Punk Rock HR

Are you living your dream or someone else's? What does it really take to land a promising writing career in 2018? Joining Laurie today is accomplished Sports Journalist and New York Times best-selling author, Jeff Pearlman. They talk about Jeff's amazing journey from screw up to best-selling author, the gig economy and the decline in the journalism industry, and the connection between politics and sports. You'll discover why it matters that we speak out about important topics.

• Jeff Pearlman's "Football for a Buck: The Crazy Rise and Crazier Demise of the USFL," promptly rose to become a #1 best-seller. The content was drawn from over 400 interviews of unadulterated, unforgettable, and downright scandalous stories. Who wouldn't want a copy? But no one becomes a best-selling author overnight. After all, writing is all about incremental learning. As you work the process, you're always learning and growing. Jeff talks about his writing roots and how his career came to be.
• The gig economy is upon us, there seems to be no escape. We have a serious decline in journalism posts in our midst. Legends in the industry laid off replaced with folks who will do the job at either a quarter or half the salary of a seasoned writer. The problem isn't even about companies letting the tenured writers go in favor of the 20-something-year-olds! It's that readers can't seem to tell or feel the difference. Jeff and Laurie weigh in on what the future of work's going to be like for the next generation and how we can prepare them for it.
• Who would believe that politics and sports share such deep ties? It's evident that the popular opinion is to separate the two as if it were the Church and State, but according to Jeff, you can't separate the two. Jeff and Laurie dive into the interesting connections and the nitty-gritty that binds the people, sports, and politics together.

The DIY HR Handbook

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Jeff Pearlman

Football for a Buck: The Crazy Rise and Crazier Demise of the USFL

Website

Facebook

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Books

Isn't it about time we had a corporate mindset shift? Because come on! There's more to work than giving the company your heart and soul. Jon Fortt, co-anchor of CNBC's "Squawk Alley," joins Laurie to talk about what's going right, what went wrong, and what's broken in the world of work. They talk about the reshaping of the traditional corporate mindset, #MeToo, wages, and the future of work.

• Jon Fortt is the host at Fortt Knox, a podcast dedicated to interviewing the highest achievers in the business, entertainment, philanthropy, and sports industries. His show gives us a sneak peek into these industry giants' lives and businesses while tackling the most interesting business and economic issues.
• How can we emulate the best leaders in the industry? Jon shares his take on how today's leaders are rethinking and reshaping the traditional corporate mindset. He shares how two outstanding leaders are breaking the mold of tradition with their business approach: Microsoft CEO, Satya Nadella, and Stitch Fix CEO, Katrina Lake.
• The #MeToo movement and stagnant wages are big issues in the global community. Jon shares his thoughts on corporate culture and respect. He also talks about why leaders should have plans to address and mitigate these issues.
• The tribe seems split when it comes to the flat wages issue. When labor demand is high but the employment rate is low, wages are at an all-time high. Although some companies are working to amend this for their employees' benefit, others see it as more of an expense. Jon believes it shouldn't be about hard data. Things like empathy and creativity are deeply important in any industry or organization.
• Laurie and Jon talk about the future of work and what he thinks about the next 10-20 years. People are worried that robots will be taking their jobs, but Jon believes that isn't true. Instead, he believes there's plenty of space for people because businesses need employees who are able to think about how their job impacts their role, the CEO, and the business.

The DIY HR Handbook

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Jon Fortt

LinkedIn

Facebook

Twitter

Productivity @Work

Fortt Knox

Squawk Alley

Fortt Knox: Satya Nadella Interview

Fortt Knox: Katrina Lake Interview

Annette Fortt

How do you future-proof your business or career? Are robots taking over all our jobs? On the show today is Alexandra Levit, an author, speaker, influencer, and futurist. Alexandra helps us understand how leaders and employees can prepare to become more successful in 5-15 years time. Will you be in on the next big trend? Alexandra believes the future will be project-based business.

