 Behind every great leader is a moment of transformation — and Karen Konrath has made it her mission to help leaders navigate those pivotal moments with clarity and confidence. As the founder of Transitions Coaching, LLC, Karen brings deep expertise in helping professionals grow through complexity, lead with intention, and reconnect with their purpose. At the WI SHRM Conference Expo, you’ll have the chance to meet Karen face-to-face, explore the power of coaching through meaningful conversations, and reflect on your own leadership journey. Whether you're facing a new challenge, eyeing your next growth move, or simply craving a more human-centered approach to leadership, this is a booth worth visiting! Read on to learn more about Karen and Transitions Coaching: Q1: Transitions Coaching is all about helping leaders unlock their potential. What inspired you to start this work, and how has your approach evolved as leadership challenges have changed? Karen: I started Transitions Coaching because I saw how often leaders were promoted for their technical expertise but left without support to navigate the real work of leadership — the human side. Over the years, I’ve learned that leadership is most challenging precisely because, at the end of the day, we’re human too. That truth hasn’t changed, but the VUCA (volatile, uncertain, complex, ambiguous) world we live in today makes leading even harder. In complexity, the very things that make us human — our fears, habits, and desire for certainty — can undermine our effectiveness if we’re not conscious of them. That’s why our work focuses on helping leaders develop the capacities most essential for leading in complexity. And just as leaders must keep evolving to meet these challenges, we’ve had to evolve as coaches too — continually growing ourselves and adapting our approach to support them. Q2: You work with leaders navigating growth, change, and big transitions. What’s one common leadership hurdle you see again and again — and what’s your favorite way to help leaders tackle it? Karen: One of the greatest hurdles we see leaders face is learning to be okay with being wrong. It’s tough, because many have built their success on being right. But the most effective leaders today pause, notice when they’re clinging to being right, and ask instead: ‘How might I be wrong?’ That shift opens new possibilities and invites fresh perspectives from others — both essential in today’s complexity. The practice we offer our clients is to catch themselves in the moment, again and again, and choose curiosity over certainty to discover what they might learn. Q3: The expo floor will be buzzing, but leadership coaching is such a personal, reflective process. How do you plan to draw attendees into conversations at your booth and help them connect with your work? Karen: Our goal is to make each visitor’s experience as interactive as possible. Instead of simply telling people about coaching, we’ll ask a question (maybe even a provocative one!), offer a quick self-assessment, or spark a conversation about their own leadership journey. Even a brief pause for reflection in the middle of a busy expo can give people a real taste of coaching. Our philosophy is simple: don’t just take our word for it — come experience it for yourself. Q4: A lot of leaders know they “should” invest in coaching but hesitate to take the leap. What’s one myth about leadership coaching you’d love to bust wide open? Karen: Many leaders still believe coaching is only necessary when there’s a problem. But that view is outdated and reactionary. Coaching is most powerful when it happens long before any sort of ‘problem’ with a person’s leadership arises. At its best, coaching isn’t about fixing or self-improvement — it’s about self-understanding. Because when you see yourself more clearly, you can unlock your hidden potential, create lasting change, and build the habits that make you most effective as a leader. Q5: You’ve worked with leaders across industries and levels — what’s one “aha!” moment from a client’s journey that sticks with you and reminds you why this work matters? Karen: There are so many moments, but a recent one stands out: after receiving feedback through a 360 process, a client realized that what he valued most — mentoring and developing others — was actually being experienced as micromanaging and overbearing, driven by his desire to be the smartest person in the room. It was a hard pill to swallow, but through deeper reflection on how he came to be this way, he was able to shift his perspective, release old beliefs, and uncover the pathway to becoming the leader he most wanted to be. Stories like this are what make me excited to get up every day and walk alongside amazing humans on their own unique leadership journeys. And at a time when the world can feel quite bleak, these leaders give me hope for our collective future. Q6: WI SHRM brings together such an incredible mix of HR pros, leaders, and coaches. What are you most looking forward to at this year’s conference and expo — personally or professionally? Karen: Probably not surprising, I’m most looking forward to the conversations! Having been an HR professional myself, I know how challenging the work can be. HR leaders are on the front lines of shaping culture and developing talent, so hearing what’s on their hearts and minds not only informs our work — it fuels my passion for supporting them. Whether you're exploring coaching for yourself, your leaders, or your organization, don't miss the chance to connect with Karen and the Transitions Coaching team at the 2025 WI SHRM Conference. The Exhibit Hall grand opening is Wednesday, October 8 from 4:00–7:00 PM. Stop by Booth 601 to spark a conversation, reflect on your leadership journey, and experience the power of coaching firsthand.
