Podcasts about Learning development

From Compliance to Critical Thinking - Owning Your Learning & Development Journey What schooling does well, is provide the baseline skills to transition into the job market.This means schools focus on teaching you what to think, rather than the more involved and more complex insight in how to think. We finish highschool having a good sense on how to perform, which means how to excel in predicable and stable settings.As AI is enabling industries by managing computational, rote, and repetitive tasks, the shift in education means bridging the gap from being good at taking instructions, to having the critical thinking to create the roadmap. These are two very different skill sets, and in order to stay competitive in an evolving job market, we need to understand that difference, and be willing to cultivate the mastery required to have our ideas be the value that we bring to the job markets that we're competing in.My point can be summed up by answering the following question: What ways did school not prepare you for what adulthood demanded? Looking forward to seeing your replies!#education #criticalthinking #bridgethegap 0:00 - 1:30 - Introduction1:30 - 12:15 From Compliance to Critical Thinking12:15 - Wrap Up*RESOURCES*For all topics related to renewing and rebuilding family, communities and relationships, check out our blogs! We post bi-weekly:https://www.spe-projectpurpose.com/blogsMake sure to come visit us, subscribe to the website, and join our Member's Area for more valuable content:*SOCIALS*Website: www.spe-projectpurpose.com Facebook Page: @ProjectPurposeSPEInstagram: @ProjectPurposeSPE or my personal account @realistraeTwitter: @Purpose_SPEPinterest: @ProjectPurposeSPE

Onlangs werd ik geïnterviewd door Isa van Swam. Zij volgt de opleiding Learning & Development aan de HAN en heeft een bijzondere interesse voor coaching! Hoe gaaf als je zo jong bent, niet waar? Een paar weken terug benaderde zij mij voor een interview. Om er een win-win van te maken, mocht ik het interview van haar opnemen en zelf ook publiceren op mijn podcast. Je beluistert dit leuke gesprek hier.We bespreken onder andere dat intrinsiek versus extrinsiek een veel te beperkte manier is om naar motivatie te kijken. Als professionals over motivatie spreken, gaat het bijna altijd over deze tweedeling: intrinsiek of extrinsiek. En intrinsiek zou dan ‘de goede' vorm van motivatie zijn, en extrinsiek de verkeerde. Maar wist je dat intrinsieke motivatie betekent dat je de activiteit zelf leuk of prettig vindt om te doen? Het gedrag zelf is dan dus al belonend. Waarschijnlijk ben je intrinsiek gemotiveerd voor lekker eten, de liefde bedrijven, je favoriete sport of hobby beoefenen, fijne muziek luisteren, een goede serie kijken, in de voorjaarszon op een terrasje zitten, en sommige verjaardagsfeestjes. Als je hier eens bij stilstaat, zie je dat je maar voor een beperkt aantal zaken werkelijk intrinsiek gemotiveerd bent. Veel ruimer is de autonome motivatie. Dit zijn de activiteiten die je niet per se leuk of prettig vindt, maar toch doet omdat je erachter staat. Ze zijn vaak verbonden met persoonlijke doelen of waarden. Deze vorm van motivatie is autonoom omdat je er zelf voor kiest. Denk aan gezond koken, je huis schoon houden, fitnessen, je tanden poetsen, op tijd opstaan, een vriend(in) helpen verhuizen en natuurlijk sommige verjaardagsfeestjes. Naast autonome motivatie bestaat er ook nog gecontroleerde motivatie: iets doen omdat er anders een vorm van ‘straf' volgt. Die kan financieel van aard zijn, zoals een boete, maar ook sociaal, zoals uitsluiting of veroordeling. Denk aan belasting betalen, je aan de snelheidslimiet houden, je aanpassen aan bepaalde omgangsvormen op het werk, en niet te vergeten… sommige verjaardagsfeestjes… (o; Motiverende gespreksvoering (MGV) richt zich vooral op de autonome motivatie van mensen: gedrag waar ze uiteindelijk zelf voor kiezen, omdat het in lijn is met hun doelen en waarden – óók al is het gedrag in kwestie niet per se prettig (zeker niet in het begin). Ik denk dat dit goed nieuws is! Want het is heel erg lastig om iemand iets leuk te laten vinden wat-ie nu helemaal niet leuk vindt. Maar het is goed te doen om iemand in contact te brengen met diens persoonlijke doelen en waarden. Oké, ik geef toe, ook dit is nog wel een kunst. En dat is waarom een training motiverende gespreksvoering niet een middagje duurt, maar drie dagen. Drie keer per jaar organiseren wij een driedaagse live-training Motiverende gespreksvoering. En met onze uitgebreide e-learning ‘Moeiteloos Mensen Motiveren' kun je beginnen wanneer je maar wilt. En hier vind je kosteloos de eerste les: https://www.bewezeneffect.nl/gratis-proeverij/Zin om je (verder) te bekwamen in het coachvak? Kijk eens hier: www.bewezeneffect.nl/Zin om te reageren op deze Podcast? Heb je een vraag, een compliment of opbouwende feedback? Hier laat je eenvoudig een voice-berichtje voor ons achter: www.speakpipe.com/bewezeneffectOf stuur een mailtje naar: team@bewezeneffect.nlVerder zijn alle blijken van waardering zeer welkom: delen met anderen, 5-sterren reviews, reacties, lid worden, etc. Doe vooral wat je passend vindt!Daarmee steun je deze podcast en zorg je dat ik gemotiveerd blijf om hem te maken, dus grote dank als je die kleine moeite neemt!

Does digital learning actually work, or have organisations misunderstood how human learning truly happens? In this Leadership Podcast episode, Dr Jared Cooney Horvath M.Ed., cognitive neuroscientist and expert in human learning, joins Niels Brabandt EMBA MBA MSc to explore the science behind digital learning, workplace education and organisational capability development. Drawing on scientific evidence, international educational data across more than 80 countries and research spanning over six decades, this episode addresses one of the most important questions for modern organisations: Does technology improve learning, or does it unintentionally weaken cognitive development? Topics include: • Does digital learning work in organisations? • Why e-learning often fails to create behavioural change • The science behind attention, memory and executive functioning • Why leadership cannot be developed through passive online courses • Digital instruction vs genuine learning • Blended learning, leadership development and organisational capability • How businesses should rethink learning and development This episode is essential for CEOs, HR leaders, Learning & Development professionals, executives, board members and business decision-makers seeking evidence-based approaches to organisational learning. Host: Niels Brabandt / NB@NB-Networks.com Contact Niels Brabandt: https://www.linkedin.com/in/nielsbrabandt/ Niels Brabandt's Leadership Letter: https://expert.nb-networks.com/ Niels Brabandt's Website: https://www.nb-networks.biz/ 

Funktioniert digitales Lernen wirklich oder investieren Unternehmen Milliarden in Formate mit begrenzter Wirkung? In dieser Episode analysieren Dr. Jared Cooney Horvath M.Ed., renommierter Neurowissenschaftler für Lernen, und Niels Brabandt EMBA MBA MSc die wissenschaftliche Evidenz hinter Digital Learning, E-Learning, Onlinekursen und moderner Mitarbeitendenentwicklung. Basierend auf internationalen Studien, wissenschaftlicher Forschung und einer hochrangigen Anhörung im US-Kongress diskutieren wir eine unbequeme Frage: Führt mehr digitale Technologie tatsächlich zu besseren Lernergebnissen oder passiert das Gegenteil? Themen dieser Episode: • Funktioniert digitales Lernen in Unternehmen? • Was sagt die Wissenschaft zu E-Learning? • Warum reine Onlinekurse oft scheitern • Blended Learning vs. rein digitale Weiterbildung • Leadership Development und nachhaltige Kompetenzentwicklung • Warum Führung, Konfliktmanagement und Organisationsentwicklung Interaktion brauchen • Welche Fehler Unternehmen bei Learning & Development machen Diese Episode richtet sich an CEOs, HR-Leitungen, People & Culture, Learning & Development, Führungskräfte und Entscheidungstragende im Business. Host: Niels Brabandt / NB@NB-Networks.com Kontakt zu Niels Brabandt: https://www.linkedin.com/in/nielsbrabandt/ Niels Brabandts Leadership Letter: https://expert.nb-networks.com/ Niels Brabandts Webseite: https://www.nb-networks.biz/ 

In this episode, co-hosts Alex Quigley and Helen Urbanowicz explore socioeconomic disadvantage in 16-19 education. Joined by David Robinson (Education Policy Institute), Ruth Kendrick (Group Director of Teaching and Learning, New City College) and Emma Mills (Head of Teaching and Learning Development, Truro and Penwith College), they unpack what the evidence says about widening attainment and participation gaps, including the growing post-16 participation gap and what leaders can do in different contexts. The conversation focuses on practical actions that highlight high-quality, evidence-informed teaching and professional development, remove hidden costs and structural barriers, and prioritise belonging so learners can access and thrive. Guest speakers: David Robinson (Director of Post 16 and Skills, Education Policy Institute   EPI) Ruth Kendrick (Group Director of Teaching and Learning, New City College) Emma Mills (Head of Teaching and Learning Development, Truro and Penwith College) Resources: EPI (2024) Closing the Forgotten Gap: Implementing a 16-19 Student Premium. London: Education Policy Institute. Available at: Closing the Forgotten Gap: Implementing a 16-19 Student Premium - Education Policy Institute  EPI (2025) Annual report 2025: Disadvantage. London: Education Policy Institute. Available at: Education Policy Institute | Annual report - Disadvantage   EPI (2025) Annual report 2025: Regional Gaps. London: Education Policy Institute. Available at: Education Policy Institute | Annual report - Regional gaps    Further resources: Find the EEF's 16-19 hub Sign up to EEF's 16-19 newsletters.  Explore EEF's Effective Professional Development guidance.  Find out more about the EEF's Evidence Partner Colleges.    See here for the episode transcript - Exploring disadvantage in 16–19 settings | Evidence into Action  

