Podcasts about talent development atd

In this episode, we're taking you behind the scenes of our time at the Association for Talent Development (ATD) conference. Sarah Wallace sits down with fellow facilitator Brenda Brown to reflect on the highlights, hot topics, and meaningful moments from the event.We unpack how the Enneagram continues to stand out as a powerful, memorable tool for personal growth and team development — especially when using it with other assessments like MBTI and DiSC. We also talk about what makes it so effective: its flexibility, its emotional depth, and yes… the fun it brings to the learning experience.From conversations at our booth to breakout session insights, this episode gives you a front-row seat to what L&D professionals are saying, what they're asking for, and why the Enneagram is more relevant than ever in today's workplace.Have a request for a future episode? Drop a text here!

Ever wondered what makes the Association for Talent Development (ATD) a key player in the world of HR and professional development? This episode pulls back the curtain as Bill Banham talks with Mallory Flynn, Content Manager for Career Development, Organization Development, and Talent Management Communities at ATD.Mallory walks us through three game-changing conferences on the horizon. First, ATD International Conference & Expo in Washington DC (May 18-21), where thousands of learning professionals from over 80 countries will converge to exchange ideas and build relationships. With headliners like Olympic champion Simone Biles and marketing visionary Seth Godin, plus a dedicated Career Center offering free resume coaching and ICF sessions, it's an event talent professionals won't want to miss.Bill and Mallory also explore ATD's first-ever Coaching Conference (August 20-21), a virtual event specifically designed to help professionals launch, build, and scale coaching programs within their organizations. Featuring insights from Salesforce, Panasonic Energy, and UC Berkeley, attendees will discover how to make the business case for coaching and establish frameworks for program success. And yes, we dive into the AI question – how will artificial intelligence transform coaching while preserving the irreplaceable human element?The conversation shifts to the OrgDev Conference in Houston (October 20-22), ATD's premier event for organizational development professionals tackling culture, talent strategy, and leadership development. Mallory also highlights a free online Leadership Development Day coming June 9th, featuring real-world case studies from major organizations.What truly shines through is Mallory's passion for ATD's community – a network of professionals dedicated to mutual growth and knowledge-sharing. As she puts it, "I've never been as well connected to such a huge network of individuals who just want to help out." Whether you're an HR professional, talent developer, or organizational leader, this episode offers valuable insights into how ATD's events and community can elevate your professional journey.Ready to connect with this vibrant community? Follow Mallory Flynn on LinkedIn or email her at mflynn@td.org to learn more about these transformative opportunities.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

Providing performance feedback is one of the most challenging tasks leaders face. Feedback often sparks frustration and fear for both leaders and their teams. Why? Because there is a disconnect between what leaders think they are communicating and what employees receive. It's rooted in neuroscience and psychology research that we don't always apply effectively in the moment. EPISODE SUMMARY:WHAT YOU WILL LEARN:There are a lot of moving parts to provide effective feedback, including the content, valence, purpose of the message, the feedback recipient's characteristics, and the feedback provider's characteristics. In their new book, Performance Feedback Strategies, published by the Association for Talent Development (ATD), Drs. Nowack and Mashihi introduce a model of performance feedback coaching for leaders with structured exercises, techniques, and tips to help leaders become better performance coaches. After over a decade spent developing, testing, and refining their model with leaders around the world, they are now ready to share their four-part Performance Feedback Coaching Model, based on research in neuroscience and psychology, to help us all become better at providing performance feedback that is received well and translates into real behavior change. ***ABOUT OUR GUESTS:Dr. Kenneth M. Nowack is a licensed psychologist and Senior Research Officer of Envisia Learning, Inc., a global consultancy specializing in assessments and technology platforms. He serves on Daniel Goleman's Consortium for Research on Emotional Intelligence in Organizations and recently served as Editor for the Consulting Psychology Journal. He is also a Fellow of the American Psychological Association through Division 13 (Society of Consulting Psychology).Sandra Mashihi, PhD is an organizational psychologist and executive coach with over 20 years of experience helping leaders and teams thrive through customized leadership development solutions. As the founder of Spectra Coaching, she works with executives, emerging leaders, and organizations to unlock leadership potential, enhance team dynamics, and drive measurable change. She was previously an Adjunct Professor at Pepperdine Graziadio Business School and Director of Coaching Services at Envisia Learning.***IF YOU ENJOYED THIS EPISODE, CAN I ASK A FAVOR?We do not receive any funding or sponsorship for this podcast. If you learned something and feel others could also benefit, please leave a positive review. Every review helps amplify our work and visibility. This is especially helpful for small women-owned boot-strapped businesses. Simply go to the bottom of the Apple Podcast page to enter a review. Thank you!***LINKS MENTIONED IN EPISODE:www.gotowerscope.comwww.envisialearning.comwww.linkedin.com/in/kennethnowackwww.spectracoaching.comhttps://www.linkedin.com/in/sandramashihi/https://www.amazon.com/Performance-Feedback-Strategies-Successful-Behavior/dp/1957157860www.envisialearning.comwww.linkedin.com/in/kennethnowackwww.spectracoaching.comhttps://www.linkedin.com/in/sandramashihi/https://www.td.org/product/book--performance-feedback-strategies/112504https://www.amazon.com/Performance-Feedback-Strategies-Successful-Behavior/dp/1957157860#Feedback #360DegreeFeedback #leadership #PerformanceFeedback #LeadershipSkills #LeadershipDevelopment #TheHardSkills

Lisa Blanton brings over 30 years of experience in corporate leadership roles such as COO, CFO, and CHRO, and 13 years as the owner of an architectural engineering firm before founding Austin Alliance Group in 2018. Her expertise spans strategy, integration, and building strong people relationships, with a focus on driving exceptional results across financial, operational, and organizational aspects of business.Throughout her career, Lisa has consistently guided leaders in building effective business functions—operations, finance, accounting, and human resources—while empowering them to focus on delivering outstanding products and services. She is passionate about helping leadership teams cultivate thriving organizations by creating environments that inspire excellence and foster a positive culture.Lisa equips leadership teams with simple yet effective tools to achieve clarity, alignment, and cohesion. Her approach ensures teams execute their vision with focus and discipline while cultivating healthy and collaborative dynamics that drive success.Dedicated to giving back to the HR profession, Lisa serves as Co-Director of Certification for Texas SHRM and has played an instrumental role on the board of SHRM Austin. Her leadership includes positions as Treasurer, Co-VP of Conference, President-Elect, President, and Immediate Past President, where she provides advisory guidance to volunteer HR leaders.Lisa holds a Senior Certified HR Professional (SHRM-SCP) certification, a Training and Facilitation certification from the Association for Talent Development (ATD), and an MBA in Organizational Studies. Outside of her professional endeavors, Lisa enjoys cheering on Texas A&M sports, traveling, and unwinding solving true crime stories from her recliner.Guided by her core values—help first, do the right thing, keep promises, grow or die, and be humbly confident—Lisa specializes in strategic planning, ownership transition, change management, operations, HR management, professional development, and management advising.Links:Website:  https://austinalliancegroup.com/LinkedIn:  https://www.linkedin.com/in/lisawatryblanton/

Can leadership lessons from popular media transform your approach to talent management? Discover the answer as we sit down with Sy Islam, PhD, Head of Research at Kaizen Human Capital and Beth Messich, Principal & Founder at Beth Messich Coaching and Consulting LLC, two remarkable pros on stage at OrgDev24 in Atlanta next month. Sy brings a fresh perspective by integrating insights from TV shows and movies into leadership development, while Beth shares her expertise in executive coaching and creating robust internal leadership pipelines. Tune in to learn why OrgDev24, along with the Association for Talent Development (ATD), stands out as a must-attend event for professionals eager for interactive, real-time problem-solving and networking.About OrgDevOrgDev24, a key event for professionals dedicated to organizational development, is happening in Atlanta on October 7-9. Learn more and get your tickets: orgdev.td.org---Message from our sponsor: Looking for a solution to manage your global workforce?With Deel, you can easily onboard global employees, streamline payroll, and ensure local compliance. All in one flexible, scalable platform! Join thousands of companies who trust Deel with their global HR needs. Visit deel.com to learn how to manage your global team with unmatched speed, flexibility, and compliance.---Feature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

ATD wrapped up a few days ago and it proved, once again, to be an experience not to be missed! For over eight decades, the Association for Talent Development (ATD) has been at the forefront of advancing the talent development field, offering events that consistently deliver excellence. From the inaugural conference in Chicago in 1945 with just 56 attendees, ATD has grown its annual International Conference & EXPO into a global phenomenon. This year's conference, held in New Orleans, drew more than 9,000 professionals from 80+ countries, cementing its reputation as a key event for learning and development (L&D) professionals.On the final day of the event, Bill Banham got a chance to sit down with Mallory Flynn, Content Manager and Chloe Sferra, Content Coordinator at ATD for a brief chat about their experiences of #ATD24 and their plans for OrgDev in Atlanta in October and ATD 2025 in DC. Feature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

You can contact Women Talking About Learning through our website, womentalkingaboutlearning.com We're on Twitter @WTAL_Podcast You can buy us a coffee to support Women Talking About Learning via Ko-Fi. Or you can email us via hello@llarn.com   Episode Links: Ethnocentrism and generative AI In Praise of Boring AI New models instantly deployed to your devices Office Assistant Lately Social AI Content and Social Media Programs Software Video Creation Made EASY Our Latest Impact Top 6 AI tools for audio and video AI Integration Can Future-Proof Peer Review — But only if we define and drive the right principles GPTZero How to Detect AI-written Content and Plagiarism The calculator in maths curriculum: research and UK policy The History Of Chatbots – From ELIZA to ALEXA virtual-ai-tutor In The Age Of AI, Critical Thinking Is More Needed Than Ever Workers Who Use Artificial Intelligence Are More Likely To Fear That AI May Replace Them Regulatory framework proposal on Artificial Intelligence Taylor Swift deepfakes: new technologies have long been weaponised against women. The solution involves us all Claude Brain Activity Decoder Can Reveal Stories in People's Minds This week's guests are: Margie Meacham (The Brain Lady) – While many others are starting to talk about AI in training and education, Margie has been pioneering practical applications, evangelising best practices, and building award-winning bots for her clients. In 2015, Margie Meacham became one of the first instructional design experts to apply neuroscience to instructional design. She built the top-selling virtual certificate program, Brain-Based Learning, for the Association of Talent Development (ATD), and followed that up by serving as the lead Subject Matter Expert for the new Adult Learning Certificate. She also contributed to the latest version of ATD's Talent Development Body of Knowledge (TDBoK™). 2017, she began designing AI-based platforms for learning, including a fully automated learning coach for the United Nations. Her suite of targeted-use chatbots, BrainyBots™, won the Tech & Learning Excellence award for educational technology in 2021.   Margie's blog has been recognized by Feedspot as one of the Top blogs on neuroscience and AI. She also writes for ATD's Science of Learning Blog and TD magazine, eLearning Learning, Enterprise Viewpoint, and more. She is recognized as a member of the 100 Most Talent Learning Professionals and won the Brandon Hall Award for custom content. She is the author of AI in Talent Development: Capitalise on the AI Revolution to Transform the Way You Work, Learn, and Live and Brain Matters: How to help anyone learn anything using neuroscience. https://www.linkedin.com/in/margiemeacham/   Lisa Thee. Lisa is a renowned thought leader and expert in the fields of artificial intelligence, career transformation, and ethical technology. With over two decades of experience, she has dedicated her career to driving innovation and empowering individuals and organisations to thrive in an ever-changing world.   Lisa's passion for harnessing the potential of AI to create positive change led her to become a sought-after international keynote speaker, inspiring audiences around the globe with her insights and vision. She has been honoured with numerous awards, including the “2023 International Impact Book Award” and for her ground-breaking book, “Go! Reboot Your Career in 90 Days”, 2023 Gold Viddy award for Long Form Series “Navigating Abroad”, and she is a Gold award winner for the 2023 Executive of the Year – Stevie Awards for Women in Business.   Lisa is a renowned thought leader and expert in the fields of artificial intelligence, career transformation, and ethical technology. With over two decades of experience, she has dedicated her career to driving innovation and empowering individuals and organisations to thrive in an ever-changing world. Lisa's passion for harnessing the potential of AI to create positive change led her to become a sought-after international keynote speaker, inspiring audiences around the globe with her insights and vision. She has been honoured with numerous awards, including the "2023 International Impact Book Award" for her groundbreaking book, "Go! Reboot Your Career in 90 Days”, 2023 Gold Viddy award for Long Form Series “Navigating Abroad”, and she is a Gold award winner for the 2023 Executive of the Year - Stevie Awards for Women in Business for her AI Ethics consulting firm. As the CEO and Co-Founder of Minor Guard, an AI software company dedicated to online safety, Lisa combines her technical expertise with a commitment to ethical AI practices. She is also known for her work with leading healthcare and technology organisations, including Microsoft and UCSF's Center for Digital Healthcare Innovation. Lisa's TEDx talk, "Bringing Light To Dark Places Online: Disrupting Human Trafficking Using AI," exemplifies her dedication to using technology for social good. She is a respected advisory board member and board director for organisations at the forefront of technology, ethics, and human rights. https://www.linkedin.com/in/lisathee   Jayne Mather is a specialist in software implementation projects with a passion for helping organisations thrive in the digital age. With decades of experience leading training and change management initiatives, she has empowered numerous organisations to integrate new systems into their digital transformation strategies. As a seasoned SAP project professional with CIPD and MBA qualifications, a certified agile project manager, as well as a certified architect and developer for intelligent automation technology, Jayne is well-equipped to educate organisations and customers on effectively implementing technology to deliver transformational value. Jayne is the author of the book 'Super User Networks for Software Projects: Best Practices in Training and Change Management,' published by the prestigious British Computer Society, and is currently working on her second book.   Jayne is a specialist in software implementation with a passion for helping organisations thrive in the digital age. With decades of experience leading training and change management initiatives, she has empowered numerous organisations to integrate new and emerging technology into their digital transformation strategies. Jayne is a seasoned SAP project professional with CIPD and MBA qualifications, a certified agile project manager, as well as a certified architect and developer for intelligent automation systems including RPA, AI, and ML, Jayne is the author of the book 'Super User Networks for Software Projects: Best Practices in Training and Change Management,' published by the prestigious British Computer Society, and is currently working on her second book. https://www.linkedin.com/in/jayne-mather Super User Networks for Software Projects: Best practices for training and change management : Jayne Mather: Amazon.co.uk: Books  

