Latest / Behind the Founders / She Left Corporate HR to Help Companies Thrive
Transcript
- Carmen: Hi everyone, my name is Carmen Durvald and I will be hosting today's episode of Behind the Founders and I will be interviewing Kim Selig today. Hi, Kim, welcome. How are you? kcelic@transformativepeoplesol: Hi Carmen. I'm doing well. Thank you. Happy to be here and talking to you today. Yeah. Carmen: Happy to have you here as well. Happy to have you here as well, Kim. could you give us a brief introduction who you are and what you're currently working on? kcelic@transformativepeoplesol: Yeah, okay, sure. So ⁓ I currently ⁓ I guess the founder and CEO of a company called Transformative People Solutions. is a company that helps other companies scale and grow or go through any kind of transformation or merger. I started this company about two years ago. ⁓ And ultimately, what I really focus on is leadership, people, culture, processes. I think with growth or any kind of change comes complexity, and have been a part of that ⁓ for many years. So, ⁓ some my background and why I started this is prior to that I was a chief people officer for many, many years and kind of in that space. and throughout years, ⁓ you know, really understood and thought was Really important is that there's a real strategy around people. ⁓ and I would work for companies and they didn't have any, right? It's a lot of times companies start, and when it comes to people, it's an afterthought, right? And they kind of build a culture without realizing they're building it, and they don't they're not intentional about what they're doing. And and so for me, it's really important to ask the companies that I now work with, right? Kind of who do you want to be when you grow up, essentially? And where do you want to go? You're growing or you're going through some sort of transformation, but what does that look like? Carmen: Yeah. kcelic@transformativepeoplesol: Look like. ⁓ And to make sure that they're asking themselves those really hard questions that oftentimes companies don't, right? They get really good at doing something and they just keep moving and spinning. And so that's usually what I'm brought in is like, okay, let's just reset, let's ensure we know who we are or who we want to be. And then what I help do is sort of reverse and engineer a real strategy around people, culture, process, leadership, in order to achieve those goals. And obviously, I look for two things. and this is one Carmen: No. kcelic@transformativepeoplesol: Where I get excited about what I do in my company. Yes, I love helping companies grow and doing that the right way, but ultimately, my real, and I don't know if you're familiar with the term icky guy, right? My purpose, my icky guy, is really about helping companies understand that employees need to feel fulfilled. And so making sure that you're creating the right structure and process and culture that allows for fulfillment and allows your employees. Carmen: Mm-hmm. Mm. kcelic@transformativepeoplesol: To feel like there's really purpose-driven in what they're doing and it aligns to what the company goals are. So I hope that wasn't too long-winded, or you're kind of just asking me that. But that's sort of why I started the company and what I'm doing now. And so now, right, I started this company because I had worked in only one company for a really long time, and I said to myself, Carmen: Mm-hmm. kcelic@transformativepeoplesol: I want to be able to kind of take this way and the approach that I have and I've seen the success at my old company and bring this to more than just one company. I think a lot of people need this, and it's it's something that a lot of people don't spend the time and money on when they should. So I'm often like the white flag goes up of now we need help, right? And that's fine. ⁓ and for me, what I like to do is look for all the opportunities, the great things that they're doing, but ultimately make sure there's real structure. And strategy around not just your people but your operating systems. And so I like to use the word organizational architect. And that's, you know, kind of what I do. I didn't make it up, trust me. It's it's it's been around, but that's ultimately what I'm doing. I'm creating the architecture for this organization. But you know, I think when I think of architecture, it's too structured, right? And so I really look at companies as almost living organisms, right? And so you you have to create structure, but Carmen: Mm. Beautiful. kcelic@transformativepeoplesol: Have to be malleable, right? You need a framework that can move and flow depending upon you know outside things and variables that oftentimes you can't predict. And so, you know, I try to be really mindful of creating those when I work with companies to ensure, right, there are always different ways that you know these processes and structures can move and can flow in order to what I look for is to gain resilience, and that's what I think is really important is creating really resilient companies. So So ⁓ yeah, yeah, that's that that's really why I started ⁓ you know transformative people solutions ⁓ ⁓ it's what keeps me going again and again is you know ultimately if you break all of that down into very simplistic terms, ⁓ just helping companies create ⁓ really great place for people to work ⁓ feel fulfilled in what they do, ⁓ also to drive performance, right? And to do that the right way. So ultimately. Carmen: Mm-hmm. Worse. Mm-hmm. kcelic@transformativepeoplesol: those that's a very simplistic way of of