Podcast appearances and mentions of eric severson

As a senior HR leader, Eric Severson spent years trying (and failing) to pass paid parental leave at many organizations - until he finally pulled it off at Neiman Marcus. Learn how he and Chief Integrated Retail & Customer Officer Stefanie Ward built a compelling business case, aligned cross-functional leaders and turned employee feedback into a policy that improved retention and equity across the company.Connect with us on LinkedIn: Parentaly | Allison Whalen | Jenna VassalloLearn more about our parental leave programs: How We Help | Contact UsKeep in touch with Parentaly: Podcast newsletter | Monthly newsletter

Jennifer R. Rushton, MD, Clinical Pathology Associates and the Baptist Health System, San Antonio, TX and Eric Severson, MD, PhD, Labcorp Oncology, Shelton, CT Recorded on July 2, 2024 Join us, as we dive into the crucial topic of biomarker testing with Dr. Jennifer Rushton from Clinical Pathology Associates and the Baptist Health System, and Dr. Eric Severson from Labcorp Oncology. They explore the role of the healthcare team in integrating biomarker testing into clinical practice and decision-making, as well as strategies for effective patient communication about its importance and implications. They also share their perspectives on the future of biomarker testing. Tune in today to learn more! Jennifer R. Rushton, MD Clinical Pathology Associates Medical Director, Pathology and Laboratory Medicine Baptist Health System San Antonio, TX Eric Severson, MD, PhD Executive Director Medical Affairs and Evidence Generation Labcorp Oncology Shelton, CT This episode is supported by Labcorp Oncology.

