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We’re proud to be sponsored by Ultimate Software. They’re a leading cloud provider of people management solutions with a commitment to continuing education for HR, talent, and payroll professionals.

Ultimate Software is hosting dozens of free educational HR workshops around the country. Check out ultimatesoftware.com/LFW for more information on how to earn free HRCI, SHRM, and APA recertification credits.

Martin Moore is the founder and CEO of Your CEO Mentor. He is a successful CEO who has already walked the path of leadership and is now sharing what he knows about leadership with others.  He is the “leader from down under,” and is also my guest this week on Let’s Fix Work.

In this episode, Martin and I talk about the five ways to kill your leadership career, the core skills needed to be an effective leader, as well as, the state of leadership today. So if you’re looking to improve your leadership skills and want to hear from a man who knows a thing or two about leadership (and has a killer Australian accent), sit back and enjoy this episode of Let’s Fix Work.

In this episode you’ll hear:

  1. Core leadership skills needed in the workforce today
  2. How to know if you’re ready for leadership
  3. Tips for delivering feedback or receiving feedback when a conflict arises
  4. How to avoid ambiguity as a career killer
  5. Being mindful and focused as a leader and the need to carve out time for mindfulness
  6. Martin writes that far too many leaders are working at the wrong level. He explains what this means
  7. Martin shares what Your CEO Mentor is and the programs it is bringing to leaders in 2019 and beyond
  8. Why resilience is so important to being a CEO and leader
  9. The importance of integrity and character
  10. Creating a company culture from the top down

“There are five basic skills for a leader. The first of those is communication, and when I say communication it’s not just talking, because all leaders can talk. It’s about listening and understanding the people that you’re talking to. And, you need to have the ability to get the most out of your people by having the leadership dialogue that brings out their best.” ~ Martin Moore, Founder and CEO, Your CEO Mentor

“Leadership drives culture and culture drives performance.”  ~ Martin Moore, Founder and CEO, Your CEO Mentor

Resources from this episode:

Thank you to our sponsor: Ultimatesoftware.com/LFW
Martin Moore’s website: www.yourceomentor.com
Connect with Martin on LinkedIn:  www.linkedin.com/in/martin-moore-075b001/
**Listeners Receive a 15% discount to Martin Moore’s Leadership Beyond the Theory program: courses.yourceomentor.com/courses/lbt Use Discount Code LFW15 (Code is valid from Feb. 1st-28th. Class starts on Monday, March 4th)

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Super excited to announce that Ultimate Software is sponsoring Let’s Fix Work for the next few months.

Ultimate Software is an American technology company that develops and sells UltiPro, a cloud-based human capital management solution for businesses. That’s payroll, HRIS, talent management, engagement, employee experience, and all the nerdy stuff that goes along with getting you paid and making sure you love your job.

It’s a significant achievement because Ultimate Software has never partnered with a podcaster before, and they trust me enough to collaborate on Let’s Fix Work over the next 12 weeks. We have fabulous guests lined up including Armen Berjikly and Rana Hobbs, along with Kevin Kruse and Dan Pink.

(Okay, maybe not Dan Pink. His people keep turning me down, but, nevertheless, I’m persisting!)

I’m also eager to spread the world about Ultimate Software’s free HR workshops where you can improve your skills and earn HRCI, SHRM and APA recertification credits.

It’s so important to stay current in the field of HR, and these free and local courses will help you learn and network at the same time. Click here for more information —> www.ultimatesoftware.com/LFW

So, please help me welcome Ultimate Software to the Let’s Fix Work family. They’ve been named as the best places to work in tech, they scored 100% on Human Rights Campaign Foundation’s 16th Annual Scorecard on LGBTQ Workplace Equality, and they are a Great Place to Work® Certified Company.

It’s an honor to work with an organization that’s walking the talk and fixing work!

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We’re proud to be sponsored by Ultimate Software. They’re a leading cloud provider of people management solutions with a commitment to continuing education for HR, talent, and payroll professionals.

Ultimate Software is hosting dozens of free, educational HR workshops around the country. Check out ultimatesoftware.com/LFW for more information on how to earn free HRCI, SHRM, and APA recertification credits.

