Podcasts about chief people officer

“It's really important to keep a sense of humour, especially if you're in a stressful environment. Show people that you're human.”   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 guests, where you get a 5 to 10 minute snapshot from their full episode. This Mini Chief episode features Linda Carroll, Chief People Officer, G8 Education. Her full episode is titled Driving business success through the development of your people. You can find the full audio and show notes here:

Story of the Week (DR):​​Mark Zuckerberg just shared his vision for 'personal superintelligence."But perhaps even more important is that superintelligence has the potential to begin a new era of personal empowerment where people will have greater agency to improve the world in the directions they choose,"'Mark Zuckerberg is pouring billions of dollars into AI ‘superintelligence'—so why does his Instagram pitch feel so underwhelming?Mark Zuckerberg Looks Like He's Been Taken Hostage as He Explains Plan for Deploying AI SuperintelligenceAnthropic's CEO says massive salary changes could 'destroy' company culture"If Mark Zuckerberg throws a dart at a dartboard and hits your name, that doesn't mean you should be paid 10 times more than the guy next to you who's just as skilled."Amodei said such massive salary changes could "destroy" a company's culture by treating people "unfairly."Many of his employees have rejected the outside offers, and some "wouldn't even talk to Mark Zuckerberg."Wells Fargo board to appoint CEO Scharf as chairman and grant $30 million award MMSpecial CEO Equity Awardone-time equity award consisting of Restricted Share Rights with a grant date value of approximately $30 million and 1.046 million Stock Options (Exercise Price: $82.65)the Board approved and adopted the Company's By-Laws:The amendments remove the requirement that the Chairman of the Board be an independent director.The Board also amended the Company's Corporate Governance Guidelines to require a Lead Independent Director if the Chairman of the Board is not independentConsistent with this change, the independent directors of the Board intend to appoint Mr. Scharf as Chairman of the Board, and to appoint a Lead Independent Director of the Board.$30M last year, including $20M in equityWhat happens to existing chair Steven Black?Scharf was former CEO and CHair of The Bank of New York Mellon, when current Chair Black was appointed to the Mellon boardBlack on Pay CommitteeWith Committee Chair Ron Sargent, former CEO/Chair of Staples and current interim CEO of KrogerWall Street returns to work after Manhattan shooting that killed Blackstone executiveThe investigation is ongoing, but authorities found a note on the gunman suggesting Shane Tamura, who had a history of mental health issues, appeared to blame the National Football League (NFL) for a brain injury (CTE) he believed he had from playing football. His intended target was likely the NFL headquarters, which is also located in the building.The investment firm's offices were closed on Tuesday after it said senior Blackstone executive Wesley LePatner was among those killedReport: NFL will acquire up to 10 percent of ESPN as part of NFL Media dealJust to tweak Matt: ‘Woke is officially dead at Brown,' Trump says, after Ivy League school settles with federal govGoodliest of the Week (MM/DR):DR: Women Now Occupy Almost a Fifth of Top Venture Roles, Study FindsThe share of women in high-echelon postsThat share, which counts those in partner roles and above, has doubled since 2018 to 18.6%, according to nonprofit All RaiseMM: ‘Shame on them': Standard Chartered CEO decries banks that drop climate pledges DRBill Winters criticised banks that had jumped on the climate bandwagon when it was “fashionable”, but had since rolled back on their green ambitions or gone quiet on the subject.“Shame on them,” he said, without naming individual firms.Assholiest of the Week (MM): Brown UniversityTrump: Woke Is Dead at Brown University$50m extortion paid to Trump to restore funding“Brown will adopt the government's definition of “male” and “female,” for example, and must remove any consideration of race from the admissions process.”“Brown will no longer perform gender reassignment surgeries on minors or prescribe them puberty blockers or cross-sex hormones,” Leavitt added, calling it “chemical castration of children.”Barclays DRBarclays Reports £500 Million in Sustainable Finance RevenuesIn a report released YESTERDAY, the bank said it made $500m on sustainable finance44 page report detailing how amazing their work on climate is, how sustainable they are, and all the benefitsBarclays latest British lender to quit climate banking alliance"After consideration, we have decided to withdraw from the Net Zero Banking Alliance," the bank said in a statement on its website. "With the departure of most of the global banks, the organisation no longer has the membership to support our transition."MicrosoftMicrosoft CFO calls for 'intensity' in an internal memo, after blowout earningsThe chief financial officer, Amy Hood, sent an email to employees on Wednesday after the company reported a $27 billion quarterly profit, telling them the year ahead would require "intensity, clarity, and bold execution."The adult in the room just joined the middle schoolers in talking about “growth mindset” and “intensity” in a race to the bottom where we gut employees but executives keep their jobsThe enigma of adulthoodHood I'm sure is very worried about her job at MSFT… although she already has a job for life on the board of 3M, so why worry?Not for nothing, but Amy Coleman got the role of Chief People Officer in March, just in time to fire everyoneShe also cashed in more than $24m in options in the last 3 months, and despite being an NEO in the 10k, her contract was not disclosed in an 8K - curious how much she was paid to dispose of employees? Or is that the “enigma of disclosure”?Cowering employees37% of employees have wondered if emojis are professionalYour employees are worried about emojis being professionalYour research team is worried about buying the best governance data on earth because of a podcast with a segment called “Assholiest”Your rank and file, after years of wages that don't keep the pace of inflation, have to deal with a Walmart exec saying “nobody” will want to hire you if you're a “Debbie Downer”Meanwhile…Elon Musk Amplifies Bizarre Claim That 'Women Are Built To Be Traded' CEO Brags That He Gets "Extremely Excited" Firing People and Replacing Them With AILiterally, every week Jamie Dimon says something and Sam Altman is afraid of the apocalypse he's made… and your employees are so tenuous they're worried about improper emoji useHeadliniest of the WeekDR: Elon Musk Amplifies Bizarre Claim That 'Women Are Built To Be Traded' ANDElon Musk Pushes View That Women Are 'Anti-White' Because They're 'Weak'DR: U.S. Women in Coffee welcomes Mark Inman to its Board of DirectorsMM: Tesla Robotaxi Gets Stuck in Infinite Loop as Support Tries to Break It OutMM: Starbucks CEO: The company was 'mismanaged for a couple years'—here's his plan to 'bounce back'Who Won the Week?DR: King ChuckMM: Chainsaw Charlie! Cue memory reel:Charlie Scharf steps down as Visa CEO in 2016 because he said he couldn't spend enough time in San Francisco to do the job “effectively”Becomes CEO of Wells Fargo in 2019 and… commutes to San Francisco from NYCImmediately cuts staff, gets nicknamed “Chainsaw Charlie”... then complains he can't find enough black workers because they're not qualifiedJoins board of Microsoft where he can oversee record profits and simultaneous staff cuts, a personal joyJust got this news, he must be stoked: Wells Fargo board to appoint CEO Scharf as chairman and grant $30 million awardPredictionsDR: As part of of its 10% ownership of ESPN, the Disney board refuses to add an NFL player to its board but agrees to attend all board meetings wearing spandex and shoulder pads MM: Wells Fargo's investors are unhappy with Scharf's new chair appointment and retention grant, vote 73% approval of Scharf's pay but 99.6% in favor of everyone on the pay committee who set the pay and voted to make him chair

Kahina Ouerdane, Chief People Officer at Workleap, joined us on The Modern People Leader.We talked about her journey from international human rights law to tech, how software is the new workplace, why AI is forcing a rethinking of learning and org design, and more.---- Sponsor Links:

Organizations face a critical AI inflection point: the pressure to implement quickly conflicts with uncertainty about the right approach. While some companies are still cautiously experimenting with basic AI tools, others have fundamentally reimagined how work gets done. What separates the companies achieving remarkable results from those stuck in endless pilots? Often, it's not the technology itself but the culture and approach to adoption. So how exactly are companies at the cutting edge getting to the cutting edge? My guest this week is Brandon Sammut, Chief People Officer at Zapier. Ever since Zapier's"CEO issued a 'Code Red" on AI back in March 2023, Zapier has been undergoing an AI transformation in every part of its business.. In our conversation, Brandon shares how their AI strategy is boosting both productivity and employee engagement, why and how every new hire must demonstrate AI fluency, and why it is critical to keep the human touch in talent acquisition and throughout the employee journey. In the interview, we discuss: Competing in an AI-first world AI is a tool, not an outcome in itself. AI in People Operations Increasing personalization and connection in talent acquisition Understanding the moments that matter Using the human touch as a competitive advantage The critical importance of psychological safety and experimentation  Why culture beats skills The four levels of fluency in Zapier's AI Fluency Framework Bias & ethics Where is AI transformation heading, and what will the future look like Recruiting Future helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Teyou'regy. If you're interested in finding out how your TA function measures up in these four critical areas, I've created the free FITT for the Future Assessment. It'll give you personalised insights to help you build strategic clarity and drive greater impact immediately. Just head to mattalder.me/podcast to complete the assessment—it only takes a few minutes. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

