Podcasts about shrm

Thanks for joining us for a mid-week Happy Hour, Besties! Whew, did we ever need it... In this Happy Hour: Dishing the latest on SHRM But don't forget your (almost) free canvas tote bag! If not SHRM, then who? Sharing a heart-wrenching story from a listener Bestie The F word (flexibility) Your To-Do List: Grab merch, submit Questions & Comments, and make sure that you're the first to know about our In-Person Meetings (events!) at ⁠⁠https://www.hrbesties.com⁠⁠. Follow your Besties across the socials and check out our resumes here: ⁠⁠https://www.hrbesties.com/about⁠⁠.  We look forward to seeing you in our next meeting - don't worry, we'll have a hard stop! Yours in Business + Bullsh*t,  Leigh, Jamie & Ashley Follow Bestie Leigh! ⁠⁠https://www.tiktok.com/@hrmanifesto⁠⁠ ⁠⁠https://www.instagram.com/hrmanifesto⁠⁠ ⁠⁠https://www.hrmanifesto.com⁠⁠ Follow Bestie Ashley! ⁠⁠https://www.tiktok.com/@managermethod⁠⁠  ⁠⁠https://www.instagram.com/managermethod⁠⁠ ⁠⁠https://www.linkedin.com/in/ashleyherd/⁠⁠ ⁠⁠https://managermethod.com⁠⁠ Follow Bestie Jamie! ⁠⁠https://www.millennialmisery.com/⁠⁠ Humorous Resources: ⁠⁠Instagram⁠⁠ • ⁠⁠YouTube⁠⁠ • ⁠⁠Threads⁠⁠ • ⁠⁠Facebook⁠⁠ • ⁠⁠X⁠⁠ Millennial Misery: ⁠⁠Instagram⁠⁠ • ⁠⁠Threads⁠⁠ • ⁠⁠Facebook⁠⁠ • ⁠⁠X⁠⁠ Horrendous HR: ⁠⁠Instagram⁠⁠ • ⁠⁠Threads⁠⁠ • ⁠⁠Facebook⁠⁠ Tune in to “HR Besties,” a business, work and management podcast hosted by Leigh Elena Henderson (HRManifesto), Ashley Herd (ManagerMethod) and Jamie Jackson (Humorous_Resources), where we navigate the labyrinth of corporate culture, from cringe corporate speak to toxic leadership. Whether you're in Human Resources or not, corporate or small business, we offer sneak peeks into surviving work, hiring strategies, and making the employee experience better for all. Tune in for real talk on employee engagement, green flags in the workplace, and how to turn red flags into real change. Don't miss our chats about leadership, career coaching, and takes from work travel and watercooler gossip. Get new episodes every Wednesday and Friday, follow us on socials for the latest updates, and join us at our virtual happy hours to share your HR stories. Learn more about your ad choices. Visit podcastchoices.com/adchoices

This week: A special episode from SHRM's weekly Honest HR podcast on a topic impacting workers, leaders, and HR alike! The silent threat in today's workplaces isn't “quiet quitting,” or people doing the bare minimum in their job. It's employees who stay but feel stuck, burned out, and are silently disengaging. Jared Pope, a benefits and employment law attorney and the CEO of Work Shield, joins host Marjorie Morrison, SHRM's executive in residence for mental health, to discuss this troubling phenomenon — tackling everything from early warning signs and toxic culture to the benefits of wellness programs. This podcast is approved for .5 PDCs toward SHRM-CP and SHRM-SCP recertification. Listen to the complete episode to get your activity ID at the end. ID expires November 1, 2026.  ---  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

In this episode, JoDee and Susan discuss getting through reductions in force. Topics include: Best practices for organizations who are shrinking their workforces Recommendations for the employees who remain with the company Advice for employees who are impacted by layoffs In this episode's listener mail, we're asked about team building recommendations for teams who aren't in the same location. In the news, we talk about avoiding toxic positivity. Full show notes and links are available here: https://getjoypowered.com/show-notes-episode-231-surviving-layoffs/ A transcript of the episode can be found here: https://getjoypowered.com/transcript-episode-231-surviving-layoffs/ 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 October 6, 2026) Become a member to get early and ad-free access to episodes, video versions, 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/ 

It's not always easy to participate in a clinical trial.  Even if you want to, how do you get the time off from work?  Starting in 2025, thanks to the Foundation for Sarcoidosis Research, there is a provision called the FMLA Clarification, which essentially states that you can participate without fear of losing your job.  In this episode of the FSR Sarc Fighter Podcast, Dr. Ennis James, a sarcoidosis researcher and physician at the Medical University of South Carolina, and Tricha Shivas, Chief of Staff and Strategy at FSR join me to talk about how difficult life can be for patients.  Dr. James shares a real-life story about a woman who fought to stay in a trial after problems arose at work.   SHOW NOTES OP-ED by Dr. Ennis James in STAT: https://www.statnews.com/2025/09/24/clinical-trial-patient-fmla-foundation-sarcoidosis-research-job-security/ SHRM: https://www.shrm.org/ FSR News Release: https://www.stopsarcoidosis.org/coalition-to-transform-clinical-trial-engagement-launches-champions-for-change-pto-initiative/ More from FSR: https://www.stopsarcoidosis.org/fsr-receives-confirmation-from-the-department-of-labor-ensuring-patient-access-to-fmla-for-participation-in-clinical-trials/ MORE FROM JOHN: Cycling with Sarcoidosis http://carlinthecyclist.com/category/cycling-with-sarcoidosis/ Do you like the official song for the Sarc Fighter podcast?  It's also an FSR fundraiser! If you would like to donate in honor of Mark Steier and the song, Zombie, Here is a link to his KISS account.  (Kick In to Stop Sarcoidosis)  100-percent of the money goes to the Foundation.  https://stopsarcoidosis.rallybound.org/MarkSteier The Foundation for Sarcoidosis Research https://www.stopsarcoidosis.org/ Donate to my KISS (Kick In to Stop Sarcoidosis) fund for FSR  https://stopsarcoidosis.rallybound.org/JohnCarlinVsSarcoidosis?fbclid=IwAR1g2ap1i1NCp6bQOYEFwOELdNEeclFmmLLcQQOQX_Awub1oe9bcEjK9P1E My story on Television https://www.stopsarcoidosis.org/news-anchor-sarcoidosis/ email me  carlinagency@gmail.com #sarcoidosis #sarcoidosisawareness #fmla #fmlaclarification                    

In episode 221, Coffey talks with Jason Finkelman about the September 2025 presidential proclamation requiring a $100,000 fee for H-1B visa petitions and its potential impact on employers and foreign workers.They discuss the vague proclamation language creating confusion about fee applicability; the H-1B lottery process; how prevailing wage requirements are designed to prevent exploitation; consulting companies farming out H-!B workers; the possible impact on small and medium employers; alternatives to H-1Bs; and what to expect in the spring H-1B lottery.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:Jason Finkelman is an Immigration Attorney working with domestic and foreign businesses, as well as international individuals in a variety of employment-based and family-based immigration matters. He represents U.S. and international companies, entrepreneurs, investors, business-owners, executives, professionals, skilled workers, students, and families in obtaining employment visas, lawful permanent residence ("green cards") and U.S. citizenship. Jason has worked with clients across a number of industries including high-tech, semiconductor, healthcare, higher education, energy, oil and gas, import/export, research, video game, as well as professional athletics, music, and entertainment to help them meet their immigration goals. Jason continues to be at the forefront of immigration law. Please visit www.finkelmanlaw.com for more information on his services.Jason Finkelman can be reached athttps://www.finkelmanlaw.comhttps://www.linkedin.com/in/jasonfinkelman/https://www.facebook.com/finkelmanlawhttps://x.com/FinkelmanLawAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Understand the H-1B visa framework including the annual lottery system, prevailing wage requirements enforced by the Department of Labor, and the current government fee structure.2. Understand the impact of the $1000,0003. Evaluate alternatives to H-1B visas for utilizing foreign talent.

