Chris McAlister, founder of SightShift and renowned leadership coach, explores the crucial difference between leading for validation versus leading for genuine impact.
[0:00] Introduction
•Welcome, Chris!
•Today’s Topic: Leading for Impact, Not Validation
[5:13] The problem with leadership today
•How the quest for validation undermines effective leadership
•Focusing on the organization’s needs and not personal wishes
[12:55] How do leaders overcome their insecurities?
•Measuring and managing insecurities
•How toxic workplace cultures challenge leaders
[24:57] What can HR practitioners can support leadership development
•Focusing on positive growth over risk management
•Why traditional leadership training often falls short
[33:28] Closing
•Try this: Identify the last time you had a moment of insecurity in the workplace
•Thanks for listening!
Quick Quote
“[HR leaders] are not here just to protect the organization from harm, . . . [they’re] also here for how good it can get.”
Resources
SightShift
Lead For Impact: Why Mindfulness, Empathy, and Psychological Safety Don’t Make Great Leaders
Contact:
Chris' LinkedIn
David's LinkedIn
Podcast Manager: Karissa Harris
Email us!
Production by Affogato Media
In this very special episode, we bring together Salary.com’s top compensation experts for a fascinating roundtable discussion. Featuring insights from our senior consultants Courtney LeCompte (Director of Consulting Sales), Eric McMillan (VP of Compensation Consulting), Garry Straker (VP of Compensation Consulting), Angela Bailey (VP of Compensation Consulting), Greg Wolf (Managing Principal), and hosted by Dwight Brown (VP of Compensation Consulting) and David Turetsky (VP of Consulting), we dive into our reflections on 2024 and our predictions for the future of HR in 2025.
[0:00] Introduction
- Welcome, Salary.com Senior Consulting Team!
- Today’s Topic: HR Experts Predict the Future of HR in 2025
[9:29] Reviewing our predictions for 2024
- Did mental health and wellness benefits reshape traditional compensation packages?
- Did remote work strategies challenge both organizations and employees?
- Did salaries increase by less than 4%?
- Was career development a key focus, with organizations creating clearer progression pathways?
- Did recruitment and retention pay incentives stabilize?
- Did recessionary pressures drive strategic workforce decisions?
[19:04] Predictions for 2025
- States will introduce legislation to help the struggling healthcare industry
- Workplace civility will become a priority amid the polarizing political landscape
- DEI initiative rollbacks will create workplace tensions
- Employees will grow increasingly interested in returning to the office
- Pay equity and transparency obligations will prove critical for organizations
- Organizations will push “return to office” plans
- AI will not cause a major shift in how HR does its work, yet…
[42:44] Final thoughts
- How 2024 set the stage for larger-scale AI adoption
- Why 2025 might be a year of continued uncertainty
[45:46] Closing
- Thanks for listening!
Quick Quote
“California was first out of the gate with this, but I anticipate us at least seeing [healthcare minimum wage] legislation introduced in other states.”
Resources
Compensation Consulting
Contact:
Angela's LinkedIn
Eric's LinkedIn
Garry's LinkedIn
Greg's LinkedIn
Courtney's LinkedIn
Dwight's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!
Production by Affogato Media
As Season 8 of HR Data Labs comes to a close, David Turetsky and Dwight Brown reflect on the season’s episodes, guests, and key topics. They also revisit their predictions from the Season 7 finale and posit some new predictions for the future of HR.
[0:00] Introduction
- Welcome, David and Dwight!
- Today’s Topic: Season 8 Recap
[6:01] Looking back at Season 8’s major topics and themes
- AI’s ubiquity across industries
- Normalizing discussion about emotional intelligence and employee wellbeing
[18:09] Reviewing predictions made in the Season 7 finale
- Did companies see pushback related to survey fatigue?
- Did more companies adopt pay transparency as a standard?
[25:57] David and Dwight’s predictions for what the next six months will bring for HR
- AI will continue to impact customer service but will result in workforce re-skilling instead of workforce reduction
- Companies will maintain DEI cultures despite potential challenges to regulations
[33:07] Closing
- Thanks for listening!
Quick Quoteem
“With the implementation of AI, what people don’t realize is: you need significant resources for the care and feeding of that AI.”
Contact:
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!
