Podcasts about human resources director

This week on The DeCesare Group Podcast, join Jim DeCesare for his conversation with John Oliver, Human Resources Director at Vybond, formerly known as Berry Plastics. John is the President of the Mid-South SHRM chapter, an affiliate of the Society for Human Resource Management, based in Franklin. https://midsouth.shrm.org/The local chapter was chartered in 2002, creating a network of Human Resource professionals and those interested in the Human Resource profession.John provides some insight into current workforce issues, trends in HR and how medical marijuana could impact industries.Catch The DeCesare Group Podcast every Sunday morning at 7 on 95.1-WGGC. If you enjoy The DeCesare Group Podcast, leave us a review, and to learn more about The DeCesare Group visit our website, https://www.thedecesaregroup.com/ and check us out on YouTube, https://www.youtube.com/@TheDeCesareGroup.

Are you ready to be inspired? Because the woman you are about to hear is truly a powerhouse of resilience and leadership! Her name is Krista Ryan, and she is a dynamic speaker, author, and workplace performance expert. As a third-generation owner and former Human Resources Director of her family's bank, Krista brings nearly two decades of experience in the financial industry. Her journey took a transformative turn after surviving the Route 91 Harvest Music Festival tragedy in Las Vegas, leading her to develop the 'Keep F*!#ing Going' (KfG) Method—a motivational framework designed to help individuals and organizations thrive through chaos and change. Krista's insights have empowered C-suite executives, entrepreneurs, elite athletes, and more. She's also the CEO and founder of KfG Coaching, LLC, a Bravely Pro Coach, and a 'Room Tilter' with Limitless Minds. Her book, 'Keep F*!#ing Going: A Formula to Live Better and Lead Stronger Through Chaos and Change,' encapsulates her philosophy and strategies for turning adversity into strength.  Connect with Krista Ryan on her website: https://www.kristaryan.com/  On LinkedIn: https://www.linkedin.com/in/krista-ryan-pcc-b91830164/ Get her amazing book: https://a.co/d/fTp5qwG  = = = = = Join the AI Conversation You've Been Waiting to Have without the Hype or the Noise.  Get my books here:   The River Only Runs One Way  The Far Unlit Unknown = = = = = Thank you for supporting the show! Your 5-star rating and review makes a difference -- it's easy to leave one and it helps spread the word about the podcast! Best social places to connect with me:  @maryloukayser (Instagram) https://www.linkedin.com/in/mlkayser/ (LinkedIn)

“As soon as you start dreaming and you complete a dream, that's a win. And you can build off of that and you can start seeking out more dreams that you want to achieve.In this episode of Lead with Culture, Patty Croom, Human Resources Director at Lehan Drugs, returns to share how The Dream Manager Program continues to shape their workplace two years after implementation. With nearly half of employees participating, the program has strengthened engagement, personal growth, and company culture. Patty highlights Certified Dream Manager Jenelle Robers' role in creating a supportive environment where employees achieve both big and small wins. She also reflects on her own journey of writing and publishing a book, an experience that brought both challenge and inspiration.In this episode, you'll discover:How the Dream Manager Program transforms workplace cultureStories of personal growth and its ripple effect on engagementWhy investing in employee dreams leads to a thriving organizationInvest in a coach to achieve your dream: https://www.floydcoaching.com/Things to listen for:(00:00) Intro(01:31) The impact of The Dream Manager program(04:22) Jenelle's role and contributions(07:19) Measuring the ROI of the program(14:55) Patty's personal dream journey(16:20) The experience of publishing a book(18:32) The emotional impact of sharing stories(21:54) Highlighting dreamers at Lehan Drugs(27:19) The gift of coachingDiscover how to implement The Dream Manager Program:https://www.thedreammanager.com/Invest in a coach to achieve your dreams: https://www.floydcoaching.com/Resources:Floyd CoachingThe Culture AssessmentMatthew Kelly's BooksFloyd Coaching's BlogConnect with the GuestPatty Croom's LinkedInLehan Drugs Official WebsiteConnect with the Host & Floyd Coaching:Kate Volman's LinkedInFloyd Coaching on LinkedInFloyd Consulting on FacebookFloyd Consulting on TwitterFloyd Consulting on YouTube

In Episode 43 of The Town Manager Download, Kevin and Taylor sit down with Kristina Ordung, Shrewsbury's Human Resources Director, to explore Shrewsbury's shift from a longevity-based pay model to a performance-based appraisal system designed to attract, retain, and motivate top talent. Learn how this transformation is shaping a high-performing workforce and aligning employee success with the Town's strategic goals.

Carmen Amara, Chief People Officer at Yelp, shares her journey into HR, emphasizing the importance of finding purpose in work and creating a people-first culture. She discusses the power of storytelling, Yelp's shift to remote work, and the role of empathy in leadership, and she debunks myths about HR--particularly the misconception that one must choose between profit and people. What is Your Why? Carmen discusses her desire to make an impact, and how she found a purpose in HR: helping businesses solve complex problems using people, while helping people broaden their skills and develop careers. Yelp's Culture of Belonging Carmen talks about the importance of people-first company culture, and how she was drawn to Yelp's mission, values, and culture of inclusion. Embracing Remote Work Culture Carmen explains Yelp's data-driven decision to stay remote-first after the pandemic, and how listening to employees has been foundational to the company's decision-making. Empathy in Leadership Carmen discusses how empathy in leadership is now more important than ever as the lines between work and life can sometimes blur. Navigating AI in the Workplace Carmen explains how AI can enhance human work rather than replace it, as well as how Yelp is maintaining the integrity of first-party reviews. About Carmen Amara Carmen joined Yelp in 2022 to lead People Operations. She is an accomplished human resources executive with over 20 years experience helping employees and global organizations succeed. Prior to Yelp, Carmen served as Vice President of Global People Operations & Development at eBay. She was also a Human Resources Director at Home Depot where she provided strategic direction for a variety of operational and corporate functions. Carmen holds a B.A. in Spanish and International Relations from Colby College, an MBA in International Business from Bentley University, and is certified in Executive Coaching through Columbia University. LinkedIn: https://www.linkedin.com/in/carmenamara/ Yelp: https://www.yelp.com/ Host: Jessica Kriegel Website: jessicakriegel.com LinkedIn: linkedin.com/in/jessicakriegel Instagram: @jess_kriegel Culture Partners Website: culturepartners.com LinkedIn: linkedin.com/company/culturepartners

FORUM RISORSE UMANE 2024 | Talk Show in collaborazione con Risorse Professional| Recruiting & Skills |"SVELARE IL POTENZIALE: INNOVARE LA SELEZIONE PER RIDURRE IL MISMATCH DELLE COMPETENZE".Il mismatch delle competenze rappresenta oggi una delle principali sfide per le aziende.Questo Talk Show esplora nuovi paradigmi di selezione, che vanno oltre il tradizionale focus sulle qualifiche tecniche per identificare e valorizzare il potenziale dei candidati. Attraverso l'analisi di casi di successo e la discussione di strategie innovative, discuteremo di come le aziende possano adeguare i loro processi di recruiting e reskilling per trovare le persone giuste e favorire una crescita sostenibile. Cercheremo di capire in che modo, innovando i criteri di selezione, sia possibile ridurre il mismatch delle competenze.Conduce: Enrico Ariotti, CEO & Co-Founder / nCore HR.Intervengono:Lara Carrese, CHRO, Advisor to CEOs and Board Member.Oscar Correnti, Managing Director / Risorse Professional.Serena Rossi, Human Resources Director, Italy / Siemens Healthineers.Arianna Laura Timeto, Marketing Manager Italy & Greece / Acer.Ugo Venier, Senior HR Director / ContourGlobal.Per collaborare come Speaker e Partner agli eventi di Comunicazione Italiana: marketing@comunicazioneitaliana.it

This episode features an interview with Ellen Maier, Human Resources Director at Zignaly. Ellen is an experienced HR leader committed to enhancing remote work settings and empowering employees. With a strong background in HR and organizational psychology, she fosters an inclusive and growth-focused culture for the Zignaly team.In this episode, Shawn and Ellen discuss creating trust within a remote team, the importance of personal connections in the workplace, and benefits and practices of being an email-free organization.-------------------“When you say email-free, it's equal to clutter-free. When you consider you're wasting so much valuable time because, time is money and you also have an amount of energy. The crazy thing is that everyone that works with email, they start reading, checking everything in the morning. Once they finish that, they have no other energy to do anything else. You can miss important information, important updates.” – Ellen Maier-------------------Episode Timestamps:*(02:12): Getting to know Ellen*(06:39): Building a trusting remote culture at Zignaly *(22:14): How Zignaly manages an email-free work environment *(28:51): Strategies for global team management*(37:11): AI in human resources*(41:47): What's next for Zignaly and Ellen-------------------Links:Connect with Ellen on LinkedInFollow Ellen on XLearn more about ZignalyFollow Zignaly on XConnect with Shawn on LinkedInCohesion PodcastAbout Simpplr

  How do you take on the workday and keep your cool? Joining Sarah in the studio, Samantha Galeano, Ritter's Human Resources Director, talks about her strategies - active listening, laughter, and caffeine, just not quite in that order.   What strategy keeps you motivated? We want to hear about it! Send a message by email to ASGPodcast@RitterIM.com or call us at 1-717-562-7211.   Follow Us on Social! Ritter on Facebook, https://www.facebook.com/RitterIM Instagram, https://www.instagram.com/ritter.insurance.marketing/ LinkedIn, https://www.linkedin.com/company/ritter-insurance-marketing TikTok, https://www.tiktok.com/@ritterim X, https://twitter.com/RitterIM and Youtube, https://www.youtube.com/user/RitterInsurance     Sarah on LinkedIn, https://www.linkedin.com/in/sjrueppel/ Instagram, https://www.instagram.com/thesarahjrueppel/ and Threads, https://www.threads.net/@thesarahjrueppel  Tina on LinkedIn, https://www.linkedin.com/in/tina-lamoreux-6384b7199/   Stay Motivated with These Episodes: Creating Margin & Taking Back Control of Your Time: https://link.chtbl.com/ASGMM9 Eating Frogs & Slaying Dragons: https://link.chtbl.com/ASGMM8    Staying Motivated Amidst Change & Disruption: https://link.chtbl.com/ASGM20240710 The Power of Listening & Laughter: https://link.chtbl.com/ASGMM10 You're Not Alone This AEP! https://link.chtbl.com/ASGM20241104     Not affiliated with or endorsed by Medicare or any government agency.

