HR Power Hour Says Goodbye to WLOB After 13+ Years

Speaker A: Welcome to the HR Power Hour presented by Career Management Associates. I'm David Ciullo. It's about all things in the human resource world. We're gonna bring in local, regional and national guests and we're gonna talk about a variety of topics and explain why human resource management is critical to your business success so that you can make decisions to keep and retain. Great.

Speaker B: And you listening to the HR Power Hour presented by Cmacareer.com and Feral-Law.com I'm your host, David Chullow. And today our guest is my co host Tahni Alvarez from Feral. Tawny, welcome to the show.

Speaker C: Thank you, David. It is bittersweet and fun and kind of all of those feelings, all mixed up stuff together as I think back on some of our first shows together and then all the different ones we've done solo.

Speaker B: I know and I know for all the audience that's listening, why are we talking this way? Well, there's two big events happening. This is going to be, um, the final show that Tawny is on with me. She is moving on to, you know, probably television and like serious radio or xm. Um, I'm sure you're going to be amazing wherever you go. And then of course, this is our last show on AWLOB radio. Uh, we're just moving to a podcast format at this point. And so it is a little bit of a bittersweet day, you know. Tani, how many years have you been doing this with me?

Speaker C: You know, I think we're six, seven years into this. I mean we, we have a pre Covid relationship. And even before that I had that wonderful role as just guest, um, and enjoying time with you on the show just as a guest.

Speaker B: I know. And oh boys, the guests have been everything, haven't they? When you think about it, I think of all the things we've learned over the years. Um, I think that's my best part. I've been obviously doing this show about 13 and a half years, which is about half the time you've been with me, now that you say it that way. And um, I've learned so much things I would have never, ever learned. Um, and even in hr, all the different areas from compliance to just leadership development and employee health and every area. Right. I mean it's just the truth.

Speaker C: And I think about that a lot too. You know, I think back to high school when they wanted you to pick a career and you think that the world's your oyster, but you really have such a little sense as to how large the world is. And even if we take human resources, how many different elements there are in how we manage a workforce, how we engage with a workforce and how dynamic it is. And I think that's a big part in my mind, even just in the last seven years, how dynamic the workforce has been, as well as how we engage with that workforce.

Speaker B: There's no question about it. All the differences, all the change. I mean, boy, when you think about, talk about workforce, just think about what hiring was like six, seven years ago. I go all the way back 13 and a half years ago. Right. The change is dramatic. It's just dramatic. And finding talent. Uh, I don't even think, do we even have Monster back then or some sort of job board? Right. I'm going back 13 and a half years. I think we had like these one. One job board, maybe like master.com or something else. I don't even know if they're around anymore. But there was just. It was different. You, you wrote a resume, you put it in a very simple computer, you sent it for AOL right off to somebody else.

Speaker C: Well, not to age you completely, David, but if we look at 14 years, I mean, the, uh, smartphones invention was just, just beginning. I mean, you, you weren't at a place in which we had. People had the blackberries, but it wasn't the smartphone. It wasn't. It wasn't Apple or, or now the Android that people literally had access to, you know, everything walking around with them and how both that access, as well as social media and all the technology as it's evolved and the apps through that period of time, um, have evolved. I mean, in 2010, if someone said apps, you and I would be looking at a menu, um, not thinking about what's on our cell phone.

Speaker B: No, it's true. And, um, we've done both. We've looked at apps while eating apps. So I feel good about that. Right. In terms of it. But you're right, world has changed. Um, you know, and I think what I wanted to do, and I know we talked about it before, is kind of reach back and think about some of the highlights and maybe we pick some areas, like hiring in terms of what has happened and how we move it. I mean, applications were mostly paper back then, right? Now we've moved into application systems that, I don't know, sometimes may or may not be better, but certainly gives us a lot of data.

Speaker C: Well, not just application systems, but potentially a role in which. Like, does one need a human involved in the process, or is AI kind of accomplishing Everything. And not to say that that is in anyone's best interest from a risk mitigation standpoint, but that we kind of have that technology now, from going fully in paper and handing someone a resume to everything being electronic and never touching the hands of a physical person.

Speaker B: Yeah. I mean, big swings, not just small swings. Right. And, uh, things we can and can't do A different. We used to be able to ask for salaries, and in some states you still can. But, uh, uh, criminal background checks, drug testing has changed dramatically. Right. If you had asked me seven, eight years, maybe even 15 years ago, that we would say, well, we're not going to test for marijuana. We're not going to test for t. I think, Tony, you would have looked at me as an attorney gone. Uh, Dave, what are you talking about?

Speaker C: Yes, I. I would agree with you wholeheartedly there.

Speaker B: Right. It's just how it became in the changes and hiring older workers. Right. The group of baby boomers that are in the marketplace today are not only sought after, but they are really desired in many aspects.

