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  • AI Change Management: A Practical Guide for Modern Organizations

    AI Change Management: A Practical Guide for Modern Organizations
    2026/06/08
    File 39: In this file of Workforce Therapy Files, the hosts sit down with Jenna Ahern, founder of Guardian Owl Digital, to discuss the rapid impact of artificial intelligence on business, leadership, and the future of work. They explore why organizations need intentional AI policies, stronger data governance, and ongoing employee training as AI becomes more integrated into daily operations. Jenna emphasizes that leaders must approach AI as a change-management challenge rather than simply a technology initiative. The group stresses the importance of creating learning environments where employees can safely experiment and build competency. Jenna also shares lessons from her entrepreneurial journey, including the importance of betting on yourself and recognizing that hustle alone does not scale a business. The file encourages leaders to embrace continuous learning and proactively guide their organizations through a rapidly evolving landscape. Key Themes · Meet Jenna Ahern · Entrepreneurship, Resilience and Betting on Yourself · AI is a Leadership Challenge, not Just a Technology Challenge · Why Every Organization Needs an AI Policy · Building AI Skills through Practice and Continuous Learning Episode Transcript Molley Ricketts: Welcome back to the Workforce Therapy Files. We are here today with an amazing guest, Mrs. Jenna Ahern. How are you doing today? Jenna Ahern: Hi, I'm so grateful to be here. Thank you all for having me. Molley Ricketts: Jenna is here with us today. She owns Guardian Owl Digital Agency. Look at me. I remembered. I usually just say Guardian Owl. So, the digital agency is the new part for me. We are excited to have you on the show today. Before we kick off though, Jamie has to ask one of her very unique questions. Drum roll. Jamie Swaim: But today we're going to do something a smidge different. Molley Ricketts: Uh-oh. Jamie Swaim: Because I like to keep it spicy. Okay. Jenna Ahern: Same. Jamie Swaim: Choose between door number one or door number two. Jenna Ahern: Two. Jamie Swaim: Okay, number two, tell us something that you think is ridiculously overrated. Jenna Ahern: Ridiculously overrated? Jason Heflin: Podcasts. Jenna Ahern: Podcasts. I know that's a really good one. I think right now and relevant to this, what's really, really overrated is Sintra.AI. Call it out. Jamie Swaim: Why? Jenna Ahern: Because I think that it has a lot of