The rapid acceleration of change has left many organisations grappling with the most immediate requirements, but people professionals also have an instrumental role to play in demonstrating necessary upskilling strategies and transforming the skills required for future long-term success. So, what can they do to avoid falling into a familiar cycle of tackling the urgent but neglecting the important? Join Nigel Cassidy and this month's guests: Human Resources Director at Government Property Agency, Martin Keeler; Chief Marketing Officer at Udemy, Genefa Murphy; and Tom Ravenscroft, Founder and CEO at The Skills Builder Partnership, as we explore – standing at the precipice of revolutionary technological change – what you need to consider when it comes to implementing a successful upskilling strategy, and ensure your organisation is future-fit.

This week I had the pleasure of interview Nick Mair on the podcast.  I met Nick on LinkedIn and was drawn to his authenticity and vulnerability and openness in sharing his mental health struggles. I often talk about the premise that purpose can be borne from the contrast of our suffering, and Nick is an example of that. Nick is now a mental health first aid trainer and on a mission to help people not only read the signs that someone could be thinking of taking their life, or be suffering anxiety, depression or psychosis, but to have the skills to be able to listen and de-escalate the situation....as he experienced when I spoke to Michael from Lifeline in his darkest hour. I didn't know about mental health first aid training until speaking to Nick and being a former Human Resources Director, I now feel urged to invite those who are in positions of influence to consider having your leaders to be mental health first aid qualified, or at best your entire organisation.   When I think about the ripples of having these skills in the work environment and at home, we can really make an enormous impact. Please reach out to Nick so that we can make a real positive dent together in caring for those around us in a really simple yet powerful way. Here are Nick's details and what he gets up to Core offering:   MHFA, MH awareness presentations, men's retreats, career coaching. Website:            www.mentalhealthpack.com.au LinkedIn:           http://linkedin.com/nick-mair-mental-health Podcast:            https://podcasters.spotify.com/pod/show/themanoclockshow

On today's episode of The Executive Appeal Podcast join Alex D. Tremble (CEO of GPS Leadership Solutions & KeynoteSpeaker) and Doretha Polite (Director of People at the Texas Civil Rights Project) as they explore the delicate balance between humility and confidence in leadership. Discover Doretha's insights on commanding a room with grace, interacting with authenticity, and fostering supportive teams by leveraging individual values and strengths. Tune in for actionable advice on building effective, empathetic teams.Guest BIO:Doretha Polite is a dynamic and charismatic force of inspiration. With an unwavering commitment to igniting the flames of potential in others, Doretha Polite has dedicated her life to empowering individuals to overcome obstacles, seize opportunities, and live their best lives. In her spare time, she loves writing, cycling, and spending time with her husband, Brett.Born with an unquenchable thirst for personal growth and a deep-seated belief in the human spirit, Doretha has triumphed over her own challenges and emerged as a beacon of hope for countless others. From humble beginnings in Gary, Indiana to soaring heights, her journey is a testament to the transformative power of resilience, determination, and unwavering faith in God.Doretha Polite has spent over 25 years as a business leader and as a Senior Human Resources executive. She is the owner and CEO of Polite Consulting where she provides executive leadership coaching, life coaching, and Human Resources expertise. As a seasoned leader and motivational speaker, Doretha has graced stages, leaving audiences spellbound with her electrifying presence and powerful words. With a unique ability to connect on a profound level, she has touched hearts and sparked change in the lives of thousands. She currently serves as the Human Resources Director for a Civil Rights Organization in Texas where she is using her skills to support Texas Civil Rights Project in their quest to serve the community.With boundless energy and an infectious enthusiasm for life, Doretha Polite has the remarkable gift of turning adversity into advantage, setbacks into steppingstones, and dreams into reality. Her messages are not just motivational; they are life-altering and transformational, providing individuals with the tools and mindset needed to embrace their potential and create a future filled with purpose and fulfillment.Doretha Polite is more than just a leader and speaker; she is a catalyst for transformation, a guide for those seeking the path to greatness, and a living testament to the extraordinary heights one can reach with the right mindset and unwavering determination. Doretha Polite is a journaling enthusiast. She believes in the power of writing down your dreams and goals so you can see them and then achieve them. She is the author of several journals. Her favorite journal is the “Moments of Reflection Journal.”Prepare to be inspired, motivated, and moved. Doretha Polite is here to empower you to rise above, dream big, and live your best life. Your journey to greatness begins here.

In this powerful and inspiring episode of the Do Good to Lead Well podcast, we sit down with Don Romano, CEO of Hyundai Canada, to unpack his revolutionary approach to leadership that reshaped the entire company's culture. Don shares his compelling journey from battling challenging customer and dealer relations to fostering a thriving environment where trust, inclusivity, and open dialogue are the cornerstones of success. Through captivating stories and key experiences, Don illustrates the power of listening and cultural understanding, drawing from his time in the Middle East to his current initiatives at Hyundai Canada. Learn about "Discussions with Don," an initiative that promotes honest and fear-free communication, and see how this approach has driven both productivity and creativity within the organization. Don's perspective on the delicate balance between being receptive to feedback and managing expectations offers invaluable insights for leaders at all levels. Lastly, we explore the profound impact of authentic leadership and values alignment. Hear firsthand how Don integrates core values like honesty, integrity, and resilience into the very DNA of Hyundai Canada, and how these principles have spurred business growth and innovation. Don's commitment to diversity, equity, and inclusion (DEI) is not just a corporate mantra but a lived reality that provides a competitive edge and a more engaging workplace. This episode is filled with valuable wisdom for anyone seeking to cultivate a positive, inclusive and high-performing organization. What You'll Learn: • Rebuilding trust through active listening. • The significance of fostering a psychologically safe environment for driving innovation and performance. • How authenticity and self-awareness shape effective management. • Strategies for integrating diversity, equity and inclusion into business practices. • How inclusivity can transform company culture. • The importance of aligning organizational values with employee development. • The balance between being receptive to feedback and managing expectations. Podcast Timestamps: (00:00) Rebuilding Trust Through A Listen-First Philosophy (12:44) Asking Questions: A Key Change Management Skill (20:03) The Power of Authentic Leadership (28:00) Diversity, Equity and Inclusion: Driving Forces for Success (32:57) Core Values Alignment: A Leadership Superpower (44:07) Leading with Empathy More of Don: Don Romano is the President and CEO of Hyundai Canada, a position he has held since January 2014. Under his leadership, Hyundai Canada has risen to become one of the nation's leading automotive brands and the largest mainstream electric vehicle distributor. Romano is recognized for championing initiatives that promote a diverse and inclusive corporate culture, resulting in Hyundai Canada being named a great place to work for five consecutive years and one of the best workplaces for women. The company has also been honored as a five-star Diversity and Inclusion Employer by Human Resources Director. In 2021, Automotive News named Romano a notable champion of diversity. Prior to joining Hyundai, Romano held senior positions at Toyota, Nissan North America, and Mazda Motor Company. Mentions: Radical Candor: Be a Kickass Boss Without Losing Your Humanity by Kim Scott Key Topics Discussed: Positive Leadership, Building Trust, Open Communication, Organizational Culture, Customer Experience, Active Listening, Receiving Feedback, Authentic Leadership, Values Alignment, Diversity, Equity, Inclusion, Employee Development, Creativity, Positive Work Environment, Psychological Safety, Self-Awareness, Empathy, Adaptability, Career Development, Learning from Mistakes, Fostering Innovation, High-Performance Leaders, Inclusive Organization, CEO Success. More of Do Good to Lead Well: Website: https://craigdowden.com/ LinkedIn: https://www.linkedin.com/in/craigdowden/

Take a leadership journey with Sara Feister and I as she shares powerful leadership nuggets to enhance not only your Leadership & Work/Life Harmony... but also that of those you're leading!Sara Feister, PHR, is the Human Resources Director at Oshtemo Charter Township and the Vice President of the Kalamazoo Human Resources Management Association. She holds a bachelor's degree in Human Resource Management from Western Michigan University and has been in HR for 10 years. Sara is a lifelong resident of Southwest Michigan. Her favorite part of HR is compensation & benefits. Building and maintaining relationships with the employees that she serves is very important to Sara. She enjoys taking time out of each day to check in with as many employees as possible! In her free time, you'll find Sara spending time with her family and her friends. She loves to host get togethers at her home! Sara and her husband Lance have three daughters and currently live in Vicksburg, MI.

Join host Japhet De Oliveira and his guest, Sarah Gutierrez, Human Resources Director for Adventist Health Simi Valley, for a meaningful conversation about falling into the world of Human Resources, learning to enjoy new food, ingredients for the best breakfast burritos, and her mother's incredible impact on her life.

Join host Japhet De Oliveira as he connects with Gary Obreque, Human Resources Director for the Central Coast Service Area, for an engaging conversation about his upcoming trip to Egypt, the impact of mission work, supporting others in finding their purpose and how painful memories can shape you into a grateful person.

"Show up as your authentic self, and things will go smoother. You will be more confident in every way."Welcome to the first episode of the Stand Tall in Your Story series, where we share stories celebrating women, humanity, vulnerability, humility, and courage.In this episode, we are joined by Hannah Wiscaver, Human Resources Director at TrueScripts, to share her experience and the importance of being authentic. She talks about how showing up as your true self can lead to greater confidence and stronger connections with others, her experiences working at a clothing store during college, and why you should embrace uniqueness.In this episode, you'll learn:Embrace who you truly are and bring that person into your work life to become more confidentLook beyond the surface and take the time to get to know people for who they truly are for meaningful connections and relationships to flourishTake the initial seven seconds of meeting someone to accept and connect with them to foster strong relationshipsThings to listen for:[03:59] The 7-month rise and thrive experience inspires many[06:29] Embracing authenticity inspires others[10:28] Hannah dreamed of fashion[15:47] Knowing customers leads to top sales success[18:51] Embrace your uniquenessConnect with Rebecca:https://linktr.ee/rebeccafleetwoodhessionauthor

Your host, Sri Chellappa, talks with the Human Resources Director, Tina Greer. Middle management often finds itself in the corporate shadow, outshone by the allure of top leadership and the frontline hustle. Yet, as Tina explored, these managers are the linchpin of any organization, directly influencing frontline teams and shaping the customer experience. It's high time we spotlight their pivotal role and prioritize their development.The crux of the conversation centered on strategies for cultivating a strong middle management cadre. Tina underscored the critical need for senior management to support this endeavor actively. She highlighted essential skills for middle managers, such as problem-solving, effective feedback, communication, and relationship-building, all of which have a direct impact on employee retention.To learn more about Tina's work, click HERE.Think you'd be a great guest on the show? Apply HERE.Want to learn more about Sri's work at Engagedly? Check out his website at https://engagedly.com/.

