In this episode of the Bringing the Human back to Human Resources podcast, Traci speaks with Kristen Brun Sharkey about building a culture of innovation and effective leadership strategies.

Guest: Kristen Brun Sharkey

Kristen Brun Sharkey is the Founder and CEO of Emboldify, an executive coach, facilitator, and speaker with 15 years of experience leading teams in advertising, tech, and marketing at companies from early-stage startups to Fortune 100s. She helps leaders advance their careers, make better decisions, execute change effectively, develop innovative solutions, and successfully engage their teams. Her unique approach combines evidence-based business and leadership frameworks with principles from improv theater. She holds a master's degree in management strategy and leadership from Michigan State University and has spoken at notable conferences including the California Conference for Women and the Chief in Tech Summit.

Key Topics Discussed:

1. (00:00) Introduction and welcome

2. (02:09) Defining innovation and its importance in business

3. (02:35) Model for building a culture of innovation

4. (05:36) Incorporating improv principles into leadership

5. (10:18) Separating idea generation from evaluation

6. (14:50) Case studies in innovation failure (Blockbuster example)

7. (15:22) The role of humility in leadership

8. (22:31) Strategies for influencing resistant leaders

9. (26:55) Behaviors that support innovative culture

Highlights:

* Innovation requires both high commitment and openness to new ideas

* Psychological safety and destigmatizing failure are crucial for fostering innovation

* The "Yes, and" principle from improv theater can transform team dynamics and idea generation

* Great leaders create more leaders by elevating others' ideas and solutions

* Separating divergent thinking (idea generation) from convergent thinking (evaluation) is essential

* Feedback, especially through third parties like coaches, can help leaders develop self-awareness

* Successful innovative cultures celebrate failure and embrace play

* Leaders must balance humility with the ability to guide their teams effectively

Connect with Kristen Brun Sharkey:

*LinkedIn: https://www.linkedin.com/in/kristenbsharkey/

Connect with Traci:

* https://linktr.ee/HRTraci

* Visit our website: https://HRTraci.com

If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership.

Don't forget to subscribe, leave a comment, and give this episode a 👍🏼

Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

In this episode of the Bringing the Human back to Human Resources podcast, Traci shares her predictions and insights on the key HR trends for 2025 in this special end-of-year episode.

Episode: 208 (Final Episode of 2024)

Key Topics Discussed:

1. (00:28) Introduction and end-of-year announcements

2. (03:12) Milestone celebration - 208 episodes and four years

3. (03:42) Human-centric leadership evolution

4. (06:31) AI and human balance in the workplace

5. (11:26) Personalization of work experience

6. (13:24) Employee wellbeing and engagement

7. (17:11) Skills and development evolution

8. (20:33) Sustainability and eco-consciousness

9. (24:21) Workplace connection and hybrid work future

Highlights:

* Human-centric leadership will continue to evolve with 90% of HR leaders believing it's crucial for success

* AI should be viewed as an enhancement tool rather than a replacement, with focus on ethical use and literacy

* Six in ten employees will need skill-based training by 2027

* Companies must address the "Great Detachment" phenomenon through enhanced engagement strategies

* Remote and hybrid work will continue to evolve, with hybrid likely becoming the dominant model

* There's an increasing need to balance technological advancement with genuine human connection

* Sustainability and eco-consciousness will drive new job creation and workplace practices

* Focus on turning hourly jobs into quality positions through personalization and flexibility

* Emphasis on both technical and power skills development

* The importance of integrating work-life balance rather than just striking a balance

Resources:

"Future Work Trends: 14 Workplace Predictions For 2025" by Bryan Robinson, Ph.D. (Forbes, November 13, 2024)

"Outdated workplace trends to say goodbye to" 

"16 Trends Set To Disrupt Workplaces In 2025" (Forbes Coaches Council, November 20, 2024)

"Top Trends in Workforce Transformation in 2025" by Sayantoni Das (December 2, 2024)

Connect with Traci:

* Website: https://HRTraci.com

* Complete Resource Hub: https://linktr.ee/HRTraci

Important Dates:

* Podcast Returns: January 7th, 2025

* Holiday Break: December 2024 - Early January 2025

If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. During the break, catch up on previous episodes, share with friends, and leave a review if you feel inclined.

Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

In this episode of the Bringing the Human back to Human Resources podcast, Traci speaks with Dr. Meghan Grace, a leading generational expert, about Gen Z in the workplace and how to effectively work across generations.

Guest: Dr. Meghan Grace

Dr. Meghan Grace is a leading generational expert whose research on Gen Z spans the last decade. She has helped companies, universities, and associations worldwide understand generations to work better together. She is the host of the podcast "Hashtag Gen Z" and has co-authored three books on Generation Z, with her new book "Generations in the World of Work" coming out later this year. She co-leads the Institute for Generational Research and Education.

Key Topics Discussed:

1. (00:00) Introduction and overview of generational differences

2. (02:44) Defining Gen Z: age ranges and characteristics

3. (05:27) Technology's role in shaping Gen Z's worldview

4. (09:05) Predictions for Gen Z's future in the workplace

5. (16:01) Gen Z's entrepreneurial mindset and questioning nature

6. (23:29) Research findings on Gen Z characteristics

7. (27:06) Strategies for engaging Gen Z employees

8. (32:36) Remote work and maintaining human connection

Highlights:

* Gen Z includes those born between 1995-2010 (ages 18-29 in 2024)

* Technology has been embedded in Gen Z's DNA - they have no conscious memories before the iPhone

* Gen Z prioritizes work-life balance and protection of their self-worth

* "Responsibility" consistently ranks as a top self-identified characteristic for Gen Z

* Gen Z craves human connection, especially after experiencing crucial developmental years during the pandemic

* They value authentic relationships and need to trust leadership before buying into company initiatives

* Gen Z responds well to flexibility but needs clear expectations and genuine human connections

* Companies can support remote Gen Z workers through initiatives like coffee shop stipends and intentional relationship-building

Connect with Dr. Meghan Grace:

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

* LinkedIn: https://www.linkedin.com/in/meghanmgrace/

* Instagram: @MeghanMGrace

* Threads: @MeghanMGrace

Connect with Traci:

* https://linktr.ee/HRTraci

* Visit our website: https://HRTraci.com

If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership.

Don't forget to subscribe, leave a comment, and give this episode a 👍🏼

Disclaimer:

Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

***Get expert HR insights and strategies with HRTraci.com. Subscribe for weekly episodes that bring the human back to Human Resources.***

In this episode of the Bringing the Human back to Human Resources podcast, Traci discusses the concerning trend of "ghosting" in the interview process, featuring voice messages from Hannah, who shares her personal experiences with being ghosted during job searches.

Guest: Hannah

- Professional with nearly 10 years of working experience

- Background in HR, L&D, coaching, talent management, HRBP, and program management

- Has experienced three layoffs in the past six years

Key Topics Discussed:

1. (00:06) Introduction and context about ghosting in recruitment

2. (02:59) Hannah's personal experiences with ghosting

3. (13:01) Analysis of Hannah's situation and broader implications

4. (21:28) Discussion of multiple ghosting scenarios

5. (23:22) Current job market challenges and unemployment trends

6. (34:28) Advice for handling resume gaps and job searching

Highlights:

* Applied to over 50 positions in her field

* Experienced ghosting after multiple rounds of interviews, including panel interviews with 10-11 people

* Waited 4-5 weeks after final interviews with no response

* Was ghosted even after being directly invited to apply for positions

* Current unemployment duration (6 months) is longer than previous experiences (typically 3 months)

* Massachusetts unemployment benefits discussion and limitations

Key Takeaways:

* Continue applying for jobs even when far along in promising interview processes

* Consider part-time or contract work during extended job searches

* Resume gaps are more acceptable post-COVID

* Q4 typically sees more layoffs due to business pressures

* Q1 often brings new job opportunities

Connect with Traci:

* Email: [email protected]

* Website: ⁠https://HRTraci.com⁠

* Instagram: @HRTraci - Send DMs for feedback and questions

* All links: ⁠https://linktr.ee/HRTraci⁠

Upcoming Schedule Note:

* Guest episode next week

* Last episode of 2024 in two weeks

* Return January 7th, 2025

If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership.

Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

**No more headaches with trying to manage your global workforce, compliantly hire and pay employees with Deel.com (https://bit.ly/3YlM6g6)**

In this episode of the Bringing the Human back to Human Resources podcast, Traci speaks with Ashlie Beiter, co-founder of Winona, about supporting menopausal women in the workplace and the critical need for post-reproductive healthcare benefits.

Guest: Ashlie Beiter

Ashlie Beiter is the co-founder of Winona, a telehealth company supporting women experiencing menopause through doctor-prescribed hormone replacement therapy. Since 2021, she has led marketing efforts as VP of Marketing, growing Winona's online community to over 10,000 members and expanding services to 34 states and territories.

Key Topics Discussed:

1. (00:00) Overview of menopause's impact on workplace productivity

2. (02:55) The scope of menopause symptoms and workplace challenges

3. (05:27) Early onset and duration of menopause symptoms

4. (08:52) Comparison of reproductive vs post-reproductive workplace support

5. (17:16) Corporate benefits and FSA/HSA utilization

6. (25:47) Addressing ageism in the workplace

Highlights:

* Menopause affects 26% of the workforce, with 80% finding it challenging to work

* There are 135 different menopause symptoms

* Perimenopause can start as early as age 35

* $1.8 billion in lost work productivity due to menopause symptoms

* UK has incorporated menopause into their Equality Act

* Companies can support employees through flexible work arrangements and wellness programs

Connect with Ashlie Beiter:

* https://linktr.ee/HRTraci

Visit our website: https://HRTraci.com

If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. Don't forget to subscribe, leave a comment, and give this episode a 👍🏼

Connect with Traci here: https://linktr.ee/HRTraci

Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

*No more headaches with trying to manage your global workforce, compliantly hire and pay employees with Deel.com (https://bit.ly/3YlM6g6)*

In this episode of the Bringing the Human Back to Human Resources podcast, Traci concludes our layoff series with Dan Goodman, founder of Dan Goodman Employment Advisory (DGEA). They explore the "counter to HR" perspective on layoffs, severance negotiations, and employee rights during termination.

Guest: Dan Goodman

Dan Goodman is the founder of Dan Goodman Employment Advisory (DGEA), launched in February 2023. He has successfully helped over 1,800 people during critical interactions with their employers. With over 30 years of experience in corporate America, including senior positions in cybersecurity, enterprise software, and executive consulting, Dan combines his extensive experience, empathy, and business acumen to help employees navigate workplace challenges.

Key Topics Discussed:

1. (00:01) Introduction to the concept of "Counter HR"

2. (13:23) The true purpose of HR and employee advocacy

3. (24:46) How companies handle system access during terminations

4. (29:41) The truth about performance improvement plans (PIPs)

5. (37:51) Understanding severance agreement review periods

6. (40:25) Changes to non-disparagement agreements in severance

Highlights:

* Companies often misrepresent severance as a favor rather than a negotiation

* Transparency is crucial in employer-employee relationships

* Performance improvement plans are frequently misused as exit tools

* Employees over 40 have specific rights regarding severance agreement review

* The National Labor Relations Board's 2023 ruling on non-disparagement agreements

* The importance of treating departing employees with dignity and respect

Connect with Dan Goodman:

* Website: DanGoodmanEA.com

* LinkedIn: Dan Goodman - Posts daily at 8:23 AM and 6:53 PM

Connect with Traci:

* https://linktr.ee/HRTraci

Visit our website: https://HRTraci.com

Thank you for joining us for our layoff series! If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership.

Don't forget to subscribe, leave a comment, and give this episode a 👍🏼

Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

In this episode of the Bringing the Human Back to Human Resources podcast, Traci continues the layoff series by addressing what happens when you or someone you know experiences a layoff, focusing on both the practical and emotional aspects of job loss.

Key Topics Discussed:

Highlights:

Practical Steps After a Layoff:

Financial Considerations:

Connect with Traci:

Don't miss next week's final installment of our layoff series featuring Dan Goodman, who brings a counter-perspective to traditional HR functions.

If you found value in this episode, please take a moment to rate, review, and subscribe to our podcast. Your feedback helps us reach more HR professionals who are passionate about bringing humanity back to human resources.

Connect with Traci here: https://linktr.ee/HRTraci

Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

In this episode of the Bringing the Human Back to Human Resources podcast, Traci continues the layoff series by addressing the critical topic of self-care for HR professionals during layoffs and how to support both departing and remaining employees through these challenging transitions.

