Podcast appearances and mentions of jennifer mcclure

Discover the future of talent strategy with the trailblazing Jennifer McClure, co-founder of DisruptHR, as she takes us on her journey from corporate HR executive to dynamic global speaker and innovator in the HR community. Listen as Jennifer and Bill Banham discuss the worldwide impact of DisruptHR, now flourishing in 30+ countries, including fresh chapters in Nairobi and Tanzania. Jennifer shares insights on launching your own chapter, emphasizing inclusivity and diversity. We dive into the transformative trends predicted for 2025, offering a roadmap for those aiming to revolutionize their HR practices.The conversation also ventures into the evolving landscape of the workforce, highlighting the need for skills development, mental health support, and fostering DEIB (Diversity, Equity, Inclusion, and Belonging). Jennifer stresses the importance of continuous learning and empathetic leadership amidst rapid technological advances, urging organizations to nurture existing talent and prepare for future demands. Explore strategic workforce planning as a tool for enhancing employee engagement and retention while navigating demographic shifts. Don't miss this enlightening discussion packed with actionable strategies to maintain competitiveness and foster a thriving, inclusive work environment.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.Support the showFeature 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

The guest this time is Erich Kurschat, the owner of Harmony Insights LLC, a company that helps companies and consultants build high-performing teams and revenue streams around the Everything DiSC® and The Five Behaviors® assessments. He is also the founder of HRHotSeat, an inclusive mastermind community of real HR pros solving real HR problems. Erich draws from a broad range of experiences as a corporate HR professional, a public speaker, a classical musician, and a proud introvert to inspire others toward meaningful work and productive workplace relationships.Discover how to transform workplace communication - Eric reveals his innovative methods for building high-performing teams through the use of DISC personality assessments and the Five Behaviors model. Dive into the world of effective communication as Eric discusses the importance of bridging diverse personality and communication styles to overcome misunderstandings. Explore how the inclusive Disrupt HR community is making waves by championing diverse voices and thought-provoking presentations, and why inclusivity holds the key to thriving HR networks.Bill and Erich also discuss their experiences at the recent DisruptHR party for Jennifer McClure in Chicago. ---Message from our sponsor: Looking for a solution to manage your global workforce?With Deel, you can easily onboard global employees, streamline payroll, and ensure local compliance. All in one flexible, scalable platform! Join thousands of companies who trust Deel with their global HR needs. Visit deel.com to learn how to manage your global team with unmatched speed, flexibility, and compliance.---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 episode 718, Jennifer McClure joins Bill Banham to preview the SHRM Annual Conference and Expo and her special BFF Birthday Party in Chicago.  During the 2024 SHRM Annual Conference and Expo, Disrupt will host a VIP party at the House of Blues. The party will celebrate Jennifer McClure's 60th birthday and champion the reawakening of the DisruptHR community after COVID-19. The party will be co-hosted by Jennifer McClure, Laurie Ruettimann of Punk Rock HR, Steve Browne (whose Mission is to meet every HR leader in the world), Erich Kurschat of HRHotSeat, and the DisruptHR Chicago team led by Amy Perry. It will include a live DJ, a photo booth and lots of networking with others in the HR space.Listen as Jennifer and Bill discuss:What excites Jennifer about the growth of Disrupt since the end of the PandemicNew and relaunched Disrupt chapters making an impactWhy SHRM Annua is a key event on the HR calendarJennifer's sessions at #SHRM24 - From Traditional to Transformational: Disrupting HR to Thrive in the New Era of Work and Lead with Impact: Drive Career and Business Success Through Personal Branding and Influential LeadershipWe 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

For the second year in a row, Oklahoma Human Resources State Council (OKHR) Director Kristi Spaethe joins Briefly Legal for a preview of the PowHR 2024 OKHR Conference. This year, the conference travels back up the Turner Turnpike with all the action taking place at the Hyatt Regency Downtown Tulsa, April 16-18, 2024. Kristi and Adam discuss this year's tailored breakout sessions and keynote speakers (Greg Hawks, Jovan Glasgow, and Jennifer McClure), and highlight several of the after-hours events planned for attendees, including HR's Got Talent, an “anything goes” talent show, and Pub PowHR, a pub crawl through downtown Tulsa. As the Premier Presenting Sponsor, our Labor & Employment Practice Group members are excited to present the latest developments in employment law. Make sure to stop by our booth in the vendor hall for a chance to win great prizes. About Kristi SpaetheAdditional Resources PowHR 2024 OKHR ConferenceConnect with Crowe & Dunlevy:Website | Facebook | Twitter | LinkedIn

