Why Listen? 

In this latest episode, Experience Management Institute colleagues Michael Katz and Taylor Tamang dive into the most significant disruptors in today's workplace. 

They offer their unique perspectives as Millennial and Gen Z professionals on how to navigate the complexities of the modern work environment. The conversation provides valuable insights for leaders and employees of all levels on how to adapt to and thrive amidst the constant change around us in the workplace and the world. 

The episode explores practical strategies for leveraging AI as a tool for productivity without losing the essential human element, understanding the evolving expectations of a multi-generational workforce, and the critical role of upskilling in retaining talent. Michael and Taylor share their expertise on fostering dynamic workplaces that support engaged employees. 

As Taylor aptly puts it, the goal is to create "workplaces that work for people." 

Guests 

• Michael Katz, Esq.: Senior Strategic HR Partner, EXMI 
• Taylor Tamang: Strategic HR Partner, EXMI 

Topics

The episode delves into these three major workplace disruptors: 

1. AI: How it's reshaping the workplace and the workforce, and the necessity of human oversight to ensure AI is used intentionally and effectively. 
2. Generational awareness: How the priorities of Gen Z and Millennial employees, such as career progression and work-life balance, are shaping the workplace, and why organizations to be intentional about retaining younger generations by meeting their expectations. 
3. Upskilling: Why it's becoming more critical than traditional education for today's workforce, and how providing opportunities for continuous learning can improve employee retention and engagement. 

As Michael concludes, "No matter what the future of work looks like, it's always going to be centered around people." 

Resources

Deloitte: 2500 Gen Z and Millennial Survey

Futurism: Professors Staffed a Fake Company Entirely With AI Agents, and You'll Never Guess What Happened

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Why Listen? 

We know you want and need a playlist for artificial intelligence (AI) in the workplace. And this episode closes with that playlist!

But first you'll want to listen in to learn about how our guests are reimagining the future of work *today* with the help of AI. You're hearing about how fast sectors like medicine, business, and science are moving thanks to AI. What about PK–12 education?

Check out how HR and other leaders in education are using AI to achieve productivity—and new ways of collaboration—that we previously couldn't imagine. 

• Is it cool? Yes. 
• Is it nerdy? Yes. 
• But do you need it? Also, yes.

As EXMI Co-Founder & Chief Emily Douglas-McNab says, "It's time to embrace AI. Organizations are going to have to make a very mindful choice: Be part of the movement, or choose not to be part of the movement. Those who choose not to be part of the movement will find themselves in a place where they don’t want to be."  

Guests   

• Emily Douglas-McNab: Co-Founder and Chief, Experience Management Institute  
• Minny Poon: Data Scientist, Experience Management Institute     

Topics 

Here's what this episode covers:

• AI cannot replace human judgment. You don’t have to be a data scientist to be able to figure out how to use it. You do need to expose yourself to what is possible. 
• Artificial and human intelligence belong together. AI is not a tool that is going to replace humans, but it will enhance our efficiency, creativity, and collaboration at work.  
• EXMI's framework of eight use cases for AI, with examples of how AI can help on the daily and over time. 
• What leaders of strategy in districts, state departments of education, and other education orgs across the country most need from AI. Unleashing the power of people in a reimagined workplace is already happening with the help of AI!

As EXMI Data Scientist Minny Poon shares, "It will not replace you or us, but it will help enhance the future of work.  

Resources

🔗 Learn more about our PreK–12 AI Microcredential and register for an upcoming cohort.

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Why Listen? 

Tune in to this episode to explore the challenges of attracting and retaining educators. Discover how two experienced Human Resources leaders from suburban Chicago school districts tackled these issues head-on through innovative stay interview programs developed during their participation in the Executive Human Capital Leader in Education certification program. Learn about: 

• Unique approaches to recruitment and retention with the help of stay interviews 
• The power of collaborative action research 
• Surprising differences in what motivates teachers, support staff, and administrators to remain in their roles 

This episode delves into the practical application of stay interviews not just for retention, but also as a powerful tool for recruitment and understanding the employee value proposition directly from current staff. Hear firsthand accounts of challenges, the importance of data analysis versus “just data collection,” and how leadership buy-in impacts success.  

As guest Dale Fisher puts it, "Retention is the new recruitment! If you don't understand why your employees are thinking of leaving, or are leaving, or have had considerations about their career in your district, then you're missing a real opportunity."  

