Practitioners Corner

From FBI Dreams to HR Excellence: Mariah Hantis on Global Payroll, Compliance, and Career Growth at Deel

Fri, 20 Dec 2024 22:09:00 -0000

Global payroll isn’t just cutting checks—it’s a minefield of compliance, cultural nuances, and ever-changing regulations. Mariah Hantis, Senior Director of Global People Operations at Deel, unpacks her journey from aspiring FBI agent to HR leader. From payroll anxiety to AI-driven solutions, she shares the realities of managing 5,000 employees across 110 countries.

In this episode, we look at HR, global payroll, compliance, people operations, payroll management, employee benefits, onboarding, international HR, career path, workforce management, payroll processing, open enrollment, insurance communication, AI in payroll, career development, HR challenges, and workplace culture.

Key Takeaways

Managing global payroll for 5,000 employees across 110 countries requires compliance expertise and local knowledge.
US payroll is uniquely challenging due to intricate state-level regulations.
Expanding into new countries demands thorough compliance research to avoid risks.
California’s HR regulations stand out as particularly complex.
Mariah’s teaching background enhances her HR approach, focusing on diverse learning styles.
AI tools streamline payroll processes but still require human oversight.
Communication during open enrollment is critical for employee engagement and understanding.
Insurance complexities highlight the need for transparent, effective benefits communication.
Payroll accuracy is non-negotiable—mistakes erode trust and create significant issues.
Career paths in HR can be non-linear; Mariah transitioned from education to B2B marketing and payroll.
Employee needs and cultural nuances shape benefits and workplace strategies.
Future HR innovation will hinge on adapting to AI and evolving global workplace trends.

Chapters

00:00 Introduction to the Practitioner Corner Podcast

05:57 Understanding Global Payroll vs. Domestic Payroll

12:01 The Journey into HR: Mariah's Career Path

18:05 Transitioning from Education to B2B Marketing

24:52 Navigating Payroll Challenges and Human Errors

30:03 The Complexity of Insurance and Employee Communication

35:40 Career Reflections and Future Aspirations

This episode features Mariah Hantis, Sr. Director, Global Operations, Payroll, and Benefits @ Deel. You can connect with Mariah here: https://www.linkedin.com/in/mhantis/

Learn more about Deel, a Global People Platform that simplifies the way you onboard, offboard, and everything else in between.

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William Tincup LinkedIn: https://www.linkedin.com/in/tincup/

Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/

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A Chief People Officer’s Guide to Career Progression, Talent Strategies, and Mentorship

Wed, 27 Nov 2024 17:25:00 -0000

Jill Larsen, Chief People Officer at Synopsys, shares her inspiring career journey from Division I athlete to HR leadership, emphasizing the power of mentorship, self-awareness, and building innovative talent strategies. She dives into navigating family and executive roles, the evolving workforce, and how technology and AI are reshaping talent acquisition.

In this episode, we look at Jill’s approach to recruiting, leadership, workforce planning, change management, problem-solving, and skills development. Her insights highlight the importance of mentorship, career progression, and adapting to a tech-driven HR landscape, with practical advice for professionals at every stage of their journey.

Key Takeaways

Strong support systems are critical for navigating executive roles.
Balancing career and family requires understanding trade-offs and priorities.
Diverse perspectives drive innovation and better problem-solving.
Technology and AI are revolutionizing talent acquisition and workforce planning.
Self-awareness and continuous learning are vital for professional growth.
Jill’s innovative strategies address inefficiencies and repurpose skills.
Mentorship and networking play key roles in career advancement, especially for women.
Recruiting expertise enhances hiring practices and builds stronger teams.
Early-career voices bring fresh perspectives to leadership discussions.
Effective communication strengthens relationships, especially during crises.
Taking risks can open unexpected opportunities for growth.
Companies must adapt to a changing job market by embracing workforce transformation.

Chapters

00:00 Who is Jill Larsen

05:55 The Importance of Support Systems

11:54 From Sports to Career: Jill's Early Aspirations

18:03 Problem Solving and Diverse Perspectives

23:09 Career Progression and Transformational Change

30:06 Navigating Workforce Planning and Skills Development

35:43 The Importance of Mentorship and Networking

41:04 Advice for the Younger Generation

Connect with Jill Larsen here: https://www.linkedin.com/in/jill-larsen-hrexec/

William Tincup LinkedIn: https://www.linkedin.com/in/tincup/

Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/

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Transforming HR from the Inside Out: Neil Lenane’s Journey at Progressive

Wed, 13 Nov 2024 16:13:00 -0000

Neil Lenane walks us through a remarkable 37-year career, from managing claims to shaping HR strategy at Progressive Insurance. In his journey, he emphasizes influence, adaptability, and empathy as essential skills for creating a unified employee experience. Neil’s insights into offboarding, technology in HR, and career resilience redefine what it means to build intentional employee and customer experiences.

In this episode, we look at career paths, talent acquisition, HR challenges, Progressive Insurance, employee experience, growth mindset, claims management, talent management, offboarding, recruitment, customer experience, technology in HR, and the art of influence and adaptability in HR.

Key Takeaways:

Neil's career showcases a 37-year journey from claims to HR at Progressive.
Influence and credibility are core skills for success in HR.
Employee experience is integrated with customer care principles at Progressive.
A growth mindset and adaptability are emphasized in career development.
Offboarding with respect is crucial for a strong company culture.
Technology in HR can be transformative but must be balanced with empathy.

Chapters

00:00 Introduction to Neil Lenane's Career Journey

02:08 From College to Claims: The Unexpected Path

10:11 Growth and Learning in Claims Management

12:47 Transitioning to Progressive: Embracing Growth Mindset

16:10 Finding Purpose: The Shift to HR

18:15 Navigating the HR Journey at Progressive

20:39 Navigating Career Paths in HR

22:32 Building Employee Experience from the Ground Up

24:50 The Pillars of Employee Experience

26:07 Integrating Customer Experience into Employee Experience

28:02 The Importance of Offboarding

30:03 Transitioning to Talent Management

32:19 Challenges in Talent Management

34:50 Unexpected Realities of Recruiting

37:40 The Role of Technology in Recruitment

38:09 Future Aspirations in HR

40:58 Advice for the Younger Self

Connect with Neil Lenane here: https://www.linkedin.com/in/neillenane/

William Tincup LinkedIn: https://www.linkedin.com/in/tincup/

Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/

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AI in Learning: How Technology is Shaping the Future of Employee Development Cornerstone Connect Live

Wed, 25 Sep 2024 14:00:00 -0000

Craig Lutz, Director of Learning and Development at Gannett, explores the future of learning and development, emphasizing the transformative power of digital tools and AI. He highlights the shift from traditional classroom training to personalized, technology-driven learning strategies, underscoring the need for organizations to foster curiosity and adaptability among employees.

