You Should Know WRKdefined

In this episode we sit back and open up with Phil Geldart about the importance of taking control of your environment and the obligation of unlocking the potential within your people. How does a leader take over an organization and deal with previous trauma? We look at "impact" and "mindset" to understand how leaders need to listen when employees speak up, and what that means. We discuss communication and how this drives organizational success.
How do you distinguish between accountability and responsibility?

You can connect directly with Phil on LinkedIn here: https://www.linkedin.com/in/phil-geldart/

Takeaways

Take control of your environment and recognize your obligation to ensure workplace safety.

Leaders need to listen when employees speak up and create an environment that encourages open communication.

When taking on a new leadership role, distinguish between accountability and responsibility for inherited problems.

Transparency, honesty, and the why behind actions are crucial in addressing inherited problems.

Focus on changing behaviors to drive results and create an environment that encourages employees to give their all. Effective leadership requires clear communication of the 'why' behind actions and decisions.

Understanding and managing the expectations of team members is crucial for success.

Experiential learning, such as interactive games and simulations, can be a valuable tool for leadership development.

Leaders should focus on releasing the potential of their people and creating a culture of continuous improvement.


Chapters
00:00 Taking Control of Your Environment and Ensuring Workplace Safety
02:03 The Importance of Listening and Open Communication in Leadership
08:12 Addressing Inherited Problems with Transparency and Honesty
10:14 Changing Behaviors to Drive Results
15:23 Creating an Environment that Encourages Employees to Give Their All
22:37 Understanding and Managing Expectations in Leadership
25:56 Communicating What You Know When You Know It
29:22 Creating Excitement and Adapting Leadership Styles
32:18 Releasing Human Potential: The Key to Great Leadership
35:36 Experiential Learning: Unlocking Leadership Potential
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In this episode Amy Letke of Marsh McLennan talks to us about the importance of understanding and meeting the needs of different generations in the workforce. We examine their recent research discussing the demographics and aspirations of each generation, the desire for job security, work-life balance, freedom and flexibility, and security and stability.
Bonus: we get mushy on the importance of empathetic and compassionate leadership, effective communication of benefits, and addressing unmet basic needs.

Takeaways:

Employers must cater to the diverse needs of various generations within their workforce to ensure success.

Adapting to remote and hybrid work setups and tailoring benefits to individual preferences are essential strategies for employers.

Cultivating empathetic and understanding leadership fosters a positive environment for employees.

Transparent communication about benefits and addressing fundamental needs play pivotal roles in talent retention and nurturing a cohesive workplace culture.

Flexibility stands out as a prevalent theme in employee health benefits, spanning across all age groups.

Millennials exhibit distinct preferences for mental wellness support and related benefits.

A noticeable shift in attitudes towards mental health has reduced the stigma, encouraging more individuals to seek assistance.

Varied communication styles and expectations exist among different generations within the workplace.

Employee Health & Benefits Trends: The Evolving Workforce Report


Chapters
00:00 Generations at a Glance
02:20 Flexibility in the Workplace
03:23 Customizing Employee Benefits
05:19 Gathering Employee Data
06:09 Being Empathetic and Compassionate
07:31 Training Managers on Benefits
08:18 Marketing Employee Benefits
09:29 Communicating Benefits to Employees
09:56 Overcoming Misconceptions about Benefits
10:31 Addressing Unmet Basic Needs
12:16 The Importance of Personal Growth
13:28 The Shift in Employee-Employer Relationship
15:07 The Desire for Whole Person Health
18:13 The Impact of Work-Life Balance
19:00 Addressing Unmet Basic Needs
20:27 Identifying Problems and Doing Well
22:24 Traits of a Great Benefits Leader
23:55 Recognizing Employee Needs
24:39 Identifying Problems and Doing Well
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In this episode we have an amazing conversation with a true visionary tech leader, Aaron Lee, CEO and co-founder of Smith.ai. You may know Aaron from his time as CTO of the Home Depot, or as one of the founding engineers in Google Video (Full story inside).
We pick his brain on AI with business systems, the automation of communication, the role of AI in business operations, responsiveness in customer service and the fear of becoming obsolete in the face of advancing technology. This is truly an enlightening episode.

