Podcasts about Human resources

In today's episode, we continue our conversation about the implications of AI from an OD perspective. The challenge is that we're trying to make sense of a technology evolving so quickly that even the people creating it disagree about where it's taking us. Rather than pretending we know, we argue that embracing the not knowing may be exactly the right place to start. Not knowing can provoke curiosity, inquiry, and learning—the very things OD practitioners will need if we are going to help our organizations navigate what's ahead. The stakes are high. AI has the potential to fundamentally reshape how organizations operate, how work gets done, how performance is measured, and what leadership looks like. So how knowledgeable do we need to become—and where do we begin? We offer some practical first steps for moving beyond uncertainty: getting curious, asking better questions, experimenting, and educating ourselves about what AI is today and what it might become. We don't have the answers. But perhaps our willingness to enter the unknown is the first step toward finding them.

Some people wait their entire careers for permission to pursue the thing they actually want. Kosta Kritikos, CEO & President of Aieres Group waited fifteen years until he finally decided to take the leap and it's changed everything. On this episode of Out of the Hourglass, Kosta shares how First Nick Companies became Aieres Group, a transformation a year and a half in the planning and fifteen years in the making. This is a story of the name, the people, the brand, the culture…  it's all connected.

What if a team that never disagrees is not as healthy as it appears? Julia speaks with Isabel about what it really takes to build a healthy team, beginning with the kind of trust that allows people to ask for help, admit mistakes and say what they really think. Their conversation moves through healthy conflict, commitment and accountability, but also the importance of difference. What happens when everyone in a team thinks the same way? How do we make room for people who process, communicate and contribute differently? And how can disagreement make a team stronger rather than pull it apart? Isabel shares practical ways to build trust and navigate difficult conversations, while Julia reflects on teams she has encountered through her own work and why apparent harmony has sometimes made her suspicious. Together, they explore a different way of thinking about building teams: not trying to make everybody happy or removing disagreement, but creating the conditions in which people can bring their differences, challenge one another and still move forward together. About the Guest:Isabel Porzecanski brings over 25 years of experience in Operations and Human Resources within the luxury hospitality industry, with a strong track record of driving business results through people. A certified coach through Performance Consultants International, she uses the GROW Model to support leadership, problem-solving, performance, and development. As a Certified EOS Implementer®, Isabel helps leadership teams gain clarity, strengthen execution, and get what they want from their businesses. She has worked across Europe, North America, South America, and the Caribbean and is fluent in Spanish and Portuguese.

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week Lauren is off, and Bonnie is back and misbehaving. We have all kinds of stories including, working for free is not on, candidates prefer to interview with bots, Christmas comes early, Aussies scrambling for second jobs, the ‘profiler' is the recruitment superhero we all need, Gen Z looking for new roles and much more. And hey, don't forget to check out upcoming events. Thanks to Indeed for partnering with us to bring you the Scoop.

How Endeavor Health Is Building One Culture Across Four Health SystemsIn this episode of the HR Leaders Podcast, I sit down with Dianna Sparacino, MBA, SPHR, Chief People Officer at Endeavor Health , to explore how the organisation is bringing multiple healthcare institutions together as one system while continuing to protect what matters most to its people, patients and communities.For HR leaders, the conversation raises a bigger question about the connection between employee experience and patient experience. From supporting frontline caregivers to experimenting with AI, knowledge transfer and new approaches to leadership development, Dianna shares what Endeavor is learning as it continues building one organisation from several distinct histories.5 things you'll learn from this episode:The difficult balance Endeavor had to navigate when bringing four healthcare organisations into one systemWhy frontline leaders may be the difference between employees understanding a transformation and simply experiencing more changeWhat prompted Endeavor to move from allowing culture to evolve naturally to shaping it much more intentionallyHow the organisation is thinking about the relationship between employee experience and the quality of patient careWhere AI, simulation and new technology could help solve some of healthcare's toughest time, knowledge and capability challenges

Führungskräfte sollen alle fünf Jahre einen Management-Führerschein machen. Und bestehen. Wer durchfällt, arbeitet als Experte weiter.Dieser Vorschlag kommt von Cawa Younosi, Managing Director bei der Charta der Vielfalt, und er trifft den Kern dieser Folge. HR fehlt die Evidenzbasis, auf die sich Finance jederzeit berufen kann. Verweist der CFO auf die Revenue-Recognition-Richtlinie, ist die Diskussion beendet. Widerspricht HR, hängt alles an Persönlichkeit und Konstellation.Diesmal bekommt Cawa Gegenwind von Constanze Buchheim (Managing Partner bei i-potentials), Sandra Dümer (Director HR Europe bei MAHLE), Dietmar Knoess (SVP Global Human Resources bei Hugo Boss) und Alexander Gerber. Constanze Buchheim nennt falsch verstandene Loyalität den Killer jeder Transformation, Sandra Dümer verteidigt HR als Ordnungsrahmen gegen die Kurzfrist-Logik der Linie. Einig sind sich alle fünf darin, dass die Rolle, die HR in drei Jahren noch bezahlt bekommt, heute entschieden wird.Aufgenommen live beim Special Confidential Forum der Level Up HR Community in Stuttgart, moderiert von Johannes Füß. Teil 3 der „HR ohne Filter"-Reihe nach München und Köln.Diese Themen erwarten dich:1) Warum "No HR" nicht das Ende der Funktion meint, sondern das Ende der HR-Profession in ihrer heutigen Form2) Wie viel Einfluss HR auf Kultur wirklich hat und warum Bauleitung die ehrlichere Rolle ist als Architekt3) Was von HR übrig bleibt, wenn 60 bis 70 Prozent Admin-Arbeit an Tools und KI gehen4) Warum HR-Widerspruch gegenüber dem CEO an Persönlichkeiten hängt statt an belastbarer Evidenz5) Welches Profil ein CHRO künftig braucht, wenn hohe Beziehungsorientierung zur Bremse wird___________Du möchtest das Gespräch weiterführen? Dann melde dich direkt bei den Gästen dieser Folge:Cawa Younosi: https://www.linkedin.com/in/cawa-younosi/ Dietmar Knoess: https://www.linkedin.com/in/dknoess/ Sandra Dümer: https://www.linkedin.com/in/sandra-duemer/ Alexander Gerber: https://www.linkedin.com/in/alexander--gerber/ Constanze Buchheim: https://www.linkedin.com/in/constanzebuchheim/ ___________Über unseren Host Johannes Füß:Johannes ist Senior Vice President von EGYM Wellpass, dem Marktführer für Corporate Health Benefits. Auch wenn er eine Schwäche für Schokolade hat, ist Johannes' Bewusstsein für Gesundheit groß: Wenn der gebürtige Münchner nicht gerade dabei ist, Unternehmen dabei zu unterstützen, ihre Teams physisch und mental gesund zu halten, verbringt er seine Zeit aktiv in den Bergen - am liebsten mit seiner Familie.Melde dich bei Johannes Füß auf LinkedIn: https://www.linkedin.com/in/johannes-füß/___________Für weitere Perspektiven dazu, wie Führungskräfte Themen wie dieses angehen, folge der Level Up HR Community auf LinkedIn: https://www.linkedin.com/company/level-up-hr-community/

This week on Tapod, we catch up with Kristy Glew and Jessica Raslan from Each, who won the Excellence in Candidate Experience Award at the 2026 Internal Talent Awards sponsored by Havas People. Servicing over 36,000 applicants, CX is a real focus for the team at Each. From their recruit and onboard hub to support hiring managers, to over 70 language translations, to accessibility enhancements to a careers website redesign and much more.Thanks to Smart Recruiters for partnering with us for this episode. 

Who decided what beauty is supposed to look like—and why did everyone else agree to it?In this episode of Talk of the Tavern, Travis, Andrea, and Ed explore body positivity, physical attraction, changing beauty standards, and the complicated difference between appreciating someone's appearance and reducing them to it.From curves, muscles, scars, wrinkles, and dad bods to filtered photos and impossible celebrity standards, the crew examines why certain bodies are celebrated while others are mocked—and how confidence, personality, culture, and personal preference shape what people find attractive.Because beauty comes in countless forms… and Shirley from Accounting has apparently been carrying the entire quarterly report.So grab a drink, loosen the waistband, and join us for a conversation about attraction, confidence, self-image, and learning to appreciate the human body without turning every compliment into an HR incident.________________________________________What's on Tap?

