Human Resolve Por arte de portada

Human Resolve

De: First Person Advisors
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  • Is there a more turbulent terrain than the HR department these days? Human Resolve goes behind the scenes with HR leaders to discover real human solutions to real human challenges. We’ll celebrate together. Laugh a lot. Sharpen our minds and might even shed a few tears. But that's fine. We’re HR. Nobody will ever know. Hosted by Mark Minner, Human Resolve is proudly brought to you by the minds and hearts of First Person Advisors, the same Indianapolis-based benefits, compensation and organizational health advisory firm that brings you the RESOLVE Conference every year and RESOLVE Increments learning and growth opportunities. For free resources to help you excel in your HR career, please visit firstpersonadvisors.com.
    © 2020 First Person Advisors
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Episodios
  • Teresa Tanner | Creating a Workplace that Supports Women and Gender Equity

    Teresa Tanner | Creating a Workplace that Supports Women and Gender Equity
    Jul 5 2021
    Ever since Teresa Tanner entered the workforce at the age of 16, she knew things were different for women. This understanding led her to found Reserve Squad, a business that helps companies retain employees who pause their careers to take care of family or other obligations. “We've lost about two and a half million women from the workforce,” Teresa says of the COVID-19 pandemic. “We are at the lowest workforce participation rate that we've been in 33 years, so basically, my entire career has been wiped out for this pandemic.”Teresa started her career at McDonald’s, where her higher-ups told her they wanted her to take on an HR role. She was wary. As an operations manager, Teresa thought HR was administrative, bureaucratic and, at times, a barrier. She agreed to do it for a couple years, saying she eventually wanted to go back to operations. Spoiler: Teresa never went back to operations. Following her time at McDonald’s, she went on to join Fifth Third Bank as an HR leader, eventually rising to the C-suite. Throughout her career, Teresa knew that she had to position herself differently and overcome barriers many of her male co-workers did not face. “As we look forward 10, 20, 30 years, what are the things that we can do today to change some of those outcomes? Some of these barriers have been in place for for many, many decades, and we have to think differently if we want to pivot away from that,” she says. Teresa’s experiences over the years, including a shooting at Fifth Third and the COVID-19 pandemic, have highlighted for her the importance of a human-first approach to management. As companies move forward from the pandemic, she explains why leading with empathy is a must. Featured LeaderName: Teresa TannerTitle: Founder and CEOCompany: Reserve SquadNoteworthy: Teresa has a two-year-old granddaughter, and she dreams of a world where her granddaughter will have less barriers than she did. Where to find Teresa: Twitter | LinkedInHuman Resolve Episode 14 HighlightsHighlights from the transcript.💡 Reflecting on being a woman in the workforce [8:11] “The minute I entered the workforce, I understood that things were different for women. It was just so obvious in so many different ways. Whether it was the unconscious bias, whether it was the overt sexual harassment, and things like that, the language and things you were exposed to in the in the work environment, you noticed it right away. I've known my entire career that as a woman, I needed to be aware of things. I needed to posture things differently. I needed to position myself differently. I needed to overcome certain barriers that other people didn't have, so it was very obvious even at a very young age, and I saw it manifest over my career in a lot of different ways.”💡 Giving employees a space to speak up [18:32] “We have to lead with empathy. We have to really sometimes just take our business hats off and connect as humans, and we have to put ourselves in other people's shoes, to sit with them, hold space with them and listen. I think going back to the shooting, that's what we tried to do when there were so many employees that were afraid. I mean, this happened in the lobby in which people swipe their badges and come into work every day, and we had so many employees that were just so afraid to re-enter that space. And there were no words, nothing we could say, to inspire them to fix it. There's no policy we could put in place, and so we just held space.”💡 Evolving work policies after COVID-19[20:15] “I think that as employers, we just need to take time instead of saying, ‘OK, here's our new flexible work policies’ — right, that's the easiest place to go — is make sure we're listening to our employees and saying, ‘What do you need?’ and creating that space for them to speak and then leading with empathy, and I'm encouraging people all the time. Everybody's rushing back with their plans to get back to work, and how you're going to do hybrid, and how you're going to do vaccines, and whether you're going to have masks and distancing. All of those are important elements, but don't rush to that without really listening with empathy to what your employees need. Because if we do, we are going to rush past and people aren't OK yet, and infrastructure isn't back yet, and we have an opportunity to lead in a human way that really meets the needs of our people.”💡 If you’re going to be flexible, adjust performance reviews to match[23:35] “This is a huge effect and impact on the women, and so I worry that even as the jobs start coming back, the infrastructure for women is not going to be back, and so disproportionately more men are going to be taking those jobs. Then for companies even that are offering these flexible work arrangements — which I love, and I'm encouraging companies to do — we have to be careful that there's not an unintended consequence around how performance is viewed and ...
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    32 m
  • Jessica Lopez & Monique Harty | How to Create a Nationally Ranked Wellness Program for Your People