Neue KI-Tools erscheinen gefühlt täglich. Doch die entscheidende Frage ist nicht: „Welches Tool kann was?" Die bessere Frage lautet: „Welche Aufgaben mache ich regelmäßig — und was davon möchte ich wirklich mit KI unterstützen?" In dieser Folge von Bildung rockt spreche ich darüber, warum gute KI-Nutzung nicht bei Tools beginnt, sondern bei den eigenen Aufgaben, Prozessen und Entscheidungen. Ich nehme dich mit in meinen aktuellen Denkprozess: Wie lassen sich große Aufgaben in kleinere Schritte zerlegen? Wo kann KI sinnvoll entlasten? Wo darf sie unterstützen? Und was sollte gerade in Training, Coaching und Beratung bewusst beim Menschen bleiben? Es geht um Klarheit statt Tool-Chaos, um Workflows statt wildes Ausprobieren — und um die Frage, warum KI-Kompetenz für Trainer:innen, Coaches, Berater:innen und L&D-Professionals immer auch bedeutet, die eigene Arbeit besser zu verstehen. In dieser Folge erfährst du:

Visst borde det vara så att satsningar på ledarskap lönar sig. Men VET vi det? Går det att mäta och bevisa? Organisationer investerar både mycket tid och pengar i utveckling och träning av chefer och ledare. Men att mäta effekter av ledarutveckling är svårt. Ledarskapsforskaren Caroline Lornudd gör en djupdykning i det senaste forskningsläget och vad som går att säga – och inte säga – om effekter och effektmätning av ledarutveckling.  Lär dig mer om hur andra gör för att mäta ledarutveckling och motivera viktiga satsningar på ledarskap. Du får med dig både konkreta råd, erfarenheter och lärdomar från erfarna HR-ledare i en rad olika verksamheter.  Ta gärna med dina egna frågor och dela erfarenheter – hur gör ni hos er? Välkommen till ett härligt nördigt Chefakademin Talks för ledarskapsintresserade och dig som jobbar med HR och Learning & Development. Häng med på 45 minuter som gör både dig och din organisation mer träffsäkra vid nästa investering i ledarskapsutveckling. Gäster Caroline Lornudd, PhD och legitimerad psykolog, programansvarig för Executive Master of Leadership & Management hos Chefakademin. Utsågs nyligen till Årets Eldsjäl inom lärande 2025. Jeanette Almberg, funktionschef för lärande och ledarförsörjning på Skanska, har byggt upp lärande organisationer också på Länsförsäkringar och Sveriges Radio. Hon har två gånger vunnit pris för bästa utbildningsavdelning, sitter i styrelsen för Swedish Learning Association och är juryordförande för Swedish Learning Awards.  Annika Kvist, utvecklingschef på Chefakademin. Calle Fleur Chefredaktör på Chef och vd för Chefakademin.

Marcie Borgal Shunk is the founder and president of The Tilt Institute and creator of Leadership Foundations, a high-impact virtual program designed to give law firms essential leadership skills and practical solutions. For nearly three decades, she has worked with more than 3,000 law firm leaders on talent, culture, and leadership, helping dozens of AmLaw firms anticipate and prepare for the future of law. A Harvard graduate, Marcie holds two fellowships, four certifications in culture and coaching, and several board advisory positions. She is a frequent contributor to the American Lawyer, Thomson Reuters, and Bloomberg Law. Sona Spencer is the Chief Legal Talent Officer at Troutman Pepper Locke, where she leads the firm's legal recruiting, professional development, inclusion, and career coaching functions. Drawing from more than 15 years of experience in AmLaw 50 firms, she collaborates closely with firm stakeholders to implement training, compensation frameworks, and inclusion and retention strategies that ensure the firm can attract and retain talent at all levels to exceed client service goals. WHAT'S COVERED IN THIS EPISODE ABOUT THE DEATH OF APPRENTICESHIP IN LAW FIRMS The apprenticeship model built generations of lawyers, and for a long time it worked. Junior associates learned by proximity, absorbing how to think and practice by working alongside more experienced attorneys over the course of years. Hybrid work, lateral mobility, and generational shifts in how people learn have quietly dismantled that model, and many firms are still operating as though it's intact. Addressing the problem requires more than plugging holes. Firms need to rethink how they signal investment in their people, build structured pathways that make expectations explicit, and develop the human and leadership skills that AI cannot replicate. The firms getting this right have moved beyond standalone training programs and created systems where talent can see the path, understand what's expected, and take an active role in their own development. In this episode of The Lawyer's Edge, Elise Holtzman talks with Marcie Borgal Shunk of The Tilt Institute and Sona Spencer of Troutman Pepper Locke about why the apprenticeship model is failing, what the most forward-thinking firms are doing differently, how AI is reshaping the skills lawyers need to develop, and where firm leaders should start if they want to make a real change. 2:38 - The origin of "The Death of Apprenticeship" article 4:08 - Why hybrid work and generational differences are breaking down the model 7:08 - Why what made senior lawyers successful may not work for the next generation 8:07 - Lateral mobility and compensation wars as added pressure on retention 10:45 - Making the business case for talent development 13:27 - Breaking down the true cost of replacing an associate 15:13 - AI and the risk of outsourcing junior associate learning 19:08 - The human skills firms need to be building deliberately 22:13 - Executive presence and how lawyers show up on camera and in rooms 27:07 - Why leaders have to model what they teach 29:34 - How Troutman Pepper Locke's YOUniversity achieved 75% participation in year one 32:02 - Benchmarks, Learning Management System (LMS) integration, and self-directed development paths 34:48 - Takeaways for smaller firms without large Learning & Development resources 38:44 - Starting small with pilots and building intentionally 41:26 - Don't assume your path is everyone's path 43:36 - Clear communication and moments of kindness Mentioned In The Death of Apprenticeship: What it Means for Lawyers and Law Firms Marcie Borgal Shunk on LinkedIn | The Tilt Institute Sona Spencer on LinkedIn | Troutman Pepper Locke The Death of Apprenticeship: Reimagining Law Firm Talent Strategy for a New Era Get connected with the coaching team: hello@thelawyersedge.com The Lawyer's Edge

What does it take to turn crisis into a leadership framework others can actually use? In this episode, Bill Sherman talks with John Lentini, President of Culture, Strategy, Learning & Development at Crestcom International, about how defining moments can become disciplined thinking, practical models, and a mission that is bigger than one person's story. John's path to thought leadership did not begin in theory. It began in high-stakes moments. He reflects on surviving 9/11, leading through the Fukushima crisis, and learning firsthand that character is not an abstract idea. It is revealed under pressure. More importantly, he argues it can be built with intention. At the center of the conversation is John's six-dial framework for what he calls engineering character, which can be found in his upcoming book Engineering Character: Six Dials to Build Better Leaders releasing March 2027. He explains how discipline, mindset, and resilience help leaders lead themselves first. Then integrity, empathy, and influence help them lead others in ways that build trust. The result is a model designed to make character practical, teachable, and repeatable. This episode also goes deeper than framework talk. Bill and John explore the personal cost of leadership, the difference between good leadership and bad leadership, and the tension leaders feel when corporate expectations collide with personal values. John is candid about where he got it right, where he got it wrong, and why those lessons now shape his work as a speaker, facilitator, and leadership thinker. There is also a powerful thread on authenticity. John shares why he ultimately chose to step outside corporate life and use thought leadership to express ideas more fully and more honestly. For him, this work is not about visibility for its own sake. It is about impact. It is about getting a message into the world that helps people lead with more courage, more empathy, and more character. Listeners will also hear John talk about the writing journey behind his forthcoming book on engineering character, the emotional work of putting real life on the page, and why he chose a hybrid publishing path. No previously published book by John is named in the transcript, but this episode clearly positions his upcoming book as the foundation of his thought leadership platform and future speaking work. If you care about leadership under pressure, values in action, and the challenge of turning lived experience into a message that scales, this conversation delivers. It is honest. It is practical. And it shows how thought leadership is often built not from abstract ideas, but from moments that test who we are. Three Key Takeaways: • Character can be built on purpose. The episode centers on the idea that leadership character is not just innate. It can be developed through intentional habits like discipline, mindset, resilience, integrity, empathy, and influence. • Crisis reveals what leadership really looks like. High-pressure moments expose whether leaders act with preparation, courage, empathy, and trust. The conversation shows how extreme events can shape a lasting leadership philosophy. • Authenticity matters more as leadership grows. A major theme is the tension between corporate expectations and personal values, and how thought leadership can become a way to express ideas more honestly and create broader impact. If John Lentini's episode made you think about how character is tested in moments of crisis, then "Thought Leadership for Crisis Management | Helio Fred Gracia" is the perfect next listen. Where John explores leadership through resilience, integrity, empathy, and trust under pressure, Helio extends that conversation by showing how leaders can prepare for crises before they happen, protect trust when things go wrong, and respond with clarity instead of emotion. Together, the two episodes create a powerful one-two combination on crisis, character, and the disciplined leadership choices that matter most when the stakes are high.

When a new business leader walked in and told Malvika Jhangiani they were going to restructure the entire segment — 60% of company revenue — in a room with just the two of them, no leaks, no one else in the room, she didn't say no. She said: "I hear you. And here's how we get to the same outcome with the right people involved." Six months after implementation, he came back and told her it was the right call. That's the ABC method — Acknowledge, Build, Challenge — and it's the framework Malvika has built her career on. As VP HR, Learning & Development at Newell Brands, she's spent years figuring out how to challenge senior leaders without triggering defensiveness, manage rooms full of type A executives without losing the thread, and find genuine joy in the conversations most people dread. In this episode, she gets specific about all of it. You'll learn: The ABC method for challenging leaders without coming across as aggressive, and the Project Panther restructure story that proves it works How she handled a client in Oman at 24 who kept making inappropriate comments — alone, in a foreign country, with a relationship and additional business on the line, and still won the next assignment The "be brief, be bright, be gone" framework for capturing and keeping the attention of type A executives in high-stakes meetings How she gamified a full-day leadership talent review to keep a competitive senior team engaged, and still got all the work done Why leading with facts instead of emotion is the only way to challenge the status quo without losing credibility Her personal technique for staying calm when everything is tense: painting, choosing to laugh, and the line about "not my circus, not my monkeys, but I do know some of the clowns" If you work with strong-willed leaders, navigate difficult conversations across cultures, or just want to bring more effectiveness, and more joy, into the hardest parts of your job, this episode delivers. About Malvika Jhangiani: Vice President HR, Learning & Development at Newell Brands, Malvika has led organizational transformation, talent strategy, and cross-cultural teams across global markets. Originally from India, she has built her career navigating high-stakes leadership conversations across cultures, industries, and executive levels. Connect with Malvika on LinkedIn: https://www.linkedin.com/in/malvika-jhangiani/ She Was 24, Alone With a Difficult Client in Oman. What She Figured Out Built Her Entire Leadership Playbook.

