Podcasts about human resources management

Have you ever felt like a part of you wants to change, but something keeps holding you back? Tune in for an inspiring discussion with Britt Frank on her new book Align Your Mind: Tame Your Inner Critic and Make Peace with Your Shadow Using the Power of Parts Work.Moments with Marianne airs in the Southern California area on KMET1490AM & 98.1 FM, an ABC Talk News Radio affiliate! Britt Frank, MSW, LSCSW, SEP, is a licensed neuropsychotherapist, keynote speaker, and author. She received her B.A. from Duke University and her MSW from the University of Kansas, where she later became an award-winning adjunct professor. Frank speaks and writes widely about the brain and how to get unstuck from even the most long-standing habits and patterns. Her work has been featured by New York Magazine, The New York Times, Forbes, NPR, The Society for Human Resources Management, Psychology Today, and Esquire. https://www.brittfrank.com For more show information visit: www.MariannePestana.com

                                  Listen in as Erin and Sandee discuss: Peak performance isn't just strategy—it's mastering the space between your ears. Your unconscious beliefs are often driving your actions. Rewiring them is a game changer. Meditation isn't one-size-fits-all: walking, journaling, or even shower time can be meditative. You can't expect different results without practicing new habits—just like learning a new sport. Shifting from fear to love is a daily, conscious choice—and it's available to everyone. …and much more!                                           About Sandee Sgarlata is a two-time award winning author, certified life coach since 2004, professional speaker, retired U.S. national and international figure skating coach, gold medalist in ice dancing, Reiki Master Teacher, and has spent the past 20 years helping people create lasting changes in their lives. As a Peak Performance Expert, Sandee has over 30 years of corporate experience, has owned multiple businesses, and is known for her authenticity in leading and motivating teams. She is also the host of the Happiness Solved Podcast which has over 2.5M downloads. Sandee is now serving as Managing Director for the Los Angeles Tribune Global Podcast Network and has been training experts to launch, grow and monetize their podcast for over three years.  Sandee's recent best-selling book, “Happiness Solved: Climbing One Hundred Steps” is a self-improvement book, part memoir, and workbook. She has been featured on Cheddar News, Virginia This Morning, Good Morning Arizona, CBS, NBC, FOX, and has spoken on stage with Mark Victor Hansen, Les Brown, Brooke Burke, Sharon Lechter, Forbes Riley, Sean Kanan, Dr. Joe Vitale, and Bill Walsh, just to name a few. Sandee has been published in Best Holistic Life Magazine, the Los Angeles Tribune Special Leadership Edition, My Success Magazine, eMode Magazine, and The Silicon Review. Sandee has a Bachelor's Degree in Business Management with a Certificate in Human Resources Management and lives in Northern Virginia with her husband, son, and Yorkipoo Buster. How to Connect With Sandee Website: https://www.sandeesgarlata.com LinkedIn: https://www.linkedin.com/sandeesgarlataaddison Facebook: https://facebook.com/coachsandeesgarlata Instagram: https://instagram.com/coachsandeesgarlata YouTube: https://www.youtube.com/@sandeesgarlata

Identifying and developing the next generation of leadership talent is critically important. No decision will have a bigger impact on the performance of an organization and its enduring legacy. Yet, many leaders struggle with effective succession planning. In this episode of Leadership Lounge, we talk to three of our trusted advisors—James Diggines, Rebecca Slan Jerusalim, and Stacey Shapiro—who share their perspectives on: The critical first steps CEOs should take to build effective succession processes How to spot leadership potential beyond the obvious candidates Common succession planning mistakes that can derail organizations Strategies for keeping unsuccessful candidates engaged and motivated How succession decisions can transform organizational culture "Too often succession is really a check the box exercise at a critical point in time, as opposed to having a long-term focus."Rebecca Slan Jerusalim, Leadership Advisor, Russell Reynolds Associates Four things you'll learn from this episode: Timing is everything in succession planning. Start succession planning as soon as you step into a new leadership role. The longer the duration, the easier it is to develop internal talent. Succession isn't replacement—it's development. Effective succession encompasses long-term talent development. Organizations must actively identify and invest in key talent year-over-year. Keep your talent pipelines broad and dynamic. Resist the urge to quickly converge on one or two candidates. Business conditions shift, and what you need in a leader today may differ dramatically from what you need tomorrow. Transparency builds loyalty. When succession decisions are made, providing clear feedback and development opportunities to unsuccessful candidates can retain crucial senior talent.A closer look at the research from this episode: Board Culture and Director Behavior Study | Russell Reynolds Associates Global CFO Turnover Index | Russell Reynolds Associates Russell Reynolds Associates Global CHRO Turnover Index | Russell Reynolds Associates Russell Reynolds Associates SHRM Succession Planning ROI Study | Society for Human Resources Management

Listen to Alana Walker Carpenter, a visionary leader, passionate coach, and the Founder and CEO of Intriciti, an organization that inspires business leaders to meaningfully integrate their faith and work being interviewed by veteran journalist, Lorna Dueck. Alana is also the Founder and CEO of the Canadian Centre for the Integration of Faith & Business. In this episode, Alana talks about the incredible opportunity she has to minister within the corporate world to business leaders and help integrate faith and business in a powerfully meaningful way.Read the transcript: biblesociety.ca/transcript-scripture-untangled-s10-ep2---Learn more about the Canadian Bible Society: biblesociety.caHelp people hear God speak: biblesociety.ca/donateConnect with us on Instagram: @canadianbiblesocietyWhether you're well-versed in Scripture or just starting out on your journey, The Bible Course offers a superb overview of the world's best-selling book.  This eight-session course will help you grow in your understanding of the Bible. Watch the first session of The Bible Course and learn more at biblecourse.ca. ---Alana Walker Carpenter is a trailblazer. She has redefined what it means to lead, what success looks like, and the gift that love, compassion, and empathy can bring to the boardroom. Serving in the capacity of CEO of Intriciti, Alana created and leads an organization to inspire business leaders to integrate their faith and business. Prioritizing relationships, collaboration, and stewardship, Ms. Walker Carpenter founded the Canadian Centre for the Integration of Faith & Business in 2024.With relationships as her trademark, Alana makes generous space for all to have a seat at the table. She is passionate about ensuring all belong whether one has a little faith, a lot of faith, or no faith at all.Prior to assuming her current roles, she practiced human resources for a downtown consulting firm.Ms. Walker Carpenter holds a Bachelor of Arts from the University of Western Ontario (King's College) and a Post-Graduate Degree in Human Resources Management from Humber College of Applied Arts and Technology. She received numerous academic and leadership awards prior to, during, and upon graduation.With well-earned accolades, she continues to live out her calling. In 2023, she was honoured as a Global Corporate Hero. In 2014, she was nominated and received the Top 100 Christian Leaders in Canada and was three times nominated for the Top 35 Under 35 Award. Outside of the boardroom, Alana can be found cheering her teenage son Carter on at the baseball diamond and volleyball court. Ms. Walker Carpenter resides in Canada with her husband and best friend Kevin. Together, they serve on a number of local, national, and international boards.Learn more about:Intriciti: intriciti.caCanadian Centre for the Integration of Faith & Business: intriciti.ca/ccifb

Amandine LAFEUILLE PREVITALI – Joined in July 2015 Amandine Lafeuille Previtali, a French HR leader, has been with Mantu since July 2015. She holds a Master's degree in Human Resources Management from IGS. She started as an HR Officer in Italy before expanding her responsibilities to Turkey, Benelux, and the Nordic countries. In 2024, she... L'article Scaling-Up & Intrapreneurship – Episode 06 – Amandine Lafeuille Previtali – Amaris Consulting & Audencia est apparu en premier sur La 1ère chaine académique de podcasts sur l'entrepreneuriat.

Ohio educators want professional development opportunities that give them the tools to be the best educators possible for their students. But, too often, school districts prescribe PD that doesn't feel like a valuable use of anyone's time. Ohio's Educator Standards Board set out to change that by making the state's Professional Learning Standards more user-friendly and more useful. Educator Standards Board member Eugene Mach walks us through the process and the changes that are in the pipeline for educators around the state.SEE THE CURRENT STANDARDS | If you'd like to look at the previously adopted Standards for Professional Development to see how they compare to the new Professional Learning Standards as proposed, click here to read the full document. KEEP AN EYE OUT FOR THE NEW STANDARDS | The Educator Standards Board voted to move their newly developed Professional Learning Standards forward to the State Board of Education for consideration in March. The Professional Learning Standards document is not on the agenda for the State Board of Education's April meeting. Check the State Board of Education's webpage to keep tabs on when the document moves forward and to see the latest version of the document under consideration. Please note, the Educator Standards Board voted on March 7, 2025, to move forward this version of the Professional Learning Standards without the words 'equity' or 'inclusion,' despite the objections of several ESB members, including Eugene Mach, who is featured in this episode. This episode was recorded before that vote took place, so discussions about those changes are not included in the conversation you hear here.  SUBSCRIBE | Click here to subscribe to Public Education Matters on Apple Podcasts or click here to listen on Spotify so you don't miss a thing. You can also find Public Education Matters on many other platforms, including YouTube. Click here for links for other platforms so you can listen anywhere. And don't forget you can listen to all of the previous episodes anytime on your favorite podcast platform, or by clicking here.Featured Public Education Matters guest: Eugene Mach II, Warren Education Association President, Ohio Educator Standards Board memberEugene is a high school business teacher at Warren G. Harding High School. He serves on the Ohio Educator Standards Board, NEA Resolution Committee (Citizenship and Right subcommittee Co-Chair), OEA/NEOEA Resolutions Committee, NEOEA Summer Leadership Committee, and is the President of the Warren Education Association. He has served on various other committees during his time as an active OEA member, is a former Warren City Council member and a former candidate for state representative. He holds a bachelors degree in Integrated Business Education, a Masters in Education Administration, and is currently working to complete a Masters in Business Administration with a focus in Human Resources Management. Connect with OEA:Email educationmatters@ohea.org with your feedback or ideas for future Public Education Matters topicsLike OEA on FacebookFollow OEA on TwitterFollow OEA on InstagramGet the latest news and statements from OEA hereLearn more about where OEA stands on the issues Keep up to date on the legislation affecting Ohio public schools and educators with OEA's Legislative WatchAbout us:The Ohio Education Association represents nearly 120,000 teachers, faculty members and support professionals who work in Ohio's schools, colleges, and universities to help improve public education and the lives of Ohio's children. OEA members provide professional services to benefit students, schools, and the public in virtually every position needed to run Ohio's schools.Public Education Matters host Katie Olmsted serves as Media Relations Consultant for the Ohio Education Association. She joined OEA in May 2020, after a ten-year career as an Emmy Award winning television reporter, anchor, and producer. Katie comes from a family of educators and is passionate about telling educators' stories and advocating for Ohio's students. She lives in Central Ohio with her husband and two young children. This episode was recorded on March 6, 2025. 

Karolina Willis shares her remarkable journey building Intercare Recruitment from a struggling startup to ta hriving healthcare staffing firm. After relocating from Dubai to the US, she faced rebuilding her business in an unfamiliar market while raising two young children.Despite reaching a breaking point where she nearly abandoned her entrepreneurial dreams, Karolina implemented strategies that fueled explosive growth in just six months. She reveals how she created unique differentiators that justified retained contracts - employing former nurses as recruiters, offering comprehensive immigration services, and maintaining relentless face-to-face business development even when facing multiple rejections.This episode offers practical insights for recruitment agency owners looking to scale their businesses through genuine market differentiation and strategic team building across multiple countries.Karolina is a seasoned recruitment professional with 19 years of experience in the healthcare recruitment industry. As a CEO and Founder at Intercare Recruitment, she specializes in matching top-tier healthcare professionals with leading medical institutions, ensuring that both clients and candidates find the perfect fit.Episode Outline and Highlights[01:53] From Poland, the UK, Dubai, and the US - Carolina's recruitment journey.[07:27] The mindset that helped Karolina be successful in a short space of time.[10:16] How to generate candidates by organizing events.[13:39] The initial challenges of going solo and starting a recruitment business. [28:02] Relocating to Florida, relaunching their business, and overcoming a breaking point.[37:23] How Karolina approached the market differently in the US.[40:34] Key differentiators as a boutique company.[46:30] Strategies for growing her team.[51:59] Overcoming the recruiter paradox - how to identify potential members of your recruitment firm.[57:35] What would Karolina have done differently when looking back at her career?Overcoming a Breaking Point and the Challenges of Launching a Boutique FirmKarolina excelled quickly in her first recruitment role in the UK with the NHS, which became a solid foundation for her when she launched Intercare Recruitment in Dubai. Like many recruiters who aspire to build their business, she faced initial struggles and challenges along the way.Karolina faced significant challenges when launching her recruitment firm in Dubai. Although finding candidates was relatively easy due to her strong existing network, the complexities of navigating healthcare regulations and business development were major hurdles. Karolina and her husband had to secure clients from scratch. Their strategy involved relentless, in-person business development—visiting hospitals unannounced, persistently requesting meetings with HR directors and CEOs. Despite initial rejections, her research-driven approach, industry connections, and sheer determination eventually led to success, with her 13th hospital visit yielding their first major contract. However, cash flow management became another major struggle, as collecting payments from clients was a slow and challenging process. The legal system in the UAE made it difficult to enforce contracts, ultimately influencing her decision to explore opportunities outside the Middle East.When she moved to the US, the true breaking point came in 2022 when, after years of working for others, Karolina could no longer ignore her entrepreneurial drive. She had gained the necessary industry knowledge and confidence, but stepping away from the security of a full-time job was a daunting decision, especially as a mother of two young children with a mortgage to maintain. Despite the fear and financial pressure, she knew she had relaunched Intercare. With the unwavering support of her husband, she leaped, marking the start of Intercare's second chapter in the U.S.Building Key Differentiators as a Boutique FirmI wanted to focus on Intercare Recruitment's unique approach to providing the best solutions for its clients. Their service offering is retained and involves recruiting nurses internationally. “So what I call ourselves, we are kind of boutique companies, small, quality-focused, concierge type agencies. We really go beyond with our services. We really get on side with our clients.Here are some of their differentiators:International Nurse Recruitment Expertise – They have an extensive referral-based network in the Philippines and partnerships with nursing schools, allowing them to source top-tier talent efficiently.Comprehensive Candidate Support – Unlike most agencies, they assist candidates beyond job placement, handling immigration, flights, onboarding, Social Security, and even driving licenses to ensure a smooth transition.Nurse-Led Recruitment Team – Their recruiters are former nurses, which helps build trust with candidates and ensures a deeper understanding of the industry's needs.Retained, Upfront Payment Model – Instead of working on contingency, Intercare secures exclusive, retained contracts where clients pay upfront, covering immigration costs and reducing hiring risks.Extended Guarantee Period – They offer a 12-month guarantee, which is longer than industry standards, ensuring clients have long-term confidence in their hires.End-to-End Immigration Management – They fully integrate legal and immigration services into their process, partnering with immigration attorneys to handle all necessary paperwork.What are your key differentiators as a recruitment firm? How do you stand out from the competition? The key to getting retained clients is to show a unique solution that solves your client's problems that they can't get anywhere else.Overcoming the Recruiter's Paradox - Finding the Right Member of Your TeamKarolina shared best practices in her approach to building her team. She has now expanded to 10 members - 5 in the US, 5 in the Philippines. This growth allowed her to grow her revenue from $5K/month to $300K/month in six months! What are her key techniques in finding great team members?“I see people's motivation and ambition rather than skills. You can teach skills, but you cannot teach attitude.” Aside from doing a DISC assessment, they invest time in researching the candidate, from social media, LinkedIn, and conducting three to four steps interviews.Once the team member gets hired, they focus on empowering and coaching them. Extensive training and tools for recruiters are provided while providing all the support needed for them to succeed. Karolina Willis Bio and Contact InfoKarolina Willis is a seasoned recruitment professional with 19 years of experience in the healthcare recruitment industry. As a CEO and Founder at Intercare Recruitment, she specializes in matching top-tier healthcare professionals with leading medical institutions, ensuring that both clients and candidates find the perfect fit.Karolina launched Intercare Recruitment in 2011, bringing with her a wealth of knowledge and a passion for the healthcare sector. Her deep understanding of the industry's unique challenges and requirements has made her an invaluable asset to the team. She has a proven track record of successfully placing candidates in a wide range of roles, from nursing and allied health positions to senior medical and executive roles.Karolina's approach to recruitment is characterized by her commitment to building strong, lasting relationships with both clients and candidates. She takes the time to understand the specific needs and aspirations of each party, providing personalized guidance and support throughout the recruitment process. Her meticulous attention to detail and her unwavering dedication to excellence have earned her a reputation for reliability and integrity in the industry.In addition to her professional achievements, Karolina is known for her leadership and mentoring skills. She plays a key role in training and developing new consultants at Intercare Recruitment, sharing her expertise and fostering a collaborative and supportive work environment.Karolina holds a Bachelor's degree in Human Resources Management and is a certified Professional in Human Resources (PHR). Outside of work, she is an advocate for mental health awareness and actively participates in community outreach programs aimed at improving healthcare services.With her extensive experience, deep industry knowledge, and a passion for making a positive impact, Karolina Willis continues to be a driving force behind Intercare Recruitment's success in the competitive healthcare recruitment landscape. Married and mother of 2 daughters, 5 and 8 years old. Lives in Greenville, SC.Karolina on LinkedInIntercare Recruitment website linkConnect with Mark WhitbyGet your FREE 30-minute strategy callMark on LinkedIn, Mark on Twitter: @MarkWhitbyMark on FacebookMark on Instagram: @RecruitmentCoachSubscribe to The Resilient RecruiterIf you've been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.

