Podcasts about workforce innovation

In this episode of the Road to Growth podcast, we are pleased to introduce you to David Leighton. David, President and CEO of WITI - Workforce Innovation, Trust, and Influence, has been an instrumental figure in shaping the global technological landscape since 1989. Under his leadership, WITI has emerged as the premier global organization for professionals for whom technology plays a pivotal role in their careers, businesses, and personal endeavors.   A visionary relationship builder, David boasts a vast network that spans multiple industries, underscoring his unparalleled expertise in forging strategic partnerships. He has been the driving force behind various start-ups and has an impressive track record of steering companies towards innovation and growth.   David served as the Chairman of Risk Analysis Group, an esteemed security strategies firm focused on Integrated Risk Management (SM). This initiative emphasized the enterprise-wide application of business principles designed to safeguard and optimize organizational workflows. Further enriching his portfolio, David co-founded Criterion Research. This research firm has garnered acclaim for pinpointing and engaging highly specialized technologists and executives tailored for internet, software, and semiconductor companies, as well as venture capital firms. It was under David's insightful leadership that WITI and Criterion Research united, amplifying their collective influence and impact in the tech world. David's professional journey also includes a significant association with Borland International, where he played a pivotal role in elevating the company to the #2 position in the global software industry. His collaborative efforts with Transmeta revolutionized chip manufacturing, and he was integral to Mark Benioff's final project at Oracle before Salesforce's inception. David is currently an Advisory Board Member for Cuva.AI, TheCalendar.com, MeetYourself.me and Author's League.   Learn more and connect with David Leighton by visiting them on   Youtube: https://www.youtube.com/@PoweredByWITI Instagram: https://www.instagram.com/davidleightonwiti/ Linkedin: https://www.linkedin.com/in/davidleighton/         Be sure to follow us on Twitter: Twitter.com/to_growth on Facebook: facebook.com/Road2Growth   Subscribe to our podcast across the web: https://www.theenriquezgroup.com/blog Spotify: https://spoti.fi/2Cdmacc iTunes: https://apple.co/2F4zAcn Castbox: http://bit.ly/2F4NfQq Google Play: http://bit.ly/2TxUYQ2 Youtube: https://www.youtube.com/channel/UCKnzMRkl-PurAb32mCLCMeA?view_as=subscriber   If you are looking to be a Guest on Podcasts please click below  https://kitcaster.com/rtg/  For any San Diego Real Estate Questions Please Follow Us at web: www.TheEnriquezGroup.com Youtube: https://www.youtube.com/channel/UCKnzMRkl-PurAb32mCLCMeA or Call : 858 -345 - 7829 Recently reduced properties in San Diego County * Click **** bit.ly/3cbT65C **** Here* ************************************************************ Sponsor = www.MelodyClouds.com

In this episode of The A100 Podcast, host Colleen Gallagher sits down with Alan Sparkman, CAE, LEED AP, CCPf(x3), Executive Director of the Tennessee Concrete Association (TCA), to explore how associations can take bold steps to address workforce challenges. Alan shares TCA's innovative programs to attract and retain talent while fostering long-term industry growth. Key Highlights: Concrete Workforce Innovation: Learn how TCA's initiatives like participating in Be Pro Be Proud and leading Concrete Quest and Skate for Concrete are inspiring the next generation to pursue careers in the trades. Engaging Current Employees: Alan discusses DriverDash, a gamification platform that boosts employee retention and engagement. Influencing the Future Workforce: Discover how TCA's Concrete Influencers program will empower industry professionals to share their stories and inspire young talent. Lessons in Adaptability: Alan emphasizes the importance of experimentation, storytelling and action in tackling workforce shortages. Join us as Alan Sparkman offers actionable strategies for association professionals working to solve workforce challenges and build vibrant industry communities. Stay Connected: Subscribe to The Association 100 podcast on Spotify, Apple Podcasts or YouTube Podcasts to ensure you never miss an episode. Follow us on LinkedIn at The Association 100 and OnWrd & UpWrd for the latest in association trends and strategies. Tune in for more episodes packed with innovative strategies and practical insights to help your association lead the way in workforce development!

In this episode of the Work in Progress podcast, we begin a three-part series examining the manufacturing comeback in the United States, the resulting surge in job creation, and the types of skills workers need to get those jobs. In the series, we explore how the nation's employers are finding, training, and retraining the talent to fill as many as 3.8 million jobs over the next eight years. Manufacturers say they are already having trouble filling those jobs. Episode One of The Manufacturing Comeback focuses on how large employers are addressing the shortage of skilled talent. Building a Talent Pipeline I recently traveled to Minneapolis to attend The Manufacturing Institute's Workforce Summit 2025. There I spoke with Mark Rayfield, CEO of Saint-Gobain North America and CertainTeed, and with Paul Myles, senior manager of Government Workforce Development and Training Programs at Magna International. In the podcast, Rayfield and Myles discuss how while the demand for manufacturing jobs in America is surging, finding skilled talent to fill these roles is a growing challenge. Unlike manufacturing jobs of the past, these jobs are often tech-focused. That means manufacturing employers are competing with other industries that are also looking for a tech-skilled workforce. We discuss innovative recruitment methods, effective partnerships with educational institutions, and creating career pathways for people from all backgrounds. Behind the Manufacturing Resurgence The recent surge of manufacturing construction and hiring is being fueled by the infusion of federal funding through the Infrastructure Investment and Jobs Act enacted in 2021, the CHIPS and Science Act enacted in 2022, and private funding. To better understand how the manufacturing comeback is reshaping the workforce, I speak with Gardner Carrick, chief program officer for The Manufacturing Institute, which is helping employers figure out how to build a strong talent pipeline. Also joining this part of the conversation is Yustina Saleh, managing director of Workforce Innovation for The Burning Glass Institute. Importantly, we look at the ebbs and flows of manufacturing hiring and how jobs have changed over the past several decades. We also examine why it has become more difficult to find workers interested in manufacturing careers, despite the fact that they are often good-paying jobs. You can listen to the entire conversation here, or wherever you get your podcasts. You can also find our podcasts on the Work in Progress YouTube channel. The Manufacturing Comeback This three-part podcast series is a robust conversation about an industry that is once again looking for workers. Next week, in Episode Two, we turn our attention to how smaller manufacturers are attempting to find and train new workers. This series is made possible through support from The Manufacturing Institute. As a nonprofit journalism organization, WorkingNation partners and collaborates with outside organizations to make possible our mission of telling stories about solutions to today's workforce issues. All editorial decisions on this series were made independently of our supporter. Episode 339: The Manufacturing Comeback: How Large Employers are Sourcing TalentHost & Executive Producer: Ramona Schindelheim, Editor-in-Chief, WorkingNationProducer: Larry BuhlTheme Music: Composed by Lee Rosevere and licensed under CC by 4Transcript: Download the transcript for this episode hereWork in Progress Podcast: Catch up on previous episodes here

Originally uploaded September 25th, re-edited October 31st. Chris Holman welcomes Nick Chaffin, program manager, and Micah Hefty, manager of intercounty operations, WIOA program leaders with CAMW! Lansing, MI THEME: Capital Area Michigan Works! WIOA program leaders give an overview of the WIOA program and their experience as a previous WIOA participant and career coach. Question: My first question is for Nick. What are the primary objectives of the WIOA program at Capital Area Michigan Works!, and how do these objectives align with the broader goals of workforce development in our region? The Workforce Innovation and Opportunity Act program (WIOA) at CAMW! aims to improve the skills and employability of job seekers by providing access to training, education and job placement services. The program focuses on aligning training with local labor market needs to help individuals secure employment in high-demand industries. A key strategy to accomplish this is engaging with local employers to understand their workforce needs and ensure that the training they provide aligns with industry requirements. The program prioritizes services for disadvantaged populations, including low-income individuals, veterans and those with disabilities. It seeks to provide these groups with the necessary resources and support to overcome barriers to employment, including lack of education, certification or required training. Individuals who are enrolled receive an average of $5,000 that can be used to offset the cost of obtaining credentials for jobs in our region. These credentials may include training within industries like medical services, information technology, manufacturing, truck driving and more. WIOA can also assist with other training and employment retention costs, such as auto repairs, tools, uniforms, equipment and transportation. Furthermore, WIOA includes specific provisions for youth services, focusing on helping young people gain work experience, educational credentials, and career pathways. The objectives of the WIOA program at CAMW! align with broader regional economic development goals by addressing skills gaps and supporting local businesses. By training individuals for in-demand occupations, the program helps drive economic growth and competitiveness in the Capital Area. The resources provided by WIOA also improve workforce quality and mobility, inclusive growth and regional resilience. If you are interested in learning more about the WIOA Program or determining your eligibility, visit the WIOA section on the CAMW! website under the tab “Career Seekers” and “CAMW! Connections.” Please allow 7-9 business days for contact from WIOA Program Staff after submission. » Visit MBN website: www.michiganbusinessnetwork.com/ » Subscribe to MBN's YouTube: www.youtube.com/channel/UCqNX… » Like MBN: www.facebook.com/mibiznetwork » Follow MBN: twitter.com/MIBizNetwork/ » MBN Instagram: www.instagram.com/mibiznetwork/

In this episode, NAWB President and CEO, Brad Turner-Little, is joined by Leila Melendez, CEO of Workforce Solutions Borderplex, in El Paso, Texas. Leila shares her organization's innovative approach to adapting national workforce mandates to meet local needs in the diverse Borderplex region. She discusses creative initiatives like NextForce, HerForce, and CareForce, which are designed to engage different workforce segments more effectively. Leila also highlights the importance of strong community partnerships in providing accessible and comprehensive services, including their successful program for transitioning military personnel.

NFIB Missouri president Brad Jones says 60 percent of his members tried to hire people in September, but couldn't find qualified applicants. He also says about 53 percent of his members have jobs that they can't fill. Mr. Jones joined us live on 939 the Eagle's "Wake Up Mid-Missouri" to discuss the September jobs report and also community colleges. The role that Missouri's community colleges play in workforce development is the topic of a hearing that is underway this morning at the Statehouse in Jefferson City. The Missouri House Special Interim Committee on Workforce Innovation and Technology is holding the hearing at the Capitol. Veteran State Rep. Louis Riggs (R-Hannibal), who chairs the committee, says Missouri has a number of outstanding practitioners who are engaged in great work in different parts of the state. Chairman Riggs tells 939 the Eagle that the key is how to best translate those programs to all parts of Missouri. Brian Millner of the Missouri Community College Association is testifying this morning, along with John Wiemann of St. Charles Community College, Megan Price of the AFL-CIO and others. Mr. Wiemann is a former Missouri House Speaker Pro Tem from O'Fallon who served eight years in the House:

Originally uploaded September 3, re-edited September 26th. Chris Holman welcomes back Teri Sand, SHRM-CP, PHR, CBSP, CRP, Business Services Manager, Capital Area Michigan Works!, Lansing, MI, but serving Ingham Eaton, and Clinton Counties THEME: Teri discusses the influx of jobs moving away from degree requirements and toward skill requirements and Capital Area Michigan Works!'s role in connecting job seekers to these positions. ● According to the Society for Human Resource Management (SHRM), one in every 7 jobs in the country were filled using skill-based hiring last year. ● This approach opens up the workforce to a diverse range of capabilities and perspectives by removing a requirement that poses a barrier to many candidates who are not able to complete a degree. ● Additionally, according to Workforce Strategies, Inc. (WSI), corporations who implement skill-based requirements for careers are likely to see an increase in efficiency due to a better alignment between workforce needs and properly skilled employees. ● The shift toward skill-based hiring emphasizes the value of hands-on experiences and demonstrated abilities which increases accessibility for job seekers. ● Capital Area Michigan Works! offers several services and supports multiple initiatives that aid job seekers in connecting with skill based positions. ○ CAMW! has opportunities available to provide tuition scholarships through the Workforce Innovation and Opportunity Act to individuals in need of skill enhancement. ■ Opportunities under the WIOA Act include apprenticeship programs, which cover on-the-job training and classroom instruction with a full-time wage and benefits. ○ CAMW! provides personalized career counseling, skills assessments and the opportunity to speak with career advisors about resume writing, job search strategies and more. ○ CAMW! holds weekly training programs and skill development workshops at the Lansing AJC and collaborates with local businesses and educational institutions to offer unique development opportunities. ● CAMW! actively engages with local employers to stay informed about employment trends and in-demand skill requirements, which allows us to learn what skills employers in our region are in highest need of and help jobseekers develop those skills. ○ CAMW! hosts frequent Employer of the Day events with local businesses to showcase available positions in our region and provide an easily accessible networking opportunity for job seekers. ● To view more of CAMW!'s job search services, visit camw.org/career-seekers/job-search-resources or follow CAMW! on social media to receive current updates on upcoming networking events, workshops and popular job postings. Teri, feel free to expand and add additional information or thoughts. ● According to Michigan Government data, advanced manufacturing, computer systems, healthcare skills and trades expertise, like HVAC services, are in high demand across the state. ○ In the capital area, medical assistance is in the highest demand. ... ● Job seekers who are looking for skill requirement positions should actively network through job and resource fairs, social media and applying consistently to job postings. ... » Visit MBN website: www.michiganbusinessnetwork.com/ » Subscribe to MBN's YouTube: www.youtube.com/channel/UCqNX… » Like MBN: www.facebook.com/mibiznetwork » Follow MBN: twitter.com/MIBizNetwork/ » MBN Instagram: www.instagram.com/mibiznetwork/

