Practitioners Corner

By WRKdefined

Unlock the world of work with 'Practitioners Corner'! Delve into practitioners' triumphs, setbacks, and late-night musings. Join us for a captivating exploration of professional journeys." Proudly bro... more

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FAQs about Practitioners Corner:

How many episodes does Practitioners Corner have?

The podcast currently has 29 episodes available.

Practitioners Corner episodes:

April 10, 2024 Amy Mosher, Chief People Officer with isolved: Her thoughts, her journey, her story.
In this episode we speak with Amy Mosher, Chief People Officer with isolved to learn about her journey from HR Generalist to Chief People Officer for one of the industry's most loved workplaces.

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56min
April 03, 2024Building Neurodiversity at Work: Challenges and Opportunities
In this episode we sit down with Anthony Pacilio, VP of Neurodiverse Solutions at CAI, to explore neurodiversity in the workplace and how employers can work to accommodate neurodiverse talent. Neurodiversity is about recognizing and valuing the unique perspectives and abilities of individuals who think differently and process information in a different way.
Takeaways
Neurodiversity is about recognizing and valuing the unique perspectives and abilities of individuals who think differently and process information in a different way.
There is a need for education and training to create inclusive work environments for neurodiverse talent.
Advocacy and self-advocacy are crucial for neurodivergent individuals to communicate their needs and be successful in the workplace.
Companies should focus on empathy and understanding to create a supportive and accepting culture for neurodivergent employees.
The interview process should be tailored to accommodate the specific needs and abilities of neurodivergent candidates, rather than relying on standardized questions and processes. Accommodations, such as flexible work arrangements and noise-canceling headphones, are crucial for creating an inclusive workplace for neurodivergent individuals.
Training and standardized interviews should be tailored to accommodate the unique needs of neurodivergent candidates.
Remote work can be beneficial for many neurodivergent individuals, but some may still prefer the social interaction of a physical workplace.
Early intervention and diagnosis are essential in supporting neurodivergent children and helping them reach their full potential.
There is a need for intervention programs that support neurodivergent individuals in prisons and help them channel their skills and aptitudes into positive endeavors.

Chapters
00:00 Introductions
06:07 Building Neurodiversity at Work
13:17 Anthony's Personal Journey
22:13 Understanding and Advocating for Neurodivergent Talent
27:14 The Interview Process and Tailoring for Neurodivergent Candidates
27:59 Creating an Inclusive Workplace
33:42 Tailoring Training and Interviews
37:18 The Benefits and Challenges of Remote Work
42:23 Early Intervention and Diagnosis
46:04 Intervention Programs

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53min
March 27, 2024From Accountant to CHRO: Building Workplace Culture Across Borders with Charlie Judy, CHRO
Charlie Judy, Chief People and Culture Officer at Intelligent Medical Objects, discusses his unconventional journey from accounting to HR, and later to tech innovation. With insights from his 13-year tenure at Deloitte and international assignments, he shares perspectives on workplace culture, remote work challenges, and career transitions. From redefining job hopping to embracing risks, Judy reflects on the evolving landscape of HR and employee experiences.

Takeaways
Charlie Judy's career path from accounting to HR showcases the value of diverse experiences in shaping HR professionals.
International assignments can provide unique opportunities for growth and learning.
Building a strong brand and understanding cultural nuances are essential when expanding operations in different countries.
Transitioning to technology can offer new perspectives and solutions to HR challenges. Assessing workplace culture involves going beyond ratings and understanding the actual experience of working in a company.
Defining workplace culture requires identifying the values, behaviors, and norms that shape the work environment.
Remote work presents challenges in maintaining a strong workplace culture and connection among employees.
Transitioning from entrepreneurship to a corporate role can provide valuable experience and perspective.
Job hopping is no longer seen as a negative trait, and companies are valuing diverse experiences and skills.
Learning and personal growth are important factors in job satisfaction and should be prioritized in career decisions.
Knowing when to leave a job involves self-reflection and understanding one's needs and goals.
Taking risks in career decisions can lead to personal and professional growth.
Boomerang employees, those who leave a company and return later, can bring valuable experience and knowledge.
Employee experience is subjective and varies based on individual preferences and company culture.

