Talents and Orgs: In the Age of AI, Analytics and Automation

As AI is disrupting every aspect of our lives, ever wonder how is it impacting our future of jobs and work and how businesses are preparing themselves to take advantage of this new trend. Boston's finest startups disrupting and defining the future of jobs/work landscape will come together and sit on a panel to discuss. This is a must-attend conversation about the future of jobs in the midst of AI revolution. The future of work is changing rapidly and success criteria are also getting redefined. Come and join one of the most important conversations in our professional lives. This session would be a glimpse into what is happening in workspace, how our jobs would transform in the future and how we could change to cope up. There would be insights on how to best navigate our trajectory so we are always relevant and have access to relevant resources in this disrupting future.

We conducted this session with the HR Leadership Community of Washington, DC, on their perspective on #FutureOfWork. They shared on how they are leading and working in Advanced Technology Leadership capacity to share their journey, findings and help us to understand the future of work.Panelists:1. Mike Kohn, Chief People Officer at Sparkfund2. Bhavna Dave, Chief People Officer at Frontpoint3. Eric Barger, Ph.D., Chief Administrative Officer at ARC

David Kingsley (@ldkings) on leading HR to the future of work Work 2.0 Podcast #FutureofWork #Work2dot0 #PodcastIn this podcast David Kingsley shared some of the insights needed by the HR leaders of today to prepare organizations for the challenges of tomorrow. He shared some ideas of what HR could adopt today to help company culture adopt the changes of today and prepare for the future.Podcast Link:iTunes: http://math.im/jofitunesYoutube: http://math.im/jofyoutubeDave's BIO:L. David Kingsley is Senior Vice President and Chief People Officer of Vlocity, a Fortune Cloud 100 company leading industry cloud app adoption on Salesforce and driving digital transformation for the world's leading brands. Kingsley joined Vlocity from MuleSoft where he served as Head of Global People & Places prior to and through the company’s acquisition by Salesforce. Previously, he held roles of increasing responsibility at Salesforce where he served as Senior Vice President of Human Resources for Strategy & Operations as well as Vice President of HR Business Partners for Sales, Technology and Products. Prior to Salesforce, Kingsley spent 13 years in a Talent & Organization leadership capacity in the consulting divisions of Accenture and Booz Allen serving clients in the Government and Communications and High Technology industries. He holds an MA in Organizational Science from George Washington University and a BA in International Relations from Catholic University and is Lieutenant in the U.S. Navy Reserve.About #Podcast:Work 2.0 Podcast is created to spark the conversation around the future of work, worker and workplace. This podcast invite movers and shakers in the industry who are shaping or helping us understand the transformation in work.Wanna Join?If you or any you know wants to join in,Register your interest by emailing: info@analyticsweek.comWant to sponsor?Email us @ info@analyticsweek.comKeywords:Work 2.0 Podcast,#FutureOfWork,#FutureOfWorker,#FutureOfWorkplace,#Work,#Worker,#Workplace,

In this podcast Lisa Dallenbach, Mindshare North America sat with Vishal Kumar, AnalyticsWeek to discuss the future of HR, Worker and work. She shared some of the ways organizations could be more inviting to great talent. Lisa shared some of the ways workers could make themselves future proof and some ways organizations could stay relevant and impactful. The podcast is good for anyone who cares about the future of work, worker and HR.Here is Lisa's Bio:As North America Chief Talent Officer at Mindshare, Lisa brings a unique combination of talent expertise and a record of success as a strategic business partner and advisor to the CEO and executive leadership team. Lisa leads the development and implementation of the North America talent strategy, including HR, Recruiting, Employee Development, and Staffing teams; together they serve over 1,500 bright and driven employees across the U.S. and Canada.With a shared, global talent goal that Mindshare is “the place to do the best work of your career,” Lisa is changing the face of talent management at Mindshare through innovative, holistic programs and a culture that is agile and employee-focused. She has transformed the talent team functions from support to all-encompassing strategic business partners. With over 18 years of industry experience, Lisa prides herself on her ability to drive long and short-term vision, creatively approach and support the business needs while creating a culture and vision for the workplace.Lisa’s specialties include: Talent Strategy planning, Performance Management, Leadership Development, Coaching, Culture and Engagement, Talent Acquisition, Talent Development, Business / Succession Planning, Training and Organizational/Employee Development and team building.Her prior experience is with Digitas (part of the Publicis network holding company) and on the client side at Kraft General Foods and Cosmair (L'Oreal)Lisa's Book Recommendation:From Shaun's Mom: Expressions of a Grieving Mother by Lisa Angela McCann https://amzn.to/2rDcNgpGood to Great: Why Some Companies Make the Leap and Others Don't by Jim Collins https://amzn.to/2rCr2lTAbout #Podcast:#JobsOfFuture podcast is a conversation starter to bring leaders, influencers and lead practitioners to come on show and discuss their journey in creating the work, worker and workplace of the future.Wanna Join?If you or any you know wants to join in,Register your interest by emailing info@analyticsweek.comWant to sponsor?Email us @ info@analyticsweek.comKeywords:FutureOfDataDataAnalyticsLeadership PodcastBig DataStrategy

