Episodes
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Are you flourishing at work, or could you be languishing?
What creates true wellbeing in the workplace?
My guest on this episode is Corey Keyes, Professor Emeritus of Sociology at Emory University and Author, “Languishing: How to Feel Alive Again in a World That Wears Us Down.”
During our conversation Corey and I discuss:
How "languishing" represents a state between depression and flourishing, characterized by feelings of emptiness and emotional numbnessThe six domains of human excellence and their role as foundations for flourishingWhy actively engaging in the "Five Vitamins of Flourishing" is essential for mental wellbeingThe critical role of quality workplace relationships in preventing invisibility and promoting flourishingHow leaders can create conditions that support wellbeing and flourishing in the workplaceConnecting with Corey:
Learn more abut Corey Keyes and his book, Languishing
Episode Sponsor:
Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leaders
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How can your organization’s purpose drive culture change?
In evolving your culture, how can you honor the past while embracing the future?
My guest on this episode is Stacey Hoin, CHRO of Guardian Life who discusses why your company's purpose should be your north star and how it drives success.
During our conversation Stacey and I discuss:
How Stacey's willingness to bet on herself shaped her career trajectoryWhy Guardian defined its purpose as "Inspiring Well-Being" and how it drives their successHow Guardian invests in their customers' and colleagues' mental health and well-beingHow Guardian evolved its purpose, values, and leadership behaviors to honor its past while embracing its futureWhy empathy and compassion are core success factors for their colleagues' behaviorConnecting with Stacey:
Connect with Stacey Hoin LinkedIn
Episode Sponsor:
Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leaders
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Episodes manquant?
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What does it mean to be an AI-powered organization?
How can AI help you to be a more strategic HR leader?
My guest on this episode is Prasad Setty, Lecturer, Stanford GSB, Advisor, Former VP at Google, People Ops and Workspace.
During our conversation Prasad and I discuss:
How people analytics has evolved over the years and what’s nextWhat it really means to become an AI-powered organizationWhy you should view AI as your thought partner, not as your replacementReal life examples of how AI is helping HR to deliver more value to their organizationsWhy the future of HR will center on scaling human judgment, not replacing itConnecting with Prasad:
Connect with Prasad Setty LinkedIn
Episode Sponsor:
Deeper Signals - Click here to get your free Core Drivers assessment and 14-day free trial!
Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leaders
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How can OKRs increase transparency and drive performance?
What makes OKRs different than traditional goal setting?
My guests on this episode are Melissa Huntley, VP, Global Head of Talent Management, Visa & Aaron Monroe, Global Head Agile Center for Enablement, JPMorgan Chase & Co
During our conversation Melissa, Aaron, and I discuss:
What OKRs are and what makes them different than traditional goal setting processesHow OKRs increase transparency, collaboration, and agility in organizationsHow the quarterly goal setting in OKRs helps managers to be better people leadersWhy OKRs can work for organizations of all sizes and complexityHow performance management is integrated into the OKR processThe role that HR leaders can play in implementing OKR processes into an organizationConnecting with Melissa and Aaron:
Connect with Melissa Huntley LinkedIn
Connect with Aaron Monroe LinkedIn
Episode Sponsor:
Deeper Signals - Click here to get your free Core Drivers assessment and 14-day free trial!
Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leaders
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How do you make your company a great place to work year after year?
Why is investing in and developing people leaders essential to building a great culture?
My guests on this episode is Tim Richmond, EVP & Chief Human Resources Officer, AbbVie
During our conversation Tim and I discuss:
Why creating a strong organizational culture starts with the goal of being known as a great place to workHow AbbVie's innovative "Ways We Work" framework equally weights and rewards both performance and behavioral metricsHis advice to HR leaders on how to build trust and credibility with the business leaders they supportThe central role and importance of people leadership in driving business outcomesWhy he believes the future of HR demands equal focus on strategy, leadership development, and talent managementConnecting with Tim:
Connect with Tim Richmond on LinkedIn
Episode Sponsor:
Deeper Signals - Click here to get your free Core Drivers assessment and 14-day free trial!
Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leaders
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How can teams overcome collaboration overload?
Why are the three components of trust critical to building an effective team?
My guest on this episode is Rob Cross, Senior Vice President of Research at i4cp and Katheryn Brekken, Senior Research Analyst at i4cp
During our conversation Rob, Katheryn, and I discuss:
Why eight out of ten teams actually underperform due to collaborative dysfunctions.How common collaborative dysfunctions, such as misalignment and priority overload, hinder team performance, and what to do about it. How companies like Roche and Supercell are using innovative practices to dramatically improve team collaboration.How HR can play a pivotal role in supporting effective team collaboration across an organization. Why combining “precision collaboration” with a high-trust environment is critical to increase team effectiveness.Connecting with Rob and Katheryn:
Connect with Rob Cross on LinkedIn
Connect with Katheryn Brekken LinkedIn
Learn more about i4cp and team network effect
Episode Sponsor:
Deeper Signals - Click here to get your free Core Drivers assessment and 14-day free trial!
Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leaders
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How can you identify and place top talent in stretch assignments?
What does it mean to invest in and place a bet on talent?
My guest on this episode is Stephanie Lilak, EVP & Chief People Officer, Mondelez International
During our conversation Stephanie and I discuss:
How Stephanie's unique career philosophy and making unconventional career choices have driven her success.Why she believes in stretching talent throughout all career stages, not just in early careers.The critical role of HR leaders in driving the talent agenda and an aligning the role, talent and business needs to drive value.Why she believes peer relationships for HR leaders are critical and you need to purposefully invest in themInsights into Stephanie's approach to onboarding as a 3X CHRO and lessons you can apply to your organization.Connecting with Stephanie Lilak:
Connect with Stephanie Lilak LinkedIn
Episode Sponsor:
Deeper Signals - Click here to get your free Core Drivers assessment and 14-day free trial!
Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leaders
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How can you purposely create a culture of innovation?
What are the invisible barriers to innovation inside your organization?
My guest on this episode is Scott Anthony, Professor at Tuck, Senior Advisor at Innosight, & internationally recognized expert on navigating disruptive change
During our conversation Scott and I discuss:
Why he defines innovation as something different that creates value.How HR leaders can purposely create a culture of innovation.Why organizations need to recognize and overcome their 'shadow strategy' that prioritizes the status quo over innovation.How to overcome organizational "ghosts" which are the invisible barriers to innovation such as past failures and ingrained behaviors.How to embrace disciplined experimentation to foster innovation and on going learning.Connecting with Scott Anthony:
Connect with Scott Anthony on LinkedIn
Read his article on “organizational ghosts” called “What Lies Beneath”
Episode Sponsor:
Deeper Signals - Click here to get your free Core Drivers assessment and 14-day free trial!
Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leaders
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What does it mean to have ethical AI?
How can you ensure your organization is balancing innovation and risk when using AI?
My guest on this episode is Reid Blackman, PhD, author of “Ethical Machines” and CEO and Founder, Virtue, a digital ethical risk consultancy
During our conversation Reid and I discuss:
Why balancing innovation with ethical considerations is crucial for HR functions using AI in talent processes.How HR leaders can mitigate AI risks by properly vetting vendors and asking the right questions about bias detection and mitigation.The role of HR in communicating ethical AI practices and fostering a culture of trust and transparency.The importance of adopting appropriate metrics to measure bias and fairness in AI.Why HR leaders should not be intimidated by AI, but instead should learn AI to ensure it is implemented in an ethically and responsible way.Connecting with Reid Blackman:
Connect with Reid Blackman on LinkedIn
Learn more about Reid, Ethical Machines, and his consulting firm, Virtue.
Episode Sponsors:
Deeper Signals - Click here to get your free Core Drivers assessment and 14-day free trial!
Elevate by Future of HR - Reserve your spot now to learn from 21 top HR thought leaders.
Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leaders
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How do you create a culture of bold innovation?
How can HR leaders develop their business acumen?
My guest on this episode is Ginger King, CHRO at Kohler Co.
During our conversation Ginger and I discuss:
Why everyone should design their own "rotational program" early in their career to get a variety of experiences.Why HR leaders need to be able to articulate the business reasoning, purpose, and expected outcome for their initiatives.How next-gen HR leaders can develop and deepen their business acumen.Why a common purpose is the foundation for Kohler's culture of innovation and delighting the customer.How her experience as a P&L owner driving a turnaround influenced her leadership style and approach to HR.Connecting with Ginger King:
Connect with Ginger King on LinkedIn
Episode Sponsors:
Deeper Signals - Click here to get your free Core Drivers assessment and 14-day free trial!
Elevate by Future of HR - Reserve your spot now to learn from 21 top HR thought leaders.
Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leaders
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What does it mean to lead with empathy and purpose?
How can you create a high-performance culture where employees feel safe to be themselves?
My guest on this episode is Tricia Alcamo, CHRO and with prior experience at FanDuel, Spectrum Enterprise, American Express, Deloitte Consulting
During our conversation Tricia and I discuss:
What it means to lead with empathy and create a culture where employees feel safe to be themselves.How she created her own career opportunities early on, and how you can do the same.Why CHROs should have a chief of staff and how to design the role for success.The meaning behind her personal motto: 'How hard can it be?How different stages of company growth or maturity require different HR strategies for success.Why every HR initiative should directly align with the business strategy.Connecting with Tricia Alcamo:
Connect with Tricia Alcamo on LinkedIn
Episode Sponsors:
Deeper Signals - Click here to get your free Core Drivers assessment and 14-day free trial!
