Podcasts about People Management

For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP252  In episode 256, Coffey talks with Leslie Speas about developing high-retention managers who improve employee engagement, accountability, trust, and workplace culture through intentional leadership habits.  They discuss promoting high-performing employees into leadership roles without proper management training; emotional intelligence and self-awareness as foundational leadership competencies; connecting employees to organizational purpose and mission-driven work; building workplace trust through consistency, humility, and integrity; coaching employees through questions instead of problem-solving; accountability systems that improve performance and retention; effective communication strategies for managers and team leaders; employee recognition and appreciation practices that reinforce company values; empathy and flexibility in supporting employee wellbeing and mental health; leadership development frameworks that strengthen organizational culture and productivity; practical feedback models including the BEAN and BET communication methods; performance management processes that move beyond annual reviews; balancing individual contributor career growth with leadership readiness assessments.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Leslie Speas is a seasoned Human Resources and Organizational Development leader with over 30 years of experience. She serves as Founder and President of InfluenceHR Consulting, a firm dedicated to helping leaders and HR teams build workplaces where people will thrive and stay.  Leslie holds a master's degree in industrial/organizational psychology and possesses senior-level HR designations and certifications in coaching, the Working Genius, Enneagram assessment, and Talent Management/Succession Planning. Her leadership experience spans diverse sectors such as healthcare, manufacturing, technology, financial services, and nonprofit organizations. In addition, she is the author of the book, 7 Habits of High-Retention Managers.  Leslie is heavily involved in furthering the HR profession and serves as a District Director with the North Carolina Society for Human Resources Management. She and her husband, Tracy, reside in Winston-Salem, N.C.  Leslie Speas can be reached at: https://www.influencehrconsulting.com  https://www.linkedin.com/in/leslie-speas  https://www.facebook.com/influencehrconsulting  https://www.instagram.com/influencehrconsulting  https://www.youtube.com/channel/UCdH17Da_dvt_UFpRNmUvqrQ    About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives:  Identify the leadership habits that improve employee retention and engagement. Apply coaching and feedback techniques that strengthen accountability and trust. Evaluate leadership readiness before promoting employees into management roles. 

What you'll learn in this episode: ● The key difference between leading and managing ● How your words can carry more weight than you realize ● Why great leaders attract people seeking guidance ● How to empower your team through influence, not authority ● The mindset shift that transforms management into leadership

In episode 255, Coffey talks with Teri Chilcoat about navigating and recovering from toxic workplace environments while building healthier organizational cultures.  They discuss defining toxic workplace dynamics beyond legal thresholds and into lived employee experience; recognizing psychological and physical symptoms of chronic workplace stress and burnout; understanding the toxic triangle of leaders, followers, and culture enabling dysfunction; applying personal agency and stoic principles to regain control in adverse environments; building leadership accountability systems that reinforce values and ethical behavior; identifying disengagement signals and preventing employee turnover through proactive management; evaluating why high-performing individual contributors often fail as managers; fostering self-awareness and emotional intelligence as core leadership competencies; addressing the hidden costs of toxic high performers on team morale and retention; preparing organizations for potential waves of turnover driven by disengagement and economic shifts.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP255  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Teri Chilcoat is the author of Surviving the Toxic Workplace from an HR Insider: A Roadmap to Power, Peace, and Happiness, a practical guide that exposes the hidden dynamics behind toxic work cultures and offers a clear path for professionals who want to reclaim their voice, well-being, and sense of purpose at work. Drawing from more than 15 years of experience in human resources, Teri combines real-world insight with research-backed strategies to help employees and leaders recognize the patterns that lead to burnout, disengagement, and silence in the workplace—and what to do about them.  As the founder of Inner Authority Co., Teri has spent her career advising executives, managers, and employees through complex workplace challenges including employee relations issues, culture breakdowns, leadership conflict, and burnout recovery. Her work centers on a simple but often overlooked idea: sustainable performance and healthy workplaces begin when individuals reclaim their inner authority.  Building on the lessons from her book, Teri delivers her keynote, “Retention Signals: What Employees Need to Stay (and What HR Can Fix Fast),” where she challenges conventional thinking about workplace well-being and shows leaders how to recognize the early signals of disengagement before employees walk out the door. Through real-world examples and practical tools, she helps organizations shift from reactive retention strategies to proactive leadership.  She also leads the BOLD Roadmap Workshop, which equips professionals and organizations with a structured framework for self-awareness, authentic leadership, and long-term, sustainable success. Teri holds a Master of Science in Strategic Human Resources from the University of Denver and a Bachelor of Science in Business Administration from the University of La Verne. She maintains professional certifications from both HRCI and SHRM and has been an active member of DallasHR since 2015.  Teri Chilcoat can be reached at  https://www.innerauthoritycompany.com https://www.linkedin.com/in/teri-chilcoat-phr  https://www.facebook.com/tchilcoat  https://www.instagram.com/tchilcoat   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Identify the behavioral and organizational indicators of a toxic workplace. Apply self-awareness and agency to navigate high-stress work environments. Develop leadership practices that promote accountability, engagement, and retention. 

In episode 254, Coffey talks with David Miklas about rapidly changing employment law trends surrounding DEI programs, EEOC enforcement priorities, workplace discrimination claims, AI risks in HR investigations, and the evolving legal landscape employers face in 2026.  They discuss the EEOC's proposal to eliminate EEO-1 reporting requirements and how demographic data impacts systemic discrimination claims; the legal distinction between lawful diversity efforts and illegal DEI employment practices; reverse discrimination lawsuits and Title VII protections for all employees regardless of majority or minority status; the risks of workforce balancing, quotas, and race-conscious hiring decisions; employee resource groups and affinity programs that may unintentionally create unlawful workplace segregation; recent federal court rulings on DEI training, race-based programming, and compelled speech claims; practical recruiting strategies for expanding applicant pools without violating discrimination laws; how employers can maintain merit-based hiring while improving diversity outreach efforts; the increasing role of AI-generated deepfakes and manipulated media in workplace investigations and litigation; discovery risks involving ChatGPT prompts, AI-generated HR documentation, and employment decisions; AI-related hiring fraud, fake applicants, and remote interview concerns; legal concerns around confidentiality, metadata, and AI-generated evidence; and management failures highlighted by viral Reddit workplace stories involving poor supervision, accommodations, and employee performance management.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP254  Media mentioned in this podcast:  The JPMorgan Sexual Assault Lawsuit Was Already Messy. AI Is Making It Worse Reddit: Anyone Hire a Recruiter to Recruit Away a Problem  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  David Miklas owns a Labor & Employment law firm and for 27 years he has practiced all types of labor and employment law exclusively representing Florida employers. He has written hundreds of employment law articles, is the co-author for the premier legal textbook used by lawyers for Florida employment law, is a frequent employment law presenter and is a nationally recognized speaker and an invited guest lecturer addressing employment law and human resource issues with over thirty universities, including Harvard. Mr. Miklas graduated from the University of Florida College of Law.   David Miklas can be reached at  https://www.miklasemploymentlaw.com/  https://www.linkedin.com/in/david-miklas-301861121/  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Distinguish between lawful diversity initiatives and illegal employment discrimination practices. Identify emerging AI-related legal risks affecting workplace investigations and HR decision-making. Apply practical management and recruiting strategies that reduce discrimination and compliance risks. 

We'd love to hear from you. Send us fan mail!Role clarity is the most underleveraged driver of leadership performance, and most organizations aren't building it. In this episode of Shedding the Corporate Bitch, executive coach Bernadette Boas sits down with Jackson Lynch, founder of Talent Sherpa, to examine why talented people consistently underperform when the architecture around them is broken. Drawing on W. Edwards Deming's research that 94% of performance problems are systemic, not personal, Jackson makes a compelling case that organizations have been investing in the wrong place.The conversation moves from theory to practice quickly. Jackson breaks down what role architecture actually means: defining five to seven outcomes for any role so that everyone in the system, the incumbent, their manager, their peers upstream and downstream, knows exactly what winning looks like. Without that, accountability becomes blame, engagement flatlines, and even your highest-potential leaders are flying blind.For HR leaders, this episode reframes the function itself. Jackson challenges the compliance-first model that most human capital teams operate within and argues that the real job is to identify talent constraints before the strategy is executed, not after things go sideways. What You Will LearnWhy 94% of performance problems are architectural, not personal, and what that means for how you develop leadersHow to define the 5–7 outcomes that tell any role what winning looks likeWhy decision rights must be directly tied to accountability and what breaks when they aren'tThe difference between accountability (backward blame) and reliability (forward ownership) — and which one actually produces resultsHow to use a talent portfolio optimization model to put the right people in the highest-impact rolesWhy HR's shift from compliance partner to business constraint solver changes organizational performanceHow auditing your calendar reveals whether you are leading strategically or managing noiseEpisode Chapters [00:00 — Welcome & Why Leadership Architecture Matters More Than Talent02:00 — The Biggest Leadership Misconception: It's the System, Not the Person03:00 — What Role Architecture Actually Means — Outcomes, Decision Rights & Boundary Conditions05:00 — Role Clarity in Practice: Defining What Winning Looks Like07:00 — Reframing Accountability as Reliability — and Why It Changes Everything08:00 — The AI Fog Problem: Why Automating Unclear Roles Scales the Problem10:00 — The Real Cost of Not Defining Outcomes: Opportunity Loss13:00 — How to Drive Accountability Without Blame16:00 — Why Leaders Stay Stuck in Tasks: Dopamine, Busyness & the Arsonist Problem18:00 — The Talent Portfolio Optimization Model vs. Traditional Succession Planning21:00 — How to Sequence Talent Decisions for Maximum Business Impact23:00 — How HR and Business Leaders Should Partner on Talent Strategy29:00 — Moving Your Team From Busy to Impactful32:00 — Nobody Gets Overwhelmed Knowing What Winning Looks Like33:00 — Audit Your Calendar: The One Move That Changes Everything35:00 — Where to Find Jackson Lynch & Talent SherpaAbout the Guest Jackson Lynch is the founder of Talent Sherpa, where he works with CEOs and executive teams to build the role clarity, decision rights, and outcome-defined accountability structures that drive business performance. With 25 years in human capital — from the factory floor to senior leadership in public companies — Jackson brings an operator's perspective to the systemic gaps that most leadership development programs never address. He also publishes a weekly Substack followed by more than 6,000 human capital practitioners. Learn more at mytalentsherpa.com and connect with Jackson on LinkedIn at linkedin.com/in/jxnlynch.Related EpisodesYour Calendar is Lying: HERE  — how you need to become an attention manager vs. time managerYour Company is Not a Machine with Norman Wolfe PART 1 HERE — how leaders need to shift from managing tasks to leading the heart of the company; your people.How to Stop Managing the Machine with Norman Wolfe PART 2 HERE — the four concrete leadership skills that make the framework operational, and more importantly, why most leaders are missing all of themSubscribe If this conversation gave you something you can use, subscribe to Shedding the Corporate B!tch on YouTube, Apple Podcasts, or Access all of the full episode on Ball of Fire Coaching. Each episode is built for executives, HR leaders, and corporate professionals who want direct, no-nonsense insight on what it actually takes to lead at the highest levels. New episodes every week at ballofirecoaching.com/podcast.Support the show

Daniel's MasterClass Tour (Autumn 2026): www.danielbarnett.com/masterclassFair Work Agency contact page (helpline update, 22 May 2026): https://www.gov.uk/guidance/contact-the-fair-work-agencyWork and Pensions Committee Disability at Work proposal — People Management, 22 May 2026: https://www.peoplemanagement.co.uk/article/1959113/employers-face-two-week-deadline-disabled-workers-adjustment-requestsFit notes pilot scheme — Personnel Today, 20 May 2026: https://www.personneltoday.com/hr/government-to-pilot-new-approach-to-fix-broken-fit-note-system/EHRC services code laid before Parliament — Personnel Today, 21 May 2026: https://www.personneltoday.com/hr/ehrc-updated-code-of-practice-laid-before-parliament/

In episode 253, Coffey talks with Anthony Sork about how emotional attachment during onboarding shapes employee engagement, retention, and organizational performance.  They discuss the difference between employee attachment and employee engagement; how onboarding experiences create long-term emotional bonds with organizations; the role frontline managers play in employee retention and discretionary effort; why poor manager engagement creates downstream hiring and retention risks; how employer branding influences attachment before candidates even apply; the impact of lengthy recruiting processes on candidate perception and trust; why organizations should treat onboarding as a strategic investment; the four core attachment perceptions of security, trust, acceptance, and belonging; how emotional bonds form during the first 120 days of employment; practical ways leaders can strengthen employee connection and purpose alignment; the risks of unmanaged onboarding and declining new-hire sentiment; why traditional engagement surveys are lagging indicators of workplace culture; and how individualized onboarding experiences improve retention and team performance.  Mentioned in this episode: Qualtrics' 2026 Global Employee Experience Trends https://www.qualtrics.com/ebooks-guides/employee-experience-trends/   ** Special Offer From Our Guest **  We are pleased to offer a complimentary trial of the Employee Attachment Inventory for an employee who has commenced and who reaches their 90th day of employment in the months of May, June, or July 2026.  Visit www.shcBOND.com and use this code: GoodMorningHREAI2026   Or email Anthony Sork (anthony@sorkhc.com.au)or Selina Sork (selina@sorkhc.com.au) with questions.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  As a world recognized thought leader in employee perception measurement, Anthony Sork has changed the way organizations understand “Engagement” across the employee lifecycle. Anthony has worked with leaders across all industries to help them understand, measure and manage the emotional bond of their talent to enhance performance and retention and build “Culture's of Excellence'.  Anthony's award winning patented instrument, the Employee Attachment Inventory (EAI) together with the Employee Connection Inventory (ECI) and Employee Detachment Inventory (EDI) have supported thousands of Managers globally to create highly engaged, high performance teams.  Anthony has spoken at leading industry conferences around the world. His audiences describe him as “expert”, “upbeat”, “articulate”, “engaging”, “entertaining” and “passionate”.  Anthony has been featured in the Australian Financial Review, Sydney Morning Herald, Management Today, Human Capital Magazine, Recruitment Extra & ABC Radio.  You can learn more about Employee Attachment, Connection and Detachment across Anthony's social media channels which attract a worldwide audience.  Anthony Sork can be reached at: www.SorkHC.com.au   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Understand the difference between employee attachment and employee engagement. Identify the leadership behaviors that strengthen emotional bonds with new hires. Evaluate onboarding practices that improve retention, trust, and belonging. Recognize the long-term organizational risks of poor manager engagement. 

