“We often assume that everyone has the same values, and we can’t make those assumptions "

Everyone has biases, and often they can be helpful. It’s how our brains understand the world. Biases can become harmful if we don’t take a step back and check them. In this discussion with Jen Curry, founder of Change Impact, she shares her top 5 tips for making sure your biases aren’t hindering your judgment and how that could affect the workplace. 

Highlights Include: 

• Acknowledge that you have biases and help others do the same 
• Provide continuous learning opportunities 
• Build accountability partnerships: check your biases in an interview by always teaming up with a colleague
• Include a commitment to antibias behavior as part of staff expectations 
• Make time for self-care – biases come out most when you’re stressed, tired, or even hungry!

 Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.

Jen Curry is the founder of Change Impact, which helps social impact organizations achieve results and advance equity.  Jen started this certified minority and woman-owned business in 2017 as a side project and has since made it her full-time career with 9 employees! She has partnered with organizations such as the NYC Department of Education, the Boys & Girls Club of Harlem, and Binghamtom University, just to name a few.  

“We often assume that everyone has the same values, and we can’t make those assumptions "

Everyone has biases, and often they can be helpful. It’s how our brains understand the world. Biases can become harmful if we don’t take a step back and check them. In this discussion with Jen Curry, founder of Change Impact, she shares her top 5 tips for making sure your biases aren’t hindering your judgment and how that could affect the workplace. 

Highlights Include: 

• Acknowledge that you have biases and help others do the same 
• Provide continuous learning opportunities 
• Build accountability partnerships: check your biases in an interview by always teaming up with a colleague
• Include a commitment to antibias behavior as part of staff expectations 
• Make time for self-care – biases come out most when you’re stressed, tired, or even hungry!

 Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.

Jen Curry is the founder of Change Impact, which helps social impact organizations achieve results and advance equity.  Jen started this certified minority and woman-owned business in 2017 as a side project and has since made it her full-time career with 9 employees! She has partnered with organizations such as the NYC Department of Education, the Boys & Girls Club of Harlem, and Binghamtom University, just to name a few.  

“The problem with implicit bias is when it promotes harmful stereotypes and assumptions"

Implicit bias is something that our brains do without even thinking about it. But when it comes to implicit bias in the workplace, it can hinder hiring, promoting, and so many more aspects of a functioning office.  By understanding what implicit bias is, you may be more likely to avoid the pitfalls.  Tune in for our latest discussion with Jen Curry, founder of ChangeImpact as she takes us through why our brain does this and some examples.  

Highlights Include:

• What is ChangeImpact and what was Jen’s inspiration to start it? 
• Understanding implicit bias 
• Common examples of where it exists within the workplace
• We might see a name on a resume and make a quick judgment about a person’s ability to speak/write English
• We might look further down the resume and see where they grew up, further judging them
• We also see people who are similar to us as being preferable. So if that candidate went to your alma mater or shares a hobby with you, you will look at their candidacy more favorably. This is part of why we end up with leadership teams that lack diversity.

 Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.

Jen Curry is the founder of Change Impact, which helps social impact organizations achieve results and advance equity.  Jen started this certified minority and woman-owned business in 2017 as a side project and has since made it her full-time career with 9 employees! She has partnered with organizations such as the NYC Department of Education, the Boys & Girls Club of Harlem, and Binghamtom University, just to name a few.  

“The problem with implicit bias is when it promotes harmful stereotypes and assumptions"

Implicit bias is something that our brains do without even thinking about it. But when it comes to implicit bias in the workplace, it can hinder hiring, promoting, and so many more aspects of a functioning office.  By understanding what implicit bias is, you may be more likely to avoid the pitfalls.  Tune in for our latest discussion with Jen Curry, founder of ChangeImpact as she takes us through why our brain does this and some examples.  

Highlights Include:

• What is ChangeImpact and what was Jen’s inspiration to start it? 
• Understanding implicit bias 
• Common examples of where it exists within the workplace
• We might see a name on a resume and make a quick judgment about a person’s ability to speak/write English
• We might look further down the resume and see where they grew up, further judging them
• We also see people who are similar to us as being preferable. So if that candidate went to your alma mater or shares a hobby with you, you will look at their candidacy more favorably. This is part of why we end up with leadership teams that lack diversity.

 Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.