200 students from Secondary schools from across Ireland will come together on March 25th for the third annual 'Ideas Made Real' Transition Year final, a national STEM event that highlights the creativity, innovation and problem-solving skills of transition year students as they present projects developed over the course of the academic year. Taking place at the Explorium Science and Sport Centre in Dublin, the event marks the culmination of the Ideas Made Real programme, an initiative by Irish Manufacturing Research (IMR) that introduces secondary school students to modern manufacturing, engineering and innovation. Launched in September 2023, the programme blends STEM learning with practical application, encouraging students to work collaboratively to design and develop solutions to real-world challenges. 'Ideas Made Real' is designed not only to build technical skills but also to foster confidence, creativity and collaboration. By connecting students with industry mentors and exposing them to advanced manufacturing technologies, the programme provides valuable insight into potential career pathways and helps bridge the gap between education and industry. The Transition Year students, alongside their teachers, judges, IMR staff and programme sponsors, will attend the final, where student teams will present prototypes, posters and 3D-printed components developed through projects such as the 3D Printing Challenge. Throughout the day, projects will be assessed by a panel of internal and external judges drawn from industry and academia, including IMR representatives Tamara Wierks (Director of Learning & Development at IMR), Barry Kennedy CEO of IMR, Gustavo Cainelli (Precision Engineering Learning & Business Development Specialist) and John Enright Director of Manufacturing Technology, alongside external judges Luana Raggi (Senior Instructional Designer at Novartis Ireland, Audrey Madden of Keogh's and Michelle Lambert of Fastrack into Information Technology (FIT) before an awards ceremony recognises the most innovative and impactful work. The event is structured to give students the experience of a professional exhibition environment, beginning with a welcome and orientation session, followed by a series of judging rotations in which teams present and defend their ideas. After a period of deliberation, the event will conclude with an awards ceremony celebrating the effort, ingenuity and teamwork demonstrated across the programme. Speaking about the event, Barry Kennedy, CEO of IMR, says, "Events like the Ideas Made Real Showcase highlight the incredible creativity, curiosity and problem-solving ability of young people across Ireland. At IMR, we are passionate about nurturing the next generation of innovators by giving students the opportunity to help solve real-world challenges with emerging technologies. It's inspiring to see the level of ingenuity and teamwork on display, and this programme plays an important role in building the skills, confidence and ambition in our students who will shape the future of the Irish manufacturing industry." The event reflects the diversity and reach of the initiative, with schools travelling from across the country to participate. Alongside the technical achievements on display, the showcase highlights personal stories of perseverance, teamwork and problem-solving, underscoring the broader impact of the programme on student development; having created a wearable claw device to assist individuals with limited hand mobility, particularly people with Parkinson's disease, dementia, and elderly users. Speaking ahead of the event, IMR Programme Coordinator Emma Treacy said that the showcase represents an important milestone for students. "Ideas Made Real offers students the opportunity to bring an idea from concept to prototype and present it to industry experts, which gives participants a real sense of achievement and a clearer understanding of how their skills can translate into future careers an...

In dieser inspirierenden Folge des CULTiTALK begrüßt Host Georg Wolfgang Jana Grabitz, HR Project Associate bei SAP, zum vielseitigen Austausch über die Zukunft von Lernen, Skillentwicklung und führungsbezogenen Herausforderungen in der Arbeitswelt von heute und morgen. Jana erklärt, wie ihre Leidenschaft für Learning & Development entfacht wurde und warum Innovation für sie immer erst durch Umsetzung wertvoll wird. Gemeinsam diskutieren Georg Wolfgang und Jana Grabitz zentrale Veränderungen, die Digitalisierung und Künstliche Intelligenz in Unternehmen und Gesellschaft auslösen – und warum lebenslanges Lernen sowie Mindset und Lernagilität zu den entscheidenden Zukunftskompetenzen zählen. Sie sprechen über kulturelle Umbrüche in Organisationen, die Bedeutung von Growth Mindset sowie die Rolle von Führungskräften als Begleiter und Coaches, anstatt nur klassische "Manager" zu sein. Ein besonderer Schwerpunkt liegt auf der Einordnung von Human Skills, die in einer automatisierten Welt noch wichtiger werden, und auf der kritischen Reflexion, wie die Selbstüberschätzung beim Einsatz von KI vermieden werden kann. Außerdem wagen die beiden einen Ausblick auf skillbasierte Organisationen, Agilität und notwendige Veränderungen bei klassischen Führungsstrukturen. Offen und mit einer Prise Selbstkritik fragen sie, wie Führung künftig aussehen sollte, damit Entwicklung, Selbstentfaltung und innovative Teamarbeit wirklich gelebt werden können. Wer erfahren will, welche Impulse und Herausforderungen auf Unternehmen und Mitarbeitende im Zeitalter von KI, Reskilling und New Leadership zukommen, sollte diese facettenreiche Folge nicht verpassen! Alle Links zu Jana Grabitz: LinkedIn: https://www.linkedin.com/in/jana-grabitz/   Alle Links zu Georg und dem Culturizer: Georg: https://www.linkedin.com/in/georg-wolfgang Culturizer: https://culturizer.app CULTiTALK:  https://cultitalk.de

From Boomer Hierarchies to Gen Z Autonomy, revolutionary communication insights for owners, managers, and clinicians in group practice. This episode slaps. No cap.  No, I didn't have a stroke. That's my Gen X attempt at fitting in with Gen Z. Whatever! Seriously, though, let's get to the heart of what's brewing in group practices right now: intergenerational tension.  My guest, Calle Foster, professionals go from quiet contributors to confident, influential, credible leaders. Calle has graciously agreed to be our Millennial and GenZ cipher. They're the groups she coaches most often. GUEST BIO Calle Foster (she/her) spent over a decade in corporate Learning & Development before becoming a speaker and three-time certified leadership coach. She now equips Millennial and Gen Z professionals with the confidence, clarity, and people skills to lead with real impact. Her coaching blends honesty, strategy, and self-awareness to help rising leaders thrive. *** Join the Group Practice (R)evolution! GPR is a new platform and podcast series offering insights from owners, employees, and experts, and resources to support this wildly ambitious vision for the future. For a limited time, podcast listeners can get a full year of membership for only $19.99 by using the discount code PODCAST.  Visit: https://tinyurl.com/GPRPodcast and click on "have a coupon" and enter PODCAST to enjoy all the perks of Group Practice (R)evolution for a year!  SUPPORT THE SHOW Conversations With a Wounded Healer Merch Join our Patreon for gifts & perks Shop our Bookshop.org store and support local booksellers Share a rating & review on Apple Podcasts *** Let's be friends! You can find me in the following places… Website Facebook @headheartbiztherapy Instagram @headheartbiztherapy  

Jose's impressive, two-decade long career includes learning and development executive positions at Saks Fifth Avenue, Neiman Marcus, and Bergdorf Goodman. Most recently, Jose led the learning and development effort at Barnes & Noble, America's Bookstore, spanning over 23,000 book sellers across the country. In addition to his professional experience across all business sectors, Jose holds a Bachelor of Arts in industrial-organizational psychology from the City University of New York, and is certified in MBTI, SLII, 360 and HOGAN assessment. As the SVP of Learning Development and Diversity, Jose creates and leads Forrest Solutions' world class learning and development program that is the backbone of the company's market leading Workplace Experience (WPX) service as well as the company's impactful Diversity, Equity and Inclusion (DEI) program.

Retour sur l'un des derniers épisodes d'#HackingHR avec Bertrand Heim, Group Learning & Development Director chez SPIE.Un épisode passionnant sur la culture de l'apprentissage, la motivation et la quête d'équilibre (professionnelle comme personnelle) !Dans cet épisode, 5 choses nous ont marqué :

Children's mental health isn't just a family issue—it's a workplace issue. When kids struggle, parents and caregivers face missed work and mounting stress, creating ripple effects across their lives. This week we explore the link between children's mental health and workplace performance, and the roles Central Ohio employers, healthcare leaders, and advocates are playing  in breaking the cycle of stress for families. Featuring: Anna Ankenbauer, Senior Director, Global Giving, Engagement, Learning & Development, Abercrombie & Fitch Co. Nina Day, Community Mental Health Advocate. Dr. Ariana Hoet, Executive Director, The Kids Mental Health Foundation. The host is Cierra Johnson, Anchor & Reporter, NBC4. This forum was sponsored by Cardinal Health. The presenting sponsor of the CMC livestream was The Center for Human Kindness at the Columbus Foundation. CMC's livestream partner was The Columbus Dispatch. This forum was also supported by Downtown Columbus, Inc. and The National Veterans Memorial and Museum. If you're ready to keep exploring this week's forum topic, our partners at The Columbus Metropolitan Library recommend reading Finding Time: The Economics of Work-Life Conflict, by Heather Boushey. This forum was recorded before a live audience at The National Veterans Memorial and Museum in Columbus, Ohio on November 19, 2025.

