I think people know, they have the advantage, because there is so many there are so many job openings. There. There is a need for workers. And frankly, I mean, again, some of the settlements, some of these other unions have gotten pilots, I think, you know, the railroad workers have really set the bar pretty high and the UAW coming in wanting like a 50%. pay increase. Yeah, 30 hour week. So yeah, UPS also made sure I don't I don't want to forget the Teamsters and ups, that was another major settlement for labor at this point. So you've seen some significant settlements related to, you know, related to this. And and so, you know, again, I think that yeah, I mean, you see, strike Starbucks is another one at this point. Yeah. I've seen it. But ya know, I think that labor has the advantage across the across the world. And people know that it's not just strikes in this country. There's strikes globally, globally at this point as well. So   Michael Hingson ** 16:51 yeah, well, and again, I'm not saying that they're bad men in any way, shape, or form. But I just noticed that there seems to be an increase. Well, look what's going on in France, they're, they're irate over changing the retirement age from 62. To 64.   Matthew Burr ** 17:11 Yeah, exactly. I mean, I some of those, I mean, some of those strikes, and we haven't seen I mean, you know, there's been some strikes, but the UAW has not struck yet, you know, Teamsters. Pilots didn't, pilots did some, you know, I think some I'd call some work slowdowns and things like that there was some picketing, but you some of that stuff. Now, globally, it really has gotten pretty violent. I, ya know, I mean, it's, it is it is a complicated time between labor and management, and obviously, labor and government as well. So   Michael Hingson ** 17:45 well, how do HR departments and in leaders in HR, and I think leadership is something relatively well, well worth talking about? But how do they help influence or shape policies in companies? Or how can they? And do? Do company leaders really listen to HR?   Matthew Burr ** 18:09 I mean, again, it comes down to do you get have you? Have you earned a seat at the table within your organization, whether it's a non for profit, or government agency, or even a major Fortune? 500? Right. I mean, do you? Do you have the credibility to walk in and make those decisions and help guide that policy? Yeah, I mean, I think that every HR professional should strive to do that, I think people need to be well versed, again, on the business side, on the people side, number one, people side number two business side, and then a close number three is obviously the the Labor and Employment Law side as well. So all those things play a role in helping drive and dictate policy and strategy. But you've got to understand it in detail. I mean, you really do have to be a business centric HR person to help drive those in. And as well have the people in soft skill, the human side of it is critically important as well, the psychological side. But I mean, again, a lot of those policies and procedures, and decisions and processes are going to be dictated on on the legal side as well. So you've got to be well versed in that component as well, a lot of times, you see. And again, I've done work with labor unions for years at this point. A lot of times what happens is, you see the labor relations and the contract negotiations farmed out to attorneys. I mean, I've never even thought about doing that as a as an HR professional that does labor. I mean, but most places have gotten away from having HR people manage labor negotiations, labor contracts, which I think is not a great sign. I think that HR people need to be versed in those things to be effective in their careers. So Well,   Michael Hingson ** 19:49 it seems to me that good HR people have a gift or a strength of being able to relate to people, the people that they serve, which is a Of course, a lot of different aspects of a company. But if you farm things out, you're losing or giving up that whole ability to establish and maintain the relationships that you really need to have.   Matthew Burr ** 20:11 Yeah, no, absolutely. And again, it comes down to relationships, and really maneuvering to get things done. You have to have the relationships with the employees, you have to have the relationships with the management team as well. No. And with the unit, I mean, if we're talking, you know, labor at that point, you've got to have the third party relationship at this point, too, so definitely, but   Michael Hingson ** 20:34 I know you talked about strategic leadership. What does that exactly?   Matthew Burr ** 20:39 You know, I mean, again, I think it's again, driving really driving organization. It's driving strategy, right? It's looking at, you know, looking at the three to five year process for the organization, helping understand making business decisions, based on the needs of the organization in the workforce, I think it's looking at saying, Okay, where do we need to innovate? Where do we need to change mission vision values, really understanding that understanding the financial components helping budget, and then relating it back to HR? I mean, and again, I think there is, you know, strong alignment with HR strategy and the needs of the organization, if you're able to turn the HR department into more of a strategic, I would say, strategic partner at this point in organizations, which I think the the career field is, is still evolving. So, yeah.   Michael Hingson ** 21:35 And it is, it's a process needless to say, well, you know, one of the things I've thought about, and I know and some of our discussions, I think we've touched on it, maybe even before today, but anyone who's a professional at a company, would you view them? Or would you think that the best mindset that they could really adopt would be to be to consider themselves a consultant to be able to advise and to help and whatever else is implied by being a consultant? Yeah,   Matthew Burr ** 22:08 yeah. I mean, and I think that's the book I wrote about HR consulting unboxer HR career, really, you know, it's driven in the book itself is prefaced on how to build an HR consulting company like bootstrap it from scratch at this point. But one of the messages I talked to HR professionals about in some of the speaking engagements that I do on this topic is you've got to look at yourself as an internal consultant, right? What's the return on investment for from an HR department standpoint for the organization? What value are you adding to the organization? How are you effective? Are you measuring your effectiveness? Are you seeking feedback? Can you can you show us some wins and losses, and that's the type of thing you got to look at, I think if you look at your job, as an internal consultant, or even at you know, looking at it as an external consultant, you know, those are things you can do to truly, truly I think, evolve your HR career, your HR department and and really make a major difference at the end of the day for any organization. And eventually, you might become a consultant after that, where you're like, Okay, I can do this. And I can do it for many organizations. And I think that if people look at that, really, as a strategic partner, a consultant, like a decision maker, or you know, trying to establish that relationship, within the relationships within the organization, I think the sky's the limit, I think, again, you're going to understand the needs of not only the workforce, the needs of the business, but also the needs of that consumer or patron or customer, whatever that might be community as well. So   Michael Hingson ** 23:43 well, the other aspect of that, it seems to me is, it goes beyond HR, I think that anyone who really is involved in a company, no matter what their job, could view their position, or maybe ought to view their, their, their job and position as being a consultant. And that implies in part that you have expertise that you can share and should share. And if you're doing it well then other people appreciate you sharing and providing your knowledge.   