Podcasts about globoforce

This past May, Acquia released its 2024 Survey Report: Consumer Perspectives on Digital Accessibility, which found several common accessibility challenges with digital platforms, including an inaccessible web layout, video or audio content without transcriptions and more. Today we're going to talk about what it means to provide a truly accessible digital experience and the impact it can have on your customers and your brand. To help me discuss this topic, I'd like to welcome Jennifer Griffin Smith, Chief Market Officer at Acquia. A well-respected international marketing executive, Jennifer Griffin Smith has more than 20 years of experience managing go-to-market strategies and corporate communications for public and private technology companies. She focuses on the needs of customers and partners in the ever-changing digital world, ensuring that Acquia solutions deliver exceptional value today and in the future, and that all programs and communications are addressing the unique needs of customers. Jennifer leads the global marketing organization, including product marketing, GTM programs for customers and new business, brand, and marketing communications. With her extensive experience as a B2B marketing practitioner, Jennifer is passionate about new ways to grow awareness, improve marketing ROI, and create high-performing, award-winning teams. Before joining Acquia, Jennifer held CMO positions at Brightcove, Alfresco Software (acquired by Hyland), Software AG, Workhuman (formerly Globoforce), Avid Technology, and Progress Software. She has also held senior European marketing roles at Microsoft, PeopleSoft, and Information Builders. RESOURCES Acquia website: https://www.acquia.com Acquia Consumer Perspectives on Digital Accessibility and Why Your Organization Needs a Digital Accessibility Strategy report: https://streaklinks.com/CDXW05pOzrefv_EmGguRQ6AT/https%3A%2F%2Fwww.acquia.com%2Faccessibility-report-2024 Acquia Why Your Organization Needs a Digital Accessibility Strategy report: https://0a818d23.streaklinks.com/CJVgsJ1lZcdvFJePqQwSI-T-/https%3A%2F%2Fwww.acquia.com%2Fresources%2Freport%2Fwhy-your-organization-needs-digital-accessibility-strategy Wix Studio is the ultimate web platform for creative, fast-paced teams at agencies and enterprises—with smart design tools, flexible dev capabilities, full-stack business solutions, multi-site management, advanced AI and fully managed infrastructure. https://www.wix.com/studio Connect with Greg on LinkedIn: https://www.linkedin.com/in/gregkihlstrom Don't miss a thing: get the latest episodes, sign up for our newsletter and more: https://www.theagilebrand.show Check out The Agile Brand Guide website with articles, insights, and Martechipedia, the wiki for marketing technology: https://www.agilebrandguide.com The Agile Brand podcast is brought to you by TEKsystems. Learn more here: https://www.teksystems.com/versionnextnow The Agile Brand is produced by Missing Link—a Latina-owned strategy-driven, creatively fueled production co-op. From ideation to creation, they craft human connections through intelligent, engaging and informative content. https://www.missinglink.company

This past May, Acquia released its 2024 Survey Report: Consumer Perspectives on Digital Accessibility, which found several common accessibility challenges with digital platforms, including an inaccessible web layout, video or audio content without transcriptions and more. Today we're going to talk about what it means to provide a truly accessible digital experience and the impact it can have on your customers and your brand. To help me discuss this topic, I'd like to welcome Jennifer Griffin Smith, Chief Market Officer at Acquia. A well-respected international marketing executive, Jennifer Griffin Smith has more than 20 years of experience managing go-to-market strategies and corporate communications for public and private technology companies. She focuses on the needs of customers and partners in the ever-changing digital world, ensuring that Acquia solutions deliver exceptional value today and in the future, and that all programs and communications are addressing the unique needs of customers. Jennifer leads the global marketing organization, including product marketing, GTM programs for customers and new business, brand, and marketing communications. With her extensive experience as a B2B marketing practitioner, Jennifer is passionate about new ways to grow awareness, improve marketing ROI, and create high-performing, award-winning teams. Before joining Acquia, Jennifer held CMO positions at Brightcove, Alfresco Software (acquired by Hyland), Software AG, Workhuman (formerly Globoforce), Avid Technology, and Progress Software. She has also held senior European marketing roles at Microsoft, PeopleSoft, and Information Builders. RESOURCES Acquia website: https://www.acquia.com Acquia Consumer Perspectives on Digital Accessibility and Why Your Organization Needs a Digital Accessibility Strategy report: https://streaklinks.com/CDXW05pOzrefv_EmGguRQ6AT/https%3A%2F%2Fwww.acquia.com%2Faccessibility-report-2024 Acquia Why Your Organization Needs a Digital Accessibility Strategy report: https://0a818d23.streaklinks.com/CJVgsJ1lZcdvFJePqQwSI-T-/https%3A%2F%2Fwww.acquia.com%2Fresources%2Freport%2Fwhy-your-organization-needs-digital-accessibility-strategy Wix Studio is the ultimate web platform for creative, fast-paced teams at agencies and enterprises—with smart design tools, flexible dev capabilities, full-stack business solutions, multi-site management, advanced AI and fully managed infrastructure. https://www.wix.com/studio Connect with Greg on LinkedIn: https://www.linkedin.com/in/gregkihlstrom Don't miss a thing: get the latest episodes, sign up for our newsletter and more: https://www.theagilebrand.show Check out The Agile Brand Guide website with articles, insights, and Martechipedia, the wiki for marketing technology: https://www.agilebrandguide.com The Agile Brand podcast is brought to you by TEKsystems. Learn more here: https://www.teksystems.com/versionnextnow The Agile Brand is produced by Missing Link—a Latina-owned strategy-driven, creatively fueled production co-op. From ideation to creation, they craft human connections through intelligent, engaging and informative content. https://www.missinglink.company

Feedback is an important part of the workplace because it helps employees understand how well they are doing and what they can do to improve. According to a survey conducted by Workplace Options, 82% of employees said they would like more feedback from their managers. Yet, many employees do not receive the feedback they desire. A study by the Harvard Business Review found that 37% of people who work get regular feedback. Another study by Globoforce found that 34% of employees feel they get enough feedback.   In this episode of Honey Badger Agent Attraction Q&A, John and Jay talk about giving and receiving feedback in your business. They also discuss one of the biggest challenges in leadership and the value of having a team that's committed to change. All these insights will help you create a culture of two-way feedback and encourage communication at all times. Tune in to learn more about working on your feedback skills, and building a framework that helps the growth of your business.   What Can Help You: Sunday Planning 168 - 168 is the number of hours each of us has every week to live the life we deserve. Get our Sunday Planning 168 framework to establish the right mindset for the week to let you do what the best in the world you're at! My Growth Score - For a business to thrive, create an effective plan that propels it to move forward. Yet, creating a solid strategy requires you to identify your growth constraints. What is preventing your business from growing? Take our 5-minute Growth Score Assessment and discover which of the 8 xXelerated Growth Factors could hold your business back. Book A Discovery Call - As a leader, you want to have strategies that help your business grow fast. You also want to build a strong team and make big changes that will give you freedom. We want to help get you to where you want to be. John Kitchens is the most sought-after systems and processes coach for real estate agents that want to build a business. Book a call with John Kitchens and transform your business and life!     See our best stuff on social: Facebook: https://www.facebook.com/johnkitchenscoach/ Instagram: https://www.instagram.com/johnkitchenscoach YouTube: https://youtube.com/johnkitchenscoach LinkedIn: https://www.linkedin.com/company/johnkitchenscoach

