Barbara Reiser, SPHR

I'm excited to share that I appeared on @Macs_List's "Find Your Dream Job" #CareerPodcast with @Mac_Prichard this week! Listen to my episode here! How to Get Clear About What You Want, with Sara Stowe * Clarity fuels better job searches When you know what you truly want in your next role, not just perks or surface-level attractions, your job search becomes more intentional and effective. Without that clarity, it’s easy to chase “bright and shiny” opportunities that don’t actually align with what matters most to you. * Build a priorities list, negotiables vs non-negotiables A practical way to gain clarity is to create a detailed list of what matters to you in a job and workplace: values, work style, growth opportunities, culture, commute, etc. From there, separate what’s negotiable from what’s essential. This list becomes a decision-making tool during networking, interviews, and offer evaluation. * Inventory your skills and keep moving forward Understanding the skills you enjoy and excel at not only boosts confidence in interviews but can also reveal pathways you hadn’t considered. Coupled with the mindset that “the worst thing you can do is stop,” consistently taking steps, even imperfect ones, builds momentum toward finding work that’s truly satisfying. https://lnkd.in/gzqahv4Y

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Artificial Intelligence: Transforming the Workplace Artificial Intelligence (AI) continues to revolutionize the way we work, offering limitless opportunities to enhance productivity and efficiency. Its capabilities include streamlining information management, delivering instant access to knowledge, supporting research initiatives, and providing interactive assistance to both employees and managers. These advancements empower organizations to find, process, and utilize information more effectively. As AI evolves, the potential for innovation remains boundless, and the journey to discover new possibilities is ongoing.

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Being the bridge between employees and management isn’t always easy. In HR, you hear both sides. You see the pressures behind decisions that shape the organization, and you also hear how those decisions land, how they affect employees’ day-to-day work, morale, and sense of belonging. It’s not new to me, wondering why there always seems to be a gap between management and employees. I’ve heard it from both sides: “they just don’t understand.” And while the reasons vary, the feeling is often the same. I still remember early in my career, working front-line in human services, sitting with coworkers who would say, “don’t trust management.” Now, having sat on the other side of the table, I see the weight of leadership decisions and the genuine care that goes into them. Most leaders do care deeply; they just don’t always have the opportunity or the tools to communicate that effectively. Bridging that gap takes more than good intentions. It takes intentional effort, showing up, listening to understand (not just to respond!), and creating space for honest dialogue. It means being present when it matters, being transparent even when the message is hard to hear and using those moments to build trust. Breaking down barriers requires courage on both sides. Leadership must be willing to lean in, and employees must be willing to speak up, even when it feels like no one’s listening. Because the truth is, someone probably is. And that moment of connection might be exactly what sparks change. #EmployeeExperience #OrganizationalCulture #PeopleFirst #WorkplaceCommunication #HRInsights #EmpathyInLeadership #BridgingTheGap #IntentionalLeadership

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Pro tips for anyone doing Zoom or Teams interviews. Be absolutely on time. Start with a softball question or extremely ordinary/expected opening. This is so that you give your candidate a few moments just to acclimate to the sound & cadence of your voice. Example: "Good morning. I am so pleased to meet you and have this hour to get to know you better." Tell them the structure of the time together. Example: "I'll be asking you questions to both understand your technical and cultural fit for for this role. That should take about 45 minutes and I have allowed 15 minutes at the end for any questions you have." OR "As I ask questions, feel free to ask questions of your own, you won't be interrupting me." At the wrap-up point be explicit in what next steps are. Ex.: Thank you for this time today. You will hear back from me within two business days on a decision or next steps." Do not be vague or leave a candidate hanging. This will put candidates at ease so that they can show up better. You want them to win just as much as they do, so set them up to do so.

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I am sharing a post from the Missouri Association of Manufacturers because I believe that there are a lot of great careers and learning opportunities in manufacturing. Also, as a consumer, we rely on high quality manufactured products. Many of the products I purchase are made in Missouri. Before, I retired from Brewer Science, I brought several of the outstanding people together to do a few short videos that explore the many career opportunities available in manufacturing. Today's modern manufacturer, relies on a highly trained, educated, dependable, ethical workforce. Manufacturing offers opportunities for personal and professional growth. Today's manufacturing is filled with opportunity. Check out the link below to see the many videos in the Brewer Science virtual learning lab that share some of the many careers in manufacturing. You will also see videos about growing your skills as a leader and much more. https://lnkd.in/gdr5GHuc Today is the perfect day to learn and grow!

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She cursed out her manager in front of a client and threw a stapler. But she’s "been going through a lot," so leadership wanted to hold off on any discipline. What are we doing? HR isn’t a trauma processing center. We’re here to enforce behavior standards..not interpret sob stories as strategy. And no, you don’t need a "soft landing" after threatening someone. You need a termination letter and a security escort. We can be human. We can’t be delusional.

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If you need credit to feel powerful, you’re not leading - you’re managing optics. Real leaders are comfortable stepping back, letting others take the spotlight, and knowing the outcome matters more than applause. The strongest leadership signal is silence backed by results. #LeadershipMindset #ExecutivePresence #Trust #PeopleFirst

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