A reminder for new readers. That Was The Week collects the best writing on critical issues in tech, startups, and venture capital. I selected the articles because they are of interest. The selections often include things I entirely disagree with. But they express common opinions, or they provoke me to think. The articles are only snippets. Click on the headline to go to the original. I express my point of view in the editorial and the weekly video below.This Week's Audio:Thanks To This Week's Contributors: @jeffbeckervc, @eshap, @stevesi, @gruber, @daringfireball, @SamuelStolton, @leah_nylen, @mattmday, @chrisheuer, @JoannaStern, @Om, @sarahpereztc, @GeorgeNHammond, @Tabby_Kinder, @NicholasMegaw, @PeterJ_Walker, @SteveAbbott415, @adamlashinskyContents* Editorial: * Essays of the Week* Changing the Customer of Venture Capital (Jeff Becker)* What A Drag It Is (Evan Shapiro)* Building Under Regulation (Steven Sinovsky)* Apple's Plans for the DMA in the European Union (John Gruber)* Amazon Drops iRobot Deal; Roomba Maker Cuts 31% of Staff (By Samuel Stolton, Leah Nylen, and Matt Day)* Envisioning the Future of Human Work in the Age of AI: The 2024 Forecast (Chris Heuer)* Video of the Week* Joanna Stern Wears a Vision Pro for 24 Hours* Product of the Week* The Vision Pro (Daring Fireball)* Apple's Vision Pro -The Meta-Review. (Om Malik)* My 4 magic moments with Vision Pro (Om Malik)* Apple Vision Pro Review: The Best Headset Yet Is Just a Glimpse of the Future (Joanna Stern)* News Of the Week* Spotify calls Apple's DMA compliance plan ‘extortion' and a ‘complete and total farce' (Sarah Perez)* Investors raise billions to buy discounted stakes in start-ups (George Hammond, Tabby Kinder, Nicholas Megaw)* Founders: getting to the next venture stage may take longer than you expect (Peter Walker)* The State of the SaaS Capital Markets: A Look Back at 2023 and Look Forward to 2024 (STEVE ABBOTT Partner, Capital Markets, KEVIN BURKE Partner, Strategy)* PayPal is laying off 2,500 employees (Pranav Dixit)* Startup of the Week* Zum Raises $140M At $1.3B Valuation To Help Kids Get to School Faster With AI (Chris Metinko)* X of the Week* For a moment, I almost felt sorry for Mark Zuckerberg. (Adam Lashinsky)EditorialYou didn't hear it here first but Apple's Vision Pro is a hit.Some wonderful essays in this week's newsletter. I lead with Jeff Becker's look at venture capital, focusing on who the customer is. The question “Who is the customer?” is crucial for any product. The answer is easy when the product is an asset class - the customer is the person investing money. Yet most of the venture world pretends that the customer is the entrepreneur. In reality, the entrepreneur is a supplier. She or He supplies opportunity, commitment, and execution; the goal is to grow value by investing customer cash into that supply.Now it is easy to understand why venture investors sometimes describe the recipient of funding as the customer. It is important that the company feels served by the VC. But serving an investee company is clearly a mission carried out for the VC fund investors, the real customer.Jeff is addressing a real problem - how to best invest in the supply. I will leave you to read his essay and ponder it, but he proposes a radical re-think of how to do early-stage investing, and for the most part, it argues for a more liberal spread of cash, in larger numbers, to far more founders. It's interesting, to say the least.Evan Shapiro focuses on the rapid aging of the US population. He makes a strong case:Since 2019, America's population has grown by 7.8 million. Yet, the US now has 2.7 million fewer kids under 15 than it did in 2019. Meanwhile, there are now 7.1 million more Americans 65-80 than five years ago. America now has half a million fewer people under 40 than it did in 2019 and almost 8.4 million more people over 40.At a time when politicians from both sides are falling over themselves to point a finger at immigration as a major problem, it is refreshing to see analysis demonstrating that the US needs more immigrants. And in a context where there is virtual full employment this needs to be across all skill levels and needs to trend young. The essay is great.Part of the anti-immigrant narrative has focused on DACA - Consideration of Deferred Action for Childhood Arrivals (DACA). Ron Conway is part of a group of over 50 businesses signing an amicus brief to support DACA. Bravo to him.Hostility to immigrants is never OK. It is even less OK when the economy is desperate for skilled and unskilled willing hands.Politically inspired propaganda dominated elsewhere this week. Amazon was prevented from closing the acquisition of iRobot due to EU objections based on competitive concerns. Well done, EU. Amazon dropped the deal, and iRobot may well be in trouble as a result. Thirty percent of staff were laid off. And more EU interference when Apple was ordered to allow alternative app stores on the iPhone. Steven Sinofsky's wonderful essay, “Building Under Regulation,” leverages his vast experience at Microsoft. It seems every day it becomes more obvious that the EU is against innovation, especially when it produces successful big companies.The Congress got in on the act too (see X of the Week), calling social media leaders to DC to be accused, show-trial-like, of being responsible for teen suicides. Sadly, the Meta CEO apologized as if admitting culpability.Teen suicide and causality is a non-trivial issue, but it is fair to say that Social Media does not cause it. Teens (I have one and another two recently in their post-teen phase). All have had growing up challenges. As I recall, I did also. The world can be harsh in the face of those challenges. But to see social media as the only factor, or even a major one, seems superficial and plain wrong. I wish one of the executives had the nerve to push back against the accusations. Adam Lashinsky's piece is interesting.Finally, Chris Heuer has a research piece on AI and the Future of Work. Well done, Chris, this is such an important issue. My PoV is that work, defined as paid labor, will inevitably decline and the average working day will decline. I believe this is a fundamental good for humanity. I also believe it poses enormous global questions about how the abundance made possible will be distributed to improve life for everybody. I do. not think this is the end of human effort. Just the beginning of the end of the need to do paid labor in order to live.Essays of the WeekChanging the Customer of Venture CapitalThe gift of technologyJEFF BECKERJAN 29, 2024TLDR: We need to change the customer of early-stage venture capital so that we can fund the future of technology and build global prosperity for decades to come.Recently, I hosted a group of students from Wharton at Antler's offices and we talked about the future of early-stage VC.I alluded to this a couple weeks ago when I said:…for $5B per year, you could seed the vast majority of meaningful tech companies for 8 years with the amount of money Elon Musk spent on Twitter. (Link here)The reality is, $5B per year just isn't that much money in the grand scheme of private equities—roughly .5-1% depending how you slice it.As a former salesperson, that fact often leaves me wondering, “what if you changed the customer of venture capital?”Could you attract more money, create more impact, and actually produce more returns?Classically, putting your name on building was a way to not only have a fairly durable legacy, but let's be honest, that gift is outdated.And it hardly does any good in the world.Instead, legacies and the world's most important problems alike would be better served by a consolidation of brilliant minds and capital, combined with the speed and leverage of startups.I think there are two interesting solutions, and both should be built.The first is something I'd call the 501-VC, and the second would be to fund all of venture capital for a decade or more through a new kind of Giving Pledge.I'm going to talk about the second one today.Famously,The Giving Pledge is a promise by the world's wealthiest individuals and families to dedicate the majority of their wealth to charitable causes.The problem is, charitable foundations and organizations aren't historically the most efficient way to solve the world's problems. They exist for good reason, but most operate like old corporates rather than savvy startups.However, what if we thought of economic opportunity and global prosperity as a more ubiquitous problem to solve, and instead of funding mission-driven work, we fund the entirety of the tech sector?What if instead of the average high net worth individual trying to get a 3-5X return over 10 years, you focused on the ultra high net worth population, the economic development groups, and the sovereign funds who are both trying to achieve these returns and trying to improve the world?What if you focused on their shared goals and values as customers, like creating economic opportunity and building a durable legacy?What if you could do it in every corner of the planet through access to entrepreneurship?What if instead of one PayPal Mafia, you had thousands?What if you had an investor who could actually deploy $5B per year at the formation stage?That has simply never existed before, and yet it is a defining opportunity for the human race and our evolution as a society.Currently, high potential employees are stuck in their corporate jobs.Our brightest minds handcuffed to benefits and addicted to a salary, never realizing their true potential or having a real impact on the world.Many go get their MBA where they spend money to learn new skills and acquire a network, rather than receive money for becoming a more productive citizen of the world.Many job hop looking for a low-risk way to get on a rocket ship.Some try to build their own, but quickly run out of runway and mental fortitude.It's a broken system, and we need to rebuild it.First it requires a product.The product needs to be for two groups—the founders and the investors.It starts with the infrastructure required to reduce the risk of being a founder which in turn attracts more of the brightest minds to the job itself. At the same time, the product also has to be an investment vehicle that attracts a new type of customer to early-stage VC.… Lots MoreWhat A Drag It IsAmerica Feels OldEVAN SHAPIROJAN 29, 2024Since 2019, America's population has grown by 7.8 million. Yet, the US now has 2.7 million fewer kids under 15 than it did in 2019. Meanwhile, there are now 7.1 million more Americans 65-80 than five years ago. America now has half a million fewer people under 40 than it did in 2019 and almost 8.4 million more people over 40.Because of the sheer size of the Baby Boomer Generation and the fact that younger Americans have pulled out on having kids, in the last five years, America has gotten old - not just compared to itself, but also compared to the rest of the world.In 2019, 63% of the world's population was under 40. Now, 64% of the people of the planet are 39 or younger. In short:Over the last half-decade the world has gotten one percent younger and America has gotten one percent older.One percent may seem small. However, the consequences of this demographic shift are consequential. For countries like the US, the UK, France, Italy, Germany, and Japan, with aging populations where the number of people over 60 is growing faster than the number of people under 15, the coming years will be filled with challenges brought on by their age: Workforce shortages, inverted dependency ratios where a diminishing tax-base struggles to fund a widening social safety net, health care infrastructures ill-equipped to deal with increased demand. As the world's wealthiest and most powerful nations continue to age faster than they reproduce, expect these issues to get increased and more urgent attention.After decades of aging down, the US population is now aging up quickly. In 2000, 58% of the US population was under 40 years old. Now just a slim majority of 51% is under 40. The impacts of this rapid maturation can be felt throughout our culture, but perhaps nowhere as dramatically as in America's Media and Tech industries.Over the last half century (but for some intermittent challenges from Japan and China), the US has led the world in entertainment and technology, setting the standard for the world's consumption of Media. While many TVs and phones are manufactured in other countries, most of the systems, software, and vision for these products has come from America - and the entertainment consumed on these devices has been, for many decades, the United States' most notable export.Now, America's Media Industrial Complex finds itself amidst a widely-reported bloodbath of its own making. Recently, this meltdown has been joined by America's leading Tech firms. Some of this is cyclical, driven by innovation cycles, advertising recessions, and even the aftermath of the worldwide pandemic. But muchof the current Media Apocalypse was as predictable as the upside-down aging ratio of our population.The first decade of the 21st Century was marked by an almost inconceivable level of innovation in American Media and Tech. The internet invaded all aspects of our lives. Broadband grew across the country like a high-speed weed, bringing the universe to our desktops, making all our worlds, at once, much bigger and infinitely smaller. By 2012, tiny supercomputers known as smartphones had reached a critical mass in the US and TV was streaming into our homes.Then, right around that time, America's Media C-Suite inhabitants seemingly started a shared mid-life crisis, through which we are all still living.Bob Iger took over Disney in 2005, when he was 53 years old. Through some of the most masterful deal-making in Media history, and (seemingly) a true vision of the future, Iger took a troubled company and turned it into the greatest proprietor of intellectual property the world has ever known. He bought Pixar in 2006, revitalizing Disney Animation. He bought Marvel in 2009, jump stating the most successful film and TV franchise in history. He bought Lucasfilm in 2012, completing what many see as bar-setting hat-trick of entertainment, bringing the most valuable collection of titles in entertainment all under one roof.… Lots MoreBuilding Under RegulationAn essay on the EU Digital Markets Act and Apple's "Update on apps distributed in the European Union" (and some personal history)STEVEN SINOFSKYJAN 27, 2024Readers note: This is a long post. There are enough hot takes on this super important issue. I welcome corrections as always.This week Apple detailed the software changes that will appear in an upcoming release of iOS to comply with the European Union Digital Markets Act (DMA).  As I read the over 60 pages of the DMA when it was passed (and in drafts before that, little of which changed in the process) my heart sank over the complexity of a regulation so poorly constructed yet so clearly aimed at specific (American) companies and products. As I read through many of the hundreds of pages of Apple documents detailing their compliance implementation my heart sank again. This time was because I so thoroughly could feel the pain and struggle product teams felt in clinging to at best or unwinding at worst the most substantial improvement in computing ever introduced—the promise behind the iPhone since its introduction. The reason the iPhone became so successful was not a fluke. Consumers and customers voted that the value proposition of the product was something they preferred, and they acted by purchasing iPhone and developers responded by building applications for iOS. The regulators have a different view of that promise, so here we are.To be clear, DMA covers a wide range of products and services all deemed to be critical infrastructure in the digital world. It is both an incredibly broad and sometimes oddly specific regulation. As written the regulation covers at least online intermediation services [commercial internet sites/markets], online search engines, web browsers, advertising services, social network services, video sharing platforms, number-independent interpersonal communications services [messaging], operating systems, virtual assistants, and cloud computing.If you're well-versed in online you can map each one of those to precisely who the target might be, or sometimes targets. It is all big tech, almost exclusively US-based companies. There are no EU companies that meet the criteria to be covered—hardcoded revenue of EUR 7.5 billion for three years, EUR 7.5 billion market cap, or 45 million MAU—with Alphabet, Amazon, Apple, ByteDance, Meta, Microsoft, and Samsung acknowledging the criteria apply to various units in addition to the following other “very large online platforms”: Alibaba AliExpress, Booking.com, Pinterest, Snapchat, Twitter, Wikipedia, Zalando [German fashion retailer]. Those thresholds seem strangely not round.I am going to focus on the Apple and primarily their App Store response because I think it is the most important and time critical and because iPhone is the most unique, innovative, and singular product in market. I can easily replace search, a browser, an ad network, a social network, a video site. Even cloud computing is not so sticky, and we all use multiple messaging services. What iPhone delivers is irreplaceable. At least for many of the subset of smartphone users that chose Apple.The thing is, as impressive as Apple has been it is not *that* successful by the measures that count for dominance. Worldwide Apple is clearly the number two smartphone to Google Android which has over 70% share. In the Europe (excluding Russia) Apple iPhone has about a 33% share (I won't debate exact numbers, units sold v in use, revenue v. profit v. units, etc. as all those do is attempt to tell a story that isn't obvious, which is Android is more popular). That's hardly a monopoly share by any standard. In some European countries Apple has a higher share, some data providers would say as high as 50% or nearly 60%, which by most legal standards is still not quite at a monopoly level especially in a dynamic market. Apple has not been fined, sued, or otherwise convicted of having a dominant share let alone abusing the market position it has. No consumer harm has been demonstrated. In Epic v. Applespecifically on the store, Apple prevailed in 9 of 10 claims of damages to Epic due to the store's costs. Of note, the same claims in Epic v. Google resulted in liability from Google and is being appealed. Many of most vocal competitors didn't even exist before the iPhone. They have become huge companies and don't appear to be struggling, and in fact benefit from being part of the iPhone ecosystem. Counter to the text of the DMA, innovation seems to be thriving as measured by the number of new companies and distinct new services.Yet, the EU DMA has declared that Apple is a “gatekeeper”—an ominous term applied to Apple among the others.… Lots MoreApple's Plans for the DMA in the European UnionFriday, 26 January 2024Apple yesterday announced a broad, wide-ranging, and complex set of new policies establishing their intended compliance with the European Union's Digital Markets Act, which comes into effect March 7. There is a lot to remark upon and numerous remaining questions, but my favorite take was from Sebastiaan de With on Twitter/X, the day before any of this was announced.After quipping “Oh god please no” to a screenshot of the phrase “Spotify also wants to roll out alternate app stores”, de With had this conversation:de With:The EU is once again solving absolutely no problems and making everything worse in tech. I gotta say, they are if anything highly consistent.“Anton”:Overly powerful, rent-seeking gatekeepers seem like a problem.de With:I love that I can't tell if you are talking about the EU or Apple in this case.My second-favorite take, from that same thread, was this from Max Rovensky:DMA is not pro-consumer.It's anti-big-business.Those tend to coincide sometimes, which makes it an easy sell for the general public, but do actually read the DMA, it's quite interesting.I'd go slightly further and describe the DMA as anti-U.S.-big-business, because as far as I can tell, nothing in the DMA adversely affects or even annoys any European tech companies. There are aspects of it that seem written specifically for Spotify, in fact.But Rovensky's framing captures the dichotomy. Anti-big-business regulation and pro-consumer results often do go hand-in-hand, but the DMA exposes the fissures. I do not think the DMA is going to change much, if anything at all, for the better for iOS users in the E.U. (Or for non-iOS users in the EU, for that matter.) And much like the GDPR's website cookie regulations, I think if it has any practical effect, it'll be to make things worse for users. Whether these options are better for developers seems less clear.I've often said that Apple's priorities are consistent: Apple's own needs first, users second, developers third. The European Commission's priorities put developers first, users second, and “gatekeepers” a distant third. The DMA prescribes not a win-win-win framework, but a win-win-lose one.Apple is proud, stubborn, arrogant, controlling, and convinced it has the best interests of its customers in mind.The European Commission is proud, stubborn, arrogant, controlling, and convinced it has the best interests of its citizens in mind.Ever since this collision over the DMA seemed inevitable, starting about two years ago, I've been trying to imagine how it would turn out. And each time, I start by asking: Which side is smarter? My money has been on Apple. Yesterday's announcements, I think, show why.APPLE'S PROPOSED CHANGESIt's really hard to summarize everything Apple announced yesterday, but I'll try. Start with the main Apple Newsroom press release, “Apple Announces Changes to iOS, Safari, and the App Store in the European Union”:“The changes we're announcing today comply with the Digital Markets Act's requirements in the European Union, while helping to protect EU users from the unavoidable increased privacy and security threats this regulation brings. Our priority remains creating the best, most secure possible experience for our users in the EU and around the world,” said Phil Schiller, Apple Fellow. “Developers can now learn about the new tools and terms available for alternative app distribution and alternative payment processing, new capabilities for alternative browser engines and contactless payments, and more. Importantly, developers can choose to remain on the same business terms in place today if they prefer.”Schiller is the only Apple executive quoted in the press release, and to my ear, his writing hand is all over the entire announcement. Apple was quite clear before the DMA was put into law that they considered mandatory sideloading on iOS a bad idea for users, and their announcement yesterday doesn't back down an inch from still declaring it a bad idea.Apple has also argued, consistently, that they seek to monetize third-party development for the iOS platform, and that being forced to change from their current system — (a) all apps must come from the App Store; (b) developers never pay anything for the distribution of free apps; (c) paid apps and in-app-purchases for digital content consumed in-app must go through Apple's In-App Payments system that automates Apple's 30/15 percent commissions — would greatly complicate how they monetize the platform. And now Apple has revealed a greatly complicated set of rules and policies for iPhone apps in the EU.MG Siegler has a great — and fun — post dissecting Apple's press release line-by-line. Siegler concludes:I'm honestly not sure I can recall a press release dripping with such disdain. Apple may even have a point in many of the points above, but the framing of it would just seem to ensure that Apple is going to continue to be at war with the EU over all of this and now undoubtedly more. Typically, if you're going to make some changes and consider the matter closed, you don't do so while emphatically shoving your middle fingers in the air.Some of these changes do seem good and useful, but most simply seem like convoluted changes to ensure the status quo actually doesn't change much, if at all. Just remember that, “importantly, developers can choose to remain on the same business terms in place today if they prefer.” What do you think Apple prefers?The puzzle Apple attempted to solve was creating a framework of new policies — and over 600 new developer APIs to enable those policies — to comply with the DMA, while keeping the path of least resistance and risk for developers the status quo: Apple's own App Store as it is.….Lots MoreAmazon Drops iRobot Deal; Roomba Maker Cuts 31% of Staff* IRobot CEO steps down and company cuts workforce by 31%* Tech giant to pay $94 million to iRobot over deal terminationBy Samuel Stolton, Leah Nylen, and Matt DayJanuary 29, 2024 at 5:33 AM PSTAmazon.com Inc. has abandoned its planned $1.4 billion acquisition of Roomba maker iRobot Corp. after clashing with European Union regulators who had threatened to block the deal.The fallout came quickly. IRobot, which has been struggling recently, said Chief Executive Officer Colin Angle has stepped downas the company embarks on a restructuring plan that will result in about 350 job cuts, or 31% of the workforce. The vacuum maker's shares tumbled 19% in New York to $13.80, their lowest level since 2009. Amazon's shares were up less than 1% at $160.07.The decision is a sign of the intense pressure Amazon is facing to prove its actions don't harm competition as its influence grows in retail, cloud-computing and entertainment. Antitrust regulators on both sides of the Atlantic have been keen to ensure that the biggest US tech companies don't snap up innovative startups before they have a chance to become formidable competitors on their own.Amazon met with the FTC's senior antitrust staff last week, who informed the company they were recommending a suit over the deal, according to a person familiar with the meeting. Executives and lawyers from the tech giant were scheduled to meet with the FTC's three commissioners this week to make a final push for the acquisition, said the person, who asked not to be named discussing the confidential probe.… Lots MoreEnvisioning the Future of Human Work in the Age of AI: The 2024 ForecastResearch Fellowship ProgramIntroductionAs technological change and the adoption of new technologies like artificial intelligence (AI) accelerate, the future of human work will be characterized by disruption, uncertainty, and opportunity. As 2024 approached, the Team Flow Institute Research Fellows gathered for a roundtable to discuss their visions for the future of human-focused work in the age of AI. As described by the institute's co-founder and Managing Director, Chris Heuer, “The Team Flow Institute is an organization dedicated to shaping a human-centric future of work as we face the choice of augmentation or automation in every industry and every function. This transformational decision will reshape what we call work and society itself, requiring us to abandon business as usual and finally design business as possible.” The Team Flow Institute Research Fellows' roundtable discussion delved into the potential opportunities and challenges of this technology revolution driven by the institute's “mission to gather like-minded individuals and organizations to steer our collective destiny toward a more sustainable future, where the essence of humanity and human work is valued and preserved as we increasingly adopt AI tools and technologies, explained Jennifer McClure, Senior Research Fellow, and Advisory Board member. This article analyzes key insights from the discussion, offering a glimpse into the work landscape of 2024 and beyond. As the Team Flow Institute embarks on its inaugural fellowship program, this analysis holds particular significance as it seeks to equip individuals with the knowledge and skills necessary to thrive in the evolving landscape of AI-enabled work. Through this program, the Team Flow Institute aims to foster a community of leaders who can guide organizations and individuals toward a future where humans and technology collaborate to create a more sustainable and fulfilling work environment.Part I: AI Progress and PromiseNo longer relegated to science fiction, AI has infiltrated our lives, transforming industries with its vast potential. From automating tedious tasks to streamlining complex decision-making processes, its applications are far-reaching. In the realm of design, AI-powered software is revolutionizing industries like architecture and fashion, enabling rapid prototyping and personalized creations. Team Flow Institute co-founder Jaime Schwarz says, “Imagine being able to prototype a new building or clothing line in minutes instead of weeks. This remarkable advancement accelerates design cycles and fosters increased customization, ultimately leading to more innovative and personalized consumer products.”The creative landscape is also poised for disruption with the emergence of generative AI. Team Flow Institute Research Fellow Shel Holtz describes its transformative potential: “Generative AI is blurring the lines between human and machine creativity. We're seeing machines create realistic text, images, and even music that is nearly indistinguishable from human-generated work.” This democratization of creativity opens doors for individuals with diverse backgrounds and abilities to express themselves in new and exciting ways. But it also opens up philosophical questions and debates about the nature of art and creativity, adds Jen McClure. Amidst these exciting advancements, Chris Heuer reminds us that “AI is not just a science fiction concept anymore; it's here, and it's changing the way we do everything.” This necessitates a thoughtful approach to the future of work, a need to ensure the value of human skills and their role in work, proactive workforce development initiatives to ensure that individuals are equipped with the necessary skills to thrive in the evolving job market, and an elevation of the need for constant communications within organizations, reminds Team Flow Institute Research Fellow Sharon McIntosh.As AI continues to permeate our lives, it is crucial to acknowledge its remarkable potential and challenges. By navigating this dynamic landscape with careful consideration and proactive planning, we can ensure that AI serves as a force for progress, innovation, and a brighter future for all. As Team Flow Institute Research Fellow Gina Debogovich reminds us, it will undoubtedly unlock economic growth. “The 20th century began with a global GDP of $3 trillion and, largely due to technological advancement, ended with a GDP of $33.8 trillion. AI is poised to boost the economy to unseen heights.”AI will be a catalyst for creating new jobs, just as the web did in the mid-1990s. Businesses must integrate these jobs and activities into existing workflows and business models and develop new ones. Indeed, innovative organizations are already experimenting with, if not embracing, the role of prompt engineers. The Team Flow Institute advocates for a Team Flow Facilitator to serve as a coach, a collaboration facilitator, and an AI pilot to support high-performing teams.Part II: The Risks and DownsidesWhile AI offers many benefits, possibilities, and opportunities, its advancements are not without potential pitfalls. AI and automation technologies bring both promise and peril to the workforce. While they offer the potential to augment human capabilities and business efficiencies significantly, understandable concerns persist surrounding job losses and the general impact on workers. Organizations must chart a thoughtful course that fully harnesses technical capabilities without losing sight of the humans at the heart of work.… Lots MoreVideo of the WeekProduct of the WeekThe Vision ProTuesday, 30 January 2024For the last six days, I've been simultaneously testing three entirely new products from Apple. The first is a VR/AR headset with eye-tracking controls. The second is a revolutionary spatial computing productivity platform. The third is a breakthrough personal entertainment device.A headset, a spatial productivity platform, and a personal entertainment device.I'm sure you're already getting it. These are not three separate devices. They're one: Apple Vision Pro. But if you'll pardon the shameless homage to Steve Jobs's famous iPhone introduction, I think these three perspectives are the best way to consider it.THE HARDWAREVision Pro comes in a surprisingly big box. I was expecting a package roughly the dimensions of a HomePod box; instead, a Vision Pro retail box is quite a bit larger than two HomePod boxes stacked atop each other. (I own more HomePods than most people.)There's a lot inside. The top half of the package contains the Vision Pro headset itself, with the light seal, a light seal cushion, and the default Solo Knit Band already attached. The lower half contains the battery, the charger (30W), the cables, the Dual Loop Band, the Getting Started book (which is beautifully printed in full color, on excellent paper — it feels like a keepsake), the polishing cloth1, and an extra light seal cushion.To turn Vision Pro on, you connect the external battery pack's power cable to the Vision Pro's power connector, and rotate it a quarter turn to lock it into place. There are small dots on the headset's dime-sized power socket showing how to align the cable connector's small LED. The LED pulses when Vision Pro turns on. (I miss Apple's glowing power indicator LEDs — this is a really delightful touch.) When Vision Pro has finished booting and is ready to use, it makes a pleasant welcoming sound.Then you put Vision Pro on. If you're using the Solo Knit Band, you tighten and loosen it using a dial on the band behind your right ear. VisionOS directs you to raise or lower the headset appropriately to position it at just the right height on your face relative to your eyes. If Vision Pro thinks your eyes are too close to the displays, it will suggest you switch to the “+” size light seal cushion. You get two light seal cushions, but they're not the same: mine are labeled “W” and “W+”. The “+” is the same width, to match your light seal, but adds a wee bit more space between your eyes and the displays inside Vision Pro. For me the default (non-“+”) one fits fine.The software then guides you through a series of screens to calibrate the eye tracking. It's all very obvious, and kind of fun. It's almost like a simple game: you stare at a series of dots in a circle, and pinch your index finger and thumb as you stare at each one. You go through this three times, in three different artificial lighting conditions: dark, medium, and bright. Near the end of the first-run experience, you're prompted to bring your iPhone or iPad nearby, just like when setting up a new iPhone or iPad. This allows your Vision Pro to get your Apple ID credentials and Wi-Fi password without entering any of that manually. It's a very smooth onboarding process. And then that's it, you're in and using Vision Pro.There's no getting around some fundamental problems with the Vision Pro hardware.First is the fact that it uses an external battery pack connected via a power cable. The battery itself is about the width and height of an iPhone 15/15 Pro, but thicker. And the battery is heavy: about 325g, compared to 187g for an iPhone 15 Pro, and 221g for a 15 Pro Max. It's closer in thickness and weight to two iPhone 15's than it is to one. And the tethered power cable can be an annoyance. Vision Pro has no built-in reserve battery — disconnect the power cable from the headset and it immediately shuts off. It clicks firmly into place, so there's no risk of accidentally disconnecting it. But if you buy an extra Vision Pro Battery for $200, you can't hot-swap them — you need to shut down first.… Lots MoreApple's Vision Pro -The Meta-Review.Apple Vision Pro reviews have started to roll in — and depending on who you read, the consensus vacillates between amazing and work in progress. In most cases, they reflect some version of reality. If one is looking for faults with Apple's face computer, then one will find them. And if you are looking at what it represents, you are going to be excited. I am in the ‘camp' of the amazed, though I am not blinded by the challenges that await Vision Pro in the real world.The Verge's Nilay Patel sums up the challenge of Vision Pro, writing:The technology to build a true optical AR display that works well enough to replace an everyday computer just isn't there yet. The Magic Leap 2 is an optical AR headset that's cheaper and smaller than the Vision Pro, but it's plagued by compromises in field of view and image quality that most people would never accept. So Apple's settled for building a headset with real-time video passthrough — it is the defining tradeoff of the Vision Pro. It is a VR headset masquerading as an AR headset. And let me tell you: the video passthrough on the Vision Pro is really good. It works! It's convincing. You put the headset on, the display comes on, and you're right back where you were, only with a bunch of visionOS windows floating around.Let's get on with the cons: The Verge points out problems like ‘motion blur,' ‘blurriness,' ‘color fringing,' ‘limited field of view,' and ‘vignetting.' I have not personally experienced any of these because, well, I don't have the device.The device is sometimes laggy. It's heavy, and the wired battery is limited to just over 2 hours. You can plug it into a ‘wall charger' with a USB-C cable, or daisy-chain it to another USB-C battery pack. And it does get a tad warm. You need to use the ‘dorky' headband to use the device without feeling the weight (or in some cases, a headache).None of this surprises me! Vision Pro is, after all, a full-blown computer. It's made from magnesium, carbon fiber, and aluminum. It has two high-resolution front-facing cameras (video pass-through), two cameras that face down to track your hands and gestures, a LiDAR, TrueDepth cameras, and some kind of infrared lights. The device has two tiny MicroOLED displays packed with a total of 23 million pixels. (As I noted in an earlier piece, these displays are the magic and the primary reason why Vision Pro is so expensive.)All these sensors, cameras, and displays are powered by an M2 chip and an R1 spatial coprocessor, and fans. Apple has packed this in an enclosure that is about three times the weight of the iPhone 15 Pro Max and is still lighter than the iPad 12.9. Paint me impressed purely from a technological standpoint.…. Lots MoreMy 4 magic moments with Vision ProNo, not again! Not another Vision Pro Review! I feel you — after all the reviews yesterday, I am pretty sure you don't want to read another review. Here's the good news — it's not a review. Instead, I will share my quick impressions from a deep dive at Apple Park, and my four magic moments with the Vision Pro.Unlike the reviewers who published their reviews, my access to the device has come in dribs and drabs. It has been a carefully managed experience — an early demo, exposure to the photos app, and the spatial video capabilities. A few days ago, I got to use the device for less than two hours.This was a highly curated experience — so this doesn't and won't qualify as a review. I am skipping all the stuff that has been covered by the deep dive that professional reviewers have already published. WSJ's Joanna Stern's review is amazing — especially the video version. It is best to consider these as my considered impressions.First, can I wax eloquent about the technological achievement of Vision Pro? As a chip and hardware nerd, I think Vision Pro is a witches' brew of the latest of all types of technologies. Let me quote my post from yesterday:Vision Pro is, after all, a full-blown computer. It's made from magnesium, carbon fiber, and aluminum. It has two high-resolution front-facing cameras (video pass-through), two cameras that face down to track your hands and gestures, a LiDAR, TrueDepth cameras, and some kind of infrared lights. The device has two tiny MicroOLED displays packed with a total of 23 million pixels. (As I noted in an earlier piece, these displays are the magic and the primary reason why Vision Pro is so expensive.)All these sensors, cameras, and displays are powered by an M2 chip and an R1 spatial coprocessor, and fans. Apple has packed this in an enclosure that is about three times the weight of the iPhone 15 Pro Max and is still lighter than the iPad 12.9. Paint me impressed purely from a technological standpoint.What's even more impressive is the sound — Apple is using beamforming to direct the sound into your ears. And unless you are really blasting it out loud — you could get away with wearing it in a public place — though people in Business Class will notice the slight din from the seat next to them. Apple is hoping you will splurge on AirPods Pro.No matter how you see the device — love it or hate it, you can't deny that it is yet another amazing computer built by a company that knows how to build great consumer computers.… Lots MoreApple Vision Pro Review: The Best Headset Yet Is Just a Glimpse of the FutureWorking, cooking, skiing, kicking back—our columnist wore Apple's new mixed-reality headset for a week to see what it's forBy Joanna Stern at the WSJJan. 30, 2024 at 9:00 am ETA few things surprised me after wearing the Vision Pro mixed-reality headset for nearly 24 hours straight:* I didn't puke. * I got a lot of work done.  * I cooked a delicious meal.Also, my Persona—the headset's animated video-call avatar—will haunt your dreams.For the last week, I have been testing Apple's boldest bet yet on the post-smartphone future. Strap on the 1.4-pound goggles and you see apps floating right in your living room. Living room a stress-inducing mess? Go full virtual reality and watch a 3-D movie on a giant screen perched on the mouth of a Hawaiian volcano.Let's get this out of the way: You're probably not going to buy the $3,500 Apple Vision Pro. Unless you're an app developer or an Apple die-hard, you're more likely to spend that kind of money on an actual trip to a Hawaiian volcano.And that's OK. Reviewing the Vision Pro, I wanted to understand the potential of the device, and the technical constraints that keep it from being a must-have, at least for now. Most importantly, I wanted to answer one question: In a world full of screens, what's the benefit of strapping one to your eyes?… Lots MoreNews Of the WeekSpotify calls Apple's DMA compliance plan ‘extortion' and a ‘complete and total farce'Sarah Perez @sarahpereztc / 2:41 PM PST•January 26, 2024Image Credits: Jakub Porzycki/NurPhoto (opens in a new window)/ Getty ImagesCount Spotify among those not thrilled with how Apple has chosen to comply with the EU's Digital Markets Act (DMA), which sets the stage for sideloading apps, alternative app stores, browser choice, and more. On Friday, the streaming music company issued its response to Apple's new DMA rules, calling the new fees imposed on developers “extortion” and Apple's compliance plan “a complete and total farce,” that demonstrated the tech giant believes that the rules don't apply to them.Apple earlier this week announced a host of changes that comply with the letter of the EU law, if not the spirit. The company said that app developers in the EU will receive reduced commissions, but it also introduced a new “core technology fee” that requires developers to pay €0.50 for each first annual install per year over a 1 million threshold, regardless of their distribution channel. It will also charge a 3% payment processing fee when developers use Apple's in-app payments instead of their own.Epic Games' CEO Tim Sweeney, whose company sued Apple over antitrust concerns, already condemned Apple's plan, saying it was a case of “malicious compliance” and full of “junk fees,” and now Spotify is essentially saying the same.…. Lots MoreInvestors raise billions to buy discounted stakes in start-upsBuyers return after secondary market for private shares was hit by higher interest ratesGeorge Hammond and Tabby Kinder in San Francisco and Nicholas Megaw in New YorkJANUARY 16 2024Investment firms are raising billions of dollars to buy stakes in venture capital-backed technology start-ups, as a long drought in acquisitions and initial public offerings forces early investors to offload their stock at discounts. The start-up secondary market, where investors and employees buy and sell tens of billions of dollars' worth of shares in privately held companies, is becoming an increasingly important trading venue, in the absence of traditional ways of cashing out and given a slowdown in start-up funding. Venture secondaries buyers are primed for a busy year as start-up employees look for a way to sell their stock and investors look to return capital to their own backers or reallocate it elsewhere. Secondary market specialist Lexington Partners last week announced a new $23bn fund to buy up stakes from “large-scale investors”. Lexington had originally aimed to raise $15bn, but upped its target on the back of high demand, and said it was “in the early stages of a generational secondary buying opportunity” that could last years.The fund will predominantly buy shares from private equity funds but also expects to invest as much as $5bn into venture capital secondaries, said a spokesperson.“We are seeing crazy amounts of [limited partner investors] that are distressed and need to lighten their venture load,” said the head of a $2bn venture capital firm. The latest Lexington fund “speaks to the sheer demand” from LPs that feel “over-allocated” to private capital including to start-ups, they said. Other specialist firms such as Pinegrove Capital Partners, a joint vehicle created by Brookfield Asset Management and Sequoia Heritage, and StepStone have also been raising multibillion-dollar funds to target venture secondaries.…. Lots MoreFounders: getting to the next venture stage may take longer than you expectPeter WalkerHead of Insights @ Carta | Data StorytellerThe median number of days between a priced seed and Series A round hit 679 in 2023, a new peak.Median for Series A to B was 744 days (over 2 years). Very similar for Series B to C (739 days, also over 2 years).Fascinating to watch the 25th percentile (green) and the 75th percentile (blue) trends as well. It looks as though the 25th pct has pulled closer to the median for the middle venture rounds - suggesting there are very few companies speed-running through venture fundraising right now. Some of that could be company choice, as founders have cut spend and become more capital-efficient over the prior 12 months. However, I'm certain a lot of the increase in time is due to VCs being far more choosy about where to invest.So what are founders doing if primary rounds are not on the menu? Getting creative.Founders are raising bridge rounds at record rates, usually from insiders already on the cap table. They are turning to SAFEs and Convertible Notes, even between named venture stages. Some are turning to non-dilutive financing and loans.And many are trying to make customer revenue their primary fundraising channel. But switching from growth at all costs to profitability in a short period of time is no easy track change. My bet is that the time between rounds plateaus in 2024 (or maybe even declines just a touch). Maybe that's wishful thinking

