Podcasts about shrm

Welcome to Life in the Leadership Lane where I am talking to leaders making a difference in the workplace and in our communities. How did they get to where they are and what are they doing to stay there! Buckle up and get ready to accelerate in the Leadership Lane! This week, I am talking with Brook Donovan, SHRM-SCP, Human Resources Manager at PROSOCO, Inc, 2026 Jayhawk SHRM President Elect…How did Brook get started in her career? When did Brook “Find Her Lane” in her career?What does Brook share about being kind?What does Brook share about Jayhawk SHRM Conference?How does Brook define success for Jayhawk SHRM conference?What tips does Brook share to build relationships?What advice does Brook share to help others in theworkplace? …and more as we spend “Time to Accelerate” with afew more questions. Interview resources:Favorite quote from Brook:“While you're an individual contributor, you are part of a team.”Connect with Brook on LinkedInLearn more about Jayhawk SHRMRegister for 2026 Business Leadership Conference Learn more about the podcast host Bruce WallerCheck out Bruce's books Drive With Purpose: Move Your Career from Success to Significance (#1 New Released book on Amazon)Life in the Leadership Lane; Moving Leaders to Inspire and Change the Workplace Find Your Lane; Change your GPS, Change your Career (“Book Authority” Best Books) Milemarkers; A 5 Year Journey …helping you record daily highlights to keep you on track. Connect with Bruce on LinkTreeSubscribe to Bruce's Blog “Move to Inspire” Get relocation support for your next household goods orcommercial office move across the US by reaching out to Bruce at bwaller@goarmstrong.com or visit The Armstrong Company

Episode Blurb:  New leaders often check every box: training, workshops, and even a coach. Yet many still feel unprepared for the moment real decisions land on their desk.  Alex Marcus and Jamie Albers, co-CEOs and co-founders of Mento, a member of SHRM's 2026 WorkplaceTech Accelerator cohort, explain why traditional coaching models are hitting a wall — and how pairing certified coaches with AI-powered insights closes the gap between mindset work and measurable business impact. They break down their 80/20 coaching philosophy, share where AI strengthens the human connection instead of replacing it, and flag exactly where organizations need to move carefully.  Subscribe to the All Things Work newsletter to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/fg444d    ---  Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r 

Retention sits near the top of almost every HR priority list. The main tool most organizations use to understand it is a conversation with someone who has already quit. Jim Link is the Chief Human Resources Officer at SHRM, the largest HR professional association in the world with more than 340,000 members. Before SHRM, he spent three decades in HR at GE, Porsche, and Randstad, where he held full HR accountability for a $5.2 billion business with up to 100,000 employees. In this episode, he covers: • Why the reasons your best performers stay are usually a different list from the reasons other people leave, and what that does to a retention plan built on exit data • How a written performance review becomes a static record that can work against the organization later, especially when the rating feeds a compensation formula • What SHRM's 2026 State of the Workplace report found about employee experience, including a 91% to 44% split in reported job satisfaction Timestamps [00:01:17] Turning the exit interview into a stay interview, and asking the people you want to keep what's keeping them there [00:01:38] Why leaders wrongly assume stay interviews will produce the mirror image of exit interview answers [00:02:22] Knowing one personal fact about every person on your team, and why that single connection changes how you manage [00:03:39] Separating performance ratings from compensation, and what happens when a 2.3 out of 5 turns into a .06% raise [00:05:39] How an overly glowing written review becomes a bad fact if the employee later exits under performance or restructuring [00:07:32] Employees and employers both know today's skills won't carry forward five years, which makes the gap solvable [00:09:10] The risk of cutting headcount before anyone in the organization understands what AI can actually do [00:12:02] What separates organizations moving the needle on manager development from the ones running the same programs every year [00:13:48] SHRM research showing 91% job satisfaction where workplace needs get addressed, against 44% where they don't [00:15:29] Treating stress and burnout as an organizational liability a CHRO is expected to manage Guest Bio Jim Link is the Chief Human Resources Officer for SHRM. With more than 340,000 members around the world, SHRM is the largest HR professional association in the world and the leading voice for matters related to workers and the workplace. Prior to joining SHRM, Link's career included roles of increasing responsibility across a variety of industries and companies including General Electric, the Pillsbury Company, Porsche Cars, and Randstad. While at Randstad North America, he led a global team of 150 HR professionals who were instrumental in transforming the company into an award-winning, inclusive, and sustainable global leader. Link consistently demonstrates dynamic and visionary thought leadership with a variety of presentations focusing on the interconnection between effective human capital management and business results. Brought to You by Paylocity Paylocity is the fastest growing unified platform for HR, Finance, and IT. Paylocity brings your people, processes, and data together in one place so HR leaders can spend less time managing systems and more time doing the work that actually moves their organizations forward. Learn more at paylocity.com Keywords: stay interviews, exit interviews, employee retention, performance management, continuous feedback, compensation strategy, internal mobility, upskilling, AI in the workplace, critical thinking skills, manager development, middle managers, employee experience, State of the Workplace, burnout, workplace stress, SHRM, CHRO, HR leadership, talent strategy

LA BRUTALIDAD DE LA BACKYARD | FIND YOUR EVEREST PODCAST by Javi Ordieres Este programa está patrocinado por SALOMON: Genesis 2: https://findyoureverest.es/products/zapatillas-salomon-genesis-2-vanilla-ice-iron-lava-falls Zapatilla de trail versátil con amortiguación alta. Terreno mixto y media-larga distancia. Mediasuela optiFOAM con activeCHASSIS integrado. Suela All-Terrain contaGRIP® con tacos de 4,5 mm. Upper Matryx® con sistema quickLACE™. Peso 281 g, drop 8 mm. ️ En este episodio del Find Your Everest Podcast hablamos de: Analizamos en detalle nuestra primera participación en una Backyard, en concreto en la Baltasara de Mieres. Charlamos con Berto, ganador de la prueba, que nos cuenta detalles muy chulos de cómo fueron sus 30 horas. SECCIÓN DE MATERIAL TRAIL RUNNING FYE Gorras técnicas: https://findyoureverest.es/products/gorra-tecnica-find-your-everest-fluor-panels SUUNTO Run 2: https://findyoureverest.es/products/reloj-gps-suunto-run-2-64gb-all-black SHRM 2: https://findyoureverest.es/products/sensor-de-frecuencia-cardiaca-suunto-shrm2 COROS Apex 4 46MM edición Satisfy: https://findyoureverest.es/products/reloj-gps-coros-apex-4-46mm-satisfy-verde MOUNT TO COAST C135 Badwater: Nuevos colores de la T1: https://findyoureverest.es/products/zapatillas-mount-to-coast-t1-clay Nuevos colores de la H1: https://findyoureverest.es/products/zapatillas-mount-to-coast-h1-sedona ON Cloudrunner 3 WP: https://findyoureverest.es/products/zapatillas-on-cloudrunner-3-waterproof-pollen-haze ADIDAS Freehiker SL GTX: https://findyoureverest.es/products/zapatillas-adidas-terrex-freehiker-sl-gore-tex-mujer-cloud-white-beige-off-white Supernova Rise 3 ATR W: https://findyoureverest.es/products/zapatillas-adidas-supernova-rise-3-atr-mujer-ice-tangerine-warm-vanilla-warm-vanilla MIZUNO: Neo Vista 3: https://findyoureverest.es/products/zapatillas-mizuno-neo-vista-3-gray-black-deep-blue 226ERS Gominola High Fructose: https://findyoureverest.es/products/gominola-energetica-226ers-high-fructose-lima DICCIONARIO DEL TRAIL: En esta edición hablamos de de geles energéticos.

Nuestra moderadora (host) Ivonne Arroyo Martínez, CEO de FranklinCovey Puerto Rico y República Dominicana, entrevista a la Sra. Mabel Montalvo, Vicepresidenta de Vicom sobre la importancia de  de la comunicación interna en las empresas.Este episodio es auspiciado por  SHRM-PR .SHRM-PR es una organización afiliada a SHRM.Moderadora-Ivonne Arroyo Martínez, CEO de FranklinCovey Puerto Rico y República DominicanaProducción Ejecutiva-Sociedad para la Gerencia de Recursos Humanos, Capítulo de PRAudiovisuales-Germarilis Ruiz,  Especialista Educativo SHRM-PR Edición-Víctor Maldonado, Director de Recursos Humanos SAL-PR 

A little less than half of workers now use AI regularly on the job. Of that group, 44% admit the output looks finished on the surface and holds nothing underneath. SHRM has a name for it: work slop. Dr. James Atkinson is VP of Thought Leadership at SHRM, where he leads the research teams behind that finding. He spent nine years at Gartner, finishing as Managing Vice President of Data Products for its HR research practice, and ran data products at Payscale before joining SHRM. James walks through SHRM's Skills Revolution research in this conversation. Read the full report here: https://www.shrm.org/topics-tools/research/skills-revolution-preparing-employees-tomorrows-jobs In this episode, he covers: • Why CFOs approve people investments framed as productivity gained and cost avoided, and why SHRM's navigating the C-suite research found finance leaders want that case backed by workforce data • How 44% of AI users admit to producing work slop, and where HR can step in to define what good output looks like • What SHRM's Skills Revolution research says about learning and development systems that can't track how fast skills are changing Timestamps [00:01:01] Why the labor market is uneven rather than hot or cold, and why the last two months shouldn't set your expectations [00:01:51] Healthcare keeps adding jobs as the population ages while federal employment declines and local government picks back up [00:03:13] Framing a people investment as a business opportunity with a productivity number and a cost number attached [00:04:49] SHRM's navigating the C-suite research: CFOs want the ROI spelled out and backed by workforce data [00:05:34] Turnover as the metric finance already understands, because a role sitting empty is a day of lost productivity [00:06:11] Ask your executives how they want to be presented to before you build the deck [00:06:48] Just under half of workers use AI regularly, and 44% of them admit to producing work slop [00:07:28] Why AI needs guardrails and how managers become the people who say what good looks like [00:09:12] The Skills Revolution research: skills are changing faster than learning and development systems can follow [00:11:10] Why skills inventories still haven't replaced job descriptions, and what might finally move that Guest Bio James Atkinson is the VP, Thought Leadership at SHRM, where he leads research teams uncovering key insights on the challenges and trends affecting HR and the workplace. James joined SHRM with more than 15 years of research, data, and product experience, having spent a decade in various leadership roles within the HR industry. Prior to SHRM, James was the Vice President of Data Products at Payscale, where he was responsible for the overall strategy, development, and delivery of data products for compensation professionals. He also spent 9 years at Gartner, finishing his tenure there as the Managing Vice President of Data Products for the HR research and advisory practice. Across his career, his teams have created award-winning research and data products for HR executives and their teams on topics including learning and development, total rewards, recruiting, talent management, HR strategy, HR technology, and diversity, equity, inclusion, and belonging. This work has been featured in top business journals and media outlets such as Harvard Business Review, Wall Street Journal, and Forbes. James holds a PhD in Political Science from the University of Michigan and an MBA from Ohio State University. Brought to You by Paylocity Paylocity is the fastest growing unified platform for HR, Finance, and IT. Paylocity brings your people, processes, and data together in one place so HR leaders can spend less time managing systems and more time doing the work that actually moves their organizations forward. Learn more at paylocity.com Keywords: SHRM research, labor market outlook, work slop, AI guardrails, HR ROI, CFO conversations, workforce data, skills revolution, learning and development, career development, employee attrition, talent retention, healthcare hiring, HR strategy, skills inventory, job descriptions, people analytics, workforce planning, HR Mixtape

