Podcasts about chief people officer

How can HR Operations help transform the function and drive business impact?Why should HR shift from People First to People Forward strategy?My guest on this episode is Girish Ganesan, Chief People Officer, S&P GlobalDuring our conversation, Girish and I discuss the following: Why HR operations are the foundation of real impactWhy credibility requires understanding the work beneath the workHow HR teams can shift from "People First" to "People Forward"Why execution is becoming a defining capability for next-generation HR leaders.Why adaptive leadership is critical in the age of AI. Connecting with Girish: Connect with Girish 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.

Many managers today spend more time on paperwork and individual tasks than actually coaching their teams. This lack of true leadership hurts the employee experience and stops a business strategy from succeeding. In this episode, Emily Field and I talk about her strategic transition from a McKinsey partner to becoming a first-time Chief People Officer at LPL Financial. She shares her initial 30-day "learning tour" where she focused on listening to employees to understand the company's unique culture before building her people strategy. We also unpacked her "People Leader Operating System" and a "talent flywheel" designed to improve the talent lifecycle from hire to retire. We explore the 50/50 performance management split to measure both business outcomes and human values, as well as using AI as a "superpower" to assist work while keeping human judgment as the main partner. Emily also explains the "people P&L" dashboard to track leadership data, the "align-empower-reinforce" model for training 1,300 leaders, and the importance of rewiring business processes to remove friction for employees. For CHROs, this is your guide to scaling a people-first culture and building a future-proof organization. ---------- 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. Order here: 8exlaws.com

In this episode, we talk with Daria Rudnik — team architect, executive coach, author of Clicking, co‑author of The AI Revolution, and creator of Aidra.AI, an AI‑powered coach for leaders. With 15+ years of global leadership experience as a former Chief People Officer and Deloitte professional, Daria helps overloaded leaders redesign their teams so they're not the center of every decision.Together, we explore how leaders can distribute decision‑making, share cognitive load, and use AI to enhance — not replace — human judgment.During our time together, we discuss:Why today's complexity makes the old “heroic leader” model impossible.Use of intentional rituals to build trust and connection in remote teams.Why leaders must create many‑to‑many connections within the team — not just rely on one‑to‑one relationships.The cognitive risks of offloading too much thinking to AI.A step‑by‑step example of how to use AI properly.Why teams need AI norms.How leaders can responsibly experiment with AI without risking company data.What hybrid human‑AI teams may look like — and why clearly defining AI roles is critical.To learn more from Daria:Visit her websiteConnect with her on LinkedInExplore her books Clicking and The AI Revolution

Attracting talent gets all the headlines, but retention is where the real competitive advantage lives. In a market where top performers are constantly being approached by competitors and salary expectations keep rising, holding on to your best people has never been harder. At the same time, the rapid pace of AI and automation means the skills companies need are shifting faster than ever, making internal development and mobility just as critical as external hiring. So how do you build a workplace where people genuinely want to stay and grow? My guests this week are Annika in der Beek, Chief People Officer, and Giovanni Di Felice, Director of Talent Acquisition at Statista. In our conversation, they share the science-backed framework behind what makes an excellent employer and explain how hiring and retention are becoming inseparable parts of the same strategy. In the interview, we discuss: Hiring challenges in AI and tech Encouraging candidates to use AI Why retention has become critical Measuring what makes an excellent employer Autonomy, competence, and relatedness at work The power of honest feedback Internal mobility and career development TA as a strategic business partner What does the future look like? Learn more about The Excellent Workplace Rating. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Lena McDearmid is the founder and CEO of Wryver, a consultancy that helps leaders create company cultures where people and performance thrive together. Previously Lena co-founded the fintech company Momnt, where she served as COO and Chief Culture Officer. With Wryver, she's on a mission to create teams that trust each other and organizations that are future-ready in an AI world. With more than 20 years in leadership, consulting, and culture strategy, she focuses on strengthening the trust, rhythms, and structures that determine whether teams succeed or stall. 

While many companies focus only on buying new AI tools, the real secret to success often lies in changing how leaders think and act to drive a massive business turnaround. In this episode, Anna White, EVP and Chief People Officer at Lumen, joins the show to discuss how a major networking company is transforming its business through a deep focus on leadership and AI. We explore how leaders must shift from being "knowers" to "learners" by embracing curiosity and a growth mindset. The discussion covers practical steps like launching an AI literacy academy for all employees, using "Dare to Lead" training to build courage, and managing the risks of "work slop" by ensuring human judgment always checks AI work. We also dive into real examples of AI pilots, such as the GoalPro tool for aligning targets, and examine how to prepare for a future hybrid workforce where humans manage AI agents. This conversation offers a clear roadmap for HR leaders handling the complex mix of culture change and digital transformation. ---------- 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. Order here: 8exlaws.com

Nebel challenges the traditional approach to HR: instead of siloed programmes, she advocates for systems thinking that recognises the impact work has beyond the office - for employees' work-life blend, and for society. Nebel recommends data and employee voice as starting points, to build evidence-based practices that create genuine belonging. Nebel is passionate about the relationship between work and socio-economic background. From her socioeconomic start to becoming a CPO, Nebel knows the barriers first hand. Sharing examples such as supporting people in the criminal justice system into work, Nebel reflects that the foundation of inclusion is trust, built through honest two-way communication and transparency, and that the critical CEO-CPO relationship sets the tone. Looking ahead, Nebel urges HR to step up, look up and look out. To stop being the policy keepers and people police, instead the strategic lever that enables organisations to succeed through their people. When HR truly steps into the space it belongs in, HR don't just change organisations - HR changes society. That's the real power of this profession.   References: Book recommendation: The Multi-Hyphen Method by Emma Gannon   What actually drives progress for women in leadership? Encompass Equality's latest research   Thank you to Encompass Equality for sponsoring this episode.   Encompass is dedicated to creating better workplaces for women and building cultures where everyone benefits.   Powered by industry-leading research into women's lived experiences at work, Encompass turns real insight into targeted interventions that improve how people work together.   Their latest research, conducted with the FTSE Women Leaders Review and Chartered Management Institute, reveals what actually works and how to make change happen in your organisation.   Download your free report from Encompass Equality  

