Six years ago, I made the life-changing decision to relocate from Colorado to Wisconsin with my husband, embarking on a new chapter in our family's journey. Despite feeling uncertain about the move and having limited connections in our new home, reaching out to my acquaintance Jeff proved to be a pivotal moment. His introductions led me to two individuals who would later play a significant role in shaping my career.

One was Gail Johnson with Restaino & Associates - relocation and real estate service provider. (I shared more about Restaino & Associates in 2023 here.)
 
The other was Nicki McCurdy with The QTI Group.
 
I had a meaningful conversation with Nicki to learn more about Madison and potential job opportunities for senior HR professionals. We connected instantly, discussing my background and the importance of a strong mission in my work. I also shared the personal impact of losing both my parents to cancer.

She asked, "Have you ever heard of Exact Sciences and Cologuard?"
 
I had not.
 
She proceeded to tell me about this dynamic company in Madison driving innovation in cancer research and early detection. What I didn't know at the time was she was contracted with Exact Sciences, and they were actively seeking talent for HR positions.
 
Upon exploring their website, I applied for roles that caught my interest. Sadly... shortly thereafter I received the dreaded rejection email. No worries. I pursued other opportunities that Nicki had suggested.

While continuing my research about Wisconsin, I decided to enhance my networking opportunities by attending the Wisconsin State SHRM Conference to connect with professionals and explore the local landscape. As I made plans for the conference, I received a call from a recruiter at Exact Sciences letting me know that Nicki had forwarded my resume to the SVP of HR, who was interested in interviewing me for an HR Business Partner role. Following a couple of initial phone screenings, Exact Sciences proposed onsite interviews in Madison, aligning perfectly with my travel schedule.
 
It was EXACTLY 6 years ago at the 2018 Wisconsin State SHRM Conference that I spent my time between the Kalahari conference center networking and Madison interviewing at Exact Sciences.
 
About 2 weeks later, I was offered the job. And 3 weeks later, my family and I rolled into Madison.
 
Moral of the story, networking is essential to making significant connections with peers and professionals in your industry. WISHRM offers a plethora of opportunities to connect!

It is truly a great honor for me to introduce you to The QTI Group.

Tell us more about The QTI Group and the services you offer.
Founded in 1957 as a small staffing agency, The QTI Group has grown into a privately owned human resources firm focusing on staffing, recruiting, executive search, and total rewards consulting.  We are headquartered in Madison, Wisconsin, and have branch offices in Baraboo, Beaver Dam, Milwaukee, and Portage, Wisconsin.

QTI’s staffing services focus on finding talent for administrative, light industrial, and skilled trade roles. We offer efficient and flexible placement options, including temporary, temp-to-hire, and direct-hire.

On the professional recruitment side, we deliver high-caliber talent for roles in the manufacturing, engineering, human resources, IT/technology, biotech, nonprofit, financial services, sales, and marketing areas.

QTI’s executive search practice focuses on recruiting c-suite and leadership talent for businesses and nonprofit organizations across a wide variety of industries.

QTI’s HR Consulting team designs talent, total rewards, and compensation programs that strengthen organizations and attract, engage, and retain employees.

What sets The QTI Group apart from other recruiting firms and consultants?
It starts with our core values: Quality, Talent, & Integrity.  And our people truly are driven by this. They are dedicated to making a difference for our customers, candidates, applicants, and each other.

Second, the breadth of services that we offer really sets us apart. QTI offers staffing, recruiting, executive search, and compensation consulting services to businesses and organizations, making us more than just a staffing agency. We really believe that we’re the only firm in the state that can help our clients in all these interconnected ways.

We also look at every decision through the lens of exceptional candidate and customer experiences, as demonstrated by our excellent and near-world-class NPS scores.

Lastly, we are dedicated to improving the quality of life in the communities where we live and work. We provide support through our services, volunteer activities, sponsorships, and donations to nonprofit organizations.

What can businesses and leadership expect when working with QTI?
Our vision is to help organizations reach their full potential through people. We achieve this by deeply understanding a business's needs, strategies, and culture, advising on best practices, and connecting them to the right solution for their business. We aim to be a long-term, trusted partner and are committed to helping our clients achieve their goals.

What can job seekers expect?
It is all about the match—our recruiters are dedicated to matching talent with culture and culture with talent. To do this, we deeply understand the job seeker's goals, skills, and background. Then, by creating a caring candidate experience, we partner with the job seeker to find the right job match. Throughout the process, Recruiters provide regular follow-up and are a resource for questions and guidance. 

We also offer many incredible benefits to job seekers who are working on an assignment through QTI, including a convenient mobile app, paid holidays and vacation, an ACA-compliant healthcare offering, and a fun sweepstakes, QRewards, which is a $1000 monthly drawing for temporary employees working full-time through QTI.

QTI has been voted one of the Best Places to Work. What makes the culture of QTI so unique?
Our people. I know that sounds cliché, but it is true! We believe that people are the heart of the business and that great employee experiences create great customer experiences.  The QTI culture embodies this belief, and the longevity and loyalty of our staff is a direct testament to that.

Another contributing factor to making QTI one of the “best places to work” is our employees' willingness to go “above and beyond” in their jobs to help the organization succeed. We are proud to share that this is consistently one of the highest-scoring questions in our annual employee engagement survey.

Plus, we like to have fun! Whether it is a company lunch, mid-day cookie breaks, happy hour after work, or volunteering together in the community, we always find ways to have fun. That part is non-negotiable.

What can attendees of the WISHRM conference expect when visiting your booth?
We pride ourselves on being fun conversationalists. We’re at WISHRM to meet people. Stop by and chat us up about work, play, the Brewers…whatever is on your mind. 