Fabric of People Driven Compassionate Leader - @BridwellTony @RyanTax #Work2dot0 Read More @ http://work2.org/podcast/episode48-fabric-of-people-driven-compassionate-leader-bridwelltony-ryantax-work2dot0/In this podcast Tony Bridwell discussed the fabric of people driven compassionate organization. He sheds lights on important of building a purpose driven organization and the ways today's leaders could build organizations of tomorrow. Tony also suggested most important ingredient of HR organization. This podcast is a great watch/listen for HR leaders looking to build a progressive and compassionate organization.Tony's Book:The Newsmaker: A Leadership Story of Honor and Love by Tony Bridwell and Wendy Davidson https://amzn.to/2Tr65WDThe Kingmaker: A Leadership Story of Integrity and Purpose by Tony Bridwell https://amzn.to/2Tl2EkmThe Difference Maker: A Leadership Story of Faith and Friendship by Tony Bridwell https://amzn.to/2UuKjl5Tony's Recommended Read:Man's Search for Meaning by Viktor E. Frankl and William J. Winslade https://amzn.to/2TphZk5Podcast Link:iTunes: http://math.im/jofitunesYoutube: http://math.im/jofyoutubeTony's BIO:Tony leads global human resources with a focus on enhancing, communicating, and driving Ryan’s award-winning culture to support the Firm’s strategic vision while gaining greater competitive advantage by attracting, developing, and retaining the most talented tax professionals and associates in the industry. He is a highly recognized thought leader in corporate culture, learning and development, and human resources, with more than 25 years of global leadership expertise inspiring, motivating, and empowering employees to realize their highest potential. He is an accomplished author, speaker, and consultant in the work of purpose and culture and brings hands-on experience as a practitioner of maximizing high-functioning cultures. Tony was selected the 2015 HR Executive of the Year by Dallas HR (the local SHRM affiliate) and won the 2015 Strategic Leadership Award from Strategic Excellence HR.About #Podcast:#JobsOfFuture is created to spark the conversation around the future of work, worker and workplace. This podcast invite movers and shakers in the industry who are shaping or helping us understand the transformation in work.Wanna Join?If you or any you know wants to join in,Register your interest by emailing: info@analyticsweek.comWant to sponsor?Email us @ info@analyticsweek.comKeywords:#JobsOfFuture,#FutureOfWork,#FutureOfWorker,#FutureOfWorkplace,#Work,#Worker,#Workplace,

In this podcast Maryanne Spatola (@NetworkingDiva2 @Solix) sat with Vishal (@Vishaltx @AnalyticsWeek) to discuss the fabric of future proof HR and organization landscape. She suggested several tactical suggestions that HR leaders could adopt to ensure their adherence to technology and securing organizational interests through disruptive times. Maryanne also shared her perspective on the future of work, worker and workplace and how HR could ensure its key role in it. This podcast is great for HR leaders looking forward to creating organization of tomorrow.Maryanne's Recommended Read:What Got You Here Won't Get You There: How Successful People Become Even More Successful by Marshall Goldsmith and Mark Reiter https://amzn.to/2tdw0oSHow Women Rise: Break the 12 Habits Holding You Back from Your Next Raise, Promotion, or Job by Sally Helgesen, Marshall Goldsmith https://amzn.to/2Mv6F2SGreat reading list:https://800ceoread.com/Podcast Link:iTunes: http://math.im/jofitunesGooglePlay: http://math.im/jofgplayHere is Maryanne's Bio:Maryanne Spatola is Senior Vice President and Chief Human Resources Officer, responsible for overseeing all human resource functions. Prior to joining Solix, she served as Vice President of Organizational Effectiveness and Leadership at Selective Insurance. In addition, Maryanne has held a number of senior human resources positions throughout her career at Chubb Insurance, The Chubb Institute, and Crum and Foster. She earned her Bachelor’s in Social Sciences from Thomas Edison State College and earned her Master of Science Degree in Human Resources with a Concentration in Organizational Effectiveness from New York University, where she is also an adjunct faculty member.Maryanne loves to read, spend time at the beach and spending time together with family and friends. She is involved with HR professional communities, associations, and loves to connect with other professionals. Maryanne is an adjunct professor at NYU and Rutgers teaching Human Capital and Leadership courses.About #Podcast:#JobsOfFuture podcast is a conversation starter to bring leaders, influencers and lead practitioners to come on show and discuss their journey in creating the work, worker and workplace of the future.Want to sponsor?Email us @ info@analyticsweek.comKeywords:#JobsOfFutureJobsOfFutureJobs of futureFuture of workLeadershipStrategy

