Episodes
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Performance management conversations can be stressful. This video should help.
If you are nervous about it, you have probably been avoiding it and
avoidance will not solve the problem. This video will help you prepare for and execute difficult workplace conversations without watering down your core message.
So learn how to address behavioural issues constructively while maintaining professional boundaries and respect.
Key Takeaways
- Be Prepared: Consider specific 'evidence because general impressions or vagueness will cause defensiveness.
- Prioritize Clarity: Avoid softening the message so much that the
employee leaves under the impression everything is fine.
- Explain the Business Impact: Connect the performance issue directly to how it hurts the team or goes against organizational values.
- Invite Real Dialogue: It will help build engagement and ownership in the improvement plan.
And don't forget the consequences. If you have been avoiding it, it is probably serious. Let the employee know early so they have a hope of fixing it.
00:00 Intro
00:47 Gathering your facts
01:23 Be clear (don't water down your message)
03:13 Explain the impact
05:13 Listen
06:34 State the consequences
07:56 Avoid these traps
09:41 Handling the emotions
10:26 Why early, honest conversations prevent escalation
**Find Andrea (me)**
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/ -
HR is failing when we look at problems narrowly: accepting a manager's convenient opinion that the employee is the problem.
This episode looks at how human resources professionals can properly diagnose whether a team issue stems from the employee, the manager, or the system they both work within. Debbie Pearmain and I look at what actually works to improve the performance of a manager.
I meant most managers work 10 years before they ever get any training. And training alone is questionably effective.
So key takeaways:
- Look for systemic patters: Individual issues point to the employee,
but multiple struggling teams indicate systems.
- Three lenses for assessing: Always evaluate leadership challenges
through capability, capacity, and the system.
- The problem with off-the-shelf training: A single supervisory course probably isn't going to be enough.
- Old methods: Old training methods are unlikely to work because things have changed. Now managers have cognitive overload, AI disruption, emotional fatigue, and hybrid workplace complexities.
- Pair training with coaching: True behavioral modification happens when educational training is reinforced with ongoing, personalized executive coaching. We've tried turning the managers into coaches and that didn't really work.
00:00 Intro
01:13 Holding the Mirror Up to Leaders
02:24 Subtle Indicators of Poor Team Trust
04:21 Thinking about the Systems
07:47 Using Team Engagement Surveys Well
10:06 How to Assess Leadership Capability
12:40 Tailoring Coaching to Low Medium and High Performance
15:21 The Failure of Generic Courses
19:18 Modern Leadership Challenges
20:48 Combining Training and Coaching
25:10 Connecting Leadership Vitality Programs to ROI
**Find Debbie**
Website: https://www.onestophr.ca/
LinkedIn: https://www.linkedin.com/in/debbie-lang-pearmain-116551/
**Find Andrea (me)**
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/ -
Missing episodes?
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Research reveals a worrying trend regarding the wellness of HR.
While HR professionals are tasked with managing company culture and supporting workforce wellness, the vast majority of us lack adequate support.
Clinical psychologist Dr. Jo Burrell shares insights from three years of research to highlight how organizational systems can better HR from chronic stress.
Here are some of what she had to share:
- Only 13% of HR professionals feeling well-supported at work and this metric has not moved.
- But HR professionals who feel supported experience fewer mental health issues, take less sick leave, and are far less likely to leave the
profession.
- While chatting with friends helps, formalized systems like peer supervision and coaching make sure we move the dial.
- Connecting with others in HR normalizes our challenging professional experiences.
- Action needs to come from three places: individual, employer, and associations.
00:00 Intro
00:59 The numbers aren't changing
03:40 Support matters
06:30 Our normal approaches don't work
08:58 Formal versus informal support
11:33 Support frameworks
14:06 When you don't trust your manager
15:39 Three levels of responsibility
20:26 Facilitation compared to DIY
22:32 If you're solo
25:13 Connect with Jo and learn more
**Find Dr. Jo Burell**
Website: https://www.ultimateresilience.co.uk/
LinkedIn: https://www.linkedin.com/in/dr-jo-burrell-04901a96/
**Find Andrea (me)**
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/ -
Building a positive work environment requires more than just corporate perks or collaboration values on a wall. Josh Block, President of Block Imaging, joins the show to discuss how focusing on "Together, Thoughtful, and Transparent" transforms company culture and employee ownership.
