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Live Conference Recap BY Kristen Kwiatkowski | February 13, 2026

How HR Can Be a Strategic Partner in a Culture of Compassion and Accountability

In any business, it’s not only important to attract future employees, but to retain them for years to come. To do so, it takes many pieces of the puzzle to come together and make this goal a reality.Alison Smith, chief HR officer at Piedmont Healthcare, spoke about this with moderator Andy Miller, founder and editor of Georgia Health News, during a fireside chat at From Day One’s Atlanta conference. Smith highlighted various ways that HR teams can help to nurture compassion and accountability, especially in the area of healthcare. Smith pivoted to the healthcare industry from a previous role at Publix and quickly noticed the contrast between retail grocery and healthcare. In healthcare, the stakes are literally life and death, and she values how patient care makes the work both meaningful and complex, with a clear, lasting impact.How HR Teams Make Things HappenWhen asked about her goals as chief human resources officer, Smith mentioned how important it was to have a seat at the table where things happen. “It’s really important to be at that table, to have a seat at the executive table, and really be able to strategically lead the organization not just at where it is now, but where it’s going,” she said. It’s important to see what the growth strategy looks like and what human resources can do to encourage this growth, she says. “The other piece with HR is really making sure that you’ve got the talent, both now and what that succession planning piece is, and are you developing the workforce and keeping the workforce so that you're sustainable for the future in the long term.” The Importance of Both Hiring and RetentionA shortage of nurses as it pertains to both attracting and retaining these medical professionals is a big challenge in the healthcare industry today, says Smith. “With this shortage it makes it a little bit more challenging to figure out,” she said.“How are you going to design the workforce and how are you going to design the work to accommodate the fact that there’s just not enough folks to do the work that is needed down the road?” Thus, the focus needs to be on recruiting. When the company recruits, the focus is on the culture and how their employees are ambassadors of the culture. The organization builds relationships with colleges in the area and Smith states that with her prior company the outreach was also extended to high school students as these 17- and 18-year-olds will soon be graduating and considering future careers. Piedmont is hopeful to start doing this type of outreach as well, she says. A crucial part of retaining employees is knowing how they feel. One way to do so is through surveys. “We use the Great Place to Work tool, and we’ve really found that to be helpful,” she said. “We do an annual survey once you’re on that, but we actually do a lot of pulse surveys, too.”Alison Smith, CHRO at Piedmont Healthcare, spoke with Andy Miller, founder and contributing editor, at Georgia Health News, KFF Health News, and HealthbeatSurveys are sent to recently hired employees to understand their hiring and training experience and whether they feel supported. When employees tend to leave around a similar point in time, the HR team analyzes the feedback to identify why and uses those insights to refine recruiting and training.An employee’s relationship with their supervisor can also have a lot to do with retention, says Smith. Although compensation and benefits are extremely important factors, the appreciation of a supervisor towards their employees goes a long way. A “thank you” goes a long way. If the supervisor is supporting their employees, this can play a part in retention.“When you think about retention, that’s why people want to stay,” stated Smith. “They’re working for someone that they believe cares about them, that champions them, that’s invested in their growth, and that, in the end, means a lot more than anything else that you can do.”Getting Company Values AcrossAnother focal point to help recruit and retain is effective branding, which in this case, can mean showing how the company impacts its community. “Piedmont does a great job of trying to help people understand the community impact that it has,” said Smith. “We're a nonprofit, and so we give back a lot to the communities, and we spend a lot of time on trying to understand community needs.”Part of the branding success also relates to telling an authentic story. The Piedmont Promise Story is something the nonprofit does to highlight individuals within various departments of the team. During the weekly executive meetings, a different executive is tasked with telling a Promise Story about someone on the Piedmont team from any department and how they play a part in making the nonprofit a successful entity. Supporting Well-BeingMental health and well-being are another major focus, especially in healthcare. The company provides tools and resources to support team members and encourages them to seek help when they need it.“Having an environment where you’re encouraged to be supported is one of the first steps in creating an environment where people do actually go get the help that they need, because we know that it can be difficult,” Smith said.Compassion and accountability go hand in hand. When employees feel supported, they are more likely to stay with the organization for the long term.Kristen Kwiatkowski is a professional freelance writer covering a wide array of industries, with a focus on food and beverage and business. Her work has been featured in the Bucks County Herald, Eater Philly, Edible Lehigh Valley, Cider Culture, and The Town Dish. (Photos by Josh Larson for From Day One)

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Virtual Conference Recap BY Ade Akin | February 04, 2026

How Does Your Brand Show Up in the New Era of GEO?