In episode 220, Coffey talks with Ranya Nehmeh about the challenges and limitations of hybrid and remote work arrangements based on research from their new book "In Praise of the Office."They discuss how initial COVID remote work success masked long-term problems; loss of informal interactions and mentoring for newcomers; reduced collaboration and innovation; proximity bias affecting promotions and performance reviews; employee engagement challenges in hybrid settings; designing hybrid schedules with anchor days and structured meeting protocols; redesigning office spaces for collaboration; why hot-desking raises concerns; and adapting performance management to include helping behaviors and mentoring as measurable KPIs.Resources referenced in this episode include:Ranya Nehmeh and former Good Morning, HR guest Peter Cappelli's new book, In Praise of the Office: The Limits to Hybrid and Remote WorkAnd you can get a preview of their research in the (July–August 2025) Harvard Business Review article, Hybrid still isn't workingWorking From Home, Worker Sorting and Development; David Atkin, Antoinette Schoar, & Sumit Shinde; National Bureau of Economic ResearchEmployee Innovation During Office Work, Work from Home and Hybrid Work; Michael Gibbs, Friederike Mengel, and Christoph Siemroth; University of Chicago—Becker Friedman Institute for EconomicsThe Power of Proximity to Coworkers: Training For Tomorrow or Productivity Today?; Natalia Emanuel, Emma Harrington, & Amanda Pallais; National Bureau of Economic ResearchGood 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:Ranya Nehmeh is a senior HR strategist with expertise in people strategy, HR policy, leadership development, and talent management. She has held key HR roles at the OPEC Fund for InternationalDevelopment in Vienna and the European Central Bank in Frankfurt. She is a lecturer at the University of Applied Sciences for Management & Communication in Vienna and also the author of The Chameleon Leader: Connecting with Millennials (2019).Ranya holds a master's in industrial relations and human resource management from the London School of Economics & Political Science (LSE) and a Doctor of Business Administration from the Swiss Management Center in Zug. Her recent articles, co-authored with Wharton professor Peter Cappelli, include “Hybrid Still Isn't Working” (Harvard Business Review July/August 2025), “Sustainable Agility: How HR Can Survive the Rapid Pace of Change” (People + Strategy Journal, SHRM, July 2024), “It's Time to Do Away with ‘Dry Promotions,'” (Harvard Business Review, July 2024) and “HR's New Role” (Harvard Business Review, May/June 2024 magazine).Ranya Nehmeh can be reached at:https://www.ranyanehmeh.comhttps://www.linkedin.com/in/ranyanehmehhttps://www.facebook.com/ranya.nehmeh/https://www.instagram.com/ranyanehmeh/https://x.com/ranyanAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Recognize the impact of fully remote environments on collaboration, innovation, and newcomer integration.2. Implement structured hybrid policies designed to promote collaboration and productivity.3. Redesign performance management systems to include measurable KPIs for mentoring, timely response to help requests, and cross-functional collaboration to counteract the individual contributor mindset that remote work can foster.

Send us a textOn this episode of The Get Ready Money Podcast, I spoke with Meghna Gangwani, HR Head at Plootus, about the intersection of financial empowerment, equity, and technology. We explored how digital tools like the Plootus platform are helping bridge financial literacy gaps—especially for women, minorities, and underserved communities, and how personalized, unbiased advice can reshape the future of financial planning.Key Insights: Women and minorities often face greater economic challenges.  Financial knowledge is a form of empowerment. Technology can enhance financial planning through personalized guidance. Unbiased financial advice helps everyone find success.  Plootus is helping democratize financial planning by making smart tools accessible to everyone. The Plootus 401(k) calculator personalizes investment recommendations—and can be integrated by advisors. Connect with Meghna Gangwani:LinkedIn (here)Learn more about Plootus:Website (here) https://www.plootus.com/App on the Apple App Store (here) YouTube Channel (here) Plootus on LinkedIn (here) Plootus Weekly Newsletter (here) Instagram (here) Bio: Meghna Bahl is a founding member of Plootus, a platform dedicated to simplifying retirement planning and promoting financial wellness. With extensive experience in business development, product development, and HR, Meghna has played a key role in shaping Plootus' mission to make retirement planning accessible and understandable for all. Her contributions range from driving product-market fit to representing the company at significant events like SHRM, and leading initiatives aimed at improving financial literacy. Meghna is deeply committed to helping underserved communities, particularly women and minorities, take control of their financial futures.In addition to her work at Plootus, Meghna is a seasoned HR leader with deep expertise in business partnering, total rewards, organizational development, and employee experience. She has previously served as the AVP of Human Resources at Global Atlantic Financial Company, where she oversaw global HR programs to ensure a consistent, high-quality employee experience across multiple locations. Her career also includes HR roles at innovative organizations like Stash, a fintech startup, and building HR functions from the ground up for a tech company in Hartford.Meghna holds a Master's in Human Resource Management from Cornell University's ILR School and a Master's in Social Work from the Delhi School of Social Work, India. She is passionate about staying at the forefront of HR trends and remains dedicated to driving positive change and fostering cultures of inclusion and growth.Support the showThe Get Ready Money Podcast and its guests do not provide investment advice. All content is for educational purposes. Guest opinions do not necessarily reflect the opinions of The Get Ready Money Podcast and Tony Steuer.

From snide remarks that set off office arguments to physical threats connected to a CEO's social media post, political polarization has put workplace tensions on a hair trigger. Melissa Muir and Raymond Fleck of Pinkerton's Comprehensive Risk Management Group join the GSX Daily edition of the SM Highlights podcast to talk about their upcoming GSX session on mitigating risk amid workplace incivility and where security professionals can lead their businesses forward by putting the mission over political differences. Additional Resources Meet this episode's sponsor, Johnson Controls, at GSX booth 1955 or online at https://www.johnsoncontrols.com/ Attend Muir and Fleck's presentation, “Bridging the Divide: Security Solutions in a Politically Polarized World,” at GSX on 29 September at 11:15 a.m. CT. Learn more here: https://gsx25.mapyourshow.com/8_0/sessions/session-details.cfm?scheduleid=695 Read more from SHRM about social and political incivility in the workplace in 2024 here: https://www.shrm.org/about/press-room/political-and-social-viewpoint-differences-escalating-workplace- Explore the Harvard Business Review coverage of the costs of incivility at work here: https://hbr.org/2013/01/the-price-of-incivility Read more about threats to judges, attorneys, and jurors in Security Management coverage here: https://www.asisonline.org/security-management-magazine/articles/2024/10/election-security/attorney-judge-threats/ Explore more about how to manage security during periods of mass protest: https://www.asisonline.org/security-management-magazine/articles/2025/05/mass-protests/ What do you do if your workplace is feeling toxic? Check out resources and articles here: https://www.asisonline.org/security-management-magazine/articles/2024/05/toxic-workplaces/ Discover six sources of workplace conflict here: https://www.asisonline.org/security-management-magazine/articles/2020/06/six-sources-of-workplace-cultural-conflicts/

In episode 219, Coffey talks with Rose Ann Garza about strategies to personalize employee engagement.They discuss defining engagement as safety and appreciation rather than superficial perks; using the Great Game of Business approach to financial transparency and employee involvement; reducing turnover through cultural changes; prioritizing practical benefits over traditional perks; creating special interest groups beyond typical affinity programs; sourcing engagement ideas through HR office hours and direct employee feedback; addressing soft skills gaps in the emerging workforce; and the importance of trust-building through hands-on leadership presence.Check out Episode 112 of Good Morning, HR featuring Monica Guzmán, author of I Never Thought of It That Way. Her insights on the value of curiosity and conversation when engaging with opposing viewpoints are especially relevant today.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:Rose Ann Garza, SPHR, SHRM-SCP, is the Chief Human Resources Officer for Kerbey Lane. During her time at Kerbey Lane the organization has more than doubled in size and has won several prestigious awards related to their impact within the community and on their team members.Prior to joining Kerbey Lane, Rose Ann built her career in the restaurant and hospitality industry working with Destination Hotel and Resorts and Brinker International.A member of Kerbey Lane's Executive Team, she leads the execution of Kerbey Lane's people strategy as well as builds organizational capability and team member culture to further enable Kerbey Lane's growth and impact.She also serves as the strategic business advisor to senior leadership and the Managing Partners of each location regarding key organizational and management issues.In addition to her role at Kerbey Lane, Rose Ann serves on the SHRM Membership Advisory Council (2025-2026) representing the Southwest Central Region and over 50,000 SHRM Members across ten states. She also serves on the Texas SHRM Board of Directors Executive Council as the Immediate Past State Director.Rose Ann previously served Texas SHRM in the roles of State Director, State Director Elect, Assistant State Director- District Directors and Core Leadership Area Directors, District Director and as the Workforce Readiness Director. Rose Ann has also served her local SHRM chapter, Austin SHRM, as President, President Elect, and Vice President of Programs.In 2024 Rose Ann was named the HR Executive of the Year by Austin SHRM and recently, in June 2025, Rose Ann was honored as the inaugural recipient of the Austin Business Journal's HR Impact Award.Rose Ann received a Bachelor of Arts from Texas State University and a Master of Fine Arts from The University of Texas at Austin.Rose Ann Garza can be reached athttps://kerbeylanecafe.comhttps://www.linkedin.com/in/roseanngarzaAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Implement transparent financial sharing and employee involvement in business decisions to create ownership mentality, teaching financial literacy that benefits both company performance and personal employee development.2. Design engagement benefits that address actual employee needs rather than assumed preferences, focusing on practical support like meal allowances for families instead of traditional corporate perks.3. Establish regular face-to-face contact with frontline employees through scheduled office hours and hands-on work experience to build trust and gather authentic feedback for engagement initiatives.

