Podcasts about hr strategy

Caregiving in the workplace is a conversation too few leaders are having—and it's costing businesses more than they realize. Hidden behind turnover rates, disengaged employees, rising healthcare costs, and inconsistent performance is a workforce silently struggling to manage dual roles. Employees at every level, from entry-level staff to the C-suite, are balancing the demands of their careers while caring for aging parents, children with special needs, or loved ones facing health challenges. Yet most organizations aren't equipped to support them, and many employees never speak up. Sue Ryan, Chief Inspirationalist and a strategist for workplace caregiving solutions, brings this challenge into sharp focus. Drawing from over 30 years of personal caregiving experience and professional leadership, Sue shines a light on what she calls the workforce blind spot—an exponentially growing crisis that's costing U.S. businesses an estimated $33 billion annually in lost productivity and turnover. The issue isn't just personal—it's systemic. And it's avoidable. As the U.S. population ages rapidly, with those over 65 set to outnumber those under 18 by 2030, the pressure on working caregivers is increasing fast. The fastest-growing demographic in the country is now adults over 85. This demographic shift is creating ripple effects in every industry, affecting employee well-being, engagement, and long-term retention. Leaders who ignore this trend risk falling behind—not just in compassion, but in performance. Supporting caregiving in the workplace doesn't mean overhauling business models or adding burdensome policies. In fact, many solutions already exist within organizations; they just haven't been adapted to meet this need. Sue breaks down how simple shifts in culture—starting with top-level leadership—can make a meaningful difference. It begins with normalizing the conversation. When employees feel safe acknowledging their caregiving responsibilities, it opens the door to flexibility, planning, and improved collaboration. Business leaders often assume caregiving is an HR issue. That's a costly mistake. When the executive team leads with clarity and openness, human resources can activate systems, provide training for managers, and integrate caregiving into team planning and scheduling. But without visible, top-down acknowledgment, the conversation stalls before it ever starts. Employees who can't speak up often leave, taking their skills and institutional knowledge with them. Sue also draws attention to what she calls the “sandwich generation”—employees, often in their 40s or 50s, who are supporting both aging parents and dependent children while maintaining full-time roles. These team members bring valuable experience and insight to their companies, but their capacity is being stretched thin. Ignoring their reality leads to burnout, disengagement, and missed opportunity. Normalizing caregiving in the workplace can be as straightforward as updating onboarding conversations, creating safe spaces for disclosure, and encouraging leadership to model openness. Organizations like Deloitte, Starbucks, and Amazon are already seeing measurable results from acknowledging and addressing this reality—improvements in productivity, employee satisfaction, and retention. The shift doesn't require large financial investments—it requires intention. Companies already have many of the operational, legal, and financial structures in place to support this evolution. The missing piece is leadership. When executives set the tone, the culture follows. It becomes easier for teams to adapt, cross-train, and collaborate in ways that support both business goals and employee well-being. This is more than a human resources initiative—it's a business growth strategy. Addressing caregiving in the workplace is about keeping your best people, increasing engagement, and reducing the hidden costs of turnover. With the right awareness and tools, organizations can create environments where employees bring their full selves to work—without hiding a critical part of their lives. Watch the full episode on YouTube. Don't miss future episodes of Fordify LIVE! every Wednesday at 11 AM Central, streaming on your favorite social platforms. Catch new episodes of The Business Growth Show Podcast every Thursday for a weekly dose of business growth wisdom. About Sue Ryan Sue Ryan is a speaker, strategist, and Chief Inspirationalist dedicated to transforming how organizations support family caregivers in the workplace. With over 30 years of experience navigating her own caregiving journeys while maintaining a professional career, she equips business leaders with the tools and insights to turn caregiving from a hidden liability into a competitive advantage. Sue helps organizations reduce turnover, improve engagement, and build cultures of empathy and performance. Learn more at SueRyan.Solutions. About Ford Saeks Ford Saeks is a Business Growth Accelerator who has helped generate over a billion dollars in sales for companies ranging from startups to Fortune 500s. As President and CEO of Prime Concepts Group, Inc., he focuses on customer acquisition, brand visibility, and innovation. With over 20 years of experience, Ford has founded more than ten companies, authored five books, and holds three U.S. patents. His expertise also extends into AI-driven content strategy, showcased at the Unleash AI for Business Summit. Learn more at ProfitRichResults.com and watch his TV show at Fordify.tv.

Michael Bach (he/him), Author, Speaker, IDEA Thought Leader, and I recap the latest 5 Things (good vibes in DEI) in just 15 minutes. This week, our conversation is about good vibes globally, signing on to equity, game-changing inclusion, and more!Here are this week's good vibes:Global Inclusion? Still Très Chic.Streaming Gets Sign-Savvy, FinallyTag, You're IncludedFrom Shelter to SisterhoodParental Leave That Walks the TalkGood Vibes to Go: Bernadette's GVTG: If you're into the apocalypse (or even if you're not), check out the ASL version of The Last of Us on HBO Max. It looks to be a very cool example of access done right. Michael's GVTG: Do something for your own mental health, whether that's just getting out into the sun, doing some yoga, watching a TV show, or just sitting and having a nice drink with friends. Whatever you need to do, make sure you're taking care of your mental health. Read the Stories.Connect with Michael Bach.Subscribe to the 5 Things newsletter.Watch the show on YouTube. Join thousands of readers by subscribing to the 5 Things newsletter. Enjoy some good vibes in DEI every Saturday morning. https://5thingsdei.com/

Organizations are now leveraging advanced analytical platforms to not only drive real-time talent management but also help guide leadership decisions that drive business success. Merck's Beth Perrone, SVP of Talent, and Jeremy Shapiro, AVP of Workforce Analytics, join Lisa Csencsits from Cornell's ILR School to discuss practical applications of cutting-edge analytical tools that are reshaping talent management and leadership decision making this year.What You'll LearnHow leading-edge analytical tools are changing the HR landscapeWays to integrate analytics into leadership conversations, engaging senior leadership and boards of directorsHow and where to place guardrails when leveraging analyticsStrategies for building on insights and using them to inform decisions at your organizationThe Cornell Keynotes podcast is brought to you by eCornell, which offers more than 250 online certificate programs to help professionals advance their careers and organizations. Learn more in our HR certificate programs.Did you enjoy this episode of the Cornell Keynotes podcast? Watch the full Keynote. Follow eCornell on Facebook, Instagram, LinkedIn, TikTok, and X.

In this episode, we introduce Rachel Ridgeway as the newest team member at Bloom Golf Partners. We discuss her extensive HR background in private clubs, Bloom Golf Partners' expansion strategy, and how Rachel will integrate into the firm. Rachel Ridgeway's 13-years of experience in hospitality and manufacturing led her to the private club industry, where she served as an HR executive at Merion Golf Club and Rehoboth Beach Country Club. She specializes in executive recruitment, employee engagement, and club governance, with a passion for the unique dynamics of private clubs.  A SHRM-CP certified professional and Lumina Learning practitioner, Rachel has successfully recruited for leadership roles across private clubs, including Assistant General Managers, Superintendents, Executive Chefs, and Directors of Finance. This episode is packed with practical insights for General Managers, Club Leaders, and Superintendents looking to enhance hiring, retention, and leadership development strategies in their organizations.  Key takeaways from this episode: HR Expertise in Private Clubs – Rachel has placed key club leadership roles, bringing best practices to streamline the search process and enhance recruitment outcomes. Strategic Integration of HR Best Practices – Rachel's discusses the value of strategic initiatives including structured onboarding, exit interviews, and employee engagement strategies. Building Long-Term Leadership Pipelines – Develop stronger hiring frameworks to help clubs attract, retain, and develop top talent. Establishing core values, conducting annual employee satisfaction surveys, and implementing recognition programs create engaged teams and reduce turnover. Leadership & Development Initiatives: Rachel's experience includes launching supervisor peer groups, Lumina Spark workshops, and leadership retreats to strengthen club leadership teams. Links in this episode: Rachel Ridgeway - LinkedIn Bloom Golf Partners - www.bloomgolfpartners.com

This episode of Capital H explores the transformation of corporate learning with guest Jayney Howson, SVP Global Learning & Development at ServiceNow. She shares her career journey, the integration of learning functions, ServiceNow University, and the impact of AI-driven solutions. The discussion covers business alignment, agility in learning design, and leveraging technology for personalized, in-the-flow learning. Jayney highlights the importance of innovation and human-centered learning in a rapidly evolving workplace.

This episode of Capital H explores the evolving role of Fractional Chief People Officers with guests Tracie Sponenberg and Alex Seiler. They share their career journeys, the realities of Fractional leadership, and key lessons on business positioning, administrative challenges, and networking. They emphasize the importance of defining business outcomes, managing expectations, and leveraging a strong network to succeed in the Fractional executive space.

In this episode, Kellee Webb shares the remarkable journey of Cenikor Foundation since 2009, growing from 82 employees across three locations to nearly 600 employees today, with 75 people in their corporate office (or "operations support," as they call them at Cenikor). The discussion highlights significant milestones such as the adoption of technology, the creation of a robust back office support system including a call center, and the strategy behind twelve acquisitions. The conversation delves into leadership development programs, employee motivations, and the importance of compassion and servant leadership in a service-oriented organization. The transformative impact of expanding services like detox, outpatient programs, and recovery support specialists is also discussed. Finally, the episode touches on HR challenges and strategies, the importance of aligning organizational and individual goals, and the rewarding experience of helping employees grow and thrive.00:00 Introduction and Initial Growth01:32 Challenges and Strategic Moves04:09 Leadership Development and Employee Engagement07:19 Substance Abuse Treatment Services11:06 HR Strategy and Cultural Integration17:23 Performance Metrics and Bonus System27:18 Personal Reflections and Leadership Insights32:52 Conclusion and Final ThoughtsThis episode is part of the Insperity SMB HR Challenges podcast series.Learn more about our research with Insperity on SMB HR challengesConnect with Kellee on LinkedInSee the show archives and sign up for episode updates