On today's episode of The Executive Appeal Podcast join Alex D. Tremble (CEO of GPS Leadership Solutions & #KeynoteSpeaker) and Collin Gehl (HR Director at Say Yes Buffalo) as they explore the significance of intentional leadership. Discover why taking the time to reflect on personal goals is crucial for leaders to align their behaviors with their aspirations, fostering growth and effectiveness within their organizations.Guest Bio:Collin Gehl is a Human Resources professional from Buffalo, New York. In 2021, Collin was named Say Yes Buffalo's first full-time Human Resources Director in 2021. As HR Director, Collin is responsible for the overall administration of the HR Department. He ensures that the department supports the agency's strategic and business plans, and as well as complies with all federal, state, and local employment regulations. In addition, Collin oversees all agency trainings, hiring practices, and the salary/market assessments. As HR Director, he sits on the agency's Senior Leadership Team, Racial Equity & Inclusion Committee, and Self-Care Committee. Collin developed and facilitated the organization's Leadership 101 program for emerging leaders within the organization. Leadership 101 was awarded the inaugural SHRMLab's Better Workplace Challenge Cup Champion---Member Track.Collin is the President of the Board of Directors of the Buffalo Niagara Human Resources Association, having served on the board since 2018. He has a background working in non-profit organizations in roles such as education administration, museum management and project management. He has a Bachelor's Degree in English from the University at Buffalo and a Master's Degree in Organizational Leadership from Medaille University. Collin is also on the board of directors for Just Buffalo Literary Center. He is a member of the Emerging Philanthropists of Color (under the Community Foundation for Greater Buffalo) and an alumnus of Leadership Buffalo (Rising Leaders '04).

Julie Hamilton has over 20 years of Human Resource Management experience and has been a Certified Fibromyalgia Coach for over 7 years. She was diagnosed with fibromyalgia in 2009. As a Human Resources Director, she knew the resources to use such as Family Medical Leave Act and workplace accommodations to help her with the tasks she was struggling with. She didn't need to worry about her job when she needed to take time off for flare days or medical appointments. She went from missing two to four days per month to missing two days or less a year. Then after relocating to Ohio, her chronic illness made it impossible for her to work. That is when she studied to become a Certified Fibromyalgia Coach and learned to manage her fibromyalgia. She has gone from being in bed 90% of her life to walking three miles a day and even participated in her first 10k. She now helps professionals who have fibromyalgia maintain their career and regain their active social life. Her goal is to help companies create an inclusive environment for the chronically ill and assisting them in implementing policies to benefit both the employee and the company. She understands what it takes to make it work and can educate the company and the employee on how this collaboration can work. Connect with Julie: www.coachingpi.comhttps://www.facebook.com/coachingpihttp://linkedin.com/in/julie-hamilton-20582769 This episode is sponsored by: DirectSuggest: ⁠⁠⁠https://www.directsuggest.com/subscribe.php?id=6992⁠⁠⁠ Use Promo Code: HumanHR Connect with Traci here: ⁠⁠https://linktr.ee/HRTraci⁠⁠ Don't forget to rate this podcast 5 stars, leave a review, and subscribe!   Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Chernoff is actively employed by. --- Send in a voice message: https://podcasters.spotify.com/pod/show/hrtraci/message Support this podcast: https://podcasters.spotify.com/pod/show/hrtraci/support

"The impact of work on the human experience is profound and spills into societal well-being.”In this Future of Work series episode, Rebecca and Angela Shell, Human Resources Director at Omni Technologies, discuss strategies to introduce more autonomy in the workplace and fight the effects of overwhelming stress. Along the way, Angela also shares her approach to revolutionizing HR within her company and the need for a human-centric hiring process.Listen in to hear key strategies on how companies should approach their workplace for a transformative experience and a successful future.In this episode, you'll learn:Foster a culture where employees feel they have control over their workAllow for small, strategic changes in daily tasks, encourage regular breaks, and cut down unnecessary meeting times to maintain motivation and prevent burnoutPrioritize human-centric hiring practices to help your company see beyond resumes and recognize the value that diverse backgrounds bring to the workplaceThings to listen for:[05:53] How to address burnout[13:34] Pushing for change in job degree requirements[21:07] Work shapes human experience and impacts personal life[31:51] The importance of human connection at work[36:44] Seek autonomy in decision-making and future workConnect with Rebecca:https://linktr.ee/rebeccafleetwoodhessionauthor

On today's podcast, we interview Human Resources Director, Janell Crane to discuss the high number of staff vacancies the County is facing and the impact this reduction in workforce is having on the county's ability to serve residents.

In this episode, Paolo Gallo, Coach, Keynote Speaker, and Author taps his extensive leadership experience and new book to discuss his journey to effective leadership. He explores the significance of emotional intelligence for connecting with people in difficult times. Gallo talks about governance and ethics as the foundation for organizational trust. He reflects on early life lessons that shaped his human-centred leadership. Ultimately, Gallo focuses less on the external traits and more on the internal evolution required in the development of impactful leaders. 00:33- About Paolo Gallo Paolo is the Human Resources Director at the World Economic Forum.  He's an adjunct professor at SDA Bocconi and is a coach, a keynote speaker and an author. His latest book is titled The Seven Games of Leadership.  --- Support this podcast: https://podcasters.spotify.com/pod/show/tbcy/support

Join us as we explore the dual lanes of career fulfillment and personal relationships with Kate Walker, an HR consultant turned author. In this episode, she navigates her accidental journey into HR, unraveling two decades of corporate success before transitioning to a consultancy and writing career. Delve into her book's narrative, "A Candid Conversation: Lessons in Life, Love, and Leadership," which unpacks profound relationship lessons learned amid dissolution. Kate and host, Elaine Starling, dive into defining abundance, reframing thoughts, and fostering curiosity to unlock transformative change. Discover the magnetic power of authentic leadership and the crucial internal shifts leaders must embrace. Join us for an engaging, insightful conversation on self-discovery, leadership, and the intertwined paths of career and personal growth. About the Guest:(bio, personal links, resource links)Kate Walker is an Executive Leadership and Human Resources expert and Author. SPHR and SHRM-SCP certified, Kate has over two decades of senior-level corporate Human Resources experience, serving as Human Resources Director at global companies in marketing, gaming and sports including Nintendo, United States Tennis Association, Publicis and TBWA. In her new book, ‘A Candid Conversation: Lessons in Life, Love, and Leadership”, Kate seeks to inspire women of all ages looking to redesign their lives to go on a journey of self-awareness. On her own path of discovery, Kate learned how to establish boundaries, identify values, and create a road map toward elevated happiness and peace. In researching and studying relationship dynamics and mindset tools, she unlocked the courage to make big decisions with herself in mind. She then took steps to leave an unhealthy relationship, quit her job, and start her own business. Both a memoir and a guide to reflection, empowerment, and success on your own terms, A Candid Conversation offers hope and practical help. Kate encourages readers to ditch self-defeating mental programming and habits. She draws on her own trials, errors, and experiences to help women overcome obstacles and design a dazzling future.Free Gift: My Personal Brand Workbookhttps://www.katewalker.com/brand How to Show Support: Interact with my book - purchase, review, follow me on social media, anything they can do to help spread my message! Social Media Links:Website: https://www.katewalker.com/Instagram: https://www.instagram.com/thekatewalker/Facebook: https://www.facebook.com/katewalkercoachingLinkedin: http://www.linkedin.com/in/kate-walker-sphrAbout the Host, Elaine Starling: (bio, personal links, resource links)An international TEDx speaker, bestselling author, coach and mentor, Elaine Starling is recognized for her video show and podcast, The Abundance Journey.After a comprehensive conversation with our higher power during a stroke, Elaine...

In this engaging episode, we sit down with Juan Taveras, co-founder of DEI Pro Finder, a trailblazing platform dedicated to connecting organizations with skilled Diversity, Equity, and Inclusion (DEI) consultants. Juan, with his extensive background in human resources and DEI, brings a unique perspective to our discussion. We will explore the evolving landscape of DEI in the business world and how DEI Pro Finder is revolutionizing the way organizations approach these crucial initiatives. Juan will share his insights on the challenges and opportunities in implementing effective DEI strategies in various workplace settings. Delving into his personal experiences, Juan will recount his journey from encountering DEI-related challenges in his role as a Human Resources Director to conceptualizing and establishing DEI Pro Finder with his wife, Dr. Lauren Taveras. This story is not just about business but also about a shared vision and passion for making a tangible impact in the world of DEI. Furthermore, we'll discuss how DEI Pro Finder's mission and core values - including courage, integrity, and balance - influence its operations and the connections it fosters between businesses and DEI professionals. Juan will offer his expert advice for leaders looking to enhance their DEI initiatives and create more inclusive and diverse workplaces. This episode is a must-listen for anyone interested in understanding the complexities of DEI in the modern workplace and seeking inspiration from a leader who is making a significant difference in this field. Tune in for an enlightening conversation with Juan Taveras, a pioneer in promoting diversity, equity, and inclusion in the corporate world. To connect with Juan, visit his website: https://www.deiprofinder.com/ Disclaimer: Not advice. Educational purposes only. Not an endorsement for or against. Results not vetted. Views of the guests do not represent those of the host or show. Do your due diligence. Click here to join PodMatch (the "AirBNB" of Podcasting): https://www.joinpodmatch.com/drchrisloomdphd We couldn't do it without the support of our listeners. To help support the show: CashApp- https://cash.app/$drchrisloomdphd Venmo- https://account.venmo.com/u/Chris-Loo-4 Buy Me a Coffee- https://www.buymeacoffee.com/chrisJx Thank you to our sponsor, CityVest: https://bit.ly/37AOgkp Click here to schedule a 1-on-1 private coaching call: https://www.drchrisloomdphd.com/book-online Click here to purchase my books on Amazon: https://amzn.to/2PaQn4p Follow our YouTube channel: https://www.youtube.com/chL1357 Follow us on Twitter: https://www.twitter.com/drchrisloomdphd Follow us on Instagram: https://www.instagram.com/thereal_drchrisloo Follow us on Threads: https://www.threads.net/@thereal_drchrisloo Follow us on TikTok: https://www.tiktok.com/@drchrisloomddphd Follow the podcast on Spotify: ⁠https://podcasters.spotify.com/pod/show/christopher-loo⁠ Subscribe to our Substack newsletter: https://substack.com/@drchrisloomdphd1 Subscribe to our Medium newsletter: https://medium.com/@drchrisloomdphd Subscribe to our email newsletter: ⁠https://financial-freedom-for-physicians.ck.page/b4622e816d⁠ Subscribe to our LinkedIn newsletter: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=6992935013231071233 Join our Patreon Community: https://www.patreon.com/user?u=87512799 Join our Spotify Community: ⁠https://podcasters.spotify.com/pod/show/christopher-loo/subscribe⁠ Thank you to our advertisers on Spotify. Financial Freedom for Physicians, Copyright 2024

