Dear HR Diary - The Unfiltered Truth You Wish They Taught in Management School

Send us Fan MailIt’s the most wonderful time of the year… unless you’re in HR. In this episode of Dear HR Diary, Dawn pulls back the tinsel to talk about the holiday party—why companies keep having them, why HR loses sleep over them, and how to survive one without becoming next year’s training scenario.From holiday party dilemmas to unspoken etiquette, this episode serves up practical advice, honest laughs, and just enough tough love to help leaders and employees navigate the “necessary evil” of workplace celebrations.What We Cover in This Episode🎁 The Holiday Party DilemmaWhy organizations keep hosting holiday parties (even when everyone complains about them)The fine line between “fun culture moment” and “Monday morning HR meeting”When a holiday party actually helps engagement—and when it backfires🧑‍💼 HR’s Holiday Party Wish ListWhat HR really wants from this year’s party (hint: it’s not karaoke)Clear expectations, smart planning, and fewer “surprise performances”Why proactive rules beat reactive investigations every time🎤 Advice for LeadersHow leaders set the tone (yes, people are watching what you drink)Why presence matters—but boundaries matter moreThe leadership behaviors that turn a party into a trust-building moment instead of a liability🥂 Employee Etiquette 101What employees should absolutely do—and absolutely not doHow to enjoy yourself without oversharing, overdrinking, or overshooting your career goalsRemember: it’s a party, not a personality reboot🎄 Fun (but Necessary) Holiday Party RulesPace yourself—HR would like a quiet JanuaryPhones down, professionalism upIf you wouldn’t say it in a team meeting, don’t say it near the open barLeave with your dignity (and job) fully intactKey TakeawayHoliday parties don’t have to be awkward, chaotic, or career-limiting. With the right expectations, smart leadership, and a little common sense, they can actually be enjoyable—and even strengthen workplace culture. Yes, really.Quote from the Episode“The holiday party isn’t a free pass—it’s a professional event with better snacks.”Call to ActionIf this episode made you laugh, nod aggressively, or rethink that third drink—share it with your leadership team. And if you’re a manager trying to survive the season with your sanity intact, check out more leadership tools and training at Manage With Hart.🎧 Don’t forget to subscribe, leave a review, and tune in for more real-talk HR conversations—because someone has to say the quiet parts out loud.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this episode, host Dawn Hart sits down with Josh Hart to unpack the real meaning of workplace culture—beyond the free snacks and casual dress codes. Together, they dig into how intentional leadership, clear communication, and genuine respect for employees can shape a culture that actually works. Josh doesn’t hold back when discussing common missteps organizations make, including a real-life example of how a poorly executed “diversity initiative” backfired, and what leaders can do instead.They also explore how social media has completely changed the game, putting every company’s culture under a public microscope. From navigating generational differences to shifting outdated management mindsets, Josh offers straightforward advice that every leader—new or seasoned—needs to hear.🔑 Key TakeawaysCulture isn’t perks—it’s purpose. You can’t buy culture with pizza parties; it’s built through trust, respect, and meaningful connection.Get HR involved early. Cultural decisions without HR’s guidance often miss the mark (and sometimes make headlines for the wrong reasons).Social media is the new employee forum. If you’re not cultivating culture internally, your employees will do it online for you.Five generations, one workplace. Flexibility, empathy, and communication are the glue holding it all together.Managers must evolve. Today’s workforce expects leaders who listen, adapt, and engage—not just enforce.💡 Quote from Josh Hart“Culture doesn’t just happen—it’s crafted. Every decision, every policy, every conversation either builds it or breaks it.”📚 Resources for ListenersBook: The Culture Code by Daniel Coyle – A deep dive into what makes teams thrive.Article: “How Social Media Is Reshaping Workplace Expectations” – Harvard Business Review.Tool: Gallup Q12 Employee Engagement Survey – A resource for measuring and improving engagement.📞 Connect with Josh HartLinkedIn: linkedin.com/in/mrjoshuahartEmail: [email protected]: joshuahartconsulting.com🎧 Listen, Learn, and LeadSubscribe to Dear HR Diary wherever you get your podcasts. Because building a great culture isn’t a one-time project—it’s the way you show up, every single day.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this episode of Dear HR Diary, I sit down with Diane Yarbrough, founder of Castaway and Company, to talk about her incredible career journey starting with Disney and how those experiences shaped her approach to culture, communication, and leadership.We explore some powerful management and HR practices you can use right now, including:Re-Recruiting & Re-Onboarding: Why it’s essential to “re-recruit” your employees by re-onboarding them, showing them their growth matters even after their first 90 days.Internal Opportunities: How creating clear career paths and internal opportunities helps keep talent engaged and loyal.Stay Conversations: Practical ways to ask your employees why they stay—and how to have open, honest discussions if they’re considering leaving.The Impact of Culture: Understanding that culture isn’t just “fluff”—it directly impacts performance, retention, and employee well-being.Communication & Feedback Loops: How to build a culture where communication flows both ways and feedback becomes a tool for growth, not fear.✨ Quote from Diane:“Culture isn’t just what you write on the wall—it’s what people feel in the halls. If you don’t listen to your employees, they’ll stop talking, and that’s when culture begins to break down.”Resources for ListenersGallup – State of the Global Workplace Report (for engagement and retention insights)SHRM: The Importance of Stay Interviews – SHRM ResourceDisney Institute Blog (for leadership and culture lessons inspired by Disney)Connect with Diane YarbroughWebsite: castawayandcompany.com)LinkedIn: linkedin.com/in/dianeyarboroughEmail: [email protected]👉 If today’s episode sparked ideas for how you can re-recruit, re-onboard, or simply start better conversations with your team, don’t let it stop here. Share this episode with a fellow leader who needs it, and let’s keep building workplaces where people stay because they want to, not because they have to.💬 Have thoughts on this episode? I’d love to hear them! Connect with me on LinkedIn and join the conversation.🎙️ And don’t forget—subscribe to Dear HR Diary so you never miss an unfiltered truth about management, leadership, and culture.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailThis one’s for the foremen, office heroes, and HR pros who are juggling flaming chainsaws (aka people). Traci Austin joins me to unpack transformative leadership in the trades—how to turn gripes into clear requests, shift HR from “policy police” to strategic partner, and use positive framing to calm the chaos. We also dig into managing difficult personalities, practical tools for new managers, and how to build training and continuous development that sticks on muddy job sites and in busy back offices.Traci’s Mic-Drop Quote: “A complaint is a wish in disguise. Say the wish out loud—and then we can do something about it.”What You’ll LearnTrades-first leadership: Straightforward, field-tested ways to lead when time is short and stakes are high.Complaint → Request shift: Scripts to move conversations from venting to action.Mindset Upgrade for HR: From compliance-only to coach, connector, and capacity-builder.Positive framing that doesn’t feel fake: Reword tough messages without watering them down.Difficult personalities playbook: Boundaries, consequences, and coaching—without drama.New manager essentials: Day-one tools for clarity, accountability, and trust.Continuous development: Building a rhythm (not a one-and-done training day).Steal-This Stuff (Practical Scripts & Tools)1) Complaint → Request Script (use anywhere)Complaint: “Scheduling keeps changing last minute.”Translate to Request: “I need schedule changes by 3 PM the day prior so crews can prep. Can we commit to that?”2) Positive FramingInstead of: “You’re always late with reports.”Try: “We need reports by 10 AM so payroll and billing don’t stall. What needs to change so you can hit that every day?”3) Difficult Personalities—Traci’s 3C MethodClarify: The specific behavior, the impact, the standard.Coach: Ask what’s getting in the way; co-create one next step.Consequence: “If this repeats, here’s what happens next.” 4) New Manager Starter Kit (day-one basics)90-Day Scorecard: 3–5 outcomes with check-ins at days 30/60/90.Weekly One-on-One: 20 minutes, same day/time, agenda = wins, roadblocks, priorities.Daily Huddle: 10 minutes max—safety, schedule, blockers.RACI Lite: Who’s Responsible, who Approves, who’s Consulted, who’s Informed.Connect with TracyLinkedIn: linkedin.com/in/traci-austinEmail: [email protected]: elevatedtalentconsulting.comCall to ActionIf you’re ready to retire the complaint cycle and start getting results, share this episode with a new manager who needs real-world tools, not corporate fluff. And drop your favorite “complaint → request” conversion in the comments—I might feature it next week.#DearHRDiary #ManageWithHart #Leadership #Trades #NewManagers #PositiveFraming #HRMindset #ContinuousImprovementSupport the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this episode, Dr. Michael Neal takes us from the five-star rigor of Four Seasons and the magic-meets-operations world of Disney to a practical, modern blueprint for hiring. We get into how to redefine your hiring process, automate candidate assessment without losing the human touch, and stack your roster with true A-Team players—the ones who raise the bar for everyone else (and don’t need a motivational poster to do it).Dr. Neal’s Mic-Drop Quote: “If you don’t define what great looks like before you post the job, you’re gambling—and the house is turnover.”What You’ll LearnHospitality-level hiring standards you can steal for any industry: clarity, consistency, and candidate experience.How to automate assessments (skills, values, and behavior) so managers spend time with the right finalists.The difference between nice teammates and true team players—and how to test for it in interviews.Why average performers quietly stall culture—and how A-Players multiply performance.The five must-haves in your selection process: success profile, structured interviews, work sample, reference triangulation, and a 90-day scorecard.Practical Takeaways (Managers: steal these)Write a Success Profile, not a Job Ad. Define outcomes (90-day and 12-month), core behaviors, and “non-negotiables” before you recruit.Automate early, human late. Use short skills screens + values checks first; invest real time with the top 10–15%.Use a Work Sample. A tiny project beats a thousand opinions.Team Fit ≠ Same As Me. Fit means complementary strengths and shared standards, not clone wars.Reference Triangulation. 2 past managers + 1 peer. Ask about outcomes and rehireability.90-Day Scorecard. Three to five measurable outcomes, reviewed at days 30/60/90. No guesswork.Protect the Standard. A slow hire is a headache; a bad hire is a culture tax.Sample Interview Prompts (save these)“Tell me about a time you elevated a teammate’s performance without positional authority.”“Walk me through the first 30 days you’d plan in this role—what would you measure and why?”“Describe a miss you owned publicly. What changed in your process afterward?”“Give us a work sample: how would you approach [real task] in 48 hours? Outline your steps.”Resources Mentioned & Helpful ExtrasBooks to Go Deeper:Topgrading – Bradford D. SmartWho: The A Method for Hiring – Geoff Smart & Randy StreetWork Rules! – Laszlo BockConnect with Dr. NealLinkedIn: linkedin.com/in/dr-michael-nealWebsite: buildmyteam.comCall to ActionIf this episode made you rethink your next hire (good!), rate & review the show, share it with a manager who needs an A-Team, and tag me with your favorite takeaway. Bonus points if you retire one interview question that should’ve been cancelled in 2012. (Looking at you, “What’s your greatest weakness?”)Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this episode of Dear HR Diary, I sat down with Scott Trumpolt to explore the world of compensation, career growth, and the role of managers in shaping employee success. Scott shared his journey into HR and compensation, offering a candid look at how pay transparency, employee development, and passion can transform the workplace.What We CoveredScott’s career journey into HR and compensationWhy pay transparency matters for building trust and equityThe connection between compensation and career developmentHow to create clear pathways for employee growthThe critical role of managers in employee developmentPractical strategies for navigating tough pay conversationsThe value of passion in building a meaningful careerA Quote from Scott“Compensation isn’t just about dollars—it’s about showing employees how their work connects to growth, opportunity, and purpose.” – Scott TrumpoltResources for ListenersSHRM: Compensation & Benefits ResourcesWorldatWork – Total Rewards & Compensation ResearchHarvard Business Review: How to Talk About Pay at WorkBook recommendation: Pay Matters: The Art and Science of Employee Compensation by David WeaverConnect with Scott Trumpolt📧 Email: [email protected] 🔗 LinkedIn: linkedin.com/in/scott-trumpolt-m-a-g-r-p-257a6b317Website: hrcompensationconsulting.com 👉 If you enjoyed this conversation, don’t forget to subscribe, share, and leave a review. Your support helps more managers and HR professionals find practical, real-world advice!