You Should Know https://wrkdefined.com/podcast/you-should-know en All rights reserved by WRKdefined "You Should Know," a podcast delving into pivotal leadership challenges in the workplace. With broad topics, it engages anyone invested in the evolving world of work. Join us as we unravel workplace dynamics. Proudly brought to you by WRKdefined with hosts William Tincup and Ryan Leary.  https://megaphone.imgix.net/podcasts/e7a89280-c5e2-11ee-9ea6-8b187b994edb/image/53dcf6097a26481c0a0582b3d2f668ab.png?ixlib=rails-4.3.1&max-w=3000&max-h=3000&fit=crop&auto=format,compress You Should Know https://wrkdefined.com/podcast/you-should-know no episodic Powered by the WRKdefined Podcast Network WRKdefined "You Should Know," a podcast delving into pivotal leadership challenges in the workplace. With broad topics, it engages anyone invested in the evolving world of work. Join us as we unravel workplace dynamics. Proudly brought to you by WRKdefined with hosts William Tincup and Ryan Leary.  "You Should Know," a podcast delving into pivotal leadership challenges in the workplace. With broad topics, it engages anyone invested in the evolving world of work. Join us as we unravel workplace dynamics. Proudly brought to you by WRKdefined with hosts William Tincup and Ryan Leary. 

]]> WRKdefiend WRKdefined@gmail.com The Hidden Benefits of Job Hopping: What HR Needs to Know What if the candidate with the “messy” résumé is actually the one who ramps fastest? Rebecca Kehoe from Cornell University breaks down what HR gets wrong about job hopping, why onboarding matters more than most teams realize, and how performance, culture fit, and career transitions are more connected than we think. In this episode, Rebecca Kehoe shares research on how job hoppers often come up to speed faster, adapt to organizational norms more efficiently, and can show measurable impact within just a few months. The conversation explores onboarding, the role of “unlearning” during career transitions, post-COVID hiring patterns, internal mobility, and what this research means for how organizations evaluate talent. Guest Rebecca Kehoe is an Associate Professor at Cornell University’s ILR School where her research focuses on human capital, employee mobility, performance, and how organizations develop talent over time. Her work helps HR leaders better understand hiring outcomes, onboarding effectiveness, and the long-term impact of workforce mobility. LinkedIn: https://www.linkedin.com/in/rebecca-kehoe-a94b871/Cornell ILR School: https://www.ilr.cornell.edu/people/rebecca-kehoe Key Takeaways Employees who have moved between roles or organizations frequently ramp faster because they’ve already built the muscle of entering new environments, learning systems quickly, and adapting to unfamiliar cultural norms. The speed at which new hires succeed is heavily influenced by onboarding. Organizations with structured onboarding programs help employees translate prior experience into performance far more quickly than those that treat onboarding as an afterthought. Career transitions require a period of “unlearning.” Employees must let go of habits, assumptions, and processes from previous workplaces before they can fully align with the expectations and workflows of a new organization. Performance impact can emerge sooner than many companies assume. Research discussed in the episode suggests meaningful differences in ramp time and contribution can appear within roughly the first five months. Internal mobility can deliver many of the same benefits associated with external job changes. When organizations intentionally design pathways for employees to move between roles, they build adaptability and development while retaining institutional knowledge. Connect with Us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Cornell's ILR School offers exceptional HR master's programs that combine rigorous academics with practical application. We offer programs designed for professionals with 2-5 years of experience and for executives with 8+ years of HR experience. Engage with world-renowned faculty, connect with HR executives, and become part of Cornell's prestigious alumni network. Take your career and organization to the next level with a Master’s from Cornell.   Learn more about ILR’s Graduate Degree Programs Learn more about your ad choices. Visit megaphone.fm/adchoices Thu, 19 Mar 2026 12:12:00 -0000 full WRKdefined What if the candidate with the “messy” résumé is actually the one who ramps fastest? Rebecca Kehoe from Cornell University breaks down what HR gets wrong about job hopping, why onboarding matters more than most teams realize, and how performance, culture fit, and career transitions are more connected than we think. In this episode, Rebecca Kehoe shares research on how job hoppers often come up to speed faster, adapt to organizational norms more efficiently, and can show measurable impact within just a few months. The conversation explores onboarding, the role of “unlearning” during career transitions, post-COVID hiring patterns, internal mobility, and what this research means for how organizations evaluate talent. Guest Rebecca Kehoe is an Associate Professor at Cornell University’s ILR School where her research focuses on human capital, employee mobility, performance, and how organizations develop talent over time. Her work helps HR leaders better understand hiring outcomes, onboarding effectiveness, and the long-term impact of workforce mobility. LinkedIn: https://www.linkedin.com/in/rebecca-kehoe-a94b871/Cornell ILR School: https://www.ilr.cornell.edu/people/rebecca-kehoe Key Takeaways Employees who have moved between roles or organizations frequently ramp faster because they’ve already built the muscle of entering new environments, learning systems quickly, and adapting to unfamiliar cultural norms. The speed at which new hires succeed is heavily influenced by onboarding. Organizations with structured onboarding programs help employees translate prior experience into performance far more quickly than those that treat onboarding as an afterthought. Career transitions require a period of “unlearning.” Employees must let go of habits, assumptions, and processes from previous workplaces before they can fully align with the expectations and workflows of a new organization. Performance impact can emerge sooner than many companies assume. Research discussed in the episode suggests meaningful differences in ramp time and contribution can appear within roughly the first five months. Internal mobility can deliver many of the same benefits associated with external job changes. When organizations intentionally design pathways for employees to move between roles, they build adaptability and development while retaining institutional knowledge. Connect with Us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Cornell's ILR School offers exceptional HR master's programs that combine rigorous academics with practical application. We offer programs designed for professionals with 2-5 years of experience and for executives with 8+ years of HR experience. Engage with world-renowned faculty, connect with HR executives, and become part of Cornell's prestigious alumni network. Take your career and organization to the next level with a Master’s from Cornell.   Learn more about ILR’s Graduate Degree Programs Learn more about your ad choices. Visit megaphone.fm/adchoices What if the candidate with the “messy” résumé is actually the one who ramps fastest? Rebecca Kehoe from Cornell University breaks down what HR gets wrong about job hopping, why onboarding matters more than most teams realize, and how performance, culture fit, and career transitions are more connected than we think.

In this episode, Rebecca Kehoe shares research on how job hoppers often come up to speed faster, adapt to organizational norms more efficiently, and can show measurable impact within just a few months. The conversation explores onboarding, the role of “unlearning” during career transitions, post-COVID hiring patterns, internal mobility, and what this research means for how organizations evaluate talent.


Guest

Rebecca Kehoe is an Associate Professor at Cornell University’s ILR School where her research focuses on human capital, employee mobility, performance, and how organizations develop talent over time. Her work helps HR leaders better understand hiring outcomes, onboarding effectiveness, and the long-term impact of workforce mobility.

LinkedIn: https://www.linkedin.com/in/rebecca-kehoe-a94b871/Cornell ILR School: https://www.ilr.cornell.edu/people/rebecca-kehoe


Key Takeaways

  • Employees who have moved between roles or organizations frequently ramp faster because they’ve already built the muscle of entering new environments, learning systems quickly, and adapting to unfamiliar cultural norms.

  • The speed at which new hires succeed is heavily influenced by onboarding. Organizations with structured onboarding programs help employees translate prior experience into performance far more quickly than those that treat onboarding as an afterthought.

  • Career transitions require a period of “unlearning.” Employees must let go of habits, assumptions, and processes from previous workplaces before they can fully align with the expectations and workflows of a new organization.

  • Performance impact can emerge sooner than many companies assume. Research discussed in the episode suggests meaningful differences in ramp time and contribution can appear within roughly the first five months.

  • Internal mobility can deliver many of the same benefits associated with external job changes. When organizations intentionally design pathways for employees to move between roles, they build adaptability and development while retaining institutional knowledge.

Connect with Us

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


Connect with WRKdefined on your favorite social network


Cornell's ILR School offers exceptional HR master's programs that combine rigorous academics with practical application. We offer programs designed for professionals with 2-5 years of experience and for executives with 8+ years of HR experience. Engage with world-renowned faculty, connect with HR executives, and become part of Cornell's prestigious alumni network. Take your career and organization to the next level with a Master’s from Cornell.  

Learn more about ILR’s Graduate Degree Programs




Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2272 The New Rules of HR Tech Funding: Inside ADP Ventures with Oz Khan In this episode, Oz Khan (Head of ADP Ventures) joins William Tincup and Ryan Leary to discuss the shifting landscape of HR Tech investing. Learn why the Series A definition has changed, how AI-native startups are disrupting traditional SaaS models, and the strategic logic behind Build vs. Buy decisions at the enterprise level. Episode Overview: Technology constantly changes the "wrapper," but the core challenges of HR—hiring, performance, and workforce management—remain the same. As the head of ADP Ventures, Oz Khan breaks down how the market is moving toward global HCM opportunities and why a founder's narrative is just as important as their data. Key Takeaways: The New Series A: Why fewer deals are happening, but valuations for top-tier companies remain high. SaaS vs. AI-Native: How to distinguish between durable software businesses and fast-growing AI startups. The Investment Signal: Why AI is no longer an "add-on" but a core requirement for future upside. Global Expansion: Why the biggest HR Tech opportunities are currently sitting outside the U.S. market. Strategic Growth: When should a company build a feature internally versus acquiring a partner? The Founder’s Edge: How to craft a story of traction and market fit that wins over venture capital. Guest: Oz Khan, Head of ADP Ventures Oz leads investment strategies at ADP Ventures, focusing on early-stage companies that are redefining workforce innovation and the future of work. Topics Covered: HR Tech Trends, ADP Ventures, AI in HR, Venture Capital Strategy, HR Innovation, Startup Funding 2024, Global HCM Markets, SaaS vs AI, Human Capital Management. Hosts: William Tincup (LinkedIn: www.linkedin.com)Ryan Leary (LinkedIn: www.linkedin.com) Connect with WRKdefined:⁠Website⁠ | ⁠Substack⁠ | ⁠YouTube⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices Mon, 16 Mar 2026 18:30:00 -0000 full WRKdefined In this episode, Oz Khan (Head of ADP Ventures) joins William Tincup and Ryan Leary to discuss the shifting landscape of HR Tech investing. Learn why the Series A definition has changed, how AI-native startups are disrupting traditional SaaS models, and the strategic logic behind Build vs. Buy decisions at the enterprise level. Episode Overview: Technology constantly changes the "wrapper," but the core challenges of HR—hiring, performance, and workforce management—remain the same. As the head of ADP Ventures, Oz Khan breaks down how the market is moving toward global HCM opportunities and why a founder's narrative is just as important as their data. Key Takeaways: The New Series A: Why fewer deals are happening, but valuations for top-tier companies remain high. SaaS vs. AI-Native: How to distinguish between durable software businesses and fast-growing AI startups. The Investment Signal: Why AI is no longer an "add-on" but a core requirement for future upside. Global Expansion: Why the biggest HR Tech opportunities are currently sitting outside the U.S. market. Strategic Growth: When should a company build a feature internally versus acquiring a partner? The Founder’s Edge: How to craft a story of traction and market fit that wins over venture capital. Guest: Oz Khan, Head of ADP Ventures Oz leads investment strategies at ADP Ventures, focusing on early-stage companies that are redefining workforce innovation and the future of work. Topics Covered: HR Tech Trends, ADP Ventures, AI in HR, Venture Capital Strategy, HR Innovation, Startup Funding 2024, Global HCM Markets, SaaS vs AI, Human Capital Management. Hosts: William Tincup (LinkedIn: www.linkedin.com)Ryan Leary (LinkedIn: www.linkedin.com) Connect with WRKdefined:⁠Website⁠ | ⁠Substack⁠ | ⁠YouTube⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices In this episode, Oz Khan (Head of ADP Ventures) joins William Tincup and Ryan Leary to discuss the shifting landscape of HR Tech investing. Learn why the Series A definition has changed, how AI-native startups are disrupting traditional SaaS models, and the strategic logic behind Build vs. Buy decisions at the enterprise level.

Episode Overview:

Technology constantly changes the "wrapper," but the core challenges of HR—hiring, performance, and workforce management—remain the same. As the head of ADP Ventures, Oz Khan breaks down how the market is moving toward global HCM opportunities and why a founder's narrative is just as important as their data.

Key Takeaways:

  • The New Series A: Why fewer deals are happening, but valuations for top-tier companies remain high.
  • SaaS vs. AI-Native: How to distinguish between durable software businesses and fast-growing AI startups.
  • The Investment Signal: Why AI is no longer an "add-on" but a core requirement for future upside.
  • Global Expansion: Why the biggest HR Tech opportunities are currently sitting outside the U.S. market.
  • Strategic Growth: When should a company build a feature internally versus acquiring a partner?
  • The Founder’s Edge: How to craft a story of traction and market fit that wins over venture capital.

Guest:

Oz Khan, Head of ADP Ventures

Oz leads investment strategies at ADP Ventures, focusing on early-stage companies that are redefining workforce innovation and the future of work.

Topics Covered:

HR Tech Trends, ADP Ventures, AI in HR, Venture Capital Strategy, HR Innovation, Startup Funding 2024, Global HCM Markets, SaaS vs AI, Human Capital Management.

Hosts:

William Tincup (LinkedIn: www.linkedin.com)Ryan Leary (LinkedIn: www.linkedin.com)

Connect with WRKdefined:⁠Website⁠ | ⁠Substack⁠ | ⁠YouTube⁠

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2910 How Internal Mobility Really Works: Insights from Cornell ILR’s JR Keller Internal mobility is one of the most misunderstood dynamics in modern organizations. JR Keller brings the empirical lens that most leaders never get. His research at Cornell University’s ILR School unpacks how hiring decisions are made, how managers balance team performance with talent development, and why employees often misinterpret the signals around opportunity. This episode moves past slogans and gets into the real mechanics: incentives, culture, language, and the behavioral patterns that shape who advances and who doesn’t. In this episode we talk about internal mobility, talent development, hiring decisions, HR management, employee advancement, organizational culture, AI in HR, career progression, talent acquisition, leadership. Key Takeaways JR’s research shows that mobility isn’t blocked by a lack of roles. It’s blocked by the human calculus managers make when deciding whether to release talent. Managers optimize for stability and predictability, and the system often rewards that behavior. Until incentives align with mobility, even the best programs stall. Lateral moves carry more long-term value than most organizations acknowledge. JR’s empirical work reveals that sideways transitions often generate broader skill acquisition, better visibility, and stronger future promotion velocity. Companies that treat lateral movement as legitimate progression see healthier internal pipelines and more resilient talent. AI has a role, but not the one most leaders assume. JR frames it as a mechanism to surface overlooked skills, reduce noise in matching, and create visibility into internal pathways. Technology can correct informational gaps, but it cannot override psychological safety or managerial trust. Culture decides whether mobility sticks. Employees and organizations share responsibility for mobility outcomes. JR emphasizes that employees must actively navigate their own careers while organizations must remove structural friction. When both sides commit to transparency, aligned incentives, and meaningful development pathways, internal mobility becomes a strategic advantage instead of a persistent frustration. Chapters: 00:00 J.R. Keller, Faculty Director, Executive Master of Human Resource Management (EMHRM) 03:00 Research Focus: Internal Mobility and Hiring Decisions 05:52 Challenges in Internal Mobility: The Role of Managers 08:37 Talent Hoarding: Understanding Managerial Behavior 11:56 The Value Proposition of Promoting Talent 14:51 Incentivizing Managers to Promote Talent 17:46 Cultural Shifts for Internal Mobility 20:48 The Future of Talent Mobility and AI's Role 24:21 Empowering Employees Through Technology 25:21 The Role of AI in Job Matching 27:03 Balancing Skills and Development 28:03 Ownership of Internal Mobility 29:34 The Disconnect in Talent Acquisition 32:17 The Importance of Onboarding for Internal Hires 34:23 Lateral Moves as Career Advancement 38:46 Redefining Promotions and Career Growth Featured Guest JR Keller, Faculty Director, Executive Master of Human Resource Management (EMHRM) LinkedIn: https://www.linkedin.com/in/jrkeller/ Cornell ILR EMHRM: https://www.ilr.cornell.edu/ Cornell ILR Latest Research: https://www.ilr.cornell.edu/faculty-and-research Hosts William Tincup, Co-founder , WRKdefined LinkedIn: https:// linkedin.com/in/tincup Ryan Leary, Co-founder, WRKdefined LinkedIn:htps://linkedin.com/in/ryanleary Connect with Us Site: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/wrkdefinedFacebook: https://www.facebook.com/WRKdefined/Twitter (X): https://twitter.com/WRKdefinedSubstack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 03 Feb 2026 18:08:00 -0000 full WRKdefined Internal mobility is one of the most misunderstood dynamics in modern organizations. JR Keller brings the empirical lens that most leaders never get. His research at Cornell University’s ILR School unpacks how hiring decisions are made, how managers balance team performance with talent development, and why employees often misinterpret the signals around opportunity. This episode moves past slogans and gets into the real mechanics: incentives, culture, language, and the behavioral patterns that shape who advances and who doesn’t. In this episode we talk about internal mobility, talent development, hiring decisions, HR management, employee advancement, organizational culture, AI in HR, career progression, talent acquisition, leadership. Key Takeaways JR’s research shows that mobility isn’t blocked by a lack of roles. It’s blocked by the human calculus managers make when deciding whether to release talent. Managers optimize for stability and predictability, and the system often rewards that behavior. Until incentives align with mobility, even the best programs stall. Lateral moves carry more long-term value than most organizations acknowledge. JR’s empirical work reveals that sideways transitions often generate broader skill acquisition, better visibility, and stronger future promotion velocity. Companies that treat lateral movement as legitimate progression see healthier internal pipelines and more resilient talent. AI has a role, but not the one most leaders assume. JR frames it as a mechanism to surface overlooked skills, reduce noise in matching, and create visibility into internal pathways. Technology can correct informational gaps, but it cannot override psychological safety or managerial trust. Culture decides whether mobility sticks. Employees and organizations share responsibility for mobility outcomes. JR emphasizes that employees must actively navigate their own careers while organizations must remove structural friction. When both sides commit to transparency, aligned incentives, and meaningful development pathways, internal mobility becomes a strategic advantage instead of a persistent frustration. Chapters: 00:00 J.R. Keller, Faculty Director, Executive Master of Human Resource Management (EMHRM) 03:00 Research Focus: Internal Mobility and Hiring Decisions 05:52 Challenges in Internal Mobility: The Role of Managers 08:37 Talent Hoarding: Understanding Managerial Behavior 11:56 The Value Proposition of Promoting Talent 14:51 Incentivizing Managers to Promote Talent 17:46 Cultural Shifts for Internal Mobility 20:48 The Future of Talent Mobility and AI's Role 24:21 Empowering Employees Through Technology 25:21 The Role of AI in Job Matching 27:03 Balancing Skills and Development 28:03 Ownership of Internal Mobility 29:34 The Disconnect in Talent Acquisition 32:17 The Importance of Onboarding for Internal Hires 34:23 Lateral Moves as Career Advancement 38:46 Redefining Promotions and Career Growth Featured Guest JR Keller, Faculty Director, Executive Master of Human Resource Management (EMHRM) LinkedIn: https://www.linkedin.com/in/jrkeller/ Cornell ILR EMHRM: https://www.ilr.cornell.edu/ Cornell ILR Latest Research: https://www.ilr.cornell.edu/faculty-and-research Hosts William Tincup, Co-founder , WRKdefined LinkedIn: https:// linkedin.com/in/tincup Ryan Leary, Co-founder, WRKdefined LinkedIn:htps://linkedin.com/in/ryanleary Connect with Us Site: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/wrkdefinedFacebook: https://www.facebook.com/WRKdefined/Twitter (X): https://twitter.com/WRKdefinedSubstack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices Internal mobility is one of the most misunderstood dynamics in modern organizations. JR Keller brings the empirical lens that most leaders never get. His research at Cornell University’s ILR School unpacks how hiring decisions are made, how managers balance team performance with talent development, and why employees often misinterpret the signals around opportunity. This episode moves past slogans and gets into the real mechanics: incentives, culture, language, and the behavioral patterns that shape who advances and who doesn’t.

In this episode we talk about internal mobility, talent development, hiring decisions, HR management, employee advancement, organizational culture, AI in HR, career progression, talent acquisition, leadership.

Key Takeaways

  • JR’s research shows that mobility isn’t blocked by a lack of roles. It’s blocked by the human calculus managers make when deciding whether to release talent. Managers optimize for stability and predictability, and the system often rewards that behavior. Until incentives align with mobility, even the best programs stall.

  • Lateral moves carry more long-term value than most organizations acknowledge. JR’s empirical work reveals that sideways transitions often generate broader skill acquisition, better visibility, and stronger future promotion velocity. Companies that treat lateral movement as legitimate progression see healthier internal pipelines and more resilient talent.

  • AI has a role, but not the one most leaders assume. JR frames it as a mechanism to surface overlooked skills, reduce noise in matching, and create visibility into internal pathways. Technology can correct informational gaps, but it cannot override psychological safety or managerial trust. Culture decides whether mobility sticks.

  • Employees and organizations share responsibility for mobility outcomes. JR emphasizes that employees must actively navigate their own careers while organizations must remove structural friction. When both sides commit to transparency, aligned incentives, and meaningful development pathways, internal mobility becomes a strategic advantage instead of a persistent frustration.

Chapters:

00:00 J.R. Keller, Faculty Director, Executive Master of Human Resource Management (EMHRM)

03:00 Research Focus: Internal Mobility and Hiring Decisions

05:52 Challenges in Internal Mobility: The Role of Managers

08:37 Talent Hoarding: Understanding Managerial Behavior

11:56 The Value Proposition of Promoting Talent

14:51 Incentivizing Managers to Promote Talent

17:46 Cultural Shifts for Internal Mobility

20:48 The Future of Talent Mobility and AI's Role

24:21 Empowering Employees Through Technology

25:21 The Role of AI in Job Matching

27:03 Balancing Skills and Development

28:03 Ownership of Internal Mobility

29:34 The Disconnect in Talent Acquisition

32:17 The Importance of Onboarding for Internal Hires

34:23 Lateral Moves as Career Advancement

38:46 Redefining Promotions and Career Growth


Featured Guest

JR Keller, Faculty Director, Executive Master of Human Resource Management (EMHRM)

LinkedIn: https://www.linkedin.com/in/jrkeller/

Cornell ILR EMHRM: https://www.ilr.cornell.edu/

Cornell ILR Latest Research: https://www.ilr.cornell.edu/faculty-and-research

Hosts

William Tincup, Co-founder , WRKdefined

LinkedIn: https:// linkedin.com/in/tincup

Ryan Leary, Co-founder, WRKdefined

LinkedIn:htps://linkedin.com/in/ryanleary


Connect with Us

Site: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/wrkdefinedFacebook: https://www.facebook.com/WRKdefined/Twitter (X): https://twitter.com/WRKdefinedSubstack: https://wrkdefined.substack.com/

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2904 AI Recruiting: Why Findem + Getro Changes Talent Intelligence Is your AI recruiting strategy actually working, or just scaling bad data? In this episode of WRKdefined, William Tincup and Ryan Leary sit down with Hari Kolam (Findem) and Maveric (Getro) to break down their landmark acquisition and what it means for the Future of Talent Acquisition. The Death of the Static Job Post: Why "intelligent outcomes" are replacing traditional hiring volume. What You’ll Learn About Talent Intelligence: Data Integrity: Why AI fails in HR when the data foundation is fragmented. The Power of Weak Ties: How networking and "community fit" actually drive high-quality hires. Findem + Getro: How this merger shifts recruiting from a tool-centric game to an outcome-centric strategy. Outcome-Centric Hiring: How to turn job posts into intelligent systems tied to market feedback. Chapters 00:00 Breaking the Findem Acquisition 03:02 The Evolution of Talent Acquisition 05:52 Networking and Job Opportunities 08:54 The Role of AI in Talent Acquisition 11:58 Post-Acquisition Vision and Strategy 14:48 Community and Fit in Recruitment 17:52 Outcome-Centric Approach to Hiring 20:39 Change Management in AI Adoption 23:33 Leveraging Weak Links in Networking 26:34 The Future of Talent Acquisition Featured Guests Hari Kulam, Co-Founder at Findem LinkedIn: https://www.linkedin.com/in/hkolam/ Maveric, CTO and Co-founder at Getro LinkedIn: https://www.linkedin.com/in/mavericohm/ Hosts William Tincup, Co-founder , WRKdefined LinkedIn: https:// linkedin.com/in/tincup Ryan Leary, Co-founder, WRKdefined LinkedIn:htps://linkedin.com/in/ryanleary Connect with Us Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 23 Dec 2025 15:47:00 -0000 full WRKdefined AI Didn’t Break Recruiting. Our Data and Mindsets Did. Is your AI recruiting strategy actually working, or just scaling bad data? In this episode of WRKdefined, William Tincup and Ryan Leary sit down with Hari Kolam (Findem) and Maveric (Getro) to break down their landmark acquisition and what it means for the Future of Talent Acquisition. The Death of the Static Job Post: Why "intelligent outcomes" are replacing traditional hiring volume. What You’ll Learn About Talent Intelligence: Data Integrity: Why AI fails in HR when the data foundation is fragmented. The Power of Weak Ties: How networking and "community fit" actually drive high-quality hires. Findem + Getro: How this merger shifts recruiting from a tool-centric game to an outcome-centric strategy. Outcome-Centric Hiring: How to turn job posts into intelligent systems tied to market feedback. Chapters 00:00 Breaking the Findem Acquisition 03:02 The Evolution of Talent Acquisition 05:52 Networking and Job Opportunities 08:54 The Role of AI in Talent Acquisition 11:58 Post-Acquisition Vision and Strategy 14:48 Community and Fit in Recruitment 17:52 Outcome-Centric Approach to Hiring 20:39 Change Management in AI Adoption 23:33 Leveraging Weak Links in Networking 26:34 The Future of Talent Acquisition Featured Guests Hari Kulam, Co-Founder at Findem LinkedIn: https://www.linkedin.com/in/hkolam/ Maveric, CTO and Co-founder at Getro LinkedIn: https://www.linkedin.com/in/mavericohm/ Hosts William Tincup, Co-founder , WRKdefined LinkedIn: https:// linkedin.com/in/tincup Ryan Leary, Co-founder, WRKdefined LinkedIn:htps://linkedin.com/in/ryanleary Connect with Us Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices Is your AI recruiting strategy actually working, or just scaling bad data?


In this episode of WRKdefined, William Tincup and Ryan Leary sit down with Hari Kolam (Findem) and Maveric (Getro) to break down their landmark acquisition and what it means for the Future of Talent Acquisition.

The Death of the Static Job Post: Why "intelligent outcomes" are replacing traditional hiring volume.


What You’ll Learn About Talent Intelligence:

  • Data Integrity: Why AI fails in HR when the data foundation is fragmented.
  • The Power of Weak Ties: How networking and "community fit" actually drive high-quality hires.
  • Findem + Getro: How this merger shifts recruiting from a tool-centric game to an outcome-centric strategy.
  • Outcome-Centric Hiring: How to turn job posts into intelligent systems tied to market feedback.

Chapters

00:00 Breaking the Findem Acquisition

03:02 The Evolution of Talent Acquisition

05:52 Networking and Job Opportunities

08:54 The Role of AI in Talent Acquisition

11:58 Post-Acquisition Vision and Strategy

14:48 Community and Fit in Recruitment

17:52 Outcome-Centric Approach to Hiring

20:39 Change Management in AI Adoption

23:33 Leveraging Weak Links in Networking

26:34 The Future of Talent Acquisition


Featured Guests

Hari Kulam, Co-Founder at Findem

LinkedIn: https://www.linkedin.com/in/hkolam/

Maveric, CTO and Co-founder at Getro

LinkedIn: https://www.linkedin.com/in/mavericohm/


Hosts

William Tincup, Co-founder , WRKdefined

LinkedIn: https:// linkedin.com/in/tincup


Ryan Leary, Co-founder, WRKdefined

LinkedIn:htps://linkedin.com/in/ryanleary


Connect with Us

  • Site: http://www.wrkdefined.com
  • TikTok: https://www.tiktok.com/@wrkdefined
  • LinkedIn: https://www.linkedin.com/company/wrkdefined
  • Facebook: https://www.facebook.com/WRKdefined/
  • Twitter (X): https://twitter.com/WRKdefined
  • Substack: https://wrkdefined.substack.com/

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2157 What AI Adoption at ADP Reveals About Employee Experience and Trust with Naomi Lariviere Chief Product Officer, VP Product Management ADP AI is moving quickly from experimentation to everyday use inside large organizations, especially when it comes to employee experience. Adoption alone is no longer the headline. What matters is whether people trust the technology, understand how it is being used, and can see real outcomes tied to that usage. At scale, those questions carry more weight and more risk. In this episode, the focus is on how AI is shaping employee experience at ADP, what widespread adoption actually looks like, and why client trust and transparency are non-negotiable. The conversation centers on technology adoption, proof of value, and why the next year will be critical for separating AI that works from AI that only sounds good. What We Cover AI adoption and employee experience at scale Why trust is foundational to AI use Transparency as a driver of confidence What high usage rates really signal Why proof of impact now matters Key Takeaways: AI adoption is already widespread inside ADP, with 67 percent of the employee base actively using AI tools. That level of usage signals comfort and familiarity, but it also raises expectations around outcomes and accountability. ADP’s scale matters. Paying one in six people in the United States creates a responsibility to deploy AI carefully, consistently, and in ways that protect trust across employees and clients. Client trust is a prerequisite for AI adoption. Without transparency into how AI is used and why decisions are made, confidence erodes quickly, even when the technology performs well. The coming year is a proving ground for AI in HR. Clients are no longer satisfied with potential. They want evidence, success stories, and clear demonstrations that AI is improving the employee experience. Guest: Naomi Lariviere Chief Product Officer, VP Product Management at ADPLinkedIn: https://www.linkedin.com/in/naomilariviere/ Hosts: William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with Us: Site: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/WRKdefinedFacebook: https://www.facebook.com/WRKdefinedTwitter (X): https://twitter.com/WRKdefinedSubstack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices Mon, 22 Dec 2025 11:30:00 -0000 full WRKdefined Why transparency and proof now matter more than promises AI is moving quickly from experimentation to everyday use inside large organizations, especially when it comes to employee experience. Adoption alone is no longer the headline. What matters is whether people trust the technology, understand how it is being used, and can see real outcomes tied to that usage. At scale, those questions carry more weight and more risk. In this episode, the focus is on how AI is shaping employee experience at ADP, what widespread adoption actually looks like, and why client trust and transparency are non-negotiable. The conversation centers on technology adoption, proof of value, and why the next year will be critical for separating AI that works from AI that only sounds good. What We Cover AI adoption and employee experience at scale Why trust is foundational to AI use Transparency as a driver of confidence What high usage rates really signal Why proof of impact now matters Key Takeaways: AI adoption is already widespread inside ADP, with 67 percent of the employee base actively using AI tools. That level of usage signals comfort and familiarity, but it also raises expectations around outcomes and accountability. ADP’s scale matters. Paying one in six people in the United States creates a responsibility to deploy AI carefully, consistently, and in ways that protect trust across employees and clients. Client trust is a prerequisite for AI adoption. Without transparency into how AI is used and why decisions are made, confidence erodes quickly, even when the technology performs well. The coming year is a proving ground for AI in HR. Clients are no longer satisfied with potential. They want evidence, success stories, and clear demonstrations that AI is improving the employee experience. Guest: Naomi Lariviere Chief Product Officer, VP Product Management at ADPLinkedIn: https://www.linkedin.com/in/naomilariviere/ Hosts: William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with Us: Site: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/WRKdefinedFacebook: https://www.facebook.com/WRKdefinedTwitter (X): https://twitter.com/WRKdefinedSubstack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices AI is moving quickly from experimentation to everyday use inside large organizations, especially when it comes to employee experience. Adoption alone is no longer the headline. What matters is whether people trust the technology, understand how it is being used, and can see real outcomes tied to that usage. At scale, those questions carry more weight and more risk.

In this episode, the focus is on how AI is shaping employee experience at ADP, what widespread adoption actually looks like, and why client trust and transparency are non-negotiable. The conversation centers on technology adoption, proof of value, and why the next year will be critical for separating AI that works from AI that only sounds good.

What We Cover

  • AI adoption and employee experience at scale
  • Why trust is foundational to AI use
  • Transparency as a driver of confidence
  • What high usage rates really signal
  • Why proof of impact now matters


Key Takeaways:

  • AI adoption is already widespread inside ADP, with 67 percent of the employee base actively using AI tools. That level of usage signals comfort and familiarity, but it also raises expectations around outcomes and accountability.
  • ADP’s scale matters. Paying one in six people in the United States creates a responsibility to deploy AI carefully, consistently, and in ways that protect trust across employees and clients.
  • Client trust is a prerequisite for AI adoption. Without transparency into how AI is used and why decisions are made, confidence erodes quickly, even when the technology performs well.
  • The coming year is a proving ground for AI in HR. Clients are no longer satisfied with potential. They want evidence, success stories, and clear demonstrations that AI is improving the employee experience.


Guest:

Naomi Lariviere Chief Product Officer, VP Product Management at ADP
LinkedIn: https://www.linkedin.com/in/naomilariviere/


Hosts:

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


Connect with Us:

Site: http://www.wrkdefined.com
TikTok: https://www.tiktok.com/@wrkdefined
LinkedIn: https://www.linkedin.com/company/WRKdefined
Facebook: https://www.facebook.com/WRKdefined
Twitter (X): https://twitter.com/WRKdefined
Substack: https://wrkdefined.substack.com/

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2487 How Recruiters and Hiring Managers are Rethinking Quality, Collaboration, and Technology with Indeed Hiring teams are surrounded by AI tools, but many still aren’t sure what’s actually helping and what’s just noise. The real tension right now isn’t whether AI belongs in hiring. It’s how it gets used, who understands it, and whether it’s improving outcomes or just increasing volume. In this episode, William Tincup sits down with Heidi Laki from Indeed to talk about what’s changing inside recruiting teams. They dig into the gap between recruiters and hiring managers, why quality of hire matters more than ever, and how AI can surface talent that traditional filters miss. The conversation lands on a simple truth. Technology should handle the repetitive work so humans can focus on judgment, collaboration, and better decisions. What We Cover Where AI is actually showing up in hiring today Why hiring managers struggle to trust and understand AI tools The shift from applicant volume to quality of hire Hiring as a collaborative, shared responsibility Screening candidates in instead of screening them out How AI can uncover non-traditional talent Balancing automation with human judgment Key Takeaways AI is already embedded in hiring workflows, but adoption doesn’t equal understanding. Many hiring managers use AI-powered tools without knowing how decisions are being made, which creates mistrust and misuse. Recruiting is moving away from volume-driven success metrics. The focus is shifting toward quality of hire, long-term fit, and outcomes that matter to the business, not just filled reqs. Hiring works best as a team sport. Recruiters, hiring managers, and technology need to operate together, not in silos, to make better decisions faster. AI is most valuable when it handles rote, repetitive tasks. That frees humans to do what machines can’t—apply judgment, creativity, and context to hiring decisions. Screening candidates in, rather than defaulting to screening out, opens access to adaptable talent that may not fit traditional profiles but can succeed with the right support. This episode is sponsored by Indeed And features a conversation around Career Scout and Talent Scout, two tools designed to support job seekers and employers through smarter matching, interview preparation, and more efficient hiring. Learn more Talent Scout here: http://indeed.com/talentscout Learn more about Career Scout here: http://indeed.com/careerscout Chapters: 00:00 – Why AI in hiring feels both exciting and confusing 03:03 – Where AI is actually being used today 06:07 – The trust gap between hiring managers and AI tools 08:57 – Moving from applicant volume to hiring quality 11:57 – What hiring managers need but don’t always get 14:58 – Why recruiting only works as a team effort 17:55 – What AI should do versus what humans must do 19:42 – Getting comfortable with new hiring technology 22:44 – AI’s real role in talent acquisition 25:13 – Customizing hiring instead of forcing templates 29:33 – Collaboration as a hiring advantage 33:45 – Rethinking how talent is discovered 36:05 – Screening in candidates for better outcomes 39:36 – How AI is reshaping the future of work 43:52 – Adaptability as the new hiring currency Guest InformationHeidi Laki, Senior Product Director, AI AgentsWebsite: https://www.indeed.comLinkedIn: https://www.linkedin.com/in/heidilaki/ Host and Network LinksWilliam Tincup LinkedIn: https://www.linkedin.com/in/tincup/Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with UsSite: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/WRKdefinedFacebook: https://www.facebook.com/WRKdefinedTwitter (X): https://twitter.com/WRKdefinedSubstack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 16 Dec 2025 20:29:00 -0000 full WRKdefined Navigating the AI Hiring Landscape Hiring teams are surrounded by AI tools, but many still aren’t sure what’s actually helping and what’s just noise. The real tension right now isn’t whether AI belongs in hiring. It’s how it gets used, who understands it, and whether it’s improving outcomes or just increasing volume. In this episode, William Tincup sits down with Heidi Laki from Indeed to talk about what’s changing inside recruiting teams. They dig into the gap between recruiters and hiring managers, why quality of hire matters more than ever, and how AI can surface talent that traditional filters miss. The conversation lands on a simple truth. Technology should handle the repetitive work so humans can focus on judgment, collaboration, and better decisions. What We Cover Where AI is actually showing up in hiring today Why hiring managers struggle to trust and understand AI tools The shift from applicant volume to quality of hire Hiring as a collaborative, shared responsibility Screening candidates in instead of screening them out How AI can uncover non-traditional talent Balancing automation with human judgment Key Takeaways AI is already embedded in hiring workflows, but adoption doesn’t equal understanding. Many hiring managers use AI-powered tools without knowing how decisions are being made, which creates mistrust and misuse. Recruiting is moving away from volume-driven success metrics. The focus is shifting toward quality of hire, long-term fit, and outcomes that matter to the business, not just filled reqs. Hiring works best as a team sport. Recruiters, hiring managers, and technology need to operate together, not in silos, to make better decisions faster. AI is most valuable when it handles rote, repetitive tasks. That frees humans to do what machines can’t—apply judgment, creativity, and context to hiring decisions. Screening candidates in, rather than defaulting to screening out, opens access to adaptable talent that may not fit traditional profiles but can succeed with the right support. This episode is sponsored by Indeed And features a conversation around Career Scout and Talent Scout, two tools designed to support job seekers and employers through smarter matching, interview preparation, and more efficient hiring. Learn more Talent Scout here: http://indeed.com/talentscout Learn more about Career Scout here: http://indeed.com/careerscout Chapters: 00:00 – Why AI in hiring feels both exciting and confusing 03:03 – Where AI is actually being used today 06:07 – The trust gap between hiring managers and AI tools 08:57 – Moving from applicant volume to hiring quality 11:57 – What hiring managers need but don’t always get 14:58 – Why recruiting only works as a team effort 17:55 – What AI should do versus what humans must do 19:42 – Getting comfortable with new hiring technology 22:44 – AI’s real role in talent acquisition 25:13 – Customizing hiring instead of forcing templates 29:33 – Collaboration as a hiring advantage 33:45 – Rethinking how talent is discovered 36:05 – Screening in candidates for better outcomes 39:36 – How AI is reshaping the future of work 43:52 – Adaptability as the new hiring currency Guest InformationHeidi Laki, Senior Product Director, AI AgentsWebsite: https://www.indeed.comLinkedIn: https://www.linkedin.com/in/heidilaki/ Host and Network LinksWilliam Tincup LinkedIn: https://www.linkedin.com/in/tincup/Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with UsSite: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/WRKdefinedFacebook: https://www.facebook.com/WRKdefinedTwitter (X): https://twitter.com/WRKdefinedSubstack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices Hiring teams are surrounded by AI tools, but many still aren’t sure what’s actually helping and what’s just noise. The real tension right now isn’t whether AI belongs in hiring. It’s how it gets used, who understands it, and whether it’s improving outcomes or just increasing volume.

In this episode, William Tincup sits down with Heidi Laki from Indeed to talk about what’s changing inside recruiting teams. They dig into the gap between recruiters and hiring managers, why quality of hire matters more than ever, and how AI can surface talent that traditional filters miss. The conversation lands on a simple truth. Technology should handle the repetitive work so humans can focus on judgment, collaboration, and better decisions.


What We Cover

Where AI is actually showing up in hiring today

Why hiring managers struggle to trust and understand AI tools

The shift from applicant volume to quality of hire

Hiring as a collaborative, shared responsibility

Screening candidates in instead of screening them out

How AI can uncover non-traditional talent

Balancing automation with human judgment


Key Takeaways

  • AI is already embedded in hiring workflows, but adoption doesn’t equal understanding. Many hiring managers use AI-powered tools without knowing how decisions are being made, which creates mistrust and misuse.
  • Recruiting is moving away from volume-driven success metrics. The focus is shifting toward quality of hire, long-term fit, and outcomes that matter to the business, not just filled reqs.
  • Hiring works best as a team sport. Recruiters, hiring managers, and technology need to operate together, not in silos, to make better decisions faster.
  • AI is most valuable when it handles rote, repetitive tasks. That frees humans to do what machines can’t—apply judgment, creativity, and context to hiring decisions.
  • Screening candidates in, rather than defaulting to screening out, opens access to adaptable talent that may not fit traditional profiles but can succeed with the right support.

This episode is sponsored by Indeed

And features a conversation around Career Scout and Talent Scout, two tools designed to support job seekers and employers through smarter matching, interview preparation, and more efficient hiring.

Learn more Talent Scout here: http://indeed.com/talentscout

Learn more about Career Scout here: http://indeed.com/careerscout

Chapters:

00:00 – Why AI in hiring feels both exciting and confusing

03:03 – Where AI is actually being used today

06:07 – The trust gap between hiring managers and AI tools

08:57 – Moving from applicant volume to hiring quality

11:57 – What hiring managers need but don’t always get

14:58 – Why recruiting only works as a team effort

17:55 – What AI should do versus what humans must do

19:42 – Getting comfortable with new hiring technology

22:44 – AI’s real role in talent acquisition

25:13 – Customizing hiring instead of forcing templates

29:33 – Collaboration as a hiring advantage

33:45 – Rethinking how talent is discovered

36:05 – Screening in candidates for better outcomes

39:36 – How AI is reshaping the future of work

43:52 – Adaptability as the new hiring currency


Guest Information
Heidi Laki, Senior Product Director, AI Agents
Website: https://www.indeed.com
LinkedIn: https://www.linkedin.com/in/heidilaki/


Host and Network Links
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/


Connect with UsSite: http://www.wrkdefined.com
TikTok: https://www.tiktok.com/@wrkdefined
LinkedIn: https://www.linkedin.com/company/WRKdefined
Facebook: https://www.facebook.com/WRKdefined
Twitter (X): https://twitter.com/WRKdefined
Substack: https://wrkdefined.substack.com/



Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2926 Indeed’s AI Strategy: Rebuilding the Broken Job Search (WRKdefined) Why does the job search feel broken, and can AI actually fix it? In this episode of WRKdefined, William Tincup and Ryan Leary sit down with David Lane, VP of Product Management at Indeed, to pull back the curtain on how the world’s largest job site is using AI to fight "hiring anxiety" and ghosting. The Shift to Career Scout: How Indeed is moving from a static job board to an AI-guided career assistant. What You’ll Learn About the Future of Hiring: The "Quiet" Labor Market: Why quit rates are down and what "hiring hesitation" means for your 2026 talent strategy. AI Career Scout & Talent Scout: A deep dive into Indeed’s new tools for interview prep, job discovery, and smarter matching. Ending the Ghosting Epidemic: How AI is being used to bridge the communication gap between candidates and employers. Data Privacy vs. Personalization: Why trust is the new prerequisite for AI-driven job matching. This episode is sponsored by Indeed and features a conversation around Career Scout and Talent Scout, two tools designed to support job seekers and employers through smarter matching, interview preparation, and a more efficient hiring process. Learn more Talent Scout here: http://indeed.com/talentscout Learn more about Career Scout here: http://indeed.com/careerscout Timestamps00:00 Why job seekers feel stuck right now02:48 Slower hiring and rising caution05:54 How AI is changing job opportunities09:03 Career Scout and practical tools for job seekers11:53 What’s coming next in job search technology18:46 How job seeking is evolving20:26 Data privacy and candidate preferences22:33 Voice and conversational job applications24:37 Reintroducing human connection in hiring27:36 Using AI to improve candidate experience30:01 Addressing the communication gap33:15 Simplifying the application experience34:52 How job matching continues to change Guest InformationDavid Lane, VP of Product Management, IndeedWebsite: https://www.indeed.comLinkedIn: https://www.linkedin.com/in/david-lane-a37778/ Host and Network LinksWilliam Tincup LinkedIn: https://www.linkedin.com/in/tincup/Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Want more insights on the Future of Work? Join 1M+ listeners and subscribe to the WRKdefined Newsletter for weekly executive briefings: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 16 Dec 2025 17:22:00 -0000 full WRKdefined AI, anxiety, and the real reasons candidates feel stuck right now Why does the job search feel broken, and can AI actually fix it? In this episode of WRKdefined, William Tincup and Ryan Leary sit down with David Lane, VP of Product Management at Indeed, to pull back the curtain on how the world’s largest job site is using AI to fight "hiring anxiety" and ghosting. The Shift to Career Scout: How Indeed is moving from a static job board to an AI-guided career assistant. What You’ll Learn About the Future of Hiring: The "Quiet" Labor Market: Why quit rates are down and what "hiring hesitation" means for your 2026 talent strategy. AI Career Scout & Talent Scout: A deep dive into Indeed’s new tools for interview prep, job discovery, and smarter matching. Ending the Ghosting Epidemic: How AI is being used to bridge the communication gap between candidates and employers. Data Privacy vs. Personalization: Why trust is the new prerequisite for AI-driven job matching. This episode is sponsored by Indeed and features a conversation around Career Scout and Talent Scout, two tools designed to support job seekers and employers through smarter matching, interview preparation, and a more efficient hiring process. Learn more Talent Scout here: http://indeed.com/talentscout Learn more about Career Scout here: http://indeed.com/careerscout Timestamps00:00 Why job seekers feel stuck right now02:48 Slower hiring and rising caution05:54 How AI is changing job opportunities09:03 Career Scout and practical tools for job seekers11:53 What’s coming next in job search technology18:46 How job seeking is evolving20:26 Data privacy and candidate preferences22:33 Voice and conversational job applications24:37 Reintroducing human connection in hiring27:36 Using AI to improve candidate experience30:01 Addressing the communication gap33:15 Simplifying the application experience34:52 How job matching continues to change Guest InformationDavid Lane, VP of Product Management, IndeedWebsite: https://www.indeed.comLinkedIn: https://www.linkedin.com/in/david-lane-a37778/ Host and Network LinksWilliam Tincup LinkedIn: https://www.linkedin.com/in/tincup/Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Want more insights on the Future of Work? Join 1M+ listeners and subscribe to the WRKdefined Newsletter for weekly executive briefings: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices Why does the job search feel broken, and can AI actually fix it?

In this episode of WRKdefined, William Tincup and Ryan Leary sit down with David Lane, VP of Product Management at Indeed, to pull back the curtain on how the world’s largest job site is using AI to fight "hiring anxiety" and ghosting.

The Shift to Career Scout: How Indeed is moving from a static job board to an AI-guided career assistant.

What You’ll Learn About the Future of Hiring:

  • The "Quiet" Labor Market: Why quit rates are down and what "hiring hesitation" means for your 2026 talent strategy.
  • AI Career Scout & Talent Scout: A deep dive into Indeed’s new tools for interview prep, job discovery, and smarter matching.
  • Ending the Ghosting Epidemic: How AI is being used to bridge the communication gap between candidates and employers.
  • Data Privacy vs. Personalization: Why trust is the new prerequisite for AI-driven job matching.

This episode is sponsored by Indeed and features a conversation around Career Scout and Talent Scout, two tools designed to support job seekers and employers through smarter matching, interview preparation, and a more efficient hiring process.


