You Should Know

By WRKdefined

"You Should Know," a podcast delving into pivotal leadership challenges in the workplace. With broad topics, it engages anyone invested in the evolving world of work. Join us as we unravel workplace d... more

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FAQs about You Should Know:

How many episodes does You Should Know have?

The podcast currently has 40 episodes available.

You Should Know episodes:

November 20, 2024Loud Loyalty: The Manager’s Role in Building Trust and Engagement, Stacey Messier, GM of CIC New England
Stacey Messier, GM of CIC New England, explores how workplace loyalty has evolved in the post-pandemic world. From meaningful conversations to high communication and transparency, Stacey explains the tools leaders can use to create loud loyalty. The discussion highlights the role of managers in cultivating trust and the influence of technology in spreading loyalty across teams.
In this episode, we look at loyalty, workplace, post-pandemic, meaningful conversations, relationships, constraints, job market, redefinition, managers, communication, transparency, technology, and social media.
Key Takeaways
Workplace loyalty has shifted post-pandemic, with employees redefining what it means.
Managers must create environments that prioritize trust, communication, and transparency.
Relationships and meaningful conversations are the foundation for fostering loyalty.
Limited job opportunities can strengthen an employee’s sense of loyalty.
Technology and social media are key in promoting and spreading loyalty culture.
Leadership choices and team prioritization directly impact employee loyalty.

Chapters
00:00 Introduction and Topic: Creating Loud Loyalty at Work
03:17 Bringing Loud Loyalty to the Table
09:03 Constraints and Creativity in Loyalty
17:51 The Taboo of Talking Positively about Work
20:10 Prioritizing the Right People for Loyalty
29:23 Spreading the Idea of Loyalty Through Cross-Channel Content

Connect with Stacey Messier here: https://www.linkedin.com/in/staceymessier/
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/
Connect with WRKdefined on your favorite social network
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43min
November 12, 2024The Impact of Ambition on Burnout with Julia Arndt of Peak Performance
Burnout isn’t just a buzzword—it's a growing epidemic, especially for ambitious professionals. I’m digging into it with Julia Arndt, unpacking practical, no-nonsense ways to prevent burnout. We cover the mental health impact of pandemic work shifts, plus why stress management is key for long-term success. High achievers, listen up; this one’s for you.
In this episode, we look at burnout, stress management, time management, work-life balance, high achievers, mental health, productivity, self-care, ambition, and pandemic effects.
Key Takeaways:
Burnout is a syndrome closely tied to chronic workplace stress.
Roughly 90% of doctor visits link back to stress-related issues.
Ambitious individuals often believe burnout is unavoidable.
Self-imposed stress contributes heavily to burnout risk.
Pandemic-era changes have intensified burnout across industries.
Effective time management is essential for burnout prevention.

Chapters
00:00 Introduction to Burnout and Its Impact
03:29 Defining Burnout: Understanding the Symptoms
06:51 The Role of Self-Inflicted Stress
11:43 Pandemic Effects on Work Habits
13:40 Ambition vs. Burnout: The Correlation
18:54 Time Management: A Key to Avoiding Burnout
23:42 Trends in High Performers: Protecting Time and Setting Boundaries
29:37 Identifying Early Warning Signs of Burnout
34:13 The Interconnection of Personal and Work Life
40:32 Stress: The Inevitable Companion
43:18 Conclusion: Strategies for Managing Burnout

Connect with Julie Arndt here: https://www.peakperformancemethod.com/
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/
Connect with WRKdefined on your favorite social network
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Share your brand across the WRKdefined Podcast Network

