Episodes
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Expert guests joined the Gartner Talent Angle throughout 2024 to discuss shifts in the labor market. Economist and labor market expert Gad Levanon shares how HR leaders can capitalize on changes in the talent landscape to give their organizations an edge. Professor Joseph Fuller then offers findings from his latest research on skills-based hiring, offering practical guidance to help organizations broaden the aperture of their talent pools.
Gad Levanon is chief economist of the Burning Glass Institute. Previously, Gad was with The Conference Board where he was founder of the Labor Market Institute and led the Help Wanted OnLine program. His research focuses on trends in U.S. and global labor markets, the U.S. economy, and their impact on employers. Before The Conference Board, he worked at the Bank of Israelâ. He received his doctorate in economics from Princeton University, and he holds undergraduate and masterâs degrees from Tel Aviv University. Joseph Fuller is a professor of management practice in general management at Harvard Business School and co-leads the schoolâs initiative, Managing the Future of Work. He founded the consulting firm Monitor Group, now Monitor Deloitte, and has worked with senior executives and policymakers on a wide variety of issues related to corporate strategy and national competitiveness. -
In 2024, expert guests joined the Gartner Talent Angle to discuss the everchanging future of work. Professor and author Matt Beane shares his insights on how learning and development (L&D) leaders can play a strategic role in unlocking human ability in the age of intelligent machines. Alex Soojung-Kim Pang unpacks how the four-day work week can recharge the workforce, accelerate performance and benefit organizations.
Matt Beane is an assistant professor in the technology management program at the University of California, Santa Barbara. Matt does field research on work involving robots and AI to uncover systematic positive exceptions that we use across the broader world of work. He received his Ph.D. from the Sloan School of Management at the Massachusetts Institute of Technology in the information technologies department. Matt also took a two-year hiatus from his doctoral studies to help found and fund Humatics, an MIT-connected, full-stack IoT startup.
Alex Soojung-Kim Pang a leading voice in reduced hours working. He is the author of three books exploring how companies and individuals can better integrate rest, creativity, and focus into digital-age lives and work. Before joining 4 Day Week Global, Alex was a research director at the Institute for the Future and senior consultant at Strategic Business Insights, and lectured at Oxford University, Stanford University, and UC Berkeley. Alex received a Ph.D. in history and sociology of science from the University of Pennsylvania.
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Episodes manquant?
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In 2024, expert guests joined the Gartner Talent Angle to share their advice on the trickiest apsects of leadership that are critical to success in the modern world of work: uncertainty, conflict and failure. Nathan Furr and Susasannhah Harmon Furr detail how organizations can navigate uncertainty to drive transformation and innovation. Amy Gallo shows how leaders can effectively manage conflicts and transform them into productive dialogues within their organization. Amy Emondson offers insights on how organizations can shift their mindset toward failure and embrace it as a catalyst for growth and improvement.
Nathan Furr is a professor of strategy at INSEAD, where he teaches innovation and technology strategy. Nathan earned his doctorate from the Stanford Technology Ventures Program (STVP) at Stanford University and has written five books and more than 70 articles on innovation, technology, and transformation. Susannah Harmon Furr is a designer and art historian, and has founded a womenâs clothing line inspired by her research. She is currently creating a hope accelerator in Normandy, France, to teach regenerative ecosystems and transformation for individuals and families. Susannah and Nathan Furr are co-authors of âThe Upside of Uncertaintyâ (HBR Press, July 2022). Amy Gallo is a workplace expert who writes and speaks about gender, interpersonal dynamics, and difficult conversations. Sheâs the best-selling author of âGetting Along: How to Work with Anyone (Even Difficult People)â and the âHBR Guide to Dealing with Conflict,â as well as hundreds of articles for Harvard Business Review. For the past five years, Amy has co-hosted HBRâs popular Women at Work podcast, which examines the struggles and successes of women in the workplace. Her advice has been featured in the New York Times, Wall Street Journal, Fast Company, BBC, and NPR. Amy C. Edmondson, the Novartis Professor of Leadership and Management at Harvard Business School, is a management scholar best known for her research on psychological safety and team learning. She has been recognized by the biannual Thinkers50 global ranking of management thinkers since 2011 and was ranked No. 1 in 2021 and 2023.âŻShe is the author of eight books, including her most recent book, Right Kind of Wrong: The Science of Failing Well, and more than 100 academic articles. -
In this Gartner Talent Angle episode, author and banker Jeff Korzenik shares insights about the second-chance talent poolâthat is, reemploying candidates with criminal records. He offers practical advice on tapping into non-traditional sources of talent by differentiating between felony types, partnering with nonprofits and reevaluating legacy talent policies and processes.