In this episode, JoDee and Susan discuss facilitation with experts Erin Fischer and Mike McRee. Topics include: The difference between presenting and facilitating The 70/30 rule Relationship currency and how it applies to effective facilitation How to engage adults who are used to boring PowerPoints The camp model Habits of the best facilitators In this episode's listener mail, we're asked about recommendations for employers that don't have the budget for childcare options. In the news, we discuss the 2024 book "The Generous Leader" by Joe Davis. Full show notes and links are available here: https://getjoypowered.com/show-notes-episode-230-how-to-be-an-engaging-facilitator/ A transcript of the episode can be found here: https://getjoypowered.com/transcript-episode-230-how-to-be-an-engaging-facilitator/ 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 22, 2026) Become a member to get early and ad-free access to episodes, video versions, 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/ 

Originally released July, 2023. In this episode of Relationships at Work, communications and leadership nerd (and host) Russel Lolacher highlights the gap between leadership assumptions and employee reality.Numerous surveys have been conducted by SHRM, Deloitte, Forrester showing executives have a very different perception of their organizational culture than those who work for them.Russel asks the question, "but how do you know?" to challenge those leaders who make assumptions, dismiss data they don't agree with or have far too small of a network to know what's really going on. He also offers ideas on how to embrace employees and the challenges they face. And connect with me for more great content! Sign Up for R@W Notes Subscribe on Youtube Follow on Linkedin Follow on Instagram Follow me on Threads Follow on TikTok Email me anytime

In episode 218, Coffey talks with Ryan Englin about recruiting and retaining skilled workers in the blue-collar trades, addressing labor shortages, and changing perceptions of trade careers.They discuss the retirement wave with 40% of tradespeople leaving in 7-10 years; barriers to entry including complex licensing requirements and limited apprenticeship slots; shifting cultural attitudes away from trades toward college; recruiting as a marketing activity requiring better messaging; retention problems masquerading as labor shortages; the need for career progression paths and leadership development; creating friction in hiring processes to assess cultural fit; and specialized leadership training approaches for hands-on learners.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:Ryan Englin is passionate about supporting growing businesses, particularly in blue-collar industries, to build amazingly productive companies by hiring the right people.Growing up, he saw his own father working 12-hour shifts and weekends as an owner/operator, witnessing firsthand the struggles that these companies have in hiring quality frontline employees. Ryan was determined to help them find a better way.His company, Core Matters, provides coaching and training on attracting, hiring, and retaining rock star employees. Using his proven process, the Core Fit Hiring System, small and midsize businesses learn how to start hiring better people, faster. With almost a decade in the business, Ryan has worked with over a hundred clients, helping business owners achieve their goals by hiring the right people.Ryan Englin can be reached athttps://corematters.comhttps://linkedin.com/in/ryanenglinAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Reframe recruiting efforts as marketing activities that sell the lifestyle, earning potential, and career advancement opportunities in trades rather than focusing solely on job descriptions and technical requirements.2. Develop comprehensive career progression pathways with clear visual representations showing advancement from entry-level to leadership roles, addressing the retention crisis caused by unclear growth opportunities.3. Design hiring processes that assess cultural fit and behavioral alignment first, using practical tests like punctuality expectations and environment-specific interviews rather than relying solely on technical skills assessment.

This week's episode of What's at Stake examines the challenges and opportunities in rebuilding America's education-to-employment (E²) pipeline. Penta Managing Directors Ylan Mui and Felicia Wasson welcome Emily M. Dickens, J.D., Chief of Staff and Head of Government Affairs at SHRM, to discuss SHRM's new E² Initiative and its mission to connect employers, educators, and policymakers. Their conversation covered: -Why SHRM is repairing the current “leaky, broken, and busted” education-to- employment pipeline. -How the E² initiative delivers national convenings, shared projects, and playbooks that provide real examples for creating job opportunities. -The role of partnerships in expanding access to untapped talent to fill vacant jobs. -SHRM's vision for scaling real-world solutions to the employment gap nationwide. You can learn more about SHRM and its initiatives by visiting https://www.shrm.org/ and https://www.shrm.org/advocacy/e2-initiative.

Join us for a PRessing On in Public Relations conversation with the Founder and CEO of Featured, a platform that connects subject-matter experts with top publishers to create ready-to-publish Q&A content. Featured hosts more than 50,000 experts whose insights are published across 1,000+ media outlets, including Fast Company and Entrepreneur.com. In 2025, Brett led Featured's acquisition and revival of Help a Reporter Out (HARO), modernizing one of the most iconic brands in media sourcing. Previously, Brett founded Markitors, a digital marketing agency for small businesses that he successfully scaled and sold after 10 years. His earlier venture, Pursue the Passion, was a national interview tour designed to inspire career education through storytelling. Beyond entrepreneurship, Brett has collaborated with Hugh Jackman on a charitable coffee initiative, delivered more than 100 keynote speeches, and written for publications such as Forbes, SHRM, and TIME. He is passionate about democratizing access to media opportunities and building the “expert economy.” Tune in for real stories, practical advice, and a dose of PR inspiration. Like, share, and subscribe wherever you get your podcasts! ------------------------------------------------------------------ To track down Brett, visit: https://linkedin.com/company/featureddotcom  https://x.com/featureddotcom  linkedin.com/showcase/help-a-reporter-haro/ https://x.com/helpareporter  https://linkedin.com/in/brettfarmiloe  https://helpareporter.com  https://featured.com   For more information on the PRessing On podcast visit ⁠⁠⁠PressingOnPodcast.com⁠ RMGComm.com DeGravePR.com  

Nuestra  moderadora (host) Ivonne Arroyo Martínez, CEO de FranklinCovey Puerto Rico y República Dominicana, entrevista a Ana Figueroa, Vicepresidenta Senior de Recursos Humanos del Grupo Colón Gerena, sobre las Cómo desafiar y transformar los paradigmas tradicionales en el reclutamiento y las relaciones laborales.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 y Edición-Víctor Maldonado, Director de Recursos Humanos SAL-PR

In episode 217, Coffey talks with HRSouthwest Conference keynote speaker Steve Cadigan about the evolving nature of work.They discuss ongoing remote work debates; the evolution from hiring for skills to hiring for learning ability; the need for experimentation in remote team management; AI's role in skills analysis and internal talent mapping; building learning ecosystems between companies and educational institutions; the importance of knowing employee capabilities outside of their role-specific tasks; and HR's evolving role as facilitators of organizational awareness and AI governance.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:Steve Cadigan is a highly sought-after talent advisor to leaders and organizations across the globe. As Founder of his own Silicon Valley-based firm, Cadigan Talent Ventures, Steve advises a wide range of innovative organizations that include Google, Cisco, Intel, and The Royal Bank of Scotland, Manchester United Football Club, The Country Music Association and the BBC. He is also regularly retained by some leading VC (Venture Capital) and Consulting firms such as Andreesen Horowitz, McKinsey & Company, Deloitte, and Greylock Partners for his counsel on a wide range of talent topics.Since 2021 Steve has been recognized every year as a top 100 thought leader in the world of Talent and People.Steve speaks at conferences and teaches in major universities around the world. His work in helping shape the culture at LinkedIn led Stanford University to build a graduate-level class around this ground-breaking work. Steve is frequently asked to appear on global TV and is a frequent guest on Bloomberg West, CBS, and CNBC.Throughout his career, the teams, cultures, and organizations he has led and helped build have been recognized as exceptional, “world-class” performers by the Wall Street Journal and Fortune Magazine.Before launching his firm, Steve worked as an HR executive for over 25 years at a wide range of companies and industries including ESPRIT, Fireman's Fund Insurance, Cisco Systems, PMC-Sierra, Electronic Arts and capped by serving as the first CHRO for LinkedIn from 2009 through 2012, taking the company from a private firm of 400 employees, through an IPO and helping set it up to be the powerhouse that it has become today. In 2021 Steve received the high honor of being invited by both The University of San Francisco and Stanford University to deliver their commencement speeches.Today Steve serves on the Board of Directors to three companies and also sits on the Advisory Board of several other progressive organizations. His passion is helping leaders and companies build compelling talent strategies.In August of 2021 Steve published a ground-breaking book on the Future of Work titled Workquake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working.Even before its official release it realized #1 on the Amazon list of Hot New Releases. In the summer of 2025 Steve launched a new podcast series called Workquake Weekly.Over his career, Steve has lived in Singapore, Canada, and the United States. He has interviewed, hired, coached and mentored thousands of employees and leaders within a wide range of industries and geographies. This is what sets Steve apart from others who speak about the future of work. Steve has lived deep inside the world of work as an employee AND as an employer. His experiences and achievements give him a unique and authoritative point of view, essential to all discussions about the future of work.Today Steve lives in California with his family. He is the father of four boys and the stepdad to two girls. When he is not speaking, teaching, or writing, you can find Steve coaching basketball, playing tennis, body surfing, driving his kids everywhere, or cheering them on at their activities.Steve graduated from Wesleyan University with a BA in History and received a Master's Degree in HR & Organization Development from the University of San Francisco.Workquake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working : https://a.co/d/3uORSF4Workquake Weekly Podcast: https://podcasts.apple.com/us/podcast/workquake-weekly/id1815731966Steve Cadigan can be reached at https://stevecadigan.com.About Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Shift hiring strategies from evaluating what candidates already know to assessing their capacity to learn new skills quickly, as the shelf life of current competencies continues to shrink.2. Develop comprehensive internal talent mapping systems that identify employees' transferable skills and potential for different roles within the organization, similar to how companies track customer data.3. Create experimental approaches to remote work management rather than rigid policies, to determine what productivity and culture practices work best for specific team dynamics.