Hello gentle-people, As I was organizing this series into a collection that could be accessed on my landing page, I realized I couldn't find part one. I racked my mind and my posts to see if maybe I accidently changed the name somehow or it ended up somewhere it wasn't meant to be. I gave up after my search rendered no results……it seems I have accidently deleted it.I will return later with a transcript to replace this piece—perhaps when I also get around to doing what I've resolved to do during my publishing break: move my drafts over to a safe place. I have *mumbles incoherently* drafts on here. My biggest fear has been confirmed—I have to be saving these posts somewhere else!Luckily, I had recorded part 1 before this mishap. Wishing you all a gentle landing, as I extend that same wish to my weary self today.Here is part 2 & 3:Hello, gentle people,I am always playing with phrases. Maybe you've noticed. Lately, I have been cracking myself up by dropping, “don't threaten me with a good time, into my conversations.” Today, I am playing with the phrase, I could care less, because it's true—I could give it my best try. water sign woman by Lucille Clifton the woman who feels everything sits in her new house waiting for someone to come who knows how to carry water without spilling, who knows why the desert is sprinkled with salt, why tomorrow is such a long and ominous word. they say to the feel things woman that little she dreams is possible, that there is only so much joy to go around, only so much water. there are no questions for this, no arguments. she has to forget to remember the edge of the sea, they say, to forget how to swim to the edge, she has to forget how to feel. the woman who feels everything sits in her new house retaining the secret the desert knew when it walked up from the ocean, the desert, so beautiful in her eyes; water will come again if you can wait for it. she feels what the desert feels. she waits.The troublesome work of defining careDepending on how you read my intro letter, You might be thinking, “I can't believe Rose J. Percy, writer of A Gentle Landing, is saying she wants to lean into heartlessness. I'm unsubscribing immediately!” And I blame the ambiguous nature of the word care and its many definitions. I could do a whole series on the definitions and probably write a post a week for the rest of the year. Just look at how many interpretations we could delve into. Now, here I have a screenshot of the definitions of care taken from a Google search, which you can delve into yourself and linger on these definitions, but it's interpreted as a noun and also a verb and comes with so many meanings I didn't even count. Luckily, I have already written on some definitions of care that I'm partial to. In one post, I talk about the word care through the word “tender” and how we can think about it as a way of a caring attention. One might call it tenderness, and the acceptance of ourselves as tenders. And that post is called Permission to Linger. I have also written on writing as a practice of care in my series delving into my writing praxis. And that post is called “A Place for Keeping, Writing as a Practice of Care.”Now, here are some definitions that I am fond of. And for the purposes of this post, I am understanding these four definitions of care and I added a fifth for just the ways I'm playing with the words “carrying” and “care” together. * Care as a tending (or attending), once again, with particular emphasis on attention. Since we have been here before, let's stick with “tending.”* Care as an attachment or interest. Let's stick with the word “attachment.” It often feels like the things we care of are a part of us..sometimes we are indeed connected.* Care as avoidance of danger or risk. I will “caution,” instead here, since I also love the phrase “throw caution to the wind.” We can do some fun poetic things with that.* Care as a troubling, a feeling stirred up by what we brood over. I will use the word “burden” here, since something of this definition reminds me to remember the weight.* I will also be playing with caring and carrying in order to drive home one central point: we all have a carrying capacity when it comes to care…even if we hate to admit it.“You have to turn it off. You have to learn to turn it off.” I am trying harder to care less every day.By that I mean, as a child, I used to be overwhelmed by something one might call “car(ry)ing too much. Some might also call it a sense of responsibility or conviction. And I read this book once in college, and it was treated like the pinnacle text for our general education curriculum. And it was assigned as the last text in our ethics class, the capstone text, and it was called Scandalous Obligation by Eric Severson. And I remember reading that book, which talks about Christian responsibility, and I thought, “this book is not for me.” Because I am the girl who, just upon seeing a commercial on food insecurity affecting children miles away, could not bring herself to enjoy a cookout. An auntie of mine gave me a speech which remains with me forever, and the essence was, “you can't help the children if you cry. You have to learn how to suck it up and feed yourself so you can grow big and strong. Then you can be of much better use to them." Through the years, I have either taken her advice or shaken it off. And her words led me to see my feelings as an inconvenience in a sphere of caring. And sometimes I can't help but feel she had a point when I find myself stirring in my worries for myself and others. I was a cautious child and I grew into a cautious adult.I can't help but feel her point when I seem to collect cares or grow a new interest in some injustice in the world beyond my capacity to respond or affect change. And I see her point when as a result of these new interests and attachments, I feel scattered and overwhelmed by all there is to care about.And I see her point when I feel like I'm failing, either emotionally or through physical challenges I'm still learning about in my attempt to “learn how to carry water,” as it leaks out of the sides of my eyes in this last ditch attempt to demonstrate how burdened I truly am. So as I consider her words, I felt like I had to learn how to turn something off. And back then I was just barely a teenager and I couldn't name it. So I tried hard when I was overwhelmed to shut off everything. I've included a picture of my monstera plant when I first got it a few months after I first got it in the spring of 2021. Something had to go. In the midst of what has been a hard couple of weeks, much of which was defined by embodied mental, emotional, and spiritual pain, I wanted to let something go. I had entertained many different ideas, but I was pretty certain I wanted to cut off my hair. In the past, going bald served as a foundation for embracing a new shift in focus. But I didn't want a new haircut.I wasn't ready to let go of my locs. I didn't want to get a new haircut. I wasn't ready to let go of my locks, but something had to go. I could feel it.So I chose to take some cuttings off of this beautiful monstera plant you see in these pictures. I kept the new cuttings and placed the large potted plant, which looked a bit too large to be on the bookshelf that it lived on, out to the curb to be received by some happy stranger.I first got my monstera in 