At the Intersection of HR, Education and AI with Mike Guglielmo

“I want new, fun, exciting learning for my students.”

• Mike Guglielmo

Are you intrigued by the intersection of education, HR and AI? If so, you’re in luck!   In today’s episode, my guest shares insights into how these things are connecting in new ways.

My guest is Mike Guglielmo. Mike is the Assistant Director for Executive Programs at Temple University's Fox School of Business and is an Associate Professor of Instruction in the Department of Management.  

He is an award-winning Business Executive, HR Leader, and Global Educator, who has excelled as a strategic leader, people motivator, thoughtful disrupter, and problem solver in large and small organizations, as well as the classroom. Mike has received numerous teaching awards, including the 2023 Fox Honors Program Faculty of the Year Award.

In this episode of Talent Management Truths, you’ll discover:

•  An example of a multi-faceted career path that drove broad learning and interdisciplinary skills
• A sneak peek into Mike's upcoming class at Temple University, focusing on HR, technology, and AI, featuring industry experts and aiming to ignite a passion for graduate studies
• Examples of how business schools are incorporating technology and analytics into HR education

Links

• Mike Guglielmo on Linkedin: https://www.linkedin.com/in/mike-guglielmo-1659984/

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Transcript

[00:00:00] 

Speaker: Are you intrigued by the intersection of education, HR, and ai? If so, you're in luck. In today's episode, my guest shares insights into how these things are connecting in [00:01:00] new ways. My guest is Mike gmo. Mike is the assistant Director for executive programs at Temple University's Fox School of Business.

He's also associate professor of instruction in the department of management. Mike's an award-winning business executive, HR leader, and global educator who's excelled as a strategic leader, people motivator, thoughtful disruptor, and problem solver. Mike has received numerous teaching awards, including last year's 2023, Fox Honors Program Faculty of the Year Award.

In this episode of Talent Management Truths, you'll discover an example of a multifaceted career path that drove broad learning and interdisciplinary skills. A sneak peek into Mike's upcoming class at Temple University, focusing on HR technology and AI featuring industry experts and aiming to ignite a passion for graduate studies.

Finally, he shares examples of how business schools are incorporating technology and [00:02:00] analytics into HR education. I hope you enjoy this, discussion as much as I did.

Speaker 2: Hello and welcome back to Talent Management Truths. I'm your host, Lisa Mitchell, and today I'm joined by Mike gmo. Mike is the assistant professor of the Fox School of Business at Temple. Great to have you, Mike. I.

Mike Guglielmo_GMT20240402-171648_Recording_separate2: Happy to be here, Lisa. Thank you.

Speaker 2: I'm really excited for our conversation. You and I could talk for hours, so we'll just, we'll have to really be a cognizant of time because wow.

So many shared passion areas. So let's kick off by hearing a bit about your background and, and your career. 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: Sure. Thanks. So, interestingly enough, graduated with a degree in in marketing management emphasis on the marketing and what did I do? First job outta college. I wound up becoming an accountant and worked in an accounting function at a, at a Fortune 100 company, [00:03:00] actually at one of their field offices.

And it was, it was. Felt very, very awkward to me for a long time. I really didn't understand why I didn't like it as much as I thought I should. and did it I enjoyed at least the, the novelty of each accounting function. I did payables, receivables, fixed assets, budgeting, forecasting, all kinds of things.

But it never, it was never the thing that really got me up in the morning. So, while I was working that job I decided that I would go back for my MBA came to temple. Started as a finance major and took an HR elective with a, a wonderful professor who is a friend to this day. And he convinced me that HR needed more folks that understood value and ROI in the re in the HR function.

So I moved on. Changed my major at his encouragement with his encouragement to HR and [00:04:00] graduated with my degree in hr. My master's degree in HR from Temple, and he serendipitously became department chair and asked if I wanted to start teaching as an adjunct. So I did. and here I am, 35 plus years later.

I'm still teaching lots of career twists and turns. Since then, I've been in chemicals. Manufacturing, publishing waste disposal finance, healthcare, and enjoyed the variety of those industries. And I've, I've spent an awful lot of time, not only in account accounting and finance, but also in hr.

