In HRchat episode 683, we consider coaching and assisting senior executives on how to improve organizational performance by increasing their ability to develop personal impact and connect with others on individual, team, and organizational levels.

My guest this time is Dr. Guy Lubitsh, a Chartered Organisational Psychologist with a sizeable track record working in the areas of organizational change, management, and leadership development. He is a Client Director and Professor of Leadership & Psychology at Ashridge Executive Education (Hult International Business School) and has extensive experience working with Executives at the highest levels of international companies in Europe and the Middle East.

More About Guy

Guy draws on eclectic approaches including human psychology, appreciative inquiry, psychoanalytical and systems theory. He builds long-term partnerships with clients and is highly valued for his dedicated, insightful, appreciative yet appropriately challenging approach.

He has published articles in the areas of talent management, collaboration across organizational boundaries, organizational consulting, and the role of emotions at work.

Guy’s book ‘Connect – Resolve Conflict, Improve Communication, Strengthen Relationships’ has been published recently by FT/Pearson and shortlisted for management book of the year CMI. He’s currently co-authoring a new book ‘The Leader’s Guide to Collaboration’ with Mike Brent to be published by Pearson at the end of 2024.

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In HRchat episode 682,  Dani Saadu, Head of People and Culture at Wavemaker unlocks the secrets to transformative workplace learning. Listen as Dani dissects the value of in-person training and its impact on organizational success and discuss the nuances of employee development.

Dani – co-author of the new book, The CAPEX Formula for Learning and Performance: Mega-trends driving the new world of work, learning, skills, and HR- also unpacks how face-to-face interactions foster trust and rapport, which are foundational for performance.

Questions for Dani include:

• How has hybrid working impacted and changed the ways we learn?
• Give us an overview of your new book, CAPEX Formula for Learning and Performance
• What are the best ways to demonstrate the ROI of L&D initiatives?
• How are machine learning and AI impacting the learning space?
• You are speaking at Disrupt London on March 20. Tell us about your session.

More About Dani

Dani reports into the COO to execute the Global Wavemaker and GroupM UK People strategies, working closely with EXCO and the leadership team. Dani sits on the London Advisory Group to support Common Purpose with their London initiatives on future Leadership programs for early career talent and sustainability programs.

Prior to joining Wavemaker Dani held numerous senior roles spanning People, Talent, and Culture. He has worked across the private and public sectors.

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In HRchat episode 680, we talk about navigating wage and hour compliance. Listen too as we discuss the relaunch of Disrupt Buffalo in April 2024. The guest today is Buffalo, NY-based Holly Nowak, President at HMN Resources, LLC.

Holly is a Human Resources Business Advisor with 20 years of professional experience including multi-state, multi-location, start-up human resources management, and client relations strategy. Her specialties include Employment Law Compliance, HR Policy and Process Development, HR Solution Navigation, Training and Development, Workplace Communication, Creative Problem Solving, start-up – Up Human Resource processes, Client Relations, and Account Management Strategy.

Questions for Holly include:

• DisruptHR returns to Buffalo on April 11! What makes Disrupt a unique event?
• With over 35 years of experience, HMN Resources focuses on simple, sustainable, and well-coordinated solutions. How do you ensure that your HR solutions remain adaptable in the face of evolving business landscapes and workforce dynamics?
• Navigating wage and hour compliance can be challenging. What are your top tips for HR professionals looking to maintain compliance in the changing landscape of employment law?

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Embracing Strength, Vulnerability, and Boundaries for a Thriving Workplace

In HRchat episode 679, we talk about the importance of boundaries plus we look at developing courageous, responsible, and intentional leadership. My guest today is Kim Crowder, Founder and CEO at Kim Crowder Consulting and writer with SHRM.

In a world where the line between strength and vulnerability often blurs, Kim redefines the concept of courage; showing us that it’s not just about the grand gestures but also about the quiet, steadfast decisions that shape a thriving workplace culture. Through the conversation, Bill and Kim embark on a journey that leads the listener through the nuances of setting measurable goals, fostering accountability, and how these practices pave the way for a more inclusive and respectful professional environment.