Welcome to the Superfast Recruitment podcast. In this episode, Sharon sits down with Sarah Bishop, founder of Recruit Recruit, based in Wolverhampton, and author of the newly published book Scale Up! The Founder’s Guide to Accelerating Growth by Building Dream Teams. Sarah has spent 30 years in recruitment, and her book is built around one of the most extraordinary case studies you will hear in this industry: helping a business called Your Doctor Film and Media grow from zero to £30 million in turnover in just 21 months, in the middle of a pandemic. This is a conversation about what strategic hiring actually looks like in practice, why culture and DNA matter far more than job specs, and how Sarah’s subscription model is changing the way small and growing businesses access great recruitment support. Sarah also shares something refreshingly honest: that despite all her success in helping others to scale, she has found it harder to apply the same thinking to her own business. What Made You Write the Book? Sharon: Before we get into the big case study, tell me, what made you decide to write the book in the first place? Sarah: It was a mixture of things, really. Throughout my career, I have worked with fast-growing businesses. Phones4U, Holiday Hypermarket, HomeServe. But those experiences were always as part of a larger team doing volume hiring. The case study at the heart of the book, Your Doctor Film and Media, was completely different because we were building every single team from scratch across every function. There were genuine moments where I thought I knew something, and then realised I knew it in theory but not in practice. And honestly, the second reason was to prove to myself that I could actually finish something as big as a book. The £30 Million Journey Sharon: So, your book is centred on helping Your Doctor Film and Media go from zero to £30 million in just 21 months, during a pandemic of all things. Walk me through it. What were the big recruitment challenges, and how did you help them see hiring as a competitive advantage rather than just a cost? Sarah: In the early days, it was a malay. Nobody knew what was going on or how long Covid was going to last. Your Doctor Film and Media started by providing Covid testing for the film and media industry at Pinewood Studios, beginning with Jurassic World Dominion, and it just snowballed from there. The turning point came when producers got frustrated that government laboratories could not turn tests around quickly enough. Hollywood producers are fairly exacting about their timetables and budgets, so Your Doctor made the very smart decision to build their own labs. Suddenly we were finding biomedical scientists and a Head of Science who, miraculously, got the labs ISO-accredited in a matter of weeks. I was brought in through Vanessa Deco, a brilliant Chief People Officer and a very good friend. She introduced me to Pete and Dr. Rick, and they trusted me from day one. They gave me access all areas, including board meetings and strategic planning sessions, which meant I could really do my job properly. I cannot take too much credit for the strategic approach. A lot of that was down to Pete and the founding team being willing to stop reacting and start building a proper business. Hiring for Roles That Do Not Exist Yet Sharon: That is such a challenge, is it not? Recruiting for roles that do not even exist yet. How did you figure out what talent was needed before the business even knew what it required? Sarah: The early stages were actually more straightforward than you might think. The first brief was very clear: find people who could interface between film crews and clinical teams, work antisocial hours without complaint, think on their feet, and handle what I called tricky people, meaning Hollywood producers who wanted the impossible done yesterday. I immediately knew that events and hospitality professionals, many of whom had been furloughed or made redundant during Covid, were the perfect fit. Some of my earliest placements were technically overqualified, but I could see they were going to become the future leaders of the business. Laura had spent years with Disney on their cruises and ended up heading up special productions including The Crown. Serge had been Events Manager at the Royal Opera House for 13 years and followed a similar path. The harder roles came later, on the technical and scientific side, where candidates tended to be more risk-averse. Some people I simply could not put in front of the client, not because they lacked the ability, but because they needed structure that did not exist yet and would not have lasted five minutes in that environment. Getting Culture and DNA Right Sharon: Most agencies just default to matching skills and experience when they are under pressure to move fast. How did you get under the skin of Your Doctor’s culture and DNA, and how did that actually change who you put forward? Sarah: Getting the DNA match right is not just about culture and values, though those matter. It is about genuinely understanding what a business is trying to achieve and where it is going, and then working out whether a candidate will actually thrive in that specific environment. I still cringe at the term ‘recruitment consultant’, because too many people in this industry are essentially order-takers. They get a job spec, they try to fill it, and they have no idea where the business is heading. I was very fortunate that Pete, Dr. Rick, and the whole team treated me as an equal, not as ‘the recruiter’. We were never left waiting for feedback. We were in the room. That is what allowed me to do my best work. Pete once said it was so nice to work with a recruiter where you did not feel you needed to arm yourself with a wooden stake and cloves of garlic. He had used all the big London names on previous projects, and I think that says everything. The Subscription Model Sharon: Tell me about your subscription model, because it is quite different from the traditional contingency approach. What drove you to develop it, and why do you think it works better for businesses that are growing fast? Sarah: I cannot believe I did not think of it sooner. Traditional contingency recruitment creates this start-stop-start dynamic that serves nobody. Even if the placements are brilliant, the reactive nature of it means businesses are always catching up. My model is designed to work like an embedded internal talent acquisition team, without all the overhead. Clients get predictable monthly costs rather than surprise fees, which is better for their cash flow. And from our side, we get the time to build proper talent pools, map the market, and do a genuinely good job rather than scrambling to fill an urgent vacancy. We have a startup mode from around four hundred pounds a month for sole traders taking on their first hire, right the way up to established corporates whose finance directors are looking at recruitment spend and do not want a full internal team sitting idle in quiet periods. I should also say, with some embarrassment, that I have not scaled my own business anywhere near as well as I have helped others to scale theirs. Classic physician-heal-thyself. The Hire That Changed Everything Sharon: So looking back over that whole 21-month journey, what was the single hire that you think really shifted things for Your Doctor? The one that unlocked the next stage of growth? Sarah: It is not the hire you might expect. The earliest placements, the events and hospitality professionals we brought in when nobody knew what was going on, had an enormous impact. Not just because they handled the chaos brilliantly, but because they stepped up and became managers and leaders as the business grew. In terms of a single hire that shifted the trajectory, I would point to Katie, the Director of HR. We had brought in Mandy as HR Manager initially, and she was brilliant at the transactional work: getting policies and procedures in place. But the business scaled so fast that it very quickly needed strategic HR leadership, and that was a completely different thing. One of the lessons I share in the book is that in rapid scaling, you need to think carefully about whether you are better off bringing in a senior hire or an interim from the start, rather than assuming you can grow up from a junior level. Getting a critical hire wrong at that stage is serious. At best it stalls you. At worst it could be the end of the business. From Car Sales to Recruitment Sharon: Right, let’s talk about you for a minute. Your background is not a conventional route into recruitment at all. Car sales, Wolverhampton, environmental science degree. How did all of that shape the way you approach this industry? Sarah: I graduated with an environmental science degree in the nineties, which was not especially useful, combined with a fairly significant student debt. My dad had run car yards and dealerships, I had done sales training working in shoe shops on Oxford Street, so I knew I could earn commission. I went in absolutely for the money. But the real lessons I took from that background into recruitment had nothing to do with cars. They were about human behaviour, psychology, and a genuine curiosity about what makes people tick. Understanding people, what they really mean when they say something, is the best skill you can bring to recruitment. It helps with interviewing, with building client rapport, with the DNA-matching work that has become central to everything I do. My autism and ADHD are part of that too. I have always been hypercurious about people, sometimes to an uncomfortable degree. When I joined Extra Personnel in 1996 as a temp controller, that curiosity was already there. As a temp controller you do not interview to a job spec, you interview the person. I have never really stopped doing it that way. Building a Team That Makes You Redundant Sharon: Now this one fascinates me, because there is a real tension in your book between being the external recruitment partner and your goal of building internal teams that eventually make the recruiter redundant. Why on earth would you want to do that? Sarah: I know it sounds like a poor business model, and I will admit it is. But I stand by it completely. A lot of this ties into my autism, which gives me a very finely tuned sense of what is fair and ethical. If I do such a good job that the client does not need me anymore, that is exactly what they brought me in to do. I am not going to sit there worrying about future revenue. And in practice, those clients always come back when they next need someone, because the relationship and the trust are already there. The subscription model does now offer a natural alternative, because not every business wants or can sustain an internal HR and recruitment function. Many HR professionals actively dislike doing recruitment because it pulls them away from everything else they need to manage. So now there is an option that gives clients consistency and strategic input without the overhead. I still stand by making yourself redundant as a principle, but I am glad we now also have a model that makes business sense alongside it. Marketing and Employer Brand Sharon: Your whole approach is very relational and very marketing-led. You think about employer brand, candidate experience, matching people not just for right now but for where the business is going. How does that differ from what most recruiters do? Sarah: I will be honest, our own marketing is very much a work in progress. We do not yet have a clearly defined candidate niche, which makes it harder to market with real specificity on that side, and that is a 2026 project for us. Where we have genuinely improved is in consistency. Having the monthly content from Superfast Recruitment means Marianne and I now have something to work with every single month instead of scrambling or just not getting things out at all. When the resources come through, we genuinely go ‘yes!’, because we can adapt them and get them out there. Our broader marketing philosophy is very relational. There is no corporate speak on our website or in our communications. It is very much us. The role marketing plays for us is simply making sure that when the right client or candidate finds us, they already have a sense of who we are and what we are like to work with. Scaling Your Own Business Sharon: So tell me, Bish. Writing about scaling is one thing, but doing it in your own business is a completely different story. What did writing this book teach you about your own operation? And what would the Sarah of today tell the Sarah who was just starting Recruit Recruit? Sarah: Take my own advice. That is the biggest lesson. I am genuinely good at solving other people’s problems, and I have been pretty poor at applying the same thinking to my own business. Two things really stand out from writing the book. The first came from going back to The E-Myth by Michael Gerber. Just sit down and sketch out the organisation chart for the size of business you want, not the one you have got right now. That single exercise forces you into strategic conversations about what will actually move the needle and who to bring in first. The second is accountability. I am slightly embarrassed to admit that nearly every chapter of Scale Up! was written on a Thursday evening, the night before my weekly call with my writing mentor. When I looked back at my calendar, it was painfully obvious. But the lesson is real: whether you are writing a book or building a business, an accountability partner who simply asks ‘did you do what you said you were going to do?’ makes an enormous difference. For founders picking up the book, the signs it is right for you are pretty clear. If you are juggling too many plates and not moving fast enough, if you find yourself thinking ‘why can they not understand what I want?’, or if you have a sizable team but you are still being pulled into everything because there is nobody senior enough to take things off your plate, that is the book for you. Finally Sharon: Bish, this has been brilliant. Honestly, one of my favourite conversations we have had on this podcast. The story of Your Doctor Film and Media is extraordinary, and I think there is so much in here that recruitment business owners can take and run with. If you want to get hold of Sarah’s book, Scale Up! The Founder’s Guide to Accelerating Growth by Building Dream Teams is available now. If today’s conversation has got you thinking about your own marketing and how to get more visible and consistent as a recruitment business, come and take our free Client and Candidate Attraction Scorecard. It takes about three minutes and gives you a personalised picture of where your marketing is right now and what to work on first. The post How Strategic Hiring Built a £30 Million Business in Under Two Years with Sarah Bishop appeared first on Superfast Recruitment.