In this episode, we look at Learning and Development, Technology in Learning, AI in Education, Upskilling, Personalized Learning, Change Management, and Employee Development. Discover how to create effective learning strategies that align with the evolving demands of the future of work.

Key Takeaways:

Technology and AI are revolutionizing Learning and Development, creating more dynamic and effective learning experiences.
The transition from traditional training methods to digital learning requires strategic change management and adaptability.
Upskilling and reskilling are essential as organizations prepare for the evolving future of work.
Personalized learning enhances employee engagement and development, addressing individual needs and goals.
Curiosity and agility are critical traits for navigating the changing landscape of work and skills development.
Organizations must adopt flexible learning strategies to meet the demands of a rapidly changing workforce.

Chapters

00:00 Introduction to Learning and Development

03:01 The Evolution of Learning Approaches

05:53 Navigating Change in Learning Environments

08:49 The Role of Technology in Learning

11:54 Embracing AI and Upskilling

15:02 Fostering Curiosity and Agility in Learning

17:48 Understanding Learner Needs

21:09 Creating Personalized Learning Experiences

Connect with Craig Lutz here: https://www.linkedin.com/in/craiglutz/

Get your free copy of Workforce Agility for Dummies here: https://www.cornerstoneondemand.com/resources/article/Workforce-Agility-For-Dummies-Cornerstone-Special-Edition/

Learn more about Cornerstone here: https://www.cornerstoneondemand.com/

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Navigating Cultural Insights in HR: Gabrielle Caron's Journey from Summer Camp to VP at 1Password

Wed, 18 Sep 2024 14:00:00 -0000

Gabrielle’s career journey highlights the balance between confidence and humility as she oversees multiple HR functions at 1Password. From cultural insights and the power of coffee to navigating remote work security, Gabrielle reflects on leadership development, parental support, and the critical role of asking questions in team success.

In this episode, we look at cultural insights, HR, leadership, career journey, security, remote work, and parental support to understand the dynamics of Gabrielle’s professional growth and the evolving landscape of hiring in today’s remote-first world.

Key Takeaways:

Cultural insights shape HR strategies, influencing leadership approaches.
Coffee serves as both a routine and a personal energizer, impacting workplace dynamics.
Security concerns, especially in remote hiring, are growing in significance for HR professionals.
Leadership involves asking the right questions to empower teams and encourage problem-solving.
Parental support can play a pivotal role in shaping career trajectories and professional decisions.
Balancing confidence and humility is critical for long-term career growth and leadership success.

Chapters

00:00 Cultural Insights and Language Barriers

02:59 The Role of Coffee in Daily Life

05:51 Introduction to Gabrielle and Her Role

09:05 Navigating Multiple Responsibilities in HR

12:05 Gabrielle's Journey to 1Password

15:01 Leadership Development Through Experience

17:56 The Transition from Camp to Corporate

20:59 The Importance of Parental Support

24:08 Using Questions to Guide Others

26:55 Career Progression at McKinsey

30:00 The Balance of Confidence and Humility

33:03 Leaving McKinsey for Industry

35:47 Hiring Strategies in a Growing Company

38:56 Addressing Security Concerns in Remote Hiring

42:04 Advice for the Younger Self

Connect with Gabrielle Caron, VP of Talent, DEIB & People Insights, here: https://www.linkedin.com/in/gabrielle-caron-5607ab13/

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The Power of Communication: Enhancing the Hiring Process at Ford Motor Company

Wed, 11 Sep 2024 19:02:19 -0000

Melissa Thompson, Head of Global TA at Ford Motor Company, shares her no-nonsense approach to improving the hiring process. From coaching hiring managers on interviewing to aligning decisions with business strategy, she gives actionable insights to reshape your talent acquisition process and boost team collaboration.

In this episode, we look at Melissa Thompson, Ford Motor Company, hiring process, communication, feedback, recruiters, hiring managers, and business strategy to provide a roadmap for HR leaders looking to align recruitment practices with business goals while elevating interview standards across the board.

Key Takeaways:

Clear communication between recruiters and hiring managers is essential for effective hiring.
Specific feedback from hiring managers ensures better candidate alignment with role requirements.
Training hiring managers on interviewing techniques significantly boosts the quality of hires.
Aligning hiring decisions with business strategy is critical for long-term success.
Fostering a collaborative environment in talent acquisition leads to more impactful results.
Succession planning and promotion from within builds future leadership and organizational stability.

Chapters

00:00 Who is Melissa Thompson?

03:20 Transition from Technical to Automotive Industry

06:25 Differentiating Automotive Industry as a Technology Company

09:43 Implementing Different ATSs by Region

13:04 Managing High Volume of Applicants at Ford

16:22 Transition from Retail to HR

19:43 Working with Atlas Systems and Travelers Express

23:31 The Importance of Asking Questions and Seeking Feedback

24:30 Treating People with Respect and Creating a Supportive Environment

25:55 Promoting from Within and Addressing Succession Planning

26:53 Teaching Hiring Managers Effective Interviewing Techniques

28:17 Improving Hiring Manager Engagement and Feedback

29:37 The Importance of Specific Feedback in Art and Hiring

31:30 Creating a Collaborative and Supportive Environment in TA

32:57 Identifying Future Leaders and Succession Planning

34:44 Addressing Hiring Manager Behavior and Feedback

36:37 Leveraging a Recruiting Process Model and Training Hiring Managers

38:03 Encouraging Specific Feedback and Avoiding Biases in Hiring

39:25 The Importance of Clear Communication and Feedback in Hiring

40:22 Closing Remarks

Connect with Melissa Thompson here: https://www.linkedin.com/in/mcthompson1/

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The People-First Approach at Southwest Airlines: Building Relationships in Talent Acquisition

Wed, 04 Sep 2024 18:39:00 -0000

In this episode, we look at Southwest Airlines, talent acquisition, company culture, candidate experience, internships, career guidance, and employee engagement. Greg Muccio highlights the importance of a people-first strategy, innovative ideas from employees, and creating awareness for career opportunities that ensure staffing success.