Learn more about your ad choices. Visit megaphone.fm/adchoices
...more
49min
November 05, 2024Are Leaders Born or Made? The Role of Curiosity in Leadership
Neuroleadership redefines what it takes to be an effective leader, emphasizing self-awareness, motivation, and the power of curiosity as essential tools for growth. Leaders aren’t simply born; they’re crafted through intention, practice, and the discipline to break old habits. Aligning personal values with actionable steps creates lasting impact—driving transformation not only for individuals but also across teams and organizations.
In this episode, we look at neuroleadership, self-awareness, motivation, habits, self-leadership, continuous improvement, culture, change, values, growth, behavior, and the role of leaders in cultivating a shared language for success.
Key Takeaways
Neuroleadership blends neuroscience with leadership principles, creating more effective strategies for decision-making and team dynamics.
Leadership isn't innate—it's developed through self-awareness, motivation, and sustained practice.
Curiosity is a defining trait of successful leaders, driving continuous learning and adaptability.
Personal growth and leadership go hand-in-hand, requiring self-reflection, intentional actions, and resilience.
Breaking old habits involves changing underlying neurological rewards, making change more sustainable.
Self-leadership aligns personal values with intentional actions, setting a powerful example for others.
True optimization may be elusive, but leaders can inspire continuous growth and improvement within their teams.
A shared language around self-leadership fosters a strong, cohesive organizational culture.
Leaders influence organizational outcomes by modeling values-driven behaviors, impacting both individuals and the collective.

Chapters:
00:00 Who are Andrew and Alex Geesbreght?
04:01 Neuroleadership: Combining Neuroscience and Traditional Leadership
07:12 Are Leaders Born or Made?
09:09 The Role of Curiosity in Leadership
11:16 The Linkage Between Curiosity and Transformation
13:18 The Importance of Self-Awareness and Practice in Leadership Development
18:51 Recognizing the Power of Self-Leadership
20:15 The Complexity of Values and Decision-Making
22:50 Exploring Blind Spots and Areas of Discipline
23:58 Creating a Common Language for Self-Leadership
26:00 The Influence of Behavior and Modeling
28:04 The Circle of Control and Circle of Influence
30:03 The Challenge of Optimization and Team Composition
34:29 The Journey of Self-Leadership and Continuous Growth

Learn more about PRAX Leadership: https://praxleadership.com/
Connect with Alex Geesbreght here: https://www.linkedin.com/in/alex-geesbreght-j-d-52a6a6297/
Connect with Andrew Geesbreght here: https://www.linkedin.com/in/andrew-geesbreght-m-a-a42411173/
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/
Connect with WRKdefined on your favorite social network
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Share your brand across the WRKdefined Podcast Network

Learn more about your ad choices. Visit megaphone.fm/adchoices
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41min
October 29, 2024The Rise of Gig Work: Skills-Based Hiring, Challenges, and the Future of the Workforce w/ Art Knapp, CEO of HireGenics
Summary:
Gig work is transforming traditional career paths, with 30-40% of clients now relying on gig workers driven by flexibility, COVID-19’s impact, and evolving workforce priorities. Art Knapp, CEO of Hierogenics, unpacks the MSP industry’s need for higher-quality services, cultural differences in work loyalty, and the increasing importance of skills-based hiring.
In this episode, we look at gig work trends, skills gap, employer-employee relationships, flexibility, upskilling, social media influence, and the evolving MSP landscape—all shaping the future of HR, talent acquisition, and workforce planning.
Key Takeaways:
MSP Industry Needs Higher Service Quality: The MSP industry's lack of evolution and decline in service quality highlights a need for improved standards.
Growth in Gig Work: The gig economy is expanding, with 30-40% of clients depending on gig workers due to flexibility and the lasting effects of COVID-19.
Classification Challenges for Gig Workers: Defining gig workers’ roles is complex, affecting how they’re perceived and treated within companies.
Generational Perception Differences: Younger generations prioritize engaging work over long-term loyalty, influencing how they view gig roles.
Rise of Skills-Based Hiring: Companies are increasingly adopting skills-based hiring, though assessing skills remains a challenge.
Shared Responsibility for Upskilling: Both companies and gig workers benefit from skill development, with businesses standing to gain from investing in their gig workforce.
Skills Gap Risks in the Gig Economy: Without upskilling, gig work may contribute to a widening skills gap in the labor market.
Outsourcing and In-House Functions: Companies are reassessing which functions can be outsourced to gig workers versus those that require in-house talent.
Transactional Employer-Employee Relationships: Employer-employee relationships are increasingly transactional, with brand loyalty giving way to flexibility and independence.
Social Media’s Impact on Reputation: Social media complicates reputation management, as both individuals and organizations navigate public perception.

