Podcasts about talent leaders

Are you ready to revolutionize your talent acquisition approach? In this transformative episode of The ASHHRA Podcast, hosts Luke Carignan and Bo Brabo dive deep into the world of healthcare talent acquisition with the brilliant and dynamic Jen Azuri-Humm, Vice President of Talent Acquisition at Emory Healthcare.With over 18 years of diverse experience in the talent acquisition space, Jen brings a powerhouse of knowledge that stretches beyond traditional healthcare settings. Her journey, insights, and actionable strategies will leave you inspired and ready to take your talent acquisition to the next level.

Tea Time with Talent Acquisition is proudly sponsored by Peritus Partners - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Peritus Partners - Next Generation Recruitment⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ------------------------------ It's a New Year and a new season of Tea Time with Talent Acquisition and what better way than to start with a brilliant chat I had with Edward Segond von Banchet, the Head of Talent Acquisition at Kuehne+Nagel. Coming from a truly impressive career that started all the way back in the late 90s, Edward has seen it all across Agency, RPO and Internal. He has worked across teams known all too well from Huawei, SAP, AT&S and now of course Kuehne+Nagel. As we begin the year Edward shared what Talent Leaders should be focusing on in January 2025 and beyond. We cover everything from reshaping the talent function and pipeline development to what technologies we could be using to our advantage. Leading a team? Then this episode is for you! Feel free to find Edward here - Edward Segond von Banchet | LinkedIn  ------------------------------ If you find this topic interesting or have an idea about a future topic in which either you would like to speak yourself or would like us to cover, please reach out to the host, Eden here - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Eden Whitcomb | LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠  Thank you for supporting our project, if you liked what you heard then we would appreciate if you could drop us a review or rating! #podcast #recruitment #talentacquisition #hiring

It's the final TaPod for the year, and have we got a present for you! We are joined by industry experts Jo Vohland and Edan Haddock for a 2024 wrap-up and just a little bit of 2025 crystal balling...From AI to DEI to Tech to ‘Doing More with Less' and a heap more. Jo and Edan disagree on whether Talent Leaders should run requisitions… what do you think? Thanks to TaPod Connect for supporting the podcast throughout Summer! 

This week on TaPod, we catch up with one of the most accomplished and wonderful Talent Leaders in ANZ, Nina Pollard from Coles or as Lauren puts it… ‘A very f$%king robust career with some massive labels behind it…' With 5 ITAs including Talent Leader of the Year, Nina sure has some amazing experience and success to draw on. We talk about the wins, the challenges, the outside interests and the journey to get there. For anyone looking to take their Talent career to the ultimate level, here is the blueprint! Thanks to SmartRecruiters for your ongoing support. 

In this episode of the podcast, Amir is joined by Jesse Sacks, the Head of Talent and People at Starshot Ventures. Jesse shares his experiences and insights on the operational aspects of managing talent, including reporting structures, building effective processes, navigating employment contracts, and legal alignments. He also provides valuable advice on achieving operational efficiency, understanding equity, and integrating deeper into the business to drive significant impact. This episode offers practical guidance for both emerging companies and professionals in the talent and people sector. Highlights: 01:33 Early Stage Startups and Talent Reporting Structure 03:21 Balancing Structure and Process in Talent Management 04:51 Operational Efficiency in Early Stage Companies 06:42 Understanding the Business for Talent Leaders 09:56 The Role of Chief People Officers 12:42 Legal Aspects in Talent Management 16:31 Equity in Startups: A Deep Dive Guest: Jesse Sacks is the Head of Talent and People at Starshot Ventures, where he oversees talent management, operational efficiency, and legal alignments. With a deep understanding of equity, reporting structures, and process building, Jesse is focused on integrating talent strategies into the broader business framework to drive significant impact. He brings valuable experience in managing the operational aspects of talent across early-stage startups and is dedicated to fostering effective processes that align with company goals. LinkedIn: https://www.linkedin.com/in/jessesacks/ ----- Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

Recruiting is preparation for retention.  I think it's really top of mind that we should focus on that because a lot of people think that recruiting is just the top of funnel--just getting people in the door. But the experience that people have during the recruitment process... Data has supported that it flows into the retention of that individual throughout their life cycle.We're Only Human -- Episode 177Today's podcast episode is a replay of the Q4 2024  livestream research release keynote panel conversation between Travis Windling of RBC, Lisa Brignall of Coca Cola, and Camille Tate of Strava.  Listeners can expect to learn:  Insights on Diverse Hiring Strategies Focus on Data-Driven Recruitment Decisions Practical Tips for Recruitment SuccessSee the show archives and sign up for episode updates

Perfect Monday for a Recruitment Chinwag! And who better to Chinwag with, than the amazing Kyle Hurley!Born in Adelaide, Kyle moved to Regional Victoria as a child and was raised on the land. Another TA Professional with an Agricultural background- I really am sensing a trend here! We talk about his studies in Information Technology, his first role working for Sensis/ Yellow Pages and the time he sold all of his belongings and travelled around the world.We walk through his career as a Recruiter, commencing in Agency in the 2000's, and how much the Industry has changed. We also discuss why and Talent Leaders must have a seat at the C-Suite table, and how to go about ensuring you do.It's a really informative episode!Enjoy! Join RUBBERBAND today!