Damien Slattery couldn’t help but notice how fast culture around him had changed during a recent commute on the F train in Brooklyn. The subway car he rode in would have been filled with people reading newspapers or magazines decades ago, but everyone now stared at electronic screens. For Slattery, the SVP of strategic growth and partnerships at Inc. and Fast Company, this observation highlighted the tremendous shift facing marketers today. The blueprint has been completely rewired, and AI is now directing its future. Slattery, a media veteran who has led marketing campaigns for major brands like Time and Sports Illustrated, discussed this technological shift and more during a thought leadership spotlight at From Day One’s January virtual conference. We’ve now moved past the era of search engine optimization (SEO) into a new chapter that’s defined by answer engine optimization (AEO) and generative engine optimization (GEO), he says. “The AI universe has just re-engineered and reimagined what search prioritizes,” Slattery told session moderator, Steve Koepp, From Day One’s editor in chief and co-founder. “Brand leaders today have to be thinking about these AI models working behind the scenes to cite, summarize, and trust your narrative, your product, your service.”The Rise of the Answer EngineThe transition from keyword-focused SEO to AI-prioritized AEO represents a fundamental change in how brands must approach content. Slattery recalls the early days of digital search, where the marketing goal was to rank high for specific search queries. Today, AI-powered search engines prioritize providing the best, most concise answer rather than simply listing links to potential answers. “I had CNBC on early this morning, and they had the OpenAI CFO on from Davos, and she said something that really kind of crystallized our conversations today,” Slattery said. “The best answer is no longer or not necessarily the paid answer, right? The best answer is going to be served.”Today’s marketing teams should aim to be selected as an authoritative source by AI. “It’s a new muscle we all have to build,” he said. “And it’s going to make us better marketers, better storytellers, and [help] leverage the power and might of AI more strategically.”Koepp noted this new landscape is fragmented among several competing AI platforms, unlike the Google-dominated era of SEO, where marketers mostly focused on learning the rules to rank high on Google’s search engine. Slaterry says brands must now ensure that their core narratives and data are trustworthy enough to be recognized as the best source of information across multiple “answer engines.”Building Trust in an AI-Driven WorldThe age-old concept of trust remains vital as AI transforms the marketing landscape. Slattery points to the Edelman Trust Barometer, which found in 2023 that businesses are more trusted than governments and institutions. That trust has gone local. “We have to be super rigorous,” Slattery said regarding building trust with targeted audiences. He emphasizes what he calls “trust signals,” which include verifiable reviews, professional credentials, detailed FAQs, and accurate product descriptions.  Damian Slattery, the SVP of Strategic Growth & Partnerships and Inc. and Fast Company (Mansueto Ventures), spoke during the virtual session (photo by From Day One)In keeping and building trust, Slattery warns against losing the human element that makes up the core of branding as organizations rush to adopt AI. He referenced a new campaign from Equinox titled “Question Everything But Yourself,” which uses absurd, AI-generated imagery, like a woman biting a dog that’s really a cake to deliver its messaging. For him, it’s an example of how an organization can brilliantly leverage AI’s capabilities to deliver a profoundly human message.“Brands need to keep it real,” Slattery said. “That can become the thing that makes AI surmountable for those who feel like, where do I start? You start by keeping your brand human and then chipping away at these things that will make your brand discoverable and trusted.”This human focus connects directly to its customers, the ultimate targets of a company’s branding. “It’s customers who infuse the meaning into the brand,” Slattery said, recalling a colleague who was turned off by a poorly personalized message on her Starbucks cup. Every touchpoint, from social media to customer service, shapes that personal relationship, and a single misstep can alter perception.The Impatient, Agentic FutureSlattery also explored the near-future implications of AI and marketing, describing an “impatience economy,” where AI shortens the consumer journey from consideration to purchase into mere seconds. This raises a potentially disintermediating puzzle.“Once an agent knows the consumer well, the trust follows in the agent, not the brand,” Slattery said. “The agent is winning the relationship and the trust, as this intermediary with the brand.” The risk is that customer loyalty shifts to the AI assistant that knows their preferences, rather than the brand itself.For chief marketing officers, the mandate is clear. Brands must lean into the new reality of generative engine optimization by ensuring their content is structured for AI discovery, their data is impeccable, and their narrative is both grand and granular.The journey from the folded newspapers on the F train to the glowing screens of today took a few decades. The next leap will be into a world where AI agents do our searching and synthesize our choices at the speed of light, and that’s coming in the next several years.“What got you here won’t get you there,” Slattery concluded, echoing management guru Marshall Goldsmith. The work of adapting to the answer engine economy starts now for brands that wish to matter in the future.Ade Akin covers artificial intelligence, workplace wellness, HR trends, and digital health solutions.(Photo by Sandwish/iStock)

