​In the ever-evolving landscape of talent recruitment and retention, companies are constantly on the lookout for fresh, innovative strategies. In a recent podcast episode, we had the opportunity to delve into these topics with Kasheef Wyzard, the National Director of Tech at Dream.org.

Kasheef is an expert in finding and nurturing hidden gems of talent, drawing from his own experiences growing up. He has developed a unique formula for talent that focuses on trust and aptitude, offering a new perspective on the recruitment process. This approach challenges the traditional reliance on resumes and standardized tests, instead favoring a more holistic view of a candidate's potential.

One of the key components of Kasheef's approach is the evolution of talent assessment practices. He advocates for a shift away from standardized coding assessments and towards more practical, day-to-day tasks that a potential hire would be expected to handle. This approach not only provides a more accurate gauge of a candidate's abilities, but also builds trust between the organization and the potential hire.

Beyond recruitment, Kashif also has valuable insights to share on talent retention. He believes in creating a high trust system that benefits both the organization and the employee. This involves understanding the needs and pain points of the organization and fostering transparency. Furthermore, Kashif emphasizes the importance of investing in both foundational skills and future-ready skills, such as green tech and construction.

Diversity and collaboration are at the core of any successful organization, and Kashif shares his own strategies for promoting these values. He highlights the importance of engaging organizations and helping them find and retain diverse talent. In his view, the talent pool should reflect the demographics of the customers and communities they serve.

The episode wraps up with Kashif sharing his vision of a better world. This is a testament to his commitment to making a positive impact in the world of talent recruitment and retention. Wyzard's approach to talent recruitment and retention offers a fresh, innovative perspective that challenges traditional practices. His focus on trust, aptitude, and diversity provides valuable insights for any organization seeking to improve their talent strategies. With the right approach, finding and nurturing hidden gems of talent can become a reality for any organization.

Leadership is an intricate journey that often requires one to reassess, reflect, and refine their approach. In a recent podcast episode, we had the pleasure of hosting Christine Miners and Rick Lash, authors of 'Once Upon a Leader.' This engaging discussion delved into the essence of one's leadership narrative, focusing on the stories leaders tell themselves, and the substantial effort involved in shifting these narratives.

One key theme we explored was the challenging process of initiating substantive change at the enterprise level. Many listeners will resonate with the struggle to enact significant transformation within an organization. However, as Christine and Rick pointed out, this process becomes more manageable when we re-engineer our leadership narratives.

The term 'permacrisis' was used to describe the current state of affairs that many leaders are grappling with. As we navigate this realm, it's essential to focus on narrative to create clarity and resilience. This shift towards a more narrative-driven approach can empower leaders to author their own story, especially within the HR context.

In our discussion, we underscored the significance of understanding the value and impact of the HR function on the organization. We dove into how HR professionals can leverage their past experiences to better understand the context of their work. This aspect of the conversation was enriched by insights from Christine and Rick's experiences, particularly on transitioning roles and reasserting narratives.

The development of your narrative in HR was a critical topic in this episode. We discussed tools that can assist in constructing your leadership narrative and shared exercises to help uncover its fundamental components. Recognizing the experiences that have influenced your values and understanding how to acquire feedback from others is crucial in this process.

As we concluded the conversation, we addressed the significance of a prescriptive approach. This refers to the idea of defining clear guidelines or steps to follow in crafting and activating a narrative. This methodical approach can ensure a more effective and impactful leadership journey.

The dialogue with Christine Meiners and Rick Lash underscored the power of authoring your own leadership narrative. This approach offers a fresh perspective on leadership development, urging us to reclaim authorship of our narratives. It encourages us to reflect on our experiences, values, and purpose, and to use these elements as a foundation for driving meaningful change within our organizations.

Leadership is not just about commanding, but also about empowering. In a riveting podcast episode with Doug Lenick and Chuck Wackendorfer, co-authors of the inspiring book 'Don't wait for someone else to fix it,' we delve deep into the concept of self-leadership and its significant impact on our personal and professional lives.

