In this episode, Traci Chernoff talks with Jason P. Carroll, a leadership strategist and founder of Aptive Index, where they discuss the importance of psychometric assessments in hiring and team dynamics. They explore the challenges of hiring, the role of ego in leadership, and the significance of understanding different work preferences. This conversation pinpoints the need for engagement and retention strategies, the pitfalls of using assessments, and the value of diversity in the workplace. Jason also shares insights on how to leverage assessments to create stronger teams and improve organizational outcomes.Chapters00:00 Introduction to Leadership Strategy03:03 The Importance of Psychometric Assessments06:12 Hiring Challenges and Solutions08:54 Team Dynamics and Collaboration12:02 Understanding Different Work Preferences15:05 The Role of Ego in Leadership18:11 Engagement and Retention Strategies21:00 Pitfalls of Using Assessments24:00 Diversity and Inclusion in Hiring27:06 Conclusion and Call to ActionWe hope you enjoyed this deep dive on Leveraging Psychometric Assessments to Maximize Hiring and Retention. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!Don't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.About Our Guest: Jason P. Carroll is a leadership strategist and trusted advisor to businesses navigating growth and change. He’s the founder and CEO of Aptive Index, a company revolutionizing hiring and leadership practices with advanced psychometric assessments and strategic advisory services. Jason has guided leaders and organizations to achieve transformative results, including scaling Champion National Security from $24 million to $80 million. A Certified Executive Coach and Dare to Lead™ Facilitator trained by Dr. Brené Brown, Jason is deeply committed to personal development and building inclusive, high-performing organizations. His work reflects a people-first approach, integrating innovative tools and compassionate leadership to align talent with organizational goals. Guided by core values of courage and generosity, Jason’s vision is to empower leaders to create workplaces where collaboration and resilience thrive.Connect with Jason P. Carroll here:Website: https://jasonpcarroll.com/Follow Jason on LinkedIn: https://www.linkedin.com/in/jasonpcarroll/Tune in to Jason’s podcast Work Cultured https://podcasts.apple.com/us/podcast/work-cultured/id1653494803https://open.spotify.com/show/0HeJOLtBHT0mqeQA7K7N8V Connect with Traci here: https://linktr.ee/HRTraciDisclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.
Go to https://cozyearth.com and use code HUMANHR for 40% off their best-selling sheets, pajamas, towels, and more. And if you get a post-purchase survey? Let them know you heard about Cozy Earth right here. In this episode of the Bringing the Human Back to Human resources podcast, Traci Chernoff and Bryan Driscoll discuss pressing topics affecting employers and employees in the U.S. They delve into heightened immigration enforcement, the implications of new tariffs on imported goods, and the broader economic impacts these changes have on businesses and their workforce. The conversation emphasizes the importance of compliance, legal support, and transparency in navigating these complex issues, while also looking ahead to pending legal cases that could shape the future of employment law.Chapters00:00 Introduction to Policy Pulse Segment01:29 Heightened Immigration Enforcement and Its Impacts12:01 Understanding New Tariffs and Their Economic Effects21:29 The Human Impact of Economic Changes31:41 Looking Ahead: Pending Legal Cases and Their ImplicationsDon't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.We hope you enjoyed this month’s Policy Pulse episode. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!Connect with Traci here: https://linktr.ee/HRTraciConnect with Bryan: Website: https://bryanjdriscoll.com/ LinkedIn: https://www.linkedin.com/in/bryanjohndriscoll/ Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.