How the "Together" principle improves major business decisions.
Moving from the Golden Rule to the Platinum Rule
Why pay attention to the lighting
The importance of constant feedback.
The 3 C's of hiring and exiting: Character, Competency, and Chemistry.
00:00 Intro
00:46 The 3 T's as a foundation
01:35 Together: Making decisions together
02:10 Thoughtful: Considering the needs of others
02:27 Transparency: Starting the trust cycle
03:33 Moving beyond silos and dictatorships
04:47 Sharpening the final 10 percent
07:03 Applying the Platinum Rule at work
07:43 Why compensation and workspace matter most
10:04 Overcoming the urge to hide information
12:31 Why clear feedback is actually kind
16:15 The 3 C's of employee exits
18:35 Transparency vs. complaining in the chain
19:32 Where to start with People Matter
Find Josh
Website: https://www.peoplematterwork.com/
LinkedIn: https://www.linkedin.com/in/josh-block-9a84275/
Book Titles: People Matter at Work
Find Andrea (me)
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/ -
Constructive dismissal is an often-discussed but rarely-realized part of employment law where fundamental changes to a role can lead to significant employer liability. This episode breaks down what counts as a unilateral change and how employers can navigate restructuring without triggering valid legal claims.
Defining the "unilateral and fundamental" test for dismissal.
Why salary reductions and demotions are primary triggers.
The role of "reasonable notice" in changing contract terms.
How "consideration" and signing bonuses can mitigate risk.
The employee’s duty: choosing to accept or resign.
The legal concept of "condoning" changes by staying too long.
00:00 Defining the concept of constructive dismissal
00:41 What constructive dismissal is not
01:31 Common triggers for valid legal claims
03:00 Performance management vs. constructive dismissal
04:48 Most common mistakes made by employers
06:02 How to restructure without legal risk
08:27 Using amendment letters and consideration
10:52 Is unilateral change ever legally defensible?
12:09 Employee options: resign or accept
13:56 Contract language and legal limitations
Find Brady
Website: https://www.matthewndinsdale.com/
LinkedIn: https://www.linkedin.com/in/brady-farmer-077235108/
Find Andrea (me)
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/ -
Implementing AI is different than other types of software. Globalization Partners (G-P) Head of HR Laura Maffucci shares her lessons from navigating an AI mandate, handling employee fear, and building a cross-functional AI governance council. Listen to hear how we transition from informal employee experimentation to structured, agentic workflows that enhance productivity without removing the human in the loop.
Key takeaways from the discussion:
Why bolting generic AI tools onto existing, broken workflows fails to deliver much results
How an internal cross-functional AI council enables employee use
The difference between executive perceptions and employee realities
Enabling the desired behaviour
Being real
00:00 Lessons from early enterprise AI implementation
01:13 Scope of AI deployment at GP
02:17 Managing employee fear of job replacement
04:31 Moving from unstructured to structured automation and the change implications
06:00 The differing implementation needs: deep versus broad
08:41 The failure of bolting on AI
10:43 Purpose-built compliance and agentic data scraping
12:43 Managing shadow AI and workflow fragmentation
13:46 Structuring a corporate AI policy council
15:10 Creating positive energy around governance rules
16:40 Executive delusions vs employee realities
18:37 Why rising quality standards impact efficiency
19:21 The role of HR in change management
20:52 Balancing personal skepticism with strategic adoption
22:05 Finding non-technical AI champions in house
24:22 The power of authenticity over corporate jargon
25:27 Where to connect with Laura and G-P
Find Laura
Website: https://www.G-P.com/ or https://www.globalization-partners.com
LinkedIn: https://www.linkedin.com/in/laura-maffucci/
Find Andrea (me)
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/ -
Implementing a clear progressive discipline policy ensures that your organization handles employee performance issues fairly and legally.
This episode covers this essential HR topic which I have avoided for
over 5 years. 😬 The purpose of discipline, though, is to address workplace conduct AND provide the individual with a genuine opportunity to improve.