On this episode, Angela and Kristin talk all about consequences, rewards, and more. They dive into how we think about and use consequences effectively, leading to better parent-child relationships and fewer power struggles at home. Angela Nelson, EdD, BCBA, and Kristin Bandi, MA, BCBA, are Board Certified Behavior Analysts with expertise on human behavior and child development. They spend their days working with parents and caregivers of both typically developing children as well as children with learning, social, and behavioral challenges, or developmental disabilities. This podcast is brought to you by RethinkCare. If you need support as a parent or caregiver of a child, we encourage you to ask your Human Resources team if RethinkCare is a part of your employer-provided benefits.  RethinkCare reaches millions of lives globally through partnerships with top organizations and Fortune 1,000 companies.

Today we take on leadership models—and ask whether we may be putting far too much faith in them. Thirty years ago, leaders watched and emulated GE CEO Jack Welch, following his leadership formula chapter and verse. His approach was studied, taught, copied, and widely held up as a model for how great organizations should be led. Today, much of what seemed like enduring leadership wisdom from that era feels remarkably dated—and some of it downright absurd. And Welch is hardly alone. Leadership history is littered with models, formulas, and “best practices” that once seemed unquestionably right, only to lose their relevance as the world around them changed. Which brings us to AI. We are entering a period of extraordinary change where none of us really knows what organizations, work, or leadership will look like even a few years from now. If the world is changing faster than our leadership models can keep up, what sense does it make to keep creating them? Maybe the answer isn't another model at all. In this episode, we push beyond the familiar leadership playbook and offer a few out-of-the-box ideas about what leadership might need to become in a world that refuses to stand still. Some may challenge what we've been teaching leaders for years. And maybe that's exactly the point.

Salons professionals span a particularly wide range of ages, from 18 to 60+. That means you probably have three or four generations working together at any given time. Boomers, Gen X, Millenials, and Gen Z each bring something different and valuable to the table -- but we don't always understand each other. Maybe you're a service provider trying to figure out what your Gen X boss wants from you, looking for more clear direction. Or if you're an owner, you're trying to figure out what motivates Gen-Z service providers, or how to grow a Millenial stylist into a leadership role instead of losing them to a suite. Carrie Rutt is here to help. She's a Summit Salon Coach, a guest experience specioalist and a veteran salon owner, and a Gen X'er. Host Blake Reed Evans, co-owner at Shear Art Salon in Tampa, Fl. and a Redken Pro artist and educator, brings us behind the scenes of up-to-the-minute salon leadership decisions, and his own Millenial perspective. Learn more about Carrie and schedule a 20-minute discovery call. Follow Carrie on Facebook and Instagram. Follow Summit Salon Business Center on Instagram @SummitSalon, and on TikTok at SummitSalon. SUMM IT UP is now on YouTube! Watch extended cuts of our interviews at www.youtube.com/@summitunlockedFind host Blake Reed Evans on Instagram @BlakeReedEvans and on TikTok at blakereedevans. His DM's are always open! You can email Blake at bevans@summitsalon.com. Visit us at SummitSalon.com to connect with others in the industry. SUMM IT UP is produced and edited by Andrea Muraskin. The executive producer is Tim Fisk.

Employee listening only matters if people can see what changed because they spoke up.In this episode of the HR Leaders Podcast, I sit down with Amy Schultz of DTE Energy to explore how employee listening can become a real operating system for culture and business performance.For HR leaders, the bigger challenge is not collecting more employee data. It is building the leadership accountability, feedback loops and operating rhythms that turn sentiment into visible change. As organisations navigate AI, transformation and increasing uncertainty, Amy shares why culture has to become part of how the business operates, not something HR manages alongside it.5 things you'll learn from this episode:What DTE discovered when employees started signalling that their opinions were not being heard as strongly as beforeThe mechanism that helped move engagement from an HR-owned process to an executive leadership priorityHow DTE goes beyond survey scores to uncover what is really sitting underneath employee sentimentWhy closing the feedback loop can matter just as much as taking action on the feedback itselfHow changing technology and AI are influencing the capabilities DTE may prioritise differently in future talent decisions

This is the final episode of our Work Series - a three-part look at how painting companies are rethinking their organizational models.  For Mike Sanchez, owner of Southedge Painting and Contracting in Greenville, South Carolina, the shift from subcontractors to W2 employees wasn't about fixing something that was broken, it was about building a lasting team and culture. Mike walks us through the decision, the commitment it took to stay the course, and what the W2 model has unlocked for his team, his customers, and the long-term legacy of the business.

President Xi Jinping sent a congratulatory letter to the 48th World-Skills Competition, which opened on Tuesday in Shanghai, highlighting that sweeping technological and industrial changes are reshaping global vocational skill development and reaffirming China's commitment to cultivating young skilled talent.第48届世界技能大赛于周二在上海开幕。国家主席习近平向大赛致贺信，强调新一轮科技和产业变革正在深刻塑造全球职业技能发展格局，并重申了中国致力于培养青年技能人才的坚定决心。In the letter, Xi said China stands ready to deepen exchanges and cooperation with all participating parties to advance global skills development, better contribute to world economic growth and improve people's livelihoods and well-being.习近平在贺信中表示，中国愿同各参赛方一道，深化交流合作，推动全球技能事业发展，为促进世界经济增长、增进各国人民福祉做出更大贡献。Xi said the new round of scientific and technological revolution and industrial transformation is accelerating, bringing profound and far-reaching changes to global vocational skills development.习近平指出，当前新一轮科技革命和产业变革深入发展，给全球职业技能发展带来深刻而深远的影响。The WorldSkills Competition closely aligns with industry needs and provides a valuable platform for skilled professionals from around the world to hone their skills and learn from and exchange experiences with one another, Xi said.习近平表示，世界技能大赛紧贴产业需求，为世界各国技能人才切磋技艺、交流互鉴搭建了宝贵平台。China will inspire and guide more workers, especially young people, to achieve career success through professional skills, he said.他强调，中国将引导和鼓励更多劳动者特别是青年人走技能成才、技能报国之路。Premier Li Qiang attended the event and officially declared the competition open.国务院总理李强出席开幕式并宣布大赛开幕。Before the opening ceremony, Li met with WorldSkills International President Francis Hourant and Chief Executive Officer David Hoey.开幕式前，李强会见了世界技能组织主席弗朗西斯·豪兰（Francis Hourant）和首席执行官大卫·霍伊（David Hoey）。The ceremony was held at the Shanghai World Expo Cultural Center and began with a colorful and energetic parade featuring skilled young competitors from around the world.开幕式在上海世博文化中心举行。来自世界各地的青年技能选手身着盛装参加巡游，现场气氛热烈、色彩斑斓，拉开了开幕式的序幕。Delegations marched along the “Skill Dream Avenue”, an indoor-outdoor thoroughfare, greeting spectators at an outdoor plaza before proceeding into the venue.各代表团沿着室内外贯通的“技能梦想大道”入场，在户外广场向观众致意后依次步入会场。Live performances celebrated China's rich craft heritage, combining reenactments of the use of ancient Chinese skills with multimedia renderings of the Silk Road to connect local and global skills traditions. Humanoid robots performed alongside human artists, underscoring the role of human creativity in driving technological progress.现场表演展现了中国深厚的传统工艺底蕴，将古代中国精湛技艺的重现与丝绸之路的多媒体影像巧妙融合，实现了本土与全球技能传统的交相辉映。人形机器人与艺术家同台献艺，彰显了人类创造力在推动科技进步中的核心作用。During the event, skilled young workers from different continents shared their own experiences, highlighting how vocational skills can transform lives.活动期间，来自各大洲的青年技能人才分享了各自的成长经历，讲述了职业技能如何改变人生轨迹。A total of 1,385 competitors from 68 countries and regions will compete in Shanghai from Wednesday through Saturday at the National Exhibition and Convention Center (Shanghai).周三至周六，来自68个国家和地区的1385名选手将在国家会展中心（上海）展开激烈角逐。The closing ceremony will be held on Sunday.闭幕式将于周日举行。China's 71 competitors, with an average age of 21, are competing in all 64 skills, highlighting the country's pool of young skilled talent.中国代表团共派出71名选手参加全部64个项目的比赛，选手平均年龄为21岁，充分展现了中国青年技能人才的蓄水池与生力军。Since China's debut at the 2011 WorldSkills Competition in London, Chinese competitors have won 93 gold medals and topped both the gold medal table and the overall team rankings at four consecutive WorldSkills editions.自2011年首次参加伦敦世界技能大赛以来，中国选手已累计斩获93枚金牌，并连续四届荣登金牌榜和团体总分榜榜首。At a news conference before the ceremony, Zhai Tao, deputy director of the department of vocational capacity building at the Ministry of Human Resources and Social Security, said China joined WorldSkills International in 2010 as its 53rd member.在开幕式前举行的新闻发布会上，人力资源社会保障部职业能力建设司副司长翟涛介绍，中国于2010年加入世界技能组织，成为其第53个成员。In the years since, the organization has expanded to a network of 90 member countries and regions, reflecting the growing recognition of skills development worldwide, Zhai said.翟涛表示，此后多年间，该组织已拓展至拥有90个成员国家和地区的网络，这反映出全球范围内对技能开发与培养的日益重视。Wang Di, director of the WorldSkills Competition China (Shanghai) Research Center, said the WorldSkills Competition is not merely about technology, but is closely linked to clearly defined occupations.世界技能大赛中国（上海）研究中心主任王迪表示，世界技能大赛绝非仅仅关乎技术本身，而是与明确的职业标准紧密相连。【词汇提炼】vocational /vəʊˈkeɪʃənl/ adj.职业的；业务的reaffirm /ˌriːəˈfɜːm/ v.重申；再次确认livelihood /ˈlaɪvlihʊd/ n.生计；谋生手段align /əˈlaɪn/ v.使对齐；使一致；匹配hone /həʊn/ v.磨练；提升（技能）；磨尖thoroughfare /ˈθʌrəfeə(r)/ n.大道；交通要道；通行干道reenactment /ˌriːɪˈnæktmənt/ n.（历史事件的）重演；再现humanoid /ˈhjuːmənɔɪd/ adj.似人的；类人人的n.类人机器人pool /pu meɪl/ n.储备；（人才/资源）蓄水池v.集中资源debut /ˈdeɪbjuː/ n./v.首次亮相；首秀；初次登场

