Manage HR Magazine: Specials Magazine
As the chief revenue officer of a sales organization, if you had to choose between a highly talented sales force with mediocre frontline sales leaders or highly skilled frontline sales leaders with a mediocre sales force, which would you choose? David Pearson, the CEO of Level Five, a leading sales coaching company, often asks his clients this question. “It’s a no-brainer that choosing the team with outstanding leaders is the right choice and will have the fastest impact on performance,” says Pearson. “We believe the frontline sales leader is the linchpin to an organization’s success, and businesses must first prioritize developing their leaders to become masterful coaches who can then develop their sales teams.”
DEI Consultant
Leaders everywhere share a common goal: building teams that thrive. Yet creating truly inclusive and equitable environments goes beyond logistics—it requires transforming how people communicate, lead, and connect. Teams don’t need another checklist; they need the wisdom and skills to address challenges with integrity through the lens of diversity, equity, and inclusion (DEI). This is where SPARK Equity In Action excels—a transformative force in the world of DEI. Guided by five core values—Inclusion, Integrity, Innovation, Introspection, and Intentionality—SPARK doesn’t just talk about change; it embodies it. These principles shape every interaction, from strategic planning to challenging coaching conversations, fostering trust and authenticity that set it apart in the crowded DEI landscape. Through tailored programs, practical tools, leadership coaching, and meaningful dialogue, SPARK empowers leaders to build workplaces where everyone feels valued and empowered. “Our mission is to spark and sustain transformative DEI conversations and strategies that fuel equity and inclusion at every level—creating ripples of change, one authentic connection at a time,” says Rachel Rosen, CEO and founder of SPARK Equity In Action.
Recruitment
Leadership and Emotions
Kylie Livingston, Vice President of Talent and Organizational Development, Rally House
Coaching Services
Architecting Growth Through Transformative Learning Experiences for Teams
Gina Elliott, Senior Director of Learning and Development at Altitude Trampoline Park
Sales Training
Defining Diversity, Equity, and Inclusion in the Luxury Space
Mary Bellai, Global Senior Vice President & Chief Human Resources Officer, & Stephanie Oueda-Cruz, Vice President, Diversity, Equity, Inclusion & Belonging, Tiffany & Co
Leadership Development
Artificial Intelligence Optimizing Human Resources
David Gonzalez, VP, Head of Human Resources, Natera
Succession Planning
Diversity Equity and Inclusion Leaders are the Catalysts for Change
Emily Gambacorta, Diversity, Equity, Inclusion and Engagement, Central Hudson
IN MY OPINION
Diversity and Inclusion
Mind Your Middle: Managers are Key to a Successful DEI Journey
Michelle Thompson-Dolberry, Chief Diversity, Equity and Inclusion Officer, MFS Investment Management
LAST WORD
Sales Training
Staff Augmentation: A Flexible Workforce Solution for Modern Businesses
Manan Sapkota, HR Manager- Safran Seats USA
IN FOCUS
Unlocking a New Era of Sales Success
Success in sales today calls for a dynamic mix of interpersonal finesse, strategic thinking and resilience—qualities best nurtured through leadership focused growth.
Navigating the Path to Inclusive Excellence
Diversity, equity and inclusion (DEI) is no longer a moral imperative but a strategic advantage for businesses that capitalize on its untapped potential.
EDITORIAL
Shaping the Future of Talent Acquisition through Inclusivity
The HR and talent acquisition space is undergoing a seismic shift driven by technological advancements and a heightened focus on diversity and inclusion. Organizations that prioritize the integration of DEI principles with sales training in their HR strategies are better equipped to attract diverse talent and foster equitable workplaces.
The global human resource professional services market was valued at $6.39 billion in 2024 and is projected to grow at a CAGR of 13.4 percent from 2025 to 2030. The growth can be attributed to the heightened importance of ensuring fairness in decision-making during the hiring process and promoting a sense of belonging among employees to boost retention.
Companies are driving their efforts to create inclusive workplaces by implementing blind hiring practices, forming employee resource groups, and conducting regular audits of hiring and promotion processes. More than ethical obligations, these initiatives serve as catalysts for innovation as diverse teams consistently achieve better performance than their homogenous counterparts.
Emphasis is placed on creating equitable benefits packages and addressing workplace discrimination to advance DEI goals with the goal of removing unconscious bias. Teams are trained in cultural intelligence to navigate diverse environments with sensitivity and adaptability.
In this edition of Manage HR, we explore how companies actively align with effective practices to boost retention and motivation among their workforce.
We feature insights from industry experts like Gina Elliott, senior director of learning and development at Altitude Trampoline Park, who emphasizes delivering impactful instructional content through workshops that foster the professional growth of entire workforces.
We also feature David Gonzalez, VP and head of human resources at Natera, who believes in improving the quality of candidates by eliminating human biases and identifying skills that might be overlooked by traditional methods.
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