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In the second half of a special two-part episode featuring Professor Sir Cary Cooper, CBE, we discuss the four-day working week and how organizations are coping with the challenges of low growth, energy insecurity, and higher levels of long-term sickness due to stress.

Professor Sir Cary is the 50th Anniversary Prof of Organizational Psychology & Health at Manchester Business School, University of Manchester, author and editor of 100s of books and is one of Britain’s most quoted business experts.

He is also the founding President of the British Academy of Management, a Companion of the Chartered Management Institute, one of only a few UK Fellows of the (American) Academy of Management, and a past President of the British Association of Counselling and Psychotherapy and President of RELATE.

Professor Sir Cary was awarded the CBE by the Queen in 2001 for his contributions to organizational health and safety, and in 2014 he was awarded a Knighthood for his contribution to the social sciences.

Questions for Professor Sir Cary include:

• What do you think of attempts to move towards a 4-day work week?
• Is the 4-day work week a way to ensure a better work-life balance or does it offer stresses e.g. employees, in reality, working longer hours and scambling to get tasks done?
• One of your latest books, Resilience in Modern-Day Organizations, focuses on how organizations are coping with the challenges of low growth, energy insecurity, and higher levels of long-term sickness due to stress. Tell us more
• What are the big world of work trends to watch out for in 2024?

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In part one of a special two-part episode of the HRchat Podcast with guest Professor Sir Cary Cooper, we focus on measuring presenteeism, optimizing productivity, and fostering a culture of employee health and wellbeing.

Professor Sir Cary Cooper, CBE is the 50th Anniversary Prof of Organizational Psychology & Health at Manchester Business School, University of Manchester, the author and editor of numerous books, and is one of Britain’s most quoted business experts.

Questions in part one include:

• Rethinking presenteeism to achieve higher productivity: “Our latest research at Robertson Cooper has turned conventional wisdom about presenteeism on its head. We’ve identified that not all instances of working whilst unwell should be classified as ‘presenteeism,’ paving the way for a new era in how organizations manage employee health, wellbeing, and productivity.” What we’ve discovered: There are three distinct types of working whilst unwell, only one of which should be labeled presenteeism and eradicated from businesses.” Tell us about the ‘correct’ definition of presenteeism.
• “The other two types, “Functional Presence” (Pragmatic and Therapeutic), aren’t always a cost to businesses and may actually be desirable for both the organization and the employee.” Tell us more about these types.
• What impact can presenteeism have on colleagues?
• Recent market reports suggest employees will be staying in their jobs for longer in 2024. How can employers minimize the chances of presenteeism and, instead, help to develop and grow the development of their people?

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The U.S. Bureau of Labor Statistics projects that Gen Z will make up a third of the workforce by 2030 – and they’re bringing their ideals with them.

According to findings from Monster, 83 percent of Gen Z candidates say a company’s commitment to diversity, equity, and inclusion (DEI) is important when choosing an employer. Businesses must acknowledge these ideals and adapt to reach Gen Z workers if they wish to attract, hire and retain the best talent. One way companies can do this is by offering robust CSR programs, which provide corporations a license to operate in value-driven ways.

In this HRchat episode, we hear from Sam Caplan, Vice President of Social Impact at Submittable, the social impact platform used by teams to make better decisions and maximize their CSR efforts. Sam is a tech industry leader with 20 years of experience building large-scale philanthropic programs for organizations such as the Walton Family Foundation and Walmart Foundation.

Listen as Sam discusses how CSR programs allow businesses to express and promote their values to prospective employees and customers.

Questions for Sam include:

• How do you see the role of Gen Z evolving in the workforce, and what key ideals do they bring with them that businesses need to acknowledge?
• How can businesses effectively demonstrate and integrate DEI values into their corporate culture to appeal to this demographic?
• As the Vice President of Social Impact at Submittable, could you provide examples of how CSR programs contribute to making better decisions and maximizing social impact within teams?
• How can companies ensure that their CSR programs are not just seen as a checkbox but are genuinely aligned with their values and contribute meaningfully to social impact?
• As the landscape of social impact and CSR continues to evolve, what emerging trends or strategies do you foresee that will be crucial for businesses to stay relevant and appealing to the values of the upcoming workforce, particularly Gen Z?

