Kristen shares her career journey and speaks about “high performers” vs “high potentials” in the workplace.
High Performers vs High Potentials, with Kristen Harcourt [Podcast]
DisruptHR Chicago: Interview with Mindy Mackenzie
The only thing you can reliably change or control at any company is yourself and that you can do that better by stepping on the Life Scale once per month.
DisruptHR Chicago: Sponsor Spotlight with Skill Scout
Chicago is an international economic force to be reckoned with. In order to stay ahead, we have to keep up with the changing needs and experiences of our people.
5 Reasons You Need To Optimize Employee Scheduling
If you are scheduling by the seat of your pants, you may be doing yourself and your employees a disservice.
DisruptHR Chicago: Interview with Sangita Kasturi
A new language that defines gender equality as just that – the shedding of limiting stereotypes for both men and women. After all, you can’t have equality in the boardroom until you have equality in the home.
How to Design an Exciting Poster for Your Workplace Event [Infographic]
So how can you make workplace events more exciting? Well, for starters, a nicely designed poster for the event.
One of the Top Challenges in the Workplace: Closed-Mindedness
Whether we like it or not and whether we admit it or not, our minds default mode is to judge and be closed.
DisruptHR Chicago: Sponsor Spotlight with Fizz
The annual performance review is dead. Today, the majority of the workforce is comprised of Millennials, and this generation hates to be in the dark about how they’re performing at work.
DisruptHR Chicago: Interview with Erin Diehl
It’s all about looking intrinsically to see if you are creating a safe space for employees to feel like they can contribute and that their ideas are heard, and taking initiative and creative risks to facilitate change within your organization.
How To Become A HR Disruptor In 5 Steps
The theme that emerged is that what appears disruptive in HR to one person seems quite common practice to another. One explanation for this is that there is little clarity around what disruption in HR really means.