High performers are often seen as the ones you don't have to worry about. But behind consistent output and quiet competence, there can be early signs of burnout and disengagement. In this episode, Melanie Naranjo joins Karina Young to challenge how companies define top talent and why performance without support leads to retention risk. Melanie, Chief People Officer at Ethena, shares a candid perspective on why high performers need more than praise. They need space to grow, permission to speak up, and help rewiring habits that no longer serve them. Together, they explore how over-reliance on top talent can backfire, why traditional engagement strategies often miss the mark, and what managers can do to spot red flags before it's too late. Melanie also offers clear strategies for re-engaging high performers and building a culture where expectations, accountability, and care go hand in hand. For HR leaders working to retain their best people, it's a compelling reminder: performance doesn't mean immunity. It means opportunity. Join us as we discuss: (00:00) Meet HR Superstar: Melanie Naranjo (01:14) The hidden costs of quiet disengagement (03:28) Rethinking what “high performer” really means (06:26) Debunking the myth of passion and performance (10:19) Building flexible perks that actually engage people (12:58) Early signs your top talent is burning out (15:19) Questions managers should ask but usually don't (20:03) How to coach overwhelmed team members (22:30) Why surveys won't help you retain your best people (24:17) High performers suffer when underperformers go unchecked (31:19) Re-engaging talent through targeted development plans (35:25) What to do when a high performer is a jerk (38:23) Questions every manager should ask top talent   Resources: For the entire interview, subscribe to HR Superstars on Spotify, Apple Podcasts, or YouTube, or tune in on our website. Original podcast track produced by Entheo. Listening on a desktop & can't see the links? Just search for HR Superstars in your favorite podcast player. Hear Karina's thoughts on elevating your HR career by following her on LinkedIn: https://www.linkedin.com/in/karinayoung11/ Download 15Five's The HR Leader's Guide to Reducing Regrettable Turnover:  https://www.15five.com/guide-to-reducing-regrettable-turnover?utm_source=podcast&utm_medium=podcast&utm_campaign=Q2_2023_Podcast_CTAs&utm_content=Reducing Regrettable Turnover eBook For more on maximizing employee performance, engagement, and retention, click here: https://www.15five.com/demo?utm_source=podcast&utm_medium=podcast&utm_campaign=Q2-Podcast-Ads&utm_content=Schedule-a-demo Melanie Naranjo's LinkedIn - https://www.linkedin.com/in/melanie-naranjo/

Alex Buder Shapiro, Chief People Officer at Jasper, joined us on The Modern People Leader.We talked about how AI is reshaping organizational design, the shift from early-career jobs to early-career talent, and how HR teams can lead through experimentation and workflow innovation.---- Sponsor Links:

Nolan and Kelli dive deep into the viral Astronomer scandal where the CEO and Chief People Officer were exposed having an affair during a Coldplay concert kiss cam moment. They examine the hypocrisy of executive leadership, the responsibilities that come with high-profile roles, and how this incident damages trust in HR leadership across the industry.*Email us your questions or topics for Kelli & Nolan: hrheretics@turpentine.coFor coaching and advising inquire at https://kellidragovich.com/HR Heretics is a podcast from Turpentine.Support HR Heretics Sponsors:Planful empowers teams just like yours to unlock the secrets of successful workforce planning. Use data-driven insights to develop accurate forecasts, close hiring gaps, and adjust talent acquisition plans collaboratively based on costs today and into the future. ✍️ Go to https://planful.com/heretics to see how you can transform your HR strategy.Metaview is the AI platform built for recruiting. Our suite of AI agents work across your hiring process to save time, boost decision quality, and elevate the candidate experience.Learn why team builders at 3,000+ cutting-edge companies like Brex, Deel, and Quora can't live without Metaview.It only takes minutes to get up and running. Check it out!KEEP UP WITH NOLAN + KELLI ON LINKEDINNolan: https://www.linkedin.com/in/nolan-church/Kelli: https://www.linkedin.com/in/kellidragovich/—TIMESTAMPS:(00:00) Intro(00:13) Opening & Context(01:51) Initial Reactions(05:11) The Hypocrisy Factor(08:23) Leadership Responsibility(10:00) Work-Life Integration(15:58) Modern Visibility(18:00) Hypothetical Solutions(21:26) The Gwyneth Paltrow Response(25:00) Impact on Employees(26:00) Industry Implications(30:14) Wrap This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hrheretics.substack.com

Louisa reflects on shifts in gender imbalance in the construction industry, and shares how her career transition from engineering into HR has enabled her to drive culture transformation, providing practical examples on values-led leadership such as ‘mood mountains'. Louisa explores the future of work, highlighting HR's role in leading digital change and creating inclusive, trust-based workplaces, advocating for offices as collaborative destinations. With a call to action for HR to ‘be the challenge' in business, Louisa urges HR leaders to ask bold questions and embrace cognitive diversity to unlock progress. Cecilia echoes the message, encouraging listeners to step into their influence and lead change with purpose. References: None Thank you to How HR Leaders Change the World - Live! 2025 - brought to you by Uplifting People for sponsoring this episode   This episode is brought to you by HR's boldest moment yet - How HR Leaders Change the World Live. Today's HR leaders are navigating extraordinary demands, balancing short-term business performance with shaping long-term, purpose-driven strategy. Yet despite holding the key to sustainable commercial success, HR is often undervalued, under-supported, and expected to play it safe. That's exactly why we created How HR Leaders Change the World - Live! - an extraordinary event bringing together pioneering HR leaders who believe our profession can be a transformative force for both business growth and social good. This year's event is the boldest yet, featuring candid, strategic conversations and powerful insights from global CHROs. You'll leave with actionable takeaways and a renewed sense of the power of your role, with 100% of profits donated to support vulnerable children - meaning your impact starts before you even walk through the door. Early bird tickets are now available, saving you £100 if you book before 30th July. With only 50 discounted tickets on offer, once they're gone, they're gone. Take a look at the agenda and our first speaker announcements, including keynote Bob Geldof KBE. Don't miss out - secure your place today and join fellow HR change makers to enhance your influence and impact. We can't wait to see you there!   

In this special episode recorded live at NRF APAC 2025 in Singapore, Paula Macaggi sits down with Panchalee Weeratammawat, Chief People Officer at Central Retail Group, and Mia Anderson, GM of Retail and Channels at 2degrees, to explore how investing in employee happiness leads to stronger customer experiences and business growth. From transforming HR into a strategic powerhouse to turning around employee NPS from -19 to +72, this candid conversation reveals the fundamental strategies behind building a people-first culture in retail.