Tyler Mills grew up and lives in what he calls “rural America”. His home is about an hour outside Iowa City and is indeed by any standard not an urban environment. Tyler also happens to be a person with a disability: he has Cerebral Palsy and uses a wheelchair. He has a degree in Human Resources Management from Bellevue University.   Tyler, through his company Mills Marketing Services has spent his adult life working to advocate on behalf of persons with disabilities especially in the rural portions of America. Tyler and I talk quite a bit about Rural America which he points out is dying right in front of us. He feels that a significant part of the challenges faced throughout America, especially in the less populated areas, comes from our move away from politically moderate leaders. He points out that this is not a partisan situation. He writes about his beliefs in his book “Death of the Blue Dogs”. The book discusses the political changes we are facing in this country and how those changes are severely impacting the economic fortunes of people in rural America. Of course, he also ties in the ways political changes are negatively effecting persons with disabilities again especially in rural environments. “Blue Dogs” were and still are politicians with relatively moderate views who put community over personal gain. You will hear all about them during our conversation.   My discussion with Tyler is fascinating and far ranging as you can imagine. I think this episode will be quite thought provoking and I hope you enjoy listening to it.       About the Guest:   I am a freelancer writer, the owner of Mills Marketing Services and a 2022 graduate of Bellevue University with a degree in Human Resources Management,  I have also worked in numerous national and local political campaigns.  Political consulting is something that I am passionate about.  I want to try to bring more people together o fix problems, instead of emphasizing our differences.    I am the author of the essay “Death of the Blue Dogs.” The book talks about the impact of the political changes in rural America, and how those recent changes have impacted the economic fortunes of the people that live there. Rural America has to get a realistic chance to win some of the venture capital resources that are out there to compete for economic development projects on a global scale.   I seek to be a voice for people with disabilities, particularly in the area of employment. There are still far too many barriers for the disabled when they seek employment, some of those barriers may have been unintentional when they were first proposed.   Ways to connect with Tyler:   https://www.lulu.com/shop/tyler-mills/death-of-the-blue-dogs-how-the-demise-of-the-blue-dogs-harmed-the-country-created-qanon-voters/paperback/product-42n9wy.html?q=Blue+Dogs&page=1&pageSize=4     Also available on Amazon:   https://www.amazon.com/Death-Blue-Dogs-Explaining-Politics/dp/1312517646/ref=sr_1_14?crid=178TODTDMZ3TR&keywords=Blue+Dogs&qid=1690048552&s=books&sprefix=blue+dogs%2Cstripbooks%2C324&sr=1-14   Abe Books:   https://www.abebooks.com/9781312517646/Death-Blue-Dogs-Demise-Harmed-1312517646/plp   Locally at Burlington by the Book:   https://www.midwestbooksellers.org/independent-bookstore-directory/burlington-by-the-book   Mills Marketing Services Contact Page:   https://www.facebook.com/p/Mills-Marketing-Services-100063553481698/?_rdr   Twitter Account:   https://twitter.com/tmills43   LinkedIn Profile:   https://www.linkedin.com/in/tyler-mills-93b14a24/   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.   Well, hi everyone. I am your host, Mike hingson, and welcome to another edition of unstoppable mindset. We're glad you're here with us.  We really appreciate you coming and spending a little bit of time with us. And today we get to chat with Tyler Mills, who I find to be an interesting soul. Why do I say that? Well, he is a writer, among other things, and I'm really interested to hear about his his book that he's written. He's a freelancer writer. He is also the owner of Bill's marketing services, and he's worked on a whole bunch of political campaigns and in the political world, and I'm really interested in talking about that. I've done some things around Washington in the past, and had a lot of fun doing it, and met some interesting legislators and Congress people and so on. But sounds like he's done a whole lot more than I have, and I'm really interested to to get into that and and I know he's very interested in talking about rural America, and we're going to do that as well. So with all that in the background, Tyler, welcome to unstoppable mindset. How are you? Thank you, Michael. I'm doing great. Well. We really appreciate you being here with us. Why don't we start as I love to do? Why don't you tell us about kind of the early Tyler, growing up and some of that stuff? Yeah,   Tyler Mills ** 02:39 basically, I've grown up here in southeastern Iowa. It's, I'm about an hour away from Iowa City, the University of Iowa, and it's a really great community to grow up in. I actually live in Keokuk, Iowa. We're right on the Mississippi River. Our main, our main industry, is a, you know, high fructose corn syrup. So it's a, it's not necessarily everyone's favorite topic or favorite industry out there, but that's what we mainly do in Keokuk, Iowa. And I've actually done a little bit of, you know, work with people that have developed websites for them and in the past. And that's part of what I've done with Mills marketing. And then I've also, you know, lobbied for different causes regarding disability rights and disability employment issues around Southeast Iowa. So what got   Michael Hingson ** 03:37 you interested in dealing with disability rights and advocating as you do.   Tyler Mills ** 03:41 I I realized as I got into the workforce, so many people that are in similar situations as I am, they're they're either not getting the opportunities that or they're afraid to break out and take those opportunities. I think it's a situation where the system is not always as conducive to employment as it should be. I think that, I think that there are a lot of employers who would be willing to employ more people with disabilities, but they don't know how to navigate the different barriers and parameters themselves. And I think they're, I think they're scared. I think they're afraid that, you know, there's going to be a liability on their on their in their facility, I you know there's, there's a lot of different   Michael Hingson ** 04:32 elements there, yeah. Do you have a disability yourself, a cerebral palsy? Okay, so that's, are you and are you in a wheelchair? Or do you have that much CP? Or, yeah, I could   Tyler Mills ** 04:47 find a wheelchair. You are okay.   Michael Hingson ** 04:51 Well, my wife, for her whole life, was in a wheelchair. She didn't have cerebral palsy. She had scar tissue on her spinal cord at the t3 level. So she was a t3 para, and we lost her in 2022 we were married 40 years. So as I tell people, and I will always say, no matter what anyone says, She's monitoring somewhere. And if I'm not a good kid, I'm going to hear about it. So I gotta try to make sure I'm a good kid. Yeah, don't want to get in trouble with her, you know. But anyway, and,   Tyler Mills ** 05:26 yeah, go ahead, I was just gonna say, I, I really, I in the in the last few years, I really started to look at the statistics dealing with employment amongst the disability community, and we've really made a lot of progress. And I don't want to imply that we we haven't made a lot of progress, because we have, but we're still at around 23% of people with what's classified as a disability under the ADA employment, which is not bad, 23% a lot better than I, better than I had previously been. But we really didn't even start charting those statistics until 2008   Michael Hingson ** 06:02 right? So yeah, and I know the unemployment rate among employable blind people is still much higher than that, but still it is progress, and it's not at the 70% where it was when I was growing up and in college and just going from college to the workforce. So we're better, but we're we've got a long way to go. And you know, why do you think that is? Why do you think that we still aren't really in anywhere near the norm, like for people who don't have traditional disabilities, people,   Tyler Mills ** 06:35 people are scared that they're going to lose their health insurance by going out into the workforce. That's that, I think, is the main barrier. And I think employers are scared to offer a full, certainly, a full health insurance package to someone that is disabled, and then if you make a certain amount of money, you no longer become eligible for the program. Or SSI, right? That you need to survive,   Michael Hingson ** 07:01 yeah, well, but the other side of that is that, typically, in a group health environment, disabilities aren't supposed to be a factor.   Tyler Mills ** 07:12 You would like to think so. Well,   Michael Hingson ** 07:15 yeah, as I say, supposed to be what I guess. What I'm getting at is, if you look at the paperwork and you look at the rules of typical group insurance, disabilities aren't included, that doesn't they're not an issue, but that doesn't mean that they're not but group insurance doesn't measure directly whether you happen to have a disability or Not. Yeah,   Tyler Mills ** 07:40 it's really, it's really bad, because I find it, at least, I found in most states, we're down to basically one giant insurer for almost every single state, at least it seems to be in, at least in my research. Maybe I'm wrong about that, but, you know, I do wish there were more options just anyone it was seeking private insurance so they could be, you know, as as self sufficient as they would like to be, yeah, basically we, you know, as as great as the Affordable Care Act is, in many ways, it's still, it really hasn't challenged the monopoly that we still have in the private insurance market. So,   Michael Hingson ** 08:19 yeah, yeah, yeah, and that's why I was real specific in saying the insurance I'm talking about is company group insurance, which is a little bit different in a lot of ways than typical private insurance and life insurance, although none of us could get life insurance policies until the early to mid 1980s because insurance companies plane said we were a higher risk. And it took a major effort and enough consumers rising up to get state legislatures to pass a law that said that you can't discriminate against persons based on a disability unless you can show actuarial statistics or evidentiary data. And nobody's been able to do that yet,   Tyler Mills ** 09:07 which is wonderful, yeah,   Michael Hingson ** 09:09 yeah. Well, there's a whole story I was very much involved in that. I actually led that fight. I was living at the time in Massachusetts, so I led that fight. But there, you know, there are other aspects of insurance that are still issues in a lot of the kinds of other insurance, other than life insurance that we would like, like health insurance and so on. You're right. It's, it's, it's still a major challenge, and it's all really based on prejudice, though.   Tyler Mills ** 09:40 Well, I and I think that some employers also automatically assume that they could only get a half day out of us when we go to work. And depending upon how, you know, physically or mentally straining the work is, they automatically say, Well, I can only get a half day out of them, or maybe three hours. A day out of them, and what I think that we have a well, I mean, obligation is not the right word, but we, I am, during my time in the workforce, I've tried to prove some of these people wrong, that we that we can do a full day's work, at least I and I've been blessed to be able to have that opportunity. So many people that would like to have that opportunity, I'm not, do not have the chance because, yeah, they face a lot deeper challenges than I do, right? Well,   Michael Hingson ** 10:30 and when I asked the question before about why is the unemployment rate so high, another part of the answer that I would give is, and it gets back to part of what you're saying in a different way, but we're not included in the conversation. We are left out. And you're right. Employers and so many people make assumptions, and we've had things like sheltered workshops that have contributed to that, and a number of agencies around the country, so called rehabilitation agencies have contributed to that by not really being strong advocates. And the bottom line is though, that we really can work a full day, and for those people who physically may not be able to to do as much as other people would be able to do, it also may mean that what we really need to do is to look at what the right job for them would be, so that they could do as much work as anyone else. And that's also a big part of it.   Tyler Mills ** 11:29 And we were struggling with my internet and we probably still are. That's that's another issue here in rural America. If you want to be able to work from home, you're still going to be struggling your internet connection a lot of the time. So we've, we that was, Well, part of my book is about, uh, death of the Blue Dogs. I want to to people to understand what, what, regardless of your, whatever your politics happen to be, you should want access to the internet so people can can be, you know, working and be productive and be taxpayers, and, you know, feel good about their day. And there may be some people that don't want to work, but in my, in my experience, I've always felt like work and the dignity of work has given me a purpose, as, you know, as made me just feel better about my day. And I I'm not that may not be for everyone, but it certainly has helped me. Well,   Michael Hingson ** 12:24 I would also point out or submit that maybe for some of those people who don't want to work again, even there they may be prejudice and thinking they can't work and so they don't want to, and I'm sure there are some who just want to use the system, but I think there, there are a lot of people who haven't learned to have the confidence to stand up and really fight for for their right To be in the workforce and in the system.   Tyler Mills ** 13:02 And another aspect of this is, I think at least within rural America, I think right now, our and within the country at large, I think the venture capital dollars are getting spent in they're being too concentrated to one part of the country or the other. And if there was a way that we could convince people to spread that opportunity around a little bit better. I think that would be helpful as well. Yeah, I'm   Michael Hingson ** 13:27 sure, I'm sure that it would be helpful. Well, you mentioned the book. Tell me what? What are Blue Dogs?   Tyler Mills ** 13:34 Blue Dogs are a group of moderate to conservative Democrats, and I didn't really want to write this as a partisan book. What I wanted to do is write this as a book saying rule America needs to elect legislators that care about their constituencies. They go out there and use and appropriate tax dollars to make sure that our roads are functional, to make sure that we have access to internet, clean water, you know, schools with top notch technology so we can learn everything that we need to learn about it with to be able to be competitive in a global economy. Because basically what happened the Blue Dog Democrats were started in the early 1990s as a response to what many people viewed as, you know, Bill Clinton being too liberal. And Bill Bill Clinton did. He did race raise some taxes on some people at the beginning of his administration. So basically, the there was a group of about 30 or 40 Democratic legislators who said, We've got to kind of create our own group, and it could sort of like find the middle ground between what they consider to be too liberal. And Bill Clinton and yet too conservative to to jump to the Republican caucus. So, so they basically said, we're in the middle and we're being squeezed blue. So that's kind of where that term comes from.   Michael Hingson ** 15:13 Got it. You know? It's interesting. I I grew up, went to college in the 1970s and so on. And I've been a member of the National Federation of the Blind since 1972 and I remember going to several national conventions and also being very involved in dealing with things in Washington. And while one party is more conservative than the other, what's really interesting is that the emphasis on disabilities and supporting disabilities, at least to a degree, has shifted from the Republicans, who really were more champions earlier, but are much less so now, just because they've taken a completely different position about spending money and so on, but they're not the champions in general. That is that that the Democrats are,   Tyler Mills ** 16:14 and I would like to see the Republican Party get back to that, because if they if they believe in self reliance and independence and making people feel good about having something to do in their lives and being as functional as they can be. This should. This is a non partisan issue. Yeah, not non ideological, because all you're doing is you're creating you're creating jobs if, if someone with a disability can go out and become an entrepreneur and, let's say, hire three to four people. You know that that really, it may not seem like much on paper, but it can make a big difference in a community. It really can. So I, I and I, I think that you can still have a sense of community and still be, you know, be a rugged individualist at the same time, and I unfortunately, maybe within the Republican Party, they kind of, right now, only want that rugged individualism. And I think in order to have a functional society, you have to have some sort of a sense of community as well.   Michael Hingson ** 17:17 Well, I I agree. I think there's we're losing a lot of of our sense of community, and we become so fractured as a society that it's really difficult to talk and form community. And how do we get back to to that? How do we get back to people being able to share ideas, to have legitimate discourse? And also have different opinions, and people respect that, so we can discuss it and discuss them, but at the same time, we don't just blast everyone because they're different than we are. We get back.   Tyler Mills ** 17:58 We have to realize that our children go to the same public schools together. We still, we still go to the same churches. There's still some people who still go to the bowling allies together. I social media and social media marketing is great. I've been in that industry for quite a while myself, but we've kind of used that technology to go into our own little corners, and we just kind of follow the road we want to follow, instead of considering other points of view, considering what other people in the community might think we just we kind of, at this point, want to hear what we want to hear, and I don't know if we always consider it the other, someone else's perspective. And many of the legislators that were defeated that I write about in my book death of the Blue Dogs, they were kind of those people that were, you know, kind of the cooling saucers of the Congress, and they would kind of consider those different perspectives, and that's what I'd like to see us get back to as a society, not just as, you know, From a legislative, congressional perspective, but as a society, get, get, get that broader sense of community back, talk to each other again, because really, we still go to those same schools, churches, wherever you might line up, and hopefully we can start have that conversation again.   Michael Hingson ** 19:14 How do we get there? Though,   Tyler Mills ** 19:19 you have to realize that we're all just human beings. And I think, I think we, in some ways, we've kind of like going, Oh, that that person listens to different music than I do. I must not like them. Just I don't know where, I don't know where we got off base to where it's good where we go. Oh, that person has a different opinion than I do. I must hate them, I or I must at least dislike them, or not want to communicate with them. I think, I think, I think we just need to really we, we the society and media accentuate the differences. When I think. That even, even though you, Michael, have spent most of your time out in California, and I've spent my most of my time out in the Midwest, I think we'd find out probably quite a few things, regardless of politics or whatever, we'd have a lot of things just to communist, basic human beings. You know, well,   Michael Hingson ** 20:16 I've been fortunate enough to actually have lived in several places around the country and traveled to many more, and I love the richness of this country, and I appreciate the different environments, the different areas and the different points of view. And I think it is extremely important that we recognize that and that we respect it. But that sure breaks down in in our times right now, at least when it comes to politics, you can't have a political discussion at all without somebody just flying off the deep end somewhere.   Tyler Mills ** 20:59 Well, yeah. I mean, if you, if you go to the cable news networks, they reward the people that are saying the most outlandish things, regardless of where one stands. The person that gets the most media attention is the person that says the, you know, the most sometimes unproven thing. And when you reward non factual behavior, or just straight up dishonest behavior that I think that encourages society as a whole to go in that direction. You know,   Michael Hingson ** 21:31 unfortunately we live in a country where, well, I won't say unfortunately we live in a country that provides and allows for free free speech, but unfortunately, we do sometimes see that carried to an extreme, as you're pointing out,   Tyler Mills ** 21:45 well, and I think, I think that they that for some reason we consider, right now we've got people, if you fact check someone, they consider it a form of censorship, yeah, and I don't, I don't think, I don't think fact checking someone and saying, Hey, I have a different I have my research says differently than this. I'm offering this point of view. I don't think that's a form of censorship, but unfortunately, we've kind of gotten to that point where people think that that's censorship   Michael Hingson ** 22:11 well, and it is unfortunate that we've seen a lot of that, and we we do see the whole idea of of fact checking, and some people just totally resent it. But the problem is they don't want to do anything other than do as I say, not as I do. And that's unfortunate too, exactly, exactly. Yeah. So it does make it quite a, quite a pain to deal with, needless to say. Well, so what do we need to do? I know you've sort of alluded to it a little bit, but what do we need to do to kind of bring rural America economically back more into the fold and than it is. You've you've   Tyler Mills ** 22:59 got to have people that don't automatically assume that we don't have the skills to get things done. I think, unfortunately, there's a lot of stereotypes out there about people that then so these stereotypes are true, and we there. Life is about constant improvement, and if you're not willing to make changes and see how you need to improve yourself, how you need to improve your community, then you're not going to progress. But I think that there are a lot of people out there that look at rural America as you know well, they just they don't understand their flyover country. They're not willing to learn. And I think in my in my community, I think we are willing to learn. I think we are willing to get better, but we have to prove ourselves back. We have to prove that to other people. I was watching the Daily Show one night with Jon Stewart, and a lot of people enjoy Jon Stewart. Of course, he's a very funny comedian, regardless of what your politics are. And he was making, he I, he was making fun of the state of West Virginia far too much. And if you know it was like, you know, he's making fun of how they don't, you know, their their teeth, and they don't read enough. And it was just kind of like John, you you consider yourself someone who likes to highlight the plight of the working class from time to time, and then here you are, you know, kind of going off on these people who clearly need help, clearly need assistance, and they need jobs in their communities. And I wish that we would get rid of some of those stereotypes and stop saying some of those hateful things about each other, yeah,   Michael Hingson ** 24:42 yeah. And it's and it is so true. Well, if you take West Virginia, for example, and I've read that, you know, there's people there will drink a lot of soft drinks and so on, and their teeth aren't great and all that. Um. And there are, there are issues like that, but there are also other factors that really cause some of that to be the case. Aren't there? There   Tyler Mills ** 25:07 are, there are. I wish that that people would actually go to some of these communities more often. I wish that, you know people were able to travel more and to learn more about why, if you look at the history of West Virginia, Was it really the best place to even put a state you know that that's that's worthwhile to be so can you really blame that on the people that live there now, as far as economic development, as far as you know that, and we're in a lot of these communities, smaller communities. They're They're controlled by one employer. You know, what a what? Once one, one employer gets locked into a community, they kind of dictate whether another employer can come in, because they're afraid that their workforce, they're going to lose their workforce if this other employer comes in and that that's another the monopolistic practices or the, you know, I I'm not sure what the exact wording of it would be, but it's certainly a controlling process for a lot of these communities, because they're afraid to lose that One major employer, and then what do they have?   Michael Hingson ** 26:22 And they're afraid to lose or they think they would lose their identity,   Tyler Mills ** 26:27 absolutely. And I I think work. And some people would disagree with me this. They would say, well, Tyler, you should just find more leisure time. Find more things with your leisure time, and not worry so much about work, but I think that the people that are encouraging a society without work are often some of the most successful people in society that don't have to worry about it anyway. I worry that people, regardless of their politics, they figured the game out, they figured the world out. They know how to make money. They know how to, you know, pretty much get anything they want. And then they're going to say, well, you know, just sort of Pat us on our head, right? And just sort of say, Well, you shouldn't have to work anymore, or you shouldn't worry about that stress anymore. And in some ways that would be a good thing, but in some ways, I need that stress. I need that challenge well,   Michael Hingson ** 27:23 and I think that's the real operative part of it, it's challenge. We as a as a race, tend to like challenge, whether we always admit it or not, we do. We like challenge, and we like to have things that we have to overcome. And for those people who have, quote, made it, that's real lovely, but the problem is they tend to forget along the way what it took to get there. And the result, ultimately, is that they don't really help people like they can to get other people to maybe work like they did, and get there as well. Yeah,   Tyler Mills ** 28:02 and AI and all these different forms of technology are going to be absolutely wonderful for so many people with disabilities. But we've also got to consider, you know, if you've got a bit of a cognitive disability, are you going to be able to catch on to this AI technology as quickly as you should? And are these and are these programs going to be, are there going to be funding for the, you know, to go to the community college in a smaller community where someone could learn how to use this technology better? I think that some of the some of the people that are creating the technology are not thinking of me in rural America, or other people in rural America that have disabilities, it may take us a little bit longer, and that it's going to be, you know, might, we might pick it up four or five years down the road, but those four or five years are going to be rough, you know?   Michael Hingson ** 28:53 Well, yeah, and AI in general is so new that we really miss out on thinking in the more long term approach of what it will and can become. Of course, now we've got so many people who are going, Oh, it's horrible. It's going to take all of our jobs away. Kids are just going to use it to create all their papers and so on at school, so they're not going to learn anything. And from my perspective, hearing those kinds of comments tells me you're really missing it, and you're you're not recognizing the value that AI really brings to the world. So for example, for for for the classroom, if children are writing their papers and just letting ai do all the work, you may or may not be able to tell it when you're grading the paper, but the thing to do is to maybe get creative and think about a little. Bit different way of teaching. For example, when you assign students to do a paper, and especially you're concerned that they just may be letting AI write it, chat, GPT or something, write it, the easy thing to do is take one period of your class and have all of your students individually come up and take a minute and defend your paper, and you'll know very quickly who really understood it and who used it all the right way or not.   