On today's podcast I speak with photographer Jennifer McClure. Jennifer is a fine art photographer who's work explores relationships, family, solitude and she often uses her own experiences to explore her own identity. I really have a great deal of respect for Jennifers work as it is very vulnerable and explores topics that all humans deal with but are often not comfortable talking about. Jennifer has a new exhibit at the Leica Gallery in Boston,MA the will be up through January and she also has a upcoming workshop at the Leica Gallery in Boston,MA which will focus on documenting family , self portraiture , as well as building intentionality on ones work. I hope you enjoy this episode and thanks for listening! www.jennifermcclure.com @jmcclurephoto Jennifer's upcoming Leica Workshop https://leicacamerausa.com/artist-family-new-approaches-to-documenting-family-with-jennifer-mcclure.html

Join me and my BFF, Laurie Ruettimann, as we discuss the topic of how generative AI tools can aid in content creation. We share our personal experiences with these tools and how they are saving us precious time and adding immense value to our work. Listen in as we unpack the different user types of AI: creators who leverage it for automation and editors who utilize AI to refine existing work. Next, Laurie and I explore the potential of AI in personal and professional communication. We discuss the use of generative AI tools for writing emails, newsletters, and even crafting professional messages. Discover how the right prompts can yield better results and the ways we can communicate effectively with AI. Don't miss out on the insights we offer on how to get the best results from your AI tool! In the latter part of our conversation, we focus on the power of AI in enhancing our creativity and decision-making processes. We talk about how these tools suggest ideas we may not have thought of, and how they can be used without interfering with the creative process. Finally, we share our vision for the future of generative AI tools and how they will continue to shape our lives. Tune in to get a sneak peek into the future of AI in content creation and editing! Show Highlights: Jennifer's exploration of idea development and content fine-tuning using ChatGPT. Laurie's application of ChatGPT for email content refinement and editing. Laurie's perspective on the two distinctive user categories of generative AI tools. The benefits of employing AI as a content editor or copywriter. The utilization of AI tools for idea generation and brainstorming. Understanding the learning and retention process of ChatGPT, and the reality of training it to emulate a writer's unique voice. Our comparative analysis of ChatGPT and Google Bard - which one is superior? The importance of avoiding over-complicated prompts when working with AI tools. Our views on the balance between human creativity and AI assistance. Follow and Review: We'd love for you to follow us if you haven't yet. Click that purple '+' in the top right corner of your Apple Podcasts app. We'd love it even more if you could drop a review or 5-star rating over on Apple Podcasts. Simply select “Ratings and Reviews” and “Write a Review” then a quick line with your favorite part of the episode. It only takes a second and it helps spread the word about the podcast. People & Resources Mentioned In This Episode: Laurie Ruettimann - website, LinkedIn, Instagram Punk Rock HR / Corporate Drinker podcast ChatGPT Google Bard Vadim Liberman Impact Makers podcast episode 036:  The Random Show — Conversations with My BFF Laurie Ruettimann  Betting on You: How to Put Yourself First and (Finally) Take Control of Your Career by Laurie Ruettimann  Connect with Jennifer: Send her a message [https://jennifermcclure.net/contact/] On LinkedIn: http://www.linkedin.com/in/jennifermcclure On Twitter: https://twitter.com/JenniferMcClure On Instagram: https://www.instagram.com/jennifer_mcclure/ On Facebook: http://www.facebook.com/JenniferMcClureSpeaker *** Episode Credits: If you like this podcast and are thinking of creating your own, consider talking to my producer, Emerald City Productions. They helped me grow and produce the podcast you are listening to right now. Find out more at https://emeraldcitypro.com. Let them know I sent you.

In this special episode of the HRchat Podcast, regular show host Bill Banham shares what's coming up for him on the HR and leadership events front. Listen as Bill gives a run-through of what to expect from DisruptHR London on September 25th. Bill also highlights events happening in October in Milton Keynes, Norwich, Birmingham, and Cambridge. Within this episode, you'll also hear from Disrupt co-founder Jennifer McClure plus DisruptHR London 18.0 speakers Perry Timms and Ben Geoghegan.Check out upcoming Disrupt events produced in partnership with HR Gazette. 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.   This episode is supported by Right Management North America and ManpowerGroup. For 40+ years, Right Management has transformed organizations across more than 75 countries by evaluating, developing, and transitioning their talent. Their strong pool of coaches and leadership experts works closely with candidates to help them identify their strengths, develop new capabilities, or transition to new careers.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 and contact sales@hr-gazette.com. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

A career change is a huge thing that a lot of people are dealing with right now, whether they feel stuck in their current job or they just want to do something different that they enjoy. But how do you position yourself for the job that you want?  As an employee, you've got to figure out how to get noticed to move your career ahead and make sure you're getting the interactions and relationships that you need. That being said, this is a two-way street. Leaders also need to figure out how to provide a safe space and environment for their people to connect, even remotely.  In today's episode, I'm sharing a recording of a conversation I had with Chris Villanueva when he invited me to podcast and chat about networking, relationship building, and how the changing world of work impacts both job seekers and people leaders. Chris is the CEO & Co-Founder of Let's Eat, Grandma, an online resume service that helps professionals rebrand themselves to land interviews for their dream jobs. Recently ranked by The Balance as the best resume service of 2022, Let's Eat Grandma helps people during one of the most stressful areas of life – the job hunt. They've assisted over 7,000+ paying clients with their resumes, and hundreds of thousands more through their blog and the Career Warrior Podcast.  Show Highlights: The future of work, and what both job seekers and HR leaders should be paying attention to The skills that will be most in demand in the workplace of the future Will working virtually affect your career negatively, versus being present in an office? Should job seekers try to negotiate remote work, if it's not part of the job offer? How to properly build relationships and networks when many people are working remotely and networking less How to position yourself for new opportunities when you're interested in making a career change The worst things job seekers do with their resumes that annoy HR and hiring managers   Follow and Review: We'd love for you to follow us if you haven't yet. Click that purple '+' in the top right corner of your Apple Podcasts app. We'd love it even more if you could drop a review or 5-star rating over on Apple Podcasts. Simply select “Ratings and Reviews” and “Write a Review” then a quick line with your favorite part of the episode. It only takes a second and it helps spread the word about the podcast.   People & Resources Mentioned in this Episode: Let's Eat Grandma Career Warrior Podcast https://www.letseatgrandma.com/cwp/    Career Warrior Podcast #274 - The Future of Work for Job Seekers with Jennifer McClure https://www.letseatgrandma.com/blog/career-warrior-podcast-274/    Let's Eat Grandma | Best Resume Writing Service https://www.letseatgrandma.com/    Chris Villanueva LinkedIn https://www.linkedin.com/in/chris-villanueva-cprw/    “The 4-Hour Workweek: Escape 9-5, Live Anywhere, and Join the New Rich” by Tim Ferriss https://amzn.to/3MtaCEA    “Jab, Jab, Jab, Right Hook: How to Tell Your Story in a Noisy Social World” by Gary Vaynerchuk https://amzn.to/3T9l8Tt  Julie Turney / HR@Heart Consulting Inc. https://hratheart.co/%23about    Personal Brand Workbook https://jennifermcclure.net/personal-brand-workbook/   Steve Browne https://www.linkedin.com/in/steveb5/   Connect with Jennifer: Send her a message: https://jennifermcclure.net/contact On LinkedIn: http://www.linkedin.com/in/jennifermcclure On Twitter https://twitter.com/JenniferMcClure On Instagram: https://www.instagram.com/jennifer_mcclure/ On Facebook http://www.facebook.com/JenniferMcClureSpeaker Episode Credits If you like this podcast and are thinking of creating your own, consider talking to my producer, Emerald City Productions. They helped me grow and produce the podcast you are listening to right now. Find out more at https://emeraldcitypro.com. Let them know I sent you.  

