OpenMike

Michael Grubich
  • ٥٫٠ (١)
  • إدارة
  • يتم التحديث أسبوعيًا

Join our team of leadership and culture experts as we examine the approach that successful companies are taking to attract, develop and retain their talent.Our goal is to help leaders and organizations create a diverse pipeline of talent and become the employer of choice in the markets they serve.

  1. ٢٦ فبراير

    Impact of A.I. on People and Jobs In The Workplace

    AI is changing how work gets done—and what it takes to succeed in nearly every role. This show breaks down what AI means for jobs, teams, and leadership, with a clear focus on practical takeaways. We explore how organizations are redesigning work, upskilling employees, and adapting hiring to identify the skills that matter most in an AI-enabled world—so companies can move faster, hire smarter, and develop talent with intention.  Support the show

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  2. ٢٦ فبراير

    At The Office - Handling Workplace Disputes

    Workplace conflict is inevitable—but it doesn’t have to be toxic or personal. In this podcast, we break down how to handle disputes in the office with clarity, confidence, and respect. You’ll get practical tools to address tension early, lead tough conversations, de-escalate emotions, and turn conflict into better communication, stronger accountability, and healthier teams.  Support the show

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  3. ٣٠ يناير

    Hiring Landscape in 2026

    Time to go back into the office! What does the hiring landscape look like in 2026? LAK Group President Mike Grubich joins the show to talk about national hiring numbers and the outlook of different industries that look to hire more in the next year. We also look to where Wisconsin ranks in these projections. We also go over interview tips, and as tensions rise in the world – what you post on social can impact your career growth. Support the show

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  4. ١٣ يناير

    Social Media Posting & Job Hugging

    Today we’re connecting two things that are shaping modern work in real time: what people post online, and why so many people are staying put. First, social media. The workplace doesn’t stop at the office door anymore—and neither does your digital footprint. What you share can impact trust, confidentiality, your professional reputation, and even your employer’s brand—especially when posts blur the line between ‘personal opinion’ and ‘insider information.’  Second, the workplace trend known as job hugging—people clinging to their current roles, not necessarily because they love them, but because the market feels uncertain and the risk of moving feels higher than the reward.  In this episode, we’ll unpack what job hugging signals about trust and stability—and we’ll lay out smart, practical guidelines for what to think about before you hit ‘post’ when work is the topic. Because if we want cultures built on family and trust, we need leaders and teams who communicate with clarity—online and off. Let’s get into it.” Support the show

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  5. ١٣ يناير

    At The Office with LAK Group: Generational Gaps At Work and Yelling At Your Boss

    “Welcome to At The Office—the podcast from LAK Group where we talk about what’s really happening at work, why it’s happening, and what leaders can do about it. Today we’re tackling two things that are showing up everywhere right now: generational strife—and the growing trend of people snapping, venting, or outright yelling at their boss. If that sounds extreme, it’s because it is. But it’s also a signal. When teams feel unheard, unclear, or constantly pressured, frustration doesn’t stay polite. And when leaders assume ‘work ethic’ is the issue instead of systems and trust, the gap widens fast—especially across generations with different expectations about feedback, flexibility, loyalty, and communication. In this episode, we’re going to get practical: What’s actually behind the tension between generations at workWhy conflict is escalating in some workplacesHow leaders can set standards without creating fearAnd how to build a culture that feels like family and trust—not resentment and retaliationBecause the goal isn’t to win an argument with your team. The goal is to build a workplace where people can be direct, honest, and accountable—without blowing up. Let’s get into it.” If you want, I can also write a shorter 20–30 second intro plus a teaser line for social. Support the show

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  6. ١٣ يناير

    The Challenge of Office Hotelling

    Today we’re talking about desk hoteling in the office—sometimes people say it fast and it comes out like ‘deck hotelling’—but the idea is simple: no permanent desks, and you reserve a workspace when you’re coming in, like booking a hotel room.  And here’s the real question: does desk hoteling build flexibility and collaboration—or does it quietly create friction, inequality, and a culture where people feel like visitors in their own workplace? Support the show

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  7. ١٣ يناير

    At The Office with LAK Group: Trends for HR Leaders in 2026 & Return to Office

    “Welcome to At The Office—the podcast from LAK Group where we cut through the noise and talk about what’s actually changing in work and culture. Today’s episode is a 2026 trends briefing for HR leaders—and it all connects to one big tension: how do you modernize fast without breaking trust? On the HR side, 2026 is being shaped by AI moving from ‘tools’ to real operating-model change—with CHROs being pushed to define HR-specific AI strategy, governance, and how work gets done. At the same time, we’re seeing more emphasis on transparency in leadership, managing a truly multigenerational workforce, and reducing bias in AI-enabled hiring—because speed without fairness is a culture killer.  And then there’s the other headline of 2026: Return to Office. Not just mandates—outcomes. Some organizations are pulling people back for collaboration and mentorship, but the data and commentary are also raising red flags about who benefits, who gets left behind, and how proximity can quietly reshape advancement.  In this episode, we’ll break down what these trends mean in plain English—what to watch, what to avoid, and how to lead this moment with clarity, consistency, and trust. Let’s get into it.” Support the show

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  8. ١٣ يناير

    Conscious Unbossing

    Gen Z isn’t “lazy” or “anti-ambition.” They’re calling out something a lot of organizations don’t want to admit: in many companies, the manager job has become high stress, low authority, and not worth the trade. That shift has a name—Conscious Unbossing—the intentional choice to avoid people-management roles in favor of autonomy, balance, and meaningful work.  On this episode of Open Mike, Michael Grubich, President of LAK Group, breaks down what’s really behind the trend—and what leaders should do about it. We’ll separate hype from reality, get honest about why middle management looks like a raw deal, and lay out practical ways to rebuild trust, design leadership roles people actually want, and create growth paths that don’t require burnout. Support the show

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حول

Join our team of leadership and culture experts as we examine the approach that successful companies are taking to attract, develop and retain their talent.Our goal is to help leaders and organizations create a diverse pipeline of talent and become the employer of choice in the markets they serve.

المعلومات

  • صناع العمل
    Michael Grubich
  • سنوات النشاط
    ٢٠٢٢ - ٢٠٢٦
  • الحلقات
    ٣٠
  • التقييم
    ملائم
  • حقوق النشر
    © 2026 OpenMike
  • موقع البرنامج على الويب
    OpenMike