2021 when I was nurturing a rather large houseplant collection. The room I was staying in had a beautiful big south-facing window. My monstera lived with me through three houses, and I had gifted cuttings from it and watched it grow to require two moss poles for support.I watched in surprise when it flourished at the last place I lived, a place where I struggled to flourish. My room, small and dark, had a tiny window taken up halfway by an AC unit that was screwed into the window. I used grow lights to try to keep a few plants alive on the bookshelf. My efforts failed. Somehow, though, new leaves kept coming up along the sides of my monstrous potted home. I wrote down my care instructions on an index card, complete with notes on the last time it was fertilized and how long ago it was repotted. I hoped the next person would not let her die, but I knew there was a chance I could have killed her myself. I worried about killing her constantly. Now she was someone else's burden. I now have one less thing to care about. I could care less. “Rose, run that song back one more time. The one where you're crying, ‘Help me, I'm dying.' I love the melody!”—me in a conversation about how my work feels sometimes. When I consider that burnout produces apathy, it makes sense that so many people experience a fatigue around their ability to care. It has been a while since I read Burnout: The Secret of Unlocking the Stress Cycle by Emily and Amelia Nagowski,but I hold onto one of my takeaways from the definition of burnout outlined in Three parts, the first being emotional exhaustion, the fatigue that comes from caring too much for too long. Many of us know this in a parallel term, compassion fatigue, which often applies to those who work in caring professions or hold domestic caregiving responsibilities.Our society is continually reinforcing individualism that harms us all, and this definitely impacts what we think caring ought to look like. This is a quote from Leah Lakshmi Piepzna-Samarasinha from Care Work Dreaming Disability Justice:“What does it mean to shift our ideas of access and care (whether it's disability, health care, economic access, or many more) from an individual chore an unfortunate cost of having an unfortunate body to a collective responsibility that's maybe even deeply joyful? What does it mean for our movements? Our communities/fam? Ourselves and our own lived experience of disability and chronic illness? What does it mean to wrestle with these ideas of softness and strength, vulnerability, pride, asking for help and not—all of which are deeply raced and classed and gendered?”These questions posed by Piepzna-Samarasinha serve as an inspiration for me as I write. An understanding that communal care makes a gentle landing possible undergirds all of this. Also true is the understanding that falling, failing, and flailing are often inevitable on this path.But what does that have to do with caring less? You tell me. How much can you actually hold? How much are you holding right now in this breath when you think of that question? So let's break it down further into questions that reflect the definitions I've mentioned:;* What are you tending to in this season, really? Not what you are saying you are tending to, but what is actually possible within the time you have allotted? * Are you committed to anything at present that requires more than your hands in order to be well taken care of? Have you stumbled into new interests and formed new attachments? Are these new extremities splintering your capacity? Is there anything you can cut off so that water can flow to what is flourishing? Are there ways these new attachments can be nurtured through a network of care versus your individual care? * Perhaps you are now much more aware of all there is to be afraid of, the dangers and the risks all around you. Has any of this fear contributed to loving yourself and others better? Where can you, “throw caution to the wind,” in recognition that your worrying has its limits with forecasting? I hope you're keeping track and notice that I left burden out of this list. We will return to it soon enough.But how about we take a break here? I also included a Lucille Clifton poem here. So you're free to take some time with it and we will come around to it again. because I am learning how to pace myself as an active care. I am taking time with my words, as you've seen in the “perching lines” series.I am trying to make these newsletters just a bit lighter. But trust, we will come back to the burden. I know because, well, the burden always finds its way back to me. I am learning how to carry water.I want to say this marvelous woman's poetry has changed my life. Since the day I first heard, won't you celebrate with me, recited by the dean of students in seminary. I knew it was for me somehow. In the way that I know many Black women, femmes, and men, such as my brothers Robert and Jan, find themselves in her poetry. June 27th is her birthday. Tomorrow, if you're reading this on pub day. I wanted to do something big. I wanted to have a conversation, read some poems, have folks listen. And as I planned it, the details that I wanted to line up only led me to more questions. But I kept searching for a way to honor her birthday and to recognize how becoming a Lucille Clifton scholar has shaped me. I want to honor her work like Alexis Pauline Gumbs honors the survival ethics of Audre Lorde or how adrienne maree brown devotes herself to the world building of Octavia Butler.I would be satisfied to honor her with just one twentieth of the archival devotion Professor Honorée Jeffers brought to the three-hour class she taught on the Sankofa Poetics of Lucille Clifton last month. I have been trying to find a way to study the poetics of Lucille Clifton in some official capacity other than this newsletter, but maybe this is it. And if that is the case, I am thankful to reflect on her poetry here. I am thankful for the people it has brought close to me. I am thankful for the light that came to Lucille Clifton and so glad it seems to have found its way to me.Or maybe this is my burden: to do as my faves above do in bringing the words they love into the worlds they love. Perhaps this is why it doesn't feel like enough to just do an event, read some poems, and call it a day. I need to write about the light that came to Rose J. Percy. I keep wondering if I am meant to carry it all by myself. As I sat in my sorrows about this event that never was, I realized I overlooked a very important Cliftonian idea:The event was her life.She says, won't you celebrate with me what I have shaped into a kind of life?So I sent some brave emails. I applied for a job I felt too afraid to hope I might get. I shared a burden with my closest friends. I am taking steps to learn to live and love better.21:05I am leaning into my dreams because I must do something with this quote kind of life and quote that I keep surviving. In her invitation is the audacity to believe there is something worth celebrating about being here. I will celebrate her life by living my own more deeply. If you are reading, then you are bearing witness and thus attending an event I could never plan out in my wildest dreams. So thank you for being here. Let's keep seeing where this goes. Get full access to A Gentle Landing at agentlelanding.substack.com/subscribe