Chapters
00:00 Introduction and Background
06:26 Current Role and Company
09:59 Non-Traditional Upbringing in HR
10:21 Early Career in Accounting
12:11 Transition to HR
14:01 Experience at Deloitte
16:17 International Assignments
19:14 Building a Brand in India
20:13 Transition to Technology
21:12 Assessing Workplace Culture
22:10 Defining Workplace Culture
23:09 Understanding Work Environment
24:23 Challenges of Remote Work
25:24 Transitioning from Entrepreneurship to Corporate
27:02 Changing Perceptions of Job Hopping
28:11 The Value of Relevant Experience
29:14 The Importance of Learning in a Job
30:24 Knowing When to Leave a Job
34:09 Taking Risks in Career Decisions
35:57 The Concept of Boomerang Employees
37:32 Employee Experience and Expectations

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58min
March 20, 2024Playing Nice in the Talent Sandbox: Navigating Boundaries with Laura Mazzullo from Eastside Staffing
In this episode, Ryan Leary and William Tincup chat with Laura Mazzullo, founder of Eastside Staffing, about the nuances of talent acquisition. They tackle recruiter therapy, setting boundaries for both hiring managers and candidates, and the pivotal role of external staffing firms as companies scale.
Takeaways
Working with HR clients can be challenging due to the embarrassment factor and the perception that they should be able to handle recruitment themselves.
Clients may feel shame or guilt about needing external help, but it's important to remind them that it's not a failure and that external expertise can be valuable.
Teaching and educating clients can be beneficial, but it's crucial to focus on delivering results and outcomes rather than getting clients to understand the intricacies of the process.
Setting clear boundaries and not taking on responsibilities that are not yours is essential to maintaining a healthy client relationship. Recruiters often struggle with confidence, especially when dealing with high-level executives or difficult conversations.
Gender can play a role in confidence levels, with women often feeling less confident in business settings.
Building confidence is a challenge for recruiters, but it is essential for success in the industry.
Guilt can influence recruiters' decision-making and their desire to please everyone.
Setting boundaries and tolerating relationships are important aspects of maintaining confidence and professional success in recruiting.

Chapters
00:00 Introduction and Pronunciation
01:40 Introducing Laura Mazzullo
03:27 Challenges of Working with HR Clients
05:27 The Embarrassment Factor
09:37 The Perception of Needing External Help
13:31 Teaching and Educating Clients
15:27 The Value of Expertise
17:54 Not Taking on Others' Responsibilities
18:43 Simplifying Proposals and Processes
19:24 Not Chasing Clients
20:33 Managing Client and Candidate Expectations
21:28 Finding the Threshold for Expectations
22:33 Prioritizing Recruiter Satisfaction
23:32 Taking Ownership of Criticism
25:18 Balancing Self-Blame and Self-Confidence
26:16 Analyzing Criticism Objectively
28:24 Educating Candidates on the Hiring Process
29:24 Understanding Different Definitions of Toxicity
30:02 The Desire for Perfectionism in Talent Acquisition
33:33 Giving Feedback to Hiring Managers
35:27 Fear of Upsetting Hiring Managers
37:44 Overcoming Fear and Insecurity
38:27 The Confidence Gap
39:14 Gender and Confidence
40:09 The Challenge of Building Confidence
40:56 The Role of Guilt
41:48 The Difficulty of Firing and Layoffs
42:14 The Importance of Remembering Our Worth
42:48 The Need for Boundaries
44:00 The Challenge of Getting Hiring Right
45:27 The Role of Guilt in Recruiting
46:33 The Pressure to Please Everyone
48:48 The Fear of Ruffling Feathers
49:50 Sticking Up for Your Expertise
51:04 The Importance of Kindness
52:24 Setting Boundaries and Tolerating Relationships
55:02 The Consequences of Over-Pleasing
55:44 The Power of Handwritten Cards
56:01 Conclusion

