The HX Podcast with Stacie Baird

Let me describe someone you probably manage right now: she's brilliant, creative, and a pattern recognizer, but she's also... a lot. She might have 17 browser tabs open, interrupt enthusiastically in meetings, or struggle with "simple" expense reports while crushing complex strategy. You might be thinking she just needs better time management or executive presence, but what if I told you that isn't a performance issue? In this episode—which I'm thinking of calling "Squirrel"—we are talking about late-diagnosed ADHD, the invisible disability hiding in plain sight among your highest performers. In this episode I'm discussing the "neurospicy" talent hiding in plain sight and why what looks like burnout is actually unsupported neurodivergence. I'm sharing my own journey of being diagnosed at 42, so tune in as we explore how to stop trying to "fix" the humans and start fixing the systems instead. Stacie More episodes at StacieBaird.com.

What if I told you that 20% of your most experienced female talent is considering leaving—not for better opportunities, but because your workplace is making them choose between their health and their careers? Women aged 45-55 represent your most valuable institutional knowledge, your strongest leaders, and your most effective mentors. They're also navigating perimenopause and menopause in workplaces that were never designed for their needs. And they're walking away silently, one resignation at a time. In this episode, I'm pulling back the curtain on the women's health crisis that's quietly draining organizations of senior talent—and giving CHROs and People Leaders three concrete strategies to turn this crisis into your competitive advantage. From redesigning benefits architecture to breaking the silence that keeps women suffering alone, these aren't aspirational ideas—they're actionable playbooks you can implement Monday morning. Plus, a powerful bonus recommendation for anyone inside your organization who wants to drive change, regardless of title or role. If you're tired of watching experienced women leave "for personal reasons," this episode will show you exactly what to do about it. Stacie More episodes at StacieBaird.com. Women's Health Resources from this Episode Maven Clinic | Peppy Health | Carrot Health  State by State Women's Healthcare Legislation Updates

Welcome to 2026 and a new evolution of the HX podcast. For years, I kept my own 30-year battle with endometriosis hidden because I didn't feel safe discussing it at work. I've realized we can't treat mental health as separate from the rest of our bodies, yet we've designed workplaces for young, healthy men, leaving millions to "perform wellness" while managing chronic conditions in silence. This season, we're peeling back the onion on why women's health isn't a niche issue—it's a trillion-dollar hole in the global economy. We'll explore why senior women are leaving at the peak of their careers and why supported employees outperform unsupported ones every time. It's time to move beyond generic wellness to real policies like menopause support and flexible work options. Let's stop choosing between health and productivity and get to work, y'all. Stacie More episodes at StacieBaird.com.

Hey humans, Stacie Baird here. The truth is, nothing really changed in 2025—we just finally found the language for what has been true for a long time. This isn't a typical year-end review episode; it's a moment of closure and an opening. For six years, we've been talking about burnout, compassionate leadership, and psychological safety. But every time we had those conversations, we kept running into the same wall: the reality of our bodies. We realized that the burnout crisis we've been documenting is, at least in part, a women's health crisis that we haven't been naming. In this episode, I'm taking you into the "in-between" space. I'm sharing why I realized I was participating in the same invisibility I was trying to challenge, hiding my own health struggles while performing wellness. We're connecting the dots between mental health and physical health because, for women, they simply cannot be separate. Buckle up, because HX is evolving. Starting in 2026, we are expanding our focus to whole person health at work through a woman's lens. This isn't about excluding men—it's about designing work for the reality of the majority of the workforce. It's about admitting that compassionate systems cannot exist if we pretend we don't have gender-specific needs. We are done with toxic positivity and we are done pretending that work happens separately from what is happening in our bodies. If you've ever wondered if you're the only one managing everything invisibly, or if you're a leader watching talented women leave and don't understand why—this episode is for you. Join me as we ask the hard questions and refuse the "either/or" choices we've been forced into. We are going to build the language we don't have yet, together. See you in the new year. And this time, we're bringing all of us. Stacie More episodes at StacieBaird.com.