Speaker C: And we're seeing that interesting kind of boomerang. I was just talking to colleagues about this, where we see, um, boomers retiring and then reentering the workforce. Whether or not that's based off of their own volition or a desire from agencies and organizations who are looking for that talent and experience at this point in time. Um, you know, I'd say In the last 10 years, we were talking about how the boomers would be leaving the workforce at this point, point in time. And, you know, a lot of the things that I think were predicted not just by the. By you and I. I don't want to say that we were the wrong ones, but more generally when we looked at that impact, I think we believe that that many boomers would have left the workforce at this point in time, and instead we're seeing the polar opposite, where they're staying in much longer. Yeah.

Speaker B: And. And people's lifespans are longer as well.

Speaker D: Right.

Speaker B: So you. You have. I. And of course, the economy has certainly changed over the period of time. I remember, uh, you know, where we had the recession and then we had the Great Recession, and then we had booming times, and then we're back to another mini recession and then again, uh, the pandemic and things that just changed the dynamic of what people felt about work and whether they had enough to survive. And again, inflation and all the things today have just changed how people think about things.

Speaker C: Interesting, though, because as I was preparing for this conversation with you, one of the things that kept coming to top of mind when I thought about guests that I had really enjoyed working with or information that I found new and exciting was this concept that foundationally communication was always going to be such an important element of the employer employee relationship without regard to what format it took, whether or not that was oral communication, whether it was body language and how we communicate with each other, how we present as a company more generally to the public and our employees. But all those different elements of communication are just so important. And I guess that makes sense because here we are, you know, finishing up, um, at least my radio career, um, with this form of communication and making sure we can clearly communicate what this experience has been like for us.

Speaker B: Of course you're listening to the HR Power Hour on Newstalk, WLOB 100.5 FM M. And of course I'm talking with Tani Alvarez, who is of course with Vero and my co host here through at least the next 45 minutes. Right, Donnie, the next 45 minutes. In terms of it, you know, I, I agree. There were such great concepts and ideas that came out of the guest that I wouldn't have thought of. And communication was certainly one that was repeated over and over and over again. And whether it was the uh, verbal, digital to any aspect of communication, it seemed to always be how are we dealing with conflict? How are we dealing with each other? Why do we allow things to get to us? How can we possibly collaborate better? What are the things that, you know, what can we study and learn from hours? What phrases are powerful, you know, all those aspects of communication that made a huge difference in people's lives and still do today. I don't think anything's changed really over the whole time that we've done this.

Speaker C: No, I agree. I mean, we see different circumstances, we see different ways to deal with problems, we see evolving cultural norms, I guess would be a good way to say it, or even societally what is acceptable and not acceptable in the work environment. But at the same time making sure we're effectively communicating expectations both as an organization or with our peers. I think runs through all of the conversations that we've had with guests about the importance of whether or not it's benefits, whether or not it's performance based discussions, um, all really important in this space.

Speaker B: Yeah, no, there's no question about it. And you're right. I think the biggest challenge today, if I was to bring it forward, is you almost have too many forms of communication coming at you. Right. Whether it be online, you could have Seven platforms sending you information plus email, plus texting, plus phone calls. Right. And that is the big challenge. It's very hard to navigate all that communication, bring it all together and not miss something.

Speaker C: Absolutely. And when you're trying to collect it and understand what's the timeline, what's the story regarding this employee, when we look holistically at, you know, what that employee's experience has been, and we're kind of cobbling together a handful of text messages, some slack messages, the emails, posts on social media concerning work, um, all of or time swipes. I mean, I think other pieces of data also communicate things. Whether or not it's keystroke monitoring or it's swiping to access buildings. I mean, we have so much data and then understanding how that plays a role in communicating that employees experience.

Speaker E: Experience.

Speaker C: It is so very interesting right now.

Speaker B: Yeah, it really is. It's changed the way we, we communicate. Nai, uh, is going to do even more with that. Right. And it's, it's going to make assumptions and we have to be careful today. Um, maybe in five years we'll have a different conversation, but today it's still not 100 accurate. It has false flags, it has inaccuracies and what it is.

Speaker C: And understanding that the way the AI is functioning is going to take the same limitations we as humans have and just kind of double down on those limitations, I think is such an important element to keep in mind as we're considering how AI integrates with our organization.

Speaker B: Yeah. What we're willing to use it for and what we're really using to, you know, it can save us time, but can it save us headaches? And that's a. I actually heard that at a conference. And I went, oh, that's an interesting way of putting it.

Speaker C: You know, I make that joke that you and I both have, uh, faces for radio. So you can't see that I'm, you know, smiling and giggling right now. But as we talk about AI, in my mind it always goes back to the Microsoft paperclip and the fact that we have had AI, you know, since the 90s. You know, that paperclip, when bounce up and say it looks like you're writing a letter, let me help. And, uh, how exciting and fun it was to kind of jump over a few steps by allowing that paper clip to format your letter. And then here we are, you know, doing one or two prompts into chat GPT and the whole letter is ours.