Guests   

• Dr. Naima Khandaker: VP of Strategy, Experience Management Institute  
• Dr. Dale Fisher: Assistant Superintendent for Human Resources, Deerfield Public Schools District 109  
• Dr. Julia Wheaton: Associate Superintendent (formerly Assistant Superintendent for Human Resources), Consolidated High School District 230  

Topics 

The discussion highlights how the guests leveraged their participation in the cohort-based eHCLE program, emphasizing the value of action research, peer feedback, and dedicated coaching to refine their distinct projects, including:

1. The rationale behind coupling exit interviews (reactive) with stay interviews (proactive).  
2. Utilizing stay interview data for both retention strategies and enhancing recruitment efforts by understanding why current employees value the district.  
3. The process of developing interview protocols, collecting qualitative data, and analyzing it to inform district practices and branding.  
4. Discovering varied retention drivers among different employee groups (teachers, support staff, administrators) and the need for tailored approaches. 
5. The critical role of collaboration, vulnerability, and shared learning within a professional cohort and district leadership teams.  

The conversation also touches upon the broader landscape of HR in education, the importance of data-driven decision-making, and sustaining initiatives beyond the initial phase.  Guests reflect on the future of work in education, emphasizing the need for continuous learning, strategic thinking, and embracing tools responsibly. They discuss the importance of:  

1. Addressing the national educator shortage proactively.  
2. Understanding and leveraging AI effectively and efficiently in HR practices. 
3. The necessity for HR leaders to be advocates, staying informed about local, state, and federal educational contexts.  
4. Building sustainable programs that are not solely dependent on one leader.  

As guest Julia Wheaton advises leaders, "Don't listen to the noise! Be laser-focused on your strategy and outcomes, and don't be distracted by all the other things going on in your world." 

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Why Listen?

In this episode, members of the EXMI staff have a conversation with Supt. Dana Addis of Hudson City Schools, a Northeast Ohio suburban district that’s been dynamic for decades.

Emerging from COVID, the district worked hard to set a strong foundation for their strategic plan. The plan won an award from the Ohio School Public Relations Association: the coveted Mark of Distinction. This means the judges gave it an A grade—in a field of much stiffer competition than in previous years across all awards. Hudson won in the category of Special Purpose Publications. 

According to Supt. Addis, “There’s nothing I do as a superintendent that isn’t vetted through our school community. We don’t ever want people to feel like they’re getting a top-down decision (except for snow days!).”

Guests

1. Supt. Dana Addis, Hudson City Schools
2. Vice President of Experience Steve Fujii, Experience Management Institute
3. Director of Marketing and Operations Erin Howell, Experience Management Institute

Topics

Supt. Addis and EXMI colleagues Steve and Erin discuss these topics focused on community engagement in the planning process:

1. Why the district decided to undertake strategic planning, and how it advanced with the help of a partner.
2. How an impressive level of community engagement unfolded.
3. How Hudson City Schools unleashes the power of its people—including students, educators, and the community.
4. Supt. Addis’ predictions for the future of work.

“Our people have the power to be creative and take chances,” says Supt. Addis. “I am seeing the best work ever from educators in my 34 years. We are doing more now than we’ve ever done…we are growing students more as people…The future [of work in education] is addressing individual needs—even more.”

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Why Listen?
This episode features two human capital leaders in education from Garland Independent School District, a Dallas-Fort Worth Metroplex-area organization serving the communities of Garland, Rowlett, and Sachse, Texas. With 50,000+ students, the district is the second-largest in Dallas County, fifth-largest in Dallas-Fort Worth, 15th-largest in Texas, and one of the 100 largest in the nation.

Guests address how to develop and implement a comprehensive human capital management system that prioritizes people, embraces change and technology, and circles back with questions and support. Having a firm purpose of putting a qualified educator in the classroom with every student as their first and foremost goal makes every day have meaning.

Guests

1. Assistant Superintendent of Human Resources Dr. Gradyne Brown, Garland Independent School District 
2. Human Resources Director Eboney Forté, Garland Independent School District 
3. Vice President of Client Services Teresa Daulong, Experience Management Institute

Topics
Dr. Brown and Eboney cover these key points about their human capital management system, highlighting people, process, prioritization, planning, platforms, and partners—and why it all begins with students:

1. Their approach to human resource management from a very strategic perspective, as well as handling the tactical responsibilities with great attention to detail. 
2. Improvements, both recent and upcoming, to the HR organization, systems, and processes. 
3. How data has informed their change process, and how key metrics have been communicated to stakeholders. 
4. In the news, there are often stories about RIFs due to funding that goes away (e.g., ESSER dollars). This has not been the case with GISD. Why not? 
5. Advice for other districts looking to make strategic and structural improvements to their systems

In the words of Dr Brown, the most important lesson is to “involve the humans who will be involved in implementing the plan so they have ownership. How will your tactic impact the entire system? Work with others in your system who have ideas, too.”

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Why Listen?
How do we ensure respect for all? SHRM has removed the work "equity" from its program name. Yet a recent EdWeek article states there are still impactful efforts going on in districts, focused on belonging.

The important work here is about improvements to the employee and student experience. Culture and climate are enhanced by awareness and action informed through access and belonging.