Join me as I make Red, White, and Green Turkey from The History of Dragonlance: Being the Notes, Journals, and Memorabilia of Krynn for the first time! The History of Dragonlance: Being the Notes, Journals, and Memorabilia of Krynn was written by Eric Severson, edited by Margaret Weis and Tracy Hickman, compiled and published by TSR, Inc. in 1995.

Join me as I make Hurled Oatmeal Muffins from The History of Dragonlance: Being the Notes, Journals, and Memorabilia of Krynn for the first time! The History of Dragonlance: Being the Notes, Journals, and Memorabilia of Krynn was written by Eric Severson, edited by Margaret Weis and Tracy Hickman, compiled and published by TSR, Inc. in 1995.

Join me as I make Late-Sleeper Casserole from The History of Dragonlance: Being the Notes, Journals, and Memorabilia of Krynn for the first time! The History of Dragonlance: Being the Notes, Journals, and Memorabilia of Krynn was written by Eric Severson, edited by Margaret Weis and Tracy Hickman, compiled and published by TSR, Inc. in 1995.

Join me as I make Flint's Bacon-Wrapped-Around-Water-Chestnuts from The History of Dragonlance: Being the Notes, Journals, and Memorabilia of Krynn for the first time! The History of Dragonlance: Being the Notes, Journals, and Memorabilia of Krynn was written by Eric Severson, edited by Margaret Weis and Tracy Hickman, compiled and published by TSR, Inc.

Join me as I make Kender Wild Rice Delight from The History of Dragonlance: Being the Notes, Journals, and Memorabilia of Krynn for the first time! The History of Dragonlance: Being the Notes, Journals, and Memorabilia of Krynn was written by Eric Severson, edited by Margaret Weis and Tracy Hickman, compiled and published by TSR, Inc. in 1995.

Join me as I make Otik's Sweet n' Spicy Beans from The History of Dragonlance: Being the Notes, Journals, and Memorabilia of Krynn for the first time! The History of Dragonlance: Being the Notes, Journals, and Memorabilia of Krynn was written by Eric Severson, edited by Margaret Weis and Tracy Hickman, compiled and published by TSR, Inc. in 1995.

Join me as I make Otik's Cornbread from The History of Dragonlance: Being the Notes, Journals, and Memorabilia of Krynn for the first time! The History of Dragonlance: Being the Notes, Journals, and Memorabilia of Krynn was written by Eric Severson, edited by Margaret Weis and Tracy Hickman, compiled and published by TSR, Inc. in 1995.

Eric Severson is the Executive Vice President and Chief People & Belonging Officer at Neiman Marcus Group (NMG), a chain of luxury department stores based in the United States. NMG has been a pioneer of luxury fashion items, superior service, and elegant retail experiences for more than 100 years.  Eric is the Director of the Board of Directors for HR People + Strategy, as well as the Director of the Board of Directors for the La Napoule Art Foundation. He is also a member of the Board of Advisors for the University of Colorado and an advisory board member for IM Human. In this episode… Do you want to create a more diverse workplace — but don't quite know where to start? Are you looking for strategies that will help your organization create positive change instead of perpetuating bias? Fostering a positive workplace experience where every executive, employee, and customer feels welcome is vital to creating a healthy, inclusive company. Crafting this experience isn't easy, however; it takes lots of attention, time, and hard work. According to Eric Severson, “Behavior change comes from creating the path of least resistance to doing the right thing.” And, at the end of the day, this path can only be formed by examining and reforming your company's core values and processes. By analyzing your business' day-to-day operations, you will quickly see where biases rear their ugly head — and how to get rid of them. So, how can you take concrete steps to form a more diverse and welcoming workplace today? In this episode of Next Wave Leadership, Dov Pollack sits down with Eric Severson, Executive Vice President and Chief People & Belonging Officer at Neiman Marcus Group (NMG), to discuss the importance of belonging and equality in the workplace. Listen in as Eric talks about creating positive employee experiences, overcoming prejudice and championing inclusion, and developing a growth-oriented mindset throughout your company. Stay tuned! 