Speaker B: Yeah, yeah. And it comes up with very flowery words. Yes. Sometimes I have to look what actually they're saying. But that's okay. It's all right. It's all part of it. It's all, it's all part of the AI. Uh, so yeah, communic and heck, this, you know, the radio, we've been, we've been on the radio for you know, 13 and a half years. Uh, we then added in podcasts a number of years ago. Right. Because I mean we didn't even have podcasts. Right. There was no such thing. It's really amazing. And, and, and now there's, you know, probably as many people listening to both for the show in terms of it, in terms of how it is. And, and that's just, that's just an interesting way of thinking different about what's the communication going to be like. But still, you know, and, and collaboration and lack of conflict because that's still the keys to success.

Speaker C: It's interesting because we, you know, when we talk about communication we talk about the evolution of technology. I think another aspect that really comes to top of mind for me is some of the great ways in which technology truly has been, um, has evolved in order to fix some of the problems that employees were experiencing. Experiencing whether or not it's access to paychecks, um, more generally, how quickly they're able to access wages that may have already been earned but aren't being paid out on payday, or how other forms of technology can be used for, to better employees mental health or to make mental health counseling more accessible to uh, employees. I think of those grand ways in which technology really has positively evolved the workforce force, you know, over the last decade is really cool to think about as well.

Speaker B: Yeah, there's no question, heck, even mental health, a conversation uh, 13 years ago looked totally different than it does today. And we're going to talk more about that and other things when we come right back. You're listening to the HR power hour on new stock WLOB 100.5 FM. Um, and come back for the rest of the show.

Speaker F: Founded in 1958, Jackson Lewis is a national law firm with a local presence. The firm's 765 attorneys practicing in 54 locations throughout the U.S. and Puerto Rico provide a wide range of resources to address every aspect of the employer, employee relationship. HR professionals, business and in house counsels and C suite professionals count on Jackson Lewis as it has one of the most active employees employee litigation practices in the United States. Contact them today@jacksonlewis.com that's jacksonlewis.com

Speaker D: Take it to Moody's? Take it to Moody's Collision Center?

Speaker G: Uh, if your car is a wreck and you don't know where to go?

Speaker D: Take it to Moody's?

Speaker G: You want to get on with your life? Get on with the show?

Speaker D: Take it to Moody's?

Speaker G: Good people you can trust?

Speaker D: And it won't be your fault? Take it to Moody's Collision Centers? M O O D Y

Speaker G: your kid was talking on the cell phone? Drove right through your own home? Sitting in the parking lot? Maybe you get hit a lot Driving through the green light? Suddenly your sideswipe put it in reverse? But it turned out that it was first?

Speaker D: Take it to Moody? Take it to Moody's Collision Centers?

Speaker H: US Kids presents what to expect when you're expecting a teenager learning the lingo.

Speaker I: Goat G O A T acronym stands for greatest of all time. As in spaghetti sandwiches for dinner. They're my fave. Dad, you're the goat.

Speaker H: You don't have to speak teen to be a perfect parent. Thousands of teens in foster care will love you just the same. Visit adoptuskids.org, brought to you by the U.S. department of Health and Human Services, Adopt Us Kids and the Ad Council.

Speaker B: And we're back. And you're listening to the HR HR Power Hour on, uh, News Talk, WLOB 100.5 FM. M and presented by CMA Korea.com and Veril-Law.com Our guest today is my co host of the HR Power Hour, Tawny Alvarez from Vero. And we're talking about the fact that, hey, today is the last show on the radio and the last show together as co hosts, and that the format of the HR Power Hour is moving to podcast only. First of all, I cannot tell you, and I'm going certainly talk about at this end, how much I appreciate WLB radio giving me the opportunity and the chance to have an HR Power Hour radio show. Um, and also special shout outs to J.J. jeffries and Ray Richardson, who were two of the main drivers of this show in getting me to do this and taught me everything I know about radio today. So I want to make sure I do a huge shout out for them in terms of what they've done for me and the organization. But, Tawny, you know, when we think about HR and the changes we've seen and the tough stuff we've talked about, compliance has been an area that has changed dramatically over 13 and a half years. What do you think is the biggest thing that has changed in the last 10 years? Let's just call it 10, you've been on the show for seven. Think about the things we talked about way back and now, what was it even there maybe is today?

Speaker C: You know, I think that a lot of it is societally where we find ourselves. What was acceptable at work a, uh, decade ago in a lot of situations will not be tolerated today. Um, so I think we see, uh, a pretty significant shift culturally, at least in the United States States, with what is and is not appropriate workplace behavior. And I say that with the understanding that in 2010, 2014, the behavior may not have been appropriate generally, but we may have allowed or permitted it to continue. And I see more and more organizations that are taking a strong line from, um, ethical, moral, you know, general ethos, perspective as to who they are as a company and what they will or will not permit. And whether or not that's driven by new generations that are entering the workplace or it's driven by regulatory statutes, rules, policies. Um, I think it's a little bit of both, um, that are playing a role in what work looks like to be.

