Podcast
Dear HR Diary - The Unfiltered Truth You Wish They Taught in Management School
Hosted by Dawn Hart · EN
Welcome to "Dear HR Diary," the unfiltered truth you wish they taught in management school. This podcast hosted by, ME, Dawn Hart, a seasoned HR and management professional with over 28 years of experience in the corporate world. Join me and some fantastic guests on a thrilling journey through the trenches of human resources and management, where expertise meets snark, sass, and a plethora of captivating stories.
Drawing from my extensive background in various industries, I will bring you a unique perspective on the challenges and triumphs of the workplace. Each episode is a rollercoaster ride filled with humorous anecdotes, jaw-dropping tales, and invaluable insights. Whether you're an HR professional, a manager trying to decode the complexities of office dynamics, or simply someone who appreciates a good story, this podcast is your go-to destination.
I love to apply my wealth of experience and some valuable tips to the "Dear HR Diary" podcast by diving deep into the nitty-gritty of HR, revealing the human side of human resources and the managing side of managing people. Expect laughter, enlightenment, and a healthy dose of snark and sass. Subscribe now and tune in to uncover the secrets, strategies, and scandals of the corporate world, all narrated with my fun, and sassy signature style. Your weekly dose of HR and management brilliance awaits!
10episodes
Episodes
Newest firstAll episodes
S 2 Ep 41: Jingle Bells, HR Yells: Surviving the Company Holiday Party
Dec 1500:32:53Tap to summarizeSend us Fan MailIt’s the most wonderful time of the year… unless you’re in HR. In this episode of Dear HR Diary, Dawn pulls back the tinsel to talk about the holiday party—why companies keep having them, why HR loses sleep over them, and how to survive one without becoming next year’s training scenario.From holiday party dilemmas to unspoken etiquette, this episode serves up practical advice, honest laughs, and just enough tough love to help leaders and employees navigate the “necessary evil” of workplace celebrations.What We Cover in This Episode🎁 The Holiday Party DilemmaWhy organizations keep hosting holiday parties (even when everyone complains about them)The fine line between “fun culture moment” and “Monday morning HR meeting”When a holiday party actually helps engagement—and when it backfires🧑💼 HR’s Holiday Party Wish ListWhat HR really wants from this year’s party (hint: it’s not karaoke)Clear expectations, smart planning, and fewer “surprise performances”Why proactive rules beat reactive investigations every time🎤 Advice for LeadersHow leaders set the tone (yes, people are watching what you drink)Why presence matters—but boundaries matter moreThe leadership behaviors that turn a party into a trust-building moment instead of a liability🥂 Employee Etiquette 101What employees should absolutely do—and absolutely not doHow to enjoy yourself without oversharing, overdrinking, or overshooting your career goalsRemember: it’s a party, not a personality reboot🎄 Fun (but Necessary) Holiday Party RulesPace yourself—HR would like a quiet JanuaryPhones down, professionalism upIf you wouldn’t say it in a team meeting, don’t say it near the open barLeave with your dignity (and job) fully intactKey TakeawayHoliday parties don’t have to be awkward, chaotic, or career-limiting. With the right expectations, smart leadership, and a little common sense, they can actually be enjoyable—and even strengthen workplace culture. Yes, really.Quote from the Episode“The holiday party isn’t a free pass—it’s a professional event with better snacks.”Call to ActionIf this episode made you laugh, nod aggressively, or rethink that third drink—share it with your leadership team. And if you’re a manager trying to survive the season with your sanity intact, check out more leadership tools and training at Manage With Hart.🎧 Don’t forget to subscribe, leave a review, and tune in for more real-talk HR conversations—because someone has to say the quiet parts out loud.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart
Transcribe →S 2 Ep 40: Culture Isn’t an Accessory—It’s the Foundation featuring Josh Hart
