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HR Works: The Podcast for Human Resources

Updated 5 days ago

Business
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HR Works provides clear, relevant, actionable information on topics that matter to human resources (HR) professionals

Read more

HR Works provides clear, relevant, actionable information on topics that matter to human resources (HR) professionals

iTunes Ratings

54 Ratings
Average Ratings
30
9
6
4
5

Great content!!!!

By Bnor438 - Aug 14 2019
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Consistently thought provoking. I love bringing these ideas back to my HR team :)

Thanks for providing great content!

By BrieGF - May 23 2017
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Thank you for providing great content to your audience!

iTunes Ratings

54 Ratings
Average Ratings
30
9
6
4
5

Great content!!!!

By Bnor438 - Aug 14 2019
Read more
Consistently thought provoking. I love bringing these ideas back to my HR team :)

Thanks for providing great content!

By BrieGF - May 23 2017
Read more
Thank you for providing great content to your audience!
Cover image of HR Works: The Podcast for Human Resources

HR Works: The Podcast for Human Resources

Latest release on Jan 14, 2020

Read more

HR Works provides clear, relevant, actionable information on topics that matter to human resources (HR) professionals

Rank #1: HR Works (E45): How to Communicate and Influence Others at Work

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The ability to influence others is perhaps the most important ingredient of leadership. Stacey Hanke, a trainer, coach and mentor to C-suite executives, thinks that most leaders are not as influential as they think they are, and not as influential as they could be.
In this interview, we explore her views as expressed in her newly published book, Influence Redefined: Be the Leader You Were Meant to Be, Monday to Monday®. and get her step-by-step method for improving the ideal form of influence—influence that moves people to action long after an interaction is over.

Oct 31 2017

16mins

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Rank #2: HR Works (Episode 3): Supporting Business Strategy as an HR Department of One

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How can an HR department of one support their organization's strategic goals while keeping up with the administrative functions and day-to-day activities? Our guest, Diane Breeding, PHR, SHRM-CP, HR Manager for Edwards Moving & Rigging (KY), does just that--and she gladly shares her experiences to inspire other human resources managers (just don't call her a 'Lone Ranger' of HR).

Mar 08 2016

17mins

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Rank #3: HR Works (E54): Uncover the Real Issues Behind Your "People Problem"

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Many times, HR managers and executives know that something’s wrong—the organization is not functioning at as high a level as it should. Departments are butting heads and pointing fingers. But what’s really to blame? Do you have a people problem? Or is something else at the root cause? Today we’ve got an expert at diving into organizations, finding the real problem, and fixing it.
With over 20 years’ experience in leadership and team building, Lisa Rueth leads the team of consulting professionals at Cultivate Leadership, where she is CEO. Lisa helps companies and organizations with the mechanics of leadership, human performance, and systems of collaboration, all with the goal of helping leaders make a deeper impact.
Lisa will be speaking at HR & Employee Benefits Summit, taking place this April 23 & 24 in Boston, Massachusetts. This VIP Forum Event is the perfect fit for HR decision-makers looking to source new solutions and engage with other mid-size and larger employers. Find out how you can get a complimentary ticket, as well as executive hotel accommodations at ForumEvents/HRWorks.

Mar 06 2018

29mins

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Rank #4: HR Works 73: What Will HR Look Like in 2025?

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We know that employers spend a lot of time and energy on the entire employee lifecycle: from sourcing to onboarding straight through retention, engagement, and, of course, exit interviews.

How can HR professionals grapple with that lifecycle if they can’t predict the terrain of the HR landscape 5 or even 10 years from now?

We are very fortunate to be joined by Ira Wolfe to explore just that: what HR might look like by 2025 and 2030. Ira is the president of Success Performance Solutions, which excels in pre-employment testing software for sales, leadership, service, and production across a number of industries.

In addition to being a blogger and prolific business writer, Ira is an accomplished speaker, having visited the stages of TEDx and DisruptHR. He has also published books such as The Perfect Labor Storm and Recruiting in the Age of Googlization: When the Shift Hits Your Plan.

Dec 11 2018

40mins

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Rank #5: HR Works (E29): How To Bring Out the Best In Your Employees Through Performance Coaching

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There’s a sea change going on in the world of performance appraisals. Many organizations are moving away from the once-a-year-focus on past performance to a system with more frequent encounters, more focus on the future, and more time spent discussing employee development and opportunity.
To help us understand this change better, we’ve asked Anita Bowness to join us. Anita serves as Global Practice Leader, Business Consulting, for Halogen Software. She joined Halogen in 2014 with nearly 20 years’ experience in consulting and professional services, the majority of which has been spent enabling client organizations to leverage the talent of their workforces to achieve desired strategic results. Anita leads a team of talent management consultants who support Halogen’s clients in the areas of recruitment, onboarding, performance management, learning and development, succession planning, organizational development, competency mapping, and change management.

Mar 14 2017

32mins

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Rank #6: HR Works (Episode 19) - Revamp Your Onboarding Experience to Improve Retention & Productivity

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Onboarding—a dull, boring day or two of introductions and filling out paperwork? It doesn’t have to be that way. In today’s workplace, onboarding (or orientation as we used to call it) goes a lot farther--done right, it brings big rewards in retention and productivity.

As president of her talent management and leadership development consulting company, Performance ReNEW, our guest Natasha Bowman helps employers develop their next generation of organizational leaders. Moreover, as Director of Education & Organizational Development at White Plains (New York) Hospital, Natasha has launched a new onboarding program called WOW that’s been very successful.

Natasha will be presenting on the topic of onboarding at BLR's upcoming LearningCon conference in Las Vegas November 7 & 8. Learn more about LearningCon at http://learningcon.blr.com.

It this podcast, Natasha provides details of her WOW onboarding program and explains to listeners how to get more positive, impactful and long-lasting results from their onboarding process.

Oct 18 2016

18mins

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Rank #7: HR Works 98: One Leader's Advice to HR when it Comes to a High Growth Phase

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What happens when an HR professional finds themselves in the middle of a high growth phase at their organization? Do you scale up your HRIS? Do you hire more staff to handle the new employees? How do you maintain culture during such a disruptive time? We aim to answer these questions in episode 98 of HR Works Podcast.

