Lessons in Leadership from Steve Jobs

He may have been HR’s worst nightmare, but I just finished Steve Jobs by Walter Isaacson and am both moved and inspired by the brilliance of this thought leader. I highly recommend this compelling read for its rich historical narrative of one of the world’s great thinkers and leaders.


Legal Briefs for HR

The following Legal Briefs are sent as an email newsletter from Audrey Mross from http://www.munckwilson.com/:

Welcome to Legal Briefs for HR, an update on employment issues sent to over 5000 individual HR professionals, in-house counsel and business owners plus HR and legal professional organizations (who have been given permission to republish content via their newsletters and websites), to help them stay in the know about employment issues.  Anyone is welcome to join the email group . . . just let me know you’d like to be added to the list and you’re in!  Back issues are posted at www.munckwilson.com under Media Center/Legal Briefs and you can also join the group by clicking on “Subscribe.”   Welcome, to new subscribers who attended my session at the TAB/TX SHRM Texas Employment Relations Symposium in San Antonio!

 Here’s what’s heating up:

 1. Add to Your “To Do” List – Effective July 1, employers who are using E-Verify must enter the new employee’s email address, if it was provided on the Form I-9.  The recently revised Form I-9 added a space for the new hire to voluntarily give his or her email address, and it will be used by the agency to provide that person with Tentative Nonconfirmation (TNC), if applicable . . . in addition to the TNC that the employer is still required to provide to the new hire.  Use of E-Verify to confirm authorization to work in the U.S. is required of federal contractors, some state contractors and if required under state or local law.  For the rest of you, it is voluntary.

 2. Board Biz – With Senate confirmation of five nominees to the National Labor Relations Board, they are back at full bench strength and free to issue decisions without the worry that their opinions will be challenged due to lack of a quorum.  The members are Chair Gaston Pearce, Kent Hirozawa, Nancy Schiffer, Harry Johnson III and Philip Miscimarra.  The Supreme Court has yet to decide if the recess appointments of Sharon Block and Richard Griffin in early 2012 were constitutional.  If they uphold the lower court’s finding in Noel Canning, the validity of more than 1000 decisions made since January 4, 2012 will be called into question since three valid members are needed for a quorum and there were only two.  In the meantime, Richard Griffin has been nominated by President Obama as the new GC, replacing Lafe Solomon, the Acting General Counsel of the NLRB since June 2010.  Also, on July 22 the NLRB petitioned the D.C. Court of Appeals, for rehearing and an en banc review of a three-judge panel’s decision that nixed their “employee rights” poster mandate.  Stay tuned.

 3. State AGs Flame the EEOC – Nine state Attorneys General (from AL, CO, GA, KS, MT, NE, SC, UT and WV) sent a letter to the EEOC, pointedly questioning and urging rescission of the agency’s guidance on employer use of criminal records.  They accuse the EEOC of an unwarranted expansion of Title VII and of creation of a new protected class for former criminals, which can only be done by Congress.  The letter is posted at www.workplaceclassaction.com/files/2013/07/eeoc-letter.pdf. In a related development, in June the U.S. Department of Labor awarded $28 million in Face Forward grants to 28 organizations that will help rehabilitate youthful criminal offenders (between ages 16 and 24) via a two-year program (e.g., literacy training, counseling, GED prep, mentoring, training) and by working with nonprofit legal services to have their criminal records expunged with the idea that both the program and expungement will improve their chances of finding jobs.

 4. Have You Been Carded? – Sixteen Democratic Senators sent a letter to the Consumer Financial Protection Bureau (CFPB) and the U.S. Department of Labor, asking them to issue new rules in response to three perceived problems involving employer use of paycards – employers mandating employee use of paycards (in lieu of receiving a paycheck or pay via direct deposit), fees tied to card use (e.g., ATM, balance inquiries, use, overdraft, inactivity) and perceived heavy-handed tactics aimed at “encouraging” card usage (e.g., financial incentive from the card issuer upon enrollment).  If you’d like to read the letter, go to www.blumenthal.senate.gov and go to Newsroom and scroll down to the press release on July 11. The four-page letter is embedded, as a pdf.

