This month's Policy Pulse episode with Traci and co-host Bryan Driscoll is packed with the compliance updates every HR leader needs heading into 2026. With new EEOC leadership officially in place, federal enforcement is shifting, state protections are becoming more critical, and workplace culture decisions are getting harder to navigate.
Spoiler alert: You're about to feel major whiplash as protections from the past four years (DEI initiatives, pregnancy accommodations, gender identity policies, and more) face rollbacks. But state laws might be your lifeline.
This conversation covers everything from DEI audits and the Pregnant Workers Fairness Act to religious and gender identity protections, reverse discrimination claims, and a cultural reality check about office returns.
You'll hear why one company's Halloween costume mishap revealed their broken culture, what managers actually need to know about anti-harassment training, and the single question every HR leader should ask before mandating people back to the office.
Plus, Bryan walks through the most pressing questions he's getting from clients right now about navigating these changes without losing employee trust.
What We Cover
New EEOC leadership and the anticipated rollbacks to DEI programs, pregnant workers protections, and gender identity policies
Why auditing your DEI initiatives now isn't optional (it's survival)
The Pregnant Workers Fairness Act: expanded protections facing the axe and what state laws might save you
Religious and gender identity conflicts: expect stronger protections for religious objections and narrower interpretations of gender identity
When federal law disappears, state law is your safety net and some states have serious teeth
The culture-killing move: mandating office returns without a legitimate business reason
How convincing employees signals distrust and guarantees compliance theater instead of real engagement
Why one Halloween costume revealed everything wrong with a company's culture
Anti-harassment training for managers vs. company-wide training: why you need both and why most companies miss this
The real question HR leaders should ask before sending that RTO mandate: would I come in for that reason?
Key Quote
"Your response or lack of response when someone crosses a line in your organization, that is your culture." - Bryan Driscoll
Connect with Bryan here: https://www.linkedin.com/in/bryanjohndriscoll/
Connect with Traci here: https://linktr.ee/HRTraci
Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.
Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
This week, Traci welcomes Laura Tolhoek, founder and principal consultant at Essential HR, where she leads a team delivering clear, results-focused solutions to businesses facing HR challenges across Canada. With her CHRL designation and over 20 years of experience, Laura specializes in helping companies navigate the complex world of Canadian employment law.
Laura has built her career guiding managers through high-volume decision-making in fast-paced restaurant, food service, and retail environments.
Her expertise becomes critical when US-based companies attempt to expand north of the border using American HR practices—a mistake that can cost tens of thousands in severance.
Spoiler alert: That US employment contract you're using in Canada is probably null and void—and that might actually work in the employee's favor.
Laura breaks down why expanding into Canada makes strategic sense—from accessing highly educated workers at a 30-35% exchange rate discount to tapping salary ranges significantly lower than US metropolitan areas.
You'll also hear the critical legal pitfalls that can turn a cost-saving hire into an expensive nightmare, including the "dependent contractor" classification that's caught countless US companies off guard.
What We Cover:
– The Target Canada lesson – Why understanding operational and cultural differences before expansion matters, even for America's most successful retailers
– Why at-will employment doesn't exist in Canada – Termination without a strong contract can cost months of severance instead of weeks
– The contract clause that voids everything – One mention of drug testing invalidates your entire employment agreement
– Dependent contractors aren't subcontractors – If someone gets 75%+ of their income from you, courts may deem them an employee with back taxes, vacation, and overtime owed
– How to find strong mid-level managers for $60-80K CAD – The salary arbitrage that builds loyalty while expanding your talent pool
– Quebec's French-first requirement – Why Montreal expansion means understanding distinct cultural approaches to business
– The 18-month parental leave structure – How progressive family leave policies help balance workforce discrimination concerns
– Why employees always get the benefit of the doubt – Understanding Canada's employee-first legal system where courts consistently side with workers
Key Quote: "You can't get a subcontractor relationship clean in Canada. All is good till it's not. If your subcontractor gets more than 75% of their income from you, they're called a dependent contractor—and then the company says, 'You decide how much you think you owe them and we'll tell you if we think you're right.'" – Laura Tolhoek
Connect with Laura Tolhoek:
Website: essentialhr.ca
Instagram: @essentialhr.ca
LinkedIn: https://www.linkedin.com/in/laura-tolhoek/ | https://www.linkedin.com/company/essential-hr-canada/
Connect with Traci here: https://linktr.ee/HRTraci
Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.
Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
This week, Traci welcomed Wendy Sherry, Chief Executive Officer for Global Health Benefits within International Health at Cigna Healthcare, overseeing healthcare delivery to more than 3,700 clients in over 250 countries.
With 30 years at Cigna spanning multiple leadership roles, Wendy is a strong advocate for inclusion and the advancement of women in leadership. She also serves as an advisor to Hello Heart and supports healthcare equity angels.
Spoiler alert: 50% of millennial women are experiencing perimenopause symptoms right now, and by 2030, three-quarters of the global workforce will be millennials or Gen Z—meaning this isn't a women's issue, it's a business imperative.
What We Cover
Key Quote
"If all the good ideas come from me, we are in trouble. You need to have a team that in many ways is smarter than you in certain areas, because it's all about perspective." – Wendy Sherry
Connect with Wendy Sherry: https://www.linkedin.com/in/wendy-sherry/
Website: https://www.cignaglobal.com/employers/na
Connect with Traci here: https://linktr.ee/HRTraci
Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.
Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
Join Traci and attorney Bryan Driscoll for this month's Policy Pulse episode covering the latest workplace regulations that demand your attention. Together they break down the DOL's new emergency pay ruling, a shocking discrimination lawsuit, California's pay transparency expansion, and Supreme Court cases that could reshape federal workplace regulation.
Spoiler alert: Emergency pay just became part of your overtime calculation headache, and California is done with fake pay ranges.
This episode unpacks how the Department of Labor now requires emergency and hazard pay to be included when calculating overtime rates, making your payroll significantly more complex.
You'll also hear about the EEOC's lawsuit against a staffing firm that honored male-only hiring requests and why this puts all recruiters on notice. Discover how California's strengthened pay transparency law demands "good faith" ranges that include total comp, not theoretical maximums, plus why the Supreme Court's upcoming term could create wild policy swings for the NLRB and EEOC.
What We Cover:
– DOL's new emergency pay overtime requirement
– The staffing firm's male-only hiring lawsuit
– California's "good faith" pay range mandate
– Why vendor compliance doesn't absolve employer liability
– Supreme Court cases threatening independent agencies
– The ERISA fiduciary risks HR overlooks
Key Quote: "California now says you can't put in a job description what you could pay an employee. You have to put in the job posting what you will pay the employee." – Bryan Driscoll
Connect with Bryan Driscoll: https://www.linkedin.com/in/bryanjohndriscoll/
Connect with Traci here: https://linktr.ee/HRTraci
Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.
Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
Content Warning: This episode discusses pregnancy loss, miscarriage, stillbirth, and infant death. Please take care of yourself if these topics are sensitive or triggering for you.
This week, Traci tackles a topic that touches one in four pregnancies but remains largely invisible in workplace conversations: pregnancy and infant loss.
A longtime listener and HR professional reached out to share her powerful story of loss and resilience after losing her newborn son earlier this year. Through her experience, she’s seen how unprepared many workplaces are to support grieving parents—and she’s on a mission to change that.
Her message is a call to action for HR leaders to bring more compassion, awareness, and humanity to how we support employees through unimaginable loss.
Spoiler alert: There's no federal requirement for bereavement leave in private employment, leaving a massive gap in support for grieving parents.
Traci reveals the three-stage support framework that actually works, explores state laws that lead the way, and shares why explicitly stating "reproductive loss" in policies makes all the difference.
What We Cover:
– The one-in-four reality: Why this is far more common than most realize and how that should reshape support
– The three-stage framework: Supporting employees before return, during transition, and once they're back
– Language that harms versus heals: What to avoid saying and what actually helps
– State laws leading the way: How California, Illinois, Oregon, and Washington provide reproductive loss leave
– Making loss explicit: Why stating "reproductive loss" in policies normalizes asking for support
Have thoughts on how your organization supports employees through loss, or want to share what's working in your workplace? Drop a comment on Spotify or YouTube and let us know. Don't forget to rate, review, and subscribe!
