Podcasts about Human resources

In this podcast episode, Dr. Jonathan H. Westover talks with Alaina Love about her book, PERMISSION TO BE YOU: Discover Your Purpose And Passions To Bring Your Best Self To Everything – And Everyone. Alaina Love is CEO of Purpose Linked Consulting and a sought-after expert who coaches leaders and their teams on defining their purpose and using their passions to build healthy, productive workplaces and flourish in daily life. She is co-author of the bestselling book The Purpose Linked Organization and was formerly a research scientist and the executive director of global human resources at Merck & Co., Inc. Love is a graduate of the University of Michigan's Change Leadership Program, studied medicine at Tufts University School of Medicine, and holds a degree in medical technology from Monmouth University. Certified as a Senior Professional in Human Resources, Love is a member of Marshall Goldsmith 100 Coaches. An avid leadership thinker, she has written for Bloomberg Business Week, The Washington Post, and Harvard Business Review. Love lives in Raleigh, North Carolina.  Check out all of the podcasts in the HCI Podcast Network!

AlabamaAn event involving 1819 News CEO is cancelled over threats and safetyAL House Majority Leader Scott Stadhagen to run for ALGOP ChairmanAn illegal alien is under arrest in Mobile for kidnapping of 3 peopleNew EBT cards from AL Dept of Human Resources are now chip enabledState Sales tax holiday coming for severe weather suppliesMobile pastor, Travis Johnson talks about new book and how he learned to stand up for his faithNationalA federal appeals court rules that DHS can end TPS status for migrantsPresident Trump takes on Canada for courting China and ignoring USFL Congresswoman has plans to send the SAVE Act over to Senate for voteFBI releases the warrant document leading to raid of election hub in GAAZ sheriff has person of interest in custody re: kidnapped Nancy GuthrieFDA has rejected Moderna's review request for new mRNA flu vaccine

Business is Messy is back, bringing you practical solutions to the challenges every growing trades business faces. Brian Nolan and Colin Nolan are digging into three challenges facing their clients right now: shifting sales teams from immediate-results thinking to relationship-building, navigating the complexities of family business succession, and creating accountability systems that actually stick.Have a business mess you'd like Colin & Brian to address? Drop us a note at info@nolang.com and we'll put it in front of our Coaches on an upcoming "Business is Messy" episodeToday's Podcast is brought to you by ProfitWorks. 

In this episode of the HR Leaders Podcast, we sit down with Ilja Bitterling, VP Skills Intelligence & Performance Management at Deutsche Telekom, to unpack how large organizations can finally make skills data usable, trusted, and decision ready.Ilja explains why skills intelligence is not about inventories, but about creating a shared language that connects workforce decisions, performance outcomes, and future readiness. He breaks down how Deutsche Telekom moves from fragmented skill signals to clear, comparable insights leaders can actually act on.Most importantly, he shares why performance management and skills cannot live apart anymore, and how organizations that connect them move faster, allocate talent better, and avoid betting the future on outdated role assumptions.

If you're in OD or a leadership role, chances are your 2026 priorities already look familiar—and that might be the problem. In this episode, Bob and Joyce unpack what a group of seasoned OD practitioners believe must be at the center of OD and leadership attention in the year ahead. Some of the themes will feel like the usual suspects. Others—especially the growing influence of AI—push against comfortable assumptions about how OD creates value. Rather than offering a tidy checklist, this conversation invites a harder look. Where is your organization genuinely making progress—and where are you telling yourselves a reassuring story? As you listen, you're encouraged to ask a deceptively simple question: What are we actually focused on, and why? While OD has evolved in tools, language, and scope, its core mission hasn't changed: sustaining the health of the organization as a living system. The real challenge for OD leaders today isn't knowing everything that matters—it's deciding what matters most given the realities you're facing. To ground the conversation, Joyce shares how a leadership development program she created at Delhaize—Leadership College—directly addressed all six focus areas discussed in the episode, offering a concrete example of what intentional, system-level OD can look like in practice. Come on in. Grab a snack. Welcome!

He started by buying a small flooring business in 2000. Today Paul Lajoie takes home $1m a year and works how he wants.Register for the webinar:Why Deal Flow Isn't Your Biggest Problem - TOMORROW! - https://bit.ly/4ah8L1ETopics in Paul's interview:Background in Big Six accountingBuying the first business he looked atPartnering with his brotherDownsizing his lifestyle in the beginningUnderestimating working capital needsDetailed partnership agreementsYou are not smarter than the sellerPivoting to remodeling after 2008 crashAcquisition vs startup success ratesHis BizBuyPro communityReferences and how to contact Paul:LinkedInpaul@bizbuypro.comKiplinger Today NewsletterConfessions of a MillionaireGobundanceLearn more about Walker Deibel's done-with-you buy-side advisory:The Acquisition LabGet complimentary due diligence on your acquisition's insurance & benefits program:Oberle Risk Strategies - Search Fund TeamDownload the New CEO's Guide to Human Resources from Aspen HR:From this page or contact jenny@aspenhr.comConnect with Acquiring Minds:See past + future interviews on the YouTube channelConnect with host Will Smith on LinkedInFollow Will on TwitterEdited by Anton RohozovProduced by Pam Cameron

Is Keir Starmer already on his last legs, or is he exactly the kind of leader modern Britain deserves: bland, managerial, and strangely unkillable? In this episode of Mark and Pete, we take a sharp (and mildly sarcastic) look at the Prime Minister's growing credibility problem, and ask whether Labour is quietly heading toward another internal panic.Starmer was sold as the competent adult in the room, the calm lawyer who would restore order after years of political circus. But instead of Churchillian grit, we've been given something closer to a Human Resources memo with a haircut. He's cautious, polished, and relentlessly careful… yet the country feels like it's wobbling on the edge of something much darker than “policy disagreements.”We explore why Starmer increasingly gives off the impression of a leader who is not steering events, but reacting to them. Is he trapped between factions inside Labour, trying to keep the activist wing happy while reassuring the wider public? Is he losing the confidence of working-class voters who once formed Labour's backbone? Or is he simply the latest example of what Hannah Arendt called “the banality of evil”: a technocratic, bureaucratic type of leadership that isn't flamboyantly wicked, but quietly hollow?Mark brings his usual poetic fire, while Pete brings a Christian worldview lens, asking the deeper question: can a nation survive on management language alone? Because Britain doesn't just need competence. It needs conviction, truth, moral courage, and a sense of purpose bigger than economic spreadsheets and government slogans.Along the way we touch on Labour party dynamics, leadership alternatives, media narratives, public mood, and why so many people feel politically homeless in the UK today. If Starmer falls, what replaces him? And if he survives, what does that say about the state of British democracy?Sharp analysis, dark humour, and a Bible verse to keep us honest. Welcome back to Mark and Pete.

