►
From YouTube: What's Up AVL! – Episode 18
Description
October 26, 2022
Lauren Abe, Human Resources Manager for the City of Asheville, joins host Sam Parada as they discuss professional development, their time working for the City, and the flexibility the City offers to employees.
B
Good
afternoon
Nashville
and
welcome
to
what's
up
Asheville
wres
radio,
100.7
FM,
a
radio
show
discussing
projects
and
initiatives
at
the
city
of
Asheville
I'm,
your
host
Emperor
communication
and
public
engagement,
specialist
with
the
city
and
today,
I
have
a
very
special
guest.
She
is
has
been
one
of
my
friends
with
the
city
for
a
long
time
now,
before
I
got
into
my
new
position,
her
name
is
Lauren
Abe
and
she
works
with
the
HR
department.
C
Great,
thank
you
Sam.
It's
great
to
be
here
today.
I
feel
very
fortunate
to
be
in
my
role:
I
work
with
the
people,
culture
and
development
team
and
we're
focused
on
professional
development,
leadership,
development,
creating
a
great
place
for
employees
to
work
and
also
looking
at
data.
So
how
do
we
make
informed
decisions
based
on
the
information
that
we
have.
C
Great
question
every
day
looks
or
looks
different,
which
makes
it
interesting
I
love
when
I
get
to
connect
with
individuals
to
find
out
more
about
the
culture
at
the
city
of
Asheville.
And
how
do
we
focus
on
those
areas
of
strength
and
continue
to
build
on
them?
And
where
are
the
areas
that
we
want
to
grow
into
so
I
love
connecting
with
our
our
team
members
across
the
organization
also
planning
for
leadership,
development
and
professional
development
courses?
Taking
a
look
at
what?
C
Where,
where
do,
we
need
to
grow
and
what
kind
of
materials
and
resources
do
we
need
to
put
in
place
to
help
Propel
that
vision
and
then
also
working
with
the
data
team?
So
we're
really
trying
to
look
at
our
HR
data
and
have
that
information
ready
for
our
leaders
and
for
our
employees
so
that
we
can
use
that
for
good
decision
making.
All.
B
C
Well,
I
like
to
invite
myself
to
anyone
who
wants
to
connect
with
me,
because
I
really
want
to
get
to
know
the
culture,
because
I
feel
like
that's
so
important,
I
started
this
thing
called
culture
conversations
so
each
week,
I
try
to
meet
with
someone,
I've
never
met
with
either
virtually
or
in
person,
and
then
at
the
end
of
that
meeting.
I
have
them
tell
me
who
I
should
meet
with
next.
Oh.
C
C
B
C
So
when
a
new
leader
comes
to
the
organization,
how
do
we
help
jump
start
that
relationship
between
them
and
their
team
members
so
that
they
have
an
understanding
of
the
history
where
they
need
to
focus
their
energy
and
really
setting
them
up
for
Success
up
front?
So
that
was
one
cool
initiative
that
might
have
really
LED
and
that
I've
been
able
to
support
and
from
there
we're
really
trying
to
grow
several
different
classes
and
Pathways
for
leadership,
development
and
professional
development.
B
C
Do
and
it's
really
exciting
one
of
the
ways
that
I
partner
with
them
is
through
the
Asheville
Fire
Department.
They
have
a
diversity,
equity
and
inclusion
group,
and
we
get
to
look
at
that
looking
at
different
ways
that
we
can
support
equity
and
inclusion
in
the
department
and
one
of
the
cool
things
that
we're
working
on
right
now
is
looking
at
a
new
HR
System
that
will
really
support
us
in
understanding
our
data
and
how
we're
Equitable
and
where
we
have
opportunities
for
for
improvement.
C
So,
in
terms
of
succession
planning,
how
are
we
planning
that
out
to
ensure
that
it's
Equitable?
How
do
we
find
the
right
mentors
and
role
models
for
those
individuals
who
may
not
see
someone
in
their
in
their
line
of
work
that
they
could,
or
that
looks
like
them,
so
really
helping
to
use
data
to
make
informed
decisions
of
how
we
address
some
of
the
concerns
with
equity
and
inclusion.
B
So
you
were
talking
about
leadership,
roles
and
stuff
like
that,
but
is
there
something
similar
for
people
who
are
not
up
in
the
chain
of
command
like
someone
new
someone
who
maybe
doesn't
have
the
background?
But
you
know
they
they
want
to
find
a
passion
in
their
new
line
of
job
or
they're.
Even
thinking
of
applying
for
the
city
is
there
some
sort
of
project
or
plan
to
work
towards
giving
them
that
access
to
develop
professionally
absolutely.
