Summary: Dr. Jim interviews Regina Ross, Chief People and Culture Officer at Khan Academy, about getting people ready to lead. Regina shares her non-traditional HR background and how it shaped her people strategy. She emphasizes the importance of investing time in developing and coaching new leaders, even in a fast-paced business environment. Practical tips include establishing ground rules, having regular one-on-ones, and creating individual development plans. Regina also encourages individual contributors to drive their own development by setting the agenda and discussing their aspirations with their managers. Tune in for valuable insights on leadership readiness.Key Takeaways: New leaders should invest time upfront in developing their teams to avoid setbacks later.Understanding and being upfront about personal strengths and weaknesses is key to authentic leadership.Regular one-on-ones with direct reports should emphasize both business outcomes and personal development.Individual contributors should proactively manage their development by setting agendas for one-on-ones and seeking competency assessments.Leaders should create a company culture that encourages vulnerability and openness about areas requiring support.Chapters: 0:00:00Introduction to the topic of getting people ready to lead0:00:28Regina Ross shares her background and experience in HR0:01:31How Regina's experience at Target shaped her people strategy0:02:32Overcoming the obstacle of limited time for people development0:03:41Best practices for leaders to prepare individuals for leadership0:05:02Practical ways senior leaders can create space for development0:06:46Encouraging transparency and addressing weaknesses as a leader0:07:53How individual contributors can bring up their development aspirations0:08:49Tactical approaches for individual contributor development0:09:58Importance of driving your own development as an individual contributorConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Regina Ross: linkedin.com/in/reginarossMusic Credit: Shake it Up - Fesliyanstudios.com - David RendaJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary: In this episode our host Dr. Jim sits down with Brittany Burton at HR Transform in Las Vegas to delve into the nuances of talent strategy within high-growth organizations. Theirdiscussion covers the gamut from cultivating hidden leadership potential to adapting HR practices in rapidly evolving business landscapes.Brittany underscores the importance of recognizing and nurturing emergent leaders within a company, especially in the fertile ground of start-ups. She offers a compelling narrative on how identifying and developing these individuals is essential for innovation and growth, emphasizing the personalized nature of effective talent development. Dr. Jim and Brittany's conversation pivots around the principle of avoiding groupthink and maintaining a proactive talent strategy to sustain a high-growth trajectory.Key Takeaways: * Successful HR leadership in high growth environments involves recognizing leadership potential where individuals may not see it themselves.* It's imperative to cultivate a talent strategy that's innovative, avoiding habitual groupthink and one-size-fits-all solutions.* Start-up phases are ripe for developing leaders through intentional opportunity creation and experiential growth.* Continuous improvement and iteration are vital, but a dynamic and flexible approach is required for a rapidly changing business.* Understanding the unique competencies and motivations of emerging leaders is crucial for designing targeted development programs.Chapters: 0:00:00Introduction to the HR Impact show with Dr. Jim and guest Brittany Burton0:01:04Brittany's expertise lies in rapid change and growth projects0:02:52Brittany transitioned to consulting to work in her zone of genius0:04:06Identifying potential leaders who don't recognize their own potential0:05:08Cultivating leadership skills through tailored training and opportunities0:06:15Leaders must be intentional about seeking talent outside their circle0:08:04HR leaders drive innovation by bringing in fresh perspectives0:09:18Ways to contact Brittany Burton and join the Startup Stage community0:09:40Key takeaways: intentional talent strategy, problem-solving focus, proactive growthConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Brittany Burton: linkedin.com/in/blburtonMusic Credit: Shake it Up - Fesliyanstudios.com - David RendaJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary: In this episode, Dr. Jim and B are joined by JD Peterson, CEO of Matheson, to bust the myth that leaders are born, not made. JD shares his personal journey and how he realized that leadership is a skill that can be learned and developed over time. They discuss the importance of understanding DEI (Diversity, Equity, and Inclusion) and how fear often drives resistance to it. Tune in to gain insights into the true nature of leadership and the value of continuous learning and growth.Key Takeaways: DEI has become overly politicized, leading to misgivings and fear that drive some CEOs' negative perceptions.There is a potential need to rebrand 'DEI' to focus on its core principles of fairness, quality, and boosting business performance.The myth that leaders are born, not made, is debunked through JD Peterson's personal growth and observation of others' development into leadership.Fear, particularly among white male CEOs, of losing status or jobs may contribute to resistance against DEI initiatives.Continuous learning and facing failures are critical components in evolving effective leadership skills.Chapters: 0:00:00Dr. Jim introduces JD Peterson, CEO of Mapperson, at Transform 2024.0:01:34JD Peterson discusses the misconception that DEI is a waste of time.0:03:11JD Peterson challenges the myth that leaders are born, not made.0:04:30JD Peterson shares how his own failures led to a shift in his mindset.0:05:37Dr. Jim and JD Peterson discuss ways to continue the conversation.Connect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with JD Peterson: linkedin.com/in/jdpetersonMusic Credit: Shake it Up - Fesliyanstudios.com - David RendaJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary: Allison Mairena, Global VP of People at New Globe, joins Dr. Jim to bust the myth that HR can't be trusted. Allison explains that HR teams genuinely care about employees and their needs, and their goal is to create a happy and engaged workforce. To dispel this myth, HR leaders should have open conversations with employees at all levels and collect feedback to make a case for happier and more productive employees. Connect with Allison on LinkedIn to learn more.Key Takeaways: * Allison Mairena's background in teaching English internationally influenced her approach to corporate leadership and HR.* New Globe, where Allison serves as a VP, partners with governments to enhance public school education through technology and curriculum in developing countries.* A persistent myth in HR is that employees can't trust HR and should be afraid of it, which Allison Mairena aims to debunk.* Employee engagement is crucial for productivity, as happier employees tend to be more productive, supported by reports from reputable sources like McKinsey.* HR strategies should include listening tours and conversations with employees at all levels to gather candid feedback and to demonstrate genuine employee advocacy.Chapters: 0:00:00Introduction and welcome to Allison Mairena0:00:39Allison's background and role at New Globe0:01:39Impact of teaching experience on leadership philosophy0:02:56Myth: "You can't trust HR"0:03:52Dispelling the myth and changing perceptions of HR0:04:54Importance of employee engagement and productivity0:05:13Conclusion and contact informationConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Allison Mairena: linkedin.com/in/peoplexenthusiastMusic Credit: Shake it Up - Fesliyanstudios.com - David RendaJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary: Dr. Jim interviews Kate Manahan from Built, discussing HR myths and its strategic role. They explore HR's transition from administrative to strategic at Built. The talk covers Built's modernization of the construction industry and HR's role in boosting competitiveness through effective management beyond mere legal compliance.Key Takeaways: * HR should be recognized and leveraged as a competitive advantage, not just a policy enforcer or problem solver.* Integrating a people-first approach within a business strategy can maximize shareholder value without the needless expansion of personnel.* Inclusion of HR leadership in all aspects of business decisions is crucial for aligning people strategy with business objectives.Chapters: Timestamp0:00:00Introduction to the conversation with Kate Manahan, Chief People Officer at Built0:00:30Kate's background and role at Built0:01:53How finance and program management experiences shaped Kate's talent strategy0:02:36The underserved construction industry and Built's niche0:03:29Myth: HR is only for policy and problem-solving0:04:49CEO's role in allowing HR to be more people-centric0:06:14Balancing people as a competitive advantage with maximizing shareholder value0:07:15How to connect with Kate Manahan for further conversationConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Kate Manahan: linkedin.com/in/katemanahanMusic Credit: Shake it Up - Fesliyanstudios.com - David RendaJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary: Dr. Jim talks with Cleary CEO Thomas Kunjappu about leadership myths in HR. They discuss the importance of leadership in startups and personal branding for talent recruitment.Thomas shares his transition from Twitter to his tech startup Cleary, highlighting personal brand importance in recruiting and vision communication. They debunk the myth that startups need leadership skills less, with Thomas stressing their importance in small teams and how reflection and iteration lead to business success.Key Takeaways: * Leadership dynamics significantly affect a small team's effectiveness and the speed of an organization's advancement.* When moving from a large company to a startup, having a strong personal brand and network is crucial.* Regularly evaluating results is essential to improve leadership tactics and approaches.* Hiring for a startup means presenting an attractive vision and displaying convincing leadership to persuade people to take on the risk.Chapters: 00:00:00 Introduction to the conversation with Thomas Kunjappu, CEO of Cleary00:01:03 Thomas shares his background and the founding of Cleary00:02:02 Lessons learned from transitioning from Twitter to a startup00:03:11 Overcoming the lack of an established brand as a startup00:04:17 Dr. Jim asks Thomas about the HR myth he wants to bust00:05:05 The importance of leadership skills in a startup environment00:06:37 Impact of focusing on leadership competencies on team velocity00:07:24 How progress and results indicate success in leadership00:07:45 Closing remarks and contact information for Thomas KunjappuConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Thomas Kunjappu: linkedin.com/in/thomaskunjappuMusic Credit: Shake it Up - Fesliyanstudios.com - David RendaJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary: In this episode Dr. Jim welcomes Mike Staffiej, the dynamic CEO of ERIN, to debunk common myths in leadership and HR. Dr. Jim and Mike have a candid discussion about the entrepreneurial spirit within HR tech, and the power of specialized, passion-driven startups in cultivating profound impacts on the business landscape.Mike shares his outlook on the nuances of growing a successful startup. He emphasizes the importance of laser focus in problem-solving and the importance of immediate impact. Mike also opens up about the challenges and realities of hiring in the startup world, asserting the need for passion and fit over mere expertise.Mike dissects the common belief that hiring good people alone can drive success. Instead, he advocates for a combination of skill and adaptability to intense business environments. This conversation underscores the necessity of thoughtful recruitment processes that align with a company’s unique demands and culture.Key Takeaways: Selective Recruitment: A strong hiring process that evaluates passion and adaptability is crucial for successful integration in a high-growth startup environment.Niche Focus: Specializing in a particular aspect, like employee referrals, can cut through the noise and deliver targeted solutions for complex enterprise workflows.Start-Up Passion: The intensity and dedication required in a start-up setting go beyond professional competency; raw passion and problem obsession are key.Hiring Philosophy: Adopting a "hire slow, fire fast" mentality, while sometimes viewed as controversial, can lead to more effective team-building in dynamic business landscapes.Transparency in Hiring: Open communication about the rigors of the hiring process helps set clear expectations and aligns candidate motivations with company culture.Chapters: 00:00:00Introduction to the conversation with Mike Staffiej, CEO of ERIN00:00:23Mike introduces himself and talks about his passion for HR tech00:00:56The allure of startup life and the satisfaction of immediate impact00:01:56Choosing the employer referral space as the focus for ERIN00:03:12The myth of "hire good people and the rest will follow"00:04:07Common themes of failure in the startup environment00:05:34The importance of problem obsession in startup success00:07:22Validating problem obsession in the interview process00:08:52Balancing the interview process with candidate experience00:09:34Hiring slow to get to the heart of things00:09:49Importance of transparency in the hiring process00:10:20How to get in touch with Mike StaffiejConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Mike Stafiej: linkedin.com/in/michaelstafiejMusic Credit: Shake it Up - Fesliyanstudios.com - David RendaJoin us at HR Impact to learn and connect with a...