Tim Sackett is back, and he's not here to sugarcoat your broken recruiting process. From running a family staffing biz (yes, his mom started it—nepotism FTW) to launching the HR Tech 100 Fund, Sackett's got opinions, and Chad & Cheese are here to poke the bear. Inside this episode: Why most HR tech still runs on vaporware and broken promises The Sackett philosophy: If you suck at recruiting, AI just helps you suck faster “Scale Your Suck” – his accidental book title that SHRM will never publish Why recruiters might have 18 months before AI eats their lunch (and their jobs) How execs keep saying “do more strategic work” when nobody knows WTF that actually means The coming extinction-level event for recruiters who think “tallest dwarf” = top talent This isn't a kumbaya “AI will save us all” chat. It's Sackett unplugged—equal parts brutal honesty, dad jokes, and career counseling for recruiters about to be replaced by bots that actually give candidates feedback. Grab a stiff drink. Season 3 is here, and it's coming for your job description.

In this episode, JoDee and Susan discuss older adults who are staying in or returning to the workforce. Topics include: The statistics on the silver workforce Why older adults are choosing to remain in or return to the workforce Intergenerational collaboration Ageism and bias The future of retirement The upsides of working later in life In this episode's listener question, we're asked about helping employees continue to apply concepts after a training ends. In the news, work culture in the US can vary regionally and by industry. Full show notes and links are available here: https://getjoypowered.com/show-notes-episode-229-the-silver-workforce/ A transcript of the episode can be found here: https://getjoypowered.com/transcript-episode-229-the-silver-workforce/ To get 0.25 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 8, 2026) Become a member to get early and ad-free access to episodes, video versions, 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 216, Coffey talks with Carolyn Troyan about overcoming challenges in delivering effective feedback.They discuss why managers struggle with feedback and difficult conversations; building trust before challenging feedback becomes necessary; cultural differences in feedback acceptance across organizations and countries; avoiding the ineffective "feedback sandwich" approach; when to be specific and when to ask open-ended questions; managing employee emotional responses through the SARA model; addressing resistance and performance improvement barriers; and knowing where to draw the line between performance counseling and trying to solve employees' personal issues.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:Carolyn Troyan currently is the President & CEO of Leadership 360. Leadership 360 is aHuman Resources consulting and leadership coaching firm. Carolyn provides coaching to leaders at all levels to accelerate their learning and take a holistic view on their development.Trained in the Hudson Institute's leadership coaching model, Carolyn works with leaders to design a 3 to 6 month coaching program that results in a comprehensive plan to accelerate their development. Carolyn has over 20 years of HR leadership and coaching experience spanning industries as diverse as technology, healthcare, renewable energy, manufacturing, and interactive entertainment.Carolyn held global HR executive roles at Electronic Arts, TIBCO Software, Siebel Systems, and was a strategic rewards consultant at Mercer Consulting. Carolyn can quickly understand your leaders' strengths and challenges, help them move to insights and partner with them to develop successful strategies in order to thrive and deliver results. Carolyn holds a B.A. in Psychology and Political Science from Miami University and an MBA in Corporate Strategy from the University of Michigan.In addition to running Leadership 360, Carolyn is an advocate for diversity in leadership, regularly contributing to thought leadership in the field and volunteering her time to mentor and support emerging leaders from underrepresented backgrounds.Carolyn can be reached at https://www.leadership-360.org https://www.linkedin.com/in/carolyn-troyan-5861331About Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Establish trust-based relationships with employees through consistent positive feedback over time before delivering developmental feedback.2. Deliver feedback effectively and in congruence with organizational and cultural norms.3. Respond to employee resistance or external challenges that make performance change difficult.

Comment on the Show by Sending Mark a Text Message.The workplace landscape has fundamentally shifted, with a disturbing trend emerging across American businesses: employees are increasingly being forced to perform two full-time jobs while receiving just one paycheck. This exploitation operates under the seemingly innocuous phrase "adjusting duties," buried in employment contracts that courts have traditionally interpreted with alarming breadth.Recent research reveals the devastating human cost of this practice. The SHRM's Employee Mental Health 2024 Research Series found 44% of surveyed workers feel burned out, 45% emotionally drained, and a staggering 51% completely depleted by day's end. Most telling, 40% report being required to perform more work in the same hours. These aren't just statistics—they represent millions of Americans trapped in an impossible situation.What many don't realize is that even at-will employment constitutes a contract with inherent limitations. The doctrine of unconscionability exists precisely to prevent unreasonable contract terms that no rational person would accept under fair conditions. When employers demand one person perform multiple full-time roles without additional compensation, we've crossed from reasonable business discretion into exploitation. Courts should recognize that employment contracts aren't licenses for unlimited extraction of labor, and principles like proportionality, human capacity limits, and good faith should guide judicial interpretation.For employees caught in this situation, proactive negotiation remains essential. Document increased workloads, build trust relationships with management, and present the business case for fair compensation. Approach these conversations from a holistic perspective that acknowledges company challenges while firmly advocating for reasonable limits. Remember that no employment relationship can sustainably function when one party extracts everything while providing nothing in return. If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

In this podcast episode, Dr. Jonathan H. Westover talks with Andy Lange about the evolving role of HR leaders. Andy Lange, MBA, PMP®, SHRM-SCP, is the Senior Vice President of People at Take Command, bringing over 15 years of combined HR, executive leadership, and operational experience. Prior to his current role, Andy served as CEO for seven years and as a partner and general manager, where he led business operations, talent strategy, and organizational growth. His career blends hands-on HR leadership with executive-level insight, enabling him to build scalable people programs that align with business objectives. Andy's practical, real-world approach to helping HR leaders elevate their strategic impact through modern benefits strategies has been shared through speaking and editorial opportunities for BenefitsPro, HRSouthwest, business.com and SHRM. Check out his new e-book here: https://www.takecommandhealth.com/hr-leader-e-book Check out all of the podcasts in the HCI Podcast Network!

Have you ever been bombarded with sales calls after showing the slightest interest in a product or service? That frustrating experience is exactly what we tackle in this candid conversation about marketing follow-up strategies that actually work—and the ones that drive potential customers away forever.Carmen shares her maddening experience with a lawn service that wouldn't stop calling despite clear boundaries, while another team member describes the overwhelming vendor calls following the SHRM conference—up to 20 daily contacts from people trying to "help" with hotel arrangements through aggressive tactics.At the heart of our discussion is a fundamental question: are you building a transactional business or a relationship-based one? The transactional approach relies on volume and frequency—bombarding prospects until someone eventually says yes. It might work occasionally, but at what cost to your reputation and the feelings of those on the receiving end? We contrast this with our preferred "three-touch method" that respects boundaries while still providing multiple opportunities for engagement.The most valuable takeaway might be learning to listen to what potential clients are communicating, both explicitly and implicitly. When someone ignores multiple outreach attempts, they're saying "not now" or "not ever." Respecting that message preserves dignity on both sides and leaves the door open for future connection when timing is right. Remember: business development isn't about trapping reluctant prospects; it's about finding the right matches at the right time.Curious about implementing a follow-up strategy that builds relationships instead of burning bridges? Listen now, and then share your own experiences with marketing outreach that either impressed or irritated you. We'd love to hear your perspective!

  Ever thought of mastering your career growth? In this episode featuring Bryttani Graddick, learn strategies for becoming irreplaceable in your career amid the challenges posed by AI and globalization. Tune in to uncover her flywheel system comprising education, experience, engagement, and excellence, designed to help HR professionals and other career-focused individuals achieve sustained career growth. And lastly, know how to recognize the signs that it's time to elevate one's career, and the importance of internal versus external changes.   Timestamps 00:39 Recognizing the Need to Become Irreplaceable 03:59 Identifying Root Issues in Your Career 05:55 The Importance of Internal and External Changes 08:19 The HR Efficiency Pyramid 18:37 The Four E's Flywheel System   About Bryttani Graddick Bryttani Graddick is an HR Leadership Career Coach with a heart for serving others. As CEO & Founder of Talented Teams Consulting, LLC, she educates and empowers HR professionals to build their careers on purpose. She started her HR career as an unpaid intern and currently serves as Chief Administrative Officer in the credit union industry. In her executive role, she leads human resources and training/development. As a lifelong learner, she understands the importance of building skills and abilities to prepare yourself for a fruitful career and positively impact those around you. Currently serving as an Instructor and Education Partner for SHRM, Bryttani believes in continuously building your skills to reach new heights personally and professionally. When she's not spending time with her husband, three kids, and family, she dedicates her time to helping other HR leaders fast-track their journeys to build more impact, influence, and income! Connect with Bryttani Connect with Bryttani on LinkedIn Book Your Complimentary Career Audit with Bryttani    _________________________________________________________________ Connect with Me Connect with me on LinkedIn From Zero Responses to Multiple Offers: Download The 5 Essential Steps Checklist Click here to learn about coaching

