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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How many episodes does You Should Know have?

The podcast currently has 50 episodes available.

You Should Know episodes:

April 16, 2024Conflict in the Workplace: When Conversations are Uncomfortable w/Janet Harvey CEO inviteCHANGE
In this episode we speak with Janet Harvey, 2X published author and CEO of inviteCHANGE. We discuss the importance of embracing tension and conflict in the workplace - making the uncomfortable conversations comfortable. We go through the judgement zone (sorry Planet Fitness) and come out on the other side with a new understanding conflict and self-reflection.
Key Takeaways:
Key takeaways highlight conflict's positive potential, fostering growth and innovation.
Effective leadership centers on trust and creating safe environments for dialogue and resolution.
Self-reflection and trust aid conflict navigation. Embracing change spurs personal and professional development.
Heightened sensory awareness and authenticity deepen reflection, enrich decision-making, and promote diversity.
Coaching is a joint effort, with both coach and client sharing responsibility.
Resistance to coaching may indicate a need for clarifying its benefits.

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51min
April 09, 2024The state of employer branding and its importance in the recruitment process in 2024 with James Ellis
James Ellis declares the state of employer branding and its importance in the recruitment process in 2024.

Takeaways
Navigating the employer branding landscape reveals a tangled web of complexity and misconceptions, often fixated on costly EVPs and generic slogans.
Learn the art of delivering tough truths to leadership—helping them craft a compelling and authentic message that resonates.
Authenticity and credibility reign supreme in employer branding, spotlighting a company's true values and passions.
Employer branding thrives on uniqueness, spotlighting a company's purpose, experience, and rewards.
In the realm of employer branding, differentiation and realism are indispensable for success.
Beware the downward spiral of recruitment amidst financial pressures, often resulting in compromises on quality.
Harness the power of generative AI to amplify your employer branding efforts, unlocking untapped value and potential.

Chapters
00:00 Introduction and Setting the Tone
01:01 James Ellis Introduces Himself
03:27 The Misconception of Employer Branding
04:46 Auditing an Employer Brand
07:00 Authenticity and Credibility in Employer Branding
08:44 Identifying Employer Branding Problems
09:36 Defining the Purpose, Experience, and Reward
12:27 The Pitfalls of 'Bring Your Whole Self to Work'
13:09 Addressing Negative Aspects of Employer Branding
15:18 State of Employer Branding in 2024
16:28 Transition to the Topic: State of Employer Branding in 2024
19:45 The Need for Differentiation in Employer Branding
20:16 Differentiating and Being Realistic
21:11 Being Clear About What You Offer
22:19 The Pressure to Be Different
23:13 The Financial Pressure on Recruiting
24:12 Questions on Employer Branding
25:19 The Challenge of Employer Branding
26:40 The Value of Generative AI in Employer Branding
28:40 Building an Employer Branding Tech Stack
29:19 The Difference Between Employer Branding and Employee Branding
31:16 Explaining Recruitment Marketing and Employer Branding to Executives
33:08 The State of Career Sites
34:56 The Concept of an Employer Brand Should Equally Attract and Repel
35:16 Measuring the Value of Employer Branding
39:42 The Future of Career Sites

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53min
April 02, 2024AI in Workplace Compliance: Navigating Ethics and Governance with Andrew Gadomski
In this episode we speak with Andrew Gadomski, Branch Chief (A), Workforce Planning & Strategy at the Cybersecurity and Infrastructure Security Agency about AI's role in workplace compliance and ethics. We look at the importance of workforce composition and the skills that are in demand and how this plays into evolving employer loyalty. We discuss HR's role in AI governance, de-risking, and the political influence on enforcement.

