Human Resources For Small Business

Cynthia Kane's "The Pause Principle" teaches how to pause and regain control in challenging situations. Using the SOFTEN method (Sensation, Own discomfort, Focus on present, Take a breath, Eyes on other person, Need to say), people can shift from reactive responses to intentional communication by calming their nervous system first. TAKEAWAYS Notice body sensations first - Pay attention to physical discomfort signals like racing heart or tense jaw to recognize when you need to pause Use the SOFTEN method - Simple practices like focusing on breath or saying your name help shift from fight-or-flight to calm response Practice daily in low-stakes moments - Build the pause muscle through regular practice so it's available during high-pressure conversations A QUICK GLIMPSE INTO OUR PODCAST Podcast: Transform Your Workplace, sponsored by Xenium HR Host: Brandon Laws In Brandon's own words: “The Transform Your Workplace podcast is your go-to source for the latest workplace trends, big ideas, and time-tested metho

In this conversation, Josh Bersin discusses the transformative impact of AI on learning and development (L&D) within organizations. He emphasizes the shift from traditional static courses to dynamic, personalized learning experiences facilitated by AI technologies. The discussion highlights the advantages for small businesses in leveraging AI tools for content creation and training, the challenges faced by traditional learning management systems, and the importance of ensuring content credibility in an AI-driven landscape. Bersin also provides insights for HR leaders on how to effectively adopt these new technologies and decentralize L&D efforts to better meet the needs of employees. Small businesses can leverage AI for cost-effective training solutions. Personalized learning experiences are the future of L&D. Traditional LMS platforms are struggling to adapt to AI advancements. Decentralization of L&D will lead to more relevant training. Content credibility is crucial in AI-generated learni

In this conversation, Michael Wozniak discusses his book 'Employee Drift' and explores the concept that employees do not quit jobs but drift away due to poor leadership. He shares insights from his experience in the NBA, emphasizing the importance of trust, clarity, and support in leadership. Wozniak reflects on his own leadership journey, the significance of understanding employee needs, and the necessity of addressing root causes of workplace issues rather than just symptoms. He advocates for a culture of accountability and empowerment, highlighting the role of authentic leadership in transforming workplace culture. TAKEAWAYS People don't quit jobs, they drift from poor leadership. Most leadership is very transactional, leading to employee drift. Trust is essential for effective leadership. Leaders must focus on building relationships, not just managing tasks. Support, clarity, and trust are key components of effective leadership. Identifying root causes of workplace issues is crucial for improvement. Cre

HR expert Nicole Blevins discusses navigating layoffs with humanity and professionalism. She emphasizes exploring alternatives first, creating fair selection processes, having managers lead termination conversations rather than HR, providing resources and support to departing employees, and maintaining transparency with remaining staff to address survivor guilt and preserve organizational culture. Key Timestamps [00:45] - Nicole explains HR's role in layoffs and the importance of handling them with compliance and empathy [02:54] - Discussion of who initiates layoff conversations and exploring alternatives first [05:25] - How to address employee rumors and maintain transparency during budget challenges [08:17] - Nicole's coaching process for clients facing layoffs, including fair selection criteria [10:28] - Best practices for layoff conversations - why managers should lead, not HR consultants [13:35] - Approaches for conducting terminations with humanity and respect [15:33] - Providing resources and suppor

HR expert Marcia Homer discusses the workplace dynamics between Gen X managers and Gen Z employees. She explains how different generational upbringings create workplace conflicts - Gen X grew up as independent "latchkey kids" while Gen Z is the most connected and supervised generation ever. Homer emphasizes that Gen Z isn't lazy but wants to work differently, seeking purpose, flexibility, and growth over grinding. The solution lies in improved communication, patience, and non-judgmental curiosity from all generations. TAKEAWAYS Different upbringings create conflict: Gen X developed independence while Gen Z grew up highly supervised and digitally connected Gen Z seeks purpose over burnout: They want meaningful work, flexibility, and regular feedback rather than grinding for status Communication is key: Success requires patience, clear expectations, and non-judgmental curiosity from all generations [00:38] - How Gen X, Millennials, and Gen Z grew up differently [01:06] - Gen X as "latchkey kids" - independe

What happens when a brilliant engineer can’t explain their ideas to decision-makers? In this episode, Neil Thompson, founder of Teach the Geek, joins Brandon Laws to share his journey from anxious, sweat-drenched presentations to confidently speaking in front of executives—and how he now helps other technical professionals do the same. If you manage or work alongside STEM professionals, this episode offers a practical look at the communication gaps that stall careers and what leaders can do about it. From filler words to presentation strategy, Neil breaks down how better speaking skills unlock both business outcomes and career growth. Key Timestamps Key Timestamp Topics [00:00] Welcome & episode overview [01:00] Meet Neil Thompson and the origins of Teach the Geek [02:00] Early career missteps with technical presentations [04:30] The wake-up call: poor communication = missed opportunities [05:30] Joining Toastmasters and practicing communication [07:00] The real challenge: talking to non-technical audien