In this episode, Gina Cronin, FACHE, Executive Vice President and Chief People Officer at Children's National Hospital, discusses aligning leaders around a new five year strategy, redesigning roles amid major ERP and EHR transformations, and building resilient workforce capabilities and well being initiatives to support growth in world class pediatric care.

In this episode, Gina Cronin, FACHE, Executive Vice President and Chief People Officer at Children's National Hospital, discusses aligning leaders around a new five year strategy, redesigning roles amid major ERP and EHR transformations, and building resilient workforce capabilities and well being initiatives to support growth in world class pediatric care.

In this episode, Gina Cronin, FACHE, Executive Vice President and Chief People Officer at Children's National Hospital, discusses aligning leaders around a new five year strategy, redesigning roles amid major ERP and EHR transformations, and building resilient workforce capabilities and well being initiatives to support growth in world class pediatric care.

What makes a leadership team truly high performing, and why does it matter for the entire organization? Judith Wallenstein, CEO Advisory Global Lead of BCG, and Khadija Ben Hammada, Chief People Officer of Merck KGaA, Darmstadt, Germany, explore this topic and more. They share how CEOs can build executive teams grounded in trust, purpose, and psychological safety. When the top team clicks, the whole company moves faster and with more clarity.Learn more: https://lnk.to/so-what-general-show32Learn More:Judith Wallenstein, Managing Director & Senior Partner, Global Lead, CEO Advisoryhttps://www.bcg.com/about/people/experts/judith-wallensteinKhadija Ben Hammada, Member of the Executive Board and Chief People Officer for Merck KGaA, Darmstadt, Germanyhttps://www.emdgroup.com/en/company/management/executive-board/khadija-ben-hammada.htmlSubscribe to BCG's YouTube channel: https://goo.gl/hsFsVTVisit us at https://www.bcg.comChapters(00:00) Intro(00:17) How do you build a high-performing leadership team?(01:36) What makes a team work?(02:12) What does a high-performing team feel like?(03:45) How much of team success depends on the CEO's behavior and decisions?(05:55) When hiring, what are you looking for — what's the secret sauce?(08:47) What should the CEO–Chief People Officer relationship look like?(09:50) What did you learn as chief of staff that you apply on an executive team?(11:42) How do team members to elevate collective performance?(13:01) How should leadership adapt in an era of uncertainty?(16:35) How do you keep a team successful when key people move on?(19:27) What's steps should leaders take now to create a top-performing team?(21:03) OutroThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrp

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.