But the bridge for me was that one day when I was in that accounting role, I. In my first role the company actually now is Honeywell. You know, everybody 

Speaker 6: Oh yeah, for sure. 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: the first PC was introduced to field offices at abr at our [00:05:00] location. And the average. Experience level of the rest of the staff that I was working with in that function was about 40 years.

And I think I'm, I think I'm being conservative when I say 40 years. Anyway, they didn't want anything to do with the pc, Hey, college kid, figure this out. And I found a passion in using a pc. Back then you had a. Put the date and time in every time you turned it on. And they didn't have a color monitor.

Everything was dos, it was quite an experience. But I got to learn some really cool stuff with some early versions of spreadsheets like Lotus 1, 2 3 instead of Excel. And. 

Speaker 6: Yes. 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: Word, star instead of word and dBase two instead of access. So anyway, it, it was, it was so much fun. And I, when I gradu, when I graduated with my MBA looking for roles in hr, there really weren't a whole lot [00:06:00] that interested me.

And, you know, I ran into that same roadblock that I'm sure a lot of our Litner listeners have run into, or will, Hey, you don't have any experience in hr, so why would we hire you? They obviously haven't listened to anything that Adam Grant has ever written about, about motivation, top skill in some areas.

But anyway I wound up getting into, a role in it and worked my second part of my career in it for quite some time, actually became a regional chief information officer and then sort of transitioned into HR systems, which is how I got my first break into hr. I've jumped back and forth quite a bit.

Between HR and accounting and it did a couple of roles that blended all them together. I was at Vanguard for quite a bit of time and did a chief of staff role for one of the managing directors of one of our big divisions and had accounting and finance and HR and IT responsibilities in that role.

So it's a lot of fun. [00:07:00] 

Speaker 2: Yeah.

Well, it's so, it's so interesting. So you're taking me back because I remember when peace. We were on green screen terminals. My first corporate job after I left teaching, and, and then they introduced the PCs, but not everybody got one. There were, there were like four per floor and you had to kind of go and reserve it.

And I taught myself spreadsheets. I taught myself word and everything, but we used Lotus 1, 2, 3 for our email client. We used it to design like our online knowledge base. I mean, it was, it was a thing. So Lotus, I'm like, oh, Lotus Notes. Yes. So, so something you had shared with me when we first met was that.

I think it must have been in that HR elective course that you took, that you were introduced to disc assessments and, and you know, what was the impact of that? 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: Well, I, I was introduced to disc, but also Myers-Briggs, and I know, you know, that's you know, treated with some skepticism some days. But if, if you're in HR and in [00:08:00] leadership, you know, the concept of ocean and they all have the same concepts about personality and it's not the entire person. But I can tell you this, for those of you that still, you know, enjoy discussion about Myers-Briggs.

I'm an ENTJ and disc, I kind of go back and forth between a d and an I or an eagle and and a parrot. If you use the bird analogies in any event. doing accounting was not my thing and and I didn't understand why I didn't really want to get to work. I did, I was conscientious, so I had a little bit of C in me as well, but I did not want to, it did not get me up in the morning and.

Playing with the first PC writing macros doing, you know, I, I, I, I, this is funny. I, I was so excited because I, I took apart the single PC on the floor, which we all shared the email client, right? Which was interesting in today's world, right? But I [00:09:00] took apart the PC, installed a 10 megabyte hard drive.

I'm so proud of myself. And while I was in there, 

Speaker 5: 10 megabytes. 

Speaker 4: Ooh. 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: I put in a little, a little like, I don't know, it was an add-on to one of the boards and it, and it had a battery on it, and it kept the date and time so you didn't have to add it every time you turn on the machine. It was such a wonderfully 

Speaker 4: Oh my God. 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: experience that I did that and nobody else knew how to do it.

So it was pre, it was a pretty awesome time for, for exploration. And certainly the PC opened up lots of worlds for me, both in my studies, both in my job and then obviously in, in the, in the teaching realm. I was doing, I was putting assignments for that same, elected professor who became department chair and hired me, he asked me to rework a lot of his assignments into something that we could add a Lotus 1, 2, 3 element.

So it was, it was just so much fun. And something I would encourage people to [00:10:00] explore. If AI is your thing right now that's brand new and it's a world you can explore, go for it. Because there's all this untapped excitement and, and knowledge and. An efficiency that you'll probably figure out by using it.