AI is moving faster than any of us can keep up. Every week brings a new tool, every month a new disruption, and leaders everywhere are left scrambling to understand what this means for their people, their culture, and their future. In this episode, I sit down with Charlotte Eaton, Chief People Officer at Arm—the company powering almost every smartphone on the planet—to explore how AI is fundamentally transforming the workplace. We discuss the skyrocketing demand for AI talent, how companies like Arm are rolling out AI tools across their workforce, and the growing pressure on leaders to stay ahead of rapid technological shifts. Charlotte shares insights on building an AI-ready culture, the risks of outsourcing human thinking to machines, and how leadership mindsets must evolve to thrive in this new era. We also explore the future of work, from the rise of AI co-pilots and system-based thinking to changing views on education, hiring, and organizational design. If you're struggling to make sense of AI's rapid takeover, this episode is for you.   ________________ 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/

Nadia Rawlinson and Michael Alter are co-owners of the WNBA team, the Chicago Sky. Nadia was the Chief People Officer at Slack Technologies when the company was acquired by Salesforce in 2021 for $28 billion.  She is an advisor for Google Ventures, serves on the Stanford University Board of Trustees and is on the Board of Directors for J. Crew and Vail Resorts. Michael is President of the Alter Group, which was founded by his father and has become one of the largest private commercial real estate developers in the country.  He is also the founder and a board member of the non-profit organization City Year Chicago. In today's conversation, we will learn: (1:05) – What were Michael and Nadia's formative years like?(4:16) – How and why did Michael join the family business (Alter Group)?(8:39) – How did Nadia define her career path after the Slack acquisition?(12:23) – What makes for a good board member?(15:12) – What do entrepreneurs get wrong when building a business?(16:43) – Why did Michael decide to buy Chicago Sky?(21:08) – What does being a good “steward” of the Chicago Sky mean to Nadia?(24:35) – How does the organizational structure of a sports franchise work?(29:01) – What life lessons have Nadia and Michael brought home from Chicago Sky?(33:15) – What are Michael and Nadia's “why's”?  © 2025 Northern Trust Corporation. Head Office: 50 South La Salle Street, Chicago, IL 60603. Incorporated with limited liability in the U.S. Member FDIC.

“HR is such a diverse role. At any given time we see people at their worst, and people at their best. We're expected to be lawyers and are constantly making commercial decisions.”   In this episode of The Inner Chief podcast, I speak to Kate Newey, HR Chief of Adaptalift Group, on The secret life of HR professionals, having it all and AI in the workplace.

What do you do when your CEO and Chief People Officer get caught canoodling—sans spouses—on a Coldplay kiss cam? If you're Astronomer, apparently you hire Gwyneth Paltrow to crack a few jokes and hope everyone forgets.It probably didn't work.In this episode of PR After Hours, Alex breaks down how a non-oppositional crisis can become an oppositional one overnight—all thanks to a tone-deaf attempt to “ride the zeitgeist.” We'll talk about what they should've done instead, why you can't Goop your way out of bad leadership, and the simple crisis comms rule they ignored.Then we shift gears into complexity creep—why tech, especially AI, keeps promising simplicity but somehow makes everything harder. If you've ever wondered why the “future of work” feels more chaotic than streamlined, this one's for you.

Allan Rhodes is Chief People Officer at teal-inspired insurance broker Konsileo. He shares what he's learned over the last three years about helping to design a self-managing organisation, including how to onboard people into a totally new way of working. We also talk about his favourite metaphor of organisational gardening. We can be inspired by other gardens and gardeners, but what will grow best in our unique soil and climate? Allan has dual nationality as a Mexican Englishman so he shares observations on the two cultures having experienced communities exploring progressive ways of organising in both Latin America and the UK. Resources: Konsileo's website: https://konsileo.com/ Allan's blogs about Organisational Gardening Latin American networks and organisations promoting self-management: Co-crealia: https://www.linkedin.com/company/cocrealia/  Pancho Mora's podcast, Autogestión: https://panchomora.life/  Organizaciones Brillantes: https://www.organizacionesbrillantes.com/el-movimiento  Brave Job: https://www.brave-job.com/home/ CultureSee: https://www.culturesee.com/  Outiopía: https://ouitopia.team/en/  Luis Salas - Polymath - Reinventando a tu Organización (newsletter): https://www.linkedin.com/in/luis-salas-0b7b7135/  Encuentro Internacional Teal: https://www.congresointernacionalteal.com/  Related Leadermorphosis podcast episodes: Ep. 49 with Peter Koenig about Source Ep. 5 with Tom Nixon Ep. 82 with Mayden, another UK self-managing company Ep. 52 with Jorge Silva from 10Pines, Argentina Ep. 96 with Xavier Costa about the movement in Spain Ep. 33 with Margaret Wheatley

In the end it was only a matter of time. It took a day or two of virality for the CEO caught cheating in the now truly infamous Coldplay kiss cam to publicly announce his departure from the company. I'm frankly surprised it took much longer for the woman caught canoodling in his arms to do the same thing. She was, after all, the Chief People Officer for the same company. On top of what I can only imagine is a personal calamity, the incident strikes me as a fairly grave professional conflict of interest. Indeed, the company that employed them both has announced that she is now gone, too. I'm not gonna pretend to be all high and mighty. Like however many hundreds of millions or billions of people around the World, I found myself titillated by the video. It's so dumb. So clumsy. Perfect fodder for a viral sensation. But in the last few days, as the stories have continued, I've also found myself thinking a bit more about what the whole thing says about us more generally. As consumers and sharers of information on the internet, loling, liking, and sharing, there is no way for us to collectively manage a degree of proportionality in a viral screw-up. They did the deed and they can suffer the consequences, you might argue. Sure, but at the same time, these people didn't commit a crime. They have been dishonest, absolutely. Unprofessional? For sure. But while I don't want to be too much of a downer, I can only imagine that right now, it feels like the price they've each paid is the complete and absolute destruction of their entire lives. And even if you do think that in this instance they deserve the consequences whatever they might be, what's to say you'll feel the same way the next time someone goes viral? There is no controlling the wildfire. And once it's shared and shared and shared again, the scale of a viral humiliation compounds faster than at any point in human history. And how about their families? Would you want to find out your husband or partner or parent was cheating? Most of us might say yes, painful as it might be, that truth in that situation is for the best. But what if it meant a fifth of the world's population found out at the same time? What if it meant every student at your kids' school knew what had happened and would bring it up for the next twenty years. Again, I'm not being miserable and saying it wasn't funny. It was funny! My point is that once a moment like this hits the internet, there is absolutely no controlling it. And there's a little sliver of this whole saga that has felt a bit Black Mirror. A few years ago, I read that amazing book, ‘So You've Been Publicly Shamed', by Jon Ronson. It had some extraordinary examples of people who'd gone viral for saying or doing really dumb, offensive things. But it also articulated something primal, something a bit ugly, a hunger in as a species to hunt as a pack, and the collective glee we take in casting someone aside and making an example of them in public. No policy, no force on Earth can stop a viral moment. It just has to burn out. There is no firebreak, no finger in the dyke. That video will have been viewed by eyeballs in every country and on every continent. But while that video said a lot about human nature, arguably its spread around the world has said just as much. Are you not entertained? See omnystudio.com/listener for privacy information.

Late last year, the chief people officer for national law firm Gilchrist Connell was announced as the BigLaw player's new chief executive - a role she assumed in July. Here, she reflects on her vocational experience and details how coming from an HR background and wearing “many, many hats” lends well to leading a large legal practice. In this episode of The Lawyers Weekly Show, host Jerome Doraisamy speaks with Gilchrist Connell chief executive Belinda Cohen about her career prior to joining the BigLaw firm five years ago, the work she did as CPO, balancing the proactive and reactive as an HR professional, and how she came to be the firm's CEO. Cohen also discusses the firm's vision as set out by her predecessor, Richard Wood, and how her HR background will assist in furthering that vision, how and why HR professionals are well placed to step into such senior leadership roles, how HR professionals can create such vocational pipelines for themselves, and what excites her moving forward.   If you like this episode, show your support by  rating us or leaving a review on Apple Podcasts (The Lawyers Weekly Show) and by following Lawyers Weekly on social media: Facebook, Twitter and LinkedIn. If you have any questions about what you heard today, any topics of interest you have in mind, or if you'd like to lend your voice to the show, email editor@lawyersweekly.com.au for more insights!