In episode 215, Coffey talks with Gabriela Norton about employee engagement challenges, performance management approaches, and hiring process improvements based on current workplace trends and research.They discuss Gallup's mid-year survey showing low engagement and high turnover intent; psychological safety and mental health support strategies; individualized management approaches vs one-size-fits-all policies; problems with forced ranking performance systems; ongoing feedback versus annual reviews; the costs of poor management training; rebuilding disengaged teams through bias awareness and peer input; and streamlining hiring processes that currently involve excessive interview rounds.Links to stuff they talked about are on our website at https://goodmorninghr.com/EP215 and include the following topics:Gallup: Anemic Employee Engagement Points to Leadership Challenges.Web Pro News: Big Tech Mandates Low Performer Quotas, Eroding Morale and InnovationHarvard Business Review: 6 Steps to Reset a Demotivated TeamReddit: What is up with 3+ Rounds of Interviews for jobs paying less than $100K? : r/interviewsHR Reporter: Are employees building emotional connections with ChatGPT?Reddit: ChatGPT is my best friend : r/ChatGPTReddit: My Boyfriend Is AIReddit: AI Soulmates HR Reporter: With IBM laying off 100s of HR people, is automation replacing HR? | Canadian HR ReporterThe Wall Street Journal: IBM CEO Says AI Has Replaced Hundreds of Workers but Created New Programming, Sales JobsHarvard Business Review: Research: Executives Who Used Gen AI Made Worse PredictionsTopgrading, 3rd Edition: The Proven Hiring and Promoting Method That Turbocharges Company Performance by Bradford D. Smart, PhD https://a.co/d/9N2pJXlGood Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Gabriela established People Performance Resources (PPR), a full-service Human Capital consulting firm, in 2010. Since then, Gabriela and her team have continued to expand their reach in providing strategic and best practice expertise with a proven track record of enhancing operational excellence.Gabriela is a highly regarded and sought-after trusted advisor to many local, national, and international organizations and their decisionmakers. Here are a few of Gabriela's areas of focus: bilingual/bicultural expertise, organizational analysis and development, C-level business continuity planning, executive coaching, executive compensation, change management, strategic planning, employment compliance, board governance guidance, and more.Gabriela serves as board of directors for Out Teach, Catch Up & Read, and The Dallas Summit. In addition, she supports several local and national causes that empower education, social justice, women's causes, children at risk, and conservation efforts. When not enjoying her professional adventures, Gabriela is a foodie who loves traveling, running, hiking, snorkeling, and spending time with her friends, family, and rescue dog, Harley.Gabriela Norton can be reached at: https://www.pprhr.com https://www.linkedin.com/in/gabrielanorton https://www.facebook.com/pprhr https://www.instagram.com/ppr_hrAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Create psychological safety environments where employees can openly discuss workload concerns and receive supportive responses rather than punitive reactions to mental health needs.2. Implement ongoing performance feedback systems with specific behavioral expectations and regular check-ins instead of relying on annual reviews with subjective rating scales.3. Design efficient hiring processes with clear competency rubrics and bias acknowledgment techniques while limiting interviews to three meaningful rounds focused on skills and cultural fit.

The landscape of employee benefits has undergone a seismic shift in the last decade. From the rise of telemedicine to the introduction of lifestyle spending accounts and stipends for services like DoorDash and HelloFresh, employers are reimagining how they support workers in a post-pandemic, inflation-conscious world. With healthcare costs rising and talent competition intensifying, the stakes for innovative benefit design have never been higher. According to SHRM's Employee Benefits Survey, 88% of employers rated healthcare benefits as “very important” or “extremely important” to their workforce—underscoring the central role benefits play in retention and satisfaction today.So, what does the future of employee benefits look like—and how can employers balance cost containment with employee satisfaction?On this episode of I Don't Care, host Dr. Kevin Stevenson welcomes Bret Brummitt, founder of Generous Benefits, to explore the evolving trends shaping how companies support their workforce. Together, they unpack the shift toward virtual care, cash-based allowances, and new models of cost control that both meet employee expectations and protect employer budgets.Key Takeaways from the Conversation…Virtual healthcare is now mainstream: From tele-mental health to virtual physical therapy, COVID-era innovations have permanently reshaped care delivery models.Cash-based and lifestyle accounts are booming: Employers are moving away from rigid perks toward flexible stipends for wellness, meal delivery, gym memberships, and more.Cost containment strategies are evolving: Direct contracts, bundled surgical pricing, and innovative pharmacy models are helping employers save without alienating employees.Bret Brummitt is the founder of Generous Benefits, a consultancy focused on reimagining employee benefit structures to meet modern workforce needs. With over a decade of experience in insurance and benefits, Bret transitioned from traditional product sales to a mission-driven approach centered on creativity, flexibility, and cost control. He is recognized as a thought leader in benefit innovation, regularly advising organizations on how to balance financial sustainability with employee well-being.

Burnout is brewing, layoffs are looming, and AI is changing the game! SHRM's Chief Human Resources Officer Jim Link, SHRM-SCP, sits down with host Nicole Belyna, SHRM-SCP, from his HR team for a candid conversation about the challenges and opportunities shaping today's workplaces. From reductions in force to managing worker well-being to reimagining HR's role in business risk, learn how HR can lead with agility, safeguard employees, and prepare for the future of work. This podcast is approved for .5 PDCs toward SHRM-CP and SHRM-SCP recertification. Listen to the complete episode to get your activity ID at the end. ID expires Sept. 1, 2026. 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  

In this episode, JoDee and Susan discuss romance in the workplace, with a special appearance from Susan's husband Bill White. Topics include: The statistics on workplace romance The risks workplace romances can create for organizations Policies to help avoid the pitfalls How Susan found love at work In this episode's listener question, we're asked about driving diversity in the current political climate. In the news, starting in 2026, the state of Washington will require unpaid leave and safety accommodations for victims of a hate crime. Full show notes and links are available here: https://getjoypowered.com/show-notes-episode-228-workplace-romance/ A transcript of the episode can be found here: https://getjoypowered.com/transcript-episode-228-workplace-romance/ 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 25, 2026) Become a member to get early and ad-free access to episodes, video versions, 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 214, Coffey talks with Joe Frodsham about CMP's fourth annual national pulse check on C-Suite mental health, wellbeing, and leadership challenges.   They discuss executive mental health normalization since COVID; executive well being; clinical support and performance psychology for executives; individual vs one-size-fits-all wellness approaches; ROI metrics including career health indicators and management reviews; improved communication and engagement trends; remote work impacts on introverts vs extroverts; executive job security varying by ownership structure with private equity creating highest stress; and the importance of clear cultural decisions during mergers and acquisitions. CMP's C-Suite State of Mind Pulse Check 2025 is available at https://www.careermp.com/csuite-pulse-check-2025.  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. Business Credit for SPHRs. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest: Joe Frodsham is President of CMP, the largest minority- and woman-owned talent solutions firm in the nation. CMP supports thousands of professionals in career transition annually while deploying contemporary assessment, coaching, and training solutions for targeted succession and development. Joe has extensive experience across Fortune 500 companies in leading human resource functions and building cutting-edge talent management systems. Joe is a regular contributor to Forbes, co-hosts the American Narratives podcast, and has co-authored two seminal books on careers—Make it Work and Don't Dread Monday. Joe will be presenting at the Fort Worth HR Strategic Mindset Conference on September 12th. And you can learn more about that conference at fwhr.org. Joe Frodsham can be reached at https://www.careermp.com https://www.linkedin.com/in/jfrodsham About Mike Coffey: Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Recognize that executive mental health directly impacts business outcomes and implement clinical support resources and individualized wellness strategies rather than generic programs. Develop better metrics for measuring engagement including career health indicators, management reviews with upward feedback, and individual assessment tools that drive real-time conversations. Understand that job security and stress levels vary significantly by ownership structure (private equity vs public vs privately held) and tailor retention strategies accordingly. 

Artificial intelligence (AI) is bringing both challenges and opportunities to the corporate learning space. In this episode of The Business of Learning — recorded live, in person at the 2025 Training Industry Conference & Expo (TICE) — we sat down with Nichol Bradford, executive-in-residence, AI+HI at SHRM, futurist, and founder and chairman of Transformative Tech Lab, to explore how learning leaders can use AI to drive human potential while navigating its challenges. Tune in now for insights on: What it means to responsibly implement AI in the workplace How generative AI can augment, not replace, human talent Preparing L&D teams to lead an AI-enabled future of work Opportunities and challenges in using AI to enhance employee well-being

Performance reviews are often met with groans and anxiety, but they don't have to be a dreaded part of organizational life. Jay Jones and Payten Kirby, leads of talent and employee experience at SHRM, share how employers, managers, and employees can all improve the performance review process together. Learn the importance of building on existing strengths and making thoughtful adjustments to areas that cause frustration or disengagement. Plus, explore practical ways to ease tension around performance reviews, and how they can drive ongoing success and strengthen workplace culture.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/coy63rThis episode is sponsored by Deel.

