Practitioners Corner

Practitioners Corner

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Practitioners Corner episodes

  • Let's talk about Generations at Work (Season 1, Episode 9)

    In this episode, Laura Mazzullo speaks with generational expert Mary Cooney, PhD, about navigating multiple generations in today’s rapidly evolving workplace. They explore how pressure surrounding AI, the economy, job stability, and high expectations can create stress that limits curiosity, trust, and collaboration.

    Mary encourages us to challenge our assumptions, understand the historical experiences that shaped each generation, and become curious rather than judgmental when differences arise. The conversation also explores agile versus crystallized intellect—and how powerful it can be when different generations bring their unique strengths together. Ultimately, creating a workplace built on trust, respect, and recognition allows people and generations to thrive together.

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

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    31 min
  • Let's talk about Talent Management (Season 1, Episode 8)

    In this episode, I spoke with Nicholaos Papadopoulos ("Coach Nick"), Talent Management expert, about what it really takes to create learning experiences that truly add value.

    We explored the importance of connecting the dots for leaders—moving beyond one-off events to create an intentional arc of learning with a clear beginning, middle, and meaningful touchpoints along the way. Coach Nick shared his belief in using multiple touchpoints to reinforce learning, and in making values and competencies an integral part of the experience so they become embedded in how people actually work.

    We also challenged the idea of “soft skills” (a phrase neither of us loves!) and discussed how these human capabilities can serve as a north star for leadership development.

    Finally, we talked about the mindset required to learn and grow. When we judge ourselves for where we’re starting, we can become less open to learning. Instead, Coach Nick encourages leaders to set an intention, commit to the experience, and stay open to what they can learn along the way.

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    32 min
  • Let's talk about EQ and AI (Season 1, Episode 6)

    In this episode, Laura Mazzullo speaks with Ekta Lall Mittal, a former HR executive turned founder, about the evolving intersection of people, technology, process, and change.

    They explore how emerging women leaders can build authentic networks, embrace different perspectives, and bring empathy and emotional intelligence into an increasingly AI-driven workplace. As HR teams rethink how we work, develop skills, and use AI, Ekta encourages leaders to slow down, be strategic, and focus on thoughtful transformation—not simply keeping up with technology.

    The conversation also highlights the importance of people, process, analytics, and change, while reminding HR professionals to stay self-aware and protect against burnout.

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    37 min
  • Let's talk about Intention and Candor in HR (Season 1, Episode 7)

    Laura sits down with Fred Leong, Head of People and Culture, to explore what it takes to build high-performing, human-centered teams. They discuss radical candor, trust, empathy, and emotional intelligence, alongside the impact of AI, productivity, and the challenge of finding real ROI.

    The conversation highlights the importance of learning and development and why success is a team sport. Above all, they explore the human skills leaders can’t afford to lose sight of—reasoning, judgment, empathy, emotional regulation, and creating intentional conversations.

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    34 min
  • Let's talk about the Rollercoaster of TA (Season 1, Episode 5)

    In this conversation with Dan Goyeneche, a Talent AcquisitionLleader, we unpack the rapid rate of disruption in recruitment—from AI intervention and the uncertainty it creates to the shifting dynamics of power, ego, and personal branding on LinkedIn. We explore the caution and trepidation people are feeling in today’s market, the post-COVID rollercoaster the industry has experienced, and the troubling rise of ghost jobs.

    We also dig into the human side of TA work: our desire to please, feel valued, and be accepted; the lingering conversation of having a “seat at the table”; and the tendency to wear “busy” as a badge of honor. It’s a candid look at what’s changing in recruitment—and what self-reflection we all need to e doing.


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    32 min
  • Let's talk about Self-Advocacy in HR (Season 1, Episode 4)

    In this episode, Erin Nesbitt, a strategic People leader, shares

    insights on the power of equality and equity in our thinking—and why HR
    professionals need to prioritize advocating for themselves. We explore the
    evolution of HR from “people policy” to strategic business partner, the
    importance of knowing your worth, taking your PTO, and recognizing that no one
    will advocate for you more than you.

    We also talk about the unique role HR leaders play in

    supporting others through the best and worst of times—and why it’s time to
    bring more humanity back to work. Ultimately, it’s about remembering how you
    make people feel matters.

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    32 min
  • Let's talk about Balancing Technology and the Human Side of HR (Season 1, Episode 3)

    In this episode, Laura speaks with Liz Mattila, Chief People Officer and explores how HR professionals can use AI to improve recruitment, talent development, and workplace processes without losing the empathy, judgment, and personal connection that make HR effective.

    Listeners will learn where technology can streamline transactional work, where human involvement remains essential, and how organizations can strengthen communication, coaching, and relationship-building skills alongside new AI capabilities.