Leaders who are respected are 12x more likely to be seen as effective than those who are simply liked. This is because respect is tied to competence, fairness, and consistency.Respect in leadership isn't about titles or status, but about treating team members as capable adults rather than children. This helps avoid learned helplessness among teams, and creates environments where people feel safe to take risks, speak up, and even fail without fear of punishment.Robyn Djelassi is a Chief People Officer, non-executive director, and coach. She runs her own HR consultancy working with organisations across Australia, with a focus on helping organisations achieve business results through their people.Her approach to HR is a little different from the warm-and-fuzzy cliché that has permeated the industry, but is done with heart.Robyn's ADULTS leadership frameworkA: Accountability over approval. Don't lead to be liked; lead to be trusted.D: Debrief, don't rescue. When mistakes happen, resist fixing them for your team.U: Uncomfortable is useful. Don't smooth the edges; people grow through the stretch.L: Let go of control. Ask “Have I made it clear what success looks like?”T: Trust before proof. Trust people before they've earned it.S: Say less, ask more. Use questions to help people think for themselves.Episode highlights[00:09:03] What new leaders think leadership is[00:10:37] The "cool mum" approach to leadership[00:14:12] What we mean when we talk about respect[00:15:39] We're getting psychological safety wrong[00:20:07] Findings from Google's Project Aristotle[00:23:43] How to garner respect as a new leader[00:24:39] Robyn's ADULTS framework[00:30:32] Robyn's media recommendation[00:31:57] Takeaways from Pia and DanLinksConnect with Robyn via LinkedInWe Used to be Journos – Robyn's podcast recommendationTrack and improve your team performance with SquadifyLeave us a voice note

In a world obsessed with data, what if HR's true superpower isn't crunching numbers, but something far more intuitive and impactful?This week, we're with the brilliant Toby, who just delivered a powerful message at our annual conference. For too long, HR has been told to "be more data-driven." But Toby challenges this notion head-on, arguing that our unique ability to feel the pulse of the organisation – to hear what others miss – is our undeniable strategic advantage.We discuss the subtle but crucial shift from blindly following metrics to leveraging the "data with soul." Toby shares a powerful anecdote from a Chief People Officer who valued gut feel over spreadsheets in detecting cultural shifts. He highlights the dangers of data-driven assumptions, referencing an AI that recommended not hiring women of a certain age due to maternity leave patterns. This isn't just about ethics; it's about making decisions that truly benefit all your people.Crucially, Toby reveals the Gartner CFO playbook stat: 10% remember a pure statistic, 25% remember it with an image, but a staggering 75% remember it when it's combined with an image and an impactful story. This is HR's sweet spot: bringing human stories to life alongside data, fostering empathy, and directly linking people insights to business outcomes.Are you ready to redefine HR's strategic role, move beyond just numbers, and leverage your inherent ability to truly understand your people and drive core business performance?Join us to uncover HR's Human Superpower.

Community-Liebling #55: Wie kann HR wertschöpfender werden? Diese und viele andere Fragen diskutiere ich mit meiner Gästin, Sandra Strauss, Chief People Officer von Urban Sports Club. Sandra gibt uns wertvolle Einblicke in ihre langjährige Erfahrung als HR Managerin und betont, wie wichtig es in Zukunft für HR sein wird, sich noch mehr mit Automatisierung und AI auseinanderzusetzen.Werbepartner der Folge: beyobie Datenchaos im HR-Team? beyobie bringt Klarheit.Wenn es einen Frust hinter Datenanalysen im HR gibt, dann ist es dieser: zu viel Aufwand, zu wenig Aussagekraft. Mit beyobie verbindet ihr ganz einfach eure HR-Systeme und verwandelt eure HR-Daten im Handumdrehen in starke Argumente fürs Management – ganz ohne Excel-Marathon. 

In this episode of Workplace Stories, we sit down with Zane Zumbahlen, Chief People Officer at Wedgwood Veterinary Pharmacy, to explore how vulnerability in leadership can catalyze organizational change.With a 30-year career spanning IBM, CTCA, and global roles in Sweden and Japan, Zane shares candid stories that reveal the power of low-ego, high-confidence leadership. From active listening sessions that rebuilt trust among skeptical managers to structural programs that flipped the risk equation for women leaders, Zane's journey is a masterclass in how HR leaders can move from intention to impactful systems.His approach blends authenticity, experimentation, and a relentless drive to make things better, one conversation at a time.You will want to hear this episode if you are interested in...(00:00) Intro(04:21) How vulnerability accelerates trust and change.(12:45) The real-life risks of emotional leadership.(18:50) Driving systemic transformation from the HR seat.(22:33) A roadmap for active listening that leads to measurable action.(35:10) Building female leadership pipelines in risk-averse cultures.(47:52) Examples of HR-led innovation across global contexts.(56:15) Rethinking how credibility and compassion coexist in leadership.Resources & People Mentioned:Wedgwood Veterinary PharmacyAdam Grant on Personal Branding and TrustConnect with Zane Zumbahlen:LinkedIn: Zane ZumbahlenConnect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

The days of mandatory office attendance are (mostly) behind us, but how do you maintain a vibrant workplace culture when your team is scattered across 15+ countries? In this conversation, Dessalen Wood, Chief People Officer at Syntax, reveals the company's innovative approach to workplace flexibility that's become their competitive advantage.Drawing from 25 years of experience across retail, entertainment, and technology sectors, Dessalen shares how Syntax transformed workplace flexibility from a pandemic necessity into a permanent, branded employee experience called "Global Flex." Unlike companies that offered remote work only to later withdraw it, Syntax made a public commitment they couldn't rescind, complete with company-wide town halls, dedicated branding, and clear guidelines addressing when, where, and in which country employees can work.The results speak volumes—Syntax recently earned Great Place to Work certification across all eligible countries with over 80% employee participation. Rather than mandating office attendance, they create meaningful in-person experiences that naturally draw employees in, resulting in growing participation rates year over year. As Wood explains, "The biggest buzzkill for an employee experience is the word 'mandatory'... The word trust and having experts and mandatory cannot be in the same sentence."Dessalen also unpacks the challenges of developing leaders in a global organization, emphasizing that leading across cultures requires far more adaptability than simply managing remote teams. At Syntax, over 50% of leaders manage team members in different countries, necessitating a leadership approach that respects cultural differences while maintaining core company values.Whether you're an HR professional seeking fresh approaches to remote work policies or a leader navigating global team dynamics, this conversation offers practical insights for creating authentic workplace cultures where flexibility enhances rather than diminishes employee engagement. Connect with Dessalen Wood on LinkedIn to continue the conversation about evolving workplace strategies for today's distributed workforce.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

Thank you for all of your support. Please let us know what you think about our podcast and what topic you may want to hear from us. Leaders, Lead Well!What unfolds when personal lapses collide with professional responsibility? The recent controversy surrounding Astronomer's CEO and Chief People Officer has sparked a global dialogue—less about scandal, more about leadership at its fault lines. In this episode, we look beyond headlines to explore a defining case study in executive accountability, cultural resilience, and the subtle forces that shape an organization's ethical backbone. When a billion-dollar tech company's brand becomes entangled with public scrutiny, the real question is: how does it rebuild trust, realign values, and restore integrity from the inside out?Join Rich and Maikel as we go beyond the headlines and into the heart of leadership on this episode of John Mattone Global's Mainline Executive Coaching ACT Podcast. Leaders, Lead Well!Thank you to all of our listeners in over 100 countries and now, 1,000 cities worldwide, we greatly appreciate your support! We truly hope that what we bring to our listeners will improve your ability as leaders.Mainline Executive Coaching ACT has been recognized by FeedSpot as one of the top Executive Coaching Podcast in the world based on thousands of podcasts on the web and ranked by traffic, social media, followers & freshness.https://blog.feedspot.com/executive_coaching_podcasts/ John Mattone Global: https://johnmattone.com/ Rich Baron:rbaron@richbaronexecutivecoaching.comhttps://www.linkedin.com/in/rich-baron/https://www.richbaronexecutivecoaching.com/Maikel Bailey:mbailey@intelligentleadershipec.comhttps://www.linkedin.com/in/maikelbailey/https://maikelbailey.com/

The dawgs (who are cats), have mastered retail treasure hunting or started hoarding gummies like they're prepping for a Cheech and Chong reunion. Nemo and I kick off every day with our breakfast summit. I also unpack why two tall beers are now a tactical error, how breathing feels like a gym workout thanks to the air quality, and a Home Run Derby finish that smelled like a setup. Oh—and yes, I cover the Coldplay concert, where Andy Bryon, the former CEO from Astronomer, was spotted breaking HR rules with his Chief People Officer.

