his highlight video is from the May 15th Milwaukee Talent Development Conference 2025, session Myth Spotting and Myth Busting.
🧠 Rethinking What We Think We Know
How many of our “proven” HR practices are built on shaky assumptions?
That’s the question Janice Simmons and Amy Leschke-Kahle asked in their powerful keynote, Myth Spotting and Myth Busting. With sharp insights and real-world examples, they invited senior HR leaders to stop following recycled wisdom—and start designing talent practices rooted in what actually works.
Here’s what they challenged us to rethink:
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SMART goals don’t spark motivation. They offer structure, but lack emotional resonance. Today’s workforce needs goals that connect to purpose—think “bumper sticker” goals that stick.
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Cascading goals create disconnect. Strategic alignment matters, but when goals tumble top-down like Niagara Falls, frontline teams disengage.
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Measuring isn’t the same as improving. Metrics track outcomes—they don’t cause them. Human connection and timely feedback drive change.
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Managers matter, but they’re not the whole story. Engagement also lives in peer relationships, culture, and clarity of purpose.
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Annual reviews are out. Frequent, two-way conversations rooted in support—not judgment—build trust and performance.
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Beware data that sells. Many stats floating around HR are untraceable or vendor-driven. Validate everything. Context matters.
“We’re solving problems we assume are real—because everyone else is solving them too.” -- Amy Leschke Kahle
✅ 3 Practical Actions for Senior HR Talent Leaders
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Validate before you invest. Trace statistics and best practices back to their original research. If you can’t verify it, don’t build on it.
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Design for people, not process. Rethink goal-setting and performance management to prioritize emotional connection, relevance, and real-time dialogue over structure and scorekeeping.
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Broaden your engagement strategy. Stop over-indexing on managers. Focus equally on peer connection, purpose, and a culture of support across the organization.
The best HR leaders don’t chase trends—they challenge assumptions. Curiosity isn’t optional. It’s how we stay relevant, strategic, and effective. Because when we stop questioning, we start wasting.