 5. Breathing Easy? – Maybe not, if you have workers engaged in “fracking” to stimulate well production in the oil and gas industry.  NIOSH and OSHA teamed up, took air samples at worksites in five states, and did not like what they saw.  Impermissibly high levels of crystalline silica were found which, when small enough to be respirable, can cause silicosis and have been deemed to be carcinogenic.  In response, OSHA issued a Hazard Alert . . . which is not a new standard or regulation, so it does not create any new employer obligations.  However, OSHA is reminding employers in this line of work that they remain subject to the general duty to provide a safe workplace, and might benefit from reading and heeding recommendations to eliminate or minimize the risk,  in the seven-page Hazard Alert.  The Alert is posted at www.osha.gov/dts/hazardalerts/hydraulic_frac_hazard_alert.html.

6. Don’t Be a Snoop, Dog – Employee has company-issued Blackberry and is allowed, by her employer, to use it for both business and personal reasons.  Employee leaves the company and returns the phone after deleting emails and attempting to disable her personal Gmail account, with the belief that the phone will be wiped and recycled for another employee’s use.  Instead, supervisor uses the phone to access roughly 48,000 emails in former employee’s Gmail account over the ensuing 18 months.  Former employee hears that he is reading her emails and divulging the contents to others, including facts about her family, career, financials, health and other personal matters.  She changes her Gmail account password and sues under federal and state law, for invasion of privacy and intentional infliction of emotional distress. Co-defendant employer and supervisor respond with various defenses, including that [1] the supervisor was authorized to access her account because it was via a company-issued phone; [2] the Stored Communications Act did not apply because the supervisor was not a “hacker”; and  [3] the former employee had authorized such access because she did not expressly tell him not to and because she failed to delete her Gmail account before turning the phone in.  Round One goes to the former employee, with the court dismissing most of the defendants’ arguments as unpersuasive.  Lazette v. Kulmatycki (N.D. Ohio 6-13).  Many managers (and even IT folks) mistakenly believe that a policy statement advising employees they have “no expectation of privacy” in use of the company’s electronic communications equipment and systems means they have carte blanche to peruse away, but that is rarely true.  Use this case as a teaching tool . . . you will find it www.gpo.gov/fdsys/pkg/USCOURTS-ohnd-3_12-cv-02416/pdf/USCOURTS-ohnd-3_12-cv-02416-0.pdf.  

7. Tangled Web – The Office of Civil Rights of the U.S. Department of Health and Human Services has another large settlement, of $1.7 million, against a private health plan for failing to comply with the HIPAA Security Rule.  The agency found that the company failed to properly secure electronic personal health information (ePHI) which was stored in a web-based application database and, as a result, the ePHI of more than 600,000 individuals was accessible via the Internet for nearly five months.  Any entity that stores, maintains, transmits or otherwise handles ePHI must understand and apply HIPAA rules when managing information systems.  Or write a very big check.

8. Due Date – Don’t forget that the Employer Information Report (aka EEO-1 Report) is to be filed by September 30, preferably via the EEOC’s website.  This requirement applies to private employers who are subject to Title VII and have at least 100 employees, as well as many federal contractors and subcontractors.

9. Tripping? – If you are headed outside of the U.S., for business or pleasure, be sure to check in at www.travel.state.gov first.  There is a worldwide travel caution in place right now.  Consider enrolling in the Smart Traveler Enrollment Program (STEP) which will provide you with automatic updates when security announcements are made. 

10. Training Day – I am pleased to have been invited to be one of the speakers for the Texas Workforce Commission’s Texas Business Conferences in Texarkana (August 16) and College Station (August 23).  These are terrific one-day programs, reasonably priced at $85, which provide basic training and/or a refresher to seasoned human resource and legal practitioners on labor and employment issues.  If you would like to attend, you can find agenda and registration information at www.texasworkforce.org/events.html. Hope to see you there!

11. Stated Differently – Here are some hot topics for you multi-state employers:

1. Illinois – Effective July 9, IL became a “conceal carry” state for firearms.  Employers who wish to prohibit licensed individuals from bringing a firearm into the workplace are required to post  a 4” x 6” sign at the entrance of the building indicating that firearms are prohibited inside.  A handbook policy statement is not sufficient for this purpose.  Employers may not prohibit employees from carrying a concealed firearm into a parking lot or storing a firearm within a locked vehicle, on the employer’s premises.

