HR in 15

“We have to shift our mindset around emotions and vulnerability at work. When we’re saying psychological safety, what we’re saying is that people can feel free to be vulnerable.”The ideal workplace has minimal turnover, high morale, and team members who feel creatively fulfilled. Business owners who may wonder how they can achieve this workplace nirvana should evaluate the psychological safety of their office and tune in to our latest episode of HR in 15. We are joined once again by our host Jacqueline McGrath, an HRBP at PrestigePEO, and guest speaker Catherine Mattice, Founder & CEO of Civility Partners. In this episode, our speakers discuss how psychological safety benefits company culture, along with providing actionable changes employers can encourage to detoxify workplaces.  Highlights Include: The benefits of a psychologically safe workplaceIt starts from the top: what actions you can demonstrate to create a safer workplaceListen to feedback and continue to incorporate itPrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Catherine Mattice founded Civility Partners in 2008 as a result of working in a toxic environment. She has since served a huge array of clients with consulting, training, and coaching services. She has written three books, one of which Ken Blanchard called, “the most comprehensive and valuable handbook on the topic” of workplace bullying. Catherine has also been cited in such media outlets as Forbes.com, Inc Magazine, Entrepreneur, and USA Today, and appeared as a guest on such venues as NPR and CNN. Catherine is active in the International Association for Workplace Bullying & Harassment (IAWBH) and one of the four founding members of the National Workplace Bullying Coalition, a nonprofit organization focused on ending workplace bullying. She has a Bachelor’s and Master’s in Communication and taught communication courses at the college level for ten years.

“I’m not being my best self if I’m experiencing microaggressions in the workplace. I can’t be as innovative as I possibly could be, and I can’t offer my best customer service to clients in this environment.”Employees cannot grow and thrive in a work environment that stifles them. If employees feel that it is not safe to ask questions and offer their ideas without ridicule, then you may have a culture that is not psychologically safe. In this episode of HR in 15, our host Jacqueline McGrath, an HRBP at PrestigePEO speaks with Catherine Mattice, Founder & CEO of Civility Partners, about psychological safety. Psychological safety, or the lack of it, can greatly impact the workplace, which is why this is an important concept to understand. If you have a culture that does not support questions and admitting mistakes, you may have inadvertently fostered a toxic environment. Check out this episode for useful information on psychological safety and what you can do to ensure your workplace is welcoming for everyone.Highlights Include: How to figure out if your workplace culture has become toxicWays to show your team members that workplace bullying is not toleratedFostering a safe environment for the future Have questions?PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Catherine Mattice founded Civility Partners in 2008 as a result of working in a toxic environment. She has since served a huge array of clients with consulting, training, and coaching services. She has written three books, one of which Ken Blanchard called, “the most comprehensive and valuable handbook on the topic” of workplace bullying. Catherine has also been cited in such media outlets as Forbes.com, Inc Magazine, Entrepreneur, and USA Today, and appeared as a guest on such venues as NPR and CNN. Catherine is active in the International Association for Workplace Bullying & Harassment (IAWBH) and one of the four founding members of the National Workplace Bullying Coalition, a nonprofit organization focused on ending workplace bullying. She has a Bachelor’s and Master’s in Communication and taught communication courses at the college level for ten years.

“Some people thought that working remotely would end harassment, but it didn’t. Harassment just changed.”The pandemic caused a multitude of sudden changes in our daily lives, and the business world wasn’t an exception. Remote work was previously an uncommon benefit; suddenly, every company had to offer remote work or stall completely. For offices that were more experienced with remote work, they may have had protocols for preventing issues. But for the vast majority of businesses, this was new territory, and mistakes were bound to happen. Toxic behavior is not limited to in-person interactions. Harassment can and does happen remotely via email, phone, text messages, chat services, and more. Employers need to prepare for digital harassment by having processes in place to handle these situations. In this episode of HR in 15, Ken McCarthy, President of Integrity by McCarthy, Inc., returns to speak with Kelly Tavares, an HRBP at PrestigePEO, about how to prevent digital harassment.Highlights Include: Establish a healthy company culture where people feel comfortable reporting harassment Ask your managers to look out for poor behavior Remind your staff that harassment is not toleratedHave questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Ken (he/him) retired from the Canadian Public Service in 2020 and created Integrity by McCarthy Inc. to raise the bar in how organizations prevent and resolve incidents of workplace harassment, violence, wrongdoing and fraud. He has seen the devastating consequences on individuals and organizations and set out to make a difference. Ken has led a workplace investigation program for a workforce of over 15,000 employees. He has also provided executive oversight in more than 500 workplace investigations and has designed and delivered investigation training sessions to 500 front-line managers. Ken is based in Ottawa, Ontario.

