Discover the heartbeat of HR discourse as we, your HR Practitioners Angela Hooper-Menifield and Robin K. Butler, reignite our passion for empowering conversations in this much-awaited podcast revival. Together, we promise a treasury of knowledge, blending federal and private sector expertise to guide professionals, small business owners, and entrepreneurs through the labyrinth of HR practices. Our candid dialogues are anchored in real-world experiences, and we're here to help you navigate the latest industry trends with empathy and precision.
As we share our personal journeys, including a serendipitous discovery about my husband's and my parallel paths, we explore the critical themes of identity and reinvention in the professional world, especially post-pandemic. The episode traverses leadership challenges, emotional intelligence, and the importance of psychological safety in the workplace. We shed light on the delicate art of political savviness and maintaining confidentiality, skills paramount for HR professionals. Whether you're looking to refine your craft or seeking actionable insights, join us for a thought-provoking session that goes beyond the surface of HR and leadership.
Contact Your HR Practitioners
Robin K. Butler
www.catalystconsultingagency.com
Instagram - www.Instagram.com/robinkbutler
Facebook - Facebook.com/robinkbutler
Twitter - @robinkbutler
LinkedIn - http://linkedin.com/in/robinkbutler
Angela Hooper-Menifield
Radio Show - “The People Side of Business” - www.ibgr.network or catch the Podcast - https://pod.co/the-people-side-of-business-with-angela-hooper-menifield
Instagram - www.instagram.com/Menifield_Assoc
Facebook - www.facebook.com/MenifieldandAssociates
YouTube - Menifield & Associates, LLC
Twitter - www.twitter.com/Menifield_Assoc
LinkedIn - https://www.linkedin.com/in/angelahoopermenifield/
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:17):
Welcome to the Pulse of HR, with your host
practitioners AngelaCooper-Minifield and Robin K
Butler Curating conversationsfrom the heart of HR with
honesty, equity, accountability,resiliency and transparency,
(00:40):
empowering you and equipping youfor your next level and
equipping you for your nextlevel.
Speaker 2 (00:49):
All right, welcome back to the Pulse of HR.
I am so excited to be heretoday.
I am Angela Hooper-Minifield,one of your co-hosts and HR
practitioner, and I am here withmy girl, my friend, my sister,
my sorority.
Look, I could just call themall up, right.
(01:09):
Look, dr Robin.
Speaker 1 (01:14):
K Butler Yay, hey everybody, we are so, so excited
.
Thank you, angela.
Speaker 2 (01:24):
Oh my gosh, it's been a long time coming, but we are,
we're here.
Words cannot say how long we'vebeen talking about this.
So first we just going to takeour licks real quick.
Right, For those of you whohave continued to download and
listen to episodes you know ayear or so ago recorded, we get
it.
We have been MIA, we own that.
We respect that.
(01:45):
Life has been busy, a lot ofgood busy, a lot of just busy,
but nonetheless we are excitedto be back and we are, as we
sometimes say, new and improved,Whether it's the pivot, it's
the reorg, it's a whole lot, butwe are here and so we are just
really happy to be here and wegive you our word we will not
(02:08):
take another extended hiatus.
Speaker 1 (02:10):
Yes, it's time for the upgrade and the up level
right.
Speaker 2 (02:16):
So here we are.
That's right.
So so, robin, you know this,this first episode back.
You know how about we juststart off and just tell people,
you know, remind them why wasthe Pulse of HR even created
initially, back in 2020?
It's hard to believe.
It's almost been four years andyou know what was it that we
(02:40):
were hoping to do with it.
So I'll let you start off.
Speaker 1 (02:42):
Wow it that we were hoping to do with it.
So I'll let you start off.
Wow, just like the intro says,angela, we were wanting to be
able to curate conversationsreally from the heart of HR,
with both of our backgroundsbeing similarly situated in HR
You've worked more in thefederal space, I've worked in
the private sector and wethought that we could bridge our
(03:03):
experiences and really bringsomething unique to our
listeners where they couldreally understand.
We have talked about a myriad ofissues and concerns that come
up and I think, just being ourauthentic selves and showing up
in that space to share thoseexperiences, to give some
insight based upon relevantissues, we wanted to talk about
(03:26):
things that were going on,things that were practical, so
tips and tools that we couldgive to those that want general
information, and then also wewould pivot in our podcast,
remember, and we would actuallyserve those who were in roles
like ours, and so it was reallyjust to have some honest
(03:48):
conversations about things thatyou know were going on.
So I can just reflect onseveral of the topics that we
covered, you know, early on andthroughout our journey when we
first introduced the Pulse of HR, and so it was really just to
have some authenticconversations to empower you and
(04:10):
equip you for your next level?
Speaker 2 (04:13):
Yes, and I think the other piece that we both felt
was really important, as now,both being business owners and
some of the services that weoffer is often to small
businesses, even sometimesentrepreneurs, people just
getting started out.