In this episode, JoDee and Susan answer listeners' HR and workplace questions. Topics include: Making a case for a four-day workweek The Age Discrimination in Employment Act of 1967 Affordable Care Act eligibility and rules How to leverage AI in HR What to avoid when using AI in recruiting Metrics that are important to HR Overcoming biases in recruiting veterans and individuals with legal records HR challenges with blue-collar employees In the news, 39% of US workers only sometimes feel socially connected to their colleagues, and 20% rarely or never experience connection with coworkers. Full show notes and links are available here: https://getjoypowered.com/show-notes-episode-255-listener-questions/ A transcript of the episode can be found here: https://getjoypowered.com/transcript-episode-255-listener-questions/ To get 0.5 hour of SHRM recertification credit, fill out the evaluation here: https://getjoypowered.com/shrm/ (the SHRM credit code for this episode will expire on September 7, 2027) Become a member to get early and ad-free access to episodes, video, and more perks! Learn more at patreon.com/joypowered Connect with us: @JoyPowered on Instagram: https://instagram.com/joypowered @JoyPowered on Facebook: https://facebook.com/joypowered @JoyPowered on LinkedIn: https://linkedin.com/company/joypowered Sign up for our email newsletter: https://getjoypowered.com/newsletter/ 

In episode 268, Coffey talks with Jeff Lay about what it means to build a conflict-capable organization, why artificial harmony is more dangerous than open disagreement, and how leaders can develop the skills and culture needed to handle difficult conversations before they become expensive problems. –  HRSOUTHWEST  October 11-13, 2026 –  Good Morning, HR listeners can use the promo code 2026-CoffeyGMHR-100 to save $100 on an HRSouthwest full conference registration at https://hrsouthwest.com! ________________ They discuss the concept of a conflict-capable organization as an alternative to the unrealistic goal of conflict elimination; the conflict incubator — how childhood environments and previous workplaces shape an individual's default conflict behaviors; artificial harmony versus genuine trust, and why silence in a meeting rarely signals agreement; the financial cost of unresolved conflict, including disengagement losses that don't show up on a P&L but function like money thrown in a fire; becoming fluent in the language of small things — addressing friction early before emotions escalate into "you always" and "you never" conversations; how a leader's response to the first person who raises conflict determines whether anyone ever raises it again; the challenge of coaching up when the conflict source is the leader themselves, and how HR can build the relational runway to do it; social media, generational change, remote work, and AI as compounding forces making productive conflict harder to navigate; emotional intelligence, humility, and curiosity as foundational leadership skills for conflict resolution; and the CURVE framework — cared for, understood, respected, valued, and empowered — as a diagnostic for organizational health.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP268  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Jeff Lay is the Founder of The People Curve, a leadership and conflict resolution consulting practice focused on helping leaders and organizations navigate difficult conversations, strengthen workplace relationships, and build healthier cultures.  With more than 25 years of leadership experience spanning nonprofit, ministry, and organizational leadership, Jeff has coached leaders through employee relations challenges, team conflict, organizational change, and workplace investigations.  Jeff believes conflict is not something to avoid but a skill to develop. His work centers on helping organizations become conflict-capable—creating cultures where difficult conversations can be addressed with clarity, respect, and accountability.  Jeff is a SHRM-SCP and frequent speaker for leadership teams, HR professionals, churches, and nonprofit organizations. He lives in East Texas with his wife and family and enjoys camping, reading, and cheering on the Dallas Cowboys Texas A&M football.  Jeff Lay can be reached at:  Website:  |  www.thepeoplecurve.com  LinkedIn:  | https://www.linkedin.com/in/jeff-lay-shrm-scp-09987a10   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives: Distinguish between artificial harmony and genuine organizational trust, and identify the leadership behaviors that create each. Apply the "language of small things" approach to surface and address interpersonal friction before it escalates into formal conflict requiring HR or legal intervention. Assess the financial and cultural cost of unresolved workplace conflict and use that framing to make the business case for investing in manager training and conflict-capable culture. 

Good intentions are no longer enough when it comes to supporting inclusion & diversity in your organization. In this new era shaped by shifting enforcement and rising incivility, the leaders who thrive treat I&D like any other core business process — measured, documented, and built to last.  Carolynn Johnson, president of SHRM's Center for I&D and acting CEO of SHRM Linkage, brings clarity to a topic buried in confusion. She explains what's really changing with I&D at the federal level, why the laws themselves haven't moved, and how HR can respond with confidence instead of fear.  Subscribe to the All Things Work newsletter to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/fg444d    ---  Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r 

Most HR teams have already run their AI experiments. A pilot here, a policy draft there. Turning that scattered activity into something people actually use on a Tuesday is a completely different problem. In this episode: Why the biggest available gains from AI now come from teams working with it together, not individuals getting better at prompting How to pick a first project by finding the rock in your shoe instead of announcing a sweeping overhaul nobody asked forWhat the three Cs (crisis, commitment, and conflict) tell you about where AI should never touch an employee interaction Timestamps [00:01:52] What an AI catalyst actually does inside an HR function, and why the job changed from building fluency to driving adoption [00:02:49] Why HR teams that feel behind on AI are not, and what the range across SHRM's membership really looks like [00:03:53] Finding the rock in your shoe, and why the most annoying problem beats the most sophisticated one as a starting point [00:07:29] Nichol's dictation method for getting a model to write her prompts, including asking for a McKinsey-style or Fast Company-style prompt [00:08:15] How vibe teaming works, including the AI wrangler role, the facilitator role, and the transcript loop that feeds the group's corrections back in [00:10:08] The loneliness problem created by heavy individual AI use, and the 70-page proposal exchange that illustrates it [00:11:22] Over 44% of people use AI daily and nearly as many run into work slop daily, and what a biweekly team session does about it [00:12:44] Eight executive assistants who used vibe teaming remotely to redesign how their C-suite works together [00:15:09] The three Cs guardrail: crisis, commitment, and conflict are the moments to keep AI out of entirely [00:17:19] Why people can always tell whether a real human was on the other side, even when they can't identify AI-generated text Guest Bio Nichol Bradford is a futurist, investor, and executive with more than 20 years across technology and human potential. Her mission is to strengthen humanity's mental, emotional, and social health (MESH) as the foundation for innovation and progress. She reaches over 100,000 people annually through thought leadership and public speaking, including TEDx. As SHRM's AI + HI Executive-in-Residence, Bradford shapes global strategies that reach 362 million workers and their families through 340,000 HR professionals in 180 countries. In June 2025 she founded and launched Human Tech Week, which drew 250 speakers and more than 1,200 attendees in its first year. That event grew out of TransformativeTech.org, the global community she co-founded and built to members in 72 countries. She also co-founded Niremia Collective, a venture fund backing the future of human potential. Bradford works at the seam between advanced technology and deep human need, with a focus on human-centered AI adoption. Before this, she operated World of Warcraft in China. Today she runs the largest network for human potential technology. Brought to You by Paylocity Paylocity is the fastest growing unified platform for HR, Finance, and IT. Paylocity brings your people, processes, and data together in one place so HR leaders can spend less time managing systems and more time doing the work that actually moves their organizations forward. Learn more at paylocity.com Keywords: AI adoption in HR, responsible AI, vibe teaming, collective intelligence, work slop, AI guardrails, human potential, SHRM, AI catalyst, HR technology, team productivity, prompting, talent acquisition AI, performance management, employee experience, change management, workforce wellbeing, human-centered AI, Nichol Bradford, HR Mixtape

In episode 267, Coffey talks with Catherine Clifton about AI-generated employee grievances, another lawsuit arising from a DEI training program, a Walgreens race and age discrimination case, and a Reddit scenario involving FMLA leave and workplace gossip. They discuss the rise of AI-generated employee grievances citing nonexistent laws and containing factual errors, and how employers should respond to them the same way they'd respond to any poorly written complaint; AI use by medical providers in ADA accommodation responses — including providers drawing conclusions that are legally the employer's to make; the danger of employees using AI to build one-sided cases that start with a conclusion rather than an objective analysis of facts; an EEOC lawsuit against Washington University in St. Louis arising from a DEI training that racially segregated participants over an employee's explicit objection, followed by elimination of her position after she filed an EEOC charge; the structural problems with demographic-based separation in DEI programming and the assumption that shared identity equals shared experience; the Walgreens case and the legal standard for comparators in race and age discrimination claims — including similar job, same decision-maker, comparable conduct, and disparate treatment; how summary judgment works and why consistent policy enforcement across all employees is the strongest defense against comparator arguments; the risk of employees not knowing what disciplinary action others have received, and how that gap fuels gossip and unfounded discrimination claims; and a Reddit scenario involving a coworker complaining about an FMLA-protected employee, a supervisor who deflects with "HR is aware," and how HR should respond to protect privacy while addressing cultural warning signs. For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP267  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Catherine has more than 20 years of experience specializing in employment law in Texas. She worked with multiple local governmental entities as an employment law attorney and also served as a legal advisor for public safety.  She spent several years as an administrative services director, where she was responsible for Human Resources, Risk Management, and Payroll. She has advised clients on recruitment, selection, discipline, wage and hour, policies, and grievance matters, including federal and state laws related to labor and employment.   Catherine also has experience with general municipal law, utility matters, public information, open meetings, and general governance matters.   Catherine is a graduate of Southwestern University, obtained her JD from Texas Tech University. She is certified as a Senior Professional in Human Resources (SPHR). She joined Ross | Gannaway | Clifton, PLLC in 2022.  Catherine can be reached at:  https://www.gannawayclifton.law/  https://www.linkedin.com/company/rossgannawayclifton/   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for all stakeholders. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 30 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Apply a consistent, policy-grounded response protocol to AI-generated employee grievances — including clarifying conversations, documentation, and using complaints as opportunities to identify real underlying issues. Identify the legal elements of a valid comparator in a discrimination claim and explain why consistent enforcement of discipline across all employees is the most effective defense.  Recognize the supervisor behaviors that signal cultural and legal risk — including deflecting accountability to HR and failing to redirect inappropriate peer complaints — and describe how HR can address them. 

