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It’s the most wonderful time of the year… unless you’re in HR. In this episode of Dear HR Diary, Dawn pulls back the tinsel to talk about the holiday party—why companies keep having them, why HR loses sleep over them, and how to survive one without becoming next year’s training scenario.

From holiday party dilemmas to unspoken etiquette, this episode serves up practical advice, honest laughs, and just enough tough love to help leaders and employees navigate the “necessary evil” of workplace celebrations.

What We Cover in This Episode

🎁 The Holiday Party Dilemma

• Why organizations keep hosting holiday parties (even when everyone complains about them)
• The fine line between “fun culture moment” and “Monday morning HR meeting”
• When a holiday party actually helps engagement—and when it backfires

🧑‍💼 HR’s Holiday Party Wish List

• What HR really wants from this year’s party (hint: it’s not karaoke)
• Clear expectations, smart planning, and fewer “surprise performances”
• Why proactive rules beat reactive investigations every time

🎤 Advice for Leaders

• How leaders set the tone (yes, people are watching what you drink)
• Why presence matters—but boundaries matter more
• The leadership behaviors that turn a party into a trust-building moment instead of a liability

🥂 Employee Etiquette 101

• What employees should absolutely do—and absolutely not do
• How to enjoy yourself without oversharing, overdrinking, or overshooting your career goals
• Remember: it’s a party, not a personality reboot

🎄 Fun (but Necessary) Holiday Party Rules

• Pace yourself—HR would like a quiet January
• Phones down, professionalism up
• If you wouldn’t say it in a team meeting, don’t say it near the open bar
• Leave with your dignity (and job) fully intact

Key Takeaway

Holiday parties don’t have to be awkward, chaotic, or career-limiting. With the right expectations, smart leadership, and a little common sense, they can actually be enjoyable—and even strengthen workplace culture. Yes, really.

Quote from the Episode

Call to Action

If this episode made you laugh, nod aggressively, or rethink that third drink—share it with your leadership team. And if you’re a manager trying to survive the season with your sanity intact, check out more leadership tools and training at Manage With Hart.

🎧 Don’t forget to subscribe, leave a review, and tune in for more real-talk HR conversations—because someone has to say the quiet parts out loud.

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Connect with Dawn:
Website: www.managewithhart.com
Instagram: @managewithhart

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In this episode, host Dawn Hart sits down with Josh Hart to unpack the real meaning of workplace culture—beyond the free snacks and casual dress codes. Together, they dig into how intentional leadership, clear communication, and genuine respect for employees can shape a culture that actually works. Josh doesn’t hold back when discussing common missteps organizations make, including a real-life example of how a poorly executed “diversity initiative” backfired, and what leaders can do instead.

They also explore how social media has completely changed the game, putting every company’s culture under a public microscope. From navigating generational differences to shifting outdated management mindsets, Josh offers straightforward advice that every leader—new or seasoned—needs to hear.

🔑 Key Takeaways

1. Culture isn’t perks—it’s purpose. You can’t buy culture with pizza parties; it’s built through trust, respect, and meaningful connection.
2. Get HR involved early. Cultural decisions without HR’s guidance often miss the mark (and sometimes make headlines for the wrong reasons).
3. Social media is the new employee forum. If you’re not cultivating culture internally, your employees will do it online for you.
4. Five generations, one workplace. Flexibility, empathy, and communication are the glue holding it all together.
5. Managers must evolve. Today’s workforce expects leaders who listen, adapt, and engage—not just enforce.

💡 Quote from Josh Hart

📚 Resources for Listeners

• Book: The Culture Code by Daniel Coyle – A deep dive into what makes teams thrive.
• Article: “How Social Media Is Reshaping Workplace Expectations” – Harvard Business Review.
• Tool: Gallup Q12 Employee Engagement Survey
  – A resource for measuring and improving engagement.

📞 Connect with Josh Hart

• LinkedIn: linkedin.com/in/mrjoshuahart
• Email: josh@JoshuaHartConsulting.com
• Website: joshuahartconsulting.com

🎧 Listen, Learn, and Lead

Subscribe to Dear HR Diary wherever you get your podcasts. Because building a great culture isn’t a one-time project—it’s the way you show up, every single day.

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Connect with Dawn:
Website: www.managewithhart.com
Instagram: @managewithhart

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In this episode of Dear HR Diary, I sit down with Diane Yarbrough, founder of Castaway and Company, to talk about her incredible career journey starting with Disney and how those experiences shaped her approach to culture, communication, and leadership.