Nov 400:34:50Tap to summarizeSend us Fan MailIn this episode, host Dawn Hart sits down with Josh Hart to unpack the real meaning of workplace culture—beyond the free snacks and casual dress codes. Together, they dig into how intentional leadership, clear communication, and genuine respect for employees can shape a culture that actually works. Josh doesn’t hold back when discussing common missteps organizations make, including a real-life example of how a poorly executed “diversity initiative” backfired, and what leaders can do instead.They also explore how social media has completely changed the game, putting every company’s culture under a public microscope. From navigating generational differences to shifting outdated management mindsets, Josh offers straightforward advice that every leader—new or seasoned—needs to hear.🔑 Key TakeawaysCulture isn’t perks—it’s purpose. You can’t buy culture with pizza parties; it’s built through trust, respect, and meaningful connection.Get HR involved early. Cultural decisions without HR’s guidance often miss the mark (and sometimes make headlines for the wrong reasons).Social media is the new employee forum. If you’re not cultivating culture internally, your employees will do it online for you.Five generations, one workplace. Flexibility, empathy, and communication are the glue holding it all together.Managers must evolve. Today’s workforce expects leaders who listen, adapt, and engage—not just enforce.💡 Quote from Josh Hart“Culture doesn’t just happen—it’s crafted. Every decision, every policy, every conversation either builds it or breaks it.”📚 Resources for ListenersBook: The Culture Code by Daniel Coyle – A deep dive into what makes teams thrive.Article: “How Social Media Is Reshaping Workplace Expectations” – Harvard Business Review.Tool: Gallup Q12 Employee Engagement Survey – A resource for measuring and improving engagement.📞 Connect with Josh HartLinkedIn: linkedin.com/in/mrjoshuahartEmail: josh@JoshuaHartConsulting.comWebsite: joshuahartconsulting.com🎧 Listen, Learn, and LeadSubscribe to Dear HR Diary wherever you get your podcasts. Because building a great culture isn’t a one-time project—it’s the way you show up, every single day.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart
Transcribe →S 2 Ep 39: Culture Isn’t Fluff—It’s Fuel: Creating Opportunities and Feedback Loops
Oct 2800:35:26Tap to summarizeSend us Fan MailIn this episode of Dear HR Diary, I sit down with Diane Yarbrough, founder of Castaway and Company, to talk about her incredible career journey starting with Disney and how those experiences shaped her approach to culture, communication, and leadership.We explore some powerful management and HR practices you can use right now, including:Re-Recruiting & Re-Onboarding: Why it’s essential to “re-recruit” your employees by re-onboarding them, showing them their growth matters even after their first 90 days.Internal Opportunities: How creating clear career paths and internal opportunities helps keep talent engaged and loyal.Stay Conversations: Practical ways to ask your employees why they stay—and how to have open, honest discussions if they’re considering leaving.The Impact of Culture: Understanding that culture isn’t just “fluff”—it directly impacts performance, retention, and employee well-being.Communication & Feedback Loops: How to build a culture where communication flows both ways and feedback becomes a tool for growth, not fear.✨ Quote from Diane:“Culture isn’t just what you write on the wall—it’s what people feel in the halls. If you don’t listen to your employees, they’ll stop talking, and that’s when culture begins to break down.”Resources for ListenersGallup – State of the Global Workplace Report (for engagement and retention insights)SHRM: The Importance of Stay Interviews – SHRM ResourceDisney Institute Blog (for leadership and culture lessons inspired by Disney)Connect with Diane YarbroughWebsite: castawayandcompany.com)LinkedIn: linkedin.com/in/dianeyarboroughEmail: diane@castawayandcompany.com👉 If today’s episode sparked ideas for how you can re-recruit, re-onboard, or simply start better conversations with your team, don’t let it stop here. Share this episode with a fellow leader who needs it, and let’s keep building workplaces where people stay because they want to, not because they have to.💬 Have thoughts on this episode? I’d love to hear them! Connect with me on LinkedIn and join the conversation.🎙️ And don’t forget—subscribe to Dear HR Diary so you never miss an unfiltered truth about management, leadership, and culture.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart
Transcribe →S 2 Ep 38: Quit B*tchin' and start Pitchin' with Traci Austin
Oct 900:33:50Tap to summarizeSend us Fan MailThis one’s for the foremen, office heroes, and HR pros who are juggling flaming chainsaws (aka people). Traci Austin joins me to unpack transformative leadership in the trades—how to turn gripes into clear requests, shift HR from “policy police” to strategic partner, and use positive framing to calm the chaos. We also dig into managing difficult personalities, practical tools for new managers, and how to build training and continuous development that sticks on muddy job sites and in busy back offices.Traci’s Mic-Drop Quote: “A complaint is a wish in disguise. Say the wish out loud—and then we can do something about it.”What You’ll LearnTrades-first leadership: Straightforward, field-tested ways to lead when time is short and stakes are high.Complaint → Request shift: Scripts to move conversations from venting to action.Mindset Upgrade for HR: From compliance-only to coach, connector, and capacity-builder.Positive framing that doesn’t feel fake: Reword tough messages without watering them down.Difficult personalities playbook: Boundaries, consequences, and coaching—without drama.New manager essentials: Day-one tools for clarity, accountability, and trust.Continuous development: Building a rhythm (not a one-and-done training day).Steal-This Stuff (Practical Scripts & Tools)1) Complaint → Request Script (use anywhere)Complaint: “Scheduling keeps changing last minute.”Translate to Request: “I need schedule changes by 3 PM the day prior so crews can prep. Can we commit to that?”2) Positive FramingInstead of: “You’re always late with reports.”Try: “We need reports by 10 AM so payroll and billing don’t stall. What needs to change so you can hit that every day?”3) Difficult Personalities—Traci’s 3C MethodClarify: The specific behavior, the impact, the standard.Coach: Ask what’s getting in the way; co-create one next step.Consequence: “If this repeats, here’s what happens next.” 4) New Manager Starter Kit (day-one basics)90-Day Scorecard: 3–5 outcomes with check-ins at days 30/60/90.Weekly One-on-One: 20 minutes, same day/time, agenda = wins, roadblocks, priorities.Daily Huddle: 10 minutes max—safety, schedule, blockers.RACI Lite: Who’s Responsible, who Approves, who’s Consulted, who’s Informed.Connect with TracyLinkedIn: linkedin.com/in/traci-austinEmail: traci@elevatedtalentconsulting.comWebsite: elevatedtalentconsulting.comCall to ActionIf you’re ready to retire the complaint cycle and start getting results, share this episode with a new manager who needs real-world tools, not corporate fluff. And drop your favorite “complaint → request” conversion in the comments—I might feature it next week.#DearHRDiary #ManageWithHart #Leadership #Trades #NewManagers #PositiveFraming #HRMindset #ContinuousImprovementSupport the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart
Transcribe →S. 2 Ep. 37 - Beyond Resumes: How Dr. Michael Neal Creates True Team Players
Oct 700:33:14Tap to summarizeSend us Fan MailIn this episode, Dr. Michael Neal takes us from the five-star rigor of Four Seasons and the magic-meets-operations world of Disney to a practical, modern blueprint for hiring. We get into how to redefine your hiring process, automate candidate assessment without losing the human touch, and stack your roster with true A-Team players—the ones who raise the bar for everyone else (and don’t need a motivational poster to do it).Dr. Neal’s Mic-Drop Quote: “If you don’t define what great looks like before you post the job, you’re gambling—and the house is turnover.”What You’ll LearnHospitality-level hiring standards you can steal for any industry: clarity, consistency, and candidate experience.How to automate assessments (skills, values, and behavior) so managers spend time with the right finalists.The difference between nice teammates and true team players—and how to test for it in interviews.Why average performers quietly stall culture—and how A-Players multiply performance.The five must-haves in your selection process: success profile, structured interviews, work sample, reference triangulation, and a 90-day scorecard.Practical Takeaways (Managers: steal these)Write a Success Profile, not a Job Ad. Define outcomes (90-day and 12-month), core behaviors, and “non-negotiables” before you recruit.Automate early, human late. Use short skills screens + values checks first; invest real time with the top 10–15%.Use a Work Sample. A tiny project beats a thousand opinions.Team Fit ≠ Same As Me. Fit means complementary strengths and shared standards, not clone wars.Reference Triangulation. 