Podcasts about we're only human

"You need to have a competitive pay and benefits offering. When you go to do that, the employer ends up paying for a lot of things that go unused just because there's too much to communicate. What's just amazing about the time and space we're in now is you can really use personalization to surface opportunities from among and within those programs and benefits at the right time, in a way where it's really a health and benefits journey of one." John Halloran, CEO at Mobile Health   We're Only Human -- Episode 121   Each of us is unique. Our day-to-day needs, our lifestyles, and even our stress levels vary greatly. But one thing is certain: wellbeing is applicable to every single one of us.  In this episode, Ben and John discuss the importance of creating customized health journeys for employees (for instance, targeting a personalized need for mental health, fertility, or nutritional suggestions). Beyond that, the discussion brings in ideas for how HR leaders can drive the right engagement with the workforce by leveraging wellbeing and wellness across a variety of opportunities. John brings up a powerful case study where EY and KPMG created an initiative using low-code tools from Mobile Health to engage their remote workforce, proving that these practices work for remote, hybrid, and in-office workers. In today's talent-driven market, this focus on wellbeing is a "must have," not a "nice to have."    Connect with Mobile Health:  https://www.mobilehealthconsumer.com/  Learn about Anthem Blue Cross's partnership with Mobile Health: https://www.prnewswire.com/news-releases/mobile-health-announces-8-year-preferred-partner-agreement-with-anthem-blue-cross-and-blue-shield-301341535.html    Learn more about the We're Only Human podcast, subscribe, and see our archives: http://lhra.io/podcast   

"I had a client that in February of last year had 72 employees, all in Boulder, Colorado. By September of last year, they eliminated their office and went remote. They went from having all their employees in one state to having those same 74 employees, but across 14 different states." Jordan Conley, President, Obsidian HR   We're Only Human -- Episode 120   In the United States, approximately 98% of the employers that exist have fewer than 100 employees. It's easy to get caught up in the headlines that focus on enterprise companies, but a massive segment of the economy (and job market) are tied to small businesses.  In this episode, Ben talks with Jordan Conley, President of Obsidian HR, about the challenges facing small businesses today. The discussion covers topics like outsourcing for a greater focus on strategic HR, how remote work makes compliance and HR work more difficult, and more.    Connect with Jordan and Obsidian HR:  https://www.obsidianhr.com/  https://www.linkedin.com/in/jordanconley/  Thanks to isolved for connecting us with Jordan! Learn more about We're Only Human, subscribe, see our archives, and more: http://lhra.io/podcast 

Time Domination Show 114 We're Only Human JB  

"Companies can now optimize things like rewards and training and development. HR and the way companies communicate with employees is going to be based on personalization."  Juan Betancourt, CEO, Humantelligence   We're Only Human -- Episode 119   The "one size fits all" approach is being replaced with the "one size fits one" approach at some of the most forward-thinking companies.  In your personal life, you expect personalization. Customized movie, dining, or clothing recommendations are becoming the norm. But at work, this hasn't been the case in the past.  Now, with intelligent technologies, we can personalize how we interact with everyone at work, creating deeper levels of understanding and collaboration. In this episode of We're Only Human, Ben talks with Juan Betancourt of Humantelligence about how the company is enabling these personalized experiences for the workforce and executive leaders. Use cases for personalization include everything from who to fits a job or company to how they learn best to what kinds of rewards they want and so much more. Check out this conversation to learn how you can personalize your approach to your people.   Connect with Juan: https://www.linkedin.com/in/juanluisbetancourt/  Connect with Humantelligence: https://humantelligence.com/  Check out our archives and learn more about the show: https://lhra.io/podcast 

"It all has to link back to practical insights and practical takeaways about how best we can come through the current crisis together." Bill Banham, Editor, HR Gazette   We're Only Human -- Episode 118   One of the fun parts of the last year has been connecting with new people, finding new resources, and building new communities. Someone at the heart of that is Bill Banham, editor and publisher at the HR Gazette. As someone who covers things happening in the HR industry, he brings a unique and balanced perspective on what HR leaders can learn about today's business environment.  In this episode, Ben and Bill talk about the learnings of the last year, what he sees as important for HR leaders to pursue in the coming months, and more.  Check out the HR Gazette where Bill spends most of his time: https://hr-gazette.com/

In this podcast, we discuss the difficulties of teaching how human factors will play out in the event of an emergency. Fly Your Best!