Speaker 2: Well, and you and I gonna dig into the whole AI thing too. 'cause I think there's some really neat things that, that we can share and, and learn from each other on top of it. I wanna go back, so it sounds like, so with DISC and MBTI, you were sort of like, oh, okay, yeah, this sort of makes sense why accounting isn't all that, even though I.

Studied it and, and you know, I think it brings up that idea of career zigzags, right? From like, some people go accounting to hr. What, what happened? Like, what were you thinking? Right? And there's a gift in that when I think of me starting teaching and, and, and I mean, I, I teach adults. I do more teen coaching than teaching or even facilitation anymore.

But there's still an element of that to what I do. But that, that context of being with kids. And anyways, it was, it felt so restrictive. It, [00:11:00] I didn't feel supported. I, I felt isolated that like, there were so many things that didn't work for me personally. And I know tons of teachers, I come from a long line to them, but, you know, there's a gift in, in these things, right?

Even if they weren't for us. Well, how do you see that? 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: I, I tell my students all the time that I am, a pretty good example in my mind anyway, of someone who didn't understand how valuable those experiences were for me at the time I was in them. Didn't really have. I, I've had lots of great mentors. I mean, terrific mentors. So I, I don't wanna make it sound like I didn't have any along the way, but at the time, nobody ever said, you, you know, Mike, learn as much as you can from this world because you may not land in it, but you're gonna take an awful lot from it, which is part of the reason that I teach income statements in my HR class because I want them to understand what profit loss [00:12:00] looks like.

To an executive that they're going to probably be supporting as an HR business partner and pitching new ideas to improve efficiency or to create new revenue, share, whatever the case is, the value creation that, that part of my learning allows me to communicate to them. Now, I had no idea when I was going through it at the time, so I, I was, because my personality is such that I, I, I'm a strong intuitive, i, I'm always looking for the next possibility. Okay. So that's my blessing and a curse and, and I'm always thinking about what else can I do with this? I'm, getting ready to do some work at a class I'll be teaching in Paris in another two months. And we're looking at new ways to introduce AI into the class because we've never done that before with the student group.

and it excites me because I want new, fun, exciting learning for these students. [00:13:00] That's what I wish I would've understood then. So I tell my students now, if you're doing something that you really don't like, grab onto it. Do it as long as you can until you physically can't stand it any longer, and then find your next path because you'll get something out of it.

Speaker 2: You will, and this is what's so important. So for listeners, if you're earlier in your career, even later, like I, and you're sort of thinking, oh, I've invested so much time, I gotta stick it.

out. I, I talk to people like that all the time that, no, I can't change now. Others starting out going, oh, I feel like I've invested all this.

Schooling or time or energy into thinking this is my path and it's not working out that way. I recommend you figure out a way to let that go and, and, and follow what's really calling you. So our son, I can't remember if I shared this with you. So he is turning 18 shortly. Oh my god. An adult and he just picked his university on last weekend.

He is gonna be going where I went, which is very exciting. and he wants to do history. So we had gone to [00:14:00] their open house we'd been a year earlier, but he wanted to talk to some of the professors. And it was interesting 'cause this prophet was really cool actually. I really enjoyed him and he was, he sort of volunteered that he goes, you know, recent years there's been more of a push away from the arts and the humanities and those.

You know, human-centric kind of courses more towards stem, rightfully. 'cause we needed, you know, we needed more talent there and so on. And he goes, but it's, it's a shame, you know, 'cause like, like think about what we're doing in history. He goes, we're not memorizing dates and we're not gonna be quizzing you on, which King killed how many queens?

It's, it's more about. Why did that happen? What was happening? What was the context and what is that, why is that important? Right.

So it's that critical thinking that I think will help Patrick, you know, if he decides year three, he's like, oh, now I, I have something more specific that I wanna study or do.

Great. But it's, I'd rather he starts broad and just experiments and picks from the buffet of learning. You know, recognizing that whatever it is, even if it doesn't seem relevant, [00:15:00] you know, to a particular career, it will be, we have to trust that. 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: absolutely. And. If it's not the path that you choose, that let's say you, you do go into stem what you learned there and, and the, the.

Evidence-based research, the decision making skills, using the data that you collect and analyze. That's all. They're all tools that you'll use and skills you'll use later on somewhere. I mean, it's not like it's gonna be something that you've learned that you, you're gonna have no use for at some point in time.