Learn more Talent Scout here: http://indeed.com/talentscout

Learn more about Career Scout here: http://indeed.com/careerscout


Timestamps
00:00 Why job seekers feel stuck right now
02:48 Slower hiring and rising caution
05:54 How AI is changing job opportunities
09:03 Career Scout and practical tools for job seekers
11:53 What’s coming next in job search technology
18:46 How job seeking is evolving
20:26 Data privacy and candidate preferences
22:33 Voice and conversational job applications
24:37 Reintroducing human connection in hiring
27:36 Using AI to improve candidate experience
30:01 Addressing the communication gap
33:15 Simplifying the application experience
34:52 How job matching continues to change


Guest Information
David Lane, VP of Product Management, Indeed
Website: https://www.indeed.com
LinkedIn: https://www.linkedin.com/in/david-lane-a37778/


Host and Network Links
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/


Want more insights on the Future of Work? Join 1M+ listeners and subscribe to the WRKdefined Newsletter for weekly executive briefings: https://wrkdefined.substack.com/

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2353 Project Equinox: How Plum Helped a Health System Rethink Talent From the Ground Up In this episode we talk about skills, healthcare talent, community hiring, psychometrics, and workforce equity. A major health system needed a new way to hire in a Chicago neighborhood where life expectancy was thirty years below the national average. Instead of waiting for candidates to come to them, they built Project Equinox and took Plum’s assessment tech straight into the community. What started as a college and early career idea turned into a pathway for people who never pictured themselves working in healthcare to find real, durable roles where they actually thrive. Key Takeaways Plum opened the door for people who never saw themselves as healthcare workers Durable skills like communication, innovation, and execution predicted success better than degrees The health system used Plum outside the ATS to engage people before they ever applied Project Equinox targeted a Chicago community with a thirty year life expectancy gap A mobile recruitment van equipped with Plum and VR met people where they already were Candidates could explore roles through VR without entering a hospitalOver 200 community members were assessed in the first year across two major events Many hires came from people who weren’t looking and didn’t think they were qualified Plum gave candidates personal insight and validation about where they naturally thrive Retention improved because hires were matched on behavior and potential, not resumes Psychometric data helped build trust in a community that historically mistrusted healthcare systems Companies underestimate how many people can succeed in non degree roles when matched well Chapters 00:00 Who is Plum?01:50 Advocate Health overview03:10 The life expectancy crisis in Chicago04:45 Project Equinox is born06:00 How Melissa and Caitlin met08:55 Early career idea turns into community hiring strategy10:00 Why durable skills matter12:00 Opening the aperture beyond resumes13:40 Moving Plum outside the ATS15:30 Matching talent before they apply17:00 Lessons from Scotiabank18:40 Opening doors in low income communities20:20 Building trust and confidence in new roles21:15 The recruitment van and VR23:10 Why traditional job fairs fail24:00 Plum’s candidate owned data model26:00 On ramps, potential, and future hiring29:00 Matching behavior to job success31:00 Real stories from Project Equinox33:00 The impact of 200 new candidates Guest Info Melissa Le, VP Talent Acquisition, Advocate HealthLinkedIn: https://www.linkedin.com/in/melissa-le-3495a516/ Caitlin MacGregor, CEO and Co Founder, PlumWebsite: https://www.plum.ioLinkedIn: https://www.linkedin.com/in/caitlinmacgregor/ Connect with us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social networkSite: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/wrkdefinedFacebook: https://www.facebook.com/WRKdefined/Twitter (X): https://twitter.com/WRKdefined Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 25 Nov 2025 21:30:00 -0000 full WRKdefined How a Chicago neighborhood turned a hiring experiment into a talent pipeline. In this episode we talk about skills, healthcare talent, community hiring, psychometrics, and workforce equity. A major health system needed a new way to hire in a Chicago neighborhood where life expectancy was thirty years below the national average. Instead of waiting for candidates to come to them, they built Project Equinox and took Plum’s assessment tech straight into the community. What started as a college and early career idea turned into a pathway for people who never pictured themselves working in healthcare to find real, durable roles where they actually thrive. Key Takeaways Plum opened the door for people who never saw themselves as healthcare workers Durable skills like communication, innovation, and execution predicted success better than degrees The health system used Plum outside the ATS to engage people before they ever applied Project Equinox targeted a Chicago community with a thirty year life expectancy gap A mobile recruitment van equipped with Plum and VR met people where they already were Candidates could explore roles through VR without entering a hospitalOver 200 community members were assessed in the first year across two major events Many hires came from people who weren’t looking and didn’t think they were qualified Plum gave candidates personal insight and validation about where they naturally thrive Retention improved because hires were matched on behavior and potential, not resumes Psychometric data helped build trust in a community that historically mistrusted healthcare systems Companies underestimate how many people can succeed in non degree roles when matched well Chapters 00:00 Who is Plum?01:50 Advocate Health overview03:10 The life expectancy crisis in Chicago04:45 Project Equinox is born06:00 How Melissa and Caitlin met08:55 Early career idea turns into community hiring strategy10:00 Why durable skills matter12:00 Opening the aperture beyond resumes13:40 Moving Plum outside the ATS15:30 Matching talent before they apply17:00 Lessons from Scotiabank18:40 Opening doors in low income communities20:20 Building trust and confidence in new roles21:15 The recruitment van and VR23:10 Why traditional job fairs fail24:00 Plum’s candidate owned data model26:00 On ramps, potential, and future hiring29:00 Matching behavior to job success31:00 Real stories from Project Equinox33:00 The impact of 200 new candidates Guest Info Melissa Le, VP Talent Acquisition, Advocate HealthLinkedIn: https://www.linkedin.com/in/melissa-le-3495a516/ Caitlin MacGregor, CEO and Co Founder, PlumWebsite: https://www.plum.ioLinkedIn: https://www.linkedin.com/in/caitlinmacgregor/ Connect with us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social networkSite: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/wrkdefinedFacebook: https://www.facebook.com/WRKdefined/Twitter (X): https://twitter.com/WRKdefined Learn more about your ad choices. Visit megaphone.fm/adchoices In this episode we talk about skills, healthcare talent, community hiring, psychometrics, and workforce equity. A major health system needed a new way to hire in a Chicago neighborhood where life expectancy was thirty years below the national average. Instead of waiting for candidates to come to them, they built Project Equinox and took Plum’s assessment tech straight into the community. What started as a college and early career idea turned into a pathway for people who never pictured themselves working in healthcare to find real, durable roles where they actually thrive.


Key Takeaways

  • Plum opened the door for people who never saw themselves as healthcare workers

  • Durable skills like communication, innovation, and execution predicted success better than degrees

  • The health system used Plum outside the ATS to engage people before they ever applied

  • Project Equinox targeted a Chicago community with a thirty year life expectancy gap

  • A mobile recruitment van equipped with Plum and VR met people where they already were

  • Candidates could explore roles through VR without entering a hospital
    Over 200 community members were assessed in the first year across two major events

  • Many hires came from people who weren’t looking and didn’t think they were qualified

  • Plum gave candidates personal insight and validation about where they naturally thrive

  • Retention improved because hires were matched on behavior and potential, not resumes

  • Psychometric data helped build trust in a community that historically mistrusted healthcare systems

  • Companies underestimate how many people can succeed in non degree roles when matched well

Chapters

00:00 Who is Plum?
01:50 Advocate Health overview
03:10 The life expectancy crisis in Chicago
04:45 Project Equinox is born
06:00 How Melissa and Caitlin met
08:55 Early career idea turns into community hiring strategy
10:00 Why durable skills matter
12:00 Opening the aperture beyond resumes
13:40 Moving Plum outside the ATS
15:30 Matching talent before they apply
17:00 Lessons from Scotiabank
18:40 Opening doors in low income communities
20:20 Building trust and confidence in new roles
21:15 The recruitment van and VR
23:10 Why traditional job fairs fail
24:00 Plum’s candidate owned data model
26:00 On ramps, potential, and future hiring
29:00 Matching behavior to job success
31:00 Real stories from Project Equinox
33:00 The impact of 200 new candidates


Guest Info

Melissa Le, VP Talent Acquisition, Advocate Health
LinkedIn: https://www.linkedin.com/in/melissa-le-3495a516/

Caitlin MacGregor, CEO and Co Founder, Plum
Website: https://www.plum.io
LinkedIn: https://www.linkedin.com/in/caitlinmacgregor/


Connect with us

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


Connect with WRKdefined on your favorite social network
Site: http://www.wrkdefined.com
TikTok: https://www.tiktok.com/@wrkdefined
LinkedIn: https://www.linkedin.com/company/wrkdefined
Facebook: https://www.facebook.com/WRKdefined/
Twitter (X): https://twitter.com/WRKdefined

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2273 How ABM Industries Uses AI To Support 100,000 Frontline Workers In this episode we talk about frontline work, safety, AI agents, employee experience, and the tech strategy behind keeping 100,000 workers informed, supported, and confident on the job. Trilok Manchanila from ABM breaks down how AI is changing everything from PTO visibility to multilingual policies to safety alerts that actually prevent incidents. This is real-world AI. Practical. High stakes. And already moving the needle. We discussed: Frontline employees need instant answers, not call-center delays. ABM supports 100,000 workers who serve clients onsite every day. AI agents remove friction by giving PTO, policy, and benefits info instantly. Safety alerts are personalized and triggered by real-world conditions. Standardization is the quiet power move. Every worker gets the same info, same time. Multilingual capabilities eliminate translation delays and increase trust. Retention improves when workers feel supported, not confused. AI reduces ambiguity for workers who represent ABM inside client spaces. Orchestrated AI agents provide the biggest value so far. Choosing the wrong SI partner creates long-term mistrust and slows innovation. Employee confidence and client satisfaction both improve with better guidance. Safety is the next frontier where AI will rewrite the entire playbook. This episode was recorded live at ⁠Oracle AI World 2025⁠ as part of a leadership series defining the world of work and AI Chapters: 00:18 Live at Oracle AI World 00:32 Getting an MBA in AI this week 01:16 Technology and business strategy aligning in real time 02:17 AI evolution outpacing traditional adoption cycles 03:03 People are here to actually learn 04:02 Everyone is talking about AI, not the conference 05:00 Why people feel personally invested in AI problems 05:27 Trilok introduces himself and ABM 06:10 Aligning tech strategy with business strategy 06:35 How fast AI expectations are shifting 07:12 Choosing between LLMs, custom builds, and agents 07:54 Finding the right partner (and what happens if you pick wrong) 09:32 The failure modes companies overlook 10:24 Why mistrust ruins future innovation 11:12 How Oracle’s leadership builds confidence 12:48 ABM’s frontline workforce and mission 13:28 AI for safety guidance and situational alerts 14:26 2 percent of workers calling about PTO equals call-center chaos 15:05 Policy clarity and standardized answers across locations 16:18 How AI changes the employee-client conversation 17:57 Real numbers: retention is improving 18:54 Translation used to take weeks. Now it’s instant. 19:52 Why equality of information builds employee confidence 20:53 Early signs of frontline empowerment 22:12 Safety improvements and future opportunities 24:06 Where AI will drive the biggest gains in the next two years Guest Info Trilok Manchanila, VP Enterprise Architecture and Data, ABM Industries LinkedIn: https://www.linkedin.com/in/trilok-manchinila-54b3244/ Connect with us William Tincup Linked://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn://www.linkedin.com/in/ryanleary/ Connect with WRKdefined Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices Wed, 19 Nov 2025 13:10:00 -0000 full WRKdefined A live Oracle AI World conversation on how AI is reshaping frontline work at massive scale. In this episode we talk about frontline work, safety, AI agents, employee experience, and the tech strategy behind keeping 100,000 workers informed, supported, and confident on the job. Trilok Manchanila from ABM breaks down how AI is changing everything from PTO visibility to multilingual policies to safety alerts that actually prevent incidents. This is real-world AI. Practical. High stakes. And already moving the needle. We discussed: Frontline employees need instant answers, not call-center delays. ABM supports 100,000 workers who serve clients onsite every day. AI agents remove friction by giving PTO, policy, and benefits info instantly. Safety alerts are personalized and triggered by real-world conditions. Standardization is the quiet power move. Every worker gets the same info, same time. Multilingual capabilities eliminate translation delays and increase trust. Retention improves when workers feel supported, not confused. AI reduces ambiguity for workers who represent ABM inside client spaces. Orchestrated AI agents provide the biggest value so far. Choosing the wrong SI partner creates long-term mistrust and slows innovation. Employee confidence and client satisfaction both improve with better guidance. Safety is the next frontier where AI will rewrite the entire playbook. This episode was recorded live at ⁠Oracle AI World 2025⁠ as part of a leadership series defining the world of work and AI Chapters: 00:18 Live at Oracle AI World 00:32 Getting an MBA in AI this week 01:16 Technology and business strategy aligning in real time 02:17 AI evolution outpacing traditional adoption cycles 03:03 People are here to actually learn 04:02 Everyone is talking about AI, not the conference 05:00 Why people feel personally invested in AI problems 05:27 Trilok introduces himself and ABM 06:10 Aligning tech strategy with business strategy 06:35 How fast AI expectations are shifting 07:12 Choosing between LLMs, custom builds, and agents 07:54 Finding the right partner (and what happens if you pick wrong) 09:32 The failure modes companies overlook 10:24 Why mistrust ruins future innovation 11:12 How Oracle’s leadership builds confidence 12:48 ABM’s frontline workforce and mission 13:28 AI for safety guidance and situational alerts 14:26 2 percent of workers calling about PTO equals call-center chaos 15:05 Policy clarity and standardized answers across locations 16:18 How AI changes the employee-client conversation 17:57 Real numbers: retention is improving 18:54 Translation used to take weeks. Now it’s instant. 19:52 Why equality of information builds employee confidence 20:53 Early signs of frontline empowerment 22:12 Safety improvements and future opportunities 24:06 Where AI will drive the biggest gains in the next two years Guest Info Trilok Manchanila, VP Enterprise Architecture and Data, ABM Industries LinkedIn: https://www.linkedin.com/in/trilok-manchinila-54b3244/ Connect with us William Tincup Linked://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn://www.linkedin.com/in/ryanleary/ Connect with WRKdefined Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices In this episode we talk about frontline work, safety, AI agents, employee experience, and the tech strategy behind keeping 100,000 workers informed, supported, and confident on the job. Trilok Manchanila from ABM breaks down how AI is changing everything from PTO visibility to multilingual policies to safety alerts that actually prevent incidents. This is real-world AI. Practical. High stakes. And already moving the needle.


We discussed:

  • Frontline employees need instant answers, not call-center delays.
  • ABM supports 100,000 workers who serve clients onsite every day.
  • AI agents remove friction by giving PTO, policy, and benefits info instantly.
  • Safety alerts are personalized and triggered by real-world conditions.
  • Standardization is the quiet power move. Every worker gets the same info, same time.
  • Multilingual capabilities eliminate translation delays and increase trust.
  • Retention improves when workers feel supported, not confused.
  • AI reduces ambiguity for workers who represent ABM inside client spaces.
  • Orchestrated AI agents provide the biggest value so far.
  • Choosing the wrong SI partner creates long-term mistrust and slows innovation.
  • Employee confidence and client satisfaction both improve with better guidance.
  • Safety is the next frontier where AI will rewrite the entire playbook.

This episode was recorded live at ⁠Oracle AI World 2025⁠ as part of a leadership series defining the world of work and AI Chapters:

00:18 Live at Oracle AI World

00:32 Getting an MBA in AI this week

01:16 Technology and business strategy aligning in real time

02:17 AI evolution outpacing traditional adoption cycles

03:03 People are here to actually learn

04:02 Everyone is talking about AI, not the conference

05:00 Why people feel personally invested in AI problems

05:27 Trilok introduces himself and ABM

06:10 Aligning tech strategy with business strategy

06:35 How fast AI expectations are shifting

07:12 Choosing between LLMs, custom builds, and agents

07:54 Finding the right partner (and what happens if you pick wrong)

09:32 The failure modes companies overlook

10:24 Why mistrust ruins future innovation

11:12 How Oracle’s leadership builds confidence

12:48 ABM’s frontline workforce and mission

13:28 AI for safety guidance and situational alerts

14:26 2 percent of workers calling about PTO equals call-center chaos

15:05 Policy clarity and standardized answers across locations

16:18 How AI changes the employee-client conversation

17:57 Real numbers: retention is improving

18:54 Translation used to take weeks. Now it’s instant.

19:52 Why equality of information builds employee confidence

20:53 Early signs of frontline empowerment

22:12 Safety improvements and future opportunities

24:06 Where AI will drive the biggest gains in the next two years



Guest Info

Trilok Manchanila, VP Enterprise Architecture and Data, ABM Industries

LinkedIn: https://www.linkedin.com/in/trilok-manchinila-54b3244/


Connect with us

William Tincup Linked://www.linkedin.com/in/tincup/

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


Connect with WRKdefined

Site: http://www.wrkdefined.com

TikTok: https://www.tiktok.com/@wrkdefined

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

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

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

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

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 1712 Inside Oracle’s New Career Coach: How AI Is Rewriting Recruiting In this episode we talk about generative AI, talent acquisition, candidate experience, workflow design, and how Oracle is pushing recruiting into the next era. Nagaraj Nadendala, SVP/GM Product Development breaks down the thinking behind Career Coach, why the industry needed a reset, and what it means for recruiters who are nervous about AI. This one hits on memory, scale, model choices, and the messy reality of matching people to work. What we discussed: AI is shifting from “extra help” to the core workflow for candidates and recruiters. Career Coach is built to mimic the real multi-turn discovery recruiters used to do manually. Memory is the unlock, allowing consistent candidate experience from first touch to interview. Recruiters don’t hate AI. They hate dealing with 1,000 unqualified applicants. Scale is the real bottleneck and AI finally cracks it. Good recruiters stay relevant by coming prepared and using AI as an amplifier. Customers want control over their models based on compliance and governance. Different models give different experiences, so Oracle lets customers choose. Candidate frustration and recruiter frustration both fed into the creation of Career Coach. Adoption is the real metric to watch in 2025. The real blockers inside companies aren’t recruiters. They’re governance committees. AI helps recruiters focus on the conversations that actually matter. This episode was recorded live at ⁠Oracle AI World 2025⁠ as part of a leadership series defining the world of work and AI Chapters: 00:00 Live at Oracle AI World 00:27 Event energy and why this year feels different 01:34 Introducing Nagaraj 02:00 His role and connection to Taleo 03:51 Why Career Coach exists 04:40 Memory and candidate interaction 06:00 What good recruiters actually do 06:30 Candidate and recruiter frustration 07:38 Building challenges and model selection 08:58 Handling drift and customer-chosen models 09:55 How recruiters should think about AI 10:52 The horse-and-buggy moment 11:56 What success looks like in 2026 12:59 The reality of internal adoption hurdles Guest Info: Nagaraj Nadendla, SVP/GM Product Development Oracle LinkedIn: https://www.linkedin.com/in/nagarajnadendla/ Connect with us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 18 Nov 2025 11:31:00 -0000 A live conversation from Oracle AI World on where recruiting tech is heading next. full WRKdefined In this episode we talk about generative AI, talent acquisition, candidate experience, workflow design, and how Oracle is pushing recruiting into the next era. Nagaraj Nadendala, SVP/GM Product Development breaks down the thinking behind Career Coach, why the industry needed a reset, and what it means for recruiters who are nervous about AI. This one hits on memory, scale, model choices, and the messy reality of matching people to work. What we discussed: AI is shifting from “extra help” to the core workflow for candidates and recruiters. Career Coach is built to mimic the real multi-turn discovery recruiters used to do manually. Memory is the unlock, allowing consistent candidate experience from first touch to interview. Recruiters don’t hate AI. They hate dealing with 1,000 unqualified applicants. Scale is the real bottleneck and AI finally cracks it. Good recruiters stay relevant by coming prepared and using AI as an amplifier. Customers want control over their models based on compliance and governance. Different models give different experiences, so Oracle lets customers choose. Candidate frustration and recruiter frustration both fed into the creation of Career Coach. Adoption is the real metric to watch in 2025. The real blockers inside companies aren’t recruiters. They’re governance committees. AI helps recruiters focus on the conversations that actually matter. This episode was recorded live at ⁠Oracle AI World 2025⁠ as part of a leadership series defining the world of work and AI Chapters: 00:00 Live at Oracle AI World 00:27 Event energy and why this year feels different 01:34 Introducing Nagaraj 02:00 His role and connection to Taleo 03:51 Why Career Coach exists 04:40 Memory and candidate interaction 06:00 What good recruiters actually do 06:30 Candidate and recruiter frustration 07:38 Building challenges and model selection 08:58 Handling drift and customer-chosen models 09:55 How recruiters should think about AI 10:52 The horse-and-buggy moment 11:56 What success looks like in 2026 12:59 The reality of internal adoption hurdles Guest Info: Nagaraj Nadendla, SVP/GM Product Development Oracle LinkedIn: https://www.linkedin.com/in/nagarajnadendla/ Connect with us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices In this episode we talk about generative AI, talent acquisition, candidate experience, workflow design, and how Oracle is pushing recruiting into the next era. Nagaraj Nadendala, SVP/GM Product Development breaks down the thinking behind Career Coach, why the industry needed a reset, and what it means for recruiters who are nervous about AI. This one hits on memory, scale, model choices, and the messy reality of matching people to work.

What we discussed:

  • AI is shifting from “extra help” to the core workflow for candidates and recruiters.
  • Career Coach is built to mimic the real multi-turn discovery recruiters used to do manually.
  • Memory is the unlock, allowing consistent candidate experience from first touch to interview.
  • Recruiters don’t hate AI. They hate dealing with 1,000 unqualified applicants.
  • Scale is the real bottleneck and AI finally cracks it.
  • Good recruiters stay relevant by coming prepared and using AI as an amplifier.
  • Customers want control over their models based on compliance and governance.
  • Different models give different experiences, so Oracle lets customers choose.
  • Candidate frustration and recruiter frustration both fed into the creation of Career Coach.
  • Adoption is the real metric to watch in 2025.
  • The real blockers inside companies aren’t recruiters. They’re governance committees.
  • AI helps recruiters focus on the conversations that actually matter.

This episode was recorded live at ⁠Oracle AI World 2025⁠ as part of a leadership series defining the world of work and AI Chapters: 00:00 Live at Oracle AI World 00:27 Event energy and why this year feels different 01:34 Introducing Nagaraj 02:00 His role and connection to Taleo 03:51 Why Career Coach exists 04:40 Memory and candidate interaction 06:00 What good recruiters actually do 06:30 Candidate and recruiter frustration 07:38 Building challenges and model selection 08:58 Handling drift and customer-chosen models 09:55 How recruiters should think about AI 10:52 The horse-and-buggy moment 11:56 What success looks like in 2026 12:59 The reality of internal adoption hurdles Guest Info:

Nagaraj Nadendla, SVP/GM Product Development Oracle

LinkedIn: https://www.linkedin.com/in/nagarajnadendla/

Connect with us

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


Connect with WRKdefined Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 944 Why AI Is Changing HR Faster Than Anyone Expected In this episode we talk about HR tech, automation, employee experience, sentiment, and workflow design. We sat down with Hubert from Quest Diagnostics live at Oracle AI World and got into the guts of what 56,000 employees really need from HR systems today. This one hits everything from AI-powered scheduling to performance reviews to the messy, very human side of employee sentiment. It’s practical, honest, and grounded in what real teams face every day. Here's what we covered: AI is finally giving HR a chance to get ahead instead of catching up. Employees aren’t reading PDFs anymore. They’re asking questions and expecting answers instantly. Quest’s 56,000 employees create huge pressure on ticketing, sentiment, and service quality. Performance reviews suffer from human bias and memory. AI fixes that. Scheduling at scale is broken without automation and rules-based fairness. Frontline teams need systems that respect their time and availability. Employee surveys every quarter will reveal the real impact of automation next year. Change management matters more in HR than almost any other function. Healthcare adds a deeper mission layer that shapes how tech gets adopted. Sentiment analysis during support conversations is an untapped opportunity. Managers with 30 direct reports need automation so they can actually lead. AI is becoming a second brain for service centers, not a replacement. This episode was recorded live at Oracle AI World 2025 as part of a leadership series defining the world of work and AI Chapters:00:24 Live at Oracle AI World01:01 Event energy and why this crowd feels different01:35 Hubert talks about why AI feels like a turning point02:15 Why HR is finally ready for real change02:56 What Hubert does at Quest03:28 Rolling out new HR modules and AI tools04:26 The shift from PDFs to conversational workflows05:10 How employees actually search for answers now06:24 Paystub agents, call centers, and reducing support load07:24 Tracking sentiment and service quality08:30 Help desk automation and ticket summaries10:07 The performance review problem11:04 How AI can remove bias and jog managers’ memory12:30 Oracle scheduling rollout and why it matters13:54 Shift fairness and hourly worker expectations16:20 Engagement, surveys, and 2025 expectations17:56 Culture, values, and healthcare’s mission19:06 Why speed and accuracy matter in patient-facing work19:55 Wrapping with humor and German honesty Connect with us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices Mon, 17 Nov 2025 19:05:00 -0000 full WRKdefined A live conversation from Oracle AI World about how AI is reshaping HR one workflow at a time. In this episode we talk about HR tech, automation, employee experience, sentiment, and workflow design. We sat down with Hubert from Quest Diagnostics live at Oracle AI World and got into the guts of what 56,000 employees really need from HR systems today. This one hits everything from AI-powered scheduling to performance reviews to the messy, very human side of employee sentiment. It’s practical, honest, and grounded in what real teams face every day. Here's what we covered: AI is finally giving HR a chance to get ahead instead of catching up. Employees aren’t reading PDFs anymore. They’re asking questions and expecting answers instantly. Quest’s 56,000 employees create huge pressure on ticketing, sentiment, and service quality. Performance reviews suffer from human bias and memory. AI fixes that. Scheduling at scale is broken without automation and rules-based fairness. Frontline teams need systems that respect their time and availability. Employee surveys every quarter will reveal the real impact of automation next year. Change management matters more in HR than almost any other function. Healthcare adds a deeper mission layer that shapes how tech gets adopted. Sentiment analysis during support conversations is an untapped opportunity. Managers with 30 direct reports need automation so they can actually lead. AI is becoming a second brain for service centers, not a replacement. This episode was recorded live at Oracle AI World 2025 as part of a leadership series defining the world of work and AI Chapters:00:24 Live at Oracle AI World01:01 Event energy and why this crowd feels different01:35 Hubert talks about why AI feels like a turning point02:15 Why HR is finally ready for real change02:56 What Hubert does at Quest03:28 Rolling out new HR modules and AI tools04:26 The shift from PDFs to conversational workflows05:10 How employees actually search for answers now06:24 Paystub agents, call centers, and reducing support load07:24 Tracking sentiment and service quality08:30 Help desk automation and ticket summaries10:07 The performance review problem11:04 How AI can remove bias and jog managers’ memory12:30 Oracle scheduling rollout and why it matters13:54 Shift fairness and hourly worker expectations16:20 Engagement, surveys, and 2025 expectations17:56 Culture, values, and healthcare’s mission19:06 Why speed and accuracy matter in patient-facing work19:55 Wrapping with humor and German honesty Connect with us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices In this episode we talk about HR tech, automation, employee experience, sentiment, and workflow design. We sat down with Hubert from Quest Diagnostics live at Oracle AI World and got into the guts of what 56,000 employees really need from HR systems today. This one hits everything from AI-powered scheduling to performance reviews to the messy, very human side of employee sentiment. It’s practical, honest, and grounded in what real teams face every day.

Here's what we covered:

  • AI is finally giving HR a chance to get ahead instead of catching up.
  • Employees aren’t reading PDFs anymore. They’re asking questions and expecting answers instantly.
  • Quest’s 56,000 employees create huge pressure on ticketing, sentiment, and service quality.
  • Performance reviews suffer from human bias and memory. AI fixes that.
  • Scheduling at scale is broken without automation and rules-based fairness.
  • Frontline teams need systems that respect their time and availability.
  • Employee surveys every quarter will reveal the real impact of automation next year.
  • Change management matters more in HR than almost any other function.
  • Healthcare adds a deeper mission layer that shapes how tech gets adopted.
  • Sentiment analysis during support conversations is an untapped opportunity.
  • Managers with 30 direct reports need automation so they can actually lead.
  • AI is becoming a second brain for service centers, not a replacement.

This episode was recorded live at Oracle AI World 2025 as part of a leadership series defining the world of work and AI

Chapters:
00:24 Live at Oracle AI World
01:01 Event energy and why this crowd feels different
01:35 Hubert talks about why AI feels like a turning point
02:15 Why HR is finally ready for real change
02:56 What Hubert does at Quest
03:28 Rolling out new HR modules and AI tools
04:26 The shift from PDFs to conversational workflows
05:10 How employees actually search for answers now
06:24 Paystub agents, call centers, and reducing support load
07:24 Tracking sentiment and service quality
08:30 Help desk automation and ticket summaries
10:07 The performance review problem
11:04 How AI can remove bias and jog managers’ memory
12:30 Oracle scheduling rollout and why it matters
13:54 Shift fairness and hourly worker expectations
16:20 Engagement, surveys, and 2025 expectations
17:56 Culture, values, and healthcare’s mission
19:06 Why speed and accuracy matter in patient-facing work
19:55 Wrapping with humor and German honesty Connect with us

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


Connect with WRKdefined on your favorite social network Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 1361 No Real-Time Org Chart? Then You Don’t Actually Care About Winning Most companies walk into annual planning blind. They’re scrambling through spreadsheets, missing critical skill signals, and making high-impact decisions without a clear view of their own organization. The result is predictable: reorgs fail, plans stall, and HR gets blamed for problems that start with bad visibility, not bad leadership. In this episode we talk about workforce planning, data visibility, org structure, reorg failures, skill depth, and why spreadsheets keep undermining teams that should be operating on real insight – not rows and cells. Tom breaks down where planning goes sideways, what HR is missing, and how organizations can finally get ahead of 2026 instead of reacting to it. Key Takeaways Almost half of HR leaders say they don’t have clear visibility into their org. Seventy percent of reorgs fail, which shows how broken most planning processes are. Ninety-eight percent of HR teams still run planning through spreadsheets. HR isn’t the problem. The tooling is. Companies miss critical skills because they plan person to person instead of position to position. Single-threaded knowledge points make organizations fragile. Inconsistent data lenses lead to inconsistent talent decisions. Planning should be continuous, not a once-a-year fire drill. The first COVID-era RIF exposed how dangerous planning without visibility can be. Managers can’t see skill impact or team fallout when they plan in rows and columns. The real value is in the conversation, but teams never get there because they’re stuck gathering data. As organizations evolve, HR’s job is no longer reactive, it’s about building the future. But how can you lead when you don’t have a clear view of your structure, roles, and gaps? Are you prepared for 2026? Take a look at your OrgChart. Chapters 00:00 The real visibility gap inside organizations02:00 Why reorgs fail more than they succeed04:00 HR’s Excel addiction06:00 Why talent decisions fall apart10:00 Annual planning vs continuous planning13:00 Making planning fun and interactive16:00 How missing skills break orgs20:00 The danger of fragmented data25:00 RIF mistakes and blind spots30:00 Planning through the lens of positions34:00 Future-proofing and organizational readiness40:00 Where companies should start in 2026 Guest Info Tom McCarty, CEO, The OrgChartLinkedIn: https://www.linkedin.com/in/tom-mccarty-1b28762/ Connect with us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network Site: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/wrkdefinedFacebook: https://www.facebook.com/WRKdefined/Twitter (X): https://twitter.com/WRKdefined OrgChart partners with the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Wed, 12 Nov 2025 13:10:00 -0000 full WRKdefined Stop guessing about your people and start leading with real visibility. Most companies walk into annual planning blind. They’re scrambling through spreadsheets, missing critical skill signals, and making high-impact decisions without a clear view of their own organization. The result is predictable: reorgs fail, plans stall, and HR gets blamed for problems that start with bad visibility, not bad leadership. In this episode we talk about workforce planning, data visibility, org structure, reorg failures, skill depth, and why spreadsheets keep undermining teams that should be operating on real insight – not rows and cells. Tom breaks down where planning goes sideways, what HR is missing, and how organizations can finally get ahead of 2026 instead of reacting to it. Key Takeaways Almost half of HR leaders say they don’t have clear visibility into their org. Seventy percent of reorgs fail, which shows how broken most planning processes are. Ninety-eight percent of HR teams still run planning through spreadsheets. HR isn’t the problem. The tooling is. Companies miss critical skills because they plan person to person instead of position to position. Single-threaded knowledge points make organizations fragile. Inconsistent data lenses lead to inconsistent talent decisions. Planning should be continuous, not a once-a-year fire drill. The first COVID-era RIF exposed how dangerous planning without visibility can be. Managers can’t see skill impact or team fallout when they plan in rows and columns. The real value is in the conversation, but teams never get there because they’re stuck gathering data. As organizations evolve, HR’s job is no longer reactive, it’s about building the future. But how can you lead when you don’t have a clear view of your structure, roles, and gaps? Are you prepared for 2026? Take a look at your OrgChart. Chapters 00:00 The real visibility gap inside organizations02:00 Why reorgs fail more than they succeed04:00 HR’s Excel addiction06:00 Why talent decisions fall apart10:00 Annual planning vs continuous planning13:00 Making planning fun and interactive16:00 How missing skills break orgs20:00 The danger of fragmented data25:00 RIF mistakes and blind spots30:00 Planning through the lens of positions34:00 Future-proofing and organizational readiness40:00 Where companies should start in 2026 Guest Info Tom McCarty, CEO, The OrgChartLinkedIn: https://www.linkedin.com/in/tom-mccarty-1b28762/ Connect with us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network Site: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/wrkdefinedFacebook: https://www.facebook.com/WRKdefined/Twitter (X): https://twitter.com/WRKdefined OrgChart partners with the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Most companies walk into annual planning blind. They’re scrambling through spreadsheets, missing critical skill signals, and making high-impact decisions without a clear view of their own organization. The result is predictable: reorgs fail, plans stall, and HR gets blamed for problems that start with bad visibility, not bad leadership.

In this episode we talk about workforce planning, data visibility, org structure, reorg failures, skill depth, and why spreadsheets keep undermining teams that should be operating on real insight – not rows and cells. Tom breaks down where planning goes sideways, what HR is missing, and how organizations can finally get ahead of 2026 instead of reacting to it.

Key Takeaways

  • Almost half of HR leaders say they don’t have clear visibility into their org.

  • Seventy percent of reorgs fail, which shows how broken most planning processes are.

  • Ninety-eight percent of HR teams still run planning through spreadsheets.

  • HR isn’t the problem. The tooling is.

  • Companies miss critical skills because they plan person to person instead of position to position.

  • Single-threaded knowledge points make organizations fragile.

  • Inconsistent data lenses lead to inconsistent talent decisions.

  • Planning should be continuous, not a once-a-year fire drill.

  • The first COVID-era RIF exposed how dangerous planning without visibility can be.

  • Managers can’t see skill impact or team fallout when they plan in rows and columns.

  • The real value is in the conversation, but teams never get there because they’re stuck gathering data.

As organizations evolve, HR’s job is no longer reactive, it’s about building the future. But how can you lead when you don’t have a clear view of your structure, roles, and gaps? Are you prepared for 2026? Take a look at your OrgChart.

Chapters

00:00 The real visibility gap inside organizations
02:00 Why reorgs fail more than they succeed
04:00 HR’s Excel addiction
06:00 Why talent decisions fall apart
10:00 Annual planning vs continuous planning
13:00 Making planning fun and interactive
16:00 How missing skills break orgs
20:00 The danger of fragmented data
25:00 RIF mistakes and blind spots
30:00 Planning through the lens of positions
34:00 Future-proofing and organizational readiness
40:00 Where companies should start in 2026

Guest Info

Tom McCarty, CEO, The OrgChart
LinkedIn: https://www.linkedin.com/in/tom-mccarty-1b28762/

Connect with us

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

Connect with WRKdefined on your favorite social network

Site: http://www.wrkdefined.com
TikTok: https://www.tiktok.com/@wrkdefined
LinkedIn: https://www.linkedin.com/company/wrkdefined
Facebook: https://www.facebook.com/WRKdefined/
Twitter (X): https://twitter.com/WRKdefined


OrgChart partners with the WRKdefined Podcast Network

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2707 From Data Flow to Talent Flow: How AI Is Rewriting Work AI is shifting from assistant to operator. Which means the future of work is less about tasks and more about flow. Talent flow. Data flow. Decision flow. We sit down with Steve O’Brien to unpack what happens when intelligence becomes active in the workplace, and why the next evolution of leadership comes down to trust, clarity, and the courage to let AI run where it wins. In this episode we talk about agentic AI, workforce design, and what it really takes to evolve from managing people to orchestrating humans plus intelligent systems. We explore how CIOs and CHROs are finally colliding around data and workflow decisions, why adoption will lag hype, and why human oversight will stay central even as AI output gets scary good. If you want a clear view into the next chapter of talent and technology, this one hits. Key themes we dig into Why AI output can surpass human creativity when humans steer it Talent leaders moving from headcount management to agent oversight Trust as the make-or-break variable for AI adoption Where CIO and CHRO priorities merge in real time Why data flow is the real battlefield in modern HR tech Managing intelligent systems like team members, not tools Human creativity as the spark, not the full fire Why adoption will be slower, smarter, and people-sensitive The new leadership edge: seeing the system, not just the role Guest Info Steve O'Brien, SVP, People Solutions & Workforce Analytics, Global HR Connect with Steve on LinkedIn here. Connect with us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network Site: ⁠http://www.wrkdefined.com⁠ TikTok: ⁠https://www.tiktok.com/@wrkdefined⁠ LinkedIn: ⁠https://www.linkedin.com/company/wrkdefined⁠ Facebook: ⁠https://www.facebook.com/WRKdefined/⁠ Twitter (X): ⁠https://twitter.com/WRKdefined⁠ Substack: ⁠https://wrkdefined.substack.com/⁠  This episode is sponsored by Rival. Hiring today requires you to do more than just post and pray. Teams need outbound muscle, a tech stack that supports teams, not slows them down, and a great experience from offer to day one productivity. From helping you find talent, launching them quickly, to supporting their development, Rival makes work flow.     Learn more about your ad choices. Visit megaphone.fm/adchoices Thu, 30 Oct 2025 16:00:00 -0000 How agentic AI, trust, and data unlock a new era of talent performance. full WRKdefined How agentic AI, trust, and data unlock a new era of talent performance. AI is shifting from assistant to operator. Which means the future of work is less about tasks and more about flow. Talent flow. Data flow. Decision flow. We sit down with Steve O’Brien to unpack what happens when intelligence becomes active in the workplace, and why the next evolution of leadership comes down to trust, clarity, and the courage to let AI run where it wins. In this episode we talk about agentic AI, workforce design, and what it really takes to evolve from managing people to orchestrating humans plus intelligent systems. We explore how CIOs and CHROs are finally colliding around data and workflow decisions, why adoption will lag hype, and why human oversight will stay central even as AI output gets scary good. If you want a clear view into the next chapter of talent and technology, this one hits. Key themes we dig into Why AI output can surpass human creativity when humans steer it Talent leaders moving from headcount management to agent oversight Trust as the make-or-break variable for AI adoption Where CIO and CHRO priorities merge in real time Why data flow is the real battlefield in modern HR tech Managing intelligent systems like team members, not tools Human creativity as the spark, not the full fire Why adoption will be slower, smarter, and people-sensitive The new leadership edge: seeing the system, not just the role Guest Info Steve O'Brien, SVP, People Solutions & Workforce Analytics, Global HR Connect with Steve on LinkedIn here. Connect with us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network Site: ⁠http://www.wrkdefined.com⁠ TikTok: ⁠https://www.tiktok.com/@wrkdefined⁠ LinkedIn: ⁠https://www.linkedin.com/company/wrkdefined⁠ Facebook: ⁠https://www.facebook.com/WRKdefined/⁠ Twitter (X): ⁠https://twitter.com/WRKdefined⁠ Substack: ⁠https://wrkdefined.substack.com/⁠  This episode is sponsored by Rival. Hiring today requires you to do more than just post and pray. Teams need outbound muscle, a tech stack that supports teams, not slows them down, and a great experience from offer to day one productivity. From helping you find talent, launching them quickly, to supporting their development, Rival makes work flow.     Learn more about your ad choices. Visit megaphone.fm/adchoices AI is shifting from assistant to operator. Which means the future of work is less about tasks and more about flow. Talent flow. Data flow. Decision flow. We sit down with Steve O’Brien to unpack what happens when intelligence becomes active in the workplace, and why the next evolution of leadership comes down to trust, clarity, and the courage to let AI run where it wins.

In this episode we talk about agentic AI, workforce design, and what it really takes to evolve from managing people to orchestrating humans plus intelligent systems. We explore how CIOs and CHROs are finally colliding around data and workflow decisions, why adoption will lag hype, and why human oversight will stay central even as AI output gets scary good. If you want a clear view into the next chapter of talent and technology, this one hits.

Key themes we dig into

  • Why AI output can surpass human creativity when humans steer it
  • Talent leaders moving from headcount management to agent oversight
  • Trust as the make-or-break variable for AI adoption
  • Where CIO and CHRO priorities merge in real time
  • Why data flow is the real battlefield in modern HR tech
  • Managing intelligent systems like team members, not tools
  • Human creativity as the spark, not the full fire
  • Why adoption will be slower, smarter, and people-sensitive
  • The new leadership edge: seeing the system, not just the role

Guest Info

Steve O'Brien, SVP, People Solutions & Workforce Analytics, Global HR

Connect with Steve on LinkedIn here.

Connect with us
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/


Connect with WRKdefined on your favorite social network

  • Site: ⁠http://www.wrkdefined.com⁠
  • TikTok: ⁠https://www.tiktok.com/@wrkdefined⁠
  • LinkedIn: ⁠https://www.linkedin.com/company/wrkdefined⁠
  • Facebook: ⁠https://www.facebook.com/WRKdefined/⁠
  • Twitter (X): ⁠https://twitter.com/WRKdefined⁠
  • Substack: ⁠https://wrkdefined.substack.com/⁠

 This episode is sponsored by Rival. Hiring today requires you to do more than just post and pray. Teams need outbound muscle, a tech stack that supports teams, not slows them down, and a great experience from offer to day one productivity. From helping you find talent, launching them quickly, to supporting their development, Rival makes work flow.    

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2767 Employee Experience vs. Happiness: What Leaders Need to Know Post-COVID What does it really mean to create a brilliant employee experience? We sit down with Kalifa Oliver, executive advisor and author of I Think I Love My Job, to unpack how organizations can move beyond perks and buzzwords to deliver what employees actually need. In this episode we talk about the difference between employee experience and happiness, how communication breaks down inside organizations, and why leadership accountability matters more than ever in a post-COVID workplace. Khalifa also shares insights from her book, including the role of dissent in driving innovation and why organizations often reward toxic behavior without realizing it. Executives, HR leaders, and managers will walk away with practical takeaways on communication, accountability, and designing workplaces where people can truly thrive. Key Takeaways➡ Employee experience must be intentionally designed, not just “happiness.”➡ Leaders are responsible for setting employees up for success.➡ COVID-19 reshaped workplace expectations and culture permanently.➡ Listening is the most underrated leadership skill.➡ Dissent and disagreement fuel innovation when managed effectively.➡ Many organizations still reward toxic behaviors without realizing it.➡ Employees want clarity, support, and a chance to contribute meaningfully.➡ Everyone deserves a brilliant employee experience. Chapters00:00 – Who is Kalifa Oliver02:50 – The Importance of Employee Experience05:50 – Communication and Listening in Organizations08:54 – The Impact of COVID-19 on Work Culture12:00 – The Journey to Writing the Book14:47 – Understanding Employee Experience vs. Happiness17:52 – The Role of Leadership in Employee Experience20:58 – Dissent and Innovation in the Workplace23:58 – Creating a Positive Work Environment Connect with our Guest Kalifa Oliver: https://www.linkedin.com/in/kalifaoliver/Get the book: I Think I Love My Job – https://www.kalifaoliver.com/ Connect with us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Site: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/wrkdefinedFacebook: https://www.facebook.com/WRKdefined/Twitter (X): https://twitter.com/WRKdefinedSubstack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices Mon, 15 Sep 2025 19:07:00 -0000 full WRKdefined Exploring employee experience, leadership, and communication in a post-COVID workplace. What does it really mean to create a brilliant employee experience? We sit down with Kalifa Oliver, executive advisor and author of I Think I Love My Job, to unpack how organizations can move beyond perks and buzzwords to deliver what employees actually need. In this episode we talk about the difference between employee experience and happiness, how communication breaks down inside organizations, and why leadership accountability matters more than ever in a post-COVID workplace. Khalifa also shares insights from her book, including the role of dissent in driving innovation and why organizations often reward toxic behavior without realizing it. Executives, HR leaders, and managers will walk away with practical takeaways on communication, accountability, and designing workplaces where people can truly thrive. Key Takeaways➡ Employee experience must be intentionally designed, not just “happiness.”➡ Leaders are responsible for setting employees up for success.➡ COVID-19 reshaped workplace expectations and culture permanently.➡ Listening is the most underrated leadership skill.➡ Dissent and disagreement fuel innovation when managed effectively.➡ Many organizations still reward toxic behaviors without realizing it.➡ Employees want clarity, support, and a chance to contribute meaningfully.➡ Everyone deserves a brilliant employee experience. Chapters00:00 – Who is Kalifa Oliver02:50 – The Importance of Employee Experience05:50 – Communication and Listening in Organizations08:54 – The Impact of COVID-19 on Work Culture12:00 – The Journey to Writing the Book14:47 – Understanding Employee Experience vs. Happiness17:52 – The Role of Leadership in Employee Experience20:58 – Dissent and Innovation in the Workplace23:58 – Creating a Positive Work Environment Connect with our Guest Kalifa Oliver: https://www.linkedin.com/in/kalifaoliver/Get the book: I Think I Love My Job – https://www.kalifaoliver.com/ Connect with us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Site: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/wrkdefinedFacebook: https://www.facebook.com/WRKdefined/Twitter (X): https://twitter.com/WRKdefinedSubstack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices What does it really mean to create a brilliant employee experience? We sit down with Kalifa Oliver, executive advisor and author of I Think I Love My Job, to unpack how organizations can move beyond perks and buzzwords to deliver what employees actually need.

In this episode we talk about the difference between employee experience and happiness, how communication breaks down inside organizations, and why leadership accountability matters more than ever in a post-COVID workplace. Khalifa also shares insights from her book, including the role of dissent in driving innovation and why organizations often reward toxic behavior without realizing it.

Executives, HR leaders, and managers will walk away with practical takeaways on communication, accountability, and designing workplaces where people can truly thrive.


Key Takeaways
➡ Employee experience must be intentionally designed, not just “happiness.”
➡ Leaders are responsible for setting employees up for success.
➡ COVID-19 reshaped workplace expectations and culture permanently.
➡ Listening is the most underrated leadership skill.
➡ Dissent and disagreement fuel innovation when managed effectively.
➡ Many organizations still reward toxic behaviors without realizing it.
➡ Employees want clarity, support, and a chance to contribute meaningfully.
➡ Everyone deserves a brilliant employee experience.


Chapters
00:00 – Who is Kalifa Oliver
02:50 – The Importance of Employee Experience
05:50 – Communication and Listening in Organizations
08:54 – The Impact of COVID-19 on Work Culture
12:00 – The Journey to Writing the Book
14:47 – Understanding Employee Experience vs. Happiness
17:52 – The Role of Leadership in Employee Experience
20:58 – Dissent and Innovation in the Workplace
23:58 – Creating a Positive Work Environment


Connect with our Guest
Kalifa Oliver: https://www.linkedin.com/in/kalifaoliver/
Get the book: I Think I Love My Job – https://www.kalifaoliver.com/


Connect with us
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/
Site: http://www.wrkdefined.com
TikTok: https://www.tiktok.com/@wrkdefined
LinkedIn: https://www.linkedin.com/company/wrkdefined
Facebook: https://www.facebook.com/WRKdefined/
Twitter (X): https://twitter.com/WRKdefined
Substack: https://wrkdefined.substack.com/

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2337 Burnout, Bias, and Broken Trust: Employ's 2025 Jobseeker Nation Report Job seekers aren’t playing games in 2025. Between AI, inflation, and ghosted applications, candidates are demanding better. We sat down with Stephanie Manzelli to unpack the latest Job Seeker Nation Report and why it’s more than just stats—it’s a warning sign. From broken trust to burnout, this conversation dives deep into how recruitment is being redefined. In this episode we talk about how AI is changing the hiring experience, why transparency isn’t optional anymore, and what employers can do to rebuild trust before talent walks out the door. Key Takeaways ➡ 57% of job seekers expect to hear back within 3 days of applying—slow comms kill trust. ➡ Only 28% of candidates think salaries are keeping up with inflation. ➡ 77% are fine being recorded during interviews—privacy concerns are shifting. ➡ 85% are open to leaving even if they’re “happy.” Retention isn’t just about satisfaction. ➡ Loyalty is no longer a given—workers are prioritizing self-preservation. ➡ Compensation transparency is table stakes, not a perk. ➡ Burnout is fueling job searches even more than bad bosses. ➡ AI is becoming an accepted tool—especially when it improves fairness. ➡ Candidates would rather hear bad news than be ghosted. ➡ Employer branding means nothing without follow-through and clarity. ➡ Re-engaging past candidates isn’t just smart—it’s expected now. ➡ Technology is fine, but without a human element, it still falls flat. Chapters 00:00 – Who is Stephanie Manzelli? 04:57 – Candidate Expectations and the Role of Technology 08:04 – Compensation Trends and Perceptions 11:06 – The Impact of Inflation on Salary Expectations 14:07 – The Role of AI in Interviews and Candidate Experience 17:54 – The Value of Reconnecting with Past Candidates 20:15 – Setting Clear Expectations in Hiring 21:31 – The Importance of Transparency in Employer Branding 26:17 – Balancing Human Connection and Technology in Recruitment 30:38 – The Shift in Employee Loyalty and Job Satisfaction 33:59 – Understanding Burnout and Its Impact on Job Searches Connect with our guest: Stephanie Manzelli, Chief People Officer at Employ: https://www.linkedin.com/in/stephmanzelli/ Connect with us William Tincup LinkedIn: ⁠https://www.linkedin.com/in/tincup/⁠ Ryan Leary LinkedIn: ⁠https://www.linkedin.com/in/ryanleary/⁠ Connect with WRKdefined on your favorite social network Site: ⁠http://www.wrkdefined.com⁠ TikTok: ⁠https://www.tiktok.com/@wrkdefined⁠ LinkedIn: ⁠https://www.linkedin.com/company/wrkdefined⁠ Facebook: ⁠https://www.facebook.com/WRKdefined/⁠ Twitter (X): ⁠https://twitter.com/WRKdefined⁠ Substack: ⁠https://wrkdefined.substack.com/⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices Wed, 16 Jul 2025 13:45:00 -0000 full WRKdefined Job seekers aren’t playing games in 2025. Between AI, inflation, and ghosted applications, candidates are demanding better. We sat down with Stephanie Manzelli to unpack the latest Job Seeker Nation Report and why it’s more than just stats—it’s a warning sign. From broken trust to burnout, this conversation dives deep into how recruitment is being redefined. In this episode we talk about how AI is changing the hiring experience, why transparency isn’t optional anymore, and what employers can do to rebuild trust before talent walks out the door. Key Takeaways ➡ 57% of job seekers expect to hear back within 3 days of applying—slow comms kill trust. ➡ Only 28% of candidates think salaries are keeping up with inflation. ➡ 77% are fine being recorded during interviews—privacy concerns are shifting. ➡ 85% are open to leaving even if they’re “happy.” Retention isn’t just about satisfaction. ➡ Loyalty is no longer a given—workers are prioritizing self-preservation. ➡ Compensation transparency is table stakes, not a perk. ➡ Burnout is fueling job searches even more than bad bosses. ➡ AI is becoming an accepted tool—especially when it improves fairness. ➡ Candidates would rather hear bad news than be ghosted. ➡ Employer branding means nothing without follow-through and clarity. ➡ Re-engaging past candidates isn’t just smart—it’s expected now. ➡ Technology is fine, but without a human element, it still falls flat. Chapters 00:00 – Who is Stephanie Manzelli? 04:57 – Candidate Expectations and the Role of Technology 08:04 – Compensation Trends and Perceptions 11:06 – The Impact of Inflation on Salary Expectations 14:07 – The Role of AI in Interviews and Candidate Experience 17:54 – The Value of Reconnecting with Past Candidates 20:15 – Setting Clear Expectations in Hiring 21:31 – The Importance of Transparency in Employer Branding 26:17 – Balancing Human Connection and Technology in Recruitment 30:38 – The Shift in Employee Loyalty and Job Satisfaction 33:59 – Understanding Burnout and Its Impact on Job Searches Connect with our guest: Stephanie Manzelli, Chief People Officer at Employ: https://www.linkedin.com/in/stephmanzelli/ Connect with us William Tincup LinkedIn: ⁠https://www.linkedin.com/in/tincup/⁠ Ryan Leary LinkedIn: ⁠https://www.linkedin.com/in/ryanleary/⁠ Connect with WRKdefined on your favorite social network Site: ⁠http://www.wrkdefined.com⁠ TikTok: ⁠https://www.tiktok.com/@wrkdefined⁠ LinkedIn: ⁠https://www.linkedin.com/company/wrkdefined⁠ Facebook: ⁠https://www.facebook.com/WRKdefined/⁠ Twitter (X): ⁠https://twitter.com/WRKdefined⁠ Substack: ⁠https://wrkdefined.substack.com/⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices Job seekers aren’t playing games in 2025. Between AI, inflation, and ghosted applications, candidates are demanding better. We sat down with Stephanie Manzelli to unpack the latest Job Seeker Nation Report and why it’s more than just stats—it’s a warning sign. From broken trust to burnout, this conversation dives deep into how recruitment is being redefined.