“In a toxic workplace, employees are not going to reach their full potential because they’re afraid.”As employers compete for the best talent in our current competitive job market, many business owners are wondering how they can improve their company culture to attract and retain good employees. We’ve all heard the term “toxic workplace,” but how do you know if your company has become toxic? In this episode of HR in 15, Kelly Tavares, an HRBP at PrestigePEO, speaks with guest Ken McCarthy, President of Integrity by McCarthy, Inc. They discussed what exactly a toxic culture is, why it’s important, and how to identify if your workplace has a toxic culture. Highlights Include: Risks of an unchecked toxic cultureWarning signs that you may have an unhealthy workplaceConsequences if you do not correct bad behavior in the workplace Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Ken (he/him) retired from the Canadian Public Service in 2020 and created Integrity by McCarthy Inc. to raise the bar in how organizations prevent and resolve incidents of workplace harassment, violence, wrongdoing and fraud. He has seen the devastating consequences on individuals and organizations and set out to make a difference. Ken has led a workplace investigation program for a workforce of over 15,000 employees. He has also provided executive oversight in more than 500 workplace investigations and has designed and delivered investigation training sessions to 500 front-line managers. Ken is based in Ottawa, Ontario.

“We’re not talking about doing the same work in less time. We’re looking at your business processes to figure out how you can deliver the same output with fewer and more efficient inputs.”The 5-day work week has been a familiar concept since the early 1900s, and it’s hard to imagine life without it. But the 5-day week concept was originally designed with the idea that the working individual had a spouse at home to take care of the domestic duties, and this isn’t nearly as common today. This leads to a burnt-out workforce with an uneven work-life balance. In comes the concept of a 4-day work week – but how would you implement it? In today’s episode of HR in 15, we’re continuing our conversation with Joe O’Connor, Chief Executive Officer of 4 Day Week Global. Host Rhonda Wheelous, Director of Client Services at PrestigePEO, joins him to discuss how a company should bring a 4-day work week into reality. Highlights Include: The 4 Day Work Week Global pilot programHow real companies have thrived after adopting this new scheduleTraining, networking, and mentoring to make sure this new schedule works for everyoneHave questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Joe O’Connor is a driven and dynamic campaigner and communicator, with extensive leadership experience, and a passion for social justice and progressive change. Joe is currently based in New York City, where in addition to all his work for 4 Day Week Global, he is conducting a one-year research fellowship with Cornell University, leading a research project on working time reduction.  He was appointed as CEO in March 2022, taking over from Charlotte Lockhart. Previously he was 4 Day Week Global’s pilot program manager, where he is coordinating pilots of the four-day working week in Ireland, the United States and Canada, with almost 50 companies signed up to participate in six-month coordinated trials early in 2022. Pilots are being planned later in 2022 for the United Kingdom, Australia, New Zealand and Israel.

“In a really tight labor market, the 4-day work week can give businesses a competitive advantage .”You’ve probably heard of the 4-day work week concept already – in recent years, this idea has become popular in the business world. But you may not actually know of any companies that utilize this 4-day week, and it’s even less likely that you currently work on a 4-day week yourself. Today we’re speaking with a company that wants to change that. In this episode of HR in 15, Rhonda Wheelous, Director of Client Services at PrestigePEO speaks with Joe O’Connor, Chief Executive Officer of 4 Day Week Global. Tune in to hear about why a 4-day work week works.Highlights Include: How a shorter work week increases productivity Improvements in work/life balanceLess need for sick days and better morale overallHave questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Joe O’Connor is a driven and dynamic campaigner and communicator, with extensive leadership experience, and a passion for social justice and progressive change. Joe is currently based in New York City, where in addition to all his work for 4 Day Week Global, he is conducting a one-year research fellowship with Cornell University, leading a research project on working time reduction.  He was appointed as CEO in March 2022, taking over from Charlotte Lockhart. Previously he was 4 Day Week Global’s pilot program manager, where he is coordinating pilots of the four-day working week in Ireland, the United States and Canada, with almost 50 companies signed up to participate in six-month coordinated trials early in 2022. Pilots are being planned later in 2022 for the United Kingdom, Australia, New Zealand and Israel.