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In episode 672 of the HRchat show, we explore remote I-9 options and discuss ways to reduce audit exposure. My guest this time is Chapelle Ryon, the data-driven CEO behind WorkBright, an onboarding and recruitment platform for HR and recruitment teams.

Chapelle’s team is on a mission to ease administrative burdens and Form I-9 pain for HR professionals. WorkBright’s market share in the onboarding space has been increasing exponentially in an uncertain I-9 world! In her tenure with the business, WorkBright has achieved triple bottom line status as a B Corp and consistently places on Outside Magazine’s Best Places to Work with strong financial results of 40% YoY growth and profitability.

Questions for Chapelle include: 

• WorkBright has been named a Best Place to Work by Outside for 4 years running! Congrats! What does it take to create and nurture a culture of engagement and innovation?
• WorkBright is a Certified B Corporation. What does that say about the org and its values?
• WorkBright’s mission centers around Form I-9, which is a very specific space! Why build a product for a single specific form? Why does this matter for HR professionals?
• What changes have you observed in the I-9 space recently? Has anything changed since Covid?
• When you’re dealing with people’s data and a highly regulated space, how do you approach prioritizing high-demand needs?
• You mentioned an ebook, The Ultimate Guide to I-9 Compliance. Tell us more about this.

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In the latest episode of the HRchat show, I talk with Brian Allain, CEO of IEA Training.

In our conversation, Brian shared his reflections on developments in the industry, and what HR professionals can expect in 2024. He also highlighted some of IEA’s significant achievements in 2023. The organization successfully expanded its certification programs, providing professionals with valuable skills and knowledge. The introduction of innovative classes and webinars in both on-demand and instructor-led formats demonstrated IEA’s commitment to accessible and flexible learning opportunities.

The conversation then delved into the major developments in Workers’ Compensation, Absence Management, and Human Resources in 2023. Brian discussed the evolving landscape, emphasizing the importance of staying abreast of regulatory changes. He pointed out the growing emphasis on holistic approaches to employee wellbeing and the integration of technology to streamline HR processes.

Workers’ Compensation, Absence Management and Human Resources – Looking Ahead to 2024

As the discussion turned to the future, Bill and Brian explored IEA’s plans for 2024. Brian provided insights into the organization’s involvement in key events, aiming to create a platform for professionals to network and stay informed about industry trends. He also emphasized IEA’s commitment to delivering a robust lineup of webinars, catering to the diverse needs of professionals in the field.

Predictions for 2024

Brian concluded the interview by sharing his predictions for Workers’ Compensation, Absence Management, and Human Resources in 2024. He anticipates a continued focus on employee wellbeing, with organizations prioritizing mental health support. Additionally, Brian foresees advancements in technology influencing HR practices and an increased emphasis on diversity, equity, and inclusion initiatives.

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IEA Webinars in 2024

IEA Training has a cool catalog of webinars lined up for 2024, covering a spectrum of topics crucial for HR professionals. From practical skills workshops to in-depth discussions on regulatory changes, these webinars promise to be a valuable resource for those seeking continuous professional development. Professionals can explore the comprehensive webinar catalog on IEA’s website for a glimpse into the diverse offerings. Learn more.

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In this HRchat episode, we talk DEI and psychological safety. My guest is Sona Sherratt, a faculty member at Ashridge (Hult International Business School) where she designs, teaches, and is an academic client director for customized education programs.

Sona has worked with FTSE 500 clients such as Worldline, Amcor, Swarovski, Beazley, Heineken, Avis, and SAB Miller.

Questions for Sona include:

• How did you become interested in the topics of psychological safety and inclusivity?
• What is the difference between diversity and inclusion? Why should organizations be pursuing DEIB?
• What area within this field did you pursue your research in? What is the scope/methodology of your research?
• What are some examples of unwritten organizational rules?
• Were there any findings that surprised/interested you more than others?
• Given what you have discovered through your research, what advice would you give to organizations?