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com  Takeaways- Jason Walker's journey into HR was influenced by his dyslexia and strong people skills.- Empathy is crucial in HR, especially for those who have faced challenges.- AI has disrupted traditional job searching methods, making networking more important.- Job seekers need to adopt a warrior mentality to compete in the current market.- Companies are hesitant to hire due to uncertainty about future needs.- AI tools can help streamline hiring processes but may lead to a competitive environment.- Job hugging reflects employees' fears of job security and market instability.- Hybrid work models present challenges for employee engagement and development.- HR leaders must focus on maintaining culture and employee appreciation during tough times.- Fractional HR services provide cost-effective solutions for companies needing specialized support. Chapters00:00 Introduction to Jason Walker and ThriveHR Consulting02:32 Jason's Journey into HR and Empathy Development05:01 The Changing Talent Landscape and AI's Impact11:14 The AI War: Job Seekers vs Employers12:18 Positive Uses of AI in Hiring Processes18:45 Understanding Job Hugging in Today's Market20:47 The Hybrid Work Model: Pros and Cons23:42 Culture, Burnout, and Compliance Risks in HR27:02 Practical AI Adoption in HR32:37 Fractional HR: A Growing Demand37:47 Actionable Advice for Job Seekers40:42 Optimism in the HR Landscape  

  In this episode of the Profitable Christian Business Podcast, Doug Greathouse is joined by Stacy Heisey-Terrell, a Career Ownership Coach who helps people align their work with their personal, professional, and spiritual values. Stacy shares insights from nearly 30 years in Human Resources, where she witnessed firsthand how misaligned careers lead to burnout, fear, and dissatisfaction — not just for individuals, but for families and communities as well. Together, Doug and Stacy explore why we were all created for meaningful work, how fear often keeps people stuck in careers that no longer fit, and why taking ownership of your career is an act of stewardship, not selfishness. They also discuss the role of faith in navigating career transitions, setting intentional goals, and embracing change with confidence. This episode is for anyone who feels restless, stuck, or misaligned in their work — and is ready to explore what alignment, purpose, and freedom could look like next. What You'll Learn in This Episode: Why aligning your career with your values leads to deeper fulfillment How fear quietly prevents necessary career changes Why setting clear goals dramatically increases follow-through How faith can guide career decisions during uncertainty What "Career Ownership" really means Why work impacts families, communities, and well-being How reflecting on past experiences can clarify calling Key Quotes: "We were all created for meaningful work." "Fear often holds us back from making necessary changes." "Career ownership is about taking control of your path." ⏱️ Episode Chapters 00:00:00 – Introduction and Guest Welcome 00:00:27 – Getting to Know Stacy 00:01:31 – Career Reflections and Challenges 00:05:02 – Faith and Career Decisions 00:10:22 – Empowering Self-Talk and Overcoming Fear 00:17:23 – Career Alignment and Personal Values 00:24:06 – Work, Faith, and Purpose 00:33:43 – Lifestyle Goals and Career Choices 00:47:21 – Transitioning and Overcoming Fear

Welcome to the ThrivetimeShow.com Cleaning Business Podcast Series. During this 100 episode business coach podcast series Clay Clark teaches how you can achieve success in automotive repair, carpet cleaning, dog training, grooming, home building, home cleaning, home remodeling, manufacturing, medical, online sales, podcasting, photography, signage, skin care, and other industries. #CleaningBusinessPodcast   Where You Find Thousands of Clay Clark Client Success Stories?  https://www.thrivetimeshow.com/testimonials/    Breaking Down the 1,462% Growth of Stephanie Pipkin with Clay Clark: An EOFire Classic from 2022 - https://www.eofire.com/podcast/clayclark8/    Who is Clay Clark?  Clay Clark is the co-founder of five kids, the host of the 6X iTunes chart-topping ThrivetimeShow.com Podcast, the 2007 Oklahoma SBA Entrepreneur of the Year, the 2002 Tulsa Metro Chamber of Commerce Young Entrepreneur of the Year, an Amazon best-selling author, a singer / song-writer and the founder of several multi-million dollar businesses.  https://www.forbes.com/councils/forbescoachescouncil/people/clayclark/    Where Can You Learn More About Clay Clark? https://www.thrivetimeshow.com/need-business-coach/#coaching-about-founders    Where Can You Read Clay Clark's 40+ Books? https://www.amazon.com/stores/Clay-Clark/author/B004M6F5T4?ref=sr_ntt_srch_lnk_1&qid=1767189818&sr=8-1&shoppingPortalEnabled=true    Where Can You Discover Clay Clark's Songs & Original Music?  https://open.spotify.com/album/2ZdE8VDS6PYQgdilQ1vWTP?si=Am65WUlIQba4OLbinBYo1g

Welcome back to HRB! We hope your new year is off to a great start, Besties! We can't wait to catch up on all the hot gossip...   In this Happy Hour: Congratulations, Ashley! Being a cozy joggers manager, pause-consider-act framework, and more teasers from The Manager Method Updates on SHRM SHRM local chapters and seeking out other resources for HR professionals What we've been up to lately The Manager Method is available for pre-order! Visit managermethod.com/book for more information and your free book club guide. Your To-Do List: Grab merch, submit Questions & Comments, and make sure that you're the first to know about our In-Person Meetings (events!) at ⁠⁠⁠⁠https://www.hrbesties.com⁠⁠⁠⁠.   Follow your Besties across the socials and check out our resumes here: ⁠⁠⁠⁠https://www.hrbesties.com/about⁠⁠⁠⁠.    We look forward to seeing you in our next meeting - don't worry, we'll have a hard stop!   Yours in Business + Bullsh*t,  Leigh, Jamie & Ashley   Follow Bestie Leigh! ⁠⁠⁠⁠https://www.tiktok.com/@hrmanifesto⁠⁠⁠⁠ ⁠⁠⁠⁠https://www.instagram.com/hrmanifesto⁠⁠⁠⁠ ⁠⁠⁠⁠https://www.hrmanifesto.com⁠⁠⁠⁠   Follow Bestie Ashley! ⁠⁠⁠⁠https://www.tiktok.com/@managermethod⁠⁠⁠⁠  ⁠⁠⁠⁠https://www.instagram.com/managermethod⁠⁠⁠⁠ ⁠⁠⁠⁠https://www.linkedin.com/in/ashleyherd/⁠⁠⁠⁠ ⁠⁠⁠⁠https://managermethod.com⁠⁠⁠⁠   Follow Bestie Jamie! ⁠⁠⁠⁠https://www.millennialmisery.com/⁠⁠⁠⁠ Humorous Resources: ⁠⁠⁠⁠Instagram⁠⁠⁠⁠ • ⁠⁠⁠⁠YouTube⁠⁠⁠⁠ • ⁠⁠⁠⁠Threads⁠⁠⁠⁠ • ⁠⁠⁠⁠Facebook⁠⁠⁠⁠ • ⁠⁠⁠⁠X⁠⁠⁠⁠ Millennial Misery: ⁠⁠⁠⁠Instagram⁠⁠⁠⁠ • ⁠⁠⁠⁠Threads⁠⁠⁠⁠ • ⁠⁠⁠⁠Facebook⁠⁠⁠⁠ • ⁠⁠⁠⁠X⁠⁠⁠⁠ Horrendous HR: ⁠⁠⁠⁠Instagram⁠⁠⁠⁠ • ⁠⁠⁠⁠Threads⁠⁠⁠⁠ • ⁠⁠⁠⁠Facebook⁠⁠⁠⁠   Tune in to "HR Besties," a business, work and management podcast hosted by Leigh Elena Henderson (HRManifesto), Ashley Herd (ManagerMethod) and Jamie Jackson (Humorous_Resources), where we navigate the labyrinth of corporate culture, from cringe corporate speak to toxic leadership. Whether you're in Human Resources or not, corporate or small business, we offer sneak peeks into surviving work, hiring strategies, and making the employee experience better for all. Tune in for real talk on employee engagement, green flags in the workplace, and how to turn red flags into real change. Don't miss our chats about leadership, career coaching, and takes from work travel and watercooler gossip. Get new episodes every Wednesday and Friday, follow us on socials for the latest updates, and join us at our virtual happy hours to share your HR stories.

In this episode of the HR Leaders Podcast, we sit down with Vincent Lecerf, Executive Vice President, Human Resources at Orange, to unpack how purpose, diversity, and skills become real business levers inside a fast moving telecom and technology environment.Vincent explains why serving communities is not brand marketing, it's an operating model, from safer phones for children to digital education for seniors, and why HR must integrate DEI directly into strategy, governance, and incentives, not treat it as a side initiative.Most importantly, he shares how skills expiration, inclusive leadership, and AI acceleration are forcing CHROs to rethink reskilling cycles, leadership accountability, and how change happens with people, not to them.

