Podcasts about human resource managers

Greeting Glocal Citizens! Next up in our collaboration with LiveWell Initiative for the Women of Africa Post-Pandemic Empowerment and Advocacy Programme is a conversaton centering youth and partnerships with a leading management consultant in Africa, Dr. Adebowale Jeff Johnson. Born and raised in Nigeria, he is the first Youth Performance Consultant in the world. He has worked in six consulitng firms over the span of his nearly 25 years of working experience. Also working with several other organisations in capacities ranging from Human Resource Manager, GM Strategy and Innovation, Business Service Manager, Project Manager, Resource Consultant, Corporate Affairs Manager, and Training Consultant. He is a speaker on national reforms, a seasoned advisor and a human resources generalist. He is currently the Managing Director of Advisory Firm, Purple Prime Limited, with a focus on business advisory and public sector advisory practices. In this lively conversation we get to know about how his research across various sectors informs his work with youth and his public service endeavors. Visit the LiveWell Initiative (https://www.livewellng.org) for complete event details on upcoming and events and learn more about event supports like Gilead Sciences USA. Where to find Adebowale? On LinkedIn (https://www.linkedin.com/in/dr-adebowale-jeff-johnson-b70b9415/) On Instagram (https://www.instagram.com/oba_adebowale/) On Facebook (https://web.facebook.com/debojeffjohnson/?_rdc=1&_rdr) On X (https://twitter.com/sendebojohnson) What's Adebole watching? Slingshot (https://en.wikipedia.org/wiki/Slingshot_(2024_film)) 300 (https://en.wikipedia.org/wiki/300_(film)) The Bourne Series (https://en.wikipedia.org/wiki/Bourne_(franchise)) 24 TV series (https://en.wikipedia.org/wiki/24_(TV_series)) The Bond Series (https://www.007.com/the-films/) Mission: Impossible (https://en.wikipedia.org/wiki/Mission:_Impossible#:~:text=Mission%3A%20Impossible%20is%20an%20American,in%201988%20for%20two%20seasons.) Other topics of interest: About the Ìjẹ̀bú people of Lagos (https://en.wikipedia.org/wiki/Ijebu_people) About Ogun State, Nigeria (https://ogunstate.gov.ng) An interesting attraction in Kano, Nigeria (https://artsandculture.google.com/story/kano-durbar-festival-nigeria-s-most-spectacular-horseparade/tQLi5tQ-fjobJA) About Free Education and in Nigeria (https://www.globalacademicgroup.com/journals/nact/Onojete.pdf) and Chief Obafemi Awolowo (https://en.wikipedia.org/wiki/Obafemi_Awolowo) About Gbagada Estates, Lagos (https://blog.krent.space/area-guide/lagos/gbagada/) Psychometric Testing Tools (https://www.pipplet.com/best-software/best-psychometric-tests) On the Benin Empire (https://en.wikipedia.org/wiki/Kingdom_of_Benin) On the Oyo Empire (https://en.wikipedia.org/wiki/Oyo_Empire) House of Ga'a film about Bashorun Ga'a (https://www.netflix.com/gh/title/81681233) Yoruba Dialects (https://en.wikipedia.org/wiki/Yoruba_language) WWE's nWO (https://www.wwe.com/superstars/nwo) Adebowale's last thoughts… “Wisdom is the correct application of understood knowlegde.” Special Guests: Adebisi Bright and Adebowale Jeff Johnson.

Welcome to the #ShareYourHotness Podcast episode 137! Jeri Mae Rowley, Speaker ~Trainer~ Saddle Maker's Daughter, shares precious life and leadership lessons from her family's world-famous saddle shop.  She has been invited to present keynotes and concurrent sessions in 39 states, Canada, and the US Virgin Islands. Provide leadership, communications, and customer service training for businesses and organizations. Jeri Mae's clientele covers an intriguing variety of industries and organizations: from the Federal Reserve to National Wildlife Preserves; municipalities to multi-media; semiconductor to pet cemeteries; drill bit manufacturing to tropical island resorts. Her resume includes successful experience as a manager, salesperson, state-wide training program administrator, college workforce training director, and college instructor. Jeri Mae has been president of “almost every organization I've belonged to since Lively Livestock 4-H.”  She is a past president of the National Speaker's Association's Mountain West Chapter, serving professional speakers in Idaho, Utah, Montana, and Wyoming.  She has also served as president of her local Chamber of Commerce, Faculty Senate, Convention and Visitor Bureau, Society of Human Resource Managers, and National Speakers Association. She served on the Boards of the National Speakers Association DC Chapter and the DC Metro Association for Talent Development. Jeri Mae taught Small Business Entrepreneurship, Human Resource Management, and Hospitality Management for sixteen years at Flathead Valley Community College in Kalispell, Montana. She is a Certified Instructor for the Montana Department of Commerce NxLeveL Entrepreneurship Course, Travel Montana Superhost Customer Service Training, and the American Hotel and Lodging Association in Management and Marketing. In addition to her teaching duties at Flathead Valley Community College, she served as the college's Workforce Training Director and Statewide Coordinator for Travel Montana's Superhost Customer Service Seminar program. Jeri Mae has received regional, state, and national recognition for her success as a leader and educator, including Montana's Glacier Country Person of the Year, Montana State SHRM “Above and Beyond Award,” and the prestigious “Visiting Scholar Award” from the National Tourism Foundation. Support The #ShareYourHotness Podcast by contributing to their tip jar: https://tips.pinecast.com/jar/the-syh-podcast Find out more at https://the-syh-podcast.pinecast.co

KI hält auch im HR-Bereich mehr und mehr Einzug. Iris Bergmann ist Director People Enablement in Österreich bei Nagarro und beschäftigt sich in ihrer Rolle intensiv mit dem Einsatz von KI für Onboarding, People Management und HR allgemein. Im Podcast sprechen wir heute über die KI als Human Resource-Manager, Vorurteile, BIAS und Bewerbungen von LLMs. Die Themen:  KI in der HR Bewerben mit KI Fachkräftemangel und KI-Lösungen Personalentwicklung Bias / Vorurteile durch KI Wenn dir diese Folge gefallen hat, lass uns doch vier, fünf Sterne als Bewertung da und folge dem Podcast auf Spotify, Apple Music und Co. Für Anregungen, Kritik, Feedback oder Wünsche zu künftigen Gästen schick uns jederzeit gerne eine Mail an ⁠⁠⁠⁠⁠⁠⁠feedback@trendingtopics.at⁠⁠⁠⁠⁠⁠⁠. --- Send in a voice message: https://podcasters.spotify.com/pod/show/trending-topics/message