In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Chris French about two recent reports, the August Human Workplace Index, as well as Workhuman-Gallup report: Unleashing the Human Element at Work.. Chris French (https://www.linkedin.com/in/chrisfrench39/) is Executive Vice President of Customer Strategy at Workhuman. Workhuman® is the world's fastest-growing integrated Social Recognition® and continuous performance management platform. Our human applications are shaping the future of work by helping organizations connect culture to shared purpose. With a consistent stream of gratitude fueling unparalleled, provocative workplace data and human insights, Workhuman® Cloud is a critical software engine for global companies seeking to motivate and empower their people to do the best work of their lives. Workhuman (formerly known as Globoforce) was founded in 1999 and is co-headquartered in Framingham, Mass., and Dublin, Ireland. Please consider supporting the podcast on Patreon and leaving a review wherever you listen to your podcasts! Check out BELAY here. Check out Backblaze at www.backblaze.com/hci. Head over to setapp.com/podcast to listen to Ahead of Its Time. Check out BetterHelp.com/HCI to explore plans and options! Go to cardiotabs.com/innovations and use code innovations to get a free Mental Health Pack featuring Cardiotabs Omega-3 Lemon Minis and Curcumin when you sign up for a subscription. Check out Zapier.com/HCI to explore their business automations! Check out the HCI Academy: Courses, Micro-Credentials, and Certificates to Upskill and Reskill for the Future of Work! Check out the LinkedIn Alchemizing Human Capital Newsletter. Check out Dr. Westover's book, The Future Leader. Check out Dr. Westover's book, 'Bluer than Indigo' Leadership. Check out Dr. Westover's book, The Alchemy of Truly Remarkable Leadership. Check out the latest issue of the Human Capital Leadership magazine. Each HCI Podcast episode (Program, ID No. 592296) has been approved for 0.50 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Learn more about your ad choices. Visit megaphone.fm/adchoices

Eric Mosley and Derek Irvine, CEO and SVP respectively, of Workhuman® (formerly known as Globoforce), have spent more than two decades showing how to implement a culture of performance and gratitude in the workplace―and thereby seizing competitive edge increasing profitability, and driving business momentum.These leadership pioneers reveal how the once-unlikely marriage of positive human values and big data analysis now empowers leaders to build the workplace of the future, which as a result of the COVID-19 pandemic, has arrived.In this episode Derek Irvine talks about the book and Eric Moseley have just released MAKING WORK HUMAN: How Human-Centered Companies are Changing the Future of Work and the World Links:https://www.workhuman.com/ Derek.Irvine@workhuman.com https://www.linkedin.com/in/derekirvine/Support the show (https://www.buymeacoffee.com/hownottothink)

TheNextCMO's latest podcast is with Charlie Ungashick the CMO of Validity. Charlie is a serial-CMO with over 10 years of experience working for companies such as Applause, PTC, and Globoforce. In this podcast we discuss their upcoming digital event, The Summit; a cant-miss email event, the importance of data for customer engagement platforms, and how to improve your overall marketing strategy. Charlie Ungashick - https://www.linkedin.com/in/charlieungashick/ Validity - https://www.validity.com The Summit Digital Event - https://www.validity.com/summit/ For more info about Plannuh, check out our website

In honor of Black History Month, Workhuman Radio goes on location to some historical places in Washington D.C. with special guests. This week, Mike Wood visits the Martin Luther King, Jr monument with Tamara Rasberry, HR professional and expert in diversity and inclusion. They talk about what diversity and inclusion means today, and why opportunity and recognition must accompany them. A Struggle for Recognition CHRO at Globoforce, Steve Pemberton, said that recognition is the bridge between diversity and inclusion. Mike comments that at its core, the African American struggle through history has been a struggle for recognition. As she looks at the MLK monument, Tamara muses that African Americans still fight today for so many of the things that MLK fought for. “We still have so much work to do to achieve civil rights and equality for everyone,” she says. “Where can we start, and what can I do?” There’s Always Hope Mike asks if Tamara believes there is hope that things will be different for the younger generation. She responds that we always have to hope. Without hope you don’t have anything, she says. However, change is slow. We have to teach children the history and what their ancestors fought for, so that they understand why it’s important to take a stand and to treat everyone with dignity and respect even if they’re different from you.  Opportunity Must Come With Diversity and Inclusion Tamara says that both her parents were usually one of the only black people at their jobs. As inspiring as their stories are, it points to the fact that opportunities were not the same for persons of color, otherwise there would have been more diversity. Even today, persons of color are not given equal opportunities, and are treated differently. Before someone will listen to you, Tamara points out, they first have to respect you. When you’re not respected because of your race or gender, your struggle to be heard is that much harder.  Mike asks Tamara to describe the difference between diversity and inclusion, and why inclusion should be at the forefront. Without inclusion, diversity means nothing, Tamara responds. Just having different ethnicities, genders and culture in your workplace is not enough, especially if they are not afforded the same opportunities or the same voice. All your employees should feel included, like they belong; they should not feel like they're outsiders because they're different. Resources Tamara Rasberry on LinkedIn

We’re doing something a little different this 2019. Each month, we’re highlighting a specific human from Globoforce and learning all about their stories. Today, we have Laury D'Oliveira, our Office Manager and all-around cultural energizer. She’s sharing what it’s like to be the support system of the company, and will robots be taking over our jobs soon? Early life Laury grew up in Central Massachusetts as the middle child of seven kids, from a family of very strong women. When she was younger, she wanted to be a lawyer because she felt there were injustices in the world that she could help fix. She was always taking care of everybody, and it’s carried through her entire life. In college, she took up Psychology at Fitchburg State University. Family life She met her first husband when she was younger and they had two boys. After they decided to move on from one another, she was a single mom for a while. Laury shares how the support she had from her mother in raising her kids meant never needing a babysitter outside the family. Daniel, her eldest, was a marine. He’s presently a personal trainer and hopes to open a gym where he can help veterans. The youngest, Jordan, is a teacher’s assistant and works with boys from difficult backgrounds.   She met her second husband, Paul, through work, even though she wasn’t looking for a relationship at the time. He never shied away from taking on the responsibility of raising her two boys, and she now introduces him as their father. How did you start working for Globoforce? The engineering firm she was working for was closing, and she came across a listing for a payroll administrator. She threw in her résumé and got the call to interview about the position. The interview began typically, but at one point it had transformed into a warm conversation. It was the best interview she’d ever done. Her interviewer even told someone, “Don’t bother interviewing anyone else. We have who we need.” Two days later, she was offered the job. What does your role here look like? Laury started as the payroll person, but as she became familiar with how the company functioned, what was needed where and who needed what, she was asked if she wanted to be the Office Manager. Naturally, he said yes. At its core, it’s a job that helps people do their jobs better, and that’s just who she is. If someone at the office has something going on in their lives, they can come to her about it. She (and Globoforce) believe that if they can help people in their outside lives, what they do during their time working will be much more productive because they can give so much more of themselves. Helping them deal through life and navigate doctors’ appointments and after-school activities just makes sense. What is your biggest accomplishment? Her children. They love giving back and understand that service to others and supporting each other is important. They’re caring human beings who aren’t afraid to fight for what is right: they’re not going to see someone struggling and say, well, that’s not my problem. It is. It’s all of our problems. What do you see work becoming like in the next couple of years, especially with AI and robots coming in? Globoforce will always have humans. There’s something to be said about eye contact, interacting with one another, and actually caring about each other’s days. A connection with another human being will always make things better, and despite all the negativity in the world today, we can — and must — be the light. Resources Laury D'Oliveira (LinkedIn)

