The HR Mentor

#45: One Word For Your Wellbeing

At the start of 2022, I set an intention. I do this every year over the winter break to help me stay aligned with my values and goals. This year, my intention is wellbeing. 
Like many of you, 2021 was not kind to my health; both mental and physical. There was so much going on with the pandemic and all of the constant changes and adjustments that came with it. And then of course those of us living in B.C. experienced extreme weather and destruction in three of the four seasons. It was exhausting just getting through each day and week. And unlike other tough years, 2021 seemed to lack an important ingredient; hope. 
2022 started off a little ugly with Omicron and of course, the convoy craziness that I was not able to turn off, but despite that, it does seem a bit more hopeful and optimistic. At least that’s the attitude my wellbeing intention is focused on.
I know it’s only been two months of living this intention, but I am proud to say putting my attention on my own wellbeing has highlighted a very important strategy for success. And although it is multi-faceted, I have been able to boil it down to one word; and that word is not what you think!
Here is a summary of this short and sweet episode:
Last year I created a wonderful decision-making tool to help me stay focused and I am still using it because it works! But what I realized early this year is that just having that process wasn’t 100% foolproof.
One important word my decision-making process led me to was "no." But sometimes just saying no isn't enough if you feel shame or guilt or fear after you say it.
I share a personal example of how this realization came to me and how a clearer definition of shame versus guilt was helpful. In her book, Daring Greatly, Brene Brown explains the difference between shame and guilt. She says, “Shame is a focus on self, guilt is a focus on behavior. Shame is “I am bad.” Guilt is “I did something bad.” How many of you, if you did something that was hurtful to me, would be willing to say, “I’m sorry. I made a mistake?” How many of you would be willing to say that? Guilt: I’m sorry. I made a mistake. Shame: I’m sorry. I am a mistake.”
In order to overcome these feelings, I tapped into Brene's recommended antidote - empathy.
Here are a couple of suggestions on how to extend empathy to yourself and support your wellbeing.
journal a list of recent accomplishments
recognize your humanity and vulnerability
approach negative emotions with a perspective of curiosity
talk to yourself like you would talk to your best friend
The next time you feel your wellbeing slipping away from you because you are sacrificing it to appear good and worthy to others or to live up to unrealistic expectations or standards, remember the one word that is essential to your wellbeing; empathy.
If you enjoyed this episode or any other, consider sharing your love with a review and a five-star rating on Apple Podcasts, Spotify or Podbean. And if you haven’t already subscribed, be sure to click that button wherever you are listening.
As I mentioned at the beginning of this episode, if you are serious about building your HR career and you want to support the HR Mentor, consider getting a membership.
The HR Mentor Fan Club is a virtual space where you can get access to special bonus episodes of the podcast, resources, and free downloads as well as a chance to access special discounts on future programs. 
If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals and much more. In March we will be adding a special episode of The HR Mentor where we teach you how to approach some of the toughest interview questions you may face. If you don’t want to miss out, join today.
Join The Fan Club Today!
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#44 Five HR Trends for 2022