I would like to introduce you to Barbara Anne Gardenhire-Mills. She had a decent childhood, for the most part. She was raped and also gang raped, but as she learned to be unstoppable and gained strength from these experiences, she grew into a fierce advocate for women and then later for other marginalized groups. Her story is quite amazing. To me, the most amazing thing is that she is quite willing to share her story if it will help others. She will tell us all about her philosophy on the subject.   For a time she worked in the insurance arena and then went into other endeavors. Over the past 20 years she has been a coach, trainer and consultant to over 2,000 companies and, as she says, she has assisted countless more in various ways.   Barbara's story and life lessons demonstrate how someone can make the choice to be unstoppable. She lives in Mount Loral, NJ with her family. If you ever meet her, don't mess with her as she is quite proficient in various martial arts styles as you can read in her bio. I hope you gain wisdom and knowledge from our conversation. Barbara Anne is a gem and a wonderful person to talk with. I hope you feel the same.   About the Guest:   Barbara Anne is a “Solutions Navigator” and servant leader who has directly assisted over 2,000 businesses in the past two decades and provided training, coaching, and technical assistance to countless more companies, teams, entrepreneurs, and individuals throughout her career. She is the founder and owner of Purpose-Filled Solutions and Evolutions LLC, a business consulting and leadership coaching company that partners with people, leaders, companies, and agencies to find their "why" (core purpose), identify resources, navigate challenges, change mindsets, and develop and implement plans to achieve their visions of success, with an emphasis on civility, inclusion, equity, and diversity (CIED), her unique alternative to current DEI approaches. Barbara Anne also serves as Director of Compliance & Engagement for Cooperative Business Assistance Corporation (CBAC) in Camden, NJ, and hosts “What The Why?!? with Barbara Anne,” a weekly talk show on RVN Television, Roku, and more. Before her current roles, she served as the Management Analyst and Community Liaison for the U.S. White House Promise Zone Initiative in Camden, NJ, stationed at the U.S. Department of Housing & Urban Development (HUD), and as Supervisor of Lender Relations and Economic Development/Women's Business Ownership Representative for the U.S. Small Business Administration (SBA) New Jersey District Office, and in other leadership roles in the corporate, non-profit, and municipal government arenas. Barbara Anne holds an M.S. in Executive Leadership, a B.A. in Political Science/ Honors with concentrations in Pre-Law and Women's Studies, and an A.A. in Liberal Arts with a concentration in Business Communications. She has completed multiple professional designations and adult continuing education certificates, including her Professional Certified Coach (PCC) certification with the International Coaching Federation (ICF), Certified Professional Coach in Executive Coaching from RCSJ, and certifications in talent optimization and implementing Diversity, Equity, and Inclusion (DEI) in the workplace. Barbara Anne serves in volunteer leadership capacities with ICF's NJ Charter Chapter and Braven, and she is a member of ICF Global, the Association of Talent Development (ATD), CDFI Women's Network, and other professional and civic organizations. The National Association of Women's Business Owners (NAWBO) – South Jersey Chapter honored her with their 2016 “Women's Advocate of the Year” award.  She is also a Second-Degree Black Belt and member of the Okinawa Goju-Ryu Kenshi-Kai Karate-Jutsu Kobu-Jutsu Association and trains in multiple other martial arts styles.   ** ** Ways to connect with Barbara:   Email: info@Purposefilledsolutionsandevolutions.com Phone: 856-313-0609 Website: https://www.purposefilledsolutionsandevolutions.com/  Personal LinkedIn: https://www.linkedin.com/in/bgardenhiremills/ Purpose-Filled Solutions & Evolutions' Social Media Links Through LinkTree: https://linktr.ee/purposefilledcoach "What The Why?!? with Barbara Anne" On-Demand: https://rvntelevision.com/tv-show/what-the-why/        About the Host: Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog.   Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards.   https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/   accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/   https://www.facebook.com/accessibe/       Thanks for listening!   Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below!   Subscribe to the podcast   If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe in your favorite podcast app.   Leave us an Apple Podcasts review   Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.     Transcription Notes Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 01:21 Well, and hello, once again. Welcome to unstoppable mindset. I'm your host, Michael Hingson. Or you can call me Mike, it's okay. Just Oh, I hate to do the joke, just not late for dinner. But anyway, here we are. And today we get to talk with Barbara Anne Gardenhire-Mills. Barbara Ann is in New Jersey has an interesting story and things that she's doing as a coach and other work that she is doing. And also, I'm going to give it away and she'll talk about it anyway. Barbara has had a couple of bouts with COVID. And actually just got through with one but she has a lot of wisdom about long COVID And actually already and just talking with her before we started this I learned some things I didn't know. And knowledge is always useful thing to have. So Barbara Anne welcome to unstoppable mindset.   Barbara Anne Gardenhire-Mills ** 02:12 Thank you so much. I am super happy and honored to be asked to be your guest today. I'm really looking forward to our conversation.   Michael Hingson ** 02:23 Well, then we ought to have one right. So tell me about maybe the the younger barber and growing up and all that let's start there. It's always good as they say to start at the beginning somewhere.   Barbara Anne Gardenhire-Mills ** 02:34 Yes. Start at the beginning. So younger Pribram was born in the late 60s to Maryland and Joseph, a biracial couple. So when my parents got married, still wasn't even legal in some states. And I was born right here in New Jersey, Jersey girl my whole life. And my my five foot three Caucasian mom and my six foot three. Black dad, African American reef. Yeah, they met when they were in college. And while my mother's family was very, very not in any way any color in the family tree has recently improved by one to three me my father's family was always very integrated. And I was the first of four children. My mother and dad had me and my sister exactly 16 months apart on purpose. I think that's insane. I can't even imagine doing that these days. And, and then there was three other siblings that would come along the way. One of whom died shortly after birth because of complications. And it was interesting. I grew up in an apartment complex that wasn't then but is now officially designated as what you would call affordable housing. And a small little, I never thought of it as rural growing up, but they call it rural. It was Vineland, New Jersey. Ah, and it actually is the biggest city in the state of New Jersey in terms of land size, all 69 square miles of it. And but definitely in southern New Jersey. And this is at a time when a lot of the highways and systems that exist now didn't even exist in its parts of South Jersey. And it was like its own whole other world. Anybody who has any familiarity with North and South Jersey knows how vastly different the two are the right down to the accents. And you know, we you know, had a good upbringing, the Things were going well, when it's time for me to go to school, because of the time that it was was you talking about early 70s, I was bussed as part of a program to make sure that they were, you know, equally distributing children aka schools. Which was really interesting. When back in the days before there was cell phones, in fact, my parents had a party line. They accidentally put me on the wrong bus. That was fun when you're in kindergarten. Yeah. But probably one of the earliest tragic things that would happen to me what happened when I was seven. And it's interesting, because I, my mom said, I've always been a forward planner, I've always been very rational, but also very even tempered. And she likes to tell stories about how you know, at a time when I was 14 months, I spilled a bowl of popcorn and I sat there at 14 months old, individually picking up each piece of kernel of corn and putting it back in the bowl. And when I was when I started walking it at nine months, and around 1112 months, we were out walking, and I saw a dandy line and I bent over and I pulled it up, I had no idea that would kill it. I picked it up and I sniffed it, and proceeded to put it right back in its exact place where it was. And so all these years later, she still loves to tell that story because I was very methodical and particular and had my routines and my processes. And then 10 days before Christmas, just after my seventh birthday, my father was killed in a car accident. And here was my mother, at the age of 28, widowed with four biracial children, the oldest of whom was seven and the youngest of whom was only had just been born on October 27. And that would be one of many pivots, in terms of that would define my future going forward. Okay, how   Michael Hingson ** 07:09 did you how did your parents, your, your grandparents deal with you? Maybe at the beginning, you said that they on your mom's side, we're not really oriented toward having biracial or any color in the family did that mollify at all especially towards you as you grow older,   Barbara Anne Gardenhire-Mills ** 07:30 not till I was much older. In fact, when my dad died, my grandfather, who was an Episcopal priest, refused to let my grandmother even can be with my mother, her grieving daughter, because as far as he was concerned, she was dead to him.   Michael Hingson ** 07:51 I have just never comprehended, of course, I've been blind my whole life, baby. And I regard it as a blessing. But I've just never understood this whole issue of color, and skin color having any significance to anything. It's just crazy. But   Barbara Anne Gardenhire-Mills ** 08:09 for the most part, it wasn't even a thing until the mid 1800s. In terms of, you know, I can't think of his name right now, because I'm coming off of my long COVID relapse, but a British scientist, was the one who kind of artificially constructed and classified race. Yeah. And there were a number of people, including Alexander Graham Bell, who bought into some of those theories. Yeah. And but before that, it really was just more of a familial designation, in terms of what country you are from and royalty was royalty. So they intermixed all the time. You know, there was how we understand things now really, are an artificial construct, which is one of the foundational pieces of what I do in my work as it relates to civility, inclusion and equity and diversity. But in that time, my grandmother didn't come my aunt didn't come they were in Florida. My dad's family. My dad was the youngest of six and he was a sports person he had played for the Eagles, arm team and he played basketball and everybody knew who he was. And his family stepped up and stepped in by her family was non existent. I would finally meet her sister a few years after that, and we have a good relationship. I only ever met my one uncle on her side once and I have a necklace that's handed down to my mother was. Her maiden name was aptly As in former Prime Minister Attlee of England, and so they were very particular, he was very much. Interestingly, it was almost bad that he married my grandmother. He was very much a white Anglo Saxon Protestant male, who married my mother's mother, my grandmother, credibly beautiful woman, her name was Ruth Fogarty. And like, parents off the boat Irish, her dad was an Irish house in New Orleans. And, and they had three children, and my mother was the oldest of them. And so dad wasn't so thrilled and dad ruled the household. And I finally met my grandmother right before I turned 12, because there's a family necklace that's handed down through the Fogarty family line to the to the oldest female on their 12th birthday. And so she was permitted to come see us and, and transfer that to me. And then right around the time I turned 16, my grandfather decided to have a change of heart, and that he was wrong. And I would meet him a couple of times between 16 and 19. And then when I was 19, he passed us was very awkward, I agreed to go to the funeral for my mother. But that was probably actually one of the biggest fights we ever had to because I had very strong feelings about being forced to go and mourn someone that had done, what I now understood had been the things that he had done over the course of her life in mind. But I, you know, she she said, incredible person. So my mother, who I'm I've ever been, I don't know who it is, but I don't like she tends to be much more private. She watches everything I do. But I don't usually name her for her own privacy reasons. You know, she would raise all four of us on her own, she never remarried, she went back to school, because she dropped out when she married my dad, and then had me, you know, urina. She got married in February of 67. They had me in mid November of 68. So she decided to go back to school, she completed her associate's then her Bachelor's than her Master's. And she went on to teach at the college where she got her nursing degree. And all of that joined the military before age 40, to become a nurse. And for the US Army, reserve corps, so she did a lot of really amazing things on her own, with me, helping out along the way, as the oldest child. So I learned to do a lot of things very young, that I probably wouldn't really be able to do now, in terms of watching siblings, cooking and cleaning, and things like that, but things that were otherwise really common at the time. And another big part of our lives was the church that we raised in. And because the whole family, my dad's family, was involved on both sides, my family were involved in the clergy, but the brother and cousins that we were most close to, went to the church where we went to and so they became a huge support system for my mom. And in a very interesting indoctrination process for me, that I would spend the better part of my teens and early 20s trying to undo. So that's the very early I, you know, we went to a private Christian school on scholarship. And when my mom graduated, they said no more scholarships. So I went to public high school, and did really well. You know, but I felt like I had been kind of thrown into this weird alternative universe where I had been used to being one of the only children of color in an entire school. And now I was in a school that was pseudo integrated. Different kids tended to be tracked based on their intelligence, but also, in part based on their socioeconomic status and, and race. And on my very first day, when I went to go in with the few kids that I didn't know, into the school cafeteria, I was stopped at the door and I was told that only the white kids ate in there, I had to go to the other cafeteria with the black and Spanish kids. And I was like, what, what are you talking about? And they were like, You eaten here. And that that was not something that my high school fixed for almost another 15 years when they finally decided to assign cafeterias, and eliminate a lot of staff. But other than that, I did choir, I did drama, I did all the things that I loved to learn, had its really great friends. And then couldn't afford to go to college. Now that my mom was working, I didn't get enough aid, and I wanted to be a doctor. And so I ended up getting just enough grants to go to community college. And then I went to work full time, and we went to school full time at nights. I went to work for Prudential insurance company, and they paid 90% tuition reimbursement. And I worked there in policyholder services, answering questions for agents for 10 states. Here I was, you know, the ages of 1819 20 ensiling complex insurance questions back when everything was in these little books, we would have to pull the pages out. And to replace them to update them. We covered all of New England and most of the East Coast with the exception of New Jersey and Massachusetts along scope   Michael Hingson ** 16:36 guard. So this was like 1987 88. Yes, exactly.   Barbara Anne Gardenhire-Mills ** 16:40 8788 89. And, and then one of the next major pivotal things in my life happens. Having been raised in a very fundamentalist religion, I had never been involved in any kind of a sexual relationship. And I got raped. And what was interesting about it, other than the fact that it was pretty bad and it was somebody I knew, I got angry. And that's, that pivoted me into advocacy. And I became a speaker. I spoke on college campuses, I spoke at my high school. I was like, oh, no, no, no, this is never going to happen to another woman. Right? Yeah. This is just not okay. And, and then I had this whole world of advocacy opened up for me. And it's funny, I'll never forget, I ended up changing my major. Because my political science class and my sophomore year of college, the professor has put a list of all of these different characteristics. He said, Well, what describes a typical politician and he was what in New Jersey, we now call commissioners, but back then we called them freeholders freeholders held land. And we put all these characteristics on a board of what a typical politician is. And he said, Georgia class, he said, Okay, everybody, if you aren't, at least, almost all of them, if not all of these, you never, ever, ever have a chance of holding any kind of high office or elected office in government. And I looked at him in my stereotypical, defiant way, when somebody says I can't do something, and said, Oh, really. And I changed my major to political science that week. And I would later tell him after I graduated from political science honors from what is now Rowan University, with concentrations in pre law and Women's Studies. I would eventually tell him go back and tell him that he was the reason why I changed my major. And he was just so blown away. He's like, Oh, wow, I'm so odd. Really told him why. And guess what, like many politicians, he ended up having an affair with a staffer and losing his his seat and his wife in the process. So I guess he was so much more like, far too many prostitutions back then, than what was listed on the board.   Michael Hingson ** 19:31 Do as I say, not as I do.   Barbara Anne Gardenhire-Mills ** 19:35 When I go ahead, no, go ahead. I was gonna say when I finished college, though, my first job right out of college. As I had left Prudential to go back full time to finish, which was good because by the time I got done Prudential no longer existed. They had moved their job offices to Jacksonville and have the office that I would have worked at had I stayed there like so many people said I should. Of course they He told me he really shouldn't leave this great job. And I said, Okay, really well watch me. And so again, I answered an ad in the newspaper. And I ended up going to work for the city of Bridgeton, in my field, actually working for the city in a new role for called the Community Development Block Grant sub recipient monitor. And my job was to create the infrastructure for monitoring funds from a community development block grants that were distributed to organizations in the community as a whole host of other things. And that was the beginning in 1992, of my 31 year career, other than one, brief six year return to insurance after having my son, my otherwise 31 year career in community and economic development.   Michael Hingson ** 20:59 So you got married along the way?   Barbara Anne Gardenhire-Mills ** 21:02 I did, but not yet. I stayed for a while. Yeah. Which is a really great question. I, I just wasn't ready. Yeah, I, I was in this I was in this weird world of, I was too white for most black boys. I was too dark for most white boys. I was not Latina. But that was what I was most often mistaken for, because of my skin tone and where I grew up. And, and I was often just a novelty, somebody wanted to be able to say that they had tried being with a black girl. And in 2012, when I was 23 years old, that culminated actually, in a second, much more serious rape scenario with a guy that I had been seeing. Who knew about the first one, we'd had conversations about the fact that his sister had been through something similar. And then myself and a friend went to a party at his house, and they, I didn't even drink, because I didn't want to be in that situation. And yet, I felt like I was drunk. And it didn't. We didn't talk about things like being date rape drugs, and things like that. But yeah, it was, it was bad. And I remember bits and pieces, and they were just kind of joking that they all wanted to know what it was like to be with a black girl. And, um, so I was very protective of myself in many ways for many years. And when I met my husband, I was in a, I was long distance seeing someone he was seeing somebody else, we could care less. And then we would be reintroduced a couple years later. And I was at a point where I was like, I just not I can't get involved with. I've had all these bad experiences with white guys and black guys. I just know, I was seeing a guy from Puerto Rico at the time. And as my husband likes to say, he just had to convince me that he was the only thing missing from my life. So he did what every other guy who wants to be with somebody does, he became a really good friend. And then we would end up finally getting married three years after our first date, which was a disaster, by the way, because our first date was literally the day of the very first Million Man March. Oh, and I said to him, What were you thinking we had ended up getting into a political conversation and realized we were about as diametrically opposed as one could be. And that's what he thought about. What was he thinking when he asked out a young black urban professional, he said he didn't know because he didn't realize I was black. He thought I was lucky not then. And then one of the jokes of that evening that still gets repeated to this day, I said, oh, and I suppose you haven't marched? And I suppose you've marched in a militia too. And he says, well, not lately. Now he was he had been on the north on a Civil War reenactment militia militia, but my husband would really appreciate your sense of humor. So no, in spite of that disastrous first date, next month, we will have been married for 25 years and together for 28. Any he was so everything I was not looking for at the time, which is probably exactly why it worked because I after all of those other experiences I had decided to find out. And we did, we got married. And, in fact, I was executive director of a nonprofit housing organization at the time, and it was selling, it's celebrating its 25th anniversary. So we postponed our talk about understanding guy, he's always supported me and said, You go be you. We actually postponed our honeymoon, so that we could get the anniversary banquet and celebration out of the way, and then go on our honeymoon without having that hanging over our heads. So he knew what kind of person he was getting together with. And he was he was fine with that. And so yeah, and we would go on, and I would have, we would have one son. And that was another pivot. This year, I was, at this point, I'm now running an organization that the nonprofit that I was with helped start, I'm used to like going around the country, and conducting training classes in housing counseling, and homeownership education for housing counselor is for the federal government on going all these great places. And then along comes this son, who God purposefully gave me to prove I have absolutely no control over anything. I remember Oh, my gosh, it was it was something else. And remember, and of course, you know, being a slightly older mom, at this point, I'm 33. Having a geriatric pregnancy just didn't sound right. At all, I'm like, Oh, my God, I've I've tested I'm sitting there in tears one day, like, how is it that I could testify and in front of the state legislature and congressional hearings that I can't get this kid to go to sleep? What is wrong?   Barbara Anne Gardenhire-Mills ** 27:10 got through it. I went back to the insurance industry. took a pause. 911 happened. I remember you. I remember seeing interviews with you on Larry King. And you know, one of the reasons why we chose our son's name, Colin, which is, the original Greek word for courage was after that happened, because we had, as you probably I know, you can relate based on having heard your story. I worked in Trenton and so there were people, a lot of people would commute by train. So someone I grew up with was lost. Very, very close friend of ours, his cousin was lost. But then there were other people that were actually supposed to be there that I was friends with, for various reasons that, like interviews were cancelled. A friend of mine who worked in Jersey City was supposed to cross over to work for Wall Street Journal, he was supposed to be there that morning, it got postponed to that afternoon. So many people that had so many close brushes. And so Colin seemed like a really good name. And, but it also drastically affected our funding as a nonprofit, because all the organizations where we were basically redirected already committed funds to World Trade Center efforts. And which is why to this day, I'm still firmly believe in cash accounting, and not the cruel accounting. And I went back into the insurance industry for six years. And it was fun. And I was underwriting manager for a company here in New Jersey. And and then, we unmerged with our parent company merged with another company and a whole bunch of changes started happening. And I ended up going through my next major pivot. I decided to leave a role where I was having a lot of difficulty with someone who was actively sabotaging my work. And so I decided to take a lateral move left a team of 19, several of whom were in extreme tears to help go create another department. And that behavior continued constant, what we would now call bullying but there was no such thing as bullying in the workplace. Right? And that would culminate in him. physically assaulting me on the job in a conference room full of leaders in front of witnesses. And he herniated all the discs in my neck. And what was really interesting about that is all of the other things that I had been through. They were emotional, and it was easy to recover. But the physical injury that I went in for a while I, my neck got everything swelled up so much I couldn't walk, I couldn't feel my feet. I couldn't function it was was incredibly painful. All of my C spine discs, were either damaged or bulged. And you would think, with so many people having witnessed it, it would be a no brainer, he would get fired. That's not what happened. Yeah, I was gonna ask. Yeah. That's not what happened at all. I would later find out through notes that he was giving a an a one time final warning, but this person had had a history of inappropriate behavior. And everybody would just chalk it up as to being that person. And so he had been there 20 years I had been there, three, and they decided that I was the one that needed to go. And they did what we used to call an insurance terms and other corporate terms called circle the wagons, protect their jobs. And that got ugly, very, very ugly. And Lisa Halloran was my hero. She was my, she taking the job was supposed to be a director was downgraded to a manager, which then downgraded me from management to consultant. And so she had only been there six months when this happened, she had transferred from another office. And in full integrity, she stood by me. Even when she personally was threatened, she stood by me. One point, she was told by the Vice President, I'm trying to save our jobs, you need to get in line. And she said, I would rather lose my job and be able to sleep at night, and do what you're asking me to do. And fortunately, for me, even though that left knee permanently partially disabled, I was able to find specialists, they did pay for one disc to be replaced. I did, New Jersey has binding arbitration, and the company pays for it. So there's not really much of an incentive for a binding arbitrator to actually rule in the favor of an employee. And they had argued in court that assaults were not not considered eligible for arbitration, but then tried to argue, in arbitration, that assaults belonged in court and the judge saw right through it and sent them all and joined everybody together, inviting arbitration and what was interesting is they lost. Wow, they lost and what what the ruling basically was was that the assault aside the way I was treated, including having ignored blatantly and openly admitted to ignoring their own grievance procedures process, that they had made a bad situation worse. And the funny thing is, then they then filed an appeal. At which point the arbitrator scathingly said, what part of binding arbitration Didn't you understand when you asked for binding arbitration? And they would eventually shut down all New Jersey operations. I, there's lots of rumors, I won't speculate. But yeah, almost everybody lost their jobs, all the way up to the top, including the New Jersey president. And I went back into government nonprofit work, and that's where I've been ever since.   Michael Hingson ** 34:26 You know, it's the insurance industry is a fascinating place. The reason I said early on that you joined in the insurance world in 1987 1988. Something like seven years before around 1980, maybe 1979. Probably 1980. Somebody in the National Federation of the Blind, which is the largest consumer organization of blind people, was at a meeting of insurance people Sitting next to a person from Prudential and said to this person, I think it also had to do with the National Association of Insurance Commissioners, but anyway said, you know, insurance companies won't provide life insurance for people who are blind. And this guy said, Yeah. And the person who I knew said, Well, why don't you do everything that you do based on evidence to actuarial statistics and evidentiary data? And you have mathematical models for everything? And the guy said, Well, absolutely. That's how we make all of our decisions. And my friends said, Well, can we see the evidence that says that blind people are a higher risk? And the guy said, Sure, no problem. Six months went by, without any indication that there was anything. And finally my friend said, so where's the evidence? And the guy from Prudential said, Well, we were working on it. We haven't found it yet, but it's there. And my friend said, you don't have any do you? You have been discriminating against blind people and other persons with disabilities is it eventually expanded. But you've been doing that simply based on prejudice, and a mistaken belief that we're a higher risk without any evidence to show for it. And on the other end, we as blind people know, we're not a higher risk. Well, what that eventually led to was a campaign in every State of the Union at the time, I was living in Massachusetts. So I ran the effort for the state of Massachusetts for the National Federation of blind in Massachusetts. But to get every state to pass a law that said, you can't discriminate against blind or other persons with physical disabilities, unless you can provide actuarial statistics or or evidentiary data. And to this day, of course, no one's been able to because it doesn't exist. Yeah. It wasn't scientific at all. It was prejudice. Yep.   Barbara Anne Gardenhire-Mills ** 37:00 Absolutely. Absolutely. And my husband had worked in that industry for a while. And yeah, and it both in the life insurance, but also in health and also in property and casualty. To be honest, at one point from in 95, and 96, I had gone back to insurance company, because I was recruited from a nonprofit specifically to help with a pilot program where they were reentering the urban environment to because they had stopped insuring in most cities, urban environments, because of flat roofs, and the fire risk that they support that they had. And my boss, an amazing person, his name was, Andre Howell had conceived of this idea that if we worked with people to help mitigate risk, we think that they'll actually perform well. And he was right. And we worked in a very specific target targeted neighborhood of Philadelphia, and offered like free inspections, and all kinds of things. And, and part of my job was to track the performance of that. Now, this was for all state at the time, and I will name them because at that time, they had lost more money in Hurricane Andrew than they had made in the history of the company. Yeah. And this is a program that they would eventually roll out across all the states. And I had been serving on the National Insurance Task Force which dealt with access, availability, and affordability, affordability of insurance and regional or in a metropolitan as well as rural areas, because there's a big issue with rural areas too. But interestingly, a division of theirs decided not long after I got there that they were going to start mass canceling and a non renewing policies in the state of New Jersey. And the actuarial logic behind it was they looked at all of the people who had had not an accident, apparently you get an accident every five years, they looked at all the people who had not had an accident within a five year period determined that they were due and decided that they were going to use a loophole in a tooth what was called the two for one law. For every two g non renewed you could take one new customer and they just started, guess what group hasn't had a car accident within a five year timeframe. Disabled people, seniors and those who only use vehicles for pleasure use. So here I was in the government relations divisions of a company whose state subsidiary was mass, non renewing disabled and non working individuals. We had agents that were losing clients like 90 a week, and of course, those individuals were taking other business with them, I've never. And this is on the heels of them having gotten in trouble because somebody had made a very inappropriate comment about why they wouldn't cover repairs to a property for a same sex couple. So it was a rough period for them that they would eventually overcome. But really just, that was some of the eye opening for me in terms of why my advocacy needed to be so much broader than just around women. So   Michael Hingson ** 40:28 is that what sort of really led you into dealing with the whole issue of inclusion and equity and so on?   Barbara Anne Gardenhire-Mills ** 40:36 Yes, because I had now at this point, I had worked. in Bridgeton, I had worked in Cherry Hill Township, I had worked in Camden, I had worked in Philadelphia, looking at all of this, I'm seeing all this happening, I'm looking at people use numbers in ways that they should never have to use them because they had their own proprietary insurance score. And I had to know that model. So I had to know what went into it, so I could teach it. And I realized that the problem was so much bigger than even the different things that I had in my life that were intersectional in terms of being a female being a woman of color, you know, I wasn't even dealing with the disability yet at that point. And, but just other things, and, and hearing the way people would talk about people, as groups and status as individual human beings.   Michael Hingson ** 41:34 You know, it's, oh, go ahead.   Barbara Anne Gardenhire-Mills ** 41:36 No, go ahead.   Michael Hingson ** 41:37 It's amazing, just how, as I said, Before, people do as I say, not as I do, how people behave, you know, and most people don't think about their own disabilities, all of you who have eyesight, and I've said it several times on this podcast, have a disability as well, your light dependent, just wait till the power goes out in the building, and you got to go off and try to scrounge for a flashlight or a smartphone. The thing is that, because so many people think that eyesight is really the only game in town, our society collectively, has worked really hard to make light on demand, a fact of life everywhere. And so we've spent basically 145 years developing this technology to make light on demand available, pretty much in a ubiquitous sort of way. So most of the time, you have light on demand until you don't like when I was in a hotel in March. And I've seen it other times since then, before being a building and settling, the power goes out and people start to scream and they don't know what to do. And the fear comes in, and I'm sitting there going so what's the problem? The the issue is, you guys are light dependent. And the reality is disability should not mean a lack of ability, because it's not. Disability is a characteristic that every single person on the planet has. And what we need to truly understand and do is to recognize that the characteristic manifests itself in different ways for different people. It doesn't mean it's not there. So let light cover up your disability, but you still have it. And you can say all day long, you don't. But you do. But but we're too arrogant sometimes to really address that and deal with it. And it's so unfortunate, when that happens so much in our world today. But but the fact is, that's that's the way it is. And so I talk about it, probably more than some people would like on the podcast, because I want the message to be heard by everyone. That disability does not mean lack of ability, and everyone has that characteristic in one way or another. For my part.   Barbara Anne Gardenhire-Mills ** 43:51 Yeah, go ahead. Go ahead. No, no, no, I was gonna say AB so lute Li and I loved hearing you talk about it, on the podcast that I listened to in the speeches that I listened to. Because disability disabled individuals are among some of the most discriminated individuals in this country. And that's planet. And, you know, when you were talking about what happened to you as a child in terms of what the doctors told your parents, you know, a lot of people don't realize that in this country in this country, till as recently as 1979. They were sterilizing women to keep certain women from being able to reproduce, because it will pollute the gene pool with disabled disability character, and   Michael Hingson ** 44:37 there were courts who backed that up. Yes. And supported eugenics like that. Yes, exactly.   Barbara Anne Gardenhire-Mills ** 44:43 And so, you know, I mean, depending on it had I didn't born in a different state, God knows what would have happened. Yeah. But you know, in California was one of the biggest ones. And, you know, a lot of people don't know that because we don't talk About those parts of our history, but whether I was paying attention, I'm really good at listening. And I realized that it's naturally human beings tend to want to group things. They all want to be seen as individuals, but they want to put everybody else in groups. And you could say, you know, people talk about, you know, different immigrants being stupid. I'm sorry, How many languages do you speak? Because they may be struggling in English. But most, most people I know, who have immigrated here know at least one if not five, or six. My Spanish is terrible got Mexico, to for my honeymoon. I mean, people who have all these diverse people, we are all wonderfully and perfectly made, depending on whether or not you believe in God, we've written to flee imperfectly made in God's image. Yeah. And if the Bible says God makes no mistakes, who are we to think that any one else is any less? More superior, less, less superior? Or that we're more superior than anyone else?   Michael Hingson ** 46:19 Well, except that in Oh God, George Burns said that he made a mistake, because he made avocado pits too large. Yeah. Oh, my God to sneak that one in.   Barbara Anne Gardenhire-Mills ** 46:34 Which is funny, though, only. But   Michael Hingson ** 46:37 I hear exactly what you're saying. The fact of the matter is, and kids especially I was talking with someone earlier today. And we were we were doing another interview, and we were talking about children and growing up and how kids are, are fun loving, they are full of adventure. And they don't have all of these agendas. And it's so unfortunate that we teach this in so many ways to children, and they grow up with these these horrible attitudes to a large degree, and there's no need for it. Children aren't evil. But we make them that way.   Barbara Anne Gardenhire-Mills ** 47:17 Well, we could say that about a lot of things, right? I mean, a thing is a thing. It's, it's how we use it. Now, children are born a blank slate, it's what we write on it. Right. And the younger, we can undo that the better. And which is a huge part of you know, you know, like I said, my third pivot was was my most recent pivot after going to grad school. Because I was determined, I was going to get that master's degree before I turned 50. And then getting long COVID. I was like, Okay, you're still here. What are you going to do with this? And I said, well, since grad school, I've been talking about it, because here I am this black female who's been, you know, the first list the first you know, first black female here at first black female there because I was lighter skin, I was palpable, which gets into a whole other issue. And I didn't say quote, unquote, sound black or growing up, the black kids would say your family talks white. Half of my family is white, all my cousins are all interracial. That was my way my dad's family was three possible shade. So it was just normal to me. But then in the post Obama era, it was a little bit more normalized. For a while, oh, if I had $1 for every time somebody said, Oh, she speaks so well. I'd be very, very rich. Well,   Michael Hingson ** 48:45 if I had $1, for every time somebody said, you're amazing. And of course, what they're really saying is, especially for a blind person, you know.   Barbara Anne Gardenhire-Mills ** 48:53 And so after getting COVID, and realizing I was still here, and seeing the spotlight shine on all things that were broken with our health care system, and then some, for anybody who was a person of color, who had an existing disability. Some of the things that I experienced. I actually had to I was like, Mom, you deal with the hospital, you're a nursing professor, you're Caucasian. They're not listening to me. You just deal with it, because they're not listening to me. Because there's so many of us continue to have to deal with ongoing symptoms before anybody would acknowledge that that was a real thing. The and so many people who are in the disability community, we're right in there with us. We're all in there together finding each other and social media and Facebook groups, because no one would listen to us. Mm. That's when I was like, Okay, it's, you're still here, you're here for a reason, it's time to get vocal about everything that's broken in this country about how we treat each other in general. And as the person of color in many organizations back when it was still called affirmative action. And having been part of integrating teams and corporate and government agencies, and seeing the narrative shift. Over the years, I was already getting concerned. And then when everybody was exposed to what so many of us knew, in the death of George Floyd and others, while everybody else said, Okay, stand up, this is a time for celebration, people are finally going to live, learn, change is going to happen, companies are issuing pledges everywhere, we're finally going to get the change that's been coming. And me, I'm on a webinar, still in very deep throes of long COVID with massive cognitive issues. And I said, here's my concern. And I meant to say backlash. I said, the black lashes coming. And that stuck. I see, I see, give it time. People know, when things aren't authentic. People know, when change is being shoved down their throat, people don't like being told that they're responsible for things that they didn't have happen. And saying, Now, you know, how it feels to be me is not the right response for that. And people started reading books about anti racism and all these things I said, I'm telling you, and then I repeat it, I said, I'm gonna keep using the word the black lashes coming since 2021, on record in a webinar. And now we have what we're seeing in Florida, and other states, and book burnings, and Supreme Court decisions. And all of these things as the pendulum swings back from one side to the other. And companies are eliminating diversity, equity inclusion programs, and people are leaving this fairly new kind of practice, for lack of better words. I mean, they've been, it's been slowly been evolving from diversity, diversity, inclusion, diversity, equity. And, and I've been saying for eight years, we're doing it all wrong. doing it all wrong. At no point, in over 20 years, if I ever brought a new hire into a situation without first addressing what needed to be addressed in house to create the environment that would make it possible for them to succeed, we should be doing it differently. And then, of course, after my assault, I was like, we have a serious civility issue. Just in terms of me, you can only legislate how people treat each other so much. But we have serious civility issues going on in workplaces that aren't being addressed, for all of the wrong reasons, across different groups. And it's time that we get our houses in order in terms of civility, then focus on creating the inclusive environment that it should be, then look at the equity issues within that environment, then you bring in the diversity hires that you want to bring in to help your company capitalize on the 30% return on investment that most companies that are diverse actually experience when they are run properly. In a truly, you know, culture add way, and then everybody can succeed. Otherwise, they're just hiring somebody that person comes in, they can't function, they quit. Everybody throws up their hands and says, Oh, well, we tried it didn't work, move on.   Michael Hingson ** 53:46 Tell me about purpose, build solutions and evolutions, if you would.   Barbara Anne Gardenhire-Mills ** 53:49 Sure. It's a purpose built solutions and evolutions while I was in grad school, and I've been doing coaching internally and externally, since 1997. And I was asked, in grad schools, what as part of one of my classes to come up with a two or three word way to describe what I am from a professional standpoint. And I described myself as a Resource Navigator. And because so many of my roles involved, either giving the answers or putting people into the direction where they could find the answers. And so I had been doing everything that you're not supposed to do as a business as a side hustle. And Maryam with long COVID I go ahead, I finally get my international coaching Federation certification that I've been putting off for 12 years. And my coach says, When you get to start a business, you've helped like 1000s of others when you can actually do it yourself. And I figured, okay, so put was filled solutions and evolutions was originally going to be purpose filled solutions and evolutions navigators. But I've refiled the service mark to drop the the navigators, even though I still use it. Solutions navigator was already taken. So I was like, well, everything I do is coaching around the purpose. Once your why what is your core purpose? I know mine, mine is helping others figure out theirs, and then achieve it. And after about three weeks of analysis, paralysis, and finally settled on purpose built solutions, and evolutions, a company that would offer the coaching that I had been doing, but also capitalize on my years of experience in various leadership roles, from supervisor up to Executive Director, as well as my Masters of Science and executive leadership and all that I had learned in grad school with a big focus on fixing what I felt was broken with what I call civility, inclusion, equity and diversity. And my company's turned to in June. And I have a team of consultants that support me, and a young woman that I hired from a program that I served as a leadership coach in breathe and shout out to Braven, which is a fellowship program for college students. I brought her in as an intern, and then hired her as my team. And she was a young woman who came here at the age of three, as part of her parents trying to escape Mexico. And she's DACA. And she's going through the citizenship process. And she couldn't find a job in the DEI space. And so we after a number of things, I asked her apologize for the parking. After a number of meetings, I asked her, Okay, we've had all these conversations about what I feel is wrong with the tape all of the information that I gave you, and then I want you to go and I want you to research and I want you to come back and tell me how you would redo my inclusion, equity and diversity program. And she came back. And she said, I think we need to start with mental health and physical disabilities. So this young woman who herself was an immigrant, who had was given carte blanche to look at everything that we should be looking at as part of a program that focuses on inclusion, equity and diversity, had every reason to throughout her life to come back with any number of options. And that's what she came back with. And I said, Okay, would you like a job as consultant? And how would you like to help me take take the lead and developing this program, and that's how paving the way to civility, inclusion, equity and diversity was born. Wow.   Michael Hingson ** 58:09 Well, that is pretty cool. And, and you're even making enough to pay her and everything, huh?   Barbara Anne Gardenhire-Mills ** 58:14 I am. That's a blessing. Unfortunately, it works out she's she's part time consultant. She just had her and her husband just had their second baby. And she's on maternity leave right now. But we did our first official full public offering of the program in June, it was very well received, people were blown away. They learned things, of course, that they were never taught and about everything from how the messages are even being manipulated to you know, you know why it's so important to see every person as an individual being and someone who I love Louis Brandeis Griggs was the one who I stole the spelling of it from because I would always say people want to be human beings. And he would always capitalize the B E. In being and so paving the way to civility, inclusion, equity and diversity, a new way of be in, in workplace and in life is our our most comprehensive flagship training program, who   Michael Hingson ** 59:24 have been some of the people who had the most influence on you as you're going through life.   Barbara Anne Gardenhire-Mills ** 59:31 My mom obviously has been one. I mentioned a couple of Lisa Halloran who stood by me when she had everything to risk. I have to ride or die. Best Friend's one. Unfortunately. Kathy Jagger passed actually. It'll be here next week. She was also a rape survivor and we met when I was 19. She was a little bit older too. She was 32. And we bonded and she was my best friend and mentor in so many different ways. She was the reason I went to work at Prudential. We went through all kinds of things together. And you know, she will she I referred to her as one of the greatest loves of my life. And the other one, her name is Maria Callahan, Cassidy, who she relocated to an amazing new position at Richmond University only weeks before Kathy passed. So I lost I fortunately didn't lose Maria, it's, it's hard because she's not here. But these are both people that I've known since my teens and have definitely shaped who I am. My son, actually, I've learned so much from him. My son is neurodiverse. He likes to say he's not on the spectrum. He broke the spectrum. Well, that's can and and, and he is hysterical and funny and incredibly talented and incredibly brilliant. And helping navigate the public schools where we live. And watching him continue to still get back up even when he was pushed down. Because in our school district, if you are not in the box, you're basically out of luck. So we had to get an attorney for our son when he was only in third grade, to fight for his rights, and the he knows himself. And really, his biggest challenge is he has something called dysgraphia. He can recite things verbatim, but you could give him that same thing to copy, and he struggles to copy it. And that was a very difficult educational experience for him. But now he's a mechanic, he's training to be a mechanic, he wants to own his own mechanic shop, he has a lovely girlfriend, Collins girlfriend is Ariel, they've been together since they were 14 and 16. And now they are 19 and 21. Going on 20 and 22. And she is the daughter I would have chosen. I call her the daughter I got to choose. And I've learned so much because of her a lot of her upbringing is very similar to mine, they say we've we're very careful to make sure it doesn't get weird. But they say you end up with somebody very similar to your parent. Ariel and I have definitely have a lot in common and and then I would be remiss if I didn't say my husband because even though we have a definitely have our different political beliefs. He has really just unleashed me. He, one thing he stands very firm on is equal pay for women after watching some of the experiences that I go through and he is constantly up, go do it. You got to do this, you got to speak up up, you've been offered a show. I should mention Joe Cole, Antonio, my coach, she is the one who did push me off the cliff to get my show by saying I'm booking you on a local talk show. So that you have two weeks, you have a couple of weeks to get ready to go announced your business is finally open. That's the other reason why purpose filled solutions and evolutions came in. But these are some really all unique but very interesting teachers in my life. So   Michael Hingson ** 1:03:36 tell me really quickly if you would about your talk show.   Barbara Anne Gardenhire-Mills ** 1:03:39 My talk show was an offshoot of Joe pushing me off the cliff, ironically, and we joke because Joe is my husband. But Joe is my coach and also probably one of my closest friends at this point. To Joe to Joe's once God wants J O. And Jo booked me on this talk show called Morning Coffee and gave me a couple of weeks. She said I know you can incorporate a business within 72 hours. I've seen you do it. You're going to do it. And so sure enough, on July 2 of 2021, I went in there. My business was two weeks old. And I announced and introduced myself and my one intern to the world. Somebody else who my son's girlfriend and told them about what I was looking to do and how I was going to change the world and the narrative and be a coach and offer services that I couldn't offer in my day job. And they came back to me and said the response to your episode was so amazing. Do you want to do a show? I was like, I was like I've always been the person on answering the questions or writing for government officials who are answering the questions. I've never been on that side of the mic. They said, Well, what do you think I said, Let me think about it. And I was originally going to call my blog, what the why? Kind of like instead of WTF, WT w. And I said, I have an idea. If you give me full control over who my guests are, would you be interested in doing a show called What the Why, and it would be conversations with diverse leaders from all walks of life, all races, genders, disabilities, ages, and I would interview them about what their purpose in life was and how they figured it out. And the station manager said, huh, yeah, let's do it. And so right now I'm on a brief hiatus because the station is in the middle of a move, but I'm in my second season. Of what the why with barber and and I have, I'm hoping to have you on in like, third season because you are so friggin awesome. And not because you're blind. You're just freaking awesome. Period. You just amazing. I'm completely and utterly amazing. But I have interviewed the smallest of businesses. My oldest guests had been in their 80s. My youngest recently was eight. He is a he's a math genius who video of him doing complex math at the age of three went viral. He was invited to join MENSA fours. Mom submitted it and he was accepted at age five. He and She both have long COVID Cynthia, shout out to Cynthia ad Nagin her brilliant son, Aiden. They're both brilliant. And she founded a health equity agency. And he is officially the paediatric spokesperson. He does not know he does not know his IQ. So cute. He had literally just turned eight a couple of weeks before I interviewed him in August. And one second, he's telling me what I need to understand about quantum singularities. And then the next second is holding up pieces of clay saying look at the ribbon I made. And he's what's funny about the interview we did is all three of us were having a level of a COVID flare up. So all three of us were having cognitive challenges. So   Michael Hingson ** 1:07:24 it was like a fun show.   Barbara Anne Gardenhire-Mills ** 1:07:25 It was fun. But you know, when you're with an eight year old, you roll with it. Yep. And we just kind of laugh with but he's, he's amazing. He is training to be a chess champion, because COVID has affected his ability to do outdoor sports. And he's homeschooled with a pod of other little young geniuses like Kim. And but I got to talk with the Sunni meet. One of the people I got to interview was the biker from the village people, ah, and the first woman to be the president of the National Association of government guaranteed lenders and, you know, some local elected officials. But then like, I found out a whole side to my hairdresser. And, and his story as a small business owner who's getting ready to hand it off to his daughter, now that he's in his 60s and I know what his journey was like and how his grandparents stood behind him as a black straight male wanting to do hair.   Michael Hingson ** 1:08:28 There you go. So you have lots of lots of people. I have one more question for you. This is a very crucial question. How tall are you?   Barbara Anne Gardenhire-Mills ** 1:08:38 five foot six.   Michael Hingson ** 1:08:40 And how tall is your husband?   Barbara Anne Gardenhire-Mills ** 1:08:42 five foot eight.   Michael Hingson ** 1:08:44 Ha we did not follow in our parents footsteps. Okay, I just wanted to check that out.   Barbara Anne Gardenhire-Mills ** 1:08:49 But here's the flip side to that though. Yeah, they were both named Joe. My dad was a Joseph. My husband is a Joseph.   Michael Hingson ** 1:08:57 There you go. And what's your son's name?   Barbara Anne Gardenhire-Mills ** 1:09:00 Colin   Michael Hingson ** 1:09:01 Cartwright. You said that Yeah. Well Colin Joseph. Okay. So there's a Joseph in   Barbara Anne Gardenhire-Mills ** 1:09:05 all of them in my dad was was rather dark for a mixed race man. All three of them are avid outdoorsman. In my husband's not into the same kind of football basketball. My dad was but all three of them were hunters. Okay. married to former vegetarian. Yeah,   Michael Hingson ** 1:09:24 there you are. If people want to reach out to you maybe learn about your coaching and and get in touch. How do they do that?   Barbara Anne Gardenhire-Mills ** 1:09:31 They can find me on LinkedIn. BGardenhiremills. And you spell it sure it's B G A R D E N H I R E. Mills. I'm on all forms of social media. And honestly, if they can get Barbara Anne garden Hire Mills if you Google that and What the Why it pops up the show airs on RVN R V N television.com as well as roku. And then I believe I forwarded you some some other links to the website. I'm not going to spell out our whole ridiculously long website because I'm actually I actually bought the URLs to shorten it. So   Michael Hingson ** 1:10:26 how do I find it on Roku?   Barbara Anne Gardenhire-Mills ** 1:10:28 I believe rvn because I don't have Roku that's why it's there. Yeah. But if you go on Roku you should be able to find the channel for RV and television is supposed to be on the Roku channels are and I'll check out under the Roku channels otherwise, RV and television or there's access to it directly from my website, which is my entire name spelled out a moment of weakness. It when I was having COVID Happy hypoxia which is really not happy. But I thought somebody said to me, Oh, let it you just name your website, your company and I thought, Oh, sure. Yeah, well, yeah, well, as if my name isn't long enough purpose built solutions and evolutions because you can't have an ampersand and a website.   Michael Hingson ** 1:11:08 No, that's okay. I'm gonna go hunted down on Roku though. That'll be kind of fun. Awesome. Well, I want to thank you for being here. And I want to thank you for listening. I love to hear your thoughts about today. This has been a lot of fun and firebrands, life and lessons are definitely worth paying attention to and I really value the time that we got to spend. I'd love to hear your thoughts, please feel free to email me Michaelhi m i c h a e l h i at accessibe A C C E S S I B E.com. Or go to www dot Michael Hingson H i n g s o n.com/podcast. To listen to more podcasts. But you can also find us wherever Podcasts can be found. And wherever you listen, please give us a five star rating. We appreciate it. We appreciate your insights and your comments and value them greatly. Now, of course, both Barbara Anne for you and for you listening. If you know of anyone who want to be a guest on our podcast, please let us know. We're always looking for more people to come on our podcast. I'm sure that Barbara Anne could talk to you about talk shows and in finding guests. So whatever. We'd love to hear from you and we really value your time and that you took the time to be with us today. And Barbara Anne one last time. T