“Having a DEI strategy makes the difference between having to go to work and wanting to go to work. When you know that your company cares about you, you work harder and stay in your position longer .”  Diversity is a hot topic in the business community, but many employers are lost on how to actually implement a DEI strategy. In our last episode of HR in 15 with Joy Stephens, founder of New Heights, Academic & Leadership Consulting, we discussed the most important element of your DEI strategy (listen to it here). Today, Joy returns to speak with LaToya Velez, supervisor of HR Client Services and our DEI officer here at Prestige PEO, to discuss the “Three Cs” of implementing a DEI strategy. With these in mind, you’ll be able to realize your strategy with your company as a team effort.Highlights Include: Your team needs to be committed to doing the workYou need to have your team collaborate and work together Finally, your team must encourage communication, answer any questions, and have an open and honest discussion Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Joy Stephens is the Director of Business Development at New Heights Academic and Leadership Consulting. With a background in research and development, marketing, manufacturing, and sales, Joy now applies her broad corporate experience to help organizations “develop their people” and truly transform their culture. Joy is a Board-Certified career coach and corporate culture consultant who helps organizations move forward.

“DEI is not something you can assign to a single person. It changes the way work gets done. It's a way of life.”The business world has gone through a huge number of changes in the last couple of years. During the Great Resignation, we have seen that people are willing to leave even high-paying jobs if they feel it no longer serves them. Companies need to adapt to these changes and provide better benefits, improve work-life balance, and take a hard look at their company culture. One important element of a healthy company culture is a DEI team, which helps to ensure your workplace is encouraging diverse opinions and is inclusive for everyone. In this episode of HR in 15 Joy Stephens, founder of New Heights, Academic & Leadership Consulting, returns for a discussion on how to have a successful DEI team. Highlights Include: What the Great Resignation has taught usHow to make sure your DEI team is effectiveHave questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Joy Stephens is the Director of Business Development at New Heights Academic and Leadership Consulting. With a background in research and development, marketing, manufacturing, and sales, Joy now applies her broad corporate experience to help organizations “develop their people” and truly transform their culture. Joy is a Board-Certified career coach and corporate culture consultant who helps organizations move forward.

“The big thing here is that the performance discussion should not include any surprises for the employee.”Providing positive feedback to your team member is the easy part, but what happens when the conversation is a little more difficult and includes some ways an employee needs to improve? For new managers, coaching and constructive criticism can be difficult. An effective manager needs to feel confident in their feedback so that their employee can positively improve their work. Rhonda Wheelous, Director of Client Services at PrestigePEO, returns for further discussion on performance management. Listen to this episode for a rundown on coaching an employee to improve, written warnings and Performance Improvement Plans (PIP), and how to reinforce better behavior. Highlights Include: When you should coach an employee and when you need to provide a written warningWhat a written warning looks like and what it should includeHow to provide specific and effective compliments to reinforce good performance How to make performance evaluations simple by preparing notes ahead of timeHave questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Rhonda Wheelous joins us with over 20 years of HR experience.  She earned an MBA from Baruch College and has worked in many areas of Human Resources during her career.  Over the years she has developed proficiency in employee relations, talent management, training and development, performance management, health and welfare, payroll, HRIS, and HR strategy.She works as a trusted advisor to senior managers and works with key team members to ensure employees have the tools necessary to achieve organizational goals.  She takes pride in her ability to successfully partner with others to build strong organizations where employees are valued.  She believes that people are the driving force behind organizational success.  During her free time, she enjoys reading and spending time with her family.