What happens when world-class research escapes the ivory tower and takes root in the boardroom In this episode of Leveraging Thought Leadership, Peter Winick sits down with Christopher Marquis — Professor of Chinese Management at the University of Cambridge and author of "Profiteers: How Business Privatizes Profits and Socializes Costs" — to explore the art of turning academic insight into practical, high-impact business thinking. Chris is on a mission to bridge the gap between scholarship and the real world. He believes that ideas shouldn't be trapped in academic journals read by only a handful of peers. Instead, they should spark change in boardrooms, inspire sustainable business practices, and help leaders tackle global challenges like climate change. His work blends rigorous research with compelling storytelling, translating complex theories into actionable strategies that resonate with executives, policymakers, and entrepreneurs alike. From op-eds in The Washington Post to features in Harvard Business Review, Chris knows how to make ideas travel. He shares how brevity, boldness, and a clear thesis can elevate a message — and why writing 800 words for a newspaper can sometimes have more impact than publishing in the most prestigious academic journal. For Chris, thought leadership is about reach and relevance, not just citations and tenure points. The conversation dives into the discipline of choosing which ideas deserve a book, the craft of finding evergreen principles that survive political and economic cycles, and the skill of meeting business leaders where they are — without losing academic rigor. Chris also offers practical advice for academics ready to step beyond their university walls, connect with executive audiences, and position their work at the intersection of insight and impact. If you want to understand how to turn deep expertise into broad influence — without watering it down — this episode will show you how. Three Key Takeaways: • Academic credibility needs business reach — Groundbreaking research has little impact if it stays locked in academic journals. Translating ideas into accessible formats like op-eds, HBR articles, and books makes them actionable for business leaders. • Evergreen principles drive lasting influence — Successful thought leadership balances timeless core ideas (like sustainability imperatives) with timely examples that connect to current cultural, political, or economic contexts. • Storytelling bridges the gap — Data and theory matter, but real-world stories, case studies, and clear narratives are what resonate with executive audiences and create lasting engagement. If you enjoyed Christopher's episode, don't miss our conversation with Mark Smith, who built SHRM's thought leadership function from the ground up. Both share a passion for taking complex research and turning it into clear, actionable insights that reach the right audiences. Chris brings the global lens of sustainability; Mark offers the inside view of embedding thought leadership within an organization. Together, these episodes show you how to move ideas from theory to real-world influence. Listen here: Discovering Thought Leadership – Mark Smith

In episode 213, Coffey talks with Vianei Braun about how HR leaders can effectively work with boards of directors.  They discuss the strategic vs operational divide between board oversight and executive execution; skills needed for senior HR roles including broad industry perspective and data-driven insights; the importance of moving beyond compliance mindset to strategic partnership; executive compensation benchmarking and peer analysis; culture preservation during mergers and acquisitions; AI implementation ethics and workforce planning; the critical role of data in board communications; and characteristics of successful senior HR leaders including truth-telling, collaboration, and ambiguity management. 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—business credit for SPHRs! To obtain the recertification information for this episode, visit https://goodmorninghr.com.  About our Guest: Vianei Braun leads the employment law practice at Decker Jones, P.C., a full-service law firm in Fort Worth. She has been recognized as a Texas Monthly “Super Lawyer” and is listed in Best Lawyers in America for Labor & Employment Law.  Vianei is also a member of the Board of Directors of First Financial Bankshares, Inc. (NASDAQ: FFIN), a banking institution with assets of $14 billion and 79 banking locations throughout Texas. Vianei serves on the board's Compensation, Nom/Gov and Risk Committees and chairs the Advisory Board of First Financial Bank's Chisholm Trail Region. In addition, Vianei serves on the Board of Trustees and the Audit & Compliance Committee of Texas Health Resources.  Vianei is an honors graduate of Princeton University and the University of Texas School of Law. Vianei has been honored as a “Great Woman of Texas” by the Fort Worth Business Press, and as a member of the “Fort Worth 500” by Fort Worth Inc. Vianei Braun can be reached at www.deckerjones.com www.linkedin.com/in/vianeibraunattorney About Mike Coffey: Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Develop strategic thinking capabilities that focus on industry trends and long-term organizational health rather than just operational HR tasks when communicating with senior leadership. Present data-driven recommendations to boards using benchmarking, competitive analysis, and concrete evidence to support HR initiatives and policy changes. Shift from a compliance-focused "department of no" mindset to a collaborative problem-solving approach that offers solutions while managing organizational risks.  

Have questions? Submit them at hrask.org. Download the key takeaways from this episode: https://tinyurl.com/vtx2du4a  Phil and Burt unpack the essential best practices for using AI in HR - and why not all AI tools are created equal. We'll spotlight Aaime Hart, AAIM's AI-Driven HR advisor. She's loaded with real employer survey data, compliance resources, and the expertise of AAIM Employers' Association and their partners. From asking the right questions to protecting confidentiality and blending AI insights with human judgment, we'll give you the insider's guide to making AI a valuable partner for your workplace. 00:01:01 – Introduction: Phil Brandt opens the show with big AI usage stats 00:02:03 – Catching up: Travel, SHRM events, and upcoming law update 00:05:49 – Why this year's Employment Law Update is bigger than ever 00:08:02 – Lawyer on the Clock: DOJ's sweeping new DEI guidance 00:16:25 – Crypto in your 401(k)? Big changes ahead 00:21:05 – Meet AAIME Hart: AI HR assistant for safer workplace answers 00:28:28 – Protecting confidentiality when using AI 00:30:18 – State and local variations: Why specificity matters 00:33:36 – Is ChatGPT making us stupid? Overreliance & the GPS analogy 00:35:56 – How to use AAIME Hart & register for the Employment Law Update

Episode 61 features Isaac Agbeshie-Noye from the SHRM Foundation, who discusses the Skills First Future initiative and its role in helping employers adopt skills-drivenpractices and expand nationwide opportunities through Learning and Employment Records (LERs). The conversation explores common myths surrounding skills-firsthiring, the challenges employers encounter, and strategies to overcome them.Isaac highlights key tools available at SkillsFirstFuture.org, including the Skills Action Planner and SHRM's new specialty credential. The episode provides practical insights for HR professionals and their collaborations with educators and workforce leaders aiming to build a high-performing talent ecosystem. Listeners will discover how small adjustments can lead to significant outcomes and why the shift toward skills-first hiring is gaining momentum across various industries.Voices of Excellence:Isaac Agbeshie-Noye, Program DirectorSHRM FoundationWidening Pathway to WorkIssac on Linked InResources from Episode 61Show Notes and Transcript for Episode 61Skills First Future Resources from SHRMACT Workforce SolutionsACT Work Ready Communities

What qualities make a job truly great? SHRM asked 16,000 workers of different types across 16 countries this exact question in a new report — and now host Anne Sparaco is on the case with Jenny Perez, a member of the SHRM thought leadership team who led the research, to dive deep intothe data: what workers really value, why gaps exist with how they ranked their ownjob, and how employers can close those gaps fast. Starting with “hot takes” on good jobs from members of our audience, Anne and Jenny work their way through probing questions, common misconceptions, and a final opinion lightning round. Together, they uncover what leaders can do to build a more satisfied and motivated workforce, retain their people, and ultimately drive critical business outcomes.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/coy63rThis episode is sponsored by SHRM Summer of Learning.

Nuestra  moderadora (host) Ivonne Arroyo Martínez, CEO de FranklinCovey Puerto Rico y República Dominicana, entrevista a Pura López, Vicepresidenta de Recursos Humanos de NUC University, sobre las Lecciones de Crear una Cultura de Trabajo Positiva en Medio de la Guerra de Talentos.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 y Edición-Víctor Maldonado, Director de Recursos Humanos SAL-PR

Send us a textJohn talks to Chuck to glean what he learned at the recent National SHRM Conference. While there was the expected hot topic of AI in human resources, there were some interesting and unexpected topics covered - particularly in the mental health space. Join the team as they recap the topics that are viewed as "Can't Miss" from SHRM.  Visit TeamAtHRStories.com to see all of our workshops and offerings to help you feel confident in your HR decisions. Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcast Don't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event? You can reach the Team at Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns.