#Compensation #PayTransparency #CareerGrowth #NewManagers #Leadership #DearHRDiary #ManageWithHartSupport the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this episode of Dear HR Diary, Dawn sits down with Sara Taylor to get real about workplace civility—what it is, what it isn’t, and why it’s the foundation of healthy culture. We dig into cultural competence, how polarization is showing up at work, and a powerful mindset shift—assuming differences—that helps leaders communicate across identities, generations, and viewpoints. If you’re tired of “be nice” posters and want practical tools that actually change behavior, this one’s for you.What You’ll LearnCultural Competence 101: How identity, context, and power shape everyday interactions (and why “treat everyone the same” backfires).Civility vs. Niceness: Civility = respect + accountability + boundaries. Niceness alone won’t save your culture.Polarization at Work: Spot the warning signs (us-vs-them language, meeting silos, performative emails) and what leaders can do immediately.Assume Differences: A simple habit to reduce friction, improve listening, and make feedback land without drama.Manager Moves: Scripts, norms, and micro-behaviors that turn values into daily practice.“Civility isn’t about being agreeable—it’s about being accountable for how our behavior affects other people.” — Sara Taylor Practical TakeawaysAdopt a civility standard: “We address issues directly, we don’t label people, and we separate intent from impact.” Put it in team norms.Use the two-step check: 1) Assume difference (experience, context, language). 2) Ask before assuming (“Can you share how you’re seeing this?”).Meeting hygiene: Agenda, time boxes, speak-order rotation, “one mic at a time,” and a 2-minute debrief: What worked? What to adjust?Feedback formula: Behavior → Impact → Ask. “When deadlines move without notice (behavior), the field team misses windows (impact). What can we change next sprint? (ask)”Red/Yellow/Green topics: Identify which conversations are safe to debate now (green), need prep (yellow), or require facilitation (red).Resources for ListenersBooksThe Culture Map (Erin Meyer) – Navigating cross-cultural communication.Thanks for the Feedback (Stone & Heen) – Receiving feedback without combusting.Guides & ToolkitsPsychological Safety primers (Amy Edmondson talks/articles).Meeting norms templates (RACI, Working Agreements, and Team Charter one-pagers).Connect with Sara TaylorWebsite: https://www.deepseeconsulting.com/LinkedIn: https://www.linkedin.com/in/sarajanetaylor/Email:  [email protected] Sara's Book: https://www.deepseeconsulting.com/thinking-at-the-speed-of-biasCall to ActionIf you want fewer eye-rolls and more buy-in, start with civility. Share this episode with one leader who sets the tone, and try the Behavior → Impact → Ask script in your next conversation. Then tell us how it went using #DearHRDiary.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this episode, Dawn sits down with Juan Alvarado, Gallup-Certified CliftonStrengths® Coach. They discuss his journey into strengths coaching, the four domains (a.k.a. quadrants) of talent, how to apply strengths at work, and why intentional leadership beats accidental management every time.  Most teams operate on autopilot. Juan argues for the opposite: intentional leadership that starts with knowing what you naturally do best and designing work around it. What We CoverJuan’s path to coaching: from “good at people” to certified strengths pro—and what surprised him along the way.Strengths 101: understanding the four domains—Executing, Influencing, Relationship Building, Strategic Thinking—and how they show up on real teams.Application at work: turning talent into performance with role design, partnerships, and strengths-based delegation.Intentionality in leadership: moving from “hope and hustle” to planned practice—weekly rhythms, 1:1s, and decision filters grounded in strengths.Pitfalls & myths: why Top 5 ≠ personality cages, and how to avoid weaponizing strengths.Culture impact: building a shared language so coaching and feedback get easier (and less awkward).Key TakeawaysStrengths ≠ skills. Strengths are your best starting points; you still need skill, practice, and feedback.Build partnerships on purpose. Pair high Strategic Thinking with Executing to move plans into motion.Coach the how, not just the what. Align goals with the way people naturally create value.Make it a rhythm, not a rally. Weekly 1:1s with two questions:Where did your strengths show up this week?Where could you aim them next week?Don’t weaponize strengths. “That’s just my [Theme]” is a red flag; maturity means flexing for impact.Try-It-This-Week (Manager Challenge)Map your role: List your Top 5. For each, write one sentence: “I create value when I…”Design one partnership: Pick a priority and pair yourself with someone whose domain complements yours.Upgrade one 1:1: Use the two questions above and commit to a 15-minute cadence for the next four weeks.Listener ResourcesStrengthsFinder 2.0 — Tom RathStrengths Based Leadership — Tom Rath & Barry ConchieFirst, Break All the Rules — Marcus Buckingham & Curt CoffmanNow, Discover Your Strengths — Marcus Buckingham & Donald O. CliftonQuote from Juan“Strengths don’t self-activate—leaders do. Your talent is potential; intentionality is what turns it into performance.”Connect with Juan AlvaradoWebsite: weraizethebar.comLinkedIn: https://www.linkedin.com/in/rtb-juan/Email: [email protected] to ActionIf this episode hit home, share your Top 5 in the comments and tell us one way you’ll aim for a strength this week. 👉 Tag @Manage With Hart and @Juan Alvarado. ⭐ If you learned something, follow, rate, and review the show—it helps more leaders find these tools.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailThis episode dives into the nitty-gritty of leadership, delegation, and team culture with Eric Williams, an entrepreneur who successfully transitioned into corporate leadership. Eric shares his insights on how managers shape team culture, the art of streamlining workloads, and the importance of communication and delegation (yes, even when it feels terrifying to let go of control).We cover:The journey from entrepreneur to corporate leader (and the mindset shifts required).How managers can assess, prioritize, and streamline workloads without overwhelming their teams.Why communication and delegation are the heartbeat of effective leadership.Overcoming the fear of delegation and trusting your team.How to measure success beyond the numbers.Practical steps to create a resilient team culture that thrives under pressure.“Leaders don’t scale by holding tighter to the work—they scale by trusting their team and creating space for others to grow.” – Eric Williams📬 Connect with Eric Williams🌐 Website: www.willity.com📱 Instagram: https://www.instagram.com/willityleadership💼 LinkedIn: https://www.linkedin.com/in/ericnwilliams/📚 Resources for ListenersBook: The Coaching Habit by Michael Bungay Stanier – practical ways to build a coaching and delegation mindset.Article: Harvard Business Review – The Art of Delegating👉 If you’ve ever struggled with delegation, wrestled with defining success, or wanted to create a stronger team culture, this episode is your playbook.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailMentoring isn’t just coffee chats and “pick your brain” DMs—it’s a performance accelerant. In this episode, Thompson Dickerson and I dig into why mentoring matters, how to find the right mentor (not just the most famous one), the difference between formal programs and informal “choose-your-own-adventure” mentoring, and the underrated superpower of receiving feedback with grace. Thompson also shares a personal mentoring story that changed her trajectory—and her playbook for keeping mentor relationships healthy, mutual, and results-focused.Key TakeawaysMentoring = speed + safety. You get to skip avoidable mistakes and test ideas with someone who’s been there.Right fit > big name. Look for values alignment, relevant reps, and someone who gives feedback (not just stories).Formal vs. informal: Formal programs create access and structure; informal mentoring often delivers speed and chemistry. Use both.Own the asks. Come to sessions with goals, updates, and a “receipt” of what you tried since last time.Feedback is a leadership skill. Ask for it specifically, receive it calmly, and translate it into action fast.Close loops. Follow up with what you did and what changed—mentors invest more when they see impact.Quote from Thompson: “Great mentors don’t hand you answers—they hand you mirrors and maps. Your job is to walk.”Resources You Can UseThanks for the Feedback — Douglas Stone & Sheila HeenRadical Candor — Kim ScottThe Coaching Habit — Michael Bungay StanierHBR Guide to Getting the Mentoring You Need — Harvard Business ReviewCenter for Creative Leadership (CCL) — Tools & articles on mentoring and feedbackSHRM Mentorship Toolkit — Templates for formal programsEpisode ExtrasReflection prompt: What feedback theme keeps showing up? What’s one behavior you’ll test this week?Manager challenge: Pair each new leader with a “situational mentor” for their biggest upcoming challenge.Connect with Thompson DickersonEmail: [email protected]: http://www.linkedin.com/in/thomp7CTA: If this episode helped, share it with a manager who’s mentoring (or needs one), leave a quick rating, and tell us your best mentoring win—we might feature it on a future episode.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this candid conversation, Dawn and guest Kelsey Neff unpack what makes a workplace truly toxic (hint: it’s not just one cranky manager), share personal experiences from the trenches, and lay out practical ways employees and leaders can identify, interrupt, and repair unhealthy dynamics. We cover the cost of toxicity—on people, culture, and the bottom line—plus how to navigate change, advocate for yourself, and find support when trauma and PTSD are part of the picture.What We CoveredDefining a toxic workplace: patterns of harm vs. isolated bad daysOur lived experiences: what it felt like, what we missed, what we won’t ignore againRed flags & early indicators: gaslighting, retaliation, blame-shifting, “rockstar” exceptions, chaotic change, and policy-by-favoritismManagement’s role: how leaders create, enable, or correct toxicityNavigating change & seeking solutions: internal channels, documentation, and realistic timelinesThe cost of turnover: financial (often ~50–200% of salary), productivity, reputation, and the silent tax on well-beingPTSD & trauma-informed workplaces: recognizing symptoms, responding vs. reacting, and building safetyResources & Further ReadingBooksThe No Asshole Rule — Robert I. SuttonThe Asshole Survival Guide — Robert I. SuttonToxic Workplace! — Mitchell Kusy & Elizabeth HollowayThe Fearless Organization — Amy C. Edmondson (psychological safety)Guidance & ResearchSHRM: Spotting and addressing toxic culture; anti-retaliation best practicesAPA (American Psychological Association): Work & Well-Being, stress & trauma resourcesCDC/NIOSH: Total Worker Health® guidance on psychosocial hazardsHBR (Harvard Business Review): Psychological safety; fixing toxic cultureSupportNational Alliance on Mental Illness (NAMI) HelpLine988 Suicide & Crisis Lifeline (U.S.) — call or text 988Contact: Kelsey NeffLinkedIn: https://www.linkedin.com/in/kelsey-neff/Website: https://www.bydesignconsulting.space/Call to ActionIf this episode hit a nerve, you’re not “too sensitive”—you’re probably on to something.✅ Share this episode with a manager who wants to build a healthy team. ✅ DM me “TOXIC CHECKLIST” and I’ll send you the one-page PDF you can use in your next 1:1. ✅ Leaders: want an audit + action plan in 30 days? Let’s talk.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this eye-opening episode of Dear HR Diary, I sit down with attorney Brian Williams ⚖️ to unpack a growing workplace concern: bullying and the liability employers face when it goes unchecked 🚨.Brian takes us through his fascinating career journey, including his decision to “switch sides” 🔄 — giving him a unique perspective on both employer defense and employee advocacy. Together, we explore the line between bullying, harassment, and discrimination, and how these issues can quickly become not just cultural problems but legal and financial risks 💼💸 for organizations.🔑 Key Takeaways👨‍⚖️ Brian’s personal journey of switching sides and the insights it brought him⚖️ The difference between workplace bullying and discrimination — and where liability begins📈 The rising concern of workplace bullying and its impact on employee well-being and employer risk👥 The importance of treating adults like employees: with structure, accountability, and respect✅ Actionable steps leaders can take to build a culture that prevents bullying and fosters psychological safety“Bullying in the workplace isn’t just a bad habit—it’s a liability. Employers who fail to address it risk their culture, their reputation, and their bottom line.” – Brian Williams 💡📌 Episode SummaryWorkplace bullying is more than just “bad behavior” — it’s a ticking time bomb for liability, culture, and retention. In this episode, Brian Williams breaks down what employers need to know, how to take proactive steps, and why treating employees with respect and accountability is non-negotiable in today’s workplace.🎧 Call to Action👉 Tune in now to learn how to recognize, address, and prevent bullying in your workplace before it turns into a legal or cultural disaster. And don’t forget to share this episode with leaders in your network who need a reminder: a safe workplace is a strong workplace. 💪🔗 Connect with Brian Williams📧 Contact: https://ggtriallaw.com/attorneys/brian-williams/📚 Resources You Can Use📑 EEOC – Workplace Harassment Guidance🛡️ Workplace Bullying Institute – https://workplacebullying.org📘 SHRM – Bullying in the Workplace ToolkitSupport the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailBurnout isn’t just a buzzword—it’s a full-blown workforce crisis. In this episode of Dear HR Diary, I sit down with Nina Nesdoly, workplace well-being researcher and speaker, to dive deep into the neuroscience behind stress and burnout and how managers can recognize, prevent, and address it.What We Discussed:🧠 The Neuroscience of Stress & Burnout – why our brains and bodies respond the way they do.🌍 The Prevalence of Burnout Across the Globe – the pandemic didn’t just open Pandora’s box; it dumped it all on the workforce.