If you ask Todd Kuckkahn about his mission in life he will immediately tell you that he “is on a mission to revolutionize company culture and leadership”. Todd has spent most of his life working to better communications, trust and teamwork. He is a life-long Wisconsin resident. He always wanted to be a teacher and actually taught professionally for several years.   Later, he moved to the nonprofit sector, but he would tell you that actually he continued to teach. He always has felt that we all need to do a better job of communicating which also means that we need to be more open to trusting each other.   At the age of 63 years, some two and a half years ago Todd left what he calls his best job to become a solopreneur. In other words, he went out on his own to further his work. As you will hear, Todd clearly is an excellent communicator. His insights and thoughts are refreshing and do represent ideas we all should consider and find ways to use.     About the Guest:   Todd Kuckkahn is on a mission to revolutionize company culture and leadership. Throughout his career, Todd has done countless presentations, workshops, and seminars at local, state, national and international conferences. Todd annually hosts Live2Lead featuring John Maxwell and other internationally known leadership speakers.   Todd is passionate about sharing his experience and knowledge in communication, leadership, generations, personal growth, and company culture. He writes for numerous publications, including an international publication.   His passion for leadership and culture earned him an independent speaker, coach, teacher, and trainer certification with (John C.) Maxwell Leadership. He is both DISC and DEI (diversity, equity, and inclusion) certified.   His numerous live and virtual speaking engagements include conferences for: International Economic Development Council Leadership Summit, United Way Great Rivers, State of Wisconsin Chamber of Commerce Executives. State Society of Human Resource Managers, Big Ten Conference Fundraisers, International Maxwell Certification, Special Olympics International Torch Run, New Beginnings Motivation, and UnleashU Now. He has also appeared on numerous podcasts and co-hosts his own, Crushin' Company Culture.   Todd Kuckkahn's professional work experiences include non-profits, education, government and small to large businesses. He has taught in four different college settings and three different high schools. His teaching experience includes entrepreneurship, collaborative leadership, international business, supervision, and leadership development.   He has served with numerous non-profits, including the UW Foundation, UW-Platteville Alumni Office, UW-Stevens Point Foundation and Alumni Office, United Way of Dane County, Wisconsin Special Olympics, Madison Children's Museum, Marshfield Clinic, Girl Scouts of the Northwest Great Lakes, Portage County Business Council, and Pacelli Catholic Schools.   Todd is a proud University of Wisconsin graduate in education and holds a Master of Science degree in education from UW-Platteville. He is willing to travel anywhere in the world to add more value to others than he receives through his faith.   Ways to connect with Roberto:   https://toddkuckkahn.com/ (business website) https://www.linkedin.com/in/toddkuckkahn/ https://www.facebook.com/toddkuckkahn/ (personal page) https://www.facebook.com/toddkspeaking/ (business page) https://www.instagram.com/toddkuckkahn/ https://twitter.com/buckybuckets https://podcasters.spotify.com/pod/show/crushincompanyculture (podcast)   About the Host: Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog.   Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards.   https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/   accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/   https://www.facebook.com/accessibe/       Thanks for listening!   Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below!   Subscribe to the podcast   If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe in your favorite podcast app.   Leave us an Apple Podcasts review   Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.     Transcription Notes: Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 01:21 Welcome to unstoppable mindset. Yes, this is another episode, we're really glad you're with us. And today we get to chat with Todd Kuckkhan. Todd is on a mission as he talks about it to read full revolutionary, I'm really great at talking today, revolutionize company culture, and leadership. And I'm really interested to hear about that he's been involved in leadership a lot in his life, as we will hear. And one thing, it'd be great to create a joke about it, but I won't too much. He has had 17 jobs in his lifetime. And, you know, it's kind of funny once during the 2016 election. Somebody was talking about all of Hillary Clinton's qualifications, and they said she was a secretary of state and she was a lawyer, and she was a senator and so on. Oh, I think it was Letterman and he said the woman couldn't even hold down a job. So I don't know you're even worse. But Todd, welcome to unstoppable mindset.   Todd Kuckkahn ** 02:24 Is that a good or bad thing being worse than Hillary Clinton? But it's great. It's great. Michael, and, yeah, I have had 17 jobs, some several most of them. I moved on my own volition, but a couple of them, you know, they kind of pushed me out the door. And we can talk about that. But it's great to be with you. And thanks so much for pronouncing my name. Right. That is, that doesn't happen very often.   Michael Hingson ** 02:44 Well, it's an honor to have you on here. And I'm glad I got it. Right. And it cheated that I asked you earlier, but that's okay. We won't we won't tell anybody that right now. We won't tell him but so forget that, folks. But, but Todd has, has done a lot of things. I'd like to start with kind of the early times. Tell us a little bit about you growing up and all that and then we'll get into everything else.   Todd Kuckkahn ** 03:05 Sure. Yeah, I've lived in Wisconsin my whole life. I left for a week for vacation. That's it. So but a lot of love that love the state started out in teaching and education, but a lot of work in the nonprofit world. Throughout my career. That's where a lot of my different jobs were spent a lot of my life coaching basketball at a variety of different ages. And then about two and a half years ago, I got the itch to go out on my own and become a solopreneur. And I really thought that felt a leadership was my calling. So I decided to make that flip and I'm a full time solopreneur as you said revolutionising company, culture and leadership. Wow.   Michael Hingson ** 03:44 Well, kind of really interesting and intriguing as to how you got there and why you did that. I know. You're a badger. Absolutely. So that's a that's a good thing. My wife was a Trojan she only she did her Master's at USC. I did my bachelor's and master's at UC Irvine. So, anteater Zott. And, and we've even been to a couple of the March Madness is, although only two and but the last time we got up to 16   Todd Kuckkahn ** 04:17 I think. So I guess I snuck in a couple times. Yeah, we've snuck in   Michael Hingson ** 04:21 a couple times. So it's pretty good. So it's kind of fun to to have your school represented, at least in some various ways. Well, we're glad that you are here. So when you were in college, what did you get a degree in, got   Todd Kuckkahn ** 04:35 my degree in Broadfield Social Studies, and I wanted to be a coach. So in order to be a coach, you usually have to be a teacher. So I got I got my teaching degree in Broadfield. Social Studies, the professor that got me into Broadfield social studies actually in sociology. He studied he went into a bar and studied the patrons of the bar and it was the book he wrote was marriage in the family. So how that'll happen about cheese, if you can get paid to go into a bar, and talk to other people and make money, I'm thinking, I love this. I love his career, but actually, I ended up going into teaching. Well, you know,   Michael Hingson ** 05:12 always another option for you down the line. I remember when I first was approached after September 11, to talk about my experiences, and so on. And people started saying, we want to hire you to come. I thought, this is really interesting. People want to pay me just to come and talk. Why do I want to sell computer hardware? This is a whole lot more fun idea. And go karts. That's what I did. I ended up deciding that selling life and selling philosophy and educating people about the World Trade Center, and what we should learn from and so on was a whole lot more fun than selling computer hardware. And I found it very rewarding for the last 22 years. Well, it's   Todd Kuckkahn ** 05:53 a great Yeah, I mean, sharing experiences like that making an impact on people helping them to kind of think through their lives through through your experiences in your life. And you can impact so many more people in that regard to in your world speak. And that's what I that's what I enjoy about it too.   Michael Hingson ** 06:07 Well, on the other hand, there is something to be said for going off and spending time in bars course. I don't know what it would cost you to do that.   Todd Kuckkahn ** 06:18 I got paid. Yeah,   Michael Hingson ** 06:19 pay more than you have to spend. Right, right. There economic issues that go along with it. But that's okay. So what did you teach?   Todd Kuckkahn ** 06:31 I taught my first teaching job, I taught psychology, sociology and history, I was always at least a half a day, a friend and in front of the students. And first, you know, the textbook and, and all the work it was quite a scramble at that first year, but really enjoy that. And then then the coaching bug bit went off to do some college coaching. But I loved I love the teaching. And I've been teaching in a variety of ways, really my whole life, whether it's college or high school, or on the basketball court, or in a workshop, I   Michael Hingson ** 07:02 got my secondary teaching credential while I was getting my master's in physics, and I plan on going into teaching professionally as it were. But then job things came along that that changed all that. But what I've realized a number of times throughout my career is I've always been teaching. And you're absolutely right. It's it's something that in fact, we all do, whether we realize it or not. And those of us who realize it and appreciate it, obviously are the better for it. Yeah,   Todd Kuckkahn ** 07:29 absolutely. I, I, you know, whether I'm, I always feel I'm teaching if on the basketball court, or if I'm in the classroom, or even even a one on one conversation, you know, you and you and I are learning from each other while while we while we talk as well. So I think it's, you know, I think it's part of that servant leadership mentality, too, that people have and, you know, giving back giving back more than they receive and trying to help others and impact and like you said before, I think   Michael Hingson ** 07:54 that's really important to do. And that's a good thing that you did it. So how long did you stay in teaching?   Todd Kuckkahn ** 08:00 I taught high school was two different stints. One three years didn't one two year stint. And then as I said, I've done some adjunct faculty work with there's a couple of different colleges in this area. There's a university here as well. So I have done some some teaching for probably, I don't know, 1015 years there as well, but not as a full time profession. My full time teaching was about five years. And that was a few years ago.   Michael Hingson ** 08:25 And then what did you do? Well, then I coached   Todd Kuckkahn ** 08:29 college for a few years at university, Wisconsin Platteville actually helped recruit the team that won their first national championship down there, they won for division three national championships. So I was proud to be a part of that, that first one. And then I got into the nonprofit world, actually in athletics, doing fundraising, and then had a number of other jobs with Special Olympics. Children's Museum, United Way, Girl Scouts, couple different universities doing doing fundraising and raising money for their programs.   Michael Hingson ** 09:02 Wow. So you moved around? Yeah,   Todd Kuckkahn ** 09:06 usually, I mean, I had several different jobs in the same in the Madison area, the capital city, of course. And yeah, you've got me around the state a little bit now. We've actually been in Stevens Point here in central Wisconsin for almost 20 years, we 20 years in June.   Michael Hingson ** 09:22 So why is it that you chose because clearly you did to not stick with one job, like a lot of people seem to like to be able to do and make that your whole career?   Todd Kuckkahn ** 09:33 Well, I'm most in most cases I was it was a way to advance my career. The career I was in, there was somebody in the you know, in the seat above me and they were well established and they were doing a great job. And I saw some other some other opportunities. There were a couple of times where I was pushed out the door. And now they're not here to defend themselves, but I would say a lot of it was due to culture. And I like a culture where It's fun to go to work. And we have teams that are working together and we communicate well share information. Some of my supervisors were a little bit on the micromanagement, kind of the the authoritarian leader, which I don't really have a lot of time for. So a couple times that didn't work out for me, but typically it was a better opportunity, or maybe an increase in title or salary.   Michael Hingson ** 10:24 Well, and some of that sphere, so you sort of, in a sense, kept in the same career, just different kinds of jobs. Right.   Todd Kuckkahn ** 10:32 Yeah. In the nonprofit in the nonprofit world with different Yeah, with different programs. So same field, just different businesses, different opportunities. Yeah.   Michael Hingson ** 10:40 Right. So when we talk about 17 jobs, we're we're abusing you a little bit, needless to say, but you brought it on. So you're, you've got broad shoulders,   Todd Kuckkahn ** 10:50 I can tell you that that's I will once in a while I'll post on social media bought it, my wife kind of goes, Why do you tell people that? And I'm like, well, that's, that's who I am. I mean, I want people and all that, you know, you can certainly stay in a job for your entire career, if that's what you choose. And maybe you move up within one organization, or you can move to different organizations and shift your career that way. And there were some really, you know, some really wonderful experiences, some great friendships that I've made that I, I still have to some degree. So, you know, for each person is different, right? How they're going to handle, they're probably only going to handle their career, how they're going to work their career, so that that just worked best for me. Well,   Michael Hingson ** 11:29 that's fair I, I've had a number of jobs. Through my career, I started out working in technology, and did it for the National Federation of the Blind helping to develop the Kurzweil Reading Machine that Ray Kurzweil developed back in the mid 1970s. Ray is an inventor and a futurist and created basically Omni font optical character recognition, which is great. But then I went to work for Ray after a project with the National Federation of the Blind and Ray together. But after about eight months, suddenly, I was called in and said, Well, we gotta lay you off, because you're not a revenue producer. And we've hired too many non revenue producers, unless you want to go into sales. And so there I went, and you know, for me, the issue was, the unemployment rate always has been and continues to be really high for unplayable blind people. And it's because people think that we can't work and has nothing to do with whether we really can or not, and people ignore our resumes, but you're blind, you can't do this. And so the result is that makes it a challenge. But I went into sales. And in a sense, just like teaching, in reality, most of us are selling all of our lives. And what we really need to do is to understand that concept and understand the value of it.   Todd Kuckkahn ** 12:46 Yeah, look at look at it as a positive because we think of the, the, you know, the underhanded salesperson who tries to you know, you know, get a deal or something or, you know, something under the rug. And but it's Yeah, so you're right. I mean, every I mean, I'm married, and I had to sell my wife and I have to sell my kids and grandkids every day that I'm a decent dad and grandpa, and we're always selling ourself or our business. And that's why that's why like leadership so much as well, too, because it's really that's about, you know, a authentic way of selling yourself really is what leadership is about. Yeah.   Michael Hingson ** 13:24 And in job interview is nothing but a sales presentation. If you really look at it. Yep, absolutely. Well, so you got very involved in the whole idea and the whole concept of leadership. Tell us a little bit about that.   Todd Kuckkahn ** 13:37 Yeah, it was interesting. I was I was at the Chamber running a chamber of commerce here in central Wisconsin, a gentleman came in and said, Tom, you got this program and you'd like to have the chamber promote it? I said, well, the challenge is you have to be a member in order for us to promote promote this kind of thing. That was our policy. And we figured out that if he would give us six tickets to the event, that was the value of a membership. So we decided to do that. And I was smart enough to take one of the tickets. I gave the other five away to volunteers and board members and things. Went to the event. It was a John Maxwell event called loop to lead. And I was just enamored with John Maxwell and and, Brett if at that point, he was turning 70 very fatherly type figure, grandfatherly type figure. And this really resonated with him and left the event talk to the guy again, they said this guy is interesting. So here's a book. So he gave me a book to read. And then I got involved with some mastermind groups. And we talked about leadership and different leadership skills. And I went to one of his it's called International Maxwell certification, and got certified with his with his team. And since then I've gone to three others, but that really, that was the impetus of hearing him speak and talking about leadership and other countries and talking about how he had so much he needed to do in his life, even though he'd written 80 books and the on and on and on. And then from there, I just start Building slowly, a part time leadership business doing speaking and workshops and then decided about two years ago that I wanted to do it full time and stepped away from probably one of the best jobs I have. What was the   Michael Hingson ** 15:13 job that you had at the time, that was a cheat, you're still at the   Todd Kuckkahn ** 15:15 Chamber chamber, actually was there for six over six years longest stint with with any job and but I just you know, you have a job or you have a career or you have a calling. And I felt my calling was working in the leadership and culture arena, I had a good career in the nonprofit world, including the chamber, but I felt my calling was really much like you impacting people in a different way. And, you know, helping them avoid some of the pitfalls that I faced during during my career.   Michael Hingson ** 15:46 What do you think some of those pitfalls were?   Todd Kuckkahn ** 15:49 Well, I think it's the understanding of truly what leadership is some people think that, you know, you get a title. And that makes you a leader. Well, because you're president or an organization doesn't necessarily mean you're a good leader. It's a lot about a lot about relationships, authenticity, being vulnerable. And I think leaders sometimes feel they have to put up this, this, this artificial wall, this barrier between them, and their employees and either micromanage them on one extreme, or in some cases, ignore them. So you know, Maxwell Maxwell says leadership is influence nothing more or less, nothing less. And I think that's very true. Now, now influence not in the manipulative way, but influence in a servant leadership type of way, and really helping people be as successful or even more successful than you are, because that's only going to elevate the team.   Michael Hingson ** 16:42 I think you brought up a really good point, to rephrase it slightly, or paraphrase it. We have bosses and we have leaders, and sometimes they're the same, but oftentimes, they're really not the same at all. Yeah,   Todd Kuckkahn ** 16:55 if you're, if you're into management, management is, is very structured. And you know, it's important. I mean, you'd have managers in an organization, because there are certain things you have to do is particularly in manufacturing, but but leadership is is is above and beyond, and it's really working on the relationship side, the people side, Marcus Buckingham, I run them to lead down my community, I went to it, now I run that event. And Marcus Buckingham said that love is really critical in the workplace, because human behavior defines what we do. And that's what love is really all about now to talk about love in the workplace. You know, I hear a lot of phones clicking right now on the podcast, but I mean, it's, it's it's not the kind of love that sometimes we think of in you know, that type of love. But it's a love and respect for people, and then their human behavior. And we're all different people, and how do we bring all these different people together to get the best result?   Michael Hingson ** 17:51 Well, and that's, that's really it, isn't it, it's a matter of learning to, to, to love other people and not look down on people. And the reality is, some of the best leaders in organizations recognize that there are times in the life of a team, when you essentially give up leadership, to let somebody who's better able to deal with a particular situation, take the lead, and to lead it. And when you really develop that level of trust with your colleagues who you're leading, it makes for a much better team all the way around. Well,   Todd Kuckkahn ** 18:31 you hit on some of the keywords that I love talking about. And that's respect and trust, those are, those are so critical to a successful workplace. And if you have respect, if you have the trust, then you have the communication and people and then you're gonna have constructive conflict, right? Sure. That's the kind of conflict you want to have, you want to you need to have some conflict, you need to have some of that, that positive tension, because that helps you get even a better idea. And like you say, where you're bringing all these strings together from all these different people, you're going to end up with a much better widget or much better service than you would otherwise. One   Michael Hingson ** 19:05 of my favorite books is The Five Dysfunctions of a Team by Patrick Lencioni. And he talks a lot about the fact that it's appropriate to have real conflict in a team as long as everybody understands that the conflict is not personal, but it's all about getting the team to a place and the reality is that sometimes when the team adopts a position and if it doesn't work out, then you all recognize Okay, well that didn't work out let's go off and figure out what we do from here but it isn't an I told you so issue.   Todd Kuckkahn ** 19:38 Well, that yeah, that five dysfunctions is yet another reason I like and respect you, Michael, I can add to the list because I think that's it. That's an incredible book and like you say, it starts with the basis of trust and with trust, you're gonna have that conflict. And then you get then you get to you get to commitment, you get to accountability and you have the results you want but you have to be willing to call out your teammates and you have to be And except when you're called out, as long as it's done in a constructive manner, like you said, not, not not not a personal attack, and you shouldn't take it as a personal attack. Everybody in the room, everybody around the table wants to elevate and come up with the best thing possible. And that has to begin with, with trust. You   Michael Hingson ** 20:17 know, one of the things I talk about a lot are dogs. Because while dogs I do seriously believe love unconditionally, unless something just really horrible has happened to them at the hands of someone, but they love unconditionally, but they don't trust unconditionally. But the difference between dogs and people, and I think it's something worth exploring here is dogs are open to trust, you have to earn their trust, but they're open to it. And humans, especially nowadays, and probably to a degree always have not been nearly as open to trust. Why is that?   Todd Kuckkahn ** 20:53 I think because people are different, which is really, which is really sad. It shouldn't, it shouldn't be because people are different that we, we need to you know, like I walk into a room. And and I tend to give people you know, 99% trust until they do something or say something that would that would diminish that. But not not everybody is built and built the same way. And sometimes our personalities get in the way of, of trusting people, because maybe we've had an experience with somebody else, or worse, we've heard about something else, right. But once you experience people and the differences there's I was talking about, there's a billion different people in the world, we're all different for a variety of different reasons, right? It's not all about what's on the exterior, the skin color, or the or the age or the eyesight, or the whatever the case may be. It's all sorts of different components. And if you look at a kind of going on a rant here, Michael, but if you look at an iceberg, 10% of the iceberg is above the water, you don't see the 90% that's below and that's the same of people that 90% that we don't see initially, is really who the person is. And they have the same challenges and issues and opportunities and experiences and excitement that that all of us do. And that's the part we need to get to, to that 90%. We don't sometimes you don't give people a chance, which is really unfortunate, I   Michael Hingson ** 22:12 would make the case. So the dogs are different in all dogs are different from each other, and so on, but they're still more open to trust. And I think part of it has to do with first of all dogs don't do what is dogs, dogs are in the moment. And dogs know that. Whether they realize it or not, they know that there are a lot of things they can't control. And they don't worry about it. They worry about what's around them that they really can deal with. And we don't we have to control everything, or we think we do. And it's the rare person that recognizes that there are a lot of things that we don't have control over. And that's okay, let's just focus on the things that we can. And it makes us better for it. Yeah,   Todd Kuckkahn ** 22:53 because yeah, as I have matured, ie becoming becoming older, I've really learned to let go of those things that that I can't control. You know, when I think when you're younger, you think you can and you want to try to control everything. And eventually along the way, at some point, hopefully you learn that, you know, I can't control everything. And I really shouldn't spend a lot of time worrying about things that I are outside of my control. I can I can think about a once in a while I listen to your show about them. But I want to focus on what I control, and there's so much you can control. But sometimes you lose sight of   Michael Hingson ** 23:25 that. Yeah, there's a lot that we can control. But there's a whole lot that we can't. And if we focus on the things we have no control over, then we get all the more frustrating because we can't control them.   Todd Kuckkahn ** 23:38 Right. Exactly. Exactly. I mean, you know, we I have four daughters, my wife and I, and they're one is going to be graduating with her master's and may the rest are all off in the work world. And sometimes, and I think it's part of maybe, you know, this is gonna sound sexist, but part of being a mother and a female is she just has a different relationship and wants to try to really she wants the best for them. But sometimes that best is a little bit is maybe too controlling and I'm fine with with letting my daughter's, you know, make a mistake, not a serious mistake. But I'm willing, you know, let's let them make a mistake and let them learn just like with my grandson, I'll let him you know, do the same thing. Sometimes you have to let them bump up against that, that that comfort zone a little bit and stretch it a little bit, maybe make a mistake so that they can grow and and become better   Michael Hingson ** 24:26 people. There are things about our world today that make it a lot more scary. And it's a lot harder, I think for people to let children make mistakes, because we got to keep an eye on I mean, there's just too many predators out there and all that. And I don't know, but I suspect that most people would probably make the case that we have more of that now than we used to, but at the same time, we do have to let kids grow. I was reading a New York Times article a couple of weeks ago that said that the one basic thing that we could do to help children more mature and more grow up to be better citizens in the world. is to let them make mistakes and not shelter them all the time.   Todd Kuckkahn ** 25:03 Well on the other thing, too, is my daughters and my grandson our had been involved with us sports, basketball, and you'll go to a tournament and you know, there'll be 32 teams there and everybody gets a ribbon. Everybody wins. Well, I mean, that's really nice. But there's only a difference. There's only so many different shades of orange you can make out of, and what are the learning right? There, you know, there you have the school of hard knocks is, as you sometimes hear it said, I think you're right, you have to, you have to fail to succeed and chasing failure will get you farther than chasing success, because he learned you can learn a lot more from failure. And obviously, there's a point to that. But But basically, yeah, we need to teach our kids to take those risks. And you know, my grandson will come over and pull out a bunch of wood and make make a little bite jump. And I know it's not going to work right right for him. And but he's not going to hurt himself by let him fail, because he'll figure out okay, what's the right way to do it? So small example. But same thing, like you said, Michael, that let him take that risk, let him fail to get him out of their comfort zone? Well,   Michael Hingson ** 26:08 and what we need to recognize is that failures is I think it is true, it's an opportunity. It's a learning experience, it doesn't mean it's a bad thing. And that's what we've got to get away from is thinking that failure is bad. Of course, the other part about failure is we can learn that it's not bad, but a learning experience if we think about it. Alright, so that didn't work today. Oh, I failed, I screwed up. That's really bad, as opposed to all right. What happened? Why didn't it work? What do I do next time and even the good things? How could I have made that better? We we don't tend to spend a lot of time learning how to or teaching children and others how to be introspective and and look at their days, and analyzing what happens. And what happened.   Todd Kuckkahn ** 26:55 Yeah, and you look, you know, again, I spend a lot of my life in the sports world, you look at a baseball player of a baseball player hits three times out of every 10 300. They're they're considered a great hitter. Well, that means they failed. Seven times, if you look at, you know, Michael Jordan, Michael Jordan missed 50% of his shots. Right? If you miss 1000s of shots, you hear the story of Thomas Edison. I think it was his 10,000 Try, he finally invented the light bulb. But one that had been said if he had stopped at 9999 Sure, one more time. So you know, different scale of it. But but it's the same ideas is like you said, learn from it, grow from it, make the changes and try it again, in a different way.   Michael Hingson ** 27:38 How do we get people to, to spend more time being introspective and analyzing what their day was like, and really learning from it. And, as I as I like to say, I used to say, when I listened to my speeches, because I like to do that. I was my own worst critic. And I realized actually, earlier this year, wrong thing to say, I really should say, I'm my own best teacher, because really, I'm the only one who can teach me teachers can give me information. But until I decide to teach myself and learn from it, then I'm not really going to succeed at it, doing what it is that the teacher would like. And so I've learned to say I my own best teacher, which is a whole lot more positive anyway. Well, I think, yeah, I think   Todd Kuckkahn ** 28:23 in the workplace, the way it is, you give you delegate, first of all, which a leader will do is delegate, not every leader likes to do that. And he delegate people, you delegate things to people tasks to people that are, you know, on a smaller scale, see how they're successful. They are give some feedback both ways. You know, you give them feedback, they give you feedback. And as they continue to gain that confidence, you give them larger and larger projects to work on the first time, you might give them you know, one part of a project. Next time, you might give them half the next time, you might give them the whole project. And along the way, if you're working with them, instead of waiting once a year at the annual review to give them a score that is meaningless. And you don't you know, you want to give immediate feedback. So you can help those people grow their confidence while they're failing along the way. And starting with those with those smaller sorts of things. Sure.   Michael Hingson ** 29:13 Well, I know that I always told every salesperson I ever hired that I'm not here to boss you around. I'm hiring you because you've convinced me that you can sell the product. But my job is to add value to what you do. And you and I need to figure out how best to do that. And it's different for different people as you point out because we're all different. But the people who really understood that, and we work together to figure out the things that I could do better than them, they could learn some of those things, but the things that I could do right off the bat that were better than they were able to do them meant that we could play off each other and create a stronger team. One of the things that I tended to do was I never asked closed ended questions I hate yes and no questions you what I mean? Oh, no, nevermind, I don't mean yeah, see you did it anyway. But, but the thing is that what, what I learned was that the people who really got that actually got very creative and they took it to heart. And I've had several examples of salespeople who did that. But the people who couldn't get it just said, Well, you're my manager. And you know, I'll come to you when I need something, which is really the wrong way to do it. Because I don't ask closed ended questions. I also listen, I'm, I have to listen as opposed to looking at people. But that is a whole new dimension that most people would never understand. And again, the people who got that were were much more successful, and helped create a much better team.   Todd Kuckkahn ** 30:50 Yeah, anything. And asking questions of the people that you'd work with, like you said, asking open ended questions. One of the one of my now favorite questions I learned from somebody, I was working with a company creating a company culture team with them. And the person I was working with, she said, here's, here's three great words, ask the question, help me understand. So if someone's struggling through something, say helped me understand what you mean. So get get people to explain things in a different way helped me understand why you're thinking that way right now, rather than saying, well, that's the wrong way to do it. Here's what you should do. That doesn't help them grow at all? Nope, me explain a different way. ask probing questions. And that's really what I do. I do some coaching as well as part of my business. And that's the successful coach isn't that isn't like that doesn't have to be the most knowledgeable person. But they have to be the type of person that will ask questions of the of the individual help them come up with their own solutions. We all have solutions to problems. But we sometimes we need to have, you know, pulled out of us a little bit by the type of questioning, we   Michael Hingson ** 31:51 ask. Well, the other side of it is that the good coach, in saying helped me understand or when a person asked that of a coach, it's a learning experience all the way around, you never know what else you might think of, or the other person might think of that they will contribute to you. That will help you as as becoming a better coach. And they wouldn't have done that if you hadn't established a teaming relationship.   Todd Kuckkahn ** 32:16 Yeah, absolutely. Absolutely. It gets back to relationships again, right.   Michael Hingson ** 32:20 And always gets back to relationships, I love to go into sales presentations when I was selling. For quantum, for example, we sold the products that people would use to backup their computer data over their networks, and then store it off site somewhere. And I love to go into meetings and start asking people, What is it you're looking for? Tell me what your needs are. Tell me why you're even having this discussion with us today and other kinds of questions like that. And I learned so much by doing that, and going around a room and talking to people. And when she got them to talk that I could learn pretty quickly whether our products were the best solution for them or not. And if they weren't the best solution, or if we wouldn't be able to do anything to really help them with a product at all. Bosses would hate me for it if they really learned that I did it. But I would tell people what worked and what doesn't work and why this isn't the best solution. But the result of that usually was we got other calls from the same companies saying have more opportunities here. And we're just going to order them from you. Because you've developed that trust with us. It   Todd Kuckkahn ** 33:31 gets back to that respect, right? You talked about before we talked about for respecting and trusting people and I've done the same thing. I have been in situations where I've turned on business, because that wasn't the best fit for them. But then another project would come up down the road, and they come back to me and say, Hey, Todd, you know, really respect what we did the last time and but we'd like to come back with you now and talk to you about this as a possibility. So yeah, just that vulnerability, authenticity, relation, all the things we've talked about or just you know, be human, I guess, right, be human. Well,   Michael Hingson ** 34:03 yeah. So what we should do, it's something that we we certainly don't see nearly as much as we should today. In the world. We don't, we don't see people conversing. And we were talking about being open to trust. Unfortunately, we're learning in so many ways. Why not to be open to trust, because people are saying, don't trust this, don't trust that, or this is somebody else's fault. And we decide we're just going to trust them. I'm not picking on anybody from a politic political standpoint. But I've heard so many people say, we like Donald Trump, because He speaks to us, we trust him. I can find any number of people who would say not a good idea. But the real issue is how many of us on any side in any of those arenas, really step back and analyze for ourselves? Because no matter what anyone says, We should really learn enough to be intelligent about it.   Todd Kuckkahn ** 34:59 Why'd you hit it? Yeah, you hit it right on the head there. Because we, and and with, you know, with social media and we, you know, we rely the sources we rely on to make decisions. Sometimes I wonder what we're what we're thinking about, and we should be doing our own research. Matter of fact, when the last election with with my wife and my four daughters, we have differing political views. And we would say something about our candidate or the other candidate, and somebody else would say, you know, prove your point, right, cite your source. And it's like, oh, well, I just I heard that, well, that's not a good source, right? You got you got to pull, you know, where did you hear it from? Was it somebody on social media? Who was just complaining? Or was it a reliable source, and oftentimes, you have to look at multiple sources. But we've gotten so lazy, and we rely so much on others viewpoints rather than researching our own. The other thing I tell people, too, is seek out differing viewpoints. So if you're, if you're if you're a right wing, conservative, seek out left wing liberals to listen to her here. If you only watch Fox News, you're just getting one part of the story, listen to MSNBC, and get it might it may change your viewpoint or may solidify our viewpoint, but at least are getting other feedback and other input to help you make a more more educated decision. But   Michael Hingson ** 36:17 I think the real issue is it's just as true in the corporate world, it isn't just listening to the other source or the other opinion. It's taking some time to analyze it. Why why do you think that why that's not what I've been told, that's not what I understood. And you got to really need to look at that. But we've lost this art of conversation, which is one of the basic fundamentals of what hopefully makes us reasonably intelligent is that we we communicate with each other? We've lost   Todd Kuckkahn ** 36:49 that. Yeah. And this is where dogs meat went out, actually, because of beef, we will have to have communication. You know, it's it's easiest easier than it's ever been in the history of the universe to communicate or connect with somebody. Yet there are so many people that are isolated. Yeah. Because they don't look at other other viewpoints or even or even their own viewpoint for that matter.   Michael Hingson ** 37:08 Yeah. And it's just, it's crazy. When, when you're a person that really does think about those things that's sort of makes you scratch your head and go, Why is it this way? Which is another thing that we really need to understand if we're going to change it. Why? Why are people behaving the way they are? Why is it that they're not conversing? How do we address that kind of issue? So it's also part of what has to go into the, to the whole mix, but you're right, we should be listening to all sides, and truly making our own decision. Because in reality, take politics. People have agendas, and it's okay to have agendas, as long as we understand that. But what we really need to do in making a decision is to understand all the agendas, and understand what's going on, and then deal with it.   Todd Kuckkahn ** 38:00 I always like it when news agencies talk to protesters, doesn't matter the new days and see doesn't matter the protests, but they'll interview the protesters, about whatever they're protesting. And many times not just a couple, many times, the protesters don't even know what they're protesting about. Yeah, they just want to be out there waving a flag or waving a sign or, or causing, you know, causing issues. And it's like, Come on people, if you're gonna protest something, at least know what the heck you're what, what, what you're protesting, and what the real, what the real, what the real conversation is about.   Michael Hingson ** 38:37 Yeah, because if you're not really cognizant of it, you don't know. And it's a little different, of course, but one of the reasons I survived being in the World Trade Center is that I spent the time to learn all about the World Trade Center and learn how to travel around and learn all the emergency evacuation procedures. And such, because I wasn't going to be able to read signs, whereas sighted people rely on just reading signs, and very few people ever truly take the time to know but there's another aspect of true knowledge, which is, you develop a mindset. And for me, I developed a mindset of knowing what to do in the case of an emergency. And yes, something could have come along, like suddenly the building collapsed around me in that case, I wouldn't worry about it a whole lot. If I'm going to do it's going to do but in in dealing with an emergency. I knew what all the rules were, I knew what the procedures were. And I was as afraid as anyone else. But what I realized is that the fear that I had, was a very powerful tool and I used it to help direct me and help make intelligent decisions rather than letting it overwhelm me. That   Todd Kuckkahn ** 39:51 that self awareness, educating yourself be knowledgeable, ask questions, you know, figure out figure out the path Do you need to take and that's, that's a girl, that's really great story. And I'm glad to hear you're out. I'm sure that's part of your story or speak about. And I'm glad to hear that you're out there sharing that because people need to hear that message.   Michael Hingson ** 40:10 Well, and, and I hope we hear from people who need to speak or to come out. And it's kind of what I do so. So I'll take my commercial time, it's if people want to reach out at speaker at Michael hingson.com SPE K er at MI ch AE L H ing s o n.com. So there, we got that out. Beautiful, but it is what I love to do and talking about it. And establishing a relationship is important. I learned a long time ago that I don't speak to audiences any way I speak with an audience and the only way as a speaker, and I'm sure you would agree, the only way to really work as a speaker is when you establish that relationship. And yeah, you may be doing most of the talking. But you've got to establish the rapport and you've got to increase and develop that relationship, the more you talk with an audience,   Todd Kuckkahn ** 40:59 and I, you know, part of the what part of my love is speaking is walking around the hallways or walking around the room before I'm going to speak, and just kind of chat with people or you know, say hi, or, you know, let them know, I'm going to be there and to you know, a little teasing. And if I see the better shirt, this is Oklahoma on and I'll give him a hard time because I'm from Wisconsin, or you know, creating that relationship, and then it makes when you get on stage, it makes it that much easier to and, you know, just just little little things like that, that you can do. But yeah, and you know, everybody has a great message to share. Not everybody's comfortable doing it. And everybody needs to hear your message. Not necessarily relates to it. But if you don't share your message, how do you know, and that's what you're doing. You're sharing your message. You won't connect to 100% of the audience. But whatever percentage you connect to, you're making a difference for them in their lives, and they're learning so much more through you.   Michael Hingson ** 41:52 The biggest challenge I ever had at dealing with some of that as a speaker was I was invited to speak at an Ohio State meeting. And while I was there, they gave my guide dog and I'm trying to remember I think it was Roselle. No it wasn't it was Africa the dog after Roselle. They gave her a bandana. And so she put it on. And almost the next day, suddenly I get a call from the University of Michigan wanting us to come and speak. And I had to say well, I gotta tell you that Africa my who is my seventh guide dog just went to a house state and got a bandana and she loves wearing the bandana. So I don't know what I'm gonna do when I'm gonna get there. But then they gave me a bad event. And so we we did deal with it.   Todd Kuckkahn ** 42:36 You got it worked out? Yeah. would   Michael Hingson ** 42:39 really have been tough going to Michigan with an Ohio State bandana on a dog   Todd Kuckkahn ** 42:44 would have created some conversation. Oh, yeah.   Michael Hingson ** 42:48 Well, actually, I did take it with me and I just to prove that we had it. So it was fair. There you go. That's what you want to do. Yeah, yeah. So worked out pretty well. But it really is a lot of fun to interact, interact with people, and get them to recognize that there's a lot of value in true communication and to true trust. So it's kind of fun to do. And I just wish more people would recognize the value of making that happen. Yeah, you're absolutely   Todd Kuckkahn ** 43:21 right. And that's, you have to have you have to have those conversations, you have to have that communication and so many great things can can develop from that including respect and trust and all the other things we've talked about.   Michael Hingson ** 43:31 So why are you on such a mission to revolutionize culture and leadership?   Todd Kuckkahn ** 43:37 I see what it can do in organizations, the organizations that I personally worked with and for and the organizations that I spoken with or worked with I've just I've seen the changes I've seen people you know not that not that shedding tears is a is a measurement I people shed tears and workshops that I've done. I see the engagement when I'm up in front of an audience speaking you know, you can you can feel that you can feel that in the in the room, you can feel the feel the mood and the attitude. And I just I love impacting people. And Ohio was impacted. I talked about Linda lead with John Maxwell I was impacted with with him speaking. And while I'm not a John Maxwell yet, I would say that that's the same kind of impact I want to make. I want to add more value to people and I receive and I can do that through through speaking and coaching and workshops. Faith is important part of my life as well. So for all those reasons, I just love I love getting out and helping people in a particular way.   Michael Hingson ** 44:35 Well, and I'd rather that you'd be a Todd KU con than a John Maxwell. Because you are different, you know, so it's fair. You don't want to be the exact same thing. Well, you know, this brings up an interesting thought that just popped in. If you had one place in the world where you could speak what would it be? Wow.   Todd Kuckkahn ** 44:52 I it would have to be someplace warm by the ocean. Kind of extreme. I was talking actually talking to a guy, there may be an opportunity for me to go to Dubai. Now, I don't know if I want to go to that part of the world right now. But, you know, maybe Sydney, Australia, or I would even take San Diego actually just applied for a speaking gig. And in San Diego, that's a place in the US I've always wanted to go to, but I want to go to a spot where I normally wouldn't go to but it would help if it's warm. And if it's if there's ocean currents around and honest, even though it's 61. Today in Wisconsin, you know, typically this time of year, it's not. So if I can get to a warm place and speak to large groups. That's what that's what I love to do. So I'm not too I'm not too picky, Michael. Well,   Michael Hingson ** 45:43 it's only 63 in San Diego right now. So. But but but you know, having lived in Vista, which is about 3035 miles north of San Diego, I am still of the opinion that San Diego has the best weather in the country. I think you're in the world for that matter, because it's so temperate. I wouldn't mind going to Australia, that would be fun. I've been to New Zealand and loved it. Would love to go back. But I haven't been to Australia. And I'd like to do that.   Todd Kuckkahn ** 46:15 someplace. Yeah, someplace unique. Like, it would be fun. Yeah.   Michael Hingson ** 46:20 I don't know, I think it would be fun to be able to stand up before Congress and lecture them for a while and see if we could break through. I think that'd be a lot of fun.   Todd Kuckkahn ** 46:28 I'd love the I'd love to have an hour to sit down with five Republicans and five Democrats and just, you know, knock some heads around, you know, whatever, whatever needs to happen there. But there's something there, right? Every there's everybody has common ground, even, you know, the differences we talked about, and but we just, I remember, a state legislator would talk about this several, many years ago, you know, they would get on the floor of the Senate. And they would yell and scream and holler and argue and fight and not fight, fight, but fight, you know, for what they believed in. And then the session would be done, they go across the street to the bar, have a beer and you know, have something to eat before they went in for the night, right? The same people. And we've lost that. Because we are so sensitive about their viewpoints.   Michael Hingson ** 47:14 We have lost a lot of that. And there's a reputation that that they had the Tip O'Neill and Ronald Reagan could work together. And they did compromise a lot of things over the years. And I remember once hearing at least the story whether it's true or not, that they were talking about something the two of them Reagan and O'Neill. And I met Tip O'Neill, I had the opportunity to take some people from the National Federation of blind there during one of our Washington seminars, and we spent time with him. And so I appreciate the charisma and the kind of guy that he was having been able to interact with him firsthand. But one of the things that I heard as a story once that they were arguing, and then suddenly Reagan said to O'Neill, you know, I wish it were four o'clock right now. And O'Neill said why? And he said, because then we could stop. And we could just go off and have a drink together. And I see no reason why that didn't really occur. They did have vevor, clearly from opposite sides, but they knew how to converse. And they may not agree on everything. But they also both recognize that they may not like decisions, but they had to come to consensus for the benefit of the country. And I don't see anyone doing that anymore in the hole, or very few people doing it in the whole political structure of things. And so many companies are the same way. It's again, the difference between being a boss and being a leader, it's my way or the highway. Well, it's not or shouldn't be your way or the highway,   Todd Kuckkahn ** 48:47 you stole my exact thought through the same thing takes place in the company. And you have to, you have to figure out everybody has this different personality, I do a lot of work with disc and disc assessments. And, you know, it shows how people's personalities are different when different. And when he respect those people's differences and focus on people's strengths. So much more can happen. And that's true in Congress. So if you ever get the opportunity, let's you and I go in there together and we'll we'll take care of business   Michael Hingson ** 49:14 works for me. I bet we could have a lot of fun. And, and maybe hit him upside the head and make them think a little bit differently than they do. Yeah,   Todd Kuckkahn ** 49:23 exactly. I like that.   Michael Hingson ** 49:25 i It's just crazy. Well, you know, we'll, we'll have to figure out a way to do it. Well, likewise, if you ever get the opportunity, let me know I want to go along.   Todd Kuckkahn ** 49:34 I want you to get my side. Absolutely.   Michael Hingson ** 49:36 I will. I will take my current guide dog Alamo and he'll he'll go in and deal with him. In 2016. We were at a library well on an event sponsored by a library in Ohio. And so it was me and my guide dog Africa. And about a week before and we had planned this event months in advance but about a week before suddenly Donald Trump decides He's going to come to the same town and hold an event. So I started spreading the rumor there. Clearly what Trump was trying to do was to steal my audience. And when we got there, it was still standing room only no one left. No one went to apparently his, his rally. Well, it was literally like three blocks away. But I had to have some fun with it. So when I got up to speak, the first thing I said is, I want you to know that this is an important night because I'm here to announce that Africa, my guide dog is running for President of the United States and brings a nose to the ground kind of politics to the, to the whole arena that no other candidate provides.   Todd Kuckkahn ** 50:41 There you go. That's perfect.   Michael Hingson ** 50:43 We played with it on Facebook for a while, but you know, and then Trump never, ever called a consult. I was very disappointed. But neither. Neither to Hillary Clinton, although Hillary Clinton and Roselle met, because we were on Larry King Live together at the in November of 2001. So she got to meet, meet Roselle, which was, which was kind of fun. Yeah, absolutely. But it is interesting. We've just got to really deal with this whole issue of conversing. So I know John Maxwell, but who would you think is probably the leader in your life that's had the most influence on you? Would it be Maxwell or you have somebody else that you would think of?   Todd Kuckkahn ** 51:23 Well, I think, you know, he would be in the in the, you know, I guess celebrity sense of the world. The gentleman who came into the chamber office to talk to me about limited Lee that I mentioned before, that kind of got me down that journey would be would probably be, you know, of the regular human being he or the non-celebrity, he's had a lot of influence on me, in my both my leadership journey, and a lot of other my, my journeys as well. He's one of those people that, you know, we'll sit down and have lunch, he's traveling, let's see his family. But, you know, sitting down having conversations about really anything in our life is open, or our family or our faith, or our businesses or whatever. And just, and he's that true, you know, true leader, true servant leader, he's still giving, he helps me with the live delete event that I know, Ron, and doesn't ask for anything. I still give him some, you know, I still give him some things but, but he's not out there with his handout. He just he wants to help people like you. And I do as well. And that's, that's, you know, I constantly strive to be that kind of person as well. That's   Michael Hingson ** 52:28 cool. And that's the kind of person that's always good to emulate. And I understand exactly what you're saying, which really makes a lot of sense. Well, you have become certified and diversity, equity and inclusion, why is that important to you? And tell me a little bit more about that.   Todd Kuckkahn ** 52:45 Well, I want to continue to learn ways to bring people around the table. And again, there, you know, there's 8 billion different people in the world, I've had some, I think, good and bad experiences with every kind of person you can imagine. Right? And we all have. So it's again, it's not about that 10% that we see it's about the 90% that's underneath. And I think that's what diversity, equity and inclusion is all about is is learning more about that 90% I, shortly after the George Floyd incident happened in Minneapolis, I started a group here we called it uncomfortable conversations. And it was a group of community leaders and trying to figure out what can we do in our community to help in the area of diversity, equity and inclusion and that that kind of, I think at that point, I'd already received my certification. But I'm just I'm a sponge, I like to soak in the knowledge. And that was part of, you know, part of why I felt it was important, just helping you understand more different types of people is only going to help me in my career and what I do   Michael Hingson ** 53:44 well, and the whole concept of diversity is something that that is extremely important. Unfortunately, I find all too often when people get into discussions about Dei, and I asked people to define diversity, they talk about race, sexual orientation, gender, and so on. What they don't talk about ever is disabilities. Which is why I end this podcast deals with it. When it comes up, it's unstoppable mindset where inclusion, diversity in the unexpected meet, because you can't be inclusive, unless you're really going to include everyone. And that means you have to really deal with disabilities. And it's just so unfortunate that so many times when we talk about diversity, the whole world of disabilities is not included. I'm sure a lot of it has to do with fear because we're afraid Oh, somebody's going to Well, I might my might be like that someday and I can't do anything if that happens. And we we aren't really working to develop a better mindset and a better understanding that a disability doesn't mean a lack of ability. And you mentioned Thomas Edison, and I've said it here before every person on this planet has a disability and for most of you it's like dependents. And Thomas Edison came along and invented the light bulb to give you light on demand to cover up your disability but it does to mean that it still isn't there.   Todd Kuckkahn ** 55:02 I love that that's a great way, a great way to look at it. And I think we all have weaknesses. And all those weaknesses come out, expose themselves are very different, some are internal, some are external. And but we also have equal or better strengths as well. And that's, that's what we need to focus on with inclusion is bringing that bringing those strings together for people to come up with a better and more a better solution, not a more better solution, but a better solution. And the more diverse the ideas are, the better solution we're going to come up with, you know, sometimes, is here, organizations have these, you know, employee resource groups, or whatever they're called. And they're a certain, a certain, you know, race or gender. You know, I, you know, it's like, why are we segmenting people into these groups that we're trying to integrate? Or include with others? It doesn't make sense. Why don't we get, let's get everybody let's create, let's create 10 groups are very different people, rather than 10 groups, okay, your this your A, your B, or C or D and your E that that just makes no sense to me. Let's get people on the table.   Michael Hingson ** 56:05 Yeah, I'm wi