"Missouri Times" publisher Scott Faughn says U.S. Sen. Josh Hawley (R) will win his re-election in Missouri in November by nine to 11 points. Mr. Faughn discussed the Senate race this morning on 939 the Eagle's "Wake Up Mid-Missouri." Scott is impressed with how Democrat Lucas Kunce, who is from Jefferson City, has made this a competitive race. We also previewed tomorrow morning's hearing by the Missouri House Special Interim Committee on Workforce Innovation and Technology. Chairman Louis Riggs (R-Hannibal) has called the hearing, and the committee will hear testimony from Missouri Department of Elementary and Secondary Education (DESE) Commissioner Karla Eslinger, Missouri Chamber of Commerce interim president and chief executive officer Kara Corches and others. Mr. Faughn praises the job that Commissioner Eslinger is doing, saying she's fixing the problem at DESE regarding the late child care payments. Faughn also is impressed with Ms. Corches at the Chamber. He does not expect major action at tomorrow's hearing in Jefferson City:

Many people think of Workforce Solutions Alamo (WSA) as the place to go when someone loses a job. While we do assist with unemployment needs, a large part of what we do is direct funding and resources toward workforce development services throughout our area, which includes Atascosa, Bandera, Bexar, Comal, Frio, Gillespie, Guadalupe, Karnes, Kendall, Kerr, McMullen, Medina, and Wilson counties. One way we do that is through our Local Plan. The Workforce Innovation and Opportunity Act (WIOA) requires us to set priorities to oversee the workforce development system in this region. The Local Plan is a comprehensive four-year guide...Article Link

This two-part episode of Workforce Innovation News features a conversation with Dr. Justin Arnold, Workforce Board Director at LWIA 17. Justin discusses the Workforce Innovation and Opportunity Act (WIOA), its importance as legislation, and its impact on workforce development at national, state, and local levels. He also shares his personal journey from high school dropout to workforce development leader, emphasizing the role of WIOA in creating a national workforce development system. The conversation covers the structure of workforce boards, the challenges of public awareness, and the current status of WIOA reauthorization. 

Toni Neary, Director of Community Engagement and Workforce Innovation at SME, joins The Manufacturing Employer to share her extensive experience in promoting diversity, equity, inclusion and access within the manufacturing industry, and the role doing such plays in hiring and career-building for manufacturers. She also discusses the importance of creating awareness about industrial careers from a young age and shares the concept of "K to Gray."

Tune in for another episode of Workforce Central, as NAWB President and CEO, Brad Turner-Little speaks with Anthony Featherstone, the new Executive Director of WorkSource Montgomery, about workforce development initiatives in Montgomery County, Maryland. They discuss the county's diverse demographics, major industries, and workforce challenges. Anthony also shares details about the Blueprint for Maryland's Future legislation and WorkSource Montgomery's innovative MoCo CAP program, which provides innovative career counseling for 6th-12th graders in partnership with local schools. He also highlights the board's community workforce network and mobile job center aimed at expanding access to workforce services. Discover the importance of community engagement, listening to feedback, and building relationships to effectively navigate future workforce challenges.   

In this episode, co-hosts Omar Nashashibi, Paul Nathanson, and John Guzik discuss the potential $4.6 trillion tax increases that will take effect in 2026, because of the expiring Tax Cuts & Jobs Act of 2017, if Congress does not pass a major tax bill. The team also discusses the Workforce Innovation and Opportunities Act, which has proposed changes to registered apprenticeship programs. The episode wraps up with a quick discussion of former President Donald Trump's visit to Washington and the ongoing regulatory review of the heat rule.

In season four, episode 11 of the "Stories to Create" Podcast, Cornell Bunting sits down with Tessa LeSage, the architect and director of the FutureMakers Coalition, Southwest Florida's premier regional collective impact initiative at Collaboratory. Tessa shared her journey, from being born in Texas to feeling like a Floridian as she grew up in Southwest Florida. She reminisced about being a straight-A student throughout school until college, driven by a desire for something different and grappling with her identity. She started working at the age of 14 and discussed her role with the FutureMakers Coalition, a network of over 250 individuals and 140 partner organizations committed to transforming the workforce in Southwest Florida. The coalition prioritizes students facing significant challenges to attainment, including traditional age students, adults with some college but no degree, and those without post-high school education experience.Tessa also talked about joining the Southwest Florida Community Foundation in August 2014 as the Director of Social Innovation & Sustainability. She led the development of innovative solutions to understand philanthropic impact by mapping individual organization and local outcomes to the Sustainable Development Goals. This framework facilitates collective impact and enhances the positive outcomes of philanthropic investment. Tune in to hear Tessa's inspiring journey and insights. Support the Show.Thank you for tuning in with EHAS CLUB - Stories to Create Podcast

In the Manufacturing Culture Podcast episode, host Jim Mayer interviews Jeff Fiala, the co-founder and CEO of Transmission, a software platform that revolutionizes manufacturing communication. Fiala shares his entrepreneurial journey and how he transitioned from working on Wall Street to founding Transmission. He discusses communication challenges in the manufacturing industry and the need for real-time, data-driven communication solutions. Fiala also explains how Transmission's platform helps drive data-driven decisions and empowers employees by providing them with important information and improving communication on the factory floor. The conversation highlights the importance of effective communication in the manufacturing industry and how technology can facilitate this. Using digital signage and kiosks in the workplace allows for the dissemination of information, training videos, and two-way communication between employees and management. This technology not only improves productivity but also enhances safety and engagement. It is crucial for companies to link engagement metrics with productivity metrics and create a culture of recognition and celebration of small wins. Additionally, the conversation touches on the future of manufacturing in America and the need to invest in the workforce and build a robust manufacturing base.TakeawaysTransmission is a software platform that revolutionizes communication in the manufacturing industry.Effective communication is crucial in the manufacturing industry, especially with the evolving workforce and the need for real-time information.Transmission's platform helps drive data-driven decisions by providing real-time communication and ensuring that important information reaches all employees.The platform empowers employees by giving them access to important information and allowing them to contribute to improving processes and safety.Transmission's platform accommodates different communication preferences, including digital signage, employee kiosks, and mobile devices. Effective communication is crucial in the manufacturing industry and can be facilitated through the use of technology such as digital signage and kiosks.Digital signage and kiosks improve productivity, safety, and engagement in the workplace.Companies should link engagement metrics with productivity metrics and create a culture of recognition and celebrating small wins.Investing in the workforce and building a robust manufacturing base is essential for the future of manufacturing in America.Chapters00:00 Introduction and Overview11:05 The Challenges of Workforce Innovation in Manufacturing25:33 The Challenges of Information Overload32:14 The Impact of Little Things on Job Satisfaction38:17 Capturing Employee FeedbackConnect with Jeff on LinkedinVisit the Transmission at their websiteIs your company culture aligned with your business goals? At The Manufacturing Connector, we offer the Foundations Assessment, a comprehensive two-day employee engagement and cultural assessment designed to transform your organization from the inside out. Our process includes leadership team meetings, employee interviews, facility tours, and engagement surveys to provide actionable insights and strategic recommendations. Ready to enhance your organizational dynamics? Visit themfgconnector.com to learn more about our Assessment and start your journey toward a more engaged and productive workplace.Imagine a workplace where every team member feels recognized and valued. That's the promise of Secchi, the leading Employee Relationship Management solution. Secchi empowers frontline leaders to effectively inspire, recognize, and coach their teams. With Secchi's system, you can enhance performance through strategic decision-making, impactful recognition, and real-time process control. Ready to transform your organizational culture? Visit Secchi now and see how it can affect your team's dynamics.

In this episode, host David Abrams is in conversation with Sophie Wade, Founder of Flexcel Network and host of the Transforming Work podcast. Sophie's journey to her current role started with the experience of living in many different countries and studying people. She started out in strategy and finance and later focused on the future of work as her personal situation demanded working differently. Sophie is an avid observer of people and has used this skill to shape her view of the world, and now the subject of ‘work' specifically. She points out that for the first time, we are at a point where we are asking questions about how we should be designing spaces to meet our needs better. Sophie emphasized the need for everyone to recognize that we are in a period of significant change and now is the time to embrace where we are and engage everyone in the process of defining what in-office work looks like. We discussed how interdepartmental collaboration needs to take place to respond to the emerging needs of people. When it comes to technology, Sophie is a big proponent of experimenting, exploring and testing to see what works. We both acknowledged that communication is key amongst all stakeholders during this significant time of change.

Join us this Women's History Month as we shine a spotlight on the remarkable women shaping the landscape of tech and the public sector.On this episode, Tyler's Media Relations Manager Rikki Ragland sits down with three women driving change at Tyler Technologies. First, Tyler's President of the Digital Solutions Division, Elizabeth Proudfit, shares her inspiring story of forging her own path into the tech world. Next, Cybersecurity Architect Erica Burgess explores the ever-evolving cybersecurity landscape and her experience navigating the dynamic field. And finally, General Manager of Enterprise Corrections & Civil Process, Mandye Robinson, shares her perspectives on leadership, workforce innovation, and the intersection of technology and public service.We also highlight National County Government Month, which takes place this April. This annual celebration gives counties an opportunity to showcase their programs and raise public awareness of the many services they provide to their residents.Learn more about the topics discussed in this episode with these resources:• Tyler Technologies & NACo: Modernized Systems from a Connected County• Additional Resources for Counties• Blog: Is it Time for Your County to Move to the Cloud?• Blog: Women in Cybersecurity See Positive Growth• Podcast: Leading Change: Women in CybersecurityAnd you can listen to other episodes of the podcast at this link: www.tylertech.com/resources/podcastLet us know what you think about the Tyler Tech Podcast in this survey!

Episode 7, "Building Futures: Alabama is #1 in Workforce Innovation," explores the transformative initiatives led by Chris Strickland in the construction industry and workforce development across Alabama. From his personal journey of transformation after the Air Force to his passion for innovation in construction, Chris's story is a beacon of inspiration. Learn about the crucial role of work ethic, pride, and legacy in America's labor force, and how overcoming personal challenges can lead to profound personal growth and resilience. This episode also highlights the success of online skills training for high school students, workforce development in rural Alabama, and the strategic partnerships driving innovation in the state. Join us as we uncover the blueprint for building a brighter future through education, empowerment, and strategic collaboration