2. Indiana – The Indiana Court of Appeal upheld a five-year temporal scope on a post-employment noncompete agreement, where [1] the geographic scope (two counties) was seen as reasonable; and [2] the ex-employee had worked closely and directly with her former employers customers before setting up a competing shop less than a mile away.  Mayne v. O’Bannon Publishing Company d/b/a/ Corydon Instant Press (IN Ct App 7-13).

3. Iowa – The Iowa Supreme Court, for the second time, found that it was not unlawful for a dentist to fire his comely dental assistant because he felt she was attractive and a threat to his marriage. Not to mention that his wife discovered their after-hours texts and was none too thrilled.  The Court slightly modified their earlier rationale, explaining that it’s not sex discrimination because she was fired due to his feelings and not because of her gender.

4. Louisiana – Effective August 1, employers may not discharge, discipline or threaten to discharge or discipline a covered U.S. military veteran who takes time off to attend medical appointments that are necessary to  receive veteran’s benefits.  The employer may ask for proof of the medical appointment and such proof may consist of  a bill, receipt or work excuse from the health care provider.

5. Massachusetts – The MA Supreme Court reversed a dismissal by a trial court and recognized a claim for associational discrimination based on disability under state law, where a non-disabled employee alleged he suffered an adverse employment action due to his association with a disabled family member. Flagg v. AliMed (Mass. 7-13)

6. Minnesota – Effective August 1, employers with at least 21 employees working at one site must allow employees to use their sick leave benefits, if any, for absences due to illness or injury to the employee’s  child, adult child, spouse, sibling, parent, grandparent or stepparent under the same terms that apply for the employee’s use of the benefit for his or her own illness or injury.  The prior version of the MN Parenting Leave Act permitted use of employee sick leave only for the employee or to care for the employee’s child(ren) under the age of 18, or under the age of 20 if attending secondary school.

7. New Jersey – Effective October 1, employers of 25 or more must provide up to 20 days of unpaid, job-protected leave to employees who are victims of domestic violence (or a sexually violent offense) or who have a close family member (e.g., child, spouse, domestic partner, civil union partner) who is a victim of domestic violence or a sexually violent offense.  The time off can be taken at any time in the 12 months that follow the incident. The leave may be taken continuously, or in intervals that are no shorter than a day.  The time off is used concurrently with time available under the FMLA or the analogous NJ law, the NJ Family Leave Act, if applicable.

8. Texas – The data breach notification law has been amended, to remove a provision that required notice to affected parties outside of Texas residing in states that did not have a breach notification statute.  Now, notice can be provided under Texas law or the law of the state where the impacted party resides.  See TEX BUS & COM CODE sec. 521.053.

11 Reasons Graduates Lose Out on Jobs

YES! This slide deck nails the basics of what college students need to know as they approach their entrance into the real world.  I flipped through all 84 slides, essentially infographics, in less than 10 minutes.  This deck is loaded with great nuggets!  Even if you are already an established professional, take the time to review this information if you are looking for a career switch and are soon to be applying for a new job or position.

Link (review the slides)

Google HR Boss Explains Why GPA And Most Interviews Are Useless

Google HR Boss Explains Why GPA And Most Interviews Are Useless

If you don’t believe me, at least listen to Google!

“The only thing that works are behavioral interviews, Bock says, where there’s a consistent set of questions that ask people what they did in specific situations.”

Read more: http://www.businessinsider.com/how-google-hires-people-2013-6#ixzz2X1FR9woA

How to Manage Your Early Career

As the late Carnegie Mellon professor Randy Pausch suggested in his Last Lecture: experience is what you get when you don’t get what you want.  In other words, sometimes you need to learn the hard way; to feel the fire yourself to know that the burner is hot.  Still, sometimes it is nice to have a bone thrown your way, especially early in your career. 

We have surveyed alumni from a prestigious Human Resources and Labor Relations master’s degree program and asked them the following question: 

To better prepare for the transition from (school) to work, what advice would you give to current students (i.e., what do you know now that you wish you knew when you were a student)? 

With over 100 responses on record, here are a number of highlights from what our early career professionals had to offer:

Student life is much easier, more social, more flexible, more customized to you, and allows for more diverse work/life balance. The working world typically shifts a majority of the focus to being at the office, working, and thinking about work even on weekends. You’re now on the schedule and at the mercy of the organization (unless you start your own business). Work/life balance changes in proportion, because so much of the week is spent at work. Make friends at work to introduce some socializing into this now main piece of your life. Use the leadership and networking strategies learned (in school) to help get involved in your new job – Employee Groups, Teams, Programs, and Events.