Production by Affogato Media
Bennett Sung, Strategic Marketing Advisor at Restworld and Fractional CMO at MeBeBot, joins us in this episode to explore AI’s current and future role in HR. He talks about where AI best fits within existing HR tech stacks and shares exciting prospects for AI implementation, while also considering how pay transparency is transforming recruitment strategies.
This conversation took place at the HR Tech 2024 conference in Las Vegas.
[0:00] Introduction
- Welcome, Bennett!
- Today’s Topic: Exciting Prospects for AI Implementation
[7:36] How will AI fit into existing HR technology stacks?
- HR’s evolving relationship with finance may include learning to “follow the money”
- The increasing intersection of HR and IT through new data governance requirements
[15:51] Will pay transparency be a game changer for recruitment?
- Leveraging total compensation statements as strategic recruitment tools
[21:31] Will 2025 be a breakthrough year for AI in HR?
- Financial investment enabling HR to “do more with less” through AI
- The importance of succession planning as baby boomers exit the workforce
- The emerging potential of AI agents
[39:45] Closing
- Thanks for listening!
Quick Quote
“Following the money is important for HR to master . . . to build business cases for the long term.”
Contact:
Bennett's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!
Production by Affogato Media
Chris Havrilla, Vice President of HCM Product Management at Oracle, joins us in this episode to discuss the hurdles organizations face (or merely think they face) when looking to integrate new technologies into their workflows. She also explores how organizations can benefit from learning to work with AI.
[0:00] Introduction
•Welcome, Chris!
•Today’s Topic: How to Reduce Technological Adoption Barriers in Organizations
[4:34] How has HR evolved in the last few years?
•HR is finally in a place where technology can work for it
•The root causes of HR teams’ reluctance to adopt new technologies
[16:06] How can organizations reduce technological adoption barriers?
•Reframing new technology as a strategic “team member” rather than a threat
•Mitigating fear, uncertainty, and doubt surrounding AI implementation
[29:11] How can organizations practically integrate AI?
•Shifting the conversation from “Will AI replace me?” To “How can AI help me work more efficiently?”
•Why quality assurance remains essential in AI-assisted workflows
[34:09] Closing
•Thanks for listening!
Quick Quote
“I think the thing that is really messing people up is the notion of transformation [when adopting new HR technologies] . . . but if you can show people how to take baby steps, the momentum builds pretty quickly.”
Contact:
Chris' LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!
Production by Affogato Media
Jack Coapman, Chief Strategy Officer at GR8 People, joins us in this episode to discuss the evolution of recruitment and its relationship to compensation. He explores the pros and cons of emerging technologies and emphasizes that successful recruitment still fundamentally depends on people and processes.
[0:00] Introduction
- Welcome, Jack!
- Today’s Topic: Why People and Process Drive Recruitment Success
[4:18] How is the relationship between recruitment and compensation evolving?
- How pay transparency regulations are forcing the issue in recruitment conversations
- Why organizations benefit from posting compensation ranges in job postings even if they aren’t required to
[15:10] How has recruitment technology and processes evolved?
- The fundamentals of improving recruitment remain constant, with or without AI
- The limitations of technological solutions in addressing fundamental recruitment issues
[24:26] Was Jack shocked by anything he saw at HR Tech 2024?
- Technology means nothing to an organization if it can’t be tied to its people and processes
- The importance of properly implementing and maintaining new technologies
[34:18] Closing
- Thanks for listening!
Quick Quote
“You don’t want to get days, weeks, months into a screening process with somebody only to find at the end that you’re never going to be able to align the dots when it comes to [the compensation] that candidate is seeking and what the organization wants to pay.”
Resource:
GR8 People
Contact:
Jack's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!
Production by Affogato Media
Sapient Insights Group is the research and advisory firm that organizes the annual HR technology survey which seeks to shed light on HR professionals’ relationships with existing and emerging technologies. In this episode, Stacey Harris (Chief Research Officer & Managing Partner) and Teri Zipper (CEO & Managing Partner) join us to discuss HR’s technical revolution and how it has been affecting compensation.
This conversation took place at the HR Tech 2024 conference in Las Vegas.
[0:00] Introduction
- Welcome, Stacey Harris and Teri Zipper of Sapient Insights Group!