As the chief people and belonging officer at Neiman Marcus Group, Eric Severson oversees all of the aspects of the organization that impact people, both internally and externally.  Eric takes us from his start in the industry, at ten, working in his father's retail shop, to Macy's, Gap and more. His tips on team building and talent retention, leveling the playing field and operating with inclusion in all aspects of business are as actionable as they are insightful. The bottom line is, you can't just talk the talk anymore. You have to walk the walk. And that means developing real, measurable programs, investing in them and holding yourself accountable. It has to be fully integrated in what you do, or modern consumers will look the other way.  We learn that what Eric is after, this overall sense of belonging for all stakeholders, is an ongoing process, one that we must work at and fine tune over time. Listen to hear his insightful perspective on the current place (and future) of diversity, the environment, and important other social programs in the future of retail.  Learn more at retailgetsreal.com.

Welcome to Reimagining Company Culture, a series discussing emerging trends and priorities shaping the future of workplace culture and employee wellbeing. We highlight thought leaders who are constantly evolving their strategy and can provide insight to folks about how to address new business challenges.  AllVoices is on a mission to create safe, happy, and healthy workplaces for all, and we're excited to learn from experts who share our mission.In this episode of Reimagining Company Culture, we're chatting with Eric Severson, Chief People & Belonging Officer at Neiman Marcus Group. For more than two decades, Eric has built evidence-based systems to manage talent and drive organizational performance, enabling companies to differentiate their employment brands and drive competitive advantage through talent.  Tune in to learn Eric's thoughts on reframing The Great Resignation with associate needs, changing your talent acquisition strategy over the past year, equity-driven leadership, and more!About AllVoicesIn today's workforce, people often don't feel empowered to speak up and voice their opinions about workplace issues, including harassment, bias, and other culture issues. This prevents company leadership from making necessary changes, and prevents people from feeling fulfilled, recognized, and included at work. At AllVoices, we want to change that by providing a completely safe, anonymous way for people to report issues directly to company leaders. This allows company leadership real transparency into what's happening in their companies—and the motivation to address issues quickly. Our goal is to help create safer, more inclusive companies.

Eric Severson is the Executive Vice President and Chief People & Belonging Officer at Neiman Marcus Group (NMG), a chain of luxury department stores based in the United States. NMG has been a pioneer of luxury fashion items, superior service, and elegant retail experiences for more than 100 years.  Eric is the Director of the Board of Directors for HR People + Strategy, as well as the Director of the Board of Directors for the La Napoule Art Foundation. He is also a Member of the Board of Advisors for the University of Colorado and an Advisory Board Member for IM Human. In this episode… Do you want to create a more diverse workplace — but don’t quite know where to start? Are you looking for strategies that will help your organization create positive change instead of perpetuating bias? Fostering a positive workplace experience where every executive, employee, and customer feels welcome is vital to creating a healthy, inclusive company. Crafting this experience isn’t easy, however; it takes lots of attention, time, and hard work. According to Eric Severson, “Behavior change comes from creating the path of least resistance to doing the right thing.” And, at the end of the day, this path can only be formed by examining and reforming your company’s core values and processes. By analyzing your business’ day-to-day operations, you will quickly see where biases rear their ugly head — and how to get rid of them. So, how can you take concrete steps to forming a more diverse and welcoming workplace today? In this episode of Next Wave Leadership, Dov Pollack sits down with Eric Severson, Executive Vice President and Chief People & Belonging Officer at Neiman Marcus Group (NMG), to discuss the importance of belonging and equality in the workplace. Listen in as Eric talks about creating positive employee experiences, overcoming prejudice and championing inclusion, and developing a growth-oriented mindset throughout your company. Stay tuned!