💔 The Emotional Toll of the Pandemic – what it did to resilience, recovery, and mental health.🏢 Building a Culture of Well-Being – how neuroscience and management research can guide leaders to make employee wellness a true priority.🚩 Signals of Burnout – what managers need to look for before it’s too late.Quote from Nina:“Burnout isn’t an individual failure—it’s a systemic issue. When organizations make well-being part of their culture, everyone benefits.” – Nina NesdolyResources:World Health Organization – Burnout DefinitionHarvard Business Review: Beyond Burned OutBook: Burnout: The Secret to Unlocking the Stress Cycle by Emily Nagoski & Amelia NagoskiConnect with Nina:🌐 Website: ninanesdoly.com💼 LinkedIn: linkedin.com/in/ninanesdoly✨ Whether you’re a manager trying to protect your team or an employee trying to survive the hustle, this episode gives you the science-backed insights you need to spot burnout before it spirals and build a healthier workplace.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this inspiring episode, I sit down with Mickie Kennedy, founder of eReleases, to explore his fascinating journey from writing poetry to building a successful press release distribution company. Mickie shares candid insights into his personal evolution as a leader—opening up about his early struggles as a micromanager and the steps he took to overcome it.We dive into how he learned to recognize the value of his employees, embrace flexibility, and develop leadership practices that foster trust and empowerment. Mickie also pulls back the curtain on his hiring philosophy, offering advice on attracting and retaining top talent in today’s business climate.Whether you’re a creative professional curious about entrepreneurship, a leader looking to let go of control, or someone who wants to understand how to build a team-centered culture, this episode is packed with wisdom and real-world takeaways.🔑 Key TakeawaysFrom Art to Business: How Mickie’s creative background in poetry shaped his storytelling skills and influenced eReleases’ brand.Leadership Growth: The mindset shifts that helped him move from micromanaging to empowering.Employee-Centered Culture: Why recognizing employee value and offering flexibility pays off in loyalty and performance.Hiring Insights: Mickie’s approach to finding the right people and building a culture that attracts talent.📚 Recommended Reading & ResourcesLeaders Eat Last by Simon Sinek – for building trust and strong teams.Drive: The Surprising Truth About What Motivates Us by Daniel H. Pink – for understanding employee motivation.eReleases Blog – Mickie’s own insights on press releases and PR strategy. : https://www.ereleases.com/pr-fuel/💬 Quote from Mickie Kennedy“When you stop trying to control every detail, you give your team the space to surprise you—and they almost always rise to the occasion.”📞 Connect with Mickie KennedyWebsite: https://www.ereleases.comLinkedIn: linkedin.com/in/publicityEmail: [email protected] the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailMiddle management – it's not the glamorous corner office, and it's not the boots-on-the-ground work anymore… it’s the in-between zone where careers either take off or burn out. In this episode, I’m joined by Jeff Sigel, an accomplished leader, middle management expert, and author of "The Middle Manager Mindset." We dig into the messy, magnificent role of middle managers and how organizations (and humans!) can better support and grow in that critical role.We tackle questions like:How do people really get promoted into management?What makes the middle manager role so uniquely difficult—and uniquely valuable?What are the three key identities managers must balance: doer, leader, and influencer?How do you manage up, down, and sideways without losing your sanity or your credibility?Why is learning from your mistakes not optional—but essential—as a manager?Whether you're a new manager, a seasoned leader trying to coach middle managers, or someone wondering why you’re constantly stuck in the middle… this episode gives you practical, candid advice with a good dash of "oh, that’s me."🧠 Mic-Drop Moment from Jeff: "Middle management is where leadership actually gets practiced. It's not about titles or authority—it’s about building trust while getting the job done, day after day."📚 Resources & Recommended Reads:The Middle Manager Mindset by Jeff Sigel – Get the book on AmazonConnect with Jeff Sigel on LinkedInThe Leadership Pipeline by Ram Charan, Stephen Drotter, and James NoelMultipliers: How the Best Leaders Make Everyone Smarter by Liz WisemanRadical Candor by Kim Scott – because feedback is a gift, even if it’s wrapped in awkwardness.🎯 Key Takeaways:Promotions often happen because of performance—not potential. That’s a setup, not a strategy.Middle managers must unlearn doing and relearn leading.Credibility is earned by showing up consistently, communicating clearly, and owning your growth.Leadership isn’t a solo sport. Ask for feedback. Admit when you’re wrong. Grow out loud.The biggest failure isn’t making a mistake—it’s pretending you didn’t.📞 Connect with Jeff Sigel🌐 Website: proprioceptive.io 🔗 LinkedIn: https://www.linkedin.com/in/jeff-sigel/💬 Let’s Talk! Have a middle manager horror story or triumph? Drop it in the comments or tag us on social @ManageWithHart using #DearHRDiary.🗂️ Don’t forget to subscribe, rate, and share this episode with a manager in the middle of it all.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailLet’s be honest—if your hiring strategy starts with “I’ve got a good feeling about them,” you’re probably gambling with your company’s time, budget, and retention rate.In this episode, I sit down with Dr. Mark Smith, talent psychologist and author of A Better Choice: The Manager’s Guide to Skills-First Hiring, to challenge outdated hiring practices and explore how skills-first strategies and structured assessments create better, fairer, and more effective hiring outcomes.From role-play simulations to breaking up with gut instinct, we’re diving into what evidence-based hiring really looks like—and how it actually works.💡 What We Covered:✅ Skills-First Hiring: Why prioritizing what someone can do over where they did it leads to stronger hires and more diverse teams. Dr. Smith shares how top companies are leading this movement.✅ The Role of Assessments: Not all assessments are created equal. We break down which ones are worth the investment (hint: think job simulations and cognitive ability) and which to ditch.✅ Bye-Bye, Gut Instinct: We unpack how unconscious bias shows up in instinctual hiring—and how structured interviews and scoring systems help keep things fair and consistent.✅ Structured Interviews for the Win: Behavior-based questions, anchored scoring, and repeatable rubrics? They don’t just sound fancy—they reduce bias and boost prediction accuracy.✅ Innovative Simulations & Role Play: Dr. Shaw spotlights companies using scenario-based hiring—putting candidates into real-life challenges to see their skills in action.✅ Evidence-Based Hiring: Why data beats guesswork. We talk about integrating hiring analytics, assessment validation, and how to measure what really matters.🔍 Key Quote from Dr. Mark Smith:“When we hire based on gut feelings, we’re hiring based on bias. When we hire based on structured assessments and evidence, we hire for performance, potential, and fit.”📚 Recommended Reading & Resources: LinkedIn Economic Graph – “Skills‑First: Reimagining the Labor Market and Breaking Down Barriers” https://economicgraph.linkedin.com/research/skills-first-report?utm_source=chatgpt.comWorld Economic Forum – “Adopting a ‘Skills‑First’ Approach Could Help More Than 100 Million People Worldwide Get Better Jobs” https://www.weforum.org/stories/2023/05/adopting-a-skills-first-approach-help-people-better-jobs/?utm_source=chatgpt.comSHRM Foundation – “Skills‑First at Work” report https://www.shrm.org/foundation/skills-first?utm_source=chatgpt.com📬 Connect with Dr. Mark Smith:🔗 LinkedIn:  🌐 Website:  📩 YouTube:  💬 Enjoyed the episode? Leave a review and let us know how your hiring mindset is shifting!Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this compelling episode, we dive into the realities—and opportunities—of aging in today’s workforce. HR expert Deborah Heiser, Applied Developmental Psychologist and CEO/Founder of The Mentor Project, shares insights on why thriving in later career stages isn’t just vital—it’s purposeful.🔍 Topics We CoveredAging, Work & Purpose Deborah highlights how finding purpose in work gives older employees motivation and meaning—strengthening mental well-being and productivity.Generational Perspectives We unpack stereotypes and real generational dynamics, and why each generation brings unique strengths. Age diversity fosters innovation!Shifting Toward Entrepreneurial Ventures More professionals are launching second-act businesses in their 50s and 60s. Deborah outlines how these ventures let people leverage lifelong expertise.The Role of Mentorship Age brings leadership—and with it, an opportunity to mentor. Deborah explains how mentoring is a two-way street, benefiting both mentor and mentee.Creating a Mentorship Legacy Mentorship isn’t just about today’s impact; it’s a legacy-building tool. Deborah shares how leaving a legacy goes beyond financial inheritance—it’s about wisdom and cultural continuity.Finding Mentorship Opportunities Whether formal programs or informal chats over coffee, Deborah provides practical tips for older professionals to become mentors—and for organizations to tap into this goldmine.💬 Featured Quote from Deborah“We all know the benefits of having a mentor, but no one has addressed the profound benefits mentoring has on the mentor.” 📊 Why This Matters: Age-Based Workforce TrendsNearly 47% of employees over 40 report facing age discrimination—despite the protections offered by the ADEA. The Age Discrimination in Employment Act (ADEA) prohibits discrimination against workers aged 40 and older in hiring, promotions, pay, and other employment-related matters. The portion of workers aged 50+ surpassed one-third of the U.S. workforce in 2020, and by 2030, 25% of workers will be 55 or older. 📬 Connect with Deborah HeiserLinkedIn: https://www.linkedin.com/in/deborah-heiser-phd-3963693/Website & The Mentor Project: https://deborahheiser.com/YouTube: https://www.youtube.com/@DebbieHeiser✅ For HR Leaders & ManagersAudit your mentorship programs—make room for senior mentors and reverse mentors.Spotlight entrepreneurship: offer internal resources or partnerships.Address ageism: reinforce ADEA protections and throw shade at stereotypes. Awareness goes a long way.🔗 References & Further ReadingADEA overview and enforcement insights: https://www.eeoc.gov/age-discriminationWorkforce aging stats: Built In, EEOC data, U.S.–aging trends https://builtin.com/diversity-inclusion/ageism-in-the-workplaceMentor-focused commentary: https://www.linkedin.com/company/the-mentor-project/Thanks for tuning into Dear HR Diary! Let’s ditch age bias and embrace the power of purpose, experience, and mentorship. 🎙️Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailHave you ever wondered why some people naturally take charge while others thrive as team players? Or why certain colleagues seem more diplomatic, creative, or perfection-driven? Turns out, your birth order might have something to do with it!In this fascinating episode of Dear HR Diary, I sit down with Dr. Bob Hurst, an expert on personality and workplace dynamics, to explore how birth order influences behavior, communication styles, career paths, and even leadership potential.We discuss: ✅ The psychology of birth order – how being the firstborn, middle child, youngest, or an only child shapes personality traits ✅ Double birth order – what it means and how family structure or blended families can shift typical patterns ✅ Birth order in the workplace – why some employees naturally take the lead, while others prefer support roles ✅ Practical applications – how managers can use birth order knowledge to improve team dynamics and communication ✅ Career choices by birth order – the surprising link between your family position and your professional strengths ✅ Communication styles – why firstborns tend to be assertive, middle children diplomatic, and youngest siblings more persuasive and charmingDr. Hurst also shares how understanding birth order can: ✔ Improve hiring and team placement ✔ Enhance manager-employee communication ✔ Foster better conflict resolution strategies ✔ Help employees discover careers that align with their natural tendencies💡 “Birth order isn’t destiny—but it’s a powerful lens to understand why people think, feel, and work the way they do.” – Dr. Robert HurstIf you’re a manager, HR professional, or just someone curious about human behavior, this episode will open your eyes to a whole new way of looking at your team (and yourself!).📖 Want to learn more? Check out Dr. Hurst’s book, Life's Fingerprint - Your Birth Order, here: https://dr-hurst-books.myshopify.com/📩 Connect with Dr. Robert Hurst:Website: https://www.mybirthorder.com/index.phpEmail:  [email protected]: https://www.facebook.com/LifesFingerprintYourBirthOrder🎧 Listen now and unlock the birth order secrets shaping your workplace!Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this inspiring episode of Dear HR Diary, Dawn Hart sits down with Ken Kunken, a powerhouse of resilience, purpose, and advocacy. Ken’s journey from a life-altering accident to a successful career in law is nothing short of extraordinary. Through his story, we explore the realities of disability in the workplace—and more importantly, how we can all be agents of change.Ken shares his firsthand experience overcoming adversity, finding motivation in the face of unimaginable challenges, and the power of a support system that believes in your potential. We dig into the barriers that still exist for individuals with disabilities when it comes to employment and advancement, and Ken offers practical insights into the importance of accommodations, accessibility, and addressing unconscious bias.From courtroom victories to workplace equity, this episode challenges all of us—leaders, HR pros, and colleagues—to do better and be better.