Elevate by Future of HR - Reserve your spot now to learn from 21 top HR thought leaders.
Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leaders
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Why should you act like a leader to become a leader?
What role does our identify play in our career transitions and personal growth?
My guest on this episode is Herminia Ibarra, Charles Handy Professor of Organizational Behavior at London Business School and best selling author
During our conversation Herminia and I discuss:
Why identity plays a crucial role in career transitions and personal growth.Why it is important to redefine your job every year or more to ensure you are learning, adding value, and growing as a professional. What really works when it comes to making a career transition while maintaining your current job. How to build and maintain an external network and why it matters to your career.Why leaders must focus on building a learning culture in the AI era.Why she believes AI will reshape every aspect of HR in the coming years.Connecting with Herminia Ibarra:
Connect with Herminia Ibarra on LinkedIn
Episode Sponsor:
Elevate by Future of HR - Reserve your spot now to learn from 22 top HR thought leaders.
Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leaders
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How do your establish and build key stakeholder relationships based on mutual trust and healthy candor?
What does successfully onboarding to a new CHRO or HR leadership role look like?
My guest on this episode is Jordana Kammerud, SVP & CHRO, Corning Incorporated
During our conversation Jordana and I discuss:
Why she recommends taking risks and pursuing opportunities that stretch you in your early careerHer advice for CHROs and HR leaders on how to successfully onboard into a new roleWhy CHROs need to ask their CEO’s for an “all-access pass.”The questions that CHROs and HR leaders should ask business leaders during the interview process to understand their perspectives on culture and peopleWhy she believes generative AI can amplify the human experience and create more opportunities for diversity, equity, inclusion, and belonging in the workplaceConnecting with Jordana Kammerud:
Connect with Jordana Kammerud on LinkedIn
Episode Sponsor:
Elevate by Future of HR - Reserve your spot now to learn from 22 top HR thought leaders.
Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leaders
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How can feedback lead to personal and professional growth?
Why should HR leaders be more confident in who they are and the value they deliver?
My guest on this episode is Lisa Sun, who is an entrepreneur and author, “Gravitas: The 8 Strengths That Redefine Confidence.”
During our conversation Lisa and I discuss:
Why feedback is a gift that can lead to personal growth and transformation.Why confidence is not about external validation, but about understanding and appreciating your own abilities.How the traditional definition of confidence often leads to a double standard.Why expanding the scorecard of success and redefining the metrics of confidence can create a more inclusive and equitable workplace.Connecting with Lisa Sun:
Connect with Lisa Sun on LinkedIn
Learn more about Lisa’s company, Gravitas and her book.
Episode Sponsor:
Elevate by Future of HR - Reserve your spot now to learn from 22 top HR thought leaders.
Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leaders
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This week’s episode is a sneak peek of the 22 HR and management thought leaders that you will be learning from at Elevate by Future of HR starting on October 8th.
Each sneak peek will not only provide valuable insights you can apply, but it will also give you an opportunity to learn more about the thought leader themselves.
If you are a fan of the podcast, then you know that my mission is to develop the next-generation of HR leaders. And what I try to do each and every week for the past 100+ weeks on the Future of HR podcast is to bring you the best minds in our field…
And while you can learn a lot by listening to a podcast conversation with a thought leader…. I believe you can take your learning to the next level by attending and participating in an interactive session with a thought leader.
And this is why I created “Elevate by Future of HR” which is a flexible and targeted 3-week program featuring 18 interactive sessions, live Q&As for personalized guidance from the 22 of the best minds in our field. And of course, you will have on demand access to recordings to all sessions through march 31, 2025 so you continue to learn long after Elevate is over.
This is an incredible opportunity to accelerate your growth, elevate your career, and amplify your impact with actionable insights and strategies from 22 top thought leaders.
You don’t want to miss out on this incredible development experience. Go to elevatebyfutureofhr2024.com and reserve your spot.
Here is who you will be hearing from on this episode:
Marc Effron • Angelea Lane • Michael Watkins • Sohee Jun • Sergey Gorbatov • Charlene Li • Kevin Cox • Wanda Wallace • Andre’ Martin • Rhonda Morris • Scott Anthony • Amy Kates • Jonathan Hornyak • Dianne Armstrong • Allan Church • Angela Cheng-Cimini • Sandy Ogg • Humera Malik Shahid • Noah Rabinowitz • Ken Keener • Hein Knaapen • JP Elliott
Episode Sponsor:
Elevate by Future of HR - Reserve your spot now to learn from 22 top HR thought leaders.
Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leaders
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Why is organizational design much more than org charts and who reports to whom?
How can HR guide, facilitate and drive effective an organizational design process?
My guest on this episode is Amy Kates who is organizational design expert and author of five books on the subject.
During our conversation Amy and I discuss:
Why the purpose of organizational design is to design human behavior at scale Why matrix organizations are set up for good conflict and how best to manage it The six business problems that leaders seek to solve through organizational designWhy organizational design is not about org charts and who reports to whom The role that HR leaders should play and not play in the organizational design process.Advice for HR leaders who are about to start an organizational design projectConnecting with Amy Kates:
Connect with Amy Kates on LinkedIn
Learn more about Amy’s work at Operating Model & Organization Design LinkedIn page
Episode Sponsor:
Elevate by Future of HR - Reserve your spot now to learn from 22 top HR thought leaders.
Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leaders
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Why do organizations need to invest in their employees personal and professional development?
How can HR help identify the “enterprise skills” that are most critical to driving value?
My guest on this episode are the three authors of “The Talent-Fueled Enterprise - A Powerful Approach to Build Tomorrow’s Workforce” Mike Ohata, Eric Dingler, and Larry Durham.
During our conversation Mike, Larry, Eric, and I discuss:
Why understanding your organization’s current skills needs and gaps is critical to driving successHow success profiles can be used to identify key attributes, skills, and experiences necessary for roles at all levelsWhy organizations need to recognize and engage with employees as individuals to fully develop their potentialThe importance of identifying, assessing, and validating "enterprise skills" to build tomorrow's workforceHow new technologies and skills marketplaces are challenging traditional HR hierarchies and structuresConnecting with Mike, Eric, and Larry:
Connect with Mike Ohata, Larry Durham, Eric Dingler on LinkedIn
Learn more about the Talent Fueled Enterprise: A Powerful Approach to Build Tomorrow's Workforce
Episode Sponsor:
Elevate by Future of HR - Reserve your spot now to learn from 21 top thought leaders.
Next-Gen HR Accelerator - Learn more about this leadership development program for next-gen HR leaders
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What really matters when it comes to CEO and executive succession?
What role should CHROs play in executive succession?
My guests on this episode are Kevin Cox, Founder and President of LKC Advisory and Anthony Nyberg, Director, Center for Executive Succession at University of South Carolina.
During our conversation Kevin, Anthony, and I discuss:
Why culture is owned by the CEO, not the CHROWhat is the one common mistake that Boards make during the executive succession process and how to fix it.The most important role that CHROs can play in executive succession process. Why CFOs are more likely to be promoted internally than CHROs.Why character, courage, and business acumen are three of the most important traits of successful CHROSConnecting with Kevin and Anthony
Connect with Kevin Cox on LinkedIn
Connect with Anthony Nyberg on LinkedIn
Learn more about Center for Executive Succession
Resources mentioned in this conversation:
CEO succession planning playbook
CHRO Principles: Responsible Use of AI in Organizations
Episode Sponsor:
Elevate by Future of HR - Join the Waitlist to learn from 21thought leaders
Next-Gen HR Accelerator - Learn more about this leadership development program for next-gen HR leaders
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Why do we need to rethink how we value and measure human capital?
How can HR influence the business to take a longer term view when making investments in their people?
My guest on this episode is Peter Cappelli Professor of Management at The Wharton School and Director of Wharton’s Center for Human Resources
During our conversation Peter and I discuss:
Why people are the least important asset according to current financial accounting practices.The real reason companies do layoffs (hint: it is often not about cost savings).What HR leaders can do to better communicate the tangible and intangible costs of layoffs.Why hiring decisions are the most important decisions organizations make.Why companies complain about skills gaps and why a lack of skills is not really the problem.His advice for HR leaders on what they should be doing in 2024 and beyond.Connecting with Peter Cappelli
Connect with Peter Cappelli on LinkedIn
Learn more about Peter and his contributions to the field
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What is the science behind personality assessments?
How can personality assessments improve how you select, onboard, and develop talent in your organization?
My guests on this episode are Reece Akhtar, CEO and Co-Founder & Uri Ort, Co-Founder, Deeper Signals
During our conversation Reece, Uri, and I discuss:
How certain personality factors can predict 30-40% of the variance in engagement scoresHow personality assessments can support onboarding, development, and career progressionWhy personality assessments should be one of several data points when making critical talent decisionsHow Generative AI will impact personality assessments in the futureThe four criteria you need to consider when selecting an assessment partner for your organizationConnecting with Reece Akhtar or Uri Ort
Connect with Reece Akhtar or Uri Ort on LinkedIn
Learn more about Deeper Signals
Episode Sponsor:
Deeper Signals - Click here to get your free Core Drivers assessment!
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