Matthew Burr ** 24:14 Yep. Yeah, absolutely. And and again, I think that with that apps, you know, if you're looking at it from that lens, and you're saying, Okay, what's the return on investment for my services? How am I making a difference? You know, in the, in the organization, the community in the world, I think you're going to look at things a lot differently. And again, I think part of that goes back to it and at some of the coaching that I do with with executive coaching I do on the side with managers is looking at like an internal SWOT analysis yourself, what are your strengths? What are your weaknesses, where your opportunities and or your threats, both personally and professionally, and I think as you piecemeal that together, kind of map that out on a on a SWOT analysis type diagram, you're going to see again And what you're where your subject matter expert in and where you might need to improve. And I think that as you evolve your skill set your emotional intelligence, you're going to see a major difference not only in your, in your professional life, but also your personal life as well. So   Michael Hingson ** 25:15 yeah, I think that's really it, it it, it does filter into both. And the bottom line is if you really look at it that way, and you analyze what you're doing and how it's being received, then you have questions you can answer if you feel it's not being received, well, why? If it is being received? Well, that's great, and how could you maybe even do it better, and so on, but those are the kinds of things that especially if you discover that you're truly being successful, might going back to what we discussed earlier, help lead you towards staying somewhere where you're successful. Yeah,   Matthew Burr ** 25:50 and look, I mean, with anything in life, I think you've got to recognize we're going to make mistakes, you know, fail forward is a term that I like to use, finding opportunities, looking at ways to evolve your own skill set, looking at ways that you need to change personally and professionally. And as I think you get into that mindset of continuous growth, kind of being obsessed with, with doing things better, getting yourself in a better position. Again, I think it just spills over into everything. discipline and consistency are two terms I use, in everything that I do. If you're disciplined and consistent, I think that's going to take you a lot farther than talent. Well, at this point. I mean, if you're that structured, you're doing the right thing, trying to try and improve yourself, and helping other people get better. I think, again, the sky's the limit, both personally and professionally, to really live the life that you want and achieve the goals that you have at that point. So   Michael Hingson ** 26:43 Well, yeah. I'm a firm believer in that we tend as people not to do nearly as much internal analysis or, or looking at ourselves daily, as we should we don't we just let things go on. We don't really look at things and going, Well, what worked today, what didn't work, and why didn't it work? And we've got to get away from this idea. And I know, that's not what you're saying, but of failure, you know, if you fail, did you really fail? Or is it it's the better way to view it a learning experience that helps you move forward. And we just don't do that we don't do enough self analysis of a lot of things that we do. Yeah.   Matthew Burr ** 27:28 And I look at that I look at any failure as an opportunity. Right mistakes, I call them opportunities. I say when my organizations when we're doing change management. Yeah, I mean, you know, we have a mess, but it's an opportunity to get things better and to get things put in place or improve. And it's the same thing with personal growth. It's like, Yeah, I mean, you made a mistake. You learn something, what did you learn? And how do you improve from it improved from and I think if you're looking at that, through through that lens, again, I mean, I think that, yes, you are going to continue to improve and get better throughout life. And it's just one of those things. We all have life lessons. And sometimes they're hard to learn. But at the same time it is there's always opportunity to do things differently to tweak, to modify, and to improve from any of those lessons, I completely agree with you, Michael,   Michael Hingson ** 28:16 one of the things that I've learned is to stop saying to myself, I'm my own worst critic, I listened to every speech that I give. And I do that because I want to see how I'm doing. And if I can't listen to myself and learn, then no one else is going to be able to help. And I've learned that rather than saying I'm my own worst critic, I really should say and do say I'm my own best teacher, because really, I'm going to be my best teacher and the only person who really deep down can teach me. Other people can impart information, but I need to be the one to be taught and learn being. So I've learned that one of the things that I need to view myself as doing when I am listening to speeches, and so on that I give is it's a learning experience. And that is because I'm my own best teacher, which I think is a whole lot more positive anyway.   Matthew Burr ** 29:08 Yeah, yeah. And I do a lot of self reflection, a lot of meditation, looking at different scenarios and say, Okay, how could have handled this, this? Pull the emotion out of most of the things I do now, I don't make decisions based on emotion. I mean, you know, those are things you've learned through life experience, and just continuing to look at ways to get better. And I think yeah, I mean, again, I like what you're saying about that and listening to your yourself speak. I can't say never listen to myself speak, I should probably start doing that. And that's a good piece of advice. So   Michael Hingson ** 29:40 I remember when I was program director at our campus radio station at UC Irvine. I wanted people to hear themselves because I wanted people to improve and some of the DJs were really not very good. There were a few who were but even so most could use improvement. Had I heard them, but they never heard themselves. And I asked them to record their own shows and they wouldn't. So we did it for them, essentially, without their knowledge. And all we needed to record was them talking, we didn't need to record the music. But at the end of every week, we gave them a cassette and said, You need to listen to this. Because you have to hear what you sound like, you're going to be able to figure that out. And you know, what, people really dramatically improved, who listened?   Matthew Burr ** 30:27 Yeah, working in the call center, I mean, with the quality assurance when when they say that the calls may be recorded, they actually do record those calls and will pull you into a room, and you'll listen to calls and they're going to dissect it and tell you where you need to get better. So we have very similar process. And I've been through that when I was a call center rep back in 2020 years ago, this point, so yeah, no, I Yeah, absolutely. And I can appreciate that whole dynamic, because that is how you get and again, I think you have to accept that's another thing except criticism, be open to feedback in order to evolve at that point. So sure,   Michael Hingson ** 31:02 it makes perfect sense to do that. So you just published your unbox the or HR, professional career. MIT just got published in July, right? Yeah,   Matthew Burr ** 31:15 yes, sir. We published it in July. I wrote it last November, we've kind of been tweaking it and putting the the finite details on it. And we just published it, I think it was like July 18, July 2011, we launched that book on Amazon. And so very happy about it, happy to have it was it's a third book I published which is fantastic. It really kind of dissects my, not only my journey through HR consulting, and building a consulting firm, but also kind of gives you a little bit of backstory on on why I do what I do, how I got involved in it, and, and just kind of looking for opportunities outside of just HR consulting, say it's kind of a well rounded book, I think, the feedback I've gotten from people, you know, as they've read it and want to get an HR consulting, there's things they never thought about. So there, you know, it's a great read, there's resources in there to kind of give you places to write things out and take notes and kind of put your own goals and objectives down and kind of what like action item type lists that are throughout the book. But yeah, no, it's great. I didn't think I'd ever get this third one out and was able to write it in three weeks. And then we published it in July. And I'm happy that the team got it out and work with me and kind of stuck through to the bitter end at this point. So   Michael Hingson ** 32:29 So what's the next one gonna be? No, yet?   