“A company doesn't have to be employee-owned to give your employees a voice.”- Kristi SpindlerDo you like ESOPs?  Most people do.  Wondering if it's small alien species on a planet in the Star Wars universe?  Nope.  ESOP stands for Employee Stock Ownership Plan, and it's an acronym used frequently by wholly employee-owned companies.  In today's episode, my guest shares what she loves about working in HR in an ESOP environment.  We also spend some time in the latter part of the episode talking about advocating for support for women in the workforce, from parental leaves to daycare subsidies.  My guest is Kristi Spindler. Kristi Spindler, Human Resources Director at Dakota Supply Group, has nearly 20 years of HR experience leading HR teams focused on company growth and engagement. Kristi lives with her husband and two daughters in Fargo, ND. Kristi received her bachelor's degree from The College of St. Scholastica in Duluth, MN and has a Master's degree in Organizational Management from Concordia University in St. Paul, MN. Kristi is a current board president of BIO Girls, Prairie Business' 2021 Top 25 Women in Business, was an All-American collegiate soccer player and now spends time coaching and cheering her girls on in sports.In this episode of Talent Management Truths, you'll discover:The advantages of doing HR in an employee-owned business with an  ESOP (Employee Stock Ownership Plan) and ideas for what you can do if you don't work in an employee-owned businessThoughts on the importance of people leaders on team engagementWhy advocating for women in the workforce is important and ideas on how to do thisLinksKristi Spindler on Linkedin: https://www.linkedin.com/in/kristi-spindler-6807215/ Stay Connected JOIN our free, value-added Community of Peers and Learning! Lisa hosts regular FREE Talent Talks for HR and Talent Management Leaders to expand your network, spark ideas and learn with your peers. We leverage large group discussion and small group breakouts: https://www.greenappleconsulting.ca/TalentTalks Share the Show Like what you've heard? Pretty please with an apple on top - kindly leave me a 5* review so that others can find the show and elevate their impact too! Here are the simple instructions: Launch Apple's Podcast app on your iPhone or iPad. Tap the Search icon (on the botton) and search for “Talent Management Truths.” Tap the album art. On the podcast page, tap the Reviews tab. Tap Write a Review at the bottom of this page. Follow me LinkedIn: https://www.linkedin.com/in/lisa-mitchell-acc-ctdp-7437636/ Instagram: @greenappleconsulting Facebook: https://www.facebook.com/greenappleconsulting.ca

Once again, Cassandra Melvin, SEMI Europe, takes over the mike from Françoise von Trapp to lead a panel discussion on the Future of Work in the semiconductor industry. We join the panel discussion in progress, as it was part of a session on the Future of Work that took place in Munich during SEMICON Europa.  You'll hear from Flemming Kehr, the Global Practice Lead, Sustainability, for Mercuri Urval, Christine Pelissier, General Manager of Customer Center EMEA at Edwards, and Emma Derby, Human Resources Director at Vodafone. They discuss what current and future leaders need to embrace to be successful. Listen and learn about: What makes a good leader How the leadership paradigm shiftedGaps in current leadership styles or styles that may prevent semiconductor industry growth How to develop the leaders of tomorrow What qualities are most important for tomorrow's leadersThe impact of diversity, equity, inclusion and belonging in leadership And more….Find the Speakers on LinkedIN·      Cassandra Melvin, SEMI ·      Flemming Kehr, Mercuri Urval·      Christine Pelissier, Edwards·      Emma Derby, Vodafone This wraps up season 3 of the 3D InCite podcast! We'll take a short break but will be back with all new episodes in 2024. That should give you time to catch up on all the episodes you've missed. In the meantime, Happy Holidays from all of us at 3D InCites, to all of you! SEMI A global association, SEMI represents the entire electronics manufacturing and design supply chain. Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showBecome a sustaining member! Like what you hear? Follow us on LinkedIn and TwitterInterested in reaching a qualified audience of microelectronics industry decision-makers? Invest in host-read advertisements, and promote your company in upcoming episodes. Contact Françoise von Trapp to learn more. Interested in becoming a sponsor of the 3D InCites Podcast? Check out our 2023 Media Kit. Learn more about the 3D InCites Community and how you can become more involved.

Most men and women who live in dysfunctional marriages are challenged to find the strength and courage to leave, navigate what may very well be a high conflict divorce and figure out how to reinvent themselves post divorce. Today's guest walks us through her journey of using the pain of childhood challenges and an oppressive marriage to fuel personal growth and a better next chapter.Kate was a monied spouse who also took on the lion's share of raising the family and household tasks. Overwhelmed and exhausted with two little children, and a corporate job, Kate had to create an exit plan to leave her marriage and reinvent her life.Kate Walker is an Author, Executive Leadership Coach who served as Human Resources Director at global companies in marketing, gaming and sports before taking the leap into entrepreneurship as a single mom of two sons.With no more corporate salary and two sons to support, Kate used her business experience and mindset principles to turn her new consulting company into a success. A true self-made woman and the long term financial provider for her family, Kate is sharing her journey in her upcoming book, A Candid Conversation: Lessons in Life, Love, and Leadership [out NOW]. Both a memoir and a guide to leadership and empowerment, Kate shares the advice and tools she wishes she'd had while navigating a corporate exit, single parenthood, and entrepreneurship with two sons at home.More ways to connect with Kate: Website: https://www.katewalker.com/ Instagram: https://www.instagram.com/thekatewalker/ Facebook: https://www.facebook.com/katewalkercoaching Linkedin: http://www.linkedin.com/in/kate-walker-sphrJourney Beyond Divorce Resources mentioned in this episode: Book a Free Rapid Relief Call: http://rapidreliefcall.com Take the "Relationship Health Quiz" Quiz: https://www.jbddivorcesupport.com/relationshiphealthquiz

It's time for a candid conversation!Tune in as Jake Kelfer, 4x bestselling author and book coach, speaks with Kate Walker, an Executive Leadership Coach, Human Resources Expert and Author of A Candid Conversation - Lessons in Life, Love & Leadership. Tune in to hear what it means to be truthful with yourself, designing your life, some of the key components of her book and more!What You'll LearnWhat it means to be empoweredHow to seek help while also being open to unexpected experiencesThe qualities that make the best leadersHow setting boundaries changed Kate's daily lifeThe best way to make people feel seen and heard as a leader About KateKate Walker is an Executive Leadership and Human Resources expert and Author. SPHR and SHRM-SCP certified, Kate has over two decades of senior-level corporate Human Resources experience, serving as Human Resources Director at global companies in marketing, gaming and sports including Nintendo, United States Tennis Association, Publicis and TBWA. Kate made her corporate exit in 2021 to start Kate Walker Consulting, a full service consulting company that helps leaders build powerhouse skills that positively impact company culture and their bottom line. Kate is recognized for her contributions to team dynamics, leadership, business strategies, and mindset for business owners, team leaders and people managers. She is known for her supportive, understanding and encouraging approach to high-level mentorship of building and leading high-performing teams. Kate's new book, ‘A Candid Conversation: Lessons in Life, Love, and Leadership' seeks to inspire people of all ages looking to redesign their lives to go on a journey of self-awareness. On her own path of discovery, Kate learned how to establish boundaries, identify values, and create a road map toward elevated happiness and peace. In researching and studying relationship dynamics and mindset tools, she unlocked the courage to make big decisions with herself in mind. She then took steps to leave an unhealthy relationship, quit her job, and start her own business. Both a memoir and a guide to reflection, empowerment, and success on your own terms, A Candid Conversation offers hope and practical help.Connect with KateIG: @thekatewalker LI: Kate Walker, SPHR Free book chapter at www.katewalker.com Connect with JakeText FREE to 661-669-7363 for a free copy of Jake's Bestselling Book, Big Idea To Bestseller Follow Jake: @jakekelferSubscribe to Jake's YouTube Channel - @jake_kelfer Get Instant Access To Jake's Free Training: How To Write And Launch A Bestselling Book In 1 Hour A Day

I would guess that when you signed up to be a pastor, the absolute LAST thing on your mind was that one day you'd be expected to manage HR at your church. That you would effectively be a human resources director on top of being the spiritual shepherd and preacher of your church. Nevertheless, the expectation to hire staff, fire staff, develop staff, and build a good workplace culture probably falls on you - if you haven't done something about that expecation. In this episode, I'm going to give you a three part framework for how to manage the responsibility of HR in your church so that it doesn't take every last ounce of energy you have!

