Punk Rock HR

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: @joemhirschLinkedIn: https://www.linkedin.com/in/joemhirsch/Book: “The Feedback Fix: Dump the Past, Embrace the Future, and Lead the Way to Change”Website: www.joehirsch.meTEDx Video: "The Joy of Getting Feedback"

For episode two of this season, we welcome Nando Rodriguez and German Marin from Brooklyn New York to the show. Nando Rodriguez is a former recruiter and blogger who now works as a coach, influencer and an advocate. German is a LinkedIn headshot and online dating photographer. Both live their lives openly on social media as entrepreneurs and influencers. To start the interview Laurie asks Nando and German about their early careers, how they got into their current jobs and what it is like living in the public eye through social media. Nando discusses his time as a blogger and what it is like using social media for dating and business, he and German also talk about how they initially met and how their careers have intertwined with their personal lives. Next, we delve into how Nando and German support and lift each other up in their daily lives. Nando illustrates that knowing someone’s signals and boundaries often come with time, but it is important not to rely on each other for everything. German talks a bit about resisting the urge to control and knowing when to stop and listen. Laurie and the guys then talk about the issues people face when trying to talk about relationships in public and the stigma that often accompanies it. Laurie then probes into the finer points of Nando and German’s social media profiles. She asks how they decide what to post, what not to post and how you can balance presentation with authenticity. German explains how to overcome the fear of being on camera and how to use the venerability you feel to create a genuine post. In the final segment of this episode, Laurie asks what Nando and German have planned for 2019 and what they each expect from the other, to assist them in accomplishing their goals. The guys talk about some of their own experiences where their work was broken and how they fixed it, which leads into a discussion about the psychology of inferiority and how being an immigrant can play into that. Nando tells some stories about German’s adjustment process and his self-perception. Before we say goodbye Nando and German talk a little about their dog and her booming social media career. Links: Nando Rodriguezhttp://nandoism.com/http://twitter.com/nandoism https://www.linkedin.com/in/nandorodriguez/ https://www.instagram.com/nandoism/  www.facebook.com/nandoismtransformationtribe/videos/334345690685935  German Marinhttps://www.marinnyc.com/dating https://www.instagram.com/mrmarinnyc/ https://www.linkedin.com/in/germanmarin/https://www.facebook.com/marinnycphotography  Leona the Lionhttps://www.instagram.com/msleonathelion/   https://www.forbes.com/sites/dinahwisenberg/2018/07/31/immigrant-entrepreneurs-form-25-of-new-u-s-business-researchers/

Let’s Fix Work is back for season 2. The first episode has Laurie interviewing a returning audience favorite, Áine Cain. Áine is a reporter in the retail section at Business Insider. She covers Walmart, Target, Home Depot, and Lowe's.We begin the episode catching up with Áine about her recent trip to Iceland, involving hotdogs, highlands and the famous Blue Lagoon. Laurie asks Áine about the impact of the trends towards online shopping and the current retail situation some have termed the ‘retailpocalypse’. Áine unpacks why some stores are moving towards what they call ‘omnichannel outlets’, in an attempt to become more flexible and pivot to customer’s needs.The next segment starts with a discussion about Amazon’s recent pay debacle and their ‘gig economy’, which leads to some exploration of working conditions at larger companies. Laurie poses the question “is there still room in the market for boutique outlets?” and casts a skeptical eye over the theory that employee happiness directly impacts profitability. Laurie and Áine then discuss to what extent moral judgements play in customer’s shopping choices and what on the whole creates brand loyalty.Áine is in a new role at Business Insider since her last appearance on the podcast, and she gives us some insight into what it was like for her to transition into retail reporting. Laurie comments on how statistically atypical Áine’s current career is for her generation. She commutes to work and has a job with a desk. Many GenXers are leaving those jobs, but Áine enjoys her organization’s culture.Then to finish up, Laurie and Áine talk a little about Black Friday’s dwindling influence over holiday shopping—and whether or not self-checkout is actually faster than someone doing it for you—before saying goodbye for this week.Resources:Áine Caine on Business InsiderÁine Caine on LinkedInÁine Caine on Twitter 'We sped like crazy': Amazon delivery drivers say they feel pressure to drive dangerously, urinate in bottles, and sprint on the job