Today’s guest has a lot of experience surrounding high growth. Greg Brown is the CEO of Reflektive, a people management platform. Before that, Brown served as Senior Vice President of International Business at Blackhawk Network, which helps companies create rewarding experiences and relationships. Prior to Blackhawk Network, Brown held the position of Chief Revenue Officer at Achievers, an employee recognition and engagement solutions company. He has held many other roles as well, but the current shared among them is that he helped each undergo periods of high growth.

Nov 05 2019

23mins

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Rank #8: HR Works 78: No More Bad Hires

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Every HR professional and recruiter knows the cost of a bad hire. Time and money spent on the hiring and training go down the tube and now you are left with nothing but that same vacancy. Wouldn’t it be nice if you could avoid making bad hires in the first place?

In this episode, we are joined by Jeff Hyman. Jeff is the Chief Talent Officer at Recruit Rockstars, an organization with a simple mission: no more bad hires!

Mr. Hyman is author of the bestselling book “Recruit Rockstars: The 10 Step Playbook to Find The Winners & Ignite Your Business.” As Professor at Kellogg School of Management, he teaches the MBA course about recruiting. He is also the host of the 5-star-rated "Strong Suit Podcast" and weekly contributor to Forbes.

Jeff is the keynote speaker at RecruitCon 2019. The keynote is called "The 10 Deadly Sins of Recruiting" and takes place on May 9th in Austin Texas. RecruitCon features workshops on May 8th and the main conference on May 9th and 10th. To learn more, check out this link: https://live.blr.com/event/recruitcon/

Feb 26 2019

27mins

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Rank #9: HR Works 65: Increase Productivity & Profits by Focusing Your Workforce on the Right Things

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Today, we accept distracted as the norm, says our guest, keynote speaker and author Neen James. We are so focused on technology, our never-ending to-do list, and our lack of time, we fail to pay attention to the people, priorities, and passions that are truly important to us.
But it’s not a time management crisis, Neen says— it’s an attention management crisis. The title of her new book is Attention Pays, and she explains why following her suggestions will boost workplace productivity, increase profits, and drive accountability.

Aug 14 2018

21mins

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Rank #10: HR Works (E51): Strategic Talent Management Improves Engagement, Organizational Effectiveness

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Talent management has moved to the front burner for most organizations as the economy has improved. Today's guest, Magi Graziano, has developed a talent strategy system that gives business leaders the actionable steps to align their corporate strategy with their people strategy, thereby maximizing employee performance, engagement and innovation.
Note: Magi will be a featured speaker at BLR’s upcoming HRDA 2018 Conference in Savannah March 8 and 9—there’s a $100 discount for HR Works listeners: Just visit BLR.com/HR18 and enter discount code WORKS100.

Jan 30 2018

58mins

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Rank #11: HR Works (E42): Expand Your Onboarding Beyond the 'New Hire' Experience

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Does your onboarding process mainly consist of new hire paperwork and introductions to staff and management? Mimi Jerkan and Marina Vasich of SilkRoad, a global leader in talent activation, say that onboarding should involve much more than the new hire experience, and should encompass the entire employee journey. They call it 'strategic onboarding' and they're with us on HR Works: The Podcast for Human Resources to go over it's essential components.

Sep 19 2017

13mins

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Rank #12: HR Works (Episode 11): Enacting Change in a Dysfunctional Workplace

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Wouldn't it be nice if all of our workplace relationships were stress-free and productive? HR managers have a dual role when it comes to workplace relationships: They have to manage their own, and they have to step in when other relationships are floundering. Psychologist and New York Times best-selling author Dr. Henry Cloud joins us to provide perspective and best practices for how HR can enact change in a toxic or dysfunctional workplace environment. Dr. Cloud also provides his definition of what makes a 'great leader' which is worth the price of admission alone! ('HR Works' is free, of course, but you get the idea.)

Jun 27 2016

33mins

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Rank #13: HR Works 67: Thoughts on Great Culture with Patty McCord, Former Netflix Chief Talent Officer

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We talk a lot about culture these days, and one of the companies that often comes up in those discussions is Netflix, renowned for its special culture. Today’s guest, Patty McCord, is the architect of that culture and the creator of the Netflix Culture Deck, a popular resource that has over 20 million views. Sheryl Sandberg called the Deck perhaps “the most important document ever to come out of Silicon Valley.” Patty has since moved on from Netflix, but she continues to leave a strong and thought-provoking mark as she coaches and advises companies around the world on culture and leadership.
Patty is also the opening keynoter at BLR’s upcoming HR Comply Conference (https://live.blr.com/event/ca-hr-comply/), November 14-16 in Las Vegas.

Sep 11 2018

20mins

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Rank #14: HR Works 76: 10 Minutes of Recognition Makes All the Difference

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Today we are going to talk about engagement. The term gets used a lot, and for good reason. Organizations spend so much money, time, and training getting the right people onboard. All of that vanishes when that employee walks out the door. In many cases, retaining employees is achievable with the right set of tools aimed at employee engagement.

Today we are lucky enough to be joined by Gregg Lederman, President of Employee Engagement at Reward Gateway, the employee engagement people! He is also a New York Times and USA Today Bestselling Author. In October he released his most recent book, Crave: You Can Enhance Employee Motivation in 10 Minutes by Friday.

Between his title and the title of the book, I think we can safely say that we are good hands when it comes to employee engagement.

Jan 29 2019

30mins

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Rank #15: HR Works (Episode 12): Creating a Culture of Growth to Get the Best from Your Employees

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Imagine a young employee in the early stage of his or her career walking up to the CEO of the company and saying "I'm giving you a D+ on the presentation you gave at the prospective client meeting." Now imagine that same young employee still having a job with the company the next day.
Hard to imagine? Not if the employee works in a Deliberately Developmental Organization (DDO), in which honest, open feedback is a crucial part of the culture.
Our guest, Harvard University Professor Robert Kegan, is the co-author of AN EVERYONE CULTURE: Becoming a Deliberately Developmental Organization. Kegan explains this concept of people development in both theory and practice—including real life examples of employers who have embraced the DDO model and are benefiting with reduced turnover and greater productivity AND profitability.