In this episode, JoDee and Susan talk to labor law attorney (and frequent guest) Gina Carrillo about U.S. employers' immigration responsibilities. Topics include: Immigration responsibilities that apply to every U.S. employer, even if they never sponsor a foreign worker The biggest immigration compliance mistakes organizations are making right now How the current administration's increased enforcement efforts have changed the risk landscape for employers What an HR team should do if they discover errors during an internal I-9 audit Advice for organizations using E-Verify What employers should have in place so they can respond confidently if ICE shows up in their workplace In this episode's listener question, we're asked how to handle "earn and burn" employees who take their PTO immediately after earning it. In the news, the Office of Personnel Management has awarded a major HR IT modernization contract to Oracle. Full show notes and links are available here: https://getjoypowered.com/show-notes-episode-254-immigration-compliance/ A transcript of the episode can be found here: https://getjoypowered.com/transcript-episode-254-immigration-compliance/ To get 0.5 hour of SHRM recertification credit, fill out the evaluation here: https://getjoypowered.com/shrm/ (the SHRM credit code for this episode will expire on August 24, 2027) Become a member to get early and ad-free access to episodes, video, and more perks! Learn more at patreon.com/joypowered Connect with us: @JoyPowered on Instagram: https://instagram.com/joypowered @JoyPowered on Facebook: https://facebook.com/joypowered @JoyPowered on LinkedIn: https://linkedin.com/company/joypowered Sign up for our email newsletter: https://getjoypowered.com/newsletter/ 

In episode 266, Coffey talks with Brandon Sammut about how Zapier built its AI transformation from the inside out — and what HR leaders can learn from a fully remote, AI-native company that decided people and AI strategy belong in the same hands.  They discuss the evolution of the Chief People Officer role into a Chief People and AI Transformation Officer and why HR is uniquely positioned to lead organizational transformation; AI transformation as one instance of organizational transformation, and why culture health and clarity of mission matter more than tool selection; Zapier's March 2023 "AI code red" as a high-contrast leadership communication strategy that didn't wait for perfect clarity before naming urgency; the importance of keeping accountability for business outcomes where it belongs while using a cross-functional Center of Excellence to provide enablement and remove friction; individual contributor identity and energy management challenges when AI eliminates tasks that provided meaning or cognitive reprieve; Zapier's customer support transformation — 50% faster resolution, higher satisfaction scores, 30-point employee engagement gains, and two entirely new types of work created from recovered human time; why AI-inflated application volume and homogenized resumes are making recruiting harder even as AI automates more of the process; Zapier's reference-heavy hiring model, which targets 50% of candidate signal from references including back-channel outreach, to counter AI-generated application fraud; the AI Fluency Framework — four competencies including strategy, growth mindset, builder skills, and accountability — used for both hiring and internal development; and why cross-person coordination is declining as individuals become more empowered, while human skills like psychological safety, feedback, and clarity become more important, not less.  More information about Zapier's AI fluency framework is available at: https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP266  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  brandon is the Chief People & AI Transformation Officer at Zapier—an AI orchestration platform powered by a fully-remote team across 40+ countries. Brandon specializes in building high-performing teams through talent and technology. He brings a diverse background spanning business development, finance, talent acquisition, talent development, education, and venture capital. Brandon Sammut is the Chief People & AI Transformation Officer at Zapier—an AI orchestration platform powered by a fully-remote team across 40+ countries. Brandon specializes in building high-performing teams through talent and technology. He brings a diverse background spanning business development, finance, talent acquisition, talent development, education, and venture capital.  Brandon can be reached at   LinkedIn https://www.linkedin.com/in/brandon-sammut-8147b76/  Website https://zapier.com/blog/author/brandon-sammut/   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.   Learning Objectives:Explain why organizational culture health and mission clarity are more predictive of AI transformation success than tool selection or governance framework design. Apply the lesson of Zapier's customer support transformation to identify how recovered human time from AI automation can be reinvested in higher-value work rather than defaulting to headcount reduction. Evaluate the four competencies of Zapier's AI Fluency Framework — strategy, growth mindset, builder skills, and accountability — and assess how each applies to building an AI-ready workforce. 

  Nearly three-quarters of U.S. workers experience financial stress, from worrying about unexpected expenses to navigating major life decisions — and those concerns don't disappear during the workday. Explore new SHRM research on the state of employee financial wellness with Ragan Decker, director of commercial research at SHRM, and Kristen Koluch, retirement plan advisor at Raymond James. They discuss how financial wellness influences engagement, productivity, and retention — and why closing the gap between employee needs and employer support is becoming a business imperative.  Subscribe to Honest HR to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/voegyz   ---  Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r 

Bad hires cost advisory firms upwards of three times salary in direct and indirect costs. But the real issue isn't always the person, it's the system. When firms grow fast and operate under pressure, they hire quickly without clear role definition, leading new hires to navigate confusion, tribal knowledge, and conflicting expectations. Ray Sclafani explores why onboarding cannot be a first-day checklist in advisory firms where work is technical, judgment-dependent, and outcomes matter. The solution is building a better receiving system before the candidate arrives, starting with role clarity.In this episode, you'll learn the eight-question framework, the 100-Day Role Clarity Map, that separates successful hires from failed ones. You'll also discover why structuring the first 100 days into three distinct phases dramatically improves outcomes, how to assign decision rights without confusion, and why your employee value proposition is as critical as your client value proposition. By the end, you'll have a practical template to use before your next hire and coaching questions to lead your leadership team through the design process.This framework applies to advisory firms of all sizes and maturity levels, and it's grounded in research from Korn Ferry and SHRM that shows structured onboarding directly correlates with retention, performance, and firm growth.WHAT YOU'LL LEARN IN THIS EPISODEThe true cost of a bad hire and why good hires in confused systems fail faster than bad hires in clear onesThe eight critical questions every role must answer to ensure successWhy decision rights are non-negotiable and how to assign themHow to structure the first 30, 60, and 100 days into measurable milestonesThe connection between employee value proposition and retentionTHE 100-DAY ROLE CLARITY MAPWhy does this role exist? (Purpose and problem it solves)What outcomes define success? (Not activities, outcomes)What decisions can this person make? (Independent, approval, escalation)Who are the key relationships? (Manager, mentor, buddy, stakeholders)What should happen in the first 30 days? (Context-building phase)What should happen by day 60? (Ownership and feedback phase)What should happen by day 100? (Readiness and coaching phase)What AI tools and guardrails apply to the role? (Approved tools, data rules, review requirements)REFLECTION QUESTIONS FOR YOUR LEADERSHIP TEAMWhat would each new hire need to understand in their first hundred days to maximize their impact?How are you measuring the quality of hire after the employee starts?Which parts of your onboarding process today still rely too heavily on informal tribal knowledge?What changes or improvements can you make to your employee value proposition, including a presentation deck that you share with prospective and current employees?How will AI expectations be communicated to every new hire before habits form?Building the Billion Dollar Business is hosted by Ray Sclafani, Founder and CEO of ClientWise, the financial services industry's leading executive coaching and team development firm for elite advisors and wealth management teams.Find Ray and the ClientWise Team on the ClientWise website or LinkedIn | Twitter | Instagram | Facebook | YouTube

L'intelligence artificielle bouscule les équilibres internes et impose une transformation du management à grande échelle. L'automatisation des tâches pose une urgence immédiate. Il faut réinventer les compétences avant la disparition des emplois.Dans cet épisode, Delphine Zanelli reçoit Maryjo Charbonnier, Chief Human Resource Officer de Kyndryl.L'introduction de nouvelles technologies génère systématiquement de l'anxiété au sein des équipes. Chez Kyndryl, l'automatisation transforme radicalement les emplois puisque, comme l'explique la dirigeante, "nous avons déjà libéré 15 000 personnes à cause de l'utilisation de l'IA". Cette transformation du management exige une réponse organisationnelle précise pour maintenir la confiance. La fonction ressources humaines se retrouve en première ligne pour anticiper les suppressions de tâches, inventorier les expertises existantes et redéployer les individus vers des missions à plus forte valeur ajoutée.Ce défi management repose sur une anticipation minutieuse. Face aux ruptures, l'entreprise intervient en amont. Maryjo Charbonnier précise cette méthode en affirmant que "nous pouvons commencer à vous reskiller avant que votre travail de client s'arrête". La transformation du management s'opère par des outils de mesure continue et une acculturation globale. Les encadrants intègrent l'intelligence artificielle dans leurs objectifs avec la responsabilité de guider leurs collaborateurs vers de nouveaux apprentissages.L'organisation s'appuie également sur des mécanismes transparents d'évaluation. L'entreprise déploie des plateformes numériques qui génèrent automatiquement les questions d'évaluation pour libérer les managers de la charge cognitive. La pratique managériale évolue pour systématiser les retours constructifs à tous les niveaux car "le feedback est le moteur de notre progrès", rappelle la dirigeante. En parallèle, la reconnaissance devient un processus social et visible par tous pour nourrir l'engagement des collaborateurs.Membre du board du SHRM et rodée aux scissions d'entreprises mondiales, Maryjo Charbonnier conçoit son métier de manager depuis le terrain des crises. Elle aborde la transformation DRH avec un prisme ultra pragmatique en encourageant les équipes à se positionner là où l'entreprise souffre, car "les exécutifs tendent disproportionnellement à passer leur temps sur des choses qui ne fonctionnent pas". Face à l'incertitude technologique, elle rappelle une vérité individuelle. "La seule chose qui est dans votre contrôle, c'est votre rythme d'apprentissage".Cet épisode donne des éléments concrets pour anticiper l'impact de l'intelligence artificielle sur les compétences, déployer une culture du retour d'information continu et structurer la requalification des collaborateurs.CHAPITRAGE :(00:00) Le grand spin-off d'IBM et l'ère de l'IA (02:26) La méthode pour anticiper et inventorier (07:22) Auto-évaluation et confiance des équipes (12:13) Les quatre nouvelles missions du manager (19:16) Rendre le feedback simple et social (31:52) Pourquoi chercher la chaleur et la crise

In episode 265, Coffey talks with John Singleton about HR's long-standing identity crisis, the strategic skills the profession must develop to stay relevant, and how AI is reshaping both the work of HR and the way work itself gets done.  They discuss HR's decades-long reputation as a bureaucratic gatekeeper — from the 1996 Fortune critique through the 2025 revisit of "Why We Hate HR" — and what it means to function instead as a strategic confidant and ethical agent; the DEI whiplash as a case study in HR failing to provide compliant, data-grounded counsel when it mattered most; using PESTEL and SWOT analysis to advise on business expansion decisions including workforce availability and market fit; financial literacy as a critical and underdeveloped skill for HR professionals, including reading P&L statements and linking people decisions to EBITDA; the dangers of AI-powered auto-application tools flooding recruiting pipelines with unvetted, uninterested candidates; why AI should not replace human judgment in interviewing, candidate evaluation, and culture-fit assessment; the growing requirement for HR practitioners to understand AI governance, prompt literacy, output verification, and state-level AI employment legislation; the individual responsibility of HR professionals to own their own continuous learning when employers won't fund it; HR's emerging role as architect of human-AI workflow integration in partnership with IT and operations; and HR's internal identity crisis as the profession's biggest obstacle to earning the strategic credibility it seeks.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP265  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  John Singleton, SHRM-CP, is a fractional HR partner based in the Dallas-Fort Worth area, working 1-on-1 with Texas founders, business owners, and leadership teams on the people side of building and scaling. With 16+ years of HR leadership experience — including senior roles at Tata Consultancy Services, Coforge, and Mastek — John brings pattern recognition, strategic judgment, and a trusted vendor network to every engagement. His approach goes beyond handbooks and compliance. He serves as a confidante and strategic sounding board for the harder conversations founders face — the ones that don't fit neatly into an HR playbook. Whether it's navigating the compliance cliff at 50 employees, coaching a leadership team through a difficult hire, or being the calm voice on the phone when something unexpected lands, John's role is to be the person in the room when it matters most. Based in Waxahachie, TX, John founded Quick HR Solutions to give small and mid-sized Texas businesses access to senior-level HR partnership without the cost of a full-time hire.  John Singleton can be reached at   Your Website: www.quickhrtx.com  LinkedIn: https://www.linkedin.com/in/johnsingleton720   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives: Distinguish between HR as compliance gatekeeper and HR as strategic business partner, and identify the advisory behaviors — including data-driven counsel, financial fluency, and risk-option framing — that define the latter. Evaluate the compliance and reputational risks of AI-assisted recruiting tools, including auto-application platforms and resume-scanning systems, and articulate the human judgment elements those tools cannot replicate. Identify the technical, financial, and interpersonal skill sets HR practitioners must proactively develop to remain relevant as AI eliminates transactional HR work and expands the profession's strategic scope. 

