Podcast appearances and mentions of karl ahlrichs

When it comes to unclogging the CPA pipeline, Karl Ahlrichs (an HR professional and thought leader who's also bilingual in accounting) doesn't believe you  should emulate tried-and-true best practices. In a world that's seemingly evolving at the speed of light, you should instead point your attention to what's next -- from hiring practices to upskilling the staff you have. Episode HighlightsDefining 'Best' vs. 'Next' practices (03:33)'Next' practices as they relate to hiring (15:03)Halting high-performer turnover (22:47)How hiring the wrong people harms morale (32:02)Given recent Great Recession data, does organizational loyalty still exist? (37:20)To learn more about Karl and his work, visit ExpertSpeaks. 

Generative AI programs (like ChatGPT) have tremendous potential to deliver new efficiencies and capabilities to the workplace, but what do these new tools mean for HR, both in using them, and the myriad of concerns they raise? In this episode of Honest HR, host Wendy Fong speaks with Karl Ahlrichs, Senior Consultant at Gregory & Appel, on how HR professionals can use AI ethically and responsibly, and develop the critical thinking skills necessary to do so.Earn 0.75 SHRM PDC for listening to this podcast; all details provided in-episode.Episode transcript

"As a leader, you have to know your people and be aware when their behavior changes." Karl Ahlrichs In today's episode, we are joined by Karl Ahlrichs. Karl specializes in helping professionals make order from chaos. He's a national speaker, author, and consultant presenting on people issues in all industries and is often quoted in the local and national media. Karl's experience is ideally suited for times of organizational change, as he pulls up on risk management and organizational development theories to replace best practices with next practices. He owes much of his communication mastery to working as a writer and editor in daily media, to the on-the-job writing experience, and to the process of becoming a published author. Karl Joined Gregory and Appel insurance in 2010 after serving as the founding partner of Exact Hire, bringing his HR operations diversity and belonging in learning and development skills. Karl's affinity for design, composition, and learning started at a very young age by taking and examining 1000s of boring pictures with the goal of improving his craft. In 2003, he was named the Society for Human Resource Management (SHRM) Human Resource Professional of the Year for the state of Indiana. He is also on boards of several organizations, including the Maryland Society of CPAs. What motivates high performers only comes from a quality relationship with a boss they respect, and that only comes from intentional conversation where the boss appears to listen to them. Money is a very small part of why employees quit. Leadership requires somebody with communication skills. However, there is a heightened hunger for empathy, where the leader shows their team that they're invested in them as people, not just employees. Empathy goes beyond attention and means being willing to say, 'I feel your pain without being judged or called out.' The topic that is never discussed enough is mental health. When a person is in pain, all they can think of is the pain. When the person is not in pain, they can think about anything and everything. As a leader, you have to know your people and be aware of when their behavior changes. When someone has a mental health issue, they exaggerate their core behaviors and become more of what they are. When your people exhibit extreme behavior, pull them into privacy, make good eye contact and ask if there is anything you should know. Leaders should also ensure that they look after their own mental health so that they can be prepared and tuned in to their teams' mental health. To learn more, and for the complete show notes, visit: petermargaritis.com Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode we again visit the idea of the Great Resignation. Karl Ahlrichs joins me for a chat about what C-Level executives need to know. Check out this post by Karl Ahlrichs Why Your Employees Quit and How to Prevent It By Karl Ahlrichs My employer has hundreds of clients, and I am fortunate to work with some of them as a consultant. Therefore, I have the viewpoint of an inside outsider.  When I was talking with Thom Singer on his Podcast recently, I reflected that I have noticed something powerful - most employees don't quit because of money, or because the task is too difficult, but because they no longer feel that their boss hears them or cares about them. Here are a few simple reasons why your employees quit and actions that you can take to reduce the chances of having to re-staff. Listening It starts with the boss. Based on my unscientific survey of simply asking people why they quit, more than half led with their main motivation for leaving a job was their relationship with their boss. It's alarming - that communication issues are at least partially responsible for our nation's high turnover rate. If your employees are unhappy at work, if they don't feel like they can be honest with you and if they don't see themselves as part of your team—they may quit. What can you do? Listen to them. Or, as a start, appear to listen to them. It's not the money Even if you can offer more money than other employers, that won't help you retain talent. Money is a very small part of why employees quit (only about 30 percent of workers leave for better pay), and it's easy to get a wage bump if another employer offers one. The main reason employees leave is because they don't like their boss or feel valued by them. Disengagement and Resignation When it comes to disengagement and resignation, relationships are critical. If people feel they can't talk to their boss, if they feel that their opinions aren't listened to, or if they feel as though their ideas and contributions aren't respected, chances are high that they will look for opportunities elsewhere. Empathy Good bosses demonstrate empathy by showing their team that they're invested in them as people and not just employees. They take an interest in what's going on outside of work, especially when things are difficult. On a surface level, empathy is similar to listening—but it goes beyond simple attention and understanding; it means being willing to say I feel your pain without feeling judged or called out. This kind of management is good for your employee's health, both physically and mentally. Mental Health One of these reasons for quitting your job might be mental health. When an employee is stressed at work, it's hard to focus on anything else in life. Having mental health support in a company can help employees feel heard and cared for so they don't feel forced to leave. Building trust and empathy with your employees is important not only to build a better relationship but also keep them around longer. Don't forget that you need to take care of yourself too! Make sure you look after your own mental health so you can be prepared for what's ahead. Learn more about your ad choices. Visit megaphone.fm/adchoices