hype and they have a lot of marketing and they're doing a decent job. But I think that that to me is a very much hyped-up AI tool, just like a lot of the AI tools are. And so I wanted to say AI is overhyped, but I can't say that because it's not. It's real. It's serious. It is definitely here. I'm like, some of the tools are, so I went Sintra. Jamie Swaim: Okay. Jenna Ahern: That's how my brain operated on that question. Jamie Swaim: Alright. Jenna Ahern: Do you want a personal overrated? Jamie Swaim: Sure. You can do it however you want. Jenna Ahern: I don't have one. I need like a cross. Jamie Swaim: You can also point to anybody else here and ask them to popcorn it. Jenna Ahern: Oh, I know those Stanley cups. I think those are overrated. Jamie Swaim: They spill way too easily. Jenna Ahern: I don't have one. I never bought one. I think those are overrated. Jamie Swaim: Tell me, you don't have a teenager at home without telling me you have a teenager. Jenna Ahern: Exactly. I'm like, that's ridiculous. Jamie Swaim: Absolutely. Jenna Ahern: There you go. That's overrated. I probably had made a lot of people angry right there. Jason Heflin: So, what's underrated right now? How about that? Jenna Ahern: Water. Jason Heflin: Water. Jenna Ahern: I think we should be talking more about water and sustainability and ethics. AI is new, sure, but virtues and our environment hasn't really changed. There's still water around hopefully. Jamie Swaim: Yeah. Lots of question marks there though. Jenna Ahern: Yeah. Jamie Swaim: Yeah. Jenna Ahern: But that's underrated right now. Clean drinking water. Jamie Swaim: Jason, what's overrated for you? Jason Heflin: What's overrated? The McRib. Jamie Swaim: The McRib? Yeah. Jenna Ahern: Overrated or underrated? Jason Heflin: I think it's overrated. I mean, you know. Jenna Ahern: Have you last sampled? Jason Heflin: Oh, it's been years. I don't know. Jim said it. Jim said it. So I'm stealing Jim's answer. Jenna Ahern: Well, I heard they had a reckoning. That's why I was like, oh wow. Jason Heflin: Oh yeah. No, I don't know. Jamie Swaim: Alright. Molley, what do you think? Molley Ricketts: Yeah, and I knew this was coming around and I still can't think of anything. Jenna Ahern: I gave you like three minutes. Molley Ricketts: You did. Jamie Swaim: Want me to go first? Okay, it gives you a little bit more time though. You need to be thinking. Okay. For me, socks. Molley Ricketts: Oh, that's a good one. Jamie ...
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    38 分
  • Behind the Mic: How Great Podcast Production Builds Strong Brands