Likewise. You know, I, I have an awful lot of actuarial science, finance, and accounting majors that take my leadership class. It's an honors class, terrific students, very smart, very passionate, very motivated. And I'm teaching them leadership skills and leadership traits and characteristics and I, I.

Draw on this analogy quite a bit. And, and it, it's, it's, it's been used and [00:16:00] overused, so it almost sounds trite now, but you know, you, you know, the fable of, you know, the, the best computer programmer that was promoted into the leadership role and and you know, they failed miserably 'cause they didn't really know how to lead.

Or the best doctor that gets into administrative role that's leading others and can't lead just because you're doing those things, I, I still encourage them. If you, if you know that your path is one that where you most interested in being an individual contributor and or a specialist, a subject matter expert, it.

If you wanna dabble in the leadership side, but you find out it's not right for you, that's okay. You'll at least understand what other people are looking at when they're in leadership roles or you're reporting to someone who's a leader. Likewise, I. I've always encouraged leaders to go back and learn a technical skill, but that's not your path.

I, I think one of the challenges, Lisa, and if you'll indulge me here, this [00:17:00] is, this is what gets people, gets me frustrated about why people are, are sometimes so I. Disengaged because they think that their, their career or their job is, is a life sentence, and it's not. You can, yeah, like I used to, I used to encourage people when I ran recruiting.

And, and recruiting's. Not for everyone. Some it is. I had 20 year recruiters that loved it. Couldn't, couldn't get enough of it. Same thing with employee relations. It's for some, it's not for others, but the learning involved in it and what you gain from that, it's invaluable. So go do it. Do it for a year, do it for 18 months, do it for 24 months, and then get out.

You're never gonna, you're always gonna be a better person, a better professional in your field knowing that particular skill? 

Speaker 2: Because you've brought it. Your perspective. I mean, I remember when my, I

went on mat leave, so like eight 19 years ago, 18 years ago, and, and, at the time, I, I had a great job. I [00:18:00] was really focused more on the talent side, learning development. I was a senior consultant and, and my, my boss halfway through the mat leave, 'cause we got a year here in Canada, yay.

Says, you know, can we have lunch? Well, you're not getting paid, you're getting ei. But anyways can you have lunch with me? And I wanna talk to you about something. And she had offered me the HR business partner role, which was sort of, anyways, we were reorging and I remember at the time going. Do I do I wanna do that because there's employee relations, there's the legal connection and all that kind of stuff.

Anyways, I ended up doing five years in it and it's, and I'm so proud and glad that I did it because it makes me a much stronger. Leader in my area of discipline, which tends to be more in the OD talent side, right? Because I get the overall HR package, right? And, and that's what, you know, most of my clients, they own all of hr, not just talent.

So, I, I'm really grateful for that experience. It doesn't mean I wanna go back to it. I don't, I don't, that's not actually where my value is, [00:19:00] is best, you know, shows up best. 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: Understood. And, and I couldn't agree with you more. and, you know, just to kind of put a nail on this, I would encourage people to rotate, cross train, get as much exposure as you can anywhere you can within the organization. It's never gonna be a bad thing. You always have an exit. And, and I think when people, what, what I found in coaching people and mentoring people is that once they have that mindset that, all right, I'm not gonna do this forever.

They're okay. And, and I don't know why we don't tell them that going in, 

Speaker 2: Oh, I wish I knew when I left teaching after two years, it took me, I, I think I've mentioned this on a show before actually, 'cause it was affected me so profoundly. I think I grieved it for at least four years. Like grieved it, where, where I felt like I gave, I, I gave up, I quit something. And that actually wasn't the case, you know? but.

but I told myself, and I also remember going. Who's gonna want me a French teacher of all things. And it turned out to be the best training ground for like, [00:20:00] 'cause I hit the ground running when I sort of fell into corporate. It's, really interesting. So, okay. So let's, so we've been talking about this idea of career zigzags and, and the gifts that come with, with being open to all different things with the students.

You see all kinds of students coming through for the EMBA program. And then you were talking about this leadership program, honors Honor. Is that 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: it's a leadership class. And honors. So it's you know, you certain GPA and above are part of this, and I, I, I don't know what all the other criteria are. I should, but I don't. But they're, they, they do get more work than a traditional undergraduate student to be in this honors program.

