Rebel Human Resources Podcast

Episode 72: Human Design with Kasia Jakarsezian

November 19, 2021 Kyle Roed Season 2 Episode 72
Rebel Human Resources Podcast
Episode 72: Human Design with Kasia Jakarsezian
Show Notes Transcript

Kyle goes deeper into the elements of Human Design with Kasia Jakarsezian

Kasia Jakarsezian

As an HR leader, Kasia has more than a decade of experience building and scaling teams in the retail and hospitality industries. Most recently, her focus has been on team development and workplace culture. She believes the modern workplace should highlight our human connection by placing the greatest emphasis on employees’ individual talents, strengths and skills. When managers effectively implement this approach, Kasia has witnessed remarkable results unfold for individuals and entire teams. Kasia’s heart-centered leadership approach is proven to increase overall productivity, improve P&Ls, increase retention and reduce turnover. By incorporating these principles of “Human Design” – Kasia has partnered with corporate leaders and entrepreneurs nationwide to usher in a powerful new paradigm of leadership and workplace culture.

Rebel HR is a podcast for HR professionals and leaders of people who are ready to make some disruption in the world of work.

We'll be discussing topics that are disruptive to the world of work and talk about new and different ways to approach solving those problems.

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Kyle Roed:

rebel HR listeners. Thanks for joining us this week. This week, we have a continuation of the conversation we had with Patricia Karam around human design. Now I'm gonna warn you, this is a little bit out there. But that's what we're all about here at rebel HR. So I encourage you to keep an open mind and enjoy the continuation of our discussion around human design. revelator our listeners, we are super excited just wrapped a great conversation with Patricia Quran and had a wonderful conversation about human design but one person that she just kept mentioning the entire time is CATIA, you need to talk to Catia. So we have a treat today we have Catia with us. So, Catia Jakar says Ian, is a HR leader, more of a decade of experience building and scaling teams in the retail and hospitality industry. Near and dear to my heart. I started in retail, so I'm sure we can swap war stories there. Most recently, her focus has been on team development and workplace culture. She helps to manage the principles of human design, and she has partnered with corporate leaders and entrepreneurs nationwide. And we're gonna be digging in to human design and some of the inner workings today. So thank you so much Catia for joining us.

Kasia Jakarsezian:

Hey, thank you so much for having me. Well, I'm

Kyle Roed:

super excited. And before we hit record, we were talking about it but had a wonderful conversation with Patricia and she just kept dropping your name. And I'm like, Well, I got to talk to Catia. So thank you for taking some time out of your day to talk to me. Oh, yeah,

Kasia Jakarsezian:

I'm so excited to be here and to talk and spread the word about human design and how it can be so impactful in the workplace. And as an individual, and even on a team level. It's a game changer. So ask away any other questions that you may have?

Kyle Roed:

All right, perfect. So and some of this is going to be a little bit selfish, because I'm staring at my individual blueprint right now. So I might ask some specific questions there. But I think the first question is, human design, is, at least in the context of the assessment, it's, it's kind of a different version of a profile that can be leveraged for business use. And so we're all familiar with disc and Myers Briggs and strength finder. And you know, whatever flavor of the week assessment is out there, but this one is totally different than any that I've seen. So how does this interplay with some of those assessments?

Kasia Jakarsezian:

Great question. I think what I love most about human design is that it is a completely objective archetypal system. And so rather, unlike, let's say, completing a disc or Myers Briggs assessment, where you may be, you know, you're trying to honestly answer the questions, but somewhere in the back of the mind, you're asking, Well, how do I answer this in a way that I want people to perceive me? Or how do I answer this in a way that I want my employers to see me? Right, because at the end of the day, we have this sort of, like, desire to be successful and be seen as a certain way. And we don't want the way that we answer, let's say, a survey to then inhibit a potential for promotion or being seen anything, you know, in any other way. So what human design does is, essentially helps you radically accept who you are, and your highest potential at the highest sort of energetic degree. And where this comes into play, I mean, we're only really using your birth time and your birthday, and where you were born, to determine your entire personality type. And we call it the Human Design experiment, as well, like for a reason, because it's not intended to be super dogmatic, where you're just this label forever, you are meant to kind of play around in the space and and work with what you learn in your human design profile and your human design analysis. To then see how that really improves your life. And what happens when you follow your strategy or your authority. How do the how do the possibilities of the world open up to you? And how does that then shape and form your team and the environment around you?

Kyle Roed:

Yeah, so very interesting. Yeah. There's no way to there's no way to fake the test.

Kasia Jakarsezian:

No, no, there really isn't.

Kyle Roed:

Yeah, so with that in mind, where does the kind of the tenants of this approach come from? What's the source for human design?