    Behind the Mic: How Great Podcast Production Builds Strong Brands
    2026/05/25
    File 38: In this episode of Workforce Therapy Files, the hosts turn the tables and interview podcast producer Jim Ray about the growing role of podcasting in business, branding, and thought leadership. Jim explains why authenticity is one of the most important elements of successful business content. The conversation explores why podcasting creates from deeper, more engaging conversations that build long-term brand equity, as compared to traditional blogging and social media. The team validates the coaching and strategic guidance Jim provides clients beyond simply recording audio. This approach helps professionals communicate more effectively and confidently. The group unpacks how podcasting has strengthened their own communication skills, leadership presence, and team collaboration. Listen as the group shares humorous behind-the-scenes stories while also highlighting the discipline and consistency required to build a successful podcast. Today's conversation reinforces podcasting as a powerful platform for education, relationship-building, and business growth. Key Themes: Turning the Tables: Interviewing Podcast Producer Jim RayThe Hidden Work Behind Great Podcast ProductionWhat Separates an Average Podcast from a Great OneWhy Authenticity Matters More Than "Going Viral"From Blogging to Podcasting: The Evolution of Content MarketingHow Podcasting Builds Confidence, Communication, and Brand AuthorityThe Future of Podcasting and Why Long-Form Content Still Wins Episode Transcript Jamie Swaim: On this file for workforce therapy files. We are incredibly honored to welcome an amazing guest, and I know I say that often, but today our guest is the person who makes the workforce therapy files possible. Molley Ricketts: Yay. Jamie Swaim: You may have heard him referred to as Jim Jimmy Jumbo. Jason Heflin: I called him Jimothy. Jamie Swaim: Jimothy is one of my personal favorites. Absolutely. The Jumbotron. Molley Ricketts: Did that just happen? Jamie Swaim: It just did. Alright. Jason Heflin: Wow. Jamie Swaim: Yes. Our producer, Jim Ray, welcome to the show, Jim. Jim Ray: Hey, thanks for having me on. Jamie Swaim: Absolutely. Jim Ray: Good to see everybody. Jamie Swaim: So I like to start with the most random of questions. So I'm going to ask you to suspend belief for a second and act like you are a burglar who just does pranks. Okay And you sneak into people's homes just to mildly inconvenience them. Okay. So I'm going to give you some examples like mismatching all of their socks, mild inconveniences. What would be the signature prank for Jim Ray? Jim Ray: Throw pillows in the refrigerator because they have to wonder, how did I do that? Why did I do that? Jamie Swaim: He did that that so fast! He was like, I thought about, I've been waiting for the day that someone would ask me. Jim Ray: This was yesterday. What are you talking about? Jamie Swaim: Yes. I love this. I kind of want to round robin this for a second, Jim, because there's a lot of questions we want to ask you, but I'm also curious about the answers of other folks that are on this amazing file. Heflin, what's your prank? Jason Heflin: Oh my gosh. I would probably put different drinks in different bottles so they kind of see what… Jamie Swaim: Yes. Jason Heflin: Milk is in the orange juice and, you know. Jamie Swaim: Yeah, I like it. Molley? Molley Ricketts: I would probably do random things like put an egg in the mayonnaise or put the ketchup in the mustard. Kind of like your drink thing. Just everyday things. And you're going to do it and be like, what the, why is there an egg in the mayonnaise? Jason Heflin: Yeah. What I really like to do is I usually go over to Jamie's house and a hide her keys somewhere. Jamie Swaim: That's you that's doing that? All this time, I thought I was disorganized, you know what I mean? Jason Heflin: No. I sneak in on the weekends and before Monday. Jamie Swaim: Yeah. Molley Ricketts: So what about you? Jamie Swaim: I think I'd break in and leave stuff I no longer need from my house and people would be like, where did this come from? That is what I would like to do to people. Molley Ricketts: It'd be a great way to get rid of stuff. Jamie Swaim: Yeah. Because I know I need to declutter. And this would be like two birds, one stone. Yeah. Jason Heflin: I've got a cat. I'll drop off. Jamie Swaim: You'd be like, this dog really gets on my nerves. Jason Heflin: Yeah, yeah. Jamie Swaim: Yes. Jason Heflin: We've got two cats. One of them I like a little. Jamie Swaim: I do have a second alternative and we can put this up to a vote and that would be just in honor of my husband is to go in and just turn all the lights on or put the thermostat to the actual comfortable that everybody's got their degrees. They put it on in the winter. Jim Ray: 68 degrees. Jamie Swaim: 68 in the winter? So then I would go in the winter. Jim Ray: Well, 67 winter. It's ...
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    35 分
  • Why HR Is Still Misunderstood in Business Leadership?