I've had the best job in the world for over 10 years now - where I have the privilege of speaking on stages and in training rooms to groups of leaders around the world about how to increase their influence, focus strategically, and make a positive impact at work and in life. When I stepped out on my own in 2010 to start my business, I had a little bit of experience, a healthy dose of confidence, and a whole lot of hope that I could build the relationships, and create impactful presentations that would result in a successful speaking business. But like a lot of things in my life where I tend to jump off the cliff first, and then think about my parachute later, I wasn't fully prepared for what it would take to find my lane, to determine how to set my speaking fees, or how to become a recognized expert. So, queue admission into the school of hard knocks, where I've gained quite an education along the way, and as a result, have ultimately managed to build a business and life that I truly love. Last year, my friend Dr. Daniel Crosby - who is a great public speaker himself, and was a also my guest on episode 14 of the Impact Makers Podcast, where he talked about understanding human behavior to do well, do good and do you - asked if I would join him on his Standard Deviations podcast to talk about what it takes to create great presentations -- and if you're into that kind of thing, how to actually get paid to speak, which is one of the most frequently asked questions we both receive. Over a year later, the content of our conversation is still accurate and timely, and I continue to hear from people in Dr. Crosby's audience who have found it helpful. So I asked him if I could share it with you today, and if you're interested in crafting great presentations, and/or getting paid to speak, I think you'll find it helpful. Topics Discussed In This Episode:​​ My path from HR executive to professional speaker, and why I felt like I needed at least 20 years of work experience before starting. How giving away 10% of my time to help others helped me to get started as a speaker, and discover the work that I truly loved. My personal recipe for crafting a great presentation. What comedians and preachers can teach us about giving great presentations. What adult learning theory tells us about what makes for a good speech. Strategies for determining your speaking fee, what can happen if your price is too low, and how to get paid more. Three books that I recommend for speakers to help with picking a lane, determining your pricing strategy, and building a memorable brand. What Dr. Crosby did that 10x'd his speaking revenue. 3 concrete steps to take to build a profitable speaking business. People & Resources Mentioned In This episode: FREE RESOURCE: 10 Tips To BUILD YOUR BRAND and LAND Gigs as a Speaker! Dr. Daniel Crosby LinkedIn Dr. Daniel Crosby Twitter Standard Deviations Podcast Impact Makers Podcast Episode 014: Understanding Human Behavior to Do Well, Do Good and Do You with Dr. Daniel Crosby Standard Deviations Podcast Episode 14: Jennifer McClure - On Becoming a Public Speaker Centennial, Inc. Mike Sipple, Sr. Michelle Cushatt Million Dollar Speaking: The Professional's Guide to Building Your Platform by Alan Weiss Million Dollar Consulting: The Professional's Guide to Growing a Practice by Alan Weiss Ryan Estis Jane Atkinson The Wealthy Speaker 2.0: The Proven Formula for Building Your Successful Speaking Business by Jane Atkinson Platform: Get Noticed in a Noisy World by Michael Hyatt Laurie Ruettimann Jon Acuff Toastmasters International Connect with Jennifer: Send her a message: https://jennifermcclure.net/contact On LinkedIn: http://www.linkedin.com/in/jennifermcclure On Twitter https://twitter.com/JenniferMcClure On Instagram: https://www.instagram.com/jennifer_mcclure/ On Facebook http://www.facebook.com/JenniferMcClureSpeaker *** Episode Credits If you like this podcast and are thinking of creating your own, consider talking to my producer, Emerald City Productions. They helped me grow and produce the podcast you are listening to right now. Find out more at https://emeraldcitypro.com. Let them know I sent you.  

In this episode of the HRchat podcast, we talk about community building and all things DisruptHR-related. Bill Banham's returning guest is Jennifer McClure, international speaker and co-founder of DisruptHR.Questions for Jennifer include: DisruptHR is ten years old. Congrats! How has it grown and evolved over the years? Also, talk to us about the rollercoaster of 2020 to today.DisruptHR is back! Why is disrupt still relevant and a powerful brand? What are some of the best chapter events you've attended and why?Top DisruptHR talks you've seen/watched?If you could have anyone you wanted (dead or alive, real or fictional) speak at a Disrupt event, who would they be and why? Disrupt continues to expand into new cities and territories. Why should folks think about getting involved with a chapter? What do you look for in new organizers? More About JenniferJennifer is an entrepreneur, keynote speaker, and high-performance coach who works with leaders to leverage their influence, increase their impact, and accelerate results.Frequently recognized as a global influencer and expert on the future of work, strategic leadership and innovative people strategies, Jennifer has decades of in-the-trenches leadership and executive experience working in and with startups, privately held companies, and Fortune 500 organizations in a variety of industries.She is the Chief Excitement Officer of DisruptHR, a global community designed to move collective thinking forward when it comes to talent in the workplace, and she hosts a weekly podcast – Impact Makers with Jennifer McClure – sharing conversations with practitioners, entrepreneurs, authors, and speakers who are changing the world while building careers that they love, and lives that matter.Check out the latest DisruptHR chapter evenThis episode is supported by Right Management North America and ManpowerGroup. For 40+ years, Right Management has transformed organizations across more than 75 countries by evaluating, developing, and transitioning their talent. Their strong pool of coaches and leadership experts works closely with candidates to help them identify their strengths, develop new capabilities, or transition to new careers.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 and contact sales@hr-gazette.com. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

Today, I'm sharing a conversation with you that I had recently with Shari Simpson, who is the Senior Manager of Thought Leadership at Paylocity on the HR Mixtape podcast, which she hosts.  I asked Shari if I could also share the conversation with you because I thought she asked some great questions about the challenges and opportunities that HR leaders are facing in a world where work and employee expectations have changed forever.  We discussed how technology and artificial intelligence impacts HR, as well as how HR can lead in the future of work in the areas of attracting and retaining talent, redefining employee engagement, and connecting employees with meaning and purpose in their work. We also touched on how HR leaders can build their influence, and make a significant impact in their organizations as well as the broader HR community. I encourage you to follow or subscribe to the HR Mixtape podcast so you can listen to more thought-provoking interviews, compliance tips, coffee chats, and the latest HR-related news. Topics Discussed In Today's Episode: Key challenges HR leaders are facing now and in the future of work.  How technology is impacting HR and the workplace, and why HR leaders should take a lead role in identifying and implementing new technologies that affect employees. How the consumer experience impacts the employee experience and affects organizations' ability to be competitive in a challenging labor market. The true meaning of employee engagement, and the biggest levers to make a positive impact. The importance of adopting a learner's mindset, and how to identify resources and thought leaders to learn from in order to identify key insights and strategies that can impact your workplace and career. Tips for how HR leaders can expand their influence, refine their own perspectives and contribute to meaningful conversations in their profession, company, and industry. People & Resources Mentioned in This Episode: Shari Simpson - LinkedIn, Twitter, Instagram HR Mixtape Podcast HR Mixtape Podcast — HR Evolved: Navigating Challenges and Embracing the Future with Jennifer McClure PCTY Talks Podcast — Creating Your Personal HR Brand with Jennifer McClure Re:Thinking with Adam Grant — ChatGPT did NOT title this podcast (w/ Allie Miller & Ethan Mollick) Impact Makers Podcast — Defining Return on Workforce Investment in the Future of Work with Dr. Alexander Alonso Redefining Work Podcast with Lars Schmidt Punk Rock HR Podcast with Laurie Ruettimann Digital HR Leaders Podcast with David Green Kris Dunn - The HR Capitalist  Noah Warder - LinkedIn Tracie Sponenberg - LinkedIn Julie Turney - LinkedIn Subscribe to Jennifer McClure's Impact Makers Newsletter Connect with Jennifer: Send her a message [https://jennifermcclure.net/contact/] On LinkedIn: http://www.linkedin.com/in/jennifermcclure On Twitter: https://twitter.com/JenniferMcClure On Instagram: https://www.instagram.com/jennifer_mcclure/ On Facebook: http://www.facebook.com/JenniferMcClureSpeaker Follow and Review: We'd love for you to follow us if you haven't yet. Click that purple '+' in the top right corner of your Apple Podcasts app. We'd love it even more if you could drop a review or 5-star rating over on Apple Podcasts. Simply select “Ratings and Reviews” and “Write a Review” then a quick line with your favorite part of the episode. It only takes a second and it helps spread the word about the podcast. *** Episode Credits If you like this podcast and are thinking of creating your own, consider talking to my producer, Emerald City Productions. They helped me grow and produce the podcast you are listening to right now. Find out more at https://emeraldcitypro.com. Let them know I sent you.

Learn more about the ever-evolving landscape of human resources and how professionals in the field can advance their knowledge and impact. Jennifer advises HR professionals to share their knowledge and experiences through various platforms to expand their influence beyond their organizations. From blogging to LinkedIn and podcasts, there's an abundance of resources available for learning and staying informed in the HR industry. Tune in to this episode to gain valuable insights into the HR industry, its challenges, the impact of technology, talent attraction and retention strategies, and the pivotal role of employee engagement and experience in driving organizational success. Guest(s): Jennifer McClure, Professional speaker, Business advisor and CEO of both Unbridled Talent LLC, and DisruptHR LLC.

My guest for this episode of Punk Rock HR is Nicole Roberts, HR leader and founder and president of the People Solutions Group. She is a leader, mentor, mom and friend who's also fighting for her life and career after being laid off and diagnosed with cancer. My friend Jennifer McClure, CEO of Unbridled Talent, and I sat down with Nicole to talk about her diagnosis, how she found support through her community and the financial effects of cancer. To read the full show notes for this episode, visit:  https://laurieruettimann.com/supporting-nicole-roberts-her-fight-for-her-life-and-career 

In episode 29 of the Work Positive podcast, host Dr. Joey Faucette speaks with Jennifer McClure to discuss the importance of creating a positive work culture by understanding the relevance of work and equity of exchange for employees. Jennifer emphasizes the need for leaders to get to know their employees and structure their work to align with their interests and strengths. They also discuss the challenges leaders face in making statements that prove the relevance of work and equity of exchange. Jennifer suggests scheduling regular conversations with employees as a practical step toward creating a positive work culture. The podcast highlights the evolving role of employees as stakeholders and the need for leaders to invest in their people for long-term business success. Here is what to expect on this week's show:   ☀️ Jennifer McClure emphasizes the importance of relevance and equity of exchange in employee engagement. ☀️ To create engagement, employees must feel that their work matters and that their time, energy, and talent are being exchanged for something relevant. ☀️ Leaders should take the time to understand their team members and what matters to them to connect their work with meaning and purpose. ☀️ Leaders should regularly schedule conversations with each of their employees to check progress, goals, and struggles and offer support. ☀️ Understanding the challenges of engaging employees in today's work world is key to creating a positive work culture that fosters innovation, agility, and talent retention. ☀️Technology can be leveraged to know team members better and create connections even in remote work environments. ☀️ Ultimately, creating a positive work culture is a symbiotic relationship between stakeholders and shareholders, where people are recognized as the business's most critical asset. Jennifer McClure is a full-time professional speaker and business advisor who helps leaders embrace the future of work and use their influence to create positive, lasting change. She has spoken at over 350 industry-related conferences worldwide, covering topics such as high-impact leadership, talent strategies, and the future of work. Before her career as a speaker, Jennifer served as a Human Resources Executive, Executive Recruiter, and Executive Coach, providing her with rich experiences that shape the strategies and solutions she offers today. On her blog, she writes twice a month on topics like influence, leadership, and personal development. Jennifer is based in Cincinnati, OH, and enjoys horseback riding and listening to podcasts in her free time. Reach out to Jennifer at www.JenniferMcClure.net Visit Disrupt HR: https://disrupthr.co/ ****************************************************************************** Tired of negative work conversations? Get positive with the free course, Something to Talk About https://www.workpositive.today/somethingtotalkabout. Learn more about your ad choices. Visit megaphone.fm/adchoices

Jennifer McClure, owner of Waves of Love Healing, is a certified Sound Healing Practitioner, Reiki Master, Yoga Guide (YTT200) and Light Language Healer. With over 5 years of experience in sound therapy, she is passionate about sharing her knowledge and expertise to help others achieve profound transformations, shifts, therapeutic restoration, and expanded awareness. As a Sonic Alchemist, Jennifer holds space for individuals on their healing journey, with the goal of raising the vibration of humanity, Mother Earth, and the Universe. #healing #energy #harmony #sound #frequency #love #receiving

Jennifer McClure, owner of Waves of Love Healing, is a certified Sound Healing Practitioner, Reiki Master, Yoga Guide (YTT200) and Light Language Healer. With over 5 years of experience in sound therapy, she is passionate about sharing her knowledge and expertise to help others achieve profound transformations, shifts, therapeutic restoration, and expanded awareness. As a Sonic Alchemist, Jennifer holds space for individuals on their healing journey, with the goal of raising the vibration of humanity, Mother Earth, and the Universe. #love #energy #sound #healing #frequency #heart #receiving #harmony

If you're thinking of looking for a new job or switching careers, and you're planning to use the same resume you created 10 years ago, well, that probably won't be too useful. Times have changed, and so has resume writing. There are actually things you need to be intentional with when it comes to showcasing your strengths and making sure you're getting your message across. Today, I'm turning the tables as I've invited Chris Villanueva, the CEO & Co-Founder of Let's Eat, Grandma, an online resume service that was ranked by The Balance as the best resume service of 2022. Chris shares some of his best advice for job seekers and career-changers related to creating resumes, cover letters, and LinkedIn profiles to get them noticed – and to help them connect with their dream job. We also talk about how to overcome some of the challenges that we all face with building new professional relationships in an increasingly hybrid or remote work environment. Show Highlights: The ideal resume length to get your message across Writing a summary of qualifications at the top of your resume instead of an objective statement Focusing on the most relevant job experiences Functional resume vs. chronological resume When to include a cover letter for your resume The current trends in resume-writing How your LinkedIn Profile should differ from your resume The power of using keywords on your resume and LinkedIn profile to assist you in being found for the job you want Chris' thoughts on hidden keywords on resumes How to address gaps in employment on a resume and resume tips for formerly incarcerated individuals The biggest frustrations job seekers have with recruiters and hiring managers How to build relationships in a world where many people are working virtually Why you should invest in a resume writing service to accelerate positive results in your job search Subscribe and Review We'd appreciate you subscribing to this podcast and leaving an Apple Podcasts review. Reviews help others discover and learn what Impact Makers is all about. It only takes a second and helps us out a lot! Supporting Resources: Meta from Workplace https://www.workplace.com/future  Chris Villanueva LinkedIn https://www.linkedin.com/in/chris-villanueva-cprw/  Let's Eat, Grandma https://www.letseatgrandma.com/  Let's Eat, Grandma Career Warrior Podcast https://www.letseatgrandma.com/cwp/  Impact Makers Podcast Episode #66 - My Best Career Advice to Position Yourself for the Job You Want with Jennifer McClure and Chris Villanueva https://jennifermcclure.net/2022/10/13/my-best-career-advice-to-position-yourself-for-the-job-you-want/  Connect with Jennifer: Send her a message: https://jennifermcclure.net/contact  On LinkedIn: http://www.linkedin.com/in/jennifermcclure  On Twitter https://twitter.com/JenniferMcClure  On Instagram: https://www.instagram.com/jennifer_mcclure/  On Facebook http://www.facebook.com/JenniferMcClureSpeaker  *** Episode Credits If you like this podcast and are thinking of creating your own, consider talking to my producer, Emerald City Productions. They helped me grow and produce the podcast you are listening to right now. Find out more at https://emeraldcitypro.com. Let them know I sent you.