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What Our Attendees are Saying

Jordan Baker(Attendee) profile picture

“The panels were phenomenal. The breakout sessions were incredibly insightful. I got the opportunity to speak with countless HR leaders who are dedicated to improving people’s lives. I walked away feeling excited about my own future in the business world, knowing that many of today’s people leaders are striving for a more diverse, engaged, and inclusive workforce.”

– Jordan Baker, Emplify
Desiree Booker(Attendee) profile picture

“Thank you, From Day One, for such an important conversation on diversity and inclusion, employee engagement and social impact.”

– Desiree Booker, ColorVizion Lab
Kim Vu(Attendee) profile picture

“Timely and much needed convo about the importance of removing the stigma and providing accessible mental health resources for all employees.”

– Kim Vu, Remitly
Florangela Davila(Attendee) profile picture

“Great discussion about leadership, accountability, transparency and equity. Thanks for having me, From Day One.”

– Florangela Davila, KNKX 88.5 FM
Cory Hewett(Attendee) profile picture

“De-stigmatizing mental health illnesses, engaging stakeholders, arriving at mutually defined definitions for equity, and preventing burnout—these are important topics that I’m delighted are being discussed at the From Day One conference.”

– Cory Hewett, Gimme Vending Inc.
Trisha Stezzi(Attendee) profile picture

“Thank you for bringing speakers and influencers into one space so we can all continue our work scaling up the impact we make in our organizations and in the world!”

– Trisha Stezzi, Significance LLC
Vivian Greentree(Attendee) profile picture

“From Day One provided a full day of phenomenal learning opportunities and best practices in creating & nurturing corporate values while building purposeful relationships with employees, clients, & communities.”

– Vivian Greentree, Fiserv
Chip Maxwell(Attendee) profile picture

“We always enjoy and are impressed by your events, and this was no exception.”

– Chip Maxwell, Emplify
Katy Romero(Attendee) profile picture

“We really enjoyed the event yesterday— such an engaged group of attendees and the content was excellent. I'm feeling great about our decision to partner with FD1 this year.”

– Katy Romero, One Medical
Kayleen Perkins(Attendee) profile picture

“The From Day One Conference in Seattle was filled with people who want to make a positive impact in their company, and build an inclusive culture around diversity and inclusion. Thank you to all the panelists and speakers for sharing their expertise and insights. I'm looking forward to next year's event!”

– Kayleen Perkins, Seattle Children's
Michaela Ayers(Attendee) profile picture

“I had the pleasure of attending From Day One. My favorite session, Getting Bias Out of Our Systems, was such a powerful conversation between local thought leaders.”

– Michaela Ayers, Nourish Events
Sarah J. Rodehorst(Attendee) profile picture

“Inspiring speakers and powerful conversations. Loved meeting so many talented people driving change in their organizations. Thank you From Day One! I look forward to next year’s event!”

– Sarah J. Rodehorst, ePerkz
Angela Prater(Attendee) profile picture

“I had the distinct pleasure of attending From Day One Seattle. The Getting Bias Out of Our Systems discussion was inspirational and eye-opening.”

– Angela Prater, Confluence Health
Joel Stupka(Attendee) profile picture

“From Day One did an amazing job of providing an exceptional experience for both the attendees and vendors. I mean, we had whale sharks and giant manta rays gracefully swimming by on the other side of the hall from our booth!”

– Joel Stupka, SkillCycle
Alexis Hauk(Attendee) profile picture

“Last week I had the honor of moderating a panel on healthy work environments at the From Day One conference in Atlanta. I was so inspired by what these experts had to say about the timely and important topics of mental health in the workplace and the value of nurturing a culture of psychological safety.”

– Alexis Hauk, Emory University