One of the biggest challenges faced by companies is the transition of younger, less experienced individuals into leadership positions and the navigation of organizational politics. This challenge was brought to light during a conversation with Dennis DMaggio a Chief Human Capital Officer of a Fortune 100 company.Dennis entered the Organizational Development field in 2002 after a 10-year career in Health Care Management. Currently serving as Vice President and Chief Learning Officer in the Beverage Alcohol industry, Dennis is a frequent speaker at the Long Island Society for Human Resource Management, a panelist on sales coaching by the Corporate Executive Board and interviewed on the subjects Organizational Learning and Empathy in the Workplace by T&D Magazine and The Wall Street Journal.Dennis is certified as a Master Trainer through Development Dimensions International (DDI) and the Association for Talent Development (ATD). In addition, Dennis is qualified as an Expert Coach through ATD and certified with Marshall Goldsmith's Stakeholder Centered Coaching. In his coaching, Dennis employs Type, Style, Emotional Intelligence, 360 Feedback and Strengths tools and assessments.Dennis also serves as Board Chair for Heritage Instructional Services, an Educational Co Op in Maryland and volunteers with Better Angels, a nonpartisan group that strives to find common ground in today's heated political environment.Dennis serves as our Pro Bono Consultant for non-profit and charitable organizations.MAIN TAKEAWAYS:[00:02:26] Building intentional connections in business.[00:06:29] Surrounding yourself with brilliant people.[00:07:14] Success and leadership development.[00:11:01] Leaders derailing by making things better.[00:14:20] Workforce of younger people.[00:19:24] Replicating learning and development.[00:24:07] Mentors and navigating politics.[00:25:23] Mentoring in the workplace. [00:30:59] Slow down and focus on finding out intention before you react.[00:33:04] Understanding yourself through assessments.Purchase your copy of "Relationships that Work" on Amazon today at https://www.amazon.com/dp/B0CD2KJX17?ref_=pe_3052080_276849420

Maria Morukian (Gen X), recognized organizational development practitioner specializing in training, coaching, and facilitation with a focus on diversity, equity, inclusion (DEI), and intercultural competence, joins Yo to discuss trends in DEI, emotions that can be present when leading DEI initiatives, and how “jaggedy” those efforts may appear. They also get into intergenerational expectations and how the societal polarization could be shifting its way back.   Maria is the President of MSM Global Consulting, and an adjunct faculty member at American University's School of International Service.  She previously served in leadership and organizational development positions at the U.S. Office of Personnel Management's Federal Executive Institute and the U.S. Department of State. She has also served in leadership positions at Management Concepts and the National MultiCultural Institute. Over the last two decades, Maria has trained and coached thousands of individuals around the world to build practices for better communication, foster competent and respectful workplaces, and navigate conflict for meaningful culture change. She has worked with such diverse clients as PBS Distribution, the National Park Service, National Institutes of Health, the World Bank, and the Association for Animal Welfare Advancement..   3 Takeaways:  1.   There are numerous emotions likely to be present for leaders when implementing DEI initiatives (fear, shame, courage). 2.   We all want to have a balance of belonging and being recognized four our uniqueness. We want to be known for who we are. 3.   There are complex deeply entrenched systems which have been around for a long time. We have to be willing to see the process as “jaggedy” and may not come out right or the way we hope the first time we try DEI initiatives.   Related Episode: Ep 19, A Model for Diversity, Equity, & Inclusion More About Maria:  Maria is a sought-after speaker and has presented at numerous events, including TEDx, the Forum on Workplace Inclusion, the Association for Talent Development, Blacks in Government, and Ellevate Women's Network. Her work has been published in Forbes and TD Magazine. She is author of Diversity, Equity & Inclusion for Trainers: Fostering DEI in the Workplace (ATD, 2022), and has contributed chapters to ATD's Handbook for Training and Talent Development (ATD, 2022) and the upcoming Building an Organizational Coaching Culture (Taylor & Francis, 2023). Maria is host of the podcast Culture Stew, which focuses on the multidimensionality of identity and best practices in diversity, equity, and inclusion. Maria earned a dual Bachelor's Degree from the University of Michigan in Organizational Studies and Spanish, and a Master's Degree from American University in International Communication. She lives in Washington, DC with her husband and two daughters. She is an avid runner, dancer, reader, traveler, and lover of theatre. How to reach Maria:  Email: maria@msmglobalconsulting.com Website: www.msmglobalconsulting.com  FB: MSM Global MSM_global on Instagram Culture Stew podcast Book: Diversity, Equity and Inclusion for Trainers Maria's Upcoming Event: Ember, a unique community and co-designed learning experience for DEI leaders and practitioners at every stage of their development How to reach Yo Canny:  Our website: www.girltaketheleadpod.com  You can send a message or voicemail there. We'd love to hear from you! email: yo@yocanny.com (Yo) FB group: Girl, Take the Lead https://www.facebook.com/groups/272025931481748/?ref=share IG: yocanny (Yo) YouTube LinkedIn: https://www.linkedin.com/in/yocanny/

With just one week to go until the highly anticipated Ohio HR Conference, we are thrilled to continue our series leading up to the event by chatting with Tiffany Prince, another esteemed speaker. On this episode of the podcast, Tiffany offers a glimpse into her upcoming presentation, "Workplace Evolution: Unlocking the Potential of the Metaverse." She also shares her invaluable insights on cutting-edge technologies like AI and the ways in which HR can utilize them for success. Don't miss this episode, and or the opportunity to join us at the 2023 Ohio HR Conference from September 20-22, at Kalahari Resorts in Sandusky. The HR Like a Boss podcast will also be streaming live on the Willory YouTube channel from the event on the afternoon of the 21st. If you're attending the conference, we hope to see you there, and if not, we hope to see you virtually! About Tiffany Tiffany Prince, founder of Prince Performance LLC, is an internationally renowned speaker with extensive experience in leading, developing, and empowering others. Serving a wide array of corporate and government clients, she develops and delivers customized coaching, training, and workshops that help organizations fill employees' skill gaps, neutralize the negative effects of globalization, and build more inclusive workplaces. Tiffany obtained her Master's degree in Business Administration, majoring in Global Business Management, from Pepperdine University. She is certified as an ICF ACC Executive Leadership coach and has served in multiple board member roles for the Association of Talent Development (ATD), including as the President of the Metro DC Chapter, VP of Membership of ATD Chicagoland, and recently as a National Advisor for Chapters for ATD. She currently is serving on the Business Intelligence Council of Chief Learning Officer. Tiffany is the author of the book, “Top of the Mountain Leadership: The Future of Performance and Productivity in a Technology Changing World.” About HR Like a Boss HR Like a Boss centers around the concept that with the right passion to be and think different, HR and business professionals can do amazingly awesome HR. People who do HR like a boss understand business concepts, what makes people tick, and how to approach HR as more than a compliance or cost center. This podcast builds the foundation for John Bernatovicz's upcoming book, "HR Like a Boss." If you're ready to take your HR career to the next level, this is the podcast for you. Share any comments with bridgette@willory.com. --- Send in a voice message: https://podcasters.spotify.com/pod/show/willory/message

The Association for Talent Development (ATD) is a global professional association with members in 120 countries. ATD supports professionals in achieving their full potential by improving their knowledge, skills, and abilities in the workplace. Ahead of ATD's Government Workforce Conference in Washington D.C. next week, FEDtalk sits down with the team to discuss global workforce trends, challenges related to skills-based hiring, and how the conference will bring together industry leaders and government practitioners to improve talent.FEDtalk host Jason Briefel, Director of Government and Public Affairs at Shaw Bransford & Roth P.C., is joined by ATD's Director of Content, Justin Brusino. Brusino discusses how the association and the conference bring together practitioners from industry and government to share, learn, and network.Additionally, Dr. JJ Walcutt, editor of forthcoming ATD publication, “Modernizing the Federal Workforce: Hiring, Developing, & Retaining Top Talent,” joins to discuss what she is excited about during this year's conference and her work to improve government talent. The publication will be released digitally during the conference.The conference is on September 12 in downtown Washington DC at the Walter E. Washington Convention Center. FEDtalk listeners can still sign up to attend, with a 50% discount code: GOV23SAVE50Conference website https://governmentworkforce.td.org/FEDtalk is brought to you by Shaw Bransford & Roth P.C., a federal employment law firm. Bringing you the insider's perspective from leaders in the federal community since 1993. Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The Association for Talent Development (ATD) is a global professional association with members in 120 countries. ATD supports professionals in achieving their full potential by improving their knowledge, skills, and abilities in the workplace. Ahead of ATD's Government Workforce Conference in Washington D.C. next week, FEDtalk sits down with the team to discuss global workforce trends, challenges related to skills-based hiring, and how the conference will bring together industry leaders and government practitioners to improve talent. FEDtalk host Jason Briefel, Director of Government and Public Affairs at Shaw Bransford & Roth P.C., is joined by ATD's Director of Content, Justin Brusino. Brusino discusses how the association and the conference bring together practitioners from industry and government to share, learn, and network. Additionally, Dr. JJ Walcutt, editor of forthcoming ATD publication, “Modernizing the Federal Workforce: Hiring, Developing, & Retaining Top Talent,” joins to discuss what she is excited about during this year's conference and her work to improve government talent. The publication will be released digitally during the conference. The conference is on September 12 in downtown Washington DC at the Walter E. Washington Convention Center. FEDtalk listeners can still sign up to attend, with a 50% discount code: GOV23SAVE50 Conference website https://governmentworkforce.td.org/ FEDtalk is brought to you by Shaw Bransford & Roth P.C., a federal employment law firm. Bringing you the insider's perspective from leaders in the federal community since 1993.