• Who is Alexandra Levit? She started her corporate journey back in 2004. She wrote a book called, "They Don't Teach Corporate in College," and taught young professionals how to succeed in Corporate America. That was when she realized how Human Resources would have a much more strategic function in the 21st century.
• As a futurist, Alexandra analyzes and makes predictions on how businesses can be successful 5-15 years into the future. The goal is to prepare these companies and their employees for better, more meaningful careers in the future workplace.
• Alexandra wrote, "Humanity Works: Merging Technologies and People for the Workforce of the Future." She discusses how people shouldn't be fearful of the future of work. According to Alexandra, there's going to be a lot more meaningful work opportunities for people, and that's something to look forward to. We also have to embrace how some aspects of our jobs will become automated because it's a GOOD thing. When robots do the boring work, we'll be able to focus more on functions that rely on the human touch - like empathy and intuition.
• In terms of fixing work, Alexandra believes that there's a need to set boundaries for personal and professional life. Technology has allowed us to be "on" 24/7. It lets us connect 24/7, but it also makes us think about work 24/7. We check our phones for emails and get more work done because it's great to be productive, but this is also the fastest way to get burned out. Instead of trying to outwork technology, we should focus our efforts on cultivating skills that match tasks reliant on human intelligence - leave the repetitive stuff to the machines.
• You might need a mind shift when it comes to starting your career if you want to make sure you are future-proofed. Ask yourself: "What are customers asking for that I can become an expert in and deliver consistently?" Let the answer be your guide.
• Another cause for concern is how the project-based workforce still has corporate-driven benefits. Alexandra talks about the tension this topic stirs and how corporate structure must change in order for it to stay relevant in the market.
• Futurists are thought leaders that make predictions based on current trends. Their forward thinking is invaluable for employers and employees because they can strategize ahead of time. Doesn't it sound like a good idea to create systems to make the transition as smooth as possible? Change is coming whether we like it or not, we might as well be ready for it.

FREE Financial Wellness Telesummit

Make plans to attend the free Financial Wellness Telesummit, where HR Pros will discover how to alleviate the negative effects of financial stress on employees and businesses. Learn how to develop benefits, address employee concerns, and how to recruit top talent. It's coming up October 16-18. Register for this FREE event today!

Alexandra Levit

Website

LinkedIn

Twitter

Humanity Works Book

They Don't Teach Corporate in College

Employees aren't that complicated. If they're happy, they stay. If they're unhappy, they leave. When women and minorities are leaving Corporate America in droves, the problem is obvious: these underrepresented groups aren't happy. What's causing the mass exodus and what, if anything, are we doing about it? Jose Pinero, the CEO of Latino Leadership Performance, talks about the importance of understanding and implementing cultural visibility, as well as how inclusion and diversity strategies boost workforce productivity and engagement.

• Jose Pinero is a Fortune 100 business coach, speaker, and author. With over 20 years of corporate experience, Jose has seen the disparity within the ranks of organizations. Women and minorities aren't able to climb the corporate ladder, something he's seen again and again. Jose has made it his mission to empower these groups of people, to help them become successful leaders, and to improve visibility, inclusion, and diversity in corporate hierarchy.
• What is Jose's take on work being broken? He starts by saying how everyone wants the same thing: to live fulfilling lives. But it's difficult to achieve this if you're working in an environment that disconnects you from everybody else. Work is broken because organizations have discouraged employees from being their authentic selves. By denying people the right to be themselves, we deny them the opportunity to put in their best effort.
• In his article, Why are Latinos leaving Corporate America?, Jose shares how it's not only Latinos who are leaving Corporate America in droves. Women and other minorities are marching out too. There are a variety of factors that force these talents to leave, and some of them might surprise you. The article is a great read and will shed a lot of light on the problem, especially since it's becoming more difficult for companies to find great talent.

We got down to the heart of the problem next, and Jose shares three reasons why he believes that minorities and women aren't happy in Corporate America.

• Lack of high-level role models. When people don't see themselves represented within the corporate hierarchy, they end up feeling discouraged. They will question whether the job is a fit for them, and if they're in the right place to begin with. It's either, "There's nobody there that looks like me," or "There are too few of us who can make it there."
• Lack of sponsorship and mentors. The idea of the Lone Champion is a myth. Nobody gets to where they are without any degree of support. Everybody needs somebody to help them understand how things work. How do we expect people to do their best and become better when we don't give them the opportunity to learn from the best? No one wants to be in an environment where they do not feel supported or valued.
• Cultural blind spots. People have different communication styles. If we want to bridge the gap in our cultures, we have to be more understanding of how our employees tend to communicate. When managers lack this understanding, the disconnect becomes even greater.
• Laurie and Jose touch on how multicultural marketing works and how it supports underrepresented communities by getting them involved. They talk about how businesses have the social responsibility to contribute to society. After all, there's always room to make money AND still make a difference in the world.

