Podcasts about senior certified professional

On today's episode of The Executive Appeal Podcast join Alex D. Tremble (CEO of GPS Leadership Solutions & #KeynoteSpeaker) and Tony L. Butler-Sims (Chief Operating Officer at the Center for International Private Enterprise) as they explore strategies for fostering proactivity in teams and the value of learning from diverse perspectives. Gain actionable insights on leadership and team dynamics from an accomplished executive and thought leader.Guest BIOTony currently serves as the Chief Operating Officer at the Center for international Private Enterprise With over 30 years of experience as a dedicated HR practitioner, Tony has worked in the private, for-profit, and non-profit sectors. Before joining CNFA, he served as the Director of Human Resources and Administration for Cardno Emerging Markets, overseeing operations in Asia, Africa, the Americas, Europe, and the Middle East. His career also includes senior director roles at a federal government contractor in Northern Virginia and at the largest international public-sector labor union. A U.S. Army veteran, Tony served at military installations in Heidelberg, Germany; Yongsan, South Korea; and across the United States.Tony holds a Master of Business Administration in Human Resources from The George Washington University in Washington, D.C. He is certified as a Senior Certified Professional in Human Resources by the Society for Human Resource Management (SHRM) and as a Senior Professional in Human Resources by the HR Certification Institute. Tony is a founding member of the SHRM Executive Network, currently serves as President-Elect on the board of the District of Columbia Chapter of SHRM, and is an official member of the Forbes Human Resource Council and the HR Leadership Forum.In his spare time, Tony is an active member of the Coalition of Black Trade Unionists and enjoys volunteering, traveling, and spending time with his family.

Dr. Tonya Cornelius, Senior Vice President, Human Resources, The Walt Disney Company where she serves as an integral member of the enterprise Human Resources senior leadership team. Dr. Cornileus is responsible for learning and leadership development, talent and succession management, performance management, and career development. Dr. Cornileus joined The Walt Disney Company in 2009, serving for nearly 13 years at ESPN prior to moving into her current role. At ESPN, she led learning, talent management, organization development, diversity, equity and inclusion, and wellness.  Prior to joining The Walt Disney Company, Dr. Cornileus served as director, executive development & organizational effectiveness for Turner Broadcasting System, Inc. from 2004 to 2009 and vice president, training & organizational development for Aegis Communications Group, Inc. from 1998 to 2004. She began her career as an educator.  Dr. Cornileus is involved with several professional and civic organizations. She serves on the Advisory Board for Advanced Leadership Laboratory, Women in Sports and Events (WISE) National Board of Directors, the boards for the University of Florida Foundation and Empower Her Network. Dr. Cornileus is a past board member and officer for the University of Georgia College of Education Board of Visitors, for the Urban League of Greater Hartford, and the T. Howard Foundation.  Dr. Cornileus has been recognized by various industry and professional organizations, including being selected to the distinguished list of Wonder Women by Multichannel News, CableFax's Most Powerful Women Mentor of the Year and Most Influential Minorities in Cable, and Diversity Journal's Women Worth Watching. She has also been profiled in the Chief Talent Development Officer Magazine, Savoy Magazine's list of Most Influential Women in Corporate America, and Pivot Magazine's Pivotal Women. Dr. Cornileus was honored with a Career Achievement Award by the New England Chapter of Women in Cable and Telecommunications and inducted into the University of Florida College of Journalism and Communications Hall of Fame.  Dr. Cornileus' philanthropic endeavors focus primarily on promoting access to education. In 2022, she established the Harris Family Opportunity Scholarship at the University of Georgia and in 2019, she established the Tonya Harris Cornileus CJC Diversity in Communications Endowed Scholarship Fund at the University of Florida. She is a major donor to the Criterion's Club Gwendolyn Pinkney Harris Scholarship in honor of her deceased mother. Dr. Cornileus mentors college students through the University of Georgia's alumni mentor program and young professionals across various companies and industries. She has mentored high school students through the Hartford Consortium for Higher Education's New Beginnings program, and actively supports several other community service organizations.  Dr. Cornileus is a lifelong learner. She earned her Ph.D. and M.Ed. in Human Resources and Organizational Development from the University of Georgia and her bachelor's degree in Broadcast Journalism from the University of Florida. Dr. Cornileus received the Senior Certified Professional designation by the Society for Human Resource Management (SHRM-SCP) and the Professional Coaching certification by the Institute for Professional Excellence in Coaching (iPEC CPC). She is passionate about helping individuals and teams realize their full potential and regularly spends her time keynote speaking, writing, and reading on topics of personal and professional development. Quotes: “Avoid regret. Regret is perhaps one of the worst things you could do to avoid getting near the end or at any point of your life and living such a regretful experience is to go ahead and believe in yourself.” “I knew that I wanted to be a part of helping people realize their goals and dreams and believe in themselves.” “Believing in yourself and just taking one step forward toward it. And I believe the way starts to open up for us.” “Do it scared. Don't let fear be the reason you don't do something. Just do it scared.” Chapters: 00:00  Introduction to Dr. Tonya Cornelius 01:57  Tonya's Background and Passion for Helping Others 10:15  The Importance of Belief in Oneself and Taking Leaps of Faith 23:50  Finding Focus and Inspiration with a Word of the Year 30:37  Embracing Awe and Wonder for More Joy and Fulfillment 40:59  Takeaway Tips and Closing Remarks R.O.G. Takeaway Tips: Self-reflection and answering perennial questions about identity, values, and contribution are essential for personal growth. Who am I really?  What do I value?  What gifts and talents do I have?  How do I want to contribute?  Belief in oneself and taking leaps of faith are crucial for realizing one's full potential. Generosity and mentorship play a significant role in helping others reach their goals and dreams. Having a word of the year can provide focus and inspiration for personal development. Focusing on awe and wonder in everyday experiences can bring more joy, purpose, and fulfillment. Resources: Your Aha Life  Tonya on YouTube Where to find R.O.G. Podcast: R.O.G on YouTube R.O.G on Apple Podcasts R.O.G on Spotify How diverse is your network?  Free N.D.I. Network Diversity Index What is your Generosity Style?  Free Generosity Quiz Credits: Dr. Tonya Cornelius, Sheep Jam Productions, Host Shannon Cassidy, Bridge Between, Inc. Coming Next: Please join us next week, Episode 190, with Shannon Cassidy for a Generous Leadership Coaching Tip.

Episode 448 - Ben Eden - How We See Ourselves, How to Stop Quiet Quitting On YourselfBen Eden spent over seven years in HR, mostly in an HR executive role. He knows firsthand what you are going through in your career. As a highly successful HR executive, he helped run a global company with nearly 2,000 employees. Ben helped them grow the company as he went from HR Intern to the Leader of their Global HR department, building locations from the ground up around the world. Now, as an HR business coach, he leverages this extensive experience to help other businesses achieve their highest potential through his global talent HR consultancy.During this time of fast business growth, Ben also graduated top of his class in his Bachelor's program, and completed his Master's degree in half the time required. He also became a Senior Certified Professional, all this while traveling the world opening new locations, training managers, and building teams.Combining his education and personal experiences, Ben discovered areas of the HR profession that needed critical support. And that had him questioning — “Where is HR for HR professionals?” “Who can HR professionals turn to when laws are complex and changing, when employees need and demand so much, and when the management team expects you to have all the answers?” “Who can HR turn to when their wellbeing is at stake?”From these questions and more, Ben began to realize he was doing more coaching and advising and also realized that each company and their situations are unique. But there is one thing that always remains the same — you are a human trying to do your best in your role with what you've got to work with currently. Sometimes you need a safe place to turn where you can have your questions and concerns addressed, your fears and doubts resolved, and your confidence bolstered. That's where HR professional coaching can help you avoid or recover from burnout, build resilience, confidence, and motivation. A place where you can be heard, understood, and directed effectively so that you show up doing and achieving your very best. Ben, as an HR business coach through his global talent HR consultancy, helps you bring the optimism back to your job.Ben Eden's speaks at HR Conferences around the globe and his specialty is coaching HR Professionals like yourself to Reach Your Ultimate Potential in both your personal and professional life. https://reachyourultimatepotential.com/Support the show___https://livingthenextchapter.com/podcast produced by: https://truemediasolutions.ca/Coffee Refills are always appreciated, refill Dave's cup here, and thanks!https://buymeacoffee.com/truemediaca

This is our first-ever LIVE podcast recording! This episode was recorded on the main stage of the 2024 Main Street Summit in Watford City, ND and features guests Pat Bertagnolli of Job Service North Dakota and Mike Knutson of Dakota Resources.   When we got asked to host this live show during the summit, we took to the socials—as we do—to ask what our people needed the most help with. Overwhelmingly, the idea of how to get more people involved in making our communities great emerged as the topic, so that's what this episode is about and we're so excited for you to hear from these two amazing guests!   About Pat:   A native of Montana, and a North Dakota resident since 2011, Bertagnolli earned his bachelor's degree in business administration from Carroll College in Helena in 1990 and has held his certification as a Senior Certified Professional in Human Resources since 2015. Prior to his appointment, Bertagnolli served in a variety of leadership roles in both human resources and operations, and most recently was the Community Enhancement Director in Watford City, ND.   Bertagnolli was first appointed to the Workforce Development Council in 2014 by then-Governor Jack Dalrymple. He continues to serve on this council, as well as the State Board for Career and Technical Education, Interagency Council on Homelessness, the Administrative Committee for Veterans Affairs, State Information Technology and Advisory Board, Statewide Longitudinal Data Systems committee, and the National Association of State Workforce Agencies.   In February of 2022, Governor Doug Burgum appointed Patrick Bertagnolli to serve as the Executive Director of Job Service North Dakota. Job Service North Dakota has a statewide footprint and impacts North Dakota's workforce through many workforce programs to connect employers and job seekers, through the unemployment insurance program to provide benefits to eligible workers, and through the labor market information department which provides education and insights for informed decision making.   About Mike: Mike facilitates and orchestrates the Dakota Resources Community Learning Network. He also serves as a community coach for rural communities. He has spent 15 plus years working in rural community development. His commitment to rural communities began when he recognized that his own behaviors (i.e. – the lack of community involvement and buying locally) were contributing the decline of his community. Since 2008, Mike has operated his own business, MAK(e) Strategies, working primarily as a facilitator and coach in rural settings. Among his volunteer activities, Mike has served as the chairman of the board for Glacial Lakes Tourism, Dakota Wesleyan University Alumni Association, Rural Schools Collaborative, and Southeast SD Tourism. Mike grew up outside of Hartford, SD, and graduated summa cum laude from Dakota Wesleyan University.   In this episode, we cover:  Why the “Same Ten People” can be frustrating for people on both sides The idea of civic apathy and how it develops How to combat civic apathy What to do about Gen-Z (hint: they're not really that different from generations prior) How recruiting volunteers goes hand-in-hand with recruiting new community members Links and Resources Mentioned: Ben Winchester's episode: https://www.growingsmalltowns.org/post/episode75 Jeff Sigler's episode about combating apathy in small towns: https://www.growingsmalltowns.org/post/episode99 Jeff Sigler's episode about growing communities for humans: https://www.growingsmalltowns.org/post/episode120 Job Service North Dakota: https://www.jobsnd.com/ Dakota Resources: https://dakotaresources.org/