Key Takeaways:

Southwest Airlines prioritizes a people-first approach to talent acquisition, focusing on company culture and values.
Innovative ideas often come from frontline employees, fostering a collaborative work environment.
Building relationships is critical in recruitment, not just filling positions.
Southwest’s talent acquisition operates like a full-service staffing agency, offering a seamless candidate experience.
Creating career awareness for young students helps bridge the opportunity gap.
The business imperative at Southwest Airlines ensures talent acquisition meets both present and future staffing needs.

Connect with Greg Muccio on LinkedIn: https://www.linkedin.com/in/greg-muccio/

Sponsored by the great people behind Pillar

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Carina Cortez on Transforming Your HR Career: From Entry-Level to Strategic Leadership

Wed, 21 Aug 2024 14:00:00 -0000

Carina Cortez, Chief People Officer at Cornerstone On Demand, shares her HR career journey from an entry-level role at Visa to leading strategic initiatives at PayPal. Mentorship, continuous learning, and passion drive her success. Cortez emphasizes the importance of HR business partners focusing on strategic initiatives and creating positive employee experiences.

In this episode:

We look at the HR landscape, focusing on Carina Cortez, Chief People Officer, HR business partners, strategic management, employee experience, and internal mobility. Tune in for insights that can shape your career and transform your approach to HR.

Key Takeaways:

Mentorship thrives when it’s organic, with mentors who challenge and encourage growth.
Practical experience and continuous learning are crucial for HR professionals, especially in compliance and strategic management.
HR has evolved from personnel departments to strategic roles focused on managing knowledge workers.
Discovering your passion within HR is vital; exploring various roles can help identify your strengths.
HR business partners must prioritize strategic initiatives over routine tasks to drive organizational success.
Internal mobility and taking calculated risks are key to professional and personal growth.

Chapters

00:00 Introduction and Background

02:57 The Value of Mentorship and Continuous Learning in HR

05:54 The Shift from Personnel Departments to Strategic HR

09:00 Exploring Different Areas within HR to Find Your Passion

17:26 Carina's Entry-Level Role at Visa

20:20 The Role of HR Business Partners

23:33 HR's Focus on Providing Value

25:21 Increasing Engagement through Internal Mobility

30:55 The Importance of Taking Risks in Your Career

Connect with Carina on LinkedIn here: https://www.linkedin.com/in/carinacortez/

Learn more about Cornerstone here: https://www.cornerstoneondemand.com/

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Unveiling the Journey: Rachel Dalboth’s 25 Years in Talent Acquisition

Wed, 31 Jul 2024 14:31:00 -0000

We talk with Rachel Dalboth from The Talent Labs. Rachel shares her 25-year journey in talent acquisition, discussing her experiences at Nokia, Unilever, and now leading TA excellence at The Talent Labs.

In this episode, we look at the evolving landscape of talent acquisition, remote work strategies, HR tech innovations, talent management, rebranding efforts, and career growth. Rachel dishes on practical advice for HR professionals navigating the complexities of today's recruitment world.

Key Takeaways

Rachel Dalboth's journey from Nokia to The Talent Labs.
Strategies for managing fully remote teams effectively.
The importance of rebranding and connecting talent management, development, and acquisition.
Tips on building a long-term career in a single organization.
Insights into the future of talent acquisition and HR tech innovations.
Practical advice for creating a positive and engaging work culture.

Connect with Rachael here: https://www.linkedin.com/in/rachel-dalboth-1a92423/

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Strategic HR: Elevating Employee Care and Cross-Functional Communication with Richa Gupta

Wed, 17 Jul 2024 14:00:00 -0000

We look Richa Gupta's career journey, exploring her humble beginnings and rise in HR. We discuss parenting, personal reflections, and HR leadership. We talk about the importance of treating employees uniquely, finding CEOs with intellectual humility, and fostering cross-functional communication in manufacturing.

We examine personal reflections, parenting, HR profession, treating employees differently, challenges of HR leadership, career journey, humble beginnings, support, caring, courageous, fearless, HR, manufacturing, CEO, intellectual humility, people and culture, cross-functional communication, operational efficiency

Key Takeaways:

Treating employees differently is crucial in HR.
HR leaders need to be caring, courageous, and fearless.
Personal reflections and taking breaks are important for career growth.
Support from others plays a significant role in career success.
The HR profession is diverse and allows for different backgrounds and perspectives.
Finding CEOs with intellectual humility and genuine care for people and culture is crucial for HR professionals.
HR should have a direct reporting line to the CEO and be involved in strategic decision-making.

Chapters

00:00 Who is Richa Gupta

05:09 Treating Employees Differently in HR

08:07 The Importance of Reflection and Breaks in Career Growth

11:19 The Impact of Support in Career Success

12:46 The Qualities of an Effective HR Leader

15:36 The Diversity of the HR Profession

20:39 The Importance of Intellectual Humility in CEOs for HR

23:48 Cross-Functional Communication and Operational Efficiency in Manufacturing

26:14 The Transformation of HR as a Critical Function

35:30 The Role of HR in Strategic Decision-Making

38:26 Taking a Break and Exploring Possibilities

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Determination, Family, Impact. The Story of Mandy Mekhail and how ClickUp has become her home

Wed, 10 Jul 2024 14:20:27 -0000

We talk with Mandy Mekhail, Director of People and Chief of Staff at ClickUp about determination, family, and impact. Her story is inspiring (not cheesy) - a story that you can learn from. She opens up about her family, immigration, her role at ClickUp and self awareness.

Here's what we discuss:

How empathy directly impacts career
Growing with intention
How her father built 1 gas station and turned that into 13
How she built her inner circle and what motivates her decisions to lead people

Connect with Mandy here: https://www.linkedin.com/in/mandymekhail/

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Chapters

00:00 Who is Mandy Mekhail

01:25 Is Cali breaking off into the ocean?

02:27 Mandy's Career Journey: From Teaching to ClickUp

05:37 The Importance of Passion, Potential, and Choices

15:35 Creating a Supportive and Collaborative Environment for Impact

16:53 Using Time Wisely for Growth and Learning

18:23 Drawing Inspiration from Personal Stories of Resilience

22:20 Developing Skills through Intentional Opportunities and Mentorship

41:45 Practitioner Video Intro Epidemic NEW.mp4

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Navigating Company Culture and Acquisitions in HR with Maggie Smith SVP HR at Traliant

Wed, 26 Jun 2024 12:58:38 -0000

In this episode we speak with Maggie Smith SVP, HR at Traliant on how she navigates company culture in the midst of multiple and ongoing acquisitions. We talk deeply about the challenges she has faced and the strategies that she has deployed covering the integrating compensation strategies, managing benefits, and soliciting employee feedback.