🔥 Topics Covered:Ken’s personal journey and what kept him motivated after becoming quadriplegicThe power of purpose and perseverance in overcoming obstaclesThe state of employment for people with disabilities—what’s working, what’s notWhy support systems (personal and professional) make or break successBreaking barriers in the legal field and becoming a role model for inclusive successUnderstanding the role of reasonable accommodations in building equitable workplacesThe need to confront unconscious bias in hiring and promotion decisionsCelebrating ability, not just “accommodating” disabilityMoving from performative DEI to impactful change💬 Ken's Quote:“Adversity doesn’t define us. It refines us. When we start focusing on people’s abilities instead of their limitations, that’s when true inclusion begins.”📚 Resources Mentioned:Job Accommodation Network (JAN) – Guidance on workplace accommodations and disability employment issuesThe ADA National Network – Information and training on the Americans with Disabilities ActDisability:– Promoting disability inclusion in businessEEOC – Disability Discrimination – Federal guidance and resources on workplace rightsBook Recommendation: "Being Heumann: An Unrepentant Memoir of a Disability Rights Activist" by Judith HeumannBook Recommendation: "I Dream of Things That Never Were" by Ken Kunken: https://kenkunken.com/buy-the-book/📬 Connect with Ken Kunken:📧 Email: [email protected]     Website: https://kenkunken.com/📞 LinkedIn: https://www.linkedin.com/in/kenneth-j-kunken-b4b0a9a8/🎤 Speaker & Advocate: Available for keynotes and DEI panels🎧 Listen Now wherever you get your HR real talk! 💼 Tag us: #DearHRDiary | #DisabilityInclusion | #ManageWithHartSupport the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this eye-opening episode (or ear-opening), we're diving deep into the generational divide—and how to bridge it—with none other than communication coach and generational whisperer, Geoff Weinstein.We explore:📣 Why communication is the #1 source of frustration between generations at work🧠 How Generation Z is boldly advocating for mental health and authentic expression👂 The evolving art of listening—and how your listening style impacts team dynamics💬 What empathy actually looks like in real-world conversations (hint: it’s not just nodding and saying “I hear you”)🧍‍♀️ The critical importance of face-to-face communication—and how remote work is changing the game🛠️ Practical strategies to connect with Gen Z employees without sounding like you downloaded TikTok just to “relate”Whether you're a seasoned leader or a Gen Z newbie trying to make your voice heard, this episode is packed with insights on building meaningful, human-centered communication in the workplace.💡 Quote from Geoff:“Gen Z doesn’t want perfection—they want presence. They want to feel heard, not handled.”📚 Resources Mentioned in the Episode:Harvard Business Review: Why Employees—and Gen Z in particular—Need Empathetic LeadersPew Research Center: On the Cusp of Adulthood and Facing an Uncertain Future – Gen Z ResearchBook: “You're Not Listening” by Kate Murphy – A powerful read on rethinking how we truly listen in a noisy worldGeoff’s Website & Newsletter: geoffweinstein.comArticle: Why Face-to-Face Communication Still Matters – Forbes.com📞 Connect with Geoff WeinsteinGeoff WeinsteinHelping busy people cut through the noise and be more influential in the age of AI, overload, remote work, and constant change. | Executive Coaching | Powerful Presentations | Lean Email🌐 Website: geoffweinstein.com🔗 LinkedIn: linkedin.com/in/geoffweinstein👂 Take Action: After listening, take a minute to reflect on your own communication habits. Are you truly listening—or just waiting to reply? Are you creating space for Gen Z voices—or expecting them to adapt to outdated norms?Then, share your biggest aha! moment with us on LinkedIn and tag @DearHRDiary + @ManageWithHart. Let’s keep the convo going!Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailGrab your coffee—and maybe a calculator—because we’re getting real about retirement. In this episode, I sit down with retirement plan whisperer Courtenay Shipley to chat about all things 401(k), from why this benefit is more than just a line item to how we really need to be talking about it with our employees.Whether you’re a manager, an HR pro, or someone who just keeps “set up 401(k)” on your to-do list indefinitely (we see you), Courtenay brings the clarity, strategy, and humor needed to finally make retirement planning feel… possible.We talk about: ✅ Why retirement benefits still matter—yes, even for Gen Z ✅ The value of automatic enrollment (hint: it helps people who forget to adult) ✅ Why skipping the company match is like turning down free money ✅ The most common types of 401(k) plans and what makes each one tick ✅ Growth strategies that don’t require a finance degree ✅ Communication tips to help employees actually understand their retirement options ✅ Why helping people “get the why” is the key to better participation and less future regretCourtenay also breaks down how to prepare for the transition to retirement and how organizations can support employees at every stage of their financial planning journey.This episode is all about turning that “I’ll get to it later” mindset into “I’m on it!” Because let’s be honest—future-you deserves a nap on a beach, not a panic attack at 68.Resources Mentioned: 🔗 Learn more about Courtenay and Retirement Planology: https://retirementplanology.com📞 Connect with Courtenay ShipleyCourtenay Shipley, CRPS®, AIF®, CPFA, CEPA Founder & Chief Planologist, Retirement Planology, Inc.📧 Email: [email protected]📞 Phone: (703) 595-2829🌐 Website: www.retirementplanology.com📍 Address: 950 N Washington Street, Suite 242, Alexandria, VA 22314🔗 LinkedIn: linkedin.com/in/cshipleyaffordablebookkeepingandpayroll.com+4 📊 Want a better way to explain your 401(k) benefit? Courtenay’s team offers great tools to simplify complex terms for employees.Three Takeaways for Managers & HR Leaders:Don’t just offer the benefit—explain it like a human. Use real-life examples to make it click.Default your people into greatness. Automatic enrollment works. Period.Start the retirement convo early. Help your employees see their 401(k) not as a luxury, but as a lifeline.Connect with Us: 💬 What’s the best financial advice your company ever gave you? DM me @managewithhart or tag us using #DearHRDiary 📩 Want help explaining benefits to employees? Visit www.managewithhart.com for tools and training.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailRaise your hand if you’ve ever silently asked, “Is this all there is?” at work. 🙋‍♀️In this soul-refreshing episode of Dear HR Diary, I am joined by Anthony Kuo, Career Satisfaction Coach, to dive deep into the topic that’s been whispering (or screaming) in so many people’s heads: career satisfaction.We’re going beyond “just be grateful you have a job” and exploring how to build work lives that don’t just pay the bills, but actually help us thrive.Together, we unpack:📊 What career satisfaction really means—and how it differs across generations🚧 The stigma around job dissatisfaction and why people stay stuck❓ The real questions to ask yourself (or your employees) to uncover satisfaction roadblocks🫣 How “quiet quitting” isn’t laziness—it’s a symptom🧠 The Care Card concept: a unique framework Anthony uses to help people map their work needs and values🔄 Practical ways managers and HR can support career exploration before burnout hitsWhether you’re an HR leader, people manager, or a professional questioning your own career direction, this episode is your permission slip to take career satisfaction seriously—because your work should work for you too.👤 About Our Guest: Anthony KuoAnthony Kuo is a certified Career Satisfaction Coach who helps professionals ditch “meh” jobs and find meaningful, energizing work that aligns with who they are. With a background in talent development and coaching, Anthony blends psychology, strategy, and empathy to help people get unstuck and love their work again.🔗 Connect with Anthony:Website: https://www.untamedcareer.com/LinkedIn: https://www.linkedin.com/in/untamedcareer/Instagram: https://www.instagram.com/untamedcareer/💬 Quote Worth Sharing:“Quiet quitting doesn’t mean people have given up—it means they’ve stopped seeing the point.” — Anthony Kuo📚 Resources Mentioned:The Care Card framework –https://www.untamedcareer.com/blog/is-your-job-building-or-breaking-your-mental-healthGallup's State of the Workplace report – https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspxHarvard Business Review on the rise of job dissatisfaction – https://hbr.org/1973/07/why-employees-stay🎧 Listen & Subscribe:Catch this episode and more raw, unfiltered truth on people leadership and workplace culture.✨ Want More?Subscribe to Dear HR Diary for your weekly dose of straight-talk on people, leadership, and the messy magic of managing humans.Because job satisfaction isn’t optional anymore—it’s essential.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this episode I sit down with renowned organizational designer and author Jurriaan Kamer to explore the high-impact concept of psychological safety—a key ingredient for healthy teams and effective leadership that often gets lip service but little follow-through.Psychological safety isn’t just a buzzword—it’s the bedrock of trust, collaboration, and innovation. So why do so many workplaces struggle with it?Together, we get into the heart of what psychological safety really means, the barriers that block it, and the leadership behaviors that foster (or destroy) it. If you’re leading a team, supporting people through change, or working to create a culture of openness and accountability—this episode is your playbook.🔍 What We Cover:✅ Definition of psychological safety (and why it’s misunderstood)⚠️ Common roadblocks like fear of judgment, unclear expectations, and perfectionism🧰 Tactical ways leaders can create safety—starting with how they react to bad news🫣 The uncomfortable truth: vulnerability is a leadership skill, not a personality trait🧠 The connection between psychological safety and employee mental health🔄 The ripple effects: how safety impacts performance, innovation, engagement, and retention🧠 Resources Mentioned:📘 The Fearless Organization by Amy Edmondson – the foundational book on psychological safety Buy it here📕 Formula X by Jurriaan Kamer & Rini van Solingen – how to speed up business without burning people out Check it out here📄 Harvard Business Review article on What Psychological Safety Looks Like in a Hybrid Workplace📎 Google’s Project Aristotle – research showing psychological safety is the top trait of successful teams Read the summary👤 About Our Guest: Jurriaan KamerJurriaan Kamer is an organizational designer, agile transformation expert, and co-author of the bestselling book Formula X. He helps companies break free from outdated structures and bureaucracy to build high-performance teams with a human-first approach.Jurriaan regularly consults with Fortune 500 companies and fast-growing startups, guiding them to create adaptive, empowering workplaces where people can thrive.🔗 Connect with Jurriaan:Website: https://jurriaankamer.com & unblock.works LinkedIn: linkedin.com/in/jurriaankamerBook: Formula X💬 Quote Worth Sharing:“Psychological safety isn’t about removing discomfort—it’s about creating the conditions where people feel safe enough to speak uncomfortable truths.” — Jurriaan KamerSubscribe to Dear HR Diary for weekly episodes that dish out the raw, real, and refreshingly honest truth about leading people. Because managing humans is messy—and we’re here to help you do it better.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailStartups are sexy—until you realize they run on caffeine, chaos, and people who are trying to do five jobs at once. In this episode of Dear HR Diary, I chat with the brilliant Isar Bhattacharjee, startup whisperer, culture builder, and people strategist, about the beautiful, messy, fast-paced world of startups—and the very real people challenges they face.Isar and I unpack the realities behind startup hype, from the invisible organizational debt that builds up faster than your Slack notifications, to why feedback without follow-through is just noise. If you’ve ever been in a startup, supported one, or even dreamed about launching your own—this is the conversation you didn’t know you needed.🔥 What We Covered:The unique people challenges in startups—and why HR can't be an afterthoughtWhat the heck is organizational debt and how it quietly kills cultureCreating a delivery culture that doesn’t burn people outWhy employee engagement is critical even when you're building the plane while flying itThe role of feedback, follow-through, and psychological safetyLearning and development when your entire team is learning on the jobHow to drive recognition and motivation in high-growth, high-pressure environments💡 Quote from Isar: "Startups think speed is the advantage—but trust, clarity, and culture are what make speed sustainable."🎯 This episode is for HR leaders, startup founders, and anyone navigating the wild ride of early-stage growth. Grab your coffee, and let’s get real about the people side of startups.📎 Resources & Links:Connect with Isar Bhattacharjee: https://www.uncover.business/LinkedIn: https://www.linkedin.com/in/isar-bhattacharjee/Explore Manage With Hart’s support for startups: managewithhart.com📲 Like what you heard? Don’t forget to subscribe, rate, and share! Tag a startup leader who needs to hear this. Your people will thank you (eventually, when they stop putting out fires).#DearHRDiary #StartupCulture #PeopleStrategy #EmployeeEngagement #OrganizationalDebt #HRInStartups #FeedbackCulture #RecognitionMatters #ManageWithHartSupport the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this episode of Dear HR Diary, I sit down with Michelle Merritt—Chief Strategy Officer at D&S Executive Career Management, Board & Executive Career Coach, and all-around StrengthsFinder guru—to unpack how understanding and owning your strengths can completely transform your work, your relationships, and even your job search. (Spoiler alert: It's not about fixing your weaknesses—it's about maximizing your magic.)Together, we explore the power of the CliftonStrengths assessment and what it really means to lead, work, and grow from a strengths-based perspective. Whether you're a new manager trying to build a better team, a job seeker figuring out your next move, or a leader looking to boost engagement and productivity, Michelle brings practical, real-world wisdom you can actually use.