FREE Financial Wellness Telesummit

Make plans to attend the free Financial Wellness Telesummit, where HR Pros will discover how to alleviate the negative effect of financial stress on employees and business. Learn how to develop benefits, address employee concerns, and how to recruit top talent. It's coming up October 16-18. Register for this FREE event today!

Jose Pinero

Latino Leadership

The Cultivation Company

Mucho Success

LinkedIn

Instagram

YouTube

Why are Latinos Leaving Corporate America?

"Let's empower men!" said no one ever. It's 2018 and we're still struggling with equality and other social stigmas that come from centuries of brainwashing. But if men are so great, why are they vulnerable to depression and anxiety? Why are we glorifying aggression as something innate to males, and why aren't we doing anything to change it? Today's guest is Jake Stika, a 'Next Generation Man' who wants to rethink what masculinity means and how we can put an end to toxicity.

• Who is Jake Stika and how is Next Gen Men fixing work? Jake Stika is the Co-Founder and Executive Director of this nonprofit organization that is engaging, educating, and empowering men and boys about gender in schools, communities, and workplaces. He has earned recognition from Ashoka, the British Council, the Canadian Centre for Diversity and Inclusion, and has spoken as part of the Canadian delegation at the United Nations.
• Jake believes that men can do better, but not under the pretense that men are inherently bad. He thinks there's room for men to improve on how they think, behave, and contribute to what is socially and culturally perceived as masculine. It's also imperative that the rest of us change the way we think and act to help support them.
• Think about how YOU perceive masculinity. Unless you're exceptionally progressive, you're probably part of a culture that has a certain idea of what 'real men' ought to be. Males are tough, strong, and able to do everything by themselves. Boys don't cry. They should "man up." But it's these unreasonable expectations that set them up for failure.
• Even the statistics back this up. As a rule, men are incarcerated more often, end up homeless, and are more susceptible to violence. Clearly, something is wrong with the way we raise and treat our males, and in the expectations that we hold for them.
• How does such backward, medieval thinking even exist today? Jake blames it on all the little nudges boys get exposed to throughout their lives. Males have adapted this toxic mindset from years of conditioning, not just from the other men in their lives, but from women as well. It's a difficult mindset to break for all of us.
• Jake was no stranger to this toxicity. He recounts his own experience growing up. Boys who cannot comply with this social standard end up broken. And these broken boys grow up as broken men. Then they enter the community and end up contributing to the noxious cycle.

it won't be an easy fix. We all have to contribute to rehabilitating our men so they can become better. In doing so, we are raising men who become champions of empowering all genders to thrive in society. Just as it has taken years to 'break' these boys, it will take years to build them back up again. We have to stop isolating men by making them live in accordance with the accepted singularity of masculinity. Instead, we should encourage and embrace their "masculinities."

The DIY HR Handbook

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Jake Stika

LinkedIn

Twitter

Next Gen Men Website

Next Gen Men Twitter

Would it surprise you if we said that a large number of female leaders in America were Girl Scouts? Sylvia is a Rocket Scientist, STEM Leader, and Tech Founder, and she's also the Girl Scouts of America's CEO. Join Laurie and Sylvia as they unravel the GSUSA vital role in the development of next-gen leaders and how they sustain their programs.

• Dynamic leadership programs, time-tested methods, and supportive learning environments: this is what separates the GSoA from other institutions. And how can we ever forget their famous cookies? Amazing products aside, do you know what their finest contribution to society is? It's their active role in developing the next generation of leaders, innovators and impact makers. But how do they do it?
• The industrial age is almost over. Job opportunities have become reliant on technology. But in our attempt to move forward and develop new technology, today's workforce is struggling to keep up with the changes. Very few women are in the technology industry's talent pipeline and this often diminishes the female perspective in the workforce equation.
• So how can the GSoA and other institutions impact the current state of the workforce? They invest in building core leadership skills in young girls. This enables them to become functional key members in their organizations. They cultivate entrepreneurial skills from selling cookies, and as simple as it sounds, the effect is profound. They also empower girls to be action takers and decision makers in a supportive environment. They even have a STEM program that develops their skill and confidence to take part in the science and technology industries.
• With that said, would it be much of a surprise to know that Sylvia was once a girl scout too?! Sylvia traces the development of her leadership skills back to when she was reciting the Girl Scout pledge. GSoA was the type of environment that nurtured her transformative ideas, drive, and compassion. Now she is as an esteemed entrepreneur, rocket scientist, and thought leader.
• As the CEO of the Girl Scouts of America, Sylvia has done a lot to improve existing programs. She's a staunch supporter of implementing STEM programs to spark the girls' curiosity. She believed that there was a way to make the learning experience fun and relevant. They've even released new badges reflecting the latest programs. Needless to say, Sylvia is very progressive and optimistic that it will improve in the future.
• How can their positive impact be measured? What is the evidence that they are successful in their pursuit of excellence? The Girl Scouts Bronze, Silver, and Gold Awards are granted to girls who have developed potentially world-changing projects with promising long-term positive effects in their respective communities.