More About Sona

Before joining Ashridge, Sona worked as Head of HR for Astra Zeneca UK and for Nortel Networks covering Europe, the Middle East, and Asia Pacific regions.
Sona designs and delivers senior leadership programs for clients around the world. Her interests are focused on the development of executive leadership and organizational culture, particularly focusing on underpinning high performance with psychological safety, inclusive leadership, and learning agility.

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In HRchat episode 657, I talk with Nick Steiert, Co-Founder and Director of the awesome new Wellnergy Festival.

Starting very soon, Nick will be the latest co-host of the HRchat Podcast. The episodes Nick will host are focused on wellbeing in the workplace and ways to live a healthier life. Tune in to get to know Nick and gain insights into what to expect from the new shows hosted by Nick.

Questions for Nick include:

• Tell us about the genesis of the Wellnergy Festival
• You say that the Wellnergy Festival is “made for everyone, not just for those “into wellness”.” What do you mean by that? How do we make wellness education more accessible?
• Wellnergy offers a bunch of experiential learning and growth options such as meditation, sound bath healing, talks, and workshops. Tell us more
• You’ll be hosting a new series of interviews with Wellnergy speakers and partners on the HRchat feed. Tell us about the purpose of the series.
• Tell us about some of the upcoming guests and learning outcomes

About the Wellnergy Festival

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In HRchat episode 656, we talk about developing strategic people capabilities in times of business transformation. My guest this time is Mary Glowacka, Learning & Leadership Development Lead at Rolls-Royce.

With 15+ years of strategic practitioner experience with an unusual journey from operations into HR, Mary is also a member of Josh Bersin’s Senior Faculty, a regular speaker at HR industry events, a founding member of Hacking HR Experts Council, mentor for HR Tech start-ups through the Workplace Accelerator program, and winner of the 2020 WinTrade Global Women in Leadership Award in recognition of progressive thinking in the banking sector.

Questions for Mary include:

• You have an unusual journey from operations into HR. Please introduce yourself and tell us about your career journey
• We met at UNLEASH in Paris. What are your thoughts on the 2023 event and why do you believe other senior People Leaders should attend?
• You’re a founding member of the Hacking HR Experts Council. What do you respect about Enrique and the Hacking HR group?
• Tell me a bit about your role at RR – what you love and challenges? – includes mention of  strategic capability
• Can you elaborate a bit more on why systems thinking is so imperative for HR Leaders?

More About Mary

Mary says her sweet spot is change enablement & transformation and her unique expertise combines strategy and execution across a wide range of people and HR processes with key focus on learning, leadership & talent development, performance enablement and HRIS/EdTech implementation.

Mary has led transformation programs across a wide range of industries and company sizes; including in global leadership roles at EY, Bank of America, Relx, Preply – a rapidly growing EdTech scale-up, headed a maturing People Operations function. Currently, as newly appointed Head of Learning & Leadership Development at Rolls-Royce, Mary is leading strategic people capabilities development in support of Rolls-Royce’s transformation agenda set out by its new CEO.

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In HRchat episode 654, we look at what causes burnout and stress in education and in the workplace. The returning guest is my good friend, Leigh Mitchell. Leigh is an educator and Co-Founder of Bee Happy Mindfulness and the Founder of Bee Happy HR, Hire Her Career Board and Women in Biz Network. She hosts a podcast called the Bee Happy Podcast for Change Makers and is a Marketing & PR Instructor at York University.

Questions for Leigh include:

• In 60 seconds or less, tell me about the mission of Bee Happy Mindfulness
• What are the most common causes for teacher burnout?
• How can a balance be struck between the demands of the education system and the well-being of educators to ensure both effectiveness and satisfaction?
• Are there specific policies or practices that you believe contribute positively or negatively to employee retention within the education sector?