Dr. Tonya Cornelius, Senior Vice President, Human Resources, The Walt Disney Company where she serves as an integral member of the enterprise Human Resources senior leadership team. Dr. Cornileus is responsible for learning and leadership development, talent and succession management, performance management, and career development. Dr. Cornileus joined The Walt Disney Company in 2009, serving for nearly 13 years at ESPN prior to moving into her current role. At ESPN, she led learning, talent management, organization development, diversity, equity and inclusion, and wellness.  Prior to joining The Walt Disney Company, Dr. Cornileus served as director, executive development & organizational effectiveness for Turner Broadcasting System, Inc. from 2004 to 2009 and vice president, training & organizational development for Aegis Communications Group, Inc. from 1998 to 2004. She began her career as an educator.  Dr. Cornileus is involved with several professional and civic organizations. She serves on the Advisory Board for Advanced Leadership Laboratory, Women in Sports and Events (WISE) National Board of Directors, the boards for the University of Florida Foundation and Empower Her Network. Dr. Cornileus is a past board member and officer for the University of Georgia College of Education Board of Visitors, for the Urban League of Greater Hartford, and the T. Howard Foundation.  Dr. Cornileus has been recognized by various industry and professional organizations, including being selected to the distinguished list of Wonder Women by Multichannel News, CableFax's Most Powerful Women Mentor of the Year and Most Influential Minorities in Cable, and Diversity Journal's Women Worth Watching. She has also been profiled in the Chief Talent Development Officer Magazine, Savoy Magazine's list of Most Influential Women in Corporate America, and Pivot Magazine's Pivotal Women. Dr. Cornileus was honored with a Career Achievement Award by the New England Chapter of Women in Cable and Telecommunications and inducted into the University of Florida College of Journalism and Communications Hall of Fame.  Dr. Cornileus' philanthropic endeavors focus primarily on promoting access to education. In 2022, she established the Harris Family Opportunity Scholarship at the University of Georgia and in 2019, she established the Tonya Harris Cornileus CJC Diversity in Communications Endowed Scholarship Fund at the University of Florida. She is a major donor to the Criterion's Club Gwendolyn Pinkney Harris Scholarship in honor of her deceased mother. Dr. Cornileus mentors college students through the University of Georgia's alumni mentor program and young professionals across various companies and industries. She has mentored high school students through the Hartford Consortium for Higher Education's New Beginnings program, and actively supports several other community service organizations.  Dr. Cornileus is a lifelong learner. She earned her Ph.D. and M.Ed. in Human Resources and Organizational Development from the University of Georgia and her bachelor's degree in Broadcast Journalism from the University of Florida. Dr. Cornileus received the Senior Certified Professional designation by the Society for Human Resource Management (SHRM-SCP) and the Professional Coaching certification by the Institute for Professional Excellence in Coaching (iPEC CPC). She is passionate about helping individuals and teams realize their full potential and regularly spends her time keynote speaking, writing, and reading on topics of personal and professional development. Quotes: “Avoid regret. Regret is perhaps one of the worst things you could do to avoid getting near the end or at any point of your life and living such a regretful experience is to go ahead and believe in yourself.” “I knew that I wanted to be a part of helping people realize their goals and dreams and believe in themselves.” “Believing in yourself and just taking one step forward toward it. And I believe the way starts to open up for us.” “Do it scared. Don't let fear be the reason you don't do something. Just do it scared.” Chapters: 00:00  Introduction to Dr. Tonya Cornelius 01:57  Tonya's Background and Passion for Helping Others 10:15  The Importance of Belief in Oneself and Taking Leaps of Faith 23:50  Finding Focus and Inspiration with a Word of the Year 30:37  Embracing Awe and Wonder for More Joy and Fulfillment 40:59  Takeaway Tips and Closing Remarks R.O.G. Takeaway Tips: Self-reflection and answering perennial questions about identity, values, and contribution are essential for personal growth. Who am I really?  What do I value?  What gifts and talents do I have?  How do I want to contribute?  Belief in oneself and taking leaps of faith are crucial for realizing one's full potential. Generosity and mentorship play a significant role in helping others reach their goals and dreams. Having a word of the year can provide focus and inspiration for personal development. Focusing on awe and wonder in everyday experiences can bring more joy, purpose, and fulfillment. Resources: Your Aha Life  Tonya on YouTube Where to find R.O.G. Podcast: R.O.G on YouTube R.O.G on Apple Podcasts R.O.G on Spotify How diverse is your network?  Free N.D.I. Network Diversity Index What is your Generosity Style?  Free Generosity Quiz Credits: Dr. Tonya Cornelius, Sheep Jam Productions, Host Shannon Cassidy, Bridge Between, Inc. Coming Next: Please join us next week, Episode 190, with Shannon Cassidy for a Generous Leadership Coaching Tip.

In today's episode of the Wealthy Woman Lawyer® podcast, I chat with Julie Shore, founder and CEO of Career Development Advisors. Career Development Advisors partners with law firms and individuals to focus on strength-based career development solutions.Julie is passionate about playing to strengths and building productive teams that support one another and does so through her retained recruiting, career development, and career coaching services.Julie has also served as a guest speaker/facilitator/moderator for panel discussions in the legal field for 7+ years on career development, recruiting and career related topics through Zoom meetings, in-person training for small groups as well as national stages. She earned her BS in Human Resource Management from King's College in Wilkes-Barre and has been a Senior Certified Professional in Human Resources since 2011, which requires continuing education to recertify every three years. In addition, Julie has been a Kolbe™ Certified Consultant since 2016, which also requires continuing education annually. Listen in as Julie and I discuss:The importance of flexibility in the workplace and how small law firms can leverage itCreative strategies for recruiting in a competitive job marketThe role of company culture and core values in attracting and retaining employeesEffective interview techniques and the use of tools like the Kolbe IndexCommon reasons employees leave law firms and how to address themHow small law firms can differentiate themselves from larger firms in recruitingThe benefits of using a recruiter and what to expect from the processAnd much more!Links to Love:***Want to connect with Julie? Visit her website: http://www.careerdevelopmentadvisors.net/Or follow her on social media: https://www.linkedin.com/in/juliepeopleadvisor/Looking for help scaling your law firm business?***Book a Practice Growth Assessment call with me.***Head over to our website and add yourself to our email list by grabbing a copy of our popular guide: What Wealthy Woman Law Firm Owners Know That You Don't. www.wealthywomanlawyer.com***Please Leave a Review and Share. If you love the Wealthy Woman Lawyer® Podcast, we'd be ever so grateful if you'd: 1) Leave us a review on Apple Podcasts and 2) Share your favorite episode with another woman law firm owner you know will benefit from it!

Talent management in today's world is increasingly challenging with limited talent pools, conflicts in opinions on remote versus in-person work environments, and so much more. Now, more than ever, the human resources function is critical to the operational success of any organization.  That's why I am so happy to interview Adrienne Roth, a highly seasoned human resources professional and our Director of Training for Employer Brand Central. Together, we look at the state of human resources today while forecasting the future of talent management based on real data and industry trends. In this episode, we discuss: Why HR is the core of every organization The vast changes emerging in the labor market How the right HR team acts as a bridge between the “company side” and the “people side,” to increase employee satisfaction and productivity The importance of being strategic in HR rather than reactive to the endless daily to-dos that bog down HR professionals  How to show that you genuinely care about your employees so they have a sense of belonging Ready to learn more from Adrienne's wisdom on increasing employee engagement and creating high-performing teams? Tune in on your favorite listening app, on the website, or watch it on YouTube! About Adrienne Roth Adrienne Roth, MBA, SHRM-SCP is the Director of Training for Employer Brand Central, boasting a rich career in Human Resources and an MBA that provides a lens focused on operations and bottom-line results. As a Senior Certified Professional through the Society of Human Resource Management (SHRM), Adrienne is the immediate past president of New Orleans SHRM and the professional development director for the state Louisiana SHRM organization. Her career highlights include: Strategically redesigning a corporate training program that increased training availability by 200%. Designing and implementing a robust corporate culture program for a 30-million-dollar company. Building an HR department from the ground up for a food and beverage manufacturing company. Adrienne is a mother of two and volunteers with the Boys Scouts of America to support their leadership development. She has served as a National Officer for the Zeta Tau Alpha fraternity and is a proud member of The Sirens of New Orleans – a dancing, philanthropic mermaid troupe. As a graduate of our flagship leadership program, Velvet Machete Leadership Academy (VMLA), Adrienne now manages and leads Employer Brand Central's various training opportunities and helps develop our customers' custom training programs. Adrienne stands at the intersection of experience, expertise, and enthusiasm, which equips her to empower leaders worldwide through our training offerings! Connect with Adrienne LinkedIn: https://www.linkedin.com/in/adriennemroth/ Email: Adrienne@employerbrandcentral.com Learn more about your ad choices. Visit megaphone.fm/adchoices

Guest Jared Nypen talks about his current role at Great Clips & his experiences in building human resource strategies & leading college recruiting teams.Jared Nypen leads the human resources and recruiting resources departments for Great Clips, Inc. as the Vice President of Talent. He is responsible for delivering on the Great Clips, Inc. employee promise: “We fuel your drive for greatness.” This includes strategically managing recruiting, community involvement, employee performance and development, employee relations, compensation and benefits, employee engagement and organizational effectiveness.As the head of recruiting resources, Jared leads best-in-class employer branding efforts for the entire Great Clips system. His team also provides salon owners with tools and resources to help them attract top stylists within their markets.Jared joined Great Clips Inc. in 2015 and was named Vice President of Talent in 2018. Previously, Jared spent 14 years at Target Corporation and Best Buy Co, Inc., where he led college recruiting teams, built human resources strategies and directed technology implementations for talent management.Jared has a bachelor's degree in communications and business from Concordia College –Moorhead. He is certified as a Senior Professional in Human Resources (SPHR), as a Senior Certified Professional with the Society for Human Resources Management (SHRM-SCP), and as a Certified Franchise Executive (CFE). He also represents Great Clips, Inc. on the Minneapolis Chief Human Resources Officer Governing Board, the Talent Marketing Board and the Minnesota Business Coalition for Racial Equity (MBCRE).Outside of work, Jared enjoys traveling with his family, tackling home and yard projects and spending time on the lake. You can also find Jared on the sidelines, coaching one of his three children in their favorite sport of the moment.MAIN TAKEAWAYS:[00:01:57] Engaging with audience and algorithm.[00:04:19] Mohawk hairstyles and self-expression.[00:10:30] Million-dollar mistake.[00:12:05] Rounding error budgets.[00:15:01] Travel being a budget concern.[00:19:49] The meetings before the meetings.[00:23:10] Providing a safe space.[00:25:24] Leaders and employee relationships.[00:29:06] Blending recruitment and marketing.[00:36:49] Staying on trend through networking.[00:41:37] Bring this content to someone else.