Measuring impact is notoriously difficult but without it, our profession cannot progress, and we won't fulfil our potential. There is a huge role for Learning & Development in the upskilling and reskilling efforts required to plug the skills gap, but we won't do that without holding ourselves accountable for actual impact. In this episode - and first in a mini-series on L&D impact - our panel explores what this means and the practical steps it will take us to make a planned and meaningful impact. KEY TAKEAWAYS Work out in advance how you are going to measure the outcomes. Get down to the brass tacks of what each department and person should be doing. Seek clarification, and ask what does that look like?  Often, it will take time to get proper answers. Communicate your success using stakeholder metrics and language. Use success case interviews and qualitative data. BEST MOMENTS'What we're striving to do then is show that our training or learning interventions can impact on some business metric. ''Make impact a forethought rather than an afterthought.' VALUABLE RESOURCESThe Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/ Bonnie Beresford BioBonnie is a human capital strategist and performance consultant, researching, designing, analysing, and evaluating human performance improvement initiatives that are aligned with real business needs that are focused on improving measurable business outcomes. Bonnie is also the creator of the Measurement Map(R) to illustrate the causal chain of evidence between human capital interventions and measurable business outcomes.You can follow and connect with Bonnie via:LinkedIn: https://www.linkedin.com/in/bberesfordphd/Website: https://www.gpstrategies.com Laura Paramoure BioLaura Paramoure, EdD, has more than 25 years of academic and private sector experience in organisational development, learning measurement, and training design. She has conducted primary research to develop thought leadership on learning effectiveness and measurement culminating in her dissertation Perceptions of training and non-training managers of organisational impact measures based on design intent.As a recognized thought leader in learning evaluation and impact, Dr. Paramoure regularly speaks about training ROI at seminars for organisations such as Association of Talent Development (ATD) and International Society of Performance Improvement (ISPI).You can follow and connect with Laura via:LinkedIn: https://www.linkedin.com/in/laura-paramoure/Website: https://www.eparamus.com Kevin M.Yates BioKevin is the Learning & Development detective, solving the mystery: “What is the impact of learning?” He does this by investigating how learning activates performance and business goals. He is also author of the eBook,

It was both an honor and a delight to welcome one of my first and best guests back onto the pod. In today's episode, Tom talks about his recent experiences with taking time away and how intention plays a critical role in making that possible. We also discuss how businesses and podcasts grow and evolve over the years, and how his own relationship with the ICF has also progressed since he began his work as a coach. Beyond that, we explore the fascinating tension between what coaching IS...and what it ISN'T, and how that plays out in the coaching industry. And for the cherry on top, Tom also shares the executive coaching community he leads through the LA chapter of the ICF, with links below to find out more. Tom has been coaching senior corporate leaders for more than 30 years, helping to soften disruptive executives and amplify the look and sound of leadership…which also happens to be the name of his podcast, now in its 15th year. He's a Senior Executive Coach on the rosters of many coaching consortiums nationwide, being an active member of the International Coach Federation (ICF) and the Association of Talent Development (ATD) which, in 2010, awarded him with their Lifetime Award for continuing contributions to the fields of training and development. To learn more about Tom:https://essentialcomm.com https://www.linkedin.com/in/tomhenschel/ Other links: ICF Los Angeles Chapter Executive Coaching Special Interest Group To learn more about the podcast, please visit: https://boxer.agency/conversations-with-coaches/

According to the Association for Talent Development (ATD), companies that offer comprehensive training programs have 218% higher income per employee than companies without formalized training. It is clear that organizations need to be investing in training to increase productivity within their teams, but how can leaders do this in the most effective way? Shawnna Sumaoang: Hi and welcome to the Win Win Podcast. I'm your host, Shawnna Sumaoang. Join us as we dive into changing trends in the workplace and how to navigate them successfully. Here to discuss this topic is Jim Jones, principal consultant at Highspot. Thanks for joining, Jim! I'd love for you to tell us about yourself, your background, and your role here at Highspot. Jim Jones: Thanks, Shawnna. It’s really great to be with you today. As you said, my name is Jim Jones. I’m a principal consultant on our strategic enablement services team. I’ve been at Highspot since October 2021. Before that, I was a two-time Highspot customer and I launched Highspot at two different organizations before joining the company and have been in enablement for almost a decade and a half. Before that, I was a really terrible salesperson, but I learned what it meant to carry a bag and live in a quota position. SS: We’re excited to have you here, Jim. I have the opportunity to work with you when you are a customer and we are excited and glad to have you in-house at Highspot. Now, to dig into some of the things that we wanted to chat about today, Jim, in recent years, I think we’ve all seen that the selling landscape has gotten a lot more complex and training is really becoming more important than ever before. Can you share why you think leaders should be prioritizing training and coaching, especially in times of economic uncertainty? JJ: It’s interesting to think about training over the spectrum of the years and the move to much more complex selling environments. Today, especially in times of economic uncertainty, our ability to really drive sales productivity on a per-head basis is just so critical to us. Gone are the days where we can simply throw numbers at attainment numbers and hope that we have enough bodies on the pitch to cover the spread. Today we have to be much more thoughtful about driving productivity and making sure that the team that we have on the field is delivering the types of results that are meaningful to the organization. Our ability to both train to those specific successful selling skills as well as the ability for our frontline managers and leadership team to coach to those skills is critical in delivering the type of outcomes that we need to have in this. SS: I couldn’t agree more. Jim, from your perspective, how can the Highspot training and coaching platform make it easier for leaders to create training collateral to help the reps be even more successful and productive in today’s times? JJ: The one thing I love about the Highspot training and coaching platform is, from my perspective, it’s the first training platform that’s purpose-built for revenue teams. One of the challenges that we face is the twofold dilemma when it comes to training, which is that there is a tremendous intellectual burden simply getting reps up the ramp to understand and know the ins and outs of the solutions we’re offering to the marketplace. That piece hasn’t gone away. We still have to train for knowledge. One thing that I think that we do differently is to very specifically train to what I should be doing, not just what I should know. One of the things that I think is really powerful is within Highspot we have a thing called the strategic enablement framework that many of you may have listened to the podcast on. One of the fascinating things that I’ve seen is we did an internal training on Highspot training and coaching on strategic enablement framework, and associated with that training was a link to the thought leadership piece on strategic enablement, and today, that’s the third or fourth most used content piece in our reps selling activities. By connecting content within the scope of the training, we find that there’s actually a direct connection between what the reps are learning and what the reps are using on a day-to-day basis in their selling efforts. I think that’s a really unique perspective in that the reps are immediately given opportunities to put their training and action in a selling activity, and I think that’s really powerful. SS: I couldn’t agree more. Talk to me a little bit more, Jim, about how training can impact productivity, and I’d love it if you have some best practices for training techniques that you’d recommend. JJ: We could go for days on ideas of how to best activate your training programs, but I think it goes back to that core piece within our strategic enablement framework where we talk about the call to action. Over the course of my career, I have been involved and worked for companies with tremendously complex selling solutions, and it seems like for a big portion of my career, just getting reps up the ramp to understand the breadth and complexity of our products seemed like a monumental task in and of itself, and it’s certainly not any less today than it was 10 or 15 years ago. What we really have to begin to focus on is the what to-dos, what we in the strategic enablement framework call the ‘call to action'. What are those things that our top-performing reps do consistently over the course of the selling life cycle that set them apart from the rest of the crowd? By really focusing our training on those activities, like how I catalyze behaviors and how I catalyze actions through my training. Those are the sorts of things that we really need to start to focus on. We can’t abandon the training for knowledge, but we really have to make a hard pivot to say, what am I getting my reps to do better or do more of through my training efforts? Those are the things that will ultimately drive the outcomes that we need for the business. From a best practices perspective, I think there’s really starting with this idea of what it is that I want reps to be doing. I see so much of our training across multiple different organizations where they don’t tie a specific call to action to a training class. I always love to use the acronym TSWBAT, the student will be able to… fill in the blank. If I start with that and I actually know what I want the learner to do at the end of the training, it makes it much easier for me then to tie my training to a specific selling activity, which then hopefully will deliver top-of-growth pipeline and sales revenue increases. For me, that’s just critical that we get to that point in our training development. SS: I love some of those recommendations. Now, Jim, on LinkedIn, you shared that you’re working to transform the conversations sales teams are having with customers. How do you drive this behavior change through training and what role does Highspot play in your training strategies? JJ: Years ago I had our VP of Product Management come to me and say, how do you know that your training efforts are being successful? I think a lot of it centers around this idea of what is the value conversation that we are teaching our reps to deliver and that’s really the transformational sales conversation. I love the fact that within our platform, we’re teaching reps how to consistently deliver that value message and it needs to be critical. At the core of every training that we deliver is how do I know that you’re delivering that? Within Highspot training and coaching, things like submitting video pitches help me then see, or hear, probably more specifically that the reps are starting to pick up that value language and use it on a day-to-day basis. The thing that we know about top-performing reps is that they have the agility to adapt to specific selling situations and deliver the most powerful value message for that persona at a given time. We can measure that with things within our training and coaching platform, and we can also use it to make sure that our frontline managers are reinforcing that value language with our sellers as well. Something that makes an immediate impact on our ability to convince prospects that our solution can help them run a better business. SS: Absolutely. Now, in a similar vein to what that sales leader asked you, I feel like a lot of enablement practitioners are also asked a similar question to this. How does behavior change correlate to productivity? JJ: Great question and I think one of the things that we, in the enablement world have long debated on is what behavior change means and how we actually activate it. I think of it kind of in two different ways. When we think about sales productivity, there are only really two things that I can ask reps to do, do something better, or do something more. It’s really around this idea that I can’t really measure behavior change at a macro-level, but what I can do is begin to see whether or not a seller is more engaged with the types of selling activities that I need them to be doing on a consistent basis. For instance, one of the things that I love to do is if a rep goes through a training course within our training and coaching module, is that rep is now going and viewing things on our content side? Are they more engaged with things like sales plays and sales kits? Can I actually begin to see them pitching more content to prospects in their top-of-funnel development? What that does then allows me to draw a direct connection from my training to selling activities that says this training catalyzed behavior change in the way that I can actually observe through the use of further engagement in the platform, sending out more pitches, and more prospect engagement. It’s no longer kind of the black box of training where I just run people through a bunch of courses and hope for the best. That strategy just has never worked and never will. SS: I agree. Smile sheets no longer count quite as much when it comes to correlating your results to impact. In that same vein, what are some of the key results that you would encourage leaders to be looking for and tracking when it comes to behavior change to see how training is landing with their reps? How has Highspot helped to gather some of these insights? JJ: It’s a great question and I think that really focusing on selling activities is critical. So often I see enablement teams struggle with this idea of how do I actually assess whether or not my training is making a difference. I’m in the midst of writing a paper on how to do assessments, and it’s an age-old problem where what we test for is retention or recall, and what we really need to then begin to do is how we assess for improved activity levels or how do we look for the acceptable evidence that the training that I’ve delivered has given me an uplift in productivity. As I said before, actually being able to draw a direct connection to some type of selling activity. In Highspot it’s really easy. One of the things that I love is to go in and if I’ve done training on a specific solution or a launch or a product or a point of view that we have as a company, I can then begin to see reps engaging their prospects with that value language through things like pitches or shared content. Highspot allows us to draw those correlations in a way that we’ve taken out the mystery. If I have a rep go through a training and I see no uplift in activity, I see zero pitches sent out to their prospects, then I know one of two things. A, either that rep is underperforming, or B, quite honestly, maybe my training missed the mark and I need to go back and look at the training that I’ve delivered. No longer are we just throwing things against the wall and hoping for better outcomes. We’re actually connecting those things in a way that’s more concrete and meaningful and actionable. I think that’s a huge part of what we bring to the market. SS: I couldn’t agree more. Last question for you, Jim. To close, can you share your predictions for the future of training and how sales enablement will continue to play a key role in ensuring that we’re really preparing our reps for the future? JJ: I think if I were gonna be a contrarian, I might say that we would likely be in the same place we have been in the last 20 years where training continues to muddle along in the same way, but I actually think that this downturn has acted as an opportunity for us to really think about training in a much more focused manner. I think what we will begin to see is training shifting around away from solely the what to know piece to the what to know and what to do part. If we can’t tie those two together in very concrete ways, we’re simply going to be doing the same thing we’ve been doing for the past 20 years. We've often talked about the Pareto distribution or the 80/20 rule where 80% of our reps are mid performers and 10% are top performers, and 10% are bottom performers. We can no longer rest on that formula. We have to be able to move the frozen middle so that they are actually moving towards top performers and the only way we can do that is to make sure our training has clear desired objectives that are tied to rep activities that lead to rep productivity. I think that in the world of sales training, we’ve got to get to a place where we’re really more focused on what to do's, and hopefully, those will be the things that we can tie to specific selling outcomes. Hopefully, that’s what the future looks like. I’m anxious to see how that plays out in the coming months. SS: Thank you so much for joining us, Jim. I appreciated your insights on training and coaching. To our audience, thank you for listening to this episode of the Win Win podcast. Be sure to tune in next time for more insights on how you can maximize enablement success with Highspot.

Step into the spotlight with Yvonne Henderson Decker on episode 86 of Make Your Mark Podcast! Join your host Kay Suthar as she sits down with the personal style and image consultant to discuss the journey from feeling invisible to making a bold statement. From learning to sew to attending the London Image Institute, Yvonne shares her expertise on the impact of appearance and the importance of dressing to align with your desired image. Uncover common style pitfalls and get tips on discovering your visual signature.Here's a breakdown of what to expect in this episode:Yvonne's Journey of Building a Successful Business and Finding Her Own StyleComprehensive Image Consulting Services by YvonneThe Importance of dressing appropriatelyEstablishing your own styleCommon mistakes in dressingAnd so much more!About Yvonne Henderson Decker:Yvonne Henderson Decker is the Founder & CEO of The Signature Image and an Image Consultant. Ms. Decker has over 25 years of experience in the image, fashion consulting, jewelry, and dressmaking industries. Yvonne spent some time modeling and producing, and directing regional fashion shows. In addition, she has facilitated workshops and seminars in the corporate arena and conducted beauty workshops for Sears, Roebuck & Co.Yvonne is passionate about helping women executives transitioning into leadership roles align themselves for a seat at the table where they can be heard, be taken seriously, and get the respect they deserve in the workplace. Yvonne obtained a certification in image consulting from the prestigious London Image Institute in Atlanta, GA. She also holds a Bachelor of Professional Studies in Organizational Leadership and has completed graduate work in Human Performance Improvement. Yvonne has written two books, "Developing Your Business Image," which is used in seminars, and "A Woman of Beauty."   She can speak at large and small conferences, organizations, business groups, and universities. Yvonne is a member of the Association of Image Consultants International (AICI), the Association for Talent Development (ATD), as well as a member of Chicago Women Leaders. She is currently the VP of Membership on the AICI Chicago West Chapter's Board and previously served as the VP of Communications. In addition, Yvonne is a former member of Women in Management, serving on the Communication Committee as the Newsletter Editor.Check Yvonne on…LinkedIn: https://www.linkedin.com/in/yvonne-henderson-decker-aici-95179025/Instagram: https://www.instagram.com/thesignatureimage/Website: https://www.thesignatureimage.net/Connect with Kay Suthar!Website: https://makeyourmarkagency.com/LinkedIn: https://www.linkedin.com/in/kay-suthar-make-your-mark/Go ahead and check out my podcast agency: https://makeyourmarkagency.com/For more info, please feel free to email me at kay@makeyourmarkagency.com

This week I am seating down with Melissa Daimler, Chief Learning Officer at Udemy and author of the book ReCulturing, to talk about corporate culture. Melissa helps leaders design, operationalize, and scale their culture. She currently serves as the Chief Learning Officer for Udemy, where she develops learning strategies for both customers and employees. Melissa brings over two decades of experience across Learning and Development, Talent Management, and Organizational Development. Prior to Udemy, Melissa created and built Learning, Organizational, and Talent Development functions for Adobe, Twitter, and WeWork. She is a speaker, panelist, and contributor to broad industry publishers including Harvard Business Review (HBR), Huffington Post, Chief Learning Officer, and Chief Talent Development Officer magazines. She has served as board member for the Association of Talent Development (“ATD”) and the Advisory Board for the University of San Francisco, Master's Program for Organization Development. One of the first coaches certified by the International Coach Federation (“ICF”), Melissa graduated from the Pepperdine University Graziadio Business School with an M.S. in Organizational Development. ---------------------------------------------------- Additional Resources: Grab a copy of Melissa's book: https://amzn.to/3EyTOsU Enjoying the podcast? Would you like to get bonus conent like exclusive podcast episodes, trainings, tools and more? - Join our Patreon Community - https://bit.ly/leadingyourselfpatreon Join the Monday Motivation Newsletter, Not your average newsletter —Start your week with new intentions, productivity tips, and small shifts we can make together. - https://bit.ly/mondaymotivationemail --------------------------------------------------- LET'S CONNECT:

Do you want to leave your job? Do you want an entirely different career, but don't know where to start or think it is too late to make that kind of change? Listen in as Maria Scarangella and  Deedre Daniel talk about:

Melissa Daimler helps leaders design, operationalize, and scale their culture. She currently serves as the Chief Learning Officer for Udemy, where she develops learning strategies for both customers and employees. Melissa brings over two decades of experience across Learning and Development, Talent Management, and Organizational Development. Prior to Udemy, Melissa created and built Learning, Organizational, and Talent Development functions for Adobe, Twitter, and WeWork. Melissa is a speaker, panelist, and contributor to broad industry publishers including Harvard Business Review, Huffington Post, Chief Learning Officer, and Chief Talent Development Officer magazines. She has served as a board member for the Association of Talent Development (“ATD”) and the Advisory Board for the University of San Francisco, Master's Program for Organization Development. Melissa is also the author of the McGraw Hill book, ReCulturing: Design Your Company Culture to Connect with Strategy and Purpose for Lasting Success.We talk all about culture, including what it takes to build a strong company culture, what she's learned from her experiences in different cultural environments. This includes WeWork, and when she realized they weren't going to change. Melissa shares how she's managing her worklife now as an executive, author, and speaker, and the systems she's put in place to keep up with all of her activities.To stay up to date on future episodes and learn more from Alisa, sign up for her newsletter.If you like what you hear, please subscribe to the podcast!Learn more about Melissa Daimler | LinkedInFor more stories and advice on founders and CEOs, head to alisacohn.com

We live in a time when technology has made it possible for people from all over the world to work together as one team. CHROs have been at the forefront of this change, creating new ways that employees can be engaged and motivated while achieving personal success outside their jobs with flexible schedules or remote working options. Learn more from Jeanne Meister as she shares with host Shari Simpson the results of the Executive Networks research from the CHRO's perspective on all things future of work. Guest: Jeanne Meister, Executive Vice President at Executive Networks Jeanne is the best-selling author of three books, Corporate Universities: Lessons in Building a World- Class Work Force, The 2020 Workplace: How Innovative Companies Attract, Develop and Keep Tomorrow's Employees Today, and The Future Workplace Experience: 10 Rules for Mastering Disruption in Recruiting and Engaging Employees Jeanne's books have received the Silver Best Business Book Award for Human Resources professionals and the Bellwether award, by the Community College Futures Assembly. Jeanne is also a regular Contributor to Forbes and Harvard Business Review. Jeanne is leading a multi-client research program for Executive Networks on the Future Role of the CHRO, the Future of Working and Learning and Employee Well-being. Jeanne is the recipient of the Distinguished Contribution in Workplace Learning Award, given to one HR executive each year by the Association for Talent Development (ATD). This award honors Jeanne's body of work in preparing executives for the future of work. Jeanne is also the recipient of the Colin Corder Award for Outstanding Achievement in Workplace Learning by The Learning and Performance Institute (LPI). During 2021 and 2022, Jeanne was named 21 HR People To Follow in 2021, 100 Most Influential People in HR, Top 100 HR Tech Influencers for 2019, 2020, 2021 and 2022, Top 100 HR Influencers in 2022 and Top HR Experts to Watch in 2020 by People Managing People Magazine. Jeanne is a sought-after expert on the future of work, having appeared in CIO, CNBC Power Lunch, CBS News, CNN, Fast Company, Fox Business, Harvard Business Review, HR Executive, NPR, SHRM Magazine, Market Watch, Time Magazine, The Globe, and Mail, and WPIX, New York. Jeanne was previously Vice President of Market Development at Accenture (www.accenture.com). Jeanne is a member of the Executive Committee of Excelsior College Board of Trustees. Jeanne is a graduate of the University of Connecticut with a Bachelor of Arts degree and a Master degree from Boston University. Mentioned in the episode: The CHRO Of The Future: Strategies For A New World Of Work Executive Networks'Global CHRO of the Future research LinkedIn: https://www.linkedin.com/in/jeannemeister/

Becky Magnotta is a leadership coach that finds the magic in metaphors – my coaching; think of it like a three-legged stool! – and you'll never look at another three-legged stool in the same way again; it's the triad that works!! Becky isn't afraid to give feedback, even the kind that could get you fired, and recognises there is a gift in everything but sometimes gifts come in ugly packages! As a concert pianist, Becky brings the gift of curiosity, joy and awe in her ability to listen and recognise patterns in people. Homestead Coaching and Consulting, LLC., builds on a family legacy of great leadership, focused on the notion that everybody deserves a great place to work, building others through accountability and feedback. What's going to be your learning takeaway from this ‘Tyrannosaurus-Bex' episode? Coaching Moment – Ask those simple, pertinent questions. 1:20 Coaching Moment – Not working harder than your client! 3:06 Sliding Doors – Sometimes gifts come in ugly packages! 6:44 (Kim Miles – https://www.opendoorcoachingusa.com/podcasts/the-coaching-podcast/episodes/2147691667 ) What makes a great coach? 10:30 Great questions, make great coaches - What keeps you coaching? 12:43 (Judy Sabah - https://www.opendoorcoachingusa.com/podcasts/the-coaching-podcast/episodes/2147727342 ) Homestead Coaching – A family legacy. 14:05 Characteristics of a great leader – Accountability Cycle 17:10 Performance anxiety as a concert pianist and self-compassion 19:35 What do I use from my Piano in coaching. 23:50 Association for Talent Development (ATD) 24:08 Accountability – This could get me fired! 29:25 (Chris Kachel – https://www.opendoorcoachingusa.com/podcasts/the-coaching-podcast/episodes/2147713627 ) My coaching; think of it like a three-legged stool – it's the triad that works! 32:49 What is the gift? There is a gift in everything. 37:54 Becky-isms – The magic in metaphors! 39:33 Becky Magnotta, MBA, PCC, CPQC Leadership Coach and Leadership Development Expert Becky Magnotta is the founder and Executive Coach & Consultant for Homestead Coaching and Consulting, LLC. https://www.homesteadcoaching.com/ She has over thirty years of corporate experience with Lee Hecht Harrison and BetterUp, and twenty years of Leadership and Talent Development experience. Becky received her formal coach training from Blue Mesa Group in 2015. She is a Certified Positive Intelligence Coach (CPQC), and achieved her PCC Coaching Community of Practice. She is currently serving her second year as Director of Communications for the ICF-Colorado Chapter. Becky Magnotta was the Chair for the ATD International Conference (a 13 thousand-person event) and a member of the Planning Advisory Committee in 2020, and 2021. Becky enjoys public speaking and has presented talent management, leadership, and coaching topics at many conferences and events including; ATD International Conference, ICF's International Coaching Week, Human Capital Institute Employee Engagement Conference, EX Impact, and South Oil and Gas Leadership Meeting. Becky has a bachelor's degree in Piano Performance from the University of Denver, and an M.B.A. with a finance emphasis from Regis University in Denver. Outside of work, she enjoys reading, traveling, and the sights and sounds of Colorado with her husband, Steve. For more great coaching information and links visit: The Coaching Podcast website https://www.opendoorcoachingusa.com/

ATD's Government Workforce Conference is coming! On September 8th, the Association for Talent Development (ATD) is hosting a conference to help connect training and development industry leaders with you.  Dr. JJ Walcott and Mr. Reese Madsen, government training experts, explain why this event will be helpful and productive for you and your teams. Click here to register.

