Podcast appearances and mentions of Enrique Rubio

Workplaces have become battlegrounds for political ideologies, with DEI initiatives at the center of controversy. In this episode, host David Rice speaks with Enrique Rubio, founder of Hacking HR, about the dangers of political polarization in organizations and why leaders must take a stand.Enrique challenges listeners to move beyond acronyms and see DEI for what it truly represents—fair treatment and opportunity for all. He provides practical advice for HR professionals on setting boundaries, fostering community, and creating workplaces where civil discourse thrives. As political pressures mount, this conversation asks an essential question: What values will define your leadership?Related Links:Join the People Managing People community forumSubscribe to the newsletter to get our latest articles and podcastsConnect with Enrique on LinkedInCheck out Hacking HRSupport the show

En Manos Sucias repasamos matemáticas, ortografía o caligrafía con los icónicos Cuadernillos Rubio. Nos acompaña Enrique Rubio, director de esta compañía que ha acompañado a tantos de nosotros. Escuchar audio

It's time for another CX Pulse Check to discuss current events and innovations in CX. In this illuminating conversation with Enrique Rubio, Founder at Hacking HR and Head of Global Community at Transform, and our host Jeannie Walters, we uncover how innovative organizations are finally bridging this gap through strategic use of data and technology.Fresh from their encounters at Qualtrics' X4 conference, Enrique and Jeannie explore how our experiences as consumers now directly shape our expectations as employees. They examine Apple's $500 billion US investment through this lens, discussing not just the business implications but what it means for talent development and organizational design. The conversation turns to Ford's data-driven approach to employee experience, revealing how established companies with strong legacies can use analytics to understand workforce needs around career development and digital readiness. Perhaps most provocatively, they challenge prevailing wisdom about remote work.Discover how connecting the dots between customer and employee experience can create competitive advantage where expectations are constantly evolving.About Enrique Rubio:Enrique is an HR, Tech and Future of Work expert, keynote speaker and founder of global communities. Enrique is currently an advisor to the community he built, Hacking HR, a global learning community operating at the intersection of future of work, technology, business and organizations, with thousands of members of all over the world; and the Head of Global Community at Transform, building a global community of local chapters covering every major city and region in the world. Enrique is one of the top 100 HR global influencers. He was the founder and CEO at Management Consultants, a firmed specialized in Human Resources in Venezuela. Before Management Consultants, Enrique worked in the telecommunications sector as a Senior Project Engineer for Telefonica and several other companies in the early to mid-2000s. Enrique is a guest author in several blogs about innovation, management and human resources. Most recently Enrique worked as an advisor to the Chief Human Resources Officer at the Inter-American Development Bank. Enrique frequently speaks about topics ranging from DEIB, future of work, HR strategy, employee experience, technology, among others. Additionally, Enrique designs hundreds of learning programs for the HR community in the form of events and short-term programs. Enrique is a Fulbright Scholar, and Electronic Engineer with an Executive Master's in Public Administration from Maxwell School at Syracuse University.Follow Enrique on...LinkedIn: https://www.linkedin.com/in/rubioenrique/ Articles Mentioned:Apple's $500 billion U.S. investment: What HR leaders need to know (HR Executive)Ford's data-driven approach to Employee Experience (Diginomica)Resources Mentioned:Experience Investigators -- https://experienceinvestigators.comWant to ask a question? Visit askjeannie.vip to leave Jeannie a voicemail! (And don't forget to follow Jeannie on LinkedIn! www.linkedin.com/in/jeanniewalters/)

Artificial intelligence is transforming leadership and reshaping the future of work. In this episode, Enrique Rubio, founder of Hacking HR, shares insights on how AI is redefining leadership roles, workforce dynamics, and digital transformation strategies. He explores the challenges of AI integration, the evolving skill sets needed in the modern workplace, and how leaders can harness AI for innovation and strategic growth. Take 5 seconds and sign up for my free newsletter:https://www.cpoplaybook.com/newsletter. You'll get a short email from me with exclusive insights, expert tips, and actionable advice from top business leaders on how to transform your people strategy, and more. SHOW INSIGHTS: https://www.cpoplaybook.com/podcast/enrique-rubio-ai-leadership CONTACT US: Share feedback: https://forms.gle/jBoWh8RmLph5Lo3H7 Sponsor us: https://forms.gle/d8Cb3hMM6LQ4cQdL8 Executive coaching or consulting services: https://www.cpoplaybook.com/contact-us Request Felicia as a Speaker: https://forms.gle/KaGQBtAzTv9tCYcM7 SUBSCRIBE: https://www.youtube.com/@feliciashakiba?sub_confirmation=1 ABOUT FELICIA SHAKIBA: Felicia Shakiba, CEO and Podcast Host at CPO PLAYBOOK, is an executive coach with over 20 years in people strategy, impacting over 200,000 employees globally. She is a Harvard Business Review Council Member, Studied at Stanford Graduate School of Business, and advises organizations in tech, healthcare, life sciences, finance, and more. Her podcast is a top ranking show worldwide. PODCAST LINKS: Website: https://www.cpoplaybook.com/podcast Apple Podcasts: https://podcasts.apple.com/us/podcast/cpo-playbook-with-felicia-shakiba/id1692423879 Spotify: https://open.spotify.com/show/1wTqXXnFfD6vWaitS8iYBe RSS: https://feeds.megaphone.fm/cpoplaybook Podcast Playlist:  https://www.youtube.com/playlist?list=PL0TewOJ3vwWFnPO_6cPX-EvNgYbn4cQXz CONNECT WITH FELICIA SHAKIBA: LinkedIn: https://www.linkedin.com/in/feliciashakiba YouTube: https://www.youtube.com/@feliciashakiba X: https://x.com/FeliciaShakiba Instagram: https://www.instagram.com/feliciashakiba/ TikTok: https://www.tiktok.com/@feliciashakiba Facebook: https://www.facebook.com/cpoplaybook

Joining me in this episode focused on the future of AI and HR are Enrique Rubio and Matt Burns. Enrique is an HR, Tech and Future of Work expert, keynote speaker and founder of global communities. Enrique is currently an advisor to the community he built, Hacking HR, a global learning community operating at the intersection of future of work, technology, business and organizations, with thousands of members of all over the world; and the Head of Global Community at Transform. Enrique is also ranked as one of the top 100 HR global influencers. Matt Burns is the Co-Founder & CEO of atlas copilot, the world's first AI knowledge copilot for people leaders. Atlas Copilot's mission is to fundamentally transform the way HR professionals, teams and other people leaders do their work. And increases the value they can offer by empowering them with the latest in generative AI technology. And together, they're now doing the "AI HR" podcast, presented by Hacking HR. Additional Resources: Connect with Jason on LinkedIn: https://www.linkedin.com/in/jason-d-cochran/ Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/posts/?feedView=all Learn more about PeopleForward Network: https://peopleforwardnetwork.com/ Enrique's LinkedIn: https://www.linkedin.com/in/rubioenrique/ Matt's LinkedIn: https://www.linkedin.com/in/mattburnshr/ Check out their businesses: https://hackinghrlab.io/ https://www.atlascopilot.com/ Check out their podcast: https://creators.spotify.com/pod/show/hacking-hr/episodes/AI-in-HR-Podcast--Episode-001--Guest-Enrique-Rubio-e2rsfqb Key Takeaways: There's a lot of uncertainty in the market regarding AI. AI will affect all job sectors, not just blue-collar jobs. Every job is at risk due to AI advancements. AI does not need to be perfect to replace human jobs. The gig economy is likely to grow as job security diminishes.

Join us on an interview with Enrique Rubio. Enrique is a passionate advocate for Human Resources, People Operations, and the intersection of technology and innovation. With over 20 years of experience in HR and tech, he is the founder of Hacking HR, a global community for HR leaders and practitioners. Enrique is also the Head of Global Community at Transform. An Electronic Engineer, Fulbright Scholar, and Executive Master in Public Administration with a focus on HR, he is certified in Design Thinking, Scrum Master, and PMP. Enrique is deeply interested in the digitization of the workplace and the future of work.

¿Es posible que unos versos de Cervantes en el desayuno sean la fórmula secreta para mantener lejos al médico? El escritor Cesar Antonio Molina nos explica qué beneficios puede tener la cultura en la salud. Y también se detiene a reflexionar sobre la velocidad de este mundo conectado a través de las redes sociales en el que no deberíamos menospreciar el papel de la escritura a mano. Sobre estas cuestiones también reflexionan con nosotros Gonzalo Capellán, presidente de la Rioja y Enrique Rubio, director de la Editorial Rubio. Y terminamos como empezamos, con música y mucho arte. Carles Ruiz Bosch, más conocido como Litus, nos regala una maravillosa versión en acústico del clásico "Singing in the rain", mientras que Dani Galindo, director de La Sala de RNE, charla con Benjamín Sevilla, codirector del Festival de Olmedo.Escuchar audio

Las notas del móvil son, para algunos, más íntimas que la galería de fotos. Desde borradores de mensajes que temen enviar hasta listas que algunos preferirían no revelar, Burque sale hoy a la calle para conocer qué apunta cada uno. También, si hay algún nostálgico del bolígrafo. Precisamente por eso, nos acompaña Enrique Rubio, hijo del fundador de Cuadernos Rubio, que repasa la historia de la empresa y los cambios que han tenido que implementar para modernizarla. Con Ángela Quintas, hablamos hoy de los perritos calientes y sus propiedades de la mano de los chicos de Döggo.

Las notas del móvil son, para algunos, más íntimas que la galería de fotos. Desde borradores de mensajes que temen enviar hasta listas que algunos preferirían no revelar, Burque sale hoy a la calle para conocer qué apunta cada uno. También, si hay algún nostálgico del bolígrafo. Precisamente por eso, nos acompaña Enrique Rubio, hijo del fundador de Cuadernos Rubio, que repasa la historia de la empresa y los cambios que han tenido que implementar para modernizarla. Con Ángela Quintas, hablamos hoy de los perritos calientes y sus propiedades de la mano de los chicos de Döggo.

Las notas del móvil son, para algunos, más íntimas que la galería de fotos. Desde borradores de mensajes que temen enviar hasta listas que algunos preferirían no revelar, Burque sale hoy a la calle para conocer qué apunta cada uno. También, si hay algún nostálgico del bolígrafo. Precisamente por eso, nos acompaña Enrique Rubio, hijo del fundador de Cuadernos Rubio, que repasa la historia de la empresa y los cambios que han tenido que implementar para modernizarla. Con Ángela Quintas, hablamos hoy de los perritos calientes y sus propiedades de la mano de los chicos de Döggo.

From engineering to founding Hacking HR, Enrique Rubio brings a fresh perspective to human resources. In this episode, hosted by Nikki Lewallen Gregory, Enrique delves into people-first workplace cultures, the importance of leadership reflection, and understanding human experiences beyond employee engagement. Enrique shares his admiration for a book on the engineering behind the first moon landing, emphasizing goal-setting and belief in possibilities. He also opens up about managing his impatience and its impact on his work. Nikki and Enrique inspire listeners with actionable advice on fostering environments where teams thrive both professionally and personally. They highlight the significance of a living, energizing company mission and the interconnectedness of people's success and business success. Additional Resources: Connect with Nikki on LinkedIn Follow PeopleForward Network on LinkedIn Learn more about PeopleForward Network Connect with Enrique on LinkedIn Learn more about Hacking HR

Rubio asegura que las fiestas contarán con la máxima seguridad gracias a los grandes despliegues de los cuerpos policiales

In today's episode or Empowering Workplaces, our special guest Enrique Rubio, top 100 HR influencer and founder and head of global community, talks about the evolving landscape of company cultures and some of the positive changes that we have seen in recent years.While the pandemic had a positive impact on some employee experience programs, we're seeing some initiatives and positive changes being rolled back. How can organizations effectively continue to support programs, ones focused on wellbeing for example, even in the face of adversity? Join us to learn more about how organizations can continue to drive positive change, even in a post-pandemic world, to continue to create more empowered workplace cultures.

