What we Learned from Live! with Kelly & Michael... On Tuesday, April 26, 2016, the television show, Live! with Kelly & Michael’s audience welcomed Kelly Ripa’s return to daytime television with a standing ovation. Kelly returned to the show after taking a few days off to celebrate her wedding anniversary and a few extra impromptu days (sick days) were taken off to allow her time to process Michael Strahan’s departure from Live. According to entertainment news, Kelly did not receive the news of Michael’s departure until a few moments prior to the information being released to the public. She was given no time to process and according to news articles, Michael Strahan was not allowed to discuss his departure with others.

A previous colleague reached out to me last week asking for advice. She had recently been promoted and now was in charge of her former peers and friends. She had worked at this company for several years and because of that, had built strong friendships with her team—both inside and outside of work. She now has to struggle with not only a new job and responsibilities, but now leading her friends and peers. She asked me: How can you best manage a team of your former peers and successfully transition?

Over the course of my career and consulting with clients, it is not very often I come across professionals that actually like job descriptions. In fact the mere mention of job description development makes most Human Resource professionals cringe and find reason to change the subject. I, on the other hand, get excited during engagements where clients are seeking our expertise on job description development and documentation. Knowing that my services will have an immediate and positive impact on business operations by simply documenting the company’s jobs provides me with a great deal of satisfaction. While I do not expect everyone to share in my love for job documentation, I do have some good reasons to consider liking them a tad bit more than you currently do.

Organizational growth can be based on a number of different strategies, including growing capacity, expanding or changing customer base, or offering new or upgraded products or services. Further, strategies may be executed using different tools, including organic or acquisition based growth. Regardless of strategy, there are common lessons learned about what works, and what does not work, in successfully driving and supporting organizational growth.

The federal government has spent a significant amount of time attempting to assure equality throughout the United States' workforce. Whether it is ensuring the EEO statement includes gender identity, sexual preference, or genetic information; ensuring there are not vast discrepancies between the salaries of men vs. women or based on race, or deciding whether to provide paid paternity leave. The world is changing and expectations of employers are too. Is your organization prepared to be inclusive for all?

Picture it: you have just concluded your interview and shaken hands with the ideal candidate who has all of the qualities and qualifications you are looking for in order to fill your open role and you quickly rush back to office to get in contact with your Recruiter to let them know you want to hire them ASAP! You are excited about the possibility of taking your department to the next level and want this candidate to be part of the team. At this point in the process, nothing else is standing in your way right?