Hey, humans, we've arrived at the final and perhaps most powerful part of our "Why" series! We started with personal excavation, learned how to apply it to decisions, and now we're talking about the ripple effect. When leaders operate from their why, it changes everything. I'm going to show you exactly how one individual's clarity creates a collective wave, leading to aligned culture , higher engagement, and most importantly, giving permission for your team to bring their whole selves to work. I'll share stories from my own career, from seeing a highly successful leader realize his life was out of alignment to the quiet high-performer who finally discovered their passion for DE&I. I'll even pull back the curtain on how defining our collective why as "lifting lives" led to record-breaking success in a past organization. Purpose attracts purpose , and as we head into 2026, it's time to stop waiting for a crisis and choose to live your why today. This episode wraps up with your January Challenge to create a lasting impact in the New Year —from filtering decisions through your why to assessing alignment in your hiring process. It's time to put the drop in the ocean and watch it make a wave. Don't miss this final step in turning individual transformation into collective impact! Stacy More episodes at StacieBaird.com.

Hey, humans! Last week we excavated our "why", and this week, we're talking about how to make it actionable. I'm sharing the most powerful lesson I've learned: your "why" isn't just a statement; it's your decision-making filter. It defines where you say yes and, more importantly, where you finally say no. I'll walk you through how my why helped me walk away from a financially great opportunity because it demanded sacrificing the boundaries I teach you to protect. I'm also sharing the biggest professional decision I've made in years. I'll show you why this opportunity was an absolute yes and how it allows me to live my purpose of elevating the human experience on an even greater scale. Ready for your challenge? We're auditing your calendar to find out where you're currently living (or not living) your "why" at work. Get your green and red markers ready. This is how individual transformation creates true alignment! Stacie More episodes at StacieBaird.com.

Hey, humans! This episode is where we start a three-part journey that I truly believe will permanently alter your outlook, because that's what happens when you discover your "why". We all know the what and the how, but when you get clear on the purpose and the belief behind your work, everything gets easier. I'm opening up and sharing the crisis moments in my own life from sitting in Jocelyn's hospital room and my daughter's journey afterwards - that stripped away everything but what truly mattered, making my own why clearer than ever. This week, I'm giving you an assignment to start excavating your own origin story and patterns. Grab a piece of paper and block out 30 minutes to look for the themes that keep appearing in your life and work! We'll walk through the framework of Simon Sinek's Golden Circle and use the powerful format: "To blank, so that blank.". Do the work this week, because understanding your human experience is the first step to enhancing the HX of everyone around you. Bring your first draft, because next week, we're diving into Part 2: How your why transforms your approach to leading! Enjoy, Stacie More episodes at StacieBaird.com.

It's not science fiction anymore; it's Agentic AI. We're moving past the era where AI just assists us.  Now, we're talking about a coworker that can run entire recruiting workflows from start to finish. Think of it like a Tesla: you set the destination, and it drives the car. But I don't want you to be left in the dust regarding what this looks like. We are talking about autonomous scoring, outreach, and screening that operates without human intervention so you can save your intervention for where it matters most. However, with great automation comes great responsibility. I know we are all feeling the pinch point of budget constraints and increased hiring needs , but you cannot build automation on top of chaos. If you don't have a strong foundation or good data, you're just going to automate chaos. We're going to discuss the critical guardrails you need - like human oversight on outreach and bias monitoring, because the human touch is going to be more valuable than it ever has been. So, where do you start? We'll look at finding your highest ROI pilots, like passive candidate sourcing or high-volume screening, and how to build a governance framework so candidates know they are interacting with AI. This isn't autopilot; it's assisted driving. Join me as we explore how to use these tools to elevate the human experience, not replace it. Stacie More episodes at StacieBaird.com. Basics on GDPR and CCPA