In this episode, Ray explores the uncomfortable truth: firm culture is revealed through what leaders reward, tolerate, and ignore on a typical Monday morning. For advisory firm owners, understanding your actual culture, not your aspirational values, has direct business impact.Ray makes the connection concrete: research from SHRM shows that employee experience and engagement account for 42% of turnover intent. Regrettable attrition is expensive. More importantly, in relational advisory businesses, internal culture becomes external client experience. Clients feel when teams are aligned, communication is clear, and people are supported. They also feel when turnover disrupts continuity and people are burned out.This episode is built around an immediately actionable framework: the culture evidence review. Rather than running another employee survey, Ray walks you through five practical questions that move culture from sentiment to evidence. You'll learn what to examine, what it means when certain behaviors are tolerated, and how to use stay interviews to listen early before exit interviews teach expensive lessons.WHAT YOU'LL LEARN IN THIS EPISODEWhy culture is revealed through behavior, not proclamation, and how to examine evidence instead of languageHow employee experience and engagement directly correlate with turnover intent (and the research that proves it)The five-question culture evidence review framework that translates culture into measurable leadership decisionsWhy tolerated behaviors become permission and what behaviors are costing your firm stability and client continuityHow to use stay interviews to listen early and understand what your best people need to stay engagedTHE FIVE-QUESTION CULTURE EVIDENCE REVIEWWhat behaviors are rewarded around here? Look past the value statement. Who gets promoted, praised, paid, invited to important conversations? Do you reward people who develop others or only those who generate revenue? Do you reward collaboration or information control? Do you reward system improvement or crisis heroics?What behaviors are tolerated? Every firm tolerates something. Poor follow-through, weak meetings, avoided feedback, disrespectful communication, hoarded clients, undermining peers, not using the CRM, treating staff as support instead of colleagues. When leaders tolerate these behaviors, tolerance becomes permission.What do employees fear saying out loud? Your team may know where the firm is stuck before leaders admit it. They know which processes are broken, which client segments drain the team, which advisors are difficult. A healthy culture gives truth a place to go.What are stay interviews telling us? Ask why people stay, what might cause them to leave, where they feel underutilized or unsupported, and what would help them grow. Listen early.What is AI anxiety doing to the culture? Employees may not directly name AI fear. They hesitate to use tools, fear being replaced, or assume productivity gains mean more work. Leaders need to surface this conversation.COACHING QUESTIONS FOR YOUR LEADERSHIP TEAMWhat behaviors are shaping your culture more than your stated values do?Where is the firm tolerating behavior that undermines trust or performance?What would your employees say the culture rewards most in your firm?What are stay interviews telling you before exit interviews make the lesson costly?How is AI anxiety manifesting in the culture, even if people are not naming it directly?Building the Billion Dollar Business is hosted by Ray Sclafani, Founder and CEO of ClientWise, the financial services industry's leading executive coaching and team development firm for elite advisors and wealth management teams.Find Ray and the ClientWise Team on the ClientWise website or LinkedIn | Twitter | Instagram | Facebook | YouTube

Where do you start with AI in HR? Not with everything — that's how implementation goes sideways. In this solo episode, Kerri Roberts gives you the five specific HR tasks to automate first, a human checkpoint for each one, and the three things that should never be handed to AI no matter how far along you get.In this episode, you'll learn:Resume screening — load minimum qualifications into a Claude Project or custom GPT; AI ranks candidates; you read every shortlisted resume; never auto-reject for employment gapsInterview scheduling and candidate comms — eliminate the back-and-forth with a booking link; build AI-drafted templates for every stage; automate logistics, not empathyOnboarding paperwork and new hire workflows — offer letter, I-9, W-4, e-signatures, IT setup, 30/60/90-day check-ins; AI gets you 70–80% of any checklist, you do the last 20%Employee FAQ chatbot — build an AI assistant trained on your handbook; employees get instant answers from your actual policies, not the internetFirst drafts — job descriptions, offer letters, policy language; AI gets you to 80%, you edit the last 20%; always run new policies by your attorneyWhat never to automate: final hire and fire decisions; performance and coaching conversations; sensitive judgment calls, investigations, or anything touching individual rights.CHAPTERS:00:00 Last Week Was Readiness — This Week Is Where to Start 01:00 How AI Saved Kerri $65–70K a Year 03:37 The Rule — High Volume, Low Judgment, Repeatable 04:17 Task 1 — Resume Screening and Initial Filtering 10:51 Task 2 — Interview Scheduling and Candidate Communication 17:05 Task 3 — Onboarding Paperwork and New Hire Workflows 19:54 Task 4 — Employee FAQ and Policy Chatbot 22:36 Task 5 — First Drafts 24:06 Three Things to Never Automate 26:35 The Stats — Deloitte, SHRM, and Why This Pays Off 29:16 Action Item — Pick One of the Five and Start TodayBefore you start automating anything in HR, you need to know where your foundation stands — the free HR Audit shows you exactly that: saltandlightadvisors.com/hraudit

In this episode, JoDee and Susan discuss returning to work after a career pause, particularly for women who took time off to raise a family or care for loved ones. Topics include: The statistics on career breaks Skills developed during a career break Catching up on changes to the world of work, especially technology, when returning from a break Confidence when rejoining the workforce The importance of flexibility for career returners Support systems and networks Advice for people returning after a break and for employers In this episode's listener question, we're asked how remote employees can experience the joy of working with others when they're not in an office together. In the news, 67% of Americans say their daily work makes their life feel repetitive. Full show notes and links are available here: https://getjoypowered.com/show-notes-episode-253-returning-to-work-after-a-career-break/ A transcript of the episode can be found here: https://getjoypowered.com/transcript-episode-253-returning-to-work-after-a-career-break/ To get 0.5 hour of SHRM recertification credit, fill out the evaluation here: https://getjoypowered.com/shrm/ (the SHRM credit code for this episode will expire on August 10, 2027) Become a member to get early and ad-free access to episodes, video, and more perks! Learn more at patreon.com/joypowered Connect with us: @JoyPowered on Instagram: https://instagram.com/joypowered @JoyPowered on Facebook: https://facebook.com/joypowered @JoyPowered on LinkedIn: https://linkedin.com/company/joypowered Sign up for our email newsletter: https://getjoypowered.com/newsletter/ 

Jobs aren't changing once every few years anymore. They're evolving constantly.  Skills are shifting, AI is reshaping roles, and organizations are redefining jobs faster than traditional job architectures can keep up. At the same time, Talent Acquisition and Compensation teams often evaluate talent through different lenses. Recruiters are responding to hiring realities and candidate expectations, while Compensation is balancing market data, internal equity, and long-term pay strategy.  In this episode, we explore how these two functions can stop speaking different languages and start working from the same playbook. We'll discuss what alignment looks like in practice, how organizations can create a shared understanding of talent and market value, and why stronger collaboration leads to better hiring decisions and more sustainable compensation strategies.     Host:  Ruth Thomas – Chief Compensation Strategist, Payscale     Guests:   Danielle DuBois – Director of Global Rewards, HR Technology, HR Operations & Talent Acquisition, American Dairy Queen Corporation   Michelle Antonsen – Talent Acquisition Leader, American Dairy Queen Corporation   Join us for our upcoming live events to get your questions answered in real time by compensation experts and earn HRCI and SHRM recertification credits: https://www.payscale.com/events

In episode 264, Coffey talks with Timothy State about the science of workforce wellbeing, why middle managers are the most at-risk population right now, and how AI-powered life quality companions are transforming the way organizations understand and support thriving at scale.  They discuss the five core dimensions of human wellbeing — physical and mental health, relationships, security, and meaning and purpose — and why employer influence on all of them is both a business and social responsibility; EAP underutilization and the limits of traditional point-solution approaches to employee wellness investment; the predictive power of the question "does my leader care about my wellbeing?" on retention and workforce outcomes; team-level wellbeing contagion and how one individual's improvement reliably lifts the whole team over time; middle managers as the most burned-out and at-risk population in today's workforce; the perverse hiring incentives created when leaders are held accountable for individual wellbeing outcomes rather than demonstrated care behaviors; the difference between using AI to extract efficiency from existing work versus using AI to elevate the human system itself and generate human-centered value; cognitive overload as an unintended consequence of AI-driven task elimination, including the loss of low-complexity recovery work; Altius's AI life quality companion "Alti" — its nine wellbeing dimensions, 750-plus KPIs, perpetual memory, and 96% user satisfaction rate across 26 countries; and the radical privacy architecture required for employer-sponsored AI wellbeing tools to earn employee trust and avoid discriminatory misuse of health data.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP264  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Timothy State is a people strategist, business leader, and human wellbeing innovator with 25 years' experience leading large-scale workforce transformation. He led Humana to global recognition for improving workforce well-being.  Tim is an active advisor to Harvard Human Flourishing / SHINE, a founding member of Center for Positive Organization, chaired the Wellbeing and Workforce Strategy Institute and several other leading bodies.  In 2025, Tim founded Altius, an AI-native human optimization company helping businesses and healthcare systems thrive via regenerative AI technologies and advanced human advising. He institutionalizes human well-being through data, social infrastructure, and leadership transformation.  Tim can be reached at:  Your website: https://www.altiusco.com/  LinkedIn: https://www.linkedin.com/company/altiuswellbeing/  Instagram: https://www.instagram.com/altiuswellbeing/  Twitter/X: https://x.com/AltiusWellbeing    About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Identify the five dimensions of employee wellbeing and explain how each one is influenced by organizational culture, leadership behavior, and employer-provided resources. Distinguish between holding leaders accountable for demonstrating care versus for employees' actual wellbeing outcomes, and describe why that distinction protects against perverse hiring incentives. Evaluate the design principles — human-centered AI, radical data privacy, proactive personalization, and clinical grounding — that determine whether an AI wellbeing tool will drive adoption or be ignored like traditional EAPs.  