Phil Kirschner, Senior Expert and Associate Partner, Real Estate & People and Organizational Performance at McKinsey where he advises executive teams on the future of work, employee experience, organizational health, and workplace strategies. Phil discusses systemic changes, expected rebounds in cities' commercial real estate, and organizational health. He shares insights about workplace utilization, the critical emphasis on ‘how' we work and change management to evolve behaviors, and the new retail-oriented perception of work. KEY TAKEAWAYS   [02:25] Phil calls himself an accidental work strategist, starting out in banking.   [03:37] Phil starts in the efficiency management group looking to save money in real estate.   [04:40] How workplace innovation by Google and Microsoft caught public attention.   [05:23] Competition for talent from other industries drives investment to improve work ‘place'.   [06:30] Balancing not having your own desk with other amenities to improve the experience.   [08:06] Trying to reduce office-based friction with shared environments.   [09:00] Most managers absorbed a bit more pain to give team members a better experience.   [10:00] The loss factor and importance of change management to establish new behaviors.   [11:32] Where managers set the example carefully, the highest satisfaction is reported.   [14:02] These are not real estate projects, but culture projects—requiring a cultural shift.   [16:21] Ten years ago, productivity at the bank was measured through self-attestation and surveys.   [17:00] Team dynamics, people's ability to focus, and overall engagement all increased significantly.   [19:57] McKinsey's Organizational Health Framework and Index helps analyze work practices and how these tie to performance.   [21:04] Studying fully remote companies to isolate specific variables, Phil finds them to be top decile performers.   [23:20] Organizational practice surveys show if you give someone flexibility, they are much more likely to report positive outcomes for the organization.   [25:25] You have to teach people how to use new environments and tools differently.   [27:15] The four ways companies are showing up in the world nowadays.   [28:35] Building facilities for very specific purposes rather than trying to solve all needs all the time.   [30:10] Clearly defining the purposes of a workspace unlocks better outcomes.   [32:37] Progressive companies with flexible hybrid policies are working hard to figure out how to adapt fully to all the new ways of working.   [36:45] Most companies need to be focusing on ways of working and responsive spaces.   [40:27] Technology is undoubtedly driving the change in how we work, Phil touches on how AI may change this further.   [44:22] Phil explains the increasing retail nature of our work choices and some of the implications of this when it comes to competition.   [46:56] The HR/IT/Real Estate stool now needs a seat to bridge the gap in employee and customer experience.   [51:10] RTO is not sustainable; Phil explains why and what RTO focused companies can expect.   [55:47] Phil breaks down what commercial real estate issues and positive trends to watch for in the coming years.   [59:05] IMMEDIATE ACTION TIP: Stop thinking about inputs, the days in the office, or “what's the right hybrid?” Focus on outputs and the impact on organizational health. Study work practices and outcomes across your organization based on how people work and collaborate to figure out the secret sauce, then pilot, test, learn, and scale those behaviors, and keep evolving.     RESOURCES   Phil Kirschner on LinkedIn McKinsey.com     QUOTES (edited)   "Those work environments with the bean bags, the beautiful amenities, and the campus also have a desk for each employee. We didn't have the means for that, so to give you a better experience, you had to make a trade with us: give up your assigned seat."   "We found that where you had the managers who were willing to be sitting in the open having calls or conversations in the open, those zones by far were the ones where people would report the highest satisfaction."   "These are not real estate projects, they are change projects. They are culture projects that happen to manifest in space."   "When you've created a culture where lots of work can happen in the open, it eases demand for the formal spaces."   "Fully remote companies that have never had an office, who were born remote and not forcibly remote are top quartile, if not top decile performers against McKinsey's 20-year experience of measuring Organizational Health."   "If you give someone a choice in where they work, either in the office or home or when they're working their hours, we find that they're about one and a half times as likely to report positive outcomes for the organization."   "I am fully a believer that the ways of working are far more powerful as a tool for organizational performance and experience than where we happen to be working. And I wish I knew that 10 years ago."   "For a city like New York, we have to make it compelling and affordable for people to want to live here, even if they're not working for someone who is here."   "I will go back for experiences that I enjoy, back to the same restaurant, same bar, same shows. We like that our customers are repeat customers. We can be repeat workers, and that's going to be a huge unlock in the coming years."   "Changing the way we work is hard, no matter the best tools in the world. It's still hand-to-hand combat group by group, culture by culture, process by process. It's hard, so instead of doing the hard thing, we do the easy thing and there is a call to all go back to the office."  

Chris Holman welcomes back Carrie Carrie Rosingana, CEO, CAMW! Capital Area Michigan Works! Lansing, MI, but serving Ingham, Eaton, and Clinton Counties. THEME: Inspired by Veterans Day, Carrie discusses the benefits of hiring veterans and resources employers utilize to connect with veterans. Question: Historically, veterans have struggled to find employment due to a variety of factors, what are some of those barriers? Answer: Upon returning from their service to our country, veterans face the challenge of navigating a new chapter in life, encompassing reintegration into civilian society and establishing meaningful employment. According to Nevada Governor's Office of Workforce Innovation, some barriers include: ● Lack of support. ○ Personal challenges to employment may involve disabilities, mental illness, substance use disorders, lack of interest in returning to work and medical or other appointments. ● Unfamiliar work culture. ○ An unfamiliar work culture may lead to feelings of uncertainty, making some veteran's hesitant about engaging in the employment process. ● Role of employers. ○ Veterans often face a stigma when transitioning to, and remaining in, the civilian workforce. Business owners must be informed on the challenges that veterans face during this transition. Question: I understand that CAMW! offers employment opportunities for veterans, can you please explain some of the services provided? Answer: Located within our Michigan Works! American Job Centers, we have Veterans Career Advisors (VCA) that provide intensive and individualized employment services to eligible veterans and their spouses with significant barriers to employment. ● The VCA provides intensive one-on-one services including: ○ Resume development. ○ Interviewing skills. ○ Housing assistance. ○ Transportation assistance. ○ Additional education. ○ Training opportunities. ○ Networking. ○ Direct referral to other service providers. ● More information on Veteran Employment Services can be found at https://www.camw.org/career-seekers/veteran-employment-services. ● Carrie, please add any additional information. Question: As an employer, what are some of the benefits of hiring veterans? Answer: There are lots of benefits. According to the U.S. Department of Veterans Affairs, “Military personnel are often cross-trained in multiple skills and have experience in varied tasks and responsibilities. Many Veterans have learned what it means to put in a hard day's work.” ● Veterans bring several unique skills and strengths to the workplace. This includes: ○ Working well in a team. Teamwork is considered an essential part of daily life and is the foundation on which safe military operations are built. ○ Having a sense of duty. Responsibility for job performance and accountability for completing missions are something to take pride in. ○ Experiencing self-confidence. Holding a realistic estimation of self and ability based on experiences is expected of each Service Member. ● Carrie, please add any additional information. Question: Where can Veterans go to learn about employment opportunities in Michigan and more specifically the Lansing area? Answer: We recommend INVESTVets, a community-based organization that connects employers with veteran and military talent by offering activities that reduce the high expectations and stress that are common with traditional job fairs. ● We encourage Veterans to visit their website for more information: http://investvets.org/ » Visit MBN website: www.michiganbusinessnetwork.com/ » Subscribe to MBN's YouTube: www.youtube.com/channel/UCqNX… » Like MBN: www.facebook.com/mibiznetwork » Follow MBN: twitter.com/MIBizNetwork/ » MBN Instagram: www.instagram.com/mibiznetwork/

Guest: ✨ Jonas Angleflod, AI expert and founder and CEO of Theories GroupOn Linkedin | https://www.linkedin.com/in/jonasangleflod/On Twitter | https://twitter.com/angleflod____________________________Host: Marco Ciappelli, Co-Founder at ITSPmagazine [@ITSPmagazine] and Host of Redefining Society PodcastOn ITSPmagazine | https://www.itspmagazine.com/itspmagazine-podcast-radio-hosts/marco-ciappelli_____________________________This Episode's SponsorsBlackCloak

This episode is a part of our Innovation Series, a listening experience that brings the YMCA's innovation process to life through the successes and stories of Y leaders from across the country. This week's podcast guests are Heather Naviasky, Senior Executive Director of Youth Development at the YMCA of Central Maryland, Lyle Batalona, WIOA Services Program Director at the YMCA of San Diego County, and Tosin Akande, Manager, Movement Engagement at Y-USA YMCA staff and volunteers can ⁠⁠⁠⁠⁠⁠visit Link⁠⁠⁠⁠⁠⁠ to access the innovation resources mentioned in this episode. NOTES: Funded by the Department of Labor through the Workforce Innovation and Opportunity Act, the goal of the Workforce Pathways for Youth Project is to engage four Ys who have been delivering workforce readiness support in their communities, that help young people become career-ready. The YMCA of the USA will then leverage the robust experience of the four Ys and their Workforce Partnership Teams (ie collaborative partners) to increase access to and engagement in workforce readiness efforts. Y-USA will then develop a continuum of evidence-informed, workforce readiness strategies and leading practices to scale through Activation Cohorts. The long-term outcome will be an increase in the number of Ys offering workforce readiness services and an increase in the number of young people served. --- About the Causenetic Podcast: The Causenetic podcast is focused on expanding the Y's mission to audiences and providing conversation, inspiration, and influence. Our hosts, Keith Vinson and Rodrigua Ross, are two YMCA of Metropolitan Dallas employees discussing community topics that are globally-minded and locally-focused. This podcast allows listeners to see a different perspective and connect to community issues. ⁠www.ymcadallas.org/causenetic --- Send in a voice message: https://podcasters.spotify.com/pod/show/causenetic/message

Workforce Innovation and Opportunity Act: Data Analytics Manager Chris Magee recaps a new LLA report that examines Workforce Innovation and Opportunity Act programs to answer questions about service delivery and administration, WIOA spending, and the number of participants enrolled compared to the eligible population, program success, and potential improvements. | https://LLA.La.gov/go/podcast

Workforce Innovation and Opportunity Act: Data Analytics Manager Chris Magee recaps a new LLA report that examines Workforce Innovation and Opportunity Act programs to answer questions about service delivery and administration, WIOA spending, and the number of participants enrolled compared to the eligible population, program success, and potential improvements. | https://LLA.La.gov/go/podcast

Maria Cherjovsky has dedicated over 25 years to the fields of workforce development, nonprofit management, social services and higher education, addressing the emerging needs of employers while representing and supporting underserved groups. She's held executive roles at the University of Central Florida as well as local nonprofit organizations including Vice President of Mission Services and Workforce Innovation for Goodwill Industries of Central Florida, Vice President of Operations for the Coalition for the Homeless, President of the Florida Diversity Council, President of the Central Florida Disability Chamber of Commerce, which she helped transition to the Florida Abilities and Inclusion Network; and Executive Director of AMCSI, a national organization on disability inclusion. In addition to these roles, Maria was a college professor for 10 years; a career coach, instructional designer, project manager, marketing expert and consultant for 15+ years, both domestically and internationally, transforming organizations, developing high performing teams, thus furthering the impact on the individuals and communities served. --- Support this podcast: https://podcasters.spotify.com/pod/show/vets2pm/support

In this episode, you'll learn about the Workforce Innovation and Opportunity Act (WIOA) and some of its programs serving adults, dislocated workers, and youth. Get ready to discover how WIOA, a reauthorization of the 2014 Workforce Investment Act, is designed to strengthen our nation's public workforce system and empower adults, youth, and those facing employment barriers, to access high-quality careers.  

In this episode, we invite you to listen in on a Workforce Futures Initiative (WFI) event from February 2023. WFI is a collaboration between the American Enterprise Institute, the Brookings Institution, and the Harvard Kennedy School Malcolm Wiener Center for Social Policy that analyzes the latest research on various aspects of the workforce development system to inform policy at the federal, state, and local levels. In this event, Brent Orrell is joined by leading workforce experts Harry Holzer, Greg Wright, and Rachel Lipson to discuss the Workforce Innovation and Opportunity Act (WIOA), sector-based training programs, community colleges and their connection to the workforce, and labor market data information. Mentioned in the EpisodeWorkforce Futures InitiativeWorkforce Innovation and Opportunity Act (WIOA)Harry HolzerGreg WrightRachel Lipson Year UpPer ScholasProject QuestCHIPS ActTrade Adjustment Assistance for Community College ProgramGood Jobs ChallengeSocial Innovation FundMatt Sigelman, Burning Glass InstituteJulia Lane, NYU Rich Hendra, MDRCASAP program, CUNYAnne Kress, Northern Virginia Community College

From WIN Podcast: Paola Velasquez, Director of Diversity, Equity, and Inclusion in Manufacturing at IMEC ( Illinois Manufacturing Excellence Center), joins the program to discuss various DEI efforts underway in the manufacturing sector. Paola discusses the importance of keeping equity in mind during the hiring process and the importance for leaders of examining their own diversity story. Discover the benefits of a more diverse talent pool and takeaways for other industries. 

From Workforce Innovation News:  In this episode, you'll learn about the manufacturing training programs available at Kaskaskia College. Discover how to prepare for a manufacturing career and the various types of career opportunities available within the manufacturing industry. You'll also hear about how to access funding sources and the range of support services available for students. 

From Workforce Innovation News: Heidi Cade, Family Advocate for C.E.F.S Head Start, joins the program along with Michelle Henry, a service program participant. Michelle shares her journey and why she reached out for support after losing her job and why she decided to pursue additional training. She also reveals how she overcame multiple obstacles along the way, including managing her studies while caring for an infant child. Heidi also discusses how her organization got the word out about services, even during the pandemic. 

Workforce innovation is a true calling for Amy Volz of Trane Technologies. It allows her to combine her passion for marketing and brand strategy with her love for helping to unlock the potential of women and create opportunity for all.