Key Takeaways
- The True Intent: Progressive discipline provides a fair, structured
path for improvement, rather than acting as a fast track to termination.
- Verbal Warning: The initial conversation must clearly state the
required change and document potential consequences - but no letter.
- Written Letters: Formal letters must reference past discussions,
outline precise performance expectations, and explicitly state what happens if the improvement is not enough.
- Investigations are Mandatory: Your termination won't hold if you
didn't ask questions and listen to the answers.
I also talk about the the difference between discipline and PIPs.
AND I see the irony of having avoided the topic so long. LOL
00:00 Defining Progressive Discipline
01:21 Mindset Shifts for Effective Management
02:29 Step One: The Verbal Warning Conversation
03:22 Step Two: The Written Warning Letter
04:00 Step Three: Final Warning
05:05 Step Four: The Terminations
05:28 Investigating Misconduct Before Issuing Discipline
07:43 Overcoming Manager Avoidance
10:10 Progressive Discipline vs Performance Plans
11:15 Legal Risks in With-Cause Terminations
12:27 Core Takeaways for Modern HR Leaders
Find Andrea (me)
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/ -
Calculating severance pay in Canada requires understanding the
difference between statutory minimums and common law reasonable notice.
In this episode, employment lawyer Brady Farmer explains how age, position, and length of service determine what an employee is truly owed.
Key Takeaways:
- The difference between the "floor" of statutory law and the "ceiling" of common law.
- Why the "one month per year" rule is actually a myth.
- How the duty to mitigate can lower an employer's total payout.
- The stark contrast between Canadian notice requirements and US
"at-will" employment.
00:00 Defining statutory vs common law severance
02:13 How common law fills legislative gaps
03:15 Debunking the one month per year myth
03:56 Four factors for determining notice periods
05:54 Understanding the employee duty to mitigate
08:23 Strategies to encourage employee mitigation
11:13 Are termination clauses actually enforceable?
17:42 Why releases require extra consideration
19:04 Anatomy of a proper termination letter
23:41 Canada vs US employment law differences
**Find Brady Farmer**
Website: https://www.matthewsdinsdale.com/
LinkedIn: https://www.linkedin.com/in/brady-farmer-
**Find Andrea (me)**
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/ -
Many professionals wonder why others with less technical skill seem to get further in their careers. The answer often lies in their ability to build influence and trust through emotional intelligence rather than relying on formal authority.
In this conversation, Jen Shirkani explains how to use the "Three Rs" of EQ—recognizing, reading, and responding—to connect your goals with what your stakeholders actually care about. Whether you are delivering bad news or trying to change a leader's mind, these insights help you navigate tough workplace dynamics.
Key Takeaways:
The "Three Rs" of emotional intelligence: Recognizing, Reading, and Responding.
How to identify what a leader truly cares about to frame your pitch effectively.
The critical role of trust deposits in building long-term influence.
Why sarcasm and "experiential empathy" can backfire during stressful conversations.
Navigating the "Badzilla" trap when enforcing unpopular policies.
Moving from defensive rule-following to consultative partnership.
00:00 Why some people have more influence
01:05 Defining the Three Rs of EQ
01:52 Connecting ideas to what others care about
03:10 How to identify individual motivations
06:07 The role of trust in building influence
08:27 Starting with an EQI assessment
10:00 Delivering bad news using EQ
14:44 Cognitive vs. experiential empathy
16:14 Balancing employee advocacy and business needs
20:10 Common mistakes when trying to influence
22:56 Where to find EQ and influence resources
Find Jen
Website: https://www.penumbra.com/
LinkedIn: https://www.linkedin.com/in/jenshirkani/
Book Titles: Ego vs EQ and Choose Resilience
Find Andrea (me)
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/ -
Workplace friendships are pretty important: they are a primary driver of employee engagement and retention. And, of course, just a nice workplace where people actually want to be.
In this episode, Ryan Jenkins explains how modern technology is leading us us to prioritize convenience over connection, inadvertently increasing professional isolation. Which we can't ignore because it undermines organizational performance.
We explore the "Team Connection Model" and discuss how HR leaders can move beyond ho-hum team building toward meaningful team BINDing. You will learn about the role of synchronization in team health, why Gallup has refused to remove the "Best Friend at Work" survey question , and practical ways to foster connection in remote or hybrid environments.