Connect with Traci here: https://linktr.ee/HRTraci
Griffin Cares Foundation- https://griffincaresfoundation.org/ - Provide support across the United States for those have experienced pregnancy or infant loss through events and virtual support groups.
Chasing Rainbows- https://chasingtherainbows.org/ - Provide online virtual support groups (6 days a week) to families that have experienced pregnancy and infant loss, infertility, and support for pregnancy following loss.
Sad Dads Club- https://saddadsclub.org/ - Community for loss dads. Provided the much-needed support to bereaved fathers, as they typically are less likely to reach out in traditional ways. They host online support groups, in person events and more.
Adalyn Rose Foundation- https://adalynrose.org/ - provide training for healthcare workers, remembrance carts, support groups, couples workshops , and community events raise awareness for pregnancy and infant loss.
Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.
Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
This week, Traci sits down with Tan Moorthy, CEO of Revature and accomplished business leader with over three decades of experience in the global IT services industry.
After 23 years with Infosys—where he served as Executive Vice President across multiple functions including Head of Delivery Operations for US, Canada, and LATAM, Group Head of HR, and Global Head of Education—Tan now focuses on bridging the talent gap through workforce transformation. He's also a champion of sustainable development, having led UN work groups defining corporate metrics for Sustainable Development Goals.
Spoiler alert: That knowledge you're protecting isn't as proprietary as you think—and hoarding it might be the very thing keeping you from growing.
Tan reveals why learning at the speed of change is the only way to stay relevant, how upskilling existing employees delivers faster ROI than external hiring, and the three-pillar framework (education, engagement, exposure) that builds true competence. Plus, he shares the career-defining moment when a failed proposal taught him that content without communication means lost opportunities.
What We Cover:
The proposal that changed everything – How losing a client deal due to poor communication skills sparked Tan's transformation into a lifelong learner and eventually led him to share a stage with Steve Ballmer
Why comfort zones are career killers – The counterintuitive move from a successful business role into corporate HR that everyone warned against, and why it opened doors Tan never imagined
The three pillars of competence – Breaking down how knowledge, skills, and attitude combine through education, engagement, and exposure to create lasting workforce transformation
Learning at the speed of change – Why continuous learning isn't about getting ahead anymore—it's about staying in the same place you are now
The upskilling advantage over external hiring – How investing in people who already know your systems, culture, and ecosystem delivers immediate productivity versus the ramp-up time new hires require
Why knowledge hoarding backfires – The fundamental truth that if you don't share what you know, someone else will—and why giving more means getting more in return
Mentorship as a two-way street – How working with Gen Z employees (or any generation different from yours) creates peer-to-peer learning that benefits both sides equally
The innovation power of different perspectives – Why surrounding yourself with people who think like you guarantees stagnation, and how diverse viewpoints spark breakthrough ideas
Building elastic teams that bend without breaking – How creating learning ecosystems helps organizations adapt through pandemics, economic shifts, elections, and technological disruption
Key Quote: "You've got to learn at the speed of change for you to stay in the same place that you are, let alone to run." – Tan Moorthy
Connect with Tan Moorthy:
LinkedIn: Tan Moorthy
Company: Revature
Connect with Traci here: https://linktr.ee/HRTraci
Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.
Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
This week, Traci welcomes Kelly McGinnis, certified Gottman educator, emotion coach, and CEO of Incredible Family—an organization committed to unleashing potential in working parents through developing strengths.
With over 20 years of experience educating and empowering families, Kelly shares her own journey through the abrupt transition to motherhood with three daughters and how it ignited her passion for helping working parents thrive without choosing between career and family.
Spoiler alert: The odds are stacked against working parents—but there's a science-backed way to flip the script.
Kelly reveals why our brains are hardwired for negativity, the shocking happiness curve research that shows when life satisfaction hits rock bottom, and the one simple strategy organizations can implement that creates ripple effects across engagement, productivity, and retention.