This episode features an interview with Jason Warfel, Vice Chair for the LWIA 23 Local Workforce Innovation Board. Jason discusses why he joined the board, and why he thinks it is important for private business representatives to serve on local workforce boards. He also reveals how he has benefited from serving on the workforce board and the connection between education, workforce development, and regional economic development. 

Eric Alvarez is the CEO and Founder of Grapefruit Health, a company that is creating a brand new workforce to help meet the significant shortage of healthcare workers today. Prior to this adventure, he has held multiple positions within the healthcare industry. Most recently Eric was the COO of a healthcare technology startup called Fibroblast, which was acquired by the EMR giant Cerner Corporation in 2020. In this role, he oversaw product, development, human resources, finance, general company operations, and was active in all major sales cycles. Before joining Fibroblast, Eric was a hospital administrator at the University of Chicago Medicine and Northwestern Medicine. In these roles, he led large clinical and nonclinical teams mostly in specialty services that included the services lines of Cardiovascular surgery, Urology, and Ophthalmology. These roles have provided Eric with a deep understanding of how health systems function as a business and what their systemic challenges are. Eric earned his Masters in Healthcare Administration from Rush University, a top 5 program, and his Bachelors in Aviation Management from Southern Illinois University, a top 10 program. Prior to college, he served in the United States Air Force during Iraqi Freedom. Most recently, Eric was named a top 100 Rising LatinX founders, Distinguished Alumni of the Year from Rush, and took a board seat at Southern Illinois University's College of Health and Human Sciences.Learn more Grapefruit Health

From Workforce Innovation News Podcast: Tune in for part two of a conversation about the future of work and preparing the future workforce. Discover the importance of starting early when helping students start their career exploration and how busy educators can incorporate career exploration into their work. You'll also hear about innovative methods of engaging students and helping them identify their career interests and options. 

Maria Cantu from the Kentucky Career Center shares details about the Workforce Innovation & Opportunity Act having up to $6000 for qualified individuals training.

In this episode, you'll learn about the resources available for ESL students in the region. Discover the difference between the terms ESL and ELA and why there has been a move away from the term "ESL." You'll also hear details about how an area business was supported in their English language training needs for workers. 

Kelley Steven Waiss, Head of Workforce Innovation at ServiceNow and the author of the book “The Inside Gig: How Sharing Untapped Talent Across Boundaries Unleashes Organizational Capacity” joins the show to discuss the changes in the government workforce and predictions for the future. We also look at tactical ways that agencies can redistribute the talent they already have in their organization to eliminate some of the gaps they might have, how to identify employees that may want to expand their roles, and how technology has really changed an organization's view on talent.

Your host, Sri Chellappa, talks with Head of Workforce Innovation at ServiceNow, Kelly Steven-Waiss. ServiceNow works by digitizing and automating siloed processes, which dramatically improves the experience for those who work for you and those who work with you. They are helping the world work by championing a net-zero carbon environment, making the workplace more equitable for all, and acting with integrity.To learn more about ServiceNow, click here.If you think you'd be a great guest on our show, apply here. Want to learn more about Sri's work at Engagedly? Check out their website at https://engagedly.com/.

Some 350 people came to the Metropolitan Baptist Church's facility in Newark, New Jersey over the course of a three-day vision clinic recently. They left, not only with a new prescription, but stylish glasses they had chosen – all for free! This was thanks to the OneSight EssilorLuxottica Foundation and Aetna, bolstered by members of CVS Health's Workforce Innovation and Talent Center Team. Melissa was there, too – and she spoke with Christina Nicastro, the lead director of Aetna Vision, Dawn Yager, program manager with OneSight, and Valdemar Reyes, a senior regional manager of Target Optical. Not to mention three very happy attendees – who can see much more clearly now!

From North Coast Careers Podcast: In this episode, we'll take a deeper look at the Workforce Innovation and Opportunity Act (WIOA). Discover the purpose of WIOA, and who can take advantage of WIOA services. You'll hear about three different targeted populations covered by WIOA and the range of services including career counseling, resume assistance, childcare and more.  You'll also learn about some proposed changes to WIOA and the potential impact of those changes. 

From WIN Podcast: In this episode, you'll learn about the creative efforts that are underway at Lake Land College to help meet workforce challenges. Discover the range of students who enroll at Lake Land, including the reentry population. You'll also hear about some exciting upcoming events! 

When her career started as a basketball coach, one could argue it was foreshadowing a future in Indiana. President of Huntington University, Sherilyn Emberton, joins the podcast this week. She talks about the evolution of the university's offerings, how they've evolved since COVID-19 and the importance of connecting their students to diverse and vast opportunities in agbioscience.   

Start your career by saying yes! In this episode, we're joined by Roslyn Quarto, Director of Workforce Innovation at Towards Employment. Listen in as she takes through her diverse career journey and gives advice to recent and upcoming grads on how to approach the world outside of college.

SynopsisIn this episode of Labor Relations Radio, Evan Armstrong, a spokesperson for the Coalition for Workforce Innovation, as well as Vice President of Workforce and a member of the Government Affairs team for the Retail Industry Leaders Association (or RILA) discusses the status of case involving a Trump-era rule regarding independent contractors, the NLRB general counsel’s efforts to enact card-check, ban captive audience meetings, as well as a host of other labor and employment policy issues affecting the workplace.BackgroundLast week, the Department of Labor filed an appeal of a decision by a federal judge in the US District Court for the Eastern District of Texas which blocked the Biden administration from withdrawing a Trump-era rule that made it easier for businesses to classify workers as independent contractors.According to Bloomberg Law, the judge “sided with Coalition for Workforce Innovation, a business group whose ranks include gig-economy companies such as Uber Technologies Inc. and Lyft Inc.”The business group sued the DOL, Secretary Marty Walsh, and another agency official on behalf of its members, whose business models largely depend on their ability to classify their workforce as contractors rather than employees entitled to certain wages and benefits. Three groups representing builders, contractors, and financial services firms later joined the lawsuit.Related links:Bloomberg Law: DOL Appeals Decision Reviving Trump Independent Contractor RuleLabor Activity In Retail Annual Report: Spring 2022Coalition for Workforce InnovationRetail Industry Leaders Association Get full access to LaborUnionNews.com's News Digest at laborunionnews.substack.com/subscribe

SynopsisIn this episode of Labor Relations Radio, Evan Armstrong, a spokesperson for the Coalition for Workforce Innovation, as well as Vice President of Workforce and a member of the Government Affairs team for the Retail Industry Leaders Association (or RILA) discusses the status of case involving a Trump-era rule regarding independent contractors, the NLRB general counsel's efforts to enact card-check, ban captive audience meetings, as well as a host of other labor and employment policy issues affecting the workplace.BackgroundLast week, the Department of Labor filed an appeal of a decision by a federal judge in the US District Court for the Eastern District of Texas which blocked the Biden administration from withdrawing a Trump-era rule that made it easier for businesses to classify workers as independent contractors.According to Bloomberg Law, the judge “sided with Coalition for Workforce Innovation, a business group whose ranks include gig-economy companies such as Uber Technologies Inc. and Lyft Inc.”The business group sued the DOL, Secretary Marty Walsh, and another agency official on behalf of its members, whose business models largely depend on their ability to classify their workforce as contractors rather than employees entitled to certain wages and benefits. Three groups representing builders, contractors, and financial services firms later joined the lawsuit.Related links:Bloomberg Law: DOL Appeals Decision Reviving Trump Independent Contractor RuleLabor Activity In Retail Annual Report: Spring 2022Coalition for Workforce InnovationRetail Industry Leaders AssociationFor more labor union news, go here.

This episode of JFF's Horizons podcast explores the exciting yet unpredictable world of artificial intelligence, or AI. Host Tameshia Bridges Mansfield shares clips from two Horizons 2021 presentations that portray AI as a double-edged sword of a technology. Listeners will hear insights from Tod Loofbourrow, CEO and Chairman of ViralGains and chair of JFF's board of directors; MIT professor Cynthia Breazeal, a roboticist, entrepreneur, and founder and director of the Personal Robots group at MIT's Media Lab; Catie Cuan, a dancer and robot choreographer who's pursuing a PhD in mechanical engineering at Stanford; and award-winning technologist Noelle Silver, the CEO of the AI Leadership Institute.Learn more at https://horizons.jff.org/podcast

WRAM "Community Hour" host Vanessa Wetterling interviews Dirk Lefler (Workforce Innovation Board of Western Illinois), Kim Kuchenbrod (Apprenticeship Illinois) and Kelli Kinzer (Monmouth Chamber of Commerce) about work force shortages and the importance of apprenticeships and recruiting practices. (Dec. 20, 2021)

Dr. Vincent June, Chancellor of South Louisiana Community College (SLCC), joins Discover Lafayette to discuss his mission to provide educational opportunities to all people, no matter their age or background. Dr. June provides oversight for all academic and operational functions of SLCC's nine campuses in eight parishes, serving more than 17,000 students annually.  Before joining SLCC, Dr. June served diverse communities in public higher education for over two decades, including Florida Gulf Coast University, Florida A&M University and Georgia Perimeter College. He earned a degree in business and economics from Florida A&M University, and an MBA and Ph.D. in educational leadership from Washington State University.  South Louisiana is a natural fit for Dr. June. He was born in Belle Glade FL, near Lake Okeechobee, an agricultural area of Palm Beach County, Florida. Farmers grew sugar cane, corn, beans, celery, oranges, and tangerines, and there was also fishing. "It was a one-stoplight community." Dr. June was fortunate to come from a background of educators. His grandmother, one of thirteen children, was an adult education schoolteacher, and that is actually how she met Dr. June's grandfather, who originally came to Florida from Jamaica to cut sugarcane. Both parents were educators. Always thinking he would be a dentist, he was a biology major until he took a class in economics which deeply captured his interest. A professor encouraged him to change course and he switched to economics and Spanish studies. Dr. June says he stumbled on the community college career path and his career journey has provided experience in all areas of higher education including student life, financial aid, admissions, and enrollment services. "I came to embrace the access mission of the community college. It provides a rich and deep experience and you're exposed to so many different levels of student-types. In a comprehensive community college, there is an avenue for everyone: individuals who don't have a high school diploma, those who want a technical background, as well as those who want an associate's degree and then move on to a traditional four-year institution." Photo by Brad Kemp of the Acadiana Advocate. SLCC is actively shifting its training opportunities to meet education and business trends. With a new strategic plan in place, the college is examining the programs that may need to be added to meet demands in fields such as nursing, welding, general studies, HVAC, automotive, commercial truck driving, and culinary arts. They are identifying optimal times to offer programs, including evening and weekend hours, to accommodate students who work full-time. Business developers in the Workforce and Corporate division of the college seek out business advice on programming that meets current workforce demands. COVID has ushered in a plethora of funding sources to help students meet their tuition, including the Workforce Innovation & Opportunity Act, a Louisiana initiative called "Reboot Your Career" which provides retraining for people in as short a period as 8 to 12 weeks, and the MJ Foster Promise Program created in honor of Louisiana's late governor Mike Foster. The "Reboot Your Career" program provides short-term retraining for unemployed workers looking for high wage career pathways at reduced tuition at Louisiana's Community and Technical Colleges. For more information visit https://www.lctcs.edu/rebootyourcareer SLCC stands out among its peers nationwide. Recently, The Aspen Institute named SLCC one of the 150 institutions  (out of over 1000 nationally) eligible to compete for the $1 million Aspen Prize for Community College Excellence, the nation's signature recognition of high achievement and performance among America's community colleges. This is the second year in a row SLCC has been named a Top 150 Community College. In addition, SLCC was awarded a $1.16 million grant by the U.S.

From Workforce Innovation News: In this episode, you'll hear about the importance of customer service, and why everyone should consider working in customer service at some point in their career. Discover some of the insights and lessons that you'll learn working in a customer service job, and why customer skills are integral to any career. 

What is WIOA? The Workforce Innovation and Opportunity Act (WIOA) was designed to provide free services to meet workforce demands and help individuals find high demand, high wage jobs.  Talitha Cushman, WIOA Training Navigator for Moraine Park joined us to share how her role with the college helps provide support and programs for adults with [...]