Omni Talk Retail is live from eTail West 2026 with coverage powered by NetElixir. In this interview, Anne Mezzenga speaks with Kristin Shane, Chief Merchandising Officer at REI, about the company's three year “Peak 28: Ascending Together” strategy and what it means for the future of specialty retail. Kristin shares how REI is putting the customer at the center through a differentiated service model powered by its Green Vests, a culturally leading assortment designed to inspire progression into new outdoor activities, and renewed investment in retail fundamentals. The conversation also dives into: • How REI is approaching AI as a workforce enablement tool, led jointly by the Chief People Officer and Chief Technology Officer • Why agility matters more than ever in today's tech environment • The challenge and opportunity of partnering with brands that are also direct-to-consumer competitors • Building a culture centered on being connected, focused, and trailblazing • What customers can expect from REI in 2026, including new partnerships and expanded experiential assortment A thoughtful discussion on values driven retail, culture as strategy, and what modern merchandising leadership looks like in an AI era. #eTailWest #RetailLeadership #Merchandising #AIinRetail #SpecialtyRetail #OmniTalk #RetailStrategy

In this incredibly candid conversation, Nikki Krishnamurthy (Chief People Officer at Uber) joins Jessica Neal (former Chief Talent Officer at Netflix) to discuss the high-stakes reality of leading people through crisis, transformation, and the AI revolution.Nikki opens up about the "Strategic Calmness" required to navigate Uber's most turbulent years, from handling global layoffs to dismantling a culture of leaks and entitlement. She shares the internal mechanics of her 13-year partnership with Uber CEO Dara Khosrowshahi, explaining why a Chief People Officer must act as a business leader first and why being "the mirror" for a CEO is the most important, and loneliest, part of the job.We dive deep into:The C-Suite Burden: Why the HR role has shifted into a hybrid of Chief Medical, Diversity, and AI Officer.The "Entitlement" Trap: How Uber moved from "investigating everything" back to a culture of high judgment and "doing the right thing."Managing Up: The exact moment Nikki gave Dara feedback and how that blunt honesty built a foundation of radical trust.AI vs. Innovation: Why Nikki is prioritizing "AI-native" college grads and her warning to big companies: Don't let efficiency kill your ability to invent.The Art of "Disagree and Commit": Navigating executive hires and knowing which hills are worth dying on.This is a masterclass in leadership, human psychology, and the raw reality of what happens behind the closed doors of the world's biggest tech companies.

Welcome to Episode 34 of Leadership in Quarters: Interview Series. My name is Josh Seldin and today I'm interviewing Lisa Friscia. A little about Lisa: Lisa Friscia is a strategic advisor and fractional Chief People Officer who fixes the systems underneath the symptoms. When teams are burned out, decisions stall, or performance slips, she designs the operating infrastructure that holds the organization together. A former classroom teacher, founding principal, and Chief People Officer, Lisa partners with founders and leadership teams to design clear decision rights, strong talent systems, and execution rhythms that scale. Her work helps organizations move from reactive firefighting to sustainable performance. She writes All Things Talent, a practical publication for founders and operators who want to build high-performing organizations without burning out their people. She believes the best-run organizations are not the ones that hustle hardest. They are the ones built right. During this episode, we discuss how people can be thrown into leadership roles, especially as people leaders, without the proper skillset or training. So often we take our highest executors and founders and take them from technical ownership to people management. How we expect people to do this without the proper support and training is a mystery, but one we begin to uncover in our discussion. You can connect with Lisa through any of the links below: LinkedIn: / lisafriscia Her Website: francaconsulting.com Her Newsletter: https://lisas-newsletter-e68d0b.beehi... For any questions, or if you're interested in being a guest, please email me at leadinquarters‪@gmail.com‬. Artwork by: Adam Powell Royalty Free Music: https://www.bensound.com License code: WKPF4WFRB2XO0EQS Artist: : Benjamin Tissot

Alex Lawrence, Chief People Officer for the City of Boston, Massachusetts, rejoined the podcast to talk about organizational change, development, and human resources. She discussed change management and the importance of communication for human resources. She shared how her background in innovation has influenced her career. She also reflected on local government trends from the last 10 years. Host: Ben Kittelson

Brian Stolz has cracked the code — literally and figuratively — on what it takes to build thriving teams in biotech. Episode 110 of The Hennessy Report by Keystone Partners features Brian Stolz, Chief People Officer at Element Biosciences, joined by Keystone Partners West Coast Market Leader Charlene Hutchins. Brian shares how growing up in Tokyo shaped his global perspective, his philosophy on building high-performing teams through diversity of thought, and how Element Bio's culture is rooted in respect, authenticity, and collaboration. He also dives into how AI is transforming HR and talent management, why the bio life sciences industry is poised for a major turnaround, and what he sees driving investment in the sector heading into 2026. Plus, Keystone's Vicky Rayel closes out the episode with practical career development advice in Coach's Corner.

Join host Kyle Forrest and Meghna Punhani, Chief People Officer at Eightfold, as they discuss guiding organizations through rapid growth and change while building inclusive and high-performing cultures.

Building Your Personal Brand Without Losing Your Professional Edge, featuring Susie Jamerson, Chief People Officer of Corporate Services, AdventHealthRecorded live in Altamonte Springs, Florida, this episode brings real energy, real conversation, and real leadership insight.Susie Jamerson returns to the podcast, and this time, the conversation goes deep into something every healthcare leader is navigating right now:How do you show up authentically online without compromising your professional brand?

This week, we revisit our interview with Stacey Porter. Stacey is the Chief People Officer at PROCEPT BioRobotics. Prior to that, she was the Chief People Officer at Outset Medical. Stacey has expertise in organizational design, innovative talent practices, and employee engagement.  Prior to Outset, she was the Head of Global Talent Development for Intuitive Surgical, Inc., responsible for designing performance and succession practices, while developing leaders and high-performing teams. Stacey has held leadership roles at VMware and Roche, and has built a career on creating nimble, progressive organizations. She has a MSW and doctoral studies in industrial/organizational psychology.  