Lenick and Wackendorfer challenged the traditional leadership paradigm, asserting that everyone is both a leader and a follower. The authors proposed that rather than waiting for others to solve problems, individuals should step up, identify problems, and come up with solutions. This approach to leadership not only encourages personal growth but also fosters an environment where others are empowered to make decisions.

The conversation then shifted to the role of self-awareness in leadership. A clear understanding of one's own strengths, weaknesses, and values is pivotal in effectively leading others. Lenick and Wackendorfer introduced an intriguing acronym Witty, wiffy, w-d-y-w-f-y, which guides individuals in setting purposeful goals that align with their self-awareness. The importance of self-awareness was further emphasized through a discussion on past behavior and its influence on our present lives.

A significant part of the discussion was dedicated to the human resources (HR) function. The authors asserted that HR should always remember that it's about humans, not processes. Stress in HR, both its destructive and constructive facets, was also addressed. Lenick and Wackendorfer offered a refreshing perspective on the role of HR, emphasizing the importance of people development and asking the right questions to help everyone achieve their goals.

In a nutshell, the episode revolved around the idea of self-leadership, with the ultimate goal of personal growth and inspiring others. It shed light on the importance of self-awareness in leadership and underlined the need for HR to focus on humans rather than processes. The authors' insights provide a new lens to view leadership, making the episode a must-listen for individuals seeking to redefine their approach to leadership, personal growth, and HR.

In our latest podcast episode, we were privileged to host Nicole Alvino, a pioneering entrepreneur and the co-founder and CEO of FirstUp. FirstUp is a cutting-edge communication platform transforming workplace communication by delivering the right message at the right time to the right person. This insightful conversation explored how artificial intelligence (AI) is revolutionizing human resources and workplace communication.

Nicole shared her professional journey from her tenure at Enron to the inception of FirstUp, illustrating how the platform harnesses technology to simplify the intricacies of communication. The mission of FirstUp is clear - to deliver messages that stick with the right tone, at the right time, to the right person.

We further delved into the world of Artificial Intelligence, exploring its profound impact on human resources and the workplace. Nicole explained how FirstUp leverages AI to enhance engagement, citing the story of Philips 66, whose engagement levels tripled due to the platform. AI not only increases engagement but also provides opportunities for HR professionals to boost their skills, craft personalized experiences, and maintain a human touch in their interactions.

A deeper insight was gained into how intelligent delivery can create tailored employee journeys. Nicole shed light on how it enables companies to proactively address employee engagement, predict potential risks, and identify overlooked talents. She emphasized the need to listen to latent voices within organizations that can help prevent potential crises.

AI's impact on HR professionals' jobs was also a key topic. Nicole discussed how intelligent delivery could assist businesses in boosting engagement levels and the importance of understanding how the people receiving our messages interpret them. She highlighted how HR professionals could upskill and use AI to create personalized experiences, while still understanding and interpreting humans.

In conclusion, Nicole Alvino's discussion on the podcast provided valuable insights into how AI is transforming workplace communication. It shed light on how AI is not just a technological advancement but a tool that can significantly improve HR processes, boost employee engagement, and ultimately lead to more successful businesses.

In the rapidly evolving landscape of communication, AI presents a disruptive force with immense potential. While there is currently a lot of noise surrounding AI, the focus should be on what we can actually do with it!  With a little focus and knowledge, HR can utilize AI to help shape their organizational culture and communication systems in a way that embraces this new tech.  This article explores the role of AI in enhancing internal communications and bridging the gap between message delivery and comprehension.

Using AI for Precise Communication: In the realm of communication tools, there are many AI tools.  Chat GPT, Bard, etc. However, finding tools that truly gauge employee sentiment and ensure effective communication is crucial. There are solutions out there that leverage AI to understand and interpret the intended audience's response. By measuring actions taken and analyzing data, AI enables a proactive understanding of communication, going beyond snapshot-based evaluations.