Summary: Episode 200 is the premiere of season 3 of the podcast and signifies some significant changes in the show. Dr. Jim and CT discuss the podcast's progress and outline plans for season 3, focusing on expanding leadership topics beyond HR. They summarize key lessons from past episodes and acknowledge the contributions of guests and listeners.Dr. Jim and CT highlight important topics from earlier episodes, such as the crucial role of managers in HR, the necessity of leadership training before managing teams, and the significant impact of strategic leadership on a company's success. They emphasize the need for a leadership approach grounded in data and the importance of a strong employee value proposition to attract and keep the best staff.Dr. Jim and CT introduce an updated podcast direction. Leaving behind its HR-focused beginnings, the podcast will now cover a broader range of leadership skills that affect all teams' performance. What used to be The HR Impact Show is now Engaging Leadership. Key Takeaways: * Leaders at all levels are the lynchpins of effective HR initiatives and the successful building of elite teams.* Early investment in leadership development pays substantial dividends by mitigating costly churn and nurturing a leaderful culture.* Organizations must cultivate a compelling value proposition to attract and retain discerning talent, especially in a competitive market.* Deep listening coupled with decisive action based on employee feedback is a hallmark of corporations that excel at engaging their workforce.Chapters: 00:00:00 Introduction to the 200th episode and changes for season three00:01:08 Importance of managers as the key activation node for HR initiatives00:03:26 Investing in leaders early and quantifying the impact of HR activities00:05:26 The need to articulate the employee value proposition to attract the right talent00:07:35 Focus on organizational transformation and connecting mission to execution00:09:23 Importance of effective managers in connecting strategic objectives to day-to-day tasks00:12:08 The habit of deep listening and taking action based on employee feedback00:13:13 Emphasis on taking action to build high performing teams00:15:15 Exploring the common threads of successful leaders00:16:21 Bridging the gap between strategy and execution00:17:00 Importance of retaining and developing talentConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Music Credit: Shake it Up - Fesliyanstudios.com - David RendaJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary: In this episode Dr. Jim sits down with Tony Jamous, the CEO of Oyster, to dismantle prevailing HR and leadership myths. As an expert in creating global and decentralized teams, Tony speaks with authenticity about the transformative power of remote work.Firstly, Tony debunks the misconception that high-performing organizations necessitate an on-site presence. He passionately argues for remote setups, offering insights on how CEOs can nurture a culture that values employee well-being and personal choice. Secondly, he discusses how embracing remote work can widen talent pools and enhance organizational diversity—a strategy that falls perfectly in line with his company's mission. By embedding intentional practices in trust-building, collaboration tools, and defining success, Tony illustrates how remote environments can drive remarkable results.Key Takeaways: Authentic Leadership: Leaders need to foster trust rather than force office attendance to maintain credibility and show genuine care for their team's welfare.Global Talent Pool: Remote work strategies enable companies to access a broader talent pool beyond the traditional 20-mile office radius.Intentionality in Remote Work: Success in remote environments hinges on intentionality in building trust, using collaborative tools, setting clear work structures, and defining success metrics.Success Redefined: Remote work necessitates a shift from valuing physical presence to measuring success based on output and results.Empowering Work Choices: The modern leader supports employees in choosing their own work environments, which can range from bustling cities to tranquil remote islands.Chapters: Timestamp0:00:00Introduction and background of Tony Jamous0:01:39Debunking the myth that high-performing organizations require employees to be on-site0:02:44The impact of forcing employees to work on-site on talent acquisition0:03:22Challenging the myth that success requires being in an urban area0:03:49Building trust, intentional collaboration, and measuring success in a distributed environment0:04:51Conclusion and contact information for Tony JamousConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Tony Jamous: linkedin.com/in/teljamouMusic Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary: In this episode of the podcast, Dr. Jim welcomes Tami Rosen, the Chief People Officer of Pagaya, for an engaging talk live from HR Transform at the Wynn Resort in Las Vegas. The discussion delves into the integral relationship between HR leadership and company success, busting prevalent myths in the corporate sphere.Tami Rosen outlines the critical fallacy that outstanding products and services are enough to draw people to a company, which she refers to as the "Field of Dreams strategy". Instead, she argues for the importance of aligning a solid people strategy with business objectives. The episode converges on the idea that companies should drive forward with an intrinsic motivating mission to spearhead growth and sustain high-performing teams. Rosen's insights offer a fresh perspective on cultivating a workplace environment where employees are connected to the overarching goals of the organization.Key Takeaways: * The "Field of Dreams strategy," which presumes that excellent products draw people to a company, is a myth that needs busting.* The people strategy should be in lockstep with business strategy to foster high-performing and diverse teams.* Intrinsic motivation tied to a company's mission is more powerful than extrinsic incentives for long-term employee engagement and performance.* Aligning individual purpose with the company's mission can significantly enhance team effectiveness.* Effective leadership must prioritize mission alignment for organizational success.Chapters: 0:00:00Introduction to the conversation with Tammy Rosen, Chief People Officer of Pagaya.0:00:35Tammy Rosen explains her role at Pagaya and the company's mission.0:01:21Tammy Rosen debunks the myth that great products and services alone will attract people to a company.0:02:20Dr. Jim and Tammy discuss the importance of mission alignment in driving employee motivation and engagement.0:03:53Tammy shares her contact information for further conversation.Connect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Tami Rosen: linkedin.com/in/tamirosenMusic Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary: Jenny DeForno, Chief People Officer from Touch Bistro, joins us to share her journey and insights into the HR world and beyond. In this episode, DeForno shares an insider's perspective on the unexpectedly high level of customer service required in the tech sector, especially within the restaurant and hospitality industry. Shedding light on the significance of customer obsession and its correlation to how employees are treated and in turn, tend to their customers, she provides a narrative of how internal company dynamics can ripple outward to customer interactions. Additionally, Jenny challenges the pervasive myth that HR alone is responsible for building an organization's culture, underscoring her belief that it is a collective effort across all levels.Key Takeaways: * Culture is a collective responsibility, not just an HR one.* Customer obsession can fuel company culture and product innovation. * Incorporating cultural embodiment into the compensation structures to bolster a values-driven organization.* The episode highlights the contagious nature of customer-centric business practices on internal employee treatment and stakeholder engagement.Chapters: 0:00:00Introduction to the podcast with guest Jenny DeForno0:00:20Jenny DeForno shares her background and role at Touch Bistro0:01:51Discussing the unique customer service aspect of the restaurant and hospitality industry0:02:33How customer obsession shapes the internal culture at Touch Bistro0:03:14Myth: HR is solely responsible for building the culture in an organization0:04:10Ways HR practitioners can make culture building a shared responsibility0:05:10Conclusion and contact information for Jenny DeFornoConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Jenny DeForno: linkedin.com/in/jennydofornoMusic Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary: In this episode of the HR Impact Show, CT Leong interviews Ron Storn, Chief People Officer at Truckstop. Ron shares his insights on elevating the HR function and aligning it with business objectives. He emphasizes the importance of understanding the language of the CEO and connecting HR initiatives to financial outcomes. Ron also discusses the implementation of a manager accelerator program to improve manager effectiveness and drive employee engagement. Tune in to learn how Truckstop is transforming its HR function to support the company's growth and success.Key Takeaways: Ron Storn underscores the importance of HR leaders speaking the CEO's language, focusing on HR's impact on business goals rather than solely on traditional HR practices.Implementing strategic HR requires a deep understanding of business operations, a metrics-driven approach, and the creation of a culture that fosters continuous improvement.The development and support of managers are pivotal, as they act as the primary conduit for transmitting HR initiatives into actionable results within the organization.Tracking key HR-related metrics such as time-to-hire, manager effectiveness, and regrettable attrition allows organizations to quantify the ROI of HR initiatives.HR needs to align with external benchmarks for success, not just internal goals, to ensure competitiveness and progress in the broader industry context.Chapters: 0:00:00Introduction to the HR Impact show and guest Ron Storn0:01:07Truck Stop's role as a marketplace for moving goods0:02:30Importance of HR understanding business goals and impact0:03:08People as the biggest expense and asset in every company0:05:10Assessing the company's culture and identifying gaps0:06:02Hiring key leaders to support company growth0:06:29Focusing on business outcomes and metrics for HR success0:08:16Connecting employees to the mission and values of the company0:09:31Measuring HR initiatives and setting North Star goals0:10:20Implementing performance reviews and upleveling the team0:10:48Three numeric metrics for measuring HR performance0:11:24Importance of tracking manager effectiveness0:11:50Goal of less than 10% regrettable attrition0:12:19Calculating ROI for engineering pods0:13:49Tailoring metrics based on pod focus0:14:15Tracking engineering recruiting time0:15:17Importance of matching time to hire with quality indicator0:15:54Striving for external benchmarks, not just internal metrics0:16:28Connecting internal benchmarks with external metrics0:17:11Starting with internal benchmarks and adapting over time0:17:42Need for a culture shift to focus on external benchmarks0:18:08Working towards showing ROI on HR activities0:18:49Using company-wide tools for HR reporting0:19:41Manager effectiveness as a key driver of HR impact0:20:04Manager accelerator program to develop key skills0:21:17Focus areas of the manager accelerator program0:21:50The importance of effective communication for managers0:22:19Developing others and helping them transition into management0:23:05The positive impact of the manager training program0:23:57Overcoming challenges in implementing the program0:25:23Selecting participants for the training cohorts0:26:34Designing the five pillars of the training program0:27:51Evaluating progress and defining success in revenue and EBITDA0:29:44Contacting Ron Storn on LinkedIn for further...