Tyler Mills ** 30:34 Yeah. I mean, I mean, when I, when I was going through school, we would, you know, the teacher would kind of read the whole book to us, and instead of having us read out loud, and then, and then you, and then you graduate high school, and then you're like, some of these kids can't read. And then it's like, well, where, where were you in the seventh grade checking to make sure that they could read?   Michael Hingson ** 30:56 Well, yeah, yeah, um, and I think there, yeah, I've had some teachers that all they did was parrot the book, which is not what a good lecturer should do at all. The book is the book, and the teacher needs to really add value to that process. And and that's something that you don't always see, which is also the case. My belief is that a good boss, if they're really exercising leadership skills, a good boss, has to work with each person in their team and figure out how the boss can add value to make them more successful, rather than just focusing and telling them what to do and and not not being involved anymore. That's not leadership Exactly,   31:46 exactly.   Michael Hingson ** 31:49 So I think it is important that you know we need to, again, look at all of that well. So it is. It is pretty clear to me that what you would really like to see us do is shift some of what we're doing in our priorities, like in the political spectrum and so on, to be a little bit more moderate and not be one side or the other necessarily. How do we do that? We how do we convince people that we got to go back to a more moderate environment? We   Tyler Mills ** 32:20 look we look at people's resumes. We look at we look at people who actually consider it different points of view. I back in 20, 2015 2016 I worked for a guy named us, Senator Jim Webb. He was from the Virginia and he was a Vietnam veteran, he ran as a Democrat for president, but he also served in the Reagan administration. And thing about Jim is, when I first met him, you know, basically in the past, so some candidates that I'd met were a little bit hesitant to work with me because of my disability, but because of Jim's background as a veteran, and he dealt with people with disabilities before, he was very, very inclusive, very, very receptive to not only me, but also all points of view. And I think that if people honestly just want to take the time and listen to good, moderate people, regardless of whether they have an RD or anything else behind their name. Part of it is, I think, is our attention span. I don't mean to be insulting the people by saying it's an attention span issue, but I don't think that they take the time to listen and say, Hey, this this individual is considering more than one side of the coin, more than one point of view? Yeah?   Michael Hingson ** 33:46 Well, yeah, it really gets down to you. Got to spend time thinking and strategizing and not just reacting and recognizing there's more to life than just one opinion,   Tyler Mills ** 34:03 exactly i and that's the thing about the the people in this book, they were, they, these were these were people that you know were getting votes from people that didn't necessarily agree with them ideologically. But what they would do is they would take the time to listen to other people and to help people with their social security matters, or help people with, you know, making sure that their son was able to apply for that Pell Grant, or their daughter was able to apply for that Pell Grant. And so even though you didn't necessarily line up with everyone on an ideological basis, a lot of people would still cast their ballot for them, and because they would actually do the work what a congress person is supposed to do, in my opinion, and like we were talking about earlier on Fox News or on any of the cable networks, I think that people again, are rewarded for being loud instead of doing the work of what a member of Congress is supposed to do. I.   Michael Hingson ** 35:00 Yeah, yeah. And it's, it's tough to get enough people together to to deal with that kind of vision. And so the result is that when you get, as you pointed out, people who may be a little bit more moderate, or people who want to really make contributions to society as a whole. They drop out because they feel like they've got just too many things stacked against them, and they're just too many people who don't want to listen.   Tyler Mills ** 35:31 Yeah. I mean, there's a part of my book during the CNN debate and Anderson Cooper was questioning Jim Webb and some of the other candidates about the Americans with Disabilities, act and Senator Webb and made the point in the past about affirmative action, possibly not considering income enough as far as making sure that people had opportunities well. Anderson Cooper implied during that debate that Jim Webb was anti Ada and I kind of went I highly doubt many of these other presidential candidates have people on in wheelchairs, on their in wheelchairs and dealing with a lot of other disability related issues on their steps right now, working on their campaigns. And here's Anderson Cooper telling me that my candidate might be anti Ada, and I was that just kind of it took me back, because I again, I think that it's the responsibility of a journalist to actually dig deeper into someone's writing, their what their public statements, everything about their as much as they can before they make some outlandish question or comment like that. And again, I think it's, it's just some of it is a lack of responsible journalism because you're trying to get ratings. You're trying to, you know, get the headlines there, instead of actually digging into the issues that people are going to need in order to be able to survive.   Michael Hingson ** 37:04 So you've talked about the Blue Dogs being involved in rural America on the question that comes to mind is, aren't they just as important for the big city and non rural America? Yeah,   Tyler Mills ** 37:16 yeah. And that's the thing is, back in the 70s, when, you know, when we people were trying to get the farm bill done, they would make sure that provisions were in there to, you know, create more farming opportunities in urban America. So there weren't food deserts. There are food deserts in urban America too. And I think that when, when you elect people that don't care about a farm bill, that don't want to, they don't want to earmark resources to a community, you know, they want to act like they're just going to save money on this or that, when really, I don't think there's that much savings going on, because I think a lot, a lot of a lot of Countries are running debt. They've always been running debt. And I think it's not that debt doesn't matter. Debt absolutely does matter. But at the end of the day, if, if your people are living in a food desert, because the farm bill is not, you know, the resources there are not properly, you know, allocated, that's an issue that's far deeper than a than a structural, you know, spending deficit,   Michael Hingson ** 38:28 yeah, yeah. And we, well, we've, we've got to figure out a way to bring a little bit more sanity to the process. I guess we've, we've seen these kinds of cycles before, though, and the hope, and the hope is, over time, we'll be able to see maybe the the cycle shift, and we bring a little bit more sanity into the whole structure. But it's going to take somebody who's a really strong leader, who understands that, who can make it happen? And I'm not sure that we are seeing any of that even today in society, we have two political candidates, and I think one is closer to that ideal than the other, but I'm not sure whether we have anyone who really is strong enough or sophisticated enough to outsmart and bring about the kind of changes that we're talking about.   Tyler Mills ** 39:26 Well, the thing that frustrates me, and one of the things that frustrates me, is that some, some of these people that that were that were elected to Congress, are now seeing their communities die out. That they're, they're they're losing population. You can, you can look at the statistics. These are not made up statistics. These are proven statistics that that all a lot of these rural communities are losing population and alarming rates, and yet, you these people are continually getting rewarded by getting elected again and again. Wouldn't they want to see their community? Grow? That's my question. Maybe I don't want it seems like a false way of thinking here, because a lot of these communities are dying out, and yet you're getting rewarded by getting re elected or given a higher position in some sort of organization. And I'm like, You are losing population in your community at an alarming rate, and yet you're bragging about getting, you know, whatever you think done to me, you would want your community to grow and prosper? Well,   Michael Hingson ** 40:31 I would think so. But again, what we find is people's priorities are a little bit different than than I think what we would believe would be the ideal, yeah,   Tyler Mills ** 40:44 and it's, it's, it's frightening, because, you know, I the goal of of any, any society, it should be to help as many people as you can reach their full potential. Yeah? And if, and if rural America and in parts of urban America, absolutely, if they're not getting resources allocated to them, there's always so much you can do completely on your own in this world, in my opinion, and without that sense of community, I think a lot of people are being left behind, and it's just it's extremely unfortunate.   Michael Hingson ** 41:18 Do you think that we'll be able to see a shift, and we'll find more moderates coming back at some point,   Tyler Mills ** 41:25 we have to find a way to punish the media for what they do. They they encourage just out. They want people to start yelling. They want people to start yelling at each other. It's like, it's like a professional wrestling match. Michael, it's not like, you know, we basically got talk radio on in the halls of Congress now. Instead of, instead of saying, Hey, you're a human being, I'm a human being, I have constituents. You have constituents. We literally have members of the United States Senate, you know, threatening union leaders saying you want to fight, you want to have a fist fight, you know, yeah.   Michael Hingson ** 42:09 And well again, what do we do to change all of that? And you're right, the media is certainly a part of it. One of the things that really frustrates me is that we have these things. When candidates for president, for example, get together, they call them debates, but they're not debates. No, I'm not sure. I don't remember the Kennedy Nixon debate, and so I don't remember whether it really was a debate, but I bet it was closer to a debate than anything that we see today, because we're not really seeing any kind of good, real, legitimate debate discourse. No,   Tyler Mills ** 42:54 it's, it's sound bite after sound bite and attack line after attack run, and the questioning, the questioning is set up that way, and it's and I understand why they do it, because they want viewership. They want people to be talking about, oh, this candidate said this tan. And now we're going to talk about it for the 24 hour news cycle, and then we're going to move on to the next news cycle. Instead of having a substantive debate where people can discuss issues and actually solve, you know, internet connectivity in rural or parts of urban America, we end up with a debate over I, you know, whatever the you know, space lasers or whatever you know so well.   Michael Hingson ** 43:40 And the other part about it is that, I think, in reality, with a legitimate, real debate, you would have just as much to talk about, and would still allow for all of that to happen. Yeah,   Tyler Mills ** 43:52 yeah. So maybe, again, maybe it's maybe they need to give more air time to it. But again, that attention span that I think partly, personally, because of technology and the way things have changed. For better or worse, people don't have that attention span anymore, and I'm just as guilty as anybody so   Michael Hingson ** 44:13 they don't have that attention span. I hear people talking all the time about making videos to put up on YouTube or whatever, and I am told constantly it's got to be 30 seconds, because people won't pay attention for any longer than that. Yet, what content can you really do in 30 seconds?   44:33 Nothing, nothing,   Michael Hingson ** 44:37 or very little of any substance anyway, which isn't to say that you want to have a video that's 15 minutes or a half hour. It's got to be something that that makes sense. You got to keep people's attention, but I have yet to see if you do it the right way, where you can have a five minute video that keeps. That doesn't keep people's attention, if you do it, right?   Tyler Mills ** 45:03 Yeah. I mean, I, you know, I all listen to a good podcast. I mean, you know, like, just like we're doing right here, and you know, if it really gets my attention, I'm gonna, I know, and then I'm gonna come back for more, you know. And I think people hopefully, you know, hopefully they enjoy that sort of thing still, and, you know, really embrace it. I hope, I certainly hope so.   Michael Hingson ** 45:23 We have typically made these podcasts an hour long, and I've had the opportunity to be interviewed on a variety of different kinds of podcasts, and I've been lectured not about mine so much as other people say, Well, no one's going to listen to a podcast if it's an hour long. That's why we only make ours 15 minutes, or 20 minutes, or at most, a half hour, and yet, when they ask questions, they they don't really ask questions, much less do it in a way that creates content and does does what they really ought to do, even If it's only a half hour long.   Tyler Mills ** 46:00 Yeah, I, I, I think, I, I wish that content could be more substantive. I think, I think you're spot on about that. No doubt about it. So, yeah,   Michael Hingson ** 46:16 so what we have, we have seen changes come about, although sometimes it isn't, perhaps in the ways that we ought to I mentioned earlier sheltered workshops, and there's been a big battle in the blindness system about the fact that all too many rehabilitation agencies and other entities push so many blind people into sheltered workshops, and those workshops have a way where they don't have to pay even minimum wage, and they've played some really strong games with that, but there's been a lot of visibility about that, and so a number of those shops have actually changed their model. But what do we do again to get the Congress to really deal with it? Or, you know, or is that asking the same question we've asked so many times already during this conversation? You know,   Tyler Mills ** 47:15 I think, I think it's up to the private sector. I think the private Congress right now is at a standstill, and I think that they prefer their permanent stand. So I, I've spoken to HR professionals, and my degree is actually in the human resources. And a lot of these HR professionals are not aware of the different programs that are out there, and then they're not aware of the tax credits. Yeah, it's not, it's not that they're not well, it says they're not willing to learn. I just don't think that was part of their program. I've worked at a call center now. You know, for over eight years, I'm still, obviously, there are all kinds of disabilities out there, but I'm still the only person in a wheelchair out after over eight years. And I don't know if I hope it hasn't been my own performance that has discouraged them from hiring other people with disabilities, but because that really would upset me, but it would, it would, but I, I You would think that someone else would have come across the line during the time I've been out there, because, Like, even when I got out there, they're like, they're like, you're the only person in wheelchair I've ever ain't out, you know? And they, they'd been working for other call centers before, and I was like, this is call center work. This is one of the most obvious things that people like me can do, yeah, and   Michael Hingson ** 48:35 it's and it's easy, it doesn't require an incredible amount of physical labor. And there are actually some good technological ways that a blind person could do that. It does take, it does take some some additional kinds of things, given the typical call center software, but the technology is there to do that today.   Tyler Mills ** 48:58 Yeah, I, I don't know if you've ever had the chance to work with different call centers about that kind of technology, but apparently some of them still need to help. So   Michael Hingson ** 49:07 oh, they do. I know of some mine, and I've I've dealt with some that actually have put the effort into it, but still, I know what you're saying. But then it gets back again to the whole idea of we're not included in the conversation. And I think that mostly when it comes down to dealing with people with disabilities, we don't think about it that way. We don't think about we're not included in the conversation, and we don't necessarily really deal with that. And when I'm talking about the conversation, why isn't the President every time he, or possibly in the future, she, is talking about one thing or another that they don't just talk about race and gender, they also automatically include people with disabilities and. Use examples. We're not included in any of those conversations.   Tyler Mills ** 50:04 Well, I think, unfortunately, we're, we're given absolutely necessary social programs there, you know, disability benefits, Medicaid, different things are absolutely necessary for survival. But I think people just sort of like, make sure that their tax dollars go to that, and then they don't think, they think, well, we it's not that they think we've done enough, but they think that, you know, well, we are making sure that these people are able to stay alive, and maybe in their minds, that is enough. But for for you and me and other people that think about this on a deeper level, we want more, and are we being selfish? I don't think so. You know, yeah,   Michael Hingson ** 50:47 well, so we've talked a lot about work. Does society value work? Is that changing?   Tyler Mills ** 50:53 I don't, I don't think so. And as much as I embrace new forms of technology, I think that there's some. I think a lot of our drug problem, and particularly in rural America, is because you don't, you don't have some of those. You're not giving some of those menial labor jobs to the regular working class anymore. You're letting the technology do which is fine if you want to let the technology do it. That's completely your prerogative and your perspective, do you know to just sort of move, you know, the self checkout thing, and that's that's fine if companies want to go that route. But I think at the same point, there's a value to getting that person who may have been struggling in life, to get them to add a local grocery store, be at a Costco, or whatever the case may be, instead of, you know, having a self checkout, you know, it does, it does it hurt a company's bottom line? Absolutely, in many ways it does. But I think that we've lost a sense of that. Yeah, no purpose of work,   Michael Hingson ** 51:55 yeah, well, um, and you, you, you cut out a little bit. So maybe you can repeat some of that, because you cut out for a few seconds.   Tyler Mills ** 52:04 Yeah, the internet's going out, like we were talking about earlier, just again about how I think, I think it's important to still have part of that is the loss of the sense of the community is because we don't we use the technology now that it can be very, very helpful. But at the same time, if you give that job to a person who was previously struggling and not able to make find their way in life, maybe struggling with a fentanyl or struggling with some sort of drug related issue, now that they can have a job, they feel better about themselves, they can get a paycheck and be it be a larger part of society. Obviously, we'd rather have them, you know, getting an advanced degree and moving on to that larger scale to scale job. And hopefully they would be able to do that in the future. But I think society doesn't value, you know, having a someone to check out your groceries or someone to, you know, wash your car or mow your grass, or some of the menial jobs that are going to be eliminated here in the future, and in many cases, have been eliminated now. So we're as beautiful. Technology is going to be great for us. It's going to work in so many great ways. But we also don't look at the other side of the coin enough either. Well,   Michael Hingson ** 53:30 the other side of that, though, is let's take self checkout here in California, for example, when you talk about if you have to hire somebody, does that affect the bottom line, it does. But what we're also discovering is that self checkout is affecting the bottom line because there are too many people who cheat that system, and the result is that they they're able to get out without paying for everything or whatever. So their their challenges, all around and again, what I'm hearing you say, and I think there's merit to it, is that what we're really not doing is representing enough the value of giving people the opportunity to have jobs and encouraging them. And the companies aren't tending nearly to be as loyal as they used to be for people and working. And you're right. They're going to technology and everything else, and they're not being loyal like they used to be. You don't see the same loyalty. Hence, people move so often from one job and one company to another job and another company.   Tyler Mills ** 54:45 Yeah, when you have people in the investing in your company, they're just looking at the profit at the end of the quarter. They don't look at the you know, they see that profit in their stock portfolio, which is fantastic, because, well, anybody should be able to play the stock. Could do whatever they want, but again, if Walmart turns a massive profit by eliminating 1520, jobs, if they're different operations, what kind of larger impact does that have on a local community? And that's that's a question that should be asked. Now we might come to the conclusion that that's overall a good thing. I I don't come to that conclusion necessarily, but I think, I think it's a conversation that needs to be had   Michael Hingson ** 55:29 all the time, and it's like anything else. How do we get that conversation to occur more often?   Tyler Mills ** 55:36 Well, I think, again, I think we've kind of lost our sense of I don't, but when I, when I was growing up, I think that people were just nicer to each other. I and I, I don't know if it's because people just think they can say whatever they want to each to each other, yeah, now, now that we're behind the keyboard, or we can just be agree or disagree. We should never be as just unkind and be calling each other stupid and uninformed? And you know, we need to consider all different perspectives as much as we can. Yeah,   Michael Hingson ** 56:09 you know, we we should, and I really would love to see a world where we could have a lot more discussion without somebody becoming offended, because discussion is always valuable if we really have a discussion, and can if going back to using that term debate something. But you know, so do you think more people with disabilities ought to move and be involved in more rural America? Would that be a beneficial thing?   Tyler Mills ** 56:50 I think would be beneficial. I think if we there are a lot of extremely compassionate people here. I think that just because they people assume, just because a certain community starts to vote a certain way, that they've lost their compassion. I don't think that's necessarily the case. I think you've got a lot of compassionate people here who who love, who love, to help other people. They're not necessarily voting the way. They're not actually voting their values. They're extremely compassionate people, but they're not voting that way. So then people who are voting the opposite way assume that they don't care. I think it's a lack of information. I think we've got we've got as much information as we've ever had at our fingertips. I don't know if we're actually on a search for knowledge within that information, you know? So, yeah,   Michael Hingson ** 57:47 we, we don't know how to search. We don't know how to or, oftentimes it seems like we don't want to get that information, because it, it, it's the the usual, don't bother me with the facts, and that's unfortunate.   Tyler Mills ** 58:06 And I also worry about, you know, a lot of these bigger banks and bigger companies are able to swallow up the smaller banks in the smaller communities, and so the, again, the capital dries up. The that's that's really important. I I don't understand completely why, why some people who would consider themselves more conservative aren't worried about anti trust laws if they truly want those rural communities that they represent to survive. The reason why I wrote this book is because I see, again, I see a lot of people who are who are elected to represent rural America, are letting it die out, and I do not understand why that's and that's what I tried to explore in the book. And it just it. It boggles my mind. And I could write 15 books on it, and it would still make me go, Hmm,   Michael Hingson ** 59:00 well, your voice still needs to be heard out there, and people need to hear I think what you're saying, it's, it certainly isn't a very relevant and valuable viewpoint. And we've, we've got to get to the point where we can have good discussion and good interaction with each other. We've lost the art of conversation all the way around.   Tyler Mills ** 59:26 Yeah, it's, it's because we we text each other and we message each other and and shorthand, and we don't really, I don't think we have those same kind of full length conversations that we used to have.   Michael Hingson ** 59:37 One of the things that I do regularly when I'm looking for speaking opportunities, and I've looked at some databases, and I will send out emails and talk to people about becoming or hiring me to be a speaker. I love it when somebody responds to me, and even if they say I'm the. Right person. We're not doing anything right now, but they leave a phone number because I think it's so important to be able to reach out to people on the phone. Email is so insensitive, and texting, of course, is there's nothing like communicating with someone on the phone. And I know that a lot of times I've been able to get speaking engagements because I was able to actually have a phone conversation. And some people have gone so far as to say, most people don't call me. I really appreciate the fact that you called me and took the time to to let me get to know you better, and whether we have anything right now or not, isn't the issue, but thanks for at least initiating the phone call.   Tyler Mills ** 1:00:47 Yeah, you you can talk about why you care about a project more. You can really go into detail as to why you know this. Do you think that this particular situation, whatever you're working on, would would really help benefit everyone involved in a text message. I don't think you can necessarily lay out that kind of emotion, you know, you   Michael Hingson ** 1:01:09 certainly can't lay out the emotion. Yeah, yes, it is just, isn't there? Well, Tyler, this is really been a lot of fun. We have spent an hour doing it, and I have no problem with that, just okay. So I really appreciate your time, and I think I really thank you for being here, and I want to thank you all for listening. This has been a lot of fun, and I hope that you've enjoyed it, everyone out there listening and watching us, I hope you've enjoyed it, and that you will let us know what you think. Please feel free to email me. Michael, H, I m, I, C, H, A, E, L, H, I at accessibe, A, C, C, E, S, S, I, B, e.com, and we'd love to hear from you. We'd love if you whenever you're listening or wherever you're listening. If you give us a five star rating, please rate us Tyler. If people want to reach out to you and interact with you more, how do they do that? They   Tyler Mills ** 1:02:07 can find me on LinkedIn, Tyler mills. Type in Tyler Mills, Mills, marketing services. You also my book is on lulu.com that's where I get the most money for it, to be honest, amazon.com wonderful site if you want to get it there, but I only get 37 cents on Amazon. But so if, if you can go to lulu.com death of the Blue Dogs, Tyler Mills, if you want to learn more about my book, any, any of the projects that I have to do with Mills marketing services, you could find me on LinkedIn. You can find me on Facebook. Mills marketing services. I'm I'm available. I got my phone number, email everything, so I'm good to go. Cool.   Michael Hingson ** 1:02:46 Well, we put links in the cover notes as well, so the show notes, so they'll be there. So again, I want to thank you all. I really appreciate you, Tyler, taking the time. And if you know of anyone else who ought to be a guest on unstoppable mindset. And for all of you out there, if you know anyone who you think ought to be a guest or might be a good guest, I want to hear about it. We're always looking for people who want to come on and tell their story and talk about what they do. So please, by all means, refer people to us. I think it would be great. And we would love to talk with them and explore them coming on the show. So once again, I want to thank you, though all for being here. Tyler, I want to thank you for being here. This has been fun.   Tyler Mills ** 1:03:29 Thank you for the opportunity. Michael, I really enjoyed it. Thank you for letting me speak to your viewers.   **Michael Hingson ** 1:03:40 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.

