The HR Hub

Andrea Adams
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The HR Hub

Welcome to the HR Hub! This channel is for ambitious HR professionals! With the help of my expert HR guests, I aim to help you learn about all facets of Human Resource Management so when 'that' situation arises you have some knowledge and even skill to draw on. My guests provide tricks and tips you can apply immediately as well as insight into strategy to get you thinking about the future. What you learn, will help you advance your career. I'd also love to connect on LinkedIn or check out my website www.thehrhub.ca

  1. 3 DAYS AGO

    Trauma Informed Workplace - Tips for HR

    Do your employees experience trauma at work or are some of their 'off' behaviours a result of trauma somewhere else? I spoke with Dimple Dhabalia about what she learned about trauma. She started out as a lawyer and then worked with refugees around the world. I think we can all appreciate how hard it might be to hear those horrifying and heart-breaking stories over and over. Unsurprisingly, she burned out. However, instead of getting therapy and going on leave like the rest of us might do, Dimple wrote a book: "Tell Me My Story: Challenging the Narrative of Service before Self" In it she shares her insights on recognizing and addressing trauma at work. The experience of our employees might not be as remarkable as Dimple's but we also don't know what people have experienced. How can we be mindful of that? Dimple explained: - the difference between "big T" and "little t" traumas, emphasizing how seemingly minor stressors can accumulate and impact an employee's ability to function effectively • How recognizing the humanity in employees can lead to better decision-making and a more supportive work environment. • Exploring practical methods for managing stress responses and improving emotional intelligence in the workplace. • Creating a psychologically safe workplace: Gain insights on fostering an environment where employees feel comfortable expressing themselves without fear of retaliation. After this discussion, I may have more questions than answers. HR has a job to do that sometimes can cause or trigger trauma. How do we get the job done with sensitivity? It's a big question - and this episode will get you thinking. Find Dimple at Roots in the Clouds: https://www.rootsintheclouds.com/ Her book, Tell Me My Story: https://www.amazon.ca/Tell-Me-Story-Challenging-Narrative/dp/B0CN3TYYP7 Find Andrea at https://thehrhub.ca/

    25 min

  2. 15 OCT

    Incivility at Work

    This episode on incivility at work was soooo welcome. It doesn't matter if you're on the left or the right, it might make you uncomfortable! I love it when this happens! After well over 200 episodes, it's thrilling to be unexpectedly challenged! Sara Taylor has been a DEI expert for a long time. She started her company, deepSEE Consulting in 2002. She has authored two books including, recently, 'Thinking at the Speed of Bias'. She has been a Chief Diversity Officer. She was on my panel discussion around DEI. So, in light of these facts, you might think she would blindly advocate for any DEI perspective, but you would be wrong! We all have biases. Every single one of us. Whether we're white, black, asian, gay, straight... etc. We all know it's true, it's just that some people with biases have power. Sara also said: 2️⃣ Most of the incivility that HR is dragged into have to do with people in the second stage of culture competence. 🤝 With cultural competence we are not talking about ethnicities or geographies, we're talking about our ability to interact effectively with people who are different. 👯 Everyone is different. It's a rather obvious statement, but this includes the people you think are in your tribe almost as much as the people you think are NOT in your tribe. Don't get too smug: When we think we are so great because we're getting along and ignoring the differences, remember, we are NOT fully developed. Back to the previous point: all people are different. So fantastic! You should watch it or listen and join me in feeling delighted by the new ideas! Links are in the comments! Find Sara Taylor at https://www.deepseeconsulting.com/ or on LinkedIn. You can find her books wherever you buy them starting with the most recent: Thinking at the Speed of Bias: How to Shift our Unconscious Filters Filter Shift: How Effective People See the World Find me, Andrea Adams, for small and medium business consulting and HR project management at https:/thehrhub.ca

    32 min

  3. 8 OCT

    Neurodiversity In The Workplace: Benefits, Challenges, Surprises

    "If you've met one person with autism, you've met one person with autism." It's a saying in the neurodiverse space. Neurodiversity recognizes that all brains work differently, including those with conditions like ADHD, dyslexia and autism spectrum disorder. In this illuminating conversation, Curtis Braun addressed assumptions about neurodivergent individuals and shared how we can create truly inclusive workplaces. Curtis Braun is an HR instructor, consultant and coach who brings first-hand experience as the father of a neurodivergent son. He has recently started a coaching business focused on men with neurodivergent children so they have the mindset and support they need to help their kids. He discusses: • Not that we will become diagnosticians, but there are 5 dimensions for assessing neurodivergence: language, perception, sensory skills, motor skills and executive functioning. • 5 dimensions is a lot of a variety - putting people in boxes is not helpful. • Common misconceptions include ideas like we need to lower our expectations and they do poorly with change. Not necessarily! • Fostering psychological safety allows neurodivergent talent to thrive. Curtis made the case that neurodiversity is a societal reality - and a competitive advantage for inclusive organizations willing to "unlearn" biases. Find Curtis on Linkedin https://www.linkedin.com/in/curtiswbraun Check out his company at https://advc8.ca/ Find Andrea https://thehrhub.ca