- Today’s Topic: Compensation and the Evolving Workplace
[5:28] How has HR’s landscape changed (besides AI)?
- AI’s role in making information more accessible
- Younger generations and evolving workplace dynamics
[12:44] HR’s technology paradox
- Rapid evolution in HR technology outpaces many organizations’ awareness
- Why emerging technologies enhance rather than eliminate human roles
[20:33] How important is compensation in the modern HR ecosystem?
- Skill-based pay as a potential driver for pay equity
- Innovative compensation models to motivate and retain talent
[32:32] Closing
- Thanks for listening!
Quick Quote
“[Compensation] shows up in places we often forget inside the whole HR model—it’s part of your time and attendance . . . that’s a really important issues for those people who depend on it.”
Resources:
Sapient Insights
Contact:
Stacey's LinkedIn
Teri's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!
Production by Affogato Media
Kathi Enderes, Senior Vice President of Research and Global Industry Analyst at The Josh Bersin Company, joins us in this episode to explore why compensation practices have stagnated and how organizations can modernize their approach to pay.
[0:00] Introduction
- Welcome, Kathi!
- Today’s Topic: Breaking Free From Outdated Pay Practices
[5:13] How has compensation evolved in recent decades?
- Why most organizations still use 40-year-old compensation models
- Connecting compensation to employee experience
[13:40] How can organizations make compensation more accessible?
- The power of simplifying compensation communication
- Building stakeholder buy-in for process changes
[23:10] Should organizations replace merit programs with targeted incentive programs?
- Reimagining performance-based compensation
- Aligning pay reviews with business cycles
[31:39] Closing
- Thanks for listening!
Quick Quote
“In all areas of HR . . . if we speak our own language, business won’t understand it and you’re not going to gain any credibility.”
Resource:
Josh Bersin Company
Contact:
Kathi's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!
Production by Affogato Media
Noelle London, Founder and CEO of Illoominus, joins us in this episode to discuss the strides people analytics has made over the years, how the intersection of compensation and people analytics gives leaders another tool to better steer their organizations, and what organizations can expect of AI once the hype subsides.
This conversation took place at the HR Tech 2024 conference in Las Vegas.
[0:00] Introduction
- Welcome, Noelle!
- Today’s Topic: How AI is Shaping the Future of People Analytics
[4:52] How are organizations using people analytics?
- How various HR tech vendors are tackling data management challenges
- People analytics is now accessible to organizations of all sizes, not just large enterprises
[9:44] How do compensation and people analytics intersect?
- How leaders can use compensation data to manage rapid changes in organizations
- The importance of making people analytics and data science accessible to leaders
[20:35] Beyond the hype cycles, how will AI change HR?
- How organizations are preparing for AI adoption while protecting data integrity
- Key conversations organizations should be having about AI’s role in HR
[29:40] Closing
- Thanks for listening!
Quick Quote
“HR is not administrative. Organizations that look at HR as administrative are not truly seeing . . . that investing in your people is investing in your business.”
Resource:
Illoominus
Contact:
Noelle's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!
Production by Affogato Media
Stacia Garr, Co-founder and Principal Analyst at RedThread Research, joins us this episode to explore the current state of AI in HR technology. Stacia dives into how vendors’ AI expectations often diverge from those of their customers and examines the disconnect in how employers and employees relate to AI in the workplace.
This conversation took place at the HR Tech 2024 conference in Las Vegas.
[0:00] Introduction
- Welcome, Stacia!
- Today’s Topic: Can AI Deliver on Its Big Promises for HR?
[4:33] How has HR technology evolved in recent years?
- Data, not technology, may be driving recent HR tech acquisitions
- Why people analytics could make traditional benchmarking obsolete
[15:51] Beyond the hype cycle, where does AI land in the world of HR?
- Comparing vendor vs. customer expectations for AI
- HR technology vendors’ vision for AI
[25:46] Is 2025 the year HR embraces and adopts AI?
- The disconnect between employer and employee perspectives on AI
- Addressing dystopian future concerns
[34:56] Closing
- Large Action Models may be the next big leap in AI
- Thanks for listening!
Quick Quote
“Many of the [HR technology] acquisitions that are happening now are less about the technology and more about the data”
Resource:
RedThread Research
Contact:
Stacia's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!
