The Simplifiers Podcast Mary Baird

Let’s do a guided visualization exercise together: here’s how to embrace change with grace. You know the old adage, “change is the only constant,” which I suppose is true in most cases. 
However, I want to plant a seed of a new thought in your mind that might help you navigate change when it comes your way again: 
“I’m the only constant in my life, no matter what changes.”  Let’s explore that idea today and go a bit deeper with it. 
Listen and participate in a guided visualization exercise: how to embrace change with grace. Show notes available with all links mentioned here:
https://www.thesimplifiers.com/posts/b140-how-to-embrace-change-with-grace-guided-visualization

We are talking all about data analytics today, specifically for recruiters who work in talent acquisition. You see, the word on the streets is that many talent acquisition teams were downsized last year, yet the workload hasn’t reduced. What if how you tap into your data could help you attract top talent and help you fill more roles, faster? 
My special guest today is CEO of HireClix, Neil Costa and he’s simplifying how to leverage better data to improve recruitment. In the world of recruitment marketing, it’s all about filling the pipeline with the very best talent and driving better brand awareness to achieve your business goals. 
Here’s how. 
My special guest today is Neil Costa and he’s simplifying how to leverage better data to improve recruitment. We tackle and simplify all aspects of it, including: Why we should care about data analytics in recruitment and what happens if we don’t track or leverage our data.
What the 3 most important metrics are that you must track in recruitment marketing.
There are two key marketing campaigns you could run to keep your pipeline full of the very best talent. He details them and their objectives, strategies and KPIs to measure success.
How talent acquisition teams can better integrate their recruitment data with their existing ATS systems and how to set up tracking.
…and ultimately, we talked about how some companies’ career sites are terrible and need a serious refresh. How to improve the career page and also the  job application page on your company’s site.
Q: Are you ready to learn how to leverage better data to improve recruitment? If yes, this one is for you. It’s time to #DoTheThing!
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Show notes available with all links mentioned here:
https://www.thesimplifiers.com/posts/348-how-to-leverage-better-data-to-improve-recruitment---with-neil-costa

We are in an unprecedented time right now where there are 5 different generations in the workforce. As a people leader, how can you effectively manage that wide spread of ages and background, keeping them motivated, engaged and productive?
My special guest today is author Dana Dillard and she’s simplifying how to manage 5 different generations at work. From 18 to those in their 80s, here’s the definitive source on how to manage anyone on your team by having a better understanding of what they’ve gone through (generationally) and how they view their work.
Here’s how. 
My special guest today is Dana Dillard and she’s simplifying how to manage 5 different generations at work. We tackle and simplify all aspects of it, including: First, she defines each of the 5 generations: their age ranges and distinct qualities typically found in each generation currently in the workforce.
With 11,400 Baby Boomers retiring every single day in the US, she gives advice on succession planning for those who remain and career planning for those who exit.
How each of the 5 generations prefer to give and receive effective communications and how often.
What the very best ways are to reward and acknowledge the accomplishments of each of the 5 generations.
When assigning projects, what you should keep in mind with each generational worker.
…and ultimately, what you can do with this information to bring together the 5 generations at your organization.
Q: Are you ready to learn how to manage 5 different generations at work? If yes, this one is for you. It’s time to #DoTheThing!
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Show notes available with all links mentioned here:
https://www.thesimplifiers.com/posts/347-how-to-manage-5-different-generations-at-work--with-dana-dillard

Ever been in a heated debate at work where the emotions were running a bit high? Maybe someone had an outburst or lost their cool… Maybe that someone was you. How would you handle that situation to de-escalate things and keep it professional?
My special guest today is HR pro Ammie Michaels and she’s simplifying how to help your team when emotions run high. How you diffuse a situation like this speaks volumes for the type of people leader you really, truly are. So if you’ve been caught in a super awkward situation like this where someone at work has had an outburst, here’s how to handle it.
My special guest today is Ammie Michaels and she’s simplifying how to help your team when emotions run high. We tackle and simplify all aspects of it, including: It seems like ever since the pandemic, people’s communication skills have gotten rusty, especially at work. She gives her thoughts on why that is and what the first step is to remedy it.
How to relearn human connection skills and train your team on these emotional intelligence skills, including best practices for meetings and open plan office spaces.
As companies begin to adopt more and more artificial intelligence (AI) tools, she predicts how this might negatively impact future human interactions, both customer-facing and in the office and how that can affect people’s emotions at work.
When you notice a team member’s emotions are running high, how to approach them (as their people leader) to gain understanding, ensure they are heard, and diffuse the situation with empathy.
…And ultimately, she shares a few techniques that people leaders could use to build strong rapport with their remote workers vs in-person workers and reduce emotional outbursts, overall.
Q: Are you ready to learn how to help your team when emotions run high at work? If yes, this one is for you. It’s time to #DoTheThing!
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Show notes available with all links mentioned here:
https://www.thesimplifiers.com/posts/346-how-to-help-your-team-when-emotions-run-high--with-ammie-michaels

Let’s do a guided visualization exercise together: here’s how to ask for what you need.  Easier said than done sometimes, huh? But an incredibly important skill to master if you want to live a life of peace, prosperity, and in true community with others. 
You see, when you ask for help from the people you know and trust, most times, they are willing and able to assist you.  But this skill takes massive amounts of courage mixed with a bit of humility. I want to simplify that, in order for this skill to become second nature for you! 
Listen and participate in a guided visualization exercise: how to ask for what you need. Show notes available with all links mentioned here:
https://www.thesimplifiers.com/posts/b139-how-to-ask-for-what-you-need-guided-visualization

Vision, mission, and core values… could you recite your organization’s ones off the top of your head, without peeking? Truth be told, many people can’t and that might be the root cause of why some companies are struggling in today’s economy. 
My special guest today is HR professional Andrew Stoute and he’s simplifying how to drive your company’s vision, mission, and core values at work. When you’re crystal clear on all three and you ensure your teams embrace and adopt them as well, you’re creating a compass to guide every move on why your organization exists, who you serve, where you’re headed next, and how you make big decisions.
Here’s how.
My special guest today is Andrew Stoute and he’s simplifying how to drive your company’s vision, mission, and core values at work. We tackle and simplify all aspects of it, including: How he defines vision, mission and core values for the modern workplace.
Why it’s important for an organization to teach their workforce about these three elements and not just treat them like buzzwords.
When companies say they are a “family” - why you might pause on saying that in the future as it might not necessarily be a good thing.
Sadly, people make assumptions about others they work with all the time. He shares how people leaders can be a great role model to value one another, your diverse opinions and backgrounds, and begin to reverse this behavior.
…and ultimately, what you should do if you notice your senior leadership are NOT upholding the values of the company in the key decisions they make… How to influence (and hopefully, course correct) as an HR executive advisor for your organization.
Q: Are you ready to learn how to drive your company’s vision, mission, and core values at work? If yes, this one is for you. It’s time to #DoTheThing!
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Show notes available with all links mentioned here:
https://www.thesimplifiers.com/posts/345-how-to-drive-your-vision-mission-core-values-at-work---with-andrew-stoute