Matthew Burr ** 32:34 Yeah, haven't even thought that far ahead. The first two are about student loan repayment. The third one was consulting, probably something about, you know, who knows, now do a bio on myself. I don't know. I mean, maybe the next one will be about some of the scenarios in HR craziness that I deal with. I mean, you get a little bit of that in the consulting book, but there's probably some some case study type of role playing events, and just different scenarios I can run through just from my own personal 20 year career, that would probably be a great training resource for people that want to get into HR. So   Michael Hingson ** 33:09 do you have a story you could tell about some of the craziness of HR? Or would that be giving something away? You don't want to do?   Matthew Burr ** 33:15 Yeah, you know, I mean, you know, a lot of it, you know, it's in, you probably could probably get on a roll and talk about certain things. I don't want to say you don't want to really do too much with the confidentiality, but no, I understand. And so, you know, in a lot of it, you know, again, it's opportunities to evolve processes, it's opportunity to watch organizations be successful, pinpoint weaknesses, and really kind of show the process of getting better. And, you know, in really, in my career Early on, I had the opportunity to work with some really strong consultants that came in, we had a $20 million loss company, we're able to turn around and work very closely with them, as the new HR professional had the opportunity to work in a bankrupt paper mill bait Paper Company at one point. So I've worked in very challenging and tough environments, I think they've prepared me for the challenges and opportunities that I deal with every day. Because I've seen some of it. I mean, not all of it, I say I learned something new probably every day in this field. But, you know, again, I think that it is change management is difficult, whether it's operations or HR or finance, there's always room for improvement, but you got to be real, I think you've got to have thick skin to get in there and kind of exploit weaknesses and really evolve organization does not easy. So   Michael Hingson ** 34:34 good point about having a thick skin. Definitely. More people need to have a little bit more of that. But I'm assuming you have had situations where you had a particular individual who was a problem in one way or another that you were able to turn around and help them become in as a result their company become more successful. Yeah,   Matthew Burr ** 34:55 no, I mean, I you know, I think one of the stories I wrote about endings IKEA director and a nonprofit and really when I started, you know, started with them I happened to be it was a an organization in New York, I happen to be down in Texas at the time, or really got into it. And I was in Texas for a month. And the place was really struggling. And, you know, I, you know, get up early in the morning and swim, I was thinking about how am I going to fix this thing every night. And, and, and again, I had a couple of scenarios. I mean, it was like, Okay, I coach, the executive director manage to put the individual to success, I terminate and replace, or I go in and run the facility myself until we replace. And again, when I came back to New York, I had a very, I think, a very direct conversation and just said, Look, you got to step up, or you got to go, I mean, and I and again, I had a conversation with the board of directors as board president as well, like, this isn't going to work, we're going to have to look at replacing at this point, if the person does not buy into this process. And really over the past, I would say 1218 months 100% turnaround person is in a much better place as a leader. And I mean, drastic improvement on an organization, I can say, that's probably one of my success stories that that comes up off the top of my head, you know, great retention of employees, and you still have turnover, obviously, you're gonna get completely different. And I, I gotta give the person all the credit for buying in and working with me, and really going through some challenges and again, really leveling up in their career and their, their professional life as well. So,   Michael Hingson ** 36:35 yeah, it does get to be a situation where sometimes things have to get really bad before somebody recognizes it, and improves. And I guess that's part of human nature that sometimes it just has to really go far downhill before it can start going back up. Yeah,   Matthew Burr ** 36:53 and I, when I when I talk to clients, first thing I say, when they bring me in, and look, a lot of times my client brought in at times to replace HR professionals or fix HR departments. And I said, Look, we're gonna have I call them wins and losses, right? We're going to have good days, and we're going to have bad days, and we're going to have good weeks, we're gonna have bad, we're gonna have bad months. I mean, so. So I mean, again, like, you're gonna have ups and downs, it's a kind of a roller coaster at this point. And so you've got to be prepared to take that punches and organization and just rebound from and recover. I mean, so those are things that I see all the time. And and how do we continue to, you know, to reinforce that, and I said that to a new client, if we're bringing a new HR person on, we recruited, we were able to fill the job very quickly, but I gotta look, we're still gonna have ups and downs, it's not fixed. It's it. There's things that have to get done, this person is going to come in and help me fix these things. But give it time the process. It didn't break overnight. It's not going to be fixed overnight, either.   Michael Hingson ** 37:54 So it's all about setting expectations, isn't it? Absolutely. Yes. Yeah. Well, you written two books about student loans. So that must be a subject near and dear to your heart. Do you want to would you tell us a little bit about all of that stuff? Yeah,   Matthew Burr ** 38:09 you know, again, having a number of degrees, I could talk about student loans for probably 1520 hours that people want. So really started out to get the journey started, you know, finished my bachelor's degree in 2007, private school in New York had about $15,000 in student loans, when I left, decided to go back and get a master's degree at the University of Illinois. So upon graduation in December of 2011, roughly had seven E's for $75,000 in student loans, and so the goal, you know, as of January 2012, I took a job in northern Michigan, the goal was to get it paid off in under two years, I mean, the 75,000, I think most people thought I was crazy, it was impossible to able to pay that debt off in 23 months. Fast forward to 2016 decided to go back and get an MBA at Syracuse University. finish that degree in December of 2017. Graduated with $117,000. in student loan debt, obviously, MBAs are super expensive from private schools. I paid that debt off in 33 months, and then I finished a third master's degree roughly 40,000, borrowed there, and I was able to pay that off about four months after I had finished that degree. So so really, you know, overall, both books, talk about my strategies, discipline and consistency is on making payments and just being as proactive as I can to reduce my debt. And I've continued that with more of my mortgage, continue that with car payments, but again, it's just looking at debt and how to reduce it as quickly as possible. And I know not everyone's in the same situation me you know, you could have health care costs, you could have kids. I mean, I get all that you live in a bigger city. I understand all that. I still think there's ways to To reduce costs and reduce debt astronomically, and again, student loans impact what 50 million people in this country, you're gonna have to deal with eventually. So what   Michael Hingson ** 40:11 are some of the things and suggestions that you might have for people as far as getting their student debt down and relieved?   