Our booth has a fun Plinko game this year.  Attendees can play to win prizes, a homegrown “Camp HR” t-shirt and a drawing for a $100 Amazon gift card. We also have the QR code to sign up for our annual HR Trends webinar on October 29th.  During the webinar, we will reveal the top HR Trends for 2025.  This annual webinar has become a must-attend for WI HR leaders over the years.

What are you most excited about when attending WISHRM this year?
Meeting new people! I love the opportunity to walk around the Expo Hall, connect with fellow HR professionals, learn about new businesses, and network. 

​The QTI Group will be located in booth 223 in the Expo Hall. Be sure to introduce yourself to Casey Liakos, VP of Executive & Professional Search.  Connect with Casey Liakos on Linkedin, and visit the QTI website for more information. The Expo Hall grand opening is TONIGHT, October 9 from 4-7pm CST.

Connect with Nicki McCurdy, as well. She is PHENOMINAL!
 
#WISHRM24 #SMILE24 #HR #Conference #recruiting #TalentAcquisition #HRCommunity #HRShenanigans

Two of my most favorite activities in HR are networking with peers and developing leaders. I believe strongly that the best resources are those around you. Learning from the experiences and wisdom of others often leads to more effective outcomes in leadership. What a treat it was to connect with Liz Nottling with Executive Agenda, which offers a unique service for senior level leaders. Read on for a Q&A with Liz: 
 
Tell us more about your background, and why you’ve chosen to work at Executive Agenda.
 
I’ve had the opportunity to work in a range of fields throughout my career, from working in college in makeup sales at Boston Store to Private Banking and now in Executive Development. My passion for leadership development and creating opportunities for others has always been at the core of my professional journey. Executive Agenda (EA) stood out to me because of its commitment to supporting leaders and continuous learners in their careers. The chance to work alongside seasoned executives and help shape the future of leadership is what drew me to EA. It’s an organization that not only provides guidance but fosters genuine, meaningful connections among its members, which is something I truly value.
 
What are the key services and benefits that Executive Agenda offers?
 
Executive Agenda offers a unique professional service tailored to meet the unique needs of senior-level leaders. Our core offerings include peer advisory groups, executive mentoring, and relevant hot topic seminars. These services are designed to help executives tackle challenges, make better decisions and grow, both personally and professionally. What sets us apart is the value of our peer advisory group (often referred to as your personal board of advisors)—intimate groups where leaders can share their experiences and receive actionable feedback in a confidential and supportive setting.
 
Who is your primary target audience?
 
Executive Agenda primarily serves senior-level leaders, including C-suite executives and other high-level professionals (other than a President or CEO) looking for trusted, experienced advice. Our members come from a variety of industries, but they all share a common goal: to enhance their leadership skills, tackle complex business challenges, and connect with peers who understand the pressures and responsibilities that come with executive roles.
 
What is Executive Agenda’s mission?
 
Our vision is simple yet powerful:  To have all executives throughout Wisconsin experience the power of Executive Agenda. At EA, we believe that the best leaders never stop learning and that the most impactful growth comes from engaging with peers who offer fresh perspectives and insights. We aim to be the “go to” resource for executives who seek a supportive and forward-thinking community.
 
How do leaders connect with one another via Executive Agenda?
 
Leaders connect through our carefully curated, in person peer advisory groups. Each peer group is handpicked to ensure that members come from diverse industries and backgrounds but face similar leadership challenges. These regular meetings allow leaders to not only share their own experiences but also gain actionable insights from others who have walked similar paths. Beyond the formal structure, many of our members forge strong, lasting relationships and continue to connect outside of meetings, whether through industry events, social gatherings, or one-on-one mentorships.
 
Tell us more about becoming a Group Chair/Executive Mentor.
 
Becoming a Group Chair/Executive Mentor with Executive Agenda is an incredibly rewarding experience. Our Group Chairs have been known to say that it is the greatest “job” they have ever had. Our mentors are seasoned leaders who are passionate about guiding others through the complexities of leadership. As a mentor, you’ll have the opportunity to give back to the executive community, share your expertise, and help the next generation of leaders navigate their unique challenges. It’s not only a chance to offer valuable advice but also to build meaningful connections and gain fresh perspectives from emerging leaders. Mentors often find that the process is a two-way street, where they too benefit from the exchange of ideas and experiences. For those who are interested, we can make an introduction to EA’s Chair Recruitment Coordinator, Eric McGraw.
 
What can attendees expect when they stop by your vendor booth?
 
When attendees visit the EA vendor booth, they can expect to learn more about how Executive Agenda can support their leadership journey. We will have an interactive booth where attendees can answer a question about the future of business and see a variety of other responses.
 
What is one important thing about Executive Agenda that you want prospective members to know?
 
The most important thing to know about Executive Agenda is that we are more than just a networking organization; we are a community built on trust, experience and mutual growth. Our members aren’t simply attending meetings—they’re forming lasting relationships with peers who genuinely care about their success. At EA, you’ll find a safe space to explore new ideas, solve problems and grow as a leader, all within a peer group of like-minded executives who are committed to helping each other thrive.

The Expo Hall opens on Wednesday, October 9th from 4:00PM to 7:30PM in Africa East hall. Wander over to Booth 307, introduce yourself to Liz Nottling, and learn more about Executive Agenda.
 
 
#WISHRM24 #SMILE24 #Conference #Leadership #Development #HR #HRCommunity #HRShenanigans

Today’s workplace is undergoing tremendous transformation. It’s more important now than ever for leaders to guide their organizations through times of change. Leaders must understand that successful evolution of the workplace hinges on building and maintaining trust. Trust is not simply a desirable trait. It is a necessity. It acts as the glue that binds teams together, fosters collaboration, inspires new ideas, and fuels organizational success.
 