Today we're in the capital city of Boise, Idaho, located in the northwest of the United States, and we're here to connect and chat with Ms. Rhiannon Albert, founder of My Trusted HR. Rhiannon offers executives and HR teams tailored HR strategies, leadership, and training. With more than 23 years experience serving multiple industries, Rhiannon is passionate about people being proactive in guiding positive partnerships with leaders to strengthen their ability to create lasting change. Rhiannon is certified with both the Society for Human Resources Management and the Human Resources Certification Institute. Visit the C4C website to gain full access to the transcript, show notes, and guest links. Coaching 4 Companies

Today's HR L&D podcast is brought to you by Deel, the all-in-one global-firstpeople platform.Master global HR with Deel's essential guide, perfect for HR teams aiming to expand globally.Get Free Guide Now: https://www.deel.com/resources/scale-global-hr/?utm_medium=sponsored-newsletter&utm_source=nickday&utm_campaign=ww_engage_download_nickday_sponnewsletter_hrnewsletter-scaleglobalhr-feb25_all_all&utm_content=engage_all_sponnewsletter_scaleglobalhr-sponnews400-hr_enAs AI transforms the workplace, how do we ensure technology enhances, rather than replaces, human connection? In this episode, Nick Day sits down with Kahina Ouerdane, Chief People Officer at WorkLeap, to explore the balance between AI, leadership, and human-centered talent management.Kahina shares why she rejects the term "human resources", how WorkLeap uses tech to build more engaged and high-performing teams, and why onboarding, performance management, and leadership still require a personal touch.She also tackles a key question: Can AI truly drive culture, trust, and inclusivity? While AI improves efficiency, there are things it can't replace—like real conversations, emotional intelligence, and human intuition in leadership.If you're in HR, leadership, or just curious about the future of work, this episode is a must-watch. Don't forget to like, comment, and subscribe for more insights on AI, HR, and workplace culture!