    Why HR Is Still Misunderstood in Business Leadership?
    2026/05/11
    File 37: In this file of Workforce Therapy Files, the hosts turn the spotlight on Jamie Swaim to explore her journey into human resources and leadership strategy. Jamie discusses why HR is often misunderstood in executive spaces and explains the difference between reactive HR support and proactive people strategy. They explore workforce planning, compliance challenges, and the growing complexity of managing people across multiple states and industries. The discussion highlights the importance of ambiguity management, resourcefulness, and cross-functional thinking for modern HR leaders. The group reflects on how meaningful relationships, mentorship, and practical experience have shaped Jamie's approach to leadership. The conversation reinforces the idea that strong HR strategy is deeply connected to business success and organizational trust. Key Themes: · Beyond the Support Desk: Why Executives Misunderstand HR · Proactive Workforce Planning: Scaling Without Surprises · The State-Line Trap: Navigating Multi-State Compliance Risks · From Middle School Passion to HR "Encyclopedia" · The Three Pillars of Modern HR: Ambiguity, Resourcefulness, and Empathy · Real Talk Over Theory: The Inspiration Behind Parcel Episode Transcript Jason Heflin: Welcome back to the Workforce therapy files. Today we're doing something really fun. It's the final in our series of interviewing the founders of our podcast. And we got Jamie Swain, one of my favorite people. Jamie Swaim: CEO. Jason Heflin: CEO. President. Supreme Leader. Molley Ricketts: Grand Poo-bah. Jason Heflin: Grand Poo-bah. Jamie Swaim: That's my personal preference. I'm just kidding. Jason Heflin: So thanks for being here today and taking some time out of your busy schedule. Jamie Swaim: Absolutely. Thank you for having me. Jason Heflin: Absolutely. I'm going to kick it off with some questions for your if you're ready. Jamie Swaim: I'm ready. Jason Heflin: Okay. So this is us interviewing Jamie as if we just didn't even know her. Molley Ricketts: Okay. Beyond the Support Desk: Why Executives Misunderstand HR Jason Heflin: So we may know some of the answers to these, but going to, I bet we're going to be surprised. Jamie, why is HR still misunderstood in the executive room? Jamie Swaim: I think it's because the day-to-day interactions before you become an executive with HR are support focused. They're compliance focused, and the further the individuals go in the HR space, the more it's strategy focused. And sometimes people ascend to the executive space before they've ever seen HR as a strategy. I think that's the biggest issue. And so they still want to interact as like, Hey, can you pull this report for me? Can you file this for me? Instead of, can you help me think through how our people will be impacted by this business need or this projected route that my company is going to go down? I think that's the biggest area that's misunderstood. Jason Heflin: Yeah, that's good. And it's true. I mean, it's easy to get disconnected or not be connected in the first place. Well, what's the difference between HR support and people strategy? Jamie Swaim: Yeah. I think the biggest difference is that support's in the moment largely it is reacting to what the challenges of right now and appropriate behavior, performance concern bubbled up. How do I help you through this navigate this tricky water moment that you're experiencing right now? Strategy to me is how do I make sure that the things we're putting in place right now align to where you want the company to go, but it takes being partners in that and understanding where companies want to go to be able to put strategies in place. Jason Heflin: Would you say it's proactive thinking over reactive thinking? Jamie Swaim: Absolutely. Jason Heflin: So I'm going to go off script a little bit. Jamie Swaim: That's fine. Proactive Workforce Planning: Scaling Without Surprises Jason Heflin: What's a quick thing that people can do to be better at that, to be better at that strategic long-term planning and thinking. Jamie Swaim: In terms of people? Jason Heflin: In terms of their people, in terms of talent. Jamie Swaim: I think the biggest one for me is really creating a workforce plan. Every year, companies get together and they say, what are the goals that we're going to have for this year? What are the budgets we're going to have for this year? And sometimes those are the only two things that leaders will do together to plan for their company. And they're not thinking through what that means from a people perspective. So you get surprised things like, we need to hire 45 people because we're supposed to start this on Tuesday. You're like, gosh, I wish I'd known that whenever I was putting together my team for this year. And those kinds of things can't continue to happen. If you want a seamless execution, if you don't want to do ...
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    26 分
  • Why Hiring Is Broken: Moving Beyond "Check-the-Box" Recruiting

