Podcasts about chief people

What does it take to turn a 300-year-old bank into the UK's biggest fintech? Sharon Doherty is Chief People and Places Officer at Lloyds Banking Group, and over the last four years she's been leading one of the most ambitious organisational transformations in British financial services - 300-year-old institution reinventing itself as the UK's biggest fintech.In this episode, David and Sharon get into what transformation at that scale actually looks like from the inside - the governance, the culture work, the AI strategy, and the tough calls that only leadership can make. How Sharon thinks about her role as CPPO through three lenses: storyteller, tough lover, and disruptorThe AI governance structure at Lloyds, including the control tower she runs with the CTO and the ethics committee underpinning every decisionThe cross-functional super agent Lloyds is building with MicrosoftWhy HR leaders should be fighting to get Places on their remit, and how ownership of the physical environment transforms what the function can deliverHow Lloyds is approaching the shift from AI literacy to AI fluency across 80,000 peopleWhat Sharon thinks the world of work looks like in 2033, and the role HR must play in getting there This episode is sponsored by TechWolf. The world of work is being rewritten faster than HR systems can keep up. Skills age in months. Roles get redesigned quarter by quarter. CHROs have quietly become AI transformation leads, and the data they need to lead it doesn't exist in any HR system. That's why the world's most forward-looking enterprises such as HSBC, AMD, T-Mobile, GSK, ServiceNow, Pfizer, have built on TechWolf. As the data layer for the AI era of work, TechWolf gives enterprises the skills, they need to move faster and lead with confidence. Skills Intelligence, Work Intelligence, and Market Intelligence, in one layer. Visit techwolf.ai. Hosted on Acast. See acast.com/privacy for more information.

Why should HR think of themselves as the business instead of supporting the business?How can AI amplify human potential and performance?My guest on this episode is Vicki Walia, Chief People and Experience Officer at Prudential FinancialDuring our conversation Vicki and I discuss the following: Why HR leaders need to see themselves as part of the business, not partners to it.How AI can amplify human potential and performance.How Vicki thinks about the AI "time dividend” and who should get the benefit. Why a high performance culture starts at the individual level. Why clarity, tools, and candid feedback are the three ingredients teams need.Connecting with Vicki: Connect with Vicki on LinkedIn Episode Sponsor: Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leadersHR Leader's Blueprint - 18 pages of real-world advice from 100+ HR thought leaders. Simple, actionable, and proven strategies to advance your career.Succession Planning Playbook: In this focused 1-page resource, I cut through the noise to give you the vital elements that define what “great” succession planning looks like.

In this episode of Women in Maritime, Julia Gosling speaks with Margareta Jensen Dickson, Chief People and Communications Officer at Stena Line, about leadership, inclusion, career growth, and what it means to help change a traditional industry from the inside.Margareta's career did not begin in maritime. Her path moved through finance, HR, hospitality, retail, aviation, and organisational transformation before she joined Stena Line and grew into a senior leadership role across people, communication, brand, and crewing.This conversation centres on the woman behind the title. Margareta reflects on entering a male-dominated industry, being the only woman in senior spaces, learning to trust her instincts, balancing motherhood with responsibility and travel, and why mentoring the next generation matters.She also shares why inclusion cannot exist only as policy. It has to be built through culture, leadership, accountability, psychological safety, and the everyday actions that shape how people work together.A thoughtful conversation about patience, courage, self-trust, and the human side of maritime leadership.Guest: Margareta Jensen Dickson, Chief People and Communications Officer, Stena Line Host: Julia Gosling Show: Women in Maritime | Yachting International RadioLearn more about Stena Line: https://stenaline.com/ Prefer to read? Head to Yachting News on the website: https://www.yachtinginternationalradio.com/yachting-news

What happens when you stop focusing on human resources and start focusing on the human experience? Technology is advancing faster than human nature can keep up. If you want to stay relevant, you need a fundamental cultural reset, not just new software.  In this interview, Laura Cushing, the Chief People Experience Officer at Pacific Life, discusses the evolving intersection of organizational culture, employee engagement, and artificial intelligence. She emphasizes a strategic shift toward accountability and transparency as the balance of power moves back toward employers in a post-pandemic landscape. To prepare for an AI-driven future, Pacific Life has implemented a Gen AI Academy and Innovation Labs to demystify technology and help staff reimagine their workflows. Cushing highlights the rising importance of "power skills"—human-centric abilities like coaching and visionary leadership—which remain essential as technical tasks become automated. Ultimately, she argues that HR leaders must cultivate deep business acumen and proactive trust-building to successfully guide their workforces through digital transformation. 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

As sustainability conversations increasingly center on regulation, compliance deadlines and investment in new data systems, something risks getting lost: the need to invest in people who drive the change. Todd Corley's perspective emphasizes the importance of inspiring and developing individuals across all levels of an organization. Rooted in a career shaping social, philanthropic, sustainability and belonging initiatives in corporate workplaces, he now holds one of the most distinctive roles in the industry as Chief People and Impact Officer at Carhartt. From that vantage point, he builds strategy bottom-up, and asks a different question: What happens when you treat people and culture not as a support function to your people and impact strategy, but as its foundation?   Integrating this strategic framework within global organizations requires persistence, adaptability, and a willingness to accept that there is no one-size-fits-all approach to building a purpose-driven culture. In this webinar, we explored: - How Todd's journey to Chief People and Impact Officer shapes his approach to sustainability - What it looks like to structure teams and governance for real impact, and why capacity building is a strategic investment - Carhartt's people-first approach in practice: examples of community connection, skilled trade development and accessible circularity - Making the internal business case: navigating pushback and keeping purpose at the core - Reasons for optimism, and what the industry needs to do next to act on them

Zwei Drittel der Unternehmen halten Leistung für wichtig. Systematisch gefördert wird sie bei gerade mal 28 Prozent. Was erklärt diese Lücke? Und was hat sie mit uns zu tun? Imke Mahner, Chief People & Culture Officer bei Hays, bringt den HR Report 2026 mit und eine These: Die Menschen wollen leisten. Aber sie dürfen oft nicht.