This week, Traci welcomed Wendy Sherry, Chief Executive Officer for Global Health Benefits within International Health at Cigna Healthcare, overseeing healthcare delivery to more than 3,700 clients in over 250 countries.With 30 years at Cigna spanning multiple leadership roles, Wendy is a strong advocate for inclusion and the advancement of women in leadership. She also serves as an advisor to Hello Heart and supports healthcare equity angels.Spoiler alert: 50% of millennial women are experiencing perimenopause symptoms right now, and by 2030, three-quarters of the global workforce will be millennials or Gen Z—meaning this isn't a women's issue, it's a business imperative.What We CoverThe inclusive leadership philosophyWhat perimenopause actually does to your body50% of millennial women have perimenopause symptomsWhich states mandate menopause workplace protectionsWhy this is a business imperative, not a nice-to-haveThe hidden cost of perimenopause stigmaHow Cigna connects employees to menopause specialistsThe talent war you're losing without these benefitsWhat to ask your benefits provider tomorrowKey Quote"If all the good ideas come from me, we are in trouble. You need to have a team that in many ways is smarter than you in certain areas, because it's all about perspective." – Wendy SherryConnect with Wendy Sherry: https://www.linkedin.com/in/wendy-sherry/ Website: https://www.cignaglobal.com/employers/na Connect with Traci here: https://linktr.ee/HRTraciDisclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
Join Traci and attorney Bryan Driscoll for this month's Policy Pulse episode covering the latest workplace regulations that demand your attention. Together they break down the DOL's new emergency pay ruling, a shocking discrimination lawsuit, California's pay transparency expansion, and Supreme Court cases that could reshape federal workplace regulation.Spoiler alert: Emergency pay just became part of your overtime calculation headache, and California is done with fake pay ranges.This episode unpacks how the Department of Labor now requires emergency and hazard pay to be included when calculating overtime rates, making your payroll significantly more complex. You'll also hear about the EEOC's lawsuit against a staffing firm that honored male-only hiring requests and why this puts all recruiters on notice. Discover how California's strengthened pay transparency law demands "good faith" ranges that include total comp, not theoretical maximums, plus why the Supreme Court's upcoming term could create wild policy swings for the NLRB and EEOC.What We Cover:– DOL's new emergency pay overtime requirement– The staffing firm's male-only hiring lawsuit– California's "good faith" pay range mandate– Why vendor compliance doesn't absolve employer liability– Supreme Court cases threatening independent agencies– The ERISA fiduciary risks HR overlooksKey Quote: "California now says you can't put in a job description what you could pay an employee. You have to put in the job posting what you will pay the employee." – Bryan DriscollConnect with Bryan Driscoll: https://www.linkedin.com/in/bryanjohndriscoll/ Connect with Traci here: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
Content Warning: This episode discusses pregnancy loss, miscarriage, stillbirth, and infant death. Please take care of yourself if these topics are sensitive or triggering for you.This week, Traci tackles a topic that touches one in four pregnancies but remains largely invisible in workplace conversations: pregnancy and infant loss.A longtime listener and HR professional reached out to share her powerful story of loss and resilience after losing her newborn son earlier this year. Through her experience, she’s seen how unprepared many workplaces are to support grieving parents—and she’s on a mission to change that. Her message is a call to action for HR leaders to bring more compassion, awareness, and humanity to how we support employees through unimaginable loss.Spoiler alert: There's no federal requirement for bereavement leave in private employment, leaving a massive gap in support for grieving parents.Traci reveals the three-stage support framework that actually works, explores state laws that lead the way, and shares why explicitly stating "reproductive loss" in policies makes all the difference.What We Cover:– The one-in-four reality: Why this is far more common than most realize and how that should reshape support– The three-stage framework: Supporting employees before return, during transition, and once they're back– Language that harms versus heals: What to avoid saying and what actually helps– State laws leading the way: How California, Illinois, Oregon, and Washington provide reproductive loss leave– Making loss explicit: Why stating "reproductive loss" in policies