In this episode we talk about how AI is changing the hiring experience, why transparency isn’t optional anymore, and what employers can do to rebuild trust before talent walks out the door.


Key Takeaways

➡ 57% of job seekers expect to hear back within 3 days of applying—slow comms kill trust.

➡ Only 28% of candidates think salaries are keeping up with inflation.

➡ 77% are fine being recorded during interviews—privacy concerns are shifting.

➡ 85% are open to leaving even if they’re “happy.” Retention isn’t just about satisfaction.

➡ Loyalty is no longer a given—workers are prioritizing self-preservation.

➡ Compensation transparency is table stakes, not a perk.

➡ Burnout is fueling job searches even more than bad bosses.

➡ AI is becoming an accepted tool—especially when it improves fairness.

➡ Candidates would rather hear bad news than be ghosted.

➡ Employer branding means nothing without follow-through and clarity.

➡ Re-engaging past candidates isn’t just smart—it’s expected now.

➡ Technology is fine, but without a human element, it still falls flat.


Chapters

00:00 – Who is Stephanie Manzelli?

04:57 – Candidate Expectations and the Role of Technology

08:04 – Compensation Trends and Perceptions

11:06 – The Impact of Inflation on Salary Expectations

14:07 – The Role of AI in Interviews and Candidate Experience

17:54 – The Value of Reconnecting with Past Candidates

20:15 – Setting Clear Expectations in Hiring

21:31 – The Importance of Transparency in Employer Branding

26:17 – Balancing Human Connection and Technology in Recruitment

30:38 – The Shift in Employee Loyalty and Job Satisfaction

33:59 – Understanding Burnout and Its Impact on Job Searches


Connect with our guest:

Stephanie Manzelli, Chief People Officer at Employ: https://www.linkedin.com/in/stephmanzelli/


Connect with us

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

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


Connect with WRKdefined on your favorite social network

Site: ⁠http://www.wrkdefined.com⁠

TikTok: ⁠https://www.tiktok.com/@wrkdefined⁠

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

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

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

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

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2475 Is HR Dead Weight or Your Secret Weapon? Lila Nazef from Neocase on Leadership, and Why Onboarding Is Broken Long COVID might not be top of mind for execs, but its lingering effects tell us everything we need to know about experience in your organization. In this episode we speak with Lila Nazef, VP of Sales and Marketing at Neocase on why HR still isn’t working, how onboarding sets the tone for everything, and what leaders miss when they treat people ops like admin. There’s a real shift happening—from tactical HR to experience-first org design—and companies that miss it will lose the talent war. We dig in on HR experience design, the blurred lines between sales and marketing, leadership mindset shifts, and why technology isn’t the enemy—it’s the excuse. If you’re tired of reactive HR, this episode brings the fire (and a few hard truths). Key Takeaways ➡ ➡ HR still operates like a silo, disconnected from brand and revenue. ➡ Sales = the hunt. Marketing = the ecosystem. Most confuse the two. ➡ Poor onboarding breaks trust before it even starts. ➡ Tech should enhance—not replace—human connection. ➡ The Chief Experience Officer isn’t optional anymore. ➡ Most orgs don’t know how their people feel—that’s the real gap. ➡ Experience isn’t fluffy—it’s a measurable competitive advantage. ➡ Communication is still HR’s biggest blind spot. ➡ Mistakes fuel innovation if leaders stop punishing them. ➡ HR needs a rebrand—from policy enforcer to strategic driver. ➡ You can’t fix broken culture with a tech stack. Chapters 00:00 The Lingering Effects of COVID-19 02:56 Exploring the Value of Organs and Skin 05:57 The Importance of Employee Experience 08:57 Sales vs. Marketing: A Passion for the Hunt 11:57 The Broken HR Experience 14:55 Defining HR Experience and Its Impact 19:49 Seamless Employee Experience 22:02 The Role of Chief Experience Officer 25:48 Transforming HR from Cost Center to Revenue Driver 28:25 Balancing Technology and Human Touch 36:04 Creating Competitive Advantage through Employee Experience 43:41 Embracing Mistakes as a Path to Innovation Connect with our guest: Lila Nazef VP of Sales and Marketing at Neocase: https://www.linkedin.com/in/lila-nazef-hrtech/ Connect with us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 15 Jul 2025 14:09:00 -0000 full WRKdefined Why your HR strategy is more about feelings than policy—and what leaders keep getting wrong. Long COVID might not be top of mind for execs, but its lingering effects tell us everything we need to know about experience in your organization. In this episode we speak with Lila Nazef, VP of Sales and Marketing at Neocase on why HR still isn’t working, how onboarding sets the tone for everything, and what leaders miss when they treat people ops like admin. There’s a real shift happening—from tactical HR to experience-first org design—and companies that miss it will lose the talent war. We dig in on HR experience design, the blurred lines between sales and marketing, leadership mindset shifts, and why technology isn’t the enemy—it’s the excuse. If you’re tired of reactive HR, this episode brings the fire (and a few hard truths). Key Takeaways ➡ ➡ HR still operates like a silo, disconnected from brand and revenue. ➡ Sales = the hunt. Marketing = the ecosystem. Most confuse the two. ➡ Poor onboarding breaks trust before it even starts. ➡ Tech should enhance—not replace—human connection. ➡ The Chief Experience Officer isn’t optional anymore. ➡ Most orgs don’t know how their people feel—that’s the real gap. ➡ Experience isn’t fluffy—it’s a measurable competitive advantage. ➡ Communication is still HR’s biggest blind spot. ➡ Mistakes fuel innovation if leaders stop punishing them. ➡ HR needs a rebrand—from policy enforcer to strategic driver. ➡ You can’t fix broken culture with a tech stack. Chapters 00:00 The Lingering Effects of COVID-19 02:56 Exploring the Value of Organs and Skin 05:57 The Importance of Employee Experience 08:57 Sales vs. Marketing: A Passion for the Hunt 11:57 The Broken HR Experience 14:55 Defining HR Experience and Its Impact 19:49 Seamless Employee Experience 22:02 The Role of Chief Experience Officer 25:48 Transforming HR from Cost Center to Revenue Driver 28:25 Balancing Technology and Human Touch 36:04 Creating Competitive Advantage through Employee Experience 43:41 Embracing Mistakes as a Path to Innovation Connect with our guest: Lila Nazef VP of Sales and Marketing at Neocase: https://www.linkedin.com/in/lila-nazef-hrtech/ Connect with us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices Long COVID might not be top of mind for execs, but its lingering effects tell us everything we need to know about experience in your organization. In this episode we speak with Lila Nazef, VP of Sales and Marketing at Neocase on why HR still isn’t working, how onboarding sets the tone for everything, and what leaders miss when they treat people ops like admin. There’s a real shift happening—from tactical HR to experience-first org design—and companies that miss it will lose the talent war.


We dig in on HR experience design, the blurred lines between sales and marketing, leadership mindset shifts, and why technology isn’t the enemy—it’s the excuse. If you’re tired of reactive HR, this episode brings the fire (and a few hard truths).


Key Takeaways

➡ ➡ HR still operates like a silo, disconnected from brand and revenue.

➡ Sales = the hunt. Marketing = the ecosystem. Most confuse the two.

➡ Poor onboarding breaks trust before it even starts.

➡ Tech should enhance—not replace—human connection.

➡ The Chief Experience Officer isn’t optional anymore.

➡ Most orgs don’t know how their people feel—that’s the real gap.

➡ Experience isn’t fluffy—it’s a measurable competitive advantage.

➡ Communication is still HR’s biggest blind spot.

➡ Mistakes fuel innovation if leaders stop punishing them.

➡ HR needs a rebrand—from policy enforcer to strategic driver.

➡ You can’t fix broken culture with a tech stack.


Chapters

00:00 The Lingering Effects of COVID-19

02:56 Exploring the Value of Organs and Skin

05:57 The Importance of Employee Experience

08:57 Sales vs. Marketing: A Passion for the Hunt

11:57 The Broken HR Experience

14:55 Defining HR Experience and Its Impact

19:49 Seamless Employee Experience

22:02 The Role of Chief Experience Officer

25:48 Transforming HR from Cost Center to Revenue Driver

28:25 Balancing Technology and Human Touch

36:04 Creating Competitive Advantage through Employee Experience

43:41 Embracing Mistakes as a Path to Innovation


Connect with our guest:

Lila Nazef VP of Sales and Marketing at Neocase: https://www.linkedin.com/in/lila-nazef-hrtech/


Connect with us

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

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


Connect with WRKdefined on your favorite social network

Site: http://www.wrkdefined.com

TikTok: https://www.tiktok.com/@wrkdefined

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

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

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

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

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2556 Skills vs. Potential: What Really Matters When Hiring with Randi Seran, VP of People, workrise How do you spot and support high-potential talent before they burn out or walk out? Randi Seran, VP of People at workrise talks about the often-missed signals of employee appreciation, why recognition isn't one-size-fits-all, and how resilience is quietly replacing potential as the new hiring metric. We unpack her hiring playbook and explain why top performers aren’t always your future leaders. Key Takeaways ➡ High potential employees often feel invisible—despite outsized contributions ➡ Not all top performers are high potentials, and that distinction matters ➡ Recognition must be personalized—some want the spotlight, others want quiet acknowledgment ➡ Many high potentials don’t self-identify, making them easy to miss without career promoters ➡ Hiring for potential means looking for passion, curiosity, and discipline—not just a résumé ➡ Resilience is becoming the most valuable trait in today’s talent landscape ➡ Communication is the foundation of trust, especially during change ➡ Feeling undervalued can derail even your most committed employees ➡ Behavioral interview questions reveal more than credentials ever will ➡ A clear, consistent hiring process helps uncover what resumes can't Chapters 00:00 — Who is Randi Seran, VP of People at workrise 03:13 — Understanding High Potential Employees 05:54 — The Impact of Recognition and Appreciation 08:57 — Differentiating High Performers and High Potentials 12:09 — Hiring for Potential vs. Skills 15:00 — The Importance of Resilience in the Workplace 17:58 — Building Trust Through Communication 20:57 — Personal Experiences of Feeling Undervalued 23:56 — Randi's Ideal Hiring Process Connect with our guest: Randi Seran, VP of People at workrise: https://www.linkedin.com/in/randi-seran-sphr-4239682 Connect with us William Tincup LinkedIn: ⁠https://www.linkedin.com/in/tincup/⁠ Ryan Leary LinkedIn: ⁠https://www.linkedin.com/in/ryanleary/⁠ Connect with WRKdefined on your favorite social network Site: ⁠http://www.wrkdefined.com⁠ TikTok: ⁠https://www.tiktok.com/@wrkdefined⁠ LinkedIn: ⁠https://www.linkedin.com/company/wrkdefined⁠ Facebook: ⁠https://www.facebook.com/WRKdefined/⁠ Twitter (X): ⁠https://twitter.com/WRKdefined⁠ Substack: ⁠https://wrkdefined.substack.com/⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices Mon, 07 Jul 2025 19:55:00 -0000 full WRKdefined How do you spot and support high-potential talent before they burn out or walk out? Randi Seran, VP of People at workrise talks about the often-missed signals of employee appreciation, why recognition isn't one-size-fits-all, and how resilience is quietly replacing potential as the new hiring metric. We unpack her hiring playbook and explain why top performers aren’t always your future leaders. Key Takeaways ➡ High potential employees often feel invisible—despite outsized contributions ➡ Not all top performers are high potentials, and that distinction matters ➡ Recognition must be personalized—some want the spotlight, others want quiet acknowledgment ➡ Many high potentials don’t self-identify, making them easy to miss without career promoters ➡ Hiring for potential means looking for passion, curiosity, and discipline—not just a résumé ➡ Resilience is becoming the most valuable trait in today’s talent landscape ➡ Communication is the foundation of trust, especially during change ➡ Feeling undervalued can derail even your most committed employees ➡ Behavioral interview questions reveal more than credentials ever will ➡ A clear, consistent hiring process helps uncover what resumes can't Chapters 00:00 — Who is Randi Seran, VP of People at workrise 03:13 — Understanding High Potential Employees 05:54 — The Impact of Recognition and Appreciation 08:57 — Differentiating High Performers and High Potentials 12:09 — Hiring for Potential vs. Skills 15:00 — The Importance of Resilience in the Workplace 17:58 — Building Trust Through Communication 20:57 — Personal Experiences of Feeling Undervalued 23:56 — Randi's Ideal Hiring Process Connect with our guest: Randi Seran, VP of People at workrise: https://www.linkedin.com/in/randi-seran-sphr-4239682 Connect with us William Tincup LinkedIn: ⁠https://www.linkedin.com/in/tincup/⁠ Ryan Leary LinkedIn: ⁠https://www.linkedin.com/in/ryanleary/⁠ Connect with WRKdefined on your favorite social network Site: ⁠http://www.wrkdefined.com⁠ TikTok: ⁠https://www.tiktok.com/@wrkdefined⁠ LinkedIn: ⁠https://www.linkedin.com/company/wrkdefined⁠ Facebook: ⁠https://www.facebook.com/WRKdefined/⁠ Twitter (X): ⁠https://twitter.com/WRKdefined⁠ Substack: ⁠https://wrkdefined.substack.com/⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices How do you spot and support high-potential talent before they burn out or walk out? Randi Seran, VP of People at workrise talks about the often-missed signals of employee appreciation, why recognition isn't one-size-fits-all, and how resilience is quietly replacing potential as the new hiring metric.


We unpack her hiring playbook and explain why top performers aren’t always your future leaders.


Key Takeaways


➡ High potential employees often feel invisible—despite outsized contributions

➡ Not all top performers are high potentials, and that distinction matters

➡ Recognition must be personalized—some want the spotlight, others want quiet acknowledgment

➡ Many high potentials don’t self-identify, making them easy to miss without career promoters

➡ Hiring for potential means looking for passion, curiosity, and discipline—not just a résumé

➡ Resilience is becoming the most valuable trait in today’s talent landscape

➡ Communication is the foundation of trust, especially during change

➡ Feeling undervalued can derail even your most committed employees

➡ Behavioral interview questions reveal more than credentials ever will

➡ A clear, consistent hiring process helps uncover what resumes can't


Chapters

00:00 — Who is Randi Seran, VP of People at workrise

03:13 — Understanding High Potential Employees

05:54 — The Impact of Recognition and Appreciation

08:57 — Differentiating High Performers and High Potentials

12:09 — Hiring for Potential vs. Skills

15:00 — The Importance of Resilience in the Workplace

17:58 — Building Trust Through Communication

20:57 — Personal Experiences of Feeling Undervalued

23:56 — Randi's Ideal Hiring Process


Connect with our guest:

Randi Seran, VP of People at workrise: https://www.linkedin.com/in/randi-seran-sphr-4239682


Connect with us

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

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


Connect with WRKdefined on your favorite social network

Site: ⁠http://www.wrkdefined.com⁠

TikTok: ⁠https://www.tiktok.com/@wrkdefined⁠

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

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

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

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

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 1765 Why Gen Z Thinks Your Feedback Sucks (and Boomers Are Still Confused) Think Gen Z is lazy? Boomers are outdated? Millennials are just avocado toast addicts? Megan Grace joins the mic to demolish generational clichés and decode what actually matters in workplace culture. We dive into the mindset gaps that spark friction, miscommunication, and eye-rolls across generations—and how leaders can stop biffing the feedback game. In this episode we unpack Megan’s new book, “Generations in the World of Work,” with no-fluff takes on work-life balance, retirement myths, and why the 19-year-old brain is your HR wild card. If your idea of communication is still email only… buckle up. Key Takeaways: ➡ Megan Grace’s book was a year-and-a-half-long deep dive into workplace generations ➡ Gen Z wants flexibility, not just foosball tables and slogans ➡ Feedback needs a remix—tailor it or tank morale ➡ The 19-year-old brain is still baking—context matters ➡ Retirement is already on Gen Z’s radar (wild, right?) ➡ Boomers and Gen Z view work-life balance like two different planets ➡ Email ≠ communication—set expectations or brace for chaos ➡ Collaboration across generations = workplace gold ➡ Identity formation in young professionals is key to better management ➡ “It’s a sandbox”—test, play, iterate—don’t assume one-size-fits-all culture ➡ Workplace culture shifts fast—your old playbook is outdated Timestamps: 00:00 – Who is Meghan Grace? 01:16 – The Journey of Writing a Book 04:06 – Generational Dynamics in the Workplace 07:19 – Understanding Generational Mindsets 10:11 – The 19-Year-Old Brain and Identity Development 13:22 – Inter-Generational Relationships and Motivations 16:12 – Work-Life Balance Across Generations 16:48 – Generational Perspectives on Work Culture 18:53 – Understanding Workplace Dynamics Across Generations 20:18 – Bridging Communication Gaps Between Generations 23:33 – The Importance of Empathy in Workplace Relationships 26:54 – Navigating Job Expectations and Generational Differences 28:01 – Feedback: A Generational Divide 37:37 – Retirement Perspectives Across Generations Connect with Meghan Grace: Website: https://www.meghanmgrace.com/ #GenZ Podcast: https://www.meghanmgrace.com/podcast Connect with Us: William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with us on social: Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 20 May 2025 14:39:00 -0000 full WRKdefined Think Gen Z is lazy? Boomers are outdated? Millennials are just avocado toast addicts? Megan Grace joins the mic to demolish generational clichés and decode what actually matters in workplace culture. We dive into the mindset gaps that spark friction, miscommunication, and eye-rolls across generations—and how leaders can stop biffing the feedback game. In this episode we unpack Megan’s new book, “Generations in the World of Work,” with no-fluff takes on work-life balance, retirement myths, and why the 19-year-old brain is your HR wild card. If your idea of communication is still email only… buckle up. Key Takeaways: ➡ Megan Grace’s book was a year-and-a-half-long deep dive into workplace generations ➡ Gen Z wants flexibility, not just foosball tables and slogans ➡ Feedback needs a remix—tailor it or tank morale ➡ The 19-year-old brain is still baking—context matters ➡ Retirement is already on Gen Z’s radar (wild, right?) ➡ Boomers and Gen Z view work-life balance like two different planets ➡ Email ≠ communication—set expectations or brace for chaos ➡ Collaboration across generations = workplace gold ➡ Identity formation in young professionals is key to better management ➡ “It’s a sandbox”—test, play, iterate—don’t assume one-size-fits-all culture ➡ Workplace culture shifts fast—your old playbook is outdated Timestamps: 00:00 – Who is Meghan Grace? 01:16 – The Journey of Writing a Book 04:06 – Generational Dynamics in the Workplace 07:19 – Understanding Generational Mindsets 10:11 – The 19-Year-Old Brain and Identity Development 13:22 – Inter-Generational Relationships and Motivations 16:12 – Work-Life Balance Across Generations 16:48 – Generational Perspectives on Work Culture 18:53 – Understanding Workplace Dynamics Across Generations 20:18 – Bridging Communication Gaps Between Generations 23:33 – The Importance of Empathy in Workplace Relationships 26:54 – Navigating Job Expectations and Generational Differences 28:01 – Feedback: A Generational Divide 37:37 – Retirement Perspectives Across Generations Connect with Meghan Grace: Website: https://www.meghanmgrace.com/ #GenZ Podcast: https://www.meghanmgrace.com/podcast Connect with Us: William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with us on social: Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices Think Gen Z is lazy? Boomers are outdated? Millennials are just avocado toast addicts? Megan Grace joins the mic to demolish generational clichés and decode what actually matters in workplace culture. We dive into the mindset gaps that spark friction, miscommunication, and eye-rolls across generations—and how leaders can stop biffing the feedback game.

In this episode we unpack Megan’s new book, “Generations in the World of Work,” with no-fluff takes on work-life balance, retirement myths, and why the 19-year-old brain is your HR wild card. If your idea of communication is still email only… buckle up.


Key Takeaways: ➡ Megan Grace’s book was a year-and-a-half-long deep dive into workplace generations ➡ Gen Z wants flexibility, not just foosball tables and slogans ➡ Feedback needs a remix—tailor it or tank morale ➡ The 19-year-old brain is still baking—context matters ➡ Retirement is already on Gen Z’s radar (wild, right?) ➡ Boomers and Gen Z view work-life balance like two different planets ➡ Email ≠ communication—set expectations or brace for chaos ➡ Collaboration across generations = workplace gold ➡ Identity formation in young professionals is key to better management ➡ “It’s a sandbox”—test, play, iterate—don’t assume one-size-fits-all culture ➡ Workplace culture shifts fast—your old playbook is outdated


Timestamps: 00:00 – Who is Meghan Grace? 01:16 – The Journey of Writing a Book 04:06 – Generational Dynamics in the Workplace 07:19 – Understanding Generational Mindsets 10:11 – The 19-Year-Old Brain and Identity Development 13:22 – Inter-Generational Relationships and Motivations 16:12 – Work-Life Balance Across Generations 16:48 – Generational Perspectives on Work Culture 18:53 – Understanding Workplace Dynamics Across Generations 20:18 – Bridging Communication Gaps Between Generations 23:33 – The Importance of Empathy in Workplace Relationships 26:54 – Navigating Job Expectations and Generational Differences 28:01 – Feedback: A Generational Divide 37:37 – Retirement Perspectives Across Generations

Connect with Meghan Grace:

Website: https://www.meghanmgrace.com/

#GenZ Podcast: https://www.meghanmgrace.com/podcast


Connect with Us:

Connect with us on social:

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2611 no Why Your Hiring Practices Are Costing You Top Talent with Heidi Barnett Heidi helps organizations turn stagnant hiring funnels into dynamic talent pipelines. Get the lowdown on why outdated hiring processes are costing you talent, how integrating Applicant Pro and iSolve can turbocharge your workflow, and why internal mobility is the retention game‑changer. We dig into candidate experience trends, generational preferences, and the microcultures that define career progression—plus pro tips for managers to foster authentic employer branding. In this episode we explore hiring practices, candidate experience, internal mobility, HR technology, and employer branding. Key Takeaways ➡ Hiring practices are stuck in the past—and that means missed hires. ➡ Short, mobile‑friendly applications keep Gen Z and Millennials engaged. ➡ Lightning‑fast response times separate great employers from ghosters. ➡ Candidate experience is your secret weapon for employer branding. ➡ Scrolling during interviews? It’s a bias signal, not a deal breaker. ➡ Integration of Applicant Pro and iSolve slashes manual work in half. ➡ Internal mobility isn’t a perk—it’s your best retention strategy. ➡ Managers drive satisfaction; equip them to champion growth. ➡ Corporate culture lives in microcultures—get granular or get ghosted. ➡ Authentic employer branding demands real stories, not canned slogans. Chapters 00:00 Introduction and Backgrounds 03:02 Integrating Applicant Pro and iSolve 06:03 Outdated Hiring Practices 11:57 Candidate Experience and Response Times 18:04 Generational Differences in Hiring 20:59 Internal Mobility and Future Trends 21:31 The Importance of Internal Mobility 24:16 Managerial Influence on Employee Growth 28:11 Cultural Dynamics in Career Progression 30:46 Defining Corporate Culture 35:16 Microcultures and Their Impact 38:07 Employer Branding and Authenticity 45:37 Conclusion and Future Insights Guest Info Heidi Barnett https://www.linkedin.com/in/heidimbarnett/ Connect with Us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ X (Twitter): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices Mon, 05 May 2025 15:00:00 -0000 full WRKdefined Heidi helps organizations turn stagnant hiring funnels into dynamic talent pipelines. Get the lowdown on why outdated hiring processes are costing you talent, how integrating Applicant Pro and iSolve can turbocharge your workflow, and why internal mobility is the retention game‑changer. We dig into candidate experience trends, generational preferences, and the microcultures that define career progression—plus pro tips for managers to foster authentic employer branding. In this episode we explore hiring practices, candidate experience, internal mobility, HR technology, and employer branding. Key Takeaways ➡ Hiring practices are stuck in the past—and that means missed hires. ➡ Short, mobile‑friendly applications keep Gen Z and Millennials engaged. ➡ Lightning‑fast response times separate great employers from ghosters. ➡ Candidate experience is your secret weapon for employer branding. ➡ Scrolling during interviews? It’s a bias signal, not a deal breaker. ➡ Integration of Applicant Pro and iSolve slashes manual work in half. ➡ Internal mobility isn’t a perk—it’s your best retention strategy. ➡ Managers drive satisfaction; equip them to champion growth. ➡ Corporate culture lives in microcultures—get granular or get ghosted. ➡ Authentic employer branding demands real stories, not canned slogans. Chapters 00:00 Introduction and Backgrounds 03:02 Integrating Applicant Pro and iSolve 06:03 Outdated Hiring Practices 11:57 Candidate Experience and Response Times 18:04 Generational Differences in Hiring 20:59 Internal Mobility and Future Trends 21:31 The Importance of Internal Mobility 24:16 Managerial Influence on Employee Growth 28:11 Cultural Dynamics in Career Progression 30:46 Defining Corporate Culture 35:16 Microcultures and Their Impact 38:07 Employer Branding and Authenticity 45:37 Conclusion and Future Insights Guest Info Heidi Barnett https://www.linkedin.com/in/heidimbarnett/ Connect with Us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ X (Twitter): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices Heidi helps organizations turn stagnant hiring funnels into dynamic talent pipelines.

Get the lowdown on why outdated hiring processes are costing you talent, how integrating Applicant Pro and iSolve can turbocharge your workflow, and why internal mobility is the retention game‑changer. We dig into candidate experience trends, generational preferences, and the microcultures that define career progression—plus pro tips for managers to foster authentic employer branding.

In this episode we explore hiring practices, candidate experience, internal mobility, HR technology, and employer branding.

Key Takeaways ➡ Hiring practices are stuck in the past—and that means missed hires. ➡ Short, mobile‑friendly applications keep Gen Z and Millennials engaged. ➡ Lightning‑fast response times separate great employers from ghosters. ➡ Candidate experience is your secret weapon for employer branding. ➡ Scrolling during interviews? It’s a bias signal, not a deal breaker. ➡ Integration of Applicant Pro and iSolve slashes manual work in half. ➡ Internal mobility isn’t a perk—it’s your best retention strategy. ➡ Managers drive satisfaction; equip them to champion growth. ➡ Corporate culture lives in microcultures—get granular or get ghosted. ➡ Authentic employer branding demands real stories, not canned slogans. Chapters 00:00 Introduction and Backgrounds 03:02 Integrating Applicant Pro and iSolve 06:03 Outdated Hiring Practices 11:57 Candidate Experience and Response Times 18:04 Generational Differences in Hiring 20:59 Internal Mobility and Future Trends 21:31 The Importance of Internal Mobility 24:16 Managerial Influence on Employee Growth 28:11 Cultural Dynamics in Career Progression 30:46 Defining Corporate Culture 35:16 Microcultures and Their Impact 38:07 Employer Branding and Authenticity 45:37 Conclusion and Future Insights

Guest Info Heidi Barnett https://www.linkedin.com/in/heidimbarnett/

Connect with Us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/
WRKdefined Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ X (Twitter): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2706 no The 2025 Job Market Playbook: What Job Seekers Really Want Career services aren’t what they used to be—and that’s a good thing. What do today’s candidates actually care about? From sales to veterinary medicine, the 2025 jobs report reveals what’s hot, what’s missing, and what employers need to fix in their hiring process. Spoiler: it starts with your job descriptions. In this episode we talk about career services, applicant tracking systems, transparency in job listings, generational values, healthcare careers, and how leadership and culture shape job seeker decisions in a tight labor market. Key Takeaways ➡ Gen Z is leading the charge for more flexibility, clarity, and cultural alignment ➡ The #1 job in 2025 is veterinarian—empathy is still a career superpower ➡ Salary transparency isn’t optional anymore ➡ Sales roles offer six-figure potential with no degree required ➡ Poor job descriptions waste time for both sides—clarity wins ➡ Candidates are prioritizing values and mission just as much as pay ➡ Healthcare and specialized roles are dominating future outlooks ➡ Leadership style has a measurable impact on retention and success Chapters 00:00 – The Report 03:10 – Shifts in Career Services and Job Seeking Trends 06:01 – Generational Perspectives on Work-Life Balance 09:08 – The Importance of Flexibility in the Workplace 12:07 – Insights from the Jobs Report for 2025 15:01 – Top Jobs and Their Implications 17:59 – Sales Roles and Career Pathways 20:46 – Exploring Career Opportunities and Self-Assessment 22:27 – Understanding Job Descriptions and Candidate Needs 24:41 – The Importance of Transparency in Job Listings 26:43 – Finding the Right Fit: Company Culture and Values 30:05 – Managing Expectations in Job Roles 33:32 – The Role of Leadership in Employee Success 34:17 – Insights from Job Seekers: Surprising Career Paths 39:39 – Future Job Trends: Specialization in Healthcare Guest Info Jenn Herrity: https://www.indeed.com/career-advice/author/jennifer-herrity https://www.linkedin.com/in/jenniferherrity/ Connect with us William Tincup: https://www.linkedin.com/in/tincup/ Ryan Leary: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network Website: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ X: https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 22 Apr 2025 14:31:00 -0000 full WRKdefined Workplace culture, job seeker expectations, and why clarity is king. Career services aren’t what they used to be—and that’s a good thing. What do today’s candidates actually care about? From sales to veterinary medicine, the 2025 jobs report reveals what’s hot, what’s missing, and what employers need to fix in their hiring process. Spoiler: it starts with your job descriptions. In this episode we talk about career services, applicant tracking systems, transparency in job listings, generational values, healthcare careers, and how leadership and culture shape job seeker decisions in a tight labor market. Key Takeaways ➡ Gen Z is leading the charge for more flexibility, clarity, and cultural alignment ➡ The #1 job in 2025 is veterinarian—empathy is still a career superpower ➡ Salary transparency isn’t optional anymore ➡ Sales roles offer six-figure potential with no degree required ➡ Poor job descriptions waste time for both sides—clarity wins ➡ Candidates are prioritizing values and mission just as much as pay ➡ Healthcare and specialized roles are dominating future outlooks ➡ Leadership style has a measurable impact on retention and success Chapters 00:00 – The Report 03:10 – Shifts in Career Services and Job Seeking Trends 06:01 – Generational Perspectives on Work-Life Balance 09:08 – The Importance of Flexibility in the Workplace 12:07 – Insights from the Jobs Report for 2025 15:01 – Top Jobs and Their Implications 17:59 – Sales Roles and Career Pathways 20:46 – Exploring Career Opportunities and Self-Assessment 22:27 – Understanding Job Descriptions and Candidate Needs 24:41 – The Importance of Transparency in Job Listings 26:43 – Finding the Right Fit: Company Culture and Values 30:05 – Managing Expectations in Job Roles 33:32 – The Role of Leadership in Employee Success 34:17 – Insights from Job Seekers: Surprising Career Paths 39:39 – Future Job Trends: Specialization in Healthcare Guest Info Jenn Herrity: https://www.indeed.com/career-advice/author/jennifer-herrity https://www.linkedin.com/in/jenniferherrity/ Connect with us William Tincup: https://www.linkedin.com/in/tincup/ Ryan Leary: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network Website: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ X: https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices Career services aren’t what they used to be—and that’s a good thing. What do today’s candidates actually care about? From sales to veterinary medicine, the 2025 jobs report reveals what’s hot, what’s missing, and what employers need to fix in their hiring process. Spoiler: it starts with your job descriptions.


In this episode we talk about career services, applicant tracking systems, transparency in job listings, generational values, healthcare careers, and how leadership and culture shape job seeker decisions in a tight labor market.


Key Takeaways


➡ Gen Z is leading the charge for more flexibility, clarity, and cultural alignment

➡ The #1 job in 2025 is veterinarian—empathy is still a career superpower

➡ Salary transparency isn’t optional anymore

➡ Sales roles offer six-figure potential with no degree required

➡ Poor job descriptions waste time for both sides—clarity wins

➡ Candidates are prioritizing values and mission just as much as pay

➡ Healthcare and specialized roles are dominating future outlooks

➡ Leadership style has a measurable impact on retention and success


Chapters

00:00 – The Report

03:10 – Shifts in Career Services and Job Seeking Trends

06:01 – Generational Perspectives on Work-Life Balance

09:08 – The Importance of Flexibility in the Workplace

12:07 – Insights from the Jobs Report for 2025

15:01 – Top Jobs and Their Implications

17:59 – Sales Roles and Career Pathways

20:46 – Exploring Career Opportunities and Self-Assessment

22:27 – Understanding Job Descriptions and Candidate Needs

24:41 – The Importance of Transparency in Job Listings

26:43 – Finding the Right Fit: Company Culture and Values

30:05 – Managing Expectations in Job Roles

33:32 – The Role of Leadership in Employee Success

34:17 – Insights from Job Seekers: Surprising Career Paths

39:39 – Future Job Trends: Specialization in Healthcare


Guest Info


Jenn Herrity:

https://www.indeed.com/career-advice/author/jennifer-herrity

https://www.linkedin.com/in/jenniferherrity/


Connect with us

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

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


Connect with WRKdefined on your favorite social network


Website: http://www.wrkdefined.com

TikTok: https://www.tiktok.com/@wrkdefined

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

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

X: https://twitter.com/WRKdefined

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

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2649 no Return-to-Office Is Failing - Here’s What HR Isn’t Saying... People-first strategies are hitting roadblocks in most orgs — and the numbers prove it. HR leaders like Luck Dookchitra, VP of People & Culture at Leapsome, are on the front lines, navigating complex expectations from all sides while championing flexibility, inclusion, and a purpose behind policy. Leapsome’s 2025 HR Insights Report doesn’t just reveal the gap — it shows where HR needs to go next before talent walks out the door. In this episode we talk about HR insights, people-first strategies, return-to-office, workplace culture, and flexibility through the lens of Leapsome’s latest research. From broken DEI promises to the myth of productivity in the office, we unpack why HR is stuck — and what it’ll take to move forward. Key Takeaways ➡ 92% of HR leaders face internal resistance on people-first strategies ➡ 56% feel pressure from executives to enforce return-to-office mandates ➡ 79% of employees say they’re more productive when choosing where they work ➡ 58% believe RTO policies hurt employees with disabilities ➡ One in three HR leaders expect DEI budget cuts in the next year ➡ Flexibility isn’t a perk—it’s now table stakes for engagement ➡ People-first initiatives only succeed when tied to business outcomes ➡ Return-to-office needs a clear, transparent rationale to gain support ➡ Designing work for engagement creates better employee experiences ➡ The future of HR depends on adaptability, inclusivity, and trust Timestamps 00:00 – Introduction to People-First Strategies 03:22 – Understanding Internal Barriers in HR 06:19 – The Pressure of Return to Office Policies 09:16 – Designing Work for Employee Engagement 11:35 – The Importance of Intentionality in HR Policies 13:13 – Exploring Creativity Through Choice 13:15 – The Impact of Remote Work on Productivity 16:27 – Disability Inclusion in the Workplace 19:31 – The Evolution of Work and Learning 21:38 – The Future of DEI Initiatives Connect with This Week’s Guest: Luck Doochitra, VP People & Culture at Leapsome: https://www.linkedin.com/in/luck-dookchitra/ Learn more about Leapsome here: https://www.leapsome.com/ Get access to the report here: https://hubs.li/Q03dFX0N0 Connect with Us Here: William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with us on Social Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 08 Apr 2025 14:36:00 -0000 full WRKdefined The workplace is changing. HR has to catch up or get crushed. People-first strategies are hitting roadblocks in most orgs — and the numbers prove it. HR leaders like Luck Dookchitra, VP of People & Culture at Leapsome, are on the front lines, navigating complex expectations from all sides while championing flexibility, inclusion, and a purpose behind policy. Leapsome’s 2025 HR Insights Report doesn’t just reveal the gap — it shows where HR needs to go next before talent walks out the door. In this episode we talk about HR insights, people-first strategies, return-to-office, workplace culture, and flexibility through the lens of Leapsome’s latest research. From broken DEI promises to the myth of productivity in the office, we unpack why HR is stuck — and what it’ll take to move forward. Key Takeaways ➡ 92% of HR leaders face internal resistance on people-first strategies ➡ 56% feel pressure from executives to enforce return-to-office mandates ➡ 79% of employees say they’re more productive when choosing where they work ➡ 58% believe RTO policies hurt employees with disabilities ➡ One in three HR leaders expect DEI budget cuts in the next year ➡ Flexibility isn’t a perk—it’s now table stakes for engagement ➡ People-first initiatives only succeed when tied to business outcomes ➡ Return-to-office needs a clear, transparent rationale to gain support ➡ Designing work for engagement creates better employee experiences ➡ The future of HR depends on adaptability, inclusivity, and trust Timestamps 00:00 – Introduction to People-First Strategies 03:22 – Understanding Internal Barriers in HR 06:19 – The Pressure of Return to Office Policies 09:16 – Designing Work for Employee Engagement 11:35 – The Importance of Intentionality in HR Policies 13:13 – Exploring Creativity Through Choice 13:15 – The Impact of Remote Work on Productivity 16:27 – Disability Inclusion in the Workplace 19:31 – The Evolution of Work and Learning 21:38 – The Future of DEI Initiatives Connect with This Week’s Guest: Luck Doochitra, VP People & Culture at Leapsome: https://www.linkedin.com/in/luck-dookchitra/ Learn more about Leapsome here: https://www.leapsome.com/ Get access to the report here: https://hubs.li/Q03dFX0N0 Connect with Us Here: William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with us on Social Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices People-first strategies are hitting roadblocks in most orgs — and the numbers prove it. HR leaders like Luck Dookchitra, VP of People & Culture at Leapsome, are on the front lines, navigating complex expectations from all sides while championing flexibility, inclusion, and a purpose behind policy. Leapsome’s 2025 HR Insights Report doesn’t just reveal the gap — it shows where HR needs to go next before talent walks out the door.


In this episode we talk about HR insights, people-first strategies, return-to-office, workplace culture, and flexibility through the lens of Leapsome’s latest research. From broken DEI promises to the myth of productivity in the office, we unpack why HR is stuck — and what it’ll take to move forward.


Key Takeaways


➡ 92% of HR leaders face internal resistance on people-first strategies

➡ 56% feel pressure from executives to enforce return-to-office mandates

➡ 79% of employees say they’re more productive when choosing where they work

➡ 58% believe RTO policies hurt employees with disabilities

➡ One in three HR leaders expect DEI budget cuts in the next year

➡ Flexibility isn’t a perk—it’s now table stakes for engagement

➡ People-first initiatives only succeed when tied to business outcomes

➡ Return-to-office needs a clear, transparent rationale to gain support

➡ Designing work for engagement creates better employee experiences

➡ The future of HR depends on adaptability, inclusivity, and trust


Timestamps


00:00 – Introduction to People-First Strategies

03:22 – Understanding Internal Barriers in HR

06:19 – The Pressure of Return to Office Policies

09:16 – Designing Work for Employee Engagement

11:35 – The Importance of Intentionality in HR Policies

13:13 – Exploring Creativity Through Choice

13:15 – The Impact of Remote Work on Productivity

16:27 – Disability Inclusion in the Workplace

19:31 – The Evolution of Work and Learning

21:38 – The Future of DEI Initiatives


Connect with This Week’s Guest:


Luck Doochitra, VP People & Culture at Leapsome: https://www.linkedin.com/in/luck-dookchitra/

Learn more about Leapsome here: https://www.leapsome.com/


Get access to the report here: https://hubs.li/Q03dFX0N0


Connect with Us Here:

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

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


Connect with us on Social

Site: http://www.wrkdefined.com

TikTok: https://www.tiktok.com/@wrkdefined

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

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

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

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

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 1724 no Why Oracle’s AI Play Could Make or Break the Future of HR Can HR really trust AI? We dig into the ethics, automation, and future of HR tech with Oracle's Yvette Cameron. Spoiler: it’s moving fast, and you better keep up. AI is transforming HR at lightning speed—but trust, ethics, and data security still keep leaders up at night. I sat down with Yvette Cameron from Oracle to unpack what generative AI really means for HCM, and why HR teams need to think big and move faster. In this episode we look at AI, HR, Oracle, generative AI, adoption challenges, seamless integration, recruitment, decision-making, automation, ethics, data security. Key Takeaways: ➡️ AI has been shaping HR for over a decade—this isn’t new, it’s just faster now. ➡️ Generative AI can cut job description creation time from hours to minutes. ➡️ Trust remains one of the biggest barriers to AI adoption in HR. ➡️ Many organizations prioritize volume over value when implementing AI tools. ➡️ AI should support human roles, not replace them entirely. ➡️ Company culture must guide AI policies and usage. ➡️ HR needs a "test and learn" mindset to effectively adopt AI. ➡️ Data security is non-negotiable when using AI in HR. ➡️ Delaying AI adoption risks falling behind rapidly evolving tech. ➡️ AI’s role in decision-making is growing—human oversight must keep pace. ➡️ Future AI interfaces aim to be seamless, intuitive, and proactive. ➡️ Ethical frameworks are essential to build confidence in AI systems. Chapters 00:00 Who is Yvette Cameron and what is Oracle's role to AI in HR 06:41 The Evolution of AI in HR Processes 11:10 The Future of AI Interfaces in HR 20:09 The Role of AI in Decision-Making 26:47 Building Confidence in AI Capabilities 33:15 Unlocking Insights with AI Analytics 💬 Hot take or just hype? Are we headed toward a new normal, or is this just workplace chaos rebranded? Drop your thoughts in the comments! Connect with us here: Connect with Oracle's Yvette Cameron: https://www.linkedin.com/in/yvettecameron/ Connect with William Tincup: https://www.linkedin.com/in/tincup/ Connect with Ryan Leary: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network 🔗 Site: http://www.wrkdefined.com 🎥 TikTok: https://www.tiktok.com/@wrkdefined 💼 LinkedIn: https://www.linkedin.com/company/wrkdefined 📘 Facebook: https://www.facebook.com/WRKdefined/ 🐦 Twitter (X): https://twitter.com/WRKdefined 📩 Substack: https://wrkdefined.substack.com Learn more about your ad choices. Visit megaphone.fm/adchoices Thu, 27 Mar 2025 17:12:00 -0000 full WRKdefined Can HR really trust AI? We dig into the ethics, automation, and future of HR tech with Oracle's Yvette Cameron. Spoiler: it’s moving fast, and you better keep up. AI is transforming HR at lightning speed—but trust, ethics, and data security still keep leaders up at night. I sat down with Yvette Cameron from Oracle to unpack what generative AI really means for HCM, and why HR teams need to think big and move faster. In this episode we look at AI, HR, Oracle, generative AI, adoption challenges, seamless integration, recruitment, decision-making, automation, ethics, data security. Key Takeaways: ➡️ AI has been shaping HR for over a decade—this isn’t new, it’s just faster now. ➡️ Generative AI can cut job description creation time from hours to minutes. ➡️ Trust remains one of the biggest barriers to AI adoption in HR. ➡️ Many organizations prioritize volume over value when implementing AI tools. ➡️ AI should support human roles, not replace them entirely. ➡️ Company culture must guide AI policies and usage. ➡️ HR needs a "test and learn" mindset to effectively adopt AI. ➡️ Data security is non-negotiable when using AI in HR. ➡️ Delaying AI adoption risks falling behind rapidly evolving tech. ➡️ AI’s role in decision-making is growing—human oversight must keep pace. ➡️ Future AI interfaces aim to be seamless, intuitive, and proactive. ➡️ Ethical frameworks are essential to build confidence in AI systems. Chapters 00:00 Who is Yvette Cameron and what is Oracle's role to AI in HR 06:41 The Evolution of AI in HR Processes 11:10 The Future of AI Interfaces in HR 20:09 The Role of AI in Decision-Making 26:47 Building Confidence in AI Capabilities 33:15 Unlocking Insights with AI Analytics 💬 Hot take or just hype? Are we headed toward a new normal, or is this just workplace chaos rebranded? Drop your thoughts in the comments! Connect with us here: Connect with Oracle's Yvette Cameron: https://www.linkedin.com/in/yvettecameron/ Connect with William Tincup: https://www.linkedin.com/in/tincup/ Connect with Ryan Leary: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network 🔗 Site: http://www.wrkdefined.com 🎥 TikTok: https://www.tiktok.com/@wrkdefined 💼 LinkedIn: https://www.linkedin.com/company/wrkdefined 📘 Facebook: https://www.facebook.com/WRKdefined/ 🐦 Twitter (X): https://twitter.com/WRKdefined 📩 Substack: https://wrkdefined.substack.com Learn more about your ad choices. Visit megaphone.fm/adchoices Can HR really trust AI? We dig into the ethics, automation, and future of HR tech with Oracle's Yvette Cameron. Spoiler: it’s moving fast, and you better keep up.


AI is transforming HR at lightning speed—but trust, ethics, and data security still keep leaders up at night. I sat down with Yvette Cameron from Oracle to unpack what generative AI really means for HCM, and why HR teams need to think big and move faster.


In this episode we look at AI, HR, Oracle, generative AI, adoption challenges, seamless integration, recruitment, decision-making, automation, ethics, data security.


Key Takeaways:


➡️ AI has been shaping HR for over a decade—this isn’t new, it’s just faster now.

➡️ Generative AI can cut job description creation time from hours to minutes.

➡️ Trust remains one of the biggest barriers to AI adoption in HR.

➡️ Many organizations prioritize volume over value when implementing AI tools.

➡️ AI should support human roles, not replace them entirely.

➡️ Company culture must guide AI policies and usage.

➡️ HR needs a "test and learn" mindset to effectively adopt AI.

➡️ Data security is non-negotiable when using AI in HR.

➡️ Delaying AI adoption risks falling behind rapidly evolving tech.

➡️ AI’s role in decision-making is growing—human oversight must keep pace.

➡️ Future AI interfaces aim to be seamless, intuitive, and proactive.

➡️ Ethical frameworks are essential to build confidence in AI systems.


Chapters

00:00 Who is Yvette Cameron and what is Oracle's role to AI in HR

06:41 The Evolution of AI in HR Processes

11:10 The Future of AI Interfaces in HR

20:09 The Role of AI in Decision-Making

26:47 Building Confidence in AI Capabilities

33:15 Unlocking Insights with AI Analytics


💬 Hot take or just hype? Are we headed toward a new normal, or is this just workplace chaos rebranded? Drop your thoughts in the comments!


Connect with us here:


Connect with Oracle's Yvette Cameron: https://www.linkedin.com/in/yvettecameron/

Connect with William Tincup: https://www.linkedin.com/in/tincup/

Connect with Ryan Leary: https://www.linkedin.com/in/ryanleary/


Connect with WRKdefined on your favorite social network


🔗 Site: http://www.wrkdefined.com

🎥 TikTok: https://www.tiktok.com/@wrkdefined

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

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

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

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


Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2395 🔥Daxtra Just Made the Biggest AI Recruitment Play of the Year—Here’s Why It Matters Recruiters are buried in applications when they should be connecting with talent—and Daxtra is here to change that. Don Tomlinson, CTO of Daxtra, joins You Should Know to reveal how their latest AI-powered tool, Talent Flow, is reshaping recruitment. This isn’t just automation—it’s next-level efficiency, giving hiring teams the power to focus on people, not paperwork. We dig into AI-driven recruitment, data parsing at scale, workflow automation, the ATS evolution, and how Talent Flow is bridging the gap between staffing agencies and corporate hiring teams. If you hire people, this episode is a must-listen. What You’ll Learn ➡️ Daxtra processes 100M+ resumes monthly—turning raw data into real insights. ➡️ AI is shifting recruiters from admin overload to real relationship-building. ➡️ Talent Flow automates workflows, cutting through hiring bottlenecks. ➡️ Bad data = bad AI. Garbage in, garbage out—it’s that simple. ➡️ Bridging staffing & corporate HR—Daxtra connects both worlds. ➡️ AI isn’t stealing jobs—it’s giving recruiters their time back. ➡️ Daxtra isn’t an ATS—it makes ATS platforms smarter. ➡️ High-volume hiring teams see massive gains with AI-driven automation. ➡️ Relationships over resume databases—the recruiter’s new reality. ➡️ Talent Flow is a major milestone in recruitment technology. Chapters: 00:00 – Welcome to You Should Know & Meet Daxtra 01:46 – The AI Engine Behind Talent Flow 10:37 – How Daxtra Connects Staffing & Corporate Hiring 17:27 – The Workflow Revolution: Automating Recruitment 19:20 – The Future of Recruiting: What’s Next? Connect with Us Don Tomlinson CTO Daxtra - https://www.linkedin.com/in/dontomlinson/ Learn more about Daxtra here: https://www.daxtra.com/ 🔗 William Tincup: https://www.linkedin.com/in/tincup/ 🔗 Ryan Leary: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network: 🔗 Site: http://www.wrkdefined.com 🎥 TikTok: https://www.tiktok.com/@wrkdefined 💼 LinkedIn: https://www.linkedin.com/company/wrkdefined 📘 Facebook: https://www.facebook.com/WRKdefined/ 🐦 Twitter (X): https://twitter.com/WRKdefined 📩 Substack: https://wrkdefined.substack.com Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 18 Mar 2025 15:00:00 -0000 full WRKdefined Recruiters are buried in applications when they should be connecting with talent—and Daxtra is here to change that. Don Tomlinson, CTO of Daxtra, joins You Should Know to reveal how their latest AI-powered tool, Talent Flow, is reshaping recruitment. This isn’t just automation—it’s next-level efficiency, giving hiring teams the power to focus on people, not paperwork. We dig into AI-driven recruitment, data parsing at scale, workflow automation, the ATS evolution, and how Talent Flow is bridging the gap between staffing agencies and corporate hiring teams. If you hire people, this episode is a must-listen. What You’ll Learn ➡️ Daxtra processes 100M+ resumes monthly—turning raw data into real insights. ➡️ AI is shifting recruiters from admin overload to real relationship-building. ➡️ Talent Flow automates workflows, cutting through hiring bottlenecks. ➡️ Bad data = bad AI. Garbage in, garbage out—it’s that simple. ➡️ Bridging staffing & corporate HR—Daxtra connects both worlds. ➡️ AI isn’t stealing jobs—it’s giving recruiters their time back. ➡️ Daxtra isn’t an ATS—it makes ATS platforms smarter. ➡️ High-volume hiring teams see massive gains with AI-driven automation. ➡️ Relationships over resume databases—the recruiter’s new reality. ➡️ Talent Flow is a major milestone in recruitment technology. Chapters: 00:00 – Welcome to You Should Know & Meet Daxtra 01:46 – The AI Engine Behind Talent Flow 10:37 – How Daxtra Connects Staffing & Corporate Hiring 17:27 – The Workflow Revolution: Automating Recruitment 19:20 – The Future of Recruiting: What’s Next? Connect with Us Don Tomlinson CTO Daxtra - https://www.linkedin.com/in/dontomlinson/ Learn more about Daxtra here: https://www.daxtra.com/ 🔗 William Tincup: https://www.linkedin.com/in/tincup/ 🔗 Ryan Leary: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network: 🔗 Site: http://www.wrkdefined.com 🎥 TikTok: https://www.tiktok.com/@wrkdefined 💼 LinkedIn: https://www.linkedin.com/company/wrkdefined 📘 Facebook: https://www.facebook.com/WRKdefined/ 🐦 Twitter (X): https://twitter.com/WRKdefined 📩 Substack: https://wrkdefined.substack.com Learn more about your ad choices. Visit megaphone.fm/adchoices Recruiters are buried in applications when they should be connecting with talent—and Daxtra is here to change that. Don Tomlinson, CTO of Daxtra, joins You Should Know to reveal how their latest AI-powered tool, Talent Flow, is reshaping recruitment. This isn’t just automation—it’s next-level efficiency, giving hiring teams the power to focus on people, not paperwork.


