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This episode features Kevin Oakes, CEO and co-founder of the Institute for Corporate Productivity (i4cp), an authority on next practices in human capital. He is also the author of Culture Renovation™. Questions For Kevin Include:Does company culture still matter? In a time of hybrid/remote work, how much can companies still hope to maintain a sense of company purpose? What has the upheaval at Twitter done to it's company culture? What are some of the signs that an organization is in need of a culture renovation? You have said "Research shows that a toxic culture is 10x more likely to contribute to attrition than compensation. Yet, how are most companies trying to retain and attract talent? By compensating them more, according to a recent study by i4cp and Fortune. The study, The Talent Imperative, shows that in this hypercompetitive talent market, compensation is currently the #1 approach companies are taking to hire more—and lose less—members of the workforce." Tell us more about the findings.You recently announced the agenda for the i4cp 2023 Next Practices Now Conference. Tell me about the event. Can you share one piece of advice or some direction you were given by a mentor, leader or colleague that inspired you to perform at a higher level in your career?How can we learn more about you i4cp?More About KevinKevin is currently on the board of Performitiv, and on the advisory boards of Guild Education, EdCast, and Sanctuary. Kevin was previously on the board of directors of KnowledgeAdvisors, a provider of human capital analytics software, which was purchased by Corporate Executive Board in March of 2014. Kevin was also the Chairman of Jambok, a social learning start-up company which was founded at Sun Microsystems and was purchased by SuccessFactors in March 2011. He also served on the boards of Workforce Insight and Koru prior to their sales.He is on the board of Best Buddies Washington and helped establish the first office for Best Buddies in the state in 2019. Best Buddies is a nonprofit organization dedicated to establishing a global volunteer movement that creates opportunities for one-to-one friendships, integrated employment, leadership development, and inclusive living for people with intellectual and developmental disabilities (IDD).Kevin was previously the Founder and the President of SumTotal Systems (NASDAQ: SUMT) which he helped create in 2003 by merging Click2learn (NASDAQ: CLKS) with Docent (NASDAQ: DCNT). The merger won Frost & Sullivan's Competitive Strategy Award in 2004.Prior to the formation of SumTotal, Kevin was the Chairman & CEO of Click2learn, which was founded in 1985 by Paul Allen, co-founder of Microsoft. Prior to joining Click2learn, Kevin was president and founder of Oakes Interactive in Needham, MA. Oakes Interactive was purchased by Click2learn (then called Asymetrix) in 1997, which Kevin helped take public a year later.
Economic uncertainty is rife and HR leaders are trying to plan ahead for a potentially difficult 2023. In this episode, Bill Banham and Chris Bjorling ask: how can CHROs and leaders keep their people performing at a high level during uncertain times?The guest this time is Whitney Johnson, CEO of human capital consultancy Disruption Advisors. Whitney and her team are experts at helping people grow their people - to grow their organization.Whitney is the award-winning author of Disrupt Yourself, a keynote speaker, and a frequent lecturer for Harvard Business School’s Corporate Learning.She is a popular contributor to the Harvard Business Review, has 1.8 million followers on LinkedIn, where she was selected as a Top Voice in 2020, and her course on Fundamentals of Entrepreneurship has been viewed more than 1 million times.Whitney also hosts the popular Disrupt Yourself Podcast. Listeners tune in each week to hear Whitney talk with the world's best thinkers and doers about personal disruption. Questions Include: You coach CEOs and C-Suite executives. What are some of the big concerns they have for the year ahead?How have you worked with the C-suite to strategize for an uncertain year ahead and find solutions?In times of high inflation, does money talk? How important do you think salary/commissions are to attracting and retaining high performers at the moment compared to earlier in 2022?In a September 2022 article called 'What if Your Only Job Was To Help Others Be Successful?', You write "most of us are extremely task oriented. We often focus on mission, vision, and strategy, possibly ignoring the people-aspects all together. But what if people, not tasks, were at the top of your list each day?" What did you mean by that? How can leaders be better mentors? Leading during times of growth is one thing. How can CHROS and HR leaders keep their people engaged and growing during uncertain times? What lessons from the pandemic can we take into future high-pressure situations? Tell us about your awesome podcast, the Disrupt Yourself Podcast. Who are some of your most impactful podcast guests of 2022 and why? 