If there’s one word that describes the past year with a fair amount of accuracy, it would have to be “change.” It’s been a year of unprecedented change, in a lot of ways, and that change impacts each of us — often in ways that are very personal. Karl Ahlrichs is going to help us explore how change impacts us and what we can do to adapt. Karl is a bestselling author and an acclaimed national speaker who works across all industries and has a wealth of experience in human resources, operations, and senior-level problem-solving. He talks about the personal impact of change, the different types of change, the different ways in which we process it, the four stages we all go through when dealing with change, and the most important thing we should be focusing on as we work our way through any sort of change. To learn more, and for the complete show notes, visit https://blionline.org/blog (blionline.org/blog). Resources: http://expertspeaks.com/ (expertspeaks.com) https://www.linkedin.com/in/karlahlrichs/ (linkedin.com/in/karlahlrichs) https://www.changemanagementreview.com/all-change-is-personal/ (All Change is Personal) https://www.linkedin.com/pulse/personal-impact-workplace-change-letting-go-crossing-over-stebbins/ (The Personal Impact of Workplace Change: Letting Go & Crossing Over) https://www.isixsigma.com/implementation/change-management-implementation/understanding-impacts-change/ (Understanding The Impacts Of Change) Future-Proof is a production of http://crate.media (Crate Media)

In this episode, JoDee and Susan discuss ethics with speaker, author, and consultant Karl Ahlrichs. Topics include the connection between ethics and high performing cultures, whether we're less ethical than 20 years ago, and teaching ethics to adults. Visit www.getjoypowered.com/show-notes-episode-107-ethics-diversity-and-high-performing-cultures/ for full show notes and links.

This show is called “Future-Proof,” but when it comes to the future, we’ve been focusing on trends, strategies, visions, resources, regulations, skills, competencies, and business models. Do you know what’s missing from that list? People. And people are probably the most important factor in all of these future-ready conversations – because they’re the ones who are going to make all of that stuff happen. So as we work to make ourselves and our organizations more future-ready, one of our first steps has to be figuring out how to surround ourselves with great people. Today’s guest, Karl Ahlrichs, has years of experience in human resources, operations, diversity and inclusion – pretty much any people issues in business management today. He has some very specific ideas about how we can work to build productive, resilient workforces that are made up of great people; people who are high performers and great fits culturally. To learn more, and for the complete show notes, visit blionline.org/blog. Resources: Learn with Karl: https://blionline.org/instructor/karl-ahlrichs/ Learn more at (http://www.expertspeaks.com/) Twitter: https://twitter.com/kahlrichs LinkedIn: https://www.linkedin.com/in/karlahlrichs/ Facebook: https://www.facebook.com/kahlrichs Future-Proof is produced by Podcast Masters