Rob Vallentine, National Mental Health Trainer, joins us following his powerful Grand Summit keynote that left attendees still reaching out months later with gratitude. Rob shares how equipping managers with mental health response skills can transform workplace culture, improve retention, and help leaders connect with their teams before problems escalate. Learn about the upcoming Mental Health First Aid Certification workshop in March - a practical training that teaches leaders how to notice warning signs, listen without judgment, and respond with confidence when team members are struggling.Today's Podcast is brought to you by Safety Reports 

What happens when great people bring their old culture into your organization—and no one talks about it? In this episode of the Build a Vibrant Culture Podcast, Nicole Greer is joined by Lisa Hazen, co-author of Culture Shock and founder of StoriTel, for a deep dive into the hidden force shaping organizations from the inside out: microcultures.Lisa draws on 25+ years in the biopharma industry to explain how microcultures form, why they're not inherently bad, and how—when left unmanaged—they can quietly erode collaboration, innovation, and trust. Together, Nicole and Lisa explore how leaders can turn culture shock into a strategic advantage by intentionally shaping an agile, resonant employer brand.This conversation is packed with real-world examples, practical frameworks, and powerful insights for leaders navigating growth, mergers, high turnover, or constant change—whether you're in biopharma or any people-driven industry. If you care about retention, resilience, and results, this episode is a must-listen.Vibrant Highlights06:45 – Microcultures form when people bring more than their resumes into a new organization; they bring shared habits, language, and ways of working that can subtly reshape culture.10:15 – Microcultures aren't inherently negative and can drive fast productivity, but when left unmanaged they create silos, exclusion, and internal disconnect.13:45 – Resilience is not an innate trait but a learned skill, and coaching provides a critical anchor for employees navigating constant change and instability.18:30 – Building an agile, resonant employer brand requires identifying authentic cultural themes, intentionally evangelizing them, and continuously adapting as the organization evolves.44:15 – The cost of ignoring culture and microcultures is exponentially higher than the cost of investing in them, impacting innovation, retention, and long-term business health.Connect with Lisa:Culture Shock by Lisa Hazen & Kim Hazen:  https://a.co/d/dNSyIdzWebsite: https://www.storitel.com/LinkedIn: https://www.linkedin.com/in/lisahazenstoritel/LI Business: https://www.linkedin.com/company/back-bay-storitel/BONUS: Email nicole@vibrantculture.com to receive a FREE Change Readiness Assessment!Also mentioned in this episode:Who Moved My Cheese by Spencer Johnson: https://a.co/d/3i9zXc2The Danger Booth: https://www.thedangerbooth.com/Listen at vibrantculture.com/podcast or wherever you get your podcasts!Book Nicole to help your organization ignite clarity, accountability, and energy through her SHINE™ Coaching Methodology.Visit vibrantculture.comEmail: nicole@vibrantculture.comWatch Nicole's TEDx Talk: https://youtu.be/SMbxA90bfXE

Welcome to Life in the Leadership Lane where I am talking to leaders making a difference in the workplace and in our communities. How did they get to where they are and what are they doing to stay there! Buckle up and get ready to accelerate in the Leadership Lane! This week, I am talking with Sandy Michelet, SHRM-SCP, SPHR, Vice President Human Resources at Sparkhound, Speaker, Author “My Family Tree Stops With Me: A Guide to Purpose and Possibility”, Champion for Childless Women, and  former SHRM Louisiana State DirectorHow did Sandy get started in her career? When did Sandy Find Her Lane in her career? What does Sandy share about her book “My Family TreeStops With Me? What does Sandy share about lessons learned whilewriting her book? What does Sandy share about starting a Facebook community to share stories? What tips does Sandy share to connect and helppeople feeling alone?What advice does Sandy share to help others in theworkplace? …and more as we spend “Time to Accelerate” with afew more questions. Interview resources:Favorite quote from Sandy:“I feel like I have the ability to impact change.” Connect with Sandy on LinkedInLearn more about World Childless WeekOrder Sandy's book My Family Tree Stops With Me – A Guide to Purpose and PossibilityLearn more about the podcast host Bruce WallerCheck out Bruce's books Drive With Purpose: Move Your Career from Success toSignificance (#1 New Released book on Amazon)Life in the Leadership Lane; Moving Leaders to Inspire and Change the WorkplaceFind Your Lane; Change your GPS, Change your Career (“Book Authority” Best Books)Milemarkers; A 5 Year Journey …helping you record daily highlights to keep you on track.Connect with Bruce on LinkTreeSubscribe to Bruce's Blog “Move to Inspire” Get relocation support for your next household goods orcommercial office move across the US by reaching out to Bruce at bwaller@goarmstrong.com or visit The Armstrong Company

Send us a textChuck and John discuss the latest news in the HR world, including impacts of the weather, a recent EEOC decision, a shift to return to office response, and a changing job market. Could 2026 be the year of the great turnover? Find out what it could mean for you and your company.  Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcast Don't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event? You can reach the Team at Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns.

Sensing untapped potential, Ville-Matias Vilén bought a sub-million manufacturer with good IP and global distribution.Topics in Ville's interview:Desire to “eat what he kills”1990's Finnish RecessionAversion to solving people problemsAcquiring a cattle brush manufacturerFunding his deal in FinlandPatents as a moatRelocating the manufacturing 5 hours awaySharing ownership with his family's companyGoal to grow 5x in 5 yearsLong-term holdco visionReferences and how to contact Ville:LinkedInFinnEasyDownload the New CEO's Guide to Human Resources from Aspen HR:From this page or contact jenny@aspenhr.comGet a free review of your books & financial ops from System Six (a $500 value):Book a call with Tim or hello@systemsix.com and mention Acquiring MindsLearn more about Walker Deibel's done-with-you buy-side advisory:The Acquisition LabConnect with Acquiring Minds:See past + future interviews on the YouTube channelConnect with host Will Smith on LinkedInFollow Will on TwitterEdited by Anton RohozovProduced by Pam Cameron

Give us about fifteen minutes a day, and we will give you all the local news, sports, weather, and events you can handle. SPONSORS: Many thanks to our sponsors… Annapolis Subaru, the SPCA of Anne Arundel County, MacMedics, and  Hospice of the Chesapeake.  Today... Downtown Annapolis saw a late-night shots-fired investigation on City Dock, while the city extends storm parking relief and prepares to restart sidewalk-clearing enforcement as schools shift to 2-hour delays. City Hall is also juggling key leadership transitions in Finance and Human Resources, and looking ahead, Annapolis will host a big-ticket "Democracy at 250" conversation at Maryland Hall with David Rubenstein and NBC's Andrea Mitchell. Catch today's DNB for the details and the context you won't get from the headlines alone. DAILY NEWS EMAIL LINK: https://forms.aweber.com/form/87/493412887.htm Ann Covington from CovingtonAlsina is also here with her Monday Money Report! The Eye On Annapolis Daily News Brief is produced every Monday through Friday at 6:00 am and available wherever you get your podcasts and also on our social media platforms--All Annapolis and Eye On Annapolis (FB) and @eyeonannapolis (X) NOTE: For hearing-impaired subscribers, a full transcript is available on Eye On Annapolis.

On this episode, Angela and Kristin talk with their colleagues, Brad (senior data scientist at RethinkFirst) and Dusty (head of AI at RethinkFirst). They go over what AI is, the exciting parts, the risky and scary parts, and how parents can help their kids and teens use AI responsibly. 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.