Production by Affogato Media
Jay Polaki is the Founder and CEO of HR Geckos™ and the host of the HR Bytes™ Podcast. In this episode, Jay unpacks HR trends that everyone should be following in 2025, what happens when AI gets assigned the role of administrative assistant, and how AI will realistically contribute to HR once the hype settles.
This conversation took place at the HR Tech 2024 conference in Las Vegas.
[0:00] Introduction
- Welcome, Jay!
- Today’s Topic: What AI Can (and Cannot) Do for HR
[3:16] What’s the latest HR tech trend everyone should be following in 2025?
- Why AI is more than just the latest trend
- What an HR AI assistant could offer employees
[11:27] How does HR change if AI is used for administrative assistance?
- HR will never be fully automated, but HR workflows will need to integrate AI
- How AI could simplify HR jargon for non-HR employees
[17:16] What will AI be bringing to the table once the hype cycle dies down?
- AI “ownership” within an organization
- How different generations perceive AI
[32:44] Closing
- Thanks for listening!
Quick Quote
“HR can never be automated 100% . . . the ‘H’ in ‘HR’ [stands for] ‘human,’ but the way AI is evolving, we can’t just sit back and say we’re not going to embed it into our workflow.”
Resources
HR Bytes podcast
Contact:
Jay's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!
Production by Affogato Media
Susan Richards is the Founder and Managing Partner of Sapient Insights Group. In this episode, Susan discusses the evolution of HR tech over the past year, the role consultants play in helping organizations effectively implement AI into their HR workflows, and how to prepare AI models to assist with administrative tasks.
This conversation took place at the HR Tech 2024 conference in Las Vegas.
[0:00] Introduction
- Welcome, Susan!
- Today’s Topic: Building Confidence in AI Tools
[5:14] How has HR tech evolved in the last year?
- The innovation cycle of HR tech companies
- The growing importance of support services around new technology
[11:53] Do organizations need consultants for AI implementation?
- Why training AI models on clean, reliable data is essential
- Building trust through strong data governance
[21:47] How does HR use AI for administrative assistance?
- Ensuring AI models are properly trained
- Building confidence in working with AI tools and delegating repetitive tasks
[32:32] Closing
- Thanks for listening!
Quick Quote
“I believe there are a lot of compliant-related tasks that could be handled by an [AI model], and it could be done consistently, on time, and keep us out of hot water.”
Resource:
Sapient Insights
Contact:
Susan's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!
Production by Affogato Media
Mark Stelzner is the Founder and Managing Principal of IA, an HR consulting firm. In this episode, Mark discusses what people aren’t talking about when it comes to AI; why organizations should let their employees safely explore AI in the workplace; and how basic AI guidelines and data governance can be transformational.
This conversation took place at the HR Tech 2024 conference in Las Vegas.
[0:00] Introduction
- Welcome, Mark!
- Today’s Topic: Practical AI Integration in the Workplace
[2:47] What are we missing when it comes to AI?
- Insights on client readiness and typical gaps in AI understanding
- Discussion on who should own AI responsibilities in an organization
[11:41] How can organizations safely explore AI?
- Why employees need a safe playground to experiment with AI
- The capabilities AI can unlock for employees
[22:49] What role does data governance play in an organization’s AI rollout?
- Differentiating AI use within and outside the workplace
- Emphasizing intentional exploration, clear guidelines, and ethical AI use
[32:26] Closing
- Thanks for listening!
Quick Quote
“If an organization has not invested in content that is accurate [and refreshed], an AI model will hallucinate . . . because the large language model is sourcing from content which is not truly authoritative.”
Resource:
IA HR
Contact:
Mark's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!
Production by Affogato Media
Danielle Bushen, Global Head of People Analytics Data Governance and Stewardship at Sanofi, joins us to explore how people analytics intersects with compensation. She shares insights on modernizing compensation through data-driven practices, the importance of pay transparency, and the role of well-designed HR processes in the successful integration of AI.
This conversation took place at the HR Tech 2024 conference in Las Vegas.
[0:00] Introduction
- Welcome, Danielle!
- Today’s Topic: Navigating Pay Transparency with People Analytics
[3:08] When and how do people analytics and compensation intersect?
