Podcasts about Chief human resources officer

He Interrupted Her Mid-Sentence and Said "I Don't Agree." She Asked: "How Many Recruitment Drives Have You Led?" CHRO Deepashri on Standing Your Ground It was her first day in a new role. The leadership team was deep into planning the launch of a major production system. She raised her hand and asked: "What about the people strategy?" Everyone looked at her like she was speaking a different language. "What does people have to do with this? It's a manufacturing system." She asked again. Still dismissed. Still polite. Still ignored. She could have let it go. Instead, she spent six months building an irrefutable business case. She spoke to the consultants. She researched the ROI. She calculated exactly what would be lost if people failed to adopt the system. She pre-worked the stakeholders she already had relationships with, one by one, so she would not be the only voice in the room when the moment came. Then she walked into a meeting with the global head of manufacturing, the global head of HR, and the other senior sponsors. She was the only woman in the room. She was a nervous wreck. She had her game face on. She got the budget. She got the resources. She built a people pillar that outlasted her, survived an acquisition, and is still running today. Deepashri is Chief Human Resources Officer at 8th Ave Food and Provisions. In this episode, she shares two very different stories of standing her ground at work — one strategic and six months in the making, one instinctive and decided in seconds — and what she learned from both. You'll learn: Why she refused to use HR buzzwords like "empathy" or "doing the right thing" when pitching to hard-nosed manufacturing executives, and what she said instead to make her idea impossible to ignore. The pre-meeting strategy she uses before any high-stakes pitch: influence the people you already have relationships with one-on-one first, so you are never the only advocate in the room. How she walked into the biggest pitch of her career feeling like a nervous wreck, knowing that if she failed, she would be "just another person on the leadership team with no voice." The investment banker who interrupted her mid-sentence and said "I don't agree." What she said back, why she still calls him a friend today, and what happened when she pulled it off. Why she thought she was being assertive in a conversation that completely failed to land, what her coach told her, and the three-part technique she developed to deliver the most difficult messages in a way that registered clearly without feeling disrespectful. Why assertiveness looks and sounds different across cultures, and how she learned to calibrate between India's indirect communication style and the blunt directness expected in U.S. corporate environments. Her best career compliment: "Deeps will tell you the most difficult things in the nicest possible way." About Deepashri: Chief Human Resources Officer at 8th Ave Food and Provisions, Deepashri has built her career across global HR, change management, and organizational transformation roles in India and the United States. She is a coach, storyteller, and advocate for assertive communication across cultures.

In this episode of Workday Playdate, Erin sits down with Kelly Burlage, Chief Human Resources Officer at Lineage, to explore how our relationship with failure changes as we grow in our careers. From early-career mistakes that feel world-ending to high-stakes leadership decisions that impact entire organizations, Kelly shares why failure is something to learn from.If you've ever found yourself replaying a professional setback or questioning whether you're ready for the next level, this conversation offers a refreshing perspective on resilience and leading through uncertainty.Inside This Episode:Why Failure Evolves as Your Career Grows: Kelly shares how her definition of failure has shifted throughout her career and why the challenges that once felt devastating often become the foundation for future success.The Leadership Lessons Hidden Inside Setbacks: Not every failure feels productive in the moment. Kelly reflects on how some of her most difficult professional experiences ultimately accelerated her growth and strengthened her leadership.How to Lead Through High-Stakes Misses: As leaders advance, mistakes become more visible and carry greater consequences. Kelly discusses how to navigate setbacks without losing trust, momentum, or confidence.Balancing Innovation with Smart Risk-Taking: Growth requires experimentation, and experimentation comes with the possibility of failure. Kelly explains how data, curiosity, and calculated risks help organizations move forward without becoming paralyzed by fear.Creating a Culture Where People Can Learn from Failure: In industries where precision matters, psychological safety still matters. Kelly shares how leaders can create environments where people feel empowered to take ownership, learn, and improve.What to Do Now:Revisit an Old Failure: Think about a professional setback from earlier in your career that still makes you cringe. What lessons did it teach you that success couldn't have?Audit Your Current Response to Failure: Ask yourself whether you're approaching today's challenges with outdated fears or limiting beliefs that no longer serve you.Look for the Lesson, Not the Label: The next time something doesn't go as planned, resist the urge to immediately call it a failure. Instead, ask: "What is this experience teaching me?"About the GuestKelly Burlage is the Chief Human Resources Officer at Lineage, the world's largest and most innovative temperature-controlled logistics provider. She leads enterprise-wide people strategies that align business growth with operational excellence while fostering a culture of inclusion, collaboration, and high performance. With more than two decades of global HR and talent leadership experience, Kelly has built and scaled high-performing teams across complex, high-growth organizations. She is known for delivering innovative, data-driven people strategies that drive meaningful business results. Kelly is a Korn Ferry Certified Coach, a Leading Women Executives alumna, and has been recognized among TAtech's Top 100 Most Influential Talent Acquisition Thought Leaders.Your FreebieHow do you lead through failure and uncertainty?Today's workplace demands adaptability, creative problem-solving, and leaders who can navigate uncertainty without freezing in perfectionism.This quick quiz will reveal your unique approach to failure and uncertainty, plus give you simple ways to strengthen your adaptability muscles and help your team thrive when things don't go according to plan.Connect with Kelly BurlageKelly's LinkedInLineage's websiteConnect with Erin Diehl x improve it!Leadership Playground online membership communityErin's websiteErin's InstagramErin's TikTokErin's LinkedInimprove it!'s websiteimprove it!'s InstagramFor more information on improve it! visit www.learntoimproveit.com.

We have all worked at a place where we felt like just another number in a spreadsheet. It is incredibly frustrating when you offer feedback that seems to vanish into a black hole of corporate bureaucracy. But what if your company actually treated your voice like a strategic roadmap for the future? In this episode, DJ Casto, the EVP and Chief Human Resources Officer at Synchrony, joins us to explore how his team transformed their culture to become the number one best place to work in 2026. DJ shares the secrets behind their decade-long journey of separation from GE Capital and how they climbed the rankings by anchoring their identity in the concept of trust. We dive deep into their philosophy of co-creation, where active listening through quarterly pulse surveys and roundtables allows employees to directly design the culture they want to inhabit. Discover how Synchrony applies agile software principles to HR by launching minimal viable products for benefits like personalized wellness coaches and on-site therapists to see what truly resonates with the workforce. We also tackle the modern challenge of AI, moving past the doom and gloom to discuss how technology can actually unlock human creativity and fulfill more enriched roles. You'll learn how to foster employee accountability through a focus on critical experiences rather than rigid job paths. This episode unpacks how you can build a high-trust organization where continuous improvement is a lifestyle rather than a one-time goal. Watch the full video on YouTube ---------- Start your day with the world's top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠⁠https://greatleadership.substack.com/ Quick heads-up: my new book, The 8 Laws of Employee Experience, is a practical playbook for building an environment where people do their best work—order a copy here: https://bit.ly/8exlaws

In this episode, Lauren Lewis visits Say Yes Buffalo and sits down with Collin Gehl, Chief Human Resources Officer, for a conversation about career growth, nonprofit leadership, workforce development, and the importance of helping people see what is possible for themselves. Collin shares his journey from earning an English degree at UB to finding his way into human resources through nonprofit work, organizational leadership, and a passion for helping people grow. His path was anything but traditional, and that is exactly what makes this conversation so relatable. Together, Lauren and Collin discuss: Why career paths are rarely linear The importance of mentorship and professional development Building trust as an HR leader How workplace culture impacts retention and employee satisfaction Why employees need career conversations, not just job descriptions Supporting staff as people first, workers second The importance of leadership development inside organizations How Say Yes Buffalo is helping students from early education through workforce development The impact of apprenticeship programs and career exposure opportunities Collin also talks about how Say Yes Buffalo has grown over the years and the incredible work the organization is doing to support students and families throughout Buffalo and now Niagara Falls. What really stands out in this episode is the focus on people. Whether it is supporting employees, mentoring emerging leaders, or helping students discover career opportunities, the conversation keeps coming back to the same idea: people thrive when someone believes in them and gives them the tools to succeed. If you are navigating your own career path, leading a team, or thinking about workplace culture and employee growth, this episode is packed with insight and perspective. 

Most leaders think culture is the words on the wall. It's not. Culture is what you do and don't tolerate — and if you're tolerating the wrong behaviors, you don't have a culture. You have a poster.On this episode of The D2D Podcast, Sam Taggart sits down with Stephen Childs, Chief Human Resources Officer of Panasonic Automotive Systems Company of America and author of Just Be Undeniable: The Science, Habits, and Tools of an Unstoppable You. With 25+ years of senior leadership experience leading culture transformations inside one of the largest corporations in the world, Stephen unpacks how to build an undeniable culture — one that attracts elite talent, drives elite performance, and refuses to tolerate behavior that drags the team down.Inside this episode:Thank you for listening! Don't miss out on future episodes! Subscribe to The D2D Podcast on Apple Podcasts and Spotify.Follow us on Facebook and Instagram. You may also watch this podcast on YouTube!You may also follow Sam Taggart on Facebook, Instagram, and TikTok for more nuggets on D2D and Sales Tips.

Unser heutiger Gast hat Betriebswirtschaftslehre an der Bergischen Universität Wuppertal studiert und anschließend einen MBA mit Schwerpunkt Human Resources Management an der Management Akademie Heidelberg, der FH Ludwigshafen und dem Dublin Institute of Technology absolviert. Ihre Karriere begann im HR-Bereich als Management-Trainee am Flughafen Düsseldorf. Danach wechselte sie zur Deutschen Apotheker- und Ärztebank, bevor sie mehrere Jahre bei Heraeus tätig war, zuletzt als Global Head of HR im Bereich Precious Metals. Es folgten Stationen bei Saint-Gobain Sekurit sowie bei Vantage Towers, wo sie als Head of HR Germany und für europäische Cluster-Märkte verantwortlich war. Zuletzt war sie Chief Human Resources Officer bei Kandelium und hat dort die strategische Personalarbeit gestaltet. Heute arbeitet sie als freiberufliche Autorin, Speakerin und Sparringspartnerin für Führungskräfte und Organisationen. In ihrer Arbeit geht es um Führung, Kultur und die Frage, wie Menschen in Organisationen wirksam werden können. Sie hat selbst erlebt, wie stark Strukturen, Erwartungen und Rollenbilder Karrieren beeinflussen. Diese Erfahrungen prägen ihre Perspektive bis heute. Ein wichtiger Teil ihres Weges waren Lernräume und Netzwerke. Unter anderem war sie Teilnehmerin im New Work Masterskills Executive Programm und hat sich dort intensiv mit ihrer eigenen Rolle als Führungskraft auseinandergesetzt. Mit ihrem Buch „Fuckup & Forward“ beschreibt sie Führung aus einer persönlichen Perspektive und greift Themen wie Fehler, Zweifel und Entwicklung auf. Seit über acht Jahren beschäftigen wir uns in diesem Podcast mit der Frage, wie Arbeit den Menschen stärkt, statt ihn zu schwächen. Wir haben in mehr als 500 Episoden mit fast 700 Persönlichkeiten darüber gesprochen, was sich für sie verändert hat und was sich noch verändern muss. Warum fällt es uns so schwer, offen über Fehler zu sprechen und was würde sich verändern, wenn wir es wirklich tun? Was hält viele Frauen heute noch davon ab, sichtbar zu werden und Führung zu übernehmen? Und was können wir konkret von neuen Modellen wie geteilter Führung darüber lernen, wie Zusammenarbeit in Zukunft funktioniert? Fest steht: Für die Lösung unserer aktuellen Herausforderungen brauchen wir neue Impulse. Daher suchen wir weiter nach Methoden, Vorbildern, Erfahrungen, Tools und Ideen, die uns dem Kern von New Work näherbringen. Darüber hinaus beschäftigt uns von Anfang an die Frage, ob wirklich alle Menschen das finden und leben können, was sie im Innersten wirklich, wirklich wollen. Ihr seid bei On the Way to New Work, heute mit Marinka Zeiss. [Hier](https://linktr.ee/onthewaytonewwork) findet ihr alle Links zum Podcast und unseren aktuellen Werbepartnern

What does it mean when the only HR professional in a room of 6,000 AI innovators refuses to stay silent? Anju Choudhary attended HumanX in San Francisco, looked around, and decided that was not a coincidence. It was a calling. In this live conference conversation recorded at HumanX, Lori Adams-Brown sits down with Anju Choudhary, a seasoned Chief Human Resources Officer, to talk about what it really means to keep humans at the center of one of the most consequential shifts in how we work. Anju's message is clear: people leaders do not belong on the sidelines of the AI conversation. They belong at the head of the table. In this episode, you'll hear: Why Anju was the only HR professional among 6,000 attendees at a major AI conference, and what that signals for the profession The mindset shift every people leader needs right now: from "human in the loop" to "human in the lead" How building her first AI agent in under two minutes changed the way she talks about AI adoption What India's vast cultural and linguistic diversity taught her about adaptability, care, and meeting people where they are A practical, courage-forward invitation: take your first step, ask for help, and remember, we are all co-creating this together About Anju Choudhary: Anju Choudhary is a Chief Human Resources Officer with global leadership experience spanning IBM, Australia, New Zealand, the United States, and beyond. A passionate advocate for human-centered AI adoption, she believes the people who understand the human element are exactly the ones who need to be shaping the future of work. Find Anju Choudhary at: LinkedIn: https://www.linkedin.com/in/anju-choudhary1/ Timestamps: [00:00] Welcome and live recording introduction at HumanX, San Francisco [01:30] Anju's global journey: IBM, a traveling husband, and the richness of India's cultural diversity [04:00] What excites her most: creativity, collaboration, and the human-AI partnership [05:30] "From human in the loop to human in the lead" [07:00] What concerns her: people feeling helpless, frozen, and left behind [08:30] Building her first AI agent in two minutes and why that first step changes everything [09:30] A call for more HR and people leaders at AI decision tables [10:30] Final wisdom: raise your hand, ask for help, and co-create the journey forward Subscribe, leave a review at https://www.aworldofdifferencepodcast.com/reviews/new/, and share this episode with a people leader who needs to hear this. Visit https://www.aworldofdifferencepodcast.com for more resources. Join us on Patreon for exclusive content Join us on Substack for a deeper dive. Learn more about your ad choices. Visit megaphone.fm/adchoices

Amy Clark, Chief Human Resources Officer, executive advisor, coach, and author of the bestseller Unseen Leadership: Interrupt the Instincts That Block Your Success joins Enterprise … Read more The post Unseen Leadership: Interrupt the Instincts That Block Your Success appeared first on Top Entrepreneurs Podcast | Enterprise Podcast Network.

What does it mean when the only HR professional in a room of 6,000 AI innovators refuses to stay silent? Anju Choudhary attended HumanX in San Francisco, looked around, and decided that was not a coincidence. It was a calling. In this live conference conversation recorded at HumanX, Lori Adams-Brown sits down with Anju Choudhary, a seasoned Chief Human Resources Officer, to talk about what it really means to keep humans at the center of one of the most consequential shifts in how we work. Anju's message is clear: people leaders do not belong on the sidelines of the AI conversation. They belong at the head of the table. In this episode, you'll hear: Why Anju was the only HR professional among 6,000 attendees at a major AI conference, and what that signals for the profession The mindset shift every people leader needs right now: from "human in the loop" to "human in the lead" How building her first AI agent in under two minutes changed the way she talks about AI adoption What India's vast cultural and linguistic diversity taught her about adaptability, care, and meeting people where they are A practical, courage-forward invitation: take your first step, ask for help, and remember, we are all co-creating this together About Anju Choudhary: Anju Choudhary is a Chief Human Resources Officer with global leadership experience spanning IBM, Australia, New Zealand, the United States, and beyond. A passionate advocate for human-centered AI adoption, she believes the people who understand the human element are exactly the ones who need to be shaping the future of work. Find Anju Choudhary at: LinkedIn: https://www.linkedin.com/in/anju-choudhary1/ Timestamps: [00:00] Welcome and live recording introduction at HumanX, San Francisco [01:30] Anju's global journey: IBM, a traveling husband, and the richness of India's cultural diversity [04:00] What excites her most: creativity, collaboration, and the human-AI partnership [05:30] "From human in the loop to human in the lead" [07:00] What concerns her: people feeling helpless, frozen, and left behind [08:30] Building her first AI agent in two minutes and why that first step changes everything [09:30] A call for more HR and people leaders at AI decision tables [10:30] Final wisdom: raise your hand, ask for help, and co-create the journey forward Subscribe, leave a review at https://www.aworldofdifferencepodcast.com/reviews/new/, and share this episode with a people leader who needs to hear this. Visit https://www.aworldofdifferencepodcast.com for more resources. Join us on Patreon for exclusive content Join us on Substack for a deeper dive. Learn more about your ad choices. Visit megaphone.fm/adchoices

This episode recorded live at the Becker's 16th Annual Meeting features Jeremy Stephens, Chief Human Resources Officer and Executive Vice President, Tidelands Health. He discusses workforce flexibility, predictive workforce planning, AI in HR, and how strong communication and adaptable leadership are helping Tidelands Health meet the demands of a rapidly growing region.In collaboration with Insight Global.

Rossmann hat seinen ersten KI-bedingten Stellenabbau hinter sich — und CHRO Stefan Sander spricht so offen darüber wie kaum ein Personalvorstand zuvor.Katharina trifft Stefan Sander, Chief Human Resources Officer bei Rossmann, zu einem ungewöhnlich ehrlichen Gespräch über KI-Transformation im deutschen Einzelhandel: vom eigenen Filialen-Copiloten über KI-gestützte Standortentscheidungen bis zum humanoiden Roboter in der Logistik.Stefan gibt exklusive Einblicke in Rossmanns KI-Strategie, erklärt wie der erste Stellenabbau intern kommuniziert wurde, welche Rolle der Betriebsrat gespielt hat — und warum HR jetzt die größte Chance hat, wirklich strategisch zu werden.

This week, UNC Health Appalachian became the first healthcare system in Western North Carolina to launch a partnership with the North Carolina Tri-Share program — a childcare cost-sharing model that splits tuition three ways between the employer, the employee, and the state. On this week's Mind Your Business, we visit with Alysia Price, Chief Human Resources Officer at UNC Health Appalachian, to discuss how the partnership works, who it serves, and what it could mean for other High Country employers who are watching closely.Also on this week's show, we mark the completion of Section 1B of the Great American Outdoors Act restoration work on the Blue Ridge Parkway — running from Parkway School to Bamboo Gap in Watauga County — and recap last night's public scoping meeting where Blue Ridge Parkway Superintendent Tracy Swartout and agency partners met with the community to begin planning Helene-related debris removal. We also preview the full agenda for the 7th Annual Vision Northwest North Carolina Summit on May 21st at the Watauga Campus of Caldwell Community College and Technical Institute. This year's theme is Driving Regional Progress, with a day of keynotes and breakout sessions focused on transportation funding, workforce access, freight and mobility, and what it takes to move people across Northwest North Carolina. Registration is open now at boonechamber.com.Mind Your Business is written and produced weekly by the Boone Area Chamber of Commerce. This podcast is made possible thanks to the sponsorship support of Appalachian Commercial Real Estate.Catch the show each Thursday afternoon (Friday afternoon this week) at 5PM on WATA (1450AM & 96.5FM) in Boone.Support the show

In this episode of the HR Leaders Podcast On The Road, we sit down with Raúl J. Valentín, EVP & Chief Human Resources Officer at ABM Industries, live from Workhuman Live Orlando 2026, to unpack what it really takes to lead a frontline workforce through constant change, AI transformation, and rising employee expectations.Raúl explains why the future of HR is not about choosing between people and technology, but designing systems where people and AI work together to make work faster, fairer, and more human.He shares how ABM is building resilience across a workforce of more than 100,000 team members by focusing on fairness, recognition, manager capability, and helping employees feel seen, heard, and valued wherever they work.Most importantly, Raúl reveals why HR leaders must stop waiting for perfect answers before taking action, and instead create safe ways to launch, learn, improve, and lead transformation in motion.

A new report from Washington state reveals a pervasive issue of workplace harm affecting Black women. Conducted by the Washington State Women's Commission and Blacks United in Leadership & Diversity, the survey found that nearly every Black woman reported experiencing microaggressions, exclusion, and barriers to advancement, despite their qualifications and commitment to public service. This finding emerges amidst a period where over 300,000 Black women nationwide have lost their jobs, often coinciding with the rollback of diversity, equity, and inclusion initiatives. Ayanna Colman, Chief Human Resources Officer for the Office of Administrative Hearings, shares more about the report on this episode of the Rythm & News Podcast. Interview by Chris B. Bennett.

In dieser Episode des HR Weekly Video-Podcasts ist Inga Dransfeld-Haase, Chief Human Resources Officer beim TÜV Nord, zu Gast. Sie teilt ihren ungewöhnlichen Karriereweg von der Rechtsanwältin zur CHRO, erklärt warum HR bis 2030 zum strategischen Gestalter werden muss und warum die Allianz zwischen CHRO und CTO in Zeiten der KI-Transformation entscheidend ist.Darüber hinaus sprechen wir über die Zukunft von HR-Teams entlang des Employee Lifecycles, Dario Amodeis These zu KI und Einstiegsjobs, persönliche Resilienz im C-Level-Alltag und warum kritisches Denken, Empathie und Neugier die wichtigsten Future Skills sind.-- WerbepartnerUnion KrankenversicherungLongevity beginnt nicht beim Supplement-Stack – sondern bei regelmäßiger medizinischer Vorsorge. Das Problem: Lange Wartezeiten, versteckte Extrakosten, und am Ende schiebt man's doch auf.Unser Partner Union Krankenversicherung macht das einfacher: Mit dem Vorsorge-Tarif erhalten eure Mitarbeitenden bis zu 500€ im Jahr für Vorsorgeuntersuchungen – Blutbild, Lungenfunktion, Hautkrebsscreening und mehr.Das Beste: Keine Gesundheitsprüfung – auch Mitarbeitende mit Vorerkrankungen werden im Kollektiv mitversichert – niemand fällt raus.Zum Angebot: udv.de/dkvCanonUnser Equipment:Kameras: EOS R6 Mark IIObjektive: RF 50mm F1.8 STM, RF 16-28mm F2.8 IS STM, RF 28-70mm F2.8 IS STMMehr Infos zum Corporate Studios Angebot von Canon findet ihr hier: canon.de/corporate-studio

Welcome to Life in the Leadership Lane where I am talking to leaders making a difference in the workplace and in our communities. How did they get to where they are and what are they doing to stay there! Buckle up and get ready to accelerate in the Leadership Lane! This week, I am talking with Kristen Diggs, SHRM-SCP, Chief Human Resources Officer, San Diego Youth Services, and President of San Diego SHRM 2026!How did Kristen get started in her career and whatled her to HR and Leadership? When did Kristen Find Her Lane in her career?What does Kristen share about “showing people” the business value? What does Kristen share about leadership? What does Kristen share about “collective care”? What tips does Kristen share about volunteer leadership? What advice does Kristen share to help others in theworkplace and in community? …and more as we spend “Time to Accelerate” with afew more questions.Interview resources:Favorite quote from Kristen:“My success is my peoples success.”Connect with Kristen on LinkedInLearn more about San Diego Youth ServicesVisit San Diego SHRMLearn more about the podcast host Bruce WallerCheck out Bruce's books Drive With Purpose: Move Your Career from Success toSignificance (#1 New Released book on Amazon)Life in the Leadership Lane; Moving Leaders to Inspire and Change the Workplace Find Your Lane; Change your GPS, Change your Career (“Book Authority” Best Books)Milemarkers; A 5 Year Journey …helping you record daily highlights to keep you on track.Connect with Bruce on LinkTreeSubscribe to Bruce's Blog “Move to Inspire” Get relocation support for your next household goods or commercial office move across the US by reaching out to Bruce at bwaller@goarmstrong.com or visit The Armstrong Company

Story of the Week (DR):Sneaker Company Allbirds Plans to Pivot to A.I. Yes, A.I. MMAfter selling its business for $39 million last month, the company said it planned to buy powerful computer chips and rebrand itself NewBird AI.Allbirds is ditching years of clean and green street credEach share of Class A common stock is entitled to one vote on each proposal and each share of Class B common stock is entitled to ten votes on each proposalClassified: one Class I director to hold office until the 2028 Annual MeetingAI/technology experience on board: ZEROVoting powerCofounder/former CEO/director Joseph Zwillinger (24%)VC dude: B.S. in Industrial Engineering and Operations Research; M.B.A. Wharton; director since 2015Cofounder/former CEO/director Timothy Brown (27%)Former soccer player: B.S. in Design; M.Sc. in International Management; director since 2015 Director Dan Levitan (33%)VC dude: B.A. in history from Duke University and an M.B.A. from Harvard; director since 2016Lead independent director and “effective chairperson” Dick Boyce (4%)VC dude; B.S.E from Princeton and M.B.A. from Stanford; director since 20162 whole womenAlsoSnap blames AI as it lays off 1,000 workersStarbucks launches beta app in ChatGPT to fuel new drink discoveryUS Army Builds First AI Chatbot for Troops, Trained on Live Conflict Data From Iran and Ukraine, Built on Reddit-Style ForumsMeta is making an AI Mark Zuckerberg to talk to employees, report says‘AI Is Our Friend,' Morgan Stanley CEO SaysTrump administration taps automakers to boost weapons production in WWII-style pushSenior U.S. defense officials have held talks about producing weapons and other military supplies with top executives ​of companies includingGeneral MotorsCEO/Chair Mary Barra has spent 2025 and 2026 "cozying up" to the administration. In recent shareholder letters, she has explicitly thanked Trump for his support of the industry and praised his tariff policy for "leveling the playing field."Director Wesley G. Bush: the former CEO of defense giant Northrop Grumman also sits on the board of GE Aerospace, acting as a major link to the administration's military expansion goals.Two weeks prior to his resignation as CEO, a scathing independent review outlined the 14-year delay, 19x budget overrun ($800M), and numerous human errors made by Northrop Grumman in the construction of the James Webb Space Telescope, which led to Wes testifying before congressGM donated $1 million to the 2025 inauguration and supplied the official presidential motorcade vehicles, continuing their long-standing traditionFord MotorCEO Jim Farley has been described as a frequent caller to President Trump. In January 2026, Trump was caught on a live mic during a Michigan factory tour claiming Farley calls him "all the time" to push for the repeal of environmental "garbage" (EPA regulations).Chair William Clay (Bill) Ford Jr.: has maintained what he calls a "great relationship" with President Trump since the 2024 election. In January 2026, he personally hosted Trump at the Ford Rouge Center in Dearborn, where they toured F-150 production lines.Ford Motor Company was one of the first major corporations to "line up" for the 2025 inauguration. The company donated $1 million to the Trump-Vance Inaugural Committee and provided a fleet of vehicles for the ceremony's transportation needsDirector Jon Huntsman Jr. served as Trump's Ambassador to Russia during his first term.GE AerospaceCEO/Chair Larry Culp has a very direct win-win relationship with the administration. In May 2025, Culp accompanied President Trump on a high-stakes trip to the Middle East.During that trip, Trump helped broker a $96 billion order from Qatar Airways for Boeing jets, which will be powered exclusively by GE engines.Culp was seen side-by-side with Trump in Doha celebrating the deal.Director Wesley G. Bush: the former CEO of defense giant Northrop Grumman also sits on the board of GM, acting as a major link to the administration's military expansion goals.OshkoshDirector David Perkins: a retired 4-star General and former commander of the U.S. Army Training and Doctrine Command (TRADOC)U.S. tech companies ramp up government lobbying amid Iran war uncertaintyNetflix Chair Reed Hastings to Leave Board in June The founder is stepping aside to focus on his philanthropic effortsSarandos or Peters or Hoag?Average Frequency 2004: approximately 5 to 6 discs per month per subscriberToday: Monthly Average: This adds up to about 31 to 32 hours per month.The "Browsing" Tax: Interestingly, data shows that the average user spends about 18 minutes per day just scrolling through the menu before actually hitting "play." If you include that, people are "using" the app for nearly 40 hours a monthPopulist math time: that's 6570 minutes=109.5 hours=4.6 daysAccording to the latest data from the U.S. Bureau of Labor Statistics (BLS) for March/April 2026, the average hourly wage in America is: $37.38 per hour=$4093.11Average US minimum wage is $11.60=$1270.20IBM folds to Trump anti-DEI push, admits no misconduct but pays $17M penalty3 (of 14) women with 11% total influence: no leadership positions21 execs/5 women: 3 are Assistant General Counsel, Chief Human Resources Officer, Chief Legal OfficerWhite House study says DEI policies cost US economy by promoting unqualified managersGoodliest of the Week (MM/DR):DR: Oil prices may be falling, but for the wrong reason: ‘Demand destruction' throttling global consumptionEuropean Airlines Face Fuel Shortages Within WeeksDR: Karen S. Carter Named Dow CEO; Number Of Black Women Running Fortune 500 Companies Now At 2MM: Big grid batteries are finally on a roll in New EnglandAssholiest of the Week (MM):There is one asshole of the week - protection from liability. Here are the incarnations.Security: We're in a new era of heightened CEO safety measures, security pros sayStarbucks Mandates CEO Private Jet Use After Security ReviewMeta spends more guarding Mark Zuckerberg than Apple, Nvidia, Microsoft, Amazon, and Alphabet do for their own CEOs—combinedFriday's attack on Sam Altman's house underscores a growing worry for some CEOs: safety at homeSnap paid $2.8 million for CEO and cofounder Evan Spiegel's personal securityAlphabet paid $8.3 million for CEO Sundar PichaiMusk = $2.4mHuang = $2.2mTech billionaires seem to be doom prepping. Should we all be worried?Reid Hoffman, the co-founder of LinkedIn, has talked about "apocalypse insurance".Security costs are directly correlated to how much we hate the CEOs - this is not a mistake, literally these people are the ones who take advantage of employees and customers, ruin the free world, destroy everything they touch and make billions doing itI never need to make an asshole list again - I just need to identify what company pays the most for security for their CEODamion's prediction of a corporate nation state is close - small armies, bubbles and islands, no accountability?Social Media: Meta vows appeal of 'landmark' social media verdicts, warns of free speech erosionSo now Meta is arguing that the teen in California was harmed by the content, which is protected by section 230, so Meta can't be liable. But the teen argued that the DESIGN of Meta social media was the problem, NOT the content, and that's how they wonMeta and Google lost because of content recommendations, not content - the recommendations are entirely in the control of Meta and GoogleMeta is effectively now arguing that algorithmic delivery is free speech - but they talk out of the other side of their mouths when coddling Trump and conservatives, because if algorithm is free speech here, it means content moderation IS ALSO FREE SPEECH since the algorithm IS MODERATIONIf Meta wins on appeal, it means that the social media companies can never be liable for anything - not the product design, not the content - it is the ultimate coup, there would be nothing you could possible sue them forNew study shows just how Facebook's algorithm shapes conservative and liberal bubblesLegislation: Bill Cunningham, Illinois State Rep DROpenAI Backing Law That Protects It When AI Causes Mass Deaths and Other MayhemAnthropic Opposes the Extreme AI Liability Bill That OpenAI BackedProvides that a developer of a frontier artificial intelligence model shall not be held liable for critical harms caused by the frontier model if the developer did not intentionally or recklessly cause the critical harms and the developer publishes a safety and security protocol and transparency report on its website. Provides that a developer shall be deemed to have complied with these requirements if the developer: (1) agrees to be bound by safety and security requirements adopted by the European Union; or (2) enters into an agreement with an agency of the federal government that satisfies specified requirements. Sets forth requirements for safety and security protocols and transparency reports. Provides that the Act shall no longer apply if the federal government enacts a law or adopts regulations that establish overlapping requirements for developers of frontier models."Critical harm" means the death or serious injury of 100 or more people or at least $1,000,000,000 of damages to rights in property caused or materially enabled by a frontier model, through either: (1) the creation or use of a chemical, biological, radiological, or nuclear weapon; or (2) engaging in conduct that: (A) acts with no meaningful human intervention; and (B) would, if committed by a human, constitute a criminal offense that requires intent, recklessness, or negligence, or the solicitation or aiding and abetting of such a crime.Headliniest of the WeekDR: Amazon Accused of Hiding Worker's Death for a Week, Making Employees Keep Working as Corpse Lay on FloorDR:374Water Reappoints Richard "Rick" Davis to the Company's Board of Directors AND CMC Announces Appointment of Michael 'Mike' Dumais to Board of Directors AND Regis Corporation Announces Appointment of William “Bill” Charters as Independent DirectorMM: ChatGPT's “Honest Reaction” to a “Song” Composed Entirely of Gas-Passing Noises Will Make You Question Whether It's Honestly Evaluating Your Other Brilliant IdeasWho Won the Week?DR: Wesley BushMM: Anyone who wants to cause “critical harm” to societyPredictionsDR: Wharton creates two new MBA courses inspired by Allbirds: MKTG 655: Consumer Gaslighting & The Algorithmic Pivot and MGMT 910: Advanced Failing UpwardsMM: In 2027, Reed Hastings will be elected as an independent director at Netflix

Effective leaders create connection, recognizing that human-centered leadership is critical.MOVE Like ThisWith Bonnie Buol RuszczykFor CPA Trendlines ResearchIn this episode of MOVE Like This, Bonnie Ruszczyk is joined by Lisa Fitzgerald, Chief Human Resources Officer at Eide Bailly, for a conversation about talent, leadership, and what it takes to build workplaces where people actually want to stay. With nearly two decades at the firm and a career spanning manufacturing, technology, and professional services, Fitzgerald brings a practical, people-centered lens to some of the profession's biggest challenges. MORE MOVE Like This | MORE CPA Trendlines Streaming Network One issue keeping Fitzgerald up at night is the accelerating impact of AI on the accounting workforce. While Eide Bailly is approaching AI adoption thoughtfully and seeing real productivity gains, Fitzgerald is just as focused on the downstream effects, particularly how the conversation around AI may influence students deciding whether accounting feels like a “safe” career choice. With firms still recovering from talent shortages, she sees a real risk that fear and uncertainty could deter future professionals before they even enter the pipeline.

Companies today are rushing to build an AI strategy, but they often forget to create a human strategy to match it. As technology takes over daily tasks, keeping the human element alive at work is a huge challenge for business leaders. In this episode, Kathie Patterson, Chief Human Resources Officer at Ally, joins us to explore how to balance new AI tools with human emotional intelligence. We uncover how to roll out AI to employees for better efficiency while making sure a human is always in the loop for the moments that truly matter. Kathie explains why leaders need strong EQ and training in crucial conversations to handle conflicts, since frustrating moments like getting stuck in dead-end phone trees prove that people still crave real human connection during stressful times. We also explore balancing workplace empathy with business accountability, offering real support like mental health and fertility benefits without treating adult employees like children. Finally, we look at how to adapt to generational shifts, like Gen Z entering the workplace, and the risks of using AI for HR tasks like hiring and promotions. CHROs will find this episode essential for building a future-ready culture that embraces both high-tech tools and deep human connection. Watch the full video on YouTube ---------- Start your day with the world's top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠⁠https://greatleadership.substack.com/ Quick heads-up: my new book, The 8 Laws of Employee Experience, is a practical playbook for building an environment where people do their best work—order a copy here: 8EXlaws.com

What happens when a Chief Human Resources Officer steps beyond traditional HR and takes on operations, facilities, communications, and more?In this episode of From Lawyer to Employer, host Daniel Schwartz sits down with veteran HR leader Jeanine Reckdenwald to explore what it really takes to move from functional expertise to enterprise leadership.Jeanine shares how expanding her role reshaped the way she thinks about people, process, and performance—and why HR leaders are uniquely positioned to drive business outcomes across an organization. From overcoming the fear of stepping into unfamiliar territory to building financial fluency and aligning competing executive priorities, this conversation offers practical insights for anyone looking to grow their leadership impact.Key takeaways include:How HR decisions influence operations, finance, and customer experienceThe mindset shift from expert to enterprise leaderMetrics that matter when connecting people strategy to business resultsCommon pitfalls (and how to avoid them) when expanding your roleWhy strong teams and early wins are critical to successWhether you're in HR, leadership, or business operations, this episode offers a fresh perspective on how breaking out of silos can unlock meaningful results.

Leaders often complain about new employees or feel overwhelmed by constant change and employee feedback. But what if the key to retention and engagement is simply changing how we view our team's lives outside of work? In this episode of Boss Better Now, Joe Mull sits down with Sandra Davis, Chief Human Resources Officer for North Mississippi Health Services (NMHS). Sandra shares her incredible insights on sustaining high employee engagement and why she reads thousands of employee survey comments to stay connected to the frontline of the largest non-metropolitan rural hospital system in the U.S.. Sandra shares her journey from working in an assisted living facility as a teenager to leading HR at the highest levels. She breaks down why leaders need to banish generational stereotypes, how to keep your team grounded in their purpose, and practical routines for staying connected with the people doing the work. In this episode, you'll learn:

In this week's episode, we revisit our interview with Lorraine Parker-Clegg. Lorraine is the Chief People Officer at Allison Transmission. Lorraine shares lessons learned in her career and her perspective on hiring great talent. Lorraine is an international business leader with in-country expertise across the Americas, Europe, and Asia.  Lorraine has held Human Resources leadership positions with companies such as BE Aerospace, Bristol Myers Squibb, Medtronic, most recently, she was the Chief Human Resources Officer at Doncasters Group. Lorraine is highly regarded for her ability to take on the tough challenges, helping organizations bring necessary change to further their human capital and talent agenda. 

In this episode of Leading Through Crisis, host Céline Williams sits down with Ernesto Gómez, founder and CEO of Aspen Mindset1 and author of Regrowth: How Organizations Can Overcome Stalling by Unlocking Their People's Potential. Together, they explore how leaders can navigate today's complex landscape—where crises are no longer occasional events but an ongoing reality. Ernesto shares powerful insights on why organizations stall, how culture can either enable or block change, and why the real driver of performance lies within teams. He introduces the concept of “push vs. pull leadership” and explains how great leaders unlock potential not by applying pressure, but by creating the right conditions for people to thrive. Through real-world examples and practical frameworks, the conversation explores how leaders can rethink their approach to decision-making, innovation, and team development in an era of accelerating change. You'll learn: • Why crisis is becoming the new normal for leaders • The three layers of organizations: products, capabilities, and culture • How team dynamics drive organizational performance • The difference between push leadership vs pull leadership • Four cultural pillars that unlock team performance • Why humility and psychological safety are critical leadership traits • A practical framework for moving from stagnation to regrowth If you're a leader navigating uncertainty, building high-performing teams, or trying to drive change in a rapidly evolving world, this conversation offers a fresh perspective on how leadership must evolve. — Ernesto Gómez is a seasoned executive with over 30 years of experience, having built and led successful ventures across the food service industry in both the US and Mexico. Transitioning from a dynamic serial entrepreneur to a high-level corporate leader, he served as VP of Human Capital at Grupo Alfa, a major Mexican conglomerate with 83,000 employees, before becoming Chief Human Resources Officer at Sigma Alimentos, a global consumer packaged goods company with 43,000 employees. In these roles, he spearheaded global talent and cultural initiatives, playing a pivotal role in organizational transformation.  Ernesto is the author of Regrowth: How Organizations Can Overcome Stalling by Unlocking Their People's Potential. Ernesto is a lifelong learner.  He studied social communications and has completed executive programs at leading institutions, including Stanford GSB, MIT Sloan School of Management, Wharton Business School, Kellogg School of Management, Chicago Booth, London Business School, and IMD Business School.  He is the founder and CEO of Aspen Mindset1, a consulting firm dedicated to helping organizations and individuals reach peak performance. In 2024, Ernesto was invited as a guest speaker in the "Lead through Ambiguity" course at MIT Sloan School of Management. To learn more about Ernesto's work, head to aspenmindset1.com. You can also connect with him on LinkedIn (Ernesto Gómez Arzapalo) or Instagram (@aspenmindset_1).

When the CHRO Has Never Worked in Healthcare Featuring Margie Zyble, SVP & Chief Human Resources Officer, UC HealthMargie Zyble came to UC Health by way of GE and a vertical farming startup. That unconventional path is exactly what makes her perspective on healthcare HR worth listening to.

In this episode, Alen Brcic, Chief Human Resources Officer at Methodist Health System, shares how a focus on engagement, retention, and culture has driven top percentile performance in turnover and employee engagement. He discusses leveraging AI in talent strategy, strengthening leadership accountability, and upskilling the workforce to elevate patient experience and prepare for the next century of care.

Carol discusses the current climate and conversation surrounding diversity, equity, and inclusion with Pastor Charles Burton, Chief Human Resources Officer at Webster University. How does legal, cultural, and spiritual forces shape our understanding of belonging, discrimination, community, and the path forward for creating more inclusive institutions? - What did you think of this conversation? Let us know at ninepbs.org/listenstl

In this episode, Lisa Hudnall, Chief Human Resources Officer of UVA Physicians Group, shares how clarifying leadership expectations, standardizing onboarding, and investing in workforce sustainability and AI have reduced turnover, improved engagement, and positioned the organization for disciplined growth amid margin pressure and clinician burnout.

What if I told you that you don't actually have a time problem—you have an energy problem? Jessica DeLorenzo is the Chief Human Resources Officer at Kimball Electronics. And she believes energy, not time, is the leader's most valuable asset. Jessica challenges the hustle culture mindset and encourages leaders to take ownership of their energy. Saying "I don't have time" often really means "I'm not managing my energy." The root issue most leaders face is not the number of hours in the day, but the quality of the energy you bring to those hours. We get honest about the myth of hustle, the power of self-awareness, and the radical act of resetting boundaries at work. This episode is about giving you permission to pause, recharge, and embrace self-compassion as a true leadership strategy. Ready to discover a new lens for success, one that's measured by impact—not output or hours? Leadership Lessons in This Episode (00:00)  What if Time isn't Your Problem? (02:43)  The Major Mindset Shift: It's not about the amount of time, it's about the quality of our time (03:52)  How to Break the "I don't have time" Excuse and Take Back Control (07:37)  What Does it Mean to Use Energy as a Strategic Asset in Leadership? (10:20)  How Self-Awareness Unlocks Better Energy Decisions (12:22)  Teaching People How to Treat Us (14:42)  Self-Compassion is an Energy Management Strategy (19:42)  Defining "Rest" for Yourself (24:32)  Jessica's Energy Management Tool (29:38) How to Read and Influence the Energy of People Around You (31:06) Emotional Intelligence in Meetings: Shifting team energy for better outcomes (33:52) Reflection Challenge: What's one thing you can do TODAY to renew your energy?   Connect with Jessica DeLorenzo https://www.linkedin.com/in/jessicadelorenzo/   About Andrea Butcher Andrea Butcher is a visionary business leader, executive coach, and keynote speaker—she empowers leaders to gain clarity through the chaos by being MORE of who they already are. Her experiences—serving as CEO, leading at an executive level, and working in and leading global teams—make her uniquely qualified to support leadership and business success. She hosts the popular leadership podcast, Being [at Work] with a global audience of over 600,000 listeners and is the author of The Power in the Pivot (Red Thread Publishing 2022) and HR Kit for Dummies (Wiley 2023).   Connect with Andrea https://www.abundantempowerment.com/ Connect with Andrea Butcher on LinkedIn  https://www.linkedin.com/in/leaderdevelopmentcoach/   Abundant Empowerment Upcoming Events https://www.abundantempowerment.com/events        

HR is one of the most visible functions at work and one of the most misunderstood. In this episode, Gina and Turiya are joined by Kim Zubrickas, Chief Human Resources Officer at Carl Buddig & Company, to explore how employees, leaders, and even other HR professionals perceive the function differently. We unpack why HR is often seen as enforcers or policy police, why leaders underutilize HR strategically, and where the profession sometimes holds itself back. Most importantly, we talk about how to close the gap and build more trust, clarity, and impact. Listen in for a candid conversation about the future of HR and the role we all play in shaping it. The countdown to our 100th episode is officially on! Follow HR unConfidential for updates about our in-person celebration coming in August 2026. Be sure to leave us a review and rating wherever you listen to your podcasts. Also, connect with us via our LinkedIn group or email at info@hrunconfidential.com.

In this UC Today interview, host Kristian McCann sits down with Reid Walsh, Chief Human Resources Officer at NEOGOV, to explore how HR teams — especially in the public sector — can shift from data collection to data‑driven problem‑solving. Reid shares practical lessons from her experience modernizing people analytics in government and private organizations, revealing how HR can evolve from reactive to strategic by applying purposeful analysis to every stage of the employee journey.Key takeaways include:

In this episode of UNSUBSCRIBE with Ginny Priem, I'm joined by Keri-Lynne Shaw, former Chief Human Resources Officer and Chief People Officer for global organizations, and now the founder of The Salary Bump, where she helps professionals negotiate bigger salaries, stronger offers, and smarter exits.After spending years on the inside of corporate leadership, KL now teaches people how to:Tell their story in interviews without underselling themselvesNegotiate salary, sign-on bonuses, and total compensationSecure exit packages and severance on their own termsAnd most importantly, get out of their own way when it comes to their worthThis conversation is all about how to UNSUBSCRIBE™ from playing small, settling, and leaving money (and opportunity) on the table. Whether you're actively job searching, quietly considering a move, or just want to stop undervaluing yourself in your career, this episode will completely change how you think about negotiating your next chapter.Because letting go of what no longer fits is often the fastest way to get ahead.Connect with KL Shaw, Founder of The Salary Bump:LinkedInConnect with GinnyWebsite: https://www.unsubscribeofficial.comInstagram: https://www.instagram.com/ginnypriemLinkedIn: https://www.linkedin.com/in/ginnypriemYouTube: https://www.youtube.com/@ginnypriemThis episode is brought to you by:ine+ nutrition: Grab your Super Greens (that actually taste good!), collagen and more and get 15% off with code GIN15.Thrifty Traveler: Get $20 off your first year of the Premium subscription and get cheap flight deals delivered to your inbox. Code GINNYPRIEM#SalaryNegotiation#WomenInLeadership#CareerGrowth#NegotiationSkills#JobSearchTips#UnsubscribeWithGinny#GinnyPriem#GetPaidWhatYoureWorth#HighAchievingWomen#CareerCoaching#KnowYourWorth#PersonalBrand#LeadershipDevelopment#WomenSupportingWomen#ProfessionalGrowth

What does it really take to hold to your values when your decisions impact 16,000 lives every single day? In this episode of the Just DeW It podcast, host Anne Duffy sits down with Andrea Frohning, Chief Human Resources Officer at Dentsply Sirona, to unpack the pivotal moments that shaped Andrea's inspiring HR journey. From her first professional steps in hospital corridors to boardrooms overseeing 16,000 employees worldwide, Andrea reveals how clarity, analytical thinking, and sincere connections have defined her path. We get a behind-the-scenes look at Andrea's approach to navigating high-stakes leadership transitions, including a recent CEO change at Dentsply Sirona. She opens up about balancing the demands of her career with family life, living authentically in both arenas, and the mutual growth found in mentorship. Andrea also shares her passion for supporting women in dentistry, embracing a dynamic multigenerational workforce, and preparing for the digital-driven future of the industry. Throughout this episode, you'll discover actionable insights for professional resilience and personal fulfillment, no matter where you are on your own journey. What You'll Learn in This Episode: How to leverage career pivots to your advantage in any field The traits that distinguish impactful HR leaders today Practical ways to balance executive responsibilities with family life Andrea's strategies for handling leadership transitions and organizational change The profound role of mentorship (both giving and receiving) in career growth Why consistency and authenticity matter across professional and personal spheres How to develop adaptable leadership skills for a multigenerational team Insights on the impact of digital technologies shaping the dental industry Andrea's personal outlook on staying future-ready in a fast-evolving workplace Don't miss Andrea's honest advice and inspiring stories! Tune in now for a masterclass in resilient, heart-centered leadership! Learn More About Andrea Frohning Here! Website: https://www.dentsplysirona.com/en-us Don't Forget to Sign Up for the Next DeW Retreat: Secure your spot by clicking here! Love the podcast? Please leave us a review! It will help us help more entrepreneurs just like you ❤️ Want to get more involved? Join our membership and community below for exclusive perks! Join the DeW Life movement by becoming a member using this link.Join the Dental Entrepreneur movement by becoming a member using this link.Read the most recent edition of DeW Life Magazine here.Just DeW It Podcast is the official podcast of Dental Entrepreneur Women (DeW), founded by Anne Duffy, RDH. The mission of DeW is to inspire, highlight, empower, and connect all women in dentistry. To join the movement or to learn more, please visit dew.life. Together, we can DeW amazing things! References: Events:DeW Retreat 2026

In this episode, Jeremy Stephens, Chief Human Resources Officer and Executive Vice President at Tidelands Health, shares how the organization is reducing reliance on travelers, developing a robust student pipeline, and preparing for growth through new facilities and expanded partnerships. He discusses strategies for talent development, workforce engagement, and community-focused healthcare.

Brannigan Thompson, EVP and Chief Human Resources Officer at Voya Financial, joins host Dave Hennessy to discuss Voya's strategic shift and what it means for talent strategy. Brannigan shares how his experience living and working in the Netherlands early in his career shaped his leadership approach, and how Voya is now designing its organization for the future rather than around current talent. Key topics: - Designing structure and success profiles for where the business will be in 3-5 years - Implementing AI agents in HR, including interview scheduling and development planning - Voya's four cultural pillars: customer obsession, AI and automation, performance, and quality fundamentals - Why Voya helps employees discover their individual purpose—even when they choose to leave - The importance of continuous performance feedback and measurable KPIs Plus: Keystone's Coach's Corner with Shawna Simcik on the difference between kind and nice leadership.

Will Clive, Chief Human Resources Officer at LVT (LiveView Technologies), to unpack what it really takes to build high performing teams in fast growing, high pressure environments without burning people out or killing trust.Will breaks down why clarity beats control, and why the job of a leader is not to micromanage talent, but to make the destination so clear that teams can figure out the path themselves. He shares how outcome clarity, values driven leadership behavior, and removing low performance quickly are foundational to building real performance cultures.Most importantly, Will explains the hard trade offs leaders avoid, why keeping low performers quietly poisons teams, how recognizing and stretching top performers matters more than money alone, and why autonomy plus accountability is the only model that scales.

Matt Rieck is the Chief Human Resources Officer at End Zone Insurance and author of "The Employee Retention Bible." Focused on practical strategies that reverse turnover and elevate morale, Matt specializes in teaching leaders how to foster cultures of appreciation, strengthen management, and deliver measurable HR results. From hands-on consulting with major enterprises to building loyalty-driven workforces, Matt's passion lies in blending culture, communication, and data to help companies retain their very best talent. In this episode of Marketer of the Day, Matt Rieck joins Robert Plank to decode the real reasons behind employee turnover and reveal how businesses can nurture loyalty, drive engagement, and transform company culture without breaking the bank. Matt shares the hidden costs of losing great employees, actionable tactics for implementing company-wide appreciation, and insights on developing managers into true leaders. The discussion covers leveraging social media for internal recognition, organizing effective team meetings, and the importance of training managers beyond their initial promotion. Matt also highlights how recognizing and leveraging individual strengths—and transparently addressing weaknesses—can set both teams and organizations apart. Quotes: “Most businesses underestimate the cost of losing good people—when you show real appreciation, culture shifts and people stay.” “Training managers doesn't end with the promotion. Ongoing development is the missing link at most companies.” “Recognition isn't expensive. Internal emails, social posts, and simple appreciation systems can change everything.” Resources: Connect with Matt Rieck on LinkedIn Order “The Employee Retention Bible” on Amazon. Matt Rieck teaches leaders how to boost morale and reduce turnover.

Dawn Anderson is the Chief Human Resources Officer at Butler Snow LLP, a law firm with nearly 400 lawyers across 25 offices. With more than 30 years of HR experience and both an MBA and law degree from the University of Georgia, Dawn brings a unique perspective to law firm leadership. After two decades in HR leadership roles in retail and manufacturing, Dawn transitioned to the legal industry where she now oversees Butler Snow's HR function and operations. She has taught as an adjunct professor teaching college-level courses and facilitating countless training seminars on leadership, management, and human resources. She is also an active member of the Atlanta Association of Legal Administrators, where she previously served as board member and chapter president. WHAT'S COVERED IN THIS EPISODE ABOUT STRATEGIC HR LEADERSHIP Law firms often treat HR as a cost center or an administrative function that handles paperwork, processes bonuses, and deals with employee issues when they come up. But there's often a disconnect between what HR professionals actually do and how lawyers value that work. Administrative leaders get kept out of important conversations, even when those decisions directly affect people and performance. When HR leadership operates strategically and lawyers work with the professionals who understand people management, things change. Compensation systems become transparent and defensible instead of feeling like a black box. People get prepared for leadership roles instead of being promoted and left to figure it out. And firms make smarter decisions about retention, hiring, and succession planning because the work gets more intentional instead of reactive. In this episode of The Lawyer's Edge, Elise Holtzman is joined by Dawn Anderson to discuss building credibility as an HR leader in a law firm, why lawyers sometimes undervalue the work administrative professionals do, and how strategic people management changes both culture and business results. 2:49 - Dawn's journey from chemical engineering to HR with a JD and MBA 6:37 - Why lawyers sometimes undervalue administrative professionals 8:33 - Taking five years to get into the bonus process at her previous firm 9:33 - Creating a defensible bonus system in hours instead of days 14:42 - Building trust and credibility with attorneys using The First 90 Days approach 17:31 - The challenge of recruiting legal assistants in today's market 21:30 - Pairing experienced legal assistants with new attorneys as a training tool 24:18 - What "revenue enablers" means and why language matters 26:39 - Change management without the corporate jargon 28:28 - Getting the right people in the right seats 30:30 - Preparing people for partnership instead of just promoting them 33:32 - Why investing in people beats losing them to firms that will 38:04 - HR is everyone's job, not just HR's job MENTIONED IN HOW STRATEGIC HR TRANSFORMS LAW FIRM PERFORMANCE Butler Snow LLP | LinkedIn Dawn Anderson on LinkedIn The First 90 Days by Michael D. Watkins   Get connected with the coaching team: hello@thelawyersedge.com The Lawyer's Edge SPONSOR FOR THIS EPISODE Today's episode is brought to you by the Ignite Women's Business Development Accelerator, a 9-month business development program created BY women lawyers for women lawyers. Ignite is a carefully designed business development program containing content, coaching, and a community of like-minded women who are committed to becoming rainmakers AND supporting the retention and advancement of other women in the profession. If you are interested in either participating in the program or sponsoring a woman in your firm to enroll, learn more about Ignite and sign up for our registration alerts by visiting www.thelawyersedge.com/ignite.

On this episode, Julie Kline, Chief Human Resources Officer at Erie County Medical Center Corporation, joins the podcast to discuss her organization's long-term professional development strategy and the importance of building high standards for care delivery. She also highlights effective career development pathways, approaches to retaining employees in a competitive market, and shares valuable advice for emerging leaders looking to grow in today's healthcare environment.

Welcome to Life in the Leadership Lane where I am talking to leaders making a difference in the workplace and in our communities. How did they get to where they are and what are they doing to stay there! Buckle up and get ready to accelerate in the Leadership Lane! This week, I am talking with Briana Garcia, SPHR, Chief Human Resources Officer at ESC Region 20 and 2025-2026 SHRM San Antonio Board President. How did Briana get started in her career? What does Briana share about the power of your story?When did Briana “find her lane” as a leader serving HR?What does Briana share about leadership?What does Briana share about the future of work?What does Briana share about leadership development?What does Briana share about volunteer leadership?What advice does Briana share to help others in theworkplace? …and more as we spend “Time to Accelerate” with a few more questions.Interview resources:Favorite quote from Briana:“My volunteer work has helped me expand my network and learn from others.” Connect with Briana on LinkedInVisit Careers at ESC Region 20Visit SHRM San AntonioRegister for 2026 SHRM San Antonio SymposiumLearn more about the podcast host Bruce WallerCheck out Bruce's books Drive With Purpose: Move Your Career from Success toSignificance (#1 New Released book on Amazon) Life in the Leadership Lane; Moving Leaders to Inspire and Change the Workplace Find Your Lane; Change your GPS, Change your Career (“Book Authority” Best Books)Milemarkers; A 5 Year Journey …helping you record daily highlights to keep you on track. Connect with Bruce on LinkTreeSubscribe to Bruce's Blog “Move to Inspire” Get relocation support for your next household goods or commercial office move across the US by reaching out to Bruce at bwaller@goarmstrong.com or visit The Armstrong Company

Today, we're welcoming back Ian Ziskin, President of EXec EXcel Group, a leader with more than 40 years of experience as a business executive, board advisor, coach, consultant, and author. Ian has held senior leadership and Chief Human Resources Officer roles at three Fortune 100 companies, written extensively about the future of work, HR, and leadership, and continues to influence how organizations develop people and purpose.Ian's Website Ian first joined us on Your World of Creativity back in 2022, when he shared insights from another collaborative anthology project that brought together diverse voices in leadership. Today, he returns to discuss his new book, Lives Lost and Leadership Found, just released by Routledge. The book blends neuroscience, survey insights from 150 professionals, and deeply personal essays from dozens of contributors to explore how grief, loss, and connection can actually deepen our leadership capacity — and how our ‘special somebodies' may be our most powerful teachers.Why This Book, and Why Now?Ian, you've written and spoken extensively about leadership and HR — but Lives Lost and Leadership Found takes a much more personal and emotional turn. What inspired you to write this book, and why was now the right time?Neuroscience, Grief, and GrowthThe book explores how neuroscience rewires our leadership capacity through experiences of loss. What did you discover about the connection between grief, empathy, and leadership resilience?Collaborative Creativity, Round TwoYou were last on the podcast in 2022 discussing another anthology you co-created. How has that collaborative creative process worked for you over the years — and what lessons did you carry forward into this new project?Leading Together — The Power of Many VoicesIn Lives Lost and Leadership Found, you serve as the lead author but included essays from dozens of contributors. What were the benefits — and maybe the challenges — of weaving so many perspectives into a single narrative?Lessons from the Data and the StoriesYou surveyed 150 professionals and featured essays from leaders and coaches across industries. What key lessons or themes emerged — and were there any surprises in how people transformed loss into growth?Music, Reflection, and RenewalYou even wrote and recorded a song for the book, “Here and Gone,” to honor your parents and brother. Tell us about the story behind that song — and why you encourage readers to write their own essays about their “Special Somebodies.Thanks to our sponsor, White Cloud Coffee — fueling creative conversations everywhere. Listeners, enjoy 10% off your first order at whitecloudcoffee.com.And before you go, remember to download your free e-book of Your World of Creativity when you visit mark-stinson.com.

What if everything we thought we knew about loyalty, leadership, and the future of work is about to be rewritten? In this episode of Start With a Win, Adam Contos sits down with Steve Cadigan - LinkedIn's first-ever Chief Human Resources Officer and one of the most respected minds in global talent strategy - to explore the shifting realities of today's workforce. From the rise of a restless generation to the untapped power of learning and mobility inside organizations, this conversation challenges leaders to think beyond old models of retention and success. It's a provocative look at how businesses can thrive amid constant change - and why the key to keeping your best people might be the very thing that sets them free.Steve Cadigan is a globally recognized talent advisor and founder of Cadigan Talent Ventures, a Silicon Valley firm that has worked with top organizations like Google, Intel, and the BBC. As LinkedIn's first CHRO, he guided the company through its IPO and shaped its culture, which later became the foundation for a Stanford University course. With over 25 years of HR leadership, he has advised leading VC and consulting firms such as Andreessen Horowitz, McKinsey, and Deloitte. A sought-after speaker and media expert, he frequently appears on Bloomberg, CBS, and CNBC and teaches at major universities. His book, Workquake, debuted as a #1 Amazon Hot New Release in 2021. Recognized annually since 2021 as a top 100 thought leader in talent, he serves on multiple boards and advisory panels, helping leaders craft innovative talent strategies. Having lived and worked in Singapore, Canada, and the U.S., he brings a global perspective to the future of work. Based in California, he enjoys coaching basketball and playing tennis.00:00 Intro02:15 This is my moment…have you found yours? 03:40 This is the last thing companies think about!05:05 Ways of winning without a team that has been together for a long time08:25 The need for this has accelerated! 11:01 A person is loyal to this13:30 CEOs need to do a better job in removing the silo thinking18:30 Would you rather…?20:50 Advice, listen up!23:30 I do this for my twinshttps://stevecadigan.com/https://www.linkedin.com/in/cadigan/  steve@cadiganventures.com https://www.tiktok.com/@stevecadigan?lang=en===========================Subscribe and Listen to the Start With a Win Podcast HERE:

In this episode of the Unlearn Podcast, I sit down with Cass Pratt, Chief Human Resources Officer at Progyny, to explore how HR is evolving into a design discipline that blends human connection with AI-powered productivity. From building bots to boost employee experience to reshaping how we think about roles in an automated world, Cass shares an honest look at how she's bringing people along on a transformation journey—with curiosity, experimentation, and heart.We discuss her pivotal decision to say yes to opportunities beyond her comfort zone, the strategic shifts she's leading inside a fast-scaling company, and why the future of HR is about enhancing humanity, not replacing it. If you're wondering what leadership looks like when AI meets empathy, this one's for you.Key TakeawaysUnlearning expertise-dependence: Cass shifted from relying on experts to co-creating solutions with AI tools before engaging others.AI as a force for elevation: At Progyny, AI is used to give employees time back, not take roles away—enabling deeper focus on human-centric work.Low-code leadership: Cass, a self-described non-technical leader, built HR bots and reimagined policies through practical AI applications.Scaling culture through consistency: AI chatbots improved response times, standardized answers, and gave insight into employee concerns.Embedding experimentation: Teams are encouraged to ask, "What should I stop doing?"—sparking a culture of reinvention and initiative.Additional InsightsProgyny's “Super Fans” initiative reframes AI gains as an opportunity to deepen customer and employee relationships.Training is done in cohorts to build shared understanding and reduce AI anxiety.Cross-functional collaboration with junior team members—like the intern who built the HR bot—shows how innovation can come from any level.Cass uses AI to simplify and globalize complex frameworks like competency models, improving alignment across teams and geographies.Episode Highlights00:00 – Episode Recap Cassandra Pratt shares how embracing discomfort led her to leap into healthcare, build a transformative HR function, and lead with AI—not to eliminate roles, but to elevate people and amplify their impact.02:37 – Guest Introduction: Cassandra Pratt Barry introduces Cass Pratt, Chief People Officer at Progyny, a fertility and family-building benefits company scaling rapidly with a human-first, tech-empowered culture.04:48 – Saying Yes to Growth Cass reflects on a missed opportunity that taught her the cost of saying no—and set her on a path to jump into unknowns with conviction.08:04 – Startup Lessons and Leadership Growth From 50 to 850 employees, Cass shares what it means to grow with a company and embrace mistakes as part of the journey.11:00 – Diving into AI Without a Tech Background Despite lacking technical skills, Cass threw herself into generative AI—learning by doing and discovering intuitive ways to drive value.13:10 – Unlearning the Expert Reflex Cass rethinks her default of turning to experts first—instead starting with AI to shape stronger ideas and bring others in as collaborators.15:13 – Redesigning Processes, Not Just Tools AI opened up opportunities to rethink workflows from scratch, not just automate existing inefficiencies.20:35 – Making AI Safe and Human Cass shares how transparent messaging, training, and cultural reinforcement helps ease AI anxieties and keep

In this episode of The ASHHRA Podcast, co-hosts Bo Brabo and Luke Carignan sit down with Darlene Stone, Senior Vice President and Chief Human Resources Officer at Bayhealth, for a powerful conversation about the past, present, and future of healthcare HR.Darlene has seen it all, from the days of typewriters and paper timecards to today's AI-driven workflows. With over 30 years in healthcare, she's done every job in HR and brings a uniquely grounded perspective on what truly matters: people.

While AI will dramatically reshape work and careers – potentially displacing entry-level jobs and creating “companies of one” – the true competitive advantage will lie in taking a human-centric approach to AI adoption, where diverse teams maintain creativity, critical thinking and genuine human connection rather than simply automating away people to maximise shareholder returns.Larry Chao is the founding Chief Strategy and Operations Officer at trustme.ai, a startup building tools for AI governance. He's also involved with nonprofits like Berkeley Skydeck and the Ethical AI Governance Group, where he helps empower the next generation of innovators to develop AI responsibly.Sunaina Lobo has been a Chief Human Resources Officer three times over, and is now a strategic advisor to trustme.aiand co-founder of Momentum Global HR, where she does strategic HR consulting with an AI lens.Three reasons to listenUnderstand the trajectory and implications of AI evolution, and what this means for teams and workflowsNavigate the human impact of AI adoption in your organisationMove beyond AI as a differentiator to focus on human connection and diverse thought as the true sources of organisational strengthEpisode highlights[00:12:47] The evolution of AI[00:16:55] AI and teams[00:17:37] Facts emerging from our continued use of AI[00:29:01] The case for responsible AI[00:32:15] The case against the "company of one"[00:41:50] Driving shareholder value while being human-centred[00:43:43] Suni's media recommendation[00:44:05] Larry's media recommendation[00:45:12] Takeaways from Pia and DanLinksConnect with Larry via LinkedInConnect with Sunaina via LinkedInTrustMe.aiSuni's podcast recommendations:Pioneers of AIThe AII Daily BriefKPop Demon Hunters – Larry's recommendationHumankind, by Rutger BregmanTrack and improve your team performance with SquadifyLeave us a voice note

In this episode, Timothy Henry and Kate Adam welcome Valerie Capers Workman, Chief Human Resources Officer at Empower Pharmacy and author of the bestselling book Quantum ProgressionTo see the full video podcast, check out the Conscious Capitalists YouTube channel hereValerie brings a wealth of experience from her leadership roles at some of the world's most innovative and disruptive companies, including Tesla. She shares powerful insights into how AI is transforming the workplace - and what leaders must do to build agile, ethical, and future-ready organizations.From developing AI fluency and mastering prompt engineering to managing multi-generational teams and preserving human intuition in an age of automation, Valerie explores the evolving role of people in a technology-driven world. She also highlights the enduring importance of critical thinking, empathy, and ethical leadership as the cornerstones of long-term success. Join us for a compelling conversation that examines how leaders can navigate disruption, harness innovation responsibly, and empower their teams to thrive in the era of AI.If you enjoy this podcast, would you consider following the show leaving a review on Apple Podcasts and Spotify. It takes only a few seconds and greatly helps us get our podcast out to a wider audience.For transcripts and show notes, please go to: https://www.theconsciouscapitalists.comThis show is presented by Conscious Capitalism, Inc. (https://www.consciouscapitalism.org/) and is produced by Rainbow Creative (https://www.rainbowcreative.co/) with Matthew "MoJo" Jones as Executive Producer, Nicholas Peters as Producer, and Nathan Wheatley as Editor.Thank you for your support!- Timothy & RajChapters00:00 Introduction to AI and the Conscious Capitalism Podcast03:08 AI's Impact on Business and Workforce05:53 The Importance of People-Centric Leadership07:32 Navigating Fast-Paced, Innovative Environments10:41 Future-Ready Workforce and AI Fluency16:44 Leadership and Emotional Intelligence19:04 Ethical Guardrails and Governance in AI27:07 The Gig Economy and Workforce Dynamics32:55 Conclusion and Final Thoughts

339: Retention on a Budget – 5 Smart Ways to Keep Your Best People (Rachel Platt)SUMMARYSpecial thanks to TowneBank for bringing these conversations to life and for their ongoing support of Your Path to Nonprofit Leadership and their commitment to strengthening nonprofit organizations. Learn more about how they can help you at TowneBank.com/NonprofitBanking.How can you retain your best people when your nonprofit doesn't have the budget for big raises or flashy perks? In episode 339 of Your Path to Nonprofit Leadership, Rachel Platt, Founder of PLATTinum Consulting in Washington, DC, shares five smart, low-cost strategies any organization can use to strengthen staff engagement and reduce turnover. Drawing from her extensive background in HR, organizational culture, and nonprofit management, Rachel outlines simple yet powerful tools to boost morale, productivity, and connection. From her Teaching Tuesdays and Focus Fridays concepts to new approaches for recognition, communication, and workload balance, she demonstrates how creative leaders can build trust and loyalty - without spending a dime.ABOUT RACHELRachel Platt brings more than 20 years of experience helping organizations and individuals achieve enduring success through strategic human resources leadership. Before founding PLATTinum Consulting in 2018, she served as a Chief Human Resources Officer, Vice President, and Regional Director across diverse industries - building a reputation for creating pragmatic, people-centered solutions to complex organizational challenges. Through PLATTinum Consulting, a certified Women's Business Enterprise (WBE), Rachel helps small and medium-sized nonprofits and businesses nationwide strengthen their people strategy. Her work focuses on employee engagement, leadership development, culture assessment and improvement, performance management, staff training, communications, talent acquisition, inclusion, and coaching.EPISODE TOPICS & RESOURCESStrong Ground by Brené BrownLearn more about PLATTinum Consulting at plattinumconsulting.comReady for your next leadership opportunity? Visit our partners at Armstrong McGuire & Associates at armstrongmcguire.comLearn more about the Mastermind Leadership Development Program – now accepting applications for all three 2026 cohorts at PMAnonprofit.com/mastermind

School is back in session—and so is the CMO Podcast, live from Penn State's Alumni Leadership Conference. In our annual tradition, Jim welcomes three remarkable Penn State alumni on stage to explore the art and science of decision-making. Together, they dive into the vulnerable moments that shaped their lives, the career pivots that defined their paths, and the lessons learned when decisions didn't go as planned.This year's guests bring diverse experiences:Whit Friese, VP of Creative Marketing at The Home Depot, whose career journey spans advertising, Hollywood, and Emmy-winning creative work at CNN.Camille Chang Gilmore, Senior VP & Chief Human Resources Officer at Avanos Medical, who built her career leading people and driving diversity at Boston Scientific.Jim Erickson, founder and longtime CEO of Blue Mountain Quality Resources, a leader in life sciences software solutions.Join us for an honest, inspiring, and lively conversation about the critical choices that shape leaders—and the wisdom they pass on to the next generation of Nittany Lions.---This week's episode is brought to you by Deloitte.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Joy Rothschild, Chief Human Resources Officer at Omni Hotels & Resorts, joined us on The Modern People Leader. ---- Sponsor Links:

In this episode, Amy King, Chief Human Resources Officer at Denver Health, shares her insights on workforce trends, leadership development, and building a supportive culture. She discusses retention strategies, the importance of empathy and accountability in evolving healthcare leadership, and much more.