Overcoming Barriers to Effective Communication: In today's diverse workplace, language, cultural differences, and regional nuances can complicate the communication process. The fear of misinterpretation often hinders effective communication. AI technologies like First Step alleviate this concern by providing guidance on tone, vernacular, and cultural nuances. This allows HR professionals to communicate openly, fostering a culture of feedback.

The Impact of AI on HR Professionals: AI is not meant to replace HR professionals but rather empower them. With the scale of organizations, it becomes challenging for HR to provide personalized support to every employee.  I call it the "90/5/5" Rule:  HR spends the majority of their time with the 5% of the really noisy employees (you can replace noisy with "needy"), and 5% with the "stars".  That leave the 90% of employees out of the realm of HR's influence.  However, by leveraging AI tools effectively, HR can impact the other 90% of employees who often go unnoticed. This shift in focus from reactive to proactive engagement can revolutionize HR practices and cultivate a more inclusive and supportive work environment.

Proactive Engagement and Data-Driven Insights: Traditional approaches to engagement rely on reactive indicators such as complaints, safety incidents, or outdated employee survey data. However, AI-enabled tools offer a proactive approach to engagement, allowing HR to monitor and analyze real-time data for a comprehensive understanding of employee experiences. By identifying engagement levers early on, HR can address concerns promptly and drive positive change.

Leveraging Existing Organizational Intelligence: Organizations already possess valuable intelligence within their workforce. HR professionals often rely on individuals with deep insights into the organization's dynamics. The power of AI lies in systemizing this knowledge and leveraging technology to capture and analyze data objectively. By integrating AI tools that can analyze real-time sentiment, HR can enhance decision-making and effectively utilize the existing expertise within the organization.

The convergence of AI and HR presents an exciting opportunity to revolutionize internal communication. By embracing AI tools, HR professionals can overcome communication challenges, bridge gaps between messages and their reception, and create a more engaged and connected workforce. This technology empowers HR to proactively monitor and address employee needs, paving the way for a future where communication is not just noise but a catalyst for meaningful change.

Resilience, a term often associated with toughness and stoicism, is being redefined in our latest episode of the Rebel HR Podcast. Our guest, Dr. Taryn Marie Stejskal, an esteemed author, introduces us to a novel perspective of resilience, intertwined with vulnerability and authenticity.
​
We dive deep into the notion of resilience, with Dr. Stejskal offering groundbreaking insights derived from her acclaimed book, 'The Five Practices of Highly Resilient People.' We explore how resilience is not a quality that should incite fear but rather a tool for managing life's adversities. A common theme throughout our conversation is the power of vulnerability in fostering resilience.

Vulnerability is often perceived as a sign of weakness. Yet, Taryn eloquently highlights how it allows us to be seen and understood on a deeper level. Vulnerability is a pathway to seek and receive help, fostering a strong connection between our internal and external selves. It is a profound tool for personal growth, a concept that challenges societal norms around resilience and strength.

One key aspect we dissect is the application of vulnerability and authenticity within professional settings. We scrutinize the conditioning often encountered in workplaces, which frequently discourages vulnerability in favor of maintaining a facade of strength. she emphasizes the importance of shifting towards a culture that encourages openness, authenticity, and genuine vulnerability.

In navigating through the professional world, discerning between genuine and performative vulnerability becomes critical. Performative vulnerability often serves as a means to manage reputation, lacking the profound connection that genuine vulnerability fosters. Genuine vulnerability aligns our internal and external selves, thereby fostering deeper connections within our professional and personal lives.

As we delve deeper into the essence of resilience and vulnerability, we equip you with tools to apply these principles in your life and work. By embracing vulnerability, we can better manage life's adversities, transforming fear into resilience. The authenticity and vulnerability that Dr. Stejskal encourages us to embody serve as the catalysts for a transformational journey.