We, as humans, are not wired to multitask – but we’re also addicted to it! So today, we’re going to learn about why multitasking doesn’t work and then some strategies we can use to be more productive. I thought this would be a perfect episode to end the year, as the accounting community’s busy season is lingering on the horizon.   We’re joined by third-time guest Karl Ahlrichs, a human capitalist consultant who knows a thing or two about how individuals and teams really get things done.   Why can’t we multitask?   You can think of multitasking as either the ability to perform multiple tasks at one time or switching back and forth from one thing to another – but neither is an effective way to do... well, just about anything.   If you think you can effectively perform multiple tasks at once, I’d like to present exhibit A: “If you've eaten at a quick service restaurant like Kentucky Fried Chicken, they will hand you a multitasking eating implement that is with a spoon and a fork – the spork. It fails at both tasks! It's basically a spoon that can hurt you.”   And if you’re switching between tasks, that has its own costs. There is up to a 40% reduction in productivity from this, when compared to focusing on a task and completing it then turning to another task and completing it. Decision fatigue also sets in, as Karl calls it, and you become less effective as you think.   For example, imagine you’re balancing a spreadsheet and writing a document. If you were to split your brain power between those two, it is not a simple 50/50 split. There is a loss of time to task switching, and every flip takes about 20% of the brain's total processing power, leaving 80% for the task at hand, not 100%. So, instead of a 50/50 split, it's a 40/40 split with 20% wasted.   But this isn’t just lowering your productivity. It basically lowers your IQ by about 15 points – the equivalent of staying up all night – and it lowers brain density in areas of the cortex that are responsible for empathy, cognitive, and emotional control.   “So, over time, if you do a bunch of multitasking that is paying off in these short-term ding ding dings, it makes you less cognitive and have poorer emotional control.”   Still don’t believe us? Try it for yourself!   Karl walks us through a simple exercise to demonstrate the impact of multitasking and task switching:   Take out a sheet of paper, a writing implement, and something to time yourself with. Write “A B C D E F G H I” on one line and then, underneath it, write “1 2 3 4 5 6 7 8 9.” Time yourself. Now do it again, but don’t write the two lines sequentially. Instead, alternate between letters and numbers (A, 1, B, 2, and so on). Time yourself.   How long did it take you? The first time it took me 11 seconds, but the second time it took me 15 (and I might have messed up once).   How to Put an End to Multitasking   The overall process is pretty simple: identify the tasks at hand, identify and focus on the workflow process that you want to use, decide what needs your full attention, triage, prioritize, reduce distractions, and then just pay attention to one thing at a time.   To make this easier on yourself, do less! Delegate, hand things off to colleagues, or hand things off to technology. Remove the stuff that someone else can do from your plate “so that your precious brain power can be used for the good stuff, for the creative moments.”   If you need some help creating a more effective workflow, Karl suggests trying out the Kanban method. It’s pretty simple: create a to-do list, a doing list, and a complete list on a whiteboard (or something similar), then write all of your tasks onto sticky notes. There shouldn’t be more than a couple things in your “doing” list at any given time, and writing them all out will both help you prioritize and figure out what can be delegated.   If you want to learn more about Kanban, head over to www.personalkanban.com.   Another thing that makes a big difference is aerobic exercise. “Overall physical fitness appears to improve the outcome of all tasks, and it improves cognition.”   I hope that gives you some ideas for taking on tax season. If you are looking for some more ideas, feel free to reach out to Karl or myself.   Resources: Learn more about Karl at http://www.expertspeaks.com/ Connect with Karl: Twitter | LinkedIn Learn about Kanban: www.personalkanban.com   -- Change Your Mindset is produced by Podcast Masters Learn more about your ad choices. Visit megaphone.fm/adchoices

Wouldn’t it be great to walk into a doctor’s office and have them tell you exactly how much a procedure is going to cost? Mechanics do it. Contractors do it. Even veterinarians do it. But, for the most part, doctors don’t. Or, it might be more accurate to say, they can’t. Our healthcare system just doesn’t work that way. In this episode, Karl Ahlrichs, with Gregory and Appel Insurance , breaks down what reference-based pricing is, and how it can help limit post-doctor visit sticker shock. You can find a breakdown of this episode here.

Wouldn’t it be great to walk into a doctor’s office and have them tell you exactly how much a procedure is going to cost? Mechanics do it. Contractors do it. Even veterinarians do it. But, for the most part, doctors don’t. Or, it might be more accurate to say, they can’t. Our healthcare system just doesn’t work that way. In this episode, Karl Ahlrichs, with Gregory and Appel Insurance , breaks down what reference-based pricing is, and how it can help limit post-doctor visit sticker shock. You can find a breakdown of this episode here.

Today’s returning guest, Karl Ahlrichs, is a human capitalist consultant and a far-thinking and future-planning individual. Back in episode five, we discussed some of the storms he sees coming on the horizon, particularly where HR and the next generations of employees meet. In this episode, we once again look to the future of human resources. Although our current economy is far greater now than it's been in a while, Karl sees quite a few potential problems on the horizon that we need to be better prepared to tackle, in addition to some opportunities. What’s are the big things on the horizon for employees and HR? Workers in the U.S. are very productive, and that’s what keeps our stock market alive. The volume of people working isn’t changing very much, but the volume of what we’re producing continues to climb because we’re leveraging technology and new processes. The scary thing is that it’s not going to be applied to every industry (e.g. coal industry is in trouble, but natural gas is booming). We’re going to see middle management jobs get automated and disappear. If you’re working in a job that could be automated, you need to start looking for a way to get client- or customer-facing. We are getting away from age segregation in the generations, which is great because there's been way too much millennial bashing. We need to develop better emotional intelligence, which means developing critical thinking skills, maturity, wisdom, and the communication skills necessary to speak to different kinds of people. We have to look at how young people want to learn and realize that everybody wants to learn that way. We have to gamify how we teach the core skills described above. If you make it a game, make it competitive, and get them engaged, you'll move the needle of learning. Below you can view a video of Karl explaining this process.   Big data is coming in a big way. With the power of algorithms coming and the power of all of this data that we've been gathering, we can now start drilling into it. We're able now to predict what happens next, instead of tracking what happened last week. For example, synd.io is an application that, in three dimensions, maps the actual network, of your organization. You get to look at your organization - live data, real data, real time - and you can look at it like a nest of people from three dimensions. You can turn it and twist it to figure out who's important and who isn't. You can figure out who your key employees are. The one thing that people need to do this year to overcome all of the storm clouds on the horizon is listen to your high performing employees. You have to keep your top talent, and the easiest way to do that is to at least appear to listen to them (which goes back to developing emotional intelligence). Karl also recently put out a very interesting art project: a limited run of handmade and letterpressed books containing his own poetry and photography. It’s called Spaces Between Places, and it’s central theme is the loneliness of business travel. Check spacesbetweenplaces.net for news about future distribution. Resources: Learn more about Karl: ExpertSpeaks.com | KarlAhlrichs.com | Twitter | LinkedIn   Production & Development for Improv Is No Joke by Podcast Masters Learn more about your ad choices. Visit megaphone.fm/adchoices

We have another exciting show for you this week as we learn more from the culture at Gregory & Appel Insurance and find out more about the upcoming conference inX3. -- Gregory & Appel Insurance was founded in 1884 and is a 100% Family & Employee company. Recently, they were named as the #1 Best Place to Work in Indiana in 2017. We welcome David Riley, COO/CFO, and Karl Ahlrichs, Senior Consultant, from Gregory & Appel on the show to talk about the history of their company and what they have done to create a company culture that has been recognized as a Best Place to Work. -- Have you heard about the newest conference coming to Indianapolis? It's the inX3 conference and this will be the largest regional gathering of entrepreneurial in the Midwest. This event will combine the Venture Club of Indiana's Innovation Showcase with TechPoint's Winner's Circle Event during a whole week in June.  The event takes place June 13-17 at Union 525 and they have 111 sponsors for the event! Edge Media Studios is one of those sponsors and we will be live streaming at the event!