John Rossman, former Amazon executive and author of "The Amazon Way," discusses Amazon's 14 leadership principles and their application to modern businesses. As a fifth-generation Oregonian who worked at Amazon from 2002-2005, Rossman witnessed the company's transformation into a platform company. He emphasizes customer obsession, the importance of simplifying work processes, and ownership mentality. His latest book "Big Bet Leadership" provides a playbook for organizational transformation in the hyper-digital era, focusing on systematic experimentation and long-term thinking. TAKEAWAYS Customer Obsession Beyond Transactions: Practice both tactical customer service and strategic curiosity about customers' broader needs upstream and downstream of current interactions. Simplify Before Innovating: Focus on zero-based redesign and radical simplification of work processes before adding new technologies - most companies have calcified layers that need unwinding. Ownership Mindset for Long-term Success: Think en

In this conversation, Brandon Laws sits down with Fritz Brumder, serial entrepreneur and co-founder of WiseOx, to explore how “AI mascots” are helping organizations move from one-off ChatGPT experiments to secure, organization-wide automation. Fritz explains why legacy chatbots struggled, how large-language-model (LLM) technology unlocks far richer support and HR workflows, and what an 80/20 security model looks like in practice. They also discuss practical first-steps for leaders, new skills employees should cultivate, and a realistic one-, two-, and ten-year outlook on AI’s impact on talent and trust at work. If you’re AI-curious but cautious about compliance, this episode offers a roadmap—and a few reality checks—to get started. Key Timestamps Time stamp Topic 00:00 Welcome, show purpose, and Xenium HR sponsor read 02:00 Introducing Fritz Brumder and the concept of “AI mascots” at WiseOx 03:30 Fritz’s startup journey, timing the leap from video tech to GenAI 07:00 Chatbots 1.0 vs. LLM-p

Matt Wolfe discusses how the StoryBrand framework transforms both marketing and workplace culture by positioning businesses as guides rather than heroes in their customers' stories. This approach creates shared identity and purpose among teams while improving external messaging, leading to better alignment between departments and stronger organizational culture overall. TAKEAWAYS StoryBrand positions businesses as guides helping customer heroes solve problems, not as heroes themselves. Shared brand stories create internal alignment and unified team identity beyond just marketing benefits. Implementation requires team conversations, consistent application across touchpoints, and regular reinforcement. A QUICK GLIMPSE INTO OUR PODCAST

Catherine Thorpe, CEO of Nurse Next Door and author of "Bold Kindness," discusses her revolutionary leadership approach that eliminates traditional hierarchies and empowers employees to be self-led. She defines bold kindness as caring deeply about people's development while understanding them as individuals to provide feedback they can hear and act upon. Thorpe eliminated performance reviews and managers eight years ago, instead focusing on real-time feedback and quarterly self-led check-ins. Her philosophy centers on treating employees as adults who know their jobs and can make decisions autonomously, creating a workplace where people can bring their whole selves to work and find genuine connection and purpose. TAKEAWAYS Self-Led Model: Organizations can eliminate traditional management layers by treating employees as self-directed adults who understand their responsibilities, know when to ask for help, and can make autonomous decisions without constant oversight. Bold Kindness Definition: Effective lead

This HR "Mythbusters" episode features Nicole Blevins quizzing Brandon Laws on common HR misconceptions. They explore myths about HR's role, documentation requirements, overtime exemptions, layoff procedures, performance management, and employee rights. Key takeaways include: HR serves both company and employee interests, culture is everyone's responsibility, and regular feedback beats annual reviews alone. A QUICK GLIMPSE INTO OUR PODCAST

John R. Miles, former Fortune 50 executive and military officer, discusses his transformation from corporate success to purposeful living. After experiencing burnout and personal trauma, he developed the "Passion Struck" framework to help people move from lives they "should" be living to lives they "could" be living. He emphasizes that workplace disengagement stems from a "mattering crisis" rather than just workload issues, advocating for intentional leadership focused on helping employees feel valued and significant. TAKEAWAYS The Real Problem: Workplace burnout is less about workload and more about "worth load" - people feeling invisible and that their work doesn't matter to others. Mosquito Audit: Identify and address the three types of "mosquitoes" in your life - invisible suffocators (negative people), bloodsuckers (boundary destroyers), and energy drains that prevent intentional living. Gardener Leadership: Leaders should be "eyes on, hands off" - providing clear vision and goals while empowering em

HR consultant Daniel Strode discusses AI's impact on human resources, highlighting recruitment and data analytics as prime areas for adoption. He introduces his "5P model" emphasizing policy/governance and people/culture transformation as critical success factors. While AI adoption remains slow—only 25% of adults regularly use tools like ChatGPT—organizations are unknowingly integrating AI through software updates. Strode advocates for proper governance policies ahead of regulations like the EU AI Act, positioning AI as a collaborative tool enhancing rather than replacing human capabilities. TAKEAWAYS 5P Framework: Success requires addressing process enhancement, personalization, predictive insights, policy/governance, and people/culture transformation Governance First: Establish AI ethics policies, bias auditing, and compliance training before implementation, especially with upcoming EU AI Act regulations Human-AI Partnership: Use AI for manual processes while focusing HR professionals on strategic work li