Attendees of the Wisconsin SHRM 2024 State Conference will gain exclusive insights from David Horsager, founder and CEO of Trust Edge Leadership Institute, about how top leaders and organizations drive business results through trust during Friday morning’s breakfast keynote. He then will dive deeper into why Trust is Your Greatest Competitive Advantage at his session that follows. I had the opportunity to connect with David to learn more about him, Trust Edge Leadership Institute, and what attendees can expect at this sessions:
 
Tell us more about Trust Edge Leadership Institute. What services do you provide, and who is your target audience?
The Trust Edge Leadership Institute is a Minnesota-based company that helps global leaders and organizations build trust. For 25 years, we have been pioneering trust development through research, speaking, consulting, and training on trust and its proven impact on the bottom line. Their clients range from Fortune 100 companies to national sports franchises to industry-leading small and mid-size businesses. I’m the founder and CEO, a business strategist, author, and soon-to-be your keynote speaker.
 
Tell us a little bit about yourself. Where did you start your career, and when/how did you shift your focus to trust in leadership?
The youngest of six siblings, I learned many of my life lessons growing up on a farm in northern Minnesota. A belief in the goodness of humanity and endless possibilities has propelled me throughout my career. My wife, Lisa, and I started the Trust Edge Leadership Institute in 1999 following my graduate work which focused on TRUST.

Why is trust so important in leadership and high performing teams?
No matter who you are or what your industry, a lack of trust is your biggest expense! Building and maintaining trust within your team is the foundation for engagement, innovation, and alignment throughout the organization. A team without trust can experience burnout, communication breakdowns, and an inability to execute.  

What, in your opinion, is the most essential element for building trust?
There are 8 Pillars of Trust, which are all important, but some are more important based on the type or situation. For example, I want my doctor or my pilot to have a very high degree of the pillar called Competency. It is more important for my babysitter to have a high degree of the pillars called Compassion and Character. All 8 Pillars are critical for building, growing, and even rebuilding trust. 

Can you share a personal experience where trust played a critical role in your leadership journey?
Every day, in every interaction, trust either increases or it decreases. Every time I give a speech, the audience is silently asking, Can I trust you? Are you are going to waste my time? For salespeople, potential buyers are asking, Can I trust you will deliver on or exceed my expectations? For our human resources teams, employees are asking, Can I trust that you know how to build a good work culture? I get a front row seat to the impact of trust building every day, and it is remarkable. We have seen companies increase engagements scores, the military lower suicide rates, and salespeople dramatically increase their sales!
 
What are some common mistakes that leaders make that can erode trust?
A common mistake I see is leaders thinking they are clear when, in fact, they are not clear enough. Also, inconsistency, favoritism, and no accountability or unhealthy accountability.
 
You are the breakfast keynote on Friday, October 11th, and have a follow-up session at 10am. What can attendees expect  - both at your keynote, and at your session Trust Edge 2.0?
I’m very excited to be joining you for this keynote presentation as well as the follow-up session! “The Trust Edge™: How Top Leaders and Organizations Drive Business Results Through Trust” is all about how the lack of trust is a fundamental, bottom-line issue. Without it, leaders lose teams, salespeople lose sales, and organizations lose reputation, retention of good people, relationships, and revenue. But with trust, individuals and organizations enjoy greater creativity, productivity, freedom, and results. Through the institute’s industry-leading research, The Trust Outlook™, and firsthand experience working with high-performing organizations, I will talk about what it takes to be among the most trusted people in your team, company, and industry.
 
KEY TAKEAWAYS 

• Simple and actionable strategies to build, maintain, and repair trust. 

• Shift your understanding of trust and its role in every business and personal relationship—and see why a lack of trust is your biggest expense. 

• Gain Clarity with the powerful How? How? How? method. 

 
In the follow-up session, “Trust Edge 2.0: Your Greatest Competitive Advantage,” 
we’ll see why trust is the cornerstone of successful leadership, the fuel for high-octane teams, and the key to lasting customer loyalty. In this session, I will dive deeper into the 8 Pillars of Trust and help you create your own Trust Shield. This is a favorite exercise for many leaders, executives, pro-sports teams, C-suite executives, and even government officials. Socrates said, "Know thyself." If you don't know yourself, it's hard to lead yourself. In this exercise there are two big wins. Number one, participants will get clearer about who they are as a person and leader. Two, you'll see the power of the connection pillar when you appropriately share parts of your shield with others.
 

Be sure you add the keynote and session to your conference schedule!
 
Keynote: "The Trust Edge ®: How Top Leaders and Organizations Drive Business Results through Trust"
Friday, October 11, 2024
8:15– 9:45 am
 
Session: Trust Edge 2.0: Your Greatest Competitive Advantage
Friday, October 11, 2024
10:00-11:15am
 
David Horsager is the inventor of the Enterprise Trust Index™, Wall Street Journal bestselling author of four books, including his latest, Trust Matters More than Ever: 40 Trust Tools to Lead Better, Grow Faster & Build Trust Now!, director of the global research publication, Trust Outlook®, and a senior fellow at Indiana Wesleyan University. He is well known for his work with a wide variety of industries, ranging from Delta Airlines, McDonald’s, FedEx, and Toyota to the New York Yankees, Walmart, MIT, and global governments.
 
​#WISHRM24 #SMILE24 #HR #Trust #Leadership #HRCommunity #HRShenanigans

​

Have you ever worked in an environment where gossip is part of the culture? Unfortunately, workplace gossip is quite common. Whether it’s some juicy office romance, complaints about a manager, or disagreement over company policy, gossip often finds its way into work.  Left unaddressed, it leads to a decline in productivity, trust, and performance, and can damage relationships, creating a toxic culture.
 