What if HR's true power isn't just policies and programs, but its position as a strategic driver of culture and communication? Katherine sits down with Ashima Kapur, Chief People Officer at Allied Solutions, to explore the leadership mindsets and behaviors that drive sustainable growth. From growing Allied from 500 to nearly 2,000 employees to building an HR function that earns a seat at the table, Ashima shares a people-first blueprint for organizational success. She reveals how HR and communication go hand-in-hand to shape culture, why transparency and authenticity aren't optional anymore, and how leaders can empower teams by being real, clear, and consistent. Ashima's leadership philosophy is direct, human-centered, and refreshingly honest, exactly what's needed in today's evolving workplaces. Whether you're building a talent strategy or redefining your leadership style, this conversation is packed with practical wisdom for leaders who care about their people and want to lead with intention.   Additional Resources: Connect with Ashima on LinkedIn Connect with Katherine Coble on LinkedIn Learn more about Borshoff Watch Gut + Science (and more) on YouTube! Follow PeopleForward Network on LinkedIn Learn more about PeopleForward Network   Key Takeaways: HR must earn its seat through business understanding Culture is defined by consistent leadership behavior Communication must be authentic, transparent, and repeated Right person, right seat, right support equals success Growth demands people strategy aligned with business goals  

Episode Summary In this episode, I sit down with Shawn Minard, Chief People Officer at Frazier and Deeter, to unpack what real HR leadership looks like in today's workplace. We dive into everything from learning and development to recruitment, employee experience, and why investing in culture isn't just a “nice to have” — it's a strategic advantage. Shawn shares how his background in HR and technology shapes his leadership approach, and we tackle the tough question: how do you actually measure the ROI of culture? We also explore hybrid work, employee engagement strategies, mental health trends in the workplace, and what it truly means to lead with trust. Shawn opens up about building vulnerability-based trust, hiring for emotional intelligence, and empowering teams through autonomy and accountability. If you're a leader who wants to reduce turnover, strengthen culture, and create a workplace people genuinely want to be part of — this one's for you. Links & Resources Motivosity (Employee Engagement Platform) https://www.motivosity.com/ Shawn's firm: https://www.frazierdeeter.com/ If you enjoyed this episode, be sure to follow, rate, and leave a review. Share it with a fellow leader or HR professional who's passionate about building a thriving workplace culture. Your support helps us keep bringing these conversations to life!

"We're really focused on the core fundamentals of organisational clarity, communicating that clarity, over-communicating that clarity, minimising confusion and politics. And when that's present, then you have the good stuff. And for me, the good stuff is that you're creating that environment for people to flourish and thrive." Sheila Walsh.    Sheila Walsh takes me through the tumultuous year in a tech company in the travel sector. We talk about keeping teams engaged when everyone is remote working and about the lack of spontaneity in a remote environment. Sheila talks about what it is like to work in a people-centric organisation that is driven by the Leadership Team and cascaded down - the LT have a team coach and no chance to get comfortable or complacent. She shares that CarTrawler has upgraded its high-performance focus to 'healthy high-performance'.  We talk about finding meaning and purpose, rabbit-holes, pixie-dust, growth mindset, learning and more.     Sheila Walsh was Chief People Officer at CarTrawler at the time of recording. A hands-on and motivated HR professional, Sheila has a broad range of experience across many sectors including; software, telco, publishing, healthcare and not-for-profit. She strongly believes that the provision of meaning and purpose within the workplace results in engaged employees who live and breathe the behaviours that support sustained business success. She holds an MBS in Business Practice from University College Cork, is an accredited Life Coach & Lifeskills Consultant and is an associate member of CIPD.     Connect with Sheila: On LinkedIn   Resources: The Five Dysfunctions of a Team Patrick Lencioni  

Raghu Markus is joined by Michael Leach, the first-ever Chief Diversity & Inclusion Officer of the White House, for a conversation on how to have faith over fear in the face of uncertainty.Grab a copy of Michael's book, Faith Over Fear, to learn more about harnessing your own resilience.In this episode, Raghu and Michael take a journey through:Closing the gap between faith and fearSeeing faith as an action rather than a feeling How freedom comes when we loosen our grip on ego, fear, and identitySurrender and choosing presence even when outcomes are unclearThe book The First 90 Days and what culture truly meansMichael's time working in the White House with the Biden-Harris administrationThe meaningful pivot from our preference to our purposeEnduring and adapting through the many changes we face socially, politically, and personally Breaking down the wall between ‘us' and ‘them', taking inspiration from Ram Dass's There Is No OtherGiving ourselves ‘the fear test' and looking inward before we judge another personConsidering the cost of unity and choosing listening over labelingForming ourselves so that we are not driven by fear “Whatever you're not changing you're choosing, but here's the truth about change: it's not secured in a single election or moment of triumph. Democracy is an ongoing experiment, constantly tested by shifts in power, societal challenges, and the choices we make to protect (or erode) progress. It's not about ensuring nothing changes when you leave, it's about ensuring that what truly matters can endure when everything does. The key is not permanence, it's resilience” –Michael LeachAbout Michael Leach:Michael is a nationally respected strategic advisor, public sector leader, and culture builder whose career spans the NFL, national politics, and the White House. He currently serves as CEO & Co-Founder of BridgeTrust Partners, an advisory firm specializing in leadership development, inclusive strategy, and transformative partnerships across industries—from sports and healthcare to tech, media, and government.Michael began his professional journey in the National Football League, serving as Assistant to the Head Coach of the Chicago Bears and later managing Labor Relations at NFL Headquarters, where he played a key role in administering and enforcing the NFL's Collective Bargaining Agreement. In 2019, he was appointed Chief People Officer and Head of Diversity and Inclusion for the Biden-Harris campaign, helping build the most diverse general election team in U.S. history. He later became the first-ever Chief Diversity & Inclusion Officer for the White House, serving as Special Assistant to the President. Michael is also now an author! Faith Over Fear, a book on resilience and faith in uncertain times, was released in February 2026. Reach out to Michael via his website, where you can find his social media and contact information as well as learn more about his speaking engagements, career coaching, and more. “It's really through our surrendering that God does his establishing. God is unable to establish if we don't surrender. If your hands are closed and someone is trying to give you a gift, it's going to be really hard to receive that gift if you don't first open your hands. That's literally the nature of faith. I first have to release what's in my hand in order for God to release what's in his hand.” –Michael LeachSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Former Mastercard Chief People Officer Michael Fraccaro recently retired after a decades-long career in HR leadership. So why did he immediately say yes to advising Parentaly? Becoming a grandfather sparked a renewed commitment to supporting employees as they expand their families. This interview is full of advice for HR leaders about how leave has evolved, why second-time parents are a retention risk, and the small changes managers can make that go a long way.Connect with us on LinkedIn: Parentaly | Allison Whalen | Jenna VassalloLearn more about our parental leave programs: How We Help | Contact UsKeep in touch with Parentaly: Podcast newsletter | Monthly newsletter