    26 min

  4. 1 OCT

    Own Your Career Growth

    So you want career growth. But how do you make it happen? You need to answer the question of 'what do you mean by career growth'. And the answer could be ANYTHING. Time with family. Travelling. Money. Praise. Promotions. Prestige. Specialization. Really it could be anything and an honest, personal answer will help you achieve it. This was the focus of my conversation with Adam Pekarsky. He's had career growth, but not really of the traditional kind. He started out as a lawyer and now he is a leader and majority shareholder at Humanis Advisory - an executive search firm. He reflects on career growth in his new book (out this month) called "The Ampersand Chronicles Vol 1: Stories of a Small but Mighty Business in a Rough and Tumble Town". He writes the most amazing blog you've read and has organized his best into a book! So his insights on career growth from his own perspective but also that of the people he helps: - All motivation is valid, but you have to know what yours are. - Maybe you want to climb the ladder, but maybe you want something else as well. There may be trade-offs. - He resists the idea of work life balance because it's limiting, a zero-sum game. For him it's 'work-life integration' and it enables more possibilities. - Passion is important. Think about what Tiger Woods said in his prime "I'm not the best golfer in the world because I have the most talent. I'm the best golfer in the world because I practice the most." It would be hard to 'practice the most' without passion. It was wonderful conversation full of good stories and good advice Find Adam on LinkedIn or at https://humanisadvisory.com/ To get a copy of the book, please contact Kiara Tyler at kiara@humaniscalgary.com and they will add you to the list! Find Andrea for consulting support: andrea@thehrhub.ca

    25 min

  5. 24 SEPT

    The Future of DEI - A Panel Discussion

    The future of DEI is murky. So the purpose of this panel discussion was to reflect on the recent developments in DEI and consider how we might evolve our effort to become more effective. We collectively dove into DEI around the murder of George Floyd - often with little to no experience. And it was a great discussion! The following were just a few of the ideas I took away: - We HAVE made progress. - And this problem is 400 years (or more) in the making. While we want to see change now, this is the work of generations i.e. a marathon not a sprint. - Much of our effort has been spent on diversity where the real work should focus on inclusion and equity. - To be effective we need to meet people where they are at. - If you are on the extreme right or extreme left, you may be contributing to the polarization. Overall, I'm left with a sense of hope and a reframed perspective. Thank you to the panelists: Amy E. Hull M. Ed. Amy is the Head of DEI for Paycor. She is a consultant and Former School Administrator. She recently won bronze from Brandon Hull for her DEI strategy. She is working on authoring her first book on the relationship between power and empathy.   / amyehull6   Toby Mildon. Toby is the author of 'Inclusive Growth' and Host of a podcast by the same name. This year, he also released another book 'Building Inclusivity'. He runs Mildon consultancy and previously worked for Deloitte, Accenture and the BBC. https://www.mildon.co.uk/ Dr. Leeno Karumanchery has PhD in Sociology and Equity Studies from the University of Toronto. He is an author of a number of books including an upcoming book called 'The Old Black Lesbian Elephant in the Room: Why the Woke Need to Wake Up'. He is the head of Mesh diversity which takes a numbers and data science approach to helping organizations with DEI. https://meshdiversity.com/ Sara Taylor. Sara is the author of recent book called Thinking at the Speed of Bias, and another bestselling book called 'Filter Shift'. She is a consultant, owner of deepSEE consulting and has 35 years of experience in the field. https://www.deepseeconsulting.com/ You can find me andrea@thehrhub.ca