Plus, she shares a powerful story about how unlocking one mom's hidden strength not only kept a valuable employee from leaving but sparked an entirely new mentorship program.
What We Cover:
The "motherhood penalty" and why becoming a parent happens at the worst possible career moment
Why happiness levels plummet when we become working parents (and what causes that dip)
How to break the negativity cycle by shifting to a strengths-based philosophy
The dual reality principle: Why two contradictory things can be true at once
Why working parents make exceptional leaders (hint: parenting and leadership run parallel)
The research-backed reason community is the #1 way to support working parents
How to navigate the return-to-work transition and view parenthood as a series of transitions
The "pebble in the pond" impact: How small shifts create massive organizational change
Key Quote: "Culture will emerge 'by design or default,' and organizations end up paying the price either way. You can invest intentionally upfront or deal with costly damage control later." – Kelly McGinnis
FREE GIFT: Email Kelly at kelly@incrediblefamily.com and mention this podcast to receive a free code for the parent strengths assessment!
Connect with Kelly:
Email: kelly@incrediblefamily.com
LinkedIn: http://www.linkedin.com/in/kelly-mcginnis-ifi
Website: incrediblefamily.com
Connect with Traci here: https://linktr.ee/HRTraci
Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.
Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
This week, Traci sits down with Scott Shickler, one of the world's leading experts on mindset-based empowerment and CEO of Seven Mindsets.
Scott has interviewed billionaires, Olympic athletes, and celebrities (including an unforgettable three-hour dinner with Oprah Winfrey) to uncover what truly drives success.
Spoiler alert: It's not talent, luck, or connections. It's mindset.
Scott reveals the seven specific mindsets that separate high achievers from everyone else, why our brains come "factory-loaded" with limitation software, and how even the most successful people battle 30,000-50,000 automatic negative thoughts daily.
Plus, he shares his vision for transforming HR from "Human Resources" to "Human Success."
What We Cover:
Why Oprah says mindset is "over everything" (even with all her resources and opportunities)
Richard Branson's surprising regrets and why he'd "dream bigger" despite owning 400 companies
The "one inch higher" challenge that reveals how we limit our own potential
How to identify and flip your "ANTs" (Automatic Negative Thoughts)
Why Scott returned as CEO after his company's culture shifted away from mindset-based practices
The revolutionary MQ (Mindset Quotient) that measures how your mindsets compare to world-class achievers
Key Quote: "Your mindsets matter. They determine the quality of your life at home, at school, and in the workplace." – Scott Schickler
FREE GIFT: Take Scott's MQ assessment and access your personal AI mindset coach at meetmq.com (use code: HUMAN)
Connect with Scott here: https://www.linkedin.com/in/scott-shickler-6b5575b0/
Website: sevenmindsets.com
Connect with Traci here: https://linktr.ee/HRTraci
Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.
Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
In this month's Policy Pulse episode, Traci and Bryan explore the increasingly complex landscape of HR compliance across U.S. states and cities. With federal deregulation on one side and stricter state-level laws on the other, HR professionals are feeling the squeeze.
They discuss how employers can stay compliant with an evolving "patchwork" of laws—from pay transparency and AI in hiring to hyperlocal handbook requirements.
Plus, they tackle the ever-relevant topic of free speech in the workplace: what you can say, what you should say, and what might get you fired.
This episode is essential listening for any HR leader navigating multi-state operations, remote workforces, and the realities of a lean HR team.
What We Cover:
Key Quote:
“Say it, forget it. Write it, regret it.” — Traci (quoting Dorinda Medley, a RHONY legend)
Got a question for Bryan & Traci for an upcoming episode? Email Traci at contact@hrtraci.com
Need help with handbook updates? Visit hrtraci.com
Connect with Traci here: https://linktr.ee/HRTraciDisclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.
In this deeply moving and eye-opening episode, Traci sits down with Matthew Megson, an HR professional and mental health advocate, to discuss how HR leaders can better support employees navigating mental health challenges.
With over 21 years in the field and personal experience living with bipolar disorder, Matthew brings a unique dual perspective, both as someone who has created accommodations and as someone who has needed them.