Another conversation with Dr. Anthony DiGiorgio. Find the video of this conversation at https://youtu.be/s4Y8EN1KcAM Find more from Dr. DiGiorgio on X at @DrDiGiorgio, on The Doctor's Lounge podcast at https://podcasts.apple.com/us/podcast/the-doctors-lounge/id1832097658, on Substack at https://thedoctorslounge.substack.com/, and in general at https://www.anthonydigiorgio.com/

It's January—the season of clean closets, organized drawers, and freshly emptied garages. In this episode, Bob 'n Joyce look beyond the annual cleanup ritual to ask a more interesting question: Does decluttering actually change anything, or does it just make us feel productive for a while? Yes, clearing clutter feels good. It can be energizing and even cathartic. But as we explore, the real value of decluttering—whether in our personal lives or in organizations—doesn't come from an occasional burst of cleaning. It comes from making decluttering a deliberate, ongoing practice. When clutter builds up—physical, mental, or organizational—it often goes unnoticed until it slows us down or gums up the system. Done well, decluttering releases energy, sharpens focus, and clears the way for a fresh start by helping us see what truly matters. Some takeaways from today's conversation: • Decluttering feels good, but it can also postpone work on what matters most. • One-time cleanups offer short-term relief; the benefits rarely last. • A daily cadence of doing just two things that genuinely make a difference may be far more powerful than an occasional cleanup surge. Individuals and organizations both benefit from clearing the clutter that slows them down. The challenge is that clutter often hides in plain sight. For leaders and OD practitioners, the work is learning to see it—and engaging people in periodically clearing the air so real progress can happen. So let's get to it. Come on in. Grab a snack. Welcome.

What's up everyone and welcome to The Corporate Bartender!If you know SkyeTeam or TCB, you've heard us say it a hundred times - Relationships Matter. You've probably heard of the "no asshole rule" too. We're going to get into that by taking ownership of it. We've got Todd Schuchart on the program today. If you don't know Todd, stick around, he rules.He's a 'certified goofball' (note the squid hat), he's an expert in life insurance sales and lead generation. If you think that might be out of the lane for TCB, you're not wrong, but insurance sales is all about relationships. In building, developing, and deepening relationships - not being an asshole is critical. This conversation was epic. If you are interested in building relationships, and want to laugh a ton, this is the ticket! I laughed out loud SO many times when producing this episode.Oh, and we've got some big changes upcoming to the show, and will be kicking those off on February 4th at 4p MT. If you don't know the show link, and wanna come - reach out, we'll hook you up!If you want to skip straight to the interview, 7:14 is your spot!TCB Layout:0:00 - Show Open & Intro1:20 - Titles1:48 - Kickoff 7:14 - Todd Schuchart Interview56:35 - Wrap & CloseWebsite: https://saleschowder.com/LinkedIn: https://www.linkedin.com/in/toddcharles/Join our community!https://the-corporate-bartender.mn.co/Theme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

Despite success in corporate, Jarom Wren wanted more freedom, so he traded 5 figures of salary for 7 figures of revenue.Topics in Jarom's interview:Realizing he was renting himself to a corporationMid-career risk assessmentSearching for a digital businessChoosing the lowest cost Q of E“Deals want to die”Risks of a 4-year old e-com businessOffering education as well as DIY productsDeciding against using ROBSBuying 70% of the companyHis first year report cardReferences and how to contact Jarom:LinkedInVanlife OutfittersHarley Sitner on Acquiring Minds: Building a Beloved Brand from a Tiny, Dying BusinessGet a free review of your books & financial ops from System Six (a $500 value):Book a call with Tim or hello@systemsix.com and mention Acquiring MindsDownload the New CEO's Guide to Human Resources from Aspen HR:From this page or contact jenny@aspenhr.comWork with an SBA loan team focused exclusively on helping entrepreneurs buy businesses:Pioneer Capital AdvisoryConnect with Acquiring Minds:See past + future interviews on the YouTube channelConnect with host Will Smith on LinkedInFollow Will on Twitter

In this episode of the HR Leaders Podcast, we sit down with Vincent Dupuis, Vice President HR Digital & AI at Airbus, to unpack how organizations should decide what to automate, what to augment, and what must be protected as AI reshapes work at scale.Vincent explains why augmentation, not replacement, is the real story of AI at work, using powerful analogies to show how AI should extend human capability, not hollow it out. He breaks down how Airbus thinks about freeing people from low value tasks, while deliberately protecting deep expertise, critical thinking, and safety critical knowledge.Most importantly, he shares why ethical governance, human in the loop learning, and robust knowledge roots are non negotiable in environments where quality, trust, and safety define success.

In this podcast episode, Dr. Jonathan H. Westover talks with Cyndi Wenninghoff about creating a magnetic culture in your organization. Cyndi Wenninghoff has over 10 years of experience working in human resources in various industries including advertising, insurance, and technology. She currently works as the Director of Employee Success at Quantum Workplace in Omaha where she oversees employee engagement, recruiting, DE&I, onboarding, and retention efforts. Previously she was the Director of Human Resources at SilverStone Group, a HUB International company as well as the Head of Talent at Bailey Lauerman. Outside of work, she is a member of the Human Resources Association of the Midlands (HRAM) and the Society for Human Resource Management (SHRM). Additionally, she serves as the Director-Elect for the HR Nebraska State Council. She is also the Communications and PR Coordinator for RISE Omaha, a motivating speaker series designed to inspire and unite women throughout Omaha, helping to connect women leaders and build the next generation of female business leaders. Check out all of the podcasts in the HCI Podcast Network!

Succession planning isn't just about paperwork—it's about trust, timing, and knowing when to let go. Susan Kussin Tompkins shares her 32-year journey at Kent Countryside Nursery & Landscaping, from unexpected tragedy to a proud, intentional transition. She discusses implementing Profit First across two revenue streams, using winter downtime strategically, and why starting succession conversations earlier make everything easier. This is real talk from a business owner who's preparing to watch her legacy thrive in the next generation's handsToday's Podcast is brought to you by Spartan Digital Marketing

When was the last time you rested on purpose—and not just because your body forced you to stop?  If exhaustion were no longer a badge of honor, would you lead differently?In this vibrant and energizing conversation, Nicole Greer sits down with Dr. Erin Wilson, CEO of Design Ideal Consulting and co-author of Strategic Rest in Leadership: The NAP Framework. Together, they challenge hustle culture and unpack how intentional, strategic rest fuels clarity, creativity, decision-making, and healthier workplace cultures.Dr. Erin shares her personal wake-up call that led her to redefine rest, introduces the NAP Framework (Nurture, Assess, Prioritize), and offers practical, leader-tested ways to embed rest into daily work rhythms—without sacrificing performance. From no-meeting days to 50-minute meetings, micro-pauses, and redefining productivity, this episode is a must-listen for leaders who want sustainable success and a truly vibrant culture.Connect with Dr. Erin:Get the Book! Strategic Rest in Leadership: https://a.co/d/gPoTVTPWebsite: https://www.designidealconsulting.comLinkedIn: https://www.linkedin.com/in/drerinwilson/Facebook: https://www.facebook.com/DesignIdealConsultingYouTube: https://www.youtube.com/@PowerNAPLiveFREE Relationship Intelligence Checklist for Leaders:  https://www.designidealconsulting.com/freerqchecklistAlso mentioned in this episode:Dan Sullivan: https://www.strategiccoach.com/Margin by Dr. Richard Swenson: https://a.co/d/g5pR3Bm7 Types of Rest by Dr. Saundra Dalton-Smith: https://ideas.ted.com/the-7-types-of-rest-that-every-person-needs/Listen at vibrantculture.com/podcast or wherever you get your podcasts!Book Nicole to help your organization ignite clarity, accountability, and energy through her SHINE™ Coaching Methodology.Visit vibrantculture.comEmail: nicole@vibrantculture.comWatch Nicole's TEDx Talk: https://youtu.be/SMbxA90bfXE