Summary: In this episode recorded live from HR Transform 2024 at the Wynn resort in Las Vegas, we engage in a thought-provoking discussion with Janine Yancey, CEO of Emtrain. Janine brings her extensive experience as an employment lawyer and a seasoned corporate counselor to the table, sharing her expertise in transforming workplace compliance and culture.Janine chats about her journey from practicing employment law to spearheading Emtrain, illustrating how recognizing repetitive patterns in workplace conflict propelled her to pioneer a more proactive approach to corporate compliance. Her emphasis on compliance as a skill set deeply intertwined with overall talent strategy offers a fresh perspective that challenges traditional views. The episode serves as a reminder of the link between compliance, culture, and skills within the fabric of any organization. Janine articulates this connection with engaged illustrations of how Emtrain's solutions are applied internally to foster continuous learning and improvement.Chapters: 0:00:00Introduction to the conversation with Janine Yancey0:00:30Janine Yancey's background and the inspiration behind Emtrain0:01:04How Janine's experience as an employment lawyer shaped her talent strategy0:02:27Discussion on the myth about compliance being separate from skills0:03:13Example of Boeing's compliance failure and the importance of skills and culture0:05:13Where to find JanineConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Janine Yancey: linkedin.com/in/janineyanceyMusic Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary: In this episode of our podcast, Dr. Jim sits down with Katya Laviolette, Chief People Officer at 1Password, to dispel common myths surrounding HR and discuss the essential role of HR in scaling businesses effectively. Recorded live at the Transform conference in Las Vegas, this conversation explores the strategic initiatives at 1Password that enable their rapid growth and delves into the challenges of navigating market changes and talent acquisition.Katya's insights paint a picture of an HR function that transcends the traditional boundaries to integrate deeply with business dynamics, including financials, product development, and market positioning. The conversation pivots around the need for HR to shed its outdated image as merely a policy enforcer, instead acting as a critical catalyst in fostering a culture conducive to business health and employee development. The discussion also emphasizes shared responsibilities in nurturing culture and leadership roles in advocating for people-focused initiatives.Chapters: 0:00:00 Introduction and background of Katya and One Password0:01:11 Unexpected challenges in scaling One Password0:02:02 HR myth: HR as a policing function0:02:56 HR's role in building culture and business success0:03:51 Shifting responsibility for people, culture, and development0:04:59 Conclusion and contact information for KatyaConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Katya Laviolette: inkedin.com/in/katya-laviolette-6907b726Music Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary: In this episode of "Talent Strategy Nerd," Dr. Jim sits down with Rachel Kleban, VP of People at OpenPhone, live from HR Transform at the Wynn resort in Las Vegas. Rachel steps into the spotlight, carrying forward her mission to debunk longstanding myths within HR and leadership circles. This conversation plunges into the nitty-gritty of effective employee communication, transparent decision-making, and the underestimated capacity of the workforce to handle truthfulness.Throughout the episode, Rachel unfolds her experiences since joining OpenPhone, the passion that resonates with its vision, and the diligent work she has embarked upon to fortify the company's people operations. Rachel brings forward the conviction that employees deserve full transparency, which in turn fosters trust and boosts morale.Key Takeaways: * Employees appreciate and benefit from transparent and honest communication, particularly regarding decisions impacting them directly.* Treating employees like the intelligent adults they are is a foundation for building trust within an organization.* Thoughtful and well-explained compensation systems can significantly enhance employee satisfaction.* Before disseminating any information, it's important to ask if the decision-making process behind it is sound and justifiable.* HR leaders should focus on direct messaging and involve employees in the understanding of the decision-making process behind changes that affect them.Connect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Rachel Kleban: linkedin.com/in/rachelklebanMusic Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary: In this insightful episode of the HR Impact show, host CT Leong engages in a conversation with Sandra Guerra, head of HR for North America at Siemens Energy and Siemens Gamesa, discussing unconventional leadership strategies and the importance of nurturing a dynamic workplace environment. The episode delves into the nuances of the global energy transition, talent acquisition, and building a resilient HR infrastructure amid organizational change.The discussion offers a deep dive into Siemens Energy's commitment to driving sustainable energy sources while maintaining a balance in global energy distribution. Sandra Guerra shares personal insights on leading an HR team through systemic transformation and highlights the criticality of adapting HR systems to global needs. By touching upon mental health awareness and employee development, this episode encapsulates the evolving role ofKey Takeaways: Siemens Energy's vision, "energize society," ist reflected in their diversified approach to sustainable energy sources.HR challenges are consistent across industries, and success hinges on aligning with business strategy and establishing efficient structures and tools.Effective leadership requires not making oneself indispensable but creating a collaborative environment enabling team success.Mental health is seen as a linchpin in the workplace, requiring proactive management to ensure high engagement and performance.Systems are pivotal in an organization, with their proper implementation being integral to supporting and sustaining business operations.Chapters: 0:00:00Introduction to the HR Impact show and guest, Sandra Guerra0:01:09Overview of Siemens Energy's vision to energize society0:03:06Importance of utilizing multiple sources of energy for a sustainable energy transition0:04:56Pride in successfully managing the transition to being an independent organization0:08:41Focus on implementing effective systems and processes for a global organization0:09:27Debunking the myth that HR is different in each organization0:11:12Secrets to managing a lean HR team: understanding business needs, establishing structure, and having the right talent0:12:36Importance of upskilling the HR team for improved service to the busines0:13:24Collaborative practice and co-designing for success0:15:02The problem with being indispensable in a team0:16:22Creating an environment where the team can succeed without the leader0:18:15The importance of team wins and individual growth0:21:19The role of compassion and mental health in team engagement0:24:17Taking action to improve mental health in the workplace0:26:39Simple steps for leaders to care for their team's mental health0:26:39Leaders should care for the mental health of their people0:26:54Encourage employees to use their benefits for annual checkups0:27:28Building elite teams and taking care of physical and mental health0:27:59Conclusion and invitation to check out more resources0:28:14Closing remarksConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with: <a...

Summary: In this episode of the HR Impact show, host Dr. Jim welcomes Dr. Leslie Bergstrom to explore leadership strategies within the K-12 education space. Dr. Bergstrom shares her insights on employee development and retention, particularly in educational settings where each decision can significantly influence both educators and students' futures.Dr. Bergstrom underscores how budget constraints and the attrition of teachers from the profession shape her approach to talent management. With the Oregon School District's diverse urban, suburban, and rural landscapes acting as the backdrop, she discusses the importance of creating a cohesive talent strategy that marries these distinct ecosystems. Key Takeaways: Cultivating internal talent is as crucial as sourcing new educators, and the Oregon School District's leadership development initiatives exemplify effective strategies to encourage growth within the organization.Time and flexibility emerged as significant themes in retaining educators, leading to innovative approaches to the school calendar and daily scheduling.Dr. Bergstrom's participatory approach in the hiring process, including one-on-one interviews for all professional staff, sets a precedent for personnel investment and shapes the candidate experience positively.Implementing leadership opportunities such as the administrative intern program fosters talent growth even when educators do not pursue formal administrative roles.Stay interviews provided critical insights into why educators remain in the profession, prompting a focus on manageable workloads and job satisfaction.Chapters: 0:00:00Introduction and overview of the topic of employee development and retention in the K-12 education space.0:04:24Exploring the challenges of building a cohesive talent strategy in a district with diverse communities.0:07:50The importance of organizational commitment and how it impacts teacher retention.0:09:36The impact of a collaborative hiring process on teacher retention and development outcomes.0:13:15Dr. Leslie explains how internal talent is cultivated and how principals lead with experience.0:17:25Dr. Leslie emphasizes the positive outcomes of the Administrative Intern program, whether candidates stay or go elsewhere.0:20:13Identifying the interests of individuals who aren't vocal about their career aspirations.0:23:28Dr. Leslie suggests various ways to connect with staff, including bus duty and recess duty, to foster open communication.0:25:45Dr. Bergstrom explains the use of surveys and stay interviews to gather feedback from employees.0:30:41Dr. Bergstrom discusses potential changes to the school calendar to create more breaks and time for collaboration.Connect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Dr. Leslie Bergstrom: [email protected] Music Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace...

Summary: In this episode, Dr. Jim welcomes Bryan Power, the head of people at Nextdoor, to "bust some myths" within leadership and HR realms. Set against the exciting backdrop of the HR Transform conference at The Wynn in Las Vegas, the dialogue delves into contemporary issues surrounding workplace flexibility, remote work, and the evolving strategies within talent management.Bryan Power brings a fresh perspective to the conventional wisdom regarding work-from-home policies and their perceived relevance to gender, exploding the myth that flexibility is predominantly a women's issue. The discussion highlights the importance of abandoning outmoded ideologies and embracing a more nuanced understanding of productivity in today's diverse working environments. By weaving in contemporary trends with insightful analysis, this episode provides listeners with an informed viewpoint on crafting intentional, effective workplace strategies.Connect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Bryan Power: linkedin.com/in/bryanpowerMusic Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary: In this episode , we sit down with Brittany Burton, the CPO of OrgShakers, who is known for breaking the mold of traditional HR perceptions. Recording live from the HR Transform conference, Brittany and Dr. Jim delve into the misconceptions surrounding HR leaders and explore how they can transcend stereotypes and positively impact company culture.Our conversation kicks off with Brittany's background in human resources and her evolution into a consultant role at Shakers.org. She shares her journey of recognizing her passion for creating and building within organizations, which naturally guided her into consultancy. In the spirit of busting myths, Brittany challenges the dated notion that HR leaders lack fun and approachability, advocating for HR professionals to be integrated and engaged with their teams on a personal level.Brittany then addresses how HR leaders can shed the dreaded "principal's office" image by showing humility and humanity within their roles. She emphasizes the importance of understanding your workforce and aligning HR strategies with company-wide visions. Chapters: 0:00:00Introduction and overview of the work at Shakers0:01:01Myth: HR leaders aren't fun0:02:06Overcoming the perception of HR as the "principal's office"0:03:18Importance of understanding people and being a strategic partner0:03:24How to get in touch with Brittany BurtonConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Brittany Burton: linkedin.com/in/blburtonMusic Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary: In this episode of our podcast, we are joined by Lesjune Simon, CHRO of Valle del Sol, from the vibrant floor of HR Transform 2024 at the Wynn resort in Las Vegas. As Dr. Jim engages Lesjune in a myth-busting discussion, they delve deep into the misconceptions and strategies within HR that drive the entire employee lifecycle.Lesjune provides an insightful narrative on how her progression from a cocktail waitress to a top HR executive has shaped her philosophy of recognizing and nurturing the tenacity and potential in every individual. By infusing her personal stories and professional experiences, she offers a fresh take on leadership development, talent attraction, and employee empowerment.Chapters: 0:00:00Introduction to the conversation with Lesjune Simon0:01:10Lesjune's background as a cocktail waitress and its influence on her approach to HR0:02:25Recognizing and promoting employees with tenacity and passion0:03:54Myth: HR is just there to punish you0:05:08Shifting the perception of HR through orientation and support0:06:14Conclusion and contact information for Lesjune SimonConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Lesjune Simon: linkedin.com/in/coachlsimoneMusic Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary: In this episode of the HR Impact Show, host Dr. Jim welcomes Kyile Stair - Chief People Officer at Litmos. This conversation details the complexities, challenges, and triumphs of scaling up, scaling down, and spinning off parts of a business without creating organizational chaos. With a sharp focus on nurturing teams through tumultuous changes, this conversation dives deep into the art and strategy behind assembling purpose-driven, agile businesses that maintain employee anchors amidst the storm.Kyile's journey paints a vivid picture—a journey that begins with her grassroots experience in retail, evolves through the robust corporate world of SAP, and culminates in her current leadership at Litmos. These transitions are emphasized through thoughtful reflections on people strategy across different company sizes and industries. The conversation highlights how HR's role is pivotal in fostering employee engagement, culture, and effective leadership, debunking myths that place undue responsibility on HR to resolve all people-related issues.Throughout the episode, the dialogue underscores the significance of intentional communication and shared values. Kyile champions the idea that true employee buy-in requires collaboration, transparency, and continuous input from all levels. This multifaceted approach offers a blueprint for businesses aiming to pivot from monolithic structures to nimble startups while keeping their teams invested and attuned to the organization's core identity.Key Takeaways: HR's role extends beyond fixing cultural or engagement issues; it's about equipping leaders to cultivate a conducive environment.Delegation and recognizing the strengths of team members can significantly boost performance and engagement.Major organizational changes, such as acquisitions and divestitures, require intentional communication strategies and transparent leadership.Establishing and aligning with new values can be a rallying point for employees during times of significant change.Understanding what motivates employees is fundamental for fostering productivity and fostering a strong corporate culture.Chapters: 0:00:00 Introduction to the HR impact show and the topic of scaling up, scaling down, and spinning off in organizations0:04:26 Lessons learned from different organizations and the importance of leadership development programs0:08:29 The myth that HR is solely responsible for employee engagement and culture0:12:35 Advice for leaders and managers to break free from the firefighting cycle by being intentional in onboarding and training new hires0:15:15 Getting to know your team to delegate effectively0:20:26 Involving employees in creating company values0:24:33 Transparent communication and goal-setting for success0:29:10 Building a shared vision for success in navigating changeConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Kyile Stair: linkedin.com/in/kyilestairMusic Credit: winning elevation - Hot_DopeJoin us at <a...

Summary: In this episode of the HR Impact show, host Dr. Jim engages in a deep dive with Jim Boebel, superintendent of the Platteville School District, to explore the challenges and strategies of attracting and retaining top talent in the K-12 education space within rural school districts. As the episode unfolds, the conversation illuminates the unique hurdles that rural schools face, highlighting Platteville's innovative approaches and commitment to mission-driven education.Jim Boebel's insights bring rural education challenges to life, emphasizing the importance of building strong human connections, offering a breadth and depth of curriculum, and implementing effective talent recruitment and retention strategies. He shares how Platteville School District's unwavering commitment to their mission drives all decisions and educational efforts. The episode delves into the provident and strategic use of resources, and how collaboration and community involvement are instrumental in fostering an empowering environment for both students and staff.Key Takeaways: Effective talent strategy in rural education requires a strong alignment with the district's mission and vision.Collaborative efforts and community relationships are key strengths that can be leveraged to enhance education in rural districts.A well-structured hiring process and ongoing professional development are critical in retaining and developing educators.Observational learning and data-driven approaches are used in conjunction to dynamically improve teaching practices.Despite the challenges of the profession, creating a supportive, collaborative environment can mitigate educator burnout and stress.Chapters: 0:00:00 Introduction to the challenges of attracting and retaining talent in rural school districts0:03:22 The complexities of serving multiple constituencies in a school district0:05:17 Innovative approaches to serving students and the community with limited resources0:08:10 The role of mission and vision alignment in the hiring process0:12:41 Ensuring success and setting up new hires for success through collaboration0:15:34 Collaboration and continuous improvement contribute to educator well-being0:21:52 Building strong relationships and community support is crucial for rural school districtsConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Jim Boebel: [email protected] Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary: In this session of HR myth-busting from HR Transform 2024, Dr. Jim is joined by Regina Ross, Chief Culture and People Officer from Khan Academy to unpack some pervasive misconceptions in leadership and HR. The episode offers insights that challenge traditional thinking patterns within corporate leadership circles.Regina underscores the relationship between business outcomes and people management, debunking the oft-held belief that business strategy functions independently of HR. By integrating a people-first perspective, drawn from her diversified experience in engineering and logistics, she encourages aligning HR strategy directly with business objectives. The conversation builds a case for why and how business leaders should be intricately involved in managing teams to ensure that employees are well positioned to advance business goals.Chapters: 0:00:00 Introduction to the conversation with Regina Ross0:00:35 Regina Ross shares her background and experience in HR0:01:07 Starting with the business strategy to inform the people strategy0:01:48 Practical ways to align HR strategy with business priorities0:02:31 Busting the myth that people management is solely HR's responsibility0:03:01 Incorporating talent metrics in business reviews to involve HR0:03:42 How to get in touch with Regina Ross for further discussionConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Regina Ross: linkedin.com/in/reginarossMusic Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary: In this episode Dr. Jim is joined by Kristina Karcic-Ehret, an experienced SVP of People at Human Security, broadcasting live from the Wynn Resort in Las Vegas. Kristina shares her insights on global program implementation in HR and debunks common myths associated with the field. Her technophile tendencies and innovative strategies are a testament to her expertise in navigating the complex landscape of SaaS HR solutions.Dr. Jim and Kristina take on the perennial myths plaguing HR, such as the notion that HR professionals are merely roadblocks or solely responsible for hiring and firing. Kristina advises HR leaders and BPs to build trust through authenticity, transparency, and a deep understanding of their business's unique needs. This conversation is a treasure trove for anyone looking to realign their perspective on HR and drive effective leadership development, especially in a remote working environment.Chapters: 0:00:00 Introduction to the conversation and guests0:00:22 Christina discusses her role and love for complex SaaS0:01:02 Example of a global program implementation0:01:58 Dr. Jim asks Christina about HR and leadership myths0:02:08 Christina shares two myths: HR as roadblocks and only firing/hiring0:02:55 Advice for HR leaders to shift negative perceptions0:04:21 How to get in touch with Christina0:04:29 Conclusion and closing remarksConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Kristina Karcic-Ehret: linkedin.com/in/kristina-karcic-ehret-9434348Music Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary: In this edition of the HR Impact show, taped live at HR Transform from the Wynn in Las Vegas, host Dr. Jim welcomes talent strategy expert Stephanie Lowenstern to debunk common myths in the hiring landscape. As a seasoned recruiter and founder, Stephanie provides invaluable perspectives on the job market, particularly addressing the fear-induced misconception that no companies are hiring in tough economic times.Throughout the interaction, Dr. Jim and Stephanie engage in a myth-busting conversation that delves into the dynamism of the employment sector. Despite prevalent reports of layoffs, they emphasize the growth and opportunities in various industries like hospitality, government, and manufacturing. Stephanie advocates for a positive mindset, encouraging job seekers to recognize their transferable skills and adapt to a diverse range of industries.Key Takeaways: Companies are indeed hiring, contrary to the pervasive narrative of a hiring freeze, especially in sectors outside of the tech industry.Job seekers should maintain a positive outlook and view their career journey with potential, rather than a pre-determined struggle.Skills and experiences from one industry, including soft skills, can often be applied successfully to other industries.Chapters: 0:00:00 Introduction to the HR Impact show and guest Stephanie Lowenstern0:01:05 Myth busting: Companies are hiring despite the fear mongering0:01:59 Perception of companies not hiring due to layoffs in the tech industry0:02:54 Importance of mindset and exploring other industries for job opportunities0:03:41 Transferable skills and how to apply them to different industries0:04:35 How to connect with Stephanie Lowenstern and learn more about Brightlink Talent0:04:47 Overview of Brightlink Talent's work with high-growth companies0:05:38 Conclusion and invitation to join the HR Impact communityConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Stephanie : linkedin.com/in/stephanieloewensternMusic Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary: In this episode of the HR Impact show, Dr. Jim invites Erin Rowe, a trailblazing female founder in tech and the founder of Allspring, to share her invaluable insights on talent strategy and leadership development. Broadcasting live from HR Transform at the Wynn in Las Vegas, this conversation delves into the strategic measures required for preparing individuals for leadership roles.Erin discusses the importance of incremental daily improvements and the role of AI in personalizing learning experiences. She highlights the significance of understanding team dynamics and operational procedures when stepping into a leadership position. The dialogue pivots to the necessity of aligning individual contributions with broader organizational visions and tangible applications of this alignment through Allspring's AI coaching framework.Key Takeaways: Empowering a team is key; establishing metrics, processes, and expectations can greatly enhance team efficiency.Ensuring that employees understand and connect their daily tasks to company values and principles reinforces organizational cohesion.Developing the ability to listen effectively is an essential skill for leaders, and this skill should be cultivated early in their career path.Chapters: 0:00:00 Dr. Jim introduces Aaron Rowe, founder of Allspring.0:01:25 Erin Rowe explains the importance of continuous learning for employees.0:02:51 Dr. Jim discusses the need for new leaders to understand their team's capabilities.0:04:37 Erin Rowe highlights the importance of setting norms and operational procedures for teams.0:05:17 Erin Rowe explains how Allspring helps employees align with company values.0:05:49 Dr. Jim emphasizes the importance of effective listening and empowering teams.0:06:03 Erin Rowe shares her contact information for further conversation.0:06:50 Dr. Jim concludes the episode and encourages joining the HR Impact community.Connect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Erin Rowe: linkedin.com/in/erinalyseroweMusic Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary: In this episode of the HR impact show, Dr. Jim delves into a critical question: How can a company double its revenue without increasing headcount, all while fostering a healthy corporate culture? The conversation with Samantha Rist, a seasoned HR leader, unravels the intricacies behind such a challenging feat and explores the role of organizational culture in achieving significant business milestones.Samantha's journey from a traditional Fortune 500 environment to the agile and often uncertain realm of startups provides invaluable perspectives on managing and scaling human resources effectively. The episode highlights the importance of strategic hiring, developing managerial skills in a resource-limited context, and maintaining transparency and scalability within organizational structures.Key Takeaways: Scaling a business without adding headcount requires a strategic approach to organizational design and a focus on operational efficiency.Establishing transparent communication and ownership of initiatives at all organizational levels is crucial to successful execution.The transformation from traditional licensing sales to a SaaS business model can significantly impact an organization's headcount and revenue.For new managers, especially those with 'battlefield promotions,' clear expectation setting and ongoing coaching are essential for success.Engaging in regular bottom-up assessments can lead to more substantial buy-in and a clearer understanding of the resources needed to scale.Chapters: 0:02:27 Surprises and challenges in transitioning from a large organization to a startup environment0:05:25 Guarding against overhiring and layoffs0:09:15 Importance of getting people face to face to understand constraints and dependencies0:11:22 Implementing central operations and efficient work processes0:13:08 Explaining the need for organizational design change0:17:36 Developing managers through dialogue and coaching0:24:00 Breaking down silos and aligning skills for scaling0:25:35 Importance of strategic workforce planning0:26:28 Getting managers to own and define success for initiativesConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Samantha Rist: Music Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary: In this episode of the HR Impact show, Dr. Jim welcomes Anthony Onesto to delve into the radical mindset of "burning the box" when it comes to organizing workplace talent strategy. Anthony's dynamic background and experience in HR startup culture bring a refreshing and analytical perspective to the fore, asserting that traditional approaches may no longer suffice in the evolving world of work.Bringing his "burn the box" philosophy to light, Anthony Onesto articulates why it is critical for HR leaders to reassess and often reinvent their processes to align human capital with business impact. The discussion explores the necessity of being data-driven and fostering a work environment that caters to the expectations of emerging generations such as Gen Z, who anticipate entrepreneurial and innovative support from their employers.Key Takeaways: Burning the Box Mindset: Questioning the status quo of HR practices and processes is essential for innovation and better alignment with business goals.Impact of One Good Hire: The substantial influence a single efficient hire can have within an organization, especially startups.Power Skills Over Technical Skills: The future of work may prioritize generalist capabilities and power skills such as collaboration and resilience over specific technical skills, especially as AI evolves.Iterative Innovation with Execution Focus: While innovation is crucial, so is execution. It's important to periodically reassess initiatives for their business impact and make incremental improvements.Generational Workplace Expectations: Gen Z's entry into the workforce brings fresh perspectives and heightened expectations for job fulfillment and personal growth opportunities within the professional environment.Chapters: 0:01:03 Anthony Onesto's background and experience in HR and startup companies.0:05:35 Anthony Onesto's portfolio of side gigs and his passion for HR tech and work tech.0:08:53 The difference between being nice and kind as a leader and the importance of asking employees about their passions.0:13:54 The direct impact of one good hire in startup companies0:19:34 The importance of asking "why" and avoiding copying others in HR0:24:31 Focus on what's working and iterate annually0:28:24 Importance of power skills and collaboration in the future of HR0:32:28 Getting started by questioning current processes and making incremental improvementConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Anthony Onesto: linkedin.com/in/anthonyonestoMusic Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpact

Summary: In this episode Dr. Jim sheds light on a prevalent challenge in organizations: managers consumed by immediate tasks, leaving little room for long-term impactful work. The episode promises insightful solutions to break free from this 'chaos cycle' with special guest Lauren Adams, Head of Leadership Development Programs for JLL.Lauren dissects the complexity of creating high-performance teams across various management levels. With her extensive background in talent development, Lauren offers invaluable strategies for fostering leadership that transcends mere day-to-day operations. She emphasizes the importance of managers developing a nurturing environment where team members feel empowered to contribute innovative solutions and share ideas openly.As the episode unfolds, Lauren and Dr. Jim delve deeper into the art of effective team leadership. They discuss common pitfalls for new managers, underscore the criticality of transparent communication during organizational changes, and advocate for carving out time for earnest people management. The conversation serves as a masterclass for leaders striving to cultivate high-performance teams while also maintaining an innovative and fail-tolerant working culture.Key Takeaways: Prioritize creating dedicated time blocks for people management as a non-negotiable part of your schedule.Support growth by providing opportunities for team members to lead smaller projects, allowing for a safe environment to innovate and potentially fail.Practice transparency and invite your team into the conversation when navigating strategic changes and pivots within the organization.Ask team members about their personal growth desires and professional needs to tailor development and growth opportunities effectively.Leadership involves encouraging a culture of curiosity, where leaders take a step back and allow their team to come up with solutions and ideas.Chapters: 0:00:00 Introduction to the HR Impact show and the issue of leaders being stuck in the chaos cycle.0:04:30 Support and advice for first-time managers to be more effective.0:10:48 Practical steps to give space and build space for teams to execute and learn from failure.0:12:05 Regular, ongoing conversations with employees for targeted development.0:17:33 Building trust as a new manager by asking team members' needs.0:19:15 Navigating pivots by being transparent and involving the team.0:22:57 Leaders should create space for their people to become experts.Connect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Lauren Adams: linkedin.com/in/lpadamsMusic Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive...

Summary: In this episode Dr. Jim chats with Kandi Gongora about the importance of embedding not just values, but also behaviors and actions within an organization's culture. The discussion focuses on Kandi's extensive experience and her unique approach to cultivating a thriving workplace environment through strategic HR initiatives. Providing a glimpse into her methodologies, Kandi explains how Goodway Group has successfully integrated their core values into every employee's journey—from hiring to retirement.Kandi emphasizes the impact of a unified value system, detailing how Goodway Group redefined their values into actionable behaviors, leading to greater clarity and consistency across the company.She illustrates the challenges of adapting to swiftly changing industries and the significance of quick, efficient onboarding processes to keep pace with business demands.Strategies for infusing values and behaviors into an organization's DNA, such as customized scoreboards for leaders and robust knowledge management systems, are also explored.Key Takeaways: Creating an Institutional Dictionary: Kandi discusses the importance of having a clear set of defined behaviors that align with the company's values, ensuring a common understanding across the organization.Iterative Processes for Employee Growth: Focusing on vertical and horizontal growth paths, Kandi advocates for an iterative approach, allowing for continuous learning and skill development tailored to the organization's future needs.Engaging Leaders in Ownership: The discussion highlights methods to encourage leaders to take ownership of embedding culture within their teams.Transforming Values into Everyday Actions: Kandi explains how integrating values into daily routines and performance measures can guide employees at all levels to embody the desired culture.Measuring Outcomes for Cultural Impact: She emphasizes the value of tying cultural initiatives to business metrics, thereby demonstrating their direct impact on client satisfaction and business performance.Chapters: 0:00:00 Dr. Jim introduces the importance of translating values into behaviors and actions.0:03:30 Kandi discusses the intersection of psychology, education, and development in her people strategy.0:07:51 Kandi discusses how she democratizes information and encourages leaders to take ownership of people processes.0:12:10 Using a client mindset to serve internal teams0:15:01 Embedding values, behaviors, and actions into the organization0:19:08 Incorporating behaviors into performance management and growth discussions0:23:47 Start with what you have and get employees involved0:27:22 Define common actions and behaviors to align with values0:27:49 Emphasize progress over perfection and create growth opportunitiesConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Kandi Gongora: linkedin.com/in/kandigongoraMusic Credit: winning elevation - Hot_Dope...

Summary: In this episode of the HR Impact show, Dr. Jim delves into the dynamic world of leadership, talent strategies, and organizational culture with guest Dr. Robert DeFinis. With an underlying theme of flexibility and emancipation from rigid corporate frameworks, the conversation hinges on the imperative need for leaders to cultivate high-performance teams through autonomy, professional development, and actionable culture strategies that surpass mere HR domain.Dr. DeFinis talks about his journey from law enforcement to higher education, underscoring the versatility that has shaped his leadership techniques. The exchange broadens to dissect the persistent myths in leadership and HR, especially the misconception that the Human Resources department is the sole custodian of organizational culture. Moving forward, Dr. DeFinis articulates his Gen X-influenced leadership philosophy, emphasizing hiring competent people, supporting them efficiently, and then stepping back to let them thrive autonomously.Key Takeaways: True organizational culture transcends the HR department's boundaries and is the collective responsibility of every individual within the enterprise.Leadership evolution is non-negotiable; what worked in past decades may now be counterproductive, especially the command-and-control model.Hiring the right talent, providing thorough support and training, and subsequently giving them space to perform is a foundational trifecta for a successful leadership approach.Continued success in leadership roles necessitates self-reflection and a willingness to adapt one's leadership style to the changing workforce dynamics.The best-performing teams are facilitated by leaders who trust but verify, rather than micro-managing through a 'helicopter leadership' approach.Chapters: 0:03:39 Dr. Jim asks about the key things that have positioned Robert for success in his current role.0:05:54 Robert shares his proudest achievement in his current role - watching his team members grow and succeed.0:09:30 Robert expresses his wish for the myth that HR is solely responsible for company culture to go away.0:12:00 Robert reflects on his experience in law enforcement and the lack of space for understanding and dialogue in decision-making.0:15:09 The risks of relying on positional authority as a leadership style and the importance of being open to different perspectives.0:18:39 The foundational elements of creating an environment that encourages openness, vulnerability, and authenticity.0:22:22 Robert shares his leadership philosophy of hiring good people, supporting and training them, and getting out of their way.0:26:16 Leaders should avoid excessive meetings and being overly present in their employees' work.0:28:37 Culture is owned by every person in the organization, not just HR. Leaders need to take responsibility for creating a positive culture.Connect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Robert DeFinis: linkedin.com/in/robertdefinisMusic Credit: winning elevation - Hot_Dope...

Summary: In this episode of the HR Impact show, Dr. Jim chats with Joy Van Patten, unfolding the unexpected success story of Division's Maintenance Group—growth amid the pandemic and maintaining a robust workforce. Van Patten shares insights into developing a company culture that thrives on mission alignment, even in an industry typically characterized by high employee turnover and seasonal demand.The narrative begins with Joy Van Patten's leap into the facilities management space and DMG's compelling vision that extends beyond the mundane tasks of clearing parking lots or sweeping floors. This episode traverses the story of how DMG's employee-centric approach and a consistent dedication to their core mission enabled them to not only survive but significantly grow during the pandemic. From unprecedented challenges to adopting a hybrid work model, this discussion is a testament to the power of agile leadership and deeply rooted organizational values.Key Takeaways: Organizational growth hinges on a compelling mission: A culture anchored in a clear and meaningful mission can thrive in any industry.Leadership attitude is crucial: The behavior and engagement of leadership directly determine the adherence to company values at all levels.Transparency and feedback drive improvement: Constantly collecting and acting on feedback from all stakeholders is key to organizational resilience.Employee alignment to vision goes beyond perks: Connecting every role to the broader company vision motivates employees beyond the immediate job tasks.Readiness for change guarantees survival: A willingness to pivot, adapt, and say "yes" in times of uncertainty can position a company for unexpected growth.Chapters: 0:01:05 Joy Van Patten's background and experience0:07:51 Connecting the work of facilities management to a greater purpose0:12:29 How investing in value and behavior paid off during the pandemic0:15:49 Navigating remote work, hybrid models, and future growth0:19:29 Communicating the opportunities and future growth for line-level employees0:22:38 CEO involvement and addressing feedback every 90 days0:24:56 Importance of leadership living the missionConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Joy Van Patten: linkedin.com/in/joy-van-patten-b298233Music Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpactMentioned in this episode:HR Transform 2024As a valued member of The HR Impact Show, we’d like to extend this special invitation for you to join us at Transform at Wynn Las Vegas on...