We dig into AI-driven recruitment, data parsing at scale, workflow automation, the ATS evolution, and how Talent Flow is bridging the gap between staffing agencies and corporate hiring teams. If you hire people, this episode is a must-listen.


What You’ll Learn

➡️ Daxtra processes 100M+ resumes monthly—turning raw data into real insights.

➡️ AI is shifting recruiters from admin overload to real relationship-building.

➡️ Talent Flow automates workflows, cutting through hiring bottlenecks.

➡️ Bad data = bad AI. Garbage in, garbage out—it’s that simple.

➡️ Bridging staffing & corporate HR—Daxtra connects both worlds.

➡️ AI isn’t stealing jobs—it’s giving recruiters their time back.

➡️ Daxtra isn’t an ATS—it makes ATS platforms smarter.

➡️ High-volume hiring teams see massive gains with AI-driven automation.

➡️ Relationships over resume databases—the recruiter’s new reality.

➡️ Talent Flow is a major milestone in recruitment technology.


Chapters:

00:00 – Welcome to You Should Know & Meet Daxtra

01:46 – The AI Engine Behind Talent Flow

10:37 – How Daxtra Connects Staffing & Corporate Hiring

17:27 – The Workflow Revolution: Automating Recruitment

19:20 – The Future of Recruiting: What’s Next?


Connect with Us


Don Tomlinson CTO Daxtra - https://www.linkedin.com/in/dontomlinson/

Learn more about Daxtra here: https://www.daxtra.com/


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

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


Connect with WRKdefined on your favorite social network:

🔗 Site: http://www.wrkdefined.com

🎥 TikTok: https://www.tiktok.com/@wrkdefined

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

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

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

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

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 1276 no How Employ's Pillar Power Move is Redefining HR Tech Employ's CEO, Steve Cox, unpacks the strategy and vision behind the acquisition of Pillar, highlighting how it’s set to transform HR tech through AI-driven integrations and improved workflow efficiency. He discusses the importance of customer engagement, transparency, and future growth plans, including potential new acquisitions. In this episode, we look at acquisition, HR tech, AI technology, Employ, Pillar, customer engagement, workflow efficiency, integration, recruitment, and technology. Steve shares how this acquisition aligns with Employ's broader strategy to enhance its product suite and deliver measurable value to customers. Key Takeaways: ➡️ The acquisition of Pillar is a strategic move to enhance AI-driven recruitment technology. ➡️ Employ plans to double its engineering team to accelerate product development. ➡️ Integration with existing platforms like Lever is already in progress. ➡️ Customer feedback is central to measuring the acquisition's success. ➡️ Employ is committed to transparency with its customer base post-acquisition. ➡️ Customer advisory boards will influence future product roadmaps. ➡️ The acquisition aims to bring more resources to Pillar's technology stack. ➡️ Steve Cox hints at potential future acquisitions to expand capabilities. ➡️ Aligning acquisition actions with customer needs is a top priority. ➡️ Enhanced workflow efficiency is a core goal of the acquisition. ➡️ AI technology integration is set to redefine customer engagement strategies. ➡️ Steve's vision is to own the AI-driven HR tech space. Chapters: ➡️ 00:00 - Introduction to the Acquisition ➡️ 01:26 - The Rationale Behind the Acquisition ➡️ 04:28 - Integration Plans and Customer Impact ➡️ 07:48 - Customer Engagement and Feedback ➡️ 08:56 - Measuring Success Post-Acquisition ➡️ 10:31 - You Should Know Connect with us here: 🔗 Connect with Steve Cox: https://www.linkedin.com/in/steve-cox-588a2024/ 🔗 Connect with William Tincup: https://www.linkedin.com/in/tincup/ 🔗 Connect with Ryan Leary: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network: 🔗 Site: http://www.wrkdefined.com 🎥 TikTok: https://www.tiktok.com/@wrkdefined 💼 LinkedIn: https://www.linkedin.com/company/wrkdefined 📘 Facebook: https://www.facebook.com/WRKdefined/ 🐦 Twitter (X): https://twitter.com/WRKdefined 📩 Substack: https://wrkdefined.substack.com 💬 What’s your take? Is Employ’s acquisition of Pillar a game-changer for HR tech, or just another move in the market? Drop your thoughts in the comments! 🚀 Learn more about your ad choices. Visit megaphone.fm/adchoices Wed, 05 Mar 2025 22:50:00 -0000 full WRKdefined Employ’s CEO, Steve Cox, breaks down the strategy behind the acquisition of Pillar, exploring how it’s set to transform HR tech through AI-driven integrations, enhanced customer engagement, and streamlined workflows. Employ's CEO, Steve Cox, unpacks the strategy and vision behind the acquisition of Pillar, highlighting how it’s set to transform HR tech through AI-driven integrations and improved workflow efficiency. He discusses the importance of customer engagement, transparency, and future growth plans, including potential new acquisitions. In this episode, we look at acquisition, HR tech, AI technology, Employ, Pillar, customer engagement, workflow efficiency, integration, recruitment, and technology. Steve shares how this acquisition aligns with Employ's broader strategy to enhance its product suite and deliver measurable value to customers. Key Takeaways: ➡️ The acquisition of Pillar is a strategic move to enhance AI-driven recruitment technology. ➡️ Employ plans to double its engineering team to accelerate product development. ➡️ Integration with existing platforms like Lever is already in progress. ➡️ Customer feedback is central to measuring the acquisition's success. ➡️ Employ is committed to transparency with its customer base post-acquisition. ➡️ Customer advisory boards will influence future product roadmaps. ➡️ The acquisition aims to bring more resources to Pillar's technology stack. ➡️ Steve Cox hints at potential future acquisitions to expand capabilities. ➡️ Aligning acquisition actions with customer needs is a top priority. ➡️ Enhanced workflow efficiency is a core goal of the acquisition. ➡️ AI technology integration is set to redefine customer engagement strategies. ➡️ Steve's vision is to own the AI-driven HR tech space. Chapters: ➡️ 00:00 - Introduction to the Acquisition ➡️ 01:26 - The Rationale Behind the Acquisition ➡️ 04:28 - Integration Plans and Customer Impact ➡️ 07:48 - Customer Engagement and Feedback ➡️ 08:56 - Measuring Success Post-Acquisition ➡️ 10:31 - You Should Know Connect with us here: 🔗 Connect with Steve Cox: https://www.linkedin.com/in/steve-cox-588a2024/ 🔗 Connect with William Tincup: https://www.linkedin.com/in/tincup/ 🔗 Connect with Ryan Leary: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network: 🔗 Site: http://www.wrkdefined.com 🎥 TikTok: https://www.tiktok.com/@wrkdefined 💼 LinkedIn: https://www.linkedin.com/company/wrkdefined 📘 Facebook: https://www.facebook.com/WRKdefined/ 🐦 Twitter (X): https://twitter.com/WRKdefined 📩 Substack: https://wrkdefined.substack.com 💬 What’s your take? Is Employ’s acquisition of Pillar a game-changer for HR tech, or just another move in the market? Drop your thoughts in the comments! 🚀 Learn more about your ad choices. Visit megaphone.fm/adchoices Employ's CEO, Steve Cox, unpacks the strategy and vision behind the acquisition of Pillar, highlighting how it’s set to transform HR tech through AI-driven integrations and improved workflow efficiency. He discusses the importance of customer engagement, transparency, and future growth plans, including potential new acquisitions.


In this episode, we look at acquisition, HR tech, AI technology, Employ, Pillar, customer engagement, workflow efficiency, integration, recruitment, and technology. Steve shares how this acquisition aligns with Employ's broader strategy to enhance its product suite and deliver measurable value to customers.


Key Takeaways:

➡️ The acquisition of Pillar is a strategic move to enhance AI-driven recruitment technology.

➡️ Employ plans to double its engineering team to accelerate product development.

➡️ Integration with existing platforms like Lever is already in progress.

➡️ Customer feedback is central to measuring the acquisition's success.

➡️ Employ is committed to transparency with its customer base post-acquisition.

➡️ Customer advisory boards will influence future product roadmaps.

➡️ The acquisition aims to bring more resources to Pillar's technology stack.

➡️ Steve Cox hints at potential future acquisitions to expand capabilities.

➡️ Aligning acquisition actions with customer needs is a top priority.

➡️ Enhanced workflow efficiency is a core goal of the acquisition.

➡️ AI technology integration is set to redefine customer engagement strategies.

➡️ Steve's vision is to own the AI-driven HR tech space.


Chapters:

➡️ 00:00 - Introduction to the Acquisition

➡️ 01:26 - The Rationale Behind the Acquisition

➡️ 04:28 - Integration Plans and Customer Impact

➡️ 07:48 - Customer Engagement and Feedback

➡️ 08:56 - Measuring Success Post-Acquisition

➡️ 10:31 - You Should Know


Connect with us here:


🔗 Connect with Steve Cox: https://www.linkedin.com/in/steve-cox-588a2024/

🔗 Connect with William Tincup: https://www.linkedin.com/in/tincup/

🔗 Connect with Ryan Leary: https://www.linkedin.com/in/ryanleary/


Connect with WRKdefined on your favorite social network:


🔗 Site: http://www.wrkdefined.com

🎥 TikTok: https://www.tiktok.com/@wrkdefined

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

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

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

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


💬 What’s your take? Is Employ’s acquisition of Pillar a game-changer for HR tech, or just another move in the market? Drop your thoughts in the comments! 🚀

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 747 Yes And: How Improv Principles Can 10X Your Leadership and Business In this episode, we explore how improv techniques can reshape business dynamics, boost creativity, and enhance leadership. Neil Mullarkey unpacks the power of listening, the 'yes and' mindset, and the importance of trust in building collaborative teams. The conversation dives into overcoming resistance to improv in corporate settings and the impact of inclusive leadership. Key Takeaways ➡️ Improv is fundamentally about listening and accepting offers. ➡️ The 'yes and' principle encourages collaboration and creativity. ➡️ Building trust can be achieved through shared experiences and active listening. ➡️ Leaders should create an environment where all voices are heard. ➡️ Improv training can help individuals overcome imposter syndrome. ➡️ Embracing imperfection leads to greater innovation and creativity. ➡️ Women often feel unheard in meetings, highlighting the need for inclusive leadership. ➡️ Improv originated as a tool for social workers to help children express themselves. ➡️ The essence of improv is storytelling and making others look good. ➡️ Navigating uncertainty is a key skill for effective leadership. ➡️ The 'yes and' mindset fosters a culture of possibility rather than rejection. ➡️ Effective communication is rooted in empathy and trust-building. 💬 What’s your take? Are we headed toward a new normal, or just workplace chaos? Drop your thoughts in the comments! Connect with us here: 🔗 Connect with Neil Mullarkey: https://www.linkedin.com/in/neilmullarkey/ 🔗 Connect with William Tincup: https://www.linkedin.com/in/tincup/ 🔗 Connect with Ryan Leary: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network 🔗 Site: http://www.wrkdefined.com 🎥 TikTok: https://www.tiktok.com/@wrkdefined 💼 LinkedIn: https://www.linkedin.com/company/wrkdefined 📘 Facebook: https://www.facebook.com/WRKdefined/ 🐦 Twitter (X): https://twitter.com/WRKdefined 📩 Substack: https://wrkdefined.substack.com Learn more about your ad choices. Visit megaphone.fm/adchoices Wed, 05 Mar 2025 15:46:00 -0000 full WRKdefined How improv principles can transform leadership, teamwork, and communication in business. In this episode, we explore how improv techniques can reshape business dynamics, boost creativity, and enhance leadership. Neil Mullarkey unpacks the power of listening, the 'yes and' mindset, and the importance of trust in building collaborative teams. The conversation dives into overcoming resistance to improv in corporate settings and the impact of inclusive leadership. Key Takeaways ➡️ Improv is fundamentally about listening and accepting offers. ➡️ The 'yes and' principle encourages collaboration and creativity. ➡️ Building trust can be achieved through shared experiences and active listening. ➡️ Leaders should create an environment where all voices are heard. ➡️ Improv training can help individuals overcome imposter syndrome. ➡️ Embracing imperfection leads to greater innovation and creativity. ➡️ Women often feel unheard in meetings, highlighting the need for inclusive leadership. ➡️ Improv originated as a tool for social workers to help children express themselves. ➡️ The essence of improv is storytelling and making others look good. ➡️ Navigating uncertainty is a key skill for effective leadership. ➡️ The 'yes and' mindset fosters a culture of possibility rather than rejection. ➡️ Effective communication is rooted in empathy and trust-building. 💬 What’s your take? Are we headed toward a new normal, or just workplace chaos? Drop your thoughts in the comments! Connect with us here: 🔗 Connect with Neil Mullarkey: https://www.linkedin.com/in/neilmullarkey/ 🔗 Connect with William Tincup: https://www.linkedin.com/in/tincup/ 🔗 Connect with Ryan Leary: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network 🔗 Site: http://www.wrkdefined.com 🎥 TikTok: https://www.tiktok.com/@wrkdefined 💼 LinkedIn: https://www.linkedin.com/company/wrkdefined 📘 Facebook: https://www.facebook.com/WRKdefined/ 🐦 Twitter (X): https://twitter.com/WRKdefined 📩 Substack: https://wrkdefined.substack.com Learn more about your ad choices. Visit megaphone.fm/adchoices In this episode, we explore how improv techniques can reshape business dynamics, boost creativity, and enhance leadership. Neil Mullarkey unpacks the power of listening, the 'yes and' mindset, and the importance of trust in building collaborative teams. The conversation dives into overcoming resistance to improv in corporate settings and the impact of inclusive leadership.


Key Takeaways

➡️ Improv is fundamentally about listening and accepting offers.

➡️ The 'yes and' principle encourages collaboration and creativity.

➡️ Building trust can be achieved through shared experiences and active listening.

➡️ Leaders should create an environment where all voices are heard.

➡️ Improv training can help individuals overcome imposter syndrome.

➡️ Embracing imperfection leads to greater innovation and creativity.

➡️ Women often feel unheard in meetings, highlighting the need for inclusive leadership.

➡️ Improv originated as a tool for social workers to help children express themselves.

➡️ The essence of improv is storytelling and making others look good.

➡️ Navigating uncertainty is a key skill for effective leadership.

➡️ The 'yes and' mindset fosters a culture of possibility rather than rejection.

➡️ Effective communication is rooted in empathy and trust-building.


💬 What’s your take? Are we headed toward a new normal, or just workplace chaos? Drop your thoughts in the comments!


Connect with us here:


🔗 Connect with Neil Mullarkey: https://www.linkedin.com/in/neilmullarkey/

🔗 Connect with William Tincup: https://www.linkedin.com/in/tincup/

🔗 Connect with Ryan Leary: https://www.linkedin.com/in/ryanleary/


Connect with WRKdefined on your favorite social network


🔗 Site: http://www.wrkdefined.com

🎥 TikTok: https://www.tiktok.com/@wrkdefined

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

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

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

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

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2316 Redefining Financial Wellness: The Acquisition Shaping DEI and Employee Wellbeing Financial wellness isn’t just a buzzword—it’s the future of work. Liz Davidson, CEO of Financial Finesse, and Yemi Rose, founder of OfColor, join forces to unpack the game-changing acquisition that’s reshaping financial wellness for employees of color. They dive into the cultural nuances, personalized coaching, and employer strategies driving a more equitable future. This episode announces Financial Finesse’s acquisition of OfColor, exploring how it bolsters financial literacy, reduces workplace stress, and scales meaningful DEI initiatives. From tailored financial education to strategic integration, Liz and Yemi reveal how companies can empower employees, foster inclusion, and create shared value at scale. Key Takeaways Financial Finesse’s acquisition of OfColor sets a new standard for equity-driven financial coaching. Cultural nuances in financial literacy demand customized education to truly resonate. Employees of color face systemic financial hurdles that require tailored support. Personalized financial coaching improves engagement, retention, and overall wellbeing. Integrating diverse financial expertise into benefits programs amplifies impact. HR’s role in financial wellness is central to reducing workplace stress and driving inclusion. Sustainable DEI efforts must go beyond lip service to deliver measurable impact. Acquisitions can succeed when they prioritize meaningful benefits and cultural alignment. Financial education should “meet employees where they are” to foster trust and action. Scaling equitable financial wellness creates shared value for employees and employers alike. In this episode, we look at acquisition strategies, financial wellness, cultural nuances, employee benefits, DEI, personalized coaching, financial literacy, HR’s responsibility, employee engagement, and creating lasting workplace impact. You can connect with today's guests and hosts below: Guest: Liz Davidson, Founder and CEO, Financial Finesse Guest: Yemi Rose, Founder and CEO, OfColor Learn more about the acquisition here William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network: The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Wed, 22 Jan 2025 15:52:00 -0000 Redefining Financial Wellness: The Acquisition Shaping DEI and Employee Wellbeing full WRKdefined How acquisitions, DEI, and personalized coaching are transforming financial wellness in the workplace. Financial wellness isn’t just a buzzword—it’s the future of work. Liz Davidson, CEO of Financial Finesse, and Yemi Rose, founder of OfColor, join forces to unpack the game-changing acquisition that’s reshaping financial wellness for employees of color. They dive into the cultural nuances, personalized coaching, and employer strategies driving a more equitable future. This episode announces Financial Finesse’s acquisition of OfColor, exploring how it bolsters financial literacy, reduces workplace stress, and scales meaningful DEI initiatives. From tailored financial education to strategic integration, Liz and Yemi reveal how companies can empower employees, foster inclusion, and create shared value at scale. Key Takeaways Financial Finesse’s acquisition of OfColor sets a new standard for equity-driven financial coaching. Cultural nuances in financial literacy demand customized education to truly resonate. Employees of color face systemic financial hurdles that require tailored support. Personalized financial coaching improves engagement, retention, and overall wellbeing. Integrating diverse financial expertise into benefits programs amplifies impact. HR’s role in financial wellness is central to reducing workplace stress and driving inclusion. Sustainable DEI efforts must go beyond lip service to deliver measurable impact. Acquisitions can succeed when they prioritize meaningful benefits and cultural alignment. Financial education should “meet employees where they are” to foster trust and action. Scaling equitable financial wellness creates shared value for employees and employers alike. In this episode, we look at acquisition strategies, financial wellness, cultural nuances, employee benefits, DEI, personalized coaching, financial literacy, HR’s responsibility, employee engagement, and creating lasting workplace impact. You can connect with today's guests and hosts below: Guest: Liz Davidson, Founder and CEO, Financial Finesse Guest: Yemi Rose, Founder and CEO, OfColor Learn more about the acquisition here William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network: The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Financial wellness isn’t just a buzzword—it’s the future of work. Liz Davidson, CEO of Financial Finesse, and Yemi Rose, founder of OfColor, join forces to unpack the game-changing acquisition that’s reshaping financial wellness for employees of color. They dive into the cultural nuances, personalized coaching, and employer strategies driving a more equitable future.

This episode announces Financial Finesse’s acquisition of OfColor, exploring how it bolsters financial literacy, reduces workplace stress, and scales meaningful DEI initiatives. From tailored financial education to strategic integration, Liz and Yemi reveal how companies can empower employees, foster inclusion, and create shared value at scale.

Key Takeaways

  1. Financial Finesse’s acquisition of OfColor sets a new standard for equity-driven financial coaching.
  2. Cultural nuances in financial literacy demand customized education to truly resonate.
  3. Employees of color face systemic financial hurdles that require tailored support.
  4. Personalized financial coaching improves engagement, retention, and overall wellbeing.
  5. Integrating diverse financial expertise into benefits programs amplifies impact.
  6. HR’s role in financial wellness is central to reducing workplace stress and driving inclusion.
  7. Sustainable DEI efforts must go beyond lip service to deliver measurable impact.
  8. Acquisitions can succeed when they prioritize meaningful benefits and cultural alignment.
  9. Financial education should “meet employees where they are” to foster trust and action.
  10. Scaling equitable financial wellness creates shared value for employees and employers alike.


In this episode, we look at acquisition strategies, financial wellness, cultural nuances, employee benefits, DEI, personalized coaching, financial literacy, HR’s responsibility, employee engagement, and creating lasting workplace impact.


You can connect with today's guests and hosts below:

  1. Guest: Liz Davidson, Founder and CEO, Financial Finesse
  2. Guest: Yemi Rose, Founder and CEO, OfColor
  3. Learn more about the acquisition here


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

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

Connect with WRKdefined on your favorite social network:

The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok

Share your brand across the WRKdefined Podcast Network

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2544 no Building Trust and Leadership Through Hybrid Work with Anthony Abbatiello, PwC The inaugural Workforce Radar Report unpacks hybrid work, leadership, and HR technology. We explore employee engagement, transparent communication, and the strategic use of generative AI in workforce management. Trust, purpose, and rapid tech changes define the future of work, and leaders must adapt to thrive. In this episode we look at HR technology, workforce management, employee engagement, return to office, leadership, trust, generative AI, workplace culture, and talent strategy. The Workforce Radar Report highlights actionable insights for HR organizations navigating hybrid models, tech innovation, and purpose-driven work environments. Key Takeaways Hybrid work leads to higher employee engagement and improved performance metrics. Transparent communication boosts organizational trust by up to 35%. Generative AI enhances workforce productivity and unlocks innovation potential. HR’s strategic role is pivotal in navigating rapid technology shifts. Leaders must align purpose and strategy to build stronger workforce connections. Workforce Radar Report outlines the need for actionable workforce analytics. Employee preferences and understanding reduce organizational costs significantly. Trust in leadership correlates directly with engagement and retention. Purpose-driven work enhances employee satisfaction and organizational success. HR leaders must transition from tactical functions to strategic workforce partners. Effective hybrid models prioritize flexibility without compromising accountability. Investment in leadership development ensures long-term organizational adaptability. Chapters 00:00 Who is Anthony and what is the Workforce Radar Report? 03:01 The Evolution of HR Technology 05:47 Overview of the Workforce Radar Report 08:54 Understanding Workforce Levers 12:00 Return to Office: Challenges and Insights 14:54 The Importance of Purpose in Work 18:11 Building Trust and Communication in Leadership 20:53 The Future of Work: Challenges Ahead 24:11 The Role of HR in Workforce Management 26:58 Key Takeaways for Leaders 30:14 Conclusion and Where to Find the Report Connect with Anthony Abbatiello: https://www.linkedin.com/in/apabbatiello/ and https://www.pwc.com/us/en/contacts/a/abbatiello-anthony.html William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 03 Dec 2024 15:40:00 -0000 Building Trust and Leadership Through Hybrid Work with Anthony Abbatiello, PwC full WRKdefined How hybrid work, purpose, and tech innovations are reshaping trust, leadership, and the workforce. The inaugural Workforce Radar Report unpacks hybrid work, leadership, and HR technology. We explore employee engagement, transparent communication, and the strategic use of generative AI in workforce management. Trust, purpose, and rapid tech changes define the future of work, and leaders must adapt to thrive. In this episode we look at HR technology, workforce management, employee engagement, return to office, leadership, trust, generative AI, workplace culture, and talent strategy. The Workforce Radar Report highlights actionable insights for HR organizations navigating hybrid models, tech innovation, and purpose-driven work environments. Key Takeaways Hybrid work leads to higher employee engagement and improved performance metrics. Transparent communication boosts organizational trust by up to 35%. Generative AI enhances workforce productivity and unlocks innovation potential. HR’s strategic role is pivotal in navigating rapid technology shifts. Leaders must align purpose and strategy to build stronger workforce connections. Workforce Radar Report outlines the need for actionable workforce analytics. Employee preferences and understanding reduce organizational costs significantly. Trust in leadership correlates directly with engagement and retention. Purpose-driven work enhances employee satisfaction and organizational success. HR leaders must transition from tactical functions to strategic workforce partners. Effective hybrid models prioritize flexibility without compromising accountability. Investment in leadership development ensures long-term organizational adaptability. Chapters 00:00 Who is Anthony and what is the Workforce Radar Report? 03:01 The Evolution of HR Technology 05:47 Overview of the Workforce Radar Report 08:54 Understanding Workforce Levers 12:00 Return to Office: Challenges and Insights 14:54 The Importance of Purpose in Work 18:11 Building Trust and Communication in Leadership 20:53 The Future of Work: Challenges Ahead 24:11 The Role of HR in Workforce Management 26:58 Key Takeaways for Leaders 30:14 Conclusion and Where to Find the Report Connect with Anthony Abbatiello: https://www.linkedin.com/in/apabbatiello/ and https://www.pwc.com/us/en/contacts/a/abbatiello-anthony.html William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices The inaugural Workforce Radar Report unpacks hybrid work, leadership, and HR technology. We explore employee engagement, transparent communication, and the strategic use of generative AI in workforce management. Trust, purpose, and rapid tech changes define the future of work, and leaders must adapt to thrive.

In this episode we look at HR technology, workforce management, employee engagement, return to office, leadership, trust, generative AI, workplace culture, and talent strategy. The Workforce Radar Report highlights actionable insights for HR organizations navigating hybrid models, tech innovation, and purpose-driven work environments.

Key Takeaways

  1. Hybrid work leads to higher employee engagement and improved performance metrics.
  2. Transparent communication boosts organizational trust by up to 35%.
  3. Generative AI enhances workforce productivity and unlocks innovation potential.
  4. HR’s strategic role is pivotal in navigating rapid technology shifts.
  5. Leaders must align purpose and strategy to build stronger workforce connections.
  6. Workforce Radar Report outlines the need for actionable workforce analytics.
  7. Employee preferences and understanding reduce organizational costs significantly.
  8. Trust in leadership correlates directly with engagement and retention.
  9. Purpose-driven work enhances employee satisfaction and organizational success.
  10. HR leaders must transition from tactical functions to strategic workforce partners.
  11. Effective hybrid models prioritize flexibility without compromising accountability.
  12. Investment in leadership development ensures long-term organizational adaptability.


Chapters

00:00 Who is Anthony and what is the Workforce Radar Report?

03:01 The Evolution of HR Technology

05:47 Overview of the Workforce Radar Report

08:54 Understanding Workforce Levers

12:00 Return to Office: Challenges and Insights

14:54 The Importance of Purpose in Work

18:11 Building Trust and Communication in Leadership

20:53 The Future of Work: Challenges Ahead

24:11 The Role of HR in Workforce Management

26:58 Key Takeaways for Leaders

30:14 Conclusion and Where to Find the Report


Connect with Anthony Abbatiello: https://www.linkedin.com/in/apabbatiello/ and https://www.pwc.com/us/en/contacts/a/abbatiello-anthony.html

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

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

Connect with WRKdefined on your favorite social network

The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok

Share your brand across the WRKdefined Podcast Network

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2919 Loud Loyalty: The Manager’s Role in Building Trust and Engagement, Stacey Messier, GM of CIC New England Stacey Messier, GM of CIC New England, explores how workplace loyalty has evolved in the post-pandemic world. From meaningful conversations to high communication and transparency, Stacey explains the tools leaders can use to create loud loyalty. The discussion highlights the role of managers in cultivating trust and the influence of technology in spreading loyalty across teams. In this episode, we look at loyalty, workplace, post-pandemic, meaningful conversations, relationships, constraints, job market, redefinition, managers, communication, transparency, technology, and social media. Key Takeaways Workplace loyalty has shifted post-pandemic, with employees redefining what it means. Managers must create environments that prioritize trust, communication, and transparency. Relationships and meaningful conversations are the foundation for fostering loyalty. Limited job opportunities can strengthen an employee’s sense of loyalty. Technology and social media are key in promoting and spreading loyalty culture. Leadership choices and team prioritization directly impact employee loyalty. Chapters 00:00 Introduction and Topic: Creating Loud Loyalty at Work 03:17 Bringing Loud Loyalty to the Table 09:03 Constraints and Creativity in Loyalty 17:51 The Taboo of Talking Positively about Work 20:10 Prioritizing the Right People for Loyalty 29:23 Spreading the Idea of Loyalty Through Cross-Channel Content Connect with Stacey Messier here: https://www.linkedin.com/in/staceymessier/ William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Wed, 20 Nov 2024 01:06:00 -0000 Loud Loyalty: The Manager’s Role in Building Trust and Engagement, Stacey Messier, GM of CIC New England full WRKdefined Stacey Messier dives into redefining loyalty at work, the manager’s role in fostering trust, and why loud loyalty is the future of workplace culture. Stacey Messier, GM of CIC New England, explores how workplace loyalty has evolved in the post-pandemic world. From meaningful conversations to high communication and transparency, Stacey explains the tools leaders can use to create loud loyalty. The discussion highlights the role of managers in cultivating trust and the influence of technology in spreading loyalty across teams. In this episode, we look at loyalty, workplace, post-pandemic, meaningful conversations, relationships, constraints, job market, redefinition, managers, communication, transparency, technology, and social media. Key Takeaways Workplace loyalty has shifted post-pandemic, with employees redefining what it means. Managers must create environments that prioritize trust, communication, and transparency. Relationships and meaningful conversations are the foundation for fostering loyalty. Limited job opportunities can strengthen an employee’s sense of loyalty. Technology and social media are key in promoting and spreading loyalty culture. Leadership choices and team prioritization directly impact employee loyalty. Chapters 00:00 Introduction and Topic: Creating Loud Loyalty at Work 03:17 Bringing Loud Loyalty to the Table 09:03 Constraints and Creativity in Loyalty 17:51 The Taboo of Talking Positively about Work 20:10 Prioritizing the Right People for Loyalty 29:23 Spreading the Idea of Loyalty Through Cross-Channel Content Connect with Stacey Messier here: https://www.linkedin.com/in/staceymessier/ William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Stacey Messier, GM of CIC New England, explores how workplace loyalty has evolved in the post-pandemic world. From meaningful conversations to high communication and transparency, Stacey explains the tools leaders can use to create loud loyalty. The discussion highlights the role of managers in cultivating trust and the influence of technology in spreading loyalty across teams.

In this episode, we look at loyalty, workplace, post-pandemic, meaningful conversations, relationships, constraints, job market, redefinition, managers, communication, transparency, technology, and social media.

Key Takeaways

  1. Workplace loyalty has shifted post-pandemic, with employees redefining what it means.
  2. Managers must create environments that prioritize trust, communication, and transparency.
  3. Relationships and meaningful conversations are the foundation for fostering loyalty.
  4. Limited job opportunities can strengthen an employee’s sense of loyalty.
  5. Technology and social media are key in promoting and spreading loyalty culture.
  6. Leadership choices and team prioritization directly impact employee loyalty.


Chapters

00:00 Introduction and Topic: Creating Loud Loyalty at Work

03:17 Bringing Loud Loyalty to the Table

09:03 Constraints and Creativity in Loyalty

17:51 The Taboo of Talking Positively about Work

20:10 Prioritizing the Right People for Loyalty

29:23 Spreading the Idea of Loyalty Through Cross-Channel Content


Connect with Stacey Messier here: https://www.linkedin.com/in/staceymessier/

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

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

Connect with WRKdefined on your favorite social network

The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok

Share your brand across the WRKdefined Podcast Network

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2468 The Impact of Ambition on Burnout with Julia Arndt of Peak Performance Burnout isn’t just a buzzword—it's a growing epidemic, especially for ambitious professionals. I’m digging into it with Julia Arndt, unpacking practical, no-nonsense ways to prevent burnout. We cover the mental health impact of pandemic work shifts, plus why stress management is key for long-term success. High achievers, listen up; this one’s for you. In this episode, we look at burnout, stress management, time management, work-life balance, high achievers, mental health, productivity, self-care, ambition, and pandemic effects. Key Takeaways: Burnout is a syndrome closely tied to chronic workplace stress. Roughly 90% of doctor visits link back to stress-related issues. Ambitious individuals often believe burnout is unavoidable. Self-imposed stress contributes heavily to burnout risk. Pandemic-era changes have intensified burnout across industries. Effective time management is essential for burnout prevention. Chapters 00:00 Introduction to Burnout and Its Impact 03:29 Defining Burnout: Understanding the Symptoms 06:51 The Role of Self-Inflicted Stress 11:43 Pandemic Effects on Work Habits 13:40 Ambition vs. Burnout: The Correlation 18:54 Time Management: A Key to Avoiding Burnout 23:42 Trends in High Performers: Protecting Time and Setting Boundaries 29:37 Identifying Early Warning Signs of Burnout 34:13 The Interconnection of Personal and Work Life 40:32 Stress: The Inevitable Companion 43:18 Conclusion: Strategies for Managing Burnout Connect with Julie Arndt here: https://www.peakperformancemethod.com/ William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 12 Nov 2024 20:14:00 -0000 The Impact of Ambition on Burnout with Julia Arndt of Peak Performance full WRKdefined Exploring how high achievers can combat burnout, manage stress, and stay productive in a post-pandemic world. Burnout isn’t just a buzzword—it's a growing epidemic, especially for ambitious professionals. I’m digging into it with Julia Arndt, unpacking practical, no-nonsense ways to prevent burnout. We cover the mental health impact of pandemic work shifts, plus why stress management is key for long-term success. High achievers, listen up; this one’s for you. In this episode, we look at burnout, stress management, time management, work-life balance, high achievers, mental health, productivity, self-care, ambition, and pandemic effects. Key Takeaways: Burnout is a syndrome closely tied to chronic workplace stress. Roughly 90% of doctor visits link back to stress-related issues. Ambitious individuals often believe burnout is unavoidable. Self-imposed stress contributes heavily to burnout risk. Pandemic-era changes have intensified burnout across industries. Effective time management is essential for burnout prevention. Chapters 00:00 Introduction to Burnout and Its Impact 03:29 Defining Burnout: Understanding the Symptoms 06:51 The Role of Self-Inflicted Stress 11:43 Pandemic Effects on Work Habits 13:40 Ambition vs. Burnout: The Correlation 18:54 Time Management: A Key to Avoiding Burnout 23:42 Trends in High Performers: Protecting Time and Setting Boundaries 29:37 Identifying Early Warning Signs of Burnout 34:13 The Interconnection of Personal and Work Life 40:32 Stress: The Inevitable Companion 43:18 Conclusion: Strategies for Managing Burnout Connect with Julie Arndt here: https://www.peakperformancemethod.com/ William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Burnout isn’t just a buzzword—it's a growing epidemic, especially for ambitious professionals. I’m digging into it with Julia Arndt, unpacking practical, no-nonsense ways to prevent burnout. We cover the mental health impact of pandemic work shifts, plus why stress management is key for long-term success. High achievers, listen up; this one’s for you.

In this episode, we look at burnout, stress management, time management, work-life balance, high achievers, mental health, productivity, self-care, ambition, and pandemic effects.

Key Takeaways:

  1. Burnout is a syndrome closely tied to chronic workplace stress.
  2. Roughly 90% of doctor visits link back to stress-related issues.
  3. Ambitious individuals often believe burnout is unavoidable.
  4. Self-imposed stress contributes heavily to burnout risk.
  5. Pandemic-era changes have intensified burnout across industries.
  6. Effective time management is essential for burnout prevention.


Chapters

00:00 Introduction to Burnout and Its Impact

03:29 Defining Burnout: Understanding the Symptoms

06:51 The Role of Self-Inflicted Stress

11:43 Pandemic Effects on Work Habits

13:40 Ambition vs. Burnout: The Correlation

18:54 Time Management: A Key to Avoiding Burnout

23:42 Trends in High Performers: Protecting Time and Setting Boundaries

29:37 Identifying Early Warning Signs of Burnout

34:13 The Interconnection of Personal and Work Life

40:32 Stress: The Inevitable Companion

43:18 Conclusion: Strategies for Managing Burnout


Connect with Julie Arndt here: https://www.peakperformancemethod.com/

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

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

Connect with WRKdefined on your favorite social network

The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok

Share your brand across the WRKdefined Podcast Network

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2814 Are Leaders Born or Made? The Role of Curiosity in Leadership Neuroleadership redefines what it takes to be an effective leader, emphasizing self-awareness, motivation, and the power of curiosity as essential tools for growth. Leaders aren’t simply born; they’re crafted through intention, practice, and the discipline to break old habits. Aligning personal values with actionable steps creates lasting impact—driving transformation not only for individuals but also across teams and organizations. In this episode, we look at neuroleadership, self-awareness, motivation, habits, self-leadership, continuous improvement, culture, change, values, growth, behavior, and the role of leaders in cultivating a shared language for success. Key Takeaways Neuroleadership blends neuroscience with leadership principles, creating more effective strategies for decision-making and team dynamics. Leadership isn't innate—it's developed through self-awareness, motivation, and sustained practice. Curiosity is a defining trait of successful leaders, driving continuous learning and adaptability. Personal growth and leadership go hand-in-hand, requiring self-reflection, intentional actions, and resilience. Breaking old habits involves changing underlying neurological rewards, making change more sustainable. Self-leadership aligns personal values with intentional actions, setting a powerful example for others. True optimization may be elusive, but leaders can inspire continuous growth and improvement within their teams. A shared language around self-leadership fosters a strong, cohesive organizational culture. Leaders influence organizational outcomes by modeling values-driven behaviors, impacting both individuals and the collective. Chapters: 00:00 Who are Andrew and Alex Geesbreght? 04:01 Neuroleadership: Combining Neuroscience and Traditional Leadership 07:12 Are Leaders Born or Made? 09:09 The Role of Curiosity in Leadership 11:16 The Linkage Between Curiosity and Transformation 13:18 The Importance of Self-Awareness and Practice in Leadership Development 18:51 Recognizing the Power of Self-Leadership 20:15 The Complexity of Values and Decision-Making 22:50 Exploring Blind Spots and Areas of Discipline 23:58 Creating a Common Language for Self-Leadership 26:00 The Influence of Behavior and Modeling 28:04 The Circle of Control and Circle of Influence 30:03 The Challenge of Optimization and Team Composition 34:29 The Journey of Self-Leadership and Continuous Growth Learn more about PRAX Leadership: https://praxleadership.com/ Connect with Alex Geesbreght here: https://www.linkedin.com/in/alex-geesbreght-j-d-52a6a6297/ Connect with Andrew Geesbreght here: https://www.linkedin.com/in/andrew-geesbreght-m-a-a42411173/ William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 05 Nov 2024 16:00:00 -0000 Are Leaders Born or Made? The Role of Curiosity in Leadership full WRKdefined We dive deep into neuroleadership, exploring the power of self-leadership, curiosity, and the relentless pursuit of growth in building effective leaders. Neuroleadership redefines what it takes to be an effective leader, emphasizing self-awareness, motivation, and the power of curiosity as essential tools for growth. Leaders aren’t simply born; they’re crafted through intention, practice, and the discipline to break old habits. Aligning personal values with actionable steps creates lasting impact—driving transformation not only for individuals but also across teams and organizations. In this episode, we look at neuroleadership, self-awareness, motivation, habits, self-leadership, continuous improvement, culture, change, values, growth, behavior, and the role of leaders in cultivating a shared language for success. Key Takeaways Neuroleadership blends neuroscience with leadership principles, creating more effective strategies for decision-making and team dynamics. Leadership isn't innate—it's developed through self-awareness, motivation, and sustained practice. Curiosity is a defining trait of successful leaders, driving continuous learning and adaptability. Personal growth and leadership go hand-in-hand, requiring self-reflection, intentional actions, and resilience. Breaking old habits involves changing underlying neurological rewards, making change more sustainable. Self-leadership aligns personal values with intentional actions, setting a powerful example for others. True optimization may be elusive, but leaders can inspire continuous growth and improvement within their teams. A shared language around self-leadership fosters a strong, cohesive organizational culture. Leaders influence organizational outcomes by modeling values-driven behaviors, impacting both individuals and the collective. Chapters: 00:00 Who are Andrew and Alex Geesbreght? 04:01 Neuroleadership: Combining Neuroscience and Traditional Leadership 07:12 Are Leaders Born or Made? 09:09 The Role of Curiosity in Leadership 11:16 The Linkage Between Curiosity and Transformation 13:18 The Importance of Self-Awareness and Practice in Leadership Development 18:51 Recognizing the Power of Self-Leadership 20:15 The Complexity of Values and Decision-Making 22:50 Exploring Blind Spots and Areas of Discipline 23:58 Creating a Common Language for Self-Leadership 26:00 The Influence of Behavior and Modeling 28:04 The Circle of Control and Circle of Influence 30:03 The Challenge of Optimization and Team Composition 34:29 The Journey of Self-Leadership and Continuous Growth Learn more about PRAX Leadership: https://praxleadership.com/ Connect with Alex Geesbreght here: https://www.linkedin.com/in/alex-geesbreght-j-d-52a6a6297/ Connect with Andrew Geesbreght here: https://www.linkedin.com/in/andrew-geesbreght-m-a-a42411173/ William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Neuroleadership redefines what it takes to be an effective leader, emphasizing self-awareness, motivation, and the power of curiosity as essential tools for growth. Leaders aren’t simply born; they’re crafted through intention, practice, and the discipline to break old habits. Aligning personal values with actionable steps creates lasting impact—driving transformation not only for individuals but also across teams and organizations.

In this episode, we look at neuroleadership, self-awareness, motivation, habits, self-leadership, continuous improvement, culture, change, values, growth, behavior, and the role of leaders in cultivating a shared language for success.

Key Takeaways

  1. Neuroleadership blends neuroscience with leadership principles, creating more effective strategies for decision-making and team dynamics.
  2. Leadership isn't innate—it's developed through self-awareness, motivation, and sustained practice.
  3. Curiosity is a defining trait of successful leaders, driving continuous learning and adaptability.
  4. Personal growth and leadership go hand-in-hand, requiring self-reflection, intentional actions, and resilience.
  5. Breaking old habits involves changing underlying neurological rewards, making change more sustainable.
  6. Self-leadership aligns personal values with intentional actions, setting a powerful example for others.
  7. True optimization may be elusive, but leaders can inspire continuous growth and improvement within their teams.
  8. A shared language around self-leadership fosters a strong, cohesive organizational culture.
  9. Leaders influence organizational outcomes by modeling values-driven behaviors, impacting both individuals and the collective.


Chapters:

00:00 Who are Andrew and Alex Geesbreght?

04:01 Neuroleadership: Combining Neuroscience and Traditional Leadership

07:12 Are Leaders Born or Made?

09:09 The Role of Curiosity in Leadership

11:16 The Linkage Between Curiosity and Transformation

13:18 The Importance of Self-Awareness and Practice in Leadership Development

18:51 Recognizing the Power of Self-Leadership

20:15 The Complexity of Values and Decision-Making

22:50 Exploring Blind Spots and Areas of Discipline

23:58 Creating a Common Language for Self-Leadership

26:00 The Influence of Behavior and Modeling

28:04 The Circle of Control and Circle of Influence

30:03 The Challenge of Optimization and Team Composition

34:29 The Journey of Self-Leadership and Continuous Growth


Learn more about PRAX Leadership: https://praxleadership.com/

Connect with Alex Geesbreght here: https://www.linkedin.com/in/alex-geesbreght-j-d-52a6a6297/

Connect with Andrew Geesbreght here: https://www.linkedin.com/in/andrew-geesbreght-m-a-a42411173/

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

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

Connect with WRKdefined on your favorite social network

The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok

Share your brand across the WRKdefined Podcast Network

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2424 The Rise of Gig Work: Skills-Based Hiring, Challenges, and the Future of the Workforce w/ Art Knapp, CEO of HireGenics Summary: Gig work is transforming traditional career paths, with 30-40% of clients now relying on gig workers driven by flexibility, COVID-19’s impact, and evolving workforce priorities. Art Knapp, CEO of Hierogenics, unpacks the MSP industry’s need for higher-quality services, cultural differences in work loyalty, and the increasing importance of skills-based hiring. In this episode, we look at gig work trends, skills gap, employer-employee relationships, flexibility, upskilling, social media influence, and the evolving MSP landscape—all shaping the future of HR, talent acquisition, and workforce planning. Key Takeaways: MSP Industry Needs Higher Service Quality: The MSP industry's lack of evolution and decline in service quality highlights a need for improved standards. Growth in Gig Work: The gig economy is expanding, with 30-40% of clients depending on gig workers due to flexibility and the lasting effects of COVID-19. Classification Challenges for Gig Workers: Defining gig workers’ roles is complex, affecting how they’re perceived and treated within companies. Generational Perception Differences: Younger generations prioritize engaging work over long-term loyalty, influencing how they view gig roles. Rise of Skills-Based Hiring: Companies are increasingly adopting skills-based hiring, though assessing skills remains a challenge. Shared Responsibility for Upskilling: Both companies and gig workers benefit from skill development, with businesses standing to gain from investing in their gig workforce. Skills Gap Risks in the Gig Economy: Without upskilling, gig work may contribute to a widening skills gap in the labor market. Outsourcing and In-House Functions: Companies are reassessing which functions can be outsourced to gig workers versus those that require in-house talent. Transactional Employer-Employee Relationships: Employer-employee relationships are increasingly transactional, with brand loyalty giving way to flexibility and independence. Social Media’s Impact on Reputation: Social media complicates reputation management, as both individuals and organizations navigate public perception. Chapters 00:00 Introduction and Overview 07:51 The Rise of Gig Work and its Drivers 13:03 Classifying and Managing Perception of Gig Workers 17:07 The Importance of Skills-Based Hiring 22:10 The Responsibility for Upskilling Gig Workers 24:28 The Potential Impact of Gig Work on Upskilling and the Skills Gap 32:48 The Evolving Nature of the Employer-Employee Relationship 37:12 The Importance of Loyalty to a Brand 42:22 Cultural Differences Between Traditional Industries and the Gig Economy Connect with Art Knapp here: https://www.linkedin.com/in/arthur-knapp-591184/ William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 29 Oct 2024 15:10:06 -0000 The Rise of Gig Work: Skills-Based Hiring, Challenges, and the Future of the Workforce w/ Art Knapp, CEO of HireGenics full WRKdefined Art Knapp, CEO of Hierogenics, joins us to break down the gig economy’s impact on traditional careers, the MSP industry’s evolution, and what today’s workforce values most. Summary: Gig work is transforming traditional career paths, with 30-40% of clients now relying on gig workers driven by flexibility, COVID-19’s impact, and evolving workforce priorities. Art Knapp, CEO of Hierogenics, unpacks the MSP industry’s need for higher-quality services, cultural differences in work loyalty, and the increasing importance of skills-based hiring. In this episode, we look at gig work trends, skills gap, employer-employee relationships, flexibility, upskilling, social media influence, and the evolving MSP landscape—all shaping the future of HR, talent acquisition, and workforce planning. Key Takeaways: MSP Industry Needs Higher Service Quality: The MSP industry's lack of evolution and decline in service quality highlights a need for improved standards. Growth in Gig Work: The gig economy is expanding, with 30-40% of clients depending on gig workers due to flexibility and the lasting effects of COVID-19. Classification Challenges for Gig Workers: Defining gig workers’ roles is complex, affecting how they’re perceived and treated within companies. Generational Perception Differences: Younger generations prioritize engaging work over long-term loyalty, influencing how they view gig roles. Rise of Skills-Based Hiring: Companies are increasingly adopting skills-based hiring, though assessing skills remains a challenge. Shared Responsibility for Upskilling: Both companies and gig workers benefit from skill development, with businesses standing to gain from investing in their gig workforce. Skills Gap Risks in the Gig Economy: Without upskilling, gig work may contribute to a widening skills gap in the labor market. Outsourcing and In-House Functions: Companies are reassessing which functions can be outsourced to gig workers versus those that require in-house talent. Transactional Employer-Employee Relationships: Employer-employee relationships are increasingly transactional, with brand loyalty giving way to flexibility and independence. Social Media’s Impact on Reputation: Social media complicates reputation management, as both individuals and organizations navigate public perception. Chapters 00:00 Introduction and Overview 07:51 The Rise of Gig Work and its Drivers 13:03 Classifying and Managing Perception of Gig Workers 17:07 The Importance of Skills-Based Hiring 22:10 The Responsibility for Upskilling Gig Workers 24:28 The Potential Impact of Gig Work on Upskilling and the Skills Gap 32:48 The Evolving Nature of the Employer-Employee Relationship 37:12 The Importance of Loyalty to a Brand 42:22 Cultural Differences Between Traditional Industries and the Gig Economy Connect with Art Knapp here: https://www.linkedin.com/in/arthur-knapp-591184/ William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Summary:

Gig work is transforming traditional career paths, with 30-40% of clients now relying on gig workers driven by flexibility, COVID-19’s impact, and evolving workforce priorities. Art Knapp, CEO of Hierogenics, unpacks the MSP industry’s need for higher-quality services, cultural differences in work loyalty, and the increasing importance of skills-based hiring.