Are we ready for change? Are we prepared to do what it takes to make the American dream come alive again? It would take some drastic reforms to get those much-needed results. Something's got to give, and this administration has to go. Today's guest is Andrew Yang. He's Asian-American, a 2020 Presidential Candidate, a serial entrepreneur, and a man who actually understands people, numbers, and technology. In other words, the complete opposite of Trump. Laurie and Andrew talk about progressive platforms that will spark the change we need to get us back into shape. Andrew agrees that work is broken. The times are changing and we need to transform how we think about work to get any real benefit from it. We're going through the greatest economic and technological transition in human history. The problem, now, is that our government doesn't understand this shift. They are stuck working with obsolete concepts that will eventually break the economy - and not in a good way. When change isn't happening, you've got to make change happen yourself. Capitalism has worked effectively for corporations but often crushes human welfare. Capitalism prioritizes efficiency and profits over everything else. How do we fix this? Andrew proposes a new form of capitalism that gets the market to work for us and not against us. He calls it "Human Capitalism," which focuses on maximizing human well-being and fulfillment. Andrew further explains the tenets of human-centered capitalism. Laurie and Andrew talk about the "Freedom Dividend." A proposed policy wherein every American adult gets $1,000 per month - no questions asked. Andrew believes that if we were to remove the existential threat of poverty, people could focus on finding jobs that better fit their skill sets. The Freedom Dividend is actually an old idea, but a similar policy has been effective in Alaska for almost four decades. Andrew talks about the value of revisiting this idea and how it will benefit US citizens. How do we get Value Added Tax into the dividend equation without people worrying about the deficits? Andrew shares how the present mismanagement must not lead us to believe that we lack the resources to progress. Our economy is on a record high, so the fear is based on the current mess the government is in. By using VAT funds to invest in our citizens, several other issues will start toppling down. Laurie and Andrew talk about the problems in the work environment. If our economy is doing so well, why can't we do justice to make our citizens' quality of life better? We're not living in the dark ages, and yet, most of the same issues are present. Seriously, how can the world's richest country be so anti-women, anti-family, and anti-poor? It's time we take into consideration what's good for the people versus what makes the most money for companies. After all, since this country's greatest asset is its people, it should be a no-brainer to invest in making their lives more meaningful. The DIY HR HandbookWouldn’t you love to get your hands on Laurie’s no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free!Andrew YangWebsiteTwitterFacebook LinkedIn

The world is changing, and us with it. We are living our lives 50% in the real world, and the other half in the virtual world. With the internet connecting the two, it’s harder than ever to imagine one without the other. While it seems like we’re more connected than ever, in truth, our communication has become LESS personal. We’re joined today by Dr. Nick Morgan, who discusses the pros and cons of how we connect with people, despite the limitations of virtual communication. Dr. Nick Morgan recently wrote a book titled, “Can You Hear Me? How To Connect With People In A Virtual World.” He tells us the story that inspired him to write this book, and how it can change your perception of unconscious communication. How is technology making communication worse? Believe it or not, it’s not auto-correct. Nick reveals one of the biggest problems with online communication: people use the same language pattern they use face-to-face, and due to the lack of emotional subtext, we often misunderstand people's intent. We go on a default "nasty" setting because our brain has filled the gap with negative information to anticipate danger and ‘protect’ ourselves. This is why we're likely to be less trusting online than we are in the real world. What makes for effective virtual communication? Nick talks about how our reaction depends on how we’re perceiving the other person - if we default to distrust, our reaction mirrors that. Fortunately, we’re becoming more aware of our behavior online. By extending more empathy and understanding, we’re becoming better adults. What’s the benefit of communicating in person? When we meet people in person, it is easier to establish a meaningful connection than we can do online - this takes a lot longer virtually. Nick shares how this is especially useful for first meetings. It would seem that despite the ease of communicating online, we are more alone and our relationships have become much harder to maintain. How do we fix this and be better at labeling the emotional undertones in our virtual conversations? It comes down to one thing at a time - a whole bunch of little fixes that focus on being more understanding and a little bit more connected. Nick and Laurie talk about how the power of well-placed humor can strengthen online relationships, and the importance of understanding where the overlap lies between the real world and the online world. The DIY HR HandbookWouldn’t you love to get your hands on Laurie’s no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free!Dr. Nick MorganPublic WordsPublic Words FacebookPublic Words TwitterPublic Words LinkedInPublic Words InstagramCan You Hear Me?LinkedInFacebookTwitterInstagram