breaking down what what I enjoy doing, what my passion is, and what transformative people solutions does for companies. Carmen: Yeah. First of all, Kim, thank you so much for really just highlighting your story of what really inspired you in terms of your passion working with people, transforming it into a very healthy and intentional workplace as well. as someone who also comes from An HR recruitment background. I was also taking a look at your LinkedIn. I see that you have extensive experience within the field of HR. A lot of the things that you do mention, I completely resonate as well. I feel like oftentimes as we are building and growing companies, we sometimes often lose sight of things and we tend to have this tendency to go into autopilot mode, which of course means that you know we're not taking care of the culture in terms of engagement. Are the people happy? Are the people feel Feeling good as well. So I feel like it is quite interesting a lot of the points that you mentioned too. for me right now, I do have a lot of questions, a lot of follow-up questions based on that. But the first thing I want to ask is so taking a look at your LinkedIn profile. You started Transformative People Solutions shortly over two years ago. I'd Love to know ⁓ what kind of companies, what kind of industries or businesses have you been supporting? Are they mainly or are they also larger scale organizations? Could you tell the audience a little bit more about that? ⁓ kcelic@transformativepeoplesol: Yeah, sure. I mean so ultimately it's any company that that I work with ⁓ can be at a startup mode, but it's about growth and transformation. So they're kind of going through some area where they're recognizing I need structure, I need more strategy around my people. Carmen: Yeah. kcelic@transformativepeoplesol: ⁓ you know, we've created a great culture, but we want to scale it. How do we keep that culture? You know, so I have been brought in for different reasons. And so I work with a lot of different clients all different stages, but really at the time where they're identifying, you know, and oftentimes it's ch it's they could have probably called me about a year earlier, you know, and ⁓ but that's okay. ⁓ You people don't know what they don't know, right? Until you understand it a little bit better and then they have it firsthand experience and they get it. yeah, it's it's really been exciting because it's all different stages, but ultimately it's growth, it's transformation. So, ⁓ know, I really specialize on that and innovation innovative solutions. So, you know, if you're just looking for like a cleanup, right, or somebody to help kind of keep things running the same way, ⁓ is not, you know, interesting to me, nor do I think that's what you where ⁓ time should be used. ⁓ you know, kind of as my own philosophy, right, is I think that people Carmen: We kcelic@transformativepeoplesol: change and grow as quickly as technology. And so, you know, my big ⁓ Carmen: Absolutely, yeah. kcelic@transformativepeoplesol: I guess you could say hiccup with a lot of know human resource or people functions in many companies ⁓ that a lot of times they try to do this like plug and play, right? ⁓ well that always worked and let's try to do this and just keep it consistent. And for me, I'm like you need to be disruptive and innovative and you need to ⁓ right? People are changing and what they're looking for is changing in work itself. ⁓ so you need to put that into consideration when you're creating, you know, your system. And your processes. oftentimes people aren't because it's number one harder. ⁓ requires ⁓ thought, more strategy, more alignment throughout all of the, you know, kind of operational components of an organization. ⁓ and so, you know, for me, it's like I would like to kind of disrupt that completely too, and you know, make sure that number one, the people teams have a seat at every table, right? And and I'm tired of hearing that they don't. I'm also tired. Carmen: Worse. kcelic@transformativepeoplesol: Of hearing that know the HR teams or the people teams report to like a cost center, like a CFO. and so I'll say this directly: if that's happening in your company now, ⁓ a dinosaur. That's not what you should be doing. people are are very important. And so that role should be right there on the right-hand side of the CEO. and so you know, that's oftentimes, you know, when I'm brought in and some of the companies I work with, it's it's really kind of disrupting a lot of also just how. how the people team is viewed in general and you know the function itself and then you know the value that it truly adds to a company if done right it is driving it's a driving force in most of your most companies. yeah that's sort of a passion of mine too is is a little bit of disruption there and ⁓ making sure that you know these processes and overall structure and strategies ⁓ innovative ⁓ ⁓ you know they're they're disrupting enough ⁓ Carmen: Mm. kcelic@transformativepeoplesol: Right, where they're aligning with what are the needs of the people that work for them and also what are the needs of the business. Carmen: Yeah. ⁓ So you mentioned a lot about you know, disruptive culture. And also, know, a lot of companies right now, they ⁓ are looking grow. They are looking to expand operations and also bring more people on board. From your experience working with all these different companies that are focusing a lot on growth, sometimes there's also ⁓ I would say risk that they overlook the culture and the well-being of the people. From