Welcome to Season 3 and episode 44 of The HR Mentor Podcast!
I kick off this season talking about my latest project, The HR Mentor Fan Club! This is a membership site for those of you that are serious about your HR career and who love The HR Mentor. For less than a cup of coffee and a cookie each month, you can get access to bonus episodes, free resources, exclusive discounts, and a chance to keep The HR Mentor Podcast advertisement free!
You can join the club and learn more here: https://unicorngroup.kartra.com/page/fanclub 
Now, for episode 44! I thought it would be fun to kick off this episode, season, and the year 2022 with a look at some of the emerging trends and priorities in the HR field. These trends are affecting our global HR community and regardless of whether or not your organization is ready to embrace them, you will be better off if you are aware and prepared for their emergence. 
Here is a summary of this episode:
[06:45] - The five priorities I see as particularly important right now are:
Internal recruitment and development
EDI Action
AI & Automation
Employee Wellbeing
Virtual and Hybrid work
[07:10] - Let’s talk about internal recruitment and development. In B.C. there is a prediction that the province will produce 1 million new jobs by 2031. We also have very low unemployment across Canada and recruitment and retention is the biggest challenge most leaders identify right now.
[09:05] - Internal recruitment and developing internal talent is going to be a huge focus for organizations and HR teams are going to have to shift their focus to workforce planning, succession planning and development programs.
[12:27] - The second area of HR that I believe will be a huge focus for HR professionals. We have done a lot of talking about EDI and reconciliation, but how much have we done to make our organizations more inclusive and make everyone feel as though they belong? It’s time to stop talking and start taking action. I offer some suggestions on how to do just that.
[15:12] - The third area of growth I see in HR is AI & Automation. Technology is a huge opportunity to reduce time to hire, improve our efficiency in HR and move our work from administrative to transformational.
[17:41] - The fourth and fifth areas of HR that I think will be prominent for our profession are Employee Wellbeing and Virtual and Hybrid work. I also think these two are closely connected. 
[25:21] - Sometimes as HR professionals we think that we need to figure everything out on our own, but don’t be afraid to ask for help with any of these areas. I often made changes in my organization and developed my own skills through my network.
Here are helpful links to supportive resources, relevant episodes, and a link to sign up for my weekly newsletter and The HR Mentor Fan Club Membership!
Quake Lab - Sharon Nyangweso
Indigenous Corporate Training - Bob Joseph
Trans Focus
Check out Episode 25 - How you can Help Bridge the Gender Gap
Check out Episode 42 - Using Human-Centered Design to Implement EDI Strategies with Sharon Nyangweso
Join The HR Mentor Fan Club!
Sign up for my weekly newsletter!
If you are feeling extra generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:  
Apple Podcasts
Spotify
Podbean

#43: Season 2 Finale Q&A

I know it’s been more than a minute of lag time since my last episode, but November was a tough month. Actually the whole fall felt like a three ring circus. 
There was not only a lot going on with the day-job, but a lot going on personally which I won’t bore you with. What also impacted so many of us here in B.C. is another series of natural disasters with intense flooding. Once again, many people and animals were displaced, had their properties destroyed and more importantly, lost their lives. It has been devastating.
If you can find a few extra dollars right now I encourage you to donate to the Red Cross Flood Relief Fund to help those in need. 
Now, for today’s episode, as you may have guessed from the title, I am wrapping up Season 2 and taking a little break till early 2022. It has been an incredible year and I am so grateful that so many people enjoyed the podcast. Remember, if you haven't already, please click the subscribe button wherever you are listening and consider leaving a review on Apple Podcasts, Podbean or a recommendation on my LinkedIn page.
I have four great questions I am going to answer that I think will be helpful to those of you just starting out in your HR career and those of you who may have a little bit more experience.
Here are the four listener questions I answer on this episode:
Is there a future in HR?
Does my HR credentials and education need updating over time? Does my degree lose value?
How do I figure out who to contact for an Informational Interview?
How do I kick start my HR career?
Here are some helpful links that go with this episode:
Episode 40: 3 Career Paths for the Future of HR
Episode 8: The Importance of Making Connections
Episode 2: Three Strategies to Shift Your Limiting Beliefs
Episode 41: Prepare for Your HR Job Search
Updated CPHR Canada Competency Framework
Sign up for my weekly newsletter!
Join the HR Career Café on LinkedIn
Starting your own podcast? Check out my editor's page on Fiverr. Lorenzo always delivers great value and my episodes are always ready in 48 hours. Check out his gig here: https://fiverr.com/share/V7jw35 
If you are feeling extra generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:
Apple Podcasts
Spotify
Podbean
Have a happy holiday and we'll talk to you in 2022! 

#42: Using Human-Centered Design to Implement EDI Strategies with Sharon Nyangweso

I am absolutely thrilled to bring you an incredible conversation I had with a wonderful human who does amazing work in the Equity, Diversity and Inclusion space.
 