Connect with Andrew Gadomski here: https://www.linkedin.com/in/andrewgadomski/

Takeaways
Data plays a crucial role in decision-making, and organizations should use it to drive compliance and ethical practices.
Ethical AI in the workplace involves non-discrimination, responsible personnel actions, secure data handling, and reasonable accommodations.
AI can be used for similarity matching between position descriptions and candidate profiles, but veracity of data is essential for accurate results.
Organizations should focus on transparency and trust in AI processes, and consider the ethical implications of AI applications in different industries.
Third-party audited AI can provide more reliable and trustworthy results compared to internally developed AI solutions. The end goal of recruitment should be to fill jobs quickly, ideally within two weeks of posting.
Loyalty to employers has changed, and employees no longer fear leaving organizations. This shift has significant implications for company culture and management.
The role of a Chief AI Officer is crucial in industries such as healthcare and finance, where data integrity and compliance are paramount.
HR should play a key role in creating guardrails for AI and ensuring ethical and responsible use of AI in employment.
De-risking is an important aspect of AI governance, and organizations should prioritize compliance and risk management.
Government regulation and legislation are shaping the governance of AI, and organizations need to stay informed and compliant.

Chapters
00:00 Introduction and Background
01:19 Transition to Government Work
03:08 The Importance of Data in Decision-Making
04:04 Transition to Auditing and Compliance
05:27 Using AI for Compliance and Pay Equity
06:20 The Uncertainty of AI in Employment and Recruiting
07:18 The Link Between AI and Shareholder Value
08:16 Ethical AI and Compliance
09:00 Areas to Focus on for Ethical AI in Employment
10:22 The Role of AI in Decision-Making and Mobility
11:19 Using AI for Performance Improvement and Lateral Moves
12:17 The Challenges of Integrating AI Solutions
13:43 The Importance of Third-Party Audited AI
14:57 Defining Ethical AI in the Workplace
16:21 The Role of Reasonable Accommodations in Ethical AI
19:12 The Challenge of Trusting Data in AI
20:30 Veracity of Data in AI and HR
29:38 The End Goal: Filling Jobs Quickly
30:14 The Fear of Leaving
31:08 Changing Loyalty to Employers
32:17 The Shift in Job Application Volume
33:22 The Incentive to Leave Organizations
36:03 The Need for a Chief AI Officer
38:29 Creating Guardrails for AI
41:22 The Role of HR in AI Governance
43:49 The Importance of De-risking
45:17 Government Regulation and AI Governance
48:02 The Influence of Politics on Enforcement
51:27 Closing Remarks

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55min
March 26, 2024 Navigating HR Tech Acquisitions: Insights with Mark Feffer and Workforceai.news
In the HR tech industry, acquisitions demand strategic planning for business impact. The recent acquisitions from companies like Deel and Workday underscore the demand for modern global solutions. In this episode we talk with an old friend, Mark Feffer who has recently set out on a journey to help businesses understand what is happening in the world of M&A.
We speak with him about this journey, M&A trends that he is following, and how these trends affect you, the HR Practitioner.

Mark Feffer: Connect with him at his LinkedIn Profile
https://workforceai.news/

Chapters
05:31 Mergers and Acquisitions in the HR Tech Space
10:27 Discussion on News Reporting and Opinions
19:00 Mergers and Acquisitions Trends
20:19 Factors that Grab Attention in M&A Announcements
22:44 Importance of Deal Size and Integration Challenges
23:16 Different Objectives in Acquisitions
23:52 Managing Acquisitions and the Impact on the Business
24:22 The Acquisition of Xavi and PaySpace
25:04 The Complexity of Global Payroll
26:00 The Challenges of Paying Contractors in Different Countries
26:28 The Opportunity for Companies like Deal in the Global Payroll Market
27:26 The Rise of Platform Work and Contractor Payments
28:01 The Complications of Payroll and Compliance in a Global Workforce
28:17 The Potential Consolidation of Payroll Companies
29:07 The Acquisition of AI Companies
30:02 The Hype and Uncertainty Surrounding AI
31:27 The Acquisition of AI Companies as a Heat Burning Through Dry Grass
32:18 The Comparison of AI Hype to the Hype Around the Internet
32:40 The Evolution of Technology from Teletype to the Internet
33:59 The Impact of Acquisitions on Employees
36:20 The Unpredictability of AI and the Need for Ethical Considerations
39:37 The Importance of User Experience in AI Technology
41:05 The Continued Growth and Impact of AI in 2024
44:31 The Need to Discern Between AI Companies and Features
46:06 The Unintended Consequences of AI
49:02 The Importance of User-Focused AI Solutions
52:50 The Discovery of Unforeseen Issues in AI

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46min
March 19, 2024Neurodivergent Talent: Crystal Lay Explores Best Practices in Employment and Inclusivity
In this episode, Crystal Lay, CEO of GBS (www.meetgbs.com), explores neurodivergent talent and employment practices. Drawing from extensive research, she sheds light on neurodivergence's nuances, from recruitment challenges to the transformative potential of AI in crafting personalized candidate journeys. Practical tips are shared for fostering inclusive workplaces and equitable hiring processes.