“Performance management is a process to improve and sustain performance over time.”Every company has a goal to achieve, and each employee is part of that goal in their own way. It’s important to stay on top of performance management so that everyone knows what’s expected of them and how they’re doing. In this discussion with Rhonda Wheelous, Director of Client Services at PrestigePEO, she goes through the process of performance management, how to make sure goals are clearly communicated, and how to provide positive and actionable feedback. Highlights Include: What performance management is and why it’s importantHow to analyze job tasks and set goals for the employeeProviding feedback throughout the year, both at annual reviews and one-on-one meetingsProviding recognition and rewards to reinforce and sustain position performance  Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Rhonda Wheelous joins us with over 20 years of HR experience.  She earned an MBA from Baruch College and has worked in many areas of Human Resources during her career.  Over the years she has developed proficiency in employee relations, talent management, training and development, performance management, health and welfare, payroll, HRIS, and HR strategy.She works as a trusted advisor to senior managers and works with key team members to ensure employees have the tools necessary to achieve organizational goals.  She takes pride in her ability to successfully partner with others to build strong organizations where employees are valued.  She believes that people are the driving force behind organizational success.  During her free time, she enjoys reading and spending time with her family.

“We often assume that everyone has the same values, and we can’t make those assumptions "Everyone has biases, and often they can be helpful. It’s how our brains understand the world. Biases can become harmful if we don’t take a step back and check them. In this discussion with Jen Curry, founder of Change Impact, she shares her top 5 tips for making sure your biases aren’t hindering your judgment and how that could affect the workplace. Highlights Include: Acknowledge that you have biases and help others do the same Provide continuous learning opportunities Build accountability partnerships: check your biases in an interview by always teaming up with a colleagueInclude a commitment to antibias behavior as part of staff expectations Make time for self-care – biases come out most when you’re stressed, tired, or even hungry! Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Jen Curry is the founder of Change Impact, which helps social impact organizations achieve results and advance equity.  Jen started this certified minority and woman-owned business in 2017 as a side project and has since made it her full-time career with 9 employees! She has partnered with organizations such as the NYC Department of Education, the Boys & Girls Club of Harlem, and Binghamtom University, just to name a few.

“The problem with implicit bias is when it promotes harmful stereotypes and assumptions"Implicit bias is something that our brains do without even thinking about it. But when it comes to implicit bias in the workplace, it can hinder hiring, promoting, and so many more aspects of a functioning office.  By understanding what implicit bias is, you may be more likely to avoid the pitfalls.  Tune in for our latest discussion with Jen Curry, founder of ChangeImpact as she takes us through why our brain does this and some examples.  Highlights Include:What is ChangeImpact and what was Jen’s inspiration to start it? Understanding implicit bias Common examples of where it exists within the workplaceWe might see a name on a resume and make a quick judgment about a person’s ability to speak/write EnglishWe might look further down the resume and see where they grew up, further judging themWe also see people who are similar to us as being preferable. So if that candidate went to your alma mater or shares a hobby with you, you will look at their candidacy more favorably. This is part of why we end up with leadership teams that lack diversity. Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Jen Curry is the founder of Change Impact, which helps social impact organizations achieve results and advance equity.  Jen started this certified minority and woman-owned business in 2017 as a side project and has since made it her full-time career with 9 employees! She has partnered with organizations such as the NYC Department of Education, the Boys & Girls Club of Harlem, and Binghamtom University, just to name a few.

“This is a big opportunity for thoughtful, purposeful communication, engagement, transparency...getting this right will set organizations on the right foot for decades to come" The return-to-work process isn’t just about a safe workspace. It’s also about rebuilding and managing through uncertainty and emerging stronger post-pandemic.  In this episode of HR in 15, we welcome back R.P. Eddy, CEO of Ergo, to talk about the workforce change that the pandemic has brought on. And how it has caused a huge shift in power between management/employers and human capital. Hear how Ergo’s Return-to-Work Forum and their team of top HR experts are navigating businesses through this extraordinary time in our nation’s history. R.P. discusses how essential it is for organizations to increase their Diversity, Equity, and Inclusion efforts and provide flexibility to employees who have left the workplace throughout the pandemic. By offering better benefit options to working mothers, caregivers, and people of color, organizations will be able to attract the workforce that has left and even, optimize productivity and success.  Highlights Include:How to make ensure your return-to-work plan is safe for your employees“The Great Resignation” and how businesses are now in a position where they have to sell themselves.The new economy and childcareThe importance of DEI inclusion efforts across organizations and their workforce Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.R.P. Eddie is the CEO of Ergo and Co-author of Warnings: Finding Cassandras to Stop Catastrophes. Ergo provides unique targeted research, industry and competitive analysis, ESG advising, and day-in-day-out diligence on hires, businesses, and investments for clients through actionable intelligence from frontline experts.