In the first episode of season six, we focus on The HR Management Institute Canada Conference happing November 6-8 in Vancouver, BC. The theme for this year's edition is Imagine, Invent and Ignite: Future-Ready Work Strategies to Ensure Ongoing Organizational Success. Chris Bjorling, People and Performance Podcast co-host and CEO at Fidello Inc. will be a speaker at the conference so, in this episode, Bill Banham asks Chris what attendees can expect. Listen too, as Chris shares what listeners can learn from tuning in to season six plus he talks about ways the focus on employee experience has changed as a result of the pandemic.Questions For Chris Include: Tell us about the HR Management Institute Canada Conference and why you're presenting at this eventYour session is called Focusing on an Employee Experience that Drives Your Business and Retrains Your People. Can you tell us about the talk and what attendees can expect to take away?How has the emphasis on employee experience changed as a result of the pandemic? 
In this episode, Chris Bjorling and Bill Banham talk with Karen Mangia, VP of Customer and Market Insights at Salesforce about  how to build success into every organizational design. Karen is a TEDx speaker and best-selling author. Her latest book, Success From Anywhere, details the shifting landscape of working from home and what that means for the success of your business.Big-name experts have endorsed Success From Anywhere, including Arianna Huffington, Founder of the Huffington Post.Questions for Karen include:How did the pandemic cause us to rethink the foundations of what work really means - including work-life balance, the future of work, and where peak performance really comes from?What is Salesforce uniquely good at when it comes to inspiring their people and encouraging higher levels of performance?Burnout is the topic of our time. How can employees get past the feeling that they have to “do it all” in order to succeed?Are the most effective leaders those that can delegate or should they be willing to 'get in to the weeds'?With commentary from business leaders like Tom Peters, as well as guidance from leading scientists like David Eagleman and Kelly McGonigal, your new book, Success From Anywhere shows professionals how to build success into every organizational design – regardless of company culture, leadership, or industry – and offers actionable insights on a range of timely and relevant subjects. Tell us why these insights should matter to employee performance.
In this episode of the People and Performance Podcast, Chris Bjorling and Bill Banham focus on the reasons why leading with meaning and purpose can create more positive and sustainable business outcomesThe guest expert this time is Brad Federman, CEO at PerformancePoint LLC and author of Cultivating Culture: 101 Ways to Foster Engagement in 15 Minutes or Less - released back in March 2022.Brad works with organizations of all sizes and in all industries, helping them foster engaged employees, resilient relationships, and collaborative cultures.Questions For Brad Include:Is it harder to cultivate a company culture today compared to before the pandemic?In response to a post by Erin Prater on Fortune, you shared: "Trends change. Remote work is out. The pendulum has swung back in the other direction. Remote work will exist, but the headlines (pushing) the idea that we will forever be a remote economy were overstated." So what's the great shake-out of the pandemic? To what extent are working patterns now hybrid/remote and, from a culture perspective, why shouldn't we be surprised when leaders require employees to return to the office? In your book, Cultivating Culture: 101 Ways to Foster Engagement in 15 Minutes or Less, you offer lots of ways to engage your team in conversations that matter. Activities are divided into eight key focus areas. Can you talk about each? Leadership – What does it mean to you to be a successful leader? Communication - Why is communicating with purpose the best way to foster employee engagement and organizational growth?Talent development - How can leaders develop the talent they already have and attract more?Inclusion - Why is generating inclusivity good for your people and good for your business, and what are three easy ways to build it?Team harmony - Who's responsible? Solution seeking - How to create a culture of problem-solving?Safety - Talk about how to prioritize safety while maintaining peak efficiencyServing your customers - What is one lesson we can take from client relationship management that can be employed by HR today to help improve internal culture? Can you share one piece of advice or some direction you were given by a mentor, leader or colleague that inspired you to perform at a higher level in your career?From a culture and people processes perspective, what does a high-performing company mean to you?