your experience, what would you say are some warning signs that a company has outgrown the way it's operating internally? kcelic@transformativepeoplesol: Yeah. Well that's a great I love that question. but I'm gonna answer it a little differently because when I brought in And and and people are scratching their head of I don't know why it's working or we can't retain people. And you know, I that's what's exciting for me because I think so many companies get hiring wrong. And and I don't mean that they don't mean well, but they get it wrong because they don't actually know who they're hiring for, right? They're not hiring for the right culture and they are not being would say relentless about it, and they should. ⁓ you know, there's a couple of methods that I have used throughout the years because to me it really is about ⁓ Carmen: We have Yeah. Yeah. kcelic@transformativepeoplesol: Building the right teams and hiring the right people. You can't grow a company, you can't do that right if you don't know how to do that properly. But doing it for your company. And I think that is what I I see all the time, right? I see what I I'm just gonna use catfishing, right? It's like you have, you know, I work with like CEOs and like, we're cool, we have a ping pong table. But right. Carmen: Yeah. ⁓ yeah, hear that one too. kcelic@transformativepeoplesol: But but then they come in and they like don't give PTO, right? So, you know, they're like, you know, nickel and diming over, you know, two extra days of PTO for their employees, but they're cool and they, you know, have that. So it's like, let's be real. And so I work with companies, CEOs, founders, and it's like, let's be honest of who we really are, right? Because you you don't want to tell somebody you're cool, and then they come in and then actually, nope, those are things that you don't think are important, and you know, PTO. Carmen: Yes. That is kcelic@transformativepeoplesol: I'm just using that as an example because that's often brought up, right? ⁓ Carmen: Course. Yeah, absolutely. kcelic@transformativepeoplesol: But it's but to me it's a catfishing. And so ultimately it's really being, I think, just honest and truthful of who you are as an organization. And so, like when I come in and so what's hindering growth, right? Oftentimes is that they're hiring the wrong people. Or in many cases, they hired people that they've outgrown, right? And you all like I mean, you know it with AI, with everything. If you are not a learner, if you are not learning, you are you're gonna be left behind. And so that that comes down. Also, with culture with people with companies, is okay, who were we? But what do we want to be, right? Okay, we want to be this company. What capital or what people do we need to do that properly? and be really open and honest about it, right? Think about this the same way you would sort of like your dating app, right? And I'm I'm using these analyses because, right? It's the same thing. It's like, right, you want to be upfront as possible. You basically want people to not work for you, right? You want to eliminate a lot. Carmen: ⁓ yeah. Yeah. It is. kcelic@transformativepeoplesol: Large portion of people that are just going to waste your time because they're not going to fit into the culture that you are and that you need to build a company that you know to get to your goals. And so I think a lot of companies do that wrong because number one, like anybody on a nap, right, they want to be liked, they want everybody to like them, they want validation, right? There's all of these things that come with it, but what you're really doing is just wasting time. wasting time and you know, you're not being deliberate in what you're looking for. and you're communicating. Carmen: Yeah. Yeah. kcelic@transformativepeoplesol: Something that's different. And so, you know, when you have a large portion of your employees that are unhappy or don't feel valued, it's because you hired the wrong people. Or two, you pretended to be a company that you're not, right? It's it's yeah, and it comes down to that. ⁓ and I know I'm oversimplifying it, but it it really is that. And so, you know, you can sit there and ask a million questions, and you know, it's like, okay, is this really helping you find the right people? ⁓ it could, but if you don't know what kind Carmen: Yeah. Happens a lot. Yeah. Mm-hmm. kcelic@transformativepeoplesol: of company you are and what kind of systems and behaviors and values this company really is made up of. And what you actually need to accomplish the goals that you're setting into place, well, then you're you're all wasting your time, right? You're gonna keep having that cycle and that turnover, or having the people that don't wanna be there. yeah, I I think that was a long-winded way. I I hope that answers some of it. But yes, to go back to your original question, there's a lot of different things that come up, right? That say, ooh, okay, yeah, ⁓ culture was this and now it's no longer this, right? There's there's you know ⁓ Carmen: Work on it. Yeah. Yeah, absolutely. Yeah. Mm-hmm. kcelic@transformativepeoplesol: million different things that happen. ⁓ ⁓ you know, you don't want to, you want to keep what's really great and you want to keep the things that align to where the company sees itself going, right? Where the what are the things that they've learned and part of their culture that's great that's helped them get to where they are. ⁓ then what part of that culture do we need to help you get to where you're gonna go, right? ⁓ Carmen: Hmm. You know, I just wanna reiterate what you mentioned about this whole process of catfishing, right? this is that ⁓ is ⁓ interesting like you said, There are so many parallels when it comes to hiring. It is like dating because it is a two-way street. The company needs to see: okay, are these people a great fit? Can they help grow my culture? Can they support my team and execute all of these different goals and projects and milestones? And then the people who are applying for jobs, the candidates who are applying for jobs, they also need to see: will I fit into this culture? Will this be the right environment to ensure that I'll be thriving as well? So honestly, it actually goes both ways when you think about. ⁓ Candidates going to interview. I think there's always this misconception where the candidates have to convince the company or the employer that they're a good fit. But it would also go the same way that the employer would also have to convince them that, hey, you know, we have this to offer to you to support you in terms of your growth, to ensure that you're here for the long term. And oftentimes, like you said, it happens a lot that ⁓ it's published on the company website, whether it's published in the job description, In that aspect, there's also parts where there's a bit of catfishing going on. Like you brought this ⁓ good example about hey, we have a cool ping-pong table, we have a free coffee machine, or we're like a family, you know, all of these different buzzwords. And oftentimes, like you said, you want to ⁓ as a company, you want to like impress the people, the candidates to join. But what ends up happening is that in the long term, the the the operations is going to suffer because like you said, it's the wrong people. ⁓ it's all about being truthful. So this is something that I just wanna say that I completely resonate with and it is happening more and more often as well. kcelic@transformativepeoplesol: Yeah, well it's funny, so I I can actually segue into this a little bit, but so I am actually writing a book specifically about this. It's yeah. It's called The Fourth Relationship. And so essentially, right, it's it's thinking about work as your fourth most important relationship. ⁓ and so it really it takes Carmen: ⁓ amazing. Yeah. kcelic@transformativepeoplesol: It's called The Fourth Relationship. Carmen: Okay. Mm. kcelic@transformativepeoplesol: The voice of both the individual and then also the company, right? So it's sort of like here's ways that things can be overcomplicated. here's a way to really view it. but ultimately what it comes down to, right, for both the individual and the company, like any relationship somebody has, is about self-awareness, right? And so ⁓ how can you understand and know yourself, ⁓ right? and where you are in your life and what you're looking for in this relationship, right? What do you need from this today? And ultimately what it comes down to, is about self-awareness, how much can you understand and know yourself, ⁓ where you are in your life and what you're looking for in this relationship, Carmen: Yeah. kcelic@transformativepeoplesol: that's both for the individual and for the company, right? And so, you know, that's it's almost like what stage are you in? And understanding that and being really, I think, just to me honest and authentic about it. And that is the best way for I believe, right? And and this is, you know, don't know where the book will go, but for me, it's a passion of mine because ⁓ think that if people really viewed it that way, and especially in you know the amount of times ⁓ how many interviews I've probably given in my life. Carmen: Of course. Yeah. Yeah. kcelic@transformativepeoplesol: ⁓ and I think about it because I wanted to give people sort of this cheat sheet of like you should be interviewing me and this company as much as I'm interviewing you, right? And this is it's it's our this is our first date, you know, in some cases, our second date, right? So drill in. Like, don't do you want to just be light? Do you want to waste your time, right? This is an important relationship, you know. This is something that you need to pay attention to. ⁓ so yeah, that's ⁓ that was just a segment. Carmen: Yes. Yes, exactly. Yes. Mm-hmm. Mm. kcelic@transformativepeoplesol: way and and I I agree though it it really it comes down to I think people do not view work is and what it means to them the way that they probably should. And so I'm I'm trying to help them ⁓ that a little bit easier, hopefully. We'll see ⁓ Carmen: Of course, of course. Yeah, very interesting. ⁓ tell me a little bit more about your book. ⁓ what inspired you to start? When did you start writing it? kcelic@transformativepeoplesol: Yeah, it's funny. I, ⁓ know, my old team that to report to me sometimes I, you know, would get on sort of not a not a soapbox per se, but you know, there are just certain things, right, where you think about the employee experience. And and I'm, you know, a big proponent of like pay attention to the overall employee experience in any company. ⁓ That's you're building your strategy. You should align that ⁓ to, know, the customer or the client experience. Cause if you do that right, like you will see the benefits. And you're gonna see production and all your goals being met. But ⁓ know, I would always break things down into relationships because everything I think in life is a relationship, right? And so, ⁓ know, oftentimes we would hire a lot of people right out of college and ⁓ know, they would move on, and and I would always