normalizes asking for supportHave thoughts on how your organization supports employees through loss, or want to share what's working in your workplace? Drop a comment on Spotify or YouTube and let us know. Don't forget to rate, review, and subscribe!Connect with Traci here: https://linktr.ee/HRTraciGriffin Cares Foundation- https://griffincaresfoundation.org/ - Provide support across the United States for those have experienced pregnancy or infant loss through events and virtual support groups.Chasing Rainbows- https://chasingtherainbows.org/ - Provide online virtual support groups (6 days a week) to families that have experienced pregnancy and infant loss, infertility, and support for pregnancy following loss.Sad Dads Club- https://saddadsclub.org/ - Community for loss dads. Provided the much-needed support to bereaved fathers, as they typically are less likely to reach out in traditional ways. They host online support groups, in person events and more.Adalyn Rose Foundation- https://adalynrose.org/ - provide training for healthcare workers, remembrance carts, support groups, couples workshops , and community events raise awareness for pregnancy and infant loss.Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
This week, Traci sits down with Tan Moorthy, CEO of Revature and accomplished business leader with over three decades of experience in the global IT services industry.After 23 years with Infosys—where he served as Executive Vice President across multiple functions including Head of Delivery Operations for US, Canada, and LATAM, Group Head of HR, and Global Head of Education—Tan now focuses on bridging the talent gap through workforce transformation. He's also a champion of sustainable development, having led UN work groups defining corporate metrics for Sustainable Development Goals.Spoiler alert: That knowledge you're protecting isn't as proprietary as you think—and hoarding it might be the very thing keeping you from growing.Tan reveals why learning at the speed of change is the only way to stay relevant, how upskilling existing employees delivers faster ROI than external hiring, and the three-pillar framework (education, engagement, exposure) that builds true competence. Plus, he shares the career-defining moment when a failed proposal taught him that content without communication means lost opportunities.What We Cover:The proposal that changed everything – How losing a client deal due to poor communication skills sparked Tan's transformation into a lifelong learner and eventually led him to share a stage with Steve BallmerWhy comfort zones are career killers – The counterintuitive move from a successful business role into corporate HR that everyone warned against, and why it opened doors Tan never imaginedThe three pillars of competence – Breaking down how knowledge, skills, and attitude combine through education, engagement, and exposure to create lasting workforce transformationLearning at the speed of change – Why continuous learning isn't about getting ahead anymore—it's about staying in the same place you are nowThe upskilling advantage over external hiring – How investing in people who already know your systems, culture, and ecosystem delivers immediate productivity versus the ramp-up time new hires requireWhy knowledge hoarding backfires – The fundamental truth that if you don't share what you know, someone else will—and why giving more means getting more in returnMentorship as a two-way street – How working with Gen Z employees (or any generation different from yours) creates peer-to-peer learning that benefits both sides equallyThe innovation power of different perspectives – Why surrounding yourself with people who think like you guarantees stagnation, and how diverse viewpoints spark breakthrough ideasBuilding elastic teams that bend without breaking – How creating learning ecosystems helps organizations adapt through pandemics, economic shifts, elections, and technological disruptionKey Quote: "You've got to learn at the speed of change for you to stay in the same place that you are, let alone to run." – Tan MoorthyConnect with Tan Moorthy: LinkedIn: Tan Moorthy Company: RevatureConnect with Traci here: https://linktr.ee/HRTraciDisclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