    59 min

  6. 17 SEPT

    AI In Recruitment - Indeed's Perspective

    Curious about how Indeed is using AI to help employers and candidates? And how they apply it as an Employer? I certainly was. I spoke with Hannah Calhoon about how Indeed is using AI. She is the VP, Product at Indeed and AI is her responsibility. They've recently launched some generative AI improvements like Smart Sourcing. Smart Sourcing enhances the our user experience and improves the quality of matches. In the discussion, we ALSO learn about how to incorporate AI in our own organizations - Indeed aside. Here are just a few insights: ♾️ Indeed has been using AI for a long time but now they are incorporating generative AI. It will help with personalized job recommendations, skills extractions out of resumes, and recommendations to employers. 📈 There are already signs of success. They can do deeper analysis of resumes and help employers and candidates make better matches. 🎓AI can lessen the use of proxies in hiring decisions e.g. we use education as a proxy for assessing intelligence, ambition, perseverance, and industry knowledge. There might be other clues elsewhere in the resume of these same qualities that are harder to spot. ❌ They won't be using AI to make final decisions. That would go against their set of AI principles. 🛠️ TOIL. It's my new favourite word. And AI will help reduce it. Woohoo! How have you been using proxies? Do you have AI principles? How have your older systems been using AI? Are you tired of toil? There were a remarkable number of insights in this discussion that extend well beyond Indeed. Find out more about Indeed's Approach - AI Principles: https://www.indeed.com/esg/responsible-ai Hiring Lab: https://www.hiringlab.org/ AI Articles: https://www.indeed.com/lead/artificial-intelligence SmartSourcing - Just Google it. Find me for HR consulting https://thehrhub.ca

    34 min

  7. 10 SEPT

    Building Organizational Culture: Tips to Understand and Build Yours

    I think we know that "culture is not about ping pong tables and snacks." Too often, company culture gets reduced to these superficial perks. Or perks like this become the symbols of culture everyone points to. But true culture runs much deeper - it's about your core values and how those get lived out through behavior, communication, leadership and more. I spoke with HR consultant Tiffany Castagno of CEPHR consulting about culture. She helps her clients with it all the time and breaks down the key dimensions of workplace culture that you need to be intentional about shaping. She says: 📝 Assess your current culture through surveys, conversations, audits - but make sure to take action on the findings. 🏆 Leaders play a crucial role in modeling the values and norms you want to reinforce. 🔍 Look at metrics like engagement, belonging, growth opportunities to measure if you're living your desired culture. ⚠️ Common culture mistakes: Lack of consistency, not listening to employees, and having the wrong hires misaligned with your values. 0️⃣ And none of what we talked about has to do with perks. Although those are nice and we like them! So want to build a magnetic culture that attracts and retains top talent? Check out this episode!

    23 min

  8. 27 AUG

    Mindset In The Workplace: The Importance, Power, and Application

    Mindset is harder than rocket science according to NASA scientists. So all you HR people out there? Give yourselves a pat on the back! The people stuff is hard! In this episode, I spoke with Mitch Warner, managing partner at the Arbinger Institute, which is responsible for the book "Outward Mindset". Mitch helped with the latest edition and shares his insight into mindset generally. He focuses particularly on the value of having an outward (rather than inward) mindset. He's worked with clients like NASA and this is how he knows what the rocket scientists think! An "outward mindset" has all employees (including HR) focusing on others' needs and objectives alongside one's own. This approach, he argues, is key to fostering a productive, connected, and innovative workplace culture. Key insights from our conversation: • There are many mindsets (growth, safety, positive, scarcity etc) but many of them would have us focus on ourselves rather than others around us. • Changing mindset has been shown to be far more effective in creating change than simply prescribing new behaviours. • We can use an outward mindset to help our employees redefine what it means to have a job in terms of impact on others including our customers and coworkers. • He gave examples of how an outward mindset can revolutionize areas like workplace safety and debt collection. HR is often instrumental in creating the kinds of organizations we need. An outward mindset has a so much potential. Forget silos, remember our customers, ditch bickering... This is an idea I am thinking about a lot! Mitch's insights offer a fresh perspective on organizational culture and leadership, challenging HR professionals to rethink their approach to employee engagement and performance. Whether you're looking to boost productivity, enhance teamwork, or drive innovation, this episode provides strategies for leveraging the power of mindset in your organization. Find Mitch and the Arbinger Institute at https://arbinger.com/ You can find their books (The Outward Mindset and Leadership and Self-Deception) anywhere you buy your books but also via their website: https://arbinger.com/store/ Find me, Andrea Adams, at https://thehrhub.ca/

    25 min
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About

Welcome to the HR Hub! This channel is for ambitious HR professionals! With the help of my expert HR guests, I aim to help you learn about all facets of Human Resource Management so when 'that' situation arises you have some knowledge and even skill to draw on. My guests provide tricks and tips you can apply immediately as well as insight into strategy to get you thinking about the future. What you learn, will help you advance your career. I'd also love to connect on LinkedIn or check out my website www.thehrhub.ca

Information

  • Creator
    Andrea Adams
  • Years Active
    2021 - 2024
  • Episodes
    199
  • Rating
    Clean
  • Copyright
    © Andrea Adams
  • Show Website
    The HR Hub

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