It's not at all impossible and, now, it's more important than ever.
00:00 The decline of workplace connection
01:32 Choosing convenience over connection
03:50 The lake village vs ocean community - the setup matters
06:56 Why Gallup asks about best friends
09:09 Communication vs true connection
11:21 Scaling connection with technology
16:13 The three psychological 'nutrients'
20:06 Team building vs team binding
21:48 The See, Sync, Support model
23:40 Why synchronization matters for teams
**Find Ryan Jenkins**
Website: https://www.ryan-jenkins.com/
LinkedIn: https://www.linkedin.com/in/ryanjenkinskeynotespeaker/
His book: https://www.amazon.com/Connectable-How-Leaders-Move-Teams-Loneliness-Connection/dp/1400232231
**Find Andrea (me)**
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/ -
When an employee responds to a performance improvement plan with a formal complaint, it can feel like a calculated move to avoid accountability. This video explains why these counter-complaints happen and how small business owners can manage the investigation without derailing their performance management process.
You will learn how to protect yourself from liability while ensuring that legitimate grievances are heard. We break down the procedural steps to take when timing feels suspicious but the law requires action.
Key Takeaways:
Why employees use complaints as leverage during performance reviews.
The legal risks of continuing performance management during an open investigation.
How to properly document a "pause" in the disciplinary process.
Why "unsubstantiated" does not always mean the employee was lying.
Resuming accountability once an investigation is closed.
The danger of letting a complaint permanently stop necessary performance management.
00:00 Managing the dreaded counter-complaint
00:52 Why you can't ignore suspicious timing
01:56 Why employees file complaints during PIPs
02:50 When to pause performance management
04:47 Getting investigations done quickly
05:40 Resuming the process after unsubstantiated findings
07:22 Preventing complaints from derailing accountability
Find Andrea (me)
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/ -
Conducting a workplace investigation is about much more than finding someone guilty. To protect your organization, you need a defensible, neutral process that can withstand the scrutiny of a courtroom or an arbitrator.
In this episode, Bob Stenhouse from Veritas Solutions joins me to break down the six essential components of a high-standard workplace investigation. We explore how to handle initiating events (including social media triggers), the nuances of gathering sufficient evidence without a "smoking gun," and the legal standard of the balance of probabilities. Whether you are dealing with a formal complaint or a high-risk harassment allegation, these insights will help you ensure your investigative findings are objective and legally sound.
00:00 The goal of neutral workplace investigations
01:04 Six components of every investigation
04:15 Can the news trigger an investigation?
06:06 Harassment vs. bullying: the legal difference
07:36 Using a risk-informed approach for complaints
11:12 When is your evidence actually sufficient?
14:59 Explaining the balance of probabilities standard
17:32 What makes a solid investigation report?
20:07 Aggravating vs. mitigating factors in discipline
21:42 When to hire an external investigator
Find Bob
Website: https://veritassolutions.net/
LinkedIn: https://www.linkedin.com/in/bobstenhouse/
Find Andrea (me)
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/ -
Pay transparency is no longer just a "nice to have" feature for job postings: in many provinces and states, it is now a legal requirement. It's not enough to add the numbers to a posting - consider what your other employees will think when it shows up on a posting for a job similar to theirs and - wow! - it's more than they are paid!
This shift will force an overhaul of internal compensation structures.
In this episode, I speak with Sean Raible, founder of Game Plan Total Rewards, to break down the actual work required to stay compliant without totally eroding trust.
We discuss:
- The layers of legislation across BC, Ontario, and the US.
- The 5-step framework for implementing a transparent pay program.
- How to handle "compression" when new hires expect more than current staff.
- Why 'crawl, walk, run' is a good approach to this work
- The surprising impact transparency has on applicant volume.