Jena Jake is a Licensed Associate Counselor, Certified Coach and a proud Soul Streaker! She is a self help expert that uses the principles of coaching and spirituality to help others embrace a life of emotional freedom. With her guidance, her clients have been able to move the needle in their life to overcome old patterns that she calls “emotional tattoos.” When these “tattoos” go unchecked, we default to childhood habits. This lack of self worth gets filtered in our thinking, communication and decision making. This does not serve us. Once we heal these patterns, we give ourselves permission to be our authentic selves and let our light shine and therefore light up the world! Host of Soul Streaker Podcast and Lunch time Live a popular talk show @Jena.Jake on instagram! Founder of Soul Streaker on Facebook. Creator of Buffers and Breakthroughs, a daily practice program for caregivers of people with chronic conditions, including developmental disabilities. Bilingual Spanish/English, holds a post master's Certificate in Professional Counseling and a master's degree in Professional Counseling from Monmouth University. She earned her Coaching Certification from The Association for Talent Development (ATD) and completed the Yale University School of Management's Women's Executive Leadership Program. Licensed Associate Counselor in the State of New Jersey and a certified administrator of the Hogan Assessment Suite.  Jena is an associate member of the American Psychological Association, a member of The Society of Industrial and Organizational Psychology and a member of The New Jersey Counseling Association.

Hello every one – happy new year 2022, I hope this new year brings wealth, health and abundance of happiness for all my listeners from around the world. We thought this new year 2022 will be different hmmm but it is not as we all have to welcome our new unwanted friend omicron and this covid19 is continue to live as part of our life and we need to learn to live with it – looks life for a long time. However looks like technology is going to be invading into our lives more than before. You all might have heard a lot about, Virtual reality, now called “the metaverse,” will be a thing in 2022. So will be the smart home. This is your host – Swamy Sriperumbudur and you are listening to “LEADERSHIP IN CRISIS”, and we have invited a very special guest Rashim Mogha, a technology & business leader from Silicon Valley. CA Rashim is an influencer, a thought leader, a best-selling author, a speaker, and a technology and business leader. Rashim is a prominent women in tech evangelist and a frequent speaker at global conferences. Her thoughts on leadership, innovation, women in technology, and enablement strategies have appeared in publications like Forbes, Association for Talent Development (ATD), and Thrive Global. At Skillsoft, Rashim is responsible for driving innovation and growth in her role as GM, Leadership and Business Solutions. Her role concentrates on leading the content, platform, customer success, sales, and marketing teams to deliver compelling experiences to our customers. Prior to Skillsoft, Rashim held leadership roles at companies like VMware, Amazon Web Services, Oracle, and Automation Anywhere, where she built high-performing education teams and launched innovative solutions to support over $2 billion businesses. Rashim is founder of eWOW (empoweredWomen of the World)- an intellectual platform that empowers leaders to discover, visualize and actualize their success. Recognized by Business Chief USA as a woman to watch, Rashim is a recipient of Women Empowerment: Game Changer, Woman of the Year, Women Tech, and Silicon Valley Woman of Influence awards and was inducted in Alameda county hall of fame in 2020. --- Send in a voice message: https://anchor.fm/cswamy/message

One of my top 3 values is growth. And based on the fact that you're reading this right now, I'm guessing growth and learning are pretty important to you as well. So sooner or later, you might find yourself in a situation when you're craving to make an investment in yourself and experience accelerated growth. I think this is particularly common in situations when we move into new or bigger responsibilities. But what if your company doesn't offer the training program you're looking for? You got three options in that situation: Let it be and not invest in any training Take charge and invest out of pocket (btw, about 50% of my clients do this because they know it's ultimately about their career success and even a small bump in their year-end bonus will net out the upfront investment) Ask your boss for a professional development budget And if option 3 is something you want to explore, then listen to this week's podcast episode. I'll walk you through the different aspects to consider and how to frame your request to make a strong case and get the support and training you need to rise to the increasing demands you're facing. And if you're still unsure if it's ok to ask, then this reference point might help: According to the Association of Talent Development (ATD) the average organization spent USD 1,267 per employee for direct learning in 2020 and the spending is on the rise. -- RESOURCES MENTIONED -- Leadership Development Request Template Letter Leadership Accelerator Program _____ If this episode inspired you in some way, take a screenshot of you listening on your device and post it to your Instagram Stories, and tag me @ramona.shaw.leadership or DM me on LinkedIn at https://www.linkedin.com/in/ramona-shaw/ Are you in your first manager role and don't want to mess it up? Watch our FREE Masterclass and discover the 4 shifts to become a leader people love to work for --> www.ramonashaw.com/masterclass Don't forget to invest time each week to increase your self-awareness, celebrate your wins, and learn from mistakes. Your career grows only to the extent that you grow. Grab your Career Journal with leadership exercises and weekly reflections here: www.ramonashaw.com/shop Love the podcast and haven't left a review yet? All you have to do is go to https://www.ramonashaw.com/itunes and give your honest review. Thanks for your support of this show!

Tiffany Prince, founder of Prince Performance LLC, is experienced in providing coaching, workshops and consulting around leadership, performance, change management and building high-performing teams for leaders at all levels of organizations that are facing challenges due to technology transformations, skill gaps within employees, globalization and building inclusive workplaces. Tiffany obtained a Master's degree in Business Administration, majoring in Global Business Management, from Pepperdine University. She has served in multiple board member roles for the Association of Talent Development (ATD) including the President of the Metro DC Chapter, VP of Membership of ATD Chicagoland and recently served as a National Advisor for Chapters for ATD. She is serving on the Business Intelligence Council of Chief Learning Officer. She is the author of, “Top of the Mountain Leadership- The Future of Performance and Productivity in a Technology Changing World”. "People Stay or Leave... Because of Leadership" Learn More About Tiffanys' Book - Click Here

Crônicas do Agro - Podcast apresenta o artigo Satisfação profissional plena não depende de remuneração, mas sim de propósito apresentado por Waldir Franzini e de autoria de Alexandre Slivnik. SOBRE O AUTOR Alexandre Slivnik é reconhecido oficialmente pelo governo norte americano como um profissional com habilidades extraordinárias (EB1). É autor de diversos livros, entre eles do best-seller O Poder da Atitude. É diretor executivo do IBEX – Institute for Business Excellence, sediado em Orlando / FL (EUA). É Vice-Presidente da Associação Brasileira de Treinamento e Desenvolvimento (ABTD) e diretor geral do Congresso Brasileiro de Treinamento e Desenvolvimento (CBTD). É membro da Society for Human Resource Management (SHRM) e da Association for Talent Development (ATD). Palestrante e profissional com 19 anos de experiência na área de RH e Treinamento. É atualmente um dos maiores especialistas em excelência em serviços no Brasil. Palestrante Internacional com experiência nos EUA, ÁFRICA e JAPÃO, tendo feito especialização na Universidade de HARVARD (Graduate School of Education - Boston/ EUA). www.slivnik.com.br CONTATO: EMAIL: waldir.franzini@gmail.com EMAIL: contato@academiadoagro.net.br Celular/ Whatsapp: 062 99700-7049

Crônicas do Agro - Podcast apresenta o artigo Satisfação profissional plena não depende de remuneração, mas sim de propósito apresentado por Waldir Franzini e de autoria de Alexandre Slivnik. SOBRE O AUTOR Alexandre Slivnik é reconhecido oficialmente pelo governo norte americano como um profissional com habilidades extraordinárias (EB1). É autor de diversos livros, entre eles do best-seller O Poder da Atitude. É diretor executivo do IBEX – Institute for Business Excellence, sediado em Orlando / FL (EUA). É Vice-Presidente da Associação Brasileira de Treinamento e Desenvolvimento (ABTD) e diretor geral do Congresso Brasileiro de Treinamento e Desenvolvimento (CBTD). É membro da Society for Human Resource Management (SHRM) e da Association for Talent Development (ATD). Palestrante e profissional com 19 anos de experiência na área de RH e Treinamento. É atualmente um dos maiores especialistas em excelência em serviços no Brasil. Palestrante Internacional com experiência nos EUA, ÁFRICA e JAPÃO, tendo feito especialização na Universidade de HARVARD (Graduate School of Education - Boston/ EUA). www.slivnik.com.br CONTATO: EMAIL: waldir.franzini@gmail.com EMAIL: contato@academiadoagro.net.br Celular/ Whatsapp: 062 99700-7049

Episode #41 Being able to communicate effectively is perhaps the most important of all life skills. It is what enables us to pass information to other people and to understand what is said to us. The ability to communicate effectively with superiors, colleagues, and staff is essential, no matter what industry you work in. It involves at least one sender, a message, and a recipient. This may sound simple, but communication is actually a very complex subject. Many people share similar concerns about how they're perceived in the workplace, but each leader learns and grows in their own way. This episode will be your guide on how to use, improve and showcase the communication skills that can help you advance in your career and be a competitive individual. Direct communication creates unexpected opportunities. Let your voices be heard and accelerate your success now. A Bit About Tom For more than twenty years, Tom has been coaching senior leaders to achieve "The Look & Sound of Leadership"™ at companies like Disney, Mattel, HP, and Citi. For some executives "The Look & Sound of Leadership" means developing executive presence; for others, it's polishing their leadership skills for a promotion; for others, it's helping them understand their impact on others and giving them tools to rein themselves in. The insight he developed as an Executive Coach allows him to bring creative, experiential challenges to team meetings and off-sites, helping the group achieve rich outcomes. And the same timing, comedy, and energy that made Tom a successful actor on television and director in theatre distinguish the keynote speaking and corporate training he deliver on all aspects of communication skills. Tom's podcast, “The Look & Sound of Leadership,” airing since 2008, is consistently cited as “What's Hot” in the Business category on iTunes. Tom is a Senior Executive Coach on the rosters of many coaching consortiums across the country. He's active with the International Coach Federation (ICF) and the Association of Talent Development (ATD) which, in 2010, awarded him with their Lifetime Award for continuing contributions to the field of training and development. LinkedIn: https://www.linkedin.com/in/tomhenschel Website: https://www.essentialcomm.com/

Including compelling characters in your games creates opportunities for fostering a sense of connection, empathy, ownership, and meaning for learners while they experience the narrative you designed. Learn how characters contribute to your games. Build a character with their own physical, social, and psychological blueprint and then build the structure for a narrative based on what drives that character. Play with examples of how to incorporate and use characters in games and other gamified experiences. About our guest: Hadiya Nuriddin has two decades of experience in learning strategy, instructional design, eLearning development, and facilitation. She worked in corporate learning before choosing to found her firm, Duets Learning, where she's worked with a wide array of companies on a variety of topics. She speaks at events and industry conferences and travels teaching courses for the Association for Talent Development (ATD). Hadiya holds an MEd in curriculum studies, an MA in writing, and the Certified Professional in Talent Development (CPTD) designation. She is the author of the book StoryTraining: Selecting and Shaping Stories That Connect, published by ATD.

Including compelling characters in your games creates opportunities for fostering a sense of connection, empathy, ownership, and meaning for learners while they experience the narrative you designed.  Learn how characters contribute to your games. Build a character with their own physical, social, and psychological blueprint and then build the structure for a narrative based on what drives that character. Play with examples of how to incorporate and use characters in games and other gamified experiences. About our guest: Hadiya Nuriddin has two decades of experience in learning strategy, instructional design, eLearning development, and facilitation. She worked in corporate learning before choosing to found her firm, Duets Learning, where she's worked with a wide array of companies on a variety of topics. She speaks at events and industry conferences and travels teaching courses for the Association for Talent Development (ATD). Hadiya holds an MEd in curriculum studies, an MA in writing, and the Certified Professional in Talent Development (CPTD) designation. She is the author of the book StoryTraining: Selecting and Shaping Stories That Connect, published by ATD.

On this episode of "Making Waves at C-Level" we hear from Rick Lozano, the author of Acoustic Leadership. He shares his person journey and how when he added his passion for music into his business, it all came together. Be sure to listen to the whole interview, as the parody song about how people send annoying LinkedIn connection requests is unique and fun. About Rick Lozano Rick Lozano, CSP, helps people unlock potential and amplify their talent, and he does it all with his unique blend of energy, expertise, and a musician's soul.   With twenty years of experience in award-winning talent and leadership development programs, Rick brings his unique approach to audiences across the globe, combining his expertise as a world-class speaker with his talents as a singer/songwriter and musician.   He is the author of Acoustic Leadership – Develop A Leadership Culture That Resonates and the owner of Unlock & Amplify®. He has built a reputation for his refreshing delivery that leaves audiences raving and - more importantly - with action items they can immediately implement to produce change.   He has served on the program advisory committees for the Association of Talent Development (ATD) three times and is currently the President-Elect of the Austin Chapter of the National Speakers Association (NSA). He and his wife, Angela, are both avid hikers and scuba divers and live in San Antonio with two cats and two kids.   For more information, visit ricklozano.com or his Linktree https://linktr.ee/ricklozano     About the Book- Acoustic Leadership: Develop A Leadership Culture That Resonates In this uber-connected, global, and dynamic world, your organization needs leaders who help people do their best work. And the traditional approaches to leadership - and who is a leader - are sorely in need of updating.   In Acoustic Leadership, Rick Lozano uses the emotional power of music along with engaging storytelling, forward-thinking examples, and his unique voice and musician's soul to connect us to leadership in a new way.    The result? A thoroughly relevant, insightful, and FUN book on leadership and business that you'll actually enjoy reading. Time to unlock and develop the leadership potential that is all around us - and within us. https://thomsinger.com/podcast/rick-lozano Learn more about your ad choices. Visit megaphone.fm/adchoices

KL116 Lisa Spinelli Senior Content Manager for the Association for Talent Development (ATD) Communicating Like a Leader Episode Summary Some leaders think leadership is about communicating in a top-down manner. Is that the most effective way to communicate like a leader? In Episode 116 of the Keep Leading!® Podcast, Communications Expert Lisa Spinelli explains that leaders are more effective when using a coaching approach. Communicating like a coach allows leaders to communicate like a leader. Bio Lisa is a Senior Content Manager at the Association for Talent Development (ATD) and the host of The Accidental Trainer podcast. She is also the creator and manager of the transitioning service member workshops, Troops to Trainers, and editor/contributor of the book Teachers to Trainers (ATD Press, 2020). Lisa is currently working toward her ACC coaching certification to serve others in their career journeys better. She is a proud veteran spouse and mother to three amazing little divas. Website http://lisaspinelli.com/ Other Website https://www.td.org/user/about/LisaSpinelli LinkedIn https://www.linkedin.com/in/lisamspinelli/ Twitter https://twitter.com/atdcareerdev   Leadership Quote Integrity is choosing courage over comfort." or "Be as passionate about listening as you are about being heard." – Brene Brown Get Your Copy of Lisa's Book! https://www.td.org/books/teachers-to-trainers Subscribe, share and review on Apple Podcasts! https://podcasts.apple.com/us/podcast/keep-leading/id1461490512 Full Episode Transcripts and Detailed Guest Information www.KeepLeadingPodcast.com   Keep Leading LIVE (Live Recordings of the Keep Leading!® Podcast) www.KeepLeadingLive.com The Keep Leading!® podcast is for people passionate about leadership. It is dedicated to leadership development and insights. Join your host Eddie Turner, The Leadership Excelerator® as he speaks with accomplished leaders and people of influence across the globe as they share their journey to leadership excellence. Listen as they share leadership strategies, techniques, and insights. For more information visit https://eddieturnerllc.com or follow Eddie Turner on Twitter and Instagram at @eddieturnerjr. Like Eddie Turner LLC on Facebook. Connect with Eddie Turner on LinkedIn. Learn more about your ad choices. Visit megaphone.fm/adchoices

 Lisa  Spinelli-White is a senior content manager at the Association for Talent Development (ATD). She is the editor and a contributor to the book Teachers to Trainers to helps those in career transitions explore training as a career option!TAKE THE FREE QUIZ: What career outside of the classroom are you qualified for?Join our community:Connect with Daphne on Instagram @teachercareercoachSUBSCRIBE AND REVIEW:Don't forget to subscribe to this podcast so you don't miss an episode! If you would be kind enough to support The Teacher Career Coach Podcast, leaving a rating and review would be very appreciated. By leaving a review, you are helping other teachers looking for support to find this community as well. Click here to leave a review.Would you make a great guest for The Teacher Career Coach Podcast? Let us know! If you're a former teacher, click here! If you're a burnout specialist, career coach, or other specialist that would be a good fit for this audience, click here! 

Dr. Beverly Kaye has been recognized by the Association of Talent Development (ATD) for her advanced knowledge and extensive practice across the talent development field. Retaining employees is often an after-thought. And, when we lose a valuable member of the team, we often do not know the real reason as to why. In this episode, Dr. Kaye discusses just a few of her 26 ways to keeping happy employees, taken from her book "Love ‘em or Lose ‘em," now in its 6th edition.

I chatted with Ryan Changcoco, the lead for government programming at the Association for Talent Development (ATD). He described how ATD's tools for talent development, leveraging members from private and public sector organizations, can help federal employees. ATD hosts the Government Workforce Conference (link below) to speak directly to us as feds about up-leveling skills and shaping our organizations. Association for Talent Development site Government Workforce Conference

Greg, Darin, and Bill are joined by two special guests, Robert Johnson and Lisa Goodpaster to discuss Darin's recent article on the Midnight Freemason's blog: http://www.midnightfreemasons.org/2020/10/does-freemasonry-develop-talent.html RW. Robert Johnson is the Managing Editor of the Midnight Freemasons blog. He is a Freemason out of the 1st N.E. District of Illinois. He currently serves as the Secretary of Waukegan Lodge No. 78 where he is a Past Master. He is also a Past District Deputy Grand Master for the 1st N.E. District of Illinois. Brother Johnson currently produces and hosts weekly Podcasts (internet radio programs) Whence Came You? & Masonic Radio Theatre which focuses on topics relating to Freemasonry. He is also a co-host of The Masonic Roundtable, a Masonic talk show. He is a husband and father of four, works full time in the executive medical industry and is also an avid home brewer. He is the co-author of "It's Business Time",https://www.amazon.com/Its-Business-Time-Corporate-Freemasonry/dp/1980830126, a book on adapting corporate strategies for the Craft and is currently working on a book of Masonic essays and one on Occult Anatomy to be released soon. He can be reached at wcypodcast@gmail.com. Lisa Goodpaster is the Associate Director of Project Management with the University of Illinois at Urbana-Champaign's nascent Carle Illinois College of Medicine. Lisa's talent development experience spans training and development, management, coaching, consulting, and project and program management over the last 22 years. She has been in and around the healthcare sector for almost 30 years. Lisa has also been certified and trained with the Red Cross, American Heart Association, and the Bayer Institute. She has presented and been an adviser to her organization's leadership development institute and currently serves as a mentor at the Illinois Leadership Center. Lisa earned a bachelor's degree in community health education at the University of Illinois at Urbana-Champaign and earned master's degrees from the University of St. Francis in Health Services Administration and Training and Development. She has also completed doctorate level courses in organizational development and behavior. Lisa has been a member of Association for Talent Development (ATD), formerly ASTD, for over 15 years. She served on the board for the Heart of Central Illinois Chapter and as President in 2016. She also served nationally as a member of the Chapter Recognition Committee from 2016-2017 and as Chair in 2018. She has been a National Advisor for Chapters since 2018. Beginning January 2021, she will serve as Chair for the National Advisor for Chapters and serve on the ATD Board of Directors for a two-year term.

This week, leadership author and speaker Pete Blank takes a look at a recent study from the Association for Talent Development (ATD) around the state of learning technology in 2019 from a December 2020 article. The numbers are: 19 and 26 34.7 14 1308 56

This week, leadership author and speaker Pete Blank takes a look at a recent study from the Association for Talent Development (ATD) around the state of learning technology in 2019 from a December 2020 article. The numbers are: 19 and 26 34.7 14 1308 56

This week, leadership author and speaker Pete Blank takes a look at a recent study from the Association for Talent Development (ATD) around the state of learning technology in 2019 from a December 2020 article. The numbers are: 19 and 26 34.7 14 1308 56

This week, leadership author and speaker Pete Blank takes a look at a recent study from the Association for Talent Development (ATD) around the state of learning technology in 2019 from a December 2020 article. The numbers are: 19 and 26 34.7 14 1308 56

This week, leadership author and speaker Pete Blank takes a look at a recent study from the Association for Talent Development (ATD) around the state of learning technology in 2019 from a December 2020 article. The numbers are: 19 and 26 34.7 14 1308 56  

Discover, Dream, Design and Destiny using your positive change in a the life giving forces of your organization. Discover what Appreciative Inquiry is doing in KM. _______________________________________________________ Derek Bostic is a Knowledge Management (KM) and Organization Development (OD) practitioner dedicated to helping organizations increase effectiveness. He enjoys helping clients solve complex, strategic challenges through the application of KM and OD processes and techniques. Derek has expertise in helping improve organizational learning, listening, and agility. His passion is improving the lived human experience through meaningful work that helps improve organizations and the communities they serve. Derek has led and supported multiple award-winning teams, receiving recognition from The Henley Forum (University of Reading, United Kingdom), Association for Talent Development (ATD), Training Magazine, and Brandon Hall. Derek and his family reside in the Cincinnati (US) metro area. __________________________________ Edwin K. Morris is the president and founder of Pioneer Knowledge Services which produces this educational program, Because You Need To Know. It is part of the mission to educate and bring awareness around knowledge management and nonprofit concerns.