2 past managers + 1 peer. Ask about outcomes and rehireability.90-Day Scorecard. Three to five measurable outcomes, reviewed at days 30/60/90. No guesswork.Protect the Standard. A slow hire is a headache; a bad hire is a culture tax.Sample Interview Prompts (save these)“Tell me about a time you elevated a teammate’s performance without positional authority.”“Walk me through the first 30 days you’d plan in this role—what would you measure and why?”“Describe a miss you owned publicly. What changed in your process afterward?”“Give us a work sample: how would you approach [real task] in 48 hours? Outline your steps.”Resources Mentioned & Helpful ExtrasBooks to Go Deeper:Topgrading – Bradford D. SmartWho: The A Method for Hiring – Geoff Smart & Randy StreetWork Rules! – Laszlo BockConnect with Dr. NealLinkedIn: linkedin.com/in/dr-michael-nealWebsite: buildmyteam.comCall to ActionIf this episode made you rethink your next hire (good!), rate & review the show, share it with a manager who needs an A-Team, and tag me with your favorite takeaway. Bonus points if you retire one interview question that should’ve been cancelled in 2012. (Looking at you, “What’s your greatest weakness?”)Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart
Transcribe →S 2 E. 36: Money Talks: How Pay Transparency Builds Trust at Work with Guest Scott Trumpolt
Oct 600:38:39Tap to summarizeSend us Fan MailIn this episode of Dear HR Diary, I sat down with Scott Trumpolt to explore the world of compensation, career growth, and the role of managers in shaping employee success. Scott shared his journey into HR and compensation, offering a candid look at how pay transparency, employee development, and passion can transform the workplace.What We CoveredScott’s career journey into HR and compensationWhy pay transparency matters for building trust and equityThe connection between compensation and career developmentHow to create clear pathways for employee growthThe critical role of managers in employee developmentPractical strategies for navigating tough pay conversationsThe value of passion in building a meaningful careerA Quote from Scott“Compensation isn’t just about dollars—it’s about showing employees how their work connects to growth, opportunity, and purpose.” – Scott TrumpoltResources for ListenersSHRM: Compensation & Benefits ResourcesWorldatWork – Total Rewards & Compensation ResearchHarvard Business Review: How to Talk About Pay at WorkBook recommendation: Pay Matters: The Art and Science of Employee Compensation by David WeaverConnect with Scott Trumpolt📧 Email: scott@hrcompensationconsulting.com 🔗 LinkedIn: linkedin.com/in/scott-trumpolt-m-a-g-r-p-257a6b317Website: hrcompensationconsulting.com 👉 If you enjoyed this conversation, don’t forget to subscribe, share, and leave a review. Your support helps more managers and HR professionals find practical, real-world advice!#Compensation #PayTransparency #CareerGrowth #NewManagers #Leadership #DearHRDiary #ManageWithHartSupport the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart
Transcribe →S 2. Ep 35: Assume Difference, Build Respect: Civility in Polarized Times with guest Sara Taylor
Sep 1500:31:27Tap to summarizeSend us Fan MailIn this episode of Dear HR Diary, Dawn sits down with Sara Taylor to get real about workplace civility—what it is, what it isn’t, and why it’s the foundation of healthy culture. We dig into cultural competence, how polarization is showing up at work, and a powerful mindset shift—assuming differences—that helps leaders communicate across identities, generations, and viewpoints. If you’re tired of “be nice” posters and want practical tools that actually change behavior, this one’s for you.What You’ll LearnCultural Competence 101: How identity, context, and power shape everyday interactions (and why “treat everyone the same” backfires).Civility vs. Niceness: Civility = respect + accountability + boundaries. Niceness alone won’t save your culture.Polarization at Work: Spot the warning signs (us-vs-them language, meeting silos, performative emails) and what leaders can do immediately.Assume Differences: A simple habit to reduce friction, improve listening, and make feedback land without drama.Manager Moves: Scripts, norms, and micro-behaviors that turn values into daily practice.