Speaker B: Yeah, no, I think it's probably a combination of all that. Right. Cultural, societal changes never, never stop. And I think that technology, as we talked about in the last segment, has probably escalated that at a faster pace than that's ever happened. Right. This, if we think about it, uh, information did not move the way it moves today. You couldn't have something that goes out on the airwaves and within a minute a million people have seen it, and that just didn't even exist. There wasn't even the concept of that. I mean, as I remember, we could

Speaker C: fax it to someone and they might receive it. They m. May not have, but they may not have.

Speaker B: No, that's true, and that's 100% true. And what we knew to be right or wrong was a little more culturally, socially to where we were versus Universal as a country. And not, again, not right or wrong, just is right. I'm not somebody who looks back and says, oh my gosh, we should have never done that. Well, if you, if you don't know something different, you're not going to necessarily change your behavior.

Speaker C: I can't remember who it was, but I feel like, you know, decades ago, when you're here, your family, right, where we talked about our employees or the people we're with all the time being family. And now, you know, we don't use family language because you don't fire your family. You don't hold. You don't come into work and not talk about all of the things we're asking employees not to talk about. So we're simultaneously at, ah, this interesting place where we're telling employees to bring their authentic self to work.

Speaker D: Right.

Speaker C: Be authentic and real, but you're not family. And we don't need to know all the things that you would tell your family. Which is, you know, when we go back to that communication concept that we started our discussion with is very confusing because we went from your family, we want to support you, but don't tell us the really tough stuff to this place where it was be your authentic self, tell us all about you, but you're not family and recognize we can still get rid of you to I think this time in between where we're saying, what does that look like? How do we ask people to be authentic but also still have boundaries to make sure everyone understands the appropriate relationship between an employer and an employee?

Speaker B: Yeah, there's a question about it. You know, I think about, obviously Vero has been a great sponsor and also you have been an amazing host and you had a number of attorneys on that, talked about employment law and all aspects of it, whether it be uh, from compliance to general, uh, law having to do with helping businesses. What was the, was there anything that stuck out with you that when you think about things that have changed, I mean, I'll tell you, from my perspective, it's the amount of change that to me is what has completely changed over the past 10, 15 years is there was always change. You know, the federal and state governments would put out new rules, new regulations. Great. And you had a couple a year. Now there could be 50 or more a year. I mean, I sometimes, I guess from my perspective, I sometimes worry as a business owner that, you know, you could easily miss something and you could easily take all this information. Right?

Speaker C: It's, it's a challenge, no question, because I think specifically in the last 10 years you're asking human resources professionals to do more than is, is realistic for any one person. And I say that in a number of different ways, especially when we look at laws. Right. One, in the last 10 years we've seen a significant uptick in regional municipalities or cities that are creating their own, um, employee regulations, whether or not those are leave laws, whether or not they're reporting requirements. But we go from an environment where an employer only has to worry about federal and state regulations, but also tying in municipalities where they operate. And if that wasn't hard enough, David, you know exactly where I'm going. You know, we now have significant remote employees and if any of them are outside of the state, we have a whole other state and city town, um, that we have to make sure that we're complying with those standards as well. Um, difficult enough for one person to keep track of the quantity of state regulations that's occurring right now, let alone multiple states and cities.

Speaker B: Yeah. And just as I said, the quantity of regulations coming out of the agencies. Right. And the number of changes that you have, the number of acronyms. I don't know about you, but there's more acronyms than I could possibly learn or want to learn if I want to be totally honest about that. Right.

Speaker C: And that, but those acronyms aren't talking with each other. One acronym wants employers to do one thing. Another acronym tells employers that if they do that it's illegal and that they're going to be fine. And when employers, when we as constituents go to our legislature and say, do you see what we're trying to do? In a lot of ways it's falling on deaf ears. So we're at this point in time where we have regulations and I'm not pointing at any state, I'm not, uh, pointing at a federal agency, but that nobody wants to work together to understand the effects it's having on business owners.

Speaker B: Yeah. And employees. I mean, it affects everyone. Right. Because you know, if, if employers have to spend more time, energy and money in all these compliance areas, it does affect the role in the job and maybe it affects somebody's ability to do something or get a raise or do something that it costs money to do all these things. And you're right, I do. As you have said, they don't always think of the long term implications of some of these areas. And of course everybody's listening to the HR Power Hour. And of course our guest today is our, uh, co host, Tawny Alvarez from Ferrell. And we're talking about, well, my gosh, the fact that this is the final show on the radio and we're moving to an all podcast channel and Tawny is going to go off into the sunset and her radio career is. I know, as I said before, I can't wait to see you on tv. It's going to be great. Just wonder

Speaker C: no one hold their breath on that one. And don't go scan and Sirius XM to see where I'm at because you're not gonna find me.