Chapters
00:00 Introduction and Overview
07:51 The Rise of Gig Work and its Drivers
13:03 Classifying and Managing Perception of Gig Workers
17:07 The Importance of Skills-Based Hiring
22:10 The Responsibility for Upskilling Gig Workers
24:28 The Potential Impact of Gig Work on Upskilling and the Skills Gap
32:48 The Evolving Nature of the Employer-Employee Relationship
37:12 The Importance of Loyalty to a Brand
42:22 Cultural Differences Between Traditional Industries and the Gig Economy

Connect with Art Knapp here: https://www.linkedin.com/in/arthur-knapp-591184/
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/
Connect with WRKdefined on your favorite social network
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Share your brand across the WRKdefined Podcast Network

Learn more about your ad choices. Visit megaphone.fm/adchoices
...more
47min
October 22, 2024Why Employers Need to Care About Their Employees’ Financial Health
We tackle the hidden cost of ignoring employees' financial health, from the shift away from pensions to the rising pressure on individuals to manage their 401(k)s. We break down the evolving employer-employee relationship, the role of financial literacy, and why employers should care about their team’s financial well-being.
In this episode we look at employees' financial health, pensions, 401(k) plans, financial literacy, employee engagement, employer-employee relationship, and the rising costs of healthcare, education, and housing. Together, these insights illuminate the future of work and the need for data-driven financial decision-making.
Key Takeaways:
The shift from pensions to 401(k) plans has drastically reduced financial certainty for employees.
Employers that care about employees' financial health boost engagement and retention.
Financial literacy is essential for employees to manage rising costs in healthcare, education, and housing.
Employee engagement strategies should include support for financial goal-setting and literacy.
Upbringing and cultural influences shape how individuals approach financial habits and spending.
The uncertain future of social security underscores the importance of personal financial planning.

Chapters
00:00 Introduction and Technical Difficulties
01:35 Introducing the Guest and Topic
03:05 The Impact of the Shift from Pensions to 401(k) Plans
07:33 The Changing Relationship Between Employers and Employees
10:23 The Importance of Employee Engagement and Financial Goals
13:43 Addressing Employees' Financial Health
15:24 Case Study: Southwest Airlines' Approach
19:38 Living Within Means and Financial Literacy
21:21 The Influence of Upbringing and Popular Culture on Financial Habits
21:28 The Desire for Instant Gratification
22:11 The Impact of Rising Costs
23:30 Data-Driven Decision-Making
24:05 Setting Financial Goals
29:06 The Belief in Windfalls
30:49 The Uncertainty of Social Security
36:40 Finding Reward Differently
39:25 The Addiction to Saving
41:15 The Need for Informed Decisions

Connect with Pete Dunn here: https://www.linkedin.com/in/petetheplanner
Visit YourMoneyLine.com
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/
Connect with WRKdefined on your favorite social network
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Share your brand across the WRKdefined Podcast Network