“Civility isn’t about being agreeable—it’s about being accountable for how our behavior affects other people.” — Sara Taylor Practical TakeawaysAdopt a civility standard: “We address issues directly, we don’t label people, and we separate intent from impact.” Put it in team norms.Use the two-step check: 1) Assume difference (experience, context, language). 2) Ask before assuming (“Can you share how you’re seeing this?”).Meeting hygiene: Agenda, time boxes, speak-order rotation, “one mic at a time,” and a 2-minute debrief: What worked? What to adjust?Feedback formula: Behavior → Impact → Ask. “When deadlines move without notice (behavior), the field team misses windows (impact). What can we change next sprint? (ask)”Red/Yellow/Green topics: Identify which conversations are safe to debate now (green), need prep (yellow), or require facilitation (red).Resources for ListenersBooksThe Culture Map (Erin Meyer) – Navigating cross-cultural communication.Thanks for the Feedback (Stone & Heen) – Receiving feedback without combusting.Guides & ToolkitsPsychological Safety primers (Amy Edmondson talks/articles).Meeting norms templates (RACI, Working Agreements, and Team Charter one-pagers).Connect with Sara TaylorWebsite: https://www.deepseeconsulting.com/LinkedIn: https://www.linkedin.com/in/sarajanetaylor/Email: sara@deepseeconsulting.com Sara's Book: https://www.deepseeconsulting.com/thinking-at-the-speed-of-biasCall to ActionIf you want fewer eye-rolls and more buy-in, start with civility. Share this episode with one leader who sets the tone, and try the Behavior → Impact → Ask script in your next conversation. Then tell us how it went using #DearHRDiary.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart
Transcribe →S2 Ep 34: Quit Fixing What You Suck At: Aim Your Strengths Instead with Juan Alvarado
Sep 900:30:38Tap to summarizeSend us Fan MailIn this episode, Dawn sits down with Juan Alvarado, Gallup-Certified CliftonStrengths® Coach. They discuss his journey into strengths coaching, the four domains (a.k.a. quadrants) of talent, how to apply strengths at work, and why intentional leadership beats accidental management every time. Most teams operate on autopilot. Juan argues for the opposite: intentional leadership that starts with knowing what you naturally do best and designing work around it. What We CoverJuan’s path to coaching: from “good at people” to certified strengths pro—and what surprised him along the way.Strengths 101: understanding the four domains—Executing, Influencing, Relationship Building, Strategic Thinking—and how they show up on real teams.Application at work: turning talent into performance with role design, partnerships, and strengths-based delegation.Intentionality in leadership: moving from “hope and hustle” to planned practice—weekly rhythms, 1:1s, and decision filters grounded in strengths.Pitfalls & myths: why Top 5 ≠ personality cages, and how to avoid weaponizing strengths.Culture impact: building a shared language so coaching and feedback get easier (and less awkward).Key TakeawaysStrengths ≠ skills. Strengths are your best starting points; you still need skill, practice, and feedback.Build partnerships on purpose. Pair high Strategic Thinking with Executing to move plans into motion.Coach the how, not just the what. Align goals with the way people naturally create value.Make it a rhythm, not a rally. Weekly 1:1s with two questions:Where did your strengths show up this week?Where could you aim them next week?Don’t weaponize strengths. “That’s just my [Theme]” is a red flag; maturity means flexing for impact.Try-It-This-Week (Manager Challenge)Map your role: List your Top 5. For each, write one sentence: “I create value when I…”Design one partnership: Pick a priority and pair yourself with someone whose domain complements yours.Upgrade one 1:1: Use the two questions above and commit to a 15-minute cadence for the next four weeks.Listener ResourcesStrengthsFinder 2.0 — Tom RathStrengths Based Leadership — Tom Rath & Barry ConchieFirst, Break All the Rules — Marcus Buckingham & Curt CoffmanNow, Discover Your Strengths — Marcus Buckingham & Donald O. CliftonQuote from Juan“Strengths don’t self-activate—leaders do. Your talent is potential; intentionality is what turns it into performance.”Connect with Juan AlvaradoWebsite: weraizethebar.comLinkedIn: https://www.linkedin.com/in/rtb-juan/Email: juan@weraizethebar.comCall to ActionIf this episode hit home, share your Top 5 in the comments and tell us one way you’ll aim for a strength this week. 👉 Tag @Manage With Hart and @Juan Alvarado. ⭐ If you learned something, follow, rate, and review the show—it helps more leaders find these tools.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart
Transcribe →S 2 Ep 33: Culture, Communication, and Courage: Leadership Lessons with Eric Williams
Sep 500:31:22Tap to summarizeSend us Fan MailThis episode dives into the nitty-gritty of leadership, delegation, and team culture with Eric Williams, an entrepreneur who successfully transitioned into corporate leadership. Eric shares his insights on how managers shape team culture, the art of streamlining workloads, and the importance of communication and delegation (yes, even when it feels terrifying to let go of control).We cover:The journey from entrepreneur to corporate leader (and the mindset shifts required).How managers can assess, prioritize, and streamline workloads without overwhelming their teams.Why communication and delegation are the heartbeat of effective leadership.Overcoming the fear of delegation and trusting your team.How to measure success beyond the numbers.Practical steps to create a resilient team culture that thrives under pressure.“Leaders don’t scale by holding tighter to the work—they scale by trusting their team and creating space for others to grow.” – Eric Williams📬 Connect with Eric Williams🌐 Website: www.willity.com📱 Instagram: https://www.instagram.com/willityleadership💼 LinkedIn: https://www.linkedin.com/in/ericnwilliams/📚 Resources for ListenersBook: The Coaching Habit by Michael Bungay Stanier – practical ways to build a coaching and delegation mindset.Article: Harvard Business Review – The Art of Delegating👉 If you’ve ever struggled with delegation, wrestled with defining success, or wanted to create a stronger team culture, this episode is your playbook.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart
Transcribe →S2 Ep 32: Graceful Growth: The Power of Mentors and Feedback with Thompson Dickerson
Aug 2800:53:57Tap to summarizeSend us Fan MailMentoring isn’t just coffee chats and “pick your brain” DMs—it’s a performance accelerant. In this episode, Thompson Dickerson and I dig into why mentoring matters, how to find the right mentor (not just the most famous one), the difference between formal programs and informal “choose-your-own-adventure” mentoring, and the underrated superpower of receiving feedback with grace. Thompson also shares a personal mentoring story that changed her trajectory—and her playbook for keeping mentor relationships healthy, mutual, and results-focused.Key TakeawaysMentoring = speed + safety. You get to skip avoidable mistakes and test ideas with someone who’s been there.Right fit > big name. Look for values alignment, relevant reps, and someone who gives feedback (not just stories).Formal vs. informal: Formal programs create access and structure; informal mentoring often delivers speed and chemistry. Use both.Own the asks. Come to sessions with goals, updates, and a “receipt” of what you tried since last time.Feedback is a leadership skill. Ask for it specifically, receive it calmly, and translate it into action fast.Close loops. Follow up with what you did and what changed—mentors invest more when they see impact.Quote from Thompson: “Great mentors don’t hand you answers—they hand you mirrors and maps. Your job is to walk.”Resources You Can UseThanks for the Feedback — Douglas Stone & Sheila HeenRadical Candor — Kim ScottThe Coaching Habit — Michael Bungay StanierHBR Guide to Getting the Mentoring You Need — Harvard Business ReviewCenter for Creative Leadership (CCL) — Tools & articles on mentoring and feedbackSHRM Mentorship Toolkit — Templates for formal programsEpisode ExtrasReflection prompt: What feedback theme keeps showing up? What’s one behavior you’ll test this week?Manager challenge: Pair each new leader with a “situational mentor” for their biggest upcoming challenge.Connect with Thompson DickersonEmail: Thompson.Dickerson@alumni.ou.eduLinkedIn: http://www.linkedin.com/in/thomp7CTA: If this episode helped, share it with a manager who’s mentoring (or needs one), leave a quick rating, and tell us your best mentoring win—we might feature it on a future episode.Support the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart
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