Jul 12 2016

38mins

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Rank #16: HR Works 75: The Importance of Stress Resilience in the Workplace

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I want you to imagine an organization filled with just the right combination of top-quality talent. By all measures, these are the people who should be delivering quality results. Now imagine that both the work and the work environment are stress filled. Instead of delivering results, those stressed out employees are underperforming and maybe even looking elsewhere for a less stressful job.

Luckily, we have a guest today that excels in solving workplace stress. We are pleased to have Laurie Warren, a change agent, with us today. Laurie is the founder and vibrant living advocate of Warren Wellness LLC. She has an M.S. in clinical and integrative nutrition and a lot of hands on experience helping individuals and organizations promote wellness. She takes a holistic approach towards promoting healthy workplaces.

Laurie will be speaking at BLR’s 2019 event TalentCon, the premier event for learning how to recruit, retain, and engage employees. She will be presenting her session, Hot Topic Power Talk #2—Fostering Stress Resilience to Unlock Workforce Potential, on March 13th at the Sheraton Gunter Hotel in San Antonio, TX.

Learn more about Talent Con and other events at live.blr.com.

Jan 15 2019

45mins

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Rank #17: HR Works 66: How Your Cross-Functional Teams Can Achieve Extraordinary Results

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Old hierarchies and organizational silos are disappearing—today work is often done on an ad hoc basis, based on collaboration and accomplished by teams formed and reformed to address changing priorities and needs. However, as many of us have found, forming teams is easy; forming productive, collaborative teams is hard.

Our guest on Episode 66 of HR Works: The Podcast for Human Professionals is CEO of Verus Global Craig Ross. Craig has invested over 20 years of his career observing and studying what teams do (and don’t do) to deliver on their business objectives. His work includes supporting leaders and teams at multi-national and Fortune 500 companies, including P&G, Nestle, Cigna, Novartis, and Ecolab, among others.

As a part of an expanding team of professional development specialists, consultants and coaches, Craig has reverse engineered what successful teams do to achieve big things.

Aug 28 2018

20mins

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Rank #18: HR Works (Episode 18): Create Personal Accountability in the Workplace to Drive Success

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Everyone talks about personal accountability in the workplace, but few of us are confident that we have fully established accountability throughout our organizations. To help HR pros gain some concrete knowledge of personal accountability and why it’s important element of a successful organization, we’ve asked Kelli Hinshaw to join us.
Kelli is VP of Strategic Development at Cy Wakeman, who provides actionable ways that change the way her audiences lead and approach their personal and work life. She leads Reality-Based Leadership consulting and training engagements across the United States, and she combines her business acumen with expertise in coaching individuals and teams to lead large scale M&A and business readiness projects, conduct strategic planning, and drive culture changes. She was awarded the Training Magazine “Emerging Training Leader Award” for her demonstrated leadership in developing, facilitating and generating strong ROI from her training programs.
Kelli will be speaking on organizational readiness for change at BLR’s upcoming Advanced Employment Issues Symposium in Las Vegas in November. Learn more at aeisonliine.com.
In this podcast, Kelli addresses topics such as:
• The elements of the competency of accountability
• How to determine if a job candidate demonstrates personal accountability
• “Hardwiring” accountability throughout an organization
• The connection between accountability and engagement
• How to measure accountability

Oct 04 2016

32mins

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Rank #19: HR Works 89: What to Do When Leadership Doesn't Listen to HR

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Getting leadership to listen to HR is critical for the success of your HR department as well as for the success of your organization. But it can be very challenging to get them to really hear you. We discuss this, aligning goals across leadership, avoiding and correcting silos, and much more with our guest, Ed Muzio.

Below is a partial transcript of this episode. For a complete transcript, go here: https://hrdailyadvisor.blr.com/2019/08/07/getting-senior-leadership-to-truly-listen-to-hr/

Jim: Hello, everyone, and welcome to HR Works, the podcast for HR professionals. We really appreciate you taking the time out of your busy day to join us. I am the host of HR Works—Jim Davis—and the editor of the HR Daily Advisor.
Today, we are joined by a strategic HR expert, Ed Muzio. Ed’s mantra is higher output, lower stress, sustainable growth. He is also the author of a number of books, including his most recent, Iterate: Run a Fast, Flexible, Focused Management Team, an Inc. Original publication, and that was published in 2018. Ed has also been featured in national and international media, including CBS News, Fox Business News, and the New York Post, and has contributed regularly to CBS, Monster.com, and the Huffington Post, among others.
Jim: Ed, thank you so much for taking the time to join us today. We are really excited to have you here.
Muzio: Jim, thank you. It’s great to be here.
Jim: Why do so many of us in HR have a hard time making ourselves understood to senior leadership?
Muzio: You know, I think the answer has a lot to do with language and the language we use to talk about the work and the output it produces. Senior leadership, in my experience, and I do a lot of work with middle to senior leaders and executives; they’re focused on what they’re focused on, which is producing output for stakeholders, and a lot of times in HR, we have some language problems with that.
For example, here’s one that I talk about in my book Iterate. I like to say we have a deficit of language around managing. We have what I call managing with a capital ING, and that is if you have direct reports, you are managing them, with a capital ING. You’re setting goals. You’re helping them develop. You’re modeling policy. You’re dealing with issues. I think HR is very good about talking about those kinds of things and has a lot of good tools for that.
Often, you’re also doing what I would call change management, with a capital CHANGE, which is major shifts in structure or purpose for the whole organization, shepherding large groups of people through those shifts—again, an important thing to do, just like managing, and HR has some good tools and some good language.
But there’s a third part of the equation, and it’s what I call management with a capital MENT, and that is that anyone who’s in management, particularly true in middle and senior leadership, is part of a system of people who are together working to allocate and reallocate the resources of the organization in pursuit of its output, to keep adjusting it back on track toward the output we need it to produce.
We don’t have, a lot of times in HR, good language for that, and so we end up talking—whether it’s about tactical things like hiring and firing or whether it’s even about strategic things like talent strategy or succession planning—we end up using a lot of language that’s sort of internally focused, whereas what our clients care about and what they’re hearing about from the other people around their sort of metaphorical and physical leadership table is they’re hearing about their output. What am I doing? What are you doing to support their output?
I think when HR has a hard time drawing that line, when we don’t do a good job of saying, “Look, I’m here in support of your output, and here’s what I’m doing in support of your output,” I think we have a hard time honestly getting taken seriously by the people we’re trying to serve.

