Jeff Goldstein MBA, PHR

Do you have questions about the certification prep course? Are you considering a SHRM HR certification but have questions around the exam? I have facilitated the SHRM certification prep course through SCSU since 2015 and would love to connect with you regarding the course, the testing process and the benefits of certification. Please reach out to me if you have questions!

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It's coming soon! Come join HR Professionals from all over the state at the 2024 AZSHRM Annual Conference and hear me speak on Strategic Talent Planning - what it is and how to use it to build your organization and your career! This practical session will keep you engaged and equip you with intuitive tools to implement immediately. Register today: https://lnkd.in/dSUC7Ucr #2024AZSHRM #arizonashrm #SHRM #hrprofessionals #humanresources #arizonaconference #continuouslearning #hrconference

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Human Centered Leadership In Action: Encouraging Career Exploration For Development At MedStar Health, we strive to develop Human Centered Leaders who are authentic, empathetic, and adaptable. This week we’ll focus on one action aligned with being an authentic leader – helping your direct report be authentic to themselves by exploring the knowledge, skills, experiences of the job they want, not necessarily the job they have today. As busy leaders, our default for employee development is often what work can we assign next to develop a person’s skills. And yet, when we think about someone’s career journey, coaching associates to connect with people who have the jobs they want in the next two to five years, can be the key to empowering them to think bigger and own their development. Encouraging them to think outside of your function, or the next expected step in their career, can help them better articulate their interests, aspirations, and goals to you, so that you can be the best partner on that journey. Encourage your associates to schedule a 20-to-30-minute informational interview with someone who is in a job they’d like to explore, and then follow up with them to see how it went.  (Here is a list of informational interview questions from the University of Buffalo School of Management to get your associates started: https://lnkd.in/eyP6hcZT). Checking in after the conversation is important because they may be more, or less, attracted to the reality of the job after they’ve learned more. Knowing the outcome of that conversation allows you to partner with them in their development. Here are a few questions to support you with the follow up conversation: ·   Was the job what you thought it was going to be? Why or why not? ·  What one or two skills (or experiences) was critical to their success? ·   When you think about your current role, what are one or two skills to cultivate now that would position you for that role in the future?  ·   Longer term, what are some experiences that I could be looking out for to help you develop? Career conversations help associates tune into their authentic self, develop confidence, and build a plan for their development. To learn how to have a great career conversation with your associates, watch this ten-minute video from Helen Bryant: https://lnkd.in/eMSU6yt6. #MedStarHealth #LeadershipDevelopment #CareerConversations #Leadership #EmployeeDevelopment

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What does belonging look like at work? Sometimes, it starts with a conversation. Tess Thomas, CIR, CDR, HCS, our Senior Director of Talent and Culture, recently shared a story about a pivotal moment in her career. Early on, she thrived on process and structure, but a leader challenged her to embrace more flexibility in a fast-changing environment. At first, they disagreed – one prioritized structure, the other flexibility. Instead of letting the disconnect linger, that leader initiated a thoughtful conversation, listening openly to her perspective and collaborating to find a solution. The result wasn’t just a better way of working – it was the first time Tess felt truly seen and valued in her role. Moments like these are where belonging begins: with understanding, collaboration, and a commitment to growth. Read Tess’s full story and explore more insights on fostering workplace inclusion: https://lnkd.in/g3wNJPTx

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An “Open-Door” policy is a great way to ensure problems within the organization get addressed and solved in a timely manner, thus allowing the organization to be at peak performance. #OpenDoorPolicy https://NewFocusHR.com

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This week on The JoyPowered Workspace Podcast, JoDee Curtis, CSP, SHRM-SCP, CPA and I discuss how to facilitate individuals working through conflict with each other. Listen to hear about topics like: 💡 How much HR should be involved in employees’ conflicts  💡 Guiding employees through resolving conflicts on their own  💡 Our step-by-step approach for mediating conflict when employees can’t resolve it on their own   #hrpodcast #workconflict #hr https://lnkd.in/gQqQc-pn  