Steve Pemberton's powerful story is about defying the seemingly insurmountable odds of the path of the unchosen.—Orphaned into foster care, he is abandoned and betrayed by the very individuals entrusted with his care. Yet these challenges only fuel his desire to become what he never had and in so doing find success as a trail-blazing corporate executive, enlightened people leader, visionary youth advocate and acclaimed speaker. His critically acclaimed, best-selling memoir, A Chance in the World, recounts his triumphant life journey and drive to become a man of resilience, determination and vision. Now an upcoming major motion picture, A Chance in the World further amplifies Steve's highly motivational messages: Believe in your dreams, rise above obstacles, create opportunities for others, and most of all, persevere. Armed with a warrior spirit and a servant's heart, Steve has made equality, access and opportunity pillars of both his professional and personal life. He currently serves as Chief Human Resources Officer for Globoforce, a leading provider of social recognition and continuous performance development solutions. Prior to that he served as Vice President, Diversity and Inclusion and Global Chief Diversity Officer at Walgreens Boots Alliance, the first global pharmacy-led, health and wellbeing enterprise in the world. He was the first person in Walgreens' 100-plus year history to hold the position of Chief Diversity Officer, and under his leadership the company reached record levels of performance in areas of representation, retention, employee engagement and supplier diversity. In his personal life, Steve is a passionate champion for disadvantaged youth, serving on several boards including United States Business Leadership Network and UCAN. He established The Pemberton Fund for the Future at The Home for Little Wanderers to provide help and guidance to children aging out of foster care. Steve's achievements have earned him national recognition, including the prestigious Horizon Award by the United States Congress, presented to individuals in the private sector who have contributed to expanding opportunities for all Americans.

Let's Fix Work is underwritten by WorkHuman, sponsored by Globoforce.​ Visit WorkHuman.com and use code WorkHumanLFW for a $100 off discount. This week on Let’s Fix Work, I am happy to introduce you to Hung Lee. Hung is the founder of WorkShape.io - the revolutionary recruiting platform for software engineers. He's also an editor of the leading industry newsletter called Recruiting Brainfood. I love the newsletter, and I know you will too! Today, Hung and I are talking about the real currency and real truths of business and relationships. Hung and I also have an honest chat about work, mental health, entrepreneurship, and what it takes to actually make a sale.  And spoiler alert: it's really hard to sell stuff. Whether you're an entrepreneur just starting out or a seasoned careerist who's curious about hanging a shingle, know this: business relationships are important. We’re talking about that and more, in this episode of Let’s Fix Work. In this episode you’ll hear: Hung share his entrepreneurial journey The stereotypes and myths of entrepreneurship Hung’s unique take on being an entrepreneur and on role models The risks and downsides of being in business How the steps to customer acquisition differ when you are an employee vs. an entrepreneur Make it easy for people to buy from you: How the hell do you do that? Recruiting Brainfood newsletter, Hung’s thoughts and thinking behind creating it The real currency of life, relationships, and how Hung developed his own relationship skills for business “In a connected world, people need to be very conscious of where the flow of information is and if you're a businessperson or an entrepreneur, you need to be standing at the confluence where that information flows for your particular market or industry.  You know you can have flaws in every single thing you're doing. But if you stand in the right place, you're going to be alright.” ~ Hung Lee Resources from this episode:LinkedIn https://www.linkedin.com/in/hunglee/ Twitter https://twitter.com/HungLee Facebook https://www.facebook.com/hunglee88 Instagram https://www.instagram.com/hung_lee Website: workshape.io Recruiting Brainfood is a 3 Course Meal Sunday newsletter Mon-Thurs - group discussion on the shared content Friday - livestream the best thoughts + bringing in the original content creators to share their insight. How to participate: Join the newsletter here (https://lnkd.in/gPqC6k8) Join the community here ( https://bit.ly/2somDTn ) Save your seat for the livecast here ( https://bit.ly/2RIR7xM)

Let's Fix Work is underwritten by WorkHuman, sponsored by Globoforce.​ Visit WorkHuman.com and use code WorkHumanLFW for a $100 off discount. When I think of today’s guest, I think of her as a superb expert in career advice. I am happy to welcome to Let’s Fix Work, Kathryn Sollmann. Kathryn is a speaker, coach, and author.  In her new book, Ambition Redefined, she encourages independence from “lean-in” and “break the glass ceiling” language. She wants you to find your own brand of ambition and success, take advantage of today's more flexible workplace, and chart alternative career paths that accommodate and fund the life that you want and you deserve. One of Kathryn’s missions is to show women that there is a lot of flexibility to be found in the workforce today. So if you want to find balance but don't know where to start, and if you deal with childcare issues or aging parents and you're sick of the way the rat race doesn't take care of you, then sit back and listen to this episode of Let’s Fix Work.   In this episode you’ll hear: Kathryn’s work as a career coach to women over the last 15 years What the book, Ambition Redefined, is all about Finding flexible work that fits your life How the message around side hustles and aggressive entrepreneurship is hurting the workforce Kathryn shares an example of a client who was told to lean into the system, just couldn't swing it, and eventually found a great mix of flexible work, but rewarding work as well Opting out of Corporate America and the dangers of not working How to broach the topic of work-life balance with a boss The six different kinds of work flexibility Kathryn said it best when she said, “There are lots of smart, talented, and ambitious women who are looking for a different kind of work paradigm. One that allows them to more capably blend work and life.”  If you come away with anything from this episode, I hope you come away with knowing that you can find some kind of flexible work that fits your life!   Resources from this episode: Website: https://www.kathrynsollmann.com/ Twitter: https://twitter.com/kathrynsollmann Facebook: https://www.facebook.com/9LivesForWomen/ LinkedIn:  https://www.linkedin.com/in/kathrynsollmann/ Instagram: https://www.instagram.com/kathrynsollmann/ Book: Ambition Redefined: Why the Corner Office Doesn't Work for Every Woman & What to Do Instead