In this episode, JoDee and Susan discuss practical applications of artificial intelligence in the HR space with Josh Greenwald. Topics include: Common areas where AI is helping HR How AI is being leveraged in businesses today AI-enabled transformation Josh led at Elevance Health Evolving trends in HR service delivery Practical applications of AI in HR that have been done well Resistance to AI adoption Advice for listeners looking to build a future-ready talent strategy in the AI area In this episode's listener question, we're asked how we got started with the show and how we choose topics. In the news, younger generations are more likely to say they'd rather be unemployed than have a job that makes them unhappy. Full show notes and links are available here: https://getjoypowered.com/show-notes-episode-227-using-ai-in-hr/ A transcript of the episode can be found here: https://getjoypowered.com/transcript-episode-227-using-ai-in-hr/ To get 0.25 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 11, 2026) Become a member to get early and ad-free access to episodes, video versions, 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 212, Coffey talks with Elisa Ellis about dress codes, personal authenticity at work, and how employee appearance impacts business performance and career advancement.They discuss research showing dressed professionals outperform casual counterparts in negotiations; Starbucks dress code changes and employee pushback; balancing authenticity with professional standards; remote work appearance challenges; “enclothed cognition” research on clothing's psychological effects; specific vs general dress code guidelines; ways employees can express personality while maintaining consistency; managing difficult dress code conversations with employees; and the business impact of first impressions.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:It takes less than seven seconds to make a first impression. Elisa is a wardrobe stylist, speaker, best-selling author, and online course creator.Elisa says what HR can't and works with businesses to help them guide and educate their teams on professional presence, revealing how upgrading your attire ignites productivity, amplifies sales, and fosters collaboration and overall success.Personal styling is more than a wardrobe haul; it's a transformation that introduces you to your inner awesomeness.For nearly a decade, Elisa has transformed the closets and lives of clients across the US and abroad. Whether you're a business owner, executive, or entrepreneur, how you show up matters.Elisa Ellis can be reached at https://www.turnkeystyle.com https://www.linkedin.com/in/elisaellis https://www.instagram.com/stylishcurvygirlAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Understand that employee appearance directly impacts business outcomes, with research showing significant differences in sales performance and decision-making abilities based on professional dress.2. Develop clear, specific dress code guidelines that provide examples and accommodate different roles while maintaining brand consistency across the organization.3. Frame dress code conversations around employee growth and career advancement rather than personal criticism, emphasizing the connection between professional appearance and business opportunities.

In episode 211, Coffey talks with Michelle Haugh about recent HR-related news stories related to workplace romances, family members intervening in the workplace, and declining employee engagement.They discuss the Astronomer.io CEO and CPO resignation after being caught on a kiss cam at a Coldplay concert; workplace relationship policies and conflict of interest considerations; family members inappropriately intervening in workplace matters including interviews and disciplinary actions; declining employee engagement levels comparable to 2020 COVID-era lows; the impact of economic uncertainty and social pressures on workplace morale; the importance of transparent communication during difficult times; and strategies for addressing engagement issues through accountability and leadership development at all organizational levels.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:Michele Haugh is a seasoned HR expert with decades of experience across various roles, from specialist to senior leadership positions. Transitioning from corporate HR to consulting a decade ago, she co-founded EarlyHR solutions, offering strategic support to over 200 early and growth stage organizations.Recognizing the crucial link between employee engagement and organizational success, Michele introduced EarlyEngage, a subscription-based service focusing on professional development and fostering engagement.With a BS in Business and SPHR certification, she completed her Masters in HR and Organization Development in December, 2024 and was named "HR Consultant of the Year" by DallasHR in February 2025. Her passion lies in promoting inclusive practices, positive leadership, and people-first cultures.She is also the founder of CollabHRate, a thriving HR Consulting Community fostering collaboration and education for external consultants.Outside of work, Michele finds joy in her role as a wife and mother to three children. Her adventurous spirit has led her to live in Bangkok, backpack across Europe, and raft through the Grand Canyon. Yet, she equally treasures quiet moments with her pups, indulging in a good book, and hosting gatherings with loved ones.Michele Haugh can be reached athttps://www.earlyengage.comhttps://www.earlyhrsolutions.comhttps://www.linkedin.com/in/michele-haugh-shrm-scp-401722bhttps://www.instagram.com/earlyengageAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Establish clear policies regarding workplace relationships and family member involvement in employment matters to maintain professional boundaries and prevent conflicts of interest.2. Address declining employee engagement proactively by gathering honest feedback, communicating transparently about organizational challenges, and avoiding defensive responses to criticism.3. Develop leadership behaviors and accountability standards at all organizational levels rather than viewing engagement as solely a management responsibility.

In this solo summer edition of HR Famous, Tim Sackett flies solo with a hot debrief from the 2025 SHRM Annual Conference in San Diego. From presidential keynotes to AI overload and his signature recruiting tech list, Tim delivers an unfiltered look at what really went down at the world's largest HR event. Here's what you'll get in this jam-packed episode:

In this episode, JoDee and Susan discuss the upcoming anthology book, "Joy@Work: When Women Lead" with three of the authors - Gretchen Schott, Jill Lehman, and Sarah Turner. Topics include: Leading with love Taking a you-powered approach to your career Building your resilience skills In this episode's listener question, we're asked about the best training tools for the shift from in-person to remote training platforms. In the news, personal happiness is a major driver for a satisfying work life, not the other way around. Full show notes and links are available here: https://getjoypowered.com/show-notes-episode-226-joy-at-work/ A transcript of the episode can be found here: https://getjoypowered.com/transcript-episode-226-joy-at-work/ To get 0.75 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 28, 2026) Become a member to get early and ad-free access to episodes, video versions, 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/ 

Join us on the final episode of season 5 of the HR Like a Boss podcast! John welcomes Robert Palmer Jr. to discuss the upcoming Ohio SHRM Conference. They explore the purpose of human resources, the importance of networking, and the exciting events planned for the conference, including keynote speakers and social activities. Robert emphasizes the need for HR professionals to be advocates for people and shares insights on how the conference aims to inspire attendees while providing valuable educational opportunities and SHRM recertification credits.

In episode 210, Coffey talks with economist Richard Froeschle about the US economy and how generational demographics are affecting the labor force.They discuss the impact of tariff-related economic uncertainty on the labor market; challenges in the quality of federal statistical data; AI's impact on entry-level positions and experienced workers; generational workforce composition; rising reservation wages and skills mismatches among recent graduates; the importance of work-based learning and trades education; remote work patterns in different workforce segments; challenges with mentorship and feedback for younger workers in a remote workforce; and immigration's critical role in addressing labor force needs.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:Rich Froeschle is a labor market economist and a highly regarded speaker on a wide array of topics relating to the Texas economy, regional labor markets, and workforce and education programs. He is the Senior Labor Market Economist for Texas State Technical College and the former Director of the Labor Market and Career Information department of the Texas Workforce Commission. Mr. Froeschle has a Bachelor's degree in Economics from the University of Texas at Austin and a Master's degree in Manpower and Industrial Relations from the University of North Texas, where he also taught microeconomics and regional labor market analysis. He has made presentations at over 600 conference events over the past twenty-five years on a variety of labor market topics. His many writings include the books How Many is Enough? A Practitioners Guide to Occupational Targeting and Supply/Demand Analysis and Where the Jobs Are, plus a dozen monographs including Life After COVID: Economic & Job Market Phenomena to Ponder Post-pandemic. His most recent research has centered on the use of skills to understand regional labor market dynamics, educational alignment, and career progressions.Richard Froeschle can be reached at https://www.linkedin.com/in/richard-froeschle-01a87b13/About Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Implement strategic workforce planning for talent development pathways considering demographics and the impact of AI.2. Address the skills mismatch between educational credentials and market demand.3. Develop structured mentorship and feedback systems that accommodate generational communication preferences while ensuring knowledge transfer from experienced to emerging workers.

Zach sits down with friend of the show Sarah Morgan to talk about the current landscape of work and HR at large. Connect with Sarah https://www.linkedin.com/in/sarahkayemorgan/ Check out our merch⁠⁠⁠⁠⁠! https://living-corporate-shop.fourthwall.com/ Learn more about ⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠. https://work.living-corporate.com/ ⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠! https://www.patreon.com/livingcorporate

In episode 209, Coffey talks with Mallory Herrin about how experiences throughout the employment lifecycle affect employers' brands.They discuss how recruiting has changed with shifting employee expectations across generations and labor market scarcity; the definition of employer brand; common recruiting mistakes that impact brand perception; the importance of organized onboarding; strategies for transparent career pathing and professional development; handling employee exits and layoffs to protect employer brand; measuring employer brand; the critical role of manager training; and the need for transparency about business circumstances and organizational changes to maintain trust.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Mallory Herrin is an experienced human resources consultant and industry recognized thought leader, serving as HerrinHR's CEO and Principal HR Consultant. She is a frequent speaker at HR conferences and the author of Intentional HR: A Revolution in Strategic Thinking. With 20 years of HR experience, she holds certifications from both HRCI and SHRM, and has been named one of the Top 5 Most Influential Women Leaders in HR and DallasHR's HR Executive of the Year - Small Company.Mallory Herrin can be reached athttps://www.herrinhr.comhttps://www.linkedin.com/in/malloryherrinAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Design streamlined recruiting processes that prioritize candidate communication, realistic timelines, and efficient interview structures to protect employer brand.2. Implement comprehensive onboarding programs with detailed schedules, competency roadmaps, and clear performance expectations to ensure new employees feel valued and prepared for success.3. Develop transparent communication strategies about career paths, business circumstances, and organizational changes while training managers to effectively lead and engage their teams rather than simply manage tasks.