Are you living your dream or someone else's? What does it really take to land a promising writing career in 2018? Joining Laurie today is accomplished Sports Journalist and New York Times best-selling author, Jeff Pearlman. They talk about Jeff's amazing journey from screw up to best-selling author, the gig economy and the decline in the journalism industry, and the connection between politics and sports. You’ll discover why it matters that we speak out about important topics. Jeff Pearlman’s "Football for a Buck: The Crazy Rise and Crazier Demise of the USFL," promptly rose to become a #1 best-seller. The content was drawn from over 400 interviews of unadulterated, unforgettable, and downright scandalous stories. Who wouldn't want a copy? But no one becomes a best-selling author overnight. After all, writing is all about incremental learning. As you work the process, you’re always learning and growing. Jeff talks about his writing roots and how his career came to be. The gig economy is upon us, there seems to be no escape. We have a serious decline in journalism posts in our midst. Legends in the industry laid off replaced with folks who will do the job at either a quarter or half the salary of a seasoned writer. The problem isn't even about companies letting the tenured writers go in favor of the 20-something-year-olds! It's that readers can't seem to tell or feel the difference. Jeff and Laurie weigh in on what the future of work's going to be like for the next generation and how we can prepare them for it. Who would believe that politics and sports share such deep ties? It's evident that the popular opinion is to separate the two as if it were the Church and State, but according to Jeff, you can’t separate the two. Jeff and Laurie dive into the interesting connections and the nitty-gritty that binds the people, sports, and politics together. The DIY HR HandbookWouldn’t you love to get your hands on Laurie’s no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free!Jeff PearlmanFootball for a Buck: The Crazy Rise and Crazier Demise of the USFLWebsiteFacebookTwitterBooks

Isn’t it about time we had a corporate mindset shift? Because come on! There's more to work than giving the company your heart and soul. Jon Fortt, co-anchor of CNBC’s “Squawk Alley,” joins Laurie to talk about what's going right, what went wrong, and what's broken in the world of work. They talk about the reshaping of the traditional corporate mindset, #MeToo, wages, and the future of work. Jon Fortt is the host at Fortt Knox, a podcast dedicated to interviewing the highest achievers in the business, entertainment, philanthropy, and sports industries. His show gives us a sneak peek into these industry giants' lives and businesses while tackling the most interesting business and economic issues. How can we emulate the best leaders in the industry? Jon shares his take on how today's leaders are rethinking and reshaping the traditional corporate mindset. He shares how two outstanding leaders are breaking the mold of tradition with their business approach: Microsoft CEO, Satya Nadella, and Stitch Fix CEO, Katrina Lake. The #MeToo movement and stagnant wages are big issues in the global community. Jon shares his thoughts on corporate culture and respect. He also talks about why leaders should have plans to address and mitigate these issues. The tribe seems split when it comes to the flat wages issue. When labor demand is high but the employment rate is low, wages are at an all-time high. Although some companies are working to amend this for their employees' benefit, others see it as more of an expense. Jon believes it shouldn’t be about hard data. Things like empathy and creativity are deeply important in any industry or organization.  Laurie and Jon talk about the future of work and what he thinks about the next 10-20 years. People are worried that robots will be taking their jobs, but Jon believes that isn’t true. Instead, he believes there’s plenty of space for people because businesses need employees who are able to think about how their job impacts their role, the CEO, and the business. The DIY HR HandbookWouldn’t you love to get your hands on Laurie’s no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free!Jon ForttLinkedInFacebookTwitterProductivity @WorkFortt KnoxSquawk Alley Fortt Knox: Satya Nadella Interview Fortt Knox: Katrina Lake InterviewAnnette Fortt 