Episode 834 explores the relationship between leadership and Human Resources, including accountability, employee management, documentation, policies, consistency, and difficult workplace decisions. Learn how leaders and HR professionals can work together while keeping leadership responsibility where it belongs.Host: Paul FalavolitoConnect with me on your favorite platform: Facebook, Twitter, Instagram, TikTok, LinkedIn, Substack, BlueSky, Threads, LinkTree, YouTubeView my website for free leadership resources and exclusive merchandise: www.paulfalavolito.comBooks by Paul FalavolitoThe 7 Minute Leadership® Handbook: bit.ly/48J8zFGThe Leadership Academy: https://bit.ly/4lnT1PfThe 7 Minute Leadership® Survival Guide: https://bit.ly/4ij0g8yThe Leader's Book of Secrets: http://bit.ly/4oeGzCIRed Key Leadership®: https://bit.ly/3SoKrpO

Clement Manyathela speaks with Galeboe Modisapodi, Human Resources, Employment Relations (ER) Professional, and Labour Law Expert, about where to draw the line between your right to earn a living outside your primary job and your obligations to the employer who pays your salary, in terms of declaration or disclosure. The Clement Manyathela Show is broadcast on 702, a Johannesburg based talk radio station, weekdays from 09:00 to 12:00 (SA Time). Clement Manyathela starts his show each weekday on 702 at 9 am taking your calls and voice notes on his Open Line. In the second hour of his show, he unpacks, explains, and makes sense of the news of the day. Clement has several features in his third hour from 11 am that provide you with information to help and guide you through your daily life. As your morning friend, he tackles the serious as well as the light-hearted, on your behalf. Thank you for listening to a podcast from The Clement Manyathela Show. Listen live on Primedia+ weekdays from 09:00 and 12:00 (SA Time) to The Clement Manyathela Show broadcast on 702 https://buff.ly/gk3y0Kj For more from the show go to https://buff.ly/XijPLtJ or find all the catch-up podcasts here https://buff.ly/p0gWuPE Subscribe to the 702 Daily and Weekly Newsletters https://buff.ly/v5mfetc Follow us on social media: 702 on Facebook https://www.facebook.com/TalkRadio702 702 on TikTok https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio702 See omnystudio.com/listener for privacy information.

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week Craig is off, Bonnie jumps into his seat, and we are in for a bucket of fun, including Gen Z turns up to interviews with an iced coffee, Fair Work in the news again, Virgin cancels flights over cabin crew resourcing, changes to skilled migration visas, brutal UK numbers for over 50 job seekers, transgender social worker wins case  and much more. And hey, don't forget to check out upcoming events. Thanks to Indeed for partnering with us to bring you the Scoop.

En nuestro episodio 530 conversamos con Micaela Müller, Regional Head of Human Resources de Glencore sobre: + Mandamientos para NO ser mediocre en RR.HH. + Trabajar en el área más odiada de todas las empresas. + Moverse hacia abajo para poder crecer. + Reestructurar tu propio rol en la empresa. + Llevar valor al negocio desde RR.HH. + Construir una carrera suficientemente buena. + Los retos que enfrenta un líder de RR.HH. + Gestionar una minera de gran impacto. ______________________________________________________________________

In this episode of Hiring to Firing, hosts Tracey Diamond and Emily Schifter explore some of the unconventional forms of leaves of absence that employees are increasingly requesting in today's workplace. Joined by Kate Puccio, deputy general counsel and vice president of people at EMR USA Metal Recycling, they examine the emerging concepts of "heartbreak leave" for employees navigating romantic breakups and "pawternity leave" for those welcoming or grieving a pet. The conversation covers the legal landscape of existing leave obligations under the FMLA, ADA, and various state and local laws, while tackling the practical challenges employers face when considering these unconventional benefits — from documentation hurdles and abuse prevention to the growing administrative burden of multijurisdictional compliance. Tune in for a lively and insightful discussion on how employers can build empathetic, flexible workplace cultures while keeping their leave policies manageable and legally sound. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

What if burnout is not only about how much you work, but what you believe success requires from you?In this episode of the HR Leaders Podcast, I sit down with Nabeela Elsayed, MS, ACC, author of Breaking Burnout, to explore why high achievers can become exhausted even when they love their work, have supportive leaders and are succeeding on paper. Her research challenges the idea that burnout can always be explained by a toxic workplace or an individual who simply needs better boundaries.For HR leaders, the conversation raises a bigger question about how we think about wellbeing at work. Burnout sits inside a wider system of work, relationships, caregiving, identity, expectations and personal beliefs, which means sustainable performance may require organisations and individuals to rethink far more than workload alone.5 things you'll learn from this episode:Why some of the highest-performing people can also be the most vulnerable to burnoutThe success belief Nabeela believes can keep people working harder long after hard work stops helpingWhy having a strong sense of purpose can sometimes create an unexpected burnout riskWhat Nabeela learned from sports scientists about performing at a high level without constantly operating at maximum intensityThe identity shift that can help ambitious people build a healthier relationship with work without giving up ambition

 Stephanie  Michelle Pimentel is a Dominican-American executive and the founder behind a growing body of work rooted in cross-border leadership, people strategy, and operational clarity.  She earned a Master of Science in Human Resources Management from Florida International University, along with other advanced educational credentials.  Cross-border transactions are difficult if the businesses are fragile internally. Companies need to be flexible due to changing rules and cultural differences, and they need to prepare prior to entering international trade arrangements.  Lating America (LATAM) has been overlooked as a viable market even though it has diverse talent, nearby resources, close physical proximity, and same time zones. The Dominican Republic, as an example, has been a beacon of stability and responsible leadership. All LATAM countries have some resources and areas of expertise. More businesses are moving into an international marketplace since domestic markets reach a saturation point and can consume only so much.  