We welcome back Jennifer McClure, CEO of Unbridled Talent & DisruptHR in Cincinnati, OH! We talk about the challenges she faced in the pandemic, what she thinks people leaders will be dealing with in 2023, the return of Disrupt events, and the relaunch of the Impact Makers Podcast! This is a super sized episode with one of our favorite humans with more BTS talk than you'd expect in an HR related podcast. Jennifer's recommendations: https://twitter.com/JeffHarryPlay (Jeff Harry) https://www.linkedin.com/in/chris-villanueva-cprw/ (Chris Villanueva) How reach Jennifer: jennifermcclure.net If you'd like to leave us a voice message for episode 250, visit speakpipe.com/hrsocialhour. This episode is sponsored by Mystery.  They work with organizations to bring teams together through magical experiences and powerful insights.  Go to trymystery.com/hrsocial to get two events for the price of one. Join us on the 2nd and 4th Sundays of each month at 7 PM ET for the #HRSocialHour chat on Twitter!  Be sure to check out our storefront (all profits go to charity): https://www.teepublic.com/user/hrsocialhour

A career change is a huge thing that a lot of people are dealing with right now, whether they feel stuck in their current job or they just want to do something different that they enjoy. But how do you position yourself for the job that you want?    As an employee, you've got to figure out how to get noticed to move your career ahead and make sure you're getting the interactions and relationships that you need. That being said, this is a two-way street. Leaders also need to figure out how to provide a safe space and environment for their people to connect, even remotely.    In today's episode, I'm sharing a recording of a conversation I had with Chris Villanueva when he invited me to podcast and chat about networking, relationship building, and how the changing world of work impacts both job seekers and people leaders.   Chris is the CEO & Co-Founder of Let's Eat, Grandma, an online resume service that helps professionals rebrand themselves to land interviews for their dream jobs. Recently ranked by The Balance as the best resume service of 2022, Let's Eat Grandma helps people during one of the most stressful areas of life – the job hunt. They've assisted over 7,000+ paying clients with their resumes, and hundreds of thousands more through their blog and the Career Warrior Podcast.    Show Highlights: The future of work, and what both job seekers and HR leaders should be paying attention to The skills that will be most in demand in the workplace of the future Will working virtually affect your career negatively, versus being present in an office? Should job seekers try to negotiate remote work, if it's not part of the job offer? How to properly build relationships and networks when many people are working remotely and networking less How to position yourself for new opportunities when you're interested in making a career change The worst things job seekers do with their resumes that annoy HR and hiring managers   Subscribe and Review We'd appreciate you subscribing to this podcast and leaving an Apple Podcasts review. Reviews help others discover and learn what Impact Makers is all about. It only takes a second and helps us out a lot!   Supporting Resources: People & Resources Mentioned in this Episode: Meta from Workplace https://www.workplace.com/future    Let's Eat Grandma Career Warrior Podcast https://www.letseatgrandma.com/cwp/    Career Warrior Podcast #274 - The Future of Work for Job Seekers with Jennifer McClure https://www.letseatgrandma.com/blog/career-warrior-podcast-274/    Let's Eat Grandma | Best Resume Writing Service https://www.letseatgrandma.com/    Chris Villanueva LinkedIn https://www.linkedin.com/in/chris-villanueva-cprw/    “The 4-Hour Workweek: Escape 9-5, Live Anywhere, and Join the New Rich” by Tim Ferriss https://amzn.to/3MtaCEA    “Jab, Jab, Jab, Right Hook: How to Tell Your Story in a Noisy Social World” by Gary Vaynerchuk https://amzn.to/3T9l8Tt  Julie Turney / HR@Heart Consulting Inc. https://hratheart.co/%23about    Personal Brand Workbook https://jennifermcclure.net/personal-brand-workbook/   Steve Browne https://www.linkedin.com/in/steveb5/   Connect with Jennifer: Send her a message: https://jennifermcclure.net/contact On LinkedIn: http://www.linkedin.com/in/jennifermcclure On Twitter https://twitter.com/JenniferMcClure On Instagram: https://www.instagram.com/jennifer_mcclure/ On Facebook http://www.facebook.com/JenniferMcClureSpeaker *** Episode Credits If you like this podcast and are thinking of creating your own, consider talking to my producer, Emerald City Productions. They helped me grow and produce the podcast you are listening to right now. Find out more at https://emeraldcitypro.com. Let them know I sent you.

We'll look ahead to the future and discuss the most important things that you should consider when applying for jobs and moving forward in your career. To cover that topic, I brought on the legendary Jennifer McClure – CEO of Unbridled Talent & DisruptHR!Jennifer McClure is an entrepreneur, keynote speaker, and high-performance coach who works with leaders to leverage their influence, increase their impact, and accelerate results. Frequently recognized as a global influencer and expert on the future of work, Jennifer has decades of in-the-trenches leadership and executive experience working in and with startups, privately held companies, and Fortune 500 organizations in a variety of industries. As a top-rated keynote speaker, Jennifer has shared her insights with thousands of leaders at conferences and corporate events around the world with a long list of clients including Procter & Gamble, General Electric, IBM, and many more. Jennifer is also the Chief Excitement Officer of DisruptHR, a global community designed to move collective thinking forward when it comes to talent in the workplace, and she hosts a weekly podcast – Impact Makers with Jennifer McClure.So as you can see, Jennifer is going to be awesome. I'm really grateful to have her on, because we're going to stir up a fun and hopefully inspirational episode to get you thinking about your future.Resources:Get more help on your applications from Let's Eat, GrandmaConnect with Jennifer's on LinkedInCheck out Jennifer's WebsiteCheck out DisruptHRFollow Jennifer on Twitter Like Jennifer's page on FacebookListen to Impact Makers PodcastFollow us:Follow Let's Eat, Grandma on LinkedInCheck us out on InstagramSubscribe to Let's Eat, Grandma's YouTube channel for video podcast highlights Our GDPR privacy policy was updated on August 8, 2022. Visit acast.com/privacy for more information.

Jennifer McClure is the Founder and CEO of Unbridled Talent, LLC, CEO / Chief Excitement Office of Disrupt HR, LLC, and all around awesome person.  Jennifer McClure is also a sought after Speaker and Coach who combines her experiences as a Business Leader, Human Resources Executive, Executive Recruiter and Executive Coach with an educational, entertaining and informative style in order to Educate, Empower and Encourage audience members and clients to unleash their individual potential and enhance their skills as Leaders of People.Consistently rated as a top Speaker at major events and conferences, Jennifer's engaging and relatable style is a mix of inspiration, “how-to”, sharing of best practices and strategic discussion based upon her over 25 years of experience leading human resources and talent acquisition efforts, studying of industry Best Practices and partnering with senior executives to improve their skills and increase their impact.Jennifer has spoken at over 200 industry-related conferences and events, where she has delivered keynote presentations and provided workshops or training in the areas of leadership, executive development, presentation and communications skills and talent acquisition strategies.Connect with Jennifer today at: https://www.linkedin.com/in/jennifermcclure/https://jennifermcclure.net/https://disrupthr.co/How to start a movement: https://www.youtube.com/watch?v=V74AxCqOTvgRebel HR is a podcast for HR professionals who are ready to make some disruption in the world of work.We'll be discussing topics that are disruptive to the world of work and talk about new and different ways to approach solving those problems.Follow Rebel HR Podcast at:www.rebelhumanresources.comhttps://twitter.com/rebelhrguyhttps://www.facebook.com/rebelhrpodcastwww.kyleroed.comhttps://www.linkedin.com/in/kyle-roed/Rebel ON, HR Rebels!  Buzzsprout - Let's get your podcast launched! Start for FREEDisclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the show

John talks with Jennifer McClure — CEO of Unbridled Talent and DisruptHR, keynote speaker, coach, daughter, and mom. Through her company, Unbridled Talent, she provides coaching and strategy consulting services for businesses and business leaders looking for guidance in leadership, executive communication skills, and talent strategy. Listen to this episode to learn more: [01:50] - How she got her start and what led her to where she is today [07:59] - What made her become an HR Guru [11:53] - Why she transitioned from the world of HR to speaking [16:05] - How she created Unbridled Talent  [20:05] - About Jennifer's second company, DisruptHR [23:18] - The meaning behind her CEO title (Chief Excitement Officer) [24:32] - What Jennifer does to develop as a leader  [27:05] - How Jennifer helps other leaders develop their leadership skills [33:02] - Becoming a better speaker [40:31] - Outsourcing HR support for companies who can't afford full-time HR [42:43] - Building her relationships and how they impact her business [48:20] - One habit that she believes every entrepreneur needs [51:55] - Her favorite podcasts NOTABLE QUOTES: "Share what you know." "I love to be out talking with leaders about how they can make the most impact in the world." "My body is my asset. So I have to fuel it, I have to maintain it, I have to take care of it." "My brain and in this body is the asset, so I have to continue to feed it with what is new, what's next, what's the current thinking, what do I agree with, what I what do I not agree with, how do I take what I'm, I'm reading, learning, hearing and formulate my own thoughts, opinions, methodologies about it." PODCASTS MENTIONED: Let's Go! with Tom Brady, Larry Fitzgerald, and Jim Gray (https://tinyurl.com/LetsGoPodcast) Online Marketing Made Easy Podcast by Amy Porterfield (https://tinyurl.com/OnlineMarketingMadeEasyPodcast) Lead to Win Podcast by Michael Hyatt (https://tinyurl.com/LeadToWinPodcast) Punk Rock HR Podcast by Laurie Ruettimann (https://tinyurl.com/PunkRockHRPodcast) BOOK Mentioned: The Shack by William P. Young (https://tinyurl.com/TheShackBookWmYoung) USEFUL RESOURCES: https://jennifermcclure.net/  https://www.instagram.com/jennifer_mcclure  https://www.facebook.com/JenniferMcClure  https://www.linkedin.com/in/jennifermcclure  https://twitter.com/JenniferMcClure  https://www.youtube.com/c/JenniferMcClure  CONNECT WITH JOHN Website - https://thejohnhulen.com     Instagram - https://www.instagram.com/johnhulen     Facebook - https://www.facebook.com/johnhule      Twitter - https://www.twitter.com/johnhulen     LinkedIn - https://www.linkedin.com/in/johnhulen     YouTube - https://www.youtube.com/channel/UCLX_NchE8lisC4NL2GciIWA      EPISODE CREDITS Intro music provided by Tony Palacios - https://www.instagram.com/tonytonedog/     Outro music provided by Jeff Scheetz - https://jeffscheetz.com/    

The world is different than it was 3 years ago, and it is different than it will be 3 years from now. Change is a constant in life and business alike, and as people leaders it's an opportunity that we get to intentionally adapt to these changes along the way.Today on the podcast, Jennifer McClure joins me to answer questions about what changes HR leadership has faced over the years and how it will continue to change into the future. With an emphasis on skills like problem solving, integrity, and relationship building, it's clear that the way forward is by prioritizing our people and their mental health. Tune in as Jennifer shares what mental health skills forward-thinking HR professionals need, how they can learn these skills even when it's not in the budget, and how we can help them navigate their way forward without them burning out.About Jennifer McClure:Jennifer McClure is an entrepreneur, keynote speaker, and high-performance coach who works with leaders to leverage their influence, increase their impact, and accelerate results. Frequently recognized as a global influencer and expert on the future of work, strategic leadership and innovative people strategies, Jennifer has decades of in-the-trenches leadership and executive experience working in and with startups, privately held companies, and Fortune 500 organizations in a variety of industries. Jennifer is also the Chief Excitement Officer of DisruptHR, a global community designed to move the collective thinking forward when it comes to talent in the workplace, and the host of the Impact Makers Podcast with Jennifer McClure.You can connect with Jennifer on LinkedIn, and follow her on Twitter, Instagram, and Facebook.Mentioned in this Episode of Mental Health for Leaders:Jennifer's websiteDisruptHR eventsSHRM Conference Join the monthly digital subscription

Digital advancements and the COVID-19 pandemic greatly transformed the world. For everyone to cope with the rapid changes, especially women in leadership, proper communication is needed. Exploring this topic even deeper with Elizabeth Bachman is Jennifer McClure, CEO and Chair of JEM. Jennifer talks about the need for in-depth internal and external communication today when intranet platforms are rampant. She explains how to build a board composed of diversified expertise and the right way to approach tone-deaf executives. Jennifer also shares tips on how women should express themselves clearly and encourage men to be their trusted allies.

Jennifer McClure is an entrepreneur, keynote speaker, and high-performance coach who works with leaders to leverage their influence, increase their impact, and accelerate results. Frequently recognized as a global influencer and expert on the future of work, strategic leadership and innovative people strategies, Jennifer has decades of in-the-trenches leadership and executive experience working in and with startups, privately held companies, and Fortune 500 organizations in a variety of industries. Provides education, coaching and strategy consulting services for businesses and business Leaders looking for guidance in the areas of leadership, executive communication skills and talent strategy. ♦ Keynote Speaking ♦ Workshops & Training ♦ Executive Coaching ♦ Strategic ConsultingRoss and Jennifer talk about leadership, succession planning, Keynote speaking, building careers, teaching, training, challenging assignments, trying new things to evolve, innovation, working with the best, big commitments, value, growth, preparing for the future. The pair also discuss development, career paths, learning, adaptability, understanding resistance,encouraging and learning from failure, rewarding effort, imposter syndrome, self reflection, bad habits and engaging people. Timecodes:01:01 Jennifer's last keynote02:26 What Jennifer loves and hates about speaking07:19 The most impactful growth during Jennifer's career09:22 The 'Defence Business Board'16:57 Fundamentals of what's going to be essential for the next decade22:41 Increasing employment ability and proactive tips for leaders29:01 Upskilling, reskilling and navigating what's coming33:19 Feeling lost and becoming dislodged to transcending 36:48 Companies transitioning towards performance over learning42:13 If Jennifer was to hire herself47:28 The last time Jennifer did something for the first timeConnect with Jennifer:WebsiteLinkedInTwitterjennifer@unbridledtalent.comConnect with Ross:WebsiteLinkedInMoonshot Innovation 

As you get to know Jennifer, you will see firsthand, an important leadership trait that many leaders are afraid to exhibit and that is transparency and vulnerability. These traits come through in our episode together and are a testament to what tales of transformation is really about.The Toxic Leadership PodcastInstagram: @ToxicLeadershipPodcastTwitter: @ToxicLeaderShow Dr. Kevin Sansberry II is a behavioral scientist and executive coach with expertise in toxic leadership, human capital strategy, and creating inclusive cultures of belonging to enhance organization performance. Over the years, Kevin has focused on providing research-informed solutions in various settings such as higher education, nonprofit, sales, and corporate environments. Follow KEVRA: The Culture Company on Linkedin to keep up with your favorite behavioral scientist, Dr. Sansberry. At KEVRA: The Culture Company, we partner to effectively evolve your organizational culture by focusing on competency development, best practices, and leading research to deliver systemic and innovative solutions for company success. Have a question for Dr. Sansberry? Visit askdrkev.com to send your leadership and organizational-related questions. https://thetoxicleadershippodcast.com/

Change doesn't happen on its own. It requires taking responsibility for your circumstances and doing the deeper work to understand your values and what's really important to you in your life and career.   Today, Blake welcomes Jennifer McClure, an entrepreneur, keynote speaker, and high-performance coach who works with leaders to leverage their influence, increase their impact, and accelerate results. Jennifer has decades of leadership and executive experience inspiring and motivating others to take action through building careers they love and lives that matter.   You'll hear about her rise to the top at a time when she was often the only female in a leadership role and the challenges she faced along the way. The wisdom and experience she shares is a lesson in personal responsibility, offering a powerful reminder that you are capable of taking ownership over your career choices.   The power to create the change you want in your life is in your hands.    What You'll Learn: Why Jennifer choose to lead from Human Resources (6:00) The multifaceted challenges that women face today in their careers (9:27) Why your life and career choices are your responsibility (15:30) Asking the deep questions to really know if a job is the right fit for you (23:28) The consequences of staying comfortable in a job that isn't right for you (27:25) A question to ask yourself now if you're feeling stuck in your career (30:59)   Favorite Quotes: I think we're at the beginning places of a real tide change in terms of corporate America, and bringing humanity back to corporate America in ways that I think it hasn't existed for decades. -Blake It's the right way for leaders to be thinking about both having a place that is successful or an organization that is successful and hitting our goals, but also finding ways for employees to win at work and succeed at life, too. -Jennifer Life is about personal responsibility, but we tend to blame other people when we're not successful. -Jennifer Your circumstances are such a small piece of the puzzle. Truly showing up in leadership is showing up knowing that you have the power to create change, understanding what that change is that you want to create, and then being able to influence others to bring that to fruition. -Blake   Connect with Jennifer:   http://jennifermcclure.net http://disrupthr.co   Download her free Personal Brand Development Workbook designed to help you build your brand and increase your impact by going to https://jennifermcclure.net/PBWorkbook   Additional Resources:   Rather than hoping the grass will be greener, identify what the RIGHT next step is. We can help you do just that.    Get clarity on where you are on your journey to career fulfillment, where you're headed, optional paths to get there, and the right next step to take.   Start your complimentary, Personalized Career Fulfillment Plan by going to www.thebridgetofulfillment.com/plan Want free resources to set your job search up for success? You can get them by going to: http://www.thebridgetofulfillment.com/mistakes

In this episode, JoDee and Susan discuss leadership with entrepreneur, keynote speaker, and leadership coach Jennifer McClure. Topics include why it's important for leaders to have a personal brand, what skill leaders need to develop to get their ideas heard, and what leaders can do to attract and retain talent. Visit www.getjoypowered.com/show-notes-episode-134-taking-a-look-at-the-future-of-leaders-shrm-credit/ for full show notes and links. This episode offers 0.50 hour of SHRM recertification credit. To get SHRM credit for listening to this episode, fill out the evaluation here: www.getjoypowered.com/shrm Follow us on social media: Instagram | LinkedIn | Facebook | Twitter Sign up for our email newsletter at www.getjoypowered.com/newsletter 

Guest: Jennifer McClure, CEO of Unbridled Talent, Chief Excitement Officer DisruptHR and Keynote Speaker “A personal brand is the unique combination of skills and experiences that make you who you are. It is how you present yourself to the world. Effective personal branding will differentiate you from the competition and allow you to build trust with prospective clients and employers.” - Caroline Castrillon In this episode of PCTY Talks, Jennifer McClure and host Shari Simpson discuss: Why a personal brand is important for HR. Where to start in creating a personal brand and best practices. How to own being fired while building your brand. Jennifer McClure is a keynote speaker, high-performance coach, and former Human Resources leader and executive, who works with business leaders to leverage their influence, increase their impact, and accelerate results. Frequently recognized as a global influencer and expert on the future of work, strategic leadership, and innovative people strategies, she has decades of in-the-trenches people leadership and executive experience working in and with a variety of industries and organizations. Jennifer is also the Chief Excitement Officer of DisruptHR, a global community designed to move the collective thinking forward when it comes to the workforce, and workplace of the future. Resources mentioned in the episode: Disrupt HR Branding Workbook