In dieser Folge spricht Hans Boot mit Kai Hagelganz über die Rolle des Interim CPO. Kai Hagelganz erklärt, warum jedes Mandat mit einer ehrlichen Daten- und Spend-Analyse beginnt – oft bei schlechter Datenqualität und chaotischen Warengruppen. Auf Basis eines klaren Zielbilds entwickelt er ein Target Operating Model (TOM) für Organisation, Prozesse und Rollen im Einkauf. Ein Schwerpunkt liegt auf People Management und Stakeholder-Management: Mitarbeitende mitnehmen, Talente entwickeln, C-Level ehrlich spiegeln und den Einkauf so aufstellen, dass er nach dem Einsatz eigenständig auf hohem Niveau weiterarbeiten kann. Die Folge zeigt, was einen guten Interim CPO ausmacht: langjährige Erfahrung, strukturiertes Vorgehen, hohe Einsatzbereitschaft – und die Fähigkeit, notwendige Veränderungen konsequent, aber empathisch umzusetzen.

Drop us a message!Running a marketing agency means constantly juggling people, projects, and profitability. And without the right systems in place, something always gives.In this episode of Social In 10, we're joined by Brianna Norman, People & Operations Manager at Giraffe Social, for an honest look at what it takes to run a well-functioning agency from the inside out. Brianna shares how agencies should approach resourcing to strike the right balance between team wellbeing, delivery quality, and commercial sustainability… and why getting this balance wrong is one of the most common reasons agencies struggle to scale.e dig into what effective people management really looks like in a modern marketing agency, how leaders can retain and develop talent in an industry known for high turnover, and how to prioritise work and opportunities in a way that supports sustainable growth without pushing teams to breaking point.If you run an agency, work in one, or are thinking about building one, this is the episode you didn't know you needed.Want to be featured on the pod? Drop us a voice note on Instagram at @GiraffeSM.About Giraffe Social's Social in 10 PodcastGiraffe Social is a multi-disciplined digital marketing agency specialising in social media marketing based on the South Coast of the United Kingdom. We work with a wide range of industries, spanning from Fintech and L&D, to Beauty and Retail.Social in 10 is a weekly podcast about all things digital marketing. We discuss all the things social media managers want to know, including the latest platform updates, emerging trends, campaign ideas, and best practices to help you stay ahead of the curve. Whether you're managing multiple clients or growing your brand in-house, each episode is packed with actionable insights… all delivered in under ten minutes.Hosted by the Giraffe Social team, this is your fast, fun, no-fluff guide to making sense of social. New episodes every week, so tune in and level up your marketing game!

In episode 252, Coffey talks with Beverly Parker about how recruiting and talent acquisition are evolving and why relationship-based recruiting still matters.  They discuss the shift from newspaper job ads, to Monster, to today's AI-powered recruiting platforms; why “post and pray” or “post and spray” recruiting fails to attract high-quality passive candidates; how recruiters use professional networks to identify specialized talent faster; the growing impact of AI-generated resumes and fraudulent job applicants; why recruiters should avoid over-relying on AI resume filtering tools; strategies for sourcing passive candidates in competitive hiring markets; the value of agency recruiters for hard-to-fill and specialized positions; how employers can improve hiring processes during a frozen labor market; candidate expectations around compensation, flexibility, and work-life balance; why transparency about career growth opportunities improves retention and hiring outcomes; the increasing importance of training and development in workforce planning; how younger workers want meaningful work and stronger onboarding support; the importance of hiring for adaptability and learning agility instead of static skills; lessons from building recruiting functions inside growing organizations; and how long-term recruiter relationships create stronger organizational outcomes than transactional placements.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP252  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Beverly Parker is an accomplished HR leader and recruiter with over 15 years of experience connecting top talent with tier-one employers. She has built a reputation for aligning high-performing candidates with organizations that value growth, culture, and long-term success.  Her work is grounded in a results-driven approach to talent acquisition and workforce development, with a strong focus on building strategic partnerships across the Dallas–Fort Worth metroplex. Beverly actively collaborates with leading professional organizations, including Fort Worth HR, MidCities HR, Dallas HR, APA, and FEI, to stay at the forefront of industry trends and talent needs.  A dedicated advocate of servant leadership, Beverly is committed to fostering environments where individuals and teams can perform at their highest level. She holds both PHR and SHRM-CP certifications.  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Understand how modern talent acquisition differs from traditional recruiting models. Evaluate when organizations should use internal recruiters versus external recruiting agencies. Identify strategies for attracting passive candidates in competitive labor markets. Recognize the risks and limitations of AI-driven recruiting and screening systems. Improve hiring processes by aligning candidate motivations with organizational realities. Develop recruiting approaches that prioritize long-term fit over transactional hiring. Explore how training, onboarding, and development affect employee engagement and retention. Assess how labor market uncertainty influences candidate and employer behavior. Learn how recruiters can identify transferable skills and high-potential candidates. Understand why adaptability and learning agility are becoming critical hiring criteria.  

We'd love to hear from you. Send us fan mail!If Part 1 of this conversation with Norman Wolfe gave you the "why" behind the Living Organization Framework, Part 2 gives you the "how." In this episode, Bernadette and Norman go deeper into the four concrete leadership skills that make the framework operational, and more importantly, why most leaders are missing all of them.Norman argues that organizations underperform not because of bad strategy, but because leaders are managing only one dimension of performance: activity. The Living Organization Framework adds two more, relationship and context, and the skills in this episode are how you actually lead across all three.This is not a conversation about soft skills. It's a conversation about the specific, teachable capabilities that separate leaders who close the execution gap from those who keep wondering why their people aren't executing. What You'll LearnWhy optimizing for activity alone leaves the majority of your organization's potential energy on the tableHow heart centering works as a trainable skill — and why it's the only real foundation for psychological safetyWhy your culture change initiatives stall (hint: changing the narrative isn't enough without ritual scaffolding)What improvisational theater teaches us about leading through uncertainty without becoming reactive or rigidWhy the biggest failures in new leadership approaches happen when one skill is applied in isolationKey Timestamps[00:00] — Welcome back and recap of Part 1[00:01:00] — Preview of the four skills: heart centering, storytelling & ritual, improv mindset, balancing opposites[00:03:00] — The Living Organization Framework: activity, relationship, and context explained[00:07:00] — Why adding relationship and context multiplies organizational energy output[00:08:00] — Skill 1: Heart centering as the foundational leadership skill[00:14:00] — Skill 2: Storytelling and ritual — how to reframe context with scaffolding[00:16:00] — Skill 3: The improv mindset and Norman's personal connection to it[00:21:00] — Skill 4: Balancing opposites (polarity thinking)[00:22:00] — Norman's upcoming book and where to find his work[00:25:00] — Bernadette's closing reflection and call to actionAbout Norman WolfeNorman Wolfe is the creator of the Living Organization Framework and founder of Quantum Leaders, a consulting practice that helps senior leaders close the execution gap by treating organizations as living systems rather than machines to be optimized. A former systems engineer turned leadership strategist, Norman brings a rare combination of analytical rigor and human-centered insight to the work of organizational transformation. His first book, The Living Organization, is available free at thelivingorganization.com/book1, and his second book, Leading a Living Organization, a business parable written for senior leaders navigating real-world transformation, is targeting a September 2026 release.Resources & Links Mentioned

In episode 251, Coffey talks with Jennifer Yugo about why traditional interviews fail to identify top candidates and how competency-based, structured hiring improves outcomes.  They discuss the ineffectiveness of unstructured interviews and reliance on intuition in hiring decisions; confirmation bias and overconfidence in manager-led candidate selection processes; building competency-based hiring frameworks grounded in real job performance data; differences between skills and competencies in evaluating candidate success; designing structured interviews with behavioral and situational questions; aligning hiring processes with organizational culture and values; leveraging applications and assessments to enhance candidate evaluation consistency; improving hiring manager adoption through usability and stakeholder involvement; measuring hiring success through turnover, efficiency, and process compliance metrics; balancing candidate experience with standardized hiring systems for fairness.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP251  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Jennifer Yugo is a seasoned professional in building exceptional workplaces and business environments. With a 20-year career and her experience as Managing Director and Owner at Corvirtus, she applies science-driven frameworks to develop tools that enhance employee performance and engagement. Her leadership is instrumental in advancing the company's offerings in solutions including employee retention, hiring, and culture-building.  Jennifer's expertise is grounded in her comprehensive knowledge of Industrial-Organizational Psychology, Organizational Behavior, Human Resources, and Psychometrics.   She actively contributes to these fields through speaking engagements, writing, and presenting at conferences like DisruptHR.  Jennifer earned her PhD at Bowling Green State University's nationally-ranked Industrial-Organizational Psychology program and her Bachelor's degree in Psychology with Highest Honors from Purdue University.  Jennifer Yugo can be reached at   https://corvirtus.com  https://www.linkedin.com/in/jenniferyugo  https://www.youtube.com/@corvirtus1779    About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.   Learning Objectives:  Understand the limitations of traditional, intuition-driven interview methods Apply competency-based frameworks to design structured hiring processes Evaluate candidates more effectively using behavioral and situational interview techniques 

Are you showing up for your team — or just showing up?There's a difference. And your team already knows which one you're doing.In this solo episode of Shedding the Corporate Bitch, executive coach Bernadette Boas gets direct about one of the most overlooked failures in leadership today: the gap between being available and being genuinely present.Bernadette has coached leaders at every level for more than 25 years, from managers with zero direct reports to executives leading hundreds. What she's observed consistently is this: most managers believe they're showing up, yet, their teams experience them as absent. This episode is the direct conversation most leaders never get from anyone in their orbit.Topics discussed:What Leadership Presence Actually MeansThe Three Dimensions of Showing UpFive Strategies to Start This WeekThe Three Excuses Bernadette Won't AcceptYour Challenge This Week About Bernadette BoasBernadette Boas is an executive coach, speaker, and author of Shedding the Corporate Bitch. With 25+ years inside corporate America, including VP-level roles, and her own transformation from “tyrant boss” to sought-after leadership coach, she helps corporate leaders and their teams close the gap between performance and potential.→  Website: balloffirecoaching.com→  Book a free 30-minute coaching call HERE Subscribe + FollowSubscribe to Shedding the Corporate Bitch so you don't miss an episode HERENew episodes every week. No filler. Just real leadership coaching. Support the show

In episode 250, Coffey talks with Justin Dorsey about recent HR-related new items including navigating politics, mental health, employees' sometimes inflated compensation expectations, and the most in-demand HR skills.  They discuss managing political conversations and ideological conflict in the workplace; balancing employee expression with productivity and respectful communication; how HR leaders can create psychologically safe but performance-focused cultures; generational differences in resilience, stress, and mental health expectations; the growing importance of employee assistance programs and mental health leave awareness; how poor sleep hygiene and digital overload impact employee productivity and wellbeing; handling difficult compensation conversations and unrealistic salary increase demands; avoiding emotional decision-making during employee relations conflicts; why culture fit should evolve into culture add during hiring decisions; the increasing demand for HR technology, people analytics, and change management expertise; how artificial intelligence is reshaping HR roles and workforce management; and the future convergence of HR leadership with operational leadership responsibilities.  Media mentioned in this podcast:  The End of “No Politics at Work” and What Comes Next Mental health leaves are rising. How can organizations reduce and better manage leaves? | Idaho Statesman The 2026 Workplace Mental Health Annual Report | Spring Health Employee demands a near 50% raise : r/managers HR Career Outlook 2026: Is Your HR Career Future-Proof? - AIHR  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP250  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Justin brings a background of psychology and sociology into the world of HR. He is currently a fractional HR consultant for the Texas HR Team where he provides strategic HR support for small businesses and nonprofit organizations.  With extensive experience in a variety of industries, including retail, healthcare, distribution, and engineering, His expertise includes employee relations, talent acquisition, training, compensation, benefits, and employee engagement. He holds both a Senior Professional and Global Professional certification in Human Resources.  Outside of work, Justin is a dedicated volunteer at his church and other community organizations including Junior Achievement and F3. He's a past president of Fort Worth HR and was recognized by the Fort Worth Business Press in their Top 40 Under 40 program. More importantly, he's a husband of 1 and father of 2. Don't get him started talking about chickens or Texas Tech sports.  Justin Dorsey can be reached at justin@texasHRteam.com https://www.linkedin.com/in/justin-dorsey-sphr  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.   Learning Objectives: Evaluate strategies for managing political and social discourse in the workplace while maintaining productivity and respect. Identify practical ways HR leaders can support employee mental health without overstepping into clinical or therapeutic roles. Apply effective approaches for handling compensation disputes, employee dissatisfaction, and retention conversations. Understand how AI, HR analytics, and technology fluency are reshaping future HR career paths.  