Leigh has worked with brands such as Microsoft Canada, SAGE, TELUS, TD Canada Trust, Staples Canada, and Chevrolet Canada throughout her career. Leigh has been featured in the CBC News, The Globe and Mail, Toronto Star, Canadian Living, Wall Street Journal, and has spoken at numerous industry events. Statistics Canada recognized Leigh as an EDI Expert in Gender Diversity and the Bee Happy HR Blog received accolades for ranking number 13 out of the Top 60 Canadian HR & Diversity Blogs awarded by FeedSpot.

Bee Happy Mindfulness Programs integrate social-emotional skills into education, sport and workplaces using secular and mindful-based practices including customized programs with the Blue Jays Care Foundation, YMCA, PDSB and TDSB.

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In HRchat episode 653, we discuss how to equip leaders with the knowledge needed to construct an organization where people are recognized as the primary driving force behind business success.

My guest this time is Roza Szafranek, Founder & CEO of HR Hints, an HR boutique operating on a subscription model. Roza is an HR expert with psychological and managerial experience who has led tech companies from early startup through exit.

Roza is also the author of Culturivy: The Power of Changing a Workplace and the CEO of Culturivy.

Questions for Roza include:

• How do you perceive the relationship between business and HR, considering the equal triangle of products/services, sales, and people as the foundation?
• Can you discuss your approach to analyzing and adapting HR processes based on the unique needs of different stages of company development?
• Considering the notion that the People area within organizations is not a black box, how should leaders ensure transparency and accountability in HR practices?
• How do you approach building processes per stage rather than per industry, especially in diverse sectors such as medtech and fintech?
• In your opinion, what are the key challenges in aligning HR strategies with the equal triangle of products/services, sales, and people? How have you overcome these challenges in your previous roles?
• Can you share an example of how you applied the concept of the equal triangle in optimizing HR practices within a business context?

More About Roza

Roza is a mentor at the Founder Institute, 1871 Chicago, P33 Chicago, TechRise, mHUB Chicago, and InCredibles, Sebastian Kulczyk’s mentoring program. She’s been featured on such lists as 100 Women of 2022 by Forbes, 100 Most Inspiring Women of the CEE Startup Ecosystem by Vestbee VC, and Strong Women in IT ‘21 and ‘23.

More About Culturivy: The Power of Changing a Workplace

In the book, Roza outlines a comprehensive guide on how to cultivate a resilient company culture that fosters the growth of both individuals and businesses.

The book delves into key areas such as Leadership, People & Culture, and Talent, offering specific lessons tailored for entrepreneurs, leaders, and HR professionals. These insights have been distilled from the experiences of Roza and her team, who worked to extend their expertise to over 100 European and U.S.-based companies.

The findings dispel the misconception that there is an inherent conflict between business and HR, emphasizing that true effectiveness and success can only be achieved through cohesive teamwork.

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In HRchat episode 651, we talk about ways to develop and enhance career websites. My guest this time is Jim Taylor, Managing Director of HappyDance, a Ph.Creative company. HappyDance is an enterprise careers site platform with a mission to elevate your employer brand at every turn!

Jim is a digital innovator specializing in careers sites. Jim says his “true passion lies in discovering ingenious ways to optimize career site performance, enriching candidate experiences, and crafting stunning platforms that magnify (the) organization’s employer brand.”

Questions for Jim include:

• Tell us about the mission of HappyDance
• Where does the name HappyDance come from – it’s not a typical SaaS product name is it?
• On your LinkedIn page, you say “every day, I foster a culture that thrives on conquering challenges and delivering outstanding results.” From a leadership perspective, what does it take to create and sustain an engaged culture of innovation?
• From your social posts, it looks like you’re a big fan of RecFest. What makes it a special event?
• What is the most fundamental element in designing an excellent candidate experience? And why do so many companies get it wrong?
• What advice would you offer to hiring managers and HR pros looking to do a better job of telling the story of their employer brand and attracting higher-quality candidates?
• Can you name some brands that stand out for you as awesome employers? E.g. Domino’s, ADP, NationWide, Pinterest.
• What in your opinion, are some of the opportunities for, and the best uses of, AI and other technologies in the Talent Acquisition space?