Summary: In this episode of the HR Impact show, Dr. Jim sits down with Scott Galanos, to dissect the complexities and triumphs involved in the role of a “player coach.” The discussion sheds light on the intricate balance of managing operational responsibilities while also focusing on productivity and growth within a staffing firm. With a recount of Scott's storied career at Addison Group, listeners gain insider knowledge on cultivating elite teams and market expansion.The episode not only discusses organizational growth but also underscores personal development, with Scott revealing his strategies to foster leadership succession while balancing it with his active role in production. He advocates for hiring leaders with the drive and capacity to excel without being reliant on titles. This strategy empowers his teams to perform independently, contributing to a dynamic and result-oriented organizational culture.Key Takeaways: Leadership in a staffing environment is not reliant on titles but rather on the ability to lead by example and impact through action.Succession planning involves identifying and nurturing self-starters who exhibit independence and the capability to innovate within a startup atmosphere.Consistent one-on-ones are crucial for developing strategy and maintaining momentum, rather than solely focusing on metrics and activities.Hiring for a startup requires searching for candidates with agility, accountability, and the drive for continual learning and adaptation.Scott emphasizes the need for support from corporate leadership and the value of mentorship in shaping successful careers in player-coach roles.Chapters: 0:02:59 Challenges and lessons learned from opening multiple markets in the staffing business0:07:08 Debunking the myth that leadership requires a specific title0:11:14 Hiring for leadership competencies in non-leadership roles to build depth0:14:42 Interview questions to identify candidates who can figure things out0:19:27 Importance of individualized approach to leadership0:22:39 Focusing on strategy rather than activity metrics in one-on-ones0:25:06 Scott Galanos discusses the importance of having support and mentors in building successful teamsConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Scott Galanos: linkedin.com/in/scottgalanosMusic Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpactMentioned in this episode:HR Transform 2024As a valued member of The HR Impact Show, we’d like to extend this special invitation for you to join us at Transform at Wynn Las Vegas on March 11-13, 2024

Summary: In this episode, Dr. Jim interviews Rusty Atkinson, VP of Tech at Clearway Health, about building high-performing teams and the importance of extreme trust and discipline in leadership. Rusty emphasizes the need for leaders to be transparent, authentic, and vulnerable in order to build trust within their teams. Rusty also discusses the challenges of balancing the fast-paced nature of a startup environment with the need for open communication and trust-building.Key Takeaways: Building extreme trust requires leaders to be silent and have a strategic bias for action. Trust is built through consistent actions that align with what leaders say.In an acquisition, leaders should confront the fear and uncertainty of the team being acquired and make a commitment to support and communicate with them.Moonshot goals and initiatives can be achieved by having a small, passionate team and partnering with the right external groups.When building high-performing teams, leaders should prioritize open and honest communication, frequent feedback, and one-on-one meetings to understand and support their team members' aspirations.Leaders should be cautious about making promises they can't control and should manage performance while still building trust.Chapters: 00:02:00 Rusty's transition to the healthcare industry and the impact of the mission00:07:00 Agile approach to developing custom operating systems00:09:00 Balancing the desire for perfection with shipping a minimum viable product00:12:00 Mistakes made by leaders can decrease trust00:15:00 Prioritizing one-on-one meetings with direct reports00:18:00 Being cautious about making promises beyond your control00:21:00 Navigating the decision-making process as an early leader00:24:00 Importance of asking team members what they needConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Rusty Atkinson: linkedin.com/in/drjimkMusic Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpactMentioned in this episode:HR Transform 2024As a valued member of The HR Impact Show, we’d like to extend this special invitation for you to join us at Transform at Wynn Las Vegas on March 11-13, 2024 Get $200 off with our special link. Transform brings together people-driven leaders, investors, and innovators across industries and backgrounds, with a shared passion for people innovation and transforming the world of work. Transform 2024 promises to be the best yet! Here’s what you can expect: Three days of powerful content Innovation...

Summary: In this episode of the HR Impact show, host Dr. Jim is joined by Ashley Brundage to dive into the topic of empowerment in the workplace and discuss ways to leverage the unique differences among team members. The conversation highlights Ashley's remarkable journey from facing significant challenges to becoming a pivotal figure in fostering an environment where everyone can thrive.Ashley unpacks her experiences in the financial industry and recounts how her background informed her perspective on resource allocation and the critical nature of inclusive hiring practices. The discussion navigates through the importance of emotional intelligence and how DEI (Diversity, Equity, and Inclusion) frameworks must evolve beyond checkbox exercises and transform into integral facets of leadership and organizational strategy.Key Takeaways: Empowerment is essential for leveraging diverse teams' unique differences to achieve high performance and representation.Resource allocation is crucial in DEI, and understanding employees' varied backgrounds is vital for creating an inclusive environment.Emotional intelligence plays a key role in advancing empowerment and self-actualization within professional settings.Creating a DEI-friendly infrastructure is necessary before introducing initiatives to ensure sustainable and supportive growth within the organization.DEI should be viewed as an organizational leadership opportunity, contributing to improved retention and business outcomes.Chapters: 0:01:17 Ashley Brundage shares the questions and findings from her global research study on empowerment0:06:12 Ashley Brundage's experience in the banking industry and its influence on resource conversation0:10:07 Utilizing the Empowerment Self-Assessment Questionnaire to understand and memorialize one's existence0:15:06 Ashley shares her success story at PNC Bank and emphasizes the importance of DEIB programs.0:19:49 Ashley calls for DEI leaders to create a welcoming environment for people outside of marginalized communities.0:23:19 Dr. Jim emphasizes the financial benefits of diversity and retention in organizations.0:27:19 The success of empowering differences in different industries and roles.0:29:08 Key steps to building an empowerment culture: benchmark and track empowerment, emotional intelligence, and avoid politics.Connect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Ashley Brundage: linkedin.com/in/ashleytbrundageMusic Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpactMentioned in this episode:HR...

Summary: In this episode of the HR Impact show, Evan Shy, CEO of Coding Temple explores why organizations must prioritize talent development to cultivate a high-performance workforce. Both Evan and Dr. Jim chat about why companies often fail to establish a people-centric approach to talent strategy and how this oversight leads to costly turnover and lost opportunities.Dr. Jim and Evan Shy discuss the pressing need for organizations to shift their focus from talent attraction to talent development to stay competitive in the dynamic labor market. They emphasize the necessity of creating growth paths for employees within the company and fostering a culture where managers genuinely invest in their team's growth and development. As Evan outlines his approach to building robust solutions for employers and nurturing internal talent, the conversation illuminates how nurturing talent internally can significantly benefit organizations.Key Takeaways: Organizations must shift their emphasis from merely hiring talent to continuously developing and retaining existing employees to ensure sustainable growth and reduce turnover.How the convergence of demographic shifts, advances in technology, and existing skills gaps, making it imperative for organizations to adopt an agile talent development strategy.Successful talent development requires identifying job-ready skills aligned with strategic goals, leveraging specialized external training partners, and supporting a learning-friendly work environment.Evan advocates for internal talent mobilization, where employees are given on-ramps to technical roles, fostering commitment and innovation from within.The significance of two-way communication at the managerial level, ensuring alignment between an employee's professional aspirations and the opportunities available within the organization.Chapters: 0:01:24 Evan Shy, CEO of Coding Temple, joins the show to discuss the future of work and talent development.0:06:28 The urgency of establishing a reliable talent pipeline and agile development strategy.0:09:20 The core responsibility of a leader is to assemble and develop the best possible team.0:13:49 Dr. Jim discusses the shortage of access to opportunities in organizations0:18:00 Evan Shy emphasizes the need for investment in continuous learning and development0:22:25 Evan Shy advises line level managers to have bi-directional conversations with direct reports to identify potential talent0:25:32 Evan Shy emphasizes the importance of skills analysis and partnering with experts for effective development initiatives0:27:35 Dr. Jim emphasizes the need for leaders to connect employees' aspirations to real opportunities within the organizationConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Evan Shy: linkedin.com/in/evanshy25Music Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the...

Summary: In this episode of the HR Impact show, Dr. Jim, our resident talent strategy expert, invites Melissa Hinshaw to unpack the story behind Lone Star College's remarkable cultural transformation. As the executive director of organizational development, Melissa brings a unique perspective, with her journey from a student to a top-tier executive position framing her approach to large-scale change within an educational institution.Melissa Hinshaw shares how her role integrates her affinity for both social sciences and education to foster organizational development. The conversation delves into the practical steps and strategic considerations necessary for nurturing a bottom-up culture in a vast institution with thousands of employees. Melissa provides a blueprint for others to champion successful cultural shifts within their organizations, emphasizing the need for inclusive stakeholder engagement and iterative feedback processes.Key Takeaways: Building a transformative organizational culture requires bottom-up feedback and the inclusion of diverse perspectives from all organizational levels.To foster lasting change, it's essential to align cultural initiatives with strategic organizational goals and maintain a clear line of communication.Creating a steering committee can help to maintain momentum and ensure ongoing management and evolution of cultural initiatives.Melissa's journey from a Lone Star College student to an executive showcases the importance of understanding various stakeholder perspectives in implementing effective organizational development strategies.Resistance to change is a natural part of the transformation process, but a focus on engaged stakeholders rather than naysayers can keep the initiative on course.Chapters: 0:02:44 Melissa explains the size and scope of Lone Star College and the challenges of building a culture in such a large organization.0:06:28 Melissa shares the importance of experimentation and innovation in a large organization and how to maintain an innovation mindset.0:11:03 Melissa reflects on the importance of bottom-up feedback in the cultural transformation at Lone Star College.0:16:23 Prioritizing areas of opportunity based on strategic initiatives0:24:58 Hearing out perspectives and validating them against organizational beliefs0:27:16 Involving stakeholders to develop cultural beliefs and values0:29:18 People-driven transformation is key for successConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Melissa Hinshaw: linkedin.com/in/melissa-hinshaw-4771b220Music Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites:...