Emotional intellignce is the ability to understand and regulate your emotions, which we talk about regularly on this podcast. This week I dive into what this looks like in your career, as a leader, and how to harness EQ skills at work to be your best self. This episode is an interview with Sarah Fecht, a leadership coach, speaker, consultant and trainer. Sarah's shares valuable insight on emotional intelligence at work including which particular skills are prominent indicators for success, and how to improve your EQ skills. Sarah Fecht: https://www.linkedin.com/in/sarah-fecht-speaker-coach-consultant-trainer-5542a516/ Sarah Fecht is a people lover who partners with leaders to bring their best self to work, to home, and to thecommunity where they serve. She is the founder and owner of Best Self Leadership which provides coaching, training, and keynote speaking. Prior to starting her own business Sarah lead human resource teams in a variety of industries including construction, retail, city government, trucking and banking. She teaches in the MBA program at Viterbo University in La Crosse, WI and sits on a variety of for-profit and non-profit boards. As a lifelong learner, she's earned her BBA in Management Human Resources, a MBA, a Senior Professional in Human Resources (SPHR) certification and Senior Certified Professional designation from the Society for Human ResourceManagement (SHRM), DISC facilitator certification and Maxwell Leadership trainer, speaker; coach certification during her career so far. Learn more about life coaching with Kristen: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.coachwithkristen.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Follow me: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.facebook.com/coachwithkristen⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/kristen.odegaard.coaching/⁠⁠⁠

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

Even before social media and influencers, celebrity culture has permeated our senses through magazines, billboards, advertisements, TV shows, and movies. We're told what is and isn't attractive or desired when it comes to the way we look on the outside. And now, with technology at our fingertips, with filters on nearly every image our eyes take in, and with products and routines that will supposedly transform us into the individual we're admiring, it's no wonder so many of us deal with dysmorphic thinking when it comes to our bodies.    In addition to body dysmorphia, there's also body positivity and more recently, body neutrality. To explore all three of those things and more, we're joined by Alex Jones and Auslyn James.    Alex Jones (he/him) is an Ohio native and has been a designer at TWLOHA for seven years and counting. Alex grew up doodling on any scrap of paper that came his way and still enjoys creative pursuits like photography, illustration, and lettering. When he's not slinging designs at work or at home, he can often be found at the nearest theater watching the latest Oscar winners or nominees or playing games like “Up and Down the River” with friends.   Auslyn James (she/her), TWLOHA's Director of People Operations, has spent a number of years honing her craft and is a Senior Certified Professional in Human Resources as well as Certified in Diversity, Equity, and Inclusion. When she isn't doing all things HR, she can be found traveling, walking along the beach, hanging with friends, or video-chatting with her family. Auslyn is originally from the small island of Antigua but has spent the majority of her life living in NY before moving to Central Florida seven years ago.  Show Notes (Links of ours and guests):   Download a transcript of this episode at twloha.com/podcast.   Follow TWLOHA on social media at:   twitter.com/TWLOHA instagram.com/twloha/ facebook.com/towriteloveonherarms/   Visit our FIND HELP page of mental health resources at twloha.com/find-help/.   Get connected for free, 24/7 to a trained crisis counselor via Crisis Text Line by texting TWLOHA to 741741.   Connect with our team by emailing podcast@twloha.com.   Learn more about the podcast and previous episodes at twloha.com/podcast. Download TWLOHA's daily-use self-care app, The Hopeful, at twloha.com/thehopeful/.  To read the blog by Claire Biggs mentioned in the episode, go to https://twloha.com/blog/demi-lovato-is-only-human-recovery-relapse-and-response/.    Credits:   This episode of the TWLOHA podcast was hosted by Chad Moses and produced by Rebecca Ebert. Music assistance was provided by James Likeness and Ben Tichenor.   

Cavelle Joseph-St. Omer is the President of Human Resource Management of Trinidad & Tobago (HRMATT) and a globally recognized HR executive with over 20 years of experience. She excels at balancing strategic planning with hands-on execution and provides HR solutions through technology, compliance, and people. She holds leadership positions in various organizations, including being a Board member of the National Training Agency and the Public Relations Officer of the Arthur Lok Jack Graduate School of Business Alumni Board. She is actively involved in HR associations and has received accolades for her contributions, such as being named one of the top 100 Global HR Professionals. She is committed to promoting gender parity and advocating for women's rights. With an impressive educational background, including an MBA with Distinction, she is a Senior Certified Professional in Human Resources. Learn from this transformational leader how to excel in a job interview and how to put your name in the right room on Episode 56 of “Getting to the Top!”, available on Amazon Music, Apple Podcasts, Audible, Google Podcasts, Spotify, and my YouTube channel. Please subscribe! #YouTube https://youtu.be/w8dAAt3WsVQ #AmazonMusic https://music.amazon.com/podcasts/e1c3182a-65f5-4089-b7fe-f69d85d416b9/episodes/71bb3097-0d52-4322-9096-f06697c031cc/getting-to-the-top-marisa-drew-chief-sustainability-officer-for-standard-chartered-bank #ApplePodcasts https://podcasts.apple.com/us/podcast/getting-to-the-top/id1612120883?i=1000616630331 #Audible https://www.audible.com/pd/B0BL1S6C2Q?source_code=ASSORAP0511160006&share_location=podcast_show_detail #GooglePodcasts https://podcasts.google.com?feed=aHR0cHM6Ly9hbmNob3IuZm0vcy84NWVkN2FkMC9wb2RjYXN0L3Jzcw%3D%3D&episode=N2QyZmZmNjYtZGI5ZS00MzBlLTk5OGMtYzc0NzVmODdlN2U1 #Spotify https://open.spotify.com/episode/4vSusyHcAn7yo7DYt218wt?si=YWJWGLmZSe63XRgTCAX_5A #RacquelMoses, strategic transformation www.racquelmoses.com Instagram @RacMoses twitter @RacMoses Facebook https://www.facebook.com/RacqMoses

In this interview, we talk with Executive Coaches, Jeff Nally and Kimcee McAnally who are the authors of an article in our March issue “Journey to Excellence” entitled:  Coaching Supervision in Organizations ~ A game-changer to improve the impact of coaching.The thought of working with an experienced coach to support leaders is a well-accepted practice across corporations and industries around the world. Leaders readily engage with coaches during leadership transitions, challenging situations, and to enhance their own skills as leaders in their organizations. But who takes care of and develops the coach? Often times, coaches are independent and run their own business, fending for themselves when it comes to their own self-care and personal development. Coaching supervision is a well-established practice in many parts of the world to support the coaches themselves as they coach organizational leaders.The purpose of coaching supervision is to enable coaches to introspectively look at themselves, how they coach, and about their professional health as a coach. As a result, coaches are better able to develop and enhance their own skills so they can better support the leaders and organizations. According to a 2021 publication, “The role of the supervisor is that of a supporter… in the professional development journey and not that of an assessor” (Hemmer et al.)In this podcast, we will discuss supervision – how it works, the benefits, and how to incorporate coaching supervision for yourself as a coach, or in an organization.Dr. Kimcee McAnally is an accredited Coach Supervisor and Partner at CoachSource. Her background includes extensive executive level business experience; academic qualifications (Ph.D. & M.S. in Organizational Psychology, B.S. in Psychology); coaching certification (EMCC European Individual Accreditation/EIA Senior Practitioner), and accredited Coach Supervisor (EMCC ESIA European Supervision Individual Accreditation). Kimcee is passionate about coaching and supervision and contributes to the industry through research, publications, and conference presentations. Kimcee co-authored the book, "Executive Coaching for Results: the Definitive Guide for Developing Organizational Leaders," published by Berrett-Koehler and recent chapters in “Innovations in Leadership Coaching” and “Coaching Supervision: Voices from the Americas.Jeff Nally is an executive coach, coaching supervisor, and professional speaker inspiring leaders and coaches through the neuroscience of human interaction. He is the Chief HR Officer and Chief Coaching Officer at CoachSource, the world's leaders in experienced executive coaches.  Jeff led the executive coaching practice at Humana and co-authored Rethinking Human Resources, Humans@Work, and Coaching Wisdom with coach colleagues. He is a Professional Certified Coach through the International Coach Federation and is a Senior Certified Professional through the Society for Human Resource Management. He earned an MBA from Georgia State University. Join us as we learn more about coaching supervision for yourself as a coach, or in an organization. Watch the full interview by clicking here.Find the full article here: https://bit.ly/btp_Nally_McAnallyLearn more about Jeff and Kimcee at CoachSourceGrab your free issue of choice Magazine here - https://choice-online.com/In this episode, I talk with Jeff and Kimcee about their article published in our March 2023 issue. 