Kevin McCarney is a successful entrepreneur, owner of the restaurant chain, Poquito Mas, public speaker, and mentor. He's also the author of Big Brain Little Brain. Kevin has managed to flip neuroscience into easy to digest language. You can learn about: Neurological responses in our big brain and little brain. What the Little Brain Activators and Big Brain Boosters are and how we could use them. How to “find neutral” and execute awesome communication. How to avoid little brain baggage words and make sure every day is a big brain day. Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services   Find out more about Kevin below: Kevin on LinkedIn: https://www.linkedin.com/in/kevin-mccarney-5989a92b/ Kevin on Twitter: https://twitter.com/bigbrainlegacy Big Brain Little Brain Website: https://bigbrainlittlebrain.com Kevin on Instagram: https://www.instagram.com/bigbrainlittlebrain/ Keving on FaceBook: https://www.facebook.com/BigBrainLegacy   Full Transcript Below ----more----  Steve Rush: Some call me Steve, dad, husband or friend. Others might call me boss, coach or mentor. Today you can call me The Leadership Hacker.   Thanks for listening in. I really appreciate it. My job as the leadership hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you   Today's special guest is Kevin McCarney. He's a successful entrepreneur, restaurant chain owner, speaker, and mentor. He's also the author of Big Brain Little Brain, but before we get a chance to speak with Kevin, it's The Leadership Hacker News. The Leadership Hacker News Steve Rush: There's a communications theme in today's show. So having spoken to hundreds and hundreds of leaders around the world, we've distilled the top five communication hacks to get us going. For many of us and for many companies and industries around the world, communication has changed drastically. And for many of us, our tried and tested communications methods may no longer work as they used to. Now, this might not seem like a big deal, right? But considering how many online collaboration tools there are available, even the choice of your online tool can make a difference to how you are communicating based on quality and experience. And when we change our communications channels, we fundamentally change how we also communicate whether that's conscious or unconscious. So, in the transit to remote working, we all knew video would be an important thing. And a lot of us still try to avoid using video. If we've had a bad hair day or feeling lousy, or we just want to put some really casual clothes on, but think of how many video conference calls you've had, where most of the participants have kept the camera off, what's happening for you unconsciously? Well, Tracy Brower, author of The Secrets to Happiness at work says it's a mistake to avoid using video. And she outlines those reasons as. Video demonstrates responsibility, communicates confidence, will help build trust and rapport, will help you engage, and video can make you memorable to other people. And Tracy goes on to explain, of course, video may not be appropriate all of the time, but situations where it's preferable, take the advantage of making yourself known. When we start skipping into writing, many of our in-person conversations have turned into emails, Ms Teams messages, texts, notes, and project management apps, and intuitively we tend to send simple texts or messages. But the problem is, that you lose a lot of contexts when you turn your verbal words into text. Business Communications Expert, James Chapman explains what this means. And he says, we can't see smiles or friend expressions. We can't hear a person's voice when we read an email, we're missing the details that help us perceive the mood of the moment. All we see are blunt words, black and white. Lacking is an important visual and audrey cues, makes us fill in the gaps. So, hacks when writing? Ask don't tell, direct instructions can often seem as demands, try and avoid using exclamation points or overusing them. But if you do want to make a sentence sound upbeat or happy, then that's the right time to make a statement appear less flat, start your message with a disclaimer. If you're given feedback or addressing a difficult topic, start with a sentence that says you are writing with kindness and a smile, positivity helps. When you're communicating, explain your intent. And it might seem obvious, but there is a real short of digital body language when you were online and on our Teams or Zoom or Slack meetings. And because there are less physical cues to clarify our intent, people assign meaning to all sorts of non-verbal things that we are trying to say, but do so unconsciously. So, the hack here is by stating intent early, people understand where this comes from, where the message comes from, and it removes the ability for them to start deciphering their own meaning of what you're trying to say. Use storytelling to make your message more engaging, think of how many dull meetings you been into it where just didn't really get to understand what the desired outcome would be. The hack here is to zoom out, to think bigger before we go deeper. And sometimes we get so enamored in the deliverable. We lose sight of the larger story or the larger strategy, and we focus too much on the detail and sure detail is incredibly important, but if people understand how it connects to a bigger story, they're more likely to pay attention and more likely to take action. And finally focus on your communications by creating an experience. Jennifer McClure, CEO of UN Bridal Talent and disrupt HR said, that the adoption of a new communication tech wasn't always a strategic, it could have been. Jennifer says that a major failure of adding in new communication technologies is they're often implemented without a clear goal, which leaves holes in our internal communications and other communications tools get added to patch these up and in turn, it makes a mess of the whole communication system, but as communicators, we own it. It's up to us to create an experience that unifies the people that are paying attention. So, use one platform, but use other tools if they add value, if they don't, ditched them. That's been The Leadership Hacker news today. We always love hearing your stories. So please continue to get in touch. Start of Podcast Steve Rush: Kevin McCarney is our special guest on today's show. He's a successful entrepreneur, founder and CEO of Poquito Mas chain of restaurants. He's a speaker, mentor and author, and his latest book is called Big Brain Little Brain. Kevin, we'd delighted to have you on the show. Kevin McCarney: Pleasure to be here Steve. Thank you so much for your time. Steve Rush: So, you have a really great story to tell, and I'd love to kind of get to a little bit about how you arrived and what you're doing today, because it's not a traditional route that you took and actually involved a little bit of an epiphany along the way. So maybe tell us a little bit about the backstory? Kevin McCarney: Yeah, thank you very much. Well, I grew up with a very, very big family where winning the argument was the right of passage. I had four older brothers, two younger sisters and my parents and we we're constantly arguing about different things. And I learned how to win the argument. I learned how to deal with lots of different situations because we moved so much. I think we moved eight times before it was eleven. And so, I got used to reading people before I could even read a book. And I went to work early and I got a job at Universal Studios when I was about 19 and I became a tour guide there and I thought, oh, this is really cool. All I have to do is say the same thing every day, and I'm good, right? And I don't really have to pivot very much. I don't have to think really. And so, it's like, it was fun for me, but then, it was one particular day, you know, I'm this 19-year-old snarky kid. And there was a really hot day. The trams were breaking down because it was over 110 degrees. And all of a sudden, I got a call over the speaker, Kevin, tram on the right. They're all yours. It's a group from Europe, they are not happy, good luck. So, with that, I walk down the tram and I try to make smiles and say hello to people. And they are arms crossed, brow furrow, they were just not going to look at me at all. I get to the front and the leader of the group grabs my arm. He said, take us back to the bus. We don't want to do this anymore. You can't do this to us, and I looked at him. I said, sir, that's way above my pay grade, but you're going to have to sit down because we're moving. And the driver heard me, immediately started moving the van, and this is a three-car tram. So, I have 128 people on this thing. And they're all looking at me like they're angry at me. Like I'm the one who's responsible. And so, my immediate snarky, 19-year-old self-asked the gentleman to sit down, he did, but he looked at me. He says, well fine, but we are not going to have a good time. You cannot make us laugh. We will not enjoy this. And so, I looked at this and I said, okay, in my mind, my snarky 19-year-old says, oh, this is just another argument to win. Right? I'm going to win this argument. I'm just not going to give them a good tour. I'm not going to point things out. I'm not going to show them different things that they've paid to see. I'm not going to do that. And then in the front row of the second car was a family from the Midwest who was completely sunburn like everybody else because of the time in the sun. And they had big smiles on their face and they had t-shirts from the football team that they liked. So, I could see where they were from, but they were smiling at me. And I looked at them and I didn't realize that in a split second, I just made a decision like, wow. Instead of giving a really snarky tour, I'm going to give this family the best tour I can because they're there to have a good time. And so that's what I did. And I began to give that tour to them slowly but surely the people around them came along on the tour and they all started laughing by the end of the tour. Everybody was having a good time and laughing except for the grumpy leader. But it was amazing to me that I didn't even know I had that in me. I didn't know that in a pressure situation, I pivoted from being this kid who wanted to get back at this group to somebody who wanted to make these four people happy because they were smiling. And so, the group said goodbye to me. They were very friendly. But the family waited to speak to me. The father looked at me, said, son, you really turned that group around. Because they were not happy. And I looked at the family and I said, no, you turned them around you. Your smiles gave me permission to switch completely, to a different attitude. And I said, I was going to give completely different tour. It was not going to be friendly. It was not going to be nice. But instead, I gave that tour and the mother of, I can feel her hand to this day, puts her hand on my shoulder. She said, well, I want to thank you for choosing to give us that tour because, we can never were afforded to be in California again. This is the only time and this just made our vacation. Wow, so, I had no idea the power that I had, even as a tour guide, doing my job on these people's life. Steve Rush: It's an amazing story, Kevin, isn't it? You think about the whole principle behind what makes people tick? You could have changed and made a bad day for dozens of people, right? Kevin McCarney: Oh, so many and myself included because what I didn't see until the end, there was one of my supervisors getting off the back row of the tram, because he was auditing me to see how well I was doing. So, you can imagine where my career would've gone and it's a good idea for everything in life, you know, you don't know who's listening sometimes, but in this case, it was a lesson to me. She said chose, that stuck with me for a long time. I'm trying to understand what's happening in pressure situations where you can pivot from one attitude to another one in a split second under pressure. And what I realized and I started doing so much more research on this, which was one of the Genesis of the book, I started making notes on throughout my entire career is how people handle different situations. Steve Rush: What I particularly love about the story, because you tell it in the book is, you've described throughout the book, actually this whole kind of neurological response to how people deal with communication, except you've done it from a non-medical, non textbook perspective and used your own life choices and experiences in playing it back for people to understand in simple terms, right? Kevin McCarney: Yes, absolutely. I started my own restaurant company after that, did a bunch of stuff, then started my company and I realized, okay, I'm learning this stuff myself, how I can manage any particular situation, I can handle pressure. Now, how do I teach my team how to do that? How do I teach other people how to handle these situations? And use a really important segment there, a non-medical, a non-academic language. So, it was easy for people to grasp and they could see it, rather than sounding like, oh, I'm going to use these fancy words. I want to use everyday language so that it made sense in everyday situation. Steve Rush: And I guess that's where the whole notion of Big Brain Little Brain comes from, right? Kevin McCarney: Exactly, and I did enough research to where I started asking everybody and friends of mine, physicians and stuff like that, and you know, it really comes down too, you know, when people drink, their big brain gets cut off from their little brain. The little brain is that reptilian fight or flight brain. And the big brain is that neocortex, all the smart stuff that we know, we know what the right thing is. And what you realize is do different influences, whether they're chemical or environmental have an impact on the way we communicate. Our communication is in constant state of evolution. We're learning from the people around us, but one of the things I noticed and I started really understanding is that the big brain is that brain that's in control. It's genuine, it's thoughtful, its kind, it's a good listener, and it builds trust when you communicate with the big brain. The little brain is that impulsive, sarcastic, snarky, selfish. The brain that snaps back, just a slightest provocation and a really poor listener, and it creates mistrust. And the difference between these two worlds is you're going to have a peaceful life or you're going to have a life that's going to have a lot of bumps of chaos in it. And little brain will create chaos, where big brain will try to come in and clean it up. But if you use your big brain to begin with, you have a much smoother path ahead. Steve Rush: One of the things you said at the top of the show really interested me actually, and it plays on that whole notion of how you read people before you read books. And that's kind of ironic because it turns out that you are dyslexic, and therefore actually you had to rely more on your unconscious behaviors playing out and reading people than you would've done, perhaps working around text and stuff. How much of that did you notice was developing into something over time? Kevin McCarney: You know, so much in growing up. That's exactly what I did. And one of the things that I got really good at reading and again, I didn't read my first book until I was 21. And I was convincing from a friend of mine because I was just so frustrated with the words and everything. But what I got really good was reading tone and I realized how important tone was to every communication. And tone's very difficult in a digital age because I don't think emojis quite give you the tone that they're intended. And so, what I really got to learn was, how much the tone is the message of what you're saying, because you can say the same words in a different tone and they mean something completely different. Steve Rush: Right. Kevin McCarney: I walked into my house one time, 19-hour day. I just want to get in there, sit down and grab some water and relax. And there's 25 choir kids jumping up and down and singing at the top of their lungs. I hadn't known about this meeting, but I opened the door and it's like, okay, what have we got going here? Right. That's what I said, because I had trained myself in situations. But can you imagine if I walked in and went, okay, what do we have going here? Same exact words, but the message to the audience is completely different. And I can tell you, my daughters appreciated the first tone because that's the one I used. And what you really understand, especially as a parent, but also with employees. The tone is the message. And if you can control your tone, you can control the conversation. You can maneuver any conversation. And the most important part of that is that tone is usually the first thing that begins to escalate in a conversation that turns it into a confrontation. Steve Rush: Yeah. Kevin McCarney: I had four, older brothers, I had to get good at this, right. So, I got really good at managing my tone and pulling other people into my tone instead of following them into their little brain tone. Steve Rush: And you call out in the book actually, little brain activators and big brain boosters, right? Kevin McCarney: Yes, that's correct, yeah. Steve Rush: Got it. So, what are they and how would we use them? Kevin McCarney: Little brain and in the book, we have the little brain words in that, but it really comes down too, what people think about you is the last impression that you made on them. So, if you're thinking about, oh, I want to use this company for doing some editing or something and you're thinking, oh, you know what, let me think about which company, and you go to that company and your first thought is going to be the last impression that person made on you, not the first impression, but the last impression. So, if the last impression was that person's rude or disrespectful or abrasive, you're going to be switching to, you know what, let me look at somebody else because what happens is, when we get activated and it could be something as minor as somebody disrespecting our favorite football team and all of a sudden, we think, well, I have to fight for my football team and I have to say something back or it could be cutting off in traffic. Somebody cuts you off and I have to go after them or just somebody being loud in a movie theater. And I think that these are all little everyday situations that if we allow them to annoy us, it gives little brain a lot of power over what we're going to say. So, the idea is, yes, there's going to be things that annoy you and bother you every day. And it could be all these little things. It could be anything at work. It could be things that have been piling up. But if you allow any of these everyday situations to turn that annoyance into a confrontation, then it's because you haven't taken control of that moment. And that's the whole idea buying Big Brain, Little Brain is keep Big Brain in control. Keep Little Brain out of the conversation. Steve Rush: I remember when we first met Kevin, we talked about this whole notion. One of the things that I found really inspirational is your ability to what you call finding neutral. And often that's the bit between where people are activated, triggered, other language in other walks of life. And that emotional response kicks in, is often then too late to tap into your big brain. But you find this bit in the middle called neutral. And I think that's a really essential part, then isn't it, how we then learn how to respond, right? Kevin McCarney: Exactly. And as we mature, we get better at it. And the more we use neutral, the more natural it becomes for us in these situations like where, you know, I walked in and I got surprised, or you get surprised at work with somebody ambushed you with a report. They want you to do anything. But if you can get to neutral and you know, Victor Frankl who survive four different concentration camp, wrote 29 books on human behavior. He had the best line on that. She said between stimulus and response, there's a space. And in that space is our power to choose our response. Steve Rush: Right, yeah. Kevin McCarney: Very much like I chose to give a better tour. And I didn't even know about Victor Frankl at the time. We have a choice, no matter what pressure we're under, whatever somebody has done, somebody's poking us or prorogating us. We still have a choice. And we talk about the fight or flight brain all the time and media and stuff like that. Oh, it's fight or flight, but it's much deeper than that. There's another part of that whole idea is neutral between fight and flight, there is neutral and between and neutral is where you get to pivot and decide where you're going to go. And flight doesn't always mean running away. Sometimes it means stepping out of the way of a problem and fighting doesn't mean you're always going to be confrontational as much as you're going to stand up for yourself if you need to. But the idea behind getting to neutral and having a neutral word and my neutral word as you heard is okay, right. I practice saying, okay, in a very positive tone of voice, because even if, no matter when I'm surprised, I'm going to use my neutral word or my neutral phrase, and we give a whole example in the book. People keep sending me their neutral words. One of them is already or oh really, or interesting, or gosh. Any of these phrases or whatever one people have. And I believe everybody has their own neutral word already. They just don't see it as a tool, and it's a wonderful tool because if you can get to neutral under pressure, it's an immediate awareness that, oh, I had better not let my little brain finish this conversation because it's going to create a problem for me that I got to clean up. That's I got to bring my big brain into here to finish this off. That's what neutral is. And more you use neutral. The more you use that neutral word, the better you're going to be, because it's going to make you stronger and stronger. Steve Rush: So, the Importance of having a neutral word is really essential, isn't it? Cause without it, I guess you would then trigger more little brain activators. Kevin McCarney: Yes, exactly. And I think that what will happen is, you fall into a little brain cycle of, oh, what's the next little brain thing I can use or say, if you don't realize, because the neutral gives you the awareness that you need in that moment. You use your little brain, somebody else is going to respond with their little brain and you just get into a little brain cliche war of talking back and forth and you're get completely off top and you get away from even the conversation you were in, you get more into a reactionary comment. Steve Rush: And without that, can you still get into neutral or does access to big brain become really difficult? Kevin McCarney: No, you can get into neutral at any point. Let's say you've gone down the road a little bit and you may one or two little snarky comments, as soon as you become aware of that, you can go, oh, you know, I probably shouldn't have said it like that. Let me rephrase that. Let me go back. And that's where big brain takes over because it really does. You're constantly evolving in that conversation. You're constantly going to have different moments of awareness, but if you can know that your neutral word is, I see, or oh really? Or you want to take some time and let's say somebody pushed pressure on you. Well, what do you think right now? And in the book, we have a section where we talk about time parachute. Giving you a little time before you answer a question. And, you know, one of the things that I don't like to do is when somebody pushes me, answer this now, right? I go, you know what, I need a little more time to ponder that. That's a really interesting thing. Let me think about that. Let me give that some more thought, let me give it the thought it deserves. Something like a time parachute, gets you out of a lot of sticky situations when you get into them. And I think it's one of those graceful exits that keeps you out of little brain. Steve Rush: It's also gets you straight to neutral. Kevin McCarney: Yes, exactly. And it's a tone of voice. As I never realized how critical it was, but if you watch any movie or any TV, you'll see how manipulative tone can be. Steve Rush: So, in the virtual world, how have you seen this change? So obviously you can hear tone, but I wondered if you could see tone through the way people are typing or the way that they are using emojis in the digital world. Kevin McCarney: Great question. It's more to difficult now than ever because tone is usually decided by the person reading the message, right? So whatever mood they're in, they're going to decide the tone that you wrote that in, whether it is not that tone or not, which is why I always tell people if they get a little brain email from somebody or the little bring text from somebody, instead of trying to out little brain them or out comment them in a text, pick up the phone and just say you know what, or say just say, you know what, can we talk? You know, can we have a conversation? Break away from that medium into a different medium? So, you can really have the time because it's hard to read tone in text, it's just almost impossible, but some people are really good at it. But most people, when it comes to the quickness of communication today, I think the internet has made everybody so fast and impulsive and how quick they think they need to respond. And one of the things we discuss is, no. You don't need to respond right away, give yourself some time, process some of the comments, especially in a business environment or even a family environment where you get an email where somebody was obviously upset or frustrated, you know, it's a good idea to ponder for a little bit before you respond to that. And it really is, go to neutral and think what's the best response I can have for this person in this moment, in this particular communication. Steve Rush: I'd never really joined the dots together actually in so much as when you receive written word, you read it in your own emotive state. Of course, you do. But actually, now you've said it out loud, it makes loads of sense. And that's why lots of people read same text and get a different message, right? Kevin McCarney: Yes, absolutely. And I've been the guilty party on several of those over the years. And I think that one of the things, and I've also been a receiver of so many where I look at something now and I really train myself. And I think that when it comes to communication, we have to constantly being the state of improving, evolving, and training ourselves to get better. We have to practice our verbal muscle memory really to get better at how we respond to different things. And I'm grateful that I've had the time to sort of focus on this for the last several years. Steve Rush: And to help that muscle memory as well in the book you call out some little brain baggage words. I just wonder if you could share to our listeners what they are and how we could maybe use them to help our communication? Kevin McCarney: Yeah, what we call out in the book, there's seven different areas of communication where all these different principles show up that I talk about, whether it's control, tone, words, time, responsibility, power, and awareness. These are the seven areas where all these things can show up, but little brain, again, little brain. These baggage words is the last impression you made. And it's the last thing you said, or the last interaction you had with that person. And so, if your little brain you're going to have under control, you're going to rude. And, you may have under tone, you may have disrespectful and words, abrasive. People know this stuff, they remember this, they remember the little brain component of your last communication, more than they remember the big brain component, because they'll remember if you were immature or snarky, they'll remember that, and a big brain, you know, legacy words, you know, you've got to work harder to make people remember those, whether it's sincerity or trusting or welcoming, considerate, it is two different worlds when it comes to what people think about you. And it really is, you know, essentially your reputation is online with every communication that you do Steve Rush: To your knowledge and experience, is the reason why we can remember little brain words more because it sits in the emotional part of our brain rather than the logical part of our brain? Kevin McCarney: Absolutely, and again, with tone, but a lot of these words are how they make us feel. And the negative feelings are definitely more prominent and it sits there a little bit longer. And, you know, I think that you can erase these words by the way, you can get rid of the negative little brain baggage words by recognizing, oh, with this person. The last time I talked to them, I think I was a little bit rude. So next time I talked to them, I'm going to start off with, you know what, hey, by the way, apologize for last time, I think I was a little snarky or something. You can just take it away. And that's the beautiful thing about, anybody that you've had a difficult communication with. You can go back and look where you may have made a mistake and you can undo it. You can erase it by, going in and literally addressing it and dealing with it so they can say, oh yeah, okay. I remember that, but he said something and he's he apologized or they said, oh yeah, it was for a different reason. The idea is, you always have control over this communication. Even if you said something wrong, you can go back and fix it. Steve Rush: So, I guess falling into the trap of little brain language, little brain words, and baggage words, that's natural behavior because we've learned that way of doing things. And we've learned a response set in response to different emotions or events. So how can we make sure that we are spending more time in the big brain? Kevin McCarney: Well, I think the first thing you can do is, every day you can take a look at where you're at and recognize it. You get up in the morning, you go, okay, what's going on today? Is anything wrong physically? Is there anything bothering you emotionally? What are some of the outside influences that might be controlling you today? And so, if you go through that and go, yeah, you know what? I got this report due and I'm of anxiety. Just go through, and there's a whole list in the book, check them off. There're eight little areas, check them off to make sure that if you know, you've got something, a situation that's going to go into little brain, you know, that going in, which means you can stay in big brain much longer. And it really is a daily checklist of making sure you can do that. The other thing I think is the most important thing is every day, wake up with the idea that if you control your tone, you control your life. Steve Rush: I like that, very powerful, the same words, different tone, different outcome. Kevin McCarney: Yeah, different outcome completely. And that's the greatest lesson, because you know, I've seen it so many times and I've given so many presentations to different groups and you watch sometimes when you talk about neutral, you see light bulbs go off. I have people practice their tones. I go, okay, say this word in an angry tone. Now say this word in a pleasant tone. And when you really use a little bit of tone training, all of a sudden you get people immediately to become aware, oh, and it's because we're not taught this in school or when we are growing up, we gather our information on communication by the environments we're in. And if the environment doesn't teach us, then we've got to go out and find it somewhere else. Steve Rush: So, here's the thing. It's a really interesting point you just come across. Actually, I've had this conversation with a number of people over time. What's the reason we don't teach this stuff at school? Kevin McCarney: You know, I think interpersonal communication is sometimes seen as it's not academic. And it's not something that people have paid attention too. My local school, just beginning to pay attention, because you know, everybody's talking about mindfulness, right? Well, mindfulness begins with the way you communicate. And I'm pushing them to do something along the lines of getting people to communicate. And again, not just about, you know, how to handle confrontations or things like that, but really how to communicate more effectively. And I think from an academic standpoint, they're looking at curriculum and that's all they have time to deal with. So, it's outside the curriculum, and I've spoken at a school every year, locally here to this group of kids because they want this message for that group. And it's outside the curriculum, but it's inside the school. And it's really beginning to help. I think it would be wonderful if more people could do this because you're right. I just think that the academic world is not their fault as much as they're not necessarily aware of this. And even my book, isn't going to be seen by an academic culture as, oh yeah. Even though it's laid out where you can teach this, it's going to be, they have to understand it's not based upon some academic school, this is street psychology. This is observational life psychology. And it's not about white coats and animals testing or putting wires on people. This is everyday life and it's more difficult for people to accept. Steve Rush: And ironically, the more academia we have it's put into work in everyday life, which is the, where the rubber really hits the road. So actually, what you have in absolute terms is the effect of all of that psychology going on, which I think is why it plays out so well. Kevin McCarney: Yeah, I think it does. We have to always understand that we're evolving in our communication every day and every situation and every environment we're in and we can get better at it. And I think that everybody has the ability to get at communicating. And I think that's going to be the challenge. I think that one of my favorite stories is my own story where, you know, I got much better at tone after my five-year-old daughter taught me a lesson when I was under a Christmas tree, trying to put up some lights. And I saw her walking up the steps of a ladder, and I said, Caitlyn, get down from there, right. And then she did, she kept walking up and I yelled again. Caitlyn, get down from there, raise my voice, right. And I get out from the tree and I'm about to launch a very louder, angry tone. And she looks at me and she's got an angel in her hand. She wants to put it on top of the tree. I did not see that, which is a metaphor for life. We don't see everything, you know, that we react to. And I looked at her and she looks at me and I said, Caitlyn, it's dangerous. You've got to get down from there. And this five-year-old looks at me, she goes, I like that tone better daddy. Steve Rush: Wow. Kevin McCarney: Wow. Steve Rush: How interesting is that? Kevin McCarney: Yeah, because if we're tuning into our kids, they're much more pure in their communication. They're much cleaner in their communication. They're not muddled, by all the other extra words, they know what they're reading, they're reading tone. So, it's a wonderful lesson for me. It was a wonderful lesson and it still is. Steve Rush: Yeah. Kevin McCarney: But it really comes down to, we're constantly evolving and don't ever think that we've learned enough to where we don't have to learn anymore about communicating. This is everyday communication. We still have to get better at it. Steve Rush: And it'll always be evolving because the world's changing. The way we communicate changes, the medium in which we do so changes and in therefore our response to it. So, it'll always be something that's new and fresh for us to get into, right. Kevin McCarney: Exactly, and I'm grateful. We got podcasts like yours, that are out there to get the word out to more people. Because I think podcasts have been one of the greatest things that the digital generation has created. More information, more sources of good information where people want to take the time to listen. The idea that there's taking the time to listen to a podcast. They're not just looking at something on a screen, but they're listening is fantastic because we have to train people to listen more. Because that's when they start thinking things through when they're listening. Steve Rush: Yeah, superb and thanks for endorsing our podcast as well. And the genre, because I'm with you, right. This is a means to help people and grow people's awareness. And actually, the more we can do that collectively as an entire community, then the better. Kevin McCarney: Yeah, absolutely. My goal is to get the entire world to neutral for a while. Steve Rush: Yeah. Kevin McCarney: You know, so we can pivot and be more productive. Steve Rush: So, I'm going to ask a step into neutral as we now pivot into the next part of our show. Kevin McCarney: Okay. Steve Rush: So, this is part of the show where we start to tap into your broad and extensive leadership career and I'm looking for you to kind of tap into all of that experience and think about, what would be the top three leadership hacks you could share with our audience? Kevin McCarney: Probably one of the most important is something that came out of a situation again where I had employees not talking to each other and they were grunting. And I finally sat one of them down and said, listen, there's a meeting coming up. The other, person's not going to be here. I want you to say three things that person does really well at the end of the meeting, and then end the meeting. And he did a wonderful job of doing that. And the next day after that meeting where the person who he wasn't speaking to wasn't there, but the next day he walked in and all of a sudden that person was speaking to him and being very friendly. And what we noticed is that, without her being there, he used what we now have labeled as good gossip. Good gossip is one of the greatest leadership hacks ever because you can strategically use it. It has to be honest, otherwise it won't work, but it's strategically talking nice about somebody or saying nice about somebody behind their back, because it does multiple things. In today's world, it gets back to everybody, there are no secrets anymore. You can't whisper, that doesn't make a different. People just turn up the sound. And when it comes to that internal communication of a company. Gossip is a cancer where good gossip is a cure. Steve Rush: Fantastic. Kevin McCarney: Because if you can say nice things about people behind their back, it not only makes that person to feel good, because they'll hear it, but it makes the people that are listening to you, trust you because now they're getting, oh, that's really cool that they're saying something nice about somebody because that elevates their trust level in that person. So, I would say, definitely say one of my hacks would be good gossip because it's absolutely incredibly powerful and incredibly useful. The next thing I would say is, control your tone. You know, it is probably the most important thing and practice your tone. And I think that, you know, realize that no matter what situation you're in, you always have a choice. You always have a choice. You don't have to do or say anything. You always have a choice. It's going to be to understand and really use these words, say it to yourself. How I can communicate is who I am. And how you communicate is who you are. And if you can understand it, how you communicate and that the words you use today are going to be with you forever. Especially in this environment, we're in where everybody's got a recording device on their hip. The words you use today will follow you forever. So, choose the words you want to follow you. Steve Rush: I love those. I particularly love the good gossip. I think it's just a great notion and would drive so many positive outcomes. Kevin McCarney: I saw it work and we still see it work so often. And again, watch it even amongst your own friends and watch how they respond when you're talking good about somebody who's not there. And it's a way we can train people to use good gossip because it travels the same path as gossip, exactly. But it has completely different and much more productive results. Steve Rush: So, the next part of the show, we call it Hack to Attack. So, this is typically where something hasn't worked out as well as you'd thought and would work out or maybe it's quite catastrophic, but as a result of it, there is a learning experience for you. And it's now a positive in your life or work. So, what would be your Hack to Attack Kevin? Kevin McCarney: Well, I think that the thing that has taught me the most is standing behind the counter at the restaurant for the first seven years and realizing because I was so good at winning arguments, you know, customers would come in and they would say something and I know I'm right, right. I knew that they ordered the food wrong or something. And I kept trying to win the argument with the customer. And only realize is it's not that the customer's always right. They're not, and I don't want to throw employees under the bus. Oh, the customer's always right. The customers not always right. But in the pressure of the moment, customer actually believes that they're right. And I learned that lesson a couple times when I was trying to win the argument and I saw people storm out and I realized, gosh, how do I get that person back? I don't want to win the argument. I want to win that moment. I want to win that person back. So that was part of the Genesis of what we're talking about is that, I had to learn that winning the argument is sometimes losing. And it's not that the customer's always right. Again, they're not. The customer believes though in that moment that they're right. And you have to bring them back. You have to bring them back to your reality because we're in the hospitality business, we're in the business of bringing people back to life. I realized when I was behind the counter that I'm in the business of serving people with low blood sugar. Steve Rush: Yes, it's true actually, right. Kevin McCarney: So, they walk in, they're hungry. So, they're not necessarily mentally exactly who they normally want to be. And so, if you get anything wrong, it's physiological. They're hungry. So, what I learned is, oh, okay. There's a physiological state here that I'm dealing with. I have to train all my people, how to deal with people in this age, because our job is to bring people back. I want to bring as many people back, you know, there was situation in a restaurant where a customer got completely out of control, and we were able to bring her back and to the point where she apologized. And when I tell my employees right now, I said, look, the word restaurant comes from the word restaurant it's a French word, right? And it comes from a 1765. A guy named Boulangers in Paris is the story that Marion Webster puts out there. Couldn't get into any of the food union. So, he created his own little soup and stews place, and he put a sign, at his window, come in you weary traveler. And my stews will restore you. And it's the perfect idea of what the restaurant business is all about. And I think any business, really. People are looking to be restored. They're looking for something to make them feel good, whether it's listening or whether it's eating, they're looking for something and make them feel good. So, they're going to come back to something that makes them feel good. I'm in the business of restoring people. They come in, they're hungry. Somebody was angry at work. Our job is to send them back out restored. My employees have done a wonderful job of doing that for 37 years. Steve Rush: And what's made Poquito Mas so successful Kevin? If you put communication at the heart of all of that, right? Kevin McCarney: Absolutely, communication and honesty and freshness. And just knowing that your customers are human and your employees are human and you know what? You're going to work with whatever situation comes up, it will be fine. I can't say I'm not surprised, but I'm not shocked by many things anymore. Steve Rush: Now the last part of the show. We get to give you a chance to do some time travel. You get to bump into Kevin at 21, and you get to give him some advice. So, what would it be? Kevin McCarney: Listen more than you speak, because you will learn so much more and you will know what to say when you do speak. Because my 21-year-olds self was not a great listener. And I think that listening was probably the one lesson that I learned gave me the most insight. Do that, listen, and don't be in a hurry. Steve Rush: Really powerful words, really powerful. Love it. Now, having listened to you today and knowing all the great work you do, Big Brain Little Brain, by the way, is a great read. It's packed of tools and traps you call it. So, if folks will listen to this, I wanted to copy of the book or wanted to learn a little bit more about your work Kevin, where's the best place for us to send them Kevin McCarney: bigbrainlittlebrain.com. And you can go to kevin@bigbrainlittlebrain.com. And I return all my emails and you can click on the link and get to Amazon to buy a book and please leave a review, good or bad, leave a review, whatever you feel about it. I think it's the most important thing right now is to get the word out to people. Steve Rush: And of course, unless you're in California, you're unlikely to bump into Paquito Mas. Kevin McCarney: Yes, absolutely. Paquito Mas is in LA. We've got eight locations. We've been around, like I said, 37 years and we make everything from scratch every day. Every tortilla, everything. So, it's good food. And you know, we're still in business and I feel grateful that we've survived this last year and a half. And I know that no matter what's ahead of us, we'll deal with it. Steve Rush: Yeah. Kevin, thank you ever so much for sharing your stories and helping us all find our neutral word. I think that's the goal for the day and sharing your wider experience with us and just thanks of being part of our community on The Leadership Hacker Podcast. Kevin McCarney: Well, Steve, I can't thank you enough for doing this. I listen to your stuff and it's just such so healthy to listen to a program like this. It's healthy, and I appreciate you're here Steve Rush: And I appreciate you too. Thanks, Kevin. Kevin McCarney: All right, sir. Closing   Steve Rush: I genuinely want to say heartfelt thanks for taking time out of your day to listen in too. We do this in the service of helping others, and spreading the word of leadership. Without you listening in, there would be no show. So please subscribe now if you have not done so already. Share this podcast with your communities, network, and help us develop a community and a tribe of leadership hackers.   Finally, if you would like me to work with your senior team, your leadership community, keynote an event, or you would like to sponsor an episode. Please connect with us, by our social media. And you can do that by following and liking our pages on Twitter and Facebook our handler there: @leadershiphacker. Instagram you can find us there: @the_leadership_hacker and at YouTube, we are just Leadership Hacker, so that is me signing off. I am Steve Rush and I have been the leadership hacker.  