Enrique Rubio, presidente de la entidad, ha afirmado que “por las mañanas las sillas están vacías”

www.CPOPLAYBOOK.comEpisode TranscriptAboutHost Felicia Shakiba collaborates with Enrique Rubio, founder of Hacking HR, to demonstrate the power of ChatGPT in designing Objectives and Key Results (OKRs). Throughout the episode, the collaborative partnership between ChatGPT and human expertise is emphasized as crucial for refining AI-generated insights to fit specific organizational needs. By querying ChatGPT in real-time for insights on HR strategy priorities and discussing the implications within the context of a hypothetical scenario involving ABC Enterprises' growth goals, listeners gain actionable insights on leveraging AI to drive organizational growth effectively.*Enrique RubioEnrique is a passionate advocate for Human Resources, People Operations, Technology, and Innovation. With a background in Electronic Engineering and an Executive Master's in Public Administration focused on HR, he brings over 20 years of experience in the HR and tech industries.Enrique holds certifications in Design Thinking, Scrum Master, and PMP, reflecting his dedication to professional development. As the founder of Hacking HR, a global community of HR leaders and practitioners, he is deeply engaged in exploring the digitization of the workplace and the intersection of technology and HR in shaping the future of work.*All media inquiries: media@cpoplaybook.com

Los partidos políticos y precandidatos van haciendo públicos sus énfasis programáticos para las elecciones del año que viene. Por ejemplo, el domingo, en entrevista con El País, el secretario de Presidencia Álvaro Delgado, dijo que impulsará una agenda para la competitividad y la mejora del costo país. Habló, en particular, de implementar un plan de riego que abarque 20, 30 años y acelerar la inserción internacional. Además promoverá la modernización de las relaciones laborales sin la pérdida de derechos y promoverá la creación de un Ministerio de Justicia que se encargue de la Fiscalía y las cárceles. Ese mismo día en el Congreso Nacional del Herrerismo, Laura Raffo, también aseguró que va a centrarse en bajar el costo de vida en Uruguay a través de una “modernización” del Estado que reduzca los costos a las empresas e impacte en los precios. En el Partido Colorado los precandidatos también van mostrando sus principales ejes de campaña. Por ejemplo, el ex presidente del Codicen Robert Silva pondrá el foco en la educación, el efecto de la tecnología en el trabajo y el impulso al valor agregado de la producción uruguaya. Por su lado, el Partido Independiente, definió este sábado su programa para las próximas elecciones. Su prioridad será una asignación fuerte de recursos para que el próximo gobierno logre una “sustancial reducción” de la pobreza infantil. Cabildo Abierto también está armando su programa. El coordinador de los equipos técnicos Marcos Methol, dijo a El País este fin de semana, que las áreas prioritarias serán economía y seguridad. Por su lado, el Frente Amplio realizará este fin de semana un Congreso en el que aprobará su programa. El senador Enrique Rubio adelantó en La Diaria que el foco de un eventual gobierno deberá estar en la diversificación de la matriz productiva y la reducción de “todas las brechas”, que es “el alma de la izquierda”, dijo. Con este panorama, ¿cuáles van a ser los principales temas/ejes de la campaña? La Mesa de Análisis Político con Fernanda Boidi, Daniel Buquet, Antonio Cardarello y Adolfo Garcé.

In today's episode, I chat with Enrique Rubio, HR, Tech and Future of Work expert, keynote speaker and founder of Hacking HR, a global learning community at the intersection of future of work, technology, business and organizations, with thousands of members of all over the world. Enrique is also the Head of Global Community at Transform. Enrique and I have been friends for many years now. We met in the days before the pandemic, and found easy alignment with our shared passion for making a difference.  In the years since, we've individually branched out while remaining connected through events, LinkedIn and the occasional video chat. This discussion, like many before it, addresses the future of work and HR's role in defining it. Though we also explored Enrique's origin story, including his time in the corporate world, and how HackingHR was formed.  It was another in a line of memorable discussions with a good friend. And I hope you enjoy this as much as we did recording it. Enrique RubioEnrique is an HR, Tech and Future of Work expert, keynote speaker and founder of Hacking HR, a global learning community at the intersection of future of work, technology, business and organizations, with thousands of members of all over the world, and also the Head of Global Community at Transform. Enrique is one of the top 100 HR global influencers. He was the founder and CEO at Management Consultants, a firmed specialized in Human Resources in Venezuela. Before Management Consultants, Enrique worked in the telecommunications sector as a Senior Project Engineer for Telefonica and several other companies in the early to mid-2000s. Enrique is a guest author in several blogs about innovation, management and human resources. Most recently Enrique worked as an advisor to the Chief Human Resources Officer at the Inter-American Development Bank.  Enrique currently leads Hacking HR, one of the fastest growing communities of HR leaders around the world. Enrique frequently speaks about topics ranging from DEIB, future of work, HR strategy, employee experience, among others, drawing on Hacking HR's research. Additionally, Enrique designs hundreds of learning programs for the Hacking HR community in the form of events and short-term programs.  Enrique is a Fulbright Scholar, and Electronic Engineer with an Executive Master's in Public Administration from Maxwell School at Syracuse University.  LinkedInWebsite Thinking Inside the BoxConstraints drive innovation. We tackle the most complex issues related to work & culture. And if you enjoy the work we're doing here, consider giving us a 5-star rating, leaving a comment & subscribing. It ensures you get updated whenever we release new content & really helps amplify our message. LinkedInWebsiteApple PodcastsGoogle PodcastsSpotifyStitcherPocket CastMattMatt Burns is an award-winning executive, social entrepreneur and speaker. He believes in the power of community, simplicity & technology. LinkedInTwitter 

Entrevista Enrique Rubio - Senado expulsó por unanimidad a Gustavo Penadés by En Perspectiva