Hey humans, let's talk about that hidden bottleneck that's absolutely killing your time to hire: scheduling. We're still playing calendar Tetris, sending those dreaded email chains back and forth. By the time you get everyone in the same virtual room, your perfect candidate has three other offers. This is the administrivia that's costing you top talent. But what if I told you that scheduling isn't your Achilles heel—it's your secret weapon? We're in a new world where a six-day scheduling standard is gold, and companies using automation are slashing their time to hire by 50%. This isn't just about saving your recruiters 14 to 17 hours a week, this is about the human experience. Think about it: manual scheduling takes 8 to 12 touchpoints for one interview. Automation cuts that down to one or two. That's a better impression of your organization. And here's what most people miss: when you cut that time to hire, your offer acceptance rates go up and your cost per hire drops. This one change affects all of your recruiting metrics. So, let's dive into it. In this episode, I'm giving you the playbook. We'll talk about the different tools, from enterprise-level products to integrating Calendly. We'll cover the pitfalls and watchouts, and I'll give you a three-step process to run a pilot, starting with your high-volume recs, so you can measure the ROI and make your business case. This is how we get better, faster, smarter. Stacie More episodes at StacieBaird.com.

Hey humans. So, 67% of organizations are prioritizing AI for talent acquisition, but here's the HX twist: they're also terrified of its inaccuracies. In this first episode of our HX Intel series, I'm cutting through the noise to figure out what's really working and what's just hype. We've all moved past the honeymoon phase, but are we stuck in basic automation instead of using advanced AI smartly? It's the "meat and potatoes" of the AI toolkit—from the easy wins that reduce that awful "administrivia" to the major "watch-outs" and red flags. It's all about finding that balance between AI's scale and our human judgment. I'll even leave you with a three-step audit you can start tomorrow to figure out where your tech is really helping... and where it might be hiding bias. Stacie More episodes at StacieBaird.com.

In launching this series on talent, it had me thinking…where do we start? With that, we are re-broadcasting an episode with Allison Coward, an expert on #firstprinciples with the thought, why don't we start with what is, well, first.  First principles are the most fundamental, foundational truths or assumptions of a concept that cannot be deduced from anything more basic. First principles thinking (https://www.firstprinciples.ventures/insights/first-principles-the-foundations-of-innovation-and-growth) is a problem-solving method of breaking down a complex problem or idea into these basic truths, then reasoning up from there, rather than relying on analogy or convention. This method can lead to greater innovation and a deeper understanding of a subject by starting from the ground up.  Our first step (as we dissect the state-of-talent in 2026) is to start with the building blocks. The first principles.

https://staciebaird.com/the-hx-podcastIn this episode, I'm kicking off a new series that's very near and dear to my heart: talent. I was struck by a McKinsey study called "The War for Talent," published back in 1998, which happened to be the first year I was in recruiting. Reading it again, I was shocked to realize that the core challenges it identified; a shortage of leadership talent, a lack of manager accountability for developing people, and the need for a compelling employee value proposition - are issues we are still grappling with today, perhaps more acutely than ever. It really made me ask, why are we still hiring like it's 1998? This realization is why I'm launching this series. We're going to dig into what it truly means to attract, develop, and retain people in 2025 and beyond. We'll question everything, from legacy practices like requiring a bachelor's degree for every job posting to how we can elevate the human experience for candidates in an era dominated by applicant tracking systems. We'll explore how to build a real talent pipeline, how to measure potential, and how to create a workplace where great people actually want to join and stay. I want to be clear that I don't have all the answers; I'm here to learn right alongside you. This is a conversation I want us to have together. I'm excited to talk about what has evolved over the last 25 years, what has stubbornly stayed the same, and what we need to do now to finally move forward. If you're passionate about this topic, I want to hear from you as we explore how to finally win this long-running war for talent. Stacie More episodes at StacieBaird.com.