00:00 The reality of pay transparency laws
01:10 The implications of 2026 deadlines
02:35 Building a compensation philosophy from scratch
04:10 Why pay discussions trigger high emotion
05:30 Regional nuances
07:10 More on the variation between jurisdictions
09:15 How transparency increases applicant resumes
10:45 Five steps to implement transparency
13:10 Sustaining your compensation program long-term
16:30 Avoiding the "New Hire" pay trap
18:50 Timeline: How long implementation takes
21:50 Managing high-salary demands from candidates
**Find Sean Raible**
Website: https://gameplantotalrewards.ca/
LinkedIn: https://www.linkedin.com/in/seanraible/
**Find Andrea Adams (me)**
Website: https://thehrhub.ca/ LinkedIn:
https://www.linkedin.com/in/andrea-adams1/ -
Company culture is ignored too often as a focused activity of HR. And it's rare to find someone who has a system for intentionally shaping culture. Nadia Uberoi, Head of People at Garner Health, is that person.
She argues that shaping culture is one of, if not the most important
activity we do in HR.
In this episode, we break down:
🤷🏻♀️The difference between organic and intentional company culture.
3️⃣ Nadia’s three-part framework for systemizing culture: Expectations, Mechanisms, and Enablement.
❗️ And a bonus: How to build a "high candour" environment where
thoughtful feedback is a requirement, not an option.
🤔 Practical ways to assess if your team is actually living your values.
00:00 Intro
01:36 Why culture is the foundation of HR
02:30 What it means to systemize culture
03:25 The three-part culture framework explained
04:13 Defining cultural competencies and expectations
06:14 Designing mechanisms into the flow of work
08:52 Training and enabling your people
11:21 Using real case studies for onboarding
12:25 How to accurately assess culture
15:33 The truth about feedback and mindset
17:48 Candour with decency
**Find Nadia**
Website: https://www.getgarner.com/
LinkedIn: https://www.linkedin.com/in/nadia-uberoi/
**Find Andrea (me)**
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/ -
Managing employee complaints in a small business can quickly become a demanding role that drains your decision-making energy. If you find yourself frustrated by constant venting about co-workers or office lighting, it is a signal that you may need to shift how you respond to complaints. In this episode, I break down how to differentiate between complaints that require your intervention and those that serve as coaching opportunities for your team. I explore the importance of written policies for predictability, how to handle feedback regarding your managers, and the specific questions you can ask to return responsibility to your employees. Running a productive business does not mean an environment free of friction, but it does require helping your people navigate that friction themselves.00:00 Managing normal complaints01:10 Why frequent complaints wear you out02:02 Balancing policy and nimbleness03:22 Deciding when to get involved04:38 Respecting employees through their own problem-solving05:30 Handling complaints about your managers07:08 Using coaching questions instead of fixing08:44 Calibrating realistic workplace expectations10:06 Support for small and medium businesses**Find Andrea (me)**Website: https://thehrhub.ca/LinkedIn: https://www.linkedin.com/in/andrea-adams1/Email: [email protected]
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Stop hiring for the wrong things. When you hire, are you actually screening for success, or just a polished resume and a good interview that ticks the experience and credentials boxes?
In this episode, I sit down with Dr. Nita Chhinzer (University of Guelph) who challenged my perspective on recruitment. And as a bonus, what's happening in the market.It turns out, most of us are looking at the wrong things and asking the wrong questions. While technical skills get someone through the door, the evidence indicates that three "hidden" traits actually predict long-term performance: 1. Professional Maturity: Can they handle the sometimes unspoken realities of work?2. Attitude (The Useful Kind): Do they have genuine ownership, are they resilient, or are they just clocking in?3. Feedback Receptivity: Can they hear feedback without becoming defensive? Then will they actually use it to improve? Because if they can't take feedback, they won't grow as much.Ad despite what your client says they want, these three qualities are what they actually want according to the evidence and research. Once the basic skills pass a screening.So what soft skills do you include in your screening? Leave a comment. Has a "great on paper" hire ever failed because they lacked one of these three?
*Find Dr. Nita Chhinzer in the following places* LinkedIn: https://www.linkedin.com/in/nitachhinzer/https://nitachhinzer.com/https://www.uoguelph.ca/lang/people/nita-chhinzer*Find Andrea Adams in the following places*https://www.linkedin.com/in/andrea-adams1/https://thehrhub.ca/ -
Emotional labour is the unwritten work of managing your feelings and the emotions of others to be effective in the workplace. HR professionals and leaders often act as "toxin handlers," absorbing organizational frustrations and conflicts without a formal strategy for recovery.