C
So
we
are
looking
at
several
different
things.
One
thing
that's
further
down
the
road
is
that
mentorship
opportunity
to
have
a
formal
program
so
that
those
who
are
interested
in
different
paths
can
take
a
look
at
and
see
what
that
looks
like
and
getting
the
support
to
move
forward.
We
also
one
of
the
things
that
one
of
my
colleagues
mighta
also
created
is,
after
someone
doesn't
get
an
interview.
So
how
do
we
support
that
internal
candidate?
So
what
resources
can
we
provide
them
because
they
might
not
be
ready
for
a
position?
C
So
we
created
a
resource
for
leaders
and
it's
posted
on
our
intranet,
and
so
that
way,
when
someone
internal
applies
and
they're,
not
quite
ready
for
that
position,
that
leader
has
some
resources
on
how
do
I
help
this
person
grow?
What
kind
of
conversation
do
I
need
to
have
with
them
next
so
that
they
feel
supported
that
they're
really
going
to
have
a
career
with
the
city,
not
just
a
job
but
really
being
able
to
grow
and
and
Thrive
within
the
organization
I.
B
Love
that
I
use
that
work,
because
that's
that's
what
thriving
at
work
you
called
it
and
it's
just
a
way
to
make
it
better
for
our
employees,
and
you
know
anyone
coming
into
work
for
the
city
should
be
have
the
same
expectations
as
an
employee
to
experience
the
benefits
and
the
growth
potential
within
the
city.
Yes,.
B
I
think
that
I
can
be
a
good
example
about
that
because,
as
you
know,
I
came
into
the
city
as
a
temp
I.T
person,
I
was
working
with
a
help
desk.
Just
you
know,
making
sure
that
anyone
having
technical
issues
or
getting
their
needs
met
and,
however,
you
know
it
wasn't
the
job
for
me
in
the
sense
that
I
didn't
have
the
proper
training
to
move
up
and
over
time,
I
found
an
internal.
B
You
know
a
different
position
with
the
city
Communications,
and
it
was
a
very
fluid
and
easy
process
for
me
to
change
it.
I
got
help
along
the
way,
and
you
know
that
was
within
both
departments.
Hr
helped
me
a
lot
too.
So
it
is
a
very
friendly
way
to
you
know,
find
exactly
what
you
need
to
do,
what
you're
good
at
and
just
go
from
there.
Yes,.
B
And
that's
something
to
you
know:
I've
had
different
jobs
in
the
past,
where,
if
something
came
up,
I
would
be
afraid
to
go
to
either
my
manager
or
boss
or
supervisor
whatever,
because
then
there's
a
fear
that
oh
they're
gonna
fire
me
and
oh
no
I'm
gonna
have
to
look
for
a
new
job,
but
I
feel
like
here.
It's
you
know.
We
want
to
see
our
people
succeed,
because
if
we
don't
succeed,
then
we're
not
really
serving
the
city,
and
you
know
we
really
need
to
step
up
and
say
hey.
C
B
Have
so
so
many
amazing
people,
we
really
do
yes,
the
other
day
I
was
walking
on
the
street,
and
someone
said
hello
to
me
and
I
was
like.
Oh
man
where
have
I
seen
you
before
I
know.
I
know,
we've
talked
I,
think
I'm
trying
to
put
a
name
to
the
face,
but
there's
just
so
many
people
and
so
much
stuff.
You
do,
and
you
know
it's
that
friendly
demeanor
most
of
the
time.
So
I
really
appreciate
that
aspect,
but
so
you've
been
working
with
this
professional
development
leadership,
training
roles.
C
B
Yeah
so
different,
so
so
that
that's
something
too,
that
I
feel
some
people
don't
fully
understand
within
the
city.
You
know
not,
not
only
do
we
have
different
departments
within
the
city,
but
we
also
have
different
divisions
within
this
easy
Department
as
well,
and
it's
funny
because
we're
just
talking
about
this
earlier,
there's
someone
Christina
Israel,
who
I've
interviewed
here
before
I,
could
not
tell
you
exactly
what
her
day-to-day
looks
like
I
cannot
tell
you
exactly
what
she
does.
B
I
could
not
do
justice
to
explain
what
she
does
and
you
know
she
works
in
my
department
in
a
different.
You
know
office,
but
but
we
talk
often
and
I,
think
that's
the
beauty
too,
of
you
know
everyone's
doing
something
different
and
there's
just
so
much
Variety
in
the
opportunities
that
you
have
and
you
what
you
can
do
absolutely.
C
B
Love
it
and
I
love
that
you
bring
that
up
too,
because
it's
something
that
I
want
to
ask
you
or
or
just
talk
about
you
know
you're
in
school
right
now.