Hiring hasn't got easier, it's just got noisier.In this episode of the Hiring Excellence podcast, Johnny is joined by Robert Whitehouse, Chief People Officer at MiQ, to talk about what's really breaking hiring today and why the fix isn't another shiny tool.They explore:• Why in-person connection still matters in a digital-first world• What “good interviewing” actually looks like (and why most managers aren't taught it)• How better alignment between recruiters and hiring managers improves quality, speed, and confidenceIf hiring feels harder than it should, this conversation will feel very familiar.

In this insightful talk, UC Today's Kristian McCann sits down with Roberta Terranova, Chief People Officer at Wildix, to discuss the trends HR leaders have to contend with in the coming year. From AI adoption and workflow optimization to data-driven culture and remote leadership, Terranova shares real-world lessons on navigating the intersection of people, process, and technology as AI redefines the workplace. Key discussion highlights include:

Isabel Naidoo, Chief People Officer at Wise, joined us on The Modern People Leader to share how Wise builds a cohesive employee experience across global offices while still honoring local identity. ----  Downloadable PDF with top takeaways: https://modernpeopleleader.kit.com/episode281Sponsor Links:

The old playbooks for leadership no longer apply when your top performers might never step foot in a traditional office. It's time to move past the superficial logistics of where people sit and uncover the specific cultural habits that maintain high standards and relentless speed as your organization evolves. In this episode, LJ Brock, Chief People Officer at Coinbase, joins me to explore the high-stakes evolution of leading a remote-first organization that scales without losing its competitive edge. We dive into the practical reality of managing 5,000 global employees, moving beyond the "return to office" debate to discuss Coinbase's "magnet, not mandate" hub strategy and their recent pivot toward mandatory quarterly in-person sessions designed specifically for execution. LJ pulls back the curtain on the unique operating system that powers their culture—including the bold decision to outlaw committees—and shares the specific decision-making frameworks, like the Directly Responsible Individual (DRI) and Problem Proposed Solution (PPS) models, that ensure individual accountability remains front and center. From tackling the nuances of performance management and asynchronous collaboration to leveraging AI for future efficiency, this conversation is a must-watch for CHROs who want to build a high-performance culture that prioritizes measurable results over physical proximity. ---------- 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

Nathan Tierney joins the podcast to discuss his journey as a retired Army Warrant Officer and former Navy rescue swimmer. After transitioning from a career as a helicopter pilot to the civilian sector, Nathan ascended to senior executive roles at the U.S. Department of Veterans Affairs, serving as Deputy CIO and Chief People Officer. Throughout his career, he has relied on the discipline and drive learned in the military, paired with the guidance of key mentors, to navigate large-scale organizational transformations. The conversation also covers Nathan's book, Rebel Leaders GSD, which he wrote to provide leaders with the practical education needed to handle high-pressure environments. He outlines the three core sections of the book and emphasizes the fundamental importance of mastering the basics to ensure success. Today, Nathan focuses on helping leaders make clear, decisive calls in the face of uncertainty and high-stakes consequences. Episode Resources: Nathan Tierney - Gartner | LinkedIn Rebel Leaders GSD on Amazon   About Our Guest Nathan Tierney is a special operations veteran, former senior federal executive, and author of Rebel Leaders GSD. Over a 25-year career, he has led teams in combat, crisis response, and large-scale federal transformation, including serving as Deputy CIO and Chief People Officer at the U.S. Department of Veterans Affairs. Today, he helps leaders make clear, decisive calls when pressure, uncertainty, and consequences are real.   About Our Sponsors Navy Federal Credit Union   Navy Federal Credit Union offers exclusive benefits to all of their members. All Veterans, Active Duty and their families can become members. Have you been saving up for the season of cheer and joy that is just around the corner? With Navy Federal Credit Union's cashRewards and cashRewards Plus cards, you could earn a $250 cash bonus when you spend $2,500 in the first 90 days. Offer ends 1/1/26. You could earn up to 2% unlimited cash back with the cashRewards and cashRewards Plus cards. With Navy Federal, members have access to financial advice and money management and 24/7 access to award-winning service. Whether you're a Veteran of the Army, Marine Corps, Navy, Air Force, Space Force or Coast Guard, you and your family can become members. Join now at Navy Federal Credit Union. At Navy Federal, our members are the mission.      Join the conversation on Facebook! Check out Veteran on the Move on Facebook to connect with our guests and other listeners. A place where you can network with other like-minded veterans who are transitioning to entrepreneurship and get updates on people, programs and resources to help you in YOUR transition to entrepreneurship.   Want to be our next guest? Send us an email at interview@veteranonthemove.com.  Did you love this episode? Leave us a 5-star rating and review!  Download Joe Crane's Top 7 Paths to Freedom or get it on your mobile device. Text VETERAN to 38470. Veteran On the Move podcast has published 500 episodes. Our listeners have the opportunity to hear in-depth interviews conducted by host Joe Crane. The podcast features people, programs, and resources to assist veterans in their transition to entrepreneurship.  As a result, Veteran On the Move has over 7,000,000 verified downloads through Stitcher Radio, SoundCloud, iTunes and RSS Feed Syndication making it one of the most popular Military Entrepreneur Shows on the Internet Today. Disclosure: Some of the links above are affiliate links. This means that, at zero cost to you, I will earn an affiliate commission if you purchase via the link provided.

Arnnon Geshuri is the legendary Chief People Officer behind the world's most iconic workforces. From the early days of Google to the high-stakes scaling of Tesla under Elon Musk, and now leading the charge at Snowflake, Arnnon has mastered the art of "human engineering" at a scale very few on Earth have ever seen.In this conversation, Arnnon pulls no punches on what it actually takes to build a high-performance culture. We discuss the "performance DNA" required to survive in a hyper-growth environment, the truth about hiring for grit over skill, and why most leaders are too afraid to demand excellence.We discuss:The Elon Musk Era: What it's really like building a team at Tesla.The High-Performance Secret: Why some people thrive under pressure while others crack.The "Zero Gravity" Culture: How Snowflake maintains its hiring edge while scaling to billions.This is a masterclass in leadership, psychology, and the brutal reality of what it takes to build a world-class organization.

In this UC Today interview, host Kristian McCann sits down with Sabra Sciolaro, Chief People Officer at FirstUp, to unpack the growing problem of tech fatigue in modern workplaces.Technology is meant to make work easier — but for many employees, it's doing the opposite. In this conversation, Sciolaro explains how constant platform changes, tool sprawl, and fragmented communication channels are creating attention fatigue, slowing execution, and draining momentum across organizations.Key takeaways include:

In this UC Today interview, host Kristian McCann sits down with Sabra Sciolaro, Chief People Officer at FirstUp, to unpack the growing problem of tech fatigue in modern workplaces.Technology is meant to make work easier — but for many employees, it's doing the opposite. In this conversation, Sciolaro explains how constant platform changes, tool sprawl, and fragmented communication channels are creating attention fatigue, slowing execution, and draining momentum across organizations.Key takeaways include:

"It all starts with a good night's sleep. There is very clear research that cognitive performance declines when we're sleep-deprived."   This is a special episode only available to our podcast subscribers, which we call The Mini Chief. These are short, sharp highlights from our fabulous CEO guests, where you get a 5 to 10 minute snapshot from their full episode. This Mini Chief episode features Justin McNamara, Psychometrics Guru. His full episode is titled Improving recruitment selection, performance prediction and acing psychometric tests. You can find the full audio and show notes here:

Welcome to the What's Next! Podcast with Tiffani Bova.    This week I have the honor of welcoming Ashley Herd to the show. She is a former Chief People Officer and General Counsel who has trained over a quarter of a million managers through LinkedIn Learning and live corporate trainings. Ashley built Manager Method after leading HR in legal teams at McKinsey, Yum! Brands and Modern Luxury. She has a new book out called The Manager Method.   THIS EPISODE IS PERFECT FOR…new managers, experienced leaders, and anyone responsible for developing people who wants a more practical, human way to manage performance. If you've ever struggled with giving feedback, felt unsure how much autonomy to give your team, or questioned whether traditional performance reviews actually work, this episode will feel especially relevant.   TODAY'S MAIN MESSAGE…most managers aren't failing because they don't care,  they're failing because they were never taught how to manage. In this episode, Ashley breaks down why so many well-intentioned leaders fall into patterns like avoiding feedback, overcorrecting, or defaulting to vague autonomy. She introduces a more structured, honest approach to management. We talk about why people actually want feedback, how AI is changing (and exposing) broken performance processes, and what managers can do differently to help their teams thrive.   KEY TAKEAWAYS… Most managers are promoted for performance rather than trained for leadership, creating gaps in expectations and feedback. Autonomy without structure often leaves employees feeling uncertain rather than empowered. Avoiding feedback is usually driven by good intentions, but it ultimately limits growth and trust. Consistent, direct feedback helps people feel respected, supported, and clear about where they stand.   WHAT I LOVE MOST…I loved Ashley's honest take on how good intentions often lead managers astray. Her insight that people don't need perfection but rather clarity reframes feedback as an act of respect, not criticism. It's a powerful reminder that strong management isn't about control or charisma, but about creating the conditions where people know where they stand and how to grow.   Running Time: 28:57   Subscribe on iTunes    Find Tiffani Online: LinkedIn Facebook X    Find Ashley Online: LinkedIn Website   Ashley's Book: The Manager Method: A Practical Framework to Lead, Support, and Get Results

Nobody is ever excited about an audit, but today I'm asking you to do one because we need to talk about the hidden tax on your organization: undiagnosed and unsupported neurodivergence. In this episode, I'm moving beyond the "why" and giving you a tactical, 30-day framework to measure exactly what you're losing in turnover, productivity, and talent. We are going to dig into the data you likely already have - from voluntary turnover trends to coded language in performance reviews...to spot the high-performing women who are slipping through the cracks. I will walk you through a four-week plan to identify the red flags, like specific benefits utilization patterns or reviews that label brilliant employees as "inconsistent," and show you how to synthesize that findings into a single-page business case. It is time to ask the hard question: are we losing talent because they can't do the work, or because our systems weren't built for them?. Whether you are a Chief People Officer or an HR leader, join me as we do the math on retention and build a better playbook for our teams. Stacie More episodes at StacieBaird.com.

Highly effective managers don't rely on titles, tactics, or endless to-do lists. They lead with intention. Today, Rich Horwath is joined by Ashley Herd, former Chief People Officer, founder and author of The Manager Method, to unpack what truly drives managerial effectiveness in today's complex workplace. Ashley introduces the idea of a “career quilt,” encouraging leaders to see diverse experiences as strategic assets rather than detours. She shares how stepping back from linear career thinking enables managers to make clearer decisions, build stronger relationships, and align daily work with long-term goals. The discussion centers on Ashley's Pause–Consider–Act framework, a practical tool for navigating difficult conversations, prioritizing effectively, and leading more humanely. The result is a repeatable approach that helps managers drive results, strengthen engagement, and avoid burnout.  

In this podcast episode, Dr. Jonathan H. Westover talks with Lauren Tropeano about how companies can tap into the humanity of their people in the era of AI. Lauren Tropeano is the Chief People Officer at Docebo. She brings over 20 years of Human Resources expertise to Docebo, having led diverse, multinational teams for several global, high growth tech organizations. Prior to Docebo, Lauren was the Chief People Officer at Skillshare, a leader in creative learning, from 2022 to 2024. She also held several executive roles leading global People teams at tech companies such as DraftKings from 2018 to 2022, and Cogito, Pivotal Software and Dell/EMC prior. In those leadership roles, she led teams and organizations through several periods of rapid growth and transformation. She is also the founder of Destination People, a boutique human resources consulting firm. Lauren received her MBA from the University of Massachusetts at Amherst and B.A. in Organizational Behavior from Boston College. Check out all of the podcasts in the HCI Podcast Network!