Discover, Dream, Design and Destiny using your positive change in a the life giving forces of your organization. Discover what Appreciative Inquiry is doing in KM. _______________________________________________________ Derek Bostic is a Knowledge Management (KM) and Organization Development (OD) practitioner dedicated to helping organizations increase effectiveness. He enjoys helping clients solve complex, strategic challenges through the application of KM and OD processes and techniques. Derek has expertise in helping improve organizational learning, listening, and agility. His passion is improving the lived human experience through meaningful work that helps improve organizations and the communities they serve. Derek has led and supported multiple award-winning teams, receiving recognition from The Henley Forum (University of Reading, United Kingdom), Association for Talent Development (ATD), Training Magazine, and Brandon Hall. Derek and his family reside in the Cincinnati (US) metro area. __________________________________ Edwin K. Morris is the president and founder of Pioneer Knowledge Services which produces this educational program, Because You Need To Know. It is part of the mission to educate and bring awareness around knowledge management and nonprofit concerns.

This month's guest on the HwH Entrepreneur Interview series is veteran, workforce training champion and CEO Connie Russell! Connie is the founder and CEO of C. L. Russell Group, LLC (CLRG), a Workforce Training & Consulting company offering industry workforce development and related consulting services in the Washington, DC Metropolitan area. Her mission to create a future-ready workforce is in full swing, and she's paying forward the incredible leadership and guidance that blessed her early in her career. Her journey is a living example of her anchor verse, Matthew 19:26, "With God, all things are possible!" A bit about Connie: Connie established CLRG as a veteran owned small business and within her first year awarded the Women in Business Champion of the Year Award.  Prior to founding CLRG, she Russell served as a consultant and leadership roles within the government sector, where she oversaw education and industry training programs. Connie is a Certified Public Manager, with a bachelor's degree in Management and Business, and Associate Degree in Marketing Management. Among the many leadership and community roles served, she serves on the  Prince George's County HIV Advisory Council, Prince George's Community College Teambuilders Academy Advisory Board, D. C. Chamber Workforce Development Committee, Chief Learning Officer (CLO) Judge Committee, and a member of the Workforce Magazine Business Intelligence Board. She also served as the Committee Co-chair for the CoP Career Connections for the Association of Talent Development (ATD) and chaired the Women in Business Committee for the Baltimore Washington Chamber of Commerce. Connect with Connie at: FB: https://www.facebook.com/clrussellgroupllc LinkedIn: https://www.linkedin.com/in/connie-russell-gorum-a22b0a73/ Twitter: https://twitter.com/CLRussellGroup And her website: https://www.clrussellgroup.com Watch these episodes LIVE every Wednesday on FB @thehustlewithheartcoach. Be sure to subscribe to this podcast on your fave podcast channel, and please show your love by giving this podcast ⭐️⭐️⭐️⭐️⭐️ and leaving a review on @applepodcasts! Speaking of reviews!! This month I'll be reading reviews live and I'm giving away FOUR Amazon gift cards this month, so post your review today to enter! Don't miss all things Hustle with Heart! Go to my website and subscribe today for a FREE Hustle with Heart coaching tool! PS If you've got a business that aligns to the Hustle with Heart message, you can get your business in front of our listeners for special subscriber-only pricing! I'm thrilled to partner with God-centered businesses to expand their reach while furthering our faith in business message. For more details, please contact admin@erinharrigan.com!

Dr. Esther Jackson is National Advisor for the Association for Talent Development (ATD). She's had 20 years in HR. mostly in talent development. Is an organisational employee development specialist for the City of Detroit. Esther has also created custom training and tools to help employees of Fortune 1000 companies do their jobs more effectively. Host Ross Thornley and Esther address the employee experience, workforce engagement, performance, and professional development. Then how it's made applicable to what's changing and keeping up with tomorrow. Leveraging technology, they're shared interest in AQ and what capabilities will serve us well. Timestamps:1:25:  Establish a little of Ester's background? 4:34:  The Challenges and highlights along that experience7:08:  Layering development and learning into organisations8:51:  Retrospectivly 20 years on if she could have done anything different what would it be? 11:59:  The Association for Talent Development, what Ester feels passionately about it and her role.15:48:  In a world changing and accelerating so quickly what can organisations do to be well prepared 21:45:  Some examples of what we can learn from and do today. Also supporting successful transformation and re-skilling? 25:37:  Examples of putting AQ to work28:55:  Disruption and transformation, how to we adapt to maintain an advantage34:09:  Tips people could start doing today to help adapt and thrive in an exponential world?39:27:  Ester's upcoming book, some of her visions for it and some of its challenges43:00:  What point is the book atResources:LinkedinThe Association for Talent Development (ATD)Email: EstherlJackson0926@gmail.comConnect with Ross:WebsiteLinkedInMoonshot Innovation 

Greg, Darin, and Bill are joined by two special guests, Robert Johnson and Lisa Goodpaster to discuss Darin's recent article on the Midnight Freemason's blog: http://www.midnightfreemasons.org/2020/10/does-freemasonry-develop-talent.html RW. Robert Johnson is the Managing Editor of the Midnight Freemasons blog. He is a Freemason out of the 1st N.E. District of Illinois. He currently serves as the Secretary of Waukegan Lodge No. 78 where he is a Past Master. He is also a Past District Deputy Grand Master for the 1st N.E. District of Illinois. Brother Johnson currently produces and hosts weekly Podcasts (internet radio programs) Whence Came You? & Masonic Radio Theatre which focuses on topics relating to Freemasonry. He is also a co-host of The Masonic Roundtable, a Masonic talk show. He is a husband and father of four, works full time in the executive medical industry and is also an avid home brewer. He is the co-author of "It's Business Time",https://www.amazon.com/Its-Business-Time-Corporate-Freemasonry/dp/1980830126, a book on adapting corporate strategies for the Craft and is currently working on a book of Masonic essays and one on Occult Anatomy to be released soon. He can be reached at wcypodcast@gmail.com. Lisa Goodpaster is the Associate Director of Project Management with the University of Illinois at Urbana-Champaign’s nascent Carle Illinois College of Medicine. Lisa’s talent development experience spans training and development, management, coaching, consulting, and project and program management over the last 22 years. She has been in and around the healthcare sector for almost 30 years. Lisa has also been certified and trained with the Red Cross, American Heart Association, and the Bayer Institute. She has presented and been an adviser to her organization’s leadership development institute and currently serves as a mentor at the Illinois Leadership Center. Lisa earned a bachelor’s degree in community health education at the University of Illinois at Urbana-Champaign and earned master’s degrees from the University of St. Francis in Health Services Administration and Training and Development. She has also completed doctorate level courses in organizational development and behavior. Lisa has been a member of Association for Talent Development (ATD), formerly ASTD, for over 15 years. She served on the board for the Heart of Central Illinois Chapter and as President in 2016. She also served nationally as a member of the Chapter Recognition Committee from 2016-2017 and as Chair in 2018. She has been a National Advisor for Chapters since 2018. Beginning January 2021, she will serve as Chair for the National Advisor for Chapters and serve on the ATD Board of Directors for a two-year term.

Our topic today is centered on what Richard and eLearning Brothers do best - Help You to Become an eLearning ROCKSTAR™ - help you build content that is engaging, interactive, and inspiring. You can see an example of ROCKSTAR eLearning if you download the case study that accompanies this podcast at thegamificationquest.com Gamified Workplace Safety & Emergency Training. Team members report that the new approach to training is the most fun compliance training they have ever completed and they appreciate the option to review full resources only for sections they were unfamiliar with, which streamlined training time—keeping the team member engaged and moving through the training. About our guest: Richard Vass is the VP of Customer Success at eLearning Brothers. He is a dynamic, experienced consultant and professional facilitator with over 25 years in the field of human performance and development. As co-founder and director of customer experience at eLearning Brothers, Richard has forged relationships with leaders in the field of professional learning services and has provided significant contributions to an impressive list of clients. In 2008 Richard was recognized by the Association of Talent Development (ATD) as a Certified Professional in Learning and Performance. The Gamification Quest Podcast Host is Monica Cornetti, President of Sententia, Inc. (www.SententiaGamification.com) and GameMaster of GamiCon - The Annual International Conference for the Gamification of Learning (www.GamiCon.us). Connect with Monica on LinkedIn.

Our topic today is centered on what Richard and eLearning Brothers do best -  Help You to Become an eLearning ROCKSTAR™ - help you build content that is engaging, interactive, and inspiring. You can see an example of ROCKSTAR eLearning if you download the case study that accompanies this podcast at thegamificationquest.com Gamified Workplace Safety & Emergency Training. Team members report that the new approach to training is the most fun compliance training they have ever completed and they appreciate the option to review full resources only for sections they were unfamiliar with, which streamlined training time—keeping the team member engaged and moving through the training. About our guest: Richard Vass is the VP of Customer Success at eLearning Brothers.  He is a dynamic, experienced consultant and professional facilitator with over 25 years in the field of human performance and development. As co-founder and director of customer experience at eLearning Brothers, Richard has forged relationships with leaders in the field of professional learning services and has provided significant contributions to an impressive list of clients. In 2008 Richard was recognized by the Association of Talent Development (ATD) as a Certified Professional in Learning and Performance. The Gamification Quest Podcast Host is Monica Cornetti, President of Sententia, Inc. (www.SententiaGamification.com) and GameMaster of GamiCon - The Annual International Conference for the Gamification of Learning (www.GamiCon.us). Connect with Monica on LinkedIn.

Today on Power Lunch Live career development, employee engagement, and retention in a COVID world. Dr. Beverly Kaye is recognized internationally as one of the most knowledgeable and practical professionals in the areas of career development, employee engagement, and retention. In 2018 she received the Lifetime Achievement Award from The Association for Talent Development (ATD) and the Thought Leader Award from The Association of Learning Providers (ISA). Beverly's books include Love 'Em or Lose 'Em, Help Them Grow or Watch Them Go, Hello Stay Interviews, Goodbye Talent Loss and Up is Not the Only Way.

Senior instructional designer Samuel Apata joins me to talk about the Association for Talent Development, a.k.a ATD, a talent development organization that offers courses, trainings, seminars and more to L&D professionals. Not only is Samuel a member, he is also the Vice President of Marketing of the Dallas/Fort Worth chapter. We talk about the benefits of joining an organization like ATD, and the benefits of continuous development in general, whether that be by attending learning conferences or by participating in the eLearning Heroes Challenges. You can find examples of Samuel's work at www.samuelapata.com, or connect with him on LinkedIn. To find out more about The Association for Talent Development, visit www.td.org.

Way back in 2019, we started this fifth season of the podcast, ‘Learning Leaders,’ with a commitment to let you hear from Learning Leaders from industry, academia, and technology who have made significant contributions to workplace learning, EdTech, and talent leadership disciplines. The program was originally initiated in collaboration with The Learning Leaders Conference, and some episodes were recorded onsite at the 2019 conference in Washington DC Watch this space for more details; this is one, though we haven’t featured a chat done this way for some time. We have a great return episode, though: Fernando Sanchez-Arias, a former member of the Board of Directors of the Association of Talent Development (ATD) but who is now powering away at a Washington, DC-based think tank for research and education on culture, leadership, innovation, connection, and knowledge he set up called the CLICK (Culture, Leadership, Innovation, Connection, and Knowledge) Institute. When we spoke last year, Sr Sanchez-Arias was Head of Learning, Cultural Diversity, and Innovation at the body after being Chief People Officer; now he is now the organisation’s pro bono Co-Chair of the Advisory and Academic Councils. It was great to talk to Fernando last year, and it’s wonderful to be able to share this with you now. I am also delighted to say this is another episode in the Season sponsored by our friends at The Future Workplace Academy—a curated collection of five week online cohort courses to up-skill HR and HRIS team members for the future of work, with all content designed by and for HR leaders and which is being guided by an advisory board led by Future Workplace. It’s a great project, and I hope you have time to join us—but first, let’s hear from Fernando and his current schedule of splitting his time between D.C. and a ‘beautiful, green’ planned community in North Houston, as well as: his personal journey from studying business in Venezuela to Texas via Belgium, via time in armed forces, oil &gas and academic contexts that’s included many great milestones—including his years leveraging Learning as a way of building Trust with the world’s largest home improvement firm, Home Depot (which we dive right into!); his deep interest in multi-disciplinary approaches combined with a primary alliance to data, research and the science wherever possible; the way he’s pursuing the Lifelong Learning pathway, including an on-going Micro Master program; the aims and tactics of the CLICK Institute and the international network he’s rapidly building with it; the five ‘diseases’ that ‘kill’ innovation; the mentors who challenged him to leave his original love, business administration, to this world; and much more.

Welcome to a new episode of our podcastAgainst the framework of the EuFMD's focus on virtual learning and training, Nadia Rumich, EuFMD Communications Officer spoke with Dr Marcello Nardi and Dr Leah Seabrook about learning and how it is possible to measure the impacts of training programmes.Marcello Nardi is Chief Learning Officer at EuFMD and leads the design of a Quality Management (QM) system, the processes by which courses and training programmes can be designed for higher impact and the internal Training Management System (TMS). He has a degree in Communication Studies at La Sapienza University and post-graduate degrees in Training Management at Il Sole 24 Ore Business School and Evaluation of Training Impact at Association for Talent Development (ATD). Over the past 12 years he worked in companies operating in the Healthcare industry, where he held various roles within the L&D function, before joining the EuFMD team last December.Leah Seabrook is a veterinary training specialist with experience in designing technical disease training for public practice veterinarians both virtually and face to face. Leah works with the EuFMD in the development of the Training Management System which will support the development of veterinary capacity in countries the EuFMD supports.Leah completed her veterinary degree at the Western college of Veterinary Medicine (Canada). After a short period in small animal practice, she joined the Canadian Food Inspection Agency (CFIA) where she worked mostly in the areas of public health in meat inspection. Leah has developed technical training in support of CFIA's Foreign Animal Disease preparedness measures including hands on face-to-face training, classroom and virtual classroom events.

Kelly Loudermilk has 10 years of experience in HR as a founder of Build HR and an HR Manager of Ascent Geometics Solutions.   She has a Masters of Science in Employment and Labor Law, is part of the Society of Human Resource Management (SHRM) National, SHRM MileHigh, Association for Talent Development (ATD), along with SCORE Mentoring for Small Business Owners, and is SHRM-SCP & Talent Optimization Certified.    In this episode, Kelly Loudermilk talks about "Developing Talent In Your Organization".     Also, read our blog: bit.ly/employee_development

Join me on my virtual couch as I talk with my learning and development peer, Tamara Kravitz. She's applying inclusive design to her e-learning and live, virtual learning projects as she works as a government contractor with her clients to accommodate the needs of all learners. I met Tamara a few years ago, when I was a member of the Maryland chapter of the Association for Talent Development (ATD). We've co-authored an article in ATD's Chief Talent Development Officer (CTDO) on Unconcious Bias. Tamara is someone that I consider to be my "iron" and I'm certain that I "iron sharpens iron". About Tamara: Tamara Kravitz is an experienced learning director, instructional designer, adult learning specialist, learning strategist, and trainer. An expert at developing online training, instructional videos, human-centered UX/UI, podcast, animations, posters, course catalogs, marketing, and training campaigns. Key strengths include implementing game-based new hire training, LMS implementation and administration, engaging with SMEs, business leaders, and C-suite on training and education, mentoring new designers, managing learning teams, and leading training organizations by performance-driven results.

We know COVID-19 almost certainly changed the way you run the show. How are speakers navigating this new way of doing business? What are some new or alternative ways to grow your speaking business? Tune in to find out more about why Lois believes the industry has not changed that much. However, she warns all speakers ...if you're not selling speeches now, you and your customers are falling behind! More about Lois Creamer: Lois Creamer is known as a stand-out consultant in the speaking industry. The National Speakers Association has leveraged her expertise and services at every chapter in the United States as well as at their conventions, conferences, and workshops. She has also presented at events hosted by the Canadian Association of Professional Speakers local chapters and conventions, and Global Speakers Association. Professionals in the speaking industry come to her when they seek a recognized industry expert. She has also been called upon to present at Association for Talent Development (ATD), Meeting Planners International (MPI), and Institute of Management Consultants (IMC).

In this episode, we talk to Melissa Daimler (Founder Of Daimler Partners) about her new n ormal, how leaders should handle essential workers as they come back to work, and more.  Follow Melissa on LinkedIn & Instagram **More about Melissa** Melissa has been an executive at high-growth companies for over twenty years.  She now works as an executive coach, advisor, and facilitator. Her primary focus is helping leaders operationalize culture.  Prior to starting Daimler Partners, Melissa was an executive who experienced multiple leadership viewpoints throughout her career. She led HR for a fast-growing venture-funded startup. She created and built Learning & Organizational Development functions for Adobe, Twitter and WeWork. She built a coaching company while also the first employee of Coach University, one of the first leaders in the coaching field. Her experience as an executive includes coaching executives, helping teams work more effectively, and building scale-proof organizational processes. She is a speaker, panelist, and contributor to broad industry publishers including Harvard Business Review (HBR), Huffington Post, Chief Learning Officer, and Chief Talent Development Officer magazines. Her recent article on operationalizing culture in HBR was one of the most popular articles of 2018, viewed by over 200,000 people globally (10x the average). She has served as a board member for the Association of Talent Development (“ATD”) and currently sits on the Advisory Board for the University of San Francisco, Master's Program for Organization Development. One of the first coaches certified by the International Coach Federation (“ICF”), Melissa graduated from the Pepperdine University Graziadio Business School with a M.S. in Organizational Development. Melissa can regularly be found in the bay area hiking somewhere with views of the ocean, or urban hiking in NYC looking for the latest piece of graffiti art. Visit our website TheStartupLifePodcast.com Follow The Startup Life Podcast Facebook Page Want gear from The Startup Life? Check out our gear! Check out other great podcasts from The Binge Podcast Network.   Written by: Dominic Lawson Executive Producers: Dominic Lawson and Kenda Lawson Music Credits: **Show Theme**  Behind Closed Doors - Otis McDonald  **Break Theme** Cielo - Huma-Huma  Sponsors/Partners Go to Payoff.com/TheStartupLife to learn more. Go to the Phillip Stein and use code SLEEPEZ to get 10% of your new Philip Stein Sleep Bracelet.  Use code BETTEREVERYDAY for 30% everything sitewide at ladder.sport. That's “BETTEREVERYDAY” for 30% off at ladder.sport. Go to Save the Children dot org slash save kids orwww.savethechildern.org/savekids

Melissa Daimler is an executive coach, advisor, and facilitator who has worked at multiple fast-growing companies like Adobe, Twitter, and WeWork. She has been a speaker, panelist, and contributor for Harvard Business Review, Huffington Post, Chief Learning Officer magazine, and Chief Talent Development Officer magazine. Her article in HBR on operationalizing culture was one of their most popular pieces in 2018 with over 10x the average views. Additionally, she has served as a board member for the Association of Talent Development (“ATD”) and currently sits on the Advisory Board for the University of San Francisco, Master’s Program for Organization Development. At Daimler Partners, Melissa currently serves as an executive coach, helps teams work more effectively, and builds scale-proof organizational processes.

BiographyEarly in life, Lauren developed a fascination with the mechanisms that cause people to rise or fall when faced with critical challenges. As she was watching from the outside in, she couldn’t have known she would face her own test in the future. When Lauren was diagnosed with advanced cancer one week prior to her final divorce court date with 3 young children, in 2006 she had the opportunity to personally test the theories she had learned while pursuing an education in Adult Education, HRD and psychology. In the Colorado State Championship for the World Tae Kwon Do Federation, she was knocked out in the ring. She came back and won the silver medal. Several years later she was in the ring fighting for her life. She has a love for education and sees the value in it for the field she is in yet claims that the boots on the ground experience of going through two of life’s top stressors at the same time gave her the ultimate training needed to champion people into personal excellence in life. Lauren received her BS degree from CU Boulder in Journalism/Psychology; postgraduate in Education; She holds a Master of Education in Adult Education Degree and a Certification in Human Resource Development from Rutgers University; 2nddegree black belt from the World Wide Tae Kwon Do Federation; Certified Sherpa Executive Coach and ICF-PCC from the International Coach Federation; NLP/EFT Master Practitioner (two energy psychology modalities that result in profound positive behavioral transformation). Lauren is a member of the Association for Talent Development (ATD), Kappa Delta Pi, International Honors Society in Education and serves on the board of The Women of Global Change. Lauren has received National and International recognition including Ladies Home Journal; Redbook; Ladies Home Journal; Family Circle; Success Magazine; CSNBC; MSNBC; Lifetime; Discovery and the International Journal of Healing and Care. Resume Lauren E Miller, has a Masters in Adult Education with a Certification in Human Resources Development. She has personally conquered two of life's top stressors at the same time, advanced cancer and divorce. Now Google's #1 Stress Relief Expert, Award Winning Author, HRD Trainer and Certified Executive and Life Coach, Lauren facilitates process driven programs with structure, guidance, support and accountability designed to create positive change in behavior resulting in positive impact on business (IOB) and life purpose.

Becoming a published writer can be tricky to navigate. Now that many of us are working from home and have a bit more free time, stretch goals like writing an article or even a book may feel a bit more realistic. In this podcast, we chat with Eliza Blanchard who is the Learning & Development content manager at the Association for Talent Development- ATD - to discuss what it takes to get published. She has several recommendations including how to get started, what writers should focus on, and how to get past imposter syndrome as a new writer.

ATD Detroit Chapter President Michael Haynes and ATD Detroit VP of Marketing Tamara Freeman join EverythingHR Podcast Host Felicia G Harris to discuss the Detroit Chapter of the Association for Talent Development (ATD) which provides resources and professional development opportunities for learning and performance professionals through monthly meetings, programs, speakers, networking events and webinars. ATD offers opportunities to expand your professional network and to connect with other professionals. ATD Detroit has partnered with EverythingHR Talent Development Institute to offer DiSC Certification training to its membership. The upcoming course is April 23-24 at the Michigan Minority Suppliers Development Council headquarters in Detroit. DiSC CERTIFICATION REGISTRATION: http://bit.ly/ATDDiSC DiSC Certification will help your team learn how to connect with peers, managers, and customers in effective ways. DiSC is a data-driven training that combines engaging facilitation and video with online pre-work and follow-up tools to create a personalized learning experience for every organization. Find ATD Detroit: https://www.detroitatd.org/ https://www.linkedin.com/company/atd-detroit For More About EverythingHR www.EverythingHR.net https://www.linkedin.com/company/everythinghr1 https://twitter.com/EverythingHR1

Join Dr. D and Dr. Mo as they explore 6 strategies for staying afloat in 2020 through resilience. Listen and learn how YOU can stay afloat even when the times are tough! 1. Connect With Others 2. Develop New Skills 3. Applying Ourselves 4. Using Grit 5. Follow Our Instincts 6. Find Time for Balance And, take advantage of opportunities to get her newly released book A YEAR OF RESILIENCE! Our gift to you! Dr. Maureen Orey, CPLP, (aka Dr. MO!) is the Founder & President of the Workplace Learning & Performance Group (WLP Group), a boutique corporate training & consulting firm founded in 2009. Her mission is simple: to help individuals and organizations to be more resilient. She and her team help build resilient individuals and organizations through high impact consulting, training and facilitation to develop quality leaders, who improve communication, leverage diversity and implement solid processes to get measurable results. In 2017, Dr. Orey was recognized by the international Association for Talent Development (ATD) when she received the Dissertation of the Year award, for her doctoral study on the Career Benefits and ROI of Volunteer Leadership. She is passionate about leadership development, diversity and inclusion - especially for people with disabilities.