Jul 23 2019

23mins

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Rank #20: HR Works (E62): How Can HR Combat Unconscious Bias?

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Following protests and a firestorm of controversy after two black men were arrested inside a Philadelphia Starbucks, the coffee purveyor closed its U.S.-based retail stores and corporate offices on May 29 to provide racial-bias training to its workforce. Incidents such as this one, as well as similar issues that have since involved LA Fitness, AirBnB, and a Pennsylvania golf course, reveal that hidden, unconscious, and systemic bias are costly issues that employers cannot ignore.

While most workplaces have clear anti-discrimination and anti-harassment policies in place, unconscious bias can nonetheless creep in and damage workplace culture, productivity, and even retention. How does this happen? And what can HR do about it?

Here to provide some insights is Patricia Pope, a recognized subject matter expert with over four decades of knowledge and experience in diversity, inclusion, and culture change.

Jul 03 2018

16mins

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HR Works 104: How Liberty Mutual Approaches Inclusion

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Whatever your aims, be they improving retention and engagement, upskilling your employees, encouraging innovation, or improving inclusion; training your employees is a critical tool. Everyone wants to know: how do we make sure that training is effective, that it lasts, and that employees engage the training process?

This episode’s guest has been part of a unique training effort at Liberty Mutual Insurance. They have developed a series of eLearning training videos with the goal of building a more inclusive environment within their company. They have had so much success that they have decided to provide their videos to other companies. All proceeds from those videos go to a non-profit.

Here to discuss the creation and success of those videos is SVP and Chief Diversity & Inclusion officer at Liberty Mutual Insurance, Dawn Frazier-Bohnert. Prior to joining Liberty Mutual, Dawn’s previous positions include: Chief Administrative Officer and Partner at Global Novations, Vice President, Global Diversity and Inclusion at The Gillette Company and HR leadership positions at Lotus/IBM, Fidelity Investments and Millennium Pharmaceuticals.

She attended Mount Holyoke College and graduated from Boston University with a Bachelor of Science degree. She has served on the Women’s Network Advisory Board for the Greater Boston Chamber of Commerce. Dawn has been recognized by the GK100 list of Boston’s 100 Most Influential People of Color, the 2016-2018 Profiles in Diversity Journal Diversity Leader Award, the 2016 Black Enterprise List of "Top Executives in Corporate Diversity“ and Insurance Business America's Hot 100 2018 list.

Jan 14 2020

29mins

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HR Works 103: Getting Managers Up to Speed on the ADA & the FMLA with Annual Training

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With limited resources and time, it can be challenging for employers to initiate annual Family and Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA) training programs for their managers and supervisors. However, the Department of Labor routinely reports that supervisor training is a top area of non-compliance for employers. If organizations don’t properly train their front-line employees, costly litigation could result.

As several recent court cases demonstrate, there is a compelling business case for prioritizing annual training to ensure supervisors and managers are equipped to navigate a potential FMLA or ADA request from an employee. Today we’ll explore best practices and resources that support employers in integrating supervisor training into their compliance and training programs.

Founded in 1992, the Disability Management Employer Coalition (DMEC) is the only association dedicated to providing focused education for HR professionals who manage absence and disability in their organizations. Through in-person and online events, certification and training programs, and tools and resources, DMEC delivers effective strategies and best practices to maintain regulatory compliance, improve workforce productivity, and enhance employee engagement and health. DMEC supports over 14,000 members across the United States and Canada, and offers the knowledge and networking they need to effectively manage their integrated benefit programs and expanding workforce challenges.

To address these challenges DMEC provides a training program called FMLA/ADA Training for Supervisors and Managers that includes a 25-minute video, a 10-question quiz to test knowledge, a certificate of completion and ADA and FMLA roadmaps, and the ability to track who has successfully completed the training. Find out more information about DMEC at www.dmec.org.

We are pleased to have the CEO of DMEC, Terry Rhoades with us today. Terri has extensive knowledge and expertise in all aspects of absence and disability program management and prior to DMEC dedicated her career to designing, developing, and managing various organization’s absence programs. Terri has been leading DMEC strategically since 2012 and became the Chief Executive Officer in 2015.

Terri holds an MBA (Business Management) from Columbus University, a Certified Professional in Disability Management (CPDM), and a Certified Case Management Professional (CCMP) from the Insurance Educational Association, Certified Leave Management Specialist.

Jan 08 2020

23mins

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HR Works 102: Driving Diversity and Inclusion by Training a New Generation of Leaders

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As an HR professional you know how important diversity and inclusion are. This episode's guest is a leader of the conversation surrounding these efforts. We are pleased to have Claudia Chan, CEO of S.H.E. GLOBL, a coalition+content+convening platform that helps companies unlock a diverse and inclusive workforce to transform both its culture and its communities.

She is the founder of their award-winning leadership conference S.H.E. Summit that has made advancing women and workplace inclusion both accessible and actionable. That event is attended by some of the largest organizations in the world including Deloitte, Samsung, Bacardi, Home Depot, and Adidas to name a few.

Claudia is also the author of the leadership book THIS IS HOW WE RISE: Reach Your Highest Potential, Empower Women, Lead Change in the World which was named by CNBC as a “top career book of 2018” and also featured in The New York Times.

Claudia was also recently named 1 of 8 UN Women Champions for Innovation. She has been referred to as “the change-agent maker” and Fast Company has called her the “Richard Branson of women’s empowerment.”