- How people analytics and technology can drive compensation modernization
- Education as the key to achieving pay transparency
[15:45] How should organizations approach pay transparency compliance?
- Cultural shifts in discussing pay transparency
- The role of data governance in ensuring pay transparency
[33:47] How can organizations intentionally integrate AI into their HR systems?
- How good process design supports AI implementation
- Key considerations for maintaining new HR technologies
[42:40] Closing
- Thanks for listening!
Quick Quote
“I think the world of pay transparency is moving in exactly the same direction that data privacy went.”
Contact:
Danielle's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!
Production by Affogato Media
This episode features two conversations that took place at the HR Tech 2024 conference in Las Vegas.
Tracie Sponenberg is a Fractional Chief People Officer and Consultant for the distribution industry. In part one of this episode, she talks about why some organizations are slower to adopt new HR tech than others; the importance of adopting new technology with strong ethics and data governance; and how compensation has been affected by the latest developments in AI.
Adriana DiNenno is the Senior Product Manager at Health eCareers. In part two of this episode, she talks about how emerging HR technology can help both job seekers and recruiters save lots of time; how pay transparency regulations will affect recruitment; and how AI-based recruitment systems won’t create an emotional connection with job seekers.
[0:00] Introduction
- Welcome, Tracie and Adriana!
- Today’s Topic: From Paper to AI: Navigating the HR Tech Revolution
[1:20] Part One: Evolution of HR Tech with Tracie Sponenberg
- [3:11] Despite massive leaps in HR technology, many organizations are still using pen and paper systems
- [8:08] Why AI tools should always be approached with ethics and data governance in mind
- [13:36] How emerging HR tech affects compensation and why training will be so important
- [18:09] What role with AI play in HR once the hype dies down?
[25:33] Part Two: Evolution of Recruitment Technology with Adriana DiNenno
- [27:38] How HR tech can help convert more job postings and avoid candidates “ghosting” interviews
- [36:45] How pay transparency will affect recruitment
- [40:05] How AI’s lack of emotional connection might affect recruitment
Quick Quote
“I found, in healthcare, within my own data set . . . that [job] seekers are more likely to view [job postings] and apply when the compensation and salary are listed.” -Adriana DiNenno
Resources:
Tracie's website
Contact:
Tracie's LinkedIn
Adriana's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!
Production by Affogato Media
Tim Sackett is an HR Technology Analyst, a Top 10 Global HR Influencer, and the President of HRU Technical Resources. In this episode, Tim discusses the state of recruiting and applicant tracking systems, and how he thinks AI could help organizations not just scale their recruiting efforts but also eliminate biases. He also addresses some security concerns organizations have with integrating AI into their recruitment systems.
This conversation took place at the HR Tech 2024 conference in Las Vegas.
[0:00] Introduction
- Welcome, Tim!
- Today’s Topic: The Evolution of Recruitment and Application Tracking Systems
[4:50] How is recruiting technology evolving?
- How some HR tech startups are looking to solve recruitment issues
- Why many HR tech startups seem to offer similar products
[12:01] Have there been noteworthy developments in recruiting technology?
- Why AI is not as biased as people think
- How voice AIs could humanize the recruitment process
[20:03] How can organizations avoid AI safety and security pitfalls?
- The limits of public LLMs vs. the possibilities of private LLMs
- Best practices for ensuring security and data safety when adopting AI
[32:26] Closing
- Thanks for listening!
Quick Quote
“We had this concept a year ago—maybe two years ago—where [we thought] ‘the technology is more biased than humans,’ and it was wrong . . . I truly believe the closest we’ll come to bias-free hiring is the use of AI in sourcing and screening.”
Resources:
Tim's website
Contact:
Tim's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!
Production by Affogato Media
Richard Rosenow is the VP of People Analytics Strategy at One Model. In this episode, Richard discusses the rapid evolution of HR technology and the role AI plays in enhancing productivity. He highlights how AI is helping employees focus on higher-value tasks and shares insights into the future of partnerships in HR tech.
This conversation took place at the HR Tech 2024 conference in Las Vegas.
[0:00] Introduction
- Welcome, Richard!
- Today’s Topic: How AI Might Make You Better at Your Job
[2:57] How has HR Tech evolved over the last year?
- AI’s shift from answering questions to taking actionable steps within HR systems
- Why human involvement is still crucial in AI-powered workflows
[10:22] How AI enables employees to focus on value-added tasks
- The evolving relationship between AI tools and HR analytics
- Why HR tech is evolving separately from people analytics and how this impacts workplace strategies
- The advantages of enterprise-level AI solutions over consumer-facing ones
[23:59] What else is changing besides AI?
- How partnerships are evolving due to advancements in AI
[26:19] Closing
- Thanks for listening!
Quick Quote
“If I can leverage technology to get me to 90/10 consulting vs. data engineering, I can do a lot more of the stuff that I’m paid to do.”
Resources
One Model
Contact
Richard's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!
Production by Affogato Media
Summary:
Kevin M. Yates, also known as the L&D Detective™, has 30 years of experience working in training, learning, and talent development. In his current role, he investigates the extent to which training and learning contributes to workplace performance. In this episode, Kevin talks about how training is measured today; how that might change in the future; and how organizations can start measuring the impact training has on business and employee performance.
Chapters:
[0:00 - 5:34] Introduction
- Welcome, Kevin M. Yates!
- Today’s Topic: Measuring L&D’s Impact on Business Performance
[5:35 - 18:19] How is training measured today?
- All the different ways training can be measured
- How learning outcomes are affected by the tools and resources used
[18:20 - 32:06] What is the future of training measurement?
- It rhymes with “yay bye”… It’s AI!
- Using new tools to measure how learning and development contributes to workplace performance
[32:07 - 36:28] How can organizations begin measuring the impact training has on business and employee performance?
- Why you should intentionally plan for impact from the beginning
- How to approach ROI questions related to training programs or learning solutions
[36:29 - 39:29] Closing
- Thanks for listening!
Quotes:
“We have tools that measure outcomes and then we have actual outcomes, and those two aren’t necessarily related.”
“For some [L&D] goals, you’re going to be very specific with how you’re trying to move performance . . . that’s where you have to have a hypothesis [about the ROI].”
Resources:
L&D Detective
Contact:
Kevin's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!
Production by Affogato Media
Summary:
Stefanie Krievins is the President of The Change Architects, a business coaching firm that helps organizations develop upskilling and change management programs. In this episode, Stefanie talks about the challenges organizations face when seeking to roll out upskilling programs; how organizations know if their employees need upskilling or reskilling; and some best practices for implementing an upskilling program.
Chapters:
[0:00 - 7:04] Introduction
- Welcome, Stefanie!
- Today’s Topic: The Art of Upskilling and Reskilling Employees
[7:05 - 20:11] What challenges do organizations face when upskilling their employees?
- Why leaders should have a 10-year vision
- Creating a plan to close existing skill gaps
[20:12 - 25:44] How do organizations know if there is a skill gap?
- The importance of identifying what you don’t know
- Methods for exposing skill gaps in an organization
[25:45 - 37:03] What are the best practices for developing and rolling out an upskilling program?
- Understanding and leveraging bias for good
- How to keep competencies up-to-date and relevant
[37:04 - 38:36] Closing
- Thanks for listening!
Quotes:
“[Leaders] have to spend some intentional time painting the future vision of the organization.”
“There’s always going to be bias built into skilling inventory . . . it’s not inherently bad, we just have to know how to leverage it for good.”
Resources:
The Change Architects
Contact:
Stefanie's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!
Production by Affogato Media
Summary:
Wendy Sellers (also known as The HR Lady®) is a speaker, trainer, consultant, podcast host, and author. In her over 25-year career, she has worked in many areas such as HR operations, downsizing, change management, corporate culture, coaching, training, education, and leadership development.
In this episode, Wendy talks about employers’ top concerns regarding attracting and retaining talent; how managerial roles have changed in the last few decades; and why experienced managers should continue to receive training (even if they don’t want it).
Chapters:
[0:00 - 5:53] Introduction
- Welcome, Wendy!
- Today’s Topic: How to Attract and Retain Amazing Employees
[5:54 - 16:04] What are employers’ top concerns these days?
- Why finding great employees seems so difficult
- The importance of valuing employees and fostering their skillsets
[16:05 - 29:04] How has the manager-employee relationship changed over the years?