Yes,
and
your
time
is
very
constrained,
I
I
think
I
want
to
say,
and
you
still
have
the
time
and
energy
to
be
positive
at
work
and
how
has
the
city
helped
you
manage
that
time
and
you
know
expectations.
C
So
great
about
that
and
I
was
actually
talking
to
someone
on
my
team
earlier
about.
That's
one
of
the
things
that
we
really
need
to
advertise
to
applicants
is
just
the
focus
on
work-life
integration,
and
so
we
have
a
great
schedule
and
we
have
great
benefits.
One
of
the
great
benefits
is
the
comp
time
that
we
get
and
so
being
able
to
manage
both
work
and
school
has
been
fantastic.
It's
been
so
nice
to
have
a
supportive
leader
and
supportive
Department
being
able
to
do
that.
C
B
So
this
is
something
that
happened
to
me
too.
You
know
when
I
was
working
with
I.T.
We
had
a
more
specific
schedule.
You
know
I
had
to
be
here
at
seven.
If
I
remember,
right,
I
had
to
wake
up
early
and
then
you
know
do
my
day
today.
I
have
to
be
in
the
office,
but
at
the
same
time
you
know
if
something
comes
up.
If
I
have
to
leave
the
office
in
a
mini
emergency
or
whatever
you
know,
I
can
go.
B
B
And
then,
on
top
of
that,
you
know
you
have
your
benefits
which
I
really
like,
and
it
sounds
right
now
that
this
whole
conversation
has
moved
into
apply
for
the
city.
We
have
we're
great,
but
it
really
is
it's
a
different
experience
from
different
jobs
that
I
have
had
I
feel
very
fortunate
to
have
some
freedoms.
B
B
So
you
know
it.
It's
really.
It's
really
a
different
experience
and
a
positive
environment
to
work
for
so
I
really
appreciate.
All
you
have
done
for
us,
Lauren
and
I
use
your
department
to
I
haven't
had
a
lot
of
personal
time
to
meet
with
everyone,
but
you
know
I
feel
like
I
shouldn't
have
to
and
that's
positive
when
you
don't
have
to
meet
with
HR.
That's
a
good
thing.
C
Well,
I'm
gonna
change
that
so
that
we
are
seen
in
a
positive
way.
I
feel
like
HR
as
a
professional
has
been
seen
as
like.
Oh
you
know
run
when
HR
is
coming,
but
I
really
want
to
be
out
there
and
engaging
and
really
focusing
on
how
do
we
focus
on
leader,
performance
team
performance,
individual
performance
and
really
shifting
that
mindset
away
from
like
the
punitive
policy
type
stuff.
C
B
C
Love
that
question
I
feel
like
it
can
go
in
so
many
different
directions
over
the
tar
platform,
which
hopefully
will
give
us
more
tools,
give
leader
leaders,
more
tools
and
also
HR
more
tools.
So
that
way
we
can
be
out
within
the
Departments
that
we
serve
and
really
engaging
hearing
those
stories
and
understanding
where
we
need
to
focus
our
efforts.
C
B
C
B
C
B
I
I
I'm,
not
I,
don't
know
much
about
Parks,
we'll
have
to
call
another
Parks
and
Rec
person
to
come
into
the
show
and
tell
us
about
it,
but
yeah
they
put
it
together.
You
know
some
food,
we
had
a
kickball
tournament
like
a
fun
inflatable
house,
and
it
was
really
nice
to
just
you
know,
be
out
there
on
the
clock
and
take
an
hour
or
two
out
of
the
day
to
go.
B
B
So-
and
that
brings
me
to
you
know
an
interesting
point-
you
know
the
community.
We
want
to
hear
from
you
and
I
say
this
every
time
and
I
hope
that
the
listeners
are
going
to
check
out
our
website
at
Asheville
and
c.gov
and
seeing
the
engagement
section,
and
you
know,
sign
up
to
your
voice,
your
choice.
B
This
is
something
that
is
very
beneficial
for
us
as
a
city
entity
to
be
able
to
make
sure
that
we're
doing
our
job
and
I'm
wondering
if
there
is
something
similar
to
with
HR
like
if
I
have
an
area
of
interest
in
the
future,
like
maybe
I,
can
jump
in
or
sign
up
for
something
or
how
do
I
reach
out
with
something
like
that.
If
I
want
to
learn
more,
who
do
I
go
to
Yes.
C
I
always
say
reach
out
I'm
happy
to
connect
in
any
way.
Our
team
has
an
email
address,
Thrive
at
Asheville
nc.gov,
so
anytime
employees
have
ideas
or
want
to
know
more
about
something
or
get
involved.