Matthew Burr ** 40:18 Yeah, you know, and again, I think consolidation is always an option, you have to be careful that you don't want to spend money on a consolidation company, making sure the interest rates are as low as possible. It really comes down to me need versus one right in in life? And again, do you need it or just wanted? And again, I think you've got to look at that. Do you really need Netflix? Probably not. Do you need an iPhone every year? No, probably not. Do you need a brand new car? You're probably not right. I mean, so, you know, do you need Starbucks or dunkin donuts every day? Can you brew your own coffee and save yourself? 345 $6 a day, those things add up. And I've had people on Fox Business argue those things, but okay, well multiply a $6 cup of coffee by seven by 52. That's a bunch of money you can put towards your student loans right there. I mean, at all, I never thought of it like that. Well, I do. I mean, so again, it's like, you know, those are things that absolutely can impact long term. And the other thing I always tell people is always make more than a minimum payment. I don't care if it's $10, or $20, or $5. Keep that interest absolutely as low as possible from accruing and you're hitting principal, absolutely. Every time. I mean, and I've carried that over to my mortgage, to 30 year loan. And I, you know, again, with the mortgage, I think I paid roughly 65,000 off in two years, it was about a $220,000 mortgage on maybe 250. I don't remember exactly what it was. But I'm to the point now, where it's, the majority of the money is now on my payments, the big payment is going towards principal, I mean, so I've completely destroyed that interest model with my mortgage payment as well, because I've just taken it, and I make additional payments every month to offset the interest at that point. And so if you look at it like that, I think you're gonna look at it differently. The other thing I did with student loans originally, other really upset me actually is watch the interest accrue every week. And so when I was at my max, back in 2012, I think it was $100 a week accruing an interest and I mean, I'm like, the only people making money or banks in the government. Like that was it like I saw that I'm like, game over man, like, you know, I'm gonna make is I'm gonna pay this off as quick as I can. Because I didn't want other people making money off my money at that point. And so I've taken that competitive Stan with any debt I've gotten at that point. So   Michael Hingson ** 42:47 and it's, it's worked really well. So it's all about making more payments or making higher payments and not just certainly paying minimums. Yeah, reduce,   Matthew Burr ** 42:56 I mean, you know, look at your highest interest rate, knock it down, and you continue to do that. And I think again, people will get out of debt set goals, reward yourself, discipline yourself and be consistent and you absolutely will be successful with with debt, you know, debt reduction, and really anything in life as well, like I've talked about. So yeah,   Michael Hingson ** 43:16 we went through, we went through some periods of that and we had a fair amount of credit card debt just because of different things like buying wheelchairs for my wife, she was in a chair her whole life. So buying power chairs that she needed, that insurance didn't cover. And so we had some pretty hefty credit card bills. But she worked really hard at we both did, but she did most of the financial management, she worked really hard to make higher than minimum payments by far to the extent that she was able to pay everything completely down. So now the only credit card we have credit card debt we have is what we have in any given month. And I have she has passed away so it's now just me and the next step that I took was that every month the entire bill from the previous month is automatically paid so I've set it so that that will automatically happen so we don't have any credit card debt which I'm really happy about course the banks are always sending me nice, lovely invitations to open a new credit card or do other things with our credit cards and even our mortgage company wants us to take out an equity loan. Very nice and generous of them. Yeah,   Matthew Burr ** 44:35 I got an ad I got an ad like that the other day from you know from my mortgage company as well. I'm like, Oh, this must be the annuity I get I get it. Well, what I get now with my credit card companies is, you know, rollover a balance you get at 0% interest for 12 or 24. Yeah, so I see I get those I mean constantly an email and in the mail but yeah, I did see the home equity first time I've seen the whole manually email like that ever. I'm like, Okay, this is a new one I guess I'm gonna get so yeah, not I don't need it right, I try to pay for everything in cash obviously put as much towards retirement when I can. And just again, just keep costs as low as I possibly can and live a, I would say an economically, I don't want to say frugal, but just, you know, I guess a balanced life, the best way to put it so?   Michael Hingson ** 45:24 Well, yeah. And I know for, for me, we've worked. And when Karen was alive, we both worked really hard at it, but we work to, as I said, keep all the payments down and don't spend a lot of money that I need to, I do use the credit card for some expenses, again, but they get paid off at the end of the month, which is the big important part. It's just easier to use the credit card because I'm not going to write checks. And so using the credit card and the other part about it is there isn't an interest charge. There is a financial charge, they still get they get some money, but it is not what it would be otherwise if the credit card amounts the balance is increased a great deal.   Matthew Burr ** 46:11 Yep. Yeah, no, same thing. I use it I get the airline miles and do some traveling. So it works out well for me. Same Same Same exact thing with me with American Express. So yeah, absolutely. What I   Michael Hingson ** 46:20 love is listening to the flight attendants on airlines, we use American a lot, and they're always talking about get the new American Airlines, whatever. Credit card MasterCard or Visa card, and you'll get 70,000 bonus miles and all that what they don't tell you in all these lovely presentations is the interest rate on the card. Yeah. And,   Matthew Burr ** 46:48 like 25% Yeah,   Michael Hingson ** 46:49 I'm sitting there going, I would want to do that. Why now? I suppose the the argument could be made? Well, if you're paying it off every month, then you don't worry about that. But still, it's it's a lot of money. They they definitely get it from you   Matthew Burr ** 47:06 know, yeah, in one way or the other. I mean, and then you've got the annual fee stuff that they'll hammer you on certain cards, too. Yeah. And   Michael Hingson ** 47:13 the American Airlines cards are one of those where there's, after the first year, there's always a fee. So you know, it's good not to have to do that. Well, so you wrote two books on student loans. Why to? What did what did one not have that the second one needed to have? Yeah,   Matthew Burr ** 47:28 you know, I mean, the first one, the first one, how I paid off 74,024 months really focused on that first master's degree. And then I went back to school, I met the second one's really focused on the NBA the 117 and 33 months. And really, we kind of evolved the slaying the student loan dragon as a title for the second one, all three are on Amazon, you know, if anyone's interested, but, you know, it really goes into more detail more specifics about the process, I undertook to pay off that, you know, huge amount of money in really under in under three years. And I think it's a modified version of the first one. But it goes into