Together, Traci and Matthew explore the critical need for empathy, the dangers of stigma, and practical strategies for handling mental health disclosures in the workplace.
This conversation touches on suicide prevention, legal considerations, and how to balance organizational needs with human needs, making it a must-listen for anyone in people leadership.
Trigger Warning: This episode includes discussions about mental health, suicide prevention, and personal struggles. Please take care while listening.
If you or someone you know is struggling, call or text 988 for free, confidential support anytime.
Connect with Matthew Megson here:
Website: Accommodation Analyzed
LinkedIn: Matthew Megson on LinkedIn
Connect with Traci:
Chapters:
00:00 - Intro & Episode Overview
01:45 - Meet Matthew Megson
03:00 - Personal Story: Bipolar Diagnosis & Disclosures
08:30 - Where HR Often Gets It Wrong
14:00 - The Role of Empathy in HR
20:00 - Supporting Employees in Remote Environments
26:00 - What Employees Should Know Before Disclosing
31:00 - Building Better Accommodation Processes
33:00 - Where to Learn More from Matthew
If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of—we're all ears!
Don’t forget to rate, review, and subscribe!
Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.
Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
This week on Bringing the Human Back to Human Resources, we’re talking about what it really means to be the “shield” in HR, and how to protect yourself from burnout while doing it.
Traci is joined by Lindsey Carnick, psychotherapist and founder of Onward Psychological Services, to unpack the emotional weight of HR, especially when you’re stuck between the needs of your company and the needs of your people.
With years of experience supporting high-stress professionals, Lindsey brings clarity, compassion, and a few unforgettable analogies (hello, cereal and climate!) to help HR leaders and people managers navigate stress without drowning in it.
Whether you’re rethinking your boundaries, looking for coping strategies, or wondering why work suddenly feels heavier than it should. This conversation will help you take a deep breath and start where you are.
What You’ll Learn:
Connect with Lindsey Carnick here:
Website: onwardpsychservices.com
Instagram: @OnwardPsychServices
LinkedIn: Lindsey Carnick
Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.
Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
This week on Bringing the Human Back to Human Resources, we're shaking things up... literally.
Traci is joined by Stefanie Adams, keynote speaker, author of Cheer Leadership, and Chief Empowerment Officer, to talk about how leaders can bring energy, trust, and humanity back into the workplace.
With 20+ years of leadership experience and a background in cheerleading, Stefanie shares her powerful "Cheer Leadership" framework that challenges outdated ideas about team building.
Learn why connection, care, challenge, celebration, and inspiration are the five ingredients every leader needs—and how you can start applying them today.
Whether you're leading hybrid teams, managing burnout, or just trying to bring some joy back into your workday, this conversation will leave you inspired and equipped.
What You’ll Learn:
Why leaders need to stop throwing people into “team stunts” without trust
How to change your team’s energy—especially on tough days
The power of creating psychological safety and celebrating small wins
How fun and productivity can (and should) coexist
Why modeling positive behavior gives others permission to do the same
Connect with Stefanie Adams here:
LinkedIn: https://www.linkedin.com/in/stephaniezadams/ Instagram: @corporatecheerleader
Find Stehanie's Book Here: Cheer Leadership
Connect with Traci here: https://linktr.ee/HRTraci
Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.
Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
Go to https://cozyearth.com and use code HUMANHR for 40% off their best-selling sheets, pajamas, towels, and more. And if you get a post-purchase survey? Let them know you heard about Cozy Earth right here.
In this episode of the Bringing the Human Back to Human Resources podcast, Traci Chernoff and Bryan Driscoll return for this month’s Policy Pulse segment to cover five timely HR developments.
They kick things off by dissecting the political fallout over the July 2025 jobs report and the potential implications of altering or eliminating the Bureau of Labor Statistics’ monthly release.
Then, they dive into Texas’s new law mandating binary gender classification and its compliance burden on multi-state employers, followed by a deep look into Colorado’s strict new AI law and the risks it presents for hiring and automation tools.
The conversation wraps with Rhode Island’s new menopause discrimination protections and Illinois’s “leave for any reason” law—both pushing the envelope on employee support policies.