What's up everyone and welcome to The Corporate Bartender!Man, today is a GREAT day. We're talking about doing the work that really matters...to you. In this conversation we cover a lot of ground - listening to your inner voice, paying attention to what lights you up (because it likely will light up the lives of those around you). If you've ever navigated a critical transition or inflection point in your life or career, you won't wanna miss this one. We've got TCB OG Shushan Aleaqui on the program. She is a business transformation expert, change agent, executive coach, and she knows her way around a balance sheet. Shushan has more than 30 years of experience building, leading, and transforming organizations with names you know!This conversation was EPIC, and I just know you're gonna dig it!If you want to skip straight to the interview, 4:38 is your spotTCB Layout:0:00 - Show Open & Intro1:01 - Titles1:32 - Kickoff 4:38- Shushan Aleaqui Interview53:49 - Last CallWebsite: https://shushanaleaqui.com/LinkedIn: https://www.linkedin.com/in/shushanaleaqui/Join our community!https://skyeteam.cloud/tcbTheme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

The workplace is often dynamic - young people make their way in, technology change how things are done, new talent shift the team culture, and dress codes can differ from strict to casual. With the rise of remote and hybrid-jobs these days, what do employers and employees need to see eye-to-eye on? How much flexibility should both sides expect, and where can they compromise? And with people these days staying for a shorter time with their employer, before finding another job, how can they secure the best reference? Sylvie Thrush Marsh, Chief Evangelist at MY HR - speaks with Tim Beveridge for Smart Money... LISTEN ABOVESee omnystudio.com/listener for privacy information.

This week on Tapod, we catch up with Emma Cassidy – Group Head of Talent Acquisition & Workforce Solutions at Ampol. In a triple threat, Ampol won the Enterprise Talent Team of the Year, and the Best Contingent Workforce Program at ITAs' 2026… throw in Emma's own individual award for Enterprise Talent Leader of the Year and it was an exclamation point on a year of transformation and success. Join us as we breakdown these winning submissions across, EVP revamp, careers site upgrade, tech implementation, workforce structure and redesign,  AI enablement and more. It's the industry benchmark and you really need to hear about it!Thanks to Smart Recruiters for partnering with us for this episode. 

What's up everyone and welcome to The Corporate Bartender!Work/Life balance. It's a myth. We only get one life, and during that life we have to work - most of us do anyway. For those that do, our work becomes a big piece of our identity. How intentionally are we living it, and what are we leaving behind?If you're thinking about these things and how they apply to you and your life, you're in the right spot. We've got Dr. Lani Jones on the show today. She's a seasoned psychologist and HR professional, and she's got some innovative ideas about creating intentional imbalances in your life to gain control and make it better. She's also got a framework for leaving the legacy that you WANT to leave...and I love me a good framework!This conversation was a BANGER, and I just know you're gonna dig it!If you want to skip straight to the interview, 4:11 is your spotTCB Layout:0:00 - Show Open & Intro1:01 - Titles1:32 - Kickoff 4:11- Dr. Lani Jones Interview55:05 - Last CallWebsite: https://drlanijones.com/LinkedIn: https://www.linkedin.com/in/drlanijones/Join our community!https://skyeteam.cloud/tcbTheme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

Huggy Rao is the Atholl McBean Professor of Organizational Behavior and Human Resources at Stanford University's Graduate School of Business and Henrich Greve is the Rudolf and Valeria Maag Chaired Professor in Entrepreneurship at INSEAD. They are also co-authors of the new book Ctrl+Alt+Doubt: Decoding the Language of Online Conspiracy Talk.Greg, Henrich, and Huggy discuss their new book and the language of online conspiracy talk. They describe entering the topic via research on managerial talk, the 1857 Indian mutiny rumor, and pandemic effects on collective action, then the COVID-era “distributed doubt.” Huggy and Henrich define conspiracy theories as elaborate, non-falsifiable narratives where lack of evidence is treated as proof, including “gateway” claims like COVID false positives. Rather than pathologizing believers, they analyze online talk as a social coordination mechanism and cultural toolkit involving bricolage, which is recombining semantically proximate words and narratives, within crowded “rabbit holes.” They propose that platforms shape but don't determine discourse. For managers, they recommend early rumor monitoring, “prebuttals,” and credibility-preserving communication, noting shrinking executive authority and the risks of manufacturing threat for innovation.*unSILOed Podcast is produced by University FM.*Episode Quotes:Why should leaders always get ahead of conspiracy theories?40:18 [Henrich R. Greve]: I think an important thing about leaders and organizations is that, I mean, they have the advantage that often the conspiracy theories are initiated by things that they did, all right? Because in society, events just happen, and so conspiracy theories just burst out of the blue. In firms, there is some sort of leadership initiative, and conspiracy theories can be traced back to it. And so, knowing this, there are certain conversations that have to happen before the initiative, during the initiative, just to make sure that there is understanding spread about why is this happening. So, that's the inoculation phase. And actually, it's a privilege of management that they should know that conspiracy can happen whenever something big and unexplained is announced.Conspiracy theories can create communities11:22 [Hayagreeva “Huggy” Rao]: Conspiracy theories are coordination mechanisms for people to engage in the digital commons, so to speak. You don't have pubs and taverns, but you have microblogs and the like, and that's kind of what people do. They use it as a coordination device to create groups and so on and so forth. But the thing that struck us, and we use this imagery, is they're not exactly paranoid.Great leaders awaken pride, not paranoia44:54 [Hayagreeva “Huggy” Rao]: The real job of leaders, and perhaps I'm oversimplifying grossly, is you actually want to make your employees feel capable. If you want to make them feel capable, peddling conspiracy theories is perhaps not the best kind of first step to start with. Instead, what you want them to do is, how can you have an impact? What is it you can do? Those kinds of things become important. And what all of that leads to is actually awakening pride. But before you awaken pride, you have to show that you care for it.Show Links:Recommended Resources:Spanish FluConspiracy TheoryArrow's Impossibility TheoremCognitive DissonanceConsistencyAnn SwidlerBricolageLevi Strauss Pizzagate Conspiracy TheoryMcCarthyismThe Functions of the ExecutiveMatthew RidgwayGuest Profile:Hayagreeva Rao | Faculty Profile at Stanford Business SchoolHayagreeva Rao | LinkedIn ProfileHuggyRao.comHenrich R. Greve | INSEAD ProfileHenrich R. Greve | LinkedIn ProfileHenrichGreve.comGuest Work:Hayagreeva Rao | Amazon Author PageHenrich R. Greve | Amazon Author PageCtrl+Alt+Doubt: Decoding the Language of Online Conspiracy TalkScaling Up Excellence: Getting to More Without Settling for LessThe Friction Project: How Smart Leaders Make the Right Things Easier and the Wrong Things HarderNetwork Advantage: How to Unlock Value From Your Alliances and PartnershipsOrganizational Learning from Performance Feedback: A Behavioral Perspective on Multiple Goals: A Multiple Goals PerspectiveOrganizational Learning from Performance Feedback: A Behavioral Perspective on Innovation and ChangeIf you enjoyed this show, here are some other unSILOed episodes you may like:366: Robert Sutton - Dissecting Workplace Friction: A Deep Dive200: Robert Cialdini - The Golden Age of Persuasion Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In today's episode, Bob 'n Joyce take on a question that has followed us throughout our careers: Where can you do your best and boldest OD work—from inside an organization or from the outside? We've done both. And while we believe some of our most impactful work came from being inside the organization, there are real advantages—and some very real traps—to both. Internal OD practitioners have an intimacy with the business that's hard to replicate. They understand the culture, know the players, and can build credibility and trust over time. But that closeness can also get in the way. Internals can become too embedded in the system to see what needs to change—or find themselves spending too much time doing routine, low-impact work. External OD practitioners bring fresh eyes, a clearer mandate, and often the freedom to say things others won't. But distance has its costs. Externals can miss important nuances, remain at arm's length from what's really happening, or unintentionally create a dependency that leaves the organization less capable when they leave. So maybe the real issue isn't internal versus external. Maybe it's understanding the traps that come with where you sit—and refusing to let them keep you from doing the work that really matters. Join us as we wrestle with what it takes to do great OD work, wherever you sit.