This week on Let’s Fix Work, I welcome Dr. Julena M. Bonner. She’s an Assistant Professor in the Management Department of the Jon M. Huntsman School of Business at Utah State University. That’s right everyone, this week we’ve got an academic in the house!

Dr. Bonner received her Ph.D. from Oklahoma State University and her research interests include behavioral ethics, ethical leadership, emotions, and workplace deviance. Recently, Dr. Bonner wrote a research paper on employee unethical behavior, which we’ll cover in this episode.

So if you’re interested in learning why employees spit in people’s food (you betcha’, we’re going there) and how to mitigate this kind of bad behavior, sit tight and listen to this episode of Let’s Fix Work.

In this episode you’ll hear:

  1. Dr. Bonner share why she began her research on customer and employee hostile interactions
  2. Some types of lashing out behaviors employees displayed that Dr. Bonner observed during her research; including assault, sabotaging food, and more
  3. Given the risks and consequences of employee bad behavior against customers, employees still do it and we explore some reasons why
  4. Where emotional responses originate
  5. Ways to mitigate employee bad behavior or stop it in its tracks
  6. What a culture of ethical behavior and ethical leadership looks like

“When a work environment has a strong culture of ethical behavior to your formal policies and informal values exemplified by other employees and managers, employees are more likely to control their reactions and behave professionally when they’re mistreated by the customer.” ~ Dr. Julena M. Bonner

Resources from this episode:
Dr. Julena M. Bonner: huntsman.usu.edu/directory/bonner-julena

Laurie on LinkedIn: www.linkedin.com/in/laurieruettimann/

Let’s Fix Work on LinkedIn: www.linkedin.com/company/letsfixwork/

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Let’s Fix Work is underwritten by WorkHuman, sponsored by Globoforce.​ Visit WorkHuman.com and use code WorkHumanLFW for a $100 off discount.

This week on Let’s Fix Work, I am happy to introduce you to Hung Lee. Hung is the founder of WorkShape.io – the revolutionary recruiting platform for software engineers. He’s also an editor of the leading industry newsletter called Recruiting Brainfood. I love the newsletter, and I know you will too!

Today, Hung and I are talking about the real currency and real truths of business and relationships. Hung and I also have an honest chat about work, mental health, entrepreneurship, and what it takes to actually make a sale.  And spoiler alert: it’s really hard to sell stuff.

Whether you’re an entrepreneur just starting out or a seasoned careerist who’s curious about hanging a shingle, know this: business relationships are important. We’re talking about that and more, in this episode of Let’s Fix Work.

In this episode you’ll hear:

  1. Hung share his entrepreneurial journey
  2. The stereotypes and myths of entrepreneurship
  3. Hung’s unique take on being an entrepreneur and on role models
  4. The risks and downsides of being in business
  5. How the steps to customer acquisition differ when you are an employee vs. an entrepreneur
  6. Make it easy for people to buy from you: How the hell do you do that?
  7. Recruiting Brainfood newsletter, Hung’s thoughts and thinking behind creating it
  8. The real currency of life, relationships, and how Hung developed his own relationship skills for business

“In a connected world, people need to be very conscious of where the flow of information is and if you’re a businessperson or an entrepreneur, you need to be standing at the confluence where that information flows for your particular market or industry.  You know you can have flaws in every single thing you’re doing. But if you stand in the right place, you’re going to be alright.” ~ Hung Lee

Resources from this episode:
LinkedIn www.linkedin.com/in/hunglee/

Twitter twitter.com/HungLee

Facebook www.facebook.com/hunglee88

Instagram www.instagram.com/hung_lee

Website: workshape.io

Recruiting Brainfood is a 3 Course Meal

  1. Sunday newsletter
  2. Mon-Thurs – group discussion on the shared content
  3. Friday – livestream the best thoughts + bringing in the original content creators to share their insight.