much more specifics about the discipline about the process and about, I mean, and also some background on looking at student loans. You know, when you're, you know, high school students, so there is there is some information on there, what to look for the fine print, the interest rates, you know, it definitely covers a little bit more ground, I think, than the first one did. So, isn't this   Michael Hingson ** 48:28 all really about fiscal discipline discipline, though, and it can be tough, but isn't that what it's really about? You've got to be disciplined enough to do it. Yeah. 100%   Matthew Burr ** 48:38 Yeah. And I mean, it's discipline and consistency. I mean, every, every day or every week, I was making payments, I mean, so you know, again, it's it's that process of just being consistent and really kind of, again, managing your money so you're able to make those payments every week and not in keeping that interest rate down. I mean, that's absolutely what it comes down to is flexibility and discipline. Yes, we   Michael Hingson ** 49:03 have a car loan my wife had a wheelchair accessible van, we sold it back to the company that we bought it from, so that it would go to somebody else in a chair who could use it but I needed a vehicle that I could be driven around in rather than relying on other people. And so one of the things that we did with this new car loan is I make payments that are larger than then the payment that is due every month on it. So it's interesting to see them get to the to each month see that there's this extra like 75 or $100 on the on the loan. And I wonder sometimes if they really know what to do with that, or they must think I'm crazy.   Matthew Burr ** 49:46 Yeah, and it's funny you say that because the last vehicle I purchased us vehicle I think and when I turned mine and I had a $25,000 loan on the vehicle, you know and by I was able to pay that off in about six or seven months. And I was again, I calculated, I ended up paying about $193 In the interest and maybe 12 cents. So it was it was one of those things where I just continue to hit it, obviously, monthly payment, and then hit it with smaller payments throughout the month to reduce the accrual of interest at that point, it's the same thing I've done with my mortgage, if you hit it with smaller payments, it's not calculated much interest at the end of the day. So yeah.   Michael Hingson ** 50:27 And that's a really good piece of advice to make those additional small payments.   Matthew Burr ** 50:33 That's what they call the snowflake method when it comes to debt repayment. So Well,   Michael Hingson ** 50:39 you mentioned failing forward. What does that mean?   Matthew Burr ** 50:43 Yeah, I mean, basically, you know, I think it we came back to what we're talking about looking at, you know, looking at mistakes as opportunities, learning lessons, I think it's that emotional intelligence component of, you know, getting through kind of getting through the storm, recognize you made a mistake, recognizing that there, there was something that you might need to do differently and reevaluating. And I think learning from it and moving forward and being better growing from those experiences. That's exactly what failing forward is. And I think that if you take that approach, nobody's perfect. I think that there's always opportunity to evolve in anything we do, whether personally, professionally, financially, spiritually, health, wise, wellness, whatever it is, you know, a, again, looking at for those opportunities and becoming disciplined enough and consistent enough to learn from that.   Michael Hingson ** 51:33 It gets back to playing out now, self analysis, and being willing to look at yourself and what you're doing. And we, for some reason, that is just so hard for people to do, I think it's a behavior that we learned, and we've been taught. And we don't necessarily learn introspection nearly as much as we should. And it's such a valuable thing. And it doesn't take a lot of time on any given day to do it. Although if you meditate and spend more time on it, that's okay. But the whole idea is to really be introspective and think about what you're doing in the course of the day. And the more of it you do, the tougher and the more developed, if you will, the mental muscle becomes, which is I think, a very important thing. Yeah,   Matthew Burr ** 52:19 and again, and I related back to one of the things I related back to when I talked to leadership, and they're like, you know, these employees don't want to work. They you know, they're lazy, there's turnover and and and one thing I say to people is, have you looked in the mirror and and asked yourself what you're not doing. I mean, it's that exact component, not everyone is lazy. Most people want to come to work and do a good job and they want a fair day's wage and things like that. That's that psychological contract. But what are you not doing to disengage people or to engage? I mean, it's, it's, it's that simple, like, look in the mirror and say, What can I do better? As a leader? Where can I improve? That's going to help this this organization and asking some of those questions to employees? Where do you see what do I need to do? I mean, you know, again, it's look in the mirror, I guess what it comes down to is, you know, take a take a deep dive into yourself and say, What can I do to get better today? I mean, and really, that's what if you improve? One percentage day 200 365%, at the end of the year, that's, that's a hell of an improvement, in my opinion. So yeah,   Michael Hingson ** 53:24 by any by any standard, and it makes sense to do it. And we all want to try to improve and learn. I wish more would do it. We're, we're a country today. And and I know it's not just the US, but of course, this is where we are. So it's most visible. But we're in such a fractured world, and nobody wants to listen to anyone and nobody wants to do anything except criticize everyone else but themselves. Yeah,   Matthew Burr ** 53:50 no, I agree. And I think it's self accountability. I mean, and again, I've made mistakes and consulting. And I'll own that. I mean, I take ownership of everything in my life, I'll look at every situation, I'll own it. And, you know, and and recognize that, maybe, you know, maybe, I mean, and I do need to get better. I mean, and I'll tell people look, I need, you know, there are things that I still need to look to work on and reflect on. And I'll share that with people during training and say, I'm absolutely not perfect. There's things I'm continuing to work on myself. And it takes, you know, it's an emotional intelligence that it's that next level, look at life to recognize that and once you can get into that mindset of continuous evolution, I again, I think that society would be a whole lot better off I think the workplace would absolutely evolve and people would be much I think, much happier and in the things they're doing in life as well. So much more peace. So   Michael Hingson ** 54:39 so how do you overcome challenges? I mean, you face them. Needless to say, you sound like everything is perfect, but I know that you like any of us have challenges.   Matthew Burr ** 54:47 Yeah, I mean, again, I mean, I think that it's, you know, one thing I've done is it's like you're putting in places and you're put in storms to make you stronger, right? I mean, if you can't handle pressure you don't want Success. And so, you know, it's one of those things where I look at every situation it puts me under pressure and stress is a growth opportunity, and what can I learn from it? How can I be effective? And how can I make a difference? And so, no, I mean, you know, my life definitely is not perfect, you know, again, and there's always things to look at and do differently. And I think it's just one of those things that you do some self reflection, you do some meditation, you're thankful for what you have the blessings to you you've been given and just continuing to move forward. Take it one day at a time.   Michael Hingson ** 55:32 Yeah. Well, what do you think the biggest mistakes in life that people make are? That was grammatically not a very good sentence? But what do you think the biggest mistakes people have? Are Making human life?   