In this episode of the Thoughtful Entrepreneur, your host Josh Elledge speaks with Leadership Consultant, HR Expert, Author & Speaker, Kate Walker.Kate Walker is no stranger to the corporate world. With over two decades of experience in corporate HR, she has worked in diverse sectors such as global ad agencies, sports, and entertainment. Her passion for the leadership aspect of HR is evident, and she has always been fascinated by observing respected leaders and their unique strategies or, as she calls it, their "secret sauce."In April 2021, Kate decided to take a leap of faith and left her corporate HR role to start her own coaching and consulting business, Kate Walker Executive Coaching. Her mission is to work with leadership teams, helping them become better leaders and create a positive work environment.Kate's primary focus is on leadership coaching and HR consulting. She helps companies fine-tune their processes and systems, especially those experiencing rapid growth. She also offers one-on-one executive coaching sessions and runs a program called the New Manager Academy, designed to equip new managers with the necessary skills.Kate's areas of expertise are vast, encompassing team building, recruitment, training, and effective management. She shares insider information on these topics through her New Leader Academy, a mastermind circle for leaders.Key Points from the Episode:Kate Walker's background in HR and leadershipKate's work as an HR and leadership consultantTypes of organizations Kate works withKate's book, "A Candid Conversation: Lessons in Life, Love, and Leadership"Kate's experience in corporate HR and her passion for leadershipKate's coaching and consulting business, focusing on leadership coaching and HR consultingKate's areas of expertise: team building, recruitment, training, and effective managementKate's New Leader Academy and mastermind circleKate's upcoming book, a memoir meets self-help, sharing her personal journey and providing tips and adviceChallenges of leaving a stable job to pursue entrepreneurshipAbout Kate Walker:Kate Walker is a distinguished Executive Leadership and Human Resources expert, renowned for her extensive experience in corporate HR spanning over two decades. Holding certifications as a Senior Professional in Human Resources (SPHR) and Society for Human Resource Management Senior Certified Professional (SHRM-SCP). She has served as the Human Resources Director at prominent global companies including Nintendo, United States Tennis Association, Publicis, and TBWA.In 2021, Kate made a significant career shift, founding Kate Walker Executive Coaching, a comprehensive consulting and coaching firm. Through this venture, she empowers leaders to cultivate potent skills that foster positive company culture and enhance financial outcomes. Kate is celebrated for her expertise in team dynamics, leadership strategies, and business mindset, making impactful contributions to business owners, team leaders, and people managers. Her supportive and encouraging mentorship style has earned her recognition in esteemed publications such as Authority Magazine, SHRM's HR Magazine, Hive, and Ivy Exec.Moreover, Kate is set to release her upcoming book, 'A Candid Conversation: Lessons in Life, Love, and Leadership,' scheduled for October 24, 2023. This compelling work not only serves as a memoir but also as a guide to self-reflection and empowerment. Drawing from her own experiences navigating a corporate exit, single parenthood, and entrepreneurship, Kate offers invaluable advice and tools to help readers find success on their...

In this episode, John Petrusa, the Human Resources Director at Wiers, talks about the intriguing field of analytics in HR. John shares his journey into analytics and emphasizes the merging of analytics and people. He highlights the importance of statistics in leveraging HR data for organizational success. Additionally, John discusses the significance of storytelling in data analytics and its impact on businesses. He also delves into the servant leadership model and how it can revolutionize the way organizations operate. This episode encourages HR professionals to become advocates rather than mere enforcers and offers valuable insights for using HR analytics to help organizations thrive. John Petrusa's career trajectory in human resources has been distinguished by his pursuit of excellence. With a foundation in psychology and a Master's in Human Resources from Loyola University Chicago, he's honed his skills through key positions such as Chief HR Strategist at Taylor Group Insurance Agency, fostering a full-service HR consulting practice, and as an Adjunct Instructor at Loyola University Chicago. Currently serving as the Human Resources Director at Wiers in Indianapolis, Indiana, since May 2023. John leads HR strategies, utilizing his extensive background to make a significant impact on the organization's workforce, culture, and performance. Here are a few of the topics we'll discuss on this episode of People Analytics Podcast: John's fascination with math and statistics from high school led him to explore analytics in Human Resources. Quality control has allowed John to apply statistical knowledge to HR, enabling him to demonstrate the value of HR to an organization. Understanding the “why” behind red flags in analytics is crucial for improvement and problem-solving. Trust, empathy, and autonomy are essential components of high-performing organizations. HR professionals should embrace HR analytics and compelling stories. Being an advocate, rather than an HR cop, can lead to success. Resources: Wiers StaffGeek  Connect with John Petrusa:LinkedInConnect with our host, Lindsay Patton: LinkedIn  Email Quotables: 08:27 - “And what makes up good research is good data. And the validity of good data. And so, part of the class was helping students understand what that is and what those scores are telling them about what is good research so that they could take that research and apply it to their organizations. So being able to understand what statistics is really telling you about validity is important.” 10:20 - “My message to my students was that if you want to sit at the big table… Everybody wants to sit at the big table. They want to be involved in the room where it happens. So I said, finance people are talking about forecasting and projections, marketing, sales forecasting, projections. You have got to be able to do that if you're sitting there at the table. So talking in the language of statistics, forecasting and projecting where the HR world is for an organization is critical to being able to be accepted, in my opinion, at the big table. So that's the language of businesses data.” 12:00 - “So [HR] can track all that data and project out into the future where that's likely to go. How many males, how many females, how many ethnicities and all like that to be able to project out what that demographic picture's gonna look like for our future. And then for me, I would like to take that and expand that sort of analytics to include things like skills. So skills inventory within my organization, how many technicians, how many practitioners, how many individual contractors, what are their skill levels today. And I'm projecting out into the future what that need is going to be.” 19:05 - “I think it's just simply called Servant Leadership. And it's about creating this organizational structure around an inverted triangle. So most organizations picture a triangle with the CEO at the top of the pyramid, and the lesser people at the bottom of the pyramid and Greenleaf said “no, that's not the way it's supposed to work”. The CEOs or the leadership of organizations need to exist so that the rest of the organization can function in a way that serves customers at its top. Because that's where the magic happens.” 25:26 - “But the point is that I see very many people who don't understand that they've got the power to solve problems, whether it's HR or whether it's sales, finance, customer service. They don't feel like they've got the power to be able to fix things, which is a shame in my opinion. So for me, in my HR team, I've always told people that they've got more ability than perhaps they even know, even see in themselves. And so that issue of empowerment within that servant leadership model is a powerful driver.”

We speak on the subject of talent optimization within organizations quite often on this podcast, and this is something we often help other organizations implement, as well. The use of proper talent optimization within a company can make a huge difference in its success. So, in this episode, we will be speaking with April Moldenhauer, Human Resources Director at Amwood Homes, about her experience implementing this into her organization using Elevated Talent Consulting. You can find show notes and more information by clicking here: https://bit.ly/3uDcSjO

In this episode, Francisca Manning, the HR Director of LCS Facility Group, about the unique challenges and successes of working in HR within a manufacturing environment. Francisca shares her experiences with union regulations, safety protocols, and navigating a male-dominated industry. She discusses the importance of building and strengthening relationships, observing group dynamics, and supporting individual workers through training and encouragement. Francisca also shares insights on finding confidence through learning from past experiences, finding inspiration from podcasts and TED Talks, and setting new goals to keep progressing in his work.Francisca Manning is an accomplished Human Resources Professional with a proven track record in team building and recruitment, specializing in manufacturing. Currently serving as the Human Resources Director at LCS Facility Group, Francisca brings her creative leadership and SHRM certification to drive success in her role. With a background in guiding HR functions, coaching, and employee development, she has actively partnered with local unions and led safety and training initiatives. Here are a few of the topics we'll discuss on this episode of People Analytics: Challenges of working in a unionized manufacturing environment How Francisca's background in manufacturing gave him a leg up in the HR world Navigating a male-dominated industry and developing a thick skin Learning from past experiences and finding inspiration from podcasts like TED Talks. Building relationships and establishing trust from day one in manufacturing. Engaging with staff on the manufacturing floor to improve efficiency and safety. Encouraging individual workers to succeed through training and support. Resources: LCS Facility Group StaffGeek  Connect with Francisca Manning:LinkedInConnect with our host, Lindsay Patton: LinkedIn  Email Quotables: 12:11 - “When you're dealing with sort of 85% male-dominated population, they tend to get information from you or maybe they see you as a pushover because you're a woman and try to sort of appeal to that particular side of you as well too. So you have got to see it for what it is: trying to get favors or trying to get sort of things from you when it's not, it's not feasible obviously, so you have to develop that sort of thick skin and, when it's a no, it's a no and try to develop that sort of other side of you where you understand that you are working with adults and that they cannot sort of try and try to push you over just because you're a woman” 03:48 - “There's a lot of challenges that come with working in manufacturing. A lot of them have to do with working in a union environment. Not every single facility is union, but the ones that I worked in were heavily unioned as well too. So getting to know sort of like the collective agreement and sort of working with the union reps and the shop stewards as well and the population overall.” 16:25 - “I am very straightforward and I'm very loyal and very passionate of what I do. Very detail-oriented and very focused. So I know when I come into a position or even part of it, an actual company, I develop a plan and I see a through. And if once that plan comes to the end, then I develop a new set of goals for myself, sort of, it keeps me going that way and that's, that's who I am” 13:06 - “For me personally, I noticed that communication is a little bit more direct and that's kind of shaped how I communicate. And I noticed that there is that expectation for women to add more exclamation points in emails and have their language be a little bit more flowery. But I found that because my communication is direct, people have had a problem with that.” 17:20 - Lindsay: “Tell me about what relationship building is like in manufacturing.”Francisca: “It's such an important piece when you're starting a new company or you're coming into a new sort of group, they don't know who you are, so you have to start establishing yourself from the very beginning, like day one. You have got to start sort of treating the employees and the managers and supervisors and everybody above sort of in a certain way that they understand that you're trying to sort of not come in to do the overall changes, from the very beginning, but try to sort of work with what they have at the very beginning, understand them, and then provide certain solutions along the way.”

Welcome to Episode 1591 on another episode of “On The Road Edition”, hosted by Stevie Kim. Today she interviews Roberta Corrà - General Manager, Gruppo Italiano Vini S.p.A. More about today's guest Roberta Corrà graduated in law at the State University of Bologna and attended a short master's degree specializing in business organization at SDA Bocconi. She developed most of her professional career in two German multinational distribution companies, where she worked for about 15 years in the field of Human Resources and Organization. Roberta Corrà joined Gruppo Italiano Vini S.p.A. in July 2012 as Human Resources Director, and in July 2014, she was appointed Chief Operating Officer. Since January 2015, she has held the position of General Manager. Within the GIV consolidation area, Roberta Corrà holds the position of Director in Granarolo Suisse based in Zurich and of Tenute Rapitalà based in Palermo. Roberta Corrà is the Managing Director of Carniato Europe S.A. based in Paris, GIV CZ Sro based in Prague, and C.E.O. of Frederick Wildman & Sons based in New York. Since March 2021, Roberta Corrà has been President of the Consortium Italia del Vino, one of the most important and solid consortiums dedicated to the internationalization of Italian wine, which groups together 25 significant wineries. Connect: LinkedIn: https://www.linkedin.com/in/roberta-corr%C3%A0-8986202a/ Website: https://www.gruppoitalianovini.it/ More about the host Stevie Kim: Stevie Kim hosts Clubhouse sessions each week (visit Italian Wine Club & Wine Business on Clubhouse), these recorded sessions are then released on the podcast to immortalize them! She often also joins Professor Scienza in his shows to lend a hand keeping our Professor in check! You can also find her taking a hit for the team when she goes “On the Road”, all over the Italian countryside, visiting wineries and interviewing producers, enjoying their best food and wine – all in the name of bringing us great Pods! Connect: Facebook: @steviekim222 Instagram: @steviekim222 Website: vinitalyinternational.com/wordpress/ _______________________________ Let's keep in touch! Follow us on our social media channels: Instagram www.instagram.com/italianwinepodcast/ Facebook www.facebook.com/ItalianWinePodcast Twitter www.twitter.com/itawinepodcast Tiktok www.tiktok.com/@mammajumboshrimp LinkedIn www.linkedin.com/company/italianwinepodcast If you feel like helping us, donate here www.italianwinepodcast.com/donate-to-show/ Until next time, Cin Cin! Remember to follow us!! - Travel Italy, food and wine, winery visits and so much more!