Dr. Deeawn Roundtree is a magnificent force, blazing trails as a CEO of Roundtree Training & Consulting and a Franchise Owner of Network in Action. With a plethora of professional certifications and qualifications, Dr. Roundtree is a Senior Certified Professional with the Society of Human Resource Management (SHRM-SCP), a Certified Leadership Coach, Trainer, and Speaker with the John Maxwell Team, and a Certified DISC Trainer and Consultant. Her passion for lifting others has inspired her to teach and lead workshops on personal and professional development topics, instilling in individuals the skills and knowledge necessary to reach their highest potential.As a celebrated author of the newly released book, “Leading from Within: A Faith-Based Perspective on Leadership,” and “Beyond the Boardroom: Learn How to Play and Win at the Game of corporate politics,” Dr. Roundtree's proven methods elevate untapped personal abilities and bolster the bottom line of businesses. Her educational background is impressive, with a Doctor of Business Administration degree from Wilmington University, a Doctor of Ministry degree from South University, an M.S. degree in Professional Leadership with a concentration in Training and Development, and a B.S. degree in Business Management from Carlow University.Dr. Roundtree has held esteemed faculty and administrative positions in several academic institutions, overseeing curriculum development with a keen eye for innovation. She was also a highly respected and successful pharmaceutical sales consultant, acknowledged as one of the top 2 performers in the nation for her company.Her community involvement is awe-inspiring, as she serves on the Black Chamber of Commerce Palm Beach County board, Genesis Community Health Center, and the Women's Circle. She is also on the leadership committee of Palm Beach County SHRM (PBCSHRM), a Charter Member and VP of Operations of the Alpha Kappa Alpha Sorority, Inc. - Alpha Upsilon Omega Chapter, and a Leader Member of ICABA. Furthermore, she serves as secretary for The Palm Beach Toastmasters Club and is an IMPACT the Palm Beaches member.Dr. Roundtree's unwavering dedication to helping others achieve their personal and professional aspirations has earned her a reputation as a true leader. Her expertise and commitment to excellence are evident in her many accomplishments and the numerous organizations she supports. Let us honor Dr. Roundtree and all the magnificent mothers who uplift and empower those around them. Happy Mother's Day from the Follow The Brand Podcast Where we are building a 5 STAR Brand That you can follow!Follow Deeawn at https://www.deeawnroundtree.com/Thanks for tuning in to this episode of Follow The Brand! We hope you enjoyed learning about the latest marketing trends and strategies in Personal Branding, Business and Career Development, Financial Empowerment, Technology Innovation, and Executive Presence. To keep up with the latest insights and updates from us, be sure to follow us at 5starbdm.com. See you next time on Follow The Brand!

Michael Puck, a Senior Certified Professional with the Society of Human Resource Management, is an animal-loving philanthropist who merged his economics education and career in human resources with his lifelong passions for both dogs and photography. The unlikely combination led to the discovery of how photographs of dogs can solve some of the most pressing human challenges in business and clinical settings. Images of dogs not only break the ice but also foster trusting relationships and promote physical and mental recovery. Photos of dogs can reduce patients' mental and physical recovery times and enable caregivers to connect with their patients more easily. According to Puck, references to dogs and photos are used in psychotherapy to put patients at ease and enable more effective care conversations. "Based on what I have seen and what I know about the science of how dogs and pictures of dogs benefits us, I believe that dog photos can make a substantial difference not only in ICUs and hospital rooms but in any spaces where people experience stress, spaces where well-being is of the utmost importance, where people's mental health is compromised," said Puck. For more information, visit www.globaldogart.com or follow Michael Puck on LinkedIn. About Global Dog Art Gallery At the Global Dog Art Gallery, we understand the many hidden benefits of the human-canine bond, the power of dogs, and their positive impact on our well-being and ability to connect with others. Our mission is to showcase the many hidden benefits so we can help people and save one million dogs by 2030. Research shows that images of dogs reduce stress, build social connections, and enhance overall mental health. Michael, the founder and president of K9Photo and the Global Dog Art Gallery, knows firsthand the transformative effects of dogs. After a traumatic childhood experience, his family dog Cora helped him reconnect with the world through the social catalyst effect. Now, with K9Photo/Global Dog Art Gallery, a nonprofit organization, Michael seeks to bring the healing power of dog photography to businesses and communities while supporting dogs in need. ► Luxury Women Handbag Discounts: https://www.theofficialathena.... ► Become an Equus Coach®: https://equuscoach.com/?rfsn=7... ► For $5 in ride credit, download the Lyft app using my referral link: https://www.lyft.com/ici/ASH58... ► Review Us: https://itunes.apple.com/us/po... ► Subscribe: http://www.youtube.com/c/AshSa... ► Instagram: https://www.instagram.com/1lov... ► Facebook: https://www.facebook.com/ashsa... ► Twitter: https://twitter.com/1loveAsh ► Blog: http://www.ashsaidit.com/blog #atlanta #ashsaidit #theashsaiditshow #ashblogsit #ashsaidit®

A report compiled by the Harvard Business Review revealed that within the next 10 years, 65% of jobs will necessitate new skills that are not currently required. As the world progresses and changes, so too must the field of human resources. Join Alex Alonso and host Shari Simpson as they discuss the most essential skills for HR professionals in the future. Guest: Dr. Alex Alonso, Ph.D., SHRM-SCP, Chief Knowledge Officer, SHRM Alexander Alonso, PhD, SHRM-SCP is the Society for Human Resource Management's (SHRM's) Chief Knowledge Officer leading operations for SHRM's Certified Professional and Senior Certified Professional certifications, research functions, and the SHRM Knowledge Advisor service. He is responsible for all research activities, including developing the SHRM Competency Model and SHRM credentials. During his career, he has worked with numerous subject matter experts worldwide to identify performance standards, develop competency models, design organizational assessments, and conduct job analyses. He was also responsible for working on contract task orders involving the development of measurement tools for content areas such as job knowledge (like teacher knowledge of instructional processes) and organizational climates (like organizational climate forecasting in military health care). Dr. Alonso received his doctorate in Industrial-Organizational Psychology from Florida International University in 2003. His works have been recognized for their contribution to real-world issues. They include being recognized by the Society for Industrial Organizational Psychology (Division 14 of the APA; SIOP) with the 2007 M. Scott Myers Award for Applied Research in the Workplace for the development of the federal standard for medical team training, TeamSTEPPS; being awarded a 2009 Presidential Citation for Innovative Practice by the American Psychological Association for supporting the development of competency model for team triage in emergency medicine; receiving the 2013 SIOP Distinguished Early Career Contributions for Practice Award. Throughout his career, he has published works in peer-reviewed journals such as Industrial and Organizational Psychology: Perspectives on Science and Practice, Journal of Applied Psychology, International Journal of Selection and Assessment, People and Strategy, Personality and Individual Differences, Quality and Safety in Health Care, and Human Resources Management Review. He has also authored several chapters on community-based change initiatives in workforce readiness, as well as co-authoring Defining HR Success: A Guide to the SHRM Competency Model in Practice. Dr. Alonso also served as a columnist analyzing major trends in the workforce for The Industrial Psychologist and HR Magazine. In addition, he has served on several professional society boards, including the SIOP and the Personnel Testing Council of Metropolitan Washington.   Mentioned in the episode: SHRM: https://www.shrm.org/ Dr. Alex Alonso: https://www.linkedin.com/in/alex-alonso-shrm/

Sabrina Greenwood-Briggs was such a hoot as a guest. She is an HR strategist that works with small to enterprise companies.  She holds a certificate from the Society of Human Resource Management as a SHRM SCP and has a special designation of a Senior Certified Professional.  Basically, equivalent to other high level certifications that demonstrate expertise in skills, knowledge, and wisdom to neutralize problems. Sabrina shared one of her five words that described herself is creative. This episode did not disappoint either. Her stories of solving complex problems and bringing innovation that empowers others is inspiring. Please leave us a comment and share the show with others. We love hearing your thoughts.  The Intern Whisperer Podcast is brought to you by Employers 4 Change - Increasing diversity through #Skills based #DiversityEquityInclusion #recruitment and #management for #interns and #employees alike. Sign up to be an #Employer4Change that invests in their #intern talent and employees.  Want a break? Play Intern Pursuit Game on Steam.  Thank you to our sponsor Cat 5 Studios.  

Recently, there has been a significant drop in leadership engagement levels, and leaders have now begun to feel the effects of everyone's struggles during the pandemic.  There's also a new phenomenon called "quiet quitting," and a recent poll suggests that leaders are much more likely to engage in quiet quitting than their actual workers. They are showing signs of fatigue without any kind of recognition or remuneration for what they've done to lead others. Now, how does this impact the future of work? And what can the leaders of leaders do to help mitigate quiet quitting?  In this episode, Dr. Alexander Alonso, the Chief Knowledge Officer for the Society for Human Resource Management (SHRM), shares some valuable insights into reinventing the future of work by focusing on the acronym GESHWI. Find out what has changed in terms of how workers are viewing the workplace over the last couple of years and how you, as a leader, can align yourself with what the world of work and workers are looking for. In his role, Alex leads the operations for SHRM's research functions, the SHRM Knowledge Advisor Service, and SHRM's Certified Professional and Senior Certified Professional certifications. Alex is also the author of the books, “The Price of Pettiness: Bad Behavior in the Workplace and How to Stomp It Out” and “Talking Taboo: Making the Most of Polarizing Discussions at Work.” Show Highlights: The struggles leaders face today How employers identify top talent How to shift the mindset of leaders to match what the workforce wants How to assess leadership potential in HR How to discuss taboo subjects in the workplace Defining GESHWI and how it impacts your EBITDA Subscribe and Review We'd appreciate you subscribing to this podcast and leaving an Apple Podcasts review. Reviews help others discover and learn what Impact Makers is all about. It only takes a second and helps us out a lot! Supporting Resources: The Price of Pettiness: Bad Behavior in the Workplace and How to Stomp It Out https://www.amazon.com/Price-Pettiness-Behavior-Workplace-Stomp/dp/1586446193 Talking Taboo: Making the Most of Polarizing Discussions at Work https://www.amazon.com/gp/product/B09ZPSN6NC Connect with Jennifer: Send her a message: https://jennifermcclure.net/contact On LinkedIn: http://www.linkedin.com/in/jennifermcclure On Twitter https://twitter.com/JenniferMcClure On Instagram: https://www.instagram.com/jennifer_mcclure/ On Facebook http://www.facebook.com/JenniferMcClureSpeaker *** Episode Credits If you like this podcast and are thinking of creating your own, consider talking to my producer, Emerald City Productions. They helped me grow and produce the podcast you are listening to right now. Find out more at https://emeraldcitypro.com. Let them know I sent you.

