We're Only Human

In different organizations, sometimes learning is a punishment. If people don't do the right thing or there's a safety issue or a compliance issue, we send people to training. The other end of that spectrum is it's a reward for people. So, your top performers, key talent. So how do we  find somewhere in the middle? We're Only Human -- Episode 179In this episode of We're Only Human, host Ben Eubanks talks with learning executive and neuroscience enthusiast Hannah Conkey. The interview discusses the importance of redefining the role of learning in organizations, emphasizing the need to move away from a punitive training approach to a more holistic and motivational perspective. It touches on key concepts such as:the use of neuroscience in learning, creating a safe learning environment, and the significance of equipping individuals with tools for self-awareness and self-regulation.Connect with Hannah on LinkedInSee the show archives and sign up for episode updates

What's it going to take for them to be able to retire? They're going to need to number one: save.  Number two, have earnings on what they've saved. And number three, they're going to have to minimize the deductions coming out of their accounts. We call that the three key drivers.Chris Thixton, Principal, Pension Consultants, Inc. We're Only Human -- Episode 178In this episode of We're Only Human, host Ben Eubanks and retirement benefits strategist Chris Thixton discuss the importance of properly managing retirement plans and benefits, emphasizing the three key drivers. It stresses the need for HR leaders to set clear goals, establish measurable metrics, and prioritize transparency. A practical example is shared where a company enhanced its retirement plan outcomes through a strategic shift in focus and commitment. The conversation highlights the significance of caring for employees' financial security and the impact of proactive retirement planning on individuals' future well-being.Connect with Chris on LinkedInSee the show archives and sign up for episode updates

Recruiting is preparation for retention.  I think it's really top of mind that we should focus on that because a lot of people think that recruiting is just the top of funnel--just getting people in the door. But the experience that people have during the recruitment process... Data has supported that it flows into the retention of that individual throughout their life cycle.We're Only Human -- Episode 177Today's podcast episode is a replay of the Q4 2024  livestream research release keynote panel conversation between Travis Windling of RBC, Lisa Brignall of Coca Cola, and Camille Tate of Strava.  Listeners can expect to learn:  Insights on Diverse Hiring Strategies Focus on Data-Driven Recruitment Decisions Practical Tips for Recruitment SuccessSee the show archives and sign up for episode updates

Michelle Pulido, Senior VP of People at Rothy's, discusses aligning employee efforts with company goals. Topics include creating positive employee experiences, understanding motivations, aligning with leadership priorities, utilizing platforms for recognition, and providing choices for personalized recognition.

"We can make the case. Research is out there that prioritizing connection over productivity is the fastest way to get the productivity. When people have the sense of belongings and feel valued and be part of something, the productivity goes up."Junko Fukuma, AVP of Talent, HealthesystemsWe're Only Human -- Episode 175In this episode of "We're Only Human," Ben Eubanks interviews Junko Fukuma about the importance of creating connections and fostering belonging in the workplace. They discuss the concept of a "me manual" as a tool to facilitate understanding and communication between team members. Junko shares insights on how the me manual can improve team dynamics, enhance productivity, and create a sense of belonging. The conversation highlights the significance of personal connections, especially in a remote work setting, and emphasizes the impact of prioritizing human connections over productivity.Three takeaways: Me Manual: A tool used for creating connections and fostering understanding in the workplace by sharing brief user manuals with questions about working preferences and communication styles.Importance of Connection: Prioritizing connection over productivity leads to increased productivity and retention in the workplace.Psychological Safety: Creating a culture of psychological safety allows for open communication and constructive feedback among team members.Show NotesConnect with Junko on LinkedInSee the show archives and sign up for episode updates