“The next period is so profoundly important for every organization." As the world continues its battle with COIVD-19, the future health of our country is still uncertain. In this episode of HR in 15, we welcome R.P. Eddie, CEO of Ergo, a fifteen-year-old global consulting firm for corporations and countries. In March 2020, Ergo launched a COVID-19 task force and intelligence platform, which developed a Return-to-Work forum. With RP's background as a Whitehouse Official and helping to build the first Whitehouse pandemic response plan under President Clinton, we gain insight into how this past year came to be and navigating the next phase of the pandemic.Highlights Include:The Next 90-days and planning for potential outbreaksThe Next Normal and the changes in our culture and societyThe Future of Work and how to safely reopen officesHave questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com. R.P. Eddie is the CEO of Ergo and Co-author of Warnings: Finding Cassandras to Stop Catastrophes. Ergo provides unique targeted research, industry and competitive analysis, ESG advising, and day-in-day-out diligence on hires, businesses, and investments for clients through actionable intelligence from frontline experts.

“Clarity of mission is foundational to the success of companies and their newly appointed leaders?  The disconnect between newly elected leaders and human resource representatives is among the top reasons why these leaders tend to fail. In our latest HR in 15 episode, we welcome back Claire Chandler, business advisor and President & Founder of Talent Boost, to explore what causes this disconnect. We learn that the three main reasons leaders fail are a lack of preparedness, a lack of mission clarity, and indecisiveness, all stemming from the two most significant areas of disconnect between leaders and human resource personnel; mindset and resources. Claire dives deeper into these two main issues and explains how mindset can vastly affect the perception that HR and new leaders have of each other, altering the actual reality. The inability of HR to provide their appointed leaders with the right resources also becomes a barrier to success. Claire details and examines the right resources to help new leaders become successful and how communication is essential to bridge the gap between HR and new leadership.Highlights Include:At least 50 % of leaders fail within the first 18 months of being hired 3 main reasons why leaders failTwo most significant areas of disconnect between HR and Leaders Leaders begin with a lack of self-confidence and are often afraid to ask for helpExecutives always have doubts as to whether the right leader has been chosen for the right positionWays to increase the confidence and competence in identifying the right leader for the proper roleHave questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Claire Chandler helps ambitious, mission-forward companies scale with fewer growing pains and bottlenecks. She founded Talent Boost because she was tired of finding employees curled up under their desks, crying and disillusioned. She cures workplace misery by fixing the biggest impact on a company's culture: the behavior of its leaders. Learn more at https://www.clairechandler.net/media.

“How much more effective, more productive, more profitable would a company be if instead of planning for the dip, they planned for the dominance? In this episode, Claire Chandler, a business advisor and President & Founder of Talent Boost, discusses how business leaders can improve their preparedness for success.  Business is often a revolving door of constant change in leadership and management. Business owners should be able to gauge how prepared a leader is. They should be able to understand why they’re in that role, what needs to be accomplished, and the methods required to increase collaboration. The first six months make for an intense first impression, which proves immensely important for HR to smoothen this transition for newly acquired leaders. Claire informs us how direction and clarity are the essential components in allowing leaders to be successful. She speaks to other key attributes to becoming a better leader, and one that’s more prepared to deliver success.Highlights Include:Ways in which HR can bridge the gap between new leaders and their employeesInternally promoted leaders received little to no handover from HRIt usually takes an allotted amount of time for a new leader to get acclimated, which generally comes with a fall in productivityEven after being appointed as a leader, the work that needs to be done is immenseHave questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Claire Chandler helps ambitious, mission-forward companies scale with fewer growing pains and bottlenecks. She founded Talent Boost because she was tired of finding employees curled up under their desks, crying and disillusioned. She cures workplace misery by fixing the biggest impact on a company's culture: the behavior of its leaders. Learn more at https://www.clairechandler.net/media.