In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Maria M. Trapenasso about recent NFP data about how employers are offering more flexible benefits but carefully eying cost containment. See the video here: https://youtu.be/ienxg9NT_No. Maria M. Trapenasso (https://www.linkedin.com/in/maria-m-trapenasso-shrm-scp/) is the VP, National Practice Leader of HR Solutions for NFP. Maria leads the HR consulting practice and offers NFP's clients strategic guidance on HR related functions such as organizational harmonization, leave management and employment practices. Her expertise is in the areas of HR audits and compliance and assists clients in identifying and creating strategic HR policies and procedures. Maria also has extensive expertise in assisting start-ups create a solid HR infrastructure to accommodate rapid growth and expansion. Maria has over 26 years of Human Resources experience working in various industries such as Corporate and Residential Real Estate, Non-Profit, Technology Consulting, Finance and Insurance. In her prior roles, Maria specialized in assessing HR organizations to create strategic alignment with company goals, implementing comprehensive and compliant policies and procedures and developing dynamic training programs to meet developmental goals. Maria holds a Senior Certified Professional designation from the Society of Human Resources Management, and she has been a professional member of SHRM and the National Association of Female Executives since 1998. Having extensive practice in the corporate benefits market, Maria also holds a NY State Insurance license for Health, Life and Accident Insurance. NFP HR Solutions provides clients with access to HR consulting professionals and information systems expertise. We assess and recommend workforce practices, policies and technology so our client's organizations will run more efficiently and effectively. Please consider supporting the podcast on Patreon and leaving a review wherever you listen to your podcasts! Check out BetterHelp.com/HCI to explore plans and options! Go to cardiotabs.com/innovations and use code innovations to get a free Mental Health Pack featuring Cardiotabs Omega-3 Lemon Minis and Curcumin when you sign up for a subscription. Check out Zapier.com/HCI to explore their business automations! Check out the HCI Academy: Courses, Micro-Credentials, and Certificates to Upskill and Reskill for the Future of Work! Check out the LinkedIn Alchemizing Human Capital Newsletter. Check out Dr. Westover's book, The Future Leader. Check out Dr. Westover's book, 'Bluer than Indigo' Leadership. Check out Dr. Westover's book, The Alchemy of Truly Remarkable Leadership. Check out the latest issue of the Human Capital Leadership magazine. Each HCI Podcast episode (Program, ID No. 592296) has been approved for 0.50 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Learn more about your ad choices. Visit megaphone.fm/adchoices

When we take care of our leaders and their mental health, we're all able to show up as our best selves--at work and at home. As leaders in human resources, we can do this by unlocking potential by supporting them to growth their mental health skills - in empathy, leadership, and coping with challenges.This is important because organizations that are viewed as highly empathetic have employees that are more likely to positively talk about their company to friends, peers, and families. And organizations that truly focus on culture are twice as likely to retain their employees.We're in a world of change, with the great resignation and the lesser-talked about great retirement. Both are impacting the workplace in ways we couldn't have predicted.This week on the podcast, I'm happy to share this and more with you from Dr. Alexander Alonso, the Society for Human Resource Management's (SHRM) Chief Knowledge Cfficer. We're talking about unlocking leadership potential, the benefits of having taboo conversations, why we need to hold onto our talent, and so much more. Alex also shares more about the conversations he had at the recent SHRM conference and his newest book about making the most of polarizing conversations.About Alexander Alonso:Alexander Alonso, PhD, SHRM-SCP is the Society for Human Resource Management's (SHRM's) Chief Knowledge Officer leading operations for SHRM's Certified Professional and Senior Certified Professional certifications, research functions, and the SHRM Knowledge Advisor service.   He is responsible for all research activities, including the development of the SHRM Competency Model and SHRM credentials.  During his career, he has worked with numerous subject matter experts worldwide with the aim of identifying performance standards, developing competency models, designing organizational assessments, and conducting job analyses.   He was also responsible for working on contract task orders involving the development of measurement tools for content areas such as job knowledge (like teacher knowledge of instructional processes) and organizational climates (like organizational climate forecasting in military health care).Throughout his career, he has published works in peer-reviewed journals such as Industrial and Organizational Psychology: Perspectives on Science and Practice, Journal of Applied Psychology, International Journal of Selection and Assessment, People and Strategy, Personality and Individual Differences, Quality and Safety in Health Care, and Human Resources Management Review.  He has also authored several chapters on community-based change initiatives in workforce readiness, as well as co-authoring Defining HR Success: A Guide to the SHRM Competency Model in Practice.Dr. Alonso also served as a columnist analyzing major trends in the workforce for The Industrial Psychologist and HR Magazine. In addition, he has served on several professional society boards including the SIOP and the Personnel Testing Council of Metropolitan Washington. Mentioned in this Episode of Mental Health for Leaders:Talking Taboo: Making the Most of Polarizing Discussions at Work by Alexander AlonsoThink Again by Adam GrantWendi Safstrom: The Need to Prioritize Mental Health at WorkMental Health Skills TrainingJoin the monthly digital subscription

Lisa Leath, SHRM-SCP, is the President of Leath HR Group and co-founder of WorkTok. She has been recognized with several awards in recent years, including two Coastal Entrepreneur Awards, a “40 under 40” and was named a 2020 Biz 100 Innovator. Before starting her own businesses, Lisa was VP, human resources for Alcami and prior to that, held several HR leadership positions across North Carolina with Corning, Inc. As an HR professional who partners closely with CEOs, she is always looking for ways to advance the business. Her philosophy in life is “Yes is the answer. What is the question?” Lisa prides herself in being philanthropic and involved! In the community, Lisa serves on numerous boards, including as Treasurer on the Wilmington Chamber of Commerce's executive committee, supporting the chamber's mission: to position our community for prosperity by cultivating business growth. She also serves on the Communities in Schools of Cape Fear and Cape Fear Museum boards, and was previously the board chair for United Way of the Cape Fear Area. No matter the business or industry, the approach to her career has remained consistent – stay on the cutting edge of benchmarked best practices, then tailor “next practice” HR solutions to specific industries and situations. She has a reputation for building great processes and strategic direction for demanding clients. Lisa is a Senior Certified Professional through the Society of Human Resource Management and a proud Penn Stater. Endorsed ~700 times on LinkedIn by colleagues for HR expertise. Strengths Finder Top 5: Maximizer, Woo, Positivity, Strategic, Arranger.   DiSC: D, i Leath HR Group Website:  https://leathhrgroup.com/ (https://leathhrgroup.com/) Lisa Leath LinkedIn Profile:  https://www.linkedin.com/in/lisa-leathhrgroup/ (https://www.linkedin.com/in/lisa-leathhrgroup/) Leath HR Group Instagram: @leathhr

This episode is sponsored by Davwill Consulting. Emotional agility? Yep, it's needed more now than ever. Let's chat! Click Here Jared Narlock is a keynote speaker, author, and talent development coach who teaches leaders how to build highly engaged and accountable teams. He has more than 16 years of experience partnering with C-level executives, Chief Culture Officers, Leaders, and HR Professionals. His background encompasses all aspects of Human Resources, with an emphasis on organizational development and employee relations. Jared is a former Vice President of Talent Development and TEDx speaker. Backed by unparalleled experience, Jared's philosophy offers a new outlook to creating an authentic and humanistic workplace. Inspired by his time learning directly from thought leaders like Dr. Brené Brown and Cy Wakeman and becoming certified in their material, as well as the experience of rebuilding after losing everything in Hurricane Katrina, led Jared to building the Peaceful Powered Leadership approach. After being honorably discharged from the United States Air Force and finishing his graduate degree, Jared went on to further his passion for learning and serving others by obtaining certifications with the International Coach Federation as an Associate Certified Coach and with the Society for Human Resource Management as a Senior Certified Professional. His new book, Becoming a Peaceful Powered Leader: How to Shed Fear, Live Courageously, and Own Your Peace, provides leaders with a toolkit for becoming more effective—by replacing often ineffective external efforts with powerful internal shifts. Connect with Jared at: https://www.facebook.com/PeacefulPoweredLeadership https://www.peacefulpoweredleadership.com/ https://www.linkedin.com/in/jared-narlock/ https://twitter.com/JaredNarlock

Episode 193 features Jared Narlock, a keynote speaker, author, and talent development coach who teaches leaders how to build highly engaged and accountable teams.His new book, Becoming a Peaceful Powered Leader: How to Shed Fear, Live Courageously, and Own Your Peace can be purchased here - https://www.amazon.com/Becoming-Peaceful-Powered-Leader-Courageously/dp/1631955330Find Jared Online:Website: ttps://www.peacefulpoweredleadership.comLinkedin: https://www.linkedin.com/in/jared-narlock/Instagram: https://www.instagram.com/jarednarlock/?hl=enTwitter: https://twitter.com/jarednarlock?lang=enYouTube: https://www.youtube.com/channel/UCVlA0lJcl7HLg4g300yS30AFacebook: https://www.facebook.com/PeacefulPoweredLeadershipAbout Jared:Jared Narlock is a keynote speaker, author, and talent development coach who teaches leaders how to build highly engaged and accountable teams. He has more than 16 years of experience partnering with C-level executives, Chief Culture Officers, Leaders, and HR Professionals. His background encompasses all aspects of Human Resources, with an emphasis on organizational development and employee relations. Jared is a former Vice President of Talent Development and TEDx speaker. His writings have been published on Forbes, ATD, and Training Industry.After being honorably discharged from the United States Air Force and finishing his graduate degree, Jared went on to further his passion for learning and serving others by obtaining certifications with the International Coach Federation as an Associate Certified Coach and with the Society for Human Resource Management as a Senior Certified Professional.His new book, Becoming a Peaceful Powered Leader: How to Shed Fear, Live Courageously, and Own Your Peace, provides leaders with a toolkit for becoming more effective—by replacing often ineffective external efforts with powerful internal shifts ........Thank you for listening! If you wanted to learn more about the host, Brian Ondrako, check out his “Now” Page - https://www.brianondrako.com/now or Sign up for his Weekly Newsletter and 3x a Week Blog - https://brianondrako.com/subscribe/ See acast.com/privacy for privacy and opt-out information.