In this episode, Bill Banham talks with Joey Price, entrepreneur, CEO at Jumpstart:HR, AI Ethics Advisory Board Member at Arena Analytics, and Host of the awesome While We Were Working Podcast. Listen as Joey shares HR digital transformation strategies and how a digital transformation can accelerate business growth and encourage higher employee performance. Questions For Joey Include:Tell us about the While We Were Working Podcast. We understand that the focus is about helping teams build great culture?You recently released a video in which you and Sommer discuss the best HR digital transformation strategies for small businesses. The conversation covers four areas. we'd like for you now to take a minute on each:Painless HR digital transformation strategyThe top benefits of going digital How a digital transformation can accelerate business growth Must-know HR technologies Can you share one piece of advice or some direction you were given by a mentor, leader or colleague that inspired you to perform at a higher level in your career?
In this episode, Bill Banham and Chris Bjorling talk about why happier leaders tend to perform better and get more engagement from their colleagues.They are joined by Tia Graham, Founder of Arrive At Happy and author of the new book Be a Happy Leader. Throughout its pages, strategies and tactics are provided which include the use of positive psychology, having a broad perspective, executing quickly, creating strong relationships, measuring what matters, and being the spark in the team.Listen as they talk about ways to encourage leaders to be happier and the knock-on effects on employee engagement, company culture, and the bottom line.Questions Include:What does happiness mean to you and how do you try to live a mentally and physically healthy, thriving life?Talk about leveraging happiness to achieve higher performance. How can happy employees provide higher ROI?Your book is geared at leaders. What unique stresses have been placed on leaders since the outbreak of Covid?You say it's important for leaders to have clear, scientific data to support incorporating the science of happiness into their lives and careers. What people analytics metrics are you talking about?"From team member turnover to stakeholders’ high expectations, leading a team within an organization can take over your life. In your 8-step method, readers will have inspiration, strategies and tools to achieve amazing results – in all areas of their life." Can you take a few minutes and talk about the 8 steps?Can you share one piece of advice or some direction you were given by a mentor, leader or colleague that inspired you to perform at a higher level in your career
Businesses need the right HCM tech in place to function at peak levels and in the best interests of their employees. Before you start your next HCM technology purchase, listen to this conversation for inspiration around defining an HR service delivery model, creating an HCM technology strategy, defining the system evaluation and selection process, undertaking system implementation, and what to expect post-implementation.In this episode, Bill and Chris talk with Jacqueline Kuhn, Co-Owner and Executive Vice President, Strategic Services at HRchitect.Jacqueline also shares the "three key levers" for building a business case for any HCM technology project plus she offers her predictions for what to expect from HCM tech innovations in 2023.Among other topics, Jacqueline will talk about what's needed to apply one's HCM technology know-how within your organization in practical ways that will make an immediate positive impact.Questions:Last year you published a book - HRchitect’s Guide to HCM Technology. What inspired the book and what can folks expect to learn from reading it?Who should be the key stakeholders involved in the research, selection, and implementation stages? Where does/should the HR department fit in?What do you see as the biggest barriers to selecting and implementing new HCM technology systems within organizations?You've suggested that there are"three key levers" for building a business case for any HCM technology project. What are they? What new HCM technology-related innovations are you seeing in the marketplace that HR leaders should be looking at in 2022/23?There’s lots of talk of a recession. What have you seen regarding setting budgets for next year and what tech are folks investing in?About Jaqueline Kuhn Jacqueline is the author of the book HRchitect's Guide to HCM Technology: What you should know before your next HCM technology purchase.  She's also an HR professional with over 25 years ofexperience in Strategic Planning, Systems Management, Project Management, Services Delivery and General Human Resources. Throughout Jacqueline’s career, she has worked with organizations in all sectors global and domestic to createstrategic plans around their Human Capital Management systems, as well asleading selection and implementation projects for Talent Management, Talent Acquisition and HRIS systems.Jacqueline enjoys working with organizations to impact theirHCM strategies through the utilization of technology.