How to participate:

  1. Join the newsletter here (lnkd.in/gPqC6k8)
  2. Join the community here ( bit.ly/2somDTn )
  3. Save your seat for the livecast here ( bit.ly/2RIR7xM)
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Let’s Fix Work is underwritten by WorkHuman, sponsored by Globoforce. Visit WorkHuman.com and use code WorkHumanLFW for a $100 off discount.

When I think of today’s guest, I think of her as a superb expert in career advice. I am happy to welcome to Let’s Fix Work, Kathryn Sollmann. Kathryn is a speaker, coach, and author.  In her new book, Ambition Redefined, she encourages independence from “lean-in” and “break the glass ceiling” language. She wants you to find your own brand of ambition and success, take advantage of today’s more flexible workplace, and chart alternative career paths that accommodate and fund the life that you want and you deserve.

One of Kathryn’s missions is to show women that there is a lot of flexibility to be found in the workforce today. So if you want to find balance but don’t know where to start, and if you deal with childcare issues or aging parents and you’re sick of the way the rat race doesn’t take care of you, then sit back and listen to this episode of Let’s Fix Work.  

In this episode you’ll hear:

  1. Kathryn’s work as a career coach to women over the last 15 years
  2. What the book, Ambition Redefined, is all about
  3. Finding flexible work that fits your life
  4. How the message around side hustles and aggressive entrepreneurship is hurting the workforce
  5. Kathryn shares an example of a client who was told to lean into the system, just couldn’t swing it, and eventually found a great mix of flexible work, but rewarding work as well
  6. Opting out of Corporate America and the dangers of not working
  7. How to broach the topic of work-life balance with a boss
  8. The six different kinds of work flexibility

Kathryn said it best when she said, “There are lots of smart, talented, and ambitious women who are looking for a different kind of work paradigm. One that allows them to more capably blend work and life.”  If you come away with anything from this episode, I hope you come away with knowing that you can find some kind of flexible work that fits your life!

Resources from this episode:
Website: www.kathrynsollmann.com/

Twitter: twitter.com/kathrynsollmann

Facebook: www.facebook.com/9LivesForWomen/

LinkedIn:  www.linkedin.com/in/kathrynsollmann/

Instagram: www.instagram.com/kathrynsollmann/

Book: Ambition Redefined: Why the Corner Office Doesn’t Work for Every Woman & What to Do Instead

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Let’s Fix Work is underwritten by WorkHuman, sponsored by Globoforce.​ Visit WorkHuman.com and use code WorkHumanLFW for a $100 off discount.

Not everyone knows that I am a daughter of a police officer. My mom is retired from the Chicago Police Department. She has a great benefit plan and pension package. That’s because of smart union negotiations. Yes, the union has done right by my family. And speaking of unions, my guest this week is Jason Greer, labor relations expert and founder of Greer Consulting Inc. He is a Gen-Xer with a slightly different take on unions. He believes in protecting the working class and that there is strength in numbers. But yet he also believes a union is the wrong way of protecting your interests.  We talk about all of that and more in this week’s episode of Let’s Fix Work.

In this episode you’ll hear:

  1. Jason’s quick and dirty story of who he is and what he does
  2. The reasons many companies fight unions and work to keep them out
  3. Jason’s thoughts on “getting the union you deserve”
  4. Labor relations and why it’s really shades of grey (and not just black and white)
  5. If employees forgo use of a union, what can they do to protect their benefits and interests?
  6. How to bridge the divide and recover a relationship that’s broken following a union or employee dispute
  7. Unions and the civil rights movement, how the two are connected and whether or not unions have been good for protecting minorities in America
  8. Jason shares one horror story about what a union does and doesn’t do if you don’t play along
  9. How can you decertify a union? Jason shares what you can do, what’s legal, what’s illegal and some next steps you can take

Leaders and employees, if you take anything away from this conversation, take this: You’ve got to start the conversation early about what you want and voice your expectations. If you do so, maybe you won’t need a union or even an intermediary. What you need most is to have a voice, to be brave and to begin the conversation.

Jason said it best when he said, “There is strength in being proactive.”

If you are interested in the state of unions in 2019 or you want to hear from an African American man who talks about civil rights and busting unions from a different perspective, then give this episode a listen.

