Podcasts about Human resources

In this episode of the HR Leaders Podcast, we sit down with Jason Bloomfield, Global Head of Talent Acquisition Transformation at Ericsson, to unpack how a 149-year-old company is rebuilding HR by putting people before technology.Jason explains how a failed global HR tool rollout, what he openly calls the “tool of doom,” became the catalyst for a complete reset. Instead of adding more systems, Ericsson built a global feedback loop that turns employee sentiment into action, investment, and prioritised roadmaps.Most importantly, Jason shares why five-year plans no longer work, why the shelf life of strategy is now six months, and how HR, TA, and change leaders must build change agility, skills intelligence, and authentic empathy to stay relevant in an AI-driven world.

Talar Herculian Coursey is the GC and VP HR for ComplyAuto, a SaaS company serving auto dealerships in the US. Talar was previously the GC for Vista Ford and a file clerk, associate, and partner at the national labor and employment law firm, Fisher Phillips LLP. Talar is licensed to practice law in California and Utah. She is also a CIPP, CIPM, certified yoga instructor, certified life coach, and a retired dog walker. In this episode… Knowing the types of data a company collects is essential for building strong privacy and security practices. Many organizations collect a wide range of sensitive information, including financial data, identity documents, and data created through connected technologies. Employees often rely on text messages and mobile apps to communicate, creating touchpoints where sensitive information is shared with third parties. So, how can general counsels and privacy pros safeguard sensitive information while accounting for the risks introduced by third-party vendors?  Protecting sensitive information starts with establishing policies and processes that reflect how data flows through an organization and understanding how teams communicate with consumers. That's why it's important to provide employees with secure, encrypted channels when communicating with customers. Customized training is equally important, and using gamification and tailored phishing simulations helps engage employees, deepen their understanding of the sensitive information they handle, and improve their ability to recognize potential privacy and security risks. By pairing these tools with training that is specific to the work environment, general counsels and privacy pros can help employees stay vigilant and reduce the likelihood of privacy and security incidents.  In this episode of She Said Privacy/He Said Security, Jodi and Justin Daniels talk with Talar Herculian Coursey, General Counsel and Vice President of Human Resources at ComplyAuto, about managing privacy and security risk tied to data collection practices. Drawing on her experience in the automotive dealership industry, Talar explains why understanding the types of data companies collect is critical to building effective privacy and security programs. She explains how companies can strengthen their defenses through encrypted communication tools and customized employee training programs. Talar also outlines the significant risks posed by third-party vendors and offers practical tips for managing these risks.

HR compliance isn't just paperwork—it's what stands between your business and costly mistakes that can derail growth. In this conversation, Lisa DeMaria from Utopia Solutions breaks down the five most common HR misconceptions in trades businesses, from misclassifying workers to why your office manager can't do it all and the multi-state compliance traps that catch expanding companies off guard. This conversation gives you the roadmap to get HR right before problems show up at your door—protecting your business while creating the kind of culture that keeps great people around.Today's Podcast is brought to you by Boolean Automation

Christine Crouch, Senior Director of Learning at General Mills, joins Workplace Stories to discuss a massive shift in how one of the world's legacy food companies approaches talent development. General Mills has recently transitioned to a centralized and integrated learning model.In this episode, Christine lays out one of the clearest cases for centralization we have heard. While efficiency is a benefit, she argues that the true drivers are decision-making power and better data. By unifying the function, General Mills gains a stronger view of learning activity and business needs, creating the strategic infrastructure necessary for the future of work.You'll hear how Christine's team manages to be centralized without losing the "local feel" through a robust Learning Business Partner model. She also details how centralization unlocks the ability to correlate learning metrics with talent outcomes like retention and performance. Finally, Christine shares her philosophy on AI, not as a replacement for human connection, but as a tool to elevate the human side of learning.You will want to hear this episode if you are interested in...[06:07] Background on General Mills and its culture.[07:00] The shift from decentralized to centralized L&D.[11:11] How to make centralization feel local to business stakeholders.[18:30] The Learning Business Partner model explained.[21:07] Correlating learning metrics with talent outcomes.[27:58] Managing "rogue purchases" in a centralized model.[34:20] Why AI will elevate, not replace, the human side of learning.[47:35] Piloting AI coaching tools like "Nadia".The Strategic Case for CentralizationFor many organizations, the move to centralize L&D is purely a cost-cutting exercise. However, Christine frames the shift at General Mills as a play for better data and strategic decision-making. A centralized function provides a unified view of the organization's needs, allowing L&D to prioritize investments that drive enterprise-wide capabilities rather than just solving isolated functional problems. As AI accelerates, this strong data infrastructure is what will allow the organization to distinguish between what people actually need to know versus what can be offloaded to technology.The Learning Business Partner ModelCentralization often brings the fear of losing touch with the business. General Mills solves this through the "Learning Business Partner" role, individuals who sit on the leadership teams of specific functions or segments but report back to the central L&D organization. These partners act as a bridge; they understand the HR strategy and business plans of their specific function while ensuring continuity with the broader enterprise goals. They are expected to be performance consultants first, identifying the root problems to solve rather than just taking orders for training.AI: Elevating the Human ElementChristine's approach to AI is grounded in optimism and human-centricity. She believes AI will not replace the human side of learning but elevate it. General Mills is actively piloting AI for tasks like personalization, automation, and coaching via a tool called "Nadia," which acts as an "always-on" coach. However, Christine emphasizes that deep skill building, like change leadership, still requires human connection, peer discussion, and the ability to "read the room," skills that AI cannot fully replicate. Connect with Christine CrouchChristine Crouch on LinkedIn Connect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

In this episode of the HR Leaders Podcast, we sit down with Kristin Trecker, Chief People Officer at Visteon Corporation, to unpack what it really takes to build talent at the speed of disruption in a 100-year industry going through a 100-year change.Kristin explains why HR has to stop acting like an order taker and start operating like a product line manager, with a clear roadmap, clear customers, and a clear point of view. She shares how Visteon runs a six month product roadmap and pairs it with a capability and capacity plan, so talent decisions keep pace with the business.Most importantly, she breaks down the cultural shift behind it all, from calibrating performance around impact, to out-rewarding star performers, to rewriting HR's role entirely, replacing “business partner” with performance coach, and building a team that can debate, challenge, and drive change without politics.

The workplace in 2025 feels like it's moving at double speed. Federal contractors saw affirmative action requirements disappear virtually overnight. DEI programs have gone from top priority to barely mentioned in less than a year. AI is racing ahead of regulation, and states like Massachusetts are charting their own course while the federal government pulls in the opposite direction.Pete Wright sits down with Tom Jones and Kyle Pardo to make sense of it all. They walk through what the rollback of Executive Order 11246 means for employers still figuring out what they're required to track, how DEI is quietly shifting toward broader inclusion efforts, and why Massachusetts employers need to watch for changes to state average weekly wage calculations. The conversation also touches on what AI regulation might look like when the technology is evolving faster than lawmakers can keep up, and why remote work mandates are hitting morale harder than many leaders expected.But the biggest revelation comes from AIM's latest HR practices survey: for the first time in years, employee engagement and morale have become the number one priority for employers heading into 2026, surpassing even compensation. It's a signal that something fundamental has shifted in how organizations are thinking about their people. This episode offers a clear-eyed look at the year that was and what HR teams should be watching as they head into the next.AIM 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. Links & NotesExecutive Order 11246 (Wikipedia overview) — https://en.wikipedia.org/wiki/Executive_Order_11246 (historical context and 2025 repeal information)I-9 Central (USCIS) — https://www.uscis.gov/i-9-central (comprehensive I-9 compliance guidance)Form I-9 (USCIS) — https://www.uscis.gov/i-9 (current form and instructions)Handbook for Employers M-274 — https://www.uscis.gov/i-9-central/form-i-9-resources/handbook-for-employers-m-274 (detailed guidance for completing I-9)Massachusetts Workers' Compensation Rates — https://www.mass.gov/info-details/minimum-and-maximum-compensation-rates (official state average weekly wage information)Massachusetts PFML 2025 Updates — https://www.fisherphillips.com/en/news-insights/massachusetts-employers-should-prepare-for-2026-paid-family-and-medical-leave-updates.html (state average weekly wage and benefit updates)State AI Legislation 2025 (Future of Privacy Forum) — https://fpf.org/blog/the-state-of-state-ai-legislative-approaches-to-ai-in-2025/ (comprehensive analysis of state AI laws)NCSL Artificial Intelligence 2025 Legislation — https://www.ncsl.org/technology-and-communication/artificial-intelligence-2025-legislation (tracker of AI bills by state)State AI Laws 2025 (White & Case) — https://www.whitecase.com/insight-alert/california-kentucky-tracking-rise-state-ai-laws-2025 (detailed breakdown of enacted state AI laws) 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. 

Send us a textThis week we're excited to talk with the talented college interns who joined us during the 2025 fall semester and learn more about the projects they tackled, and the valuable lessons learned along the way.  We are proud to introduce Ariana Banhan from Georgia Tech, Christine Bonaparte from Emory University, Jaida Hayes from Clayton State University, Kiersten Harris from Georgia Military College, Nava Pidugu from Georgia State University, and Zeniya Lukonde from Spelman College. Also joining us is Mark Dock, Senior Manager of Human Resources here at DECAL. Support the show

Send us a textAs we all prepare to wrap up our 2025 and head into 2026, we take a moment to reflect on some of the most important issues that have faced Human Resources professionals this year. It has been quite the year for everyone as we adjust to a new administration putting unprecedented policy changes in place. As you plan for the start of your next year, take time to listen to the key pieces of information The Team has prepared for you and keep listening in to keep up with the most important updates. We wish everyone a happy holiday season for those who celebrate and well wishes into the New Year for everyone. Thank you for joining us this year and we'll see you back here in January!  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.