In this episode, we look at gig work trends, skills gap, employer-employee relationships, flexibility, upskilling, social media influence, and the evolving MSP landscape—all shaping the future of HR, talent acquisition, and workforce planning.

Key Takeaways:

  1. MSP Industry Needs Higher Service Quality: The MSP industry's lack of evolution and decline in service quality highlights a need for improved standards.
  2. Growth in Gig Work: The gig economy is expanding, with 30-40% of clients depending on gig workers due to flexibility and the lasting effects of COVID-19.
  3. Classification Challenges for Gig Workers: Defining gig workers’ roles is complex, affecting how they’re perceived and treated within companies.
  4. Generational Perception Differences: Younger generations prioritize engaging work over long-term loyalty, influencing how they view gig roles.
  5. Rise of Skills-Based Hiring: Companies are increasingly adopting skills-based hiring, though assessing skills remains a challenge.
  6. Shared Responsibility for Upskilling: Both companies and gig workers benefit from skill development, with businesses standing to gain from investing in their gig workforce.
  7. Skills Gap Risks in the Gig Economy: Without upskilling, gig work may contribute to a widening skills gap in the labor market.
  8. Outsourcing and In-House Functions: Companies are reassessing which functions can be outsourced to gig workers versus those that require in-house talent.
  9. Transactional Employer-Employee Relationships: Employer-employee relationships are increasingly transactional, with brand loyalty giving way to flexibility and independence.
  10. Social Media’s Impact on Reputation: Social media complicates reputation management, as both individuals and organizations navigate public perception.


Chapters

00:00 Introduction and Overview

07:51 The Rise of Gig Work and its Drivers

13:03 Classifying and Managing Perception of Gig Workers

17:07 The Importance of Skills-Based Hiring

22:10 The Responsibility for Upskilling Gig Workers

24:28 The Potential Impact of Gig Work on Upskilling and the Skills Gap

32:48 The Evolving Nature of the Employer-Employee Relationship

37:12 The Importance of Loyalty to a Brand

42:22 Cultural Differences Between Traditional Industries and the Gig Economy


Connect with Art Knapp here: https://www.linkedin.com/in/arthur-knapp-591184/

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

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

Connect with WRKdefined on your favorite social network

The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok

Share your brand across the WRKdefined Podcast Network


Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2714 Why Employers Need to Care About Their Employees’ Financial Health We tackle the hidden cost of ignoring employees' financial health, from the shift away from pensions to the rising pressure on individuals to manage their 401(k)s. We break down the evolving employer-employee relationship, the role of financial literacy, and why employers should care about their team’s financial well-being. In this episode we look at employees' financial health, pensions, 401(k) plans, financial literacy, employee engagement, employer-employee relationship, and the rising costs of healthcare, education, and housing. Together, these insights illuminate the future of work and the need for data-driven financial decision-making. Key Takeaways: The shift from pensions to 401(k) plans has drastically reduced financial certainty for employees. Employers that care about employees' financial health boost engagement and retention. Financial literacy is essential for employees to manage rising costs in healthcare, education, and housing. Employee engagement strategies should include support for financial goal-setting and literacy. Upbringing and cultural influences shape how individuals approach financial habits and spending. The uncertain future of social security underscores the importance of personal financial planning. Chapters 00:00 Introduction and Technical Difficulties 01:35 Introducing the Guest and Topic 03:05 The Impact of the Shift from Pensions to 401(k) Plans 07:33 The Changing Relationship Between Employers and Employees 10:23 The Importance of Employee Engagement and Financial Goals 13:43 Addressing Employees' Financial Health 15:24 Case Study: Southwest Airlines' Approach 19:38 Living Within Means and Financial Literacy 21:21 The Influence of Upbringing and Popular Culture on Financial Habits 21:28 The Desire for Instant Gratification 22:11 The Impact of Rising Costs 23:30 Data-Driven Decision-Making 24:05 Setting Financial Goals 29:06 The Belief in Windfalls 30:49 The Uncertainty of Social Security 36:40 Finding Reward Differently 39:25 The Addiction to Saving 41:15 The Need for Informed Decisions Connect with Pete Dunn here: https://www.linkedin.com/in/petetheplanner Visit YourMoneyLine.com William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 22 Oct 2024 14:00:00 -0000 Why Employers Need to Care About Their Employees’ Financial Health full WRKdefined How changing financial landscapes are shaping the future of work and employee well-being. We tackle the hidden cost of ignoring employees' financial health, from the shift away from pensions to the rising pressure on individuals to manage their 401(k)s. We break down the evolving employer-employee relationship, the role of financial literacy, and why employers should care about their team’s financial well-being. In this episode we look at employees' financial health, pensions, 401(k) plans, financial literacy, employee engagement, employer-employee relationship, and the rising costs of healthcare, education, and housing. Together, these insights illuminate the future of work and the need for data-driven financial decision-making. Key Takeaways: The shift from pensions to 401(k) plans has drastically reduced financial certainty for employees. Employers that care about employees' financial health boost engagement and retention. Financial literacy is essential for employees to manage rising costs in healthcare, education, and housing. Employee engagement strategies should include support for financial goal-setting and literacy. Upbringing and cultural influences shape how individuals approach financial habits and spending. The uncertain future of social security underscores the importance of personal financial planning. Chapters 00:00 Introduction and Technical Difficulties 01:35 Introducing the Guest and Topic 03:05 The Impact of the Shift from Pensions to 401(k) Plans 07:33 The Changing Relationship Between Employers and Employees 10:23 The Importance of Employee Engagement and Financial Goals 13:43 Addressing Employees' Financial Health 15:24 Case Study: Southwest Airlines' Approach 19:38 Living Within Means and Financial Literacy 21:21 The Influence of Upbringing and Popular Culture on Financial Habits 21:28 The Desire for Instant Gratification 22:11 The Impact of Rising Costs 23:30 Data-Driven Decision-Making 24:05 Setting Financial Goals 29:06 The Belief in Windfalls 30:49 The Uncertainty of Social Security 36:40 Finding Reward Differently 39:25 The Addiction to Saving 41:15 The Need for Informed Decisions Connect with Pete Dunn here: https://www.linkedin.com/in/petetheplanner Visit YourMoneyLine.com William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices We tackle the hidden cost of ignoring employees' financial health, from the shift away from pensions to the rising pressure on individuals to manage their 401(k)s. We break down the evolving employer-employee relationship, the role of financial literacy, and why employers should care about their team’s financial well-being.

In this episode we look at employees' financial health, pensions, 401(k) plans, financial literacy, employee engagement, employer-employee relationship, and the rising costs of healthcare, education, and housing. Together, these insights illuminate the future of work and the need for data-driven financial decision-making.

Key Takeaways:

  1. The shift from pensions to 401(k) plans has drastically reduced financial certainty for employees.
  2. Employers that care about employees' financial health boost engagement and retention.
  3. Financial literacy is essential for employees to manage rising costs in healthcare, education, and housing.
  4. Employee engagement strategies should include support for financial goal-setting and literacy.
  5. Upbringing and cultural influences shape how individuals approach financial habits and spending.
  6. The uncertain future of social security underscores the importance of personal financial planning.


Chapters

00:00 Introduction and Technical Difficulties

01:35 Introducing the Guest and Topic

03:05 The Impact of the Shift from Pensions to 401(k) Plans

07:33 The Changing Relationship Between Employers and Employees

10:23 The Importance of Employee Engagement and Financial Goals

13:43 Addressing Employees' Financial Health

15:24 Case Study: Southwest Airlines' Approach

19:38 Living Within Means and Financial Literacy

21:21 The Influence of Upbringing and Popular Culture on Financial Habits

21:28 The Desire for Instant Gratification

22:11 The Impact of Rising Costs

23:30 Data-Driven Decision-Making

24:05 Setting Financial Goals

29:06 The Belief in Windfalls

30:49 The Uncertainty of Social Security

36:40 Finding Reward Differently

39:25 The Addiction to Saving

41:15 The Need for Informed Decisions


Connect with Pete Dunn here: https://www.linkedin.com/in/petetheplanner

Visit YourMoneyLine.com

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

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

Connect with WRKdefined on your favorite social network

The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok

Share your brand across the WRKdefined Podcast Network

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2685 How Gen Z is Redefining Work: Challenges, Values, and the Future Workforce Gen Z has reshaped the recruiting game, challenging employers to rethink their strategies. With the pandemic as a catalyst, this generation values work-life balance and social responsibility. Recruiters must align job roles with these evolving expectations to attract and retain Gen Z talent in today’s competitive workforce. In this episode, we look at Gen Z, recruiting, workforce, pandemic, social responsibility, work-life balance, and how these keywords shape the future of recruitment and talent acquisition. Key Takeaways: The pandemic shaped Gen Z’s workforce values, impacting their career choices and expectations. Employers must align recruiting strategies with Gen Z's emphasis on social responsibility and work-life balance. Recruiters need to highlight company values and culture when attracting Gen Z candidates. Employers should acknowledge and respect Gen Z's concerns to build a loyal workforce. Agile recruitment processes are essential to meeting the fast-changing expectations of Gen Z. Gen Z candidates evaluate companies based on alignment with personal causes and values. Chapters 00:00 Who is Jeremy Bilsky? 02:55 The Impact of the Pandemic on Gen Z 09:33 Employers Backpedaling and the Challenges of the Job Market 17:31 Gen Z's Values and Causes in the Workplace 20:57 The Role of Recruiters in Selling Company Values 25:04 Taking Gen Z's Concerns Seriously 29:50 Adapting to the Changing Needs of Gen Z Candidates 31:15 Conclusion and Thank You Connect with Jeremy here: https://www.linkedin.com/in/jeremy-bilsky/ William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 15 Oct 2024 11:37:00 -0000 How Gen Z is Redefining Work: Challenges, Values, and the Future Workforce full WRKdefined Exploring Gen Z's impact on recruiting, the job market, and the evolving needs of the future workforce with Jeremy Bilsky. Gen Z has reshaped the recruiting game, challenging employers to rethink their strategies. With the pandemic as a catalyst, this generation values work-life balance and social responsibility. Recruiters must align job roles with these evolving expectations to attract and retain Gen Z talent in today’s competitive workforce. In this episode, we look at Gen Z, recruiting, workforce, pandemic, social responsibility, work-life balance, and how these keywords shape the future of recruitment and talent acquisition. Key Takeaways: The pandemic shaped Gen Z’s workforce values, impacting their career choices and expectations. Employers must align recruiting strategies with Gen Z's emphasis on social responsibility and work-life balance. Recruiters need to highlight company values and culture when attracting Gen Z candidates. Employers should acknowledge and respect Gen Z's concerns to build a loyal workforce. Agile recruitment processes are essential to meeting the fast-changing expectations of Gen Z. Gen Z candidates evaluate companies based on alignment with personal causes and values. Chapters 00:00 Who is Jeremy Bilsky? 02:55 The Impact of the Pandemic on Gen Z 09:33 Employers Backpedaling and the Challenges of the Job Market 17:31 Gen Z's Values and Causes in the Workplace 20:57 The Role of Recruiters in Selling Company Values 25:04 Taking Gen Z's Concerns Seriously 29:50 Adapting to the Changing Needs of Gen Z Candidates 31:15 Conclusion and Thank You Connect with Jeremy here: https://www.linkedin.com/in/jeremy-bilsky/ William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Gen Z has reshaped the recruiting game, challenging employers to rethink their strategies. With the pandemic as a catalyst, this generation values work-life balance and social responsibility. Recruiters must align job roles with these evolving expectations to attract and retain Gen Z talent in today’s competitive workforce.

In this episode, we look at Gen Z, recruiting, workforce, pandemic, social responsibility, work-life balance, and how these keywords shape the future of recruitment and talent acquisition.

Key Takeaways:

  1. The pandemic shaped Gen Z’s workforce values, impacting their career choices and expectations.
  2. Employers must align recruiting strategies with Gen Z's emphasis on social responsibility and work-life balance.
  3. Recruiters need to highlight company values and culture when attracting Gen Z candidates.
  4. Employers should acknowledge and respect Gen Z's concerns to build a loyal workforce.
  5. Agile recruitment processes are essential to meeting the fast-changing expectations of Gen Z.
  6. Gen Z candidates evaluate companies based on alignment with personal causes and values.


Chapters

00:00 Who is Jeremy Bilsky?

02:55 The Impact of the Pandemic on Gen Z

09:33 Employers Backpedaling and the Challenges of the Job Market

17:31 Gen Z's Values and Causes in the Workplace

20:57 The Role of Recruiters in Selling Company Values

25:04 Taking Gen Z's Concerns Seriously

29:50 Adapting to the Changing Needs of Gen Z Candidates

31:15 Conclusion and Thank You


Connect with Jeremy here: https://www.linkedin.com/in/jeremy-bilsky/

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

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

Connect with WRKdefined on your favorite social network

The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok

Share your brand across the WRKdefined Podcast Network

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2095 The Alchemy of Talent: Leading Teams to Peak Performance with Vijay Pendakur In this conversation, we dive deep with Vijay Pendakur on what makes high-performing teams truly excel. We unpack the role of trust, belonging, and connection, emphasizing why resilience and non-cognitive factors matter more than traditional metrics. Pendakur shows us how leadership models must evolve, focusing on skills and strengths to drive innovation and lasting success. In this episode, we look at high-performing teams, trust, leadership models, performance measurement, diversity, and non-cognitive factors. Vijay shares his expertise on aligning leadership with individual strengths while navigating constant disruption, driving teams to perform at their peak. Key Takeaways: High-performing teams are built through trust, belonging, and connection, not just cognitive factors. Resilience and non-cognitive factors significantly boost team performance, driving long-term success. Leadership models must be aligned with individual strengths, fostering talent in ways that contribute to innovation. Measuring performance requires a shift away from traditional metrics toward broader playbooks. Diversity is essential but only thrives when trust and belonging are prioritized within teams. Internal talent identification and talent mobility can outperform external acquisitions in achieving high-performance leadership. Chapters 00:00 Introduction and Background 03:00 The Importance of Trust, Belonging, and Connection 06:08 The Paradigm Shift in Performance Measurement 09:07 The Business Case for High-Performing Teams 11:28 The Impact of Diversity on Innovation 14:25 Fostering Non-Cognitive Performance Factors in Organizations 22:18 Aligning Leadership Roles with Individual Strengths 25:01 Transitioning to Leadership Roles 27:19 Navigating Disruption and Ambiguity 29:03 The Value of Internal Talent Identification Connect with Vijay here: https://www.linkedin.com/in/vijaypendakur/ Get the Alchemy of Talent here Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Wed, 09 Oct 2024 14:00:00 -0000 The Alchemy of Talent: Leading Teams to Peak Performance with Vijay Pendakur full WRKdefined Exploring high-performing teams, trust, and leadership models with Vijay Pendakur on how resilience and belonging drive team performance. In this conversation, we dive deep with Vijay Pendakur on what makes high-performing teams truly excel. We unpack the role of trust, belonging, and connection, emphasizing why resilience and non-cognitive factors matter more than traditional metrics. Pendakur shows us how leadership models must evolve, focusing on skills and strengths to drive innovation and lasting success. In this episode, we look at high-performing teams, trust, leadership models, performance measurement, diversity, and non-cognitive factors. Vijay shares his expertise on aligning leadership with individual strengths while navigating constant disruption, driving teams to perform at their peak. Key Takeaways: High-performing teams are built through trust, belonging, and connection, not just cognitive factors. Resilience and non-cognitive factors significantly boost team performance, driving long-term success. Leadership models must be aligned with individual strengths, fostering talent in ways that contribute to innovation. Measuring performance requires a shift away from traditional metrics toward broader playbooks. Diversity is essential but only thrives when trust and belonging are prioritized within teams. Internal talent identification and talent mobility can outperform external acquisitions in achieving high-performance leadership. Chapters 00:00 Introduction and Background 03:00 The Importance of Trust, Belonging, and Connection 06:08 The Paradigm Shift in Performance Measurement 09:07 The Business Case for High-Performing Teams 11:28 The Impact of Diversity on Innovation 14:25 Fostering Non-Cognitive Performance Factors in Organizations 22:18 Aligning Leadership Roles with Individual Strengths 25:01 Transitioning to Leadership Roles 27:19 Navigating Disruption and Ambiguity 29:03 The Value of Internal Talent Identification Connect with Vijay here: https://www.linkedin.com/in/vijaypendakur/ Get the Alchemy of Talent here Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices In this conversation, we dive deep with Vijay Pendakur on what makes high-performing teams truly excel. We unpack the role of trust, belonging, and connection, emphasizing why resilience and non-cognitive factors matter more than traditional metrics. Pendakur shows us how leadership models must evolve, focusing on skills and strengths to drive innovation and lasting success.

In this episode, we look at high-performing teams, trust, leadership models, performance measurement, diversity, and non-cognitive factors. Vijay shares his expertise on aligning leadership with individual strengths while navigating constant disruption, driving teams to perform at their peak.

Key Takeaways:

  1. High-performing teams are built through trust, belonging, and connection, not just cognitive factors.
  2. Resilience and non-cognitive factors significantly boost team performance, driving long-term success.
  3. Leadership models must be aligned with individual strengths, fostering talent in ways that contribute to innovation.
  4. Measuring performance requires a shift away from traditional metrics toward broader playbooks.
  5. Diversity is essential but only thrives when trust and belonging are prioritized within teams.
  6. Internal talent identification and talent mobility can outperform external acquisitions in achieving high-performance leadership.


Chapters

00:00 Introduction and Background

03:00 The Importance of Trust, Belonging, and Connection

06:08 The Paradigm Shift in Performance Measurement

09:07 The Business Case for High-Performing Teams

11:28 The Impact of Diversity on Innovation

14:25 Fostering Non-Cognitive Performance Factors in Organizations

22:18 Aligning Leadership Roles with Individual Strengths

25:01 Transitioning to Leadership Roles

27:19 Navigating Disruption and Ambiguity

29:03 The Value of Internal Talent Identification


Connect with Vijay here: https://www.linkedin.com/in/vijaypendakur/

Get the Alchemy of Talent here


Connect with WRKdefined on your favorite social network

The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok

Share your brand across the WRKdefined Podcast Network

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2522 Empowering Recruiters with Data-Driven Decision-Making & AI Data and analytics have become game-changers for recruiters, providing actionable insights that transform hiring strategies and improve decision-making. Dara Brenner shares how AI, data hygiene, and intuitive systems can enhance workflows, automate mundane tasks, and elevate the quality of hire, driving real recruitment outcomes. In this episode, we look at the role of recruiters, data, AI, analytics, decision-making, workflow, and quality of hire. Each element shapes the future of recruitment by empowering professionals to harness data for better outcomes and greater efficiency. Key Takeaways Data and analytics empower recruiters to make smarter, data-driven decisions in recruitment. Actionable data aligned with business goals improves overall recruitment strategies. AI-driven automation frees recruiters from mundane tasks, allowing them to focus on candidate engagement. Data hygiene and literacy are critical to maintaining accurate, useful data for decision-making. Intuitive data systems simplify workflows and ensure recruiters can access the right information quickly. Measuring quality of hire is essential for assessing the success of recruitment strategies and new hires. Chapters 00:00 Introduction and Overview 02:56 Understanding the Role of Data and Analytics in Recruitment 08:53 The Role of AI in Recruiting 14:19 Challenges and Opportunities in Data Hygiene and Data Literacy 18:08 Using Data in Context to Make Informed Decisions 21:30 The Importance of Recruiters in Data-Driven Recruitment 24:01 Data-Driven Decision-Making 26:24 Intuition and Intuitive Data Systems 29:21 Automation and Augmentation 35:32 Measuring Quality of Hire Connect with Dara Brenner here: https://linkedin.com/in/darabrenner/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 08 Oct 2024 15:48:00 -0000 Empowering Recruiters with Data-Driven Decision-Making & AI full WRKdefined Exploring how data, AI, and intuitive systems empower recruiters to make smarter hiring decisions. Data and analytics have become game-changers for recruiters, providing actionable insights that transform hiring strategies and improve decision-making. Dara Brenner shares how AI, data hygiene, and intuitive systems can enhance workflows, automate mundane tasks, and elevate the quality of hire, driving real recruitment outcomes. In this episode, we look at the role of recruiters, data, AI, analytics, decision-making, workflow, and quality of hire. Each element shapes the future of recruitment by empowering professionals to harness data for better outcomes and greater efficiency. Key Takeaways Data and analytics empower recruiters to make smarter, data-driven decisions in recruitment. Actionable data aligned with business goals improves overall recruitment strategies. AI-driven automation frees recruiters from mundane tasks, allowing them to focus on candidate engagement. Data hygiene and literacy are critical to maintaining accurate, useful data for decision-making. Intuitive data systems simplify workflows and ensure recruiters can access the right information quickly. Measuring quality of hire is essential for assessing the success of recruitment strategies and new hires. Chapters 00:00 Introduction and Overview 02:56 Understanding the Role of Data and Analytics in Recruitment 08:53 The Role of AI in Recruiting 14:19 Challenges and Opportunities in Data Hygiene and Data Literacy 18:08 Using Data in Context to Make Informed Decisions 21:30 The Importance of Recruiters in Data-Driven Recruitment 24:01 Data-Driven Decision-Making 26:24 Intuition and Intuitive Data Systems 29:21 Automation and Augmentation 35:32 Measuring Quality of Hire Connect with Dara Brenner here: https://linkedin.com/in/darabrenner/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Data and analytics have become game-changers for recruiters, providing actionable insights that transform hiring strategies and improve decision-making. Dara Brenner shares how AI, data hygiene, and intuitive systems can enhance workflows, automate mundane tasks, and elevate the quality of hire, driving real recruitment outcomes.

In this episode, we look at the role of recruiters, data, AI, analytics, decision-making, workflow, and quality of hire. Each element shapes the future of recruitment by empowering professionals to harness data for better outcomes and greater efficiency.

Key Takeaways

  1. Data and analytics empower recruiters to make smarter, data-driven decisions in recruitment.
  2. Actionable data aligned with business goals improves overall recruitment strategies.
  3. AI-driven automation frees recruiters from mundane tasks, allowing them to focus on candidate engagement.
  4. Data hygiene and literacy are critical to maintaining accurate, useful data for decision-making.
  5. Intuitive data systems simplify workflows and ensure recruiters can access the right information quickly.
  6. Measuring quality of hire is essential for assessing the success of recruitment strategies and new hires.


Chapters

00:00 Introduction and Overview

02:56 Understanding the Role of Data and Analytics in Recruitment

08:53 The Role of AI in Recruiting

14:19 Challenges and Opportunities in Data Hygiene and Data Literacy

18:08 Using Data in Context to Make Informed Decisions

21:30 The Importance of Recruiters in Data-Driven Recruitment

24:01 Data-Driven Decision-Making

26:24 Intuition and Intuitive Data Systems

29:21 Automation and Augmentation

35:32 Measuring Quality of Hire


Connect with Dara Brenner here: https://linkedin.com/in/darabrenner/


Connect with WRKdefined on your favorite social network

The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok

Share your brand across the WRKdefined Podcast Network

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2720 The Chaos of FTC's Non-Compete Ruling: Enforceability, Carve-Outs, and Political Implications Greg Brown dives into the complexities of the FTC’s recent ruling on non-compete agreements, highlighting its impact on executives, salespeople, and the business landscape. We explore the use of carve-outs, the enforceability of non-competes across states, and the potential chaos that may follow. This conversation provides a nuanced view on how labor unions and political dynamics could shape the future of non-competes, with a humorous nod to the upcoming elections. In this episode we look at non-competes, FTC ruling, enforceability, carve-outs, business divorce, litigation, and compliance. Greg Brown shares insights on how these legal shifts may disrupt business practices and affect the broader HR and Talent Acquisition landscape. Key Takeaways Non-competes are often enforced against salespeople and executives, especially in business divorce cases. The enforceability of non-competes varies significantly by state, with some states requiring additional consideration at the time of signing. Carve-outs are a strategic way to make non-competes more enforceable by narrowing down restrictions. The FTC’s recent ruling on non-competes is seen as politically motivated and may face significant legal challenges. The proposed rule could create chaos, leading to increased litigation and compliance issues for companies. Labor unions may back the rule as it could empower employees to negotiate better wages without being bound by non-compete agreements. Chapters 00:00 Who is Greg Brown? 07:39 Enforcement Against Salespeople 30:10 Senior Executives and the Enforcement of Non-Competes 37:29 Predictions for the Future and Potential Chaos Connect with Greg here: https://www.hwhlaw.com/people-Gregory-P-Brown Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Thu, 03 Oct 2024 17:17:55 -0000 The Chaos of FTC's Non-Compete Ruling: Enforceability, Carve-Outs, and Political Implications full WRKdefined Greg Brown breaks down the FTC’s non-compete ruling and what it means for business, executives, and the political landscape. Greg Brown dives into the complexities of the FTC’s recent ruling on non-compete agreements, highlighting its impact on executives, salespeople, and the business landscape. We explore the use of carve-outs, the enforceability of non-competes across states, and the potential chaos that may follow. This conversation provides a nuanced view on how labor unions and political dynamics could shape the future of non-competes, with a humorous nod to the upcoming elections. In this episode we look at non-competes, FTC ruling, enforceability, carve-outs, business divorce, litigation, and compliance. Greg Brown shares insights on how these legal shifts may disrupt business practices and affect the broader HR and Talent Acquisition landscape. Key Takeaways Non-competes are often enforced against salespeople and executives, especially in business divorce cases. The enforceability of non-competes varies significantly by state, with some states requiring additional consideration at the time of signing. Carve-outs are a strategic way to make non-competes more enforceable by narrowing down restrictions. The FTC’s recent ruling on non-competes is seen as politically motivated and may face significant legal challenges. The proposed rule could create chaos, leading to increased litigation and compliance issues for companies. Labor unions may back the rule as it could empower employees to negotiate better wages without being bound by non-compete agreements. Chapters 00:00 Who is Greg Brown? 07:39 Enforcement Against Salespeople 30:10 Senior Executives and the Enforcement of Non-Competes 37:29 Predictions for the Future and Potential Chaos Connect with Greg here: https://www.hwhlaw.com/people-Gregory-P-Brown Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Greg Brown dives into the complexities of the FTC’s recent ruling on non-compete agreements, highlighting its impact on executives, salespeople, and the business landscape. We explore the use of carve-outs, the enforceability of non-competes across states, and the potential chaos that may follow. This conversation provides a nuanced view on how labor unions and political dynamics could shape the future of non-competes, with a humorous nod to the upcoming elections.

In this episode we look at non-competes, FTC ruling, enforceability, carve-outs, business divorce, litigation, and compliance. Greg Brown shares insights on how these legal shifts may disrupt business practices and affect the broader HR and Talent Acquisition landscape.

Key Takeaways

  1. Non-competes are often enforced against salespeople and executives, especially in business divorce cases.
  2. The enforceability of non-competes varies significantly by state, with some states requiring additional consideration at the time of signing.
  3. Carve-outs are a strategic way to make non-competes more enforceable by narrowing down restrictions.
  4. The FTC’s recent ruling on non-competes is seen as politically motivated and may face significant legal challenges.
  5. The proposed rule could create chaos, leading to increased litigation and compliance issues for companies.
  6. Labor unions may back the rule as it could empower employees to negotiate better wages without being bound by non-compete agreements.


Chapters

00:00 Who is Greg Brown?

07:39 Enforcement Against Salespeople

30:10 Senior Executives and the Enforcement of Non-Competes

37:29 Predictions for the Future and Potential Chaos


Connect with Greg here: https://www.hwhlaw.com/people-Gregory-P-Brown


Connect with WRKdefined on your favorite social network

The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok

Share your brand across the WRKdefined Podcast Network

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2711 Indeed FutureWorks Preview - What To Expect At FutureWorks This Year. Jessica Jensen from Indeed reveals how their platform connects 350 million job seekers with employers globally while embracing the power of Generative AI to reshape hiring processes. We dive into workplace well-being, FutureWorks conference highlights, and Indeed’s evolving role in fostering job opportunities for marginalized communities. In this episode we look at Generative AI, job seekers, AI in hiring, job matching, workplace well-being, labor market, and FutureWorks as key elements shaping the future of work and human resources. Don’t miss this essential conversation about the future of hiring. Key Takeaways Indeed connects 350 million job seekers with employers monthly. Generative AI is transforming the hiring process and job matching. Workplace well-being directly impacts overall company performance. The FutureWorks conference offers global insights from industry leaders. AI plays a critical role in enhancing the job seeker experience. Indeed remains committed to supporting marginalized job seekers globally. Connect with Jessica Jensen, CMO Indeed here: https://www.linkedin.com/in/jensenjessica/ Lead with Indeed: https://www.indeed.com/lead Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 17 Sep 2024 14:00:00 -0000 Indeed FutureWorks Preview - What To Expect At FutureWorks This Year. full WRKdefined Jessica Jensen shares how Indeed is transforming hiring with Generative AI and creating opportunities for job seekers worldwide. Jessica Jensen from Indeed reveals how their platform connects 350 million job seekers with employers globally while embracing the power of Generative AI to reshape hiring processes. We dive into workplace well-being, FutureWorks conference highlights, and Indeed’s evolving role in fostering job opportunities for marginalized communities. In this episode we look at Generative AI, job seekers, AI in hiring, job matching, workplace well-being, labor market, and FutureWorks as key elements shaping the future of work and human resources. Don’t miss this essential conversation about the future of hiring. Key Takeaways Indeed connects 350 million job seekers with employers monthly. Generative AI is transforming the hiring process and job matching. Workplace well-being directly impacts overall company performance. The FutureWorks conference offers global insights from industry leaders. AI plays a critical role in enhancing the job seeker experience. Indeed remains committed to supporting marginalized job seekers globally. Connect with Jessica Jensen, CMO Indeed here: https://www.linkedin.com/in/jensenjessica/ Lead with Indeed: https://www.indeed.com/lead Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Jessica Jensen from Indeed reveals how their platform connects 350 million job seekers with employers globally while embracing the power of Generative AI to reshape hiring processes. We dive into workplace well-being, FutureWorks conference highlights, and Indeed’s evolving role in fostering job opportunities for marginalized communities.

In this episode we look at Generative AI, job seekers, AI in hiring, job matching, workplace well-being, labor market, and FutureWorks as key elements shaping the future of work and human resources. Don’t miss this essential conversation about the future of hiring.

Key Takeaways

  1. Indeed connects 350 million job seekers with employers monthly.
  2. Generative AI is transforming the hiring process and job matching.
  3. Workplace well-being directly impacts overall company performance.
  4. The FutureWorks conference offers global insights from industry leaders.
  5. AI plays a critical role in enhancing the job seeker experience.
  6. Indeed remains committed to supporting marginalized job seekers globally.


Connect with Jessica Jensen, CMO Indeed here: https://www.linkedin.com/in/jensenjessica/

Lead with Indeed: https://www.indeed.com/lead


Connect with WRKdefined on your favorite social network

The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok

Share your brand across the WRKdefined Podcast Network

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2181 Making the Most of Anxiety: Coaching for Growth and Performance Marisa Valente, executive coach, shares how anxiety can be harnessed as a positive force for growth and improvement. Focusing on coaching’s future-oriented approach, she emphasizes the importance of reflection and community in managing stress. Coaching helps individuals set a clear direction, while anxiety can propel them forward when channeled authentically. The conversation highlights the distinction between coaching and therapy, and explores how coaches, too, benefit from having their own coaches for continued development. In this episode, we look at anxiety, coaching, growth, reflection, performance, spirituality, and community, breaking down how these elements intertwine in managing stress and fostering personal improvement. Discover how coaching focuses on the present and future to unlock potential. Key Takeaways: Coaching is future-oriented, helping individuals set clear goals for growth and improvement. Anxiety can be transformed into a propeller for growth when viewed from a positive perspective. Reflection can be both spontaneous or scheduled, depending on personal rhythms and self-awareness. Community and relationships play an essential role in managing anxiety and supporting well-being. Coaches can provide perspective by actively listening and reflecting back on clients' goals and challenges. Coaches themselves benefit from having mentors or coaches to foster continuous personal and professional growth. Chapters 00:00 Who is Marisa Valente? 03:16 The Difference Between Coaching and Therapy 06:46 The Importance of Wanting to Be Coached 09:31 The Challenges of Performance Ratings 13:07 Making the Most of Anxiety 18:07 Turning Anxiety into a Positive Mechanism 20:20 The Importance of Slowing Down and Resting 27:36 Community and Anxiety Management 29:22 Addiction to Anxiety 32:06 Relationship with Self and Nature 39:24 The Coaching Process 42:55 Coaches Having Coaches Connect with Marisa here: https://www.linkedin.com/in/mlvmws/ The Center for Modern Workforce Strategy: https://www.linkedin.com/company/modernworkforcestrategy/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 10 Sep 2024 14:00:00 -0000 Making the Most of Anxiety: Coaching for Growth and Performance full WRKdefined Unlock the power of anxiety and coaching for personal growth and high performance. Marisa Valente, executive coach, shares how anxiety can be harnessed as a positive force for growth and improvement. Focusing on coaching’s future-oriented approach, she emphasizes the importance of reflection and community in managing stress. Coaching helps individuals set a clear direction, while anxiety can propel them forward when channeled authentically. The conversation highlights the distinction between coaching and therapy, and explores how coaches, too, benefit from having their own coaches for continued development. In this episode, we look at anxiety, coaching, growth, reflection, performance, spirituality, and community, breaking down how these elements intertwine in managing stress and fostering personal improvement. Discover how coaching focuses on the present and future to unlock potential. Key Takeaways: Coaching is future-oriented, helping individuals set clear goals for growth and improvement. Anxiety can be transformed into a propeller for growth when viewed from a positive perspective. Reflection can be both spontaneous or scheduled, depending on personal rhythms and self-awareness. Community and relationships play an essential role in managing anxiety and supporting well-being. Coaches can provide perspective by actively listening and reflecting back on clients' goals and challenges. Coaches themselves benefit from having mentors or coaches to foster continuous personal and professional growth. Chapters 00:00 Who is Marisa Valente? 03:16 The Difference Between Coaching and Therapy 06:46 The Importance of Wanting to Be Coached 09:31 The Challenges of Performance Ratings 13:07 Making the Most of Anxiety 18:07 Turning Anxiety into a Positive Mechanism 20:20 The Importance of Slowing Down and Resting 27:36 Community and Anxiety Management 29:22 Addiction to Anxiety 32:06 Relationship with Self and Nature 39:24 The Coaching Process 42:55 Coaches Having Coaches Connect with Marisa here: https://www.linkedin.com/in/mlvmws/ The Center for Modern Workforce Strategy: https://www.linkedin.com/company/modernworkforcestrategy/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Marisa Valente, executive coach, shares how anxiety can be harnessed as a positive force for growth and improvement. Focusing on coaching’s future-oriented approach, she emphasizes the importance of reflection and community in managing stress. Coaching helps individuals set a clear direction, while anxiety can propel them forward when channeled authentically. The conversation highlights the distinction between coaching and therapy, and explores how coaches, too, benefit from having their own coaches for continued development.

In this episode, we look at anxiety, coaching, growth, reflection, performance, spirituality, and community, breaking down how these elements intertwine in managing stress and fostering personal improvement. Discover how coaching focuses on the present and future to unlock potential.

Key Takeaways:

  1. Coaching is future-oriented, helping individuals set clear goals for growth and improvement.
  2. Anxiety can be transformed into a propeller for growth when viewed from a positive perspective.
  3. Reflection can be both spontaneous or scheduled, depending on personal rhythms and self-awareness.
  4. Community and relationships play an essential role in managing anxiety and supporting well-being.
  5. Coaches can provide perspective by actively listening and reflecting back on clients' goals and challenges.
  6. Coaches themselves benefit from having mentors or coaches to foster continuous personal and professional growth.


Chapters

00:00 Who is Marisa Valente?

03:16 The Difference Between Coaching and Therapy

06:46 The Importance of Wanting to Be Coached

09:31 The Challenges of Performance Ratings

13:07 Making the Most of Anxiety

18:07 Turning Anxiety into a Positive Mechanism

20:20 The Importance of Slowing Down and Resting

27:36 Community and Anxiety Management

29:22 Addiction to Anxiety

32:06 Relationship with Self and Nature

39:24 The Coaching Process

42:55 Coaches Having Coaches


Connect with Marisa here: https://www.linkedin.com/in/mlvmws/

The Center for Modern Workforce Strategy: https://www.linkedin.com/company/modernworkforcestrategy/


Connect with WRKdefined on your favorite social network

The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok

Share your brand across the WRKdefined Podcast Network

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2814 Exploring Ageism in the Workplace: Redefining Mentorship and Layoffs Ageism is more than just a buzzword—it's a reality impacting every generation in the workplace. From mentorship dynamics to the relevance of institutional knowledge, this episode dives into the complexities of age-related assumptions, the importance of soft skills, and how downsizing strategies disproportionately affect certain demographics. In this episode, we look at ageism, workplace dynamics, soft skills, institutional knowledge, mentorship, layoffs, and downsizing, exploring how these elements intersect and impact careers across generations. Key Takeaways: Ageism in the workplace impacts individuals across different generations, leading to misconceptions and biases. Soft skills and meaningful relationships are critical for career success and navigating generational differences. Institutional knowledge is becoming less relevant in today’s fast-paced, technology-driven workplace. Mentorship should evolve into a reciprocal relationship where both mentor and mentee learn from each other. Layoffs and downsizing are often used strategically to target specific age groups, requiring vigilant oversight to ensure fairness. Continuous learning and adaptability are crucial in combating ageism and staying relevant in the modern workplace. Chapters 00:00 Who is Lauren Winans 08:27 Ageism Across Different Generations 23:40 Audits and Evaluating Ageism Practices 32:22 Technology and Human Expertise 39:42 Layoffs and Downsizing Connect with Lauren here: https://www.linkedin.com/in/laurencwinans Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 03 Sep 2024 17:45:00 -0000 Exploring Ageism in the Workplace: Redefining Mentorship and Layoffs full WRKdefined Unpacking the Real Impact of Ageism in Today’s Workplace with Lauren Winans, Next Level Benefits Ageism is more than just a buzzword—it's a reality impacting every generation in the workplace. From mentorship dynamics to the relevance of institutional knowledge, this episode dives into the complexities of age-related assumptions, the importance of soft skills, and how downsizing strategies disproportionately affect certain demographics. In this episode, we look at ageism, workplace dynamics, soft skills, institutional knowledge, mentorship, layoffs, and downsizing, exploring how these elements intersect and impact careers across generations. Key Takeaways: Ageism in the workplace impacts individuals across different generations, leading to misconceptions and biases. Soft skills and meaningful relationships are critical for career success and navigating generational differences. Institutional knowledge is becoming less relevant in today’s fast-paced, technology-driven workplace. Mentorship should evolve into a reciprocal relationship where both mentor and mentee learn from each other. Layoffs and downsizing are often used strategically to target specific age groups, requiring vigilant oversight to ensure fairness. Continuous learning and adaptability are crucial in combating ageism and staying relevant in the modern workplace. Chapters 00:00 Who is Lauren Winans 08:27 Ageism Across Different Generations 23:40 Audits and Evaluating Ageism Practices 32:22 Technology and Human Expertise 39:42 Layoffs and Downsizing Connect with Lauren here: https://www.linkedin.com/in/laurencwinans Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Ageism is more than just a buzzword—it's a reality impacting every generation in the workplace. From mentorship dynamics to the relevance of institutional knowledge, this episode dives into the complexities of age-related assumptions, the importance of soft skills, and how downsizing strategies disproportionately affect certain demographics.

In this episode, we look at ageism, workplace dynamics, soft skills, institutional knowledge, mentorship, layoffs, and downsizing, exploring how these elements intersect and impact careers across generations.

Key Takeaways:

  1. Ageism in the workplace impacts individuals across different generations, leading to misconceptions and biases.
  2. Soft skills and meaningful relationships are critical for career success and navigating generational differences.
  3. Institutional knowledge is becoming less relevant in today’s fast-paced, technology-driven workplace.
  4. Mentorship should evolve into a reciprocal relationship where both mentor and mentee learn from each other.
  5. Layoffs and downsizing are often used strategically to target specific age groups, requiring vigilant oversight to ensure fairness.
  6. Continuous learning and adaptability are crucial in combating ageism and staying relevant in the modern workplace.


Chapters

00:00 Who is Lauren Winans

08:27 Ageism Across Different Generations

23:40 Audits and Evaluating Ageism Practices

32:22 Technology and Human Expertise

39:42 Layoffs and Downsizing


Connect with Lauren here: https://www.linkedin.com/in/laurencwinans


Connect with WRKdefined on your favorite social network

The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok

Share your brand across the WRKdefined Podcast Network

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2830 Ethical AI: Doing No Harm with Ivneet Kaur, Chief Information and Technology Officer at Sterling Ivneet Kaur, Sterling’s Chief Information and Technology Officer, shares her insights on AI, emphasizing the need for a holistic approach that includes strategy, governance, and upskilling. We dive deep into ethical AI, centralization for proper governance, and the necessity of removing bias and protecting privacy and security. We look at the importance of AI standards, interoperability, and third-party auditing to ensure fairness and accuracy. Additionally, we touch on the potential of AI in enhancing customer service and the need for robust security against AI-related attacks. In this episode, we look at AI, ethical AI, AI security attacks, governance, standards, interoperability, privacy, and explore how these key areas shape the future of work and technology. Key Takeaways Adopt a holistic approach to AI, integrating strategy, governance, and upskilling to navigate AI's complexities. Centralizing AI is essential for proper auditing, governance, and driving innovation without compromising ethics. Ethical AI prioritizes the removal of bias, safeguarding privacy, and ensuring security. Government regulation is crucial to prevent AI-driven harm and protect vulnerable populations. Establishing base standards for AI models is vital for interoperability across different providers. Third-party auditing of AI models is necessary to ensure fairness, accuracy, and mitigate risks. Chapters 00:00 Introduction and Setting the Stage 02:27 The State of AI: Separating Hype from Reality 08:12 Centralizing AI: Balancing Innovation and Governance 11:36 Ethical AI: Doing No Harm 13:42 The Role of Government in Regulating AI 18:58 The Importance of Learning about AI 21:25 Standards in AI 23:08 Interoperability and Portability 26:10 Data Portability and Model Governance 30:09 Trust and Verification in AI 36:05 AI Security Attacks 38:29 Improving Customer Service Experiences Connect with Ivneet Kaur on LinkedIn here: https://www.linkedin.com/in/ivneetkaur-exec/ Learn more about Sterling here: https://www.sterlingcheck.com/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 20 Aug 2024 14:00:00 -0000 Ethical AI: Doing No Harm with Ivneet Kaur, Chief Information and Technology Officer at Sterling full WRKdefined Exploring the critical balance between innovation, ethical AI, and robust security measures with Sterling's Chief Information and Technology Officer, Ivneet Kaur. Ivneet Kaur, Sterling’s Chief Information and Technology Officer, shares her insights on AI, emphasizing the need for a holistic approach that includes strategy, governance, and upskilling. We dive deep into ethical AI, centralization for proper governance, and the necessity of removing bias and protecting privacy and security. We look at the importance of AI standards, interoperability, and third-party auditing to ensure fairness and accuracy. Additionally, we touch on the potential of AI in enhancing customer service and the need for robust security against AI-related attacks. In this episode, we look at AI, ethical AI, AI security attacks, governance, standards, interoperability, privacy, and explore how these key areas shape the future of work and technology. Key Takeaways Adopt a holistic approach to AI, integrating strategy, governance, and upskilling to navigate AI's complexities. Centralizing AI is essential for proper auditing, governance, and driving innovation without compromising ethics. Ethical AI prioritizes the removal of bias, safeguarding privacy, and ensuring security. Government regulation is crucial to prevent AI-driven harm and protect vulnerable populations. Establishing base standards for AI models is vital for interoperability across different providers. Third-party auditing of AI models is necessary to ensure fairness, accuracy, and mitigate risks. Chapters 00:00 Introduction and Setting the Stage 02:27 The State of AI: Separating Hype from Reality 08:12 Centralizing AI: Balancing Innovation and Governance 11:36 Ethical AI: Doing No Harm 13:42 The Role of Government in Regulating AI 18:58 The Importance of Learning about AI 21:25 Standards in AI 23:08 Interoperability and Portability 26:10 Data Portability and Model Governance 30:09 Trust and Verification in AI 36:05 AI Security Attacks 38:29 Improving Customer Service Experiences Connect with Ivneet Kaur on LinkedIn here: https://www.linkedin.com/in/ivneetkaur-exec/ Learn more about Sterling here: https://www.sterlingcheck.com/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Ivneet Kaur, Sterling’s Chief Information and Technology Officer, shares her insights on AI, emphasizing the need for a holistic approach that includes strategy, governance, and upskilling. We dive deep into ethical AI, centralization for proper governance, and the necessity of removing bias and protecting privacy and security. We look at the importance of AI standards, interoperability, and third-party auditing to ensure fairness and accuracy. Additionally, we touch on the potential of AI in enhancing customer service and the need for robust security against AI-related attacks.

In this episode, we look at AI, ethical AI, AI security attacks, governance, standards, interoperability, privacy, and explore how these key areas shape the future of work and technology.

Key Takeaways

  1. Adopt a holistic approach to AI, integrating strategy, governance, and upskilling to navigate AI's complexities.
  2. Centralizing AI is essential for proper auditing, governance, and driving innovation without compromising ethics.
  3. Ethical AI prioritizes the removal of bias, safeguarding privacy, and ensuring security.
  4. Government regulation is crucial to prevent AI-driven harm and protect vulnerable populations.
  5. Establishing base standards for AI models is vital for interoperability across different providers.
  6. Third-party auditing of AI models is necessary to ensure fairness, accuracy, and mitigate risks.


Chapters

00:00 Introduction and Setting the Stage

02:27 The State of AI: Separating Hype from Reality

08:12 Centralizing AI: Balancing Innovation and Governance

11:36 Ethical AI: Doing No Harm

13:42 The Role of Government in Regulating AI

18:58 The Importance of Learning about AI

21:25 Standards in AI

23:08 Interoperability and Portability

26:10 Data Portability and Model Governance

30:09 Trust and Verification in AI

36:05 AI Security Attacks

38:29 Improving Customer Service Experiences


Connect with Ivneet Kaur on LinkedIn here: https://www.linkedin.com/in/ivneetkaur-exec/

Learn more about Sterling here: https://www.sterlingcheck.com/


Connect with WRKdefined on your favorite social network

The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok

Share your brand across the WRKdefined Podcast Network

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2702 The Impact of AI on Talent Acquisition, Employee Growth, and Internal Mobility with Melanie Lougee, ServiceNow We're diving deep into how AI reshapes talent acquisition, recruitment processes, and HR technology. From uncovering hidden talent to optimizing workflows, the focus is on balancing automation with human involvement and exploring the evolution of skills intelligence in employee growth and internal mobility. Melanie Lougee, Head of Next Gen HR Products (NowX Incubators) at ServiceNow is with us as we look at AI, HR technology, talent acquisition, hidden talent, automation, skills intelligence, and internal mobility. Discover how these key trends are driving the future of work and what they mean for HR professionals aiming to stay ahead in a tech-driven world. Key Takeaways AI is revolutionizing how we identify hidden talent within recruitment processes. Striking a balance between automation and human involvement is key to successful hiring strategies. Leveraging AI boosts process efficiency and transparency in HR workflows. Skills intelligence, driven by AI, enhances internal mobility and employee development. Integrating skills intelligence across business facets extends its value beyond HR. Human management is vital in nurturing talent amid evolving work dynamics and employee empowerment. Chapters 00:00 Who is Melanie Lougee 02:08 The Impact of AI on Talent Acquisition and Recruitment Processes 06:22 Challenges and Opportunities in Leveraging AI for HR Workflows 12:33 Balancing Automation and Human Involvement in Hiring 26:11 The Promise of Skills Intelligence Beyond HR 41:23 Guiding Employee Growth and Internal Mobility Drop Melanie a line here: https://www.linkedin.com/in/melanielougee/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 13 Aug 2024 14:25:00 -0000 The Impact of AI on Talent Acquisition, Employee Growth, and Internal Mobility with Melanie Lougee, ServiceNow full WRKdefined Exploring the Future of HR Tech: AI, Automation, and Skills Intelligence in the Workforce We're diving deep into how AI reshapes talent acquisition, recruitment processes, and HR technology. From uncovering hidden talent to optimizing workflows, the focus is on balancing automation with human involvement and exploring the evolution of skills intelligence in employee growth and internal mobility. Melanie Lougee, Head of Next Gen HR Products (NowX Incubators) at ServiceNow is with us as we look at AI, HR technology, talent acquisition, hidden talent, automation, skills intelligence, and internal mobility. Discover how these key trends are driving the future of work and what they mean for HR professionals aiming to stay ahead in a tech-driven world. Key Takeaways AI is revolutionizing how we identify hidden talent within recruitment processes. Striking a balance between automation and human involvement is key to successful hiring strategies. Leveraging AI boosts process efficiency and transparency in HR workflows. Skills intelligence, driven by AI, enhances internal mobility and employee development. Integrating skills intelligence across business facets extends its value beyond HR. Human management is vital in nurturing talent amid evolving work dynamics and employee empowerment. Chapters 00:00 Who is Melanie Lougee 02:08 The Impact of AI on Talent Acquisition and Recruitment Processes 06:22 Challenges and Opportunities in Leveraging AI for HR Workflows 12:33 Balancing Automation and Human Involvement in Hiring 26:11 The Promise of Skills Intelligence Beyond HR 41:23 Guiding Employee Growth and Internal Mobility Drop Melanie a line here: https://www.linkedin.com/in/melanielougee/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices We're diving deep into how AI reshapes talent acquisition, recruitment processes, and HR technology. From uncovering hidden talent to optimizing workflows, the focus is on balancing automation with human involvement and exploring the evolution of skills intelligence in employee growth and internal mobility.