Jeff Korzenik is Chief Investment Strategist for Fifth Third Bank, one of the nationâs largest banks. He is the author of the book âUntapped Talent: How Second-Chance Hiring Works for Your Business and the Communityâ on the business case and best practices for hiring people with criminal records.
*This episode is an excerpt taken from our 2021 interview.
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Mark C. Crowley joins the Gartner Talent Angle to discuss why todayâs unparalleled workplace challenges prompted him to release a second edition of his book, âLead from the Heart: Transformational Leadership for the 21st Centuryâ more than a decade after it was first published. Backed by scientific findings on employee motivation, Crowley outlines common misconceptions about leading from the heart. And drawing on examples from his own experience, he shares practical advice for how to effectively implement this type of leadership at an organization.
Mark C. Crowley is the author of âLead From The Heart: Transformational Leadership For The 21st Century.â The second edition debuted in August 2022 as an âAmazon #1 Release,â and his book has been taught in nine American universities. Mark is a regular columnist for Fast Company Magazine and has been published in USA Today, Reuters, Forbes, the Stanford Social Innovation Review, the Huffington Post, Gallup & the Seattle Times. Mark spent over 20 years in the world of Financial Services. He held two national level positions at one of Americaâs largest financial institutions where he was named âleader of the yearâ. Mark proved that deeply caring about and supporting people, and thereby positively affecting employeeâs hearts had a profound effect on motivating their sustained engagement, loyalty and productivity.
*This episode is an excerpt taken from our 2022 interview.
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As many organizations struggle to keep pace with technological innovations, digital transformation is a top priority. Gerald Kane, professor of information systems at the University of Georgiaâs Terry College of Business, joins the Gartner Talent Angle to explore the opportunities these digital disruptions create and to inspire HR leaders to approach digital transformation with confidence. He explains how people and processes, not just technology, are crucial to successful digital transformation, and emphasizes the need for leaders to have growth mindsets and to continually learn while building adaptability in their organizations.
Dr. Gerald C. Kane is a Professor and the C. Herman and Mary Virginia Terry Chair in Business Administration at the Terry College of Business at the University of Georgia. He researches and teaches about how companies can understand and respond to digital disruption to undergraduate, graduate, and executive education students worldwide; and he has published over 100 papers, articles, and reports on these topics. He has written two books for MIT Press: The Technology Fallacy: How People are the Real Key to Digital Transformation and the The Transformation Myth: Leading Your Organization Through Uncertain Times.
*This episode is an excerpt taken from our 2022 interview.
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Employees and leaders frequently grapple with the challenge of insufficient time. This scarcity often serves as a legitimate rationale for incomplete tasks and unmet objectives at work, prompting employees to explore various time management strategies and tools.
Oliver Burkeman, acclaimed author of the New York Times bestseller "Four Thousand Weeks" and "Meditation for Mortals," offers a contrarian viewpoint on the Talent Angle podcast. Oliver suggests that time management is inherently flawed, and introduces the concept of the "efficiency trap," where increased efficiency paradoxically leads to heightened busyness, undermining the very goal of effective time management. He points out that in recognizing this paradox employees and leaders can be liberated and enabled to more effectively prioritize tasks.