Learn more about your ad choices. Visit megaphone.fm/adchoices
...more
47min
October 15, 2024How Gen Z is Redefining Work: Challenges, Values, and the Future Workforce
Gen Z has reshaped the recruiting game, challenging employers to rethink their strategies. With the pandemic as a catalyst, this generation values work-life balance and social responsibility. Recruiters must align job roles with these evolving expectations to attract and retain Gen Z talent in today’s competitive workforce.
In this episode, we look at Gen Z, recruiting, workforce, pandemic, social responsibility, work-life balance, and how these keywords shape the future of recruitment and talent acquisition.
Key Takeaways:
The pandemic shaped Gen Z’s workforce values, impacting their career choices and expectations.
Employers must align recruiting strategies with Gen Z's emphasis on social responsibility and work-life balance.
Recruiters need to highlight company values and culture when attracting Gen Z candidates.
Employers should acknowledge and respect Gen Z's concerns to build a loyal workforce.
Agile recruitment processes are essential to meeting the fast-changing expectations of Gen Z.
Gen Z candidates evaluate companies based on alignment with personal causes and values.

Chapters
00:00 Who is Jeremy Bilsky?
02:55 The Impact of the Pandemic on Gen Z
09:33 Employers Backpedaling and the Challenges of the Job Market
17:31 Gen Z's Values and Causes in the Workplace
20:57 The Role of Recruiters in Selling Company Values
25:04 Taking Gen Z's Concerns Seriously
29:50 Adapting to the Changing Needs of Gen Z Candidates
31:15 Conclusion and Thank You

Connect with Jeremy here: https://www.linkedin.com/in/jeremy-bilsky/
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/
Connect with WRKdefined on your favorite social network
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Share your brand across the WRKdefined Podcast Network

Learn more about your ad choices. Visit megaphone.fm/adchoices
...more
37min
October 09, 2024The Alchemy of Talent: Leading Teams to Peak Performance with Vijay Pendakur
In this conversation, we dive deep with Vijay Pendakur on what makes high-performing teams truly excel. We unpack the role of trust, belonging, and connection, emphasizing why resilience and non-cognitive factors matter more than traditional metrics. Pendakur shows us how leadership models must evolve, focusing on skills and strengths to drive innovation and lasting success.
In this episode, we look at high-performing teams, trust, leadership models, performance measurement, diversity, and non-cognitive factors. Vijay shares his expertise on aligning leadership with individual strengths while navigating constant disruption, driving teams to perform at their peak.
Key Takeaways:
High-performing teams are built through trust, belonging, and connection, not just cognitive factors.
Resilience and non-cognitive factors significantly boost team performance, driving long-term success.
Leadership models must be aligned with individual strengths, fostering talent in ways that contribute to innovation.
Measuring performance requires a shift away from traditional metrics toward broader playbooks.
Diversity is essential but only thrives when trust and belonging are prioritized within teams.
Internal talent identification and talent mobility can outperform external acquisitions in achieving high-performance leadership.

Chapters
00:00 Introduction and Background
03:00 The Importance of Trust, Belonging, and Connection
06:08 The Paradigm Shift in Performance Measurement
09:07 The Business Case for High-Performing Teams
11:28 The Impact of Diversity on Innovation
14:25 Fostering Non-Cognitive Performance Factors in Organizations
22:18 Aligning Leadership Roles with Individual Strengths
25:01 Transitioning to Leadership Roles
27:19 Navigating Disruption and Ambiguity
29:03 The Value of Internal Talent Identification

Connect with Vijay here: https://www.linkedin.com/in/vijaypendakur/
Get the Alchemy of Talent here

Connect with WRKdefined on your favorite social network
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44min
October 08, 2024Empowering Recruiters with Data-Driven Decision-Making & AI
Data and analytics have become game-changers for recruiters, providing actionable insights that transform hiring strategies and improve decision-making. Dara Brenner shares how AI, data hygiene, and intuitive systems can enhance workflows, automate mundane tasks, and elevate the quality of hire, driving real recruitment outcomes.
In this episode, we look at the role of recruiters, data, AI, analytics, decision-making, workflow, and quality of hire. Each element shapes the future of recruitment by empowering professionals to harness data for better outcomes and greater efficiency.
Key Takeaways
Data and analytics empower recruiters to make smarter, data-driven decisions in recruitment.
Actionable data aligned with business goals improves overall recruitment strategies.
AI-driven automation frees recruiters from mundane tasks, allowing them to focus on candidate engagement.
Data hygiene and literacy are critical to maintaining accurate, useful data for decision-making.
Intuitive data systems simplify workflows and ensure recruiters can access the right information quickly.
Measuring quality of hire is essential for assessing the success of recruitment strategies and new hires.