Melanie Lougee, Head of Next Gen HR Products (NowX Incubators) at ServiceNow is with us as we look at AI, HR technology, talent acquisition, hidden talent, automation, skills intelligence, and internal mobility. Discover how these key trends are driving the future of work and what they mean for HR professionals aiming to stay ahead in a tech-driven world.

Key Takeaways

  1. AI is revolutionizing how we identify hidden talent within recruitment processes.
  2. Striking a balance between automation and human involvement is key to successful hiring strategies.
  3. Leveraging AI boosts process efficiency and transparency in HR workflows.
  4. Skills intelligence, driven by AI, enhances internal mobility and employee development.
  5. Integrating skills intelligence across business facets extends its value beyond HR.
  6. Human management is vital in nurturing talent amid evolving work dynamics and employee empowerment.


Chapters

00:00 Who is Melanie Lougee

02:08 The Impact of AI on Talent Acquisition and Recruitment Processes

06:22 Challenges and Opportunities in Leveraging AI for HR Workflows

12:33 Balancing Automation and Human Involvement in Hiring

26:11 The Promise of Skills Intelligence Beyond HR

41:23 Guiding Employee Growth and Internal Mobility


Drop Melanie a line here: https://www.linkedin.com/in/melanielougee/


Connect with WRKdefined on your favorite social network

The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok

Share your brand across the WRKdefined Podcast Network

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2632 Identity Verification: Ensuring Accurate Hiring and Understanding Misconceptions with Meg Wilson Chief Product Officer at Sterling Identity verification plays a critical role in hiring, preventing fraud, and ensuring accurate candidate information. Meg Wilson, Chief Product Officer at Sterling, discusses misconceptions, continuous monitoring, and how partnerships with ID.me and Yoti help industries like financial services and the gig economy prioritize identity verification. In this episode, we look at identity verification, hiring, background screening, fraud prevention, digital identity, financial services, and the gig economy. Connect with Meg Wilson here: https://www.linkedin.com/in/meghanboucherwilson/ Key Takeaways Identity verification is separate from background screening and not automatically included. Sterling partners with ID.me and Yoti for various levels of verification based on client needs. Financial services and the gig economy prioritize identity verification. Continuous identity monitoring ensures the actual person is employed. Starting with verified data in the screening process leads to faster, higher-quality results. The future of identity verification includes enabling candidate control over their data and considering identity verification for robots and algorithms. Chapters 00:00 Who is Meg Wilson Chief Product Officer at Sterling 03:03 The Role of Identity Verification in Hiring 08:21 Misconceptions and Separate Process for Identity Verification 11:30 Partnerships for Identity Verification 15:13 Continuous Monitoring of Identity 17:28 Starting with Verified Data in the Screening Process 20:12 False Identities and Verification 22:34 Ethical Considerations in Identity Verification 24:10 The Future of Identity Verification 25:54 Discrepancies and Candidate Experience 27:27 The Role of Identity in the Hiring Process 28:18 Identity-First Approach in Sales 30:37 Reusability of Verified Information 31:08 Target Market: Enterprise Organizations 33:13 Changing Attitudes Towards Hiring Convicted Felons 34:23 The Convergence of Screening, Monitoring, and Verification 35:40 Identity Verification Throughout the Employee Lifecycle 36:57 Identifying Companies That Understand the Importance of Identity Verification 39:07 Verification and Monitoring for Executives and Board Members 41:46 Verification and Monitoring for Robots and Algorithms Learn more about your ad choices. Visit megaphone.fm/adchoices Wed, 07 Aug 2024 18:31:23 -0000 Identity Verification: Ensuring Accurate Hiring and Understanding Misconceptions with Meg Wilson Chief Product Officer at Sterling full WRKdefined Uncovering the Importance of Identity Verification in the Hiring Process with Meg Wilson Identity verification plays a critical role in hiring, preventing fraud, and ensuring accurate candidate information. Meg Wilson, Chief Product Officer at Sterling, discusses misconceptions, continuous monitoring, and how partnerships with ID.me and Yoti help industries like financial services and the gig economy prioritize identity verification. In this episode, we look at identity verification, hiring, background screening, fraud prevention, digital identity, financial services, and the gig economy. Connect with Meg Wilson here: https://www.linkedin.com/in/meghanboucherwilson/ Key Takeaways Identity verification is separate from background screening and not automatically included. Sterling partners with ID.me and Yoti for various levels of verification based on client needs. Financial services and the gig economy prioritize identity verification. Continuous identity monitoring ensures the actual person is employed. Starting with verified data in the screening process leads to faster, higher-quality results. The future of identity verification includes enabling candidate control over their data and considering identity verification for robots and algorithms. Chapters 00:00 Who is Meg Wilson Chief Product Officer at Sterling 03:03 The Role of Identity Verification in Hiring 08:21 Misconceptions and Separate Process for Identity Verification 11:30 Partnerships for Identity Verification 15:13 Continuous Monitoring of Identity 17:28 Starting with Verified Data in the Screening Process 20:12 False Identities and Verification 22:34 Ethical Considerations in Identity Verification 24:10 The Future of Identity Verification 25:54 Discrepancies and Candidate Experience 27:27 The Role of Identity in the Hiring Process 28:18 Identity-First Approach in Sales 30:37 Reusability of Verified Information 31:08 Target Market: Enterprise Organizations 33:13 Changing Attitudes Towards Hiring Convicted Felons 34:23 The Convergence of Screening, Monitoring, and Verification 35:40 Identity Verification Throughout the Employee Lifecycle 36:57 Identifying Companies That Understand the Importance of Identity Verification 39:07 Verification and Monitoring for Executives and Board Members 41:46 Verification and Monitoring for Robots and Algorithms Learn more about your ad choices. Visit megaphone.fm/adchoices Identity verification plays a critical role in hiring, preventing fraud, and ensuring accurate candidate information. Meg Wilson, Chief Product Officer at Sterling, discusses misconceptions, continuous monitoring, and how partnerships with ID.me and Yoti help industries like financial services and the gig economy prioritize identity verification.

In this episode, we look at identity verification, hiring, background screening, fraud prevention, digital identity, financial services, and the gig economy.


Connect with Meg Wilson here: https://www.linkedin.com/in/meghanboucherwilson/


Key Takeaways

  1. Identity verification is separate from background screening and not automatically included.
  2. Sterling partners with ID.me and Yoti for various levels of verification based on client needs.
  3. Financial services and the gig economy prioritize identity verification.
  4. Continuous identity monitoring ensures the actual person is employed.
  5. Starting with verified data in the screening process leads to faster, higher-quality results.
  6. The future of identity verification includes enabling candidate control over their data and considering identity verification for robots and algorithms.


Chapters

00:00 Who is Meg Wilson Chief Product Officer at Sterling

03:03 The Role of Identity Verification in Hiring

08:21 Misconceptions and Separate Process for Identity Verification

11:30 Partnerships for Identity Verification

15:13 Continuous Monitoring of Identity

17:28 Starting with Verified Data in the Screening Process

20:12 False Identities and Verification

22:34 Ethical Considerations in Identity Verification

24:10 The Future of Identity Verification

25:54 Discrepancies and Candidate Experience

27:27 The Role of Identity in the Hiring Process

28:18 Identity-First Approach in Sales

30:37 Reusability of Verified Information

31:08 Target Market: Enterprise Organizations

33:13 Changing Attitudes Towards Hiring Convicted Felons

34:23 The Convergence of Screening, Monitoring, and Verification

35:40 Identity Verification Throughout the Employee Lifecycle

36:57 Identifying Companies That Understand the Importance of Identity Verification

39:07 Verification and Monitoring for Executives and Board Members

41:46 Verification and Monitoring for Robots and Algorithms

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2727 The Rise of Skills-Based Hiring: How AI and Data are Shaping the Future of Work We look at AI, skills-based hiring, COVID-19, internal mobility, assessments, data analysis, and workforce planning. We tango with how these elements shape the future of HR and the potential for outsourcing to emerging markets. Bruce Morton, Head of Strategy at Allegis Global Solutions answers the questions that have been burning a hole in our pockets. Key Takeaways Skills-based hiring has emerged as a vital response to the changes brought about by the COVID-19 pandemic, prompting organizations to rethink their work processes. AI plays a critical role in deconstructing work and matching skills to job requirements, helping organizations identify and leverage existing talent within their workforce. Utilizing assessments and data analysis can significantly improve hiring decisions, providing valuable insights into potential candidates and refining hiring processes. Internal mobility is crucial for maximizing the potential of existing employees, yet it is often hindered by a lack of trust and the complexity of navigating internal career paths. Creating a safe environment for employees to express their career aspirations is essential for fostering internal mobility and encouraging growth within the organization. AI and automation enhance workforce planning and recruitment by focusing on the actual work rather than rigid job descriptions, paving the way for a more dynamic and adaptable workforce. Connect with Bruce Morton here: https://www.linkedin.com/in/brucemorton/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 30 Jul 2024 13:00:00 -0000 The Rise of Skills-Based Hiring: How AI and Data are Shaping the Future of Work full WRKdefined Bruce Morton on Skills-Based Hiring, AI, and Transforming Workforce Dynamics We look at AI, skills-based hiring, COVID-19, internal mobility, assessments, data analysis, and workforce planning. We tango with how these elements shape the future of HR and the potential for outsourcing to emerging markets. Bruce Morton, Head of Strategy at Allegis Global Solutions answers the questions that have been burning a hole in our pockets. Key Takeaways Skills-based hiring has emerged as a vital response to the changes brought about by the COVID-19 pandemic, prompting organizations to rethink their work processes. AI plays a critical role in deconstructing work and matching skills to job requirements, helping organizations identify and leverage existing talent within their workforce. Utilizing assessments and data analysis can significantly improve hiring decisions, providing valuable insights into potential candidates and refining hiring processes. Internal mobility is crucial for maximizing the potential of existing employees, yet it is often hindered by a lack of trust and the complexity of navigating internal career paths. Creating a safe environment for employees to express their career aspirations is essential for fostering internal mobility and encouraging growth within the organization. AI and automation enhance workforce planning and recruitment by focusing on the actual work rather than rigid job descriptions, paving the way for a more dynamic and adaptable workforce. Connect with Bruce Morton here: https://www.linkedin.com/in/brucemorton/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices We look at AI, skills-based hiring, COVID-19, internal mobility, assessments, data analysis, and workforce planning. We tango with how these elements shape the future of HR and the potential for outsourcing to emerging markets. Bruce Morton, Head of Strategy at Allegis Global Solutions answers the questions that have been burning a hole in our pockets.

Key Takeaways

  1. Skills-based hiring has emerged as a vital response to the changes brought about by the COVID-19 pandemic, prompting organizations to rethink their work processes.
  2. AI plays a critical role in deconstructing work and matching skills to job requirements, helping organizations identify and leverage existing talent within their workforce.
  3. Utilizing assessments and data analysis can significantly improve hiring decisions, providing valuable insights into potential candidates and refining hiring processes.
  4. Internal mobility is crucial for maximizing the potential of existing employees, yet it is often hindered by a lack of trust and the complexity of navigating internal career paths.
  5. Creating a safe environment for employees to express their career aspirations is essential for fostering internal mobility and encouraging growth within the organization.
  6. AI and automation enhance workforce planning and recruitment by focusing on the actual work rather than rigid job descriptions, paving the way for a more dynamic and adaptable workforce.


Connect with Bruce Morton here: https://www.linkedin.com/in/brucemorton/


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]]> 2840 Exploring Ethics and Ethical Reasoning in HR We dig into the ethics of HR, discussing situational lying and its implications for employees. We explore the fine line between lying and omission in organizations. Special guests Jason Walker and Rey Ramirez introduce Thrive HR, their advisory and consulting firm, and share their expertise in recruiting, fractional HR, and AI applications. We question the boundaries of transparency, ethics and ethical reasoning, situational lying, pay equity, and effective communication in leadership. Key Takeaways Understanding the concept of situational lying and when it may be better for employees than destructive. The challenges of knowing where the line is between lying and omission in organizations. The role of HR advisory and consulting firms in areas such as recruiting, fractional HR, and consulting services. The importance of rationalizing the hype around AI and its application in HR. Transparency in leadership is crucial for building trust and engaging employees. Clear communication with employees is essential, and leaders should provide data and information to help employees understand the importance of certain initiatives. Pay equity is a complex issue, and organizations need to make efforts to address systemic inequities. Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 23 Jul 2024 14:46:00 -0000 Exploring Ethics and Ethical Reasoning in HR full WRKdefined Join Jason Walker and Rey Ramirez of Thrive HR as they delve into ethical dilemmas, transparency, and AI in HR. We dig into the ethics of HR, discussing situational lying and its implications for employees. We explore the fine line between lying and omission in organizations. Special guests Jason Walker and Rey Ramirez introduce Thrive HR, their advisory and consulting firm, and share their expertise in recruiting, fractional HR, and AI applications. We question the boundaries of transparency, ethics and ethical reasoning, situational lying, pay equity, and effective communication in leadership. Key Takeaways Understanding the concept of situational lying and when it may be better for employees than destructive. The challenges of knowing where the line is between lying and omission in organizations. The role of HR advisory and consulting firms in areas such as recruiting, fractional HR, and consulting services. The importance of rationalizing the hype around AI and its application in HR. Transparency in leadership is crucial for building trust and engaging employees. Clear communication with employees is essential, and leaders should provide data and information to help employees understand the importance of certain initiatives. Pay equity is a complex issue, and organizations need to make efforts to address systemic inequities. Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices We dig into the ethics of HR, discussing situational lying and its implications for employees. We explore the fine line between lying and omission in organizations. Special guests Jason Walker and Rey Ramirez introduce Thrive HR, their advisory and consulting firm, and share their expertise in recruiting, fractional HR, and AI applications.

We question the boundaries of transparency, ethics and ethical reasoning, situational lying, pay equity, and effective communication in leadership.


Key Takeaways

  • Understanding the concept of situational lying and when it may be better for employees than destructive.
  • The challenges of knowing where the line is between lying and omission in organizations.
  • The role of HR advisory and consulting firms in areas such as recruiting, fractional HR, and consulting services.
  • The importance of rationalizing the hype around AI and its application in HR.
  • Transparency in leadership is crucial for building trust and engaging employees.
  • Clear communication with employees is essential, and leaders should provide data and information to help employees understand the importance of certain initiatives.
  • Pay equity is a complex issue, and organizations need to make efforts to address systemic inequities.


Connect with WRKdefined on your favorite social network

The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok

Share your brand across the WRKdefined Podcast Network

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 3083 Mastering Workplace Presentations: Engage, Entertain, and Educate with James Micklethwait at Kahoot! We dive into mastering storytelling, interactivity, humor, and brevity. We tackle generational differences, the necessity for presentation training, and the value of communication skills for children. Elevate your presentations with actionable insights on virtual and in-person settings. We look at workplace presentations, presentation skills, generational differences, storytelling, interactivity, humor and brevity, authority, workplace culture and audience engagement. Episode Takeaways Challenges of keeping audiences engaged during workplace presentations. Importance of storytelling, interactivity, humor, brevity, and authority in effective presentations. Need for improved presentation training in the workplace. Value of communication skills in the curriculum for children. Storytelling, interactivity, and mixing up presentation styles are crucial for engaging the audience effectively. Feedback plays a significant role in improving presentation skills and boosting confidence. Adapting presentation styles for virtual and in-person settings is essential for effective communication. Chapters 00:00 Workplace Study Overview 03:13 The Unchanged Format of Presentations and Hybrid Working 06:46 The Superstar Presenter Spotlight Report: Pain Points and Solutions 33:20 The Power of Feedback: Enhancing Presentation Skills 47:13 Adapting Presentation Styles for Virtual and In-Person Settings 49:57 Unlocking Impactful Communication with Interactive Presentations Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 16 Jul 2024 13:08:00 -0000 Mastering Workplace Presentations: Engage, Entertain, and Educate with James Micklethwait at Kahoot! full WRKdefined Mastering Presentations: Engaging Audiences with Storytelling, Humor, and Brevity Across Generations and Settings We dive into mastering storytelling, interactivity, humor, and brevity. We tackle generational differences, the necessity for presentation training, and the value of communication skills for children. Elevate your presentations with actionable insights on virtual and in-person settings. We look at workplace presentations, presentation skills, generational differences, storytelling, interactivity, humor and brevity, authority, workplace culture and audience engagement. Episode Takeaways Challenges of keeping audiences engaged during workplace presentations. Importance of storytelling, interactivity, humor, brevity, and authority in effective presentations. Need for improved presentation training in the workplace. Value of communication skills in the curriculum for children. Storytelling, interactivity, and mixing up presentation styles are crucial for engaging the audience effectively. Feedback plays a significant role in improving presentation skills and boosting confidence. Adapting presentation styles for virtual and in-person settings is essential for effective communication. Chapters 00:00 Workplace Study Overview 03:13 The Unchanged Format of Presentations and Hybrid Working 06:46 The Superstar Presenter Spotlight Report: Pain Points and Solutions 33:20 The Power of Feedback: Enhancing Presentation Skills 47:13 Adapting Presentation Styles for Virtual and In-Person Settings 49:57 Unlocking Impactful Communication with Interactive Presentations Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices We dive into mastering storytelling, interactivity, humor, and brevity. We tackle generational differences, the necessity for presentation training, and the value of communication skills for children. Elevate your presentations with actionable insights on virtual and in-person settings.

We look at workplace presentations, presentation skills, generational differences, storytelling, interactivity, humor and brevity, authority, workplace culture and audience engagement.

Episode Takeaways

  • Challenges of keeping audiences engaged during workplace presentations.
  • Importance of storytelling, interactivity, humor, brevity, and authority in effective presentations.
  • Need for improved presentation training in the workplace.
  • Value of communication skills in the curriculum for children.
  • Storytelling, interactivity, and mixing up presentation styles are crucial for engaging the audience effectively.
  • Feedback plays a significant role in improving presentation skills and boosting confidence.
  • Adapting presentation styles for virtual and in-person settings is essential for effective communication.


Chapters

00:00 Workplace Study Overview

03:13 The Unchanged Format of Presentations and Hybrid Working

06:46 The Superstar Presenter Spotlight Report: Pain Points and Solutions

33:20 The Power of Feedback: Enhancing Presentation Skills

47:13 Adapting Presentation Styles for Virtual and In-Person Settings

49:57 Unlocking Impactful Communication with Interactive Presentations


Connect with WRKdefined on your favorite social network

The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok

Share your brand across the WRKdefined Podcast Network

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 3287 Communication in Change Management: Aligning Values and Behaviors with Nellie Wartoft We speak with Nellie Wartoft CEO at Tigerhall about change management, effective communication, training, and leadership. We slice it up and question employee experience, identity, adoption and transparency. Takeaways Change is constant, and organizations are experiencing more frequent and larger-scale changes. Effective communication is crucial during change management, and it should be tailored to different audiences within the organization. Individual identities and fear of loss play a significant role in people's resistance to change. AI adoption in organizations has gone through a pendulum swing, from widespread use to fear and control, but it is expected to shift towards more distributed use and control in the future. Clear communication and proper training are essential for successful change management. Leadership plays a critical role in driving culture and change within an organization. Companies should hire people who align with their desired culture and values. Transparency and open communication about expectations and values are key to building a strong culture. Chapters 00:00 Introduction and Recording Platform 03:44 Types of Projects in Change Management 09:49 Challenges of Change and Identity 23:35 AI in Organizations: Siloed or Centralized? 27:07 The Challenges of Change Management 29:24 Common Mistakes in Change Management 32:23 The Importance of Culture in Driving Change 36:17 The Role of Leadership in Shaping Culture 39:24 Hiring for Culture: Aligning Values and Behaviors 41:26 Transparency and Communication: Building a Strong Culture 45:07 The Myth of Bad Culture Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 09 Jul 2024 12:00:00 -0000 Communication in Change Management: Aligning Values and Behaviors with Nellie Wartoft full WRKdefined Communication in Change Management: Aligning Values and Behaviors with Nellie Wartoft We speak with Nellie Wartoft CEO at Tigerhall about change management, effective communication, training, and leadership. We slice it up and question employee experience, identity, adoption and transparency. Takeaways Change is constant, and organizations are experiencing more frequent and larger-scale changes. Effective communication is crucial during change management, and it should be tailored to different audiences within the organization. Individual identities and fear of loss play a significant role in people's resistance to change. AI adoption in organizations has gone through a pendulum swing, from widespread use to fear and control, but it is expected to shift towards more distributed use and control in the future. Clear communication and proper training are essential for successful change management. Leadership plays a critical role in driving culture and change within an organization. Companies should hire people who align with their desired culture and values. Transparency and open communication about expectations and values are key to building a strong culture. Chapters 00:00 Introduction and Recording Platform 03:44 Types of Projects in Change Management 09:49 Challenges of Change and Identity 23:35 AI in Organizations: Siloed or Centralized? 27:07 The Challenges of Change Management 29:24 Common Mistakes in Change Management 32:23 The Importance of Culture in Driving Change 36:17 The Role of Leadership in Shaping Culture 39:24 Hiring for Culture: Aligning Values and Behaviors 41:26 Transparency and Communication: Building a Strong Culture 45:07 The Myth of Bad Culture Learn more about your ad choices. Visit megaphone.fm/adchoices We speak with Nellie Wartoft CEO at Tigerhall about change management, effective communication, training, and leadership. We slice it up and question employee experience, identity, adoption and transparency.


Takeaways

  • Change is constant, and organizations are experiencing more frequent and larger-scale changes.
  • Effective communication is crucial during change management, and it should be tailored to different audiences within the organization.
  • Individual identities and fear of loss play a significant role in people's resistance to change.
  • AI adoption in organizations has gone through a pendulum swing, from widespread use to fear and control, but it is expected to shift towards more distributed use and control in the future. Clear communication and proper training are essential for successful change management.
  • Leadership plays a critical role in driving culture and change within an organization.
  • Companies should hire people who align with their desired culture and values.
  • Transparency and open communication about expectations and values are key to building a strong culture.


Chapters

00:00 Introduction and Recording Platform

03:44 Types of Projects in Change Management

09:49 Challenges of Change and Identity

23:35 AI in Organizations: Siloed or Centralized?

27:07 The Challenges of Change Management

29:24 Common Mistakes in Change Management

32:23 The Importance of Culture in Driving Change

36:17 The Role of Leadership in Shaping Culture

39:24 Hiring for Culture: Aligning Values and Behaviors

41:26 Transparency and Communication: Building a Strong Culture

45:07 The Myth of Bad Culture

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 3136 Generational Shifts and Talent Acquisition: The CHRO's New Playbook We look at how CHROs navigate generational shifts in the workforce, focusing on talent acquisition, internal mobility, remote work, and candidate experience, offering insights and strategies for building a future-ready, inclusive workplace. Takeaways Evolving CHRO Roles: CHROs are increasingly focusing on strategic investments in technology, learning, development, and internal mobility. Generational Perspectives: Understanding the diverse work environment and remote work preferences of different generations, particularly Gen Z, is crucial. Talent Acquisition and HR: Generational shifts are reshaping hiring practices, workplace expectations, and the role of CHROs. Internal Mobility and Candidate Experience: Prioritizing internal mobility and enhancing candidate experience are vital for effective talent acquisition. Strategic Business Alignment: CHROs must align HR strategies with overall business goals to navigate compliance, remote work challenges, and workforce planning in a competitive job market. Chapters 00:00 Introduction and Tongue Twisters 03:18 Challenges Faced by CHROs: Compliance and Regulatory Laws 05:40 Evolving Role of CHROs: Strategic Investments and Priorities 09:00 Navigating Compliance and Legislative Changes 13:00 Workforce Planning and Internal Mobility 25:38 The Evolving Role of CHROs in Talent Acquisition and HR 29:24 Internal Mobility and Candidate Experience in Talent Acquisition 31:34 CHROs as Strategic Business Partners 43:06 Challenges and Opportunities in the Current Job Market Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 02 Jul 2024 12:00:00 -0000 Generational Shifts and Talent Acquisition: The CHRO's New Playbook full WRKdefined Generational Shifts and Talent Acquisition: The CHRO's New Playbook We look at how CHROs navigate generational shifts in the workforce, focusing on talent acquisition, internal mobility, remote work, and candidate experience, offering insights and strategies for building a future-ready, inclusive workplace. Takeaways Evolving CHRO Roles: CHROs are increasingly focusing on strategic investments in technology, learning, development, and internal mobility. Generational Perspectives: Understanding the diverse work environment and remote work preferences of different generations, particularly Gen Z, is crucial. Talent Acquisition and HR: Generational shifts are reshaping hiring practices, workplace expectations, and the role of CHROs. Internal Mobility and Candidate Experience: Prioritizing internal mobility and enhancing candidate experience are vital for effective talent acquisition. Strategic Business Alignment: CHROs must align HR strategies with overall business goals to navigate compliance, remote work challenges, and workforce planning in a competitive job market. Chapters 00:00 Introduction and Tongue Twisters 03:18 Challenges Faced by CHROs: Compliance and Regulatory Laws 05:40 Evolving Role of CHROs: Strategic Investments and Priorities 09:00 Navigating Compliance and Legislative Changes 13:00 Workforce Planning and Internal Mobility 25:38 The Evolving Role of CHROs in Talent Acquisition and HR 29:24 Internal Mobility and Candidate Experience in Talent Acquisition 31:34 CHROs as Strategic Business Partners 43:06 Challenges and Opportunities in the Current Job Market Learn more about your ad choices. Visit megaphone.fm/adchoices We look at how CHROs navigate generational shifts in the workforce, focusing on talent acquisition, internal mobility, remote work, and candidate experience, offering insights and strategies for building a future-ready, inclusive workplace.


Takeaways

  1. Evolving CHRO Roles: CHROs are increasingly focusing on strategic investments in technology, learning, development, and internal mobility.
  2. Generational Perspectives: Understanding the diverse work environment and remote work preferences of different generations, particularly Gen Z, is crucial.
  3. Talent Acquisition and HR: Generational shifts are reshaping hiring practices, workplace expectations, and the role of CHROs.
  4. Internal Mobility and Candidate Experience: Prioritizing internal mobility and enhancing candidate experience are vital for effective talent acquisition.
  5. Strategic Business Alignment: CHROs must align HR strategies with overall business goals to navigate compliance, remote work challenges, and workforce planning in a competitive job market.


Chapters

00:00 Introduction and Tongue Twisters

03:18 Challenges Faced by CHROs: Compliance and Regulatory Laws

05:40 Evolving Role of CHROs: Strategic Investments and Priorities

09:00 Navigating Compliance and Legislative Changes

13:00 Workforce Planning and Internal Mobility

25:38 The Evolving Role of CHROs in Talent Acquisition and HR

29:24 Internal Mobility and Candidate Experience in Talent Acquisition

31:34 CHROs as Strategic Business Partners

43:06 Challenges and Opportunities in the Current Job Market

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2887 Generational Perspectives: The Great Disconnect and The Power of Authentic Employer Branding with Kyle M.K. from Indeed In this episode we riff with Kyle M.K. from Indeed on generational perspectives, the "great disconnect" and the power of authentic employer branding. Takeaways: Generational Influences: Different generations have distinct preferences and expectations that shape their workplace experiences. Challenges of Returning to the Office: Issues related to real estate, the need for flexibility, and enhancing candidate experiences are central as businesses transition back to office settings. Importance of Empathy and Authenticity: Being genuine in employer branding and operations helps attract and retain talent effectively. Flexibility and Accessibility: Adapting work arrangements and simplifying the hiring process are crucial for employee satisfaction and attracting skilled candidates. Cultural Impact: The organizational culture significantly influences both the candidate's journey and overall employee contentment. Technological Advancements: The integration of AI and automation is transforming interactions between recruiters and candidates, impacting the hiring process. Chapters 00:00 Navigating the Great Disconnect: Employer vs. Job Seeker Expectations 09:57 Challenges of Returning to the Office: Real Estate and Flexibility 12:59 Generational Perspectives: Shaping Workplace Preferences 22:26 The Power of Authentic Employer Branding 25:10 Flexibility and Barriers in the Hiring Process 33:44 Culture's Impact on Candidate Experience 46:43 The Role of Technology in Hiring Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 25 Jun 2024 11:00:00 -0000 Generational Perspectives: The Great Disconnect and The Power of Authentic Employer Branding with Kyle M.K. from Indeed full WRKdefined Generational Perspectives: The Great Disconnect and The Power of Authentic Employer Branding with Kyle M.K. from Indeed In this episode we riff with Kyle M.K. from Indeed on generational perspectives, the "great disconnect" and the power of authentic employer branding. Takeaways: Generational Influences: Different generations have distinct preferences and expectations that shape their workplace experiences. Challenges of Returning to the Office: Issues related to real estate, the need for flexibility, and enhancing candidate experiences are central as businesses transition back to office settings. Importance of Empathy and Authenticity: Being genuine in employer branding and operations helps attract and retain talent effectively. Flexibility and Accessibility: Adapting work arrangements and simplifying the hiring process are crucial for employee satisfaction and attracting skilled candidates. Cultural Impact: The organizational culture significantly influences both the candidate's journey and overall employee contentment. Technological Advancements: The integration of AI and automation is transforming interactions between recruiters and candidates, impacting the hiring process. Chapters 00:00 Navigating the Great Disconnect: Employer vs. Job Seeker Expectations 09:57 Challenges of Returning to the Office: Real Estate and Flexibility 12:59 Generational Perspectives: Shaping Workplace Preferences 22:26 The Power of Authentic Employer Branding 25:10 Flexibility and Barriers in the Hiring Process 33:44 Culture's Impact on Candidate Experience 46:43 The Role of Technology in Hiring Learn more about your ad choices. Visit megaphone.fm/adchoices In this episode we riff with Kyle M.K. from Indeed on generational perspectives, the "great disconnect" and the power of authentic employer branding.


Takeaways:

  1. Generational Influences: Different generations have distinct preferences and expectations that shape their workplace experiences.
  2. Challenges of Returning to the Office: Issues related to real estate, the need for flexibility, and enhancing candidate experiences are central as businesses transition back to office settings.
  3. Importance of Empathy and Authenticity: Being genuine in employer branding and operations helps attract and retain talent effectively.
  4. Flexibility and Accessibility: Adapting work arrangements and simplifying the hiring process are crucial for employee satisfaction and attracting skilled candidates.
  5. Cultural Impact: The organizational culture significantly influences both the candidate's journey and overall employee contentment.
  6. Technological Advancements: The integration of AI and automation is transforming interactions between recruiters and candidates, impacting the hiring process.


Chapters


00:00 Navigating the Great Disconnect: Employer vs. Job Seeker Expectations

09:57 Challenges of Returning to the Office: Real Estate and Flexibility

12:59 Generational Perspectives: Shaping Workplace Preferences

22:26 The Power of Authentic Employer Branding

25:10 Flexibility and Barriers in the Hiring Process

33:44 Culture's Impact on Candidate Experience

46:43 The Role of Technology in Hiring

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2896 The Generational Shift in Leadership and Its Implications w/ Stacia Garr of RedThread In this conversation, Stacia Garr from RedThread Research discusses megatrends and their impact on businesses and HR. She doesn't hold back as we look at the recession, geopolitical and social unrest, power struggles, the influence of leaders on organizations, and the challenges of overcommunication. Takeaways Megatrends have a significant impact on businesses and HR, influencing decision-making and strategic planning. The influence of the president on the economy is historically limited, and geopolitical and social unrest play a crucial role in shaping economic conditions. Technological advances, power struggles, and generational shifts are key factors that businesses and HR professionals need to consider in their planning and decision-making processes. The impact of technology, inflation, and high prices on stability The role of communication in leadership and its influence on organizational decisions The generational shift in leadership and its implications for work and retirement The challenges and economic implications of longer working lives The changing nature of work and the influence of generational values Chapters 00:00 Understanding Megatrends: Impact on Business and HR 10:33 The Influence of the President on the Economy and Historical Perspectives 21:52 The Role of Communication in Leadership and Organizational Decisions 33:39 The Generational Shift in Leadership and Its Implications 37:39 The Changing Nature of Work and Retirement Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 18 Jun 2024 09:00:00 -0000 The Generational Shift in Leadership and Its Implications w/ Stacia Garr of RedThread full WRKdefined The Generational Shift in Leadership and Its Implications w/ Stacia Garr of RedThread In this conversation, Stacia Garr from RedThread Research discusses megatrends and their impact on businesses and HR. She doesn't hold back as we look at the recession, geopolitical and social unrest, power struggles, the influence of leaders on organizations, and the challenges of overcommunication. Takeaways Megatrends have a significant impact on businesses and HR, influencing decision-making and strategic planning. The influence of the president on the economy is historically limited, and geopolitical and social unrest play a crucial role in shaping economic conditions. Technological advances, power struggles, and generational shifts are key factors that businesses and HR professionals need to consider in their planning and decision-making processes. The impact of technology, inflation, and high prices on stability The role of communication in leadership and its influence on organizational decisions The generational shift in leadership and its implications for work and retirement The challenges and economic implications of longer working lives The changing nature of work and the influence of generational values Chapters 00:00 Understanding Megatrends: Impact on Business and HR 10:33 The Influence of the President on the Economy and Historical Perspectives 21:52 The Role of Communication in Leadership and Organizational Decisions 33:39 The Generational Shift in Leadership and Its Implications 37:39 The Changing Nature of Work and Retirement Learn more about your ad choices. Visit megaphone.fm/adchoices In this conversation, Stacia Garr from RedThread Research discusses megatrends and their impact on businesses and HR. She doesn't hold back as we look at the recession, geopolitical and social unrest, power struggles, the influence of leaders on organizations, and the challenges of overcommunication.


Takeaways

  1. Megatrends have a significant impact on businesses and HR, influencing decision-making and strategic planning.
  2. The influence of the president on the economy is historically limited, and geopolitical and social unrest play a crucial role in shaping economic conditions.
  3. Technological advances, power struggles, and generational shifts are key factors that businesses and HR professionals need to consider in their planning and decision-making processes. The impact of technology, inflation, and high prices on stability
  4. The role of communication in leadership and its influence on organizational decisions
  5. The generational shift in leadership and its implications for work and retirement
  6. The challenges and economic implications of longer working lives
  7. The changing nature of work and the influence of generational values


Chapters

00:00 Understanding Megatrends: Impact on Business and HR

10:33 The Influence of the President on the Economy and Historical Perspectives

21:52 The Role of Communication in Leadership and Organizational Decisions

33:39 The Generational Shift in Leadership and Its Implications

37:39 The Changing Nature of Work and Retirement


Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2492 Sexual Harassment in the Workplace. How to Address It, Investigations, and Retaliation with Lakeisha Robichaux CEO, Chief of Minds Some conversations hit different. This is one of them. We speak with CEO at Chief of Minds, Lakeisha Robichaux about Sexual harassment in the workplace, how to address it, investigations, and what happens when employees fear retaliation. Takeaways Sexual harassment in the workplace has evolved over the years, with changing societal norms and legal considerations. HR plays a crucial role in addressing and preventing sexual harassment, ensuring compliance, and providing support to employees. Handling harassment cases involving top performers and leaders presents unique challenges for organizations, requiring careful investigation and decision-making. The process of addressing sexual harassment cases involves documentation, investigation, and, in severe cases, involvement of authorities. The role of HR in addressing harassment cases is influenced by reporting structures, confidentiality, and the involvement of senior leadership and the board. Informing the board about workplace harassment claims is crucial for transparency and accountability. Fear of retribution and retaliation can prevent employees from reporting workplace harassment. The duration of sexual harassment investigations varies based on factors such as witnesses and documentation. Workplace culture and regional differences can impact behavior and perceptions of harassment. Long-term commitment to diversity and inclusion requires values alignment, effective communication, and a focus on mental health. Creating a harassment-free workplace involves a deep understanding of values, consistent communication, and consideration of mental health impacts. Chapters 00:00 The Evolution of Sexual Harassment in the Workplace 10:07 The Role of HR in Addressing Sexual Harassment 25:26 Navigating Workplace Harassment Claims and Board Notification 27:30 Fear of Retribution and Retaliation in Reporting Harassment 28:32 Duration and Impact of Sexual Harassment Investigations 36:08 Culture's Influence on Workplace Behavior and Harassment 43:29 Long-Term Commitment to Diversity and Inclusion 44:40 Values, Communication, and Mental Health in Creating a Harassment-Free Workplace Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 11 Jun 2024 11:00:00 -0000 Sexual Harassment in the Workplace. How to Address It, Investigations, and Retaliation with Lakeisha Robichaux CEO, Chief of Minds full WRKdefined Sexual Harassment in the Workplace. How to Address It, Investigations, and Retaliation with Lakeisha Robichaux CEO, Chief of Minds Some conversations hit different. This is one of them. We speak with CEO at Chief of Minds, Lakeisha Robichaux about Sexual harassment in the workplace, how to address it, investigations, and what happens when employees fear retaliation. Takeaways Sexual harassment in the workplace has evolved over the years, with changing societal norms and legal considerations. HR plays a crucial role in addressing and preventing sexual harassment, ensuring compliance, and providing support to employees. Handling harassment cases involving top performers and leaders presents unique challenges for organizations, requiring careful investigation and decision-making. The process of addressing sexual harassment cases involves documentation, investigation, and, in severe cases, involvement of authorities. The role of HR in addressing harassment cases is influenced by reporting structures, confidentiality, and the involvement of senior leadership and the board. Informing the board about workplace harassment claims is crucial for transparency and accountability. Fear of retribution and retaliation can prevent employees from reporting workplace harassment. The duration of sexual harassment investigations varies based on factors such as witnesses and documentation. Workplace culture and regional differences can impact behavior and perceptions of harassment. Long-term commitment to diversity and inclusion requires values alignment, effective communication, and a focus on mental health. Creating a harassment-free workplace involves a deep understanding of values, consistent communication, and consideration of mental health impacts. Chapters 00:00 The Evolution of Sexual Harassment in the Workplace 10:07 The Role of HR in Addressing Sexual Harassment 25:26 Navigating Workplace Harassment Claims and Board Notification 27:30 Fear of Retribution and Retaliation in Reporting Harassment 28:32 Duration and Impact of Sexual Harassment Investigations 36:08 Culture's Influence on Workplace Behavior and Harassment 43:29 Long-Term Commitment to Diversity and Inclusion 44:40 Values, Communication, and Mental Health in Creating a Harassment-Free Workplace Learn more about your ad choices. Visit megaphone.fm/adchoices Some conversations hit different. This is one of them. We speak with CEO at Chief of Minds, Lakeisha Robichaux about Sexual harassment in the workplace, how to address it, investigations, and what happens when employees fear retaliation.


Takeaways

  • Sexual harassment in the workplace has evolved over the years, with changing societal norms and legal considerations.
  • HR plays a crucial role in addressing and preventing sexual harassment, ensuring compliance, and providing support to employees.
  • Handling harassment cases involving top performers and leaders presents unique challenges for organizations, requiring careful investigation and decision-making.
  • The process of addressing sexual harassment cases involves documentation, investigation, and, in severe cases, involvement of authorities.
  • The role of HR in addressing harassment cases is influenced by reporting structures, confidentiality, and the involvement of senior leadership and the board. Informing the board about workplace harassment claims is crucial for transparency and accountability.
  • Fear of retribution and retaliation can prevent employees from reporting workplace harassment.
  • The duration of sexual harassment investigations varies based on factors such as witnesses and documentation.
  • Workplace culture and regional differences can impact behavior and perceptions of harassment.
  • Long-term commitment to diversity and inclusion requires values alignment, effective communication, and a focus on mental health.
  • Creating a harassment-free workplace involves a deep understanding of values, consistent communication, and consideration of mental health impacts.


Chapters

00:00 The Evolution of Sexual Harassment in the Workplace

10:07 The Role of HR in Addressing Sexual Harassment

25:26 Navigating Workplace Harassment Claims and Board Notification

27:30 Fear of Retribution and Retaliation in Reporting Harassment

28:32 Duration and Impact of Sexual Harassment Investigations

36:08 Culture's Influence on Workplace Behavior and Harassment

43:29 Long-Term Commitment to Diversity and Inclusion

44:40 Values, Communication, and Mental Health in Creating a Harassment-Free Workplace

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2823 Navigating Difficult Bosses: The Power of Tailored Communication and Empathy w/ Mason Farmani In our conversation with Mason Farmani we take a serious look at the topic of difficult bosses and the impact they have on employees, the importance of understanding and addressing the challenges posed by difficult bosses, as well as the role of communication and empathy in creating a positive work environment. We dig in on: Understanding the impact of difficult bosses on employees The importance of tailored communication and empathy in the workplace Addressing workplace challenges through individualized solutions The role of organizational culture in shaping employee experiences Organizational culture influences hiring decisions and employee behavior. Mavericks can play a valuable role in driving innovation and change within organizations. Difficult bosses may not change if they are not willing to do so, and it's important to recognize when a job is not the right fit. Personal accountability and self-awareness are crucial in navigating professional relationships and transitions. The pursuit of joy in work and the ability to learn from professional experiences are essential for career satisfaction and growth. Chapters 00:00 Introduction to Difficult Bosses and Workplace Challenges 03:46 The Role of Tailored Communication and Empathy 30:09 Navigating Organizational Culture and Hiring Practices 32:30 The Role of Mavericks in Driving Innovation 35:44 Dealing with Difficult Bosses and Job Fit 49:57 The Pursuit of Joy in Work 53:02 Lessons Learned and Professional Growth Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 04 Jun 2024 10:00:00 -0000 Navigating Difficult Bosses: The Power of Tailored Communication and Empathy w/ Mason Farmani full WRKdefined Navigating Difficult Bosses: The Power of Tailored Communication and Empathy w/ Mason Farmani In our conversation with Mason Farmani we take a serious look at the topic of difficult bosses and the impact they have on employees, the importance of understanding and addressing the challenges posed by difficult bosses, as well as the role of communication and empathy in creating a positive work environment. We dig in on: Understanding the impact of difficult bosses on employees The importance of tailored communication and empathy in the workplace Addressing workplace challenges through individualized solutions The role of organizational culture in shaping employee experiences Organizational culture influences hiring decisions and employee behavior. Mavericks can play a valuable role in driving innovation and change within organizations. Difficult bosses may not change if they are not willing to do so, and it's important to recognize when a job is not the right fit. Personal accountability and self-awareness are crucial in navigating professional relationships and transitions. The pursuit of joy in work and the ability to learn from professional experiences are essential for career satisfaction and growth. Chapters 00:00 Introduction to Difficult Bosses and Workplace Challenges 03:46 The Role of Tailored Communication and Empathy 30:09 Navigating Organizational Culture and Hiring Practices 32:30 The Role of Mavericks in Driving Innovation 35:44 Dealing with Difficult Bosses and Job Fit 49:57 The Pursuit of Joy in Work 53:02 Lessons Learned and Professional Growth Learn more about your ad choices. Visit megaphone.fm/adchoices In our conversation with Mason Farmani we take a serious look at the topic of difficult bosses and the impact they have on employees, the importance of understanding and addressing the challenges posed by difficult bosses, as well as the role of communication and empathy in creating a positive work environment.

We dig in on:

  • Understanding the impact of difficult bosses on employees
  • The importance of tailored communication and empathy in the workplace
  • Addressing workplace challenges through individualized solutions
  • The role of organizational culture in shaping employee experiences Organizational culture influences hiring decisions and employee behavior.
  • Mavericks can play a valuable role in driving innovation and change within organizations.
  • Difficult bosses may not change if they are not willing to do so, and it's important to recognize when a job is not the right fit.
  • Personal accountability and self-awareness are crucial in navigating professional relationships and transitions.
  • The pursuit of joy in work and the ability to learn from professional experiences are essential for career satisfaction and growth.


Chapters

00:00 Introduction to Difficult Bosses and Workplace Challenges

03:46 The Role of Tailored Communication and Empathy

30:09 Navigating Organizational Culture and Hiring Practices

32:30 The Role of Mavericks in Driving Innovation

35:44 Dealing with Difficult Bosses and Job Fit

49:57 The Pursuit of Joy in Work

53:02 Lessons Learned and Professional Growth

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 3363 Improving Candidate Matching with AI AND The Human Touch with Matt Fischer, President and COO at Bullhorn We speak with Matt Fischer, President and COO of Bullhorn, about AI in recruiting. We discuss the current state of AI in the industry, the expectations and challenges for clients, and the role of automation in improving data quality. Matt makes the case to understand the importance of experimentation and the need for a human touch in the recruiting process. We talk all things automation, data quality, AI matching, candidate matching, skills classification, and fraud detection. Takeaways AI in recruiting is currently at the peak of inflated expectations, but it is important to educate clients on how it can add value and be integrated into their workflow. Clients have different expectations and approaches to AI, with some focusing on efficiency and productivity, while others envision a future without recruiters. The decision of where to put the human touch in the recruiting process is crucial, and it varies based on factors such as job type, customer type, and talent type. Bullhorn's marketplace allows for integration with various AI and automation tools, and they prioritize an open ecosystem to serve their customers. Data quality and the willingness to experiment are key factors in leveraging AI effectively in recruiting. Automation can help improve data quality by engaging and nurturing candidates in the database, reducing the need to go back to external sources. AI matching is a hot topic in the corporate world, but the staffing industry has unique challenges and considerations in implementing effective matching algorithms. AI can improve candidate matching by focusing on outcomes rather than just resumes. AI can generate personalized job descriptions and pitch letters, saving time for recruiters. AI has the potential to detect fraud and reduce ghosting in the hiring process. Embracing AI technology can drive innovation in the staffing industry. Chapters 00:00 Introduction and Background 07:41 Building an Open Ecosystem: Bullhorn's Marketplace 15:55 Creating Custom Language Models for Bullhorn 30:54 Skills Classification and Taxonomy with AI 39:26 Embracing AI for Innovation in the Staffing Industry Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 28 May 2024 09:00:00 -0000 Improving Candidate Matching with AI AND The Human Touch with Matt Fischer, President and COO at Bullhorn full WRKdefined Improving Candidate Matching with AI AND The Human Touch with Matt Fischer, President and COO at Bullhorn We speak with Matt Fischer, President and COO of Bullhorn, about AI in recruiting. We discuss the current state of AI in the industry, the expectations and challenges for clients, and the role of automation in improving data quality. Matt makes the case to understand the importance of experimentation and the need for a human touch in the recruiting process. We talk all things automation, data quality, AI matching, candidate matching, skills classification, and fraud detection. Takeaways AI in recruiting is currently at the peak of inflated expectations, but it is important to educate clients on how it can add value and be integrated into their workflow. Clients have different expectations and approaches to AI, with some focusing on efficiency and productivity, while others envision a future without recruiters. The decision of where to put the human touch in the recruiting process is crucial, and it varies based on factors such as job type, customer type, and talent type. Bullhorn's marketplace allows for integration with various AI and automation tools, and they prioritize an open ecosystem to serve their customers. Data quality and the willingness to experiment are key factors in leveraging AI effectively in recruiting. Automation can help improve data quality by engaging and nurturing candidates in the database, reducing the need to go back to external sources. AI matching is a hot topic in the corporate world, but the staffing industry has unique challenges and considerations in implementing effective matching algorithms. AI can improve candidate matching by focusing on outcomes rather than just resumes. AI can generate personalized job descriptions and pitch letters, saving time for recruiters. AI has the potential to detect fraud and reduce ghosting in the hiring process. Embracing AI technology can drive innovation in the staffing industry. Chapters 00:00 Introduction and Background 07:41 Building an Open Ecosystem: Bullhorn's Marketplace 15:55 Creating Custom Language Models for Bullhorn 30:54 Skills Classification and Taxonomy with AI 39:26 Embracing AI for Innovation in the Staffing Industry Learn more about your ad choices. Visit megaphone.fm/adchoices We speak with Matt Fischer, President and COO of Bullhorn, about AI in recruiting. We discuss the current state of AI in the industry, the expectations and challenges for clients, and the role of automation in improving data quality. Matt makes the case to understand the importance of experimentation and the need for a human touch in the recruiting process. We talk all things automation, data quality, AI matching, candidate matching, skills classification, and fraud detection.

Takeaways

  • AI in recruiting is currently at the peak of inflated expectations, but it is important to educate clients on how it can add value and be integrated into their workflow.
  • Clients have different expectations and approaches to AI, with some focusing on efficiency and productivity, while others envision a future without recruiters.
  • The decision of where to put the human touch in the recruiting process is crucial, and it varies based on factors such as job type, customer type, and talent type.
  • Bullhorn's marketplace allows for integration with various AI and automation tools, and they prioritize an open ecosystem to serve their customers.
  • Data quality and the willingness to experiment are key factors in leveraging AI effectively in recruiting.
  • Automation can help improve data quality by engaging and nurturing candidates in the database, reducing the need to go back to external sources.
  • AI matching is a hot topic in the corporate world, but the staffing industry has unique challenges and considerations in implementing effective matching algorithms. AI can improve candidate matching by focusing on outcomes rather than just resumes.
  • AI can generate personalized job descriptions and pitch letters, saving time for recruiters.
  • AI has the potential to detect fraud and reduce ghosting in the hiring process.
  • Embracing AI technology can drive innovation in the staffing industry.


