In this episode of HR in Action, Aaron Robbins is joined by Alfredo Martin, founder of LOA Mindset Solutions, for a deeply practical and human conversation about leave of absence and workplace accommodations—one of the most complex, emotional, and misunderstood areas of HR.

With more than a decade of experience specializing in leave and accommodations, Alfredo shares why this work is far more than a compliance exercise. From intake forms and case management to leadership education and consistency, the conversation highlights how the absence of clear processes can create chaos, risk, and unintended harm for employees and organizations alike.

A central theme of the episode is the human side of leave and accommodations. Alfredo shares powerful real-world stories illustrating what can happen when leaders aren’t trained, processes aren’t clear, or responsibility is handed off to people without the right experience. These moments underscore why this work requires empathy, structure, and thoughtful decision-making—not shortcuts.

Aaron and Alfredo also explore:
-Why intake and request forms matter more than most organizations realize
-How oversharing medical information creates risk—and how to prevent it
-The role of managers in the interactive process (and where boundaries matter)
-When in-house programs work best—and when technology or external support is necessary
-Why consistency and documentation protect both employees and employers

This episode is especially valuable for HR leaders, people managers, executives, and small business owners who want to improve employee experience, reduce risk, and approach leave and accommodations with both rigor and compassion.

To learn more about Alfredo’s work, visit www.LoaMindsetSolutions.net

In this episode of HR in Action, I sat down with Dr. Lisa Marie Lee, Founder and CEO of Linked Results, for a deep conversation on the often-overlooked link between emotion, leadership behavior, and business outcomes.

Dr. Lisa brings a unique perspective as an HR researcher, evaluator, and former U.S. Navy veteran, focused on helping organizations understand the return on investment of their HR initiatives. Rather than relying on surface-level “best practices,” she challenges leaders to look beneath policies, perks, and programs to examine the quality of relationships, trust, and motivation driving performance.

The conversation explores why many organizations over-rely on control, mimic competitors without understanding their own culture, and mistake perks for progress. Dr. Lisa explains why emotions sit behind every action and decision at work—and how leaders can begin to assign tangible value to those human dynamics through thoughtful evaluation.

We also discuss the limits of one-size-fits-all leadership recipes, the tension between speed and patience in large organizations, and why true performance improvement requires slowing down to understand root causes rather than reacting to symptoms. Throughout the episode, Dr. Lisa emphasizes the importance of assuming good intent, observing behavior with curiosity, and designing interventions that align with how people actually work.

This episode is especially valuable for HR leaders, executives, consultants, and researchers who want to move beyond buzzwords and better connect leadership behavior, employee experience, and measurable outcomes.

Looking to help leaders build real skill—not just follow best practices? Check out ProACTr, a leadership conversation simulator designed to help leaders practice difficult conversations and build confidence through evidence-based role-play learning.
👉 https://proactr.com

#HRInAction, #HRLeadership, #HumanResources, #PeopleOperations, #LeadershipDevelopment, #WorkplaceCulture, #EmployeeExperience, #FutureOfWork, #HRCommunity, #CommunityOfPractice

In this episode of HR in Action: Real Stories. Shared Practice., Aaron Robbins is joined by Susannah Robinson, Founder and President of Partnership for Talent, for a wide-ranging conversation on what effective HR and leadership really look like in small and mid-sized organizations.

Drawing on more than 20 years of experience across corporate HR, nonprofit leadership, and consulting, Susannah shares why small and mid-sized companies need just as much strategic HR thinking as large organizations—but in a very different form. The conversation explores how leaders can be more intentional about culture, onboarding, and leadership development when every hire has an outsized impact.

A central theme of the episode is the importance of intentional onboarding and belonging, especially in smaller organizations where culture can shift quickly. Susannah explains why onboarding is not just job training, but a shared responsibility across the organization—and how small, human details can dramatically shape an employee’s early experience and long-term commitment.

The discussion also dives into leadership development in practice, including the role of coaching, role-play, and reflection in helping leaders build confidence with difficult conversations. Susannah shares powerful examples of how leaders can clarify their leadership vision, manage their impact (not just their intent), and adapt their style to better meet the needs of their teams.

This episode is especially relevant for HR leaders, consultants, founders, and executives working in small or growing organizations who want to build strong cultures, empower managers, and treat leadership as a skill that must be practiced—not assumed.

In this episode of HR in Action, Aaron Robbins is joined by Margaret Spence, founder of the Inclusion Learning Lab and a nationally recognized expert in HR, risk management, and AI governance.

Margaret brings a unique perspective shaped by nearly three decades of consulting experience at the intersection of talent, compliance, and risk. The conversation explores how AI is already reshaping the talent lifecycle—from hiring and selection to development and succession—and why HR leaders can no longer afford to treat AI as a “black box” owned solely by IT or vendors.

Together, Aaron and Margaret unpack what AI governance really means for HR, why algorithmic discrimination is emerging as a serious legal and ethical risk, and how cases like Mobley v. Workday signal a shift in accountability back to employers. Margaret explains why AI doesn’t create bias on its own—but instead amplifies the patterns and assumptions already embedded in organizational data and decision-making.

The discussion also highlights the critical role of human-in-the-loop safeguards, AI literacy for HR leaders, and the need to balance governance with upskilling—so organizations don’t unintentionally limit learning while trying to manage risk. Throughout the episode, Margaret emphasizes that effective governance isn’t about piles of policies, but about visibility, evaluation, and intentional leadership.

This episode is especially valuable for HR leaders, talent professionals, and executives who are navigating AI adoption, workforce equity, and compliance in an increasingly complex and rapidly evolving landscape.

Looking for an innovative way to develop your leaders?
Check out ProACTr, a leadership conversation simulator that leverages modern technology to deliver evidence-based, role-play learning—helping leaders build real skills through practice. 👉 https://proactr.com

#HRInAction, #HRLeadership, #AIinHR, #AIGovernance, #FutureOfWork, #TalentManagement, #LeadershipDevelopment, #HRCommunity, #CommunityOfPractice

In this episode of HR in Action, Aaron Robbins sits down with Christina Cota-Donovan, founder and principal consultant at Cota Coaching and Consulting, to explore what it really looks like to build effective people practices in small and mid-sized organizations.

Christina brings decades of hands-on HR experience across organizations of all sizes and now partners with leaders who need strategic HR support—but don’t have it in-house. From navigating post-COVID workforce shifts to designing people strategies that actually support growth, this conversation dives deep into the practical realities HR leaders and business owners face every day.

Key topics include:
-Building people strategy alongside business growth strategy
-Why many organizations struggle with HR infrastructure—and how to fix it
-Culture by design vs. culture by default
-Turning values into observable, actionable behaviors
-Improving recruiting and onboarding to reduce early turnover
-Using employee listening (surveys, focus groups, stay interviews) to uncover real issues
-Creating growth, purpose, and clarity through skill and career pathways
-Helping leaders take ownership of the employee experience

Throughout the conversation, Christina shares concrete examples, common patterns she sees across organizations, and practical ways leaders can move from “winging it” to building intentional, scalable people practices.

This episode is especially valuable for HR leaders, consultants, and executives working in smaller or growing organizations who want to strengthen culture, leadership capability, and employee experience—without overcomplicating it.

Looking for an innovative way to develop your leaders?
Check out ProACTr, a leadership conversation simulator that leverages new technology to bring proven role-play learning to life.
👉 https://proactr.com