In a world where skills gaps are widening and job demands are evolving at unprecedented rates, understanding how to gain a "skills advantage" is critical for organizations to stay competitive. In this episode, Anish Lalchandani, author of The Skills Advantage, delves into his insights on bridging skills gaps, building resilient teams, and preparing organizations for the future. Anish walks us through his approach, discussing how the right skills strategy can shift a team from good to exceptional and position L&D as a driver of business transformation. Whether you're a leader looking to upskill your team or an L&D professional aiming to create a sustainable skills strategy, this conversation is packed with actionable insights. KEY TAKEAWAYS The established approach to L&D is no longer enough. L&D needs to go beyond business alignment and take the lead in equipping our businesses to thrive in the future. You don´t have the wrong people, they have the wrong skills. Employees need to be convinced that upskilling benefits them and the business. A huge proportion of executive transitions fail, and we need to address this. What is going on in the market and industry helps you identify future skill needs. Use technology to help with your data analysis and become more agile. When you demonstrate impact, you get permission to do more. BEST MOMENTS “The established approach to L&D is no longer enough.” “Reskilling is a long-term game, start now.” “We need to hold ourselves accountable to actual upskilling and not just providing learning.” “You don´t have the wrong people, they have the wrong skills.” “The risk of relying on firing and hiring is extraordinary.” Anish Lalchandani Bio Anish Lalchandani is the author of the book ‘The Skills Advantage: A Human-Centered, Sustainable and Scalable Approach to Reskilling’. Having held leadership roles at leading firms like A.P. Moller Maersk (current), General Electric, Standard Chartered Bank and other organizations, he has developed extensive expertise in Talent, OD, Leadership and HR Strategy. In addition to being a Chartered Fellow of the CIPD, he is also a certified professional coach and mentor to start-up founders. Several publications, including Economic Times, Thinkers360, LeadersHum and HRD, rate him as one of the top influencers in HR and the Future of Work. You can follow and connect with Anish via: LinkedIn: https://www.linkedin.com/in/anishlalchandanichro The Skills Advantage Quiz: https://form.jotform.com/240295107435453 The Skills Advantage Book: https://www.anishlalchandani.com/book VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home ABOUT THE HOST David James David James is the Chief Learning Officer at 360Learning and a highly respected voice in the Learning & Development industry. With a focus on harnessing technology to drive impactful learning strategies, David is recognised as one of the top 10 global influencers in the L&D space. His expertise lies in helping organisations modernise their approach to workplace learning, ensuring measurable results and business alignment. David is the host of The Learning & Development Podcast, which has amassed over 500,000 downloads and ranks in the top 1% of podcasts globally. With nearly 30,000 LinkedIn followers, he continues to shape the conversation around L&D innovation and best practices, drawing on his deep experience, including his time as Director of Learning, Talent & Organisational Development at The Walt Disney Company. CONTACT METHOD Twitter:  https://twitter.com/davidinlearning LinkedIn: https://www.linkedin.com/in/davidjameslinkedin L&D Collective: https://360learning.com/the-l-and-d-collective Blog: https://360learning.com/blog L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home