say, This is great, this is this is a great thing. You're not gonna you're you know, the likelihood of you marrying your first love is very rare, right? And it's the same thing in work, right? ⁓ is this was something that you came for certain times. Carmen: Yeah. kcelic@transformativepeoplesol: time, you learned what you needed to, right? And then you're moving on. And I think know, what I would say it started that way because I would always coach quite a bit some leaders that were really upset when people were leaving or moving on. ⁓ And I'm like, we need to be honest of who we are as a company. We we don't have those layers. We don't have those opportunities. So do you want somebody to stay here just because they, you know, still love us or care about us, but they're not growing or learning and we can't provide that for them? No, you want them to move on, right? There's like for me, especially as a leader, the happiest thing was for somebody to find another role where they can excel and be challenged if we couldn't offer that. And you know, oftentimes you can't, right? And every company has its limitations. And so Carmen: Yeah. So kcelic@transformativepeoplesol: You know, you have to be realistic about that and you have to think, okay, what's best for everybody here? You know, because ultimately, yes, you can keep somebody here longer if you give them a little more money or maybe change their title, but if they're not really growing and they're not evolving in the way they need to, they're gonna feel that, right? And that's gonna come back to you someday and maybe a form of resentment or you know, just dissatisfaction overall. So, you know, I think to me that's how it this book started is like, you know, me kind of having these conversations. Carmen: Yeah, can have it. kcelic@transformativepeoplesol: And then people saying, ⁓ yeah, you should maybe write something about that. And so it just sort of kept going. And yeah, so that's that's where I am with it. And yeah, it's it's been fun. It's it's been definitely a a fun journey. And it's funny because, you know, when it comes to work and relationships, the amount of stories that I have is, you know, quite a bit. And so, you know, it's kind of interesting to try to put as many of them into that as sort of learning lessons. And yeah. So Carmen: Meat. Okay. Worse. Absolutely. Yeah, I feel like There's so much power when it comes to personal stories because this is something that people are able to resonate and connect to as well. So that they're able to understand, okay, this is someone else's story. This is someone else's experience. And these stories would help other people to succeed and grow, whether they're building their own business and everything like that. so about your book, ⁓ is it already out? Where can we have access yet? It's already it's process. Okay. Okay. kcelic@transformativepeoplesol: No, not yet. Not yet. No, it's not no, not not there. But yeah, it's hard for me not to mention it. But yeah, no, it's not fully done and yeah. So at some point, right, there will be like excerpts will be coming out. But yeah, I'm I'm hoping to be fully finished by I guess summer, July or August. So yeah. Yeah. All depending on how much time I can give to it. But yeah, that's where I am. Yeah. Carmen: Right. Amazing. Okay. So that's in a few months time. Of course, of course. Exciting, exciting. Well well, definitely as soon as the book is out, we're definitely gonna include further information so that our listeners out there would be surely able to check it out, access it, and read what you have to say and your the insights that you've gathered in over the extensive period of years that you've worked in the field of working with people and so on. Yeah. kcelic@transformativepeoplesol: Yeah, thanks. Totally. Carmen: Absolutely. Kim, so I would love to learn a little bit more about your your story within HR. So, you know, as mentioned, we touched a little bit about it as well. ⁓ you've had ⁓ quite ⁓ a ⁓ extensive history within HR. I see that on LinkedIn you were working in all different elements of HR, including as an executive in branding, generalist, director. were at Juice Generation, Jay Walter Thompson Worldwide, then you were Chief People Officer at the Strategic Financial Solutions. what inspired you to start ⁓ and your own business? ⁓ kcelic@transformativepeoplesol: Yeah, I mean I I think I mentioned it earlier, but I'll I'll say it again. I I've always been an entrepreneur. It's just like in my blood and I've always I started my own thing very young and it's something that I thrive on. So I I like sort of, you know, not I wanna I don't want to say chaos, but you know, complexity and I like taking things that can feel very complex to other people and simplifying it. And and ⁓ I like to build, right? So I think that's just ultimately the end of it, right? As an entrepreneur, you like to build things and I really love to build. when you know, decided to do this, ⁓ you know, there were certain things Carmen: Response. kcelic@transformativepeoplesol: Things going on in my old business. And I said to myself, you know, I'm at a place in my life where I've learned so much because I have, you know, obviously worked in many different capacities. And I'm like, you know, I've kind of come up with my own philosophy on people and the people function itself. ⁓ just see the benefits of it, right? And I believe so strongly that, you know, this is this is a time to really help change and disrupt and transform companies in the right way. ⁓ think it's Also, like