We hope you have learned how these institutions play a crucial part in improving the work cycle. It's not just about Thin Mints and Samoas. The bottom line is that empowering women will radically change the workforce AND the world.

The DIY HR Handbook

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Sylvia Acevedo

Website

Girl Scouts of America

LinkedIn

Twitter

Path to the Stars

Did you know that a business has many of the same dynamics as a marriage? Everything that happens in a marriage (the good and the bad) is no different from what you can expect when running a business. Now, if you think keeping your business/marriage afloat is tough, just wait until you come face to face with toxic masculinity in the workplace. There's never a dull moment in today's podcast as Laurie invites President of RecruitingDaily.com, William Tincup, to dive into the art and science of entrepreneurship — and how we have to do better to end toxic male behavior in the workplace.

• Laurie has known William Tincup for years and regards him as a friend and a mentor, a man of many talents who has always given her sound advice based on his many years of experience as an entrepreneur.
• Today, William and Laurie share their experiences and take a critical look at startups, entrepreneurship, and how to address and amend toxic masculinity in the workplace. They also talk a little about art!
• A business is a vehicle for relationships where people exchange services for monetary gain. But before you dive into creating a business, you always have to START somewhere first. There are several things to consider before starting a business and, contrary to popular belief, you do not make it as an entrepreneur with sheer passion alone. You can't give what you don't have, so if you only have the passion to run your business, it's going to fall short on other aspects.

Critical considerations that are required before creating your own startup:

• What do you name your company? Do you take the realistic route, where your website name spells out what services you provide? Or do you go for the more abstract approach and come up with a witty made-up word that tells a good story about what your company does? Well, of course, the name of your business is important, but it's not nearly as vital as your business's brand being memorable. Both choices have their merits, as long as you create a memorable business, service and brand.
• Likeability + Compelling = Memorable… and then convert "memorable" into revenue. You'll need to find the perfect balance between the art and the science of a startup. Think of it this way: the "Science" aspect is product development, the "Art" aspect is marketing and delivering the product – both need to be in sync with each other for the coherent whole to work.
• Great communication is where most companies struggle. William Tincup forwards one reason for this poor communication: that men are not exactly the best communicators. It is difficult for them to learn to apologize, and sometimes even give a proper compliment when it is merited. So, what can men do to change for the better? Tincup has one crucial strategy to begin: men need to STOP interrupting, talking over, and ignoring women when they are sharing their ideas and opinions. No more mansplaining, guys! And it's up to other men to call it out in their peers.
• There's nothing easy about being an entrepreneur. You need to put in your best effort to service your customers and treat your employees well. The hustle never stops and the decisions don't come easy. If you're launching a startup because you think it's going to be easy, consider this your first warning!

There is so much work left ahead of us to make work a better place for all. It can be discouraging, which is why it's extremely important to remember that nothing worth doing is ever easy. Keep fighting the good entrepreneurial fight — it's never too late to do your part to fix work for everyone.

William Tincup

Recruiting Daily Website

LinkedIn

Twitter

Facebook

The DIY HR Handbook

Wouldn't you love to get your hands on Laurie's no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free!

Sometimes we get so bogged down hyper-analyzing the simplest questions, that we miss the obvious answers. "Do you love your job?" Your answer determines whether or not you've found the right place to cultivate your ever-evolving career, and it's time to talk about it. Join our host/resident HR nerd and her guest, the former head of talent at Netflix (back when it was a mail-order DVD company — years before "Netflix and chill") Patty McCord as they dive deep into understanding the world of work now, its future, and why you have to take charge of your career.