 

Resources from this episode:

Jason’s website: www.greerconsultinginc.com

Twitter: twitter.com/LaborDiversity

Facebook: www.facebook.com/GreerConsultingInc/

LinkedIn: www.linkedin.com/in/jasonjgreer/

Danny Ozment’s Podcast Supercharger Course: dannyozment.com/podcastsupercharger

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Let’s Fix work is underwritten by WorkHuman, sponsored by Globoforce.  Visit WorkHuman.com and use code WorkHumanLFW for a $100 off discount.

Are you known as a troublemaker? Do you hate the status quo? Well, on today’s show, Dr. Patti Fletcher joins me to discuss what it means to be a disruptive influence at work and how it can work to your advantage. Dr. Patti Fletcher is a global speaker on gender equity, cultural transformation and leadership, and the best selling author of the book, Disrupters: Success Strategies from Women Who Break the Mold.  

In addition to talking about disrupting the status quo, we talk about Patti’s career journey, how she came to research the topics of unconscious bias and gender equity, plus we talk all about her book. Additionally, we discussed the topic of gender equity and exclusivity. And of course, we covered disruption in the workplace — both the positive effects and negative.  

In this episode you’ll hear:

  1. The various stages of Patti’s career beginning with enterprise software and on to what she is doing now
  2. How Patti came to pursue the topic of disrupting HR and gender equity in the workplace
  3. Patti shares about her book, Disrupters: Success Strategies from Women Who Break the Mold, real-life stories from real women in the workplace
  4. What Patti thinks about the book Lean In, its message about gender equity and why, in the words of Michelle Obama, “That shit doesn’t work.”
  5. Disruption and disrupters, including negative disruption and positive disruption
  6. What to do when someone feels threatened when you are disrupting the status quo and how to protect your own interest in a healthy way
  7. Stories of people who didn’t belong and found purpose and meaning elsewhere
  8. The state of business today as it relates to disruption, unconscious bias and gender equity

In the wise words of Dr. Patti Fletcher, “There is a status quo that’s no longer serving the world in which it lives and we have to disrupt it. Disrupting means you unpack it. Some things might be working, let’s keep those. But let’s disrupt the ones that aren’t.”

So if you’re ready to burn bridges or at least shake up your career, this episode is a MUST listen. Oh, and hey, come see Dr. Patti and me at WorkHuman in March, in Nashville, Tennessee! We are appearing together on a panel and we’d love to meet you.

Resources from this episode:


Website: drpattifletcher.com

Book: Disrupters: Success Strategies from Women Who Break the Mold

Dr. Patti on TwitterInstagramFacebook

She for S.H.E. Conference

SXSW (South by Southwest)

Lean In by Sheryl Sandberg

Michelle Obama’s Take On ‘Lean In’? ‘That &#%! Doesn’t Work’ www.npr.org/2018/12/03/672898216/michelle-obamas-take-on-lean-in-that-doesn-t-work

Thanks to Danny and his team at Emerald City Productions, the producers of Let’s Fix Work

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I love it when podcasts are confessional and brave. It inspires me and makes me want to tell you all of my secrets. But what happens when a podcast veers away from being authentic to straight-up marketing that is, well, somewhat jarring? I will tell you what happens (because it did); I become inspired to record a bonus episode to talk all about it.

While listening to a marketing podcast, the host shared her experience about a recent weight gain. What was perceived as authentic and vulnerable at first, crescendoed into an affiliate marketing pitch. Okay I understand podcast hosts sell products on their episodes. I get it and can respect it. I may sell products or services on my podcast in the future, as well. But then the host said this, “Everybody needs a life coach,” and my respect flew right out the window.

 

I’m not really sure that everybody needs a life coach. I do know that everybody needs psychological safety, love, food and healthcare. Sometimes we say, “Life coach,” when we mean, we need friends (or support) or even therapy.

 

The work of living an authentic life, where we are happy with ourselves, where we treat our bodies and souls with kindness, that doesn’t happen in a mastermind group, with a life coach or even in therapy. It happens in our hearts. And, that is the topic of this bonus New Year’s Eve episode – it’s about doing the work, being your own life coach and fixing yourself in 2019.