what really drove me to do this because I want to be able to add as much value to multiple companies, but it's the amount of people that I talk to in my personal life, my professional life that like just don't like what they're doing or or where they work. And it's sort of like okay, like how do I help that? Right? Where where can we make this better? And you know, I think that at my old company we did a really great job of that, but it's how can I help do that with other companies? Let's make it a really great place where people actually feel, and I'm gonna use the Carmen: Even sure. kcelic@transformativepeoplesol: word fulfilled it's something that I use a lot because I think in the world of people or HR, you know, they they used to use the word satisfied, employee sat I just makes me want to vomit. And then they move to employee, you know, engagement, which I Carmen: And yeah. kcelic@transformativepeoplesol: So I always say it, right, if you think about it as a relationship, right? If you're in a relationship with a person and you're like, do you want to know if they're engaged? Like that feels so ⁓ just to me almost medicinal. I was like, and I'm like, I wanna I wanna know somebody's fulfilled, right? Like let's get deeper here. Carmen: Mm-hmm. Yeah. I get what you mean. Yeah. Yeah. It hits different. Yeah. kcelic@transformativepeoplesol: Yeah, let's let's stay off the surface. Like I want to go deeper. And so that's how I feel, right? I believe in employee fulfillment. And I think part of that is really having people feel like they can be their full, honest, authentic selves at work, right? That's number one. Number two, that they are learning more about themselves and what they're doing. And then number three, what is their own purpose and how is that aligning to what they're doing at their company, right? Does it align with that? And that to me is if you pay attention to those things, like you will come to Carmen: Thank you. kcelic@transformativepeoplesol: what I just like to call employee fulfillment. And ⁓ I will just r I will definitely challenge anybody who still uses the word employee satisfaction or employee engagement, especially in the people space. Carmen: Yeah, yeah, absolutely. And if you think about it like again, the whole comparison with dating or finding the right person or finding the right partner, you don't want to just be, ⁓ I feel satisfied. With my partner, it sounds very more like you're settling as well because you want to go more, you want something more. You want something that really enables you to grow, that will make you wake up every day in the morning and feel really excited. Hey, you know what? I have this purpose that I want to fulfill. ⁓ despite all the challenges, despite the busy schedules, you want to find something that really keeps your cup full as well. Yeah. kcelic@transformativepeoplesol: Yeah, definitely. Carmen: Definitely. So, Kim, let's talk a little bit about your ⁓ the setup, your team setup, how's that looking? How many people are in the team ⁓ and has driven the most growth within your team? kcelic@transformativepeoplesol: Yeah, so I mean, right now is I'm I'm sort of a a a solo operator with ⁓ the exception of contractors. And so, you know, kind of working with other individuals that I used to work with in different capacities and so bringing them in for different reasons. And so a big focus for me is trying to bring as many of them back full time, right? And so kind of what makes sense and what doesn't make sense. I spent a really long time working with some of the most talented individuals out there and probably put a little stamp of my own. Carmen: Okay. Mm. kcelic@transformativepeoplesol: own sort of philosophy on people to on of them. And so for those that are still willing to work with me, ⁓ I goal is to bring everybody back as much as I can together for really interesting different projects and challenges. ⁓ But ⁓ with the idea and the mindset of we are trying to accomplish ⁓ a great place to work ⁓ and employees are fulfilled ⁓ and business is growing and scaling and it feels seamless. Carmen: Yeah. Yeah. Yeah. kcelic@transformativepeoplesol: So ⁓ Carmen: Yeah So you mentioned that currently you are hiring different contractors. What kind of functions or roles are they fulfilling within the scope of your work? kcelic@transformativepeoplesol: Yeah. I mean it it all depends upon the client to be honest with you. And so, you know, recruiting is always something that I can always happen to, especially those that really know how to interview and know how to recruit and what they're recruiting for, ⁓ makes a big difference. And, you know, I know a lot of companies are using AI right now and so that's maybe a whole other podcast we can talk about. ⁓ yeah, that's that's it's an interesting time, let's just put it that way. ⁓ I think there's certain things to save time with, but Carmen: Yeah. Of course. Yeah. Let's go. kcelic@transformativepeoplesol: a a human capacity. I I don't think that human beings are going away or being going to be eliminated from the recruiting process if you really want success in your company. ⁓ So yeah. that's one. And then a lot of I would say leadership development, learning development, right? And then sometimes just in general, like the overall employee experience. So ⁓ understanding, you some companies do not have anybody that understands that function. So I work with some other people to kind of put that in there and what does that look like? And Carmen: Shop. Mm-hmm. kcelic@transformativepeoplesol: you