Kasia Jakarsezian:

Sure. So it was channel I was channeled in 1987, I believe, by a man named roku. And it uses the principles of it blends essentially like Eastern and Western principles. So we're talking about things like astrology and the Chinese eaching and the Kabbalah and the chakra system. What it also uses is quantum physics. of the planetary system as well. So there is a lot of science still backing this up. And when you look at your chart, which you can probably see, like you've got various different colors and shapes, and symbols on the side, and each of those blend and lend to ultimately revealing what your, your body graph is. And that's what we, that's what we call it in human design, your your human design body graph is what helps us understand our type and our authority on our strategy. And when we look at that, we understand how we're designed to make decisions, how we're designed to communicate, where our natural strengths lie, what our gifts are, and how to overcome any barriers that might also be occurring in our chart.

Kyle Roed:

Yes, so it's, it's fascinating quantum physics. Wow, that's a that's gonna jump right over my head. But so, yeah, the, you know, I think the thing that was really interesting for me, I'll be honest, so I took, I sent you the, you know, the biographical information. And, and I actually knew the birth like, minute. So I felt like, Okay, I'm probably I'm gonna do really well on this test, right, like, you know, so I was even in that, in that paradigm of thinking, what's the right answer? What I was doing this when I was doing this assessment, but it what was interesting is the the blueprint that came back, I'm like, oh, yeah, that's yeah, that's totally me. Or at least me, as I am naturally, maybe not. Me, as I am, you know, in my public persona as host of the rebel HR podcast, or as Vice President of Human Resources for, you know, international manufacturing firm, just like, Kyle. So, I was curious, you know, how, how different are these types? You know, is it? Is it like, you could fit into a lot of different buckets, or are there a lot? Are there a lot of really distinctive differences between individuals based upon this demographic information?

Kasia Jakarsezian:

Such a good question. If they The answer can be layered. So another beautiful thing about human design is that there are four main types. So there are four main archetypes that exists, we've got generators, projectors, reflectors, and manifester ORs. And there is a subtype of generators called manifesting generators, which I do believe is what you are, I'm just looking really quickly. Yeah, you are. And I'm as well.

Kyle Roed:

And is that why we get along?

Kasia Jakarsezian:

One of the main things you we want to plug into each other, when you when you start to learn more about your aura and how it works energetically like we are attracted to not necessarily the same type, but in the areas where I may be reaching, you may have the other side of the magnet. So yes, as I was saying, there are four main types, one main subtype being the manifesting generator. And within each type, we have different ways of engaging with the world. And that's what we use. That's what we call our strategy and our authority and human design. So our strategies, how we engage with the world and our authorities, how we make decisions. And so each type has a different has, again, like we just kind of flow down and has different ways of engaging that way. And when you learn about this with your team, you start to understand okay, well, Kyle, you know, he's a manifesting generator, his strategy is to respond, inform an act, and his authority is emotional. Whereas, you know, someone else on your team may be a projector. And their strategy is to wait for the wait for the invitation. And their authority may also be emotional, which is great. So at least you've got some overlap there. And digging in a little bit further, the difference between someone who's waiting to respond like you means that you're responding to your environment, you're not necessarily initiating into action. Sometimes you're ready for it, right? You have that manifesting energy, where you're able to initiate and manifest and bring to life your ideas that really comes from an internal response to something that you're witnessing in your environment that you're feeling called to change. Whereas a projector, as I mentioned, is waiting for the invitation. So what ends up happening is you would end up inviting them along with you. If they were to initiate or if they were to respond to something in their environment. Without that inverted invitation. It may just fall flat. A good example of this is I have someone on my team who's constantly coming up with these amazing ideas, but I haven't read really set the tone for them to share that. And so you end up in this place where you have this person who thinks they're contributing to your team. But you're like I don't, I'm not really interested, like, I want to be interested in what you're saying. But right now, I actually need you to focus on something different. So as a manager, you become a little bit more attuned to how people engage at work. And you start to initiate those cues a little bit more strategically. And that ends up opening up a lot of like, fluency with your team and consistency with your team. And you end up reducing a lot of the judgment and any sort of tension that you may feel when you're just not ready for something or someone's going out of their way. And thinking that they're being a team player and thinking that, you know, they're being proactive and doing all the things that you know, sort of, as we've talked about in this old paradigm way of work and success, we're not really looking for anymore. So those are sort of some of the nuances for how they all work together.

Kyle Roed:

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Kasia Jakarsezian:

Oh my goodness, for sure. There's certainly a balance between being proactive and being reactive, right, especially as HR leaders, we're trying to, again, not be so defensive all the time. So it is like a proactive offensive. Yeah, situation that we find ourselves in.