    Jessica Lopez & Monique Harty | How to Create a Nationally Ranked Wellness Program for Your People
    Jun 21 2021
    Featured LeadersName: Jessica Lopez Title: Chief of StaffCompany: U-Haul International, Inc.Noteworthy: Jessica was a finalist for 2018 Business Leader of Year and a 2020 Health Intelligence Hero.Where to find Jessica: LinkedIn Name: Monique HartyTitle: Wellness Program ManagerCompany: U-Haul International, Inc.Noteworthy: Monique was on azcentral.com’s “Who’s Next” list for emerging health experts.Where to find Monique: LinkedInHuman Resolve Episode 13 HighlightsHighlights from the transcript. 💡 Maximize your current medical plan’s potential before considering a switch[11:10] “You should start with utilizing what you’re already paying for. … There were a ton of chronic conditions programs that lived within our medical plan already, that we really weren't using. So we focused — and we're still focusing on — promoting and marketing those, and building incentivized plans to get more people engaged. And, I think that sometimes you're so inclined to go see a vendor that has all the bells and whistles, and sometimes that's great. But, you have to start with what you already have. And you can't really go and focus on every single aspect of every vendor, you have to narrow it down.”💡 Buy-in from the top makes new programs work[15:15] “With the Healthy Living seminar that we did in front of all of our presidents with Monique up on stage and myself, [U-Haul CEO] Joe actually introduced us, so that just sets the tone for the program. … He is constantly evolving and bringing ideas and endorsing and supporting. He travels every other week, and he'll say, ‘More people in the field know you and Monique, so it's working. People want to be healthy, no one wants to be unhealthy.’ So with his leadership, and his buy-in and his commitment, this has to happen. If not, it will not be a successful program.”💡 Quit trying to fix things that aren’t broken[16:16] “We talk about measuring what you have so that you can see what programs are working, what are not. And then at that point, when you see the gaps, you can reach out to companies [and] vendors to bring on because you already know the gaps that you're missing.”💡 Employee testimonials as a testament to a program’s impact[18:01] “I know that when someone comes up to share their story with me, I am honored that they trusted me and confided in me. And, you know, I've had people say that I motivated them or explain something that Monique did for them, whether it's creating a meal plan. … I mean, she goes above and beyond, nobody even knows. So the fact that we actually can see the fruits of our labor and see that we're actually saving lives is everything for me.”💡 Wellness programs take many shapes and forms[18:38] “Sometimes they don't see the full aspect of what a wellness program can really bring to a company and to its team members. … For the corporate cafe [we have] 500 calorie meals under $5. What a benefit that is. We have Wellness Wednesdays when salads are half off. So there's people that buy salads for everybody in their family and have dinner that night. You’re making their lives easier, providing them with healthy food, or at least options that they can take home to make their lives easier.”💡 Employee Assistance Programs are more important than ever as the pandemic’s end nears [24:02] “I have chills just now because this has been something that we know that we've needed since the get-go. This was actually one of our goals, like we need an EAP program because we hear from everyone and everyone trusts us. So we know we need an EAP program. We implemented it at the perfect time, like Monique said, but utilization through 2020 is tripled. People need it. ” 💡 Managers must be able to identify when an employee is struggling so they can offer help [25:25] “Having a manager feel empowered to have training to understand a sign or a symptom around stress and anxiety, and then how to support an individual going through that challenge. Like you said earlier, we're not expecting them to be a clinician, but just understand how to best support them and what resources are available and point them in that direction.”💡 The first three steps to creating a wellness program are all about leaders and benefits[34:40] “I would say leadership buy-in, hiring a genuine person that truly cares about people. And then looking at your existing benefits and seeing how you can utilize all of that — those three things are key, that's how we started. And from there, you'll just blossom because at the end of the day, you're going to start a wellness program for the people. For the team. So your intentions are amazing from the get-go. So, if you have those three things, you're off to the races.”Top quotes from the episode:Ryan Bojrab:Quote #1[13:13] “There's amazing resources available through the carriers today. And there's a lot of vendors out there that have shiny objects and shiny pennies from a ...
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    30 m
  • Angela Smith Jones | Having Resilience and Empathy in Your DE&I Journey