Let's Fix Work is underwritten by WorkHuman, sponsored by Globoforce.​ Visit WorkHuman.com and use code WorkHumanLFW for a $100 off discount.   Not everyone knows that I am a daughter of a police officer. My mom is retired from the Chicago Police Department. She has a great benefit plan and pension package. That’s because of smart union negotiations. Yes, the union has done right by my family. And speaking of unions, my guest this week is Jason Greer, labor relations expert and founder of Greer Consulting Inc. He is a Gen-Xer with a slightly different take on unions. He believes in protecting the working class and that there is strength in numbers. But yet he also believes a union is the wrong way of protecting your interests. We talk about all of that and more in this week’s episode of Let’s Fix Work.  In this episode you’ll hear: Jason’s quick and dirty story of who he is and what he does The reasons many companies fight unions and work to keep them out Jason’s thoughts on “getting the union you deserve” Labor relations and why it’s really shades of grey (and not just black and white) If employees forgo use of a union, what can they do to protect their benefits and interests? How to bridge the divide and recover a relationship that's broken following a union or employee dispute Unions and the civil rights movement, how the two are connected and whether or not unions have been good for protecting minorities in America Jason shares one horror story about what a union does and doesn't do if you don't play along How can you decertify a union? Jason shares what you can do, what's legal, what’s illegal and some next steps you can take   Leaders and employees, if you take anything away from this conversation, take this: You've got to start the conversation early about what you want and voice your expectations. If you do so, maybe you won't need a union or even an intermediary. What you need most is to have a voice, to be brave and to begin the conversation. Jason said it best when he said, “There is strength in being proactive.” If you are interested in the state of unions in 2019 or you want to hear from an African American man who talks about civil rights and busting unions from a different perspective, then give this episode a listen.   Resources from this episode: Jason’s website: https://www.greerconsultinginc.com Twitter: https://twitter.com/LaborDiversity Facebook: https://www.facebook.com/GreerConsultingInc/ LinkedIn: https://www.linkedin.com/in/jasonjgreer/ Danny Ozment’s Podcast Supercharger Course: https://dannyozment.com/podcastsupercharger

We’re doing something a little different this 2019. Each month, we’re highlighting a specific human from Globoforce and learning all about their stories. Today, we have Laury D'Oliveira, our Office Manager and all-around cultural energizer. She’s sharing what it’s like to be the support system of the company, and will robots be taking over our jobs soon?  Early life Laury grew up in Central Massachusetts as the middle child of seven kids, from a family of very strong women. When she was younger, she wanted to be a lawyer because she felt there were injustices in the world that she could help fix. She was always taking care of everybody, and it’s carried through her entire life. In college, she took up Psychology at Fitchburg State University. Family life She met her first husband when she was younger and they had two boys. After they decided to move on from one another, she was a single mom for a while. Laury shares how the support she had from her mother in raising her kids meant never needing a babysitter outside the family.  Daniel, her eldest, was a marine. He’s presently a personal trainer and hopes to open a gym where he can help veterans. The youngest, Jordan, is a teacher’s assistant and works with boys from difficult backgrounds.    She met her second husband, Paul, through work, even though she wasn’t looking for a relationship at the time. He never shied away from taking on the responsibility of raising her two boys, and she now introduces him as their father. How did you start working for Globoforce?  The engineering firm she was working for was closing, and she came across a listing for a payroll administrator. She threw in her résumé and got the call to interview about the position.  The interview began typically, but at one point it had transformed into a warm conversation. It was the best interview she’d ever done. Her interviewer even told someone, “Don’t bother interviewing anyone else. We have who we need.” Two days later, she was offered the job.  What does your role here look like?  Laury started as the payroll person, but as she became familiar with how the company functioned, what was needed where and who needed what, she was asked if she wanted to be the Office Manager. Naturally, he said yes. At its core, it’s a job that helps people do their jobs better, and that’s just who she is.  If someone at the office has something going on in their lives, they can come to her about it. She (and Globoforce) believe that if they can help people in their outside lives, what they do during their time working will be much more productive because they can give so much more of themselves. Helping them deal through life and navigate doctors’ appointments and after-school activities just makes sense. What is your biggest accomplishment?  Her children. They love giving back and understand that service to others and supporting each other is important. They’re caring human beings who aren’t afraid to fight for what is right: they’re not going to see someone struggling and say, well, that’s not my problem. It is. It’s all of our problems. What do you see work becoming like in the next couple of years, especially with AI and robots coming in?  Globoforce will always have humans. There’s something to be said about eye contact, interacting with one another, and actually caring about each other’s days. A connection with another human being will always make things better, and despite all the negativity in the world today, we can — and must — be the light.  ResourcesLaury D'Oliveira (LinkedIn)

Eric Mosley is an HR visionary, author, and the force behind the WorkHuman movement. As CEO and co-founder of Globoforce, he is leading the charge to dismantle old HR processes and challenge organizations to build new ways to connect the modern workforce. Eric has long believed that recognition and positive reinforcement unleash discretionary energy in employees, inspiring them to do the best work of their lives. Eric is the author of The Crowdsourced Performance Review and co-author of the award-winning book, The Power of Thanks. Resources: * https://www.globoforce.com/ – globoforce * https://www.workhuman.com/ – WorkHuman * Buy his book, The Crowdsourced Performance Review: How to Use the Power of Social Recognition to Transform Employee Performance Sponsored by: * LEADx.org – subscribe to become 1% better every single day Subscribe on iTunes to join our VIP Club: Please click here to subscribe on iTunes, and leave a quick rating. Nothing matters more for bringing the podcast to the attention of others. After you subscribe and leave a review, send an email to info at leadx dot org to let us know, and we'll invite you into the private LEADx VIP Group on Facebook. Group members are eligible for ridiculously good prizes each month, have special access to me and LEADx guests, discounts on live events, and of course it's a great forum for peer-learning and support. Share: And, by all means, if you know someone you think would benefit, please spread the word by using the share buttons below. — What is LEADx and The LEADx Show with Kevin Kruse? Imagine if you could have the world's best executive coaches and leadership mentors whispering into your ear every morning on your way to work. Every Monday, there will be a new episode of The LEADx Leadership Show with an interview from a different thought leadership or business expert. Many of these guests are thought leaders, famous authors or high-profile CEOs from innovative startup companies. Others are creatives, artists, entrepreneurs or corporate career leaders. They have all achieved extreme success and they are willing to share practical advice on how to advance your career and develop your leadership and management skills by offering daily career tips on time management, productivity, marketing, personal branding, communication, sales, leadership, team building, talent management and other personal development and career development topics. There will be a new episode waiting for you just in time for your morning commute, morning treadmill session or whatever else it is you do to start your day. LEADx isn't just the name of this new podcast, it's the name of a digital media and online learning company that is re-imagining professional development for millennials and career driven professionals looking to break into manager roles or excel in current leadership and management roles. If you're looking for management training or professional development that is delivered in a fun and engaging way, sign up for our daily newsletter at LEADx.org. It's packed with life hacks, daily career tips and leadership challenges that will turn you into a high potential leader in no time. What does LEADx stand for? We are exploring leadership. We are about NEXT GENERATION leadership. We believe that professional training and workplace education has not kept up with advances in digital media. Today's emerging leaders and management professionals just don't find 5 day workshops or eLearning modules to ...

