When a HR Business Partner promotes himself as the World's #1 ranked coach, you can tell his ego is out of control. Run a mile.

Source - trust me bro.

Thanks a lot for such informative videos. Request your advice on getting back into workforce after 2+ years of career gap due to medical emergency at home. I couldn't upskill myself during this period as most of the time was spent on taking care of my ailing mother. Since situation is settled now and I am ready to join workforce but it seems to be a dead end as no reply from companies despite of multiple applications having ATS friendly Resume'. I left my last job as an AVP-Finance and would like to restart with same level or a level below at least. Can you please help me in such situation by sharing your suggestions? Thanks!

There is no data that supports better outcomes from DEI. I’ll wait…

DEI is a Marxist Anti-America, Anti-Western Values, Racist, scam organized by grifters and con-artists.

why dei is good - well beacuse we get dei. BULSHIT. it just make world worse

I've just seen how defensive I am I am shocked and sad but I need tools does he actually share the tools. How do you heal and recover from this defencive state. I knew I was being direct and a bit loud.. Assertive.. So I thought because I continually fely under attack and not listened to by a person with a superiority complex.. Its been like a battle and I don't like who I've become. I feel so ready to change.. I'm so grateful for being able to see myself.

Congratulations!!! Brilliant work! Let's continue raising HR bar!!

thankfully no one wants to work there

She's adorable! I like her and her intelligence! I aspire into becoming a CHRO!

Nah, it's about MONEY.

Makes me feel better knowing my business failed after 6 months and I’m now in a wheelchair for life but it means I’m successful.

Good episode, would love to hear what other companies are doing😊

Great episode! I love the insight about the importance of building connections at work, and how it impacts performance ❤

Love the idea of recognizing the journey and reward the outcome.

Love the philosophy to come as you are.

Love the idea for the Friday Feels campaign.

This was really helpful I wish it to go viral and get in front of every C-suite!

Good insight, it got me rethinking about a couple positions I am recruiting right now😂

Agree! As one of the regular people, I am asking myself that question 😊

Mistakes are not fun, but that’s what makes me stronger

nobody is equal besides in front of the Law

It does

❤️❤️❤️

Board members are there to help with pushing the mission of the organization forward and/or contribute financially. They should be at the forefront to bring ideas, and networks that will help to push the organization forward: that is what you call a "working board". Although they are not employees, they have duties that must be fulfilled. They also assist in advising the Executive Director on areas where the organization can grow and develop. You should not put people on your board who : - Do not contribute financially - Do not assist with efforts for fundraising - Do not attend or support your events - Are belligerent, rude and combative to staff and other board members - Are not involved in the advancement and development of the organization - Are not receptive to new & current ideas, methods or technology that can save the organization time - Do not assist in growing a network that will assist with advancing the development of the organization - Have been on the board for 8+ years and complain without offering solutions (dead weight) That is the job and duty of board members.

A lot of BS told here. Most AI's are more biased against white People, so please, give me the AI Platform Names, instead of talking about something that does not exist...

Omg stop interrupting her

We agree 100% at HR Geckos!

I agree with Iwo Szapar. People should have the freedom to make their own choices. However, I believe the conversation overlooked a crucial aspect of work culture: neurodiversity. Let’s explore how each individual’s unique needs and communication styles play a role. Judith Jungmann, in her HR work, asked herself, ‘Can I apply the same approach to everyone? Can I include everyone in the decision-making process?’ But then, she expressed disapproval of the idea that some employees receive preferential treatment while others are left behind. To me, this comment felt ableist and judgmental. After all, everyone is different, and no one person can define happiness for another. Acknowledging others’ enjoyment doesn’t automatically balance out unfair treatment.

Nothing but the facts!

😮😮😮

I like the principle of focusing on learning, and I also think the approach seems too idealistic. Expecting humans to share what’s preventing them from progressing when it is very personal and possibly systemic within the person seems unrealistic.

Definitely one of the more interesting podcasts I've listened to to-date. Huge clarity on AI's in the workspace - Great pod!

Great interview!

Mrs Auger-Dominguez is a great example of why DEI fails. she might be a star on using power words, and name dropping but you cant BS a BSer.

This is a great conversation, I am learning alot , Thank you all! .

Yeah correct

Awesome interview

This "one world" concept is getting closer to fruition.

Lmao 🤣 ppl weak AF these days

Employee Experience (EX) is truly the heartbeat of any successful organization. The emphasis on Employee Journey Mapping is not just a strategic move but a genuine commitment to the well-being and growth of each team member. As HR Practitioners we have a great responsibilities to ensure that it work despite the challenges.

first

🔥🔥🔥

Very Inspiring. Glad to find this intelligent conversation providing much substance instrumental in guideline to empower on self for the betterment of themselves. ❤

Fantastic group and content. Well done.

Brilliant conversation, thank you Chris for featuring inspiring speakers, and Randall for your valuable insights.

Sensacional! Parabéns Felix, adorei suas ideias.

You mean, why diversity and inclusion "doesn't" happen?

Thank you

My son and I got much more work done teleworking that we ever got done in our office. Teleworking, we didn't have co-workers coming by our desk constantly and disturbing our work. Our zoom meetings were much shorter because we didn't have numerous sidebars that were useless regarding our work. There were no constant meetings, organizing salsa contests and other useless crap that had nothing to do with work, no useless meetings that mgmt called so that they could hear themselves talk..., they could have an hour meeting that would cover 5 minutes worth of knowledge. As I have health issues, I could work when I was sick..., I could take care of my health issues whereas at work I would have had to taken time off. I'm deathly allergic to perfumes, so I was having to take time off because people would drown themselves in perfume..., to the extent where I was having to have oxygen administered at work. Mgmt would do nothing about the perfume issue. Teleworking was an absolute Godsend for us. Our big issue was mgmt not doing their job and monitoring what their employees were putting out. They had several options in keeping track of output, but were just too lazy to do so. If they had done their job, the volume of work would have been fine. We were doing about 30-40 cases a night, whereas others were actually doing 1-5 nightly. We that had good work ethics..., we are self starters and competitive and don't really need supervision. Those lazy employees took advantage of the pandemic and collected a paycheck for doing nothing. Those people are the issue..., not teleworking..., they don't do work while they are in the office either. Again, that is the issue of mgmt not making their employees actually work. Instead, they sit at their desks all night, watching their cell phones, yakking on the gov't phones, or wandering to another supervisor's desk so they can visit in person. Again, teleworking wasn't the problem..., these employees and mgrs are the issue.