Relationships are huge. When you are in school, work hard to (gain) experience working in teams and developing relationships.

I wish I would’ve had more exposure to the level of ambiguity you would face (in the workplace). I also wish someone could have prepared me for going into the workplace confidently, as I struggled with that the first few years.

My internship was the most useful preparation tool prior to starting work. For students who are willing to relocate for their job, I would highly suggest they find an internship far away from school or their home.

It’s ok to ask questions (they like to know you’re thinking and interested), but take initiative and be proactive. Get to know your team and the business right away. Employers know you don’t know everything coming in as long as you’re willing to learn.

I am currently studying to become PHR certified. I think this would have been a much easier certification to obtain fresh out of school (or while attending grad school) when I was still in the studying mindset.

Learn Microsoft Excel.

Today’s business environment requires a clear understanding of the impact that Human Resources has on the bottom line. Students need to understand the purpose of the function within a company’s business model and how they can use it to generate value or reduce risk. This often requires a strong business and data acumen that I feel most students lack or have never been exposed to. Learn Excel. Learn simple spread sheet modeling.  Learn to be empirical and logical in your approaches – saying you got into HR because you like people is over.

Start learning how to use Microsoft Excel and Microsoft PowerPoint early on. If you can create macros, develop data models, and understand different functions, it will  differentiate you from your peers. You need to think ahead.  Don’t wait until the last minute to have a plan. Always be thinking about the future while concentrating on the present.  Find a mentor, but don’t be discouraged because not everyone is willing to help.

Carefully consider the location in which you are going to work.

I wish I took (a course in) compensation.

Really do a strong self assessment of what you want out of your career, and where you will be in ‘life’ in 3-5 years. Choose a company that matches your values, morals, ethics, and has built in the value that you believe is important to you. Don’t chase the mighty dollar, a swing of 5 or 10K may seem like a lot right out of school, but it’s better to choose the company that is a good fit, the money will come….and money isn’t the only key to satisfaction.

The transition to work is very different for each person. It’s really just part of growing up, so don’t expect it to be the same for you and your peers. Do what is best for you as an individual, and the transition will happen naturally over time.

Meet people. Schedule time with them, get to know them, let them get to know you. It WILL be awkward with some of them, but that is part of the growth.

It’s very difficult to make friends in a new city. Most companies make it seem like work and social life are mutual; that there are a bunch of young people that work for the company and they all go out all of the time. It’s not necessarily true. Also, there’s a lot of prejudice against millennials. Be cautious and always ask for advice before making suggestions. Take the role of the ‘young learner’ and then after a while, you’ll be accepted to make suggestions.

This is very specific to my current role but I was just recently involved in negotiating a collective bargaining agreement. I felt very comfortable with the process based on my coursework. However, implementing the changes in the contract and building the processes/procedures to communicate, train, and support the new contract changes came as a surprise.

Moving far away (geographically) is difficult for someone who is more established. I thought the move would be easier than it was.

Try to apply the “how” you have been taught to get things done and come up with your ideas/solutions; and not so much emphasis on what you might have been taught is “best practice” based on research.

Follow your “gut” instinct. Speak with other “young alumni” at the firms you are interested in working for. Look at what the position responsibilities are and think about how much of an impact you want to have (and will you be able to have that impact- i.e. within the bureaucracy). Are you someone that wants to develop new ideas or just follow procedures that are in place? What kind of difference do you want to make? What growth plan is in place / does the company support HR growth? These are questions that can sometimes be answered in the interview process, but are best answered through individuals who have worked at a given company for some time. Meet with as many alumni as you can and work as many internships / get involved with as many HR projects as you have time for so you can narrow down what your career interests are.

Ask questions. Ask questions. Work hard. Don’t be afraid to speak up. Be willing to take on new challenges. If you’ve never had HR experience: be a sponge.

Get to know and understand the Company’s culture and politics so there are no surprises.

I wish that I had known that my education doesn’t automatically mean people will respect me. I had to work very hard to gain the respect of the people I work with and the best way to do that is to follow through with promises.