Heute dürfen wir zum zweiten Mal die wunderbare Lernenthusiastin Cornelia Hattula bei uns begrüßen. Die Begeisterung, die Conny fürs Lernen und dessen Um- und Neudenken in sich trägt, versprüht sie mit jeder ihrer Antworten auf unsere 5 Fragen. Du erfährst heute, was Conny beim Lernen aus den Socken haut. Sie nimmt dich mit in ihre Ideen und Erfahrungen, wie KI das Lernen verändert und bereichert. Wenn du Conny bereits kennst, dann weißt du, dass sie immer kleine Tipps und Häppchen parat hat, wie Lernen ganz leicht in den Alltag integriert werden kann, ob für dich selbst oder in der Organisation, in der du tätig bist. So auch dieses Mal. Wir wünschen dir nun leichtgängige Erkenntnisse und ganz viel Freude mit der aktuellen Folge.Schicke uns deine Fragen und Anregungen einfach per Sprachnachricht an:  https://www.speakpipe.com/lehrheldenOder per E-Mail an: info@lehrhelden.comHier findest du mehr zu Cornelia Hattula:https://www.corneliahattula.com/Weitere Infos zu uns:Andrea Lawlor: https://2-care.de/ und https://www.lawlor-coaching.de/Silvia Schanze: https://www.schanze-coaching.com/Und zum Buch „Entspannungscoaching“: https://www.beltz.de/fachmedien/training_coaching_und_beratung/produkte/details/48814-mini-handbuch-entspannungscoaching.html#corneliahattula #lernenthusiastin #zukunftsorientierteslernen #KIundlernen #lerneninkleinenhäppchen #lehrhelden #lebenslangeslernen  #podcast

Episode 208: Why Being in HR is a Gift - Luke McClaran, Chief People Officer, Vitality Luke introduces how Vitality's shared-value insurance model provides a unique platform for HR innovation. Their business purpose, to make people healthier and enhance their lives, drives both customer and employee experience, shaping Vitality's ambition to create the healthiest, high-performing workforce.   Luke shares how Vitality equips managers to support employee wellbeing in a changing world of work. People practices are designed to meet wellbeing needs, while an AI enablement function partners with Learning & Development to deliver training and experimentation at every level. The result: employees are prepared for new technologies and ways of working, with health and wellbeing always at the centre.  Luke also reflects on Vitality's diversity, equity and inclusion journey, highlighting examples including menopause support, and participation in the Race at Work Charter and 10,000 Black Interns programme. His call to action for everyone in HR? He urges HR professionals to embrace your influence, amplifying employee voices and transforming workplaces.  References: The Race at Work Charter - Business in the Community 10kBI Programme - 10,000 Interns Foundation   Thank you to HEX Talent & Development for sponsoring this episode     HEX is a people performance consultancy dedicated to helping individuals, teams, and organisations reach their full potential.   Founded by Tom Emery, HEX isn't just another learning provider - they offer the complete package. Their services include deep individual and team coaching, leadership development, facilitation of team events, and broader HR consultancy.   With extensive C-suite experience and years of working with CEOs and senior leaders across multiple industries, HEX's experts bring insight, challenge, and thought leadership to every engagement.   Their CHRO Impact Framework for developing high-performing senior leaders is tried and tested, forming the foundation of Tom's Amazon best-selling book, People People: Reach Your Full Potential as a CHRO.   Above all, HEX brings passion, challenge, and joy to all their clients. Discover more by visiting hex-development.com  

The Human Side of AI at Work Brian Murphy, Global Head of Learning & Development at NTT DATA, shares his perspective on how AI is reshaping work and productivity. Drawing on his experience at Microsoft, AstraZeneca, and Citi, Brian argues for a human-centric coalition between people and machines. He explores how L&D and HR can steer organizations through AI transformation, ensuring it's about value creation and capability — not just cost cutting.   Timestamps: 00:00 - Start 01:44 - Intro 03:45 - Challenges of redesigning work around AI 11:45 - Just a cost-cutting exercise? 16:08 - Role of people function in ensuring benefits, lessening friction 23:18 - An evolution of performance consulting 33:08 - Training AIs versus ‘training' AIs 43:01 - How to be human-centric while deploying AI 51:01 - End   Contact: LinkedIn: linkedin.com/in/johnhelmer X: @johnhelmer Bluesky: @johnhelmer.bsky.social Website: learninghackpodcast.com

In this episode of Future of Work, Dr. Salvatrice Cummo sits down with Tracey Pierce, Chief People Officer at the Los Angeles Department of Water and Power (LADWP), to discuss the transformative work happening within one of the largest municipal utilities in the U.S. Tracey takes us behind the scenes on how LADWP is navigating change, innovation, and workforce development during a time of rebuilding for the city. From adapting to climate challenges to harnessing new technologies like AI, Tracey shares the strategies that are helping LADWP build a more resilient, efficient, and future-ready workforce.   You'll learn: How LADWP is preparing for the future through workforce training and development The role of AI and automation in transforming the water and power sectors How disaster recovery and emergency preparedness are integrated into workforce strategies Why LADWP prioritizes community involvement and values its civil service employees The importance of partnerships with community colleges in developing a workforce ready for tomorrow's challenges About the Guest: Tracey Pierce is the Chief People Officer at the Los Angeles Department of Water and Power (LADWP), the largest municipal utility in the U.S. She joined LADWP in August 2024, after serving as Senior VP of Learning & Development at CommonSpirit Health. With over 30 years of experience in Human Resources across healthcare, solar energy, semiconductors, and publishing, Tracey has led large-scale transformations, talent development, mergers, and crisis management initiatives. She oversees all HR functions at LADWP, focusing on workforce innovation, strategy, and union relations. Originally from England, she holds an MBA in International Relations and Marketing, a Master of Public Administration, and is a seasoned executive coach.   Engage with us: LinkedIn, Instagram & Facebook: @PasadenaCityCollegeEWD Join our newsletter for more on this topic: ewdpulse.com Visit: PCC EWD website   More from Tracey Pierce & Los Angeles Department of Water and Power LinkedIn: @traceypierce Website: https://www.ladwp.com/ Facebook & Twitter/X: @LADWP YouTube & Instagram: @LADWP1     Partner with us! Contact our host, Salvatrice Cummo, directly: scummo@pasadena.edu Want to be a guest on the show? Click HERE to inquire about booking    Find the transcript of this episode here   Please rate us and leave us your thoughts and comments on Apple Podcasts; we'd love to hear from you!  

Navigating redundancy with resilience, the evolving role of AI in the workplace, and what impactful learning and development looks like in today's hybrid, fast-moving world. In this podcast episode I am joined by Learning & Development specialist, Valerie Merrill, who shares her personal journey of being made redundant multiple times, how it led her to becoming her own boss, and why she believes redundancy can be a pivotal moment for reflection, reinvention, and growth. We explore the realities of transition, if you're considering starting a business, adapting to AI-led change, and why inclusive, human-focused Learning & Development design is more essential than ever. With over 35 years in training across industries, Valerie has a wealth of experience and knowledge identifying the right learning interventions to achieve team and organisational goals in learning and development, while focusing on return on investment. What you'll learn in this episode: How to reframe redundancy as an opportunity rather than a setback. Practical strategies for staying resilient and taking action in uncertain times. How to assess whether running your own business is the right move. Where AI is making the biggest impact in learning and workplace communication. Why inclusive, adaptive learning design matters more than ever. Reflection Questions: How do you respond to unexpected change: do you resist it or explore it? Could moments of uncertainty be your opportunity to grow or pivot? Resources: Access my free resource: Global Leader Impact: https://culturecuppa.com/leader Connect with Valerie Merrill on LinkedIn: https://www.linkedin.com/in/merrillvalerie/ Visit Valerie Merrill's website: https://www.merrillconsultants.com/ Sign up to receive future episodes of the podcast as soon as they are released: https://culturecuppa.com/get-free-insights Follow me on LinkedIn for more strategies, skills and tips: https://www.linkedin.com/in/victoria-rennoldson Email me: victoria@culturecuppa.com Website: https://culturecuppa.com

Welcome back to the Shift with Elena Agar Podcast! In today's episode, Elena sits down with Candice Mitchell, a powerhouse in the world of talent and learning development. Candice shares her unique journey into the L&D space, highlighting how she chose the field from the very beginning—unlike many who “fall into” the profession. With 18 years of experience building talent strategies across organizations of all sizes, Candice offers a behind-the-scenes look at how she helps companies create thriving, future-focused learning cultures from scratch.The conversation dives into the realities facing modern organizations: when is the right time to invest in L&D, how AI is reshaping learning functions, and why “whole-person capability” is the new cornerstone for business success. Candice shares actionable advice for L&D professionals to amplify their business impact, including why it's crucial to move beyond traditional content creation towards strategic business partnership and how to keep talent development relevant in the age of automation.Get ready to discover Candice's practical frameworks, fresh perspectives on the future of work, and her heartfelt advice for professionals eager to make their mark in a changing talent landscape. Whether you're an HR leader, L&D practitioner, or simply curious about the future of work, this episode will inspire you to shift your mindset and unlock new potential for your organization and your career.Time Stamps:00:00 Discovering a Career in L&D03:57 "Niche in Learning Development"06:33 Recognizing Workforce Complacency Signs09:36 "Adopting AI in Workforce Training"14:12 Abandon Content, Embrace Strategy16:11 Technology-Driven Learning Strategies20:30 Emphasizing Human Skills Over AI25:06 Strategic Talent Development Impact26:09 Workforce Planning and the Infinity Loop30:10 "Retain Talent, Increase Value"Connect with Candice on LinkedIn: https://www.linkedin.com/in/candicemitchelltdnerd/Get a free "L&D Impact Toolkit"- https://talentdevelopmentnerds.com/impactCheck out the Talent Development Academy: https://talentdevelopmentnerds.com/tdaFollow Elena: LinkedIn: https://www.linkedin.com/in/elenaagaragimova/Instagram: https://www.instagram.com/elenaagaragimova/Website: https://elenaagar.com/Listen on:Apple: https://podcasts.apple.com/us/podcast/shift-with-elena-agar/id1530850914Spotify: https://open.spotify.com/show/5UKh6dWcuQwJlmAOqD8wij

This week we ask: could the University be a wild place? A resilient ecosystem of biodiversity, interdependent relationships, entanglements and emergence? What would it look like if we let go of command, control and management, and allowed the University to grow and thrive in ways that can't be predicted in advance but might exceed our wildest dreams? Join us to celebrate the achievements of Prof. Cathy Elliott. Recorded one day after her inaugural lecture, marking a significant milestone in her distinguished career, Cathy talks about her wild approach to education. Cathy is one of those rare educators who always strives to focus less on grades and more on inspiring her pupils. She has spearheaded un-grading campaigns at UCL, as well as inclusive curriculums and student-led projects on inclusivity, belonging, political philosophy and international relations. She is a co-director of UCL Centre for the Pedagogy of Politics, a co-convenor of the Political Studies Association Teaching and Learning Network, and Vice-Dean Education for UCL Faculty of Social and Historical Sciences. Cathy has made history as our department's first academic on the teaching track to be promoted to Professor. This in itself reflects Cathy's thoughts on education - if we remove some of the boundaries and change some of the criteria , wonderful things might happen (inc. it might be easier for teaching track academics to progress to prof)! Mentioned in this episode: Cathy Elliott. Against anonymity: relational marking and awarding gaps. Journal of Learning Development in Higher Education. Special Edition of Journal of Learning Development in Higher Education: Liberating Learning Inclusive Curriculum Project Transcription link: https://uncoveringpolitics.com/episodes/rewilding-the-university-prof-cathy-elliots-inaugural-lecture/transcript Date of episode recording: 2025-04-10T00:00:00Z Duration: 00:37:34 Language of episode: English (uk) TAGS: teaching, universities, pedagogy Presenter:Emily McTernan Guests: Cathy Elliott Producer: E Kingwell-Banham

