August 3
Replay – Linda Ridell, MS
Addressing In-Work Poverty
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August 10
Replay – Dr Anna Marie Frank
Enhancing Employee Health Holistically
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August 17
Replay Karin Hurt and David Dye 2024 Show 1
Release of the World Workplace Conflict and Collaboration Survey
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August 24
Replay Karin Hurt and David Dye 2024 Show 2
Powerful Phrases for Dealing With Workplace Conflict
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August 31
Chris Cluff
“real” world DEI
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How do we know if our employees are doing what is right; that they are following the values that we have laid forth and operating in an ethical manner?
Are there ways that we can determine whether a potential hire will act ethically in different unknown situations? Is it important if they have a past which indicates their behavior may not fit within the ethical construct of your organization?
On this episode of HR Power Hour, join host Tawny Alvarez from Verrill as she talks with Richard B. Swegan author and the founder and principal consultant of ARCH Performance about ethical leadership and the new book that he has co-authored, The Practice of Ethical Leadership – Insights from Psychology and Business in Building an Ethical Bottom Line.
About The Guest:
Richard B. Swegan ( Rick) is an author and the founder and principal consultant of ARCH Performance.
With a background in human resources and safety, Rick provides consulting to a variety of organizations on the developmental needs of potential leaders. Swegan is co-author of: The Practice of Ethical Leadership – Insights from Psychology and Business in Building an Ethical Bottom Line (Routledge, March 28, 2024), Learn more at ethicalbottomline.com.
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For decades, change—and its more sleekly packaged version, “disruption”—have been seen as essential tools for the growth of any business.
That’s a huge problem, argues Ashley Goodall in his ground-breaking new book. While shaking things up is the first thing a new leader is expected to do, and while generations of executives have been taught that change is an unalloyed good, the reality on the ground is very different.
Change isn’t always good, and it often fails to achieve what we expect it to (resulting in yet more change)—and a big part of the reason for this is that change makes it harder or people to do their jobs.
About The Guest:
Ashley Goodall is a leadership expert who has spent his career exploring large organizations from the inside, most recently as an executive at Cisco. He is the co-author of Nine Lies About Work, which was selected as the best management book of 2019 by Strategy + Business and as one of Amazon’s best business and leadership books of 2019.
Prior to Cisco, he spent fourteen years at Deloitte as a consultant and as the Chief Learning Officer for Leadership and Professional development. His book, The Problem with Change, publishes May 7, 2024.
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What should employers have at top of mind if the Department of Labor shows up to perform a wage and hour investigation?
Do you have to comply with their requests? What are the ramifications if you refuse to provide the documents and information that is sought?
On this episode of HR Power Hour, join host Tawny Alvarez as she talks to Elizabeth Johnston a labor and employment attorney at Verrill concerning best practices as to how businesses should respond if the DOL contacts an employer to perform a wage and hour investigation, including what the DOL will likely be looking for, your rights in the process, and best practices for interacting with the administrative agency.
About The Guest:
Liz’s practice centers on helping employers stay up-to-date and in compliance with their legal obligations, from preparing customized employment policies and agreements to counseling clients on employee-related matters with their business ideals and objectives in mind. Liz advises organizations small and large on issues including wage and hour matters, claims of harassment and discrimination, claims of whistleblower retaliation, ADA accommodations, federal and state leave obligations, employee policies, internal investigations, and restrictive covenants. Liz also advocates for clients in litigation in state and federal courts and before administrative agencies including the Maine Human Rights Commission, Equal Employment Opportunity Commission, and Maine Workers’ Compensation Board.
During law school, Liz served as a Bernstein Fellow at the Maine District Court and a judicial extern to the Honorable Kermit Lipez of the United States Court of Appeals for the First Circuit. After law school, Liz clerked for the Honorable Andrew M. Mead of the Maine Supreme Judicial Court, where she gained invaluable insight into the litigation process from a judicial perspective.
Liz lives in South Portland with her family. When she’s not at the office, Liz enjoys indoor cycling, experimenting with new recipes, and exploring Maine’s hiking trails and beaches.
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Employee engagement in American firms has hovered at around only 30 percent for decades. Leaders and Managers need to shift from abstract ideals to tangible, employee-centric practices that foster organic cultural growth and empower your teams to innovate, adapt, and outshine the competition.
That’s the value in this week’s HR Power Hour segment where host David Ciullo discusses with Drew Jones, Founding Partner at Experient and Author of the new book, The Open Culture Handbook: Learn the Five Essential Questions that will Revolutionize Your Approach to Engagement and Innovation. Don’t miss it.
About The Guest:
Drew Jones, PhD, is an anthropologist, former business school professor, and practicing management consultant. He is a founding partner of Experient, a workplace culture and strategy consultancy.
Over the past 20 years he has worked on culture, leadership, and workplace design projects with clients throughout the US, Europe, Asia, Africa, the Middle East, and Latin America. He is published widely in academic management journals and magazines and has published three previous books on design thinking and innovation, coworking, and activity-based working (ABW).
His new book is Open Culture Handbook: Five Questions to Drive Engagement and Innovation (Amplify Publishing, Oct. 3, 2023). Learn more at DrewJones.co.
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