Oliver Burkeman is the New York Times and UK Sunday Times bestselling author of âFour Thousand Weeks,â about embracing limitation and finally getting round to what counts, and of the newly released âMeditations for Mortals: Four Weeks to Embrace Your Limitationsâ and âMake Time for What Counts.â His other books are âThe Antidote: Happiness for People Who Can't Stand Positive Thinkingâ and âHelp! How to Become Slightly Happier and Get a Bit More Doneâ.
Caroline Walsh is a managing vice president in Gartnerâs HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelorâs degree in East Asian studies from Columbia University, and a masterâs degree in public affairs from Princeton University.
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Author Caleb Gardner argues that while change has been constant for some time, organizations are still unprepared to address it. In his latest book, âNo Point B: Rules for Leading Change in the New Hyper-Connected, Radically Conscious Economy,â Gardner lays out his vision for how organizations should approach change in the new environment. The founder of the consulting firm 18 Coffees joined the Gartner Talent Angle Podcast to share examples of organizations undergoing transformation, and he extols the virtues of effective communication, adaptive capability and revised assumptions.
Caleb Gardner is the co-founder of innovation consulting firm 18 Coffees and author of the new book, âNo Point B: Rules for Leading Change in the New Hyper-Connected, Radically Conscious Economy.â Calebâs career has spanned from working at Edelman and Bain & Company to running U.S. President Barack Obamaâs Twitter account. Calebâs insights about building more ethical and effective companies have been featured in publications such as NBC News, Wired, Crainâs, BBC News and Cheddar News.
*This episode is an excerpt taken from our 2022 interview.
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As the pace and complexity of work continues to increase, employees can feel trapped in a cycle of execution, leaving them without the time or capacity to think strategically about their careers. Dorie Clark, author of âThe Long Game: How to Be a Long-Term Thinker in a Short-Term World,â joins the Talent Angle to outline how HR leaders can support employees in reaching bold, fulfilling career goals. Dorie offers recommendations that help employees carve out time to think strategically, prioritize opportunities at work and remain committed to their long-term goals.
Dorie Clark is a consultant and keynote speaker and teaches executive education at Columbia Business School. She is the Wall Street Journal bestselling author of âThe Long Game, Entrepreneurial You, Reinventing You and Stand Out,â which was named the No. 1 Leadership Book of the Year by Inc. magazine. Dorie has been named three times as one of the Top 50 business thinkers in the world by Thinkers50. You can download her Long Game strategic thinking self-assessment at dorieclark.com/thelonggame.
Caroline Walsh is a managing vice president in Gartnerâs HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelorâs degree in East Asian studies from Columbia University, and a masterâs degree in public affairs from Princeton University.
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Business leaders today are struggling with managing their well-being, working with other leaders and mitigating their blind spots. Gartner analyst Rob OâDonohue joins the Talent Angle to discuss his research on how the most successful leaders thrive despite rising employee burnout and employee-employer mistrust. Rob advises how leaders can manage their workloads and take care of their own well-being. He also shares his insights on how leaders can build cohesion within their leadership teams and how they can better receive and implement challenging feedback from their teams and networks. Rob O'Donohue is a vice president analyst in Gartner's executive leadership research group focusing on C-suite dynamics, executive leadership development and transitions, organizational culture change, talent and DEI. He advises executives on the future of work, hybrid work design, culture change, solving talent challenges, advancing leadership effectiveness, creating high-performing teams, and enhancing diversity, equity and inclusion within the organization. Rob creates evidence-based actionable research to empower executive leaders to lead more effectively. Brent Cassell is a vice president of advisory in Gartnerâs HR practice, and he has spent the past 19 years in Gartnerâs HR and CIO practices. His job is to help clients find the research they need, to help them understand that research, and to coach them through the implementation of those best practices in their own organizations. Brent is the contributing editor of the HR Leaders Monthly journal. In 2022, he won Gartnerâs award for Outstanding Thought Leadership for his work on Redesigning Work for the Hybrid World.
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Succession planning is an integral component of an organization's talent management strategy, but HR leaders are often unsure if theyâre identifying the best-suited candidates for succession pipelines.
Martin Gutmann, a professor at the Lucerne School of Business in Switzerland and the author of âThe Unseen Leader: How History Can Help Us Rethink Leadership,â offers a solution to succession planning uncertainty by looking to leaders of the past.
Martin describes historical leaders, ranging from well-known figures to those less recognized, and examines the qualities that made them exemplary leaders in their respective eras. He explains the risks of prioritizing individuals who excel at managing crises and potentially overlooking those who preemptively mitigate issues.
Martin Gutmann is an author, speaker and scholar interested in how the past can illuminate today's most pressing challenges. He is a professor at the Lucerne School of Business, Switzerland, and the best-selling author of The Unseen Leader: How History Can Help Us Rethink Leadership. His writing and thought leadership pieces have millions through platforms and magazines, such as Forbes, Big Think, Fast Company, and Minute Hack. Martin holds a Ph.D. in history from the Maxwell School at Syracuse University, an Executive MBA from IE Business School in Spain, and higher education teacherâs training from Harvard University and ETH Zurich.
Caroline Walsh is a managing vice president in Gartnerâs HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelorâs degree in East Asian studies from Columbia University, and a masterâs degree in public affairs from Princeton University.
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Employees and candidates consistently value pay transparency, but before HR leaders alter their rewards strategies to meet these expectations, they must first consider their holistic impact on the organization. Peter Bamberger, Professor at Tel Aviv Universityâs Coller School of Management and author of âExposing Pay,â joins the Talent Angle to detail what pay transparency means for employers, employees and society. He shares the history of the pay transparency movement and relevant academic research to explain how a culture of transparency impacts outcomes like pay equity and productivity. He argues that organizations should ultimately pursue a path toward more transparency. Peter A. Bamberger is the Domberger Professor of Management at Tel Aviv Universityâs Coller School of Management, and Research Director of Cornellâs Smithers Institute. His research examines rewards management, teamwork and employee well-being. Author of several books including âHuman Resource Strategyâ and âExposing Pay,â Peter has published over 100 refereed journal articles. An elected Fellow of the Society of Industrial and Organizational Psychology and the Academy of Management, he served as an associate editor of Academy of Management Journal, and editor-in-chief of Academy of Management Discoveries. Peter currently serves as president-elect of the Academy of Management. Caroline Walsh is a vice president in Gartnerâs HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelorâs degree in East Asian studies from Columbia University and a masterâs degree in public affairs from Princeton University.
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Despite ongoing obstacles to diversity, equity and inclusion (DEI) initiatives â such as employee pushback â author and consultant Lily Zheng argues HR leaders should continue to drive DEI outcomes by balancing ownership with individual accountability. Lily joins the Talent Angle to offer advice from their book, âReconstructing DEI: A Practitionerâs Workbook,â based on their book âDEI Deconstructed.â Lily situates the current DEI landscape within its broader history and outlines how DEI leaders can increase their impact while protecting their own well-being. They also dive into actionable steps for managers who want to advance DEI outcomes yet worry about saying or doing the right thing. Lily Zheng (they/them) is a no-nonsense DEI strategist, consultant, speaker and author who helps organizations and leaders achieve the DEI outcomes they aspire to. A dedicated practitioner and advocate named a Forbes D&I Trailblazer, 2021 DEI Influencer, and LinkedIn Top Voice on Racial Equity, Lily has been featured in the Harvard Business Review, New York Times and NPR. Their bestselling books, âDEI Deconstructedâ and âReconstructing DEI,â describe cutting-edge, accountable, and effective practices that can enable any leader to create the diverse, equitable and inclusive organizations we all deserve. Caroline Walsh is a managing vice president in Gartnerâs HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelorâs degree in East Asian studies from Columbia University, and a masterâs degree in public affairs from Princeton University.
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Employers and employees are putting in tremendous effort in trying to make work better. There are now more ways for employees to connect with each other, more opportunities to learn at work and more tools to help work get done than ever before. However, neither employers nor employees are seeing the expected increases in results such as productivity. Jessie Knight, vice president of research in the Gartner HR practice, joins the Talent Angle to discuss how organizations can shift their thinking on how people, skills and tools can work together for the betterment of everyone. Jessie Knight is a vice president of research in the Gartner HR practice. She leads research teams to identify best practices and new opportunities to address HR executivesâ most urgent challenges. Her areas of focus include employee experience, organizational culture, change management and the future of work. Peter Aykens is the chief of research for Gartnerâs HR practice. Peter is responsible for building and leading research teams within the practice to address clientsâ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelorâs degree in political science from St. Olaf College, a masterâs degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth) and a masterâs degree and a doctorate in political science from Brown University.
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After working from home gained widespread adoption out of necessity, organizations must now optimize their remote work strategies for the long term. Stanford Professor Nicholas Bloom joins the Talent Angle to explain the implications of return-to-office mandates for organizations and their workforce. Drawing upon data on employee sentiment, workforce productivity and organizational performance, Bloom shares how organizations can set the right strategy for their context. He argues that, in many cases, remote work enables enough profitability to outweigh leadersâ concerns about productivity, and shares how to approach collaboration in a hybrid world. Nicholas Bloom is the William Eberle Professor of Economics at Stanford University. Nickâs research focuses on working from home, management practices and uncertainty. He previously worked at the U.K. Treasury, McKinsey & Company and the IFS. He has a BA from Cambridge, an MPhil from Oxford, and a PhD from University College London. Nick is a Fellow of the American Academy of Arts and Sciences, and the recipient of the Guggenheim and Sloan Fellowships, the Frisch Medal and a National Science Foundation Career Award. He was elected to Bloomberg50 for his advice on working from home. Caroline Walsh is a vice president in Gartnerâs HR practice.Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelorâs degree in East Asian studies from Columbia University, and a masterâs degree in public affairs from Princeton University.
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Increased automation and use of tools like robotics and generative AI have fundamentally changed the expert-novice relationships that organizations and knowledge transfer are built on. Professor and author Matt Beane joins the Talent Angle to share his insights on how learning and development (L&D) leaders can play a strategic role in unlocking human ability in the age of intelligent machines. Drawing upon examples across industries and eras, Matt explains why challenge, complexity and connection are key drivers for effective learning in todayâs working environment. Matt Beane is an assistant professor in the technology management program at the University of California, Santa Barbara. Matt does field research on work involving robots and AI to uncover systematic positive exceptions that we use across the broader world of work. He received his Ph.D. from the Sloan School of Management at the Massachusetts Institute of Technology in the information technologies department. Matt also took a two-year hiatus from his doctoral studies to help found and fund Humatics, an MIT-connected, full-stack IoT startup. Peter Aykens is the chief of research for Gartnerâs HR practice. Aykens is responsible for building and leading research teams within the practice to address clientsâ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelorâs degree in political science from St. Olaf College, a masterâs degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth), and a masterâs degree and a doctorate in political science from Brown University.
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Author Tiffani Bova argues organizations donât see the strong connection between customer experience and employee experience. Despite continued investments in the customer experience, organizations tend to overlook how those changes affect how employees get work done. Tiffani lays out the components of her experience model â people, process, technology and culture â for addressing employee experience challenges and growing the business. She also shares advice for how HR leaders should make the business case for employee experience to other leaders and how organizations can hold themselves accountable through metrics. Tiffani is the former global growth evangelist at Salesforce and author of the Wall Street Journal bestselling book, âThe Experience Mindset: Changing the Way You Think About Growth.â Her previous book âGrowth IQâ was also a WSJ bestseller. Prior to working with Salesforce, she was a sales, marketing and customer service executive for startups and Fortune 500 companies. Tiffani is also a former Gartner distinguished analyst and research fellow. Caroline is a managing vice president in Gartnerâs HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelorâs degree in East Asian studies from Columbia University, and a masterâs degree in public affairs from Princeton University.
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Organizations often unknowingly send mixed signals to their employees. For example, they might encourage innovation but punish failure. Uri Gneezy, Ph.D., joins the Talent Angle to explain how organizations can structure incentives to unlock employeesâ full potential. He explains how HR leaders can use incentives to nurture intrinsic motivation in employees and create habits in the workforce that support organizational performance.
Uri Gneezy, Ph.D., is the Epstein/Atkinson Endowed Chair in Behavioral Economics and professor of economics and strategy at the Rady School of Management at the University of California, San Diego. Before joining the Rady School, Gneezy was a faculty member at the University of Chicago, Technion and Haifa. Gneezy received his Ph.D. from the Center for Economic Research in Tilburg. Gneezy was born and raised in Israel, where he learned applied game theory firsthand in the streets of Tel Aviv.
Jessica Knight is a vice president of research in the Gartner HR practice. She leads research teams to identify best practices and new opportunities to address HR executivesâ most urgent challenges. Her areas of focus include employee experience, organizational culture, change management and the future of work. -
Author and professor Mauro GuillĂ©n joins the Talent Angle to explain how generational labels, such as âbaby boomersâ or âmillennials,â can be counterproductive in the workplace. GuillĂ©n offers an alternative vision of a postgenerational society and advocates for a workplace in which individuals are not confined by their age. He urges HR leaders to instill a âperennialâ mindset in their organizations to foster intergenerational collaboration and engage diverse talent pools. Mauro F. GuillĂ©n is one of the most original thinkers at the Wharton School, where he is a professor of management and vice dean for the MBA for Executives Program. He combines his training as a sociologist at Yale and as a business economist in his native Spain to methodically identify and quantify the most promising opportunities at the intersection of demographic, economic and technological developments. He has received Fulbright and Guggenheim fellowships, was honored with the Aspen Instituteâs Faculty Pioneer Award, and was elected to the Macro Organizational Behavior Society and the Sociological Research Association. Peter Aykens is chief of research in Gartnerâs human resources practice. He is responsible for defining research coverage within the practice and building and leading research teams that address clientsâ key initiatives. In prior roles at the firm, he spent over 25 years leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product issues in financial services. He holds a bachelorâs degree in political science from St. Olaf College; a masterâs degree in international politics from the University College of Wales, Aberystwyth (now known as Aberystwyth University); and a masterâs degree and a doctorate in political science from Brown University.
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In recent years, organizations have started to experiment with skills-based hiring by dropping degree requirements and other credentials in job postings to unlock new talent populations. However, a fully-realized skills-based hiring approach demands deep change in talent processes and hiring manager practices. To this point, most organizations have been unable to weave this method into the fabric of their talent strategy.
Joseph Fuller, professor at Harvard Business School, rejoins the Talent Angle to discuss his latest research: âSkills-Based Hiring: The Long Road from Pronouncements to Practice.â Joseph shares data to show the extent to which skills-based hiring commitments have translated to meaningful action, and offers practical guidance to help organizations broaden the aperture of their talent pools.
Joseph Fuller is a professor of management practice in general management at Harvard Business School and co-leads the schoolâs initiative, Managing the Future of Work. He founded the consulting firm Monitor Group, now Monitor Deloitte, and has worked with senior executives and policymakers on a wide variety of issues related to corporate strategy and national competitiveness.
Dion Love is a vice president of research and advisory services at Gartner. Dion is a labor market expert, focusing on global labor market trends and what they mean for organizationsâ talent and business strategies, as well as broader social and economic issues. In his work at Gartner, Dion advises clients on key aspects of talent acquisition, including talent acquisition function planning and management, talent needs definition and internal recruiting, employment branding and recruitment marketing, and talent sourcing and selection. He has co-authored more than 12 strategic research studies at Gartner. His work has been featured in the Harvard Business Review and industry publications, as well as Gartner HR Leaders Monthly and Smarter With Gartner.
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