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58min
March 13, 2024Talent Acquisition Excellence: Using Digital Capabilities and Analytics to Improve Recruitment
We speak with TA veteran and 6-time author Bas van de Haterd who has recently co-authored with Kevin Wheeler, "Talent Acquisition Excellence: Using Digital Capabilities and Analytics to Improve Recruitment" We explore technology's role in sourcing, branding, and recruitment processes. From digital pre-selection to analytics, we unravel the ethical considerations and skills essential for future-proof recruitment, featuring real-world case studies and expert insights.
Key Takeaways
Talent acquisition professionals should focus on talent strategy and execution, aligning it with the corporate strategy.
There is no one-size-fits-all approach to talent acquisition, and processes should be tailored to specific hiring scenarios.
The book emphasizes the importance of being talent-centric and agile in recruitment, adapting processes to meet candidate needs.
Cultural differences play a significant role in talent acquisition practices, and understanding these differences is crucial for global recruitment. Assessing candidates' English proficiency is crucial, especially in global organizations.
Talent acquisition should evolve into a strategic partner within organizations, focusing on holistic talent management.
Pre-hire assessments can provide valuable insights into candidates' skills and fit for the organization.
Recruiters should aim to become talent partners, engaging in meaningful discussions with hiring managers.
AI skills and data analysis are becoming increasingly important in talent acquisition.
Ethical dilemmas arise when using technology in recruitment, and organizations should have open debates about their usage.
Automation can be applied to certain recruitment tasks, freeing up time for recruiters to focus on strategic activities.
Talent advisors play a crucial role in guiding organizations' talent acquisition strategies.
Recruiters should continuously seek advice and learn from others in the field.

Chapters
00:00 Introduction and Background
01:30 The Inspiration for the Book
03:55 The Title of the Book
04:35 Talent Acquisition Excellence
05:34 Identifying Bad Talent Acquisition
08:25 Defining Talent Excellence
11:21 Chapter by Chapter Overview
20:21 Global Perspectives on Talent Acquisition
22:29 Assessing English Proficiency
23:00 The Future of Talent Acquisition
23:26 Holistic Talent Management
24:03 Pre-Hire Assessments
24:24 Equal Opportunity for Candidates
24:59 Becoming Talent Partners
25:21 Debating Hiring Criteria
26:25 Building Relationships with Hiring Managers
27:32 Skills Needed for AI in Talent Acquisition
28:34 Analytical Skills and Data Analysis
29:34 Ethical Dilemmas in Tech Usage
30:31 Automation vs. Augmentation
37:31 Automating Recruitment Tasks
39:04 The Role of Talent Advisors
41:01 Best Advice for Recruiters

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46min
March 06, 2024From Shaved Heads to Strategic HR: Navigating Career Wisdom with Donald Knight
Donald Knight is an industry veteran, currently the Chief People Officer at Greenhouse Software joins us to dissect his rise to leading people at one of the most forward thinking HR and Work Tech companies on the planet. We interrogate Donald (in a nice way) to learn about his upbringing, education, and his career.
From law school and LSATs to falling in love with understanding why organizations thrive - Donald converts his ridiculously high energy into the conversation that can help to answer some of the question that you may have on career growth and intentionally studying successful leaders.

Takeaways:
Learn with intentions
Transitioning to HR can happen unexpectedly, and it is important to be open to new opportunities.
Empathy is a crucial skill in HR, as it allows for understanding and support in difficult situations.
Difficult conversations and layoffs require empathy and a focus on the overall well-being of employees.
Successful CHRO careers often involve intentional career growth, continuous learning, and studying the experiences of other leaders. Seek wisdom from other practitioners and learn from their experiences.
Understand and listen to others before sharing your own perspective.
Continuously learn and add diverse experiences to enhance your skills.
Strive for excellence in HR without being paralyzed by the pursuit of perfection.
Find inspiration from youth and media to stay motivated and informed.