In episode 249, Coffey talks with Jenay Huey about how growing businesses should approach HR strategy, outsourcing, and internal capability building.  They discuss why small businesses delay investing in HR until problems arise; misconceptions about HR as a cost center versus strategic function; differences between transactional HR tasks and long-term workforce strategy; when to hire in-house HR based on employee count and complexity; how to evaluate HR consultants and service level agreements; the role of benefits brokers, attorneys, and HRIS platforms; pros and cons of outsourcing HR functions and PEO arrangements; selecting and scaling HR technology systems effectively; building internal HR talent pipelines and succession planning; importance of business acumen and aligning HR initiatives with financial outcomes.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP249  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Jenay Huey, SHRM-SCP, PHR, is the President of Dunedin HR Solutions LLC and a seasoned Human Resources strategist dedicated to "putting the human back in HR." With a career built on helping organizations and employees, Jenay serves as a fractional CHRO, aligning HR policies with business vision to drive net income and team engagement. She is dedicated to serving small and medium size organizations.   She believes that all organizations deserve access to an HR professional that understands their organization, scales solutions to their size and culture and undertsands the employment compliance landscape.   Jenay has over 20 years of experience in HR and people operations. She has worked with organizations from small family run businesses to organizations with over 7000 employees. She received her B.A.Sc from the University of South Florida, holds several certifications including her SHRM-SCP and PHR from HRCI.  Jenay Huey can be reached at  https://www.dunedinhrsolutionsllc.com https://www.linkedin.com/in/jenay-huey https://www.facebook.com/profile.php?id=100094367457078  https://www.instagram.com/dunedin_hr_solutions_llc  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Identify when a growing company should invest in HR support or leadership Evaluate external HR resources, consultants, and PEOs effectively Design a scalable HR strategy that aligns with business growth and profitability 

US companies spent nearly $100 billion on workplace training last year. Employee engagement hasn't meaningfully improved in two decades. In this episode of Shedding the Corporate Bitch, executive coach Bernadette Boas makes the case that the problem is not one of effort, talent, or even budget, it's a design problem. Most organizations have built their development infrastructure around discrete events: a workshop here, an assessment there, a coaching session when someone gets promoted. That model was never engineered to produce lasting behavioral change. It was designed to check boxes.Bernadette walks through the four structural reasons their current programs are failing, including why 81% of organizations measure completion rates instead of behavioral change, why the Ebbinghaus Forgetting Curve makes single-session training scientifically ineffective, and why most leaders lack the self-awareness to absorb and apply what they're being taught. More importantly, she introduces a solution: the Leadership Development Operating System: a five-pillar framework that connects training, coaching, curriculum, assessment, and measurement into a single compounding architecture. What You'll Learn•       Why the workshop model fails and how the distinction between an event and a system determines whether your investment produces resultsThe four root causes of program failure: lack of self-awareness, no structured practice, absent measurement, and no pull-through•       How to structure skill training so that 60–70% of session time is dedicated to practice and feedback, not information transfer•       The five pillars of the Leadership Development Operating System and how each one reinforces the others•       Why external coaching is essential for real-time behavioral change, and why internal L&D teams cannot fully replace it•       The four-layer measurement framework: behavioral assessment, application data, business impact metrics, and cultural integration•       A diagnostic question to immediately identify the structural gaps in your existing programs Key Timestamps:[00:00] — Why positive workshop feedback doesn't equal behavioral change[01:30] — 80% mindset, 20% skillset: the leadership success formula[03:00] — Why the current development model was built to check boxes, not produce change[13:00] — Introducing the Leadership Development Operating System[14:30] — Overview of the five pillars[31:30] — The diagnostic question for your current program[32:00] — How to book a 30-minute diagnostic call with BernadetteResources & Links:Book a 30-Minute Diagnostic Call: coachmebernadette.com/discovery-callPodcast Hub (all platforms): balloffirecoaching.com/podcastFollow on YouTube: HERESupport the show

In episode 248, Coffey talks with Damon Thompson about how student loan debt impacts employees and how employers can help reduce that burden through benefits programs and federal subsidies.  They discuss the history and evolution of federal student loan programs before and after the Affordable Care Act; rising college costs and lack of borrowing caps driving massive student debt growth; financial stress and productivity loss caused by high monthly loan payments; how income-driven repayment and federal subsidy programs reduce employee loan obligations; employer-sponsored student loan repayment benefits under Section 127 tax advantages; complexities and low success rates navigating Department of Education programs independently; public service loan forgiveness eligibility and long-term debt elimination strategies; how personal circumstances influence repayment calculations beyond income alone; the role of third-party services in optimizing loan subsidies and compliance; and the connection between student debt, employee retention, and delayed life milestones.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP248  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  After graduating from Austin College (Sherman Texas) in 1979 Damon immediately began his career working directly with the owners of closely held businesses and their H.R. teams.   Understanding the needs of both the employer and the employee he knows that not all employee benefits are “insurance” benefits needing employer funding.   Being familiar with Comprehensive Major Medical, Workers Compensation as well as Administration systems & software has allowed him to develop unique solutions for owners of those closely held companies and their HR teams.   This has also led to many speaking engagements in organizations such as Texas A&M Graduate School of Business, Work with Texas Legislators & Attorney General, Private Equity Association Convention (PEG-aplooza), and Numerous Chambers of Commerce across Texas.  Damon Thompson can be reached at https://www.finnita.com/  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Understand how federal student loan programs evolved and why debt has increased significantly Identify the impact of student loan debt on employee productivity, retention, and financial wellbeing Evaluate employer strategies, including tax-advantaged benefits, to help employees manage student loans  

In episode 247, Coffey talks with Michelle Sims about building skills-first hiring pipelines and expanding apprenticeship models to address the early-career experience gap in the age of AI.  They discuss redefining entry-level work as automation reshapes junior roles; bridging the experience gap through apprenticeships and workforce development programs; expanding access for non-degree and nontraditional talent into corporate careers; differences between internships and apprenticeships in structure, pay, and outcomes; integrating mentorship, wraparound support, and structured training into early career pathways; challenges of adopting skills-first hiring and replacing degree-based proxies; designing fair and effective hiring assessments including project-based evaluations; measuring apprenticeship success through retention, productivity, and skill progression; the role of AI in shifting demand toward mid-career talent with technical experience; building inclusive hiring pipelines that expand access to underrepresented groups; and public policy efforts to scale apprenticeships and workforce development nationwide.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP247  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Michelle Sims is the CEO of YUPRO Placement, a skills-first placement firm advancing economic mobility for talent traditionally overlooked by the hiring system. She partners with corporate leaders to replace outdated practices with performance-driven, retention-ready workforce solutions.  A multi-year Staffing Industry Analyst Global Power 150 Women in Staffing honoree, Michelle serves on the American Staffing Association Women in Leadership Council and is a board member of the Harvard Kennedy School Women and Public Policy Program. Under her leadership, YUPRO Placement has earned industry-wide recognition for innovation, equity, and upskilling programs.  Michelle is a regular Forbes contributor and a respected voice in workforce strategy, advocating for inclusive, skills-first hiring that meets today's talent demands and builds tomorrow's teams.  Before joining YUPRO Placement, Michelle held senior executive roles across multiple industries and taught human resources and leadership development as an adjunct professor for 17 years. She holds a BBA from Texas A&M University and an MBA from Houston Christian University.  Michelle Sims can be reached at: www.yupro.com https://www.linkedin.com/in/michellesims-  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Understand how AI is reshaping entry-level roles and talent pipelines Evaluate the structure and benefits of apprenticeships versus internships Design skills-first hiring processes that prioritize competencies over credentials 

Send us Fan MailNonprofit people management strategy is often overlooked—but it may be the single biggest driver of organizational success, staff retention, and mission impact. Allison Wyatt, Founder and CEO of Agility Talent Partners, breaks down how nonprofits can build stronger teams by investing in intentional people systems.Most nonprofit budgets are heavily weighted toward staff, yet many organizations lack a clear strategy for managing and developing their people. As Allison explains, “To not have a strategy behind that… seems just irresponsible.” Without strong management, organizations face hidden costs—high turnover, stalled growth, poor performance, and even major financial loss.Through real-world examples, Allison highlights the risk of underinvesting in leadership development. One organization lost $1.8 million due to a failed leadership transition—something that could have been mitigated with a relatively modest investment in succession planning.The conversation also explores practical, actionable strategies for nonprofit leaders. Strong management doesn't require complex systems—it requires consistency. Clear expectations, ongoing feedback, and coaching create a culture where staff feel accountable, supported, and motivated to grow. As Allison puts it, “Your staff want a coach… someone to model success and help them move to the next level.”In today's evolving workforce—remote environments, multiple generations, and resource constraints—building trust is more critical than ever. This episode outlines how leaders can deliver effective feedback, foster psychological safety, and shift from reactive management to proactive development.For nonprofit executives, board members, and managers, this is a must-watch conversation about aligning people strategy with mission delivery. Because when your team performs better, your impact grows.  00:00:00 Introduction and Staffing Challenges 00:04:00 Hidden Costs of Weak Management 00:06:00 Why People Strategy Is a Business Strategy 00:07:00 $1.8M Lesson: The Cost of No Succession Plan 00:08:15 What Great Management Actually Looks Like 00:10:45 Why Staff Growth Gets Stalled 00:12:20 Managing Across Generations and Remote Work 00:13:40 Building Trust Through Honest Feedback 00:16:10 The Time vs. Investment Trap in Management 00:18:25 Small Steps to Build Stronger Teams 00:21:20 How Long Culture Change Really Takes 00:23:50 Leadership Buy-In and System Alignment 00:27:00 When to Bring in External Expertise #TheNonprofitShow #nonprofitstaffing #NonprofitManagementFind us Live daily on YouTube!Find us  Live daily on LinkedIn!Find us Live daily on X: @Nonprofit_ShowOur national co-hosts and amazing guests discuss management, money and missions of nonprofits!  12:30pm ET   11:30am CT  10:30am MT  9:30am PTSend us your ideas for Show Guests or Topics: HelpDesk@AmericanNonprofitAcademy.comVisit us on the web:The Nonprofit Show

In episode 246, Coffey talks with Kelly Price about building effective people strategy in small and medium-sized businesses.  They discuss why small businesses often treat HR as administrative rather than strategic; hidden financial costs of poor hiring and turnover; aligning people strategy with business goals and growth plans; improving recruiting processes beyond staffing agencies; designing structured onboarding and performance management systems; adapting to rapid change including AI and post-COVID workplace shifts; generational differences in workplace expectations and engagement; balancing flexibility with accountability in modern work environments; leveraging institutional knowledge from long-tenured employees; identifying when to bring in HR consultants and how audits drive strategic alignment; developing leadership capabilities as organizations scale beyond founder control.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP###  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Kelly Price is a dynamic leader and the passionate founder of ThriveHR. Kelly's career is a testament to her dedication and love for helping others, beginning with a Bachelor's degree in Hospitality Management from Kansas State University.  Her professional journey started at Marriott International. It was here where she mastered the art of creating memorable experiences, igniting her passion for positively impacting people's lives, a core value she carries into her HR career.  Kelly's enriching path in Human Resources started as a recruiter. She found joy in helping individuals secure jobs and the ability to impact their lives and families. Climbing the corporate ladder, Kelly served in various critical roles, including Benefit Manager, Director of HR, and VP of HR. In these positions, she played a crucial role in reducing turnover, enhancing employee satisfaction, and reshaping people and HR strategies.  As a small business owner, Kelly now leverages her extensive experience to help other businesses excel through smart people decisions. With her energy and positivity, she ensures that every client interaction is impactful and meaningful.  Kelly Price can be reached at www.thrivehrkc.com www.linkedin.com/in/kellypricethrivehr   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Understand the business impact of treating HR as a strategic function rather than administrative. Identify practical ways to improve hiring, onboarding, and retention in growing organizations. Apply people strategy principles to adapt to workforce, generational, and technological changes. 