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Attention all cubicle dwellers and corner office inhabitants! Update your calendars because September 26th is National Human Resource Professional Day! That's right, it's time to celebrate the unsung heroes who keep our workplaces running smoother than a freshly waxed slide in the Google offices. This is #HRThursday. Back in the dark ages of 1999, when I first dipped my toes into the HR pool, we were still called "Personnel." It was a simpler time when our biggest technological advancement was a copier that stapled. Our days were filled with enough paperwork to make a forest weep. New hire forms, payroll documents, benefits enrollment - we single-handedly kept the paper industry afloat! But fear not, technology came to our rescue when UPS introduced the revolutionary concept of the Applicant Tracking System. Suddenly, we could process applications faster than you could say "You're hired!" It was like going from a horse-drawn carriage to a Tesla overnight. Today's HR is not your grandma's Personnel department. We've evolved from administrative support to the grand architects of the "people experience." We're now deeply involved in: 1. Talent acquisition (or as I like to call it, "Finding needles in haystacks while blindfolded") 2. Career development (AKA "Convincing people that learning Excel macros is exciting") 3. Retirement planning (Or "How to make your 401k sexier than a sports car") And I’ll share this little secret: leadership can be lonelier than a vegan at a barbecue festival. That's where HR comes in! We're the unofficial therapists, coaches, and occasionally, the voice of reason when a leader wants to install a slide between floors "for efficiency." Some of my favorite moments are when a leader says, "May I run something by you?" It's code for "Please talk me out of this crazy idea I had at 3 AM." Hold onto your ergonomic chairs, folks, because the future of HR is looking brighter than a supernova! With AI technologies advancing faster than you can say "blockchain," our field is set for a massive transformation. Imagine a world where chatbots handle basic HR queries and AI-powered systems manage paperwork. In this brave new world, when an employee asks, "How do I apply for tuition reimbursement?" they'll get an instant answer from a bot, 24/7. It's like having a super-efficient, never-sleeping HR clone... minus the coffee addiction and bad jokes. So, on this HR Professionals Day, let's raise a glass (of company-approved, non-alcoholic beverage) to all the HR nerds out there! We've come a long way from filing cabinets and fax machines, and the future is looking brighter than ever. Here's to less paperwork and more people-work! https://lnkd.in/eWFf-Fjm. #hr #humanresources #hrmanager #hrcommunity #hrm #hrcareers #hrlife #hrs #humanresourcesjobs #ILoveHR

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On this #HRThursday, let's dive into a hot topic: drug testing in the workplace. The landscape has shifted dramatically, and employers are adapting to new realities. One of the largest employers in the US, Home Depot, has made a significant change: - As of September 1st, they've stopped pre-employment marijuana screening for most positions. - Exceptions: Testing continues for asset protection and corporate security roles. - They've also halted testing for reasonable suspicion and most post-accident investigations. There are several forces driving this shift: **Labor Shortage**: In 2022, at the height of the labor crunch, there were two job openings per job seeker. Employers are rethinking policies that might deter qualified candidates. **Legalization Wave**: 48 of the 50 states allow for some form of medical marijuana. In addition, recreational cannabis use is now legal in 24 states, 3 U.S. territories & Washington D.C. **Changing Social Attitudes**: As stigma around cannabis use decreases, strict policies are being reevaluated. It’s not just the Home Depot, Amazon, the second largest employer in the U.S. behind Walmart, announced in June that it would no longer test for marijuana in its pre-employment drug screening program for jobs not regulated by the U.S. Department of Transportation. So, now might be a good time to ask a few questions at your next executive team meeting:  1. How has our organization adapted its drug testing policies? 2. What challenges have we faced in balancing safety concerns with recruitment needs? 3. Do we foresee further changes in workplace drug policies as legalization expands? https://lnkd.in/etWQxDdS #HumanResources #WorkplacePolicies #DrugTesting #LaborMarket

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View my verified achievement from HRCI.