What happens when a leader blends deep operational structure with genuine human care? That's the question at the heart of my latest conversation on the Leadership with Heart podcast, where I'm joined by Sarah Mazzocco, Chief People Officer at Americare Senior Living. We first met when I was invited to speak at Americare's annual leadership conference. Even before I hit the stage, I could tell Sarah was a different kind of leader. She carried a quiet confidence rooted in clarity, process, and intention. What stood out most was her heart. She wasn't just focused on logistics or event outcomes; she was also concerned about the overall experience. She was focused on people, how they felt, what they needed, and how the experience could serve them long after the event ended. That same intentionality came through in this conversation. Sarah spoke openly about the tension between designing robust systems and remaining flexible when things do not go as planned. She shared a powerful example from her early days at Walmart, when she was tasked with redesigning cashier training across hundreds of thousands of employees.  The project seemed straightforward until feedback from frontline workers completely shifted her team's perspective. What they thought was high value turned out to be disconnected from the reality of day-to-day work. That insight prompted a redesign, but it also paved the way for deeper trust and improved outcomes. For Sarah, moments like that proved the value of staying curious and staying humble. Throughout the episode, we repeatedly returned to the importance of asking the right questions, not from a place of pretense or ego, but with a blank slate mindset. Sarah talked about how being wrong is not a threat to leadership. It is often the very thing that makes leadership real. By remaining open to new data, perspectives, and feedback, she creates space for her team to feel seen and heard. That sense of psychological safety is what allows innovation and transformation to take root. We also explored the myth that leaders have to choose between being results-driven or people-centered. Sarah pushes back on that narrative. For her, the numbers matter because they help validate whether the work is meaningful. They serve as a reflection of the lived employee experience. If people feel seen, supported, and inspired, the data should reflect that. But she is clear that you cannot just lead with numbers. You must start with a purpose, stay grounded in listening, and use data as a tool to guide rather than dictate the path forward. Sarah's leadership style is rare in its balance. She brings process and structure, but she also makes room for messiness. She values outcomes, but she centers people. She has the credentials and experience to lead from the top, yet she has never stopped asking questions like a student. This conversation was a reminder that caring leadership is not a sign of weakness. It is strategic. It is data-informed. It is rooted in values and made powerful through action. Sarah is a brilliant example of how leaders can hold both heart and accountability, as well as consistency and curiosity, and bring it all together to create workplaces where people truly thrive.  

In this episode of Elevate Care, host Keri Perez engages in an insightful conversation with Tomya Watt, Chief People Officer at AMN Healthcare, about the evolving role of Chief Human Resource Officers (CHROs). Together, they explore how CHROs have transitioned from transactional roles to becoming strategic, solution-driven partners in the C-suite. The discussion highlights the power of data in driving workforce transformation, the importance of aligning talent strategies with business goals, and how holistic workforce solutions and technology integration can elevate patient care and organizational success.Chapters00:00 The Evolving Role of CHROs06:08 Holistic Workforce Solutions and Technology Integration09:23 Aligning Talent Strategies for Workforce TransformationWant to keep the conversation going?Join Tomya for an upcoming Becker's Healthcare webinar:Turn Workforce Risk Into Enterprise Value: The CHRO Playbook

In this episode of the HR Leaders Podcast, we're joined by Lauren Nunes, Chief People Officer at Twitch. Lauren breaks down how Twitch is intentionally building a mission-driven culture while supporting employees and streamers alike. From Amazon-powered AI tools to flash mentoring programs and creator-employee connections, Lauren shares how Twitch is shaping the future of work with empathy, innovation, and purpose. This episode is a masterclass on blending community, business impact, and scalable support at one of the world's most iconic platforms.

Alex Buder Shapiro is the Chief People Officer at Jasper AI, a company with more than 100,000 customers using its AI-first marketing platform and over $125M raised. She is a forward-thinking people leader with a unique perspective on the role of HR and the future of teams, having served in the same position for six years at Flatiron Health and as an HR Business Partner Manager for nearly eight years at Google. Alex studied Political Psychology and Theatre Arts at the University of Pennsylvania.In this conversation, we discuss:How Alex's early career at Google shaped her views on aligned incentives, experimentation, and building high-performing people cultures.Why the employer and employee relationship has shifted dramatically in the last five years, from shared incentives to trade-offs driven by economic and social change.Why AI adoption in the workplace creates both opportunities and anxieties, and how people leaders can design human-centered approaches to integrating AI.The concept of “practicing at the top of your license” and how it applies to redesigning work in an AI-driven future.How the next generation of employees will challenge and reshape workplace structures through their fluency with AI and new ways of learning, mentorship, and problem solving.What responsible AI means for people leaders, including addressing bias, conscious adoption, and collective accountability.Resources:Subscribe to the AI & The Future of Work NewsletterConnect with Alex on LinkedInAI fun fact articleOn How To Build High Performance Organization with AI for the Tech ServicesPast episodes mentioned in this conversation:[With Dave Marchick, Dean of the Kogod School of Business] - On How AI is Changing Academia[Bryan Power, Nextdoor's Head of People] - On how AI is Reshaping Work and Job Loyalty 

Final headline of the week contender: Man arrested after allegedly chugging Tabasco sauce and challenging others to a fight, 44% of working adults now believe having an active social media presence is more likely to hurt someone's career than help, Married CEO is in quite the awkward spot after being spotted on 'Kiss Cam' at Coldplay concert embracing his also married 'CPO'...Chief People Officer (ironically, current day corporate speak for 'head of HR')

What makes a job application for the Chief People Officer role stand out, how do you balance being strategic and operational in HR, and why is compassion such an important leadership strength? In this episode of HR Coffee Time, host Fay Wallis is joined by Funmi Onamusi, Chief People Officer at Sussex Partnership NHS Foundation Trust. Funmi shares her inspiring and non-traditional journey to becoming a CPO - including the bold, values-led approach she took when applying for the role, and the importance of carving out strategic thinking time once she got there.She also opens up about the pressure that can come with being a Black woman in senior leadership, and how she has channelled that pressure into role modelling compassionate leadership for others.Whether you're aiming for a CPO role, want to be more strategic, or become a more impactful leader, you'll come away with practical ideas, honest reflections, and real-life insight into what it takes to lead well in HR at the highest level.Chapters From This Episode[00:00] Welcome and introduction to Funmi Onamusi[04:06] Funmi's route to becoming a CPO[06:50] Funmi's job application approach[09:03] How she prepared for the interview[13:33] The difference between the HR Director & CPO roles[18:45] Advice on how to move from operational to strategic[23:33] How the role was different to what she had expected[27:55] Maintaining mental wellbeing in such a demanding role[34:12] The skills, habits and practices that have helped her succeed[41:14] The biggest challenges Funmi has experienced as a CPO[49:56] Funmi's advice for aspiring CPOs[56:52] Courses and qualifications that have been useful for Funmi[01:00:00] Final thoughts Useful LinksConnect with Fay Wallis on LinkedInVisit Fay's websiteLearn about Fay's Inspiring HR leadership development programmeConnect with Funmi Onamusi on LinkedInVisit Funmi's websiteFunmi's '10 Power Moves'Learn about Funmi's CIC: The Breaking Hundred CircleEnjoyed This Episode? Don't Miss the Next One!Be notified each time a new episode of HR Coffee Time is released and get access to other free career tips, tools, and resources by signing up to receive the free weekly HR Coffee Time email.Mentioned in this episode:Ready to learn more about Inspiring HR?Learn more about the Inspiring HR Leadership Programme, and sign up to join the next cohort, that starts on 10th September 2025.Inspiring HR

For today's essential Heretics 101 feature, Kelli and Nolan explore compensation testing, remote culture scaling, leadership transparency, and AI adoption challenges through the analytical lens of Christine Centa, HashiCorp's Chief People Officer.*Email us your questions or topics for Kelli & Nolan: hrheretics@turpentine.coFor coaching and advising inquire at https://kellidragovich.com/HR Heretics is a podcast from Turpentine.Support HR Heretics Sponsors:Planful empowers teams just like yours to unlock the secrets of successful workforce planning. Use data-driven insights to develop accurate forecasts, close hiring gaps, and adjust talent acquisition plans collaboratively based on costs today and into the future. ✍️ Go to https://planful.com/heretics to see how you can transform your HR strategy.Metaview is the AI platform built for recruiting. Our suite of AI agents work across your hiring process to save time, boost decision quality, and elevate the candidate experience.Learn why team builders at 3,000+ cutting-edge companies like Brex, Deel, and Quora can't live without Metaview.It only takes minutes to get up and running. Check it out!KEEP UP WITH PETER, NOLAN + KELLI ON LINKEDINChristine: https://www.linkedin.com/in/christine-centa-0a809b7/Nolan: https://www.linkedin.com/in/nolan-church/Kelli: https://www.linkedin.com/in/kellidragovich/—HashiCorp: https://www.hashicorp.com/en—TIMESTAMPS:(00:00) Introduction & Christine's Background(01:15) The Compensation Specialist to CPO Transition(02:26) Current Compensation Landscape & Market Data(04:00) The Midpoint Experiment(05:28) Equity Strategy & New Grant Structures(06:20) Going Public: Private to Public Transition(07:28) Sponsor: Planful | MetaView (10:27) Remote Work Philosophy & Scaling Challenges(11:53) The Connection Crisis(13:00) Leadership Dynamics: The Professor & Accountant(13:51) Transparency as Strategy(14:40) AI Strategy & Implementation Reality(16:00) AI in Recruiting: The Future Frontier(17:17) The AI Arms Race(18:00) The Work Behind the AI Dream(19:25) Preparing Teams for AI Future(20:09) Wrap This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hrheretics.substack.com