Kyle Roed:

Yeah, yeah, absolutely. So okay, and it really interesting. And then I know we're not gonna have time to dive into this. But as I look at this individual blueprint, there's this just for our listeners sake. So there's like this. It's like a picture of a, like a silhouette of a person. And then it looks like there's like this, almost like this robot thing with like, triangles and squares and numbers. And then there's all these lines that connect everything and all these different colors and then there's these really kind of like cool Look at symbols that have all these numbers. And I'm sure that has something to do with quantum physics. And like I said, way, way over my head there, so, so how does this work? Let's just start there.

Kasia Jakarsezian:

I love it. Um, okay, so, so how did so how does this work, essentially what you're looking at when you're looking at your body graph, our energetic centers, which are based off of the chakra system, okay, so each picture of a symbol looks like we're each shape, sorry, I was looking for that word. Each shape represents a different energetic channel. So essentially, if you're looking at, let's say, the top triangle of your chart, that is where we receive all of our ideas and insights and our intuition. And when and when it's colored in or not colored in, it essentially means if we have consistent or inconsistent access to that specific energy, energy center. So on your own Kyle, you don't necessarily have consistent access. But what you do have is the gift of being able to absorb everything that's around you. And then decide for yourself, what ideas you want to act on. And what Intuit what intuitive hits or what gut feelings you've received, that you actually feel like you can respond to, it can also be really overwhelming, because let's say you go into a meeting, and everyone's ideas are just being, you know, funnel that you and you kind of leave that meeting. And you're just like what has happened, I don't even remember my ideas that I walked in with, I don't really understand what I'm walking out with what's going on here. So the key with these open centers, is to take the time to clean it out. And to clean it out to get quiet. And to really whatever your practice is whether you meditate, whether you exercise, whether you journal, find ways to really clear that that sort of specific field.

Kyle Roed:

Hmm, that's fine. Yeah. That's why I just said, yeah, that's why I just did an Ironman last weekend, to get to clear the space out of my head, and I kid you not I literally, the entire car ride up. All I could think about was one specific work problem, a pretty hairy problem, a lot of ideas, and thoughts. And, you know, I'm just kind of was kind of working it out. And I didn't really, I needed time to reflect. And then when I left, when I went to wrap the race, which was, which was awful. But it's over and I finished. So that's all it matters. But it was I had clarity. I did, you know, so so that, yeah, that really resonate. That's really okay, that's really fascinating,

Kasia Jakarsezian:

right on, and then you go into your centers that are colored or defined. And that is something that you have consistent access to all the time. So as an example, in your chart, you've got a defined throat,

Kyle Roed:

does that mean I talk a lot, it won't mean

Kasia Jakarsezian:

that you don't necessarily have trouble articulating and communicating your ideas. And your ideas may be funneled through your emotional channel, which is also which is all your solar plexus, which is also defined for you. So for you what really fuels your desire to talk is something that's happening to you or you've experienced on an emotional level. That doesn't necessarily mean that it's emotional in the way that we may understand as HR is like erratic behavior and what have you, it's more, it's more of like you have that consistent, like, let me just take a second to absorb what's going on around me. And then I'll be able to articulate my thoughts and feelings about, you know, whatever the subject matter is, and when we have a defined center, when there is a channel, so you sort of see in your chart, you've got some channels with the numbers on them. And what determines that are where the planets were when you were born. So we bring in like the principles of astrology, right. And there are two sides to human design, we've got our personality, and we've got our design design. And so three months before you are born, there is an element of your, your design being created, whether it's your soul imprint, or whatever it is that you want to sort of believe in. There is like, that's how that is calculated. So three months prior to the exact moment you were born. This was what your this is what's sort of dictated as your design and that is an unconscious energy for us. So that's something that we're here to discover and not It's not something that maybe likely for the first almost 30 years of our lives we had no real understanding of until someone said that to us. Hey, did you know that sometimes you are whatever? And you're like, oh, my god, yeah, I am. Or you read your human design? And you're just like, wow, yeah, this is totally me. And I wasn't, you know, I didn't really know that it was me or I judged myself for for this part. I think, for people who have an emotional authority. For us, we are here really meant to explore our feelings and not make decisions. So in the moment, because when we do, we often wake up the next day, and we're like, why did we commit to this, we don't want to actually do this. But we live in a society where everything is on demand, and everything needs to be, you know, committed to almost immediately, right. And so there's a deconditioning aspect here, that until we're like, Okay, actually, yeah, let me take that moment, before I make a decision. Let me sleep on it. Let me sleep on it, I'll get back to you tomorrow, and then you make that decision a lot more confidently, really, in the you know, there is no truth in the now for a lot of emotional authorities. So that can also then help us understand how to utilize our energy in a more conscious way. But that for a really long time may not have been conscious to us at all, whether it's conditioning from our parents, or schooling or even ourselves, we can be extremely hard on ourselves.