This week, Traci welcomes Kelly McGinnis, certified Gottman educator, emotion coach, and CEO of Incredible Family—an organization committed to unleashing potential in working parents through developing strengths.With over 20 years of experience educating and empowering families, Kelly shares her own journey through the abrupt transition to motherhood with three daughters and how it ignited her passion for helping working parents thrive without choosing between career and family.Spoiler alert: The odds are stacked against working parents—but there's a science-backed way to flip the script.Kelly reveals why our brains are hardwired for negativity, the shocking happiness curve research that shows when life satisfaction hits rock bottom, and the one simple strategy organizations can implement that creates ripple effects across engagement, productivity, and retention.Plus, she shares a powerful story about how unlocking one mom's hidden strength not only kept a valuable employee from leaving but sparked an entirely new mentorship program.What We Cover:The "motherhood penalty" and why becoming a parent happens at the worst possible career momentWhy happiness levels plummet when we become working parents (and what causes that dip)How to break the negativity cycle by shifting to a strengths-based philosophyThe dual reality principle: Why two contradictory things can be true at onceWhy working parents make exceptional leaders (hint: parenting and leadership run parallel)The research-backed reason community is the #1 way to support working parentsHow to navigate the return-to-work transition and view parenthood as a series of transitionsThe "pebble in the pond" impact: How small shifts create massive organizational changeKey Quote: "Culture will emerge 'by design or default,' and organizations end up paying the price either way. You can invest intentionally upfront or deal with costly damage control later." – Kelly McGinnisFREE GIFT: Email Kelly at kelly@incrediblefamily.com and mention this podcast to receive a free code for the parent strengths assessment!Connect with Kelly:Email: kelly@incrediblefamily.com LinkedIn: http://www.linkedin.com/in/kelly-mcginnis-ifi Website: incrediblefamily.com Connect with Traci here: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
This week, Traci sits down with Scott Shickler, one of the world's leading experts on mindset-based empowerment and CEO of Seven Mindsets. Scott has interviewed billionaires, Olympic athletes, and celebrities (including an unforgettable three-hour dinner with Oprah Winfrey) to uncover what truly drives success.Spoiler alert: It's not talent, luck, or connections. It's mindset.Scott reveals the seven specific mindsets that separate high achievers from everyone else, why our brains come "factory-loaded" with limitation software, and how even the most successful people battle 30,000-50,000 automatic negative thoughts daily. Plus, he shares his vision for transforming HR from "Human Resources" to "Human Success."What We Cover:Why Oprah says mindset is "over everything" (even with all her resources and opportunities)Richard Branson's surprising regrets and why he'd "dream bigger" despite owning 400 companiesThe "one inch higher" challenge that reveals how we limit our own potentialHow to identify and flip your "ANTs" (Automatic Negative Thoughts)Why Scott returned as CEO after his company's culture shifted away from mindset-based practicesThe revolutionary MQ (Mindset Quotient) that measures how your mindsets compare to world-class achieversKey Quote: "Your mindsets matter. They determine the quality of your life at home, at school, and in the workplace." – Scott SchicklerFREE GIFT: Take Scott's MQ assessment and access your personal AI mindset coach at meetmq.com (use code: HUMAN)Connect with Scott here: https://www.linkedin.com/in/scott-shickler-6b5575b0/Website: sevenmindsets.comConnect with Traci here: https://linktr.ee/HRTraciDisclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
In this month's Policy Pulse episode, Traci and Bryan explore the increasingly complex landscape of HR compliance across U.S. states and cities. With federal deregulation on one side and stricter state-level laws on the other, HR professionals are feeling the squeeze.They discuss how employers can stay compliant with an evolving "patchwork" of laws—from pay transparency and AI in hiring to hyperlocal handbook requirements.Plus, they tackle the ever-relevant topic of free speech in the workplace: what you can say, what you should say, and what might get you fired.This episode is essential listening for any HR leader navigating multi-state operations, remote workforces, and the realities of a lean HR team.What We Cover:How state-specific laws are reshaping HR practicesWhen to use addendums vs. separate employee handbooksThe compliance pitfalls of national job postingsWhat "free speech" really means at work (hint: it’s not what you think)Why documentation is everything—and when it's better not to write things downKey Quote:“Say it, forget it. Write it, regret it.” — Traci (quoting Dorinda Medley, a RHONY legend)Got a question for Bryan & Traci for an upcoming episode? Email Traci at contact@hrtraci.comNeed help with handbook updates? Visit hrtraci.comConnect with Traci here: https://linktr.ee/HRTraciDisclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.