In this episode of Stories from the River, guest host Kim Harkness sits down with Rachel LoPresto, the Corporate Events Manager, to go behind the scenes of Broad River Retail's signature gatherings, including the annual Sleep Summit at the Charlotte Motor Speedway. Rachel reflects on her first year in the role—highlighting her favorite moments, especially the Experts Soirée, and discussing what goes into crafting memorable and purposeful events for the Memory Makers. Together, they explore how listening to needs, coordinating with premier partners, and creating engaging, themed experiences help drive team connection, learning, and excitement for new products—all while keeping the focus on business goals, like elevating Sleep ROI. The conversation expands into the full range of company events, from Learning & Development events like the Sleep Summit's to marque events like the Home Furnishing Experts Soirée and the Memory Maker Gala, and celebrating the Company's growth through Grand Openings and Grand Reopenings. Rachel shares insights into the creative planning that goes into venue selection, unique giveaways, and fostering community ties during Grand Openings—including charity partnerships and regional touches like custom coffee carts and local treats. Looking ahead, Rachel expresses excitement for new challenges, particularly the upcoming, pioneering Spokane Grand Opening, while also sharing a few personal summer traditions and rapid-fire preferences. The episode is a vibrant exploration of how intentional details and a focus on Memory Maker experience set Broad River's events apart. Watch this episode on YouTube:  https://youtu.be/KR19YwfJmnY  Visit https://www.storiesfromtheriver.com for more episodes. Broad River Retail brought this show to you. Visit https://BroadRiverRetail.com                              Follow us on LinkedIn: https://www.linkedin.com/company/broad-river-retail

In this episode of Stories from the River, guest host Kim Harkness sits down with Rachel LoPresto, the Corporate Events Manager, to go behind the scenes of Broad River Retail's signature gatherings, including the annual Sleep Summit at the Charlotte Motor Speedway. Rachel reflects on her first year in the role—highlighting her favorite moments, especially the Experts Soirée, and discussing what goes into crafting memorable and purposeful events for the Memory Makers. Together, they explore how listening to needs, coordinating with premier partners, and creating engaging, themed experiences help drive team connection, learning, and excitement for new products—all while keeping the focus on business goals, like elevating Sleep ROI. The conversation expands into the full range of company events, from Learning & Development events like the Sleep Summit's to marque events like the Home Furnishing Experts Soirée and the Memory Maker Gala, and celebrating the Company's growth through Grand Openings and Grand Reopenings. Rachel shares insights into the creative planning that goes into venue selection, unique giveaways, and fostering community ties during Grand Openings—including charity partnerships and regional touches like custom coffee carts and local treats. Looking ahead, Rachel expresses excitement for new challenges, particularly the upcoming, pioneering Spokane Grand Opening, while also sharing a few personal summer traditions and rapid-fire preferences. The episode is a vibrant exploration of how intentional details and a focus on Memory Maker experience set Broad River's events apart. Watch this episode on YouTube:  https://youtu.be/KR19YwfJmnY  Visit https://www.storiesfromtheriver.com for more episodes. Broad River Retail brought this show to you. Visit https://BroadRiverRetail.com                              Follow us on LinkedIn: https://www.linkedin.com/company/broad-river-retail

Tara Fisher shares her remarkable career journey as a birth and postpartum doula into adult education, corporate HR, with a focus on learning and development. The conversation touches on the value of diverse backgrounds in the workplace, the importance of finding meaningful work, and overcoming obstacles like imposter syndrome and financial challenges. Tara also generously shares her personal experience of the impact trauma can have on personal and professional growth, and she offers insights into creating effective, non-harmful corporate training programs.▬▬▬▬▬ Resources ▬▬▬▬▬Tara Fisher: https://www.linkedin.com/in/tararstratton/Amanda DiFeterici: https://www.linkedin.com/in/amandadifeterici/The Body Keeps the Score: https://www.amazon.com/Body-Keeps-Score-Healing-Trauma/dp/0143127748Death by Meeting: https://www.amazon.com/Death-Meeting-Leadership-Solving-Business/dp/0787968056Instagram: https://www.instagram.com/cacklemedia/TikTok: https://www.tiktok.com/@cacklemediaX: https://x.com/CackleMediaLLCYouTube: https://www.youtube.com/@CackleMediaLinkedIn: https://www.linkedin.com/company/cacklemedia/Support the pod when signing up for Descript / SquadCast: https://get.descript.com/transferableskill▬▬▬▬▬ Timestamps ▬▬▬▬▬00:00 Introduction and Guest Welcome01:00 Diversity in the Workplace04:06 Remote Work and Career Transitions07:13 Non-Traditional Backgrounds08:31 Imposter Syndrome and Career Growth11:07 Teaching and Mentorship15:40 Balancing Passion and Practicality19:38 Trauma and Personal Growth22:27 Balancing Energy in the Birth Room23:19 Understanding Trauma and Its Effects24:56 Healing Through Doula Work26:44 Effective Training and Learning27:45 The Cost of Ineffective Meetings30:16 Investing in Quality Training39:11 The Importance of In-Person Connection44:21 Final Thoughts and Gratitude

Today, Andy Storch welcomes Eric DiCenzo-Crotallo—Vice President of Talent, Learning, and Communication at Din Tai Fung and former Director of Talent and Learning Development at Chipotle—to the Talent Development Hot Seat Podcast.In this value-packed episode, Andy and Eric explore what it really takes to build world-class talent development for hourly, frontline teams—and why the best talent programs blend operational know-how with authentic care for people. Eric shares candid stories and practical advice from his journey pivoting from operations to HR, launching large-scale leadership development initiatives, and driving data-informed decisions that impact every corner of the organization.A must-listen for L&D professionals, HR leaders, and anyone dedicated to elevating frontline talent, building winning cultures, and translating strategy into real growth opportunities for people at every level.In this episode, Eric shares:His winding path from restaurant operations to finding purpose in talent development—and why focusing on individual success became his passion.How launching Cultivate University at Chipotle upskilled 400+ field leaders with critical soft skills, leadership behaviors, and a culture of accountability—becoming a turning point in the company's performance.How performance management and succession planning were transformed by replacing cumbersome, outdated processes with simple, conversation-driven frameworks—enabling managers to focus on feedback, recognition, and developing talent for a deep internal pipeline.The launch of the Always On, Always Listening “Voice of the Employee” program: how collecting real-time feedback through lifecycle surveys empowered managers with actionable insights and increased transparency.Powerful examples of how employee engagement directly influences business outcomes—like the surprising link between frontline buy-in on company vision and the accuracy of digital orders.His experience joining Din Tai Fung's executive team to formalize HR, implement pay-for-performance, and introduce Elevate You—an English language learning initiative that's already transforming lives and building a powerful employee value proposition.How talent development at Din Tai Fung shifted from top-down directives to empowering leaders with tools, resources, and autonomy for growth at scale.Strategies for career development in a high-growth environment: mapping clear paths, providing time and space for learning, and embracing the “you are the pilot of your own career” mindset—where the company becomes your co-pilot.Lessons learned about the critical importance of collaboration, bringing partners along to build diverse and sustainable talent solutions.The urgent need for talent development professionals to directly align their work with organizational strategic priorities, become data-savvy, and prepare teams for a rapidly evolving future—including the impact of AI.Plus, Eric's book recommendation (“Radical Candor”), his favorite tools (including ChatGPT for ideation), and why the most meaningful wins come from seeing others unlock their potential and grow.Tune in for a behind-the-scenes look at building talent strategy for frontline organizations—and discover how you can create scalable, people-centric programs that drive performance, engagement, and opportunity for all.Thanks to our sponsor, Learnit, you can get a free 45-day trial to help your people build more skills that drive success Learn more.Connect with Andy Storch here:WebsiteLinkedIn

In this episode,Logan Shinholser interviews Dr. Anna Hunter, Director of Learning & Development at JobTread, to unpack how human behavior directly impacts digital adoption in construction companies. Anna explains why technology is only as effective as its implementation, how to create true team buy-in, and how contractors can avoid wasting thousands on unused tools. The conversation dives into key behavioral strategies like building software champions, structuring healthy incentives, and identifying root problems before investing in tech. With practical analogies and tactical steps, this episode bridges the gap between strategy and psychology in software rollout. Key Takeaways: Clarity Comes Before Software Before adopting software, companies need to clearly define their core operational problems. Jumping into tech without this clarity often leads to frustration and failure. The Champion Model Works Successful tech rollouts often rely on "champions" — team members who believe in the software and lead by example. Identifying the right personality types for this role (not just the loudest volunteer) is crucial. Start with the Team, Not the Tool The most effective companies get their teams involved in diagnosing problems and shaping processes before software ever enters the picture. Top-down mandates often backfire. Incentives Should Match the Culture Incentivizing new habits (like filling out daily logs) can work, but it must be tied to accountability. Small, visible rewards can spark pride and momentum, especially when tied to public progress tracking. Staged Rollout vs. All-In: Choose Wisely Rolling out software can happen gradually or all at once, but both approaches require preparation, peer support, and leadership alignment. Owner's Role: Understand and Translate Leaders don't need to be tech experts, but they do need to understand the software well enough to explain its value to their team — and to calm fears about being replaced. Memorable Quotes: “Software is only as good as how much you use it.” “Jumping into tech without clarity just means you're scaling chaos.” “You're not rushing adoption—you're building belief.” Actionable Advice: Define the Real Problems First: Use tools like whiteboards or flowcharts to uncover root causes before selecting a solution. Nominate the Right Champion: Identify someone who is both tech-comfortable and respected by the team—not just the loudest person in the room. Use Live Incentives: Create transparent incentive systems that track progress publicly and build pride over time. Start Small or Go All-In — But Plan Either Way: Whether you're doing a phased rollout or flipping the switch company-wide, preparation is key to success. Learn more about JobTread : https://www.jobtread.com/