Dave Schwallier, Director of Product Excellence with Lift Consulting, LLC, will be tackling this somewhat complex topic during his session “The Nearly Impossible Task of Eradicating Gossip at Work.” at the Wisconsin State SHRM Conference on October 10, at 10:15am CST. I was able to connect with Dave to delve into the world of office gossip and explore its impact on the workplace:
 
Please explain why the topic of gossip in the workplace is important to you?
Over the past five or six years, I have been very interested and engaged with studying, teaching, and facilitating workshops regarding organizational health, teamwork, and communication.
 
Many people think that gossip is solely the negative watercooler talk whispers, happening between two or more people, about one person or another individual who isn’t present. It’s much more than that. At its core it’s having something to say to or about someone else but avoiding the discomfort, skills, and time it takes to do so directly with that individual.
 
When I get to see what really goes on within many organizations, I see that gossip is “unknowingly” happening all the time. The impact of it is so significant and so much greater than what both those participating and those leading understand, and the costs are far reaching and immeasurable.
 
What are some of the consequences of gossip – for individuals, teams and organizations?
Gossip has a direct impact on individual well-being, team cohesion, and overall organizational culture. The indirect big picture consequences of gossip are emotional distress, poor individual performance, miscommunication, a lack of accountability, limited to no team synergy, retention challenges, and reduced employee engagement.
 
Most of the time organizations focus on immediate impact, and they are reactive to correct problem. However, without a holistic approach to gossip and healthy organizational culture, what organizations are missing out on because of gossip are the opportunities, productivity and synergy missed as a result of gossip. Just think about it- what’s the opportunity cost of losing one or more key emerging leaders in your organization over the next ten years? It’s impossible to measure and can be very significant!
 
What is one of the most critical causes of gossip in an organization, and how would HR or leaders go about identifying it?
An avoidance of communicating or having crucial conversations is one of the key drivers of gossip.
 
This can be identified whenever you hear two people talking about another person, when you as an HR leader or a manager always have people coming to you to “complain” about someone else’s performance or lack of accountability, and when you observe body language suggesting people have something to say but they aren’t verbalizing it.
 
How might HR leaders address gossip in their organizations?
There are a few ways to address gossip in the short and in the long term.
 
In the short term, it’s important to address those who “hear” gossip and are always the go-to person for folks to gossip or even “vent” to. These individuals need to understand that the receiver of gossip is as responsible for it happening as the actual person gossiping. We often think that empathetic listening skills are good to have and utilize when communicating. But people must have selectively permeable filters. We must not provide a platform for people to gossip when they should be addressing an issue, feedback, etc. directly with another individual.
 
In the medium to long term, one of the ways to minimize gossip is to provide communication training, development, and ultimately accountability. People need to learn how to provide critical feedback, how to hold other team members accountable, and how to have crucial conversations. None of that happens, however, without teams establishing stronger vulnerability-based trust with each other. The reason why someone often can’t “be real” with a team member is that they don’t trust that that team member won’t get angry, backstab them, or have an ulterior agenda that might negatively impact them.
 
What role does company culture play in preventing and addressing gossip?
The role of the company culture is significant in both preventing and addressing gossip. Initially, we should ask- do the core values of the organization drive behavior and decision-making? If so, are they adhered to? Is effective, transparent communication a key guiding principle for the organization?  Without it, the organization likely doesn’t have the culture that can either prevent or effectively address gossip.
 
Leadership, and specifically senior leadership, play the most significant role in both culture and gossip in particular. Many leaders will say “we’ve got a great culture” and “people don’t gossip here,” and then, as consultants we hear them gossiping TO US about others in their organization! They complain about things or people that they could be addressing directly with those individuals. When we see that kind of hypocrisy at a leadership level, people stop trusting, they see through leaders’ words, and gossip persists or gets worse!
 
The title of your session is “The Nearly Impossible Task of Eradicating Gossip at Work.” What makes eradicating gossip at work nearly impossible?
We find that in many organizations, leaders won’t take the time, won’t do the hard work, and won’t allow themselves to be vulnerable and uncomfortable enough to lead the gossip eradication charge. Eliminating gossip is not impossible. It’s just hard, takes time, demands accountability, and a clear strategy to stop it and keep it at bay.
 
The challenge for HR leaders is that you’ve got to influence executive leadership teams to understand the need for change, you’ve got to do much of the footwork, and you’ve got to find SOMEONE who will hold others accountable with you. The truth is that it takes a village. A village of people who are fighting for the same cause—a healthy organization.
 
Who might benefit from attending your session? 
You should attend this session if…

1. You’re seeing the impact of gossip on the bottom line through employee well-being, productivity, engagement, and retention, and it makes your job harder.
2. You’re tired of being the HR professional who always “puts out fires” because of poor communication and limited to no accountability.
3. You’re willing to lead the no-gossip charge. That is, you’re willing to have hard conversations with, and hold accountable, senior leaders for both precipitating, and unknowingly welcoming gossip.

This session isn’t just for HR leaders. It’s for any leader who is willing to step up and do something about gossip and your organization’s health.

Be sure to connect with Dave Schwallier on LinkedIn, and add this informative session to your conference calendar!

Session title: The Nearly Impossible Task of Eradicating Gossip at Work
Date/Time: October 10, at 10:15am CST
 
#WISHRM24 #SMILE24 #HR #Gossip #HRCommunity #HRShenanigans

I can’t ever remember a time when I haven’t loved school. I LOVE a learning environment. I deeply believe that we are all learners – always and forever.
 