About Rasmus Holst:Rasmus Holst is the CEO of Zensai (formerly LMS365), where he built a learning management business from $0–30M ARR, bootstrapped, completed three acquisitions, and pioneered the “Human Success” category as a replacement for Human Resources. He has been part of management teams delivering exits just shy of $1bn, raised +$50m for companies like Wire and Huddle, and worked across PE-backed (Carlyle, Warburg Pincus) and VC-funded (General Atlantic, Index, Vertex, Morpheus, Iconical) environments.His experience spans scaling start-ups from zero revenue, operating +$300M Lines of Business at Syniverse, and leading branding and B2B storytelling efforts, including Zensai's Red Dot Award and Great Place to Work recognition. Rasmus has managed global teams across 14 countries, traveled to +100 nations, and lived in Denmark, Luxembourg, and San Francisco, making him a leader with a uniquely international view on culture, growth, and balance. In this episode, Dean Newlund and Rasmus Holst discuss:Turning HR into Human Success and redefining what organizations measureLinking performance, learning, and engagement into one real-time scoreFeedback rituals and kudos culture as engines of team identityMeasuring soft skills through sentiment and peer behaviorAI as a teammate that amplifies human contribution instead of replacing it Key Takeaways:Replace annual HR lag metrics with weekly human success check-ins tied to learning, performance, and engagement.Institutionalize positive feedback (e.g., weekly kudos) to normalize critique, build confidence, and surface soft-skill leaders.Track soft skills through peer sentiment and recognition patterns rather than relying solely on manager evaluations.Use generationally agnostic baselines (showing up as a good human and delivering success) to align multicultural/global teams. "There's a high correlation between people who get a lot of kudos and those who are really good at a lot of soft skills.” — Rasmus Holst Connect with Rasmus Holst:  Website: https://zensai.com/LinkedIn: https://www.linkedin.com/in/rasmusholst/    See Dean's TedTalk “Why Business Needs Intuition” here: https://www.youtube.com/watch?v=EEq9IYvgV7I Connect with Dean:YouTube: https://www.youtube.com/channel/UCgqRK8GC8jBIFYPmECUCMkwWebsite: https://www.mfileadership.com/The Mission Statement E-Newsletter: https://www.mfileadership.com/blog/LinkedIn: https://www.linkedin.com/in/deannewlund/X (Twitter): https://twitter.com/deannewlundFacebook: https://www.facebook.com/MissionFacilitators/Email: dean.newlund@mfileadership.comPhone: 1-800-926-7370 Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.

Chris Goss is the Director of Hospitality, Operations, and Human Resources at Heirloom Hospitality in Vermont, where he oversees people, culture, and guest experience across the organization. With more than four years in this role, and over 30 years of restaurant hospitality experience before that, Chris blends strategic HR leadership with hands-on operational expertise to help build engaged teams and memorable hospitality experiences. Passionate about "awakened" hospitality, he focuses on values-driven leadership, staff development, and creating workplaces where people feel seen, supported, and able to do their best work. On this episode, Chris shares lessons from a career spent at the intersection of service, operations, and human connection—and how thoughtful HR can transform both employee and guest journeys. Join RULibrary: www.restaurantunstoppable.com/RULibrary Join RULive: www.restaurantunstoppable.com/live Set Up your RUEvolve 1:1: www.restaurantunstoppable.com/evolve Subscribe on YouTube: https://youtube.com/restaurantunstoppable Subscribe to our email newsletter: https://www.restaurantunstoppable.com/ Today's sponsors: - Restaurant Technologies — the leader in automated cooking oil management. Their Total Oil Management solution is an end-to-end closed loop automated system that delivers, monitors, filters, collects, and recycles your cooking oil eliminating one of the dirtiest jobs in the kitchen.. Automate your oil and elevate your kitchen by visiting rti-inc.com or call 888-779-5314 to get started! - Restaurant Systems Pro - Lower your prime cost by $1,000, and get paid $1,000 with the Restaurant Systems Pro 30-Day Prime Cost Challenge. If you successfully improve your prime cost by $1,000 or more compared to the same 30-day period last year, Restaurant Systems Pro will pay you $1,000. It's a "reverse guarantee."  Let's make 2026 the year your restaurant thrives. - US Foods®. Running a restaurant takes MORE than great food—it takes reliable deliveries, quality products, and smart tools. US Foods® helps you make it. Ready to level up? Visit: usfoods.com/expectmore. - Guest contact info:  Email: christopherleegoss@gmail.com -OR- chris@henofthewood.com  Thanks for listening! Rate the podcast, subscribe, and share! 

From Corporate Leadership to Counseling Advocacy: An Interview with Iris Wilson-Farley Special Series: Becoming a Therapist In this special Becoming a Therapist series episode, Curt Widhalm and Katie Vernoy welcome back Iris Wilson-Farley for a second-year check-in on her journey through graduate school. Iris reflects on how her expectations of training have shifted, what the internship search was really like in an online program, and how she's preparing to move into primarily in-person clinical work. She also shares how her background in corporate leadership informs her approach to professional development, advocacy, and research, with a growing focus on sexual wellness and gender-affirming care. About the Guest Iris Wilson-Farley is a second-career counselor-in-training and graduate student in Clinical Mental Health Counseling at The Chicago School. After a 33-year career in corporate Human Resources and executive leadership, Iris is now focused on sexual wellness, gender-affirming care, and advocacy within the counseling profession. She is actively involved in professional organizations including ACA divisions focused on sexology and LGBTQIA+ identities and is working toward sex therapist certification through the Sexual Health Alliance. Key Takeaways How expectations often shift between the first and second year of graduate training What the internship search can look like in online counseling programs Preparing to transition from virtual learning to in-person clinical work How prior professional experience can shape identity and leadership in training The value of early involvement in advocacy, research, and professional organizations You can listen to Iris's first interview in the Becoming a Therapist series here:https://therapyreimagined.com/modern-therapist-podcast/finding-alignment-in-a-second-career-special-series-becoming-a-therapist-an-interview-with-iris-wilson-farley/ Find the full show notes and resources for this episode at:https://mtsgpodcast.com Join the Modern Therapist Community Patreon: https://www.patreon.com/c/mtsgpodcast Facebook Group: https://www.facebook.com/groups/therapyreimagined Modern Therapist's Survival Guide Creative Credits Voice Over by DW McCann – https://www.facebook.com/McCannDW/ Music by Crystal Grooms Mangano – https://groomsymusic.com/

Have you noticed the fragility of the human psyche? One harsh word can crumble someone's confidence or inflame it. In the workplace, corrective feedback has become incredibly challenging. Leaders must delicately balance corrective conversations and often find themselves avoiding them all together. Dr. Kuba and Bethany tackle this topic in today's episode. 

Rachel Shaw is known nationally as the authority on how to implement and manage the FEHA/ADA Disability Interactive Process for candidates and employees. Her trainings and seminars are highly anticipated by Human Resource and Risk Management professionals as informative, dynamic and packed with real-life practical solutions.Rachel is the President and Principal Consultant of Shaw HR Consulting, Incorporated. With more than 15 years of executive-level Human Resources experience, Rachel is recognized statewide as a leader in helping public and private sector employers manage their most challenging personnel issues. Rachel and her team provide comprehensive solutions to employers on how to successfully manage the interconnected roles of human resources, workers' compensation and disability compliance to successfully reduce litigation, the costs of claims and improve employee-employer relations throughout the process.