"There's a lot of blame going around. Rumors, gossip, people are on their guard.  So this kind of hidden anger and passive aggressiveness that I have seen, [what's] always an eye-opener with clients is how many people need to be CC'd on any given email. So the more people that are CC'd in anything gives you an indication: there's a bit of fear, and so that shows that there's generally low trust."  Faye Ekong, Managing Director, RavelWorks Africa   We're Only Human -- Episode 116   In the organizational context of change management, it's easy to become frustrated or flustered with people about how they feel about policies and decisions. But as Faye Ekong so clearly illustrates in this conversation on We're Only Human, we should hold them accountable for their actions, not how they feel.  In addition, Faye shares insights on organizational health (and a lack of it) with examples that will make you smile and nod along with her. Her work in Africa in may ways reflects the work of HR leaders around the globe, and her advice is helpful for driving better change and HR outcomes.    Connect with Faye and RavelWorks:  https://www.linkedin.com/company/ravelworks/?originalSubdomain=ke https://www.linkedin.com/in/faye-ekong/?originalSubdomain=ke   Learn more about We're Only Human, check out past episodes, and more:  http://lhra.io/podcast 

"So the nerdy neuroscience about the brain is that your brain can't distinguish between a real-time event or if you visualized it.  But when you when you walk yourself mentally, emotionally, visually through those things, and you just see yourself doing them and being successful, that's the really key piece." Roger Kitchen, Mental Skills Coach   We're Only Human -- Episode 115   High-performing individuals in music, athletics, and even business use coaches to help them accomplish their goals, but have you ever thought about the importance of mental skills at work?  For knowledge workers (and HR leaders), the vast majority of performance isn't physical in nature, it's mental. And yet we let ourselves continue doing what we've always done, missing opportunities to create better performance and work habits.  In this fun interview with Roger Kitchen, a mental skills coach, Ben and Roger dive into the key aspects of creating good work habits, focusing mental performance, and driving better satisfaction and resilience.  Connect with Roger on LinkedIn: https://www.linkedin.com/in/rogerkitchenjr/  Learn more about We're Only Human, see previous episodes, and subscribe: http://lhra.io/podcast 

"What I see is that we're no longer working from home. We're living at work. And so how do we help employees work differently?" Maribeth Bearfield, Chief Human Resources Officer, Bright Horizons   We're Only Human -- Episode 114   In the last year, employers have struggled with how to support workers in a rapidly changing environment. Even today as some things change, others stay the same. During this episode, Ben talks with Maribeth Bearfield about how she looks at the human side of benefits that her team offers the workforce.  Learn about the new Horizons program that allows employees to earn a free education, creating new opportunities for the firm's diverse workforce and an exciting legacy of impact on the communities in which it serves.  Did you know that of the various assets on a balance sheet, people don't show up? After all, they aren't property, equipment, or materials. However, they do show up in the skills and innovation that they bring to the table. Maribeth also talks about the value of intangibles, which is where the value of your people really shine.    Connect with Maribeth:  https://www.linkedin.com/in/maribeth-nash-bearfield-9002822/  Connect with Bright Horizons:  https://www.brighthorizons.com/ 

In this episode Emily Stoker and I address life as we know it and our journey to self character development.

"If this week a leader acknowledges [employee feedback], next week, the person is eight times more likely to participate again than if the leader said nothing the week before."  Ruby Kolesky, Co-CEO and Head of Product, Joyous We're Only Human -- Episode 113   What's your stance on employee feedback and anonymity? In today's conversation with Mike and Ruby from Joyous, they share a bold proposal: stop making employee feedback anonymous, because you're telling them that it's something to be worried about. Instead, they advocate for open feedback that can help to identify issues, engage support, and drive the best outcomes.  In the discussion, the team talks about research they've done among employers asking for and acting upon feedback from their people, and they also talk about what it takes to create the environment where people can share their best ideas with the rest of the organization, making everyone's work (and workplace) better.  Connect with Mike and Ruby:  https://joyoushq.com/  Ben's favorite Joyous case study: https://joyoushq.com/blog/post/launching-lockdown-genesis    See the We're Only Human archives, subscribe, and learn more about the show: https://lhra.io/podcast 

My preference in work was not towards optimizing machinery, but helping optimize work processes for people. Tim Gardner, Former Organizational Development Consultant at Kimberly-Clark (retired)   We're Only Human -- Episode 112   If you're an introvert in HR, you're not alone. Recently I shared a piece on LinkedIn about introverts in HR and the value of introversion, and the piece received thousands of likes and comments. Apparently my own preference for introversion is in good company! In today's podcast discussion, Tim Gardner, an admitted introvert and experienced organizational development leader, talks about designing work around people instead of forcing people to bend around the work. His background as an engineer (yes, really!) gives him a unique and powerful perspective on HR, process design, and business operations.  Towards the end of the discussion, I ask Tim to talk about legacy and impact, and it's a great set of ideas for all of us as we think about the lasting impressions of our work and relationships on the world.    Connect with Tim: https://www.linkedin.com/in/timjgardner/  Learn more about We're Only Human and see show archives: https://lhra.io/were-only-human-podcast/ 

Lisa and I discuss the Netflix series, The One. I seek ministry partners and consider the hard truth that we are a band of brothers, with the Nazis.