“Mosaic world”? Meet Susan Popoola from the UK. Susan will tell you that she supports leaders in optimising and bringing out the best in people and organisations. As we learn, Susan was born in Great Britain to Nigerian parents. During part of her younger life she was, what she calls, “private fostered” and did not live directly with her parents.   Susan attended college in Nigeria where she received her Bachelor's or “First Degree” in Social Sciences. Later in England she obtained her Master's Degree in HR Strategy and Change.   After working for other organizations Susan decided to leap out on her own and put her entrepreneurial spirit to work and formed her own company to work with leaders who work with established and emerging purpose driven people to create Harmony, Impact and Legacy within their organizations.   Susan is the author of three books and has begun working on a fourth.   Our conversation is far ranging going from a discussion about stress to talking about Inclusion. She will tell us about how she created the concept of a “mosaic world” as a model to incorporate all persons by embracing each individual's gifts and skills.       About the Guest:   With a first degree in Social Sciences, Diploma in Systems Thinking & Masters in HR Strategy & Change, Susan works with established and emerging purpose driven leaders to create Harmony, Impact and Legacy, for a Mosaic World in which everyone is valued for who they are and what they have to offer.   Her deep rooted belief in human value, and her ability to understand and connect with people from a rich diversity of backgrounds enables her to support leaders in optimising and bringing out the best in people and organisations. Her belief in human value is reflected in her podcast, “Leading in a Mosaic World, and her books: Touching the Heart of Milton Keynes: A Social Perspective, Consequences: Diverse to Mosaic Britain, and Male Perspectives on The Value of Women at Work. She is also the creator of the Legacy Alignment Programme that enables senior professionals to design a legacy plan that ensures their work is extremely fulfilling and makes a positive impact now and into the future.     She has extensive cross-sector and international experience working withorganisations and delegates from Europe, Africa, the Middle East, China and the US. She is also a South East Midlands Local Enterprise Partnership Ambassador, Royal Society of Arts fellow, Good Work Guild member, and former Fellow of Windsor Castle's Society of Leaders. She was recently designated a Black Female Pioneer by Milton Keynes City Council. When she's not working with organisations, you are likely to find her on the Golf course, working to support young people who have been in the care system, or working on her latest book on multiculturalism.   Ways to connect with Susan:   Website: www.MosaicWorld.live LinkedIn: https://www.linkedin.com/in/SusanPopoola/ Instagram: https://www.instagram.com/susanpopoola/ Publications: https://www.mosaicgold.org/publications       About the Host:   Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog.   Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards.   https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/   accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/   https://www.facebook.com/accessibe/       Thanks for listening!   Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below!   Subscribe to the podcast   If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can subscribe in your favorite podcast app. You can also support our podcast through our tip jar https://tips.pinecast.com/jar/unstoppable-mindset .   Leave us an Apple Podcasts review   Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.       Transcription Notes:   Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 01:20 Well, hi and welcome to another edition of unstoppable mindset. Today. We get to chat, from my perspective, at least all the way across the pond, to Susan Popoola, who is not in the US, but with the speed of light, you'll never know it. How's that for an introduction? Susan, welcome to unstoppable mindset. We're really glad you're here.   Susan Popoola ** 01:46 Thank you very much for having me. Michael, well,   Michael Hingson ** 01:49 one of the things I know we're going to talk about a little bit later is the whole concept of it. I'm really excited to get to it, a mosaic world, as you describe it, and I know you've written about in some but we'll get there. But let's start. I love to always start this way. Tell me about the early season, growing up and all that sort of stuff.   Susan Popoola ** 02:08 Gosh, that takes me back a few years. Oh, that's okay, yeah, possibly a few more years than you might have imagined from my voice, which actually people say, sounds quite young. So I was born in England, born in England to Nigerian parents, and I spent my foundation years here in England and and then I worked then, and I in my those years, I spent my time very much in what I would describe as a very much white working class environment. And I say that because it has relevance to how I think can see the world. Because from there, I moved, we moved to, let's take to Nigeria, and then went to secondary school in Nigeria, my first degree Nigeria. And contrary to my earlier those foundation years, I was then in what you could call a rather middle class, more affluent area environment with people well,   Michael Hingson ** 03:20 and you said that you and you do sound like you're fairly young, but you opened the door. So how long ago was that? Or how old are you now? Or do you ever want to tell   Susan Popoola ** 03:31 I know they do say you shouldn't ask a lady, but I so I just about made it into the 1960s 19 November, 1969 Okay, so 1969 Yes, I just about made it to   Michael Hingson ** 03:50 the 70s. Okay, well, that's, that's fine. That is, I am, I am older than that from a time standpoint, although I don't feel it, and I think that we all can choose how well we want to deal with how we mature and grow older, and all that we can decide it's a good thing or not, doesn't bother me a bit either way.   Susan Popoola ** 04:14 Exactly, they do say it's you're they say you're as old as you feel. And that's an interesting one, because you can look at that from the perspective of how you feel on the basis of how you behave, but you could also think about that from how healthy and fit you are as well.   Michael Hingson ** 04:34 So you mentioned you got your first degree in Nigeria, and what was that in? And I said, that's sort of equivalent to what we would call over here, a bachelor's degree.   Susan Popoola ** 04:43 It is, indeed and it to be, it was a bachelor's Social Science degree in political science. Ah,   Michael Hingson ** 04:51 now, why? Why that specifically? What prompted you to go there?   Susan Popoola ** 04:56 It was, it's an interesting one, because when I. Small if you'd asked me what I wanted, what do you want to do for a living? I'd have told you I wanted to write, and that's all I knew that I wanted to do. But I was told you don't write for a living. You do it as a hobby. So a Nigerian family, you go to university. It's not a matter of whether you go or not. It's a matter of what you're going to study. And I had leaning towards the arts, the social sciences, and so that's where I what I ended up doing. Okay,   Michael Hingson ** 05:41 so you got your bachelor's or first degree in social science and political science, and then did you go straight on to graduate school from there?   Susan Popoola ** 05:52 No, I, I've worked. I worked for a number of years and and I guess a few years coming back to England. That was a few years later. That's when I did my first my I did a post graduate in human resources management, and then at a later stage, both while I was working, I did a master's in HR strategy and change, and I've done a few other little qualifications here and there along the way as well. But   Michael Hingson ** 06:27 clearly you were people oriented, since you seem to go off and look in the HR direction,   Susan Popoola ** 06:36 yes, though it's an interesting thing HR because people do often go into HR because of people, but HR and HR, as I have experienced in my involvement, has been very much on the strategic side. Whenever I've worked with an organization, the first thing I do is say, what's the business plan? What are you trying to achieve, and where do the people what's the people strategy? Where do the people fit into that? How do they align? And so, yes, there is definitely a care for people. And I talk about myself, I title myself a human value optimization specialist, and that's because I believe in human value and how we make the most of it, both for the benefit of individuals and for people around them as well, whether we're talking about the workplace, education or wider society. What   Michael Hingson ** 07:42 kind of reactions do you get when, essentially, you ask those questions, and what, what I'm hearing you say is that you get down to the questions of, really, how are people valued within the organizational structure, within the leadership environment and so on. What kinds of reactions do you get? Because I'm sure that you get all sides or all sorts of different reactions and comments about that. Well,   Susan Popoola ** 08:11 I think the two core reactions, there's a reaction which pertains to what people say, and I will say, 95% of the time for organizations I've worked with people, leaders that I speak to, it's always that, yes, we agree. We value people. They're important. Sometimes, on the other occasion, there's the response that talks about the importance of profit and how that is almost more important. So there's the response that is what people say, but then there is what I would say, the more pertinent response is what people do and what their people say. So I always love it when I have a conversation with a leader about the values of their organization, and I bump into someone that works for them, or speak to a team member and ask them what they think. I love it when there's an alignment between what the two say, but I'm also mindful that sometimes there is not that alignment, and that's the bit that is more important than what people actually say, and have to fight, sorry, that's when you have to find a way of holding them to account to what they actually say. Do   Michael Hingson ** 09:42 you find overall that there is more of an alignment between people who are in leadership positions and those who work for them, or less of an alignment? Because I can imagine, and I've heard in talking with other people, that oftentimes we. Leaders think they're aligned and they're not.   Susan Popoola ** 10:03 Yeah, and it will it really does vary. Of course, I think the larger the organization it is, larger the organization is, the more difficult it is to find consistent alignment throughout, because even if the very senior leadership is aligned, then the challenge is making sure that all the managers and the leaders throughout have that same alignment to bring things together and that there's that consistency with smaller organizations. It's easier, but then the challenge is how to maintain that alignment the ethos and the values as the organization develops and grows.   Michael Hingson ** 10:57 Yeah, and I guess I would say that's certainly not a surprise either. We have in larger organizations, there's probably a little bit less attention paid as quickly as there should be to communications, and so there tends to be more of a lack of alignment and a lack of of understanding, unless a leader truly understands the value of communicating and really getting people to buy into the process.   Susan Popoola ** 11:34 There's that, and it's also the bit about who you recruit into your leadership team a number of years back, I worked with an organization from the startup stage to to it growing over the years, and we were very specific as a board in Rec in defining what the ethos and the values of the organization were to be, what it was going to be like, and we initially recruited the senior leadership team in alignment with that. But where, I will be honest and say where we made the mistake is not ensuring that the values came first when it came to recruiting leaders and team members further down the line. Yeah, so the communication is key, but communication specifically about what the organization is about, what it stands for.   Michael Hingson ** 12:40 So I assume that you worked for various companies in the in their HR world, in some way.   Susan Popoola ** 12:48 I in the HR world and beyond. I mean, I even, I'm pleased to say that there was a time so I've worked in organizations, cross sector, from private sector organizations to public bodies, to charities NGOs. So I've worked across cross board to larger organizations and smaller organizations, but I'm pleased to say that in between, I have taken on other roles. So for instance, I worked in investor relations for a year and some other operational positions. And investor relations specifically was great for me, because that meant that I had so investigations is a communications role, you can say a PR role, but PR communications to investors, both current and potential investors. So I learned to be able to understand an organization at all levels, to be able to understand the story of what's going on, and be able to position that story.   Michael Hingson ** 14:04 Yeah, Investor Relations is a as an interesting challenge, because then you've got also on the other side, the brokers, and having to communicate with them can can also be a challenge, because they've got their own mindsets and they're very profit oriented, but sometimes, I'm sure that you have to deal with getting them to understand there's more to it than just creating a profit. You've got to create understanding, and you've got to be able to communicate with those you want to have trust you.   Susan Popoola ** 14:40 You have and, and, and I think, increasingly, especially with younger generations, they want to be paid. Well, why not? But there are other things that are important to them as well. And it's, I think it's always been the case for generations. But the thing. Is information is more readily available to them and to us as a whole than it used to be. So it's easier for us to see the bigger picture of things and question things and say, Yes, money, profit is important, but not just that. So I recently came, I was at an event where they were sharing, okay, these are the top 50 companies, and when I look closer, it was purely on the basis of finance. So I challenge that, that that doesn't make them the top countries, top companies just because they are making a lot of money?   Michael Hingson ** 15:45 Yeah, it all comes down to what do you define as a top company? Is it money? Is it teamwork? Is it how employees rank you? I mean, there's so many options. Well, I'm   Susan Popoola ** 15:59 very big um, as my work has evolved, I very much have a focus on working with leaders to create harmony impact and at a more personal level for them, legacy. And so for me, if I'm thinking of a top company, I'd be thinking about the harmony that exists within and that's how the relationships and how people work with each other, whether you're talking about Gender, race, multiculturalism, what have you, social economics, or any features, or just just how people work together. So that harmonious environment, for me, helps to make you a top company together with the impact that you're having, profit is important as well, because if you're a business, that is still part of what you're about, but what's the impact that you're having, and how do people feel and interact within   Michael Hingson ** 17:11 now today, you own your own business. Is that correct?   Susan Popoola ** 17:15 That is correct? Yeah. So   Michael Hingson ** 17:18 now, more than working for other companies as an employee, you you own your own business, and they bring you on board to to deal with with various issues in terms of HR and leadership and communications and so on. I presume that is correct. Yes. So what is human value optimization? That's something you've referred to. So   Susan Popoola ** 17:42 human value optimization. So I came to human value optimization with recognition that there's the work that I do, HR within organizations, there's work I do with wider community and other things. And I just thought, with all the things that I do, what is it really about and what is most important to me? We spoke about what's important to organizations, what is most important to me that informs everything that I do. It's people, it's the value that they have and how we recognize and realize that. And that goes back to when I was small, where my mom always told me that everyone is of importance. It doesn't matter who they are, the person cleaning the office or the person managing the office, everyone's adding something to whatever environment they're in. And so for me, in all that I'm doing, it's really how do we optimize that? And that is the two parts to it. It's one that as individuals, people recognize the value that they have to offer, but also that the people around them in in the workspace, in community, in education, also recognize the value that people bring. And when you have an individual that recognizes their value, but they're not appreciated, they don't fully realize their value. On the other hand, if people think a person is great, but that person doesn't see the value in themselves. Again, they're limited, but when both come together, then you get the optimal result, and I will say also the most profitable result for both the individual, the organization they are working for, or whatever environment they're in, and   Michael Hingson ** 19:43 I think that's an extremely important and valuable point, is that it really does require both people to come to the same realization of the value of of people and of of an individual. What do. You do when you find that there is a misalignment, either the the employee doesn't feel they're valued, or the employer just plain isn't valuing the skills and the the knowledge that somebody brings. How do you deal with that?   Susan Popoola ** 20:17 So, so that, I mean that. So I guess the two, the two parts to that with the individual, it's it's really working with them, working through them, to help them to see what they do, what they bring. So what is the work that they actually do? Because many of us are very good at seeing what we do in the just, I just do this. I only do this so it's actually been able working with them to see these are all the different things you do, almost list those things out with those people, and getting them to see the impact that those things have, the value that those bring, and critically, how it fits into the wider organization. So I said mentioned earlier on, it doesn't matter every other person cleaning the office or managing the office. It's important it all fits into the business objectives. The administrator, who is just just, I've used the word just photocopying documents, typing or doing whatever the case may be, that's an important part. If those things are not done, then the organization doesn't function fully. So it's enabling that individual to see it. But on the other side, it's also reminding making the organization leadership aware of the importance of the roles that individuals play and how it all adds together to enable them to be successful.   Michael Hingson ** 22:09 And your success is based on how well you're able to bring both sides of that into alignment.   Susan Popoola ** 22:16 To some extent, yes, and the reason why I say, to some extent, is there's something about doing your best. You You I gravitate towards leaders who say that they really do want to have an impact. They really do value people, but then you can only go as far as they want and are willing to go. And so I don't hold myself responsible for their actions. I hold myself so I'm responsible for guiding them and giving them as much support as I can,   Michael Hingson ** 23:03 but yeah, and the hope is that they, they recognize the value of that, and will finish the job of aligning   Susan Popoola ** 23:12 Yes, and I mean, and I always start off with as honest a possible conversation as as I can, which is very much about, what is it that you want? I mean, what do you really want? What are you trying to achieve? And what do you believe? What do you believe is standing in the way? What do you believe needs to be done, holding, then being able to hold a mirror, and it's could be over time, to create awareness of what the challenges may be, trust checking is this really what you want to do? And if they'd say they do, then it's working through. And I will do my uttermost to support them, but I will also hold them to account, and I have done that on occasion with leaders, whereby I've really stood firm to say, this is what you said, and what you're doing doesn't align, and therefore You have to behave differently. You have to do differently. And on occasion, I've actually thought I would be chopped out of the door, but that's that's never happened.   Michael Hingson ** 24:32 One of my favorite books is a little short book called The Five Dysfunctions of a Team by Patrick Lencioni, and it talks a lot about, of course, the whole concept of teamwork and trust, but it really does say that in well functioning teams, everyone can hold each other to account when commitments are made and it. The team is functioning well, they understand that what is happening is not that someone has a grudge or someone is trying to best someone else, but rather they're just doing what the team should do, which is holding people to account, which is a very important thing to do. Yeah,   Susan Popoola ** 25:19 and in a way that goes back to when I talk about harmony, specifically with what you're saying workplace harmony, I think it's a journey to get there, because for people to someone to try to hold you to account, you have to have an understanding, a joint understanding, of what you're all working towards in the first as a so that's a starting point. You have to have that joint understanding. You have to have some knowledge of each other, so that there is a trust, um, you and that that comes with building a relationship. So there's a trust that when you're given that feedback, you know where, where it's coming from, and you know the why of it. And then I think the third component of that, for me is how, how and when you do that. So you still, even though they're the best of intentions and all, I think I'm still one that believes in giving feedback, giving constructive feedback, but giving it, making it constructive and being sensitive in the process.   Michael Hingson ** 26:43 Well, it is, it is an important thing to deal with, no doubt about it. Tell me about this whole concept of a mosaic world that that you talk about, what is it and what, what do we need to do to help, maybe create more of it. And what are you doing to create more of a mosaic world?   Susan Popoola ** 27:04 Okay,   Michael Hingson ** 27:07 lot of questions there.   Susan Popoola ** 27:09 There are a lot of questions. And so I'm pausing for a second to say, where do I start? And I think to contextualize it. I started thinking of a mosaic world at the time that I wrote my second book, which is consequences diverse to mosaic written. And the reason why I wrote the book was because this was, this was, I'm about 1212, years back, and there were people concerned about, there were people that, I guess, that you would describe as that was seen as nationalist, who were concerned and complaining about Immigration and people coming in, people taking jobs, and everything else along those lines. And there was the label of them being racist. And I said to myself, are they all racist? Some definitely were. But are they all racist? Well, were there deeper issues at play, and this scenario I'm setting out could apply to parts in America, anywhere across the world. So are they all racist against other people, or are there deeper issues? And when I looked you recognized how there are people that felt left behind, and I'm sure you can identify with that from the States, that there are people that have, over time, felt that they've been left behind, and they see or saw the immigrant as The cause of their problem. But my analysis was, yes, these people are faced with real issues that aren't being addressed, but at the same time, it's not the immigrant that is causing the problem, and immigrant is here as a consequence of history, and the key is how we live and work together. Because from that perspective, from me, Britain has is almost anywhere in the world, diverse by nature. And the key is, how do we come together to be something more effective, something cohesive? And that's when I started thinking of the mosaic, mosaic Britain, and I'd say, therefore, and thereafter, a mosaic world. And for me, a mosaic world is, if you think of an a piece of artwork, mosaic piece of artwork, you see it's got all the different colors. And I'm using the word see. See. Hope you don't mind me using the word C, absolutely not. But it has all the different colors and all the different shapes and sizes, and all of those pieces come together to create something beautiful, but they only stick together if there's something that binds them together. And for me, thinking of that as a workplace, a school, a community, a country, the world at large, those pieces that the thing that binds us together like glue, are the things we have in common. At a very basic level. You could score, you could speak of our common humanity. But even if that is not enough, then you've been to think of the com the things we have in common, the values that we share, the fact that we all typically love our children and the things that we do, we all want to work hard and get have good outcomes, but not just the things, but it's not just the things we have in common, our purpose, our vision, but it's also the things that are made that we make us curious about each other, that draw us towards each other. So all of those things come create a mosaic. And so then the third question, I guess, is, what am I doing? I think, in my work, whereby my work and my interactions, generally, where I see people, I'm curious about them. I want to know who they are, what they have to offer. How can what is the how do we value them? How do we include and engage with them and bring out the best in them and learn from them and drawing them all in and getting different people. So I do work within organizations and schools, which is what I where I talk about drawing up mosaic maps and drawing up relationships, and getting people to see the value that each brings and how they all come together. And just from a simple exercise, you find that people go away with a better awareness of people that they may have worked with for years. And so in very broad terms, that's part of how I do it and how I encourage other people to do so. And   Michael Hingson ** 32:45 you describe it in a in a visual sense, which is fine, but I would also say that the mosaic is just as important when you're dealing with with auditory and other kinds of things that are non visual. It's all part of the same thing. And it gets back to the whole subject of diversity. We we talk a lot about diversity, but we see in the world so many times, when it really comes down to it, people don't tend to want to tolerate those who are different than they are. How do we deal with that   Susan Popoola ** 33:21 we need to get, I mean, starting with like you and I, and I guess to some extent, that's what we're doing, because in some ways, we are different. As I said, we have commonalities but differences. But we need to start take the time to get to know other people. People are typically othered. We need to take the time to understand who they are, what motivates them, what so it's what I did in the book that I just described. So the people that were seen as racist, instead of just saying, Yep, that's what they are and condemning them, it's taking the time to understand them. Who are they, what motivates them? What do they want from life? And then, if you've engaged people at the level of their humanity, even if outwardly, you might see them as hateful. When you engage with them and you start a conversation and you see them, there's not always the case, but there's a probability, or at least a possibility, that they'll begin to see you, but again,   Michael Hingson ** 34:42 that you know that I'm just trying to puzzle through this that takes time, and everyone says that we just never have enough time to do a lot of things that we should do. So how do we recondition society to recognize the value? To and looking at people for who they are, not what they look like, or what they sound like, or anything like that, but really who they are.   