Speaker B: They're not gonna find you. All right, all right. Well, you never know. Don't say never.

Speaker C: No, I won't. I won't say never. But you can find me in hibernation for the next few years.

Speaker B: Yeah, I understand that. I hear, uh, that, you know, as I'll, as I'll go to a little bit of a softer side of a question before we get back a little more into hr. How did you feel about learning about the radio, learning about podcasts, and learning about interviewing guests and just, uh, turning it from what I, uh, called it originally a chore into fun?

Speaker C: Yeah, it's a really great question, David. And I think a lot of it is the really cool people I got to speak with and realizing that the more that I was able to learn about things that other people were passionate about, their experience, excitement very easily spills over to you. So there may have been a handful of guests where I would be speaking to them, and part of me would be saying, why are we even having this discussion? It seems to bore you to death. Right. And those were some of the hardest interviews to do versus talking to someone who is truly, truly passionate about something. And it could be a tax credit that, to me, in my personal life, is going to be something that, honestly, I would use to put myself to sleep. But their passion and excitement about that topic was enough to always make that show so much more enjoyable. And that's when I got into that rhythm, when I realized that allowing the guest energy to really come in and for me to take hold and ride that, that was the greatest part, uh, of this process and the evolution in my mind of my quote, unquote, radio career.

Speaker B: Yeah. You know, it's funny. I. I've, I've done it. I've gone back and listened to the first couple shows, and then I looked into some, um, today, and I swear it was a different person. I'm not exactly sure who the person was originally, but you're right. And, And I have said from the beginning, that's why I enjoy the show so much, because it's really not about us. It's really about all the guests. And, and they bring new ideas, new thoughts, new, uh, new concepts. And maybe I thought it was, oh, boy, I don't know where that show's gonna go. I don't know what. I don't know if I agree with any of it, to be honest with you. And by the end, I at least understood it. And as you said, I, I recognize their passion for it, and some even won me over. Right. In terms of. Even if I had had a different thought process going in and I could feel the audience almost going, wow, right? Wow, that was a great show.

Speaker C: Not just that. But it's interesting and some of our listeners may not realize this, but, um, as this process evolved for me, I spent more and more time pre show with a lot of our guests. And one of the reasons I did that was to attempt to understand is our conversation going to be enjoyable for someone else to listen to? Because we are creating this product, David. And sometimes I think in your mind you're like, okay, you press stop. It's going to air. We're in a good place. But the big question is, does anyone want to listen? I don't sometimes want to listen to myself talk for 45 minutes. So is this conversation or having with a guest something that other people want to listen to? And there would be pre calls where the guest would tell me four different ways to Sunday that I was wrong, that I didn't know what I was talking about, and I'd be like, I don't know. If anyone wants to listen to someone tell me I'm wrong for 45 minutes. And those are the shows that ultimately don't end up existing. Um, and it's those really fun ones, I think, that made it worthwhile over these last seven years for me.

Speaker B: No, you're right. People don't really understand and probably don't need to understand what goes into a show. Right. And. And that's. Right. There's a lot of shows that have ended up on the floor, right? The pre screens and the conversations. Because, um, you know, people may not know this, but when I interview them, I can see them usually on, on some sort of digital platform before, it was always by phone. But I'll close my eyes to listen to them because I. What, what's, uh, that passion through the audio sound? Not so much the video screen. It's different. It's just totally different on a video screen. And that's. I think the power of radio is that you can get a message across through, you know, your tone, inflection and passion. Shows that way without the animation of, of what you can do in terms of it.

Speaker C: Well, you think as you say that too, David. I think it's almost like, I promise you everyone, this wasn't a setup, but one of, um, our shows from last year was about, um, discrimination on the basis of voice or, um, linguistic personality more generally. And this concept or idea that, you know, for a long time we didn't do video calls, we just did phone calls. Then the first time you meet someone, that visceral reaction of, that's not what I was expecting you to look like. And where that bias comes from as it relates to speech and voice patterns and how interesting that is.

Speaker B: No, there's no question. It absolutely is. Well, we're going to take another break. You're listening to the HR Power Hour on, uh, Newstock, WLOB 100.5 FM. And we will be right back. Educational HR radio is critical to your organization's success. And our sponsors understand the value this program brings to owners C suite professionals and the HR community. We are honored to thank our sponsors for their support and contributions to this program. We thank the law firms of Vero, Jackson Lewis and she and Finney, along with our partners. Strategic HR want to be the next sponsor of the HR Power Hour. Text 603-03-6124 and say HR Power Hour sponsor.

Speaker E: Hi, I'm Susan McVetty.