Welcome to Life in the Leadership Lane where I am talking to leaders making a difference in the workplace and in our communities. How did they get to where they are and what are they doing to stay there! Buckle up and get ready to accelerate in the Leadership Lane! This week, I am talking with Jennifer McClure, Founder and CEO, Unbridled Talent and DisruptHR How did Jennifer get started in her career? What led her to the world of coaching and speaking? When did Jennifer “find her lane” in her career? How important have mentors been for Jennifer on her journey? What does Jennifer share about networking? What does Jennifer share about the importance of personal branding? What does Jennifer share about self-leadership? What does Jennifer share about the future of work? What does Jennifer share about the great resignation? What is a leadership practice Jennifer shares that helps in her every day? What advice does Jennifer share that has helped her and now shares with others? …and more as we spend “Time to Accelerate” with a few more questions. Interview resources: Favorite quote(s) from Jennifer: “When I've inspired you to make a change or to believe in yourself, then I know that I'm in my purpose.” “Real networking is the connection” Connect with Jennifer on LinkedIn https://www.linkedin.com/in/jennifermcclure/ Follow Jennifer on Twitter https://twitter.com/JenniferMcClure Learn more about Unbridled Talent https://jennifermcclure.net/ Download Jennifer's Personal Brand Workbook https://jennifermcclure.net/personal-brand-workbook/ Visit Jennifer's speaking page https://jennifermcclure.net/speaking/ Podcast mentions: Malcom Gladwell Revisionist History, Jane Atkinson The Wealthy Speaker, Laurie Ruettimann Punk Rock HR, Katelin Holloway All Hands, Amy Porterfield Online Marketing Made Easy Find Bruce's new book “Life in the Leadership Lane Find Bruce's Book “Find Your Lane” Find Bruce Waller's Leadership Journal “Milemarkers” Visit Bruce's Blog “Move to Inspire” https://brucewaller.com/blog-2/ Connect with Bruce on LinkedIn https://www.linkedin.com/in/brucewaller/ Connect with Bruce on Twitter https://twitter.com/BruceWaller Connect with Bruce on Instagram https://www.instagram.com/bruceww300/ Connect with Bruce on Facebook https://www.facebook.com/brucewwaller Do you need relocation support for your next household goods or commercial office move across the US? Reach out to Bruce or visit Armstrong Relocation https://www.armstrongrelocation.com/ Visit www.brucewaller.com for more information on Life in the Leadership Lane podcast and more!