💥 What we cover in this episode:What is CliftonStrengths, and why it’s so much more than just another personality quizHow identifying your strengths can be a game-changer for career developmentPractical ways to use StrengthsFinder in team dynamics and leadershipWhy leaning into your strengths improves workplace engagement and job performanceThe role of strengths in navigating job transitions and interviewsHow understanding your top strengths can improve communication and relationships—yep, even at home!💡 Quote from Michelle: "When we start building teams around strengths instead of roles, everything changes. People don’t just work better—they feel better."🎯 Whether you're in HR, management, or just figuring out what lights you up—this episode is a must-listen.🔗 Links & Resources:Learn more about Michelle Merritt: https://www.dscareermanagement.com/LinkedIn: https://www.linkedin.com/in/michellemerritt/Take the CliftonStrengths Assessment: https://www.gallup.com/cliftonstrengthsWork with us at Manage With Hart: managewithhart.com📲 Let’s Connect: Like what you heard? Rate and review the show, and share this episode with someone who’s ready to lean into their strengths. And don’t forget to follow Dear HR Diary for your weekly dose of honest, hilarious, and heart-driven leadership insight.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this powerful episode of Dear HR Diary, we dive deep—not into policies or platitudes, but into the real, human heartbeat of DEI—with the brilliant Luaskya Nonon, Esq., an employment attorney and diversity, equity, and inclusion strategist who brings both legal insight and lived experience to the conversation.Together, we break down what DEI really means (spoiler: it’s not just a training module), why individual experiences and identities matter, and the role that every manager plays in making workplaces more inclusive—not just for some, but for everyone.We talk about the sticky stuff: the challenges that stall progress, the uncomfortable truths about workplace culture, and how managers can stop treating DEI as someone else’s job and start weaving it into every interaction, meeting, and policy decision.If you’re a manager, HR pro, or leader who wants to move from checkbox diversity to actual inclusion—you need this episode in your ears.What You’ll Learn in This Episode:🌍 What DEI really is (and what it’s not) 👥 Why personal experiences and perspectives are central to true inclusion 🧠 How to create safe spaces where employees feel seen, valued, and heard 👩🏽‍💼 The manager’s role in championing inclusive practices—every day, not just on DEI training day 📉 What gets in the way of real progress—and how to push through it 📆 Why age, identity, ability, and background are all part of the DEI equationResources & Connections:🔗 Connect with Luaskya Nonon, Esq. on LinkedIn – https://www.linkedin.com/in/luaskyanonon/ 🌐 Learn more about her DEI work – https://equityprinciple.com/💬 DEI isn’t about checking a box—it’s about changing behavior, systems, and mindsets. This conversation is a must-listen for anyone ready to lead with empathy, equity, and courage.Subscribe, share, and send this episode to a leader who needs to hear it.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this episode of Dear HR Diary, I’m joined by the brilliant Sarena Diamond—change strategist, leadership whisperer, and champion of the human side of transformation. Together, we dig into one of the most challenging (and often mishandled) topics in the workplace: change management.We’re not talking about the dry, corporate buzzword version. Nope. We're talking real talk about what change feels like, why humans resist it (spoiler: it’s not because they’re stubborn), and how leaders can either fuel resistance or become powerful agents of smooth transitions.In this episode, we explore:Why change triggers resistance (Hint: it’s all about safety, not defiance)The emotional layers behind change—fear, uncertainty, and identityThe crucial role of leaders in managing change, not mandating itPractical strategies for communicating, listening, and actually supporting people through transitionThe biggest mistakes organizations make during change initiatives (and how to avoid them)Sarena shares wisdom from years in the trenches, and we get into the very human side of what it takes to navigate disruption—gracefully, effectively, and without burning your people out.Whether you’re leading change, surviving it, or somewhere in between, this episode gives you the tools and perspective to handle it with heart (and a plan).📌 Takeaways for HR and Leaders:Change without communication = chaosResistance is a signal, not a problemLeaders must go first—emotionally and behaviorallyCulture doesn’t shift by accident; it requires intention🎧 Listen in if you’ve ever thought:“Why is everyone pushing back?”“How do I lead this change without losing the team?”“Why does every change initiative feel like a battle?”Because HR isn’t just about policy—it’s about people. And change? It's personal.Resources & Links:🔗 Connect with Sarena on LinkedIn: https://www.linkedin.com/in/sarena-diamond/🌐 Visit Sarena’s website for more insights – https://diamondsolutionsgroupllc.com/Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailThis week on Dear HR Diary, we crack open the brain(s)—yes, plural—with neuroscientist, executive coach, and author Carlos Davidovich, to explore how understanding the science behind our behavior can transform the way we lead.Carlos introduces us to the concept of Five Brain Leadership, where instinct meets intellect, emotion meets logic, and your internal team of brains—yes, from the gut to the heart—can either sabotage or supercharge your leadership.We dive into his groundbreaking work, his book Five Brain Leadership: How Neuroscience Can Help You Master Your Instincts and Build Better Teams, and real-life ways you can harness brain science to become a more effective, aware, and balanced leader.This episode is part science, part soul, and 100% essential for anyone leading people in today’s complex workplaces.In This Episode, You’ll Learn:🧠 What the five brains are—and how they impact every decision you make 🫀 Why your heart and gut aren’t just metaphors—they’re full-blown neural hubs 🧩 How to align your “internal team” to show up as your best leadership self 🪞 The power of mindset: fixed vs. growth, and how to spot the difference in yourself and others 🧬 Why neuroscience is the future of leadership development 📚 Insights from Carlos’s book that every people leader should readResources & Links:📘 Five Brain Leadership by Carlos Davidovich – https://www.amazon.co.uk/dp/1774582732?ref_=cm_sw_r_cp_ud_dp_WSBJ30Q8X7V5CW3S7BE3 🔗 Connect with Carlos on LinkedIn: https://www.linkedin.com/in/carlosdavidovich/ 🌐 Visit Carlos’s website for more insights – https://www.carlosdavidovich.com/en/home-eng/🧠 If this episode made your inner brain nerd geek out (same), don’t forget to subscribe, share, and leave a review. This isn’t just leadership—it’s neuroleadership.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailThis week on Dear HR Diary, Dawn Hart sits down with the unapologetically bold and brilliantly insightful Katherine McCord—a speaker, entrepreneur, and fierce advocate for inclusive innovation in HR. Together, they dive into a conversation that every HR pro, leader, and employee needs to hear: the truth about how HR is perceived, the power of boundaries, and the vital importance of honoring your personal limits.Forget the outdated image of HR as the “fun police”—Katherine shares how HR can (and should) be a force for empowerment, clarity, and humanity in the workplace. We also talk real-life tips for setting boundaries without guilt, why respecting your own capacity is a radical act of self-leadership, and how to navigate those blurry lines between helping and enabling.💥 This episode is for anyone who's ever felt drained, stretched too thin, or misunderstood in their role. Spoiler alert: Setting boundaries is not just self-care—it’s smart leadership.What You’ll Learn in This Episode:👀 Why HR still gets a bad rap—and what we can do to change the narrative🚧 How boundaries create psychological safety and prevent burnout🧠 The connection between personal limitations and professional excellence❤️‍🔥 The difference between being helpful and becoming someone’s emotional sponge📣 How to advocate for yourself without burning bridgesLinks & Resources:Connect with Katherine McCord on LinkedIn: https://www.linkedin.com/in/katherine-mccord-093bb343/Learn more about her work at Titan Management: https://www.linkedin.com/company/titan-management-usa/posts/?feedView=allFollow Dear HR Diary for more unfiltered HR truth-telling🔥 If this episode lit a fire under you, please subscribe, rate, and share with your favorite boundary-loving colleague. HR deserves better—and so do you.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailGet ready for a no-fluff, high-impact conversation! In this episode of Dear HR Diary, I sit down with Jason Roberts, leadership powerhouse and workplace culture evangelist, to tackle the real-deal topics every manager and employee should hear (but rarely do).We dive deep into what it really takes to transform workplace culture — hint: it's not free pizza Fridays or "mandatory fun" Zoom happy hours. 🍕🥴 It's about leadership that empowers, empathy that connects, and a mindset that refuses to quit when adversity comes knocking (which it will).Jason shares a blueprint for success that's as practical as it is inspiring, loaded with strategies around emotional management, team dynamics, and — everybody’s favorite underdog hero — the underestimated power of consistency and simply showing up.If you're ready to ditch the "toxic positivity" and start building a culture that actually gets results and feels good to be part of, this one's for you.🧠 Key Topics We Cover:Empowering Leadership and Team Dynamics: How real leaders unlock their teams’ best work without micromanaging or becoming the office's "cool mom."Empathy in Management: Why it’s not just a buzzword — and how empathy can skyrocket trust, retention, and results.Overcoming Adversity and Mindset Shifts: Life’s gonna life. Here’s how to lead yourself (and your team) through the messy middle.The Power of Consistency and Showing Up: Forget the grand gestures; real leadership is built on the small things done over and over again.Blueprint for Success: Jason’s personal, battle-tested framework for leading teams that thrive, even in tough times.Emotional Management: The real “X-factor” skill nobody teaches managers (but every great one masters).🎧 Why You Should Listen:This isn’t another fluffy “leadership is important” pep talk. Jason breaks it down with real-world strategies, relatable stories, and a whole lot of heart. Whether you're leading a team of five or five hundred, you’ll walk away with practical tools you can use immediately — and a whole new fire in your leadership belly.Contact Jason Roberts:website: https://jasonroberts.tv/Instagram: https://www.instagram.com/coachjasonroberts/ YouTube: https://www.youtube.com/channel/UCVY4qdX4A-GnTFbffYxG4EASupport the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailBuckle up, friends — because chaos isn't just coming. It’s already sitting at your conference table, sipping bad coffee, and emailing you at 7 p.m.In this episode, I sit down with the fantastic Summer Jelinek, leadership expert and former Disney leader, to talk about the swirling, messy reality of chaos in today’s workplace. Spoiler alert: Chaos isn't always bad. But leaders who ignore it? Yeah... that's when the real trouble starts.We dive headfirst into the real, raw impact of chaos on work and life, and more importantly, how you, your team, and your sanity can actually survive — and even thrive — in the midst of it.In This Episode, We Cover:🔥 What Chaos Really Means in Leadership Today: It's not just spilled coffee and missed deadlines. (Although... there’s that too.)📉 The Impact of Workplace Chaos on Your Life: Spoiler: chaos at work doesn’t stay at work.🧹 Redefining Dependability and Work Expectations: Because "always available" is not a personality trait, folks.🧓🧑‍🦰 Generational Perspectives on Chaos: Yes, Gen Z and Boomers are looking at this whole “chaos thing” very differently. And yes, it matters.🔧 Strategies for Controlling the Chaos You Can Control: Newsflash: you can’t fix everything, but you can stop making it worse.💪 Empowering Your Team and Redefining Success: Maybe success isn't "doing it all" — maybe it’s "surviving with style."🧘 Finding Balance and Centering Yourself in the Middle of the Madness: Your peace of mind deserves a spot on your to-do list. (Right after “send 14th follow-up email.”)Why You’ll Love This Episode: If you’ve ever felt like you’re juggling flaming swords at work while riding a unicycle... this episode is your new best friend. Summer brings real-world wisdom, smart strategies, and just the right amount of tough love.🎧 Listen Now! Grab your favorite beverage (may I suggest something stronger than coffee?) and hit play. It’s time to stop surviving workplace chaos and start owning it.About Our Guest: Summer Jelinek is a seasoned leadership expert, keynote speaker, and a proud graduate of the Disney School of Leadership (yes, that Disney). She's passionate about teaching leaders how to embrace the chaos — without losing their minds or their people.Contact: Summer JelinekLinkedIn: linkedin.com/in/summerjelinekWebsitessummerjelinek.com (Company)youtube.com/summerjelinek (Blog)Phone: 337-764-3866 (Mobile)Email: [email protected] the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this episode, we pull up our colorful socks and step into a conversation with Samuel Moses, the brilliant and bold founder behind Sockrates Custom Socks. What started as a fun, fashionable idea became a full-blown culture brand—and today, we dig into the business smarts, team culture, and leadership lessons behind this sole-ful success.Samuel shares how custom socks became more than swag—they became statements. We dive into building a purpose-driven brand, how he created a team that walks the talk (and the sock), and why intentional culture best fits retention, performance, and creativity.Oh, and we promise—we don’t toe the line on this one. 