Presented by Jobs for the Future (JFF), the Horizons podcast series shares highlights from JFF's annual Horizons summit. Listen and learn along with host Tameshia Bridges Mansfield, JFF's vice president for workforce innovation, as we revisit key themes from the conference like building connection, diversity, and innovation in the workforce. Look for new episodes of Horizons every month and don't forget to subscribe, rate, and review the podcast. To listen to the full sessions from this episode, visit jff.org/horizons

Dr. Carrie Francis is an Associate Professor in the Pediatric Otolaryngology Division of the Department of Otolaryngology-Head and Neck Surgery at Kansas University Medical Center (KUMC). She is also a woman on a mission to improve workforce development and innovation in academic medicine, an expert in medical education and serves as the inaugural Associate Dean for Workforce Innovation and Empowerment. She started her coaching journey with the 2020 RECLAIM Retreat, then enrolled in our Get That Grant group coaching program.  Take a listen to hear some real behind the scenes of her coaching journey: How she realized she was NOT ready when she first tried coaching years ago What it felt like to be super accomplished and yet still yearning for ‘more' The key ingredients beyond motivational words, that she needed and found in coaching The GTG frameworks she found most powerful as a med-ed oriented leader Her panic moment and the real risk she took in signing up for coaching  Rediscovering ‘that chic' in herself as a new ideal and her powerful motivation If you loved this convo, please go find Carrie on Twitter (@PedsOtoDoc) and show her some love! 

Discussion Links:WorkED ConsultingUtah Department of Workforce Services: A system integration modelDistressed Communities IndexThe Biden skills agenda: It needs workLandscape study of federal employment and training programsVocational rehabilitation: Opportunities for better collaboration under the Workforce Innovation and Opportunity ActEmployment and job-training reform: A framework for policy and practiceReform this Workforce Law & Bring On State Policy EntrepreneursSkill Formation and the Minimum WageA Warning Sign for UBI? Unemployment Benefits Discourage EmploymentEmail Mason at mason@workedconsulting.com Twitter: http://twitter.com/ArchbridgeInst​Facebook: https://www.facebook.com/Archbridge​Sign up for our newsletter: https://www.archbridgeinstitute.org/newsletter-signup/

From Workforce Innovation News: In this episode, you'll hear a success story from Becky Brown, Membership Director at Effingham County Chamber of Commerce, as she discusses her career journey and how she utilized workforce services to get to where she is today. Becky shares words of advice for anyone looking to start a new career or continue their education. 

Jamie Millar-Dixon is an inclusive workforce consultant with BC Partners in Workforce Innovation. She dispels some of the myths that exist around hiring people with disabilities, and covers the economic benefits of building a team that embrace diverse abilities. Vivian Chan, co-chair of Vancouver Startup Week and director of national operations at YELL Canada, joins BIV executive editor Hayley Woodin as a co-host. See omnystudio.com/listener for privacy information.

This episode features Lane Community College (LCC) student Maria Cristina Cruz, who is enrolled in an innovative Early Childhood Education program that integrates Career Technical Education coursework with foundational skills leading to a college credential. Cristina is a parenting student who has found employment in her field of study while still in school and has accessed different resources at LCC to make it all work. Lane Community College President Dr. Margaret Hamilton shares her enthusiasm and commitment to the statewide Pathways to Opportunity framework as a racial equity strategy and discusses the importance of the Navigator role to help students maximize benefits to complete college.Judy Mortrude, Senior Technical Advisor at National College Transitions Network/World Education, Inc, talks about the importance of adult integrated education and training career pathways programs, like the PASS Lane Early Childhood Education program at LCC, and how these efforts are part of the federal Workforce Innovation and Opportunity Act (WIOA) of 2014 and fit in with broad college-wide Guided Pathways initiatives.

Travis May is a Director of Workforce Innovation at a major financial services & technology company. He shares his fascinating journey into technology and compliance through the US Military and into private practice in war-torn regions such as Afghanistan and Iraq. He shares lessons in leadership from the literal battlefield and how his time building teams in Kabul have re-framed his thoughts on a globalized workforce. Travis is passionate about the future of work and today he not only is innovating on platforms at his firm, but also more broadly with staff training and team building in this increasingly digitized world.

Jamie Millar-Dixon is an inclusive workforce consultant with BC Partners in Workforce Innovation. She dispels some of the myths that exist around hiring people with disabilities, and covers the economic benefits of building a team that embrace diverse abilities. Vivian Chan, co-chair of Vancouver Startup Week and director of national operations at YELL Canada, joins BIV executive editor Hayley Woodin as a co-host. See omnystudio.com/listener for privacy information.

What are some interview tips that can take you from simple to stand-out candidate?  President and CEO of the Naperville Area Chamber of Commerce Kaylin Risvold chats all things hiring with local experts Samantha Meredith from the Workforce Innovation and Opportunity Act (WIOA), Duckie Huynh representing Insperity, and Bill Lehman from Employ Source Temp Solutions.   Interview Tips for the Employer Kaylin asked the panel “When posting a job, what are a few tips for the employer?” Samantha said “Being very specific and making sure you that you are letting the candidate know exactly what it is that they are applying for and what your expectations are so that there is nothing that is misleading or overlooked when they are applying for that, and they’re confident in knowing that what they are applying for they are qualified for.  Are Cover Letters Still Required?  Ducky believes “You should always include one because cover letters and resumes are two entirely different things. Your resume should be what your educational background, your skillset, and really have those details about your work history and experience.  Your cover letter is what sells you. It’s your marketing plan.  You have to show the value you bring to the organization.”    Ducky later went on to say that a cover letter “should always be customized, everything should be customized, whether its a cover letter or resume or even a short email introduction.  It should always be tailored to the position.” Interview Prep Kaylin asked the guests “What are some of the things that interviewees can do to prep for that first short meeting?” “They always need to research the company.  Find out what they do and what their vision is,” Samantha said.  Asking questions is a great way to demonstrate that you have researched the company.  Ducky recommends asking questions directly to the interviewer like, “what do you like best about the job?” And “how do you feel like you fit into the culture?”  Bill piggybacked off of that saying you should ask questions like “what kind of people have been successful in this role? What kind of attributes and skillsets did they have?” And then when you get the answer to that go to your experience and background and tie those together so being able to say you say that this time management is very important in this role and I have excellent time management skills and I exhibited that in my previous two positions doing XY&Z.”

In this episode, host Dave Fiore speaks with Kim Moore, Vice President of Workforce Innovation at Tallahassee Community College. The native of nearby Greenville dreamed of being a CEO since she was 14 years old, and achieved that goal when she was selected to lead Workforce Plus, the regional economic and workforce development body now known as CareerSource Capital Region. Her success there led to her current position where she is creating new programs to ensure employers have the workers they need so we all have a brighter future. Kim is energetic, engaging and committed to excellence in everything she does – and she is not afraid of hard work. In fact, she prefers it. She continues to pursue continuing education, serves on numerous boards and still remembers marching around her house with her trumpet in high school to earn first chair. Her many awards include being named to the TCC Hall of Fame, the 2019 Economic Innovator of the Year and most recently, the international Idahlynn Karre Exemplary Leadership Award.

In this episode, host Dave Fiore speaks with Kim Moore, Vice President of Workforce Innovation at Tallahassee Community College. The native of nearby Greenville dreamed of being a CEO since she was 14 years old, and achieved that goal when she was selected to lead Workforce Plus, the regional economic and workforce development body now known as CareerSource Capital Region. Her success there led to her current position where she is creating new programs to ensure employers have the workers they need so we all have a brighter future. The post Episode 23: Kim Moore appeared first on Fiore Communications | Content-Focused Marketing | Tallahassee.

In this episode, host Dave Fiore speaks with Kim Moore, Vice President of Workforce Innovation at Tallahassee Community College. The native of nearby Greenville dreamed of being a CEO since she was 14 years old, and achieved that goal when she was selected to lead Workforce Plus, the regional economic and workforce development body now known as CareerSource Capital Region. Her success there led to her current position where she is creating new programs to ensure employers have the workers they need so we all have a brighter future. The post Episode 23: Kim Moore appeared first on Fiore Communications | Content-Focused Marketing | Tallahassee.

Unemployment is at an all-time high in the Philly Metro region -- and across the country-- so what does a post-COVID labor market look like? Who has been hit hardest and how do we get them back to work? Deb Sacca shares her journey of underemployment, unemployment, and a job search during a global pandemic. Fatima Martin of PA Careerlink, a one-stop career center, helps unpack the Workforce Innovation and Opportunity Act (WIOA). Katie Spiker of the National Skills Coalition illustrates who has been hit hardest economically by the pandemic and shares a path towards an inclusive economic recovery. Nicole Tranchitella of Accenture discusses the important role of employers in the region's recovery. Produced by JEVS Human Services PWPvideo

Japricia shares her experience from Elementary school with discipline, race, and her Individual Education Plan (IEP) that inspired the goals she has for college. In this interview, Beau RaRa a staff attorney for the Youth Law Project and Minnesota Disability Law Center, sits down with Japricia, a recent high school graduate, to talk about the experiences of racial disparities in school discipline of students with disabilities. Beau's work includes the Client Assistance Program, also known as CAP, where they provide legal assistance with vocational rehabilitation services for clients." They love working with youth and young adults, believing firmly that each client is the expert of their own life. youth with disabilities can reach us at intoadulthood@mylegalaid.org or 1-800-292-415   Minnesota Disability Law Center  The Minnesota Disability Law Center (MDLC) provides free civil legal assistance to individuals with disabilities statewide, regardless of age or income, on legal issues related to their disabilities. Young adults with disabilities have the right to live, work, and interact in the community. These rights come from a mix of federal and state laws and policies, including the American with Disabilities Act (ADA), the Workforce Innovation and Opportunity Act (WIOA), and Minnesota's Olmstead Plan. MDLC helps youth with disabilities transitioning into adulthood understand their rights and find the resources they need to thrive.  To learn more, go to https://mylegalaid.org/our-work/programs/transition-youth-program Contact Your State Services If you reside in Minnesota, and you would like to know more about Transition Services from State Services contact Transition Coordinator Sheila Koenig by email or contact her via phone at 651-539-2361. Contact: You can follow us on Twitter @BlindAbilities On the web at www.BlindAbilities.com Send us an email Get the Free Blind Abilities App on the App Storeand Google Play Store. Check out the Blind Abilities Communityon Facebook, the Blind Abilities Page, and the Career Resources for the Blind and Visually Impaired group

Guest: Kathy Mandato, CHRO Email: ksmandato@gmail.com Hosts: Rosalene Glickman, PhD and Bill Brewer, CCP Overview: Entertainment industry chief human resources executive Kathy Mandato discusses how to optimize workforce innovation and direction with hosts, Rosalene Glickman and Bill Brewer. About Kathy Mandato: With more than 25 years' experience in Human Resources, Kathy Mandato builds strong cultures, elevates talent, while scaling and transforming companies. Her background includes serving as the Chief Human Resources Officer for WarnerMedia Entertainment and Direct-to-Consumer. Prior to joining WarnerMedia, Kathy advised technology startups including Snap, Inc. where she served as the VP of Human Resources. Before joining Snap, Kathy was at NBCUniversal for six years, serving as Executive Vice President, Human Resources for NBC Entertainment, Universal Television Studio, Universal Cable Productions, and HR Shared Services. She joined NBC in 2011 from Comcast Entertainment Group where she served as SVP of HR for three prominent cable networks. Previously Kathy was Head of Human Resources for DreamWorks SKG and was part of the team that took the animation division public in 2004. She then served as Head of Human Resources for DreamWorks Animation for three years before joining Comcast and E! Entertainment. Kathy began her career with agencies including BBDO Worldwide where she served as VP of New Business Development and Communications for the Los Angeles, San Francisco, and Atlanta offices. Kathy received her B.S. degree in journalism and mass communications with a minor in public relations from Kansas State University. She lives in Los Angeles. Why You Have to Check Out This Podcast - How to optimize goal setting and progress updates with employees and the entire team. - Why you must coach each direct report to bring out their best. - How to ensure all employees understand their role and responsibilities. - Leverage innovation as you prepare HR for where the organization will be in five years. - What it means to have “work athletes” who will optimize valuable change and disruptive innovation. - Respectful leadership styles that value expertise, encourage creativity, and achieve responsible team performance. - Optimize the labor force while carefully balancing technology with employee empowerment. - Understand how an organization deploys a voice of reason as it moves through its challenges.

Even before the pandemic struck, America's employment picture was already undergoing big changes. That process has now accelerated because of COVID-19 and new partnerships are forming to ensure there's a good fit between the new jobs and the people needed to do them. To talk about it are: Henry Mack, chancellor for Career, Technical and Adult Education with the Florida Department of Education; Michelle Dennard, president and CEO of CareerSource Florida; and Kim Moore, vice president for Workforce Innovation at Tallahassee Community College.