In episode 245, Coffey talks with Patrick Richter about news and media items from the past month, including emerging HR risks involving AI, workplace compliance, and employer liability.  They discuss legal risks of AI-driven hiring tools and potential age discrimination claims; nuances of disparate impact versus disparate treatment under employment law; employer responsibilities when using third-party HR technology platforms; cybersecurity threats targeting HR teams through fake job applications; evolving tactics like deepfakes and identity fraud in hiring processes; ADA compliance and handling employee health disclosures appropriately; importance of the interactive process in workplace accommodations; legal pitfalls of paternalistic employment decisions; wage deduction laws and why punitive pay docking is unlawful; and broader employee relations risks from poorly designed workplace policies.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP245  Media mentioned in this podcast:  Workday takes partial loss as judge refuses to dismiss claims in AI bias lawsuit | HR Dive Fake Job Applications Used to Deliver Malware Targeting HR Teams - The420.in EEOC: Restaurant fired worker who had seizure to allow her to ‘focus on' her health | HR Dive Is it legal for company to deduct wages for breaking internal rules? : r/AskLegal   Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Patrick Richter helps employers and executives navigate high-stakes employment and workplace issues with practical, business-minded legal guidance.  He helps employers and executives navigate high-stakes employment and workplace issues with practical, business-minded legal guidance.   Patrick is an experienced employment attorney, litigator, and certified mediator, with a practice that spans first-chair trial work, strategic counseling, and transactional support. He advises on the full range of day-to-day HR and workforce issues, and he regularly partners with business leaders during critical moments—from growth and restructuring to disputes that threaten people, culture, or enterprise value.  Patrick Richter can be reached at https://rigbyslack.com/attorney/pat-richter/ www.linkedin.com/in/pat-richter-986b19   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Understand how AI-driven hiring tools can create unintended legal exposure. Identify proper employer responses to employee health disclosures under ADA. Implement heightened cybersecurity training to guard against new attack methods. 

In episode 244, Coffey talks with Dr. Jason Jones about how leaders must adapt their thinking and behavior to navigate the rapid disruption caused by artificial intelligence.  They discuss why AI represents a step-change disruption compared to past technology waves; growing workforce resistance and fear surrounding AI adoption in organizations; how enterprise AI systems will soon integrate SOPs, training, and operational knowledge; the neuroscience behind fear, uncertainty, and cognitive rigidity during change; why leaders must develop cognitive adaptability and emotional regulation; the concept of neuro-adaptive leadership and upgrading the brain's operating system; attuning to disruption through proactive awareness and disruption scanning; decoding thought patterns and identifying hidden biases that block innovation; aligning leadership identity with values to guide behavior under pressure; using reflection, reframing, and replacement to rewire thinking through neuroplasticity; and how leaders can model adaptive thinking to help teams thrive during uncertainty.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP244  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Dr. Jones equips leaders and teams with science-based strategies to activate peak performance, drive engagement, and thrive in the age of disruption. He is a leading authority on NeuroAdaptive Leadership™ and the neuroscience of performance, helping organizations rewire the way their leaders think, act, and inspire others. Dr. Jones is an Organizational Psychologist, executive coach, and international keynote speaker.   Drawing from cutting-edge neuroscience and more than 150 years of motivation and performance research, Dr. Jones has developed a practical and engaging approach to leadership that helps people understand and optimize how the brain drives behavior, influence, and decision-making. His approach has been used by Fortune 500 companies and forward-thinking organizations around the world, helping empower leaders to bring out the best in themselves and those they lead.  As the founder and CEO of LeaderPath, Dr. Jones has worked with some of the world's most recognized brands, including Microsoft, IBM, Porsche, AT&T, American Airlines, McKesson, Seagate Technology, and the Dallas Cowboys. His work has been featured by Inc. Magazine, FOX, CBS, ABC, and PBS, and his thought leadership continues to shape how modern leaders adapt, connect, and perform in an ever-changing world.  He is the two-time best-selling author of "Activator: Using Brain Science to Boost Motivation, Deepen Engagement, and Supercharge Performance" and "28 Days to a Motivated Team."   Prior to founding LeaderPath, Dr. Jones led executive education at AT&T, where he was responsible for developing more than 6,000 leaders globally, contributing to AT&T being named the #1 Learning Organization in America by Chief Learning Officer Magazine.  Outside of his work, Jason enjoys traveling, outdoor adventures, spending time with his grown children, and fueling his passion for helping others live and lead with purpose, resilience, and flow.  Dr. Jason Jones can be reached at https://drjasonjones.com  https://www.linkedin.com/in/DrJasonJones1  https://www.instagram.com/drjjones  https://www.youtube.com/c/DrJasonJones1   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Understand why AI disruption is fundamentally different from previous technology shifts in the workplace. Recognize cognitive rigidity and emotional responses that block effective adaptation to change. Apply neuro-adaptive leadership techniques to help teams respond productively to rapid disruption. 

Most organizations take their best performer, hand them a title, and call it a promotion. What they don't tell that person is that everything that made them great at their job is now working against them. In this first installment of a two-part conversation, Jamie sits down with Matt Whitehead — Chief Ancillary Officer at Your Health — to explore one of the most overlooked transitions in healthcare leadership: the shift from being an exceptional doer to becoming a leader others will actually follow. In this episode: Why the moment Matt stepped into his first nursing home administrator role cracked the foundation of everything he thought he knew about leadership The dangerous myth that new leaders walk in as "instant experts" — and how that belief causes their teams to start managing them Why the dopamine hit of checking things off a to-do list disappears in leadership, and what you have to build to replace it How to delegate without losing your mind — and why being crystal clear on outcomes matters more than anything else Why conflict is never a problem to be eliminated — it's information to be used This episode is for every high-performer who has stepped into a leadership role and felt the ground shift beneath them. You're not alone — and it's not a flaw. It's the beginning. www.YourHealth.Org

In episode 243, Coffey talks with Dan Dalton about using personality profiles to improve hiring, onboarding, team dynamics, and organizational effectiveness.  They discuss the evolution of personality assessments from paper-based tools to data-driven platforms; appropriate and inappropriate uses of DISC and Predictive Index in hiring decisions; leveraging behavioral data to ask better interview questions; customizing onboarding to match communication preferences and learning styles; aligning managers and employees through mutual self-awareness; using profiles to strengthen team composition and collaboration; applying personality insights to performance coaching conversations; reducing turnover by adapting leadership styles to employee needs; helping young people gain early self-awareness for career decisions; and identifying the “personality” of an organization through mission statements and customer feedback.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP243  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Since 1995 Dan Dalton has worked in various HR roles as Trainer, Recruiter, HR Generalist, Manager, Director and Employee Relations Consultant.  Dan has worked in the Banking industry with JP Morgan Chase and Southwest Bank, the retail industry with Neiman Marcus and the health care industry with, Texas Health Resources, Voyager Hospice Care, McKesson Specialty Health, Texas Oncology, EVP Eye Care and in manufacturing with Oil States Industries. Most recently, Dan has founded P3:14 Consulting focusing on helping organizations and individuals strive to reach their potential. Dan has held a Human Resources professional certification since 2005 and presently holds a HRCI Senior HR Professional (SPHR) certification as well as a SHRM-SCP certification.  Dan earned a BBA in Marketing with a minor in Economics from Southwestern University and an MS in HR Management from University of Texas at Arlington (UTA). Dan has served with Fort Worth HR (local SHRM chapter) as board member and Past President and has served as a member of the Board of Directors of the Christian Women's Job Corp of Greater Arlington where he facilitates workshops on resume writing and interview preparation. Dan has been married to Brandi since 1987 and has a son, Calvin James (CJ), daughter-in-law Caiti and two grandchildren Cannon and Charlie. Dan also enjoys binge watching Netflix and Prime shows, ski vacations and any time spent in the mountains. He is an avid baseball fan and has played softball and golf most of his life. Dan and his family are active members at First Baptist Church of Arlington, where he is a member of the choir and contemporary praise team and a Sunday School teacher.  Dan Dalton can be reached at https://p314consulting.com  https://www.linkedin.com/in/dandaltonsphr    About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.   Learning Objectives: Identify appropriate uses of personality assessments in hiring and performance management. Apply behavioral profile insights to improve onboarding and manager-employee communication. Evaluate team composition and organizational alignment using personality data.  

In episode 242, Coffey talks with Lee Colan about rebuilding human connection in a technology-driven, hybrid workplace.  They discuss the loneliness epidemic and its impact on employee wellbeing; differences between social isolation and emotional loneliness; remote work and the rise of frictionless digital experiences; Gallup and BetterUp data on workplace friendships and retention; the decline of socializing with coworkers outside work; practical rituals like high-low check-ins during meetings; the cultural effects of hybrid work and hot desking; personalization of workspaces to reinforce belonging; AI disruption of career paths and entry-level roles; the growing value of human-centered leadership skills; and a four-step model for building meaningful professional relationships.  Lee Colan's next book “The Connection Key: How to Unlock Your Positive Impact and Enhanced Wellbeing” releases in September.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP242  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Lee J. Colan, Ph.D. is Lee is an organizational psychologist and CEO advisor. He possesses a rare combination of skills as a corporate executive, business consultant, thought leader, prolific author, artful facilitator, and engaging presenter.   Lee applies an in-depth understanding of business, science, people, and organizations to help leaders and organizations grow. As a result, he quickly helps leaders bring order where there is chaos, clarity where there is ambiguity and growth where there is decline. Lee is a John C. Maxwell Leadership Award finalist and Thinkers50 nominee for Top Management Thinker globally.  He has authored 16 popular leadership books that have been translated into 10 languages, including the bestselling Engaging the Hearts and Minds of All Your Employees, Stick with It: Mastering the Art of Adherence and Healthy Leadership. He has also created over 50 products that equip and encourage leaders at every level. Expertise CEO advisement, executive coaching, strategy planning and execution, employee engagement, keynote speaking, leadership training.  Education Doctoral degree, Organizational Psychology, George Washington University Bachelor's degree, Psychology and Communications, Summa Cum Laude, Florida State University Background  Lee brings 25 years of hands-on industry and consulting experience to his clients. He worked in various leadership roles with American Airlines, Sandoz (Novartis) and FoxMeyer (McKesson). He also held consulting positions with two premier firms: Booz, Allen & Hamilton and Mercer. His last corporate post was as Vice President for Physician Reliance Network (U.S. Oncology), one of the fastest growing NASDAQ companies at the time.  Lee currently serves as an Independent Director and member of the Personnel Committee for Pacific Seafood Group, the largest vertically integrated seafood company in North America. He is a former director for Aztec Systems who was ultimately sold to a private equity firm. He also served on the Advisory Board for ASSET InterTech who was acquired in 2021 by Constellation Software.  Lee Colan can be reached at https://thelgroup.com https://www.linkedin.com/in/leecolan  https://www.facebook.com/TheLGroupInc  https://www.instagram.com/leecolan  https://www.youtube.com/user/LeeJColan  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.   Learning Objectives: Identify the business impact of workplace loneliness and disconnection. Apply a simple four-step model to strengthen team relationships. Embed connection-building rituals into meetings and daily leadership practices. 

In episode 241, Coffey talks with Neil Katz news and media items from the past month, including who HR is “for”, managing AI agents, and mental-health-related gaps in employment.  They discuss HR's responsibility to conduct impartial workplace investigations based on evidence; the misconception that HR exists primarily as employee advocates; aligning HR strategy with revenue, margin, and organizational mission; the decline of transactional HR through automation and outsourcing; fractional HR leadership for small and midsize businesses; managing autonomous AI agents within organizational structures; developing AI operational literacy and new leadership competencies; redefining KPIs in an AI-enabled workplace; and best practices for addressing employment gaps during hiring.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP241  Media mentioned in this podcast:   If HR Isn't There to Help You, Who Is HR For? — Dallas Employment Lawyer Blog — February 9, 2026 To Thrive in the AI Era, Companies Need Agent Managers How do explain a gap year taken for mental health. : r/jobsearchhacks  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Neil Katz is the founder and CEO of Exceptional HR Solutions, a leading provider of fractional HR leadership for small and mid-sized businesses across the U.S. With over 25 years of experience at the intersection of people and business strategy, Neil leads a national team of 20+ seasoned HR partners dedicated to helping companies scale, evolve, and thrive. His firm delivers end-to-end HR solutions—from talent acquisition and organizational development to compliance, culture, and leadership alignment.  Under Neil's leadership, Exceptional HR Solutions has become a go-to resource for growth-focused companies in industries ranging from retail and healthcare to manufacturing, technology, and professional services. He is widely recognized for building agile, scalable HR infrastructures that empower leadership, strengthen teams, and deliver measurable business impact. While his primary focus is on growing Exceptional HR Solutions, Neil also serves selectively as an executive advisor, helping founders, CEOs, and leadership teams navigate strategic and organizational change. He holds an MBA from Amberton University, a BA in Business Administration from Texas Lutheran University, and advanced training in executive coaching from the University of Texas at Dallas. He is SHRM-certified and respected for his strategic insight and people-first leadership style. Neil is a frequent guest on industry podcasts and a sought-after speaker at conferences and webinars, where he shares practical insights on fractional leadership, scalable HR strategies, and the evolving role of human resources in high-growth environments.  Outside of his professional work, Neil serves on the board of Hope International, a Dallas-based adoption agency, and previously served on the board of directors at Halo Senior Care, a for-profit business focused on elder care. He has also served with nonprofit organizations such as Gift of Adoption, reflecting his deep commitment to service and community.  Neil Katz can be reached at  https://exceptionalhrsolutions.com https://www.linkedin.com/company/exceptional-hr-solutions https://www.facebook.com/exceptionalhrS https://www.instagram.com/exceptional_hr_solutions_ https://twitter.com/exceptional_hrs https://www.youtube.com/@ExceptionalHRSolutions  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Understand how HR can balance legal compliance with business performance and employee trust. Identify emerging le...