In this episode, executive coach and author Dina Denham Smith breaks down why emotional labour feels like pushing a beach ball underwater and how to prevent it from leading to compassion fatigue. We explore the difference between emotional and cognitive empathy, the physical toll of suppressing true feelings, and practical ways to "metabolize" the stress of leadership.
Key takeaways include:
- The definition of a "toxin handler" and why this role is vital yet undervalued.
- The three components of an emotion: behavior, physiology, and mental interpretation.- How to use the "Three Rs" (Reflect, Reframe, Restore) to recover your energy.
- Why cognitive empathy is a protective strategy for those in high-conflict roles.
**Find Dina Denham-Smith**
Website: https://dinadenhamsmith.com/
LinkedIn: https://www.linkedin.com/in/dinadenhamsmith/
Book Titles or other links: Emotionally Charged: How to Lead in the New World of Work
**Find Andrea (me)**
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/ -
Complaints from employees can be intimidating for any leader, but especially in an SMB where you don't have HR or anyone in HR with this kind of depth.
This episode breaks down the immediate steps you must take when an employee brings forward an alarming complaint to avoid legal issues and protect your organization.
You need to know which kinds of complaints come with legal obligations and which don't and then how to avoid making the situation worse.
Key Takeaways:
5️⃣ 5 steps during the initial complaint meeting.
🇨🇦 vs 🇺🇸: Key differences between Canada and the US around which complaints trigger your obligation to investigate
🤔 How to determine if you can handle an investigation internally or if you must hire an outside expert.
🙅🏻♀️ Common mistakes leaders make, including "gut-feeling" decisions and mediation traps.
00:00 Five steps for the initial meeting
01:25 Categorizing the three types of complaints
04:00 US vs. Canada: Legal trigger words
05:18 When you are obligated to investigate
08:40 Formal vs. informal complaint triggers
09:30 Internal vs. external investigator criteria
12:45 Advice for self-led investigations
13:40 Common mistakes to avoid
**Find Andrea (me)**
Email: [email protected]
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/ -
Building a people first culture is an aspiration for many in HR and leadership. But we struggle to close the gap between our good intentions and the actual impact on people.
In this conversation, Josh Block, President of Block Imaging and author of People Matter at Work, explains why caring is a legitimate business strategy that drives ownership and long term performance. So that our people FEEL that we care.
We discuss the "Three T’s" of leadership, the difference between viewing employees as resources to be extracted versus a garden to be nurtured, and the specific questions we can coach leaders to ask so they build real trust.
If you are looking to move beyond transactional management (where people are the gold mine) and create an environment where employees feel safe, seen, and successful, this episode provides practical advice for HR and leaders.
**Find Josh Block**
Website: https://www.peoplematteratwork.com/
LinkedIn: https://www.linkedin.com/in/joshuablock/
Book: https://www.amazon.ca/People-Matter-Work-Fostering-Everyone/dp/B0FYX543SN
**Find Andrea (me)**
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/ -
There is trepidation in the learning and development community right now.
With AI shifting the landscape daily, many are asking: What will the role of an L&D professional be in the future? What will the role of the function be??
I sat down with Josh Cardoz, Chief Creative & Learning Officer at Sponge Learning, to get a pulse on 2026. Josh is mostly excited - tempered with a warning for those wishing to go back to the old ways of doing things.
Key Takeaways from our Conversation:
- AI is a double-edged sword: Yes, AI will finally make hyper-personalization a reality. No more single course to solve a problem for 10,000 people.
- A loss of community: Josh warns of a "related loss of community." If everyone is on a perfectly curated, solo AI path, we risk losing the shared standards and human connection that make a culture strong.
- A shift in L&D language: L&D pros need to stop talking about "training" and "learning" and...
- A business mindset: we need to talk about business problems and keep the L&D to ourselves
Josh also shared some consulting tips that are gold for engaging with clients.
*Connect with Josh and Sponge*
https://www.linkedin.com/in/joshcardoz/Sponge Learning: https://www.spongelearning.com/
*Connect with Andrea*
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/ - Show more
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