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

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55min
February 28, 2024From Office Manager to CHRO: The Journey of Tricia Shields
Summary
In this podcast, Tricia Shields, the Chief Human Resources Officer at Naviant, opens up about her 15-year journey in HR, diving into the unique culture of Wisconsin and her observations on movement's impact on workouts. Tricia also shares her sources of inspiration and networking experiences, highlighting the beauty of the UP alongside HR challenges. She emphasizes the significance of compensation, total rewards, and the influence of parenting on financial literacy. Tricia delves into the AI hype in HR, revealing valuable insights into her career journey and essential HR technology. The conversation wraps up with pivotal moments in Tricia's HR career.

Takeaways
Tricia started her career in office management roles and gradually transitioned into HR.
The growth and continuous opportunities at Naviant have kept Tricia engaged and motivated to stay with the company for 15 years.
Tricia advises her younger self to be more confident and embrace her unique insights and ideas.
The Wisconsin accent is distinct and can vary across different regions. Observing others' movements during workouts can lead to a more intense workout.
LinkedIn and peer groups are valuable sources of inspiration and networking for HR professionals.
The UP offers beautiful natural resources and seasons.
Compensation can include more than just salary, such as benefits and privileges.
Financial literacy can be influenced by parenting.
AI in HR is adequately hyped.
Aligning with the right organization and leadership is crucial for career growth.

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Chapters
00:00 Introduction and Small Talk
03:05 Exploring Milwaukee and Wisconsin
06:55 Tricia's Journey in HR
09:06 Staying with a Company for 15 Years
12:52 Advice for Younger Self
14:10 Wisconsin Accent
15:33 The Impact of Movement on Workouts
16:00 Observing Others' Movements
16:12 Finding Inspiration and Networking
17:25 Sources of Inspiration
18:29 Engaging on LinkedIn
19:09 Lurking vs. Contributing on LinkedIn
20:12 What Keeps You Up at Night?
20:37 The Challenges of HR
22:35 Connecting with Remote Employees
23:48 The Hardest Part of HR
25:28 Compensation and Total Rewards
27:23 The Value of Cash in Compensation
29:31 The Influence of Parenting on Financial Literacy
31:31 The Hype of AI in HR
32:57 Career Journey and Moving Forward
34:44 The Most Valuable HR Technology
36:10 Pivotal Moments in the Journey
37:05 Feeling Confident in Having a Voice
38:00 Favorite Books and Reading Habits
39:15 The Importance of Crucial Conversations
40:01 The Challenges of HR Conversations
41:37 The Influence of Online Influencers
43:39 The Value of Conferences and Webinars
45:36 Enhancing the Conference Experience
46:18 The Power of Panels in HR Conferences
49:21 Creating Uncomfortable Conversations on Panels
50:12 Failed Ideas and Learning from Them
52:34 Closing Remarks

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48min
February 21, 2024Mastering People, Process, and Product: Essential Guidance for Building a Thriving People Organization! 🌱
Summary
In this conversation, Tami Rosen, Chief People Officer at Pagaya, shares insights from her career journey and the different industries she has worked in. She emphasizes the importance of understanding the business you support and building strong relationships with people at all levels. Tami also discusses the need for continuous learning and being open to failure as a means of growth. She ranks people, process, and product, highlighting the significance of having the right people in place. Tami shares her sources of inspiration and offers advice for new graduates and people managers. In this conversation, Tami Rosen discusses her sources of inspiration and how she consumes information from various places. She emphasizes the importance of reading articles, listening to others, and watching what people write about their experiences. Tami also expresses her preference for practitioners' stories and appreciates their authenticity and vulnerability. Additionally, she mentions the influence of social media, particularly LinkedIn and Twitter, in finding different voices and perspectives.