My guest on the show today is Sharon Nyangweso. Sharon is the Founder and CEO of QuakeLab, a full-stack inclusion and change management consultancy that uses human-centered design to help organizations move their commitment to diversity and inclusion from aspiration to action. An empathetic leader with a passion for community and civic engagement, Sharon is a regular contributor and panelist for the CBC, CTV, Rabble.ca and Live 88.5. Sharon immigrated to Canada from Kenya in 2010, and before starting QuakeLab in 2019, she worked with organizations in 11 different countries in varying roles including social advocacy and innovation, community building, accessibility, and content creation.
 
In this episode, Sharon and I talk about how human centered design or design thinking can offer a path to real change in organizations as well as Sharon’s journey to her current role as Founder and CEO of QuakeLab. We also talk about how emerging HR practioners who are passionate about EDI or who’s organizations are engaging in EDI work can get started and make an impact.
 
I think you are going to walk away from this conversation with a lot to think about, I know I did!
 
Here are my key take-aways:
When planning your career ask yourself, "what do I want my life to look like?" [05:40]
Organizations often fail to apply the same rigors to EDI work that they do to other aspects of the organization. This includes clear problem definition, putting humans at the center of the solution and taking clear action to impact change. [09:10]
The first (and most effective step) to address a challenge is to get really clear on what the problem or gap is that you are trying to solve for and taking sufficient time stay in the problem space. Avoid falling in the trap of a "manufactured sense of urgency." [19:11]
"What people are prepared to be uncomfortable with is other people's trauma." But getting uncomfortable means more. It means sitting in the discomfort of the systemic issues that impact people and that we uphold and/or ignore. [25:00]
There is still a very key focus on individual behaviour change when it comes to EDI programs, but we know that behaviour change is very difficult. A better approach is to focus on structural change and in particular building structures to support equity and changing behaviour will hopefully follow the new structure. Organizations can't easily change behaviors, but they can change structure. [31:00]
Ambiguity and lack of clarity in performance management is the most detrimental to women and new immigrants. This is a good example of a structure that many don't associate with EDI work, but it is a system that prevents access to development and upward mobility, in particular because the criteria are not codified. This is a prime spot for unconscious bias to thrive in an organization. [36:15]
One of the ways HR professionals can move EDI forward in an organization is to act like a Trojan Horse. Begin the work and then make the case for what needs to be done and where the impact is to help gather support and resources from across the organization. [42:48]
It is not necessary to have lived experience to engage in EDI work. Empathy is important and useful, but don't let a lack of identity stop you from doing this work. [48:49]
If you are interested in perusing work in EDI and adding value, you need to do a lot of individual work on positionality, increase your knowledge base on the topic and be prepared to do a lot of reading, constant learning and be self-motivated. [53:35]
Helpful Links to Explore:
Follow Sharon on Twitter: @Sharon_Okeno.
Check out QuakeLab and their Consulting and Learning Offerings
Read "The Skin We're In: A Year of Black Resistence and Power" by Desmond Cole
Read "We Do This Till We Free Us: Abolitionist Organizing and Transforming Justice" by Mariame Kaba
Sign up for my weekly newsletter!
If you are feeling extra generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:
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Spotify
Podbean

#41: Prepare for Your HR Job Search

 
I really love the fall! There is just something so warm, comforting and inviting about this time of year. There is just something so warm, comforting and inviting about this time of year. Plus I hate being cold so a season where its acceptable to bundle up suits me perfectly!
 
Many people see the fall as a time to make career moves. It’s not often people will want to change positions in the depth of summer vacation and that usually works well because lots of employers hold off till the fall months to advertise for new roles. The other thing that happens for University students is that semesters end in August and December so this is often an active time of year for many of you to be seeking your first professional role.
 
Whatever your reason or your career goal, you may find yourself currently in the depths of a job search, on the hunt for a promotion or thinking about getting started with either. If that sounds like you or you just want to learn more about how you can prepare for either, this episode is for you.
 
Today I am going to share some specific steps you can take to prepare yourself for your HR job search; either to achieve a promotion, a different HR role or land your first HR role. Because as I have talked about before on this podcast, most people start in the wrong place and space with a job search or career change and don’t get the results they want. Finding a great role or that first role might take a bit of time, but it’s not hard once you know what to do and take the necessary steps.
 