In this week's episode Patrick Cournoyer is joined by Jennifer McClure, the CEO at Unbridled Talent & DisruptHR. They discuss her thoughts on both engagement and connection in the workplace, how they align, and how they are different.

Kathleen concludes her discussion with Jennifer McClure,  the Chief Executive Officer of Unbridled Talent and Chief Excitement Officer of DisruptHR. In part two, Jennifer talks about some of the best ways to network online, the inspiration and importance of DisruptHR, and her dream podcast guest.

Kathleen welcomes keynote speaker, influencer, and executive coach Jennifer McClure. Jennifer is the Chief Executive Officer of Unbridled Talent and Chief Excitement Officer of DisruptHR. Jennifer has over 25 years of experience leading HR and talent acquisition efforts, studying industry best practices, and partnering with senior executives to improve their skills and increase their impact. In part one, Jennifer shares how she first got involved in the world of HR and recruiting, her favorite Zig Ziglar quote, and why she created Unbridled Talent.

Early in May, the Workforce Investment Disclosure Act was introduced in Congress. Also referred to as Human Capital Management Disclosure, it will require public companies to disclose information about their workforce management policies. If the act is passed, these companies will need to include specific HR metrics in their public filing. What does this mean for your business? Many claim this act will be a game-changer and finally make companies to walk-the-talk when it comes to touting “people are our most important asset.” To help cut through all the noise, we reached out to Jeff Higgins, Founder and CEO of Human Capital Management Institute (HCMI). Jeff advised Rep. Cindy Axne and Sen. Mark Warner on this legislation. Jeff discussed: What your need to know about human capital disclosure requirements What prompted the SEC to mandate human capital disclosure requirements What this trend has to do with the recent push for Diversity, Equity and Inclusion (DE&I) The consequences for businesses that fail to properly report human capital metrics or don't report at all During our second segment, Jennifer McClure, CEO of DisruptHR, introduced the Geeks Geezers Googlization audience to DisruptHR and updated us to its post-pandemic future. GGG host is a past presenter on the DisruptHR stage. Watch his appearance here.

I'm so excited to introduce our guest on this episode. Jennifer McClure is the CEO of DisruptHR and Unbridled Talent LLC, a consulting and advisory firm providing services to clients in the areas of keynote speaking, leadership, executive communication skills and talent strategy. On this episode with Jennifer, we talk about an evolving idea of disruption in what feels like an exhaustively disruptive 2020 and 2021. Here is what you'll learn in this episode: 1. What disruption looks like while getting back to “precedented” times and how to disrupt thoughtfully. 2. The capabilities needed for the next generation of leaders and HR leaders in a human-centered workplace. 3. The characteristics of the future human-centered workplace and what to prepare for. Connect with Jennifer on LinkedIN, Instagram or Twitter Web: Disrupt HR, Unbridled Talent, LLC --- Send in a voice message: https://anchor.fm/humanlypossible/message Support this podcast: https://anchor.fm/humanlypossible/support

Jennifer McClure made just $12,000 in the first year of her business consulting firm, Unbridled Talent. Despite being an introvert, finding clients wasn't the problem. A lack of systems and knowledge—like how to send an invoice—was. On episode 93, Jennifer tells us about growing her business, how she learned to network, and how stepping out of her comfort zone led to the creation of DisruptHR. The event invites atypical speakers to share their best ideas in 5 minutes, with 20 slides and 15 seconds per slide. In the past eight years, Disrupt event have happened in 158 cities across 37 countries. An avid horse-lover, Jennifer also shares an incredible leadership lesson she learned from her horses. Show Notes: - About Jennifer and Unbridled Talent: https://jennifermcclure.net/ - Learn about DisruptHR: https://disrupthr.co/

In this week's episode Patrick Cournoyer is joined by Jennifer McClure, the CEO at Unbridled Talent & DisruptHR. They discuss her thoughts on both engagement and connection in the workplace, how they align, and how they are different.

As you get to know Jennifer, you will see firsthand, an important leadership trait that many leaders are afraid to exhibit and that is transparency and vulnerability. These traits come through in our episode together and are a testament to what tales of transformation is really about.Guest BioJennifer McClure – CEO of Unbridled Talent LLC & DisruptHR LLCJennifer McClure is an entrepreneur, keynote speaker, and high-performance coach who works with leaders to leverage their influence, increase their impact, and accelerate results. Frequently recognized as a global influencer and expert on the future of work, strategic leadership and innovative people strategies, Jennifer has decades of in-the-trenches leadership and executive experience working in and with startups, privately held companies, and Fortune 500 organizations in a variety of industries. As a top-rated keynote speaker, Jennifer has shared her insights with thousands of leaders at conferences and corporate events around the world. Clients include Procter & Gamble, General Electric, IBM, SAP, Bloomberg, Charles Schwab, Stryker, LinkedIn, Notre Dame University, Society for Human Resource Management, Association for Legal Administrators, and Association for Talent Development.In her informative and entertaining keynote programs and workshops, she shares a blend of research, best practices, case studies and storytelling which leaves audience members inspired and motivated to take action when they return to work.Jennifer is also the Chief Excitement Officer of DisruptHR, a global community designed to move the collective thinking forward when it comes to talent in the workplace, and she hosts a weekly podcast – Impact Makers with Jennifer McClure – sharing conversations with practitioners, entrepreneurs, authors and speakers who are changing the world while building careers that they love, and lives that matter.Website: http://jennifermcclure.netWebsite: http://disrupthr.coLinkedIn: https://www.linkedin.com/in/jennifermcclureTwitter: https://twitter.com/JenniferMcClureFacebook: https://www.facebook.com/JenniferMcClureSpeakerImpact Makers Podcast: https://jennifermcclure.net/category/podcast/The Toxic Leadership PodcastInstagram: @ToxicLeadershipPodcastTwitter: @ToxicLeaderShow Dr. Kevin Sansberry II is a behavioral scientist and executive coach with expertise in toxic leadership, human capital strategy, and creating inclusive cultures of belonging to enhance organization performance. Over the years, Kevin has focused on providing research-informed solutions in various settings such as higher education, nonprofit, sales, and corporate environments. Follow KEVRA: The Culture Company on Linkedin to keep up with your favorite behavioral scientist, Dr. Sansberry. At KEVRA: The Culture Company, we partner to effectively evolve your organizational culture by focusing on competency development, best practices, and leading research to deliver systemic and innovative solutions for company success. Have a question for Dr. Sansberry? Visit askdrkev.com to send your leadership and organizational-related questions. https://thetoxicleadershippodcast.com/

Jennifer McClure, business advisor, speaker, podcaster, and former HR executive, shares how she: Networks in a natural way that works, even for those who hate networking Approaches personal branding and preparing for a job change, even if you haven't updated a resume in years Made the leap from the corporate…

About Jennifer McClure Jennifer McClure is a sought after Speaker and Coach who combines her experiences as a Business Leader, Human Resources Executive, Executive Recruiter and Executive Coach with an educational, entertaining and informative style in order to Educate, Empower and Encourage audience members and clients to unleash their individual potential and enhance their skills as Leaders of People. Consistently rated as a top Speaker at major events and conferences, Jennifer’s engaging and relatable style is a mix of inspiration, “how-to”, sharing of best practices and strategic discussion based upon her over 25 years of experience leading human resources and talent acquisition efforts, studying of industry Best Practices and partnering with senior executives to improve their skills and increase their impact. Jennifer has spoken at over 200 industry-related conferences and events, where she has delivered keynote presentations and provided workshops or training in the areas of leadership, executive development, presentation and communications skills and talent acquisition strategies. About HR Like a Boss In late 2018, John began working on a presentation centered around the key concept that the best human resources professionals he knows have a unique understanding of the financial and business side of their organizations. In fact, some of the best are business people first and human resources professionals second. After delivering the fourth presentation to a local SHRM chapter the idea for writing a book was born. And everyone knows the best way to write a book about gaining expertise is to talk to the experts. These chats build the foundation for "HR Like a Boss" the book while providing game-changing advice from those conducting human resources "like a boss." --- Send in a voice message: https://anchor.fm/willory/message

Guide Live B2B Jam Session_ Jennifer McClure See acast.com/privacy for privacy and opt-out information.

Looking for SHRM PDC credits? Look no further! We've got you covered—take a listen as our hosts sit down with Jennifer McClure, CEO of Unbridled Talent and DisruptHR to discover what it takes to disrupt an entire industry and create lasting change. Then hear all about the play book that IS the interview process with William Tincup, President and Editor-at-Large of RecruitingDaily.com. If you would like to receive SHRM professional development credit for listening to today's episode, follow the link: motivosity.com/recertification-credit/

In this episode, DisruptHR CEO Jennifer McClure talks about personal branding and how you can effectively use your LinkedIn profile to build your brand. Jennifer has been a featured speaker at over 350 HR events both in the U.S. and around the globe. She has been sharing her knowledge on the Future of Work, Talent Strategies, and Developing High Impact Leadership. With her knowledge on both sides of the hiring and talent development process, she will share her journey, some key ideas to consider when developing your brand, and how you can most effectively share your story in today’s marketplace.  We'll dive deeper into these concepts: Her journey and how that might give you some ideas Her thoughts on using LinkedIn Some ideas on the modern resume How to build your network Now, for some action steps: Download the free worksheet: Three Steps You Need for a More Productive Workday Resources: Jennifer McClure’s website: https://jennifermcclure.net Jennifer’s blog (where you can find a resource on branding): https://jennifermcclure.net/blog/ DisruptHR’s website: https://disrupthr.co/   Connect with Me: LinkedIn Facebook   Please leave a Rating and Review:Since this podcast is new, I’m asking for Apple Podcasts reviews. Reviews help others discover and learn what Leading the Factory Forward is all about. I thank you so much for being here and I’ll see ya next time on Leading the Factory Forward. — Lynn   *** Episode Credits If you like this podcast and are thinking of creating your own, consider talking to my producer, Danny Ozment. He helps thought leaders, influencers, executives, HR professionals, recruiters, lawyers, realtors, bloggers, coaches, and authors create, launch, and produce podcasts that grow their business and impact the world. Find out more at https://emeraldcitypro.com  

Today I'm talking with Jennifer McClure, a former executive recruiter and HR executive who offers a wealth of knowledge on the subject of corporate leadership. Jennifer is here to talk to us about developing corporate leaders and the importance of employee appreciation.   People don't leave companies, they leave managers It seems like common sense that people want to be appreciated, they want to feel like the work they do, matters. We'll discuss the old adage that people don't leave companies, they leave managers and how employees want to know that someone's paying attention. It may be easy for people to jump ship when times get tough, if they don't feel a connection with management, so we'll cover how to avoid this downfall.     When you think you're doing it right, but you're not Jennifer will share with us, a time she thought she was doing everything right, until she found out she wasn't. One of her best employees left, and thankfully, that employee opened up to Jennifer about why she was leaving. This gave her the opportunity to make changes in the way she managed, and create more meaningful connections with the employees under her care.   Episode Highlights: People don't leave jobs, they leave managers Managing people the right way How to create meaningful connections with your employees Making your appreciation intentional Avoiding stereotypes, especially about generations The importance of feedback How technology has allowed us to be more connected Until next time, lead well!  Bill    Connect with Jennifer McClure:Podcast: Impact Makers Podcast with Jennifer McClure Facebook: http://www.facebook.com/JenniferMcClureSpeaker Instagram: https://www.instagram.com/impactmakerspodcast/ LinkedIn: http://www.linkedin.com/in/jennifermcclure Twitter: https://twitter.com/JenniferMcClure   Connect with Bill: Book a time to speak Web: https://www.theinnovatusgroup.com LinkedIn: https://www.linkedin.com/in/bill-perry/ Twitter: @innovatusgroup Instagram: https://www.instagram.com/thebillperryshow/   *** EPISODE CREDITS: If you like this podcast and are thinking of creating your own, consider talking to my producer, Danny Ozment. He helps thought leaders, influencers, executives, HR professionals, recruiters, lawyers, realtors, bloggers, coaches, and authors create, launch, and produce podcasts that grow their business and impact the world. Find out more at https://emeraldcitypro.com   

Jennifer McClure is an entrepreneur, keynote speaker, and high performance coach who works with leaders to leverage their influence, increase their impact, and accelerate results. Jennifer is also the Chief Excitement Officer of DisruptHR, a global community designed to move the collective thinking forward when it comes to talent in the workplace, and she hosts a weekly podcast – Impact Makers with Jennifer McClure – sharing conversations with practitioners, entrepreneurs, authors and speakers who are changing the world while building careers that they love, and lives that matter. Learn More from Jennifer: https://twitter.com/JenniferMcClure https://www.facebook.com/JenniferMcClure linkedin.com/in/jennifermcclure http://unbridledtalent.com/

Your team is the core to your business survival. Jennifer McClure shares what it takes to build a great team and keep them engaged with your company's vision. ThinkLikeAJournalist.com See the show notes.

HR Happy Hour Episode 126 - 'The Senior HR Executive Conference Recap' Thursday November 17, 2011 - 8:00PM ET Call in on 646-378-1086  - Follow the backchannel on Twitter - hashtag #HRHappyHour This week I attended and co-presented along with Trish McFarlane and Jennifer McClure  at the Conference Board Senior HR Executive Conference in New York City. It was a great event, and this week on the show we thought it might be a good idea to share some of the common themes and issues that many of the most senior HR leaders at some of the world's largest companies are facing. We will touch on talent management, leadership development, social networking and more.  What are the Senior HR Leaders talking, thinking, worried about? Tune in and learn more!