Takeaways

AI can be integrated with existing business systems to automate communication and streamline operations.

The role of AI is to support and enhance human capabilities, rather than replace them entirely.

Responsiveness is crucial in customer service, as missed opportunities can lead to lost business.

While AI has made significant advancements, it still has limitations and cannot fully replace human intelligence and understanding. AI can enhance productivity in programming tasks by providing suggestions, rewriting code, and creating test cases.

Asking the right questions is crucial in leveraging AI effectively.

AI can be a valuable tool in education, but human oversight and fact-checking are necessary.

Knowledge graphs and structured information can improve the accuracy and reliability of AI-generated content.

While AI has great potential, it is important to understand its limitations and the need for human oversight and fact-checking.


Chapters
05:14 Introduction of Guest: Aaron Lee
08:02 Building Red Beacon
10:21 Acquisition by Home Depot
12:16 The Role of AI in Smith.AI
14:19 Integration with Existing Tools
15:18 Importance of Responsiveness
19:31 Limitations of AI
20:21 Controversial Statements on Coding
21:24 The Role of AI in Programming
22:12 The Potential of AI to Enhance Productivity
23:30 The Importance of Asking the Right Questions
24:06 AI Hallucinations and the Need for Fact-Checking
25:41 The Transition from Textbooks to AI in Education
26:49 The Value of Human Oversight in AI
27:42 AI as a Wayfinding Tool
28:51 The Importance of Knowledge Graphs
30:09 The Limitations of AI and the Physics Barrier
31:33 The Hype and Reality of AI
33:01 The Role of AI in Proofreading and Education
34:37 The Need for Human Oversight and Fact-Checking
36:11 The Potential of AI in Healthcare and Surgery
37:21 AI as Staffing and Actuarial Tools
39:19 The Challenges of Self-Driving Cars
41:18 The Fear and Adoption of Technological Shifts
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In this episode we speak with Janet Harvey, 2X published author and CEO of inviteCHANGE. We discuss the importance of embracing tension and conflict in the workplace - making the uncomfortable conversations comfortable. We go through the judgement zone (sorry Planet Fitness) and come out on the other side with a new understanding conflict and self-reflection. 
Key Takeaways:

Key takeaways highlight conflict's positive potential, fostering growth and innovation. 

Effective leadership centers on trust and creating safe environments for dialogue and resolution. 

Self-reflection and trust aid conflict navigation. Embracing change spurs personal and professional development. 

Heightened sensory awareness and authenticity deepen reflection, enrich decision-making, and promote diversity. 

Coaching is a joint effort, with both coach and client sharing responsibility. 

Resistance to coaching may indicate a need for clarifying its benefits.


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James Ellis declares the state of employer branding and its importance in the recruitment process in 2024.

Takeaways

Navigating the employer branding landscape reveals a tangled web of complexity and misconceptions, often fixated on costly EVPs and generic slogans.

Learn the art of delivering tough truths to leadership—helping them craft a compelling and authentic message that resonates.

Authenticity and credibility reign supreme in employer branding, spotlighting a company's true values and passions.

Employer branding thrives on uniqueness, spotlighting a company's purpose, experience, and rewards.

In the realm of employer branding, differentiation and realism are indispensable for success.

Beware the downward spiral of recruitment amidst financial pressures, often resulting in compromises on quality.

Harness the power of generative AI to amplify your employer branding efforts, unlocking untapped value and potential.