Dec 17 2019

38mins

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HR Works 101: The Cultural Impact of 1 on 1 Meetings

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In episode 101 of HR Works Podcast, we tackle the performance review: an issue that is sometimes hotly debated. Some organizations still believe in yearly reviews, others on informal discussions, and still others believe that there should be no reviews at all. Today’s guest is an expert on performance reviews, especially the 1 on 1 meeting.

We are pleased to have Shane Metcalf, Co-founder & Chief Culture Officer, at 15Five.

Shane is a seasoned executive coach and speaker who is obsessed with building healthy organizations, and creating the opportunity for people to have meaningful work and meaningful relationships.

Driven by his deep belief in the potential of our species, Shane co-founded 15Five, industry-leading performance management software that is unlocking the potential of the global workforce. As Chief Culture Officer, Shane understands what fundamentally motivates people, how to architect high performance, and which principles and rituals create “self-organizing cultures.”

This episode is sponsored by 15Five (https://www.15five.com/podcast).

Dec 09 2019

24mins

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HR Works 100: Dave Ulrich Explores HR's Place in Organizational Change

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HR plays a central role in keeping abreast of the constant change that organizations must undergo to survive. Having a strategy for change is critical, but with so many voices out there on how to do that, one can be easily lead astray.

With that in mind, we are pleased to celebrate our 100th episode of HR Works Podcast with legendary expert Dave Ulrich. In this episode, we discuss the latest approaches towards transforming HR in a constantly changing world.

For those of you unfamiliar with Dave, he is the Rensis Likert Professor at the Ross School of Business, University of Michigan and a partner at The RBL Group, a consulting firm focused on helping organizations and leaders deliver value. He studies how organizations build capabilities of leadership, speed, learning, accountability, and talent through leveraging human resources. He has helped generate award winning data bases that assess alignment between strategies, organization capabilities, HR practices, HR competencies, and customer and investor results.

Dave has published over 200 articles and book chapters and over 25 books. He edited Human Resource Management 1990-1999, served on editorial board of 4 Journals, on the Board of Directors for Herman Miller, and Board of Trustees at Southern Virginia University, and is a Fellow in the National Academy of Human Resources.

Dec 02 2019

35mins

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HR Works 99: Not All Employee Engagement Programs Are Created Equally

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How do you qualify employee engagement? This episode's guest, Chris Meroff, is an employee engagement specialist who believes that not all engagement is created equally.

While everyone agrees that engagement is important, the execution of engagement is where employers tend to make mistakes, says Meroff. A successful program addresses the employee's need for fulfillment. That means investing in who they are and how that complements or doesn't complement their job.

In this podcast, we'll explore how HR can dive into what makes employees unique, what is their world view, and how HR can partner with them to achieve their fulfillment.

This episode is sponsored by 15Five (https://www.15five.com/podcast).

Nov 19 2019

25mins

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HR Works 98: One Leader's Advice to HR when it Comes to a High Growth Phase

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What happens when an HR professional finds themselves in the middle of a high growth phase at their organization? Do you scale up your HRIS? Do you hire more staff to handle the new employees? How do you maintain culture during such a disruptive time? We aim to answer these questions in episode 98 of HR Works Podcast.

Today’s guest has a lot of experience surrounding high growth. Greg Brown is the CEO of Reflektive, a people management platform. Before that, Brown served as Senior Vice President of International Business at Blackhawk Network, which helps companies create rewarding experiences and relationships. Prior to Blackhawk Network, Brown held the position of Chief Revenue Officer at Achievers, an employee recognition and engagement solutions company. He has held many other roles as well, but the current shared among them is that he helped each undergo periods of high growth.

Nov 05 2019

23mins

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HR Works 97: Legal Considerations and Novel Approaches to Tackling Substance Abuse in the Workplace

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We all know that performance and safety issues surrounding substance abuse in the workplace are big concerns. My guests for episode 98 of HR Works Podcast discuss a much wider range of legal and other challenges surrounding substance abuse.

For example, working with your insurance company before obtaining Narcan (the anti-drug for opioid overdoses) to make sure you have coverage should administration of Narcan goes poorly. Another example involves ensuring that a well thought out plan for handling an overdose on premises is in place, including what to do when there are actual drugs present after an overdose or which authorities to contact and when.

Today’s guests are attorneys Dale L. Deitchler and Jeffrey E. Dilger. Deitchler is a shareholder at Littler and represents management in all phases of labor law, labor relations, and standards. Dale also counsels clients on a wide variety of employment law issues, offering advice and practical solutions about the Family and Medical Leave Act, discipline and discharge, employment discrimination, employment and non-competition agreements, and unemployment compensation.

Dilger represents and counsels clients in a broad range of labor matters, including: Unfair labor practice proceedings before the National Labor Relations Board, labor arbitration, labor negotiations, and National Labor Relations Board elections. In addition to a robust labor law practice, Jeff routinely counsels clients in the ever-evolving field of federal and state drug and alcohol testing laws. Jeff’s practice includes assisting clients with all aspects of drug and alcohol testing programs, including creation, implementation and enforcement.

Oct 22 2019

32mins

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HR Works 96: VP of Learning at LinkedIn Weighs In on Latest Learning Trends

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Even if you onboard the best employees, if you don’t train them well (or at all), everything suffers from the employees right down to the bottom line. In this episode of HR Works, we are lucky to be joined by learning expert Tanya Staples, VP of Product, Learning Content at LinkedIn.

Over 10 years ago, Tanya was an author and online video creator at lynda.com, a LinkedIn property. Driven by her passion for education, she joined the company full-time, and has worked closely with co-founder Lynda Weinman to ensure her teaching style and philosophy are represented in all lynda.com instructional content. She now oversees both the Content Management team who defines the content strategy and the Production team who executes against that vision.

Oct 08 2019

33mins

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HR Works 95: Organizations Can't Thrive Without Civility In the Workplace

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When a workplace lacks civility, it creates fear, anxiety, a lack of transparency, and the whole place descends into a dark place. Our guest in this episode of HR Works specializes in workplace civility training.