We explore some powerful management and HR practices you can use right now, including:

• Re-Recruiting & Re-Onboarding: Why it’s essential to “re-recruit” your employees by re-onboarding them, showing them their growth matters even after their first 90 days.
• Internal Opportunities: How creating clear career paths and internal opportunities helps keep talent engaged and loyal.
• Stay Conversations: Practical ways to ask your employees why they stay—and how to have open, honest discussions if they’re considering leaving.
• The Impact of Culture: Understanding that culture isn’t just “fluff”—it directly impacts performance, retention, and employee well-being.
• Communication & Feedback Loops: How to build a culture where communication flows both ways and feedback becomes a tool for growth, not fear.

✨ Quote from Diane:

Resources for Listeners

• Gallup – State of the Global Workplace Report (for engagement and retention insights)
• SHRM: The Importance of Stay Interviews – SHRM Resource
• Disney Institute Blog (for leadership and culture lessons inspired by Disney)

Connect with Diane Yarbrough

• Website: castawayandcompany.com)
• LinkedIn: linkedin.com/in/dianeyarborough
• Email: diane@castawayandcompany.com

👉 If today’s episode sparked ideas for how you can re-recruit, re-onboard, or simply start better conversations with your team, don’t let it stop here. Share this episode with a fellow leader who needs it, and let’s keep building workplaces where people stay because they want to, not because they have to.

💬 Have thoughts on this episode? I’d love to hear them! Connect with me on LinkedIn
and join the conversation.

🎙️ And don’t forget—subscribe to Dear HR Diary so you never miss an unfiltered truth about management, leadership, and culture.

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Connect with Dawn:
Website: www.managewithhart.com
Instagram: @managewithhart

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This one’s for the foremen, office heroes, and HR pros who are juggling flaming chainsaws (aka people). Traci Austin joins me to unpack transformative leadership in the trades—how to turn gripes into clear requests, shift HR from “policy police” to strategic partner, and use positive framing to calm the chaos. We also dig into managing difficult personalities, practical tools for new managers, and how to build training and continuous development that sticks on muddy job sites and in busy back offices.

What You’ll Learn

• Trades-first leadership: Straightforward, field-tested ways to lead when time is short and stakes are high.
• Complaint → Request shift: Scripts to move conversations from venting to action.
• Mindset Upgrade for HR: From compliance-only to coach, connector, and capacity-builder.
• Positive framing that doesn’t feel fake: Reword tough messages without watering them down.
• Difficult personalities playbook: Boundaries, consequences, and coaching—without drama.
• New manager essentials: Day-one tools for clarity, accountability, and trust.
• Continuous development: Building a rhythm (not a one-and-done training day).

Steal-This Stuff (Practical Scripts & Tools)

1) Complaint → Request Script (use anywhere)

• Complaint: “Scheduling keeps changing last minute.”
• Translate to Request: “I need schedule changes by 3 PM the day prior so crews can prep. Can we commit to that?”

2) Positive Framing

• Instead of: “You’re always late with reports.”
• Try: “We need reports by 10 AM so payroll and billing don’t stall. What needs to change so you can hit that every day?”

3) Difficult Personalities—Traci’s 3C Method

• Clarify: The specific behavior, the impact, the standard.
• Coach: Ask what’s getting in the way; co-create one next step.
• Consequence: “If this repeats, here’s what happens next.”

4) New Manager Starter Kit (day-one basics)

• 90-Day Scorecard: 3–5 outcomes with check-ins at days 30/60/90.
• Weekly One-on-One: 20 minutes, same day/time, agenda = wins, roadblocks, priorities.
• Daily Huddle: 10 minutes max—safety, schedule, blockers.
• RACI Lite: Who’s Responsible, who Approves, who’s Consulted, who’s Informed.

Connect with Tracy

• LinkedIn: linkedin.com/in/traci-austin
• Email: traci@elevatedtalentconsulting.com
• Website: elevatedtalentconsulting.com

Call to Action

If you’re ready to retire the complaint cycle and start getting results, share this episode with a new manager who needs real-world tools, not corporate fluff. And drop your favorite “complaint → request” conversion in the comments—I might feature it next week.

#DearHRDiary #ManageWithHart #Leadership #Trades #NewManagers #PositiveFraming #HRMindset #ContinuousIm

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Connect with Dawn:
Website: www.managewithhart.com
Instagram: @managewithhart

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In this episode, Dr. Michael Neal takes us from the five-star rigor of Four Seasons and the magic-meets-operations world of Disney to a practical, modern blueprint for hiring. We get into how to redefine your hiring process, automate candidate assessment without losing the human touch, and stack your roster with true A-Team players—the ones who raise the bar for everyone else (and don’t need a motivational poster to do it).