Susan Popoola ** 35:09 I mean, the first thing I say is, when you say we don't have time, I would say we don't have time not to because for a lot of societies, things have become so divisive. Yeah, it's, it's ugly, it's not progressive. And I'm, I'm not sure that anyone, whatever side they may see themselves on, I'm not sure that anyone is really happy with that, and it's only going to get worse if we continue with the same trajectory of just looking at people that are different or say things we dislike, and at times, things that are outrightly wrong. So I'm not denying that, but if we continue on the path that we're in we we self destruct. I mean, so for me, that's the first thing. It we don't have time not to. And there's a saying, and I'm paraphrasing, that a friendship, a new friend, is just a smile away. It is true conversations and stories that you get to know each other people, whether that's reading a book, listening to a podcast, sometimes there's a message in a song, sometimes it's the person that you meet at a bus stop and you talk to. So there's something about being curious about people, rather than automatically condemning people for what is wrong and sometimes unquestionably wrong, but taking the time to understand their why and get under the skin of things, yeah, and so and I, if you do it once or twice with one or two people, then If you're anything like me, then it becomes habit.   Michael Hingson ** 37:22 And that's the point, right? It's it's really changing our mindset and changing our habits when, when we do, when we start to recognize maybe we're cutting people out, and hopefully we see maybe there's more to that person than meets the eye. It is changing a habit. It is changing a mindset. It is also about wanting to change, or deciding I'm open to exploring something different,   Susan Popoola ** 37:55 yeah, and for me as well, I mean, because it's it'll be easy for people to think I'm being soft. I'm far from it. Anyone that knows me and knows me well knows that I am actually very firm. But for me, even if so, that person might be wrong. But if you stand across a room and you shout at a person and tell them you're wrong, you're an idiot, or what have you. That person is not going to engage. The person's going to tune out. Um, possibly my person might freeze. The person might respond by shouting back their own abuse, or what have you, or just they're so frozen, so even if there's truth in what's being said, they can't hear so the key therefore is, what do you do to engage Such a person? You take the time to ask questions, I will use the word gently asked questions to understand, and that's understanding things that might not even be right. And it's not saying that that makes them right. But then, if you can understand the person's standpoint, you've engaged with them, they feel seen, they're more likely to listen. You're better able to correct or increase a person's awareness of where they might be wrong, and they're more likely to engage with it   Michael Hingson ** 39:37 well. And of course, that's always something that is important. If you alienate someone, and if you just decide they're useless, then they will be to you, even though they may not be useless at all, and it's you, you each side has to take part in engaging. To have a discussion, and conversation is so important, we're losing that art, I think, to a degree today. Yeah,   Susan Popoola ** 40:07 and it goes back to when you asked me about human value optimization, that that's another example of it. It's it's getting to it's seeing that person, it's humanizing that person, so that person can be human towards us, right?   Michael Hingson ** 40:27 You've written three books, if you would tell us a little bit about each of those books. Okay,   Susan Popoola ** 40:34 so I've already spoken a bit about the second one, that's consequences, diverse to mosaic Britain, and as I said, in many ways, that could just as well be consequences, diverse to mosaic America, or so many other places in the world. But then my first book is touching the heart of Milton King's a social perspective, and that is based on, I live in Milton kings, and it's seen as very, should I say, middle England, where everyone's doing okay, it's a new town, but it's got its challenges and all. And as a new town, people often focus very much on the structures, but I wanted to talk about the people and what it's like for all different people. And again, it's how we all seen different people and how we ultimately live work more effectively together for the benefit of all. And so that's touching the heart of Milton Keynes, a social perspective. And then my third, most recent book is male perspectives on the value of women at work. And while the first two are social perspectives, and the third one is more relate, work related, you can still see there's a theme of being able to see others. So male perspectives on the value of women at work is very much the example that of being able to look at p or someone differently, or other people. And that came about because I was mindful through the years that the workplace designed around men women have been trying to make progress within that environment for years. They're great programs. They're great initiatives. They're a lot that women have said about what needs to be done, what they need and what have you. But women's progress doesn't align. Women are very capable, just as capable as men. I wouldn't say more capable. I wouldn't say less capable. And so I thought, what is missing in the dialog or the interactions, is the voice of men. And so for for that third book, I decided to speak to a number of different men to understand from their perspective, what unique value do they believe women bring into the workspace. How do men and women typically navigate differently that has a negative impact on women, and what do they believe needs to be done to enable better progression and dare I say again, better gender harmony at work.   Michael Hingson ** 43:50 What was the biggest surprise for you about speaking to men concerning the value of women at work? Very few   Susan Popoola ** 43:59 of them felt that there's ever been asked, and it's not just asked about the value of women, but asked about women. They've they felt that their opinion has never been sought. They've typically been told, this is this is what you do wrong, and this is what needs to be done. This is what I need, and this is what needs to be done. But their opinions hadn't been sought, and they were so pleased, typically pleased to share. They were sensitive at giving advice, but they were very happy to be able to input into the conversation. And you asked, What was the most standout thing, but I'll add something else. The other thing that stood me out is that actually. Actually, a lot of them have very limited understanding of the challenges that women are actually faced with. Okay,   Michael Hingson ** 45:09 can you, can you tell me a little bit more about that? I'll   Susan Popoola ** 45:13 give you an example. So, I mean, so I'll give to to one of the men. One of the things he said is, well, as men, men are very simple, and this is his perspective, but men are simple, easy to understand, very straightforward, but women are much more complex. And you've probably have heard jokes about you can describe a man on one page. And woman, you need a whole book. But put that aside, the key is from his perspective, and from some of the things that was said, you can tell that there's a limited understanding of men and that goes and there is that reality. If you here in the UK, we've in recent years started talking quite a bit about menopause, something that wasn't spoken about before. It's something that directly impacts a significant number of women, to varying degrees, but it doesn't affect men directly, but until we started having those conversations. Men had no most men had no understanding of the impact or why women so they might even have a partner who might start acting differently at a certain time. So that's so, that's, that's an example, and that impacts women at a personal level, and it also affects them in the workplace as well.   Michael Hingson ** 46:49 Did you find and do you find that there are some men who would say, well, but the very fact that they have to go through all that really means that they're not going to be as helpful at work, because they've got too many challenges to go through,   Susan Popoola ** 47:06 not the men that I spoke to, because I took more of an appreciative inquiry approach. So speaking to people I could learn more from, rather than not. And so rather than there being the men that spoke of, okay, the challenges that women are faced with that might mean that they shouldn't be in the workplace, there were the men that spoke of the fact that actually they've worked with women or employed women who, in the early years of their career may have taken time off to on maternity on from maternity leave, had children taken time a fair amount of time out, but come back to the workplace and that they're loyal. That is one of the things that came up a few times the loyalty of women, and we're generalizing, yeah, they're more likely to stay with what same workplace longer term, while men are more likely to move across, move from different, one organization to another. So they spoke of the value that if you support a woman through that, through that stage, then you're likely to have an employee that is going to be with you and supporting your organization long term.   Michael Hingson ** 48:37 Yeah, and I think, and the reason I asked the question is all about, I can see, and I've heard men say those kinds of things, and it really usually indicates to me a significant lack of understanding about the reality that we all have needs and differences. I think more men are starting to recognize a little bit the value of taking time when a new child is born, to take some leave and help dealing with that child as well. But I face it a lot as a person who is blind, when I when I hear people talking about persons with disabilities, well, they've got too many problems, it'll be too expensive to bring them in. Insurance will will go up, or we have to buy this equipment, and we don't have to buy that equipment for other people. And so many excuses. And they are excuses, because the reality is, the reality is insurance won't go up. The reality is that when you talk about buying equipment to give somebody the ability to do a job or the opportunity to do a job, we're already buying other equipment for people to do the job. I mean, we provide electric lights so that you can walk down a hall. Which isn't something that I need to worry about. But the bottom line is that we provide electricity to provide electric lights, or we provide computer monitors, and we hiccup about maybe spending a couple $100 for a screen reader so a blind person can have a job, even though we have no problem spending money providing a computer monitor. A lot of it really is excuses, rather than thinking it through.   Susan Popoola ** 50:26 Yeah, and I know I would agree, I mean, and I would add, typically, and you can correct me if you've been cover wise, if a person has a disability in one area, they often have heightened abilities in other areas,   Michael Hingson ** 50:48 only, only if they train them. It's not an automatic process, which a lot of people think it is. It's not so hearing. I'm not speaking   Susan Popoola ** 50:59 so I'm not speaking from the workplace. I'm speaking no more generally. No, I   Michael Hingson ** 51:03 am too. It's not heightened just because, in other words, a blind person doesn't hear better simply because they don't see. You still have to train the hearing. You still have to train yourself to be able to do that. So that's what I'm saying, is that it's, it's not really heightened. It's if it appears so it's because we've learned to use our hearing more than a lot of people do.   Susan Popoola ** 51:32 So I think we're more or less saying the same way. I um, I'm not saying it's, I might not have been clear, but I'm not saying it's by nature, but it's, it's you, it's developed. So that's correct. So take that on board, so that it's developed so, so that's this what might not be there. There's something else there that others might not have. But there's also the thing that where you make adjustments or you bring something new in for the sake of one person, that often benefits the wider team. I there's an example that I use in relation to deaf people. Um, people often. I remember going to a restaurant with a group of young deaf people, and I specifically was talking to a young guy who who could read very well and engage. But what struck me is, though, while I'd had a full conversation with him. When a waiter came across, the waiter didn't look at any of the young people. They automatically looked at the other people to say, what what do they want? What   Michael Hingson ** 52:54 do they want, right? What   Susan Popoola ** 52:55 do they want? But the reality is, if they had looked at the young people from for the most part, maybe not all of them, but for most of them, if they, which goes back to your earlier point, if they had looked at them and spoken to them, they could have had a conversation with them. And I've always said that I would actually like to to to use, to to engage with deaf people in a program, to help people to improve their communication, because the bit that the waiters weren't doing was they weren't looking at the people, and that's the bit you should do with everyone. So I think we can learn to better engage with people through deaf people.   Michael Hingson ** 53:48 We, unfortunately, all too often, learn to fear people who are different than we, or we learn to fear difference, and I think that starts at an early age. I oftentimes will be somewhere and a child will want to come up and pet my dog. And I don't want a child to come up and pet my dog. I do want them to ask, and then they can pet the dog. But I hear the mother go, that dog might bite or that you don't want to go talk to that man. Don't embarrass that man. And so many different things we we teach it so collectively in society, which is unfortunate too, we teach the sphere of difference. Yeah.   Susan Popoola ** 54:31 I mean, I talk about being a white child, because if you think of that child that is told not to the child might probably say, why not? Why? Why? Why? And I don't know why, but for four year old, the question that they're most inclined to ask is, why, yeah, but in line with what you said, we tend to knock that out of them, yeah. But. And I think we shouldn't. We should let them ask the why and let them explore. Teach them how, if anything, teach them how to ask why with sensitivity. So the child that wants to come and pet your dog, rather than the parents saying, don't tell the child, okay, you want to pet the dog. Go ask, Can I pet your dog? Please? Sure.   Michael Hingson ** 55:27 And that's, that's the point, right? But we, we don't encourage curiosity nearly as much as we should. That's, that's unfortunate. What do you think is the biggest barrier to inclusion?   Susan Popoola ** 55:41 We've just been talking about it, yeah, it's, it's the other in people. It's the lack of it's the fear to engage. So it's not seeing P other people, it's of it's that basically othering of people and the ability to be and so if we could just take the time to see other people, and if we could all be that more gracious as well knowing that sometimes people will get it wrong. So allow for people to get it wrong, correct them, but correct them with a degree of gentleness, rather than in a harsh way, which makes them run away as if they were bitten by the dog and never come back.   Michael Hingson ** 56:27 Yeah, rather than correcting understanding is what we all ought to provide. A lot more than we do, and I hope over time, people will see that, and maybe this podcast will help, which is why we're having it, of course, I   Susan Popoola ** 56:45 hope so. I mean, because I use the I am a visual thinker. So when I talk about a mosaic world, I do think of it in very visual terms, but that's what you're used to, yeah, but with whatever senses apply to people, if you can imagine a world in which everyone's valued, in a world with richness, whereby you talk to people and there's always something new to learn from them, and there's something positive, and they're adding to us and we're adding to them, I might say, as if it's a dream. But it's not something insurmountable. Can start in small communities. We can start in teams, within organizations, to all organizations, to towns, to schools, to what have you. It's not an insurmountable thing for us to all work towards.   Michael Hingson ** 57:48 You grew up in a in a family, and you value, clearly, the whole concept of what family brings to each of us. Why are you so interested in foster children?   Susan Popoola ** 58:00 Oh, well, you said I grew up in a family that I mean, so there are two parts to it. So if you remember when I we started talking, I mentioned that I grew up my foundation. Years were in a white working class area. I was actually what they call private fostered when I was small. So that's an arrangement made with my parents. I guess if my parents were in Nigeria, they would have had the extended family support. But being in England, as many Nigerians were the 50s, 60s, 70s, studying, they didn't have that support network around them while they were trying to study and work, and sometimes they always have the accommodation and other factors come to play. So I spent my foundation years with implied, what they call private fostering, an arrangement made with my my parents and so that, to some extent, informs me, especially as through the years, as an adult, I came across other people that were either private, fostered, fostered One or two very good friends with that experience, became into having the conversations, became aware of the challenges. Now, I was quite fortunate. I was in relatively state. I was in a loving, caring environment. As a small child, I had a family in my old years, so I always had that, but becoming aware of the challenges, the displacement, that the trauma that comes for number of young people who have been foster cared, and the fact that and there's what they call the cliff, whereby. Even if you sometimes, you will have been in foster care, and you will be fought with foster parents that say that they are parents for life. And so to the outside world, they wouldn't know that you're not with your birth parents. But for others, you get to that age of an average 18, whereby a lot of the support that you had, and you might not have had a lot of support in the first instance, but a lot of that support is withdrawn, and you therefore find yourself in a place as an 18 year old, whereby, yes, you can drink and you can drive, but you're making crucial decisions about life, and you're largely on your own. And I don't think it should be that way. And so the work I do in that space is very much either directly or through others, supporting such young people to better understand who they are, what they want, and take steps towards achieving it, and with that, the ultimate vision is every foster child should know that they're loved, valued and have the support that they Need to be the best that they want to be,   Michael Hingson ** 1:01:25 and it doesn't get any better than that. No,   Susan Popoola ** 1:01:28 and it's not asking for too much. No, not at all.   Michael Hingson ** 1:01:33 And I think it is something that we all are obligated to help and should be obligated to help children,   Susan Popoola ** 1:01:40 and that's one of the reasons why. So they're the programs that we've run over time. Then there's what we've started develop. What we've developed, it has a UK focus at the moment, but building out what I call the care experience village, because while in the States, use the broad term, or first of let me use the term fostering. We use foster care in some circumstances, but we also used a wider term of care a young person being in care. So a young person is a care leave or care experienced. So we've got what I call the care experience village, which has some information to help people better understand what the care experience is, and so they have a better empathy, some resources as well. So they if they meet someone who's been in foster care, that they're better able to support, to both engage with and support them.   Michael Hingson ** 1:02:46 So in your business, do you work with people just in the UK or because we have a virtual world, you can work with people elsewhere as well. Yeah,   Susan Popoola ** 1:02:55 I work with people globally. I've worked a lot of you in the UK, with Europe, the states, parts of Africa and the Middle East as well. So I work wherever there are good organizations and leaders who really want to have a positive impact, if   Michael Hingson ** 1:03:19 people want to reach out to you and maybe make contact and see how you can work with them and assist them in what they do. How do they do that, and what's the name of your business, and how would they reach out so   Susan Popoola ** 1:03:32 they could simply Google, go to LinkedIn and find Susan Popoola. Popoola spell P, O, P, double, O, L, A. Alternatively, they could go to mosaic world or one word dot Live, which is L, i, v, e.   Michael Hingson ** 1:03:52 And there are ways to contact you through mosaic world. Then when they go to that site, indeed,   Susan Popoola ** 1:03:58 what mosaic world will do is it will give you a showcase into the different areas, from the publications to the consultancy work to talks and to the work with young people.   Michael Hingson ** 1:04:17 Well, great. Well, I want to thank you for spending all of this time with us and describing what you do and describing your thoughts, I think that the insights are extremely valuable and helpful, and I hope people will take it to heart and that they will reach out and engage with you, and clearly you're helping to enhance understanding. And I and I trust that that people will recognize that and will work better to understand, I guess, is the best way to put it. Yeah,   Susan Popoola ** 1:04:48 thank you, and it's a pleasure. And yes, I'd love for people to get in touch. It will be great. The more people are engaged, the more we can do. For the benefit of all   Michael Hingson ** 1:05:02 well, I want to thank you again for being here, and I want to thank you all for listening to us today. Susan's been a wonderful conversationalist, and I've enjoyed it, and I've learned a lot, and I hope all of you have as well. I'd love to hear from you. You are welcome to email me at Michael H, i@accessibe.com so that's m, I, C, H, A, E, L, H, I at accessibe, A, C, C, E, S, S, I b, e.com, or go to visit our podcast page, w, w, w, dot Michael hinkson.com/podcast, and Michael Hinkson is spelled M, I, C, H, A, E, L, H, I N, G, s, o, n, so wherever you're listening, I do hope, and really would appreciate it if you would give us a five star rating on our podcast, and that you will tell others about us, and for you, Susan, and for everyone, including speaking of and telling others about us, if you know of anyone who ought to be a guest, we'd love to hear from you. We'd love to have an introduction to anyone who wants to be a guest on unstoppable mindset. You can you can tell that we have a nice, easy, flowing conversation, and that's what it's all about. So we'd love to have anyone on who wants to come because I believe everyone has stories to tell. So please give us a rating. We value that very highly. And Susan, once more, I want to thank you for being here with us.   Susan Popoola ** 1:06:27 Thank you very much for having me, and thank you for all that you do, because I've had an amazing conversation with you, and I've listened to some of the other conversations you have, and you're doing some great work. Thank you.   Michael Hingson ** 1:06:40 Well, thank you. It's a pleasure. And again, thank you for being here. And I think we had a lot of fun, don't you?   1:06:46 I do indeed.   **Michael Hingson ** 1:06:52 You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to interview in upcoming editions of the show. And also, we ask you and urge you to invite your friends to join us in the future. If you know of any one or any organization needing a speaker for an event, please email me at speaker at Michael hingson.com. I appreciate it very much. To learn more about the concept of blinded by fear, please visit www dot Michael hingson.com forward slash blinded by fear and while you're there, feel free to pick up a copy of my free eBook entitled blinded by fear. The unstoppable mindset podcast is provided by access cast an initiative of accessiBe and is sponsored by accessiBe. Please visit www.accessibe.com . AccessiBe is spelled a c c e s s i b e. There you can learn all about how you can make your website inclusive for all persons with disabilities and how you can help make the internet fully inclusive by 2025. Thanks again for Listening. Please come back and visit us again next week.

