Transcript generated automatically by AI and may contain errors.
Chapter 1: What is the main topic discussed in this episode?
Talk about how a lot of HR is babysitting?
For me, I kind of feel like it's the opposite of what HR stands for. It stands for human resources. Correct. But I consider it to be resources for humans. Well, if you're protecting the company, you're going to do what's best for the humans that work there because the company is the humans who work there.
Tracy Jackson is a visionary HR executive, entrepreneur, and the founder of My HR Confident and HREZ. Through her work, she helps organizations build stronger cultures, develop exceptional leaders, and create people-first workplaces where both businesses and employees can thrive. You have to love people more than you love rules. Not everybody's going to fall into every single rule.
Chapter 2: How does Tracy Jackson redefine the role of HR?
And defiance is one thing and a mistake is another. And I think that mistakes should be opportunities to learn. And I think we have to give people more opportunities to say, I made a mistake.
My name's Rudy Moore, host of Living the Red Life podcast, and I'm here to change the way you see your life in your earpiece every single week. If you're ready to start living the red life, ditch the blue pill, take the red pill, join me in Wonderland and change your life.
episode of the living your legacy podcast the red life edition uh today joining me is a woman in power we just we're about to actually film our episode of moments from now her name is tracy jackson she is actually an uh the founder of hr confidant and hr easy Is that correct, ma'am?
That's correct. Except for it's called My HR Confidant.
I love it. My HR Confidant. Thank you for correcting me. Welcome to the show.
Thank you.
I'm so excited to have someone on HR. What an interesting topic.
Yes, it is. I totally agree. It's something that I've kind of fell into and I've loved it. So I've had a pretty long career in HR, 28 years.
Wow.
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Chapter 3: What leadership principles does Tracy emphasize for HR?
Correct. But I consider it to be resources for humans. And so, I mean, I have an approach that is a little bit more personable than that.
You know, I really want to make sure people feel like they're treated like a human being and that we really support them with their uniqueness and things of the sort and provide them resources to, you know, remove the distractions from life so that they can do a good job.
And so I don't know if I think of myself that way, but I do know that there is a perception that that is something that people think of with HR. It's just not my style.
I was just going to say that's beautifully phrased. A lot of folks think of HR and they're there to protect the company, not really the people that work for the company. Talk about some of the superstitions or some of the things that are incorrect when it comes to HR.
Well, if you're protecting the company, you're going to do what's best for the humans that work there because the company is the humans who work there.
That you would think that's how it is across all companies. Continue, please. Exactly.
And, you know, when you think about the operational expenses that go into your organization and the biggest risk that you have in your organization, it's all related to the people and the people that work there.
And so bringing in good people, making sure the culture is healthy and stays healthy, and that you're treating people with respect and dignity, whether they're coming or going, I think that's the way you treat people.
How does HR find you, or how do you find HR? How does one start a career?
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Chapter 4: How can mistakes be viewed as learning opportunities in HR?
This is a woman who went to the same church as I went to. And And so she said, I got your letter. And so she started asking me a few questions to see if I qualified for their internship at State Farm, which was one of the major employers in the town where I live. And I said, oh, OK. And so she went through all the qualifications and I met them. for their summer employment.
And she said, okay, well, she made all these arrangements for me down in San Diego, because most people had to do this in Northern California if they were really gonna actually work in that location, interview up there. But she did and arranged all these different things for me down in San Diego. And I just really felt like she changed my life.
And I really still feel like that to this day from something that maybe is just part of what she does every day that she did for me. And I just remember thinking how I felt and I wanted to be able to make other people feel like that. And so. I realized at that moment that I wanted to work in HR.
And so when I got there and did this internship, which was phenomenal internship, and she really actually helped me score like the premier internship of all the interns for the summer. I realized that's what I wanted to do is I wanted to make people feel like that.
It's beautiful how you mentioned church. Are you a leader that leads with faith? Talk about your connection to faith, the divine, and how you're actually walking a path that was set in front of you. Because you go to the home base of the Source Church.
I do. And, you know, growing up, the church was really part of the foundation of me growing up. And it's still a part of our everyday life. We're definitely a family of faith. And it's something that has led me. And, you know, I've taken leaps of faith at times, which may look strange to other people why I did something or why I didn't do something.
And it's only because I was truly led and given the grace and the comfort and the peace when I was... able to make those decisions. And so, yeah, that has really been like, my faith has really grounded me and it helps me to give others grace in the way that I want to receive it.
Amazing. Yeah, I can definitely feel it when you walk into my room, into my room, my podcast studio, into Red Life. My angels were saying hi to your angels.
I love it.
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Chapter 5: What is the importance of faith and resilience in leadership?
But I treat those uniquenesses in the same way that I want to be treated as a unique individual. Right on. Yeah.
I don't know.
Did I answer your question?
You definitely did. You answered a part of my question. Actually, it's going to push me to the next question. I don't get into a lot of trouble, but I get a lot of feedback from one of my mentors that happens to be the head of HR for More Capital, for Insight Success. Okay. A lot of great feedback from Jen. Hi, Jen. I like to lead with...
I wouldn't say fire, but there is a hint to my voice that there is intensity, that there is action. It's actionable, always movement. A lot of folks don't operate that way, and they'll hear that little tone in my voice, and they're like, well, is Ray upset? Is something going on? How does one manage their intensity?
You know, I think that's... Within a corporate world.
I'm not asking as you were a shrink. I'm asking as a professional, how do I stay professional?