ServiceNow, the leading digital workflow company that makes work, work better for people, has released The Work Survey, one of the most comprehensive global surveys to date on COVID-19’s impact on work and the opportunities ahead for a wave of digital innovation in how people work and businesses operate. Executives and employees across Europe agree technology enabled them to pivot to new ways of working faster than thought possible, and digital transformation will accelerate innovation. “The world’s dramatic pivot to working digitally is showing everyone what the future of work looks like,” said ServiceNow CEO Bill McDermott. “Digital workflows are the way business gets done in the 21st century. There’s no going back. Digital transformation will accelerate. New ways of working will become the norm. We are on the cusp of an unprecedented wave of workflow and workplace innovation.” Fielded in September by Wakefield Research on behalf of ServiceNow, The Work Survey engaged 9,000 executives and employees across industries including financial services, health care, telecommunications, manufacturing, and the public sector. Key European findings include: 92% of executives (both globally and in Europe) say the pandemic made their company rethink how they work. In Ireland, 93% of employees (compared with a European average of 83%) say their company has created better ways of working since the crisis began. 96% of executives and 93% of employees (compared to 92% and 86% globally) say their company transitioned to new ways of working faster than they thought possible. COVID-19 has reduced operating expenses for 88% of Irish businesses surveyed, in line with the global average, creating opportunities for investments in digital transformation, research and development, marketing and growth. Businesses have innovated rapidly but will need to step up to continue the pace Almost half of executives (47%) and over half of employees (55%) in Europe think transitioning to the new normal will be even more challenging than the initial shock of COVID-19. This challenge is exacerbated because most businesses are at a digital disadvantage, with 90% of Irish executives (94% in Europe) admitting they still have offline workflows, including document approvals, security incident reports, and technology support requests. Progress has been made, but months into working from home, 61% of executives and 62% of employees across Europe say their companies still do not have a fully integrated system to manage digital workflows. Despite adapting to COVID-19, confidence is low that companies could rapidly transform again New systems that were developed, and put in place on the fly, as a result of COVID-19, were seen to have created new and better ways of working by 93% of employees In Ireland (10% higher than those across Europe). However, such systems are felt to still be vulnerable to the next major disruption, with most executives and employees stating that key business functions (such as Customer Service, HR and Finance) would not be able to adapt within 30 days in the event of another disruption. This showcases the need, and opportunity, for robust digital transformation across the enterprise. You’re only as good as your people; winning today means embracing distributed work better and faster than the competition While 100% of European executives and employees (94%) overwhelmingly tout the benefits of remote working, the challenges are becoming more apparent. Both Irish executives (90%) and employees (86%) (versus European averages of 93% and 78%) express real concerns about how remote work will impact the business moving forward. The biggest concerns and benefits with continued remote work depends on where you sit. Throughout Europe, executives are most worried about outputs—delays in product or service delivery (54%), while their employees are most concerned about the inputs—reduced collaboration between business units (53% in...

In today’s podcast, we visit with Thelma Bowers, Outreach Specialist with The Florida Governor’s Council on Indian Affairs, Inc. is a non-profit, tax-exempt organization which operates the Employment & Training Program as a Workforce Innovation and Opportunity Act (WIOA) Native American grantee through the U.S. Department of Labor/Division of Indian and Native American Programs. The section 166 programs are designed to support employment and training activities in order to develop more fully the academic, occupational and literacy skills; make individuals more competitive in the workforce; and promote economic and social development in accordance with the goals and values of such communities. These programs are administered in a way that not only meet regulatory requirements, but also in ways that are consistent with the traditional cultural values and beliefs of the people they are designed to serve. In addition, they host the Florida Indian Youth Program (FIYP) annually for students between the ages of 14-19. The FIYP is an intensive away from home educational experience provided for Native American youth. During the two-week program, the students participate in educational, cultural and social events along with recreational activities. This program was designed to increase the rate of high school graduation and inspire the students to further academic achievement.

Jeffrey Mosher chats with Tekea Norwood, program compliance manager for Capital Area Michigan Works! QUESTION: What is the WIOA youth program? ANSWER: At Capital Area Michigan Works!, we work with the Department of Labor and Economic Opportunity, Workforce Innovation and Opportunity Act (WIOA) to provide services for youth. The purpose of the WIOA youth services is to assist young people, ages 14-24, who face significant barriers to success in the labor market, by providing resources and support to overcome those barriers and successfully transition to self-sufficient adulthood. WIOA programs predominantly focus on “out-of school youth” (OSY). OSY refers to youth who are 16-24 years old, not attending any secondary or post-secondary school, and have one or more specific enumerated barriers, including being considered a school dropout, homeless, an offender, being pregnant or parenting, having a disability or having aged out of the foster care system. WIOA provides for 14 different program elements. Not all participants who receive WIOA services will receive all 14 program elements, but all local areas must provide all 14 elements. In practice, WIOA Youth Program funding can be used for many activities, including: 1. Tutoring, study skills, training, instruction, and dropout prevention; 2. Alternative secondary school services; 3. Paid and unpaid work experiences; 4. Occupational skills training; 5. Education offered concurrently with workforce preparation and training for a specific occupation; 6. Leadership development opportunities; 7. Supportive services; 8. Adult mentoring; 9. Follow up services; 10. Comprehensive guidance and counseling; 11. Financial literacy education; 12. Entrepreneurial skills training; 13. Services that provide labor market information; and 14. Post-secondary preparation and transition activities QUESTION: What is the importance of providing programs specifically for youth? ANSWER: CAMW! is dedicated to preparing young adults in the region for post-secondary education and workforce readiness that will align with in-demand employment opportunities. Preparing WIOA Youth participants through career preparation, academic skill achievement, and occupational skills will assist in an increased opportunity for employment that will lead to sustainable self-sufficiency. Our youth programs operate in alignment with the CAMW! vision to enhance the quality and productivity of people and business by preparing a competitive and productive workforce.

In this episode of the Tallahassee Business Podcast presented by 223 Agency, we are joined by Kim Moore, Vice President of Workforce Innovation at Tallahassee Community College (TCC). Since COVID-19 caused the institution to make some quick pivots and switch to online learning since March, Moore and her fellow colleagues have been working to ensure the "whole student" is taken care of and has the tools to succeed, while also planning for the return to the classroom for the Fall term, whether that is virtual, in-person or a mix of the two.  Moore joins the podcast to share the new realities students on campus are facing, the plans to keep them engaged in the community this semester, as well as the differences & similarities in the realm of workforce development for local employers in the pandemic environment.

In this episode, Dr. Bly-Jones is speaking with Bob Lanter, Executive Director of the California Workforce Association, a leader in workforce strategy and the implementation of the Workforce Innovation and Opportunity Act for the state of California. Bob has worked almost two decades in the public sector and non-profit industry, with experience in the field of workforce development and job training. He has held various positions in local workforce investment systems from case manager to the Executive Director of the Contra Costa County Workforce Board. He gained national/federal experience working for the U.S. Department of Labor’s Employment and Training Administration as a Federal Project Officer. 

David Michael Mank, Ph.D., is Professor Emeritus at Indiana University. He is formerly the Director of the Indiana Institute on Disability and Community at Indiana University, Indiana’s University Center for Excellence on Disabilities.As a writer and researcher, Dr. Mank has an extensive background in the education and employment for persons with disabilities. He has authored or coauthored dozens of articles and book chapters. His interests also include transition from school to work and community living. Mank has worked on issues related to Competitive Integrated Employment for people with significant disabilities for many years. His work has included developing the first free standing supported employment program in Oregon, McKenzie Personnel Systems. McKenzie was originally incorporated as a non-profit organization by Mank and two women who had daughters with developmental disabilities. He has worked on provider transformation (from sheltered work to competitive integrated employment) in a number of states across the USA and a number of other countries. He has emphasized “capacity building” to deliver integrated employment outcomes at the local level. He has also assisted in developing employment related data systems in a number of states. He is frequently requested to present at Leadership Institutes. In addition, he has been a frequent participant in Policy Development and Analysis at the state and national levels. He has assisted states and local communities develop, implement model programs for transition from school to work for youth with disabilities. Mank is a member of the editorial boards of the Research and Practice for Persons with Severe Disabilities (TASH), the Journal of Vocational Rehabilitation, the Journal of Disability Policy Studies. He is Associate Editor for the journal, Intellectual and Developmental Disabilities. In January 2015, Mank was appointed by the U. S. Secretary of Labor to the Advisory Committee on Increasing Competitive Integrated Employment for Individuals with Disabilities, which was created in the Workforce Innovation and Opportunity Act. He was subsequently elected Chair of the Committee, which delivered its Final Report and Recommendations to the Secretary of Labor and Congress in September 2016. This Committee delivered its Final Report to the Secretary of Labor and Congress in September 2016.

This is the Workforce Innovation: Enabling New Environments Panel MODERATOR: Dr. Cynthia Mendoza - IC Chief Architect and the Director of the Architecture and Integration Division (AID) for the Office of the IC Chief Information Officer (CIO) at the ODNI. PANELISTS INCLUDE: David Sterling, Royce Geo Patrick Acheson, Quadrint John Lewington, Adobe The Panel is integrated with the Geospatial Frontier Virtual Technology Fair which is hosted and created by Project Geospatial and partnered with the American Geographical Society.

American Job Centers (AJC) are designed to provide a full range of assistance to job seekers and employers under one roof. Established under the Workforce Investment Act and reauthorized in the Workforce Innovation and Opportunities Act of 2014, the centers offer access to job training, career counseling, job listings, and can help employers with recruiting skilled talent and maintaining their workforce. Customers can visit one of over 2,000 centers across the country in person or connect online. Nestor Leon, VP of Operations for the WorkPlace provides insights into these services and innovations that can be found in an AJC. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

A key goal of the U.S. refugee resettlement program is to help refugees rapidly find employment. While refugees do work at high rates, and entry-level jobs are often available in today’s tight labor market, service providers sometimes struggle to help refugees into jobs that provide long-term career pathways and upward mobility. Such challenges are compounded by the pressures and challenges of the current environment around refugee resettlement, in a context of greatly reduced refugee arrivals, strains on local resettlement organizations—many of which have ended or reduced operations—and uncertainty about which states and counties will be resettling refugees in the years ahead. Under these circumstances, two activities can be key parts of a broader strategy for sustaining and improving employment services for refugees: Partnerships with experts in workforce development strategies, and access to federal workforce development funding. On this webinar MPI's Essey Workie is joined by Amanda Bergson-Shilcock from the National Skills Coalition, Washington State Refugee Coordinator Sarah Peterson, and Karen Phillippi, Director of New American Integration in the Office of Global Michigan for a discussion on what these approaches can look like in practice. They explore the possibilities for collaboration between refugee resettlement and mainstream workforce services, and funding streams such as Workforce Innovation and Opportunity Act (WIOA) programs, SNAP Employment and Training funds, Pell grants, and more to help refugees find better jobs. State leaders in Michigan and Washington State also share how they have leveraged such funding to support their refugee employment services.

A partner in the Kentucky Career Center JobSight network of workforce centers, the Middle Kentucky Career Center provides Workforce Innovation and Opportunity Act (WIOA) services in Breathitt, Lee, Owsley, and Wolfe counties under contract with the Eastern Kentucky Concentrated Employment Program, Inc. (EKCEP). Those services include programs for adults, dislocated workers, and for in-school and out-of-school youth who may need assistance honing skills such as résumé building or networking with local employers, or who need assistance being retrained or going to school.Middle Kentucky WIOA Director Beth Spencer, Career Advisor Amber Teverbaugh, and Workforce Services Coordinator Michelle Feltner join EKCEP Industry Liaison Trish Adams for this week's episode of the East Kentucky Works podcast.Learn more about Middle Kentucky online: www.mkcap.orgThis episode was recorded at the Eastern Kentucky Concentrated Employment Program's (EKCEP) offices in Hazard, Ky.To learn more about EKCEP's mission to prepare, advance, and expand the workforce of Eastern Kentucky, log on to ekcep.org.Intro music from https://filmmusic.io"Sweeter Vermouth" by Kevin MacLeod (https://incompetech.com)License: CC BY (http://creativecommons.org/licenses/by/4.0/)

Celebrate Women's Small Business Month with us! Christic Henry, Chair of the Women's Business Council for the Big Bend Minority Chamber of Commerce, and Kim Moore, Vice President for Workforce Innovation at Tallahassee Community College, talk about the importance of supporting women's businesses. It's important to give back and uplift our community. Support our wonder women! --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/the-sean-pittman-podcast/support

iring skilled employees is a difficult task for most small business owners. That's why Metropolitan Community College offers valuable resources to both local businesses and to individuals seekers. The MCC Workforce Innovation Division bridges the gap between what businesses need and what skills are necessary for employees to learn.