What does it take to lead the people strategy for one of the most iconic and scrutinized sporting brands in the world? Toni Grimshaw, Chief People, Safety, and Wellbeing Officer at New Zealand Rugby, joins us to go behind the curtains of the All Blacks and Black Ferns. She reveals the "Operator's Playbook" for building a culture that thrives under the weight of a nation's expectations.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Story of the Week (DR):Apple names John Ternus as CEO to replace Tim Cook, who will become chairmanApple CEO Tim Cook is stepping downMeet John Ternus, the 51-year-old former swimming champ who will succeed Tim Cook as Apple CEOTim Cook to step down as Apple CEO. In letter, describes 15 years of emailsTim Cook's exit is part of a CEO reckoning sweeping Corporate AmericaAre internal CEOs the way to go?Best Buy taps insider Jason Bonfig as new CEO, Corie Barry steps downShe's actually leaving the boardLululemon names former Nike exec Heidi O'Neill as CEO MMLululemon CEO Pick Heidi O'Neill Faces Skeptical Wall Street AND Lululemon shares dive on new CEO pick — as investors fear she may not have chops to save struggling companyO'Neill brings more than 30 years of experience in performance apparel, footwear, and sports, including over 25 years at Nike, where she was credited with transforming their women's business from a side-project into a global juggernaut. Her leadership spanned product creation, brand strategy, marketing, and global operations, making her one of the most influential executives in the company's modern era. Most recently, she served as President, Consumer, Product & Brand, overseeing Nike's global consumer and product engineGolden hello: $7M equity, $2M cashRoughly 75% of Lululemon's customers are womenLululemon board: 7 of 11 FChair Martha MorfittCommittees:Audit: 2 of 3 F, including chairNomination: 3 of 5Pay: 3 of 5 F, including chairAlso: CFO, Chief Merchandising Officer, Chief People & Culture Officer, Chief Legal and Compliance Officer, Chief Brand & Product Activation OfficerNow we get why Chip is so mad: Chip Wilson, Lululemon's founder, largest shareholder and chief agitator, has not weighed in on the pick yet, although he previously advocated for waiting to name a new CEO until the board could be resetBest Buy taps insider Jason Bonfig as new CEO, Corie Barry steps downBest Buy taps insider Bonfig to succeed veteran Barry as CEO amid demand slowdownOil giant BP suffers shareholder revolt over climate transparency at tense AGM“BP suffered a shareholder revolt at its AGM over the election of a new chair and resolutions that included dropping some climate disclosure obligations”BP failed to get majority shareholder approval on two highly anticipated motions, which would have permitted online-only AGMs and retired two company-specific climate disclosure obligations. Each resolution received around 47% support, far short of the required 75% required to pass.Ahead of the AGM, BP's board blocked a motion tabled by Follow This that would have required the company to share plans on creating value for shareholders under future scenarios of falling oil and gas demand.Resolution 1: Annual Report and Accounts – 98% For / 2% AgainstResolution 2: Directors' remuneration report – 95% For / 5% AgainstResolution 3: Directors' remuneration policy – 95% For / 5% AgainstResolution 4: To elect Albert Manifold as a director – 82% For / 18% AgainstSome activist investors had said even a 5% vote against Manifold, who has only been in post as chair since October, would represent a severe reprimand, particularly after a historic 24% vote against outgoing chair Helge Lund last year.Resolution 5: To elect Meg O'Neill as a director – 97% For / 3% AgainstResolution 6: To re-elect Kate Thomson as a director – 96% For / 4% AgainstResolution 7: To re-elect Dame Amanda Blanc as a director – 95% For / 5% AgainstResolution 8: To re-elect Tushar Morzaria as a director – 96% For / 4% AgainstResolution 9: To re-elect Ian Tyler as a director – 96% For / 4% AgainstResolution 10: To re-elect Satish Pai as a director – 92% For / 8% AgainstResolution 11: To re-elect Dr Johannes Teyssen as a director – 89% For / 11% AgainstResolution 12: To re-elect Hina Nagarajan as a director – 96% For / 4% AgainstResolution 13: To elect Dave Hager as a director – 97% For / 3% AgainstResolution 14: Reappointment of auditor – 100% For / 0% AgainstResolution 15: Remuneration of auditor – 100% For / 0% AgainstResolution 16: Political donations and political expenditure – 98% For / 2% AgainstResolution 17: Directors' authority to allot shares – 96% For / 4% AgainstResolution 18: Special resolution: Authority for disapplication of pre-emption rights – 99% For / 1% AgainstResolution 19: Special resolution: Additional authority for disapplication of pre-emption rights – 99% For / 1% AgainstResolution 20: Special resolution: Share buyback – 100% For / 0% AgainstResolution 21: Special resolution: Notice of general meetings – 94% For / 6% AgainstResolution 22: Special resolution: New Articles of Association – 47% For / 53% AgainstResolution 23: Special resolution: Revocation of previous 2015 and 2019 resolutions – 47% For / 53% AgainstResolution 24: Special resolution: ACCR shareholder resolution – 26% For / 74% AgainstNetflix authorizes $25 billion share buyback after stock dropPopulist Math Time:Employees: As of 2026, Netflix employs roughly 16,000 people. If you took that $25 billion and distributed it directly to the workforce = $1,562,500 per employeeAlternatively: They could fund a $100,000 annual salary for 250,000 new people for an entire year.Customers: Netflix has roughly 325 million subscribers globally. If they decided to use that money to subsidize the service instead of buying back stock: $77 per person.Netflix could give every subscriber on the planet roughly 4 to 5 months of service for free.Or, they could lower the price of every subscription by about $6.40 per month for a full year.Social impact:Various estimates (including from HUD) suggest that ending homelessness in the US would cost roughly $20 billion to $30 billion.It could provide a full four-year scholarship (at an average cost of $100k total) to 250,000 students.It could fund the eradication of several neglected tropical diseases or provide clean water infrastructure for tens of millions of people globally.For perspective, the entire annual budget for NASA in 2025 was around $25 billion. Netflix is essentially spending one "National Space Program" worth of cash just to tweak its stock price.Shareholders:If Netflix successfully retires that 6.4% of shares and the market maintains its current valuation, the stock price should mathematically rise by about 7% to compensate for the reduced supply.If the price jumps 7% (from $93 to roughly $99.50), here is the wealth jump:Vanguard: $2.5BBlackRock: $2.1BFidelity: $1.4BReed Hastings: $138MGoodliest of the Week (MM/DR):DR: Lufthansa Cuts 20,000 Flights to Save Fuel Amid Iran War Price SurgeMM: The Onion Says It Has Again Struck a Deal to Take Over InfowarsMM: Texas Capital stays incorporated in Delaware after shareholders reject 'Dexit' voteAre investors waking up??? They rejected TEXAS CAPITAL redomestication to TEXAS!Assholiest of the Week (MM):White guy victimhood DR‘The disfavored groups, No. 1, obviously, would be white males': Ron DeSantis is still signing anti-DEI legislationWhite males are…70% of governors70% of congress60% of US corporate boards31% of US populationWhat percentage of DEI programs for companies were designed by white male CEOs? 90% of CEOs in Fortune 500 are white guys - so ALL OF THEMSo when we read: White House study says DEI policies cost US economy by promoting unqualified managers…Even if the premise and math and methodology and concepts are literally all make believe, we SHOULD take away that “white men pretending to do DEI are bad for the economy” right?Federal Job Cuts Hit Black Women Hard—a Year Later, Unemployment Is UpDonald Trump 'Honours' UGA Women's Tennis Champions With Bizarre Photo Featuring Only Men In The ForegroundThe anti DEI, white male victimhood movement should entirely OWN DEI itself - this is the great blame transfer - somehow manage to blame black women and gays for the fact that white men running the world instituted shitty policies not meant to distribute equal opportunity, just meant for press releases - anti DEI is actually anti white male leaders. Make every company CEO a black woman and then see what DEI looks likeWhite guy manifestosPalantir published a mini manifesto calling some cultures ‘harmful' and ‘middling' and said Silicon Valley has ‘a moral debt' to the U.S.Why are tech bros so insistent we listen to everything they think? Were you not listened to as a child? Did no one ever validate you? Is this just about sex? Could you not get laid, and now because you have money you need to get everything you ever thought off your chest?Here are snippets of what Alex Karp, man who couldn't get laid, thought so important that we know:The postwar neutering of Germany and Japan must be undone.The culture almost snickers at Musk's interest in grand narrative, as if billionaires ought to simply stay in their lane of enriching themselves . . . . Any curiosity or genuine interest in the value of what he has created is essentially dismissed, or perhaps lurks from beneath a thinly veiled scorn.The ruthless exposure of the private lives of public figures drives far too much talent away from government service.Man who exposes private lives as a business model says it's badWe, in America and more broadly the West, have for the past half century resisted defining national cultures in the name of inclusivity.All very important points from a man we should clearly listen to about everything - the lane I want you to stay in is “shut the fuck up” lane where, BECAUSE you have billions, I'm not forced to listen to you as if you matterWhite guy philanthropyJeff Bezos and Lauren Sánchez Bezos Donate $34 Million in Fashion GrantsMacKenzie Scott's latest donation takes her HBCU giving to well over $1 billionMacKenzie Scott has donated more than $26 billion—but it's barely made a dent in her net worth because of the power of Amazon sharesHeadliniest of the WeekDR: The blowhards:Sam Altman opens up about the Molotov cocktail attack on his home: 'The way Anthropic talks about OpenAI doesn't help'Nvidia CEO says that AI agents will make workers busier than ever—they'll ‘harass' and ‘micromanage' you, instead of take your jobMcDonald's boss on abuse claims: 'I don't want to talk about the past'Nvidia CEO Jensen Huang says you won't lose your job to AI—you'll lose it to your coworker who uses it‘I think it's a mistake': Delta CEO Ed Bastian refuses to call it ‘artificial intelligence' because it scares peopleAI will boost productivity so ServiceNow won't have to backfill open jobs, CEO saysDR: The Nutter Chutter Butter Double: Morgan Stanley biotech banker Jessica Chutter joins Tectonic board AND Tectonic Therapeutic Appoints Jessica Chutter to Board of DirectorsI screwed up: blanked and thought that was two different companies. But then I did 3 seconds of research and found that she had joined a second board: PTC Therapeutics on March 24, 2026.MM: Apple's New CEO Needs to Be a ‘Cowboy' — But Can He With Tim Cook Still There?MM: SEC Imposes Strict Nine-Year Cap on Independent DirectorsPhillipinesWho Won the Week?DR: Jessica ChutterMM: The Philippines, whose corporate boards will no longer be allowed to have Edward Sylvester of WestAmerica Bancorp, born in 1938 and on the board for 47 yearsPredictionsDR: Nobody ever talks about Jason BonfigMM: Edward Sylvester steps down as Lead Independent Director of WestAmerica Bancorp to take the role of Non Executive Advisor to the Lead Independent Director Emeritus of WestAmerica Bancorp, says the rise of AI calls fresh blood on the board