Robert Gayden worked for over a year to buy a home care business. Revenue kept growing but the price remained the same.Register for the webinar: What Killed Deals in 2025 - TOMORROW!! - https://bit.ly/44r1pH5Topics in Robert's interview:Influence of his late fatherThe “go bigger” search philosophyAppeal of the home health care industry17-month acquisition processChoosing to operate “in the weeds” of the businessLeading with high expectationsFocusing on increasing salesAchieving 15% growth in 8 monthsWorking capital dynamics in home careInvesting in employeesReferences and how to contact Robert:LinkedInAizik Zimerman on Acquiring Minds: Founder Mode for ETA $6m to $25m in 3 YearsMorgan McCauley on Acquiring Minds: How to Buy a $2.5m Home Care BusinessDevin Fitzgerald on Acquiring Minds: Buying $5m of Revenue with $50k of EquityRobert Graham & Aaron Blick on Acquiring Minds: How to Build a Roll-Up to $60m RevenueJérôme Bouillon on Acquiring Minds: How to Buy & Double a Home Care AgencyGet 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 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

This time of year can be incredibly hard for dentists and practice owners because there are so many decisions to make when it comes to showing appreciation for team members. Should I do cash, a gift card, or a bonus through payroll? How much should I pay my team members? Should I do an equal amount or vary the amounts based on longevity? If we do a Holiday party, should I pay the team for the hours? All of the questions and more are covered by Dr. Kuba and Bethany in this episode. The end of the year is an important time to show appreciation, but there is much to consider and weigh out. So, listen in! Previous Episodes Worth Revisiting:Creative Team Building IdeasThe Basics of Team Building 

Tune in to hear Head of School, Dr. Mark Carleton, chat with Ashley Kennedy, PS Middle School Bible Teacher and Middle School Girls Associate Director at First Presbyterian Church (FPC), about her love for middle school students. This episode is now live and available for download on our People of PS Podcast.  Ashley earned her Bachelor's degree in Human Resources from Texas A&M University, and decided to pair her desire to help people with middle school aged students. After graduating from college, Ashley quickly realized her true passion was investing in students and watching them grow. She currently serves as the Middle School Girls Associate Director at FPC and works part-time as a Bible teacher at PS—two roles that let her spend her days with the most joyful, hilarious, and big-hearted group of middle school girls. Ashley's work with students was heavily influenced by her many transformational years at Laity Lodge, an ecumenical retreat center in the Texas Hill Country, where she was both a camper and camp counselor.  When she's not hanging out with girls, Ashley enjoys exploring The Heights and listening to audiobooks. Some of her favorite moments are walking through her neighborhood anticipating a new street or cozy corner to discover with coffee in hand listening to an audiobook. In everything she does, Ashley is eager to build community, cheer students on, and create spaces where girls feel seen, known, and deeply loved.

SEASON: 6 EPISODE: 7Episode Overview:Welcome back to Becoming Preferred, the podcast where we equip you to lead with influence, not just authority. If you're an entrepreneur or business professional whose growth is stalled by employee turnover, poor communication, or the sheer struggle of transitioning from a high-performing doer to an effective leader, then you're going to enjoy this episode. Today, we are happy to welcome Courtney Ramsey, a renowned leadership development expert, speaker, and consultant who has spent two decades transforming companies.Courtney's mission is simple: to stop the bleeding caused by low engagement and high turnover by giving leaders the concrete communication and people skills they desperately need. She doesn't just talk theory; she delivers tangible, behavioral shifts that save companies millions. Get ready to learn how to master the art of tough feedback, delegate strategically, and truly lead the team that's destined to become your dream team. Join me for my conversation with Courtney Ramsey. Guest Bio: Courtney Ramsey is a seasoned professional with over 20 years of experience in the Learning & Development and Human Resources fields. Courtney brings a wealth of knowledge to audiences with her experiential programs that have a real impact on business results and inspire change.Over the years, she has successfully trained tens of thousands of associates in various areas such as leadership, business management, conflict resolution, communication skills, and operations helping companies like JCPenney, Toyota, Populus Financial Group, and Zales Corporation save millions of dollars.Courtney is the author of the book, Share Your Genius: 35 Tips to Create Training That Transforms. In it, she provides trainers with the tools they need to create engaging and effective training sessions.Resource Links:Website: https://courtneyramseyspeaks.com/Product Link: https://courtneyramseyspeaks.com/services/Insight Gold Timestamps:03:48  Professional development, helping people be better, that's what I love05:50  No one's brave enough to have the tough conversation10:32  I still think there's a pretty big bias out there in terms of promoting women up12:21  There's really no defining line anymore of what is personal, what is work, it's so blended 13:47  You call this taking off the cape moment15:57  Many leaders struggle to delegate because their fear of failure or inefficiency18:17  That inverted pyramid approach to where the leader is essentially at the bottom...19:58  You've got a popular TEDx talk called Why We Hit the Snooze on the Conversations that Matter 22:30  Is there a distance that leaders ought to maybe maintain and keep in order to be able to have that firewall25:16  I call that setting your intention and saying your intention out loud27:01  We do still see those people who don't quite get that things have changed in the last 20, 30 years 29:26  ChatGPT and the other AIs are pretty decent at being leadership coaches30:37  So, every generation has its own learning style32:30  You speak on the need to speak up and say it33:47  Call the elephant out in the room35:10 The one thing I would encourage people to start doing today to make a huge impact on your leadership is to stop avoiding...

This week on Tapod, Bonnie kicks Craig to the curb as we welcome Sophie Hirst—Gen Z career coach, former Google marketing manager, TikTok creator, and founder at Work Baby. You might know Soph from her brilliant podcast, Biz, on the Mamamia network. Beginning her career as a magician's assistant in Japan (yes, you heard right), Soph's career is so interesting. From fails in the workplace to presenting the real stats on Gen Z, Soph's insights bring clarity to generational misnomers and how to navigate 5 generations in the office. Thanks to People Orbit AI for your support this month. 

Gugs Mhlungu is joined by Dr Luvuyo Bayeni, a qualified medical practitioner and Chief Director of Human Resources for Health at National Department of Health exploring key healthcare issues, including access, quality of care, and affordability in light of Human Rights Day. 702 Weekend Breakfast with Gugs Mhlungu is broadcast on 702, a Johannesburg based talk radio station, on Saturdays and Sundays Gugs Mhlungu gets you ready for the weekend each Saturday and Sunday morning on 702. She is your weekend wake-up companion, with all you need to know for your weekend. The topics Gugs covers range from lifestyle, family, health, and fitness to books, motoring, cooking, culture, and what is happening on the weekend in 702land. Thank you for listening to a podcast from 702 Weekend Breakfast with Gugs Mhlungu. Listen live on Primedia+ on Saturdays and Sundays from 06:00 and 10:00 (SA Time) to Weekend Breakfast with Gugs Mhlungu broadcast on 702 https://buff.ly/gk3y0Kj For more from the show go to https://buff.ly/u3Sf7Zy or find all the catch-up podcasts here https://buff.ly/BIXS7AL 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/@radio702See omnystudio.com/listener for privacy information.

Join Manya Shukla's show to learn about latest trends on HR and on personal growth.This show is titled‘'Insomnia”Sources: https://www.soundsleephealth.com/insomnia-vs-delayed-sleep-phase-syndrome/https://www.sleepfoundation.org/insomnia/what-causes-insomnia#Medicationshttps://www.webmd.com/sleep-disorders/ss/slideshow-insomniahttps://www.healthline.com/health/sleep-hygiene#limit-napshttps://www.webmd.com/sleep-disorders/ss/slideshow-avoid-before-bedhttps://www.healthline.com/health/insomnia/infographic-facts-stats-on-insomnia#non-medicinal-treatmentshttps://www.sleepfoundation.org/insomnia/what-causes-insomnia#Medicationshttps://womenshealth.gov/a-z-topics/insomniahttps://www.ama-assn.org/https://aasm.org/survey-shows-12-of-americans-have-been-diagnosed-with-chronic-insomnia/Estimation of the global prevalence and burden of insomnia: a systematic literature review-based analysis - ScienceDirecthttps://www.sciencedirect.com/science/article/pii/S1087079225000747Radio.NewHeightsEducation.orgInfo@NewHeightsEducation.orgBecome a supporter of this podcast: https://www.spreaker.com/podcast/new-heights-show-on-education--4114185/support.

Scott Duncan endured brutal ups & downs — and personal depression — during his ownership of a doomed tool & die businessRegister for the webinar: How to Model an Investor-Backed Search Acquisition - TODAY! - https://bit.ly/3XysjZBTopics in Scott's interview:Wishing he had listened to his gutThe risk of EBITDA (vs. revenue) concentrationManaging highly skilled primadonnas Employee theftLosing key employeesLong sales cycles and fixed quotesForced Covid shutdownRazor and blade business modelFacing aggressive creditorsFiling Chapter 7References and how to contact Scott:LinkedInLearn 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 mark@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

Ranya Nehmeh, HR Strategist and Adjunct Professor at FHWien der WKW in Vienna, Austria, and Peter Cappelli, Professor of Management and Director of the Center for Human Resources at the Wharton School, join us this week to discuss some of the topics covered in their book, In Praise of the Office. We explore the current tumultuous state of Return-to-Office (RTO) mandates, why "hybrid" work is often failing to deliver on its promises, and the critical need for intentional management to foster human connection. [0:00] Introduction Welcome, Ranya and Peter! Today's Topic: The Realities of Hybrid Work [9:15] The messiness of Return-to-Office (RTO) today Why the media narrative often contradicts the realities of small business data. Why the definition of “hybrid” varies per organization. [19:03] Is work actually getting done remotely? Distinguishing between hitting individual KPIs and maintaining organizational health. The deterioration of meeting culture and the rise of "cameras off" apathy. The loss of social norms and the difficulty of resolving conflict without face-to-face interaction. [29:50] Do policies need to change for the new world of work? Addressing proximity bias and its impact on promotions and career development. Why treating hybrid work the same as traditional office work is a management failure. Understanding the winners and losers of remote work, particularly for younger or newly onboarded employees. [46:23] Closing Thanks for listening! Quick Quote “If you really want people to come back into the office, you have to do it with intentionality.”

In this week's edition of The Marne Report, Lafie Randolph, a transition services specialist with the Transition Assistance Program, and Jessica Foster, a human resources specialist with the Directorate of Human Resources, educates people about the Combined Federal Campaign. They provide information about charities, how to give and why this fundraiser is important. Take a listen now by searching for 'The Marne Report' wherever you get your podcast or click the resources tab on My Army Post app.

