We're Only Human

"So you're about to go into a meeting physically or remotely, you click on the team on the calendar invite and it'll pull up the culture of that meeting. Imagine EQ everywhere, and you're delivering emotional intelligence insights where every person can communicate, collaborate, and connect." Juan Betancourt, Humantelligence

We're Only Human -- Episode 99 

One of the issues with the tools, the technology, and the processes we use in HR is that we sometimes get away from the human at the core of it all. This episode includes an incredible case study of how Ashley Furniture reduced turnover by approximately 30% and saved nearly $5 million in the process by focusing on the real drivers and values of each individual they hire onto their team.

In today's discussion, Ben and Juan dig into how we can use more emotional intelligence insights in everyday interactions, creating more human and people-focused workplaces. From hiring decisions to team alignment, there are many different types of opportunities to support and enable better communication and connection. 

Connect with Juan: https://www.linkedin.com/in/juanluisbetancourt/ 

Learn more about Humantelligence: https://humantelligence.com/ 

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"Human resources is ripe for innovation right now. Innovation is definitely a place of great opportunity within human capital. We should be constantly looking out for how we can leverage what others have done in other areas and apply it to human resources functions." Karin Wagner, Senior Director of Talent Transformation at UnitedHealth Group

We're Only Human -- Episode 98

If you've ever wondered why HR seems to struggle with innovation, you're not alone.

In today's discussion with Karin Wagner, Senior Director of Talent Transformation at UnitedHealth Group, Ben and Karin talk about how this process works and Karin opens her playbook on how to build relationship capital in authentic ways, what it takes to go from idea to execution, and more. Karin is incredibly insightful and you don't want to miss her ideas in this special episode. 

To learn more about IBM Talent Transformation Services:http://ibm.biz/talentacquisition

Connect with Karin on LinkedIn: https://www.linkedin.com/in/karin-wagner-b26500 

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"My company is going remote because of COVID. How do I transition our culture over?" 

We're Only Human -- Episode 97

In today's episode, Ben takes three audience questions: 

We are trying out this Q&A series and would love to hear your feedback! Let us know if you enjoy it or if you want to ask your own question. Just send it to [email protected] or record a short voice question anonymously at http://upstarthr.com/question

Quote for today's episode by Kahlil Gibran: 

Work is love made visible. And if you cannot work with love but only with distaste, it is better that you should leave your work and sit at the gate of the temple and take alms of those who work with joy. For if you bake bread with indifference, you bake a bitter bread that feeds but half man's hunger. And if you grudge the crushing of the grapes, your grudge distils a poison in the wine. And if you sing though as angels, and love not the singing, you muffle man's ears to the voices of the day and the voices of the night.

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"I think you can't make the mistake of designing an optimal, or academically perfect HR operating model in a vacuum. It really must be aligned with your fundamental business strategy and the overall operating model." Lauren Duprey, Takeda Pharmaceuticals

This is the first in a fascinating new series of episodes where we interview talent and HR leaders from a select set of IBM Talent and Transformation clients about their innovative practices and approaches. 

We're Only Human -- Episode 96

What does it take to change the fundamental model for how HR operates in a business? In the case of Takeda, it took considerable time to settle on an approach that balanced global governance and accountability with localized, agile decision-making. The rollout of this HR transformation began in February of 2020.

Yes, right as COVID was beginning to hit.

Some would say that's the worst time, but in hindsight it might have also turned out to be the best. In the turmoil that followed globally, Takeda's HR team was set up to respond to business needs, adapt to change, and deliver service in a tailored and agile manner. 

In today's discussion, Ben talks with Lauren Duprey and Dominique Brewer about the firm's shift in operating models, deep focus on equity and inclusion, and more. This session is a master class on how to design an HR model that enables the talent team to support the critical objectives of the business. 

To learn more about IBM Talent Transformation Services:http://ibm.biz/talentacquisition

To see the work Takeda is doing and understand more about the firm, visit takedajobs.com

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"And to me, just hands down learning is the future of work. Let's just put a period on that. That's how I feel about this.  We've entered this era of where there's continuous, rapid change. It just keeps coming for us. Every day we're faced with a new change. And the only way that we can sort of ride those changes or rise to them is through continuous learning." Shelley Osborne

We're Only Human - Episode 95

If that statement doesn't convey the sentiment of this episode, nothing will. In this discussion with Shelley Osborne, the conversation explores key points and ideas from The Upskilling Imperative, Shelley's new book. 