Here's what we cover:
Neurodivergent talent faces challenges in the recruitment process, including reluctance to disclose due to fear of discrimination.
AI can help create personalized journeys for neurodivergent candidates, but organizations must be mindful of biases in the training data.
Organizations should understand their why in becoming neurodiverse and invest in creating an inclusive environment.
Vocational rehabilitation programs can provide support for neurodivergent individuals and offer benefits for employers. Clear and concise job descriptions are essential for effective communication and attracting diverse candidates.
Employers need to find the balance between job requirements and overload, ensuring that job descriptions are not overly burdensome.
The responsibility for creating inclusive environments lies with the CEO, as diversity and inclusion involve multiple aspects of the organization.
Standardized interviews may not be suitable for neurodivergent candidates, and accommodations should be made to allow them to shine in the interview process.
Creating equitable interview environments involves providing accommodations such as giving candidates interview questions in advance and allowing them to turn off their cameras if needed.
Employers should avoid unnecessary biases in hiring and focus on what truly matters for the job.
Accommodations for neurodivergent employees, such as alternate interview environments and flexible work arrangements, can improve their performance and well-being in the workplace.
Considerations should be made for the impact of lights in the workplace, as certain lighting conditions can be distracting or triggering for neurodivergent individuals.

Chapters
00:00 Introduction and Setting the Stage
01:04 Lack of Knowledge on Neurodivergent Talent
03:06 Understanding Neurodivergence
04:14 Neurodivergent Brain Functioning
05:39 Neurodivergence as a Sociological Construct
06:39 Conducting the Neurodivergent Talent Survey
09:30 Challenges Faced by Neurodivergent Candidates in the Recruitment Process
10:55 Reasons for Not Disclosing Neurodivergence
12:43 Discrimination in the Hiring Process
16:28 AI and Personalized Journeys for Neurodivergent Candidates
19:14 Increase in Neurodivergent Diagnoses
20:42 Neurodivergent Talent and the Return to Office
22:18 Creating a Neurodiverse Organization
26:49 Investing in Neurodivergent Talent
30:03 Job Descriptions and Communication Skills
31:23 The Line Between Job Requirements and Overload
32:13 The Responsibility of Employers
33:30 Neurodiversity and Responsibility
34:31 The Focus on Diversity and Inclusion
35:38 Standardized Interviews and Neurodivergent Candidates
36:37 Accommodations for Neurodivergent Candidates
38:08 Objective Grading and Accommodations
40:46 Creating Equitable Interview Environments
41:12 Avoiding Dumb Games in Interviews
42:11 Cultural Differences and Divergence
43:04 Recognizing Cultural and Neurodivergent Differences
44:06 Avoiding Unnecessary Biases in Hiring
45:39 Accommodations for Neurodivergent Employees
46:26 The Importance of Lights and Accommodations

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50min
March 12, 2024Unleashing HR Evolution: Mark Stelzner's Insight on the EPIC Conference and HR Transformation
Join Mark Stelzner in a discussion on transformative HR practices and the upcoming EPIC conference. Explore the pivotal role of people in HR transformation and the need to address process inefficiencies. Stelzner delves into effective communication strategies and the challenges of leading people through change. Discover how to craft a compelling narrative that the C-suite can champion, supporting meaningful transformation efforts. Don't miss insights on aligning people-centric initiatives with organizational goals for lasting impact.
Key Takeways:
EPIC conference fosters HR transformation by amplifying diverse voices and perspectives.
People transformation requires actionable takeaways and inclusion of all employees.
Addressing exhaustion and setting boundaries are vital in transformation.
Tailored communication channels are crucial for effective transformation.
Embrace a growth mindset and empower engagement for success.
C-suite leadership is essential for people-centric change.
Overcoming fear of decision-making is imperative in transformation.
Balance people, process, and technology for effective transformation.
Identify hidden costs and inefficiencies in current processes.
Embrace challenging conversations to drive transformative change.
Prioritize diverse voices and perspectives for impactful events.
Measure the long-term impact of transformation efforts.