The ever-shortening shelf life of skills, fast-changing business priorities, ageing populations, and changing attitudes to work means that retaining the right talent is not only more difficult than ever, it is also likely to remain so for years to come. It's not surprising, then, that Talent Leaders are starting to think differently about the structure of their function to remove silos and foster collaboration between Talent Acquisition, Talent Management, L&D and other vital people functions. So what kind of overarching vision is needed to drive effective cross-function thinking, and what strategic role should TA play internally within the organization? My guest this week is Hélène Loine, VP of Human Resources at Ekkiden. Hélène has a background in recruiting, working at rapidly scaling companies. Her focus at Ekkiden is building a shared vision of employee experience to connect HR silos to improve hiring and retention. In the interview, we discuss: The TA challenges in scaling different types of business The importance of understanding your target audience Automation and AI Using technology and a shared vision to connect the silos in HR Different ways of thinking about talent Building a people-centric talent function Looking at employee experience holistically to drive retention Personalization How can TA use data and insights to contribute strategically inside the business? What does the future of TA look like? Listen to this podcast on Apple Podcasts.

The ever-shortening shelf life of skills, fast-changing business priorities, ageing populations, and changing attitudes to work means that retaining the right talent is not only more difficult than ever, it is also likely to remain so for years to come. It's not surprising, then, that Talent Leaders are starting to think differently about the structure of their function to remove silos and foster collaboration between Talent Acquisition, Talent Management, L&D and other vital people functions. So what kind of overarching vision is needed to drive effective cross-function thinking, and what strategic role should TA play internally within the organization? My guest this week is Hélène Loine, VP of Human Resources at Ekkiden. Hélène has a background in recruiting, working at rapidly scaling companies. Her focus at Ekkiden is building a shared vision of employee experience to connect HR silos to improve hiring and retention. In the interview, we discuss: The TA challenges in scaling different types of business The importance of understanding your target audience Automation and AI Using technology and a shared vision to connect the silos in HR Different ways of thinking about talent Building a people-centric talent function Looking at employee experience holistically to drive retention Personalization How can TA use data and insights to contribute strategically inside the business? What does the future of TA look like? Listen to this podcast on Apple Podcasts.

The ever-shortening shelf life of skills, fast-changing business priorities, ageing populations, and changing attitudes to work means that retaining the right talent is not only more difficult than ever, it is also likely to remain so for years to come. It's not surprising, then, that Talent Leaders are starting to think differently about the structure of their function to remove silos and foster collaboration between Talent Acquisition, Talent Management, L&D and other vital people functions. So what kind of overarching vision is needed to drive effective cross-function thinking, and what strategic role should TA play internally within the organization? My guest this week is Hélène Loine, VP of Human Resources at Ekkiden. Hélène has a background in recruiting, working at rapidly scaling companies. Her focus at Ekkiden is building a shared vision of employee experience to connect HR silos to improve hiring and retention. In the interview, we discuss: The TA challenges in scaling different types of business The importance of understanding your target audience Automation and AI Using technology and a shared vision to connect the silos in HR Different ways of thinking about talent Building a people-centric talent function Looking at employee experience holistically to drive retention Personalization How can TA use data and insights to contribute strategically inside the business? What does the future of TA look like? Listen to this podcast on Apple Podcasts.

In episode 358, Bradley emphasizes that learning and pronouncing people's correct names can build trust and show that leaders care about their employees. He also introduces the La Jolla and Burrito rules to help you with Spanish pronunciations. This episode is brought to you by The Simple Sales Pipeline® which will organize and value any construction sales rep's roster of customers and prospects in under 30 minutes. *** If you enjoyed this podcast, we'd sincerely appreciate it if you left a review on Apple Podcasts. The feedback helps improve the show and helps with our visibility as well. The more people listen to the podcast, the more we can invest into it to make it even better.   Since we're asking for things . . . we'd also love it if you recommended this show to your friends and colleagues. Your network looks to people like you to learn where to invest their time and attention. We'd love the opportunity to add value to more people in our community. For more info: The Construction Leadership Podcast Follow us on Instagram: instagram.com/bradleyhartmannandco/ Subscribe to our YouTube Channel: Bradley Hartmann & Co.

Mike Smith is the founder of Huddle Advisory, a firm that guides leaders and teams to peak performance. When organizations maximize the potential of their "Leadership Athletes", they consistently deliver better results. Having been both a CHRO and CFO, Mike has a special lens to align business and talent strategy. He guides leaders and teams through skilled inquiry, objective data analysis, and practical counsel. Mike's diversified background allows him to work effectively with public company CEO's, startup founders, and rising talent across consumer-facing and B2B industries. Mike founded Huddle after 25+ years in sports and entertainment working with the National Football League, NBC, and Deloitte. His unique background includes leadership roles in Human Resources, Finance, Technology, and Administration. Mike has been repeatedly tapped to lead the most important initiatives ranging from creating a coaching culture at the NFL to Super Bowl weather planning to NBC's acquisition of Universal. Mike's 16-season career at the NFL culminated as the Chief Human Resources Officer. He worked closely with Commissioner Goodell and Owners on compensation governance and executive succession planning. Previously, Mike was the NFL's first SVP - Talent Management with oversight for the entire talent lifecycle. He spearheaded a leadership development process, a new compensation mechanism, and an engaged workforce with a more diverse leadership team. Previously, Mike was the SVP – Finance and Administration, where he upgraded the League Office's reporting and analytic capabilities. Mike also led an office relocation and served as Interim Chief Information Officer. Mike began his NFL career as the VP - Finance for the Media Group, where he played an important role in television rights negotiations and the launch of the NFL Network and Digital Media properties. Mike also co-led the project to create the current Flexible Game Scheduling Process. Prior to joining the NFL, Mike worked for NBC in both Los Angeles and Philadelphia. He began his career with Deloitte in Philadelphia, working with the office's largest client, Comcast Corporation. Mike is enrolled in Vanderbilt University's Doctoral Program in Leadership and Learning. He received his MBA from Villanova University and completed Stanford University's Executive Program for Talent Leaders and Columbia University's Coaching Program. Mike is certified in several leadership assessments, including Emotional Intelligence, NBI Thinking Preferences, and DISC.   Additionally, I'll be donating to and raising awareness for the charity or organization of my guest's choice with each episode now. This episode, the organization is called Philadelphia Eagles Autism Foundation. Any and all donations make a difference! You can connect with Mike on: Website - Huddle Advisory Out of Our League - Podcast LinkedIn Instagram Twitter To connect with me: Interested in working with me as your coach? Book a complimentary 15 minute call here. LinkedIn Instagram Website Subscribe to my weekly newsletter YouTube Please leave a review for this podcast on Apple Podcasts!   Resources/People Mentioned: Grit - Angela Duckworth Tony Dungy Troy Vincent Edward Demming