Matthew Burr ** 55:45 I think they think you're listening to people's opinions. I think people get caught up in that drama, that gossip and kind of like, let them direct your life. It's your world, you shape it the way you want it. You know, I again, I think that they, they get caught up potentially, you know, it, that's a big component. My opinion is definitely listening to people and taking advice from people that maybe haven't walked in your shoes. I think they're not learning from mistakes, either. I think they continue to make the same mistakes. It's kind of the definition of insanity. Right? Doing the same thing over and over. So, you know, and again, I think that emotional intelligence a lot of times with is another component of of just not doing that self reflection and taking ownership. I think if more people took ownership of their own life and their own mistakes, their own responsibility, you'd see a world of difference. I mean, again, you have a failing business, you're not you can't blame the government. You can't blame Congress, you can't blame the president. What are you doing to make that business successful? I mean, why do you have turnover? I mean, and again, there are questions that you need to ask yourself as an individual as a leader. I mean, I'm relating it back to the workplace, but it works personally as well, in a bad relationship. What do you need to change at that point? I mean, those are all things, people have to take a deep dive and look at and see what things can be different. So yeah, I mean, accountability. And I think just not learning from mistakes and not growing when they need to grow. So.   Michael Hingson ** 57:16 So what advice would you give to people who are listening to this going forward?   Matthew Burr ** 57:22 You know, again, I think you've got to take risks in life that no risk, no story, you know, I think that there's always there's always pain and growth, I mean, you have to expect it, whenever you try something new whenever there's a challenge, you're going to feel pain, I mean, I'm just accustomed to pain at this point. And and it's just one of those things that it is what it is. And again, I think that if you start taking personal accountability and ownership of the path you're on the sky's the limit set challenging goals and and try to achieve those goals. And if you make mistakes and fail, fail forward, learn from it and move on and get better, I mean, just continue to look for those 1% improvements, you know, be thankful for what you've got and just focus on what you can control one day at a time.   Michael Hingson ** 58:06 And I don't think there's any better advice than anybody could take from this or any of the podcasts that we do I really appreciate you taking the time to be here with us and going through all of this and giving us some some good thoughts and good ideas on I know I'm taking away some some things from this I haven't made little payments during the month on loans but I by may do more of that with the car and that'll be kind of fun. So I'll have to look at that.   Matthew Burr ** 58:34 I get that definitely not that's always a good thing.   Michael Hingson ** 58:37 Yeah, well that's that's a logistics issue to to do too. But I will work on it and that'll be kind of fun. Well, I want to thank you again for being here. I really appreciate it. I hope that all of you listening out there enjoyed it. Matthew if people want to reach out to you since you do coaching consultant, among other things, and so on. How do they do that? Yeah,   Matthew Burr ** 58:56 Burr consulting. llc.com is the website you're able to put in a request from my website? Matthew m a t t h e w at

In this video, host Angela Brown welcomes recruiting expert Shawn Day for an insightful discussion on how to treat your cleaning employees. Shawn stresses the immense value of cultivating a positive company culture where workers feel like family. He advises going above and beyond to support employees to promote loyalty and retention.  Shawn provides examples of unique perks that make staff feel appreciated, while Angela describes her own efforts to build personal connections with cleaners. Tune in and discover how treating your team like family can unlock the true potential of your cleaning business! How To Treat Your Cleaning Employees Chapters: 00:00 Introducing Shawn Day 00:44 The Importance of Treating Employees as Family 02:17 The Impact of Company Culture on Employee Relations 02:45 Creating a Unique Company Culture RESOURCES ----------------- How to Start Your Own House Cleaning Company - https://amzn.to/42FPVx1 Leading with Significance: How to Create a Magnetic, People-First Culture - https://amzn.to/3HZYbi2 Balancing Act: Teach Coach Mentor Inspire - https://amzn.to/3HWfqAX The Best Place to Work: The Art and Science of Creating an Extraordinary Workplace - https://amzn.to/3UF5Jyd The Culture Code: The Secrets of Highly Successful Groups - https://amzn.to/3Uy9ndg (When available, we use affiliate links and as Amazon Associates, we earn a commission on qualifying purchases.) *** RATE THIS PODCAST ***  https://ratethispodcast.com/askahousecleaner  *** TRAINING & CLEANING CERTIFICATION*** https://savvycleaner.com/join *** MOST REQUESTED LIST OF CLEANING STUFF I USE *** https://www.Amazon.com/shop/AngelaBrown  SOCIAL MEDIA --------------- *** CONNECT WITH SHAWN ON SOCIAL MEDIA *** Facebook: https://www.facebook.com/groups/hireleadchill/ YouTube: https://www.youtube.com/@HireLeadChill/ Linkedin: https://www.linkedin.com/in/recruitingmanagement/ Instagram: https://www.instagram.com/hlcshawnday/ TikTok: https://www.tiktok.com/@hlc_shawnday/ URL: https://hireleadchill.com/ *** CONNECT WITH ANGELA ON SOCIAL MEDIA ***  YouTube: https://www.youtube.com/@AskAngelaBrown Facebook: https://www.Facebook.com/AskAngelaBrown Twitter: https://Twitter.com/AskAngelaBrown Instagram: https://instagram.com/AskAngelaBrown Pinterest: https://Pinterest.com/AskAngelaBrown Linkedin: https://www.linkedin.com/in/AskAngelaBrown TikTok: https://www.tiktok.com/@askangelabrown Store: https://www.amazon.com/shop/AngelaBrown URL: https://AngelaBrown.com NEED MORE CLEANING HELP? ------------- *** GOT A QUESTION FOR A SHOW? *** Please email it to Angela[at]AskaHouseCleaner.com Voice Mail: Click on the blue button at https://askahousecleaner.com  *** PROFESSIONAL HOUSE CLEANERS PRIVATE FACEBOOK GROUP *** https://www.facebook.com/groups/ProfessionalHouseCleaners/ *** VRBO AIRBNB CLEANING FACEBOOK GROUP *** https://www.facebook.com/groups/VRBO.Airbnb.Cleaning/ *** LOOKING FOR A WAY TO GET MORE CLEANING LEADS *** https://housecleaning360.com SPONSORSHIPS & BRANDS ------------------- Today's #AskaHouseCleaner sponsor is #SavvyCleaner training and certification for house cleaners and maids. (https://savvycleaner.com/join) And your host today is #AngelaBrown - https://g.page/r/CbMI6YFuLU2GEBI/review *** ADVERTISE WITH US ***  We do work with sponsors and brands. If you are interested in working with us and you have a product or service that makes sense for the cleaning industry here's how to work with us -https://savvycleaner.com/brand-deals *** SAVVY CLEANER BRANDS ***  SAVVY CLEANER - House Cleaner Training and Certification – https://savvycleaner.com/join VRBO AIRBNB CLEANING – Cleaning tips and strategies for your short-term rental  https://TurnoverCleaningTips.com  FUNNY CLEANING SHIRTS – Incentive and thank-you gifts for house cleaners and maids. https://FunnyCleaningShirts.com  HOARDING WORLD - Helping you change your relationship with stuff https://HoardingWorld.com REALTY SUCCESS HUB - Helping you sell your home fast https://realtysuccesshub.com CREDITS -------------------------- Show Produced by: Savvy Cleaner: https://savvycleaner.com Show Host: Angela Brown Show Editor: Anna Nikitchuk Show Producer: Anna Nikitchuk

Dr. Jacob Clemons, Senior Director for the C. Marvin Center for Student Leadership and Civic Engagement at BGSU, and Dr. Lisa Dubose, the Director of Employee Relations and Professional Development, discuss what leadership means today and how students, faculty, and staff can become more effective leaders in all areas of their lives.