Ultimately, the essence of our conversation lies in redefining resilience, vulnerability, and connection. We navigate the intricacies of these concepts, offering insights and tools to help you thrive in life's most challenging times. Join us on this transformative journey as we redefine resilience, vulnerability, and connection in ways you've never heard before.

Welcome to the latest edition of the New School Human Resources newsletter! In this post, we will delve into the transformative power of embracing vulnerability in HR practices. As we navigate the landscape of the modern workplace, it is crucial to explore innovative approaches that prioritize employee well-being, foster a positive work environment, and drive organizational success. 

The Strength in Vulnerability
In a recent podcast episode, I had the pleasure of discussing the topic of vulnerability with an esteemed author. We explored the profound impact vulnerability has on our personal and professional lives. I shared a personal experience of going through an unexpected divorce and how I turned to a podcast episode for guidance on resilience. It was a powerful reminder that facing adversity is not an isolated experience but a shared human condition. By acknowledging our vulnerabilities and reaching out for support, we can discover strength through connection with others.

Open Dialogue and Seeking Support
Our conversation underscored the importance of open dialogue and the courage to seek help. We explored how fostering an environment where individuals feel safe to discuss challenges promotes a sense of belonging and trust. Whether it is on an individual level or within HR departments and leadership teams, creating a culture of open communication encourages employees to ask for help when needed. By removing the fear of judgment, we allow for collaborative problem-solving and collective growth.

Authenticity in HR
In the realm of the modern workplace, there is often a pressure to maintain an illusion of invulnerability. "Fake it till you make it"... However, as HR professionals, we must acknowledge that the reality rarely aligns with the "show" we are putting on. Unexpected events and challenges constantly test our preparedness. By recognizing that vulnerability and setbacks are inherent to the human experience, we can transcend the need to appear invulnerable. Embracing authenticity allows us to address challenges openly, fostering a culture of growth and trust.

Nurturing Accountability and Support
To embrace vulnerability in HR, we must foster a culture of accountability and support. It is essential to recognize that everyone faces difficult situations and that we are stronger together. By cultivating a sense of shared responsibility, we create an environment where individuals and organizations can overcome adversity hand in hand.

Strategies for Embracing Vulnerability in HR
To embark on a journey of embracing vulnerability in HR, here are some practical strategies that HR professionals can implement:

1. Cultivate Psychological Safety: Foster an environment where individuals feel safe to express their concerns, seek help, and share vulnerabilities without fear of judgment.
2. Lead by Example: As HR leaders, we must demonstrate vulnerability and be willing to seek help and support when needed. By setting this example, we encourage others to do the same.
3. Encourage Open Communication: Create channels for open and honest communication, such as regular check-ins, team meetings, and feedback sessions. Encourage employees to share their challenges and support them in finding solutions.
4. Promote Employee Support Programs: Establish and promote programs that offer confidential counseling services, resources for personal and professional development, and support for mental well-being.
5. Provide Development Opportunities: Offer training programs focused on fostering emotional intelligence, empathy, and active listening skills. These skills enable HR professionals to connect authentically with employees and provide meaningful support.
6. Foster Peer Support Networks: Encourage the formation of peer support networks within the organization, where HR professionals can connect, share experiences, and provide mutual support.
7. Celebrate Vulnerability and Growth: Recognize and celebrate instances where individuals demonstrate vulnerability, seek help, and learn from setbacks. This recognition reinforces a culture that values authenticity and encourages continuous personal and professional growth.

Innovative HR practices that embrace vulnerability play a pivotal role in creating supportive work environments, enhancing employee well-being, and fostering organizational success. By acknowledging and embracing vulnerability as a shared human experience, HR professionals can nurture cultures of openness, trust, and collaboration. Through transparent communication, seeking support, and promoting authenticity, organizations can unlock the full potential of their employees. Together, let us reimagine HR practices, creating a future where vulnerability is celebrated and valued for the positive impact it brings to individuals and organizations alike.