60-80% of managers have ZERO formal leadership training. Is your organization creating accidental managers?In this episode, executive coach Bernadette Boas exposes the hidden crisis destroying teams across corporate America: unprepared and untrained talented professionals promoted into leadership roles without the training, mindset, or support to actually lead.In This Episode, You'll Discover:• Why 60-80% of managers never receive formal leadership training—and the devastating impact on teams, culture, and business results• The 5 ways to stop the cycle of advancing or hiring professionals not prepared for leadership• How to identify leadership readiness BEFORE promoting your top performers• Why redefining success metrics from personal to team outcomes changes everything• The power of leadership onboarding programs, mentorship, and mastermind communities• How to hold leaders accountable for people development (and tie it to compensation)• The bonus strategy: Creating alternative career paths for high performers who shouldn't manage peopleYour Call to Action: Assess your current management pipeline. Ask yourself: Are my managers leading intentionally, or are they surviving accidentally? What do they need to become powerhouse people leaders?Work With Bernadette: Struggling to create an onboarding program, define people management goals, or help an accidental manager thrive? Book a 30-minute discovery call at CoachMeBernadette.com/DiscoveryCallConnect: • LinkedIn: @BernadetteBoas • Website: BallOfFireCoaching.com • More Episodes: BallFireCoaching.com/PodcastLove the show? Leave a review and share this episode with other leaders who need to hear this message. Your feedback fuels this community and helps other leaders find the show!Support the show

In episode 240, Coffey talks with Yoram Solomon about motivating disengaged employees by building trust, increasing autonomy, and aligning intrinsic motivation with meaningful work.  They discuss quiet quitting and job hugging trends in uncertain economic times; intrinsic versus extrinsic motivation using the car engine analogy; why pay and bonuses fail as long-term engagement strategies; the critical link between trust, autonomy, and employee engagement; why trustworthiness matters more than intelligence or effort; how micromanagement destroys creativity and productivity; designing roles that fit personality and tolerance for repetitive work; diagnosing turnover caused by boring or monotonous jobs; involving employees in organizational change initiatives; rebuilding lost trust through accountability and ownership; and why leadership should be treated as a profession rather than a promotion.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP240  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Dr. Yoram Solomon is one of the world's leading experts on trust. He's the author of The Book of Trust and The Trust Premium, host of The Trust Show podcast, and creator of the Trust Habits® process. A 3-time TEDx speaker and founder of the Innovation Culture Institute®, Dr. Solomon has worked with organizations like AT&T, Dannon, Northrop Grumman, and HR.com. His research-backed, no-BS approach challenges conventional wisdom on leadership, culture, and motivation—and replaces it with brutally honest, practical strategies that actually work. With a PhD in organization and management, and a background that spans tech, military, law, and education, he brings a rare combination of academic depth and real-world experience. Whether he's on stage, on TV, or in the boardroom, his message is simple: trust isn't fluffy—it's measurable, learnable, and the most powerful driver of performance.  Dr. Yoram Solomon can be reached at: https://www.yoramsolomon.com  https://www.linkedin.com/in/yoramsolomon  https://www.instagram.com/yoramsolomon  https://www.facebook.com/TheBookofTrust https://x.com/yoramsolomon  https://www.youtube.com/@TheTrustShow   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives:  Differentiate between intrinsic and extrinsic motivation in workplace performance. Identify how trust and autonomy directly impact employee engagement and retention. Apply practical strategies to rebuild trust and increase motivation during organizational change. 

As recruitment challenges intensify and last minute coverage disrupts operations, fitness leaders are confronting a bigger question: Is people management built to scale — or are outdated systems hurting the member experience? Rosanna Tucker, the CEO and co-founder of CoverMe, sat down with Club Solutions Magazine podcast host Rachel Chonko to discuss the creation of CoverMe and how it offers a digital platform that streamlines talent management, reduce chaos and enhances team communication. Tucker shares the importance of addressing both operator and fitness professional pain points to create an effective solution. She highlights the need for digital infrastructure to streamline operations and how CoverMe allows for operators to focus on revenue-generating activities and member experience. Listen to the full conversation here.

In episode 239, Coffey talks with Carrie Fabris about why organizations seem to revisit the same issues repeatedly and how leaders can solve them for good through better communication, alignment, and accountability.  They discuss ineffective workplace communication and recurring problems; intuitive leadership versus inclusive decision-making; defining root causes instead of treating symptoms; creating buy-in through clarity, trust, and shared language; productive conflict and psychological safety on teams; accountability, execution, and avoiding chaos in organizations; leadership energy, burnout prevention, and sustainable performance.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP239  Carrie's book “ALL IN: A Working Mom's Unapologetic Quest for a Juicy Life” can be found here https://www.carriefabris.com/bookstore  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Carrie Fabris is the founder and CEO of CareerFrame, a leadership development and executive coaching firm that helps high-performing leaders become energized, aligned, and execution-focused. Known for her fast trust and bold clarity, Carrie works with VPs and executive teams navigating growth, succession, and culture shifts.  She brings 20+ years of corporate experience with companies like Google, Travelocity, and Sabre—and for the past 10 years, coaches and advises leaders using her signature FRAMEit Method™, which blends CliftonStrengths®, EQ-i®, Situational Leadership and real-world leadership systems that emphasize a whole-human leadership approach to bring balance for busy people leaders. Carrie is especially passionate about helping leaders have hard conversations, build trust fast, communicate effectively and create accountability that actually energizes. She graduated from UT Austin and resides in Dallas, TX.  Carrie Fabris can be reached at  https://www.careerframe.com  https://www.linkedin.com/in/cfabris-reframe-coaching-training https://www.carriefabris.com/bookstore https://www.instagram.com/cdfabris https://www.facebook.com/chiefreframer https://x.com/yourcareerframe hello@carriefabris.com  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives:  Identify why unresolved communication leads to recurring organizational problems. Apply practical leadership behaviors that create alignment, buy-in, and accountability. Use frameworks and assessments to improve problem solving, execution, and team trust. 

In episode 238, Coffey talks with Joseph Fuller about how skills-based hiring is reshaping recruiting, workforce development, and talent strategy in the age of AI.  They discuss defining skills-based hiring beyond degree proxies; redesigning recruiting and applicant tracking systems; training hiring managers to reduce bias and risk aversion; using AI, simulations, and assessments to evaluate real skills; improving onboarding for nontraditional hires; addressing automation's impact on entry-level roles; balancing degrees, credentials, and experiential learning; and elevating social and learning skills as core capabilities in the future workforce.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP238  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Joseph Fuller is Professor of Management Practice at the Harvard Business School and one of the nation's leading authorities on the future of work. He co-leads the Managing the Future of Work Project at Harvard Business School. He creates research of direct relevance to decision makers in business and government, including the impact of technology and demographic changes on the workforce, the rise of the gig economy, global talent flows, and the emergence of the care economy. The Managing the Future of Work podcast that he co-hosts has been downloaded over 2 million times. He also co-leads the Harvard Project on the Workforce, a collaboration between the Harvard schools of business, government and education. It focuses on issues related to lower skilled workers, including career pathways and the causes of income polarization and occupational segregation.   Prior to joining the faculty, he was a founder, first employee and long-time CEO of the global strategy consulting firm Monitor Group, now Monitor-Deloitte.   Joe is a widely published author. His work has appeared in the Harvard Business Review, the Sloan Management Review, the Wall Street Journal, the Financial Times, the Washington Post and the New York Times.   Joe is a magna cum laude graduate of Harvard College and of Harvard Business School. He is a director of Aera Technology, Hakluyt and Company and Helios Consulting, Chairman of the Board of Trustees of Western Governors University and a Senior Visiting Fellow at the American Enterprise Institute.  Joseph Fuller can be reached at  https://www.hbs.edu/faculty/Pages/profile.aspx?facId=123284  Additional Resources: Charter Workplace Summit 2025: AI and entry-level workers The Future of Work Series: The Effects of AI on Talent Management and Workforce Development - Video | OpenAI Forum MINDWORKS Season 4 Transcripts – Aptima Season 4 transcript under the title “AI and the Future of Work”  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.   Learning Objectives:   Understand what differentiates skills-based hiring from traditional credential-based recruiting Identify practical changes employers must make to hiring processes, interviews, and ATS systems Evaluate when college degrees add value and when alternative signals of capability are more effective 

Something New!  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP237  In episode 237, Coffey and DeDe Church discuss recent news items about how shifting economic conditions, technology, and leadership gaps are reshaping the employment landscape.  They discuss the realities of a “low-hire, low-fire” labor market; dehumanizing hiring processes and AI-driven recruiting tools; challenges facing early-career workers and liberal arts graduates; emerging roles created by artificial intelligence; the growing importance of soft skills like problem solving and communication; workforce restructuring, layoffs, and job hugging; employee disengagement and the great detachment; why strong frontline workers often struggle as supervisors; the risks of promoting without leadership training; transparency, feedback, and promotion decisions; and how kindness, accountability, and continuous feedback drive engagement.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   Media mentioned in this podcast:  From AI bubble fears to the job market's ‘Great Freeze': Economists answer your biggest questions about 2026  Private-Sector Hiring Turned Positive in December After November Losses   Private Hiring Sank in November, ADP Says  US Bureau of Labor Statistics Occupational Outlook Handbook: Fastest Growing Occupations  The 2026 Job Market Outlook: Where the Jobs Are  Economists Are Studying the Slowing Job Market—and Feeling It Themselves  When Good Frontline Workers Make Bad Supervisors  Is Your Leadership Style Too Nice? The Friendship Recession: The Lost Art of Connecting Use Situation-Behavior-Impact (SBI)™ to Understand Intent  About our Guest:  DeDe Church is an attorney, employee relations counselor, workplace and University investigator, and nationally recognized trainer with more than 30 years of experience. She has trained thousands of employees and managers on how to create a productive, respectful culture for clients ranging from Fortune 50 companies to her favorite local pizza shop. Known for her humor and practicality, DeDe is often invited and then re-invited to deliver her high-energy workshops at distinguished conferences and to create videos for employee onboarding and annual training.  As an expert investigator, DeDe relies upon a depth of knowledge to find the facts without causing unnecessary disturbances. Witnesses often say they feel at ease when talking with her because of her approachable nature. In addition, DeDe is often retained to review investigation procedures and to train in-house HR and University professionals on investigation best practices. In recognition of her skills, DeDe has been retained to testify as an expert witness in employment cases more than 20 times by organizations including Uber, BP, and MD Anderson Cancer Center.  DeDe is a former Senior Assistant Attorney General for the State of Texas in the Civil Rights/General Litigation Division. During almost seven years there, she advised dozens of state agencies on the proper response to employee complaints, represented the State in over 30 trials involving discrimination in the workplace, and successfully argued before the Fifth Circuit Court of Appeals and the Texas Supreme Court. DeDe received the prestigious Presidential Citation from the President of the Texas State Bar in recognition of outstanding service to the citizens of Texas. Her Bachelor of Arts degree is from Louisiana State University, magna cum laude, and she received a Doctorate of Jurisprudence with Honors from the University of North Carolina School of Law in Chapel Hill, North Carolina.  DeDe Church can be reached at www.dedechurch.com https://www.linkedin.com/in/dede-wilburn-church-a71b748/  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been rec...