Too often the role of HR is undervalued, if it exists at all in some businesses. The reality is that people make the difference, despite the benefits of your product or service, you need great people to develop your brand, sell the product, create experiences and connect with your audience. For Ilona Charles, CEO & Founder of HR Specialists, shilo people, she's seen the impact on countless businesses that have not invested in a robust HR strategy. Ilona gives great advice for how to strengthen staffing goals and incorporate HR into your business. Business Essentials Daily is produced by: SoundCartelsoundcartel.com.au+61 3 9882 8333See omnystudio.com/listener for privacy information.

If you need to create an HR or People strategy but are feeling completely stuck, this episode of HR Coffee Time is here to help. Host Fay Wallis, a career and leadership coach for HR and People professionals, shares practical advice on how to feel more confident about creating the strategy, where to start and resources to help spark your ideas.Key Points from This Episode[00:00] Episode introduction[00:32] There is a podcast playlist of strategy episodes for you[02:46] You already are strategic (even if you think you aren't)[04:31] Insight from the book, ‘Good Strategy/Bad Strategy'[05:29] The importance of aligning HR strategy with the overarching organisational strategy[07:28] Resources from The Essential HR Planner to help[13:41] Recap and final thoughts Useful LinksConnect with Fay on LinkedInFay's website: Bright Sky Career Coaching Other Relevant HR Coffee Time EpisodesOperate Strategically or Create a Powerful HR/People Strategy PlaylistBook Recommendations from the EpisodeThe Strategy Book: How to think and act strategically to deliver outstanding results, by Max MckeownGood Strategy, Bad Strategy: The difference and why it matters, by Richard RumeltLooking For the Transcript?You can find the transcript on this page of the Bright Sky Career Coaching website.Rate and Review the PodcastIf you found this episode of HR Coffee Time helpful, please rate and review it on Apple Podcasts or Spotify. This video shows you how to rate and review the podcast on Apple Podcasts (because it isn't very intuitive). If you're kind enough to leave a review, let Fay know so she can say thank you. You can always reach her at: fay@brightskycareercoaching.co.uk. Enjoyed This Episode? Don't Miss the Next One!Be notified each time a new episode of HR Coffee Time is released and get access to other free career tips, tools and resources by signing up to receive the free weekly HR Coffee Time email.Mentioned in this episode:3R Strategy's Free Resources & Fay's HR Planning DayBecome a member of 3R Strategy's free Pay & Reward Academy, or access their free resources by visiting: bit.ly/3Racademy Learn more about Fay's HR Planning Day and get your ticket here: https://brightskycareercoaching.co.uk/hr-planning-day/

Sun, 08 Sep 2024 22:23:00 +0000 https://hr-ungeschminkt.podigee.io/23-s02-auftakt-ask-us-anything-about-hr 9793d7a5fe3d1b3f7dcc36e3538301bd (mit den HR ROOKIES)