In this episode, co-host Mark Edgar connected with Margot Lackenbauer to learn more about her experience on-boarding as Chief People Officer with professional services firm BDO. Margot shares insights on the importance of focusing on building relationships, staying agile and the importance of understanding the language of the organization.In the episode we refer to Michael Watkins' book (from 1956!) The First 90 Days. You learn more here:https://bookshop.org/p/books/the-first-90-days-updated-and-expanded-proven-strategies-for-getting-up-to-speed-faster-and-smarter-revised-michael-d-watkins/10608694You can connect with Margot on LinkedIn here:https://www.linkedin.com/in/margotlackenbauerDon't forget …To sign up for our weekly newsletter foHRsight at http://www.futurefohrward.com/subscribe. Follow us on LinkedIn:Mark - www.linkedin.com/in/markedgarhr/Naomi - www.linkedin.com/in/naomititlemancolla/future foHRward - www.linkedin.com/company/future-fohrward/And on Instagram - www.instagram.com/futurefohrward/ Support the show

Helen Russell, HubSpot's Chief People Officer, believes the age of AI is making work more human, not less. In this episode, she shares how HubSpot is approaching our culture in the AI-first era, digs into relational intelligence and the human + AI workforce, unpacks how vision, empathy, and integrity are reshaping leadership—and why outcomes, not adoption, should guide how we measure success in the AI era.

Ready to transform your HR operations?Download Deel's free AI-powered HR guide and discover how to streamline processes, stay compliant, and scale globally with ease: https://www.deel.com/resources/ai-in-hr-global-organizations/?utm_medium=sponsored-newsletter&utm_source=nickday&utm_campaign=ww_engage_download_nickday_sponnewsletter_hrnewsletter-theroleofai-jun25_platfpod_all&utm_content=engage_platfpod_sponnewsletter_theroleofai-dedicated-hr_enWhat does it really take for an HR leader to make the leap to the boardroom?In this episode of the HR L&D Podcast, Nick Day sits down with Andrea Wareham, former Chief People Officer at Pret A Manger and now a Non-Executive Director (NED) across multiple organizations. With 20+ years of experience shaping people strategy at one of the UK's most iconic brands, Andrea breaks down the real blueprint for HR leaders who want to operate at the highest level of business.Whether you're an aspiring CHRO or already operating at senior level, this episode will give you the tools to expand your impact, build influence, and shape the future of business from the top down.Listen now and unlock your path to board-level leadership.Andrea's LinkedIn: https://www.linkedin.com/in/andreawareham/Nick Day's LinkedIn: https://www.linkedin.com/in/nickday/Find your ideal candidate with our job vacancy system: https://jgarecruitment.ck.page/919cf6b9eaSign up to the HR L&D Newsletter - https://jgarecruitment.ck.page/23e7b153e7(00:00) Preview (01:28) Introducing Andrea Wareham(05:39) Why HR Leaders Belong in the Boardroom (10:37) Managing Pressure and Building Trust at Executive Level (13:54) Becoming a Public-Facing People Leader (15:09) Pret's People-First Philosophy (18:23) The People Lens Boards Are Missing (21:34) What It Really Takes to Become a Non-Executive Director (25:03) How to Add Value as an NED (31:07) Why NED Roles Are So Rewarding (35:23) How HR Leaders Can Start Building Board Influence (38:40) Driving Board Diversity Through HR Perspective (41:12) Top Tips for Aspiring NEDs (46:29) Advice for Future HR Leaders

“HR has shifted towards partnering with the business as a trusted advisor to the executive team, as people have started to realise the value of human capital.” In this episode of The Inner Chief podcast, I speak to Linda Carroll, Chief People Officer of G8 Education, on driving business success through the development of your people.  

Helen Russell, Chief People Officer at HubSpot, joined us on The Modern People Leader. We talked about how HubSpot is fostering an AI-first culture, why belonging is so important right now, and what HR leaders can do to move fast without losing their humanity.---- Sponsor Links:

In this thought-provoking episode of the Cohesion Podcast, Miriam Connaughton (Chief People Officer at Simpplr) sits down with Gianna Driver, Chief People Officer at Lattice. A serial CPO with deep experience in the tech sector, Gianna brings a fresh perspective to one of HR's most persistent questions: how should we really be measuring employee experience and performance? With engagement scores stagnating for decades and workforces becoming more distributed and diverse, Gianna challenges conventional wisdom on employee engagement—and explores what might come next. Drawing on data, lived experience, and her people-first philosophy, she shares what she believes leaders should be measuring, and why metrics alone can fail to capture belonging, mental health, and true organizational health. From rethinking engagement surveys to navigating the risks and opportunities of AI in the workplace, this episode is packed with strategic insights and human nuance. If you're reimagining how to support and measure your people in a hybrid, high-change world, this conversation is for you. Topics Covered: Why employee engagement scores have flatlined for 20 yearsWhat HR teams might measure instead of—or in addition to—engagementHow hybrid and remote work reshape connection and cultureThe generational shifts redefining what employees value mostInsights from the disengaged: what outliers can tell usBalancing AI, analytics, and human empathy in employee experienceMoving from individual-level fixes to systemic, structural solutions Connect with Gianna Driver: LinkedIn Subscribe to get the latest conversations on employee experience, change leadership, and internal communications.

This episode is brought to you by our partner EndorsedIn this episode, Naomi Titleman connects with Jasmine Burns who is Chief People Officer of cyber-security firm Censys. They share insights on how to successfully navigate AI for the benefit of the organization and specifically HR teams by emphasizing the human elements.You can connect with Jasmine here:https://www.linkedin.com/in/jasmineatcensys/This episode is brought to you by Endorsed ...Stop chasing headcount. Today's great companies focus on talent density – the share of A-players on your team. Endorsed.com was built to do just that. Endorsed's AI sourcing agent digs through every profile and résumé, matching each candidate to your exact hiring criteria.When your hiring managers say what they need, Endorsed delivers it – right away.No more endless screening or calibration meetings. Endorsed's AI surfaces only top fits, often shaving weeks off your hiring process.Raise your talent bar now. Visit endorsed.com/foHRsight to start your free trial and get 10% off.Endorsed.com: the AI Recruiting Platform for Building Talent Density at ScaleDon't forget …To sign up for our weekly newsletter foHRsight at http://www.futurefohrward.com/subscribe. Follow us on LinkedIn:Mark - www.linkedin.com/in/markedgarhr/Naomi - www.linkedin.com/in/naomititlemancolla/future foHRward - www.linkedin.com/company/future-fohrward/And on Instagram - www.instagram.com/futurefohrward/ Support the show

Ever wonder what it's like to build a coworking space outside the U.S. from scratch, in another language, with a whole new playbook? Joel Ballew is the Chief People Officer at Coventus Space in Barranquilla, Colombia, and he's not your average operator. He moved his family from Georgia to Colombia, sold his dream business, learned Spanish from the ground up, and launched what is now the largest privately held coworking space in a city of nearly 2 million people. In this episode, Joel shares the highs, the lows, and the “wait, you did what?” moments of creating a thriving, purpose-driven business in an emerging market. We talk about: The cultural and operational curveballs of launching a coworking space in Colombia—including why recurring payments aren't really a thing. How Joel built lead volume through WhatsApp, Instagram, and literal flyers on car windshields (and why it's working). What it takes to educate a market on coworking while creating a strong local brand. How his space combines private offices, day passes, event rentals, and even a coffee shop run by a third party. Why doing good while doing well isn't just a tagline—it's a business model that fuels impact and sustainability. Whether you're a seasoned operator or dreaming of launching in a new market, this conversation is a masterclass in adapting, listening to your audience, and building community on your own terms. Resources Mentioned in this Episode: Joel's LinkedIn profile Coventus Space website Everything Coworking Featured Resources: Masterclass: 3 Behind-the-Scenes Secrets to Opening a Coworking Space Coworking Startup School Community Manager University Follow Us on YouTube