• So, who is Patty McCord and why is she a big deal? For starters, she created the Netflix Culture Deck, which is a PowerPoint deck on culture that went viral years ago and is downright legendary in the business world. She is the HR equivalent of Margaret Mead, with her cultural anthropologist approach to the wonderful (if sometimes nasty) world of work.
• Since leaving to forge her own path in 2012, Patty has been working hard to change the infrastructure of corporate culture at several high-level companies to create the positive change she wanted to see in society.
• Patty is a feminist, thought leader, author, and an advocate of practicing radical honesty to move past the fundamentally broken way we manage people at work. Her book, Powerful: Building a Culture of Freedom and Responsibility, which is pretty much the hitchhiker's guide to understanding Netflix's work culture has been (as the title suggests) a powerful tool in transforming companies into high performing and high earning organizations.

Laurie and Patty share a conversation full of wisdom bombs — often touching upon the kinds of lessons you probably already know but all too often forget to pay much attention to.

• The way we manage people is an HR nightmare. How are workers even expected to stay and love their jobs when they're not treated like professionals? Seriously, these folks aren't children, they deserve a better working environment where they are free to own their career and commit to their work.
• Those times when employees went home saying: "Work was great today!" There is a way to replicate that. It's called: "Let your professionals do the work they're GREAT at!" If they're not doing a great job, then they're not a good fit, and that's on you.
• Hiring the right person for the job boils down to finding fully-formed adults. Since the world of work is always changing, you have to get people who are already whole and are ready to evolve with the company.
• What's the future of work and how does automation fit in all this? Don't fear the future, don't fear the unknown. Learn to say, "Things are changing. Is it better? How can we make it better?" There's always room for improvement and that should be the goal of any scaling company.

The key takeaway from this episode is the more we learn to adapt and grow, the better off we'll be as employers and employees. There's really no point in subjecting yourself to the sheer torture of working for an organization that doesn't treat you right. When you're not being treated right, then you're not in the right place. Laurie and Patty are firm believers in owning your career and calling the shots, so get on with it — you're a professional, own your career.

The DIY HR Handbook

Wouldn't you love to get your hands on Laurie's no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free!

Patty McCord

Website

LinkedIn

Twitter

Book

Resources

Let's Fix Work - Patreon

Bob Sutton

Jennifer McClure

One Stone Creative

When kindred spirits come together in a community, ideas and dreams blossom, passion gets amplified, accountability and empowerment surges, and the problems? Well, they become less daunting. In this episode, Laurie has a great conversation with a dear friend, a cult legend in the online-community building world, Ryan Paugh. Laurie and Ryan share how they met, what Ryan's role is as a community builder, and why communities are essential in fixing the broken wheel that is work.

• After a few years of working for corporate America, Ryan dove into the startup arena where he felt his passion for helping others would contribute more - this was his first step in his epic entrepreneurial journey.
• He created Brazen Careerist, which started out as a community for young professionals looking to find their place in the corporate world, where they can find answers and support from peers and other like-minded individuals. Long story short, Brazen was a success but eventually rebranded into an SAS technology product, which now serves as a peer-to-peer speed networking platform.
• As the product shifted away from its community-based roots, Ryan decided to walk a different path, but kept the burning passion to create better communities to support the next generation of highly driven leaders. He eventually became the co-founder and COO of The Community Company.
• Along with his business partner and co-author of Superconnector, Scott Gerber, they went on to build several outstanding communities for different organizations like business executives, youth leaders, and entrepreneurs such as YEC and the Forbes Council which includes the Forbes Human Resources Council, where members are encouraged to support, engage, and pick each other's brains.
• Why did Ryan focus on community building? Well, everyone is part of a community in some way or another. We are social beings after all. Ryan believes that in being part of a community, we are given the opportunity to learn and impart vital lessons and experiences that nurture us into the people we are now. He says, "Give," because he believes that there's so much more to living than just getting something.
• Life and people aren't meant to be boxed up in a simple transaction of give and take. We are much more complex than that - we have feelings, aspirations, and lives outside of the grind. This is why Ryan feels work has more... work to do in a community and culture building aspect. "You're here to work and not to make friends," is a typical feel at the office, but we DO need to build relationships in the workplace to grow into more productive members of the organization.
• Work is broken because it has been reduced to a means to an end; a paycheck for hours, nothing more than a simple transaction of, "if you do this, you get this."
• Laurie shares Ryan's sentiment that there's more to work than just earning the money. That by limiting someone's identity to a mere "bringer of bacon" a.k.a "corporate zombie" they have subsequently limited that individual's potential to contribute to the organization's greater cause. You see, when people see past the money and embrace purpose, when they are allowed to invest in things that they truly value, there's a greater opportunity to create a positive and lasting legacy for others to follow or replicate.
• As a veteran community builder, Ryan believes that a good community must have an element of trust from the top-down. Ask anyone who knows Ryan and they'll immediately say how helpful and encouraging he is despite his being a company co-founder. More than developing the products, organizations should look into nurturing its workers on a deeper level. People at the bottom makes the most impact, so it is important that they are set up for success throughout their stay in the company and, hopefully, even when they transition into something else. He dives deep into this "building relationships that matter" philosophy in his book, Superconnector.
• Ryan and Laurie are aware though that most people are still stuck in the old ways and find processes to be difficult to build - and even harder to implement - but it doesn't have to be that way and we can all to do better.