Episode 513 focuses on the Association Business.  Thom Singer interviews Scott Grayson, Executive Director and CEO for both the American Public Works Association and the Canadian Public Works Association.  Thom has known Scott for several years, as he has worked as a speaker and master of ceremonies for the association's PWX Expo for the past three years. They often talk about how the most successful association executives have the entrepreneurial spirit, and how associations that are growing take risks, get out of comfort zones, and empower employees and members.     This episode is a "must hear" conversation for everyone who works in and around the world of associations.     About Scott Grayson   Scott Grayson serves as Executive Director/CEO for both the American Public Works Association (APWA) and the Canadian Public Works Association (CPWA). In this role, he leads the organizations’ operations to provide strategic leadership and ensure that the vision and core values of APWA and CPWA are communicated and implemented at all levels of the organization. Grayson serves as the spokesperson, along with the APWA and CPWA Presidents, on behalf of APWA’s 30,000 members. He collaborates with key stakeholders in the public works sector including: the U.S. Congress, Canadian Parliament, federal, and provincial/state branches of government and agencies.   Before joining APWA as Executive Director, Scott served as the Associate Managing Director for the Institute of Electrical and Electronics Engineers, Inc. (IEEE) located in Washington, D.C. He was responsible for programs related to employment, career and professional development, licensure and registration, and provided support for the IEEE-USA Board of Directors. Grayson worked in the areas of communications, public relations, chapter relations, membership development, strategic planning, conference management, fundraising, research, and most recently worked with student and young professional member engagement. He was with IEEE-USA since 1990 and had been responsible for grassroots, state and federal legislative programs including being a staff liaison to numerous scientific engineering and legal organizations to build coalitions.   Grayson also served on the Golden Valley, Minn. City Council and was Chair of the Golden Valley Housing Redevelopment Authority  He holds a bachelor of arts degree in political science from the University of Wisconsin and a master’s in Latin American & Caribbean Studies from New York University, specializing in international relations and economic development. He is also an active member of the American Society of Association Executives (ASAE), from which he holds a Certified Association Executive (CAE) credential, Association for Talent Development (ATD) and the Council for Engineering and Scientific Society Executives (CESSE).   About APWA   The American Public Works Association (APWA) serves professionals in all aspects of public works—a fact that sets it apart from other organizations and makes it an effective voice of public works throughout North America. With a worldwide membership more than 30,000 strong, APWA includes not only personnel from local, county, state/province, and federal agencies, but also private sector personnel who supply products and services to those professionals.   Membership in APWA is open to any individual, agency, or corporation with an interest in public works and infrastructure issues. Titles common to the membership include public works directors; city engineers; city managers; fleet managers; property and equipment superintendents; utilities managers; community development directors; transportation managers; park directors; county officials; and representatives from engineering and other consulting firms, manufacturers, construction companies, and a multitude of other service providers.    Although originally chartered in the United States in 1937, APWA has roots in two predecessor groups that reach back to 1894, and has 63 chapters in North America, which includes eight chapters in Canada. A 17-member Board of Directors, all of whom are elected by Association members, governs APWA as a whole.   CPWA logoThe Canadian Public Works Association (CPWA) or Association Canadienne des Travaux Publics, was founded in 1986 to enhance the services of APWA to the Canadian public works community. All members of a CPWA chapter are members of APWA.     As a comprehensive public works resource, APWA continues in its rich tradition of making a difference both on an individual and professional level. APWA is a not-for-profit, 501 (c) (3) organization that prides itself on its ability to provide varied educational and networking opportunities that help public works personnel to grow in their professionalism and directly impact the quality of life in all the communities they serve.  

From Talent Talks: Host Rick Maher is joined by Kristen Fyfe-Mills, Director of Marketing and Strategic Communications from the Association for Talent Development (ATD), as they discuss the report from ATD Research entitled “The Future of Work: Technology, Predictions, and Preparing the Workforce.” Discover the critical role that employers have in preparing for the future of work, and what workforce professionals can do today to begin to prepare for the workforce needs of tomorrow.

Jo Rispoli has worked for the International Organization for Migration (IOM) since 2002. He was elected the first Chairperson of IOM's Global Staff Association Committee (GSAC) in June 2018 and has been working in this capacity at IOM Headquarters in Geneva, Switzerland, since September 2018. Previously, he had worked in Kenya as the Senior Regional Thematic Specialist (RTS) for the East and Horn of Africa for the Labour Mobility and Human Development (LHD) Division. He had previously worked in South Africa as the Senior LHD RTS for Sout. hern Africa as well as the Head of the Technical Cooperation Department and Programme Manager for IOM's mission in Ghana. Jo is a Certified Professional in Learning and Performance (CPLP) from the Association for Talent Development (ATD), specialising in Training Delivery (English, French, and Italian). He holds an M.A. in International Relations and a B.A. in History from Syracuse University.  Jo's Favourite Quote:  Our deepest fear is that we are powerful beyond measure. It's our light not our darkness that most frightens us. Your playing small does not serve the world. There is nothing enlightened about shrinking. So that other people won't feel insecure around you.  Marianne Williamson - Abridged version Jo's Suggested Books.  Carol Dwek: Mindset. https://www.booktopia.com.au/mindset-carol-s-dweck/book/9780345472328.html  Angela Duckwork: Grit Jo's Contact detals. . Email: jrispoli@gmail.com  LinkedIn: https://www.linkedin.com/in/jo-rispoli-2469a333/

In this 32-minute episode, host Rick Maher is joined by Kristen Fyfe-Mills, Director of Marketing and Strategic Communications from the Association for Talent Development (ATD), as they discuss the report from ATD Research entitled “The Future of Work: Technology, Predictions, and Preparing the Workforce.” Discover the critical role that employers have in preparing for the future of work, and what workforce professionals can do today to begin to prepare for the workforce needs of tomorrow.

Julie Stern will be coming back to Edmonton November 1, 2019. For more information about her session, visit: http://erlc.ca/programs/details.php?id=8090   Julie Stern is the author of Tools for Teaching Conceptual Understanding. She is a teacher trainer and instructional coach, supporting educators in breaking free of the long-standing industrial model of schooling. Julie is a certified trainer in Visible Learning and Concept-Based Curriculum and Instruction. She is a James Madison Constitutional Scholar and taught social studies for many years. She is a Verified Master Trainer and has Coaching and Change Management Certificates from the Association for Talent Development (ATD). Julie previously served as the director of Curriculum Innovation for a network of schools in Washington, DC.   Connect with Julie on Twitter @JulieHStern

KL025 Charles Fred Co-Founder at TrueSpace and Chairman of the Board of ATD The 24-Hour Rule Episode Summary Serial Entrepreneur and Chairman of the Board for the Association for Talent Development (ATD), Charles Fred explains how leaders can thrive using “The 24-Hour Rule” Bio Charles Fred is a bestselling author and serial entrepreneur. He has devoted nearly four decades of his life to discovering new ways for professionals to acquire the skills necessary to compete in industries undergoing major transformation. Considered a pioneer in the e-learning industry, he has founded and led several successful companies that provide learning technologies and services. His bestselling book, "Breakaway," is credited with introducing a new framework for organizational learning. "The 24-Hour Rule," his breakthrough book on leadership, is a highly-regarded resource for business executives across industries.  In 2000, Charles founded the Breakaway Group, one of the nation’s fastest-growing companies, to improve how health-care providers learn and adopt new technologies. Xerox acquired the Breakaway Group in 2011, and in the process, he became president of their health-care group, providing technology and services worldwide. Today he focuses on the leadership role of second-stage entrepreneurs and their ability to create sustainable enterprises. TrueSpace, a firm he co-founded with his daughter Jamee, provides crucial know-how and capital for entrepreneurs aspiring to grow and reach the middle markets. Website https://24hourrule.com/ Other Website https://www.truespace.com/ LinkedIn https://www.linkedin.com/in/charles-fred-8863159   Twitter https://twitter.com/charlesfred?lang=en Leadership Quote “Pause is not a delay, it's a discipline. It's not a waste of time, rather it affords us the time to deliberate before we act.” Subscribe, share and review on iTunes! https://podcasts.apple.com/us/podcast/keep-leading/id1461490512  Purchase Charles Fred’s book on Amazon.com! Please visit KeepLeadingPodcast.com for a full transcript of this episode. The Keep Leading!™ podcast is for people passionate about leadership. It is dedicated to leadership development and insights. Join your host Eddie Turner, The Leadership Excelerator® as he speaks with accomplished leaders and people of influence across the globe as they share their journey to leadership excellence. Listen as they share leadership strategies, techniques and insights. For more information visit eddieturnerllc.com or follow Eddie Turner on Twitter and Instagram at @eddieturnerjr. Like Eddie Turner LLC on Facebook. Connect with Eddie Turner on LinkedIn. Learn more about your ad choices. Visit megaphone.fm/adchoices

For this session of IDIODC, Brent and Chris bring back special guest John Kissinger, voice over master who knows what he's talking about, pun intended. John is back for his second IDIODC session to share more tips and tricks from a voice over professional’s perspective. - But don’t let the term professional scare you, we’ll be talking about the easy ways instructional designers and eLearning developers can improve their own voice recording. We don’t all have a budget for a professional, so we need to do it ourselves. It can be frustrating to hear our own voices and be dissatisfied with the quality. You may be surprised that there are a few very simple things you can do to take your recordings to the next level. Join us and level up your skillset in audio recording. John is an accomplished trainer and voice actor, John has worked with clients from Facebook to Ford! With over 20 years experience entertaining and educating learners, John is a certified Master Trainer through the Association for Talent Development (ATD) and an American Business Awards-winning instructional designer. Looking to enhance your own voice acting skills and tune up the vocal cords? Check out the book recommended by John on tongue twisters by Rodney Saulsberry. Learn more about John Kissinger and all his amazing skills here through his LinkedIn and his website! https://www.linkedin.com/in/johnkissingervo/ https://www.johnkissinger.com/ Become virtual friends with the IDIODC gang on twitter (and remember you can always stay in the loop with the #IDIODC hashtag): John: @JognKissingerVO https://twitter.com/johnkissingervo Brent: @BSchlenker https://twitter.com/bschlenker Chris: @Chris_V_W https://twitter.com/Chris_V_W Brent Schlenker is dominKnow's Community Manager. Chris Van Wingerden is dominKnow's Sr. VP Learning Solutions. Want to join us live? Follow us on Crowdcast: https://www.crowdcast.io/dominknow Interested in learning more about dominKnow? Sign up for our next live platform demo to learn why we do powerful eLearning-authoring best. (And get a free 14-day trial after you watch the demo!) https://www.dominknow.com/demonstration.html

After a stint as a television sportscaster, Pete returned to Disney in 1994.  Over the next 13 years, he managed various areas of Disney's theme parks and resorts, where he learned what it takes to run a world-class organization.  Pete was blessed to spend a majority of his time working at the Disney University.  While there, he led the Traditions program, which is known worldwide as one of the premiere employee orientation programs. He also facilitated college level courses to thousands of Disney College Interns, and was a Segment Learning Manager for Walt Disney World, Disneyland Resort, and the Disney Cruise Line. Today, he works with organizations and associations all across the U.S., helping them achieve their goals in the areas of leadership, employee engagement and customer service.  Some of his clients include DirecTV, Southern Company, LG, Regions Bank, and Coldwell Banker. Pete is a former President of the Birmingham Chapter of the Association for Talent Development (ATD), received the “2016 Learning! Champion Award” from Elearning! Magazine, and earned the Certified Speaking Professional (CSP) designation from the National Speakers Association. His first book is Employee Engagement: Lessons from the Mouse House. His next book, Pick Up the Roach! Why Great Leaders do the Little Things, is due out in 2019.

So many of us fell into training, learning and development - it wasn't a selected career path for most of my friends and colleagues in the industry. This week's guest is no different. Hadiya Nuriddin started much like I did, supporting peers with hardware and software questions, being the most knowledgeable and being able to clearly communicate the "how-to" and "why" of training. Hadiya and I bonded over a previous conversation chatting about quality assurance, quality control and review cycles for learning projects and I knew that this conversation should be not only shared between the two of us, but with ALL of us, our clients and our projects. We want the best output for our projects. We want our clients to be happy. Part of this is ensuring quality output in our learning programs, whether it's an instructor led experience (presentation, student guide, facilitator guide), job aids and support materials, or eLearning! We want things to work, to be accurate, to be almost perfect. I've had my share of projects the client has seen before quality assurance testing was completed, and I can't tell you the number of time's I've cringed because a button doesn't work, I forgot the trigger, or it goes to the wrong place. It happens, especially when I look after my own reviews, which I don't recommend. The value of a defined QA process is important to delivering a high quality end product. Hadiya Nuriddin, Owner of Focus Learning Solutions, and Author In This Episode: review cycles for learning programs, what it is and why you need onequality assurance as a disciplinethe importance of adding QA into a project planhow to get started putting QA into practiceconsiderations for what you need in a QA processthe importance of consistency in reviewthe value of investing in the right person for the jobfeedback loopsVerb - Current State - Recommended StateImportance of a single point of contactConsequence Management (my fav term from this chat!)tools for capturing feedbackversion controlwriting a bookthe hero's journey About Hadiya: Hadiya Nuriddin has two decades of experience in learning strategy, instructional design, elearning development, and facilitation. She worked in corporate learning before choosing to found her firm Focus Learning Solutions where she's worked with a wide array of companies on a variety of topics. She speaks at events and industry conferences and travels teaching courses for the Association for Talent Development (ATD). Hadiya holds an M.Ed. in curriculum studies, an M.A. in writing, and the Certified Professional in Learning and Performance (CPLP) designation. She is the author of the book StoryTraining: Selecting and Shaping Stories That Connect, published by ATD. Links: Story Training Book (no affiliate link)Story Training Companion WebsiteHadiya on LinkedInHadiya on TwitterFocus Learning Solutions Website

Dr. D invited Dr. Maureen Orey, CPLP, (aka. Dr. MO!)on "Your Presence Matters" podcast to share her secrets uncovered in her doctoral dissertation research about how you get more by giving back! She is the Founder/President of the Workplace Learning & Performance Group (WLP Group), a boutique corporate training & consulting firm founded in 2009. Her mission is simple. To help individuals and organizations to be more resilient. She and her team help build resilient individuals and organizations through high impact consulting, training and facilitation to develop quality leaders, who improve communication, leverage diversity and implement solid processes to get measurable results. In 2017, Dr. Orey was recognized by the international Association for Talent Development (ATD) when she received the Dissertation of the Year award, for her doctoral study on the Career Benefits and ROI of Volunteer Leadership. She is passionate about leadership development, diversity and inclusion - especially for people with disabilities. Dr. Orey is a resilient entrepreneur and mother of three with a Doctorate in Organizational Leadership. A former bodybuilder with a Also a Black-Belt in Tang Soo Do, she and her grown kids frequently adopt stray animals, peruse bookstores and travel extensively.

In today's episode, Mitchell Levy presents the audio version of the 140 Simple Messages for Emerging Leaders AHAbook, narrated by the author, Eddie Turner. Leadership is one of the world’s oldest professions. There are countless resources for one to learn about leadership and do in-depth study. In this audio book, Eddie's goal is not to provide a scholarly tome, but rather to provide emerging leaders simple messages for guidance and success. Read and Share Eddie Turner's AHAbook: https://www.ahathat.com/ahabook/602 Eddie is a C-Suite Network Advisor, a professional speaker and a national media commentator who holds international certifications as a trainer, facilitator and coach. He is an alumnus of Northwestern University where he studied Leadership and Organization Behavior and of the John F. Kennedy School of Government at Harvard University where he completed the “Art and Practice of Leadership Development” executive education program. Eddie is member of the global network of Harvard educated Adaptive Leadership practitioners in the Adaptive Leadership Network. Eddie has served on the leadership team for leading membership organizations such as the Association for Talent Development (ATD), the National Speakers Association (NSA), the International Institute for Facilitation (INIFAC) and the International Coach Federation (ICF). Eddie is a published writer and author. His best-selling book, 140 Simple Messages to Guide Emerging Leaders is available on Amazon as a Hardcover, Paperback, Kindle and Audiobook. It spent 10 days as one of the Top 100 PAID Best-Selling books in the Business Coaching & Mentoring category where it peaked at #26. Mitchell Levy is The AHA Guy at AHAthat, a self-publishing book platform for thought leaders, experts and companies to unleash their genius to the world. He is an accomplished entrepreneur who has created 20 businesses in Silicon Valley including four publishing companies that have published over 800 books. Mitchell is an international best selling author with 60 business books, has provided strategic consulting to over 100 companies, has advised over 500 CEOs on critical business issues, and has been chairman of the board of a NASDAQ-listed company. In addition to these accomplishments, he's been happily married for 28 years and regularly spends four to five weeks annually in a European country with his family and friends. Mitchell is committed to aliveness, joy, and AHA moments. To learn more about creating and sharing your AHA moments, go to AHAthat.com/Author where you can also find a link to book a strategy call. Connect to Mitchell Levy on:LinkedIn: Linkedin.com/in/MitchellLevy Facebook: Facebook.com/HappyAbout Twitter: Twitter.com/HappyAbout Google+: Plus.Google.com/+MitchellLevy Pinterest: Pinterest.com/THiNKaha Instagram: Instagram.com/Mitchell.Levy/AHAthat: AHAthat.comSpeaking site: MitchellLevy.comConsulting Site: THiNKaha.com LinkedIn Thought Leadership Best Practices Group: aha.pub/t-l-b-p  Thought Leader Life: ThoughtLeaderLife.com Learn more about your ad choices. Visit megaphone.fm/adchoices

A brain-based approach in management training can lead to real behavioral change. Dr. Britt Andreatta, an internationally recognized thought leader in leadership and learning, has seen this happen first-hand and shared these experiences on episode 9 of the Learning and Development Stories Podcast. As CEO and President of 7th Mind Inc, Britt highlighted the story of an executive who went through one her management training programs four years ago. He has since become a VP of the company. He caught up with Britt and told her that “to this day, what I learned about emotional intelligence and brain biology has changed how I engage with people. I am just better at my job than most people at my level.” “When we understand the biology of how humans are and how they show up at work, it gives you more clarity around how to engage and how to bring out the best in others,” explained Britt. “Neuroscience has answers for us now that we can look inside our brains and bodies and see what happens at work.”  Tying learning to business objectives Britt shared an experience on how she worked with a global tech firm’s engineering department that was having issues with turnover and engagement. This organization had grown and some within the company felt it was becoming bigger and more bureaucratic. People wanted to jump to smaller firms that had more of a start-up feel to it. Britt’s science-based training provided the engineers with the data to understand issues and real concrete steps that they could implement immediately. “They practiced in the room so they could use this before they got to their employees,” she explained. “To this day, the managers who went through the program had the highest engagement and retention.” More broadly, Britt made the following points about tying learning to business objectives:  You need to know what the organization’s strategy is as a starting point. If you’re not in those meetings, try to access the documents and arrange side meetings so you can find out what needles the leaders are trying to move. Ask great questions, listen, establish rapport and build trust with leaders. Wrap your head around leaders’ pain points and what they are trying to achieve. Approach your actions around solving their problems to drive the behavior change that they want.   Lessons from mistakes Words can be cheap. Britt recounted the story of a conversation with a CEO who was known for inspirational speeches and interviews about the importance of work culture and values. Britt developed a pitch on how this executive could achieve these goals through a new initiative. To her dismay, this executive cut her off as she was pitching a project and said: “I don’t really care about those things for my own employees. They should do learning on their own time so I don’t have to pay for it.” Stunned, Britt faltered through the pitch and the initiative wasn’t supported at the time. “The lesson for me was don’t make assumptions even when you think you have evidence,” she said.  Britt went back to the drawing board and re-pitched the initiative using a science-based evidence approach using ROI data. It was approved.  “To this day, I use the two-pronged approach of science and values,” she said. “It is actually better in the long run. This was an eye-opening experience, especially for someone who was on the record for valuing learning and employee development. We need to listen between the lines, anticipate needs and prove our value.”  The link between training and employee engagement One of the keys to how learning leads to engagement is the quality of the program, noted Britt. “Studies consistently show that when people can use their strengths and make a meaningful contribution in their jobs, then they are more engaged,” she said. “So learning should be in the service of those things.”  In addition, according to Britt, it must be available and accessible. Illustrating this point, she shared the example of an individual who raved about the company’s development program, but noted that employees had to serve seven years before they could access it.  “Think about all the damage that is done over that time,” Britt said. In another example, she noted a company that wanted to roll out an organization-wide program on how to have crucial conversations. When the management learned about the price per participant, they decided to scale it back just for senior leaders. “When you do this, you are not going to change the culture in your organization. It has to be good and it has be available and accessible.” Communicating the impact to stakeholders Think about this statistic: only 33% of learning professionals would recommend their programs to their peers, according to a study from LinkedIn Learning. It is difficult to positively promote an organization’s learning and development activities when there isn’t confidence that the product is up to quality standards. Britt also advised L&D professionals to ensure trust is built among stakeholders. “Trust is lost or gained early in relationships,” she said. “Some L&D folks say they have a seat at the table and their budget isn’t questioned. Usually when that happens, it is because whatever they rolled out first was successful and hit the mark. People saw the value and then they were trusted.” If that is not the case, then Britt’s advice is to understand where you are on the trust trajectory.   “If there is not trust built, you need to double down on consulting conversations on the front side, let people see prototypes and pilots and then look at the data so you can show them how you have moved the needle.” Britt also believes that L&D professionals need become more effective in presenting to demonstrate their value to stakeholders. Knowledge transfer Britt explained that knowledge transfer is 1/3 of the equation.  “Learning is not only taking in that knowledge, but then you have to get inside people’s memories to create the ah-ha moments about how to change behavior,” she said. “You have to actually help people change their behavior or shift habits so it is a sustainable experience. It is about knowing how people learn and change their behavior. For learning professionals it shifts how we design and deliver so that people get it and can act on it right away. We really help them practice and hone those habits so they are doing this out in the workplace.” Resources Tool every L&D professional should leverage: Britt recommends the screen sharing tool called Camtasia. “I learned about it from Sal Khan of the Khan Academy. It allows everyone to create amazing pieces of microlearning. It demystifies how quickly how you can create a piece and get it out there.” Resources: Britt highlighted the work of the Association for Talent Development(ATD) for the good job it has done in staying at the forefront of the industry. She also encourages people to learn about brain science (Britt has authored bookson this subject).   Listeners of the Learning and Development Stories Podcast can get discounts on Britt’s online training resources by going to the following websiteand using the coupon code “LearningPro” when checking out.  