Speaker J: And I'm Pete McVetty from McVetty's Hearth and Home.

Speaker E: Is there a sale going on at the store right now?

Speaker C: No.

Speaker K: No.

Speaker E: Hearthstone, Quadrifier, Mendota Wittis, Blaze King, or more so sale?

Speaker J: No.

Speaker E: No Yodel, Vermont castings or Regency? Oh, there's always a Regency sale. No, you're telling me that out of the gazillions of wood, gas and pellet stoves that we carry the there's not a single sale going on?

Speaker J: Nope.

Speaker E: Oh, what about patio furniture, awnings, grills, smokers and aluminum docks?

Speaker J: No. Just because there isn't a big sale going on doesn't mean that we are not having great deals and still doing free estimates for anyone needing a heating appliance.

Speaker C: Oh, well, good.

Speaker E: Just let me know when we're having another sale.

Speaker J: Okay. There's always a bargain to be had if you were looking for one. And we don't need a new heating appliance.

Speaker E: Well, maybe my sister needs one.

Speaker C: Or my friend.

Speaker E: Or your sister. Sister.

Speaker J: Stop by McVetty's Hearth and Home at 893 Route 1 in Yarmouth or check out our website at stovesofmain.com for the latest information, including our sales.

Speaker E: Really? I have to check out the website?

Speaker C: Really?

Speaker E: And I can't believe Regency isn't having a sale.

Speaker L: At over 150 years old, Verrell has an illustrious history with more than seven generations of legal expertise. With more than 130 attorneys across seven offices from Maine to Washington, D.C. verrel serves clients across the country and around the world. HR professionals, business leaders and in house counsel. Count on Verrel is one of the premier labor and employment law practices in the Northeast. Contact Verrell at verrel,-law.com that's vel-law.com With

Speaker M: Zillow, you're not just looking for a house. You're looking for the bathroom where you'll give your kids shampoo mohawks, the bonus room you'll turn into a gym and work out in every single day, starting tomorrow. You're looking for hardwood floors worthy of your signature dance move, the Glitchy Robot.

Speaker I: You're not just looking for a house. You're looking for a place for your life to happen. And whether buying or renting, Zillow makes it easy with simple, smart search features, photos, video walkthroughs and more. Zillow. Find your way home.

Speaker K: It's 6:42pm Time for Steve Plato and his son Dylan to do the dishes. They talk about everything from the yuckiness of girls to the awesomeness of his soccer team. Sometimes they don't talk at all. Then, hey, the dreaded splash fight. It's dad o' clock and it's the best time of the day because the smallest moments can have the biggest impact on a child's life. Take time to be a dad today. Call 877-4-DAD411 or visit fatherhood.gov Founded in

Speaker F: 1958, Jackson Lewis is a national law firm firm with a local presence. The firm's 765 attorneys practicing in 54 locations throughout the U.S. and Puerto Rico provide a wide range of resources to address every aspect of the employer, employee relationship. HR professionals, business and in house counsels and C suite professionals. Count on Jackson Lewis as it has one of the most active employee litigation practices in the United States. Contact them today@jacksonlewis.com that's jacksonlewis.com.

Speaker A: And we're back.

Speaker B: And you're listening to the HR Power Hour presented by Cmacareer.com and Veril-Law.com today you're listening to the host, David Shulo. That's me. And I'm talking with the co host, Tony Alvarez. That's her. And we're talking, uh, about the HR Power Hour and the fact that today is the last show on the radio and the last show with Tawny Alvarez as my co host as we're moving to a podcast format and again it will be on all major podcast channels. Know that that will be there. You will see that hopefully at the beginning of the year in 2025. So look, bottom line, at the end of the day, um, it's, it's, I just want to say that this is fun. This is fun. I love Doing it. Hope the, uh, the audience, by the way, you're the whole star. The audience is, is everything. And we have heard from many of you thanking us for great information, great shows. And I'll tell you an area that I learned a lot from was authors and people that had books and people who had information and, and, and, and blogs and podcasts and, and everything. And I, uh, will tell you, over the years, some of the most interesting topics came across with people who talked about their book and again, their passion showed through. And I like to say I have a radio show and I don't have a book because the idea of writing a book is about, uh, I'd rather have one of my nails pulled out. But if I'm going to talk about the radio, I'm happy to talk about it, write about it. Uh, it's a little different. But we have had just some amazing authors on the show and I know you have too as well. Tawny.