Professor Farmer, a qualified general practitioner, has had an extensive career in medical education. When interviewing for this podcast she was the Dean of Medicine at the University of Wollongong. Prior to that appointment, she was the Executive Director of Workforce Innovation and Reform at Health Workforce Australia and Director of Education, National Primary Care Collaboratives Program at Flinders University. Now a consultant to the health and academic industries, Professor Farmer is also an Adjunct Professor at the University of Adelaide, Director of Guide Dogs SA and NT, a Professorial Fellow at Flinders University, Clinical Professor at the University of Wollongong and Chair Clinical Examinations Research Group at the Australian Medical Council. Ccentric is a leading international executive search firm that focuses on healthcare, academic healthcare, digital health, and not-for-profit and human services. As a leader in our field, we have always tried to stay at the forefront of news and changes in the industry.  To keep up-to-date with the latest news from Ccentric subscribe here today.

Carrie Robinson is a 28-year-old single mom living outside of Cleveland, Ohio. She’s a pharmacy technician – but not too long ago, she and her five kids found themselves homeless. She shared her story about how CVS Health’s Workforce Innovation and Talent Center changed her life. The centers provide people in under served communities with the training, resources and support network they need to be successful. Like Carrie.

Carrie Robinson is a 28-year-old single mom living outside of Cleveland, Ohio. She’s a pharmacy technician – but not too long ago, she and her five kids found themselves homeless. She shared her story about how CVS Health’s Workforce Innovation and Talent Center changed her life. The centers provide people in under served communities with the training, resources and support network they need to be successful. Like Carrie.

Disconnected Youth, Opportunity Youth, Out of School Youth, or youth ages 18 to 24 who are not enrolled in school or employed, became priorities of workforce systems across the Country with the enactment of the Workforce Innovation and Opportunity Act of 2014. WIOA requires 75% of youth funds be directed toward Out of School Youth. This requirement has been a struggle for Prince George's County and workforce areas across the Country. This episode features Employ Prince George's in-house youth expert, Martin Copeland, discussing tips and techniques to engage and prepare Out of School Youth for employment.

Innovation is the key to success of an organization. People are the only asset that innovates, and innovate is the only path to sustained and breakthrough performance. We have with us Leena Nair, CHRO at Unilever who converses with Belong's Chief Evangelist Aadil Bandukwala the need to build a distinct talent model that delivers sustainable competitive advantage through workforce innovation.

From Promoting Workforce Innovation- In this episode, you'll hear from Sherry Kelley Marshall from the SWORWIB, Debbie Smith from Easterseals and Eric Thomas from Cincinnati/ Hamilton County Community Action Agency.  Discover the history of YouthBuild, the market focus, activity and training for both CAA and Easterseals YouthBuild programs, and how the SWORWIB and OMJ Center partner with and assist in the success of the YouthBuild grants for Cincinnati.

From Promoting Workforce Innovation- Sherry Kelley Marshall discusses a conversation that the SWORWIB is having with committee members, workforce partners and legislative representatives about Mind/Shift and Word/Shift and how changing our thinking and language can have a positive impact on customers' lives. Discover the work that the SWORWIB isleading in both a white paper on MindShift and WordShift, and  what's behind the pursuit of these messaging and wording that needs adjustments for this era.

In this episode of The Executive Innovation Show Podcast, Carrie Chitsey and Daniel Miller speak with Mike May. Mike May is Executive Director of the William L. Hudson BVI Workforce Innovation Center, an initiative launched early last year to tackle the 70% unemployment rate among people who are blind and visually impaired through training, job placement and the provision of accessibility inclusion expertise to businesses throughout the United States. Blinded by a chemical explosion at the age of three, he regained partial vision at the age of 46 via cornea transplants and a pioneering stem cell procedure. His career has included roles as a political analyst for the CIA and as the founder of the Sendero Group, a tech company staffed almost entirely by individuals who are visually impaired. Mike is the subject of the book, “Crashing Through: A True Story of Risk, Adventure and the Man Who Dared to See,” by journalist and New York Times best-selling author Robert Kurson. Listen in on topics discussed during this podcast such as: Learn more about the brave story of Mike May that led him on this journey to help those who are blind and visually impaired.Hear about the struggle of the visually impaired and why companies should consider investing in a new talent tool. Listen to the biggest employment challenges for the visually impaired that contributes to the 70% unemployment rate of blind individuals. Hear about the struggles they face within the interview process. The top five things HR departments and executives should consider when exploring recruiting and hiring job candidates with disabilities such visually impaired. Mike helps us understand some of the preconceived obstacles in hiring the visually impaired and how Envision to working to place, train and consult with companies to navigate those waters. What is on the roadmap for Envision in 2019 for expansion into their own products, services and getting more outsourced employment in the technology space. Want to learn more about Mike May and Envision? Find inspiration and support Envision. To learn more on how to use innovative recruitment tools to reach new demographics. Support the show (http://www.helpinghumans.care)

It is generally recognized that successful long-term immigrant integration requires a broad understanding of U.S. culture and systems, combined with strong English proficiency and other basic skills. For the past 50 years, English instruction classes provided via state adult education systems have been the default mechanism to meet immigrants’ English acquisition—and, to a limited extent, integration—needs. However, this federal-state partnership system meets less than 4 percent of adult learner needs nationally and suffers from serious flaws in the nature and design of instruction when viewed through an immigrant integration lens. Leeway within the system to support successful integration has steadily narrowed in recent years, particularly with passage in 2014 of the Workforce Innovation and Opportunity Act (WIOA), which instituted mandatory performance measures for adult education programs that focus mainly on employment outcomes and the attainment of postsecondary credentials, placing no value on other essential integration skills or topics. Taking stock of weaknesses in the WIOA-driven design of most current programming, MPI analysts draw on research from the integration, adult education, and postsecondary success fields in arguing for the adoption of a new “English Plus Integration” (EPI) adult education program model. Seeking to make more effective use of immigrant adult learners’ time in a formal program, the model would maintain a central focus on English language acquisition while also building skills and critical systems knowledge to support continued learning long after program exit and speed integration success along multiple individual and family dimensions. On this webinar, MPI analysts Margie McHugh and Catrina Doxsee engage in a discussion with Art Ellison, former Bureau Administrator, New Hampshire Bureau of Adult Education, and former Policy Committee Chair, National Council of State Directors of Adult Education; Charles Kamasaki, Senior Cabinet Advisor, UnidosUS, and Resident Fellow, MPI; and Alison Ascher Webber, Director of Strategic Initiatives, EdTech Center at World Education, on strategies for implementation of this new model that will weave together supports and strengths from a range of intersecting fields.

In honor of National Disability Employment Awareness Month, this episode focuses on the Workforce Innovation and Employment Opportunity Act (WIOA). WIOA is designed to modernize and improve existing federal workforce development programs. Dr. Rebecca Salon and Elizabeth Jennings of the National Disability Institute’s LEAD Center will discuss the changes created by WIOA and the opportunities it presents for individuals with disabilities. Speakers: Rebecca Salon, Project Director - LEAD Center Elizabeth Jennings, Assistant Project Director - LEAD Center More Information and Transcript available at: https://www.adalive.org/episode13

Today’s show is about Competitive Integrated Employment. What is it? What does the term mean? Where did it come from? And how does it all intersect with the new Workplace Choice and Flexibility for Individuals with Disabilities Act (HR 5658)? INTRODUCTION Hello and welcome to Day in Washington, your disability policy podcast. I’m your host Day Al-Mohamed working to make sure you stay informed.  Recently, there has been a lot of discussion around the Workplace Choice and Flexibility for Individuals with Disabilities Act and competitive integrated employment. Including a massive protest on the Hill by disability group ADAPT.  What is competitive integrated employment? And why all the fuss? BACKGROUND This issue actually has a fairly long history and involves more than one law so bear with me as I try to give a bit of context. This is about disability employment and it goes all the way back to the early 1930s. During those years, as a way to encourage employment for as many people as possible, the National Industrial Recover Act (NIRA) created a system of certificates that allowed for productivity-based wages for people with disabilities. Basically, if a person with a disability couldn’t make widgets as fast as the non-disabled guy, the company was allowed to pay him less. Sounds like that makes sense, right? Especially, in a country trying to recover from the Great Depression. It gets as many people jobs as possible. This was made permanent in the Fair Labor Standards Act of 1938. It is Section 14(c) and formally allows employers to pay wages below the federal minimum to employees who have disabilities. That same year, the Wagner O’Day Act was passed requiring that all federal agencies purchase certain supplies and services from nonprofit agencies who employed people who are blind. Basically, the government HAD to buy the mops and brooms, made by blind people, in these non-profits. The program was expanded in 1971 to include people who have other significant disabilities and renamed the Javits-Wagner O’Day Act (JWOD). It was renamed again in 2006 as AbilityOne. So, let me give you a little idea about how big this industry is. Currently, there are more than 600 of these non-profits who produce products and services under the AbilityOne Program and the Federal government MUST buy these products from them. More than mops and brooms, it is now pencils and paper, military uniforms, and beyond physical products, there are contracts for services like cleaning and cafeteria and commissary work.  In FY2015 alone, the Federal Government purchased more $3.2 billion of products and services. The laws about disability employment start to intersect with the general perception that many of the AbilityOne non-profits use Section 14(c) in segregated work centers aka sheltered workshops. To qualify to an AbilityOne non-profit, at least 75% of the work must be done by people who are blind or have other significant disabilities. By using Section 14(c), the labor cost for these companies is significantly lower than comparable private companies who pay “regular rates” for labor. I keep talking about AbilityOne and their non-profits and it seems kind of large and amorphous. To bring this down to reality and to an entity you might be familiar with – Goodwill Industries. Goodwill, you know, where you donate all your old clothes and children’s outgrown toys…they are an AbilityOne non-profit. So now, let me get to the nitty-gritty details of the issue...and a third piece of legislation. The Workforce Innovation and Opportunities Act (WIOA), was signed into law in 2014. I won’t drown you in all the details but let me highlight a couple of “biggies.” WIOA updates the Rehabilitation Act of 1973. The part we are specifically interested in is where it oversees the vocational rehabilitation system which helps people with disabilities get the support and training they might need to get a job.

This is the Q & A session that followed the below panel event during Career Week 2018 (February 12-16). In an environment of increasing demands for transparency in the cost and quality of healthcare, many organizations and providers are transforming how they structure, deliver and communicate with their various stakeholders. Join our panelists as they discuss the complexities of this challenge in the midst of industry transformation and an emphasis on patient outcomes and informed decision making. Moderator: Robert Klitzman, M.D., Academic Director, Master of Science in Bioethics Program, Columbia SPS Tony Cheng, Co-Founder and CTO, Archway Health Simon King, Head of Talent & Workforce Innovation, Bristol-Myers Squibb Dr. Francoise Simon, Leading Strategist in the Biotechnology Sector for Twenty Years; Coauthor of Four Books; Professor of Business and Public Health at Columbia University; President of the SDC Consulting Group Gregg Slager, EY Global Health TAS Leader, EY

A snapshot of precarious work in Canada today, a Policy Options podcast. The nature of work in Canada is changing. With the onset of the so-called "fourth industrial revolution” careers are becoming a patchwork of impermanent contracts and “gigs,” which often do not come with the benefits associated with long-term employment. Canada’s social architecture, including employment insurance, may no longer be responding adequately to the nonstandard work so many Canadians are being forced to accept. In this podcast you can listen to the panel discussion recently hosted by Policy Options on the implications of precarious work for Canadians and decision-makers. Francis Fong of Chartered Professional Accountants of Canada, Sunil Johal of the University of Toronto’s Mowat Centre and Wendy Vuyk of the Ontario Centre for Workforce Innovation joined Policy Options Editor-in -Chief Jennifer Ditchburn to broach this key policy issue. Download for free. Tweet your questions and comments to @IRPP. Read Francis Fong’s Policy Options article on precarious work at http://policyoptions.irpp.org/magazines/january-2018/we-dont-know-the-extent-of-precarious-work/ Check out the Policy Options special feature "Inclusive Growth in an Age of Disruption" at http://policyoptions.irpp.org/magazines/october-2017/inclusive-growth-in-an-age-of-disruption/