    Key Takeaways:

    • AI can streamline recruiting and HR processes, but human judgment remains essential for important people decisions.
    • Candidates and employees still value empathy, compassion, and authenticcommunication.
    • HR professionals need to develop strategic thinking and interpersonal skills alongside technology skills.
    • Organizations should identify which HR interactions benefit most from personal attention.
    • AI should support human relationships rather than turn important workplace interactions into transactions.
    • Simple approaches such as conversations, coaching, and lunch-and-learn sessions can create meaningful employee connections.
    • Professional networks become more valuable when relationships are maintained authentically rather than transactionally.
    • HR leaders should gather employee feedback to understand where more personalconnection is needed.
    • Talent development and coaching require human context that technology alone cannot provide.
    • The future of HR requires a practical balance between technological efficiency and genuine human connection.

      • Timestamps

      00:00 – Why personal connection still matters in HR
      03:15 – How AI is changing recruitment
      06:30 – Where technology can weaken candidate relationships
      09:45 – Balancing efficiency with human judgment
      13:00 – The changing skills HR professionals need
      16:20 – Using coaching and communication effectively
      19:10 – Finding more personal ways to engage employees
      22:00 – Why professional relationships matter
      25:10 – Building authentic HR networks
      28:00 – What human-centered HR can look like


      Keywords

      AI in HR, human touch in HR, AI recruitment, HR technology, talent acquisition,
      employee experience, HR coaching, human resources skills, candidate experience,
      strategic HR


       

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      30 min
    • Let's talk about Intention and Impact in Talent Acquisition (Season 1, Episode 2)

      This conversation between Laura and Rachel Cupples, a strategic Talent Acquisition Pro, examines what is changing in talent acquisition as AI becomes more embedded in recruiting and job searching. The discussion looks at what is being automated, what should remain human, and whether the industry is losing sight of the connection between intent and impact. It also explores the challenges job seekers face, including the conflicting expectations around AI use: employees may be encouraged to use AI at work while being penalized for using it during a job search. The conversation challenges recruiters and organizations to question AI solutions that promise too much, return to the fundamentals of effective recruiting, and give talent acquisition professionals the time and authority to do strategic, advisory work. Ultimately, the episode asks HR and recruiting leaders to look more closely at the people making decisions, the processes behind those decisions, and whether technology is actually improving the experience it is meant to support.

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      33 min
    • Let’s talk about Bravery in Talent Acquisition (Season 1, Episode 1)

      In this episode, I speak with Andy Chown, a strategic Head of Talent

      Acquisition to explore what’s keeping him up at night—from whether hiring
      practices are really working as they should, to how we collectively are using
      AI without losing sight of the candidate experience. We talk about
      second-guessing our instincts, the race to evolve, and how hiring managers can
      become true advocates for Talent Acquisition. Andy leaves us with a great
      reminder to recruiters everywhere: be brave, be courageous, and trust your
      expertise.


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      36 min
    • Say Yes or Stay Average: The Career Advice By CHRO Jessica Kozak That Actually Works

      From pulling weapons at Six Flags to scaling a global HR org, this is what happens when you chase people, not titles.

      Most careers don’t break. They drift. Jessica Kozak didn’t drift. She pivoted fast, learned what she hated early, and kept saying yes when it counted. From high-volume recruiting chaos to enterprise HR strategy, this is about ownership, risk, and building real leverage through people, not process.

      In this episode, you get the unfiltered path from security guard to CHRO, what high-turnover environments actually teach you, why “say yes” beats perfect planning, and how networks quietly run your career whether you admit it or not.


      Key Takeaways:

      • Jessica started in criminal justice and pivoted after realizing she hated enforcement work
      • High-volume recruiting means constant churn. Casino dealers sometimes leave in weeks
      • Early career lesson: figure out what you don’t want fast
      • She spent ~8 years in recruiting before moving into HR leadership
      • “Say yes” unlocked multiple promotions and stretch roles
      • Booz Allen rotated roles every ~18 months to force growth
      • Hybrid HR + recruiting roles create stronger business alignment
      • COVID response included building a 24/7 grocery support system for seniors
      • Headquarters exposure accelerates access to executives and decision-making
      • Networks compound. Burn one bridge, it follows you for years
      • Career growth came from discomfort, not planning

        • Guest :

        Jessica Kozak | CHRO, Apex Analytics

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

        Builds and scales HR orgs across enterprise environments. Known for turning chaos into structure without losing the human side.


        Connect with Us :

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

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


        WRKdefined

        Site: http://www.wrkdefined.com

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

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

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

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

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

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        47 min

      About Practitioners Corner

      From the publisher's feed

      Practitioner Corner with Laura is a podcast designed specifically for HR and Talent Pros; it is a cozy nook where we chat through what is taking up space in our hearts and minds about this profession.…