 

Resources from this episode:

John Hancock Stair Climb – bit.ly/LFRHustle19

Snickerdoodles recipe – laurieruettimann.com/omahs-snickerdoodles/

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This week’s guest on Let’s Fix Work is Joe Hirsch, TEDx speaker and best-selling author of ‘The Feedback Fix’ and managing director of Semaca Partners, a boutique communications firm. Joe is also an award-winning educational leader in using applied behavioral science to create more positive and better-performing workplaces.

In this episode, Laurie asks Joe about his philosophy behind creating positive change and his methods of optimizing how you give and receive feedback. He also explains the correct mindset to approach feedback as a manager, do you want to force a change or provoke an insight? Laurie and Joe discuss bypassing resistance to change and how traditional performance management falls short when compared to treating people as agents of change.

Laurie quizzes Joe about when it is appropriate and how to tell someone that their feedback is unwanted, and both then discuss some anecdotes about times they received feedback that was difficult to digest. Joe and Laurie then explore how to avoid recreating family dynamics in a professional environment and why it is important to deputize and delegate feedback as a manager.

Laurie and Joe unpack some of the preconceptions about gender roles pertaining to feedback, Joe covers the importance of collaboration and towards the end of the episode, gives his conclusions about the collaborative nature of feedback and a gem of a quote. “Letting go isn’t about what you give up, it’s about what you give.” We’ll be using that one in the future.

Twitter: @joemhirsch

LinkedIn: www.linkedin.com/in/joemhirsch/

Book: “The Feedback Fix: Dump the Past, Embrace the Future, and Lead the Way to Change”

Website: www.joehirsch.me

TEDx Video: “The Joy of Getting Feedback”

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How do you know it’s the end of the year? Everybody asks for predictions.

This week, I was honored to appear on Changing The Game with HR, Presented by SAP. The host is Bonnie D. Graham, who happens to live down the road from me, and the panelists included Art Mazur and Dr. Patti Fletcher.

I was asked to share my 2019 predictions for HR, which are mostly predictions scraped together from other smart thinkers. But here’s what I believe:

User personalization continued to be a hot consumer trend in 2018, and the desire for customization has arrived within the confines of HR. At all levels, the employee experience demands a customized user experience in the workplace. In a tight labor market, recruiters and HR leaders have been pushed to put the employee’s experience at the center of their policies and processes to attract and retain highly productive and talented workers. The benefit of personalization is that our workforce doesn’t need to search for resources and information, thus allowing more time for increased productivity, efficiency and collaboration.

Compensation is on the minds of many executives and HR leaders. Companies benefited from tax breaks in 2018 and awarded bonuses throughout their organizations; however, for most US workers, wages have barely risen in decades. As we move from a traditional labor force to a distributed workforce rooted in the principles of the gig economy, companies will have to wrestle with critical questions about the importance of financial margins versus the importance of economic wellbeing for FTEs, consultants, and contractors alike.

Wellbeing is a trendy buzzword that isn’t going away in 2019. Rather than focusing on punitive programs meant to guilt people into losing weight, progressive HR departments are getting ahead of the curve and designing creative benefit programs to enhance the quality of life. From nap rooms to pawternity benefits, employers want happier and healthier employees. Do these wellbeing perks work? Only data will tell us.

HR is gonna learn something new. Traditionally, HR departments focused on the organization’s development needs. Training and learning are absolutely on fire, but, in 2019, training and development will be on the minds of HR professionals who haven’t paid attention to their growth. Whereas it was once essential to build individual learning plans for our workforce, we’ll be doing it for ourselves in 2019.

In 2019, we’ll see more business people join the ranks of HR and lead more and more HR organizations. HR was once considered a place to send your low-performing leaders before banishing them entirely; however, now it’s regarded as a stepping stone to additional executive opportunities. How can you lead without knowing the intricacies of your people-related agenda?

What are your predictions? What do you see for HR in 2019? Leave a comment below, and feel free to have a listen to this week’s show!

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