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In HRchat episode 650, I welcome Jim Stroud to the podcast to discuss whether or not AI will replace recruiters. Listen as Jim offers his take on what functions of recruitment will and will not be replaced by the bots.

Jim is the author of 5 HR-related books, producer of the YouTube series – “The Jim Stroud Show,” and producer of “The Jim Stroud Podcast.” He is also the creative mind behind “The Recruiting Life,” a comic strip and newsletter about the world of work. More details highlighting his career, media citations, creative writing and public speaking events can be found on his blog, JimStroud.com.

Questions for Jim include:

• How has AI changed, enhanced or diminished the ways you create content?
• You say you love ChatGPT. Why?
• Recruiting is a relationship business and machines don’t have feelings. So, recruiters are safe, right?
• In some cases AI is replacing workers, how vulnerable are recruiters?
• What can recruiters do to remain valuable in the marketplace?
• AI can do so much, what stops it from ultimately replacing recruiters?
• Will AI replace podcasters?

More About Jim Stroud

Jim has built expertise in sourcing and recruiting strategy, public speaking, lead generation, video production, podcasting, online research, competitive intelligence, online community management, and training.

He has consulted for such companies as Microsoft, Google, MCI, Siemens, Bernard Hodes Group (acquired by Findly), and a host of startup companies.

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In HRchat episode 648, I chat with Derrick Evans MBE, better known as TV celebrity Mr Motivator. A famous fitness instructor, Derrick rose to fame in the early 1990s through appearances on the UK breakfast television show GMTV, where he performed live fitness sessions and offered tips and advice to viewers.

I’m a big fan of Derrick and it’s an absolute honor to have him on the show!

Listen as Derrick offers his take on what it takes to remain motivated at work and live a healthier life.

Questions for Derrick include:

• You are known for your positive personality and outlook, how do you stay motivated?
• How can physical exercise help mental health?
• What did the pandemic do to our mental and physical wellbeing?
• When applying to join the GMTV team, you were told by GMTV boss, Peter McHugh ‘We’ve checked with the advertisers and they don’t really want a black man doing fitness. It had to be a white woman with two kids.’ They felt that was the right image.” How do you think attitudes towards Diversity Equity and Inclusion in the entertainment industry have changed since your time on GMTV?
• How can business leaders make access to mental and physical wellness initiatives easier?
• In a November 2022 interview for The Guardian, you were asked: “What’s the secret of your success?” You replied “I think it’s the way I make people feel. There’s a lady called Maya Angelou, a great poet, she’s dead now, and there’s one thing she said that I embrace: ‘People may forget what you said and what you did, but they’ll never forget how you make them feel.’ That is really who I am. I’ve never size-bashed anybody because if you love you when you look in the mirror, that’s the most important thing. To say that you must lose weight is rubbish, but if you want help I will help you to do it.” Where does your desire to help people come from?
• In the same interview, you say “You don’t forge friendships in television. When you’re on TV, they’re all like: ‘Motivator, we love you’, but the moment you’re not on television, you don’t hear from them.” There is the odd exception, he says. “Lorraine Kelly is lovely. But most of the so-called stars have faded into oblivion,”. Tell us more about why you believe the culture within daytime TV is fake and can you suggest ways to change things?
• What would you like your legacy to be?

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DisruptHR London Review and Create Inclusive Visions

How can leaders faced with tremendous global upheaval create more resilient and trustworthy systems?

Find out as I talk with Terence Tse, recent Disrupt London speaker and co-author of the awesome new book The Great Remobilization: Strategies and Designs for a Smarter Global Future.

Terence says the turmoil of recent years gives leaders an unprecedented opportunity to redesign global strategies and systems and to remobilize toward a smarter, more resilient, and equitable future.