In this podcast interview with my friend and colleague Enrique Rubio, founder of Hacking HR, we speak about the renaissance and rebirth of HR.  I am renaming the time we are in as the Human Renaissance.  In this interview we speak about how to build a people first culture where people and business are intertwined and how to optimize for both by investing in self care and well being.  We talk about the important role of conscious leadership skills and which ones are needed to build the foundation of the awakened company and world.  Lastly, we speak to the role of HR in addressing burnout and some possible solutions to implement for a thriving organizational culture.    Episode Links: Hacking HR October Summit Registration Link Enrique Rubio LinkedIn Shine Podcast Interview- "What are the most needed leadership skills to create a healthy organizational culture in 2024?" SHINE Links: Thank you for listening. Want to build a high trust, innovative, and inclusive culture at work? Sign up for our newsletter and get the free handout and be alerted to more inspiring Shine episodes  Building Trust Free Gift Carley Links: LinkedIn Consultation Call with Carley Book Carley for Speaking Leading from Wholeness Learning & Development Carley's Book Executive Coaching with Carley   Well Being Resources: Inner Game Meditations Inner Game Leadership Assessment Social:  LinkedIn IG Website — https://www.carleyhauck.com Shine Podcast Page   IMPERFECT SHOW NOTES   Carley Hauck  0:10   Hi, my name is Carley Hauck and I am host of the shine podcast. This podcast has been flickering strong since May 2019. I began the podcast due to all the research I was conducting. In interviews with organizational leaders, lead scientists, academic researchers and spiritual teachers for my new book shine, ignite your inner game to lead consciously at work in the world. I wrote my book to inspire a new paradigm of conscious leadership and business that was in service of a higher purpose to help humans flourish, and regenerate our planet. The podcast focuses on the science and application of conscious inclusive leadership, the recipe for high performing teams and awareness practices that you can cultivate to be the kind of leader our world needs now. I will be facilitating two to three episodes a month. And before I tell you about the theme of our season, please go over to Apple podcasts, hit the subscribe button on shine or go to your favorite podcast platform carrier. That way you don't miss one episode. Thank you. This season is going to be focused on what leadership skills are most needed to create a healthy organizational culture. Leadership and manager effectiveness has been deemed the number one priority for HR and 23. And every person listening whether you have a formal leadership title or not, you are a leader. We all have the responsibility to lead around something that we care about whether it's at home with our family, and our communities, and or in the workplace. I believe in you. And I am so delighted to share with you such an incredible group of people and interviews that I have gathered for this season. I handpick every single guest based on their embodiment of conscious, inclusive leadership and the positive impact they're making. I am delighted you're here. And onto the podcast. Hello, Shine listeners. I am so excited to introduce the first interview of season six. And are you gay Rubio? Enrique, thank you so much for being here. Enrique Rubio  2:57   Carley, thank you so much for inviting me and being your first guest on your new system. I am super excited about the conversation we are about to have Carley Hauck  3:09   need here. And I'm gonna give a little light to our friend Sue Olson, who likely will listen to this Sue, thank you so much for encouraging this connection. It has already been meaningful and fruitful. And I'm sure it will continue to bear gifts. Unknown Speaker  3:28   I agree with you. Hello, so. Carley Hauck  3:33   So Enrique, please tell me and our listeners, why you love HR. What is it about HR? And for folks that may not know what HR stands for? It means human resources, which is like, why did we give it that name? Humans are not resources? No, I'll let you go forward with that. Enrique Rubio  3:56   Yeah, well, it's a story of to me of believing that as a function as a business function. We have impact both on business people and society in general. And this is the way I think about it. Right. And I thought about this question when you sent it to me before in preparation for the conversation today. And think about it in these terms. For most organizations, for every HR person there is there are about 250 to maybe 500 or six 600 employees. So that means that if the relation was direct, every person who works in HR is impacting the lives of anywhere between 250 and 600. People imagine the kind of power that you hold to both either or to either positively or negatively impact the lives of these folks, right. So if you do great work in HR, and I am hoping that you do it will be the right conditions for people to feel that they can find an outlet for their talents, their creativity, their passion, their voice, their purpose at work, where they find joy and happiness, where they come to work excited about the change they are making in the world and not just making some stakeholders or shareholders richer than they were before. But if you are building that kind of organization, as an HR person, then you are making anywhere between 250 and 600 people happier than they would be otherwise. So the reason why I love HR is sort of twofold, right? One one current state and one future state current status. I think we care a lot about the work that we do. We care a lot about the people that we're working with our organizations, our leaders, and we're not perfect. So there may be listeners saying yes, but my experience with HR was not positive. And that's true. And that may be true. My experience with some salespeople wasn't positive, my experience with some customer, people were mostly positive, my experience with some, I don't know, residential management people wasn't positive, right. But that doesn't mean that the function as a whole and that everybody in that function, wouldn't want to create a positive kind of environment for you. So reason number one is that we do care. And we have such a powerful opportunity to create good impact and change the world from HR today. And the second reason is more aspirational, right? We are the only function that sits at the intersection of People Operations and Business Operations. When you look at all the other functions, most of them are purely business, even when they work it out from like marketing or sales or it or legal, whatever it is. They are mostly business operations, we are at the intersection of business and people operations. And I fully believe that the magic of building great workplaces making people's lives better of creating better societies, and a better world accordingly, as happens at that intersection. That's what that magic happens. And we are the only ones from a from a business standpoint, sitting in that intersection of business and people. So aspirationally I love HR, because we can make such a such an incredible impact and leave such an incredible legacy by working it out very well, while we sort of deliver what we need to deliver at this intersection of people and business operations. So I love HR because we we care for all people and organizations and business matter, and aspirationally because we can truly make an impact and change the world from our small area of influence and impact in the organizations where we work. So that's that's the way I see it. Carley Hauck  7:44   I love that. Thank you so much for your passion. Yeah, I wholeheartedly agree, the microcosm of work is where you have such an interesting mix of people that come together, work together, collaborate, that might never ever meet otherwise, from all over the world, especially in this remote, cross functional, hybrid kind of way that we're working and sometimes completely remote. And I believe that if we can use business as the lever to create healing, and this is the microcosm, we get to kind of really create, you know, different conditions that can translate to the greater world. And so you you said impact, but what you need is a positive impact, how can business really be best for the world, that's what I heard in your tone and in your voice. And I think it is the responsibility and the opportunity of business. And you're right, HR is kind of the belly, the heart that allows business to move in that direction. So we spent, Enrique Rubio  8:52   we spent we spend anywhere between a third and 40% of our lifetimes at work doing something that has to do with work, whether it is for ourselves or in a company with other people or alone, that's a significant amount of time considering that probably the one of the other thirds is sleeping, right. So so when you think about spending a third of your life at work, the impact that whatever happens at work has on you is extraordinary, is exceptional. So when you know you can you can go into directions, work can break you, or what work can lift you up, but we should understand that that 30% of our lifetimes is spent at work will definitely and does make a difference on people whether whether on the positive or on the negative side. So we have to choose from not only from an HR standpoint, but as a US business. We have to choose to one these folks that we are employing right now to have a better life not just with what we're paying them, but in general beyond just the financial transaction of us. paying them for the work that they're given give back, Carley Hauck  10:02   because it impacts how they're showing up at home is what you're saying society and society for sure. And, you know, I know you're familiar with this research, but the two people that have the biggest influence on your mental and emotional well being is your boss at work, and your partner at home. Yeah, those are the two that you have the most interaction with throughout the day. And so I know that we're gonna get into leadership and manager effectiveness, because it is the number one priority for HR and 23. But I see it being the number one priority for many years to come, because we haven't cracked that code. But before we go into that, tell me about hacking HR, this incredible community that you have developed. Tell me how that got started? And what's the current phase of it? And where do you Where are you holding the vision for it? Enrique Rubio  11:00   Yeah, well, thank you for that question. And yes, I am the founder of a global learning community for HR people called Hacking HR. And what we do is we bring together 1000s of people around the world to be part of our learning programs to build community to connect with each other. And we do it the two pillars, the two foundations of what we do, our number one community, bringing people together and helping them make connections with each other, building meaningful relationships. And you can tell, you know, the person who connected us is somebody that he connected with from somebody else. So now we are for, you know, in this, in this world connected and enjoying are enjoying each other. And this wouldn't have been possible without hacking autonomy, maybe it could have been possible, but maybe it would have been more difficult. So it's community and it's learning and the learning, the way we do learning is by bringing practitioners of the business and the people of space to come together and share their insights, their ideas, their experiences, their whatever their stories, with all of us in the community, we are, we're very heavy on bringing practitioners to the to our learning events or learning experiences. Because well, you know, there's a lot of writing material about everything. But then you go on write and read something. And you always are left with a question. Yes, but how? Right? Well, you know, how do I do this, and we bring practitioners to share more of the how maybe their own how, but a how that can resonate with an extended community. So we've done hundreds of events for 1000s of people on LinkedIn, which is our main, sort of like social media outlet, we are one of the largest HR communities in the world. And the number one in engagement rates, that of all the HR communities that exist, we are the number one engagement rates, not by good luck, because we've been so for the past couple of years. So I think we're doing something right. And that is the way to listen, thank you, we share good content. And also, we have we have our voice, you know, we, you know, we're very respectful, and we're very kind, but we have our voice. You know, we you know, one example of this, right? I mean, I am I am I an absolute advocate of autonomy and flexibility at work, that doesn't mean that I believe that everybody should be working from home or everybody should be working from an office, I do believe that if we, if you are employing adults, we'll treat them like adults. And we share this voice unapologetically. Meaning, you know, some people don't like that we are promoting this idea of a, you know, I mean, if you don't like it, there are other communities that will probably say what you want to hear. We are more on the side of like, you know, let's expand possibilities. You know, let's think outside of the box, right, let's, let's think beyond evidence right in front of us. So that's what we're doing. Yeah, Carley Hauck  13:54   I was also gonna say it's also a very diverse community. I mean, I heard you say, there are people all over the world, but even just the panels that you have, I know you have an upcoming summit in October that we're going to talk about. The panels are very diverse, the people that are showing up and I also really love that part about the community too. Enrique Rubio  14:14   Yeah. Well, thank you. Yeah, we I have made a point of honor of our work to make sure that we're building that we're bringing diverse voices to to our conversations. And diversity looks in many different ways. By the way, not only it's not only gender sexual identity is not only skin color, your credo if you believe in anything is your nationality is your background is I mean, there are people who have participated in our events, that they have a very controversial point of view about say, you know, remote work, for example, they're like, No, I think everybody has to come to the office, and they express with respect and everybody else respects them. They spread as expressed their their points of view, and we all end up either agreeing or disagreeing. In by understanding something that we may not have known be known before. So the diversity, the way we embrace inclusivity and diversity as, let's make sure that we bring as many diverse voices to the table that they are heard with respect and kindness. And that simultaneously, they hear us and see and respect other voices as well. And I care less about us agreeing on what we're talking about, than about respect, and kindness and compassion toward each other. Unfortunately, there has never been an instance in our community, Never, not even once, in the six years that I've been doing this, that anybody has said, um, you know, jumping out of this, you know, some whatever, because I don't feel respected. You know, it'd be more along the lines of like, a, you know, I don't agree with you for this. And, and I promote that, you know, I promote that safe space for people to say, I don't agree with that, for this, and this and that, and that's totally fine. So yeah, we have Carley Hauck  15:59   to disagree, right, you need to be respecting Enrique Rubio  16:01   each other unkind. I mean, talk about the state of our world. I mean, it's so messed up. I mean, it's so messed up. Because weak is like, we can hear any, anything that we're saying, if we, the moment you say something that I don't agree with, immediately, I am blocked, I am there with you, I'm looking at you, you're saying I see your mouth moving, but I am not listening anymore. Because you said something that I disagree with. And I wonder why, you know, I mean, we're never going to solve problems that way, let alone get together to, you know, have a positive impact on each other. So anyway, diversity for all as, you know, in every sense of the word beyond, you know, what can be considered traditionally, diversity, like, you know, the, the color of your skin, where you come from, and, you know, your gender and whatnot, it is also, you know, the kinds of things that you are sharing with us in the community. Carley Hauck  16:52   So I'm, I mean, I know, we have a bunch of questions, and I'm gonna keep us on time. But I have to pivot here, because I feel I feel really intrigued about how you've created this. So psychological safety is something that I've been studying and I is one of the very first things that I do when I am assessing a team or a company. And I believe that it is the foundation that really needs to be prioritized first, but it's not easy to do. So I feel curious, how have you been able to cultivate this and have six years of this safe space? Because that's, that's pretty magical. We can say that that's happening on Twitter or Facebook. So yeah, tell me more. Enrique Rubio  17:40   I think it was like about three years ago, we set something on LinkedIn. And some people said, This is no right for you to say, and I can remember what it was. I don't even think it was something that we said, I think we shared something by a person that we didn't know that well, as somebody was like that person. You know, it's not talking, you know, really well about women in the workplace, you know, sounds a little bit misogynistic. And this is what I did, I left the thing posted. And I said, we disagree with this. And I'm gonna leave it posted, because I want everybody to get their own impression, but I don't agree with this. And I apologize, because we made a mistake, by giving this person a voice. I'm not going to take it down right now. Because there's already a conversation going on about this, which is, which is that healthy conversation to have, by the way, when you when you miss, will you mess up? But to me, the point is that it's happened to us in six years, it's only happened to us maybe like two or three times that I've made a mistake like that. And what I do say on it, you know, I just say I'm sorry, you know, I messed up. And, and I am sorry, I'm learning. You know, there was something like like, let me give you another example, right? You talked about diversity in our panels. It was it was not always that way, about four years ago, the only kind of diversity that I was very cared about. And it's not that I just care about that. But the only the only kind of diversity that I care about when it came to the panels that I was putting together was gender diversity. So I always wanted to make sure that there were at least an equal number of female speakers than male speakers. But then everything looked white, everything looked the same. And people were like, there's nobody, you know, with a different skin color in there. And Rick, you are a Latino man. And there are no Latino, Latin X people in those panels that are no women of color. There are no people with at least a disability that they can publicly say that they have the disability. And I will say dang it. I never thought about that. And you what he said was, you are totally right about this. I thought I was doing the right thing. But obviously I'm falling short of the very things that I'm talking about. I am sorry, I messed up once again, let's move on and this will learn and now we're moving on. So I'm gonna you know is this happened like two or three times in our in our Carley Hauck  19:58   terminal past Just for a moment, because I just want to acknowledge your humility. And we're going to organize, you know, go into the recipe for what a conscious inclusive leader looks like. But one of the things that, you know, conscious leaders do is is they, they have the awareness to take responsibility for what's mine, for where I made a mistake, apologizing is fabulous. And then of course, correcting learning and growing. So bravo and reggae. Well, Enrique Rubio  20:28   you know, one thing that I gotta say, is this, right? being self aware, which is a couple of things, it is recognizing, when you've fallen short of your own promises, and the premises that you believe in, when you blatantly, you know, unintentionally make a mistake, or inadvertently make a mistake that hurts people, and then apologizing for that, that, to me is all part of this concept of self awareness. That doesn't mean that inside you, you have a little bit of pride, saying, I still have, you know, like, I still think that this was the right thing to do. But okay, I get it, right. And the way I have tried to operate in this community is just by acknowledging when I make a mistake, when we do something wrong, acknowledge that acknowledge that I may have caused pain in somebody for doing something in the wrong way. And moving on by having learned, you know, not to do the same thing again, but do it better. But, you know, I have to also acknowledge my own my own inner self, right, that that I sometimes I want to be right. And, and I recognize that I am wrong, but I still want to be right. So it's walls that you have inside yourself, right? It's, you know, which one are you feeding, but the reality is that even if you're feeding this kind war, that is that is the wolf that is telling you, you made a mistake, just apologize and move on. crumbles are falling out to the other wall saying, Yeah, but I still want to be right about this, even if I am not. So this, this matters, because sometimes we try so many leaders, and we're gonna talk about conscious leadership, right? But so many leaders try to project an image of something they are not, they try to sweep their mistakes under the short comments under the rug, instead of just saying, I messed up, I am sorry, you know, I made I made a mistake, I did something wrong, I hurt people. And this is how I am planning to move on to never let this thing happen again, and to make sure that we course correct in a different direction. But nothing, we nothing that we do. Nothing ever will take us back to the way things were before. I cannot you know, I'm not like Superman flying in the opposite direction of the rotation of the Earth, trying to, you know, go back in time, right. And I'm saying this because they watched I rewatched the movie recently. You know, like, superhero, Superman, number one, you know, with Christopher Reeve, you know, I love I love him back. But yeah, you can go back in time, all you got to do is be Yeah, show up. Yeah, recognize and own your stuff on your mistakes, say, apologize and say how you're going to be moving on from that. I love that. That's part of how we build safety in hacking HR. Carley Hauck  23:12   I was going to come back to that, but you just summarized it. Yes, that's how you created safety is that you have strong leadership, that is modeling what you want the rest of the community to showcase. And I some other piece that I wanted to bring up. And then I'd love to move into conscious leadership a little more deeply. But I know you and I are going to be speaking to the idea of this collective intelligence, and how leaders are really about leading together, you know, you're a founder, I'm a founder. But ultimately, that's a lot of responsibility. Right? And you couldn't have this community without other leaders without other people, you know, showing up in supporting you to maybe see your blind spots to help make decisions. And I really think it's again, about acknowledging I don't have all the answers. Here I am, I am human, which means I'm messy, and I'm gonna make mistakes. And I need support, you know, otherwise, I will burn out because even though you're part Superman, with all your ultra marathon running, you're not fully Superman, and I'm not Superwoman. So on that, on that thread, I open it up to any reactions, but then I'd love to move us into some conscious leadership. Enrique Rubio  24:33   Yeah, well, you know, actually, my only reaction is this. If you if you or any of your listeners go now to any of the things that we're doing hacking HR, if you didn't know that I was the founder. You wouldn't know that I was involved in this thing at all, because what I built was a platform to give other people a voice in front of our community. Yes, I put I've put a lot of energy time, effort money into building this, but we're rarely do you see me speaking in any of our own events moderating any of our events? Rarely do you see my name in anything that we do? It is it is the community, you know, even when I post something that I create myself, and and I post it on on our LinkedIn channel, I use, you know, how can HR because I want to make sure that is the brand, that is the community that is engaging in these kinds of conversations and interactions are not necessarily with me. And I love that, you know, because I think I build something that gives people the opportunity to connect with each other and expand and share and amplify their voice. And to me, that's, that's, that's, you know, ultimately, you know, part of what, what I what I wanted to do by design, you know, give other people the voice because I don't have not only do I, I don't have all the answers, I have more questions than I have answers about anything. So, so yeah, you know, that I just wanted to say that because, you know, it, I see other groups, especially in the space of HR, where it's, it feels like a cold, you know, to personality, you know, like a goal to their founder or their leader. And they gotta, you know, like, no, that's not what I want to do, you know, I mean, a different game, you know, here, I mean, a different kind of thing here. Carley Hauck  26:16   Well, then that gives it more life, because then you don't have to hold it. All right, yeah, you can, it can continue to create this, you know, this life of its own. So lovely. Well, I'd love to talk a little bit about leadership and conscious leadership, because that's what I have studied a lot in the last 10 years. It's what I wrote my book on. And I wanted to bring into this this framework that I have studied and validated. Because this framework is something that you write a lot about, ironically, before we met, I was reading, you know, hacking, HR, and just so many of the things that you speak about compassion and self awareness, and resilience and well being, I thought, I think Enrique is my brother from another mother hair. So let's, let's talk about that a little more openly. So I've distilled nine different leadership traits, that when people are cultivating these on a continuum, it actually showcases in how will they show up as a leader, how they are able to lead the business lead teams, and it actually creates more psychological safety, more trust, more empathy, more teamwork. I've, you know, really dialed in these assessments. So I know that this framework works, but I'll just read through them briefly. And then I'd love to hear which one or two do you feel like you've really honed and which ones are areas for growth for you right now. And, you know, I imagine it's, it's kind of had ranges, and you might be stronger in these right now. But maybe we're stronger in them for today, for example. So self awareness, self management, empathy, resilience, humility, we already know you've got a lot of humility, self belonging, which is including the dimensions of self love, self compassion, self forgiveness, self acceptance, physical well being and psychological well being, I really see them as being distinct, but they're interconnected. What do you think, Enrique, where are you strongest? And where do you have places for growth? And those nine, Enrique Rubio  28:40   I think, my, I think I am, you know, in a very good place, when it comes to physical Well, being a psychological well being, I think I take very good care of my body, I am a, I am a competitive runner. And I do invest a lot in in the steam feed, and I'm strong and healthy. So I try to make sure that my mind is fed with good stuff, you know, and, yeah, you know, I read the news, and I, you know, I get upset and take attendance. And I, you know, I get upset on my partner and, you know, we fight and you know, we do and my cats and we get upset at each other, but I try to, you know, make sure that I keep, you know, a good level of, of psychological well being and physical well being of course, so that's one. Resilience, I think would be probably the other one. Carley Hauck  29:39   Can I go into that a little deeper because I love to infuse this podcast with tips. We all learn from one another. So I hear you're a competitive runner. So that's one way you're really nourishing your physical body and you run in the hills in Flagstaff, which is where I went to grad school. So I think we would have met At some point, because I would have gone back there. But how else are you taking care of this of this temple? And then I'd love to hear more about how you're nurturing the mind. You're I hear you're feeding the Good Wolf. Not the bad wolf. But But how else? Enrique Rubio  30:18   Yeah, yeah. Well, you know, on the physical side is both nutrition and fitness. So I am actually a vegan. So I'm a plant based. Oh, nice. Yeah, well, I've been I've been a vegan for 15 years. And, you know, I respect what people end up eating and what they do. But I think that we need to take a very hard look at what we are putting into our bodies, right? I mean, you will not if you need an oil change for your car, you are not going to donate, you know, crap, right, you want to make sure there is good oil that gets your car, going for the long run. And we're putting crap in our bodies. So you know, sugar, alcohol, smoke, tobacco, you know, things of the kind that we know, destroy our temple, like you said before, so it is, to me it is fitness and nutrition, for the physical side of things and psychological well being, you know, it's just being aware, you know, I'm being being aware of, of the kind of things that I'm thinking about. I do have negative thoughts, I think like everybody else, and I try to remove them as soon as possible from my mind, so that they don't, you know, either way, you know, the good stuff that I think I, I have to give. So that's, that's, that's one that and I think it's more, you know, it's for people, it's an exercise of looking inward and saying, you know, am I, you know, how am I taking care of my body and my mind, right, it's this, this ultimately, the question you should be asking yourself. And then the second, the second, sort of, kind of, like quality, that I think I have, you know, perhaps hone down as best as I can is resilience, you know, it is being a founder, like you said before, and, you know, being in this work, you know, it doesn't come it's not easy, you know, and I chose a space, by the way that is very hard, you know, as HR is not easy. HR is, is tough, because we've done things in the same way for a very long time. People don't believe in HR. And, you know, there's a lot of work to do. And sometimes, you know, even though I've been doing hacking HR for six years, it's not that every that all the time I'm, I'm on a, you know, like, like an all time high inspiration, energy level, right? Sometimes I'm like, to hell with this man. I'm just, I'm just quitting this and then doing something else. And then the next day is like, calm down. Yeah, you know, yesterday wasn't a good day. But today, it's gonna be a good day, you know, I'm always, you know, like, something happens that I'm like, alright, you know, I mean, this, this came up out of the blue, and it made my day, right, like, you know, sometimes I'm upset about something. And I don't know why the universe, you know, has a person sending me an email saying, like, and Rica, thank you so much, because this event was the best event that I've ever done in my life, but whatever. And I'm like, alright, well, maybe I'm upset about yesterday, whatever it was, but this person made up made my day today with this one common, right. And I think that's how I've built resilience, right? It's knowing that not every day will look the same, some days will be great, some other days will be really bad. And for the most part, you're going to be moving up and down. And as long as you believe in your long term vision about in my case, building up large community and bringing people together, as long as you believe in that, you know, that the doubt of today, you know, will turn into an app tomorrow. And that's the way it's gonna go. Carley Hauck  33:48   Thank you. Thank you so much for sharing that. So physical Well, being psychological well, being, resilience, having that growth mindset, and one of the questions that I like to ask for myself when things you know, don't go in the way that I would like, I always say, Well, how is this for me? How is this for me right now? Which in another way is how do I learn from this? Yeah, I see this expression on your face. What does that mean? Enrique Rubio  34:18   You know, I think all of us, you know, have gone through through some stuff in life. And, you know, let me give you one example of this. Right. I, in one of my last corporate jobs, I had a boss who was you know, there are bosses that are bad, but they are not evil. They are just bad bosses. Right? I mean, they are they don't know, Carley Hauck  34:40   they're messy people leading this horrible leading from their own hurt. Yeah, but Enrique Rubio  34:45   but there are there are people that truly go out of their way to harm all their evil, and we can deny that there are evil people in the world, even when you see things, you know, with a more kind of like positive, you know, standpoint. plans and I had a Yeah. And I had a boss that was evil, you know, he, you know, he would go out of his way to harm people around him. And when he quit that job, took me some time to detox from from that environment, because it was a very toxic environment, but it took me some time. But then he left. And I am left with this right now, I know that I know some of the qualities that I would love to see in great leaders. And it's like, it's like, you know, it's like a blank canvas that you're painting. And for now, all I have painted is like, maybe one tree over here, the sun over there, you know, maybe a couple of people over here. So it's, there's a lot of things that have to paint on the what great leadership looks like, right, I have, I still have to add a lot of touches to it. But I already completed the paint of what I think of leadership looks like. And I completed the paint, because I went through that. And whenever I think of him, I think of that very dark Canvas, you know, with with a lot of, you know, negativity going in there. And what I tell people is like, you can have all these qualities to be a great leader. But these are the ones that I know for sure would make you a crappy leader. And that's what he learned from that experience. So the way you know, I just tried as much as they can to make sure that every experience for me turns even even if not at the moment, whenever it happens, that it turns into something where that that can help me grow, you know, that can, even if it doesn't help me grow, that becomes a story. You know, that becomes an experience that I can share with others going forward. So no, this is not always possible. And especially it's almost impossible in the moment in the heat of the moment. But you get there talking about my cats, by the way that I talked about before. You don't know about this, but I rest I think I mentioned to you in our preparation call, I rescued four kittens that were left behind my house by their mom, I don't know what happened. I've never been a pet person. I've never been a cat person. And these four kittens stole my heart. I don't know how I'm gonna do when they grow. But I'm not here. For anybody listening. I'm just showing two Akerley, one of them on the screen. One is Laurie. And they are about six weeks old and they are the most loving beings ever. So I just showed him on the screen because all of them can now climb up on my chair when I'm working and they just lay down on my lap. So anyway, just wanted to show Laurie Do you share Laurie Look at her. She's incredibly beautiful. She looks like like a tiger with blue eyes. So stop. What are you sure on the on the promo for this podcast? Carley Hauck  37:44   Have a picture of Enrique and Lori. Did I say her name? Right. Enrique Rubio  37:48   Laurie? Yeah. Laurie as my girlfriend's name. Yeah. So okay, I named her after Laurie. Carley Hauck  37:54   Cute, cute. Well, thank you, I can completely relate to your story around, you know, having this I like to call them unconscious, right, because we have parts of ourselves that are conscious in their unconscious. But if we're leading from the unconscious parts that are hurting, and it sounds like in this particular case, this person was probably conscious of some of the ways that they were going out of their way to hurt. But there's always ways that were being interpreted, that we don't realize and I studied a lot of unconscious leaders to be able to distill what is a conscious leader personally and professionally. And that could be a whole, a whole other conversation. But I really appreciated what you were sharing and just to kind of jump in with you. I also really focus on my psychological and physical well being and without it. I just see well being as the foundation I'm also a vegan. I've not been a vegan as long as you have but in my book, because I'm so passionate about this being something that we all need to be really practicing eating less meat or being completely vegan. I amplify three different leaders and companies that are vegan based companies. Just ag Josh Tetrick is is one of the leaders I highlight in my book shine and then rebel. When Cheryl Laughlin was the CEO and rebel is a complete pally plant based superfood. I think they're using almost all recyclable plastic bottles now as well. They were definitely on that on that pivot when I interviewed her like five years ago for the book. And then the other one is, is David Young, who has Omni foods, which is actually based out of Hong Kong. So wanted to get a diverse landscape but all of those companies have gone like rocket, the style, startup pace and it's just really incredible to see The impact that they're making in the world because they were they were very small when I chose them to be leaders in the book. And also, just to give a little sneak peek, Dan Buettner, who was a friend and colleague who came out recently with a Netflix series on Blu. So he's actually going to be on the podcast, and he's fantastic. So Dan, Dan is going to be sharing more about the research and I love this research. And it's just, I hope it really ignites and amplifies people to, to take care of their health, because if we're eating more in attunement with nature, and what's gonna support all beings to thrive, then the planet's gonna get healthier. And for that we get to steward her better. Enrique Rubio  40:49   Yeah, it's interesting that we're going back to the basics in so many different ways. Right, the, you know, the basics of leadership, the basics of being a good human being the basics of, you know, how we eat, and our relationship to the, to the planet is, which is funny, because sometimes are not enough for me actually, it's ironic, that sometimes I see some people coming up with like, you know, we got to do things in this way. And I'm like, Yeah, you know, like Native Americans, for example, have known that for 10,000 years, you know, ancient civilizations of, you know, the, you know, this Saharan, northern part, or the, or the Asian continent have known this for 1000s of years, right. So we're not, we're just like rebranding things that we've known for a long time. And, you know, I mean, hopefully, that works. But we just have to acknowledge that some of these ideas of reconnecting to nature to food, even the blue zones that Dan talks about, you know, this is ancient knowledge, you know, I mean, it's been live for so long, not because they read, you know, you know, health magazine, you know, printed in New York, is because they've done this for a long time, and they know how it works. Carley Hauck  42:04   It's like we fell asleep, right? We were we were feeding the bad wolf. We were well, we weren't listening to our wisdom we were, we were getting focused on all the marketing, all the advertising that's telling us to go outside of ourselves to find happiness by buying this by buying that, which is, which is not true. So, gosh, we could we could talk about lots of things. But let me let me move us back to I would really love to talk more about the expectations for leadership. Because as we're hacking HR, and as we as a function, human resources, how do we change that word, but we'll get into that later. Human Renaissance? Let's do that. So when we think about are we setting leaders up? I think about this a lot, because I really want to solve for the leadership gap. And are we actually setting leaders up to succeed? Are expectations too high of them? And do they actually have the skill sets to be conscious? Because, you know, if, if we're stressed, we all are stressed? We all sometimes feel overextended, overwhelmed, it's really hard to lead from that wise place, conscious place. If we don't actually have time to rest and recover if if we don't have these compassionate, safe spaces, to be vulnerable to say, oops, made a mistake here. What do you think about that? Enrique Rubio  43:45   We have built a self reinforcing cycle of bullshit. And I'm sorry for using that word. Carley Hauck  43:54   By the way, tend to post you can even use the F word here. It's all good. Enrique Rubio  43:58   Really. All right. Well, thank you. Because I use a lot of words like that. I like it. You know, I don't know why I feel like you know, they give you give it a little bit of a flavor to the conversation. But I think we've we've created a cycle, a self reinforcing cycle of bullshit, where leaders demand more from people that is unsustainable and unhealthy. People demand more from leaders, which is unsustainable and unhealthy. The shareholders do the same thing. Wall Street is doing the same thing. And and then nobody or just a handful of people not but mostly nobody, at least at a high high level, is saying, Stop a stop for one day. Stop this madness. And let's find out where the cycle is reinforcing itself with with all this bullshit. This happened during the pandemic, the pandemic was an opportunity for us to reset. The pandemic basically told us that we are not in control of most things that we thought we were in control off And it pretty much said to us, you have to stop, stop the cycle. And yes, it didn't have anything to do with, you know, also stopping the cycle at all, it was something completely different. But it gave us an opportunity to reset. What did we do with that awful opportunity, but ended up being an opportunity, what do we do with it? We operate it in a very different way from 2020 to 2020, like the end of 2021, couple of years being more human, more kinder, more compassionate, more understanding, more loving, towards each other Carley Hauck  45:31   planes as much as much writing Yeah, what Enrique Rubio  45:35   happening, what happened in 2022, we went back to normal, we are supposed to enter into a recession, let's lay off all these people, let's force them back into the office, they are not beat. So it's all the same jargon, the same self reinforcing cycle that we had, before the pandemic, that the pandemic gave us an opportunity to reset. So the truth is, I don't even know what the take for us to say, we have to stop this madness, the exploit exploitation of people, the exploitation of the planet, the exploitation of animals, we have to stop this madness is just that is so hard, you know, like you don't know where to begin this. I see the newer generations, the younger generations been way more socially engaged, and more socially conscious about what they do to their own bodies, what they do to the planet, and what they do to each other. And I am hoping that we can use that as leverage to reset. Carley Hauck  46:34   Thank you for sharing all of that. I wholeheartedly agree. And I, one of my mentors who wrote the foreword for my book, Lynne twist, who's a big steward of planet, she, when I first heard her talk, she would say we have to hospice out these old systems and structures that don't work. So I feel like we're still in this space that things are crumbling, we're creating the new foundation. But like you said, these this younger generation, you know, the the Gen z's, the millennials, they are in the the biggest, or they are the biggest work force that we have. And the more that they're either building companies, starting companies, or they're just speaking out about what they don't want. Yeah, that makes the Foundation have to be rebuilt. Enrique Rubio  47:28   Yeah. Well, you know, there's scientific philosopher, his name is Thomas Kuhn, an American philosopher in the 1960s, he wrote a book called The Structure of Scientific Revolutions. And yes, you know, lots of claims in the book and lots of backlash about different things about how scientific revolutions and the change from one way of doing things to another actually happen. But this is ultimately what he said. He said, Well, you have a theory in place, and there that theory cannot explain any more, what you are observing in the real world, meaning the theories is falling short, to, to explaining what you are observing, a crisis happens, a revolution emerges. And a new theory has to take place, that that includes the old, and also the new. And I think right now we are at an inflection point where we're going through a social or political or financial crisis of sorts, where we are like a snake that is ditching the old skin and trying to, you know, do the do new, right. We are, there are many of us that are trying to ditch the old skin, you know, we're trying to ditch the old models that we know don't work anymore, that are very powerful groups of people that are clinging to those old models. And we know they don't work. But I think eventually we are going to be at a place where we are like, alright, this is the new, we're not forgetting the old. We're just embracing the new and I'm hoping that we can get there. Carley Hauck  48:57   Well, I would love to continue this conversation. There's so many so many threads I'd love to follow up with. But for our time today, I know that you're going to be trying to solve for some of this, and hacking HR. This is where this community this collective intelligence is coming together. And you have a summit that is starting in October, and I'm going to be part of that summit. I'm so excited. I'll be on one of the panels. Enrique Rubio  49:24   But we have we actually have a lot of events coming up. You know, in October, we have the every month we do a hacking HR series. And next month, which is you know, in October so we're recording this at the end of September. Next month, we have the October series and it's called Hacking October series. The soft is a strategy so we're going to be talking about how soft quote unquote soft skills impact business performance and strategy and you know, productivity and results and whatnot. So I am super excited about the conversation because it pertains to people to culture, to soft skills and all that? Carley Hauck  50:05   Well, I will be putting a link in the show notes because it's free people people can join for free. And the panel that I'll be on is about building a foundation of mental well being and adaptability and corporate culture on October 17. And we kind of spoke to some of that today. So I have lots of ideas to share. Enrique, this was so amazing. Is there anything else you want to leave our listeners with or anything that you'd love to have them? You know, see, so they can find you Enrique Rubio  50:35   join us on hugging HR on LinkedIn, follow me on LinkedIn, and you know, just be part of the good stuff that we're talking about. Carley Hauck  50:44   Thank you so much. Unknown Speaker  50:45   Thank you. Thank you so much. Carley Hauck  50:48   Before we end, these are some questions I have been pondering on quite a lot. And Enrique and I didn't have time to discuss on the air, but I wanted to share them aloud as inflection points with a few solutions. What are the expectations we have of leaders right now? Is the bar set too high? Based on the skill sets they have to operate from? And the conditions they are working with inside? And outside the organization? Are we equipping our leaders to meet the challenges and expectations of managing remote distributed teams with the right skill sets and the right support and resources? And lastly, how do we solve for burnout inside organizations? These are big problems that I believe everyone can come together with our collective intelligence to solve. But the way that we solve for some of them, is we invest in learning and development. Learning and Development pays dividends. In so many ways. We know that in this distributed remote workforce. It not only supports people to connect, and opportunities to grow within the company. But it supports engagement. It helps people to feel like they're being invested in their professional and their personal growth at work, which is a very high value for most employees. If you want to retain your employees, if you want to build community, you will invest in learning and development. And we need to do it in a way that gives people time to actually take advantage of the learning of the training. One idea that I'm proposing is that we empower people of all levels to block off their calendar for learning. It showcases to their team, they're in learning mode. And it could be that we offer an amount of 10 hours a month that they are devoted to learning. And this actually can be linked to what great performance looks like at the company. Leaders are learners and we all have the opportunity to be leaders as a way of solving for burnout. What do we think about enforcing a four day workweek? I know thread up which is one company I really love and had been following has implemented this, and some other companies have found great benefits to employee wellbeing. What about the idea of creating an untouchable day for everyone? Hence the benefit of a four day workweek? Let's face it with all the responsibilities of home, family and work. What if we had one extra day to just breathe, to be to enjoy? Would we show up at work in our relationships at home more resourced, more creative, with more play and well being? I imagine we would. And what do you think about implementing no meetings one day a week? How would we empower employees to also opt out of meetings if there is no agenda set? All the research shows that more meetings leads to exhaustion, lack of engagement and then more meetings. So what if we instead really empowered folks to have no meetings one day a week, and to opt out of meetings when there wasn't a clear agenda set for why they needed to attend. September is Self Care Month. And as we are still resetting, recovering from the last couple years, but even the decade before that, of not focusing on a people centered strategy, it's so important that we upskill our leaders with the resources to be able to prioritize for self care, so that they can lead themselves well, and then lead others well. This is the priority of leadership and manager effectiveness that I see now and into the near future. Leaders need to be leading together and relying on the collective intelligence and leadership of those above them, beside them and below them. This is leading its scale. And it requires a high degree of some of the conscious leadership competencies that Enrique and I spoke about before self awareness, resilience, humility, so that we can empower others, and lead together inspiring networks of teams to lead. Thank you, Enrique for joining me in this conversation and building a community where the human Renaissance professionals can come together to help solve people problems for the greatest good of organizations and the world. Do you want to grow your inner game so you can be a conscious leader at work life and in the world? Here are three ways come to the hacking HR summit in October, the link will be in the show notes. And I will be speaking with a group of wonderful leaders October 17, on the topic, cultivating resilience, building a foundation of mental well being and adaptability in corporate culture. This will be at 9am to 10am. Pacific Standard Time, go get my book, and hard copy or audiobook shine has been voted as one of the top 10 books to read and 22 I know it's 23. But if you didn't read it, and 22 Let me tell you, I wrote this book for this time. It is my legacy. And it will stand the test until we've solved for some of these big problems. And lastly, are you seeking a passionate people leader who wants to build and partner with senior leadership and the executive team on a people first culture where people and business are intertwined, and this can both thrive? I am your next great leadership hire. And I am so excited to serve the right team and company right now. If you missed the last podcast episode, I was interviewed by CEO Coco brown. You can learn more about the internal director above level role I am seeking the results I have provided to cutting edge companies as an HR consultant Learning and Leadership Development Professional, what I can contribute now. And the link of that podcast episode is in the show notes. I would love to have a conversation with you to be introduced to new opportunities and people. Thank you so much for your support. And if you enjoyed this episode, please share it with friends, family or colleagues. We're all in this together and sharing is caring. If you have questions, comments or topics you would like to address about the podcast or other conversations, please email me at support at Carley hauck.com And finally, thank you for tuning in and being part of this community. I have several incredible interviews coming up on the shine podcast. So make sure you're subscribed and until we meet again. Be the light and shine your light  

