The EVOLVE Talent & HR Show

What if getting better results from AI starts with understanding yourself first? In this episode of the EVOLVE Talent & HR Show, Anna Morgan sits down with Jenny Cody Kangis (JCK), a former talent acquisition leader turned applied AI specialist, to explore how AI is changing the future of work. JCK shares her journey of rebuilding her life after a traumatic brain injury caused significant memory loss. Through unexpected experiences, including conversations on Clubhouse, she rediscovered her identity and developed a new approach to problem-solving, technology, and human-centered design. Anna and JCK discuss why AI should be personalized rather than approached as a one-size-fits-all solution. They explore how understanding your strengths, working style, and individual needs can help you use AI more effectively, reduce friction, and create better outcomes. They also discuss AI adoption, the fears surrounding new technology, and why curiosity and continuous learning are essential for professionals navigating the changing world of work. In this episode, you'll learn: How JCK rebuilt her life and career after a traumatic brain injury How human-centered design shaped her approach to AI Why AI works best as a one-size-fits-one solution How personal strengths and constraints can improve AI results Why Gen X professionals should approach AI with curiosity rather than fear How AI agents can simplify workflows and reduce administrative tasks How AI can support personalized job searches and career development Why understanding yourself is essential to embracing the future of work (Jenny Cody Kangis (JCK) is a former talent acquisition leader and applied AI specialist. She helps individuals and organizations identify AI opportunities, build custom workflows, and use technology to simplify work and improve outcomes. Learn more at White Rock Road.) Explore JCK's AI Resources:Whiterock Road · From what if to how Join the EVOLVE 2027 Waitlist:https://link.evolve-conference.com/widget/form/qAdMlQRQIeVYVWw7349y Interested in collaborating or sponsoring EVOLVE experiences?Book an EVOLVE partnership call:https://link.evolve-conference.com/widget/form/Z62948iqsNWpiOpdZwtJ If this episode resonated with you, subscribe, share it with a fellow HR or Talent leader, and leave a review to help more people-first leaders discover the show.

In this episode of the EVOLVE Talent & HR Show, Anna Morgan sits down with Torin Ellis, entrepreneur, talent strategist, and founder of Ngoma, for a meaningful conversation about accessibility, inclusive leadership, and building trust through better human experiences. Torin shares his journey from recruiting and diversity, equity, and inclusion consulting to building Ngoma, a trust assurance layer for products, systems, and solutions. He explains how the company's mission centers on one important question: What happens when someone uses a product or system that wasn't designed for them? Anna and Torin explore why accessibility must go beyond recruitment and hiring. From workplace technology to driverless vehicles, they discuss how systems can create barriers for people with disabilities and why organizations must consider accessibility from the earliest stages of product development. The conversation also examines the role leaders play in helping employees succeed. Torin explains why leaders have a responsibility to develop, inspire, resource, and support their teams, and how understanding people's experiences can strengthen relationships, engagement, and retention. Throughout the episode, Torin emphasizes the importance of listening, learning from lived experiences, and creating solutions that support independence and inclusion. From Ngoma's disability-inclusive testing teams to the importance of transparency, he shares how organizations can build more accessible products and earn people's trust. In this episode, you'll learn: How Torin's career in recruiting and DEI led to the creation of Ngoma What happens when people with disabilities use products and systems not designed for them Why accessibility should be considered from the beginning of product development How inclusive leadership helps employees feel supported and perform at their best Why lived experiences are essential to understanding accessibility barriers How NOMA uses disability-inclusive teams to test products and identify gaps Why organizations should build on their own strengths instead of copying others How transparency, accountability, and trust contribute to better experiences 01:50 – Torin's journey from recruiting to DEI consulting03:11 – Building Ngoma and its mission06:28 – Real-world accessibility challenges with driverless vehicles10:01 – Leadership, employee support, and accountability16:58 – How lived experiences shape Torin's approach19:13 – Why organizations should build on their own strengths23:24 – A leader's responsibility to develop and support people26:25 – How Ngoma tests products through disability-inclusive teams32:52 – Practical ways to make events more accessible39:44 – Introducing the Ngoma Trust Index (Torin Ellis is an entrepreneur and talent strategist with experience in recruiting, consulting, and diversity, equity, and inclusion. As the founder of Ngoma, he focuses on helping organizations evaluate products, systems, and solutions through the lived experiences of people with disabilities to improve accessibility, trust, and inclusion.) Join the EVOLVE 2027 Waitlist:https://link.evolve-conference.com/widget/form/qAdMlQRQIeVYVWw7349y Interested in collaborating or sponsoring EVOLVE experiences?Book an EVOLVE partnership call:https://link.evolve-conference.com/widget/form/Z62948iqsNWpiOpdZwtJ If this episode resonated with you, subscribe, share it with a fellow HR or Talent leader, and leave a review to help more people-first leaders discover the show.

In this episode of the EVOLVE Talent & HR Show, Anna Morgan sits down with Michelle Meehan, CMO and VP of Customer Success at VEDI, to discuss how AI is transforming talent acquisition and why building trust throughout the hiring process matters more than ever. Anna and Michelle explore the difference between purposeful friction that protects organizations and unnecessary friction that frustrates candidates. They discuss how AI enables increasingly convincing fake candidates, synthetic identities, and proxy interviews, highlighting the importance of identity verification and background screening without treating every candidate like a suspect. The conversation also examines how disconnected systems, repetitive requests, and poor communication create unnecessary barriers for job seekers. Michelle emphasizes the importance of mapping the candidate journey, explaining verification requirements, and keeping candidates informed to build trust and protect employer brand. Throughout the episode, Anna and Michelle reinforce that technology should enhance human capabilities, not replace human judgment and connection. They challenge HR and Talent Acquisition leaders to work together, improve hiring processes, and create experiences that balance security, efficiency, and people-first leadership. In this episode, you'll learn: Why frictionless hiring may not be the right goal in the age of AI. How to distinguish purposeful verification from unnecessary hiring barriers. How AI-generated candidates, synthetic identities, and proxy interviews challenge recruiters. Why transparency and communication are essential to candidate trust. How to identify inefficiencies by mapping the entire candidate journey. Why hiring managers should experience their own recruiting systems. Why collaboration between HR and Talent Acquisition is essential to people-first hiring. Join the EVOLVE 2027 Waitlist:https://link.evolve-conference.com/widget/form/qAdMlQRQIeVYVWw7349y Interested in collaborating or sponsoring EVOLVE experiences?Book an EVOLVE partnership call:https://link.evolve-conference.com/widget/form/Z62948iqsNWpiOpdZwtJ If this episode resonated with you, subscribe, share it with a fellow HR or Talent leader, and leave a review to help more people-first leaders discover the show.

In this episode of the EVOLVE Talent & HR Show, Anna Morgan sits down with Stacy Willis, a people and leadership strategist, entrepreneur, and creator of the PEQuilibrium framework, for a fascinating conversation about how people can develop the skills, flexibility, and self-awareness needed to perform at their highest level. Stacy shares the story behind PEQuilibrium, a framework developed from her experience across engineering, marketing, operations, and people leadership. The concept combines the idea of equilibrium with peak performance, helping people understand how they can balance seemingly opposite strengths and intentionally develop the capabilities they need to grow. The framework is built around three layers: the Creative Engine, the Performance Framework, and the Regulatory System. Anna and Stacy unpack why organizations often make the mistake of treating people as fixed labeling someone as “the creative one,” “the disciplined one,” or “the doer” instead of recognizing that these capabilities can be developed. They explore why generic management training often misses the mark, how individualized development paths can better support emerging leaders, and why understanding someone's existing strengths is critical to helping them grow. The conversation also dives into how PEQuilibrium can be applied to recruiting and interviewing. Stacy shares how hiring teams can use nuanced questions to uncover someone's ability to operate across different spectrums, why specificity in interview answers matters, and how intrinsic motivation can reveal a candidate's genuine curiosity and passion for their work. Anna and Stacy also explore leadership development through the lens of the “Trailblazer” archetype, including the challenge of slowing down, delegating, and teaching others how to think rather than simply showing them how to execute. From the “handcuffed manager” exercise to the concept of connecting people with their future selves, Stacy offers practical ways leaders can build stronger teams while developing their own leadership capacity. Throughout the conversation, Stacy and Anna challenge the idea that people should simply work harder at their weaknesses. Instead, they explore how leaders can build intentional growth practices, create space for different strengths, connect their work to a deeper sense of purpose, and continue evolving throughout their careers. In this episode, you'll learn: What PEQuilibrium means and how the framework combines balance with peak performance The three layers of the PEQuilibrium framework: Creative Engine, Performance Framework, and Regulatory System Why creativity is a skill that can be cultivated rather than an ability you're simply born with How organizations can stop treating people as fixed and create more individualized development paths Why generic management training can be ineffective and how development can be tailored to individual strengths How to use interview questions to uncover adaptability, intrinsic motivation, and real-world capability Why specificity in interview answers can reveal far more than surface-level responses How leaders can move from being high-performing “doers” to effective managers who know how to let go What the “future self” and “handcuffed manager” concepts can teach leaders about growth and delegation Why purpose, service, community, and creating space for life beyond work are essential parts of sustainable growth Join the EVOLVE 2027 Waitlist:https://link.evolve-conference.com/widget/form/qAdMlQRQIeVYVWw7349y Interested in collaborating or sponsoring EVOLVE experiences?Book an EVOLVE partnership call:https://link.evolve-conference.com/widget/form/Z62948iqsNWpiOpdZwtJ If this episode resonated with you, subscribe, share it with a fellow HR or Talent leader, and leave a review to help more people-first leaders discover the show.

In this episode of the EVOLVE Talent & HR Show, Anna Morgan sits down with Stephanie Lemek, founder and CEO of The Wounded Workforce, for a candid conversation about trauma-informed workplaces, employee well-being, burnout, and resilience. Stephanie shares her journey from more than two decades in HR to entrepreneurship, and how conversations about mental health, suicide, substance misuse, and trauma in the construction industry inspired the creation of The Wounded Workforce. Anna and Stephanie unpack why resilience shouldn't be treated as an individual responsibility or a solution to workplace problems. They explore compassion fatigue and secondary trauma among HR and Talent professionals, the limitations of relying solely on EAPs and wellness programs, and how workplace structures, leadership, and culture can either support people or contribute to burnout. Stephanie also explains the seven principles of trauma-informed workplaces and how they can be applied to recruiting, leadership, and the employee experience. The conversation also highlights the power of community, vulnerability, curiosity, and collaboration between HR and Talent. Anna and Stephanie discuss how leaders can create safer workplaces without asking employees to disclose personal trauma, why HR and TA professionals need support too, and what it looks like to approach work with greater humanity and intention. Together, they challenge the idea that people simply need to become more resilient—and invite leaders to look at the conditions that shape how people experience work. In this episode, you'll learn: Why resilience isn't simply a personality trait or individual responsibility How workplace structures can contribute to burnout and employee well-being challenges What trauma-informed workplaces actually mean in practice How physical, psychological, and financial safety shape the employee experience Why compassion fatigue and secondary trauma affect HR and Talent professionals How leaders can minimize harm without asking employees to disclose personal trauma The seven principles of trauma-informed workplace practices How trauma-informed practices can improve recruiting and candidate experiences Why HR and Talent need stronger collaboration and community What HR and Talent professionals can do when they're experiencing burnout or compassion fatigue Join the EVOLVE 2027 Waitlist: https://link.evolve-conference.com/widget/form/qAdMlQRQIeVYVWw7349y Interested in collaborating or sponsoring EVOLVE experiences? Book an EVOLVE partnership call: https://link.evolve-conference.com/widget/form/Z62948iqsNWpiOpdZwtJ