    Angela Smith Jones | Having Resilience and Empathy in Your DE&I Journey
    Jun 1 2021
    When Angela Smith Jones was Deputy Mayor of Indianapolis, she set the tone as an inclusive leader by extending a hand to people who normally don’t get one – people like herself.“I took an intern every single quarter that we were able to get interns and the people who ran the internship program knew we're going to pitch the people to Deputy Mayor Angela Smith Jones that other people might not take because I was all about access,” Angela says. “I was like … I'm going to give you access because I wanted somebody else to give me access when I was your age.’”On this episode of Human Resolve a year after the death of George Floyd, host Mark Minner speaks with Angela about how her parents raised her to appreciate diversity, and why it’s crucial to lean into uncomfortable conversations and use them as an opportunity for human connection. Although they’re far from easy, she stresses why having these discussions in the workplace are crucial and gives advice on how to navigate them. Angela also shares how her background in public policy and economic development helped prepare her for her current role as Vice President of Diversity & Inclusion at Health & Hospital Corporation of Marion County, and offers advice for individuals working on DE&I in their own office. “The business argument is it’s actually increased profitability and saving of money,” Angela says. “And then the human perspective is I want to feel welcome, too. And I want my kids and my brothers and sisters to feel welcome wherever they're going.” Featured LeaderName: Angela Smith JonesTitle: Vice President of Diversity & Inclusion Company: Health & Hospital Corporation of Marion CountyNoteworthy: Angela helped her best friend’s mother go from being an openly racist, close-minded individual to loving and accepting Angela, a Black woman, like a second daughter. Where to find Angela: LinkedInHuman Resolve Episode 12 HighlightsHighlights from the transcript.💡 Education is the foundation for all D and I initiatives [04:36] “[In school,] we were able to really live in a diverse world and out of all of our teachers, I would say maybe two teachers were American. The remaining teachers were all immigrants, born and raised in their home countries and had their original native accent. So my parents really embraced that. And we talked all the time about the value of embracing people from different cultures and backgrounds. … My parents have always said, ‘The only thing I can give you that no one can take from you is your education.’ Because if you think about historical Black America, the government could take your land, they could take your home. So even property wasn't something that you could keep, but an education is in your mind.”💡 Inclusion starts with an intention to comprehend someone different from you[09:23] “It is true that Black women, we don't like people touching our hair. … [At Miami University] one of my dorm mates was a white woman and she was watching me wash my hair and she was so curious. She was looking at me, and kind of like ‘Can I touch your hair?’ So she asks, so right there, she's winning. And I was feeling like I was winning and I linked in and I said, ‘Absolutely.’ And so I let her touch my hair. … I've had people ask me in the last 10 years about that as well, but at Miami, for me, that was an opportunity where I said, ‘You know what? This is an opportunity and occasion to educate, like what if she grows up and she marries a Black man and she has biracial babies? Now she'll understand their hair more because she and I had this conversation.’”💡 Lean into discomfort by asking difficult questions respectfully[12:43] "That little kind of nervous hitch that you get in your gut that makes you kind of like, ‘Oh, I don't know if I want to do this, I kind of feel uncomfortable’ — you gotta lean into it. And you just have to ask whatever that question is. And just know if you're being very sincere and genuine, that the person who's getting the question will more than likely respond with great kindness and great generosity. … I think having just a sincere approach like ‘I know I don't know, but I want to know. I want to understand.’ If that's your heart, from where you're coming, then it will make it easier for whomever you're engaging to continue to engage with you and say ‘I know you don't know. I know you're asking out of sincerity and it's OK. We can go on this journey together.’” 💡 Improving inclusion and diversity in the workplace starts with the heart[18:18] "It's important enough for me to understand you, understand that other person, that other culture, whatever it is, it's important enough for me to respect people and from where they come from. So if you think like that and you lean into that, you can really dig deep into your heart and soul and realize I can go a little further, I can do a little more. This journey of D and I at ...
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    38 m
Gestión Economía
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