Most CHROs have a fraud problem they didn't sign up for. Deepfakes in video interviews. Synthetic IDs at the application stage. AI-generated credentials that pass every automated screen. Only 31% of CHROs say they're confident in their ability to prevent hiring fraud, and the technology making it easier gets more sophisticated every quarter. Nik Daruwala, Vice President of Sales at Checkr, has spent 21 years in B2B technology sales, including thousands of direct conversations with HR leaders trying to protect their hiring funnels without losing speed. Checkr powers background verification for Uber, Lyft, DoorDash, and Instacart, and was the first API in the background check industry. In this episode, he covers: Why hiring fraud appears at every stage of the funnel, from the initial application through post-hire monitoring, and what a continuous identity verification strategy actually looks like in practice How CHROs should be thinking about partnering with their CISO to address a risk that's moved from the cyber stack into the talent pipeline https://thehrmixtape.com/episodes/trust-at-speed-hiring-fraud-deepfakes-and-the-identity-risks-chros-cant-ignore-with-nik-daruwala Why the speed-versus-safety trade-off in hiring is a false choice, and what good looks like when both coexist in the same program Timestamps [00:00:39] Context: this conversation was recorded live at the Checkr booth at SHRM 2026 [00:01:01] How enterprise hiring changed over 24 years: global sourcing, the normalization of remote hiring, and why the explosion of application volume made quality screening harder [00:02:50] The CHRO anxiety most people aren't talking about: making sure candidates throughout the funnel are actually who they claim to be [00:04:13] Only 31% of CHROs have confidence in their ability to prevent hiring fraud, and why the AI tools now available to candidates are changing that threat surface fast [00:04:39] The three identity threats CHROs weren't trained for: deepfakes in interviews, synthetic IDs at the application stage, and AI-generated credentials that pass automated screens [00:06:44] Why most organizations are reactive on hiring fraud, and the parallel to the early days of cybersecurity: you don't prioritize it until you have your first incident [00:08:42] Where fraud actually shows up across the hiring funnel: application, interview, background check, and continuously post-hire [00:09:41] The speed-versus-compliance trade-off is a false choice, and why the best hiring programs don't ask their teams to make it [00:13:27] Nik on what it actually means for trust to be a competitive advantage, and why that should be the north star for every hiring program [00:16:00] The two-to-three year horizon: AI automating talent sourcing and administrative tasks, continuous monitoring as table stakes, and why the hiring decision stays human Brought to You by Paylocity Paylocity is the fastest growing unified platform for HR, Finance, and IT. Paylocity brings your people, processes, and data together in one place so HR leaders can spend less time managing systems and more time doing the work that actually moves their organizations forward. Learn more at paylocity.com Keywords: hiring fraud, background checks, identity verification, deepfakes, synthetic IDs, AI-generated credentials, CHRO priorities, talent pipeline security, hiring at scale, continuous monitoring, background screening, hiring compliance, HR technology, Checkr, credential fraud, HR risk management, fraud prevention, remote hiring risk, AI in hiring, talent operations

 In episode 263, Coffey talks with Jimmy Taylor about the state of return-to-office, AI's real impact on workforce participation and HR practice, and why proactive networking and skills-based hiring matter more than ever.  They discuss CBRE data showing peak office utilization reaching 80% and the factors driving successful return-to-office adoption; the hidden financial costs employees bear when returning to the office and how employers should account for that in compensation and goodwill; why early-career professionals stand to benefit most from in-person work through mentorship, visibility, and relationship-building; June jobs report softness, a 50-year-low labor participation rate, and competing explanations from immigration enforcement changes and AI displacement; AI as a net job creator over time, drawing parallels to fears about the internet eliminating insurance agents, real estate agents, and recruiters in the 1990s; the organizational opportunity and challenge of assessing AI skill gaps and reskilling loyal existing employees rather than replacing them with outside talent; Gen Z's surprising gaps in desktop computing and interpersonal skills despite their reputation for tech fluency; the case for replacing traditional resumes with tailored application processes and front-end skills assessments to filter out AI-generated candidate slop; professional association involvement as a proactive career resilience and network-building strategy before a job loss forces it; and Dallas HR's hands-on AI skills day designed to move HR professionals from AI curiosity to practical daily application.  For listeners of Good Morning HR podcast, use 2026-CoffeyGMHR-100 promo code and take $100 off a HRSouthwest full conference registration at https://hrsouthwest.com.   For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP263  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Jimmy Taylor brings more than 20 years of business and HR leadership to DallasHR and the HR Southwest Conference. As Executive Director, Jimmy is responsible for leading strategic initiatives and overseeing the operations of the organization in the mission to advance and connect the regional HR community.  Jimmy Taylor can be reached at   Website: https://www.dallashr.org/  Social: https://www.linkedin.com/in/jimmy-taylor-sphr-25b230/   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for all stakeholders. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 30 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives: Evaluate the real costs — financial, cultural, and competitive — that employees and employers each absorb when transitioning back to in-person or hybrid work arrangements. Assess an organization's current AI skill gaps and identify practical reskilling strategies that retain institutional knowledge while closing the gap with external market demands. Redesign the candidate screening process to replace resume-based review with structured application workflows and skills assessments that resist AI-generated submissions and reduce bias. 

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Culture rot is the gradual erosion of norms, trust, and standards that sets in when small problems go unaddressed — and if it persists, it's because someone who was supposed to own it didn't. In this episode, Dr. Timothy R. Clark and Tim Clark Jr. break down how to spot culture rot fast and who has to fix it.Their starting point: culture is the way we interact. Values on the wall, engagement surveys, and mission statements are ancillary — the truth shows up at the human interface. Watch who's talking, and watch the two seconds after someone disagrees. That moment of truth reveals the norms, and 15 minutes in one meeting tells you almost everything about a culture's health. And the stakes are measurable: MIT Sloan found toxic culture predicts attrition roughly 10x more strongly than compensation, and SHRM put culture-linked turnover at $223 billion over five years.When cultures rot, they fail in one of two patterns: pathological conflict, or the quieter and more dangerous one — pathological compliance, where teams fall silent, stop thinking divergently, and lose the ability to adapt. That's why culture rot is a tax on adaptation: stable markets let rotten cultures win for a while, but the moment the environment shifts, the bill comes due.So who owns it? Ownership is nested, not divided — it rolls up to the CEO as chief cultural architect, and it can't be delegated. Each leader is accountable for their span of control through two levers: modeling and holding others accountable. Run culture like a P&L — coach to acts of vulnerability with the LIVE model (Look, Identify, Validate, Encourage), patrol the boundaries of respect, and remember: you get what you tolerate.

When was the last time you had fun and experienced joy while doing it? I know. I had a coach many years ago ask me the question, “When do you play?” I was dumbfounded. I worked. I took care of my family. I tried to take care of myself in the middle of all of that. And repeat. I immediately thought there wasn't time for fun. Let alone creative pursuits like I used to have. Like many times in my life, I was wrong and had to learn that fun, joy, and creativity have a place in our lives. This is imperative for our self-care, for our healing, and for living a full life. And yes, we can be creative at work too. During today's conversation with my guest Melissa Dinwiddie, we and I chatted about:Her first book, The Creative Sandbox Way.Why everyone is creative, and why believing the opposite is a lie.The steps we can take today to bust out of a creative rut and start experiencing the joy of creative play todayHer latest book, Innovation at Work, and how The Creative Sandbox Way and Innovation at Work play off one another.How you can start one way, like Melissa did at Julliard, move to an entirely different career as a jazz singer, and land in a new place (aka – your career doesn't have to have a straight line)If you lean towards the work, work, work camp like me, listen into this show with an open mind. And be prepared to debunk the myth that you are no creative because that is simply not true. Here is more about Melissa:Melissa Dinwiddie is an innovation strategist and keynote speaker who helps leaders at mid-to-large tech and SaaS companies turn an innovation mandate into an innovation practice. Her Create the ImpossibleTM framework — Play Hard, Make Crap, Learn Fast — was designed specifically for the analytical, skeptical teams who are convinced they're not creative. Because that's exactly who needs it most.Melissa's keynotes are immersive, interactive experiences that blend storytelling, science, and hands-on activities. Audiences don't just listen — they participate, surprise themselves, and leave with tools they can use on Tuesday morning. The numbers back this up: 94% of attendees find her talks valuable, and 96% say they'd see her speak again.Her background includes work with teams at Meta, Google, Salesforce, and Uber, and she has delivered sessions for SHRM, PMI, AMA, and Stanford. She studied dance at Juilliard, spent 15 years as a professional artist in Silicon Valley, performed as a jazz singer/songwriter and musical improviser, and is the author of Innovation at Work: 52 Micro-Experiments for Brave Leaders (Pluralite Press, 2026).Before we begin, please be sure to share this show with a family member, friend or colleague. As you know, your ratings and reviews help this show to gain traction and continue to grow. Thank you if you have already left a review.Also, if you haven't downloaded one of my freebies on my site, check them out on bravewomenatwork.com. I have 5 Ways to Managing Your Imposter Syndrome, 34 Leadership and Career Affirmations, and 10 tips to Win Your Next Negotiation. Download one or them or all three!If you also have a story to share and a deep desire to become an author, please contact me at hello@bravewomenatwork.com. I am happy to share the details on the project. Alright, let's welcome Melissa to the show!

In episode 262, Coffey talks with Randy Anderson about the critical differentiators for human performers in an AI-driven workplace.  They discuss AI's inevitability and its impact on task elimination versus full job replacement; the enduring human advantage in relational and interpersonal transactions that AI cannot replicate; emotional intelligence as a two-sided competency — reading others and maintaining self-awareness; nonverbal communication, microexpressions, and the limits of virtual interaction for building culture; the case for renaming "soft skills" as core skills or power skills given their foundational value; generational deficits in interpersonal development worsened by COVID, remote learning, and screen-based communication; how employers can purposefully structure learning tracks, mentoring, and stretch assignments to develop core skills alongside technical ones; top employer-identified skill gaps from a Fort Worth Chamber of Commerce talent survey — emotional intelligence, leadership, global mindset, and adaptability; AI-generated cover letters undermining candidate credibility, including a case where AI reproduced a hiring manager's own quotes; and time-windowed team skill development as a practical organizational strategy for building interpersonal competency at scale.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP262  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Randy Anderson is a self-declared mercenary in the war on employee disengagement and lost productivity. He spent 20 years in sales and management before founding E3 Professional Trainers in 2005.  Throughout his career, he has had the opportunity to work with virtually every type and size of business in almost every industry.Now, through keynote presentations, customized training, and personal coaching, he delivers strategies to help individuals, teams, and entire organizations become more engaged in their work, better equipped to do it, and to feel empowered to experience greater fulfillment in life, both personallyand professionally.  Randy Anderson can be reached at   Your Website: e3professionaltrainers.com  LinkedIn: Randy Anderson (https://www.linkedin.com/in/randyandersontrainer)  Facebook: E3 Professional Trainers (https://www.facebook.com/E3ProfessionalTrainers/)  Twitter/X: E3ProfTrainers (https://twitter.com/e3proftrainers)  YouTube: E3 Professional Trainers (https://www.youtube.com/user/e3protrainers)  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.   Learning Objectives:Distinguish between the tasks AI will replace and the human relational capabilities that will remain differentiators for high performers. Define emotional intelligence as a dual competency — accurately reading others and maintaining self-awareness — and explain why both sides matter in workplace interactions. Design intentional learning tracks, mentoring programs, and structured assignments to develop core interpersonal skills in employees who lack natural exposure or prior coaching.  