In this deeply moving and eye-opening episode, Traci sits down with Matthew Megson, an HR professional and mental health advocate, to discuss how HR leaders can better support employees navigating mental health challenges. With over 21 years in the field and personal experience living with bipolar disorder, Matthew brings a unique dual perspective, both as someone who has created accommodations and as someone who has needed them.Together, Traci and Matthew explore the critical need for empathy, the dangers of stigma, and practical strategies for handling mental health disclosures in the workplace. This conversation touches on suicide prevention, legal considerations, and how to balance organizational needs with human needs, making it a must-listen for anyone in people leadership.Trigger Warning: This episode includes discussions about mental health, suicide prevention, and personal struggles. Please take care while listening.If you or someone you know is struggling, call or text 988 for free, confidential support anytime.Connect with Matthew Megson here: Website: Accommodation AnalyzedLinkedIn: Matthew Megson on LinkedInConnect with Traci:https://linktr.ee/HRTraciChapters:00:00 - Intro & Episode Overview01:45 - Meet Matthew Megson03:00 - Personal Story: Bipolar Diagnosis & Disclosures08:30 - Where HR Often Gets It Wrong14:00 - The Role of Empathy in HR20:00 - Supporting Employees in Remote Environments26:00 - What Employees Should Know Before Disclosing31:00 - Building Better Accommodation Processes33:00 - Where to Learn More from MatthewIf you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of—we're all ears!Don’t forget to rate, review, and subscribe!Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
This week on Bringing the Human Back to Human Resources, we’re talking about what it really means to be the “shield” in HR, and how to protect yourself from burnout while doing it.Traci is joined by Lindsey Carnick, psychotherapist and founder of Onward Psychological Services, to unpack the emotional weight of HR, especially when you’re stuck between the needs of your company and the needs of your people.With years of experience supporting high-stress professionals, Lindsey brings clarity, compassion, and a few unforgettable analogies (hello, cereal and climate!) to help HR leaders and people managers navigate stress without drowning in it.Whether you’re rethinking your boundaries, looking for coping strategies, or wondering why work suddenly feels heavier than it should. This conversation will help you take a deep breath and start where you are.What You’ll Learn:Why HR professionals often act as emotional “shields” in the workplaceThe difference between empathy and sympathy (and why it matters)How to support others without absorbing their emotionsWhen it's time to leave a role or organization, and how to know if it’s a “weather” or “climate” issueWhy alignment between your personal values and your company’s values is non-negotiableConnect with Lindsey Carnick here: Website: onwardpsychservices.com Instagram: @OnwardPsychServices LinkedIn: Lindsey Carnick Connect with Traci here: https://linktr.ee/HRTraciDisclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
This week on Bringing the Human Back to Human Resources, we're shaking things up... literally.Traci is joined by Stefanie Adams, keynote speaker, author of Cheer Leadership, and Chief Empowerment Officer, to talk about how leaders can bring energy, trust, and humanity back into the workplace.With 20+ years of leadership experience and a background in cheerleading, Stefanie shares her powerful "Cheer Leadership" framework that challenges outdated ideas about team building. Learn why connection, care, challenge, celebration, and inspiration are the five ingredients every leader needs—and how you can start applying them today.Whether you're leading hybrid teams, managing burnout, or just trying to bring some joy back into your workday, this conversation will leave you inspired and equipped.What You’ll Learn:Why leaders need to stop throwing people into “team stunts” without trustHow to change your team’s energy—especially on tough daysThe power of creating psychological safety and celebrating small winsHow fun and productivity can (and should) coexistWhy modeling positive behavior gives others permission to do the sameConnect with Stefanie Adams here: LinkedIn: https://www.linkedin.com/in/stephaniezadams/ Instagram: @corporatecheerleaderFind Stehanie's Book Here: Cheer Leadership Connect with Traci here: https://linktr.ee/HRTraciDisclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