To learn more, visit transitionscoachingllc.com and connect with Karen Konrath on LinkedIn.
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 When it comes to making HR both strategic and human, Shari Simpson doesn’t just talk the talk — she remixes it. As a seasoned HR pro, podcast host, and doctoral student, Shari brings a bold blend of insight, wit, and pop culture savvy to every conversation she leads. Her two breakout sessions at the 2025 Wisconsin State SHRM conference draw inspiration from The Queen’s Gambit and Inside Out, using relatable storytelling to tackle complex topics like workforce planning and emotional intelligence. Whether you’re thinking five moves ahead or navigating the messy middle of team dynamics, Shari’s goal is clear: help HR professionals see themselves in the story and walk away with strategies they can actually use. I had the privilege of catching up with Shari. Read on for our Q&A! Q1: Both of your sessions draw from pop culture, The Queen’s Gambit and Inside Out. What inspired you to connect HR leadership concepts with these stories? Shari: I’ve always believed that people learn best when they can connect to something familiar. Pop culture gives us that instant point of reference. With The Queen’s Gambit, the chessboard became this perfect way to talk about strategy and workforce planning because it is about seeing the bigger picture and thinking a few moves ahead. And Inside Out—well, who hasn’t watched that movie and thought, “Oh, that’s me at work some days”? Using those stories takes concepts that might feel heavy or overly academic and makes them feel more human and accessible. At the end of the day, my goal is to help HR leaders see themselves in the story so they walk away with ideas they can actually use. Q2: In Inside Out Leadership: Understanding and Managing Emotions in the Workplace, you explore how emotional intelligence impacts team performance. What’s one underrated emotion leaders should learn to embrace, not avoid?Shari: I’d say sadness, hands down. Leaders often think they have to show up positive and upbeat all the time, but sadness plays an important role. It slows us down, gives us a chance to reflect, and creates space for empathy. When someone on your team is struggling, it’s not always about fixing it right away, it’s about being present with them. When leaders can hold space for sadness instead of rushing past it, it sends a message that all emotions are valid. And that, in turn, strengthens trust and connection within the team. Q3: What’s one strategy you recommend for leaders trying to create more psychologically safe work environments, especially in hybrid or high-pressure settings? Shari: Transparency. When leaders are open about what is going on, even when they do not have all the answers, it builds trust. People can handle uncertainty a lot better than they can handle silence or mixed messages. Saying, “Here is what I know, here is what I do not know yet, and here is what we are doing in the meantime,” goes a long way. Especially in hybrid or high-pressure settings, that kind of honesty sets the tone that it is safe to be real, to ask questions, and to admit when things are unclear. Transparency shows people that their leaders are human too, and that creates the kind of safety teams need to thrive. Q4: From workforce planning to emotional intelligence, your sessions hit both the strategic and human sides of leadership. How do you personally balance both in your own work? Shari: Honestly, I don’t see them as separate. Strategy without people doesn’t last, and focusing only on people without strategy can leave you spinning your wheels. I try to look at the bigger picture, where we are going and what needs to happen to get there, but I am always asking myself, “What does this feel like for the people living it every day?” That question keeps me grounded. And sometimes it’s as simple as slowing down enough to listen before jumping into a plan. That’s where the balance really happens, seeing both the spreadsheet and the human impact behind it. Q5: Let’s talk about the chessboard. When it comes to strategic workforce planning, what’s one move HR leaders often miss that could help them stay ahead of change? Shari: Scenario planning. Too often, HR leaders are stuck planning for what is right in front of them, today’s open role, this year’s budget, this quarter’s turnover rate. But chess players don’t think about one move, they think five or ten moves ahead. What happens if a key group of employees leaves? What if new skills suddenly become essential? Building “what if” scenarios into your planning helps you anticipate change instead of scrambling when it shows up. It doesn’t mean you will predict everything, but you will be ready with options, and that makes a huge difference. Q6: You speak to a wide range of HR professionals. What’s something you wish early-career HR pros knew sooner about leading people? Shari: That you don’t have to have all the answers to be credible. I used to think being a strong HR professional meant knowing every policy, every law, every solution right away. But the reality is, the best leaders are the best listeners. Asking good questions, admitting when you don’t know, and focusing on building trust will take you further than trying to be perfect. People respect authenticity more than they respect encyclopedic knowledge. And honestly, that is a huge relief. It means you can grow into leadership instead of feeling like you have to start there. Q6: You’re juggling podcasting, presenting, and a doctoral program. What keeps you grounded and inspired through all the noise? Shari: Reading. Every morning, no matter where I am, I carve out time with a book. It’s not about checking something off a list, it’s about starting my day with curiosity and perspective. That rhythm keeps me steady when everything else feels like it is moving at lightning speed. Plus, reading feeds new ideas into everything I do, whether it’s my research, my podcast, or my presentations. It reminds me why I love learning and helps me stay inspired even when the schedule feels overwhelming. Q7: Final fun question. If your two sessions were tracks on the HR Mixtape, what would their titles be, and what vibe would each one bring to the mix? Shari: The Queen’s Gambit session would be “Checkmate Your Workforce Plan.” It would have that bold, high-energy vibe that makes you feel like you are ready to take on something big. Inside Out Leadership would be “Feel It to Lead It.” That track would be slower and more reflective, the one you put on when you need to pause and really connect with yourself and others. Together, they would give you the mix you need, one track to push you forward strategically, and another to remind you that leadership at its core is about being human. If you’re ready to lead with both bold strategy and authentic connection, these sessions are for you. Whether you're building a future-ready workforce or navigating the emotional realities of leadership, you'll walk away with practical tools, fresh perspectives, and a reminder that being human is one of your greatest strengths as a leader.
The #WISHRM25 event app is now available! Be sure to add these insightful sessions to your line up: Speaker: Shari Simpson Session: The Queen’s Gambit: Strategic Workforce Planning Like a Grandmaster Date: Thursday, October 9, 2025 Time: 2:30pm-3:45pm Location: Guava/Tamarind Presentation Track: Business Acumen & HR Strategy Session: Inside Out Leadership: Understanding and Managing Emotions in the Workplace Date: Thursday, October 9, 2025 Time: 4:00pm-5:15pm Location: Guava/Tamarind Presentation Track: Personal and Leadership Development Be sure to connect with Shari on LinkedIn and check out the HR Mixtape podcast for even more insights!  Leadership isn’t meant to be a solo journey — and Melanie Stuber is here to make sure you never feel like you're navigating it alone. As the founder and CEO of Cultivate and Thrive, Melanie brings over 25 years of leadership experience and a passion for helping others grow through the power of authentic connection. Her breakout session, “Unlocking the Power of Relationships for Leadership Growth: A Strategic Investment in Your Network,” dives into the kind of relationship-building that goes far beyond networking events and coffee chats. It’s about creating a support system, owning your value, and building trust with purpose. Whether you’re a seasoned executive or an emerging leader, Melanie’s message is clear: investing in meaningful relationships isn’t just good for leadership — it’s essential for thriving. Q1: Your session focuses on the power of relationships in leadership growth. What inspired you to center this session around networking and connection rather than traditional “hard skills”? Melanie: In my 25+ years in corporate leadership, I saw over and over that the most talented leaders weren’t always the ones who advanced—it was the leaders who also built strong, authentic relationships. Hard (technical) skills matter, however, they’re not what set you apart in the long run. As the workplace continues to evolve, it's even more important for leaders to feel connected and supported—otherwise the pressure to do everything themselves can leave them isolated and burned out. Strong relationships counter that by providing encouragement, perspective, and accountability. And at the heart of it all is trust - and you build trust when you are intentional with investing in your relationships. Trust is what turns good leaders into great leaders, because it allows them to show up authentically, create real impact, and sustain their success through the inevitable challenges of leadership. Q2: You talk about building a “personal board of directors” to help leaders thrive. What does that look like in practice, and how can attendees start identifying the right people for their board? Melanie: A personal board of directors is the intentional group of people who advise, challenge, encourage, and celebrate you along your leadership journey. Think of it as your built-in support system of mentors, peers, sponsors, coaches, and experts. To start, I encourage leaders to first know and own their worth—what makes them unique—their experiences, expertise, knowledge, and strengths. And as important, to recognize they cannot be everything to everyone. That’s where the magic happens: when leaders understand their value and then explore who in their network has strengths that complement theirs to help them grow in new ways. From there, we look at the goals they’re pursuing and the characteristics they value most in others—trust, accountability, diverse perspectives, encouragement. With that clarity, it becomes easier to ask: Who already shows up for me in this way? Who could I intentionally invite into my circle of support? Q3: For leaders navigating complex workplace dynamics, what’s one simple, actionable step they can take today to start cultivating more intentional relationships? Melanie: Taking time to truly get to know others on a personal level helps them feel valued as a person—not just as another employee. Notice the details they share—their aspirations, family, concerns, and challenges—and follow up to check in. That consistent act of listening and following through may seem small, yet it builds trust, strengthens connection, and demonstrates that you value them beyond their output. And when people feel seen and supported in this way, they’re more motivated to perform at their best—ultimately leading to a higher performing team. Q4: Owning your value and advocating for yourself can feel uncomfortable for a lot of leaders. What mindset shifts or strategies have you found most powerful in helping leaders do this confidently? Melanie: One powerful shift is understanding self-advocacy isn't self-promotion. It’s not about bragging; it’s about making sure your contributions are visible so your team, your organization, and even your community can benefit from them. I encourage leaders to reframe it as sharing value, not taking up space. A practical strategy is to practice using clear, confident language about your achievements—start small with “I led” or “I contributed to”—until it feels natural. Confidence grows with repetition. Q5: As the founder and CEO of Cultivate and Thrive, you work with leaders across industries. What’s one surprising insight you’ve gained about how strong relationships accelerate leadership success? Melanie: One surprising insight is how much strong relationships reduce the weight leaders carry on their shoulders. So many leaders believe they need to have all the answers and do it all themselves—when they build genuine relationships, they discover they don’t have to. Trusted connections bring perspective, complementary strengths, and honest feedback that not only help leaders make better decisions, but also give them the confidence to move forward without the constant pressure of perfection. In every industry I’ve worked with, I’ve seen that when leaders invest in strong, trust-filled relationships, they move faster, grow stronger, and create more resilient teams around them. Q6: If attendees walk away from your session and make just one intentional change in how they build relationships, what do you hope it is—and why? Melanie: I hope they walk away with the courage to ask for support. Too many leaders carry the weight of believing they need to do it all alone, which can leave them isolated and exhausted. Inviting others doesn’t signal weakness; it demonstrates strength and intentionality. When leaders give themselves permission to lean on their personal board of directors, they accelerate their own growth while also creating space for others to thrive alongside them. The truth is, leadership was never meant to be a solo journey. If you're ready to lead with greater clarity, confidence, and connection, this session is for you. Walk away with actionable strategies to own your value, build a network that supports your growth, and expand your leadership impact—starting with the relationships that matter most.
Speaker: Melanie Stuber Session: Unlocking the Power of Relationships for Leadership Growth: A Strategic Investment in Your Network Date: Thursday, October 9, 2025 Time: 12:45pm-2:00pm Location: Portia/Wisteria Presentation Track: Personal and Leadership Development Be sure to connect with Melanie on LinkedIn!  I’m thrilled to shine a WISHRM Speaker Spotlight on Leah Roe, founder of The Perk. Leah is a leadership coach whose energy is nothing short of contagious. She has a gift for weaving powerful stories into actionable lessons, challenging leaders to think differently, collaborate boldly, and embrace growth — even when it feels disruptive. Ahead of her session at the 2025 Wisconsin SHRM State Conference, Leah sat down with us to share a glimpse into her approach to leadership, accountability, and the transformational conversation she has in store for attendees. Here’s what Leah had to say: Q1: You’re known for bringing big energy, big heart, and big fun—even when the topic is something as squirm-inducing as accountability. What’s your secret to making hard conversations feel less like a root canal and more like a team-building wine tasting? Leah: All goes back to my favorite quote by Dr. Wayne Dyer: “When you change the way you look at things, the things you look at change.” Accountability & having hard conversations, on the surface, seem scary & squirm-inducing. But what if it’s not? What if it’s accountability, & holding someone accountable, is an act of compassion? And it is... I believe holding someone accountable is one of the most compassionate & loving things you can do. It’s you saying “Hey, I see you. I know this is important to you, & I believe in you, & I want you to be successful. I am here to help you achieve your goals & become the person you want to be. Yes, it will be hard, but you don’t have to do it alone.” And as far as the “big energy, big heart, & big fun”... well that’s just me 😊 Pure confetti running through these veins! I couldn’t hold back my energy or absolute love for the people if I tried! Q2: How do you bring that vibe into sessions that deal with hard topics like accountability and feedback? Leah: We always start from a place of curiosity & “what if?” From the beginning, at The Perk we've tried to make the complex SIMPLE & the difficult FUN. You know what’s complex & difficult? Accountability & feedback. But what if they don’t have to be? What if we could make it simple? What if we could make it fun? What if we could make it playful AND actionable? We start by asking questions, then creating our workshop experiences from this place. Q3: Tough conversations can feel like walking barefoot on LEGOs. What’s one mindset shift leaders can make to turn those “ugh” moments into something empowering—and maybe even energizing? Leah: Do you know the difference between cows & buffalo? When a storm comes, cows turn & run away from the storm. Buffalo, on the other hand, turn & run straight into the storm, so they can get through it faster. Be the buffalo, my friends. You’ll be on the other side faster, & with stronger trust (I guarantee it). Q4: Your session connects accountability to innovation and collaboration—three big buzzwords that don’t always play nicely together. What’s one unexpected way accountability can actually unlock creativity and stronger team dynamics? Leah: Our brains are wired for connection & consistency. When leaders follow through with accountability, it builds psychological safety, because people know what to expect & trust you’re invested in them. Clear goals unlock creativity. When the destination is clear, & your team knows they will be held accountable to getting there, people feel empowered to explore bold, different, even weird ways to get there. Clarity accelerates collaboration, because when everyone knows what success looks like & why it matters, we align faster. Clear Expectations set the “what” & “why”, not the “how”. This gives teams permission to innovate, experiment, & try new approaches without fear. Q5: You’ve got major Disney energy—so if this session were a ride at the Magic Kingdom, which one would it be and why? (Bonus points if it’s got a little splash zone for messy feedback moments!) Leah: If this session were a ride at Magic Kingdom (which, I appreciate the challenge because most people know my favorite ride is Guardians of the Galaxy at EPCOT), it would be Tiana’s Bayou Adventure. You ride in a boat together as a team, it's a little scary, but ultimately SO MUCH FUN. You won’t know what to expect as you come around the corner, but you’ll be smiling, laughing, & enjoying every moment of the experience. The other reason why I chose Tiana’s Bayou Adventure is because it used to be Splash Mountain – however it was reimagined, new perspectives were taken, & it became something so beautiful & so much better than before. That’s what we’re going to do with accountability – we're going to reimagine it, take a new perspective on it, & how you view accountability & how you hold people accountable will become something so beautiful & so much better than before. Q6: Okay, real talk: After your session, what’s one practical tool, mantra, or mic-drop phrase you hope attendees steal and use in their next “we need to talk” moment? Leah: The Betty Crocker Principle. That’s all I’m going to say. Come to the session to learn what I’m talking about, & how freaking awesome it is! Sound exciting? We think so too! Don’t miss Leah’s session:
Future-Ready Leadership: Accountability as the Key to Innovation & Collaboration Date: Friday, October 10, 2025 Time: 10:00am-11:15am Location: C and D This session is sure to be equal parts inspiring, energizing, and practical. And the conversation doesn’t stop there: be sure to connect with Leah Roe and The Perk to keep the momentum going long after the conference.  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
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…
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:
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:
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 |
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