Chapters:
00:00 Introduction
01:21 Conference Chair of Epic
03:06 Elevate People, Ignite Change
04:24 Actionable Takeaways
05:04 Audience for the Conference
05:59 Exhaustion in People Transformation
06:48 What Keeps Mark Stelzner Up at Night
09:14 Creating Space and Boundaries
10:14 Bringing Content into Context
11:10 Measuring Sentiment
12:06 Transformation and the Perception of Change
13:06 Measuring Transformation through Employee Sentiment
14:08 Role of Communications in Transformation
19:37 The Goal of Transformation
20:09 Transformation is Never Done
20:44 The Mistake of a Fixed Mindset
21:11 The Ethos of Consulting
22:25 Empowerment and Engagement in Transformation
23:06 The Role of the C-Suite in Transformation
24:12 Decision-Making and Consensus Culture
25:41 The Fear of Making the Wrong Call
26:16 The Impact of GenA and Analysis Paralysis
28:04 People, Process, and Technology in Transformation
29:15 Process Mapping and Uncovering Hidden Costs
31:07 Transformation Through Challenging Conversations
34:01 Transformation Success and Impact
36:24 Amplifying Diverse Voices in Conferences
39:55 Measuring Success and Impact
42:08 Long-Term Impact and Action
44:05 The Importance of Telling Stories
45:26 Finding New Voices and Creating Impactful Events

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49min
March 05, 2024Navigating Managerial Challenges: Solutions for Success and Happiness
Summary
Navigating Managerial Challenges: Solutions for Success and Happiness
In this episode we speak with Jim Barnett CEO and Co-founder at Marc Maloy, President GTM at Wisq to understand how to unlock employee happiness and organizational success. We talk about the limitations of employee engagement surveys and explore innovative solutions like Wisq's personalized coaching. Learn how real-time guidance, AI coaching, and digital companions empower managers, impacting employee happiness and organizational success. Adapt to the future of work with enhanced soft skills and support systems.

Takeaways
Traditional employee engagement surveys have limitations and struggle to have a significant impact.
Listening tools and signaling software offer potential solutions but also have their limitations.
The focus should be on developing soft skills and providing support for managers to improve their effectiveness.
Wisq aims to guide managers to success and happiness at work through personalized coaching and guidance.
Effective managers have a significant impact on employee happiness and overall organizational success. Managers often struggle due to a lack of tools and resources, highlighting the need for support and training.
Real-time coaching and guidance can help managers improve their effectiveness and overcome challenges.
Anonymized data can provide valuable insights and benchmarking for improving managerial performance.
Access to company and third-party content can enhance the learning and development of managers.
The goal of generative AI coaching is to improve managerial effectiveness and reduce regrettable turnover.
The future of work may involve the use of digital human companions to support and guide managers.
Workplace happiness is a complex concept that can vary for individuals and organizations.

