Rank #1: HR Works (E45): How to Communicate and Influence Others at Work
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
Rank #2: HR Works (Episode 3): Supporting Business Strategy as an HR Department of One
Mar 08 2016
Rank #3: HR Works (E30): 2017 Recruiting Trends—Social Media Tactics, Negotiation & 'Thinking Locally'
In this episode of HR Works, Alexandra addresses:
• Trends in salary and benefits negotiation
• Importance of customizing your social media communications for different audiences
• Examples of successful social recruiting tactics (that also engage your current employees!)
• The characteristics of career sites that really attract top candidates
• The advantages of 'thinking locally' when recruiting
• Which metrics to provide to the C-Suite that measure your recruiting success
And much more!
A former nationally syndicated columnist for the Wall Street Journal and a current writer for the New York Times, Alexandra has authored several books, including the bestselling They Don't Teach Corporate in College, Success for Hire, and Blind Spots.
Mar 28 2017
Rank #4: HR Works (Episode 19) - Revamp Your Onboarding Experience to Improve Retention & 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
Rank #5: HR Works (E54): Uncover the Real Issues Behind Your "People Problem"
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
Rank #6: HR Works 73: What Will HR Look Like in 2025?
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
Rank #7: HR Works (Episode 11): Enacting Change in a Dysfunctional Workplace
Jun 27 2016
Rank #8: HR Works (E32): How One Employer Transformed Its Culture & Stepped Up LGBT Support
Karen addresses what prompted the cultural transformation, what goals were set, communication strategy and metrics used to help gauge success. She also talks about First Data's particularly increased support for LGBT workers as part of the organization's cultural changes.
Apr 25 2017
Rank #9: HR Works (Episode 23): Recharge Your Performance Management with Future-Focused Reviews
It sounds good, but is there evidence that it’s a change for the better? To sort it out, we’ve asked Rajeev Behera, CEO of Reflektive, a modern performance management tech company, to join us.
Dec 13 2016
Rank #10: HR Works 78: No More Bad Hires
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
Rank #11: HR Works (Episode 18): Create Personal Accountability in the Workplace to Drive Success
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
Rank #12: HR Works (E51): Strategic Talent Management Improves Engagement, Organizational Effectiveness
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
Rank #13: HR Works (Episode 5): The ROI of Employee Benefits Communication
Apr 05 2016
Rank #14: HR Works 93: Are Your Company Culture Efforts Making an Impact?
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
Rank #15: HR Works (Episode 12): Creating a Culture of Growth to Get the Best from Your Employees
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
Rank #16: HR Works 90: Great Leaders Generate Excellent Employee Engagement
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
Rank #17: HR Works (E28): Recruiting from Alternative Candidate Pools—Ex-Offenders, Vets and the Disabled
Arte is the Principal of Strategic Development Worldwide and also serves as a Hope for Prisoners Board Member.
He served as Chief Human Resources Officer for Steve Wynn’s gaming companies from 1983 - 2006, and opened all of Wynn’s casinos in Atlantic City, Las Vegas, Mississippi and China.
Feb 28 2017
Rank #18: HR Works 76: 10 Minutes of Recognition Makes All the Difference
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
Rank #19: HR Works 89: What to Do When Leadership Doesn't Listen to HR
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
Rank #20: HR Works (Episode 25): Workplace Violence Prevention and Readiness Essentials
But it’s hard to know exactly what steps to take to protect your workers. To help us with practical tips, we’ve asked Michael Miele to join us.
Miele, the Northeast Sub Regional EHS Manager for EATON Corporation, has 36 years of experience in manufacturing environments and a Masters of Professional Studies in Homeland Security from the University of Connecticut.
He explains how you can “harden” your facility or office so it’s less vulnerable, discusses the most effective anti-violence measures employers can take, and much more.
Jan 17 2017