Happy New Year!! This week Phil and Adam are joined by Eric Severson. Eric is co-hosting in Adam's place because of voice affecting illness. They reflect on the Riot at the US Capitol. They also talk about what they have learned over the past year or beginning of this year. --- Send in a voice message: https://anchor.fm/pawpod/message

Jonathan McBride, former global head of inclusion and diversity at BlackRock and advisor to boards, CEOs and executive teams, dives into the thorny issues surrounding diversity and inclusion. In this interview with Eric Severson, EVP and Chief People Officer of Neiman Marcus, McBride gives concrete actions to move the needle on equity and inclusion in your organization. (length 35:59)

Zach sits down with Eric Severson, EVP & Chief People Officer at Neiman Marcus Group and Dr. Katrice Albert, Executive Vice President of Culture, Innovation and Inclusion at S2A Solutions to chat about Neiman Marcus and their journey to be a more equitable and inclusive place to work. Check the links in the show notes to connect with them and to read Dr. Albert's book! Struggling with your Diversity, Equity & Inclusion (DEI) work? Kanarys—a Black-founded company—has your back. Regardless of where you are on your DEI journey, we arm you with the insights you need now to take action now. From audits to assessments to data-informed strategy, we'd love to be the partner you have been looking for. Email stacey@kanarys.com or learn more at https://www.kanarys.com/employer Dr. Albert and Eric are both on LinkedIn - stay connected. Find out more about Dr. Albert's book "Racial Battle Fatigue in Higher Education" on Amazon. You can follow Neiman Marcus Group on LinkedIn. Neiman Marcus itself is on Twitter and IG. S2A Solutions can be found on LinkedIn.

Eric Severson is a 25-year tenured human resources veteran and since 2017 has served as chief people officer for DaVita, a leading provider of kidney care in the U.S., delivering dialysis services across 2,500 facilities with 57,000 teammates. Prior to DaVita, Eric served as the Co-CHRO of Gap Inc. The talent innovations Eric led over 15 years at Gap Inc. include: the largest implementation of the Results Only Work Environment in the world; the first publication of gender pay statistics by a Fortune 500 corporation; and the first performance management system based on mindset psychology and neuroplasticity. In 2014, Eric was appointed to a two-year term on the National Advisory Council on Innovation & Entrepreneurship (NACIE).Eric is a director on the Board of Human Resources People & Strategy (HRPS), the executive arm of the Society of Human Resources Management. Eric is a member of the board of advisors for the University of Colorado (CU Denver) Business School. Eric, holds a BA in English from Penn State and an MA in English from Arizona State. Odonata Coaching & Consulting: https://odonatacoaching.com Working Gratitude Podcast: https://workinggratitude.com and info@workinggratitude.com Facebook: www.facebook.com/OdonataCoaching/ LinkedIn: www.linkedin.com/company/working-gratitude/

“Happiness is as much a function of how we choose to think about what happens to us as it is what actually happens to us.”~Eric Severson   Learn more about this episode of A Celebration of You at http://www.hollydowling.com/ep114  

This week we discuss the important topic of Leading Diversity and Belonging with our Chief People Officer, Eric Severson. Just like food, water, shelter and safety, Maslow’s hierarchy of needs shows belonging is a fundamental human need and desire. Eric walks us through some examples of times when he felt like he didn’t belong.   “We are a community first and a company second. Part of being a community, is creating a place where everyone feels like they belong.” GUESTS: Eric Severson, Chief People Officer HOSTED BY: Grace Berman and Doug Miller SUBMIT YOUR LISTENER MAIL! Share your leadership advice here. For DaVita teammates, please visit podcast.davitaway.com to learn more about our guests and hosts, and listen to our other episodes. Share your thoughts and comments about our podcast here: https://www.surveymonkey.com/r/DLIPodcastEval. Have an idea on a topic you want to hear in 2019? Share it with us here: https://www.surveymonkey.com/r/2019PodcastTopics

Join us today as we speak with Eric Severson from Davita about designing for optimal wellbeing in the workplace