Nate Rhoton is the CEO of an organization in Phoenix called OneNTen. This organization has 18 satellite locations and helps the LGBTQ+ community with individuals in ages 11 to 24 years and homeless people between the ages of 18 and 24 years to be a support system for them. Nate has a BS degree in Economics from Arizona State University and after spending five years with General Mills and 12 years as Human Resource Manager for a construction company he joined OneNTen as the Development Director, and later moved on to be the CEO of the organization. Nate shows the powerfulness of courage by identifying who he was authentically and coming out to his parents. He showed courageousness when his father was imprisoned, and Nate moved on with his life and accepted his dad for who he was and appreciating the good gifts that his father gave him. Nate also learned lessons from his dads behavior which taught him not to follow the path of his father. Nate shows the importance of who you are authentically and not be complacent and to follow your heart and live as your authentic self. This is a wonderful organization which has a number of programs to help the young LGBTQ+community when many of them are kicked out of their homes by their parents and have no other place to go. For those of you, that would like to donate to OneNTen or would like to volunteer, here is their website www.onenten.org.

LTC (R) Marci Toler is a retired Officer for the United States Army and holds the Human Resource Manager functional area (43B), specializing in organizational team development, operations, and strategic planning. Awarded the Bronze Star, Toler has served as a senior staff member for several Combatant Commands, a trainer, advisor, and mentor to tactical, operational, and strategic (combined, joined and allied coalition) staff officers and civilians for planning and operations. In this episode, Marci shares how leaders can create their personal leadership style, question assumptions, reflect honestly, and make courageous changes in support of their teams and their mission. Ms. Toler is a Voice of Influence® certified coach and master facilitator. She is the Lead Instructor and coach for the Voice of Influence 5-year contracts with the US Army Corps of Engineers leadership development and supervisor leadership development programs in the Omaha and St. Louis Districts.   Learn more about our programs at  www.voiceofinfluence.net/manager     Read the show notes here:   https://www.voiceofinfluence.net/296 Give and receive feedback that makes a difference! Register for our 20 minute Deep Impact Method video course here:  www.voiceofinfluence.net/deepimpact

On this episode of Financially Naked: Stories from The Financial Gym, our host is Rachel Adaline, HR Manager at The Financial Gym, and she is joined by David Auten and John Schneider, hosts of The Queer Money Podcast. They are personal finance authors, bloggers, and speakers for DebtFreeGuys.com with over thirty-five years of combined experience in finance. The Financial Gym has a Diversity, Equity, Inclusion, & Belonging (DEIB) Program. To share that internal program with the community, this show's last episode of each month is dedicated to a financial topic with a DEIB twist.  Today, we're diving into a topic close to our hearts: Queer finance and serving the LGBTQIA community. We understand the unique financial challenges and opportunities faced by queer individuals. In this episode, we'll discuss the origins of The Queer Money Podcast, affordable places to live for the LGBTQIA community, and the importance of inclusive financial resources.  For more details check out our show notes here! If you want to work with a Certified Financial Trainer to help navigate your finances, schedule a free warm-up call today! If you have any ideas or questions for the show, send an email to trainerpodcast@fingyms.com. Resources  7 Ways LGBT Personal Finances is Different  Pride Month Resources Find a Pride The Economic Case for LGBT Equality  Connect with David and John Podcast: Queer Money Podcast Instagram: @queermoneypodcast YouTube: Debt Free Guys  Meet The Team Meet Rachel Adaline, Human Resource Manager 

Stephanie K and Jay welcome the MTA's very own Cameron Hendrickson to the studio.  Cameron is the MTA's Human Resource Manager and who better to talk about the MTA's Job Fair coming up this Friday June 23rd!  For more information about joining the team at the MTA visit www.mtaflint.org 

Marietta Montgomery's Bio:Marietta Montgomery grew up in Montclair, New Jersey. She went to High School in Avon, Indiana. She holds a Master's Degree in Marketing from Strayer University and has been happily married for 19 years.Marietta comes with 16 years of experience as a Human Resource Manager, recently working in Learning & Development for a Global Manufacturing Company. She aspires to help people seek their purpose. Episode Highlights:Being a minority in corporate America requires you to develop a thick skin. People look at you like you don't belong or deserve to be there. Since high school Marietta had to fight to be acknowledged. Her grandmother always reminded her that the struggles she was going through in high school were preparing her for the corporate world.Marietta has a record of leaving workplaces better than she found them. Today, Marietta shares her career journey, and nuggets of wisdom on improving our workplaces.We also get to be beneficiaries of some wisdom Marietta received from her grandmother growing up.Links:LinkedIn: https://www.linkedin.com/in/marietta-montgomery-mba-0b24951b/Quotes:“Before you ask for what you need from someone, check in on them as an individual.”“The more the more you can make someone feel comfortable without judgment, the more you find out about them.”“Family is not a literal term. It is people that make you feel that you could be your authentic self, and truly care about your well-being.”Childhood Incidents:Marietta's grandmother believed every boss has a boss. When Marietta was in school, her grandmother would talk to the teacher. If she didn't like the response, she would go to the principal, and if necessary she would go on to the Board of Education.Marietta recalls moments when her grandmother would tell her, “You are too old to cry over a want.” To date, Marietta holds dear all the lessons she learned from her grandmother. Influential Groups:In high school, Marietta was the only African-American female. Whenever she complained, her grandmother said, “Welcome to corporate America, get ready.”Throughout high school, Marietta mastered how to be comfortable in her skin dropping athletics and focusing fully on academics. She joined the newspaper staff, where she had a regular column. By her third year, she was popular and, at some point, became a cool kid.This experience in high school influenced how Marietta approaches people. She learned how to be open-minded and sensitive to others. She believes before you ask for anything from anyone, check on them first.Temperament and Personality:Marietta believes she is welcoming and gregarious. Her goal is to be approachable to make it easy for people to open up to her. Over the years, she believes she has become more humble and patient.Cultural Epiphanies:Marietta recalls a time when she worked as an HR manager. The HR generalist was Vietnamese. One day he asked why she was hired, since she was black. Marietta had a very precise answer for him, “I will be back tomorrow, and my skin will be the same.”Thriving Moments:To bring out the best in Marietta, you need to be real. She loves it when people are transparent and vulnerable with her because it makes it easier for her to know how to help them.Soapbox Moment:Marietta compels us to think about our approach to people in general, both in and outside of the workplace. She believes we see things on the surface, but it's what we don't see that requires a calm approach without judgment.Tagline: People deserve to feel safe and acknowledged at Support the show

Fire Chief Scott Freitag interviews two very special guests, Patty Murphey, Human Resource Manager, and Lacie Sims, Human Resource Specialist. As you can plainly see, we're teasing about the scaring, but NOT about the caring! Find out all about Central Arizona Fire and Medical Authority (CAFMA) HR and why you should apply to work for our team!Central Arizona Fire and Medical Authority (CAFMA)https://www.cazfire.gov (928) 772-7711Follow CAFMA on Facebook: https://bit.ly/2TO6XqkFollow CAFMA on Instagram: https://www.instagram.com/centralazfi...Follow CAFMA on Twitter: https://twitter.com/centralazfireSubscribe on Apple Podcasts: https://apple.co/3k2m0az Subscribe on Google Podcasts: https://bit.ly/38fRB6nListen on Spotify: https://spoti.fi/32DIN6J

The Utah Women & Leadership Project and the Governor's Office of Economic Opportunity have created an inspiring initiative to identify and highlight 100 Utah companies that champion women. By supporting employees through education, family-friendly benefits, policies, or programs that advance women, these companies have created an environment where women can thrive. This episode highlights Dominion Energy, whose mission is to deliver clean, reliable, and affordable energy. Dr. Susan Madsen, Founding Director of the Utah Women & Leadership Project, is joined by Judd Cook, Vice President and General Manager of Western Gas Operations, and Nancy Philipp, who is the Human Resource Manager with Dominion Energy.Support the show

DEREK MILLER: This is Derek Miller, Speaking on Business. Equality Utah is the state's premier LGBTQ rights and advocacy organization. In the last four years, they have turned their attention towards diversity, equity and inclusion education, through their Business Equality Leader program. Public Outreach Director Olivia Jaramillo tells us more. OLIVIA JARAMILLO: In 2019, Equality Utah with political, religious and community leaders, created our first-ever State hate crimes law. Although this law created more safety for many communities, including religious protections, we saw the need to expand from simply obtaining legal equality, to lived equality. Business Equality Leader, our corporate education program, focuses on using our formula which has brought Utah to be considered one of the leading states in creating LGBTQ protections; finding common ground, and building on shared values. We bring education and awareness to those individuals that feel they have little to no experience with the LGBTQ community, and create a path with them on how to become a new or even better ally. When we see someone outside our LGBTQ community, we don't see a problem, we see the solution. Ultimately, all of our efforts combined is what makes Utah a better place to live and work. DEREK MILLER: Equality Utah's Business Equality Leader is recognized by the Society for Human Resource Managers, and has certified over 25 business. And, was recently selected to certify law enforcement officials of the Salt Lake City Police Department, and Utah State Courts System. I'm Derek Miller with the Salt Lake Chamber, Speaking on Business. Originally aired: February 17, 2023

Today, we're discussing Human Resources with a specialty in Employee & Labor Relations. Human Resource Managers focus on the efficiency of the relationship between employee and employer, so they often wear many hats that include Legal, Business & Project Management. Employee Relations Specialists focus on preventing problems between employees and management. They create policies that are fair and consistent for everyone in the workplace. Labor Relations often deal with Union negotiations. They influence performance management, disciplinary action, settlement agreements and an extensive list of other complex issues.Today's guest is Kendra Lee, Esquire, an HR Consultant focused on Employee & Labor Relations with the US Dept. of Veterans Affairs. Kendra has served the VA for over 9 years leveraging her MBA & JD to establish a motivating and healthy work environment that will ultimately serve Veterans. She loves that she gets to use her expertise & pragmatism to solve dilemmas and is known around her parts as a SME or Subject Matter Expert.https://www.linkedin.com/in/leekl2003/

Omsorgspodden välkomnar er till ett avsnitt med mycket värme för att tina upp mörka och kalla höstdagar. Dagens gäst är nämligen Eva Fröberg som är Human Resource Manager för Pulsen Group och Årets förebild inom HR enligt Karriärföretag. Mötet med människor, arbetet med UPAL och längdskidåkning är bara tre saker som ligger Eva väldigt varmt om hjärtat. Stina och Eva minns deras senaste samtal (som skedde för hela tre år sedan här på Omsorgspodden!) och pratar vidare om ämnen som än idag är hjärtefrågor för Pulsen Groups HRM. De diskuterar dessutom de initiativ som pågår inom people & culture som till exempel Pulsen Groups arbetsgivarerbjudande. Kort och gott är det ett avsnitt med fokus på hur Pulsen arbetar med människor – både anställda och kunder. Ett stort tack till Eva Fröberg för ett fantastiskt samtal och fina insikter. Vi hoppas att det inte tar ytterligare tre år innan Eva är tillbaka hos Omsorgspodden! Välkomna att lyssna på Omsorgspodden! Tankar/idéer eller kanske du bara vill ge feedback? Hör av dig på omsorgspodden@pulsen.se

Sylvia started her career as a dental assistant in private practice. She is an experienced dental professional with more than 25 years in the Dental and Healthcare field. Her career came full circle when she was hired as a Human Resource Manager in the College of Dentistry in her province. Through her experience with surgical menopause, she put her efforts into a natural healthcare journey while learning more about menopause symptoms. Sylvia is a breast cancer survivor who inspires and educates midlife women to take control of their health and embrace menopause through education, empowerment and humor on her Instagram page @sassy_withstyle. In 2019, at the MDA convention, she spoke to the Dental Team about Menopause in the Workplace and how to navigate through the work day. Breaking down the stigma and opening up a dialogue around menopause.

On this episode of Financially Naked: Stories from The Financial Gym, Jazmin Higgins, Level 2 Certified Financial Trainer is joined by Rachel Adaline. Rachel joined The Financial Gym in May of 2022 as the Human Resource Manager and this is her first appearance on the podcast! She's here to chat with Jazmin about Employer Benefits. There are different benefits that may be offered by your employer and sorting through them can be confusing. They gymsplain the typical enrollment packages to help you make sense of it all! For more details click here.

Welcome to season 2, episode 34 of the Today is the Day Changemakers Podcast. In this episode I am joined by my special guest co-host Scott Chesney, Scott is known as the Commander in Change. He is a world-renowned motivational speaker and Life Coach. Together, we interview Nancy Romanyshyn. Nancy is the Director of Pay Strategy & Partner Success at Syndio. Nancy and Scott have been friends for quite some time and that is definitely apparent as we get into the interview. We talk about the importance of finding your sphere of influence that not only becomes your cheerleader, but also will call you out when needed. The art of listening comes up as so many times we are trapped within our own thoughts and what we want to say. We learn best when we are practicing active listening. Nancy talks about being in self-evaluation mode as she was not feeling 100% fulfilled in her long-standing career and felt the need for a change. That change came by her taking a leap of faith to an organization that crafted a position just for her. Listen in to hear how this all came about. Working at Syndio is not just a career change for Nancy. The work she is doing, the people she is working with, and the way she shines when she talks about it showcases that is is a calling for her. We talk about her role at Syndio and how she is helping companies embed workplace equity into their core business so they can achieve enduring success. Terms like pay equity and opportunity equity are just a few that are discussed.We come to a point in the interview where you can truly see how fun the friendship is between Nancy and Scott. They have a little feud about.... Oreos. Are they black or brown? Inquiring minds want to know. Nancy and Scott are counting on our audience to help with this answer. Please share your thoughts either as a comment on the Today is the Day Changemakers YouTube Channel or email jodi@todayisthedayliveit.com. Let's have some fun with this! Listen in to hear the footprint that Nancy is creating now that she wants to leave behind. I pose the same question to Scott. Next week my guest is H.G. Chissell, Founder & Ceo, Advanced Energy Group.  AEG is a competitive stakeholder mobilization platform for leaders and organizations committed to systemic change on climate, health and equity at the city and regional level.  We talk about H.G.'s career evolution and so much more. Please subscribe, like, share, review and download this podcast!YouTube: https://www.youtube.com/channel/UChTpwqeDDJ9wUfg43eiBC1AStream: https://todayisthedaychangemakers.buzzsprout.com/Today Is the DayWebsite: https://todayisthedayliveit.comFacebook: https://www.facebook.com/todayistheday/Instagram: https://www.instagram.com/todayisthedayThe Applaud Our Kids FoundationWebsite: www.applaudourkids.orgFacebook: https://www.facebook.com/applaudourkidsInstagram: https://www.instagram.com/applaudourkidsTo sign-up for our mailing list, schedule a conversation with Jodi or ask a Changemaker a question: jodi@todayisthedayliveit.comHave a great week everyone!Jodi

The Wisconsin "new" potato crop is on its way to grocery stores soon.  That's the word from Beau Hartline, operations manager with Alsum Foods, Inc.  He talks about the growing season and what people don't know about the harvest.It seems like every business is working hard to recruit new employees. That includes Alcivia Cooperative.  In this edition of the Alicivia Coop Talk, Pam Jahnke visits with Monica Brantner, Human Resource Manager with Alcivia, about some of the benefits people may not be aware of offered with jobs within Alcivia.It may be hot now - but winter will eventually arrive.  Jason Schwanz with CHS says now is the time to try and protect your pocketbook from price/volume volatility.Mike North, partner/analyst with EverAg in Platteville joins Pam Jahnke to talk about the volatility the dairy complex is living with.  Global supplies press the market.See omnystudio.com/listener for privacy information.