Building relationships is an essential part of my success, especially in a large company. I think more emphasis needs to be placed on this and building a Personal Brand. Knowing how you are perceived by others and how to get people to perceive you the way you would like to be perceived is critical. Also, how do you promote your Personal Brand? I  think that we should encourage graduates, after getting their feet wet in HR for a few years, to take a job outside of HR. This will make them much more effective when they eventually come back to HR and it’s something that our leaders look for when they are looking to promote. Essentially, get outside of your comfort zone. Your first 6-12 months in your first job is critical. Develop a plan before you start on how you want to show up to work. First impressions are critical.

Stay in the learning mindset, because you don’t know anything yet. Be prepared to learn and be open to learning; don’t be afraid to ask questions, especially of your client groups. They know you’re new, you have a 6 month window to ask as many “stupid” questions so that you can fully understand their industry and issues – they’ll expect you to know most of that by the end of 6 months – make sure you do!

Learn how to manage relationships with co workers early. You can leverage these not only to use as a resource but for future networking as well.

Don’t accept a job based on comp and benefits, think about what will truly make you happy.

Not all corporate cultures like your educational background. I was told not to talk about mine, which is difficult coming from such a strong academic community. Most of my peers are uneducated.

Network, network, network! I have created my own career path even within the rotational program I’m in due to the networks I’ve connected with.

Prioritization of work is key. It is important to prioritize different work issues as well as your work/life balance.

The transition from student to working professional is really difficult. Sitting at a desk all day, surrounded by people who are not in your age group is a big difference.

It is important to be flexible and open early on in your career. You will (eventually) find out what HR area you like the most but the most important thing to look for is company fit. If you like the company, you will find a role that works for you. Be mobile in the beginning, first 2-3 yrs. Once you have established your place in the company, you can advise others of your personal preferences regarding location, position, etc.

While you have finished your degree, the learning has really just begun! Each organization is very different in terms of HR systems, business practices, industry standards, etc. Ask lots of questions, keep an open mind, and observe as much as possible during the first few weeks/months.

Leadership development is just as important as business and HR knowledge.

When looking for a full time role, culture is the most important criteria.

Recognize and understand the politics in your organization quickly! Learn company and employee history is important Find a mentor/confidante within HR to better transition.

The tools and education learned (in school) are great but when starting your career, you will need to know tactical processes first. Recruiting (learning your markets), Benefits (understand your companies policies and programs), succession plan tools are key if your first role is a generalist (position).  Move to where your company needs you. Never turn down a temporary assignment. Don’t be afraid to move for learning opportunities!

Listen more, speak less.

Maintain a strong work ethic and the rest will fall in place.

Be very prepared to tell stories through metrics. Advanced Microsoft Excel training is a must and remember to always pay attention to details.

Give yourself the opportunity to get adjusted to the learning curve. You aren’t expected to have all of the answers! Try not to get frustrated with yourself early on. Life moves much faster as a professional, but make sure that your life at work doesn’t consume you, and spill over into your personal life.

(Learn to) navigate politics, the basics of how to lead meetings effectively, how to consult with difficult clients, how to confidently challenge others and influence decisions without formal authority.

If all factors of two different job offers were exactly the same (i.e. same industry, pay, benefits, etc.) with the exception of the company and one has a rotational program and the other does not, choose based on the company that you think will fit you better, not based on the availability of a rotational program. The opportunities to move around large companies and create your own career path are so abundant that I believe rotational programs do not provide a clear advantage. Long story short – don’t rule out companies without rotational programs when interviewing.

Connect with recently-graduated alumni.

What I now feel less-comfortable with is how little weight I gave to work location and work/life balance. I was eager to accept any location with the company I liked and put in the time and effort right off the bat. While the work ethic is good, I didn’t place enough importance on establishing a personal life outside of work, and I’m close to 3 years after graduation and still do not have an established social network.

Your internship is very important; make sure you tap into the great alumni network and faculty resources. Stay in touch with fellow HR members for best practice sharing

Culture is the most important thing to consider (when evaluating companies). Also, formal rotational programs aren’t always the best option.

Be highly involved in social networks, and increase your personnel skills.

Be intentional about your networking- stay in touch with faculty, staff, students, alumni as well as recruiters and people you meet on recruiting trips. Make a point to reach out to your “key contacts” every few months.

Don’t choose a company/job purely based on the compensation.

Be resilient, be adaptable, and don’t be afraid to take risks!