Performance management in many organizations has evolved beyond job descriptions, annual reviews, and performance improvement plans.And, as the pandemic continues to push physical distance between employees and supervisors, many businesses are looking for new ways to incentivize, motivate, and grow their employees in a new and ever-changing environment.Today's guest says that many of the current and coming changes were inevitable—the pandemic has only accelerated them. Managers have to find new ways to get the best out of their people and employee's expectations from employers are also changing.During this thirty-minute episode, the speakers talk about Dereks's topic for the upcoming Strategic Mindset Conference. They cover remote work, artificial intelligence, new performance models, and the gig economy. About our Guest:Dr. Derek Crews is Associate Professor of Management in the College of Business at Texas Woman's University. Derek's experience and certifications include Past President of the North Texas Society for Human Resource Management; Past Vice-President for Membership; Texoma Human Resource Management Association; Senior Certified Professional of the Society for Human Resource Management (SHRM-SCP); Senior Professional in Human Resources (SPHR), Master Trainer; AchieveGlobal, and Master Trainer; Development Dimensions International. He is also a graduate of Harvard University's Institute for Management and Leadership in Education. Prior to his academic career, Derek served in various managerial and supervisory roles, including Vice-President, Finance and Administration for Texas Parcel Service. He has consulted with organizations as diverse as the Texas Workforce Commission, Workforce Texoma, Gwinnett Technical College, Texas A&M, Black & Decker, Alcoa, Texas Instruments, Tyson Foods, and Walmart. Derek's publications include the textbook Mastering Human Resource Management, and articles published in International Journal of Productivity and Performance Management, International Journal of Human Resource Studies, International Journal of Business & Social Sciences, and Leadership & Organizational Management Journal.dcrews@twu.eduGood Morning, HR is brought to you by Imperative—premium background checks with fast and friendly service. For more information about our commitment to quality and excellent customer service, visit us at 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 goodmorninghr.com.

 Ep. 32 Human Resources is an Abomination and Should Be Burned to the Ground Lindsay  00:00I'm Lindsay Mustain and this is the career design podcast made for driven ambitious square pegs and round holes type professionals who see things differently and challenge the status quo. We obliterate obstacles and unlock hidden pathways to overcome and succeed where others have not stagnation feels like death. And we are unwilling to compromise our integrity and settle for being average in any way. We are the backbone of any successful business and those who overlook our potential are doomed to a slow demise. We do work that truly matters aligns with our purpose, and in turn, we make our lasting mark on the world. We are the dreamers, doers, legends, and visionaries who are called to make our most meaningful contribution and love what we do.  Lindsay  00:43I am about to piss off a lot of people. But today, the day that I am recording this is the four-year anniversary of my very first day in the talent paradigm. I've been talking about this a lot because I've had a lot of nostalgia, I've been traveling back on my own personal timeline. And looking back at that moment, when I thought I can do better I can make a shift in the world, I can help others and as I've got myself in the soapbox, and as I said, there is more out there for you. The realization after working with 15,000, high-powered executives, leaders changemakers inside of an organization is we are literally breathing, breathing, these authoritarian leadership principles that diminish people's worth. We breathe it like a point of pride, we treat people as if they're disposable. We treat people as if they don't matter. We forget that everyone is an actual human being. And then we wonder why they're not loyal or engaged. And why there is this epidemic and employee exodus where people are leaving in droves. And I'm going to tell you today, why human resources is an abomination and should be burned to the ground. This is a very provocative statement. So I want you to listen with an open heart if you're hearing this rallying call because I want you to know that I am through and through an HR person I was bred in that world, I have been doing this for 20 years, I went to school at night for 10 years to get my degree, I got my SPHR, I got my Senior Certified Professional from the Society of Human Resource Management, I have done everything in this world. And I want it to come back to the root word of human resources, which is human, human. I, as a little girl, people would ask me, What do you want to be when you grow up. And what I would say is, I want to help people and the first time I ever walked into an HR department of my very first job, I thought, this looks like a really amazing place. And that's why I wanted to be there was to help people. But when we look at human resources, I'm going to break this down here about why HR doesn't really help people, and how we've really lost the humanity inside of human resources. And I want you to know, this is not about the people inside of human resources, because I believe the majority of human resource people came because they wanted to help people that they believe in human beings. But we have literally bred out that humanity. And then we have created this risk mitigation mindset, which is never about actually helping people but preventing litigation. And that is the antithesis of being invested in human beings when you are only looking to "C.Y.A" of your business. And so I'm going to break this down a little bit here. But if you look at the most genius, revolutionary CEOs when you ask them what they think about human resources, that department inside of an organization, the likelihood that they're going to go hell yes, about HR is slim to none, you know, they disdain that inevitable bureaucracy that's created your HR administration, it's like enough to make their head spin. And it's considered a necessary evil. It's considered a necessary evil, we've been fighting for the seat at the table. And really the structure that they said, Here's your box, here's where we want you to play in. It's all about covering our ass to make sure that we don't get sued. We don't get into litigation. It's really not about how do we help our employees win. That is the problem that I have with human resources. So it's important you know, as a leader, that you understand how to engage and empower your workforce to do work that's both meaningful and profitable. That is the driver here I am. From the beginning, I began my career in operations. Everything I've ever align to has always been about how do we drive the bottom line, HR should not get in the way of that. So people are not the barrier. They're the bridge to getting the result. But we also have to think about some of the functions that happen inside of human resources, things like recruiting, and learning and development, total rewards, employee relations, safety, compliance, these are things these are very tactical things, typically, that is handled by the HR department. And the whole reason like when you look at this HR was created to help mitigate risk for organizations hear that, okay? HR is here to prevent me prevents you from I'm here to stop you from having reasons to litigate against my company. So that means that what I am trained in is around corporate law. And I'm here to protect the company's best interest. This is where people are like, Oh, I went to HR and nothing happened, here's why. Okay, we are trying to handle the entire employee lifecycle from hiring the termination, and minimize the risk associated with employment issues. So, in short, the HR department is the one team that everyone loves to hate. And it's the first on the chopping block because it's considered a non-value add department that doesn't generate any revenue, it does protect our company, but it doesn't generate revenue. And so we've been fighting for this seat at the table. When why would we all do it cost money and create complexity. So this necessary evil is why I say HR, we have a problem, we have a problem. And we've been worried about like HR transformation, fuck that. What we need to do is burn it to the ground. Okay, stop band-aiding with engagement strategies and doing things like hiring, you know, succulent planting environments where we can put big ping pong tables and drink beer on the job because we've neglected some of the key parts of how to engage the workforce. These things are not these are Band-Aid measures trying to fix a very broken system. So I spent a lot of time for years now trying to figure this out. And what I realized is that this is no longer sustainable. This is not a practice that is going to actually create profitability for a business, okay. And we have relied on managing people through these antiquated and outmoded, HR structure and leadership philosophies, by building unnecessary policies, and creating these fluffy engagement strategies that do nothing to both empower your workforce, scale, and grow a business that drives profitability. So here's my rallying call, it's time to stop treating your people like toddlers that need to be babysat coddled, or bribed into doing the work by giving them the tools to express their true genius, and get out of their fucking way. Because the truth is, you can create an environment where you drive explosive revenue growth and industry innovation, and under the guidance of new paradigms of people leadership, and that begins with torching this thing down. And what I mean by that is that when a field no longer can yield crops, what farmers do, they burn it, and the burning and the destruction that actually infuses the soil so they can raise something new. And so I want to talk about this, because this is where people go, Whoa, what are you doing? I'm not talking about unemployment, human resources, I am talking about reimagining. I'm going to talk about why this doesn't work and what the future really holds. Okay. So you might think that HR is actually preventing problems. But in reality, the cost that we invest in HR is actually creating problems, if you spend your whole time managing problems that actually will actually impact about 3% of the workforce. And in general, the bottom 15%. That's what that entire department is focused on is really about driving and a C's terminology, but the bottom feeders in the company, the ones who are actively disengaged, or the ones who are actually trying to destroy the work that they're doing. And that actually comes to some other human principles I'm going to talk about here. But that's why this is happening. we've actually created a structure that's all about managing the bottom feeders instead of amplifying the top. Now, this is not some sort of genius strategy here. Like let's lean on people's straights, let's go into what actually gives them passion around their work. And know that bought the byproduct. There are a million studies, I'll be talking about this. But that is actually what creates profitability. So we built an entire structure. We wonder why both HR and the people who need to go to it hate it. It does nothing to actually solve the issue, which is how do we amplify talent for profitability? Lindsay09:52So the first problem that we have, that HR operational policies are creating problems is that we are in the business HR policies people problems. It's only about 15% of your workforce that needs to be managed through policies, but it's our go-to strategy, HR strategy methodology, let's create punitive strategies to get people to do their work. Okay, do it or else and most of the time your HR team is focused on fighting fires that impact less than 3% of your workforce. Okay? So, like, let's go burrito principle 8020 rule, we don't want to be building work that actually creates additional work. It's a non-virtuous cycle, okay, we want to be creating a strategy that amplifies talent to create innovation, engagement, longevity, and we continue to perform and outshine our competition. So the truth is that policy policing isn't needed for most employees. But we use these punitive tactics to force employees to do their work. And we're spending time fighting fires and litigious matters, that only affect a small percentage of the workforce. So the work that we tend to do in HR doesn't apply to the employee population, it's 100% tactical most days, if I'm really honest here, you know, when we are we're creating forms and surveys, it's not the thing that's going to actually engage your employees, these are data points. And we can do all that through automation and artificial intelligence tools, we don't need that what we need is somebody who's actually there to be a partner with your employee. So here's the paradigm shift. You're funding a department that focuses on creating red tape for nonexistent issues and wasting money on solving problems that don't exist. When we go away from that people are the problem. And we go to the paradigm shift that humans are a resource and not an issue. People have the potential for greatness when they feel empowered and supported. And the focus needs to be on amplifying people's potential, rather than policing people's problems, okay.  Lindsay  11:54The second thing is that we need to stop treating people like they are cattle. And it comes back to the very root of human resources, which is human. What happened to the human and human resources, it's time for your people and yourself as a leader to stop treating each other like resources or capital or an asset? Okay, we diminish that there are actual human beings, because the most powerful untapped asset that you have, is already existing in your business, to create profitability and impact and growth is just waiting for you to tap it and called into existence it's your people and their genius. So when you look at your employee population, I had a leader one time that called these people belly buttons, like we've dehumanized them so much. They're just numbers on spreadsheets, or they're a piece of their body. I want you to remember that FTE headcount that represents an individual person that has a beating heart and a family to take care of. We deserve to treat people like human beings, we deserve to be treated with empathy. And we need to stop thinking of them as faceless numbers that are cogs and wheels that are there just to drive profit for you. When we do that it stifles growth, it stifles innovation, and it's creating employee resentment that's actually creating this Exodus. It's happening right now the great resignation of high-caliber talent. So the paradigm shift is you need to stop bleeding, you're bleeding out your intellectual capital, and treat human beings worthy of respect. It's time to stop these Band-Aid engagement strategies and culture initiatives that ignore the core basic human need that we all have, which is the desire to contribute to a larger mission and do our best work.  Lindsay  13:45Okay, now, the third issue that we face is that job descriptions are cages that stifle talent, okay? job descriptions, limit people, potential talented individuals are not meant to be in a box. They're not meant to play in black and white and be told what they can't do. They want the opportunity for growth and evolution to work on projects that inspire them, rather than those in which the company's only interest is monetary gain. So when we have these black and white job descriptions, they act like cages that cripple our employee's natural talents, by dictating how they should be, operate or act without question. cages are the last thing you want for your employees because they become dissatisfied, and they get resentful after being hired. When they don't have a chance to grow. They need space, mentally and emotionally to do work that excites them, because passion is what's going to drive their talents forward. And so trying to trap and contain them. That's like trapping an animal with no way out. But either destruction or escape. Notice. That's what we're seeing. people realize they can't be successful, so they'd rather leave. That happened to me, you have that story to every single person who has had this moment. So the paradigm shift here is we need to allow people to Work that feels both passion and purpose for them. The company shouldn't define an employee by a job description. But instead, they need to let the employee own his or her innate talents and genius. The workplace is more than where you go every day to earn your living. It's also where people need to express themselves through what they are passionate about. And you can do this.  Lindsay  15:26The fourth thing is that we need to quit perpetuating the burnout loyalty trap. So if you want to win the war on talent, and it is an all-out war right now, then stop lying about how lucky people are to work for your company. This untruth and antiquated mentality persist in all levels of the organization, and it's a leading cause of burnout, people aren't lucky to work for you stop believing that employees should be loyal solely because you pay them to be there. That is why people are leaving, okay, it's not enough for your employees to get a job or a paycheck, the people who are the most the people who I would go out and there are three people on the planet who can go and do this job, they are the most elusive high caliber talent. And they have a multitude of options to do meaningful work, that gets them energized and motivated. They're not lucky to have a job, they have options. And that is what's happening. people realize they have options, okay. They are driven by this strong feeling of fulfillment when they get to go into work and do something with a source of energy that gives them a place to use those passion and purpose. So now you get to choose you either value your people and embrace their genius or lose them to your competition. So here's the rethinking this mentality you are not lucky to have these are sorry, people are not lucky to have a job, okay? You are lucky that you get the chance to work with your people. People want to do work that matters. They don't just want a job, they crave an opportunity for meaning and fulfillment as well. So you have to create this workforce that has high performance and stays with you by cultivating an environment that supports them to achieve their goals that are in alignment with your company. When we do this, it is a win-win-win for the individual win for the company's bottom-line profitability.  Lindsay  17:11The last thing is that we're managing our people right out the door and your best people are leaving before you can even utter the words for management and it's the number reason why people quit. Okay, we are seeing a mass employee Exodus and the reason, the main reason it's around leadership and honestly, the lack thereof. In fact, it's authoritarian micromanagement. Okay, trial by fire is another way to describe this. So authoritarian leadership is the equivalent of babysitting your employees, okay, that treating them like toddlers, and bribing or punishing them to get the work done. That is authoritarian leadership. It's disempowering. It's task-oriented, it leaves little room for creativity. It's the death of innovation. Okay? This management tactic is all about, what can I see I need to manage you because I can see you, because I could walk around, I need to be in an office so that I could go in and make sure you are doing your work. It's about task management, checking the boxes, and doing what you are told, you have been here and you hate it. This is time and money that you were investing in hiring and training and retaining this money that you're investing is wasted. If your employees feel disempowered, unheard, and unseen. You're literally killing the gift of their genius. So it is time to stop sending your best talent to your competition, to cultivate an environment that your talent can truly thrive in, you have to create a human-centric workforce, you have to understand that humanity is the core of this. And I will get into another episode about the six core human needs of what creates a human-centric workforce. But the thing is now, it's not about transforming or the transactional nature of HR. It's a dying practice, okay, it's being used by companies that are in this maturity where we think we are better than that we're not in the growth lifecycle anymore, or we're in the decline, the act of destruction of our business. And we are holding on to it like it's a life raft when it's actually the thing it is an anchor that is stopping you. So the call is a shift to a high-performance workforce. Okay. It is time to create workplaces where industries can be revolutionized. Genius, talent can thrive, and we can do work that transforms the world. And it is possible through a reimagined bleeding-edge HR philosophy that turns stagnant organizations into profit powerhouses through deliberate talent amplification. I'm gonna be talking about this a lot more, but it is time to call in the revolution and that revolution is intentional career design. Thank you for joining me for this podcast. If this resonated with you, please share it with somebody. The message begins here and now if we want to create a workforce that is how highly engaged creates massive profitability, it has to be done. Right leadership has to be through the right environment and it has to be through intentional design. Lindsay 20:10Thank you for listening