So it's a distinction that, you know, they'll, they'll proudly display on their, on their resume.

Speaker 2: So what do you see with these students, you know, particularly in the HR side of things? Like what, what are kind of some trends you notice right now? Maybe some shifts since you started in the early nineties? 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: Well, back in the, the early nineties [00:21:00] I, I would say that

a significant portion of what I was teaching was, technology tools to aid HR and you know, how to use technology. I mean, we, we didn't have applicant tracking systems. You still had resumes coming in, in droves. They 

Speaker 6: Oh God. 

Speaker 2: So true. 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: Oh, oh, I know. salary analysis. What was that? I mean, you, you, if you were lucky enough to pay a firm to be part of that study and then get it a year later when it was obsolete, like it, there, there, the, the, the instantaneous nature of the data that you needed to make business decisions around people was really in its infancy.

So. Getting these tools when they were first coming out was a, a real treat in a lot of HR areas. So that's part of where I sort of glommed on in my career. I, I went into the technology aspect of HR and then wound up getting into [00:22:00] recruiting and employee relations and, and, and the other areas and, and now still involved pretty heavily with people analytics.

So, that was a big focus. Nineties. I still have students that write to me today, no lie, that they thank me for teaching them how to use a pivot table from nine, from the 1990s, no lie, because they still have folks that. That don't know how to use it in their organizations and aggregate data.

Now, I, I'm, I'm guessing some places don't need it 'cause they have dashboards that do it for you. But given my work in people analytics and metrics, I, I'd say that's probably the minority of folks that, that have those tools. So I think the focus on technology back then versus today and people were not very technologically Adept at it back then they are now. I mean, I, I, I stay away from social media. I'm on LinkedIn. That's about it. My kids are on everything else, so if I need to know something, I ask them. But I [00:23:00] think I. The fact that they're so technologically advanced and, and the HR students that I have now that are just getting ready to graduate and go out into their HR roles are, are actually a lot more fassal in AI and it's impact on HR than I would've imagined.

They're, they're, they, their demonstration of. Using it. And I don't mean for writing papers. I mean, I, I teach an experiential class for the capstone class here at Temple in our HR program, but they're very, very good at using technology to help them make business decisions. So I'm very happy about that.

Speaker 2: Yes, it's. Great. 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: but they still haven't in my mind. Understood the connection back to adding value to an organization. So I'm trying to teach them that that it still has to make financial sense to an organization. It can't just be another nice idea that we want to try and hope [00:24:00] that it, it improves efficiency or effectiveness or morale or engagement or productivity, whatever the case is, you gotta be able to prove it.

Maybe do a pilot so. Getting those skills is really paramount in my mind because the technology piece is, is not an issue for them at, at at, for the students I see now. Does that make sense?

Speaker 2: Oh, it does. Well, this is, this is a huge part of the, the work I do, you know, and, and you know, I do some professional mentoring and some for people in roles, right? And, and sort of or consultant on speed dial behind the scenes, this kind of thing, right? And, and, and it is like, how, how do I. You know, make the case, get the buy-in from the beginning and sh and continuously iterate proving that value back.

Like sh like, so it's getting everybody clear on outcomes. Anyways, we, that's a whole other show because that is a skill that I think, yes, you can speak to it and talk about it in, in, you know, university, in school. You have to kinda live it and under and see and observe the impact and, and [00:25:00] get the. You know, the operations leaders or the sale, you know, in your face saying, yeah, okay, I I, I have two hours for this.

I need you to fix these people and turn them around in two hours and I have this much budget. Right. And, and realizing and, and working with the realities and constraints, 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: I, I'm going to be teaching a brand new course online. It's just been created called eight. I should know the name. Hang on a minute. Level Up. Level Up. It's called it's part, it's part of, I didn't know if it was Level Up HR or HR Level Up, but it's meant to get people excited about going back for their master's in hr, which we have a master's in MS and hr.

Here at Temple, and I've been teaching that for a number of years, and this class is meant to get people interested in furthering their education, getting a, a master's degree in it. And one of the projects we're doing, and this is the relevance to what you were just talking about, it is going to be we have a, a, a sponsor.