What You’ll Learn

• Hospitality-level hiring standards you can steal for any industry: clarity, consistency, and candidate experience.
• How to automate assessments (skills, values, and behavior) so managers spend time with the right finalists.
• The difference between nice teammates and true team players—and how to test for it in interviews.
• Why average performers quietly stall culture—and how A-Players multiply performance.
• The five must-haves in your selection process: success profile, structured interviews, work sample, reference triangulation, and a 90-day scorecard.

Practical Takeaways (Managers: steal these)

1. Write a Success Profile, not a Job Ad. Define outcomes (90-day and 12-month), core behaviors, and “non-negotiables” before you recruit.
2. Automate early, human late. Use short skills screens + values checks first; invest real time with the top 10–15%.
3. Use a Work Sample. A tiny project beats a thousand opinions.
4. Team Fit ≠ Same As Me. Fit means complementary strengths and shared standards, not clone wars.
5. Reference Triangulation. 2 past managers + 1 peer. Ask about outcomes and rehireability.
6. 90-Day Scorecard. Three to five measurable outcomes, reviewed at days 30/60/90. No guesswork.
7. Protect the Standard. A slow hire is a headache; a bad hire is a culture tax.

Sample Interview Prompts (save these)

• “Tell me about a time you elevated a teammate’s performance without positional authority.”
• “Walk me through the first 30 days you’d plan in this role—what would you measure and why?”
• “Describe a miss you owned publicly. What changed in your process afterward?”
• “Give us a work sample: how would you approach [real task] in 48 hours? Outline your steps.”

Resources Mentioned & Helpful Extras

• Books to Go Deeper:
  • Topgrading – Bradford D. Smart
  • Who: The A Method for Hiring – Geoff Smart & Randy Street
  • Work Rules! – Laszlo Bock

Connect with Dr. Neal

• LinkedIn: linkedin.com/in/dr-michael-neal
• Website: buildmyteam.com

Call to Action

If this episode made you rethink your next hire (good!), rate & review the show, share it with a manager who needs an A-Team, and tag me with your favorite takeaway. Bonus points if you retire one interview question that should’ve been cancelled in 2012. (Looking at you, “What’s your greatest weakness?”)

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Connect with Dawn:
Website: www.managewithhart.com
Instagram: @managewithhart

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In this episode of Dear HR Diary, I sat down with Scott Trumpolt to explore the world of compensation, career growth, and the role of managers in shaping employee success. Scott shared his journey into HR and compensation, offering a candid look at how pay transparency, employee development, and passion can transform the workplace.

What We Covered

• Scott’s career journey into HR and compensation
• Why pay transparency matters for building trust and equity
• The connection between compensation and career development
• How to create clear pathways for employee growth
• The critical role of managers in employee development
• Practical strategies for navigating tough pay conversations
• The value of passion in building a meaningful career

A Quote from Scott

Resources for Listeners

• SHRM: Compensation & Benefits Resources
• WorldatWork – Total Rewards & Compensation Research
• Harvard Business Review: How to Talk About Pay at Work
• Book recommendation: Pay Matters: The Art and Science of Employee Compensation by David Weaver

Connect with Scott Trumpolt

📧 Email: scott@hrcompensationconsulting.com
🔗 LinkedIn: linkedin.com/in/scott-trumpolt-m-a-g-r-p-257a6b317

Website: hrcompensationconsulting.com

👉 If you enjoyed this conversation, don’t forget to subscribe, share, and leave a review. Your support helps more managers and HR professionals find practical, real-world advice!

#Compensation #PayTransparency #CareerGrowth #NewManagers #Leadership #DearHRDiary #ManageWithHart

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Connect with Dawn:
Website: www.managewithhart.com
Instagram: @managewithhart

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In this episode of Dear HR Diary, Dawn sits down with Sara Taylor to get real about workplace civility—what it is, what it isn’t, and why it’s the foundation of healthy culture. We dig into cultural competence, how polarization is showing up at work, and a powerful mindset shift—assuming differences—that helps leaders communicate across identities, generations, and viewpoints. If you’re tired of “be nice” posters and want practical tools that actually change behavior, this one’s for you.

• Cultural Competence 101: How identity, context, and power shape everyday interactions (and why “treat everyone the same” backfires).
• Civility vs. Niceness: Civility = respect + accountability + boundaries. Niceness alone won’t save your culture.
• Polarization at Work: Spot the warning signs (us-vs-them language, meeting silos, performative emails) and what leaders can do immediately.
• Assume Differences: A simple habit to reduce friction, improve listening, and make feedback land without drama.
• Manager Moves: Scripts, norms, and micro-behaviors that turn values into daily practice.