UW Green Bay has you covered. I had the opportunity to catch up with Nicole Virant, Program Specialist, to learn about what UW Green Bay offers, and what you can expect to find at their booth in the Expo Hall at the 2023 Wisconsin SHRM State Conference.
 
 
Q1: Tell us a little about yourself. What is your role with UW and what part of your job are you most passionate about?
A1: Hello everyone! My name is Nicole Virant and I’m a program specialist with UW-Green Bay. I love helping educate others through our customized training, certificate programs and conferences!
 
Q2: What information can attendees expect to find at the University of Wisconsin – Green Bay booth in the expo hall?
A2: The University of Wisconsin-Green Bay booth will offer information on several professional development programs and opportunities, including our brand-new Human Resources Certificate! Our Continuing Education and Community Engagement Division offers various certificate programs as well as customized training development and continuing education units for many industries, so we are excited to share how we can support human resources professionals around Wisconsin!
 
Q3: What is one educational aspect of University of Wisconsin – Green Bay that you think is truly unique? 
A3: One educational aspect that is unique to our team is our ability to collaborate with organizations on creating exceptional learning opportunities. Our division currently serves 80,000 professionals in continuing education and professional development capacities, but it is our ability to work with organizations to ensure that their T&D needs are met that sets us apart. 
 
Q4: What degree and/or certificate programs do you offer that may be of interest to emerging and veteran HR professionals?
A4: We are so excited to present our Human Resources Non-Credit Certificate! This program was created with assistance by regional SHRM organizations, taught by regional subject matter experts in various industries, and will offer participants SHRM Recertification Units. All sessions will be offered live online with a focus on collaborative learning and communication. Registration will start soon, with the first sessions starting in February of 2024.
 
Q5: When and how would a company and/or prospective student connect with University of Wisconsin – Green Bay?
A5: Anyone who is interested in connecting with us can reach out to [email protected] and we can help get you to the right place!
 
Q6: What are you most looking forward to at this year’s Wisconsin SHRM Conference?
A6: We are excited to share our new program and make connections with the people we are here to support!
 
Be sure to connect with Nicole Virant on LinkedIn, and stop by the booth for an introduction and to learn more about how you and/or your organization can benefit for the learning opportunities at UW Green Bay.
 
#WISHRM23 #SMILE23 #HRCommunity #HRShenanigans

It isn’t a secret that a company’s culture can make or break the employee experience. But how do you go from just knowing this on a cursory level to actually taking action? Leadership and HR need to understand their company’s current culture and how to make the changes to help them attract and retain talent, improve employee engagement, and deliver on diversity, equity and inclusion efforts that result in increased satisfaction and productivity, which then translate into increased organizational performance and revenue growth. No longer can organizations hide behind the value statements they slapped on the wall, make an announcement “We’re awesome!” and expect it to actually be true. On the contrary, employees want more. This was most notable in 2021 and 2022 with the (dare I say) Great Resignation. (I actually refer to it as the Great Realization, but I digress.)
 
As HR professionals, we know culture is important. If you’re looking for support to help your organization build and sustain an awesome culture, make sure you register for the 2023 Wisconsin State SHRM Conference (October 11-13 at the Kalahari in The Dells). Randal Weidenaar, Founder and CEO of VP Culture will have an exhibitor’s booth in the Expo Hall. Additionally, he’ll be presenting twice on Thursday, October 12th:

• 6:30am-7:30am CST - Personality Science: The Key to Understanding People
• 10:15am-11:30am CST – Creating Psychologically Safe Teams, A Scientific Method

 
Both sessions are available in person and virtually. For more information, visit Conference At A Glance. Here you can filter sessions by speaker, and then select the day.
 
Read on for more information about Randal and VP Culture:
 
Q1: Tell us a little about yourself and your role with VP Culture. What led you to VP Culture, and which part of your job are you most passionate about?
A1: I'm Randal Weidenaar, the founder and CEO of VP Culture.  As the founder, I am most passionate about what VP Culture does for the leaders and teams that I bring it to. Valuing people will transform a culture from the inside out.
 
Q2: How does VP Culture serve its customers?
A2: We serve our customers by establishing training for teams and leaders of a business or company. The VP Culture School of Leadership is available in person and through our website via video courses. I've also written a workbook to accompany the VP Culture training course.
 
Q3: What service does VP Culture offer that you think is truly unique? 
A3: Everyone knows that a company's culture is top priority. Toxic company culture leads to huge turnover. Bad for business! VP Culture's training is unique because it is based on neuroscience, scientific study and research from the past 40 years.
 
Q4: How do you define “culture”, and why is this so important to organizations?
A4: Culture is what happens between team members, leaders, and each person that interacts within your company. It's the currency of your organization. It's living and dynamic.
 
Q5: What is the connection between culture and business growth?
A5: Everyone wants to know the ROI. Here are the facts: Employee Engagement leads to 21% higher production and 22% higher profits, according to Gallup Research. 
 
According to an MIT Sloan article “High-Purpose Cultures see substantially more significant results. They had an average of 11.5% on stock returns annually over 17 years, compared with an overall market average of 6.4%. They also had employee turnover rates approximately 50% lower than competitors in their own industries. With average turnover costs estimated at 90% to 200% of the exiting employee’s base salary, these lower rates result in significant cost savings as well as knowledge retention within the organization.”
 
Q6: What information can attendees expect to find at the VP Culture booth in the expo hall?
A6: Booth visitors will find information about our training programs. I will also be presenting on two topics Thursday: Personality Science (6:30) and Psychological Safety (10:15) so would love to engage anyone on how they were impacted by these presentations. I'll also have copies of my workbook available.
 