Where do those people go whenthey have a just you know, they
(04:35):
just want some guidance or quickunofficial because of course,
we're always going to say, speakto an attorney, legal advice or
HR support but just somegeneral knowledge and awareness
so that they can be moreeducated.
I think we've both witnessed somany people make what we would
call preventable mistakes, right, things that had they just
(04:59):
taken a small course or listenedto one of our episodes, they
could have avoided, and so wewanted to also be that place.
And you know cause as you'regrowing, you know our business
owners are their own HRdepartments and you know whether
it's it's working with theindependent contractor, it's
(05:20):
hiring someone part-time, it'seven working with the intern.
There are still some standardprocedures, protocols and things
that people need to do andshould do to again, as we like
to say, lay a solid foundation.
Because even recently, about amonth or so ago, maybe two
months ago I spoke at the NewJersey Bar Association's solo
(05:45):
and small firm and CEU day.
And the reason why I wasinvited?
Because, again, a lot of theseattorneys are very small, they
have their own firms, it's ahandful, maybe two, three
lawyers and some support staff,but they're making mistakes and
these are attorneys, mind you,right.
But again, we think thatbecause a person is in the field
(06:07):
of law, they know all the laws,but if they're not doing
appointment law, they are, youknow, sometimes can be saying
inappropriate things and getthemselves in trouble.
So I just say all that to saythat was another facet of what
it was we wanted to be able todo, yes, of course was we wanted
to be able to do yes.
And then, of course, we lovedHot Topics.
(06:27):
Yes, yes, we did, we did yeahand give our spin, our thoughts
on some of those things and Isee us moving forward.
We definitely want to do moreof that, because the topics have
been really good lately.
Oh, yes.
Not necessarily good in a goodway, because folks are clowning
(06:49):
and we need to see who we canhelp, because some people hear
some of these stories and theycan't figure out, well, what did
they do wrong or what couldthey have done better.
And I think we'll be able toadd that Most definitely, most
definitely.
Speaker 1 (07:01):
Yeah, so just our Spanish, as we would call them,
the hot topics, but the hearttopics, exactly our heart topics
.
Our heart topics since theywere coming from us.
But, yeah, it's a lot of timesyou know us being able to
provide a level of insight.
You know, with things like yousaid, the business owners,
(07:23):
because they don't know.
I mean, I've run into, just asyou have, many business owners
that just are not aware theywant to do the right thing but
they don't know.
And if they don't have someonethat's leading and guiding them,
you know, they just know theywant to have a business, they
(07:44):
want to hang that sign on thedoor and they want to do
business.
But then those pieces, thoseintricate pieces when it comes
to human capital and what you do, the do's and don'ts, that's
where so often, they're, just,like I, messed up.
And so, yes, angela, I love howyou said that, because we kind
of help them get away from that,we help them to get off the
(08:07):
ledge, right, because you know,I can just remember one of my
clients said oh, you know, youjust helped me to get off the
ledge because you know, hey,we've heard you don't know what
you don't know.
And I just really believe inmany business, in many instances
with business owners, peopleare not just trying to do things
and do the wrong things, butwhen we hear them it's like, oh
(08:29):
no, so just that awareness thatwe're able to to to provide so
yes, yes, and so one of thethings you know I'm sure they've
already seen, but the the bigupdates to theulse of HR is we
are now on camera.
Yes, she got me here, you all.
Speaker 2 (08:53):
So, as you get to know us, you'll know look, we're
a good mix.
One of us is a little bit moreglamorous than the other.
I ain't gonna call no names, sothey'll get to know us.
Look, I was gonna call it.
I had to run and at least puton some lipstick.
I said I ain't even put onnothing.
Look, I'm around here today.
But we committed to you knowwhat, instead of just being the
voice in the ear, we'll stillhave the availability to listen
(09:18):
to the audio.
But for those who are visual,as I actually am, and they want
to see who are these women andwhat are they talking about,
what's connected as they getcaught up in.
You know our smiles and ourlaughter and our other facial
expressions that'll come up aswe talk about some of these
issues.
We want people to really get toknow us, robin, because you
(09:41):
know you talk about.
You know the heart of HR and HRis all about.
You know caring for those youserve, caring for people, and
while you can hear what we say,we want you to see what we feel
as well.
And as the saying goes, the good, bad and the ugly right, like
(10:01):
there'll be sometimes.
Y'all will see us be like no,they didn't, he said ain't.
So you know, and we want younot only to hear those words but
feel it in our heart, becausewe also feel troubled.
Workspaces are not safe andconducive to a healthy
environment and I think the morepeople whether they're an HR
(10:26):
practitioner, they're a smallbusiness owner or they're just
somebody who enjoyed some ofthese topics and want to learn
more we want to be able to bringyou into our homes, literally
right now.
You're in Robin's office,beautiful isn't it.
Thank you.
You're in the second bedroom inmy apartment.
(10:47):
I didn't turn into a quasioffice.
I put a little futon back thereso I could.
My husband was nice enough toget me this paddle recently.
Do you know now, even eventhough I've been married, so now
we should we totally offsubject already Like we going to
do a lot?
Do you know, Robin, that eventhough I've been married 19
(11:07):
years, my husband and I bothbeen Greek the whole time, Like
I've been, you know, adults of37 years that it wasn't until I
saw the paddle that he had forhimself that I realized we had
the same line number?
Are you kidding me?
It wasn't until I saw thepaddle that he had for himself
that I realized we had the sameline number.
Speaker 1 (11:20):
What Are you kidding me?
So?
Speaker 2 (11:23):
what's your line number?
We both was on small lines,right.
Speaker 1 (11:27):
Okay, so that is so funny.
So you know what, angela,that's something else we have in
common.
So my line Tim, of course,pledged, you all both pledged
undergrad, we both pledged gradchapter.
Speaker 2 (11:42):
I was actually pledged grad chapter.
Speaker 1 (11:44):
Okay, but interestingly Tim is the tail.
His line only had 10.
Mine was a line of 41.
But I'm the dime of my life.
So, we both have the same linenumber two, so the 10s and the 5
line number two, the tens andthe fives.
Interesting Look at that.
Speaker 2 (12:05):
I saw his paddle and I saw the five, I was like I
want one.
He was like well, I actuallygot you one made.
Oh nice Go Charles.
It's just funny.
We say all that to say we'rebringing you guys into our homes
with us.
And now one of my nicknames youknow we'll just put that out
there in case people don'tfollow me and I mean I know is
also the queen of planes.
(12:26):
Some of our other communitieshave dubbed me that.
So I say all that to say youmight not know where you're
going to be recording with me.
What the background's going tobe.
But the reason why I tell youthat is because that means Robin
and I have also made thecommitment that travel or
whatever, we're going to getthese episodes done.
Yes, yes, we're going to beable to get your dose of the
(12:50):
pulse of HR and really begin tojust dig into some of these hard
topics.
And so we say all that to say.
Our email is still PulsiveHR atgmailcom.
Like, feel free to email usquestions.
If you want to be a guest, wewould love to have you, but
again, you got to come on camerawith us.
(13:11):
Now, right, like, we're doing awhole new thing.
You're going to love it, andyou don't have to be an HR
practitioner.
You can be somebody that feelspassionate about a topic, like
you know what are some topicsthat you would love to have us,
you know, begin to discuss Robin.
Speaker 1 (13:27):
Oh my goodness.
So I'm going to say out thegate, identity, because I think
that is one of the topics thatyou know I really started to
really peel back the onion on,and I would say it happened
before the pandemic, but wereally started to hear a whole
(13:47):
lot more about it becauseeverything that we thought was
I'm going to use the word normalkind of was shaken up.
And so, you know, some of uslost our footing and it's like
how do you reinvent yourself andwhat does identity look like?
So there were, you know, itdidn't matter where you were,
what your social economic statuswas.
(14:08):
That pandemic impacted you someway, and so it all.
It had some of us walkingaround as imposters, like what
do I do?
And then some of us, myselfincluded, started to feel like,
okay, well, do I really knowthis?
Am I a fraud here?
What's going on?
And you know, you know, in themidst of the pandemic I
transitioned out of corporateAmerica, you know, taking a
(14:30):
layoff package, and here we go.
It's like, what are you reallygoing to do next?
And so I think that identitypiece is important, just general
leadership topics.
I think you know you do a wholelot, angela, in the work of
Supervisor 101.
And you know we both I jokinglysay you know, gary Smalley has
his book, the Five LoveLanguages.
(14:51):
I'm saying now, you know,leadership is our love language,
angela, and I can say thatbetween both of us you know
leadership is our love language,angela, and I can say that
between both of us we reallyhave a heart and passion for
leadership and wanting leadersto lead the best way possible,
and so we kind of blood, sweatand tears is what we do because
(15:13):
we really pour all of us intothat.
So I would say generalleadership topics and you know
just the things that are comingup that would probably be
centered around the heart topicsand relevant HR issues that are
going on that we want to bringto the community.
But I just think you knowleading in general, that
identity piece, managementskills.
(15:36):
I think emotional intelligenceto me continues to be a big one
as well.
Speaker 2 (15:42):
Yeah, yeah, I would you know things.
I hear a lot in some of myworkshops, trainings and
speaking events is mental health.
Mental health is a really bigone.
Psychological safety, politicalsavviness yes, you know, figure
out how to navigate, and youdon't have to be in politics.
(16:05):
You need to understand thedynamics and what's happening in
your industry, your environment.
Those are some topics you know,I so often hear.
I'm a little I hate to say thisout loud, but it's the truth
that some of our HRpractitioners are not honoring
HR, some of the discretion andtactfulness skills that, to me,
(16:30):
are necessary to want to be inany type of career where we
handle people's PII, personallyidentifiable information, and so
, I think, just topics like that.
But I just say I'll let the saythe sky's the limit, yes, and
so, while we know some of thethings that are important to us
and what we're hearing andreading, I think it's really
(16:53):
important that we hear from youall Because, even though, going
back to what I said at thebeginning, we have not made a
new episode for over a year Idon't even want to know the real
date.
Some of y'all are probablygoing to tell me because we get
messages.
People put our flyers on milkcartons and text us and let us
know they think we're missing.
(17:14):
But, having said that, what'simportant to you?
Speaker 1 (17:20):
At the end of the day .
Speaker 2 (17:21):
There is a reason why some of our episodes every week
still get downloaded.
Some of the things we've talkedabout before will come back and
revisit.
Regulations have changed.
Laws have changed.
Another topic that I'm hearinga lot about is neurodiversity.
Often in the DEI space, we'retalking about race, gender,
(17:41):
sexual orientation, age, butwe're not talking about
neurodiversity, which ispeople's mind, the diversity and
processing and thinking.
Oh yeah, ai and HR is hugeright now.
Yeah, diversity, which ispeople's mind, the diversity and
processing and thinking oh yeah, ai and HR is huge right now.
Yeah, companies are coming upwith policies to manage this.
So when I tell you HR is likeat the heart.
(18:03):
Yes, oh big time, big time,everything right, and I'm
laughing because I didn't evenrealize it.
But look at the cup I got todayon my desk.
Oh, wow, wow, wow in hr.
Uh, now more than ever.
I bought this at last year'ssherm conference.
I saw it and I was like I don'tuse a lot of cups, but if I'm
aware of you something, I wantthe message to resonate.
(18:24):
And, uh, so you might see uswith some other branding things,
some of our own, some of otherpeople, but nonetheless, if we,
if if see something here, youshould know it's because we feel
strongly about it.
So you know.
But when, when you were eventalking about identity and I saw
that look down, I said that isso funny that I didn't even
realize I brought this cup inhere for today's recording.
Speaker 1 (18:47):
That's good, that's so good, yeah, here for today's
recording.
That's good, that's so good,yeah.
And I, oh, to echo, to echo youon that whole neurodiversity,
because I often because you know, both of us, Angela, are
disconsultants and I talk aboutand introduce diversity of
thought and what I love aboutthat, because of the
neurodiversity piece that youjust introduced and I think that
(19:09):
is such a great topic toexplore, and I did, and in fact
I did this workshop this pastMonday and I said let's begin to
look at diversity from the lensof what we don't see and we
don't have our glasses on right.
What is it that you don't see?
And so I love thatneurodiversity piece because you
(19:31):
don't see that.
But diversity of thought andwhat we can introduce is so
important because you know it'slike okay, well, you know, I
want to be mindful of this andwhat I see, but I think it's
those things, like you said,that are beneath the surface,
that are just not easilyidentifiable.
(19:51):
So I love, I love thatneurodiversity piece.
Speaker 2 (19:55):
Yes, I often say in my DEI trainings that we can
talk about the visible all daylong, but let's not ignore the
invisible diversity, because Ihave seen where people have gone
into a room and looked at itvisually and said, oh, this room
has no diversity, it'shomogenous.
You are so incorrect.
You are so incorrect Right,like you know.
(20:17):
Let's just keep it real,because I've said this before in
a dish training, sometimes I'min my great that even with my
blood, I can feel like I don'tbelong.
And then again, right when wesay D-E-I, we go and add D-E-I-B
(20:44):
, the belonging piece.
So diversity is real and italready exists.
And so the diversity piece,while we can always still do
better in some of the areas, doninto the power or the dynamics
of diversity.
Speaker 1 (21:15):
Because, yeah, yeah, that piece, what we see is one
thing, but what we don't see?
And so because what's invisibleis still invaluable, oh, yes, I
love that.
Speaker 2 (21:27):
We hear that everybody.
That's your nugget today.
What's invisible is stillinvaluable.
Well, robin, like I said, I amso excited that we are back.
Yes, and you know, I see someamazing opportunities, not only
for us to add value, but for usto learn Right.
(21:48):
So, like, if, if there's somethings we're not talking about
and you want to be the person tobring that out, like again,
reach out to us.
Follow us on social media.
We may even step out and getbold and get a post of HR
Instagram.
Who knows what might happenwith us.
And I'm saying this about twopeople who with us.
(22:11):
Look, I'm saying this about twopeople who, while we use social
, don't use social.
But you know, we just want tomake it easier for people to
reach us.
We really do to connect andjust to be a part of our family.
Speaker 1 (22:22):
Yes, most definitely, most definitely.
So, yes, I echo you, angela,wholeheartedly.
I'm so excited that we're back.
We're here, you know, because,at the end of the day, at the
core of who we are aspractitioners, our goal and
desire is really to add value toyou, so that that's ultimately
who we are and and what we wantto do.
(22:44):
And so if it's not adding value, then what are we doing it for
Right?
And so if it's not adding value, then what are we doing it for
Right?
And so we know that we reallywant to be able to get that
message across to you and how weadd value and how we continue
to grow, how we continue tobuild.
Speaker 2 (23:04):
So we're excited.
That's right.
That's right.
So good to see you, my sister,and it's like we said, it's good
to be back.
So consider this episode one ofthe new and improved Pulse of
HR, or we can call it the Pulseof HR 2.0, whatever name you
want to give it.
But we are back and better thanever and looking forward to
having a great opportunity togrow and share with you.
(23:26):
So, again, stay connected,share with a friend we promise
we won't let you down.
And I guess, robin, as you say,curating conversations of the
heart.
Speaker 1 (23:41):
From the heart of HR, with honesty, equity,
accountability and resiliencyand transparency, equipping you,
empowering you for your nextlevel.
Speaker 2 (23:53):
Thanks everybody, Until next time.
Bye.
Welcome to the Pulse of HR, with your host
practitioners AngelaCooper-Minifield and Robin K
Butler Curating conversationsfrom the heart of HR with
honesty, equity, accountability,resiliency and transparency,
(00:40):
empowering you and equipping youfor your next level and
equipping you for your nextlevel.
Speaker 2 (00:49):
All right, welcome back to the Pulse of HR.
I am so excited to be heretoday.
I am Angela Hooper-Minifield,one of your co-hosts and HR
practitioner, and I am here withmy girl, my friend, my sister,
my sorority.
Look, I could just call themall up, right.
(01:09):
Look, dr Robin.
Speaker 1 (01:14):
K Butler Yay, hey everybody, we are so, so excited
.
Thank you, angela.
Speaker 2 (01:24):
Oh my gosh, it's been a long time coming, but we are,
we're here.
Words cannot say how long we'vebeen talking about this.
So first we just going to takeour licks real quick.
Right, For those of you whohave continued to download and
listen to episodes you know ayear or so ago recorded, we get
it.
We have been MIA, we own that.
We respect that.
(01:45):
Life has been busy, a lot ofgood busy, a lot of just busy,
but nonetheless we are excitedto be back and we are, as we
sometimes say, new and improved,Whether it's the pivot, it's
the reorg, it's a whole lot, butwe are here and so we are just
really happy to be here and wegive you our word we will not
(02:08):
take another extended hiatus.
Speaker 1 (02:10):
Yes, it's time for the upgrade and the up level
right.
Speaker 2 (02:16):
So here we are.
That's right.
So so, robin, you know this,this first episode back.
You know how about we juststart off and just tell people,
you know, remind them why wasthe Pulse of HR even created
initially, back in 2020?
It's hard to believe.
It's almost been four years andyou know what was it that we
(02:40):
were hoping to do with it.
So I'll let you start off.
Speaker 1 (02:42):
Wow it that we were hoping to do with it.
So I'll let you start off.
Wow, just like the intro says,angela, we were wanting to be
able to curate conversationsreally from the heart of HR,
with both of our backgroundsbeing similarly situated in HR
You've worked more in thefederal space, I've worked in
the private sector and wethought that we could bridge our
(03:03):
experiences and really bringsomething unique to our
listeners where they couldreally understand.
We have talked about a myriad ofissues and concerns that come
up and I think, just being ourauthentic selves and showing up
in that space to share thoseexperiences, to give some
insight based upon relevantissues, we wanted to talk about
(03:26):
things that were going on,things that were practical, so
tips and tools that we couldgive to those that want general
information, and then also wewould pivot in our podcast,
remember, and we would actuallyserve those who were in roles
like ours, and so it was reallyjust to have some honest
(03:48):
conversations about things thatyou know were going on.
So I can just reflect onseveral of the topics that we
covered, you know, early on andthroughout our journey when we
first introduced the Pulse of HR, and so it was really just to
have some authenticconversations to empower you and
(04:10):
equip you for your next level?
Speaker 2 (04:13):
Yes, and I think the other piece that we both felt
was really important, as now,both being business owners and
some of the services that weoffer is often to small
businesses, even sometimesentrepreneurs, people just
getting started out.
Where do those people go whenthey have a just you know, they
(04:35):
just want some guidance or quickunofficial because of course,
we're always going to say, speakto an attorney, legal advice or
HR support but just somegeneral knowledge and awareness
so that they can be moreeducated.
I think we've both witnessed somany people make what we would
call preventable mistakes, right, things that had they just
(04:59):
taken a small course or listenedto one of our episodes, they
could have avoided, and so wewanted to also be that place.
And you know cause as you'regrowing, you know our business
owners are their own HRdepartments and you know whether
it's it's working with theindependent contractor, it's
(05:20):
hiring someone part-time, it'seven working with the intern.
There are still some standardprocedures, protocols and things
that people need to do andshould do to again, as we like
to say, lay a solid foundation.
Because even recently, about amonth or so ago, maybe two
months ago I spoke at the NewJersey Bar Association's solo
(05:45):
and small firm and CEU day.
And the reason why I wasinvited?
Because, again, a lot of theseattorneys are very small, they
have their own firms, it's ahandful, maybe two, three
lawyers and some support staff,but they're making mistakes and
these are attorneys, mind you,right.
But again, we think thatbecause a person is in the field
(06:07):
of law, they know all the laws,but if they're not doing
appointment law, they are, youknow, sometimes can be saying
inappropriate things and getthemselves in trouble.
So I just say all that to saythat was another facet of what
it was we wanted to be able todo, yes, of course was we wanted
to be able to do yes.
And then, of course, we lovedHot Topics.
(06:27):
Yes, yes, we did, we did yeahand give our spin, our thoughts
on some of those things and Isee us moving forward.
We definitely want to do moreof that, because the topics have
been really good lately.
Oh, yes.
Not necessarily good in a goodway, because folks are clowning
(06:49):
and we need to see who we canhelp, because some people hear
some of these stories and theycan't figure out, well, what did
they do wrong or what couldthey have done better.
And I think we'll be able toadd that Most definitely, most
definitely.
Speaker 1 (07:01):
Yeah, so just our Spanish, as we would call them,
the hot topics, but the hearttopics, exactly our heart topics
.
Our heart topics since theywere coming from us.
But, yeah, it's a lot of timesyou know us being able to
provide a level of insight.
You know, with things like yousaid, the business owners,
(07:23):
because they don't know.
I mean, I've run into, just asyou have, many business owners
that just are not aware theywant to do the right thing but
they don't know.
And if they don't have someonethat's leading and guiding them,
you know, they just know theywant to have a business, they
(07:44):
want to hang that sign on thedoor and they want to do
business.
But then those pieces, thoseintricate pieces when it comes
to human capital and what you do, the do's and don'ts, that's
where so often, they're, just,like I, messed up.
And so, yes, angela, I love howyou said that, because we kind
of help them get away from that,we help them to get off the
(08:07):
ledge, right, because you know,I can just remember one of my
clients said oh, you know, youjust helped me to get off the
ledge because you know, hey,we've heard you don't know what
you don't know.
And I just really believe inmany business, in many instances
with business owners, peopleare not just trying to do things
and do the wrong things, butwhen we hear them it's like, oh
(08:29):
no, so just that awareness thatwe're able to to to provide so
yes, yes, and so one of thethings you know I'm sure they've
already seen, but the the bigupdates to theulse of HR is we
are now on camera.
Yes, she got me here, you all.
Speaker 2 (08:53):
So, as you get to know us, you'll know look, we're
a good mix.
One of us is a little bit moreglamorous than the other.
I ain't gonna call no names, sothey'll get to know us.
Look, I was gonna call it.
I had to run and at least puton some lipstick.
I said I ain't even put onnothing.
Look, I'm around here today.
But we committed to you knowwhat, instead of just being the
voice in the ear, we'll stillhave the availability to listen
(09:18):
to the audio.
But for those who are visual,as I actually am, and they want
to see who are these women andwhat are they talking about,
what's connected as they getcaught up in.
You know our smiles and ourlaughter and our other facial
expressions that'll come up aswe talk about some of these
issues.
We want people to really get toknow us, robin, because you
(09:41):
know you talk about.
You know the heart of HR and HRis all about.
You know caring for those youserve, caring for people, and
while you can hear what we say,we want you to see what we feel
as well.
And as the saying goes, the good, bad and the ugly right, like
(10:01):
there'll be sometimes.
Y'all will see us be like no,they didn't, he said ain't.
So you know, and we want younot only to hear those words but
feel it in our heart, becausewe also feel troubled.
Workspaces are not safe andconducive to a healthy
environment and I think the morepeople whether they're an HR
(10:26):
practitioner, they're a smallbusiness owner or they're just
somebody who enjoyed some ofthese topics and want to learn
more we want to be able to bringyou into our homes, literally
right now.
You're in Robin's office,beautiful isn't it.
Thank you.
You're in the second bedroom inmy apartment.
(10:47):
I didn't turn into a quasioffice.
I put a little futon back thereso I could.
My husband was nice enough toget me this paddle recently.
Do you know now, even eventhough I've been married, so now
we should we totally offsubject already Like we going to
do a lot?
Do you know, Robin, that eventhough I've been married 19
(11:07):
years, my husband and I bothbeen Greek the whole time, Like
I've been, you know, adults of37 years that it wasn't until I
saw the paddle that he had forhimself that I realized we had
the same line number?
Are you kidding me?
It wasn't until I saw thepaddle that he had for himself
that I realized we had the sameline number.
Speaker 1 (11:20):
What Are you kidding me?
So?
Speaker 2 (11:23):
what's your line number?
We both was on small lines,right.
Speaker 1 (11:27):
Okay, so that is so funny.
So you know what, angela,that's something else we have in
common.
So my line Tim, of course,pledged, you all both pledged
undergrad, we both pledged gradchapter.
Speaker 2 (11:42):
I was actually pledged grad chapter.
Speaker 1 (11:44):
Okay, but interestingly Tim is the tail.
His line only had 10.
Mine was a line of 41.
But I'm the dime of my life.
So, we both have the same linenumber two, so the 10s and the 5
line number two, the tens andthe fives.
Interesting Look at that.
Speaker 2 (12:05):
I saw his paddle and I saw the five, I was like I
want one.
He was like well, I actuallygot you one made.
Oh nice Go Charles.
It's just funny.
We say all that to say we'rebringing you guys into our homes
with us.
And now one of my nicknames youknow we'll just put that out
there in case people don'tfollow me and I mean I know is
also the queen of planes.
(12:26):
Some of our other communitieshave dubbed me that.
So I say all that to say youmight not know where you're
going to be recording with me.
What the background's going tobe.
But the reason why I tell youthat is because that means Robin
and I have also made thecommitment that travel or
whatever, we're going to getthese episodes done.
Yes, yes, we're going to beable to get your dose of the
(12:50):
pulse of HR and really begin tojust dig into some of these hard
topics.
And so we say all that to say.
Our email is still PulsiveHR atgmailcom.
Like, feel free to email usquestions.
If you want to be a guest, wewould love to have you, but
again, you got to come on camerawith us.
(13:11):
Now, right, like, we're doing awhole new thing.
You're going to love it, andyou don't have to be an HR
practitioner.
You can be somebody that feelspassionate about a topic, like
you know what are some topicsthat you would love to have us,
you know, begin to discuss Robin.
Speaker 1 (13:27):
Oh my goodness.
So I'm going to say out thegate, identity, because I think
that is one of the topics thatyou know I really started to
really peel back the onion on,and I would say it happened
before the pandemic, but wereally started to hear a whole
(13:47):
lot more about it becauseeverything that we thought was
I'm going to use the word normalkind of was shaken up.
And so, you know, some of uslost our footing and it's like
how do you reinvent yourself andwhat does identity look like?
So there were, you know, itdidn't matter where you were,
what your social economic statuswas.
(14:08):
That pandemic impacted you someway, and so it all.
It had some of us walkingaround as imposters, like what
do I do?
And then some of us, myselfincluded, started to feel like,
okay, well, do I really knowthis?
Am I a fraud here?
What's going on?
And you know, you know, in themidst of the pandemic I
transitioned out of corporateAmerica, you know, taking a
(14:30):
layoff package, and here we go.
It's like, what are you reallygoing to do next?
And so I think that identitypiece is important, just general
leadership topics.
I think you know you do a wholelot, angela, in the work of
Supervisor 101.
And you know we both I jokinglysay you know, gary Smalley has
his book, the Five LoveLanguages.
(14:51):
I'm saying now, you know,leadership is our love language,
angela, and I can say thatbetween both of us you know
leadership is our love language,angela, and I can say that
between both of us we reallyhave a heart and passion for
leadership and wanting leadersto lead the best way possible,
and so we kind of blood, sweatand tears is what we do because
(15:13):
we really pour all of us intothat.
So I would say generalleadership topics and you know
just the things that are comingup that would probably be
centered around the heart topicsand relevant HR issues that are
going on that we want to bringto the community.
But I just think you knowleading in general, that
identity piece, managementskills.
(15:36):
I think emotional intelligenceto me continues to be a big one
as well.
Speaker 2 (15:42):
Yeah, yeah, I would you know things.
I hear a lot in some of myworkshops, trainings and
speaking events is mental health.
Mental health is a really bigone.
Psychological safety, politicalsavviness yes, you know, figure
out how to navigate, and youdon't have to be in politics.
(16:05):
You need to understand thedynamics and what's happening in
your industry, your environment.
Those are some topics you know,I so often hear.
I'm a little I hate to say thisout loud, but it's the truth
that some of our HRpractitioners are not honoring
HR, some of the discretion andtactfulness skills that, to me,
(16:30):
are necessary to want to be inany type of career where we
handle people's PII, personallyidentifiable information, and so
, I think, just topics like that.
But I just say I'll let the saythe sky's the limit, yes, and
so, while we know some of thethings that are important to us
and what we're hearing andreading, I think it's really
(16:53):
important that we hear from youall Because, even though, going
back to what I said at thebeginning, we have not made a
new episode for over a year Idon't even want to know the real
date.
Some of y'all are probablygoing to tell me because we get
messages.
People put our flyers on milkcartons and text us and let us
know they think we're missing.
(17:14):
But, having said that, what'simportant to you?
Speaker 1 (17:20):
At the end of the day .
Speaker 2 (17:21):
There is a reason why some of our episodes every week
still get downloaded.
Some of the things we've talkedabout before will come back and
revisit.
Regulations have changed.
Laws have changed.
Another topic that I'm hearinga lot about is neurodiversity.
Often in the DEI space, we'retalking about race, gender,
(17:41):
sexual orientation, age, butwe're not talking about
neurodiversity, which ispeople's mind, the diversity and
processing and thinking.
Oh yeah, ai and HR is hugeright now.
Yeah, diversity, which ispeople's mind, the diversity and
processing and thinking oh yeah, ai and HR is huge right now.
Yeah, companies are coming upwith policies to manage this.
So when I tell you HR is likeat the heart.
(18:03):
Yes, oh big time, big time,everything right, and I'm
laughing because I didn't evenrealize it.
But look at the cup I got todayon my desk.
Oh, wow, wow, wow in hr.
Uh, now more than ever.
I bought this at last year'ssherm conference.
I saw it and I was like I don'tuse a lot of cups, but if I'm
aware of you something, I wantthe message to resonate.
(18:24):
And, uh, so you might see uswith some other branding things,
some of our own, some of otherpeople, but nonetheless, if we,
if if see something here, youshould know it's because we feel
strongly about it.
So you know.
But when, when you were eventalking about identity and I saw
that look down, I said that isso funny that I didn't even
realize I brought this cup inhere for today's recording.
Speaker 1 (18:47):
That's good, that's so good, yeah, here for today's
recording.
That's good, that's so good,yeah.
And I, oh, to echo, to echo youon that whole neurodiversity,
because I often because you know, both of us, Angela, are
disconsultants and I talk aboutand introduce diversity of
thought and what I love aboutthat, because of the
neurodiversity piece that youjust introduced and I think that
(19:09):
is such a great topic toexplore, and I did, and in fact
I did this workshop this pastMonday and I said let's begin to
look at diversity from the lensof what we don't see and we
don't have our glasses on right.
What is it that you don't see?
And so I love thatneurodiversity piece because you
(19:31):
don't see that.
But diversity of thought andwhat we can introduce is so
important because you know it'slike okay, well, you know, I
want to be mindful of this andwhat I see, but I think it's
those things, like you said,that are beneath the surface,
that are just not easilyidentifiable.
(19:51):
So I love, I love thatneurodiversity piece.
Speaker 2 (19:55):
Yes, I often say in my DEI trainings that we can
talk about the visible all daylong, but let's not ignore the
invisible diversity, because Ihave seen where people have gone
into a room and looked at itvisually and said, oh, this room
has no diversity, it'shomogenous.
You are so incorrect.
You are so incorrect Right,like you know.
(20:17):
Let's just keep it real,because I've said this before in
a dish training, sometimes I'min my great that even with my
blood, I can feel like I don'tbelong.
And then again, right when wesay D-E-I, we go and add D-E-I-B
(20:44):
, the belonging piece.
So diversity is real and italready exists.
And so the diversity piece,while we can always still do
better in some of the areas, doninto the power or the dynamics
of diversity.
Speaker 1 (21:15):
Because, yeah, yeah, that piece, what we see is one
thing, but what we don't see?
And so because what's invisibleis still invaluable, oh, yes, I
love that.
Speaker 2 (21:27):
We hear that everybody.
That's your nugget today.
What's invisible is stillinvaluable.
Well, robin, like I said, I amso excited that we are back.
Yes, and you know, I see someamazing opportunities, not only
for us to add value, but for usto learn Right.
(21:48):
So, like, if, if there's somethings we're not talking about
and you want to be the person tobring that out, like again,
reach out to us.
Follow us on social media.
We may even step out and getbold and get a post of HR
Instagram.
Who knows what might happenwith us.
And I'm saying this about twopeople who with us.
(22:11):
Look, I'm saying this about twopeople who, while we use social
, don't use social.
But you know, we just want tomake it easier for people to
reach us.
We really do to connect andjust to be a part of our family.
Speaker 1 (22:22):
Yes, most definitely, most definitely.
So, yes, I echo you, angela,wholeheartedly.
I'm so excited that we're back.
We're here, you know, because,at the end of the day, at the
core of who we are aspractitioners, our goal and
desire is really to add value toyou, so that that's ultimately
who we are and and what we wantto do.
(22:44):
And so if it's not adding value, then what are we doing it for
Right?
And so if it's not adding value, then what are we doing it for
Right?
And so we know that we reallywant to be able to get that
message across to you and how weadd value and how we continue
to grow, how we continue tobuild.
Speaker 2 (23:04):
So we're excited.
That's right.
That's right.
So good to see you, my sister,and it's like we said, it's good
to be back.
So consider this episode one ofthe new and improved Pulse of
HR, or we can call it the Pulseof HR 2.0, whatever name you
want to give it.
But we are back and better thanever and looking forward to
having a great opportunity togrow and share with you.
(23:26):
So, again, stay connected,share with a friend we promise
we won't let you down.
And I guess, robin, as you say,curating conversations of the
heart.
Speaker 1 (23:41):
From the heart of HR, with honesty, equity,
accountability and resiliencyand transparency, equipping you,
empowering you for your nextlevel.
Speaker 2 (23:53):
Thanks everybody, Until next time.
Bye.
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