Speaker C: Yeah, no, I mean, it's so interesting because I think early on in my career in this, um, process kind of doing the show with you, there was a part of me that said how many authors talking about leadership is too many. Right. How many ways can that be either rebranded or really provide something to our listeners? And it's interesting because the answer is there is no cap. And in large part I feel that way because the individual aspects of people's experiences and their perceptions, kind of what makes them them has this really interesting element of how they see and solve problems. And I feel like whether or not it's someone where their life experience hits a note with you and you're able to either empathize or really connect with them may change as you go through your career, depending on what stage you're at, depending on what life experiences you've had. And I think that's one of the amazing parts about so many of the books and the authors that we've had on the show is that they come from different countries, different regions of the world, different industries, different, um, places within their career. Some, you know, have been in the work environment for decades upon decades and others are, you know, 20 somethings who are new and seeing the work environment from this new perspective. And I so enjoyed understanding the background of people as to how they came at concepts of work and leadership.

Speaker B: Yeah, there's no question that I didn't know there were that many differences. I knew there were a lot of leadership books, but you just said, oh, they're rehashing the same and they're not. They're really coming up with some great things. I mean, I'll just, I'll drop one because it's one that is a more recent one that came across and it caught my attention. It's called One drop of poison, how one bad leader can slowly kill your company. And, um, other than the fact I love the COVID it's just got an amazing cover on it. And, and the artist should be commended for, uh, talked to simplicity of how hiring the right person, keeping and maintaining that person is important, and also talked about how one bad person that doesn't fit the organization, that doesn't do the things they do, and how fast it can kill the organization. And I think that's an important part of remembering. I mean, I, I remember talking to people about, about surveys that have come out about, you know, employer surveys that have been used by what, thousands, hundreds of thousands, millions of companies and how, how to use them better, how to ask the right questions. So I think that the, you know, one thing I'll say about the HR power is we've provided a lot of really good, useful tips. And I think that's one of the things I'm, I'm very proud of this, this show doing.

Speaker G: Yeah.

Speaker C: And I think, you know, if we go back to kind of those initial discussions that we even have with guests, I've come into some saying, like, how can this person add to the conversation? And then once I go through their book or once we really have that discussion, I'm always amazed at how much they really do come at it from a different angle. And, you know, the same thing with, um, some concepts regarding diversity and incorporated inclusion, really big concepts that are difficult to either explain to people or to help people take in manageable bites. And I found that that's, you know, some of these books and the guests that we've had, if you're able to come away, whether or not it's you and I or our listeners with two or three pieces of just nuggets, I feel like that's a win because we're surrounded by so much information right now that really being able to take and synthesize 45 minutes of data is, Is tough in a lot of situations.

Speaker B: There's no question. I mean, hey, look, we've spoken international guests, we've had people from overseas. We've in England, France, Germany, different places, um, Canada, uh, all around. And they give an interesting concept about how things are a little bit different there, yet the basics are still the same. We're still dealing with people, still dealing with humans. We're still dealing with conflict. We're still dealing with, you know, workplaces. And it's interesting to see that no matter where you are, it's still the same human capital challenges.

Speaker C: Yeah. How do we manage stress? Uh, how do people respond to different personality types in the workplace? And the fact that, uh, no matter what country you're in, there's going to be some difficult personalities that we're each going to work with, and how do we manage those relationships?

Speaker B: Yeah, there's no question about it. Of course. You're listening to the HR Power Hour on News Talk, WLOB 100.5 FM, presented by Cmacareer.com and Vero-Law.com of course. We've got a few minutes left of this segment. What was the one show, the one show that sticks out in your mind, Tony, that you said this was it.

Speaker C: You know what? You're gonna think that I am, um, just, um, stroking your ego. Uh, it was actually, um, one that you and I did. And it was our last show that we did in the recording studio. And, um, when we entered the studio, we had no idea what we were going to talk about. And we ended up doing the seven personalities that you're going to engage with at work. And we took all the different, you know, issues that you could face, and we turned them into seven little dwarfs. And we talked about those seven personalities at work. And it's interesting because you would think that I would have chosen one where I was the host and I was talking to a guest. But going back to my guest days was actually, you know, that that was one of the more enjoyable ones that I had. And I think in large part it's because I struggle to pick a favorite guest because they are so individualized, and I took so much value from each of them in very different ways.

Speaker B: You know, I was going to be doing that answer in terms of saying that I don't have a favorite, to tell you the truth. Uh, everything was unique. Right? Sure. There were better quote, unquote shows. Uh, we've had guests that have the gift of being able to articulate something in a way that I sit there and go, wow. Or, uh, are able to, again, be so passionate that they're able to really explain something that's difficult. Or maybe that just somebody I would like to go out and have a glass of wine with, that's just so wonderful. Right. Um, or even the ones that sometimes go, oh, wow. And that's enough to say about the show, but it is, it is the uniqueness of meeting all these guests and meeting all these people and knowing that some of them have spent their whole life to get to the point to talk about this. And I find it as an honor to be able to provide that information to an audience that may or may not have seen them before.

Speaker C: Agreed. And it's interesting, you know, when we take what people do and what their path was, I find that so interesting sometimes where I'll say to someone, I'll explain your path. And then they stop telling me and I'm like, I'm still so confused as to how you came from an archaeologist to working in hr. Uh, and then having them make that final connection is always just so interesting to see how so many different segments of the market do play a big role in how we engage with employees and leadership and some of those much larger concepts.