[00:26:00] organization that is gonna sponsor all of our student teams and allow them to make a pitch an imaginary pitch about their product, the real product, as if they're gonna pitch it to the heads of hr heads of finance, heads of operations, and, and take the product and, and basically try to sell it.

Speaker 5: Yeah. 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: To, because for any of you that are listening, who've been in any area actually of a, of a staff position, not in operations, you have an awful lot of constituents that have a say in whether or not you're gonna get approval for that project. If it's an HR project, finance is probably gonna weigh in and maybe it, if it's an IT project, finance will weigh in and maybe the operators.

So. Understanding that dynamic and being able to pitch it appropriately and understanding the value creation that you're at least gonna estimate [00:27:00] is a big deal for folks. So just one more experiential learning that we're gonna try to give people as they delve back into the HR space.

Speaker 2: I love it. And that experiential learning is where it's at. Absolutely. So, and you just made me think of something. So let's talk about, just, we're coming close to the end of our time already, and 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: Oh, no.

Speaker 2: I wanna talk about the AI piece. But what you just made me think about is, you know, I've been playing with.

Using prompts in chat GBT and, and playing with other sort of AI custom bots that do different things. Really having fun with it. But this idea of using role telling chat GBT, what role you want it to write in or to research in. So, you know, that could be, Hey write me a. strong pitch acting as a marketing professional.

A pitch that's aimed at, so you name like who you want chat, GBT to be and aimed at the senior leaders of finance and operations and human resources for a [00:28:00] company that has approximately 500 employees in four different states or provinces or what, like you can get really specific and say, so like.

Give me what the benefits are potentially of this project or product or whatever that would appeal to these audience members anyways. It's crazy what can come out of that, just even if it's just a getting the juices flowing, you know, for your own thinking. 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: I, I could not agree more. for any of your listeners who have done anything in AI recently or read anything about it, you'll, you'll know that there's a term called hallucinations where AI comes up with these things that are, are hallucinations. The, it's, it's, it's, it's the system and the algorithms view of what it ought to be.

So you have to really be careful when you get those pitches to review them. Critically with a critical eye and make sure that it says what you want it to say. [00:29:00] But that said, I am blown away by how comprehensive I think the pitches have been. The communications have been I'm not telling my students to ignore it or to stay away from it.

I'm telling them to embrace it because for my capstone HR class, for my undergrad students that would basically have a month to go of class They're doing their final project and I've asked them to look at these human capital issues that they've been working on all semester. And then I've asked each team to look at it from a different strategic viewpoint.

One is gonna look at where the company is looking to grow. Another one's gonna look at it. The company's looking to be more efficient, and the other one is gonna. Take a look with a, a strategy or strategic eye toward high touch high touch customer viewpoint. 

Speaker 6: Okay. 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: And what just open [00:30:00] AI is, is giving back to them already from the early work that I've reviewed it's amazing what they're able to, to, it's an, it's able to encompass and come back to the students with these recommendations that it would take them 

Speaker 2: Oh, 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: to research all 

Speaker 2: I, I 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: If they even got had access to it.

Speaker 2: This is it, you know, like it's just, it's for, for, for me and some of the, you know, now as an independent business owner, but then for some of the leaders that I work with, it's this idea that it.

can Sort of lets your fingers do the walking in terms of some of the research and finding great sources, like well reviewed sources, that, that, that, from that, you're gonna draw your own conclusions and do what you will.

But, so it's, it's this kind of thing, like it's just a tool. It's like the calculator. But on a baker scale, you, you know, when we were talking about I, I was talking about that pitch, you know, say writing as a marketing consultant, da da gimme a pitch that appeals to those audiences. So part of what's going on for me there is, I'm like.

Like this would be helpful for a lot of my clients. 'cause for years [00:31:00] after I did my a adult education diploma, you know, it was really lengthy in depth and I came out, it was around evaluation strategy. We did five days just on that. And I have still to this day, like a page printout of business drivers or levers.

Like these are the things that we can affect through talent and HR initiatives, right? That are mostly bottom line driven or. Core to retention and, and engagement, right? So for your biggest asset being your human resources. So, you know, that list of levers is great, but not everybody has it. And, and I, and I and I, right?