Stuart is joined by Jennifer Bloch, a certified leadership and executive coach, for a discussion on mastering difficult conversations and becoming conflict-confident. Jennifer is the Principal, and Founder of Touchpoint Leadership Coaching. She has spent over twenty years coaching leaders across multiple sectors, from Consumer Packaged Goods to Palliative Care. Her perspective is broad and unique to both corporate and healthcare industries. A graduate of McGill University and Royal Roads University, Jennifer's professional journey as a Human Resource Manager, a Health Practitioner, and a Certified Executive Coach brings a unique perspective to organizations on interpersonal relationships. Her multidisciplinary experience provides Leaders with a holistic viewpoint of the various ways people engage in and deal with conflict. Jennifer believes that there are three basic principles that lead to mastering difficult conversations. Find out how these three principles can help you build resilience and engage in gut-wrenching conversations with confidence instead of antacids.

In our business or personal lives, it's probable that we sometimes step on other peoples' toes. We're only human, after all. As entrepreneurs and business owners, it's also probable that there will be times when we need to handle a conflict or complaint brought to us by an employee or stakeholder. Whenever there's a workplace issue, we need to follow some key actions and guidelines to effectively deal with conflict.   In this episode, I discuss how you can handle conflicts and complaints in the workplace. I examine why you may want to consider hiring an outside investigator when handling disputes in the workplace. I explain why you need to have a working knowledge of employment law whether you decide to hire an external investigator or not. I describe the Society of Human Resource Managers (SHRM), the work that they do, and their guidelines for handling workplace investigations. I also underscore the importance of protecting all parties involved and highlight why you need to be detail-oriented when proceeding with an investigation.   “We have a lot to carry as business owners. What's at risk are our reputation, livelihood, net worth, and the reputation of our team and the livelihood of families we've been entrusted with.” - Justin Goodbread   This week on the Financially Simple Experience:   The value of hiring external investigators when dealing with workplace issues The Society of Human Resource Managers: its mission and goals Employment laws and regulations every business owner should know SHRM's guidelines for conducting a workplace investigation “Need-to-know” confidentiality and how to enforce it How to protect the parties involved in a workplace complaint Hiring an external investigator Characteristics to look for in an external investigator Why creating a plan of investigation matters Developing investigation interview questions and why they need to be detailed What investigation summaries should contain   Resources Mentioned:   Society for Human Resource Management   Our Favorite Quotes:   “If you are to do an investigation, you have to maintain strict, need-to-know confidentiality.” - Justin Goodbread “You need to have a working knowledge of employment law, have strong interpersonal skills, and be able to build rapport, so you're perceived as neutral or fair.” - Justin Goodbread “You need to bring everything to light to ensure to the ultimate tribunal that you've done everything in your power to bring the truth.” - Justin Goodbread   About The Financially Simple Podcast If you are looking for a podcast that speaks directly to the challenges and puzzles of running a business, you've come to the right place. The Financially Simple podcast was built for you. With over 400 episodes and counting, our host Justin Goodbread covers a broad range of topics, from starting a small business, to prepping it for sale, to growing your personal wealth. Justin's combination of analytical skills, tough love, and a healthy dose of experience delivers practical ideas that will benefit business builders at every stage of their business journey.  If you have questions, or comments for Justin, submit those at: https://financiallysimple.com/ask-justin/ Connect with Justin: Financially Simple newsletter Facebook LinkedIn Twitter Subscribe Here: Apple Podcast Spotify Google Podcast iHeart Radio Stitcher Let us know your thoughts about the show - please leave a review on iTunes to help others discover the podcast.   Financially Simple is a division of WealthSource Partners, LLC (“WSP”), which offers investment advisory and financial planning services. All investing involves risk of loss, including the possible loss of principal. Past performance does not guarantee future results and nothing in this podcast should be construed as a guarantee of any specific outcome or profit. All market indices discussed are unmanaged, do not incur management fees, costs and expenses, and cannot be invested into directly. Business planning services offered by WealthSource Business Advisors, LLC (“WBA”).   This podcast is distributed for informational purposes only. The content of this podcast represents the views and opinions of Justin Goodbread and/or the podcast's guests and do not necessarily represent the views and/or opinions of WBA, WSP or their affiliates or representatives. Statements made in this podcast are subject to change without notice. Neither WBA, WSP or their representatives, the podcast's hosts or its guests have an obligation to provide revised statements in the event of changed circumstances. Statements made in the podcast are not to be construed as legal or accounting advice or as personalized advice of any nature. Listeners should conduct their own review of any statements made or strategies discussed and exercise judgment or consult with their own professional advisor to see how the information contained in this podcast may apply to their own circumstances.

It seems like the "help wanted" sign is out everywhere these days - but that doesn't always include opportunities in the rural communities. Monica Brantner is the Human Resource Manager at Alcivia Coop, and she's got plenty of unique job opportunities available across the state.  Brantner reminds job seekers that aside from great benefits, there's also an element of committment to community involvement that can't be overlooked. Whether it's delivering fuel, handling invoices, or being the friendly face at one of their convenience store locations - take a look at all the opportunities available with Alcivia.See omnystudio.com/listener for privacy information.

On today's episode, Dan Crowley speaks with Chris Jaques and Derek Potter, both Directors of Human Resources at Bottom Line Equipment and Vandalia Rental, respectively. They both boast certifications as Professionals in Human Resources (PHR) from HRCi as well as Certified Professional designations from the Society of Human Resource Managers. Throughout the podcast, Dan speaks with Chris and Derek and how they have helped shape a culture to assist in supporting employees, the vision of their owners, and attracting new employees. Thanks so much to today's sponsor, Peer Tech! And thanks to you, our listeners! Stay tuned for more Peer Talk Podcasts soon.

The Boone Area Chamber of Commerce recently hosted Vision Northwest North Carolina, an annual summit focused on workforce trends in our region. The afternoon session focused on workplace culture, and how employees respond to the intentional efforts of employers that aim to create a friendly, engaging, and sincere environment for their staff.This week's Mind Your Business recaps our Afternoon keynote session, featuring an excerpt from Adrienne Cole's presentation on Rethinking Our Approach to Talent, The Importance of Workplace Culture. We then hear some follow-up comments from a trio of panelists that include Chuck Eyler, President, Peak Insurance Group; Kendra Blevins, Training and Recruiting Coordinator, GE Aviation; and Karen Warlick, Human Resource Manager, Blue Ridge Energy.Mind Your Business is produced weekly by the Boone Area Chamber of Commerce thanks to a partnership between Appalachian Commercial Real Estate and High Country Radio.Support the show

This podcast features Emily Martin, a St. George local. Emily is the Human Resource Manager for Maranoa Mechanical, but also the author of the inspirational book, titled: “The Gift”. After her cycling accident left her with a brain injury, she wrote this book as a message of hope and a reminder that life is short and to make the most of it. The podcast focuses on Emily's connection with her family, friends, employees, and the local community. Emily is a support system' for so many, but especially her family. She is a powerful example of a woman in the region who is entrepreneurial and resilient in her approach and in supporting others in everything she does. A special interview and we hope you enjoy this special overview of what matters most.

In this episode, you'll also hear:How Christel discovered a style of writing she actually enjoyed, after years of not liking to write at allWhat it really means to be a coach – and how to tell if coaching is right for youThe action Christel took to publish her book and succeed as an author despite the language barrier she facedHow to define your message in a way that resonates with the right audienceChristel's advice for the writer who wrestles with fear and insecurity due to a language barrier or other challenges Be sure to read all the way to the end for important information and links! No one said becoming a successful author would be easy. Like any goal, it takes hard work, determination, faith, and grit to achieve. But what if English isn't your first language – is it still possible for you to achieve your dream of being a global author? Christel Owoo is a living example of what is possible when you persist, even when the odds seem stacked against you. Every great author has to overcome hurdles, and a language barrier is no exception. And yet, Christel continues to overcome. Let her story inspire you to walk away determined not to let anything stand in your way. Keep writing and pushing yourself –  with God's help – to become the best writer you can be. More Than One Way To WriteFunnily enough, Christel says she never thought she'd become an author, because even though she loved to read, she didn't like writing. But that's the thing about God: He has a way of calling us to things we had no idea would – or could – ever happen.After becoming a Christian, Christel started to get more and more involved in church ministry. In that ministry, she was preparing a speech using the Bible to encourage a group of women when she made a discovery: she loved to teach. And she had enjoyed the writing part of preparing her speech more than giving the speech itself. “I realized that I love digging in God's words and putting an explanation on it,” she says. “I don't write stories – I'm more of a teacher-writer.”Once Christel had identified her love for teaching through writing, she started speaking more, and eventually worked to turn that first speech into a book. It's such a testament to God's handiwork. Writing wasn't anywhere on Christel's radar, and yet He tapped into something she really loved – teaching – and then used it to show her how she could use her gifts in new ways. Maybe you're in need of a similar revelation. Maybe you know that God is calling you to write, but you don't know how it's going to get done. If so, remember that you never know what God can use. Think about it: is there a speech you've given or something you've shared in Bible study that you could take and bless others with? If you're open and willing to seek God's will, He might just use something that you've already done, or that you're working on now, to impact even more people. But God wasn't finished with Christel after the one book. From teaching and writing, she's also moved into coaching. “Coaching is not teaching somebody,” she points out, “it's drawing out what God has already placed in a person. And that actually has always been my ministry.” Christel believes that God has placed something special in each of us, even though we often don't see it until someone like a coach helps us draw it out. She loves looking for and finding that potential that people don't see in themselves, and then empowering them to be able to live out that potential as God intended. That's the perfect description of what coaching is: looking for the best in people and helping them see it, and then helping them to actually take the steps they need to take to see that potential realized. So if you have a heart and a passion for helping people learn and grow and step into all that God wants them to be – then coaching may be for you. Overcoming the Language Barrier – and Other HurdlesOf course, even after Christel realized her speech could become a book, it was not all smooth sailing. She faced many challenges in the process, and at times wanted to just give up. But despite moments of discouragement, Christel was determined to do it anyway, trusting that through Christ, all things are possible.“That's how I am,” Christel explains. “Even if I think I don't know how to do it, or I'm discouraged, I do it. I'm not somebody who will sit down and watch. I will do it. And of course, by sitting down, and passive waiting, nothing will happen. So I will go out. Even if I'm afraid, I will go out. So it's like, do it afraid.”Christel actually began working on her first book, The God of New Beginnings, more than 10 years ago. However, a severe spinal injury threw a wrench in her plans and forced her to stop working entirely for some time. Following that hurdle, Christel had to battle insecurity caused by a language barrier, as English is her second language. On top of that, she knew very little about the publishing industry. So, she studied, and she found someone to read her manuscript and give her feedback. Although the feedback was disheartening at first – the friend who read her manuscript could understand her intention, but the manuscript itself didn't fully communicate that message in the best way – Christel worked hard to improve. With her friend's help, she rewrote the book.“For me, it was a step of overcoming, ‘Am I good enough?'” Christel recalls. “That's when I was able to write it. And I just realized that she got my message, and that's, for me, more important than anything else. Maybe my English may not be of high standards, but it's the message that counts. And I saw when she read it – because she read it aloud, which will help me to know whether she understands my message – she got exactly what I wanted to write.” Next, Christel faced the obstacle of figuring out how to get her book in front of the right audience. Despite never using social media, she opened her own accounts and started learning how to use them as an author. And, in the process, she came to love using social media, too. Maybe you, like Christel, are struggling to take the message God has given you and translate it into English in a way that will resonate. Or maybe English is your first language, and your challenge is to understand how to communicate with a global audience whose first language is not English. Regardless, we all have an opportunity to grow and learn how to communicate with each other despite any language barrier, so that we can reach a wider audience. Christel gives us a great example to follow. If, like Christel, we can be humble enough and willing to be shocked, to realize, “I thought I was communicating in this way, but it wasn't coming across,” we can then go back to the drawing board and continue working and improving – and our work can have much greater impact. Finally, Christel's story also shows us that in the author journey, we must hold onto what we believe God has called us to do, even if it's not what others around us advise. Not everyone will see what you see. But as an author and a believer, you have a unique vision that God has given to you and no one else. If you can hold on to that vision – and believe God for something that may seem impossible to you or to others – Scripture reminds us that things that seem impossible are possible with God. A One-Sentence Message Drives Effective BrandingAs Christel learned to navigate social media, that led her to our Christian Authors Network community. Because she had become so consistent with her social media practices and proactively took advantage of a contest we were running, she was able to join our podcast tour, where we look to connect each author with podcast hosts and influencers that can help get their message out. According to Christel, one of the biggest takeaways from working toward this tour has been learning to define her message very specifically and succinctly: “God has given me my message in me, so that if I would have to say it, I will use 1000 words. And you really helped me to finetune what I actually do in one sentence.”Christel is right: that's a very important part of the marketing process. It's not enough just to connect with any influencers you choose – you have to understand exactly who it is that you want to reach with your message. That's because you want appearing on others' podcasts to be a win-win situation. For the host, you want it to be awesome that they get a guest who speaks to something they're passionate about. And for you, you want to be able to get in front of your ideal audience. So if you don't define your message in a short, clear statement, you risk pitching yourself to the wrong influencer. Then you won't be getting in front of the audience you actually want, and it might even be a negative experience for the host if you end up speaking about something completely different from what they expected. Of course, there are other important components to effective marketing. But, as Christel has learned, that one exercise of defining a single sentence that encapsulates your message has so many ripple effects. When you get that sentence right, it becomes your motto, your key message, and defines how you're showing up in the world. That's why Christel calls her one-sentence statement her entire branding. “Branding is also about letter type, color, etc.,” she says, “but I believe as an author or as a coach, you have a message. So it has become the branding of what I do and how I live.” What is Christel's one sentence? “I help Christian women grow in faith and become confident no matter what life throws at them.” She uses it on her website and in her messaging, and she applies it to everything she does, from blogging to her newsletter freebie (which provides “Power Declarations” to affirm God's word over one's life) to her Facebook group dedicated to encouraging Christian women to find greater confidence in Christ. It's Time To Take ActionAre you letting challenges like a language barrier hold you back from putting the message God has given you out into the world? If so, Christel's advice is that you push through and do it anyway, no matter how afraid you are: “Don't ever think you can't do it. God put a message in your heart. So take the step, do what you have to do, and just do it.” Christel adds that it's very easy for us to compare ourselves with others and feed our own doubts, but that we should be confident in who we are as individuals. She reminds us that each person is at a different place in their own journey – so there's no point comparing where you are right now with where someone else is, because each journey, like each person, is unique. As Christel has learned, when we learn to stop comparing ourselves to others, we can believe in who God has made us to be. “In the beginning, I found it difficult,” she recalls, “because I was looking at it like, okay, everybody writes this way or that way. But I've learned now my passion is different. And I believe that this is the way God wants me to speak and to reach people, because in the audience will be people like me. And so I just want to say to everybody: believe in yourself because of what God has put in you. And then, just do it. Take the action.” BIOChristel Owoo is a living example of how a woman's mindset can make or break her. As an atheist, Christel had a grim outlook on life. When she converted to Christianity in 1994, everything changed for the better. Now she is in love with God and has dedicated herself to helping other Christian women find their confidence and purpose in life, through speaking, coaching, writing projects, and more. Christel's 20+ years as a Human Resource Manager has uniquely equipped her to encourage women to experience their full God-given potential. She is a contributor to Christian Women Living Magazine and PraywithConfidence.com.   CONNECT WITH CHRISTELFacebook Profile: https://www.facebook.com/christel.owoo/Facebook Page: https://www.facebook.com/AuthorChristelOwooFacebook Group: https://www.facebook.com/groups/163282985869873Instagram: https://www.instagram.com/christel_owoo/Twitter: https://twitter.com/ChristelOwooBlog: https://www.christelowoo.com/my-blog-christel-owoo/Website: https://www.christelowoo.com Connect with Fellow Authors and Learn about the Podcast Tour: http://christianauthors.net/fbgroup

Rulon McKay joins with me on this episode to talk about the power of listening and change management. Rulon expands upon the power listening by discussing a week-long course he had on this characteristic of servant leadership and by highlighting a story about one of his first dates with his wife and the way she displayed true listening. Rulon also sheds light on what some would consider the "dark art" of change management by talking about the need for leaders to be dissatisfied with the current state in order to welcome new and innovative ideas. Rulon gives us some great perspective on recognizing people, illustrating some ways we can do this while also empowering them to show greater trust in them. Rulon compares servant leadership to parenting; reminding us that we should want people to surpass us and it is our role to help them become more competent than us. We should look at the individuals around us and ask ourselves what they need and what it is that qualifies them just enough to get more opportunities and responsibility. Rulon also displays a natural tendency to want to keep learning that helps him work to get even better while reminding us that we need to be focused on the future and the people that will take over our organizations after us.  Rulon McKay is a Senior Consultant with PeopleCore, a firm based in Pennsylvania. He spent the bulk of his career with Shell Oil Company as a Human Resource Manager. He has a Masters in Human Resources Management, and a Bachelor's degree in Human Resource Development. Rulon has trained and coached thousands of leaders over the courses of his career--from front line supervisors to Senior Executives. He also served as a member of leadership teams and, for two years, as the Chairman of the Contra Costa County Workforce development board in California. He and his wife Martha are the parents of five children and 11 grandchildren.           

Transferring her human resource experience Wanda “Sistah Soldier” Petty created and produced the SHE VET iNspires television show to promote hope, inspiration, and provide successful blueprints for female veterans and their families in transition. The show was idealized as a result of her being assigned and medically discharged as a wounded warrior from the Walter Reed Army Medical Center along with many of her peers.   As a former Human Resource Manager in the Army, she's dedicated to eradicating unemployment and creating diversity in the working world. She strategically teaches others how to become masterfully indispensable in their career, using their innovative gifts to build divine relationships, deplete barriers, and generate success.   She's an inspirational speaker, transformation coach, visionary producer, creator, and host of the television show “SHE VETTM iNSPIRES,” she's the primary owner of SHE MediaTech StaffingTM for Media & Entertainment - she's solely responsible for the professional development and recruitment, of SHE VET media marketers.   To contact Wanda visit: https://sistahsoldier.com/   Welcome to Profiles in Success and thank you for listening! For more visit: https://profilesinsuccess.com/ Work with us: https://www.bernhardtwealth.com

As a former Human Resource Manager in the Army, Wanda “Sistah Soldier” Petty began dedicating her efforts towards eradicating unemployment and creating diversity in the working world after retirement. Now as the creator of She Vet Media, a company that provides digital media content for veteran military women, Sistah Soldier strategically teaches others how to become masterfully indispensable in their career, using their spiritual gifts to build divine relationships, deplete barriers, and generate success.As an inspirational speaker, transformation coach, visionary producer, and host of the television show “SHE VET iNSPIRES”, Sistah Soldier's work as a media expert is displayed on Roku, AppleTV, and a host of other channels.Connect with Sistah Soldierhttps://sistahsoldier.com/Freedom Battle Buddies of Color Links https://linktr.ee/drannjamesSupport the showGrab a free copy of my Interactive Spend Plan that does the math for you!https://bit.ly/interactivespendplanSchedule Your Freedom Chat: https://calendly.com/freedombattlebuddies/freedom-chatConnect with Dr. Annhttps://linktr.ee/drannjamesHere's the budgeting app I've been using for years to tell my dollars where to go! https://ynab.com/referral/?ref=OJ0scBcB5OUaeUJzThinking about launching your own podcast? Start here: https://www.buzzsprout.com/?referrer_id=1602373

Hey Everyone,In today's episode we are joined by Mairi Taylor, aka, The Menopause Rockstar! With over 20 years in the corporate world and 18 plus in wellbeing, Mairi's mission is to support, empower and educate women on all things menopause. A Home Economist, ex Human Resource Manager, Pilates and Pelvic floor specialist, Kettlercise ® instructor, Women's Health Coach specialising in hormonal wellbeing, Biomechanics Coach, Juice Therapist and Aromatherapist as well as a dōTERRA® Educator and Wellness Advocate. Mairi has developed a wonderful blend of everything she knows in order to create a unique experience wherever you are in your personal lifecycle.In this episode, we talk about:Helping women re write their story about the Menopause and how this relates to confidenceThe surprising truth about what the Menopause is, and is not, and how the lack of understanding about it impacts womenThe fascinating world of hormones, and how changes in hormonal balance can lead to feelings of anxiety and low confidenceHow Mairi's confidence was knocked multiple times through listening to others state her voice wasn't valuableMairi kindly shares the story of how she came to know that she had been born out of wedlock and the impact that had on her Mairi discusses how she use to be confident about the way she looked, and now she is confident about who she is!We explore the need Mairi had for other people's approval, and how that impacted her mindset about showing up as herselfWe discuss the very common issue of “not being enough” and how Mairi has rewritten her narrative about being “enough”Towards the end of the episode Mairi shares with us the idea of setting graceful barriers, and how powerful this has been for her confidenceMairi is wonderfully passionate and has a wealth of experience and knowledge. This episode is packed with insights and takes us in a very different direction than we've previously been. This topic continues to surprise us, and provide us with new ways in which to think about confidence. Male or female, the content that Mairi shares throughout this episode will be of benefit at some point. For more information on Mairi visit,Website: https://mairitaylor.com/LinkedIn: https://www.linkedin.com/in/mairi-taylor-b0617939/ResourcesThe Period Party Podcast: https://podcasts.apple.com/us/podcast/the-period-party/id1294938797Essentially You Podcast: https://www.drmariza.com/podcast/Next Level Human Podcast: https://podcasts.apple.com/us/podcast/next-level-human-with-dr-jade-teta/id1333722346The Wellness Collective: https://podcasts.apple.com/us/podcast/the-wellness-collective/id1319159211Boys Don't Cry with Russell Kane: https://podcasts.apple.com/gb/podcast/boys-dont-cry-with-russell-kane/id1400437107For more information about Kerry's work visit,Website: https://www.kerryhearsey.com   For more information about Adams work visit,Website: My Coach For Life | Life beyond limits