know, from a, you know, I would just say like a human resource business partner perspective. you know, kind of ⁓ that in sort of the like where's where strategy and operations mesh ⁓ you know where execution happens. So yeah, I think for right now, those are probably the three bigger areas that I will tap into ⁓ subcontractors and yeah, people that ⁓ I've with, yeah. Carmen: Mm. Yeah. Of course. Obviously ⁓ you mentioned that this can be another topic for another podcast, but I would still be curious to hear a little bit your thoughts about ⁓ AI, right? It is quite I would say like a hot topic nowadays, you know, people have different opinions about the role that AI plays, whether it, you know, in the business or also in terms of there's also this fear that AI will replace some jobs. ⁓ what are your thoughts about AI? kcelic@transformativepeoplesol: I mean, listen, I love AI and I use it different AI for different reasons ⁓ I think it's I think it's wonderful and I I think it's only gonna help and enhance the workplace. but know I like anything else, right? I will come into a company and oftentimes, you know, people are all over the place and I always say, what are we looking to solve? ⁓ And that's always a question I ask when it comes to AI. What are you looking to solve? Right? ⁓ Are trying to save time or ⁓ you know what What what are you looking to solve? Because be really on like understand what that is first before you decide, okay, then how do you in in fact leverage AI and what does that look like? Because you want to know what you want to solve first and then you also want to know how to measure that. Right? Because a lot of times right now, what I I see is everybody is trying to integrate and put it in and they're forcing and they're saying this is a you know priority. But Carmen: Mm. Absolutely yes. Yeah. kcelic@transformativepeoplesol: Who's measuring the return of it? And you know, is it really the results that you're looking for? ⁓ because also, what are you looking to solve? ⁓ What you need to solve with this? ⁓ And I think that's where I think AI is wonderful and it can be used for so many things. And I think that it will continue to help ⁓ really work ⁓ in great way. And I think that ⁓ the that people embrace it and realize that this is a great tool, ⁓ right? is not replacing it. Carmen: Okay. Yes. Yeah. kcelic@transformativepeoplesol: A tool, and so right, here's something that we're using, and it's a new tool, and we can leverage it in X, Y, and Z ways, and then to be consistent in how you're using it, right? Because that's going to be an issue too long term in companies. Is how are we all using this? Are we all using it the same way? Right? Is that what we need to be doing? Let's make sure that you know there's alignment there because you know, like anything, you want to make sure there's alignment because it's cultural, right? This is like systematic and this is about process driven. So just the alignment needs to be. Carmen: Yes. Yeah, yeah. kcelic@transformativepeoplesol: To be there. But I mean, ⁓ think that there is a lot of companies that are trying to leverage it and push it really hard, and they're not stepping back and realizing what are we trying to solve? ⁓ let's make sure we measure this so that we know this is this was actually the right move. So I think there will be some backlash. Companies are going to see that because they're going to move really fast to try to disrupt and do all these things, and they're not thinking it through. ⁓ a little bit more impulsive, but ⁓ I ultimately think it's going to change. Carmen: Right. Very much. kcelic@transformativepeoplesol: work in a really great way. So I think the sooner people embrace it and integrate it into kind of what they do and help de find efficiency or whatever it is they're trying to solve. And I keep saying that, I'm sorry if I'm being redundant, I I think the better off they'll be. But ⁓ but do believe that there ⁓ is human element that cannot be replaced. And so, you know Carmen: Yeah. Yeah, hundred percent agree on that. kcelic@transformativepeoplesol: It's just right. And so the people that or the fear, right? ⁓ my job, it it's just you have to remember we all have a lot of skills, right? you know, you ⁓ of them you need to keep learning and leveraging. And this is an opportunity to kind of use different skills. And, know, it's I think Carmen: ⁓ yeah. kcelic@transformativepeoplesol: are concerned because there are different parts of their career, if you you know, will. I don't like that word career. I don't know. I wish there was a better word for it. ⁓ but yeah, and I think that that's what's scary is just they have to change and they realize I need to learn something new and I have to, you know, kind of leverage a different skill that I haven't maybe leveraged before. But ⁓ yeah. ⁓ Carmen: Mm-hmm. Yeah. Yeah, absolutely. I believe that sometimes when it comes to AI, yeah, people have this fear because ⁓ also change. It'll mean having to go beyond your comfort zone to upskill on skills that you normally don't really ⁓ utilize or use. And I would say that it is definitely like an opportunity to try something new, but I think as humans, right, we have we tend to feel find more comfort when it comes to familiarity because ⁓ Going out into the unknown, it is really scary as well, so That's where the fear comes in. And of course, some people would feel there's a whole group of people that would feel very uncomfortable to try something new, leverage AI because of the fear holding back as well. But at the