Chapters 00:00 Welcome to August’s Policy Pulse 01:10 Controversy Over the July Jobs Report 06:49 Texas Mandates Binary Gender Classifications 14:50 Colorado’s Landmark AI Legislation & Compliance Risks 24:00 Rhode Island Protects Menopausal Employees 28:15 Illinois's Leave-for-Any-Reason Law 30:50 PTO, Legal Loopholes & Employer Challenges 32:00 Final Thoughts & What to Watch in September
Don't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.
We hope you enjoyed this month’s Policy Pulse episode. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of — we're all ears!
Connect with Traci here: https://linktr.ee/HRTraci
Connect with Bryan: Website: https://bryanjdriscoll.com/ LinkedIn: https://www.linkedin.com/in/bryanjohndriscoll/
Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.
Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
In this conversation, Sarah Davis, Workplace Strategy Lead at HED, discusses the importance of human-centered workplace design and its impact on employee well-being and organizational culture.
She emphasizes how physical office environments should align with company values and support different work behaviors. The discussion highlights the need for gathering diverse employee perspectives when designing workspaces and the strategic role of the office in fostering collaboration, creativity, and social connection.
Sarah advocates for moving beyond traditional office layouts to create intentional spaces that enhance rather than hinder employee performance and satisfaction.
Connect with Sarah Davis here:
https://www.linkedin.com/company/hed-architecture-engineering/
Connect with Traci here: https://linktr.ee/HRTraci
Chapters
00:00 Introduction to Human-Centered Workplace Design
04:30 Aligning Physical Space with Company Culture
11:34 Defining the Purpose of the Office
18:11 Moving Beyond Productivity to Experience-Focused Design
25:45 From Paper Decisions to Real Employee Experience
29:53 The Impact of Good Design on Employee Performance
33:23 Resources and How to Connect
If you found our discussion insightful, we'd like you to take a moment to rate our podcast.
Your feedback helps us grow and reach more listeners who are passionate about these topics.
You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!
Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.
Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
In this conversation, Dr. Rob Lion discusses the importance of a human-centric approach to leadership and organizational development. He emphasizes the need for evidence-based decision-making and the balance between culture and performance. The discussion highlights the significance of understanding context in organizational strategies and the role of employee experience in driving performance. Dr. Lion advocates for a proactive approach to culture as a strategic advantage and provides practical steps for organizations to improve their cultural framework.
Connect with Dr. Rob Lion, PhD here:
https://www.linkedin.com/in/robertlion/
https://blackriverpm.com/
https://blackriverpm.com/rob
Connect with Traci here: https://linktr.ee/HRTraci
Chapters
00:00 Introduction to Human-Centric Leadership
03:11 The Journey of Continuous Improvement
06:08 The Importance of Evidence-Based Decision Making
09:03 Balancing Culture and Performance
12:01 The Role of Context in Organizational Success
14:53 The Impact of Culture on Employee Performance
18:03 Strategies for Building a Strong Culture
20:59 The Challenge of Changing Mindsets
24:10 The Spectrum of Organizational Beliefs
26:51 Practical Steps for Cultural Transformation
30:05 Conclusion and Resources
If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!
Don’t forget to rate, review, and subscribe!
Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.
Go to https://cozyearth.com and use code HUMANHR for 40% off their best-selling sheets, pajamas, towels, and more. And if you get a post-purchase survey? Let them know you heard about Cozy Earth right here.
In this episode, Traci Chernoff sits down with Peggy Sullivan, a renowned keynote speaker and author, to explore the pervasive issue of busyness and how it impacts our lives. Peggy shares her "busy busting" framework, offering insights into achieving more by doing less and finding purpose in our daily routines.
Chapters
00:00 Introduction
02:15 Understanding Busyness and Its Impact
05:30 Peggy's Personal Journey and Wake-Up Calls
10:45 The Three-Step Busy Busting Framework
15:20 Incorporating Happiness Rituals
20:00 Aligning Actions with Core Values
25:30 Practical Tips for Overcoming Busyness
30:00 Conclusion and Call to Action
Don't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.
We hope you enjoyed this episode with Peggy Sullivan. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!