Key Topics Discussed:

(00:00) Introduction and recap of previous episode with Jenna Dunay

(02:05) The emotional toll of layoffs on HR professionals

(03:00) Signs of emotional exhaustion and burnout

(04:52) Strategies for managing stress during layoffs

(11:29) Best practices for managing the layoff process

(15:53) Supporting remaining employees and addressing survivor's guilt

(17:15) Communication strategies post-layoff

(18:14) Rebuilding morale after layoffs

Highlights:

- HR professionals must prioritize self-care to effectively support others

- Creating clear boundaries between work and personal life is essential

- Signs of burnout include emotional exhaustion, sleep issues, and numbness

- Layoff conversations should be conducted in private spaces with empathy

- Common reactions from remaining employees include fear, anger, and productivity drops

- Regular, transparent communication is crucial for rebuilding trust

- Team-building events and recognition programs help rebuild morale

Self-Care Strategies Discussed:

- Join HR peer support communities

- Seek professional support when needed

- Establish clear work-life boundaries

Connect with Traci:

Email: [email protected]

Website: https://HRTraci.com

Instagram: @HRTraci

Don't miss the next installment of our layoff series! Tune in next week as we continue to explore this important topic, followed by a special guest who challenges traditional HR functions.

If you found value in this episode, please take a moment to rate, review, and subscribe to our podcast. Your feedback helps us reach more HR professionals who are passionate about bringing humanity back to human resources.Don't forget to subscribe, leave a comment, and give this video a 👍🏼

**No more headaches with trying to manage your global workforce, compliantly hire and pay employees with Deel.com**

In this episode of the Bringing the Human Back to Human Resources podcast, Traci discusses the challenging topic of layoffs with Jena Dunay, founder of Recruit the Employer, an outplacement and career development firm. They explore how to conduct layoffs with dignity and how organizations can recover internally after such events.

Guest: Jena Dunay

Jena Dunay is the founder of Recruit the Employer, an outplacement and career development firm. She is a LinkedIn Learning instructor with over 167,000 learners and has been featured on Business Insider, Forbes, Built In, The Skimm, and The Muse.

Key Topics Discussed:

1. (03:44) The importance of aligning layoff processes with company core values

2. (07:14) The significance of off-boarding as much as onboarding

3. (13:02) Planning and communication strategies for layoffs

4. (16:06) The role of outplacement services in supporting exiting employees

5. (25:43) Addressing survivor's guilt among remaining employees

6. (28:36) Rebuilding trust and culture after layoffs

Highlights:

- Layoffs should be conducted with dignity, reflecting the company's core values

- Proper planning and communication are crucial for a smooth layoff process

- Outplacement services can provide valuable support to exiting employees

- Leaders should own their mistakes and maintain open communication during layoffs

- Rebuilding trust between senior leadership and middle management is essential

- Organizations should focus on rebuilding culture after layoffs

Connect with Jena Dunay:

- Website: https://recruittheemployer.com

- LinkedIn: https://www.linkedin.com/in/jenadunay/ 

Resources mentioned in this episode:

- https://bywinona.com/employers 

-https://fsastore.com/winona.html

Connect with Traci:

- (https://linktr.ee/HRTraci

Visit our website:

https://HRTraci.com

Don't miss the next installment of our layoff series! Tune in next week as we continue to explore this important topic with more expert insights and practical strategies for HR professionals.

We hope you enjoyed this insightful discussion on conducting layoffs with dignity! If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. Don't forget to subscribe, leave a comment, and give this episode a 👍🏼

Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

In this 200th episode of the Bringing the Human back to Human Resources podcast, Traci celebrates this milestone and discusses the recent Monster Work Watch Report 2024.

She critically analyzes workplace trends and statistics, encouraging listeners to think critically about generalized reports. Traci also announces a special giveaway to celebrate the 200th episode milestone.

Connect with Traci here:

Visit our website:

Links mentioned in this episode:

Chapters:

We hope you enjoyed this special 200th episode celebration and insightful discussion on workplace trends!

If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership.

You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!

Don't forget to subscribe, leave a comment, and give this video a 👍🏼

Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.