Takeaways

The importance of understanding and integrating different company cultures during acquisitions
The role of technology and tools in managing HR processes and employee engagement
Challenges and strategies for integrating new employees into the existing organizational culture Embracing mistakes as learning opportunities
The importance of adapting to change in HR
Challenges of integrating compensation strategies
Strategies for managing benefits and employee feedback
The dynamic nature of HR and the need for continuous improvement

Chapters

00:00 Understanding Company Culture and Acquisitions

09:59 Integrating New Culture and Employee Engagement

24:25 Journey to HR: From the Army to Boston

27:21 Discovering HR: Enlisting in the Army and Career Beginnings

30:42 The Role of Mentors in HR and Career Development

36:26 Challenges of Managing Compensation and Benefits in HR

45:47 Advice to Younger Self: Embracing Mistakes in HR

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Global HR Challenges and Strategies: Insights from Jeri Hawthorne, SVP, CHRO at Aflac

Wed, 19 Jun 2024 13:19:00 -0000

In this episode we speak with Jeri Hawthorne, SVP and CHRO at Aflac about the global HR challenges and strategies she is confronted with as she leads the worlds #1 provider of supplemental health insurance products. We learn about her career journey and her insights on the impact of technology, employee wellness, AI's impact on HR and how to ensure continuity with human touch.

Takeaways

Insights into Jeri Hawthorne's career journey and experiences in global HR
Challenges and strategies for building and managing teams in different countries
Evolution of HR practices and the impact of technology on global HR operations The importance of employee wellness and the need for organizations to ensure that employees are well-informed about available benefits.
The impact of AI on the workforce and the ongoing conversation around re-skilling employees to focus on value-added work.
The significance of human touch in HR, especially in emotionally impactful situations, and the need for employees to be engaged and not feel obsolete.
The value of personal and professional growth, including the advice to try new things and take on challenges without preconceived notions.
The challenges of frequent travel, experiences in the military, and the impact of burnout on employees during the pandemic.

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Employers Vs. Employees: No Trust + No Loyalty = A Fractional Mindset with The Realest Recruiter, Joel Lalgee

Wed, 29 May 2024 12:53:00 -0000

"Corporate trust is low and employees are more focused on their own skill growth and career advancement" - This is what we dissect today in our conversation with @RealestRecruiter, Joel Lalgee. Nothing is off limits - we talk culture, loyalty, skill growth, the fractional mindset, compensation, why employers hate side hustles, toxic work environments...

We cover it all.

Takeaways

Corporate trust is low and employees are more focused on their own skill growth and career advancement.
The younger generation entering the workforce has a more fractional mindset, valuing skills and time over long-term loyalty to a single company.
Traditional interview questions often force candidates to lie about their motivations, and companies should be more transparent and flexible in their approach to culture.
Compensation is a key factor for employees, and companies need to understand and meet their financial expectations. Side hustles should be seen as a normal part of work, not something to be demonized.
Employer branding should focus on attracting the right people and repelling those who are not a good fit.
Recruiters should prioritize being advocates for candidates and providing transparency throughout the process.
Focusing on quantity over quality in recruitment can lead to poor outcomes and dissatisfaction.
Authentic and unpolished content is often more engaging and relatable than highly produced content.

Chapters

00:00 Who is @RealestRecruiter - Joel Lalgee

07:16 The Changing Dynamics of Culture in the Workplace

14:11 The Employee Perspective on Culture

33:48 Transparency in Employer Branding

40:29 Quality over Quantity in Recruitment

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Jean Bays, Head of People at Neat: The Power of Internships, Effective Communication, and Global Experience

Wed, 22 May 2024 12:00:00 -0000

In this episode we speak with Jean Bays, Head of People at Neat to explore the critical role of internships, effective communication, and global experience in attracting and retaining top talent. We look at fair treatment of employees, and strategies for fostering an inclusive workplace.

We answer the question: How do these elements combined create a thriving, innovative company culture?

Here's what we cover:

Internships
Communication
Attracting Talent
Cross-Training
Fair Treatment
Global Experience

Chapters

00:00 Introduction and Jean's Current Role

03:00 Gene's HR Practitioner Journey

04:54 Differences in Parental Leave Policies

07:57 Working with a Nordic Company

11:26 Ranking Countries in Parental Leave

16:30 Rotations and Internships

23:03 The Fair Distribution of Tips in the Hospitality Industry

25:23 The Changing Landscape of Hiring and Onboarding

27:30 The Impact of COVID-19 on Talent Attraction

30:39 The Value of Global Experience

32:51 Overcoming Shyness and Building Confidence

35:15 The Challenges of Right-Sizing and Layoffs

39:39 The Importance of Leaders in Difficult Times

42:03 Conclusion and Future Collaboration

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Empathy and emotional intelligence in HR: Adapting and Pivoting in Your Career with Tiffani Martinez of Otter PR

Wed, 15 May 2024 12:00:00 -0000

In this conversation, Tiffani Martinez from Otter PR discusses her career journey and her role as the Head of HR. We discuss overcrowded applicant pools, the lack of empathy, and what role emotional intelligence plays in today's version of HR.

The role of HR has evolved to become a driver of business, impacting revenue and employee well-being. Where does your company fall on this spectrum?