Speaker B: There's no question. All right, we're going to be back for our final segment of, uh, the HR Power on WLOB and moving to a podcast channel permanently. You're listening to the HR Power Hour on News Talk, WLOB 100.5 FM. We'll be right back.

Speaker L: At over 150 years old, Verrall has an illustrious history with more than seven generations of legal expertise. With more than 130 attorneys across seven offices from Maine to Washington, D.C. verrel serves clients across the country and around the world. HR professionals, business leaders and in house counsel. Count on Verrel is one of the programs premier labor and employment law practices in the Northeast. Contact beryl@barrel law.com that's veral-law.com man do

Speaker N: I love card night. You ready boys? You got a king.

Speaker C: Go fish, dad.

Speaker M: Oh, come on.

Speaker N: This is WWE superstar Titus o'. Neil. The smallest moments can have big the biggest impact on a child's life. Take time to be a dad today. Learn more at 877-DAD-411 or visit fatherhood.gov

Speaker I: brought to you by the U.S. department of Health and Human Services in the

Speaker A: Ad Council in today's highly regulated climate, customized HR solutions are needed more than ever. Career management associates can partner with your existing HR department for projects or even serve as your outsourced HR department team. From compliance and compensation to investigations and Employee Relations, CMA provides you trusted HR solutions. Call 207-780-1125 or uh, visit cmacareer.com

Speaker F: Founded in 1958, Jackson Lewis is a national law firm with a local presence. The firm's 765 attorneys practicing at 54 locations throughout the U.S. and Puerto Rico provide a wide range of resources to address every aspect of the employer employee relationship. HR professionals, business and in house counsels and C suite professionals. Count on Jackson Lewis as it has one of the most active employee litigation practices in the United States. Contact them today@jacksonlewis.com that's jacksonlewis.com.

Speaker A: And we're back.

Speaker B: You're listening to the HR Power Hour presented by CMAkarea.com and Verrel hyphen law.com I'm your host David Chulo and on the show with me today is our co host Tani Alvarez. And for those who may be just tuning into the radio, the HR Power Hour is moving to a full podcast format. Today is going to be our last on air radio show. Um, and we want to thank first of all all of our radio uh, guests who have been on over these past 13 and a half years. We certainly want to thank all of our listeners out there on the radio. And Tawny, as you think about seven years of doing this, any final thoughts for the audience?

Speaker C: I, I don't know if people realize this, but while David and I sound amazing on air all the time, there is somebody who helps us sound amazing. So my big thank you goes to Ms. Debbie Davis, our producer and the fact that she always makes it sound like David and I know what we're talking about and that we never misspeak at all. So in addition to the sponsors and our listeners, um, I, you know, want to give a big thank you to Debbie because um, you know, she definitely gave me the confidence to be able to do this well and to uh, help me to bridge the gap between Stop, stop, I'm at time, we gotta stop talking to very nice intros and outros to make sure that we sounded much more professional than maybe I was acting within my office.

Speaker B: Well, of course Debbie is uh, one of the kind. She has uh, done eight shows as a producer as far as I know locally. Maybe uh, more after that. But Debbie uh, is, is a gem, a treat. As you know, she's one of the sweetest ladies and uh, she's been a big reason for the success here on the show. Uh, it's a lot of stuff behind the scenes that people don't know about and uh, and she's a big part of that. So of course uh, we bank her from the bottom of our hearts as we wrap up the show today. It's a bittersweet moment for me as this marks the final broadcast of the HR Power Hour here on WLOB. For 13 and a half incredible years, this station has been our home. And I am endlessly grateful to J.J. jeffrey and Ray Richardson for giving me the opportunity to build this show and this brand from the ground up. Their support helped me learn and grow, and for that, I'm truly thankful. A huge thank you to our amazing producer, Debbie Davis, whose dedication, candor, love and fun have been at the heartbeat of this show. Debbie, you've been such a vital part of our, uh, success, and I couldn't have done it without you. And a huge thank you to our fantastic operations manager, Dan Collins. You make it seem easy as you handled all the marketing and distribution of the show. You always make things happen. To my co host, Tawny, who has been with me for the past seven years. What a ride. You've been not only brilliant partner on the air, but a dear friend. Thank you for everything. To our sponsors over the years, your support made this possible and I'm forever grateful. But most importantly, I want to thank you, our audience. You tuned in, you learned, laughed and shared this journey with us. You are the reason this show has thrived, and I can't thank you enough. Though we're saying goodbye to our weekly spot on wlb. You can catch all of the past episodes as we look out for potential new content in 2025 by visiting HRPowerHour.com or your favorite podcast platform. Thank you to all. And remember, HR is important and it matters.

Speaker D: It.