In this podcast episode, Dr. Jonathan H. Westover talks with Lauren Tropeano about how companies can tap into the humanity of their people in the era of AI. Lauren Tropeano is the Chief People Officer at Docebo. She brings over 20 years of Human Resources expertise to Docebo, having led diverse, multinational teams for several global, high growth tech organizations. Prior to Docebo, Lauren was the Chief People Officer at Skillshare, a leader in creative learning, from 2022 to 2024. She also held several executive roles leading global People teams at tech companies such as DraftKings from 2018 to 2022, and Cogito, Pivotal Software and Dell/EMC prior. In those leadership roles, she led teams and organizations through several periods of rapid growth and transformation. She is also the founder of Destination People, a boutique human resources consulting firm. Lauren received her MBA from the University of Massachusetts at Amherst and B.A. in Organizational Behavior from Boston College. Check out all of the podcasts in the HCI Podcast Network!

Jacob VosWinkel searched in tertiary markets to find a successful flooring store, his platform to build something big.Register for the webinar:What You're Really Paying: Net Working Capital & Net Debt Explained - TODAY!! - https://bit.ly/49WI4AoTopics in Jacob's interview:Recommending markets of 50k-100k peopleScraping BizBuySell listingsReaching out to 200 potential investorsRaising $1 million equity in 2 weeksAdvantages/disadvantages of searching under 30Moving across the country for the transitionFlying home on weekendsGrowing to reduce customer concentrationHis responsibility to employeesGrowing 50% in 2 yearsReferences and how to contact Jacob:Jacob's YouTube channelFloors GaloreLinkedInJordan Dubin on Acquiring Minds: First Acquisition in March, $200m by Year EndLearn more about Walker Deibel's done-with-you buy-side advisory:The Acquisition LabGet a complimentary IT audit of your target business:Email Nick Akers at nick@inzotechnologies.com, and tell him you're a searcherDownload the New CEO's Guide to Human Resources from Aspen HR:From this page or contact jenny@aspenhr.comConnect with Acquiring Minds:See past + future interviews on the YouTube channelConnect with host Will Smith on LinkedInFollow Will on TwitterEdited by Anton RohozovProduced by Pam Cameron

In this episode of the HR Leaders Podcast, we sit down with Jayney Howson, SVP Global Workforce Skills & Talent Readiness at ServiceNow , to unpack why “talent readiness” has become a burning platform for companies trying to keep pace with AI, platform adoption, and customer transformation. Jayney shares how ServiceNow builds skills for both its 28,000 employees and the millions of practitioners who power ServiceNow implementations inside the world's largest enterprises, including 85% of the Fortune 500.She explains how ServiceNow built ServiceNow University, an AI powered, hyper personalized learning platform designed around the concept of the “University of You”, where every learner's journey adapts to their context, their role, their skills, and their career aspirations. Jayney breaks down why minimum viable duration, skills profiles, and embedded learning experiences are replacing traditional course catalogs, and why democratizing training (including making it free) unlocks capability at global scale.Most importantly, she shares why transparency, trust, and psychological safety matter more than ever as skills shift, roles evolve, and automation changes the nature of work, and why, if we do this right, the future of work becomes more human, not less.

Manuel Smukalla, Global Talent Impact, Skills Intelligence, and Systems Lead at Bayer, joins Workplace Stories to unpack one of the most ambitious organizational transformations underway today. As Bayer confronts significant market, legal, and profitability pressures, the company has taken a radically different approach to how work, leadership, and talent are structured, rethinking everything from management layers to career progression.In this episode, Manuel walks through Bayer's shift to Dynamic Shared Ownership (DSO), a decentralized operating model built around networks of teams, 90-day work cycles, and leaders who coach rather than control. He explains why skills visibility became a foundational requirement for this model to work and how Bayer is using skills data to democratize opportunities, improve talent flow, and fundamentally rethink careers inside a global enterprise.You'll hear how Bayer reduced management layers by more than half, redesigned leadership expectations through its VAC (Visionary, Architect, Catalyst, Coach) model, and moved toward a culture where employees are empowered, and expected, to own their work, development, and impact.You will want to hear this episode if you are interested in...[01:01] Why Bayer embarked on a radical organizational transformation.[04:30] What Dynamic Shared Ownership really means in practice.[06:55] Moving from hierarchical structures to networks of teams.[10:40] Why skills visibility became a critical business problem.[14:05] How 90-day work cycles change accountability and outcomes.[18:10] Building organizations around customer problems, not functions.[21:15] Launching skills profiles as a starting point, not an endpoint.[23:00] How Bayer's talent marketplace democratizes opportunity at scale.[27:00] The three pillars of a skills-based organization.[33:00] Rethinking careers, performance management, and feedback.[43:10] The VAC leadership model explained.[52:30] Measuring success in a decentralized organization.[53:45] Advice for organizations considering similar transformations.Dynamic Shared Ownership: Redesigning How Work Gets DoneAt the core of Bayer's transformation is Dynamic Shared Ownership, an operating model that replaces traditional hierarchies with flexible networks of teams. Manuel explains how Bayer reduced its management layers from thirteen to six and reorganized work into 90-day cycles focused on clear outcomes. After each cycle, teams reflect on what worked, what didn't, and whether the work should continue at all.This approach decentralizes decision-making and forces a shift away from command-and-control leadership. Leaders are no longer expected to direct every task; instead, they create the conditions for teams to succeed, setting direction while trusting teams to determine how outcomes are achieved.Skills as the Engine of Talent FlowFor Dynamic Shared Ownership to function, Bayer needed a new way to understand and deploy talent. Manuel shares a pivotal realization: managers were turning to LinkedIn to understand employee skills because the organization lacked internal visibility. That insight sparked Bayer's skills journey.Rather than starting with complex taxonomies, Bayer focused first on skill visibility. Employees created and maintained skills profiles, supported by workshops on how to describe capabilities effectively. Over time, this evolved into a talent marketplace that matches people to work based on skills, not job titles, career level, or location, helping democratize access to opportunities across the enterprise.Moving Talent to Work, Not Work to TalentManuel outlines three defining pillars of a skills-based organization. First, talent must move to work rather than work being constrained by static roles. Second, organizations must commit to permanent upskilling, recognizing that development is continuous, not episodic. Third, opportunities must be democratized at scale, reducing reliance on manager sponsorship or informal networks.Bayer's marketplace supports fixed roles, flex roles, and fully agile project-based work, encouraging employees to actively shape their careers while remaining accountable for outcomes. This model challenges long-held assumptions about promotions, ladders, and linear advancement.Leadership and Performance in a Decentralized WorldLeadership at Bayer has been redefined through the VAC model: Visionary, Architect, Catalyst, and Coach. Leaders set direction, help teams design how value is created, remove barriers, and support rapid cycles of learning. This requires significant unlearning for leaders shaped by traditional hierarchies.Performance management has also shifted. Goals are set in 90-day cycles at the team level, with feedback coming from peers and work leads rather than solely from a direct manager. Over time, this creates richer data on contribution and impact, but also demands a cultural shift toward transparency, shared accountability, and continuous feedback.Connect with Manuel SmukallaManuel Smukalla on LinkedInConnect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