Takeaways

The role of HR involves various responsibilities, including recruitment, onboarding, and performance management.
Hiring can be challenging, with a large number of applicants to review and assess.
Empathy and emotional intelligence are crucial skills for HR professionals to effectively support employees and manage relationships.
Career paths can change unexpectedly, and it's important to be adaptable and open to new opportunities.
Personal relationships and life events can influence career decisions and priorities. HR professionals should prioritize empathy and treat employees as human beings
The role of HR has evolved to become a driver for the business, impacting revenue and employee well-being
Continuing education and personal growth are important for HR professionals
Companies should focus on hiring HR professionals with diverse backgrounds and experiences
Open communication and support are crucial in building trust and maintaining employee satisfaction

Chapters

00:00 Introduction and Background

04:05 Tiffani's Role in HR and Challenges of Hiring

09:09 The Importance of Empathy and Emotional Intelligence in HR

21:14 Personal Relationships and Career Decisions

21:53 Introduction and Background

22:09 Discovering Pregnancy and Career Choices

23:03 Taking Time Off and Exploring HR

25:02 Finding Purpose in Volunteering and Church

26:14 Transitioning to HR and Gaining Experience

28:41 The Role of HR and Changing Perceptions

32:04 The Shift in HR and the Need for Supportive Professionals

34:38 The Future of HR and the Importance of Empathy

45:17 Professional Goals and Achievements

46:20 Closing Remarks

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Do Companies Care? The Role of a Chief People Officer with Tara Fournier, Chief People Officer at Enthusiast Gaming

Wed, 08 May 2024 09:00:00 -0000

Tara Fournier, Chief People Officer tackles change management and employee retention, communication, access, and caring. We ask hard the hard questions to understand where HR should fall as it relates to support. Should HR be an advocate for the employee or should they be an advocate for the betterment of the company?

It's a fine line. Here's the story.

Takeaways

The role of a Chief People Officer is to oversee HR operations, manage people, culture, and engagement, and help organizations navigate through periods of change.
Employee retention is a significant challenge, and companies need to create a caring culture to keep employees happy and productive.
In a remote or flexible work environment, it is important to provide platforms for employees to connect and form interest groups outside of work.
Caring can be validated by examining the budget, communication strategy, and access to executives and the board that support initiatives.
Companies should prioritize open and transparent communication, provide access to leadership, and allocate resources to demonstrate their commitment to caring. Being a hustler is important in the staffing industry, and learning the political game is crucial in corporate recruiting.
Joining professional organizations like SHRM can provide valuable networking and learning opportunities.
Balancing the needs of the company and the employees is a challenge for HR professionals, but caring for employees is essential.
Young professionals should do the hard things first, not be afraid to use their voice, and weigh the facts when making decisions.

Chapters

00:00 Introduction and Podcast Etiquette

06:08 Navigating Organizational Change

16:02 Companies Struggle with Caring

31:41 The Role of PYRA in HR

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Amy Miller Gets Personal: Authenticity and Genuine Connections The Skills and Qualities of Successful Recruiters

Wed, 01 May 2024 09:00:00 -0000

In this episode, we speak with industry veteran Amy Miller who shares her thoughts about what keeps her up at night. We get into it all - staffing vs. corporate, agency hustle vs. navigating corporate politics, being your candidates advocate, and knowing when to say enough is enough when the hiring manager oversteps.

Here's what we covered:

Recruiting is challenging and unpredictable
Humor and personal anecdotes engage candidates
Family dynamics shape our approach to work
Authenticity leads to stronger connections
Engagement and authenticity are vital in recruiting
Word-of-mouth and networking are powerful tools
Successful recruiters have agency and corporate experience
Hustle and navigating politics are crucial skills
Hiring managers should set realistic expectations
Right-size job descriptions for better outcomes
Recruiters should advocate for candidates
Authenticity attracts the right candidates
Finding a mentor provides valuable guidance

Chapters

00:00 Introduction and Technical Difficulties

05:59 The Power of Humor in Recruiting

11:57 Recruiting Journey and Childhood Stories

26:42 The Importance of Hustle in Recruiting

33:06 Setting Realistic Expectations in Job Descriptions

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Investing in People's Potential: Katie Breault's Journey The Importance of Internships and Work-Based Learning

Wed, 24 Apr 2024 10:00:00 -0000

In this episode Katie Breault, Chief Delivery Officer at YUPRO shares her story of mentorship and her work as a skills-first placement firm connecting nonprofit workforce development training program graduates with corporate partners. We explore how investing in peoples potential from internships to mentorships changes how employees connect with their employer.

Takeaways

YUPRO is a skills-first placement firm that connects nonprofit workforce development training program graduates with corporate partners.
They focus on helping talent with limited work experience navigate the job search process and overcome hiring barriers.
Katie Breault discovered her passion for investing in people's potential and found her role at YUPRO.
Job placement is an impactful way to make a difference in individuals' lives and communities. Internships and work-based learning opportunities are crucial for early career talent to gain practical skills and experience.
A successful internship should provide a balance between soft and hard skills training, with an emphasis on teaching professionalism and workplace etiquette.
Mentorship plays a vital role in guiding young professionals and helping them navigate the corporate environment.
YUPRO serves as a staffing company, connecting entry-level talent with corporate partners and providing a pathway to full-time employment.

Chapters

00:00 Introduction and Unusual Conversation

08:35 Katie Breault's Role at YUPRO

15:00 Katie's Journey and Passion for Investing in Potential

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10exa and Inspiring Teams to Achieve Greatness with Lisa Sterling, Chief People Officer at Perceptix

Wed, 17 Apr 2024 10:58:00 -0000

In this episode, we talk with Lisa Sterling, Chief People Officer at Perceptix. We explore Lisa's journey and uncover her triumphs and the hurdles she overcame on her path to the C-Suite. Lisa candidly discusses workplace dynamics, leadership transitions, the essence of corporate culture, and the pitfalls of silencing one's voice, emphasizing its impact on personal growth. She reflects on the visionary leadership of CEOs such as Rudy Karsan, Troy Kanter, David Ossip, and Scott Scherr, who serve as catalysts for team success. Drawing from her role as a CHRO and an executive, Lisa shares insights on alignment, navigating the CHRO-CEO dynamic, and the strategic choices involved in leadership transitions.

Takeaways

Passion for the product and service of the company you work for is crucial in driving success.
Leveraging technology in HR can greatly improve the employee experience.
Visionary leaders inspire and motivate their teams to achieve greatness.
Working for companies with a strong culture and values can make a significant impact on your career. Passion and alignment are crucial in organizations, as they create a sense of purpose and attract like-minded individuals.
The relationship between the CHRO and CEO should be a strategic partnership, with open communication and collaboration.
Knowing when to transition between leaders is a personal decision based on factors such as vision alignment and personal growth opportunities.
Prioritizing self-care is essential for long-term success and well-being.
Don't let others quiet your voice or limit your potential; embrace your unique perspective and contribute confidently.
Reflect on your career journey and the impact you have had on others, celebrating the success and growth you have facilitated.

Chapters

00:00 Introduction and Lisa's Journey in HR Tech

10:58 Breaking the Mold: Challenging HR Norms

25:59 Transitioning Between Leaders

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Amy Mosher, Chief People Officer with isolved: Her thoughts, her journey, her story.