You know, I just think that you just got to actually just recognize and acknowledge that there are some things about you that are a little unique. Ask for grace, but also cause yourself to remember that these are things that I have to prepare myself for. I even know as an HR professional, I have some biases.
And I think everybody has biases and being able to admit and understand your own biases will help you approach a situation much better. And so for you, you might have to come up with a strategy and go, you know, these are the times that I know that I'm really triggered and my passion maybe shows a little differently than I want it to show.
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Chapter 6: How does Tracy Jackson build trust and accountability in organizations?
What is your superstitions?
I'm grouchy in the morning.
You're grouchy? I am. I love it.
My husband is an angel. He knows when I wake up in the morning, I do this. That's about all you get from me. But we've gotten to the point where I have to at least say hey.
Good morning.
And then once I go and take my shower and everything, unfortunately, I can't drink coffee because I'm allergic to coffee. I know it's hard to believe. I'd hate to find out how you found out. Yes, it's horrible how he found out. Oh, gosh. Yeah, we've decided to try it one more time. Like, it's been 20 years. So, yeah, that was, he found out.
Okay, cool. Oh my God. That's definitely another podcast. The no caffeine podcast. So no caffeine, you're grumpy in the morning. So what gets you to go boop?
you know, it's showtime. I think it's just like anybody else who knows it's time, it's game time. But to me, it's kind of like playing my favorite game. You know, people will play Candy Crush or, you know, Call of Duty or whatever. But for me, it's like, okay, I get to go do this. And so I'm a little bit of a variety junkie.
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Chapter 7: What innovative solutions has Tracy created for small businesses?
And so I feel like, oh, what is my day going to bring me today? And what do I have to do to, you know, to stay on my toes for this day? So It's kind of like, you know, when I played sports and stuff, it's like you're doing the same thing over and over again, but what's going to happen in this game today? So I guess that's how I approach it.
I actually approach it the same way we approach our guests here at Inside Success. Every single day. We may have our SOPs in our studios and our podcasts and photo shoots, but every cast here is absolutely different. It's a different energy, different vibe, different tribe.
For folks that are watching and listening and they're on the verge of becoming resourceful individuals for humans, how does one know that they're good for the job?
You know, I think the first thing you have to do is love people. You have to love people more than you love rules. Right on. And because not everybody's going to fall into every single rule. And I think that there is times where you have to really figure out, is this a mistake or did they or was this defiance? Because there's a difference between the two.
And defiance is one thing and a mistake is another. And I think that mistakes should be opportunities to learn. And I think we have to give people more opportunities to say, I made a mistake. Unfortunately, I think there are times where we encourage people to lie and which should be contradictory to your values and your organization.
And so, you know, I remember there was a situation when we had an employee who was a very good employee for us. And the manager called and said, this employee did this again after we had this discussion. And so he said to me when I asked him, he said. The manager said to the employee, didn't we already talk about this before? And the employee said, yes.
And so the manager called me and said, so that means I have to fire him because he remembers this. And I said, well, I want you to rethink that because are you saying if he lied to you that he'd keep his job? And he said, OK, I didn't think about it that way. And I said, we can't encourage lying. The man acknowledged it.
So let's do something short of termination and tell him that we didn't terminate him because he told the truth. Had he lied, we would have. That's the approach we need to take. And we knew this. I already knew this. He'd go back and tell all his friends. I told him the truth. And that's the only reason I kept my job.
Because I think that's going to encourage people to do, even when they've done something wrong, to do the right thing, even in those moments. To not do another bad thing to cover up the bad thing.
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Chapter 8: How does Tracy view cultural differences in HR practices across regions?
Because I think when that happens, more bad things happen. And so, yeah. And the employee, he had been with us for like eight years, was a great employee straight and narrow from that point on. And so that's kind of like how I like to approach things. That's great. People over the rules and stuff.
It's like a level of respect because there was some thought put into it behind it. Like the decision was actually, there was some thought, people talked about it and the decision was made. Good for you for doing that. It wasn't impulsive. It wasn't just erratic. Right. How much of that does it take to have that? What's the word I'm looking for?
Not confidence, but I guess just having that ability to go to control yourself, to not, to stay within the confines of not being impulsive. Does being a good HR person, mean that you have to be less impulsive, less emotional, and more by the book?
You know, that's interesting because a lot of that is dictated by your leader in your leadership. You know, and I've worked in organizations where I realized I can't work here long because it's very much a place that doesn't respect that people are people and humans and things happen to humans.
And so we've got to just make sure that we allow for human things to happen, but not things that are like, you know, defiance. Again, the situation that I dealt with, that was a defiant situation, but we had had him for so long. If it was a newer employee, I would have just said, let's cut this person loose. But we had enough history and experience with this person to know the difference.
So I think you have to be a discerning person in order to be in a role like HR, is to have an amount of discernment. Yeah.
Right on. Very cool. What is your day-to-day business today? I know we mentioned a couple of hustles at the top of the podcast. What are you doing today? And talk about your brands. Yeah.
So when I left corporate America, one of the reasons that I left, well, first off, one of my favorite companies I've ever worked for, Sleep Train, we had sold the company, and I knew that I loved that company and the culture we were able to create. I ran that HR department for over a dozen years. And so...
being the top-down leadership and making sure that we can have the kind of culture we wanted. So thinking about that is I wanted to continue to have a brand of HR like that. And I tried working in a couple of other companies, but, you know, I felt like an imposter. Like I am now... being told to do something that I don't necessarily always feel like is in line with who I am.
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