The fastest way to learn AI may be to stop learning about it and start building with it.In the most recent HR Leaders Podcast episode, I had an inspiring conversation with Simon Brown Global Learning & Development Leader, Partner, Talent at EY.He explains why organisations need to move beyond simply teaching people what AI is and create learning experiences that help employees build confidence by using AI in the context of their actual work.By combining protected learning time, hands-on agent building, responsible AI principles and a stronger focus on human judgement, EY is exploring what it takes to build AI capability at scale while keeping learning relevant as the technology continues to evolve.5 things you'll learn from this episode:How EY is moving employees from learning about AI to actually building with itThe capability Simon believes people need before they can delegate meaningful work to AI agentsWhy making AI learning part of everyday work can change how quickly new skills are adoptedThe reason stronger AI tools may actually make human expertise and judgement more valuableHow learning leaders may need to redesign their approach when AI capabilities change faster than traditional training cycles

Andrew Coelho walked into Lancaster Painting for a sales job interview  and walked out with an HR career he never saw coming. In this episode, he shares how curiosity, ownership, and the freedom to fail forward turned an entry-level role into a seat on the management team, and how that same mindset now has him exploring AI, automation, and marketing. It's a conversation about what's possible when leadership bets on someone ,and that someone bets on themselves.

Send us Fan MailMonique Grant is from Detroit, Michigan. She attended American InterContinental University for her Bachelors of Arts in Human Resource Management. She has 8+ years of experience in Management, Marketing and Human Resources. She is a community volunteer, co-author, motivational speaker, podcast host, and creative marketing strategist. Her podcast is called 'Talkin' Somethin' to Def Podcast. She supports organizations with marketing, brand awareness, brand visibility, media coverage, partnerships, sponsorships, and B2B Brand collaborations.Mrs. Grant's mission is to help people overcome life challenges, heal getting trauma informed therapy & training through Wellness Coach Liz Blanding of Oasis Wellness Centers PPMA Program, while learning how to be comfortable with being vulnerable. Talkin Somethin' To Def is the community resource needed in all communities. She has helped many of her clients get appearances on podcasts/shows, speaker opportunities, workshops, and more. She loves to help people see the beauty and value in connecting and collaborating with one another. In the continuation of our interview, she will answer where we left off last time and that is what advice she has for our listeners who are in the middle of a storm in their life right now and how can they recover from the trauma that they are experiencing? You will also hear her give some advice to our listeners who were grieving the loss of someone in their life? Lastly, she answered my questions on what answer does she have for people who asked the questions: why bad things happen to our life or why if God is so good why He lets bad things happen to good people.To get in touch with our guest you can do so my either going to her website which is https://www.talkinsomethin.com/programs and you can listen to her in Spotify by going to: https://creators.spotify.com/pod/profile/monique-grant3or you can email her at: info.talkingsomethingtodef@gmail.com and you can also book a free 30-minute discovery call with her by going to:https://calendly.com/info-talkingsomethingtodef/interest-callAlso, if you want to help donate some money so they can bury Monique's niece who died after she was born you can do so by clicking this GoFundMe link:https://www.gofundme.com/f/a-loving-farewell-for-baby-lillian/cl/sConnect with us through our Social Media Links:Email us at cometojesuswithannette.mahal@gmail.comTwitter and Instagram: @AnnetteMahalFB: Come to JesusYou can also send us a voice message if you are listening in Spotify or by sending your questions or comments to (571)601-0067 and you can also send us a fan mail if you are listening to Buzzsprout.Thank you again for listening and always remember to Come to Jesus Daily!

Guest: Darin KleinHost:  Christopher KardambikisRecorded on July 8 and July 20, 2026Darin Klein is an arts programmer and curator, and the creator of over 100 solo and collaborative zines and artists' publications. His various projects have been presented at venues including Amy Adler's Echo Park Studio, &Pens, Bitches Rule, The Broad, Commonwealth & Council, For Your Art, Hammer Museum, Human Resources, LACE, LACMA, Luis de Jesus Los Angeles, New Image Art, Printed Matter's LA Art Book Fair, REDCAT, and Upstairs at Paul's in Los Angeles; Printed Matter's NY Art Book Fair, and White Columns in New York; 2nd floor projects, 42nd International SF Film Festival, ESP, Needles & Pens, scene/escena, Showroom, SF MOMA, and Yerba Buena Center for the Arts in San Francisco; and Dog & Pony in Spokane, WA. Klein is a Printed Matter Awards for Artists recipient, a Printed Matter artist grant recipient, and has lectured and facilitated workshops on zines and zine making at Denison University; The Hammer and Printed Matter's LA Art Book Fair (Geffen Contemporary at MOCA) in Los Angeles; and California Institute for the Arts in Valencia, CA.His publishing project, Darin Klein & Friends, presents innovative and unexpected collaboratively produced zines and independent media, prioritizing queer and underrepresented artists. 

What's up, you Beautiful Beasts! Welcome back to the show! In this episode, I sit down with April Morgan for a conversation about something we don't always think of as a relationship: our jobs. We talk about what happens when work becomes part of our identity, why leaving a job can genuinely feel like a breakup, and how a change in leadership can completely change a place you once loved. April shares how losing her dad inspired her to look differently at the relationships we build at work, how grief and major life changes affected the way she showed up in her own career, and what happened when she finally realized a workplace she loved no longer fit who she was. We also get into entrepreneurship, taking scary-ass leaps without sacrificing the people who matter to us, giving ourselves grace when we are not our best selves, and why being human should probably be a bigger part of Human Resources. Oh, and we discover that April and I share a deep appreciation for the versatility of the word “f*ck,” so obviously this was meant to be.As always, I hope something lands with you today. I hope something tugs at your heart strings and/or I hope you laugh.About AprilApril Morgan is the Vice President of People Operations at IWC Innovations, co-founder of Elevate People Ops LLC, speaker, and author of Married to the Job: Work Isn't a Job...It's a Relationship. With more than 20 years of experience in human resources, leadership, compliance, safety, and organizational development, April is passionate about helping organizations build thriving workplace cultures where people and performance grow together. Known as the "Vanilla Ice of HR" with the motto, "Got a problem? I'll solve it," she brings practical, people-first strategies that inspire leaders to strengthen relationships, create accountability, and elevate their organizations.   Connect with April!  Instagram:https://www.instagram.com/elevatepeopleops/ or https://www.instagram.com/mommabee2017/  Elevate People Ops LLC on Facebook:https://www.facebook.com/profile.php?id=61589937374988 You can also learn more about her consulting services, leadership training, speaking engagements, and purchase her book, Married to the Job: Work Isn't a Job...It's a Relationship, by visiting www.elevatepeopleopsllc.com. Mentions & ResourcesApril's Book: Married to the Job: It's Not a Job, It's a RelationshipWe talk about April's relationship-based approach to work throughout this episode. If you'd like to check out her book, you can find it here: https://amzn.to/4j0WynQ As an Amazon Associate, I earn from qualifying purchases.Want more from Beautiful Beast Within Studios?Join The Weekly Unveiling: https://beautifulbeastwithinstudios.com/join-newsletterExplore Beautiful Beast Within Studios: https://linktr.ee/beautifulbeastwithinstudiosSupport Unveiling the Beast: https://beautifulbeastwithinstudios.com/support-unveiling-the-beastBeastly Merch: https://beautifulbeastwithinstudios.com/merchWant to be a guest on Unveiling the Beast? https://beautifulbeastwithinstudios.com/unveilingthebeast-applicationMusic by Prymary: Sean Entrikin (my hot husband) on guitar, Chris Quirarte on drums, Smiley Sean on keyboards, Rob Young on bass, and Jaxon Duane on vocals.Unveil the Beautiful Beast Within YOU!