"The platform was up and running literally weeks after the pandemic hit. And through this platform they saved 2,000 jobs, so it's also about saving jobs by redeploying people effectively when the times are needed." Jerome Ternynck, Founder and CEO, SmartRecruiters   We're Only Human -- Episode 111   In some brand new research, we found that internal hiring and talent mobility is a key priority for employers in the coming year, and they measure success through increased diversity, lower cost to hire, and better performance and retention. These factors all feed into today's conversation.   In this interview with Jerome Ternynck, Founder and CEO of SmartRecruiters (and one of the  most passionate people about hiring on the planet), we dive into what virtual recruiting looked like in 2020, how employers are adopting internal talent marketplaces to support internal hiring and employee mobility, and what it takes to lead the business as a talent acquisition leader. We also look at SmartRecruiters' intense commitment to equitable hiring and share the playbook SmartRecruiters uses to support these practices internally.    Resources: See the DEI hiring playbook: hiringsuccess.com Check out new research on priorities for 2021/2022 in talent acquisition: https://lhra.io/blog/new-research-virtual-hiring-recruiter-skills-and-internal-mobility/ 

"I think as HR leaders, one of the biggest things that we have to do is never lose sight of the people." Erika Lance, SVP of People Operations at KnowBe4   We're Only Human -- Episode 110   According to research, US-based organizations face an average cost of over $8 million for a cybersecurity breach.  Do we have your attention? In today's episode, Ben talks with Erika Lance of KnowBe4 about the importance of cybersecurity and how HR can play an active role in supporting this critical business issue. At the end of the day, cybersecurity is primarily a people issue more than anything else, and Erika will share tips and strategies for how to make this a priority in your organization. She will also share tips on building better stakeholder relationships with IT and information security teams, which strengthens HR's credibility with the business.    Learn more:  knowbe4.com Connect with Erika on LinkedIn https://www.linkedin.com/in/erikalance/   See our archives and subscribe: http://lhra.io/podcast

"It's about understanding that workforce isn't a recruiting job. It isn't a leadership job. It's everybody's job. If you have needs in the workforce, you must communicate them. And the vehicle to do that is our recruiting team." Betty Jo Rocchio, Chief Nursing Officer, Mercy   We're Only Human -- Episode 109   One of the consistent priorities in our research over the last few years for recruiters is to align with the business and build deep, strategic partnerships. In today's episode, you'll get unique insights from Mercy about how the talent acquisition leadership interacts and engages with its nursing operations leaders.  Ben talks with Kayla Drady and Betty Jo Rocchio about their partnership, how they interact with and support each other (especially during COVID times), and what lessons they think other talent and business leaders could use to create deeper relationships. In this episode you'll learn how to create that lasting, impactful relationship with key stakeholders, including the role of skill data, analytics tools, and more.    Learn about Mercy's recruiting activities and openings here: careers.mercy.net Learn about Mercy's mission: mercy.net/about/  Thanks to Phenom for introducing us to Mercy!  See our episode archives for We're Only Human and subscribe: http://lhra.io/podcast    

"We are what we call a conversational AI platform, the main product being our AI assistant, which was built with a really simple kind of mission to create magical experiences for candidates."  Josh Zywein, Paradox.ai   We're Only Human -- Episode 108   Chatbots aren't new. Most of us have used them as consumers to get support when we visit a website for a cable or mobile phone provider. Plus, in our last report on chatbots in the recruiting technology space a few years ago, we found over 25 different companies offering bots and tools to help employers automate and streamline their hiring. But not all of them are cut from the same cloth.  In this interview with Josh Zywein from Paradox.ai, we talk about how recruiting chatbots have evolved and how the company's bot (Olivia) has served customers like Nestle, McDonald's, CVS Health, and others.  We also talk about why chatbots aren't a "DIY" project and what you can get with a dedicated, purpose-built system.    Check out the show archives, subscribe, and more   Connect with Josh, Olivia or the Paradox team:  http://paradox.ai (you can even chat w/Olivia on the website!) Email: josh@paradox.ai  

"What different actions can we take going forward? So whether it was an implementation to our benefits plan or whether it was rolling out a new piece to our onboarding process, let's do an analysis at the end... Is there anything that could've made this better? Just one little thing that we could tweak so that we can learn from this." Angie Redmon, striveHR   We're Only Human -- Episode 107   Today there's no shortage of employer award programs. Every magazine, business publication, website, and trade association has a version of these programs, and they all look at different elements of how employers support their people. In today's conversation, Ben talks with Angie Redmon of striveHR about how she works with employers to help them win these awards. As you'll hear in the discussion, this is about more than "teaching to the test." It's about fundamentally changing how you care for and support your people, and the journey towards that end goal is perhaps more important than the end goal itself. In the conversation you'll learn the three critical components that lead to a winning strategy over time.  Learn more about Angie and connect with her: https://www.linkedin.com/in/angieredmonbestworkplaceadvisor    Find our episode archive, subscribe options on Spotify, Google, Amazon, and more, and learn more about We're Only Human: http://lhra.io/podcast 