As the pace of work accelerates, wellbeing continues to decline across industries, making conversations about sustainable performance more important than ever.In this episode, our CEO and Host, Stuart Elliott, is joined by Bianca Errigo, global speaker, wellbeing expert, and founder of HumanOS, a platform redefining how organisations approach resilience and high performance.Off of the back of our Global HR resilience report, Bianca and Stuart discuss the state of workplace wellbeing today, why so many high performers are still burning out, how organisations can close the gap between wellbeing programmes and real wellbeing outcomes, and what it means to build a culture that supports both performance and recovery.Who is Bianca Errigo?Bianca Errigo is a global speaker, wellbeing expert, and Founder of HumanOS, a platform advancing sustainable high performance in the workplace. With a BSc in Psychology, a background in corporate sales, and over 13,000 hours of coaching with clients ranging from global CEOs to elite athletes, she blends science, strategy and lived experience to drive meaningful behaviour change.Named one of Startups Magazine's 24 Most Influential Women of 2024 and recognised as American Express's Top External Speaker, Bianca specialises in resilience, emotional intelligence, burnout prevention, and the future of work. She has delivered keynotes and workshops for organisations including American Express, Cisco, Barclays, Dell, Diageo, The NHS, Canva and the University of Cambridge. Known for her warm presence and practical approach, Bianca challenges outdated ideas of “wellbeing”, empowering leaders and teams to perform at a high level, sustainably.If you'd like to explore how HumanOS can help your team build resilience and sustainable performance, you can learn more [here].Key time stamps:1:36 - Introduction to Bianca Errigo3:37 - About HumanOS12:14 - Competitiveness fuels resilience19:00 – The current state of wellbeing22:00 - Sleep disappearing under pressure and stress30:00 - Tracking and monitoring health33:40 - Gender differences and the impact on HR's resilience37:45 - Advice to companies for their HR team42:00 - Psychological safety46:45 - Advice for leaders of HR teamsYou can listen to and download HR Insights from Apple Podcasts, Google Podcasts, Spotify and other popular podcast apps. Please subscribe so the latest episodes are directly available! You can also join our HR Community by following us on LinkedIn.Thank you for listening and please do review and rate us wherever you listen!

Ho, ho, ho! Welcome to our final episode of 2025, Besties. Unfortunately, due to our busy December schedules, we weren't able to lock down a time to record all together. That said, we were able to separately record some updates on SHRM and a few last remarks before we go into hibernation mode over the holidays. Who's re-watching Hot Frosty this year? SHRM lawsuit verdict Throwback to some of our holiday party do's and don'ts Updates on the future of HR Besties in 2026 and wishing you a restful holiday! 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.  Subscribe to the HR Besties Newsletter - ⁠⁠⁠⁠⁠⁠⁠⁠https://hr-besties.beehiiv.com/subscribe⁠⁠⁠⁠⁠⁠⁠⁠ 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, follow us on socials for the latest updates, and join us at our virtual happy hours to share your HR stories. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Sydney Bates and Molly Nolan pull back the curtain on annual planning season, sharing key themes and lessons learned from the 20+ client site visits completed in recent months. Whether you've already done your 2025 planning or you're just getting started, this check-in covers what's working—from contingency planning and sales management structure to leadership development, geographic expansion, and the growing wave of business acquisitions. Discover why the most successful companies are heading into 2025 with both optimism and strategic backup plans in place.Today's Podcast is brought to you by Painter Marketing ProsIf you want real growth in 2026, Painter Marketing Pros will show you how to unlock $50,000 to $250,000 plus in hidden revenue already inside your painting company. Get a custom 2026 Revenue Expansion Blueprint, guaranteed to uncover at least $50,000 in new revenue over the next 12 months, or they will pay you $1,000 for wasting your time. That's how confident they are in this blueprint.Visit https://grow.paintermarketingpros.com/blueprint-offer to secure your blueprint now. Space is limited.

This week on Tapod we sit down for a special episode with Michael De Graaf—Global Head of Talent at Workday. It's not often we get to talk to someone from a talent team who uses their own solution (customer zero). Mike is as close as you can get to the product, and we get an opportunity to understand how Workday test and trial. We also touch on acquisitions and how solutions integrate or stand alone. It's a very interesting discussion that will benefit every talent leader.Thanks to People Orbit AI for partnering with us this month. 

In this episode of the HR Leaders Podcast, we sit down with Ayaskant Sarangi, CHRO at Mphasis, to explore how HR is shifting from a support function to a business-first, tech-enabled growth engine. Ayaskant shares why HR leaders must deeply understand P&L, business language, and customer problems to earn a real seat at the table.He breaks down how Mphasis is using AI-powered hyper personalization across learning, internal mobility, onboarding, and performance. From their in-house TalentNext platform to a unified talent marketplace and AI-driven appraisals, Ayaskant explains how tech connects skills, projects, careers, and business demand into one continuous loop.If you care about the future of HR, this episode is essential. It shows how listening, personalization, and change orchestration are reshaping employee experience, why onboarding is now about assimilation, and how HR must become the conscious keeper of culture in an always-on change environment.

Diane Ferrera, Director of Human Resources at AccuRounds, joins The Manufacturing Employer to share how a people-first culture and commitment to learning have shaped the company's success. With nearly 30 years of HR experience, Diane discusses building AccuRounds' HR function from the ground up, fostering a workplace centered on respect, transparency and continuous development. She explores how AccuRounds invests in employee growth, community partnerships and workforce development, proving that a strong culture is the foundation for operational excellence and long-term retention.

In today's episode, Bob ‘n Joyce are joined by Alfredo Borodowski for an energizing and insightful conversation on positivity, resilience, purpose, and happiness. Alfredo takes us on a journey through the evolution of positive psychology—from its early days 25 years ago to today—showing how the science of positivity can transform people and organizations. Alfredo's passion for human fulfillment and doing good is a much-needed message in today's world. One of his great gifts is making the complex simple and the abstract concrete and actionable. He also shares his personal struggle with mental illness and how that challenge revealed his life's purpose. Grab a pen and notebook—this episode is packed with practical ideas you can use immediately.' A Sample of Today's Conversation • The 24 character strengths at the core of what motivates each of us. • Why understanding and applying your signature strengths makes you nine times more likely to achieve fulfillment and high performance. • How purpose, pleasure, and strengths intersect to unlock full potential. • Why objectives end but purpose never does. • A simple definition of purpose: Giving the best of yourself for the benefit of others. • The Purpose Factor—an assessment that provides a 50-page personalized description of your life's purpose. • The four factors companies need to thrive in the future: self-confidence, hope, optimism, and resilience (also known as Psychological Capital). About Our Guest Alfredo Borodowski, PhD, MSW, is an organizational consultant and positive psychology expert who has devoted his career to guiding organizations through profound cultural shifts. He brings practical, immediately applicable strategies to every engagement. Alfredo's Upcoming Book: The Human Upgrade: The New Resilient Leadership for Peak Performance in the AI Revolution In this powerful new book, Alfredo Borodowski shows how individuals, teams, and entire organizations can thrive—rather than just survive—amid rapid technological change. Day-to-day routines, AI-driven disruption, global uncertainty: all turn into opportunities when you harness clarity, purpose, resilience, and mental focus. Through real stories, neuroscience-informed practices, and practical exercises, The Human Upgrade offers a roadmap for building adaptive minds, purposeful workplaces, and high-performing lives. It's for athletes, executives, creators — anyone who wants to turn pressure into possibility. Expected release: early 2026 (pre-order available at positiveab.com).

In this episode, Adam Weber, founder of Emplify and renowned executive coach, shares his insights on the pivotal role of leadership in driving employee engagement. Adam dives deep into the importance of intrinsic motivation, psychological safety, and collective empathy in the workplace. Discover how managers can influence organizational success, foster a motivating culture, and help employees connect their roles to a greater purpose, regardless of generation or position. Adam shares practical strategies for leading as a human first and creating truly engaged teams. Connect with Adam: https://www.linkedin.com/in/meetadam/ More about Adam Weber: Adam is an executive coach who helps leaders manage pressure and sift through competing priorities to help drive and navigate change effectively. He's co-founded two tech companies that support and help enhance employee engagement within organizations. He has served in Chief People Officer roles, he's the best selling author of "Lead Like a Human," and he's been named a top voice in Human Resources by LinkedIn.  Got a question? Ask us! Do you have a question you'd like to hear answered on Career Dreams? You can submit an audio recording of your question to be featured on an upcoming episode!  Like it? Share it! If you're finding value in exploring your Career Dreams through this podcast, please share it with your friends, followers and colleagues! Also, your ratings and reviews help others find the show...so please, let us know what you think! You can share your Career Dreams with us anytime via email: careerdreams@forumcu.com. To learn more about making your Career Dreams come true at FORUM Credit Union, visit our website:  https://www.forumcu.com/careers Dream on!

In this episode, Brad W. Minton speaks with Melissa Grabiner about leveraging LinkedIn for early career professionals. They discuss the importance of having an optimized LinkedIn profile, engaging with the platform, and networking effectively to enhance job search success. Melissa shares practical tips on how to stand out to recruiters, the significance of being proactive in job searching, and the value of building connections. The conversation emphasizes the need for young professionals to take charge of their career paths and utilize LinkedIn as a powerful tool for growth and opportunity.Key takeawaysLinkedIn is essential for job seekers, especially young professionals.Engagement on LinkedIn can significantly increase visibility to recruiters.A strong profile photo and personalized banner are crucial for attracting attention.Using keywords in your profile can help recruiters find you more easily.Networking is often more effective than applying to job postings.Reaching out to decision-makers can lead to job opportunities that aren't advertised.Being proactive in your job search can set you apart from other candidates.Utilizing LinkedIn Learning can enhance your skills and profile.It's important to share your personal story in your LinkedIn profile.Life is too short to be unhappy at work; seek a fulfilling career.Guest Info:With more than two decades of experience in Human Resources and Talent Acquisition, Melissa Grabiner is widely recognized as a leading strategist and thought leader in the field. She has built a strong reputation for her expertise in Talent Acquisition and has cultivated a LinkedIn following of over 470,000 professionals. Melissa is ranked the #2 Female LinkedIn Creator globally and the #1 HR Creator in the United States.In the past year, her content has generated over 100 million post impressions and almost 2 million post engagements, underscoring her influence as a top voice in the HR and TA spaces. Her thought leadership extends beyond social media, with features in prominent publications including Market Watch, Fast Company, Harvard Business Review, and Indeed Business. She is also a sought-after podcast guest and frequently hosts LinkedIn Live sessions. Her expertise has been spotlighted twice on the iconic Times Square Billboard in New York City.Melissa spent 18 years at Baxter Healthcare, where she led Talent Acquisition for the company's largest global business unit—later acquired by Takeda Pharmaceuticals. Under her leadership, Melissa and her team received numerous awards, including recognition as the highest-performing global HR team at both Baxter and Takeda.Beyond her corporate achievements, Melissa is a passionate Job Search Coach, helping professionals enhance their resumes, optimize LinkedIn profiles, and refine their job search strategies, with perfect testimonials and ratings from every client (over 500). Melissa also works as a Talent Acquisition consultant for companies in the biotechnology and pharmaceutical industries and serves as a Business Advisor to three startup organizations.Melissa holds a bachelor's degree from the University of Illinois at Urbana-Champaign and is a certified yoga instructor and fitness enthusiast. She lives in Chicago with her husband and their two sons.Website: https://topmate.io/melissagrabinerLinkedIn: https://www.linkedin.com/in/melissa-grabiner/This podcast is brought to you by Mint To Be Career. www.minttobecareer.com