On this now two year anniversary, I felt that this deserved a replay! This is an episode that is an enormous part of why I've changed the brand of the podcast to encompass the broader human experience. My daughter, Jocelyn, is my very special guest today. She talks about her leukemia diagnosis over two years ago, and the battle that would take up all of 2023, and change the way she has to look at her health for the rest of her life. Hearing this story from her provides so much joy for who she is as a woman, how she's grown, and my hope is that you'll hear the same message.  She shares some of the early indicators that were thought to be a bad case of the flu, the mysterious bruises she got, and when she checked in to Phoenix Children's Hospital. She talks about shaving her head, the incredible people that stepped up for her when she was down, and the quirky things that people say and do - when they don't know what to say or do! The lesson and ongoing message in this podcast for all of us is, I believe, that through struggle and adversity comes strength. I'm so proud of my daughter - and the lessons I believe are important for anyone struggling.  I hope that you find this episode to be uplifting and motivating for your own human experience. Thank you so much for listening! Stacie More episodes at StacieBaird.com.

In this episode of the HX podcast, as part of our "Well at Work" series, I had the privilege of speaking with Justin Long, an author who shared his incredible story of resilience. I was so impacted by his journey, which he says truly began when he got sober at age 32 after years as a "raging alcoholic filled with self-loathing". Justin recounts growing up in an emotionally dysfunctional household, shaped by generational trauma, where he was made to feel he had no value. This led him to a life of searching for external validation through alcohol and other harmful behaviors. Justin's path to healing has been a lifelong journey involving AA, a pivotal mentor named Roland, and transformative trauma therapy. We talk about how he learned to develop self-awareness, challenge those negative beliefs instilled in him since childhood, and shift from self-loathing to self-love. He now applies these profound lessons to his leadership role at Spring Hill Equine Veterinary Clinic, where he focuses on knowing himself to lead himself, understanding his team as individuals, and creating a positive culture where people can grow. His message is a powerful reminder that if you don't feel good about who you are, you have the power to change that. If you'd like to check out his books, click here for more details.  I hope you enjoy this episode! Stacie More episodes at StacieBaird.com.

If you remember making mixtapes off the radio and your parents' only rule was to be home when the streetlights came on, this episode is for you. Jenn and I are zeroing in on our specific slice of Gen X, a micro-generation we're calling the 'Goonies Generation'. We're the kids born in the late 70s who had one foot in an analog childhood of latchkey independence and another in a fully digital adulthood, making us the ultimate translators between the old and new school. We'll take a fun trip down memory lane talking about MTV, arcade games at Pizza Hut, and the terror of Cold War drills, exploring how these moments shaped us into scrappy, independent, and connection-craving adults. That unique upbringing directly translates to how we operate today, especially as leaders. We'll discuss why our generation values autonomy, despises micromanagement, and leads with empowerment. But we also get real about the pressures we face now—being the overlooked 'sandwich generation' caring for both kids and aging parents, all while navigating our peak earning years. This episode is a call to action for our often-unseen generation to step up, recognize our role as the 'glue' holding things together, and connect with others who get it, because Goonies never say die. Stacie More episodes at StacieBaird.com.

In this episode, Jenn and I are diving deep into something we know a lot about: being Gen X and hitting that phase of life that people used to call a 'midlife crisis.' We're calling BS on that and reframing it as what it really is... a reboot. With our kids getting older, we finally have the space to ask what we want, not just what our families need. We get real about everything from navigating hormonal shifts and prioritizing sleep over everything else, to why I'm taking a whole pharmacy of supplements and have fully embraced my comfy, underwire-free wardrobe. It's about feeling our best, not turning back the clock, and being intentional about this next, powerful chapter. We also get into how this personal reboot is unlocking a professional relaunch. For years, many of us, especially women, made career choices based on our kids' schedules and being the primary caregiver. Now, those doors are wide open, and our motivation has shifted from chasing promotions to finding real fulfillment in coaching and mentoring others. We'll talk about why Gen X is consistently ranked the most stressed generation—stuck translating between Boomers and Millennials—and why it's time for us to reduce the stigma, start talking, and redefine what this stage of life looks like for all of us. Here are some interesting related articles: Reevaluation trend: Forbes (2025) reports Gen X engagement dropped from 35% to 31%, with active disengagement rising from 17% to 18% Forbes. Stress over time: Gen X has been the most stressed generation for over a decade; a 2012 study rated their average stress 5.8/10 vs. Millennials at 3.4 and Boomers at 4.4 Forbes. Population and workforce share: Gen X makes up 31% of the U.S. workforce and 19% of the global population—large, not fringe marshmma.com. Caregiving burdens by age create rethink moments (see Episode 2 stats) ResearchGate+. Enjoy, Stacie More episodes at StacieBaird.com.