Nuestra  moderadora (host) Ivonne Arroyo Martínez, CEO de FranklinCovey Puerto Rico y República Dominicana, entrevista a la Sra. Melissa Gonzáez Miranda,  VP- Talent Acquisition Manager en Banco Popular sobre la importancia de los Programas de Internado de Verano que pueden tener los empleadores en Puerto Rico.Este episodio es auspiciado por  SHRM-PR .SHRM-PR es una organización afiliada a SHRM.Moderadora-Ivonne Arroyo Martínez, CEO de FranklinCovey Puerto Rico y República DominicanaProducción Ejecutiva-Sociedad para la Gerencia de Recursos Humanos, Capítulo de PRAudiovisuales-Germarilis Ruiz,  Especialista Educativo SHRM-PR Edición-Víctor Maldonado, Director de Recursos Humanos SAL-PR 

Organizational Culture Isn't a Soft Skill. It's Your Competitive Advantage. 59% of CEOs say creating a positive organizational culture is crucial to executing their corporate strategy. At the same time, research from SHRM and Gallup reveals that 84% to 92% of North American executives believe improving organizational culture would increase both enterprise value and overall business performance. The evidence is clear. Culture is no longer an HR initiative. It is a business strategy. Yet many organizations continue searching for better strategies when the real challenge isn't strategy at all. Work isn't broken because of strategy. It's broken because of behavior. Across industries, teams are burned out, disconnected, and navigating cultures where employees often know how to say the "right" things but don't feel psychologically safe enough to say what actually needs to be said. The result is a workplace that appears healthy on the surface while quietly losing trust, innovation, and momentum underneath. The cost is substantial: This is where Devin C. Hughes creates lasting impact. As a keynote speaker and organizational culture expert, Devin partners with Fortune 100 companies, startups, government agencies, and school systems to help leaders build high-trust, high-performing cultures grounded in authentic connection, accountability, and the everyday behaviors that drive exceptional results. His work blends positive psychology, neuroscience, appreciative inquiry, positive organizational scholarship, mindset development, and mindfulness into practical leadership strategies that leaders can implement immediately. More importantly, he helps organizations move beyond inspiration toward measurable transformation. When people feel genuinely seen, heard, and valued, organizations don't simply become better places to work—they become better businesses. Trust grows. Communication improves. Conflict becomes constructive. Innovation accelerates. Performance follows. Culture evolves from a corporate slogan into a measurable competitive advantage. The highest-performing organizations understand one fundamental truth: Strategy determines where an organization wants to go. Culture determines whether it ever gets there. That's why culture isn't separate from strategy. Culture is the engine that brings strategy to life. If your organization is ready to replace performative culture with authentic leadership, stronger relationships, and measurable business results, now is the time to start the conversation. Connect with Devin C. Hughes to discover how intentional culture-building can transform leadership, strengthen teams, and unlock your organization's greatest competitive advantage—its people.     For more information: https://devinchughes.com/ LinkedIn: @Devin C.Hughes Learn more about your ad choices. Visit megaphone.fm/adchoices

For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP261  In episode 261, Coffey talks with Bernadette Jones about how leaders can identify, triage, and resolve workplace issues before they escalate into legal and cultural crises.  They discuss leader avoidance of difficult conversations and its organizational consequences; distinguishing between people problems, process problems, and leadership problems; using a triage framework to assess urgency and risk in workplace issues; the TRIAGE acronym as a structured people problem resolution framework; the role of documentation in at-will terminations and discrimination defense; when to bring in third-party HR consultants or employment counsel; the cost and cultural damage of nuisance lawsuits and settlement checks; transparent post-incident communication strategies that protect employee privacy; the connection between ongoing feedback practices and employee trust; and workplace trauma, post-COVID mental health, and psychological safety as cultural imperatives.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Bernadette Jones is Co-Founder of Visionova HR Consulting, where she helps organizations lead at the intersection of compliance and culture. With more than two decades of experience in HR leadership, coaching, and consulting, she supports nonprofits, small businesses, and mission-driven teams in navigating difficult conversations, employee-relations challenges, leadership communication breakdowns, and workplace culture transformation.   A national speaker, Bernadette has presented for SHRM, Nonprofit HR, Northern California SHRM, and other conferences across the country. She serves on the Northern California SHRM Professional Development and Conference Committee and chairs the NorCal SHRM DEIB Committee, where she helps shape content and conversations for HR leaders regionally and beyond. Bernadette has presented at SHRM conferences and nonprofit leadership events on topics including workplace respect, harassment prevention, inclusive leadership, and culture-first HR strategy.   She is especially valued for helping leaders move beyond policy-only thinking and toward practical, respectful leadership that works in the real world. With her 20 years of experience, Bernadette has worked with executives, HR leaders, and managers who are navigating toxic employees, scary complaints, high-stakes terminations, and burned-out teams often without a full HR department behind them. She is known for her calm, candid style and her ability to translate complex HR and employment-law concepts into plain language leaders can act on right away.  Bernadette Jones can be reached at:  Email: bjones@visionovahr.com  Website: https://visionovahr.activehosted.com/f/55 LinkedIn: https://www.linkedin.com/in/bernadettejones-visionovahr/ Facebook: https://www.facebook.com/VisionovaHR Instagram: https://www.instagram.com/bernadettejoneshr/?hl=en#   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives: Apply the People Problem Triage framework to distinguish between people, process, and leadership problems before escalating to formal action.  Assess the compliance and legal risk level of a workplace issue in order to determine appropriate urgency and next steps.  Recognize how undocumented role changes, unclear responsibilities, and deferred feedback create conditions for employee conflict and litigation exposure 

In this episode, JoDee and Susan talk to Margaret Kelsey about what it means to approach AI humanistically. Topics include: What drew Margaret to be an early adopter of AI The definition of "humanistic AI" How AI adoption is unfolding Whether workers should be worried about job security because of AI What employers should be worried about as they deploy AI What leaders should avoid doing on the AI front Advice for listeners who want to create a humanistic AI culture In this episode's listener question, we're asked about the fine line between coworker and friend and how to ensure you don't cross it as a leader or HR professional. In the news, having work experience during college can double a new grad's odds of finding a job after graduation. Full show notes and links are available here: https://getjoypowered.com/show-notes-episode-251-humanistic-ai/ A transcript of the episode can be found here: https://getjoypowered.com/transcript-episode-251-humanistic-ai/ To get 0.5 hour of SHRM recertification credit, fill out the evaluation here: https://getjoypowered.com/shrm/ (the SHRM credit code for this episode will expire on July 13, 2027) Become a member to get early and ad-free access to episodes, video, and more perks! Learn more at patreon.com/joypowered Connect with us: @JoyPowered on Instagram: https://instagram.com/joypowered @JoyPowered on Facebook: https://facebook.com/joypowered @JoyPowered on LinkedIn: https://linkedin.com/company/joypowered Sign up for our email newsletter: https://getjoypowered.com/newsletter/ 

Fresh from the SHRM 2026 Annual Conference, OrgChart CEO, Tom McCarty, breaks down the trends that defined this year's conference: from the rallying cry of "Taking Back HR" and the shift from reactive to strategic, to AI's growing role in the function, and Oprah's challenge to build cultures where people truly feel seen. Plus: what HR leaders should prioritize for the rest of 2026.

In episode 260 Coffey talks with Gerald Maatman Jr. about reducing employment litigation risk in an increasingly complex legal environment.  They discuss the realities and limitations of at-will employment in modern workplaces; litigation avoidance strategies for business owners and HR leaders; how employers should evaluate settlement versus defense decisions; reverse discrimination and evolving protected class litigation trends; federal, state, and municipal employment law compliance challenges; managing multi-state employment law requirements and policy administration; workplace culture, employee trust, and internal complaint systems; the role of HR as advisor, coach, and organizational risk manager; wage and hour class action litigation and emerging workplace legal threats; artificial intelligence governance and employment-related legal exposure; workplace privacy, biometric data, and employee information security risks; equal pay litigation and compensation equity concerns; religious accommodation and changing EEOC enforcement priorities; frontline manager training and its impact on legal risk; remote work management challenges and post-pandemic workplace dynamics; practical documentation, communication, and employee relations best practices.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP260  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Gerald L. Maatman, Jr., is the Chair of Duane Morris LLP's Class Action Defense Team. With nearly four decades of experience practicing law, he has defended some of the most significant bet-the-company cases ever filed against corporate America. Mr. Maatman has represented companies, executive teams, and boards across the country in class action litigation, ranging in size from thousands to hundreds of thousands of claims by employees. In addition to his litigation work, Mr. Maatman helps clients anticipate large-scale risks before they escalate into litigation.  Gerald L. Maatman, Jr can be reached at   https://www.duanemorris.com/attorneys/geraldmaatman.html  https://www.linkedin.com/in/geraldmaatman/  https://x.com/g_maatman About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives: Understand how employment litigation develops and how organizations can reduce legal exposure. Evaluate HR policies and management practices that strengthen workplace compliance and employee trust. Implement practical approaches to documentation, manager training, and personnel decision-making that withstand legal scrutiny. 

Leadership advisor and DEI expert Stacey Gordon returns to Leading Through Crisis to explain why diversity, equity, and inclusion should never be treated as a bolt-on "initiative," and why that mistake is exactly why so many companies have abandoned their DEI programs.  Stacey and host Céline Williams dig into why so many leaders struggle with flexibility and self-awareness, how communication breakdowns between managers and teams happen even when everyone has the best intentions, and why "inclusive leadership" is really just... good leadership.  They also unpack the biases quietly shaping hiring decisions, why leaders rarely get real feedback about how their teams actually experience them, and Stacey's free Leadership Reality Check quiz for anyone ready to find out the gap between how they think they lead and how their team sees them.  This conversation might just challenge how you think about communication, feedback, and what DEI actually means. — Stacey Gordon is a globally recognized keynote speaker, leadership advisor, and workplace culture strategist who helps organizations build inclusive, high-performing workplaces as they navigate today's evolving legal, social, and business landscape.  As the founder of Rework Work, Stacey partners with executive leaders, people managers, and HR and legal teams to strengthen talent systems, leadership capability, and workplace culture— relying on a foundation of legally sound, people-first approaches. Her work focuses on debiasing systems, developing inclusive leadership behaviors, and creating cultures of fairness, belonging, and accountability that benefit everyone.  Stacey is a frequent keynote speaker at HR, talent, and leadership conferences worldwide and has served as an adjunct professor at several universities. She is also a trusted voice in the broader business conversation, having provided subject matter expertise to Harvard Business Review, SHRM, Fast Company, Forbes, NPR, and BBC Radio.  She is the author of UNBIAS, a widely used resource for leaders globally, and the creator of the unconscious bias course on LinkedIn Learning, which was the #1 most-watched course on the platform in 2021, has been translated into multiple languages and has reached nearly two million learners worldwide. You can learn more about Stacey and her work and grab the Leadership Reality Check assessment at reworkwork.com. You can also find her on Substack (https://reworkwork.substack.com/), LinkedIn (Linkedin.com/in/staceygordon), and Instagram (@ReworkWork).  See also CDO Action coalition at https://cdoaction.com.

Master's Degree vs. HR Certifications: Which Is Right for You? Should you pursue a Master's degree, earn HR certifications, or invest in both? It's one of the biggest questions facing aspiring and early-career HR professionals. In this episode of SharpHR Real Talk: Careers After College, Karen Sharp sits down with an HR professional, Aubrey McGuire, who chose to pursue both a Master's degree in Human Resource Management from Stony Brook University and professional certifications through SHRM and HRCI. Together, they discuss the advantages of each path, the investment of time and money, and how education and certifications can shape your career opportunities, confidence, and professional credibility. In this episode, you'll learn: • The differences between a Master's degree and HR certifications. • When it makes sense to pursue one over the other. • The return on investment for graduate education versus certifications. • How each can impact career growth and advancement. • Questions to ask yourself before making your decision. • Practical advice for students, recent graduates, and HR professionals looking to advance their careers. Whether you're considering graduate school, preparing for an HR certification, or simply exploring your next career move, this episode will provide practical insights to help you make an informed decision. About the Podcast SharpHR Real Talk: Careers After College features honest conversations with professionals, career experts, and employers to help students, recent graduates, and early-career professionals navigate today's job market with confidence. If you enjoyed this episode, please follow the podcast, leave a review, and share it with someone planning a career in Human Resources. Music licensed through AudioJungle. Licensed for use under a Standard Music License. All rights to use this music have been properly obtained.  