“No matter how good you are, without the business context, it's challenging.”- Nathan DeilyHow well do you and your team understand your client's business?  How much importance do you place on business acumen as a core HR and Talent professional competency?    In today's episode, my guest makes the case for ensuring that business acumen is a fundamental skill amongst people professionals.My guest is Nathan Deily. Nathan is a co-founder and Chief People Officer of nth Venture. His career spans roles of progressive responsibility & leadership at Raytheon, Honeywell, Microsoft and LivePerson. He holds a Bachelor's degree from Tulane University, a Master's in Labor Relations and HR from Michigan State's School of Labor and Industrial Relations and an Executive MBA from Arizona State University's W.P. Carey School of Business. He is active in community service, and currently serves on the Board of Directors of Operation: Cigars for Warriors. He also enjoys riding his Indian motorcycle and is a registered lobbyist for the Arizona Modified Motorcycle Association.In this episode of Talent Management Truths, you'll discover:

In this IPL special episode of the Hireside Chats, ⁠SatJ⁠, CEO of ⁠Diamondpick⁠ and Ram Ramanathan, CEO Fandom Sports & Entertainment, talk all about Cricket, the IPL and the best business lessons we can learn from the IPL and sports industry.  The conversation takes some interesting turns from the evolution of fandom to highlighting the power of fans of an employer brand. Cricket fans, or not, join the conversation for some interesting insights from Ram on the media and entertainment industry and how one must keep reinventing themselves to stay ahead of the game.  (00:00) : Hireside Chats Intro (00:44) Part 1: Introduction: The IPL Fever (Intro to guest) (3:44) :  What makes the IPL so special compared to all other professional leagues? (6:22) : One's always intrigued by what doesn't meet the eye. What's it like behind-the-scenes to pull off an IPL season? (10:21) : What would you like to say to anyone considering a career in IPL and in general Sports, Media & Entertainment? (11:35) : What's your most memorable live IPL moment? (14:06) : Tell us a little about the industry, what you do, and how your companies, Fandom, Desh Vegas and Ingene, came into being.  (16:50) : What would you like talent and talent leaders to hear from  your own personal experience?  (22:01) : How would that translate into your vision for the ventures that  you're running currently?  (24:07) : How has IPL addressed this evolving needs of the fans? (29:34) : Part 2: It's all in the Game (30:11) : What are some commonalities that you see between IPL and talent acquisition? (34:38) : What do you think is the secret sauce behind building the various IPL teams? Do they have a strategy that talent leaders can learn from?   (39:11) : Part 3: Creating Raving Fans of Your Employer Brand (39:50) : What are your thoughts on this? What can ‘fans of the employer brand' or brand ambassadors do for the organization's success? (41:22) : Part 4:Closing Thoughts (41:58) : Rapid Fire Questions (44:57) : Closing Remarks If you enjoyed this episode, leave a review, or share it on your socials to help us reach as many ears as possible. So, until next week, stay tuned.  

“We rally around a purpose larger than ourselves.”- Sarah Icely HillIf you're like most Talent Leaders, you think a lot about engagement and passionate purpose.  Maybe you have a tired engagement survey and are thinking of refreshing the questions to get better data.  Perhaps you are dreaming of how you could infuse passion into the commercial aspect of your work and your organization's culture.  Tune into this episode for some innovative ideas on how you might do these very things.My guest is Sarah Icely Hill. As VP, People and OE at BrandActive, part of Sarah's role is fostering company culture, elevating the team member experience and driving organizational effectiveness. Motivated by her passion for inclusive development, Sarah integrates trust, agility and growth to develop innovative engagement and learning solutions. Prior to joining BrandActive, Sarah held roles at major firms such as PwC, KPMG and Canadian Tire. Sarah is personally committed to promoting female empowerment and sustainable community development. She serves on the board of directors for Uganda for Her, a non-profit organization focused on educating communities in Uganda on reproductive rights.Sarah earned a Bachelor of Arts degree from Carleton University and a post-graduate certificate in Human Resources from George Brown College. She holds CHRL and CHRP certifications as well as a 200-hour RYT yoga teacher training certification.In this episode of Talent Management Truths, you'll discover:

From banking, to HR, to talent, to retention, to author – there's very little Trent Cotton can't do.  The Senior Global Director of Talent Acquisition and Retention and author of multiple business books got into the talent sphere after realising he could recruit better than his recruiters.  And after attending a seminar on AGILE methodology, he realised that his human-first recruitment philosophy could be made even better. Through putting sprints (a short, time-boxed period when a team works to complete a set amount of work.) into his process, Trent improved metrics across his whole talent team and instilled a framework for success.  On episode 20 of the Talent Intelligence Podcast, we sat down with Trent to discuss:   How sprint recruiting has transformed how he works (and how he works out

“Now, there's no shame in making mistakes. It's how we learn a lot of the time. But what if you could AVOID some of the most common mistakes in the first place?” - Lisa Mitchell Today I'm revealing 3 of the most common mistakes I've observed Talent leaders make - or that I've made myself. In this episode of Talent Management Truths, you'll discover:

“It's learning in real time, really. Because you can read about swimming and watch videos, but you don't know how to swim. There's information out there, courses and learning, but applying it - we're doing that right away.” - Candace Brereton This episode is the SECOND of a 2-part series covering my panel interview with several members of The Talent Trust, my 6-month Mentoring and Peer Learning Community for Talent Leaders. Check out Episode 50 to hear the first part! Listen in for a sneak peek behind the curtains around what it's really like to be part of this peer community! My guests are: Candace Brereton, HR Generalist at Foster and Associates Financial Services Jennifer Hall, VP of HR at Access Employment (listen to my interview with her on Episode 09 Creating Psychological Safety ) Shelagh Ell, Director of People and Culture at ATCO (listen to my interview with her on Episode 26 Understanding your Customer) Marie Elenda, Manager of Learning Programs at dentalcorp Susan Salomone, AVP of Workforce Development and Career Services at Ochsner Health (listen to my interview with her on Episode 05 The Power of Talent Stewardship) In this episode of Talent Management Truths, you'll discover:

“[The practice of reflection] has been such a powerful takeaway personally, and also the learning for me and my work groups, to make sure that we're building in that reflection opportunity for my people and for myself.” Susan Salomone This episode is the FIRST of a 2-part series covering my panel interview with several members of The Talent Trust, my 6-month Mentoring and Peer Learning Community for Talent Leaders. The second episode will air a week later. Listen in for a sneak peek behind the curtains around what it's really like to be part of this peer community! My guests are: Candace Brereton, HR Generalist at Foster and Associates Financial Services Jennifer Hall, VP of HR at Access Employment (listen to my interview with her on Episode 09 Creating Psychological Safety ) Shelagh Ell, Director of People and Culture at ATCO (listen to my interview with her on Episode 26 Understanding your Customer) Marie Elenda, Manager of Learning Programs at dentalcorp Susan Salomone, AVP of Workforce Development and Career Services at Ochsner Health (listen to my interview with her on Episode 05 The Power of Talent Stewardship) In this episode of Talent Management Truths, you'll discover:

“The employee voice is instrumental in how you shape your programs.” - Kristy Jones So what makes an employee's experience memorable and meaningful? A sense of belonging is at the heart of it. In this discussion, my guest walks us through the 5 components of the Belonging Model that they leverage in her organization. LIsten in for reflections on how belonging and being heard drive employee success. My guest is Kristy Jones, is a dedicated and collaborative HR professional with a track record of achieving business priorities via people engagement, employee relations, and centre of excellence initiatives. Kristy is currently working at Achievers Solutions as the Sr. Director, Employee Success. She leads a global team of HR professionals focused on scaling the business globally and ensuring retention and engagement. Kristy has a real passion for supporting employees to do their best work. Kristy holds a Bachelor of Commerce in HR Management from Ryerson University, as well as the CHRL (Certified Human resources Leader) and sHRBP (Strategic HR Business partner) certifications. In this episode of Talent Management Truths, you'll discover: Insights into what makes the employee experience memorable and meaningful A sneak peek at the 5 components of the “Belonging Model” and how it ties to Psychological Safety and an organization's EVP The importance of listening to the employee voice Links Kristy Jones on Linkedin: https://www.linkedin.com/in/kristyjoneschrl Achievers Workforce Institute Belonging Model: https://www.achievers.com/resources/white-papers/workforce-institute-culture-of-belonging/ You deserve clarity and support! I offer private coaching and group programs exclusively for Talent Leaders. Let's chat and see how I can help you. Book a free, no obligation Clarity Catalyst Call with me today so you can get clarity around what you want and need in terms of support and we can figure out how I might help you with that: https://hello.dubsado.com:443/public/appointment-scheduler/5d87cca2d3d2aa63af933f8d/schedule Stay Connected Like what you've heard? Click here to subscribe in iTunes for more episodes to inspire you in your work facilitating the growth and potential of others! You'll hear about strategies and tools, successes and failures from other Talent leaders working the field today, just like you. I would be extremely grateful if you left a review on iTunes so that others can find the show and elevate their impact too! Just click here to review, select “Ratings and Reviews” and “Write a Review. ” Thank you! Follow me LinkedIn: https://www.linkedin.com/in/lisa-mitchell-acc-ctdp-7437636/ Instagram: @greenappleconsulting Facebook: https://www.facebook.com/greenappleconsulting.ca

Paul Phillips, Global Head of Talent Acquisition at Avanade, joins us to discuss what a talent creator is (a bit

Paul Phillips, Global Head of Talent Acquisition at Avanade, joins us to discuss what a talent creator is (a bit

“When I support Talent Leaders, they in turn are better positioned to support the thousands of people relying on them for essential programs and tools.” - Lisa Mitchell Today I'm taking you behind the scenes here at Green Apple Consulting - a bit of a sneak peek into our world and the work that we do. I'm going to answer questions that people ask me when I'm first getting to know them :) In this episode of Talent Management Truths, you'll discover:

“Culture is the accumulation of smaller moments.” - Keira Torkko What IS organizational culture? What are all the components and how do you create the culture you want? These are complex questions - and yet they are critical to the work of Talent Leaders. Listen to this episode for insights on building and sustaining culture. My guest is Keira Torkko who is Chief People Officer at Assent in Ottawa, Ontario, Canada. Keira has an intriguing background in that she did not spend the majority of her career in HR. She holds a B. Comm and is a CGA, and has led Employee Experience and People for the last 4 years. In this episode of Talent Management Truths, you'll discover:

“HOW are you creative?” - Lisa Mitchell What does creativity mean to you? Creativity is the theme of the month in my mastermind program for Talent Leaders, The Talent Trust - and so I've been thinking a lot about creativity and how this quality is often misunderstood. For many of us, we think that if we do not know how to draw or paint, that we somehow lack creativity. What if we accepted that we are all creative in our own way and actually leveraged that creativity more often in the workplace? What might be possible? In this episode of Talent Management Truths, you'll discover:

We've had to respond to massive instances of change over the last few years, from navigating remote work, to the Great Resignation and skills shortages. What's on the horizon? And how can HR leaders prepare their organizations to be future ready?  John Helmer, writer, consultant and the host of his own podcast, The Learning Hack, sits down with host Summer Salomonsen for the final episode of the season. Together they discuss beneficial outcomes of building a future-ready workforce right now, and the trends and market shifts shaping the learning and talent strategies of tomorrow.   Season four is packed with strategies to meet the future ready, from leveraging AI to building equity into the employee experience. For more resources, access our whitepaper, Meet the Future, Ready: A Guide for Talent Leaders. 

“When you want to make TRANSFORMATION happen - your own, or your organizational culture's, you can't simply WING it!” - Lisa Mitchell Are you struggling to schedule and spend ENOUGH deliberate time on strategy, innovation, creativity - the long-term big stuff that truly matters? Organizations move fast. That's the reality. It can be so easy to get swept up in the VORTEX, the place where less than 20% of your time is spent in an INTENTIONAL WAY. The vortex is the place where you have no time to maximize your potential or your organization's. You are too busy just keeping up with the swirl. Tune in to this episode of Talent Management Truths to learn about my Talent Leader's Growth Continuum and how you can use it to diagnose where you are, and figure out your next steps to accelerate your potential AND your intentionality. In today's episode of Talent Management Truths, you'll discover: The # 1 Challenge I see tripping up my Talent Leader clients The five stations along the Talent Leader's Growth Continuum Tactics for transforming your inspiration, influence and your impact Links and Resources The Talent Trust is a 6-month program for ​​leaders who are ready for unparalleled and meaningful peer support, mentoring, inspiration and results - so that you can implement and sustain those big rock initiatives with ease and confidence. Check out the details at: https://www.greenappleconsulting.ca/thetalenttrust Stay Connected Like what you've heard? Click here to subscribe in iTunes for more episodes to inspire you in your work facilitating the growth and potential of others! You'll hear about strategies and tools, successes and failures from other Talent leaders working the field today, just like you. I would be extremely grateful if you left a review on iTunes so that others can find the show and elevate their impact too! Just click here to review, select “Ratings and Reviews” and “Write a Review. ” Thank you! Follow me LinkedIn: https://www.linkedin.com/in/lisa-mitchell-acc-ctdp-7437636/ Instagram: @greenappleconsulting Facebook: https://www.facebook.com/greenappleconsulting.ca FREE Intentional Influencing Assessment https://www.greenappleconsulting.ca/influencing-assessment-1

“As a Talent Management practitioner, we can get a bit tied up in what we see, and the latest buzzword or what we think we know from our seat of expertise. But the reality is, our experience is not the same as that of our many employees.” -Allyson Whiteley As we head into the third year of the pandemic, the world is exhausted and there has been a massive disruption to our lives. Life and work now intersect much differently, and Talent Leaders and their teams have a tremendous opportunity to help organizations navigate both the challenges and the opportunities in this new environment. According to my guest, Talent Management teams are NECESSARY. And I couldn't agree more! My guest is Allyson Whiteley. Alllyson is Sr Vice President of Human Resources, Global Talent Management at Franklin Templeton and lives in St. Petersburg, Florida. In this role, she partners directly with executives on key talent opportunities and since 2018, Allyson has overseen Organizational Development, Learning and Talent Acquisition globally. She and her team help shape who the company is through their role as “cultural architects.” In her long career at Franklin, Allyson was also an HR Business Partner for various lines of business at the executive level, and she is known for her relationship building skills. In this episode of Talent Management Truths, you'll discover:

“If I'm not visibly inclusive, I'm not inclusive.” -Cheryl Bardouille One of the most important focus areas for Talent Leaders is DEI - Diversity, Equity and Inclusion. In recent years, organizations have been investing more and more in supporting DEI and creating truly inclusive cultures. It's a continuous journey of learning and growth for all, taking place against a backdrop of local and global events highlighting racial injustices and systemic inequality. My guest today has a gift for explaining how Talent Leaders can contribute and play a key role going forward - including where to start if your organization has not really yet begun. My guest is Cheryl Bardouille, a leader whose passion for developing people, making meaningful connections and creating inclusive spaces has driven her career journey in Talent Management. Cheryl's professional career started in training and through a series of pivots, opportunities and accomplishments she has evolved into a trusted advisor and respected leader who builds motivated, engaged and inclusive teams, while helping other leaders and organizations to do the same. Cheryl is also a woman of colour, mother, daughter, lifelong athlete, community advocate, trained CTI coach, mentor and devoted friend. She is currently the leader of Talent and People Processes at Cadillac Fairview. In this episode of Talent Management Truths, you'll discover:

It's no secret that the way we work has changed over the last few years—and people are thinking differently about what they want from their jobs. In season 4 of HR Labs, new host Summer Salomonsen will examine how talent leaders can help make work truly “work” for all employees. Along with HR leaders and experts from organizations like McKinsey, Amazon, and Deutsche Post DHL, Summer will explore topics like learning, skills, career growth, AI, equity, and more to understand how together, we can build a more connected workplace. Subscribe now wherever you get your podcasts, and join us for new weekly episodes starting February 22nd.  Tune in: https://podcasts.apple.com/us/podcast/hr-labs/id1482283780 Follow Cornerstone: https://www.instagram.com/cornerstoneondemand/ https://www.linkedin.com/company/cornerstone-ondemand/ https://www.facebook.com/csodcommunity/ https://twitter.com/CornerstoneInc

When it comes to succession planning], one of the most important things is to learn to walk before you run.” -Melissa Law Succession planning is often a core responsibility for Talent Leaders. So much so, I decided to dedicate an entire episode to the topic. From ideas for how to do 9-box right, to whether it's time to move on from the 9-box, we cover it here. This episode is your chance to hear two seasoned succession-planners discuss (very enthusiastically) what they've learned about succession planning and targeted talent development since first encountering it in the 90's. My guest is Melissa Law who is a former Talent Management executive and current Leadership Coach and this is her second visit to the show! I received so much positive feedback about her episode that it was obvious I needed to have her back! If you haven't already listened to her episode, I invite you to go back and check out Episode #1. Melissa is highly accomplished and articulate and I was so interested in our discussion, I forgot we were recording! In this episode of Talent Management Truths, you'll discover:

Our next guest on The Shape of work podcast is Niraj Shukla, Head of HR Operations - India BU at Rebel Foods.Rebel Foods was established in the year 2011. They are the world's largest internet restaurant company. Niraj has spent over a decade building his tool stack in the HR space. Prior to Rebel Foods, he worked as an HR ER at GeBBS Healthcare Solutions, HR Manager at CARE Risk Solutions Pvt Ltd, and Assistant Manager - Talent at CarWale.Episode Highlights:How should talent leaders reimagine their roles and prepare for the future?HR professionals form a bridge between the employees and the organization, and hence it's important for them to set the right expectations and fulfil those accordingly. They should have a broad view of their employees, business, and the market to come up with initiatives for achieving set goals.How to retain your current workforce?The key to retaining talent is by providing them with support and motivation. Organizations should conduct regular surveys to understand their employees better & act on them. What is your one piece of advice to emerging talent leaders of today?Niraj advises future leaders to inculcate a habit of listening. Listening to your employees, business, team leaders, and stakeholders gives a new perspective & also resolves the challenges faced. Follow Niraj on LinkedIn.Produced by: Priya BhattPodcast Host: Dinesh Pandey About Springworks:Springworks is a fully-distributed HR technology organization that is building tools and products to simplify recruitment, on-boarding, employee engagement, and retention. The product stack from Springworks includes:SpringVerify — B2B verification platformEngageWith — employee recognition and rewards platform that enriches company cultureTrivia — a suite of real-time, fun, and interactive games platforms for remote/hybrid team-buildingSpringRole — verified professional-profile platform backed by blockchain, andSpringRecruit — a forever-free applicant tracking systemSpringworks prides itself on being an organization focused on employee well-being and workplace culture leading to a 4.8 rating on Glassdoor for the 200+ employee strength company.

Power, Self-Reflection, Growth, and Drive with Sacha Luthi   Power comes with responsibility, and leading others requires a great amount of self-reflection. In this episode, we stray from our typical format and tackle the intangible, yet vitally important topics of personal growth and drive. Joining us over the airwaves all the way from Geneva is Sacha Luthi, Global Head of Talent and Learning at Cartier and former Global Head of Talent at Gucci! In our conversation with Sacha, he candidly shares his views on power, learning, unique talent propositions, and so much more. We discuss the importance of leveraging on strength and measuring the impact of your deficiencies, as well as how we can motivate ourselves to learn and grow. Sasha fills us in on how he personally measures his success through self-reflection and evaluating his relevance in the respective field, and how he finds that placing himself in challenging situations allows for personal growth. Tune in today for some profound insights and advice from one of the world's finest Talent Leaders, and discover why learning should be convenient, but never easy.   Key Points From This Episode:   Sacha Luthi's nationality and polylingualism (and which languages he uses in different contexts.) He shares his background and his current role and interests. How to measure success both practically and self-critically. The importance of self-reflection and considering what you bring to the table. Sacha's view on power and his relationship with it. His approach to directing people and why he feels it's important to leverage on strength. How to measure the impact of your deficiencies. How to identify your unique talent proposition and why you should be assertive about your strengths. Sasha shares his belief in putting oneself in difficult situations in order to grow. Why learning should be convenient, not easy.  The value of public commitments when learning a new skill. The importance of recognizing and valuing the elements that made you who you are.   Tweetables:   “In terms of career, I have a sweet spot for organizational change leadership and learning but I have a broad interest in everything that is happening in HR and beyond.” — Sacha Luthi [0:05:23]   “I like power and I have no shame in saying that. The question is, “How do I use power?” because power comes in many shapes and forms and you have a responsibility.” — Sacha Luthi [0:09:14]   “My practice is more having good conversations, good dialogue, asking good questions to people in my team so that they come to a conclusion about what they need or what they think they need most.” — Sacha Luthi [0:11:56]   “You're looking at the wrong end of the growth tree if you are focusing on the things that you are deficient in. You are better off trying to get 1% better at the thing you're already an expert at.” — Rob Stevenson [0:13:27]    “Learning can be convenient but it shouldn't be easy because if it is easy, you're not learning.” — Rob Stevenson [0:21:48]    Links Mentioned in Today's Episode:   Sacha Luthi on LinkedIn Cartier Talk Talent to Me Hired

Top Talent, Leaders & Trust with Allison Shapira | Let's start with a fundamental question:  What do leaders really do? In the words of the legendary John P. Kotter: “They don't make plans. They don't solve problems. They don't even organize people. What leaders do is prepare organizations for change and help them cope as they struggle through it.” So that's what leaders really do. They do the work of preparing for and coping with change.  With the unending changes that have been thrust upon the world, it's no wonder leaders are under a tremendous burden now. And it's no wonder so many are losing sleep as a result! Now if you're a regular listener of The Counterfeit Sleep® Podcast, you know we don't want anyone losing sleep! And so we continue to support CEOs and business leaders by bringing them the ideas and insights they need to succeed in turbulent times. We feature the best of the best in corporate leadership—the thought leaders and the innovators—the ones the CEOs call when they need help.  Whether you're the CEO of a multinational corporation or the CEO of your family, each episode gives you what you need to lead so you can get the sleep you need. So what do you need to lead through change? Of course, high performance sleep™ is your foundation. But beyond that, is there a key skill that separates the highly successful leaders from the rest? The answer is a simple one: communication.  And if you hear that word and sum it up as “Communication is what we say and how we say it”, you're right—that's true.  But there's more.  Communication has an end goal, and that goal is to build trust. And you achieve that end goal…that trust…when you communicate, but only if you communicate with impact. And that's exactly what we get into in this next installment of our Business Impact Series. Our guest is Allison Shapira, a leader in Leadership Communication. Allison is the author of Speak with Impact: How to Command the Room and Influence Others . She works with leaders to help them speak clearly, concisely, and confidently to build the trust that propels others to carry forth their vision. Listen and learn: why communication is your key strategy to attracting and retaining employees in challenging times how to maintain your authenticity when you have a message you don't want to deliver the 3 questions everyone should ask themselves before speaking  Connect with Allison Shapira Allison at https://allisonshapira.com ~~~~~~~~~~~~~~~ When you're ready to harness the benefits of High Performance Sleep™, clink the link below. You take this simple step, and we'll take care of the rest! For you: Find out your risk of Counterfeit Sleep®. Take the screening here: www.counterfeitsleep.com For your workplace: Bring the benefits of High Performance Sleep™ to your workplace! Learn more about high performance sleep™ and our sleep performance assessment in your workplace. Visit www.hipersleep.com  ~~~~~~~~~~~~~~~ Learn more about your ad choices. Visit megaphone.fm/adchoices

Top Talent, Leaders & Trust with Allison Shapira | Let's start with a fundamental question: What do leaders really do? In the words of the legendary John P. Kotter: “They don't make plans. They don't solve problems. They don't even organize people. What leaders do is prepare organizations for change and help them cope as they struggle through it.” So that's what leaders really do. They do the work of preparing for and coping with change. With the unending changes that have been thrust upon the world, it's no wonder leaders are under a tremendous burden now. And it's no wonder so many are losing sleep as a result! Now if you're a regular listener of The Counterfeit Sleep® Podcast, you know we don't want anyone losing sleep! And so we continue to support CEOs and business leaders by bringing them the ideas and insights they need to succeed in turbulent times. We feature the best of the best in corporate leadership—the thought leaders and the innovators—the ones the CEOs call when they need help. Whether you're the CEO of a multinational corporation or the CEO of your family, each episode gives you what you need to lead so you can get the sleep you need. So what do you need to lead through change? Of course, high performance sleep™ is your foundation. But beyond that, is there a key skill that separates the highly successful leaders from the rest? The answer is a simple one: communication. And if you hear that word and sum it up as “Communication is what we say and how we say it”, you're right—that's true. But there's more. Communication has an end goal, and that goal is to build trust. And you achieve that end goal…that trust…when you communicate, but only if you communicate with impact. And that's exactly what we get into in this next installment of our Business Impact Series. Our guest is Allison Shapira, a leader in Leadership Communication. Allison is the author of Speak with Impact: How to Command the Room and Influence Others . She works with leaders to help them speak clearly, concisely, and confidently to build the trust that propels others to carry forth their vision. Listen and learn: why communication is your key strategy to attracting and retaining employees in challenging times how to maintain your authenticity when you have a message you don't want to deliver the 3 questions everyone should ask themselves before speaking Connect with Allison Shapira Allison at https://allisonshapira.com ~~~~~~~~~~~~~~~ When you're ready to harness the benefits of High Performance Sleep™, clink the link below. You take this simple step, and we'll take care of the rest! For you: Find out your risk of Counterfeit Sleep®. Take the screening here: www.counterfeitsleep.com For your workplace: Bring the benefits of High Performance Sleep™ to your workplace! Learn more about high performance sleep™ and our sleep performance assessment in your workplace. Visit www.hipersleep.com ~~~~~~~~~~~~~~~

Nick Day is joined on The HR L&D Podcast by Bryan Seely!Bryan is someone who has advised the White House and is the only hacker and speaker who has successfully wiretapped the United States Secret Service and the FBI!Later that year same year, my guest also de-anonymized the highly valued mobile app, Secret, which put him on the front page of Wired.com, CNNMoney, CNET, Forbes, and the Washington Post — all in the same day!Seriously!That is because Bryan is a world-famous Security Keynote Speaker, Ethical Hacker, Author and Former US Marine who is joining us today to talk about the importance of cyber security.Bryan is passionate about fighting for consumers rights, privacy and educating the public about how to stay safe in a constantly changing technology landscape. He currently lives in Seattle with his 2 children and he now freelances as a cybersecurity consultant and advises John McAfee and his company MGT.Now with 81% of UK SMEs confirming that they had suffered a data breach or cyber-attack, with a considerable two in five (37%) admitting they had suffered multiple breaches – I was compelled to invite Bryan to the show – because Payroll in particular, is a department that is extremely vulnerable to cyber-attacks.In this “Protecting employees from Cyber Attacks & Cyber Fraud” episode with Bryan Seely on The HR L&D Podcast, we also explore:Bryan, you became one of the world's most famous hackers in 2014 – can you tell our listeners why?I understand the Secret Service called you a hero and praised your courage and integrity – What's the story?In the world of HR, why are we seeing increases in phishing scams, ransomware attacks, cyber fraud, recruitment scams and corporate espionage?For HR leaders, cyber and data security is a critical concern. With departments so vulnerable to attack, what can be done to better protect data?How likely is it that one of our listeners suffers a ransomware attack (spoiler alert: it is higher than you think)!What is going on inside the mind of a potential hacker or Cybercriminal?How do hackers decide who to attack and when?What are the key questions you would want to ask your software provider to give you the confidence that the employee data is secure?What advice would you give to help HR departments protect themselves and their employees from scam and phishing attempts?Why should HR and Talent Leaders be wary of fake LinkedIn profiles and how they can identify one?Cyber Fraud: The Web of Lies (available on Amazon) - we find out more about this best-selling book (and why everyone should read it)!Links highlighted in this “Protecting employees from Cyber Attacks & Cyber Fraud” episode are included below:Bryan Seely's LinkedIn Profile: https://www.linkedin.com/in/bryanthemapsguy/Bryan's website:

 In HRchat episode 313, we delve into ways to influence leadership behaviors in order to drive organizational outcomes with continuous feedback. Listen as we also consider how to better measure behaviors to create a corporate culture of feedback and accountability. Bill Banham's guest this time is Alexander Schwall, Ph.D., Co-Founder and Chief Science Officer at Rhabit Analytics.Alexander holds a PhD from Pennsylvania State University. Before founding Rhabit, he worked in HR consulting, where he gained a profound understanding of the needs and expectations of Talent Leaders. He also worked in Research & Development, developing products that are scientifically sound while delivering an excellent experience to employees and HR users alike. He now uses his expertise in Industrial/Organizational Psychology to ensure that Rhabit uses sound measurement and solidly rests on scientific principles. His motivation is to deliver meaningful and valid data.Alexander also guides all product implementation with Rhabit's clients and consults them on how to analyze, understand, and use their Rhabit data.

The final categories from our Willingness to Commit to Self Development framework. These types of executives will benefit from executive coaching. ____________ www.themessytruthleadership.com

Disruption happens a lot across the corporate world. Sometimes, from a company’s perspective through realigning functions. And sometimes by employees themselves as they make choices to try different things. But whether disruption is caused by a company or an individual, it’s occurring more frequently. And from our vantage point, we see individuals who aren’t ready for it…and aren’t good at resetting around a challenge or an opportunity that disruption causes. The book sets out to help individuals understand why disruption occurs and how to plan for resets. This episode of What's Your Story has guest host, Lia, who interviews Sally, Hurst, and LaKesha about book insights, highlights and maybe see if they'll share a few tips from our latest book, Disrupted! How to Reset your Brand and Your Career. More about The Creators Sally Williamson is the founder of SW&A and an expert in all things related to spoken communication. Sally brings more than three decades of experience, insights and a general love of connection to empower more than 15,000 leaders and managers to influence and impact any group. Disrupted! is her fourth book. Hurst Williamson is the ultimate utility player who can uncover client needs, lead a workshop or weave an incredible tale. He owns every room and brings genuine engagement to communication. He is the heart of the career journey and a proud member of the generation most disrupted. But he sees it as an opportunity to tell your story and own your journey. And he’s helping many of our clients do just that. Hurst co-authored Disrupted! and it is his second book. LaKesha Edwards is a life-long learner who loves research, insights and discovery. With a Ph.D. added to her own career journey, she questions what we’re learning and how we’re solving it. And with SW&A, she creates the steps to continue a development experience by thinking through what we learn, what we teach and how we coach. And quite frankly, she keeps us all on our toes. She led the research behind Disrupted! Show Notes Disrupted! How to Reset Your Brand and Your Career Disruption happens all over the world and it’s occurring more frequently. This book sets out to help individuals understand why disruption occurs and how to plan for resets. Why Disrupted! How to Reset Your Brand and Your Career was written: It felt like the right time for the topic and they had the tools to sell it. As a communications firm they have a broad view of business change. SW&A wanted to support individuals and how they deal with disruption. This time, around wanted to include two new minds in the process to have fresh perspective about a topic that will directly affect their generation. The timing of COVID-19 offered the space, insight, and necessity for this book. This book has blended all their different talents together. What was Disrupted! How to Reset Your Brand and Your Career trying to uncover and discover? Focus on developing the skills of current employees. Noting talent strategies have shifted with business beliefs. Talent acquisition is trying to bring in the needed talent to solve for gaps. Where does that create insight for a reader or an individual who’s thinking through their own career path and development? Talent Leaders have encouraged employees to take ownership of their own career path. Training for employees to directly support company goals is 82%.  8% of their time is focused on development outside of company goals. If your interest does not align with the company's goals, it will not be a priority. Talent development is in charge of supplying the people to let that growth happen. Goals get narrow fast - if an individual doesn’t fit in the scope, they will fall behind. Employees must take ownership to develop their skills to make sure they stand out. Employees must not rely on somebody watching out for them- they must own their career. There is not a master database of employee’s development, skills, and career goals. How to stay competitive? Feedback - is the best indication of what an employee’s file at a company is. Seek feedback to control personal brand. Seek feedback from individuals that make you nervous. Personal brand is how people think about you and talk about you when you’re not around. What are the critical skills needed today? Communication and influence. Problem solving and critical thinking. Agility during times of change and uncertainty. To be a better strategic thinker is to be a better strategic communicator. Talent recruiters will look for talent outside an organization if specific skills are needed quickly. How are disruption and reset related? Disruption is what everyone feels. It happens to everybody and at any time. Not always handled well. The rest are the people who take control of disruption.  How they pivot. The art of how you take disruption and turn it into insight. What does reset look like? Everybody will have to reset at some time in their career. An individual will change jobs 7-10 times in their career. Reset comes down to the interview. In the Talent Acquisition podcast they were asked how many people are good at interviewing? Less than 5 percent. Talent acquisition is competing for top talent. Many people don’t understand how to explain their skills through storytelling. Acquiring skills that fit a specific job is not always through traditional experiences. In the book they look at different career levels early, mid, and peak career.  People are successful in reset if they have a compelling brand and a compelling career narrative.  1st half of Disrupted! How to Reset Your Brand and Your Career is about personal brand and coaching around feedback. It’s broken down between early, mid-career and peak career.  2nd half pivots into a career narrative. How to think about organizing all your experience together. Mindset shifts on how you think and talk about yourself.