Here are the seven steps to prepare for your job search:
Know Yourself
Know Your Work & Life Preferences
Identify Your Location Target
Identify Your Role Target
Prepare Your Package (Resume, Cover Letter, LinkedIn Profile)
Prep/Build Your HR Network
Engage!
Helpful Links and Episodes to Explore:
Download the Prepare for Your HR Job Search Checklist
Check out the National CPHR Competency Framework for an HR Knowledge Check
Listen to Episode 38: Is It Time To Go?
Take the Clifton (Gallup) Strengths Assessment
Don't Know Your Core Values? Find Them Here!
Find a full list of other helpful HR Mentor Episodes Here!
Sign up for my weekly newsletter!
If you are feeling extra generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:
Apple Podcasts
Spotify
Podbean

#40: 3 Career Paths for the Future of HR

When I first began my HR career in the mid-90’s I had no clue as to what my career path would look like. In fact, I wasn’t even totally sure what a day in the life of an HR professional looked like. I had taken courses in recruitment and selection, compensation, and training and development in my undergrad degree so from my perspective, these were my choices.
 
And even though I was confident that HR was the right career path for me, I didn’t really understand the variety of options in front of me until I started my career and realized the number of hats an HR professional wears, especially in a generalist role. In my first generalist role at a credit union, I was hired because I had a strong recruitment background and the organization was expanding following a merger. But as I settled into my role I became immersed in many interesting areas of HR and it started to open my eyes to the sheer number of possibilities that existed under this one, overly simplified label of Human Resource Management.
 
Twenty years later, the HR function in many organizations has evolved as our profession becomes more integral to the strategy, success, and survival of an organization.
 
In this episode, I talk about three HR career paths that you may have never considered, but that are definitely in demand in our profession.
 
Even if you aren’t someone like me that enjoys change and describes herself as multi-passionate, you may still find yourself experiencing a variety of roles and functions within your HR career. Because if there is one thing I know for sure its that variety is the spice of any fulfilling career.
 
For a summary of this episode as well as a number of helpful links, visit www.unicorngroup.ca/episode-40. 
 
And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:
Apple Podcasts
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Podbean

#39: The Art of Reference Checks with Joel Peterson

I am thrilled to have my good friend and colleague, Joel Peterson back on the show this week. Joel is the Founder and Lead Consultant of Arbutus Search Group, a boutique search firm in beautiful Vancouver, British Columbia. Joel and I spoke last year about all things recruiting and during our conversation, we agreed that an episode on Reference Checks was in our future.
 
Unfortunately, a lot of employers and HR professionals see the reference check process as a box to tick rather than the huge opportunity it is. When they are done right, references can provide you with valuable insight into your potential candidates that would be impossible to glean from other sources of selection information. In this episode, Joel and I talk about how to approach this important step in the selection process, how to engage your hiring managers, what types of information you should be looking for from referees, and a few stories from our own recruiting trenches.
 
I also learn a few things about Joel that I did not know before this conversation; things I am never going to forget!
 
It was a really fun conversation and I hope you enjoy it; as well as learn a few tips and tools to help you in your recruitment efforts.
 
Here are helpful links to help you connect with Joel, listen to relevant episodes, and a link to sign up for my weekly newsletter!
Episode 14: Interview with Joel Peterson Part 1
Episode 15: Interview with Joel Peterson Part 2
Connect with Joel on LinkedIn
Watch Ace Ventura Pet Detective on Netflix - "alllrighty then!"
Get on the Waitlist for the HR Career Academy
Sign up for my weekly newsletter!
To see a summary of this episode and all previous episodes of the HR Mentor you can visit my www.unicorngroup.ca/episode-39. 
 
If you are feeling extra generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:
 
Apple Podcasts
Spotify
Podbean

#38: Is It Time To Go?