Wed, 10 Apr 2024 13:50:00 -0000

In this episode we speak with Amy Mosher, Chief People Officer with isolved to learn about her journey from HR Generalist to Chief People Officer for one of the industry's most loved workplaces.

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Building Neurodiversity at Work: Challenges and Opportunities

Wed, 03 Apr 2024 09:00:00 -0000

In this episode we sit down with Anthony Pacilio, VP of Neurodiverse Solutions at CAI, to explore neurodiversity in the workplace and how employers can work to accommodate neurodiverse talent. Neurodiversity is about recognizing and valuing the unique perspectives and abilities of individuals who think differently and process information in a different way.

Takeaways

Neurodiversity is about recognizing and valuing the unique perspectives and abilities of individuals who think differently and process information in a different way.
There is a need for education and training to create inclusive work environments for neurodiverse talent.
Advocacy and self-advocacy are crucial for neurodivergent individuals to communicate their needs and be successful in the workplace.
Companies should focus on empathy and understanding to create a supportive and accepting culture for neurodivergent employees.
The interview process should be tailored to accommodate the specific needs and abilities of neurodivergent candidates, rather than relying on standardized questions and processes. Accommodations, such as flexible work arrangements and noise-canceling headphones, are crucial for creating an inclusive workplace for neurodivergent individuals.
Training and standardized interviews should be tailored to accommodate the unique needs of neurodivergent candidates.
Remote work can be beneficial for many neurodivergent individuals, but some may still prefer the social interaction of a physical workplace.
Early intervention and diagnosis are essential in supporting neurodivergent children and helping them reach their full potential.
There is a need for intervention programs that support neurodivergent individuals in prisons and help them channel their skills and aptitudes into positive endeavors.

Chapters

00:00 Introductions

06:07 Building Neurodiversity at Work

13:17 Anthony's Personal Journey

22:13 Understanding and Advocating for Neurodivergent Talent

27:14 The Interview Process and Tailoring for Neurodivergent Candidates

27:59 Creating an Inclusive Workplace

33:42 Tailoring Training and Interviews

37:18 The Benefits and Challenges of Remote Work

42:23 Early Intervention and Diagnosis

46:04 Intervention Programs

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From Accountant to CHRO: Building Workplace Culture Across Borders with Charlie Judy, CHRO

Wed, 27 Mar 2024 09:00:00 -0000

Charlie Judy, Chief People and Culture Officer at Intelligent Medical Objects, discusses his unconventional journey from accounting to HR, and later to tech innovation. With insights from his 13-year tenure at Deloitte and international assignments, he shares perspectives on workplace culture, remote work challenges, and career transitions. From redefining job hopping to embracing risks, Judy reflects on the evolving landscape of HR and employee experiences.

Takeaways

Charlie Judy's career path from accounting to HR showcases the value of diverse experiences in shaping HR professionals.
International assignments can provide unique opportunities for growth and learning.
Building a strong brand and understanding cultural nuances are essential when expanding operations in different countries.
Transitioning to technology can offer new perspectives and solutions to HR challenges. Assessing workplace culture involves going beyond ratings and understanding the actual experience of working in a company.
Defining workplace culture requires identifying the values, behaviors, and norms that shape the work environment.
Remote work presents challenges in maintaining a strong workplace culture and connection among employees.
Transitioning from entrepreneurship to a corporate role can provide valuable experience and perspective.
Job hopping is no longer seen as a negative trait, and companies are valuing diverse experiences and skills.
Learning and personal growth are important factors in job satisfaction and should be prioritized in career decisions.
Knowing when to leave a job involves self-reflection and understanding one's needs and goals.
Taking risks in career decisions can lead to personal and professional growth.
Boomerang employees, those who leave a company and return later, can bring valuable experience and knowledge.
Employee experience is subjective and varies based on individual preferences and company culture.

Chapters

00:00 Introduction and Background

06:26 Current Role and Company

09:59 Non-Traditional Upbringing in HR

10:21 Early Career in Accounting

12:11 Transition to HR

14:01 Experience at Deloitte

16:17 International Assignments

19:14 Building a Brand in India

20:13 Transition to Technology

21:12 Assessing Workplace Culture

22:10 Defining Workplace Culture

23:09 Understanding Work Environment

24:23 Challenges of Remote Work

25:24 Transitioning from Entrepreneurship to Corporate

27:02 Changing Perceptions of Job Hopping

28:11 The Value of Relevant Experience

29:14 The Importance of Learning in a Job

30:24 Knowing When to Leave a Job

34:09 Taking Risks in Career Decisions

35:57 The Concept of Boomerang Employees

37:32 Employee Experience and Expectations

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Playing Nice in the Talent Sandbox: Navigating Boundaries with Laura Mazzullo from Eastside Staffing

Wed, 20 Mar 2024 09:00:00 -0000

In this episode, Ryan Leary and William Tincup chat with Laura Mazzullo, founder of Eastside Staffing, about the nuances of talent acquisition. They tackle recruiter therapy, setting boundaries for both hiring managers and candidates, and the pivotal role of external staffing firms as companies scale.

Takeaways

Working with HR clients can be challenging due to the embarrassment factor and the perception that they should be able to handle recruitment themselves.
Clients may feel shame or guilt about needing external help, but it's important to remind them that it's not a failure and that external expertise can be valuable.
Teaching and educating clients can be beneficial, but it's crucial to focus on delivering results and outcomes rather than getting clients to understand the intricacies of the process.
Setting clear boundaries and not taking on responsibilities that are not yours is essential to maintaining a healthy client relationship. Recruiters often struggle with confidence, especially when dealing with high-level executives or difficult conversations.
Gender can play a role in confidence levels, with women often feeling less confident in business settings.
Building confidence is a challenge for recruiters, but it is essential for success in the industry.
Guilt can influence recruiters' decision-making and their desire to please everyone.
Setting boundaries and tolerating relationships are important aspects of maintaining confidence and professional success in recruiting.