Takeaways
Understand the business you support and be able to talk fluently about it.
Build strong relationships with people at all levels of the organization.
Be a constant learner and embrace failure as an opportunity for growth.
Rank people, process, and product, with people being the most important factor. Seek inspiration from various sources and consume information from different places.
Pay attention to practitioners' stories as they provide authentic and vulnerable insights.
Utilize social media platforms like LinkedIn and Twitter to find different voices and perspectives.

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Chapters
00:00 Introduction and Background
01:10 Differences in People Management Across Industries
04:19 Career Journey and Unexpected Paths
07:47 Finding Your Thrive
10:26 Choosing a College and Favorite Course
12:52 Transitioning from Pre-Law to HR
14:20 Navigating Career Choices and Experimenting
17:11 Guidance for New Graduates
19:27 Sources of Inspiration
22:59 Ranking People, Process, and Product
26:57 Successful and Failed Program Rollouts
30:35 Span of Control and Building Relationships
34:37 Identifying People Who Thrive
37:25 Nuggets of Advice for People Managers
39:42 Voices That Resonate
39:59 Sources of Inspiration
41:06 Preference for Practitioners' Stories
41:49 Influence of Social Media

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47min
February 10, 2024Unlocking HR's Potential: Navigating Talent Acquisition, Transformation, and Skills Revolution with Steve O'Brien
Summary
In this conversation, Steve O'Brien, Senior Vice President of People Solutions at Syneos Health, discusses the difference between talent acquisition and HR, the target operating model transformation, and programs that went well and didn't go well. He also shares advice for someone starting in the talent game and discusses the characteristics of successful interactions with colleagues and leaders. Additionally, he talks about his reading habits and the importance of methodical thinking. In this conversation, Steve O'Brien discusses his reading habits, the skills revolution in HR, and the difference between skills and competencies.

Takeaways
Talent acquisition is a tactical function focused on delivering concrete results, while HR encompasses both tactical and strategic elements.
A target operating model transformation can introduce flexibility and agility into HR, allowing for rapid response to customer needs.
Successful programs often involve informal agreements and a shared vision of what could be true, even if it can't be proven.
Starting in staffing and gaining experience on the supplier side can provide valuable skills and a deep understanding of recruiting fundamentals.
Interactions with colleagues and leaders should involve cooperation, vision casting, and a focus on what can be achieved rather than fault finding.
Methodical thinking and a philosophical background can contribute to effective argumentation and democratic accessibility of ideas. Diversify your reading habits by including both fiction and nonfiction books.
The skills revolution in HR is about moving away from job titles and career paths and focusing on the unique collection of skills that individuals possess.
Skills should inform decision-making in hiring, promotion, and firing.
Skills should be integrated throughout the entire organization to have a real impact.
Skills should not be seen as a reductive view of talent, but rather as a way to enhance decision-making and understanding of individuals.
Three key takeaways from Steve's career: commit to personal excellence, actively seek tough feedback, and invest in continuous learning.

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Chapters
00:00 Introduction and Background
02:50 Difference Between Talent Acquisition and HR
06:15 Target Operating Model Transformation
09:52 Programs that Went Well and Didn't Go Well
19:45 Advice for Someone Starting in the Talent Game
25:02 Starting in Staffing and Moving to Corporate Recruiting
29:26 Characteristics of Successful Interactions
33:53 Thriving with Leaders Above
35:13 Philosophy and Methodical Thinking
35:47 Reading Habits
35:54 Reading Habits
37:09 Skills Revolution
39:08 Skills vs Competencies
40:08 Key Takeaways

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46min

FAQs about Practitioners Corner:

How many episodes does Practitioners Corner have?

The podcast currently has 29 episodes available.