How to Win at HR

How to Win at HR

2022-08-2416:28

In episode two of the fifth season, Bill Banham and Chris Bjorling talk with Kelly Kauffman, Chief Human Capital Officer for the 2021 World Champion Milwaukee Bucks, a sports and entertainment organization in the National Basketball Association.With over 20 years of HR experience, Kelly joined the Bucksstaff as a Human Resources executive with the task of creating the organization’s first human resources department from the ground up.Listen as Kelly shares her experiences of building the HR function at a major sports brand. Kelly also offers her approach to inspiring high performance from those around her. Talking Points in Today's Discussion with Kelly:You brought the Bucks out of administrative troubles by building its HR team from scratch. What were some of the biggest challenges associated with creating an HR program from the ground up? What were some of the biggest opportunities, too? When designing how the HR team should function, what can a blank slate mean for a leader with aspirations to improve team Putting the processes in place to maximize the success of Bucks staff is one thing, being an inspiring leader is something else. How do you like to inspire your colleagues and reports?CHRIS: Can you share one piece of advice or some direction you were given by a mentor, leader or colleague that inspired you to perform at a higher level in your career?How can you create a culture of asking questions? 
Season Five Preview

Season Five Preview

2022-08-1720:20

In this special crossover episode - also published on the popular HRchat feed -  Bill Banham and Chris Bjorling recap their summer of HR fun and preview the new season of the People and Performance Podcast.Listen and Discover: The conversations and sessions Chris and Bill enjoyed at the SHRM Conference and ExpoA run-through the upcoming People and Performance Podcast episodes, and offer a preview of what folks can expect this season? In season 5 of the People and Performance Podcast, we introduced a new question. It's a second question we now ask of all of our guests. It is: Can you share one piece of advice or some direction you were given by a mentor, leader or colleague that inspired you to perform at a higher level in your career?  Get Chris's take!We're looking at a potential recession although that's not by any means certain. If it does happen it will be a unique kind of recession. How could the labor market in the US fair over the next year and will we see budgets cut for hiring, onboarding and career development?
Hot on the heals of the SHRM 2022 Conference and Expo in New Orleans, today's episode features SHRM's Chief Knowledge Officer, Alexander Alonso, PhD SHRM-SCP.As a subject matter expert in organizational psychology, Alex speaks from both a personal and professional perspective on team diversity being a source of strength. SHRM's research has reported that stifling certain types of speech leads to knowledge silos and anxiety. The key, Alex explains to Bill Banham, is to equip leaders with the tools and information needed to engage in these conversations and build effective workplaces. And we discussed that in this episode. Listen too, to learn about Alex's recent session at SHRM22 called “Talking Taboo: Making the Most of Polarizing Discussions at Work”. Questions For Alex Include:You lead operations for SHRM's Certified Professional and Senior Certified Professional certifications. How has the syllabus changed as a result of the pandemic, the great resignation, and the changed expectations of employees?You’ll be speaking at multiple sessions at SHRM22. Can you tell me a little about them?You’ve recently released a new book, “Talking Taboo: Making the Most of Polarizing Discussion at Work”. Can you tell us more?"Based on research we found at SHRM, 92% of workers have witnessed or been a part of taboo conversations in the workplace," You go on to write. "Now more than ever, companies need to learn to navigate these new tenuous work environments." So why now? Why is now the time for companies to get a better handle on how to manage taboo discussions? Does this tie in with your partnership with Moral Courage College and its Diversity Without Division Program. If so, how?This episode was recorded a few days before #SHRM22Btw, co-hosts Chris Bjorling and Bill Banham met lots of awesome HR pros, leaders and vendors at the SHRM Annual Conference and Expo. Many of whom, will be featured on the People and Performance show and the HRchat podcast over the coming months. Do you have a story to share with our audience? Get in touch: news@hr-gazette.com 
#SHRM22 happens June 12-15, 2022 in fabulous New Orleans! The event is the world’s largest gathering of HR professionals and Bill Banham and Chris Bjorling will be in attendance. Ahead of the big event, we created a special event preview episode. The SHRM Conference and Expo will attract up to 20,000 attendees and more than 500+ exhibiting companies will be on the show floor. With more than 200 sessions, SHRM22 gives attendees in-depth insights into all things HR. From the basics every HR professional needs, to offerings for C-suite leaders, to the latest ideas that are changing the workplace landscape, SHRM22 is sure to help folks stay on top of what’s to come in the world of work. No matter where you are in your HR career.Listen as we talk about why we're excited to attend, the big-name speakers such as Johnny C. Taylor Jr. and George W. Bush, key learning tracks and sessions, plus we run through a bunch of vendors we hope to meet on the expo floor. 
In the past couple of years, we've experienced more work-life-changing events than we could have ever imagined. Things happening in business today, therefore, have a sharper focus on the human element than in the past. This week, we hear from Jim Link, the new CHRO at SHRM, the Society for Human Resource Management. Jim is an Atlanta-based business consultant and former Fortune 500 executive specializing in equipping leaders with the tools needed to build best-in-class, inclusive workplaces that drive revenue and profitability.His experience includes roles of increasing responsibility in human resources, mergers and acquisitions, and operational effectiveness. As a recognized thought leader in human capability and the future of work, Jim is a sought-after commentator with the national and international press, features widely on the lecture and speaker circuit, and consults with leaders, companies and boards of directors around the world on matters related to the workplace.Additionally, he is in his tenth year as an adjunct professor teaching Human Resources Strategy in the MBA program at the Poznan School of Economics in Poznan, Poland and entering his second year teaching the same topic to graduate students in Yangon, Myanmar.Jim explains why HR leaders today are in a better position to shape the future success of their business than ever before! Listen too, as Jim offers his take on effective management practices, as well as on a range of key issues facing HR professionals in the 2020s. Questions Include: You have led HR organizations of varying scopes and sizes. How would you describe your approach to managing HR?Why take on the role of CHRO at SHRM? What are the challenges and opportunities? Things happening in business today have a sharper focus on the human element than in the past.  Why are HR leaders today in a better position to shape the future success of their business than ever before? SHRM launched an IE&D Council in 2020. You are the Inclusion, Equity & Diversity Council's executive sponsor. What is SHRM’s Inclusion, Equity & Diversity Council and its function?You are moderating a session at SHRM 22 where you will be asking council members a number of questions on IE&D . The session is called The Road to Inclusion a Highway or an Intersection? – Intersectionality and Multiple Identities. Can you talk to our audience about the focus of the session?Companies are making a concerted focus on DEI initiatives. Are efforts working and what more can be done?Talent shortages are rampant across most industries. What are the causes for this?  What can organizations do to improve recruitment efforts? Do you think talent acquisition strategies are evolving to address the issue of employees leaving orgs in droves? Learn more about #SHRM22 here. 
What does it mean to be truly inclusive in your efforts to engage employees? How can leaders and HR demonstrate an equitable company culture to employees and candidates?In this People and Performance episode, we hear from Michael Bach, Founder and Chief Executive Officer at CCDI Consulting Inc about what’s changed in orgs to improve DEI efforts and what’s still needed. Michael is an internationally recognized thought leader in the fields of diversity, inclusion, and employment equity.Listen to this conversation Bill and Michael had and discover: Powerful ways to help employers and human resources practitioners encourage diversity, equity and inclusion within the workplaceThe most important changes to how we work and the ways we work together over the past yearInnovative ways to engage with employees and communitiesHow to start conversations and genuinely support BIPOC employees in meaningful ways 
In this episode, we consider some data-backed L&D strategies to boost employee performance. Our guest is Hassan Farooqi, Director of Learning and Development, North America for OSL Retail Services.Listen as we ask what performance looks like in the retail industry today and how to successfully create L&D programs that'll increase your bottom line.Questions Include:Your role at OSL is varied and includes developing training strategies, training plans and train the trainer courses as well as designing sales and training tools, online training content, work books, leader guides, in-store training and certification. Gives us an overview of an L&D professional's core competencies and what you see as credentials needed to succeed in the role?What does high performance look like in the retail industry?How has managing performance and professional learning changed in the past couple of years? And how has L&D changed as a result of WFH?Working closely with the COO, Directors of Operations, Sales, Finance and HR amongst other various internal & external partners, you lead the OSL's learning and development. Who needs to be involved in creating or re-creating an L&D strategy?As we look to wrap up, we like to ask our guests: from a culture and people processes perspective, what does a high-performing company mean to you?More About HassanHassan is a self-described “motivational and inspirational, results-oriented Operations, Learning and Organisation Development & Change leader, with over a decade of proven leadership experience and a track record of success.” Enhancing business development, profitability, service, and quality for multi-billion-dollar retailers and marketing firms by creating integrated strategies to develop and expand new and existing customer sales as well as brand/product evolution. A visionary; strong and decisive, with excellent analytical, interpersonal and strategic planning abilities. Ensuring customer and employee satisfaction, product and service quality while uplifting financial performance.
In this People and Performance pod we discuss the role that L&D plays in organisational performance. Listen too, as we consider what it takes for an L&D professional to play a strategic role in an organisation.Our guest is Alex Tosovic, L&D Expert and Head of Product at the Academy to Innovate HR.Having worked in various L&D roles at a number of global organizations, Alex has now shifted to leading the product development at AIHR. He has a passion for digital learning. In particular how digital can be used to help behavioral change through experiential learning.Questions Include:What role does L&D play in organisational performance?What does it take for an L&D professional to play a strategic role in an organisation?How do you measure the impact of L&D on performance?We have seen a lot of effects from the Great Resignation. In what way does L&D help overcome the challenges with it?From a culture and people processes perspective, what does a high-performing company mean to you?
In this episode, we have some fun and talk about the power of play in the workplace with Gary Ware, TEDx Speaker, Facilitator, Coach, and Founder at Breakthrough Play. Gary Ware is a self-proclaimed creativity catalyst helping people reach their potential using the power of play. A sought-after facilitator, TEDx speaker, and Founder of Breakthrough Play, Gary combines his passion for improv theatre with over a decade of experience in the advertising industry specializing in digital marketing to help creative professionals develop deeper relationships to drive performance.Gary’s obsession with learning how to use play as a transformational tool led to his own transformation, moving him out of digital marketing into a world of transformation to help people improve their business, relationships, and life.With a belief that humans are wired for play and if you can tap into their play drive you can create magic, Gary and his team deliver training and retreats for organisations to help them increase psychological safety, reduce voluntary turnover and increase job satisfaction.Questions Include:Here’s a cracker to get this performance podcast party going! And we’ll obviously get into the why, who, how, where and when as we navigate today’s discussion. But to begin, please can you tell us in - 60 seconds or less - what it means for the employee and to company performance when we can dedicate time to have fun and play together at work? You are quoted as saying "Prior to learning about the benefits of play, I thought burnout was a badge of honor". Tell me about your prior mindset and how you used to live your life and why mindset is so important as we think about play?So why is it so important to give ourselves “permission to play”?The reality is that, to achieve your professional development and career goals, you need to learn and grow in your career. When it comes to, for example, professional accreditations, are there areas to explore where leadership can help add more fun along the L&D journey? Should HR and managers ensure and facilitate the use of experiential learning (and improv) wherever possible? If so, why? Creating a safe environment to embrace play - what can happen if leadership facilitates time for playful interaction between colleagues but doesn’t create a ‘safe space’ in which employees can take part? When you're working with companies and individuals, helping them recalibrate play into their life, the first thing that you tell them to do is focus on awareness. As part of that, you have them document whenever they feel they’re engaging in playful activities. Why does that matter? 
In this People and Performance Podcast episode, we focus on ways leaders can cut through the noise to scale high-performing teams faster.  Our guest this time is Barbara Singer, founder and CEO of Executive Core. Barb leads a group of 150 global professionals whose mission is to more quickly innovate professional development globally.  In the last 20 years, Barbara has worked with thousands of high-potentials leaders, C-suite executives, and board members around the globe at critical turning points in their careers. She has more than a decade of experience serving as an executive sponsor and engagement manager in sectors including technology, pharmaceuticals, engineering, and professional services. Questions For Barb Include:Predictions of Success: In a recent LinkedIn post you wrote "Leadership success depends on your ability to influence people’s ideas, focus, and actions. This weeks' OneEleven 111 Leadership Sprint trained members in 4 "Power Tools" of influence ... (will help them) be well-positioned to grow their organizations quickly." Can you briefly run through some of these "Power Tools" of influence? You also help execs remove obstacles that may be slowing them down. What are some of those 'monkies on our backs' preventing us from achieving optimum performance levels?In a presentation by you, called 'Predictors of Executive Success What Women Need to Know', shared on IvyExec.com, you suggest that the quality of your strategic business conversations will often make or break your career. What do you mean by this? Performance mindsets: In the same session, you encourage leaders to challenge their mindset and benchmark their own careers against what we know today are the best predictors of executive success. Can you share some of those key predictors of executive success with us?What are some tips to help leaders develop their team’s resilience and 'leadership superpowers'? This episode of the People and Performance Podcast was supported by Fidello, a consulting firm specializing in improving human performance.  
Season 4 blasts off with a conversation Chris Bjorling and Bill Banham have with Dr. Ben Slade, Branch Head, Langley Workforce Planning, Development & Analytics Office at NASA.Questions Include:You and Bill previously talked on the HRchat show back in 2018. When you introduced yourself, you began by saying "If I were to distil my job description into a single sentence, it would be: Helping NASA make better decisions, particularly about workforce and people strategy”. Talk about the challenges of doing this at NASA.You’ve spoken about your pride in your team, your love for what NASA stands for, and your faith in what the agency strives to achieve. What does it mean for collaboration and productivity levels when employees are super-engaged and aligned with the mission of their employer brand?You’ve talked at events such as the People Analytics Canada Summit in Toronto about why you suggest investment in People Analytics tech doesn’t have to break the bank to achieve the results a company needs. Why do you believe this?What are your suggested 4 areas where you can seek out collaborators with the needed knowledge, skills, and capabilities? (internal HR allies etc)You are a big proponent of partnering to access more data points. In the wider world of work, how has the job of attracting and engaging skills not available ‘in-house’ changed as a result of The Great Resignation and the rise of the Gig Economy?From a culture and people processes perspective, what does a high-performing company mean to you?We've recently seen the launch of the James Webb Telescope, which will find the first galaxies that formed in the early universe and peer through dusty clouds to see stars forming planetary systems! What upcoming NASA missions most excite you?About Ben SladeBen holds an M.S. degree in Applied Psychology and a PhD in Industrial-Organizational Psychology from Clemson University, with a focus on applied judgment and decision-making. His responsibilities at NASA have included business performance measurement, strategic workforce planning, data-driven program analysis, and predictive forecasting, including attrition modeling.Ben started as an intern at Goddard Space Flight Center in Maryland and has been working as part of NASA’s core HR function since 2013 in various workforce planning and HR research roles. In 2021 Ben transitioned to an HR supervisory role at Langley Research Center in Hampton, VA, managing the research center’s training, workforce planning, data analytics, organizational development, and student program functions.
In this end-of-season special, Bill Banham shares his take on lessons offered by such guests as Najeeb Ahmad, founder and Principal of, Pennington Human Dynamics, Erika Broadwater, National President at the National Association of African Americans in Human Resources and Steve Browne, a former member of the Society for Human Resource Management (SHRM) Board of Directors and possibly the most loved guy in HR! Bill will also tell you a bit about season 4 - which will include guests from NASA, OSL Retail Services, The Canadian Centre for Diversity and Inclusion (CCDI), and The Academy to Innovate HR.By the way, the second part of this conversation can be found on the popular HRchat podcast and features some of Chris Bjorling's predictions for what to expect in the world of work over the rest of 2022. Thanks for listening to the podcast so far. We'll be back very soon with season 4!
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