    Why Hiring Is Broken: Moving Beyond "Check-the-Box" Recruiting
    2026/04/27
    File 36: In this file of Workforce Therapy Files, the hosts spotlight Molley Ricketts, founder and CEO of Incipio Workforce Solutions, and explore her journey building a people-first recruiting firm. Molley shares how her early experiences shaped her belief that hiring should be intentional rather than transactional. The conversation dives into common hiring mistakes, including reactive recruiting and outdated job descriptions. They also unpack the real cost of bad hires and why culture alignment matters more than filling a seat quickly. Molley highlights the overlooked value of essential workers and the importance of recognizing their contributions beyond moments of crisis. The group discusses leadership growth, the difference between founder and CEO roles, and how to scale a business while maintaining culture. Practical insights around networking, strategy, and long-term talent development are woven throughout. The file ultimately challenges leaders to rethink how they approach hiring, culture, and workforce strategy. Key Themes: Molley Ricketts' Origin Story: From Corporate to EntrepreneurReactive Hiring vs. Strategic Talent PlanningThe Real Cost of a Bad Hire vs. an Open PositionEssential Workers: Why Their Value Is Still OverlookedScaling a Business Without Losing Culture and Leadership Identity File Transcript: Jamie Swaim: Welcome back to another amazing episode of the Workforce Therapy Files. Today we are continuing a theme where we're getting to know the hosts of Workforce Therapy Files, and today we are dedicating our time completely to the one, the only, the incredible, the author… Molley Ricketts: International bestseller. Jamie Swaim: The international bestseller. You're not supposed to do your own intro, but dang it, Molley Ricketts: I didn't want you to miss it. Jamie Swaim: I'm not going to ask Jim to redo it because… Jason Heflin: A quick plug, but international best seller for what? Molley Ricketts: She Knows Best. Jamie Swaim: Author of international bestselling book, She Knows Best, Molley Ricketts. Molley Ricketts: Thanks. Thanks for having me on the show. Jamie Swaim: Very good. Molley Ricketts: Thanks. Jamie Swaim: Molley. I know we'll give you some questions and you prepared some things that you definitely want to talk about today, but you're not prepared. Jason Heflin: We're not going to ask you any of those questions. Jamie Swaim: We're not going to ask you any of them. We've got a whole list. Molley Ricketts: I feel so unprepared now. Jamie Swaim: All right. If you had to teach a master class tomorrow about something that has nothing to do with your business or your job, what would it be on? Molley Ricketts: Boating. Jamie Swaim: Boating. Jason Heflin: That's Boating with a B, not voting with a V. Molley Ricketts: Oh no. You don't want me to teach that class! Jamie Swaim: How'd you get into boating? Molley Ricketts: Grew up around it. Jamie Swaim: Yeah. Molley Ricketts: I was driving a boat before I was driving a car. Jamie Swaim: So now we'll also call you Captain Molley Ricketts. Jason Heflin: She's been a captain for us lately, like getting some of this content ready and stuff. Jamie Swaim: Yeah. I don't know if you guys know this, but our podcast wouldn't happen if it wasn't for Molley Ricketts. Molley Ricketts: Oh, stop. Jamie Swaim: She gets us together. She tells us what we're going to talk about. She gets us guests. She found Jim. Yeah. Your face should be bigger on our sticker. Molley Ricketts: I like that. Jamie Swaim: But you're already in the middle, so I guess there's that. Okay. Molley Ricketts: The Red glasses. Jamie Swaim: So let's just like every hero or villain in a story. Molley Ricketts: Yeah. Molley Ricketts' Origin Story: From Corporate to Entrepreneur Jamie Swaim: They all have a good origin story. Let's talk about yours. Molley Ricketts: Okay. Jamie Swaim: What problem in the workforce space frustrated you so much that you were like, nobody else is doing this, so I'm going to build a company and I'm going to be the one to do it? Molley Ricketts: It stemmed from working with organizations that continue to look at recruiting as a transaction and checking a box to fill a seat. The opportunities that come with an organization that are intentional about the people that they're putting in those seats and that are intentional about the knowledge, skills, and abilities that they're bringing into the company. When you really think about it and make that decision based on growth and succession, instead of checking-the-box, you change the game. And for so long, the companies that I was working with, that's all they wanted to do. Jamie Swaim: Yeah. I got you. Molley Ricketts: Yeah. Jamie Swaim: Your company's name is Incipio. We didn't mention that in the intro. Jason Heflin: Incipio Works. Jamie Swaim: Incipio Workforce Solutions. Yep. So was Incipio the first company you started? Molley Ricketts: It was not...
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    27 分
  • The Real Cost of Winning: Why Jason Heflin Exchanged Toxic Growth for Time and Family Empowerment