end of the day, I believe that when used right, AI can be a useful tool to ⁓ better workflow and make things more ⁓ efficient automate processes while still ensuring there's a balance of the human element. Like you said, that can never be replaced. There is something very unique about that as well too. a follow-up question about alignment within your team. How do you what kind of tools or approaches ⁓ do you especially when it comes to introduction of new tools, AI, to ensure that the people you work with are all aligned, that everything is that they understood terms of practices that are done in the same standardized way. kcelic@transformativepeoplesol: Well, do you mean my team or the companies that I work with? ⁓ 'cause yeah, I mean that's yeah. I mean ultimately because we work with other companies, right? Carmen: Within your team. Yeah. Within your team. Mm-hmm. Yeah. kcelic@transformativepeoplesol: I I guess I hope I'm understanding this correctly. I mean, ultimately for me it's it's communication. So clear communication. And so then systems and frameworks. So, ⁓ you I believe in ⁓ the that I work with, I have, you know, the EOS method, right, for scaling and then scaling up. And so, ⁓ you kind of a combination. And so a lot of it comes down to just like, you know, meeting cadence and rhythms, communication, priorities, how you break your priorities down, your raw. Like your strategic plan, right? And so, you know, when it comes to, I guess for me, integrating what we're doing and how we're using AI, if we're gonna use that as an example, right? ultimately in knowing who's the priority, who owns it, how are we all working together towards it, what does that look like, how are we measuring it, right? And then how are we being consistent with it and tracking it? So ⁓ know that's kind of vague in general, but yeah, it's it's hard to give really specific ones. ⁓ Carmen: Mm-hmm. Right. Of course. Yeah, I mean, I think at the end of the day, like you mentioned, it's all about alignment, communication, making sure everybody is having the full clarity and understanding how things should be done in terms of the processes, in terms of the usage of tools as well. Great, I do have one final question. So Especially for the listeners out there looking to start own thing, ⁓ their own business, ⁓ go also have this entrepreneur mindset. If you could share ⁓ ⁓ or advice ⁓ people who are considering to start their own business, what would it be? kcelic@transformativepeoplesol: Hmm. That's interesting. ⁓ I mean, I think you have to be slightly delusional, and I say that in a good way, right? It's almost like you just you have to like in in your mind, right? Like know that you have value to add and that's it, right? And so kind of go out there and and and that's a part of it. ⁓ but I'm gonna go back and Carmen: Interesting. Love that. kcelic@transformativepeoplesol: To what you said before around comfort and growth, right? Because I think neurologically, you know, in neuroscience, we're designed, right, to seek comfort, right? We're we're designed to stay alive ultimately, you know. So the growth part is harder. yeah, I think for me, I I challenge anybody that is at a place in their life where they're like, ⁓ I? ⁓ mean, it's ⁓ know, you read all of these books, and I think Daniel Pink just had I don't know if his his book Regret, right? And ⁓ could probably quote a lot of different people, but Carmen: This. I think Yeah. Okay. kcelic@transformativepeoplesol: His book regret. It's like people aren't you don't regret the things that you try. And just so that's what I said, right? It's kind of like if you don't try it and you wanted to, that's what you're gonna regret. And so, you know, failure is is only steps to success, you know, and that's it's all learning. It's like anything in life. And so, you know, I always support anybody who's trying to start something or take a path that's you know not as followed as everybody else. It's it's it's kind of what makes the world go right. Carmen: Yeah. Yeah. kcelic@transformativepeoplesol: around and what makes things interesting. So and I love seeing what people do and where their ideas come from. And I'm sure you do too, which is why you have this podcast, right? It's fascinating to me. And, you know, did I think two years ago I would be, you know, in doing this? Probably not. Right. And so, you know, that is life. And so I I tell everybody take a risk. But I'm also probably slightly delusional. Right. Carmen: Yeah. Yeah. Yeah. that. Love that. I think An encouragement because I feel like as humans we do love to conform a lot. So if we are having different sets of ideas or doing things in a different way, then we're being called out for being delusional or weird. But that's actually where the uniqueness comes from. That's where ideas, innovation, businesses also come to life as well. So ⁓ that, love that. And also ⁓ you mentioned about you know what, failures, it's really just an invitation for new opportunity. It's not the end of the world, it's an invitation for to explore. Explore further as well. And I think, yeah, you definitely summed it up really well. ⁓ hopefully, for the listeners out there, they would feel inspired ⁓ motivated and encouraged to ⁓ that leap of faith and just do it without overthinking as well. Kim, thank you so much again for coming here to share. Yeah, absolutely, absolutely for sure. ⁓ this is Behind the Founders with Kim Salick. kcelic@transformativepeoplesol: Yeah. Thanks for having me. Carmen: Be sure to stay tuned for the next episode.