This week we launch our Imperatives for 2026, and I discuss the 11 top issues you face and how HR, as we know it, is going to radically change. Our research shows that 30-40% of today's HR roles will go away, soon to be automated by AI agents and Superagents. Read today's news release for more details. This podcast explains the transformative impact of enterprise AI on human resources, emphasizing the redefinition of HR roles, the emergence of super agents, and the future of work. It highlights the need for organizations to adapt to these changes by focusing on employee engagement and the development of super workers, ultimately leading to enhanced productivity and organizational growth. Major Messages AI is redefining what HR does and how it operates. We are in the early stages of a technology revolution with AI. AI can analyze unstructured data, making HR more strategic. The concept of superagents will change HR technology. Many HR roles will evolve rather than disappear due to AI. Employee engagement is at a low despite advancements in health and longevity. Organizations must continuously care for and support their employees. The workforce is becoming more independent and less tied to a single employer. AI will create opportunities for super workers who leverage technology effectively. Companies must rethink talent management to retain top talent. Your Personal Transformation Each of these 11 topics represent a learning opportunity for business and HR professionals. We've built an entire AI-powered learning experience and Supertutor in Galileo to help. We encourage you to get Galileo to dig in and apply these topics to your job, your company, and your career. Additional Information Imperatives for 2026: What's Ahead for Enterprise AI, HR, Jobs, And Organizations The Collapse And Rebirth Of Online Learning And Professional Development Yes, AI Is Really Impacting The Job Market. Here's What To Do. Get Galileo: The World's AI Agent For Everything HR and Leadership Chapters (00:00:00) - The 2026 Imperatives for Enterprise AI in Human Resources and Human(00:01:00) - The Future of AI Is Here(00:04:32) - The 'Super Agent'(00:05:41) - Will HR Jobs Go Away?(00:06:43) - The second part of the people equation(00:09:00) - The era of superworkers and super-Workers

In today's episode, Bob 'n Joyce take on a question many organizations avoid—but can't afford to ignore: What does the business actually need from its leaders right now? Rather than defaulting to generic competency models or last year's leadership playbook, Joyce pulls from her flip-chart archives—capturing real-world leadership “must-haves” identified by two distinct groups: the C-suite and Operations VPs working in the trenches. What emerges is a fascinating contrast between strategic expectations and operational realities—from leading large-scale change and building long-term capacity, to battle-hardened confidence, simplicity of mindset, and spending more time in the field than the office. Bob 'n Joyce then force-rank the top three leadership attributes from each group and invite you to do the same. Why? Because leadership development without context is just activity—not impact. Given the challenges your organization faces this year, this episode helps you make a conscious, strategic choice about where to focus leadership development so it serves the business—not just the curriculum. Come on in. Grab a snack. Welcome. Footnote: Leadership Attributes Identified by Each Group C-suite Leadership “Must-Haves” • Proven track record • Builds capacity • High energy endurance • Vision for strategy • Inspires • Compassionate • Courageous • Builds productive relationships • Leads large change • Keeps the long-term good of the company in mind Operations VP Leadership “Must-Haves” • Passionate and curious • Battle-hardened confidence • Team smarts (collaborative) • Simple mindset (ultimate sophistication) • Fearlessness (no comfort in comfort) • Preparation and patience • Time management • Smart interviewing • More time out of the office than in • The art of running meetings

Executive Director of Human Resources Brad Sauer and Director of Certificated Human Resources Dr. Teresa Haga

In this episode of the HR Leaders Podcast, we sit down with David Sperl, Head of HR for Advanced Visualization Solutions at GE HealthCare, to unpack how HR earns real business credibility by shipping outcomes, not PowerPoints, inside a heavily regulated, science driven environment.David explains why AI literacy must move from theory to hands-on practice, how microlearning and shared baseline tools help drive adoption, and why leadership advocacy is essential to scale change across technical, clinical, and commercial teams. He breaks down GE HealthCare's four stages of AI adoption, how communities of practice create demand pull, and why unlearning outdated mental models is now harder than learning new ones.Most importantly, he shares why user experience and friction removal are the real unlocks for AI in HR and business, and why the future of change isn't “change management”, it's change agility.

What happens when you slow down, ask better questions, and resist the urge to rush to answers? In this episode, Bob 'n Joyce model a real-time reflection that sparks insight, tension, and surprising clarity for the year ahead. Using curiosity and inquiry, they pose a series of powerful questions to one another—questions designed to disrupt familiar thinking and generate fresh insights and “aha” moments. What unfolds is a candid, in-the-moment assessment of their current reality, paired with the creative tension between where they are today and what they hope for in the year ahead. You'll hear the pauses, the uncertainty, and the less-than-polished responses that come with doing this work honestly. Fair warning: this is not an easy or comfortable exercise. But it is a meaningful one. The rewards of slowing down, asking better questions, and reflecting together—whether with a team or across an entire organization—are well worth the effort. Come on in. Grab a snack. Welcome!

Phil Koller studied the concentration and key man risks in a distribution business well-suited to him — and went for it.Register for the webinar:From W2 to Owner Mindset: How to Think About Your Take-Home Pay - TODAY!! - https://bit.ly/4r5RsI3Topics in Philip's interview:Preferred working in a small companyHis friend talked him into real estate, then ETAInspired by Rich Dad, Poor DadImportance of having his wife on boardPaused search due to upcoming second childBought Roman Enterprises, an automotive paint distributorInherited exactly 1 employeeDid door-to-door sales to learn marketManaged customer and supplier concentration riskDrew perseverance from grandfather's Holocaust survivalReferences and how to contact Philip:LinkedInRoman EnterprisesBen Jasper on Acquiring Minds: How to Buy a Manufacturer with $1m in Cash FlowJerod Pierce on Acquiring Minds: From SBA Loan to High 8-Figure Exit Download the New CEO's Guide to Human Resources from Aspen HR:From this page or contact jenny@aspenhr.comWork with an SBA loan team focused exclusively on helping entrepreneurs buy businesses:Pioneer Capital AdvisoryLearn more about Walker Deibel's done-with-you buy-side advisory:The Acquisition LabConnect with Acquiring Minds:See past + future interviews on the YouTube channelConnect with host Will Smith on LinkedInFollow Will on TwitterEdited by Anton RohozovProduced by Pam Cameron

Ray Rodriguez reveals how CW Matthews is revolutionizing construction culture by caring for the whole person, not just the worker. Discover why hiring a part-time pastor transformed their company and how faith-driven leadership is saving lives in an industry plagued by suicide and addiction. WHAT YOU'LL DISCOVER: ⚡️Why CW Matthews hired a part-time pastor after a workplace tragedy ⚡️How to lead with faith without forcing religion on employees ⚡️The shocking mental health crisis facing construction workers ⚡️Why caring for total human health matters more than productivity Ray Rodriguez has spent 30 years building HR culture at one of Atlanta's gold standard construction companies. His mentor taught him that faith should drive decisions and that people matter more than profits. Now as VP of Human Resources at CW Matthews, a 2,000-employee heavy highway contractor, Ray leads with the belief that employees aren't just assets, they're image bearers of God who deserve care for their mind, body, and spirit. WORK WITH DARON: ⚡️FREE: Jumpstart to Purpose ➡️ https://rb.gy/4qpsgb ⚡️BOOK: The Death of a Dream ➡️ https://rb.gy/a9ifwi ⚡️COACHING: Register ➡️ https://rb.gy/0is05k

Eric McDonald built CHP Paint Co.'s culture on a simple principle: you can't out-produce bad culture. After experiencing severe burnout in 2021, he made drastic changes—4-day work weeks, comprehensive benefits, employee recognition programs, and a two-week December shutdown. The results? Productivity increased, profitability soared, and December's "planned loss" became the strategic investment that transformed his entire year. Eric shares how to budget for culture and why bottom-line thinking beats chasing top-line revenue every time.Today's Podcast is brought to you by Red Key Solutions