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Human Centered Leadership: Delegating to Expand the Adaptability of Yourself and Your Team At MedStar Health, we strive to develop Human Centered Leaders who are authentic, empathetic and adaptable. This week we’ll focus on one action aligned with being an adaptable leader – delegating to expand the adaptability of yourself and your team. The jump from “doer” to “delegator” has two positive outcomes: it frees you up to work “at the top of your job description” and it develops the skills of those who report to you. And yet, sometimes as leaders we forget to pause to think of who might benefit from a learning experience, or how we might have someone else do the work and still stay connected to assure a positive outcome.  Set a goal this week to delegate one NEW thing to a team member, be it a: ·        Task that is routine (for you) ·        Task that has developmental potential (for someone else) ·        Technical issue that your direct report can do themselves (with some investigation) Here are five steps to delegate successfully: Step 1: EXPLAIN THE "WHY," including why you are delegating, why you selected them, the big picture and what is in it for them. Step 2: SET OBJECTIVES, including the goal, timeline, scope of responsibly/authority and deadline. Step 3: DEVELOP THE PLAN with the associate. They might prepare a plan for your review and feedback, or you could do it together. Make sure to give them the authority to secure the resources they need, including connecting them to the right people.  Step 4: ESTABLISH REGULAR CHECK-INS to monitor progress.  Be available for questions and challenges. Step 5: HOLD THE ASSOCIATE ACCOUNTABLE for results. Provide positive and constructive feedback. Help them reflect on what they’ve learned. Here are some more tips from Kara Robin on how to choose the right person to delegate, and how to articulate your request and expected outcome:  https://lnkd.in/eNPZ3dg7. And after you delegate that "one thing", choose to work something that only YOU can do, and one that has the greatest impact on your organization and team. #HumanCenteredLeadership #MedStarHealth #Delegation #LeadershipDevelopment 

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KYSHRM (Kentucky Society for Human Resource Management) needs your help! We're conducting an important survey to gather data on the impact of mental health initiatives and support in the workplace. Click here to participate: https://lnkd.in/gGkPk8zm As businesses and business leaders continue to face talent retention challenges, Kentucky SHRM State Council would like to better understand how Kentucky organizations are supporting mental health for their employees. By completing this survey, you’ll provide valuable insights that can help shape future policies and programs to better support mental health in our workplaces. Thanks in advance! #KYSHRM #MentalHealthMatters #HR #SHRM #WorkplaceWellbeing #KentuckyEmployers 

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Here’s today’s HR question: If Bob and Helen Smith, who both work for ABC, Inc., welcome a new baby, how many combined weeks of FMLA leave do they qualify for? Share your answer below, and let’s discuss! The correct answer and explanation will be posted tomorrow at 3 PM EST. Have a safe and happy New Year’s Eve, and here’s to a successful year ahead! 🥂 #HRPractice #FMLA #ProfessionalDevelopment #HRQuiz #DistinctiveHR

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1 in 4 Florida adults are facing mental health challenges. That's 3.3 million people struggling with mild to moderate symptoms. This impacts not only individual well-being but also our state's economy and workforce. Let's talk about solutions! - Florida Chamber Leadership Cabinet on Safety, Health and Sustainability Conversations about managing stress, and wellbeing are so important right now! If you are interested in learning more definitely attend the event! Want more on mental wellbeing and some interesting statistics around mental health in our state and how it will affect our overall economy- this Link is for you! 👇 https://lnkd.in/erPtM4sW

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Thanks to SHRM for hosting last week's 2024 SHRM INCLUSION Conference in the Denver, CO metro area. I enjoyed presenting, listening to other speakers, reconnecting with old friends and meeting new ones. It was clear to all present, the importance of doing this work effectively within organizations and communities continues. The business case for doing so remains. So, let's keep moving forward. My presentation and its description: "Enhance the Dialogue: How to Foster Inclusive Conversations". Organizations need to move beyond simple awareness of the importance of inclusion and start demonstrating inclusive behaviors. Key among these is the ability to bring differing perspectives into everyday workplace dialogue. Studies reveal that a few key communication skills can help foster psychological safety within organizations so that everyone feels welcome to share their points of view. In this session, attendees will learn how to share points of view openly and respectfully and how to inspire others to do the same in order to achieve and sustain more inclusive workplace cultures. To learn about Schabel Solutions, go here: https://lnkd.in/e-UXdHJ #shrm #inclusion2024 #conferencespeaker #dei #workplaceculture #inclusiveconversations