Episode Show Notes jeffsanders.com/250 Learn More About the Show The 5 AM Miracle Podcast Free Productivity Resources Join The 5 AM Club! Connect on Social Media Facebook Group • Instagram • Twitter • LinkedIn Episode Summary How can teenagers master the art of productivity while balancing school, extracurriculars, and endless distractions? In this week's episode of The 5 AM Miracle Podcast I speak with Mike Williams, co-author of Getting Things Done for Teens. Resources Mentioned in this Episode Pink Noise [Strategy for better sleep] Glow15 [Book by Naomi Whittel] Mike Williams Mike Williams is a lifelong learner, business executive, author, coach, teacher, speaker, husband, and father. Mike spent the past three decades studying the art of performance and productivity. He loves testing, applying, and sharing what he's learned on his journey. Mike served as CEO of the David Allen Company from 2010 to 2016. Prior to that, he worked at General Electric in the Healthcare Division, where he was responsible for customer and employee education, strategy, and service. Mike serves on the board of directors of the Association for Talent Development(ATD), he is the GTD Enterprise Architect at Zappos, Inc., and is the founder of the productivity consulting firm enPractice, LLC. Today, Mike integrates the best-practices from his large enterprise, small business, and entrepreneurial experiences into solutions for his clients. He is an industry expert, TEDx speaker, and has been quoted in Fast Company and Inc. magazines.

Instructional Designers In Offices Drinking Coffee In this IDIODC episode, Brent goes live with special guest John Kissinger for a special one-on-one about voice over acting in eLearning while Chris is away. The two chat tips on how to ensure the highest quality and authenticity out of your voice. Want that tea John talks about in this session? Check it out here: https://www.amazon.com/Traditional-Medicinals-Organic-Throat-Seasonal/dp/B0009F3POO/ref=sr_1_1_sspa?ie=UTF8&qid=1531314678&sr=8-1-spons&keywords=yogi%2Btea%2Bthroat%2Bcomfort&th=1 Looking to enhance your own voice acting skills and tune up the vocal chords? Check out the recommended book on tongue twisters by Rodney Saulsberry: https://www.amazon.com/Rodney-Saulsberrys-Tongue-Twisters-Warm-Ups-ebook/dp/B00WVOFTAY An accomplished trainer and voice actor, John has worked with clients from Facebook to Ford! With over 20 years experience entertaining and educating learners, John is a certified Master Trainer through the Association for Talent Development (ATD) and an American Business Awards-winning instructional designer. Learn more about John Kissinger and all his amazing skills here through his LinkedIn and his website: LinkedIn: https://www.linkedin.com/in/johnkissingervo/ Website: https://www.johnkissinger.com/ Become virtual friends with the gang: Brent: https://twitter.com/bschlenker John: https://twitter.com/johnkissingerVO Chris: https://twitter.com/Chris_V_W Brent Schlenker is dominKnow's Community Manager. Chris Van Wingerden is dominKnow's Sr. VP Learning Solutions. Want to join us live? Follow us on Crowdcast: https://www.crowdcast.io/dominknow Prefer Audio Only? Check out IDIODC as a podcast. Apple Podcasts: https://itunes.apple.com/ca/podcast/instructional-designers-in-offices-drinking-coffee/id1373342716?mt=2 Google Play Podcasts: https://play.google.com/music/m/Ij2b7yzprvfkwc5p267b23veboa?t=Instructional_Designers_In_Offices_Drinking_Coffee Interested in learning more about dominKnow? Sign up for our next live platform demo to learn why we do powerful eLearning-authoring best. (And get a free 14-day trial after you watch the demo!) https://www.dominknow.com/demonstration.html

Video Friday comes with Sam Rogers co-hosting and they have a special guest, Sarah Mercier. Sarah specializes in mobile learning technology strategies working with the Association for Talent Development (ATD). She brings her knowledge of mobile learning to the windows Sarah’s history Learning from others UI/UX principles Vertical video Getting started in the mobile space Adjusting to viewing size changing You need to know code In line formatting

Catherine M. Mattice is President of consulting and training firm, Civility Partners, and she has been successfully providing programs in workplace bullying and building positive workplaces since 2007. Her clients include Chevron, the American Red Cross, the military, several universities and hospitals, government agencies, small businesses and non-profits. She has been published in a variety of trade magazines and has appeared as an expert in major news outlets including NPR, FOX, NBC, ABC, USA Today, Inc Magazine, Huffington Post, Entrepreneur Magazine, Washington Times, Psychology Today and Bloomberg. Catherine is Past-President of the Association for Talent Development (ATD), San Diego Chapter, and one of the founders (and current president of) the National Workplace Bullying Coalition. In his foreword to her book, Back Off! Your Kick-Ass Guide to Ending Bullying @ Work, Ken Blanchard said it was “The most comprehensive and valuable handbook” on workplace bullying. BACK OFF, and her second book, “Seeking Civility : How Leaders, Managers and HR Can Create a Workplace Free of Bullying”, are both available on Amazon.   Questions Tell us a little bit about yourself and your journey Can you talk with us about some of the things that help to create that positive work environment and is it only up to the employees or does leadership play a big role as well? How do you feel about customer experience on a global level? What are some of the things you encourage organizations to do to create that kind of culture where people are feeling positive, where the energies are consistently up? How do you stay motivated every day? What is one online resource, website, tool or app that you absolutely cannot live without in your business? What are some of the books that have had the biggest impact on you? If you were sitting across the table from another business owner and they said to you that they feel they have great products and services but they lack the constantly motivated human capital, what’s the one piece of advice would you give them to have a successful business? What is one thing in your life right now that you are really excited about – something that you are working on to develop yourself or people? Where can our listeners find your information online? What is one quote or saying that you live by or that inspires you in times of adversity?   Highlights Catherine Mattice shared that she was the director of Human Resources for a non-profit organization and found herself working with a bully and this guy and herself were both directors. They both reported directly to the President of the organization, he was not her manager. He was her peer but he was definitely a bully. He was an uber excessive micromanager, he yelled, he made it very clear if he didn't like you, he was very difficult to work with. She personally felt bullied by this person and that was very exhausting, it was like every interaction with him was frustrating. It took a lot of courage to interact with them because you figured you're going to be yelled at, it was just a very emotional experience. And then also as the director of HR she dealt with all of the organizational problems that he created as well so his particular department had a crazy turnover. She spent a lot of time counseling his employees in her office and also spent a lot of time talking to the President about this person's behavior and sort of begging the president to solve it. And the president would always just say, “That's just how he is. I don't know why it bothers you. Be the bigger person.” Which was of course frustrating to hear her pleas for help to just sort of be ignored. And then during all that time she started getting her Master's Degree at San Diego State University and she decided to write a paper for one of her classes on this topic of sort of toxic work environments. And during that paper she came across that phrase, “Workplace Bullying” and she has been obsessed ever since and have continued to scramble to learn everything she possibly can about workplace bullying and she created a business around helping organizations solve that problem.   Yanique shared that the issue of bullying seems like something that's not affected by a lot of organizations but it really is a widespread issue. Catherine agreed and stated that they call it the silent epidemic in the U.S.A lot of other countries actually have laws around workplace bullying but America does not. So, it's just as pervasive if not more so than harassment and discrimination because it's really equal opportunity harassment and so there is a lot of it. A lot of people feel bullied at work, in fact research puts that number at around 30 to 50 percent of people have been bullied at some point in their working life. Yanique stated that it's interesting that Catherine mentioned that it's such a high percentage and asked if she believe that it filtrates out of the education system because a lot of kids are bullied in schools as well. Catherine stated that she thinks that we are all mean, the society at large is mean, look at TV, it's all full of mean drama. Reality TV is mean, politics they’re mean, we're mean when we’re on the road, we can be uncivil if someone's going too slow or cut us off. We tend to have this propensity to sort of lash out and we live in a high stress environment because we're always on our phones, we always have someplace to be and so she thinks it's harder to be kind and to take a step back and be nice and take a breath and focus on civility. It's easier to let your frustrations get the best of you. And in school certainly bullying happens and there is some research that's found that if you bully as a child you probably bully as an adult. And also, if you're a target as a child you may be a target as an adult. Catherine Mattice stated that leadership absolutely is the biggest player in the culture so leadership has to decide, “This is the kind of culture we want” and then putting things in motion to create that kind of a culture. Bullying is an organizational problem and culture is an organizational problem and it has to be solved by the leaders so leaders really have to say, “We want a positive work environment because we know it impacts internal and external customer service. We know it impacts innovation and decision making and people's ability to learn.” so when you have a savvy leader who knows that positive relationships and positive feelings about your organization impact the bottom line then you're lucky and you get a positive work environment. But bullying is absolutely an organizational problem not an employee problem. Yanique asked what if the leader is a bully himself? Catherine shared that she gets that question a lot. She stated that she honestly hates to give this advice but you have to leave. If the CEO or the leader is a bully, there probably isn't anyway that leaders going to hear anyone out if the leader is told people perceive you as too abrasive. Sometimes an HR professional or maybe someone close to the leader in the C-Suite depending on their relationship can have a conversation with the leader and maybe able to be heard. But in her experience, leaders believe that sort of abrasive aggressive leadership style has worked for them and so they're not going to be interested in changing unless you can really show them the damage they're causing. People can change, she coaches people who are bullies all the time but the CEO or the leader, unless somebody is close enough to that person to have that conversation she would say you may want to consider leaving because the culture is not going to get any better. Yanique mentioned if the leader is a bully as Catherine said and she recommend that they leave. Do you feel that even though you said you believe people can change but a big part of change means that they have to become self-aware that something needs to change because many of them would be like, “Well the problem isn't me, it’s them.” She has heard that so many times in organizations when employees make complaints and a lot of times that the complaints are being made, they're not willing to accept that sometimes the issue is not necessarily with the other person but sometimes we need to look internally and look at how we could be doing things differently because maybe if we take a different approach you will get a different result. Catherine stated that she recognizes that because of Social Media and the Internet that company is there maybe more focused on customers than they used to be but it's more about the branding than really caring about customers and you see that with all of the negative things that go on. United Airlines being an example, they had this big media problem when they had the police come and remove a customer but that was a culture problem, that's the reason that happened, that the people who worked for United actually thought to themselves, “We are going to call the police and have this customer forcibly removed.” That's a culture problem with United Airlines. She thinks that customer experience and customer service boils down to culture as well and having a positive work environment as they've talked about.   Catherine stated that she thinks a big thing that she sees with her clients is that when companies call her because their culture is negative, one of the things they're not doing is living their core values. So, she has really come to see the value in core values and she has seen it firsthand that if you can live your core values and make your core values part of everything you're doing day in and day out then that would really affect the culture because then everyone is very clear on how they're supposed to act. Going back to the United Airlines example, United versus Southwest Airlines which always wins customer service awards. Their three core values are servants heart, warrior spirit and something about having fun. If an employee is making decisions in the context of those three core values, they would never ask Police to forcibly remove a customer's not doing anything wrong. So, United Airlines wasn't living their core values and that's how things like that happen. A lot of companies don't see the value in core values until something awful happens and then they realize, “Oh, we've got to get back to our core values.”  Yanique mentioned that some companies have core values that their employees don't even believe in. Catherine agreed and stated that that goes back to it though, she sees this all the time, companies have core values and they're on their website and maybe they're on a sign somewhere in the lunchroom and that's the extent of it, so how can employees believe in those core values when they're not part of their day in and day out life. It's up to the organization to say, “Here are our core values. This is how we want everyone to behave.” And then the organization has to find ways to advertise those core values regularly and ensure that employees know them and live them regularly. Yanique mentioned that it's like you're basically trying to find new and innovative ways to reinforce and basically have lots of repetition. So, now it becomes a part of their DNA. So, if courtesy is one of your core values, in everything you do you try to effect courtesy that way when you're dealing with external customer it's not something that you're trying to put on, it comes so naturally because it's something that you practice every day anyway. Catherine shared that she thinks it's all of the negative stuff that she sees really fuels her fire and makes her work even harder to make a dent in all of the negativity. It really pains her to see employees unhappy and what you do for a living is such a big part of your self-esteem and your self-concept. It's a huge part of who we are as people, what we do for a living and to have that torn down and have somebody like a bully clawing at your identity and your self-esteem and yourself concept day in and day out. It pains me to know that there's people out there who experience that and that's what motivates her. She is driven to touch the lives of as many employees out there in the world as she possibly can. And also, she has been through some things that have made her angry at the right amount of angry where she has submitted proposals to work with a client and the stories they told her were absolutely awful and then she’ll submit a proposal, she work with a charter to try to solve it and then the leader comes back and says, “I don't think this is important enough to spend that money.” That makes her angry and that anger fuels her too. It makes her want to work harder. Yanique stated that she knows exactly what she means in terms of them not seeing the value in it. And as Catherine said, it really boils down to the value system of the individuals that you're dealing with and what they deem of importance. Catherine mentioned that one of the app is LinkedIn that she uses regularly to make connections. She uses HubSpot to manage her customers and interactions. MailChimp that she’s using for email management. She stated that there's definitely a lot of tools out there that she feels like she couldn't live without that help to keep her basically organized and having everything just flow.   Catherine mentioned some of the books that have had a big impact on her. Think and Grow Rich by Napoleon Hill, that was her very first personal development book so that one has had a big impact on her. She has read a lot of books on workplace bullying, one book she mentioned a lot that had an impact on her is a book called Positive Leadership: Strategies for Extraordinary Performance by Kim Cameron. He is in the positive psychology space and he talks a lot about essentially how to create a positive work environment too and he has very specific action items in that book that she actually offers up as advice quite a lot and it's a short read, she highly recommend that book. That's probably one of my favorite sort of business books.   Catherine stated that one piece of advice that she would give business owners and managers is that they should help their employees find meaning in their work. Help them find a profound connection to everything that they’re doing and that the company is trying to accomplish and your company will flourish if you do that. Yanique reiterate, help them find meaning in what they're doing. Therefore, there must be a direct link between what the company's goals are and what the personal goals of the employee is because if those two things actually have some congruence then both entities actually have a win-win situation.  Catherine agreed and gave an example of that, she was doing some training for a company that kills mosquitoes, that's their business. She was doing some training and on a break, she just sort of asked the trainee sitting next to her, “Tell me more about your business, what you do?” and she said, “Well, we killed mosquitoes. That's about it.” That's all she got. And this other person sitting next to her says, “Is that all you think we're doing here? We are saving this community from West Nile Virus.” He was offended that she thought all they did was kill mosquitoes and so he believes he's saving the community from this horrible disease by killing mosquitoes and killing mosquitoes was a means to the end goal of saving that community. So that's what she’s talking about, help reminding your employees that there's a bigger picture beyond their tasks. Catherine shared that they just finished up all the quality issues today. She just released an online course that is essentially her consulting methodology. It's a way to help organizations that can't afford expensive consultants but they need to change their culture. This online course takes them through that process and it has a whole bunch of videos and worksheets and checklists and job aides and literally somebody could take her course and change their organizations culture using the tools in the course, so that is the thing she is super-duper excited about right now. She mentioned that the course can be found at civilitypartners.com/makeover  Catherine shared listeners can find her at – LinkedIn - Catherine Mattice Zundel     Twitter - @CatMattice     Facebook – Catherine Mattice Zundel     Facebook – Civility Partners     Website – www.civilitypartners.com Catherine shared that there is a quote that she always reverts to and it's by Viktor Frankl who was in the Holocaust and suffered some horrible things and one of his famous quotes is, “The last of any human freedom is the freedom of choice.” We get to choose our attitude in our circumstances and it's really important to keep that in mind. We can't be victims of circumstance, we have to take charge of how we react to the circumstances and only then can you overcome adversity. Yanique reiterated, basically freedom of choice is something that we all have regardless of the situation that we're in. And that's a great privilege. So, we should definitely try to exercise it as much as possible.    Links Think and Grow Rich by Napoleon Hill Positive Leadership: Strategies for Extraordinary Performance by Kim Cameron Back Off! Your Kick-Ass Guide to End Bullying @ Work by Catherine Mattice Seeking Civility : How leaders, managers and HR can create a workplace free of bullying by Catherine Mattice

Hey there word nerds! Today I have the pleasure of introducing you to someone who has been instrumental in helping me up my speaking game. Whether you’ve been hearing me speak on this podcast or have seen me speak on stage, this person has had a tremendous impact in helping me become the speaker that I am. This person is Alexia Vernon. Alexia has been branded a “Moxie Maven” by the White House Office of Public Engagement because of her unique and effective approach to developing female leaders, for a decade she has been a go-to speaking coach to CEOs, New York Times bestselling authors, media personalities, and scores of visionary entrepreneurs and change-makers who are ready to go from best-kept secrets to hotshot, transformational speakers.   Her unique background as a former Miss Junior America, public speaker, professor, actor, dancer, TEDx organizer, and corporate trainer has enabled Alexia to speak on stages such as the United Nations during the Commission on the Status of Women, INBOUND, and the Association of Talent Development (ATD). She has appeared on major media outlets like CNN, NBC, Inc., and Women’s Health Magazine. Her clients have spoken on stages like the World Domination Summit, Transformational Leadership Council, Entrepreneurs’ Organization, Off the Charts Live, and at TEDx’s around the world, not to mention scoring some amazing media coverage in publications like The New York Times, TIME, and Vanity Fair, and networks like OWN and Good Morning America.   In this episode Alexia and I discuss: The importance of public speaking for authors Finding your voice as a speaker How speaking can help you hone your ideas Plus, Alexia's #1 tip for writers. About Alexia Vernon Branded a “Moxie Maven” by the White House Office of Public Engagement for her unique and effective approach to developing female leaders, for a decade she has been a go-to speaking coach to CEOs, New York Times bestselling authors, media personalities, and scores of visionary entrepreneurs and change-makers who are ready to go from best-kept secrets to hotshot, transformational speakers. Her unique background as a former Miss Junior America, public speaker, professor, actor, dancer, TEDx organizer, and corporate trainer has enabled Alexia to speak on stages such as the United Nations during the Commission on the Status of Women, INBOUND, and the Association of Talent Development (ATD). She has appeared on major media outlets like CNN, NBC, Inc., and Women’s Health Magazine. Her clients have spoken on stages like the World Domination Summit, Transformational Leadership Council, Entrepreneurs’ Organization, Off the Charts Live, and at TEDx’s around the world, not to mention scoring some amazing media coverage in publications like The New York Times, TIME, and Vanity Fair, and networks like OWN and Good Morning America. For more info and show notes: DIYMFA.com/128

Kim Ades, MBA is president and founder of Frame of Mind Coaching and JournalEngine(TM) Software. Author, speaker, entrepreneur, coach, and mother of 5, Kim is one of North America's foremost experts on performance through thought mastery and mental focus. By using her unique process of integrating online journaling in her coaching, she works with clients who are intelligent, driven, and ambitious and helps them examine and shift their thinking in order to yield extraordinary results. Kim has been a featured speaker for dozens of organizations including the Entrepreneurs' Organization (EO), the Canadian Association of Professional Speakers (CAPS), RISMedia, the International Coaching Federation (ICF), the Association for Talent Development (ATD - formerly ASTD), the Society for Human Resources Management (SHRM), the National Association of Realtors (NAR), the World Business and Executive Coach Summit (WBECS), the National Speakers Association (NSA) and the International Association of Coaches (IAC). Kim also trains hundreds of coaches and leaders annually in the art of incorporating journals into their coaching process with a focus on mindset and mental toughness. For an inside look at this unique coaching approach, go to www.frameofmindcoaching.com. Additionally, Kim is the author of What You Focus on Grows.  

Kim Ades is the president and founder of Frame of Mind Coaching and Journal Engine Software. Kim is also an author, speaker, entrepreneur, coach, and is one of North America's foremost experts on performance through thought, mastery and mental focus. By using her unique process of integrating online journaling in her coaching, she works with clients who are intelligent, driven and ambitious. She helps them examine and shift their thinking in order to yield extraodinary results. Kim has been a featured speaker for dozens of organizations including the Entrepreneurs' Organization (EO), the Canadian Association of Professional Speakers (CAPS), RISMedia, the International Coaching Federation (ICF), the Association for Talent Development (ATD), the Society for Human Resources Management (SHRM), the National Association of Realtors (NAR), the World Business and Executive Coach Summit (WBECS), the National Speakers Association (NSA) and the International Association of Coaches (IAC). Website: www.frameofmindcoaching.com Twitter: @kimades 

Selling in a Skirt with Judy Hoberman Radio with her guest Kristen Owens & Kim Ades: Kristen Owens - Graduated from fitness and health promotions - college. Worked in corporate fitness for many years prior to kids Ran a Pilates studio and went to nutrition school. Started a nutrition practice Trained in various coaching modalities and started coaching weight loss ontologically. Started attracting women in all areas of life obstacles. I am a community producer and TV show host called health matters I speak at various events and have a coaching practise Kim Ades, MBA is president and founder of Frame of Mind Coaching and JournalEngineTM Software. Author, speaker, entrepreneur, coach, and mother of 5, Kim is one of North America's foremost experts on performance through thought mastery and mental focus. By using her unique process of integrating online journaling in her coaching, she works with clients who are intelligent, driven, and ambitious and helps them examine and shift their thinking in order to yield extraordinary results. Kim has been a featured speaker for dozens of organizations including the Entrepreneurs' Organization (EO), the Canadian Association of Professional Speakers (CAPS), RISMedia, the International Coaching Federation (ICF), the Association for Talent Development (ATD – formerly ASTD), the Society for Human Resources Management (SHRM), the National Association of Realtors (NAR), the World Business and Executive Coach Summit (WBECS), the National Speakers Association (NSA) and the International Association of Coaches (IAC). Kim also trains hundreds of coaches and leaders annually in the art of incorporating journals into their coaching process with a focus on mindset and mental toughness. For an inside look at this unique coaching approach, go to www.frameofmindcoaching.com.

Take Action Get Profits with Michele Scism with her guest Melissa Krivachek & Kim Ades: Melissa Krivachek is the President of Briella Arion, Inc. As the International Best-Selling Author of Be A Baller! The Blueprint To Have It All, BOLD! Helping You Unleash The Hero Within and, Be Ballsy! How Not To Suck At Love, Success, and Happiness. she loves teaching entrepreneurs across the globe how they can have it all —, all at the same time. Love, Success, & Happiness. Chosen as Evolution Magazine's “2013 Power Player Under 40” honored by the National Council of American Executives as a Top US Executive in 2014 and featured on CNN, Forbes, ABC, NBC, CBS, CW, and FOX, in addition to receiving dozens of other accolades, Melissa's passion for growth resonates with entrepreneurs Kim Ades, MBA is president and founder of Frame of Mind Coaching and JournalEngine™ Software. Author, speaker, entrepreneur, coach, and mother of 5, Kim is one of North America's foremost experts on performance through thought mastery and mental focus. By using her unique process of integrating online journaling in her coaching, she works with clients who are intelligent, driven, and ambitious and helps them examine and shift their thinking in order to yield extraordinary results. Kim has been a featured speaker for dozens of organizations including the Entrepreneurs' Organization (EO), the Canadian Association of Professional Speakers (CAPS), RISMedia, the International Coaching Federation (ICF), the Association for Talent Development (ATD – formerly ASTD), the Society for Human Resources Management (SHRM), the National Association of Realtors (NAR), the World Business and Executive Coach Summit