The future of talent acquisition is changing rapidly, driven by artificial intelligence (AI) and evolving human behaviors. In a recent podcast episode, we were fortunate to host Alynn Bailey, an Executive Director of Hiring Success at Smart Recruiters, who shared her insights on this fascinating intersection of technology and human talent.

The paradigm shift in talent acquisition began even before the onset of COVID-19. A growing focus on individual empowerment at work saw people questioning traditional work assumptions such as decision-making processes, pay scales, and the value of degrees. This sparked a new perspective on how talent is evaluated and acquired.

The COVID-19 pandemic accelerated these changes, revealing the adaptability of work processes and challenging the myth that change takes a long time. With remote and hybrid work models now mainstream, employees' relationship with work has fundamentally shifted. Businesses, too, are redefining what they need from their workforce, focusing more on evolving skills rather than stagnant job roles. This calls for a drastic change in workforce planning, talent assessment, and learning and development strategies.

However, the real game-changer lies in the advent of generative AI. This form of AI is self-learning, making it faster and more efficient than its predecessors. Unlike older AI systems that required human input and thus carried human biases, generative AI can produce unbiased results. It is capable of enhancing decision-making in talent acquisition and can potentially create roles such as prompt designers and experience designers.

However, incorporating AI into talent acquisition comes with its challenges. It calls for an understanding of the differences between AI and generative AI, the ethical implications of their use, and how to effectively communicate with diverse audiences. It also necessitates a shift in the metrics we use in HR, moving away from transactional measures like cost per hire or time to fill, to more business-relevant metrics like velocity.

Moreover, as the landscape of talent acquisition changes, HR professionals must adapt and stay ahead of the curve. Generative AI can either replace or empower HR, depending on how well we understand and leverage this technology. It is crucial to stay informed about these developments, not just within our immediate roles, but also in the broader business and technology contexts.

In conclusion, the future of talent acquisition is a complex intersection of technology and human behavior. With generative AI leading the way, HR professionals must navigate this evolving landscape with an open mind and a readiness to adapt. The ability to embrace change, challenge traditional work assumptions, and leverage AI responsibly will be key to staying relevant and successful in this new era of talent acquisition.

Today we are going to delve into the fascinating world of psychology, its implications, and how it can benefit us in our roles without requiring us to be psychology experts.

Understanding the World and the People in It
The driving force behind our interest in psychology lies in our innate curiosity to comprehend how the world works and why it sometimes defies logic. As HR professionals, we often find ourselves perplexed by the actions and decisions of individuals in our organizations. In order to better navigate these intricacies, we must explore the tools available to us that enable us to gain insights into human behavior and motivation.

Navigating the Buzzwords and Grasping Key Concepts
In the realm of human resources, we often encounter buzzwords like "psychological safety" and "emotional intelligence." While we may use these terms, it's crucial to recognize the science and principles that underpin them. By delving deeper into these concepts, we can enhance our understanding and application of them in our work.

The Intersection of Human Resources and Psychology
Human resources is undergoing a transformation, with increased expectations from organizational leaders to address critical issues such as psychological safety, emotional intelligence, and diversity, equity, and inclusion. Similar to the shift marketing experienced with the advent of the internet, HR now finds itself at an intersection where it must navigate both social concepts and technological advancements, such as artificial intelligence (AI). Our role is evolving into that of strategic business partners, responsible for deciphering the impact of these changes on people and job structures.

The Power of Data and Humility
Data plays a crucial role in illuminating the path forward in understanding human behavior and shaping effective strategies. However, it's vital to approach data with humility and acknowledge that our individual context may be limited and skewed. Embracing this humility allows us to be open to diverse perspectives and ensures that our insights are not driven solely by our own biases or preconceptions.