- How managers should approach employee reviews
- The effect that changing workplace demographics has on managerial roles
[29:05 - 36:06] How can managers benefit from recurring training
- Mental health and managers’ fear of managing what they don’t know
- Training managers in a large business vs. a small business
[36:07 - 38:23] Closing
- Thanks for listening!
Quotes:
“Finding [employees] alone—never mind amazing [employees]—is very difficult, and it’s expensive since the pandemic.”
“Managers shouldn’t feel bad about going to training, because the world has changed . . . and we need to keep those managers [up-to-date].”
Resources:
The HR Lady
Suck It Up, Buttercup: Be a Leader People Will Follow
Contact:
Wendy's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!
Production by Affogato Media
Summary:
Alyssa Dver is the CEO and Founder of American Confidence Institute, the Founder of ERG Leadership Alliance, a 2-time TEDx speaker, an 8-time author, and the host of the Real Confidence podcast. She is passionate about brain science, and with it she has helped executives, coaches, ERGs, and leaders understand the power of belonging and the confidence that it brings.
In this episode, Alyssa talks about ERGs: how they came to be; what their future might be; and some guidance on getting one (or many) started within your organization.
Chapters:
[0:00 - 4:24] Introduction
- Welcome, Alyssa!
- Today’s Topic: Why Organizations Need ERGs if They Want to Collect Relevant Data
[4:25 - 17:42] What’s the backstory of ERGs?
- Why ERGs flew under the radar for so long
- The real ROI of ERGs
[17:43 - 25:55] What is the future of ERGs?
- Up-and-coming trends involving ERGs
- The pros and cons of cross-organizational ERGs
[25:56 - 35:56] Where can you find the resources to build ERGs at your company?
- Why top-level leadership buy-in is paramount
- The data you can (and cannot) collect from ERGs and how to do it properly
[35:57 - 37:31] Closing
- Thanks for listening!
Quotes:
“People who are in employee groups—good employee groups . . . have higher engagement; are more productive; are more satisfied.”
“If you don’t have thorough buy-in from the top level, don’t bother [building an ERG].”
Resources:
ERG Leadership Alliance
American Confidence Institute
Alyssa's Books
Alyssa's podcast Real Confidence
Contact:
Alyssa's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
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Production by Affogato Media
Summary:
Chris Fusco is the SVP of Research and Content Creation at Salary.com and a career compensation professional who has worked in both corporate and consulting environments.
In this episode, Chris talks about defining job satisfaction in organizations; how to figure out if your employees are satisfied with their jobs; and what you can do if you find that your employees are not satisfied with their jobs.
Chapters:
[0:00 - 6:51] Introduction
- Welcome, Chris!
- Today’s Topic: How to Accurately Measure Job Satisfaction in Your Organization
[6:52 - 13:18] Why should we even care about job satisfaction?
- Defining job satisfaction and how it affects employee retention
- How to keep job satisfaction going
[13:19 - 21:15] How does a company know if its employees are satisfied?
- Major indicators of job satisfaction
- How transparency—not just with pay—can foster job satisfaction
[21:16 - 31:29] What can companies do about low employee satisfaction scores?
- Fostering flexibility in the workplace and what that means
- The importance of gathering data before making a change
[31:30 - 32:56] Closing
- Thanks for listening!
Quotes:
“Sometimes organizations try to substitute money for satisfaction and wellbeing... not realizing it just doesn’t work that way.”
“Transparency, growth potential, and workload are the sweet spots for organizations to focus on to improve job satisfaction in 2025.”
Contact:
Chris' LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!
Production by Affogato Media
Summary:
Brandy Muse is a Learning Experience Designer for Children’s Hospital of Colorado as well as a consultant and designer with Muse LXD. She spent much of her former life navigating mental health issues at home which sparked a deep passion for mental health treatment and awareness.
In this episode, Brandy talks about her experience with mental health issues; the cultural norms surrounding mental health in the workplace; and how organizations can improve those norms and support their employees.
Chapters:
[0:00 - 5:24] Introduction
- Welcome, Brandy!
- Today’s Topic: Shifting from Mental Health Awareness to Mental Health Action
[5:25 - 23:52] How mental health became a key passion of Brandy’s
- Brandy’s experience with mental health issues
- The flaws in how many organizations navigate mental health
[23:53 - 33:43] How is mental health viewed in the workplace today?