"The way work is getting done as increasingly flexible and it gives the worker the power of choice. That choice serves both the worker and the end enterprise."  Dan Beck, COO of Utmost   We're Only Human -- Episode 106   Quick, your business needs to fill a talent gap you have, but you don't want to hire a new staff member. What do you do? Hire a consultant? Pick up a freelancer? Snag an independent contractor?  Historically, these activities have happened outside the realm of HR, partly due to compliance and partly due to the different approaches to bringing on that talent. In today's episode, Ben talks with Dan Beck, COO of Utmost, about how forward-thinking employers are hiring, tracking, and managing the extended workforce. Think about it: companies today have increasing numbers of gig workers and flexible talent on the books, so why shouldn't we have insights into who they are, how we can manage them, and what that investment looks like at the highest levels of the company?    Learn more: https://utmost.co/  Connect with Dan: dan@utmost.co  

"Be gentle with yourself. I think we can all afford a little compassion and we're often able to give that to others easier than we're able to give it to ourselves. Give yourself time for introspection to understand what truly motivates you and let that be your first step." Kristin Richter, Engagedly   We're Only Human -- Episode 105   This is a special edition of We're Only Human! Last fall Ben cohosted HR Analyst Day with Jessica from Workology (who you'll hear on today's show). They talked with a wide variety of HR tech companies covering recruiting, benefits, learning, engagement, and more. This episode was one of the outcomes from that experience. In it, Jessica interviews Kristin Richter from Engagedly about the company's focus and how it helps to create a more human-centered workplace.    Want to know more about HR Analyst Day? Check it out: https://learn.workology.com/hr-analyst-day/    Learn more about Engagedly: https://engagedly.com/    Connect with Kristin: https://www.linkedin.com/in/kristin-richter/ 

"You can reconcile accounting, but you can't always reconcile people." Jeremy Stickling, Chief Administrative Officer at Nussbaum Transportation   We're Only Human -- Episode 104   Turnover in some trucking and transportation companies runs nearly 100% a year, meaning they turn over virtually every employee over a 12 month period. But at Nussbaum, the turnover runs under 30% a year. What's the secret, and how can other employers with a field-based or remote workforce apply those principles to create better employment outcomes for their people? In this episode, Ben talks with Jeremy Stickling, Chief Administrative Officer at Nussbaum Transportation, about how the company has cracked this code. It's a great case study on caring for people and delivering a great experience, regardless of where employees are based.    Learn more about Nussbaum's purpose-driven culture: https://www.nussbaum.com/purposedriven/  Connect with Jeremy: https://www.linkedin.com/in/jeremy-stickling-71a5b112/    Find out how to align your own values and work style with the kind of company you want to work with: https://mailchi.mp/upstarthr/5-hr-career-questions 

I really do believe this is a moment for learning and training that could see a transformation that benefits learners.  Simon Greany, Elucidat   We're Only Human -- Episode 103   How many times have we in HR and learning been forced to create content in subjects we knew little to nothing about? In today's episode, Ben talks with Simon Greany from Elucidat about how the company supports employers through technology that enables subject matter experts to cocreate learning content.  At the end of the day, learning is about performance. It's not about making people happy (though that can be a byproduct). And having targeted training that meets the needs of the workforce is the best option for creating sustained performance over time.    Learn more about Elucidat: https://www.elucidat.com/   Learn about myHRfit: http://myhrfit.com  See where you can find the podcast: https://lhra.io/podcast 

"We can't forget about being human." Tom Moran, Chief Strategy Officer, Prodoscore   We're Only Human -- Episode 102   When workers gathered to work on assembly lines, productivity was easy: you counted the widgets produced per hour. In the modern workplace, it's a much harder proposition. How do you know when knowledge workers are really accomplishing what they need to be?  In today's discussion, Ben dives into those questions and more with Tom Moran of Prodoscore. Prodoscore is a productivity intelligence tool designed to help companies understand how the workforce gets things done, who may need help, and where opportunities exist for smarter business practices.  Tom shares how Prodoscore helps customers measure individual worker productivity, how the data can serve as a performance coaching tool, and more.    See Prodoscore's ethical pledge: https://www.prodoscore.com/company/#pledge  

"We allow business leaders to dictate things based on who they like, who they golfed with the last weekend, and things like that when it should be: 'Who is doing the work and who is a benefit to our work environment and our culture?'" Carla Patton, HR Executive   We're Only Human -- Episode 101   One of the challenges in the last year is that the pandemic showed the cracks in the relationships created by poor leadership. In an office environment, there are enough opportunities to smooth over mediocrity from a leadership perspective, but when things are virtual, those kinds of behaviors like favoritism or simply being inept become magnified.  In this episode, Carla Patton encourages us to stop accepting mediocrity from our leaders and hold them to a higher standard. It's not just about business results--it's about the kind of environment they create for their team and whether that environment encourages performance or hinders it.    Links:  Ben on the Paychex HR Podcast: https://open.spotify.com/show/3F4a4zK3l0PSQEMf9wl5du Connect with Carla on LinkedIn:  https://www.linkedin.com/in/carlahpatton/ Check out The Career Salon podcast with the HR Twins: https://open.spotify.com/show/0zUiPwDUotwiu5dna1WrLa    