Drawing from one hundred interviews and conversations with top-level executives, entrepreneurs, policymakers, diplomats, generals, scholars, and other leading experts from around the world, the book aims to show how to create new inclusive visions with the aim of rebuilding the trust that will allow for both human and economic growth. Insightful and forward-thinking, The Great Remobilization powerfully illustrates the rare opportunity that we have in this historic moment to actively redesign our fragile, overpressurized global systems and develop new strategies and leadership approaches for the future.

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In HRchat episode 646, I welcome back Jeff Wald. Jeff is an entrepreneur, investor, board member, best-selling author, keynote speaker, and co-founder of Memory Lane and Bento Engine. He has started and invested in successful HR tech companies around the globe. Tune in to get his tips for HR tech founders looking to raise capital and grow their businesses.

Questions for Jeff include:

• What are some of the challenges and opportunities when it comes to raising money for HR Tech companies in the current fundraising environment?
• Do HR tech founders need to be domain experts?
• When it comes to seeking investment, how important is it to have more than one founder of an HR tech start-up?
• What are the differences between raising money as a serial entrepreneur versus being a first-time entrepreneur?
• As an angel investor in HR Tech, what are you looking for?
• Have you invested in someone with a terrible idea because you bought into them instead? Are those people employees rather than business partners?
• You wrote your book, The End of Jobs: The Rise of On-Demand Workers and Agile Corporations, on the future of work and how robots and AI will impact jobs, over three years ago; has your view changed on the future of work? If so, how?
• Why do you feel jobs are not as likely to go extinct as many other experts and headlines?

More About Jeff Wald

Jeff began his career in finance, serving as Managing Director at activist hedge fund Barington Capital Group, a Vice President at Israeli venture firm GlenRock, and various roles in the M&A Group at JP Morgan. He is an active angel investor and startup advisor, as well as serving on numerous public and private Boards of Directors.

In addition to WorkMarket, Jeff has founded several technology companies, including Spinback, a social sharing platform.

Jeff is the author of The Birthday Rules and The End of Jobs: The Rise of On-Demand Workers and Agile Corporations. He is also a Producer of the Tony Award Winning Best Musical A Gentleman’s Guide to Love and Murder, Slava’s Snowshow and the full-length feature Inez & Doug & Kira which has won best picture at various film festivals. Jeff is a regular writer in Huffington Post and Forbes and speaks widely at conferences and on television on startups and labor issues. Jeff was named “One of the 100 Most Influential People in Staffing” by the Staffing Industry Analysts in 2017 & 2018.

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The guest this time is Jodi McPherson, Co-Founder / CEO at Work Simplr. Jodi is an intuitive, dynamic and versatile leader with over 25 years in the ed tech and talent sourcing space, architecting SaaS business models.

As CEO of Work Simplr, Jodi has built a new talent sourcing platform with students at the center,  for on-demand, fractional paid work.  Work SImplr was recently announced as a member of the ASU+GSV Elite 200 for 2022 and a Shark Tank Finalist for 2023.

Questions for Jodi include:

• How might early career knowledge work be impacted by recent shifts in AI capabilities?
• How might this impact the skills and experience needed for students to succeed in early career knowledge work? In particular, how might this affect apprenticeships?
• Considering the evolving landscape of early career knowledge work due to AI, how might educational institutions adapt their curricula to prepare students for jobs that involve collaboration with AI systems?
• What interdisciplinary skills might become essential?
• What types of support might companies need to train, improve, or monitor the quality of their AI systems?
• What role could student workers play?
• Follow up: Considering the changing nature of early career knowledge work due to AI, how might mentorship programs need to evolve to provide meaningful guidance to students and new professionals entering the workforce? What role can experienced mentors play in navigating the AI-driven landscape?
• How is the trend of outsourcing, freelancing and farming out entry-level work impacting students and career changers?

More About Jodi

Jodi serves on several start-up advisory boards – influencing strategic roadmaps for scalable solutions, and bringing together purpose and profit, for new solutions from ideation to market launch.

Jodi serves as a mentor to young high school women and is an advocate of creating a culture of curiosity around compelling mission-driven goals while continually embracing new ideas and perspectives. She also champions student-athletes at Castle View High School as the CV Gridiron Booster President.

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