Colleen Passard is a writer, mediator and coach. She has a Masters in Humanistic Counseling Psychology and is certified in many areas of conflict resolution, circle processes and restorative justice. Colleen has facilitated empowerment workshops and conflict resolution trainings to a wide variety of audiences and organizations, from CEO’s to prison inmates. She currently serves on a mediation panel for the Department of Homeland Security. Colleen’s work focuses on helping her clients actuate new ways of relating and behaving that bring their inner and outer conflicts into harmony and balance.

If you want to learn more about this topic from Colleen, join us on November 14th in Nashville, Tennessee at our event, Workforce L&D. She will be co-hosting a session titled: Management Training to Foster Civility and Respect—and Banish Cultural Negativity. You can learn more here: https://live.blr.com/event/workforce-learning-development/

Additionally, you can learn more about Colleen at her website: https://colleenpassard.com/

Sep 24 2019

41mins

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HR Works 94: Confronting and Overcoming Unconscious Bias

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We all have unconscious biases. Without awareness and tools for confronting these biases, organizations will develop or extend major problems. The effects of such bias impact everything in an organization including recruiting and promotion decisions as well as heavily influencing company culture.

This episode's guest is an expert when it comes to confronting and eliminating unconscious biases. Brad Federman is the Chief Executive Officer of Performance Point, as well as an author, speaker, and a consultant with more than 25 years of corporate experience in various aspects of human resources.

Brad will also be co-hosting a session titled “Eradicating Unconscious Bias: How to Build a Diverse Workplace and Equalize Hiring, Pay, and Performance-Based Decisions” on November 14 in Nashville, Tennessee, at our event HR Comply 2019. Please consider joining us for that event. Learn more here: https://store.blr.com/hr-comply

Sep 10 2019

31mins

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HR Works 93: Are Your Company Culture Efforts Making an Impact?

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Company culture is the name of the game in HR, but experts wonder how best to create that culture. Is it enough to just announce your mission objectives and print them on the wall? The guests for episode 93 of HR Works would argue that that does not go nearly far enough. They instead suggest implementing a purpose driven culture. What exactly is that? I’ll let our guests explain.

We are happy to have Keith Goudy, Managing Partner at Vantage join us today. For over 20 years Goudy has been a leader and a consultant. He has extensive skill in working with individuals and senior management teams to optimize their effectiveness and demonstrate strategic leadership. Dr. Goudy’s coaching specialties include accelerating the development of high potentials, helping company officers get to the next level in their careers, building and leading high performance teams, and minimizing unproductive behaviors and habits that can limit personal credibility and effectiveness.

We are also pleased to be joined today by Duncan Ferguson, Director of Client Services at the same organization. He has held a variety of senior leadership roles with both BP-Amoco and GATX. Prior to joining Vantage, Duncan was Managing Director at BPI Group, a global HR consulting firm. His role at Vantage is diverse and includes executive coaching, leadership development consulting, marketing, social media, and relationship management. Duncan has been researching what it means to be a “Best Boss” and how this impacts organizational leadership, engagement, performance, and retention.

Aug 27 2019

31mins

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HR Works 92: Mental Health Is a Hidden, Stigmatized, and Serious Problem

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In this episode of HR Works, we discuss the very serious issue of mental health in the workplace. Mental health discussions have a tendency to focus on mental illness. While mental illness is certainly a critical concern of mental health, everyone is susceptible to poor mental wellness and HR managers need to address the concerns of every one of their employees. Our guest had a first-hand experience with the world of mental health that profoundly impacted him and set him on a path towards helping others.

We are very lucky to have Eric Kussin, the founder of We Are All A Little Crazy: a 501c3 dedicated to making sure that everyone in the workplace is accepted, heard when they want to be, and safe.

In this episode, Kussin tell us a little bit more about his path to where he is now. It’s one that is remarkable but will likely also be familiar to a lot of our listeners out there that personally live with, or have friends, family, and coworkers that live with mental wellness concerns.

You can find the STARR practices that Kussin mentions here:
https://weareallalittlecrazy.org/starr-background-info/

Aug 13 2019

43mins

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HR Works 91: What Happens If You Don't File Your EEO-1 Component 2 Compensation Data?

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In Episode 91 of HR Works, we discuss the EEO-1 Component 2 Compensation Data reporting rule, which is due for submission on the 30th of September of this year.

We have two attorneys joining us to discuss this: Partner Maggie Spell and Senior Partner Mark Adams of Jones Walker LLP. They both work in the great City of New Orleans in Louisiana in one of Jones Walker’s 15 locations.

For more than 30 years, Mark has represented employers in disputes before federal and state courts and regulatory agencies. Drawing on the depth and breadth of his experience, he counsels employers on the development of effective human resources policies, procedures, and strategies for complying with federal and state labor and employment laws. He also works with businesses to limit exposure to employment claims, litigation, and government agency investigations.

Maggie focuses her practice on cases brought under federal, state, and local employment laws, including Title VII of the Civil Rights Act, the Americans with Disabilities Act, and the Age Discrimination in Employment Act. She regularly offers wage and hour compliance advice and has represented employers in numerous Fair Labor Standards Act collective actions and state-law wage and hour class actions.

The official FAQ's can be found here:
https://eeoccomp2.norc.org/Faq

And the article that Mark mentioned can be found here:
https://hrdailyadvisor.blr.com/2019/07/12/no-henny-penny-the-sky-isnt-falling-eeo-1-pay-data-portal-goes-live-soon/

Finally, if you want to learn more, please consider joining our webinar on August 23rd at 1:30 p.m. Eastern time entitled, "EEO-1 Report Double Whammy: How to Meet the Sept. 30 Filing Deadline So You Don't Get Sued." Nita Beecher of Fortney & Scott, LLC will help you feel prepared to accurately file the necessary information for the annual EEO-1 survey. This webinar will feature live Q&A: https://store.blr.com/eeo-1-reporting-082319

Aug 06 2019

31mins

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HR Works 90: Great Leaders Generate Excellent Employee Engagement

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Everyone knows how critical employee engagement is for the success of any organization. Despite awareness and vast amounts of money being spent on solving this problem, engagement rates are still low across the United States.