Modern human resources department represents the interests of the overall mission of the business aligned with the needs of individual employees. Depending on the size and scope of a company, an HRM department can perform a variety of roles and responsibilities. For a small business, a dedicated HRM specialist may cover all HRM functions, while in bigger companies, specialized departments will handle hiring, benefits, employee development and other processes.  In recent years, the role of HRM has expanded as companies recognize that it's cost-effective to invest in employee development and retention. Better-trained and happier employees are more productive, and innovative. But has the HRM department overstepped its' mandate? In this show, join Gus Theoulis and Stephen Armstrong as they discuss this. Guest Bio: Gus Theoulis, President and CEO of Intricco Controls and Automation Ltd. and LT Global Trade Ltd. Gus is a Professional Engineering Technologist with over 26 years of experience in electrical controls and IT management, and his company designs, produces, programs, and implements electrical control systems for industries like automotive, HVAC, defense, and nuclear. Having worked globally in over a dozen countries, Gus brings a wealth of technical and managerial expertise, including a unique perspective as a senior manager both before and after introducing HR into the workplace. Over 15 years of running his own business, Gus has collaborated with many senior managers, gaining valuable insights into leadership and organizational dynamic.

Modern human resources department represents the interests of the overall mission of the business aligned with the needs of individual employees. Depending on the size and scope of a company, an HRM department can perform a variety of roles and responsibilities. For a small business, a dedicated HRM specialist may cover all HRM functions, while in bigger companies, specialized departments will handle hiring, benefits, employee development and other processes.  In recent years, the role of HRM has expanded as companies recognize that it's cost-effective to invest in employee development and retention. Better-trained and happier employees are more productive, and innovative. But has the HRM department overstepped its' mandate? In this show, join Gus Theoulis and Stephen Armstrong as they discuss this.   Guest Bio: Gus Theoulis, President and CEO of Intricco Controls and Automation Ltd. and LT Global Trade Ltd. Gus is a Professional Engineering Technologist with over 26 years of experience in electrical controls and IT management, and his company designs, produces, programs, and implements electrical control systems for industries like automotive, HVAC, defense, and nuclear. Having worked globally in over a dozen countries, Gus brings a wealth of technical and managerial expertise, including a unique perspective as a senior manager both before and after introducing HR into the workplace. Over 15 years of running his own business, Gus has collaborated with many senior managers, gaining valuable insights into leadership and organizational dynamic.

On today's episode of The Executive Appeal Podcast join Alex D. Tremble (CEO of GPS Leadership Solutions & KeynoteSpeaker) and Jason Risoli (Founder of Grassroots Talent Solutions and Global Head/VP of Human Resources P&O) as they discuss powerful lessons on the realities of executive growth, balancing sacrifice with success, mastering self-discipline, and minimizing distractions. Learn how every decision shapes your journey in this inspiring episode for ambitious professionals.Guest BIO:Jason Risoli is an accomplished Human Resources professional with over 20 years of experience in various industries. He has a proven track record of driving business improvements through employee engagement, enhancing company culture and strategies initiatives. Jason's career began with a dual Bachelor's degree in Human Resources Management as well as Management and Organizational Behavior from Rider University. He then went on to complete a Master's degree in Labor and Employment Relations from Rutgers University. Since then, he has worked with a variety of top organizations, including large corporations and small businesses, to develop and implement effective HR strategies. In his most recent role as the Sr. Director People Operations Head of HR at Transformco Sears Home Services, a leading Home Services company, Jason oversaw all aspects of HR operations, including employee relations, while strategically partnering with Talent Acquisition and Total Rewards subject matter experts. He has also played the lead role in developing and implementing employee engagement and retention strategies at the company. Throughout his career, Jason has demonstrated a passion for employee development and engagement. He is an advocate for ongoing learning and development, and has led numerous training sessions on topics such as leadership development and conflict resolution and has mentored countless people throughout his career and personal life. Outside of work, Jason is nature lover and enjoys spending time with his family. He is also actively involved in his community, volunteering with local non-profit organizations including being Merit Badge Counselor with the Boy Scouts of America for 6 Eagle Merit badges as well being a mentor for HR students attending Rutgers University.

In this episode, we talk with Talent Acquisition professional, Allie Patterson, about how job seekers can stand out in today's ultra-competitive, employer-driven market. Allie shares her own journey, tips on building a strong personal brand, and the importance of networking and targeted outreach. Her advice is essential for those navigating an intense hiring landscape.Allie has a background in recruitment across multiple industries (Med-Tech, Renewables, etc.) She holds a bachelor's degree in Human Resources Management and has honed her expertise through diverse industry roles. Allie also runs Elevate and Bloom Consulting, where she supports nonprofits with recruitment and marketing services.Key Takeaways:Are you leveraging LinkedIn to its fullest potential? You won't believe the impact a tailored approach can have, especially when it comes to outreach and standing out in applications. Plus, we explore the power of personal branding and how storytelling can transform your connections with hiring managers. With resilience being key in a competitive market, are you ready to adapt? Tune in for actionable tips and insights to elevate your career.Allie Patterson on LinkedIn:https://www.linkedin.com/in/alliesheley/

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In this episode, Robert and Francis discuss cyberspace fractalization and its impact on Human Resource Management.

In this episode, Laura  hosts an alumni panel of Black Woman Leading alums (Shaneka Stanley, Lekeshia Hicks, and Jada Hamm) to discuss the importance of community care in professional development.  They share their experiences as Black women leaders and the role of community in their journeys,  the importance of “mirrors” and support systems, and the challenges and triumphs of setting and maintaining boundaries.  They emphasize the importance of showing up authentically, taking up space, and making meaningful connections. They also highlight the power of being a connector and the impact it can have on others.   Guest Bios:   ::Jada Hamm Jada Hamm is a dynamic professional with over six years of experience in consulting, employee relations, policy development, and talent management. Based in Philadelphia, she is actively involved in nonprofits, entertainment, and events industries, holding multiple roles across these sectors. Jada holds a BBA in Human Resource Management and is currently pursuing further education in strategic management next fall. She is passionate about creating inclusive workplaces and dedicates her time to community service, volunteering with the Community Hero Action Group INC. Connect with Jada LinkedIn.   ::Lekeshia Hicks Lekeshia Angelique Hicks  is a passionate Diversity, Equity, Inclusion, and Accessibility (DEIA) Strategist and the founder of Lekeshia Angelique Consulting. An Army veteran and doctoral candidate at Austin Peay State University, she brings a unique blend of academic knowledge and real-world experience to her work. Lekeshia serves as the Education Committee Chairperson for the NAACP Clarksville-Montgomery Chapter, a Board Member of the Clarksville-Montgomery Public Library, and the Board Chair of The STEAM Institute. Her expertise spans healthcare, technology, and higher education sectors, where she develops customized DEIA solutions. A dedicated wife, mother, and grandmother, Lekeshia's personal experiences inform her professional mission: to foster environments where diversity is not just recognized, but celebrated. Through her consulting work, speaking engagements, and community involvement, Lekeshia is committed to transforming DEIA principles into actionable, empathetic practices. Connect with Lekeshia on Instagram, Facebook, or LinkedIn.    ::Shaneka Stanley Shaneka L. Stanley, MA, MS, SHRM-SCP, is a wife, mother, daughter, sister, friend, Christian, Proud HBCU alum (University of Arkansas Pine Bluff), active member of Delta Sigma Theta Sorority, Inc and soon to be a certified Life and Organizational Development Coach. She engages with leaders of nonprofit organizations across the country as a Senior Human Resource Consultant.  With close to 25 years of experience,  Shaneka is a dynamic leader and genuine influencer who promotes continuous improvement by employing a flexible problem-solving approach that balances business goals with employee needs. She has comprehensive experience in the full HR lifecycle with proven success in aligning business and people strategies, building dynamic teams and transforming cultures. Shaneka earned her Bachelor of Science (BS) degree in English Education from the University of Arkansas Pine Bluff, Master of Arts (MA) degree in Communications & Training from Governors State University and Master of Science (MS) degree in Human Resources Management from Roosevelt University. She has been a certified HR professional since 2006. Public service is at the core of her being as she serves her community and advocates for positive change. Shaneka is a Founding Board Member of South Suburban Cook County HR Association, a SHRM affiliate chapter located in Chicago's south suburbs. She serves as the Senior Chair for the PTO at her son's school and she is also a member of Delta Sigma Theta Sorority, Inc, Joliet Area/South Suburban Alumnae Chapter. Connect with Shaneka on LinkedIN   Resources: Event: Join us for the 2025 Black Woman Leading LIVE! Conference +Retreat, May 27-30, 2024 in Virginia Beach! Learn more at bwlretreat.com Credits: Learn more about our consulting work with organizations at https://knightsconsultinggroup.com/ Email Laura: laura@knightsconsultinggroup.com Connect with Laura on LinkedIn Follow BWL on LinkedIn Instagram: @blackwomanleading Facebook: @blackwomanleading Podcast Music & Production: Marshall Knights  Graphics: Téa Campbell Listen and follow the podcast on all major platforms: Apple Podcasts Spotify Stitcher iHeartRadio Audible Podbay

Although hybrid teams can offer a number of benefits, leaders often find that the practices they have come to depend on for managing in-person teams do not translate well to the hybrid context. And with hybrid team management being the responsibility of both leaders and team members alike, where can you look for opportunities for improvement?Join professor Brad Bell, director of the Center for Advanced Human Resource Studies at Cornell's ILR School, as he reviews the top five ways that hybrid teams are mismanaged and presents strategies for creating a high-functioning work mode for all team members.What You'll LearnHow leading hybrid teams is similar to but also different from leading traditional, in-person teamsHow to establish a hybrid team identity and facilitate shared understandingStrategies for supporting the social climate of your hybrid teamHow to encourage team members to participate in the leadership processHow to improve virtual interactions through an agile technology infrastructureThe Cornell Keynotes podcast is brought to you by eCornell, which offers more than 200 online certificate programs to help professionals advance their careers and organizations. Brad Bell is an author of seven programs:Hybrid Work StrategyAdministrative Management ProgramHR AnalyticsRecruiting and Talent AcquisitionHR TransformationHuman Resources ManagementStrategic Human Resources LeadershipDid you enjoy this episode of the Cornell Keynotes podcast? Watch the Keynote. Follow eCornell on Facebook, Instagram, LinkedIn, TikTok, and X.

Career clarity refers to having a clear understanding of your career direction, goals, and yourself in the work environment. According to the Society of Human Resources Management, a survey found that 34% of respondents ages 18 to 24 did not think they could use their existing skill sets at work, 33% did not think they could control the next steps in their careers, and 55% said they were anxious about taking the next step. Career Coach Daniel de Vries helps young professionals get promoted and build their dream careers. With two decades of corporate ladder-climbing experience, culminating in senior management and executive positions, Daniel has turned his focus to guiding the next generation of professionals on their career paths.   Daniel's own journey was one of self-discovery and determination. The road to leadership wasn't predetermined for him; he found his own way, reaching a six-figure salary by 27 and stepping into an executive role by 36. Along the way, he learned the unspoken truths of career advancement, knowledge that he believes should be shared, not hoarded.   Having witnessed the hurdles and stumbling blocks that young professionals face in climbing the ranks, Daniel is dedicated to being a coach and mentor who accelerates and enriches the journey with purpose and fulfillment.   For more information, you can visit https://www.dandevries.com/ and connect with Daniel on LinkedIn @DanieldeVries and TikTok @ddv_coaching.

In this interview, Ria Story discusses: Overcoming an unimaginable childhood Beginning her career as a server at Pizza Hut and choosing to start climbing Her professional journey and the various jobs she had along her climb Getting it wrong by being confident but arrogant early in her career Understanding that if we want life to be different, we must do something different How personal growth and development allows us to avoid and/or overcome problems Sharing her personal story on stage in front of hundreds for the first time in 2013 Les Brown inviting her to speak at an event he was hosting in Los Angeles, CA How her growth led to her speaking at Yale and the U.S. Capitol Ria Story is a leadership speaker, author, and trainer. She loves eating healthy and fitness. She ran many marathons including the Boston Marathon and is 4X state mountain bike champion. Be sure to check out her newsletter (LinkedIn), her podcast (Spotify and most other podcast apps), and her YouTube channel for tons of FREE content. Ria understands first hand the frustration and challenges leaders face. She understands, from experience, the discouragement of vague, confusing, and theoretical “leadership” materials that don't help you understand how to develop the team you want to lead and become the leader they want to follow. Ria understands the sacrifices of leadership, and she believes leaders deserve simple and effective leadership tools that will help them be successful. Ria specializes in helping you Become the Leader You are Destined to Be.® Ria is a motivational leadership speaker, TEDx Speaker, certified leadership trainer, and author of 20 books and journals, including: Leadership Gems for Women, and The Ladder of Influence®. She has spoken on leadership at Yale University and on Capitol Hill. Ria has spoken several times at International John Maxwell Certification Events and with motivational speaker Les Brown in Los Angeles, CA. Ria has an MBA, a BS in Human Resources Management, and has more than 20 years of experience in leadership and management. Ria's website: RiaStory.com Email: Ria@RiaStory.com Cell: (334) 332.3526 Watch her powerfully inspiring TEDx video: RiaStory.com/TEDx Preview her books: RiaStory.com/download Don't miss the 23rd episode of the "Real People Getting Real Results!" interview series featuring Ria Story interviewed by Mack Story. Watch this episode on the Blue-Collar Leadership YouTube channel at https://www.youtube.com/@bluecollarleadership and check out the previous interviews in this series which can be found under the playlist titled "Real People Getting Real Results!" Be sure to subscribe while you're there, and tap the 