Happiness Solved with Sandee Sgarlata. In this episode, Sandee interviews Nathan Andres. In this engaging conversation, Nathan Andres shares his insights on happiness, resilience, and authenticity. He emphasizes the importance of bouncing beyond hardships rather than just bouncing back, and discusses the four key components of authentic resilience: facing reality, managing energy, understanding oneself, and living with love. The discussion also delves into the significance of energy management through four 'batteries'—physical, emotional, mental, and spiritual—and how they impact our ability to navigate life's challenges. Finally, the conversation touches on the nuances of authenticity in relationships and the importance of discernment in expressing one's true self. In this conversation, Nathan Andres and Sandee Sgarlata explore the concept of authenticity, emphasizing the importance of understanding one's values and engaging in deep self-discovery. They discuss the necessity of releasing negative influences that do not serve personal growth and the significance of self-love through self-care, self-compassion, and self-advocacy. The dialogue culminates in the idea of leading with love and building community as essential components of resilience and happiness.Guest Bio: Nathan Andres, M.A., is a coach, well-being and LGBTQ activist, and business leader. The drive to authentically serve others developed into a love of helping people, ultimately leading to a career in Human Resources where he's spent over two decades so far. ​Nate knows his life purpose is to be a light, building authenticity and resilience in others. Having lived and traveled around the world, his mission is to show people the way through their struggles and teach them how to care for their whole person. Though he only started developing the REAL model in adulthood, his friends and family tell him he's been coaching his whole life.  A believer in life-long learning, and specialist in career reinvention, Nate first earned a Bachelors of Arts in Political Science from Marquette University in 1995. He is a 2004 graduate of New York University's Human Resource Management Graduate Diploma program. In 2015, Nate became a Certified Professional and Executive Coach through ICF and earned a Masters of Arts, in Coaching, Learning & Development from Middlesex University, London in 2017. He is a member in good standing of the ICF - International Coaching Federation. A Columbus, Ohio (USA) native, Nate is truly a global citizen. He has traveled extensively around the world for business and pleasure. He is a popular public and online speaker having engaged audiences across four continents. Currently residing between Washington D.C. and Singapore, Nathan has been based in Asia-Pacific nearly 20 years; he lived twice in Tokyo, Japan and holds a permanent residency card in Hong Kong. Nathan is a four-time marathon finisher and enjoys tennis, yoga, strength training, meditation and movies. He is an avid Wellbeing & LGBTQ activist contributing to causes around the world. When off duty, Nathan and his husband spend endless hours playing with their dogs, Vivi & Coco.Takeaways:Resilience is about bouncing beyond hardships, not just back.Authentically resilient people face reality and manage their energy effectively.The 'reality curve' helps in navigating obstacles by acknowledging and accepting them quickly.Energy management involves understanding physical, emotional, mental, and spiritual batteries.Living authentically requires discernment, especially in relationships.Love is a crucial element in fostering resilience and well-being.Advertenity is where opportunity and adversity collide, fueling action.People often get stuck in the slope of suffering due to fear of facing reality.HALT (hungry, angry, lonely, tired) can drain energy and impact resilience.Authenticity should not come at the expense of others' feelings. Authenticity is deeply tied to understanding one's values.Self-discovery involves knowing your strengths and beliefs.Releasing what doesn't serve you is crucial for authenticity.Self-care is a daily practice, not just a vacation.Self-compassion is essential for mental well-being.Celebrating small wins can combat negative self-talk.Values manifest in our actions and interactions.Humor and community are vital for resilience.Self-advocacy empowers individuals to take charge of their well-being.True happiness comes from aligning actions with core values.Connect with Nathan:Website: https://www.nathanandres.com/Instagram: https://www.instagram.com/nathanandres_coach/LinkedIn: https://www.linkedin.com/in/nyandres/Connect with Sandee: Website: www.sandeesgarlata.comPodcast: www.happinesssolved.comFacebook: www.facebook.com/coachsandeesgarlataTwitter: www.twitter.com/sandeesgarlataInstagram: www.instagram.com/coachsandeesgarlata

169: Jodie Mears is a strategic C-Suite Executive Assistant, a respected thought leader in the administrative profession, and LinkedIn Top Voice, recognised with the Blue Badge for her industry expertise. With over 20+ years of experience spanning aviation, energy, and digital sectors, she currently supports C-Suite executives at Bentley Systems, combining high-level executive support with operational excellence and strategic business partnerships. As the co-host of “The Crodie Files” podcast and an Advisory Board Member for The PA Show-UK, Jodie is passionate about elevating the administrative profession. Her highly sought-after mentoring and coaching program, which maintains a waitlist into 2025, offers a unique bespoke six-session approach to helping administrative professionals transform their existing talents into career-advancing strengths. A certified Mental Health First Aider and Regional Wellness Lead, Jodie regularly shares her insights through speaking engagements, her monthly newsletter “The Assist List,” and industry publications. Connect with Jodie on LinkedIn at https://www.linkedin.com/in/jodiemears or visit http://craigandjodie.com/. ⬇️ Offer from Jodie: From Overlooked to Empowered – £50 Off Podcast Listeners Aspire & Achieve by Jodie Mears I know what it feels like to be overlooked, to work tirelessly behind the scenes and wonder if my contributions were truly valued. For years, I played it safe, staying in the background until I realised that visibility isn't about shouting the loudest, it's about owning your value. That realisation changed everything. I built my personal brand, stepped into strategic conversations, and transformed my career, and now, I help others do the same. That's why I created https://www.linkedin.com/pulse/special-edition-newsletter-jodie-mears-finstam-aqage/, a mentoring & coaching program designed for assistants ready to move from support to strategic partner. What past participants say:

Join us to celebrate the achievements of Prof. Cathy Elliott. Recorded one day after her inaugural lecture, marking a significant milestone in her distinguished career, Cathy talks about her wild approach to education.Cathy is one of those rare educators who always strives to focus less on grades and more on inspiring her pupils. She has spearheaded ungrading campaigns at UCL, as well as inclusive curriculums and student-led projects on inclusivity, belonging, political philosophy and international relations. She is a co-director of UCL Centre for the Pedagogy of Politics, a co-convenor of the Political Studies Association Teaching and Learning Network, and Vice-Dean Education for UCL Faculty of Social and Historical Sciences. Cathy has made history as our department's first academic on the teaching track to be promoted to Professor. This in itself reflects Cathy's thoughts on education - if we remove some of the boundaries and change some of the criteria , wonderful things might happen (inc. it might be easier for teaching track academics to progress to prof)!Mentioned in this episode:Cathy Elliott. Against anonymity: relational marking and awarding gaps. Journal of Learning Development in Higher Eudcation.Special Edition of Journal of Learning Development in Higher Education: Liberating LearningInclusive Cirriculum Project UCL's Department of Political Science and School of Public Policy offers a uniquely stimulating environment for the study of all fields of politics, including international relations, political theory, human rights, public policy-making and administration. The Department is recognised for its world-class research and policy impact, ranking among the top departments in the UK on both the 2021 Research Excellence Framework and the latest Guardian rankings.

Welcome to the mini-series Introducing People Allies on Stories from the River! Heather Greenwood, Director, People, hosts a thought-provoking discussion with Carlos Mendez, Manager, Learning & Development, and Emelyne Henderson, Manager, Memory Maker Experience, about Broad River Retail's transformation from the Human Capital Department to People. The episode begins with Heather introducing her guests and exploring their roles at the company. Carlos talks about his year-and-a-half experience with Broad River and the sense of connection and care that characterizes the People Team. Emelyne reflects on the department's growth from a small group that used to meet weekly to a much larger team requiring monthly all-hands meetings. She fondly recounts the shift from Human Resources to Human Capital and now, to People, as part of the company's ongoing effort to stay relevant and strategic while focusing on the business as well as the individual needs of its Memory Makers. The conversation further delves into the significant December 2024 meeting where the department's name change was revealed. Heather, Emelyne, and Carlos share their thoughts on this transition, emphasizing the power of being seen as allies to the Memory Makers. Emelyne remembers the initial uncertainty to change but highlights how the department has elevated by involving Memory Makers in decision-making processes. Carlos shares the excitement and energy of presenting end-of-year projects, noting how the name shift aligns with their vision for constant innovation and strategic support. The episode concludes with optimistic anticipation for the upcoming year, focusing on the implementation of new projects and strengthening leadership within the department, all while maintaining the core value of being true allies to the people at Broad River Retail. This episode on YouTube: https://youtu.be/Uxz1XZMXMrU  Visit https://www.storiesfromtheriver.com for more episodes. Broad River Retail brought this show to you. Visit https://BroadRiverRetail.com                              Follow us on LinkedIn: https://www.linkedin.com/company/broad-river-retail  

Welcome to the mini-series Introducing People Allies on Stories from the River! Heather Greenwood, Director, People, hosts a thought-provoking discussion with Carlos Mendez, Manager, Learning & Development, and Emelyne Henderson, Manager, Memory Maker Experience, about Broad River Retail's transformation from the Human Capital Department to People. The episode begins with Heather introducing her guests and exploring their roles at the company. Carlos talks about his year-and-a-half experience with Broad River and the sense of connection and care that characterizes the People Team. Emelyne reflects on the department's growth from a small group that used to meet weekly to a much larger team requiring monthly all-hands meetings. She fondly recounts the shift from Human Resources to Human Capital and now, to People, as part of the company's ongoing effort to stay relevant and strategic while focusing on the business as well as the individual needs of its Memory Makers. The conversation further delves into the significant December 2024 meeting where the department's name change was revealed. Heather, Emelyne, and Carlos share their thoughts on this transition, emphasizing the power of being seen as allies to the Memory Makers. Emelyne remembers the initial uncertainty to change but highlights how the department has elevated by involving Memory Makers in decision-making processes. Carlos shares the excitement and energy of presenting end-of-year projects, noting how the name shift aligns with their vision for constant innovation and strategic support. The episode concludes with optimistic anticipation for the upcoming year, focusing on the implementation of new projects and strengthening leadership within the department, all while maintaining the core value of being true allies to the people at Broad River Retail. This episode on YouTube: https://youtu.be/Uxz1XZMXMrU  Visit https://www.storiesfromtheriver.com for more episodes. Broad River Retail brought this show to you. Visit https://BroadRiverRetail.com                              Follow us on LinkedIn: https://www.linkedin.com/company/broad-river-retail  