Chapters

00:00 Introduction and Background

07:41 Building an Open Ecosystem: Bullhorn's Marketplace

15:55 Creating Custom Language Models for Bullhorn

30:54 Skills Classification and Taxonomy with AI

39:26 Embracing AI for Innovation in the Staffing Industry

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2769 Navigating Workplace Politics: Respect, Empathy, and Inclusivity with Rick Hammell In this episode we speak with Rick Hammell, CEO and Founder at Helios about the challenges of workplace politics, respect, empathy, and inclusivity. Takeaways Respect diverse viewpoints and create an inclusive environment in the workplace. Avoid discussing politics in the workplace unless it becomes a source of anxiety or discomfort for someone. Engage in fact-based conversations and be open to understanding different perspectives. Recognize the importance of diversity and inclusion in the workplace and understand that diversity includes everyone. Focus on solution-based discussions rather than finger-pointing or alternative facts. Respect and empathy are crucial in navigating political discussions in the workplace. Companies should set clear boundaries and consequences for inappropriate behavior related to politics. Social media can amplify political discussions and make it difficult to separate personal and professional lives. Diversity and inclusion are important in creating a respectful and understanding work environment. DNA testing can provide insights into personal histories and help foster a sense of identity and belonging. Chapters 00:00 Introduction and Humorous Exchange 08:05 Setting the Stage: Election Year and Workplace Discourse 14:11 The Complexity of the Word 'Diversity' 29:11 Embracing Diversity and Inclusion Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 21 May 2024 11:00:00 -0000 Navigating Workplace Politics: Respect, Empathy, and Inclusivity with Rick Hammell full WRKdefined Navigating Workplace Politics: Respect, Empathy, and Inclusivity with Rick Hammell In this episode we speak with Rick Hammell, CEO and Founder at Helios about the challenges of workplace politics, respect, empathy, and inclusivity. Takeaways Respect diverse viewpoints and create an inclusive environment in the workplace. Avoid discussing politics in the workplace unless it becomes a source of anxiety or discomfort for someone. Engage in fact-based conversations and be open to understanding different perspectives. Recognize the importance of diversity and inclusion in the workplace and understand that diversity includes everyone. Focus on solution-based discussions rather than finger-pointing or alternative facts. Respect and empathy are crucial in navigating political discussions in the workplace. Companies should set clear boundaries and consequences for inappropriate behavior related to politics. Social media can amplify political discussions and make it difficult to separate personal and professional lives. Diversity and inclusion are important in creating a respectful and understanding work environment. DNA testing can provide insights into personal histories and help foster a sense of identity and belonging. Chapters 00:00 Introduction and Humorous Exchange 08:05 Setting the Stage: Election Year and Workplace Discourse 14:11 The Complexity of the Word 'Diversity' 29:11 Embracing Diversity and Inclusion Learn more about your ad choices. Visit megaphone.fm/adchoices In this episode we speak with Rick Hammell, CEO and Founder at Helios about the challenges of workplace politics, respect, empathy, and inclusivity.

Takeaways

  • Respect diverse viewpoints and create an inclusive environment in the workplace.
  • Avoid discussing politics in the workplace unless it becomes a source of anxiety or discomfort for someone.
  • Engage in fact-based conversations and be open to understanding different perspectives.
  • Recognize the importance of diversity and inclusion in the workplace and understand that diversity includes everyone.
  • Focus on solution-based discussions rather than finger-pointing or alternative facts. Respect and empathy are crucial in navigating political discussions in the workplace.
  • Companies should set clear boundaries and consequences for inappropriate behavior related to politics.
  • Social media can amplify political discussions and make it difficult to separate personal and professional lives.
  • Diversity and inclusion are important in creating a respectful and understanding work environment.
  • DNA testing can provide insights into personal histories and help foster a sense of identity and belonging.


Chapters

00:00 Introduction and Humorous Exchange

08:05 Setting the Stage: Election Year and Workplace Discourse

14:11 The Complexity of the Word 'Diversity'

29:11 Embracing Diversity and Inclusion

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2565 Transparency in the Workplace: Building Trust through Clear Communication w/Rebecca Trotsky, chief People Officer at HR Acuity In this episode we speak with Rebecca Trotsky, chief People Officer at HR Acuity to learn how the critical role of transparency plays into fostering trust and effective employee relations. We cover it all, from clear communication of processes to addressing evolving challenges like sexual harassment in remote work settings, the discussion underscores the pivotal responsibility of HR professionals in creating transparent cultures. Key themes explored include accountability, well-being, and the ongoing journey towards fostering transparency in the workplace. Takeaways Transparency in the workplace is crucial for building trust and fostering a positive work environment. Organizations should clearly define their processes and communicate them effectively to employees. Employee relations professionals play a vital role in resolving issues and protecting both the company and the employees. The definition and understanding of sexual harassment have evolved, and organizations need to address it in the remote work environment. Transparency is a goal that organizations should continuously strive for, even if it is never fully achieved. HR and employee relations play a crucial role in fostering transparency and creating a culture of trust and accountability. Mental health issues have become a top concern in the workplace, and organizations need to provide support and accommodations for employees. Clear values and behaviors are essential in guiding employee conduct and addressing issues that are not explicitly covered in policies. Transparency requires ongoing effort and adaptation to meet the changing needs and expectations of employees. Chapters 00:00 The Heart of Capitalism and Transparency 03:26 Introducing Rebecca Trotsky and HR Acuity 05:42 The Role of Employee Relations Professionals 09:20 The Importance of Transparency in Building Trust 11:57 Transparency in Addressing Employee Concerns 16:04 The Impact of Technology on Transparency 22:25 The Nuances of Sexual Harassment and Transparency 27:41 The Importance of Transparency in Employee Relations 28:06 Addressing Workplace Issues through HR and Employee Relations 29:29 Guiding Employee Conduct through Values and Behaviors 36:20 The Role of HR in Fostering Transparency 39:54 The Impact of Mental Health Issues in the Workplace 44:38 Innovative Approaches to Transparency in Employee Relations 48:43 Continuous Improvement in Transparency Efforts Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 14 May 2024 12:00:00 -0000 Transparency in the Workplace: Building Trust through Clear Communication w/Rebecca Trotsky, chief People Officer at HR Acuity full WRKdefined Transparency in the Workplace: Building Trust through Clear Communication w/Rebecca Trotsky, chief People Officer at HR Acuity In this episode we speak with Rebecca Trotsky, chief People Officer at HR Acuity to learn how the critical role of transparency plays into fostering trust and effective employee relations. We cover it all, from clear communication of processes to addressing evolving challenges like sexual harassment in remote work settings, the discussion underscores the pivotal responsibility of HR professionals in creating transparent cultures. Key themes explored include accountability, well-being, and the ongoing journey towards fostering transparency in the workplace. Takeaways Transparency in the workplace is crucial for building trust and fostering a positive work environment. Organizations should clearly define their processes and communicate them effectively to employees. Employee relations professionals play a vital role in resolving issues and protecting both the company and the employees. The definition and understanding of sexual harassment have evolved, and organizations need to address it in the remote work environment. Transparency is a goal that organizations should continuously strive for, even if it is never fully achieved. HR and employee relations play a crucial role in fostering transparency and creating a culture of trust and accountability. Mental health issues have become a top concern in the workplace, and organizations need to provide support and accommodations for employees. Clear values and behaviors are essential in guiding employee conduct and addressing issues that are not explicitly covered in policies. Transparency requires ongoing effort and adaptation to meet the changing needs and expectations of employees. Chapters 00:00 The Heart of Capitalism and Transparency 03:26 Introducing Rebecca Trotsky and HR Acuity 05:42 The Role of Employee Relations Professionals 09:20 The Importance of Transparency in Building Trust 11:57 Transparency in Addressing Employee Concerns 16:04 The Impact of Technology on Transparency 22:25 The Nuances of Sexual Harassment and Transparency 27:41 The Importance of Transparency in Employee Relations 28:06 Addressing Workplace Issues through HR and Employee Relations 29:29 Guiding Employee Conduct through Values and Behaviors 36:20 The Role of HR in Fostering Transparency 39:54 The Impact of Mental Health Issues in the Workplace 44:38 Innovative Approaches to Transparency in Employee Relations 48:43 Continuous Improvement in Transparency Efforts Learn more about your ad choices. Visit megaphone.fm/adchoices In this episode we speak with Rebecca Trotsky, chief People Officer at HR Acuity to learn how the critical role of transparency plays into fostering trust and effective employee relations. We cover it all, from clear communication of processes to addressing evolving challenges like sexual harassment in remote work settings, the discussion underscores the pivotal responsibility of HR professionals in creating transparent cultures. Key themes explored include accountability, well-being, and the ongoing journey towards fostering transparency in the workplace.


Takeaways

  • Transparency in the workplace is crucial for building trust and fostering a positive work environment.
  • Organizations should clearly define their processes and communicate them effectively to employees.
  • Employee relations professionals play a vital role in resolving issues and protecting both the company and the employees.
  • The definition and understanding of sexual harassment have evolved, and organizations need to address it in the remote work environment. Transparency is a goal that organizations should continuously strive for, even if it is never fully achieved.
  • HR and employee relations play a crucial role in fostering transparency and creating a culture of trust and accountability.
  • Mental health issues have become a top concern in the workplace, and organizations need to provide support and accommodations for employees.
  • Clear values and behaviors are essential in guiding employee conduct and addressing issues that are not explicitly covered in policies.
  • Transparency requires ongoing effort and adaptation to meet the changing needs and expectations of employees.


Chapters

00:00 The Heart of Capitalism and Transparency

03:26 Introducing Rebecca Trotsky and HR Acuity

05:42 The Role of Employee Relations Professionals

09:20 The Importance of Transparency in Building Trust

11:57 Transparency in Addressing Employee Concerns

16:04 The Impact of Technology on Transparency

22:25 The Nuances of Sexual Harassment and Transparency

27:41 The Importance of Transparency in Employee Relations

28:06 Addressing Workplace Issues through HR and Employee Relations

29:29 Guiding Employee Conduct through Values and Behaviors

36:20 The Role of HR in Fostering Transparency

39:54 The Impact of Mental Health Issues in the Workplace

44:38 Innovative Approaches to Transparency in Employee Relations

48:43 Continuous Improvement in Transparency Efforts

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2914 Changing Behaviors to Drive Results: Helping leaders unlock the potential within their people with Phil Geldart In this episode we sit back and open up with Phil Geldart about the importance of taking control of your environment and the obligation of unlocking the potential within your people. How does a leader take over an organization and deal with previous trauma? We look at "impact" and "mindset" to understand how leaders need to listen when employees speak up, and what that means. We discuss communication and how this drives organizational success. How do you distinguish between accountability and responsibility? You can connect directly with Phil on LinkedIn here: https://www.linkedin.com/in/phil-geldart/ Takeaways Take control of your environment and recognize your obligation to ensure workplace safety. Leaders need to listen when employees speak up and create an environment that encourages open communication. When taking on a new leadership role, distinguish between accountability and responsibility for inherited problems. Transparency, honesty, and the why behind actions are crucial in addressing inherited problems. Focus on changing behaviors to drive results and create an environment that encourages employees to give their all. Effective leadership requires clear communication of the 'why' behind actions and decisions. Understanding and managing the expectations of team members is crucial for success. Experiential learning, such as interactive games and simulations, can be a valuable tool for leadership development. Leaders should focus on releasing the potential of their people and creating a culture of continuous improvement. Chapters 00:00 Taking Control of Your Environment and Ensuring Workplace Safety 02:03 The Importance of Listening and Open Communication in Leadership 08:12 Addressing Inherited Problems with Transparency and Honesty 10:14 Changing Behaviors to Drive Results 15:23 Creating an Environment that Encourages Employees to Give Their All 22:37 Understanding and Managing Expectations in Leadership 25:56 Communicating What You Know When You Know It 29:22 Creating Excitement and Adapting Leadership Styles 32:18 Releasing Human Potential: The Key to Great Leadership 35:36 Experiential Learning: Unlocking Leadership Potential Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 07 May 2024 09:00:00 -0000 Changing Behaviors to Drive Results: Helping leaders unlock the potential within their people with Phil Geldart full WRKdefined Changing Behaviors to Drive Results: Helping leaders unlock the potential within their people with Phil Geldart In this episode we sit back and open up with Phil Geldart about the importance of taking control of your environment and the obligation of unlocking the potential within your people. How does a leader take over an organization and deal with previous trauma? We look at "impact" and "mindset" to understand how leaders need to listen when employees speak up, and what that means. We discuss communication and how this drives organizational success. How do you distinguish between accountability and responsibility? You can connect directly with Phil on LinkedIn here: https://www.linkedin.com/in/phil-geldart/ Takeaways Take control of your environment and recognize your obligation to ensure workplace safety. Leaders need to listen when employees speak up and create an environment that encourages open communication. When taking on a new leadership role, distinguish between accountability and responsibility for inherited problems. Transparency, honesty, and the why behind actions are crucial in addressing inherited problems. Focus on changing behaviors to drive results and create an environment that encourages employees to give their all. Effective leadership requires clear communication of the 'why' behind actions and decisions. Understanding and managing the expectations of team members is crucial for success. Experiential learning, such as interactive games and simulations, can be a valuable tool for leadership development. Leaders should focus on releasing the potential of their people and creating a culture of continuous improvement. Chapters 00:00 Taking Control of Your Environment and Ensuring Workplace Safety 02:03 The Importance of Listening and Open Communication in Leadership 08:12 Addressing Inherited Problems with Transparency and Honesty 10:14 Changing Behaviors to Drive Results 15:23 Creating an Environment that Encourages Employees to Give Their All 22:37 Understanding and Managing Expectations in Leadership 25:56 Communicating What You Know When You Know It 29:22 Creating Excitement and Adapting Leadership Styles 32:18 Releasing Human Potential: The Key to Great Leadership 35:36 Experiential Learning: Unlocking Leadership Potential Learn more about your ad choices. Visit megaphone.fm/adchoices In this episode we sit back and open up with Phil Geldart about the importance of taking control of your environment and the obligation of unlocking the potential within your people. How does a leader take over an organization and deal with previous trauma? We look at "impact" and "mindset" to understand how leaders need to listen when employees speak up, and what that means. We discuss communication and how this drives organizational success.

How do you distinguish between accountability and responsibility?


You can connect directly with Phil on LinkedIn here: https://www.linkedin.com/in/phil-geldart/


Takeaways

  1. Take control of your environment and recognize your obligation to ensure workplace safety.
  2. Leaders need to listen when employees speak up and create an environment that encourages open communication.
  3. When taking on a new leadership role, distinguish between accountability and responsibility for inherited problems.
  4. Transparency, honesty, and the why behind actions are crucial in addressing inherited problems.
  5. Focus on changing behaviors to drive results and create an environment that encourages employees to give their all. Effective leadership requires clear communication of the 'why' behind actions and decisions.
  6. Understanding and managing the expectations of team members is crucial for success.
  7. Experiential learning, such as interactive games and simulations, can be a valuable tool for leadership development.
  8. Leaders should focus on releasing the potential of their people and creating a culture of continuous improvement.


Chapters

00:00 Taking Control of Your Environment and Ensuring Workplace Safety

02:03 The Importance of Listening and Open Communication in Leadership

08:12 Addressing Inherited Problems with Transparency and Honesty

10:14 Changing Behaviors to Drive Results

15:23 Creating an Environment that Encourages Employees to Give Their All

22:37 Understanding and Managing Expectations in Leadership

25:56 Communicating What You Know When You Know It

29:22 Creating Excitement and Adapting Leadership Styles

32:18 Releasing Human Potential: The Key to Great Leadership

35:36 Experiential Learning: Unlocking Leadership Potential

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2375 Understanding and Meeting the Needs of Different Generations in the Workforce with Amy Letke of Marsh McLennan Agency https://wrkdefined.com/podcast/you-should-know/episode/understanding-and-meeting-the-needs-of-different-generations-in-the-workforce-with-amy-letke-of-march-mclennan-agency In this episode Amy Letke of Marsh McLennan talks to us about the importance of understanding and meeting the needs of different generations in the workforce. We examine their recent research discussing the demographics and aspirations of each generation, the desire for job security, work-life balance, freedom and flexibility, and security and stability. Bonus: we get mushy on the importance of empathetic and compassionate leadership, effective communication of benefits, and addressing unmet basic needs. Takeaways: Employers must cater to the diverse needs of various generations within their workforce to ensure success. Adapting to remote and hybrid work setups and tailoring benefits to individual preferences are essential strategies for employers. Cultivating empathetic and understanding leadership fosters a positive environment for employees. Transparent communication about benefits and addressing fundamental needs play pivotal roles in talent retention and nurturing a cohesive workplace culture. Flexibility stands out as a prevalent theme in employee health benefits, spanning across all age groups. Millennials exhibit distinct preferences for mental wellness support and related benefits. A noticeable shift in attitudes towards mental health has reduced the stigma, encouraging more individuals to seek assistance. Varied communication styles and expectations exist among different generations within the workplace. Employee Health & Benefits Trends: The Evolving Workforce Report Chapters 00:00 Generations at a Glance 02:20 Flexibility in the Workplace 03:23 Customizing Employee Benefits 05:19 Gathering Employee Data 06:09 Being Empathetic and Compassionate 07:31 Training Managers on Benefits 08:18 Marketing Employee Benefits 09:29 Communicating Benefits to Employees 09:56 Overcoming Misconceptions about Benefits 10:31 Addressing Unmet Basic Needs 12:16 The Importance of Personal Growth 13:28 The Shift in Employee-Employer Relationship 15:07 The Desire for Whole Person Health 18:13 The Impact of Work-Life Balance 19:00 Addressing Unmet Basic Needs 20:27 Identifying Problems and Doing Well 22:24 Traits of a Great Benefits Leader 23:55 Recognizing Employee Needs 24:39 Identifying Problems and Doing Well Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 30 Apr 2024 09:00:00 -0000 Understanding and Meeting the Needs of Different Generations in the Workforce with Amy Letke of Marsh McLennan Agency full WRKdefined Understanding and Meeting the Needs of Different Generations in the Workforce with Amy Letke of Marsh McLennan Agency In this episode Amy Letke of Marsh McLennan talks to us about the importance of understanding and meeting the needs of different generations in the workforce. We examine their recent research discussing the demographics and aspirations of each generation, the desire for job security, work-life balance, freedom and flexibility, and security and stability. Bonus: we get mushy on the importance of empathetic and compassionate leadership, effective communication of benefits, and addressing unmet basic needs. Takeaways: Employers must cater to the diverse needs of various generations within their workforce to ensure success. Adapting to remote and hybrid work setups and tailoring benefits to individual preferences are essential strategies for employers. Cultivating empathetic and understanding leadership fosters a positive environment for employees. Transparent communication about benefits and addressing fundamental needs play pivotal roles in talent retention and nurturing a cohesive workplace culture. Flexibility stands out as a prevalent theme in employee health benefits, spanning across all age groups. Millennials exhibit distinct preferences for mental wellness support and related benefits. A noticeable shift in attitudes towards mental health has reduced the stigma, encouraging more individuals to seek assistance. Varied communication styles and expectations exist among different generations within the workplace. Employee Health & Benefits Trends: The Evolving Workforce Report Chapters 00:00 Generations at a Glance 02:20 Flexibility in the Workplace 03:23 Customizing Employee Benefits 05:19 Gathering Employee Data 06:09 Being Empathetic and Compassionate 07:31 Training Managers on Benefits 08:18 Marketing Employee Benefits 09:29 Communicating Benefits to Employees 09:56 Overcoming Misconceptions about Benefits 10:31 Addressing Unmet Basic Needs 12:16 The Importance of Personal Growth 13:28 The Shift in Employee-Employer Relationship 15:07 The Desire for Whole Person Health 18:13 The Impact of Work-Life Balance 19:00 Addressing Unmet Basic Needs 20:27 Identifying Problems and Doing Well 22:24 Traits of a Great Benefits Leader 23:55 Recognizing Employee Needs 24:39 Identifying Problems and Doing Well Learn more about your ad choices. Visit megaphone.fm/adchoices In this episode Amy Letke of Marsh McLennan talks to us about the importance of understanding and meeting the needs of different generations in the workforce. We examine their recent research discussing the demographics and aspirations of each generation, the desire for job security, work-life balance, freedom and flexibility, and security and stability.

Bonus: we get mushy on the importance of empathetic and compassionate leadership, effective communication of benefits, and addressing unmet basic needs.


Takeaways:

  • Employers must cater to the diverse needs of various generations within their workforce to ensure success.
  • Adapting to remote and hybrid work setups and tailoring benefits to individual preferences are essential strategies for employers.
  • Cultivating empathetic and understanding leadership fosters a positive environment for employees.
  • Transparent communication about benefits and addressing fundamental needs play pivotal roles in talent retention and nurturing a cohesive workplace culture.
  • Flexibility stands out as a prevalent theme in employee health benefits, spanning across all age groups.
  • Millennials exhibit distinct preferences for mental wellness support and related benefits.
  • A noticeable shift in attitudes towards mental health has reduced the stigma, encouraging more individuals to seek assistance.
  • Varied communication styles and expectations exist among different generations within the workplace.
  • Employee Health & Benefits Trends: The Evolving Workforce Report


Chapters

00:00 Generations at a Glance

02:20 Flexibility in the Workplace

03:23 Customizing Employee Benefits

05:19 Gathering Employee Data

06:09 Being Empathetic and Compassionate

07:31 Training Managers on Benefits

08:18 Marketing Employee Benefits

09:29 Communicating Benefits to Employees

09:56 Overcoming Misconceptions about Benefits

10:31 Addressing Unmet Basic Needs

12:16 The Importance of Personal Growth

13:28 The Shift in Employee-Employer Relationship

15:07 The Desire for Whole Person Health

18:13 The Impact of Work-Life Balance

19:00 Addressing Unmet Basic Needs

20:27 Identifying Problems and Doing Well

22:24 Traits of a Great Benefits Leader

23:55 Recognizing Employee Needs

24:39 Identifying Problems and Doing Well

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2144 What you need to know: The 10X Engineer, AI's Impact on Business Ops & Customer Service with Aaron Lee, CEO & Co-Founder Smith.ai https://wrkdefined.com/podcast/you-should-know/episode/what-you-need-to-know-the-10x-engineer-ais-impact-on-business-ops-customer-service-with-aaron-lee-ceo-co-founder-smithai In this episode we have an amazing conversation with a true visionary tech leader, Aaron Lee, CEO and co-founder of Smith.ai. You may know Aaron from his time as CTO of the Home Depot, or as one of the founding engineers in Google Video (Full story inside). We pick his brain on AI with business systems, the automation of communication, the role of AI in business operations, responsiveness in customer service and the fear of becoming obsolete in the face of advancing technology. This is truly an enlightening episode. Takeaways AI can be integrated with existing business systems to automate communication and streamline operations. The role of AI is to support and enhance human capabilities, rather than replace them entirely. Responsiveness is crucial in customer service, as missed opportunities can lead to lost business. While AI has made significant advancements, it still has limitations and cannot fully replace human intelligence and understanding. AI can enhance productivity in programming tasks by providing suggestions, rewriting code, and creating test cases. Asking the right questions is crucial in leveraging AI effectively. AI can be a valuable tool in education, but human oversight and fact-checking are necessary. Knowledge graphs and structured information can improve the accuracy and reliability of AI-generated content. While AI has great potential, it is important to understand its limitations and the need for human oversight and fact-checking. Chapters 05:14 Introduction of Guest: Aaron Lee 08:02 Building Red Beacon 10:21 Acquisition by Home Depot 12:16 The Role of AI in Smith.AI 14:19 Integration with Existing Tools 15:18 Importance of Responsiveness 19:31 Limitations of AI 20:21 Controversial Statements on Coding 21:24 The Role of AI in Programming 22:12 The Potential of AI to Enhance Productivity 23:30 The Importance of Asking the Right Questions 24:06 AI Hallucinations and the Need for Fact-Checking 25:41 The Transition from Textbooks to AI in Education 26:49 The Value of Human Oversight in AI 27:42 AI as a Wayfinding Tool 28:51 The Importance of Knowledge Graphs 30:09 The Limitations of AI and the Physics Barrier 31:33 The Hype and Reality of AI 33:01 The Role of AI in Proofreading and Education 34:37 The Need for Human Oversight and Fact-Checking 36:11 The Potential of AI in Healthcare and Surgery 37:21 AI as Staffing and Actuarial Tools 39:19 The Challenges of Self-Driving Cars 41:18 The Fear and Adoption of Technological Shifts Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 23 Apr 2024 09:00:00 -0000 What you need to know: The 10X Engineer, AI's Impact on Business Ops & Customer Service with Aaron Lee, CEO & Co-Founder Smith.ai full WRKdefined What you need to know: The 10X Engineer, AI's Impact on Business Ops & Customer Service with Aaron Lee, CEO & Co-Founder Smith.ai In this episode we have an amazing conversation with a true visionary tech leader, Aaron Lee, CEO and co-founder of Smith.ai. You may know Aaron from his time as CTO of the Home Depot, or as one of the founding engineers in Google Video (Full story inside). We pick his brain on AI with business systems, the automation of communication, the role of AI in business operations, responsiveness in customer service and the fear of becoming obsolete in the face of advancing technology. This is truly an enlightening episode. Takeaways AI can be integrated with existing business systems to automate communication and streamline operations. The role of AI is to support and enhance human capabilities, rather than replace them entirely. Responsiveness is crucial in customer service, as missed opportunities can lead to lost business. While AI has made significant advancements, it still has limitations and cannot fully replace human intelligence and understanding. AI can enhance productivity in programming tasks by providing suggestions, rewriting code, and creating test cases. Asking the right questions is crucial in leveraging AI effectively. AI can be a valuable tool in education, but human oversight and fact-checking are necessary. Knowledge graphs and structured information can improve the accuracy and reliability of AI-generated content. While AI has great potential, it is important to understand its limitations and the need for human oversight and fact-checking. Chapters 05:14 Introduction of Guest: Aaron Lee 08:02 Building Red Beacon 10:21 Acquisition by Home Depot 12:16 The Role of AI in Smith.AI 14:19 Integration with Existing Tools 15:18 Importance of Responsiveness 19:31 Limitations of AI 20:21 Controversial Statements on Coding 21:24 The Role of AI in Programming 22:12 The Potential of AI to Enhance Productivity 23:30 The Importance of Asking the Right Questions 24:06 AI Hallucinations and the Need for Fact-Checking 25:41 The Transition from Textbooks to AI in Education 26:49 The Value of Human Oversight in AI 27:42 AI as a Wayfinding Tool 28:51 The Importance of Knowledge Graphs 30:09 The Limitations of AI and the Physics Barrier 31:33 The Hype and Reality of AI 33:01 The Role of AI in Proofreading and Education 34:37 The Need for Human Oversight and Fact-Checking 36:11 The Potential of AI in Healthcare and Surgery 37:21 AI as Staffing and Actuarial Tools 39:19 The Challenges of Self-Driving Cars 41:18 The Fear and Adoption of Technological Shifts Learn more about your ad choices. Visit megaphone.fm/adchoices In this episode we have an amazing conversation with a true visionary tech leader, Aaron Lee, CEO and co-founder of Smith.ai. You may know Aaron from his time as CTO of the Home Depot, or as one of the founding engineers in Google Video (Full story inside).

We pick his brain on AI with business systems, the automation of communication, the role of AI in business operations, responsiveness in customer service and the fear of becoming obsolete in the face of advancing technology. This is truly an enlightening episode.


Takeaways

  • AI can be integrated with existing business systems to automate communication and streamline operations.
  • The role of AI is to support and enhance human capabilities, rather than replace them entirely.
  • Responsiveness is crucial in customer service, as missed opportunities can lead to lost business.
  • While AI has made significant advancements, it still has limitations and cannot fully replace human intelligence and understanding. AI can enhance productivity in programming tasks by providing suggestions, rewriting code, and creating test cases.
  • Asking the right questions is crucial in leveraging AI effectively.
  • AI can be a valuable tool in education, but human oversight and fact-checking are necessary.
  • Knowledge graphs and structured information can improve the accuracy and reliability of AI-generated content.
  • While AI has great potential, it is important to understand its limitations and the need for human oversight and fact-checking.


Chapters

05:14 Introduction of Guest: Aaron Lee

08:02 Building Red Beacon

10:21 Acquisition by Home Depot

12:16 The Role of AI in Smith.AI

14:19 Integration with Existing Tools

15:18 Importance of Responsiveness

19:31 Limitations of AI

20:21 Controversial Statements on Coding

21:24 The Role of AI in Programming

22:12 The Potential of AI to Enhance Productivity

23:30 The Importance of Asking the Right Questions

24:06 AI Hallucinations and the Need for Fact-Checking

25:41 The Transition from Textbooks to AI in Education

26:49 The Value of Human Oversight in AI

27:42 AI as a Wayfinding Tool

28:51 The Importance of Knowledge Graphs

30:09 The Limitations of AI and the Physics Barrier

31:33 The Hype and Reality of AI

33:01 The Role of AI in Proofreading and Education

34:37 The Need for Human Oversight and Fact-Checking

36:11 The Potential of AI in Healthcare and Surgery

37:21 AI as Staffing and Actuarial Tools

39:19 The Challenges of Self-Driving Cars

41:18 The Fear and Adoption of Technological Shifts

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2434 Conflict in the Workplace: When Conversations are Uncomfortable w/Janet Harvey CEO inviteCHANGE In this episode we speak with Janet Harvey, 2X published author and CEO of inviteCHANGE. We discuss the importance of embracing tension and conflict in the workplace - making the uncomfortable conversations comfortable. We go through the judgement zone (sorry Planet Fitness) and come out on the other side with a new understanding conflict and self-reflection.  Key Takeaways: Key takeaways highlight conflict's positive potential, fostering growth and innovation.  Effective leadership centers on trust and creating safe environments for dialogue and resolution.  Self-reflection and trust aid conflict navigation. Embracing change spurs personal and professional development.  Heightened sensory awareness and authenticity deepen reflection, enrich decision-making, and promote diversity.  Coaching is a joint effort, with both coach and client sharing responsibility.  Resistance to coaching may indicate a need for clarifying its benefits. Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 16 Apr 2024 15:31:00 -0000 Conflict in the Workplace: When Conversations are Uncomfortable w/Janet Harvey CEO inviteCHANGE full 1 10 WRKdefined Conflict in the Workplace: When Conversations are Uncomfortable w/Janet Harvey CEO inviteCHANGE In this episode we speak with Janet Harvey, 2X published author and CEO of inviteCHANGE. We discuss the importance of embracing tension and conflict in the workplace - making the uncomfortable conversations comfortable. We go through the judgement zone (sorry Planet Fitness) and come out on the other side with a new understanding conflict and self-reflection.  Key Takeaways: Key takeaways highlight conflict's positive potential, fostering growth and innovation.  Effective leadership centers on trust and creating safe environments for dialogue and resolution.  Self-reflection and trust aid conflict navigation. Embracing change spurs personal and professional development.  Heightened sensory awareness and authenticity deepen reflection, enrich decision-making, and promote diversity.  Coaching is a joint effort, with both coach and client sharing responsibility.  Resistance to coaching may indicate a need for clarifying its benefits. Learn more about your ad choices. Visit megaphone.fm/adchoices In this episode we speak with Janet Harvey, 2X published author and CEO of inviteCHANGE. We discuss the importance of embracing tension and conflict in the workplace - making the uncomfortable conversations comfortable. We go through the judgement zone (sorry Planet Fitness) and come out on the other side with a new understanding conflict and self-reflection. 

Key Takeaways:

  • Key takeaways highlight conflict's positive potential, fostering growth and innovation. 
  • Effective leadership centers on trust and creating safe environments for dialogue and resolution. 
  • Self-reflection and trust aid conflict navigation. Embracing change spurs personal and professional development. 
  • Heightened sensory awareness and authenticity deepen reflection, enrich decision-making, and promote diversity. 
  • Coaching is a joint effort, with both coach and client sharing responsibility. 
  • Resistance to coaching may indicate a need for clarifying its benefits.

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2988 The state of employer branding and its importance in the recruitment process in 2024 with James Ellis James Ellis declares the state of employer branding and its importance in the recruitment process in 2024. Takeaways Navigating the employer branding landscape reveals a tangled web of complexity and misconceptions, often fixated on costly EVPs and generic slogans. Learn the art of delivering tough truths to leadership—helping them craft a compelling and authentic message that resonates. Authenticity and credibility reign supreme in employer branding, spotlighting a company's true values and passions. Employer branding thrives on uniqueness, spotlighting a company's purpose, experience, and rewards. In the realm of employer branding, differentiation and realism are indispensable for success. Beware the downward spiral of recruitment amidst financial pressures, often resulting in compromises on quality. Harness the power of generative AI to amplify your employer branding efforts, unlocking untapped value and potential. Chapters 00:00 Introduction and Setting the Tone 01:01 James Ellis Introduces Himself 03:27 The Misconception of Employer Branding 04:46 Auditing an Employer Brand 07:00 Authenticity and Credibility in Employer Branding 08:44 Identifying Employer Branding Problems 09:36 Defining the Purpose, Experience, and Reward 12:27 The Pitfalls of 'Bring Your Whole Self to Work' 13:09 Addressing Negative Aspects of Employer Branding 15:18 State of Employer Branding in 2024 16:28 Transition to the Topic: State of Employer Branding in 2024 19:45 The Need for Differentiation in Employer Branding 20:16 Differentiating and Being Realistic 21:11 Being Clear About What You Offer 22:19 The Pressure to Be Different 23:13 The Financial Pressure on Recruiting 24:12 Questions on Employer Branding 25:19 The Challenge of Employer Branding 26:40 The Value of Generative AI in Employer Branding 28:40 Building an Employer Branding Tech Stack 29:19 The Difference Between Employer Branding and Employee Branding 31:16 Explaining Recruitment Marketing and Employer Branding to Executives 33:08 The State of Career Sites 34:56 The Concept of an Employer Brand Should Equally Attract and Repel 35:16 Measuring the Value of Employer Branding 39:42 The Future of Career Sites Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 09 Apr 2024 09:00:00 -0000 The state of employer branding and its importance in the recruitment process in 2024 with James Ellis full 1 9 WRKdefined The state of employer branding and its importance in the recruitment process in 2024 with James Ellis James Ellis declares the state of employer branding and its importance in the recruitment process in 2024. Takeaways Navigating the employer branding landscape reveals a tangled web of complexity and misconceptions, often fixated on costly EVPs and generic slogans. Learn the art of delivering tough truths to leadership—helping them craft a compelling and authentic message that resonates. Authenticity and credibility reign supreme in employer branding, spotlighting a company's true values and passions. Employer branding thrives on uniqueness, spotlighting a company's purpose, experience, and rewards. In the realm of employer branding, differentiation and realism are indispensable for success. Beware the downward spiral of recruitment amidst financial pressures, often resulting in compromises on quality. Harness the power of generative AI to amplify your employer branding efforts, unlocking untapped value and potential. Chapters 00:00 Introduction and Setting the Tone 01:01 James Ellis Introduces Himself 03:27 The Misconception of Employer Branding 04:46 Auditing an Employer Brand 07:00 Authenticity and Credibility in Employer Branding 08:44 Identifying Employer Branding Problems 09:36 Defining the Purpose, Experience, and Reward 12:27 The Pitfalls of 'Bring Your Whole Self to Work' 13:09 Addressing Negative Aspects of Employer Branding 15:18 State of Employer Branding in 2024 16:28 Transition to the Topic: State of Employer Branding in 2024 19:45 The Need for Differentiation in Employer Branding 20:16 Differentiating and Being Realistic 21:11 Being Clear About What You Offer 22:19 The Pressure to Be Different 23:13 The Financial Pressure on Recruiting 24:12 Questions on Employer Branding 25:19 The Challenge of Employer Branding 26:40 The Value of Generative AI in Employer Branding 28:40 Building an Employer Branding Tech Stack 29:19 The Difference Between Employer Branding and Employee Branding 31:16 Explaining Recruitment Marketing and Employer Branding to Executives 33:08 The State of Career Sites 34:56 The Concept of an Employer Brand Should Equally Attract and Repel 35:16 Measuring the Value of Employer Branding 39:42 The Future of Career Sites Learn more about your ad choices. Visit megaphone.fm/adchoices James Ellis declares the state of employer branding and its importance in the recruitment process in 2024.


Takeaways

  • Navigating the employer branding landscape reveals a tangled web of complexity and misconceptions, often fixated on costly EVPs and generic slogans.
  • Learn the art of delivering tough truths to leadership—helping them craft a compelling and authentic message that resonates.
  • Authenticity and credibility reign supreme in employer branding, spotlighting a company's true values and passions.
  • Employer branding thrives on uniqueness, spotlighting a company's purpose, experience, and rewards.
  • In the realm of employer branding, differentiation and realism are indispensable for success.
  • Beware the downward spiral of recruitment amidst financial pressures, often resulting in compromises on quality.
  • Harness the power of generative AI to amplify your employer branding efforts, unlocking untapped value and potential.


Chapters

00:00 Introduction and Setting the Tone

01:01 James Ellis Introduces Himself

03:27 The Misconception of Employer Branding

04:46 Auditing an Employer Brand

07:00 Authenticity and Credibility in Employer Branding

08:44 Identifying Employer Branding Problems

09:36 Defining the Purpose, Experience, and Reward

12:27 The Pitfalls of 'Bring Your Whole Self to Work'

13:09 Addressing Negative Aspects of Employer Branding

15:18 State of Employer Branding in 2024

16:28 Transition to the Topic: State of Employer Branding in 2024

19:45 The Need for Differentiation in Employer Branding

20:16 Differentiating and Being Realistic

21:11 Being Clear About What You Offer

22:19 The Pressure to Be Different

23:13 The Financial Pressure on Recruiting

24:12 Questions on Employer Branding

25:19 The Challenge of Employer Branding

26:40 The Value of Generative AI in Employer Branding

28:40 Building an Employer Branding Tech Stack

29:19 The Difference Between Employer Branding and Employee Branding

31:16 Explaining Recruitment Marketing and Employer Branding to Executives

33:08 The State of Career Sites

34:56 The Concept of an Employer Brand Should Equally Attract and Repel

35:16 Measuring the Value of Employer Branding

39:42 The Future of Career Sites

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 3080 AI in Workplace Compliance: Navigating Ethics and Governance with Andrew Gadomski In this episode we speak with Andrew Gadomski, Branch Chief (A), Workforce Planning & Strategy at the Cybersecurity and Infrastructure Security Agency about AI's role in workplace compliance and ethics. We look at the importance of workforce composition and the skills that are in demand and how this plays into evolving employer loyalty. We discuss HR's role in AI governance, de-risking, and the political influence on enforcement. Connect with Andrew Gadomski here: https://www.linkedin.com/in/andrewgadomski/ Takeaways Data plays a crucial role in decision-making, and organizations should use it to drive compliance and ethical practices. Ethical AI in the workplace involves non-discrimination, responsible personnel actions, secure data handling, and reasonable accommodations. AI can be used for similarity matching between position descriptions and candidate profiles, but veracity of data is essential for accurate results. Organizations should focus on transparency and trust in AI processes, and consider the ethical implications of AI applications in different industries. Third-party audited AI can provide more reliable and trustworthy results compared to internally developed AI solutions. The end goal of recruitment should be to fill jobs quickly, ideally within two weeks of posting. Loyalty to employers has changed, and employees no longer fear leaving organizations. This shift has significant implications for company culture and management. The role of a Chief AI Officer is crucial in industries such as healthcare and finance, where data integrity and compliance are paramount. HR should play a key role in creating guardrails for AI and ensuring ethical and responsible use of AI in employment. De-risking is an important aspect of AI governance, and organizations should prioritize compliance and risk management. Government regulation and legislation are shaping the governance of AI, and organizations need to stay informed and compliant. Chapters 00:00 Introduction and Background 01:19 Transition to Government Work 03:08 The Importance of Data in Decision-Making 04:04 Transition to Auditing and Compliance 05:27 Using AI for Compliance and Pay Equity 06:20 The Uncertainty of AI in Employment and Recruiting 07:18 The Link Between AI and Shareholder Value 08:16 Ethical AI and Compliance 09:00 Areas to Focus on for Ethical AI in Employment 10:22 The Role of AI in Decision-Making and Mobility 11:19 Using AI for Performance Improvement and Lateral Moves 12:17 The Challenges of Integrating AI Solutions 13:43 The Importance of Third-Party Audited AI 14:57 Defining Ethical AI in the Workplace 16:21 The Role of Reasonable Accommodations in Ethical AI 19:12 The Challenge of Trusting Data in AI 20:30 Veracity of Data in AI and HR 29:38 The End Goal: Filling Jobs Quickly 30:14 The Fear of Leaving 31:08 Changing Loyalty to Employers 32:17 The Shift in Job Application Volume 33:22 The Incentive to Leave Organizations 36:03 The Need for a Chief AI Officer 38:29 Creating Guardrails for AI 41:22 The Role of HR in AI Governance 43:49 The Importance of De-risking 45:17 Government Regulation and AI Governance 48:02 The Influence of Politics on Enforcement 51:27 Closing Remarks Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 02 Apr 2024 09:00:00 -0000 AI in Workplace Compliance: Navigating Ethics and Governance with Andrew Gadomski full 1 8 WRKdefined AI in Workplace Compliance: Navigating Ethics and Governance with Andrew Gadomski In this episode we speak with Andrew Gadomski, Branch Chief (A), Workforce Planning & Strategy at the Cybersecurity and Infrastructure Security Agency about AI's role in workplace compliance and ethics. We look at the importance of workforce composition and the skills that are in demand and how this plays into evolving employer loyalty. We discuss HR's role in AI governance, de-risking, and the political influence on enforcement. Connect with Andrew Gadomski here: https://www.linkedin.com/in/andrewgadomski/ Takeaways Data plays a crucial role in decision-making, and organizations should use it to drive compliance and ethical practices. Ethical AI in the workplace involves non-discrimination, responsible personnel actions, secure data handling, and reasonable accommodations. AI can be used for similarity matching between position descriptions and candidate profiles, but veracity of data is essential for accurate results. Organizations should focus on transparency and trust in AI processes, and consider the ethical implications of AI applications in different industries. Third-party audited AI can provide more reliable and trustworthy results compared to internally developed AI solutions. The end goal of recruitment should be to fill jobs quickly, ideally within two weeks of posting. Loyalty to employers has changed, and employees no longer fear leaving organizations. This shift has significant implications for company culture and management. The role of a Chief AI Officer is crucial in industries such as healthcare and finance, where data integrity and compliance are paramount. HR should play a key role in creating guardrails for AI and ensuring ethical and responsible use of AI in employment. De-risking is an important aspect of AI governance, and organizations should prioritize compliance and risk management. Government regulation and legislation are shaping the governance of AI, and organizations need to stay informed and compliant. Chapters 00:00 Introduction and Background 01:19 Transition to Government Work 03:08 The Importance of Data in Decision-Making 04:04 Transition to Auditing and Compliance 05:27 Using AI for Compliance and Pay Equity 06:20 The Uncertainty of AI in Employment and Recruiting 07:18 The Link Between AI and Shareholder Value 08:16 Ethical AI and Compliance 09:00 Areas to Focus on for Ethical AI in Employment 10:22 The Role of AI in Decision-Making and Mobility 11:19 Using AI for Performance Improvement and Lateral Moves 12:17 The Challenges of Integrating AI Solutions 13:43 The Importance of Third-Party Audited AI 14:57 Defining Ethical AI in the Workplace 16:21 The Role of Reasonable Accommodations in Ethical AI 19:12 The Challenge of Trusting Data in AI 20:30 Veracity of Data in AI and HR 29:38 The End Goal: Filling Jobs Quickly 30:14 The Fear of Leaving 31:08 Changing Loyalty to Employers 32:17 The Shift in Job Application Volume 33:22 The Incentive to Leave Organizations 36:03 The Need for a Chief AI Officer 38:29 Creating Guardrails for AI 41:22 The Role of HR in AI Governance 43:49 The Importance of De-risking 45:17 Government Regulation and AI Governance 48:02 The Influence of Politics on Enforcement 51:27 Closing Remarks Learn more about your ad choices. Visit megaphone.fm/adchoices In this episode we speak with Andrew Gadomski, Branch Chief (A), Workforce Planning & Strategy at the Cybersecurity and Infrastructure Security Agency about AI's role in workplace compliance and ethics. We look at the importance of workforce composition and the skills that are in demand and how this plays into evolving employer loyalty. We discuss HR's role in AI governance, de-risking, and the political influence on enforcement.


Connect with Andrew Gadomski here: https://www.linkedin.com/in/andrewgadomski/


Takeaways

  • Data plays a crucial role in decision-making, and organizations should use it to drive compliance and ethical practices.
  • Ethical AI in the workplace involves non-discrimination, responsible personnel actions, secure data handling, and reasonable accommodations.
  • AI can be used for similarity matching between position descriptions and candidate profiles, but veracity of data is essential for accurate results.
  • Organizations should focus on transparency and trust in AI processes, and consider the ethical implications of AI applications in different industries.
  • Third-party audited AI can provide more reliable and trustworthy results compared to internally developed AI solutions. The end goal of recruitment should be to fill jobs quickly, ideally within two weeks of posting.
  • Loyalty to employers has changed, and employees no longer fear leaving organizations. This shift has significant implications for company culture and management.
  • The role of a Chief AI Officer is crucial in industries such as healthcare and finance, where data integrity and compliance are paramount.
  • HR should play a key role in creating guardrails for AI and ensuring ethical and responsible use of AI in employment.
  • De-risking is an important aspect of AI governance, and organizations should prioritize compliance and risk management.
  • Government regulation and legislation are shaping the governance of AI, and organizations need to stay informed and compliant.


Chapters

00:00 Introduction and Background

01:19 Transition to Government Work

03:08 The Importance of Data in Decision-Making

04:04 Transition to Auditing and Compliance

05:27 Using AI for Compliance and Pay Equity

06:20 The Uncertainty of AI in Employment and Recruiting

07:18 The Link Between AI and Shareholder Value

08:16 Ethical AI and Compliance

09:00 Areas to Focus on for Ethical AI in Employment

10:22 The Role of AI in Decision-Making and Mobility

11:19 Using AI for Performance Improvement and Lateral Moves

12:17 The Challenges of Integrating AI Solutions

13:43 The Importance of Third-Party Audited AI

14:57 Defining Ethical AI in the Workplace

16:21 The Role of Reasonable Accommodations in Ethical AI

19:12 The Challenge of Trusting Data in AI

20:30 Veracity of Data in AI and HR

29:38 The End Goal: Filling Jobs Quickly

30:14 The Fear of Leaving

31:08 Changing Loyalty to Employers

32:17 The Shift in Job Application Volume

33:22 The Incentive to Leave Organizations

36:03 The Need for a Chief AI Officer

38:29 Creating Guardrails for AI

41:22 The Role of HR in AI Governance

43:49 The Importance of De-risking

45:17 Government Regulation and AI Governance

48:02 The Influence of Politics on Enforcement

51:27 Closing Remarks

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 3222 Navigating HR Tech Acquisitions: Insights with Mark Feffer and Workforceai.news https://www.wrkdefined.com In the HR tech industry, acquisitions demand strategic planning for business impact. The recent acquisitions from companies like Deel and Workday underscore the demand for modern global solutions. In this episode we talk with an old friend, Mark Feffer who has recently set out on a journey to help businesses understand what is happening in the world of M&A.  We speak with him about this journey, M&A trends that he is following, and how these trends affect you, the HR Practitioner. Mark Feffer: Connect with him at his LinkedIn Profile https://workforceai.news/ Chapters 05:31 Mergers and Acquisitions in the HR Tech Space 10:27 Discussion on News Reporting and Opinions 19:00 Mergers and Acquisitions Trends 20:19 Factors that Grab Attention in M&A Announcements 22:44 Importance of Deal Size and Integration Challenges 23:16 Different Objectives in Acquisitions 23:52 Managing Acquisitions and the Impact on the Business 24:22 The Acquisition of Xavi and PaySpace 25:04 The Complexity of Global Payroll 26:00 The Challenges of Paying Contractors in Different Countries 26:28 The Opportunity for Companies like Deal in the Global Payroll Market 27:26 The Rise of Platform Work and Contractor Payments 28:01 The Complications of Payroll and Compliance in a Global Workforce 28:17 The Potential Consolidation of Payroll Companies 29:07 The Acquisition of AI Companies 30:02 The Hype and Uncertainty Surrounding AI 31:27 The Acquisition of AI Companies as a Heat Burning Through Dry Grass 32:18 The Comparison of AI Hype to the Hype Around the Internet 32:40 The Evolution of Technology from Teletype to the Internet 33:59 The Impact of Acquisitions on Employees 36:20 The Unpredictability of AI and the Need for Ethical Considerations 39:37 The Importance of User Experience in AI Technology 41:05 The Continued Growth and Impact of AI in 2024 44:31 The Need to Discern Between AI Companies and Features 46:06 The Unintended Consequences of AI 49:02 The Importance of User-Focused AI Solutions 52:50 The Discovery of Unforeseen Issues in AI Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 26 Mar 2024 09:00:00 -0000 Navigating HR Tech Acquisitions: Insights with Mark Feffer and Workforceai.news full 1 7 WRKdefined Navigating HR Tech Acquisitions: Insights with Mark Feffer and Workforceai.news In the HR tech industry, acquisitions demand strategic planning for business impact. The recent acquisitions from companies like Deel and Workday underscore the demand for modern global solutions. In this episode we talk with an old friend, Mark Feffer who has recently set out on a journey to help businesses understand what is happening in the world of M&A.  We speak with him about this journey, M&A trends that he is following, and how these trends affect you, the HR Practitioner. Mark Feffer: Connect with him at his LinkedIn Profile https://workforceai.news/ Chapters 05:31 Mergers and Acquisitions in the HR Tech Space 10:27 Discussion on News Reporting and Opinions 19:00 Mergers and Acquisitions Trends 20:19 Factors that Grab Attention in M&A Announcements 22:44 Importance of Deal Size and Integration Challenges 23:16 Different Objectives in Acquisitions 23:52 Managing Acquisitions and the Impact on the Business 24:22 The Acquisition of Xavi and PaySpace 25:04 The Complexity of Global Payroll 26:00 The Challenges of Paying Contractors in Different Countries 26:28 The Opportunity for Companies like Deal in the Global Payroll Market 27:26 The Rise of Platform Work and Contractor Payments 28:01 The Complications of Payroll and Compliance in a Global Workforce 28:17 The Potential Consolidation of Payroll Companies 29:07 The Acquisition of AI Companies 30:02 The Hype and Uncertainty Surrounding AI 31:27 The Acquisition of AI Companies as a Heat Burning Through Dry Grass 32:18 The Comparison of AI Hype to the Hype Around the Internet 32:40 The Evolution of Technology from Teletype to the Internet 33:59 The Impact of Acquisitions on Employees 36:20 The Unpredictability of AI and the Need for Ethical Considerations 39:37 The Importance of User Experience in AI Technology 41:05 The Continued Growth and Impact of AI in 2024 44:31 The Need to Discern Between AI Companies and Features 46:06 The Unintended Consequences of AI 49:02 The Importance of User-Focused AI Solutions 52:50 The Discovery of Unforeseen Issues in AI Learn more about your ad choices. Visit megaphone.fm/adchoices In the HR tech industry, acquisitions demand strategic planning for business impact. The recent acquisitions from companies like Deel and Workday underscore the demand for modern global solutions. In this episode we talk with an old friend, Mark Feffer who has recently set out on a journey to help businesses understand what is happening in the world of M&A. 