They're
welcome
to
sign
up
for
that,
and
we
also
want
to
provide
more
opportunities
for
employee
voice.
So
that's
something
that
we'll
look
at
with
our
new
HR
System
How
Can
employees
provide
feedback
or
share
things
that
we
should
know
as
an
organization.
Okay,
so
that's
in
the
Pro
or
in
the
works.
B
B
C
Do
want
to
get
out
there
and
be
involved
in
the
community.
We
have
one
role
within
HR,
that's
Community
facing
so
that
way
we
can
make
connections
with
applicants
and
our
broader
Community,
and
we
also
try
to
work
with
or
we
go
out
to
the
different
job
fairs
and
other
events
to
share
more
information
about
what
we
do
as
a
city.
B
B
C
C
One
person
I
met
with
recently
had
a
question
about
transferring
their
sick
time
from
another
organization,
and
so
immediately,
I
went
in
found
out
more
information
and
want
to
make
it
easier
so
we're
in
the
process
of
creating
a
guide
for
someone
who
may
be
transferring
in
so
that
way,
it's
seamless
for
them.
So
that's
just
one
example
of
like
when
we
hear
something
we
want
to
act
on
it
and
ensure
that
we're
improving
the
process
for
everyone
right.
B
B
B
Remember
Lauren
is
in
school
right
now,
wish
her
luck
in
exams
and
stuff
like
that,
and
keep
in
mind
that
you
know,
even
though
she's
in
school,
even
though
she
has
a
life
outside
of
work,
she
makes
it
work
and
that's
our
aim
and
that's
really
what
I've
been
trying
to
get
to
today.
Just
come
learn
about
us
or
people,
and
we
want
to
hear
from
you.
We
might
even
want
you
working
with
us.
I
know.
B
Asheville
is
full
of
you
know
different
cultures
and
personalities
and
everyone's
invited
to
the
city,
because
we
cannot
make
a
difference
without
all
the
voices,
including
the
city
being
heard
so
yeah
is,
is
there
anything
else,
anything
that
you
want
to
talk
about
or
like
something
fun?
That's
happened,
working
with
the
city,
oh.
C
C
It
was
really
hard
for
me.
I'm
a
people
person,
and
so
when
I
was
orienting
online
I
was
wondering
like
who
are
all
my
people
and
how
do
I
get
to
know
folks,
but
everyone
has
been
so
friendly
and
open
and
inviting,
and
so
I
feel
like
I
was
welcomed
from
the
start
and,
yes,
that
that
makes
a
huge
difference
at.
B
C
B
B
B
B
Love
it
well.
Thank
you
so
much
Lauren,
it's
always
a
pleasure
to
just
go
up
to
the
HR
department
and
just
talk
for
a
little
bit
and
see
what's
going
on
in
your
life
and
see,
what's
you
know
happening
within
the
city,
we're
always
evolving,
always
learning,
and
you
know
we're
doing
all
this
for
you
not
you
Lauren,
but
for
you,
the
listeners
of
the
city,
we
want
to
make
sure
that
we're
doing
a
security
job
as
we
can
and
you
know,
I
I
know.
B
Sometimes
the
road
gets
a
little
Rocky
and
things
don't
happen
the
way
we
want
them
to,
but
we're
always
here
for
you
and
that's
the
point
that
we're
always
trying
to
make.
So
please
sign
up
for
your
voice.
Your
choice
tell
us
what
you
want
to
be
involved
in,
and
you
know
just
let
us
know
how
those
accountable
are
we
doing
a
good
job
or
can
we
do
better
and
if
we're
doing
a
good
job?
B
B
Great
and
yeah,
that's
all
the
time
we
have
for
what's
up
Asheville.
Thank
you
so
much
for
listening
and
please
don't
forget
to
participate
in
the
different
projects
that
we
have
at
the
city
and
stay
informed
about
our
latest
news
visit
our
website
at
Asheville
nc.gov,
to
learn
more
about
our
different
departments
and
what
we
can
do
for
you.
We
have
a
tab
open
on
the
very
top.
It
says
departments.
We
have
a
lot.
B
I,
always
find
it
funny
when
something
happens
with
maybe
I,
don't
know
the
wider
departments
or
public
works
or
whatever
department,
and
everyone
thinks
that
it's
me
for
some
reason.
Like
okay,
the
communications
team-
and
you
know
it's
a
good
if
you
have
a
few
minutes,
just
look
at
all
the
resources
that
we
have,
and
you
know
we
have
a
lot
of
departments
that
do
many
different
things
so
make
sure
to
check
that
out-
and
you
know,
stay
tuned
and
we'll
be
back
to
talk
about
another
city
project
in
the
near
future.