How to run a medical office is just one topic that special guest Tonya Sowles covers when talking about how functional medicine practitioners can create a thriving practice with the right employees and an environment patients love to frequent. She teaches us: How to run a medical office–from creating a company culture to hiring the right people What company culture is How your treatment of employee impacts your patients Why employee benefits are changing How to communicate with your employees Not Your Cookie-Cutter HR Tonya Sowles is an HR expert and business coach who loves helping entrepreneurs create thriving work environments. She uses her many years of experience as an HR expert to customize business strategies for companies just beginning and looking to modernize. Regardless of what company Tonya is working with, she is adamant about listening to her clients and making sure they have a business plan that will work for them. Today, on The FM Shift, Tonya talks about how company culture and communication skills can make or break an FM practice. She teaches us how to find the right employees from the job posting through the interview process, and she guides us to discover how our company culture is dictating more than when people get their coffee breaks. How to Run a Medical Office – The Hiring Process As functional medicine providers, we are always busy. So we often find ourselves reluctant to end working relationships that aren't a good fit. Usually, we're just too busy to find a replacement or pile more work on while we search for a replacement. But when we do find ourselves with a vacancy, mindset contributes to the problem. When there's a vacancy in the office, things aren't running as smoothly as they should. So, as a business owner, it's important that the spot is filled, and that can mean that the first person who looks like they can do a good job is hired. That person may not be the best fit in the long run, but the wrong person is often chosen because you need someone now. But if the hire isn't listening to you or there's no time for training, then your new employee is going to go against the grain and the company culture, leaving you worse off than you were when the spot was vacant. So even if you feel rushed, taking the time to find a great fit for your company is worth it in the long run. How Do You Find the Right Employees? There's no right or wrong answer to the question “How to run a medical practice?” But there are a few strategies that will help you find success. For example, taking the time to find the right person to fit your office can make or break your practice. When searching for an employee, asking the right questions is critical. So how do you weed out the people who won't be a good fit? One way to help ensure you're attracting people who will be a good fit right off the bat is by putting a caveat in the job posting. By placing an extra something in the job description–like emailing the resume or submitting a resume and a cover letter–anything that is extra–is a great way to see if the person applying for the job is paying attention to what you want and need and can follow directions or if they're just applying for as many positions as they can. Additionally, having two interviews, the first with your receptionist where simple questions like, “Tell me about yourself” are asked. By starting the interview process like this, office managers can save time and discover candidates that are good fits for the job. For those who make it to the second interview, they will get to meet the office manager and be asked more challenging questions like, “What would you do if your manager did something you disagreed with?” You will get a variety of answers, but you will be able to choose the person whose answer best suits your office environment. About Tonya Sowles Tonya Sowles is a Human Resources expert whose sole mission is to help people become the CEO of their own businesses by building a dream team that is engaged and loyal. Tonya fully believes that you can achieve bigger and better things when you have the right people around. The hardest part is learning how to keep your employees happy and thriving in a way that feels aligned with your business. With over 20 years of experience in business management for small businesses, Tonya knows a thing or two about running a successful business. She is a Senior Certified Professional through the Society for Human Resource Management, holds a Master's degree in business administration, and is a Speak to Inspire Method™ Certified Speaker & Facilitator, which all help her create excellent business plans that help build thriving company cultures. With Tonya's guidance and planning, the entrepreneurs, small business owners, dream-havers and change-makers can create the lives they want on their own terms without working the 18+ days and the hustle. How to Connect with Tonya Sowles: Website: www.sowlesconsulting.com 12 Ways to Engage Your Employees: https://sowlesconsulting.com/engagement LinkedIn: www.linkedin.com/in/tonyasowles LinkedIn: www.linkedin.com/company/sowlesconsulting Facebook: www.facebook.com/sowlesconsulting About The FM Shift What if functional medicine became as profitable, rewarding, and stress-free as you expected it to be? The business side of functional medicine doesn't have to be a GRIND. We can help you discover functional medicine sales mastery and make maximum money without patient resistance. The FM Shift shows you how to easily attract patients who want what you offer and are willing to pay you what you're worth without waiting for your practice to magically mature. Get more details here.

This week, we welcome Ben Eden to the Be Seen Be Loved Podcast. Ben (BKA) The Ultimate Potential Expert, was a highly successful HR executive in a global company with nearly 2,000 employees. He also became a Senior Certified Professional, and traveled the world opening new locations, training managers, and building teams. In the past few years, Ben's entrepreneurial career began by building diverse businesses on his own including his professional speaking, coaching, podcast and online business — Reach Your Ultimate Potential. In his first few years in business, Ben found out that running a business wasn't as easy as it seemed but has created a clear path to get success, which he shares with his clients and now he's here to share his story in hopes that it encourages you to reach your ultimate potential as well. He's here on the Be Seen Be Loved Podcast. You can find Ben Eden at www.beedenspeaks.comBe sure to Rate, Subscribe and Review! Hosted on Acast. See acast.com/privacy for more information.