- What must be accepted when asking employees to bring their authentic selves to work
- How organizations can normalize mental health
[33:44 - 39:56] How can we change cultural norms around mental health at work?
- Bringing mental health professionals into the workplace
- The detriment of tying our self-worth to our work
[39:57 - 41:52] Closing
- Thanks for listening!
Quotes:
“Our [mental health] awareness is really loud, but our struggles are staying quiet.”
“[A mental health] professional walking around the [workplace] just normalizes mental health. It shows everybody that the company values this beyond just the benefits band-aid.”
Resources tab
How to build a mental health ERG
Contact:
Brandy's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!
Production by Affogato Media
Summary:
Suzanne Wertheim, Ph.D. is a researcher, consultant, and educator of strategic and effective language in business. She’s talked at conferences, annual events, and leadership summits about the why’s, the how’s, and the power of adopting inclusive language. She’s also the author of The Inclusive Language Field Guide.
In this episode, Suzanne talks about addressing fears surrounding poor communication; how context affects what might be considered acceptable (or offensive) language; and how we can strive for inclusive language without falling victim to politically-motivated narratives.
Chapters:
[0:00 - 6:01] Introduction
- Welcome, Suzanne!
- Today’s Topic: How to Communicate Better by Using Inclusive Language
[6:02 - 17:53] Suzanne’s response to people’s worries about poor communication
- Why humans feel so compelled to comment on differences even if we know we shouldn’t
- Communication dos and don’ts may look different for different people
[17:54 - 33:03] How does context influence how you should communicate?
- Identifying and replacing existing biases
- The key to replacing insensitive linguistic habits for good
[33:04 - 47:49] How do recent political events affect how we communicate?
- The number one rule of inclusive grammar: reflect reality
- How status affects how we communicate
[47:50 - 49:25] Closing
- Thanks for listening!
Quotes:
“[One] principle of inclusive language is ‘show respect.’ . . . and showing respect for some people shows up differently than showing respect for other people.”
“Language skills build up slowly over time . . . it just takes time to get to that pattern recognition and get enough data into your brain.”
Resources tab
The Inclusive Language Field Guide
Contact:
Dr. Suzanne's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!
Production by Affogato Media
Summary:
Mark Scherer, PhD had been a life-long entrepreneur until a severe accident motivated him to pivot to coaching. In 2018, Mark founded Encompass Life, a professional training and coaching company, and developed Quantum Leap Technique™ coaching.
In this episode, Mark talks about the problems we face when we don’t work on our emotional intelligence; the processes we can use to gain control over and improve our emotional intelligence; and how improving our emotional intelligence can positively impact all aspects of life.
Chapters:
[0:00 - 5:49] Introduction
- Welcome, Mark!
- Today’s Topic: Improving Your Emotional Intelligence
[5:50 - 18:23] What is the problem?
- How poor emotional intelligence stems from childhood woundings
- The impact of being comfortably miserable in your “familiar zone”
[18:24 - 30:27] How to gain more control over your own emotional intelligence
- Using the “Quantum Leap” technique
- Using language to reframe and resolve issues
[30:28 - 42:11] How do improvements to emotional intelligence ripple throughout all aspects of life
- How healing one aspect of your life will affect all other aspects
- On managing emotional reactions at work and in life
[42:12 - 45:45] Final Thoughts & Closing
- A brief comment on woundings in the workplace
- Thanks for listening!
Quotes:
“To really have the life you love, you gotta find what limits you the most is also what you hate the most about yourself and what you defend the most.”
“What people fear the most is giving up their excuses—they fear giving up their identity. Who would you be if you didn’t have that fear?”
Contact:
Dr. Mark's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!
Production by Affogato Media
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Wendy Sellers - How to Attract and Retain Amazing Employees
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Alyssa Dver - How Organizations Benefit From ERGs
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Chris Fusco - How to Accurately Measure Your Employees' Job Satisfaction
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Brandy Muse - Shifting from Mental Health Awareness to Mental Health Action
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Suzanne Wertheim, PhD - Why Inclusive Language is Strategic and Effective in Business
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Mark Scherer, PhD - How To Improve Your Emotional Intelligence and Why You Should
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