What happens when a leader's greatest lesson comes from surviving a broken heart—literally? In this episode of the Build A Vibrant Culture Podcast, Nicole Greer sits down with Hanna Bauer, founder and CEO of Heartnomics, to explore a powerful, human-centered approach to leadership rooted in hope, empowerment, accountability, results, and trust.Hanna shares her extraordinary personal story—surviving childhood heart disease and undergoing a pioneering heart ablation procedure that changed the course of her life. That experience became the blueprint for her leadership philosophy: restore rhythm, reclaim human potential, and lead with both heart and precision.Together, Nicole and Hanna dive into Hanna's book, Hustle With Heart: 52 Mini Shifts to Maximize Your Impact, and explain why sustainable leadership transformation doesn't happen through massive overhauls—but through small, intentional daily shifts.If you're a leader who wants stronger culture, clearer accountability, and results that actually last—this conversation will energize and equip you.Vibrant Highlights:00:02:20 – 05:05 - Hanna shares how surviving childhood heart disease—and an experimental procedure—taught her the power of clear pathways, innovation, and learning through failure05:58 – 07:45 - Why great leadership requires both human-centered love and systematic excellence—and how leaders balance people, process, and performance.09:20 – 12:30 - Hope as a catalyst for change, momentum, and problem-solving—especially when solutions aren't obvious.13:20 – 15:05 - Why leaders unintentionally disempower teams—and how real empowerment fuels growth, learning, and confidence.25:45 – 30:17 - How trust starts with yourself, fuels delegation and innovation, and sustains long-term impact—even when results aren't immediately visible.Connect with Hanna!Hanna's website: www.heartnomics.comHanna's book: Hustle with Heart https://a.co/d/cTLuK62LI: https://www.linkedin.com/in/bauerhannaFB: https://facebook.com/hannad.bauerIG: https://www.instagram.com/hannabauer777/YouTube: https://www.youtube.com/@heartnomicsFREE Assessment: https://heartnomics.com/assessments/#:~:text=challenges%20and%20goals.-,Assessment,-for%0AOrganizationsAlso mentioned in this episode: The Speed of Trust by Stephen M.R. Covey: https://a.co/d/64nCUzqThe Path by Laurie Beth Jones: https://a.co/d/2QEPT3u (for accompanying document, email nicole@vibrantculture.com)Listen at vibrantculture.com/podcast or wherever you get your podcasts!Book Nicole to help your organization ignite clarity, accountability, and energy through her SHINE™ Coaching Methodology.Visit vibrantculture.comEmail: nicole@vibrantculture.comWatch Nicole's TEDx Talk: https://youtu.be/SMbxA90bfXE

This Devotional address with Sister Jennifer E. Meredith was delivered on Tuesday, January 13, 2026, at 11:30 AM MST in the BYU-Idaho I-Center. Jennifer E. Meredith received a bachelor's degree in communications from Brigham Young University. She worked in Human Resources for Franklin Covey. Sister Meredith served as a mission leader with her husband in the Utah Salt Lake City South Mission. She has served as a presidency member in multiple church organizations and as a full-time missionary in the Argentina Salta Mission. President and Sister Meredith were married on June 6, 1998, in the Salt Lake Temple, and they are the parents of six children.

AlabamaBoth US Senators for AL join Senate GOP in seeking answers from MN Governor on the massive fraud going on his stateAG Marshall applauds appeals court ruling that sides with Amish in refusing immunization mandates in NYSoS Wes Allen reveals more details on the non citizens found on voter rollsAL Dept. of Human Resources now limiting use of EBT cards to in state purchases onlyAL Civil Appeals court rules in favor of ADPH and policies on birthing centersFormer Director of 911 services sues Montgomery leaders for discrimination19 counties given natural disaster status by USDA over recent drought effectsNationalPresident Trump signs EO that bans gain of function research and secret labsTrump talks about Iran and protests and potential action by USTrump admin eliminates Biden Era guidelines for banks and loan applicantsAG for MN now suing Trump admin for the surge of ICE agents in that stateUS State Dept has now revoked 100K foreign visas for 2025DOJ fires top attorney in VA office for refusing to charge James ComeyGrand Jury has issued subpoenas to Fed Reserve Chair Jerome PowellVA Secretary reveals major changes in 2025 to better serve veterans

In this episode of The Employee Success Podcast, Brian is joined by Luke Button and Nandi Thomas as they pull back the curtain on the humans behind Human Resources. From demystifying the role of an HR Business Partner at the University of Louisville to exploring how HR strengthens connection, they spotlight how their work helps build culture and community across our campuses. Listen to learn how HRBPs can shape everyday experiences, support employees, and strengthen our Cardinal community.Visit the UofL Human Resources website here: https://louisville.edu/hrSend a CARDGram: https://my.louisville.edu/employee-success-center/recognition/send-cardgram Check out all the incredible opportunities offered by the Employee Success Center here: https://louisville.edu/employeesuccess--Nandi Thomas is an experienced Human Resources professional with a career in the field since 2018. She currently serves as an HR Business Partner, where she provides strategic support and guidance to leaders and employees on organizational development, employee relations, performance management, and workforce planning. She currently supports all of HSC Campus and some of Belknap Campus including Kent School, School of Music, Law School, Arts and Sciences, Speed School and EVPRI. Outside of work, Nandi is committed to continuous growth and leadership development, reflecting her belief that HR is not only about policies and processes, but also about building environments where people thrive.Luke Button is an HR Business Partner for Operational and the majority of UofL Provost Based Units. He is a Human Resources professional with a focus in Human Resource Strategy consultation, People Analytics, Employee Relations, Compensation, and Total Rewards Administration. Luke consults with our Executive-level leaders in developing a People-Centered organization and developing empathetic and successful leaders and teams and creates data-driven solutions to enhance the employee experience and implement effective HR Strategy. 

Stop waiting for your hard work to speak for itself — the silence may be exactly why you're being undervalued. In this masterclass edition of Negotiate Anything, elite voices come together to help you stop "negotiating down on yourself" before you ever reach the table. In this episode, you'll learn: The Power of Self-Advocacy: Heather Spillsbury, COO of 50/50 Women on Boards, reveals why even high-performing leaders underestimate their value — and how a "high-impact soundbite" can instantly elevate your presence to boardroom-ready. The "Mercenary" Mindset: Jasani Courtney, VP of Human Resources, reframes your career as a business transaction — where you intentionally sell your skills to the highest-value opportunity. Why Negotiation Isn't Risky: Discover why it makes zero sense for companies to pull offers simply because you negotiated. The Holistic Offer: Learn how to evaluate total compensation beyond salary — time off, benefits, retirement, and bonuses — so your job supports your life, not the other way around. Pre-Negotiation Marketing: Understand why negotiation starts long before the table, through consistent, authentic visibility of your value. Whether you're pursuing a promotion or a seat in the boardroom, this episode delivers the mindset shifts and practical strategies needed to advocate confidently and secure the compensation you deserve.

Joe Odell and his partner acquired a business with over $4m in earnings and lots of green flags. It went sideways fast.Register for the webinar: How to Present Your Deal for Maximum SBA Success - Jan 8th - https://bit.ly/4snUKHYTopics in Joe's interview:His blue collar, military backgroundVolunteering without pay for a consulting companyUltimately rejecting the tech industryFinding his search partner at business schoolSeeking out a complex businessDoing traditional search, on his wife's adviceAcquiring a home health adjacent companyPost-close cash crisisLosing a key sales repFatal “pen stroke risk”References and how to contact Joe:LinkedInGet a complimentary IT audit of your target business:Email Nick Akers at nick@inzotechnologies.com, and tell him you're a searcherDownload the New CEO's Guide to Human Resources from Aspen HR:From this page or contact mark@aspenhr.comGet complimentary due diligence on your acquisition's insurance & benefits program:Oberle Risk Strategies - Search Fund TeamConnect with Acquiring Minds:See past + future interviews on the YouTube channelConnect with host Will Smith on LinkedInFollow Will on TwitterEdited by Anton RohozovProduced by Pam Cameron