As engineering firms grow, one of the first things to get squeezed is the time and consistency it takes to actually develop people. In this episode of The DesignBoard, we talk with Brandon Harwick, President of Engenium Group, and Jessica Norton, Partner and Director of Human Resources, about how their firm tackled that problem head-on by hiring a full-time, dedicated internal coach. Brandon and Jessica walk through the business case behind that decision, what it's meant for growth, leadership development, and retention, and why they believe coaching is one of the most undervalued investments an engineering firm can make.The Design Board, by UpSpring, is a proud member of SANDOW Design Group's  SURROUND Podcast Network, home to the architecture and design industry's premier shows. 

"We're in an at-will state." "She never said the words 'reasonable accommodation.'" Many of the most expensive HR mistakes begin with something that sounds like common sense. In this episode, Terry Cook and Tom Jones of AIM HR Solutions work through ten of the most common HR myths, covering terminations, resignations, harassment complaints, paid family and medical leave, accommodations, social media, and the surprisingly durable idea that the safest handbook is no handbook at all.Pete plays the manager hunting for a loophole. Terry and Tom are the people who have taken that call on the AIM HR Helpline more times than they can count. What comes out of it is a practical map of where the law actually sits, and what to do instead when the easy answer turns out to be the expensive one.Links & NotesAIM HR Helpline (AIM members) — 800-470-6277 | Helpline@aimnet.org | Monday–Friday, 8:30 a.m.–5:00 p.m. ETAIM HR Roundtables, including the September 23 Western Mass sessions in Pittsfield and PalmerAIM HR Solutions Employee Handbook Services AIM HR Solutions Training CatalogAIM members can reach the HR Helpline at 800-470-6277 or helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

In this episode, Lauren Lewis sits down with Laura Azzarella, PHR, MS HRM, an experienced HR professional and leader in the Buffalo HR community, to talk about employee relations, leadership, data, AI, and how the role of Human Resources continues to evolve. Laura's path into HR was not exactly planned. A first-generation college student originally studying media production, Laura found an HR assistant position while looking for a new job. What started as an opportunity to try something different turned into a career focused on people, leadership development, employee relations, and making complicated HR topics easier to understand. As Laura puts it, she likes to make HR make sense. Together, Lauren and Laura discuss: Laura's unexpected journey into Human Resources The Pain Points of navigating difficult employee situations Why HR professionals spend so much time operating in the gray Working in HR across manufacturing, higher education, and professional services Using data to identify problems within an organization The importance of protecting your professional reputation and not burning bridges Why AI-generated information still needs human oversight Laura's involvement with the Buffalo Niagara Human Resources Association Creating practical resources for emerging HR professionals A major part of the conversation focuses on AI and its growing role in the workplace. Laura has been experimenting with generative AI since its early days and sees it as another tool HR professionals can use to work more effectively. Instead of replacing the human side of HR, she believes technology can take repetitive and administrative tasks off someone's plate so they have more time for strategic work and real conversations. But using AI also comes with responsibility. Laura and Lauren discuss why professionals still need to understand the fundamentals of their field. AI can provide an answer that sounds completely confident and still be wrong. When you're dealing with employment law, employee relations, investigations, or someone's career, simply accepting an AI-generated answer is not enough. You still have to check the work. They also discuss some of the new challenges AI creates for employers, including generated images, altered information, workplace investigations, and the need to think carefully about what employees and companies upload into these tools. Beyond technology, this episode gets into what HR is really about: people. Sometimes an attendance problem has a bigger story behind it. Sometimes an employee struggling at work needs resources or support. Sometimes HR has to make a difficult decision that an employee is not going to like. The challenge is knowing how to listen, understand the situation, protect the organization, support employees, and make the best decision possible with the information available. Laura also shares her approach to leadership and why she does not believe being a leader means being the best at everything. Instead, great leaders surround themselves with people who bring different strengths, perspectives, and skills to the table, then give those people the opportunity to succeed. Whether you're an HR professional, business owner, manager, emerging leader, or simply curious about how AI is changing the workplace, this episode offers a practical and very human look at where HR is headed. 

Are you familiar with Radical Candor? It's an innovative communication style that Karolyn will explore with Bernadette Paley, a management expert who has incorporated Radical Candor into the workplace at Sonoran University of Health Sciences. She will discuss what it is, how it works, and its effectiveness. As Assistant Director of Human Resources at Sonoran, Bernadette is passionate about helping others move from difficult conversations to meaningful action so they can thrive.Five To Thrive Live is broadcast live Tuesdays at 7PM ET and Music on W4CS Radio – The Cancer Support Network (www.w4cy.com) part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com).Five To Thrive Live Podcast is also available on Talk 4 Media (www.talk4media.com), Talk 4 Podcasting (www.talk4podcasting.com), iHeartRadio, Amazon Music, Pandora, Spotify, Audible, and over 100 other podcast outlets.

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we cover all kinds of angles including, AI redundancies being hired back, Japanese are getting recruitment creative, non-compete clauses being removed under legislation, WFH changes stall, crazy reason a candidate was rejected, surge in AI-generated applications pushing recruitment processes out, judge blocks Trump culture-fit question and much more. And hey, don't forget to check out upcoming events. Thanks to Indeed for partnering with us to bring you the Scoop.

One morning in March of 1999, a detective in Norcross, Georgia leaned in closely to his computer screen. He was reviewing video footage his team had recorded at a murder scene – and finally, he arrived at the exact frame he wanted. He zoomed in and smiled. Because the thing he was looking for... wasn't there. You can WATCH all new & exclusive MrBallen podcast episodes on my YouTube channel, just called "MrBallen" - https://www.youtube.com/c/MrBallenIf you want to reach out to me, contact me on Instagram, Twitter or any other major social media platform, my username on all of them is @mrballen Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

What if the future of executive leadership is less about specialisation and more about range?For years, senior leaders have been encouraged to go deeper into a single function.But in this episode of the HR Leaders Podcast, I sit down with Joshua Horenstein, Senior Vice President, Administrative Office & Corporate Secretary at Innophos, to explore a different model: the dual executive.Joshua started his career as a lawyer before moving into a broader cross-functional leadership role spanning legal, HR, facilities, regulatory and other operational responsibilities. He argues that this breadth has made him a stronger executive because it forces leaders to understand the business beyond their original area of expertise.And as AI makes specialist knowledge easier to access, that ability to operate across functions may become even more valuable.5 things you'll learn from this episode:Why Joshua believes the traditional single-function executive model may be starting to break down, and what could replace itThe career move that took Joshua from law into HR and broader business leadership, and what it taught him about stepping outside your expertiseWhy AI could make it easier for executives to lead functions they were never formally trained in, and what still cannot be outsourced to technologyThe three leadership qualities Joshua believes will become far more important as AI changes how executives workHow taking responsibility for multiple functions can actually strengthen succession planning rather than create a leadership risk