Katie Bussing, Chief Human Resources officer of Springfield Clinic, is Laura's guest this week on Speaking to Influence. Katie shares some tips on how she pulse checks a room when speaking to different groups, especially key stakeholder groups. In this episode you will learn: How Katie is working to change the perception of HR by demonstrating the value of having HR function in a strategic role within the organization. How Katie reads the room to get an understanding of the audience's needs in order to adjust communication style, and then how she pivots her messaging. How job shadowing can provide valuable insights into different roles and departments within an organization, fostering a better understanding and appreciation for the work being done. How Katie approaches receiving feedback from her team. 24 Hour Challenge: Reach out to someone you don't know in your organization, have coffee with them, and job shadow them for an hour or two. What do you learn? About Katie: Katie Bussing, SPHR, oversees all areas of Human Resources, including Benefits, Compensation, Employee Relations, Training & Organizational Development and Talent Acquisition. Katie considers one of her top priorities to be championing her team to be as successful as possible in their roles. This is what Human Resources is all about, she believes: supporting the rest of the organization to carry out Springfield Clinic's mission every day, because a positive environment for employees helps them create a community of caring for patients. This vision is simple, but the work is not always, and that's what makes each day exciting. Katie has 17 years of human resources leadership that includes all areas of HR, including leadership roles at Fortune 500 companies in the Chicago area. She earned a Bachelor of Arts in speech communication and a Master of Human Resources & Industrial Relations from the University of Illinois in Urbana-Champaign and sits on the Board and Executive Committee for Sparc. Katie also maintains certification as a senior professional of human resources (SPHR) and is a member of the Society for Human Resources Management (SHRM). Born and raised in Springfield, Katie has three children, Ryan, Jake and Emily, and her favorite hobby/other full-time job is being a mom and jumping from one kid activity to the next. You can connect with Katie in the following ways: LinkedIn: https://www.linkedin.com/in/katie-rutledge-1034112/ Web: https://www.springfieldclinic.com/ You can connect with Dr. Laura Sicola in the following ways: LinkedIn: https://www.linkedin.com/in/drlaurasicola LinkedIn Business Page: https://www.linkedin.com/company/laurasicola-inc YouTube: https://www.youtube.com/c/VocalImpactProductions Facebook: Dr. Laura Sicola Twitter: @LauraSicola Instagram: @drlaurasicola Website: https://laurasicola.com Laura's Online Course: virtualinfluence.today See omnystudio.com/listener for privacy information.See omnystudio.com/listener for privacy information.

Scott, Teresa, Ellie, and Kendall share updates on events that Acquios Advisors is providing for Spring 2024! Listen to learn more about these amazing events!Evolutions - February 16th and 17thAttend our Insurance and Billing, Employee Relations, or Optical Enhancement segment in Omaha, NE!Executive Management Program - March 1st and 2ndThe next round of the 6-month program kicks off March 1st in Omaha, NE! Living Your Mission - April 26th and 27th Bring your team and learn how you can live your mission through the entire patient experience! It will be held at the Great Wolf Lodge in Kansas City, Kansas! Speaking Events - Join Rick as he speaks on OD on Finance on March 10th, March 24th, and April 14th!Reach out to us to learn more about these events at info@acquiosalliance.com!

The guys bring on a special guest, Kris Johnson! Kris works with Tyler and continues to grow in his expertise, skills, and responsibilities at Westfall Wood Co.  (WWC). Kris starts off with how he met Ty and Doggy before he discusses his role at WWC and the skills he brings to the team. The guys make fun of Kris for his initial speed at sanding cutting boards before building him up a little bit.The guys talk about 3D drawing vs. pencil sketches - the pros and cons for both quick sketches and detailed sketches for yourself and for the client. Kris brings up sharpening knives and chisels, and how Tyler has never seen (or used) a chisel in his life; he discusses day-to-day operations at WWC and the tasks he takes on as the first "employee."If you'd like to be a guest on the show or if you have any questions for the guys, please send a DM to the show on our Instagram account @makermadepodcast ! We'd love to have you own the show or field your questions, comments, and feedback! Thanks to this episode's sponsor, Jobber!Sign up for the Jobber Summit now!https://go.getjobber.com/tyler-westfall-jobber-summit-2024

In this podcast episode, we speak with Jason Politte (Employee Relations Advisor) about his time in the Marine Corps, his journey into the Corporate and County Service Sector, and how he inspires his community. Jason shares what he does to stay sharp as a leader, his leadership AHA moment, advice for new leaders, and details his approach to change and challenging moments in his life.  To contact Jason:  LinkedIn: https://www.linkedin.com/in/jason-politte Email: jasonapolitte@gmail.com This podcast is sponsored by:  Florida Association of Veteran-Owned Businesses, Inc. (FAVOB)  Website: https://www.favob.net  and  Triple Nikel  Website: https://triplenikel.com/theleadershipvoidpodcast 

Welcome to Breaking Down Boxes. We have compelling conversations with entrepreneurs in the packaging space. In this episode we talk with Bob Cohen, President, Acme Corrugated Box.Bob Cohen's family went from selling rags to selling used boxes to creating an innovative manufacturing company. With humility, Cohen shares his company's story of growth and how he and his wife chose to give back to the community that supported them. Spurred on by the tight market in the 1970s, Cohen went from being a distributor to a converter, starting with a used letterpress. Following his instincts, Cohen continued to grow the company and eventually brought his three sons into the family company. About BobMy name is Burton (Bob) R. Cohen, and I have been involved with my family business since 1969 after a short stint in the Army Reserves. I graduated from Central High School in Philadelphia and Penn State University, majoring in History (Bachelor of Arts). When I joined the company, we had five employees. We distributed corrugated packaging in the local market, and we generated annual revenues of about two hundred and fifty thousand dollars. In 1973, we purchased the first converting equipment, allowing us to produce corrugated packaging ourselves. Our start was primitive, but somehow, we survived in a market with better-equipped and more seasoned competitors. In 1980, the company moved from Philadelphia to the Bensalem area (a Philadelphia suburb). There, we occupied a 60,000 square feet facility, which allowed us to expand our manufacturing capability and add a larger workforce. We prospered there until the early 2000s and in 2001, we were given the opportunity to further integrate our manufacturing operation with the addition of corrugating capacity (2 Narrow Width Agnati Corrugators). This equipment acquisition necessitated our move to our present location in Hatboro. The new building has 234,000 square feet of manufacturing space. Looking around, we initially felt, “How will we ever fill this space!” We filled it a lot quicker than expected.We had seen steady growth since the major recession of 2009, essentially increasing the sales volume by 75% by 2016. We continued to add converting lines as our business grew. Between 2016 and 2019, we had increased sales by 57%. We also added four additional converting lines in that same timeframe prior to the Pandemic. As our volume increased, it became apparent that we needed far more space and more converting lines. With a focus on our clients and their growing demands, we investigated how an expansion could be executed while the economy was in the throes of the Pandemic. Believing there is no going backward in business, we took the plunge. The plans drawn up would make us the most progressive and best-equipped independent converter in the Northeast region. So, in November of 2020, we began construction. We added 80,000 square feet (with heights of 40'”& 60' to accommodate roll stock and the WIP system) and numerous new machinery including a 110” Fosber 1500 ft/min three stage corrugator, a Warak high rack WIP system developed in Europe, A Warak roll delivery system, full conveyorization of the entire facility (WSA & Ducker), a new waste and starch system, a dust collection system, the movement of entire departments within the facility and the addition of two new converting lines. The project was complete in April of 2023. At present, we employ 250 staff members, and presently our revenues are almost 2 times as great as our 2016 revenue had been.Our Management Team includes our General Manager, Jeremy Cohen, with 23 years of converting and industrial engineering experience, our Vice President of Finance, David Platt, 34+ years of corporate financial reporting responsibility, our Human Resources Manager- Heidi Morrison, 37+ years in Employee Relations, Operations Manager, Joseph Hodges, 26+ years of production...