On today's Awake & On Purpose Podcast, Jennifer speaks with Jared Narlock about the importance of being emotionally intelligent, both for personal development and as a key factor in conscious leadership. They, of course, touch on the changing corporate landscape. More than that, they cover courage, boundaries, having faith in the intentions of others, the importance of vulnerability, and many other subjects. This energizing episode will raise the bar and inspire you to evolve personally and as a leader, so be sure to listen in! And so it's just a different difference in thought process, a difference in mental models. And I think a very healthy one that's helping us explore vulnerability. It's helping us explore emotions. And it's challenging what some people thought was the way was the norm. Jared Narlock Jared Narlock is a keynote speaker, author, and talent development coach who teaches leaders how to build highly engaged and accountable teams. He has more than 16 years of experience partnering with C-level executives, Chief CultureOfficers, Leaders and HR Professionals. His background encompasses all aspects of human Resources, with emphasis in organizational development and employee relations. Jared is a former Vice President of talent Development and TEDx speaker. His writings have been published on Forbes, ATD, and Training Industry. After being honorably discharged from the United States Air Force and finishing his graduate degree, Jared went on to further his passion for learning and serving others by obtaining certifications with the InternationalCoach Federation as an Associate Certified Coach and with the Society for Human Resource Management as a Senior Certified Professional. His new book, Becoming a Peaceful Powered Leader: How to Shed Fear, Live Courageously, and Own YourPeace, provides leaders with a toolkit for becoming more effective—by replacing often ineffective external efforts with powerful internal shifts. If you would like to learn more and connect with Jared, you can find him here online: Website: https://www.peacefulpoweredleadership.com LinkedIn: https://www.linkedin.com/in/jared-narlock/ Twitter: https://twitter.com/jarednarlock YouTube: https://www.youtube.com/channel/UCVlA0lJcl7HLg4g300yS30A To learn more about how you can achieve a fulfilled life, live your purpose and make an impact as a mission-driven leader, visit us at https://jenniferspor.com, and while you're there be sure to join Awake & On Purpose: The Community to connect, collaborate, and grow in business and life with others who are like-minded! PS – did you enjoy today's episode? Be sure to like, leave a comment, and subscribe for more!

Harry SwayneHarry was born in Philadelphia and attended Rutgers University, receiving a B.S. in Sport Management. He received numerous Big East honors and was drafted by the Tampa Bay Buccaneers in the 7th round of the 1987 NFL draft. After playing defensive line for three years, he made the difficult switch in 1990 to left offensive tackle where he would play for twelve years.Harry spent the next six years as a San Diego Charger, taking them to their first ever World Championship, Super Bowl XXIX in 1994. Voted as the team union representative for four years, Harry was pivotal in identifying unacceptable playing and workplace conditions. He would win the next two World Championships with the Denver Broncos. Harry then signed with the Baltimore Ravens in 1999 and won his third World Championship, Super Bowl XXXV. The Miami Dolphins were his final team for the 2001 season after fifteen years in the NFL.After an extensive year of training with the para-church ministry, Athletes in Action, Harry was assigned to the Chicago Bears. He served as Life Coach and Team Chaplain for five years during Head Coach Lovie Smith's tenure.In 2008, Harry returned to the Baltimore Ravens as the Player Development Director, working closely with GM Ozzie Newsome. Harry was tasked with shaping the culture of the team by creating innovative programs and strategically engaging and utilizing partnerships with key influencers. Harry designed, built and executed programs that ensured high potential players performed consistently at the highest level of sport. He created and implemented the Ravens Mentoring Program, which became a sought-after designation for veteran players for 10 years. Additionally, Harry initiated the Ravens Rookie Orientation program which he designed to utilize solution-based research and content driven by qualitative and quantitative data. These and other programs set the Ravens apart. Harry proved that analyzing data in HR was just as profitable as analytics in strategic football.His talent acquisition duties within the personnel department included 90+ face to face interviews in which Harry identified character traits consistent with organizational goals. Harry's narrative reports to the GM, Ozzie Newsome, both helped to forecast workforce planning and inform program changes.During his time with the Ravens, Harry's programs, including his “Bring the Upstairs Down” (BUD) initiative (which educated employees on benefits, insurance grievances, payroll, union matters, 401k, etc.) greatly influenced the culture of the team and the organization. His robust and comprehensive programs are driven by a holistic approach. People perform at high levels when they are situated as teammates, friend, and co-workers invested relationally. Many with knowledge of my programming agree with Troy Vincent, VP NFL Operations, that “Harry's department is the benchmark of Player Engagement.”Harry participated in and won the Wharton School of Executive Education (2012) competition. He led a group of six other NFL franchises and won by utilizing feedback in the milieu as a networking strategy for Career Development. Harry completed his Masters in Human Service Counseling (2018) at Liberty University. In 2019 Harry received the Senior Certified Professional (2019) designation from the Society of Human Resource Management (SHRM). He consults with various businesses, such as Unlock the Champion, who states, “we are honored to have Harry join with other NFL Legends as they train the next generation of leaders from many top university athletic programs.” Harry's consulting always seeks to improve performance.Connect with Harry on LinkedIn About Sivonnia DeBarrosSivonnia DeBarros – the Protector of Athletes – is a first-generation lawyer and law business owner, woman in business and a former track and field Division-I College athlete. DeBarros is passionate about helping athletes in business protect their brands through collaborative partnerships, education and support necessary to carry them to the next level. DeBarros's practice areas are Business, Employment, Sports, and Entertainment. Learn more about her services at www.prosportlawyer.com and www.sldebarros.com.

Harry SwayneHarry was born in Philadelphia and attended Rutgers University, receiving a B.S. in Sport Management. He received numerous Big East honors and was drafted by the Tampa Bay Buccaneers in the 7th round of the 1987 NFL draft. After playing defensive line for three years, he made the difficult switch in 1990 to left offensive tackle where he would play for twelve years.Harry spent the next six years as a San Diego Charger, taking them to their first ever World Championship, Super Bowl XXIX in 1994. Voted as the team union representative for four years, Harry was pivotal in identifying unacceptable playing and workplace conditions. He would win the next two World Championships with the Denver Broncos. Harry then signed with the Baltimore Ravens in 1999 and won his third World Championship, Super Bowl XXXV. The Miami Dolphins were his final team for the 2001 season after fifteen years in the NFL.After an extensive year of training with the para-church ministry, Athletes in Action, Harry was assigned to the Chicago Bears. He served as Life Coach and Team Chaplain for five years during Head Coach Lovie Smith’s tenure.In 2008, Harry returned to the Baltimore Ravens as the Player Development Director, working closely with GM Ozzie Newsome. Harry was tasked with shaping the culture of the team by creating innovative programs and strategically engaging and utilizing partnerships with key influencers. Harry designed, built and executed programs that ensured high potential players performed consistently at the highest level of sport. He created and implemented the Ravens Mentoring Program, which became a sought-after designation for veteran players for 10 years. Additionally, Harry initiated the Ravens Rookie Orientation program which he designed to utilize solution-based research and content driven by qualitative and quantitative data. These and other programs set the Ravens apart. Harry proved that analyzing data in HR was just as profitable as analytics in strategic football.His talent acquisition duties within the personnel department included 90+ face to face interviews in which Harry identified character traits consistent with organizational goals. Harry’s narrative reports to the GM, Ozzie Newsome, both helped to forecast workforce planning and inform program changes.During his time with the Ravens, Harry’s programs, including his “Bring the Upstairs Down” (BUD) initiative (which educated employees on benefits, insurance grievances, payroll, union matters, 401k, etc.) greatly influenced the culture of the team and the organization. His robust and comprehensive programs are driven by a holistic approach. People perform at high levels when they are situated as teammates, friend, and co-workers invested relationally. Many with knowledge of my programming agree with Troy Vincent, VP NFL Operations, that “Harry’s department is the benchmark of Player Engagement.” Harry participated in and won the Wharton School of Executive Education (2012) competition. He led a group of six other NFL franchises and won by utilizing feedback in the milieu as a networking strategy for Career Development. Harry completed his Masters in Human Service Counseling (2018) at Liberty University. In 2019 Harry received the Senior Certified Professional (2019) designation from the Society of Human Resource Management (SHRM). He consults with various businesses, such as Unlock the Champion, who states, “we are honored to have Harry join with other NFL Legends as they train the next generation of leaders from many top university athletic programs.” Harry’s consulting always seeks to improve performance.Connect with Harry on LinkedInAbout Sivonnia DeBarrosSivonnia DeBarros – the Protector of Athletes – is a first-generation lawyer and law business owner, woman in business and a former track and field Division-I College athlete. DeBarros is passionate about helping athletes in business protect their brands through collaborative partnerships, education and support necessary to carry them to the next level. DeBarros’s practice areas are Business, Employment, Sports, and Entertainment. Learn more about her services at www.prosportlawyer.com and www.sldebarros.com.What Are You Sporting About?https://businessinnovatorsradio.com/what-are-you-sporting-about/Source: https://businessinnovatorsradio.com/ep-45-harry-swayne-xnfl-pro-on-leadership-development-self-identity-di-in-sports-with-sivonnia-debarros-protector-of-athletes

Sherryanne Meyer joins the podcast in this discussion that will reevaluate and take a current look at a classic debate around the facts of Payroll Insourcing, Outsourcing, and everything in between based upon the latest technology and research. The discussion will include traditional metrics and facts used to make a decision as well as how the dynamics have changed with new players, cloud infrastructure, and modern software technology. About the Speakers Imran Sajid is an HR Director at SAP SuccessFactors with expertise in cloud and on-premise software across a diverse background of Marketing, Product Management, Education, Professional Services, and Sales/Pre-Sales. He has authored 3 books, spoken at every major SAP conference worldwide, and is a volunteer for the Americas' SAP Users' Group (ASUG). Twitter: @ImranSajidATL Sherryanne Meyer is a Senior Certified Professional in the Society for Human Resources Management (or SHRM) and Certified Profession in the International HR Management association (IHRIM), contributor to the Workforce Asset Management Book of Knowledge and general customer advocate in Americas' SAP Users' Group. Sherry works with RIzing, an SAP Partner who recently released an e-book authored by Sherry “Rethink, Reimagine, Rebuild Payroll.” Twitter: @SherryanneMeyer More Information Take a look at the latest research from Sherry: Rethink, Reimagine, Redesign Payroll with SAP SuccessFactors Sherry is also hosting a live webinar on November 12th, 2020 with her colleagues around Rethinking Payroll – How Small and Medium Businesses can Make Payroll a Competitive Advantage --- Send in a voice message: https://anchor.fm/imran-sajid/message