In this episode:Bruno's origin story: a fifteen year old in a French village of 1,200 people watches a late night TV show about two young American millionaires and wakes up his mom at midnight to announce his plan (05:47 - 07:08)Arriving in Seattle with a $10,000 loan, a backpack, and English as a work in progress (07:08 - 08:06)From MS-DOS to Windows NT to Exchange to Xbox to Hardware to HR, how a developer ends up running Microsoft's worldwide HR planning (08:06 - 09:42)The day Bill Gates walked into the shipping party and canceled the product Bruno had spent a year building, and the box he still has (09:42 - 10:57)Starting BEMO in 2010 before Office 365 or Azure existed and building a system that could deploy SharePoint in 15 minutes (11:07 - 12:07)Watching Microsoft decide to eat his lunch in 2012 and becoming the second biggest reseller of Project Online and SharePoint Online on the way out (12:07 - 13:39)The deliberate pivot to cybersecurity in 2018 and winning Microsoft Partner of the Year in 2023 (13:39 - 14:34)Why CMMC compliance is like having a child and the birthday is just the beginning (14:34 - 15:34)Opening the hood on companies that have been self-attesting perfect CMMC scores for five years and what you find inside (15:34 - 16:53)What the average SMB gets wrong about cybersecurity and why being on Copacabana beach with a laptop makes you a very effective hacker (16:53 - 18:28)AI versus AI: going from 46 agents to 21 and building a governance framework that mirrors BEMO's human staffing levels (18:28 - 20:34)Eight years working alongside his son Brandon, how he kept it professional, and why he is relieved they never had an accident (20:34 - 22:00)The Lifestyle Polygraph: éclairs, a French bakery, the 1998 World Cup, flying lessons, the Marshawn Lynch earthquake, and the leader who blocks his own employees from connecting on weekends (22:29 - 33:15) Timestamp Highlights:(05:47) The midnight promise to his mom that became a thirty-six year adventure(07:08) Arriving in Seattle with a $10,000 loan and English as a work in progress(09:42) Bill Gates walks into the shipping party(11:07) Building BEMO before Office 365 existed(12:07) Watching Microsoft eat his lunch and becoming the second biggest reseller anyway(14:34) CMMC compliance is like having a child(16:53) Why hackers love small businesses who think they are immune(18:28) From 46 AI agents to 21 and why governance matters(20:34) Eight years working with his son Brandon(23:18) His favorite French pastry is the éclair(25:59) France beats Brazil two months before his wedding(27:31) The family intervention that ended his flying lessons Resources & Links:BEMO — bemopro.comThreatLocker — Presenting sponsor of No Password RequiredDerScanner — Episode sponsorCyber Florida — The Mother Ship

What if the most important infrastructure of your career has nothing to do with your skills, your credentials, or your hard work, and everything to do with the people you have intentionally built around you?In this special episode of Leading Yourself, I am sharing the full recording of my live book launch event for Build Your Career Squad: The 9 People You Need in Your Career Squad , the book I have been carrying for a long time and that officially came into the world on September 5th.This is not a typical book launch. It is a real conversation.I walk you through the full Career Squad framework, nine relationships organized into three families that determine not just how far your career goes but how you feel getting there. We do a live assessment together so you can see exactly where your own squad stands right now. And then I sit down with two guests who have built extraordinary careers and who know this framework not because they read the book, but because they lived it.Joining me on the panel:Charlie Ackerman — former SVP of Human Resources at Bosch North America, executive coach, and one of the people in my own Career Squad.Andy Storch — author of Own Your Career Own Your Life, keynote speaker, and host of the Talent Development Hot Seat podcast.Together we talk about what it actually takes to find the right people for your squad, how to onboard a new relationship without it feeling transactional, what it means to show up for someone else's career over a long time, and what most professionals leave on the table in the relationships they already have.Whether you have read the book or this is the first time you are hearing about it, this episode will change how you look at every professional relationship in your life.Grab a copy of the book: https://buildyourcareersquad.com

Send us Fan MailMonique Grant is from Detroit, Michigan. She attended American InterContinental University for her Bachelors of Arts in Human Resource Management. She has 8+ years of experience in Management, Marketing and Human Resources. She is a community volunteer, co-author, motivational speaker, podcast host, and creative marketing strategist. Her podcast is called 'Talkin' Somethin' To Def Podcast. She supports organizations with marketing, brand awareness, brand visibility, media coverage, partnerships, sponsorships, and B2B Brand collaborations.Mrs. Grant's mission is to help people overcome life challenges, heal getting trauma informed therapy & training through Wellness Coach Liz Blanding of Oasis Wellness Centers PPMA Program, while learning how to be comfortable with being vulnerable. Talkin Somethin' To Def is the community resource needed in all communities. She has helped many of her clients get appearances on podcasts/shows, speaker opportunities, workshops, and more. She loves to help people see the beauty and value in connecting and collaborating with one another. This is the introduction of my interview with Monique. You will hear her start by sharing the moment where she decided to accept Christ as her savior and why she made that decision at that moment. She also shared how she and her daughter started collaborating in working together to write and publish a book together and how it all started. Make sure to follow us so you don't miss the answer to the question where we left off in this episode.To get in touch with our guest you can do so my either going to her website which is https://www.talkinsomethin.com/programs and you can listen to her in Spotify by going to: https://creators.spotify.com/pod/profile/monique-grant3or you can email her at info.talkingsomethingtodef@gmail.com and you can also book a free 30-minute discovery call with her by going to:https://calendly.com/info-talkingsomethingtodef/interest-callConnect with us through our Social Media Links:Email us at cometojesuswithannette.mahal@gmail.comTwitter and Instagram: @AnnetteMahalFB: Come to JesusYou can also send us a voice message if you are listening in Spotify or by sending your questions or comments to (571)601-0067 and you can also send us a fan mail if you are listening to Buzzsprout.Thank you again for listening and always remember to Come to Jesus Daily!

What can a transition expert writing three decades ago teach us about navigating AI's impact on work? As it turns out, quite a lot. In this episode, Bob 'n Joyce revisit William Bridges' vision of the optimal workplace and consider it through the lens of the AI transformation now underway. Bridges' work stands the test of time because, although the world of work has changed dramatically, what people need to feel connected, capable, and committed has not. Bridges uses the metaphor of a trapeze artist suspended between two bars—what was is no longer there, and what comes next has not yet arrived. With the rapid rise of AI, that is where many organizations and their people find themselves today. It is an uncomfortable and often paralyzing place, filled with uncertainty, loss, and fear. So, what can leaders and OD practitioners do to help people navigate this in-between time? Bridges points toward the kind of workplace we need—one where: • People are invested in the outcomes of their work. • Leaders and managers are committed to the highest standards. • Expectations are clear. • Employees receive reliable feedback from the customers they serve. Joyce and I build on Bridges' thinking by putting forward several practical first steps leaders and OD practitioners can take right now. We don't pretend to have all the answers, but we believe these actions can help organizations move through uncertainty with greater clarity, connection, and confidence. AI may be transforming the work, but it does not eliminate the human needs that make work meaningful. Come join us.

A workplace assessment can create valuable insights—but its real impact comes from how those insights are put into practice. Texas811 Chief People Officer Shakheana Harrison and Director of Leadership and Development Terrence McCorkle share how the Working Genius framework has become part of the organization's everyday culture.Show Notes:Texas 811's Shakheana Harrison and Terrence McCorkle explain how they embedded the framework across the organization and built the support needed to sustain it. Their top takeaways include: Make workplace assessments part of everyday work. Terrence McCorkle explains how Texas811 reinforces Working Genius through onboarding, quarterly workshops, meetings, project planning, and other organizational initiatives.Focus on what gives employees energy. Rather than looking only at personality, Working Genius helps employees identify the work they naturally enjoy, the work they can perform competently, and the work that tends to drain them.Don't use assessment results to put people in boxes. Shakheana Harrison emphasizes that every type of genius is needed and valued. Texas811 worked intentionally to ensure employees viewed the framework as a tool for support—not something that could be used against them.Use strengths to encourage collaboration. Texas811 brings people with different geniuses into meetings and projects at the stages where they can contribute most, helping teams represent the full spectrum of ideation, activation, and implementation.Build capability throughout the organization. Leadership buy-in helped Working Genius gain traction, but Texas811 is expanding its impact by certifying more employees and equipping leaders to use the framework without relying solely on the L&D team.Learn more about the Working Genius frameworkLearn more about Texas 811About Shakheana Harrison:Shakheana Harrison is the Chief People Officer at Texas811, where she leads strategies that strengthen leadership, culture, and organizational performance. With more than 20 years of experience within the organization, she brings a unique understanding of its people, mission, and evolution. Shakheana is passionate about developing adaptive leaders, creating performance-driven communities, and building systems that position Texas811 to thrive for generations to come. Shakheana holds an MBA with a focus in Leadership and has completed an ICF-accredited coaching program. She ais also a certified facilitator for Working Genius and has been trained to be a trainer for Situational Leadership.About Terrence McCorkle:Terrence McCorkle serves as the Director of Leadership and Development at Texas811, where he focuses on leadership growth, employee development, and organizational culture. As a certified Working Genius facilitator, he helps individuals and teams better understand their natural gifts, improve collaboration, and work more effectively together. His approach centers on meeting people where they are and creating opportunities for growth. Terrence holds an MBA in Human Resources, is a trained Situational Leadership® trainer, and has completed an ICF-accredited coaching program.Powered by Learning earned Awards of Distinction in the Podcast/Audio and Business Podcast categories from The Communicator Awards and a Gold and Silver Davey Award. The podcast is also named to Feedspot's Top 40 L&D podcasts and Training Industry's Ultimate L&D Podcast Guide. Learn more about d'Vinci at www.dvinci.com. Follow us on LinkedInLike us on Facebook