Looking to find, hire, and keep the best in your pharmacy? Tune in to this episode of the Bottom Line Pharmacy Podcast with Sykes & Company, P.A.'s very own Director of People Operations, Tyler Davis!This episode dives deep into.:The changing hiring dynamicsThings to consider before hiring techsTips to retain talent on your teamHow A.I. is helping streamline the hiring processTune in to this packed episode with actionable insights and advice to help you build a high-performing pharmacy team!Schedule an Rx Assessment Did you like this episode? Stay up to date on new episodes by liking and subscribing!Click here to learn more about our podcast team and previous episodes.  Click here to read and follow along with transcriptMore about our guest:  Tyler Davis is the Director of People Operations for Sykes & Company, P.A.As the Director of People Operations at Sykes & Company, P.A., Tyler oversees the human resources functions. He is responsible for developing and implementing HR strategies, policies, and programs that align with the company's vision, mission, and goals.Adding to his 10+ years of comprehensive experience in the HR field, Tyler holds a certification in Human Resources Management from Pitt Community College.Tyler's core competencies include HR service center implementation, team member benefit administration, HR project management, and talent acquisition.Tyler has successfully led and supported multiple HR initiatives and projects that improved the efficiency, effectiveness, and quality of HR services and processes. He has also recruited and trained diverse and talented professionals for various roles and levels within the health and accounting sectors.Tyler is passionate about building and fostering a positive, inclusive, and collaborative work culture that empowers and motivates employees to achieve their full potential.Want to learn more about Tyler Davis and stay connected with them? Check out their social media below: Tyler Davis LinkedIn Sykes & Company, P.A. WebsiteSykes & Company, P.A. FacebookSykes & Company, P.A. Twitter (X)Sykes & Company, P.A. LinkedInSykes & Company, P.A. YouTubeSykes & Company, P.A. InstagramCPA's: Scotty Sykes – CPA, CFP LinkedInScotty Sykes – CPA, CFP TwitterBonnie Bond – CPA LinkedInBonnie Bond – CPA Twitter More resources on this topic: Blog – Best Practices for Pharmacists' Compensation

Guest: Catherine Connelly, Professor of Human Resources Management at McMaster University Learn more about your ad choices. Visit megaphone.fm/adchoices

In this special bonus episode, Priya Bates and Advita Patel, co-founders of 'A Leader Like Me,' discuss the Society for Human Resources Management's (SHRM) decision to remove Equity from their terminology.  SHRM, a career development membership based in America, equips today's HR professionals with the knowledge, resources, skills, and support to make a true, lasting impact—creating a world of work that works for all. Advita and Priya also discuss the political landscape in the USA following President Biden stepping down from the candidate race and naming Kamala Harris as his nominee. The hosts discuss the challenges Black women and women of color may need to watch out for if Kamala succeeds in being named the leader for the Democrats.  The end the podcast with some of their favorite moments from the season so far.  Resources mentioned in the episode SHRM website: https://www.shrm.org/home  Lily Zheng's post: https://www.linkedin.com/posts/lilyzheng308_equity-activity-7220125682893254656-gc-X?utm_source=share&utm_medium=member_desktop If you want to transform your culture and build better inclusion then get in touch and let's see how we can work together: info@aleaderlikeme.com.  If you're curious about inclusive cultures and want to understand what needs to happen in your organisation to cultivate belonging so you and your colleagues can thrive, you can purchase our book: https://aleaderlikeme.com/book/ 

“Sometimes I do explain and talk about our function as a first responder. Sometimes we see, we're exposed to really tragic personal stories. We witness, you know, some particularly traumatic incidents.”- Catherine HebertWhat life experiences have shaped your approach to how you lead? How would you describe yourself as a leader?  Today's guest shares her journey to becoming a highly-resilient woman and leader through broad experience, traumatic loss and deep learning.My guest is Catherine Hebert. Catherine Hébert is a dynamic, creative, strategic leader, as well as a growth facilitator. In June 2021, Catherine assumed the pivotal role of Chief Talent Officer with InterRent, leveraging over 25 years of talent management experience. Throughout her professional journey, Catherine has demonstrated her passion for driving organizational excellence, fostering cultures of continuous growth, and her commitment to elevating the human capital agenda in diverse industries and roles on a global scale.Catherine believes in looking for the “beautiful” side of collateral damage; collateral beauty and learnings from life which have been the driving force of her professional and personal life.Originally from Saguenay, Quebec she has since settled with her family in a rural community west of Ottawa, Ontario. Catherine holds a Bilingual BA in Sociology from York University's Glendon College, complemented by further studies in Human Resources Management, Change Management, and Coaching.  Catherine's multifaceted background, coupled with her passion for organizational development and talent management, continues to fuel her mission of fostering growth and resilience in individuals and teams alike.In this episode of Talent Management Truths, you'll discover:An analogy about HR and first respondersA very personal case for going to coaching school even if you don't want to ultimately BE a coach The bittersweet collateral beauty of things not turning out the way you had envisionedAre you a Talent leader who is longing for a safe place to bounce ideas off of? In addition to my group programs I work privately with a select few clients as their Talent Management Thought Partner. I will help you, over the next 90 days, create the space, the intention and the strategy to implement an initiative that is CRITICAL to your team. Let's chat and see if there's a fit. Book me online at greenappleconsulting.ca/contact Stay Connected JOIN our free, value-added Community of Peers and Learning! Lisa hosts regular FREE Talent Talks for HR and Talent Management Leaders to expand your network, spark ideas and learn with your peers. We leverage large group discussion and small group breakouts: https://www.greenappleconsulting.ca/TalentTalks Share the Show Like what you've heard? Pretty please with an apple on top - kindly leave me a 5* review so that others can find the show and elevate their impact too! Here are the simple instructions: Launch Apple's Podcast app on your iPhone or iPad. Tap the Search icon (on the botton) and search for “Talent Management Truths.” Tap the album art. On the podcast page, tap the Reviews tab. Tap Write a Review at the bottom of this page. Follow me LinkedIn: https://www.linkedin.com/in/lisa-mitchell-acc-ctdp-7437636/ Instagram: @greenappleconsulting Facebook: https://www.facebook.com/greenappleconsulting.ca

On today's special edition of HR Like a Boss, Stacey Corbin discusses the upcoming joint SHRM conference and the importance of personal branding in HR. During the interview, she emphasizes HR professionals' role as compassionate and trusted advisors, rather than disciplinarians. She also highlights the value of building relationships and being authentic in HR. Don't miss "Building Your Personal Brand - like a boss" on July 18th! Register here - https://schra.mightevent.com/events/event-Details.cfm?eventKey=7778 About Stacey Stacey Corbin is the Vice President of Human Resources at Community Action Wayne/Medina (CAWM). The dedicated professionals at CAWM work to strengthen their community through collaborations and services by promoting self-sufficiency, household stability and education. Stacey's role affords her the pleasure of working with the company's greatest asset: the employees. She excels at balancing advocacy for both the business and the employees, using her positive attitude, leadership skills, and ambition to influence the company culture. Her dedication to CAWM enables her to manage tactical human resources responsibilities while striving toward strategic goals. As VP of Human Resources at CAWM, Stacey has demonstrated notable successes. She has been an integral part of the leadership team, guiding the board of directors through the recruitment and onboarding of their new CEO. Passionate about sharing her professional knowledge with her CAWM colleagues, Stacey has mentored new Operations Managers and HR professionals. She is also dedicated to giving back to the community; since the inception of the CAWM Action Fund, Stacey has secured over $10,000 in donations. Stacey earned her Bachelor's degree in Business and Organizational Communications along with minors in Human Resources Management and Entrepreneurship at the University of Akron. She credits her advisor and professors for igniting her passion for Human Resources. Since graduation, Stacey has achieved certifications as a Society for Human Resources Management-Senior Certified Professional (SHRM-SCP) and as a Professional in Human Resources (PHR). Stacey is proud to lead the Akron Area Society for Human Resources Management (SHRM) as their chapter president. Over the past several years her diligent work with Akron Areas SHRM has allowed her to chair committees, plan events, and enhance her professional network. Through this network, she has had the opportunity to volunteer her time for the Ohio SHRM Conference Committee, the University of Akron HR advisory board, and the University of Akron Student SHRM Chapter. Respected within the HR community, Stacey is devoted to her role at CAWM and is focused on inspiring her colleagues. She attributes much of her success to the support and guidance she has received from her family, her husband, and many HR colleagues who have transitioned to friends. About HR Like a Boss HR Like a Boss centers around the concept that with the right passion to be and think different, HR and business professionals can do amazingly awesome HR. People who do HR like a boss understand business concepts, what makes people tick, and how to approach HR as more than a compliance or cost center. This podcast builds the foundation for John Bernatovicz's book, "HR Like a Boss." If you're ready to take your HR career to the next level, this is the podcast for you. Share any comments with bridgette@willory.com. --- Send in a voice message: https://podcasters.spotify.com/pod/show/willory/message

In this episode, we talk about resilience as an employee superpower, look ahead to the SHRM Annual Conference and Expo in Chicago and much more! The guest today is Bob Goodwin, a LinkedIn Top Voice and the Founder of Career Club. Career Club serves individuals and companies by providing career services for job seekers, Talent Acquisition, Talent Development, and Outplacement.  The common thread running through these services is a fundamental focus on mental wellness.Most recently, Bob has launched Radical Resilience, a curriculum designed to address the chronic workforce issues of burnout and disengagement. Bob is also the host of two popular podcasts, Career Club Live and The Work Wire with Johnny Taylor, Jr., CEO of the Society of Human Resources Management.Tune in and discover how Bob transitioned from a successful corporate sales and marketing career to creating a platform that focuses on mental wellness in career services. We'll explore his unique approach to job searching, treating it as a sales and marketing exercise, and his "making your own weather" methodology. Questions for Bob include:What is the vision and mission of Career Club ?Tell us about the Work Wire podcast with Johnny C. Taylor Jnr What are you looking forward to at #SHRM24? Why do you see resilience as the superpower for the future?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.Feature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

In this episode of Enterprising Insights, host Keith Kirkpatrick discusses news from the world of enterprise applications, HR, and AI. He focuses on the growing use of no-code/low-code development platforms, the focus on enterprise skills development, the use of AI guardrails within a CRM, and discusses how AI can be used to optimize digital customer experiences. He then provides a Rave during his Rant or Rave segment, praising vendors' increasing willingness to focus on time to value as a key messaging point, eschewing the endless focus on feature sets.

Moe Ash is a learning architect dedicated to the notion of designing learning experiences. He holds a BSC degree in Human Resources Management and a minor in Economics from Sadat Academy for Management Sciences, a Master's degree in International Development from the American University in Cairo. A CIPD-HR associate (level 5), Certified Instructional Designer HRCI, Certified Competency Matrix Developer, Certified Assessment Center Analyst from Middle Earth HR, and a diploma in Community Psychology from the American University in Cairo. A brand ambassador to the Genially authoring tool. Moe is currently looking into acquiring his degree in business psychology aiming to blend gamification and performance management in a tight cohesive mold. Moe is the founder of The Catalyst, an instructional design consultancy focused on the sole purpose of creating impeccable learning experiences.

257: The Secret to Effective Board/CEO Partnerships (Jonathan Schick)SUMMARYAre you a nonprofit leader grappling with the intricacies of the board/CEO relationship? In episode 257 of Your Path to Nonprofit Leadership, Jonathan Schick, author of The Nonprofit Secret: Six Principles of Successful Board/CEO Partnerships, shares keys to fostering strong partnerships between boards and CEOs, essential for organizational success. Delving into real-world scenarios, Jonathan highlights governance challenges, emphasizing the pivotal role of clear delineation of responsibilities within boards. He dissects six fundamental principles for effective governance, from committee management to CEO evaluation, offering actionable strategies for nonprofit leaders. Jonathan explores the transformative power of CEO evaluations and board self-appraisals in driving accountability and organizational improvement. From establishing clear goals to implementing effective evaluation processes, this conversation provides invaluable guidance for nonprofit leaders striving to achieve their missions effectively.ABOUT JONATHANJonathan Schick believes in the power of effective leaders to unify movements and create community impact. He is a dynamic leadership consultant and nationally known speaker who has founded two successful nonprofits and consulted for hundreds of organizations. As president of GOAL Consulting Group with offices in Washington and Dallas, Jonathan's clients include the Boys and Girls Clubs, University of North Texas, Cancer Support Community, major Independent Schools, and national associations. The author of The Nonprofit Secret: Six Principles of Successful Board/CEO Partnerships, Jonathan earned a Master's degree in Educational Administration from Boston College, along with a Bachelor's degree in Human Resources Management.EPISODE TOPICS & RESOURCESMan's Search for Meaning by Viktor E. Frankl Learn more about Jonathan here.Ready for a Mastermind?  Learn more here!Have you read Patton's book Your Path to Nonprofit Leadership: Seven Keys to Advancing Your Career in the Philanthropic Sector?

In this episode, our host and CEO of BBB Wise Giving Alliance, Art Taylor, is interviewed by Tina Beaty at the Society for Human Resources Management's AI+HI Conference. The conversation covers Art's thoughts about key considerations for organizations contemplating the launch of AI projects.  Don't forget to follow or subscribe to The Heart of Giving Podcast and leave a comment on iTunes. Follow us on Instagram @bbbwisegive and X @wisegiving. 

Drysdale “Dale” H. Hernandez is the Chief Learning Officer (CLO) for Headquarters Air Force Global Strike Command where he serves as the Chief, Force Development Division in the Directorate of Manpower and Personnel. In this position he serves as the primary advisor to the MAJCOM Commander on all Learning Strategy issues. His A1D Division plans, develops, and directs advisory and support services for command-wide Professional Development.In this episode, Colonel retired Hernandez discusses the importance of education in Air Force Global Strike Command and the efforts made to develop and educate strikers. Global Strike Command was created in 2009 to address the atrophy of nuclear expertise in the Air Force. The command offers over 20 courses and has invested over $23 million in the development of strikers. The education programs aim to build courageous problem solvers capable of critical thinking and problem-solving. The command also focuses on leadership development and strategic stability through a credible long-range strike force.Mr. Hernandez was raised in El Paso, Texas and was commissioned in 1991 as a graduate of The University of Texas at El Paso's Air Force ROTC program. His Masters-level education includes degrees in Human Resources Management and Administration from Webster's University, Military Operational Arts and Science from Air University, and Strategic Studies from the Army War College. Mr. Hernandez began his professional career in 1992 as the Chief of Social Actions at Griffiss AFB, NY. His Air Force career included multiple deployments, staff positions at Headquarters Air Mobility Command, Headquarters U.S. Air Forces in Europe and U.S. Air Forces in Africa, Headquarters U.S. Air Force and The Joint Staff. He has served as the 48th Mission Support Squadron Commander at RAF Lakenheath, United Kingdom and as the 52d Mission Support Group Commander at Spangdahlem Air Base, Germany. Socials:Follow on Twitter at @NucleCastFollow on LinkedIn: https://linkedin.com/company/nuclecastpodcastSubscribe RSS Feed: https://rss.com/podcasts/nuclecast-podcast/Rate: https://podcasts.apple.com/us/podcast/nuclecast/id1644921278Email comments and topic/guest suggestions to NucleCast@anwadeter.org

Cynthia “Cynt” Marshall CEO of the Dallas Mavericks, President & CEO, Marshalling Resources Consulting, Retired AT&T Executive and Author   Cynt Marshall has been a dynamic force in business over a 36-year career at AT&T. As  the CEO of the Mavs the past five years, Cynt has been a champion for inclusion and diversity in the NBA. Prior to her joining the Mavs, Cynt founded Marshalling Resources, a consulting firm specializing in leadership development, culture transformation and optimization of people resources. As Senior Vice President – Human Resources & Chief Diversity, Cynt led the team that created a world class culture and also spearheaded the work that for the first time placed AT&T on Fortune's 100 Best Companies to Work For list in 2017, one of only two Fortune 50 companies. Cynt also served as President-AT&T North Carolina where she became the first African-American chair of the North Carolina State Chamber of Commerce. Widely recognized for her visionary leadership and ability to get things done, Cynt is the recipient of several honors and awards, including the 2022 Dallas Holocaust and Human Rights Museum Hope for Humanity award. In 2021, Forbes named Cynt one of 15 of the world's most inspiring female leaders. A graduate of the University of California-Berkeley with degrees in Business Administration and Human Resources Management, Cynt is also the recipient of four honorary doctorate degrees. She serves on four corporate boards and on several non-profit boards, including Dallas CASA and the Dallas Regional Chamber where Cynt is the chair of the board. Cynt's first book, You've Been Chosen, was released in September 2022 and nominated for an NAACP Image award. She grew up in Richmond, California, and lives in Dallas, Texas. Cynt and her husband, Kenneth Marshall, have four adult children.   Social Media: X (formerly Twitter): @Cyntmarshall FB: Cynt Marshall IG: @cyntgm Book Recommendations: The Power of Nice: How to Conquer the Business World With Kindness , by Linda Kaplan Thaler and Robin Koval Extreme Ownership: How U.S. Navy SEALs Lead and Win, by Jocko Willink and Leif Babin You've Been Chosen: Thriving Through the Unexpected by Cynthia Marshall Own the Arena: Getting Ahead, Making a Difference, and Succeeding as the Only One, by Katrina M. Adams Podcast: How I Built This with Guy Raz