Today's guest is a CEO that has won Glassdoor's Top CEO for multiple years, and the New York Times has profiled him in an article titled, "The Incalculable Value of a Good Boss." Aron Ain, CEO of Kronos, attributes truly believes in making work a better place, and that results in great employee engagement.

Ain began at Kronos in 1979 and never left! In fact, he worked his way up to CEO and has been going strong ever since. He has been tackling employee engagement for years, and practices what he preaches.

Jul 30 2019

25mins

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HR Works 89: What to Do When Leadership Doesn't Listen to HR

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Getting leadership to listen to HR is critical for the success of your HR department as well as for the success of your organization. But it can be very challenging to get them to really hear you. We discuss this, aligning goals across leadership, avoiding and correcting silos, and much more with our guest, Ed Muzio.

Below is a partial transcript of this episode. For a complete transcript, go here: https://hrdailyadvisor.blr.com/2019/08/07/getting-senior-leadership-to-truly-listen-to-hr/

Jim: Hello, everyone, and welcome to HR Works, the podcast for HR professionals. We really appreciate you taking the time out of your busy day to join us. I am the host of HR Works—Jim Davis—and the editor of the HR Daily Advisor.
Today, we are joined by a strategic HR expert, Ed Muzio. Ed’s mantra is higher output, lower stress, sustainable growth. He is also the author of a number of books, including his most recent, Iterate: Run a Fast, Flexible, Focused Management Team, an Inc. Original publication, and that was published in 2018. Ed has also been featured in national and international media, including CBS News, Fox Business News, and the New York Post, and has contributed regularly to CBS, Monster.com, and the Huffington Post, among others.
Jim: Ed, thank you so much for taking the time to join us today. We are really excited to have you here.
Muzio: Jim, thank you. It’s great to be here.
Jim: Why do so many of us in HR have a hard time making ourselves understood to senior leadership?
Muzio: You know, I think the answer has a lot to do with language and the language we use to talk about the work and the output it produces. Senior leadership, in my experience, and I do a lot of work with middle to senior leaders and executives; they’re focused on what they’re focused on, which is producing output for stakeholders, and a lot of times in HR, we have some language problems with that.
For example, here’s one that I talk about in my book Iterate. I like to say we have a deficit of language around managing. We have what I call managing with a capital ING, and that is if you have direct reports, you are managing them, with a capital ING. You’re setting goals. You’re helping them develop. You’re modeling policy. You’re dealing with issues. I think HR is very good about talking about those kinds of things and has a lot of good tools for that.
Often, you’re also doing what I would call change management, with a capital CHANGE, which is major shifts in structure or purpose for the whole organization, shepherding large groups of people through those shifts—again, an important thing to do, just like managing, and HR has some good tools and some good language.
But there’s a third part of the equation, and it’s what I call management with a capital MENT, and that is that anyone who’s in management, particularly true in middle and senior leadership, is part of a system of people who are together working to allocate and reallocate the resources of the organization in pursuit of its output, to keep adjusting it back on track toward the output we need it to produce.
We don’t have, a lot of times in HR, good language for that, and so we end up talking—whether it’s about tactical things like hiring and firing or whether it’s even about strategic things like talent strategy or succession planning—we end up using a lot of language that’s sort of internally focused, whereas what our clients care about and what they’re hearing about from the other people around their sort of metaphorical and physical leadership table is they’re hearing about their output. What am I doing? What are you doing to support their output?
I think when HR has a hard time drawing that line, when we don’t do a good job of saying, “Look, I’m here in support of your output, and here’s what I’m doing in support of your output,” I think we have a hard time honestly getting taken seriously by the people we’re trying to serve.

Jul 23 2019

23mins

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HR Works 88: What Is U.S. Soccer Getting Wrong About Equal Pay?

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In this episode of HR Works we discuss equal pay surrounding the Women’s U.S. soccer team—especially in the light of their recent World Cup victory with two experts Tom Cunningham and Charles Bendotti.

Following is a partial transcript. For the full transcript of this episode, go here: https://hrdailyadvisor.blr.com/2019/07/24/discussing-equal-pay-and-the-u-s-womens-soccer-team/

Jim: Hello, everyone, and welcome to HR Works, the podcast for HR professionals. We really appreciate you taking the time out of your busy day to join us.

I am Jim Davis, the host of HR Works and the editor of the HR Daily Advisor. Today, we’re going to talk about gender pay equality, specifically with regard to the U.S. women’s soccer team’s situation. They just won their fourth World Cup victory just about a week ago, and there is a pay equality issue in the works and some lawsuits. It’s a little bit complicated, but here to discuss pay equality in general and the situation with the U.S. women’s soccer team are two guests.

I am pleased to introduce Tom Cunningham, Vice President of People at Pariveda. Am I saying that correctly?

Tom: You are. That’s close enough.

Jim: Excellent. It’s an organization that prides itself on its transparency. He oversees internal learning activities, recruiting HR functions, and office operations, ensuring that the company’s people are supported in their continuous development throughout their journey. Before moving into this role in 2017, Tom served as the office-managing Vice President for the New York market. He was responsible for building, growing, and managing the local market consulting practice. Tom holds a BA from Yale and an advanced degree in music performance from Westminster Choir College.

We’re also pleased to introduce our second guest, Charles Bendotti, Senior Vice President of People and Culture at Philip Morris International (PMI). He was the architect behind the global equal salary certification and has been with PMI since 1999, when he started as a business analyst. He was named Vice President of Human Resources Asia in 2012 and was elevated to his current role in 2016. Charles holds a master’s degree in international relations, economy, and law from the Graduate Institute of International and Development Studies in Geneva, Switzerland, and an executive MBA from HEC Paris.

Jim: Thank you both so much for joining us today.

Tom: My pleasure.

Charles: My pleasure, as well.