Jen Curry is the founder of Change Impact, which helps social impact organizations achieve results and advance equity.  Jen started this certified minority and woman-owned business in 2017 as a side project and has since made it her full-time career with 9 employees! She has partnered with organizations such as the NYC Department of Education, the Boys & Girls Club of Harlem, and Binghamtom University, just to name a few.  

“This is a big opportunity for thoughtful, purposeful communication, engagement, transparency...getting this right will set organizations on the right foot for decades to come"

 The return-to-work process isn’t just about a safe workspace. It’s also about rebuilding and managing through uncertainty and emerging stronger post-pandemic.  In this episode of HR in 15, we welcome back R.P. Eddy, CEO of Ergo, to talk about the workforce change that the pandemic has brought on. And how it has caused a huge shift in power between management/employers and human capital. Hear how Ergo’s Return-to-Work Forum and their team of top HR experts are navigating businesses through this extraordinary time in our nation’s history. 

R.P. discusses how essential it is for organizations to increase their Diversity, Equity, and Inclusion efforts and provide flexibility to employees who have left the workplace throughout the pandemic. By offering better benefit options to working mothers, caregivers, and people of color, organizations will be able to attract the workforce that has left and even, optimize productivity and success.  

Highlights Include:

• How to make ensure your return-to-work plan is safe for your employees
• “The Great Resignation” and how businesses are now in a position where they have to sell themselves.
• The new economy and childcare
• The importance of DEI inclusion efforts across organizations and their workforce

 Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.

R.P. Eddie is the CEO of Ergo and Co-author of Warnings: Finding Cassandras to Stop Catastrophes. Ergo provides unique targeted research, industry and competitive analysis, ESG advising, and day-in-day-out diligence on hires, businesses, and investments for clients through actionable intelligence from frontline experts.

“This is a big opportunity for thoughtful, purposeful communication, engagement, transparency...getting this right will set organizations on the right foot for decades to come"

 The return-to-work process isn’t just about a safe workspace. It’s also about rebuilding and managing through uncertainty and emerging stronger post-pandemic.  In this episode of HR in 15, we welcome back R.P. Eddy, CEO of Ergo, to talk about the workforce change that the pandemic has brought on. And how it has caused a huge shift in power between management/employers and human capital. Hear how Ergo’s Return-to-Work Forum and their team of top HR experts are navigating businesses through this extraordinary time in our nation’s history. 

R.P. discusses how essential it is for organizations to increase their Diversity, Equity, and Inclusion efforts and provide flexibility to employees who have left the workplace throughout the pandemic. By offering better benefit options to working mothers, caregivers, and people of color, organizations will be able to attract the workforce that has left and even, optimize productivity and success.  

Highlights Include:

• How to make ensure your return-to-work plan is safe for your employees
• “The Great Resignation” and how businesses are now in a position where they have to sell themselves.
• The new economy and childcare
• The importance of DEI inclusion efforts across organizations and their workforce

 Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.

R.P. Eddie is the CEO of Ergo and Co-author of Warnings: Finding Cassandras to Stop Catastrophes. Ergo provides unique targeted research, industry and competitive analysis, ESG advising, and day-in-day-out diligence on hires, businesses, and investments for clients through actionable intelligence from frontline experts.

“The next period is so profoundly important for every organization."

 As the world continues its battle with COIVD-19, the future health of our country is still uncertain. In this episode of HR in 15, we welcome R.P. Eddie, CEO of Ergo, a fifteen-year-old global consulting firm for corporations and countries. In March 2020, Ergo launched a COVID-19 task force and intelligence platform, which developed a Return-to-Work forum. With RP's background as a Whitehouse Official and helping to build the first Whitehouse pandemic response plan under President Clinton, we gain insight into how this past year came to be and navigating the next phase of the pandemic.

Highlights Include:

• The Next 90-days and planning for potential outbreaks
• The Next Normal and the changes in our culture and society
• The Future of Work and how to safely reopen offices

Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.

R.P. Eddie is the CEO of Ergo and Co-author of Warnings: Finding Cassandras to Stop Catastrophes. Ergo provides unique targeted research, industry and competitive analysis, ESG advising, and day-in-day-out diligence on hires, businesses, and investments for clients through actionable intelligence from frontline experts.

“The next period is so profoundly important for every organization."