Hey humans, in this episode of the HX podcast, we're diving into the "Gen X Leadership Load". If you're a Gen Xer, you probably feel like the forgotten middle child, and I found some pretty jarring data that shows just how much we're dealing with. We're the first leaders in history to be sandwiched between four generations at work and two at home, acting as translators between old-school structures and new expectations. I'll share some specific stats from places like Pew Research and AARP on what this dual caregiving really costs us, both financially and emotionally. We were taught to just stuff our problems down and keep working, but that's leading straight to burnout, and the numbers are higher than for any other generation. So, what do we do about it? In the full episode, we'll talk through the massive impact this is having on our mental health and why organizations should be paying close attention to prevent a huge leadership gap. Stick around to the end, where I'll give you a simple assignment to start gaining awareness and explore how we can become the leaders we never had. We'll see you there. Stacie More episodes at StacieBaird.com.

In this week's episode of our #WorkWell series, I'm building on last week's assignment with a new one that is both simple and challenging. After taking time to reset, I started asking myself a critical question every time I felt the urge for a distraction: "What would actually restore me right now, not just distract me?" It's so easy to fall into mindless scrolling or shopping, but I've found those are just temporary fixes that don't address the root cause. True restoration takes intention, and the only real short-term answer to exhaustion is rest and recovery.  My assignment for you is to try what I did this week. Every time you feel that pull toward a distraction, pause. I would get up, change my scenery, take two deep breaths, and grab my journal. This practice helped me offload my mental clutter and understand what was really going on. I found my needs usually fell into one of three categories: depletion, which I answered with a power nap or meditation; restlessness, which I solved with movement like a walk; or disconnection, which I eased by texting a friend or hugging my husband.   It all comes down to asking: What does my body need? What does my mind need? And what does my heart need? I encourage you to try replacing distraction with true restoration this week; it was incredibly insightful for me.  Stacie More episodes at StacieBaird.com.

Hey humans, we're continuing our #WorkWell series, all about mental health in the workplace. In this episode, we're getting real about the difference between just being tired and being truly, deeply depleted.  I know that feeling because I was just there myself. After we recorded our last episode on burnout, I felt almost out of my body, completely depleted and neurologically dysregulated. The only thing that could help was true rest and disconnection. So for this week, I have an exercise for you. It's an ask to take just five minutes every day to journal and really tune in to how you're feeling. Ask yourself: Do you feel recharged after a break? What do you actually enjoy right now? How often are you feeling irritable or numb? The goal isn't to fix it immediately, but just to recognize where you are. It's about figuring out if you're just tired, or if you've crossed over into depletion. Take this week to just check in with yourself.  I hope you'll join me on this journey to work well. With light and love, we'll see you soon. Stacie More episodes at StacieBaird.com.

In the second of our small series on Mental Health at Work, Jenn Mason and I tackled a really challenging episode (as you can see by the title). We jumped right in by asking if resilience is being "weaponized" - used as a justification for harmful systems rather than a skill to be supported.  We explore the dark side of a resilience culture, where praising people for surviving toxic, high-demand environments becomes a smokescreen for the actual problem. What is the difference between empowering people to heal versus requiring them to manage the harm inflicted upon them by broken systems? We talk about how this "grind it out" mentality is often hard-coded generationally, something Jenn and I personally experienced coming up in the Gen X workforce.  We share our own stories and hope you'll enjoy them as well. Stacie More episodes at StacieBaird.com.