I always enjoy speaking with Karl Ahlrichs, a human capitalist consultant and a far-thinking and future planning individual. He comes on the podcast today to discuss some of the storms he sees coming on the horizon, particularly where HR and the next generations of employees meet. Even though our current economy is far greater now than it’s been in a while, Karl sees quite a few potential problems on the horizon that we need to be prepared for: Baby Boomers – due to the recession of 2008, many of these people delayed retirement to rebuild their nest egg. Many of them are now ready to leave and hit the beach. High Performers – they’ve driven the country’s productivity to unprecedented levels, but now they’re looking for the next challenge. They’ll be ready to migrate jobs soon, so we need to figure out our management style and plans so we can attract new ones and keep the old ones in place. Social Media – sites like LinkedIn will attract high performers away from you by enticing them with great challenging opportunities as well as being a source of candidates for recruiting companies. Digital Natives vs Digital Immigrants – this is a great way to divide the world when looking to hiring in the future. Digital immigrants need jobs without lots of tech involved, and we need to hire people who line up with their jobs. You can’t put somebody tech savvy into a job with minimal tech interaction and vice versa. Karl knows that business practices also need to reflect the current majority group within the workplace: millennials. Studies have shown that 2/3 of millennials don’t plan on staying with their current employee for more than 5 years. We have to change our business and management practices to keep these high performers more engaged. “We have to adapt the very work we do to fit a more project thinking pattern.” There are a few things that we can start to do now to keep those high performing millennials in place: Better hiring practices and higher standards. High performers love to work with other high performers and are pleased and impressed when their bosses hire the best. Management sincerely listens. High performers tend to stay in their jobs 20-30% longer if they perceive their manager listens to them and values their input. Millennials are only one employment group we must contend with, but the new Gen WiFi will be a handful as well. These future employees became aware at the age of 3, the same time as Google came online. This generation doesn’t need or want to know anything; they rely on Google over memory. One other key distinction about this group is their lack of ethics. The ends justify the means for them. This will create ethics issues in the workplace and it’ll be up to us as management to parent them along ethical lines. Underscoring all of these issues is the fact that people nowadays are overwhelmed with the glut of information they’re presented on a daily basis. The average person is subjected to 32GB of data per day. Talk about overwhelm! This has created the need for simplicity in answering questions or solving complex problems. The ability to simplify the complex and communicate it will be invaluable in the near future. “That’s the most important human skill going forward; to take complex things and make them understandable. So the most important thing people can do, to sum everything up, is to focus on hiring standards because if we bring in ethically challenged poor performers, we’ll destroy the cultures and businesses we’ve worked so hard to develop. We need to screen for, teach and practice for ourselves a higher ethical standard because, “Ethics are learned by modeling, not by reading.” Karl was very gracious with his time and wisdom today as he dropped value bomb after value bomb on us. I took a great deal away from our discussion, as I’m sure you did as well. We all now have lots to take away and apply to our own lives and business to make our lives easier.   IN THIS EPISODE, YOU WILL LEARN: How you can tell if you’re a millennial Why it’s to respectfully leave any job that’s not a cultural fit The three basic stages in the development of our own personal ethical standards Why story telling skills can help you communicate with the world today Plus much more… DON’T STOP HERE… Learn more about Karl: Website | LinkedIn ADDITIONAL RESOURCES: Book ‘Everydata’ by John H. Johnson and Mike Gluck: Website Learn more about your ad choices. Visit megaphone.fm/adchoices