The CHRO's real test isn't getting a seat at the table, it's whether the CEO would make the decision without them.In this special episode, Lewis Brown, Jr. - MA and Josh Klein of From Here Collective join Rich Jennings, Executive Advisor to Comcast, to explore what it means for the CHRO to become the CEO's trusted consigliere.Using The Godfather as an intentionally provocative analogy, they unpack the skills, behaviours and experiences that make an HR leader genuinely valuable at the highest level. From business fluency and fearlessness to asking better questions, building trust across the organisation and knowing how to influence decisions without needing to dominate the room, the conversation challenges the traditional boundaries of the CHRO role.For HR leaders, the biggest question is not whether you have a seat at the table. It is whether you are inside the decision-making circle before the decision is made. The episode offers a practical way to assess whether HR is operating as a functional expert, a business partner, or the strategic adviser the CEO cannot afford to make decisions without.5 things you'll learn from this episode:The surprising reason CHROs may have more strategic access than almost any other executive, but still struggle to turn it into influenceThe characteristics that can move an HR leader from trusted functional expert to indispensable strategic adviserWhy the strongest CHROs are increasingly expected to understand far more than HR, and what that changes about the roleThe tension HR leaders must learn to hold when the CEO, the workforce and the wider business do not all want the same thingThe question that can reveal whether you are truly inside the CEO's decision-making circle, or simply being informed after the fact

This is the 2nd episode of our Work Series,  a three-part look at how painting companies are rethinking their organizational models. What if the right model for your painting business wasn't W2 or subs - but both? That's been the answer for ACP Painting in Maricopa, Arizona for over twenty years. Co-owner Russ Byers and Inside Operations Manager Shell Abbott walk us through how they deploy two different kinds of teams under one roof - the decision-making framework, the financial tradeoffs, and the cultural dynamics that make it all work.

Send us Fan MailAhoy there, ye landlubber! How does your captain help you find your sea legs? Every pirate needs the chance to grow, even if it means eventually jumping ship.Diego Lugli is the Director of Human Resources at Pirate Ship, where he does far more than help maintain the pirate-centric culture on the fully remote team of 200-plus. Pirate Shippers at every level enjoy massive career growth perks, from temporary lateral moves to peer mentorship. Memes, custom avatars, and tons of tacos probably have something to do with their very low turnover, too.“If you can lay the foundation for developing talent internally when those roles do appear, you're going to have more internal options.”–      Diego LugliKey TakeawaysSome orgs reap huge benefits by going remote because they can change lives and nurture talent from far-flung places.Startup culture is the ideal setting to provide career growth opportunities, scaling everyone's abilities up as the company grows.Special projects and lateral moves are successful when they're confined to areas employees have a genuine interest in.Daily peer recognition, avatars, and Slack channels for fun chit-chat keep morale high on customer support teams.  Timestamps2:37 Ahoy, Diego! Lugli's Voyage from Burnout to Pirate Ship3:53 HR Department of One & Going Fully Remote6:02 Kudos Cove: Peer Recognition at Pirate Ship8:36 The Pirate Cadet Program20:13 Low Turnover at a Company That Cares26:33 The Poop Deck: A Deep Dive Into Team Pirate Culture31:25 Upcoming: Scallywag Academy34:11 Five Tacos to ShareTopics DiscussedAmazing Teams, Una Japundza, Pirate Ship, HeyTaco, Diego Lugli, peer recognition, career growth and development, remote teamsMentionsLinkedIn: https://www.linkedin.com/in/diego-lugli-5465b022 Website: https://www.pirateship.com/

AI is moving faster than most organisations can redesign themselves, so how do you stop transformation becoming a series of disconnected technology fixes?Every leader says they want a high-performing team. But what happens when poor performance, missed standards and a lack of ownership are tolerated for too long?In the most recent HR Leaders Podcast episode, I had a fascinating conversation with Paul D. Brubaker, Vice President Human Resources at KARL STORZ North America.Paul shares what decades of leadership have taught him about building teams around trust, accountability and continuous improvement. From knowing when coaching is no longer enough to preparing HR teams for AI-driven change, he explains why great cultures are shaped by the behaviours leaders consistently reward, challenge and refuse to tolerate.5 things you'll learn from this episode:The overlooked “trust dividend” that can remove unnecessary checking, duplication and friction from your teamThe warning sign that tells leaders they may have held onto an underperformer for too longWhy the standards you quietly tolerate can become the culture your entire team starts to acceptThe AI opportunity Paul believes could remove huge amounts of transactional HR work, and the barrier still slowing many organisations downWhy staying relevant in HR will increasingly depend on your ability to learn, adapt and build new capabilities faster than your role changes

CAT2RC2247-03112023-01072024hallucination (cinema) -/- memory (grief)Incident Elements:· suicide· grief· hostile work environment· altered realityTranscripts available at https://rustyquill.com/transcripts/the-magnus-protocol/You can find a complete list of our Kickstarter backers https://rustyquill.com/the-magnus-protocol-supporter-wall/Created by Jonathan Sims and Alexander J Newall Directed by Alexander J NewallWritten by Alexander J Newall Script Edited with additional material by Jonathan SimsExecutive Producers April Sumner, Alexander J Newall, Jonathan Sims, Dani McDonough, Linn Ci, and Samantha F.G. Hamilton Associate Producers Jordan L. Hawk, Taylor Michaels, Nicole Perlman, Cetius d'Raven, and Megan Nice Produced by April SumnerFeaturing (in order of appearance) Jon Chew as Harvey LiewAnusia Battersby as Gwen BouchardBillie Hindle as Alice DyerLowri Ann Davies as Celia RipleySasha Sienna as Georgie BarkerAlexander J Newall as NorrisDialogue Editor – Lowri Ann Davies Sound Designer – Tessa VroomMastering Editor - Catherine RinellaMusic by Sam Jones (orchestral mix by Jake Jackson) Art by April Sumner SFX from Soundly and Freesound: Islabonita, skymary, kiefspoon, killianm97, Vrymaa, Sheyvan, Crovic, Nightflame, runaste, krb21, Yuval, Vrymaa, Carlvus, brunoboselli, Feibel1, petersrin, sturmankin, j1987, hausthechild, MordinSolus, nickmaysoundmusic, madcowzack, squidge316, SpliceSound, vckhaze, HenKonen, ventousawins, macdaddyno1, reconsider59 as well as previously credited artistsSupport Rusty Quill directly by joining our new membership platform at members.rustyquill.com or on Patreon at patreon.com/rustyquillPre-order links for From the Library of Jurgen Leitner: https://rustyquill.com/novelCheck out our merchandise available at https://www.redbubble.com/people/RustyQuill/shop and https://www.teepublic.com/stores/rusty-quillSupport Rusty Quill by purchasing from our Affiliates;DriveThruRPG – DriveThruRPG.comJoin our community:WEBSITE: rustyquill.comFACEBOOK: facebook.com/therustyquillX: @therustyquillEMAIL: mail@rustyquill.com The Magnus Protocol is a derivative product of the Magnus Archives, created by Rusty Quill Ltd. and licensed under a Creative Commons Attribution Non-Commercial Share alike 4.0 International Licence. For ad-free episodes, bonus content and more, join members.rustyquill.com or our Patreon.Pre-order FROM THE LIBRARY OF JURGEN LEITNER, a Magnus novel releasing October 27th: rustyquill.com/novel Hosted on Acast. See acast.com/privacy for more information.