And, but, and that's what we've got to teach people is how to speak the language of their internal stakeholders and clients. And I think this is where this can be a great tool. 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: You know, you know, Lisa I, again, I'll go back to Myers-Briggs when we were using it at one of the companies I was at and I'm just gonna give a little footnote that my Myers-Briggs results was delivered by Abraham Maslow's mentee, 

Speaker 5: [00:32:00] Wild. Oh my 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: was. So for those of you in hr, you'll, you'll appreciate that even if you're not in hr.

Told me lots of things about myself that actually was very helpful and helped me not derail in my career. But in any event, we used to put our Myers-Briggs type on our name badges, and on our outside of our cubes or offices, and we would put a, a, you know, our, our letters. And as I've thought about AI and even just the communications that go.

Or, or circulate within an organization when you have that type of information, it, it doesn't have to be Myers-Briggs, it could be disc, it could be, you know, other assessment information. Imagine knowing how your associate or a team of associates like to receive their communication because you know what type they are, at least personality wise.

All right, I, I'll caveat it there. And you ask AI to [00:33:00] help you write your memo. To talk to them so that you're not writing too much for someone who doesn't want a lot of information. You are giving all the details. For those of you that do like a lot of details, I mean, it's pretty amazing we're scratching the surface of the use of these things.

I, I think if we all got in a room, those that love and have been in the HR functions for a long time and really did, you know, some design thinking sessions. We've come up with a lot of really cool ways to use ai. 'cause I, I know I'm not, I, I don't have enough time to think about it right now, but once retired, I will.

So, we'll, we'll see what that looks like.

Speaker 2: Well, I agree. I, the design thinking, I think is a terrific approach, right. To, to, to get at, you know, just some of the ways to start leveraging it really. And you just mentioned your retirement, so that's, that's wild. So this coming up in June. Congratulations. 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: It, it is, it is, it's a little fluid, but it's all good. And well, I, [00:34:00] I'm, I'm honored you know, to be, be asked to stick around. So I, I'll probably stay around as an adjunct as. 'cause I don't think I can get the teacher out of me after 35 years, but that's okay. It's because I'm choosing, I'm choosing that.

And this new class I'm teaching in the fall, it's online. you know, it's something I want to do and help, help. 

Speaker 2: new possibilities for you, right? Yeah. So it's not really official, official, It's just sort of like a just you're, you're evolving, 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: I I am, I'm evolving. Yes. 

Speaker 2: You are. Well, I'm gonna, you know what? We might just have to have you come back on the show you know, after you've been playing with that online course.

I think it might be really neat to talk more about AI and other, you know, go a little deeper into some of these other areas. 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: Well, I'm, I'm lucky enough to be associated with so many wonderful people like yourself, and I have, a-C-H-R-O who is gonna be joining that class to talk to them, who actually is a graduate of the master's program here. So that's really cool. And then we've got a [00:35:00] incredible influencer from LinkedIn who is quite the expert in, data and metrics and people analytics. So she's gonna be joining us for one of the classes. And then I've got an individual who is a lawyer who used to work for the Department of Labor and the EOC and now works for a private law firm. So lots of really cool and diverse viewpoints on what. What's coming up in HR that you should be thinking about and then blending in technology and AI and introduce people into this way of thinking and learning.

And hopefully it gets them excited about graduate studies. So 

Speaker 2: Yes. Oh, it sounds fantastic. So listeners, I'll, you know, have Mike's info in the show notes and, and you know, maybe that's something to check out. So it sounds, sounds like it's gonna be an awesome experience for 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: No, no GMATs required, so there you 

Speaker 2: There you go.

That's good. Yeah, that's a bonus right there. Well, 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: Sure is.

Speaker 2: thank you. Thank you.

Thank you so much for coming on the show. It's been an [00:36:00] absolute pleasure to have you. 

Mike Guglielmo_GMT20240402-171648_Recording_separate2: Same here. It's, it was a lot of fun. Thank you so much for inviting me, and I'd love to come back at some point in time. We want to talk about the class or more about AI and hr. Happy to do 

Speaker 2: I would love that. We will do that. We're gonna plan it for sure.

Mike Guglielmo_GMT20240402-171648_Recording_separate2: Awesome.

Speaker 2: Thank you.

Mike Guglielmo_GMT20240402-171648_Recording_separate2: Thank you.