In episode 47, Tamara Kocharova had the absolute pleasure of speaking with Kimberley Fernandes, VP and Head of Learning & Organizational Development at The Wonderful Company. Kimberley has spent years shaping high-performing teams and leadership programs at top organizations like Warner Media and Accenture, and she brings a fresh, no-nonsense take on what's really driving success in Learning & Development today.Tamara and Kimberley dove into some big questions: How do leaders balance authenticity and responsibility? Why is executive buy-in the key to making L&D initiatives stick? How is AI changing the way we train and develop teams? And most importantly, how do we build trust and foster empathy in a rapidly evolving workplace?Kimberley doesn't just talk theory — she shares real, actionable insights that L&D professionals, HR leaders, and business executives can use right now. If you're passionate about the future of learning, leadership, and creating a thriving workplace, this episode is for you.Tune in now!Follow Tamara Kocharova, the podcast host and CEO at Lanes AI, on LinkedIn: linkedin.com/in/tkocharova Book a meeting to learn more about Lanes AI: lanes.ai/demo?utm_campaign=podcast-47-episode Listen all Episodes of LPTP podcast: podcasts.apple.com/us/podcast/lptl-love-people-technology-learning/id1736176315 Follow Tamara Kocharova, the podcast host and CEO at Lanes AI on LinkedIn to stay tuned for future episodes: linkedin.com/in/tkocharovaBook a meeting to learn more about Lanes AI: lanes.ai/demo

Welcome to another enlightening episode of The Brand Called You! Join host Ashutosh Garg as he engages in a deep and insightful conversation with Hadiya Nuriddin, the CEO and Chief Learning Strategist of Duets Learning, who shares her expertise in the field of learning and development. Discover Hadiya's incredible journey and gain valuable insights into instructional design, the role of storytelling in training, the impact of technology, and much more. Don't miss this opportunity to learn from one of the most experienced professionals in the industry!

In this episode of LOVE.PEOPLE.TECHNOLOGY.LEARNING., host Tamara Kocharova sits down with Heather Zulawski, Executive Director of Learning & Development. Heather shares her journey from sales and business development to leading transformative L&D initiatives, emphasizing the power of learning to drive organizational and personal growth.The conversation explores learning in the flow of work, balancing business needs with meaningful learner experiences, and the role of AI and data in shaping the future of L&D. Heather also discusses leadership development, building trust in remote teams, and the importance of self-awareness in driving career success. A thought-provoking discussion filled with insights on motivation, culture, and innovation — this episode is a must-listen for L&D professionals and leaders alike.Follow Tamara Kocharova, the LOVE.PEOPLE.TECHNOLOGY.LEARNING. podcast host and CEO at Lanes AI on LinkedIn to stay tuned for future episodes: linkedin.com/in/tkocharovaBook a meeting to learn more about Lanes AI: lanes.ai/demo?utm_campaign=podcast-44-episode Follow Tamara Kocharova, the podcast host and CEO at Lanes AI on LinkedIn to stay tuned for future episodes: linkedin.com/in/tkocharovaBook a meeting to learn more about Lanes AI: lanes.ai/demo

This episode features an interview with Laura Wall Klieves, Head of People at Malwarebytes. Laura's career began in automotive advertising before she pivoted to Learning & Development. At Malwarebytes, Laura leads L&D and drives internal communications initiatives by weaving together her knowledge of visual storytelling and learning to elevate the organization's leadership and management teams. In this episode, Simpplr's Chief People Officer, Miriam Connaughton and Laura discuss HR trends for 2025. They explore strategies for improving employee engagement post-pandemic, the balance between remote work and return-to-office mandates, and the responsible integration of AI in HR processes.-------------------“ There is something intangible about being next to another human being, whether they're on your team or on a cross-functional team. There's something about being able to say to, as I call a 3D person, live and in-person, ‘Hey, how are you?' Those spontaneous connections. We're not dictating five days a week, but we do want to encourage, at least, our managers and our senior leaders to get back into the office a little bit more. The other thing that I think we see, but also I would imagine a lot of companies are seeing, is especially for new employees, that learning about the company, making those initial connections when you first are hired doesn't happen when we're all sitting at home.” – Laura Wall Klieves-------------------Episode Timestamps:*(04:19): Getting to know Laura*(04:27): Laura's priorities for 2025*(07:06): How Laura is approaching return-to-office mandates*(12:46): Strategies for enhancing employee engagement*(24:16): The role of AI in HR*(33:57): Future HR trends and predictions-------------------Links:Connect with Laura on LinkedInConnect with Miriam on LinkedInCohesion PodcastAbout Simpplr

Dr. Laura welcomes Giselle Kovary, a generational expert and Head of Learning and Development at Optimus SBR, to talk about the different generations in today's workplaces. Giselle has 25 years of experience in learning and development, has worked with over 26 Fortune 500 companies, and is the co-author of two books: Loyalty Unplugged and Upgrade Now. Dr. Laura and Giselle explore the differences in the five generations at work and how to harness their unique strengths and skills into a cohesive workplace. Giselle defines the five generations by age group as Traditionalists, from 79 to 100; Baby Boomers, from 60 to 78; Gen X, from 44 to 59; Millennials, from 29 to 43; and Gen Z, from 12 to 28. She also stresses, however, that age alone does not define a generation; how a person identifies plays a key part as well. For example, a Millennial may identify as Traditionalist in mindset and this needs to be accounted for when assessing generational differences. Giselle and Dr. Laura discuss how generational identities assist understanding at a macro level but that within organizations it's vital to understand employees at a micro level, as individuals, as well. Giselle offers insights into where different generational identities collaborate well and where clashes often occur, based on her studies and experience. These insights serve to highlight where organizations must strengthen communication and understanding in order to best utilize the strengths each generation brings to work.“Not everyone in a generation is going to align with this. But after over 20 years, I have literally thousands of anecdotes of when people will come up and say, oh my goodness, you just described me, or you described my children, you described my partner. And it's because there is enough of a baseline to say this is what this generation believes and thinks, and we want to look at it from that perspective. The other piece… is it's less important the year you're born and more about your generational identity. How do you identify?” Giselle KovaryWatch this episode on Dr. Laura's YouTube channelAbout Giselle Kovary, M.A.:As Head of Learning & Development at Optimus SBR, Giselle is dedicated to building strategies and programs that help clients target, motivate and engage employees in order to increase performance and productivity. She is a sought-after resource to industry leaders, having worked with 26 of the top Fortune 500 companies. Over 65,000 people globally have attended her workshops or presentations. Giselle has 25 years of experience in learning & development and has devoted the past 20 years to researching the impact that generational differences have on organizational performance. She has co-authored two books and completed Canada's first national Gen Z research study.Giselle completed her Master of Arts Degree in Communications Studies at the University of Windsor, is Chair of the Board at The Institute for Performance and Learning (I4PL), co-chair of the Cross Academy Association, and Advisory Council member at the Ted Rogers School of Management at Toronto Metropolitan University.Resources:Website: OptimusSBR.comGiselle Kovary on LinkedIn“Loyalty Unplugged: How to Get, Keep, & Grow All Four Generations” by Adwoa K Buahene and Giselle Kovary“Upgrade Now: 9 Advanced Leadership Skills” by Giselle KovaryLearn more about Dr. Laura on her website: https://drlaura.liveFor more resources, look into Dr. Laura's organizations: Canada Career CounsellingSynthesis Psychology

In this episode of The Brand Called You, Mark Britz, Sr. Director of Learning & Development at PGP Learning, discusses the evolution of Learning & Development (L&D) and the concept of social design in organizations. He shares his journey from teaching to corporate L&D, highlighting how organizations often mistake learning for mere classroom training rather than a continuous journey. Mark explores the challenges of balancing scalable learning solutions with personalized experiences, emphasizing the crucial role of middle management in fostering a learning culture. He discusses how technology, particularly AI, is transforming L&D and presents his "social by design" approach to organizational development.  About Mark Britz Mark Britz is the Sr. Director of Learning & Development of PGP Learning. He helps organizations improve their results through enhanced employee connection, collaboration, and learning.   He is the author of ‘Social By Design: How to Create and Scale a collaborative company'. --- Support this podcast: https://podcasters.spotify.com/pod/show/tbcy/support

Michelle Kay, VP of Learning & Development at Albertsons Companies, joined us on The Modern People Leader.  We discussed the need to rethink our approach to work, whether generational gaps are real or simply a sign of being out of touch, and two major shifts on the horizon for L&D. ----  Grab your ticket for MPL Live Miami on December 10th. ⁠Buy Tickets Here⁠. ----  Timestamps: (8:01) Michelle's transition from teaching to corporate America, and her journey in L&D. (14:10) Discussion on the need for rapid adaptation in workplace policies and practices. (17:20) Exploring the potential shift towards a four-day work week and its implications. (27:06) Delving into generational impacts on the workplace from Millennials to Gen Z. (33:34) The challenges and transformations in learning and development in today's corporate environment. (42:10) The role of generational differences in evolving workplace dynamics. (51:37) Rapid fire questions ---- 