In today’s global business environment, there is a crucial need to reframe the way we think about diversity and inclusion. Eric Severson, Chief People Officer at DaVita, returns to the podcast for an impactful discussion on the concept of belonging, and why it matters so much in business today. Through his roles at DaVita, Gap Inc., and Macy’s, Eric has been a key leader throughout his career in developing innovative strategies and communities that foster belonging. Eric discusses why belonging is critical for an engaged culture, the challenge most diversity programs face, and ways to shift our mindset into connecting at an even deeper human level.   Key Takeaways: [5:07] The concept of diversity and inclusion began in the United States during the landmark legislation that arose during the Civil Rights Act of 1964. Employers shifted their focus to being compliant with the movement in inclusion to avoid charges of discrimination and lawsuits. [7:58] Belonging is such a universal need and desire that it is mentioned in Maslow’s Hierarchy of Needs. [10:08] The beauty of developing a culture of belonging in both our professional and personal lives is that we are able to connect on the human level. This erases the emphasis on distinction and the “us vs. them” mindset and instead, highlights our common similarities. [13:34] An engaged workforce and customer population is one that not only welcomes people from all backgrounds but one that also is aware of ways they don’t. This is only when they can actively make strides in customizing the system to accommodate all. [23:08] A culture of belonging also encourages us not to judge our implicit cognitive bias but to understand it and really take in how it affects our decision making. [24:08] There is fear among some that their opportunities will be taken away in diversity programs. This can be alleviated by showing programs that create more opportunity for all and an environment with equal expectations of high performance. [31:27] In this ever-growing world of global communications and connection, success is found in asking the right questions that lead to finding common ground. [42:37] Airbnb is a great example in the movement of belonging and feeling welcomed no matter where you find yourself throughout the world. [44:39] At DaVita Village, leaders encourage everyone to identify a time in their life that they did not belong. This leads us to get in touch with the core emotions and attitudes of what it feels like to be on the outside.   Resources: Purchase Bring Your Whole Self to Work and gain access to bonus material Mike Robbins Website Mike Robbins Podcast Mike Robbins on Facebook Mike Robbins on Twitter Mike Robbins on Instagram Performance for Life with Eric Severson Eric Severson on Twitter Eric Severson on LinkedIn DaVita  

Neal and Ben almost won a GP! They made it to the top 4 of last weekend’s GP Indy on a team with Eric Severson, who joins us this week for his second appearance on Allied Strategies to discuss Team events. This year features a large amount of team tournaments of a variety of formats […]

Eric Severson is a Gold Level Pro and a member of Team East West Bowl who has 4 Grand Prix Top 8s to his name. Eric lives in Davis California. Click to Tweet: I got a ton of value from Eric Severson when he shared his story on #MTGProTutor! Listen here: http://bit.ly/mtgprotutor-ep159 First Set Invasion Favorite Set M13 Favorite Card Birthing pod What makes Magic: The Gathering fun for you? Competition is key to having fun for Eric. The ability to progress is very appealing. Early Challenge Sideboarding was tough at the beginning. By finding a deck, he would master helped him focus on improving his sideboarding skills. Level Up Moment Playing the same deck and going to competitive events regularly really added to Eric's skill. Worst Magic Moment Pro Tour Battle for Zendikar (3rd Pro Tour), after a great day one and having a 10-1 record, Eric loses 4 games in a row and then draws and misses top 8 and a Pro Tour invite. Proudest Magic Moment Top 8'ing a Grand Prix to make silver and get the Pro Tour invite after losing it 6 times. Top 4 of a team Grand Prix was also a highlight. Eric made a sweet reanimator play on camera. Biggest Mistake Players Make Players drop from tournaments. WHY? If you paid and traveled, then play all the rounds. Thinking through this turn and the next yields big advantages. Best Format Limited Effective Limited Preparation Grind booster drafts and sealed events on MTGO. Play pre-release. Have a draft camp weekend. Improvement Suggestions Have fun playing the games. Check Out Magic Story Magic Story brings the lore of the Multiverse to life in an audio presentation never before heard in the Magic community. Listen to Episode 1 here or on www.magicthestory.com     Sponsors

Who doesn't love a great sequel? We're interviewing Eric Severson for a second time on this podcast—and it's one you won't want to miss. (Listen to his first interview here.) Our first conversation with Eric was one of our most downloaded episodes to date, where we discussed some truly groundbreaking HR and People initiatives that Eric implemented during his time at the apparel giant, GAP. In this follow-up conversation, we dive deeper into some People issues, including transparency in the workplace, the candidate experience, and the realities of working with executive search firms. This episode is filled to the brim with great insight for any business owner or HR leader. You'll enjoy hearing from Eric Severson a second time around. Listen to this podcast interview and more episodes from the Built On Purpose Podcast at http://yscouts.com/podcast.