 As the world continues its battle with COIVD-19, the future health of our country is still uncertain. In this episode of HR in 15, we welcome R.P. Eddie, CEO of Ergo, a fifteen-year-old global consulting firm for corporations and countries. In March 2020, Ergo launched a COVID-19 task force and intelligence platform, which developed a Return-to-Work forum. With RP's background as a Whitehouse Official and helping to build the first Whitehouse pandemic response plan under President Clinton, we gain insight into how this past year came to be and navigating the next phase of the pandemic.

Highlights Include:

• The Next 90-days and planning for potential outbreaks
• The Next Normal and the changes in our culture and society
• The Future of Work and how to safely reopen offices

Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.

R.P. Eddie is the CEO of Ergo and Co-author of Warnings: Finding Cassandras to Stop Catastrophes. Ergo provides unique targeted research, industry and competitive analysis, ESG advising, and day-in-day-out diligence on hires, businesses, and investments for clients through actionable intelligence from frontline experts.

“Clarity of mission is foundational to the success of companies and their newly appointed leaders? 

 
The disconnect between newly elected leaders and human resource representatives is among the top reasons why these leaders tend to fail. In our latest HR in 15 episode, we welcome back Claire Chandler, business advisor and President & Founder of Talent Boost, to explore what causes this disconnect. 

We learn that the three main reasons leaders fail are a lack of preparedness, a lack of mission clarity, and indecisiveness, all stemming from the two most significant areas of disconnect between leaders and human resource personnel; mindset and resources. 

Claire dives deeper into these two main issues and explains how mindset can vastly affect the perception that HR and new leaders have of each other, altering the actual reality. The inability of HR to provide their appointed leaders with the right resources also becomes a barrier to success. Claire details and examines the right resources to help new leaders become successful and how communication is essential to bridge the gap between HR and new leadership.

Highlights Include:

• At least 50 % of leaders fail within the first 18 months of being hired 
• 3 main reasons why leaders fail
• Two most significant areas of disconnect between HR and Leaders 
• Leaders begin with a lack of self-confidence and are often afraid to ask for help
• Executives always have doubts as to whether the right leader has been chosen for the right position
• Ways to increase the confidence and competence in identifying the right leader for the proper role

Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.

Claire Chandler helps ambitious, mission-forward companies scale with fewer growing pains and bottlenecks. She founded Talent Boost because she was tired of finding employees curled up under their desks, crying and disillusioned. She cures workplace misery by fixing the biggest impact on a company's culture: the behavior of its leaders. Learn more at https://www.clairechandler.net/media.

“Clarity of mission is foundational to the success of companies and their newly appointed leaders? 

 
The disconnect between newly elected leaders and human resource representatives is among the top reasons why these leaders tend to fail. In our latest HR in 15 episode, we welcome back Claire Chandler, business advisor and President & Founder of Talent Boost, to explore what causes this disconnect. 

We learn that the three main reasons leaders fail are a lack of preparedness, a lack of mission clarity, and indecisiveness, all stemming from the two most significant areas of disconnect between leaders and human resource personnel; mindset and resources. 

Claire dives deeper into these two main issues and explains how mindset can vastly affect the perception that HR and new leaders have of each other, altering the actual reality. The inability of HR to provide their appointed leaders with the right resources also becomes a barrier to success. Claire details and examines the right resources to help new leaders become successful and how communication is essential to bridge the gap between HR and new leadership.

Highlights Include:

• At least 50 % of leaders fail within the first 18 months of being hired 
• 3 main reasons why leaders fail
• Two most significant areas of disconnect between HR and Leaders 
• Leaders begin with a lack of self-confidence and are often afraid to ask for help
• Executives always have doubts as to whether the right leader has been chosen for the right position
• Ways to increase the confidence and competence in identifying the right leader for the proper role

Have questions? PrestigePEO is always available to help with HR, employee benefits and payroll, and more. Call Us Today at 888-PEO-PEO1 or visit prestigepeo.com.

Claire Chandler helps ambitious, mission-forward companies scale with fewer growing pains and bottlenecks. She founded Talent Boost because she was tired of finding employees curled up under their desks, crying and disillusioned. She cures workplace misery by fixing the biggest impact on a company's culture: the behavior of its leaders. Learn more at https://www.clairechandler.net/media.