Summary: In the latest episode of the HR Impact show, Dr. Jim welcomes Alexa Beavers to discuss contemporary challenges in the workforce and how leaders can inspire motivation among employees. Opening with a critique of outdated leadership perspectives that fail to acknowledge the evolution of the employer-employee relationship, the conversation pivots to Alexa's philosophy of 'whole human' leadership and the crucial role of recognizing employees' intrinsic needs to unlock their full potential.Diving into the four dimensions of 'Whole Human' leadership, Dr. Jim and Alexa explore how today's employers can foster a culture of growth, motivation, and transparency. They examine old and new paradigms of work, debunk myths about value creation, and offer guidance for every stratum of leadership from the C-suite to front-line managers. This episode is a treasure trove for leaders aiming to pivot their strategy for a modern workforce characterized by employees who act as CEOs of their careers.Key Takeaways: Invest in Human Leadership: Emphasizing the importance of investing in human-centric leadership practices to create long-term value and reduce the cycle of hiring and lay-offs.Agency and Autonomy: Encouraging leaders to provide their employees with agency, allowing them more autonomy, and acknowledging their contributions meaningfully.Four H Leadership Model: Advocating for leaders to connect with their employees through their head, heart, hands, and health to drive human-focused growth.The CEO of Self: Recognizing that employees are increasingly seeing themselves as 'CEOs of themselves,' and the need for leaders to adapt their management styles accordingly.Middle Managers' Role: Acknowledging the pivotal role of middle managers as a bridge between strategy and execution, and the importance of equipping them with coaching skills.Chapters: 0:02:01 Alexa shares her background as a teacher and how it connects to her work in leadership development.0:07:28 Discussion on the misconception that people don't want to work anymore and the responsibility of leaders to meet employees' needs.0:11:36 The complexity of the modern work environment and the challenges it poses for leaders to tap into employees' full potential.0:15:07 Leaders need to be transparent and avoid creating false expectations for long-term employment.0:19:09 Leaders should challenge their assumptions and engage with employees from a four H perspective.0:23:34 Senior leaders should lead coaches and engage frontline leaders in coaching conversations.0:26:29 Invest in human-centered leadership to create value.Connect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Alexa Beavers: linkedin.com/in/alexabeaverspmpAxela Group Website: https://www.theaxelagroup.com/Music Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders...

Summary: In this episode, Dr. Jim interviews Kenny Vallespin, VP of HR at Texas Partners Bank, about the importance of creating an environment where people can thrive. Kenny emphasizes the need for alignment and clear expectations in order to build high-performing teams. He shares his insights on the role of leadership in magnifying employees' strengths, fostering psychological safety, and promoting growth and development. Kenny also highlights the significance of communication and trust in creating a culture of transparency and honesty.Key Takeaways: Building a high-performing team requires ensuring that people are in the right roles where their strengths can be magnified.Psychological safety and trust are essential for effective communication and feedback within an organization.Leaders should focus on filling the cups of their employees and helping them achieve their goals and dreams.Clear expectations and role clarity are crucial for growth and development within an organization.Non-exempt employees need to see a clear path for growth and advancement in order to stay engaged and motivated.Chapters: 00:03:00 Kenny's motivation for serving others00:05:00 How Kenny's service mindset influences his leadership00:09:00 Balancing ownership mentality and reasonable expectations00:13:00 The importance of focusing on employees and their needs00:15:00 Importance of playing to each team member's strengths00:21:00 Addressing the needs and growth of hourly employees00:24:00 Starting with proper expectations and role clarity00:26:00 Creating a psychologically safe environment for employeesConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Kenny Vallespin: linkedin.com/in/kenny-vallespin-mba-417997aMusic Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpactMentioned in this episode:HR Transform 2024As a valued member of The HR Impact Show, we’d like to extend this special invitation for you to join us at Transform at Wynn Las Vegas on March 11-13, 2024 Get $200 off with our special link. Transform brings together people-driven leaders, investors, and innovators across industries and backgrounds, with a shared passion for people innovation and transforming the world of work. Transform 2024 promises to be the best yet! Here’s what you can expect: Three days of powerful content Innovation showcases Probing conversations Hands-on learning experiences 300+ speakers Energizing after-hours networking Let’s shape the future world of work,...

Summary: In this episode, Dr. Jim interviews Yogi Mueller, the VP of Leadership and Talent Development at Blue Green Vacations. Yogi shares his insights on breaking the trauma cycle and creating a culture of excellence and engagement in the hospitality industry. He emphasizes the importance of developing and retaining talent, especially in an industry with high turnover rates. Yogi discusses the need for leaders to be present and attentive to new hires, ensuring they feel valued and appreciated from day one. He also highlights the significance of aligning leadership culture throughout the organization and creating an environment where employees can thrive.Key themes: talent development, retention, culture of excellence, engagement, leadership presenceKey Takeaways: Leaders in the hospitality industry must focus on developing and retaining talent to build a high-performance organization.Igniting the potential of new hires is crucial for their engagement and long-term success within the company.Leaders need to be present and attentive to new hires, creating an environment where they feel valued and appreciated.The culture of an organization is defined by the experiences and perceptions of employees at all levels, not just the leadership team.Building a strong leadership culture requires alignment and consistency throughout the organization.Chapters: 00:03:00 The challenge of finding and retaining talent in hospitality00:06:00 The right time to ignite the desire for career advancement00:10:00 Marketing the value of L&amp;D and gaining leader trust00:13:00 Guiding leaders to understand the problem and outcome00:18:00 Valuable leadership presence in onboarding and culture00:21:00 Leaders need to be present in the new hire's experience00:24:00 Leaders need to act on their words and prioritize their peopleConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Yogi Mueller: linkedin.com/in/yogimuellerMusic Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpactMentioned in this episode:HR Transform 2024As a valued member of The HR Impact Show, we’d like to extend this special invitation for you to join us at Transform at Wynn Las Vegas on March 11-13, 2024 Get $200 off with our special link. Transform brings together people-driven leaders, investors, and innovators across industries and backgrounds, with a shared passion for people innovation and transforming the world of work. Transform 2024 promises to be the best yet! Here’s what you can expect: Three days of powerful content Innovation showcases

Summary: In this episode, Dr. Jim interviews Silvia Miramontes, the CHRO of Foothill Credit Union, about the importance of being a hands-on leader and how it can drive culture change within an organization. Silvia shares her experiences and insights from her diverse background in HR, emphasizing the need for leaders to standardize what they do and demonstrate what good looks like. She also discusses the importance of continuous learning and the role it plays in effective leadership. Silvia highlights the need for leaders to adapt to different leadership styles and understand the needs of their team members in order to create a positive and productive work environment.Key Takeaways: Standardizing processes and demonstrating what good looks like is essential for driving culture change within an organization.Being a hands-on leader involves actively participating in the work of your team and understanding their needs and challenges.Continuous learning is crucial for effective leadership and staying up-to-date with industry trends and best practices.Leaders should adapt their leadership style to the needs of their team members and provide support and guidance based on individual strengths and weaknesses.Creating a culture of psychological safety and open communication is key to fostering a positive work environment and driving employee engagement.Chapters: 00:03:00 Balancing between helping the team and allowing them to learn00:06:00 The decision to switch industries and challenges faced00:08:00 Ensuring effective communication during times of change00:11:00 The importance of being hands-on in driving culture change00:13:00 Advice for leaders who don't have direct experience in a particular job00:16:00 Practical steps for creating psychological safety in the workplace00:19:00 The importance of asking questions and taking action based on feedback00:22:00 Key takeaways for being a hands-on leader and building a positive culture00:24:00 Importance of starting small in cultural transformationsConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Silvia Miramontes: linkedin.com/in/silvia-miramontes-73547120Music Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpactMentioned in this episode:HR Transform 2024As a valued member of The HR Impact Show, we’d like to extend this special invitation for you to join us at Transform at Wynn Las Vegas on March 11-13, 2024 Get $200 off with our special link. Transform brings together people-driven leaders, investors, and innovators...

Summary: In this episode, Dr. Jim interviews Josh Mueller, the Managing Director of Infrastructure Services at Millennial Specialty Insurance. They discuss the importance of letting go as a leader and building high-performance teams. Josh shares his experiences and insights on transitioning from an individual contributor to a leader, the challenges of balancing pace and execution in a hyper-growth organization, and the value of asking questions and empowering team members. He also emphasizes the significance of celebrating small wins and fostering a culture of innovation.Key Takeaways: Letting go as a leader and allowing team members to take ownership and grow is essential for building high-performance teams.Balancing pace and execution in a hyper-growth organization requires prioritization, consistent communication, and capacity management.Asking questions and guiding team members instead of providing solutions helps develop their problem-solving skills and fosters innovation.Celebrating small wins and acknowledging notable achievements along the way boosts team morale and motivation.Embracing failure as a learning opportunity and encouraging experimentation can lead to breakthroughs and continuous improvement.Chapters: 00:02:00 The importance of letting go as a leader and focusing on the team00:05:00 Using structured approaches like establishing three courses of action to resolve disagreements00:08:00 Leading in a hyper-growth organization compared to a stable growth organization00:11:00 Reprioritizing and having capacity conversations with the team00:14:00 Creating opportunities for team growth and development00:17:00 Celebrating small wins and acknowledging innovation00:22:00 Emphasizing the importance of learning from both success and failureConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Josh Mueller: linkedin.com/in/josh-muellerMusic Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpactMentioned in this episode:HR Transform 2024As a valued member of The HR Impact Show, we’d like to extend this special invitation for you to join us at Transform at Wynn Las Vegas on March 11-13, 2024 Get $200 off with our special link. Transform brings together people-driven leaders, investors, and innovators across industries and backgrounds, with a shared passion for people innovation and transforming the world of work. Transform 2024 promises to be the best yet! Here’s what you can expect: Three days of powerful content Innovation showcases Probing conversations Hands-on learning experiences 300+...

Summary: In this episode, Dr. Jim interviews Jestina Vichorek, the Assistant Vice President at Lake Superior College, about the importance of embedding diversity, equity, and inclusion (DEI) principles into the employee lifecycle. Jestina shares her insights on building an employer of choice and creating an elite team by shifting the mindset from transactional HR activities to a customer and employee-centric approach. She discusses the challenges of working in a union environment and the adjustments she had to make as an HR leader. Jestina also highlights the significance of incorporating equity and inclusion into the college's mission, vision, and values, as well as the steps taken to embed DEI principles into recruitment and hiring practices.Key Takeaways: Building an employer of choice requires a shift in mindset towards a customer and employee-centric approach.In a union environment, HR leaders need to navigate collective bargaining agreements and ensure compliance with policies and procedures.Incorporating equity and inclusion into the employee lifecycle is crucial for creating a supportive and inclusive environment.Language matters in job postings and position descriptions, and it is important to use inclusive language and eliminate barriers for diverse candidates.Root cause analysis is essential to identify and address biases and barriers in the hiring process.Chapters: 00:04:00 The challenge of navigating different collective bargaining agreements and ensuring compliance00:07:00 Incorporating Equity 2030 goals into HR processes and the employee life cycle00:09:00 Examples of embedding equity and inclusion in recruitment and hiring practices00:13:00 Creating a safe and inclusive environment through day-to-day actions and conversations17:00 Recognizing and challenging personal biases23:00 Steps for organizations to embed DEI principles in the employee lifecycleConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Jestina Vichorek: linkedin.com/in/jestina-vichorek-1a637753Music Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpactMentioned in this episode:HR Transform 2024As a valued member of The HR Impact Show, we’d like to extend this special invitation for you to join us at Transform at Wynn Las Vegas on March 11-13, 2024 Get $200 off with our special link. Transform brings together people-driven leaders, investors, and innovators across industries and backgrounds, with a shared passion for people innovation and transforming the world of work. Transform 2024 promises to be the best yet! Here’s what you can expect:

Summary: In this episode of the HR Impact show with Dr. Jim, the spotlight turns to Arjen Mackaaij, a veteran talent strategy expert who deconstructs the idea of cultivating a high-performance culture within an organization. With his robust background in high-energy startups, Arjen brings a multifaceted perspective to the table, talks about why cherry-picking convenient aspects for performance enhancement is a misguided approach.Arjen emphasizes that establishing a culture of high performance is an all-encompassing endeavor that demands unwavering commitment across all employee lifecycle stages. From attracting and onboarding top-tier talent to the sensitive processes of coaching, development, and when necessary, parting ways, Arjen provides deep insights into fostering an environment where excellence and empathy coexist seamlessly. If you're intrigued by actionable strategies and culture-building wisdom, this summary offers a glimpse into the full episode's transformative conversation.Key Takeaways: A high-performance culture requires transparency and setting clear expectations from the onset, allowing potential candidates to self-select into the company environment.Onboarding must be people-centric as opposed to administration-centric, with a focus on nurturing confidence and internal networks for sustainable employee growth and integration.Consistent, direct feedback, and a feedback culture throughout the employee tenure is critical to maintain high performance and accelerate development.Exiting an employee should be handled with empathy and support for their next steps, thereby ensuring a positive relationship and creating a network of proud alumni.Investing in quality recruiting processes, even at the expense of speed, is vital to avert the risk of mishires and build a genuinely high-performing team.Chapters: 0:01:18 Arjen Mackaaij's background and perspective on building high-performance teams0:05:19 Navigating crisis as a people leader: staying calm, showing empathy, and being practical0:09:04 Myth of cherry-picking elements of high-performance cultures without considering the broader ecosystem0:12:13 Setting clear expectations and attracting great talent0:16:39 Importance of providing support through a buddy system and senior mentor0:21:11 The importance of direct and detailed feedback for performance management0:24:09 Importance of supporting employees in their transition to a new role0:27:51 Building a high-performance culture with heart and kindness0:29:00 The importance of consistency and discipline in building a high-performance organizationConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Arjen Mackaaij: linkedin.com/in/arjenmackaayMusic Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a...

Summary: Daniel Bird is a seasoned people leader with a rich background in people leadership and culture development. With over 15 years of experience, Daniel has honed his skills in multiple regions across the globe, including the USA, EMEA (Europe, the Middle East and Africa), and Australia. His journey began with an academic pursuit in accounting and finance, which shifted to human resource management, evident in his strategic approach to leadership. He has applied core leadership principles in high-performing client services, managed exponential business growth, and led internal service teams across various categories. Daniel currently serves as the VP of People and Culture at GumGum. His mission focuses on helping leaders uncover their authentic selves and leverage vulnerability to forge meaningful connections with their teams, catalyze great work, and nurture career and personal growth.Key Takeaways: A leader's mood and behavior significantly impact the team's well-being, akin to the effect of a romantic partner on an individual's mental health.Transitioning from HR to an operational role can provide invaluable insights into people leadership and drive better decision-making.Psychological safety and the art of leadership are crucial for employees to perform at their best and feel secure within their teams.Structuring and systemizing foundational aspects of a business enable teams to focus on strategic growth without hindering agility.Development and support for first-time leaders are vital for nurturing their ability to foster a coaching mentality and empower their teams.Chapters: 0:04:13 The art of leadership and building trust with employees0:08:50 Future focus on leadership development, particularly for first-time leaders0:12:19 Effective executives focus on one thing strategically0:16:19 Building a people-centric culture with structure0:20:12 Pitfalls to watch out for when implementing change0:24:06 Impact of leaders on widely distributed teams0:24:40 Importance of building trust and vulnerability in teamsConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Daniel Bird: linkedin.com/in/danieljohnbirdMusic Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpactMentioned in this episode:HR Transform 2024As a valued member of The HR Impact Show, we’d like to extend this special invitation for you to join us at Transform at Wynn Las Vegas on March 11-13, 2024 Get $200 off with our special link. Transform brings together people-driven leaders, investors, and innovators across industries and backgrounds, with a shared passion for...

Summary: Cynthia Hiskes joins Dr. Jim on the HR Impact show to discuss the cardinal sin of talent strategy transformation: thinking that all problems are rooted in talent attraction and recruitment. Cynthia emphasizes the importance of a holistic approach to talent strategy, focusing on the entire employee lifecycle and engagement. She shares her experience in developing a talent analytics function at Oak Street and how it helped identify and address retention challenges. Cynthia also highlights the need for cross-functional partnership and alignment to drive high performance teams. She concludes by emphasizing the value of understanding the business and using data to inform decision-making.Key Takeaways: Talent attraction and recruitment are not the sole contributors to organizational challenges; a holistic approach to talent strategy is necessary.Engagement survey results can help identify areas of improvement and predict future attrition.Root cause problem solving is essential in addressing people-related challenges.Quick wins and alignment with key stakeholders are crucial for building credibility and driving progress.Understanding the business and using data to inform decision-making are key to creating value through HR.Chapters: 0:03:05 Using analytical skills in people leadership0:08:42 Applying lessons from navigating the pandemic to solve talent shortages0:12:27 Lack of data understanding and cross-functional partnership in HR0:17:07 Methodical approach enables pace and progress0:21:19 Prioritize based on business model and economics0:24:28 Four questions every leader should ask when making decisions.Connect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Cynthia Hiskes: linkedin.com/in/cynthia-hiskes-9465a24Music Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpactMentioned in this episode:HR Transform 2024As a valued member of The HR Impact Show, we’d like to extend this special invitation for you to join us at Transform at Wynn Las Vegas on March 11-13, 2024 Get $200 off with our special link. Transform brings together people-driven leaders, investors, and innovators across industries and backgrounds, with a shared passion for people innovation and transforming the world of work. Transform 2024 promises to be the best yet! Here’s what you can expect: Three days of powerful content Innovation showcases Probing conversations Hands-on learning experiences 300+ speakers Energizing after-hours networking Let’s shape the future world of work, together.

Summary: In this enlightening episode of the HR Impact show, Dr. Jim sits down with Shelia Gray to unravel the secrets behind Productive Conversation and its effects on building elite teams. As an experienced professional who has navigated the rapidly evolving landscape of Talent Acquisition, Shelia discusses her passion for the field and the challenges she has tackled in her illustrious career. From the early days of staffing to embracing global talent markets, Shelia shares her journey and the insights gained along the way.Shelia impresses upon listeners the lessons learned from leading global teams and the importance of trust-building in high-performance cultures. Delving into different aspects of the employer-employee relationship, she compares the European emphasis on employee retention with the US. focus on maximizing shareholder value. This episode is rich with real-life examples and practical advice for leaders at all levels, especially highlighting the importance of authenticity and real-time feedback in the development of teams.Key Takeaways: Building elite teams requires an emphasis on Productive Conversation, with a focus on trust and active communication.Employers' approaches to retention and restructuring vary globally, impacting employee loyalty and company culture.Real-time and on-time feedback from leaders is critical for employee development and avoiding bias.Authentic leadership is key for successful team dynamics, requiring leaders to be transparent, empathetic, and real.Confrontation in the workplace, when managed well, can lead to positive outcomes and foster a culture of support and resilience.Chapters: 0:02:41 The importance of understanding the candidate market and employee value proposition0:06:39 Disconnect between some leaders' desire to bring everyone back on-site and employees' preferences0:09:00 The illusion of loyalty from companies and the reality of business decisions0:12:10 Importance of the distinction between US and European lens on employer-employee contract0:14:41 Offering alternative positions or training during restructuring in the US0:17:27 Using dysfunctions of a team and communication to build teams0:21:20 Example of team supporting a member on sick leave0:24:21 The need for authentic leadership and managing for the situation at hand0:27:14 The importance of giving real-time feedback and avoiding surprises in performance reviewsConnect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: linkedin.com/in/cheetung Connect with Shelia Gray: linkedin.com/in/sheliadgrayMusic Credit: winning elevation - Hot_DopeJoin us at HR Impact to learn and connect with a community of HR leaders just like you. This is the space where top people leaders share actionable insights and practical playbooks in fostering a high-performing workplace of the future.Sign up as a member today for community updates on the latest HR resources and exclusive event invites: www.engagerocket.co/hrimpactMentioned in this...

Summary: In this vibrant episode of the HR impact show, your host, Dr. Jim, engages in a deep dive into the universe of talent strategy with DeJuan Brown, a seasoned sales leader armed with innovative and authentic approaches to leadership. This dialogue traverses the often rigid terrains of corporate culture to uncover the essence of building elite, transparent, and trusting teams. A central theme of the discussion underlines the inadequacy of traditional, spreadsheet-focused leadership styles that overlook the human elements essential to team success.DeJuan reflects on his beginnings as a bus boy, offering compelling insights into how meticulous attention to customer service has framed his sales philosophy. Anecdotes from his early career paint a picture where proactive service and keen attentiveness set the foundation for exceptional team leadership. This episode not only challenges outdated professional norms but also emphasizes the significance of diverse perspectives and whole-self contribution to the profitability and vibrancy of team culture.The conversation then evolves into a thoughtful exploration of authenticity in the workplace. DeJuan Brown emphasizes the importance of recognizing individual expressions of passion and commitment. He warns against the pitfalls of enforcing a monolithic standard which may inadvertently restrict or misinterpret the unique contributions of team members. This rich dialogue provides actionable insights on cultivating a deeply inclusive and high-performing sales team environment.Key Takeaways: Service Mindset: Success in leadership and sales comes from a service-oriented approach, being proactive, and anticipating the needs of your team and customers.Beyond Spreadsheets: Leading people effectively involves more than adhering to data and processes – it's about understanding and catering to individual team member's needs, motivations, and contributions.Diversity Drives Profitability: Embracing diversity and encouraging team members to bring their whole self to work fosters a profitable and thriving team environment.Authenticity is Key: Authenticity and allowing individual expressions of core values, such as passion and candor, is crucial to building elite teams. Standardization can hinder authenticity and team performance.Self-Reflective Leadership: Leaders should be self-aware and introspective, challenging their biases and conditioning to allow space for authentic team member expression.Chapters: 0:01:42 DeJuan Brown's background in the service industry and how it shaped his sales philosophy0:05:58 The outdated ideas of professionalism and leadership that hinder building elite teams0:08:53 Overcoming gatekeeping and allowing employees to bring their whole selves to work0:11:05 The importance of leaders questioning their own biases and reactions to foster an inclusive culture0:14:21 DeJuan Brown highlights the importance of leading people rather than processes or technology.0:16:38 DeJuan Brown warns against making a monolith out of certain qualities and expecting everyone to conform to a specific standard.0:20:44 Dr. Jim summarizes the key takeaways from the conversation, including the importance of serving your people and leading with a people-first mindset.Connect with Dr. Jim: linkedin.com/in/drjimk Connect with CT: <a...