    The Real Cost of Winning: Why Jason Heflin Exchanged Toxic Growth for Time and Family Empowerment
    2026/04/10
    File 35: Jason Heflin sits in the "hot seat" to share insights from his entrepreneurial journey, which began after he realized he was not wired for the repetitive nature of a corporate cubicle. The interview explores his core business philosophy of avoiding commoditization by prioritizing deep, long-term strategic partnerships over one-off product services. When asked about scaling a business, Jason highlights the importance of "stick-to-itiveness" and the risk-taking necessary to overcome the fear of failure. He admits that his greatest operational challenge was learning to embrace standardized processes, a discipline that often feels restrictive to his "free spirit" nature. Regarding team management, Jason emphasizes accountability through ownership and the difficult but necessary decision to let go of talented individuals who are not a cultural fit. Reflecting on his diverse past ventures—ranging from a diaper bag company to a brewery—he cautions against chasing every "shiny object" without a clear plan or genuine passion. Having once prioritized "winning" at the cost of his personal life, he has since redefined success to focus on family and empowering others to lead. Finally, he identifies his company's differentiator as a results-driven culture where team members genuinely care about outcomes and are not afraid to pivot when strategies fail. Key Themes: Breaking Free from the Gray Cubicle The Partnership Obsession The "Stick-to-itiveness" of Scaling The Copper Touch: Lessons from Diaper Bags to Breweries Ownership and the Hard Truths of Leadership Redefining the Win: From Toxic Growth to Time Well Spent Episode Transcript: Jamie Swaim: Today on the Workforce Therapy files. We'd like to welcome you back and also tell you that we have a special guest that is in the hot seat. Molley Ricketts: Who? Jamie Swaim: It's none other than your favorite. Jason Heflin. Yes. Molley Ricketts: And the crowd goes wild! Jamie Swaim: So, Mr. Heflin, we have a number of questions that we'd like to just pick your brain on in this episode, in this file. Jason Heflin: I'm turning my hat around backwards for this. Molley Ricketts: Uh-oh. Jamie Swaim: Is that straight up? Out of over the top. Are you Lincoln Hawk? Jason Heflin: Whoa. Jamie Swaim: Yes. Might've been one of my favorite movies. I'm not going to lie. Molley Ricketts: He trembled a little bit. Jamie Swaim: I know. And I'm ready to arm wrestle him just to see what happens. So Jason, I want to start off with, if you were a professional athlete and you had walk-in music, what would be the theme song you would choose? Jason Heflin: The Final Countdown. Jamie Swaim: Oh, there was a little harmony there. I like it. Final Countdown. Gosh, I do feel like that's a song I haven't heard recent enough. Jason Heflin: Yeah. There was a show 20 years ago called Arrested Development. Jamie Swaim: Yes, Jason Heflin: It was great, and one of the characters would always come out to that song. He was a magician, and that's how he would come out. He would do a little dance. Molley Ricketts: It's a great show. Jason Heflin: It's a great show. Jamie Swaim: Jason Bateman, right? Molley Ricketts: Yeah, Jason Bateman. Molley Ricketts: In the early years. Jamie Swaim: He's one of my favorites. Molley Ricketts: Yeah. Jamie Swaim: Okay. Now we're going to get more serious, but it's helpful to know because I feel like when I see people and I know that about them, immediately this song pops in my head. Jason Heflin: Maybe it should be the intro, Jim, to this episode. Jamie Swaim: He said you can't afford that. Yeah. Jason Heflin: We'll just have to sing it! Jamie Swaim: That public domain? Is that how it works? Molley Ricketts: Copyright laws. Jamie Swaim: I dunno. Alright. So, Jason, what was the first moment that you realized you were wired for entrepreneurship? Jason Heflin: About six or seven years into sitting in a gray cubicle in a corporate office. Jamie Swaim: You're like, this is not for me. Jason Heflin: Doing TPS reports. Jamie Swaim: You've been missing a lot of work, Jason. Jason Heflin: I said 'm going to do something else and it's not going to be for someone else. I need to exercise that muscle. Jamie Swaim: How long did that take you? Jason Heflin: Oh, like I said, six or seven years. Jamie Swaim: Six or seven years. Jason Heflin: 6-7. Jamie Swaim: Okay. What problem are you most obsessed with solving right now? Jason Heflin: Not being a commodity. Jamie Swaim: Tell me more. Jason Heflin: So I don't want our services to be commoditized. And I think often that's the way we're approached initially is, Hey, we need a website, or we need ads for hiring, or we want to attract talent through digital advertising, blah, blah. Whatever the thing is. And they're just looking at it like a commodity. Jamie Swaim: Dollar. ...
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    22 分
  • Rapid Therapy Round: Leadership, Culture, and Workplace Truths Leaders Need to Hear