😉🧠 In This Episode, We Cover:The story behind Sockrates and its meteoric riseHow creativity + culture can drive team engagementWhy branded swag needs to be more than just stuffSamuel’s thoughts on the importance of employee recognitionThe sock that started it all (you know we had to ask!)Research Articles✔️ https://www2.deloitte.com/us/en/insights/focus/human-capital-trends/2023/future-of-workforce-management.html✔️ https://www.quantumworkplace.com/future-of-work/importance-of-employee-recognition✔️https://www.achievers.com/blog/why-employee-recognition-important-benefits/🎧Contact Sam MosesLinkedIn:https://www.linkedin.com/in/sammoses/Website: https://www.sockratescustom.com/Phone: 18333838817Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailGet ready to go way beyond "just a number"! In this Part II episode of our Enneagram series, we're bringing the heat 🔥 with Libby Cole, Certified Enneagram Coach and fan-favorite guest. This time, we’re deep diving into all 9 Enneagram types—what makes them tick, how they show up at work, and most importantly, how to manage each one effectively (without losing your sanity).Whether you're a no-nonsense Type 8, a harmony-seeking Type 9, or a detail-loving Type 1, this episode is your practical guide to making the Enneagram work for work.In This Episode, We Cover:✨ A quick refresher on the 9 Enneagram types (because yes, we all need the cheat sheet again)🧠 What motivates each type—and what drives them up the wall💼 Tips for leading, managing, and collaborating with each type (Spoiler: What works for a Type 2 will not work for a Type 5)🔍 Real-talk examples of each type in the workplace: the helper, the achiever, the loyal skeptic, and more💬 How self-awareness through the Enneagram can reduce conflict, build trust, and make your team strongerTakeaways You’ll Love:✔️ Specific phrases, approaches, and feedback styles that work best with each type ✔️ What not to say to certain types if you want to keep morale intact ✔️ A new perspective on that one co-worker who always seems a little... extra (we all have one) ✔️ Why knowing your own type as a leader is the ultimate power move🎧 Listen Now & Share Your Thoughts!Have you discovered your Enneagram type? How has it impacted your life? Drop us a comment or message—we’d love to hear from you!🔗 Connect with Libby Cole:LinkedIn: linkedin.com/in/libbyelliscoleWebsite: expandcandc.com Email: [email protected]📌 Follow & Subscribe:🔹 Manage With Hart on LinkedIn🔹 Dear HR Diary on Apple Podcasts, Spotify, and more!Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhartSupport the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this insightful first part of a two-part series, I sit down with Enneagram expert Libby Cole to explore the fundamentals of the Enneagram and its impact beyond just personality types. We dive into the importance of the Enneagram, its transformative power in relationships, and how understanding your Enneagram type can lead to personal and professional growth. We also share our Enneagram journeys and discuss the challenges and insights of self-discovery. Whether new to the Enneagram or looking to deepen your understanding, this episode is packed with valuable takeaways!What We Discuss in This Episode:✅ Introduction to the Enneagram – What it is and why it matters ✅ Understanding the Basics – The nine types and their significance ✅ Beyond Personality Types – How the Enneagram Goes Deeper Than Surface Traits ✅ Personal Experiences – Our journeys with the Enneagram ✅ Transformative Power in Relationships – Using the Enneagram for better communication and connection ✅ How to Discover Your Type – Tips, resources, and common misconceptions ✅ Challenges & Insights – What makes the Enneagram complex yet powerful ✅ The Enneagram in Professional Settings – How leaders and teams can benefitAbout Our Guest: Libby Cole is a Certified Enneagram Coach, Speaker, and Consultant who specializes in helping individuals and teams harness the power of the Enneagram for personal and professional development. She brings a wealth of knowledge and a passion for guiding people toward self-awareness, emotional intelligence, and stronger relationships.💡 Stay Tuned for Part 2! In the next episode, we’ll dive deeper into applying the Enneagram for leadership, team dynamics, and growth.🎧 Listen Now & Share Your Thoughts! Have you discovered your Enneagram type? How has it impacted your life? Drop us a comment or message—we’d love to hear from you!🔗 Connect with Libby Cole: LinkedIn: linkedin.com/in/libbyelliscoleWebsite: expandcandc.com Email: [email protected]📌 Follow & Subscribe: 🔹 Manage With Hart on LinkedIn 🔹 Dear HR Diary on Apple Podcasts, Spotify, and more!Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this insightful episode of Dear HR Diary, host Dawn Hart sits down with returning special guest Dr. Anne Welch to discuss the realities of work-life integration as a parent. They explore working parents' challenges, the importance of organizational support, and how companies can foster a culture of care. Dr. Welch shares strategies for flexibility, trust, and innovative workplace policies that empower parents to thrive personally and professionally.Key Topics Discussed: ✅ The real challenges of balancing work and parenthood ✅ Why companies must prioritize support for working parents ✅ Creating a culture of care in the workplace ✅ How flexibility and trust lead to higher engagement and retention ✅ Innovative policies that help working parents succeedWhy You Should Listen:Whether you're a working parent juggling multiple roles or an employer striving to build a supportive environment, this episode is packed with actionable insights. Dr. Welch and Dawn dive deep into the evolving workplace landscape and share real-world strategies for making work-life integration a reality.Connect with Dr. Welch:🔗LinkedIn: https://www.linkedin.com/in/drannewelsh/ Website: https://www.drannewelsh.com/Connect with Us: 🔗 Follow Dawn Hart & Manage With Hart on LinkedIn 🎙️ Subscribe to Dear HR Diary for more candid conversations on leadership & workplace culture#WorkLifeIntegration #WorkingParents #HRLeadership #FlexibilityAtWork #CultureOfCareSupport the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan Mail Episode OverviewToxic workplaces don’t just make you dread Mondays—they can seriously affect your mental health, productivity, and even your physical well-being. In this episode, we’re diving deep into what makes a workplace toxic, how it impacts employees long-term (including PTSD), and strategies for healing and moving forward.If you’ve ever left a job feeling drained, undervalued, or even traumatized, you are NOT alone. We’ll explore real-life examples of toxic workplaces, statistics on workplace trauma, and expert-backed recovery strategies to help you reclaim your confidence and professional happiness.🛑 Signs of a Toxic WorkplaceA toxic work environment can be subtle or outright destructive. Some common signs include:✅ Micromanagement & Lack of Trust✅ Poor Leadership & No Accountability✅ Constant Fear of Retaliation or Job Loss✅ Unrealistic Workloads & Burnout✅ Workplace Bullying, Harassment, or Discrimination✅ No Work-Life Balance or Boundaries💡 Did you know? A 2023 study found that 62% of employees say their workplace negatively impacts their mental health, and 1 in 4 employees report experiencing PTSD-like symptoms from work-related stress.🧠 Can You Experience PTSD from a Toxic Workplace?Yes. In Part II, we will discuss what that looks like and the steps you can take to help yourself.📌 Question for Listeners: Have you ever felt lingering anxiety or fear about work, even after leaving a toxic job? Please share your experiences with usGot a question about navigating workplace toxicity? Send it in for a future episode!📞 Resources & SupportIf you’re struggling in a toxic workplace, here are some resources to help:📌 Mental Health Support: National Alliance on Mental Illness (NAMI) – 1-800-950-6264📌 Workplace Harassment Help: EEOC (Equal Employment Opportunity Commission) – 1-800-669-4000📌 Legal & Labor Rights: U.S. Department of Labor📌 Workplace Trauma Support: The Workplace Bullying Institute🎙️ Final Thought: No job is worth your health. You deserve a workplace where you feel valued and respected.👉 Subscribe to "Dear HR Diary" for more insights on leadership, workplace culture, and career growth.🔗 Follow us on LinkedIn: Manage With Hart🔗 Connect with Dawn Hart: LinkedInSupport the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this insightful episode of Dear HR Diary by Manage with Hart, host Dawn Hart sits down with Julie Livingston to explore the dynamic relationship between Public Relations (PR) and Human Resources (HR) and how their collaboration can transform workplace culture. Dawn and Julie discuss the importance of interdepartmental collaboration, aligning PR and HR messaging, and how employees can become effective brand ambassadors.Together, they uncover best practices for consistent messaging across departments and share actionable tips for fostering employee representation that reflects the company’s values. Whether you’re an HR leader, a communications professional, or a business leader looking to break down departmental silos, this episode is packed with valuable insights to strengthen your internal and external brand.Key Takeaways:✅ The Power of PR & HR Collaboration – How these two departments can align to shape a cohesive employee and external brand experience.✅ Messaging Consistency Matters – Why unified communication across departments enhances brand trust and transparency.✅ Employees as Brand Ambassadors – Strategies to empower employees to represent your organization authentically.✅ Best Practices for Employee Representation – Proven techniques to ensure employees reflect the company’s mission and values in public and internal spaces.✅ Fostering Collaboration – Practical steps to break down silos and create a culture of partnership across departments.About Our Guest:Julie Livingston is a seasoned communications expert who bridges the gap between Public Relations and Human Resources. With years of experience helping organizations craft cohesive messaging and empowering employees to represent their brand, Julie brings unique insights into fostering collaboration and maintaining a strong, consistent voice.Listen Now:Tune in to discover how aligning PR and HR efforts can strengthen your organization’s culture, elevate your brand, and engage employees as powerful company advocates.Connect with Julie Livingston:LinkedIn: https://www.linkedin.com/in/julielivcomms/Website: http://www.wantleverage.com/Blog: https://wantleverage.com/blog/linkedin-video-tab-10-tips-for-leveraging-the-new-in-feed-carousel/Email: [email protected] the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this insightful episode of Dear HR Diary by Manage with Hart, host Dawn Hart welcomes special guest Robert Brill, an expert in advertising and entrepreneurship. Together, they dive into the risks of employment versus entrepreneurship, exploring what it means to step out on your own and build something from the ground up.Robert shares key strategies for effective advertising, breaking down why understanding advertising is crucial—whether you're growing a business, managing a team, or navigating corporate life. They discuss how advertising isn't just about selling a product but also about building relationships, trust, and visibility—factors that are essential in any professional setting.Through their conversation, Dawn and Robert connect the dots between advertising, leadership, and the workplace, showing how the same principles that drive successful marketing campaigns can also drive employee engagement, brand awareness, and business success.Key Takeaways:🔹 The risks and rewards of entrepreneurship vs. traditional employment🔹 Why advertising matters—even if you’re not in marketing🔹 How to create advertising strategies that work🔹 The role of branding and messaging in business success🔹 How advertising principles apply to team leadership and workplace cultureTune In Now:Don’t miss this conversation packed with practical insights and real-world applications for anyone looking to understand advertising and its impact on business and career growth.💬 Join the Conversation:What’s your experience with advertising—whether in business or in your career? Let us know in the comments or tag us on social media! #DearHRDiary #ManageWithHart #Entrepreneurship #Advertising #LeadershipConnect with Robert:Website: https://brillmedia.co/LinkedIn: https://www.linkedin.com/in/robertbrill/Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this enlightening episode of Dear HR Diary by Manage with Hart, host Dawn Hart is joined by Debra Boggs, CEO of D&S Executive Career Management. Debra is an Executive Job Search & Board Candidate Expert, a Corporate Outplacement Leader, a Forbes NEXT 1000 Entrepreneur, and an enthusiastic people connector. Together, they dive deep into executive career management, unpacking challenges and opportunities in today’s job market.What You’ll Learn in This Episode:Unique Challenges of Executive Job Searches: Insights into executives' distinct hurdles when seeking new opportunities.Navigating Ageism in Executive Roles: Strategies to overcome biases and highlight experience as a strength.Current Job Trends and Insights: Understanding the shifting landscape of the job market and how it impacts executives.Shifting Motivations in Executive Compensation: Exploring how priorities around benefits and work-life balance are evolving.Key Takeaways for Job Seekers: Actionable advice for standing out in a competitive executive job market.Key Highlights:Debra shares the importance of personal branding and how it aligns with board candidacy and executive leadership roles.Practical tips for building and leveraging networks effectively as an executive job seeker.An in-depth discussion on the value of emotional intelligence and adaptability in executive positions.Connect with Debra Boggs:Website: http://www.dscareermanagement.com/LinkedIn: https://www.linkedin.com/in/debraboggs/Don’t Forget to Subscribe and Share!If you enjoyed this episode, make sure to subscribe to Dear HR Diary by Manage with Hart and leave us a review. Sharing is caring—let your network know about this insightful conversation!Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this enlightening episode of Dear HR Diary by Manage With Hart, I sit down with Bonnie Davis to explore what it truly means to create a human-centered workplace. With a focus on communication, generational perspectives on feedback, and empathy-building, this conversation offers actionable insights for HR professionals, leaders, and anyone interested in fostering a more people-centric work environment.Episode Highlights:1. What is a Human-Centered Workplace?Bonnie Davis explains the core principles of human-centered workplaces, emphasizing that these environments prioritize employees' well-being, growth, and individuality. Companies can drive engagement, productivity, and long-term success by fostering trust, respect, and inclusion.2. The Role of Communication in Human-Centered WorkplacesCommunication is at the heart of human-centered workplaces. We discuss how clear, honest, and empathetic communication can help build stronger relationships between leaders and employees. 3. Generational Perspectives on FeedbackBonnie dives into how different generations approach feedback in the workplace. While younger employees may crave regular, real-time feedback, more seasoned employees might prefer structured, periodic reviews. Understanding these differences can help leaders tailor their communication strategies to meet their teams' needs better.4. Building Empathy in the WorkplaceEmpathy is a critical skill for today’s leaders. We discuss practical ways to build empathy within teams, including active listening, recognizing individual challenges, and fostering a culture of mutual respect. Key Takeaways:Human-centered workplaces prioritize employee well-being and individuality.Effective communication builds trust and fosters open dialogue.Understanding generational differences in feedback preferences can enhance leadership effectiveness.Empathy is a vital leadership skill that can improve workplace culture and employee engagement.Practical Tips for Leaders:Develop Active Listening Skills: Practice active listening to show employees their voices are heard and valued.Tailor Your Feedback Approach: Adapt your feedback style to suit the preferences of different generations in your team.Create Safe Spaces: Encourage open conversations by creating a culture where employees feel safe to share their thoughts and concerns.Lead with Empathy: Show genuine care for your team members by acknowledging their unique challenges and offering support when needed.Connect with Our Guest:Bonnie Davis on LinkedIn: https://www.linkedin.com/in/bonniedavis01/Website: https://huworkteam.com/Stay Connected with Manage With Hart:Website: www.managewithhart.comLinkedIn: https://www.linkedin.com/company/manage-with-hart/?viewAsMember=trueInstagram: @managewithhartSubscribe & Review: If you enjoyed this episode, please subscribe to Dear HR Diary and leave a review! Your feedback helps us bring more insightful conversations to the HR community.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan Mail Starting the New Year Right with Effective Leadership CommunicationWelcome to Season 2 of Dear HR Diary by Manage with Hart! We’re kicking off the new year with an insightful episode featuring leadership expert Julie Holunga. Julie brings a wealth of knowledge on leadership challenges, conflict resolution, and effective communication—key topics for managers looking to start the year on the right foot.Episode Highlights:The Biggest Leadership Challenges Managers Face:Julie sheds light on common hurdles leaders encounter, such as navigating difficult conversations, balancing empathy with accountability, and overcoming the fear of conflict.The Importance of Effective Communication in Leadership:Why clear and transparent communication is foundational to building team trust. Learn actionable tips on how leaders can enhance their communication style to foster stronger employee relationships.Navigating Conflict in the Workplace:Conflict is inevitable, but it doesn’t have to be feared. We discuss how leaders can shift their mindset to see conflict as an opportunity for growth.Empathy in Leadership:The power of empathy in leadership is discussed. Understanding your team’s perspectives can help leaders navigate difficult conversations more effectively and build trust.The Role of Trust in Conversations:Trust is the cornerstone of any successful leadership strategy. We discuss why it’s essential to handle challenging discussions.Practical Tips for Managers to Handle Difficult Conversations:Get step-by-step guidance on how to prepare for and approach difficult conversations. From managing emotions to focusing on solutions, she shares invaluable insights that every manager can apply immediately.Key Takeaways:Embrace conflict as a natural part of leadership and an opportunity for growth.Build trust through consistent, clear, and empathetic communication.Practice active listening to understand your team’s concerns and needs truly.Prepare for difficult conversations by focusing on solutions and managing emotions.Start the year by setting a positive tone in leadership communication—it will set the foundation for a productive and engaged team.About Our Guest:Julie Holunga is a leadership coach and speaker who works with high-achieving professionals to help them lead purposefully, communicate effectively, and navigate workplace challenges. With years of experience in executive coaching, Julie has helped countless leaders elevate their skills and build stronger, more cohesive teams.Final Thoughts:As you enter the new year, remember that leadership is a journey. Effective communication is the key to building trust, resolving conflicts, and fostering a thriving workplace culture. Take Julie’s advice to heart and make 2025 your best leadership year yet!Connect with Julie Holunga:Website: https://julieholunga.com/LinkedIn:https://www.linkedin.com/in/julieholunga/Until next time, keep leading with heart! ❤️And as always - Stay Fabulous!Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this episode of Dear HR Diary by Manage with Hart, host Dawn Hart sits down with Rita Goodroe, J.D. Community Building Consultant & Business Strategist, to dive into topics that hit at the core of personal and professional growth.Together, they explore:Overcoming Fear and Control: Practical ways to address fear that holds us back and how to let go of the need to control outcomes.Imposter Syndrome and Authenticity: Strategies to confront feelings of inadequacy and embrace your true self.Defining Who You Are: Why clarity in your identity is essential for personal growth and professional success.Practical Exercises for Self-Reflection: Simple but impactful ways to uncover your strengths and areas for improvement.The Importance of Authenticity in Hiring: How aligning your hiring process with authenticity can build stronger teams and a healthier workplace culture.Rita shares actionable insights and relatable stories that resonate with anyone striving to be their best self while creating meaningful connections with others. This conversation is a must-listen for HR professionals, managers, and anyone looking to grow as a leader.Key Takeaways:Fear and imposter syndrome can be transformed into opportunities for growth.Authenticity isn’t just a personal trait; it’s a leadership superpower.Self-reflection leads to more aligned and intentional decisions in both life and work.Connect with Rita Goodroe:Find Rita on LinkedIn: https://www.linkedin.com/in/ritagoodroe/or visit her website https://www.ritagoodroe.com/ for more on her inspiring work.Tune in to Dear HR Diary for this empowering discussion! Don’t forget to subscribe and leave us a review to help spread the word.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailEpisode Title:  FOMO, Anxiety, and Engagement: Navigating Work Culture After the Pandemic with guest Scott RuppIn this episode of Dear HR Diary by Manage with Hart, host Dawn Hart sits down with Scott Rupp to explore the profound shifts in work culture since the pandemic. Together, they unpack:The Pandemic's Cultural Impact: How the pandemic reshaped organizational norms and employee expectations.Post-Pandemic Employee Values: The evolving priorities of employees and how leaders can better understand them.The Disconnect: What’s causing the gap between employee expectations and employer actions, and how to bridge it.Employee Engagement: Why it matters now more than ever and actionable ways to foster it.Leadership Strategies: Insights on effective leadership in a hybrid and ever-changing work environment.Workplace FOMO and Anxiety: The rise of these phenomena and their implications for productivity and morale.The Future of Work: Predictions for employee development and organizational evolution in the future.This conversation is packed with valuable insights for leaders, HR professionals, and anyone navigating the complexities of the modern workplace.Key Takeaways:Reconnect with employees by aligning company culture with evolving employee values.Prioritize communication and flexibility to reduce disconnects and enhance engagement.Equip leaders with the tools to address workplace anxiety and foster an inclusive environment.Tune in for an enlightening discussion on creating a thriving work culture in a post-pandemic world!Links and Resources:Follow Scott Rupp on https://www.linkedin.com/in/scottrupp1/Websitesscottrupp.com (Company)psc.mo.gov (Company)Phone573-751-0582 (Work)[email protected] with Dawn Hart on LinkedIn for more insights.Subscribe to Dear HR Diary by Manage with Hart for weekly episodes.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailEpisode Overview: In this insightful episode, we welcome Dr. Danny Brassell, renowned reading ambassador, author, and motivational speaker, to discuss the transformative power of reading. Dr. Brassell shares his expertise on the importance of reading and communication in both personal and professional realms, delves into the science behind motivation and habit formation, and explores how regular reading fosters personal development and growth.Key Takeaways:The Role of Reading in Communication:Dr. Brassell explains how reading builds essential communication skills, including vocabulary expansion and comprehension.He discusses how reading widely and consistently enhances listening and speaking skills, enabling better workplace and personal relationships.Building Motivation and Habits:The conversation moves into habit formation, with Dr. Brassell sharing strategies for creating sustainable reading habits.He offers practical tips on building motivation to read, especially for busy professionals, emphasizing starting small and integrating reading into daily routines.Personal Development Through Reading:Dr. Brassell highlights how reading promotes continuous learning and personal growth.He underscores the mental and emotional benefits of reading, such as increased empathy, resilience, and critical thinking.Real-Life Examples and Recommended Reads:Dr. Brassell shares real-life stories of individuals whose lives were transformed by developing a reading habit.He also provides a curated list of book recommendations to spark inspiration and motivation for listeners.Listener Challenge: For this episode’s listener challenge, Dr. Brassell encourages tuning out digital distractions and dedicating just 10 minutes daily to reading.This episode is packed with motivational insights and practical advice on how reading can significantly impact our communication skills, work habits, and overall quality of life. Tune in to discover how to start (or rekindle) a reading habit and how it can transform your personal and professional life.Dr. Danny Brassell Contact information:LinkedIn: https://www.linkedin.com/in/dannybrassell/Websitesdannybrassell.com (Personal)lazyreaders.com (Blog)facebook.com/dannybrassell (Personal)[email protected] the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this episode of Dear HR Diary, host Dawn Hart dives into a crucial topic impacting workplace culture today:  Respect at Work: Why Civility is the Key to Success. With increasing reports of incivility at work, this conversation explores why it has become a prominent issue, how it escalates, and what organizations and individuals can do to restore respect and civility.Key Discussion Points:Why Civility Has Become a Prominent Issue in the Workplace:Dawn unpacks the reasons why civility has come to the forefront, including increased stress levels, fast-paced work environments, and the impact of digital communication, which can often lead to misunderstandings.Reasons for the Escalation of Incivility:Contributing factors such as high workloads, unclear expectations, and poor management can fuel a toxic environment. Dawn also explores how remote work dynamics and the blending of personal and professional boundaries can exacerbate incivility.What Incivility Looks Like in the Workplace:The episode highlights common examples of incivility, including dismissive language, exclusion from discussions, passive-aggressive behavior, and lack of recognition or appreciation. These seemingly small actions can have big consequences on team morale and productivity.Six Practical Steps to Promote Civility in the Workplace:Dawn outlines actionable strategies that anyone can adopt to create a more civil, respectful environment:Lead by ExampleCommunicate Clearly and RespectfullySet Clear BoundariesRecognize and Reward CivilityProvide Training on Civility and Conflict ResolutionEncourage Self-Reflection and AccountabilityThe Importance of a Civil Workplace:Dawn emphasizes that a civil workplace isn’t just about being nice—it’s about fostering an environment where