Lenke Taylor joined us on The Modern People Leader to talk about her path from engineering to HR, and what it means to be a true business partner. We discussed how HR can lead alongside CEOs and CFOs, building high-impact teams, and how working in Europe has shaped her leadership approach.---- Sponsor Links:

What happens when you treat employee experience like a product? Neervi Shah Patel, Chief People Officer at Faire, joins the show to share how her team brings the same level of operational rigor and customer obsession to PeopleOps that product teams bring to user experience. From leveraging data to embracing transparency, Neervi breaks down how to build scalable, fair, and high-performing orgs—without losing the human side. If you lead people, run HR, or are scaling a team at a startup, this episode will shift how you think about the function. Key Takeaways – Think like a product team: Employee experience should be intentionally designed, tested, and iterated—just like a customer journey. – Rigor means relevance: Metrics, clarity, and outcomes matter—but rigor doesn't mean making HR transactional. – Fairness is a performance strategy: When employees believe the system is fair, trust increases—and so does performance. – Don't ignore the anecdotes: When stories and data diverge, it's a signal to dig deeper. Listening matters as much as measurement. – AI is now a must-have filter: Every HR tool Faire evaluates now gets assessed through the lens of its AI capabilities. Timestamped Highlights [02:26] Applying product discipline to PeopleOps [05:43] How Neervi's background in sales and consulting shapes her HR leadership [08:24] Why fairness and trust should drive policy—not just process [12:00] How manager messaging can build (or break) organizational trust [15:03] What data they collect—and how they make it useful across the employee lifecycle [21:11] Why every new HR tech tool must be AI-native moving forward Quote of the Episode "If it saves us three steps but makes it ten steps harder for the employee, that's not a win. We'd never do that for a customer—why would we do it to our people?" — Neervi Shah Patel Resources Mentioned – Faire: faire.com – Neervi on LinkedIn: linkedin.com/in/neervishahpatel – Referenced (paraphrased) Jeff Bezos quote: “If data and anecdotes diverge, trust the anecdote—you may be measuring the wrong thing.” Pro Tips for Operators – Build in feedback loops at every employee lifecycle stage—onboarding, engagement, exits. – Require manager alignment and ownership in performance processes to avoid undermining fairness. – Don't sacrifice employee experience for operational ease—just like you wouldn't for customers. Call to Action If you're ready to run PeopleOps like a strategic business function, not a support team, share this episode with a fellow leader. And make sure you're subscribed to The Talent Tango for more conversations like this one.

Severine describes herself as an HR professional “by passion and by design”, sharing her impact in enabling consistent transformation - from accelerating talent planning for a workforce that's 80% Millennial and Gen Z, to evolving culture and embracing AI through innovative learning strategies.   Severine summarises Sportradar's Diversity, Equity, Inclusion & Belonging programme, for 4,000 employees across 80+ nationalities with a balance of global goals and local action, and is candid about industry challenges such as gender representation in both sport and technology.   Asked for one wish, an action for all HR leaders, Severine calls on practitioners to help people be the best version of themselves, believing that enabling individuals to act from a place of abundance and balance can transform organisations and society step by step.     References: Why We Sleep: The New Science of Sleep and Dreams – Matthew Walker     Thank you to Kin&Co for sponsoring this episode     What makes an organisation thrive in today's complex world? It's not just about strategy or financial results - it's about culture.     This episode is sponsored by Kin&Co, a certified B Corp and female-owned consultancy on a mission to make work better for 10 million people by 2030. Kin&Co believe that the most impactful organisations will cultivate thriving, human-centred cultures where people are motivated by purpose, resilience, and empowered to perform at their best.    Drawing on cutting-edge behavioural science and an inclusive approach, Kin&Co help global organisations transform their cultures, sparking lasting behaviour change that drives measurable impact on strategy, people, and performance. Their new model for organisational change is shaped by deep experience in culture transformation.    If you're intrigued, Kin&Co invites you to explore your own organisational culture with their free Thriving Cultures Diagnostic - a simple, insightful tool backed by behavioural science and inspired by nature. It provides a clear snapshot of your current culture and suggests practical actions to drive better behaviours, strategic shifts, and stronger organisational performance.     To learn more and take the diagnostic, click here: Kin&Co   

HR: part therapist, part referee, part corporate cleanup crew. This week, we're joined by Amy Lentz, Chief People Officer at TOMS and the creator behind HackYourHR, to answer the big question: what does HR actually do all day (besides read your Slack messages)? From her early days working for the Obama administration to landing at TOMS, Amy shares what it really takes to keep a workplace semi-functional. She also gets a front-row seat to some of the wildest corporate confessions we've ever collected and breaks down each scandal with her HR perspective. We dig into the secrets of anonymous feedback forms, the ethics of outing an STD at the office, and whether HR is quietly tracking your office romance. Plus, we debate job title upgrades, “Open to Work” etiquette, and whether you should ask for a raise while you're on a PIP. Go to ⁠https://cornbreadhemp.com/DEMOTED⁠ and use promo code DEMOTED for 30% off your first order Go to  ⁠https://zbiotics.com/DEMOTED ⁠and use DEMOTED at checkout for 15% off any first time orders of ZBiotics probiotics. We want to hear from you! Send in your Corporate Confessions, Dear Demoted questions, and Shout-outs right here: ⁠https://forms.gle/nJc667dUL65Xh63C6⁠

Which skills really make the difference at the top of the HR profession?In this episode of HR Coffee Time, you'll meet the brilliant Jane Beeston, Chief People Officer at Colart. With nearly 40 years of experience in HR – spanning generalist roles, transformation, and international work – Jane has a huge amount of insight to share.We learn from her about the shift from HR Director to CPO, what the role really involves, and how she's built strong relationships with her CEO and board. Jane talks openly about the communication skills she's had to develop, how coaching training changed the way she works, and why staying curious (and occasionally sticking her nose into things!) has helped her make a bigger impact.Whether you're working towards a CPO role or simply want to grow in confidence and influence, there's plenty to take away from Jane's story.Chapters from This Episode[00:00] Welcome & introduction to Jane[02:00] Jane's path to becoming a CPO[04:00] Why the CEO relationship really matters[07:00] What changes when you move into a CPO role[08:00] What a board does (and how to work with them)[10:30] How Jane improved her communication skills[12:00] Staying connected across a global team[14:00] Getting your message to stick across the business[15:00] Why coaching skills have made such a difference[16:00] How curiosity helps you grow and influence[18:00] Common challenges in the CPO role[19:00] How Jane approaches communication in practice[22:00] Looking after your wellbeing in a demanding role[24:00] You don't have to do it all alone[25:00] Advice for anyone who wants to be a CPO one day[27:30] Jane's experience of cross-functional projects[30:00] Prioritising what matters most[32:00] If you're stepping into a CPO role: own it![34:00] Courses and continuous learning that helped[36:00] Learning to work across different countries[37:30] Final thoughts and thank youUseful LinksConnect with Fay on LinkedInFay's websiteFay's HR leadership programme – Inspiring HR LeadershipConnect with Jane Beeston on LinkedInOther Relevant HR Coffee Time EpisodesEpisode 53: Why Coaching Skills Can Help Your HR Career (and How to Develop Them) with Charlie WarshawskiEpisode 130: Build Managers' Confidence and Skills with the Coaching Two-Step with Jude SlaterEpisode 43: The One Thing That Will Boost Your Resilience Throughout Your HR Career with Tom ClearyEpisode 32:

We were joined by people leaders from Glassdoor, Asana, and Upstart. We talked about the fragmented burnout and how it's hitting people differently, how performance expectations have shifted in the last 6-12 months, and more.---- Sponsor Links:

How to Create Psychological Safety in Your Team From Ego to Empathy: Reframing Executive Presence Episode 264 (Richard is based in South Africa) In this conversation with Richard Reid we explore: the true meaning of charisma and why it's more about how others feel than how you appear the role of psychological safety in building trust, influence, and innovation why self-awareness is the foundation of authentic leadership how emotional leakage can sabotage your message and your team culture strategies to reset your internal state between meetings for greater presence how leaders can communicate calm during crises through deliberate body language and speech the power of micro-habits to improve energy, confidence, and communication how reflection and journaling enhance resilience and leadership effectiveness practical routines to prevent burnout and show up as your best self how leaders can foster a growth mindset and create space for others to shine ----- About our guest, Richard Reid: Richard is the author of "Charisma Unlocked: The Science and Strategy to Captivate, Influence and Succeed in Business". He was Chief People Officer at a global law firm. He is from the UK and now lives in South Africa. Learn more about his Masterclasses and coaching at https://richard-reid.com/live-events/charisma-workshops/ ----- Key lessons from this conversation: Charisma is about how others feel, not how impressive you appear. Psychological safety is central to charisma and effective leadership. Charisma starts with self-awareness and managing your internal world. Reflective routines enhance emotional regulation and presence. Effective communication means seeing others as individuals, not objects. In a crisis, calm leadership is conveyed through body language and vocal control. Leaders need to be intentional with their energy and meeting schedules. Small micro-habits, like breathing or posture resets, have a big impact. True charisma is sustainable and rooted in authenticity, not performance. Teams thrive when members feel safe to express themselves and fail forward. ----- ----more---- Your Intended Message is the podcast about how you can boost your career and business success by honing your communication skills. We'll examine the aspects of how we communicate one-to-one, one to few and one to many – plus that important conversation, one to self. In these interviews we will explore presentation skills, public speaking, conversation, persuasion, negotiation, sales conversations, marketing, team meetings, social media, branding, self talk and more.   Your host is George Torok George is a specialist in communication skills. Especially presentation. He's fascinated by the links between communication and influencing behaviors. He delivers training and coaching programs to help leaders and promising professionals deliver the intended message for greater success.   Connect with George www.SpeechCoachforExecutives.com https://www.linkedin.com/in/georgetorokpresentations/ https://www.youtube.com/user/presentationskills  

Due to the US holiday, 4th of July, I am re-publishing one of our greatest hits and most popular episodes. The “Best of 2024” episode features sixteen don't miss moments from HR executives and thought leaders who…So, who can you expect to learn from on this episode? Rhonda Morris, CHRO, ChevronJeffrey Pfeffer, Professor Stanford University and Author of 16 books including the “7 Rules of PowerKerrie Peraino, Chief People Officer at VerilyKevin Wilde, Executive Leadership and Talent Development Expert & AuthorKelly Monahan, Managing Director, Research Institute at UpworkDave Ulrich, Bob Eichinger, and Allan ChurchLybra Clemons, a C-Suite executive with experience leading talent, culture, and DEI Shaun Mayo, Chief People Officer, Arizona Cardinals Football ClubAmy Kates, Organization Design Expert, Consultant, Educator, and Author of Five BooksKevin Cox, Founder and President of LKC Advisory & Anthony Nyberg, Director, Center for Executive Succession at University of South CarolinaJordana Kammerud, SVP & CHRO, CorningLucien Alziari, EVP and CHRO of Prudential Financial, IncGinger King, CHRO, Kohler Co.Tim Richmond, EVP & Chief Human Resources Officer, AbbVieStephanie Lilak, EVP & Chief People Officer, Mondelez InternationalPrasad Setty, Lecturer, Stanford GSB, Advisor, Former VP at Google, People Ops and WorkspaceEpisode 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.

Candor is easy to value and hard to operationalize. It takes more than writing "feedback" on a poster and hoping people magically feel safe being honest. In this episode, I talk to Valentina Gissin, Chief People Officer at Garner Health, about how her team institutionalizes candor and turns culture into lived behavior—not empty slogans.We dig into radical practices like publishing peer and upward feedback company-wide, cultural onboarding through case studies, and pushing back against the illusion of "culture fit" during hiring. Valentina also shares what she carried over (and what she left behind) from her time at Bridgewater, one of the most studied and controversial company cultures in corporate America.This conversation is a blueprint for any leader asking the hard question: how do we make our culture real at scale?Related Links:Join the People Managing People community forumSubscribe to the newsletter to get our latest articles and podcastsConnect with Valentina on LinkedInCheck out Garner HealthSupport the show

In this episode of “The Weekly Bioanalysis” podcast, our hosts, Dominic Warrino and John Perkins, sit down with two key leaders shaping the company's future — Maria Nelson, Chief Financial Officer, and Julie Deane, Chief People Officer — to discuss KCAS Bio's strategy for balancing rapid growth with an exceptional employee experience. Building on the previous conversation with Jeff Goddard, this episode dives deeper into how KCAS Bio has evolved its people operations and operational planning. Julie shares how private equity investment fueled a transformation in talent acquisition, creating a scalable, high-performing recruitment process that attracts thousands of candidates monthly while enhancing the KCAS Bio employer brand. Meanwhile, Maria explains the company's internal forecasting model, CURE (Capacity Utilization Resource Evaluation), which enables proactive workforce planning to meet client demands without compromising efficiency. Together, they reveal how KCAS Bio blends scientific excellence with business strategy to grow responsibly and maintain its strong culture.“The Weekly Bioanalysis” is a podcast dedicated to discussing bioanalytical news, tools and services related to the pharmaceutical, biopharmaceutical and biomarker industries. Every month, KCAS Bio will bring you another 60 minutes (or so) of friendly banter between our two finest Senior Scientific Advisors as they chat over coffee and discuss what they've learned about the bioanalytical world the past couple of weeks. “The Weekly Bioanalysis” is brought to you by KCAS Bio.KCAS Bio is a progressive growing contract research organization of well over 250 talented and dedicated individuals with growing operations in Kansas City, Doylestown, PA, and Lyon, France, where we are committed to serving our clients and improving health worldwide. Our experienced scientists provide stand-alone bioanalytical services to the pharmaceutical, biopharmaceutical, animal health and medical device industries.

How can you build your brand on LinkedIn while being true to who you are?Why should you be transparent about performance expectations with new hires?My guest on this episode is Melanie Naranjo, Chief People Officer at EthenaDuring our conversation Melanie and I discuss:What it's like to lead HR at an HR tech company and why Melanie recommends the experience to other HR professionals.How she built her personal brand on LinkedIn to over 60,000+ followers by being authentic and real. Melanie's advice on how to effectively partner with your CEO to drive the business forward.How being transparent about high-performance expectations—and consequences for poor performance—creates a culture of clarity and trust.How learning in public promotes accountability and builds network and community.Connecting with Melanie: Connect with Melanie Naranjo on LinkedInCheck out Melanie who is a frequent guest on Ethena's podcast, “We're Not Recording” hosted by CEO of Ethena, Roxanne Petraeus.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, I have a deep conversation with Dr. Tenia Davis who is redefining what it means to lead in Human Resources. As a distinguished HR executive with a stellar record of success, Tenia has left a lasting impact within the leadership ranks of globally recognized companies, including HBR Consulting, Raise, iManage, Johnson Publishing Company, and HARPO Productions - home of the Oprah Winfrey Show. Now serving as the Chief People Officer at NORC at the University of Chicago, Tenia continues to elevate the standards of operational excellence, talent acquisition, and company culture. Dr. Davis holds an MBA from Loyola University Chicago and a PhD from Benedictine University's Center for Values-Driven Leadership. You can learn more about Dr. Tenia on her website: https://www.theleadershipwise.com/. Her book - The Feedback Blueprint: Unlocking the Power of Constructive Insights - is available on Amazon.com. ******************************************** Want to learn how to scale your business to increase revenue, improve cash flow and maximize profits? Then join my Business Success Mastermind group. A new cohort is starting. Now accepting applications: https://ib4e-coaching.com/mastermind ******************************************** Please support this podcast: https://ib4e-coaching.com/podinfo #leadership #leadershipcoaching #business #success #teniadavisphd #servantleadership #ib4ecoaching ******************************************** If you like this podcast, consider supporting the effort. Every little bit helps. Thanks.