In the second episode of Creative Contraband, host Danny Barrett takes us on a journey that blends psychology and performance. From beers to Superman, and all the way to a WWII poet, we will explore the power of Rituals in art.Today we will distill centuries of praxis into this podcast, so you can learn about one of the most powerful tools for solving People Management issues, and for creating emotional depth and enhancing immersion.Thanks for listening to today's show. If you like our stuff and want to support us, here are some sponsor links and links to our other stuff:Worldsmith: http://session0studios.com/worldsmithRoll and Play Press:http://session0studios.com/rollandplayPhantasm Studios: https://session0studios.com/fantasmsMonument Studios: session0studios.com/monumentstudiosDiscord: http://session0studios.com/discordPatreon:https://session0studios.com/patreonDungeon Master Level Up Guide: https://session0studios.com/newsletter

Something New!  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP236  In episode 236, the second part of a two-part conversation, Coffey continues his discussion with Jacob Morgan about building future-ready organizations by balancing empathy, performance, and technology in the modern workplace.  They discuss misalignment between employee expectations and career outcomes; long work hours versus work-life balance tradeoffs; honesty in company culture and career paths; the eight laws for future-ready organizations; decoding the human signal in leadership; empathetic excellence as a talent framework; learning as the new job security; flexibility in career design; people-first leadership principles; the role of leaders in shaping employee experience; using AI and technology to amplify humanity; risks of over-indexing on empathy; managing performance during personal hardship; AI augmentation versus job replacement; and why organizational redesign must precede true AI transformation.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Jacob Morgan is an international best-selling author, professionally trained futurist, and keynote speaker. He also runs "Future of Work Leaders," an exclusive network of the world's top CHROs shaping the future of work and employee experience. His passion and mission is to create future-ready leaders, employees, and organizations. Jacob's work has been endorsed by the CEOs of Mastercard, Best Buy, Unilever, The Ritz Carlton, Nestle, Cisco, Audi, and many others. He has a popular podcast called Future-Ready Leadership With Jacob Morgan and lives in Los Angeles with his wife, two kids, and two Yorkie rescue dogs.  Jacob Morgan can be reached at   https://thefutureorganization.com/  https://www.linkedin.com/in/jacobmorgan8/  https://x.com/jacobm https://www.youtube.com/@JacobMorgan https://www.instagram.com/jacobmorgan8/ https://www.facebook.com/JacobMorgan8/ https://greatleadership.substack.com/   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Understand how misaligned expectations between employees and organizations undermine performance and engagement Evaluate talent using the empathetic excellence framework of competence, merit, and empathy Apply practical leadership approaches to balance empathy with accountability Explain the eight laws that define a future-ready organization Assess how AI and technology can augment human capability rather than replace it  

Something New!  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP235 In episode 235, the first part of a two-part conversation, Coffey talks with Jacob Morgan about building a future-ready organization by redesigning employee experience as a leadership system rather than a collection of perks. They discuss the role of futurists and foresight frameworks in business strategy; decoding human signals to anticipate workforce change; why employee experience must balance empathy, competence, and merit; failures of perk-driven engagement models; employee agency and co-creation of the workplace experience; structural work design versus superficial engagement tactics; leadership accountability in shaping culture; using technology and AI to amplify human capability rather than replace it; aligning expectations between employees and organizations in a post-pandemic workforce. Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.  If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.  About our Guest: Jacob Morgan is an international best-selling author, professionally trained futurist, and keynote speaker. He also runs "Future of Work Leaders," an exclusive network of the world's top CHROs shaping the future of work and employee experience. His passion and mission is to create future-ready leaders, employees, and organizations. Jacob's work has been endorsed by the CEOs of Mastercard, Best Buy, Unilever, The Ritz Carlton, Nestle, Cisco, Audi, and many others. He has a popular podcast called Future-Ready Leadership With Jacob Morgan and lives in Los Angeles with his wife, two kids, and two Yorkie rescue dogs. Jacob Morgan can be reached at  https://thefutureorganization.com/  https://www.linkedin.com/in/jacobmorgan8/  https://x.com/jacobm https://www.youtube.com/@JacobMorgan https://www.instagram.com/jacobmorgan8/ https://www.facebook.com/JacobMorgan8/ https://greatleadership.substack.com/  About Mike Coffey: Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Understand how foresight tools and human signals help leaders prepare for future workforce shifts Evaluate employee experience using the framework of empathetic excellence instead of perks or engagement scores Apply the eight laws of employee experience to build resilient, future-ready organizations  

Summary In this episode, Andy talks with Barry Wolfe, author of It's All In Your Head: Why Psychology Doesn't Help Your Workforce Deliver Value - And What Can. Barry is a seasoned HR executive and business leader who has built a reputation as one of the rare "HR guys who actually has a head for business." In this frank and eye-opening conversation, Barry challenges many of the tools and ideas we've come to rely on in leadership and management. Andy and Barry discuss why frameworks like Maslow's hierarchy may be doing more harm than good, how personality assessments can become limiting narratives, and why our obsession with "fit" often backfires. But this isn't just a critique. Barry offers an alternative in the form of Value-Centric Leadership, a model that reframes how we think about work, leadership, and results. You'll learn about tools like The Same Page and the 4C's of leadership that can help you lead with more clarity and purpose. If you're ready to challenge what you think you know about managing people (and want practical tools to lead more effectively), this episode is for you! Sound Bites "Most of the hiring tools we use today are only marginally better than chance." "We act like we're selecting with science, but we're often just rationalizing our preferences." "Maslow never created a pyramid. That was a marketing add-on, not a scientific insight." "Psychology gave us language, but somewhere along the way, it became the product." "What do I want to pay people to do?" becomes "What results do I want to buy from them?" "We pay people to do activities, but it's because we want to buy results." "Nobody buys verbs. People buy nouns." "Maslow had no interest in actually validating his model. He just threw it out there." "If you get married and someone asks, what are you looking for in a spouse? Would you really say the upper left box?" "The guy who created the DISC assessment was also the creator of Wonder Woman." "Given the choice between thinking hard and spending money, most business leaders would rather spend money." "Part of the problem with these tools is you're learning about science through something called marketing." "We've got strategic plans, core values, mission statements. What's missing is being on the same page." Chapters 00:00 Introduction 01:45 Start of Interview 02:00 Barry's Early Career Influences and Business Perspective 06:42 Why Leaders Rely So Heavily on Assessments 09:25 The "Yes, Buts" of Psychological Tools 15:20 What We Get Wrong About Maslow's Hierarchy 19:00 From Paying for Activities to Buying Results 23:30 Connecting Project Work to Real Value 24:00 Introducing The Same Page 28:47 The Most Overlooked Element of Leadership 33:47z Looking Ahead at AI, Automation, and the Future of Work 41:22 End of Interview 42:03 Andy Comments After the Interview 45:19 Outtakes Learn More You can learn more about Barry and his work at ArgosHR.com. For more learning on this topic, check out: Episode 473 with Jeffrey Hull & Margaret Moore. They have rigorously researched what it takes to lead, and I think you'll find their approach and findings to be a nice complement to today's episode. Episode 417 with Mary Crossan and Bill Furlong. They have deeply researched 11 dimensions of character, which has some nice alignment with the 4 C's that Barry talked about. Episode 47 with Henry Mintzberg. If you haven't been with us since the early days, it would be easy to have missed this episode with one of the foremost curmudgeons of management. I think you'll find his insights in episode 47 to be a helpful addition to what Barry talked about in this episode. Help Passing the PMP Exam If you or someone you know is thinking about getting PMP certified, we've put together a helpful guide called The 5 Best Resources to Help You Pass the PMP Exam on Your First Try. We've helped thousands of people earn their certification, and we'd love to help you, too. It's totally free, and it's a great way to get a head start. Just go to 5BestResources.PeopleAndProjectsPodcast.com to grab your copy. I'd love to help you get your PMP this year! Join Us for LEAD52 I know you want to be a more confident leader—that's why you listen to this podcast. LEAD52 is a global community of people like you who are committed to transforming their ability to lead and deliver. It's 52 weeks of leadership learning, delivered right to your inbox, taking less than 5 minutes a week. And it's all for free. Learn more and sign up at GetLEAD52.com. Thanks! Level Up Your AI Skills Join other listeners from around the world who are taking our AI Made Simple course to prepare for an AI-infused future. Just go to ai.PeopleAndProjectsPodcast.com. Thanks! Thank you for joining me for this episode of The People and Projects Podcast! Talent Triangle: Power Skills Topics: Leadership, People Management, Business Psychology, Strategic HR, Hiring, Performance Management, Personality Assessments, Organizational Culture, Project Value, Team Development, Employee Experience, Decision Making The following music was used for this episode: Music: Summer Morning Full Version by MusicLFiles License (CC BY 4.0): https://filmmusic.io/standard-license Music: Energetic Drive Indie Rock by WinnieTheMoog License (CC BY 4.0): https://filmmusic.io/standard-license

Something New!  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP234  In episode 234, Coffey talks with Lana Eyzips about building data-informed, strategic HR functions. They discuss why HR is often excluded from strategic planning; shifting HR from reactive firefighter to proactive advisor; building credibility through relationships rather than titles; translating people data into business and revenue impact; onboarding priorities for new HR leaders; compliance as a driver of culture and ethics; balancing HR's role with leaders and employees; using data to influence executive decisions; the Light Bulb Method for strategic HR problem-solving; DEI framed through business outcomes; psychological safety and trust in organizations; and the future of HR with AI governance and automation. Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.  If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.  About our Guest: Lana Eyzips, M.A., PHR is a senior HR leader and business psychology consultant with over 17 years of HR experience helping organizations turn people challenges into strategic growth. She's the creator of The Lightbulb Method™, a practical framework that connects people, data, and culture to drive results leaders can actually see.  With a master's in Industrial and Organizational Psychology and deep experience across industries, from healthcare and credit unions to manufacturing and nonprofits, Lana brings a rare blend of compliance expertise, behavioral insight, and cross-cultural perspective. Her work focuses on helping leaders build credibility, navigate change, and create cultures rooted in trust, accountability, and clarity. Lana Eyzips can be reached at  https://lanaeyzips.carrd.co/ https://www.linkedin.com/in/eyzipslana/  About Mike Coffey: Mike Coffey is an entrepreneur, licensed private investigator, consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make better decisions about the people they involve in their business.  Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Mike was recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been named the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas SHRM, the state HR association, where he serves Texas' 30 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County, where he is chair of the Workforce Readiness Committee; the Texas Association of Business, Texas' state chamber; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200). Mike and his very patient wife of 29 years are empty nesters in Fort Worth, where he teaches yoga several times each week.  Learning Objectives: Explain why credibility is the foundation for HR's strategic influence Apply practical methods for building trust with executives and frontline leaders Use data, culture awareness, and psychology to frame people issues as business risks and opportunities 

In this episode of The Product Experience, Mariah (Executive Director of Product at The Atlantic) discusses the often-vague transition from being a great Product Manager to becoming an effective manager of people. Drawing on her background as a journalist, Mariah explores how empathy and storytelling translate into product leadership. She deep-dives into using the Reforge PM Competency Model to remove subjectivity from performance reviews, fostering growth through "Development Conversations," and integrating AI into the PM workflow without losing the human touch.Chapters[0:00] The Pitfalls of People Management[1:15] Mariah's Origin Story: From Journalism to Product[3:24] Product Goals at The Atlantic[4:14] Transferable Skills from Journalism[6:08] The Evolution of the News Product Industry[8:40] Why Product Leaders Struggle with Management[13:12] The Reforge Competency Framework[15:13] Running 6-Week Development Conversations[21:20] Linking Development to Pay and Promotions[22:58] Managing the Human Element of Performance[26:12] Addressing Burnout and Imposter Syndrome[28:58] Upskilling Teams in the Era of AI[31:40] AI Disruption in the News Industry[33:01] Closing and ResourcesKey Takeaways— Journalism as a Product Foundation: Skills like active listening, asking the "question behind the question," and storytelling are directly transferable to discovery and stakeholder management.— The "Liking" Trap: Effective management isn't about being liked; it is about challenging your team. Radical transparency often leads to more long-term gratitude than avoiding uncomfortable conversations.— Structured Development: Using a competency framework turns vague performance evaluations into objective, actionable growth plans.— The 6-Week Pulse: Dedicated "Development Conversations" every six weeks help track progress and adjust goals in real-time, far beyond the utility of an annual review.— Protecting Focus: "Focus Fridays" (no-meeting days) are essential for PMs to escape the "weeds" and execute high-value work.Our HostsLily Smith enjoys working as a consultant product manager with early-stage and growing startups and as a mentor to other product managers. She's currently Chief Product Officer at BBC Maestro, and has spent 13 years in the tech industry working with startups in the SaaS and mobile space. She's worked on a diverse range of products – leading the product teams through discovery, prototyping, testing and delivery. Lily also founded ProductTank Bristol and runs ProductCamp in Bristol and Bath. Randy Silver is a Leadership & Product Coach and Consultant. He gets teams unstuck, helping you to supercharge your results. Randy's held interim CPO and Leadership roles at scale-ups and SMEs, advised start-ups, and been Head of Product at HSBC and Sainsbury's. He participated in Silicon Valley Product Group's Coaching the Coaches forum, and speaks frequently at conferences and events. You can join one of communities he runs for CPOs (CPO Circles), Product Managers (Product In the {A}ether) and Product Coaches. He's the author of What Do We Do Now? A Product Manager's Guide to Strategy in the Time of COVID-19. A recovering music journalist and editor, Randy also launched Amazon's music stores in the US & UK.