Go to https://cozyearth.com and use code HUMANHR for 40% off their best-selling sheets, pajamas, towels, and more. And if you get a post-purchase survey? Let them know you heard about Cozy Earth right here.In this episode of the Bringing the Human Back to Human Resources podcast, Traci Chernoff and Bryan Driscoll return for this month’s Policy Pulse segment to cover five timely HR developments.They kick things off by dissecting the political fallout over the July 2025 jobs report and the potential implications of altering or eliminating the Bureau of Labor Statistics’ monthly release. Then, they dive into Texas’s new law mandating binary gender classification and its compliance burden on multi-state employers, followed by a deep look into Colorado’s strict new AI law and the risks it presents for hiring and automation tools. The conversation wraps with Rhode Island’s new menopause discrimination protections and Illinois’s “leave for any reason” law—both pushing the envelope on employee support policies.Chapters 00:00 Welcome to August’s Policy Pulse 01:10 Controversy Over the July Jobs Report 06:49 Texas Mandates Binary Gender Classifications 14:50 Colorado’s Landmark AI Legislation & Compliance Risks 24:00 Rhode Island Protects Menopausal Employees 28:15 Illinois's Leave-for-Any-Reason Law 30:50 PTO, Legal Loopholes & Employer Challenges 32:00 Final Thoughts & What to Watch in SeptemberDon't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.We hope you enjoyed this month’s Policy Pulse episode. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of — we're all ears!Connect with Traci here: https://linktr.ee/HRTraciConnect with Bryan: Website: https://bryanjdriscoll.com/ LinkedIn: https://www.linkedin.com/in/bryanjohndriscoll/Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
In this conversation, Sarah Davis, Workplace Strategy Lead at HED, discusses the importance of human-centered workplace design and its impact on employee well-being and organizational culture. She emphasizes how physical office environments should align with company values and support different work behaviors. The discussion highlights the need for gathering diverse employee perspectives when designing workspaces and the strategic role of the office in fostering collaboration, creativity, and social connection. Sarah advocates for moving beyond traditional office layouts to create intentional spaces that enhance rather than hinder employee performance and satisfaction.Connect with Sarah Davis here:https://hed.co/https://www.linkedin.com/company/hedadvances/ Connect with Traci here: https://linktr.ee/HRTraci Chapters00:00 Introduction to Human-Centered Workplace Design04:30 Aligning Physical Space with Company Culture11:34 Defining the Purpose of the Office18:11 Moving Beyond Productivity to Experience-Focused Design25:45 From Paper Decisions to Real Employee Experience29:53 The Impact of Good Design on Employee Performance33:23 Resources and How to ConnectIf you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
In this conversation, Dr. Rob Lion discusses the importance of a human-centric approach to leadership and organizational development. He emphasizes the need for evidence-based decision-making and the balance between culture and performance. The discussion highlights the significance of understanding context in organizational strategies and the role of employee experience in driving performance. Dr. Lion advocates for a proactive approach to culture as a strategic advantage and provides practical steps for organizations to improve their cultural framework. Connect with Dr. Rob Lion, PhD here:https://www.linkedin.com/in/robertlion/https://blackriverpm.com/https://blackriverpm.com/robConnect with Traci here: https://linktr.ee/HRTraci Chapters00:00 Introduction to Human-Centric Leadership03:11 The Journey of Continuous Improvement06:08 The Importance of Evidence-Based Decision Making09:03 Balancing Culture and Performance12:01 The Role of Context in Organizational Success14:53 The Impact of Culture on Employee Performance18:03 Strategies for Building a Strong Culture20:59 The Challenge of Changing Mindsets24:10 The Spectrum of Organizational Beliefs26:51 Practical Steps for Cultural Transformation30:05 Conclusion and ResourcesIf you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!Don’t forget to rate, review, and subscribe! Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.