Q7: What is the best way for HR pros and leaders to connect with you and VP Culture?
A7:  Feel free to come and talk to me after the sessions on Thursday. I love to engage with HR professionals! They are in the trenches.
 
After the conference, here's how best to reach me:

• My website: https://vpculture.com  
• Linkedin: Randal Weidenaar
• You can also book a one-on-one with me here: https://vpculture.zohobookings.com/#/customer/randal

 
Q8: What are you most looking forward to at this year’s Wisconsin State SHRM Conference?
A8: I've spoken all over the nation, and I can honestly say the Wisconsin State SHRM is the most well-run of all I have attended. So it's hard to choose, but if I had to, I would say engaging with the people on all levels.
 
#WISHRM23 #SMILE23 #HRCommunity #HRShenanigans

I am passionate about continuous learning and professional development. I prioritize and protect it. While I strongly believe that each person should own their own career, it’s also important for leaders and organizations to provide professional development support if they want to retain top talent. Let’s remember that development isn’t always a straight vertical path. Providing employees with the opportunity to grow in different ways – in different functions and roles – not only supports the development of high-potential employees who may be considered key talent and/or a successor, but it may be one of the missing links to your retention strategy. People want to be developed. And if you don’t offer opportunities, another organization will.
 
I’m so excited to welcome Taura Prosek back to WISHRM23!  Last year, she presented “Empower Employees to Lead Their Careers” (you can read the interview here). This year, her session “6 Steps to Building a Robust Career Development Solution” addresses the organizational need to develop a solution that supports internal mobility and embeds development into its talent strategies.

 
Q1: Tell us a little about yourself and your role with Stewart Leadership. What led you to Stewart Leadership, and which part of your job are you most passionate about?
A1: My role at Stewart Leadership primarily focuses on solutions and sales where I build new and strengthen current client relationships. What drew me to Stewart Leadership over 7 years ago was their partnership approach tailoring to the unique needs of their clients.
 
I am also an executive coach and career development strategist so do quite a bit of work in these areas.  I’ve been passionate about career development since my role as Manager, Early Talent, over two decades ago when I facilitated hundreds of career coaching conversations.
 
When I’m asked, “Why would we provide career development support to our employees? Aren’t we preparing them to leave?”  I confidently reply, “No, you are preparing them to stay!” I LOVE this work and view it as one of the most important benefits an organization can provide their employees today, which was the inspiration behind this presentation.
 
Q2: Why is building a robust career development solution so important?
A2: People often leave organizations because they don’t see options to grow and develop if they stay.  Recent stats note that as high as 70% of employees say they would be forced to leave to advance their careers. This is crazy!  When an organization supports internal mobility and combines this with offering career development programming and support, amazing things can happen. The benefits include retention, engagement, agility, improved employer brand, better succession planning, and more.
 
Q3: You mentioned that recent studies identified a gap in career development capabilities among internal talent development professionals.  What is the gap, and how can organizations begin to close that gap?
A3: Gone are the days of the typical career path, thus, HR professionals must play a facilitator role in supporting the employee and their manager in a collaborative approach to career planning. HR professionals may not be traditionally skilled in the areas of career coaching, career goal setting, internal resume building, conducting skill gap analysis, interview preparation and skill practice, event networking strategies, and more.  Over 24,000 talent development professionals have assessed their capabilities within the Talent Development Capability Model™ and “career and leadership development” is identified in the bottom five of the total list of 23 capabilities. So, at a time when HR professionals must play a more active role in the career space, it continues to be identified as a skill-set area that needs to be strengthened. This gap can be improved through aligning career development efforts with current talent systems and processes and upskilling HR professionals through workshops, certifications, and resources in all areas related to career.
 
Q4: For organizations that have never had a career development solution, where should they start and how much of their budget do they need dedicated for this initiative? How can HR professionals support a career development initiative in their organizations?
A4: Although HR professionals may lead the career development strategy internally, each employee is ultimately responsible for leading and owning their own career decisions. They simply need the skills and internal sponsorship to do this effectively.  People leaders are responsible for having the important and frequent career conversations that employees are demanding today. Stewart Leadership offers a workbook called “Lead Your Career: A Step-by-Step Workbook for Achieving Professional Fulfillment and Helping Others Do the Same” for only $35 per copy.  Although it is written for the individual employee to career plan for themselves, it doubles as a guide to help anyone who facilitates career conversations. The final chapter is focused on helping people leaders prepare for and hold those authentic career conversations that employees crave.
 
An easy first step is to identify a group of HR professionals who want to strengthen their career development skills to participate in a pilot Lead Your Career workshop with a focus on their own careers. This is a low-risk and economical way to gauge interest for expansion across the organization and there is no better way to learn a topic than by experiencing it first-hand as a user of it.
 
Q5: What can participants expect during your session, and is there anything that attendees can or should prepare ahead of time to maximize the discussion?
A5: Six steps will be outlined as a roadmap to follow as career development is prioritized and integrated into an organization. To prepare in advance for this session, participants can informally pulse fellow coworkers with the question, “How can we better support you and your career here?”
 
Think about a recent role where there were internal and external candidates on the slate for consideration.  Were your internal candidates as prepared as external?  When an internal candidate doesn’t interview well and an external gets the role, consider the message this sends and the cost that results in the short-term and long-term.
 
Q6: What is one thing you hope attendees of your session will take back to their workplaces?
A6: Career development is no longer an “extra” type of benefit. It’s expected. As a first step, I hope that when attendees go back to their workplaces, they prioritize gathering the voices of their key stakeholder groups.  What are employees and people leaders saying about career development and internal mobility?  What are key performance indicators telling you? Conduct a baseline analysis to figure out where you are today so you can put a plan together that supports helping people to grow and STAY in the future! 
 