"I also enjoy the face to face with employees. And I think I really have chosen this field of benefits, this discipline, because I want to help employees maximize the benefits that are offered to them."Summer Martin, Human Resources Generalist, STRATA-G SolutionsWe're Only Human -- Episode 174The episode features a conversation between Ben Eubanks and Summer Martin about Summer's journey in pursuing the Certified Employee Benefits Specialist (CEBS) certification. Summer shares her passion for educating employees on benefits and helping organizations enhance their benefits offerings. She discusses the importance of effective communication in benefits and the value of specialized certifications in HR. The conversation highlights the role of benefits in attracting and retaining talent, as well as the significance of tailoring benefits information to different audiences.Show NotesConnect with Summer on LinkedInSee the show archives and sign up for episode updatesSee the show archives and sign up for episode updates

"And someone says, 'I don't think management's for me.' Celebrate that! When somebody says that to you, you need to celebrate and say, 'Great decision!' As an individual contributor, you have joy in your job by being excellent, by being a subject matter expert."Cheryl Gochis, Chief Human Resources Officer, Baylor University We're Only Human - Episode 173 In this episode, Ben Eubanks interviews Cheryl Gochis, the chief human resources officer at Baylor University. They discuss the importance of enabling and selecting great leaders. Cheryl highlights the impact of a good manager on their team, the importance of truthful job descriptions for manager roles, and the need for HR professionals to understand and support the business they serve. The interview also highlights the value of sharing real stories and narratives to guide managers, rather than adopting a formulaic approach.Show NotesConnect with Cheryl on LinkedInSee the show archives and sign up for episode updates See the show archives and sign up for episode updates

JD Dillon, Chief Learning Officer at Axonify, discusses the evolution of learning technology for frontline workers, including personalized learning, overcoming language barriers, and the potential of AI. The conversation highlights the importance of enabling personalized and effective learning experiences through technology.

"I would be remiss to tell our employees 'you have the power to question your doctors' if I didn't tell HR people 'you have the power to question your consultants and brokers' the exact same way."Melissa Cassidy, Human Resources Leader, ValpakWe're Only Human -- Episode 171In this podcast episode, host Ben Eubanks engages in a conversation with Melissa Cassidy, focusing on the topics of benefits, HR, and employee wellness. They discuss Melissa's background and her experience in the field. Melissa shares the challenges she faced when implementing a new benefit plan and the importance of gathering employee feedback. Moreover, they dig into the strategies they used to educate and support employees in terms of benefits and financial literacy. Key Takeaways:Gathering employee feedback is crucial: Melissa emphasizes the significance of listening to employees and their needs when it comes to benefits. Conducting surveys and actively seeking input from employees can help shape effective benefit strategies.Tailor education and communication: Melissa highlights the importance of delivering benefit information in a way that meets the needs of the diverse employee population. Using various communication channels, such as in-person meetings, virtual visits, and recorded presentations, allows employees to access information at their convenience.Holistic approach to employee wellness: In addition to focusing on health benefits, Melissa's organization prioritizes mental and financial well-being. Providing access to financial advisors and mental health resources demonstrates a commitment to the overall well-being of employees beyond just health insurance coverage.Show NotesCheck out Melissa on LinkedInSee the show archives and sign up for episode updates See the show archives and sign up for episode updates

"So when it comes to training and learning as a viable solution for helping people be the best that they can be in the roles that they serve, I believe that that's always been important.  We've just not always been able to illustrate impact in the past the way in which we're able to now. That is because of the different types of tools and resources and knowledge that we've gained about the science of measuring the impact of training and learning."Kevin M. Yates, The L&D DetectiveWe're Only Human -- Episode 170 It's an age-old problem: We're training people, but how do we know if it's working? What's the impact? What's the result? What's the ROI? In this interview with Kevin M. Yates, the learning detective and a daily practitioner with experience in learning analytics and measurement at organizations like Meta and McDonald's, you'll learn about how measuring and proving training value is closer than ever before.  Show NotesCheck out Kevin's nonprofit: https://mealsinthemeantime.org/ Check out Kevin's work: https://kevinmyates.com/ See the show archives and sign up for episode updates: https://lhra.io/podcast  See the show archives and sign up for episode updates