Books. They’ve been around pretty much forever, and that familiarity is one reason they are not as appreciated as some other learning tools. But don’t be fooled–there’s more than meets the eye. It’s been said that reading one hour a day will make someone an international expert in their field in 5-7 years. While that exact figure may be up for debate, it’s clear that reading is a powerful activity for self-development.
In this episode of We’re Only Human, I interview Zach Rubin, cofounder of PBC Guru, a company that designs and delivers book club experiences for organizations looking to create a culture of shared learning. The discussion covers what books companies most often request, how to use books for supporting social learning, and a special free offer for We’re Only Human listeners.
Whether you’re a book nerd like me or not, this show is going to demonstrate that this fundamentally human activity, reading, has more value than you would have imagined.
Special Offer: PBC Guru is offering to implement and manage a virtual book club with your company completely free for six months. Just visit http://pbc.guru and fill out the contact form mentioning you heard about them on the “We’re Only Human” podcast.
Listen in the embedded player above or click here to listen on the hosted site.
What do you think about book clubs? Do they hold value at work? Why or why not?
Innovation is often discussed as an activity available only to a select few people or companies. but it is an incredibly powerful tool for companies, especially when we seek ways to use our HR influence to drive a culture of innovation.
[Click here to listen to “8 Ways HR Can Drive Enterprise Innovation“]
In this episode of the We’re Only Human podcast, we point out 8 key ways that HR leaders can create, reinforce, and drive innovative behaviors in the business. In addition, we cover two common ways that companies kill motivation and innovation with their human resources practices. Continue reading
The HR profession is mostly women (look around you at any event and you’ll see). Yet when we look at the representation of females in the C-suite, whether in HR or in general, the blend is more evenly mixed or even weighted towards men. Why?
The 2016 HR Technology Conference had a new feature: the Women in HR Tech Summit. The event was a success by all measures, but one person heard about the summit and started to wonder, what do female executives in HR technology do differently? What makes them successful? What lessons can we translate to the HR community at large, helping women to achieve greater success in their roles as executives, HR leaders, and business professionals?
In episode 6 of We’re Only Human, I interviewed Lynn Miller, a researcher exploring the interesting world of female founders and CEOs in HR Technology. She talks about what separates this group from their male counterparts and also explains the value they can bring in terms of customer satisfaction and more. (Subscribers, click through to listen to the embedded show below.)
For more information about Lynn’s research, check out her LinkedIn series .
To check out other episodes of We’re Only Human or learn more about what I’m up to, check out the Podcast page.
Also, I’d love to hear your thoughts in the comments below. Why do you think this mix of females diminishes at higher levels of responsibility? What can we do to fix it, if it should be fixed? What would you want to know from these CEOs and high achievers if you had a chance to talk with them one-on-one?
The idea of a “gig” isn’t anything new, but the concept of using gig workers as an alternative source of talent certainly is. More companies are starting to realize that getting a job done doesn’t always have to mean creating a requisition, posting a job, interviewing candidates, and making an offer. In the case of some new applications on the market, companies can bring talent to their front door at the veritable push of a button. Yes, really.
In episode 5 of We’re Only Human, host Ben Eubanks interviews AJ Brustein, cofounder and COO of Wonolo, an on-demand hiring application. Ben and AJ discuss Wonolo’s beginnings as a startup within Coca Cola to solve a specific talent challenge and how it spun off into its own brand. In addition, they talk about how companies can make use of gigs to not only meet company objectives, but to help meet the needs of workers as well. It’s a fascinating conversation and one that will challenge your assumptions about the on demand workers you meet on a daily basis.For more information about Wonolo, check out http://www.wonolo.com
If the gig economy topic interests you, be sure to check out my previous post on the topic about how to use the gig economy to find talent.
Subscribers click through to stream the show below or click here to visit the podcast site. As always, if you subscribe on iTunes, Stitcher, or your favorite podcast app, you’ll be notified of the new shows and never miss an episode.
To check out other episodes of We’re Only Human or learn more about what Ben’s up to, check out the podcast or the Where I’ll Be page.
In the latest episode of We’re Only Human, I explore talent mobility and its applications in the workplace. Talent mobility is the practice of using internal talent to fill temporary or permanent roles.
Unlike succession, which is typically a top-down approach, talent mobility takes into account the interests and aspirations of employees. As a talent practice, the idea of talent mobility isn’t necessarily new. However, there is renewed interest in the topic due to some interesting trends covered in the podcast, including changes in career longevity, employee ownership over career paths and work tasks, the gig economy, and challenges with sourcing high performers.
In addition, I examine some case studies and examples of companies that are doing interesting work with talent mobility, including World Bank Group, Chipotle, and Hootsuite.
Listen to the show on the show page HERE or using the widget player below, (Email and RSS subscribers click through)
For more information about Talent Mobility you can check out my presentation on Slideshare: http://www.slideshare.net/beneubanks/talent-mobility-the-key-to-engagement-retention-and-performance
As a reminder, you can subscribe to We’re Only Human and all the HR Happy Hour Podcast shows on iTunes, Stitcher Radio, and all the major podcast player apps – just search for ‘HR Happy Hour’ to subscribe and never miss a show!
If you check out a company’s profile on Glassdoor, one of the first things you see is the CEO approval rating. As an HR leader, this is a number that I was always concerned with as a signal for overall employee satisfaction. It’s common to hear stories about CEO approval in the news, and all of us have an opinion about our current and past leaders at the top of the organizational hierarchy.
But what goes into that measurement and how do company decisions affect the ratings?
Until now, most of the information in this area has been ad hoc or anecdotal. We’ve all seen the dozens of business books that tell us the secrets to success at a wide variety of companies. But Glassdoor has been able to gather enough data to show true, causal links between CEO approval and areas like culture, benefits, and work/life balance.
In this episode of We’re Only Human, I interview Dr. Andrew Chamberlain, Chief Economist at Glassdoor. Andrew and I discuss the links between CEO approval and executive compensation, what it means to be a founder versus an externally hired CEO, and what really matters to employees when it comes to rating the performance of their leaders. I hope you enjoy the conversation!
If you like audio content focused on HR, talent, and the workplace, be sure to subscribe to the HR Happy Hour podcast network on iTunes, Stitcher, or your favorite podcasting app to catch new episodes of my show and all of the other exciting shows on the HR Happy Hour channel.
Today the second episode of We’re Only Human aired on the HR Happy Hour Podcast Network. The show is focused on recruiting analytics, owners, and accountability. My guest for this show is Kristina Minyard, the Senior Talent Manager at Ignite. During the show we covered some of the interesting aspects that separate staffing and corporate recruiting as well as some of the common challenges and opportunities for recruiting leaders.
Episode 2: Recruiting as a Service
The We’re Only Human show was created in part to help showcase the personal aspects of the employment relationship, and recruiting pulls in a variety of opportunities to explore those interpersonal relations. Despite changes in technology and strategy, many organizations are struggling to find the right talent. Is it about picking the right tools, or is there a more fundamental issue at play with the hiring manager, recruiter, and candidate interplay?
In this episode of we’re only human, host Ben Eubanks interviews Kristina Minyard, Senior Talent manager at Ignite. The focus of the conversation encompasses the candidate experience, how to develop a partnership with hiring managers, and some radical thinking around ownership of recruiting metrics. Ben references the recent Lighthouse study around the Modern Measures of Success in Talent Acquisition which can be found at the link below.
Modern Measures Research:
HR Pockets Blog: http://hrpockets.com