Today I’m speaking with my friend, Eric Severson. Eric has been working and studying the field of Human Resources for over 25 years. He spent many of those years at Gap Inc., which is where we met.  At Gap Inc., he served as the co-CHRO in charge of global enterprise talent strategy and operations.  He is a leader who works to create culture and support the growth of talent.  In 2014, Eric was appointed by the US Commerce Secretary to be a part of the National Advisory Council on Innovation and Entrepreneurship (NACIE). The organization's initiatives include looking at how to create organizations where people can bring their whole selves to work and be successful. They also focus on how organizations and corporations can be positive influences in society at large.    Resources: Mike Robbins Website Mike Robbins on Facebook Mike Robbins on Twitter Mike Robbins Speaker Page Eric Severson on Twitter CHREATE National Advisory Council on Innovation & Entrepreneurship

Eric Severson spent the last decade and a half as a member of the People team at apparel giant, GAP, Inc. During his time at GAP, Eric was part of some truly ground-breaking HR and People initiatives including implementing a Results Only Workplace Environment (ROWE), becoming the first major apparel retailer to raise the minimum hourly wage to $10 for more than 60,000 employees, becoming the first major retailer in the world to release statistical evidence on paying men and women equally in all geographies, and leveraging neuroplasticity and mindset psychology as part of a leading-edge performance management system - some really heady stuff.  In this podcast interview we also dive into the difference between work-life balance and work-life integration, a topic Eric is very passionate about. Eric is currently serving as an appointee on the US Commerce Department’s National Council on Innovation and Entrepreneurship - a role that focuses on the key drivers of America’s global competitiveness. This episode is full of great insight with a specific focus on how to help your people become the best version of themselves to not only help your business grow, but to foster a spirit of personal growth within every member of the people you lead.  Listen to this podcast interview and more episodes from the Built On Purpose Podcast at http://yscouts.com/podcast

This week’s episode is with Eric Severson on work-life integration. Eric is the former Co-Chief Human Resource Officer at The Gap, and is now an Appointee to the U.S. Department of Commerce National Advisory Council on Innovation and Entrepreneurship as well as the director of the Felton Institute. Eric led most of The Gap’s talent initiatives including their move towards work-life integration and the creation of their results-oriented workplace (ROW). The debate around work-life balance versus work-life integration is a very hot topic. We explore Eric’s perspective on the “winning side,” which to him is work-life integration. And, I must confess that I completely agree with him. In this podcast Eric shares in-depth insights into his initiatives at The Gap to encourage work-life integration. We also talk about corporate culture, why work-life balance is no longer effective and why the shift to work-life integration is happening. Eric explains ROW whereby an organization is purely focused on what employees produce and not the hours they spend doing it. Eric also give us his insights and perspectives on Millennials and the different generations of employees, and the role technology management plays. And, Eric answers your questions posed to him on Facebook; and gives his advice to employees, managers and executives.   If you are interested in the work-life balance versus work-life integration debate, you won’t want to miss this podcast. Enjoy! (Music by Ronald Jenkees)

TalentTalk provides an opportunity for talented individuals like CEO's, HR Executives and business leaders to share their thoughts on talent management, leadership development, and company culture. In this episode, Eric Severson, SVP of HR for Gap, Inc. and Amber Judd, Owner, Creative Lighting Displays talk talent, leadership, employee engagement and culture with TalentTalk host and PeopleG2 CEO Chris Dyer.This show is brought to you by Talk 4 Radio (http://www.talk4radio.com/) on the Talk 4 Media Network (http://www.talk4media.com/).

The Co-CHRO's for Gap Inc, Eric Severson and Dan Henkle joined Chris Dyer to talk about the unique leadership model that has been established.  Each brings their own strengths to the strategic role of CHRO.

Eric Severson, Co-Chief Human Resource Officer & Senior Vice President, Global Talent Solutions at Gap Inc., and Amber Judd, Owner of Creative Lighting Displays talk talent and culture.

JVonD and the Citrus Man jam and talk about music technologies with Eric Severson and Hippie Geek.

Hang out with JVonD and co-host Eric Severson as they check out Producer/Turntablist Nano-kin performing live in the studio. Later in the evening they have a jam session. Drinking Avery Brewing Beer! Comments by HippieGeekBook and ~Micheal~. Oblivion call in.