Show notes: (0:00) Intro (1:05) Ryan's journey from sports psychology to mindset research (2:41) The story of Cheryl and the difference between "doing" and "being" (6:37) Why mindset matters more than skillset (9:09) Fixed vs. Growth Mindset (11:54) Closed vs. Open mindset and the power of feedback (22:28) Prevention vs. Promotion mindset: how goals change your wiring (29:57) Inward vs. Outward mindset: seeing others as people, not objects (34:08) Trauma, healing, and upgrading your inner programming (35:50) Three levels of development: from journaling to deeper healing (41:40) How to work with Ryan and access the free mindset assessment (44:25) Outro Who is Ryan Gottfredson, PhD?   Ryan Gottfredson, Ph.D., is a leading leadership development author, researcher, and consultant specializing in vertical development and mindset transformation. A Wall Street Journal and USA Today best-selling author, he wrote Success Mindsets and The Elevated Leader. Through his firm, Ryan Gottfredson LLC, he helps executive teams and organizations elevate performance and culture, working with major brands such as CVS Health, Deutsche Telekom, Experian, the Federal Reserve Bank, Nationwide Insurance, and Cook Medical. Ryan also serves as a leadership professor at California State University–Fullerton. He holds a Ph.D. in Organizational Behavior and Human Resources from Indiana University and has published more than 20 scholarly articles across top journals. His research on leadership and organizational behavior has been cited over 4,000 times since 2018, establishing him as a respected authority in the field.   Connect with Ryan: Website: https://ryangottfredson.com/ LinkedIn: https://www.linkedin.com/in/ryan-gottfredson-9a0b466 Links and Resources: Peak Performance Life Peak Performance on Facebook Peak Performance on Instagram  

Today on the Scoop, the team from Tapod brings you all of the weekly TA & Recruitment News. We cover all sorts of headlines, including…  Christmas parties and how to behave, El Jannah and the bots, Callam Pickering drops in for a chat, can a worker working OS apply for unfair dismissal from an Aussie firm? Trump to take over AI, the Victorian economy in the mud, Gen Z and sandpaper, and much more. And don't forget to listen to the upcoming events!Thanks to Indeed for partnering with us on The Scoop. 

 It is that time of year – you have a list of things to do that is nearly a mile long. Your mind is scrambled, and you are trying to remember what you need to do for the practice and team to wrap up 2025 nicely. Dr. Kuba and Bethany are here to help! Together, they put together a list of their top year-end tips and reminders. Some of the items are easy to forget, like evaluating your fee schedule, while others are more challenging like evaluating your A/R trends. Nonetheless, this episode will help you maximize the last few weeks of this year to ensure that everything is checked off your list (and hopefully you don't have to check it twice!).  If you're a subscriber, don't miss the BLACK FRIDAY SALE on the Hub. For the next 3 days, all Hub resources are 50% off!! 

In this episode of Hello Frances, Shantelle sits down with John Tondello and Carrie Summerlin from SimpleHR to explore creativity in a place most people don't expect to find it — Human Resources. Far from the reputation of being all rules and regulations, this conversation uncovers how creative thinking shows up in sales, relationship-building, and supporting business owners in meaningful ways. John and Carrie share the unique ways they approach problem-solving, adapt to diverse business needs, and communicate the SimpleHR story with authenticity. They also reflect on the moments that remind them why their work matters — the wins, the impact, and the human connections that make their roles so rewarding.

JoAnne’s Christmas Curse: Part 2 A Bike Messenger Received. Based on a post by Todd 1 72, in 2 parts. Listen to the Podcast at Steamy Stories. In the morning, JoAnne only found one skirt and jacket; with a remarkable short skirt. And the only shoes had six inch spike heels. Fortunately the long wool overcoat was back, so at least she could probably make it to the office without being ravished, although as horny as she was waking up, any ravishing was more likely to be her doing anyway. JoAnne shrugged off her coat as she walked past Lillian's desk, the super-short skirt eliciting an appreciative "ooh" from Lillian. Then, Lillian said, "Um, shit. JoAnne, the secretary offsite training is today, so I have to leave in like five minutes; we're supposed to head out to some lame team building exercise thing." JoAnne flinched. Lillian, cute as ever, stood up and stepped into the inner office with her. Lillian continued. "I, um, was really hoping to finish all that, um, dictation we started yesterday, but I just got a call saying there are no excused absences. Human Resources is adamant." JoAnne forced a smile on her face. "Not your fault. I was really hoping we could; um, go over that last part again today. Maybe you could read it back to me tomorrow though." She felt Lillian's warm hand slide up the back of her skirt and gently grab her bare ass, a fingertip just pressed against her asshole. Lillian smiled sweetly as if butter wouldn't melt in her mouth. "I hate to wait that long, but I'll go over my notes so I can read it back exactly right." JoAnne shivered, glanced out the door to make sure nobody was in the outer office, then whispered into Lillian's ear, "God, I was so looking forward to dragging you in here this morning. You'd better run while you still have some clothes on!" Lillian gave her a chaste peck on the cheek, then slipped out the door. Shit. Alone. Horny as hell. JoAnne settled in to get some work done. The morning dragged by, Joanne having to find every file, and never quite sure where to look. She was surprised at how much she actually had undervalued her secretaries; the Byzantine filing system used by the company for hard copy files, was certainly not designed for amateurs. By late afternoon, she found herself frustrated; sorting through file cabinets, looking for a 10-year old file. She was looking in the second lowest cabinet when she heard someone behind her, clearing his throat. JoAnne whirled. The same bike messenger as usual, stood with a package; and gilt edged green envelope in hand. From where he had been standing, he must have had a clear view of her full ass, as she bent over the files. With the super-short skirt and no panties, it didn't take a genius to figure out what he'd seen. She glanced down at his thin spandex cycling shorts surreptitiously. Yep. Hard-on. Giant hard-on. She could see each vein in the trellis texture wrapping around the wide girth of his cock. "How long have you been standing there." "About 90 seconds, I just came; in. I mean came in." "I'll bet." She snatched the big bubble-wrap envelope from his hand. Ripped it open and read the gilt and ivory card. All it said was, "He's all yours." She felt the now-familiar tingling, surge through her. The package had a very nice Christmas bath towel with ivory and gold trim. She stared at the muscular bike messenger, stepped around him; then closed, and locked the office door. "Three questions. No bullshit." He raised an eyebrow, "Yes?" "You married?" "No." "Steady girlfriend?" "No." "Straight?" "Yes." "Fine. I can see you're horny." She gestured at his monstrous hard-on. "You've eyed me every time you've come in here; and if I don't get laid in the next few minutes, I'll go insane." Her skirt and blouse hit the floor, and before he could even respond, she was on her knees and pulling the spandex shorts to his ankles. Her mouth was on his massive cock before he could even finish stepping out of his shoes and pull his shirt off. The taste was amazing, she felt like she couldn't get away; every lick made her crave him even more. She could barely get her hand around the shaft, so she began stroking his massive pole with both hands; spreading as much of her saliva on his cock as she could manage, then she began pumping his cock in and out of her mouth, getting a little deeper with each stroke. She felt his hands grip her hair, and he slowly began to take over the rhythm, and driving in a little deeper each time. She felt a flash of anger as she realized he was just fucking her mouth, just using her! The feeling of anger flashed into heat that seemed to center on her pussy. She groaned around the thrusting pole. His cock went in deeper and she sucked harder, slurping as he pulled back. Fuck, it felt great, just to act like a total slut! She moved her hands back around, to grab his muscular ass, and began pulling him in harder. She should have been gagging and choking on his cock; it was going halfway down her damn throat! But apparently Holly had also turned off her gag mechanism or something. He must think she was a total whore to be able to deep throat him like that. The more she thought about it, the more it turned her on. She grabbed his ass hard and pulled him right up to her, feeling his cock slide down her throat until her lips were all the way down. She held him that way, listening to him groan, then she very slowly slid him out of her burning mouth, looking up at him and making hard eye contact. Just as he was almost out of her mouth, she let her teeth touch the head; then sucked him all the way in again. After four times, his eyes were starting to lose focus, so she finally let him slide all the way out, his cock glistening with her saliva. "You're not getting off that easy; I said I need to get laid. I need to get fucking pounded!" JoAnne led him over to the desk then she laid down on. With ass right at the edge, she pulled her knees up until they were right at her tits. The bike courier guy didn't hesitate at all, plunging his steel rod in all the way to the hilt. Even as wet as she was, the huge pole filling her; induced a gasp. "Oh yeah! Now just fucking hammer that pussy!" He complied without a word, his balls slapping against her ass with each drive. Moaning loudly, she stretched her legs up, then rested her heels over his shoulders, and began tweaking her hard nipples. With all her frustration earlier, her orgasms didn't take long to arrive; gushing hot juice as her inner muscles contracted on the giant cock. Feeling the force of her orgasm, he started to slow. She snarled through gritted teeth, "Keep fucking, god dammit! Don't stop or I'll slap the shit out of you!" He grinned and continued ramming into her steaming hole; it took two more hard climaxes, before she could feel herself relax. He began to pick up speed, and she could see from his face; he was nearly there. Suddenly the desk slid; and his cock popped out, pointed right at her; just as a fountain of sticky white cum erupted. JoAnne felt the first rope, splattering upward from her stomach, to her tits, and finally her face. Then a second rope came even harder and longer. Since her mouth was open, she got a good taste of the hot jizz. Her mouth filled up, just as the second rope a jizz abated. She stared directly into his eyes as she swallowed it all. A third rope commenced, hitting her right between the eyes. It spread evenly in both lateral directions. Covering her eye shadow and cascading down over her eyelids, and flowing over her high cheekbones. It ran along her jaw, and dribbled into the ravine of her deep cleavage. That bitch! JoAnne was sure she could hear Holly’s haunting giggle. He staggered back. "Shit, I'm sorry, the damn desk slid; I, uh;” She waved him off, licking the cum off her lips. "Don't worry about it; furniture has a mind of its own sometimes." He dressed hurriedly while she toweled herself off. After he was gone, she checked her hair one last time for cum droplets and headed home. That night, her vibrator was buzzing pretty late. Three on a match The next morning, one of the red outfits was hanging in the closet; see through white blouse, red skirt, red jacket; and the now-normal high heel red shoes. Not a stitch of underwear, of any type, of course. The skirt seemed longer than they had been, the last few days, and the neckline was a little less obvious. With the jacket closed and fully buttoned, she could probably be seen in public without getting arrested. Another Christmas card lay on her counter, all it said was, "Be Helpful! Helping Others Can be Fulfilling." Lillian wasn't in the outer office. Just as JoAnne settled into her chair, Lillian, wearing a cute little gray skirt outfit, came in, leading a small young woman with light brown hair and huge glasses, into the room. "JoAnne, this is Mouse, from the IT office. She is going to replace the Video conference set-up this morning; a lot more than the cable, was bad." "Mouse"; gave a weak smile, which clearly showed where she had picked up her nickname. The resemblance to a friendly, cute, cartoon mouse was uncanny. She had two prominent front teeth and her ears even stuck out enough to make the image perfect. Well, as long as she was here, there was no way JoAnne was going to get Lillian alone. JoAnne moved to Lillian's desk while Lillian and Mouse struggled with the connections. Mouse, working in the secure comms closet, while Lillian kept reconnecting cables under the desk. JoAnne watched Lillian's cute round ass, wiggling around as she swapped out yet another piece of the system, while Mouse adjusted settings on the master board in the closet; occasionally closing the door to see the whole panel. Going down a couple floors, to Security; to sign for a new badge and computer token that would work with the new conference system, was a relief for JoAnne. As she walked back into her office, closing the outer door behind her, the first thing she saw was Lillian's yummy ass, still wiggling from under the desk. Looking around, she noted that everyone seemed to be still at work, just as she’d left them. So that means Mouse was still in the comms closet, with the door almost shut. Grinning evilly, JoAnne slid up behind the desk and the lovely ass of her assistant was exposed. She rolled up her desk chair and seated herself, then slid one hand up her inner thigh; slowly; whispering, "As soon as we're alone, I'm eating that sweet pussy, until you scream! Then I'm fucking your brains out with Carlos!” That was the nickname she gave her new strap-on dildo harness setup. Lillian didn't say anything, but spread her legs further. JoAnne then saw the jeweled stem of a lovely ass-plug, deeply set in Lillian’s lovely asshole. Where did Lillian get this lovely accessory from? She let her fingers cruise up the soft inner thigh. Much to her excitement, Lillian wasn't wearing any panties; and she was very, very wet. JoAnne began to finger her in earnest, massaging the rapidly swollen clit and dripping pussy rapidly. Lillian was thrusting back against her hand, so she quickly slipped two fingers into her, pumping in and out until she heard a soft moan and felt Lillian's pussy muscles contacting rhythmically on her fingers. Hearing the rattling at the comms closet door, she rapidly stood up and acted as if she was in the middle of a conversation with Lillian: "So we may have to stay later tonight until we get this sorted out." Lillian stepped out of the comms closet. Stunned Joanne looked down at the desk as Mouse slipped out from underneath it, with a huge mousey grin, flushed face and a great deal of hair out of place. Belatedly, Joanne realized Mouse was also wearing a gray skirt, just like Lillian's. "I'll stay as late as you want, Ma'am! Gosh Lily, you said she was great to work for, but I didn't know she was this great!" Lillian looked confused. Mouse's grin got even wider. "Lil, she didn't know we switched places; she thought I was you.” Turning back to the director, Mouse continued; “Miss Steadman, It was great! Mouse was euphoric and giddy. “LiI, haven't gotten laid since the last time we did the amateur-night strip club thing, you know? The time you and I had too much tequila, ended up in the oil-wrestling pit, and went home together? And Miss Steadmann was really good! Normally I'd scream if someone just slid their hand up my skirt, but it was so obvious she thought it was you! And I thought it would be funny; she promised to fuck my brains out as soon as we were alone. So I was going to say something, but her fingers felt so good; going up my thigh, and I kept putting off saying anything. And I've been so horny all week. I mean; I can masturbate, but it just isn't the same as having someone else do it to you. And she knows just how to use her fingers; I came so hard, I thought I would pass out. Gosh Lily, you need to learn to share!" Mouse said the entire thing in one breath, which made Lillian begin to giggle, then Mouse joined in and finally JoAnne broke down and began to laugh. Breathlessly, JoAnne gasped out, "I'm so sorry, I've just been so crazy horny for the last week." Mouse giggled, "You should jump the bike courier guy; makes me wet every time he walks through the office. I end up fingering myself under the desk!" "I jumped him yesterday, and screwed his brains out." "Oh my gosh! Is he as good as he looks? I'll bet he's hung like a horse!" "Huge; he's just hung like a stallion!. But I'm still horny as hell!" After they finally managed to stop laughing, Mouse looked thoughtfully at the outer office door. Her wicked mouse-grin got wider. She pulled a doorknob sign out of her bag. It said; "Tech Support. Sensitive Hardware Installation; Keep Out." She walked to the outer office door, pulled it open, hung the sign on the outer knob, then closed and locked it with an evil mousey leer. "Looks like later to me!" JoAnne felt Lily reach around her and begin unbuttoning her blouse, pausing for a moment to gently tease JoAnne's hard nipples. Mouse dropped her skirt to the floor and walked towards the cleared off desk. "So Miss Jo, you said something about; making me scream?" Jo shivered as Lily pulled her blouse down off her shoulders while tracing up the nape of her neck with the hot tip of her tongue. Lily whispered in her ear. "I'm holding you to that, too. You may have said it to her, but you thought you were promising it to me. Looks like double duty for you." It was over two hours later when JoAnne finally walked out on wobbly legs. She was even a little sore; Mouse, it turned out, had a fondness for wearing the strap-on and her compact little body had more strength than anyone would expect. JoAnne was also very glad she'd been using the vibrator on her ass so regularly; her earlier attack on Lily's ass had brought a rather delightful but slightly over the top retribution from Lily. Mouse and Lily seemed very comfortable with each other, and it was pretty clear they were a lot fonder of each other than either of them really realized. To be honest JoAnne wondered why she'd noticed. Dropping off to sleep was easier than ever. After a few minutes with her vibrator of course. The Third Package When JoAnne woke the next morning, naked as usual, she glanced in the mirror; her little holly leaf was very much edged in gold now; and the hair seemed to be turning a dark green. At least her closet was looking a little more benign this morning; the ever present red jacket, a regular white silk blouse; hardly transparent at all; her now-perpetually-excited nipples poked through, but she was getting used to that. And the skirt was actually just a little shorter than her usual choice. The heels were almost an inch higher than before, but that was a pretty easy trade-off. The shoes, at least, were comfortable. As she strolled into her kitchen, she found Holly, and another incredibly busty elf perched on the counter, looking over a couple of scrolls. Both were drinking coffee from her coffeemaker. "A black elf?" Holly and the new elf looked up at her. The black elf threw her a sharp look. "What, is she racist, too?" Holly shook her head, and held up her scroll. "Nope. Just ignorant." Holly looked over at JoAnne. "Elves aren't born, we're recruited." "From where? "Everywhere. I was recruited in Germany over 900 years ago. Koko here was recruited from Johannesburg about 80 years ago." JoAnne really wanted to know what the hell they were doing in her kitchen, but pushing Holly had proven to be a really bad idea, so she tried to be conversational. "So what's the recruitment profile? I mean you'd have to have some kind of criteria." She looked at the two of them critically for a second. "Cause If I was going to guess, I'd assume it had something to do with having tits like honeydew melons." Koko gave a lopsided grin. "That's part of the 'elf upgrade package.' The Big Guy has a thing for giant knockers, so you lose a little height and gain half dozen cups sizes. They firm up and stick out, too. Gwyneth, our head supervisor, is over 800 years old, and she still has very little sag." She reached up with her hands and jiggled her boobs. "They're really sensitive, too. Definitely worth the trade." "Doesn't that make your back hurt?" Holly laughed. "Christmas Magic, Baby." "The Big Guy is?" "Santa Claus, Pere Noel, Father Christmas. Yep, he's real." "And he likes big knockers. Do you guys, uh?" Koko shook her head, eyes wide. "Nope, He's a one-woman guy, and Lady Winter isn't somebody you'd want to piss off. She doesn't mind skin and jiggle all around him, doesn't mind looking at it, herself. But I'd hate to think what would happen if anyone was stupid enough to go after and seduce him." Holly nodded. "She actually does the upgrades, I think the giant ta-tas are her idea, anyway." She suddenly looked a little serious. "So, anyway; Koko here is from the Legal Oversight office. She's responsible for making sure all the legal criteria are met for this kind of stuff. Christmas Lesson Curses, you know." "She's a lawyer?" Koko stiffened. "Oh? So I can't be a lawyer now?" JoAnne flinched. "No, I mean, I guess, I just never thought of Elves as needing lawyers." Koko relaxed a bit. "We have divisions to do everything: management, logistics, manufacturing, recruiting, and, of course; the elves who go out and spread Christmas cheer, the 'Jingle Girls,' that's by far our biggest division." Holly caught Jo's eye. "She has to make sure that I'm not misusing power, make sure you deserved the curse. All that kind of stuff." There was an almost pleading look in her eye. Koko nodded, sipping her coffee and picking up a scroll from the counter. "Somebody, who I won't name, but who's initials are 'Holly Mistletoe' is kind of sloppy with paperwork and has gotten her ass in trouble before; for overreacting. In fact, she's on probation. One more misuse and she's back in the toy factory, putting eyes in those creepy little dolls." Holly shuddered. Jo shrugged. "So what do you need to know?" "Okay. Let's see. Were you knowingly and deliberately rude to her, contrary to the Spirit of Christmas?" "Yeah, I kinda was. More than 'kinda.' I knocked her on her ass." "On purpose?" "I don't know. More, not giving a shit." Koko's eyes slid sideways accusingly towards Holly, who looked a little stricken. Jo suddenly felt a little sorry for Holly, even though she'd started this whole thing. "Oh yeah, I did tell her to 'Fuck off.' Twice. And definitely I meant that. I tried to get her thrown out of the restaurant." She saw relief cross Holly's face. Koko looked placated. "Okay. So let's see if the response was appropriate;” Koko scanned the scroll. "Maybe a little over the top, but not too much. No permanent damage or anything. Not like that sheep incident in Scotland." Holly suppressed a snicker and Koko glared at her. "It wasn't funny, you know. A whole country gets a bad reputation because some drunk highlander pinched your ass without your permission." She looked over at JoAnne. "Have you learned your lesson?" "Yes. I think I have. I'll sure as hell remember this, for the rest of my life." "Okay then, we can go ahead and turn it off." JoAnne thought fleetingly of Mouse and Lillian. "Wait, doesn't it end at midnight tonight anyway? Until Midnight of Christmas Eve and all that?" Koko looked a little confused. "Well, yes, but it isn't necessary to continue; you're clearly contrite;” "No, it's okay, I don't want to put you guys through any trouble or anything. I've made it so far, I'll make it through the day." Koko shrugged, but JoAnne thought Holly looked a bit smug as the two of them disappeared with that bizarre reverse popping sound. Alone. Unfortunately for JoAnne, Lily had called to say she would be out; her car had broken down. Just as bad, when JoAnne made up an excuse to call down to Tech Support to "ask Mouse a question about this video upgrade," she'd been told that Mouse had called out to go help someone whose car had broken down. Obviously Lily. JoAnne reflected that the two of them seemed to be a little more than just a couple friends who slept together once in a while. In a way, she wished Lily had called her for help instead of Mouse. She lasted only half the day in the nearly deserted office. Everyone had taken Christmas Eve off, and she could have sprinted through the building, naked; and not run into anyone. By noon, only she and the old man at the security desk, were left. Grumbling, she walked out of the building, and started home. Nobody to care for, nobody to visit. As she walked past a still-open jewelry store, she noticed charm necklaces proudly displayed. Not very expensive things; just little gold charms. But one design was a little cartoon mouse; and one of the others was a lily. After a flash of inspiration, she walked down the street to a metro delivery service, filled out the forms, and paid a ridiculous fee to have the necklaces delivered by tonight. With a self-satisfied smile, she sent the mouse necklace to Lily and the lily necklace to Mouse, along with a note that she hoped they had a wonderful Christmas. At 6pm, tired of waiting for the ‘shoe to drop’, and more than a little disappointed, JoAnne took a relaxing shower. Afterward she dried and wore her very expensive white plush bathrobe. She pulled a bottle of chilled white wine out of her walk-in wine cellar, and put it on the counter. Her earlier joy at finding the right gifts for Lily and Mouse, was fast-fading, and in the back of her mind, she was seriously considering drinking enough wine to pass out, for the first time since college. That is, until she heard a knock on her Penthouse apartment door. That in itself should have been impossible; nobody entered the building without being rung up in the first place. She walked over and looked out the peephole. The bike messenger. She smiled to herself, feeling a surge of lust. "Holly, you clever, sneaky little bitch." She untied and tossed her robe over on the easy chair, and threw the door open with a smile. "Just what I was waiting for! Come on in." Three faces stared at her in shock. Well, two were in shock; the third was starting a knowing grin. She looked from face to face to face, stunned. The Bike Messenger. An identical Bike Messenger. And yet another twin Bike Messenger. "Triplets? Identical Triplets." The grinning one stepped in, pulling the other two with him. "I'm Derrick, this is Devlin and that is Darwin. We operate Triple D Messenger Service." The one he'd called Devlin, stared at her for a second, then blinked and shook his head. "You dropped off a couple packages to be delivered and the addresses got smeared." He held up the packages for Lily and Mouse. "Since we had deliveries in this building we figured we'd drop by and get;” his voice trailed off as Joann reached over and grabbed his shirtfront and Darwin's arm, and began dragging them towards the living room. "I really hope you three don't have anywhere to be for the next couple of hours." She felt Derrick's hands slide up her bare body, to cup her tits, and Darwin started kissing her deeply. An hour later, moaning her way through yet another shivering orgasm, she noticed movement in the doorway. Lily and Mouse, both in long winter coats watched; open-mouthed from the doorway. Each one was clutching a wine box with a bow on it. She pulled her mouth off the head of the cock she'd been happily sucking on. Darwin, or was it Derrick; looked over at them, then back down at JoAnne. "You need to get that lock looked at." "Come in and close the door." Mouse looked at her wide-eyed, then at the men stroking in and out of JoAnne. "Miss Jo, you look a little; busy, maybe we should go." "Well; I think maybe 'Miss I-Get-Wet-and-Finger-Myself-Whenever-the-Bike-Messenger-Comes-Through'; and 'Miss I-Want-to-Take-a-Bite-of-His-Ass'; should lose their clothes and give me a hand before I suffocate. This whole 'airtight' thing is fun at first, but a girl needs to be able to breathe." Lily and Mouse exchanged looks and giggled as they dropped their coats. The only thing either one was wearing was their shoes. As the men slowly let her loose, JoAnne said. "Mouse, Lily, this is Derrick, Devlin and Darwin of Triple D Messenger Service." Lily reached out and grabbed the nearest cock. "Dibs on Devlin." "Um, actually, I'm Darwin;” "Yeah, whatever. Just get that rock hard ass and phallus over here." The one nearest Mouse smiled at her. "I'm;” Mouse solemnly cut him off, grabbing his hard shaft and leading him over towards an easy chair. "Don't care. You name wasn't the important part of my recurring fantasy." JoAnne looked at the remaining brother. Whatever his name was. "Thank God! Now I can move how I want to." It was another hour before they paused. While the guys recovered, JoAnne gave the charm necklaces to Mouse and Lily and watched their smiles light up. Especially when they realized who got which necklace. Mouse reached over and pulled Jo and Lily into a hug. "You guys are the best!" Lily grabbed the wine boxes, handing one to Mouse. "We got you gifts too." Mouse opened the box with a crazy mousey leer, pulling out an enormous strap-on, while Lily did the same. Her grin wasn't as mousey, but the leer was just as crazy. They began strapping them on, and over their shoulders, JoAnne could see the guys' hard-ons returning already. "Holly Mistletoe. Holly Mistletoe. Holly Mistletoe!" Everything froze with a snap. Holly, her elf cap askew, was standing in the middle of the room. She looked around at the three buff bike messengers, who'd just been starting to get up, then at Lily and Mouse, frozen with their giant strap-ons at the ready and lust-filled eyes. "Wow. I'm impressed. Helluva party." "It's getting a little wild." "Okay, you definitely need help. Do you want me to make them go to sleep, send some home, send all of them home?" "Oh, no. Don't do that." Holly looked around. "Then what?" "I wasn't really calling for help. I just figured, that if you weren't busy you might want to; you know." "Join in?" Holly looked at her disbelievingly. JoAnne shrugged. "Sorry, I just thought you might want a little fun. But I guess being an Elf on Christmas Eve, you're probably busy." Holly looked over at the three guys and grinned. "Fuck it, the team up north can get by without me." "How are you going to get them to not freak out when you just show up, I doubt all of them believe in Christmas Magic?" "The magic of Pizza. Everybody believes in pizza." A sudden snap with that strange reverse-popping sound and everyone was in motion again. Just as they had her encircled, there was a loud knock and the door popped open. Holly, in a ridiculously tight, red and white, cleavage-baring parody of a pizza delivery costume was standing at the door, holding a two huge pizza boxes. "Pizza delivery! For Miss Jo Steadmann. Looks like a 'Crowd Pleaser Combo', One 'Double Sweet and Spicy' and one extra-large, extra-hot Triple Sausage. Lily shook her head. "You really need to get that lock looked at." Holly looked around, as if seeing everything for the first time, and her eyes widened. "Oh, triplets!" Trio Times. Jo relaxed dreamily, eyes closed, laying on her side on her bed as Mouse and Lily thrust slowly, gently, in and out of her in perfect rhythm. Their legs were tangled together. Lily, behind her, and Mouse, in front, used their hands to hold JoAnne’s upper leg up at the knee, while they both kissed and nibbled her neck. She listened to far more intense noises from the next room. Somewhere around midnight, Holly had finally dragged the three bike messengers off with a lascivious grin. JoAnne didn't have to make any effort, just enjoyed the sensations, the slow build until a last, slow wave of orgasm slid through her. As she opened her eyes, she realized that Lily and Mouse were gently kissing each other, the golden charms on their necklaces tapping together, making tiny bell-like sounds, while the two of them looked into each other's eyes as if they were in a world all their own. Walking Funny. The next morning, JoAnne slipped quietly off the bed; Lillian and Mouse were nestled together on the other side. Mouse was snoring quietly, little, squeaky contented sounds. It was clear, just from the way they were holding each other; that they had crossed from occasional Friends with Benefits, to something much more serious, and that made JoAnne smile a little. Holly was sitting lazily, in one of the easy chairs, dressed in one of JoAnne's robes. She raised a mug up. "The boys had to leave, remembered they had a Christmas family thing. That's good, 'cause I'm gonna walk funny for a few days. Damn, they had some serious stamina. Must be all that bike riding. Hey, I've got some hot chocolate for you on the counter." JoAnne raised the steaming mug off the counter. "I thought you'd be busy today." "No, Christmas Day is a pretty quiet day for me, just a couple things to do." She waved at the penthouse apartment. "Is this worth it? Your job, I mean, it obviously makes a shit-ton of money, but it seems pretty stressful." "I thought so, but honestly, over the last few days, I've had more fun than I can remember." She paused. "I could work my ass off for the rest of my life and it would never get me what Lily and Mouse have." "I saw that too, they just didn't realize it until last night. They just figured out that they're a forever couple, I could see it in their eyes last night. You saw it before they did, didn't you?" They both love men, a lot. But they’ll have to be men who don’t mind the Sapphic dimensions in the two women’s lives. JoAnne nodded. "I even kind of gave a hint to them." She told Holly about the necklaces, realizing that the whole thought that she wasn't going to get something; she'd never even thought of wanting, was depressing. JoAnne decided to change the subject. "So, do you like your job?" "It's amazing. I get to travel all over the world, all the time. And I really am the best at it." "I can tell, last night was insane, you outdid yourself." “But I want more from life than career affirmation. I want a meaningful and fun relationship with someone who appreciates who I am. This corporation will never be able to give me those things.” “Did you know that Triple D is conducting a search for a logistics administrator? Derrick is conduction interviews, starting tomorrow. They’ve been offered metro area contracts from a global overnight delivery leader, and they’ll need a very competent administrator. It sounds custom-made for one JoAnne Steadmann?” “Derrick and I had fantastic chemistry, a couple days ago, and again last night. But will Derrick and I be compatible, I mean, after the curse wears off?” Holly shook her head. "The curse ended at Midnight. Since we operate all over the world, all our stuff is set to work on Greenwich mean time, so that'd be about 6PM yesterday, here." "So what was last night?" "That was all you; and, let me tell you, you are one crazy, horny, bitch. You just needed to be unleashed." "Oh. My. God. I thought that was part of your 'spreading Christmas cheer' job." Holly leaned back grinning. "That's a blast, one of the best jobs out there; but I'm not a Jingle Girl, that's not what I do. I just did a courtesy check, on my own time. Gawd, woman! You sure know how to host a shagging party!" "Well, what do you do?" Holly put the mug down on the small table next to her and pulled a scroll out of the thin air and unrolled it, then held a quill pen out to JoAnne, arching an eyebrow. "I'm in Recruiting. If you weren’t interested in settling down with a local guy, I’d be earnestly pitching a career option with lots of travel and opportunities unbounded.” Based on a post by Todd 1 72, in 2 parts.

This week on Tapod we wrap 2025 and the year that was with two of the greatest minds in our industry, Sarah Purches and Jo Vohland. Nothing is off the table as we cover every single issue we faced over the past 12 months, from AI to acquisitions to the shrinking TA market to the global economy and much more. Not only that, we all give our crystal ball moment for 2026. We don't always agree, but boy, we had fun! Thanks to Greenhouse for partnering with us this month. 

Bible studies at PreparingYou.com; Passionate subject; Divisive ideas; Who is God?; Language confusion; "Covenants of the gods" - based on law; Meaning of words; Public religion?; "Religion" defined; Metaphors and allegory; Sophistry; "Altars"; Imprisoned by your thinking; Idolatry = covetousness; Bringing people together; Bible translations; "world"; 3rd book of Torah; 4th branch of government?; "We the people"; Bringing offerings; "Bondage of Egypt"; Different form of government; "Laity"; Nicolaitans; How to stay free; Perfect law of liberty; vs Human Resources; Seeing yourself; Repentance; "Leviticus"; Religious duty; Who is the real son?; "Leaven"; Sacrifice (Corban); Holy = sacred = separate; Clarifying biblical language; History of Leviticus; Mystery Babylon; God's insecurity?; Allegiance? Or faith?; "Worship"; Charity; Strengthening your neighbor; Sacrificial systems; Entitlements; Today's "Israel"; Freewill; Choosing sides; Righteousness; Atonement?; Faith, hope and charity; Seeking His kingdom and His righteousness; Types of sacrifice; "Kingdom of God"; Righteousness compelled by faith; Practicing pure religion; Countering degeneration; No forced contributions; Divine revelation; Rules for a system of justice; Judicial corruption; Mt 21:43; Fruits of righteousness; Minister network; Recognizing your weakness; Practicing charity; Destroyers of liberty; Hearing your neighbor's need; Responsibilities; "Priest" class; Maintaining individual rights; Government of, for and by the people; Church in the wilderness; Understanding relationships; Helping your fellowman; Join us!

Steve Carroll started as an SBA searcher before pivoting to a PE-backed roll-up. It's gone better than he ever expected.Register for the webinars: How to Run the SBA Deal Race - TODAY!! - https://bit.ly/3Xh3WQbHow to Invest In SMBs (Without Buying One Yourself) - Dec 9th - https://bit.ly/44Gylv1Topics in Steve's interview:Experience working for WalMart corporateSearching while working full timeMyth of passive incomeLarge dead deal costs from a failed acquisitionPartnering with his childhood friendUnderestimating working capital needs100-hour weeks away from his familyRapidly scaling through M&ABeware owners who leave quicklyAchieving $1 billion in revenue in 5 yearsReferences and how to contact Steve:LinkedInKelso IndustriesDownload the New CEO's Guide to Human Resources from Aspen HR:From this page or contact mark@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

On this episode, Angela and Kristin dive into all things sportsmanship. They talk about what it looks like at various stages of development and how parents can teach the related social and emotional skills that will serve kids well, both on and off the field.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.

Annamarie Omanga - The Magnolia School: An Independent K-8 School for Girls. This is episode 803 of Teaching Learning Leading K12, an audio podcast. Originally from Chicago, Annamarie Omanga has a Bachelor of Science Degree in Education. She began her career in the middle school classroom and then spent six years directing a supplemental education program for inner city youth in Chicago. Annamarie then took her teaching skills to the business arena where she started in training and development and then enjoyed a career in Human Resources with Cap Gemini America and AIG. Throughout her career, Annamarie has presented a variety of seminars and given talks on a wide range of topics, including education, the formation of virtues, and marriage enrichment. Annamarie is thrilled and humbled to be the first Head of School at Magnolia School. The Magnolia School is an independent K-8 school for girls located in Houston, Texas. The school has reimagined the core curriculum. The students are introduced to Latin and focus on developing logic and leadership skills. The school also deemphasizes technology and introduces hands-on activities as well as "outdoor time". To assist the students with success and resiliency the school has cross-grade mentoring.  So much to learn and think about! Awesome conversation! Thanks for listening! Thanks for sharing! Before you go... You could help support this podcast by Buying Me A Coffee. Not really buying me something to drink but clicking on the link on my home page at https://stevenmiletto.com for Buy Me a Coffee or by going to this link Buy Me a Coffee. This would allow you to donate to help the show address the costs associated with producing the podcast from upgrading gear to the fees associated with producing the show. That would be cool. Thanks for thinking about it.  Hey, I've got another favor...could you share the podcast with one of your friends, colleagues, and family members? Hmmm? What do you think? Thank you! You are AWESOME! Connect & Learn More: https://magnoliaschool.org/ annamarie.omanga@magnoliaschool.org https://www.instagram.com/magnoliaschoolhouston/ https://www.facebook.com/magnoliaschoolhouston Length - 51:42

Welcome back, Besties! With the year coming to an end, we thought we'd highlight some of our most insane, unhinged and *facepalm* moments as HR professionals. Today's agenda:  Toe sucking Flying dentures Nightmare startup Love square When HR saves the marriage Bovine piss The hidden Plan B The vaccine checker Ear licking 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.  Subscribe to the HR Besties Newsletter - ⁠⁠⁠⁠⁠⁠⁠⁠⁠https://hr-besties.beehiiv.com/subscribe⁠⁠⁠⁠⁠⁠⁠⁠⁠ 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, follow us on socials for the latest updates, and join us at our virtual happy hours to share your HR stories. Learn more about your ad choices. Visit podcastchoices.com/adchoices

On this week's episode of Wine After Work, I'm joined by someone whose heart, experience, and leadership style will resonate with so many of you Kelly Price, founder of ThriveHR, and a woman who built an entire career around empowering people to thrive at work. Kelly's journey started in hospitality at Marriott International, where she learned how to create meaningful experiences and make people feel seen. She carried that passion into the world of HR becoming a recruiter, Benefits Manager, Director of HR, and eventually a VP of HR. Along the way, she reduced turnover, strengthened cultures, and reshaped how companies took care of their people. But her biggest transformation came when she stopped molding herself to whatever company she worked for and instead discovered what she valued, believed, and wanted. Kelly calls it "figuring out my own flavor of Kool-Aid" and it changed everything: the clients she takes, the way she leads, the work she does, and the results she gets for the people and companies she supports. In this conversation, we dive into: ✨ How Kelly learned to lead from her values — not from corporate expectations ✨ The turning point that pushed her to step out and build ThriveHR ✨ Why so many women lose their identity in the workplace (and how to reclaim it) ✨ What she wishes every employee and every leader understood about people ✨ How HR has changed — and what companies must do differently to retain talent today ✨ The power of building a business that reflects who you actually are ✨ Why authenticity is the real ROI in leadership Kelly's energy is contagious, and her insights are a gift for anyone navigating career growth, leadership, or entrepreneurship. Whether you're building a business or defining a new chapter in your career, this episode will remind you that you don't need to fit anyone else's mold you only need to find your own flavor. About Kelly Price: Kelly Price is the founder of ThriveHR and a dynamic leader whose career reflects her deep passion for helping others succeed. After earning her Bachelor's degree in Hospitality Management from Kansas State University, she began her career at Marriott International, where her love for creating meaningful experiences was born. Kelly transitioned into Human Resources as a recruiter and quickly climbed the corporate ladder, serving as a Benefits Manager, Director of HR, and VP of HR. She has played a major role in reducing turnover, improving engagement, and reinventing people strategies across organizations. Today, as a small business owner, she uses her extensive HR background to help companies grow, engage, and retain their people with positivity, integrity, and heart. Connect with Kelly: ThriveHR Website: https://www.thrivehrkc.com/ LinkedIn: https://www.linkedin.com/in/kellypricethrivehr/  