"We map the employee journey and experiences that an employee has. We do things where we can really hear, learn, and better understand the employee sentiment, directly from employees. We have feedback mechanisms built in that allow us to continually evolve, and we really look at that feedback that we get on our experiences as a gift. We welcome it. We want to hear 'what did we do' and 'how did it land' and 'how can we make it better?'" Adella Bell, PayPal   We're Only Human -- Episode 100   Today, one of the most challenging pieces of supporting employees is understanding their unique journeys, identifying their needs at each step, and designing experiences that meet those needs. At PayPal, there is a clear approach that leads to better outcomes, and it hinges on employee-focused design. From how feedback is gathered to how journeys are mapped and more, every piece of this is centered on the employees and what they need.  In today's discussion, Ben talks with Ramesh Murugan and Adella Bell from PayPal's HR team to explore how PayPal designs an employee experience that is scalable and high touch, including key insights into how the HR team identifies what the workforce needs through comprehensive voice of the employee efforts.    To learn more about IBM Talent Transformation Services:http://ibm.biz/talentacquisition Other episodes in this series on Talent Transformation:  How Takeda Radically Transformed its HR Operating Model How to Drive Business Innovation from within HR  Learn about PayPal's commitment to and support of global intiatives in their Impact Report: https://www.paypal.com/us/webapps/mpp/globalimpact   

"So you're about to go into a meeting physically or remotely, you click on the team on the calendar invite and it'll pull up the culture of that meeting. Imagine EQ everywhere, and you're delivering emotional intelligence insights where every person can communicate, collaborate, and connect." Juan Betancourt, Humantelligence We're Only Human -- Episode 99  One of the issues with the tools, the technology, and the processes we use in HR is that we sometimes get away from the human at the core of it all. This episode includes an incredible case study of how Ashley Furniture reduced turnover by approximately 30% and saved nearly $5 million in the process by focusing on the real drivers and values of each individual they hire onto their team. In today's discussion, Ben and Juan dig into how we can use more emotional intelligence insights in everyday interactions, creating more human and people-focused workplaces. From hiring decisions to team alignment, there are many different types of opportunities to support and enable better communication and connection.  Connect with Juan: https://www.linkedin.com/in/juanluisbetancourt/  Learn more about Humantelligence: https://humantelligence.com/ 

"Human resources is ripe for innovation right now. Innovation is definitely a place of great opportunity within human capital. We should be constantly looking out for how we can leverage what others have done in other areas and apply it to human resources functions." Karin Wagner, Senior Director of Talent Transformation at UnitedHealth Group We're Only Human -- Episode 98 If you've ever wondered why HR seems to struggle with innovation, you're not alone. For some companies, HR expects innovation to come from other departments. For some companies, HR tries but fails to generate the innovation it needs. But in some firms, HR leads the charge with innovation, creating new opportunities to drive the business and demonstrate the value of HR within the organization.  In today's discussion with Karin Wagner, Senior Director of Talent Transformation at UnitedHealth Group, Ben and Karin talk about how this process works and Karin opens her playbook on how to build relationship capital in authentic ways, what it takes to go from idea to execution, and more. Karin is incredibly insightful and you don't want to miss her ideas in this special episode.    To learn more about IBM Talent Transformation Services:http://ibm.biz/talentacquisition Connect with Karin on LinkedIn: https://www.linkedin.com/in/karin-wagner-b26500 

"My company is going remote because of COVID. How do I transition our culture over?" We're Only Human -- Episode 97In today's episode, Ben takes three audience questions: How do we move to a remote work culture?What payroll technology works for a smaller organization? How do I leave a toxic workplace? We are trying out this Q&A series and would love to hear your feedback! Let us know if you enjoy it or if you want to ask your own question. Just send it to questions@upstarthr.com or record a short voice question anonymously at http://upstarthr.com/questionQuote for today's episode by Kahlil Gibran: Work is love made visible. And if you cannot work with love but only with distaste, it is better that you should leave your work and sit at the gate of the temple and take alms of those who work with joy. For if you bake bread with indifference, you bake a bitter bread that feeds but half man's hunger. And if you grudge the crushing of the grapes, your grudge distils a poison in the wine. And if you sing though as angels, and love not the singing, you muffle man's ears to the voices of the day and the voices of the night.

"I think you can't make the mistake of designing an optimal, or academically perfect HR operating model in a vacuum. It really must be aligned with your fundamental business strategy and the overall operating model." Lauren Duprey, Takeda Pharmaceuticals This is the first in a fascinating new series of episodes where we interview talent and HR leaders from a select set of IBM Talent and Transformation clients about their innovative practices and approaches.  We're Only Human -- Episode 96 What does it take to change the fundamental model for how HR operates in a business? In the case of Takeda, it took considerable time to settle on an approach that balanced global governance and accountability with localized, agile decision-making. The rollout of this HR transformation began in February of 2020.Yes, right as COVID was beginning to hit.Some would say that's the worst time, but in hindsight it might have also turned out to be the best. In the turmoil that followed globally, Takeda's HR team was set up to respond to business needs, adapt to change, and deliver service in a tailored and agile manner. In today's discussion, Ben talks with Lauren Duprey and Dominique Brewer about the firm's shift in operating models, deep focus on equity and inclusion, and more. This session is a master class on how to design an HR model that enables the talent team to support the critical objectives of the business.  To learn more about IBM Talent Transformation Services:http://ibm.biz/talentacquisitionTo see the work Takeda is doing and understand more about the firm, visit takedajobs.com