Go to https://cozyearth.com and use code HUMANHR for 40% off their best-selling sheets, pajamas, towels, and more. And if you get a post-purchase survey? Let them know you heard about Cozy Earth right here.In this episode, Traci Chernoff sits down with Peggy Sullivan, a renowned keynote speaker and author, to explore the pervasive issue of busyness and how it impacts our lives. Peggy shares her "busy busting" framework, offering insights into achieving more by doing less and finding purpose in our daily routines.Chapters00:00 Introduction 02:15 Understanding Busyness and Its Impact 05:30 Peggy's Personal Journey and Wake-Up Calls 10:45 The Three-Step Busy Busting Framework 15:20 Incorporating Happiness Rituals 20:00 Aligning Actions with Core Values 25:30 Practical Tips for Overcoming Busyness 30:00 Conclusion and Call to ActionDon't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.We hope you enjoyed this episode with Peggy Sullivan. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!Connect with Traci here: https://linktr.ee/HRTraciConnect with Peggy: Website: Peggysullivanspeaker.comLinkedIn: https://www.linkedin.com/in/peggyasullivan/Beyond Busyness by Peggy Sullivan https://1drv.ms/b/c/b99814dd68f10cc2/EcIM8WjdFJgggLkESwAAAAABR9TziWHWjxALw2oHzxVtUQWatch Peggy’s TEDx https://youtu.be/Xo1Bmz8q-BM?si=QmRbLxOgG37wx_dt Set up a Follow Up Call with Peggy https://calendly.com/peggysullivanspeaker/ Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
Go to https://cozyearth.com and use code HUMANHR for 40% off their best-selling sheets, pajamas, towels, and more. And if you get a post-purchase survey? Let them know you heard about Cozy Earth right here.In this episode of the podcast, Traci Chernoff and Bryan Driscoll discuss the latest developments in labor law, focusing on the National Labor Relations Board (NLRB) and its potential changes under new nominees. They explore the implications of pro-business changes, the impact on employee rights, union recognition processes, and the sweeping deregulation efforts by the Department of Labor. The conversation also highlights the recent shifts in independent contractor rules and offers advice for HR leaders on navigating these changes effectively.Chapters00:00 Introduction to Policy Pulse and NLRB Changes03:03 Impact of NLRB Nominees on Labor Law05:55 Pro-Business Changes and Employee Rights09:06 Union Recognition and CMAX Case12:00 Deregulation Efforts by the Department of Labor18:02 Independent Contractor Rule Changes24:13 Advice for HR Leaders on Compliance and ChangesDon't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.We hope you enjoyed this month’s Policy Pulse episode. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!Connect with Traci here: https://linktr.ee/HRTraciConnect with Bryan: Website: https://bryanjdriscoll.com/ LinkedIn: https://www.linkedin.com/in/bryanjohndriscoll/ Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
Go to https://cozyearth.com and use code HUMANHR for 40% off their best-selling sheets, pajamas, towels, and more. And if you get a post-purchase survey? Let them know you heard about Cozy Earth right here.In this episode, Traci Chernoff interviews Topaz Adizes, an Emmy award-winning writer and experience design architect. Their conversation explores the challenges of navigating discomfort in relationships and the need to create safe spaces for it to cultivate growth and deeper connections. Moreover, they talk about the implications of AI on human interactions in the workplace and highlight the value of humanity in an increasingly AI-driven world as well as the importance of asking quality questions to shape a better future. Traci Chernoff and Topaz discuss the challenges of authenticity in content creation and the overwhelming presence of synthetic content. Their dialogue reiterates the need for reframing social media engagement, the existential implications of AI companionship, and the necessity of bringing humanity back into work environments.Chapters00:00 Introduction to Topaz Adizes02:25 The Power of Questions and Listening07:04 Creating Safe Spaces for Discomfort12:36 Navigating Discomfort in Relationships18:50 The Role of Humanity in an AI-Driven World27:54 Rethinking Questions in the Workplace29:36 The Role of Authenticity in Content Creation32:56 Navigating the Sea of Synthetic Content35:22 Reframing Social Media Engagement39:32 AI's Impact on Creativity and Human Connection43:34 The Existential Crisis of AI Companionship47:45 Bringing Humanity Back to WorkWe hope you enjoyed this episode with Topaz Adizes. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!Don't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.About Our Guest: Topaz is an Emmy award-winning writer, director, and experience design architect. He is an Edmund Hillary fellow and Sundance/Skoll stories of change fellow. His works have been selected to Cannes, Sundance, IDFA, and SXSW; featured in New Yorker magazine, Vanity Fair, and the New York Times; and have garnered an Emmy for new approaches to documentary and Two World Press photo awards for immersive storytelling and interactive documentary. He is currently the founder and executive director of the experience design studio The Skin Deep. Topaz studied philosophy at UC Berkeley and Oxford University. He speaks four languages, and currently lives in Mexico with his wife and two children.Connect with Topaz Adizes here:LinkedIn: https://www.linkedin.com/in/topazadizes/ Website: http://www.topazadizes.com/ Connect with Traci here: https://linktr.ee/HRTraciDisclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