Kyle Roed:

Absolutely. Interesting. So I'm just, I'm just I'm reflecting on? Well, you, like you said, you know, you get overwhelming because I have so many questions popping in my head, right. So I'm curious, you know, the, I'm sure for some of our listeners are like, Oh, the, you know, the horoscopes and, and, and this, but this, to me, this seems this seems much deeper. And, you know, I, I've heard the term CI before. And we introduce, or we interviewed a gal named Sam Smeltzer, who does energy healing, and she's an HR practitioner. So she focuses on like, you know, protecting yourself from negative energy at work, and, you know, and some of those things, and so I, I tend to be a little bit skeptical of it, but I've I have had situations in my past where, you know, I don't know if you'd call it spiritual or religious, but where, you know, I do feel like, okay, the universe is telling me something here, you know, or there's, there's something here that I need to explore, like, I get the goosebumps in the back of my neck that I need to, I need to go find out why, you know, those kinds of things. And so, I don't know, it's just, it's hard for me to wrap my head around it. From my perspective.

Kasia Jakarsezian:

For sure, I think there's certainly I think, I mean, I've been studying this for about five years now. And I think when I introduced this to my team, I had some people on my team who were really Yeah, okay, and, you know, immediately sent me their information. And I had other people on my team who are like, I don't know, and I've certainly read for teams as well, where it's it is, there really is a polarity and acceptance. And that's okay. As I mentioned earlier, like, it's not meant to be dogmatic. It's not meant to be like a one size fits all approach. And so even if you were to give someone a reading, and they understood, okay, you know, what, yeah, maybe I'm not meant to make decisions in the moment. And now, my now when I feel that pressure, I know that it's okay for me to say, give me like, an hour before I let you know. And even if they just take bits and pieces, eventually you will find yourself gravitating to more areas of your chart, and really resonating with more areas of your chart, maybe without, you know, the understanding that, you know, Pluto was transiting through this gate at whatever time. And I think that, you know, I don't think every single person really needs to know that. I think if every person understood their basic mechanics, which was their type authority, and a strategy, their strategy and maybe even their profile of like, maybe six months into the experiment, I not only do I think but I know because I've seen it and witnessed it with my team. So much transformation will occur in your workplace, simply simply because there's like an unequivocal percentage less of judgment. And you and you understand, okay, this person operates differently. And now I know how to engage with that person in a way that's going to effectively get the result that I'm looking for. Kind of like with like the DISC assessment for example, when you know that someone is a disc as it Colby or like someone's effect finder and someone is an investigator and someone is, you know, the problem solver. You kind of learn how to work and ask the questions in a way that's going to get them you know, to the in the direction that you need them to go.

Kyle Roed:

Absolutely. And I, I think the thing that's really interesting for me is, you know, if it does anything, I guarantee that it's gonna prompt some discussion. And and that will open up some channels of communication that typically wouldn't be open. Especially not in a, in a professional environment. Right, you know, as you're thinking about team dynamics. And, you know, and I think, I don't know, for, from my perspective, it's almost like, you know, even just having a facilitated conversation about how people are designed, could open up some really healthy dialogue about how they can best work together. So with that being said, I'm sure we're just starting to scratch the surface here. And we're going to start talking about, you know, Mercury being in retrograde or something like that. I don't, I don't know, whatever. So where can our listeners find out more about their individual view, blueprint human design, and kind of just just dig into this a little bit more.

Kasia Jakarsezian:

So cool, okay, so you can look up your design on my body graph calm. And that would show you your free body graph, which is great and gives some really short but careful and important insights. It's always good to start there. If you want a little to learn a little bit more, you can find me on the mission recruit website. So mission, recruit calm, and order and analysis through our website there, and I'll you know, I'll I will I do it individually, I do it for each person, it's about 16 to 18 pages. And if you that that's a PDF version of it. And then if you want to have a one on one with me, we also offer that through the mission or through website as well.

Kyle Roed:

Absolutely. And we will have all that information in the show notes. You know, it's just I just really appreciate the the perspective and the the opportunity to talk to somebody who's who's got expertise in something that I've really never explored before. So, thank you so much Kasha for for spending the last few minutes with us and helping us unpack human design a little bit more.

Kasia Jakarsezian:

Sure. Thank you so much for having me. It was a blast.

Kyle Roed:

Same here. Thank you. And thank you for letting me you know, like selfishly dig into this because I was just so curious. So thanks. Have a great rest of your day. You too. Thanks. All right. That does it for the rebel HR podcast. Big thank you to our guests. Follow us on Facebook at rebel HR podcast, Twitter, at rebel HR guy, or see our website at rebel human resources.com. The views and opinions expressed by rebel HR podcast are those of the authors and do not necessarily reflect the official policy or position of any of the organizations that we represent. No animals were harmed during the filming of this podcast. Maybe