In this episode, we explore the complex relationship between trust, control, and HR practices with our guest, Antoinette Weibel, Professor of Human Resources Management at the University of St. Gallen (Switzerland). She talks about how control mechanisms, from coordination to surveillance, impact trust in the workplace. The conversation highlights the difference between enabling and coercive controls, how bureaucracy can sometimes nurture trust, and the critical role of HR in nurturing trustful relationships. We also delve into the nuances between distrust and low trust, the ethical implications of technology use, and the importance of research and consultancy in building authentic trust.

https://youtu.be/wWOvKAKIj-o youtube version  https://thesandybartlett.com I'm your SELF-DISCOVERY COACH specializing in guiding women on transformative journeys of self-discovery, empowerment, and personal growth. Through my coaching, I help you uncover your unique strengths, embrace self-acceptance, and create a ilfe that is aligned with their AUTHENTIC SELF. I help women ignite their inner spark, embrace self-discovery, and cultivate empowering self-beliefs to create lives filled with confidence, purpose, and fulfillment. I spent 40+ years working in the field of Human Resources Management and have a Master's degree in Human Resources Management along with Certifications as a Health Coach, Life Coach,cTransformational Coaching, Coach Mastery, EFT (Tapping), and Reiki Master. It is now my mission and passion to help women, just like you, live their best life and live according to your own choosing rather than letting others tell you how to live. If you're seeking to ignite your inner spark, boost your confidence, and find clarity on your path, I'm here to support you. LET'S CONNECT and explore how we can embark on a powerful journey of self-discovery together.

Montrese is the Vice President Human Resources for Global CBS News & Operations and is based in Washington, DC. She has worked in the media/news industry for over 20 years, providing support on all facets of human resources. In that role and others that she has held within the healthcare, cosmetics, and automotive industries, she has found herself at the intersection of HR, health, and safety. In her various roles and organizations, she's helped lead the charge of creating comprehensive benefits and health and safety plans that evaluate and support the physical, mental, and emotional needs of the employee populations she serves, understanding that HR has to help support the full individual through the various stages of their career.Montrese and her team support 1200+ employees and freelancers across the globe. She has significant experience coaching managers and employees on a variety of employee related issues including performance management/evaluations, coaching & feedback, conflict resolution, and leadership development. She provides high quality HR consulting services in support of organizational goals and objectives.Montrese holds a Masters in Applied Behavioral Science from Johns Hopkins University. She also has a Bachelor's from Virginia Commonwealth University with a specialty in Human Resources Management and Industrial Relations.She is from Severna Park, Maryland where she currently resides with her family. Montrese finds great joy in community service and spends her free time volunteering with various local and national organizations.

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.

Get the THRIVE BUNDLE here:https://bit.ly/chefajthrive Over $2,500 of vegan e-books, courses and programs for ONLY $48!!! But only until January 2, 2024. PRE-ORDER MY NEW BOOK SWEET INDULGENCE!!! https://www.amazon.com/Chef-AJs-Sweet-Indulgence-Guilt-Free/dp/1570674248 or https://www.barnesandnoble.com/w/book/1144514092?ean=9781570674242 GET MY FREE INSTANT POT COOKBOOK: https://www.chefaj.com/instant-pot-download ------------------------------------------------------------------------------------ MY LATEST BESTSELLING BOOK: https://www.amazon.com/dp/1570674086?tag=onamzchefajsh-20&linkCode=ssc&creativeASIN=1570674086&asc_item-id=amzn1.ideas.1GNPDCAG4A86S ----------------------------------------------------------------------------------- Disclaimer: This podcast does not provide medical advice. The content of this podcast is provided for informational or educational purposes only. It is not intended to be a substitute for informed medical advice or care. You should not use this information to diagnose or treat any health issue without consulting your doctor. Always seek medical advice before making any lifestyle changes. Beverly Bow, BA, MAT, is a co-founder of Healthy World Sedona, https://healthyworldsedona.com/ a 501(c)(3) organization that promotes improvement to human, planetary, and animal health and welfare through a whole food, plant-based lifestyle. She has a certificate in plant-based nutrition from the T. Colin Campbell Center for Nutrition Studies and eCornell. Previously she worked for Salem Health, a healthcare system in Oregon, in senior positions in Quality & Process Improvement, and in Human Resources Management. Donald Fries, MBA, is a co-founder of Healthy World Sedona, https://healthyworldsedona.com/ a 501(c)(3) organization that promotes improvement to human, planetary, and animal health and welfare through a whole food, plant-based lifestyle. He has a certificate in plant-based nutrition from the T. Colin Campbell Center for Nutrition Studies and eCornell. Previously he served the State of Oregon in legislative and fiscal policy management related to health and human services, at both the state and federal levels. Together, Don & Bev founded The Healthy World Vitality Plan in 2021, https://hwvitality.com/ a learning and support community for people who want to live their healthiest, most vital lives. To join the Vitality Plan, visit the website at hwvitality.com and click on “Join HWVP!”. To subscribe to the Healthy World Sedona monthly newsletter, click on the “Subscribe to Newsletter” link at the bottom of either website. https://healthyworldsedona.com/subscribe/

Happy New Year! January is Human Trafficking Awareness Month!! To kick off the new year, join us for our very first interview!!! Solveiga Jaskunas is a seasoned HR professional, career coach and mentor with over fourteen years of experience in nonprofit and for-profit organizations. She holds dual master's degrees, in Industrial Psychology and Human Resources Management, as well as PHR and SHRM-CP certifications. As an immigrant to the United States, she overcame language barriers and numerous rejections before climbing the HR ladder to senior leadership roles. Solveiga's work is very important in the fight against human trafficking and exploitation, especially with immigrant populations here in the U.S! Instagram: @momsinsecurity // @traffickjampodcast Email: traffickjampodcast@gmail.com LinkedIn: Moms In Security Global Outreach Etsy Shop: https://www.etsy.com/shop/momsinsecurity?ref=shop-header-name&listing_id=1483964036 Human Trafficking Hotline: 888-373-7888 Solveiga's LinkedIn: https://www.linkedin.com/in/solveigajaskunaskazlauskaite/ FREE SECURITY CAMERAS: https://forms.monday.com/forms/5ac5a64a12d2df5e781c18d91d030c6b?r=use1

Can marriage survive the loss of a child?  Losing a child is the hardest thing a couple can go through. In fact 80 percent of marriages end in divorce after the loss of a child.  For the month of December we are sharing the stories of 4 couples and how their marriages not only survived the loss of a child, but continued to thrive.     In today's episode we have the Warren's.   Ivori and Kevin Warren have been married for 16 years and are a the mommy and daddy to an Angel  born in heaven on August 21, 2017. Ivori is a creative entrepreneur and many times has some bright ideas, one of which is the Loving Our Angel blog. The blog is their personal journal about her and hubby's journey to healing.  Loving Our Angel is also a new initiative that has been added to their non-profit foundation to increase pregnancy and infant loss awareness. As a very private person, it wasn't her initial thought to be so transparent, but as God did when she was diagnosed with Type 2 diabetes in February 2012, He is leading her to be transparent about their loss.  Ivori holds degrees in both Psychology and Human Resources Management – and currently working toward a doctoral degree in Higher Education.   Kevin holds degrees in both Information Systems & Science and Information Assurance – and currently working towards a doctoral degree in Applied Information System Management. She is also a MOMpreneur – Creative Director of Ivori Nicole EventsTM, professor, author, speaker, mentor, Chief Operating Officer of the Warren Community Cares Foundation, and active member of Alpha Kappa Alpha Sorority, Incorporated.  He is a United States Army Veteran, Master Rated 82nd Airborne Paratrooper, Chief Executive Officer  of the Warren Community Cares Foundation, and active member of Kappa Alpha Psi Fraternity, Incorporated. We reside in Northern Maryland with our two fur babies, Kole (the spoiled Pit Bull) and Kloe (the bossy cat).  Here are the Warren's. Listen to this episode here: sistersinloss.com/links Become a Sisters in Loss Birth Bereavement, and Postpartum Doula Here Living Water Doula Services Book Recommendations and Links Below You can shop my Amazon Store for the Book Recommendations You can follow Sisters in Loss on Social Join our Healing Collective Online Support Group Join the Sisters in Loss Online Community Sisters in Loss TV Youtube Channel Sisters in Loss Instagram Sisters in Loss Facebook Sisters in Loss Twitter You can follow Erica on Social Erica's Website Erica's Instagram Erica's Facebook Erica's Twitter

Linda Attram was born in the UK of Caribbean heritage and is happily married to her loving Ghanian husband. She came from humble beginnings, a very shy girl who lacked confidence, self esteem and identity. Linda left school with little education but a burning desire to change, she chose to re-educate herself to university degree level which led to her former career in HR management and is now a successful entrepreneur.For the past 24 years Linda Attram has been running successful property businesses including a multi-million pound property portfolio in London, Ghana and the Caribbean that includes, building development projects, property management and serviced accommodation. Linda is a devoted wife, mother of ‘Three Precious Diamonds', a meticulous businesswoman, best selling author, public speaker, mentor and a 2nd Dan Black Belt in the martial art of Taekwondo. Linda incorporates the tenets of Taekwondo - courtesy, integrity, perseverance, self control and indomitable spirit in training and in her personal and business life. Linda is a Global Woman Club Regional Director - Accra, Ghana and leads, inspires and empowers a beautiful diverse group of global women to reach their business potential and goals. Linda was honoured with the prestigious Global Woman ‘Exceptional' Award in 2020, Global Woman Club Best Director of the Year 2023, Inspirational Awards - Inspirational Mother of the Year 2023. Born in the UK of Caribbean heritage, Linda came from humble beginnings, a very shy girl who lacked confidence, self esteem and identity. She left school with very little education, but with a burning desire to change, she chose to re-educate herself to university degree level which led to a successful 18 year career in Human Resources Management together with over 20 years industry experience in property as an investor and developer. Linda's Mission is to Inspire and Empower Women Globally to Be More and Achieve More. You can read Linda's Story in the Amazon Best Selling Book that she Co-Authored: The Mind of Female Entrepreneurs, How to Think and Act to Succeed in Business.You can follow Linda at: www.facebook.com/linda.attram http://www.instagram.com/inspiringmothersinbusiness www.linkedin.com/in/linda-attram

Sky Williams, Diversity and Inclusion Manager Sky is a seasoned expert with over two decades of experience in municipal government. She's not your average professional; Sky is a visionary leader and change catalyst, known for her exceptional skills and dedication to fostering equity and diversity. Sky's journey is marked by a strong educational foundation, holding a Bachelor of Business Administration in Human Resources Management and an Associate of Arts in Business Administration. Her technical prowess is unmatched, encompassing a wide range of tools, including Excel, Hyperion, and IBM Blueworks. Sky excels in data analysis, project management, and program design, demonstrating her versatility in tackling complex challenges. In her role as Senior Management Analyst at the City of Fort Worth Water Utility, Sky led transformative initiatives, such as the Low Income Household Water Assistance Program (LIHWAP) workflow mapping, showcasing her ability to find innovative solutions. Sky is not just a data-driven analyst; she's also a people-focused leader. Her role as Administrative Services Coordinator saw her driving organizational culture change and policy standardization. She excels in talent management, performance evaluations, and employee engagement. Recently, Sky embarked on a new challenge within the Diversity and Inclusion Department, where she leads efforts to address race, equity, and diversity. Her mission is to align diversity and inclusion efforts across the organization, making Fort Worth a more inclusive city for all. Sky's accomplishments are too numerous to list exhaustively, but one thing is clear: she is a force to be reckoned with. Get ready to be inspired as she takes the stage to share her remarkable journey and dedication to a brighter, more inclusive future. Sky represents limitless possibilities and an unwavering commitment to positive change. Christina Brooks, City of Fort Worth Chief Equity Officer Christina is a results-driven equity, diversity, access, and inclusion professional with twenty years of experience working with underrepresented populations. As the City of Fort Worth's first Chief Equity Officer and Director of Diversity and Inclusion Department, she is responsible for the enforcement of the City's Non-Discrimination Ordinance for Fair Housing, Fair Employment, Public Accommodations, ADA and Title VI, and the Business Equity Ordinance for equitable access in City contracting and procurement and capacity building of underrepresented businesses. The newly created Department of Diversity and Inclusion supports several City Boards, Commissions, and Advisory groups including the Fort Worth Human Relations Commission, the Business Equity Advisory Board, the Mayor's Committee on Persons with Disabilities, and the City Diversity and Inclusion Committee for Staff. Before joining the City of Fort Worth, she served in the City of South Bend's Mayor's Office as the first Diversity and Inclusion Officer for the City under Mayor Pete Buttigieg. Christina holds a bachelor's degree from Indiana University at South Bend with concentrations in Political Science and History and a Master's in Non-Profit Administration from the University of Notre Dame Mendoza College of Business. Christina also holds a Master Compliance Administrator certification and holds Municipal Emergency Management Institute certifications from FEMA. Christina and husband Reggie have been married for over 29 years and together have 5 children. Christina was instrumental in facilitating the CDFI Friendly development process in both South Bend and Fort Worth. Learn more about the City of Fort Worth and the work they do: https://www.fortworthtexas.gov/Home --- Send in a voice message: https://podcasters.spotify.com/pod/show/governmentcoins/message Support this podcast: https://podcasters.spotify.com/pod/show/governmentcoins/support

Yvette Durazo, MA, PCC is the author of the book Conflict Intelligence (Conflict-IQ™) The Missing Piece to Turbocharge Leaders' and Organizations' Emotional Intelligence. She is the principal consultant of Unitive Consulting, a workplace organizational effectiveness, strategic conflict management, and leadership development firm. She is a Professor for the University of California, Santa Cruz Silicon Valley Extension for the Human Resource Management Certification Program and is the Chair of the Advisory Board for the program. She teaches Mediation Skills courses for undergraduate and master's degree students at Portland State University as well. Former Adjunct Professor for the National University and the School General Council of the Judiciary in the State of Guanajuato, Mexico, in where she taught online and in-person Diversity, Equity, and Inclusion (DEI), Human Resources Management, Communication & Conflict Management, Alternative Dispute Resolution, Ethics, Neutrality, Conciliation, and Mediation courses for over six years. In this episode we discussed: Yvette's passion for transforming workplace conflict into a catalyst for positive change embracing conflict as an opportunity for growth and transformation Yvette's book and how it and offers practical tools for effective conflict resolution in the workplace Connect with Yvette Durazo: Website: www.unitiveconsulting.com Email Address: info@unitiveconsulting.com LinkedIn: https://www.linkedin.com/in/yvette-durazo/  or https://www.linkedin.com/company/unitiveconsulting/ Facebook: https://www.facebook.com/conflictmanagment Instagram: https://www.instagram.com/unitiveconsulting_/   Is Your Book Ready to be Turned into a Successful Online Course? Find out by downloading my time-tested FREE “Book-to-Course Readiness Checklist.” Get it here today: Create Masterful Courses (https://createmasterfulcourses.com/)   Want to connect? Connect with Dr. Robin on  LinkedIn: https://www.linkedin.com/in/robinlowensphd/ Facebook: https://www.facebook.com/robinlowensphd Instagram:  https://www.instagram.com/robinlowensphd/ Email: Robin@LeadershipPurposePodcast.com   Thank you for listening! Rate, review, & follow on Apple Podcasts or your favorite podcast player. Talk to you soon!   This episode was produced by Lynda, Podcast Manager #YourPodcastHelp at https://www.ljscreativeservices.co.nz

Thank you for tuning in to our election series. We are pleased to have brought you all five mayoral candidates. Please make sure you listen to each candidate's episode to ensure you can #voteintheknow !Follow us on instagram @thestonecrestpodcastSubscribe to our newsletter by clicking hereDR. DIANE DANIELS ADOMAwww.dianeformayor.comDr. Daniels Adoma is the current owner of Diane Adoma Consulting LLC a professional management woman owned firm who specializes in training, communications, and marketing. She is the former owner of Adoma & Associates DBA H&R Block in Rockdale County and was the first Black American to own franchises in the southeastern united states. She is currently a Public Information and Communications Coordinator subcontractor for the largest project that GDOT has awarded in DeKalb County and this year her firm reached a major milestone in growth.Her past work experience spans more than 25 years with fortune 500 firms such as CNN, AT&T, and others. Diane Adoma Consulting LLC is currently certified through SBA as a Woman Owned Small Business and is certified as a Minority Woman Owned Business and a Disadvantaged Business Enterprise in five (5) states. Dr. Adoma has a doctorate degree with an emphasis in Human Resources Management, a master's with an emphasis in eCommerce and a bachelor's degree in marketing. She is also a published author and an expert in small business research in Georgia with her writings available in libraries across the nation.With a passion for small businesses, Dr. Adoma launched the “100 Women 100 Million Dollar Project” to help women become government contractors. Her community involvement spans across not just Georgia but around the world. As Vice President of Governmental Affairs for the largest chamber for people of color in Georgia she is also the membership chair for the Tucker Rotary Club. She has volunteered with Georgia Greater Black Chamber and ATL Airport Chamber and the Conyers Rockdale Chamber. In addition, as a member of National Council of Negro Women she hopes to one day be president to continue to inspire and motivate women that failure is simply a “stepping stone to success”.She has formerly volunteered with United Way, Big Brothers Big Sisters, Be Someone Inc, Beverly Cunningham Foundation, American Businesswomen's Association, Eastern Star, NAACP member, ACLU and many more. Dr. Adoma is often referred to as “Little Shirley Chisholm” and she is a former Stonecrest City Councilwoman and Mayor Pro Tem and a graduate of Leadership DeKalb and Leadership Rockdale, Georgia Economic Development Academy, Minority Women Disadvantaged Business Enterprise, Rotary Paul Harris Fellow, recipient of global Rotary Five Avenues of Servicer, two times congressional recognition from Congressional Hank “Henry” Johnson, Bold and Courageous Award, Titan Award and the James P. Culpepper Volunteer of the Year Award and many more.Dr. Adoma has two children; a daughter who is a graduate of Stanford University who is a pediatrician and a son who is a local business owner and is a member of Greater Piney Grove Baptist Church and chairs the business ministry.In her spare time, she enjoys spending time with her grandchildren, walking, cooking, reading, traveling, and attending the opera. Her passion for quality education is exemplified in her journey from “GED to PhD”.Support the show

LEN'S BIO Leonard (Len) Schlesinger is one of the few people in the world that has been at the top of the game in two worlds, academia and business. He is one of the most prolific business thinkers and doers at Harvard where he is in equal parts beloved and respected and has had a decades long career at the top echelons of where leadership and influence are taught and exerted. Len is Baker Foundation Professor at the Harvard Business School where he serves as Chair of the School's Practice based faculty and faculty Chair of the MBA Field Global Immersion program. He served as a member of the HBS faculty from 1978 to 1985, 1988 to 1998 and from 2013 to the present. During his career at the School he has taught MBA and Executive Education courses in Organizational Behavior, Organization Design, Human Resources Management, General Management, Neighborhood Business, Entrepreneurial Management, Global Intelligence, Leadership and Service Management in MBA and Executive Education programs.   Throughout his career Professor Schlesinger has transitioned between academic and managerial roles in education and business settings.  He served as President of Babson College from 2008-2013, held a number of key executive and operating positions (ending as Vice Chairman and Chief Operating Officer) at Limited Brands (later L Brands) from 1999-2007, was a Professor of Sociology and Public Policy and Senior Vice President and Counselor to the President at Brown University from 1998-1999, and was Executive Vice President and Chief Operating Officer at Au Bon Pain from 1985-1988. Len  currently serves on the board of directors of RH, Inc. (Chair of Compensation Committee) and DP Acquisition Corporation. He also serves as an advisory council member of Goldman Sachs' 10,000 Small Businesses Initiative, and as a member of both the Council on Competitiveness and the Council on Foreign Relations. “Teaching is my primary learning opportunity.” EPISODE OUTLINE (00:00) - Introduction (00:38) - Bio (01:40) - Brooklyn tough, holocaust survivor progeny (02:28) - In and out, seamless transitions; $19 (06:05) - Questions > answers; teaching = learning (08:54) - Running Babson; an ecosystem of stakeholders (11:10) - HBS & AI; growth mindsets for the win (13:47) - Lightning round (14:28) Outro LEN RELATED LINKS Len's HBS Profile Interview: Purpose and Happiness Books and Full CV, Publications Len's Last Lecture as Babson President Restoration Hardware (RH) Board Len's Wikipedia GENERAL INFO| TOP OF THE GAME: Official website: https://topofthegame-thepod.com/ RSS Feed: https://feed.podbean.com/topofthegame-thepod/feed.xml Hosting service show website: https://topofthegame-thepod.podbean.com/ Javier's LinkTree: https://linktr.ee/javiersaade & Bio: https://tinyurl.com/36ufz6cs  SUPPORT & CONNECT: LinkedIn: https://www.linkedin.com/showcase/96934564 Facebook: https://www.facebook.com/profile.php?id=61551086203755 Twitter: https://twitter.com/TOPOFGAMEpod Subscribe on Podbean: https://www.podbean.com/site/podcatcher/index/blog/vLKLE1SKjf6G Email us: info@topofthegame-thepod.com    THANK YOU FOR LISTENING – AVAILABLE ON ALL MAJOR PLATFORMS   

Vicky Brown is the President and CEO of Idomeneo Enterprises, a strategic business process outsourcing firm that specializes in Human Resources. Vicky's HR expertise and leadership experience encompass industries such as technology, entertainment, and advertising. In addition to her role as CEO of Idomeneo, Vicky is an accomplished coach who helps new entrepreneurs on their journey toward establishing and running a successful business. She is a recipient of the Senior Professional in Human Resources certification by the Human Resources Management Certification Institute and the Senior Certified Professional designation by the Society for Human Resources Management and holds a California Teaching Credential from the University of Southern California. Vicky is the author of Sing With Your Opera Voice, My Journey From Solopreneur to Entrepreneur. Vicky joins us today to discuss recruiting and firing properly as a small business. She provides key tips on streamlining your hiring and firing process to ensure seamless transitions, quality hires, and amicable parting. She describes her former life as an HR professional by day and a lyric soprano by night. Vicky also highlights the importance of preparation when interviewing a job candidate, explains why recruitment is marketing, and underscores how diversity can impact an organization's growth and success. “Recruiting is a marketing experience, the same way you're recruiting potential clients to work with you, you're recruiting potential candidates to your organization: you want them to be invested in your vision.” – Vicky Brown This week on Breaking Barriers: Vicky's background and her experience as an opera singer, lyric soprano, and HR professional How an opera by Mozart inspired the name of Vicky's company Vicky's transition to HR and how a former colleague encouraged her to start her own HR services company The tech bubble of the early 2000s and the lessons Vicky learned from starting her own company Why preparation is key to getting the right job candidate to apply and show up for your vacancy Why recruitment is a marketing experience and the difference between job descriptions and job postings Why Vicky dislikes the “five years from now” interview question Three categories to consider when looking at a candidate's resume Preparing to interview a job applicant and asking the right questions during an interview Vicky's thoughts on using AI and other tools for HR and recruitment work State and federal laws and regulations on the use of AI Improving HR practices for fair, diverse, and equitable hiring Why it's important to have a formal job application in addition to a resume Letting employees go while retaining their dignity Issuing verbal, written, and final warnings before firing an employee What “at-will” is and the value of an employment contract The offer letter and the “good faith exception” Separation agreements and how small business owners can use them to protect themselves The importance of engaging a labor council when setting up and implementing HR policies   Connect with Vicky Brown: Idomeneo Enterprises Email: hello@idomeneoinc.com Idomeneo Enterprises on LinkedIn Idomeneo Enterprises on YouTube Idomeneo Enterprises on Facebook Idomeneo Enterprises on Twitter Vicky Brown on LinkedIn Book: Sing With Your Opera Voice: My Journey from Solopreneur to Entrepreneur   This podcast is brought to you by Hire Ground Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations. For more information on getting started please visit us @ hireground.io today! If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts. Apple Podcasts | TuneIn | GooglePlay | Stitcher | Spotify Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

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

Jim Bartolomea, SVP and Global Head of People and Places at ClickUp, talks about his "softie", Broadway-loving, military father, creating a benefits program that drives retention, why letting people go in a beautiful way is hugely important to remaining employees, why people leave managers, not jobs, conducting "stay" rather than "exit" interviews, having confidence in NOT knowing everything, the value of new AI tools like Bard and ChatGPT in the HR world, leadership lessons from Ted Lasso, and how you'll ALWAYS make the right choice if you just ask yourself "Is it the RIGHT thing to do?"

Moving from one form of change to another requires management principles and a framework to adapt to the new change or evolve from the old to the latest in a guided framework. This management can be viewed from the Human Resources Management lens.  For the future of work, evolving or changing is inevitable in keeping up or coping with the changes that will be encountered.As of my last update in September 2021, the future of work was already undergoing significant transformations, and these trends have likely continued to evolve since then. Here are some key aspects that were shaping the future of work:1. Remote Work and Hybrid Work Models: The COVID-19 pandemic accelerated the adoption of remote work and was expected to continue reshaping how people work. Companies embraced more flexible work arrangements, such as hybrid models, where employees split their time between remote and in-office work.2. Automation and AI: Automation and artificial intelligence were expected to impact the job market profoundly. While they would eliminate certain tasks, they also create new job opportunities and enhance productivity in various sectors.3. Gig Economy and Freelancing: The gig economy was rising, with more people opting for freelancing and project-based work. This trend was reshaping traditional employment structures and offering more flexibility to workers.4. Upskilling and Reskilling: As technology advances, the demand for new skills grows. Lifelong learning, upskilling, and reskilling became essential for employees to stay relevant and adapt to changing job requirements.5. Work-Life Balance and Well-being: Companies increasingly recognize the importance of employee well-being and work-life balance. Work culture was shifting towards more inclusive and supportive environments.6. Diversity, Equity, and Inclusion: Building diverse and inclusive workplaces was gaining more attention. Companies took proactive steps to address systemic inequalities and create a more equitable work environment.7. Rise of Remote Collaboration Tools: Collaboration tools and platforms were becoming essential for teams to work together effectively, regardless of their physical location.8. Focus on Employee Experience: Organizations prioritized employee experience to attract and retain top talent, including company culture, flexible benefits, and career development opportunities.9. Global Talent Market: Remote work and digital communication broke geographical barriers, leading to a more globalized talent market. Companies could hire from a broader pool of candidates worldwide.10. Environmental Sustainability: Some companies incorporated environmental sustainability into their work practices, reflecting a growing awareness of the climate crisis.NOTE THIS: The future of work is dynamic and subject to change, influenced by technological advancements, economic conditions, societal values, and unforeseen events. The years beyond 2021 may bring additional shifts and developments that further shape how we work in the future.Support the showYou can support this show via the link below;https://www.buzzsprout.com/1718587/supporters/new

Have you struggled hiring and managing employees for your business? One of the most common complaints is the issue of hiring someone from a different age bracket and how they work and communicate. Dr. Michael Urick (Dean of the Alex G. McKenna School of Business, Economics, and Government at Saint Vincent College) discusses the dangers of relying on stereotypes and perceptions, and emphasizes the importance of effective communication and understanding in the workplace. He also addresses the impact of generational differences on internal and external relationships, and offers suggestions for mitigating these risks. We explore the challenges and misconceptions surrounding intergenerational interactions, and encourages us to question our own biases and assumptions. Main topics Are difference real? Common stereotypes Conflict resolution Workplace communication Main takeaway: If you have beliefs about generational differences, ask yourself where they came from and understand the dangers those beliefs bring into your business. About our guest: Dr. Michael J. Urick is Dean of the Alex G. McKenna School of Business, Economics, and Government at Saint Vincent College in Latrobe, Pennsylvania (USA) as well as a Professor of Management and Operational Excellence. He received his PhD in Management (Organizational Behavior focus) from the University of Cincinnati. His MBA (focused in Human Resources Management) and MS (in Leadership and Business Ethics) are both from Duquesne University in Pittsburgh and his Bachelor's degree in Accounting with Management and English minors is from Saint Vincent College. Dr. Urick has taught undergraduate and graduate courses related to organizational behavior, human resources, communication, conflict, organizational culture, operations, and research methods.  His research has been widely cited in academic publications as well as in news media outlets such as the Wall Street Journal. Dr. Urick is Six Sigma Green Belt Certified, Diversity Management Certified, a Certified Conflict Manager, Project Management Essentials Certified, and MBTI Certified and is also certified through the Society for Human Resource Management as well as the True Lean program at the University of Kentucky. He is the recipient of an “Excellence in Teaching” award from the Lindner College of Business at the University of Cincinnati, the “Quentin Schaut Faculty Award” from Saint Vincent College, and a “Teaching Excellence” award from the Accreditation Council for Business Schools and Programs among other pedagogical honors. Internationally, Urick was also recognized by the Institute for Supply Management as a “Person of the Year” in the learning and education category. Urick is an Associate Editor of the Journal of Leadership and Management based in Poland, the North American Associate Editor of the Measuring Business Excellence journal, and on the editorial board of Management Teaching Review.  He is also the Editor for the “Exploring Effective Leadership Practices through Popular Culture” book series from Emerald Publishing. Professionally, Urick has served on the boards of ISM-Pittsburgh (in various roles including President) and the Westmoreland Arts and Heritage Festival (a top-rated community event).  He has also served on the Westmoreland Human Resources Association (a regional SHRM chapter) board in various positions including Vice President. Prior to academia, Urick worked in a variety of roles related to auditing, utilities, environmental issues, and training and development. Through these experiences, Dr. Urick became fascinated with interactions in the workplace and how they might be improved which has influenced his academic career. For fun, Urick enjoys music and, since 1998, has been a semi-professional jazz musician and toured through over a dozen US states while releasing multiple recordings with various ensembles. Links: https://michaelurick.com https://www.stvincent.edu/directory/faculty-staff/faculty/michael-urick.html michael.urick@stvincent.edu Buy PSC Merch Give us a call! (636) 364-8260  Follow us on: Instagram, Facebook, Twitter Email us at: feedback@petsitterconfessional.com Full show notes and transcript   Sponsored by: ❤️ Our AMAZING Patreon Supporters Time to Pet Visit: https://timetopet.com/confessional Code: 50% off first 3 months Peaceful Pet Music - Calm Music for Pets