"And to me, just hands down learning is the future of work. Let's just put a period on that. That's how I feel about this.  We've entered this era of where there's continuous, rapid change. It just keeps coming for us. Every day we're faced with a new change. And the only way that we can sort of ride those changes or rise to them is through continuous learning." Shelley Osborne We're Only Human - Episode 95 If that statement doesn't convey the sentiment of this episode, nothing will. In this discussion with Shelley Osborne, the conversation explores key points and ideas from The Upskilling Imperative, Shelley's new book.  Ben and Shelley dig into why we learn the way we do, what it takes to shake up corporate learning practices, and how to drive better outcomes with manager involvement, feedback, and so much more.  Want to get the book? Check it out here: https://amzn.to/3iG8o55

"One of the things that I find most fascinating about using neuroscience in the [change management] work that I do is that there's a lot of really common misconceptions about neuroscience." Travis Hahler, Google We're Only Human - Episode 94 What is neuroscience and why should we be thinking about it as HR and business leaders? Neuroscience is the study of how the brain works, how we make decisions, and what drives our behaviors.  If we can understand some of the underlying evidence and contributing factors, we can change behaviors of the people we work with. It sounds easier than it is, but using neuroscience principles to guide these changes can lead to powerful outcomes. In today's discussion, Travis Hahler from Google talks with Ben about some of the elements of brain science that fit into change management and behavior modification.  This interview was recorded during the first ever virtual reality conference for HR leaders, the Global HR Summit, in September 2020.  Connect with Travis on LinkedIn: https://www.linkedin.com/in/travisdhahler/

"What we're telling customers is that we can help make work more human. First is really putting empathy at the forefront of the employee experience. It's up to HR to work with leadership and create this human experience." Munjal Munshi, Oracle   We're Only Human - Episode 93 Organizational agility is a critical part of adapting to and overcoming change. What does this mean in the context of the work HR does?  Everything.  Our newest data at Lighthouse Research & Advisory show that 96% of employers that claim to be future-ready also say that their HR technology plays a critical role in enabling that agility at an organizational level. In today's discussion, Ben talks with Munjal Munshi of Oracle to discuss the concept of organizational agility, how HR technology plays a role in that, and the practical lessons and ideas for today's business leaders. One critical part of the talk? How HR and IT can work more closely together to create better relationships and better outcomes.  Check out the free research report: http://oracle.com/goto/lighthouse

"At the beginning of my career, HR was looked at as a necessary evil. Now it's completely flipped to where HR is the driving force for how companies grow and expand." Eric Storm, Starmind We're Only Human - Episode 92 Skills are the currency of business. Research shows that in the 1980s, 85%+ of organizational value was in tangible assets (property, facilities, equipment, etc.) Today, that has shrunk to just 15% or less, and the rest of value is in intangible assets (ideas, capabilities, intellectual property, etc.) Skills are a key part of organizational value, but very few companies know the skills inside the business well enough to leverage their value. In this interview with Starmind, Ben digs in with Eric Storm to understand how the firm offers employers a way to identify, understand, and leverage the skills of the workforce.  To learn more about Starmind, visit http://starmind.ai  Also, check out episode 24, which Ben references during the show: https://upstarthr.com/the-secret-to-great-team-performance-may-surprise-you-podcast/ 

"We as an industry are driving toward the cliff and the HCM [technology] vendors are competing over who offers better tire pressure." Dror Gurevich, Velocity Network Foundation We're Only Human Podcast Episode 91 How are organizations gathering skill data inside the business? Our research shows that the most common method is also one of the most biased: manager observations. However, Velocity Network Foundation is a nonprofit organization that aims to solve the problem of unverified, unvalidated employee skills through the power of blockchain. Dror and Ben explore what this means for the future of the business world, what it enables organizations to do from a talent perspective, and how trusted career records can change processes like hiring and training forever.  Learn more about Velocity Network Foundation: https://www.velocitynetwork.foundation/

"We need help communicating the benefits we pour our hearts and souls into and making them successful for our employees." Jesse Albro, Flimp Communications We're Only Human Episode 90 Heads up: open enrollment will happen this year. While this seems like the strangest year in, well, forever, it also has some predictable elements to it. That said, how do you plan for a virtual approach to open enrollment? How do you measure the impact of your communications/ How do you support your people as they think more carefully about health and wellness than ever before?  In today's conversation, Ben talks with Jesse Albro from Flimp about these topics and more. Jump in and learn how your company can plan and implement a more virtual and scalable approach to open enrollment.  Learn more about Flimp: http://flimp.net/