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com   Takeaways - DEIB is about more than just checking boxes; it requires a comprehensive approach that integrates diversity, equity, inclusion, and belonging into all aspects of an organization. - Diversity encompasses all aspects of a person's identity, including race, gender, academic accomplishment, geography, and more. - Inclusion means creating a space where everyone feels welcomed and providing the necessary resources for individuals to excel. Equity involves providing accommodations and support to individuals based on their unique needs without lowering the performance bar. - Belonging is about making individuals feel wanted and valued in the workplace. - DEIB should be assessed at every value point in an organization, including talent acquisition, learning and development, supplier diversity, corporate social responsibility, and more. It is important to prioritize diversity of mindsets and perspectives, not just outward diversity, to foster innovation and creativity. - Companies should prioritize hiring the best candidate, regardless of their diversity, while also ensuring that their sourcing efforts are diverse and inclusive. - DEIB is not about lowering the bar, but about creating a culture that values and supports all individuals. - DEIB efforts should be modeled, substantive, consistent, and accountable across the organization. Intentionality is crucial in the hiring process to ensure diversity and representation. - Leaders should focus on developing, inspiring, resourcing, and supporting their teams. - Assessing character and values in the interview process requires consistency and a diverse interview panel. - AI can play a role in supporting leaders by providing insights and helping them be more empathetic. - The world is becoming more divided, and it is important for individuals and organizations to speak up against injustice and create safe spaces for everyone.

In episode 259, Coffey talks with Meg Delp about workplace mental health, burnout prevention, and how employers can create psychologically safe cultures that support employee wellbeing and performance.  They discuss the growing awareness of workplace mental health and its impact on business outcomes; generational differences in expectations around employee wellbeing and psychological safety; caregiver stress and burnout among younger employees and the sandwich generation; mental health stigma and why employees hesitate to seek support at work; practical manager training strategies for handling mental health conversations appropriately; how frontline supervisors can support employees without becoming therapists; the role of psychological safety in employee engagement and retention; burnout warning signs including exhaustion, irritability, and declining performance; how leadership and HR can model healthy mental health conversations year-round; NAMI's Stigma Free Workplace Initiative and free “You Can Ask” mental health training resources; the importance of employee friendships and trust relationships at work; balancing compassion, performance management, and ADA accommodations in workplace conversations; and how proactive mental health support improves retention, engagement, and organizational culture.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP259  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Meg Delp, PsyD LMFT is the Director of Workplace Mental Health at the National Alliance on Mental Illness (NAMI) where she leads the StigmaFree Workplace initiative. As an Organizational Psychologist and (retired) Marriage and Family Therapist, Meg brings both clinical and organizational expertise to her work, helping employees and leaders alike understand how to build company cultures that prioritize mental health, connection, and psychological safety. She's passionate about creating workplaces where people feel safe to show up as themselves and supported in caring about one another.  Meg Delp can be reached at: https://stigmafree.nami.org  https://www.linkedin.com/company/nami  https://www.facebook.com/NAMI  https://www.instagram.com/namicommunicate  https://x.com/NAMICommunicate  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 30 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.   Learning Objectives: Identify early warning signs of employee burnout and workplace mental health challenges. Apply practical techniques for having supportive, work-focused mental health conversations. Develop workplace strategies that improve psychological safety and employee wellbeing. 

Talent is the most important variable in the future of wealth management, and most advisory firms are managing it on instinct rather than discipline. In this episode, Ray Sclafani introduces talent calibration as an executive imperative for financial advisory firm leaders. Drawing on research from McKinsey, Gartner, SHRM, and Deloitte, he presents a four-step framework for conducting stronger calibration conversations, and draws a sharp distinction between talent calibration and succession planning. For firm leaders building toward scale, this episode offers a practical framework for turning good intentions about people into the execution discipline that drives enterprise value.WHAT YOU'LL LEARN IN THIS EPISODEWhy talent calibration is an executive imperative, not a management taskThe critical difference between talent calibration and succession planningWhy most talent reviews fail to drive development, and what to do insteadHow to separate performance, potential, and readiness to make stronger people decisionsHow to determine the right frequency for calibration conversations at your firmTHE FOUR-STEP TALENT CALIBRATION FRAMEWORKStart with the future work of the firm before discussing individual namesDefine the roles that carry the most execution risk as the firm growsEvaluate talent using evidence, not impressionsTranslate calibration into decisions, owners, and actionREFLECTION QUESTIONS FOR YOUR LEADERSHIP TEAMWhat future work will require stronger talent, sharper leadership, and greater capacity over the next 12 to 18 months?Where are we relying on talent assumptions rather than talent evidence?Which roles pose the greatest execution risk if performance, readiness, or capacity is unclear?Which talent decision, development action, or role clarification would most improve execution right now?RESOURCES MENTIONEDSHRM 2026 Talent Trends ResearchGartner talent review and leadership bench researchMcKinsey performance management researchDeloitte 2026 Global Human Capital Trends ReportClientWise Executive Coaching and Team DevelopmentBuilding the Billion Dollar Business is hosted by Ray Sclafani, founder and CEO of ClientWise, the financial services industry's leading executive coaching and team development firm for elite advisors and wealth management teams.Find Ray and the ClientWise Team on the ClientWise website or LinkedIn | Twitter | Instagram | Facebook | YouTubeBuilding The Billion Dollar Business

In this episode, JoDee and Susan talk to Dr. Laurie Cure about the challenging landscape the Class of 2026 is facing as they enter the workforce. Topics include: The statistics on the job market for new graduates College career counselors' advice for graduates Why recent graduates are facing a disproportionately difficult job market How the decline of entry-level jobs and the rise of AI are reshaping early-career opportunities The "experience paradox," where companies expect job-ready candidates but invest less in training How hiring trends are shifting toward more experienced workers, and what that means for Gen Z The psychological and cultural impact of prolonged job searches on early-career professionals In this episode's listener question, we're asked for advice on mitigating the risk of hiring someone who lied on their resume or in their interview. In the news, the overall average job search in the US lasts 6.6 months. Full show notes and links are available here: https://getjoypowered.com/show-notes-episode-250-ai-uncertainty-and-the-new-college-graduate-experience/ A transcript of the episode can be found here: https://getjoypowered.com/transcript-episode-250-ai-uncertainty-and-the-new-college-graduate-experience/ To get 0.5 hour of SHRM recertification credit, fill out the evaluation here: https://getjoypowered.com/shrm/ (the SHRM credit code for this episode will expire on June 29, 2027) Become a member to get early and ad-free access to episodes, video, and more perks! Learn more at patreon.com/joypowered Connect with us: @JoyPowered on Instagram: https://instagram.com/joypowered @JoyPowered on Facebook: https://facebook.com/joypowered @JoyPowered on LinkedIn: https://linkedin.com/company/joypowered Sign up for our email newsletter: https://getjoypowered.com/newsletter/ 

In episode 258, Coffey talks with Blair Doran about the “Great Flattening” of middle management, AI adoption in HR, and the thawing job market's impact on employee retention.  They discuss the Great Flattening and the causes of middle management cuts; the risk of losing institutional culture and coaching capacity when middle managers are eliminated; poor selection criteria for promoting individual contributors into management roles without leadership training; AI adoption shifting employee self-service away from managers and freeing them for strategic work; HR's evolving role in understanding business operations rather than acting purely as a compliance gatekeeper; state-level AI employment law developments in Colorado, Illinois, and New York amid federal disparate impact uncertainty; confidentiality and trade secret risks when employees use AI for brainstorming and content creation; a recent study comparing passive AI cut-and-paste use versus active AI collaboration on employee engagement and output quality; job security concerns and the thawing job market's effect on long-tenured employee retention; and proactive employee engagement strategies to prevent turnover before it becomes a retention crisis.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP258  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest: Blair Doran is the founder of Good HR, a consulting firm that helps small and mid-sized businesses build practical, people-focused HR programs that support growth while staying compliant. With more than 15 years of HR experience, Blair partners with leadership teams across a variety of industries on everything from employee relations, compliance, benefits, compensation, and leave management to recruiting, manager development, and organizational strategy.What sets Blair apart is her ability to make HR approachable. She believes HR shouldn't just be about policies and paperwork—it should help businesses make better decisions, build stronger teams, and create workplaces where employees can do their best work.As a trusted advisor to business owners and executives, Blair is known for bringing a practical, real-world perspective to today's workplace challenges, helping organizations navigate everything from complex compliance issues to evolving workforce trends.When she's not supporting clients, Blair enjoys spending time with her husband, three children, and toy poodle, Teddy, on Maryland's Eastern Shore.Blair Doran can be reached at:https://goodhumanresource.com/https://www.linkedin.com/in/blairdoranhttps://www.instagram.com/goodhrllc/About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Evaluate the risks and tradeoffs of cutting middle management layers in response to AI adoption and cost pressures.  Identify the leadership and confidentiality safeguards organizations need when integrating AI into HR and business workflows.  Apply proactive retention strategies to re-engage employees before job market conditions accelerate voluntary turnover. 

The Moneywise Radio Show and Podcast Thursday, June 25th BE MONEYWISE. Moneywise Wealth Management I "The Moneywise Radio Show & Podcast" call: 661-847-1000 text in anytime: 661-396-1000 website: www.MoneywiseGuys.com facebook: Moneywise_Wealth_Management LinkedIn: Moneywise_Wealth_Management Guests: Sky Newton, KC SHRM Conference Director & Necole Dominguez,  KC SHRM Conference Director-Elect website: https://kcshrm.org/ email: KernCountySHRM@gmail.com facebook instagram linkedin The opinions voiced in this podcast are for general information only and are not intended to provide specific advice or recommendations for any individual. To determine which strategies or investments may be suitable for you, consult the appropriate qualified professional prior to making a decision. Sky Newton, Necole Dominguez & Kern County SHRM are not affiliated with nor endorsed by LPL Financial or Moneywise Wealth Management].

Successful SHRM certification candidates spend significant time preparing — but how you study matters just as much as how long you study. Charles Glover, director of certification & assessment products at SHRM, breaks down the structure of the SHRM-CP and SHRM-SCP exams, discusses proven preparation strategies, and shares advice for navigating test day with confidence. Subscribe to Honest HR to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/voegyz   ---  Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r

Nuestra  moderadora (host) Ivonne Arroyo Martínez, CEO de FranklinCovey Puerto Rico y República Dominicana, entrevista a la Sra. Bianca Negrón,  experta y estratega en temas de marca personal sobre el desafío del balance entre la familia y el trabajo durante el verano.Este episodio es auspiciado por  SHRM-PR .SHRM-PR es una organización afiliada a SHRM.Moderadora-Ivonne Arroyo Martínez, CEO de FranklinCovey Puerto Rico y República DominicanaProducción Ejecutiva-Sociedad para la Gerencia de Recursos Humanos, Capítulo de PRAudiovisuales-Germarilis Ruiz,  Especialista Educativo SHRM-PR Edición-Víctor Maldonado, Director de Recursos Humanos SAL-PR 

In this episode of the HR Like a Boss podcast, John Bernatovicz speaks with Alex Salas, an experienced HR professional and president of New York City SHRM. They discuss the importance of work-life balance, the impact of HR on employees and organizations, and the value of community building within the HR field. Alex shares his journey from finance to HR, highlighting the significance of connecting with people and meeting organizational goals.ABOUT ALEX SALASAlex Salas is a transformational HR executive with over 20 years of experience spanning Fortune 100 companies and public-sector organizations. As President of NYC SHRM, SHRM's first and one of its largest chapters, he has spearheaded innovative programming and strategic partnerships that serve thousands of HR professionals since taking the helm in 2024. Currently serving as Assistant Chief People Officer for the New Jersey Sports & Exposition Authority (NJSEA), Alex orchestrates HR operations across high-profile venues and regional assets. Recognized for HR excellence, Alex remains deeply committed to elevating both the HR profession and the NYC SHRM community.