Jim: So, just to introduce the situation, I’m sure most of our listeners are aware, but the U.S. women’s soccer team won its fourth World Cup victory just about 10 days ago. And leading up to that team, leading up to that victory, was a lot of discussion about pay equity. Indeed, when the team won, the whole stadium began chanting “Equal pay.”

The pay situation is a bit complicated, and we don’t have to get down to the details, but the Guardian did a great job of running down what the men would have been paid if they had made it this far (which, by the way, they never have) and what the women will make. It’s a bit of an estimation, but it’s saying that each woman will have earned $260,000, and the men would have earned $1,114,000 if they had gotten as far. Clearly, those numbers are not the same. So, we’re just here to discuss what’s going on. What do you guys think about it? And what do you think about pay equity in general? So, I guess the first question is, does that sound like equal pay to you?

Charles: So, Charles talking here. Let’s make a very clear statement: It’s not equal pay. I mean, if the U.S. women’s soccer team worked for PMI, they would be paid exactly the same as the men’s soccer team. So, I think there’s no question about it. There is no equality on this one. And I think we need to go straight to the point about it and be very clear about what we’re saying. If, as you say, the women’s soccer team generates more revenue than the men’s soccer team, by default, they have to be paid more.

Jul 16 2019

25mins

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HR Works 87: This Is What Leadership Looks Like in 10 Years

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Whether it's failing fast or being agile, leadership has already changed a lot from more traditional approaches. Our guest in this episode brings a lot of expertise surrounding what leadership and the workplace look like today, and what it will look like in 10 years.

We are pleased to have Lisa Rueth, the Senior Partner and CEO of Cultivate Leadership, a consulting firm that is dedicated to leadership science, organizational design, and executive coaching.

With over 20 years of experience, Lisa has dedicated her career to helping organizations with the mechanics of leadership, human performance, and systems of collaboration.

Lisa studied Applied Leadership and Organizational Psychology at the Ken Blanchard School of Business and did graduate work in Authentic Leadership at Naropa University and has a Masters in Social Change, marrying her passion for empowering leaders doing world changing work.

Below is a partial transcript of this episode. For the full transcript, click here: https://hrdailyadvisor.blr.com/2019/07/09/hr-works-transcript-this-is-what-leadership-looks-like-in-10-years/

James: Hello, everyone, and welcome to HR Works, the podcast for HR professionals. HR has an important job: predicting the future. The urgency of that job grows with each passing year as various technologies rapidly advance. In a presentation that I recently attended, Ginni Rometty, the CEO of IBM, stated that skills learned today will be obsolete in 5 years. That stunning fact alone well couches the problem at hand. Technology is evolving far too quickly for employees to keep up, and HR is the exception.

Today's guest specializes in what the workplace—and, in particular, leadership—will look like in 2025. I'm pleased to introduce Lisa Rueth, the senior partner and CEO of Cultivate Leadership, a consulting firm that is dedicated to leadership science, organizational design, and executive coaching.

Lisa: Thank you for having me. What a pleasure and an honor.

James: Absolutely. How about we jump right in? There are going to be a lot of changes to the workplace and to leadership over the next 10 years. For example, I see that there's going to be, by some estimates, as many as 800 million jobs lost globally by 2030. That's not that many jobs, right?

Lisa: It's a lot. It's a lot. It's even more important to think through how automation will reshape entire industries. Right? It's not just the jobs that we're losing—it's entire industries and people who have particular skills. Like a large majority of some of those industries will be—think of trucking, right? Think of cars. They're autonomous. Think of trains, transportation, and airplanes. So, what we end up with are people. There's an entire category of people who are skilled for hands-on work that we have, over time—over the last 50 years, become more and more accustomed to outsourcing to other workers around a globalized marketplace. So, losing jobs is a problem within itself, but losing jobs for a particular category of people is also a problem that we have to grapple with.

Jul 02 2019

45mins

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HR Works 86: Vulnerability Is Required for Successful Engagement and Leadership

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With organizations losing unbelievable amounts of money to poor employee engagement, I always wonder what stops leaders from properly addressing this problem. In this episode of HR Works, we find a critical ingredient to successful leadership and employee engagement: vulnerability.

Today's guest is Jason Treu, an executive coach who helps executives, managers, and employees to maximize their leadership and management abilities and perform at the highest levels. He provides coaching, workshops, keynote speaking, and other training services.

Jason also has “in the trenches experience” helping build a billion-dollar company and working with many Fortune 100 companies. He spent 15+ years working in marketing leadership positions in Silicon Valley working with influential leaders such as Steve Jobs (Apple & Pixar), Reed Hastings (CEO at Netflix), Mark Cuban, Mark Hurd (CEO at HP), Paul Wahl (President of SAP), and many others.

Jun 18 2019

47mins

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HR Works 85: How Leadership Can Navigate Chaotic vs. Ordered Employees

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If I’ve learned one thing since taking on this podcast, is that change in an organization literally cannot happen without leaders being on board. How can HR managers make that happen? It’s the 100 million dollar question, and we are thrilled to have two experts from Rose Group Int’l to help us answer it.

The first of our two guests is Meg Manke, Senior Partner at Rose Group Int’l and culture and leadership expert. Meg has years of experience in leading through transition. From major changes in highly-regulated industries to managing through $100M acquisition, Meg has refined skills in understanding people through change. Her studies in organizational psychology and mastery in leadership concepts ensure that your people are taken care of. Period.

Our other guest is Dr. Rachel MK Headley, also a Senior Partner at Rose Group Int’l and also a culture & leadership expert. Rachel brings a methodical and razor-sharp intellect to solve problems that suit her client organization, its ideal culture, and business goals. She has led and managed teams for over 20 years. Rachel enjoys a good challenge and manages big projects, unites diverse stakeholders, guides teams through change, and leads complex and ground-breaking achievements.

Jun 04 2019

42mins

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Great content!!!!

By Bnor438 - Aug 14 2019
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Consistently thought provoking. I love bringing these ideas back to my HR team :)

Thanks for providing great content!

By BrieGF - May 23 2017
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Thank you for providing great content to your audience!