Elisa Rhynedance is a military brat natively from Virginia. Her siblings are both West Point graduates, and Elisa is a graduate of the USAF Academy from the Class of 2009. After completing her five years of service, she experienced some difficulty in her transition to civilian life. From there she discovered her passion in coaching competitive athletics. Since then, she has become a Human Resource Manager for Rise Athletes, and talks about all the important aspects of the current athletic culture in America today. For more info on our guest Elisa Rhyndance: Twitter: @Rhyndance ~Music by Army Veteran, musician, artist, activist *YETI TEARS*IG: @yetitearsSpotify: Yeti Tears Twitch: yetitearsInterested in coming on the podcast with your story of making a positive difference? Reach out to Us!~Adam DeRitoIG: @adam.deritoFacebook & Twitter: Adam DeRitoWebsite: www.adamderito.com , ~HonorHillTacticalIG & Facebook: @honorhilltactical Links: https://linktr.ee/HHTmedia ,

Mark Cronin '80 and his son John Cronin join Maura Sweeney '07 to speak about how they came to found John's Crazy Socks. A serial entrepreneur, Mark passed along this passion to John.  In the spirit of Holy Cross, theirs is a company created to do good.  Through John's Crazy Socks they are living their mission to “spread happiness,” while also serving as advocates for workplace equality and voices for people with differing abilities. Interview originally recorded on March 17, 2021. Due to the ongoing effects of the pandemic, all interviews in season 2 are recorded remotely. --- Mark : It's the nature of the social enterprise, you've got to have a mission. You can't be, we just want to make money. It's got to be something larger than yourself, an impact you want to have on the world. And when you're driven by that, it's so motivating. All the petty stuff falls away. And that's how you can go and connect with people. We get asked, what's the key ingredient? What skill? A lot if it is just belief. If we have a mission to spread happiness, just believe. Maura : Welcome to Mission-Driven where we speak with alumni who are leveraging their Holy Cross education to make a meaningful difference in the world around them. I'm your host, Maura Sweeney from the class of 2007, director of Alumni Career Development at Holy Cross. I'm delighted to welcome you to today's show. Maura : In this episode, I speak with Mark Cronin from the class of 1980 and his son, John Cronin. Mark and John are co-founders of John's Crazy Socks. A company whose mission is to spread happiness, where over half of the employees have a differing ability. An entrepreneur at heart, Mark has been creating opportunities and organizations ever since his days at Holy Cross. From creating The Lunchbox Theater as a student, to running political campaigns, to founding a software company, his career path shows what can be done when you pursue an idea. Maura : Every step of the way he's been driven by mission. And every step of the way has prepared him for his role at John's Crazy Socks. Our conversation focuses a lot on the incredible work that Mark and John are doing through John's Crazy Socks, to raise awareness about people with differing abilities. They live the motto, to whom much has been given, much is expected, and they do it well. We are lucky to have people like Mark and John working hard to improve the lives of millions of others, because it's not just the right thing to do, it's also good for business. Maura : Mark and John, it is really wonderful to be here with you today. How are you today? Mark : Pretty good, right? John : Pretty good dad. Mark : Life remains interesting. Maura, thank you very much for having us on. Maura : It is my pleasure. It is my pleasure. I have been really looking forward to talking to you about Mark, about your career journey and John, about how you came to help co-found John's Crazy Socks, and the incredible work that you're doing together to really make a difference for people with differing abilities out in the world. Before we get to that, and before we get to John's Crazy Socks, because I could go down a rabbit hole there. First, I'd love to know more about you and your family. I know that you're both New Yorkers. Have you always lived in New York? Mark : So, we live in a town called Huntington on Long Island. I tell the story about that with John. He sometimes laughs at me about this. So, I grew up here on Long Island in part of Huntington, Huntington Station, and when I was 19, I set out for the world. I was leaving and I'm never coming back to Long Island. So in 1997, by that point we had three kids. Our eldest was in first grade and we had moved several times. And if you move two blocks with a little kid, their world turns upside. So we said, we'll buy a house and we'll stay in one place until you get out of college. And we wound up buying a house in Huntington Bay in Huntington, not out of college, out of high school. We said, we'll stay here. And there were a few times where boy, all I wanted to do was travel and move. Mark : There was one point I had this interesting opportunity in Hong Kong, and I sat the family down and I gave them a pitch and they all listened and they nodded and they said, "Dad, that sounds great. And why don't you send us a postcard when you get there, because we're not going." But then, so our two elders, they get up and leave and John, he got an extra three years of high school, but now he's in his final year of high school and I'm thinking, and my wife, Carol is also a Holy Cross grad. We're thinking we can move. We can relocate. Mark : Even after starting this business, we thought you could run an online business from the moon. We could go anywhere. Well, the good news is the business took off faster than we expected. So, we started with a three-year lease and now we have a bunch of employees, and I am going to die on Long Island. I'm not getting away. Maura : No. Well, and I can tell too, just from what I've seen in just the different media footage and the stories about the way you run John's Crazy Socks, is it's also a community organization. Mark : We think about community a lot, we think about the community here. I'm always wary of businesses that say, we're like a family. I don't know about that. But we're building a community there. We think about the community that we're building around here, our customers and supporters. But we also think about the local community and you've got to be good citizens. You got to be engaged in their community and giving back and involved. So, there is a lot of things we do, and that's important to us. Maura : Well, thinking about community and thinking about Holy Cross, because you're an alum from the class of 1980, I know community is a huge part of someone's time at Holy Cross. I'd love to hear about your days on the Hill and what brought you to Holy Cross from Long Island. Mark : So, a different day and age. Okay. I'm getting out of high school in 1976 and I really knew nothing. I didn't really know anything about looking at schools. At a college fair, I got a booklet that seemed interesting. I applied to three schools. I really applied to two. I applied to Holy Cross and Boston College. A third school came in and started recruiting me for football but by that point, I wasn't thinking of playing football. I got in both Holy Cross and Boston College, and was going back and forth. I didn't really know how to choose. So, Boston College had me up for a weekend with a group of students and they greeted us saying, we think you want the leaders of the class of 1980. Mark : And as soon as I heard that, I was like, well, I don't want to come here. If you think I'm one of your leaders, you're in trouble. So, I wound up at Holy Cross and there were a few points. Freshman year, where I was like, I don't know if this is really the right place. I thought of leaving, but once I made the commitment to stay, well, then you're all in. And like most things, the more you put in, the more you get out. And I was thinking, I just sent a package of socks to a guy named Father Carlson, who was my freshmen advisor. And I took him for a survey of Greek lit, but I was particularly thinking of one moment, just a small moment that altered the course of my life. Mark : It was sophomore year, second semester, sophomore year. And he called me in his office. I was trying to think, how did he get me? There was no email, there was no text. But he had me come into his office and he sat me down, and he was the head of the honors program. And he gave me a picture he said, "You should really apply for this." I was like, "Me. Nah." That's not how I thought of myself. I could talk. I was a pretty serious student, but I did a lot of other things too. I didn't do a lot of sleeping. Mark : I walked out of there and thought, oh. I still, I'm not very... I'm kind of... Not counting on it... To inviting you to an honors program. I was really not very smart because I'm thinking, well, I still don't have a chance. Not even thinking well, the head of the program asked me to do this. So I apply and got in the program. And now I spent my junior year at Trinity College in Ireland. Mark : But among the other little things, you got to take the seminars and it was so wonderful. So I took a seminar in non-Euclidean geometry with a guy named, I think his first name was Ted. Ted Cecil, math professor. It was just wonderful. Blew my mind of opening up the world and different ways of thinking. And I could tell the story a little bit, but on graduation, I wind up teaching math and religion. And first question was, did you study any math in college? Yes, I studied non-Euclidean geometry. Mark : And I got to spend a year working with Bob Cording, writing a thesis on a book-length poem by Galway Kinnell, called The Book of Nightmares. And I had met Galway because he was a visiting writing instructor, actually for the Worcester Consortium. So, I was able to take a poetry workshop with him when I was a sophomore. But to spend a year engaged in writing, I learned how to read, I learned how to write. It was so wonderful. Mark : So, just that experience and the confidence it gave me and helped me, it challenged me to think, you're really not that much of an idiot. But then jump ahead a couple of years, I'm bouncing around doing different things. I'm working for a Congressman in New York and I want to get into public policy, public affairs. He's advised me to go to law school. So I apply to some law schools, and I get something in the mail from the Kennedy School of Government at Harvard. And I read it and say, "This is what I should do." Mark : So, I apply there and I get in. Later, I served on the Admissions Committee at the Kennedy School and realize how the heck did I get in? And I know the crucial factor was, I was in the honors program and Holy Cross. So for some reason, Father Carlson took that time to call in this knucklehead and say, "You may want to do this." And in that way, it was just a conversation, but it had this impact on my life. And I'm 62 now and it's still blooming, and those are special moments. Maura : Well, and that's one of the things that I really enjoy is I get to have conversations with alums like you in this podcast, is to hear how many times individual people reaching out and knowing you as a person has a tremendous effect. And the fact that Holy Cross is small and allows people to get to know you and to see something in you that you didn't recognize in yourself at that moment. Mark : There were things you got to do. Some of this was day and age. So late seventies, there was so much freedom. My sophomore year, I realized that we were at this giant buffet table and it was all you could eat. You could get whatever you wanted. And so at the time, you would take four courses each semester, but you weren't limited to that. So I saw it as, well, naturally I'll take a fifth. I don't have to pay more. And then I would find out and sit in on other classes, then I would find out if you didn't see a class that you wanted, you could just make one up. Now I know Independent Studies, but that wasn't structured then, so sophomore year went to John Mayer, who was the chair of the English Department, and he taught myself and my two housemates a course on Bob Dylan, which was awesome. Maura : That's great. Mark : I remember mentioning it to my parents saying, "I'm taking a course on Dylan," and they were like, "What are you doing?" But it was awesome. Or senior year, my girlfriend, now my wife, we were college sweethearts. So she started on a course, which is not unusual at Holy Cross, of a bio pre-med and quickly wound up as an English major. But now, in senior year and she's got to make up some of her English credits. She's not seeing a lot, she can fill it up, but she needs one more course. We'll just find one. Mark : And I'm like, "Who are some of your favorite authors?" And she hits on Joseph Conrad. I said, "Great. We'll get a class on Conrad. You and I, we'll go do this." And she goes, "How are we going to do that?" "Don't worry." And so, Pat Bizzell in the English Department approached her and she said, "Sure, this would be great." So the two of us would read a book a week, and then we would meet with her, and how awesome is that to be able to have and go and do those things. There were a lot of things like that, but it's also, there were other things that were more extracurricular. Mark : So, sophomore year around Christmas, I read Tom Wolfe's Electric Kool-Aid Acid Test about Ken Kesey and the Merry Pranksters. And they would have what you would call today, a rave. And I'm reading this with the house band, The Warlocks, which changed their name to be the Grateful Dead. I'm reading this and I'm like, I would love to go to something like that. But what do I know? So then decided we'll have our own, and went off and did things, which now I look back like, wow, that was pretty good. I got a group of people together, today we could call a board. Everybody put money in, we sold tickets. We bought some things that we resold. I won't go into that even if the, what do they call it? The standards, the laws say that they can't arrest me anymore. And we had this three-day party with bands. It was just wonderful because you could go do that. Like again, different day and age. Mark : That year, I'm sleeping in Beaven, and every Wednesday night we had a cake party where we would charge money, and $1 would go to buy the cake for the next week, and 1$ would go towards this three-day party. So, I was learning to be an entrepreneur and then repeated it at a different level senior year. I came back from Ireland, wanted to do something and we created something called The Lunchbox Theater. During the lunch hour, we would put on plays and poetry readings, and concerts, and just had a blast doing this. And I'd run around and line people up and get people to agree to stage a play. What great fun. And we could go and do it. No one was going to stop you, and that it was encouraged and that was great. Maura : Well, and I can see now why you didn't sleep at all? Mark : No. Between that and work. I had a professor, Brendan Kenelly at Trinity College who would say, you go to university to find out what you don't know. And I didn't know. Eventually Father Carlson before, so I'm taking this Greek lit class freshman year, and now we come on to our first blue books, and I was in Carlin, which then was primarily a freshmen dorm. You could feel the stress level rising. And I'm like, well, I should be worried. I should do something. And that's when I realized I had no idea how to study. I had no idea how to take notes, no idea how to study. I didn't know really what to do. So I stayed up all night, re-read The Odyssey and The Iliad and I showed up with no sleep, but it's all fresh in my mind now. A lot of it, because I was so unsure of myself and insecurity that gets flipped sometimes as bravado. Mark : I remember it was a Bob Cording class sophomore year, and okay, different time and age, and I am ludicrous. It's a 10:30 or an 11 o'clock class and small class. I think everybody was a senior, I'm the only sophomore in the class. And I'm showing up in my bathrobe, sitting in the back of the class. And he turns, he hands out the first paper, and Bob was so diligent and detailed notes, but very demanding. Hands this out and he announces to the class, "I'm really disappointed and they're poor. And I'm telling you now, you're going to have to rewrite these." Because the highest grade, there were like two Cs and everybody else got a D. And I'm thinking, what the hell? People are slumping. He says, "But was one paper that just hit the mark and I'm going to read it to you." And he starts reading it. And all the people, I'm like several rows back from everybody, they're all looking at each other because they all know each other. Is that yours? Is that yours? Slowly they realize it's the freak in the back of the class. Mark : Again, it was somebody, Bob coming to me and saying... It's a lesson I had to keep learning. Don't be a fool. You can do things and now that becomes an obligation. You got to make something of that. Plus, there's friendships. I was texting last night with a buddy of mine from Holy Cross. We're still close. For a long time at that house that I mentioned, we would have like 25 people come down for president's weekend, bringing their families. We had this at a mini reunion. My wife, Carol, during the pandemic at six o'clock every Tuesday night, there's a Zoom call where they call themselves the Carlin Girls. They're in their sixties. They're not girls, but they do a Zoom call and they'll get 20 people in it. And every five years, they take a trip together and they go to Miami, or I guess, The Bahamas they've been to, all because there's this rich connection that was made at Holy Cross. Maura : It is. It's a special, my best friends in the world are from Holy Cross. It is, it's a special time, and it's nice when you can make those connections. It's amazing to see them last. Mark : And there's something about the Jesuit Mission and the liberal arts that always has you asking, inquiring and asking for more. It directly feeds into the business we have, which is a social enterprise. We have a social mission, and where do you get that from? Well, you get it from some of the activism and some of the yearning that was instilled in me in college. Maura : Well, and it seems like, looking at your career, from Holy Cross, you mentioned the Kennedy School, and then fast forward to today with John's Crazy Socks. It seems like, and I'd love to hear from you, but it seems like there's this thread of entrepreneurial-ism and mission and 'striving for the more' that seemed to be woven throughout your path. Mark : I look back and I guess I've always been an entrepreneur. I didn't always have the language to use it, but early on, everything and again, I didn't always necessarily have the language, but everything was mission-driven. So, I got out, I taught school for two years. Pure happenstance that I did that, I went to graduate school for literature. I was in a doctoral program and I'm sitting in there, sitting in a class the day the US invaded Grenada. And I don't know if people remember. It was this tiny island and we had to go rescue medical students. It was crazy. And I'm like, I should be doing something. So that's how I got the job at the Congressman. I showed up at his office and said, "I want to work with you." They said, "Well, we don't have any jobs." "That's all right. I'll volunteer. I just want experience." Mark : We move into a community and you'd connect. I can remember when we moved into Greenpoint, Brooklyn, we were early hipsters. It was before it boomed, and through the church and we set up a food bank, we set up a clothing depository. We work with the local recycling program to set something up, because you go and do that. I spent much of my career in the healthcare field. I wound up running the Medicaid health service program in New York City, and then ran a series of companies that were trying to figure out, how do you better deliver healthcare to the poor? How do we better organize care? Mark : But some of that Holy Cross thing was always there of the liberal arts and how do you pursue that mission and those values and still be carrying things out? But that wide interest, it fueled a lot. I started a software company. I ran political campaigns. I did a fair amount of writing. I published some of my less than really terrible fiction. And even this enterprise, we've now been doing this for four years, but people would say, well, when did you get into it? How long have you worked in retail? How long have you been in the sock game? Got no background in it. But I'm 62 today, everything I have done has prepared me for this moment. Everything I have done in my life has prepared me for this interview. Maura : Well, and that is the perfect segue to pull you into this John too, and to talk about John's Crazy Socks, and talk about the incredible work that you are doing. Because you're making a lot of change and you're doing a lot of good in the world through this company. Mark : We're very fortunate, but what are the two things you always talk about? John : Try to do for others. Mark : Try to do for others. It sounds trite, but the more we can do for others, the better off we are. We're living a dream. We get to do what we want to do. We have no excuses. We can't blame it on the board. We can't blame it on headquarters. And it also speaks to the way we run the business and our appearance. One of the internal ambitions, and I've always wanted this to be a way, I want this to be a great place to work. I want people to love working here. We work at that and you make that happen, and that runs through... What's our overall mission pal? John : Spread happiness. Mark : Spreading happiness. Well, you got to start at home and people got to be happy, and you have to understand it can't be lip service, it's got to drive through everything you do. So, here's an easy way. When it comes to customer service, you heard the old saw, the customer is always right. Nonsense. The customer can be damn wrong. But we're not in the business of being right. We're in the business of making customers happy. So, we don't limit any time that people spend with customers. People that work with our customers know they can spend 200 hours on any customer, at any time, doing anything they want, just go and wow that customer. Mark : We had something last week. Somebody had ordered something they said they were going to pay by check. That's pretty rare, somebody say they pay by check. And what our folks did was they said, "Okay," but they didn't fill the order until the check arrived. And when they did, it was an item we had sold out. So we sat and I said, let's think about this. First, in four years, maybe we've received 15 checks. It doesn't happen. Every time somebody says, they're going to send us a check, they send us a check. So, why not just live in a world where we trust people. And as soon as we get the order, we ship it out and trust that we're going to get the check. And my colleagues are looking and saying, "Can we do that?" "Why not? We can do whatever the hell we want to do." Mark : And they were like, "Well, what if people do this or that?" I said, "Nobody does that. Would you do that? So why don't we just treat people that way?" And it's so easy. And wouldn't you rather live in that world? Maura : Yes. Mark : Now, if we get burned, if all of a sudden people are fake, but it doesn't happen. We doing the same thing with our returns. You don't have to send us anything. Just let us know. If there's any problem we're going to replace it. We're going to give you your money back. We want to make you happy. What results of that? Well, if we treat you that way, you tell other people. Aren't people happy, because we're not going through stuff. We're just trying to make you happy, and our return rate last month, our refund rate was 0.6%. Businesses would kill to do that. We give away anything we can. Maura : Well, and I know that the origin story, if you will, of John's Crazy Socks is out there for people to read and to watch. But I'd love to hear from you about that moment, because I talk to so many people who dream of starting their own business. Who say, someday, I'd love to do this, but there's a very small percentage who actually do it. So what sparked that courage to really go and make this happen? Mark : Well, first of all, it is, again, it's much simpler than you think. Worst thing that happens is, you fail. And you go on. But ours grew out of a specific situation, this particular business, and origin stories matter. Because you take your DNA and they run through everything. So ours, it's the fall of 2016, and where were you buddy? John : I'm in school dad. Mark : Which school? John : Huntington High School. Mark : So, he's in Huntington High School in the states, and this is across the country. You can remain in high school until you either graduate or turn 21. If you have a disability, you can stay until you're 21. So this was going to be John's last year at school. Like everybody else, he's trying to figure out what do I do next? What are you looking at? John : I looked at shop programs in school. Mark : See anything you like? John : No, I never saw anything I liked. Mark : Well, the answer is, there's not a lot of great choices. John grew up in a household where he saw me starting different businesses and running things. And I'd like to say he's a natural entrepreneur, because he did things like that himself in school. I remember showing up at his summer school, we've got a summer program, and came into some and the principal came out and said, "I want to talk to you about John." And that was always good. Particularly my middle guy, Jamie, the principal comes, wants to talk to me, that's not good. That's the same way with me. But with John, okay. Well, it turned out John wanted to run a talent show, and he organized a talent show at the school. Never mentioned to me. He didn't think why I have to ask permission, I just go and do this. Mark : So, he doesn't see anything he like, the natural entrepreneur doesn't see that as a problem, but as an opportunity. So what do you tell me? John : I want to go into business with my dad. This is my idea. Mark : I was starting some online businesses. He comes and tells me that, it's like, okay, let's go do this. And traditionally, what you do in a business, once you get the idea, is you stop everything to prepare a business plan. Work out your competitive analysis, your market research, your operational projections, financial projections. We did none of that. We went what's known as the lean startup route. We were bootstrapping. Let's just get something up and running. I've worked with venture capitalists before and done that. We didn't want to do that. Just get something up and running. And he's the perfect partner because he just believes, of course this is going to work. Maura : Why wouldn't it? Mark : Why wouldn't it? And so much of what we've been able to do is why not? So, I'll let you know on something that's coming up on March 30th. This is top secret information. On March 30th, we're going to introduce our unity socks, which are blue socks with American flags on them. We want them to symbolize inclusivity and unity, and we get this idea. We want to give them to every member of Congress. So on March 30th, we have two local congressmen coming, a Republican and a Democrat, to help us introduce these socks, and we're going to give them to every member of Congress. We've already been invited to come up to Albany and do it in the New York State Legislature. And we see ourselves that we can go across the country, just symbolizing look what's possible. Have John be handing out these unity socks. What a wild, ridiculous idea and yet, okay, who's going to stop us? Maura : And yet it's so perfect. What a perfect idea. Mark : And it just grows. Not every idea is a good idea. We have bad ones. We do a lot of presentations. Right before this, we were speaking virtually to a school in New York City. Last week, we got a question from a high school student, need to ask permission from to do these things. It's like, no, that's part of the power. You don't have to ask anybody for permission. Just go and do and come back to... It's the nature of the social enterprise. You've got to have a mission. Mark : You can't be, we just want to make money. It's got to be something larger than yourself, an impact you want to have on the world. And when you're driven by that, it's so motivating. All the petty stuff falls away, and that's how you can go and connect with people. We get asked, what's the key ingredient? Which skill? A lot of it is just belief. If we have a mission to spread happiness, just believe. So when you ask on the origin story, okay, we'll find a way forward and we'll go test it. And it turned out it went well, right buddy. Maura : Well, I think even more than just believe, you talked about wanting to make a great place for people to work. And I think that the fact that you care about your employees, and you care about the people, both who work with you and who you serve, that is another really big piece. Mark : It's all the whole. So yes, our mission is to spread happiness. You do that by hiring people with differing abilities and showing what they can do, by giving back and by making personal connection with our customers. When it comes to this workplace, one of the things we're trying to share with other employers, hiring people with differing abilities is not altruism. It's good business. And what do we see? Morale is way up. Productivity is high, retention is through the roof and it helps us recruit. And it makes for a better workplace. You think the benefits would mainly accrue to the people with differing abilities, but everybody is better off and everybody is happier. Mark : But I've worked over the years into, in essence, a formula on employee engagement. One, you have to start with a mission in which people can believe. It's got to be something greater than ourselves. It's got to be something that can matter. Two, everybody has to know how they fit into the mission, how their job matters. There's no leg work. There's no, I'm just a cog in a machinery. Yes, our webmaster knows, but our sock wranglers, that's what we call the pickers on our pick and pack warehouse, they know their job matters. Mark : Three, put people in a position to succeed. Don't ask them to do what they can't do. Give them the tools. If they need a special chair, get them a chair. If they need a software tool, a webmaster needs some analytical tool, get that for them. As a manager, you have to be a leader. And in doing that, what you have to make clear to people is, I work for you. My job is to put you in a position to succeed and if you have problem, if you have a limitation, my job is to try to help remove that limitation. Mark : Four, recognize what people do. People care. It's as simple as saying, thank you. I saw you doing this. What you do matters. We value. And then the last, stay the hell out of the way. Let people do their jobs and they will thrive. But some of this comes down to, it's like a Christian thing. Do unto others, treat people the way you would like to be treated. If you treat people poorly, they will respond that way. If you treat people that I don't trust you, so I have to manage and inspect and micromanage, they will respond in kind. Maura : Well, and I know that you've had a lot of opportunities to spread this message. I recently saw that you joined this CEO Commission on Disability Employment. And I know when we've spoken before, you mentioned going before Congress in the past. Mark : We've been very fortunate. We've had a fair amount of media coverage. We've had some viral experiences, and we go out and basically proselytize. John, you love the speaking engagements, right. John : Yeah. I love speaking engagements. Mark : So yes, we've done things. We've testified twice before Congress, we've spoken to United Nations. We're part of the State Department Speakers Bureau. So they had us take a little speaking tour in Canada. We didn't get tour T-shirts made up, next time we will. And yes, we're on the CEO Commission for Disability Employment. And I laugh. This was founded by Voya Financial and the Society of Human Resource Managers. How are we on this? Like, we're on this National Autism @ Work Roundtable with IBM and Microsoft and Ernst & Young and Warner Brothers, and John's Crazy Socks? Mark : We appreciate the opportunities and you could go back to Rome and find this motto, and you can see it with the Kennedy's and with Spider-Man. To those who are given opportunities, come great responsibilities. So I'll give you an anecdote on that. We're down on Capitol Hill, and we get a phone call here in New York in the office, from a customer in Houston who says, "I see that John and Mark are on Capitol Hill. My mother works there. She's a big fan of John's, would it be possible for them to meet my mom?" Person says, "Sure. Here's Mark's cell phone. Just text him your mom's name and contact information and he'll do it." Who's mom? Nancy Pelosi. Mark : So now, we get an audience with Nancy Pelosi and forget about right wing, left wing. We vilify our politicians too often, or deify them. They're just people. She's a grandmother. She comes in, her eyes light up seeing John, and she brings out pictures of socks that she gave former President Bush, because John had become a sock buddy with former President Bush, George H W Bush, where they exchanged letters and socks, and all this is great. We take photos, but now we have this opportunity that creates an obligation. Mark : So it's yes, but Ms. Pelosi, we have to talk about some other matters. One, we have to talk about repealing section 14(c) of the Fair Labor Standard Act of 1938, great piece of American legislation. It created the 40 hour workweek, it eliminated child labor, it created overtime. But it allows employers to pay people with a disability less than minimum wage. So, there are 400,000 people being paid as little as five cents an hour. And we are grateful that we have this opportunity, but we are now going to take advantage of this. Mark : I'll give you a recent one where, despite our best efforts, we contracted the COVID virus, John, my wife and myself. And for Christmas, we gave John a hospital stay. He was admitted on Christmas Day, it was dicey for a few days. People say it's nothing, it's just the flu. Now very healthy, got out eight days later. So, we held an event at the hospital because we know we can attract media attention. So we went back to the hospital and you got to thank everybody, right? John : I did. Mark : But we also used it to do two other things. One, to raise awareness about the risk that people with down syndrome face, they're not more likely to get the virus, but if they do, five times more likely to be hospitalized, 10 times more likely to die. So, we want to get that word out. The other thing, the hospital let me stay with John the entire time, even when he was, because things went bad for a day or two. When they moved him to the critical care unit, they let me stay. Now, Federal Regulations require that people with a disability, that they get access to their caregivers. That's not the way it's practiced, particularly during COVID. So, we wanted to highlight look, this is better for everybody. That there's always a little medicine with the sugar. Mark : So, we keep driving that mission and you can't separate the two. We'd like to make money, we'd like to live indoors, like to pay the rent. And if the business doesn't succeed, then we'll go home and all this stops. So you got to make that happen, but like the giving back. So, we baked into it from day one. We donate 5% of our earnings where? John : Special Olympics. Mark : Special Olympics. Why the special Olympics? John : I'm a Special Olympics athlete. Mark : And then we've created a whole series of products that celebrate causes and raise money for charity partners. So the first one was a down syndrome awareness sock, raises money for the National Down Syndrome Society. But more recent ones, an EMT tribute sock raises money for a local EMT squad. Last April, we wanted to thank people. We introduced healthcare, superhero socks, and they've raised over $50,000 for frontline workers. Mark : And there have been different points when very smart people have said to me, you're not making money. What are you doing making these donations. But we wouldn't have the business we have if we weren't doing that. Willingness for the long haul. So, among things that are really cool, our little business we've raised over $400,000 for our charity partners. Maura : That's amazing. Mark : John here is a special Olympic athlete, who's raised over $100,000 for the special Olympics. We make sure everybody who works here knows they're all philanthropists. It's very cool. We're so fortunate. So in the end, we are these knuckleheads running a sock business and this is a small business, and all we want to do is change the world. How much fun? Maura : And you're doing it too. That's the incredible thing. Is even if it's in small ways, as you showed all of these donations, one pair of sock here, the one conversation there, it's changing hearts and minds. Mark : That has been the thing that has surprised us the most, and it's still hard to wrap our minds around and we have to be really careful about. But people take inspiration and there is a deep, emotional connection. I could tell you all sorts of stories of things we get to see, but I'll tell you one that my wife likes me to tell because I tear up sometimes. Mark : The National Down Syndrome Society sponsors Buddy Walks around the country, but the biggest one is in New York City. Before it starts, they rent a billboard in the city in Times Square, and they want like a video with faces on it of people with down syndrome. So, we go there and John's like a rock star in that community. People are swarming him. But a woman comes up to me and just hugs me and says, "Thank you." Mark : Okay, what's going on? And she explains that she is from Curacao, an island just off of Venezuela. And she tells us that her daughter had gotten pregnant and tested that she was going to have a child with down syndrome. She explained that on Curacao, people were ashamed of people with disabilities, that they hide them. It's something they don't want deal with, talk about it. And in fact, everybody knew that her doctor said, "This is what you're going to do. You're going to get an abortion." And to me, this is not really an abortion story. This was just, this was grant. This is what's going to happen. And the family came home and they saw a news story about John and John's Crazy Socks. Mark : And she said, it changed their entire outlook. And she introduced us to her one year old son. How awesome. We get people coming up to us all the time, thanking us and telling us how they want to do this with their child, or it gave them hope. And we have to be careful. We have nothing special. We're just out doing these things and sharing. So when John stands up in front of a crowd, be it 10 people at a SEPTA, be at 22,000 people at Madison Square Garden, and they see what he can do, it changes people's minds. And we are very fortunate to be able to do that. Maura : I think you really are living that mission of spreading happiness and of doing great things with the opportunities that you've been afforded. Mark : We've been given a lot. We had our family and I could go on about my other boys and the love of my life. We'll be married 40 years. John : It's 39 years still. Mark : It's still 39, I know. Mark : There's a reasonable chance that we'll make it to June. Reasonable chance. Maura : Fingers crossed. Mark : Well, you know. I'm still a Dylan fan. There's that line, when I see you, I don't know if I want to kiss you or kill you. A lot a marriage in that. Here's just some of what we get to do, and how fortunate. We get to see minor miracles all the time. So one of our colleagues, Thomas, his mother calls us in October of 2017 and says, "I understand you hire people like my son. I need you to give him a job." We're not hiring, we'll post when we are. She calls every day and the moms are persistent. She's not the only one who's done this. So I got on the phone with her and I said, "Well, tell me about Thomas." Mark : She says, "Well, he's early twenties. He's on the autism spectrum. And he's in a very bad way. He's very depressed. We have trouble getting him to come out of his room. He won't shower or shave. He doesn't want to deal with anybody. We can't get him to join any programs or activities. It's so bad he hasn't spoken to his father in over six months." Sounds like a great employee. Mark : So, we have an opening and bring him out. And the opening is for our sock wrangler position, that's kind of our entry level position. We pay $15 an hour to start because everybody, you got to pay a fair wage. The way you get the job, you meet with John and me. We want to make sure you understand the mission and our values. Then one of our current sock wranglers will train you and they love doing it. You've trained people. John : Yes. Mark : They love doing it. And then when you're ready, you have to pass the sock wrangler test. You got to pick six orders, 30 minutes or less, show us you can do the job. Well, Thomas comes out and after an hour of training, says, "I'm ready." And he passes that test as if he was put on this earth to be a sock wrangler. Today, on the days he works, Thomas is ready, showered and shaved at 6:30 in the morning for his father to drive one hour to work. When he gets in here, the young man who wouldn't look at anybody or talk to anybody, goes around and wishes everybody in the building a good morning. Mark : I want to be really clear here. We did nothing. We did no special training, no government funding, no special programs. All we did was give Thomas the opportunity to earn a job, and how fortunate are we? And so Holy Cross, the imprint that studying and understanding the liberal arts in the way it gets you to think and prepare, the way you imbue. Some of this comes from studying literature. You imbue different levels, different things all in the same action. That runs through what we do. I've spoken to students. Mark : So, I was an English major, I got out in 1980. There was no internet. Fax machines had not come, they've come and gone. There were no cell phones. We run an E-commerce business, I couldn't have studied that if I wanted to. But the liberal arts let you understand how to learn, how to figure things out, and so this runs through what we do today. And a lot of my classmates would be shocked to think that someone would be interviewing me for a Holy Cross alumni network. You've met those friends. John : I do. Mark : Paul, you should be talking to him. Paul Miles running a charter school and John Flynn, who's got this bicycle recycling program in Hartford. Charlie Brown or Chris Potter and Sue Mack and all these good people. Maureen, lots of good stuff. Maura : John, what's the best part for you about working with your dad? John : One thing I love working with my dad, I'm so lucky to be where he is. I'm never without my dad. He always, I've changed I can, if possible. I love my dad. Third and lastly, about my dad going to Holy Cross. I am a proud son because I am so, so happy of him being my father. Mark : What about your mom? You got to speak up for her, right? John : Yeah. I'll never forget mom. I am proud son. I am so proud of my dad, my mom accomplished. They are amazing accomplished. Mark : And you like hearing the stories of how we met, right? John : Oh yeah. Dad is so romantic. Mark : Romantic? Ricky, Kevin and I were looking for beer. And I can tease something for you. I'm not going any further than this. I've read in the alumni magazine and seen references to the fingers on the Jesus statue in the quad. I can tell you I was there and I know what happened. But that's it. No names, no details. Maura : Living mystery. That's what that is. Well, and my last question, this has just been really wonderful. What is your favorite pair of socks? Mark : What's your favorite pair? John : My favorite pair, my down syndrome superhero socks. Mark : Down syndrome superhero socks. Maura : Yes, that sounds like a good pair. Mark : Whose face is on those socks? John : Me. Mark : You. Maura : Good choice. Mark : You're a funny boy. Maura : I think we'll all have to check out that pair of socks. This has been an absolute pleasure. Is there anything else you want to share with listeners before we go? John : I want to say something. It's something that I said before... Mark : Go ahead. John : I am so proud of my dad's career. I am so proud of my dad's career and college. I am a proud son. I love my dad and what he did. It's wonderful. Mark : Well, there's a late poem from Yates where he recounts his achievements and those were notable, part of the revolution, part of the day of the Senate, winning a Nobel prize. But the refrain is what then sang Plato's ghost, what then are you going to do for me next? And we get to keep doing things, right? John : I love you dad. Mark : My boy. Maura : Thank you both so much. This has been just such a pleasure. John : I'm so proud of you Dad. Mark : Well, you let us know if there's ever something we can do. You got to put the pitch in. Where do people get stuff? John : At JohnsCrazySocks.com. Mark : There you go. Maura : Perfect. Yes. And I can say, I treated the alumni relations team to a pair of donut socks last year for Christmas, and they have been a big hit. So, I am a fan of John's Crazy Socks. Thank you for everything that you do. Mark : Well, thank you. John : I'm a big fan of my dad. Mark : You're a fan of your dad. Boy, you are being nice to me today. Maura : That's our show. I hope you enjoyed hearing about just one of the many ways that Holy Cross alumni have been inspired by the Mission to be people for and with others. A special thanks to today's guests and everyone at Holy Cross, who has contributed to making this podcast a reality. If you or someone you know, would like to be featured on this podcast, then please send us an email at alumnicareers@holycross.edu. If you like what you hear, then please leave us a review. This podcast is brought to you by the Office of Alumni Relations at the College of the Holy Cross. You can subscribe for future episodes wherever you find your podcasts. I'm your host, Maura Sweeney, and this is Mission-Driven. In the words of St. Ignatius of Loyola, now go forth and set the world on fire. Theme music composed by Scott Holmes, courtesy of freemusicarchive.org.