Summary In this episode, Andy talks with Joel Hilchey, speaker, facilitator, and author of The 6½ Habits of Highly Defective Bosses. Joel brings humor, honesty, and a refreshing amount of grace to a topic many leaders quietly struggle with: becoming a boss without training, preparation, or a clear roadmap. Andy and Joel explore what it really means to be an "accidental boss" and why most bad bosses are not bad people. They unpack the four quadrants every leader must balance: tasks vs. people and short-term vs. long-term, and why focusing only on tasks can quietly erode trust and engagement. You'll hear practical ideas for avoiding mediocrity mongering, removing everyday hassles that drain teams, and providing clarity instead of whiplash leadership. The conversation also touches on why aiming to be "less terrible" is a surprisingly powerful leadership goal, how recognition can become a force multiplier, and why lessons from leadership often show up at home as well. If you're leading projects or people and want practical, human-centered ways to become a better boss one step at a time, this episode is for you! Sound Bites "Most bad bosses are actually good people with bad ideas." "If you focus only on tasks, people will hate working for you." "People don't expect perfection from their boss, but they do expect effort." "Recognition is one of the highest leverage tools a leader has." "The essence of strategy is saying no." "Be a lighthouse for your team, not a disco ball." "If you notice yourself getting frustrated that people are doing stuff that's off task or that feels off task to you, like why is this person taking time to do that? That's on you as the leader to say, oh, I must not have made this strategy clear." "You can spend the money without asking, but you must tell me you spent it next time we meet." Chapters 00:00 Introduction 02:08 Start of Interview 02:20 Becoming an Accidental Boss 07:10 The Four Leadership Quadrants 12:10 Warning Signs You Are Neglecting People 15:15 When Task Focus Goes Too Far 21:24 Mediocrity Mongering and Good Enough Work 25:47 The Value of a Crappy First Draft 30:00 Removing Hassles from Team Work 35:30 Lighthouse vs. Disco Ball Leadership 39:40 Why Being 'Less Terrible' Matters 45:40 Applying Leadership Lessons at Home 48:31 End of Interview 49:15 Andy Comments After the Interview 52:38 Outtakes Learn More You can learn more about Joel and his work at JoelHilchey.com. Make sure to try the complimentary assessment Joel refers to in the interview. For more learning on this topic, check out: Episode 468 with James Turk. It's a practical discussion about what to do when you are suddenly in charge. Episode 467 with Sabina Nawaz, former executive coach to Bill Gates, sharing insights on what no one usually tells you about becoming the boss. Episode 419 with Molly McGrath. Her book focuses on fixing your boss, but it almost always inspires listeners to become better leaders themselves. Level Up Your AI Skills During the episode, Andy mentioned our AI Made Simple class. Join listeners from around the world who are learning how to prepare for an AI-infused future. Just go to ai.PeopleAndProjectsPodcast.com. Thanks! Pass the PMP Exam This Year If you or someone you know is thinking about getting PMP certified, we've put together a helpful guide called The 5 Best Resources to Help You Pass the PMP Exam on Your First Try. We've helped thousands of people earn their certification, and we'd love to help you too. It's totally free, and it's a great way to get a head start. Just go to 5BestResources.PeopleAndProjectsPodcast.com to grab your copy. I'd love to help you get your PMP this year! Join Us for LEAD52 I know you want to be a more confident leader, that's why you listen to this podcast. LEAD52 is a global community of people like you who are committed to transforming their ability to lead and deliver. It's 52 weeks of leadership learning, delivered right to your inbox, taking less than 5 minutes a week. And it's all for free. Learn more and sign up at GetLEAD52.com. Thanks! Thank you for joining me for this episode of The People and Projects Podcast! Talent Triangle: Power Skills Topics: Leadership, People Management, Accidental Managers, Team Culture, Recognition, Project Leadership, Manager Development, Communication, Prioritization, Continuous Improvement The following music was used for this episode: Music: Brooklyn Nights by Tim Kulig License (CC BY 4.0): https://filmmusic.io/standard-license Music: Tuesday by Sascha Ende License (CC BY 4.0): https://filmmusic.io/standard-license

Something New!  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP#233 In episode 233, Coffey talks with Amy Jacobs about evaluating and investigating unique complaints. They discuss evaluating the credibility of anonymous complaints; deciding when to investigate versus monitor; retaining records of all complaints for institutional memory; handling requests for confidentiality and anonymity; responding to complaints from former employees; assessing credibility when performance issues exist; navigating complaints raised through attorneys or union representatives; managing interviews with legal counsel or representatives present; deciding between in-person and virtual investigations; selecting interview locations to preserve confidentiality; recording versus not recording interviews; controlling interview pace and scope; identifying unrelated but critical issues uncovered during investigations; communicating investigation outcomes to complainants and employees; preventing retaliation claims; and managing gossip and trust in the workplace after investigations. Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.  If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.  About our Guest: Amy Jacobs, an employment lawyer, joined Employment Practices Solutions in 1997 and is a currently a senior consultant and shareholder. For 30 years, Amy and the other consultants at EPS have partnered with all sorts of organizations to build respectful and inclusive work environments. In addition to impartial complaint investigations, EPS provides a range of services including highly customized training programs - live, virtual-live, and on-demand; expert testimony in human resources and employment law; and a wide array of HR consulting services. Their client base includes Fortune 100 companies, small businesses, government entities, higher education institutions, and nonprofit organizations. Mostly importantly, EPS is dedicated to providing high-quality solutions that meet the unique needs of each organization. Amy Jacobs can be reached at https://www epspros.com https://www.linkedin.com/company/epspros About Mike Coffey: Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 30 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Evaluate anonymous and informal employee complaints for credibility and risk. Apply best practices for conducting fair, defensible workplace investigations. Manage post-investigation communication to reduce retaliation and rebuild trust. 

Summary In this episode, Andy talks with comedian and corporate emcee Adam Christing, author of The Laughter Factor: The 5 Humor Tactics to Link, Lift, and Lead. If you have ever hesitated to use humor at work because you were unsure it would land, or worried it might backfire, this conversation offers both encouragement and a practical path forward. Adam shares how his early influences shaped his approach to humor and why he believes every human is also a "humor being." You will hear why humor is more than chasing chuckles, including how it can build trust, improve learning, and strengthen relationships on teams. Adam introduces the concept of "laugh languages" and walks through examples such as Surprise and Poke, along with guidance on how to tease without crossing the line. They also discuss tailoring humor across cultures and how leaders can bring the laughter factor home with their families. If you are looking for practical insights on leading with humor, building trust, and bringing more humanity into your projects and teams, this episode is for you! Sound Bites "If you're a human being, you are also a humor being, and I would say not only do you have a sense of humor, but a sense of humor has you." "The audience is actually, whether it's three people or 300, they're actually rooting for you." "They don't want to be bored. They want to be entertained." "When we think back on the things that have made us laugh the most, it's often the flops that are the funniest." "They won't trust your humor until you do." "There's a saying in show business, 'funny is money'." "I really believe that humor is a bridge that helps you connect heart to heart with other people." "You're a leader. You need to be the one building trust." "Humor is a shortcut to trust." "Leaders help their people learn with laughter." "Increase your LPMs: laughs per meeting." "If in doubt, leave it out." "Every meeting really should be a party with a purpose." Chapters 00:00 Introduction 01:43 Start of Interview 03:38 Adam's Backstory and Early Influences 05:23 "I'm Not Funny" and the Confidence Barrier 10:36 Why Humor Is More Than Just Chuckles 16:00 The Laughter Factor Explained 18:10 Laugh Languages and the Power of Surprise 21:09 Poke: Teasing Without Crossing the Line 24:42 Using Humor Across Cultures 30:14 How You Know the Laughter Factor Is Working 32:17 Developing a Laughter Factor at Home 34:25 End of Interview 34:55 Andy Comments After the Interview 38:02 Outtakes Learn More Get a copy of Adam's book The Laughter Factor: The 5 Humor Tactics to Link, Lift, and Lead. You can learn more about Adam and his work at TheLaughterFactor.com. While you are there, check out the short questionnaire to discover your laugh language. For more learning on this topic, check out: Episode 316 with Jennifer Aaker and Naomi Bagdonas. They are completely on this theme of humor being a strategic ability for leaders and teams. Episode 109 with Peter McGraw. Peter breaks down what makes something funny based on his book The Humor Code, an episode Andy still calls back to today. Episode 485 with John Krewson, a conversation about lessons from sketch comedy that nicely reinforce ideas from today's episode. Level Up Your AI Skills Join other listeners from around the world who are taking our AI Made Simple course to prepare for an AI-infused future. Just go to ai.PeopleAndProjectsPodcast.com. Thanks! Pass the PMP Exam If you or someone you know is thinking about getting PMP certified, we've put together a helpful guide called The 5 Best Resources to Help You Pass the PMP Exam on Your First Try. We've helped thousands of people earn their certification, and we'd love to help you too. It's totally free, and it's a great way to get a head start. Just go to 5BestResources.PeopleAndProjectsPodcast.com to grab your copy. I'd love to help you get your PMP this year! Join Us for LEAD52 I know you want to be a more confident leader, that's why you listen to this podcast. LEAD52 is a global community of people like you who are committed to transforming their ability to lead and deliver. It's 52 weeks of leadership learning, delivered right to your inbox, taking less than 5 minutes a week. And it's all for free. Learn more and sign up at GetLEAD52.com. Thanks! Thank you for joining me for this episode of The People and Projects Podcast! Talent Triangle: Power Skills Topics: Leadership, Humor At Work, Trust Building, Communication, Team Culture, Psychological Safety, Cross-Cultural Leadership, Meeting Facilitation, Emotional Intelligence, Influence, Learning And Development, People Management, Project Management The following music was used for this episode: Music: The Fantastical Ferret by Tim Kulig License (CC BY 4.0): https://filmmusic.io/standard-license Music: Synthiemania by Frank Schroeter License (CC BY 4.0): https://filmmusic.io/standard-license

Something New!  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP232 In episode 232, Coffey talks with Margarita Ramos about the importance and future of the employee relations function following the $11.5 million SHRM discrimination verdict. They discuss the SHRM jury verdict and its implications for HR credibility; the role of employee relations at the intersection of compliance and employee experience; proactive versus reactive approaches to workplace conflict; multiple complaint channels and manager escalation obligations; why dismissing concerns as "not illegal" undermines trust; investigation failures highlighted in the SHRM case; investigator neutrality, training, and experience requirements; when and why to use outside investigators or counsel; leadership accountability and the role of the CHRO in employee relations; the three-legged stool of employee relations, HR business partners, and employment counsel; building ER infrastructure with case management systems and data analytics; handling high-performing but high-risk leaders; transparency in employee relations processes; reducing gossip through consistent and fair investigations; and the future of employee relations including responsible use of AI in investigations. Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.  If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.  About our Guest: Margarita Ramos is a highly respected Global Employee Relations executive and employment attorney with more than two decades of experience across technology, SaaS, and financial services. She is trusted by CHROs, HR Business Partners, and C-suite leaders to build scalable ER infrastructures, stabilize organizations through change, and elevate the employee experience through disciplined governance and operational excellence. With a foundation rooted in JD-trained employment law—including roles as In-House Employment Counsel at Merrill Lynch and Principal Corporate Counsel at Microsoft—Margarita developed deep legal expertise in compliance, risk mitigation, and workplace investigations.  She later translated this expertise into senior ER and HR Compliance leadership roles at VMware, Splunk, RBC, and Bank of America, where she supported complex global workforces navigating rapid growth, cultural transformation, and organizational change. Throughout her career, Margarita has been brought in to create structure where ambiguity exists. She has built and led global ER Centers of Excellence, developed investigations and performance-management frameworks, and implemented modern case-management systems such as Workday, HR Acuity, and AI-enabled governance tools. Her approach blends empathy with operational rigor, ensuring ER functions are both employee-centric and aligned with business strategy. A skilled investigator and ER strategist, Margarita advises senior leaders on workplace investigations, conflict resolution, performance management, DEI&B, and global employment compliance. She is known for her ability to translate data, case trends, and cultural signals into actionable insights—leveraging ER metrics, KPIs, and reporting to influence leadership decisions, drive fairness, and strengthen organizational culture. Her data-driven approach enables leaders to make well-informed, consistent decisions that reinforce trust and accountability across the enterprise.  Margarita has also led M&A HR integration efforts at VMware and Splunk, overseeing cultural alignment, workforce assessments, and change-management strategies during periods of significant transformation. Her leadership in these environments reflects her commitment to creating workplaces where clarity, belonging, and operational excellence coexist. Beyond her corporate work, Margarita is deeply committed to developing future talent. She has mentored first-generation college students and contributed to organizations such as Girls Who Code, Year Up, and Hobart & William Smith Colleges. At Microsoft, she provided pro bono support for Kids in Need of Defense (KIND). Outside of work, she enjoys ballroom dancing and cooking. Margarita is passionate about shaping modern, strategic, tech-forward ER functions that support organizational values, reduce risk, build leadership capability, and create an environment where employees can do their best work with trust, fairness, and accountability. Margarita Ramos can be reached athttps://www.linkedin.com/in/margarita-ramos/ About Mike Coffey: Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher.In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee.Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teach...