How do you future-proof your business or career? Are robots taking over all our jobs? On the show today is Alexandra Levit, an author, speaker, influencer, and futurist. Alexandra helps us understand how leaders and employees can prepare to become more successful in 5-15 years time. Will you be in on the next big trend? Alexandra believes the future will be project-based business. Who is Alexandra Levit? She started her corporate journey back in 2004. She wrote a book called, “They Don’t Teach Corporate in College,” and taught young professionals how to succeed in Corporate America. That was when she realized how Human Resources would have a much more strategic function in the 21st century. As a futurist, Alexandra analyzes and makes predictions on how businesses can be successful 5-15 years into the future. The goal is to prepare these companies and their employees for better, more meaningful careers in the future workplace. Alexandra wrote, “Humanity Works: Merging Technologies and People for the Workforce of the Future.” She discusses how people shouldn’t be fearful of the future of work. According to Alexandra, there’s going to be a lot more meaningful work opportunities for people, and that’s something to look forward to. We also have to embrace how some aspects of our jobs will become automated because it’s a GOOD thing. When robots do the boring work, we’ll be able to focus more on functions that rely on the human touch - like empathy and intuition. In terms of fixing work, Alexandra believes that there’s a need to set boundaries for personal and professional life. Technology has allowed us to be “on” 24/7. It lets us connect 24/7, but it also makes us think about work 24/7. We check our phones for emails and get more work done because it’s great to be productive, but this is also the fastest way to get burned out. Instead of trying to outwork technology, we should focus our efforts on cultivating skills that match tasks reliant on human intelligence - leave the repetitive stuff to the machines. You might need a mind shift when it comes to starting your career if you want to make sure you are future-proofed. Ask yourself: “What are customers asking for that I can become an expert in and deliver consistently?” Let the answer be your guide. Another cause for concern is how the project-based workforce still has corporate-driven benefits. Alexandra talks about the tension this topic stirs and how corporate structure must change in order for it to stay relevant in the market. Futurists are thought leaders that make predictions based on current trends. Their forward thinking is invaluable for employers and employees because they can strategize ahead of time. Doesn't it sound like a good idea to create systems to make the transition as smooth as possible? Change is coming whether we like it or not, we might as well be ready for it. FREE Financial Wellness TelesummitMake plans to attend the free Financial Wellness Telesummit, where HR Pros will discover how to alleviate the negative effects of financial stress on employees and businesses. Learn how to develop benefits, address employee concerns, and how to recruit top talent. It's coming up October 16-18. Register for this FREE event today!Alexandra LevitWebsiteLinkedInTwitterHumanity Works Book They Don’t Teach Corporate in College

Employees aren’t that complicated. If they’re happy, they stay. If they’re unhappy, they leave. When women and minorities are leaving Corporate America in droves, the problem is obvious: these underrepresented groups aren’t happy. What’s causing the mass exodus and what, if anything, are we doing about it? Jose Pinero, the CEO of Latino Leadership Performance, talks about the importance of understanding and implementing cultural visibility, as well as how inclusion and diversity strategies boost workforce productivity and engagement. Jose Pinero is a Fortune 100 business coach, speaker, and author. With over 20 years of corporate experience, Jose has seen the disparity within the ranks of organizations. Women and minorities aren’t able to climb the corporate ladder, something he’s seen again and again. Jose has made it his mission to empower these groups of people, to help them become successful leaders, and to improve visibility, inclusion, and diversity in corporate hierarchy. What is Jose’s take on work being broken? He starts by saying how everyone wants the same thing: to live fulfilling lives. But it’s difficult to achieve this if you’re working in an environment that disconnects you from everybody else. Work is broken because organizations have discouraged employees from being their authentic selves. By denying people the right to be themselves, we deny them the opportunity to put in their best effort. In his article, Why are Latinos leaving Corporate America?, Jose shares how it’s not only Latinos who are leaving Corporate America in droves. Women and other minorities are marching out too. There are a variety of factors that force these talents to leave, and some of them might surprise you. The article is a great read and will shed a lot of light on the problem, especially since it’s becoming more difficult for companies to find great talent. We got down to the heart of the problem next, and Jose shares three reasons why he believes that minorities and women aren’t happy in Corporate America. Lack of high-level role models. When people don’t see themselves represented within the corporate hierarchy, they end up feeling discouraged. They will question whether the job is a fit for them, and if they're in the right place to begin with. It’s either, “There’s nobody there that looks like me,” or “There are too few of us who can make it there.” Lack of sponsorship and mentors. The idea of the Lone Champion is a myth. Nobody gets to where they are without any degree of support. Everybody needs somebody to help them understand how things work. How do we expect people to do their best and become better when we don’t give them the opportunity to learn from the best? No one wants to be in an environment where they do not feel supported or valued. Cultural blind spots. People have different communication styles. If we want to bridge the gap in our cultures, we have to be more understanding of how our employees tend to communicate. When managers lack this understanding, the disconnect becomes even greater. Laurie and Jose touch on how multicultural marketing works and how it supports underrepresented communities by getting them involved. They talk about how businesses have the social responsibility to contribute to society. After all, there’s always room to make money AND still make a difference in the world. FREE Financial Wellness TelesummitMake plans to attend the free Financial Wellness Telesummit, where HR Pros will discover how to alleviate the negative effect of financial stress on employees and business. Learn how to develop benefits, address employee concerns, and how to recruit top talent. It's coming up October 16-18. Register for this FREE event today!Jose PineroLatino LeadershipThe Cultivation CompanyMucho SuccessLinkedInInstagram YouTube Why are Latinos Leaving Corporate America?

“Let’s empower men!” said no one ever. It’s 2018 and we’re still struggling with equality and other social stigmas that come from centuries of brainwashing. But if men are so great, why are they vulnerable to depression and anxiety? Why are we glorifying aggression as something innate to males, and why aren’t we doing anything to change it? Today's guest is Jake Stika, a ‘Next Generation Man’ who wants to rethink what masculinity means and how we can put an end to toxicity. Who is Jake Stika and how is Next Gen Men fixing work? Jake Stika is the Co-Founder and Executive Director of this nonprofit organization that is engaging, educating, and empowering men and boys about gender in schools, communities, and workplaces. He has earned recognition from Ashoka, the British Council, the Canadian Centre for Diversity and Inclusion, and has spoken as part of the Canadian delegation at the United Nations. Jake believes that men can do better, but not under the pretense that men are inherently bad. He thinks there’s room for men to improve on how they think, behave, and contribute to what is socially and culturally perceived as masculine. It’s also imperative that the rest of us change the way we think and act to help support them. Think about how YOU perceive masculinity. Unless you’re exceptionally progressive, you’re probably part of a culture that has a certain idea of what ‘real men’ ought to be. Males are tough, strong, and able to do everything by themselves. Boys don’t cry. They should "man up." But it's these unreasonable expectations that set them up for failure. Even the statistics back this up. As a rule, men are incarcerated more often, end up homeless, and are more susceptible to violence. Clearly, something is wrong with the way we raise and treat our males, and in the expectations that we hold for them. How does such backward, medieval thinking even exist today? Jake blames it on all the little nudges boys get exposed to throughout their lives. Males have adapted this toxic mindset from years of conditioning, not just from the other men in their lives, but from women as well. It’s a difficult mindset to break for all of us. Jake was no stranger to this toxicity. He recounts his own experience growing up. Boys who cannot comply with this social standard end up broken. And these broken boys grow up as broken men. Then they enter the community and end up contributing to the noxious cycle. it won't be an easy fix. We all have to contribute to rehabilitating our men so they can become better. In doing so, we are raising men who become champions of empowering all genders to thrive in society. Just as it has taken years to ‘break’ these boys, it will take years to build them back up again. We have to stop isolating men by making them live in accordance with the accepted singularity of masculinity. Instead, we should encourage and embrace their “masculinities."The DIY HR HandbookWouldn’t you love to get your hands on Laurie’s no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free!Jake StikaLinkedInTwitterNext Gen Men WebsiteNext Gen Men Twitter