Is it possible to make work actually fun without losing sight of business goals? Steve Carse thinks so—and he has the story to prove it. In this energizing episode, Brandon Laws sits down with the CEO of King of Pops to talk about how one humble ice pop cart evolved into a culture-first brand and what fun truly means in the workplace. They discuss how storytelling, ownership, gamification, and pride all contribute to a work culture that people love being part of. Whether you're a leader looking to revitalize your team or an employee wondering if fun has a place at work, this episode will shift your perspective and spark ideas.

Dr. Angela Jackson discusses her book "The Win-Win Workplace," advocating for moving beyond traditional zero-sum work environments to create workplaces where both employees and businesses thrive. She emphasizes listening to employee feedback, embracing whole-person identities, reimagining benefits, and fostering ownership mindsets to drive productivity, retention, and bottom-line success.   TAKEAWAYS Listen to employees regularly and act on their feedback to build trust and engagement Support the whole person by acknowledging employees' full identities and life circumstances Create personalized benefits that address real needs rather than generic one-size-fits-all packages   A QUICK GLIMPSE INTO OUR PODCAST 

This podcast episode explores how "radical listening" transforms leadership by focusing on intentional connection rather than performative techniques. Dr. Christian van Nieuwerburgh and Dr. Robert Biswas-Diener explain that radical listening requires internal quieting, purposeful attention, and genuine curiosity to overcome modern workplace distractions.   TAKEAWAYS Radical listening is an intentional act of connection that goes beyond traditional "active listening" techniques to build trust and influence. The Radical Listening Framework centers on positive intention, combining internal skills (quieting, noticing) with external skills (inquiring, acknowledging). Creating a listening culture requires self-awareness about when you feel heard and practicing appreciation-based listening without the intent to fix or solve.   A QUICK GLIMPSE INTO OUR PODCAST 

Rob Shallenberger discusses his book "Do What Matters Most," explaining how implementing three key habits—creating personal visions, setting specific goals, and practicing pre-week planning—can dramatically increase productivity while reducing stress. These practices help people design intentional lives rather than defaulting to reactivity and chaos.   TAKEAWAYS Creating written personal visions for each key life role provides direction and meaning, transforming how you approach priorities (only 2% of people do this). Pre-week planning (spending 20-30 minutes weekly) allows you to accomplish 800-1,000 additional priorities annually with less stress. The "Do What Matters Most" matrix helps identify high-value quadrant 2 activities that lead to peace and fulfillment rather than constant firefighting.   A QUICK GLIMPSE INTO OUR PODCAST 

In this bonus podcast episode, Brandon Laws catches up with Nicole Blevins, who recently returned from maternity leave and stepped into a new role as Director of HR Services at Xenium HR. Nicole candidly shares her experience transitioning to parenthood, the challenges of balancing work and family responsibilities, and the significance of paid family leave. Despite the challenges of returning to work in a new leadership position while adjusting to parenthood, Nicole emphasizes how the flexibility of remote work, supportive leadership, and her passion for her career have helped her navigate this major life transition!   A QUICK GLIMPSE INTO OUR PODCAST 

In this Transform Your Workplace episode, host Brandon Laws interviews Dr. Rosalind Chow about her book "The Doors You Can Open." They discuss the critical difference between mentorship and sponsorship, with Chow explaining that sponsors talk about you to others while mentors talk to you directly. Using Kim Ng's MLB breakthrough as an example, Chow emphasizes how sponsorship requires trust and can take different forms. She explores how "good gossip" celebrates others' achievements, the importance of diversifying social networks, and challenges with meritocracy. Chow concludes that everyone can be a sponsor by connecting people they admire.   TAKEAWAYS Sponsorship differs from mentorship in that sponsors promote others through trusted networks, while mentors focus on personal improvement Social capital comes in "small town" (close-knit, values-aligned) and "big city" (diverse, innovation-focused) forms, with both being valuable in different contexts Everyone can be a sponsor by connecting admired individuals

Jennifer Moss discusses her book "Why Are We Here? Creating a Work Culture Everyone Wants," exploring how the pandemic triggered a collective existential crisis about work. She emphasizes that meaningful workplace cultures can be built through small, intentional practices rather than major overhauls, focusing on hope, purpose, and community to combat burnout and disengagement in today's rapidly changing work environment.   TAKEAWAYS Building hope through regular goal-setting and celebrating small wins helps combat workplace anxiety and burnout Flexibility should be treated as a right rather than a perk, with organizations using "pull" strategies rather than mandates Creating community requires authentic connection through simple practices like 20-minute check-ins and positive colleague recognition   A QUICK GLIMPSE INTO OUR PODCAST