Ben and Shelley dig into why we learn the way we do, what it takes to shake up corporate learning practices, and how to drive better outcomes with manager involvement, feedback, and so much more. 

Want to get the book? Check it out here: https://amzn.to/3iG8o55

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"One of the things that I find most fascinating about using neuroscience in the [change management] work that I do is that there's a lot of really common misconceptions about neuroscience." Travis Hahler, Google

We're Only Human - Episode 94

What is neuroscience and why should we be thinking about it as HR and business leaders? Neuroscience is the study of how the brain works, how we make decisions, and what drives our behaviors. 

If we can understand some of the underlying evidence and contributing factors, we can change behaviors of the people we work with. It sounds easier than it is, but using neuroscience principles to guide these changes can lead to powerful outcomes. In today's discussion, Travis Hahler from Google talks with Ben about some of the elements of brain science that fit into change management and behavior modification. 

This interview was recorded during the first ever virtual reality conference for HR leaders, the Global HR Summit, in September 2020. 

Connect with Travis on LinkedIn: https://www.linkedin.com/in/travisdhahler/

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"What we're telling customers is that we can help make work more human. First is really putting empathy at the forefront of the employee experience. It's up to HR to work with leadership and create this human experience." Munjal Munshi, Oracle

We're Only Human - Episode 93

Organizational agility is a critical part of adapting to and overcoming change. What does this mean in the context of the work HR does? 

Everything. 

Our newest data at Lighthouse Research & Advisory show that 96% of employers that claim to be future-ready also say that their HR technology plays a critical role in enabling that agility at an organizational level. In today's discussion, Ben talks with Munjal Munshi of Oracle to discuss the concept of organizational agility, how HR technology plays a role in that, and the practical lessons and ideas for today's business leaders.

One critical part of the talk? How HR and IT can work more closely together to create better relationships and better outcomes. 

Check out the free research report: http://oracle.com/goto/lighthouse

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"At the beginning of my career, HR was looked at as a necessary evil. Now it's completely flipped to where HR is the driving force for how companies grow and expand." Eric Storm, Starmind

We're Only Human - Episode 92

Skills are the currency of business. Research shows that in the 1980s, 85%+ of organizational value was in tangible assets (property, facilities, equipment, etc.) Today, that has shrunk to just 15% or less, and the rest of value is in intangible assets (ideas, capabilities, intellectual property, etc.)

Skills are a key part of organizational value, but very few companies know the skills inside the business well enough to leverage their value. In this interview with Starmind, Ben digs in with Eric Storm to understand how the firm offers employers a way to identify, understand, and leverage the skills of the workforce. 

To learn more about Starmind, visit http://starmind.ai 

Also, check out episode 24, which Ben references during the show: https://upstarthr.com/the-secret-to-great-team-performance-may-surprise-you-podcast/ 

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"We as an industry are driving toward the cliff and the HCM [technology] vendors are competing over who offers better tire pressure." Dror Gurevich, Velocity Network Foundation

We're Only Human Podcast Episode 91

How are organizations gathering skill data inside the business? Our research shows that the most common method is also one of the most biased: manager observations. However, Velocity Network Foundation is a nonprofit organization that aims to solve the problem of unverified, unvalidated employee skills through the power of blockchain.

Dror and Ben explore what this means for the future of the business world, what it enables organizations to do from a talent perspective, and how trusted career records can change processes like hiring and training forever. 

Learn more about Velocity Network Foundation: https://www.velocitynetwork.foundation/

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"We need help communicating the benefits we pour our hearts and souls into and making them successful for our employees."

Jesse Albro, Flimp Communications

We're Only Human Episode 90

Heads up: open enrollment will happen this year. While this seems like the strangest year in, well, forever, it also has some predictable elements to it. That said, how do you plan for a virtual approach to open enrollment? How do you measure the impact of your communications/ How do you support your people as they think more carefully about health and wellness than ever before? 

In today's conversation, Ben talks with Jesse Albro from Flimp about these topics and more. Jump in and learn how your company can plan and implement a more virtual and scalable approach to open enrollment. 

Learn more about Flimp: http://flimp.net/

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