DisruptHR Madison: Interview with Tina Hallis

Tina Hallis brown_Fotor

A scientist by training, Tina has dedicated her career to helping individuals and companies increase their POSITIVITY. Just a simple shift in focus changes our entire experience, whether it’s with transition, our work, or our colleagues and customers. Tina is certified in Positive Psychology through the WholeBeing Institute, an Authorized Partner for Everything DiSC® and a Professional Member of the National Speakers Association. She earned her Ph.D. in Chemistry from the University of Minnesota and worked for 20+ years in Biotechnology at small start-up companies and large corporations. She has great insight into the different priorities and challenges of individual departments because of her experience in R&D, operations, product management and contract services.

In 2011, Tina discovered a new science called Positive Psychology that focuses on how we can all live our best lives. She was so excited about sharing this information with others, she decided to hang up her lab coat and start her own company, The Positive Edge, with the goal of bringing this information into organizations to help improve the quality of people’s work lives and the quality of company cultures.

HR Gazette: Why did you decide to be a speaker at DisruptHR Madison?

Tina: It sounded fun and different. It also sounded challenging to put together a 5 minute talk.

HR Gazette: What will you be speaking about at DisruptHR Madison?

Tina: Positivity in the workplace – the benefits and how to get more. Many think increasing positivity needs to come from upper management, but there are other ways.

HR Gazette: The DisruptHR format means you only get 5 minutes to speak to the audience. What unique challenges and opportunities does such a condensed speaking slot offer?

Tina: The challenge is to keep the content concise enough to make a meaningful message. Most speakers tend to overwhelm their audiences with too much content without giving them time to digest it.

HR Gazette: How does DisruptHR provide you with a platform to talk about Talent, Tech and HR in new ways?

Tina: I like the title – it’s to “disrupt” the current way of thinking. People are expecting something different that challenges the status quo.

HR Gazette: You’re well known in the HR space. Please share 2 or 3 other ‘influencers’ in HR and Talent who you follow and tell us why.

Tina: I follow Marcus Buckingham. He is definitely a thought leader with new insights based on data and experience. I also follow David Ulrich. Another great idea person who brings the ideas down to practical application.

HR Gazette: The HR Gazette is a big believer in the shift from traditional thoughts of HR to embracing modern HR as part of ‘people and culture‘. What does ‘people and culture’ mean to you?

Tina: To me the modern HR message is to invest in your people so they can bring their best everyday and to create a culture that makes it easy for them to do just that. It’s about having people who care about their work and having an organization that cares about their people.

HR Gazette: Which other speakers are you looking forward to meeting at DisruptHR Madison and why?

Tina: I’m looking forward to all of them! I love hearing other speakers; learning from their content and style.

HR Gazette: In 10 words or less tell us what Disruopting HR means to you.

Tina: Disrupting HR means challenging old beliefs and practices that limit the potential of organizations and their people.

HR Gazette: Finally.. if you could be a superhero, which superhero would you be and why?

Tina: This may not be what you’re asking for, but the spin I would put on this is – I would choose to be superhero Joshua Chamberlain, who won the medal of honor for daring heroism and great tenacity in holding his position against repeated assaults, and advancing against the enemy at the Battle of Gettysburg. Joshua’s incredible determination, courage, and commitment to make a difference in something he believed in are powers I find greatly valuable.


Opinions expressed in this article are those of the author and not of The HR Gazette or its team members.
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