In episode 257, Coffey talks with Elizabeth Ledoux about talent considerations in business succession planning.  They discuss why most succession plans fail because leaders ignore employee emotions and organizational culture; how owners and successors can align around a shared vision for the future of the company; the importance of involving employees early in transition conversations to reduce fear and turnover risk; the concept of “Transition 3.0” and collaborative succession planning between owners and future leaders; how multi-year transition roadmaps improve leadership development and business continuity; balancing founder identity, emotional attachment, and letting go of operational control; strategies for transferring institutional knowledge and mentoring future owners over time; creating succession-focused company cultures that continuously develop future leaders; why delegation and role transition should become an ongoing organizational habit; and how HR and operations leaders can proactively support leadership continuity and organizational resilience.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP257  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Elizabeth Ledoux is the founder of The Transition Strategists and creator of the Transition 3.0 methodology. Over the past 30 years, she's helped hundreds of family and private business owners navigate succession, focusing on the relationship challenges that cause most transitions to fail.  Elizabeth started her career as a petroleum engineer before founding several businesses and moving into strategy consulting. She's a sought-after speaker on business succession and family business dynamics, host of the Business Transition Roadmap podcast, and co-author of three books, including the award-winning It's A Journey, The MUST-HAVE Roadmap to Successful Succession Planning. She's also part of Tiger 21, bringing her expertise to a network of high-net-worth entrepreneurs and investors.  Currently, Elizabeth is living what she teaches—navigating her own family's ranch transition with her brother while also planning the long-term transition of her own consulting firm. She leads a team of trained Guides who help business owners build the strategic foundation for transition, making sure the people side is solid before bringing in lawyers and accountants.  Her work helps families stay together and successors—whether family or non-family—step into their roles with clarity and support.  Elizabeth Ledoux can be reached at: https://transitionstrategists.com  https://www.linkedin.com/company/transitionstrategists  https://www.facebook.com/thetransitionstrategists  https://www.instagram.com/transtionstrategists  https://www.youtube.com/channel/UCfcH2Be31Mr1laOZ6KZXDNA    About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Identify the human and cultural factors that commonly derail business succession plans. Develop long-term transition roadmaps that align owners, successors, and employees. Implement succession-focused leadership development practices that strengthen organizational continuity. 

Dean of the College of Business at Anderson University, Steve Nannies, joins the show to discuss the accelerating threat of Artificial Intelligence on the American workforce. Citing major industry studies from SHRM, Nannies reveals that 23 million U.S. jobs are already 50% automated, with over 9 million knowledge-worker roles facing total elimination by 2030. The interview explores how generative AI is shifting from replacing entry-level tasks to disrupting highly specialized white-collar fields like corporate accounting and legal courtroom defense, leaving traditional professionals to figure out how to remain valuable in a rapidly changing digital economy. Artificial Intelligence, Workforce Automation, Steve Nannies, Anderson University, SHRM Study, Job Displacement, White Collar Economy, Legal Tech, Accounting Automation, Future of Work, Tech Disruption, Knowledge Workers

Promoting a high-producing advisor into a leadership role without teaching them how to lead isn't development, it's a risk transfer. Ray Sclafani has seen this pattern play out across hundreds of advisory firms: the best advisor gets promoted, the firm assumes leadership will follow, and within months the culture quietly starts to fracture. In this episode, Ray makes the case that leadership development is not a soft-skills initiative as it is an operational and economic imperative that directly shapes growth, retention, client experience, and enterprise value.What You Will Learn in This EpisodeWhy promoting high performers without leadership training is one of the most common and costly mistakes in wealth managementThe five direct questions every leadership team should ask to diagnose their management infrastructureHow to define what "meeting," "exceeding," and "far exceeding" expectations looks like for every leadership role in your firmHow to build a leadership scorecard that makes accountability observable, coachable, and measurableWhy leadership depth, not any single rainmaker or founder, is what allows a firm to grow without breakingKey Insight from This Episode"Promoting a high-producing advisor into a manager or leadership role without teaching that person how to lead is not development. That is a risk transfer."Leadership is not a reward for strong performance. It is a distinct skill set that requires training, structure, and ongoing accountability. The firms that invest in building that infrastructure now will have the bench depth, the culture, and the continuity to compete at the highest level — and to scale without depending on any one person.The Five Questions to Diagnose Your Leadership InfrastructureAsk your leadership team right now:Performance Reviews: Do you conduct performance reviews more than once a year?One-on-Ones: Do managers hold one-on-one meetings with their direct reports at least monthly?Feedback: Do employees receive regular, real-time feedback — not just at review time?Defined Standards: Have you defined what meeting, exceeding, and far exceeding expectations looks like for every role in your firm?Manager Accountability: Are managers held accountable for engagement, retention, and the development of the people they lead?If the honest answer to most of those is "no" or "not consistently," you have a leadership development gap and that gap has a direct cost.The Four-Step Framework for Building LeadersStep 1 — Define the Leadership Role Vague expectations produce vague performance. When a person is promoted to manager, their scope must be explicit and written down: What do they own? Which decisions are theirs to make? Which require alignment? Which belong elsewhere? Clarity here is not bureaucratic, because it is the foundation of effective leadership.Step 2 — Define What Strong Performance Looks Like For every leadership role, articulate three levels:Meeting expectations — Holds regular one-on-ones, provides timely feedback, follows through on commitments, keeps the team alignedExceeding expectations — Develops talent ahead of need, strengthens team capacity, reduces confusion, helps others make better decisionsFar exceeding expectations — Develops leaders who develop other leaders, builds scalable systems, improves retention, reduces the firm's dependence on any single personOnce the levels are defined, performance conversations, calibration, comp decisions, and development plans all improve. People stop guessing.Step 3 — Build a Feedback Cadence Annual reviews are too slow. By the time the review occurs, everyone already knows what should have been said months earlier. Managers should hold regular one-on-ones, provide feedback in real time, and ask the questions that matter: What is working? What is unclear? What needs to change? What support is required? What are you learning? Where do you want to grow? Feedback should not be dramatic. It should be normal.Step 4 — Hold Leaders Accountable for the People They Lead A manager should be evaluated not only on their personal performance or technical competence, but on the engagement, retention, development, and performance of their team. If a leader is personally successful but leaves behind confusion, burnout, or turnover, that is not strong leadership. Create a leadership scorecard for every manager in your firm. Include five measures: communication rhythm, feedback quality, talent development, accountability, and team health. Review it quarterly. Coach to it. Compensate it.Coaching Questions for ReflectionWhich leaders in your firm, including you, have been promoted based on production or contribution, but never trained to lead?Where have you clearly defined performance expectations, and where are people still guessing?Which leadership behaviors should be measured because they directly shape culture and retention at your firm?What would change if managers were held accountable for the growth of the people they lead?Why This Matters for Enterprise ValueManagers shape the firm's lived experience. Not the values poster in the break room. Not the retreat agenda. Not the title structure. Managers decide how feedback is delivered, whether accountability is real, whether talent is developed or ignored, whether high performers are challenged, whether underperformance is tolerated, whether meetings are useful, and whether people feel stretched, supported, and included.SHRM research shows that only 44% of managers globally have received formal management training. More than 90% of HR executives say people managers are critically important to organizational success — and job satisfaction nearly doubles among workers with highly effective managers.For advisory firms, this isn't abstract. Leadership development affects growth and retention, client experience, and ultimately the enterprise value of what you are building.The firms that develop leaders will win — because they will not rely on any single founder, rainmaker, or heroic operator. They will build bench depth. And that bench depth is what allows a firm to grow without breaking.Resources & References MentionedSHRM — Global Management Training ResearchKorn Ferry — Workforce 2025 Research ReportBuilding the Billion Dollar Business is hosted by Ray Sclafani, founder and CEO of ClientWise, the financial services industry's leading executive coaching and team development firm for elite advisors and wealth management teams.Find Ray and the ClientWise Team on the ClientWise website or LinkedIn | Twitter | Instagram | Facebook | YouTubeBuilding The Billion Dollar Business

In this episode, JoDee and Susan talk about accountability in the workplace. Topics include: What accountability really means What happens when accountability is only owned by managers Avoidance of accountability The benefits of peer-to-peer accountability What healthy accountability looks like Respectful and team-focused accountability language Leaders' influence on accountability In this episode's listener question, we're asked whether a pregnant employee can take FMLA shortly after returning from company-sponsored unpaid leave. In the news, 55% of workers see boomerang jobs as a smart career move while 37% say it's playing it safe, and many have serious reservations about returning to a former employer. Full show notes and links are available here: https://getjoypowered.com/show-notes-episode-249-holding-others-accountable-at-work/ A transcript of the episode can be found here: https://getjoypowered.com/transcript-episode-249-holding-others-accountable-at-work/ To get 0.5 hour of SHRM recertification credit, fill out the evaluation here: https://getjoypowered.com/shrm/ (the SHRM credit code for this episode will expire on June 15, 2027) Become a member to get early and ad-free access to episodes, video, and more perks! Learn more at patreon.com/joypowered Connect with us: @JoyPowered on Instagram: https://instagram.com/joypowered @JoyPowered on Facebook: https://facebook.com/joypowered @JoyPowered on LinkedIn: https://linkedin.com/company/joypowered Sign up for our email newsletter: https://getjoypowered.com/newsletter/ 

Since 2011, Nahed Khairallah has helped more than 150 companies in the US, Europe, the Middle East, and Africa grow from 7-figure to 9-figure businesses by supercharging their people practices. He's worked in and around HR for over 15 years. Nahed has served as an advisor to Big 4 and Tier 1 management consulting firms, written test questions for SHRM certifications, and I now advise and create content for ambitious founders and HR leaders. Nahed's clients have ranged in size from 50 to 60,000 employees and revenues from a couple of million dollars to more than $20 billion. Now, his goal is to help every startup founder and leader get HR right the first time and make HR a growth accelerator for their company. Connect with Jon Dwoskin: Twitter: @jdwoskin Facebook: https://www.facebook.com/jonathan.dwoskin Instagram: https://www.instagram.com/thejondwoskinexperience/ Website: https://jondwoskin.com/LinkedIn: https://www.linkedin.com/in/jondwoskin/ Email: jon@jondwoskin.com Get Jon's Book: The Think Big Movement: Grow your business big. Very Big! Connect with Nahed Khairallah:Website: https://organizedchaos.fyi LinkedIn: https://www.linkedin.com/in/khairallahnahed *E - explicit language may be used in this podcast.