The DIY HR Handbook

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Ryan Paugh

Superconnector

Learn more about their book

Twitter

LinkedIn

The Community Company

We get it. You aren't a tube of toothpaste. But you still need a personal brand. In fact, you already have one whether you realize it or not. The question is, are you going to take charge of it? Today, Laurie talks with personal brand expert, Jennifer McClure, about what a personal brand is, why you need to develop yours, and how it can help you excel in your professional career.

• Jennifer will be the first to tell you that she doesn't like the term, personal brand, but it's the best one she's got. You can also think of it as your reputation, and when you consider it as your professional reputation, that makes it a lot more important, doesn't it? We're talking about people wanting to work with or for you, getting clients, being promoted, and more. It's your career advancement, plain and simple.
• So how do you develop your personal brand? Think about Oprah Winfrey. She's got one of the strongest personal brands in the world. Her message, live your best life, is known around the world. But her story hasn't all been cake and roses; there are some negative things associated with her brand, and Jennifer explains how Oprah has dealt with it. She also shares how you can be as intentional as Oprah when you are defining your own personal brand.
• One big mistake people make is that they try to copy someone else's personal brand. As you can imagine, that comes off as terribly inauthentic. With that said, you CAN take inspiration from other people. See what they're doing well, what parts of their message resonates with you. What can you adopt while still keeping your uniqueness at the forefront? Laurie and Jennifer discuss, and Jennifer also reveals who she considered her mentor and sought to emulate.
• There are another few traps you'll need to avoid in developing your personal brand: don't overthink it or force it, and make sure your actions and words line up. A good way to tell is whether you're getting the opportunities you want. Do people describe you the way you intended them to? How do your colleagues introduce you? Jennifer talks about what to do if your personal brand isn't working for you.
• Laurie shares the story of trying to be the buttoned-up, serious HR lady for the book she's writing, and how she couldn't even finish it until she did what came naturally, and that was to be herself. Jennifer chimes in with some very insightful thoughts on Laurie's personal brand and what makes it so strong.
• The tables are turned, and Laurie asks Jennifer what her own personal brand is. The response is humbling, and it's exactly how YOU should think about how to live with your own brand. More importantly, how to take control of it. One of the key takeaways is that sometimes your brand needs to be audience-specific.
• Sometimes we don't like the reputations we have. It's a challenge to change them; once another person has formed their idea of you, it's a mental shortcut they'll use repeatedly because it's easier. So how do you go about changing your own personal brand if you don't like it? Laurie digs in with a tough question, and Jennifer steps up to answer it without hesitation, and it's an answer you need to hear if the attention you're getting isn't the attention you want.
• Finally, we need to broach the topic of negative feedback that isn't deserved. Jennifer shares the story of her first major keynote speech and the one comment afterward that has haunted her to this day. Laurie has her own story to share, too, and they talk about what to do when people try to label you in ways that hurt.

The DIY HR Handbook

Wouldn't you love to get your hands on Laurie's no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free!

Jennifer McClure

FREE DOWNLOAD: Personal Brand Workbook

Impact Makers Podcast

Website

LinkedIn

Twitter

Facebook

Instagram

Resources

Michael Hyatt

Steve Brown