Go to https://cozyearth.com and use code HUMANHR for 40% off their best-selling sheets, pajamas, towels, and more. And if you get a post-purchase survey? Let them know you heard about Cozy Earth right here.In this episode, Traci Chernoff speaks with Lesle Lane, photographer and owner of Studio 13, about her journey in the photography industry, the transition from employees to contractors, and the importance of building a positive work culture. They discuss the gig economy, adaptability in business, and how to create a supportive environment for contractors. Lesle shares her insights on mentorship, the future of work, and the benefits of treating contractors with respect and transparency.Chapters00:00 Introduction to the Podcast03:01 Lesle Lane's Journey in Photography05:59 Adapting to Change in Business09:11 The Transition to Contractors11:47 The Gig Economy and Its Impact15:06 Building a Positive Work Culture17:59 Driving Culture in a Contractor-Based Business21:07 The Future of Contract Work23:47 Conclusion and ResourcesWe hope you enjoyed this episode with Lesle Lane. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!Don't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.About Our Guest: Lesle Lane is a third-generation photographer with more than 3 decades of personal experience in the industry. She serves on the Alumni Board at her alma mater, Butler University, and earned her MBA from Indiana Wesleyan. Lesle has raised a couple of children into adults and loves being “Bam” to her grandkids. She and her husband live in Noblesville and enjoy days on the lake boating with their two fur babies.Connect with Lesle Lane here:Website: https://www.studio13online.com/ Connect with Traci here: https://linktr.ee/HRTraciDisclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
Go to https://cozyearth.com and use code HUMANHR for 40% off their best-selling sheets, pajamas, towels, and more. And if you get a post-purchase survey? Let them know you heard about Cozy Earth right here.In this episode, Traci Chernoff interviews Steven Swan, CEO of the Swan Group Executive Search Firm, discussing the evolving landscape of recruiting, particularly the influence of AI. They explore the balance between speed and quality in recruitment, the importance of human connection, and the advantages of external recruiting. Steven shares insights on crafting effective resumes and the purpose behind his podcast, emphasizing the need for emotional intelligence in decision-making during job changes.Chapters00:00 Introduction to Steve Swan and His Journey03:04 The Impact of AI on Recruiting06:02 Quality vs. Speed in Recruitment09:06 The Role of Human Connection in Recruitment12:00 The Advantages of External Recruiting15:11 Crafting Effective Resumes and LinkedIn Profiles17:56 The Purpose Behind the Podcast20:58 Advice for Aspiring Recruiters23:59 Navigating Job Changes and Emotional IntelligenceWe hope you enjoyed this episode with Steven Swan. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!Don't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.About Our Guest: Steve Swan stands at the helm of The Swan Group Executive Search Firm as its CEO and Principal, carving a niche in the Pharma/Biotech industries with a keen focus on IT. His fervor for industry insights and a knack for bridging the gap between top professionals and industry demands have been instrumental in elevating organizations and propelling careers forward.Steve helms the popular podcast “Biotech Bytes.” A show that offers a stage for dialogue with IT luminaries in Biotechnology and Pharmaceuticals. Each episode delves into the minds of industry trailblazers, unpacking best practices and strategies that shape the life sciences realm. Steve’s academic background in Psychology has helped him to understand both parties' deeper needs and motivations which is paramount to delivering candidates who become long-term assets to the company. At the core of The Swan Group’s philosophy is the ability to discern and fulfill what success means for both candidates and clients. Outside of work, Steve, once an avid mountain bike racer, has reignited his passion for cycling and aspires to traverse the U.S. on two wheels. He lives in New Jersey with his wife and two daughters.Connect with Steven Swan here:LinkedIn: https://www.linkedin.com/in/swangroup/ Website: https://swangroup.net/ Connect with Traci here: https://linktr.ee/HRTraciDisclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.