people feel safe, respected, and valued. This, in turn, drives employee engagement, productivity, and retention, and significantly reduces stress and burnout.Tune in to learn how fostering civility can transform your workplace and enhance collaboration, innovation, and employee well-being.Listen now to gain practical insights and takeaways for your HR and Management toolkit!Connect with Dawn:Website: www.managewithhart.comLinkedIn: https://www.linkedin.com/in/dawn-hart-sphr-shrm-scp-ma-5467062/Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this insightful episode of Dear HR Diary, host Dawn Hart sits down with Kathy Hadizadeh, a leadership expert and advocate for balancing emotional intelligence and mindfulness in leadership roles. Kathy shares her wisdom on navigating male-dominated industries, understanding change and burnout, and how leaders can create meaningful connections by balancing heart and mind. Together, they explore the emotional dynamics that influence leadership and offer practical advice on how to lead with empathy, resilience, and self-awareness.Key Topics Discussed:Balancing Heart and Mind in Leadership:Kathy delves into the critical balance between leading with both heart and mind. She explains how empathy and emotional intelligence can enhance decision-making and foster stronger relationships with teams.Emotional Intelligence in Leadership:Discover how emotional intelligence plays a pivotal role in leadership success. It allows leaders to navigate challenging situations, communicate effectively, and inspire their teams.Navigating Male-Dominated Industries:Kathy shares her experiences and strategies for thriving as a female leader in traditionally male-dominated fields. She advises building confidence and resilience and finding your voice in these environments.The Role of Mindfulness in Leadership:Learn how mindfulness practices can help leaders stay grounded, reduce stress, and lead with clarity and presence, especially when facing high-pressure situations.Understanding Change and Burnout:Kathy and Dawn discuss the connection between leadership and burnout, emphasizing the importance of understanding the emotional toll that change can have on teams. Kathy shares tips on recognizing and managing burnout in yourself and your employees.The Impact of Emotions on Leadership:Emotions play a significant role in leadership, influencing decision-making, relationships, and team dynamics. Kathy explains how leaders can harness the power of emotions to create a positive impact while remaining authentic.Key Takeaways:Emotional intelligence is a powerful tool for leaders to connect, motivate, and guide their teams.Mindfulness helps leaders stay calm, focused, and empathetic, even in challenging situations.Thriving in male-dominated industries requires confidence, resilience, and emotional awareness.Understanding the emotional impact of change is crucial to preventing burnout in teams.Call to Action:If you're a leader or aspiring leader, this episode is a must-listen for balancing leadership demands with emotional intelligence and mindfulness. Tune in to gain practical strategies for leading with both heart and mind.Guest Information:Kathy Hadizadeh is a leadership expert, advocate for mindfulness in the workplace, and speaker on emotional intelligence. With years of experience in leadership roles, particularly in male-dominated industries, Kathy provides invaluable insights into balancing heart and mind to lead effectively.Contact Info:LinkedIn: https://www.linkedin.com/in/kathyhadizadeh/Websites:HeartMindTuning.com (Company)HeartMindTuning.com (Blog)facebook.com/heartmindtuning (Other)Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this episode of Dear HR Diary by Manage with Hart, Dawn Hart sits down with special guest Zoe Routh to delve into the fascinating topic of "The Four Devils of People Stuff." Together, they explore how to develop a broader perspective within your organization and how to see things more clearly.Part One: ContextTo lead well, we need to understand the landscape in which we find ourselves. Zoe and Dawn discuss the developmental pathways that can help us navigate through the fog of leadership challenges, introducing an overarching map of the leadership territory.Part Two: The Practice of PerspectiveLearn to see better to lead better. This segment focuses on expanding how we look at issues and refining our ability to be discerning, balancing this with taking sensitive and sensible action. As Zoe insightfully points out, when we change the way we look at things, things don’t change – we do.Part Three: YOULeadership is deeply personal, and how we show up matters. In this segment, Zoe introduces the five core leadership Archetypes that can guide you on your journey and reveals the shadows we need to avoid. This discussion will help you be deliberate and intentional about the narratives you choose to guide your leadership style.They also dive deep into the tough challenges faced in the workplace, introducing the Four Devils: the Fire Bug, the Storm Driver, the Water Bomber, and the Ground Splitter. Each represents different challenging behaviors we encounter at work. Zoe shares insights into the hidden drivers behind these behaviors and, more importantly, offers practical strategies on how to handle them effectively.Tune in to learn how to recognize these devils, understand what's fueling them, and gain tools to navigate the complexities of workplace dynamics. Whether you're an HR professional, a manager, or a leader, this episode is packed with valuable takeaways to help you manage the people stuff better!Contact Zoe RouthLinkedIn: Zoe (Zoe Herbert) Routh  Website: www.zoerouth.com Get the Book: People Stuff — Zoë Routh (zoerouth.com)Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this episode of "Dear HR Diary," host Dawn Hart dives deep into the world of skilled trades, exploring the vital role they play in our economy and the incredible impact women are having on these traditionally male-dominated fields. Despite the challenges women face, they're proving that they belong and can thrive in the trades. We'll also offer practical solutions for how trade organizations, schools, and employers can encourage and support women who want to pursue a career in the trades.Key Topics Covered:The Importance of the Trades: Understanding how skilled trades keep our communities functioning and why they’re essential for economic growth.The Impact Women Have in the Trades: Highlighting women’s contributions to the trades and how they bring diversity, skill, and innovation to the industry.Statistics on Women in the Trades: Insightful data on the current landscape of women working in skilled trades, showcasing their growing presence.Real-Life Examples: Stories of women like Judaline Cassidy (Plumbing), Kayleen McCabe (Contracting), Tiffany Thompson (Electrician), Dawn Creyts (HVAC Technician), and Emily Pilloton-Lam (Carpentry), who are breaking barriers and inspiring others.Challenges Women Face: Addressing the stereotypes, workplace culture, and limited access to training that often prevent women from entering the trades.Encouraging Women to Enter the Trades: Practical steps that trade organizations, schools, and employers can take to create a more inclusive environment and attract more women to these rewarding careers.Why You Should Listen:Gain insights into the importance of the trades and how they’re evolving with more women entering the field.Learn about the challenges women face in the trades and actionable solutions for creating a more inclusive and welcoming environment.Discover real-life examples of women thriving in the trades and how they’re shaping the future of these industries.Resources Mentioned:WorkHers: Our mission is to provide education, mentorship and fellowship for women in the trades and to promote the opportunities for young people to pursue careers in the trades. https://www.workhersunited.comTools & Tiaras – Founded by Judaline Cassidy to introduce young girls to the trades: Tools and Tiaras | TOOLS & TIARAS INCWomen in HVACR – Supporting women in the HVAC industry with training, mentorship, and networking: Women in HVACR Girls Garage – A nonprofit organization teaching girls the skills needed for careers in construction and engineering: Girls Garage – Fear Less. Build More.National Association of Women in Construction (NAWIC) – A resource for women in construction, providing networking, education, and mentorship: NAWIC.ORGConnect with Us:Subscribe to "Dear HR Diary" on your favorite podcast platform to stay updated on future episodes.Follow Dawn Hart on LinkedIn for more insights on HR, leadership, and management. https://www.linkedin.com/in/dawn-hart-sphr-shrm-scp-ma-5467062/Share your thoughts and experiences about women in the trades by leaving a comment or review.Thank you for tuning in! If you enjoyed this episode, subscribe, share, and leave a reSupport the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailIn this episode, I am joined by the remarkable Jeremy Doran—speaker, coach, podcaster, and author. Together, we dive into the intriguing topic of communication, focusing on how to effectively engage with people who may seem "different" or challenging to understand.We Explore:The Need for Effective Communication:Jeremy explains why mastering communication is crucial, especially when interacting with individuals who might seem unconventional or difficult to relate to.Learn strategies to communicate clearly and empathetically with a diverse range of personalities.Challenges Faced by New Managers:Discover the unique challenges new managers encounter when trying to connect with their team members, particularly those who don’t fit the typical mold.Get practical tips for overcoming these challenges and building rapport.Understanding and Adapting to New Communication Styles:Insight into recognizing and adapting to various communication styles, including those that might be out of your comfort zone.Techniques to effectively engage with people who have unconventional ways of interacting.The Importance of Difficult Conversations:Why it's essential to approach tough conversations with openness and how to handle them with people who may have atypical communication styles.Strategies for addressing sensitive topics with empathy and clarity.Empowering Employees to Find Solutions:How to encourage a solution-oriented mindset among all team members, including those who might approach problems differently.Tips for supporting your team while respecting their unique perspectives.The Power of Asking Questions:The role of thoughtful questioning in bridging communication gaps and gaining a deeper understanding of those who may seem "weird" or unconventional.How asking the right questions can lead to meaningful interactions and insights.Tune In To Discover:How to navigate and excel in conversations with people who don’t fit the usual mold.Practical advice for new managers on connecting with a diverse team.The value of empathy, open-mindedness, and effective questioning in communication.Connect with Jeremy Doran:Follow Jeremy https://www.linkedin.com/in/jeremydoranspeaks/Visit his website: http://www.neuroconversantleadership.com/ for more resources and insights.Jeremy's Podcast: https://www.neuroconversantleadership.com/podcastDon’t miss this engaging discussion that will help you communicate more effectively with all kinds of personalities!📣 Subscribe to Dear HR Diary:Apple PodcastsSpotifyI Heart RadioStay tuned for more episodes of Dear HR Diary, where we bring you valuable insights from industry experts to help you navigate the world of HR and management.Have a question or a topic you want us to cover? Reach out to us at [email protected] or connect with us on Instagram: @managewithhartThanks for listening!Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Send us Fan MailShow Notes for Dear HR Diary by Manage with HartIn this insightful episode of Dear HR Diary, Dawn Hart is joined by Marcy Axelrod, an expert in leadership and personal development. Together, they dive deep into the significance of bringing your authentic self to the workplace and the transformative power of genuine connections and relationships with employees.Key Discussion Points:Showing Up as Your Authentic Self: Marcy emphasizes the importance of authenticity in the workplace. She shares her insights on how being true to oneself can foster a healthier work environment, improve engagement, and enhance productivity.The Power of Connection: Dawn and Marcy explore the vital role that connections and relationships play in the workplace. They discuss how building genuine relationships with employees can create a supportive and thriving company culture.Treating Others with Care: Treating employees with care and empathy is crucial to creating a positive work environment. Marcy highlights the impact of showing compassion and how it influences team dynamics and overall employee satisfaction.Choosing How We Show Up: The conversation also touches on the intentionality behind how we show up each day. Marcy offers practical advice on how leaders and employees alike can make conscious choices to be present, engaged, and aligned with their true selves at work.Actionable Takeaways:Be Yourself: Embrace your unique qualities and strengths. Authenticity builds trust and fosters stronger connections with your team.Prioritize Relationships: Invest time in getting to know your employees and building meaningful relationships that contribute to a positive work culture.Show Care and Empathy: Treat your colleagues with kindness and understanding. A little care goes a long way in creating a supportive environment.Choose Your Presence: Be intentional about how you show up at work. Align your actions and decisions with your values and the impact you want to make.Tune in to this episode to learn more about how authenticity, connection, and care can transform the workplace!Connect with Marcy Axelrod:LinkedIn: Marcy Axelrod | LinkedInInstagram: @marcyaxelrodWebsite: choosetoshowup.comSubscribe:Don't miss an episode of Dear HR Diary! Subscribe to the podcast on Apple Podcasts, Spotify, or wherever you listen to your favorite shows.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart