August 4, 2025 • 13 mins
Melinda Stallings brings the power of positivity to the workplace and stage. Founder of The Positive Consultant and curator of DisruptHR Austin, Melinda promotes the “infinite power of positivity,” consulting with individual organizations and extending her reach as the force behind DisruptHR Austin, where she builds programs such as the 2025 theme, Envision, Empower, Elevate, helping people thrive in the workplace.
I also learned about PechaKucha, a Japanese storytelling format built around the idea of “talk less, show more.” At DisruptHR, this translates into speakers having just 5 minutes, with 20 slides that auto-advance every 15 seconds. No stress there.
With her focus on pausing, reflecting, reframing, and resetting, Melinda reminded me that there is usually a gift in the negative. You might not see it right away, but look no further than the Odyssean journey at the center of our best stories. There has to be some pain along the way.
Please join me in welcoming Melinda Stallings to the Work 20XX Podcast.
Editor’s Note: Recorded 2025-April-30 at the Running Remote conference in Austin, Texas.
Special thanks to Liam, Egor, Ana, and Team Running Remote.
Melinda Stallings: Positivity, PechaKucha, Gifts, Reset | Work 20XX podcast with Jeff Frick Ep53 from Running Remote
#Positivity #Gifts #Reset #EmployeeExperience #FutureOfWork #Culture #HR #HumanCenteredLeadership #KindnessMatters #AustinTX #DisruptHR #Leadership #Digital #Distributed #Remote #Hybrid #FoW #MelindaStallings #PechaKucha #Podcast #RemoteWork #RunningRemote #Storytelling #TeamCulture #ThePositiveConsultant #Interview #Podcast #Work20XX
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(00:00):
Check check.
Check check.
Excellent.
So I will count us down
and we will go.
three, two, one.
Hey welcome backeverybody.
Jeff Frick coming to youfrom hot Austin.
I'm not in the homestudio today.
I'm down at Running Remote
for a special editionof Work 20XX.
We wanted to come down to
the Running Remote show in Austin
because this is whereall the people
(00:20):
that are really atthe cutting edge
of the futureof work
are sharingtheir best practices
giving great talks.
And what'snice is that
all these lessonsand applications
and best practicesare applicable
whether you'refully remote
back in the office
hybrid or anythingin between.
So we're excitedto have our next guest.
She's a Austin local
I asked her if she's responsible for the weather
and she's tryingto push it off.
Say no,
(00:40):
it's Melinda Stallingsand she is the founder
of ‘The PositiveConsultant.’
And she also runs
a big event calledDisruptHR Austin.
Melinda, great to see you.
Thank you.
It's great to be here.
Yeah.
I think you shouldhave ordered it
about ten degrees less.
But that's okay.We’ll let that lie.
Well you know I say
it’s as hot as a barbecue pit here.
Well that's good.
We had barbecue last night.
(01:01):
Tasty brisket.
Your big theme is leading with positivity.
Yeah, exactly.
What isthat about?
Well, that'sabout
just bringing the positive aspect into the world
My tagline is
the Infinite Powerof Positive.
And I think that whatwe need in leadership
and managementand employees
and justin general
(01:21):
is to raise that energyto that positive level.
We've gotten into,I think, a cycle of
looking for what's wronginstead of what's right.
Instead of us asking,what's the what?
Okay, I'll do it.What's the worst?
What's the worstthat can happen?
Ask okay, well,let's think.
What's the bestthat can happen?
Because in positivepsychology, there is that
(01:45):
realm of trainingyour neurons
to connect in a morepositive manner.
But you have toextinguish
some of thosenegative behaviors.
So it takes a while.
But it's notjust woo woo.
Thinking positively isnot just woo woo.
Right.
It is backed by science and
it is just re-training
people to think in a manner
(02:06):
of looking for
what couldgo right
instead of whatcould go wrong.
So how do people startto do that practically?
I mean, we live in crazy times, right?
There's wars andgeopolitical issues
and unemployment
and just got through withthe Covid pandemic
a word that none of us even knew.
What that meant before.
So and it'sobviously easier
(02:26):
to see what's wrong.
It's easier to complain
than suggestsolutions.
So what are the concretebehaviors that people
can start to practiceand not immediately
just go tothe negative
but start to
to shift their point ofview to the positive?
Yeah.
Our brains arehardwired for fear.
And that's just a reflex that we have
so we can protectourselves. Right.
(02:47):
So the first thing that we have to do
is stop in that moment
and say, okay
what is actually going on here?
Am I going to be eaten by a dinosaur?
Am I going to be attacked by a pterodactyl?
That is exactlywhat happened that
you knowprehistoric men
use that for fight,flight or freeze.
And so in our evolving world
(03:10):
we begin to generalize
things that we've had
some kind of experience with
a negative experience with
and bring thatforward as
well here's what'sgoing to happen.
This is what happenedin the past.
So here's what'sgoing to happen
again inthe future.
[Jeff] Right
So being awarein that moment
and being
it really is about beingstill and reframing.
(03:31):
But the first thingyou have to do
is just take adeep breath
assess where you are,what's really happening.
And that's challengingfor people
because we'reconstantly in motion
and just taking a moment to pause and breathe
can seem like an eternity for some people
But it’s totally reframingwhat the situation is.
(03:51):
Okay, objectivelywhat is happening?
What's happeningright now?
Is everything okay?
What can I projectgoing forward
instead of basing my decisions about
what's going to happen on the past?
So what happensif it's just not good?
If there’s just sometimes where it just doesn't apply.
You know, say you got some some terrible news or
(04:12):
you knowthere's layoffs.
Your friend got laid off
that you sit next toat the office.
I mean, is therea way to justify it?
Is there a way to get from that negative
to positive when you justfeel like ‘Ahhhaaa’
Yeah. Jeff, that's a great question.
And honestly, it's notPollyanna-ish either.
I have bad things thathappen to me, right?
But one of the beautiful things is that
once you practicethis approach
(04:35):
then you learn that youcan look for the gifts
and they may not show up right away.
You may have to just move through
whatever it is that's happening
but maybe the next day.
I mean, we're not saying
stuff your feelingsor anything like that.
We're just saying
maybe the next dayyou can breathe.
You can think about
if I had a similarsituation
(04:55):
what were the good thingsthat came out of it?
How many timeshave you thought
oh my God, this is the worst thing
that could have everhappened to me.
And about three months later you're like
oh gosh, I'm really gladthat happened to me.
Right, right.
You said an interesting thing.
You slipped it in therekind of quietly
which is‘look for the gifts.’
Yeah.
And you know it's funny
always in retrospect
if you're sitting around telling stories
the best stories
(05:16):
the funnieststories
the most memorablestories
always started at a horrible
something horriblehappened.
And either you got through it
or to your point
you learneda little bit.
I never really thought of it as kind of
the gift of the negative
that there issomething in there
that you can takeand build from.
Yeah, well, you know,we have contrast.
So the negative shows uswhat we don't want.
(05:37):
And then we can flip it.
It's like anickel, right.
We flip to the other sideof what we do want.
And that is amatter of just
retraining, reframing, resetting.
I have a little buttonthat I had made.
You rememberthe Staples button?
That was
[Melinda] That was easy. [Jeff] Right, the ‘Easy’ button.
Yeah.
Yeah.
So my button says ‘Reset’
And sometimeswhen I get into that
(05:58):
I literally hitthe button reset.
And it's my anchor if you will
Right, right.
You know, here’s your anchorand move out of it.
Or sometimes I just tell myself that.
We get into habitual thinking.
When people get in that loop of
one thing happens
and then they beginto ‘Awful-ize’
[Melinda] And what we [Jeff] Awful-ize
(06:19):
[Jeff] That's a good word[Melinda] so what we need to do
is we need to help them
to learn techniquesor encourage them.
Stop the Awful-izing.
Stop right thenand there.
Look aroundsee what's happening
and thinkokay
What do I need to do next?
And really move toa positive thought.
People have always said,go to your happy place.
(06:39):
It's truly one of the phenomenon’s
that really work.
Just move to ahappy thought
and you can get out of.
You're not thinking aboutthe negative anymore
because you've madethe conscious decision
that you're going to move into that positive.
Right.
So we've beentalking a lot about
how you do itfor yourself.
Organizationallyfor leaders
who are trying to get a more positive
(07:01):
output, attitude,culture.
What are someof the tricks
from a leadershipperspective
that you can startto get people to turn
to a little bitmore positive
and away from the negative?
Yeah, I love that.
The first thing isyou know
it begins with the leaders.
And it beginswith the managers.
When we'regoing to
implement a change initiative
we have to come fromthe aspect of
(07:22):
what are the positive possibilities.
It's not just about
Okay, we've gotthis change
because everybodywants change
until they have to change.
And then it's not liked so much.
[Jeff] Right, right, right.
So it's importantthat the leader
has a specificplan of action
because really we're back to fear.
I have to changesomething.
What does thatmean for me?
What does that meanfor the team.
(07:42):
How is that goingto impact us.
And so when wecan give them
just some very simple
ideas to latch onto
let them talk with us
about what things may mean to them.
People want to be seen,heard and understood.
And so if I am going toapproach a team and say
(08:02):
okay, look here's what we're going to do
in termsof change
there are some thingsthat have been
indicated through our metrics or things
that we need to change some things.
The first thing they'regoing to do is
how is that goingto impact me?
But if I can give themthe opportunity to voice
okayspecifically
what role did you playin that objectively?
(08:25):
How could you beginto move the needle
on making that a more positive outcome?
When we allow peopleto have buy in
when we allow themto have a voice
maybe they're not goingto 100% be in favor
of whatever it isthat we do,
but they're goingto be much more likely
to adopt it and move through it
because they've had the opportunity to have a voice.
(08:45):
Yeah.
So starts from the top
[Jeff] as do most important things, right[Melinda] Exactly, yeah, exactly
modeling the behavior, right.
If the boss isn’t modeling it
[Jeff] then nobody else is going to[Melinda] Model away
Okay, so tell us a little bitabout your show
DisrputHR Austin.
The Running Remote people
had nothing but greatthings to say about you so
I don’t think they’ll mind us giving you a little plug for
[Melinda] Well we appreciate that very much[Jeff] DisruptHR Austin
And DisruptHR lovesRunning Remote
(09:06):
It's been a real pleasureto partner with them to
and promote Running Remote.
It's been a great event.
[Jeff] It has
Such a great vibe
DisruptHR, this isour fourth event.
We started in 2023.
Resurrected DisruptHRand it's a global event.
I have thelicense for Austin
and I have a spectacularteam of directors.
(09:28):
We're all volunteers
and all ofour proceeds
our netproceeds
go to our charity of choice which is
Love Justice International.[https://www.lovejustice.ngo/]
And it's an anti-humantrafficking organization.
So we're doing goodhaving fun.
So it'sa nonprofit.
The whole thing’s a non profit?
[Melinda] Basically, yes[Jeff] Okay.
And so we have 12 speakers.
They have five minutesto present 20 slides
(09:50):
that auto advance every 15 seconds.
Oh, I've heard aboutthis somewhere.
It’s called the PechaKucha method
I’ve heard about that
where you got to go.
[Jeff] And the slides are moving.[Melinda] You Do
You don't have anycontrol the slides.
No, you have no clicker.
It's just going.
[Jeff] And how many slides?[Melinda] 20 slides.
[Jeff] In how many minutes?[Melinda] 5 minutes. So its
[Jeff] Five minutes.[Melinda] 15 seconds per slide
And so in just the one day
all 12 back to back to back.
(10:11):
It’s four and a halfhours actually
[Jeff] The whole show is 4.5 hours?[Melinda] Yeah, yeah.
So it's a high energy.
We've got an hourof networking.
And then we present our first six speakers and then
we have another 45 minutes of networking.
And then we haveour other six speakers.
And then our VIPsget to go to something
called DisruptAfter Dark.
And that's where thespeakers gather on the stage
And the VIPs canask them any questions.
(10:33):
And we do some other things afterwards
some happy hoursand some other
events that we like to continue
having the communityinvolved with us.
This year we're going tojust one per year.
Because I thinkthat we were
burning ourselves outyou know,
talking about burnout
what we need to do positively.
[Jeff] Right, right, right
(10:53):
You got to give people rest.
We're superexcited.
I will share that
we have over 65submissions for 12 slots.
And what are they tech?
Because clearlythey're not like
traditional keynoteswhich go
[Melinda] No[Jeff] a little bit
longer thanfive minutes.
But are they technologyor what are the types
of presentationsthat are done?
Yeah, thanks for that, so
(11:13):
we want to appeal to thingsthat HR practitioners
can actively apply
immediately after that event.
Okay.
So it could be anything from
psychological safety to
how you developyour teams to
performance to change management
and they have tocome up with
(11:33):
not just the same old,same old.
They're our themethis year is ‘Elevate’
So we are asking them to
to work their speecharound elevation
what kind of practicesthat they can bring.
And the beautifulpart is
we have people fromall different genres.
So we're getting thisgreat variety
of input and ideas.
(11:54):
And the audience reallybenefits from that.
We get rave reviewsfrom our audience.
Our event keepsgetting bigger each year.
So that's really our
Cool
best form of advertising.
So it’s like mini TED talks kind of.
Yeah, it is, it's almostlike the Ted talks of HR
[Jeff] Yeah. Cool.[Melinda] Yeah, yeah
Well, Melindathank you
[Melinda] Thank you[Jeff] for the time today.
Congratulations on the next show.
(12:15):
Sounds like it'sgoing to be exciting.
Five minute Ted talk
with your slides running every few seconds.
that’s a little stressful,I would imagine.
It is definitely an adventurethat’s for sure
All right. Well thanks again.
[Melinda] Thanks so much Jeff, really appreciate it[jeff] Really appreciate it.
All right.
She's MelindaI'm Jeff.
You’re watching Work 20XX
coming to youlive from Austin.
It's warm atRunning Remote.
Thanks for watching.Thanks for listening.
See you next time.Take care.
(12:36):
Hey, Jeff Frick Here
big shout out to the podcast audience.
Thanks for listening in.
You can get show notes and transcripts at Work20XX.com
And that also has links to the videos as well.
Appreciate you listeningin on the podcast
Do reach out
say hello, like subscribeand smash that notification bell.
Thanks for listening.Take care. Bye bye.
Check check.
Check check.
Excellent.
So I will count us down
and we will go.
three, two, one.
Hey welcome backeverybody.
Jeff Frick coming to youfrom hot Austin.
I'm not in the homestudio today.
I'm down at Running Remote
for a special editionof Work 20XX.
We wanted to come down to
the Running Remote show in Austin
because this is whereall the people
(00:20):
that are really atthe cutting edge
of the futureof work
are sharingtheir best practices
giving great talks.
And what'snice is that
all these lessonsand applications
and best practicesare applicable
whether you'refully remote
back in the office
hybrid or anythingin between.
So we're excitedto have our next guest.
She's a Austin local
I asked her if she's responsible for the weather
and she's tryingto push it off.
Say no,
(00:40):
it's Melinda Stallingsand she is the founder
of ‘The PositiveConsultant.’
And she also runs
a big event calledDisruptHR Austin.
Melinda, great to see you.
Thank you.
It's great to be here.
Yeah.
I think you shouldhave ordered it
about ten degrees less.
But that's okay.We’ll let that lie.
Well you know I say
it’s as hot as a barbecue pit here.
Well that's good.
We had barbecue last night.
(01:01):
Tasty brisket.
Your big theme is leading with positivity.
Yeah, exactly.
What isthat about?
Well, that'sabout
just bringing the positive aspect into the world
My tagline is
the Infinite Powerof Positive.
And I think that whatwe need in leadership
and managementand employees
and justin general
(01:21):
is to raise that energyto that positive level.
We've gotten into,I think, a cycle of
looking for what's wronginstead of what's right.
Instead of us asking,what's the what?
Okay, I'll do it.What's the worst?
What's the worstthat can happen?
Ask okay, well,let's think.
What's the bestthat can happen?
Because in positivepsychology, there is that
(01:45):
realm of trainingyour neurons
to connect in a morepositive manner.
But you have toextinguish
some of thosenegative behaviors.
So it takes a while.
But it's notjust woo woo.
Thinking positively isnot just woo woo.
Right.
It is backed by science and
it is just re-training
people to think in a manner
(02:06):
of looking for
what couldgo right
instead of whatcould go wrong.
So how do people startto do that practically?
I mean, we live in crazy times, right?
There's wars andgeopolitical issues
and unemployment
and just got through withthe Covid pandemic
a word that none of us even knew.
What that meant before.
So and it'sobviously easier
(02:26):
to see what's wrong.
It's easier to complain
than suggestsolutions.
So what are the concretebehaviors that people
can start to practiceand not immediately
just go tothe negative
but start to
to shift their point ofview to the positive?
Yeah.
Our brains arehardwired for fear.
And that's just a reflex that we have
so we can protectourselves. Right.
(02:47):
So the first thing that we have to do
is stop in that moment
and say, okay
what is actually going on here?
Am I going to be eaten by a dinosaur?
Am I going to be attacked by a pterodactyl?
That is exactlywhat happened that
you knowprehistoric men
use that for fight,flight or freeze.
And so in our evolving world
(03:10):
we begin to generalize
things that we've had
some kind of experience with
a negative experience with
and bring thatforward as
well here's what'sgoing to happen.
This is what happenedin the past.
So here's what'sgoing to happen
again inthe future.
[Jeff] Right
So being awarein that moment
and being
it really is about beingstill and reframing.
(03:31):
But the first thingyou have to do
is just take adeep breath
assess where you are,what's really happening.
And that's challengingfor people
because we'reconstantly in motion
and just taking a moment to pause and breathe
can seem like an eternity for some people
But it’s totally reframingwhat the situation is.
(03:51):
Okay, objectivelywhat is happening?
What's happeningright now?
Is everything okay?
What can I projectgoing forward
instead of basing my decisions about
what's going to happen on the past?
So what happensif it's just not good?
If there’s just sometimes where it just doesn't apply.
You know, say you got some some terrible news or
(04:12):
you knowthere's layoffs.
Your friend got laid off
that you sit next toat the office.
I mean, is therea way to justify it?
Is there a way to get from that negative
to positive when you justfeel like ‘Ahhhaaa’
Yeah. Jeff, that's a great question.
And honestly, it's notPollyanna-ish either.
I have bad things thathappen to me, right?
But one of the beautiful things is that
once you practicethis approach
(04:35):
then you learn that youcan look for the gifts
and they may not show up right away.
You may have to just move through
whatever it is that's happening
but maybe the next day.
I mean, we're not saying
stuff your feelingsor anything like that.
We're just saying
maybe the next dayyou can breathe.
You can think about
if I had a similarsituation
(04:55):
what were the good thingsthat came out of it?
How many timeshave you thought
oh my God, this is the worst thing
that could have everhappened to me.
And about three months later you're like
oh gosh, I'm really gladthat happened to me.
Right, right.
You said an interesting thing.
You slipped it in therekind of quietly
which is‘look for the gifts.’
Yeah.
And you know it's funny
always in retrospect
if you're sitting around telling stories
the best stories
(05:16):
the funnieststories
the most memorablestories
always started at a horrible
something horriblehappened.
And either you got through it
or to your point
you learneda little bit.
I never really thought of it as kind of
the gift of the negative
that there issomething in there
that you can takeand build from.
Yeah, well, you know,we have contrast.
So the negative shows uswhat we don't want.
(05:37):
And then we can flip it.
It's like anickel, right.
We flip to the other sideof what we do want.
And that is amatter of just
retraining, reframing, resetting.
I have a little buttonthat I had made.
You rememberthe Staples button?
That was
[Melinda] That was easy. [Jeff] Right, the ‘Easy’ button.
Yeah.
Yeah.
So my button says ‘Reset’
And sometimeswhen I get into that
(05:58):
I literally hitthe button reset.
And it's my anchor if you will
Right, right.
You know, here’s your anchorand move out of it.
Or sometimes I just tell myself that.
We get into habitual thinking.
When people get in that loop of
one thing happens
and then they beginto ‘Awful-ize’
[Melinda] And what we [Jeff] Awful-ize
(06:19):
[Jeff] That's a good word[Melinda] so what we need to do
is we need to help them
to learn techniquesor encourage them.
Stop the Awful-izing.
Stop right thenand there.
Look aroundsee what's happening
and thinkokay
What do I need to do next?
And really move toa positive thought.
People have always said,go to your happy place.
(06:39):
It's truly one of the phenomenon’s
that really work.
Just move to ahappy thought
and you can get out of.
You're not thinking aboutthe negative anymore
because you've madethe conscious decision
that you're going to move into that positive.
Right.
So we've beentalking a lot about
how you do itfor yourself.
Organizationallyfor leaders
who are trying to get a more positive
(07:01):
output, attitude,culture.
What are someof the tricks
from a leadershipperspective
that you can startto get people to turn
to a little bitmore positive
and away from the negative?
Yeah, I love that.
The first thing isyou know
it begins with the leaders.
And it beginswith the managers.
When we'regoing to
implement a change initiative
we have to come fromthe aspect of
(07:22):
what are the positive possibilities.
It's not just about
Okay, we've gotthis change
because everybodywants change
until they have to change.
And then it's not liked so much.
[Jeff] Right, right, right.
So it's importantthat the leader
has a specificplan of action
because really we're back to fear.
I have to changesomething.
What does thatmean for me?
What does that meanfor the team.
(07:42):
How is that goingto impact us.
And so when wecan give them
just some very simple
ideas to latch onto
let them talk with us
about what things may mean to them.
People want to be seen,heard and understood.
And so if I am going toapproach a team and say
(08:02):
okay, look here's what we're going to do
in termsof change
there are some thingsthat have been
indicated through our metrics or things
that we need to change some things.
The first thing they'regoing to do is
how is that goingto impact me?
But if I can give themthe opportunity to voice
okayspecifically
what role did you playin that objectively?
(08:25):
How could you beginto move the needle
on making that a more positive outcome?
When we allow peopleto have buy in
when we allow themto have a voice
maybe they're not goingto 100% be in favor
of whatever it isthat we do,
but they're goingto be much more likely
to adopt it and move through it
because they've had the opportunity to have a voice.
(08:45):
Yeah.
So starts from the top
[Jeff] as do most important things, right[Melinda] Exactly, yeah, exactly
modeling the behavior, right.
If the boss isn’t modeling it
[Jeff] then nobody else is going to[Melinda] Model away
Okay, so tell us a little bitabout your show
DisrputHR Austin.
The Running Remote people
had nothing but greatthings to say about you so
I don’t think they’ll mind us giving you a little plug for
[Melinda] Well we appreciate that very much[Jeff] DisruptHR Austin
And DisruptHR lovesRunning Remote
(09:06):
It's been a real pleasureto partner with them to
and promote Running Remote.
It's been a great event.
[Jeff] It has
Such a great vibe
DisruptHR, this isour fourth event.
We started in 2023.
Resurrected DisruptHRand it's a global event.
I have thelicense for Austin
and I have a spectacularteam of directors.
(09:28):
We're all volunteers
and all ofour proceeds
our netproceeds
go to our charity of choice which is
Love Justice International.[https://www.lovejustice.ngo/]
And it's an anti-humantrafficking organization.
So we're doing goodhaving fun.
So it'sa nonprofit.
The whole thing’s a non profit?
[Melinda] Basically, yes[Jeff] Okay.
And so we have 12 speakers.
They have five minutesto present 20 slides
(09:50):
that auto advance every 15 seconds.
Oh, I've heard aboutthis somewhere.
It’s called the PechaKucha method
I’ve heard about that
where you got to go.
[Jeff] And the slides are moving.[Melinda] You Do
You don't have anycontrol the slides.
No, you have no clicker.
It's just going.
[Jeff] And how many slides?[Melinda] 20 slides.
[Jeff] In how many minutes?[Melinda] 5 minutes. So its
[Jeff] Five minutes.[Melinda] 15 seconds per slide
And so in just the one day
all 12 back to back to back.
(10:11):
It’s four and a halfhours actually
[Jeff] The whole show is 4.5 hours?[Melinda] Yeah, yeah.
So it's a high energy.
We've got an hourof networking.
And then we present our first six speakers and then
we have another 45 minutes of networking.
And then we haveour other six speakers.
And then our VIPsget to go to something
called DisruptAfter Dark.
And that's where thespeakers gather on the stage
And the VIPs canask them any questions.
(10:33):
And we do some other things afterwards
some happy hoursand some other
events that we like to continue
having the communityinvolved with us.
This year we're going tojust one per year.
Because I thinkthat we were
burning ourselves outyou know,
talking about burnout
what we need to do positively.
[Jeff] Right, right, right
(10:53):
You got to give people rest.
We're superexcited.
I will share that
we have over 65submissions for 12 slots.
And what are they tech?
Because clearlythey're not like
traditional keynoteswhich go
[Melinda] No[Jeff] a little bit
longer thanfive minutes.
But are they technologyor what are the types
of presentationsthat are done?
Yeah, thanks for that, so
(11:13):
we want to appeal to thingsthat HR practitioners
can actively apply
immediately after that event.
Okay.
So it could be anything from
psychological safety to
how you developyour teams to
performance to change management
and they have tocome up with
(11:33):
not just the same old,same old.
They're our themethis year is ‘Elevate’
So we are asking them to
to work their speecharound elevation
what kind of practicesthat they can bring.
And the beautifulpart is
we have people fromall different genres.
So we're getting thisgreat variety
of input and ideas.
(11:54):
And the audience reallybenefits from that.
We get rave reviewsfrom our audience.
Our event keepsgetting bigger each year.
So that's really our
Cool
best form of advertising.
So it’s like mini TED talks kind of.
Yeah, it is, it's almostlike the Ted talks of HR
[Jeff] Yeah. Cool.[Melinda] Yeah, yeah
Well, Melindathank you
[Melinda] Thank you[Jeff] for the time today.
Congratulations on the next show.
(12:15):
Sounds like it'sgoing to be exciting.
Five minute Ted talk
with your slides running every few seconds.
that’s a little stressful,I would imagine.
It is definitely an adventurethat’s for sure
All right. Well thanks again.
[Melinda] Thanks so much Jeff, really appreciate it[jeff] Really appreciate it.
All right.
She's MelindaI'm Jeff.
You’re watching Work 20XX
coming to youlive from Austin.
It's warm atRunning Remote.
Thanks for watching.Thanks for listening.
See you next time.Take care.
(12:36):
Hey, Jeff Frick Here
big shout out to the podcast audience.
Thanks for listening in.
You can get show notes and transcripts at Work20XX.com
And that also has links to the videos as well.
Appreciate you listeningin on the podcast
Do reach out
say hello, like subscribeand smash that notification bell.
Thanks for listening.Take care. Bye bye.
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