Episode 221 with Juliet Oshagbemi, Chief People and Culture Officer Africa at Zipline, a global leader in drone delivery, healthcare logistics and supply chain innovation. Zipline has been operating in Africa since 2016 and is now fully integrated into public health systems across Ghana, Rwanda, Nigeria, Kenya and Côte d'Ivoire, delivering blood, vaccines and essential medical supplies on demand at scale.Juliet brings more than 20 years of experience in human capital strategy and organisational development, with senior leadership roles at Dangote Group where she led talent management and learning across 13 countries, as well as earlier experience with the London Metropolitan Police Service.We discuss how to build high performing teams behind critical infrastructure in Africa, where logistics, healthcare delivery and technology intersect. Juliet explains how Zipline aligns people strategy with safety, operational excellence and scale, supporting millions of deliveries across complex and fast changing environments. From managing talent across multiple African markets to embedding a unified culture across different regulatory systems, she shares what it really takes to build organisations that can operate reliably at national scale.We also discuss Zipline's role in transforming healthcare access across Africa, strengthening supply chains, reducing stockouts and improving outcomes in public health systems. Juliet reflects on why Zipline positions itself as core infrastructure rather than charity, and what that means for leadership, accountability and long term sustainability. She also shares insights on inclusive leadership, local talent development and how organisations can build resilient systems that deliver real impact.What We Discuss With JulietBuilding life saving infrastructure where failure is not an option and what that demands from people strategyDesigning teams and systems that can operate at national scale across multiple African markets with different realitiesWhy Zipline positions itself not as charity but as core infrastructure and what that means for leadership and accountabilityThe role of local talent, inclusion and culture in delivering high trust public health systemsWhat traditional African enterprises and emerging tech companies can learn from each other about scaling talent and building resilient institutionsDid you miss my previous episode where I discus Africa's Payments Problem Is Not What You Think – Inside Mobile Money Infrastructure? Make sure to check it out!Connect with Terser:LinkedIn - Terser AdamuInstagram - unlockingafricaTwitter (X) - @TerserAdamuConnect with JulietLinkedIn - Juliet Oshagbemi and ZiplineMany of the businesses unlocking opportunities in Africa don't do it alone. If you'd like strategic support on entering or expanding across African markets, reach out to our partners ETK Group:www.etkgroup.co.ukinfo@etkgroup.co.uk

What does it look like when one of the world's most innovative tech companies decides to write the playbook for agentic HR — from the inside? Brandon Roberts, Global VP of People Product, Analytics and AI at ServiceNow, joins Kathi Enderes for a conversation that crackles with real-world urgency and hard-won insight. Under the bold leadership of CHRO Jacqui Canney – whose title as Chief People and AI Transformation Officer signals just how seriously ServiceNow is taking this moment – Brandon and his team have made a defining bet: empower every HR professional to experiment with AI, then ruthlessly prioritize based on value and feasibility. The results are already turning heads. When an HR Business Partner came forward with an idea, it didn't disappear into a committee. It became a live capability: HRBPs now work alongside a people data agent paired with Galileo, giving them real-time internal workforce data fused with external benchmarks, case studies, and research insights,  all available in the moment a business conversation demands an answer.  This is what it means to bring consulting-grade intelligence into the flow of work. But Brandon's story doesn't stop inside HR. ServiceNow is also asking its HR team to do something far bigger: help lead the entire company's AI transformation. That means building workforce AI capabilities and readiness at scale, redesigning jobs and work across the firm as AI reshapes what every role requires and writing the organizational playbook for AI adoption that others can follow.  It is a mandate that puts HR squarely at the center of enterprise strategy, moving from support function to transformation driver. Brandon's own career arc captures this shift. His role evolved from a focus on people analytics – historically centered on reporting and data analysis – into enabling the business to use insights about people and organizations to make better decisions and drive better outcomes, all powered by AI.  The people analytics function didn't shrink but grew in strategic weight and importance. This conversation is a must-listen for anyone trying to understand what agentic HR actually looks like in practice at one of the fastest-moving companies on the planet. Additional Information Podcast: Jacqui Canney, ServiceNow CHRO, Demystifies AI Transformation Article: The Great Reinvention of Human Resources Has Begun Research: The Superworker Organization: AI Goes Enterprise Get Galileo: The World's AI Superagent for HR Chapters (00:00:03) - What Works: Systems Thinking(00:00:41) - ServiceNow CEO on the Company's Transformation of HR Using AI(00:02:19) - WSJD Live: ServiceNow's AI-Powered HR Function(00:05:41) - Six Pillars of the AI Revolution at ServiceNow(00:08:48) - How Galileo is helping HR professionals be more strategic(00:11:14) - How ServiceNow Is Bringing AI to HR(00:14:44) - What specific skills do you need in your role around AI(00:15:51) - WSJD: The HR Organization of the Future(00:20:28) - WSJDLive: The AI and HR Transformation(00:22:44) - WSJD Live: AI and HR Transformation(00:24:24) - What Works in HR: Brandon Roberts & ServiceNow's Galileo

Zapier is doing hundreds of millions in ARR, has 800 employees, and has more AI agents than people. That ratio isn't an accident. Wade Foster, CEO and co-founder of Zapier, built one of the most capital-efficient software companies in history on less than $1 million in venture funding. When GPT-4 launched in March 2023, he called a company-wide "code red" (a term he'd never used before) and stopped the entire company for a week-long hackathon. What happened next reshaped how Zapier hires, operates, prices its product, and thinks about the future of software. In this episode of Founded & Funded, Karan Mehandru sits down with Wade to unpack: Why ChatGPT didn't trigger urgency at Zapier, but GPT-4 did — and the specific signal Wade used to make that call How Zapier went from 10% AI tool adoption to 90%+ across the company in a single week The pricing overhaul that simplified Zapier's model around task-based usage and why agents made seat-based pricing structurally broken Why Zapier's head of HR became the Chief People and AI Transformation Officer, and what that reveals about who actually leads change inside organizations The "build first, run always" framework Wade uses for deploying AI agents safely inside enterprise workflows For founders and operators navigating their own AI transformation, this is a practical, unfiltered look at what it actually takes from a CEO who's in the middle of it. Full Transcript: https://www.madrona.com/zapier-has-more-ai-agents-than-employees-heres-how-that-happened Chapters:  (00:00) – Introduction (01:44) – Zapier Today: Hundreds of Millions ARR, 800 Employees, More Agents Than People (06:16) – Why ChatGPT Didn't Trigger Urgency — But GPT-4 Six Months Later Did (07:12) – Code Red: Stopping the Entire Company for a Week-Long AI Hackathon (08:00) – How Zapier Moved AI Adoption From 10% to 90% of Employees in One Week (10:11) – Managing the Psychology of Change When Numbers Still Look "Okay" (13:11) – Why Companies in the Middle Ground Face the Hardest AI Transformation Problem (15:01) – From Bottoms-Up Adoption to Systematic ROI: The Two-Phase AI Rollout (17:00) – Why Zapier's Head of HR Became the Chief AI Transformation Officer (19:54) – Refactoring the Legacy Monolith: Writing Code for Agents Instead of Humans (21:25) – Zapier's Pricing Overhaul: Why Task-Based Usage Beats Seat Pricing (23:26) – Why Agents Will Choose What Software to Buy — and What That Does to SaaS (28:03) – The Build-First, Run-Always Framework for Enterprise Agent Governance (29:40) – Wade's AI Hiring War Council: A Multi-Agent System He Built That Morning (34:14) – The Leadership Profile That Thrives When the Job Is Rebuilding, Not Scaling (40:08) – If You're Starting a Company Today, Distribution Is the Bottleneck (42:10) – Why AI Deals Are Hard to Renew and the Rise of the Field Delivery Engineer

This week, we're sitting down with Ron Storn, Chief People and Culture Officer at Truckstop, to discuss culture—how it forms, who owns it, and how it scales in growing organizations. We explore the relationships between systems, processes, and cultural values, and discuss signs of cultural breakdown and the keys to recovery. We also discuss how AI is reshaping workplace dynamics, hiring practices, and performance management, and Ron offers practical, research-based insights and strategies for understanding and supporting positive workplace culture. You will want to hear this episode if you are interested in...00:00 How company culture is formed09:19 Building strong HR and leadership systems11:54 Creating a positive culture for business success18:59 Scaling and preserving company culture22:53 Defining team behaviors and principles29:26 Aligning culture with decision-making32:13 Signs of a broken workplace36:50 Challenges with management and team culture41:45 Advantages of remote vs in-person work44:56 AI's impact on workplace cultureDefining CultureSome companies treat culture as little more than a list of values on the wall, disconnected from the day-to-day decisions and actions that define what it's really like to work there. Ron believes culture is best understood as a set of shared behaviors, decision rights, and expectations to determine how a company actually executes its strategy when no one is watching. It's how decisions are made, how people are hired or rewarded, and how work gets done when leadership isn't in the room.In smaller organizations, culture often starts with a clear vision or set of norms, and systems are built around it. As organizations scale, systems and practices increasingly shape (and sometimes reshape) the prevailing culture, the challenge is finding ways to make culture systemic, woven into processes, rewards, and leadership behaviors, so that the company's values endure as it grows.Who Owns Culture? Leadership, HR, and SystemsWhile HR is often perceived as the “owner” of culture, Ron believes it should be a shared responsibility, with ultimate ownership being at the very top. CEOs and founders define and embody desired cultural norms, while executive leaders model and cascade those norms through decisions and behaviors. HR's role is to craft the mechanisms for how people are hired, evaluated, and developed to reinforce the company culture at scale. If only HR champions culture while leadership pays lip service or models different behaviors, culture will break down. Everyone, especially managers, must reinforce and live the culture for it to endure.Signs of Cultural Erosion and How to RecoverWhen culture unravels, it's usually a gradual process, increasing decision friction, high performers becoming disengaged, and inconsistent behaviors creeping in across teams. If left unchecked, the result is a loss of trust, bureaucracy, and top talent walking out the door.Recovery is possible, but it needs radical transparency and recommitment.Ron recommends that organizations in crisis go back to their roots and principles, engaging teams in candid conversations about what must change. Leaders should model vulnerability, drive clarity on decision-making and expectations, and ensure every manager is accountable for rebuilding the cultural fabric.  Resources & People MentionedTruckstop.com Connect with Ron StornRon Storn on LinkedIn Connect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

Chris Adams-Wall is joined by Rays CEO Ken Babby, manager Kevin Cash, third baseman Junior Caminero, Chief People & Community Officer Jenn Tran, & voices of the Rays Andy Freed & Neil Solondz. Learn more about your ad choices. Visit megaphone.fm/adchoices

Romain Molliex, Chief People & Safety Officer d'APL Data Center, explique comment accompagner une croissance de 80 %, recruter massivement sans diluer la culture, structurer des filières d'expertise et intégrer la sécurité et le numérique responsable au cœur du modèle.Hébergé par Ausha. Visitez ausha.co/politique-de-confidentialite pour plus d'informations.

In this episode, Qualenta Kivett, Executive Vice President and Chief People and Talent Officer at Tampa General Hospital, joins the podcast to discuss removing barriers for clinicians and staff through tools like ambient listening. She also shares how the organization is expanding research efforts and strengthening partnerships to support workforce development and long-term growth.

In this episode, Qualenta Kivett, Executive Vice President and Chief People and Talent Officer at Tampa General Hospital, joins the podcast to discuss removing barriers for clinicians and staff through tools like ambient listening. She also shares how the organization is expanding research efforts and strengthening partnerships to support workforce development and long-term growth.

Karolina wraca do podcastu i po raz kolejny przynosi konkrety. Tym razem rozmawiamy o tym, jak liderzy i liderki wpływają na efektywność organizacji – nie w teorii, a w praktyce. Jak budować zaufanie? Nie gadamy o tym, że „warto je budować”. Gadamy o tym, jak to robić. Jak przekazywać trudne komunikaty? Jak komunikować się w górę – do zarządu, który czasem żyje na innej planecie? I jak komunikować w dół – do ludzi, którzy codziennie frustrują się jedną drobną rzeczą? Karolina opowiada o konkretnych sytuacjach z Vercomu – o ankietach, które z roku na rok stają się coraz szczersze, o liderce, która poszła przeprosić zespół, o młodych liderach, którzy wbrew wątpliwościom dali radę. Rozmawiamy też o tym, dlaczego AI bez odrobionej lekcji z komunikacji i zaufania przyspieszy chaos, a nie rozwój. Wyszło nam tyle wątków, że ten odcinek to pierwsza część – o warstwie liderskiej. Druga część, o pracy z zespołami specjalistów, jeszcze przed nami. Zapraszam do słuchania i jak zwykle – do dyskusji! Intencjonalny newsletter Co tydzień wysyłam list, w którym zapraszam do rozmowy i zadania sobie ważnych pytań. Gościni Karolina Latos – Chief People & Culture Officer w Vercom. Łączy perspektywę strategiczną i biznesową z praktycznym podejściem do pracy […] The post #285 Czy szefowie i szefowe mieszkają na innej planecie? Rozmowa z Karoliną Latos appeared first on Near-Perfect Performance.

In this episode of the HR Leaders Podcast, we sit down with Frederic Patitucci, Chief People & Culture Officer at Philip Morris International, to unpack how one of the world's largest organizations is transforming both its business model and its workforce capabilities at the same time.Frederic explains how PMI's bold shift toward a smoke-free future forced the company to rethink its operating model, moving from a single-product cigarette business to a complex multi-category innovation company spanning consumer technology, healthcare, and new consumer experiences.He shares how this transformation required new skills, new operating structures, and a completely redefined company culture, including codifying the PMI DNA and embedding it directly into hiring, performance management, leadership development, and everyday decision-making.Most importantly, Frederic reveals why the future of HR lies in managing skills instead of jobs, preparing employees for the skills that are rising, and helping people avoid career dead ends before disruption makes those roles obsolete.

In this episode of the Full Circl podcast, Catrin Jones, Chief People, Data and Digital Officer at Clarion Housing Group, shares her journey from a confused teenager to a leader in the housing sector. She discusses her passion for providing homes to those in need, the importance of understanding purpose in work, and the value of mentorship. Catrin emphasises the need for adaptability in the face of technological change and encourages young people to seek opportunities that align with their values and foster personal growth.

In this episode of the HR Leaders Podcast, we sit down with Andre Heinz, Chief People and Culture Officer at Celonis, to unpack what HR leadership really looks like inside a company scaling at rocket speed.Andre explains why growth has no mercy in fast scaling organizations, and why HR must constantly think two to three years ahead while still managing the intense operational demands of today. He shares how Celonis went from 800 to over 3,500 employees, and what it takes to build systems, culture, and talent strategies that actually scale with that kind of speed.Most importantly, he breaks down why HR must act as the guardian of organizational health, protecting the cultural DNA of the company while ensuring talent quality, operational efficiency, and leadership maturity keep pace with the speed of growth.

Most companies overlook a crucial factor in mastering AI-driven change: the human side. In this episode, Anna, Chief People and Culture Officer at Mentimeter, reveals how fostering curiosity, humility, and leadership agility is the real secret to thriving in a fast-evolving digital landscape. She shares surprising insights from her journey—from pivoting into HR, leading with heart and bravery, to reimagining education for the future of work.

Juliet Oshagbemi, Chief People and Culture Officer (Africa) at Zipline, walk you through the future of Human Capital Strategy.With over 20 years of experience in human capital strategy and organizational development, Juliet has successfully built and scaled people systems in complex, fast‑paced environments.In this session, she will cover:• Managing teams across different generations• The role of AI in the workplace• Human resources in the creative economy• And much more…

What if the relationships you build today are the doors that open tomorrow? DeRetta Rhodes, PhD, Chief People Officer, The Atlanta Braves, joins host Natalie Benamou for an authentic conversation about the fear, doubt, and isolation she faced on career journey. They explore the mentors, sponsors, and what happened in rooms she was invited into.DeRetta shares why staying connected is the most underrated career strategy. Find out how sponsors are championing your name in rooms when you aren't there. Discover why using your voice is the key to opening doors of opportunities.If you've ever walked into a room and wondered if you belonged there remember this: this episode is for you."If you have been chosen to be in that room, that's where you're supposed to be." DeRetta Rhodes, PhD.Keep shining your light bright. The world needs you.About Our GuestDeRetta Rhodes, PhD is a vision driven executive who has broad experience in Strategic Planning and Human Resources spanning multiple industries including professional services, media, financial services, and non-profits. Dr. Rhodes is going into her eighth season with the Braves after arriving in January 2019. She joined the organization as a Senior Vice President of Human Resources before being promoted to Executive Vice President, Chief People Capital Officer, in January 2021. She was elevated to her current role, Executive Vice President, Chief People and Culture Officer, in January 2022.LinkedInInstagram - @derettacolerhodesBooK "Courage Of Voice: Empowering Women To Open Professional Doors"HerCsuite® is a leadership network where women build what's next. Our members land board roles, grow businesses, lead the AI conversation, and live their best portfolio career with our programs. Join us at HerCsuite.com, or connect with host Natalie Benamou on LinkedIn.

Fran Katsoudas, Cisco's EVP and Chief People, Policy & Purpose Officer, discusses her 29-year Cisco journey and shares insights on AI's workplace impact.

Kaleen Love shares how clear values, behavioral expectations, and a united mission build a culture that attracts resilient leaders and accelerates talent growth. Hosted on Acast. See acast.com/privacy for more information.

What if the future of leadership isn't about choosing between people or technology, but learning how to lead both with intention? In this episode, you'll hear from Gena Hoxha, PhD, Chief People & AI Officer at Ignitium, who is helping organizations embrace AI in a way that strengthens—not replaces—the human side of work. You'll discover how Gena's own leadership journey shaped her belief that AI transformation must be human-first, grounded in trust, clarity, and shared values. She explains what AI leadership really looks like in practice, how leaders can address fear and uncertainty with honesty, and why developing human skills like emotional intelligence and strategic thinking is more important than ever as AI becomes part of everyday work. Gena is an organizational strategist and leadership expert focused on shaping a future where AI doesn't just automate what we do, but elevates who we become. Her work is grounded in a simple belief: AI is here to stay, and if we want it to benefit humanity, we have to design for it on purpose. Originally from Albania and now based in San Francisco, Gena has built her career at the intersection of leadership, transformation, and technology. Her work at Ignitium ensures that AI is implemented responsibly and strategically, while empowering people to stay skilled, connected, and inspired. You'll discover:What it truly means to lead AI with foresight, not fearHow to connect AI initiatives to your organization's valuesWhy transparency builds trust during AI transformationThe human skills leaders must strengthen alongside AIHow proactive leadership can shape your career pathLearn more about Gena Hoxha, PhD on LinkedIn. Check out all the episodesLeave a review on Apple PodcastsConnect with Meredith on LinkedIn

Lytteren Rasmus har fået sit første job som leder, men er landet i et næsten militært og stærkt hierarkisk arbejdsmiljø. Skal han kaste håndklædet i ringen, før det slider ham op? Eller bliver han og kæmper for at sætte sit eget præg? Det er et af de dilemmaer, vi tager op i denne uges afsnit af Karriereklubben. Derudover taler vi også om, hvordan man søger job som gravid – og hvordan man håndterer at blive kontorets uofficielle skraldespand for andres kedelige opgaver.Ugens panel består af: Gine Maltha Kampmann, CEO i tænketanken Equalis Mikkel Serverin, forfatter, foredragsholder og coach Karina Tewes, Chief People & Culture Officer hos Milestone Vært: Caroline Rossmeisl Podcastredaktør: Kasper SøegaardSee omnystudio.com/listener for privacy information.

Jeannette welcomes Samantha Sheriff, the Chief People and Places Officer at Allwyn UK, the operator of the National Lottery, as she shares her inspiring journey from early leadership roles to her current executive position, emphasising the importance of resilience, inclusion, and workplace innovation.  They delves into the significant impact of the National Lottery on society, highlighting how a portion of every ticket sold supports good causes across the UK. Samantha discusses the challenges and triumphs of leading organisational change during a major transition, including the integration of two teams and the modernisation of technology You'll Learn Why: Every time a ticket is purchased, approximately a quarter of the proceeds goes to good causes How charitable contributions often go underappreciated by the public. The organisation has undergone significant cultural changes, merging two teams from Camelot and Allwyn.  Focus should be placed on creating an inclusive and supportive environment where employees feel comfortable discussing personal issues The National Lottery's technology had not been updated for years, necessitating a comprehensive overhaul Emphasising authenticity in leadership has been a priority, fostering a culture where executives are approachable and relatable This episode is living proof that no matter where you're starting from — or what life throws at you — it's never too late to be brave, bold, and unlock your inner brilliant. Visit ⁠https://brave-bold-brilliant.com/⁠ for free tools, guides and resources to help you take action now

The "Best of 2025" episode features fourteen don't miss moments from HR executives and thought leaders who…So, who can you expect to learn from on this episode?Monique Herena, Chief Colleague Experience Officer, American ExpressWanda Wallace, Managing Partner, Leadership Forum & Darren Overfield, EVP, Coaching & Consulting at Kaiser Leadership SolutionsRiina Hellström, Founder, Agile HR CommunityDave Ulrich, Partner at The RBL GroupMarcia Avedon, 3X CHRO, Board Director, Human Capital Expert, and Executive CoachLisa Chang, EVP & Chief People Officer, The Coca-Cola CompanyChristina Norris-Watts, Head of Assessment & People Practices, Johnson & JohnsonAnita Graham, EVP & CHRO, LabcorpChristy Pambianchi, CHRO, Caterpillar Inc.Ani Huang, Senior EVP, CHRO Association & Anthony Nyberg, Director, Center for Executive Succession at University of South CarolinaBrandon Sammut, Chief People & AI Transformation Officer, ZapierTina Gupta, SVP, Talent Management, New York Life InsuranceBrian Miller, Chief Talent and D&I Officer, Levi Strauss & CoJennifer Wilson & Brad Warga, Partners and Global Co-Heads of the Human Resources Officers Practice at Heidrick & StrugglesEpisode Sponsor:Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leadersHR Leader's Blueprint - 18 pages of real-world advice from 100+ HR thought leaders. Simple, actionable, and proven strategies to advance your career.Succession Planning Playbook: In this focused 1-page resource, I cut through the noise to give you the vital elements that define what “great” succession planning looks like.

Tristram Gray, Chief People and Corporate Affairs Officer at Kmart Group in Australia, explains how the retail giant is revolutionizing high-volume hiring with AI. Managing 55,000 employees across 450 stores, Kmart recruits 12,000 people annually while processing hundreds of thousands of applications. Tristram shares how the company uses Sapia.ai to create a mobile-first, simulation-based AI assessment process that evaluates candidates on culture, values, and behaviors rather than traditional resumes, previous experience, or technical skills. The results are remarkable: 73% reduction in time-to-hire (from 44 days to 11 days), 2.5 times longer retention, enhanced diversity, significant cost savings, and 9 out of 10 candidate satisfaction – which translates to a better brand and customer perception of the retail company. Tristram discusses the importance of providing personalized feedback to every candidate, the transformation of recruiter roles from reactive hiring to proactive talent planning, the need for change agility with operations and HR, and his philosophy that AI, when used ethically and responsibly, can create deeply human impact. This conversation offers powerful insights for anyone navigating the introduction of AI in HR. Additional Information Powering the Frontline Workforce: How Frontline-First Companies Thrive The Talent Acquisition Revolution: How AI is Transforming Recruiting New Galileo Certificate Program: Elevating Talent Acquisition with AI Chapters (00:00:03) - What Works: Kmart's AI Hiring Strategy(00:01:04) - Kmart's Chief People and Corporate Affairs Officer on the challenges of(00:05:44) - What Makes a Good Fit for Your Company?(00:13:57) - Australia's diversity program(00:14:52) - The Return on Recruitment by 2020(00:17:11) - How did the role of the recruiters change(00:19:01) - The Professional Roles of Distribution Centers(00:19:56) - In the Elevator With AI Recruitment(00:21:22) - What Works in Your Hiring Process

While technology is transforming work, the real competitive advantage lies in human curiosity, creativity, and connection—because AI can optimize efficiency, but only people can create joy. In this episode, Deborah Borg, Chief People and Culture Officer at International Flavors & Fragrances (IFF), joins us to explore how one of the world's most innovative companies is reimagining talent strategy through the fusion of AI, analytics, and human creativity. Deborah shares how IFF—home to the scents, flavors, and enzymes found in everyday products—builds its people strategy around both science and soul. She walks through the entire talent lifecycle, from AI-assisted recruiting and predictive analytics in engagement to apprenticeship-based mentoring for niche roles like perfumers and scientists. The conversation unpacks how IFF balances technology with human judgment, ensuring cultural fit and creativity remain central as AI accelerates hiring and decision-making. Deborah also reveals how IFF's cross-functional AI Council governs innovation responsibly, enabling experimentation without losing the human touch. ------------ 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/   Future-ready organizations are built, not hoped for. My latest book, -The 8 Laws of Employee Experience shows how. Preorder here: 8EXLaws.com

In this episode of the HR Leaders Podcast, we sit down with Sharon Doherty, Chief People and Places Officer at Lloyds Banking Group, to explore how Lloyds is preparing its leaders for a world where AI and culture change are happening at the same time. Sharon shares how Lloyds focuses on substance over noise and why leadership behaviour matters more today than ever.She breaks down how the company is helping senior leaders go all in on AI, using global learning trips, reverse mentoring, and safe spaces where executives can learn without fear. Sharon explains how AI, used well, can strengthen culture, improve feedback, and give people better insights instead of overwhelming them.If you care about leading people through constant change, this conversation is for you. It shows why purpose, honest leadership, and real learning are the foundations that keep a culture strong when everything else is moving.

How can organizations balance people, profit, and purpose?Why do the most effective HR leaders focus on both intention and impact?My guest in this episode is Michelle Nettles, Global Chief People and Legal Officer at ManpowerGroupDuring our conversation Michelle and I discuss:How HR leaders can balance people, profit, and purpose to drive performance and impact.What it means to be a values-driven leaderWhy organizations should be focusing on capabilities over credentials.Why human skills: curiosity, adaptability, empathy, will define the future of work.Why outdated work models and ideas will be challenged by the next generation of HR leadersConnecting with Michelle: Connect with Michelle Nettles on LinkedInEpisode Sponsor: Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leaderHR Leader's Blueprint - 18 pages of real-world advice from 100+ HR thought leaders. Simple, actionable, and proven strategies to advance your career.Succession Planning Playbook: In this focused 1-page resource, I cut through the noise to give you the vital elements that define what “great” succession planning looks like.

In this episode of the HR Leaders Podcast, we sit down with Frederic Patitucci, Chief People & Culture Officer at Philip Morris International, reveals the inside story of PMI's decade-long transformation, from a traditional tobacco company to a science-driven, smoke-free business.Frédéric explains how PMI rebuilt its business model, operating model, and culture while navigating one of the most ambitious shifts in corporate history. He shares how the company co-created its cultural framework, PMI DNA, with more than 350 employees across backgrounds, levels, and regions, ensuring it wasn't a top-down exercise but a true grassroots movement.From redefining values like We Care, Better Together, and Game Changers, to enforcing “license to operate” behavioral expectations, Frédéric shows how culture became PMI's ultimate accelerator for radical change, responsible AI adoption, and leadership accountability.

I'm excited to publish my recent discussion with Jacqui Canney, CHRO of ServiceNow (previously CHRO of Walmart & WPP). Jacqui describes her career and her vital role as Chief People and AI Enablement Officer at one of the fastest growing enterprise software companies in the world, and also explains her mission to enable AI for more than 3 million of ServiceNow's customers. Jacqui also describes how their HR team developed more than 1,000 HR use-cases and later refined these to 27 by building a rubric to evaluate AI opportunities. This is an inspirational conversation which will help you understand the role of the CHRO in AI transformation and the AI Playbook you can follow in your own company's journey. Like this podcast? Rate us on Spotify or Apple or YouTube. Additional Information The Pivotal Role Of Chief HR Officer in AI Transformations CHRO Insights: Understanding The Path to the CHRO How To Make AI Work For People: ServiceNow AI Playbook Introducing Galileo for Managers, The Leadership Guru At Your Fingertips Chapters (00:00:00) - ServiceNow's HR Event(00:00:16) - In the Elevator With Accenture's Leaders(00:05:17) - What's It Like Working With Bill McGovern?(00:07:26) - Bill Gates on the People Pact(00:08:57) - ServiceNow Chief AI Transformation Officer's Role(00:11:17) - ServiceNow's AI Enablement and Learning(00:15:37) - How to Upskill your People Operations Team with AI(00:17:54) - WSJDLive: The Future of HR with AI(00:21:38) - What We Need in HR: Super Agents(00:23:03) - Six Big Things Businesses Are Taking Advantage of AI(00:25:20) - What Advice Do HR Leaders Have For AI?(00:29:16) - What HR professionals need to do to stay ahead in the AI world(00:31:55) - A Year in the Life of ServiceNow

AB sits down with Fran Katsoudas, Cisco EVP and Chief People, Policy, and Purpose Officer, to explore her 29-year career journey-from starting in the TAC Center to leading Cisco's people and purpose initiatives. Discover Fran's insights on AI's transformative impact on the workplace and how Cisco empowers employees in the AI era. She also shares her role as Chair of the Global Citizen Festival and how the event drives positive global change through technology and community engagement.

In this episode, Bill interviews Judith Wiese, Chief People and Sustainability Officer, Siemens, a global technology company focused on creating technology with purpose to add real value for customers.

If you've ever wondered what truly separates an HR Director from a Chief People Officer (CPO) or CHRO, you're not alone. It's a common question, and after months of speaking with incredible CPOs for this series, a powerful theme kept coming up again and again.In this episode of HR Coffee Time, host Fay Wallis shares the one big difference that defines the step up, a shift that's far more about mindset and perspective than job title. You'll hear clips from Chief People Officers including John Scrooby, Dotty Day, Lorna Bains, Dr Andy Stephenson, and Nebel Crowhurst as they describe what changed for them when they made the move.Fay also shares a monster truck analogy that brings this transformation to life, from leading your HR function to steering the entire business. Whether you're already operating at that level or preparing for the next step, this episode will help you see what it really means to become a business leader, not just a people leader.Join us for reassurance and advice on making that leap.You'll Hear about:The defining difference between HR Director and CPO rolesWhy the CPO role is about leading the businessA monster truck analogy that brings the concept to lifeInsights from five experienced Chief People OfficersHow to start developing business acumen for your next stepUseful LinksConnect with Fay Wallis on LinkedInVisit Fay's websiteLearn about Fay's Inspiring HR leadership development programme Other Relevant HR Coffee Time EpisodesEpisode 146 with John Scrooby - Lessons in HR Leadership: How to Succeed as a Chief People OfficerEpisode 151 with Dotty Day – Could an Interim CPO/CHRO Role Be Your Perfect Career Option?Episode 153 with Lorna Bains – Inside the Fractional CPO/CHRO Role – What It Involves & How to SucceedEpisode 155 with Dr Andrew Stephenson – The Mindset, Skills & Plan to Become a Successful Chief People OfficerEpisode 156 with Nebel Crowhurst – Why Chief People Officers Need Strong Networks (And How to Build Yours)Enjoyed This Episode? Don't Miss the Next One!Sign up to the free weekly HR Coffee Time email to be notified each time a new episode is released – and get free career tips, tools, and resources.Mentioned in this episode:Check out HR Coffee Time's sponsor!Ready to unlock the power of your people? Join over 15,000 businesses at personio.com today.Personio

In this episode, Amy Madden, Chief People and Culture Officer, and Suzanne Norman, Vice President of Patient Services at PRO-spectus, share how the company is evolving from a patient first culture to a people first growth strategy. They reflect on PRO's rapid expansion, founder led roots, and the importance of staying scrappy while scaling. Amy and Suzanne discuss how investing in leadership development, performance management, and shared ownership is helping PRO grow by growing its people, and how an intentional, values driven culture remains the foundation of everything they do.Key Takeaways:Culture becomes a catalyst for growth when a patient first mission expands into a people first mindset that empowers performance and purposeIntentional connection sustains culture in a remote world, where engagement, transparency, and care keep teams aligned through rapid growthLeadership development drives scale when managers grow with intention, build consistency, and create environments where others can succeedShared ownership turns accountability into motivation, aligning personal success with the company's mission and collective resultsChapters:00:00 - Introduction06:22 - Culture as a Catalyst for Growth11:46 - Intentional Connection in a Remote World14:02 - Leadership Development That Drives Scale22:54 - Shared Ownership and Accountability30:09 - Preserving Culture Through GrowthListen to our podcasts at:https://www.shorecp.university/podcastsYou'll also find other Microcap Moments episodes, alongside our series Everyday Heroes and Bigger. Stronger. Faster., highlighting the people and stories that make the microcap space unique.Other ways to connect:Blog: https://www.shorecp.university/blogShore Capital University: https://www.shorecp.university/Shore Capital Partners: https://www.shorecp.com/LinkedIn: https://www.linkedin.com/company/shore-universityThis podcast is the property of Shore Capital Partners LLC. None of the content herein is investment advice, an offer of investment advisory services, or a recommendation or offer relating to any security. See the “Terms of Use” page on the Shore Capital website for other important information.

The real challenge for today's HR leaders isn't adopting AI, but ensuring people still feel seen, heard, and valued in a world shaped by it. Today's CHROs face a powerful question: how can we design organizations that are as human as they are high-performing? At Novartis, this challenge sparked a bold rethink of what it means to lead, grow, and belong. In this episode, Rob Kowalski, Chief People and Organization Officer at Novartis, shares how the company is reimagining HR through human-centered experiences that transform culture into a living system. He unpacks Novartis' Inspired, Curious, and Unbossed culture framework, the "behaviors in action" that make culture discussable, and programs like Future Me that redefine career growth through lattices instead of ladders. Rob also explores how storytelling connects every employee—scientists to HR teams—to patient impact, why leaders must balance empowerment with accountability, and how "unbossed" leadership is reshaping management itself. From AI coaching tools to redefining what growth and retention really mean, this conversation gives CHROs a fresh blueprint for building organizations that are truly human by design. ________________ 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/

Why do Chief People Officers need strong networks — and how can you build one that truly supports you?In this episode of HR Coffee Time, host Fay Wallis is joined by Nebel Crowhurst, who's featured on the HR Most Influential list several years running and has held senior roles with Virgin, River Island, Roche, and Reward Gateway.Nebel talks about the realities of being a CPO — the highs, the pressures, and how she protects her wellbeing — along with brilliant advice on building your own community of support (even if you find networking uncomfortable).In this episode, you'll learn:The key differences between being an HR Director and a Chief People Officer.How to protect your boundaries and wellbeing in a demanding role.What it means to be a business leader, not just a functional one.How to reframe networking into “building your community.”Practical tips for creating and nurturing a supportive network.Nebel also explains her move into fractional CPO work, what it involves, and why this model is becoming increasingly popular in growing organisations.

Want to build inclusive teams where people can show up authentically? You'll love this episode of The Future of Teamwork. Dane Groeneveld chats with Rocki Howard, Founder and Chief Diversologist at Diversiology.IO, Chief People and Equity Officer at Textio, and host of Grown Woman Wednesday. Together, Dane and Rocki look at the challenges and opportunities facing diversity, equity, inclusion, and belonging (DEIB) today, including how the work has been politicized, why sustainable practices matter more than performative gestures, and how leaders at every level can help build trust, belonging, and high-performing teams.

There is an engagement crisis in our workplaces currently! Elizabeth “El” Lages, Chief People and Culture Officer at Flexera, shares how strong values, intentional leadership, and accountability fuel high engagement across global teams. Join us as we hear how her approach blends communication, transparency, and people-first practices to keep culture aligned and performance strong even through acquisitions and change. We learn how regular one-on-ones, clear expectations, and open feedback loops empower employees to contribute meaningfully and speak up. El gives us practical insight into building trust, supporting leaders at all levels, and creating real ownership across the organization. We're reminded that culture doesn't live in a handbook, it shows up in every conversation, decision, and recognition. When leaders model values and engage their teams consistently, people feel seen, heard, and motivated to show up with purpose. Highlights 1. Leadership Starts with Listening - Frequent check-ins and open conversations help leaders stay grounded in what their teams really need. 2. Clarity Is the Cornerstone of Accountability - When expectations are clear and consistent, people feel supported—not micromanaged. 3. Culture Lives in Daily Habits - Core values show up in actions, not posters. Recognition and transparency reinforce them. 4. Feedback Builds Trust - Employees want feedback—positive and constructive—because it drives growth and connection. 5. Support Leaders to Show Up Well - Ongoing development and real-time coaching help managers lead with clarity and confidence. Resources Mentioned The Inspire Your Team to Greatness assessment (the Courage Assessment) How can you inspire our team to be more proactive, take ownership and get more done? You demonstrate and empower The Courage of a Leader. In my nearly 3 decades of work with leaders, I've discovered the 11 things that leaders do – even very well-intentioned leaders do – that kill productivity. In less than 10 minutes, find out where you're empowering and inadvertently kills productivity, and get a custom report that will tell you step by step what you need to have your team get more done. https://courageofaleader.com/inspireyourteam/ About the Guest: El Lages is the Chief People and Culture Officer at Flexera. Flexera is a global company that helps organizations gain the visibility and insight they need to optimize spend, minimize risk, achieve sustainability goals, and make data-driven decisions to propel their business forward. El has been with the company since 2004, focusing on building high-performing teams and enabling a culture rooted in candor, accountability, and celebrating success. She leads with a people-first mindset and a #keepscorephilosophy - driving engagement, developing leaders, and aligning performance with purpose. She can be reached at: elages@flexera.com https://www.linkedin.com/in/elizabethlages/ About the Host: Amy L. Riley is an internationally renowned speaker, author and consultant. She has over 2 decades of experience developing leaders at all levels. Her clients include Cisco Systems, Deloitte and Barclays. As a trusted leadership coach and consultant, Amy has worked with hundreds of...

In this episode of "The Conference Room," we welcome Tiffani Bibb, a leadership coach, speaker, and former Chief People and Culture Officer. With over 15 years of HR leadership experience, Tiffani specializes in helping mid-career women navigate significant life and career transitions. She shares her journey from HR to coaching, her insights on leadership and organizational culture, and her unique "DRIVE" coaching framework designed to empower women to turn their ambitions into actionable plans.Key Moments:Tiffani shares her journey from HR to coaching, emphasizing the importance of intentional career pivots.She focuses on empowering mid-career women to take control of their careers and lives.Tiffani introduces her coaching framework, which includes Dream, Roadmap, Implement, Validate, and Expand.Effective communication is crucial for fostering a positive organizational culture and employee engagement.Leaders should conduct listening tours to understand employee needs and improve workplace culture.Seeking and being open to feedback is essential for personal and professional growth.Informational interviews can help individuals explore new career paths and opportunities.Imposter syndrome and fear of failure often hinder individuals from pursuing their dreams.Setting goals should be balanced with the ability to adapt to changing circumstances and uncertainties.Building a network and seeking mentorship can significantly aid in career transitions and personal development.To learn more about Tiffani Bibb please visit her Linkedin ProfileTo learn more about Tiffani Bibb Coaching & Consulting please visit her websiteYOUR HOST - SIMON LADER    Simon Lader is the host of The Conference Room, Co-Founder of global executive search firm Salisi Human Capital, and lead generation consultancy Flow and Scale. Since 1997, Simon has helped cybersecurity vendors to build highly effective teams, and since 2022 he has helped people create consistent revenue through consistent lead generation.    Get to know more about Simon at:    Website: https://simonlader.com/  Twitter: https://twitter.com/simonlader  LinkedIn: https://www.linkedin.com/in/headhuntersimonlader/      The Conference Room is available onSpotifyApple podcastsAmazon MusicIHeartRadio

Eliza Jackson, Chief People and Administrative Officer at ButcherBox, joined us on The Modern People Leader. We talked about how operational excellence can protect and scale company culture, how her team built a "work in service of" mindset, and how ButcherBox is using AI agents to unlock capacity—not replace people.---- Sponsor Links:

This episode features Michelle Adamolekun, EVP and Chief People & Culture Officer at Cone Health, who shares insights on Cone's workforce development strategy, the launch of Cone Health University, and how intentional culture work and empathetic leadership are shaping the future of the organization.

“Create -- you can apply that to anything in life. You can create opportunity for yourself, create success, create leaders. Having a focus on creation will always help you drive innovation and also keep you personally focused making sure you are evolving as an individual every single day” on the Daily Grind ☕️, your weekly goal-driven podcast. This episode features Kelly Johnson @kellyfastruns and special guest Robert Padron, who is a transformational C-Level executive offering over 25 years of success in growing companies that provide business process outsourcing solutions to major brands. He is currently Chief People and Experience Officer at Arise, a company enabling brands to transform the customer relationships through the power of Gig.S7 Episode 31: 7/15/2025Featuring Kelly Johnson with Special Guest Robert PadronAudio Credit Intro and Outro: Daniel ChayraFollow Our Podcast:Instagram: @dailygrindpod https://www.instagram.com/dailygrindpod/  X: @dailygrindpod https://x.com/dailygrindpod Facebook: https://www.facebook.com/dailygrindpodTikTok: https://www.tiktok.com/@dailygrindpodPodcast Website: https://direct.me/dailygrindpod  Follow Our Special Guests:Website: https://www.arise.com/ LinkedIn: https://www.linkedin.com/in/robert-padron/

Jeff Lindeman, Chief People, Culture & Capability Officer at WD-40, joins the podcast to unpack the dual challenge every modern leader faces leading themselves and leading through change. Through personal reflection, bold transparency, and a people-first mindset, Jeff reveals how introversion, vulnerability, and authenticity can become surprising superpowers in leadership. In this deep-dive conversation, Jeff and Lee examine how seemingly small moments, like asking for time off or handling disappointment, can become pivotal points of leadership. Jeff walks us through lessons learned from his early career, how he doubled performance by showing respect, and how WD-40 cultivates 94% employee engagement in a world where the average is just 23%. From embracing AI with curiosity instead of fear to fostering trust through shared accountability, Jeff shows us that unleashing leaders isn't about having all the answers—it's about asking the right questions and showing up with intentional presence. Additional Resources: Jeff is Chief People, Culture & Capability Officer at WD-40: linkedin.com/in/jglindeman Attend Unleashing Leaders University! Learn more about Unleashing Leaders Follow Unleashing Leaders on LinkedIn Connect with Lee on LinkedIn Follow Unleashing Leaders on Facebook Follow Unleashing Leaders on Instagram  Key Takeaways: Leadership is not about extroversion; it's about trust. Showing up authentically is crucial for effective leadership. Respecting employees leads to better engagement and productivity. Leadership is a team sport, not a solo act. Vulnerability in leadership fosters stronger relationships.

Joining us today is Ivana Bajamic, Chief People & Corporate Reputation Officer at National Foods Limited (NFL). She has a global background across adidas, Chalhoub, and BRF, and brings over a decade of experience in talent strategy, organizational culture, and people transformation.In this episode, we explore Pakistan's talent pool, what's working, where the gaps are, and how global standards can be adapted locally. Ivana shares her honest perspective on hiring in Pakistan, building accountability systems, the impact of AI on legacy companies, and why diversity and culture are no longer soft topics. This episode answers:What are the real strengths in Pakistan's talent pool?Why do companies struggle with accountability?How can legacy companies adapt to AI?What's needed to prepare agencies for global work?Where does Ivana see Pakistan in 2050?Watch till the end for book recommendations from Ivana.Socials:TBT's Official Instagram: https://www.instagram.com/thoughtbehindthings/TBT's Official TikTok: https://www.tiktok.com/@tbtbymuzamilTBT's Official Facebook: https://www.facebook.com/thoughtbehindthingsMuzamil's Instagram: https://www.instagram.com/muzamilhasan/Muzamil's LinkedIn: https://www.linkedin.com/in/muzamilhasan/Ivana's LinkedIn: https://www.linkedin.com/in/ivana-bajamic-2781579/

What happens when you stop looking outside for talent and start unlocking the full potential of the people already on your team? That is exactly what host David Green and his guests explore in this episode of the Digital HR Leaders Podcast. Joining David are Patricia Frost, Chief People and Places Officer at Seagate Technology, and Ruslan Tovbulatov, Chief Marketing Officer at Gloat, the platform partner behind Seagate's internal talent marketplace, TalentLink. And together, they share how Seagate reimagined its approach to workforce planning by pausing external hiring and focusing on the talent already in-house. In this conversation, expect to hear how Seagate: Shifted from external recruitment to unlocking internal potential Created transparency and trust to support employee-driven growth Integrated AI to enhance - not replace - the human workforce Rebranded their platform to reflect a purpose-led, people-first strategy Helped employees navigate the emotional side of change and adoption This episode, sponsored by Gloat, is a practical, inspiring look at how to future-proof your workforce by starting with the people who are already part of it. Gloat is the world's first work and workforce operating system for the AI era, helping leading companies like Seagate turn AI potential into real productivity by empowering people to work smarter, faster, and with purpose. Visit gloat.com to learn more. Hosted on Acast. See acast.com/privacy for more information.