Chapters
00:00 Introduction and Overview
02:56 Understanding the Role of Data and Analytics in Recruitment
08:53 The Role of AI in Recruiting
14:19 Challenges and Opportunities in Data Hygiene and Data Literacy
18:08 Using Data in Context to Make Informed Decisions
21:30 The Importance of Recruiters in Data-Driven Recruitment
24:01 Data-Driven Decision-Making
26:24 Intuition and Intuitive Data Systems
29:21 Automation and Augmentation
35:32 Measuring Quality of Hire

Connect with Dara Brenner here: https://linkedin.com/in/darabrenner/

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48min
October 03, 2024The Chaos of FTC's Non-Compete Ruling: Enforceability, Carve-Outs, and Political Implications
Greg Brown dives into the complexities of the FTC’s recent ruling on non-compete agreements, highlighting its impact on executives, salespeople, and the business landscape. We explore the use of carve-outs, the enforceability of non-competes across states, and the potential chaos that may follow. This conversation provides a nuanced view on how labor unions and political dynamics could shape the future of non-competes, with a humorous nod to the upcoming elections.
In this episode we look at non-competes, FTC ruling, enforceability, carve-outs, business divorce, litigation, and compliance. Greg Brown shares insights on how these legal shifts may disrupt business practices and affect the broader HR and Talent Acquisition landscape.
Key Takeaways
Non-competes are often enforced against salespeople and executives, especially in business divorce cases.
The enforceability of non-competes varies significantly by state, with some states requiring additional consideration at the time of signing.
Carve-outs are a strategic way to make non-competes more enforceable by narrowing down restrictions.
The FTC’s recent ruling on non-competes is seen as politically motivated and may face significant legal challenges.
The proposed rule could create chaos, leading to increased litigation and compliance issues for companies.
Labor unions may back the rule as it could empower employees to negotiate better wages without being bound by non-compete agreements.

Chapters
00:00 Who is Greg Brown?
07:39 Enforcement Against Salespeople
30:10 Senior Executives and the Enforcement of Non-Competes
37:29 Predictions for the Future and Potential Chaos

Connect with Greg here: https://www.hwhlaw.com/people-Gregory-P-Brown

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47min
September 17, 2024Indeed FutureWorks Preview - What To Expect At FutureWorks This Year.
Jessica Jensen from Indeed reveals how their platform connects 350 million job seekers with employers globally while embracing the power of Generative AI to reshape hiring processes. We dive into workplace well-being, FutureWorks conference highlights, and Indeed’s evolving role in fostering job opportunities for marginalized communities.
In this episode we look at Generative AI, job seekers, AI in hiring, job matching, workplace well-being, labor market, and FutureWorks as key elements shaping the future of work and human resources. Don’t miss this essential conversation about the future of hiring.
Key Takeaways
Indeed connects 350 million job seekers with employers monthly.
Generative AI is transforming the hiring process and job matching.
Workplace well-being directly impacts overall company performance.
The FutureWorks conference offers global insights from industry leaders.
AI plays a critical role in enhancing the job seeker experience.
Indeed remains committed to supporting marginalized job seekers globally.

Connect with Jessica Jensen, CMO Indeed here: https://www.linkedin.com/in/jensenjessica/
Lead with Indeed: https://www.indeed.com/lead

Connect with WRKdefined on your favorite social network
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35min

FAQs about You Should Know:

How many episodes does You Should Know have?

The podcast currently has 40 episodes available.

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