    Rapid Therapy Round: Leadership, Culture, and Workplace Truths Leaders Need to Hear
    2026/03/30
    File 34: In this episode of Workforce Therapy Files, Jamie Swaim, Molley Ricketts, and Jason Heflin take a rapid-fire approach to leadership and workplace culture, tackling common myths, hiring mistakes, and behaviors that quietly damage teams. The conversation highlights the importance of intentional leadership, emotional intelligence, and clear communication in building strong workplace cultures. From employer branding and onboarding gaps to AI in recruiting and CEO-level concerns, this episode delivers practical, real-world insights for leaders navigating today's evolving workplace environment. Topics Workforce Myths That Hold Organizations Back Leadership Behaviors That Quietly Destroy Culture Hiring Mistakes and Candidate Experience Gaps AI in the Workplace: Opportunity vs. Risk What's Keeping CEOs Up at Night? What Should Be Keeping Leaders Up at Night? Discussion Highlights Molley Ricketts: And welcome back to Workforce Therapy Files. Today, we've got a treat for you. We're calling this the rapid therapy round. Jamie, Jason, are you guys in? Jason Heflin: I'm in. Jamie Swaim: It's been a while since we didn't have a guest. Molley Ricketts: It has been. Jamie Swaim: I'm excited to spend some quality time with you guys. Molley Ricketts: We are guests with each other today. Jamie Swaim: That's right. I'm pretty excited. Jason Heflin: Yeah, we'll get to know each other a little better. Molley Ricketts: Okay, so there's seven questions. Rapid fire. Jason, one workforce myth you want to kill. Workforce Myths That Hold Organizations Back Jason Heflin: Employer branding doesn't need attention. Companies spend time branding to customers but not enough to employees. Jamie Swaim: Mine is that leaders will lead. That is a myth. Jason Heflin: It takes time and effort to become a good leader. Molley Ricketts: Mine is HR being responsible for turnover. Leaders own that. Leadership Behaviors That Quietly Destroy Culture Jason Heflin: One leadership behavior that quietly destroys culture? Jamie Swaim: Being outcomes-focused above everything else. Molley Ricketts: Sarcasm can damage culture. Jason Heflin: Not letting go and micromanaging. Hiring Mistakes and Candidate Experience Gaps Jamie Swaim: One hiring mistake you see every week? Molley Ricketts: Silence after offer acceptance until day one. Jamie Swaim: That gap is a missed opportunity. Jason Heflin: Employer branding plays into that. Jamie Swaim: Hiring too quickly without development support. AI in the Workplace: Opportunity vs. Risk Molley Ricketts: A trend you're bullish on? Jason Heflin: Using AI as a starting point, not as a full solution or to replace people. Jamie Swaim: Organizations need AI policies. But my trend is radical candor. Molley Ricketts: AI recruiting needs human judgment. What's Keeping CEOs Up at Night Jamie Swaim: Talent availability is a concern. Jason Heflin: Market instability. Molley Ricketts: Service levels and accountability. What Should Be Keeping Leaders Up at Night Jamie Swaim: What should be keeping leaders up at night? Molley Ricketts: Company culture should keep leaders up at night. Jamie Swaim: External stress impacts employees. Jason Heflin: Leaders must prepare for what's next. Conclusion Molley Ricketts: Well, I think this was great. Jason Heflin: Rapid this time. Jamie Swaim: It was definitely a therapy round. Jason Heflin: If you have opinions, let us know. That's where we'll leave the conversation for today. Before we close the file, we invite you to reach out to us with questions, suggestions or other comments. We'd love to hear from you. Did You Enjoy Today's Conversation? Visit WorkforceTherapyFiles.com to listen to additional WTF files or to let us know you'd like to be a guest on an upcoming file. Need Help Supporting Your Company's Recruiting and Staffing Goals? We're here to help. You can contact us via our individual websites, depending on your specific needs or questions: · Jamie Swaim, SPHR – www.ParcelKnows.com · Molley Ricketts – www.IncipioWorks.com · Jason Heflin – www.CrowdSouth.com We hope you found this file insightful and helpful. Thank you for listening!
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    31 分
  • Interview with Carol Shulte - 2025 KYSHRM