Happy Father's Day! Episode 64 of the Be More Today Show features my father Samuel A. Thomas, MSW.  Samuel Anthony Thomas MSW is a graduate from Fordham University School of Social Work and currently works at Monhagen Middle School as a School Social Worker. As a Social Worker he looks to meet students where they are and strives to find their hidden talents. As a Cross Country and Track Coach he enjoys coaching cross country and track, as a way to re-live my running days. His favorite motivational quote for his runners is, “when the body says no, the mind says yes I can”. He's the Director of the Chess Club and Director of the Builders Club whereby he produces Talent Shows and donates proceeds to local charities. He's also a Vendor Representative for Coty International which includes designer men's and women's fragrance, such as Gucci, Burberry, Marc Jacob, Chloe, Tiffany, Calvin Klein and Hugo Boss. He was a former New York Stock Exchange Trading Investigator, Entrepreneur, Food Store and Deli Owner and operator. He was also a Human Resource Manager for May Company Department Stores. He's the Author of, “To the Sistas, Diary of a man who happens to be Black”. He is a former US Army Veteran who served 4.5 years. 11D reconnaissance specialist. Ran Track in High School and College. High School 2 mile relay, held record of 7:35:6 for over 30 years. He was featured in Runners magazine in an article titled, “The record that was never broken” and held Millrose Games and Penn Relay records during high school. As a Received over 10 Track scholarship offers and loves to share about how track and field helped him maintain a healthy lifestyle. #morethananathlete #useitorloseit #bmtshow #bemoretoday #happyfathersday #trackstarsrus #andrewjackson #runnersmagazine #menshealth --- Send in a voice message: https://anchor.fm/bemoretoday/message Support this podcast: https://anchor.fm/bemoretoday/support

If you want your nonprofit team to thrive, you need to learn and implement the fundamentals of creating a psychologically safe workplace.   In this episode, we talk to Ruthann Weeks about what is and how to create a psychologically safe space where employees feel safe to take interpersonal risks like: asking for help expressing ideas reporting mistakes reporting near misses A psychologically safe workplace is one in which leaders and staff are free to be authentic and vulnerable. Learn how you can create that space in this week's episode!   ABOUT Ruthann Ruthann Weeks is a Cultural Change Strategist and Principal Consultant at Harmony In The Workplace. She is a change agent whose efforts have helped to bring the importance of an abuse-free work environment to the forefront of public awareness. She is a best-selling author and gifted speaker who delivers a powerful message about today's workplace challenges. Working as a Certified Resource Specialist in the human service sector, Ruthann went on to graduate as a Human Resource Manager. She is a Certified Psychological Safety Advisor and specializes in diversity and inclusion, workplace bullying, sexual harassment, domestic violence and mental health in the workplace.   LINKS TO Ruth's work Website: https://www.harmonyintheworkplace.com Instagram: https://www.instagram.com/harmony___official Facebook: https://www.facebook.com/HarmonyInTheWorkplace/ LinkedIn: https://www.linkedin.com/in/ruthann-weeks-harmonyintheworkplace/ Twitter: https://twitter.com/toxicprevention   Free Download from Ruthann The Top Three Considerations When Building Effective Organizational Culture   OTHER LINKS The Training Library Membership Site   ABOUT Kathy: Hi, I am Leadership Development Coach Kathy Archer. I help women leaders ditch survival mode and enjoy impactful leadership! You do that when you: Develop your CONFIDENCE Maintain your COMPOSURE Lead with INTEGRITY   FIND ME HERE: My Website: https://www.kathyarcher.com/ My book - Mastering Confidence The Training Library Membership Site Twitter  @kathydarcher Instagram  @kathydarcher LinkedIn  @kathydarcher Facebook  @kathydarcher YouTube  @kathydarcher

सुनिए उदयपुर में पली बढ़ी फातिमा फ़ोटोवाला की कहानी। इनका हमेशा से मानना रहा है कि हिम्मत से हारो, मगर हिम्मत मत हारो।ये मानती है कि हर परिस्थिति से लड़ने की ताकत रखो और कभी हिम्मत मत हारो।सिर्फ 8 साल की उम्र से ही लेखन का शौक था। अपने उसी शौक को आगे बढ़ाया और एक लेखिका बनी, एंकरिंग भी करती है। और एक एचआर प्रोफेशनल है। इनमे प्रतिभा तो बचपन से ही थी लेकिन ना जाने क्यों मंच पर जाते ही घबराहट होने लगती, और यही डर इनकी कमज़ोरी बन रहा था और इन पर हावी हो रहा था जो इन्हे आगे बढ़ने से कही न कही रोक रहा था। ऐसे में इन्होने निश्चय किया अपने इस डर पर काबू पाने का। क्योकि ये नहीं चाहती थी कि इनका डर इनके रास्ते का रोड़ा बने। ऐसे में धीरे धीरे इन्होंने लोगो के सामने अपने उस डर पर काबू पाया। और आज ये बिना डरे मंच पर बहुत अच्छी पर्फोमन्स देती है। आज ये अपने पैशन और प्रोफेशन के साथ आगे बढ़ रही है और अपनी ज़िन्दगी में खुश है।  https://stories.workmob.com/fatima-photowala-human-resourcesवर्कमोब द्वारा #मेरीकहानी कार्यक्रम के माध्यम से एक नयी पहल शुरू की गयी है जिसके ज़रिये हर कोई छोटे बड़े बिज़नेस ओनर्स अपनी प्रेरक कहानियों को यहाँ सभी के साथ साझा कर सकते है। क्योंकि हर शख्स की कहानी में है वो बात जो जीवन को बदलकर एक नयी दिशा दिखाएगी, और ज़िन्दगी में ले आएगी आशा की एक नयी चमकती किरण। #प्रेरककहानियाँ #प्रोफेशनल #एचआर #लेखिका #पर्फोमन्स #एंकरिंग जानिए वर्कमोब के बारे में: जुड़िये वर्कमोब पर - ये है भारत का अपना एक प्रोफेशनल सोशल नेटवर्क। जोश और जुनून से भरी प्रेरणादायक कहानियां देखिये। मजेदार प्रतियोगिताएं खेलिए, उनका हिस्सा बने, लाइव जुड़िये, और भी बहुत कुछ पाए वर्कमोब पर । यह सौ प्रतिशत बिलकुल मुफ्त है। जाइये इस लिंक पर https://stories.workmob.com और देखें ढेर सारी प्रेरक कहानियाँ। हमारे ऐप्प को डाउनलोड करें: Android: https://play.google.com/store/apps/details?id=com.workmob iOS: https://apps.apple.com/in/app/workmob/id901802570 

Did you know 45% of Canadians report being bullied at work? Or that workplace bullying can be in different forms? Ruthann Weeks, our guest this episode, has firsthand experience with toxic workplace environments and has dedicated her professional life to creating psychologically safe spaces for all. Join us this week as she shares some amazing insights into stress management, creating healthy workplaces, professional self-empowerment, and how to keep from becoming just another bystander in these situations. You won't wanna miss this episode.Key Takeaways:Take the time to make an appointment with your emotions-- catharsis is a great form of intentional self-care.Your emotional state influences that state of your body.There are different forms of bullying that can take place in the workplace such as mobbing.Looking at turnover rate is a good indicator of a workplace's environment. Anything between 5% to 10% may be cause for caution.SNAP method for being a good bystander-- See it, Name it, Ask about it, Provide support.Leaders embracing the concepts will be the talent takers in the 21st century as Millennials and Gen Z take their place in the workforce.About Ruthann WeeksRuthann Weeks is a Cultural Change Strategist and Principal Consultant at Harmony In The Workplace. She is a change agent whose efforts have helped to bring the importance of an abuse-free work environment to the forefront of public awareness. She is a best-selling author and gifted speaker who delivers a powerful message about today's workplace challenges.Working as a Certified Resource Specialist in the human service sector, Ruthann went on to graduate as a Human Resource Manager. She is a Certified Psychological Health & Safety Advisor and specializes in diversity and inclusion, workplace bullying, sexual harassment, domestic violence and mental health in the workplace.Find her on her website.About Mental Health in Minutes:Make hard conversations easy and meet your team where they're at in their mental health maturity with our monthly digital download subscription of done-for-you presentations. Designed to increase the well-being of your employees, let us focus on research and content creation and you can focus on delivery and employee support, the value-added activity that really makes the most impact with your teams! Download your FREE Training Tryout all about stopping the slide into Burnout HERE.