Something New!  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here http://goodmorninghr.com/wp-content/uploads/2025/12/Good-Morning-HR-Episode-231-Discussion-Starter.pdf  In episode 231, Coffey talks with Diondra Filicetti about the real economics of employee engagement and how leaders can drive performance by shaping environment, alignment, and activation on their teams.  They discuss why engagement is an economic lever rather than a feel-good metric; how misaligned leadership expectations undermine performance; the impact of poorly prepared managers on engagement; practical ways to evaluate team capacity before adding headcount; the critical role of culture, trust, and behavior norms in workplace performance; strategies for designing the right environment, role alignment, and activation for teams; the Pygmalion Effect and how leaders' beliefs shape outcomes; diagnosing attitude issues versus structural problems; and using engagement needs as a framework for one-to-ones and organizational improvement.  You can find Diondra's book “Engagement Economics: Increasing Performance & Profitability by Engaging Your People” here https://a.co/d/9mTuXIs  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Diondra Filicetti is a Learning and Development professional, best-selling author, and two-time TEDx speaker. As the founder of Driven By Co., she helps organizations enhance performance through engaging workshops, leadership programs, and communication training. Her book Engagement Economics explores how employee engagement drives profitability and success. With expertise in adult learning and instructional design, Diondra has empowered professionals to lead with purpose, connect effectively, and inspire growth.  Diondra Filicetti can be reached at https://www.drivenbyco.com  https://www.linkedin.com/in/diondrafilicetti  https://www.facebook.com/DrivenByCo  http://instagram.com/drivenbyco  https://www.youtube.com/@drivenbyco Her book “Engagement Economics: Increasing Performance & Profitability by Engaging Your People”  https://a.co/d/9mTuXIs  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Understand and explains the economic impact of employee engagement. Identify gaps in environment, alignment, and activation that reduce team performance. Apply practical leadership behaviors that build trust, clarify purpose, and elevate team capacity. 

Something New!  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP230  In episode 230, Coffey talks with Linda Swindling about how HR professionals can build negotiation skills, increase approachability, and advocate more effectively inside their organizations.  They discuss why people fear negotiation and how media influences our mindset; the role of everyday micro-negotiations in building confidence; how to uncover true needs through strategic questioning; using the A-S-K framework to navigate difficult conversations; ways HR can speak up when discussions go off-track; understanding personality and negotiation styles; overcoming internal narratives that limit assertiveness; developing boundaries and protecting emotional energy; and helping leaders adopt negotiation as a core communication skill.  You can find Linda's assessments and tools including the “What's My DEAL Style?”, “How Well Do You Ask?” assessments and “Negotiate Like a CEO” E-Book here https://www.lindaswindling.com/assessments  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Linda Swindling, CSP, CPAE, is a globally recognized expert in negotiation, high-stakes communication, and leadership influence. Ranked among the Top 15 Negotiators in the World by Global Gurus for six consecutive years, she equips leaders and professionals to negotiate what matters—from closing major deals to dealing with workplace drama with confidence and clarity.  A Certified Speaking Professional and inductee into the National Speakers Association's Speaker Hall of Fame (CPAE), Linda is also a Professor of Practice in Negotiation and Dispute Resolution at the University of Texas at Dallas.  Her negotiation expertise was refined in the courtroom and the boardroom as a practicing corporate attorney and later, a strategic advisor to CEOs. During her 10 years practicing law, Linda became a partner and a mediator, successfully negotiated several million-dollar deals, and resolved cases that “couldn't be settled.”  For more than 25 years, she has delivered innovative, research-based programs which result in better conversations, proactive dispute resolution, and high-performance leaders and teams. You won't hear anecdotal or intangible theories based on books she read. Instead, you get strategies that produce breakthrough outcomes and lasting results.  Linda's clients include Fortune 100 companies, government agencies, and associations seeking to boost performance, build resilient cultures, and champion change. The creator of the popular Passport to Success book series, she is the author/co-author of more than 20 books including Ask Outrageously, Stop Complainers and Energy Drainers, and The Manager's High-Performance Handbook.  Whether she's speaking from the stage or coaching executives behind the scenes, Linda empowers professionals to use their voices effectively, resolve conflict respectfully, and negotiate durable outcomes that benefit all parties.  Linda Swindling can be reached at: https://www.facebook.com/JourneyOnLindaSwindling https://x.com/LindaSwindling https://www.linkedin.com/in/lindaswindling/ https://www.youtube.com/@LindaSwindling  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Identify the psychological barriers that make negotiation feel uncomfortable for most professionals. Apply the A-S-K framework to improve preparation, questioning, and next-step planning. Strengthen leadership communication by encouraging employees and executives to clearly express what they really want.  

Outpatient CDI is still in its pioneer-”ish” stage. Why do I say that? Per the most recent ACDIS survey data, only 31% of respondents indicated their organization had a dedicated OP CDI program.  Progress, but not enough, and still a minority. So when you find an “OG” who has been working in risk adjustment for well over a decade, you need to pay attention. Odds are they've got some lessons to share and wisdom to confer. That certainly describes Amy Campbell, Director of Outpatient CDI for LifePoint Health.  Listen in as we discuss:   “Building the airplane as we were flying...” Her start and early days in OP CDI. A “day in the life of” her role as OP CDI Director today for a large and growing healthcare organization Dashboard for success and most impactful/important KPIs Manual chart reviews (yes, they do this—no assistive tech). What does a pre-visit review look like/how is it conducted, and what common clarifications and dx opportunities are her team finding? Rapid fire round: Biggest OP CDI pet peeve (a doozy), RN vs. HIM staffing decisions, and the hardest part of managing people Interesting career stops, from critical care nurse and neurological intensive care nurse, to consulting, to content reviewer for Lippincott. Being a mother of an adult child with autism 

In this podcast episode, Dr. Jonathan H. Westover talks with Julia Bersin about the recent report out from the Josh Bersin Company, People Management in the Age of AI: The Rise of the Supermanager. Julia Bersin is currently Associate Director, Research at the Josh Bersin Company - studying people practices and technology that help companies transform work for the future. She has a background in B2B tech with a focus on demand gen & growth. She has experience managing multiple functions and teams and marketing to various industries and roles – including HR, TA, Customer Support & Revenue functions.  Check out all of the podcasts in the HCI Podcast Network!

Something New!  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP229  In episode 229, Coffey talks with Frank Davis and John Surma about navigating OSHA inspections and preventing costly workplace safety violations.  They discuss how employers misunderstand OSHA obligations; when OSHA reporting and injury-logging rules apply; the most-cited OSHA violations; triggers that prompt an OSHA inspection; why it is illegal to for OSHA to schedule an inspection with an employer; the importance of carefully limiting the scope of the inspection; OSHA's interviews managers and employees—and the impact of each on the inspection's outcome; documentation requests and timelines; citation outcomes and settlement options; and proactive strategies to prepare for inspections and avoid penalties.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for one hour of recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Frank Davis is Board Certified in labor and employment law by the Texas Board of Legal Specialization. His clients know he is ready to use his knowledge to manage a crisis on a moment's notice. In fact, in the last year, he managed labor relations matters and workplace safety inspections and fatalities in over 35 different states.   Frank's experience managing crisis events makes him especially suited to counsel clients on strategies to avoid catastrophic litigation and other cost-savings efforts: - Evaluation of exposure to workplace health and safety hazards. - Preparation of workplace safety compliance strategies and policies. - Managing employee relations to avoid litigation and resist organizing drives by unions; and - Management of relations with unions to avoid frivolous grievances and exposure to contract liability.  Because of Frank's specialized skillset, his clients frequently retain him to handle a variety of sensitive matters: - Fatalities and other reportable injuries in the workplace; - Collective bargaining of labor contracts; - Labor arbitrations; - Union campaigns; - Contract litigation; and - Litigation before the National Labor Relations Board (NLRB) and the Occupational Safety and Health (OSHA) Review Commission.  He also represents clients in whistleblower matters under a broad range of statutes, including the OSH Act, the Surface Transportation Assistance Act, and the Clean Air Act. Frank handles all phases of these complaints, from initial investigation to final litigation before administrative law judges and appeals to federal court.  John Surma is a lawyer with 30 plus years of experience dealing with OSHA, workplace health and safety issues, and counseling employers on those issues. He deals with a variety of state and federal agencies, has responded to over 400 fatalities and 2,000 OSHA inspections.  Frank Davis and John Surma can be reached at https://ogletree.com/people/frank-d-davis/ https://www.linkedin.com/in/john-surma-75980214  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative's Top Ten Red Flag Candidates, November 2025 Every month, Imperative reports hundreds of records to our clients.  While Imperative always encourages clients to review candidates' criminal history as but one factor in evaluating their fit for a role, these candidates' histories caught our attention this month. 1. Household Staff/Nanny Client Candidate: Prostitution Petit larceny 2. Nonprofit Client Candidate: Misuse of client funds by a lawyer (four counts) 3. Hospitality Client Candidate: Willful child cruelty (causing great bodily injury under the age of five years, victim was particularly vulnerable, or taking advantage of a position of trust to commit offense) Driving under the influence, 2 cases Reckless driving on a highway See the rest of the list here: https://www.imperativeinfo.com/blog/2025/12/03/top-ten-red-flag-candidates-november-2025/ Learning Objectives:  Identify when OSHA reporting and recording rules apply and what events trigger each requirement. Evaluate common OSHA violations to prioritize hazard prevention strategies. Prepare supervisors and frontline employees for OSHA interviews and onsite inspection protocols. Navigate the inspection, citation, and settlement processes to reduce organizational risk.  

In this episode, Ray explores one of the most overlooked leadership disciplines in advisory firms: off-boarding with intention, respect, and alignment. While most teams invest heavily in creating world-class onboarding experiences, few bring the same rigor to the moment when a team member exits. Ray shares why offboarding is not about correcting failure—it's about stewardship. When leaders navigate departures with clarity, dignity, and structure, they strengthen the culture, protect client relationships, and create space for the team to evolve.Through a candid example from his own team, Ray demonstrates how mutual clarity, co-creation, and a disciplined framework can turn a transition into an empowering moment for both the departing individual and the organization. He also walks through a seven-part offboarding framework inspired by SHRM best practices and years of coaching elite advisory firms, offering a practical blueprint firms can use to elevate their own internal processes.Ray closes with coaching questions leaders can use to refine hiring, strengthen feedback loops, and ensure that offboarding reinforces, not erodes, the culture they've worked hard to build.Key TakeawaysOffboarding is about stewardship, respect, and protecting your culture.Fit and alignment matter as much as skills.Clear, honest communication prevents surprises during transitions.Use a structured offboarding framework to stay consistent and professional.How you handle goodbyes shapes your culture just as much as onboarding.For more information click here to visit the Best in the Business Blog.Find Ray and the ClientWise Team on the ClientWise website or LinkedIn | Twitter | Instagram | Facebook | YouTubeTo join one of the largest digital communities of financial advisors, visit exchange.clientwise.com.

Something New! For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP228In episode 228, Coffey talks with Kelly Bubolz about the evolving drivers of workplace burnout and practical ways employers can build healthy, high-capacity teams.They discuss how rapid technological change is straining employee capacity; the shift from pandemic-era mental-health burnout to operational overload; the role of role clarity and workflow optimization in preventing exhaustion; the behavioral warning signs of advancing burnout; the hidden cost of dysfunctional meetings; the impact of remote work structure on cognitive load and productivity; proactive workforce metrics HR should track; cultural myths that drain energy and reinforce burnout; improving cross-functional collaboration and workflow design; and how organizations can align operations around true value creation.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Burnout survivor turned business strategist, Kelly Bubolz knows what it takes to go from running on fumes to being intentional with energy that people want to follow. With 20+ years in HR leadership, she's transformed her own high stress physical collapse into a powerhouse mission. Guiding the recharge through redesigning the ways of work, cutting through chaos and into sustainable energy.Kelly Bubolz can be reached at: https://www.kbtrainingconnections.com https://www.linkedin.com/in/kelly-bubolz-73b65011 https://www.facebook.com/profile.php?id=61579197120672 https://www.instagram.com/kellybubolzAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Identify the behavioral and operational indicators of burnout before they reach crisis levels.2. Evaluate how role clarity, workflow design, and meeting structure affect employee capacity.3. Apply proactive metrics and cultural practices that reduce energy drain and strengthen productivity.