We speak with him about this journey, M&A trends that he is following, and how these trends affect you, the HR Practitioner.


Mark Feffer: Connect with him at his LinkedIn Profile

https://workforceai.news/


Chapters

05:31 Mergers and Acquisitions in the HR Tech Space

10:27 Discussion on News Reporting and Opinions

19:00 Mergers and Acquisitions Trends

20:19 Factors that Grab Attention in M&A Announcements

22:44 Importance of Deal Size and Integration Challenges

23:16 Different Objectives in Acquisitions

23:52 Managing Acquisitions and the Impact on the Business

24:22 The Acquisition of Xavi and PaySpace

25:04 The Complexity of Global Payroll

26:00 The Challenges of Paying Contractors in Different Countries

26:28 The Opportunity for Companies like Deal in the Global Payroll Market

27:26 The Rise of Platform Work and Contractor Payments

28:01 The Complications of Payroll and Compliance in a Global Workforce

28:17 The Potential Consolidation of Payroll Companies

29:07 The Acquisition of AI Companies

30:02 The Hype and Uncertainty Surrounding AI

31:27 The Acquisition of AI Companies as a Heat Burning Through Dry Grass

32:18 The Comparison of AI Hype to the Hype Around the Internet

32:40 The Evolution of Technology from Teletype to the Internet

33:59 The Impact of Acquisitions on Employees

36:20 The Unpredictability of AI and the Need for Ethical Considerations

39:37 The Importance of User Experience in AI Technology

41:05 The Continued Growth and Impact of AI in 2024

44:31 The Need to Discern Between AI Companies and Features

46:06 The Unintended Consequences of AI

49:02 The Importance of User-Focused AI Solutions

52:50 The Discovery of Unforeseen Issues in AI

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2674 Neurodivergent Talent: Crystal Lay Explores Best Practices in Employment and Inclusivity In this episode, Crystal Lay, CEO of GBS (www.meetgbs.com), explores neurodivergent talent and employment practices. Drawing from extensive research, she sheds light on neurodivergence's nuances, from recruitment challenges to the transformative potential of AI in crafting personalized candidate journeys. Practical tips are shared for fostering inclusive workplaces and equitable hiring processes. Here's what we cover: Neurodivergent talent faces challenges in the recruitment process, including reluctance to disclose due to fear of discrimination. AI can help create personalized journeys for neurodivergent candidates, but organizations must be mindful of biases in the training data. Organizations should understand their why in becoming neurodiverse and invest in creating an inclusive environment. Vocational rehabilitation programs can provide support for neurodivergent individuals and offer benefits for employers. Clear and concise job descriptions are essential for effective communication and attracting diverse candidates. Employers need to find the balance between job requirements and overload, ensuring that job descriptions are not overly burdensome. The responsibility for creating inclusive environments lies with the CEO, as diversity and inclusion involve multiple aspects of the organization. Standardized interviews may not be suitable for neurodivergent candidates, and accommodations should be made to allow them to shine in the interview process. Creating equitable interview environments involves providing accommodations such as giving candidates interview questions in advance and allowing them to turn off their cameras if needed. Employers should avoid unnecessary biases in hiring and focus on what truly matters for the job. Accommodations for neurodivergent employees, such as alternate interview environments and flexible work arrangements, can improve their performance and well-being in the workplace. Considerations should be made for the impact of lights in the workplace, as certain lighting conditions can be distracting or triggering for neurodivergent individuals. Chapters 00:00 Introduction and Setting the Stage 01:04 Lack of Knowledge on Neurodivergent Talent 03:06 Understanding Neurodivergence 04:14 Neurodivergent Brain Functioning 05:39 Neurodivergence as a Sociological Construct 06:39 Conducting the Neurodivergent Talent Survey 09:30 Challenges Faced by Neurodivergent Candidates in the Recruitment Process 10:55 Reasons for Not Disclosing Neurodivergence 12:43 Discrimination in the Hiring Process 16:28 AI and Personalized Journeys for Neurodivergent Candidates 19:14 Increase in Neurodivergent Diagnoses 20:42 Neurodivergent Talent and the Return to Office 22:18 Creating a Neurodiverse Organization 26:49 Investing in Neurodivergent Talent 30:03 Job Descriptions and Communication Skills 31:23 The Line Between Job Requirements and Overload 32:13 The Responsibility of Employers 33:30 Neurodiversity and Responsibility 34:31 The Focus on Diversity and Inclusion 35:38 Standardized Interviews and Neurodivergent Candidates 36:37 Accommodations for Neurodivergent Candidates 38:08 Objective Grading and Accommodations 40:46 Creating Equitable Interview Environments 41:12 Avoiding Dumb Games in Interviews 42:11 Cultural Differences and Divergence 43:04 Recognizing Cultural and Neurodivergent Differences 44:06 Avoiding Unnecessary Biases in Hiring 45:39 Accommodations for Neurodivergent Employees 46:26 The Importance of Lights and Accommodations Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 19 Mar 2024 09:00:00 -0000 Neurodivergent Talent: Crystal Lay Explores Best Practices in Employment and Inclusivity full 1 6 WRKdefined Neurodivergent Talent: Crystal Lay Explores Best Practices in Employment and Inclusivity In this episode, Crystal Lay, CEO of GBS (www.meetgbs.com), explores neurodivergent talent and employment practices. Drawing from extensive research, she sheds light on neurodivergence's nuances, from recruitment challenges to the transformative potential of AI in crafting personalized candidate journeys. Practical tips are shared for fostering inclusive workplaces and equitable hiring processes. Here's what we cover: Neurodivergent talent faces challenges in the recruitment process, including reluctance to disclose due to fear of discrimination. AI can help create personalized journeys for neurodivergent candidates, but organizations must be mindful of biases in the training data. Organizations should understand their why in becoming neurodiverse and invest in creating an inclusive environment. Vocational rehabilitation programs can provide support for neurodivergent individuals and offer benefits for employers. Clear and concise job descriptions are essential for effective communication and attracting diverse candidates. Employers need to find the balance between job requirements and overload, ensuring that job descriptions are not overly burdensome. The responsibility for creating inclusive environments lies with the CEO, as diversity and inclusion involve multiple aspects of the organization. Standardized interviews may not be suitable for neurodivergent candidates, and accommodations should be made to allow them to shine in the interview process. Creating equitable interview environments involves providing accommodations such as giving candidates interview questions in advance and allowing them to turn off their cameras if needed. Employers should avoid unnecessary biases in hiring and focus on what truly matters for the job. Accommodations for neurodivergent employees, such as alternate interview environments and flexible work arrangements, can improve their performance and well-being in the workplace. Considerations should be made for the impact of lights in the workplace, as certain lighting conditions can be distracting or triggering for neurodivergent individuals. Chapters 00:00 Introduction and Setting the Stage 01:04 Lack of Knowledge on Neurodivergent Talent 03:06 Understanding Neurodivergence 04:14 Neurodivergent Brain Functioning 05:39 Neurodivergence as a Sociological Construct 06:39 Conducting the Neurodivergent Talent Survey 09:30 Challenges Faced by Neurodivergent Candidates in the Recruitment Process 10:55 Reasons for Not Disclosing Neurodivergence 12:43 Discrimination in the Hiring Process 16:28 AI and Personalized Journeys for Neurodivergent Candidates 19:14 Increase in Neurodivergent Diagnoses 20:42 Neurodivergent Talent and the Return to Office 22:18 Creating a Neurodiverse Organization 26:49 Investing in Neurodivergent Talent 30:03 Job Descriptions and Communication Skills 31:23 The Line Between Job Requirements and Overload 32:13 The Responsibility of Employers 33:30 Neurodiversity and Responsibility 34:31 The Focus on Diversity and Inclusion 35:38 Standardized Interviews and Neurodivergent Candidates 36:37 Accommodations for Neurodivergent Candidates 38:08 Objective Grading and Accommodations 40:46 Creating Equitable Interview Environments 41:12 Avoiding Dumb Games in Interviews 42:11 Cultural Differences and Divergence 43:04 Recognizing Cultural and Neurodivergent Differences 44:06 Avoiding Unnecessary Biases in Hiring 45:39 Accommodations for Neurodivergent Employees 46:26 The Importance of Lights and Accommodations Learn more about your ad choices. Visit megaphone.fm/adchoices In this episode, Crystal Lay, CEO of GBS (www.meetgbs.com), explores neurodivergent talent and employment practices. Drawing from extensive research, she sheds light on neurodivergence's nuances, from recruitment challenges to the transformative potential of AI in crafting personalized candidate journeys. Practical tips are shared for fostering inclusive workplaces and equitable hiring processes.


Here's what we cover:

  • Neurodivergent talent faces challenges in the recruitment process, including reluctance to disclose due to fear of discrimination.
  • AI can help create personalized journeys for neurodivergent candidates, but organizations must be mindful of biases in the training data.
  • Organizations should understand their why in becoming neurodiverse and invest in creating an inclusive environment.
  • Vocational rehabilitation programs can provide support for neurodivergent individuals and offer benefits for employers. Clear and concise job descriptions are essential for effective communication and attracting diverse candidates.
  • Employers need to find the balance between job requirements and overload, ensuring that job descriptions are not overly burdensome.
  • The responsibility for creating inclusive environments lies with the CEO, as diversity and inclusion involve multiple aspects of the organization.
  • Standardized interviews may not be suitable for neurodivergent candidates, and accommodations should be made to allow them to shine in the interview process.
  • Creating equitable interview environments involves providing accommodations such as giving candidates interview questions in advance and allowing them to turn off their cameras if needed.
  • Employers should avoid unnecessary biases in hiring and focus on what truly matters for the job.
  • Accommodations for neurodivergent employees, such as alternate interview environments and flexible work arrangements, can improve their performance and well-being in the workplace.
  • Considerations should be made for the impact of lights in the workplace, as certain lighting conditions can be distracting or triggering for neurodivergent individuals.


Chapters

00:00 Introduction and Setting the Stage

01:04 Lack of Knowledge on Neurodivergent Talent

03:06 Understanding Neurodivergence

04:14 Neurodivergent Brain Functioning

05:39 Neurodivergence as a Sociological Construct

06:39 Conducting the Neurodivergent Talent Survey

09:30 Challenges Faced by Neurodivergent Candidates in the Recruitment Process

10:55 Reasons for Not Disclosing Neurodivergence

12:43 Discrimination in the Hiring Process

16:28 AI and Personalized Journeys for Neurodivergent Candidates

19:14 Increase in Neurodivergent Diagnoses

20:42 Neurodivergent Talent and the Return to Office

22:18 Creating a Neurodiverse Organization

26:49 Investing in Neurodivergent Talent

30:03 Job Descriptions and Communication Skills

31:23 The Line Between Job Requirements and Overload

32:13 The Responsibility of Employers

33:30 Neurodiversity and Responsibility

34:31 The Focus on Diversity and Inclusion

35:38 Standardized Interviews and Neurodivergent Candidates

36:37 Accommodations for Neurodivergent Candidates

38:08 Objective Grading and Accommodations

40:46 Creating Equitable Interview Environments

41:12 Avoiding Dumb Games in Interviews

42:11 Cultural Differences and Divergence

43:04 Recognizing Cultural and Neurodivergent Differences

44:06 Avoiding Unnecessary Biases in Hiring

45:39 Accommodations for Neurodivergent Employees

46:26 The Importance of Lights and Accommodations

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2910 Unleashing HR Evolution: Mark Stelzner's Insight on the EPIC Conference and HR Transformation Join Mark Stelzner in a discussion on transformative HR practices and the upcoming EPIC conference. Explore the pivotal role of people in HR transformation and the need to address process inefficiencies. Stelzner delves into effective communication strategies and the challenges of leading people through change. Discover how to craft a compelling narrative that the C-suite can champion, supporting meaningful transformation efforts. Don't miss insights on aligning people-centric initiatives with organizational goals for lasting impact. Key Takeways: EPIC conference fosters HR transformation by amplifying diverse voices and perspectives. People transformation requires actionable takeaways and inclusion of all employees. Addressing exhaustion and setting boundaries are vital in transformation. Tailored communication channels are crucial for effective transformation. Embrace a growth mindset and empower engagement for success. C-suite leadership is essential for people-centric change. Overcoming fear of decision-making is imperative in transformation. Balance people, process, and technology for effective transformation. Identify hidden costs and inefficiencies in current processes. Embrace challenging conversations to drive transformative change. Prioritize diverse voices and perspectives for impactful events. Measure the long-term impact of transformation efforts. Chapters: 00:00 Introduction 01:21 Conference Chair of Epic 03:06 Elevate People, Ignite Change 04:24 Actionable Takeaways 05:04 Audience for the Conference 05:59 Exhaustion in People Transformation 06:48 What Keeps Mark Stelzner Up at Night 09:14 Creating Space and Boundaries 10:14 Bringing Content into Context 11:10 Measuring Sentiment 12:06 Transformation and the Perception of Change 13:06 Measuring Transformation through Employee Sentiment 14:08 Role of Communications in Transformation 19:37 The Goal of Transformation 20:09 Transformation is Never Done 20:44 The Mistake of a Fixed Mindset 21:11 The Ethos of Consulting 22:25 Empowerment and Engagement in Transformation 23:06 The Role of the C-Suite in Transformation 24:12 Decision-Making and Consensus Culture 25:41 The Fear of Making the Wrong Call 26:16 The Impact of GenA and Analysis Paralysis 28:04 People, Process, and Technology in Transformation 29:15 Process Mapping and Uncovering Hidden Costs 31:07 Transformation Through Challenging Conversations 34:01 Transformation Success and Impact 36:24 Amplifying Diverse Voices in Conferences 39:55 Measuring Success and Impact 42:08 Long-Term Impact and Action 44:05 The Importance of Telling Stories 45:26 Finding New Voices and Creating Impactful Events Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 12 Mar 2024 09:47:00 -0000 Unleashing HR Evolution: Mark Stelzner's Insight on the EPIC Conference and HR Transformation full 1 5 WRKdefined Unleashing HR Evolution: Mark Stelzner's Insight on the EPIC Conference and HR Transformation Join Mark Stelzner in a discussion on transformative HR practices and the upcoming EPIC conference. Explore the pivotal role of people in HR transformation and the need to address process inefficiencies. Stelzner delves into effective communication strategies and the challenges of leading people through change. Discover how to craft a compelling narrative that the C-suite can champion, supporting meaningful transformation efforts. Don't miss insights on aligning people-centric initiatives with organizational goals for lasting impact. Key Takeways: EPIC conference fosters HR transformation by amplifying diverse voices and perspectives. People transformation requires actionable takeaways and inclusion of all employees. Addressing exhaustion and setting boundaries are vital in transformation. Tailored communication channels are crucial for effective transformation. Embrace a growth mindset and empower engagement for success. C-suite leadership is essential for people-centric change. Overcoming fear of decision-making is imperative in transformation. Balance people, process, and technology for effective transformation. Identify hidden costs and inefficiencies in current processes. Embrace challenging conversations to drive transformative change. Prioritize diverse voices and perspectives for impactful events. Measure the long-term impact of transformation efforts. Chapters: 00:00 Introduction 01:21 Conference Chair of Epic 03:06 Elevate People, Ignite Change 04:24 Actionable Takeaways 05:04 Audience for the Conference 05:59 Exhaustion in People Transformation 06:48 What Keeps Mark Stelzner Up at Night 09:14 Creating Space and Boundaries 10:14 Bringing Content into Context 11:10 Measuring Sentiment 12:06 Transformation and the Perception of Change 13:06 Measuring Transformation through Employee Sentiment 14:08 Role of Communications in Transformation 19:37 The Goal of Transformation 20:09 Transformation is Never Done 20:44 The Mistake of a Fixed Mindset 21:11 The Ethos of Consulting 22:25 Empowerment and Engagement in Transformation 23:06 The Role of the C-Suite in Transformation 24:12 Decision-Making and Consensus Culture 25:41 The Fear of Making the Wrong Call 26:16 The Impact of GenA and Analysis Paralysis 28:04 People, Process, and Technology in Transformation 29:15 Process Mapping and Uncovering Hidden Costs 31:07 Transformation Through Challenging Conversations 34:01 Transformation Success and Impact 36:24 Amplifying Diverse Voices in Conferences 39:55 Measuring Success and Impact 42:08 Long-Term Impact and Action 44:05 The Importance of Telling Stories 45:26 Finding New Voices and Creating Impactful Events Learn more about your ad choices. Visit megaphone.fm/adchoices Join Mark Stelzner in a discussion on transformative HR practices and the upcoming EPIC conference. Explore the pivotal role of people in HR transformation and the need to address process inefficiencies. Stelzner delves into effective communication strategies and the challenges of leading people through change. Discover how to craft a compelling narrative that the C-suite can champion, supporting meaningful transformation efforts. Don't miss insights on aligning people-centric initiatives with organizational goals for lasting impact.

Key Takeways:

  • EPIC conference fosters HR transformation by amplifying diverse voices and perspectives.
  • People transformation requires actionable takeaways and inclusion of all employees.
  • Addressing exhaustion and setting boundaries are vital in transformation.
  • Tailored communication channels are crucial for effective transformation.
  • Embrace a growth mindset and empower engagement for success.
  • C-suite leadership is essential for people-centric change.
  • Overcoming fear of decision-making is imperative in transformation.
  • Balance people, process, and technology for effective transformation.
  • Identify hidden costs and inefficiencies in current processes.
  • Embrace challenging conversations to drive transformative change.
  • Prioritize diverse voices and perspectives for impactful events.
  • Measure the long-term impact of transformation efforts.


Chapters:

00:00 Introduction

01:21 Conference Chair of Epic

03:06 Elevate People, Ignite Change

04:24 Actionable Takeaways

05:04 Audience for the Conference

05:59 Exhaustion in People Transformation

06:48 What Keeps Mark Stelzner Up at Night

09:14 Creating Space and Boundaries

10:14 Bringing Content into Context

11:10 Measuring Sentiment

12:06 Transformation and the Perception of Change

13:06 Measuring Transformation through Employee Sentiment

14:08 Role of Communications in Transformation

19:37 The Goal of Transformation

20:09 Transformation is Never Done

20:44 The Mistake of a Fixed Mindset

21:11 The Ethos of Consulting

22:25 Empowerment and Engagement in Transformation

23:06 The Role of the C-Suite in Transformation

24:12 Decision-Making and Consensus Culture

25:41 The Fear of Making the Wrong Call

26:16 The Impact of GenA and Analysis Paralysis

28:04 People, Process, and Technology in Transformation

29:15 Process Mapping and Uncovering Hidden Costs

31:07 Transformation Through Challenging Conversations

34:01 Transformation Success and Impact

36:24 Amplifying Diverse Voices in Conferences

39:55 Measuring Success and Impact

42:08 Long-Term Impact and Action

44:05 The Importance of Telling Stories

45:26 Finding New Voices and Creating Impactful Events

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2881 Navigating Managerial Challenges: Solutions for Success and Happiness Summary Navigating Managerial Challenges: Solutions for Success and Happiness In this episode we speak with Jim Barnett CEO and Co-founder at Marc Maloy, President GTM at Wisq to understand how to unlock employee happiness and organizational success. We talk about the limitations of employee engagement surveys and explore innovative solutions like Wisq's personalized coaching. Learn how real-time guidance, AI coaching, and digital companions empower managers, impacting employee happiness and organizational success. Adapt to the future of work with enhanced soft skills and support systems. Takeaways Traditional employee engagement surveys have limitations and struggle to have a significant impact. Listening tools and signaling software offer potential solutions but also have their limitations. The focus should be on developing soft skills and providing support for managers to improve their effectiveness. Wisq aims to guide managers to success and happiness at work through personalized coaching and guidance. Effective managers have a significant impact on employee happiness and overall organizational success. Managers often struggle due to a lack of tools and resources, highlighting the need for support and training. Real-time coaching and guidance can help managers improve their effectiveness and overcome challenges. Anonymized data can provide valuable insights and benchmarking for improving managerial performance. Access to company and third-party content can enhance the learning and development of managers. The goal of generative AI coaching is to improve managerial effectiveness and reduce regrettable turnover. The future of work may involve the use of digital human companions to support and guide managers. Workplace happiness is a complex concept that can vary for individuals and organizations. Chapters 00:00 Introduction and Appreciation 00:34 The Limitations of Employee Engagement Surveys 01:20 The Challenges of Gathering Feedback 02:19 The Need for More Impactful Solutions 03:02 The Limitations of Listening Tools 03:35 The Value of Signaling Software 04:01 Using Signals for Upsells and Retention 05:28 The Success of Sturdy.ai 06:24 The Advantage of Customer-Level Data 07:08 The Limitations of HR Listening 07:40 The Importance of Performance Perspective 08:05 The Mission of WISC 08:32 The Vision of WISC 09:32 The Importance of Soft Skills for Managers 10:42 The Goal of No Bad Managers 11:09 The Focus on Manager Development 12:19 Preparing for the Interview 18:13 Introduction of Mark Malloy 19:19 The Role of WISC in Coaching Managers 20:01 The Impact of Managers on Employee Happiness 21:37 The Need for Support for Middle Managers 22:07 The Importance of Effective Managers 22:34 The Importance of Tools and Resources for Managers 23:20 The Complexity of Being a Manager 24:12 The Lack of Impactful Managers 25:09 Real-Time Coaching and Guidance for Managers 26:07 The Role of WISC in Guiding Managers 27:05 Continuous Coaching and Nudges for Managers 28:22 Utilizing Anonymized Data for Insights 29:20 Accessing Company and Third-Party Content 30:18 Leveraging Data for Benchmarking and Diagnostics 31:15 Moving Beyond Traditional Learning Approaches 34:09 Guardrails and Sensitivity in Coaching 35:17 Measuring the Impact of Generative AI Coaching 36:32 The Goal of Improving Managerial Effectiveness 37:20 Reducing Regrettable Turnover 39:24 The Future of Digital Human Companions 41:49 Defining Workplace Happiness 44:06 The Opposite of Happiness Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 05 Mar 2024 11:00:00 -0000 Navigating Managerial Challenges: Solutions for Success and Happiness full 1 4 WRKdefined Navigating Managerial Challenges: Solutions for Success and Happiness Summary Navigating Managerial Challenges: Solutions for Success and Happiness In this episode we speak with Jim Barnett CEO and Co-founder at Marc Maloy, President GTM at Wisq to understand how to unlock employee happiness and organizational success. We talk about the limitations of employee engagement surveys and explore innovative solutions like Wisq's personalized coaching. Learn how real-time guidance, AI coaching, and digital companions empower managers, impacting employee happiness and organizational success. Adapt to the future of work with enhanced soft skills and support systems. Takeaways Traditional employee engagement surveys have limitations and struggle to have a significant impact. Listening tools and signaling software offer potential solutions but also have their limitations. The focus should be on developing soft skills and providing support for managers to improve their effectiveness. Wisq aims to guide managers to success and happiness at work through personalized coaching and guidance. Effective managers have a significant impact on employee happiness and overall organizational success. Managers often struggle due to a lack of tools and resources, highlighting the need for support and training. Real-time coaching and guidance can help managers improve their effectiveness and overcome challenges. Anonymized data can provide valuable insights and benchmarking for improving managerial performance. Access to company and third-party content can enhance the learning and development of managers. The goal of generative AI coaching is to improve managerial effectiveness and reduce regrettable turnover. The future of work may involve the use of digital human companions to support and guide managers. Workplace happiness is a complex concept that can vary for individuals and organizations. Chapters 00:00 Introduction and Appreciation 00:34 The Limitations of Employee Engagement Surveys 01:20 The Challenges of Gathering Feedback 02:19 The Need for More Impactful Solutions 03:02 The Limitations of Listening Tools 03:35 The Value of Signaling Software 04:01 Using Signals for Upsells and Retention 05:28 The Success of Sturdy.ai 06:24 The Advantage of Customer-Level Data 07:08 The Limitations of HR Listening 07:40 The Importance of Performance Perspective 08:05 The Mission of WISC 08:32 The Vision of WISC 09:32 The Importance of Soft Skills for Managers 10:42 The Goal of No Bad Managers 11:09 The Focus on Manager Development 12:19 Preparing for the Interview 18:13 Introduction of Mark Malloy 19:19 The Role of WISC in Coaching Managers 20:01 The Impact of Managers on Employee Happiness 21:37 The Need for Support for Middle Managers 22:07 The Importance of Effective Managers 22:34 The Importance of Tools and Resources for Managers 23:20 The Complexity of Being a Manager 24:12 The Lack of Impactful Managers 25:09 Real-Time Coaching and Guidance for Managers 26:07 The Role of WISC in Guiding Managers 27:05 Continuous Coaching and Nudges for Managers 28:22 Utilizing Anonymized Data for Insights 29:20 Accessing Company and Third-Party Content 30:18 Leveraging Data for Benchmarking and Diagnostics 31:15 Moving Beyond Traditional Learning Approaches 34:09 Guardrails and Sensitivity in Coaching 35:17 Measuring the Impact of Generative AI Coaching 36:32 The Goal of Improving Managerial Effectiveness 37:20 Reducing Regrettable Turnover 39:24 The Future of Digital Human Companions 41:49 Defining Workplace Happiness 44:06 The Opposite of Happiness Learn more about your ad choices. Visit megaphone.fm/adchoices Summary

Navigating Managerial Challenges: Solutions for Success and Happiness

In this episode we speak with Jim Barnett CEO and Co-founder at Marc Maloy, President GTM at Wisq to understand how to unlock employee happiness and organizational success. We talk about the limitations of employee engagement surveys and explore innovative solutions like Wisq's personalized coaching. Learn how real-time guidance, AI coaching, and digital companions empower managers, impacting employee happiness and organizational success. Adapt to the future of work with enhanced soft skills and support systems.


Takeaways

  • Traditional employee engagement surveys have limitations and struggle to have a significant impact.
  • Listening tools and signaling software offer potential solutions but also have their limitations.
  • The focus should be on developing soft skills and providing support for managers to improve their effectiveness.
  • Wisq aims to guide managers to success and happiness at work through personalized coaching and guidance.
  • Effective managers have a significant impact on employee happiness and overall organizational success. Managers often struggle due to a lack of tools and resources, highlighting the need for support and training.
  • Real-time coaching and guidance can help managers improve their effectiveness and overcome challenges.
  • Anonymized data can provide valuable insights and benchmarking for improving managerial performance.
  • Access to company and third-party content can enhance the learning and development of managers.
  • The goal of generative AI coaching is to improve managerial effectiveness and reduce regrettable turnover.
  • The future of work may involve the use of digital human companions to support and guide managers.
  • Workplace happiness is a complex concept that can vary for individuals and organizations.


Chapters

00:00 Introduction and Appreciation

00:34 The Limitations of Employee Engagement Surveys

01:20 The Challenges of Gathering Feedback

02:19 The Need for More Impactful Solutions

03:02 The Limitations of Listening Tools

03:35 The Value of Signaling Software

04:01 Using Signals for Upsells and Retention

05:28 The Success of Sturdy.ai

06:24 The Advantage of Customer-Level Data

07:08 The Limitations of HR Listening

07:40 The Importance of Performance Perspective

08:05 The Mission of WISC

08:32 The Vision of WISC

09:32 The Importance of Soft Skills for Managers

10:42 The Goal of No Bad Managers

11:09 The Focus on Manager Development

12:19 Preparing for the Interview

18:13 Introduction of Mark Malloy

19:19 The Role of WISC in Coaching Managers

20:01 The Impact of Managers on Employee Happiness

21:37 The Need for Support for Middle Managers

22:07 The Importance of Effective Managers

22:34 The Importance of Tools and Resources for Managers

23:20 The Complexity of Being a Manager

24:12 The Lack of Impactful Managers

25:09 Real-Time Coaching and Guidance for Managers

26:07 The Role of WISC in Guiding Managers

27:05 Continuous Coaching and Nudges for Managers

28:22 Utilizing Anonymized Data for Insights

29:20 Accessing Company and Third-Party Content

30:18 Leveraging Data for Benchmarking and Diagnostics

31:15 Moving Beyond Traditional Learning Approaches

34:09 Guardrails and Sensitivity in Coaching

35:17 Measuring the Impact of Generative AI Coaching

36:32 The Goal of Improving Managerial Effectiveness

37:20 Reducing Regrettable Turnover

39:24 The Future of Digital Human Companions

41:49 Defining Workplace Happiness

44:06 The Opposite of Happiness

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2246 How Generative AI Will Change Skills Demands In 2024 With Yvette Cameron From Oracle Summary The conversation explores the impact of generative AI on skills, demands, and work transformation. It highlights the need to shift the focus from technology to the fundamental transformation and rethinking of work. The integration of generative AI into conversations and the importance of ethical considerations and guardrails are discussed. The role of prompt engineering and the skills needed for its development are explored. The conversation also emphasizes the importance of agility, collaboration, and internal mobility in HR transformation. The potential cost savings and the need for reskilling are examined, along with the importance of consolidating systems for a better employee experience. The conversation explores the topics of personalization and privacy in AI systems, as well as the use cases of AI in organizations. Takeaways AI systems can provide personalized recommendations and engage with individuals in a more personalized way. The concern about privacy and constant monitoring. Organizations are leveraging AI in various areas, such as recruiting and goal setting, to improve processes and alleviate stress from employees. Connect with WRKdefined on your favorite social network The Site | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Chapters 00:00 Introduction 01:58 Applications of Generative AI 05:19 Transformation and Rethinking Work 08:48 Impact on HR Transformation 09:51 Changing Roles in Recruiting 12:14 Leveraging Gen AI for Micro Experiences 13:56 Impact on Managers 17:42 Integration of Gen AI into Conversations 19:33 Ethical Considerations and Guardrails 23:28 Skills Needed for Prompt Engineering 25:46 Focus on Agility and Collaboration 29:02 Cost Savings and Reskilling 31:15 Empowering Managers for Reskilling 36:05 Importance of Data for Better Outputs 37:01 Consolidating Systems for Employee Experience 38:25 Personalization and Privacy 40:27 Use Cases of AI in Organizations Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 27 Feb 2024 10:00:00 -0000 How Generative AI Will Change Skills Demands In 2024 With Yvette Cameron From Oracle full 1 3 WRKdefined How Generative AI Will Change Skills Demands In 2024 With Yvette Cameron From Oracle Summary The conversation explores the impact of generative AI on skills, demands, and work transformation. It highlights the need to shift the focus from technology to the fundamental transformation and rethinking of work. The integration of generative AI into conversations and the importance of ethical considerations and guardrails are discussed. The role of prompt engineering and the skills needed for its development are explored. The conversation also emphasizes the importance of agility, collaboration, and internal mobility in HR transformation. The potential cost savings and the need for reskilling are examined, along with the importance of consolidating systems for a better employee experience. The conversation explores the topics of personalization and privacy in AI systems, as well as the use cases of AI in organizations. Takeaways AI systems can provide personalized recommendations and engage with individuals in a more personalized way. The concern about privacy and constant monitoring. Organizations are leveraging AI in various areas, such as recruiting and goal setting, to improve processes and alleviate stress from employees. Connect with WRKdefined on your favorite social network The Site | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Chapters 00:00 Introduction 01:58 Applications of Generative AI 05:19 Transformation and Rethinking Work 08:48 Impact on HR Transformation 09:51 Changing Roles in Recruiting 12:14 Leveraging Gen AI for Micro Experiences 13:56 Impact on Managers 17:42 Integration of Gen AI into Conversations 19:33 Ethical Considerations and Guardrails 23:28 Skills Needed for Prompt Engineering 25:46 Focus on Agility and Collaboration 29:02 Cost Savings and Reskilling 31:15 Empowering Managers for Reskilling 36:05 Importance of Data for Better Outputs 37:01 Consolidating Systems for Employee Experience 38:25 Personalization and Privacy 40:27 Use Cases of AI in Organizations Learn more about your ad choices. Visit megaphone.fm/adchoices Summary

The conversation explores the impact of generative AI on skills, demands, and work transformation. It highlights the need to shift the focus from technology to the fundamental transformation and rethinking of work. The integration of generative AI into conversations and the importance of ethical considerations and guardrails are discussed. The role of prompt engineering and the skills needed for its development are explored. The conversation also emphasizes the importance of agility, collaboration, and internal mobility in HR transformation. The potential cost savings and the need for reskilling are examined, along with the importance of consolidating systems for a better employee experience. The conversation explores the topics of personalization and privacy in AI systems, as well as the use cases of AI in organizations.


Takeaways

  • AI systems can provide personalized recommendations and engage with individuals in a more personalized way.
  • The concern about privacy and constant monitoring.
  • Organizations are leveraging AI in various areas, such as recruiting and goal setting, to improve processes and alleviate stress from employees.


Connect with WRKdefined on your favorite social network

The Site | LinkedIn | Instagram | X | Facebook | TikTok

Share your brand across the WRKdefined Podcast Network


Chapters

00:00 Introduction

01:58 Applications of Generative AI

05:19 Transformation and Rethinking Work

08:48 Impact on HR Transformation

09:51 Changing Roles in Recruiting

12:14 Leveraging Gen AI for Micro Experiences

13:56 Impact on Managers

17:42 Integration of Gen AI into Conversations

19:33 Ethical Considerations and Guardrails

23:28 Skills Needed for Prompt Engineering

25:46 Focus on Agility and Collaboration

29:02 Cost Savings and Reskilling

31:15 Empowering Managers for Reskilling

36:05 Importance of Data for Better Outputs

37:01 Consolidating Systems for Employee Experience

38:25 Personalization and Privacy

40:27 Use Cases of AI in Organizations

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2682 Surprising Workforce Shake-Up: Unveiling Unexpected Job Growth, Declined Hires, and Healthcare Hiring Hurdles Summary In this episode, Rhea and Jill from iCIMS discuss data and insights related to talent acquisition. They analyze the January and February reports, highlighting the trends and changes in applications, job openings, and hires. They also discuss the impact of the election on hiring and the desire for in-office work among different age groups. The data shows an uptick in entry-level talent, making it a great time to hire for those positions. The conversation explores the challenges of hiring and retaining talent in the current job market, with a focus on Gen Z and millennials. It emphasizes the importance of human connection in the workplace and the impact of remote work on employee loyalty. The discussion also delves into the factors influencing loyalty, such as external events and the role of technology. Finally, it addresses the need to understand and attract younger talent. Takeaways Applications are up, job openings are back, but actual hires are down. There is a strong disconnect between job seekers' confidence in the job market and companies' hiring actions. The desire for in-office work is more prevalent among younger generations. Companies are using job openings to build talent pipelines, but need to ensure a positive candidate experience. The impact of the election on hiring and the economy should not be ignored. Hire Gen Z and retain millennials to build a diverse and dynamic workforce. Prioritize human connection in the workplace to foster engagement and loyalty. Consider the impact of remote and hybrid work on employee resignation rates. Understand the external factors that can affect employee loyalty and company culture. Adapt recruitment strategies to attract and retain 18-24 year old talent. Connect with WRKdefined on your favorite social network The Site | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Chapters= 00:00 Introductions 01:25 Overview of iCIMS 02:07 January and February Data 07:29 Trends in January and February Reports 13:59 Using Job Openings to Build Talent Pipeline 22:46 Impact of Election on Hiring 26:00 Desire for In-Office Work 31:46 Uptick in Entry-Level Talent 32:19 Hiring Gen Z and Retaining Millennials 33:00 The Importance of Human Connection in the Workplace 33:37 The Impact of Remote and Hybrid Work on Resignation Rates 35:04 The Shift in Loyalty and Company Culture 36:46 The Role of Technology in Loyalty 37:42 External Factors Affecting Loyalty 38:43 The Chicken and Egg Dilemma of Loyalty 39:19 Understanding and Attracting 18-24 Year Old Talent Learn more about your ad choices. Visit megaphone.fm/adchoices Tue, 20 Feb 2024 10:00:00 -0000 Surprising Workforce Shake-Up Unveiling Unexpected Job Growth Declined Hires and Healthcare Hiring Hurdles full 1 2 WRKdefined Surprising Workforce Shake-Up: Unveiling Unexpected Job Growth, Declined Hires, and Healthcare Hiring Hurdles Summary In this episode, Rhea and Jill from iCIMS discuss data and insights related to talent acquisition. They analyze the January and February reports, highlighting the trends and changes in applications, job openings, and hires. They also discuss the impact of the election on hiring and the desire for in-office work among different age groups. The data shows an uptick in entry-level talent, making it a great time to hire for those positions. The conversation explores the challenges of hiring and retaining talent in the current job market, with a focus on Gen Z and millennials. It emphasizes the importance of human connection in the workplace and the impact of remote work on employee loyalty. The discussion also delves into the factors influencing loyalty, such as external events and the role of technology. Finally, it addresses the need to understand and attract younger talent. Takeaways Applications are up, job openings are back, but actual hires are down. There is a strong disconnect between job seekers' confidence in the job market and companies' hiring actions. The desire for in-office work is more prevalent among younger generations. Companies are using job openings to build talent pipelines, but need to ensure a positive candidate experience. The impact of the election on hiring and the economy should not be ignored. Hire Gen Z and retain millennials to build a diverse and dynamic workforce. Prioritize human connection in the workplace to foster engagement and loyalty. Consider the impact of remote and hybrid work on employee resignation rates. Understand the external factors that can affect employee loyalty and company culture. Adapt recruitment strategies to attract and retain 18-24 year old talent. Connect with WRKdefined on your favorite social network The Site | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Chapters= 00:00 Introductions 01:25 Overview of iCIMS 02:07 January and February Data 07:29 Trends in January and February Reports 13:59 Using Job Openings to Build Talent Pipeline 22:46 Impact of Election on Hiring 26:00 Desire for In-Office Work 31:46 Uptick in Entry-Level Talent 32:19 Hiring Gen Z and Retaining Millennials 33:00 The Importance of Human Connection in the Workplace 33:37 The Impact of Remote and Hybrid Work on Resignation Rates 35:04 The Shift in Loyalty and Company Culture 36:46 The Role of Technology in Loyalty 37:42 External Factors Affecting Loyalty 38:43 The Chicken and Egg Dilemma of Loyalty 39:19 Understanding and Attracting 18-24 Year Old Talent Learn more about your ad choices. Visit megaphone.fm/adchoices Summary

In this episode, Rhea and Jill from iCIMS discuss data and insights related to talent acquisition. They analyze the January and February reports, highlighting the trends and changes in applications, job openings, and hires. They also discuss the impact of the election on hiring and the desire for in-office work among different age groups. The data shows an uptick in entry-level talent, making it a great time to hire for those positions. The conversation explores the challenges of hiring and retaining talent in the current job market, with a focus on Gen Z and millennials. It emphasizes the importance of human connection in the workplace and the impact of remote work on employee loyalty. The discussion also delves into the factors influencing loyalty, such as external events and the role of technology. Finally, it addresses the need to understand and attract younger talent.


Takeaways

  • Applications are up, job openings are back, but actual hires are down.
  • There is a strong disconnect between job seekers' confidence in the job market and companies' hiring actions.
  • The desire for in-office work is more prevalent among younger generations.
  • Companies are using job openings to build talent pipelines, but need to ensure a positive candidate experience.
  • The impact of the election on hiring and the economy should not be ignored. Hire Gen Z and retain millennials to build a diverse and dynamic workforce.
  • Prioritize human connection in the workplace to foster engagement and loyalty.
  • Consider the impact of remote and hybrid work on employee resignation rates.
  • Understand the external factors that can affect employee loyalty and company culture.
  • Adapt recruitment strategies to attract and retain 18-24 year old talent.


Connect with WRKdefined on your favorite social network

The Site | LinkedIn | Instagram | X | Facebook | TikTok

Share your brand across the WRKdefined Podcast Network


Chapters=

00:00 Introductions

01:25 Overview of iCIMS

02:07 January and February Data

07:29 Trends in January and February Reports

13:59 Using Job Openings to Build Talent Pipeline

22:46 Impact of Election on Hiring

26:00 Desire for In-Office Work

31:46 Uptick in Entry-Level Talent

32:19 Hiring Gen Z and Retaining Millennials

33:00 The Importance of Human Connection in the Workplace

33:37 The Impact of Remote and Hybrid Work on Resignation Rates

35:04 The Shift in Loyalty and Company Culture

36:46 The Role of Technology in Loyalty

37:42 External Factors Affecting Loyalty

38:43 The Chicken and Egg Dilemma of Loyalty

39:19 Understanding and Attracting 18-24 Year Old Talent

Learn more about your ad choices. Visit megaphone.fm/adchoices

]]> 2806 Unlocking the Future of Leadership: Big Picture Secrets, AI Awesomeness, and Trust Hacks! Summary In this episode, Jonathan Kirschner, the founder and CEO of AIIR Consulting and AIIR Analytics, discusses the 2024 leadership trends report and the key skills leaders need to navigate the challenges of the future. He emphasizes the importance of seeing the big picture and not getting stuck in the details, as well as the need for resilience, self-awareness, and self-care. Jonathan also highlights the role of trust in hybrid work environments and the importance of vulnerability and communication in building strong connections with employees. Additionally, he explores the impact of AI on leadership and the need for leaders to continuously communicate the why behind their actions. The conversation explores the use of assessment to understand and develop leaders, identifying critical leadership skills, choosing successors and high potential leaders, and the importance of system, talent, and orchestrator in achieving success. Takeaways Leaders need to see the big picture and avoid getting stuck in the details. Resilience, self-awareness, and self-care are crucial skills for leaders. Building trust is essential in hybrid work environments. Vulnerability and communication are key in building strong connections with employees. Leaders should continuously communicate the why behind their actions. Assessing talent and building a leadership system are important considerations for leaders. Assessment tools can be used to gain self-awareness as a leader and understand the talent landscape of an organization. Identifying the critical leadership skills needed for success is essential, taking into account the specific ecological factors of the environment. When choosing successors or creating a talent pool for high potential leaders, selecting individuals who align with the desired leadership profile can be beneficial. Success in any team or organization requires a combination of a good system, talented individuals, and an orchestrator who can create the conditions for psychological safety. Connect with WRKdefined on your favorite social network The Site | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Chapters 00:00 Introduction 00:18 Jonathan's Background and Passion for Leadership 01:18 Jonathan's Training and Expertise 02:13 Jonathan's Hobbies and Personal Life 03:09 Ice Hockey and Charity Tournament 03:37 The Importance of Fitness and Training 04:16 William's Experience with Hockey 05:10 The Intensity and Perspective of Watching Hockey 06:07 The Importance of Seeing the Big Picture 06:29 The Trees and Forest Analogy 07:12 Introduction to AIIR Consulting and AIIR Analytics 08:16 Services Offered by AIIR Consulting 08:49 The Use of Assessments in Leadership Development 09:23 The Leadership Trends Report 11:02 Methodology of the Leadership Genome Survey 13:27 Challenges for 2024 13:57 Critical Skills for 2024 15:24 Navigating Change and Building Trust 19:18 Building Connection in a Hybrid Environment 21:16 Building Resilience in Oneself and Others 23:36 The Stereotype of the Perfect Leader 25:30 Allowing Vulnerability and Failure 27:08 The Importance of Vulnerability in Leadership 28:30 The Interconnectivity of Leadership Skills and Trends 31:31 The Impact of AI on Leadership Skills 33:57 Navigating Innovation and Change 36:52 Assessing Talent and Building a Leadership System 37:39 Using Assessment to Understand and Develop Leaders 38:42 Identifying Critical Leadership Skills 39:37 Choosing Successors and High Potential Leaders 40:02 The Importance of System, Talent, and Orchestrator Learn more about your ad choices. Visit megaphone.fm/adchoices Sat, 10 Feb 2024 23:32:00 -0000 Unlocking the Future of Leadership: Big Picture Secrets, AI Awesomeness, and Trust Hacks full 1 1 WRKdefined Jonathan Kirschner, the founder and CEO of AIIR Consulting and AIIR Analytics, discusses the 2024 leadership trends report and the key skills leaders need to navigate the challenges of the future. Summary In this episode, Jonathan Kirschner, the founder and CEO of AIIR Consulting and AIIR Analytics, discusses the 2024 leadership trends report and the key skills leaders need to navigate the challenges of the future. He emphasizes the importance of seeing the big picture and not getting stuck in the details, as well as the need for resilience, self-awareness, and self-care. Jonathan also highlights the role of trust in hybrid work environments and the importance of vulnerability and communication in building strong connections with employees. Additionally, he explores the impact of AI on leadership and the need for leaders to continuously communicate the why behind their actions. The conversation explores the use of assessment to understand and develop leaders, identifying critical leadership skills, choosing successors and high potential leaders, and the importance of system, talent, and orchestrator in achieving success. Takeaways Leaders need to see the big picture and avoid getting stuck in the details. Resilience, self-awareness, and self-care are crucial skills for leaders. Building trust is essential in hybrid work environments. Vulnerability and communication are key in building strong connections with employees. Leaders should continuously communicate the why behind their actions. Assessing talent and building a leadership system are important considerations for leaders. Assessment tools can be used to gain self-awareness as a leader and understand the talent landscape of an organization. Identifying the critical leadership skills needed for success is essential, taking into account the specific ecological factors of the environment. When choosing successors or creating a talent pool for high potential leaders, selecting individuals who align with the desired leadership profile can be beneficial. Success in any team or organization requires a combination of a good system, talented individuals, and an orchestrator who can create the conditions for psychological safety. Connect with WRKdefined on your favorite social network The Site | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Chapters 00:00 Introduction 00:18 Jonathan's Background and Passion for Leadership 01:18 Jonathan's Training and Expertise 02:13 Jonathan's Hobbies and Personal Life 03:09 Ice Hockey and Charity Tournament 03:37 The Importance of Fitness and Training 04:16 William's Experience with Hockey 05:10 The Intensity and Perspective of Watching Hockey 06:07 The Importance of Seeing the Big Picture 06:29 The Trees and Forest Analogy 07:12 Introduction to AIIR Consulting and AIIR Analytics 08:16 Services Offered by AIIR Consulting 08:49 The Use of Assessments in Leadership Development 09:23 The Leadership Trends Report 11:02 Methodology of the Leadership Genome Survey 13:27 Challenges for 2024 13:57 Critical Skills for 2024 15:24 Navigating Change and Building Trust 19:18 Building Connection in a Hybrid Environment 21:16 Building Resilience in Oneself and Others 23:36 The Stereotype of the Perfect Leader 25:30 Allowing Vulnerability and Failure 27:08 The Importance of Vulnerability in Leadership 28:30 The Interconnectivity of Leadership Skills and Trends 31:31 The Impact of AI on Leadership Skills 33:57 Navigating Innovation and Change 36:52 Assessing Talent and Building a Leadership System 37:39 Using Assessment to Understand and Develop Leaders 38:42 Identifying Critical Leadership Skills 39:37 Choosing Successors and High Potential Leaders 40:02 The Importance of System, Talent, and Orchestrator Learn more about your ad choices. Visit megaphone.fm/adchoices Summary

In this episode, Jonathan Kirschner, the founder and CEO of AIIR Consulting and AIIR Analytics, discusses the 2024 leadership trends report and the key skills leaders need to navigate the challenges of the future. He emphasizes the importance of seeing the big picture and not getting stuck in the details, as well as the need for resilience, self-awareness, and self-care. Jonathan also highlights the role of trust in hybrid work environments and the importance of vulnerability and communication in building strong connections with employees. Additionally, he explores the impact of AI on leadership and the need for leaders to continuously communicate the why behind their actions. The conversation explores the use of assessment to understand and develop leaders, identifying critical leadership skills, choosing successors and high potential leaders, and the importance of system, talent, and orchestrator in achieving success.


Takeaways

  • Leaders need to see the big picture and avoid getting stuck in the details.
  • Resilience, self-awareness, and self-care are crucial skills for leaders.
  • Building trust is essential in hybrid work environments.
  • Vulnerability and communication are key in building strong connections with employees.
  • Leaders should continuously communicate the why behind their actions.
  • Assessing talent and building a leadership system are important considerations for leaders. Assessment tools can be used to gain self-awareness as a leader and understand the talent landscape of an organization.
  • Identifying the critical leadership skills needed for success is essential, taking into account the specific ecological factors of the environment.
  • When choosing successors or creating a talent pool for high potential leaders, selecting individuals who align with the desired leadership profile can be beneficial.
  • Success in any team or organization requires a combination of a good system, talented individuals, and an orchestrator who can create the conditions for psychological safety.


Connect with WRKdefined on your favorite social network

The Site | LinkedIn | Instagram | X | Facebook | TikTok

Share your brand across the WRKdefined Podcast Network


Chapters

00:00 Introduction

00:18 Jonathan's Background and Passion for Leadership

01:18 Jonathan's Training and Expertise

02:13 Jonathan's Hobbies and Personal Life

03:09 Ice Hockey and Charity Tournament

03:37 The Importance of Fitness and Training

04:16 William's Experience with Hockey

05:10 The Intensity and Perspective of Watching Hockey

06:07 The Importance of Seeing the Big Picture

06:29 The Trees and Forest Analogy

07:12 Introduction to AIIR Consulting and AIIR Analytics

08:16 Services Offered by AIIR Consulting

08:49 The Use of Assessments in Leadership Development

09:23 The Leadership Trends Report

11:02 Methodology of the Leadership Genome Survey

13:27 Challenges for 2024

13:57 Critical Skills for 2024

15:24 Navigating Change and Building Trust

19:18 Building Connection in a Hybrid Environment

21:16 Building Resilience in Oneself and Others

23:36 The Stereotype of the Perfect Leader

25:30 Allowing Vulnerability and Failure

27:08 The Importance of Vulnerability in Leadership

28:30 The Interconnectivity of Leadership Skills and Trends

31:31 The Impact of AI on Leadership Skills

33:57 Navigating Innovation and Change

36:52 Assessing Talent and Building a Leadership System

37:39 Using Assessment to Understand and Develop Leaders

38:42 Identifying Critical Leadership Skills

39:37 Choosing Successors and High Potential Leaders

40:02 The Importance of System, Talent, and Orchestrator

Learn more about your ad choices. Visit megaphone.fm/adchoices

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