What if AI is more than a tool? What if it's a toddler learning from us? In this mind-expanding episode of The Greatness Machine, futurist Elatia Abate joins Darius to explore the ethical and emotional dimensions of artificial intelligence. From the power of diverse voices shaping AI to how kindness in prompts can actually improve results, Elatia shares a bold vision of co-creating the future with technology. She also reflects on her personal journey—how pretending to be anything less than her full self held her back, and how authenticity unlocked her greatness. In this episode, Darius and Elatia will discuss: (00:00) Introduction and Personal Background (03:05) Cultural Heritage and Identity (05:57) Career Journey and Transition to Futurism (09:04) The Impact of Technology on Work (11:55) Education and Influences (15:14) The Role of Humanity in Leadership (18:08) Exploring the Future of Work (20:59) Navigating the Age of AI (25:32) The Rise of AI and Its Impact on Employment (30:37) Navigating the Future of Work (34:55) The Velocity of Change and Workforce Displacement (38:40) Societal Implications of AI and Automation (41:57) Reimagining Value Creation in the Age of AI (48:04) Consciousness and AI: A New Frontier (53:57) The Importance of Diverse Voices in AI Development Elatia Abate is a globally recognized entrepreneur and futurist on a mission to revolutionize leadership in the Age of AI. Named a Forbes leading female futurist, she serves as Futurist in Residence at Paylocity and is the creator of Future-Led Leadership™️, a framework used by organizations such as Verizon, Deloitte, and GMAC. A sought-after keynote speaker and TEDx presenter, Elatia has shared insights on the future of work, leadership, and resilience with audiences from Citi to SHRM. Formerly an HR executive at Anheuser-Busch InBev and Dow Jones, she is also the author of Build a Career You Love and a featured expert in work with Tony Robbins and Trevor Noah. Elatia teaches at Stanford, the University of Chicago Booth School of Business, and LinkedIn Learning. Sponsored by: Constant Contact: Try Constant Contact free for 30 days at constantcontact.com. IDEO U: Enroll today and get 15% off sitewide at ideou.com/greatness.  Indeed: Get a $75 sponsored job credit to boost your job's visibility at Indeed.com/darius. Shopify: Sign up for a $1/month trial period at shopify.com/darius.  Connect with Elatia: Website: https://elatiaabate.com/ LinkedIn: https://www.linkedin.com/in/elatiaabate  Instagram: https://www.instagram.com/elatiaabate/  Connect with Darius: Website: https://therealdarius.com/ Linkedin: https://www.linkedin.com/in/dariusmirshahzadeh/ Instagram: https://www.instagram.com/imthedarius/ YouTube: https://www.youtube.com/@Thegreatnessmachine  Book: The Core Value Equation https://www.amazon.com/Core-Value-Equation-Framework-Limitless/dp/1544506708 Write a review for The Greatness Machine using this link: https://ratethispodcast.com/spreadinggreatness.  Learn more about your ad choices. Visit megaphone.fm/adchoices

Forced fun is not play. And your team knows the difference. Episode Summary: In this Summer Sip, Jenn and Shelby revisit the playful wisdom of Jeff Harry—top HR voice, bow-tie enthusiast, and workplace play evangelist. This episode isn't about ping pong tables or mandatory karaoke. It's about how real play fuels real performance. Jeff dismantles the myth of “fun-at-work” by reminding us that true play requires psychological safety, freedom, and connection to purpose. He shares how following his love for toys didn't lead to the joy he expected — and how discovering his own play style did. Whether you're trying to beat burnout, build braver teams, or rediscover what lights you up, this sip is a nudge to find your own flavor of play. (Bonus: it might just be where your best work is hiding.) Key Takeaway Your brilliance is in your blind spot. Play is how you find it. Guest: Jeff Harry Named a top HR voice by SHRM and a featured speaker at the NFL and NPR, Jeff Harry helps teams rediscover joy through play. With equal parts research, whimsy, and real talk, he teaches leaders how to build psychologically safe workplaces where innovation and humanity thrive. Host: Jenn Whitmer Jenn is an international keynote speaker, leadership consultant, and the founder of Joyosity™, helping leaders create positive, profitable cultures through connection, curiosity, and joy. With a background in communication, conflict resolution, and team dynamics, Jenn helps leaders and organizations navigate complex people challenges, reduce burnout, and build flourishing workplaces. Her insights have resonated with audiences worldwide, blending real-world leadership expertise, engaging storytelling, and a dash of humor to make the hard stuff easier. Whether on stage, in workshops, or with coaching clients, Jenn equips leaders with the tools they need to solve conflict, cultivate communication, and lead with purpose. Her upcoming book, Joyosity, hits shelves on October 21, 2025, offering leaders a fresh approach to joy at work that builds real results. Co-Host: Shelby Merryweather Shelby produces many live streaming shows and podcasts, including Joyosity™. She is also founder and CEO of Sunshine Lane, where she helps creative entrepreneurs lead with clarity and calm. Connect with Shelby at shelbymerryweather.com. Pour Yourself a Full Glass: February 2025 Episodes Episode 75: Eight Ways to Overcome Team Struggles and Stop Burnout Apple | Spotify | YouTube Episode 76: Not Forced Fun: How Play Powers Productivity, Part 1 with Jeff Harry Apple | Spotify | YouTube Episode 77: Tackling Toxic Work Environments with Play and Psychological Safety, Part 2 with Jeff Harry Apple | Spotify | YouTube Episode 78: ICYMI: Half-Play or Full Play: Joy and Productivity at Work with Jenn and Shelby Apple | Spotify | YouTube Want to know your play style? Take this quiz! jennwhitmer.com/play-quiz Joyosity Book Coming this Fall: Join the Joyosity™ Works Very Important Party and get: Early sneak peeks of the book with real tools to help you in your life, your work, and in your leadership. An exclusive chance to shape this message, including cover art, and help other leaders create positive culture with complex people. Behind-the-scenes updates and bonuses. Get in here: Joyosity: How to Cultivate Intense Happiness in Work & Life jennwhitmer.com/books Resources & Links: Free 99 Steps: Why Do I Keep Doing This? Enneagram Motivations. You're not broken. You're just being run by a well-meaning but slightly unhinged internal script. Meet the five motivations behind your leadership quirks and learn how to flip the script with this quick guide. Joyosity Explorer Map will guide you to understanding the deeper purpose and story you tell yourself about your work. Joy is linked to purpose and productivity increases by 20% or more when you directly link your purpose to your work. Ready to Make a Plan: Joyosity™ Jumpstart Get crystal clear on what you want, what's in the way, and what's actually working. In this powerful strategy session, we'll use the Joyosity™ Compass to name your roadblocks and map a leadership plan you can actually follow. No fluff, just traction. Schedule your session here. Starting the Journey: Enneagram Navigator Tired of trying to figure out your Enneagram type from freebie quizzes that leave you more confused than a group text with no context? In this 1:1 session, I'll help you decode your motivations and blind spots so you can finally lead (and live) with clarity, not guesswork. Book your Navigator session here. Ready to Dive In: Joyosity™ Intensive What if you could clear the fog, realign with your values, and build a practical plan for joyful leadership — in just one transformative day? This personalized experience combines deep self-awareness, strategic clarity, and honest-to-goodness joy to help you lead with purpose and still like your life. Start the process here. A Party for More: Book Jenn to Speak When your whole team needs the spark — not just the spark notes — I bring the energy, expertise, and real talk that shifts culture. With contagious joy, practical tools, and plenty of laughter, I help leaders connect, communicate, and make Loved this episode? Rate, review, and share with a fellow leader who's ready to ditch the drama and lead with more joy, curiosity, and clarity — in a quick sip.

Expert legal voices Amy Epstein Gluck, Esq., founding partner at Pearson Ferdinand LLP, and SHRM's Allen Smith, J.D., share best practices in applying the Americans with Disabilities Act (ADA) across the full employee lifecycle, from recruitment to post-employment. Starting with their own personal experiences with managing a disability, they join host Monique Akanbi to tackle real HR dilemmas in compliance, accommodation requests, performance management, and more — including answering top ADA questions straight from SHRM's HR Knowledge Center. This podcast is approved for .5 PDCs toward SHRM-CP and SHRM-SCP recertification. Listen to the complete episode to get your activity ID at the end. ID expires August 1, 2026. 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

In this episode, JoDee and Susan discuss the importance of business etiquette and cultural training with Pamela Eyring, president and owner of The Protocol School of Washington. Topics include: How skills learned from protocol and business etiquette are central to building relationships and advancing your career When lack of protocol leads to confusion, conflict, and missed opportunities The value of protocol in today's fast-paced, informal work culture How formalizing etiquette practices impacts culture, leadership, and external reputation In this episode's listener question, we're asked about the differences and similarities of in-house recruiters and recruiting staffing firms. In the news, we discuss the link between employee well-being and productivity. Full show notes and links are available here: https://getjoypowered.com/show-notes-episode-225-why-business-etiquette-matters/ A transcript of the episode can be found here: https://getjoypowered.com/transcript-episode-225-why-business-etiquette-matters/ 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 14, 2026) Become a member to get early and ad-free access to episodes, video versions, 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/