Bill Drysdale, Principal of the Taysa Group, and Ross Hartmann, Founder of Kiingo AI, introduce NCG's new 6-month AI Accelerator Workshop designed specifically for trades businesses who want to gain a competitive edge through practical AI adoption. They explain why AI is a people and strategy challenge rather than a technical one, sharing how the program helps leaders develop clear implementation roadmaps, save time on administrative work, and amplify their team's capabilities without getting overwhelmed by complexity. With limited seats available starting in December, this peer-based workshop offers accountability, proven tools, and industry-specific applications that turn AI from buzzword into business advantage.Summit Members - Check your Summit Weekly or connect with your Coach to register!Today's Podcast is brought to you by Protiv

In this powerful episode, Nicole sits down with Dr. Katie Best, leadership consultant, professor at the London School of Economics, and author of The 10 Toughest Leadership Problems. Together they walk through Katie's practical S.O.L.V.E. framework—five simple steps leaders can use to untangle problems, gain clarity, and take meaningful action.Nicole and Katie explore today's most common leadership challenges: decision fatigue, weak influence, disengaged teams, unclear strategy, performance issues, hybrid work confusion, and culture breakdowns. Through real examples and lively stories, they show leaders how to diagnose root causes, craft smarter solutions, and stay confident in the face of complexity.Whether you're leading a small team or an entire organization, this conversation gives you a toolkit you can use immediately. If you're ready to lead with more clarity, alignment, and vibrancy, this episode will help you S.O.L.V.E. what's been holding you back.Vibrant Highlights:[00:02:58] The S.O.L.V.E. Framework Begins. Katie explains the first step—State the Problem—and why leaders must condense messy challenges into one crisp sentence.[00:04:31] “Open the Box” Nicole and Katie dive into diagnosing root causes and how research, conversations, and curiosity reveal what's really happening.[00:08:20] Venture Forth! Katie (with exclamation point!) warns against overthinking and underacting—and the importance of taking real steps forward.[00:22:49] Influence Isn't Just Data—It's Heart. Katie breaks down why the most persuasive leaders rely on inspiration, warmth, and trust—not spreadsheets.[00:40:06] The Matryoshka Strategy Model. Katie introduces the “Russian dolls” metaphor for organizational alignment—and why everyone must see their piece of the strategy.Connect with Katie:Book: https://a.co/d/bSW98tEWebsite: https://www.katiebest.com/LinkedIn: https://www.linkedin.com/in/drkatiebest/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

In this episode of the HR Leaders Podcast, we sit down with Sharon Doherty, Chief People and Places Officer at Lloyds Banking Group, to explore how Lloyds is preparing its leaders for a world where AI and culture change are happening at the same time. Sharon shares how Lloyds focuses on substance over noise and why leadership behaviour matters more today than ever.She breaks down how the company is helping senior leaders go all in on AI, using global learning trips, reverse mentoring, and safe spaces where executives can learn without fear. Sharon explains how AI, used well, can strengthen culture, improve feedback, and give people better insights instead of overwhelming them.If you care about leading people through constant change, this conversation is for you. It shows why purpose, honest leadership, and real learning are the foundations that keep a culture strong when everything else is moving.

It is not often that Bethany's plans are usurped, but Dr. Jones pulls it off today. Bethany had teed up a completely different subject for today's episode, but Dr. Jones had a different plan and turned the tables! He took a trip down memory lane and focused on the story of Bethany's life, all of the nitty-gritty details that made Bethany squirm in her seat. As they reflect together, they marvel at how when we lean into our natural strengths, we can end up with a career that really does bring us joy. Grab your popcorn and listen to Bethany squirm on this one!  If you're a subscriber, don't miss the BLACK FRIDAY SALE on the Hub. For the next 10 days, all Hub resources are 50% off!! 

Artificial Intelligence and Machine Learning in Human Resources: A Concise Guide by Dr. C. Rasmussen https://www.amazon.com/Artificial-Intelligence-Machine-Learning-Resources/dp/B0FWZQXHMG Curtisrasmussen.focalpointcoaching.com What if a computer could help find the perfect employee or predict who might leave a job? This exciting idea opens the door to a new way of working. Overview This guide explains how artificial intelligence (AI) and machine learning (ML) are transforming human resources (HR). Smart computer programs can quickly review thousands of job applications to find the best candidates, suggest training tailored to employees’ needs, and predict which workers might quit, helping managers take action to keep them. The book includes real-world examples, like how large companies use AI to save time, and covers benefits, such as improved hiring, as well as key concerns, like protecting personal information. At just 61 pages, it's concise by design, following Richard Feynman's wisdom: “If you can’t explain something simply, you don’t understand it well enough.” More pages don't equal more value; in fact, lengthy texts can bury useful insights. Since every organization is unique, this book equips HR professionals and managers with the right questions to ask rather than a rigid roadmap, making it a practical tool for anyone curious about the future of work. About the author Dr. Curtis “Curt” Rasmussen is a leading expert in industrial-organizational psychology with a Ph.D. from Walden University. He specializes in blending human skills with artificial intelligence (AI) and machine learning (ML) to make workplaces better and more efficient. With years of experience in research, consulting, and government roles, he helps businesses use data and tech wisely. His career highlights include owning Cyber-Human Performance Tech, LLC, where he advises small and mid-sized companies on adding AI to hiring and daily tasks while keeping things ethical. He also guides students in George Mason University’s Data Engineering program, focusing on AI tools like natural language processing and computer vision. At the Cybersecurity and Infrastructure Security Agency (CISA), he led workforce planning as a senior I/O psychologist, creating surveys and frameworks that improved employee satisfaction by 45% and helped with smarter hiring. Earlier, he reviewed AI and data science proposals for the Department of Commerce, National Academy of Medicine, and the Office of the Director of National Intelligence, making sure projects were strong and fair. Dr. Rasmussen has invented patent-pending tools like the Multidimensional Algorithm Structure (MAS), which picks the best AI methods by checking data and company needs, and the eXplainable Artificial Intelligence Construct (XAIC), which makes AI easy to understand and trust by involving people in decisions. These ideas help fix common AI problems, like failures or hidden biases.

In this episode of the HR Leaders Podcast, we sit down with Emilee F. DeMartino, SVP and Chief People Officer for McDonald's International Operated Markets, to explore how one of the world's biggest employers keeps a people first culture alive across more than 120 markets. Emilee shares how values like serve, inclusion, integrity, community, and family guide everyday decisions in a world of constant change.She breaks down how AI is fixing real problems for restaurant teams. Hiring that once took 3 days now takes 3 minutes, applications have nearly doubled, and managers get 5 to 6 hours back each week to focus on their crew and customers instead of chasing admin.If you care about building a workplace people actually want to be part of, this episode is worth your time. It shows what happens when culture is not a slogan but a system, and why teams that listen, learn, and adapt will always outrun the ones stuck in old habits.

In this episode of the HR Leaders Podcast, we sit down with Kent Frederiksen, Vice President and Head of Rewards at the LEGO Group, to unpack how one of the world's most beloved brands is preparing for the EU's 2026 pay transparency rules. Kent breaks down why this shift is far bigger than compliance and why it will fundamentally reshape how companies handle data, structure roles, build trust and communicate with employees.He shares LEGO's six-year journey with global equal pay analyses and explains why the hardest part isn't legislation but the organisational mindset shift. Kent reveals the hidden challenges most companies underestimate, including the operational burden, the cultural implications and what it really means to “prove” pay equity in a legally defensible way.Finally, he explores how pay transparency is forcing companies to move from secrecy to partnership, why trust is the real currency in this transition and what HR leaders should be doing right now to get ahead before regulations hit.

On this episode of Secret Ops, we talk with Sarah Smart and Sofia Whelan, Co-Founders of HorizonHuman, to discuss the transformation of HR in today's organizations. We explore HR's shift from compliance to a strategic, tech-driven function, the impact of AI, and the need for agility and user-centric design. In this episode, we discuss the:Evolving role of Human Resources in organizations.Integration of artificial intelligence in HR and its implicationsWorkforce planning as a critical function in HR, especially in the context of AI.Balancing operational excellence with human insightsImportance of agility and flexibility in HR operations

Taylor Mattingly found high-quality revenue in an unusual and sizable B2C business that he happened to be a customer of.Topics in Taylor's interview:Being Co-CEO with his best friendBuying a business he was a customer ofAcquiring a business in his hometownConfusing, deregulated Texas energy marketHow Energy Ogre differs from a typical brokerKeeping his call center in Texas“Set it and forget it” model“Listening tour” in the first 100 daysAdopting the EOS modelHigher leverage deal structureReferences and how to contact Taylor:LinkedInEnergy OgreGet 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 mark@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 TwitterEdited by Anton RohozovProduced by Pam Cameron

Today's agenda:  Brostel warehouse Cringe corporate speak: moonlighting Hot topic: all things over employment Why is job stacking so popular? Staying financially afloat in a post-covid world The internet and the gig economy boom The pros and cons of fractional work When can job stacking and side hustles become a conflict of interest? Questions/Comments  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.  Subscribe to the HR Besties Newsletter - ⁠⁠⁠⁠⁠⁠⁠⁠https://hr-besties.beehiiv.com/subscribe⁠⁠⁠⁠⁠⁠⁠⁠ 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, follow us on socials for the latest updates, and join us at our virtual happy hours to share your HR stories. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Heyyy, Work in Progress listeners! We’re thrilled to share a special episode takeover from Tell Me Something Messy—the raw, hilarious, and heartfelt podcast hosted by actor, writer, and activist Brandon Kyle Goodman. In this intimate conversation, Brandon sits down with Sophia Bush to explore what happens when your personal evolution doesn’t fit the timeline others expect—diving into career pivots, heartbreak, community, faith, and the practice of coming home to yourself, baby! Brandon also opens up about how their staged production, Heaux Church, produced by Lena Waithe, has helped reframe some of their views on community, identity, and self-compassion. ✨ Tell Me Something Messy is the podcast where vulnerability meets humor, hosted by Brandon Kyle Goodman (Big Mouth, Human Resources). Each week, Brandon and guests unpack the beautiful contradictions of being human—sex, spirituality, friendship, forgiveness, and all the glorious mess in between. Listen and watch full episodes on YouTube @BrandonKGood and wherever you get your podcasts. Follow and join the messy community on Substack.Instagram: @TellMeSomethingMessyTikTok: @TellMeSomethingMessySee omnystudio.com/listener for privacy information.