In this episode of The ASHHRA Podcast, we were honored to have Cindy Cronkhite, Executive Director of Human Resources at UNC Health Lenoir in North Carolina, as our special guest. Cindy shared valuable insights and experiences aimed at transforming the workplace and enhancing employee relations to improve patient care.Here are some highlights from Cindy's appearance on the podcast:1. Patient-Centered Approach: Cindy stressed the importance of ensuring that employees and leaders understand the impact of their roles on patient care. She emphasized the need for every policy and decision to be made with a focus on the positive impact on the patient experience.2. Nuanced Feedback and Active Listening: Cindy discussed the importance of giving constructive feedback by focusing on specific behaviors and tying them back to the core values and mission of the organization. She highlighted the value of active listening and asking probing questions to guide employees in self-reflection and problem-solving.3. Policy Renewal and Engagement: Cindy shared her experience in updating organization policies, emphasizing the need to involve employees in the process to make policies more engaging and relevant. She also discussed the importance of periodic policy reviews to ensure continued impact and effectiveness.In addition to these insightful conversations, Cindy also addressed a quirky yet thought-provoking scenario in the "What would you do?" segment, providing a practical and empathetic perspective on workplace issues.We would like to express our gratitude to Cindy for her valuable contributions to the podcast, and we hope her insights have brought you new ideas and perspectives to consider in your own workplace challenges.Thank you for being part of the ASHHRA community and supporting our commitment to sharing meaningful and actionable content for HR professionals. Support the Show.

Welcome to Life in the Leadership Lane where I am talking to leaders making a difference in the workplace and in our communities. How did they get to where they are and what are they doing to stay there! Buckle up and get ready to accelerate in the Leadership Lane! This week, I am talking with Megan Baeza, SHRM-SCP, Director of Internships and Employee Relations at University of Texas Permian Basin and 2023 President – Permian Basin SHRM How did Megan get started in her career? What led her to the world of HR and Leadership? When did Megan “find her lane” in her career? What does Megan share about her career in law enforcement? What does Megan share about leadership? What does Megan share about helping people find jobs? What tips does Megan share to help you standout for a job? What does Megan share about “Energizing HR” conference takeaways? What does Megan share about joining your local SHRM chapter? What advice does Megan share to help us in our every day? …and more as we spend “Time to Accelerate” with a few more questions. Interview resources: Favorite quote(s) from Megan: “Working hard, valuing other people, and having a good attitude can get you a long way.” “I'm really not going to be one to criticize and say anything if I'm not willing to step up and do something about it.” Connect with Megan on LinkedIn Visit Permian Basin SHRM Chapter to learn more Visit University of Texas Permian Basin Check out Bruce's books Life in the Leadership Lane; Moving Leaders to Inspire and Change the Workplace Find Your Lane; Change your GPS, Change your Career (“Book Authority” Best Books) Milemarkers; A 5 Year Journey …helping you record daily highlights to keep you on track. Subscribe to Bruce's Blog “Move to Inspire” Connect with Bruce on LinkedIn Connect with Bruce on Twitter Connect with Bruce on Instagram Connect with Bruce on Facebook Get relocation support for your next household goods or commercial office move across the US by reaching out to Bruce at bwaller@goarmstrong.com or visit The Armstrong Company

Christine Comaford talks about how to stop workplace bullies Episode 1060: How to Stop Workplace Bullies In Their Tracks by Christine Comaford of Smart Tribes Institute on Employee Relations and Office Conflict Christine Comaford is a Leadership and Culture Coach who specializes in applied neuroscience, which helps her clients achieve tremendous results in record time. She is a human behavior expert, a leadership columnist for Forbes.com, and the New York Times bestselling author of Power Your Tribe, SmartTribes and Rules for Renegades. The original post is located here: https://smarttribesinstitute.com/stop-workplace-bullies-tracks/  Visit Me Online at OLDPodcast.com Interested in advertising on the show? Visit https://www.advertisecast.com/OptimalStartUpDaily Learn more about your ad choices. Visit megaphone.fm/adchoices

Discover the reasons behind Ulta Beauty's success in the ever-changing retail landscape, from their guest-centric decision-making process to their one-stop-shop approach. Explore their employee relations best practices, including care hotlines and DE&I efforts, providing valuable insights for other organizations. Learn from Devon Byrne, VP for People Enablement, and her advice on creating a positive employee experience.

Barbara Mitchell & Cornelia Gamlem, human resource experts and authors of multiple award-winning books, share insights from their latest book, "The Decisive Manager." Learn to work out complicated people issues, address problems, and get everyone on track to succeed.Learn: How do you manage the asynchronous working environment? 5:00Adjusting to asynchronous working environments.Best piece of advice to embrace the new mindset.Not all employees work in an office or have the return to work kind of situation. 6:59Not all employees work in an office.The younger generation is the future of the workplace.How to build trust with team members.The importance of having a predictable schedule.If you invite employees into conversations, they may have better solutions to the way the work is being done. 11:40Inviting employees into conversations to build trust.A more collaborative leadership style is needed.It's all about listening to each other and using technology. 13:45Collaboration starts with listening and listening to each other.Using technology for collaboration.Giving employees leeway to do things the way they think is best.Challenges for business owners.How to get the right people in your organization. 17:23Hire the right people.The employee experience, who you hire, how you onboard them.How to avoid ghosting during an interview.Treating every applicant as a very important person.Make sure you've got a process that brings people in -. 22:20The importance of having a process to bring people in.Rescaling or upskilling.When it's time to end a relationship that isn't working out. 24:50Graceful endings. Barbara and CorneliaListen and subscribe on Apple Podcasts, Spotify, Google Podcasts, and Stitcher. Website | Facebook | Twitter | Instagram | LinkedIn About Business Owners Radio: Business Owners Radio is a podcast that brings you insights, inspiration, and actionable advice from successful entrepreneurs and business experts. Hosted by Shye Gilad and Craig Moen, our show aims to help you grow your business and achieve your goals. Join us every week for new episodes packed with valuable tips and resources. Sponsorships: Are you interested in sponsoring an episode of Business Owners Radio? Reach out to us at email to discuss advertising opportunities.