If you haven't been part of the conversation about Human Resources and its impacts on workplace cultures and society at large, then you need to check out Hacking HR, a global community of 350k+ members invested in transforming the way we live. Founder Enrique Rubio joins Host Chris Schembra on this episode of Gratitude Through Hard Times for a blunt exploration of what it means to demonstrate human-centered core values and how that translates into critical business ROI in the form of retention, productivity and positivity that uplifts not only enterprises but the lives of everyone we touch. Enrique challenges us to look in the mirror and ask: Are you practicing kindness, compassion and empathy in your daily transactions and – if not – why not? Is your ego or a sense of entitlement keeping you from meaningful connection in the workplace or on the elevator, at the grocery store or over the course of transacting business? A vocal advocate for giving remote work a chance, Enrique shares thoughts on leveraging our roles – whether as leaders or individual contributors – for social change in the workplace and beyond. You'll also learn about why mental health is a critical component of overall corporate health and how we can find in gratitude the baseline for starting important conversations. “There are so many things we can do in HR to leave an incredible legacy of transforming work for good,” says our guest. “We know that it's not fluffy and doesn't make you weak.” Join us for a fascinating no-holds-barred discussion that will challenge you to bring your best self to work and every other area of your life. And don't forget those words of affirmation, an investment in positivity you'll never regret!To hear more of Enrique's groundbreaking insights, tune in to his Hacking HR Podcast, featuring a range of leading innovators in the human relations space. You can also join his huge and growing Hacking HR community by clicking this link.If you enjoyed this episode, please share it with a fellow trailblazer! Click here to hear all the fascinating conversations Chris has had with Fortune 500 CEOs, professional athletes and entertainerswho have shared their human stories on Gratitude Through Hard Times.If you'd like to learn more about Chris and his 7:47 Virtual Gratitude Experience or subscribe to our newsletter, please visit this link. KEY TOPICS:Meeting of the Minds: Why Enrique is energized by the vision he and Chris share of workplaces (and a world) informed by values like empathy, gratitude and authenticity. If you could give credit or thanks to one person in your life that you don't give enough credit or thanks to – that you've never thought to thank – who would that be? Mom and Dad – whose radically different (but complementary) views of the world shaped Enrique's approach to life. He can never offer enough thanks!The Power of Modeling: About the positive energy Enrique very consciously puts out into the world in all his everyday interactions, even when it's not reciprocal.Hacking HR: How Enrique has built a community by offering an umbrella to 350k+ members interested in the full spectrum of human resources issues – from mental health to technology to making cultural change in the workplace.Trailblazing Ambitions: About closing gaps by using HR as a leader in creating community and connections with transformational impacts on workplace cultures.Understanding the Gap: Chris and Enrique take a closer look at the new technologies and social mandates that HR must learn to balance against the traditional admin. and other corporate services they provide.The Role of Gratitude: Why it's important to acknowledge that progress – especially of the proactive variety – doesn't magically happen.Enrique's Two-Pronged Gratitude and Appreciation:For the journey and lessons learned along the way.For the community – including those who challenge or push back on assumptions.Operationalizing Empathy: Why it's so important to provide the framework for a variety of points of view, building bridges among competing interests and blending core values.Two Sides of the Same Coin: How business success hinges on “people” success and vice versa. They are mutually reinforcing and transformational.Regarding Retention: About appreciation as a valuable source of engagement that bonds employees to their jobs and each other – far more than any product or mission.Epidemic of Entitlement:  How ego-based demands for recognition and empathy erode gratitude, which requires an atmosphere of mutuality. It's a ‘give in order to get' thing!The Language of Gratitude: Enrique reflects on the words of affirmation that his parents deserve in recognition of the example they set – and he never wants to take for granted!Parting Thoughts:Whatever your role, you can make things happen. You can create a better workplace and world just by being compassionate and kind.Don't let ego divert or block your best intentions. You can transcend! QUOTABLE“There are so many people in the world working on all things empathy, kindness, compassion, gratitude. We know that it's not fluffy and doesn't make you weak.” (Enrique)“With all my imperfections, limitations and shortcomings, I am the way I am because of the way (my parents) raised me and for that I'm forever thankful.” (Enrique)“All of these conversations need to happen for HR to close the gap … between where we are and our potential to become that (cultural) leader.” (Enrique)“There are so many things we can do in HR to leave an incredible legacy of transforming work for good.” (Enrique)“Hacking HR hasn't gotten too far from its original vision. It's still a vehicle for connection, learning and coming up with innovative ideas.” (Chris)“People are more engaged, more satisfied, happier, finding more joy, are more creative and even have higher financial returns … when they are treated with kindness and respect, dignity and compassion at work.” (Enrique)“When you practice gratitude, it broadens the thought-action repertoire within your brain needed to seek innovation, creativity, curiosity, joy and pride.” (Chris)“The greatest cultures are not built because of something a leader says. Great cultures happen because of everyday interactions. You see it and feel it in the way people talk to each other and work.” (Enrique)“Whether you are in a leadership position or you are just an individual contributor, don't let your ego get in the way. Just get it done. Begin the conversation!” (Enrique)“If you know that gratitude, compassion, empathy and kindness are the right thing to do and you're not doing them, you've got to look at yourself in the mirror because your ego is blocking you from doing the right thing.” (Enrique) LINKS/FURTHER RESOURCES:About Jim Harter's Harvard Business Review article about worker satisfaction, "What Great Managers Do to Engage Employees."Read the “Broaden and Build” chapter in Chris's bestseller, "Gratitude Through Hard Times: Finding Positive Benefits Through Dark Hours." ABOUT OUR GUEST:Enrique Rubio is passionate about Human Resources, People Operations, Technology and Innovation. He is an Electronic Engineer, Fulbright Scholar and Executive Master in Public Administration with a focus on HR. Also certified in Design Thinking, Scrum Master and PMP, Enrique has over the past 20 years worked in the HR and tech worlds. He is very interested in the digitization of the workplace, Human Resources and the intersection of the future of work, technology and HR.  FOLLOW OUR GUEST:WEBSITE | LINKEDIN ABOUT OUR HOST:Chris Schembra is a philosopher, question asker and facilitator. He's a columnist at Rolling Stone magazine, USA Today calls him their "Gratitude Guru" and he's spent the last six years traveling around the world helping people connect in meaningful ways. As the offshoot of his #1 Wall Street Journal bestselling book, "Gratitude Through Hard Times: Finding Positive Benefits Through Our Darkest Hours,"he uses this podcast to blend ancient stoic philosophy and modern-day science to teach how the principles of gratitude can be used to help people get through their hard times. FOLLOW CHRIS:WEBSITE | INSTAGRAM | LINKEDIN| BOOKS