Chapters
00:00 Introduction and Setting the Tone
01:01 James Ellis Introduces Himself
03:27 The Misconception of Employer Branding
04:46 Auditing an Employer Brand
07:00 Authenticity and Credibility in Employer Branding
08:44 Identifying Employer Branding Problems
09:36 Defining the Purpose, Experience, and Reward
12:27 The Pitfalls of 'Bring Your Whole Self to Work'
13:09 Addressing Negative Aspects of Employer Branding
15:18 State of Employer Branding in 2024
16:28 Transition to the Topic: State of Employer Branding in 2024
19:45 The Need for Differentiation in Employer Branding
20:16 Differentiating and Being Realistic
21:11 Being Clear About What You Offer
22:19 The Pressure to Be Different
23:13 The Financial Pressure on Recruiting
24:12 Questions on Employer Branding
25:19 The Challenge of Employer Branding
26:40 The Value of Generative AI in Employer Branding
28:40 Building an Employer Branding Tech Stack
29:19 The Difference Between Employer Branding and Employee Branding
31:16 Explaining Recruitment Marketing and Employer Branding to Executives
33:08 The State of Career Sites
34:56 The Concept of an Employer Brand Should Equally Attract and Repel
35:16 Measuring the Value of Employer Branding
39:42 The Future of Career Sites
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In this episode we speak with Andrew Gadomski, Branch Chief (A), Workforce Planning & Strategy at the Cybersecurity and Infrastructure Security Agency about AI's role in workplace compliance and ethics. We look at the importance of workforce composition and the skills that are in demand and how this plays into evolving employer loyalty. We discuss HR's role in AI governance, de-risking, and the political influence on enforcement.

Connect with Andrew Gadomski here: https://www.linkedin.com/in/andrewgadomski/

Takeaways

Data plays a crucial role in decision-making, and organizations should use it to drive compliance and ethical practices.

Ethical AI in the workplace involves non-discrimination, responsible personnel actions, secure data handling, and reasonable accommodations.

AI can be used for similarity matching between position descriptions and candidate profiles, but veracity of data is essential for accurate results.

Organizations should focus on transparency and trust in AI processes, and consider the ethical implications of AI applications in different industries.

Third-party audited AI can provide more reliable and trustworthy results compared to internally developed AI solutions. The end goal of recruitment should be to fill jobs quickly, ideally within two weeks of posting.

Loyalty to employers has changed, and employees no longer fear leaving organizations. This shift has significant implications for company culture and management.

The role of a Chief AI Officer is crucial in industries such as healthcare and finance, where data integrity and compliance are paramount.

HR should play a key role in creating guardrails for AI and ensuring ethical and responsible use of AI in employment.

De-risking is an important aspect of AI governance, and organizations should prioritize compliance and risk management.

Government regulation and legislation are shaping the governance of AI, and organizations need to stay informed and compliant.


Chapters
00:00 Introduction and Background
01:19 Transition to Government Work
03:08 The Importance of Data in Decision-Making
04:04 Transition to Auditing and Compliance
05:27 Using AI for Compliance and Pay Equity
06:20 The Uncertainty of AI in Employment and Recruiting
07:18 The Link Between AI and Shareholder Value
08:16 Ethical AI and Compliance
09:00 Areas to Focus on for Ethical AI in Employment
10:22 The Role of AI in Decision-Making and Mobility
11:19 Using AI for Performance Improvement and Lateral Moves
12:17 The Challenges of Integrating AI Solutions
13:43 The Importance of Third-Party Audited AI
14:57 Defining Ethical AI in the Workplace
16:21 The Role of Reasonable Accommodations in Ethical AI
19:12 The Challenge of Trusting Data in AI
20:30 Veracity of Data in AI and HR
29:38 The End Goal: Filling Jobs Quickly
30:14 The Fear of Leaving
31:08 Changing Loyalty to Employers
32:17 The Shift in Job Application Volume
33:22 The Incentive to Leave Organizations
36:03 The Need for a Chief AI Officer
38:29 Creating Guardrails for AI
41:22 The Role of HR in AI Governance
43:49 The Importance of De-risking
45:17 Government Regulation and AI Governance
48:02 The Influence of Politics on Enforcement
51:27 Closing Remarks
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