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

In this new episode of the Positive Leadership Podcast, I'm delighted to welcome Katarina Berg, a leader who has redefined HR and culture for the digital age. As the long-time CHRO of Spotify and now Chief People Officer at On, Katarina has been at the helm of some of the most intense “hyper-growth” stories in tech history. But her journey started long before boardrooms—growing up sailing the world and being homeschooled on the ocean taught her a vital lesson: You cannot control the waves, you can only adjust your sails. In our conversation, we dive deep into her philosophy of “Controlled Chaos,” a bold approach that challenges the traditional command-and-control models of corporate leadership. Together, we explore a fascinating reality: What happens when you trust your employees enough to let them work from anywhere—not just as a perk, but as a business strategy? Katarina reveals how the “Work From Anywhere” policy at Spotify unlocked talent globally, and how she is now applying similar principles of trust and speed at On. But the real revolution isn't just about policy. It is about connection. We discuss her famous “Walk and Talks”—solving complex business problems on mountain trails rather than in meeting rooms—and how staying close to nature makes us better decision-makers. In this episode, we cover: The Origin Story: How a childhood spent navigating high seas shaped her resilience and adaptability as a leader. The Philosophy: Why “Controlled Chaos” is essential for innovation, and why rigidity is the enemy of growth. The Strategy: How to implement a “Work From Anywhere” culture that actually works (and isn't just hybrid theater). The Method: The power of the “Walk and Talk” to break down barriers and foster deep human connection. The Future: Her advice for the leaders of 2030: “Dare to be bold, lead with your heart, and always lift others as you rise.” Katarina reminds us that Positive Leadership is not about choosing between high performance and human care. It is about realizing that you cannot have one without the other. I hope you'll enjoy this energizing conversation with Katarina Berg. 

AI is everywhere—and yet, in most organizations, it's nowhere. People are intrigued, but unsure. Leaders evangelize, but workflows stay the same. Curiosity, it turns out, is not a strategy. In this episode, we're joined by Justin Angsuwat, Chief People Officer at Culture Amp, to unpack how they flipped the script. In just six weeks, they moved nearly 80% of their workforce from passively curious to actively confident in using AI—without top-down mandates or perfectionist paralysis.We get into the nuts and bolts of the “Accelerate” program, the value of separating exploration from expectation, and why confidence—not usage metrics—is the better north star for early-stage AI adoption. Justin also shares the uncomfortable truths about integrating AI into daily work, especially for senior employees whose identities are tied to outdated workflows. If your team is hovering in AI limbo, this conversation is your blueprint for action.Related Links:Join the People Managing People CommunitySubscribe to the newsletter to get our latest articles and podcastsCheck out this episode's sponsor: DeelConnect with Justin on LinkedInCheck out Culture AmpSupport the show

In this episode of The Modern People Leader, Sarika Lamont, Chief People Officer at Vidyard, joins us to unpack her non-traditional journey into HR and how AI is reshaping the role of People teams. She shared practical AI use cases from onboarding automation to AI coaching, along with the mindset shifts HR leaders must make to lead change rather than fear it. ----  Downloadable PDF with top takeaways: https://modernpeopleleader.kit.com/episode276Sponsor Links:

Ana King, Chief People Officer at Sapi, reflects on her journey from Bucharest to London and how cultural studies shaped her philosophy on leadership and recruiting. She shares how building trust between CEOs, finance, and teams, drives profitability and sustainable growth, from hiring for “smart and kind” to aligning people strategy with business outcomes and leading change through listening and learning.Books mentioned: Daniel Goleman, Hernan Diaz Thank you to our sponsor, SecureVision, for making this show possible! Follow us:https://www.linkedin.com/company/82436841/SecureVision: #1 Rated Embedded Recruitment Firm on G2!https://www.g2.com/products/securevision/reviewsThanks for listening!

Treat parental leave like the business continuity issue that it is: This is the mindset of Tiffany Stevenson, Chief People Officer at The RealReal and formerly WeightWatchers, who is also a new member of Parentaly's CHRO Advisory Board. Tune in to hear what she sees companies get wrong about parental leave, why she thinks it's a solvable challenge, and how CFOs, ERGs and people leaders can play a more strategic role in getting it right.Connect with us on LinkedIn: Parentaly | Allison Whalen | Jenna VassalloLearn more about our parental leave programs: How We Help | Contact UsKeep in touch with Parentaly: Podcast newsletter | Monthly newsletter

What if your company's greatest competitive edge wasn't technology or strategy — but culture?In this inspiring episode of The Flourishing Edge Podcast, Ashish Kothari sits down with Jeffrey Schmitz, CEO of Zebra Technologies, to explore how the global tech leader is redefining success through its brand philosophy: Better Every Day.From engineering to marketing to becoming Chief People Officer and now CEO, Jeff's career journey embodies a human-centered approach to leadership — one that proves people and purpose are at the heart of innovation and performance. Together, they dive deep into how flourishing cultures, inclusive leadership, and continuous learning create long-term business success in a rapidly changing, AI-driven world.Key Insights & Takeaways:

"Resumés don't actually have that much useful information; your experience as a candidate can vary wildly based on the environment that you're in and your motivations to perform."   In this Best of Series episode, we replay a chat we had in 2019 with Psychometrics Guru, Justin McNamara, on improving recruitment selection, performance prediction and acing psychometric tests.  

In this episode of the HR Mixtape podcast, host Shari Simpson welcomes Alex Seiler, founder and chief people officer of Alex Seiler LLC. They delve into the complexities of employee experience and inclusive leadership, emphasizing the importance of curiosity and adaptability in today's evolving workplace. Alex shares insights on how organizations can foster a culture that embraces change while honoring what employees may be losing, making this conversation particularly timely as companies navigate transformations in the age of AI and shifting workforce dynamics. Learn how to cultivate curiosity within your organization to enhance employee engagement. Discover why understanding loss is crucial for effective change management. Explore strategies for redefining talent development beyond traditional career paths. Hit “Play” to gain valuable insights that can transform your HR practices! Guest(s): Alex Seiler, Chief People Officer, Alex Seiler LLC

​If you're ready to take your emotional growth to the next level, join the EQ Mafia at https://www.eqgangster.com/.

Kirthi Mani, Chief People Officer at CLA, joins The Modern People Leader to explore why joy is a true competitive advantage and how people-first leadership drives sustainable performance. ----  Downloadable PDF with top takeaways: https://modernpeopleleader.kit.com/episode274Sponsor Links: