Podcasts about human resources hr

Human Resources (HR) has no universally accepted purpose or agreed outcomes, meaning that gauging its success or otherwise is also vague.In this six-part podcast Denis Barnard sets out to define these missing links and uses the ‘reverse' methodology starting with business needs and working back to points where HR should be fulfilling them.Part One - Introduction & The WorkforceHR is struggling—burnout, endless new trends, and little clarity on its true purpose. This episode takes a reverse-engineering approach, asking: What outcomes should HR deliver? We break down the essential contributions of the workforce and set the stage for a structured rethink of HR's role. (43) Denis (Wallace) Barnard | LinkedInWebsite https://www.greenrivertechnology.world/#HRIS #HumanResources #HRTech #HRSoftware #Podcast #GreenRiverTechnology #leader #leadership

Human Resources (HR) has no universally accepted purpose or agreed outcomes, meaning that gauging its success or otherwise is also vague.In this six-part podcast Denis Barnard sets out to define these missing links and uses the ‘reverse' methodology starting with business needs and working back to points where HR should be fulfilling them.Part Two - The Key Elements of HRWhat does HR need to put in place to create a productive and engaged workforce? From compliance and organisation design to recruitment, performance, and retention, this episode outlines the core elements that define effective HR. (43) Denis (Wallace) Barnard | LinkedInWebsite https://www.greenrivertechnology.world/#HRIS #HumanResources #HRTech #HRSoftware #Podcast #GreenRiverTechnology #leader #leadership

Human Resources (HR) has no universally accepted purpose or agreed outcomes, meaning that gauging its success or otherwise is also vague.In this six-part podcast Denis Barnard sets out to define these missing links and uses the ‘reverse' methodology starting with business needs and working back to points where HR should be fulfilling them.Part Three - HR Scope & ActivitiesHR isn't just about policies—it's about making them work. This episode examines how HR can actively shape compliance, recruitment, development, performance, and workforce well-being to deliver tangible business outcomes. (43) Denis (Wallace) Barnard | LinkedInWebsite https://www.greenrivertechnology.world/#HRIS #HumanResources #HRTech #HRSoftware #Podcast #GreenRiverTechnology #leader #leadership

Human Resources (HR) has no universally accepted purpose or agreed outcomes, meaning that gauging its success or otherwise is also vague.In this six-part podcast Denis Barnard sets out to define these missing links and uses the ‘reverse' methodology starting with business needs and working back to points where HR should be fulfilling them.Part Four - The Role of Technology in HRHR tech isn't just a nice-to-have; it's a necessity. We explore the essential tools HR teams need to streamline recruitment, performance management, organisational design, and compliance—plus how AI is changing the game. (43) Denis (Wallace) Barnard | LinkedInWebsite https://www.greenrivertechnology.world/#HRIS #HumanResources #HRTech #HRSoftware #Podcast #GreenRiverTechnology #leader #leadership

Human Resources (HR) has no universally accepted purpose or agreed outcomes, meaning that gauging its success or otherwise is also vague.In this six-part podcast Denis Barnard sets out to define these missing links and uses the ‘reverse' methodology starting with business needs and working back to points where HR should be fulfilling them.Part Six - The Future of HRHR has no shortage of work, but is it making a difference? We wrap up the series by looking at retention, workforce data, cost control, and the risk of HR being swallowed by AI—unless it defines its value before it's too late. (43) Denis (Wallace) Barnard | LinkedInWebsite https://www.greenrivertechnology.world/#HRIS #HumanResources #HRTech #HRSoftware #Podcast #GreenRiverTechnology #leader #leadership

Human Resources (HR) has no universally accepted purpose or agreed outcomes, meaning that gauging its success or otherwise is also vague.In this six-part podcast Denis Barnard sets out to define these missing links and uses the ‘reverse' methodology starting with business needs and working back to points where HR should be fulfilling them.Part Five - Measuring HR's ImpactIf you can't measure it, you can't improve it. This episode lays out a draft practical framework for assessing HR's effectiveness, covering compliance, workforce well-being, recruitment success, and more. (43) Denis (Wallace) Barnard | LinkedInWebsite https://www.greenrivertechnology.world/#HRIS #HumanResources #HRTech #HRSoftware #Podcast #GreenRiverTechnology #leader #leadership

Aubrey profiles Njabulo Mashigo, Executive Director of Human Resources (HR) at Vodacom, about what fuels her passion for people. How did her journey lead her to the top? As the Executive Director of HR at Vodacom South Africa, Njabulo is shaping the future of work, championing inclusivity, and ensuring that businesses don’t just grow but thrive through people-centred leadership.See omnystudio.com/listener for privacy information.

On this episode we get to meet and listen to Sydney Elaine Butler. I definitely believe Sydney is unstoppable for many reasons. First, growing up she had a speech disability as she will describe to us. Also, however, along the way she was diagnosed with other disabilities including being on the autism spectrum. Like all of us who are different from the “norm” Sydney had her share of challenges from others. However, she learned to deal with them and move forward.   In college she decided to get a degree in business and eventually she determined to enter the human resources field. After being out of college for only a bit over a year and during the time of the pandemic, Sydney formed her own company, Accessible Creates. She consults with companies and company leaders primarily about disabilities and she helps to create better retention and overall attitudinal environments for employees with disabilities.   We discuss many of the issues faced in the workplace and beyond by people with disabilities. I believe you will find Sydney's views and attitudes quite refreshing and often innovative. I hope Sydney has offered some takeaways you can use in your own worlds.       About the Guest:   HR Professional | Founder, Speaker, and HR/DEIA Consultant at Accessible Creates | DEIB Facilitator | They/Them Pronouns   It is Sydney's understanding that their professional purpose must be to ensure that everyone has the opportunity to be successful regardless of barriers in their way and that they must as a professional remove these barriers. Sydney conducts training and consulting for other companies on how to be more Accessible and Inclusive from a Human approach and how to recruit and retain more diverse individuals through the lens of Intersectionality/Human Resources as well as other areas of Diversity, Equity, and Inclusion in an authentic manner at the company they founded called Accessible Creates due to understanding the barriers that exist within the workplace for diverse individuals.   Ways to connect with Sydney:   https://linktr.ee/sydneyelainebutler Website: https://www.accessiblecreates.ca/   About the Host:   Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog.   Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards.   https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/   accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/   https://www.facebook.com/accessibe/       Thanks for listening!   Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below!   Subscribe to the podcast   If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can subscribe in your favorite podcast app. You can also support our podcast through our tip jar https://tips.pinecast.com/jar/unstoppable-mindset .   Leave us an Apple Podcasts review   Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.       Transcription Notes:   Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 01:21 Well and a gracious hello to you, wherever you happen to be today, I am Michael Hingson, and you are listening to unstoppable mindset where inclusion, diversity and the unexpected mean, and it's deliberately called that, as I've explained a few times before, because most of the time when people talk about diversity, they never talk about disabilities. They talk about sexual orientation and gender and race and so on, but disabilities get left out. In fact, I talked to one person on this podcast who said, when I observed you don't mention disabilities. Oh, that social justice. It isn't the same. Heck, it's not anyway. Leaving that aside for the moment. Our guest today is someone I've been looking forward to chatting with for a while. In her name is Sydney. Elaine Butler, and Sydney is in Canada, and she has formed a company actually called accessible creates Cindy. Sydney is very familiar with disability. She has some and I'll leave that to her, to you know, to talk about, but she brings an empathy and understanding. I think that's extremely important, and that all of you will appreciate listening to. So let's get on with it. And Sydney, I want to welcome you to unstoppable mindset and really glad you're here.   Sydney Elaine Butler ** 02:43 Thank you so much for having me. Michael, well,   Speaker 1 ** 02:46 it's my pleasure, and we're really glad that you're able to finally get here. We've been working on this for a while, and we've had to postpone a few times. Sydney's had one thing or another going on, but that's okay. We, we, we are unstoppable, so we always find a way to succeed, right? Exactly. Well, why don't you tell us a little bit, maybe, about the early Sydney, growing up and some of those things. Yes, to start at   Sydney Elaine Butler ** 03:11 the beginning, right? Oh, where do I start? Um, so growing up, I first knew I had a speech impediment, and so I couldn't say my R's properly, and sometimes I would speak too fast. Sometimes still do tell me to slow down if I need to, but I sometimes I wouldn't speak because I was too scared to say my R is wrong and to speak too quickly. And so I had to go to speech therapy from a young age, and didn't understand that it was really different. You know, I just realized that all my other classmates living class to go do this, but it was mindful, and it's what I knew. I also walked on my tippy toes a lot. So then I had to start going to physical therapy, and I was also playing soccer, and my parents told me a lot of different things to get me active and to get out there. And then we also the Girl Guides of Canada, which is like, equivalent to Girl Scouts in America. And so I enjoyed that, and that's when I started to really find, find my voice and find what I'd like to do, and start becoming more outgoing and starting to exploit when things   Speaker 1 ** 04:27 Ah, okay, so was the speech impediment a manifestation of something else or what?   Sydney Elaine Butler ** 04:36 Yeah, so my dad also had a speech impediment growing up. I think it was just, it wasn't, I think in hindsight, it was tied to my neurodivergency, but didn't really know what that meant at the time, and at the time, we've seen a separate and knew that, I think a lot of people think that the speech impediments, i. Or something you go out of and think about a lot of kids have speech impediments, and so sometimes now it still manifests as I stutter sometimes, because then my brain goes too fast and my mouth can't catch up. Yeah. And so just realizing that my brain thinks a little differently, and I think that had a part to   Speaker 1 ** 05:17 play in well. So along the way, you discovered that you were also involved with other disabilities, I guess,   Speaker 2 ** 05:25 yes, and so I think I also I kind of had depression when I was in high school. And so I think that led to me not knowing, you know, if I wanted to be alive or not, frankly. And so back to other disabilities and understanding that all these different things. So like, I felt like had to almost do the camouflage and blend in to like, for example, I say, would hang out with the nerds and be more nerdy, or hanging over the jocks and be more of a jock. And it didn't really have a sense of self. I think that played a role in that, in my mental health and being having other disabilities.   Michael Hingson ** 06:08 How did your parents handle all of that?   Speaker 2 ** 06:12 I think they just treated me as you know, their child, you know, and they, for example, they would want me to go on to teach therapy. Oh, I need physical therapy now, because I'm walking my tippy toes and my my calf were too tight. And so they just did the best they could, and tried, you know, a lot of people, I think they never tried Kindle that was different. They just okay, this is what city needs to do the best and he can. And so I am very thankful for them for that, because I never felt like I was different. I just knew I had needed to get different things to be successful, but I didn't really know the details and the depth of what was happening.   Speaker 1 ** 06:55 When, when did you figure all of that out? Or when did doctors or whatever, finally come up with a diagnosis that made sense.   Speaker 2 ** 07:05 Yeah, I think when my after, shortly after, I started college, and I was like, kind of, I'm still living at home, but really think that kind of becoming more independent, seeing that I could do some things I could do really well, and other things I was struggling with, and then going to the doctors, explaining the things I was experiencing, and really understanding that, oh, okay, this and that, you know, finding out what is happening with me and how to best help myself and help and being patient with myself. Because I think a lot of times you can get so frustrated because you don't know exactly what's wrong, but you know something's wrong. And so I think by getting that, helping doctors, and getting help, even just expressing my limitations, and also I was, at the same time myself, helping kids, teens and hours with disabilities, and I related to them so much. And so I think that's what prompted me to go to the doctors in the first place and be like, I relate more to this population. Why is this and why am I so good at my job working with these individuals, we were others that I felt like, I was like, don't and so just seeing that, oh, yeah, that makes more sense, that, you know, autistic and all these different things that make up who I am,   Speaker 1 ** 08:22 right? So how long ago was it that you were in college?   Speaker 2 ** 08:28 I was so I was in college. I started in 2015 okay? And I graduated in 2018 and then I went to university from 2018 to 2020 because my college actually offered, the university offered a duty completion program, and so that was really beneficial. So   Speaker 1 ** 08:46 you were fairly recent in in the process, I've had some people on unstoppable mindset who were in their 30s before someone was able to accurately diagnose that they were different because they had autism, and I know that it is, for example, autism, and I know that for the longest time, people just didn't know how to to understand it or describe it. So at least in a sense, I guess although it still took a while for them to figure out with you still it was, it was better that it happened now than years ago when they weren't able to explain it or or even really understand it.   Speaker 2 ** 09:32 Yeah, and I think this is misconception that I think previously in the years, like you said, it was more like either there was very specific criteria around what they thought autism was, but now we understand it's a spectrum and how it impacts, you know, people that you know, males versus females. And so I think it's like, oh, you know, the lack of empathy is seen associated with autism. But like you said at the beginning, I have lots of empathy. And I think have hyper empathy, you should have to use a thing in females that are autistic.   Speaker 1 ** 10:07 Okay, so what did you get your college and university degrees in?   Speaker 2 ** 10:13 Yeah, so I studied Business Administration, human resources. So my aunt actually, she was human resources on a cruise ship. And I thought at first, when I was applying for university and in college, I because at college first, because I thought I was actually going to be environmentalist, because I high level. I've always wanted to change the world. So I thought, you know, with climate change and global warming was like, I want to be an advocate and talk about, you know, what's it better do to help the planet? But I didn't have the math grades for that. That was one of my strong suits and so. But I also took business as an elective in school. Like, oh, this seems like an interesting elective. I'll take it, and actually did quite well in it. And I like people helping people. And I thought, you know human resources, even though we know they mostly help the employer, I can also help people in the workplace. And there's so many different diverse aspects of human resources. And so that's why I decided to study human resources in school.   Michael Hingson ** 11:18 You just avoided the math part of business, huh?   Speaker 2 ** 11:20 There is, there was still math in business. But it's funny because I actually took statistics during my college and that that math made a lot of sense to me, like my brain. I became a statistics tutor, actually, and it was so funny seeing the one eight, the 180 of how I did math in high school versus how? And now I'm doing math while also paying for COVID Now,   Speaker 1 ** 11:46 well, at least you made it through, yes, which is, which is pretty cool. So when you, when you got out of college and university, what did you do? How soon? Well, let me just ask, What did you do? Start with that. So   Speaker 2 ** 12:05 I graduated from university in 2020, December, and so that was quite a challenge, as you can imagine, because I was actually supposed to have an internship that summer, and then the world shut down. And I remember I had an interview on my mom's birthday, March 18, which is the day the world shut down. And then they sent me an email that Friday and said, if it wasn't for the pandemic, for what's the COVID variant of the COVID virus that's going around, you would be getting the shop. This is a tip, but unfortunately, now we're closing our doors because of the pandemic. Yeah? And that was very frustrating, because I was like, I could have had this traditional and it was HR. Was it HR position mixed with statistics, and I just mentioned my love of statistics. And so it was going to be perfect, right? But it didn't happen. And so then I had another interview the last week of before I graduated from my degree. And again, I said, if you just had a little bit more experience in human resources, you would have got the job. And so if I got that job back when I had the internship, I would have bought this job. And I was very frustrated and but I didn't let that stop me. I was like, Okay, what kind of HR jobs do I want to have? What impact do I want to leave on human resources? Because right now, the market is a mess. You know, a lot of people losing their jobs and don't have jobs and love companies are still closed from the pandemic, because we're still very much in the thick of it in December of 2020, and so I started attending human resource webinars, volunteering with other we actually have a local HR association here where you can get your designation from, and I was part of it, and they got a discount because I was a student not too long ago. And instead of volunteering with them, seeing how I consist, and then they actually had a big conference, and I met someone there that helped them. He had to take down 500 emails. He's like, Oh, can you take down 500 emails? Because we're not going to finish this webinar on time. Can you take down 500 emails? And I'm there, kind of with my new COVID Puppy in bed, because I didn't have my camera on, just taking down all the emails. He said, Oh, can you send it to me? And so I sent him the email. And so actually worked at the HR startup. He had a little bit because he messaged me. He's like, I'm impressed that you took down this email so fast. Do you want to come work at an HR startup with me? And at the time, new grad, wanted to get my feet wet. Want to see what happens. And so I joined there, um, but he was bootstrapping, and so he can only pay me peanuts, basically. And I was also, he's, like, he's, I encourage you to look for traditional work, but you can also get getting some experience here. I. And so I did that. And then also, then I actually applied for summer job, virtually and remotely, for a nonprofit organization called Skills for change. And I was like, I'm passionate about accessibility and disability inclusion and HR and human resources. And I was their HR clerk for eight weeks because the Canadian government actually paid for it. They have a Canada Summer Jobs Program, but they gained funding, and I made the recruitment process more accessible. I during Obama's session, I talked about disability pride month, because I was there during Disability Pride Month, and really that I posted that on LinkedIn and some research like, Hey, do you want to come speak about neurodiversity in the workplace? I saw your presentation that you posted on LinkedIn, and I was like, okay, so I did that. And I really liked doing presentations and so and then I realized I could do more by starting my own company. I applied for a traditional job still, but maybe I can get my foot in the door by starting my own company doing little trainings about HR, disability inclusion, neurodiversity. What does that look like? And, yeah,   Speaker 1 ** 16:15 so when did you so that's how you started accessible creates.   Speaker 2 ** 16:18 It was kind of informally starting accessible creates, you know, just like, it was kind of like planting the seed, I say. But then it was just like, I also, I was like, maybe I can make like, wellness bracelets as well. And like, they all these different things, and make fidget toys, and have all these different proponents. And then it kind of branched off to okay, I can do presentations. Oh, I think people also looking for consultants that have a unique skill set to look at policies and procedure, to look at job descriptions. And so it kind of took off into a world of itself,   Speaker 1 ** 16:53 all right, well, and so you're, you're still doing it.   Speaker 2 ** 16:59 Yes, it's going to be three years a month from today, actually. Wow, August 31   Michael Hingson ** 17:06 Wow. It'll be how long on August 31   17:09 two years, three years, which is cool.   Speaker 1 ** 17:13 Well, so you're, you're obviously having some, some good success with it.   Speaker 2 ** 17:20 I feel very lucky, but I'm also like, the amount of nos you get as a business owner or someone just trying to put your services out there, like, this is what I have to offer. And so I feel you're so lucky. You got all these opportunities on like, the amount of people that say no to me, or, you know, the things you don't see behind the scenes. And so just keeping at it and building my network and building my connections is so important. And so and finding people, I think sometimes, as business owners and entrepreneurs, we want to help everyone, but we can't help everyone, right? And so finding that niche, okay, who can I really support here in this area?   Speaker 1 ** 17:59 So what are you finding? Are the areas or the kinds of places where you specialize?   Speaker 2 ** 18:05 Yeah, I found like, because, again, I have that human resources background and so leveraging that. I think it's funny because when I first started it as, okay, my I'm going to do, I was kind of advertising as I have HR knowledge with like, also have this expertise of disability understanding, disability inclusion, accessibility in neurodiversity. And now it's kind of been like, now people like, Oh, you're the neuro diversity person that talks about neurodiversity there in Canada or talks about disability inclusion. I can also do human resource consulting. They're like, oh, we need an HR consultant, but we want to sprinkle in those other things. And so people that are looking for that niche is really cool and really impactful, and also looking at policies and procedures, I think is because it's a huge undertaking and to really and so finding the niche of clients that they know they need to modify the policies and procedures, but they just kind of overwhelmed, and don't know where to start. And so that's where I come in, yeah.   Speaker 1 ** 19:08 And so you're able to help create policy or modify policy. And yes, what's, what's probably, would you say the biggest misconception that you have encountered when you're dealing with companies regarding the whole idea of disabilities,   Speaker 2 ** 19:26 yeah, I think the biggest misconception is that it's only the entry level position that people with disabilities want jobs, especially because actually most people with disabilities that actually were more likely to get post secondary education and to continue getting educated. And so it's really interesting to see the bias that employers have against people with disabilities. And think, Oh, you get, you know, this funding from the government to help, you know, pay people with disabilities that can't work, but that's not enough money. They're like, Oh, that's enough money you can live on that you can. Live on that and really understanding that if someone wants to work, they should be able to work. And that accommodation is not you getting more to do your job, it's leveling the playing field to make sure you can do your job and be successful at your job, and everyone deserves that. And   Speaker 1 ** 20:17 how are you able to change attitudes and perceptions about that?   Speaker 2 ** 20:24 Yeah, I really kind of challenge like, Oh, what do you currently think of disability, you know, and really making them think internally and like, you don't have to say it out loud. You don't have to, you know, just getting them thinking, why do you have this misconception of disability? What does what disability representation Have you seen in media, right? And so what really challenging what they think of when they think of disability. And so I remember, I was actually talking about HR strategy and accessibility strategy and merging them together at a conference I spoke at last year. And I was like, Oh, I left my cane at home. You can't tell today. And there was such because they were kind of like they were paying attention. But they weren't, like, folio paying attention. You can tell them about folio paying attention. So I made that joke, and then everyone was kind of like, there was like, a little bit of Lacher in silence, and then they were completely interested. It's like, okay. They're like, Oh, yeah, wait. Why did I, you know, have this misconception of what a disability looks like? And so it's like, let's get get into it,   Speaker 1 ** 21:31 and at least then you're able to open the discussion. You know, I've talked about it on unstoppable mindset a few times, but I have a different definition of disability than than most people. And I'll explain very briefly. People keep saying to me, well, disability, I say, disability doesn't mean a lack of ability. And they say, Well, of course it does, because disability starts with dis, and I say, Well, okay, but what about disciple, discern, discreet and so on. They all start with this, and they're not negative. No, disability isn't a lack of ability. And over the last year, a few things have happened that caused me to to come up with a different definition. And mainly it came about because I was at a hotel in Hollywood, California last year at three in the afternoon when we lost power in and around the hotel, and suddenly everybody started to scream, and they're running around trying to find or reaching for flashlights and smartphones and so on. And I realized disability is something that everyone has sighted. People have a disability, and their disability is their light dependent and and the reality is that we need to recognize that, in fact, everyone has a disability. Every single person with eyesight has the disability of being light dependent. Now, at the same time, you cover up your disability, because Thomas Edison invented the electric light bulb, and we have worked so hard to create light on demand that disabilities are covered up. Disability of light dependence is covered up. It is until it can't be, because suddenly the power goes out or whatever. But the reality is, everyone in this world has a disability. The thing is that disability is a characteristic that manifests itself differently for different people. It doesn't mean, though, that you don't have it. Of course, most sighted people won't necessarily buy into that, until suddenly they're stuck without light for a good period of time. It doesn't change the fact, though, that their disability gets covered up.   Speaker 2 ** 23:50 That's that's a very good point. Michael, I think again, that what is the perception of what a disability actually is and how someone interacts with it, and then how it impacts how someone shows up in the world and how the world views them. And so I think really understanding that, again, it's a spectrum it impacts, and then this is so many different types of disabilities, and what does it actually mean to be disabled?   Speaker 1 ** 24:19 Well, and that's and that's exactly it. That's why I use the definition that everyone has a disability. It's just that it manifests itself differently for different people. And we need to start to recognize that, and if we really intellectually recognize that, then we begin to change our thought about what a disability is and recognize that maybe it has nothing to do with how well people think or how well people can work. We just need to use and find alternatives when necessary. I mean, look at look. At most buildings, office buildings, they have lights so that people can see where to go, to walk down a corridor, or they have Windows people can look out, or sometimes open for heater or whatever. But typically, they don't necessarily open, but they have a lot of different kinds of things to accommodate light dependent people, computer monitors, but they won't necessarily buy a screen reader for a person who is blind, even though that screen reader might not even cost as much as a monitor. Today, you have coffee machines that are touch screen we provide so many accommodations for employees based solely on eyesight, for example, or right handedness, or any number of other kinds of things. And we we really need to learn as a society to move beyond that. But that's where the challenge is, of course, isn't it?   Speaker 2 ** 25:58 Yes, I think it's a we're constantly making accommodations and making adjustments or making things easier for humans, you know. And how does accessibility play a role in that, and making sure that everyone has the ability to access what they need to access, and to do it the best way they can.   Speaker 1 ** 26:19 So how would you in and, of course, I've, I've perhaps messed this up by coming up with the definition of disability that I did. How would you find accessibility? How would you define it? Today,   Speaker 2 ** 26:34 I feel like disability is more like I feel like people think it's like the medical condition you have or the experience you have, but I really think it's like the barriers that people put in place, you know, and like the editorial barriers someone's values is towards someone that looks different or appears different, someone's barrier the barriers to accessing different tools and different resources and really understanding that in disability can be permanent, it can be temporary, it can be situational, kind of like you were getting at with that everyone has a disability and that it it can it looks different every day, and that there's No one size fits all right, have disability, and it's embedded ability as a spectrum.   Michael Hingson ** 27:26 So then, how would you find accessibility?   Speaker 2 ** 27:30 Yeah, so I think accessibility is synonymous for a lot of people, for people providing access, for people with disabilities, but I define accessibility as people have resources they need to do their day to day or to be successful girls that have a disability or not,   Speaker 1 ** 27:52 Right? And it's all about education, isn't it?   27:58 Yes?   Speaker 1 ** 28:02 So in the HR world, what could, what could HR do, and how can we deal with making human resources more accessible and inclusive for people with disabilities?   Speaker 2 ** 28:19 I think right now, Human Resources HR is trained to really, oh, look, we recruit, we want to recruit more people with disabilities. We want to hire more people with disabilities, but understand that there's 25% only 25% of people that have disability actually disclose in the workplace that they have a disability, and disclose to human resources they have a disability. And meanwhile, there's probably a lot more than that in the organization and in the workplace. And so we're looking, okay, what are your retention strategies look like for developing people that have, you know, disabilities? What is, why is, you know, looking at management? Why is it? Oh, you're doing good this job, this promote you to management. Okay, not everyone wants to become a manager, or it isn't, you know, have the skills become a manager. Okay? What a you know? What other approaches you can use to develop an employee? How can you look at your culture to evaluate how people with disabilities are treated and how they feel? Is it is in finding out where those gaps are, or most people with disabilities having those issues with management, because management's not understanding how to better accommodate and support employees with disabilities. Is it the co workers making that experience as human resources themselves causing these issues, and really figuring out where the issues lie for that particular organization, and increasing learning how to better increase retention?   Speaker 1 ** 29:41 So what do you? What do you do with accessible creates and so on, to really help in the education process and to helping with with truly having more of a higher retention for persons with disabilities? Yes.   Speaker 2 ** 29:57 So I, for example. To audit the policies and procedures, see how they regards to accessibility. They have any language around accessibility, because a lot of organizations, you know, there's the ADA in America, and they have that in their policies and procedures. Meanwhile, the ADA is just the bare minimum and just coming to actually get a lawsuit. But what are the best practices you're actually implementing? Do you have an accommodation policy procedure so people know how that can be accommodated, and managers and resources know how to best accommodate that employee, you know, and then also providing provide coaching. So brand coaching, if you know, for example, for the narrative version to our disabled employee and they need a bit more assistance knowing how to better advocate for their rights and advocate for themselves in the workplace. So also working in conjunction doing a management training on okay, if your employee comes to you with this information, what, what do you do and how to address that, and how to make sure that someone feels safe enough to disclose or discuss disclose that they need support from you to better do their job, yeah?   Speaker 1 ** 31:01 How do you deal with the employer, or even someone in HR, but somebody in authority at a company that says, Well, yeah, you raise good points and we'll implement them, but it takes time. We just can't jump into it.   Speaker 2 ** 31:18 Yeah? I I say, you know, like good things take time, but really understanding that, I think a lot of times, sometimes they scared to make the wrong choice and make the wrong decision. But I think also, just like by not doing anything and not taking the time to do things, take time, we all know this, and being able to be transparent with your employees. Hey, we're implementing this thing. Because I think a lot of times management, or, you know, human resources, are doing these good initiatives, but they're not communicating that to the fellow employees what's being done. And so I think just being transparent and being able to be flexible and be open with, you know, the employees, and being honest, yeah,   Speaker 1 ** 32:06 it is hard, because people really tend to think that we got to move slow. But the reality is, if you don't take the leap and start recognizing you're treating some people in a substandard way, and make the conscious effort to change it, then you won't. I mean, we have, we have seen so many shifts in the world. Smartphones came along, and everyone adopted them very quickly, because they saw the value of it. And I've dealt with people who are interested in making their internet websites more accessible, and some of them say, well, we got to do it, because if we don't, we'll get sued. And some people say, and rightly so, we've got to do it because it's the right thing to do. But when you then switch that to Well, what about hiring people with disabilities and so on, or what about changing attitudes within your organization? It's Well, that just takes more time, and I question whether it really should take more time, or should you really adopt a policy and then work to bring people up to it. Yeah,   Speaker 2 ** 33:23 I think it's kind of a mix of both, you know, I think it's obviously, it's going to take time, but also, what are you putting in place to get it most efficiently and get it as quickly as possible, to make it as much people understand, to make to really break down those barriers and to get people having these discussions and having these conversations and just challenging what the norm was in the organization, and why do we have these preconceptions of what disability is in the workplace, and disability inclusion and things are going to take time, and that's okay, but Really understanding okay how are you saying yourself and your organization are for the best success to better support all people in the organization? And   Speaker 1 ** 34:08 that's really the issue, isn't it? Because it's all about conversation. It's all about education. And the biggest problem I see in general in terms of dealing with people with disabilities within organizations or anywhere with the law, with whatever is that we just don't engage in the conversation, and probably some of that is fear. Oh my gosh. I don't want to become blind like them, and it could happen to me. I gotta avoid that, or or any other disability I might end up in a wheelchair. I don't want to do that. And so there's, there is a level of fear that enters into it, but also it is just having the conversation and starting to really make people more aware of you. What disabilities really are and what they're not, and doing more of a concerted effort to make that conversation happen, I think we'll do more to help educate and get people to move and realize maybe our attitudes and our ideas aren't what we thought they should be. Yeah,   Speaker 2 ** 35:19 and it's like understanding, why is there that fear? You know, it's like because of what how media portrays it. It's because of stories you've heard, you know. And we all have our different struggles, you know, going back to your point about what you said, you know, we all have disability in some ways. We all have different struggles. We're all human beings. We all have good and bad days. And so what is the fear stem from? And, you know, people, a lot of people, are scared to say the wrong thing, but the worst thing you can say is nothing at all, right? And, you know, and so I think, like, well, I don't want to say the wrong thing about disability. I don't want to, you know, the cancel culture, or wherever they call, you know, these days, yeah. And so it's just like, the worst thing you can do is not say anything, because, you know, just negative your own growth and the organization's growth by not even wanting to make those mistakes. And you know the difference between intention and impact. You know, it's maybe so impact someone if you say the wrong thing, but be like, Hey, I'm learning. You know, even if you're a management or human resources, I'm learning every day. Can you know I'm going to make mistakes? And again, that transparency piece is so important, because we all know we're humans, we're going to make mistakes. And I think sometimes an organization, they really put managers and human resources on a pedestal that it shouldn't be the case because Ken, we're all human. At the end of the day, we're all, you know, here to do a job, and we're going to make mistakes, and that's okay. And so really coming off the pedestal be like, I'm learning. I want to do better how you know, and being vocal and being transparent about that is so crucial.   Speaker 1 ** 36:56 I think you raise a really good point. And I think that that the issue is, as you said, saying nothing is the worst thing that you can do. But I also think whether some of us who have disabilities, in the traditional sense of the word, if I'm going to use that, some of us don't want to be teachers. We're tired of having to explain. But the reality is, we are the best teachers. We are other than are. We're the best information providers, and we really should understand and be patient, because if we know that really, people behave as they do because it's an educational issue and they haven't got the education, who's in a better position than we are to address that and and so I agree with what you're saying. One of the things that I hear all the time is, well, you're visually impaired, which I think is the worst thing that anyone can say about anyone who has any kind of eyesight issue. We're not visually impaired, visually we're not different. We're not visually different and impaired, we are not it's like Deaf people have learned if you say deaf or hearing impaired, they're they're liable to execute you on the spot. They recognize that it's deaf or hard of hearing and slowly, although not nearly fast enough, blind people are starting to learn visually impaired is the wrong thing to say, because it contributes to the lack of understanding. Because you say impaired and we're not blind, and low vision is a lot more relevant, and certainly not not negative. But if we aren't willing to help educate, then we're doing our own disservice to all   Speaker 2 ** 38:47 of us. Yeah, I think to your point that you know, it's like, sometimes we're tired of explaining things and don't want to advocate, but we're the best teachers, and we're also giving that space to it's like, do you want to share? Do you want to talk about your experiences? Do you feel comfortable? Do you feel up to talking about it? Hey, I don't feel like talking about it right now. Little time, and that's really okay, or little time, oh, I'm willing to educate you today and explain my experiences to you. And so I think there's sometimes too much pressure that of people like, oh, I always say, I'm like, ask people questions. People want to answer your questions, but they don't have capacity. You don't have the energy to answer your questions. That's okay. But hey, another time and be okay with that. Yeah. And I think just giving as human beings, giving each other compassion and giving each other that grace so important to drive this work forward.   Speaker 1 ** 39:46 Well, I think it is important to to find a mutually agreeable time. And maybe that's part of the discussion is I really would rather not talk about this now. Can we set up a time to talk about it and and. So working toward that, I think, is extremely important to be able to do, because we are going to be, by definition, the best educators in terms of disabilities. And you can also get different people with a disability who will say different things. There are still some people who like visually impaired, but that's what the professionals have ingrained at us, and it's a process to get that out of our psyche and recognize that it's low vision and blind and not visually impaired. I would prefer just blind. For anyone who has lost enough eyesight that they have to use alternatives to print to be able to function, I would prefer just to use blind. But the reality is that's probably a larger step than most people are willing to take today. So blind and low vision works for a while, but at some point, we're going to have to recognize there's nothing wrong with being blind or there's nothing wrong with being in a wheelchair, or there's nothing wrong with being deaf or being a person somewhere on the autism spectrum, there's nothing wrong with any of those. It's just that we're going to do things differently than you're used to? Yeah,   Speaker 2 ** 41:22 I think language is so important too, because, like, the you know what the professionals say, what the all the research is saying, but it's a What does that person identify with? But you know what they identify and what is their experience like? And really talking to them, to, you know it's like. And I think a lot of times we we even when we're educated, this is my personal experience. This is how I want to identify with a person with a disability, or I identify as a disabled person, you know, we preface that, and so I always make this joke. I'm like, people like, oh, do I say he's visually impaired? Do I say, you know, he's low vision? Do I say he's blind? It's like, well, his name is Michael, so call him Michael, you know, yeah,   Speaker 1 ** 42:04 and, and you can always ask, yeah, but his name is Michael, and that's really the issue. One of the discussions that I've been involved with of late is sort of related to the whole first person language. It's about descriptions. I notice in your bio you have a description, long, brown, curly hair, wearing a silver necklace and a red blouse. What do you think about the whole concept of providing or needing to provide, descriptions, especially if you're in a meeting with people who don't see   Speaker 2 ** 42:42 Yeah, I think it's important. And I think and asking the person, do you want a description? I think, I think there you go. I think sometimes, by people want to just, it's politically acceptable, but really talking to the person, hey, do you need to pick up description to me, but what will make you most feel most comfortable? He was asking that to anyone. What can I do in this meeting to make you feel most comfortable? What do you require of me to get the best experience out of this? And so just asking the person, and   Speaker 1 ** 43:14 that's really the key, isn't it. There's nothing wrong with asking personally. I don't need descriptions. Now, I've never been able to see with eyes, so it's never been an issue for me. But I do know that there are people who have become blind later in life who may want descriptions and and that's fine. The other side of it is, is it really going to add value say to a meeting? That is, does a description of a person really make you more comfortable? And I don't, you know, I don't know the answer to that for a lot of people. I do know, for me, it just takes time away from the meeting. But that's but that's me, and I understand that the one of the reasons I brought it up was that a couple of weeks ago, I was involved in the meeting, and after the meeting, one of the people wrote to everyone who was there and said, You know, I went online trying to find descriptive words for people with disabilities to provide those same descriptions for people with disabilities, but I can't find them, and most of us said, Why do you need them? Because the reality is, there are a lot of different disabilities. There's no one real answer, and I do agree that we shouldn't hide who we are, but we can take this descriptive symbolism and and beat it to death so often too. Does it really make sense to have descriptors of people with with a disability?   Speaker 2 ** 44:58 Yeah, I think I. Yeah, it's like, what, who is the person you know getting and what does that look like? And so I think understanding that, I feel like there's so many things and so much information coming out about disability right now, how to be most inclusive, that sometimes we forget the nuance of just the human experience, yeah, and   Speaker 1 ** 45:23 yeah, well, and that's what we essentially told the person who asked the question, that it's not and a number of people did. It's not really relevant to do it for disabilities as such. But I think your point is, is also well taken. You can always ask, and if somebody wants a description, then give them a description and and then move on. But it is, it is something that I I've been in meetings, and I've heard way too often you'll have 10 or 12 people in the meeting, and they're asked without finding out whether people want it when you first speak, give a description of yourself. By the time you're done with that, you've wasted another 10 or 12 minutes of the meeting, which is only an hour long anyway. And what have you really gained from that? And and again, I understand that there are some people who might like that, because they used to see but I but I think that we can take it to an extreme, which doesn't help. Yeah, I think   Speaker 2 ** 46:31 really understanding, what are the needs? What are the what's the reason behind the meeting? What are the needs of the meeting? Who's attending the meeting? Do they know? Do they do the people need it? They not need it. And again, providing even, like, for example, closed captions. But like, I think closed captions are so important in the thing like, oh, it's for people only, people that are hard of hearing and but it's like, for example, sometimes it's like, oh, it's better for me to process information if I see it written, instead of just hearing it or hearing it and seeing it. And so it's a cool what is it adding to the meeting instead of, you know, yeah, what's the value   Speaker 1 ** 47:13 and things like closed captioning? I absolutely can understand. And I think that meetings should have closed captions. And I don't care what the meeting is, we should get into that habit. And the other, the other thing I would would say is that, again, descriptions are a different situation, because what does it really add to the meeting and but again, some people may really want it. So it's a it's a question to ask and then go from there. But I would say closed captions. Another one is one of my favorites. Somebody created this terminology, no Braille, no meeting. That is to say, especially when a blind person, for example, is involved. But I would say in general, it would be better to do this, and that is, if you're going to have a meeting, don't bring handouts to the meeting, disseminate them in advance. Because if you have a meeting and you're giving people handouts and you're talking, they've got to split their time between listening to you and reading the handout. And I don't care what handout it is, you could take a few minutes early enough to disseminate handouts so that people can all be prepared. But especially that works for people like me who aren't going to read those handouts, because you're going to create them from a copy or anyway, or you're going to print them in a multiple way, but probably don't have access to a Braille embosser or some way to get them to me. And so the reality is that documentation should be provided in advance, and I think again, it's a habit that we should all get into, then we don't have to worry about it when somebody comes along who really needs to have those, those services.   Speaker 2 ** 49:03 Yeah, I completely agree. I remember, I think I started doing that a couple years ago. It was like, why I even myself? You know, I like to be okay with the agenda. I like to know the agenda, know what we're going to talk about. And so I have Knowing that ahead of time is so important. And you we all have such busy lives, so even if you don't have a like you said, traditional disability is going to help you better prepare for that meeting and feel more at ease going into that meeting and going into this conversation. And it helps everyone at the end of the day.   Speaker 1 ** 49:34 Sure, it does. Were you ever treated poorly or have any real challenges because of the fact that you have a disability?   Speaker 2 ** 49:44 Yeah, I think, like I mentioned the beginning, my, my speech impediment, my, I think people would make fun of my the way I would speak and so, and I just like, I don't talk like that. You can, you know. And. That made me feel very uneasy. And then also, going back to, you know, dealing with depression in high school, people didn't understand, really, what it was to have depression, and so like, Oh, it's just all in your head. Or, like, and then I would kind of do some kind of reckless thing because I didn't like I said I didn't care if I lived or died. And so they were like, oh, and kind of make fun of me and or use it to their advantage to put me in other situations that weren't not the best for me. And so this also led to complex PTSD, and so just understanding that when sometimes people don't fully understand something that more likely to make fun of you, and not because, again, the impact work is intent, right? So sometimes they just kids being silly and not knowing really what they're doing, but sometimes in demolition attack of using someone's disability against them, right?   Speaker 1 ** 51:06 As as you may know, I worked in the World Trade Center and escaped after, well, on September 11, after the buildings were hit, and people, even to this day, say to me, Well, you didn't know what happened, did you? And I said, No, not at the time. Well, of course, you didn't, because you couldn't see it. They revert to that type, even though, in reality, the building where it was struck was 18 floors above us on the other side of the building. And so one of the things that I say to people is, well, the last time I checked Superman and X ray vision are fiction, and the fact of the matter is, on my side of the building, no one knew what happened when we were going down the stairs. Not one single person anywhere around us knew what happened, because they were all on the other side of the building from where the plane was hit, and typically many floors below where the plane was hit. So of course, nobody saw it, but, but they want to revert to type when it comes to dealing with, say, a person who's blind. Well, of course, you couldn't see it, so you wouldn't know. And that is just unfortunate, because, again, I think it contributes or comes from the lack of education. Yeah,   Speaker 2 ** 52:21 I think a lot of the whenever someone says something, sometimes it just like becomes for that misunderstanding, the missing, that the lack of education. That's why education is so important. In disability, you're talking about anything because, and sometimes I feel like people almost like the fear or the unknown fill in those gaps, and it can cause huge problems. Yeah,   Speaker 1 ** 52:48 what is one thing that you wished people knew? Well, it's really two questions, one about disabilities and the other is about accessibility.   Speaker 2 ** 53:00 I think I wish for people knew about disabilities, is that I think the ability that it's a spectrum and that impacts people differently, and can impact impact the individual themselves differently every day again. You know, for example, if I didn't get enough sleep, it could contribute to other environments, factors that make my conditions act up, and for accessibility, I think that, yes, accessibility is an ominous with, you know, people with disabilities and giving resources people with disabilities, but accessibility allows us all to have the resources And the tools we need to be successful, and that it's kind of the bare minimum of what you should be doing. Yeah.   Speaker 1 ** 53:50 And I think for me, if there were one thing I wish people knew about disabilities, is it's okay to ask. It's okay to want to know more. And I always will. If people ask me a question, I will, I will answer. One of the things that I encounter often is I'll be anywhere from an airport to a hotel to a store, and a child wants to come up and pet my guide dog. And the parents will say, Oh, don't go pet that dog. That dog might bite you don't know anything about that dog, as opposed to saying it's a guide dog and the dog is working. Now, some people do say that, but a lot of people don't. For me, my policy is if I hear a child asking, especially when parents respond in the negative way, I will always stop take the harness off. Say no, it does okay. They can visit with the dog, and then it gives me the chance to to say when the harness is on, the dog is working. It's got a job to do, because the dog make sure that I walk safely. But the dog. Dog isn't going to bite you, and I don't want you to be afraid of dogs just because, but you should always ask. It's okay to ask and do that. I think that's that's really important, but oftentimes parents continue to create a fear level that we don't need to have. So if a child wants to interact with my dog, I will always stop. If an adult wants to. If I have time, I will stop, and if I don't, I will not stop. And I'll say, here's why I'm in. I'm in a hurry. I've got to get here. I really don't have time. I wish I did, but I will, whenever I can, I will stop and let people interact. I'll take the harness off because the dog needs to relax too, and the dog knows when the harness comes off, they can visit, and they know that they're supposed to focus. But even so, when somebody pets pets, a dog, even in harness, they're going to look, because the dog really likes the attention. So it's a matter of of dealing with it. But by the same token, the bottom line is that I think, again, it's all about education. So I don't mind letting people pet the dog, but only when the harness is off. When I've had a couple of times that people would ask, and I say, not right this moment. And then they go right ahead and pet the dog. And I know that they pet the dog because the dog is looking and I can feel the leash move. And when that happens, I will give the dog not a hard one, but a leash correction, saying, leave it. And the people will say, Oh, don't yell at the dog. I was the one that was petting the dog and said, No, you don't understand. You got the dog in trouble. The dog knows better. I'll deal with the dog, then I'll deal with you. But, but, you know, it's, it's an educational process, but with kids, I'll always stop. I think it's important that children learn what guide dogs are and that that they are friendly. The only thing I would say is, I hope they're not holding an ice cream cone at the time, because they'll lose the ice cream cone. What would you tell your teenage self if you could go back right now and do that?   Speaker 2 ** 57:01 I would tell my teenage self that be authentically you, because, like I said, I felt like I was a chameleon in high school. And so by being more me, embracing my differences, embracing who I am, embracing all these different things that make up who Cindy is, and really living into that, and also giving myself with a bit more grace and compassion, because I guess I could do some things and things I couldn't do, and now understanding okay, there's some things I can do and Some things I can't do, and that's okay, and that I'm worthy, and that I think, yeah, I think that's it   Speaker 1 ** 57:49 okay. I think that's fair. Well, if people would like to reach out to you, maybe take advantage of your your services and so on, and interact. How do they do that?   Speaker 2 ** 58:01 You You can send me this. I have a form or a website that you can fill out, and my website is and my website is accessible, creates.ca   Speaker 1 ** 58:10 so accessible creates.ca so they can go there, and they can reach out and so on and and take it from there. Yes. And they can write you and ask you all sorts of questions,   Sydney Elaine Butler ** 58:23 if they choose, if they choose.   Speaker 1 ** 58:25 Well, Sydney, I want to thank you for being here. This has been a lot of fun and educational, and I've learned a lot, and I really appreciate your time. I'm glad we finally were able to make this happen, and I hope all of you out there come away with a little bit of a different view of disabilities and all of us who typically experience that then, then you had before. Love to hear your thoughts. Love to get an idea of what you think. Please feel free to reach out to me. You can reach me at Michael h i@accessibe.com that's m, I C H, A, E, L, H, I at accessibe, A, C, C, E, S, S, I b, e.com, or you can go to our podcast page, w, w, w, dot Michael hingson.com/podcast, and Michael Hinkson is spelled M, I C H, A, E, L, H, I N, G, s, O n.com/podcast, wherever you're listening or watching on YouTube, please give us a five star rating. We value your ratings, and would really appreciate you taking the time to rate and comment. We love your comments. We love getting your feedback, and so would definitely appreciate you doing that. If you know of anyone who ought to be a guest on our show, our podcast and Sydney, including you, if you know anyone who ought to be a guest, please let us know. Reach out, introduce us. We're always looking for people who want to become guests on unstoppable mindset. And so with that again, Sydney, I want to thank you for being here. This has been a. A lot of fun. Any last words that you want to say?   Speaker 2 ** 1:00:03 Yes again. Thank you so much, Michael for having me on your podcast, and I look forward to seeing how I hope. I look forward to keeping in touch and seeing other conversations   Michael Hingson ** 1:00:20 You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to interview in upcoming editions of the show. And also, we ask you and urge you to invite your friends to join us in the future. If you know of any one or any organization needing a speaker for an event, please email me at speaker at Michael hingson.com. I appreciate it very much. To learn more about the concept of blinded by fear, please visit www dot Michael hingson.com forward slash blinded by fear and while you're there, feel free to pick up a copy of my free eBook entitled blinded by fear. The unstoppable mindset podcast is provided by access cast an initiative of accessiBe and is sponsored by accessiBe. Please visit www.accessibe.com . AccessiBe is spelled a c c e s s i b e. There you can learn all about how you can make your website inclusive for all persons with disabilities and how you can help make the internet fully inclusive by 2025. Thanks again for Listening. Please come back and visit us again next week.

Send us a textIn this insightful episode of Dear HR Diary by Manage with Hart, host Dawn Hart sits down with Julie Livingston to explore the dynamic relationship between Public Relations (PR) and Human Resources (HR) and how their collaboration can transform workplace culture. Dawn and Julie discuss the importance of interdepartmental collaboration, aligning PR and HR messaging, and how employees can become effective brand ambassadors.Together, they uncover best practices for consistent messaging across departments and share actionable tips for fostering employee representation that reflects the company's values. Whether you're an HR leader, a communications professional, or a business leader looking to break down departmental silos, this episode is packed with valuable insights to strengthen your internal and external brand.Key Takeaways:✅ The Power of PR & HR Collaboration – How these two departments can align to shape a cohesive employee and external brand experience.✅ Messaging Consistency Matters – Why unified communication across departments enhances brand trust and transparency.✅ Employees as Brand Ambassadors – Strategies to empower employees to represent your organization authentically.✅ Best Practices for Employee Representation – Proven techniques to ensure employees reflect the company's mission and values in public and internal spaces.✅ Fostering Collaboration – Practical steps to break down silos and create a culture of partnership across departments.About Our Guest:Julie Livingston is a seasoned communications expert who bridges the gap between Public Relations and Human Resources. With years of experience helping organizations craft cohesive messaging and empowering employees to represent their brand, Julie brings unique insights into fostering collaboration and maintaining a strong, consistent voice.Listen Now:Tune in to discover how aligning PR and HR efforts can strengthen your organization's culture, elevate your brand, and engage employees as powerful company advocates.Connect with Julie Livingston:LinkedIn: https://www.linkedin.com/in/julielivcomms/Website: http://www.wantleverage.com/Blog: https://wantleverage.com/blog/linkedin-video-tab-10-tips-for-leveraging-the-new-in-feed-carousel/Email: julie@wantleverage.comSupport the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

In this episode of What the Fundraising, Mallory is joined by Arum Lee Lansel, an HR consultant specializing in small nonprofits. Arum's diverse career spans fashion, philanthropy, venture capital, and organizational effectiveness. She now uses this unique lens to help nonprofits build sustainable, thriving work environments through strategic HR practices. Human Resources (HR) plays a critical role in shaping a thriving work environment, especially in nonprofit organizations where the demands on staff can be overwhelming. It is more than just compliance or administrative responsibilities; it is about building a long-lasting supportive environment in which people feel respected, encouraged, and enabled to perform to their full potential. HR becomes a crucial partner in achieving a nonprofit's objective and guaranteeing that its staff can flourish by tackling the underlying reasons for burnout, placing a high priority on employee well-being, and making sure leaders are prepared to assist their teams. Key takeaways from the episode:  HR should be seen as a strategic driver for nonprofit impact, not just a compliance function. The Thrive Model provides a structured approach to building a sustainable nonprofit workplace. Leadership commitment is essential for meaningful HR and cultural improvements. Burnout is an organizational issue that requires systemic changes, not just individual coping strategies. Nonprofits must navigate funder dynamics and advocate for internal investments to sustain impact. Get all the resources from today's episode here.  Support for this show is brought to you by GiveButter. GiveButter is the easiest-to-use fundraising platform.  Your favorite fundraising tools, supercharged! Never miss a fundraising opportunity again. Givebutter Plus takes this award-winning platform to the next level with advanced automation, deeper donor insights, and eye-popping supporter engagement tools to help your nonprofit get ahead—and stay there. Connect with me:  Instagram: https://www.instagram.com/_malloryerickson/ Facebook: https://www.facebook.com/whatthefundraising YouTube: https://www.youtube.com/@malloryerickson7946 LinkedIn: https://www.linkedin.com/mallory-erickson-bressler/ Website: malloryerickson.com/podcast Loved this episode? Leave us a review and rating here: https://podcasts.apple.com/us/podcast/what-the-fundraising/id1575421652 If you haven't already, please visit our new What the Fundraising community forum. Check it out and join the conversation at this link. If you're looking to raise more from the right funders, then you'll want to check out my Power Partners Formula, a step-by-step approach to identifying the optimal partners for your organization. This free masterclass offers a great starting point

In this episode of HR Like a Boss, Brittany Zielaskiewicz dives into the heart of human resources with a focus on empowering people and leading with empathy. From navigating the complexities of talent acquisition to balancing client expectations with employee care, Brittany shares her insights on building trust, fostering flexibility, and treating employees like adults. She discusses the evolving dynamics of today's workforce and the critical role HR plays in driving organizational success. Tune in to discover how passion, transparency, and empathy can transform the way we approach human resources and leadership.

Send us a textSchool and ministry leaders often need to wear a variety of “hats.”  The list can be lengthy due to limited staff and resources. Things like fundraising, admissions, facilities management, information technology, and so much more.In this episode, Mrs. Coppola, an HR Executive and Consultant, joins Jamison and Matt to discuss the importance of Human Resources (HR) in ministries. HR helps to build the framework for the processes we use to recruit, hire, train, and care for our staff.  Be sure to listen as we present tips and resources to help simplify HR so that we can be effective in this key area for our ministries.

In der Podcast-Folge #121 von Klartext HR spricht Stefan Scheller mit Ivana Baumann, HR WORKS, zum Thema „Endgegner Lohnabrechnung? - So geht Payroll!“. Die Entgeltabrechnung in Unternehmen ist herausfordernd und oft wenig beliebt. Die Komplexität der rechtlichen Grundlagen rund um Arbeitsrecht, Steuerrecht und Sozialversicherungsrecht steigt je nach Unternehmen und Branche gewaltig. Mit dem Thema Payroll lässt sich in Organisationen oftmals wenig gewinnen. Die Erwartungshaltung ist, dass alles reibungslos funktioniert. Tut es das nicht, ist allerdings der Ärger groß. Wie also geht es besser? Mit Ivana diskutiere ich unter anderem darüber, * warum die Lohn- und Gehaltsabrechnung als so schwierig gilt * ob es tatsächlich noch Unternehmen gibt, die mit Excel und Co an das Thema herangehen * inwieweit die Zusammenarbeit mit einer Steuerkanzlei eine gute Lösung dafür ist * wie die Prozesse zwischen KMU und Steuerkanzlei in Punkto Lohnabrechnung ablaufen * welches alternative Szenario es für eine Inhouse-Lösung im Unternehmen gibt * auf welcher Grundlage sich Unternehmen für eine Variante entscheiden sollten * welche Praxistipps sie noch zum Thema Lohnabrechnung geben kann Ein spannender Talk als 15-Minuten-Impuls.
Klartext HR - Informieren. Inspirieren. Lernen.
Viel Spaß damit! Ivana Baumann ist als Head of HR & Recruiting bei HR WORKS bestens mit den Vorzügen digitaler HR-Lösungen vertraut. Dabei interessieren die studierte Juristin und langjährige Personalverantwortliche besonders Themen zur strategischen Ausrichtung und Entwicklung von Personalarbeit.   >> LinkedIn-Profil von Ivana Baumann: https://www.linkedin.com/in/ivana-baumann-886b6735   HR WORKS zählt mit rund 3.000 Kunden zu den erfolgreichsten deutschen Software-Anbietern für Human Resources (HR). Das Unternehmen bietet seit über 25 Jahren eine einfache und durchdachte HR-Lösung, die auf KMU-Bedürfnisse abgestimmt ist. Zum Funktionsumfang zählen Personalverwaltung, Zeitwirtschaft, Reisekostenmanagement, Payroll und Personalentwicklung.   Aktuell beschäftigt das Unternehmen knapp 180 Mitarbeitende an den Standorten Freiburg, Frankfurt und Berlin.   >> Website von HR WORKS: https://www.hrworks.de >> weitere Folgen Klartext HR: https://persoblogger.de/klartext-hr Werden Sie und Ihr HR-Team Mitglied im PERSOBLOGGER CLUB, der HR-Lern-Community: https://club.persoblogger.de

In recent years, we have witnessed the greatest transformation to work in a century. The rapid rise of AI and machine learning, as well as the shift towards hybrid work, and redefined employee expectations, have all reshaped the world of work, and in turn the role of Human Resources (HR) leaders. Organisations are increasingly looking to these HR leaders to inform strategy, recognising that the alignment of people to processes and technology is crucial to success. That is why we were commissioned by Workday to conduct research into The Forever Forward HR Leader. In today's episode, our host, Ashley Fell, sits down with McCrindle's Director of Strategy, Grant Dusting, to discuss some of the insights from this study.

IN THIS EPISODE...Human Resources (HR) is transitioning from a typical support function to a strategic partner required for organizational success. As businesses face more complex challenges, HR professionals must adapt by gaining new skills that go beyond basic transactional activities. To generate high organizational performance and improve employee engagement, HR teams must embrace continual learning and upskilling, establishing themselves as significant contributors to the overall company strategy.Kathi Enderes is the Senior Vice President of Research at the Josh Bersin Company, a leading human capital and talent management authority. With a passion for improving workplace experiences, Kathy spearheads research initiatives to enhance organizational effectiveness and employee engagement. She has extensive global experience in human capital, talent, performance, and change management. She joined us today to talk about the latest research she'd participated in on systemic HR.------------Full show notes, guest bio, links to resources mentioned, and other compelling episodes can be found at http://LeadYourGamePodcast.com. (Click the magnifying icon at the top right and type “Kathi”)Love the show? Subscribe, rate, review, and share! Learn more about us! https://shockinglydifferent.com/-------------WHAT TO LISTEN FOR:1. What is systemic HR?2. How many different HR skills are listed on LinkedIn, and how has this number changed in the last five years?3. Why is it important for HR to align its success metrics with the business's overall goals?4. What are the four levels of HR maturity?5. What key challenge do HR professionals face when trying to articulate business problems?------------FEATURED TIMESTAMPS:[03.14] Kathi's life outside of work.[04.45] Kathi's educational background and how she got into research in human capital.[08.52] Research on systemic HR.[13.08] Outdated HR operating models.[17.15] Embracing complexity and strategic transformation in the workforce.[19.46] The crucial role HR plays in driving organizational success.[22.43] Navigating the HR maturity journey from transactional compliance to strategic problem-solving.[27.41] Understanding business problems.[29.53] The lack of investment in HR development.[34.33] Signature Segment: Kathi's LATTOYG Tactics of Choice: Leading with strategic decision.------------ADDITIONAL RESOURCES FOR YOU:Overview: Our Signature Leadership Development Experience: http://bit.ly/DevelopYourGame

We are joined by Sam Andersen and Katie Christensen to discuss the basics of Human Resources (HR). What are the core responsibilities of HR? Why isn't HR like pizza? How do HR professionals feel when they have layoff an employee, and why shouldn't you do it like Better.com? What does Nick Bloom's research show about remote work and what's HR's role in figuring out how companies should implement remote policies? How do flexible work policies help working mothers and fathers? How do you stand out in an interview with an HR rep? How is AI used in HR?

In today's episode, Dean Stanberry, Immediate Past Chair of IFMA's Global Board of Directors, engages in a compelling discussion with Dr. Amy Dufrane, CEO of the Human Resources Certification Institute (HRCI). Together, they discuss IFMA's strategic partnership with HRCI, exploring the link between Facility Management (FM) and Human Resources (HR) and the critical role of their collaboration in organizational efficiency. They also address the challenges of labor shortages, the evolution of professional training, and innovative strategies for workforce development.Resources Mentioned:HRCI Website: https://www.hrci.org/Alchemizing HR Webinars by HRCI: https://www.hrci.org/learning-and-development/webinars Connect with Us:LinkedIn: https://www.linkedin.com/company/ifmaFacebook: https://www.facebook.com/InternationalFacilityManagementAssociation/Twitter: https://twitter.com/IFMAInstagram: https://www.instagram.com/ifma_hq/YouTube: https://youtube.com/ifmaglobalVisit us at https://ifma.org

We're exploring the intersection between Human Resources (HR) and Operations. Our host, 20 year HR pro Kerri Roberts, shares her personal journey, from being assessed as a stereotypical COO to proving why HR professionals need operational expertise. Discover why HR should not be viewed as a necessary evil but as a critical component of business operations. Tune in to hear: The motivations and interests of a person who chooses a career in Human Resources Why HR is most often considered a cost center in organizations How an HR department can bring strategic value The top 3 ways to make yourself invaluable to an organization Resources mentioned: Supercharge your recruiting operations: https://www.producifyx.com/ and tell them Kerri sent you. Discover the secret to effective hiring with our free guide: Six Essential Steps to Transform Your Interview Process. Go to saltandlightadvisors.com/hiring to grab our free guide today. Join our weekly newsletter: HR and Operations insights for business professionals: https://www.saltandlightadvisors.com/contact Women looking to expand professionally and personally: https://www.saltandlightforwomen.com/contact Connect on IG: https://www.instagram.com/saltandlightadvisors https://www.instagram.com/saltandlightforwomen https://www.instagram.com/dontwastethechaos Check out Don't Waste the Chaos on YouTube: https://youtu.be/Ikyi0-jxcAI?si=7eR8I6YZll-lYI7i Visit our website: www.dontwastethechaos.com

In this 24-minute episode of our CAAS Matters podcast series, we welcome Ashley Edwards from Insperity alongside host John Yeager. Together, they discuss the world of Human Resources (HR), examining the ins and outs of outsourcing from an HR perspective, and the role and benefits of a Professional Employer Organization (PEO), among other vital topics. Don't miss out on this opportunity to discover the profound impact HR can have on an organization, often in ways that go unnoticed. Tune in and keep an eye out for future episodes in this series. 

In this podcast episode, Michelle Pal, Manager of People and Culture at Tonal, discusses her career shift from Talent Acquisition (TA) to Human Resources (HR). The conversation highlights the challenges and adjustments in expanding her role, from acquiring talent to managing broader HR functions. Michelle shares her experience, including stakeholder engagement changes, prioritization of tasks, and the significance of data-driven strategies. She also offers insights on maintaining organization, building relationships, and learning to handle increased responsibilities. This episode is a valuable resource for anyone considering or navigating the transition from TA to HR. Highlights 04:17 Transitioning from TA to HR 05:58 Stakeholder Engagement and Long-term Planning 08:06 Managing Broader HR Responsibilities 11:01 Prioritization and Organization in HR 18:23 Building and Maintaining Relationships in HR Guest: Michelle Pal has expertise in various HR functions, including talent acquisition, employee relations, performance management, training and development, and HR compliance. She has a proven track record of implementing strategic HR and talent acquisition initiatives that align with organizational goals and drive employee engagement and retention. Currently, she leads People & Culture at Tonal. https://www.linkedin.com/in/michellepal/ ----- Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)  

Welcome to Season 4! Over the next few weeks, we'll be diving into the rich topic of Human Resources: what it is, how it should be functioning, the history, the pitfalls, stereotypes, successes, and more.Inside the Episode:The History of HR:Origins of HR: The concept of Human Resources (HR) can be traced back to the early 20th century. Industrial Revolution: The rise of factories and large-scale production created a need for more structured workforce management. This period saw the beginning of formal HR practices, including employee welfare programs and labor rights.Connections with Unions:  HR departments began to work closely with unions to negotiate contracts, resolve disputes, and ensure compliance with labor laws.Post-World War II: This era marked a significant shift that emphasized the psychological and social aspects of work.Shifting tide & Stereotypes:  "HR is not your friend" This sentiment has become a popular punchline as HR departments are perceived as protecting the interest of the company over anything or anyone else. Follow me on Instagram @verhanika and @bestdayeveratworkpodFind me on LinkedIn - https://www.linkedin.com/in/verhanikawillhelm/Sign up for my newsletter at WillhelmConsulting.comRate, review, subscribe, & share!

“When people know you care, they're going to care too.”A bachelor's degree in communications, a master's in leadership education, and a doctorate in training and development may not sound like the traditional path to a 37-year career in logistics safety, but for Dr. John Holland, they were steps that would lead to a vocation that, as he puts it, “loves and gets him out of bed in the morning.” Now the Safety Director at Venture Logistics, John discovered his affinity for safety while on a course he thought would lead him to a career in Human Resources (HR). Join us for this episode and learn more about why John changed his plan to pursue HR, his thoughts on the importance of leading with positivity and through storytelling, and how he uses a personal tragedy to emphasize the importance of road safety to his drivers.

For Episode 31, we were joined by Tomás Mac Eoin from Master Systems Integrator (MSI) HereWorks to Discuss their Swift HR Concept. The Swift HR concept envisions a cross-functional team, led by Human Resources (HR), with the agility to quickly respond to, and manage smart building insights. So it becomes a guiding force for integrating human feedback into the data layer of smart buildings systems, thus improving the user experience. SWIFT HR S = Safety W = Workplace I = IT F = Facilities T = Technology H = Human Resources R = Real Estate More on the HereWorks here

Lakia Elam is a Human Resources (HR) veteran with more than 20 years of experience in the industry. She specializes in DEI (Diversity, Equity and Inclusion), hiring, communication, and culture building. As the founder of her own HR firm, Magnificent Differences Consulting, she is particularly passionate about building workplace cultures that thrive off of diversity. Lakia emphasizes the importance of having conversations - particularly difficult and uncomfortable conversations - about diversity in the workplace. Lakia can draw on her experience leading clients through these conversations to provide a roadmap for businesses who want to improve their diversity and culture, but don't know where to begin. She also does volunteer career coaching for professionals, many of whom are from diverse backgrounds, so she is uniquely qualified to provide insight diversity and these conversations - from both the employer and employee perspective.YouTube: https://youtu.be/opv_HitQ19g

Stevens Roundtable: From Bunt Cakes to Big Rigs: Heather Hellebush's Journey to Stevens Transport Heather Hellebush is a seasoned Human Resources (HR) professional who currently serves as the Vice President of HR at Stevens Transport. With a proven track record of effective leadership and a focus on strategic HR initiatives, Heather brings substantial expertise in talent management, performance improvement, and implementing HR systems. Prior to joining Stevens Transport, she was engaged as the head of HR for Nothing Bundt Cakes, where she contributed to the success of the brand through her keen insight into employee relations and organizational development. Known for her collaborative work style, Heather's approach to HR is both transformational and focused on enhancing workforce productivity and morale. In this Stevens Roundtable, we welcome Heather Hellebush, the esteemed VP of Human Resources at Stevens Transport. Our host, Tim Cicciarelli, provides an exclusive opportunity for listeners to peep behind the corporate curtain and understand the driving force behind the company's employee-focused initiatives. Heather's broad experience is a lens through which we examine the evolving landscape of HR and its impact on an individual's professional journey. Listeners will gain valuable insight into the strategic HR transformations undertaken by Stevens Transport, as the company ushers in the year 2024 with renewed focus on employee engagement and satisfaction. Key themes include the recent implementation of Workday, a robust system revolutionizing how employees interact with HR services, and the establishment of Key Performance Indicators (KPIs), designed to align individual objectives with company success. The podcast delves into the nuances of performance reviews, the significance of the nine-box matrix in talent management, and how these tools empower Stevens Transport's pursuit of excellence. Heather Hellebusch's LinkedIn: https://www.linkedin.com/in/heatherhellebusch552441/ Paragon Leasing -  Daniel Santana: The Unsung Hero of Paragon Leasing's Body Shop Daniel Santana, Truck Body Shop Supervisor, is interviewed by Nick Forte, Vice President of Maintenance at Stevens Transport/Paragon Leasing. Santana discusses his experience as a master painter and body technician and his recent promotion. They also talk about the changes and improvements made in the shop, including a more efficient painting process and better air quality. Santana shares his dedication to helping others and his desire to donate to those in need if he won the lottery. This engaging episode highlights Santana's expertise and commitment to his work. Safety Tip of the Week - Recognizing Hazards In Front Of Us From Stevens Safety Supervisor, Terrence D. Burgess.  This week, we going to focus on recognizing hazards that are in front of us.  Driver Spotlight: Tiffany Braud  Tiffany Braud is a seasoned professional with a background in high-end retail management extending over two decades. Embracing change and seeking new challenges, she shifted her career path to become a truck driver with Stevens Transport. Known for her unique combination of introverted and extroverted personality traits, Tiffany is successfully navigating the trucking industry, highlighting her adaptability and commitment to new endeavors. Trucker Song: Brothers Of The Highway- George Strait Trucker Tim's Favorite Lyric: “This country turns on 18 wheels, thank god we can depend On brothers of the highway, children of the wind” YouTube: https://www.youtube.com/watch?v=EbjHQ3udJW0 Apple Music: https://music.apple.com/us/album/brothers-of-the-highway/1440754793?i=1440755355 Spotify: https://open.spotify.com/track/6xnCYwLujGfMS3zsi6GkC7?si=a4c94d6292db43de Tip of the Steven's Cap: Stevens Transport Receives Kraft Heinz Dedicated Transportation Carrier of the Year Award. Pilot/Flying J Rewards App: https://pilotflyingj.com/rewards For questions on whether you meet our driver qualifications, please call our Recruiting Department at 1-800-333-8595 or visit: www.stevenstransport.com/drivers/ Become a Driver for Stevens TransportFor questions on whether you meet our driver qualifications, please call our Recruiting Department at 1-800-333-8595 or visit: www.stevenstransport.com/drivers/ Stevens Transport 9757 Military Parkway, Dallas, TX 75227 http://www.stevenstransport.com/ http://www.becomeadriver.com/ Driver Recruiting: 1-800-333-8595.  Apply Here: https://intelliapp2.driverapponline.com Paragon Leasing Technician Careers: https://www.stevenstransport.com/careers/fleet-maintenance-jobs/ Stevens Transport on Facebook: https://www.facebook.com/StevensTransport

In the newest episode of The PenPodcast, we delve deep into the realm of organizational transformation with the incredible Kalyn Romaine, an organizational psychologist, executive coach, and trailblazer in driving People, Culture, and Inclusion (PCI) initiatives. With over 15 years of experience shaping the landscapes of unicorn startups, Fortune 100 companies, nonprofits, and major city governments, Kalyn brings a wealth of knowledge and insight to the table. Join us as we explore Kalyn's journey, from her impactful work at global giants like Amazon and The Walt Disney Company to her ventures in cities like New York and beyond, including fascinating stops in Accra, Ghana, and Durban, South Africa. Through her consultancy, Dream Forward Consulting, Kalyn emphasizes creativity, intimacy, and efficiency to ignite transformational results for her clients. We'll also dive into her groundbreaking book, "Evolution to Equity," a founder's roadmap for navigating the complexities of Diversity, Equity, and Inclusion (DEI), Human Resources (HR), and Organizational Development (OD). Kalyn dispels myths, provides practical strategies, and empowers leaders to drive real change within their organizations. Discover how implementing PCI initiatives can not only foster a more inclusive culture but also yield tangible benefits such as increased profitability, enhanced retention, and stronger brand loyalty. Tune in for an inspiring conversation that will leave you equipped and inspired to embark on your own journey towards equity and success. You can contaact her at: kalyn@godreamforward.comhttps://www.linkedin.com/in/kalynwilson/https://hihello.me/p/b67742e9-4c2d-42a0-a674-e7e513d16f82 Join us for a chat with Kalyn --- Support this podcast: https://podcasters.spotify.com/pod/show/pen-podcast/support

This episode takes a critical look at the role of Human Resources (HR) in the evolving landscape of the modern workplace. Denise Cooper and Deborah Walsh explore whether HR practices have kept pace with the rapid changes in work culture, especially in light of the COVID-19 pandemic, technological advancements, and shifting employee expectations.Deborah and Denise talk about the skills, wisdom, and abilities of HR professionals to successfully connect and enable the business to grow and endure the changes ahead. Honest and insightful, acknowledging the current challenges HR faces but offering clear solutions and a path towards regaining trust and relevance.Engaging and conversational, featuring practical insights and real-world anecdotes from experienced professionals.The five skills HR professionals need to remain relevant. The questions executives secretly ask about HR the function and why HR is progressing. Forward-looking, emphasizing the need for HR to adapt and innovate to meet the demands of a changing workforce and economy.Currently at Brown and Brown Insurance Company, Deborah Walsh leads Talent Management, bringing her extensive experience to serve the needs of insurance companies. Known for her engaging presentations, Debbie continues to be a sought-after speaker, sharing her wealth of knowledge with business communities. You can follow her on LinkedIn https://www.linkedin.com/in/deborah-walsh-875b932

The relationship between diversity, equity and inclusion (DEI) and Human Resources (HR) is often complicated. While there is overlap and the need to work together, there are stark differences. Many HR practitioners get involved or voluntold (volunteered without being asked) to manage DEI at their organizations without the skills and resources to genuinely support DEI efforts. To better manage this complex relationship, consider this list of best practices for HR leaders who are managing DEI: Start with your own education Advocate for the appropriate budget Ensure you have a seat at the leadership table Engage your allies Measure the business impact of DEI Julie unpacks these best practices in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

Join Tom in this week's insightful episode of the Maximize Business Value Podcast as he delves into Chapter 29 - "Don't Underinvest In Your Human Resources Leader." Discover the pivotal role that Human Resources (HR) plays in business success and why underinvesting in this crucial area can lead to significant challenges.Tom shares his experiences with businesses that started small, quickly expanding beyond the capabilities of their HR leaders. Often, in the early stages, the finance person takes on HR responsibilities. However, as the company grows, this makeshift approach may not suffice. Tom recounts a scenario where a diligent payroll administrator found herself overseeing HR for a 250-person organization without the proper training.Recognizing the need for expertise, Tom engaged a fractional HR executive, who assessed the HR department and recommended specific training. The administrator successfully obtained her SHRM (Society of Human Resources Management) certification, ensuring she was equipped to handle the HR challenges of a larger organization. Tom highlights the value of the fractional HR executive model, which provides part-time executive leadership over HR, identifying potential risks and offering strategic guidance.MAXIMIZE BUSINESS VALUE BOOK: https://amzn.to/2AvazXTMAXIMIZE BUSINESS VALUE PLAYBOOK: https://amzn.to/3Vv2KWqSchedule a time with Tom: http://calendly.com/tombronsonOur latest eBook: https://www.masterypartners.com/ebooksCONNECT WITH TOMFacebook: https://www.facebook.com/masterypartnersLinkedIn: https://www.linkedin.com/in/tom-bronson/Website: https://www.masterypartners.com/Please be sure to like and follow for more great content to help YOU maximize YOUR business value!Tom Bronson is the founder and President of Mastery Partners, a company that helps business owners maximize business value, design exit strategy, and transition their business on their terms. Mastery utilizes proven techniques and strategies that dramatically improve business value that was developed during Tom's career 100 business transactions as either a business buyer or seller. As a business owner himself, Tom has been in your situation hundreds of times, and he knows what it takes to create and implement the right strategy. Tom is passionate about helping business owners and has the experience to do it. © 2023 Mastery Partners, LLC.

Episode page with video, transcript, and more My guest for Episode #238 of the My Favorite Mistake podcast is Tom Applegarth, Vice President Human Resources for Preferred CFO, a company that provides Finance, Accounting, HR & Payroll support for small companies. Learn more at PreferredCFO.com. Tom has over 30 years of experience, including serving at high-profile companies such as Goodyear Tires, Payless ShoeSource, and Amoco, with HR experience across the United States as well as Europe, Asia, and Latin America. Tom's experience has brought significant, measurable improvements in employee engagement, attrition reduction, recruitment of the best and the brightest employees, and establishment of high-impact HR processes and improvements. Learning from Career Blunders In the episode, Tom opens up about a costly slip-up early in his career during a sensitive employee termination process involving a plant manager. Why does Tom think he should have elevated the internal conflict about firing (or not firing) that person to the CEO? What led to the company getting sued, which cost them far more than a fair severance would have cost? What were Tom's lessons learned? Questions and Topics: Would it have been risky to go over their heads to the CEO? Do others learn from that story? Yes What happened with the new plant manager? Is HR's role more about protecting the company from lawsuits than helping the employees? A mistake to not have an HR expert – even for very small companies? Firing fast with a paper trail? If employees need to report a problem — mistakes? What's your advice? “Nobody wants to work anymore” — a mistake to say that? Episode Summary Navigating The Tricky Terrain of HR Management in Small Businesses In the complex world of Human Resources (HR), making an error in judgment can have lasting repercussions for companies. For smaller companies, navigating these challenges will require both experience and a nuanced understanding of the HR landscape. Tom Applegarth, a Vice President of Human Resources at Preferred CFO, shares insights from his more than 30 years in HR with some of the most well-known global brands. His journey demonstrates the importance of managing human resources effectively, especially in smaller organizations. Understanding the HR Role The role of HR can sometimes be misunderstood within an organization. While HR ultimately serves the interests of the company, it is also instrumental in creating a healthy and fair working environment for employees. Previous roles in organizations such as Goodyear Tires, Payless Shoe Source, and Amico allowed Tom to develop HR processes that foster higher employee engagement, reduced attrition, and effective recruitment strategies. Throughout his experience, one crucial lesson was the value of taking a balanced approach to decision making. HR should consider the interests of not just the company and customers, but also employees. Balancing the needs of all three constituencies is what differentiates successful companies. Learning from Past Mistakes Tom shares critical lessons from an incident early in his career where he was handling a sensitive termination process. The experience taught him the importance of adhering to corporate policy, reserving a fair chance for employees to improve, and offering decent severance packages, regardless of the pressure from managers focused on immediate PNL impact. This mistake ended up costing the company a million dollars in lawsuit and served as a cautionary tale that has shaped Tom's HR approach throughout his career. Smarter HR Management for Small Companies Unfortunately, many small companies make mistakes in not giving adequate importance to HR management until issues arise. It is often thought that hiring a full-time HR person is too expensive. Alternatively, companies may assign HR tasks to employees that lack the knowledge and experience to effectively navigate the complexities of HR. Preferred CFO provides an effective solution for such companies. They offer necessary HR support, allowing small companies to ensure compliance, manage employee grievances, and build a community within the organization without hiring a full-time HR professional. Avoiding HR-related mistakes and potential lawsuits can save a significant amount of money in the long run. Importance of Whistleblowing Channels Ensuring that employees have the ability to raise ethical or procedural issues in a safe and confidential manner is vital for any organization. A robust protocol should be in place for employees to report issues to supervisors or HR. However, if employees do not feel comfortable reporting directly within the organization, having an external reporting avenue accessible will provide an additional layer of security. A key element in successful human resource management is the continuous improvement of processes, systems, and people. A balanced approach that considers all stakeholders – employees, customers, and investors ¬¬– lays the foundation for successful business operations. Whether it's dealing with a sensitive firing situation or establishing effective whistleblower channels, the role HR plays in small businesses cannot be underestimated. Equipping your small business with the right HR support can prevent costly missteps and promote a healthy corporate culture. Encouraging Anonymity in Employee Grievances Recognizing that not all employees feel comfortable directly reporting ethical or procedural issues to superiors within their organizations, secondary reporting avenues become vital. One method is an anonymous 1800 number, acting as a lifeline for employees enabling them to air their grievances without fear of retribution. This external channel can afford employees some level of anonymity and assurance, especially in situations involving bad managers or problematic HR personnel. Anonymous Reporting Channels: The Intermediary Role The utility of an anonymous reporting channel goes beyond offering mere anonymity. Its role can span as an intermediary between the employee and the organization's leadership. It involves relaying detailed accounts of issues raised by the employees to the leadership without revealing the identity of the employee. This level of confidentiality can encourage more employees to be forthcoming with their concerns, which can help preempt potential problems. Spreading the Word: Promoting the Anonymous Channel Simply providing an anonymous reporting line is not enough; the organization needs to execute a robust communication strategy ensuring that all employees are aware of this avenue. Regular and constant reminders of its existence could range from including details during team meetings to displaying posters around the workplace. The more visible and accessible it is, the greater its utilization and impact on the organization's health and transparency. Trustworthiness of Anonymous Channels Despite the promise of privacy, there's often a level of skepticism among employees regarding the anonymity of their reports, particularly in low trust environments. This doubt can significantly impact the effectiveness of such systems. To counter this, companies could consider having these services administered by external independent entities. This can add a layer of credibility since the external firm has no explicit interest in protecting the company at the expense of the employee. Adapting to Evolving Job Market The current job market has changed significantly from years past, with technology offering transparency regarding job opportunities and pay scales. Today's employees have access to a wealth of information about potential employers, making it far easier to seek competitive salaries and appealing work cultures. Consequently, companies must be competitive – not only concerning remuneration but also in fostering positive workplace cultures and exceptional management. Ensuring Competitive Compensation and Career Satisfaction To attract and retain top talent, businesses must understand current market pay rates and offer ‘in-the-ballpark' compensation packages. Regularly participating in and purchasing salary surveys can allow businesses to stay competitive. But competitive salaries are part of the equation; retention also hugely depends on the work culture and management quality. Regularly evaluating what each employee wants from their career and making an effort to fulfill those needs, particularly for top performers, can significantly enhance employee satisfaction and retention. Ultimately, companies today need to adapt to the evolving job market, nurturing trust, ensuring adequate compensation, and promoting a healthy work culture. As Tom Applegarth from Preferred CFO suggested, avoiding these measures can leave businesses ignorant of potential issues, vulnerable to public exposure, and ill-prepared to retain their best people.  

Directed by the legendary Martin Scorsese, "The Wolf of Wall Street" is a rollercoaster ride through the life of Jordan Belfort, a charismatic stockbroker who defrauded countless investors during the 1990s. Starring Leonardo DiCaprio as Belfort, the film presents a captivating portrayal of his extravagant lifestyle, unscrupulous business practices, and the ultimate downfall of his empire. Belfort's crimes, as depicted in the movie, include securities fraud, money laundering, and widespread market manipulation. He led his firm, Stratton Oakmont, in conducting pump-and-dump schemes, selling worthless stocks to unsuspecting clients, and reaping enormous profits at their expense. The movie doesn't shy away from showing the excesses of Belfort's life, including his lavish parties, substance abuse, and the damaging impact on his personal relationships. Belfort's character, played brilliantly by DiCaprio, is portrayed as both a charming and ruthless figure. He captivates audiences with his charisma and persuasive skills while simultaneously repulsing them with his immoral actions. The film's exploration of Belfort's complex personality and the moral ambiguity of his character makes it a thought-provoking and controversial masterpiece. As for the Human Resources (HR) violations committed by Jordan Belfort and his office, they were extensive. Belfort's firm, Stratton Oakmont, fostered a toxic and unethical work environment where employees were encouraged to engage in unethical practices to make a quick profit. These violations included harassment, hostile workplace conditions, and coerced participation in illegal activities, all in the pursuit of financial gain. Belfort's character in the movie doesn't shy away from depicting the harsh realities of these HR violations and the devastating impact they had on the lives of many involved. "The Wolf of Wall Street" is a gripping exploration of greed, power, and the consequences of unchecked ambition. Join us in this video as we delve deeper into the film, its portrayal of Jordan Belfort, and the real-life events that inspired this cinematic masterpiece. Don't forget to like, share, and subscribe for more captivating insights into the world of film and true stories! Follow Kevin Gootee: Gutting the Sacred Cow: https://guttingthesacredcow.com X: https://twitter.com/KevinGootee?ref_src=twsrc%5Egoogle%7Ctwcamp%5Eserp%7Ctwgr%5Eauthor --- Send in a voice message: https://podcasters.spotify.com/pod/show/filmschooldropout/message

If CHROs truly want to drive growth on purpose in their organizations, they need to have a magnetic why, find ways to create limitless talent and ways to create cultural cohesion and strategic alignment.If you want to learn how to have growth on purpose, join this conversation with Claire Chandler, President and Founder of Talent Boost and host Natalie Benamou.Join us as we explore how Claire is helping businesses to grow purposefully by aligning their culture and leadership. Listen to Claire's inspiring journey from corporate America to becoming an entrepreneur, following a cancer diagnosis. Discover the role of CHROs in developing a magnetic vision to create limitless talent and cultural cohesion.3 Ways Leadership Impact Growth:1. Leaders have the biggest impact on the culture: The behavior, mindset, consistency, and the ability of leaders to build genuine trust can greatly influence the culture within a company. Leaders also have the most impact and play a pivotal role in ensuring cultural cohesion and aligning the company's vision, mission, and values.2. The importance of HR in leadership: Human Resources (HR) plays a crucial role in bridging the gap between business and culture, helping to align the talent strategy with the business strategy. HR can be a strategic partner in mergers and acquisitions, ensuring the compatibility of cultures and facilitating the smooth integration of teams. 3. The role of leaders in talent development: Leaders are responsible for harnessing and developing the potential within their teams. This includes identifying top performers and replicating their success throughout the organization. It is important to ensure that employees see a clear career path within the organization to boost retention and engagement.Mergers and Acquisition Big Idea: The A Player Success Blueprint: It is designed to help organizations navigate through growth and business expansion, particularly during mergers and acquisitions. The blueprint encourages organizations to identify their top performers - the right talent - and to quantify what makes them so effective. This information can then be used to attract and build similar talent, aligning with the company's unique growth journey. The aim is to create a culture that underpins the growth strategy, allowing for more sustainable and efficient business expansion. This method help prevent culture clashes that often occur during mergers and acquisitionsThis podcast is sponsored by HerCsuite® Leadership Programs. Let us help you fast-track your success-group masterminds, mentorship programs for women and turnkey speaker programs.ResourcesClaire ChandlerTalent BoostClaire Chandler on LinkedInGrowth on Purpose Road MapHerCsuite®HerCsuite® on LinkedInNatalie Benamou – LinkedIn

Executive Medical Benefits with ArmadaCare - Rachel Rutherford This week's episode features Rachel Rutherford, Sales Director at ArmadCare, where she and host of @SelfFunded with Spencer - Spencer Smith, dive into the world of Executive Benefits. In today's competitive job market, attracting and retaining top talent is crucial for the success of any organization. Human Resources (HR) directors play a vital role in determining organizational benefits and tailoring them to individual needs. This episode explores the importance of HR in tailoring benefits and attracting top talent. One key concept highlighted in the episode is the "Zone of Genius." This refers to the intersection of an individual's natural skills and true passions, which leads to career fulfillment and success. By tailoring benefits to cater to the unique needs and aspirations of employees, HR can create an environment where individuals can thrive in their respective zones of genius. Enhanced benefits, such as ArmadaCare, a supplemental medical reimbursement plan, are discussed as a way to attract and retain top talent. ArmadaCare offers tax advantages, full insurance coverage, and compliance with the Affordable Care Act. While these enhanced benefits may raise questions of fairness to some, they are seen as a valuable tool for caring for key employees and ensuring their well-being. Rachel Rutherford emphasizes the importance of considering the impact on both the employer and the employees when making decisions about tailoring benefits. She highlights the significant cost of losing key talent and the subsequent expenses associated with replacing them. Retention tools, such as enhanced benefit packages, can save companies hundreds of thousands of dollars in lost productivity and knowledge. One interesting approach mentioned in the episode is the idea of incentivizing longevity with the employer. By offering different levels of benefits based on years of service, HR can encourage employees to stay with the company. This approach aligns with the goal of attracting and retaining top talent while also considering the financial implications for the organization. However, there are tradeoffs involved in balancing different factors when tailoring benefits. Rachel acknowledges that increasing benefit packages for recruitment and retention purposes can become expensive, especially when offering them to all employees. HR professionals need to understand the underlying needs and motivations of employers when they request richer plans or retention strategies. It is essential to learn the question behind the question and provide tailored solutions that meet the specific needs of the organization. In conclusion, the role of HR in tailoring benefits and attracting top talent is crucial for the success of organizations. By understanding the unique needs and aspirations of employees, HR professionals can create benefit packages that align with individual goals and foster career fulfillment. However, there are tradeoffs and challenges involved in balancing different factors, such as cost and fairness. HR professionals must consider the impact on both the employer and the employees when making decisions about benefits. Ultimately, by tailoring benefits and considering the evolving landscape of healthcare, organizations can attract and retain top talent, driving their success in the long run. Tune into the full episode now! Chapters: 00:02:46 Tailoring Benefits to Individual Employee Needs 00:08:38 Finding Fulfillment Through Skills and Passions 00:14:35 The Impact of ArmadaCare on Employee Loyalty 00:16:33 Supplemental Medical Reimbursement Plan for Employees 00:24:51 Tax Advantages for ArmadaCare 00:26:42 Executive Medical Benefits 00:31:58 Factors Considered in ArmadaCare Underwriting 00:42:22 The Crossroads of Healthcare's Uncertain Future --- Support this podcast: https://podcasters.spotify.com/pod/show/spencer-harlan-smith/support

Executive Medical Benefits with ArmadaCare - Rachel Rutherford This week's episode features Rachel Rutherford, Sales Director at ArmadCare, where she and host of @SelfFunded with Spencer - Spencer Smith, dive into the world of Executive Benefits. In today's competitive job market, attracting and retaining top talent is crucial for the success of any organization. Human Resources (HR) directors play a vital role in determining organizational benefits and tailoring them to individual needs. This episode explores the importance of HR in tailoring benefits and attracting top talent. One key concept highlighted in the episode is the "Zone of Genius." This refers to the intersection of an individual's natural skills and true passions, which leads to career fulfillment and success. By tailoring benefits to cater to the unique needs and aspirations of employees, HR can create an environment where individuals can thrive in their respective zones of genius. Enhanced benefits, such as ArmadaCare, a supplemental medical reimbursement plan, are discussed as a way to attract and retain top talent. ArmadaCare offers tax advantages, full insurance coverage, and compliance with the Affordable Care Act. While these enhanced benefits may raise questions of fairness to some, they are seen as a valuable tool for caring for key employees and ensuring their well-being. Rachel Rutherford emphasizes the importance of considering the impact on both the employer and the employees when making decisions about tailoring benefits. She highlights the significant cost of losing key talent and the subsequent expenses associated with replacing them. Retention tools, such as enhanced benefit packages, can save companies hundreds of thousands of dollars in lost productivity and knowledge. One interesting approach mentioned in the episode is the idea of incentivizing longevity with the employer. By offering different levels of benefits based on years of service, HR can encourage employees to stay with the company. This approach aligns with the goal of attracting and retaining top talent while also considering the financial implications for the organization. However, there are tradeoffs involved in balancing different factors when tailoring benefits. Rachel acknowledges that increasing benefit packages for recruitment and retention purposes can become expensive, especially when offering them to all employees. HR professionals need to understand the underlying needs and motivations of employers when they request richer plans or retention strategies. It is essential to learn the question behind the question and provide tailored solutions that meet the specific needs of the organization. In conclusion, the role of HR in tailoring benefits and attracting top talent is crucial for the success of organizations. By understanding the unique needs and aspirations of employees, HR professionals can create benefit packages that align with individual goals and foster career fulfillment. However, there are tradeoffs and challenges involved in balancing different factors, such as cost and fairness. HR professionals must consider the impact on both the employer and the employees when making decisions about benefits. Ultimately, by tailoring benefits and considering the evolving landscape of healthcare, organizations can attract and retain top talent, driving their success in the long run. Tune into the full episode now! Chapters: 00:02:46 Tailoring Benefits to Individual Employee Needs 00:08:38 Finding Fulfillment Through Skills and Passions 00:14:35 The Impact of ArmadaCare on Employee Loyalty 00:16:33 Supplemental Medical Reimbursement Plan for Employees 00:24:51 Tax Advantages for ArmadaCare 00:26:42 Executive Medical Benefits 00:31:58 Factors Considered in ArmadaCare Underwriting 00:42:22 The Crossroads of Healthcare's Uncertain Future --- Support this podcast: https://podcasters.spotify.com/pod/show/spencer-harlan-smith/support

Welcome to the Pressplay Lifestyle AI-Inspired Podcast. We help Software-as-a-Service (SaaS) Startup Founders to learn and implement Artificial Intelligence (AI) better, faster, and cheaper to grow their businesses using the Founders AI Enablement Suite.Today's podcast is based on the principle of integrating AI into the Human Resources (HR) functions of your SaaS startup. By the end of this podcast, we promise that you will understand how to use AI to make your HR functions more efficient and productive, which will ultimately help you create a more cohesive, well-functioning team and organization.The key principle we're discussing today is the use of AI in HR. Just as AI is transforming other areas of business, it is also revolutionizing HR. It's becoming an essential tool in recruiting, performance management, employee engagement, and more. AI can help HR become more strategic and efficient, allowing your startup to get the most out of its most valuable asset: its people.How does AI transform HR? Firstly, AI can automate repetitive tasks, freeing up HR professionals to focus on more strategic initiatives. Secondly, AI can help HR professionals make better decisions by providing insights from data that would be impossible to analyze manually. Thirdly, AI can personalize the employee experience, providing each individual with tailored resources and support.The application of AI in HR is a prime example of the innovative spirit that's needed to survive and thrive in the startup world. By harnessing the power of AI, you can make HR a competitive advantage for your startup.So, how can you start implementing AI in your HR processes? Let's walk through a playbook of seven steps to guide you:Step Number One: Identify the HR tasks that could be improved with AI, like candidate screening or employee engagement surveys.Step Number Two: Research the available AI tools that could help you accomplish these tasks more efficiently and effectively.Step Number Three: Select the AI tools that best fit your startup's needs and budget.Step Number Four: Introduce the selected AI tools to your HR team and provide them with the necessary training to use them effectively.Step Number Five: Monitor the impact of the AI tools on your HR processes, measuring improvements in efficiency, employee satisfaction, and other relevant metrics.Step Number Six: Use the insights gathered from the AI tools to make improvements in your HR policies and processes.Step Number Seven: Stay updated on the latest developments in AI and HR, continually looking for new ways to leverage AI to improve your HR functions.Now, to help you reflect on the principle of integrating AI into HR, here are three prompts:Prompt Number One: Think about the current state of your HR functions. Where are the areas of inefficiency that could benefit from AI?Prompt Number Two: Reflect on your startup's culture and values. How can AI help you reinforce these elements in your HR processes?Prompt Number Three: Envision the future of HR in your startup. How does AI fit into this picture?Embracing AI in your HR processes can lead to significant improvements in efficiency, employee satisfaction, and overall business performance. By making HR more strategic and data-driven, you're not just improving one function of your startup - you're creating a stronger, more cohesive organization that's poised for success. --- Send in a voice message: https://podcasters.spotify.com/pod/show/pressplayinspired/message Support this podcast: https://podcasters.spotify.com/pod/show/pressplayinspired/support

Human Resources (HR) has been thrust in the spotlight lately given the fast changing workplace, and organizations are working harder to take advantage of the full capabilities HR delivers.But there are still misconceptions about HR that prevent organizations from fully leveraging their HR talent.Find the full show notes at: https://workmatters.com/Busting-HR-Myths-Leveraging-the-Power-of-HR-Today-with-Sloane-Drake

Have you ever questioned whether you're in the right company or on the right career path? Are you suffering from burnout or feeling trapped in a toxic work environment and need to talk to someone but have no one to turn to whom you can trust? Today, I have an HR expert turned content creator who knows precisely what that's like, and she's here to offer sound advice on how you can survive as an employee in Corporate America - in a hilarious, candid way.Leigh Elena Henderson - who, despite rising to prominence on the youthful TikTok, calls herself a “geriatric millennial” - has 20 years of Corporate America experience supporting five Fortune 100 companies as a Human Resources (HR) executive and has completed a master's in both business and HR. But even in these world-class household name-type organizations, Leigh has experienced firsthand the effects of a toxic workplace. That's why she started putting out the cathartic, comedic, and constructive content we know as HRManifesto. It's also how she began coaching corporate employees and HR practitioners across industries to find their best footing at work. What I love most about Leigh's content is that she is free to say what many of us are thinking but cannot utter out loud…if we want to stay employed, that is. Focused on tragic work realities and inspired storytelling, the goal of HRManifesto is to unify followers around the shared human experience of work and provide coaching on how to survive the workplace and maximize professional success. Leigh uses her corporate knowledge, education, experience, and expertise to help people get out of terrible situations and into fulfilling and joyful careers.Join us as we talk candidly about the corporate employee experience - and how it starts from the moment you hand in your resume to when you actually become an employee. We discuss the warning signs of a toxic work environment, biases that exist in the workplace (including age bias), and what you can do to survive or get away from such an environment. While we laughed a ton during our conversation (and I think you will, too), many of the issues we touched on were really serious. You might even see yourself in the scenarios we discuss. So don't miss out on this episode of It Gets Late Early. "If you're not honest with how you're really feeling and what you're not receiving and how you're not thriving and the people around you that don't value you (and perhaps you don't value them back), if you're not honest about that and accepting of that reality, you will never be spurred into action. You will never take the actions required to get out of that workplace."- Leigh Elena HendersonIn This Episode:-How Leigh got into the world of content creation from her beginnings in Corporate America-One big reason we all should be thanking Gen Z - especially older generations-Indicators that you are in a toxic workplace and why people react the way they do-How one person's toxic is…another's dream scenario?-Age discrimination towards younger workers and why some companies don't have 24-year-old executives-Why age inclusivity in DEIB (diversity, equity, inclusion, and belonging) hasn't even come on the radar yet at many companies-How coded language cloaks ageism -How can organizations increase their age diversity and enhance their DEIB initiatives?-Red flags in the interview process that indicate you could be walking into a toxic workplace-Mindset shifts to empower yourself during the interview process-How Leigh thinks Corporate Tech is the biggest offender in exploitative interview processes-Why Leigh thinks companies should pay you to...

Guest Valerie Dzbynski, Vice President of Operations - Prescott HR This episode explores the essence of Human Resources (HR) and its indispensable role within organizations. Our guest will discuss HR's primary function which revolves around managing and optimizing the potential of an organization's people. From talent acquisition and employee development to fostering a positive work culture, this episode unveils the core aspects of HR that contribute to overall organizational success. We discuss these topics…and of course, we talk about cocktails! Hosted by: Kimberly Prescott, President - Prescott HR

This is the first in a 5-part series with new coffee industry human resources consultant, Shivaun Bromley. In this series, we'll explore what role human resources should play in coffee businesses.In this first episode of the series on The Daily Coffee Pro Podcast by Map It Forward, Shivaun explains what Human Resources (HR) is and why it's important to small businesses, and what to focus on if you're looking to introduce it to your workplace.Shivaun recommends as a resource: https://www.radicalcandor.com/Connect with Shivaun:LinkedIn here: https://www.linkedin.com/in/shivaun-bromley-3a234b40/ https://www.mapitforward.coffee ••••••••••••••••••••••••••••••••

This is the first in a 5-part series with new coffee industry human resources consultant, Shivaun Bromley. In this series, we'll explore what role human resources should play in coffee businesses.In this first episode of the series on The Daily Coffee Pro Podcast by Map It Forward, Shivaun explains what Human Resources (HR) is and why it's important to small businesses, and what to focus on if you're looking to introduce it to your workplace.Shivaun recommends as a resource: https://www.radicalcandor.com/ Connect with Shivaun:LinkedIn here: https://www.linkedin.com/in/shivaun-bromley-3a234b40/ https://www.mapitforward.coffee ••••••••••••••••••••••••••••••••

#hr #cio #employeeexperience In episode 791 of CXOTalk, we explore the intersection of Information Technology (IT) and Human Resources (HR) to improve employee experience, with John Hill, the Senior Vice President for Digital and Information Technology at Suncor Energy. John explains how HR and IT can work together to create a positive work environment, provide employees with opportunities for growth and development, and use technology to improve communication and collaboration. He also discusses challenges these departments face in driving employee engagement, and strategies that he's used to overcome the issues.Here are key points in the discussion:► Intersection of IT with corporate culture and employee engagement► Exploring the relationship between Information Technology (IT) and Human Resources (HR)► Upskilling teams and the workforce in a remote work environment► Touchpoints and planning in the CIO / CHRO relationship► How IT simplifies technology to improve employee experience and engagement► Embedding the employee experience mandate within IT► Managing a disconnected workforce using technology► Evaluating success with metrics and measurement► Workday's role in helping Suncor achieve employee engagement goals► Impact of data strategies on employee experience transformation► The role of mobile, AI, and ML in employee experience transformation► Advice to business and technology leaders on IT / HR collaboration► What is a simplified employee experience?Read the complete transcript: https://www.cxotalk.com/episode/aligning-it-and-hr-for-employee-experience-successJohn Hill is the Vice President of Digital and Information Technology for Suncor Energy. John joined the company in March 2020, bringing over 30 years of experience in information and communications technology, and deep expertise in leading significant digital transformations. Prior to joining Suncor, John served as the Chief Information Officer at Rogers Communications. He has also held executive information technology roles at Enbridge, Capgemini and SaskTel. John is a Professional Engineer and graduate of the University of Saskatchewan.

Shaara Roman is the award-winning founder and CEO of The Silverene Group, a culture consulting firm that aligns people, strategy, and culture to optimize organizational performance. Shaara uses her global experience to craft and improve public, private, and non-profit workplace culture. Shaara held executive leadership positions in some of the area's largest organizations, including CGI, Fannie Mae, NRECA, and Visa and is also an adjunct professor.In this engaging podcast episode, our guest shares her unique journey, marked by a multicultural upbringing in Nigeria and a diverse educational background. She discusses her transition from a successful career in Human Resources (HR) to entrepreneurship, highlighting the importance of curiosity, adaptability, and the courage to seek fulfilling roles beyond job titles and monetary rewards. Her experiences, from learning to negotiate in Lagos markets to failing in her first entrepreneurial venture, serve as valuable lessons for listeners navigating their own professional paths. The episode also delves into the critical aspects of corporate culture and leadership. The guest emphasizes the need for companies to be intentional about their culture, stay connected with their employees, and constantly reassess their direction. She cites Chobani as an example of a company that embodies these principles, offering insights that listeners can apply in their own workplaces. The discussion underscores the importance of modelling the right behaviour and holding people accountable, providing listeners with a comprehensive understanding of the often overlooked aspects of corporate culture.Curious to know what habits are taking up your time? Take our free quiz: https://quiz.tryinteract.com/#/6307e572efea8a001872a188 If you want to learn more about this podcast, and myself, Sope Agbelusi, you can do so using any of the links below.Connect with Me Website Instagram LinkedIn Twitter YouTube Email: hello@mindsetshift.co.uk

What's wrong with HR?  Why do we need a mindset shift in human resources?  This week, Tracie Sponenberg, Chief People Officer, The Granite Group, Founder of DisruptHR New Hampshire, HR Rebooted, HR Rebels, HR on the House and People Rising, joins Susan Hobson & Rob Kalwarowsky from Elite High Performance.  We talk about what Human Resources needs to be, how mindset is key in creating impact and why leaders need to work with HR to maximize results. In this episode, you will learn:  ⊛  Why Leaders Need to Reimagine HR ⊛  How Mindset Increases Impact ⊛  What Leaders Need to do to get Better HR Results We at Elite High Performance specialize in building high impact leaders that turn their teams into happy high-performers who crush their goals. A prime example is our client, MiQ who has increased their revenue by 35% YOY, has 83% employee engagement when the global average is 21% and reduced turnover by 52% YOY. Can you afford to leave revenue, productivity on the table and afford to lose your employees?  If you can't, visit elitehighperformance.com for the best, research-backed, high-performance leadership strategies that will build you into a high-impact leader who turns their teams into happy high performers that achieve their goals. Rather than traditional leadership coaching,  Elite High Performance blends neuroscience, mindset coaching, high-performance leadership strategies with cutting-edge technology & data to provide a clear path to building a high-performing team - or to turn around an under-performing team. It's the same way professional sports teams combine high-performance coaching, technology and analytics to build a winning sports team. Find Tracie Sponenberg at the Following Links: https://www.linkedin.com/in/traciesponenberg/  https://www.thegranitegroup.com/  Connect with Susan Hobson on LinkedIn - https://www.linkedin.com/in/jumpstartliving/  Connect with Rob Kalwarowsky on LinkedIn - https://www.linkedin.com/in/robert-kalwarowsky/Check out Elite's Leadership Programs & Services  - https://www.elitehighperformance.com/leadership-consulting/ --- Send in a voice message: https://podcasters.spotify.com/pod/show/leadershiplaunchpad/message

Eddiana Rosen welcomed Dan from HR to the Careers in Review podcast. Dan has worked in Human Resources (HR) for nearly 20 years, having worked for Vintech, Electronic Arts, and Spotify. After taking time off from being an HR business partner, Dan stumbled into content creation and found a fulfilling side hustle. Eddiana praised Dan for his impact on the HR world of TikTok and his ability to explain the nuances of HR, particularly with compensation. Dan explained that he joined TikTok to share his knowledge and experience to help others. Dan is passionate about what he talks about on the platform because he wants to make a difference in people's lives by giving them the tools they need to navigate the job market and career space.In this conversation, the speaker discussed tips for job seekers looking for opportunities in the current job market. They suggested that people need to diagnose where they are having issues in the job search process. They advise job seekers to utilize LinkedIn in their search and to tailor their resumes to each job they apply for. They recommend targeting a specific search rather than spraying and praying to various roles. Find Dan:Tik Tok: https://www.tiktok.com/@dan_from_hrLinkedIn: https://www.linkedin.com/in/danfromhr/

Katherine McCord has dedicated her career to growing inclusion and better people operations for everyone. As someone passionate about diversity, equity, and inclusion initiatives, Katherine creates safe spaces for people to discuss, learn, and grow personally and professionally.  In this episode, Katherine gets on the mic with John to discuss why we shouldn't be afraid of unintentionally getting DEI initiatives wrong, what it's like to be on the other side of the HR desk knowing that HR has no power in certain organizations, how to deal with ageism in your career, and why we could all benefit from being more like her grandmother.  Connect with Katherine McCord – Website | LinkedIn | Career Launch Live  Key Topics & Time Stamps: ·      Introduction (0:00)·      Get John's Free Career Guide (1:45)·      Meet Katherine McCord (3:15)·      Being Neuro-Physically Diverse (6:45)·      Being Afraid of Screwing Up DEI Initiatives (10:15)·      Break Your Ego Defense (11:25)·      Dealing with Human Resources (HR) (16:45)·      Tips for Dealing with Ageism in the Workplace (19:45)·      Being Like MiMi (22:00)·      Not Setting Career Goals (25:30)·      Katherine's Mid-Career GPS Advice (28:00)·      Connect with Katherine McCord (29:30) List of Resources:·      Get Your Free Guide - 5 Mistakes Mid-Career Professionals Make (And Need to Stop Doing) ·      Click here to subscribe to The Mid-Career GPS Podcast +. This is a premium or subscriber-based version of the podcast. ·      Purchase John's Books on Amazon – Your Mid-Career GPS – Four Steps to Figuring Out What's Next and SHOW UP - Six Strategies to Lead a More Energetic and Impactful Career ·      The Mid-Career GPS Podcast is featured in Mac's List of the Top Career Podcasts. Click here to learn more.  Support the showThank you for listening to The Mid-Career GPS Podcast. Leave a rating and review on Apple Podcasts here. Visit https://johnneral.com to download your free guide, "5 Mistakes Mid-Career Professionals Make (And Need to Stop Doing) and more information about your leadership and career transition. Connect with John on LinkedIn here.Subscribe to John's YouTube Channel here. Follow John on Instagram @johnneralcoaching.

As a new leader, learning about Human Resources (HR) policies might not be the task that you're most motivated to do.  But it's critically important.And, bonus: in this conversation with Sara Skowronski of EOS Human Resources Consulting, we tie HR practices and policies to the fun and motivating task of helping people develop and reach their full potential.In this episode, we discuss how to: Adopt fair, consistent, and kind HR policies for effective leadership in any organization. Understand the significance of documenting expectations and workplace events for smooth operations.Master the art of providing regular feedback to foster employee growth and development.Embrace empathy, curiosity, and vulnerability as crucial skills to becoming a remarkable leader. Tackle tough conversations and make informed decisions regarding employee termination.Get the show notes for exclusive episode insights, resources, and the transcript here._____________________________Do you know what brings you energy and what drains you as a leader? If you want to motivate yourself and your team and GET WORK DONE, it's time to find out. Take our quick Leadership Advantage quiz and get your result + easy to implement tips to make the most of your strengths.Connect on LinkedIn: https://www.linkedin.com/in/teri-m-schmidt/Get 1-on-1 leadership support from Teri here: https://www.strongertoserve.com/coachingSet up a free discovery call with Teri: https://calendly.com/terischmidt/discoverycall

FEATURED GUESTS: Melissa Wesner, LCPC is the Founder of LifeSpring Counseling Services, a Maryland-based group practice where she and her therapists strive to provide hope, healing, and empowerment through the collaborative process of counseling. As a Certified Brainspotter and Brainspotting Consultant, she is an avid believer in the power of Brainspotting. She's a dreamer, a doer, and a co-host on the Protecting Your Practice podcast. LISTEN & LEARN: Questions for consideration regarding logistics when setting up a group practice. The importance of defining and reflecting upon who you want to bring into your practice. Understanding what model you would like to use for the therapists within your practice. Benefits of clearly communicating your values and culture that are important in your practice when bringing on therapists. How to build in tasks within your screening process to identify particular skills that will be important within your practice. Several ways to build in office culture to create connection and community within a group practice. How an internal website, or intrasite can be used to connect your practice team. The impact of addressing employee/contractor complaints and dynamics quickly within your business. The role of pruning within a group practice. Considerations for having an Human Resources (HR) process or contracting with an HR company to assist with those systems. The importance of having an actual contract when you have an Independent Contractor when it comes to dissolving the relationship. The benefits of having a dedicated receptionist answering your practice phone. Understanding the tax benefits of spending money on resources to enhance your business. Before launching into a group check in with your WHY to really understand if this is what you really want to undertake. RESOURCES MENTIONED ON THE SHOW: The Protecting Your Practice Podcast protectingyourpractice.com Melissa's Group Practice https://lifespringcounseling.net/ Free Download: How to Start Your Group Practice from the Start https://www.protectingyourpractice.com/free-downloads Good to Great by Jim Collins --- Support this podcast: https://anchor.fm/reina-lombardi5/support

Name: Joey Price Business Name: Jumpstart:HR Current Title: President + CEO Location: Maryland Educational Background:  BS - Kinesiology, MS - Human Resources Management and Development, Curious by Nature   About Joey Price:  Joey Price is an award-winning Human Resources Executive, thought leader, and the President and CEO of Jumpstart:HR. The company offers HR outsourcing and consulting for startups and small businesses. He is a proud member of the Forbes HR Counsel and UKG's Workforce Institute Advisory Board. Joey also co-hosts the "While We Were Working" weekly podcast for leaders in the workplace who wish to be better at handling people's issues. He is a seasoned HR professional with hands-on experience in multiple organizations; Joey advocates for businesses to translate their goals into high ROI through happily engaged staff members.   DURING THIS EPISODE YOU'LL LEARN: Why small businesses need an HR department The risks of not having an HR department Difference between hiring an HR specialist vs. outsourcing  The steps for setting up an HR department How to identify the right person for the job The importance of building work culture What HR compliance means and the challenges small businesses face For complete show notes and resources mentioned for this episode go to: blacktobusiness.com/134 Thank you so much for listening! Please support us by simply rating and reviewing our podcast!  

Do you pretend to know what "HR" is when you actually don't? I see this with a lot of business owners. They're wearing multiple hats for the company, excelling at them all, but when it comes to human resources, they give me that blank stare of "I'm not exactly sure what I'm supposed to be doing." You aren't alone! In this episode, I define HR for you (and yes, it's more than just compliance, benefits and payroll). But good news! HR can be broken down into nine checklist items that all entrepreneurs should be focusing on! Listen to Similar Episodes:Back to the Basics: Establishing Your Mission & Core ValuesEmployee Development Plans - How to Create Them With Your teamBenefit Open Enrollment - What the Heck is it?* Connect with me on IG @jackie.koch_* Find more information on my website www.jackiekoch.com

In This Episode . . . This episode features the always-inspiring Katrina Strohl, Psychological Safety Consultant and host of podcast Absolutely Not! Kishshana and Katrina discuss how a toxic work environment led Katrina to decide to take her own life and how that experience kickstarted their journey toward advocating for mental health and encouraging others to set personal boundaries at work and enforce their own psychological safety. Is your work making you ill? This conversation addresses what messages you are receiving in your work environment and knowing that your worth has nothing to do with your work. We need to learn how to observe the behavior, learn to label where necessary, and find the vocabulary to define the harm in our work environments. Meet Katrina Strohl: Katrina is best known for serving others through work with boundary strategy, mental health, suicide prevention, and veteran disability. Katrina (she/they) is a Navy veteran who served as an Aviation Structural Mechanic (AM). Now, with over 10 years of Human Resources (HR) experience and a passion for psychological safety, Katrina continues to serve others. In 2018, Katrina decided to take her own life after internalizing the behavior of a toxic workplace. Since then she has become a huge advocate of mental health and works to reduce the stigma through their show, Absolutely Not! Absolutely Not! is the weekly live podcast dedicated to providing examples of setting personal boundaries at work and the vocabulary needed to name harm in those spaces. Episode Highlights: (3:10) Learn more about Katrina; (3:37) Your worth has nothing to do with your work; (6:40) Observing and labeling the harm in a work environment; (15:58) Is work making you ill?; (18:50) How do I start setting boundaries at work; (29:21) Different ways to set boundaries; Connect with Katrina: Instagram: @k.m.strohl LinkedIn: @katrina_strohl Host of @absolutelynotwithk Website: https://www.katrinastrohl.com Episode Resources: For more Management Mastery head over to Kish Camp (https://kishcamp.co) Get weekly inspiration from our podcast host, Kishshana Palmer: Text “CREW” to +1 (917) 810-3061 Sticky Teams: Retaining a Thriving Team (https://kishshanaco.com) Support the Show (https://www.buymeacoffee.com/takethisoffline)