Know yourself well enough to identify what your “tipping points” are in the job decision-making process (e.g. are you highly risk-adverse and will benefit from a very large company with lots of open roles/increased job security, do you thrive in fast-paced work environments, are you resourceful enough to be thrown into ambiguous work environment or do you prefer more structure, etc). Also, be prepared for the transition from college to work world (especially if you’ve been in school straight through your Master’s program). It can seem hopelessly exhausting but you’ll eventually adjust and find your rhythm in balancing work/personal life.

Be okay with moving – take the plunge

By the time you graduate, you feel as though you’ve learned a ton about HR and you’re going to be a really capable HR professional. Once you get to work, be prepared to feel like you don’t know anything and you’re back to square one. You may have a ton of great ideas and a lot of enthusiasm for making things happen, but make sure that you listen and learn and understand the business before jumping in. Additionally, I think the biggest initial hurdle (which I had never even considered) is learning the business lingo (all the acronyms, company-specific terms, etc.) and building a network, which is especially crucial to your success in your first role. Networking is really important.

To relax more. To see people and not their positions.

Focus the majority of your time outside the class room. Focus on events, workshops, site/plants visits, current events, networking, guest speakers, etc. to prepare for the real world. The classes are necessary, but getting out and talking with people current in the industry is very helpful.

The academic schedule is so much more flexible and open than the typical work schedule. Be prepared to have earlier bedtimes.

Take some time between graduating and your first day on the job. Getting started will be a whirlwind for a while so spend time with friends/family and get settled into your new city before taking the new job on.

Negotiation skills/ people managing/ leadership development.

Develop GREAT note taking skills and project management skills. The book smarts aren’t everything!

Realize that there is always more to learn when applying school to a real world work environment, but be confident that you are going in with a solid foundation.

When transitioning into your role it is important to keep your work life balance in check because only you can control that aspect of your life. Do not be afraid to ask questions to understand and share your opinion when it is needed. What you learn in the classroom will be valuable, but this does not mean that there will not be a learning curve when starting your new role.

The real world is far from the models and concepts that we learn (in school). It is about flexibility and willingness to learn afresh!

Try to find a part time HR job while in school to get more experience if you have none.

Don’t get discouraged if the job isn’t everything you thought it would be. Jobs are never as glamorous as they are portrayed. You have to put in the time and a lot of hard work to prove yourself and get the respect of your peers and leaders.

We all learn through our trials and tribulations.  Regardless of efforts to prevent these flops and failings, they are, alas, inevitable..and important.  Reframe the way you look at these events as key learning opportunities.  Remember, you are not the first person to make a mistake. Hopefully you find value in this vetted, sage advice and will return to this list time and time again as you move forward in your career. 

 Good luck!


Have more to share?  Leave a comment to supplement this list. 

A Business Case for Health/Wellness

Should companies care about the health and wellness of their employees?

Alere Wellbeing  recently presented a webinar hosted by Dr. Ron Goetzel of Emory University and Thomson Reuters, discussing the cost of health and productivity-related expenditures that employers face, the role obesity plays in creating or exacerbating these conditions, and how employers can support obese and overweight employees.

Here are a few highlights:

U.S. Health Expenditure as a Percentage of GDP: 

-1970: 7.2% 

-2011: 17.7% 

Projected annual growth for healthcare expense is 5.8% until 2020 

*Keehan et al. Health Affairs. 30:8. August 2011

 According to Ken Thorpe, while approximately 37% of the rise in annual healthcare expense can be attributed to innovation and advances in technology, 63% is attributed to increased disease prevalence.  An estimated 27% of these costs are associated with obesity. 


  If you improve the health and well being of your employees: 

  1. Quality of life improves 

  2. Health care utilization is reduced 

  3. Disability is controlled 

  4. Productivity is enhanced through both attendance as well as presenteeism

    In short, healthy people get more done.  Without even factoring in reduced medical expense to the firm, employee morale, productivity, presenteeism, attendance and in turn, organizational effectiveness, all increase.  It pays to care about the health of your employees.

     Does your company invest in your health/well-being?  If so, how?  

The Power of Vulnerability

Brene Brown studies human connection — our ability to empathize, belong, love. In a poignant, funny talk at TEDxHouston, she shares a deep insight from her research, one that sent her on a personal quest to know herself as well as to understand humanity.

Whether you are entering into a new job, a new role, or simply find yourself struggling to settle into your own skin in your present situation, this TED Talk can help you better lean into your vulnerability to emerge stronger.