Last year, I am released a free pdf "Mix-and-Match U.S. Citizenship Interviews and Quizzes." which contained 20 practice interview scripts based on the N-400 and 40 civics quizzes based on the USCIS Civics questions http://eepurl.com/c30oVz People can create a variety of practice interviews by pairing an interview with a quiz, then making double-sided copies. You can see examples of these interviews on our YouTube channel. This week, I am joined by my fellow citizenship teacher, Miguel Flores from Cutler-Orosi Adult School. We finally met in person at the CASAS EL Civics Conference in Ceres. Between workshop sessions we sat down and did a quick practice interview based on the Mix-and-Match Citizenship Interview Series B Practice 2 paired with a multiple choice civics quiz on USCIS 1-12 questions. After the interview, I talk a bit with Miguel Flores about his citizenship class in Cutler-Orosi,which is in the heart of California. these I will talk a bit more about the CASAS EL Civics project and my sponsor OTAN:Outreach and Technical Assistance Network. You can see my workshop presentations Citizenship class 101: 10 Tips for a New citizenship Teacher and "Tech Up Your Citizenship Class" on uscitizenpod.com's blog post for Jan 26, 2018 uscitizenpod: CASAS EL Civics Conference, Ceres, CA http://www.uscitizenpod.com/2018/01/casas-el-civics-conference-ceres-ca.html    A quick work about CASAS and OTAN. CASAS is a nonprofit organization that provides assessments of basic skills for youth and adults to target instruction. The English Literacy and Civics (EL Civics) is funded under the The Workforce Innovation and Opportunity Act (WIOA), Adult Education and Family Literacy Act (AEFLA). The purpose of the EL Civics program is to support projects that demonstrate effective practices in providing, and increasing access to, English Literacy programs linked to civics education. Congress has reserved this funding for "integrated English literacy and civics education services to immigrants and other limited English proficient populations."  According to Congress, to effectively participate in education, work, and civic opportunities in this country, immigrants and other limited English proficient persons must not only master English, but be able to understand and navigate governmental, educational, workplace systems and key institutions, such as banking and health care. To that end, CASAS hosts EL Civics Conference, in Northern, Central, and southern California so that teachers can share best practices as related to their EL Civics programs. To learn more, go to CASAS.org   https://www.casas.org/training-and-support/casas-peer-communities/california-accountability/california-el-civics    OTAN: OTAN's mission is to lead California adult education in the integration of technology into the educational process, ultimately empowering learners to meet their academic, employment and civic goals. On a much more personal note: Working in Silicon Valley IT departments for over 20 years well prepared me to work with immigrants with varying degres of English fluency, but did not prepare me to use tech in the adult education classroom. By participating in OTAN training sessions, I learned how adapt technology to empower adult students and their teachers to acquire new language, work, and life skills. Thanks OTAN folk for every thing. Teachers--if you get the chance, attend OTAN's Technology and Distance Learning Symposium March 9–10, 2018 in Napa, CA. You'll pick up some cool,new tech tips, and meet some even cooler techie teachers. To learn more, go to OTAN.us https://www.otan.us/tdlsymposium/register-online

So what's WIOA, anyway? Susan breaks down the 7 elements of the Workforce Innovation and Opportunity Act and what it means for adult educators.  Hint: It's good stuff!

Join us as Chip Kenney discusses the role of the Rehabilitation Services Administration (RSA) funded WINTAC, housed at the Interwork Institute, San Diego State University. Cary and Chip discuss the core objectives of the WINTAC, it's national partners, and the role WINTAC is taking in expanding Pre-Employment Transition Services to Youth with disabilities and Customized Employment nationally. WINTAC is an important resource for State VR agencies and their vender network. Learn more by subscribing to the GHA podcast on iTunes.

Ever meet a leader whose energy is infectious? Who you can just tell is going places? That's Manny Lamarre. As executive director of the newly created Nevada Governor's Office of Workforce Innovation, Manny stands at the intersection of workforce development, education and equity in a state that was hard hit by the last recession. Manny's got a dream job at the cutting edge of policy, but what's even more exciting is imagining what lies ahead for him and the communities he serves. Sky's the limit when you're on a rocketship!

The United States has long attracted some of the world’s best and brightest, drawn by the strong U.S. economy, renowned universities, and reputation for entrepreneurship and innovation. But because of language, credential-recognition, and other barriers many of these highly skilled, college-educated immigrants cannot fully contribute their academic and professional training and skills once in the United States. As a result they work in low-skilled jobs or cannot find a job—a phenomenon known as brain waste.   On this podcast, MPI experts give a presentation of the first-ever U.S. estimates on the economic costs of this skill underutilization for immigrants, their families, and the U.S. economy, along with estimates on forgone earnings and tax payments for: California, Florida, Michigan, New York, Ohio, Texas, and Washington. The panel discusses the factors linked to immigrant skill underutilization; highlight the potential for current city, state, and U.S. labor policy (including implementation of the Workforce Innovation and Opportunity Act) to reduce this brain waste; and offer an employer-based view of skill underutilization and how it can be addressed.   The report and related state research can be found here: https://bit.ly/mpiuntappedtalent

Amy Wallace, Assistant Director for Workforce Innovation at the California Workforce Development Board, discusses the importance of innovation in workforce development, both in California and nationally. In this episode, you'll discover why innovation is such an important key aspect of the successful implementation of WIOA, and what the California Workforce Board is doing to support innovation. To learn more about the California Workforce Association, visit http://calworkforce.org/ 

The Workforce Innovation and Opportunity Act was passed by Congress in July 2014 to ensure that students with disabilities leave high school with a clear path to opportunities for employment and further education. In this podcast you’ll hear Elizabeth Danner from ESC Region 13 and Erin Wilder from DARS Division for Rehabilitative Services discuss WIOA and what it means for students in Texas. Podcast Transcript www4.esc13.net/uploads/transition/docs/Whats_Up_with_WIOA_episode1.docx

This episode examines three bills that passed Congress in July and have since become law. The first new law will give veterans quicker access to health care. The second new law is designed to provide job training to poor people, but a hidden provision will likely take us one step closer to 1984. The third new law is another glaring example of this Congress failing to do its job. Also, Jen tells you her plans for Congressional Dish's future. July Bills that Became Law H.R. 3230 Veterans Access, Choice, and Accountability Act of 2014 Allows veterans to get medical care outside the Veteran's Administration system; they can go to any health facility that serves Medicare patients, health centers, the Defense Department, and the Indian Health Service. Veterans are only given this option if they'd have to wait over 30 days for an appointment with the Veteran's Administration or if they live 40 miles or further from a Veteran's Administration clinic. If eligible, the veteran will receive a special identification card. How it works: Veteran notifies VA, VA puts Veteran on an electronic waiting list or authorizes their request, VA works out a payment agreement with the health care provider, VA reimburses health care provider but no more than they would for Medicare services. If the veteran gets treated for a problem that was not related to their military service, their health insurance plan will be responsible for payment and the health care provider will be responsible for going after the insurance company for the money. Veterans can not be charged higher co-payments for care at private facilities than they would have been charged at the Veteran's Administration. This program will end in three years. Orders a private-sector review, establishes a fifteen person commission, and creates a technology task force to review VA practices. Wait times for care can not be considered when determining performance bonuses for top officials at the Veteran's administration and performance goals that disincentivize using private health providers for veteran care will be eliminated. Wait times for health care at the VA, VA facility quality measures, and VA doctor credentials will be published online. The VA will add 1,500 graduate medical education residency positions for five years to address staffing shortages. Extends the program that reimburses medical students for education costs and increases the amounts they'll receive for working for the VA. Expands coverage for mental health care related to sexual assaults, which will include veterans on inactive duty. This will be effective August 7, 2015. Extends a pilot program for assisted living care for veterans with traumatic brain injuries until October 2017. Disqualifies public colleges that charge veterans more than State residents from being qualified schools for veteran education benefits. Makes it easier to fire or transfer senior executives at the Department of Veteran's Affairs. Appropriates $15 billion to implement these changes. The bill passed the Senate on July 31st by a vote of 91-3. The bill passed the House of Representatives on July 30 by a vote of 420-5. Rep. Walter Jones of North Carolina's statement H.R. 803 Workforce Innovation and Opportunity Act This bill was originally passed on March 15, 2013 as the SKILLS Act and was discussed in episode CD018: The Ryan Budget. The bill that became law was drastically different. Job Training Programs Keeps the make up of the boards largely the same: Most members will be representatives of the business community, twenty percent of the members must be State officials, and labor will be represented. The Chairmen will be from the business community. The State boards will advise local boards that will determine how funds are best spent in their local communities. States will be allowed to keep their current government-controlled boards, if they had established them before this bill became law. The goal is to come up with 4 year State and local plans to best provide workforce training to give the unemployed the skills most desired by the businesses that operate in the state. The State plans must be approved by the Secretary of Labor and Secretary of Education. The plans are deemed approved after 90 days if the agencies have not formally disapproved in writing. Government officials will be in charge of - and held liable for- disbursing government money for the job training programs. Local boards will have no control over curricula taught in job training courses. Success will be measured by the percentage of people who are employed and how much they're earning six months and a year after leaving the job training programs. If a state fails to meet performance requirements, the state will lose money. If a local board fails to meet performance requirements, their board may be replaced or job trainers may be disqualified. Job training funds are allowed to be spent on services provided by for-profit entities. Twenty percent of the funds will go towards training eligible young people who include kids between the ages of 16 and 24 who have dropped out of school, are in the juvenile detention system, are homeless, are pregnant or single parents, can't speak English, or are disabled. Services for young adults will include tutoring, paid and unpaid internships, drug and alcohol abuse treatment, and financial literacy classes. The rest of the funds will be for adults ages 22 through 71 who make less than the poverty level or roughly $29,000 per year. The job trainer providers need to be "one-stop operators", meaning they will need to provide all the services in the program at one location. Services include eligibility verification, skill testing, job search assistance, statistic compilation, assistance with unemployment filing and student loan applications, career planning, and English language lessons. Training services will only be available to people who don't qualify for Pell Grants. Training services include skills training, on-the-job training, "training programs operated by the private sector", and ESL classes. Companies that provide on-the-job training can have 75% of the worker/trainee's wages paid for by the government. Twenty percent of the money can go towards "incumbent worker training programs", which pay companies to train their own workers to avert layoffs. Employers will pay between ten and fifty percent of the training costs, with larger companies paying more. The program will be funded at $2.8 billion in 2015, increasing to $3.3 billion by 2020. Jobs Corps The law establishes a Department of Labor "Job Corps Program" to provide low income kids between ages 16 and 24 an "intensive social, academic, career and technical education" to prepare them for jobs in "in-demand industry sectors or the Armed forces". Document: Over half of the students consistently end up in the military. Article: Jobs Corps students explore the armed forces Eighty percent of the the participants must be "residential". Jobs corps centers can be private. They can pocket at least one percent of their funds as "management fees". There is no cap. The jobs corps centers will provide participants with English classes, work training, physical education, driver's education, financial literacy classes, counseling, and recreation. Enrollees in the job corps will not be considered Federal employees and will not be protected by laws governing hours of work, compensation, vacation time, or Federal benefits but will be considered Federal employees for taxation purposes. Work place injury compensation will be capped at $1,500 for jobs corps enrollees. Makes the Education Department eligible to receive excess defense articles to carry out any program, not just the jobs corps. Article: Police Want to Get Rid of Their Pentagon-Issued Combat Gear. Here's Why They Can't. The Jobs Corps Program will receive over $1.6 billion in 2015 which will gradually increase to over $1.9 billion by 2020. Administrative costs are capped at 5% of the grant awarded or $85,000, whichever is higher. Adult Education Program Available for people over the age of 16 who do not have a high school diploma or who need help learning English. The providers do not include private for-profit entities. Part of the funds will be used to benefit people in correctional facilities who have a good chance of being released in the next five years. The program will be given over half a billion per year until 2020. H.R. 5021 Highway and Transportation Funding Act of 2014 Written by Rep. Dave Camp (MI-4) Extends current levels for transportation funding until May 31, 2015. The effects of this extension on the budget won't be counted. Also Discussed In This Episode Check out Jen's latest appearance on the David Seaman Hour Reserve your tickets for The Culture High at Tugg.com Music in this Episode Intro and Exit Music: Tired of Being Lied To by David Ippolito (found on Music Alley by mevio) The Veteran by E.J. Fortin (found on Music Alley by mevio) Let Their Heads Roll by Jack Erdie (found on Music Alley by mevio)