Chapters

00:00 Introduction and Pronunciation

01:40 Introducing Laura Mazzullo

03:27 Challenges of Working with HR Clients

05:27 The Embarrassment Factor

09:37 The Perception of Needing External Help

13:31 Teaching and Educating Clients

15:27 The Value of Expertise

17:54 Not Taking on Others' Responsibilities

18:43 Simplifying Proposals and Processes

19:24 Not Chasing Clients

20:33 Managing Client and Candidate Expectations

21:28 Finding the Threshold for Expectations

22:33 Prioritizing Recruiter Satisfaction

23:32 Taking Ownership of Criticism

25:18 Balancing Self-Blame and Self-Confidence

26:16 Analyzing Criticism Objectively

28:24 Educating Candidates on the Hiring Process

29:24 Understanding Different Definitions of Toxicity

30:02 The Desire for Perfectionism in Talent Acquisition

33:33 Giving Feedback to Hiring Managers

35:27 Fear of Upsetting Hiring Managers

37:44 Overcoming Fear and Insecurity

38:27 The Confidence Gap

39:14 Gender and Confidence

40:09 The Challenge of Building Confidence

40:56 The Role of Guilt

41:48 The Difficulty of Firing and Layoffs

42:14 The Importance of Remembering Our Worth

42:48 The Need for Boundaries

44:00 The Challenge of Getting Hiring Right

45:27 The Role of Guilt in Recruiting

46:33 The Pressure to Please Everyone

48:48 The Fear of Ruffling Feathers

49:50 Sticking Up for Your Expertise

51:04 The Importance of Kindness

52:24 Setting Boundaries and Tolerating Relationships

55:02 The Consequences of Over-Pleasing

55:44 The Power of Handwritten Cards

56:01 Conclusion

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Talent Acquisition Excellence: Using Digital Capabilities and Analytics to Improve Recruitment

Wed, 13 Mar 2024 09:00:00 -0000

We speak with TA veteran and 6-time author Bas van de Haterd who has recently co-authored with Kevin Wheeler, "Talent Acquisition Excellence: Using Digital Capabilities and Analytics to Improve Recruitment" We explore technology's role in sourcing, branding, and recruitment processes. From digital pre-selection to analytics, we unravel the ethical considerations and skills essential for future-proof recruitment, featuring real-world case studies and expert insights.

Key Takeaways

Talent acquisition professionals should focus on talent strategy and execution, aligning it with the corporate strategy.
There is no one-size-fits-all approach to talent acquisition, and processes should be tailored to specific hiring scenarios.
The book emphasizes the importance of being talent-centric and agile in recruitment, adapting processes to meet candidate needs.
Cultural differences play a significant role in talent acquisition practices, and understanding these differences is crucial for global recruitment. Assessing candidates' English proficiency is crucial, especially in global organizations.
Talent acquisition should evolve into a strategic partner within organizations, focusing on holistic talent management.
Pre-hire assessments can provide valuable insights into candidates' skills and fit for the organization.
Recruiters should aim to become talent partners, engaging in meaningful discussions with hiring managers.
AI skills and data analysis are becoming increasingly important in talent acquisition.
Ethical dilemmas arise when using technology in recruitment, and organizations should have open debates about their usage.
Automation can be applied to certain recruitment tasks, freeing up time for recruiters to focus on strategic activities.
Talent advisors play a crucial role in guiding organizations' talent acquisition strategies.
Recruiters should continuously seek advice and learn from others in the field.

Chapters

00:00 Introduction and Background

01:30 The Inspiration for the Book

03:55 The Title of the Book

04:35 Talent Acquisition Excellence

05:34 Identifying Bad Talent Acquisition

08:25 Defining Talent Excellence

11:21 Chapter by Chapter Overview

20:21 Global Perspectives on Talent Acquisition

22:29 Assessing English Proficiency

23:00 The Future of Talent Acquisition

23:26 Holistic Talent Management

24:03 Pre-Hire Assessments

24:24 Equal Opportunity for Candidates

24:59 Becoming Talent Partners

25:21 Debating Hiring Criteria

26:25 Building Relationships with Hiring Managers

27:32 Skills Needed for AI in Talent Acquisition

28:34 Analytical Skills and Data Analysis

29:34 Ethical Dilemmas in Tech Usage

30:31 Automation vs. Augmentation

37:31 Automating Recruitment Tasks

39:04 The Role of Talent Advisors

41:01 Best Advice for Recruiters

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From Shaved Heads to Strategic HR: Navigating Career Wisdom with Donald Knight

Wed, 06 Mar 2024 14:27:00 -0000

Donald Knight is an industry veteran, currently the Chief People Officer at Greenhouse Software joins us to dissect his rise to leading people at one of the most forward thinking HR and Work Tech companies on the planet. We interrogate Donald (in a nice way) to learn about his upbringing, education, and his career.

From law school and LSATs to falling in love with understanding why organizations thrive - Donald converts his ridiculously high energy into the conversation that can help to answer some of the question that you may have on career growth and intentionally studying successful leaders.

Takeaways:

Learn with intentions
Transitioning to HR can happen unexpectedly, and it is important to be open to new opportunities.
Empathy is a crucial skill in HR, as it allows for understanding and support in difficult situations.
Difficult conversations and layoffs require empathy and a focus on the overall well-being of employees.
Successful CHRO careers often involve intentional career growth, continuous learning, and studying the experiences of other leaders. Seek wisdom from other practitioners and learn from their experiences.
Understand and listen to others before sharing your own perspective.
Continuously learn and add diverse experiences to enhance your skills.
Strive for excellence in HR without being paralyzed by the pursuit of perfection.
Find inspiration from youth and media to stay motivated and informed.

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LinkedIn: https://www.linkedin.com/company/wrkdefined

Facebook: https://www.facebook.com/WRKdefined/

Twitter (X): https://twitter.com/WRKdefined

Substack: https://wrkdefined.substack.com/

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From Office Manager to CHRO: The Journey of Tricia Shields

Wed, 28 Feb 2024 10:45:00 -0000

Summary

In this podcast, Tricia Shields, the Chief Human Resources Officer at Naviant, opens up about her 15-year journey in HR, diving into the unique culture of Wisconsin and her observations on movement's impact on workouts. Tricia also shares her sources of inspiration and networking experiences, highlighting the beauty of the UP alongside HR challenges. She emphasizes the significance of compensation, total rewards, and the influence of parenting on financial literacy. Tricia delves into the AI hype in HR, revealing valuable insights into her career journey and essential HR technology. The conversation wraps up with pivotal moments in Tricia's HR career.

