“Yeah, that's great. I love that. So Melanie, how does the MasterClass's mission of unlocking human potential influence your approach to internal HR practices? Can you share maybe a couple examples of how you've aligned H...”
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“Great. It's actually so fitting, Tanner, that I get to be here on your premier podcast on built by people, because that's really a lot of what my career has been about, which is unlocking human potential. The first 15 ye...”
“just call out something about the Institute for Integrative Nutrition.”
“an actual program where an employee can get a mentor, they have the tools and resources that they can actually use to get to their end goal has been, has been great and it's been well received.”
“Mark, in your experience, what role does meritocracy and excellence play in creating a high-performing company culture?”
“And at IIN, we train the best”
“Yeah, it's part of what I call a 5 Ds approach to corporate learning. The first D is diagnose, second is design, third is develop, fourth is deploy or deliver, and then the fifth D is debrief. Following that methodology...”
“Yeah. When you think about training for leadership, I mean, there's so many, I think I saw a figure at one point that maybe $160 billion are spent by US corporations on just leadership training in So there's a lot of it...”
“I love it. Yeah, no, this is great. Thanks so much for that intro. Tell me about your unique experience of being both a chief people officer and running the B2B business at MasterClass, and how has that dual role shaped...”
“at school. So I'd say that was quite the career-defining moment, having spent as long in the profession. And none of us did see that coming from a million miles, for sure. And the second I would say a moment for me that...”
“Yeah, so this is something that's really important to me. I think Creating a high-performance culture, one in which people are equipped with the tools, the resources, and the training they need to deliver high performanc...”
“of another sophisticated type of acquisition. They stay ahead of the curve because they hire the best and the brightest, whereas others do not. That does not happen if you don't have a more sophisticated, superior HR dep...”