In this enlightening episode of The Abundance Journey, host Elaine Starling sits down with the extraordinary Susan Popoola, a human value optimization specialist, author, and host of the Leading in a Mosaic World podcast. Susan's unique perspective challenges conventional thinking, opening up new pathways for personal and spiritual growth. Together, they dive into a heart-centered conversation about living in harmony, recognizing our inherent value, and the transformative power of Divine love. Elaine and Susan discuss the importance of being curious and open to the blessings in our lives, how to align with our true purpose, and the profound impact of acknowledging and sharing our unique gifts. With insights drawn from Susan's deep experience in HR strategy, community engagement, and her passion for supporting young people from the foster care system, this episode offers listeners a powerful reflection on what it means to live an abundant life. Tune in for an inspiring discussion that will challenge you to think differently, feel more deeply, and step into your own Divine potential. Plus, discover a special gift from Susan that could help you on your journey towards fulfillment and legacy. Listen in as we explore how to automatically welcome the blessings of each individual and embrace the beauty of living in Divine flow. About the Guest:(bio, personal links, resource links)Susan Popoola is a Human Value Optimization Specialist who coaches and mentors purpose driven leaders and teams to create Impact, Harmony and Legacy. She is the published author of books inclusive of Male Perspectives on the Value of Women at Work. Complemented by her human focused approach, background experience and qualifications in HR Strategy, Organization Development, Systems Thinking, Investor Relations and Community Engagement, her research enables her to translate the complexity of the modern workplace and indeed world into straightforward, simple messages and solutions which lead to both engagement and transformationShe is also the host of the Leading in a Mosaic World podcast and is regularly called on to facilitate and speak at events on a global basis..When she's not working, you are likely to find her on the Golf course, or working to support young people who have been in the foster care system.Free Gift: Sign up to the Mosaic Newsletter here: https://www.mosaicworld.live/stay-in-touchHow to Show Support:Please visit https://www.mosaicwise.com/Mosaic Wise is dedicated to promoting the inherent value of children and young people in the context of their unique circumstances, such as care experience, as they navigating an ever changing and complex world. Take a look at what we're doing and join us!Social Media Links:LinkedIn Profile - https://www.linkedin.com/in/SusanPopoola/Instagram - https://www.instagram.com/SusanPopoola/Twitter - https://twitter.com/SusanPopoolahttps://www.mosaicworld.live/Podcast: Leading In A Mosaic World

Join us on this episode of NABWIC Talks as we delve into the inspiring career of NABWIC Member Laurel Rutledge, a renowned Career and Leadership Transformation Expert and HR Strategist. From founding LKR Group LLC to hosting "The Rutledge Perspective," Laurel has made significant strides in building global teams, coaching leaders, and managing organizational change. We'll explore her journey from the inception of enterprise risk services at Deloitte to her pivotal roles in human resources at Covestro, highlighting her approach to HR strategy and analytics. Discover how Laurel empowers small businesses and transforms leadership practices through her expertise and innovative perspectives.  CONNECT WITH Laurel:  Website: https://laurelrutledge.com/ | Radio show: https://laurelrutledge.com/radio-show/ | Podcast: https://laurelrutledge.com/podcast/ ________________ NABWIC's Vision: The Vision of the National Association of Black Women in Construction (NABWIC) is to build lasting strategic partnerships with first-rate organizations and individuals that will provide ground-breaking and innovative solutions for black women in construction and their respective communities.| NABWIC.ORG

Join us to delve into the transformative role of Artificial Intelligence (AI) and generative AI (GenAI) in HR strategies. Top experts detail how integrating AI technology is pivotal for enhancing how talent is managed, developed, and retained, ushering in an era of data-driven decision-making and personalized employee development.

In today's live-recorded episode, we're joined by Sonya Tolson, Global Chief People Officer at McLarens. Sonya brings more than 20 years of experience and expertise in HR strategy, talent management, compliance, learning and development, and culture enhancement, serving in leadership roles at companies such as SunTrust Bank, Olympus Corporation of Americas, and the National Christian Foundation. We'll delve into how McLarens aligns its HR strategy with business objectives, the significance of employee engagement, and the development of a compelling employer value proposition to both attract and retain top talent.   If today's conversation resonates with you, please rate this episode and share it with your network. Your engagement helps us inspire and equip more leaders in creating thriving workplaces.   Don't forget to join our leadership community at https://www.cooleaf.com/resources/podcast to stay informed about upcoming events and other helpful content designed to help you go further as a people-first leader and develop a winning culture, everywhere your leadership influence reaches.    Resources related to this episode Visit https://www.mclarens.com/ Follow McLarens on LinkedIn at https://www.linkedin.com/company/mclarensglobal/ Visit https://www.cooleaf.com/resources/podcast for more episodes and resources   Credits Theme Music

In this week's episode of foHRsight from future foHRward, co-host Mark Edgar has the opportunity to connect with Beth Corcoran. Beth is a former HR executive, coach, consultant and lifetime learner.They share insights on the importance of taking an evidence based approach to HR based on collecting data.You can follow Beth on LinkedIn here:https://www.linkedin.com/in/beth-corcoran-ma-chrl-bb8845/Join our communityIf you're interested in being part of these conversations, consider joining our foHRsight+ community. You can learn more here.Quick reminderDon't forget to sign up for our weekly newsletter foHRsight at www.futurefoHRward.com/foHRsight.Follow us on LinkedIn:Mark - www.linkedin.com/in/markedgarhr/ Naomi - www.linkedin.com/in/naomititlemancolla/future foHRward - www.linkedin.com/company/future-fohrward/ And on Instagram - www.instagram.com/futurefohrward/Support the Show.

What does the new generation want out of their work environment? In order to appeal to the future workforce, we must shift and reimagine how jobs function. Donald Bradburn, the Director of HR Strategy Design, Workforce Planning and Analytics for Southern California and Hawaii Markets, at Kaiser Permanente is joining us today to cover what employers can do to ensure their employees keep coming back in this fast paced world. With such high rates of turnover, we must shift our approach to career development and planning in order to provide more meaningful and long lasting relationships within the workforce. The key is starting with our educational programs and apprenticeships, and providing real support for employees. Discover how supporting employees and providing sufficient educational training can ensure strong relationships while still maintaining a high level of care.    More from Donald Bradburn:  Visit about.kaiserpermanente.org Email: scal-wfpd@kp.org  Instagram: @kpthrive Twitter: @aboutKP   Find the transcript to this episode here   To connect with us about the podcast visit our website   Please be sure to subscribe, rate and review us on apple podcasts or wherever you listen to your podcasts!

In this week's episode of foHRsight, co-host Mark Edgar connects with Kareen Proudian, Managing Partner of Faculty of Change.Kareen is a career strategist who spends her time exploring the far reaching elements of society with her anthropologist business partner to identify the trends impacting work. She shares more insight on their craft of strategic foresight and introduces some weak signals of change we should be paying attention to.Mark and Kareen also review the report that future foHRward inputted in to back in June 2020 to see how many of the predictions came true.You can download the report that future foHRward inputed in to here:https://www.facultyofchange.com/thinking/creating-the-next-normal-chro/ You can learn more about Faculty of Change and their work here:https://www.facultyofchange.com/ Join our communityIf you're interested in being part of these conversations, consider joining our foHRsight+ community. You can learn more here.https://www.futurefohrward.com/communityQuick reminderDon't forget to sign up for our weekly newsletter foHRsight at https://www.futurefohrward.com/subscribe Follow us on LinkedIn:Mark - www.linkedin.com/in/markedgarhr/ Naomi - www.linkedin.com/in/naomititlemancolla/future foHRward - www.linkedin.com/company/future-fohrward/ And on Instagram - www.instagram.com/futurefohrward/Support the Show.

Get ready for our newest episode of the podcast Solving for X as we sit down with Erica Ford, a distinguished Partner/Principal at EY for the U.S Government Private Sector (GPS) People Advisory Services. Erica brings a wealth of knowledge and experience in human-centered strategy and transformation, and she's here to share her insights with you. Dive into the conversation as Erica unravels her unique perspectives on proactively investing in your employees, all through the lens of workforce and employee experience. This episode is a must-listen for anyone looking to understand the intersection of technology, strategy, and human experience. Tune in and let Erica's expertise guide you through the complexities of modern organizational transformation.

In this enlightening episode, Mike sits down with Josh Ewell, a seasoned HR leader with extensive experience in fostering organizational growth through strategic HR practices. Josh, with his unique insights from a 20-year career in the US Navy and current role as the Director of HR at LSINC, delves into the critical role of HR in shaping the future of organizations.

In the second installment of ‘The Latest HR News', our host, Stuart Elliott is joined by Friska Wirya and Jig Ramji to discuss a host of topical news articles in business and HR, exploring current trends and the impact they are having on organisations.In this episode, Stuart and our guests discuss the impact of hybrid working and the prevalent reluctance to commit to returning to the office. They also touch on hot desking and its benefits as well as the difference between Managing and Leading, particularly the toxicity that can materialise from having a ‘bad boss'. Along with talking about more thought-provoking topics for example, as Jig highlights, the impetus for organisations to consider the terminology they use around diversity, as well as the emerging HR trends of 2024, Stuart, Friska and Jig touch on the more light-hearted topic of Christmas parties and the differing perspectives on whether they are worthwhile for building company camaraderie.Friska Wirya is a top 50 Global Change Management Thought Leader, a TEDx speaker and is a triple best-selling author of 'The Future Fit Organisation: A Leader's Guide to Transformation'. She has been featured in a number of publications including Vogue and Smart Company and is a frequent contributor to Women's Agenda. Jig Ramji has over twenty years of experience as a Human Capital Leader specialising in HR Strategy, Organisation Transformation and Change, Talent Management and Leadership Development. He has wide scale international experience having lived and worked in the UK, the Netherlands, Australia, Singapore and Hong Kong whilst leading Global and Regional teams. Following an extensive career working with some of the largest global multinationals, Jig was most recently the Chief Talent Officer at the London Stock Exchange Group (LSEG) and is also a non-executive Director and trustee at Roffey Park Institute.Key Timestamps of the articles discussed:01:12 – Intro into Friska 02:13 – Intro into Jignesh Ramji03:15 – Hybrid working 13:25 - How to make hot desking work20:25 – Managing vs Leading 25:35 – Toxic Management 32:35 - Ray Dalio's brutal management regime39:50 – ESG and Diversity 47:30 – Pay Transparency54:40 – 2024 HR Trends 63:28 – Christmas Parties For links to the articles, please see our blogYou can listen to and download HR Insights from Apple Podcasts, Google Podcasts, Spotify and most popular podcast apps, subscribe so the latest episodes are directly available! You can also join our HR Community and follow us on LinkedIn and Instagram. Thank you so much for listening and please rate and review!

In this neurodiverse episode, Katherine McCord, President and Chief Product Officer of Titan Management, shares how she infuses engagement, curiosity, education, and definitely humor in her approach in guiding her clients to be the best versions of themselves.You will discover:- The biggest mismatch between candidates and companies- Why you want to ditch HR and build toward People Operations instead- The very personal reason why should CEOs and business leaders be paying attention to neurodiversity
From being the little girl who sold shares in her "company" and played HR (even firing her own mother!) to the traveling entrepreneur and speaker that she is now, Katherine McCord has had quite a journey! She currently lives in Florida and runs a company called Titan Management, which she founded in 2014 with the purpose of shaking up HR and recruiting. People Operations and Inclusion have become her passions, and she has dedicated her life to innovating and growing them. Her missions are: integrity, inclusion, and innovation, and she travels the globe evangelizing for them.
Want to learn more about Katherine McCord? Check out - her website at https://www.kmccordspeaking.co - her NeuroDiversity Community at www.jointheneuroverse.org - her company, Titan Management, at https://www.titanmanagementusa.com- and her LinkedIn profile at https://www.linkedin.com/in/katherine-mccord-093bb343/

Every HR organization is undergoing perpetual transformation. “We live in a world where change is no longer the enemy — it has to be the strategy,” Averbook says. “Building an agile muscle is a mindset HR has to have in 2024.” Listen as he explains how tools like generative AI can help us rethink everything we do if we're ready to “perpetually unlearn.”Unum took its Gartner Marketing Award-winning HR Trends podcast studio on the road (again) to the 2023 HR Technology Conference & Exposition, held October 10–13 in Las Vegas. Listen as HR Trends host Clare Morin and others interview some of the biggest influencers in the HR tech world. You'll hear their expert opinions on how technology will change the HR profession and improve the employee experience through 2024 and beyond. 