How can we shift the focus so the conversations continue, and the hard work to ensure respect for all keeps its momentum?

Guests

1. Loudoun County Public Schools Director of Talent Development Tanisha Holland  
2. Experience Management Institute Vice President of Strategy Dr. Naima Khandaker

Topics
Student outcomes and employee experience both have proven positive impacts due to access- and belonging-based programs. This episode explores:

• Why it's important to know how to implement best practices for students and educators
• Meaningful work in education to reinforce and activate welcoming environments
• How we can prepare people for conversations that are critical for collaboration and meaningful work on culture and climate
• Why training itself is not a solution, and why it is important to change daily behaviors 
• How we can move forward together in situations where we cannot say some words but need to communicate the message that all means all, and everyone is worthy of empathy, respect, and understanding

Resources
Consider becoming a trailblazer. Check out the American Association for School Personnel Administrators’ new course, “Building a Diverse, Equitable, and Inclusive Workplace.” 

This course is for anyone who leads or supports related work at their organization, whether public, private, or nonprofit.  

With six self-paced lessons, the course provides essential tools for practitioners and teams to activate in their organizations. 

By completing the course, you receive a microcredential.

The course can be taken individually, or teams can participate together to intentionally learn and activate new practices together.

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Why Listen?
Up to 20% of education employees could be impacted by the recent Fair Labor Standards Act changes for exempt employees.

Guests
Emily Douglas-McNab and Dr. Kate Heynoski, Co-Founders and Chiefs at Experience Management Institute, share their insights, along with the organization's VP of Client Services Teresa Daulong.

Topics
They cover the who, what, where, when, why, and how of the updates—and the next best steps for educational organizations to take as they:

• Look at the data to identify those impacted
• Determine the strategy for making updates to classifications for exempt and non-exempt employees
• Communicate with employees to ensure clear understanding of the changes

Resources
Here are more resources to inform next steps:

• American Association of School Personnel Administrators [blog post]: Implementing the Revised Fair Labor Standard Act Rules
• U.S. Department of Labor (blog post): What the New Overtime Rule Means for Workers
• U.S. Department of Labor (fact sheet): Overtime
• U.S. Department of Labor (webinar): Final Rule: Restoring and Extending Overtime Protections
• U.S. Federal Register: Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales, and Computer Employees 

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In this episode, Experience Management Institute (EXMI) Co-Founder and Chief Emily Douglas-McNab hosts American Association of School Personnel Administrators Executive Director Kelly Coash-Johnson and EXMI VP of Engagement Kim Ratcliff. 

They discuss how to bridge the gap between HR and PR for better employee recruiting, featuring:

• Truths and lies about recruiting
• Creating meaningful experience
• Telling true stories of HR and PR working together for recruitment success
• Using data to build personas,
• Writing messaging and prioritize channels

To fine-tune all recruitment marketing efforts, the consensus is that PR and HR must collaborate at each stage. Review this white paper from AASPA on the 5 Shifts to Address the National Educator Shortage to learn more about actionable solutions that are working for educator recruitment.

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Segment 1: Meet EXMI’s Co-Founders and Get to Know Their Vision
Host Kim Ratcliff, VP of Engagement at Experience Management Institute (EXMI), begins this first segment with an introduction to Experience Management Institute’s Co-Founders and Chiefs Emily Douglas-McNab and Kate Heynoski. They share their their vision for the podcast, their inspiration for being committed to people experience, and their perspectives on what makes us thrive as humans in the workplace.

In a world where AI is becoming more prevalent and people don’t want to feel like cogs, being valued is so critical. Just for fun, they also speak to their favorite music as HR inspo. And last but most importantly, what does it mean to unleash the power of people?

Segment 2: Reimagining the New Workplace Reality
EXMI’s VP of Experience Steve Fujii tells his origin story as a proud Asian-American and unique background as an Army officer, special education teacher, principal, superintendent, and school board member. He delves into his passion for helping HR pros give themselves permission and time for transformative moments, not just the transactional activities in HR. 

Steve also covers challenges for district or school leaders and how to dig deep for themselves and their teams and shares true stories from HR, including being ghosted by a new hire. We close with Steve's inspiration for teaching and learning from pHCLE participants—and finding moments of connection.

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Experience Management Institute's new podcast explores what inspires innovators and leaders in people experience—a world that includes people management, mentoring, coaching, training, and development; human resources, human capital systems and process improvement; organizational development, and internal communications.  

We'll talk to experts and thought leaders about how we can create workplaces that are more productive, innovative, and human-centered—all focused on revolutionizing the people experience.  

You’ll hear from our guests and the people of Experience Management Institute, a team with enough experience in this realm to make you laugh, help you learn something new, and keep you from crying. 

Dream your dreams of human capital transformation—and see them come true. Let’s unleash the power of people, including you and your colleagues, together. 

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