If you’ve listened to this podcast for a while or know anything about my background, you know that I have changed roles and employer’s a few times over the course of my twenty-plus years in HR. And when I tell people that until I became a professor, I had never worked five years or longer at any one place they often raise an eyebrow with a “there must be something wrong with you” kind of look. But I know that each time I have made a move it was for a good reason and in the best interest of my career or my family or both.
Now I also have a personality that makes me more comfortable with change and I am a bit of a risk-taker so for other people the thought of changing roles or organizations is terrifying. Perhaps that comes from a fear of rejection and maybe it is just a self-fulfilling prophecy. Either way, their fear of the new or the value they placed on security overrides any desire to take action. And so they stay.
And sometimes staying is the right and best decision for all those concerned.
But there are situations where making a move is exactly what that person needs both for their career and their overall health and satisfaction. In this episode, I explore some of the signs that it might be time for you to make a career move.
Honestly, we only get so many trips around the sun and we spend far too much time at work for it to not be an amazing, fulfilling, and satisfying experience!
To access resources to support you if you are having challenges at work that affect your health and wellbeing make sure you check out the show notes and links on my website at www.unicorngroup.ca/episode-38. 
Here are some other helpful links and episodes to explore:
Other Helpful Links and Episodes to Explore:
Episode 32: Your Wellbeing Matters with David Trawin
Episode 23: Is An HR Career Right For You?
Get on the Waitlist for the HR Career Accelerator
Sign up for my weekly newsletter!
If you are feeling extra generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:
Apple Podcasts
Spotify
Podbean

#37: Communicate Your HR Brand

You have probably heard the term branding as it relates to marketing a product or service. You have probably also heard of branding a company or an organization. You might even have a friend or two that pursued marketing and branding as a career path.
 
What might be less known to you is the term personal branding. Personal branding is how you present yourself and how you are viewed by the world. It is based on what makes you unique; your skills, experiences, attributes and personality. Some say it is the sum of how people describe you or talk about you when you are not around.
 
So what does that have to do with your HR Career?
 
Actually, quite a lot. You, as an emerging HR professional who may be looking for a job or building your career also have a personal brand that tells people what to expect of you if they meet you.
If your brand is communicated in the right way and through the right avenues it can help you stand out, help you make more great connections and ultimately create more career opportunities for yourself both within your organization and outside of it.
 
In this episode, I talk about some of the best places and ways to communicate your personal brand and share a couple of things you can do today to be more intentional about how you show up online and in person so that the perception you leave people with is the one you want to portray. Being intentional about your brand will not only make you feel more confident, but it will also help you attract the right people to you so that you can realize a satisfying and fulfilling HR career.
 
Find a summary of this episode with helpful links on my website at www.unicorngroup.ca/episode-37. 
 
If you are feeling extra generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:
 
Apple Podcasts
Spotify
Podbean

#36: The Challenge of Being an HR Professional

I talk a lot on this podcast about the positive aspects of my profession and how to get the most out of an HR career. Mostly, because I really do love my profession and what I do, but also because I believe a lot of emerging HR practitioners would have more positive experiences in their organization and more career satisfaction if they receive some guidance, coaching, and mentoring on how to navigate some of the things they will face.
 
That said, this profession is not without some major pain points!
 
So, in the interest of having a healthy mix of optimism and realism, I want to flip the script a little and talk about some of the biggest challenges of being an HR professional. I know, every profession has its challenges, but I believe there are some that are unique to an HR role. I also believe that if you anticipate that these are on the horizon or if you are in the middle of some of this discomfort it might help you see your way through.
 
Regardless of where you are in your HR journey, there are five major challenges that I see in our profession. None of these are insurmountable, but being aware of them is the first step to overcoming them.
 
If you want to go deeper in your learning and development as an HR professional I also recommend you get on the waitlist for my HR Career Academy program. It is launching in the fall and there will be a special bonus for anyone who is on the waitlist when it goes live. This program is delivered virtually and it is designed to help you set yourself up for an incredible career in HR.
You can find the link to sign up in the show notes of this episode. Which can be found on my website at www.unicorngroup.ca/episode-36.
If you loved this episode or any others, I would love it if you left me a five-star rating and a review on Apple Podcasts. And if you haven’t already, make sure you subscribe to The HR Mentor podcast on Apple, Spoitfy or Podbean.