Embracing Healthy Conflict and Handling Workplace Impact
Conflict is inevitable, and within the workplace, it can either hinder or facilitate growth and innovation. As HR professionals, we must strive to transform conflict into healthy conflict, free from ego-driven reactions. This transformation requires emotional intelligence, self-awareness, and the ability to depersonalize situations. By creating a psychologically safe environment, we enable open dialogue and constructive conflict resolution.

Prioritizing Education and Expertise
Becoming subject matter experts on topics such as psychological safety, emotional intelligence, and related fields is an essential aspect of our professional growth. As HR professionals, we can differentiate ourselves by investing in continuous education and understanding the science behind these concepts. By doing so, we gain the respect and support of our teams and become valuable resources for organizational leaders.

The Journey of Intentional Work
Doing the work required to foster psychological safety and nurture a healthy work environment is not a straightforward endeavor. It demands intention, effort, and self-reflection. While there may not be one definitive answer or approach, a commitment to continuous learning, self-awareness, and humility will guide us on this complex journey.

Grace, Accountability, and the Imperfect Process
We must remember to extend grace to ourselves during this process. We will encounter challenges and setbacks, and it's essential to embrace self-awareness and accountability without expecting perfection. By acknowledging our imperfections and maintaining humility, we can make progress and foster positive change within our organizations.

The Voices Worth Listening To
To deepen our understanding and expand our knowledge, it is vital to seek out credible voices in the field of industrial-organizational psychology. By actively listening to thought leaders, researchers, and practitioners, we can gain valuable insights and stay informed about the latest developments in the field.

By acknowledging our limitations, investing in education, embracing healthy conflict, and nurturing psychological safety, we can cultivate workplaces that empower individuals and drive organizational success. Let's continue this journey of intentional work, growth, and learning, as we navigate the fascinating intersection of psychology and HR.

In today's world, leadership is evolving. No longer is it sufficient to simply have a strategic mindset. True leadership, as we discover in our latest podcast episode with Cheryl DeSantis, author of "Steel Backbone, Soft Heart: How Heart-Centered Leadership Changes the Way You Live, Love, and Lead," requires a human touch.

DeSantis, with her vast experience in strategic chief people roles, challenges us to reconsider the way we lead and interact with our teams. According to her, effective leadership is a blend of hard and soft skills. This combination enables leaders to understand their employees and customers alike through empathy and compassion, powerful tools often overlooked in traditional leadership models.

DeSantis shares insights from her leadership transition and the pushback she faced. This transition, which required her to integrate soft skills such as empathy into her leadership style, faced resistance. However, she found that using the same tactics to understand and engage employees as she would customers, led to increased employee retention and a more harmonious work environment.

This podcast episode delves into the realm of curiosity and its critical role in developing leadership skills. A curious leader fosters an atmosphere of trust, respect, and vulnerability. These are key to creating an organizational culture where employees feel seen, valued, and understood. It also inspires team members to reach their potential, leading to increased productivity and overall business success.

One of the most transformative parts of DeSantis's leadership journey is her embrace of vulnerability. In 2010, she was the least vulnerable person alive, keeping her personal life and struggles separate from her professional persona. However, she found that this approach hindered her ability to connect with her team on a deeper level. By letting her guard down and sharing her personal story, she created a culture of empathy within her organization.

DeSantis’s journey highlights the importance of empathy in creating a work culture that inspires team members to go above and beyond. Her story is a reminder that the power to change the way we live, love, and lead lies within us all. Heart-centered leadership, according to DeSantis, is not only about strategic decision-making but also about connecting with people on a human level.

This episode is a must-listen for anyone in a leadership position or aspiring to be a leader. It challenges the conventional wisdom of leadership and encourages us to lead with empathy and vulnerability. It serves as a reminder that in the end, businesses are about people, and the best way to lead people is to understand and empathize with them.