There's an intersection between tactics and strategy in HR. As we want our work to matter more and as we move through our careers, we need to understand the transition. The guest for this episode was Brittany Eisenman, the founding principal of Stokefire. With her unique career path from social work to advising CEOs, Brittany brought a fresh perspective to this! Some of that perspective includes:

Why is it so hard to find someone to talk about HR strategy? It's been something I've been trying to do for a long time now... and apparently it's complicated! Len Nanjad, however, was up to the task! He thinks deeply about HR strategy including how to deliver an HR strategy that balances the complexity of people with business strategy. He is also the guest on one of my most popular episodes! He says developing our strategy is similar to other parts of the business: First understand the business strategy. He gives us some guidance about how to think the product-market fit of HR - see the video below. We talk about how to consider all the things that employees think we should be doing and sometimes we want to do. We're not doing HR to do HR well. Not usually anyhow. If you read this far, I'm also looking for someone who's willing to teach HR about communications. It's not exactly our thing if we're in larger companies. But in smaller companies we are all they've got. If you know of someone willing to have this convo with me, let me know!

In my news career, I worked for some very large corporations, and when they were going to fire somebody, they had to do it by the book. It was a litigious society and people could get sued for anything, so they always did it by the book. To talk about that today is Shelley Majors, an HR strategy consultant and MBA.

Business strategy is not the strategic plan. And the business strategy has considerable implications for HR strategy. In this episode with Len Nanjad, we talk about the impact of business strategy on HR. Len is a guy who thinks deeply about HR, is the guest in one of my most popular videos, and doesn't accept the easy explanations that many of us have come to accept as truth. Some of his insights about business strategy: 4️⃣ Business strategy has 4 pieces. ＝ HR strategy could also focus on the same 4 pieces. We need to think about them in context of HR and the business.

Explore the pivotal role of HR strategy in modern organizations with seasoned HR expert Lisa Johnson. Equip yourself with insights to make HR an instrumental driver of overall business success. With vast experience spanning various industries, Lisa offers valuable insights on why HR strategy matters and how it becomes the linchpin of organizational success. Episode Highlights:  Understanding HR Strategy: It's the roadmap that ensures HR departments navigate challenges effectively, aligning seamlessly with the overarching goals of the organization. Benefits of an HR Strategy: Beyond guiding HR departments, a robust HR strategy amplifies internal alignment and sets the stage for broader organizational success. Building an HR Strategy: From establishing a clear vision and mission to incorporating SWOT analysis and KPIs, Lisa breaks down the essential components. Real-World Application: Lisa shares her experience at the Kentucky Chamber of Commerce, showcasing how a well-implemented HR strategy can drive results, regardless of an organization's size. Top 3 Takeaways: Guidance Through HR Strategy: It acts as a clear, consistent guide, ensuring the HR department remains focused and aligned with organizational objectives. Promoting Internal Harmony: An effective HR strategy brings clarity and unity to the HR team, aligning everyone toward a common purpose.  Elevating Organizational Performance: With a sound HR strategy, HR not only understands but actively contributes to the organization's broader challenges and aspirations. Additional Resources: Connect with Lisa Johnson: Click Here.  HR Strategy for the Future of Work with Lisa Johnson, Tuesday, October 24, 2023, 12:00 p.m. ET - Register Imagination@Work: Shifting Boundaries in the Modern Workplace on Amazon Seat at the Table HR Leaders Virtual Summit, November 2 - 4, 2023 - Details & Register

Jess Larsen and Spencer Stewart interview Federico Demarin, a Global Human Resources Executive and MBA professor with a passion for helping organizations generate more value with their people. Federico has a wealth of experience in HR business partnering, HR strategy, change management and more. Don't miss this valuable interview and learn how Federico is transforming organizations with innovation and change! Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, you'll get an inside look at CHRISTUS Southeast Texas Health System. Tune in to hear details about CHRISTUS' teacher externships, and the range of healthcare professions beyond just doctors and nurses. Discover how the pandemic affected hospital staff and what CHRISTUS does to retain employees. Michelle Hammerly, Director of Education, and Jennifer Strope, Director of HR Strategy at CHRISTUS, reveal the massive growth, diverse opportunities, and technology advancements happening in Southeast Texas healthcare.

In this power-packed episode, we're diving deep into the transformative power of Strategic Planning and Management in HR. You'll walk away with a comprehensive understanding of not just what strategic planning is, but also how strategic management acts as the vital engine that turns plans into actionable results. Learn the art of setting focused, long-term goals and creating a pathway to achieve them. Discover how real-time adjustments keep your strategic plan agile and effective. We'll also provide concrete examples that illustrate how strategic alignment can save resources, streamline decision-making, and keep your HR efforts attuned to both internal needs and external challenges. This episode is brimming with insights that are crucial for anyone in HR—from those just entering the field to seasoned professionals and especially for those studying for HR certification exams. Equip yourself with the knowledge to make your HR initiatives more strategic, impactful, and aligned with your organization's overarching goals. Not sure what exam to take? Take the QUIZ: https://learn.hrdefined.com/pages/take-the-quiz Connect with Cari: https://www.linkedin.com/in/carihawthorne1/ WHERE TO FIND US: Web: www.learn.hrdefined.com Email: info@hrdefined.com LinkedIn: linkedin/company/hrdefined Facebook: facebook.com/hrdefined Instagram: @hrdefined GRAB THE BOOTCAMP: https://learn.hrdefined.com/courses/exambootcamp . . . . . . . . #HRQualifications #CertifiedHR #HRTraining #HRCredentialing #CertificationJourney #HRDevelopment #HRMastery #CertificationGoals #StayCertified #HRCertification #PHR #SPHR #SHRM #SHRMCP #SHRMSCP #HRCI #aPHR #HRBP #HRMP #HumanResources #HRM #HRProfessionals #TalentManagement #EmployeeEngagement #HRStrategy #WorkforcePlanning #HRTech #HRAnalytics #Recruitment #TalentAcquisition #hrdefined #shorts

Hear Krupa (Desai) Vankayala, VP of People and HR at Sapphire Ventures discuss aligning business strategy with HR strategy, HR trends affecting leaders at high-growth companies, life-long learning, and more.

 In today's episode, we're demystifying the concept of "Strategy" and why it's a game-changer for anyone studying for HR certification exams. From organizational to operational levels, learn how strategy impacts every facet of HR. We'll walk you through real-world examples that help you translate textbook knowledge into day-to-day actionable plans. Whether you're an HR professional or an aspiring leader, this episode is your blueprint to acing strategy questions in your exams and beyond. Don't forget to subscribe for more empowering HR content! Not sure what exam to take? Take the QUIZ: https://learn.hrdefined.com/pages/take-the-quiz Connect with Cari: https://www.linkedin.com/in/carihawthorne1/ WHERE TO FIND US: Web: www.learn.hrdefined.com Email: info@hrdefined.com LinkedIn: linkedin/company/hrdefined Facebook: facebook.com/hrdefined Instagram: @hrdefined GRAB THE BOOTCAMP: https://learn.hrdefined.com/courses/exambootcamp . . . . . . . . #HRQualifications #CertifiedHR #HRTraining #HRCredentialing #CertificationJourney #HRDevelopment #HRMastery #CertificationGoals #StayCertified #HRCertification #PHR #SPHR #SHRM #SHRMCP #SHRMSCP #HRCI #aPHR #HRBP #HRMP #HumanResources #HRM #HRProfessionals #TalentManagement #EmployeeEngagement #HRStrategy #WorkforcePlanning #HRTech #HRAnalytics #Recruitment #TalentAcquisition #hrdefined #shorts

Value Acceleration meets HR Strategy: How they work hand in handIn today's episode, we talked with Steve Schad, President and CEO of Optima HR Solutions, which is a fractional HR services organization. Steve's firm specializes in helping owners grow the value of their business through HR strategies that drive enterprise value and goes well beyond the basics of benefits, hiring practices and performance reviews. Steve got his start in Organizational Development, but focused on both the people side and the business side. Having a two-way thinking process gives him an advantage in his role, since that role is usually a dual-focused one. Business strategy must be determined first, before determinations are made for the number of people we hire and in what role. Many times, owners will hire when there's a vacancy, but that's not always the best solution. Steve's firm approaches each engagement beginning with a proprietary assessment that helps measure the strengths, weaknesses, opportunities and threats of the company's talent. A refreshing angle to a normal SWOT, wouldn't you say?Once the assessment findings are compiled, they can begin the work of aligning people with business strategy; right people/right seats. In the US, our demographics are not heading in our favor; we're not replacing ourselves. That means the workforce shortage will continue into the foreseeable future, so owners need to be thinking outside the box on how to remedy that long term.Listen to the advice Steve gives. Connect with Steve Schad and Julie Keyes. Thank you to our show sponsors! Dayta, JAK, Sunbelt Business Advisors and Trust PointWe would love to hear from you! Click on the link for the EPI 2023 Minnesota State of Owner Readiness Survey Are you ready for your best exit? There is no time like the present to prepare. Check out these resources offered by KeyeStrategies: Business Readiness Transition online course Free Ebook download here Purchase Poised for Exit book here

Michael and Robin sat down with Don Robertson, EVP/CHRO of Northwestern Mutual to discuss HR strategy and his approach, especially over the last several years. As the HR leader of this insurer and investment firm that consistently ranks among the country's best places to work, Don expertly blends the human element of HR with sound-business decisions, analytics, and data to drive the talent strategy. Join us for a captivating conversation about topics ranging from HR's role (and evolution) to DE&I and organizational culture, to what trends and themes Don sees as dominating the HR landscape.