Where did the WorkHuman movement originate? We chat with Eric on how the conference has grown, his steadfast commitment to the #MeToo movement, and why he believes the command and control way of leadership is so detrimental to employee performance.

We chat with Rosette Cataldo, vice president, performance & talent strategy at Globoforce, on why recognition and positive feedback are so important in making the transition to continuous performance development.

The official launch of Season 2 is here! Thank you all so much for tuning in and I can't wait to share this incredible upcoming season with you. For this episode, my guest is Steve Pemberton, the CHRO of Globoforce, who's on a mission to inspire HR leaders to embrace more humanity and foster a sense of purpose in the workplace.

A quick message for all of you about Season 2 of the No Ego podcast and what you can expect from it. We're going to move from the philosophy we explored in Season 1 into how you can actually make it happen. I'll be interviewing changemakers who have championed and made evolution a reality in their workplace and worldplace. Upcoming guests include Sara Patterson of Bonobos, Steve Pemberton of Globoforce, Marie Forleo, Mastin Kipp, and so many more.  Season 2 launches 8/20 so be sure to tune in. I'lll see you guys there. 

Steve Pemberton’s journey – from a horrific foster care experience, to Boston College graduate, to the first-ever chief diversity officer position at an internet company, to his role as the CHRO at Globoforce – brings to light the power of perseverance and the lifeblood of community.

Dr. Heidi spotlights some of the interesting conversations captured at Globorce’s WorkHuman 2018 event in Austin, TX. Kim Christfort, Deloitte Greenhouse Experience Group lead, interacts with senior executives struggling to tackle a variety of business challenges. At their core they often share a common problem: ineffective team dynamics leading to suboptimal engagement, productivity, and performance. Typically at the heart of this problem is a lack of understanding about diverse working styles. Her team has spent years researching work styles to shed light on how individuals prefer to make decisions, solve problems, work with others, and even respond to stress. In response, we developed and formalized the Business Chemistry® system, which identifies four core work types, flags ways that these different styles can potentially create conflict between individuals and within teams, and puts forward strategies to more effectively adapt and manage these styles day-to-day. Michael Bush, CEO of Great Places to Work for All, where he leads the global enterprise of more than 50 offices around the world. Under Michael’s leadership, Great Place to Work has evolved its mission and methodology to recognize companies that build great workplaces for all employees, regardless of who they are or what they do for their company. Michael is co-author of A Great Place to Work For All. Jess Klay, Senior Director of Design & Creative at Globoforce and Andy Swan, Founder of Simple Better Human on creating an amazing workplace and successful organization is a combination of strategy, design and action across people, place and activity. Who you are as an organization and the way you work impacts the type of environments you need to provide to enable everyone in and around your community to thrive. Because when people thrive, the organization thrives too! Website: hatchanalytics.com Twitter ID: monicacparker This episode is brought to you by my wellbeing tech of choice, Oska Pulse. It has helped relieve my chronic pain caused by Lyme disease so that I can get back to work, and life in general. Oska Pulse is a Pain Relief and Recovery Device using Pulsed Electromagnetic Field Therapy (PEMF). It creates an electromagnetic field that pulsates while it modulates the damaged cells to squeeze the toxins out and opens the cells to allow nutrients (potassium, sodium and magnesium) to flow into the cell. The Oska Pulse puts the damaged cells in the best situation to repair themselves and then replicates the electrical signals your body creates to fix the damaged cells. Click here to get yours today with my Ambassador discount. Or enter 2BU as a discount code at OskaWellness.com ShortLink is http://bit.ly/EDS-Oska

In this episode, Angie and Haley recap the WorkHuman Conference and share live interviews from the event. They share Haley’s interview with Jennifer Fondrevey, a Chief Humanity Officer who specializes in mergers and acquisitions and seeks to rediscover the humanity in business. They also share Angie’s interview with Angela Romei, Director at Panorama and leader of the Paid Leave Program. Angela discusses why paid leave is a requirement for a more human workplace. She also explores the unintended consequences of not providing paid leave and shares several resources for leaders to plan and execute paid leave programs for their employees. Let's work happy!

In this episode, we share a live interview from the WorkHuman Conference with Erica Keswin, Founder of the Spaghetti Project and author of the forthcoming book, Bring Your Human to Work:Ten Sure-Fire Ways to Design a Workplace That is Good for People, Great for Business and Just Might Change the World. Erica is passionate about the science and stories of connection at work because as she mentions, “left to our own devices, we are not connecting”. During her interview, she talks with Angie about her new book and shares the details of her presentation at WorkHuman about how to be more authentic at work.

Derek Irvine, VP of strategy and consulting at Globoforce, discusses five of the six megatrends changing the face of HR and business

We chat with Lynne Levy, director of product management at Globoforce, to learn how performance development is changing and how to build a culture of trust that allows for true employee growth.

Bob Schultz, the GM of Talent Management Business at IBM, and Grant Beckett, VP of Global Product Strategy at Globoforce, discuss how technology and cognitive data provides a holistic view of the employee lifecycle, eliminating the silos within HR.

Do you work with someone who doesn't believe in employee recognition? We chat with Chris French, Globoforce's vice president of customer success, who shares new research on turnover from the WorkHuman Research Institute that will turn the Recognition Science Deniers into Believers.

In honor of Employee Appreciation day, we chatted with Globoforce’s HR director, Sarah Hamilton on ways you can appreciation employees all year long.

Susan Cain and Globoforce continue their talks about what it means to be an introvert, why introverts are exceptional leaders, and how to reward introverts on your team.

In this episode, Angie interviews WorkHuman Radio Host and Social Marketing Manager at Globoforce, Mike Wood. Globoforce is the leading social recognition provider who is pioneering the WorkHuman movement, a movement “to galvanize leaders worldwide to harness the transformative power of people for the next generation of HR”. The WorkHuman Conference will take place in our hometown of Austin, Texas this year from April 2nd - 5th. We will be attending this event and sharing highlights from their amazing lineup of speakers, so stay tuned!

Charlie Ungashick @ungashick at Lunch with @DriveThruHR with @bryanwempen (Emeritus), @williamtincup & @thehrbuddy DriveThruHR was designed to be a captivating and easy-to-digest lunch discourse that covers topics relevant to HR professionals.  Each 30-minute episode features a guest speaker who shares her or his knowledge and experience in human resources. Our hosts and special guest cover a wealth of topics, including HR Technology, Recruiting, Talent Management, Leadership, Organizational Culture and Strategic HR, every day at 12:00 pm Central Time.  The radio program is hosted by @bryanwempen (Emeritus), @williamtincup and @thehrbuddy The #1 HR show, with amazing HR conversations and follow us on the twitters at  @drivethruhr and #dthr. http://www.drivethruhr.com/ http://www.facebook.com/drivethruhr http://www.linkedin.com/company/1651206 http://twitter.com/drivethruhr http://instagram.com/drivethruhr

The TalentCulture #TChat Show is back live on Wednesday, August 27, 2014, from 7-8 pm ET (4-5 pm PT). The #TChat radio portion runs the first 30 minutes from 7-7:30 pm ET, followed by the #TChat Twitter chat from 7:30-8 pm ET. Last week we talked about how we can identify, survive, or leave a poor company culture, and this week we’re going to talk about why HR pros need to support each other and help each other thrive. HR professionals spend a lot of time taking care of the people within their organizations, but so many fall short on supporting themselves and others with the HR space? In some ways it's like the cobbler is good at his job but forgets to make shoes for his own kids. Unfortunately HR can be an obstacle, not a conduit to accomplishing things for the organization, the employees or each other. Practitioners are focused on jobs versus careers. Beyond certification (controversial as it is now), HR pros don’t take enough time to network and help one another, but they can and should. Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about how HR pros need to support each other and help each other thrive with this week’s guests: Keith Bogen, HR pro and chief networking officer of Whine & Dine Networking; Ed Han, wordsmith with a passion for networking and helping people put their professional best foot forward, especially on LinkedIn. Thank you to our sponsors and partners: RIVS, GreatRated! of Great Place to Work, TalentWise, Dice, Globoforce, SAP/SuccessFactors, PeopleFluent, Red Branch Media and HRmarketer Insight.

The TalentCulture #TChat Show is back live on Wednesday, August 20, 2014, from 7-8 pm ET (4-5 pm PT). The #TChat radio portion runs the first 30 minutes from 7-7:30 pm ET, followed by the #TChat Twitter chat from 7:30-8 pm ET. Last week we talked about how data analyses can help companies understand and measure company culture, and this week we’ll extend that conversation to how to survive a poor company culture. Of course company culture and cultural fit have a huge impact on day-to-day happiness. Being able to identify when a culture is turning bad, and what we can do about it, are obviously critical skills for managing our career happiness. Culture originates with leadership values and the core business mission, and then flows from the people inside an organization do with all of that, and eventually with what meaning is attached to all those continuously evolving behaviors. When the accepted collective behaviors lead to conflict and strife, we’ve got a bad culture on our hands. Lots of things that can create a bad culture, but all of them can be summed up by three factors we’re going to discuss this week on the show. Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about how to identify, survive, or leave a poor company culture with this week’s guests: Anuj Shah, Co-Founder of Traba; and Michael Flynn, Head of Marketing at Traba. Traba mentors know how companies choose candidates and walk you through the best way to tell your story for landing interviews and jobs. Thank you to our sponsors and partners: RIVS, GreatRated! of Great Place to Work, TalentWise, Dice, Globoforce, SAP/SuccessFactors, PeopleFluent, Red Branch Media and HRmarketer Insight.

The TalentCulture #TChat Show is back live on Wednesday, August 13, 2014, from 7-8 pm ET (4-5 pm PT). The #TChat radio portion runs the first 30 minutes from 7-7:30 pm ET, followed by the #TChat Twitter chat from 7:30-8 pm ET. Last week we talked about passive recruiting strategies, and this week we’re going to talk about how data and the right analysis can help companies of any size understand and measure company culture. There it is again — company culture and employee engagement. But mercy we must keep working towards the goal of improving it. According to Strategy& of PwC, 96% of employees have stated a "culture change" is needed at their company. But culture goes deeper than a workplace flexibility, pizza lunches and ping-pong tables. In fact it should drive most every aspect of business – from customer relations to internal practices. This week we talk “Talent Science” — the science of using quantifiable data to find and hire employees that will be most engaged with the company, therefore contributing more to the bottom line.   Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about how data can change company culture with this week’s guests: Brent Daily, Founder of RoundPegg, employee engagement software that increases business performance through applied culture science; and Natalie Baumgartner, a Ph.D. in Clinical Psychology with a specific focus on assessment and additional training in strength-based psychology. Thank you to our sponsors and partners: RIVS, GreatRated! of Great Place to Work, TalentWise, Globoforce, SAP/SuccessFactors, PeopleFluent, Red Branch Media and HRmarketer Insight.

The TalentCulture #TChat Show is back live on Wednesday, August 6, 2014, from 7-8 pm ET (4-5 pm PT). The #TChat radio portion runs the first 30 minutes from 7-7:30 pm ET, followed by the #TChat Twitter chat from 7:30-8 pm ET. Last week we talked about about workplace bullying, and this week we’re going to talk about passive recruiting strategies. Converting job seekers into job applicants via relevant career content is easy when they’re looking for a job. But what about those who aren’t? The elusive passive candidate — that’s where you have to be smarter and engage them in conversations around relevant career content, but not literally job-specific content, at least not all at once. According to this week’s guest, after a 90-day case study on social media content, conversation-based content increased response rates by 54%. We should teach recruiters and sourcers how to engage prospects in real conversations. But whether it’s on a forum, user group, blog, simple email or any social network, how do we get the passive ones to start a conversation with us? Strike up a conversation as you would face to face. Talk to them about things they care about first. Recruiters should always know their market and their talent. Recruiting is only human and all about relationships. Always. Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about passive recruiting strategies with this week’s guest: Bryan Chaney, a global talent sourcing and attraction strategist and Sourcing Executive at IBM. Thank you to our sponsors and partners: RIVS, GreatRated! of Great Place to Work, TalentWise, Globoforce, SAP/SuccessFactors, PeopleFluent, Red Branch Media and HRmarketer Insight.

The TalentCulture #TChat Show is back live on Wednesday, July 30, 2014, from 7-8 pm ET (4-5 pm PT). The #TChat radio portion runs the first 30 minutes from 7-7:30 pm ET, followed by the #TChat Twitter chat from 7:30-8 pm ET. Last week we talked about the state of HR Technology, and this week we’re talking about workplace bullying and the legal and moral implications. Wow. According to one recent study, 96% of American employees experience bullying in the workplace, and the nature of that bullying is changing thanks to social media and online interactions. Even though the employment world is already heavily regulated, one major gap remains: workplace bullying. No state prohibits bullying, unless it relates to a protected group (such as race, sex or disability). But workplace bullying has harmful, reverberating effects, not only on the victims, but also on the witnesses. The good news is that we don’t need to wait for a law to be enacted to prevent and respond to bullying. Progressive employers who want to be successful ensure their cultures are bully-free. This week’s guest will talk about how.    Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about workplace bullying with this week’s guest: Jonathan Segal, an employment lawyer and partner with the international law firm Duane Morris LLP, as well as an active TalentCulture #TChat community member. Thank you to our sponsors and partners: RIVS, GreatRated of Great Place to Work, TalentWise, Globoforce, SAP/SuccessFactors, PeopleFluent, Red Branch Media and HRmarketer Insight.

The TalentCulture #TChat Show is back live on Wednesday, July 23, 2014, from 7-8 pm ET (4-5 pm PT). The #TChat radio portion runs the first 30 minutes from 7-7:30 pm ET, followed by the #TChat Twitter chat from 7:30-8 pm ET. Last week we talked about values based leadership and this week we’re going to talk about the state of HR Technology with a co-chair of Human Resource Executive’s HR Technology® Conference and the host HR Happy Hour Show, a radio program and podcast -- Mr. Steve Boese. Employee engagement and recognition, company culture, cloud computing, HR data management, talent analytics and integrated HR and talent acquisition and management systems continue to be hot trends in the HR tech space, not to mention social collaboration and video (from recruitment to onboarding to core talent management). And a better user experience to boot is what it’s all about today. There’s a renaissance of new edge applications improving recruiting, learning and talent engagement, and HR buyers are more sophisticated that ever before. Plus, #TChat community members can get $600 off of the HR Tech Conference full rate (expires August 4). Pssst…the secret code is TW14 (case sensitive). This year’s HR Technology Conference & Exposition is coming up fast (October 7-10), so join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about the state of HR technology with this week’s guest: Steve Boese, a co-chair of Human Resource Executive’s HR Technology® Conference and a technology editor for LRP Publications. Thank you to our sponsors and partners: RIVS, GreatRated of Great Place to Work, TalentWise, GloboForce, SAP/SuccessFactors, PeopleFluent, Red Branch Media and HRmarketer Insight.

The TalentCulture #TChat Show is back live on Wednesday, July 16, 2014, from 7-8 pm ET (4-5 pm PT). The #TChat radio portion runs the first 30 minutes from 7-7:30 pm ET, followed by the #TChat Twitter chat from 7:30-8 pm ET. Last week we talked about amplifying the talent engagement experience, and this week we’re going to discuss values based leadership. Leadership development isn’t anything new, but it’s is clear that people today care about different things and their expectations from business in their roles as associates, customers, investors, and community members are rapidly changing. For organizations to keep up, leaders have to go first; the culture of any organization is an extended shadow of leadership. For business leaders to successfully transform themselves and bring others along with them, they must come from a place of passion, purpose, competency and authenticity. There are those words again, but unfortunately businesses are not keeping up and still use old school leadership mind-sets and skill-sets of the past. The squandering of the extraordinary potential that lies largely untapped in our employees and organizations is painful to witness, but there is hope. This week’s guest calls it Values Based Leadership, similar styles include Authentic, Servant and Truly Human Leadership. Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about values based leadership with this week’s guest: Mark Fernandes, Chief Leadership Officer of Luck Companies, a global Values Based Leadership (VBL) organization. Thank you to our sponsors and partners: RIVS, GreatRated of Great Place to Work, TalentWise, GloboForce, SAP/SuccessFactors, PeopleFluent, Red Branch Media and HRmarketer Insight.

The TalentCulture #TChat Show is back live on Wednesday, July 9, 2014, from 7-8 pm ET (4-5 pm PT). The #TChat radio portion runs the first 30 minutes from 7-7:30 pm ET, followed by the #TChat Twitter chat from 7:30-8 pm ET. Before the 4th of July break we talked about how organizations can and should differentiate, and this week we’re going to talk about the benefits of true talent engagement. Unfortunately talent management strategies of the past no longer work. Today people work differently, are motivated differently and are engaged differently. Millennials may have pushed all the employer flexibility buttons, but now every generation is demanding more. For example, employees want ongoing growth opportunities, workplace flexibility, tools and systems that encourage collaboration, and commitment to a reciprocal climate of support and encouragement, all of which lead to payoffs in employee retention, satisfaction, and overall business performance. The key, today, is to drive a higher level of contribution and deeper engagement through a better “people management” experience that can lead to better and more lucrative business outcomes. Companies that demonstrate consistently high engagement scores are gaining an advantage with fully immersed employees who are committing to their organization by contributing to, both, a healthy culture and bottom line. Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about improving the talent engagement experience with this week’s guest: Jeff Carr, CEO and President of PeopleFluent. Thank you to our sponsors and partners: RIVS, GreatRated of Great Place to Work, TalentWise, GloboForce, SAP/SuccessFactors, PeopleFluent, Red Branch Media and HRmarketer Insight.

The TalentCulture #TChat Show is back live on Wednesday, June 18, 2014, from 6:30-7:00 pm ET for radio, 7:00-8:00 pm ET for the Twitter chat. Last week we talked about the power of workforce culture and continuous talent mobility, and this week we’re going to talk about authenticity. The fact that it’s more than a buzzword. That it has truly powerful significance to both employee and employer. That it’s hard work and usually involves some risk, but the payoff potential is huge. And the fact that authenticity is an inside job — you have to start with yourself. Unfortunately according to this week’s guests (and the hosts as well), authenticity is not that simple, it’s not neat and orderly, it’s not always safe, and it’s certainly not as common as we’d like to see, especially in the workplace. Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about true authenticity with this week’s guests: Jason Lauritsen and Joe Gerstandt, co-founders of Talent Anarchy where they speak on and write about helping companies build cultures that fuel innovation. Thank you to our sponsors and partners: RIVS, GreatRated of Great Place to Work, TalentWise, GloboForce, SAP/SuccessFactors, PeopleFluent, Red Branch Media and HRmarketer Insight.

The TalentCulture #TChat Show is back live on Wednesday, June 11, 2014, from 6:30-7:00 pm ET for radio, 7:00-8:00 pm ET for the Twitter chat. Last week we talked about how to have a transformative onboarding experience for new hires, and this week we’re talking about the power of workforce culture and continuous talent mobility. According to 2013 SuccessFactors WFA Benchmarking Data, normal voluntary turnover is 8.9% annually compared with 18.8% voluntary turnover for hires with their first year of employment. That’s more than double. It’s no wonder companies struggle to retain top talent from the moment the ink is dry on the new hire paperwork. Plus, once onboarded, networked and contributing, every single employee is a perpetual candidate and a growth opportunity for the company at large. In turn, providing a continuous mobility experience  to your workforce that includes the flexibility to dial up and down their level of contribution, while ensuring they’re career paths are personalized growth opportunities, are the keys to retaining knowledge and your competitive edge. Why look outside first when you already have an internal talent community and referral network? You invest a lot in your talent up front and to lose them quickly because of little to no nurturing empowers your competitors, not your company. Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about the power of workforce culture and continuous talent mobility with this week’s guest: Tracey Arnish, SVP of Talent at SAP. Thank you to our sponsors and partners: RIVS, GreatRated of Great Place to Work, TalentWise, GloboForce, SAP/SuccessFactors, PeopleFluent, Red Branch Media and HRmarketer Insight.

The TalentCulture #TChat Show is back live on Wednesday, June 4, 2014, from 6:30-7:00 pm ET for radio, 7:00-8:00 pm ET for the Twitter chat. Last week we talked about how to visualize real-time talent alignment, and this week we’re talking about how to have a transformative onboarding experience for new hires. According to the Talent Board’s 2013 Candidate Experience Awards report, based on data from nearly 50,000 candidates from over 90 progressive companies, new hires are sometimes met with less-than-ideal onboarding processes. They’re usually bombarded with disparate paperwork on the first day, as well as left with many questions about everything from benefits to job responsibilities. Nobody wants to do their “day 1” paperwork from a cold, dark office. They want to do it from the comfort of wherever that comfort derives. They want to get on with the cultural immersion — and get to work. A good onboarding experience is crucial to the success of every new employee, and a happy candidate experience makes for exceptional hires and happy customers. Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn how to have a transformative onboarding experience with this week’s guests: Todd Owens, President & COO at TalentWise; and Wendy Matyjevich, SPHR, Managing Partner of Human Capital for BlackRain Partners. Thank you to our sponsors and partners: RIVS, GreatRated of Great Place to Work, TalentWise, GloboForce, SAP/SuccessFactors, PeopleFluent, Red Branch Media and HRmarketer Insight.

The TalentCulture #TChat Show is back live on Wednesday, May 28, 2014, from 6:30-7:00 pm ET for radio, 7:00-8:00 pm ET for the Twitter chat. Last week we talked about the inspire or retire leadership theorem, and this week we’re talking about how to visualize real-time talent alignment. Employee turnover is a common challenge for organizations of all shapes and size and industries. It’s an overgrown and thorny path that leaders and HR teams walk bare foot daily, with no compass to guide them. This wild “talent cycle” can create poor climates and cultures where your people are forced to scramble and hire reactively each time an employee makes a move toward the door. Focused on the people not the processes combined real-time talent alignment technology allow leaders to better visualize their human capital investment, while simultaneously engaging employees and driving performance. Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about visualizing real-time talent alignment with this week’s guests: Andre Lavoie, CEO and co-founder of ClearCompany; and Matt Norman, a Dale Carnegie Training franchise president. Thank you to our sponsors and partners: RIVS, GreatRated of Great Place to Work, TalentWise, GloboForce, SAP/SuccessFactors, PeopleFluent, Red Branch Media and HRmarketer Insight.

The TalentCulture #TChat Show is back live on Wednesday, May 21, 2014, from 6:30-7:00 pm ET for radio, 7:00-8:00 pm ET for the Twitter chat. Last week we talked about talent-centric recruiting experience, and this week we’re talking about the inspire or retire leadership theorem. Yes, that’s what we said. The first part of this theorem is a reminder that from the junior employee to senior management, leadership is everyone’s business. When organizations are in a VUCA environment (volatility, uncertainty, complexity and ambiguity), they are usually flatter and everyone must lead. You’ll learn more about the theorem soon, but until then, inspirational leaders encourage their team by example and allow their people to take the lead in accomplishing the organizational vision. The most significant contribution we can make as leaders today is to leave a legacy of inspired leaders behind to take care of tomorrow. We can leverage our skills, talents, and experiences to transform our people into leaders. Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about the inspire or retire leadership theorem with this week’s guest: Thomas S. Narofsky, Founder and Chief Inspirational Officer for the Narofsky Consulting Group, a leadership development, team effectiveness, and executive coaching consultancy. Thank you to our sponsors and partners: RIVS, GreatRated of Great Place to Work, TalentWise, GloboForce and Peoplefluent, Red Branch Media and HRmarketer Insight.

The TalentCulture #TChat Show is back live on Wednesday, May 14, 2014, from 6:30-7:00 pm ET for radio, 7:00-8:00 pm ET for the Twitter chat. Last week we talked about building resilient workplace cultures, and this week we’re talking a talent-centric recruiting experience. According to the 2013 Candidate Experience Awards survey results, communicating a company’s culture is a key differentiator today. Focusing on engagement experiences for all involved in recruiting can also lead to better business outcomes like better hires, and improved retention. Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about how talent-centric recruiting improves business outcomes with this week’s guest: Elaine Orler, President and Founder of Talent Function and Co-Founder of the Candidate Experience Awards. Thank you to our sponsors and partners: RIVS, Dice, TalentWise, Globoforce, Peoplefluent, Red Branch Media and HRmarketer Insight.

HR Happy Hour 169 - 'The Crowdsourced Performance Review' Recorded Tuesday August 13, 2013 This week on the HR Happy Hour Show, hosts Steve Boese and Trish McFarlane welcomed Eric Mosley, who co­founded Globoforce in 1999 with the goal of reinventing the employee recognition industry for the global, multicultural, multigenerational organizations of the 21st century. As CEO he has led Globoforce to its place as a leading provider of social recognition solutions, redefining how companies understand, manage, and motivate employees. Eric is also the author of the recent book, The Crowdsourced Performance Review, a resource for HR and Business leaders that want to transform their traditional, annual, and ineffective performance management processes to a more enlightened, modern, social, and collaborative way of engaging the organization, and improving outcomes. We talked with Eric about how the traditional process for performance management is outdated and almost universally hated, how modern technologies like social networking and mobile access are impacting modern employee needs and expectations, and how thinking about performance management as an ongoing, real-time, and in the moment process can help organizations make the leap from the 'old' way of managing performance to something much better. Thanks again to Eric for taking the time to join us this week! It was a fun and interesting show and we hope you like it!

@DerekIrvine ....Derek Irvine at Lunch with DriveThruHR visits with Bryan Wempen and William Tincup about HR and whatever else keeps him up at night with Corporate organizations. DriveThruHR more than not talks about Human Resources with HR professionals every day at lunch time for 30 minutes. Give us a listen at (347) 996-5600 and share your thoughts on twitter using #dthr or @drivethruhr. We talk HR along with lots of clever bantor and thoughts every day at 12 Noon Central time at "DTHR".

HR Happy Hour Episode 132 - 'Culture vs. Strategy' Sponsored by Aquire Thursday January 19, 2012 - 8:00 PM ET Call in 646-378-1086 Follow the backchannel on Twitter - hashtag #HRHappyHour This week on the show, the great Paul Hebert guest hosts and welcomes Derek Irvine, Vice President Client Strategy and Consulting for Globoforce, and author of 'Winning With a Culture of Recognition', for a look at how culture impacts organizational performance. Culture and culture management have had increased attention in the last few years as an important driver of employee engagement and company performance. This week on the show Paul and Derek will take a closer look at culture and discuss topics around - What is company culture? Can company culture be defined and managed? What is proactive culture management? Does culture really 'beat' strategy as we often hear? What companies really understand this and are doing a great job with culture management? Culture is always a lively topic on the show and this week I hope you can join Paul and Derek for what will surely be an interesting and informative show.