#HRTip : Silent Killer of Fortune 500 CompaniesTranscript:Let's talk about the silent killer to fortune 500 companies. But before that, I welcome you all who HR Tip episode. In HR Tip, we share insights that we have captured by working with HR leaders, future of work practitioners, authors. And we are sharing those insights and bringing it right to you, so we can create a more open dialogue and conversations around how the future of work is evolving and, and what an HR should do to ensure that their organizations are always relevant and at the center of this evolution.So, thank you so much for checking us out. If you find the content useful, I do appreciate if you subscribe and let your colleagues, colleagues know. And I do appreciate the comments so we can add it to the conversation and make it broader for all of us to converse and act on.So today, it's a very interesting topic, right? So, something that is killing fortune 500 companies? What is that? A short answer is KPI. Before you run away, I want you to stop, listen to what I'm trying to say. So, I had this interesting conversation with one of the Chief People Officer of a mid-size, mid to large size service cap company and it was a very interesting conversation.So, it was centered around how they're struggling to get to the KPI. And, I was telling the gentleman about the story about a company called blackberry. And I met one of the product heads. And he said “Vishal we are meeting all of our KPI’s. We are hitting our numbers, right. Then why the company failed?” Right? And we all know the market changed the whole thing, right?We know about blackberry, we know about Circuit T, we know about blockbuster. All of them have the same story. They were trying to do the same thing. Their KPIs were hitting numbers. Some of the KPI's are failing, but most of them are hitting their numbers then why they failed? So, one of the very critical things that this insight brought up is, and which needs its own attention, or its own conversation was that maybe KPI needs to be revisited.So, if you look at, if you look at the history of, from where the KPI has emerged during the past when Frederick Winston Taylor or Henry Ford, we're redefining how we conduct business, redefining the modern management theories. There was a huge outcry on improving productivity. So there was a huge crowd cry on understanding the process, creating these process maps.And then at some point, this idea of understanding the objectives and managing those objectives and then defining key designers to make sure that we are hitting those objectives was pulled into more tactical areas in which we just started focusing on activity rather than the objective that is generating that activity.And that has sparked an enormous confusion. So, what happened? And why are you seeing so much mention of KPIs, even in fortune 500 companies? It's no surprise. So, if you look at the evolution of a company; You are a start-up. in start-up, you're figuring your thing out, you're just trying to figure out the product market fit is going through.And then you grow into a midsize. So, product market fit is fine. Now you're trying to figure out the scale. Now you're trying to figure it out; how much you spend and how much you get back and that math still holds. And that math holds a large-cap company and at that point, you're don’t have to keep expanding that equation. You have to diversify.More at: tao.ai/hrtip-silent-killer-o…ortune-500-companies/

#JobTip : Finding Job in Tough MarketTranscript:Let's talk about finding a job in a tough market. But before that, I welcome you all to this episode of Job Tips. In Job Tips, we share insights that we have captured, by interviewing and talking to real job seekers and recruiters that are using tao.ai platform for recruiting, for job search. So welcome you all and if you like it, we do recommend you bring your friends and your buddies onto this conversation. Add your thoughts in the comments below. It helps us improve. If you think that you want to add something, do add to that. We will keep adding insight that we have missed out that you share in our descriptions on those videos.So today's problem is very interesting. And we all have seen some version or the other of this problem of finding a job in a tough market. Whether it means there are not too many openings out there in my industry. Whether it means my industry is very selective. There's a downturn. I have been applying to 1700 companies and I'm barely getting any response or any of that. And more often than not, it's fairly common that we blame the system because that’s our tendency. That probably I'm doing right and maybe the system is flawed. The system needs to be revisited.But the problem with that theory is that the system is not going to get you a job. It's you who needs to understand the system so you can find yourself an opportunity that they're looking for. And in many ways, before you actually go out and start blaming the system, the governments, the visa requirements, the industry, see if you can fix something. See if something in your process needs to be tweaked so you can hit this market, you can hit the job, you can get more success for your effort.And remember many times, this is what we have seen from our conversations with job seekers and recruiters. Sometimes, you're just pushing a wall and if you’re not finding results, you're just pushing it harder.Maybe you need leverage to help you, um, maximize the impact by minimizing the effort or minimizing the effort and still getting maximum impact. So, what are some of the ways you could solve this problem? Network the hell out; your friends, your buddies, your cousins, your relatives, whoever is employed in your aspirational industry you’re trying to get into. Talk to them. Be very open. You have no clue what people could provide feedback on, on what you could be missing out.Many times, it's just a minor tweak that really makes you tremendously impactful. So typically I give this analogy to folks that in the sales industry, the difference between the worst sales Guy and the best sales guy is like its 1 or 2%, based on the efforts. So a minor tweak could take you from not getting it to getting your best opportunity.It's now the search is “what that one person is and where to find that one person and for that, talk to people. Get as much human input as possible on your research from someone who has influenced or who is critical to talk about the industry. So, suppose I am looking for a job in software and I go and talk to someone maybe in manufacturing and they provide feedback, I’m not sure how much I can take that feedback in my industry, so talk to someone in the software industry about what's going on. Or if you're in manufacturing guys, talk to the manufacturing guy, an insider.Read more:tao.ai/jobtip-finding-job-in-tough-market/

Transcript:Welcome to episode two of HR tips. Today we'll talk about something very interesting. So last week I was talking to one of the gentlemen, one of the HR executives, at one of a decently mid-sized company, service company. And we stumble upon an interesting conversation, and I want to share with you all.So it was about he was sharing with me some of the top challenges that he is facing in his role as an HR, as a chief people officer for an organization. And our sort of conversation went into ... we end up I think looking at pulling out one of the article that he was reading, it's about top biggest challenges that HR is facing in 2019, and how some of those challenges are directly reflecting to even his journey.And interestingly, most of the challenges that HR is facing has almost a single solution, so I'll walk with you on that. So the article I think he was reading from one of the top eight, I think the top article, the top eight challenges facing an HR. So, some of the challenges actually that he was talking about in that list were engaging the workforce, the challenge; attracting talent to their enterprise; managing relationships; training and development strategies; talent retention; diversity in the workplace; embracing inevitable change; and employee health and well-being.So in this list? So if you compartmentalize a bunch of these issues, so you can easily see that managing relationships, it is paramount in that wholeness, that almost fixes a lot of other things too, right? So if you somehow create meaningful relationships, successful relationship within an organization - you can have an engaged workforce, because you obviously you have ... And interestingly, when I talk to the gentlemen and they ask them, "Hey, what is your biggest worry when someone leave,"? Why would someone leave? I'm sure most of us know the answer? So either it's toxic ecosystem around us, either it's some situation that I don't negotiate early enough with my HR or with my organization before I plan to switch.And I asked him, "Hey, when you move your house, what are some of the things that you worry about," right? And some of the top things he said, "Hey, my kids' school needs to be changed, my network needs to ... like I need to rebuild my friend network and all that, the social network that I have created around me that needs to be revisited." So I said, "Those are the same sort of indicators that a worker thinks about when they're moving on," right?Read More at: tao.ai/single-fix-to-impact-top-hr-challenges/

#JobTip : Top Interview tip to help best crack that job interviewTranscript:Welcome, everyone, to another episode of job tip inwork2dot0 episode two. And in this conversation we will talk about some of thebest practices on interview. And I think I have some of the things that I havecaptured from my experience interviewing candidates, some of my best hires, andsome of things that really stood out when I interacted on even from ourinterview with some of the recruiters and hiring managers who have hired someof the ...And the technique is not very difficult; it's almostsimilar to whether you are a fresher getting into the interview or whether youare going for a leadership role, right?So a simplest mindset technique that I think have ... orat least I have seen working within many of my successful interviews that Ihave conducted, that it's not like I am interviewing the candidate, it's almostlike the candidate is interviewing me, right?So one of the typical example is when you go to aninterview, the mindset is the interviewer would ask you some questions that youhave to answer, right? So basically he'll be on an attack mode and you will beon a defending mode trying to prove that you are good or you are bad orwhatever, whatnot, right?But on the other side understand that interviewers arehumans as well, right? So if it's a hiring manager they are suffering in theirteam, that suffering they want to fix with you in it, possibly, right? Or ifyou're in HR you know the hiring manager is suffering, right? His team islacking some capability that you would bring to the table, right?Read More at: tao.ai/jobtip-top-interview-…k-that-job-interview/jobtipinterviewtipcareertipwork2dot0    

#JobTip : Resume that gets you hired! Sharing insights captured through working with our recruiter friends using TAO.ai for hiring and scanning through thousands of resume.. some of the best practices.. #recruiter #workforce #hiring #futureofwork #hrtechTranscript:Welcome to the episode of Work Insight, where we share insights captured from Tao.ai platform when dealing with our hundreds of customers and hundreds and thousands of subscribers.So we have been asked a lot by our users, by companies, to understand what all Tao learns and share with the community. So we have thought of creating a direct conversational dialogue with you guys where we can share our learning and insights with you, and whatever learning we are capturing by talking to many of the experts in the industry, many of the HR's, many of the job seekers, many of learning and development professionals, so we will be bringing that knowledge directly to you.So thank you so much for checking in.For today's conversation we talked about one of the very critical point or topic when it come to job search, it's resume writing.So we, even ourselves in Tao platform ask our at least Tao.ai public platform, ask job seekers to upload their resume and then we ... our AI picks it up and then shared with the recruiters and we make those arrangements happen. And we capture insights, we capture recruiters' feedback, and we sort of understand what's going on. And we'd take it from there.So some of the critical insights that I would love to share with you all, so I don't know how many times we have seen a resume that never ends, it's a long, long, and long and long and long and laborious textual representation of what you are. But if you think what is a resume? It's a small ad, it's an advertisement that tells a recruiter like me who you are, what you represent, so I became more interested, so I can talk to you, I can bring you on the call.So remember, you don't have to write your complete biography or memoir in this resume. You just need a snapshot, a very accurate representation of who you are in a very sturdy but also succinct way. So don't tell me where you were born. I am very less interested your date of birth, so certain things that just you can throw it out. And don't explain like 17-page of what you did in your last role.Read more at: tao.ai/jobtip-building-the-r…-that-gets-you-hired/

#HRTip: Understanding the talent to fix the future of companyTranscript:Understanding Talent- One of the Biggest Challenge for the Future of WorkforceWelcome, everyone to Tao.ai Presents Work Insight episode. In this particular episode we talk about one of the biggest challenge facing the working world, and almost every HR leader that we talk to is somehow impacted or concerned about this. And it is called retooling workers. What are some of the things that businesses could do to understand and retool their workers?So in this particular episode we talked about or we will talk about some of the fundamentals of what needs to be done before we even start talking about retooling, right? So when we started talking, and to give a background, so I represent Tao.ai, and Tao.ai is an AI-led career platform that helps professionals understand their skills, and from there on where they need to get to. And then we did an extensive research and we still are talking to a lot of HR leaders and businesses around what they do and what's happening around their side of the world.And I cannot stress enough how much we converse with leaders around how they are approaching this idea of retooling or retraining their workers.So in a typical model you have your team, you see there's new emergence of technology that you end up using or you will be using, so you are setting your team to get trained in that particular skill set. But we could not emphasize enough how catastrophic this strategy is, because number one it underestimates internal workforce who are located somewhere else but who would be an expert in this field already. So you may be overspending by educating someone who may not like to be going there.And on the other side you could be running alone in understanding that this is where you want to get to. So many times we are not equipped with enough resources to tell us where we want our team to go. So with that limited knowledge we do invest company resources in educating and retooling the workforce.So what needs to be done? I am a data scientist by trade, so I understand the data pretty well and so does my company. So when we talk to a lot of HR leaders we ask them, "Hey, before you talk about upgrading your skills or credentials, tell me do you have a good enough understanding of your skills or credentials," right? And that pretty much stuns almost every conversation that we find ourselves into, because unless and until you have a clear, a thoughtful, methodical understanding of the skills that your workers that your company has contains, you won't be able to do a good enough job in reeducate or retraining that workforce.So let me give you an example. One of the companies that we were helping with, they were looking for a bunch of machine vision engineers. And this company has tens of thousands of IT professionals. And we asked them, "Hey, why do you want us to find you those professionals," right? And then we ask them, "Hey, can just email your tens of thousands of professionals and see whoever is passionate about this topic of machine vision and AI?" And they have no template on that.And so what does that mean? That would mean that eventually they will end up hiring two professionals from outside. So the company is now tens of thousands of professionals, plus two. And then if there's anyone inside that organization who's already well-attuned in this idea of machine vision and AI, he will not find a good enough project or new enough project to work with. So that itself means that inefficiency, right? It sparks this idea of if had this company would have a clear understanding of the skills that their workers possess and how much they love that skill and they are good at it, this company could help. " .... Read more at: tao.ai/hrtip-understanding-t…he-future-of-company/

Richard Taylor (@Nasdaq) on creating #Employee #experience for #FutureOfWork #Work2dot0 #PodcastIn this podcast, Richard Taylor sheds light on the importance of employee experience and what some of the things companies could do to ensure empowered workers could take the companies to the future. He sheds some of the insights crucial for HR executives to create a culture of collaboration, growth, and empowerment. This is a must podcast for anyone looking to understand the fabric of growth mindset HR practice to grow the workforce into the future of work..Podcast Link:iTunes: http://math.im/jofitunesYoutube: http://math.im/jofyoutubeRichard's BIO:Richard Taylor is the VP of Employee Experience at Nasdaq, where he’s helping to transform people’s relationship with work by re-imagining everything from values & culture, leadership, recognition, careers, to even the day-to-day work envirinment, processes and tools. Prior to Nasdaq, Rich has held leadership roles at Palo Alto Networks, LinkedIn, Applied Materoals, Reuters, and several startups.About #Podcast:Work 2.0 Podcast is created to spark the conversation around the future of work, worker and workplace. This podcast invite movers and shakers in the industry who are shaping or helping us understand the transformation in work.Wanna Join?If you or any you know wants to join in,Register your interest by emailing: info@analyticsweek.comWant to sponsor?Email us @ info@analyticsweek.comKeywords:Work 2.0 Podcast,#FutureOfWork,#FutureOfWorker,#FutureOfWorkplace,#Work,#Worker,#Workplace,

Nick Howe (@NickJHowe) talks about fabric of learning organization to bring #JobsOfFutureIn this podcast Nick Howe (@NickJHowe) from @Area9 talks about the transforming world of learning landscape. He shed light on some of the learning challenges and some of the ways learning could match the evolving world and its learning needs. Nick sheds light on some tactical steps that businesses could adopt to create world class learning organization. This podcast is must for learning organization.Nick's Recommended Read:The End of Average: Unlocking Our Potential by Embracing What Makes Us Different by Todd Rose https://amzn.to/2kiahYNSuperintelligence: Paths, Dangers, Strategies by Nick Bostrom https://amzn.to/2IAPURgPodcast Link:iTunes: http://math.im/jofitunesGooglePlay: http://math.im/jofgplayNick's BIO:Nick Howe is an award winning Chief Learning Officer and business leader with a focus on the application of innovative education technologies. He is the Chief Learning Officer at Area9 Lyceum - one of global leaders in adaptive learning technology, a Strategic Advisor to the Institute of Simulation and Training at the University of Central Florida, and board advisor to multiple EdTech startups.For twelve years Nick was the Chief Learning Officer at Hitachi Data Systems where he built and led the corporate university and online communities serving over 50,000 employees, resellers and customers.With over 25 years’ global sales, sales enablement, delivery and consulting experience with Hitachi, EDS Corporation and Bechtel Inc., Nick is passionate about the transformation of customer experiences, partner relationships and employee performance through learning and collaborationAbout #Podcast:#JobsOfFuture podcast is a conversation starter to bring leaders, influencers and lead practitioners to come on show and discuss their journey in creating the data driven future.Wanna Join?If you or any you know wants to join in,Register your interest @ http://play.analyticsweek.com/guest/Want to sponsor?Email us @ info@analyticsweek.comKeywords:#JobsOfFuture #Leadership #Podcast #Future of #Work #Worker & #Workplace