“An organization that wants to avoid burnout needs to start with a big why: a mission, a vision, and core values.” Employee burnout is becoming a greater topic of focus as the world begins to emerge from the worst of the COVID-19 pandemic. In the last episode of HR in 15, we explored what employee burnout actually is and how it presents itself with creator of the FTF Burnout-Proof Culture Model, David Shar. Today, David joins us once again to provide a look at how workplace dynamics are changing for both employers and employees, as well as practical advice on how employers can foster a culture that helps their employees avoid burnout. Highlights Include: Insight into kinds of organizational roadblocks that lead to burnout Tips on how employers can help their employees feel supported and productive The impacts of COVID-19, and how workplace dynamics are changing as a resultA look at what can happen if employees continue to experience burnout Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.David Shar is an international speaker, consultant, business psychology expert, and founder of Illuminate Performance Management Consultants. He combines decades of leadership experience with the latest research in psychology to help organizations attract, retain, and motivate top talent. Learn more at https://www.illuminatepmc.com/.

We’re working hard, but we’re not seeing the rewards – not necessarily the paycheck, but the recognition and feedback we seek.” Employee burnout is an important topic, but it isn’t addressed enough. What exactly is burnout, and why should employers pay more attention to it? To help us answer these questions and much more, in this episode of HR in 15, we’re joined by Illuminate PMC founder and creator of the FTF Burnout-Proof Culture Model – David Shar. David is a business psychology expert who works with businesses to help them foster a positive culture that attracts and retains top talent. He’s here to help us understand exactly what burnout is, how it may present itself in different contexts, and some steps businesses can take to work toward a healthier environment for all. Highlights Include: A deeper understanding of what burnout is, and how it happens to employeesThe importance of communication between employees and management The critical elements of a healthy work environment Practical advice for employers to address and mitigate employee burnout Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.David Shar is an international speaker, consultant, business psychology expert, and founder of Illuminate Performance Management Consultants. He combines decades of leadership experience with the latest research in psychology to help organizations attract, retain, and motivate top talent. Learn more at https://www.illuminatepmc.com/.

“The more you can let bad execution go, and double down on good execution, the greater chance you have at becoming forever employable.”What does “agile thinking” really mean, and how can both individuals and organizations utilize the concept to find success? We recently sat down with author and executive coach, Jeff Gothelf, to explore personal branding and the five steps to build lasting success. In this episode of HR in 15, we continue the conversation as Jeff explains how agility is tied to long-term success. Jeff’s latest book, Forever Employable, explores five steps anyone can take to capitalize on their own expertise. Today he takes it one step further by exploring how businesses can harness the individual expertise of their leaders – and the value of agile thinking – to improve their organizational cultures and propel further success.Highlights Include:  ·         A dive into the real meaning of “agile thinking” as it applies to one’s career·         The drawbacks of resisting agility in one’s own career, as well within an organization ·         Practical advice on how to become “forever employable” Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Jeff Gothelf is an author, executive coach, and consultant who helps companies of all sizes facilitate growth, transformation, and innovation. Throughout his storied career, Jeff has uncovered the secrets to building platforms and turning the job search on its head to attract rather than seek new opportunities. He coaches individuals and organizations on how to build their own platforms for success and find lasting success.

“Always start with what you know and what you’ve experienced. Nobody else has that.”In such a competitive world, how can job seekers remain at the top of their game and continuously find opportunities to help further their personal and professional goals? We’re joined by author, executive coach, and consultant Jeff Gothelf in this episode of HR in 15 to learn about personal branding, building platforms to generate opportunity, and how to work toward lasting success. Jeff has worked as a designer, information architect, and software development product manager throughout his career. His latest book, Forever Employable, shares his story and others as a blueprint on how we can all capitalize on our expertise to continuously generate new opportunities. In this episode, Jeff will provide a look at the “five steps to success” he details in his book. Highlights Include:  ·       How to change the dynamic of the job search and attract new opportunities·       How to start telling your own story and get better at it  ·       A look at Jeff’s five steps toward long-term success Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.Jeff Gothelf is an author, executive coach, and consultant who helps companies of all sizes facilitate growth, transformation, and innovation. Throughout his storied career, Jeff has uncovered the secrets to building platforms and turning the job search on its head to attract rather than seek new opportunities. He coaches individuals and organizations on how to build their own platforms for success and find lasting success.