"For me it's always been about focusing on how we can use technology to transform the way we develop, grow, and care for our employees." Christopher Lind, learning technology leader at GE Healthcare and founder of Learning Sharks We're Only Human episode 89 In today's discussion, host Ben Eubanks digs in with Christopher Lind on how to use technology as a piece of the bigger picture of supporting the workforce from a learning perspective. Discussion topics include knowing the business, what your learning culture looks like, and how to stay current on the technologies that enable better business performance.    Connect with Christopher on LinkedIn: https://www.linkedin.com/in/christopherlind/ Learn about the Learning Health Check Assessment: http://learningsharks.com/

"This year has really redefined what compassion means to me. The need to have compassion for others, whether it's wearing a mask for those at high risk when I'm going into a store or what role I can personally play in social injustice, it really is all just coming back to compassion." Lesley Lyons, PeopleStrategy We're Only Human - Episode 88 In this conversation Ben interviews Lesley Lyons, a marketing executive with PeopleStrategy, to talk about the themes of connection and compassion and how they play a part in helping each of us support each other during challenging times. Lesley also announces the new Antiracism Forum, a free event for business leaders to get expert insights on how to build antiracist cultures.  https://www.peoplestrategy.com/AntiracismForum Connect with Lesley: lesley.lyons@peoplestrategy.com 

Not everyday is a pleasant day. Some days are going to feel a bit off. You don't always have to have a reason why you aren't feeling yourself. Why? Because you're human and because we are human we are allowed to not always be 100 percent okay. We can be 60 percent okay or 30 percent okay. Either way pushing through the ups and downs is a part of everyone's life. Embrace it! --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/celina-sanabria/support

"That hiring maanger still has a view of the candidate's abilities and skills without being exposed to their race, gender, or ethnicity." Scot Sessions, Talvista   Did you know that there are nearly 200 cognitive biases that affect our decisions every day? While a decision about where to eat or what to wear is unlikely to have negative consequences, making a biased choice in hiring can lead to negative outcomes for people of color, women, and other minorities.    In this conversation, Ben speaks with Scot Sessions and Elaine Orler from the Talvista team to understand how technology can help minimize hiring biases and lead to better, more equitable outcomes. They discuss resume blinding and how it works and other practical advice for employers looking to hire more inclusively.    Connect with the Talvista team: talvista.com On Twitter: @scotsessions @elaineorler    To get the HR Summer School on demand replay with five separate sessions on inclusion and equity at work,visit https://www.humanresourcesacademy.org/courses/hr-summer-school-on-demand and use promo code "onlyhuman" at checkout for 20% off for being a podcast listener!

"What really excites someone to join a company? Why do they stay at the company? Every person you talk to has a different story." Amit Pamar, HR executive at Unisys This conversation happened at IAMPHENOM, one of the last live events prior to the COVID-19 shutdown.  In today's episode, Ben interviews Amit Parmar, an HR executive at Unisys, a technology firm with 20,000+ employees. Ben and Amit talk about talent, AI, analytics, digital transformation, and more. The discussion digs into why it doesn't matter if chatbots are AI or not, how personalization creates better experiences for the workforce, and how we can automate the "grunt work" of HR and focus on the strategic work we need to be doing.  To connect with Amit: https://www.linkedin.com/in/parmar79/ To get the HR Summer School replay: Visit https://www.humanresourcesacademy.org/courses/hr-summer-school-on-demand and use promo code "onlyhuman" at checkout for 20% off for being a podcast listener

Highlights:    [8:50] How is artificial intelligence evolving the workplace?  [16:28] What is the #1 thing people want at work? [43:58] 5 qualities to make you prepared for anything.    Meet Ben Eubanks:    Ben Eubanks is the Principal Analyst at Lighthouse Research & Advisory and the author of Artificial Intelligence for HR: Use AI to Build a Successful Workforce. Which debuted at the #1 spot on the New and Noteworthy list on Amazon upon its release.   Ben is an expert speaker on the future of work as it relates to talent, technology, and innovation.  He works with HR, talent, and learning leaders across the globe to solve their most pressing business challenges.  Ben is the founder of upstartHR, a blog that has touched the lives of more than one million business leaders since its inception,  And he also hosts “We’re Only Human,” a podcast that examines the intersection of people and technology in the workplace.  He has developed hundreds of reports, case studies, and other resources to support his life’s mission: making HR better, one HR pro at a time. On the personal side he has four children, a wonderful wife of ten-plus years, and a preference for running in a variety of outlandish races for fun.    Connect with Ben:  LinkedIn: http://linkedin.com/in/beneubanks Twitter: http://twitter.com/beneubanks

"And then the other piece of it was just the fear of losing a job increased dramatically... So the top line headline was one of anxiety in the marketplace." Jeff Rohrs, Jobvite In recent months things have turned upside down not just for many employers but for job seekers as well. In this episode Ben talks with Jeff Rohrs of Jobvite to discuss the company's annual Job Seeker Nation study and the key findings that HR and talent leaders need to know, from how job seekers feel right now to what place internal hiring and mobility practices have in the recruiting process (hint: they are the #1 thing candidates are looking for).  Learn more at: https://www.jobvite.com/lp/2020-job-seeker-nation-report/

In this episode of Crit Chat we talk about humans in D&D, try to keep Ismay awake, and come up with our next hit video game franchise! Your Crit Chatters this week are Alfred Clark, Kye You, and your host Ismay Hutton. MUSIC: Derry Cannon 5 by Matt Nasir LINKS: Website: Our Shiny Website! Crit Chat: Pinecast Link Half Damage: Pinecast Link Patreon: Sweet Donation Link Twitter: Follow Us Here! Facebook: Like Our Page YouTube: Follow Our Channel Discord: Invitation to Join Redbubble: Buy Some Merch! Ismay: Follow on Twitch

"People don't want flexibility. they want complete control over their time." Today, we keep hearing that flexible work is the way to go. People want it. They crave it.  Yet in today's episode of We're Only Human, Ben talks with Jody Thompson, creator of the ROWE movement. ROWE stands for "results only work environment," and it has been around for some time (the first book, Why Work Sucks, was published in 2008).  Today the workplace looks different than it did then, but according to Thompson, employers are still chasing the wrong things. We're looking at when work gets done and where work gets done, but we're not focusing enough on the what in terms of results.  That lack of focus on the right things sometimes forces our people to fight for control over their work. How? By looking for workarounds, playing the "I'm busy" game, arriving early or staying late, and more. Instead of looking at managers as controlling figures, we should look at them as performance coaches. Expect to explore all of this and more in today's conversation. Enjoy! Learn more about Jody and ROWE at: https://www.gorowe.com/resource-library

Jackie Goldberg is a manager of Customer Success at LinkedIn and co-host of the LinkedIn Mindfulness podcast called In The Arena. A few years ago, Jackie realized her life was based on a script she didn't write, and decided it was time to rewrite her script. Jackie and Tim chat about what happened in her life to make her realize she wasn't living the life she wanted and the importance of recognizing that we are at cause for everything around us. They also chat about the various forms stress can take in our minds and bodies, how to adapt to our ever changing life circumstances, and why Jackie believes in sharing her story to help and inspire others. Jackie shares loving memories of her dad, who passed away last year, and the effect he had on her.Please write a review for We're Only Human at https://ratethispodcast.com/woh

Ashley Girres is the author of the book “Dear Siena: Letters to Every Daughter”, a collection of letters she's written to her daughter over the past 7 years. She's been writing letters to her daughter since her birth but never intended to for anybody else to read them.In this episode we chat about:Ashley's decision to share her letters to her daughter with the worldHow rheumatoid arthritis has changed her lifeThe realization that asking for help isn't a weaknessStruggling to remember thatWhy Ashley chooses to live life without any regretsHer choice to be vulnerable with strangers through social mediaPlease help spread the word about the podcast by writing a review for We're Only Human at https://ratethispodcast.com/woh

Scotty Iseri is the creator of The Imagine Neighborhood, a podcast designed to help children and their grown-ups grow their social-emotional skills. A decade ago, Scotty created the Scotty Got An Office Job web video series, which was covered by The New York Times, Laughing Squid, and other media outlets. Tim and Scotty chat about the importance of being present in their lives, what sort of legacies they each want to leave the world, and the advantages of not waiting for perfection before putting your idea out into the world. They discuss the importance of social and emotional intelligence, and how we're all just atoms at the end of the day.Please write a review for We're Only Human at https://ratethispodcast.com/woh

Gordon Corsetti has suffered from depression much of his life. Today he helps others cope with depression and anxiety through his website Mental Agility. In this episode, Gordon and Tim chat about the strengths Gordon has gained from his depression, the important role therapists play in our lives, how to tap into emotional intelligence at any point in your life, and the various tools Gordon uses along his permanent recovery.Please write a review for We're Only Human at https://ratethispodcast.com/wohIf you or someone you know is suicidal or in emotional distress, please contact the National Suicide Prevention Lifeline at 1-800-273-8255.

Tim McDonald is the author of the forthcoming book The Fear Advantage. Tim and Tim discuss why we shouldn't overcome our fears or become fearless and ways to use fear to make us stronger. They chat about the big differences between rational fear and irrational fear, how dating can be affected, and how having fears is totally normal. Tim (McDonald) shares the fears he had early in his career that made him leave networking events before even entering them.Please write a review for We're Only Human at https://ratethispodcast.com/woh

Kara Coraci is a Detroit based comedian who recently celebrated 4 years of sobriety and has run 13 marathons. Kara and Tim discuss why she decided to become sober, how supportive her parents and family are throughout her life, and why she enjoys comedy so much. Kara shares how she tries to appreciate everything happening in this moment and why she thinks about how she fills her time after becoming sober. She also explains why she ran 13 marathons and assumed everybody could run a marathon.Please write a review for We're Only Human at https://ratethispodcast.com/wohLearn more about Kara Coraci at https://www.crotchie.com