Q7: What is the best way for attendees to connect with you and Stewart Leadership?
A7: Please visit leadyourcareer.com and stewartleadership.com for more information about our career development solutions and services.  Connect with me on LinkedIn at linkedin.com/in/tauraprosek/, and email me directly at [email protected].
 
Q8: What are you most looking forward to at this year’s Wisconsin State SHRM Conference?
A8: The in-person connection at this conference can’t be beaten.  This conference is filled with people buzzing in the gathering spaces and the energy is contagious! See you all there!
  
Taura’s session is offered virtually and in person on Thursday, October 12th from 10:15-11:30am.

#WISHRM23 #SMILE23 #HRCommunity #HRShenanigans

I'm so excited to highlight Restaino & Associates as one of the 2023 Wisconsin State SHRM Conference vendors. When I was relocating my family (husband, 2 young children and dog) from Colorado to Wisconsin in late 2018, I was referred to Restaino by a colleague. I reached out, and was immediately met with such an enthusiastic welcome. I was sent a package that included a ton of materials about the city, surrounding activities and communities, and places to eat, shop, and explore. Restaino helped with connecting me to reputable movers for the entire pack & ship experience, and as well as to one of their realtors (shout out to Matt Silvern) to assist with temporary housing and to help us with home buying locally. I highly recommend Restaino & Associates to all of my friends and colleagues who are looking to sell/purchase a home, and for those looking to relocate for business or personal reasons. 

I'm thrilled to introduce you to Gail Johnson, Corporate Relocation Manager and Concierge Director:

Q1: What information can attendees expect to find at the Restaino & Associates, Relocation booth in the expo hall?
A1: You will be greeted by Restaino Relocation Specialists, Nayda, Gail, and Kate who are vital resources for you when hiring talent from outside the community. They are happy to answer any of your questions. Pick- up brochures on the state parks, biking trails, farmers markets and more! Plus, sign- up to win a $50 Amazon card, our famous chocolate suckers, pens, Wisconsin cookie cutters, and more!
 
Q2. You’ve been with Restaino for many years now.  What drew you to this company, and what has kept you here for so long?
A2: 14 years!  What drew me to Restaino Relocation- they value people! They set you up with the tools and resources you need, along with flexibility of work-life mix.  The people we have had the privilege to serve over the years has made my career with Restaino purposeful and fulfilling. Helping people settle into the community, to call it home, provide connections to anchor them, and acclimate them to the community is priceless to them.  What’s kept me here for so long?  The wonderful team I work with, recruiters, HR team, and the clients we serve.  The trust they place in us is valued and we want to deliver on what we say we can provide. 
 
Q3.  What is one service that Restaino & Associates offers that you think is truly special?
A3: We tailor our assistance to our clients' interests and needs.  It’s not a cookie-cutter approach and it’s not a script that we read.  We truly care about the people we assist in transition and understand the decisions that they are striving to make.  Plus, with a team of three, we are available seven days a week.

One service we added several years ago has helped so many transferees is our assistance to their spouse/ partner in their search to find a career in our community. We have a large network of recruiters and HR Associates to share their resumes which is a win- win for both people.

Kyra, you were a joy to work with! Your excitement to move in and get acquainted with the community was wonderful! It has been nice getting to know you and watch you flourish. The Madison community was truly lucky to have you bring your talents and warm personality to the community. (**All the feels.**)

Q4.  How do you personalize the relocation experience? 
A4: Taking the time to host a conversation to learn of your interests and needs, and start the process from what matters to you throughout the entire process and settling in.  From setting up your tour, researching housing (whether rental or home finding), school information / introductions, moving companies, mailing a welcome box and so much more.

Q5. When and how would a company connect with Restaino for services?
A5: We recommend early in the interview process, as many people exploring a position haven’t been to the area and may not know all the amenities we offer: green space, the arts, lakes, parks, farmers markets, and so much more. 

If you would like to learn more about Restaino Relocation and how they can assist you or your company provide personalized relocation and home buying (or selling) experience, start the conversation by emailing: gail@restainohomes.com. 

Gail Johnson, Corporate Relocation Manager and Concierge Director 
Website: MadisonRelocation.com or Restainorelocation.com
LinkedIn: Gail Johnson

#WISHRM23 #SMILE23 #HR #HRCommunity #HRShenanigans

​I met Sarah in 2019 following her session at the SHRM Annual Conference, and we ended up talking for quite a while. She has been one of my all-time favorite humans since. I was so excited to learn that she doesn’t have just one, but TWO sessions at the upcoming 2023 SHRM Annual Conference in Las Vegas.
 
I had the great honor of connecting with Sarah for a virtual interview to discuss her background and little bit about her sessions, as well as a lightening round to get to know Sarah a bit personally.  We spoke for over an hour, with a few tangents. 

Here are the details about how to get in touch with Sarah, information about her book and podcast, as well as both of her sessions, along with the highlights from our conversation.  (The full interview video can be found here.) ​

Sarah Noll Wilson, CEO / Chief Edge Officer
Website: https://sarahnollwilson.com/
LinkedIn: Sarah Noll Wilson
Twitter: @SarahNollWilson
​Instagram: @SarahNollWilson
Podcast: Conversations On Conversations
Book: Don't Feed the Elephants

Pre-conference Workshop: Building Powerful Teams by Overcoming Avoidance and Freeing the Elephants in the Room
In-person – Saturday, June 10th, 1-5pm.
 
Concurrent session: There’s No Neutral in Trust: Three Key Strategies for Forward Movement
In Person, Monday, June 12th, 1:30-2:30pm.
 