Oficialismo y oposición cruzaron visiones ayer en el Senado sobre cómo el gobierno viene gestionando la crisis en el suministro de agua potable en la zona metropolitana. El ministro de Ambiente, Robert Bouvier, y la ministra de Salud, Karina Rando, fueron interpelados por el senador frenteamplista Enrique Rubio, que les reclamó explicaciones respecto al aumento de la salinidad en el agua distribuída por OSE en el sur del país en las últimas semanas. Al llegar la noche el Frente Amplio pidió la renuncia del presidente de OSE, Raúl Montero, y de la vicepresidente del ente, Susana Montaner, ya que consideró que las explicaciones de los jerarcas no fueron satisfactorias. La bancada oficialista, por su lado respaldó a las autoridades y “exhortó” al sistema político a “trabajar juntos” en la gestión de la sequía. Durante la sesión, varios legisladores de la oposición le reprocharon al gobierno no haber actuado con mayor anticipación y haber forzado la reducción del presupuesto de OSE para realizar algunas inversiones que consideraron estratégicas. Desde el oficialismo, se cuestionó a la coalición de izquierdas por una supuesta “falta de espíritu de colaboración” en esta crisis. ¿Qué dejó la interpelación? Lo evaluamos con el senador frenteamplista Charles Carrera.

Oficialismo y oposición cruzaron visiones ayer en el Senado sobre cómo el gobierno viene gestionando la crisis en el suministro de agua potable en la zona metropolitana. El ministro de Ambiente, Robert Bouvier, y la ministra de Salud, Karina Rando, fueron interpelados por el senador frenteamplista Enrique Rubio, que les reclamó explicaciones respecto al aumento de la salinidad en el agua distribuída por OSE en el sur del país en las últimas semanas. Al llegar la noche el Frente Amplio pidió la renuncia del presidente de OSE, Raúl Montero, y de la vicepresidente del ente, Susana Montaner, ya que consideró que las explicaciones de los jerarcas no fueron satisfactorias. La bancada oficialista, por su lado respaldó a las autoridades y “exhortó” al sistema político a “trabajar juntos” en la gestión de la sequía. Durante la sesión, varios legisladores de la oposición le reprocharon al gobierno no haber actuado con mayor anticipación y haber forzado la reducción del presupuesto de OSE para realizar algunas inversiones que consideraron estratégicas. Desde el oficialismo, se cuestionó a la coalición de izquierdas por una supuesta “falta de espíritu de colaboración” en esta crisis. ¿Qué dejó la interpelación? Lo evaluamos primero con el senador colorado Adrián Peña, ex ministro de Ambiente hasta febrero de este año.

In today's episode, I chat with Catherine Gordon, the Director People & Culture at Canuck Place Children's Hospice, a Vancouver-based organization that supports patients from British Columbia and the Yukon, on Canada's west coast, many of whom live with life-threatening illnesses.In addition to inpatient and outpatient care, Canuck Place operates 13 patient beds and 8 family suites through two hospices, alongside services that include medical respite and family support, pain and symptom management, 24-hour virtual care, music and recreation therapy, education and art, grief, loss, and bereavement counselling, as well as end-of-life care.It's an organization built on a foundation of caring, one that perfectly suits Catherine. Originally, from Northern Ireland, Catherine worked in London, UK for eight years before immigrating to Vancouver, BC, Canada in 2005.  And in her most-recent role at Canuck Place, she's drawn upon years of experience in the recruitment, legal, technology, regulatory, environmental, healthcare and non-profit sectors.  I originally met Catherine through GROW, an HR mastermind I co-developed with Enrique Rubio at HackingHR. Catherine quickly differentiated herself as a senior leader who led from the heart, and navigating 2020 and 2021 with her as part of our inaugural cohort, was a real privilege. This was the jumping off point for our discussion. Though we also spoke at length about the great work happening at Canuck Place. I was curious how her team supported the professionals tasked, in turn, with supporting some of the province's most-vulnerable children. How they navigated the pandemic in a healthcare setting, and what adaptations they've been able to bring forward as best-practices.It was a really fun discussion, and I hope you enjoy our conversation, as much as I did recording it.Catherine GordonOriginally, from Northern Ireland, Catherine worked in London, UK for eight years before immigrating to Vancouver, BC, Canada in 2005.  She has experience in the recruitment, legal, technology, regulatory, environmental, healthcare and non-profit sectors, the latter being her passion.  Since 2018, she has been the Director, People and Culture at internationally recognized Canuck Place Children's Hospice; she supports all aspects of HR for 200 staff across BC.  LinkedInWebsiteThinking Inside the BoxConstraints drive innovation. We tackle the most complex issues related to work & culture. And if you enjoy the work we're doing here, consider giving us a 5-star rating, leaving a comment & subscribing. It ensures you get updated whenever we release new content & really helps amplify our message.LinkedInInstagramTwitterWebsiteApple PodcastsGoogle PodcastsSpotifyStitcherPocket CastMatt BurnsMatt Burns is an award-winning executive, social entrepreneur and speaker. He believes in the power of community, simplicity & technology.LinkedInTwitter

My guest for this episode is a dear friend: Enrique Rubio, founder of Hacking HR. Enrique and I discuss how he got started in HR, why HR shouldn't overinvest in technology and why a shift in mindset can help HR leaders see themselves as business leaders. To read the full show notes for this episode, visit:  https://laurieruettimann.com/embracing-hr-leaders-as-business-leaders

In this episode Jackye and Katee talk to Enrique Rubiio. Enrique is an HR, Tech and Future of Work expert, keynote speaker and founder of Hacking HR, a global learning community at the intersection of future of work, technology, business and organizations, with thousands of members of all over the world. Enrique is one of the top 100 HR global influencers. He was the founder and CEO at Management Consultants, a firm specializing in Human Resources in Venezuela. Before Management Consultants, Enrique worked in the telecommunications sector as a Senior Project Engineer for Telefonica and several other companies in the early to mid-2000s. Enrique is a guest author in several blogs about innovation, management and human resources. Most recently Enrique worked as an advisor to the Chief Human Resources Officer at the Inter-American Development Bank. Enrique currently leads Hacking HR, one of the fastest-growing communities of HR leaders around the world. Enrique frequently speaks about topics ranging from DEIB, future of work, HR strategy, employee experience, among others, drawing on Hacking HR's research. Additionally, Enrique designs hundreds of learning programs for the Hacking HR community in the form of events and short-term programs. Enrique is a Fulbright Scholar, and Electronic Engineer with an Executive Master's in Public Administration from Maxwell School at Syracuse University. If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF

La discusión en el Frente Amplio para definir las precandidaturas presidenciales comenzó a tomar temperatura el fin de semana. El sábado, la Vertiente Artiguista se convirtió en el primer sector de la coalición de izquierdas que formaliza su apoyo a uno de los nombres en danza, en su caso el intendente de Canelones, Yamandú Orsi. Al final de una sesión de su asamblea nacional, la Vertiente Artiguista sostuvo que Orsi tiene una “inequívoca identidad frenteamplista” y cuenta con “capacidad de articulación” y “gran potencial de convocatoria”, tanto a la interna como hacia afuera de la coalición de izquierdas. Cuando ya se había producido la votación – 104 dirigentes a favor y cuatro abstenciones – Orsi se hizo presente en la reunión y declaró que el pronunciamiento de la Vertiente es un punto de inflexión. “Que un colectivo como la Vertiente, con los años que tiene, su espalda y su historia, resuelvan apoyarme en caso que el FA maneje más de un hombre, es un antes y un después. En algún momento dije que aceptaba el desafío si alguien lo planteaba. En eso estoy, ochenta y pico por ciento dedicado a la Intendencia de Canelones y a la gestión. No estamos en campaña, pero es tiempo sí de que el Frente empiece a manejar los distintos nombres o alternativas que se van a presentar”. Analizamos este posicionamiento temprano de la Vertiente Artiguista junto con el senador Enrique Rubio.

A few weeks ago, we heard from Hacking HR's Enrique Rubio on How to be a Leader in an Empathetic World. Today, Don gives his thoughts on how we can be high octane leaders in an empathetic world, when too often empathetic is seen as soft. And it doesn't mean having to reduce expectations on results.High Octane Leadership is hosted by The Diversity Movement CEO and executive coach Donald Thompson, and is a production of Earfluence. DEI Navigator offers access to our award-winning team of proven business leaders and certified diversity executives, along with expert curated content, how-to guides, specialized training, and a community of peers sharing their ideas and lessons learned — all at a fraction of the cost of hiring a full-service DEI consultancy.Pre-order UNDERESTIMATED: A CEO'S UNLIKELY PATH TO SUCCESS, by Donald Thompson.

A few weeks ago, we heard from Hacking HR's Enrique Rubio on How to be a Leader in an Empathetic World. Today, Don gives his thoughts on how we can be high octane leaders in an empathetic world, when too often empathetic is seen as soft. And it doesn't mean having to reduce expectations on results. High Octane Leadership is hosted by The Diversity Movement CEO and executive coach Donald Thompson and is a production of Earfluence. Order UNDERESTIMATED: A CEO'S UNLIKELY PATH TO SUCCESS, by Donald Thompson.

Las nuevas líneas de investigación que surgieron de los mensajes recuperados del celular del ex jefe de la seguridad presidencial, Alejandro Astesiano, están tensando nuevamente la relación entre el oficialismo y la oposición. Ayer el ministro del interior Luis Alberto Heber concurrió a la comisión de Seguridad y convivencia de la Cámara de Senadores para exponer sobre las últimas cifras de delito. Pero la atención estaba puesta en las preguntas que el Frente Amplio (FA) iba a hacerle al ministro en torno a las últimas novedades de la causa en la que se investiga la participación de Astesiano en una organización encargada de gestionar pasaportes para ciudadanos extranjeros con partidas de nacimiento falsificadas. Concretamente, el FA iba a centrarse en varios mensajes de whatsapp en poder de fiscalía en los que Astesiano ofrecía diversos servicios a un empresario agrícola argentino que opera en Uruguay y estaba interesado en confirmar si algún vehículo “furtivo” participaba sin autorización en las descargas de granos de su propiedad. Para eso Astesiano ponía a disposición contactos en Inteligencia, drones, patrulleros y la intervención de celulares con el sistema de espionaje El Guardián. Durante su comparecencia, Heber negó cualquier uso irregular de ese software y aseguró que Astesiano “mintió” al decir que tenía acceso a esa herramienta de inteligencia. Sin embargo, las explicaciones no conformaron al Frente Amplio que evalúa inciar más acciones contra el ministro. Conversamos En Perspectiva con el senador Enrique Rubio, integrante de la comisión de seguridad y convivencia de la Cámara de Senadores.

La Cámara de Senadores votó este martes la creación de una comisión investigadora sobre presuntas irregularidades en la Dirección General de Secretaría del Ministerio del Interior en el período 2010-2017, cuando el titular de esa repartición era el hoy senador frenteamplista Charles Carrera. La decisión se adoptó con los votos de 17 legisladores del Partido Nacional, el Partido Colorado y Cabildo Abierto. El Frente Amplio no acompañó. Las denuncias del oficialismo se refieren a la intervención de Carrera en el caso de Víctor Hernández, un vecino de La Paloma (Rocha) que en noviembre de 2012 quedó discapacitado cuando recibió un balazo que presuntamente partió de una casa cercana donde un subcomisario había organizado una fiesta. Si bien la responsabilidad de ese oficial nunca se comprobó, a partir de una decisión de Carrera, Hernández se atendió durante años en el Hospital Policial, algo que no está previsto para civiles, y recibió tickets alimentación proporcionados por el Ministerio del Interior. Además de rechazar la instalación de la investigadora, el Frente Amplio resolvió que no participará en ella porque entiende que se está ante una “persecución política” contra Carrera. Entre otros argumentos, el senador Enrique Rubio, que fue quien firmó el informe en minoría, sostuvo que no hay méritos para indagar en el Parlamento un asunto que ya está siendo analizado por la Justicia. “(El tema) está en el sistema judicial y nos parece muy impropio, del punto de vista de la separación de poderes y la defensa de la institucionalidad y la democracia, hacer una comisión investigadora sobre los mismos asuntos, cuando se hace en reserva en el sistema judicial. Por lo tanto, se estaría, aunque no se quisiera, ejerciendo una presión indebida sobre el Poder Judicial” Por su lado, el senador denunciante, Jorge Gandini, del Partido Nacional, respondió aquí En Perspectiva que la investigación en la comisión no se centrará solo en la responsabilidad de Carrera, sino que se ocupará de varios asuntos relacionados con este caso que no están en la órbita de la justicia. “Nosotros estamos presentando una denuncia que abarca aspectos que están en la justicia, abarca otros aspectos que ya han quedado prescriptos en la justicia. Presentamos otros hechos que no están en la justicia, que son de apariencia irregular, ilícita, ilegítima, arbitraria, pero que no tienen apariencia delictiva. La violación del artículo 3 de la Ley Cristal, la ley 17.060, define cuál es el concepto de corrupción, y estamos obligados a determinadas conductas para no ser tipificadas como corrupción. Pero increíblemente la corrupción no es un delito, es una obligación que tienen los funcionarios públicos. Hablamos de violación a la 19.823, que es el código de ética en la función pública y marcamos cuáles son los artículos. Acá estamos también investigando otro tipo de irregularidades que ni siquiera podrían estar en la justicia penal” La Tertulia de los Jueves con Martín Couto, Cecilia Eguiluz, Daniel Supervielle, Esteban Valenti.

In September 2017, Enrique Rubio saw a problem - the world of technology was moving so fast, and HR was moving very slowly (it at all). It was completely disconnected from how the technology was moving the world forward. So he decided to do something about.Today, Don and Enrique talk about Hacking HR, HR trends, creating a better and more equitable workplace, and how to be a more empathetic leader. Enrique Rubio is the Founder of Hacking HR, a global learning community of HR and business leaders, HR practitioners, vendors, consultants, and everyone else interested in learning, sharing, collaborating and advancing the HR profession.   High Octane Leadership is hosted by The Diversity Movement CEO and executive coach Donald Thompson and is a production of Earfluence. Order UNDERESTIMATED: A CEO'S UNLIKELY PATH TO SUCCESS, by Donald Thompson.

In September 2017, Enrique Rubio saw a problem - the world of technology was moving so fast, and HR was moving very slowly (it at all). It was completely disconnected from how the technology was moving the world forward. So he decided to do something about.Today, Don and Enrique talk about Hacking HR, HR trends, creating a better and more equitable workplace, and how to be a more empathetic leader. Enrique Rubio is the Founder of Hacking HR, a global learning community of HR and business leaders, HR practitioners, vendors, consultants, and everyone else interested in learning, sharing, collaborating and advancing the HR profession.  High Octane Leadership is hosted by The Diversity Movement CEO and executive coach Donald Thompson, and is a production of Earfluence. DEI Navigator offers access to our award-winning team of proven business leaders and certified diversity executives, along with expert curated content, how-to guides, specialized training, and a community of peers sharing their ideas and lessons learned — all at a fraction of the cost of hiring a full-service DEI consultancy.Pre-order UNDERESTIMATED: A CEO'S UNLIKELY PATH TO SUCCESS, by Donald Thompson.

The role of HR as a leader is changing. Enrique Rubio from HackingHR, joins us today to help your organization do the work that it needs to do to keep the people, who work not only for that organization but that the organization serves, at the center of everything you do.Talking Points: {01:30} What is the role of HR?{03:19} Moving from being an engineer to HR{05:13} Understanding this balance of technology and human resources{06:45} HR leadership role in an organization {12:26} Create a mindset to Pivot into a modern role.{15:50} The importance of confidence{17:52}. Go take that seat at the table, with your sense of creativity and worth.{19:57} How do you get out of that noise in your organization and become a connector {25:10} How do you get the rest of the company to follow these new rules?{31:26} Hacking HREnrique Rubio Bio:Enrique is an HR, Tech, and Future of Work expert and keynote speaker, and founder of Hacking HR, a global learning community at the intersection of the future of work, technology, business, and organizations, with thousands of members from all over the world. He came to the United States from Venezuela as a Fulbright Scholar. Before coming to the US, Enrique was the CEO of Management Consultants, a firm specializing in Human Resources in Venezuela. Before Management Consultant, Enrique worked in the telecommunications sector as a Senior Project Engineer for Telefonica. He is also the co-founder of Cotopaxi, a recruitment platform focused on Latin America and the Caribbean. Enrique is a guest author in several blogs about innovation, management, and human resources. Most recently Enrique worked as an advisor to the Chief Human Resources Officer at the Inter-American Development Bank. Enrique has over twenty years of experience and is an Electronic Engineer with an Executive Master's in Public Administration from Maxwell School.Resources/Links: LinkedIn: rubioenriqueWebsite: https://hackinghr.io/Connect with Tom on LinkedIn: https://www.linkedin.com/in/tomfinnleggup/‍Follow Talent Empowerment on LinkedIn: https://www.linkedin.com/company/talent-empowerment-podcast/

El Frente Amplio viene impulsando una agenda para aumentar la transparencia en la gestión del Estado y en los partidos políticos. Hoy en el Palacio Legislativo tendrá lugar una reunión entre líderes de todos los partidos con representación parlamentaria para dialogar sobre “convivencia democrática y transparencia''. En el cónclave, el presidente del Frente Amplio, Fernando Pereira, responsable de la convocatoria, va a proponer que se actualice la ley de financiamiento de los partidos políticos y que se vote el “fortalecimiento de la Junta de Transparencia y Ética Pública”. A estas medidas, se sumaron otras el fin de semana. Luego de su Congreso Nacional, la Vertiente Artiguista anunció que planteará que se incorpore en la Rendición de Cuentas de un artículo que establece que el ingreso y los ascensos de los funcionarios públicos deben hacerse obligatoriamente por concurso en todo el Estado, incluídos los gobiernos departamentales. “El Uruguay necesita reconfigurar sus pactos políticos, para lo que trabajaremos en amplios acuerdos suprapartidarios para fortalecer la democracia política, económica, social y cultural, enfrentar el autoritarismo político, institucionalizar la transparencia y combatir la corrupción”, dice la Vertiente Artiguista en una declaración para fundamentar estar esta propuesta. Conversamos En Perspectiva con Senador de la Vertiente Artiguista Enrique Rubio, a propósito de estas y otras iniciativas de su sector.

Doing the bare minimum is over, says Hacking HR founder Enrique Rubio. It could even make you unemployable in the near future. Enrique believes that HR can do better and is on a mission to create the best HR that ever existed. When we first spoke with Enrique over 3 years and 200 episodes ago, his “baby,” Hacking HR, was in its infancy. That was then. This is now. Hacking HR is now a global learning community including over 200,000 LinkedIn followers representing HR and business leaders, HR practitioners, vendors, and consultants focused on building better workplaces and leveraging the intersection of work, technology, and people. What does HR need to do differently to hack HR? What are HR's biggest challenges? Is outsourcing HR a solution? What role should algorithms play in hiring? Join us for this robust, candid, and insightful conversation about HR's role in shaping the future of work.

CONVERSATION TIME CODES: 1:00 Enrique Introduction 1:50 Hacking HR - Moving the Industry Forward 4:20 The Typewriter in the Age of Quantum Computing07:15 Where SHRM Falls Short09:16 Shift from Engineering to HR 11:22 Matt's Observations of HR12:45  Impetus for Hacking HR 17:35 5 Years as a Global Learning Community19:40 The Risks and Courage to Effect Change20:22 Removing Barriers to Learning Conferences23:16  Powerful Pillars: Community, Collaboration and Learning26:40 Insights About Enrique27:55 Future Predictions33:32 Enrique's Insights to Live By39:39 Final Thoughts  SOURCES:https://www.hackinghr.io/enrique@hackinghr.iohttps://www.linkedin.com/in/rubioenrique/

La bancada oficialista defendió ayer al ministro del Interior, Luis Alberto Heber, que concurrió a la Cámara de Senadores en régimen de Comisión General, por iniciativa del Frente Amplio, para responder sobre el alza de homicidios en los primeros cinco meses del año y la situación en las cárceles. Durante su comparecencia, Heber, expresó que “no hay una violencia expandida, como señaló el miembro convocante”, Enrique Rubio. “Hay una situación de crecimiento de los homicidios durante mayo, que fueron 37”, reconoció y lamentó Heber, al tiempo que aclaró que no se trata de un “récord” en la historia de su cartera, “pero que mucho nos preocupa y que lleva nuestra atención al trabajo organizado de la policía en cuanto al combate”, manifestó. Heber además destacó que el ministerio solicitó al Senado una sesión secreta para informar a los legisladores “cuál es la estrategia, cuál es el plan y cuál es la inteligencia” que se viene aplicando “en la lucha contra el narcotráfico”. Esa estrategia, aclaró, no se puede hacer pública: “Comprenderá la opinión pública, porque estaríamos advirtiendo a quienes vamos a combatir”. ¿Qué dejó este llamado para el oficialismo? Hoy conversamos En Perspectiva con Carlos Camy, senador de Alianza Nacional.

Oficialismo y oposición mostraron ayer visiones diametralmente opuestas sobre la situación de la seguridad pública durante la comparecencia del ministro del Interior Luis Alberto Heber en el Senado, en régimen de comisión general. El senador frenteamplista Enrique Rubio, que fue el miembro convocante, sostuvo que Uruguay vive una situación de “violencia expansiva” ante la cual el ministerio muestra un “rumbo errático”. Del otro lado, el ministro Heber, acusó al Frente Amplio de querer “emparejar” la gestión de este gobierno con “el desastre” que ocurrió en esta materia durante las administraciones frenteamplistas. “Viene esta administración y en dos años empieza a bajar rapiñas, homicidios, hurto, abigeato y violencia doméstica. Y la oposición dice que está mal. ¿Cómo se puede manejar un razonamiento así?”, se preguntó Heber. ¿Qué deja el llamado a sala para la oposición? Hoy conversamos En Perspectiva con Charles Carrera, senador del MPP.

Enrique Rubio comenta con Cristina cuáles son las faltas de ortografía más comunes que detectan entre los más jóvenesEscucha ahora 'Fin de Semana'. "Fin de Semana" es un programa presentado por Cristina López Schlichting, prestigiosa comunicadora de radio y articulista en prensa, es un magazine que se emite en COPE, los sábados y domingos, de 10.00 a 14.00 horas. A lo largo de sus cuatro horas de duración, Fin de Semana ofrece otra visión, más humana y reposada, de la actualidad reciente, a la vez que reserva espacio para historias novedosas y sorprendentes; para reportajes y entrevistas en profundidad; para propuestas de ocio que invitan a disfrutar de los días de descanso con el mejor humor y garantías de éxito.Siempre, de la mano y la voz de Cristina López Schlichting, en cuyo dilatado currículum vitae se incluyen sus labores de articulista y reportera en los principales periódicos de España (ABC, El Mundo o La Razón o su papel de tertuliana de televisión. Asimismo, la periodista madrileña es conocida y reconocida por la claridad y valentía de sus posicionamientos editoriales, inspirados en la defensa de los valores cristianos o los derechos de las personas.Entre los colaboradores habituales de Fin de semana, sobresalen nombres como los de Carmen Lomana, que nos sumerge en su prisma de la realidad con "La...

In this episode, Jeff interviews Enrique Rubio, who is a top 100 HR influencer, and the Founder and CEO of Hacking HR. Hacking HR is a global community for all who are interested in learning about everything people at work and doing HR in a better way. Jeff and Enrique explore the definitions of diversity, equity, inclusion, belonging, and psychological safety. Enrique shares what it looks like to adopt these key strategies as part of your internal culture, versus making them short-term, “check the box” events. They discuss ways that HR can remove friction and barriers within organizations to create better workplaces. Enrique shares how adopting HR technology is often done in a backward fashion – implementing what looks “sexy” compared with first paring down your processes, then fully understanding your objectives and the important customizations that are needed.

“Hacking” is to gain unauthorized access to something, so why did Enrique Rubio decide HR needed “hacking?” The founder of Hacking HR explains it all started when he was fired wrongly fired from a job and the one entity that was supposed to help did nothing. Rubio noticed the workplace was a broken system, and instead of complaining like everyone else he decided to do something. Today, his Hacking HR community boasts an incredible speaker lineup, and a global community all focused on hacking the core code behind bad workplaces.  Rubio mentions topics such as why recruiters use state of the art technology only to lure employees to broken work cultures, and discusses AI technologies can eliminate bias, prevent harassment, and even alerting white hat HR people of mental health challenges early. Check out the show notes at https://podcast.soar.com/uplift-humanity-podcast/enrique-rubio/  Learn more about Soar.com's AI Video Search tech at https://soar.com/deepsearch

Enrique Rubio is the founder of Hacking HR and host of the Hacking HR podcast. He explained how workplace experience nestles under employee experience and how to  use proxies in data and metrics to measure workplace performance.  

This Work Podcast, brought to you by Open Assembly, features Enrique Rubio.  Enrique is the  Founder of Hacking HR, a global learning community of HR leaders, practitioners, vendors, consultants, and everyone else interested in advancing the HR profession.

In Episode 116, I share some guests clips that did not make the final version of their episode. Sometimes between parts, guests share amazing leadership comments or advice. In this episode, I share outtakes with Enrique Rubio, Peter Popovich, Phyllis Millikan, Tim Brock, and Matt Donovan. 01:14 Part 1: Enrique Rubio and the Disservice to Yourself Enrique talks about one of the hardest things for us to do. 03:11 Part 2: Peter Popovich and the Growth Accelerator Peter distinguishes between the difficulty of changing IQ and the strong possibility of changing EQ. 05:52 Part 3: Phyllis Millikan and Connecting with Teammates and Colleagues Phyllis explains how learning about the people you work with can mitigate language differences. 10:30 Part 4: Tim Brock and Why Leadership Is Crucial Tim describes how two teachers' toxicity damaged a school. He talks about how crucial leadership is. 14:01 Part 5: Matt Donovan and Resolving Dilemmas Matt discusses the balance between extremes and describes how leadership can help. _________________________________ How You Can Support the Show Unlabeled Leadership is a free service for people to learn about leadership. If you want to support the show, you can make a $0.99 donation. Your support reduces production expenses. https://anchor.fm/unlabeled-leadership/support No transcript available (future enhancement) Episode links Guest LinkedIn profiles, Enrique Rubio, Peter Popovich, Phyllis Millikan, Tim Brock, and Matt Donovan Episode 077, Enrique Rubio Inspires the Human Resource Profession Episode 006, Peter Popovich and the Pickled Lifelong Journey Episode 026, Peter Popovich Explains Emotional Intelligence Episode 016, Phyllis Millikan and Constructive Attribution Episode 075, Phyllis Millikan Taps into The Wisdom of Teams Episode 012, Tim Brock with Winning Hearts and Clearing Barriers Episode 017, Matt Donovan and A Glance in His Leadership Playbook Background Music You can find all the musical tracks at Envato Elements. 00:00 Theme music: Uplift Corporate Inspire by OlexandrIgnatov 00:55 Corporation by pinkzebra 02:53 Retro Delta Blues by AlexanderRufire 05:34 Spanish Breeze by iCENTURY 10:12 For Explainer Videos by CrazyTunes 13:43 Inspiring Ambient by Dirtyflint 19:48 Fun and Flirty by BrownHouseMedia Lead on! --- Send in a voice message: https://anchor.fm/unlabeled-leadership/message Support this podcast: https://anchor.fm/unlabeled-leadership/support

I invite guests to share personal stories about acts of leadership that help shape their lives. In Episode 77, Enrique Rubio talks about something a previous manager says something that helps him reflect upon his work and direction. Then, Enrique explains his vision for how Human Resources can lead in organizations. Lastly, he advises us on how we can challenge our own thinking. Prologue Observing Enrique's journey, I see that discipline, vision, and inspiration are part of his foundation. Enrique excelled from earning an electronic engineer degree, executive master's in public administration degree, and being a Fulbright Scholar to being certified in Design Thinking, Scrum Master, and Project Management Professional (PMP). Enrique has dedicated more than 20 years in the Human Resources field and technology world. As the Founder of Hacking HR and podcast host, he continues to excel. 02:02 Part 1: Misfit or Entrepreneur? Enrique shares a story in which a previous manager commented on his work pace, which helped him reflect. 10:45 Part 2: The Potential of Human Resources In Enrique's vision, human resources could become the trailblazer and guide supporting organizational growth and improving the bottom line. Enrique shares his vision. 23:18 Part 3: Beyond Open-Mindedness Enrique advises us to challenge our own thinking in three powerful ways. _________________________________ How You Can Support the Show Unlabeled Leadership is a free service for people to learn about leadership. If you want to support the show, you can make a $0.99 donation. Your support reduces production expenses. https://anchor.fm/unlabeled-leadership/support No transcript available (future enhancement) Episode links Enrique's LinkedIn Profile, Twitter The Hacking HR Podcast samples: Episode 233 with Harrison Kim Episode 228 with Manisha Gupta Episode 219 with Mary Glowacka Coming soon! Hacking HR Lab (podcast with each theme being a series) Hacking HR website Gary DePaul's website Background Music You can find all the musical tracks at Envato Elements. 00:00 Theme music: Uplift Corporate Inspire by OlexandrIgnatov 01:45 Make It Happy by DmytroIgnatov 10:27 Spanish Bullring by simonleng 23:00 This is Spanish by TexasBrother 29:20 Fun and Flirty by BrownHouseMedia Lead on! --- Send in a voice message: https://anchor.fm/unlabeled-leadership/message Support this podcast: https://anchor.fm/unlabeled-leadership/support

Ever feel like people don't understand what you do? In this first episode, I discuss a role that is common in most organizations but is also misunderstood for its depth of work - HR and People Operations. Learn more at curiousmonica.com. Learn more about our guests: Claire Kennedy, Mimi Wang, Elyse Neumeier, and Enrique Rubio.

How many of you actually understand the metrics of success for the organization you work for? Did we break your brains? Well, when Enrique Rubio, Founder of Hacking HR, asked that question it certainly broke ours. We love the energy and expertise Enrique brings to the table as we discuss how to reimagine the work-week.

Looking for SHRM PDC credits? Look no further! We've got you covered—on this episode we sit down with Elisa Garn, VP of Thought Leadership and Brand Marketing at GBS Benefits Inc. to talk all about why the human experience matters, especially in the workplace. Then we're joined by Enrique Rubio, Founder of Hacking HR, for some exciting discussion about what's missing from the work-week and what companies are doing to elevate their game. If you would like to receive SHRM professional development credit for listening to today's episode, follow the link: motivosity.com/recertification-credit/