Chapters
00:00 Introduction and Appreciation
00:34 The Limitations of Employee Engagement Surveys
01:20 The Challenges of Gathering Feedback
02:19 The Need for More Impactful Solutions
03:02 The Limitations of Listening Tools
03:35 The Value of Signaling Software
04:01 Using Signals for Upsells and Retention
05:28 The Success of Sturdy.ai
06:24 The Advantage of Customer-Level Data
07:08 The Limitations of HR Listening
07:40 The Importance of Performance Perspective
08:05 The Mission of WISC
08:32 The Vision of WISC
09:32 The Importance of Soft Skills for Managers
10:42 The Goal of No Bad Managers
11:09 The Focus on Manager Development
12:19 Preparing for the Interview
18:13 Introduction of Mark Malloy
19:19 The Role of WISC in Coaching Managers
20:01 The Impact of Managers on Employee Happiness
21:37 The Need for Support for Middle Managers
22:07 The Importance of Effective Managers
22:34 The Importance of Tools and Resources for Managers
23:20 The Complexity of Being a Manager
24:12 The Lack of Impactful Managers
25:09 Real-Time Coaching and Guidance for Managers
26:07 The Role of WISC in Guiding Managers
27:05 Continuous Coaching and Nudges for Managers
28:22 Utilizing Anonymized Data for Insights
29:20 Accessing Company and Third-Party Content
30:18 Leveraging Data for Benchmarking and Diagnostics
31:15 Moving Beyond Traditional Learning Approaches
34:09 Guardrails and Sensitivity in Coaching
35:17 Measuring the Impact of Generative AI Coaching
36:32 The Goal of Improving Managerial Effectiveness
37:20 Reducing Regrettable Turnover
39:24 The Future of Digital Human Companions
41:49 Defining Workplace Happiness
44:06 The Opposite of Happiness

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39min
February 27, 2024How Generative AI Will Change Skills Demands In 2024 With Yvette Cameron From Oracle
Summary
The conversation explores the impact of generative AI on skills, demands, and work transformation. It highlights the need to shift the focus from technology to the fundamental transformation and rethinking of work. The integration of generative AI into conversations and the importance of ethical considerations and guardrails are discussed. The role of prompt engineering and the skills needed for its development are explored. The conversation also emphasizes the importance of agility, collaboration, and internal mobility in HR transformation. The potential cost savings and the need for reskilling are examined, along with the importance of consolidating systems for a better employee experience. The conversation explores the topics of personalization and privacy in AI systems, as well as the use cases of AI in organizations.

Takeaways
AI systems can provide personalized recommendations and engage with individuals in a more personalized way.
The concern about privacy and constant monitoring.
Organizations are leveraging AI in various areas, such as recruiting and goal setting, to improve processes and alleviate stress from employees.

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Share your brand across the WRKdefined Podcast Network

Chapters
00:00 Introduction
01:58 Applications of Generative AI
05:19 Transformation and Rethinking Work
08:48 Impact on HR Transformation
09:51 Changing Roles in Recruiting
12:14 Leveraging Gen AI for Micro Experiences
13:56 Impact on Managers
17:42 Integration of Gen AI into Conversations
19:33 Ethical Considerations and Guardrails
23:28 Skills Needed for Prompt Engineering
25:46 Focus on Agility and Collaboration
29:02 Cost Savings and Reskilling
31:15 Empowering Managers for Reskilling
36:05 Importance of Data for Better Outputs
37:01 Consolidating Systems for Employee Experience
38:25 Personalization and Privacy
40:27 Use Cases of AI in Organizations

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46min
February 20, 2024Surprising Workforce Shake-Up: Unveiling Unexpected Job Growth, Declined Hires, and Healthcare Hiring Hurdles
Summary
In this episode, Rhea and Jill from iCIMS discuss data and insights related to talent acquisition. They analyze the January and February reports, highlighting the trends and changes in applications, job openings, and hires. They also discuss the impact of the election on hiring and the desire for in-office work among different age groups. The data shows an uptick in entry-level talent, making it a great time to hire for those positions. The conversation explores the challenges of hiring and retaining talent in the current job market, with a focus on Gen Z and millennials. It emphasizes the importance of human connection in the workplace and the impact of remote work on employee loyalty. The discussion also delves into the factors influencing loyalty, such as external events and the role of technology. Finally, it addresses the need to understand and attract younger talent.

Takeaways
Applications are up, job openings are back, but actual hires are down.
There is a strong disconnect between job seekers' confidence in the job market and companies' hiring actions.
The desire for in-office work is more prevalent among younger generations.
Companies are using job openings to build talent pipelines, but need to ensure a positive candidate experience.
The impact of the election on hiring and the economy should not be ignored. Hire Gen Z and retain millennials to build a diverse and dynamic workforce.
Prioritize human connection in the workplace to foster engagement and loyalty.
Consider the impact of remote and hybrid work on employee resignation rates.
Understand the external factors that can affect employee loyalty and company culture.
Adapt recruitment strategies to attract and retain 18-24 year old talent.