Connect with Traci here: https://linktr.ee/HRTraci
Connect with Peggy:
Website: https://bryanjdriscoll.com/
LinkedIn: https://www.linkedin.com/in/bryanjohndriscoll/
Resources:
Beyond Busyness by Peggy Sullivan https://1drv.ms/b/c/b99814dd68f10cc2/EcIM8WjdFJgggLkESwAAAAABR9TziWHWjxALw2oHzxVtUQ
Watch Peggy’s TEDx https://youtu.be/Xo1Bmz8q-BM?si=QmRbLxOgG37wx_dt
Set up a Follow Up Call with Peggy https://calendly.com/peggysullivanspeaker/
Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.
Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
Go to https://cozyearth.com and use code HUMANHR for 40% off their best-selling sheets, pajamas, towels, and more. And if you get a post-purchase survey? Let them know you heard about Cozy Earth right here.
In this episode of the podcast, Traci Chernoff and Bryan Driscoll discuss the latest developments in labor law, focusing on the National Labor Relations Board (NLRB) and its potential changes under new nominees. They explore the implications of pro-business changes, the impact on employee rights, union recognition processes, and the sweeping deregulation efforts by the Department of Labor. The conversation also highlights the recent shifts in independent contractor rules and offers advice for HR leaders on navigating these changes effectively.
Chapters
00:00 Introduction to Policy Pulse and NLRB Changes
03:03 Impact of NLRB Nominees on Labor Law
05:55 Pro-Business Changes and Employee Rights
09:06 Union Recognition and CMAX Case
12:00 Deregulation Efforts by the Department of Labor
18:02 Independent Contractor Rule Changes
24:13 Advice for HR Leaders on Compliance and Changes
Don't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.
We hope you enjoyed this month’s Policy Pulse episode. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!
Connect with Traci here: https://linktr.ee/HRTraci
Connect with Bryan:
Website: https://bryanjdriscoll.com/
Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.
Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
Go to https://cozyearth.com and use code HUMANHR for 40% off their best-selling sheets, pajamas, towels, and more. And if you get a post-purchase survey? Let them know you heard about Cozy Earth right here.
In this episode, Traci Chernoff interviews Topaz Adizes, an Emmy award-winning writer and experience design architect. Their conversation explores the challenges of navigating discomfort in relationships and the need to create safe spaces for it to cultivate growth and deeper connections.
Moreover, they talk about the implications of AI on human interactions in the workplace and highlight the value of humanity in an increasingly AI-driven world as well as the importance of asking quality questions to shape a better future.
Traci Chernoff and Topaz discuss the challenges of authenticity in content creation and the overwhelming presence of synthetic content. Their dialogue reiterates the need for reframing social media engagement, the existential implications of AI companionship, and the necessity of bringing humanity back into work environments.
Chapters
00:00 Introduction to Topaz Adizes
02:25 The Power of Questions and Listening
07:04 Creating Safe Spaces for Discomfort
12:36 Navigating Discomfort in Relationships
18:50 The Role of Humanity in an AI-Driven World
27:54 Rethinking Questions in the Workplace
29:36 The Role of Authenticity in Content Creation
32:56 Navigating the Sea of Synthetic Content
35:22 Reframing Social Media Engagement
39:32 AI's Impact on Creativity and Human Connection
43:34 The Existential Crisis of AI Companionship
47:45 Bringing Humanity Back to Work
We hope you enjoyed this episode with Topaz Adizes. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!
Don't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.
About Our Guest:
Topaz is an Emmy award-winning writer, director, and experience design architect. He is an Edmund Hillary fellow and Sundance/Skoll stories of change fellow. His works have been selected to Cannes, Sundance, IDFA, and SXSW; featured in New Yorker magazine, Vanity Fair, and the New York Times; and have garnered an Emmy for new approaches to documentary and Two World Press photo awards for immersive storytelling and interactive documentary. He is currently the founder and executive director of the experience design studio The Skin Deep. Topaz studied philosophy at UC Berkeley and Oxford University. He speaks four languages, and currently lives in Mexico with his wife and two children.