What are your favorite resources when it comes to business growth and development? If you have listened to the last two episodes, we have been talking about mentors and the types of people you need in your business as you continue to grow and scale. Today I’m wrapping up by sharing what I have been doing as the CEO of The Ops Authority over the last year to continuously grow and develop.   Areas of Growth & Development I began this business in 2015, and have entered the growth phase of the business about two years in. Right now we are in the beginning of the scaling phase, as our programs are becoming more predictable and our team is being built out. We have attempted to build the program out to fit my personality, style, and goals in order to create a true vision.    Anytime you are building something like this out you will run into obstacles and things that don't feel like they are in your wheelhouse. Operations come super easy to me, but there were some gaps that I had because my corporate background was very narrow.    “When you are an entrepreneur, you have the responsibilities of every side of business…  whether you want them or not.”    In that transition from corporate life to running my own business, it was much more robust of a scope than I’d ever dealt with. I needed to gain some knowledge in several areas.  Financial Acumen I’m a spreadsheet person, but being aware of what financials are important is one thing… actually doing them in your own business is a whole other ballgame. I don’t believe that anyone is teaching entrepreneurs the true depth of financial acumen that you need to run a sustainable business that will allow you to scale. I continue to dive into this area which has also allowed me to understand more about retirement, annuities, and all of those important fundamental financial components.   Vision As a Director Of Operations (DOO), and a previous chief of staff for a Fortune 150 company, I am amazing at execution, integrating, and leading people. The difficult part of having my own business was the vision. I needed to be able to dream and find a place where I could  imagine what this business could do... my real “why” for devoting so much time, energy, expertise, investment into this business.  I had to work very deeply on identifying what my vision is. But, the stronger our financial position gets, the easier it is for me to cast a bigger vision. My vision is so much stronger and bolder and to some degree; I just needed experience and success so I could continue to drive the vision forward and expand it.    Human Resources I have 10 years of experience in corporate human resources, and I am always looking for more knowledge about HR practices. SHRM: I subscribe to SHRM (Society of Human Resource Managers) and it's important that I stay up with what is happening in the field. There is so much knowledge about all sizes of businesses. It's a great hub. Kolbe: The other piece I always want to know more about is the Kolbe, which is a certification and an index that will help you understand people’s natural tendencies to process work. It has played a big role in my business as I help people identify their talent.    Resources It is so important to know what your gaps are and to stay on top of your industry. These are some of my favorites. “Know your gaps and stay on top of your industry.” Books  Bigger Than You by Kelly Roach: Kelly is my business coach, and this was the book that I read (before I started coaching with her) that told me that this woman had what I needed. Some of the foundations that she lays out have allowed me to scale faster in the last 24 months.   Atomic Habits by James Clear: A great book on productivity.   Blue Ocean Strategy by Chan Kim: This book encouraged me to see what I was doing as a “blue ocean.” It helped me see what impact I could potentially have.   5 Dysfunctions of a Team by Patrick Lencioni: Patrick is a maven in the leadership space, and has amazing advice about growing teams.   Built to Sell by John Warrillow: When I started, my goal was to replace my corporate income ASAP, so I could continue to build my legacy. This book is an awesome read that helps you think differently about the business you are building.   Giftology by John Ruhli: This book focuses on the client experience. It helped me to see how much a gift can deepen your relationship.   Exactly What to Say by Phil Jones: This is a super short read that packs a big punch.   Dare to Lead by Brene Brown: One of my favorite authors, and everything she does is research based.    The Most Powerful Woman in the Room is You by Lydia Fenet: This is an empowerment book with an amazing story of a woman in a male dominated space.    Alter Ego by Todd Herman: This book is both strategy and mindset. It is also a personal development book, and has helped me with my mindset as I walk into difficult situations.  Podcasts Second in Command with Cameron Herald: Interviews with COOs, who often face the same challenges as DOOs.    Marketing for Coaches, with Matthew Kimberly: (Formerly “Get a Grip”) I love the host's no nonsense attitude, and that he has content that is specific to how to market as a coach.    What Works with Tara Mcmillan: I think she is one of the best interviewers of anyone in the podcasting space. I was on her podcast last year, and she finds real people to tell their stories and gleans big lessons from them.   Not For Lazy Marketers Podcast with Emily Hirsh: This gives me my dose of marketing for my specific industry. The episodes are short and give lots of great info that you can implement, all in a short time.    Life Coach School with Brooke Castillo: I enjoy the way this relates to business, health, wealth, and mindset.   The Newsworthy with Erica Mandy: All the days news boiled down to 10 minutes.   Programs Professionally investing in the Unstoppable Entrepreneur, with Kelly Roach has changed the trajectory of this business and allowed me to get closer to my vision. Having accountability has allowed me to have growth so much faster because I had a support system. This program has allowed me to build the most comprehensive, supportive program that has a focus solely on operators.    I hope you find these resources as valuable as I have! Weekly Ops Activity Head on over to our FB group and share a business book that has helped you to move your business forward.   Other Ways to Connect with Me: Website Private Facebook Community Facebook Page Instagram This episode was first published at theopsauthority.com/podcast/94.

Have you ever wondered who is generally in charge of the hiring process at most companies? Do you like helping people through sometimes difficult situations? Listen as we speak with Bevcomm's Human Resource Manager, Amy Kiester as she descibes her day and the level of education and training needed for it.

International Women's Day is celebrated in many countries around the world. It is a day when women are recognized for their achievements without regard to divisions, whether national, ethnic, linguistic, cultural, economic or political. Source; https://www.un.org/en/observances/womens-day/background#:~:text=The%20first%20National%20Woman's%20Day,was%20much%20earlier%20%2D%20in%201848. Since those early years, International Women's Day has assumed a new global dimension for women in developed and developing countries alike. The growing international women's movement, which has been strengthened by four global United Nations women's conferences, has helped make the commemoration a rallying point to build support for women's rights and participation in the political and economic arenas. Our guests today are Josephine Kingi, Annalise Rwebangira and Deodatus Tesha, Josephine Kingi is a Human Resource Manager at The Export Import Bank of Korea (EDCF), Annalise Rwebangira is an Economist, Policy analyst and gender equality advocate whereas Mr. Deodatus Tesha is an advocate of the High Court and Subordinate Courts thereto save for Primary, specialising in Social Security schemes. Today we are discussing challenges and opportunities available for women in the legal practice. Hosted by; Emmanuel Gashi Bakilana & Privaty Rugambwa; To go further about; Privaty Rugambwa; https://www.linkedin.com/in/privaty-patiensi-rugambwa-5078554a/ https://www.irglobal.com/advisor/privaty-patiensi-rugambwa/ Emmanuel Bakilana; https://tz.linkedin.com/in/emmanuel-g-bakilana-846405123 Deodatus Tesha; https://www.linkedin.com/in/deodatus-tesha-8a6570b6/?originalSubdomain=tz For More information about International Women's Day; https://www.un.org/en/observances/womens-day/background#:~:text=The%20first%20National%20Woman's%20Day,was%20much%20earlier%20%2D%20in%201848. https://www.thoughtco.com/international-womens-day-3529400 Also of interest https://www.internationalwomensday.com/about https://www.bbc.com/news/world-56169219 --- Send in a voice message: https://podcasters.spotify.com/pod/show/sheriapoa/message

  Omnicom Health Group is the largest healthcare marketing and communications network in the world, with more than a dozen companies and over 4,000 talented people specializing in every area of health. Our people come from every corner of science, medicine, marketing, and communications, partnering with clients—and connecting with each other— to achieve meaningful change through better, more innovative communications. We hope this session can help students pick up skills that can help them land a job!   About Susan's Guests:  Joe Golden has over 15 years in Recruiting with the past 10 on the corporate side. He has spent the last 7 years at Omnicom Health Group recruiting across the whole network. Sasha Sampedro is part of the recruitment team over at OHG. Previously to joining OHG, Sasha worked on the media and film industry as a Human Resource Manager. She has been part of the Omnicom family for close to 3 years where she is responsible for recruiting for Art, Copy and Finance positions. At OHG, Sasha is also responsible for helping out with the summer internship program as well as entry level recruitment. She loves to travel and a good hot sauce.   WVU Marketing Communications Today is presented by the West Virginia University Reed College of Media, which offers renowned online master’s degree programs in Marketing Communications.  

Collins Owkia and Cardinal Rwakafuzi, the Team Leader and Human Resource Manager at sisters keepers, respectively, call upon men to step up in putting an end to gender based violence, which mostly has women at a disadvantage, here on the Fatboy show.

Johnathan Norris is a Human Resource Manager. Johnathan has over 20 years of HR experience. Johnathan will discuss tips to improve your resume and somethings that the federal sector is looking for in their future employees. Please join us for a great conversation --- Send in a voice message: https://anchor.fm/ernest-tate/message Support this podcast: https://anchor.fm/ernest-tate/support

Join host Olivia Kachman as she talks with special guest Ruthann Weeks about how she thinks workplaces are doing with their response to COVID19 and mental health, how a psychologically safe organization operates and what she feels the number one leadership trait is. Get to Know Ruthann Weeks… Ruthann Weeks is the founder of Harmony in the Workplace. She is a tireless forward-thinking crusader whose efforts have helped to bring the importance of an abuse-free work environment to the forefront of public awareness. She is also a gifted corporate keynote speaker who delivers a powerful message about today’s workplace challenges to senior executives and decision-makers. Starting off as a Certified Information and Referral Specialist in the human service sector, Ruthann went on to graduate as a Human Resource Manager. She also obtained her Canadian Mental Health Association (CMHA) certification as a Psychological Health and Safety Advisor. Ruthann discovered that the[...] The post From Shadows to Light | Take the Helm | Ruthann Weeks appeared first on Get You Visible Podcast.

Manufacturing Day occurs every year on the first Friday in October, and Massachusetts took the step of expanding Manufacturing Day to be Manufacturing Month for the entire month of October. In this podcast we explore this concept from a national perspective with NIST, MEP National Network (#MEPNationalNetwork), a statewide view through MassMEP, and a close up look with a manufacturing company that is a manufacturing month evangelist, Northeaston Machine. Listen as we sit down with Paula Martel, Human Resource Manager with North Easton Machine and Nicole Ausherman, Digital Information Specialist with NIST to talk about MFG Day and Manufacturing Month in Massachusetts.

My conversation with Michael Pope Peters, He has worked as a Human Resource Manager for several firms and he runs an online community centered around career and Human Resource. We talked about the future of work after the pandemic, Career Development, and Recruitment. Follow us on: Twitter @HintedNeuron Instagram @hintedneuron Facebook Hinted Neuron Leave a review on this podcast at https://ratethispodcast.com/hintedneuron Also, subscribe to our email list on our website https://hintedneuron.com to stay updated on new releases

The coronavirus crisis has put unprecedented amounts of stress not only on health care systems and economies but on workers' mental health. That's the first and bottom line of a recent study by the Society of Human Resource Managers. The professional association surveyed more than a thousand workers in mid-April and found that nearly half feel emotionally drained from their work. The younger the employee, the more likely they feel burned out. Employees who feel totally sapped of energy are more prone to depression. As state and local economies reopen amid the threat of COVID-19, citizens are getting back to daily living. But people are not the same as they were before the pandemic struck, experts say, and the nation's workplaces may be where mental health issues become most obvious. In this episode of Lodging Leaders, we focus on mental health in the workplace – particularly the hospitality industry which has been dramatically impacted by the coronavirus pandemic. Featured in this report are Silpa Patel, a hotelier in Tennessee who has battled depression and now works with behavioral health organizations to eliminate the stigma of mental illness; Darcy Gruttadaro, director of the Center for Workplace Mental Health at the American Psychiatric Foundation in Washington, D.C.; Wendi Safstrom, executive director of the Society for Human Resource Management Foundation in Alexandria, Va.; and Marjorie Morrison, co-founder and CEO of Psych Hub in Nashville, Tennessee.

The coronavirus crisis has put unprecedented amounts of stress not only on health care systems and economies but on workers’ mental health. That’s the first and bottom line of a recent study by the Society of Human Resource Managers. The professional association surveyed more than a thousand workers in mid-April and found that nearly half read more

Embracing diversity and inclusion in the workplace is one of the many things that can strengthen your company culture (and bottom line), but a lot of employers don't understand how and when to start taking action. So we invited Desiree Lyon, Human Resource Manager at Rea & Associates, onto the show to teach us about the importance of diversity in the workplace, the impact it has during the recruiting process, and the challenges that organizations and individuals may face along the way. Listen to this episode of unsuitable to learn: Why diversity and inclusion benefits all organizations — and their bottom lines How to take action as an employer What are some of the challenges of today's society in regards to diversity and inclusion and how can we work through those? Learn more about this topic: Read: https://www.reacpa.com/insight/artificial-intelligence-streamlines-diversity-recruitment-strategies/ (“Artificial Intelligence Streamlines Diversity Recruitment Strategies”) Read: https://www.reacpa.com/insight/supreme-court-issues-ruling-on-lgbt-rights/ (“Supreme Court Issues Ruling On LGBT Rights”) Listen: https://www.reacpa.com/insight/episode-229-my-generations-better-than-yours/ (“Episode 229: My Generation's Better Than Yours”) If you like this episode of unsuitable on Rea Radio, hit the like button or share it on social media. You can also use https://urldefense.proofpoint.com/v2/url?u=https-3A__www.google.com_url-3Fq-3Dhttps-3A__www.google.com_url-3Fq-253Dhttps-3A__soundcloud.com_tags_ReaRadio-2526amp-3Bsa-253DD-2526amp-3Bust-253D1495715306637000-2526amp-3Busg-253DAFQjCNEO7cuFlEr4TprDlXnPLFfc9-2Dgibw-26sa-3DD-26ust-3D1495715306647000-26usg-3DAFQjCNEzY2V0AC9u7-5FBmQFuJKyVAvJyQeg&d=DQMGaQ&c=euGZstcaTDllvimEN8b7jXrwqOf-v5A_CdpgnVfiiMM&r=k7LfU80KH4iNnyPfAqQ-rX5QpCf0a3QOjTYt0O4ZNmU&m=T1q209PKwbilMnNtQPiJxrBmabVSEA0vG_jEl1oE1Fg&s=2nQGrmKAd8X40UODzRu5Qf8X4SHKpfADfpIyDje_vsE&e= (#ReaRadio) to join the conversation. You can also watch the podcast in action on the https://urldefense.proofpoint.com/v2/url?u=https-3A__www.youtube.com_channel_UC-5FeV4nJToshDK5yNISpZH1w&d=DQMGaQ&c=euGZstcaTDllvimEN8b7jXrwqOf-v5A_CdpgnVfiiMM&r=k7LfU80KH4iNnyPfAqQ-rX5QpCf0a3QOjTYt0O4ZNmU&m=nPEHxkyMiraiLhboRvg_aol6-fqT9JdWkaDW1OWOlxw&s=HoyT0c7uSAdLfAmwU0Ps8RC4nUbrxhjRpa5Cx18qNlA&e= (Rea & Associates YouTube channel) and access additional resources at http://www.reacpa.com/podcast (www.reacpa.com/podcast). 

In the midst of a pandemic, a crisis of justice and conscience and resulting civil unrest; people are left to try to find legal help for myriad legal problems; and with a shelter in place in effect, legal help has been hard to find. YLR Host Jeff Hayden is joined tonight by co-host Deborah Kemper, Executive Director of the San Mateo County Bar Association, and executives of the major local bar associations. Tiela Chalmers runs the Alameda County Bar Association and their pro bono program, Legal Access Alameda. Carole Conn is the Director of Public Service Programs for the Lawyer Referral and Information Program of the Bar Association of San Francisco – serving San Francisco and Marin Counties, and the alternative dispute resolution programs. Alma Robles is the Associate Executive Director and Human Resource Manager of the San Mateo County Bar Association, overseeing a Lawyer Referral Service, Community Law Night and other community affairs programs. Questions for Jeff, Deborah and

Joycelyn Jones, MSHRM, PHR, SHRM-CP is a Certified Human Resource Professional with over 15 years of HR Management experience in a variety of capacities, demonstrating a track record of leadership, change management, and performance development. She serves as an expert in consulting, executive coaching, employee relations, and conflict management with advanced knowledge of HR policies and employment laws.  Prior to joining University Health System, Mrs. Jones served 10 years with a Fortune 50 Company as the Human Resource Manager.  During that time she was responsible for supporting the organizational mission and strategy to ensure optimal results. She played an intricate role as a business partner, catalyst for change, and an agent to improve employee engagement scores.     Joycelyn, an ATD Master Trainer provides HR insight and innovative solutions for learners as a Sr. Learning Performance Consultant with the Center for Learning Excellence.  She received a B.B.A in Human Resource Management with Honors at UTSA and Master of Science in Human Resource Management at Texas State in San Marcos.Listeners can reach out to Ms. Jones using Facebook at “Joyce Jones” or Instagram at “1ladyjones”. She also has a Facebook Group entitled “Virtuous Women”.Key Takeaways from the show: The book “The Secret” by Ken Blanchard and Mark Miller offers strong leadership tips and advice that helps readers get to the heart of what makes a successful leader.  Know who you are as a leader and a person! Always understanding where you are personally helps you to also understand how far you've come and how you can improve yourself.  Believe in yourself, invest in yourself and trust you! Be a Supporter! Listen on Spotify, Apple Podcasts or your favorite podcast platformDon't forget to subscribe to the show on your phone, tablet or notebook and so you never miss a show! Be sure to leave a comment, and share with a fellow medical laboratory professionals!Be a Guest!If you have a leadership or laboratory message to share and would like to be a guest on the show, please reach out to us at elaboratetopics@directimpactbroadcasting.com or Direct Impact Broadcasting on Social Media.

Thank you for listening to the Leaders, Innovators and Big Ideas podcast, supported by Rainforest Alberta.  The podcast that highlights those people who are contributing to and/or supporting the innovation ecosystem in Alberta. Another episode from Edmonton hosted by Christopher Drobot.  Christopher Drobot is a passionate cheerleader for the potential of the Edmonton region. Although not directly an entrepreneur himself, his extensive experience in business operations and now mortgage lending help focus his excitement on the ideas that can see the city grow. He is involved in the push to bring a world-class aquarium to the city, is completing an MBA, and – together with his wife – homeschools his two children. The parallels between entrepreneurialism and homeschooling have been many, and he sees an overarching lesson in both: you have to create the world you wish to see. Ruthann Weeks is the founder of Harmony In The Workplace Ltd. She is a tireless forward thinking crusader whose efforts have helped to bring the importance of an abuse-free work environment to the forefront of public awareness. She is also a gifted corporate keynote speaker who delivers a powerful message about today’s workplace challenges to senior executives and decision makers. Starting off as a Certified Information and Referral Specialist in the human service sector, Ruthann went on to graduate as a Human Resource Manager. She also obtained her CMHA certification as a Psychological Health and Safety Advisor. Along the way, Ruthann discovered that the more she learned about workplace bullying, sexual harassment, and psychological safety, the more she wanted to improve the workplace environment for everyone. That’s when she first established her social enterprise to foster safety in the workplace by addressing violence and harassment through practical education and risk mitigating strategies. In keeping with her desire to build corporate social responsibility into her business model and in furtherance of her grand vision to help create safe spaces for those fleeing abuse, Ruthann donates a portion of all revenues to domestic violence prevention initiatives. Please be sure to share this episode with everyone you know. If you are interested in being either a host, a guest, or a sponsor of the show, please reach out.  We are published in Google Podcasts and the iTunes store for Apple Podcasts.  We would be grateful if you could give us a rating as it helps spread the word about the show. Show Summary:  Ruthann shares how she took disappointment and one negative experience at a previous employer and turned it into fuel to start out in another direction entirely – finding ways to help others prevent some of the same experiences she encountered. Not only did she spend time building up her business over the past four years, but has found ways to pivot as COVID began, developing coursework and seminars that continued to move her business forward digitally. Her optimistic approach, and positive mindset enable her to help businesses thrive. Show Quote: "Make an appointment with your disappointment – schedule it, put it in your calendar [...] and then get refocused."  "When someone’s in the right position for them, they feel it in their core. If you feel energized by your work, you’re on the right path" "We’re all in the same storm, but not in the same boat [...] now more than ever is the time to be gracious towards others." "You must invest in yourself, you have to. Rather than a scarcity mindset, to be an entrepreneur you have to have an abundance mindset."   Credits... This Episode Sponsored By: Community Now! Magazine Episode Audio Editing: Kate Day - KD Sound Design Episode Music: Tony Del Degan Creator & Producer: Al Del Degan 

Jerrod Workman, Human Resource Manager and Controller for Concept discusses the impact COVID-19 has on Human Resources. He discusses how working from home is going to impact both employers and employees moving forward. He shares his thoughts on how recruiting will be effected and how the interview process may change. He discusses how companies will evaluate leased office space and how that will change office structures, layouts, etc.

This short series is for moms from some amazing women with mom stories that will elevate you no matter what level you are on when it comes to being a mompreneur. Each woman in this short series is a speaker for the Women on the Verge Mompreneurs Summit hosted by Tameka Walker Chapman. (Register for access to the summit by going to bit.ly/wotvmomsummit)Dr. Karen has lived the "comeback story" and knows what it means to pivot in life and business. Having a roadmap to course correct and get back on track can be the determining factor to your consistency and success. It gives you the motivated mindset of "Yes, I can do it!". That not only helps us but it also helps those who are connected to us. Dr. Karen's Mompreneur tips:~Assess your current situation ~ Understand that you may have to make some adjustments ~ Take note of who your resources are ~ Take a good look at your barriers. (Sometimes your foes can be an ally) “Change is never easy, but always possible.” ― Barack ObamaKnown as the Entrepreneur for Female Corporate Intrapreneurs, Dr. Karen Hills Pruden is a Career Elevation Expert for women middle managers who aspire to senior leadership positions. She has been recognized by the governor of Virginia for her work in equity, diversity, and inclusion. She is a Certified Diversity Executive who is a 5X author, with 2 publications reaching #1 on Amazon Bestsellers List. Her next publication, expected this summer, is titled Pruden Principles: 10 Strategies to Propel Women to the C-Suite.Dr. Pruden has 20+ years' experience in human resource leadership which has allowed her to impact over 50,000 employees. Some of her previous speaking engagements have been for the Peninsula Chamber of Commerce, the Society of Human Resource Managers, Virginia Union University, EmpoweringHER, and NAACP. She is the Founder/CEO of Pruden Global Business Solutions Consulting; a woman and minority-owned business. Always reaching for what others may think is unattainable, her last post-doctorate educational feat was completing the Women's Leadership Program at Yale University.

In this episode we chat with Jamie Francesca Rodriguez, Esq to discuss her transition into womanhood, and as well her transition in the workplace and what resources are available to transgender and non-binary people as we transition at work. Links to Transition Guidelines we discussed in the episode... HRC, Workplace Gender Transition Guidelines Society for Human Resource Managers, Managing Gender Transition in the Workplace Center for Transgender Equality, Know your Rights (Sections on more topics than employment) GLAAD, Transgender Resources

Sit down with the team today and gain some useful knowledge from Neyra Thibodeau, Human Resource Manager at WorklogicHR. Neyra offers her significant experience in the world of HR Compliance to discuss the finer points surrounding progressive discipline in a workplace setting. As Neyra and the team explain, the primary purpose of deploying progressive discipline is to help both the employee and employer address and understand an identified performance shortcoming. Once done, an action plan can be put into place which will systematically address the matter at hand. Neyra will discuss this process, how best to implement it, and ways in which to avoid unintended consequences while obtaining the results needed.Join Greg and the team in a conversation about how to get the best results from progressive discipline and get your staff back on track and making progress for your company.https://worklogichr.com/resources/podcasts/disclaimer/

Welcome to HR Essentials, a show designed to explore the human resource space with thought leaders from the industry. In episode seven, Laura Yee talks to Wong Xiao Qing; Human Resource Manager at General Electric (GE) Aviation Malaysia, about organisations annual performance review and whether or not it's still relevant today. Virtual Assessment Centre: bit.ly/personalitycheck Music: https://www.purple-planet.com

A recent article from the Society of Human Resource Managers cited excerpts from the book “Extinguish Burnout” by Rob and Terrie Bogue. Here are the three interconnected components of burn out they say signal you might be burned out.

