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Welcome to the People-First Community podcast, where I talk with business leaders, authors and HR disruptors on how to build amazing company cultures centered around purpose, people-first mindset, and love for one another. The podcast is part of the People-First Community platform, a grass-root community of conscious leaders and HR rebels who want to build a better workplace together. To learn more, visit www.people-first.community. This month, our guests are Jackie Mohr, Assistant General Counsel at Zillow, and Miranda Nicholson, Sr. Vice President of Human Resources at Formstack. In this episode, we explore the flex workplace post pandemic with Formstack, a company that embraced this model several years ago, and Zillow, which drastically changed its perception of flex work through the pandemic.

Welcome to the People-First Community podcast, where I talk with business leaders, authors and HR disruptors on how to build amazing company cultures centered around purpose, people-first mindset, and love for one another. The podcast is part of the People-First Community platform, a grass-root community of conscious leaders and HR rebels who want to build a better workplace together. To learn more, visit www.people-first.community. This month, our guests are Robyn Jordan, Sr Managing Director of Employee Experience at DriveTime, Stacie Mallen, Vice President, Human Resources Centers of Excellence at Universal Technical Institute, and Tiffany Sauder, President and CEO at Element Three. Our topic is “Momming in 2021 and beyond: epic lessons learned from the trenches of moms who are leading culture change.” Key takeaways: - If you want to successfully take care of your people as an HR leader, you first have to take care of yourself and your team (Robyn). - Confidence doesn’t come with knowing all the answers, it comes with making the best decisions possible with the information available at that time (Tiffany). - You can create your own foundation in times of uncertainty (Stacie). - You’ve got to notice and recognize the signs that someone is not acting their normal self if you want to be there for them (Stacie). - It’s OK to struggle as a mon and a leader. You don’t have to be the super hero (Robyn). - I find myself being more explicit about my choices and why they’re part of who I am. I’m not going to apologize (Tiffany).

Welcome to the People-First Community podcast, where I talk with business leaders, authors and HR disruptors on how to build amazing company cultures centered around purpose, people-first mindset, and love for one another. The podcast is part of the People-First Community platform, a grass-root community of conscious leaders and HR rebels who want to build a better workplace together. To learn more, visit www.people-first.community. This month, our guests are Rocki Howard, Chief Diversity Officer at SmartRecruiters, and George Randle, Managing Partner at Talent War Group and Best-Selling Author of “The Talent War” book. Our topic is “bringing a human & empathetic touch in an automated & impersonal hiring process.” Key takeaways: - HR is the table. Not at the table (George). - You can’t see talent, you have to discover it (George). - Companies with diverse groups of people outperform those that don’t embrace diversity (Rocki). - Humility is the trait of great leaders (Rocki). - A subset of leadership is to find the right people to build the right team (George). - The applicant screening should be outcome based (Rocki). - AI should be used in support of diversity efforts (Rocki). - ‘A’ leaders select ‘A’ players. They put their ego aside to hire smarter people than they are (George). - Diverse teams hire diverse people (Rocki). - Great interviews are great conversations (George). - Diversity starts with getting to know people (Rocki).

Welcome to the Human Rebellion podcast, where I talk with business leaders, authors and HR disruptors on how to build amazing company cultures centered around purpose, people-first mindset, and love for one another. The podcast is part of the Human Rebellion platform, a grass-root community of conscious leaders and HR rebels who want to build a better workplace together. To learn more, visit www.humanrebellion.com. This month, our guests are Mita Mallick, Head of Inclusion, Equity and Impact at Carta, Louis Efron, Author and Founder at The Voice of Purpose, and Ryan McCarty, Author and Co-Founder at Culture of Good. We are discussing “creating a culture of good & purpose.” Key takeaways: - Culture is shaped by how people are feeling, believing and behaving according to the company’s values (Ryan). - Culture is the DNA of an organization, who you really are as an organization and a collective of individuals (Louis). - The strongest testament of your culture is people doing the right thing when no one is watching (Mita). - A thriving company culture is top down and bottom up (Louis). - Employees are our often forgotten consumers (Mita). - People don’t embrace what leaders first don’t embody (Ryan). - If you don’t have leadership buy-in for culture change, there is no path forward (Ryan). - Senior leaders will be moved on if they don’t create an organization that attracts the best talent (Louis). - Be in a place where you’re celebrated, not tolerated (Mita). - Macro-culture vs micro-cultures. Opportunities and challenges. - Mid-management is a conductor and reflection to a positive or toxic culture (Ryan). - Great leaders hire for culture add, not for culture fit. They stay away from affinity bias (Mita). - Good leaders take care of themselves (Ryan). - Leadership, inclusion, diversity is intentional. It’s an ever-ending effort and mindset. - It’s time to dismantle old systems and adopt a people-first mindset.

Welcome to the “Coffee With Friends – An Espresso Shot of H.R. Disruption” podcast, where I talk with business leaders, authors and HR disruptors on how to build amazing company cultures centered around purpose, people-first mindset, and love for one another. The podcast is part of the Human Rebellion platform, a grass-root community of conscious leaders and HR rebels who want to build a better workplace together. To learn more, visit www.humanrebellion.com. This month, our guests are Delise Crimmins, Chief Culture Officer of The Culture Think Tank, Dan Riley, Co-Founder of RADICL, and Derek Lundsten, President and CEO of LifeGuides. We are discussing “the formula to human-centric culture change: meeting the whole person where they are.” Key takeaways: - Most employees want a hybrid model of working in the office and working anywhere post COVID. - Culture is defined by a set of behaviors. As behaviors have changed during COVID, culture has changed, with new expectations and a new reality for business leaders. Leaders need to adapt. - Human connection, empathy, support become values employees expect to see in their organizations. - “It’s ok not to have all the answers”, “it’s ok not to feel ok” is becoming the new norm. - Post COVID, going from a collegial approach “we’re all in this together” back to a one-sided approach will not work with people. - Post COVID we will not be back in time, we will be in a new reality, different from it used to be. - New metrics to measure success in organizations will emerged, more human-centered. - People want to be connected to an organization that is on the right side of history, that gives back to the community, leaves the world a better place. - The whole-person experience has different meanings for different individuals, so companies must personalize the experience. - The values that brought us where we are today may not be the values that will carry us forward.