    Interview with Carol Shulte - 2025 KYSHRM
    2026/03/20

    The Workforce Therapy Files team attended the 2025 Kentucky SHRM Conference, in Louisville. We took the opportunity to interview over 20 professionals who stopped by our booth.

    Jamie and Molley were joined by Carol Schulte, Keynote Speaker and Founder of The Brāve Initiative. Dr. Brad Shuck also sat in for this interview. Carol shared her mission of empowering individuals to "get their brave on" by embracing their most authentic and vulnerable selves. She challenges HR professionals to create safe spaces where employees can bring their entire identity to their work, asserting that true connection requires being "real" rather than leading from a title. Carol's own "brave" journey includes a series of extraordinary life experiences, such as living in an ashram in India, volunteering in Thai orphanages, and apple picking while living in a van in New Zealand. These experiences inspired her to help others "live big" and focus on a "brave list" of challenges rather than a traditional bucket list.

    Regarding modern leadership, Carol believes the "command and control" style is obsolete and must be replaced by a mind shift toward courage and bold decision-making. She advocates for the platinum rule, which encourages leaders to "do unto others as they want you to do to them". This approach requires leaders to know their team members on a deeper, individual level to understand their unique motivations and needs. Carol emphasizes that today's workforce desires "raw humans" as leaders who are comfortable admitting they do not have all the answers. By being vulnerable and sharing their own stories, leaders invite their teams to do the same, fostering a more collaborative culture. To conclude her interview, she left a powerful question for the next participant: "What would you do if you were even braver?".

    To learn more, visit:

    · Website: www.carolschulte.com

    Carol and Brad, thanks for stopping by to speak with us!

    That's where we'll leave the conversation for today. Before we close the file, we invite you to reach out to us with questions, suggestions or other comments. We'd love to hear from you.

    Need Help Supporting Your Company's Recruiting and Staffing Goals?

    We're here to help. You can contact us via our individual websites, depending on your specific needs or questions:

    · Jamie Swaim, SPHR – www.ParcelKnows.com

    · Molley Ricketts – www.IncipioWorks.com

    · Jason Heflin – www.CrowdSouth.com

    We hope you found this file insightful and helpful. Thank you for listening!
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    9 分
  • Interview with Corina West of Grace Health – 2025 KYSHRM

    Interview with Corina West of Grace Health – 2025 KYSHRM
    2026/03/16

    The Workforce Therapy Files team attended the 2025 Kentucky SHRM Conference, in Louisville. We took the opportunity to interview over 20 professionals who stopped by our booth.

    Jason and Jamie were joined by Corina West, an HR Assistant for Grace Health in Corbin, Kentucky. Corina shared her insights on working for a comprehensive healthcare organization that provides family medicine, dentistry, and behavioral health services. Despite only being in her role for a little over a year, she is part of a small three-person team responsible for managing a large workforce of 465 employees. Corina now leads the one-day orientation for all new hires, where she coordinates speakers to cover topics like HIPAA and risk compliance while ensuring new employees understand the "expectancy" of company policies. She noted that their unique leave structure—accruing 6.15 hours of PTO every two weeks instead of having paid holidays—is a key policy she has mastered and often uses to help applicants determine if the role is a good fit.

    Corina spoke very highly of her Director, Kim Bingham, whose open-door policy and willingness to handle any task herself have made Corina's transition into HR seamless. While she currently manages the tasks that "everyone else hasn't already had their hands in," she is eager to grow within the department and take on higher-level responsibilities. She finds the work intimidating but deeply rewarding and was excited to be attending her second KYSHRM conference. To keep the conversation moving, she left this thoughtful question for the next participant: "What was the best decision that you've made in your current role and what was the outcome of it?"

    To learn more, visit:

    · Website: www.gracehealthky.org

    Corina, thanks for stopping by to speak with us!

    That's where we'll leave the conversation for today. Before we close the file, we invite you to reach out to us with questions, suggestions or other comments. We'd love to hear from you.

    Need Help Supporting Your Company's Recruiting and Staffing Goals?

    We're here to help. You can contact us via our individual websites, depending on your specific needs or questions:

    · Jamie Swaim, SPHR – www.ParcelKnows.com

    · Molley Ricketts – www.IncipioWorks.com

    · Jason Heflin – www.CrowdSouth.com

    We hope you found this file insightful and helpful. Thank you for listening!
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