Rebekah lost her job last week so, she decided she wanted her own online business but she had one problem. She didn't know how to get clients online. Her background and experience spanned 20 years working for Fortune 500 companies in her capacity as Human Resources Director. So, the idea of doing any kind of sales and marketing for a business was foreign to her altogether. However, she knew that for her business to make money she needed to figure out how to get clients fast. Let me know if you find these relatable at all. You've always wanted to start your own business but wondered how to make it work The whole 9 to 5 job scene is no longer appealing The fear of failure at a business venture is keeping you stuck in that cubicle Getting that first client would really boost your confidence by 1,000% If only you knew how to navigate the digital marketing world effectively to find paying clients. In this post, you'll learn practical ways to get clients online that would say yes to you even though you don't have experience as an entrepreneur. How to Build Trust and Authority Before diving into the process of finding clients for your new business let's talk about building trust. Believe it or not, the number one reason why potential clients may not say yes to you is because they don't trust you. You're probably thinking, well Alvern, I don't trust me either so why should my potential clients? The truth is the only difference between you and the person who has been in business for 3-10 years is that they are more confident than you. Yes, confidence is the thing that separates those who book clients and those who don't. So, how do you get clients to trust you? Did you know that potential clients will "check you out" before deciding to have an initial chat? Since this is the case it is important for you to give them something to chew on by creating 2-3 social media profiles. This helps you to establish an online presence. Here's what you can do, choose a business name and then... Create an Instagram profile for your business Publish a Facebook business page Create a simple one-page website (use a Canva template) Right now it may all seem quiet because you don't have any content published yet but hang tight because we'll look at that next. What Content to Publish on Social Media? When you're just starting in business it's really difficult to figure out everything on your own. One of those things includes knowing what to post on social media also known as content marketing. The number one tip I'm going to give you next is going to change your life forever (well almost) and here's why. Most solopreneurs complain that social media feels like a constant content hamster wheel where you have to post fresh content daily. However, I can tell you that 3 times a week is fine. The secret to coming up with 365 days of content ideas is this... Write down the top 12 topics in your niche. If you get stuck remember that you can always use ChatGPT to help you complete the list. Now that you have the list head over to Answer the Public, type each topic and take note of the top 30 questions for each one. At the time of creating this resource, you could create a free account and get 3 free searches a day. There's also the option to get a lifetime account for only $79. What to Do With Those Questions from Answer the Public? Now that you have the questions be sure to grab the one with the highest searches. You can choose to do all the questions focused on a specific topic in one month or place them in a spreadsheet and shuffle them. For each question create content suitable for each social media type. Here's an example of what I mean. One of the questions on the topic of lead generation was, how to generate leads with Facebook Ads. I can map out the content like this... A carousel on Instagram Also,

In this episode, host James Mackey sits down with Daniel Brodie CTO & Co-Founder at Cynerio, and Aya Naveh, Human Resources Director, to tackle the challenges of hiring for international sales teams, especially in the healthcare sector. Discover key strategies for success in the US market, including fostering a culture of adaptability, leveraging networks, and streamlining processes.   0:34 Daniel Brodie's background   1:18 Aya Naveh's background   1:45 International team hiring challenges and strategies14:42 Successfully hiring in the US market for non-US companies Thank you to our sponsor, SecureVision, for making this show possible! Our host James Mackey Follow us:https://www.linkedin.com/company/82436841/#1 Rated Embedded Recruitment Firm on G2!https://www.g2.com/products/securevision/reviewsThanks for listening!

In this episode, Randy Cazarez, HR Director at Panhandle Community Services, shares his journey from a music major to a passionate HR professional. He discusses the pivotal role of a college professor in guiding him toward HR and the rewarding moments in his job. Additionally, Randy provides insights on handling difficult situations in HR and emphasizes the need for HR professionals to assert themselves confidently, understand the business holistically, and demonstrate their worth at the executive table.Randy Cazarez brings over a decade of experience in the field of Human Resources, with roles ranging from Human Resource Assistant to his current position as Human Resources Director at Panhandle Community Services. His expertise encompasses recruitment, employee orientation, benefits administration, and HR management, making him a valuable contributor to the organizations he serves. Randy's educational background in Human Resource Management and Services from West Texas A&M University further enhances his ability to excel in this dynamic field. Here are a few of the topics we'll discuss in this episode of People Analytics. Randy emphasizes the importance of effective communication and creating a supportive work environment in order to retain valuable employees. Observing behavior and patterns is crucial in identifying when something is wrong with an employee. Proving the value and effectiveness of HR initiatives is essential to overcoming resistance to change. HR professionals often face skepticism and constant questioning, but perseverance is key to maintaining a seat at the table. HR professionals often struggle to be invited to the executive table and have their voices heard. Building confidence in HR requires observation, assertiveness, and a willingness to challenge established norms. HR professionals must continuously learn, observe, and adapt to maintain their seat at the table and be taken seriously. Resources: Panhandle Community Service StaffGeek  Connect with Randy Cazarez:LinkedInConnect with our host, Lindsay Patton: LinkedIn  Email Quotables: 08:42 - “And one of the things that I used to talk to people about passionately was things like workplace violence, sexual harassment, discrimination, the importance of reporting those things, not ever knowing that it was making a difference. Because when you watch people's faces in the crowd, they, they, they kind of like get real clammed up when you start talking about stuff like that, because it's a little uncomfortable.” 19:57 - “And so I think that one of the challenges that, you know, I personally, and that we as HR can all kind of relate on is that, you know, we get to the table, but then when we get to the table, we get questioned at the table. Like, why is this change important? How is this impacting the organization? How, what, what's the return on investment here? What are we getting out of this? Like, for example, training. Training is a big part of change. And when you implement a training such as sexual harassment training, you know, you think about, many organizations will do sexual harassment training. They'll do it because they have to, and they have to go and they have to sit back and say, well, we'll do this, but they miss the mark because they don't actually talk about, like, people will just kind of click through it and they don't really understand the meaning behind it. But when you come in and you introduce something and you say, this is why we're doing this, it makes people to start remembering that.” 07:50 - “So let's talk about a little bit more positive, humbling moments. And those are the moments where in HR you realize that you're helping someone more than you really think you are. And I know those are the moments that you are, you know, they build up and really, really make you love your job.” 14:25 - “And that's such a challenge that employees have, because there, you don't know when you're in a safe environment because there are people, leaders like you who create safe spaces. And then there are people, leaders who people have had a bad experience with. And I, I'm definitely one, one of those individuals. And so it can be, at least from my perspective, as someone who has chronic migraine attacks, I, that bit of information could either help me or hurt me.” 17:35 - Lindsay: “So I know another challenging situation for, you know, many, many people, professionals, is having to earn and keep your seat at the table at the same time. So you, can you talk from your perspective, what that's like?”Randy: “Yeah. You know, I think HR is an interesting world because we're one, one profession that is constantly forced to earn our seat at the table. But then it's not a, not just a matter of earning that seat, we have to maintain that. Yeah. But what I mean by that is, is, you know, once we get invited to the table, we're not always welcomed at the table.”

In this episode, HR Director Deborah Dash discusses the importance of understanding companies as living organisms and shares her approach to creating a positive work culture. She highlights the significance of effective listening skills and offers tips on improving as a people leader. Additionally, Debra explores the role of professional development and diversity in fostering a strong and inclusive work environment. The conversation also delves into the value of personal cues in interviews, genuine ways to connect with colleagues and the importance of embracing different approaches and perspectives.Deborah Dash is a seasoned HR professional with a wealth of experience in people and culture management. She has held key roles as a Human Resources Director, Business Partner, and Head of HR in various organizations, contributing to the growth and success of the teams she has worked with. Deborah's expertise in HR strategy and leadership makes her a valuable asset in fostering positive workplace cultures and driving organizational success. Here are a few of the topics we'll discuss on this episode of People Analytics: Observing departmental meetings allows insight into how managers lead and how individuals engage. Being a good listener is crucial for effective people leadership. Cultivating a strong company culture starts with leadership and trickles down to employees. Creating a culture of growth and improvement results in a more fulfilling work experience. Personal cues in interviews allow candidates to showcase their personalities and motivations. Understanding different approaches can lead to successful collaboration among employees from diverse backgrounds. Getting to know coworkers on a personal level fosters a more inclusive and joyful work environment. Resources: Unlimited Biking StaffGeek  Connect with Deborah Dash:LinkedInConnect with our host, Lindsay Patton: LinkedIn  Email Quotables: 16:20 - “When I interview people, I know that resumes don't always have personal details on, but sometimes people will list, list an interest or something they've done. And so many times I'll open, I'll open my interviews talking about that so that they are talking about not just giving me, wrote what they've done or what they've learned or what they've given told other interviewers, but to show me a little of their personality and what it is that makes them tick, what motivates them.” 01:39 - “An organism is very complicated and has lots of different functioning parts. And so companies are very much the same way and they very much operate according to the people who are, who are in them, the people that are running them, and the people that are managing them. So in order to really understand the culture, I think instead of being someone who sits in an office, you really have to be out and be involved in with the groups that you're working for.” 05:23 - “I think that culture is always something that is primarily set at the top and through the managers and then it, it filters down. So people that are attracted to work at the comp company self-select to come and work at that company. And so they're attracted by the leadership and by, I think, you know, strong leaders have very strong points of view, but they don't always express them out of the box, but they have certain expectations and certain boundaries and parameters that they'll set in order to make people, you know, look at things to communicate. If you have a manager that that expects that everybody's going to have, everybody's going to participate, then I think you have a much better, you have a much better group, a much better interaction.” 12:27- Lindsay: “You know, the, the self-reflection you showed is really real. I'm, I respect that so deeply because it can be difficult to look inward and admit to yourself, oh, I, I don't know as much as I thought. So how did you, you know, how did you navigate kind of that humbling moment?”Deborah: “I became much more aware, not just of what I looked at, because that's not, it's not always what you see on the page. It's, it was, for me being aware of what I heard and in looking at a candidate, I might've thought that I was low-key and friendly and informal and that that was getting the best interview out of them, but also, but I wasn't really looking to see from my perspective whether I was more comfortable with certain candidates.” 06:21 - Lindsay: “I know one part of culture that is really important to you is creating a culture of growth and improvement. So can you explain that?”Deborah: “Yes. I think that when, when you start working for a company, you, you know, you come in and you're really learning what the business is and learning how to do your job, but I think you're also looking at some other things and what are the opportunities that there are presented for you to, to learn more, to develop as a, as not just your skill set but your managerial set.”

Ellie Voepel, Human Resources Director with the City of Garden City Kansas, joins us to discuss the keys to a successful sick leave donation program: what prompted them to implement one, the challenges along the way, the tangible benefits the organization realized, and what surprised her most about the experience.   

In this interview, Lindsey Patton speaks with Katie Mills, the Human Resources Director at XenTegra, who shares her 17 years of experience in HR. Katie discusses the dynamic nature of the job, its challenges, and the importance of understanding different perspectives. She emphasizes the satisfaction of helping employees find their fit in the workplace. Furthermore, Katie shares her insights on prioritizing tasks in a rapidly growing company, adapting to new industry norms, and developing strong employee relationships.Katie Mills is a seasoned HR professional with a wealth of experience. She has held key roles in various organizations, including being the Human Resources Director at XenTegra and Head of Human Resources at Hankin & Pack PLLC. Katie's expertise in human resources management and strategic planning has contributed to her successful career trajectory. Here are a few of the topics we'll discuss on this episode of People Analytics: Understanding and embracing the differences in people is crucial in HR. Transitioning from a mom-and-pop environment to supporting growth requires implementing policies and collaborating with different departments. Baby steps and compromise play a vital role in balancing the needs of leaders and employees in a growing company. Prioritizing pain points such as onboarding and performance management can benefit the company's overall well-being. Employee relations and communication are essential for building strong relationships and keeping employees engaged. Mentoring and coaching are valuable tools for supporting employees' professional growth and development. Networking and learning from other HR leaders for personal and professional growth. Resources: XenTegra StaffGeek  Connect with Katie Mills:LinkedInConnect with our host, Lindsay Patton: LinkedIn  Email Quotables: 01:52 - “You know, I just, I try and remember that everybody's different. Yeah. You know, everybody. I think at a lot of it goes back to how you were raised, you know, your background, you know, what, what you're used to, you know, whether you have siblings, what industries you're used to working in, you know, your family education. So I just try to remember that everybody's different, which, you know, I think that's what makes the world go round, right.” 05:26 - “I just feel that, I mean, a happy employee is a productive employee, you know? Yeah. I mean, all of us love our jobs, you know, or else they wouldn't be called jobs. But, you know, if, if you're not happy, you know, if you're not coming to work, you know, at least looking forward to what the day's going to bring. If you're dreading it every day, then you're not doing anybody any good, mostly yourself, you know? Because life's too short for that. There's a lot of jobs out there, and there might be a lot of people that we kill to be in the job that you're in, that you're not happy with.” 04:52 - “And I love that attitude of, you know, let's see what, what helps fit for you? Because I feel like there can be, there can be ego involved when, when people aren't enjoying their jobs or, you know, want, may want something else, but, you know, I've talked to so many people who, who just want to work and problem solve together, because that, that solution, when you come to find a solution, it's, there's satisfaction there.” 16:51 - “Because I've been in jobs where, you know, I get past six months and I'm still like, wow, there's all this information that I, I still don't know, and I feel like I'm so far behind, but then expectations are high that I understand all this information. So I think that, you know, there, there definitely should be more grace with new employees for sure.” 00:33 - Katie: “I have been in human resources for about 17 years. And you know why I do it is because it's never boring, which by that it's not always fun, but it's always challenging. I'm always learning something. So I absolutely, I, I love it. I think it's where I'm, I'm meant to be.”Lindsay: “I like that you said it's not always fun, but there is benefit to things not always being fun sometimes, like you said, you're learning. So what do you like about it specifically? I know you enjoy people a lot.”Katie: “I do. I do. I think the people aspect, you know, the employee relations aspect is my favorite part because, you know what, what one person finds completely normal, the next person finds bizarre. So it's just, it's always interesting, you know, to, to see what motivates people and to see, you know, what people were thinking, why they, you know, when they did certain things and why they did it.”

In this episode, HR Director Kristen Foley provides a deep dive into her experiences within the entertainment industry. She emphasizes the vital role of bridging the gap between creativity and administration, stressing the significance of prioritizing employee experience. Kristen delves into effective strategies for nurturing creativity and well-being in the workplace, including mentorship and holistic wellness initiatives, and she highlights the importance of leading by example.Kristen Foley is a seasoned Human Resources professional with a rich background in fostering healthy workplace cultures. With roles spanning from Human Resources Director at GrandSon Creative and Kate Somerville Skincare to her current positions as a Human Resources Consultant for the Wellness Industry, Kristen's 20 years of experience, combined with her passion for wellness, empower her to guide startups in building strong organizational foundations. Here are a few of the topics we'll discuss on this episode of People Analytics: Working with creatives who love what they do brings a unique dynamic to HR in the entertainment industry. Creatives think more abstractly, which requires a different approach when it comes to HR processes and communication. Balancing structure and creativity is key to supporting creative professionals without stifling their imagination. Find ways to add value and satisfaction to your current role without necessarily seeking a promotion. Listen and let individuals find their own solutions. Minimize tensions in difficult conversations by removing the fear factor. Show compassion and kindness when delivering difficult information. Resources: GrandSon Creative StaffGeek  Connect with Kristen Foley:LinkedInConnect with our host, Lindsay Patton: LinkedIn  Email Quotables: 13:25 - “Just looking back over the years, I mean, I think there's so many ways that you can add value and satisfaction to someone's role if you don't necessarily have a promotion, you know, or a role to promote them into, there's mentorship and there's, you know, we have, we had graduate business analyst training programs and we have internships, and we have, you know, different programs with universities throughout the years in my, in the companies that I've worked with. And I think that when someone gets the opportunity to share what they do, it reignites that passion in a way.” 22:19 - “Every day, if there's something that you can do to one degree of progress, that time is going to go by so fast anyway. You might as well do something small, then do nothing at all, because it's too overwhelming to say, I'm gonna completely overhaul my life tomorrow on Monday. These are all the things I wasn't doing before. It's so much more impactful and sustainable to just do something small each day and then build on that and have that compound effect.” 05:27 - “The way I think about it is, you know, structure versus non-structure. I used to work with, and I still do work with quite a bit of artists, but in a journalistic capacity, you know, I had to enforce deadlines quite a bit. And I think I realized it was because, you know, artists, you know, and I consider myself a creative as well, we kind of live in a world without structure or limits or boxes. So it's, you know, I think there has to be that extra step, like you said, the handholding of reinforcing deadlines and, you know, reminders and things like that.” 12:48 - “It reminded me of what you said about how artists, they're more open to, you know, the experiences that are, you know, a little bit more horizontal as opposed to, I believe the financial sector was more about climbing the ladder as, you know, a people person. 22:52 - Lindsay: “I know one thing that's important to you is leading by example. So I'm certain that, you know, leading by example is showing that these tweaks are smaller, you know, as you're progressing, like, hey, I'm at this point, but I'm still making progress. So how do you, you know, what other ways do you lead by example within the organization?”Kristen: “I would say, well, I certainly bring my wellness habits. So from a literal standpoint, like I show up with my healthy foods, I take my walks at lunch, I'll take calls, you know, while walking if possible, if it's a meeting that I don't need to be like, you know, face-to-face on Zoom or something like that. Something I just need to listen in on. So I do encourage people to do that when they can. I'll go to the gym across the street with some of my coworkers at lunch. Hey, I'm going to go walk on the treadmill for 30 minutes. Do you want to come? And they do, so literally leading by example in that way, like, follow me to the gym.”

Myria Scott is back with Pastor Joel Sims talking all things on how to get a raise in your current position. Joel Sims is the Senior Pastor at Word of Life Church and Myria Scott is the Human Resources Director. In this episode, we're discussing all things money within a job position answering questions like - How do I initiate the conversation for a raise? How do I make myself valuable at work? When is it time to look for a new job?

In this episode, Hanna Waugh, the Human Resources Director at Vail-Summit Orthopaedics, speaks about her journey in HR and the unique challenges she faces working in a small town. She emphasizes the importance of being a trusted confidant and support system for employees, as well as continuously learning and staying updated with employment laws. Hanna discusses the strategies she has developed to navigate relationships in a close-knit community.Meet Hanna Waugh, a people-focused HR enthusiast with a journey that weaves through industries and hearts alike. Hanna's career story is one of building connections, from her role as a National Recruiter in Modis to her compassionate guidance as a Human Resources Director at Vail-Summit Orthopaedics & Neurosurgery. With a knack for fostering engagement and a genuine passion for people, Hanna's career is a testament to the power of personal touch in the world of HR. Here are a few of the topics we'll discuss on this episode of People Analytics: She loves HR because it allows her to make a positive impact on people's lives and provide support during challenging times. Hannah believes that listening is a crucial aspect of being a great leader and supporting employees. Sympathy and understanding go a long way in making employees feel heard and valued. Maintaining a close network of HR professionals in a small town provides valuable support and advice. Recognizing and valuing the contributions of every employee, regardless of their role, creates a positive work environment. Taking time off and prioritizing self-care, even if it's just for a day or during lunch breaks, can greatly impact overall well-being. Keeping a folder of positive emails can help you appreciate the difference you make in others' lives. By creating a supportive work culture, you can make a positive difference in the lives of those around you. Resources: Vail-Summit Orthopaedics & Neurosurgery StaffGeek  Connect with Hanna Waugh:LinkedInConnect with our host, Lindsay Patton: LinkedIn  Email Quotables: 01:25 - “We're an orthopedic group up in the high Colorado Rockies, serving our small local communities, focusing more on the patients who might not have access to orthopedic care, rather than the patients who can fly all over the world to receive the care, although we treat them too. And I do it, oh God, why do I do it? I do it because I love people and I love problem-solving. And at the end of the day, there's something nice about, you know, you may not get to leave your work at work, but the work that you take home has such an impact on other people that you can make or break their day as well. And I think that's important to me to not be on the side of ruining someone's day, but making somebody's day at work better when they're spending 40 hours or more a week at work.” 21:01 - “You know, I think culture is so important, especially as these younger generations come up, and they talk about, you know, what they want in an organization, and they want to go with, and the mix of the remote work during Covid-19 to now a hybrid, and now offices having people come back in person. A culture that I am really focused on building is a culture of, you know, work for reward. Obviously, you know, we want to see high performers, we want to see those things, but also a culture where we have an understanding that not every day is perfect. Not every time you're going to be able to do a ton of wonderful things and get everything right. And a culture where, “hey, if you need to take a day, if you need to have time, if your dog has passed away, or you're just having a really rough day, there is a sense of understanding where you can take that, and you can do what you need to do within yourself”, because life is always going to come at you, and you don't need work hitting you from the other side saying that, no, you can't take the time you need.” 22:35 - “I really like that mentality because I feel like, you know, in school, and I, I've said this on the show before, in school we are rewarded for extra credit, but then we go into work and if we do extra credit, it's often, quote unquote rewarded with more work instead of actual, you know, benefits or things that we want. So I really love that you cultivate a culture of, you know, reward for the, the quality of work done.” 25:25 - “I mean, sometimes I wish I were a robot. I feel like my body would operate a lot better, but we're not robots. No. Yeah. I just really love that mentality and appreciation goes a long way because, you know, when you walk into a new day and you get something that you weren't expecting, that even if it's just that $5 gift card that can really, really give someone a boost.” 15:28 - Lindsay: “So we talked quite a bit about the challenges, but are there any benefits to what you do in a small town?”.. Hanna: “I really, really think so. I have been there for people who have become friends. I have been there for people who took their first pregnancy test, and I was the first person to find out. And being able to create this culture of knowing that just because it's a small town, you are still a trusted confidant. And what you're saying is not going to go back out in the community. And they feel like they end up trusting you, and they end up trusting your organization more.”

Sandie Coutts is the Human Resources Director for the Jefferson Center for Mental Health. We speak about what brought her from the UK to the US in 2001, the lessons on leadership she took from the pandemic, and the lure that meaningful work has for today's younger cohort entertaining a career in the private sector.  

Pastor Joel Sims is joined by Myria Scott, Human Resources Director at Word of Life Church, to discuss business practices for young adults entering and growing in the workplace. Myria and Joel cover topics like getting an education, interviewing tips, work ethic, professionalism practices, and more.

In this episode, Lindsay Patton interviews Michelle French, the HR Director at NASCENT Technology, about her unique approach to human resources. Michelle emphasizes the importance of prioritizing employee well-being and personal growth, which has had a positive impact on the company culture at NASCENT. The episode also discusses the significance of embracing accountability and flexibility in the workplace, as well as the benefits of offering flexible work options and fostering a culture that promotes open communication, trust, and work-life balance. Overall, Michelle French's personal journey and passion for holistic HR practices inspire listeners to provide comprehensive support in the workplace.Michelle French, an accomplished Human Resources Director with a diverse and successful career in HR management. Currently leading the HR department at NASCENT Technology, LLC, she has a track record of driving operational excellence and fostering positive work cultures. With extensive experience in regional HR and operations management roles, Michelle brings invaluable expertise to the table, ensuring the success and growth of the organizations she serves. Here are a few of the topics we'll discuss on this episode of People Analytics: The laid-back environment at Nascent has resulted in increased employee satisfaction and productivity. Nascent organizes fun and engaging activities to foster a sense of joy and camaraderie among employees. Acknowledge that it's impossible to make everyone happy - focus on managing yourself and understanding that it's not always about you. Prioritize work-life balance by emphasizing the importance of time off and promoting self-care. Offer flexible work options that cater to both desk-bound and remote workers, fostering a sense of inclusivity. How holistic approaches to HR can positively impact employee well-being and performance. Connect with Michelle on LinkedIn for more information and networking opportunities. Resources: NASCENT Technology, LLC StaffGeek  Connect with Michelle French:LinkedInConnect with our host, Lindsay Patton: LinkedIn  Email Quotables: 12:11 - “I think just from the jump really, you know, to have that great employee experience from that moment we originally reached out to them when we're recruiting all the way through. We're just like very open, honest, transparent, and just, you know, welcoming them with open arms and asking for feedback all the time. Hey, what did you like, what didn't you like, what would you like to see? Always open to what are other people and ideas that they have. So that, that's really how we do it. We just stay on and, and keep chatting and figure out what, what people want and like, and enjoy.” 01:33 - “I think what we've learned from the past two years of, you know, dealing with the pandemic that your, your personal life and your work life, they, they do intertwine and there's nothing that anybody can do about that. So I think really making, making everything comfortable for everybody and giving them that space is really what makes a employee happy.” 24:00 - “And I think that's something that a lot of people miss when talking about work from home and the pandemic's impact is that there are a lot of desk-less workers that need to be in person. Yeah. And so where, where are their perks.” 14:32 - “So, you know, there's this very common trend in the workplace of pretending that what's going on at home is not affecting you at work, but, you know, when you're dealing with grief or chronic illness or, you know, having to manage kids, that's something that many, many people have to do. So that, that creeps in.” 21:17 - Michelle: “And that's why one-on-ones are very important here at our company. And we are very, very religious to those, our managers have them every other week for 30 minutes with the employee. And they're actually just a wonderful place for, you know, the coaching to go on that interpersonal communication, Hey, what's going on at home? How are things going? Or what's going on in your life? You know, is there, you know, whatever it is. And just really making that, that relationship, that trust factor.”.. Lindsay: “Yeah. Yeah. And I feel like, you know, the word accountability, it can be a harsh word, it can be an intimidating word because it's not associated with coaching as much as it is associated with getting yelled at, for example.”

Join us for an insightful episode with Anthony Lado, Human Resources Director at Emory Valley Center. Anthony shares valuable perspectives on building a strong HR department, managing schedules in the healthcare industry, and fostering trust and engagement to boost employee morale and productivity. Discover the power of motivation, commitment, and a culture of mutual respect for a high-performing organization in a post-pandemic work environment.Meet Anthony Lado, a seasoned HR leader with extensive experience driving strategic initiatives in various organizations. As Human Resources Director at Emory Valley Center, he continues to excel in creating strong HR departments and fostering engagement to boost employee morale. Anthony's career trajectory highlights his expertise in strategic human resources leadership and his dedication to enhancing organizational efficiency and value for patients. Here are a few of the topics we'll discuss on this episode of People Analytics: High-functioning HR departments act as partners to the business by aligning their goals with the organization's overall objectives. Although industries may have different revenue drivers, understanding the core revenue generators is essential for making informed decisions. A mismanaged schedule can be a significant factor in healthcare employee burnout. Schedule is often more important than money for employees in the healthcare industry. Trust and motivation, not surveillance, drive productivity. Building a high-performing culture is crucial. The pandemic has forced organizations to rethink traditional work structures and embrace flexible technology-enabled solutions. Resources: Emory Valley Center StaffGeek  Connect with Anthony Lado:LinkedInConnect with the host Lindsay Patton: LinkedIn  Email Quotables: 13:25 - “So what we're doing, we have to be on stage. There's no way to remote in. Yeah. Restaurant servers, you know, hospital people is just like that. Well, there are a lot of positions. Remote is not an option. But in that standpoint, having a schedule that is manageable, that you can work four days on and three days off is there's no amount of money, bonuses, incentives that you can throw at a mismanaged schedule.” 11:44 - “Whenever I started a new company, I tried to go on a listening tour and I listen to everyone that I can, I try to schedule half an hour meetings with everyone from the c e o to the frontline person and just listen. I mean, I'm always amazed at the amount of money, time, and effort companies spend trying to figure out what their employees want when their employees are literally screaming at them from every, you know, communication chain. Yeah. And, and I think companies tend to overcomplicate things when it comes to that.” 18:00 - “I think time is something huge that we recognize we were not respecting enough before the, the pandemic makes sense. And I think the pandemic really showed us how much our time was being exploited, how much our time was being disrespected. And now we're saying, no, this is, this is precious to me.” 21:26 - “It's incredible how that shift has happened. You know, I went from having jobs that I could do from home, but employers that expected me to be in the office and now I'm working a hundred percent from home and there's, you know, things that were taken away that I think we are like commuting for example. Yeah. Yeah. That we just, they're part of our lives is part of our life and we just we're like, okay, we accept it and didn't realize the time that we could get back.” 22:19 - Lindsay: “People have different personalities. So how do you create, you know, more individualized or more, I guess, custom experiences based on those industries and personalities?”... Anthony: “Sure. That's a great question because it's something you always, so I would say it like this. I have a phrase that I, I don't know where I picked it up. I don't take credit for it, but it's always, it served me well, and it's, you know, you want to treat employees fair but not equal because it's impossible to treat everyone equally because people have different roles, responsibilities.”

Meet Terry Williams, the Human Resources Director at NAVFAC Southeast. Find out a little more on how he leads his team to find the best of the best for his command. We will also find out a little more on how he became the HRD at Southeast and all the exciting opportunities NAVFAC has to offer. Listen today! #navfac #thesweep #podcast 

When it comes to hiring, character is the most important selection criterion. How do you build character and competence in your people to help them flourish? Craig Walker shares that and more in this episode. Craig Walker is the Human Resources Director at NewSpring Church.  Find full show notes here: https://bit.ly/345craigwalker Share the love. If you enjoyed this episode, please rate it on Apple Podcasts and write a brief review. https://podcasts.apple.com/us/podcast/the-flourishing-culture-podcast/id1060724960?mt=2   By doing so, you will help spread our podcast to more listeners, and thereby help more Christian workplaces learn to build flourishing cultures. Follow our Host, Al Lopus, on Twitter https://twitter.com/allopus  Follow our Host, Al Lopus, on LinkedIn https://www.linkedin.com/in/allopus/ Email our host at info@workplaces.org  

What is the little that you have? Pinky encourages us that our loving God and Father can multiply whatever we already have in our hands.Pinky Katipunan serves as Pastor and Human Resources Director of Victory churches in the Philippines.