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𝗙𝗿𝗼𝗺 𝘁𝗵𝗲 𝗥𝗶𝗻𝗸 𝘁𝗼 𝘁𝗵𝗲 𝗢𝗳𝗳𝗶𝗰𝗲: 𝗪𝗵𝗮𝘁 𝗛𝗥 𝗖𝗮𝗻 𝗟𝗲𝗮𝗿𝗻 𝗳𝗿𝗼𝗺 𝗛𝗼𝗰𝗸𝗲𝘆 As an HR professional with over a decade of experience, I can find inspiration in unexpected places. While watching the Dallas Stars take on the Oilers with my son this weekend, I started to think about how HR has more in common with hockey than you might think. Hear me out for a moment: 1. 𝗧𝗲𝗮𝗺𝘄𝗼𝗿𝗸 𝗶𝘀 𝗘𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴: Just like a hockey team needs every player to work together seamlessly, HR needs to collaborate well with all departments to create a winning organization. I've seen firsthand how cross-functional projects can transform company culture. 2. 𝗧𝗵𝗲 𝗜𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝗰𝗲 𝗼𝗳 𝗮 𝗚𝗼𝗼𝗱 𝗖𝗼𝗮𝗰𝗵: In hockey, a great coach can turn a group of talented individuals into a championship team. In HR, strong leadership development programs do the same for our workforce. 3. 𝗣𝗲𝗻𝗮𝗹𝘁𝗶𝗲𝘀 𝗮𝗻𝗱 𝗣𝗼𝗹𝗶𝗰𝗶𝗲𝘀: Hockey has its rulebook, and so does HR. Clear policies and consistency keep the game (and the workplace) running smoothly. 4. 𝗦𝗰𝗼𝘂𝘁𝗶𝗻𝗴 𝗳𝗼𝗿 𝗧𝗮𝗹𝗲𝗻𝘁: NHL scouts are always on the lookout for the next star player. Similarly, HR professionals are constantly seeking top talent to strengthen their teams. In my experience, sometimes the best hires come from unexpected places, just like how undrafted players can become NHL stars. 5. 𝗔𝗱𝗮𝗽𝘁𝗶𝗻𝗴 𝘁𝗼 𝘁𝗵𝗲 𝗣𝗹𝗮𝘆: Hockey players need to think on their feet and adjust their strategy. In HR, we're always pivoting to meet new challenges, whether it's implementing AI in recruitment or managing remote work dynamics. 6. 𝗧𝗵𝗲 𝗣𝗼𝘄𝗲𝗿 𝗣𝗹𝗮𝘆: In hockey, it's a strategic advantage. In HR, our "power plays" might be innovative wellness programs or cutting-edge learning and development initiatives that give our organizations a competitive edge. In our evolving HR landscape, inspiration can come from anywhere. #HumanResources #SportsAnalogy #WorkplaceCulture #ProfessionalDevelopment #HRTrends #DallasStars #Leadership

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wise words. open mindset with honest information will help you soar

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In this week's JoyPowered Workspace podcast episode, JoDee Curtis, CSP, SHRM-SCP, CPA and I talk to Brittany Mattfeld Craig about employee assistance programs. Listen to the episode to learn more about topics like: 💡 What Employee Assistance Funds are and why they’re important 💡 How EAPs and EAFs fit into engagement and recruitment efforts 💡 Tips for choosing an EAP or EAF service provider #HR #HRpodcast #EAP https://lnkd.in/g4ceS_37

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Too many words! In HR, we often send emails with detailed information for employees. Maybe it is how to apply for FMLA, or how to renew a license or certification, or the steps to follow for benefits enrollment. We also often complain that no one reads the emails we send. We get calls asking us questions that were answered in the email we just sent. The frustration is real! But… what if we stopped complaining that no one read the email and started considering the employees’ perspective? Could we send the information differently? Is there a better way to communicate the same information? Details and compliance are important, but sometimes too many words can block the intended message. We have to self evaluate, to reflect on our own practices with a willingness to shift.

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