It's not only ADHD Awareness Month, it is also Dyslexia Awareness Month! So today, let's revisit a conversation with Dr. Sally Shaywitz about overcoming dyslexia and addressing the reading crisis, which is still relevant and a huge concern. We are in the midst of a reading crisis in the United States. This problem has existed for a long time, but it was exacerbated by the COVID-19 pandemic. It has been said that the pandemic has caused the loss of 2 decades worth of progress made in reading. We have the knowledge, research, and science to address this issue, but we are lacking action. Today's guest is Dr. Sally Shaywitz, one of the world's preeminent experts on reading and dyslexia and author of Overcoming Dyslexia. Dyslexia is the most common learning disorder on the planet, affecting about one in five individuals, regardless of age or gender. In today's episode, Dr. Shaywitz shares what is known about dyslexia, the 40 years of data to show what works in overcoming dyslexia, and the sad reality that there is little action being taken to improve screening students and providing the appropriate interventions. There is so much we can do and it all starts with understanding.  Show Notes: [3:31] - Regardless of decades of research, there are still a lot of misconceptions. [4:44] - Dyslexia is a very specific learning disability, but the term “learning disability” is very vague. [6:21] - Through brain imaging, Dr. Shaywitz was able to determine the neuro signature of dyslexia. [8:21] - Educators, parents, and the individual with dyslexia need to know that they are intelligent and have the intelligence to read, but dyslexia makes it a struggle. [9:58] - Dyslexia is common in all areas of the world. The consequences are similar in all cultures. [11:06] - Those with dyslexia can be good readers while still reading slowly. [12:02] - The most important step is for the student to be identified as dyslexic. [13:34] - Through her studies, Dr. Shaywitz has nearly 40 years worth of data for both typical readers and dyslexic readers from childhood to adulthood. [14:50] - Indicators of dyslexia can be seen as early as first grade. Identifying those at risk for developing dyslexia and intervening early can accelerate reading growth. [16:06] - Screening can take place later, but by then, the window of time for the most reading growth has passed. [18:03] - Currently, we are scoring worse in previous years in identifying dyslexia in young students. [19:09] - Dr. Shaywitz describes the screener used to determine the risk of dyslexia. [21:08] - A universal screener is a solution to this reading crisis. [22:13] - Given that we know a great deal about dyslexia, it is disgraceful that more isn't being done to support students. [23:14] - ADHD and anxiety often co-occur with dyslexia. [24:36] - We often hyperfocus on the struggles, but what are the common strengths for those with dyslexia? [25:42] - School policies and teacher training surrounding dyslexia need to be changed. [26:46] - There is also research on individuals incarcerated who are also dyslexic. [28:06] - Dr. Shaywitz offers a course on Coursera that can be found here. [30:36] - We need screening, intervention, and education for parents, teachers, and students. About Our Guest: Sally E. Shaywitz, M.D. is the Audrey G. Ratner Professor in Learning Development at Yale University and Co-Founder and Co-Director of the Yale Center for Dyslexia & Creativity. She is a world renowned scientist and dedicated, compassionate physician who is devoted to bringing ground-breaking scientific advances to benefit dyslexic children and adults. Connect with Dr. Shaywitz: Overcoming Dyslexia by Sally Shaywitz, MD Overcoming Dyslexia Online Course with Sally Shaywitz, MD Links and Related Resources: What is Dyslexia? 6 Quick Questions for Parents Concerned About Dyslexia ChildNEXUS Dyslexia Mini Course for Parents Join our email list so that you can receive information about upcoming webinars - ChildNEXUS.com The Diverse Thinking Different Learning podcast is intended for informational purposes only and is not a substitute for medical or legal advice, diagnosis, or treatment. Additionally, the views and opinions expressed by the host and guests are not considered treatment and do not necessarily reflect those of ChildNEXUS, Inc or the host, Dr. Karen Wilson.  

Jeff Bogdan, Former Director, Learning & Development - Microsoft Windows at Microsoft Jeff began his career as a software engineer at Microsoft. We explore the company's culture in the '90s and discuss the launches of Windows 95, the Zune media player, and Windows Phone. Jeff shares what he learned from the failures and how they propelled him to new career opportunities, including a new role he pitched to a corporate vice president. This episode is a must-listen if you've ever thought about creating your own perfect job. ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://bit.ly/blindpodcast⁠

Join us for a groundbreaking conversation with Isabelle "D" Ross, a pioneer in the field of Learning & Development. Get ready to explore innovative strategies that are shaping the future of education and professional growth!

How often do we pause to consider the intricate, behind-the-scenes balance of technology and strategy that powers our everyday lives? In this episode of the Innovation Storytellers Show, I have an enlightening conversation with Heather Feldman, Director of Learning & Development at the Electric Power Research Institute (EPRI).  Heather shares insights from her unique vantage point on defining global collaboration in the nuclear age. From balancing the operational demands of current nuclear power plants to envisioning future advancements with technologies like artificial intelligence, Heather describes EPRI's role in fostering an environment where experimentation is encouraged, and even failures are seen as steps towards success. She discusses the inception of the Global Forum for Nuclear Innovation, highlighting its aim to drive transformative change across the industry with leaders from around the world, including the International Energy Agency. But what does all this innovation mean for the average person? Heather ties these technological advancements back to everyday life, underscoring how crucial nuclear energy is to providing a substantial portion of America's carbon-free electricity. Amidst the backdrop of recent cultural phenomena like the Oppenheimer films, Heather helps demystify the often misunderstood role of nuclear power in our energy landscape and its critical contribution to combating climate change. As we reflect on the importance of sustainable and safe energy solutions, what are your thoughts on the role of nuclear power and innovation in our future? How should we balance the technological advancements with the ethical considerations they bring? Join the conversation and share your insights on how we can collectively enhance our understanding and implementation of nuclear technology.  

Bob Duprey is no stranger to creating consistent training systems. In this interview, Jeff Kahler explores how shift leaders can really elevate restaurant service, especially in quick service restaurants (QSRs)! Bob and Jeff also dive into Shift Leader Playbook, the newest course from Restaurant Playbooks.   About Our Guest:  For the last 20 years, Bob Duprey has worked with Fortune 500 clients to develop custom eLearning solutions. As the founder of Restaurant Playbooks, he formed a team of passionate pros with proven expertise in the restaurant industry, and Learning & Development. Bob's goal is to create engaging eLearning experiences that develop behaviors and deliver results.

This week, Pete Wright digs into the complex and sometimes contradictory world of workplace wellness programs with guest Jen Moff, VP of Learning Development at AIM HR Solutions.Pete and Jen examine a controversial study from an Oxford researcher who found that, with the exception of volunteer work, most workplace wellness initiatives provide little to no benefit for employees' wellbeing. The study suggests companies should instead focus on core practices like schedules, pay, and performance reviews.Who are these programs really serving? How can companies authentically embody the values behind their wellness offerings? And is it possible to build an impactful program that employees will actually engage with?The study, and this episode, challenges assumptions about the role and efficacy of workplace wellness programs. It also offers more questions than answers, but a frank discussion is key for any HR professional grappling with these complex issues themselves. Links & NotesWorkplace Wellness Programs Have Little Benefit, Study Finds • New York Times AIM members can reach the HR Helpline at 800-470-6277, online, or via email at helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

Ever feel like you've hired someone only to watch them vanish into the Bermuda Triangle of new hires? Well, the mystery of successful onboarding is about to be solved! Michelle Byers, a seasoned expert with 17 years of fine-tuning her craft in human capital management at top-tier organizations like Target and Cencora, is going to show you how to guide your new hire toward a smooth landing with air traffic controller expertise.  Michelle reveals how to use your team as your co-pilot and unveils the single most crucial activity every leader must undertake within the first 30 days of a new employee's journey. Get ready to glean insights on issues like navigating the multi-generational workforce and discover Michelle's three buckets of effective onboarding strategies firsthand. Tune in and fasten your seatbelts for a masterclass in setting your team up for success from day one! About our Guest: Michelle Byers is an accomplished HR and Learning & Development Leader with extensive experience across retail, distribution, technology, and pharmaceutical sectors. Currently serving as Senior Director of Learning & Development at Cencora (formerly AmerisourceBergen), Michelle drives operational success by aligning learning programs with business objectives. With a master's degree in Management and a bachelor's in Marketing from Azusa Pacific University, Michelle excels in strategic planning, leadership development, and fostering strong business partnerships. Prior to her current role, she led HR initiatives at Target, achieving notable improvements in operations, talent management, and diversity leadership. Michelle's expertise lies in crafting tailored solutions that elevate organizational performance and drive growth. About Your Host: Ken Schmitt is the CEO and founder of TurningPoint Executive Search. He is also the author of "The Practical Optimist: An Entrepreneur's Journey through Life's Turning Points". Ken was raised in an entrepreneurial family and brings a uniquely authentic voice to his podcast, blending life, family, and business together. With almost three decades of experience in executive recruiting, Ken is a seasoned expert. In his podcast, he focuses on revealing the secrets of recruiting, retention, and real HR strategies. The podcast is not preachy, academic, or theoretical. It provides authentic perspectives on the challenges, triumphs, and quirks that make the hiring game both exhilarating and unpredictable. Twice a month, Ken offers tactical advice and industry insights to empower listeners to navigate the intricate world of executive recruiting confidently. "Hiring Matters" is your go-to resource for elevating your hiring game and equipping you with the tools to build, grow, and lead truly exceptional teams. Brace yourself for Ken's "Recruiter Rant" episodes, where he shares unfiltered insights and behind-the-scenes revelations about the industry's hidden secrets. Get ready to gain more than expected from this informative and engaging podcast. Follow Ken on LinkedIn Powered by TurningPoint Executive Search: Helping businesses hire the right leaders. 

When it comes to Learning & Development, why are we so focused on new bright shiny objects?How can you improve the Return on Investment from L&D initiatives?My guest on this episode is Noah Rabinowitz, VP Talent Development at Commonwealth Fusion Systems and Brian Hackett, Founder, The Learning ForumDuring our conversation Noah, Brian and I discuss:Why L&D needs to stop being driven by trends and start being driven by common standardsHow HR leaders need to rethink the “value of time” when it comes to investing in learningWhy “skill surging” is an faster and better alternative to implementing a skills-based organizationWhy you should be refining, not reinventing your L&D governance modelNoah's advice to next-gen L&D leaders who want to increase their influence and impactConnecting with Noah Rabinowitz and Brian HackettConnect with Noah Rabinowitz on LinkedInConnect with Brian Hackett on LinkedInLearn more about the CLO LIFT and The Learning ForumEpisode Sponsor:BizLibrary - Where Learning Happens

In this episode hear Dr. Jay Campbell, Chief Products Office at Blanchard and host Chad Gordon discuss the results of the Blanchard 2024 HR/L&D Trends Survey. You'll learn about the eight specific focus areas identified in the survey that Human Resources and Learning & Development professionals will face as challenges, or opportunities in the coming year.  Download the eBook here.