The HR Hub

Curious about how AI is changing the game for HR? Or maybe you've been waiting for the hype to die down and the real story to come out. This discussion is super informative either way! I found a fantastic guest to talk to about AI for HR! Megan Marie Butler is doing her PhD on the topic and, since she is not affiliated with any software company, we get a fairly unfiltered point of view! And Megan is pretty funny as speaks her mind on the potential and perils of AI. Like: ☁️ The AI sky might fall on HR! ☀️ Or it might not, but we have to be cautious. If a vendor says they can't tell you what's going on underneath: beware. 😫 We will, at least partly, learn the hard way. ‼ There are surprising and exciting use cases for it beyond ChatGPT. 🤔AI is hard to define and ChatGPT is just one form. Albeit a very exciting form. This was an outstanding episode if I do say so myself. If you haven't delved into it yet, try this episode. Megan speaks plainly and informatively. Find Megan on LinkedIn https://www.linkedin.com/in/meganmariebutler/ or at bnmmb@leeds.ac.uk Find Andrea for consulting in Western Canada at thehrhub.ca

Business strategy is not the strategic plan. And the business strategy has considerable implications for HR strategy. In this episode with Len Nanjad, we talk about the impact of business strategy on HR. Len is a guy who thinks deeply about HR, is the guest in one of my most popular videos, and doesn't accept the easy explanations that many of us have come to accept as truth. Some of his insights about business strategy: 4️⃣ Business strategy has 4 pieces. ＝ HR strategy could also focus on the same 4 pieces. We need to think about them in context of HR and the business. 😫 We will often help the stressed out leader in the most simple way possible rather than think about the strategy and if our effort would be better spent in other ways. ↻ We often hold individuals accountable for poor performance. But it is quite possibly the system not them. Find Len on LinkedIn at https://www.linkedin.com/in/lennanjad/ or https://www.mnp.ca/en/personnel/len-n... Find me (Andrea) at www.thehrhub.ca. I'm an HR consultant and provide a wide range of consulting support in Western Canada. Mostly.

People do dumb, mean, or even evil things at work and so we have to do investigations in HR. And the following is pretty common: "He did this terrible thing to me!" 😭 "I did no such thing. She's lying!" 😡 It's 'he said she said'. Who do you believe???? While it would be tempting to stop there, that's the wrong thing to do. You need to do a CREDIBILITY ASSESSMENT. Credibility assessments were the subject of my conversation with Bob Stenhouse in response to a question from someone who watched an earlier video. Bob leads Veritas Solutions and they do many investigations every year. Bob is an interesting guy (he used to be an undercover officer) and is an expert in doing credibility assessments. He talks about: 😩DARVO - Deny, Attack, Reverse Victim Offender (see the video below) 🤷🏻‍♀️When someone's truth is not the actual truth. 👀Body language. This is not an effective way of judging credibility. 🗣️Honesty and reliability. These are key pieces of credibility. This was very fascinating stuff and increases the integrity of how we do our work in HR. Find Bob at Veritas Solutions veritassolutions.net or follow him on LinkedIn because he writes great posts! Find Andrea for generalist HR consulting in Western Canada at thehrhub.ca

It's a bit shocking how few workplaces have mentoring programs when we all know how powerful it is for ourselves personally. Look at the learning and development model that says 70% of learning is on the job, 20% is through relationships and 10% is in training. We work pretty hard at on the job opportunities and formal training... what happened the relationship piece??? Why not formalize mentoring? You CAN do it well. This is the expertise of my lovely guest this week Laura Lundsford. She's written a book on the topic (which is how I found her) and was super insightful. ❌We assume chemistry is required and that cannot be formalized. With thoughtful program development, those assumptions are wrong. ❓Start with a clear 'why'. See the video below. 🤔The mentors role is probably more about listening and asking questions. That sounds a little like coaching, but it isn't because the mentor has a particular expertise they will also have the opportunity to share. # If you want your program to persist, collect data to make your case later. 🛑 There are ethical considerations. Dr. Lunsford's Book: The Mentor's Guide: Five Steps to Build a Successful Mentor Program I (Andrea) am available for HR consulting in Western Canada. Email me at andrea@thehrhub.ca

Success at work isn't solely determined by your skills or qualifications. Your mindset also plays a pivotal role in shaping your professional journey and achieving your career goals. Mindset has quite a few facets: growth mindset and attitude are a couple. It has an enormous impact on your resilience and mental health. It's the mental health connection that I focused on a bit more in this episode with Laura Terrell. Laura is a coach and was a former special advisor to the US President. She's also a lawyer. I figure she probably knows a thing or two about mindset. Like: 🤔 You can work on your mindset. It's not a static thing. And it's starts with being intentional about it. 😥 When something upsetting has happened... give yourself the space to be upset. Then: how to I move forward from here so this doesn't define your job? 🤬 When something bad happens, sometimes we feel justified in our anger and vent enthusiastically to friends... it may not be that helpful. What you should do is go for a walk or do something you like. THEN consider an appropriate reaction. A break may create objectivity. 😨 We self-limit too often. We don't ask questions because we fear the answer. Or we tell ourselves "I don't have all the qualifications." Find Laura at lauraterrell.com Find me (Andrea) at thehrhub.ca for HR support in Western Canada

There's a sexual harassment complaint and it ends up front page news. It's our worst nightmare, but it's absolutely avoidable by doing the right thing. By *managing risk*. We rarely think of HR situations in risk management terms i.e. probability and consequence, but that's the expertise of this week's guest. Bob Stenhouse of Veritas Solutions is a former undercover police officer who understands the consequences intimately. He's taken his investigative and risk management skill into HR. His insight is unique! 🤔While PR may be a part of an organization's risk mitigation that is not HR's role. Our role is to mitigate the probability and consequences. 🔋 That means speaking truth to power. Which can get someone fired. 🎯One way of taking the 'heat' out is to focus on risk rather than moralizing. 📈 You can predict where the HR risks are by following cultural trends. Find Bob at Veritas Solutions veritassolutions.net or follow him on LinkedIn. He writes great posts! Find Andrea for generalist HR consulting in Western Canada at thehrhub.ca

Instead of telling you how to do DEI better, this week's guest tells us how SHE learned to do DEI better and ended up adding the B (belonging)! I had a great conversation with Carla Yudhishthu . Carla is humble and sincere in the DEIB journey she has been on as the Chief People Officer with Mineral. While she tells her (their) story, she also share some great ideas! Like: 📈We may not see the evidence in the data that change is still necessary because often only the negative shows up. But we must persist! See the video below. 🤔We need to anchor ourselves in the 'why' of what we are doing. Otherwise we are likely to spin our wheels. ‼ Her purpose became 'belonging', but it took a while to realize it. 💡 Conversations for Understanding was one of the ideas that I loved most from this! Find Carla through LinkedIn or her organization, Mineral: trustmineral.com Find me for consulting in Western Canada at thehrhub.ca

Have you had a great mentor? It was really helpful right? And if it was helpful to you, wouldn't it be powerful for organizations? So, finally, I have covered mentoring - and with a global leader in mentoring! It's been on my list for quite a while and so I was delighted to talk to Dr. Laura Lunsford. She wrote the book "Handbook for Managing Mentoring Programs" and she was a pleasure to talk to! She knows it inside and out and some of what she shared includes: 🌱🤝 We think mentoring needs to be organic, but programs DO work. Even when you artificially link two people who might not have formalized a relationship otherwise, you can have great results. The caveat: you must be clear about the purpose! See the video below. 🗣️🤔 There's more debate around mentorship than you'd think. If you and I tried to define mentoring we would likely get different answers! ❌ Mentoring and coaching aren't the same thing. 🙏 Back to my first point: There is a reason young professionals want a mentor: it's because they know how powerful it can be for their career. Take note HR: helping a career will help the organization. Dr. Lunsford's Book: The Mentor's Guide: Five Steps to Build a Successful Mentor Program Other resources: The International Mentoring Association https://www.mentoringassociation.org/ The European Mentoring & Coaching Council https://www.emccglobal.org/ Brad Johnson: Athena Rising The Center for Mentoring Excellence https://www.centerformentoring.com/ I (Andrea) am available for HR consulting in Western Canada. Email me at andrea@thehrhub.ca

Hi HR. Are you tired of making presentations, only to feel like you did everything right but it still fell flat? And you don't know what you did! Ugh! This is part of what I went to find when I did this interview. In our discussion, we dive deep into the key pieces that truly elevate your presentation game. Brenden Kumarasamy was my partner in this discussion. He has his own youtube channel called MasterTalk on public speaking. He says: 🎙️ Practice the parts that matter. And you'll be surprised by what that is. 🎯 Focus on the presentation that matter - you don't need to practice all of them. 📊 Slide decks aren't in - or out! 🚀 Practice will a solid start which creates momentum in the moment! Whether you're a seasoned speaker or just starting out, these insights will transform your approach to presentations.

Ever wondered how to get promoted? 🤔 Don't wait for someone else to do something about it! You will have to put yourself 'out there' and advocate for yourself! This week's guest, Laura Terrell is a coach and advises her clients on how to make partner or get promoted. Before this her promotions include a trip as special advisor to the President in the White House so she knows a thing or two! 🌟 Her wisdom in this episode includes: 🔹 Question Everything: Want that promotion? You've got to ask the right questions of the right people. 🔹 Ladies, Listen Up: Apply for the job even if you don't check every box. Your potential is far greater than a checklist. 🔹 Be Your Biggest Advocate: Embrace a role as your own PR person. Familiarize yourself with your accomplishments. 🔹 Seize Your Moment: Waiting for someone to tap you on the shoulder? Don't. 🔹 Context Matters: Sometimes, it's not about you. It's about the environment, the team, or the situation. You might need to leave. Find Laura at lauraterrell.com Find me (Andrea) at thehrhub.ca for HR support in Western Canada