Overview of Episode #55 --- Maslow's law of the hammer, a cognitive bias that involves an over-reliance on a familiar tool. What DISC is and specific examples of how it can be weaponized. Using the car analogy, the five areas of job fit and performance and TriMetrix. The power of acceptance and being a great teacher and leader. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/weapon Timing on Recording: @ 3:20  --- Topic 1: What is the DISC Assessment? Popular online assessment tool used all over the world. (Over 40 million people have taken it!) Based on four Communication Styles that match the letters: D, I, S, C. Each Communication Style represents different observable behavioral and communication tendency. Overview of the styles (Most people are a mix of styles): D – Dominance I – Influence S – Steadiness C – Compliance Highlights of the DISC Assessment: Your DISC Communication Style Strengths; Blind Spots; “Do's and Don'ts” for Communication; Your Ideal Work Environment; Other's Perceptions of You; Tips on how you like to be managed; What motivates you; How you come across to others and more! A great tool to use with teams to help people understand and appreciate different styles, different interests, so that they can work together more effectively. Builds self-awareness and how to value differences. Quick and easy to understand. Timing on Recording: @ 6:37  --- Topic 2: Examples that Demonstrate the Over Application and Weaponizing of the DISC Assessment. Consultant with a new CEO planted concern and worry about each one of the new team members. “Dave is not assertive enough to be the Sales Manager.” “Karen shouldn't be in charge of Accounting, she's not detail-oriented.” About the Human Resource Manager, “I'm not sure she's people-oriented." Timing on Recording: @ 9:32  --- Topic 3: How to Alleviate the Over Application or Weaponizing of DISC. Help clients understand there are other factors of performance, we do that through a car analogy. DISC is how you drive; it's what you see. Gas in the tank; what are you motivated by, what makes you want to go, fills your tank? Under the hood; Horsepower; Acumen, your personal skills, your level of ability to work well with others or the ability to take responsibility for mistakes, etc. Roads traveled; Where you have traveled, experience and future plans, where do you want to go? Where you're parked; What is the culture, what is the team, what is the environment? Timing on Recording: @ 12:29  --- Topic 4: Looking at the Examples that Demonstrate the Over Application and Weaponizing of the DISC Assessment through the Car Analogy. Dave: Even though his style is not direct and assertive, his interests are, what puts gas in his tank. And his personal skills, the horsepower, he scored well-developed in all 25 personal skills. His horsepower and what puts gas in his tank is a match with the position. Roads traveled, Dave had been in the industry his entire career. Where you are parked, culture, team, Dave's team respected him, were inspired by him and he helped keep the company moving. Make sure to look at the Five Areas of Job Fit. Timing on Recording: @ 20:05  --- Topic 5: Definition of Weaponizing and More Examples. Weaponizing is a broad term with respect to the degree of harm the weapon is meant to cause. It may be designed to cause character assassination, so confusion or otherwise dis- or misinformed people. “Those quiet people are too slow and they're not fast and smart like we are, they drive me crazy.” “I could never work with her, she's too talkative and too damn enthusiastic. She needs some coaching.” “Us high I's and D's have to stick together.” “Oh, we're the same or you're different from me, so I couldn't work with you.” Timing on Recording: @ 25:31  --- Topic 6: Accuracy of Sciences. One Science – 60% accurate. Two Sciences – 74% accurate. Three Sciences – 94% accurate. The Department of Labor says, “Use at least three tools and then use it for less than 30% of your decision.” Timing on Recording: @ 28:29  --- Topic 7: Hiring Decision Recommendations. The Department of Labor says, “Use at least three tools and then use it for less than 30% of your decision.” When working with teams, I recommend that the company use the DISC and motivators, it's called the Talent Insights Assessment, it give you a better result in building trust and having the team better understand each other. DISC and motivators, when using it in a developmental manner or in a team manner, can to help people. One-page tool called a Talent Tracker; there are wheels that plot people where their style is located. You know where their teammates are located on the wheel and how they like to communicate. You can start to move out of judgment. Go from judgment, to understanding, and then from understanding to appreciation and valuing. Build trust. Value. Acceptance. Timing on Recording: @ 34:03  --- Topic 8: Top Takeaways. When taking the DISC assessment, look for your strengths and your blind spots, and look for the strengths and values others bring in their style and their behaviors. Use it to build love and acceptance, not to be used as a weapon or judgment, or “I know something about you that you don't know.” Couple the DISC assessment with the Five Areas of Job Fit.  

Melissa sits down with Ashleigh Beadle, a Human Resource Manager to discuss the construction industry, its stereotype of being the most male-dominated industry and what she is doing to help change the face of it. Listen to this episode if you want to learn about how to persevere and roll with the punches. Ashleigh is a breath of fresh air as she teaches us how to build a thick skin and speak your mind. --- Support this podcast: https://anchor.fm/femmeradi0/support

How can a business leverage social media as communication tools to attract talent and to retain their current employees. Recap of the 4 pillars of social media when it comes to platform content posting and engagement. I recap my speech that I gave yesterday add the Gulf Coast symposium for the Society of Human Resource Managers here in Houston Texas --- Support this podcast: https://anchor.fm/sherman-on/support

John Paul Marosy is a pioneer in the field of aging and caregiving/work balance. Inspired by insights he gained from arranging care for his father, John Paul wrote the ground-breaking book on caregiving/balance, A Manager’s Guide to Elder Care and Work in 1999. Since then John Paul has helped employers around the U.S. and thousands of individuals reduce productivity losses related to caregiving/work conflicts.In 2019, John Paul published Caregivers Work: A Six Step Guide to Balancing Work and Family, a completely re-redesigned and updated version of his classic, award-winning book Elder Care: A Six Step Guide to Balancing Work and Family originally published in 2003.A graduate of Saint Peter’s College and Boston University, John Paul was awarded a Presidential Citation in 1984 for the Planning Partnership in Aging, a pioneering collaboration of Boston-area private companies and government agencies focused on enabling elders and their caregivers to live independently at home. The Partnership was convened by Minuteman Senior Services of Lexington, MA where John Paul served as executive director.The Planning Partnership in Aging was an early execution of John Paul’s lifelong goal of uniting the public and private sectors to promote independent living for elders and persons with disabilities.John Paul Marosy has been featured in The Boston Globe, AARP Bulletin, HR Magazine of the Society of Human Resource Managers, as well as Caring and The Fearless Caregiver magazines, PBS, and New England Cable News.He lives in Denver, Colorado. He and his Donna are currently care partners with his Wife Donna’s 92-year-old year mother.Learn More: https://www.caregiverswork.comInfluential Influencers with Mike Saundershttp://businessinnovatorsradio.com/influential-entrepreneurs-with-mike-saunders/

John Paul Marosy is a pioneer in the field of aging and caregiving/work balance. Inspired by insights he gained from arranging care for his father, John Paul wrote the ground-breaking book on caregiving/balance, A Manager’s Guide to Elder Care and Work in 1999. Since then John Paul has helped employers around the U.S. and thousands of individuals reduce productivity losses related to caregiving/work conflicts.In 2019, John Paul published Caregivers Work: A Six Step Guide to Balancing Work and Family, a completely re-redesigned and updated version of his classic, award-winning book Elder Care: A Six Step Guide to Balancing Work and Family originally published in 2003.A graduate of Saint Peter’s College and Boston University, John Paul was awarded a Presidential Citation in 1984 for the Planning Partnership in Aging, a pioneering collaboration of Boston-area private companies and government agencies focused on enabling elders and their caregivers to live independently at home. The Partnership was convened by Minuteman Senior Services of Lexington, MA where John Paul served as executive director.The Planning Partnership in Aging was an early execution of John Paul’s lifelong goal of uniting the public and private sectors to promote independent living for elders and persons with disabilities.John Paul Marosy has been featured in The Boston Globe, AARP Bulletin, HR Magazine of the Society of Human Resource Managers, as well as Caring and The Fearless Caregiver magazines, PBS, and New England Cable News.He lives in Denver, Colorado. He and his Donna are currently care partners with his Wife Donna’s 92-year-old year mother.Learn More: https://www.caregiverswork.comInfluential Influencers with Mike Saundershttp://businessinnovatorsradio.com/influential-entrepreneurs-with-mike-saunders/

The process to Improve retention rates is a top challenge for many companies. Your company may not have a retention problem. In either case, you want to be proactive to retention because the cost is so high. SHRM (Society of Human Resource Managers) reports that it can cost you one time or more to replace an employee and get them back up to the performance level of the incumbent. Today I share with you the five leverage points in to improve retention so that you can proactively strengthen your bottom line. Get the show notes for 404 | Improve Retention Rates – 5 Core Areas of Retention Click to Tweet: Listening to an amazing episode on Leaders in the Trenches with your host @GeneHammett  #ImproveRetention #Leadership #GHepisode404 #Podcasts Give Leaders in the Trenches a review on iTunes!

Monique Russell Hailing from the beautiful islands of The Bahamas, Monique Russell believes in leadership from the inside out and she proves it in everything she does. Monique is the founder and managing partner of Clear Communications Solutions, LLC, where she teaches effective communication strategies to leaders in a variety of business and government sectors.   As an Afro-Caribbean diaspora woman in the USA, Monique is passionate about helping other women translate their professional success to home success by teaching powerful mindset strategies such as Your Family Is A Business and winning tools to enhance, restore and maximize value, respect, appreciation and love at home.   As a communications expert, she has taught thousands of leaders globally, shared the international speaking stage with icons such as Lisa Nichols, and has consulted for government agencies such as the Centers for Disease Control and for fortune 100 companies such as Verizon, Intel, and Equifax. She has worked with institutions of higher education in the areas of diversity, cultural sensitivity, public speaking, and communications with an emphasis on Emotional Intelligence.   Monique has shared her leadership expertise to local Chambers of Commerce, national associations such as the Society of Human Resource Managers, National Headstart Association, school groups, and faith-based organizations. Because of her background, she is a frequently sought after guest on business, local and international radio shows, and she's been quoted and featured in publications as a subject matter expert in the areas of leadership and effective communications. Monique's civic involvement includes serving as a board Advisor for non-profit groups, establishing a Tedx afterschool club which is broadcast globally on TED.com, sponsoring anti-bullying campaigns in the Caribbean, and facilitating programs at Junior Achievement, and YearUp Atlanta among others. She is the founder and host of a Forbes recommended leadership conference, founder of the Clear Communication Online Institute; and an advisory board member of Leadercast, the world’s largest one-day leadership conference.   Despite the credentials and success, through the journey of life, Monique lost her confidence but reclaimed it through a series of empowering exercises and resources. It is because of her multi-dimensional experiences that her teachings on how to communicate confidently from the inside out are very effective. Monique earned her Bachelor of Science degree in Broadcast Journalism, and two Masters of Science degrees in Public Relations and Advertising. She is a Certified Life Coach and DiSC facilitator. Monique is married with two boys, loves the beach, sushi, dancing and reading.   Contact Links for Monique Russell Training Institute: https://training.clearcommunicationsolutions.com/ LinkedIn: https://www.linkedin.com/in/clearcommunicationcoach/ Instagram: https://www.instagram.com/clearcommunicationcoach/ Soundcloud: https://soundcloud.com/monique-russell-executive-communications-coach Facebook: https://www.facebook.com/clearcommunicationcoach/ Quora: https://www.quora.com/profile/Monique-Russell-Executive-Communications-Coach Listen to another #12minconvo

Job Descriptions are the most unlikely topic for a fun but informative podcast. And yet, our guest today, Karen Young, CEO of HR Resolutions, managed to turn the dull, dreaded job description into a lively conversation. Listen to Karen share why the job description is the hub of talent management, not a legal document only taken out of the drawer only when it's time to post jobs and terminate employees. Karen is also the author of Stop Knocking on my Door: Drama Free HR to Help Grow Your Business Karen’s book is also known as “the primer for the accidental HR manager.” In case it’s not clear, Accidental HR Managers are the people that have either fallen into their HR position because of the way they moved up in a company or because of their experience in a similar position- the managers who have “fallen” into the position and didn’t necessarily start out with the intent to ever work in HR. Without prior recruitment training or experience, these are the Human Resource Managers that are Googling answers to their HR questions and crossing their fingers. Helping these “accidental managers” to succeed, is Karen. The first item on her list of advice? The proper writing of the dreaded job description, aka the “hub of the wheel” when it comes to recruitment. On the show, we go in depth about the information a job description should include, as well as what’s important and what isn’t when it comes to the “essential skills” that should be listed. Additionally, we discuss how a job description can be the key to a drama free HR department. You might be asking how a drama free HR department could EVER be a possibility. Turns out, a drama free workplace starts with a clear job description. When written well, job descriptions can be used for discipline, medical issues, and in workman’s compensation cases. Karen states that “If we have crystal clear expectations from the start between the employee and employer, when things go awry we have an easy way to approach the employee.” The conversation with this employee might go as easily as asking the question, “do you remember when we discussed your responsibilities as written in the job description? Let’s revisit that conversation and get back on track with our mutual expectations of each other.” Having a clear set of written expectations laid out before the candidate is even hired gives one the ability to be able to avoid large amounts of drama as well as have an easy segue into a conversation that involves correcting behaviors. Another important thing to remember when it comes to writing a job description is to involve current employees in the writing. Why? Because no one knows the ins and outs of the position like the employees who work it! It’s an easy way to increase your employee’s sense of well-being by letting them feel listened to and needed. Want to contact Karen Young? Email her at: karen@hrresolutions.com Or visit: www.hrresolutions.com This show is broadcast live on Wednesday's at 1PM ET on W4CY Radio – (www.w4cy.com) part of Talk 4 Radio (http://www.talk4radio.com/) on the Talk 4 Media Network (http://www.talk4media.com/). You can reach Karen at karen at HRResolutions.com or visit HR Resolutions. You can purchase "Stop Knocking on My Door: Drama Free HR" on Amazon.

Max Storm Professional Team Member and Top Coach Ashley Mazurek Speak with Gennifer Baker about her transition from being a self employed expert business coach to hundreds of small businesses to a COO of a Multi-Million Dollar Corporation and then Moving back to chase her Passion and dreams of consulting for businesses owners, new startups and Entrepreneurs Searching for that direction to move to the next level. Gennifers experience as an accomplished Chief Operations Officer, Director of Operations, Human Resource Manager, Talent Acquisition, Senior Executive, and an effective Business Development Sales & Marketing professional encompasses efficient and effective company operations, operational budgets, implementation of strategic initiatives, consulting on business model evaluation, branding and marketing expansion, and strategic planning who posse's characteristics of an "A Player". www.linkedin.com/in/genniferbaker/ If after listening in on our show you are still looking for some extra more in depth help and/or you need to build up your business a bit faster then contact us to setup an appointment to go from ordinary to extraordinary. Max Storm Coaching starts with a free 30-minute session and a real live coach whom we’ve personally selected following an initial conversation with you and then applying the information you’ve given us about yourself, Goals and your business. In this session, you and your coach will look at your business through the lens of a new Perspective, and you’ll see there is a clear path and process to being successful, you will see this direction with new clarity. You’ll understand the steps you need to take to produce immediate results and long-term change! www.maxstormcoaching.com

Author and fellow Mental Health News Radio Host, Dawn Westmoreland comes by Hysteria Radio to talk with Joe Fusaro about the anxieties as well as the sense of freedom she encountered while writing her last book, The Empowered Whistleblower: A Practical and Spiritual Path to Personal Power.  http://a.co/6qdGLL1  Dawn Westmoreland has authored two books, is a speaker, and a certified professional coach.  She is a highly skilled Human Resource Manager consultant with 27 years of experience and distinguished with commended performance results.  She provides a “How To” system to eradicate workplace bullying and discrimination to executive teams, global leaders, political teams, government leaders, attorneys, mental health professionals, and employees.  She creates a harmonious values-based culture for a safe and respected work environment. www.workplacebullyingsupport.comYou can find out more about us at www.hysteriaradio.netYou can find out more about Mental Health News Radio Network at www.mhnrnetwork.comThank you for your support. We are always grateful and appreciative for you shares, recommends, and 5 star reviews.

David visits with sales expert and coach, Eddy Mindlin About Eddy Mindlin An accomplished Independent Sales Representative for over thirty years, Eddy Mindlin has cultivated a reputation for integrity and accountability, and has developed a unique system for sales success—SmartSelling Strategies. Eddy graduated with a BA in Business from Trinity University, San Antonio, TX and launched his sales career. At age twenty-five, after only three years in his territory, he earned Salesman of the Year, winning the President's Award for top sales with Bigelow Carpet Mills. In 1988 he started his own business representing many carpet lines, gradually adding numerous other products that have helped him expand his services and grow his business. His flooring website, CallEddy.com states what his customers say about Eddy: “For superior service, Call Eddy!”. Eddy's flooring business and his sales coaching are all about providing the best service to the client. A strong speaker and compelling motivator, he inspires others to reach for their goals and ambitions. Coaching Sales Coaching and Consulting Services by Eddy Mindlin are available for organizations, companies, Sales Managers, Human Resource Managers and individual sales people and entrepreneurs. As a sales coach, Eddy is proud of being objective while always being supportive. During coaching or consulting sessions, Eddy shares knowledge acquired from 35 years of sales experience, including his SmartSelling Strategies. SmartSelling Strategies system (as detailed in his book, REVEALED!) and his highly successful approach to sales. The long-term goal is to gain new clients and revitalize existing clients in order to bring in more sales and build solid long-term relationships. www.eddymindlin.com Learn more about your ad choices. Visit megaphone.fm/adchoices

FIVE HUMAN RESOURCES TIPS FOR SMALL BUSINESSES Paula Mathews talks about the steps that business owners should take when hiring and managing employees. What is a pre-employment process? How do you do a background check. How do you properly document an employee's conduct to protect yourself from legal action upon termination? Learn how to develop a company culture that allows your business to thrive. Paula Mathews is the president of HR Compliance 101. She brings more than 30 years of experience to HR Compliance 101, including 14 years as a Human Resource Manager for a major corporate division with 260 employees. She has an undergraduate degree in education and is certified to train in forklift safety and other industry programs. http://HRCompliance101.com

On Win's Women of Wisdom today, Best-Selling Author, Win Kelly Charles welcomes Mitzi Reed. She is the creator of ASPIRE Conferences, llc and is an Author, Speaker, Transformational Leadership Coach, Divine Self Care Mentor and Strategist, Event Producer and Promoter, Peace and Sacred Activist. Retired from Corporate America as a Human Resource Manager, Mitzi ventured out on her own after a health issue that put her on a journey of self healing and spiritual growth. Mitzi is a connector, a community organizer, a visionary and her passion is empowering others to live their fullest lives. Author of Awakening to Your Inner Beauty, co author of Messages Straight from the Heart, Creator of the Feminine Butterfly Leadership Training Program and Inner Beauty and Wellness Seminars. She was voted by the Las Vegas Community as Best Community Resource in the Inspiration Magazine. Mitzi has been invited to speak in several cities and countries on peace, domestic violence, body image and women’s empowerment topics. She was a keynote speaker for a national conference speaking on body image issues.To learn more about Mitzi vist http://awakentoyourinnerauthenticbeauty.com/. To learn more about your host visit https://wincharles.wix.com/win-charles. To learn more about the show visit http://winswomenofwisdom.weebly.com. To be on the show please fill out the intake at http://bit.ly/1MLJSLG. Be sure to FOLLOW this program https://itunes.apple.com/us/podcast/wins-women-of-wisdom/id1060801905

Christopher P. Dunn, born 1946 in Manchester, England, is an English author known for the book The Giza Power Plant: Technologies of Ancient Egypt, which claims that precision machining is evident in ancient Egyptian structures, particularly in the Giza pyramid complex. In this program, listeners will get an update on what Dunn has discovered in Egypt, and other ancients cities around the world. Dunn was the manager of Laser Robotics Machining, which served the aerospace industry. In 1986 he was recruited by gas turbine/aerospace manufacturing company, Danville Metal Stamping, where he has worked in the position of Project Engineer, Laser Operations Manager and Human Resource Manager. He is a master craftsman and skilled machinist. Dunn lives with his wife Jeanne and children in Danville, Illinois 

You have SUPER powers!  You can see, hear and touch what others don't!  This podcast will vastly amplify your ability to read people and know yourself even better!

Tonight we insert our fists into the colon of a Human Resource Manager and get his head out of his ass! Listen as we take apart Nintendo's E3 presentation.  Scott also gives us a SHOCKING confession as his torrid past with fraud and murder comes back to haunt in the most surprising way.Well that doesn't happen but there's a lot of good music this time.  Lot's of Patrick Stump.  You should go get that album.  And make love to it.  Hey the CD has a hole in the middle you want me to draw you a diagram or what?Today's Episode is brought to you by your guilty conscience.  He says hi and let's hang out this weekend.I'm just kidding Scott.  You have no torrid past with anything.  You are a man of rainbows.Brad there is a piece of chicken toast with our names on it buddy....let's go get it.Jer there is this thing called "Steam" I want to introduce you to.  Seems they have a lot of games...Ben sticks and stones may break my bones but charts bore the fuck out of me.Sloppy Kisses to all,Benji

Madelyn Mackie is a Professional Development and Career Advancement expert. Having successfully navigated careers in biochemistry research, Tony Award winning theaters and major nonprofit agencies, she brings experience, motivation and step-by-step action plans that will Activate Your Career Dreams! Ask any 5-year-old what they want to be when they grow up and they might answer, “a firefighter,” “an astronaut” or even “President of the United States.” Madelyn Mackie dreamed of being a Superhero and using her talents, strengths and unique gifts to change the world. Madelyn believes that the road to career success and happiness starts with having and living BIG dreams. In college while researching articles for tenured chemistry professors, she dreamed of finding the cure for cancer and other lifesaving scientific discoveries. While working in small community theaters, she dreamed of being a part of with Tony Award winning productions. And up until a few years ago, she dreamed of a job that would allow her to leap tall buildings in a single bound and save the world! All those big dreams have come true. Career coaching Madelyn believes that life is too short to be unhappy, work at a job you hate and not make a difference. She brings experience, motivation and step-by-step action plans that will motivate everyone to activate their career dreams. Madelyn’s newest workshop, Activate Your Resume! helps individuals refresh outdated resumes, highlight their strengths and showcase their experience for their next dream job. Participants will walk out with a professional, current, stylish resume that will get results! In today’s competitive job market, Human Resource Managers want more than just a professional, confident, smart candidate with a charming personality. Madelyn’s Activate Your Interview! workshop promises give you the confidence you need to land the job. Find out the best way to research a company before you walk in the door. Learn how to answer the top 10 interview questions and the dreaded “uh oh” question. Discover the one thing you should bring to every job interview that will help you stand out from the pack. For more information on Madelyn’s speaking presentation and workshops visit ActivateYourCareerDreams.com Pro-track Profile Madelyn is a member of the Northern California Chapter of the National Speakers Association Pro-Track class of 2011. As part of the class, she has created an intriguing demo video. I interviewed Madelyn during a recent Pro-Track class and reviewed her reasons for enrolling in the program and the value she gets from the classes. She shared her insights into job searching, the value of LinkedIn and a key tip to customize a resume. To hear what she told me, click on the podcast icon below.