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Chapters=
00:00 Introductions
01:25 Overview of iCIMS
02:07 January and February Data
07:29 Trends in January and February Reports
13:59 Using Job Openings to Build Talent Pipeline
22:46 Impact of Election on Hiring
26:00 Desire for In-Office Work
31:46 Uptick in Entry-Level Talent
32:19 Hiring Gen Z and Retaining Millennials
33:00 The Importance of Human Connection in the Workplace
33:37 The Impact of Remote and Hybrid Work on Resignation Rates
35:04 The Shift in Loyalty and Company Culture
36:46 The Role of Technology in Loyalty
37:42 External Factors Affecting Loyalty
38:43 The Chicken and Egg Dilemma of Loyalty
39:19 Understanding and Attracting 18-24 Year Old Talent

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48min
February 10, 2024Unlocking the Future of Leadership: Big Picture Secrets, AI Awesomeness, and Trust Hacks!
Summary
In this episode, Jonathan Kirschner, the founder and CEO of AIIR Consulting and AIIR Analytics, discusses the 2024 leadership trends report and the key skills leaders need to navigate the challenges of the future. He emphasizes the importance of seeing the big picture and not getting stuck in the details, as well as the need for resilience, self-awareness, and self-care. Jonathan also highlights the role of trust in hybrid work environments and the importance of vulnerability and communication in building strong connections with employees. Additionally, he explores the impact of AI on leadership and the need for leaders to continuously communicate the why behind their actions. The conversation explores the use of assessment to understand and develop leaders, identifying critical leadership skills, choosing successors and high potential leaders, and the importance of system, talent, and orchestrator in achieving success.

Takeaways
Leaders need to see the big picture and avoid getting stuck in the details.
Resilience, self-awareness, and self-care are crucial skills for leaders.
Building trust is essential in hybrid work environments.
Vulnerability and communication are key in building strong connections with employees.
Leaders should continuously communicate the why behind their actions.
Assessing talent and building a leadership system are important considerations for leaders. Assessment tools can be used to gain self-awareness as a leader and understand the talent landscape of an organization.
Identifying the critical leadership skills needed for success is essential, taking into account the specific ecological factors of the environment.
When choosing successors or creating a talent pool for high potential leaders, selecting individuals who align with the desired leadership profile can be beneficial.
Success in any team or organization requires a combination of a good system, talented individuals, and an orchestrator who can create the conditions for psychological safety.

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Share your brand across the WRKdefined Podcast Network

Chapters
00:00 Introduction
00:18 Jonathan's Background and Passion for Leadership
01:18 Jonathan's Training and Expertise
02:13 Jonathan's Hobbies and Personal Life
03:09 Ice Hockey and Charity Tournament
03:37 The Importance of Fitness and Training
04:16 William's Experience with Hockey
05:10 The Intensity and Perspective of Watching Hockey
06:07 The Importance of Seeing the Big Picture
06:29 The Trees and Forest Analogy
07:12 Introduction to AIIR Consulting and AIIR Analytics
08:16 Services Offered by AIIR Consulting
08:49 The Use of Assessments in Leadership Development
09:23 The Leadership Trends Report
11:02 Methodology of the Leadership Genome Survey
13:27 Challenges for 2024
13:57 Critical Skills for 2024
15:24 Navigating Change and Building Trust
19:18 Building Connection in a Hybrid Environment
21:16 Building Resilience in Oneself and Others
23:36 The Stereotype of the Perfect Leader
25:30 Allowing Vulnerability and Failure
27:08 The Importance of Vulnerability in Leadership
28:30 The Interconnectivity of Leadership Skills and Trends
31:31 The Impact of AI on Leadership Skills
33:57 Navigating Innovation and Change
36:52 Assessing Talent and Building a Leadership System
37:39 Using Assessment to Understand and Develop Leaders
38:42 Identifying Critical Leadership Skills
39:37 Choosing Successors and High Potential Leaders
40:02 The Importance of System, Talent, and Orchestrator

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45min

FAQs about You Should Know:

How many episodes does You Should Know have?

The podcast currently has 50 episodes available.

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