Takeaways

Tricia started her career in office management roles and gradually transitioned into HR.
The growth and continuous opportunities at Naviant have kept Tricia engaged and motivated to stay with the company for 15 years.
Tricia advises her younger self to be more confident and embrace her unique insights and ideas.
The Wisconsin accent is distinct and can vary across different regions. Observing others' movements during workouts can lead to a more intense workout.
LinkedIn and peer groups are valuable sources of inspiration and networking for HR professionals.
The UP offers beautiful natural resources and seasons.
Compensation can include more than just salary, such as benefits and privileges.
Financial literacy can be influenced by parenting.
AI in HR is adequately hyped.
Aligning with the right organization and leadership is crucial for career growth.

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Chapters

00:00 Introduction and Small Talk

03:05 Exploring Milwaukee and Wisconsin

06:55 Tricia's Journey in HR

09:06 Staying with a Company for 15 Years

12:52 Advice for Younger Self

14:10 Wisconsin Accent

15:33 The Impact of Movement on Workouts

16:00 Observing Others' Movements

16:12 Finding Inspiration and Networking

17:25 Sources of Inspiration

18:29 Engaging on LinkedIn

19:09 Lurking vs. Contributing on LinkedIn

20:12 What Keeps You Up at Night?

20:37 The Challenges of HR

22:35 Connecting with Remote Employees

23:48 The Hardest Part of HR

25:28 Compensation and Total Rewards

27:23 The Value of Cash in Compensation

29:31 The Influence of Parenting on Financial Literacy

31:31 The Hype of AI in HR

32:57 Career Journey and Moving Forward

34:44 The Most Valuable HR Technology

36:10 Pivotal Moments in the Journey

37:05 Feeling Confident in Having a Voice

38:00 Favorite Books and Reading Habits

39:15 The Importance of Crucial Conversations

40:01 The Challenges of HR Conversations

41:37 The Influence of Online Influencers

43:39 The Value of Conferences and Webinars

45:36 Enhancing the Conference Experience

46:18 The Power of Panels in HR Conferences

49:21 Creating Uncomfortable Conversations on Panels

50:12 Failed Ideas and Learning from Them

52:34 Closing Remarks

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Mastering People, Process, and Product: Essential Guidance for Building a Thriving People Organization! 🌱

Wed, 21 Feb 2024 17:04:00 -0000

Summary

In this conversation, Tami Rosen, Chief People Officer at Pagaya, shares insights from her career journey and the different industries she has worked in. She emphasizes the importance of understanding the business you support and building strong relationships with people at all levels. Tami also discusses the need for continuous learning and being open to failure as a means of growth. She ranks people, process, and product, highlighting the significance of having the right people in place. Tami shares her sources of inspiration and offers advice for new graduates and people managers. In this conversation, Tami Rosen discusses her sources of inspiration and how she consumes information from various places. She emphasizes the importance of reading articles, listening to others, and watching what people write about their experiences. Tami also expresses her preference for practitioners' stories and appreciates their authenticity and vulnerability. Additionally, she mentions the influence of social media, particularly LinkedIn and Twitter, in finding different voices and perspectives.

Takeaways

Understand the business you support and be able to talk fluently about it.
Build strong relationships with people at all levels of the organization.
Be a constant learner and embrace failure as an opportunity for growth.
Rank people, process, and product, with people being the most important factor. Seek inspiration from various sources and consume information from different places.
Pay attention to practitioners' stories as they provide authentic and vulnerable insights.
Utilize social media platforms like LinkedIn and Twitter to find different voices and perspectives.

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Chapters

00:00 Introduction and Background

01:10 Differences in People Management Across Industries

04:19 Career Journey and Unexpected Paths

07:47 Finding Your Thrive

10:26 Choosing a College and Favorite Course

12:52 Transitioning from Pre-Law to HR

14:20 Navigating Career Choices and Experimenting

17:11 Guidance for New Graduates

19:27 Sources of Inspiration

22:59 Ranking People, Process, and Product

26:57 Successful and Failed Program Rollouts

30:35 Span of Control and Building Relationships

34:37 Identifying People Who Thrive

37:25 Nuggets of Advice for People Managers

39:42 Voices That Resonate

39:59 Sources of Inspiration

41:06 Preference for Practitioners' Stories

41:49 Influence of Social Media

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Unlocking HR's Potential: Navigating Talent Acquisition, Transformation, and Skills Revolution with Steve O'Brien

Sat, 10 Feb 2024 23:17:00 -0000

Summary

In this conversation, Steve O'Brien, Senior Vice President of People Solutions at Syneos Health, discusses the difference between talent acquisition and HR, the target operating model transformation, and programs that went well and didn't go well. He also shares advice for someone starting in the talent game and discusses the characteristics of successful interactions with colleagues and leaders. Additionally, he talks about his reading habits and the importance of methodical thinking. In this conversation, Steve O'Brien discusses his reading habits, the skills revolution in HR, and the difference between skills and competencies.

Takeaways

Talent acquisition is a tactical function focused on delivering concrete results, while HR encompasses both tactical and strategic elements.
A target operating model transformation can introduce flexibility and agility into HR, allowing for rapid response to customer needs.
Successful programs often involve informal agreements and a shared vision of what could be true, even if it can't be proven.
Starting in staffing and gaining experience on the supplier side can provide valuable skills and a deep understanding of recruiting fundamentals.
Interactions with colleagues and leaders should involve cooperation, vision casting, and a focus on what can be achieved rather than fault finding.
Methodical thinking and a philosophical background can contribute to effective argumentation and democratic accessibility of ideas. Diversify your reading habits by including both fiction and nonfiction books.
The skills revolution in HR is about moving away from job titles and career paths and focusing on the unique collection of skills that individuals possess.
Skills should inform decision-making in hiring, promotion, and firing.
Skills should be integrated throughout the entire organization to have a real impact.
Skills should not be seen as a reductive view of talent, but rather as a way to enhance decision-making and understanding of individuals.
Three key takeaways from Steve's career: commit to personal excellence, actively seek tough feedback, and invest in continuous learning.

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Chapters

00:00 Introduction and Background

02:50 Difference Between Talent Acquisition and HR

06:15 Target Operating Model Transformation

09:52 Programs that Went Well and Didn't Go Well

19:45 Advice for Someone Starting in the Talent Game

25:02 Starting in Staffing and Moving to Corporate Recruiting

29:26 Characteristics of Successful Interactions

33:53 Thriving with Leaders Above

35:13 Philosophy and Methodical Thinking

35:47 Reading Habits

35:54 Reading Habits

37:09 Skills Revolution

39:08 Skills vs Competencies

40:08 Key Takeaways

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