Connect with Topaz Adizes here:
LinkedIn: https://www.linkedin.com/in/topazadizes/
Website: http://www.topazadizes.com/
Connect with Traci here: https://linktr.ee/HRTraci
Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.
Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
Go to https://cozyearth.com and use code HUMANHR for 40% off their best-selling sheets, pajamas, towels, and more. And if you get a post-purchase survey? Let them know you heard about Cozy Earth right here.
In this episode, Traci Chernoff speaks with Lesle Lane, photographer and owner of Studio 13, about her journey in the photography industry, the transition from employees to contractors, and the importance of building a positive work culture. They discuss the gig economy, adaptability in business, and how to create a supportive environment for contractors. Lesle shares her insights on mentorship, the future of work, and the benefits of treating contractors with respect and transparency.
Chapters
00:00 Introduction to the Podcast
03:01 Lesle Lane's Journey in Photography
05:59 Adapting to Change in Business
09:11 The Transition to Contractors
11:47 The Gig Economy and Its Impact
15:06 Building a Positive Work Culture
17:59 Driving Culture in a Contractor-Based Business
21:07 The Future of Contract Work
23:47 Conclusion and Resources
We hope you enjoyed this episode with Lesle Lane. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!
Don't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.
About Our Guest:
Lesle Lane is a third-generation photographer with more than 3 decades of personal experience in the industry. She serves on the Alumni Board at her alma mater, Butler University, and earned her MBA from Indiana Wesleyan. Lesle has raised a couple of children into adults and loves being “Bam” to her grandkids. She and her husband live in Noblesville and enjoy days on the lake boating with their two fur babies.
Connect with Lesle Lane here:
Website: https://www.studio13online.com/
Connect with Traci here: https://linktr.ee/HRTraci
Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.
Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.
Go to https://cozyearth.com and use code HUMANHR for 40% off their best-selling sheets, pajamas, towels, and more. And if you get a post-purchase survey? Let them know you heard about Cozy Earth right here.
In this episode, Traci Chernoff interviews Steven Swan, CEO of the Swan Group Executive Search Firm, discussing the evolving landscape of recruiting, particularly the influence of AI. They explore the balance between speed and quality in recruitment, the importance of human connection, and the advantages of external recruiting. Steven shares insights on crafting effective resumes and the purpose behind his podcast, emphasizing the need for emotional intelligence in decision-making during job changes.
Chapters
00:00 Introduction to Steve Swan and His Journey
03:04 The Impact of AI on Recruiting
06:02 Quality vs. Speed in Recruitment
09:06 The Role of Human Connection in Recruitment
12:00 The Advantages of External Recruiting
15:11 Crafting Effective Resumes and LinkedIn Profiles
17:56 The Purpose Behind the Podcast
20:58 Advice for Aspiring Recruiters
23:59 Navigating Job Changes and Emotional Intelligence
We hope you enjoyed this episode with Steven Swan. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!
Don't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.
About Our Guest:
Steve Swan stands at the helm of The Swan Group Executive Search Firm as its CEO and Principal, carving a niche in the Pharma/Biotech industries with a keen focus on IT. His fervor for industry insights and a knack for bridging the gap between top professionals and industry demands have been instrumental in elevating organizations and propelling careers forward.
Steve helms the popular podcast “Biotech Bytes.” A show that offers a stage for dialogue with IT luminaries in Biotechnology and Pharmaceuticals. Each episode delves into the minds of industry trailblazers, unpacking best practices and strategies that shape the life sciences realm.
Steve’s academic background in Psychology has helped him to understand both parties' deeper needs and motivations which is paramount to delivering candidates who become long-term assets to the company. At the core of The Swan Group’s philosophy is the ability to discern and fulfill what success means for both candidates and clients.
Outside of work, Steve, once an avid mountain bike racer, has reignited his passion for cycling and aspires to traverse the U.S. on two wheels. He lives in New Jersey with his wife and two daughters.
Connect with Steven Swan here:
LinkedIn: https://www.linkedin.com/in/swangroup/
Website: https://swangroup.net/
Connect with Traci here: https://linktr.ee/HRTraci
Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.
Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.