Book signing: Monday, June 12, 2:40-3pm – by the SHRM bookstore

Q: I’m so excited to connect to talk about your upcoming sessions at the 2023 SHRM Annual Conference in Vegas!  Before we dig too deep, tell us a little about yourself and how you got into leadership development and coaching. 
​
A: The short short story of the long story is, I was a theater major who moved to Des Moines to chase a boy. That worked out. In my theater background one of my degrees in addition to performance was theater education which wasn't teaching theater but using theater as an educational tool. So that was sort of my entry point into training. Over the years I just became really passionate and interested in that dynamic between leaders and team members. I also got my master's in leadership development. Then went on to lead the leadership development efforts at [an insurance company] where we got to do some really cool and progressive stuff.

I started a company just seeing if I could do it. And now it's exciting to be past year 3 when most companies fail. We're passionate about how to make work work better for humans.

Q: You have often said that powerful leadership starts with curiosity. Tell me more about that.   
 
A: First let's define curiosity. For me, it's the belief in the understanding that there's always things you don't know. There's always things you don't know about a situation. There's always things you don't know about another person, and there's always things you don't know about yourself. If you look at the foundations of emotional intelligence, I can't be self-aware without some curiosity. I can't regulate, I can't be socially aware. I can't adjust and adapt to people. The thing that I always say is be curious enough to ask and courageous enough to listen.

Q: Let’s talk about your preconference workshop. You’ll have 4 hours with attendees… What can they expect?  

A: Dr. Teresa Peterson and I will be leading them through conversations, exercises and explorations about how they can stop feeding the elephants in their organization.  It's based off of my book, Don't Feed the Elephants. And we're really going to do a deep dive into how do we understand our own avoidance, how do we start to understand, appreciate, acknowledge, assess other people's avoidance, and then what does it look like for us to step in and speak and stand with courage? What does it look like for us to help other people do the same? And also when is it okay to not?

Q: In your book, you talk about various types of elephants: avoidaphants, deflectaphants, etc.  Tell us more about the avoidaphant. 

A: One of the things that I became aware of when I was just really interested in learning about how to move a culture from avoidance to having conversations, was redefining this idea of the elephant in the room. And the elephant in the room often is referred to as a person, right? They're pointing at the boss and saying, “Sir, we got an elephant in the room, and that person might be causing conflict.” And they may be an actual barrier to success, that's true. But the elephant actually gets created when we avoid acknowledging or addressing it. We have to realize, the moment we don't speak up is the birth of the elephant. And so that's just a little bit of a reframing.

Q: You have a concurrent session on Monday: There’s No Neutral in Trust: Three Key Strategies for Forward Movement.  What do you mean by “there’s no neutral in trust”?”  

A: One of the things that we're really passionate about is helping people think about how to assess trust differently and what they need to do to close that gap. The point of the title is literally every single interaction you have with somebody, even if it's somebody you're only going to meet once, you're either increasing trust, you're sustaining trust, or you're decreasing trust. There's no neutral. You may think it's neutral because you're actually just sustaining whatever level of trust you have, but the reality is, every single interaction, whether it's an e-mail, whether it's walking past somebody in the hallway, whether that is talking to them in the break room, sending them a Slack or Teams message…. You're having some kind of impact on that trust, whether you realize it or not. And the thing that we want to accomplish on Monday is 1) to help people think about that a little bit more deeply, but then 2) to give some really specific tools, because again, we're big believers that theory is great. Tools are better.

Q: What do you hope the attendees of your sessions will bring back to their workplaces?  

A: I want people to leave with more confidence and how they can help coach other people, having difficult conversations and thinking about difficult moments, how to step into that courage and also to do that for themselves. Sometimes I think we don't know where to start. And it's easy enough to say, "Well, you just need to have the conversation," but what does that look like? How do we plan recovery when we know we're going to be having a difficult conversation? I want people to feel like they have more tools to really engage people in different kinds of conversations, to help them move from avoidance to a more intentional choice of showing up. I want people to leave 1) having some reflection of I probably don't think about my relationships as much as I need to, and 2) we as an organization don't either.

The reality is there's a limited number of time and hours we have and the impact we can make is finite. We will be showing you kind of behind the scenes: This is how we approach this, these are the actual tools, here are the handouts we use. My hope is that we can give them some tools to feel really confident.
  
Lighting Round!
Q: What book have your read in the last 2 years that was super powerful for you?
A: Color of Emotional Intelligence, by Farah Harris and Platonic, by Marisa Franco, PhD

Q: Worst advice you were ever given?
A: People won’t take you seriously if you don’t wear a suit.

Q: Call, text, email, or in-person?
A: Depends. And an option that’s not on there… As you know, I love a good voice note back and forth.  

Q: Favorite show to binge watch?
A: Futurama and Call the Midwife

Q: What song have you most recently learned on the accordion?
A: Trying to memorize My Wild Irish Rose. Golden Slippers is without question my favorite one to play.

Q: When it comes to snacks: Sweet, savory, or salty?
A: Either salty or sweet and salty – like salted chocolate caramel or chips with dip. It’s about the dip. It’s not about the chip.

Q: Late night or early mornings?
A: Late night without question. Except Saturdays – I’m up and raring to go! 

Sarah and her work have had an incredible influence on me personally and professionally. I am so excited to see her in person in 4 days! I encourage you to add her sessions to your conference schedule, and make a point to introduce yourself. I am confident that she will provide you with tips that will help you have profound impact on building relationships and trust in your organization. 

For more information about the #SHRM23 Annual Conference in Las Vegas on June 11-14, 2023, visit: annual.shrm.org/  It's not too late to register! Hope to see you there.