Welcome back to HR Insights: The Podcast! We have another exciting guest joining our host, Stuart Elliott this week. Scott Sullivan is the Director of Human Resources at law firm, Bates Wells and he sits down with Stuart to talk about green ethics and their role in the HR Strategy.  Scott Sullivan is an experienced strategic HR professional with varied involvement throughout the employee cycle, working within the legal sector for a long time in companies like Barclays Bank, he is also a Chartered Fellow of the CIPD, trustee of the charity Diversity Role Models and sits as a Justice of the Peace in East London. Scott was drawn to Bates Wells because of their values and mission to implement sustainability.  In this episode, Stuart and Scott examine the importance of green ethics in the HR Strategy, how these are utilised in company rewards and benefits as well as what companies can be doing to improve their overall sustainability.  Key Time Stamps:-   3:20 - Intro into Scott Sullivan -  11:10 - Why are green ethics important in the HR Strategy?-  15:00 – What does green ethics look like in practice from an HR standpoint? -  17:30 – Covid's impact on green ethics-  20:45 – Does cost effect sustainability within the business? -  22:20 - How are green ethics seen in your rewards and benefits? -  29:50 – Do sustainability values ever get in the way of business? -  31:20 – What is coming next in this space?-  34:50 – Advice to HR functions on implementing green ethics

Summary:This is our series finale as we wrap up our interviews from HR Tech '22 with a back-to-back, two-part episode! First, we'll be hearing from Neena Kovuru, VP of HR Strategy and Technologies at UKG. Then, we'll be hearing from Joe Kvidera who at the time was the VP of Sales at Lucy AI, an AI-powered knowledge platform. In this episode, Neena first walks us through what it means to be an employer of choice and what companies can do to become one, and then Joe talks about conversational AI and how it can improve the employee experience. Chapters:[0:00 - 1:29] Introduction[1:30 - 3:03] Welcome, Neena!Topic: Employers of Choice and How to Become One[3:04 - 18:21] What is an Employer of Choice and what does it mean to be one?Companies' plans for becoming employers of choice for desired candidatesHow upholding promises made to employees boosts public imageCan DEI efforts help companies become employers of choice?[18:22 - 30:12] Welcome, Joe!Topic: Developments in Conversation AI and Employe Expectations Around Work Flexibility[30:13 - 34:53] Building conversational AI for an improved employee experienceWhy companies' focus is shifting from the companies themselves to their employeesThe challenges around data consistency for use with conversational AIWhy employees will continue to expect and push for flexible and remote work from their employers[34:54 - 35:22] ClosingThanks for listening!Quotes:“Very few organizations actually say, ‘Here's a pathway for you. We see potential in you. Let's see how we can help you grow.' . . . [and] when you talk about equity, everybody needs a different ladder to climb.”“The biggest challenge with brining together data to answer HR questions is that there's no consistency [from one organization to the next; from one department to the next; and from one leader to the next].”Contact:Neena's LinkedInJoe's LinkedIn at the time of this recording he was working for Lucy AIDavid's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris

Andrea Herran is the Founder and Principal of Focus HR Consulting. Andrea developed a passion for Human Resources and Leadership from the beginning of her career. One thing she noticed about working with people is you see the good, bad and the ugly from managers and employees. Overcoming the bad and ugly was a challenge she would take on and learning from the good and great made a lasting impression on Andrea. She bring those learning to her clients and team each day. Learn More: https://focushr.biz/about-us/

Unser heutiger Gast besuchte 7 Jahre lang die German International School Tokyo Yokohama. Ihr Studium umfasste die Fächer Medienwissenschaften, Linguistik und Internationales Recht. Ihre Karriere begann sie in der internen Kommunikation der BMW Group Mini Plant Oxford. Danach war sie mehr als elf Jahre bei Adidas, wo sie ebenfalls in der internen Kommunikation begann. Sie war dort unter anderem für globale Events verantwortlich. Nach diversen Stationen war sie zuletzt Vice President HR Strategy und war außerdem Chief of Staff. Nach einem Abstecher in die Baubranche ist sie seit Oktober 2022 bei dem Outdoor-Bekleidungsunternehmen Jack Wolfskin. Als Head of People and Culture leitet sie die Personalabteilung sowie die Internal Services. Seit mehr als fünfeinhalb Jahren beschäftigen wir uns mit der Frage, wie Arbeit den Menschen stärkt - statt ihn zu schwächen. In mehr als 360 Folgen haben wir uns mit über 400 Menschen darüber unterhalten, was sich für sie geändert hat und was sich weiter ändern muss. Wir sind uns ganz sicher, dass es gerade jetzt wichtig ist. Denn die Idee von “New Work” wurde während einer echten Krise entwickelt. Welche Rolle können die Personalabteilungen dabei spielen und was ändert sich, wenn sie sich nicht mehr “Human Resources" sondern “People and Culture” nennen? Wir suchen nach Methoden, Vorbildern, Erfahrungen, Tools und Ideen, die uns dem Kern von New Work näher bringen! Darüber hinaus beschäftigt uns von Anfang an die Frage, ob wirklich alle Menschen das finden und leben können, was sie im Innersten wirklich, wirklich wollen. Ihr seid bei On the Way to New Work - heute mit Aki Ben-Eszra. Episode 364 gibt es auf allen gängigen Podcast-Plattformen, wie Spotify oder Apple Podcasts (oder direkt auf otwtnw.de). Einfach nach ‘On the Way to New Work' suchen und abonnieren, um keine Folge zu verpassen. Christoph und Michael veröffentlichen immer montags um 6:00 Uhr.

The #1 fast food stock of 2023 so far? It's Shake Shack. But Shake Shack's facing the “The Honeymoon Problem.” Every tech company is laying off workers right now, except for one: Nintendo… because Nintendo is playing the infinite game. And Coinbase's earnings just revealed the state of the cryptocurrency industry (their new favorite word is “protect”). $SHAK $NTDOY $COIN $BTC Follow The Best One Yet on Instagram, Twitter, and Tiktok: @tboypod And now watch us on Youtube Want a Shoutout on the pod? Fill out this form Got the Best Fact Yet? We got a form for that too Learn more about your ad choices. Visit podcastchoices.com/adchoices

In this episode, Anita Grantham, Head of HR for BambooHR, discusses how to focus your goals and priorities for the new year to create an even more refined strategy for 2023.Join Anita Grantham, Head of HR at BambooHR, as she talks about:How do you measure the success of your goals?Company KPIs that HR should be settingSetting up relationship goalsWatch previous episodes and sign up for future live sessions at BambooHR.com/HR-Unplugged.

Marc Ladenstein talks about the HR strategy at Medtronic and the importance of delivering a consumer-grade experience to employees and customers. With a strategy based on people, process, and technology, Marc explains why people come first and the focus on employee well-being has become increasingly important, with the challenges that follow the pandemic and the current geopolitical situation.

Scaling and expanding your company operations internationally can be very lucrative when done right and challenging when planning is not conducted strategically. Establishing a global brand is all about understanding the market environments, local cultures and business laws. Thinking that you already know what to do without understanding the market is setting yourself up for failure. The roadblocks you face and the revenue potential in a foreign market will not be the same as in your current market. As a leader, you have to be willing to change your mindset and be flexible with your strategy to enhance the effectiveness of your foreign-based operations. Danila Palmieri, the Founder and CEO of Connect Solutions, gives us insight into the dynamics of scaling companies into foreign markets. While it can be rewarding to scale your company internationally, there are pros and cons to consider while planning your international operations playbook, to have a shot at increasing your probability for long-term success.------------Full show notes, links to resources mentioned and other compelling episodes can be found at http://LeadYourGamePodcast.com. (Click magnifying icon at top right and type “Danila”)Love the show? Subscribe, rate, review and share! JUST FOR YOU: Increase your leadership acumen by identifying your personal Leadership Trigger. Take my free my free quiz and instantly receive your 5-page report . Need to up-level your workforce or execute strategic People initiatives? https://shockinglydifferent.com/contact or tweet @KaranRhodes.-------------ABOUT DANILA PALMIERI: Danila is the Founder & CEO of Connect Solutions, a rapid business growth company that aims to help clients achieve their international business goals on an expedited timeline using a variety of tactics in HR Strategy and Operations. With 21+ years of experience managing corporate projects at the highest levels, Danila is an expert in strategy, project management, HR, and business acceleration.With a strong background orchestrating large-scale projects locally and internationally, Danila specializes in cross-border soft-landings in the U.S., post-merger integration, and helping companies establish back-office operations. She believes in becoming a long-term partner with her clients to help them achieve business goals that they couldn't achieve alone.Danila holds a degree in Engineering from Faculdade de Engenharia Industrial, a Postgrad in Business Administration from Fundação Getulio Vargas, and an MBA in HR Management and Personnel Administration from Fundação Getulio Vargas. She is also a WTC Atlanta Board Member, Former Chairman of the Board at Brazilian American Chamber of Commerce (BACC-SE), and an SHRM Atlanta Leadership Development Volunteer.WHAT TO LISTEN FOR:The importance of work-life prioritization vs. work-life balanceSome of the biggest success inhibitors of businesses trying to expand operations internationallyDanila's addition to the LATTOYG PlaybookDanila's Fun Facts - Saturdays, rice with beans, and surprisesFEATURED TIMESTAMPS:[04:02] Hear about what led Danila to move Brazil to the United States[12:30] The different areas that Connect Solutions helps businesses establish operations outside their home country[17:51] Danila's entry into the LATTOYG

Human Resources can pave the way for corporate success, just by aligning HR with business strategy. To explore this further, our guest today is Claire Chandler, President and Founder of Talent Boost.

Key to getting  a great job with an multistate cannabis companyYou don't need a resume to get a  job at  one of the nation's largest cannabis multistate operators — you just have to show you have the skills and personality to get the job done. "Meeting people where they're at" is just one way that Verano looks to differentiate itself from the competition. And it's also one way that a brand new industry can define itself when there's nothing to disrupt.Destiny Thompson, the Chief People Officer at the fifth-largest cannabis company by market cap, chatted with Vangst CEO  Karson Humiston to talk all things people, growth, and cannabis — and how Verano is helping to build an industry powered by people who truly are Proud to Work in Cannabis. Produced by PodConxProud To Work In Cannabis - https://podconx.com/podcasts/proud-to-work-in-cannabisKarson Humiston - https://podconx.com/guests/karson-humistonVangst - https://vangst.com/Destiny Thompson - https://podconx.com/guests/destiny-thompsonVerano - https://verano.com

Find transcripts of every episode at lattice.com/allhands.Follow All Hands on Apple Podcasts, Spotify, Stitcher or wherever you get your podcasts so you never miss new episodes.Learn more about how Lattice can help your business stay people focused at Lattice.com or find us on Twitter @LatticeHQ.

Find transcripts of every episode at lattice.com/allhands.Follow All Hands on Apple Podcasts, Spotify, Stitcher or wherever you get your podcasts so you never miss new episodes.Learn more about how Lattice can help your business stay people focused at Lattice.com or find us on Twitter @LatticeHQ.

What does the new generation want out of their work environment? In order to appeal to the future workforce, we must shift and reimagine how jobs function. Donald Bradburn, the Director of HR Strategy Design, Workforce Planning and Analytics for Southern California and Hawaii Markets, at Kaiser Permanente is joining us today to cover what employers can do to ensure their employees keep coming back in this fast paced world. With such high rates of turnover, we must shift our approach to career development and planning in order to provide more meaningful and long lasting relationships within the workforce. The key is starting with our educational programs and apprenticeships, and providing real support for employees. Discover how supporting employees and providing sufficient educational training can ensure strong relationships while still maintaining a high level of care.  More from Donald Bradburn:  Visit about.kaiserpermanente.org Email: scal-wfpd@kp.org  LinkedIn: @Donald Bradburn Instagram: @kpthrive Twitter: @aboutKP   Find the transcript to this episode here To connect with us about the podcast visit our website Please be sure to subscribe, rate and review us on apple podcasts or wherever you listen to your podcasts!  

Today's guest is quite impressive. She's an entrepreneur, a best-selling author, a drone pilot, and an HR Strategy pro! Please welcome to the show, Brenda "The HR Lady" Neckvatal!Check out her book: Two Wolveshttps://www.amazon.com/Two-Wolves-Which-Feeding-Impact-ebook/dp/B09RN6XR64Follow her: @BrendatheHRLady