• Adopt a civility standard: “We address issues directly, we don’t label people, and we separate intent from impact.” Put it in team norms.
• Use the two-step check: 1) Assume difference (experience, context, language). 2) Ask before assuming (“Can you share how you’re seeing this?”).
• Meeting hygiene: Agenda, time boxes, speak-order rotation, “one mic at a time,” and a 2-minute debrief: What worked? What to adjust?
• Feedback formula: Behavior → Impact → Ask. “When deadlines move without notice (behavior), the field team misses windows (impact). What can we change next sprint? (ask)”
• Red/Yellow/Green topics: Identify which conversations are safe to debate now (green), need prep (yellow), or require facilitation (red).

• Books
  • The Culture Map (Erin Meyer) – Navigating cross-cultural communication.
  • Thanks for the Feedback (Stone & Heen) – Receiving feedback without combusting.
• Guides & Toolkits
  • Psychological Safety primers (Amy Edmondson talks/articles).
  • Meeting norms templates (RACI, Working Agreements, and Team Charter one-pagers).

• Website: https://www.deepseeconsulting.com/
• LinkedIn: https://www.linkedin.com/in/sarajanetaylor/
• Email: sara@deepseeconsulting.com
• Sara's Book: https://www.deepseeconsulting.com/thinking-at-the-speed-of-bias

If you want fewer eye-rolls and more buy-in, start with civility. Share this episode with one leader who sets the tone, and try the Behavior → Impact → Ask script in your next conversation. Then tell us how it went using #DearHRDiary.

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Connect with Dawn:
Website: www.managewithhart.com
Instagram: @managewithhart

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In this episode, Dawn sits down with Juan Alvarado, Gallup-Certified CliftonStrengths® Coach. They discuss his journey into strengths coaching, the four domains (a.k.a. quadrants) of talent, how to apply strengths at work, and why intentional leadership beats accidental management every time. Most teams operate on autopilot. Juan argues for the opposite: intentional leadership that starts with knowing what you naturally do best and designing work around it.

What We Cover

• Juan’s path to coaching: from “good at people” to certified strengths pro—and what surprised him along the way.
• Strengths 101: understanding the four domains—Executing, Influencing, Relationship Building, Strategic Thinking—and how they show up on real teams.
• Application at work: turning talent into performance with role design, partnerships, and strengths-based delegation.
• Intentionality in leadership: moving from “hope and hustle” to planned practice—weekly rhythms, 1:1s, and decision filters grounded in strengths.
• Pitfalls & myths: why Top 5 ≠ personality cages, and how to avoid weaponizing strengths.
• Culture impact: building a shared language so coaching and feedback get easier (and less awkward).

Key Takeaways

1. Strengths ≠ skills. Strengths are your best starting points; you still need skill, practice, and feedback.
2. Build partnerships on purpose. Pair high Strategic Thinking with Executing to move plans into motion.
3. Coach the how, not just the what. Align goals with the way people naturally create value.
4. Make it a rhythm, not a rally. Weekly 1:1s with two questions:
   • Where did your strengths show up this week?
   • Where could you aim them next week?
5. Don’t weaponize strengths. “That’s just my [Theme]” is a red flag; maturity means flexing for impact.

Try-It-This-Week (Manager Challenge)

• Map your role: List your Top 5. For each, write one sentence: “I create value when I…”
• Design one partnership: Pick a priority and pair yourself with someone whose domain complements yours.
• Upgrade one 1:1: Use the two questions above and commit to a 15-minute cadence for the next four weeks.

Listener Resources

• StrengthsFinder 2.0 — Tom Rath
• Strengths Based Leadership — Tom Rath & Barry Conchie
• First, Break All the Rules — Marcus Buckingham & Curt Coffman
• Now, Discover Your Strengths — Marcus Buckingham & Donald O. Clifton

Quote from Juan

Connect with Juan Alvarado

• Website: weraizethebar.com
• LinkedIn: https://www.linkedin.com/in/rtb-juan/
• Email: juan@weraizethebar.com

Call to Action

If this episode hit home, share your Top 5 in the comments and tell us one way you’ll aim for a strength this week. 👉 Tag @Manage With Hart and @Juan Alvarado.

⭐ If you learned something, follow, rate, and review the show—it helps more leaders find these tools.

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Connect with Dawn:
Website: www.managewithhart.com
Instagram: @managewithhart