Podcasts about chro

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

In this episode of the HR Leaders Podcast, we sit down with Michiel van Duin, Chief People Technology, Data and Insights Officer at Novartis to discuss how the company is building a human-centered AI ecosystem that connects people, data, and technology.Michiel explains how Novartis brings together HR, IT, and corporate strategy to align AI innovation with the company's long-term workforce and business goals. He shares how the team built an AI governance framework and a dedicated AI and innovation function inside HR, ensuring responsible use of AI while maintaining trust and transparency.From defining when AI should step in and when a “human-in-the-loop” is essential, to upskilling employees and creating the first “Ask Novartis” AI assistant, Michiel shows how Novartis is making AI practical, ethical, and human.

Growth tests the soul of every organization. As companies expand, consistency often replaces compassion—but CAVA proves you can scale without losing humanity. With 400 restaurants and 12,000 team members, CAVA has built a culture that's as grounded as it is consistent through a people framework rooted in heart, health, and humanity. In this episode, I sit down with Kelly Costanza, Chief People Officer of CAVA, to unpack exactly how they've done it—diving into their MVC framework (Mission, Values, and Competencies) that turns ideals into action. We explore their recognition systems like MVC Awards and Value Cards, the CCT Program that trains leaders as culture coaches, and Impact Plans that replace performance reviews with real-time growth. Kelly also shares how CAVA brings connection to life through the Love Button and Allies in Motion (AIM) programs, integrates culture across the employee lifecycle, and balances AI innovation with human warmth. This episode offers every CHRO a practical look at how to bring values to life, connect them to performance, and make culture come alive. ________________ Start your day with the world's top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠⁠https://greatleadership.substack.com/ Future-ready organizations are built, not hoped for. My latest book, -The 8 Laws of Employee Experience shows how. Preorder here: 8EXLaws.com

In this episode of the HR Leaders Podcast, we sit down with Gina Vargiu-Breuer, Chief People Officer and Labor Director at SAP, to explore how SAP is transforming into a truly skills-led, AI-powered organization. Gina shares how the company is reimagining its HR operating model by combining AI innovation with deep cultural roots, creating what she calls “human–AI power couples.”She discusses how SAP's transition from role-based to skills-based talent management is changing everything, from recruiting and learning to performance and mobility. Gina reveals how SAP defined a company-wide skills taxonomy of 800+ evolving capabilities, built adaptive learning journeys, and encourages employees to invest 15% of their time in continuous learning.With her authentic energy, Gina explains how culture, curiosity, and speed are fueling SAP's AI-first strategy, and why the future of HR depends on embracing technology without losing humanity.

In dieser Folge HR ungeschminkt geht's ans Eingemachte: Radical Honesty! Gemeinsam mit Eckart Diepenhorst sprechen Annika und Anjuli darüber, wie radikale Ehrlichkeit und echtes Feedback in Organisationen wirken können – und warum es so oft daran scheitert. Eckart war viele Jahre in Führungsverantwortung, unter anderem als CEO und CHRO bei FreeNow. Heute arbeitet er als Coach und Berater mit Schwerpunkt auf Führung, Teamentwicklung und Change.

In Monaghan, a not-for-profit co-operative called Síolta Chroí is hosting training courses on regenerative agriculture. They recently started a six-week program called Farming the System, aimed at helping local farmers to create more diversified and resilient farms. For more details, visit sioltachroi.ie

In this episode of the HR Leaders Podcast, we sit down with Eric Mosley, Founder, CEO, and Board Member at Workhuman to discuss how AI and recognition are reshaping the workplace. Eric reveals how companies can unlock hidden talent and reduce bias by combining AI with the human data hidden inside recognition moments.He explains why 80–90% of AI projects fail, not because of the technology, but because companies lack meaningful data to train their systems. Recognition, he says, provides a treasure trove of insight into real performance, collaboration, and potential.From the emotional power of gratitude to the measurable ROI of recognition, Eric paints a vision of the future where AI doesn't replace humanity, it amplifies it.

En nuestro episodio 487 conversamos con Ezequiel Kieczkier, CEO y Socio fundador de Olivia y escritor del libro Crisis & Co sobre: + Cómo construir puentes en la diferencia. + Qué busca enseñar con su libro. + Cuál es su visión del liderazgo del futuro. + Qué entender de las crisis para superarlas. + Las tensiones que debemos aprender a manejar. + En tiempos de IA el coraje es humano.

In this episode of the HR Leaders Podcast, we sit down with Amy Coleman, Executive Vice President and Chief People Officer at Microsoft, to explore what it means to lead with humanity in the age of AI. After 25 years at Microsoft, Amy shares how HR's role is transforming, from managing processes to designing experiences that balance innovation and empathy.She discusses how Microsoft is navigating AI's impact on work, emphasizing trust, transparency, and inclusion as essential foundations. Amy explains why leaders must reframe AI as a tool for creativity and connection, not control - and how building psychological safety unlocks innovation across generations and geographies.From vulnerability and gratitude to rethinking leadership in uncertainty, Amy's perspective is a masterclass in staying human in a tech-driven world.

In dieser Folge spreche ich mit Steffen Köhler von den Kliniken Südostbayern über Führung im Wandel. Steffen gibt Einblick, wie Lean Leadership im Krankenhaus nicht nur Prozesse verbessert, sondern echte Führungsarbeit ermöglicht – ohne zusätzliche Belastung. Wir sprechen darüber, wie Veränderung zur Gewohnheit wird, warum Routinen Führung erleichtern und weshalb HR heute mehr Treiber als Verwalter sein muss. Aufhänger ist der aktuelle Gartner-Report, der vier zentrale Prioritäten für CHROs beschreibt – darunter KI in HR, Kulturarbeit und die Mobilisierung der Führung, insbesondere mit Blick auf „routinisierte Veränderung“. Steffen zeigt, wie diese Trends ganz konkret in der Praxis wirken – mit Herausforderungen, aber auch Erfolgen.Besonders spannend: Wie intelligente Assistenzsysteme Freiräume für echtesMiteinander schaffen können. Und warum Playbooks und Sichtbarkeit heutezentrale Instrumente sind, um Führung wirksam zu machen.Linkedin Profil Dr. Ulrich Vogel: https://de.linkedin.com/in/ulrich-vogel-profilingvaluesprofilingvalues Website: https://www.profilingvalues.comAutorenseite Dr. Uli Vogel: https://uli-vogel.com/Linkedin Profil profilingvalues: https://de.linkedin.com/company/profiling-values?trk=public_profile_topcard-current-companyprofilingvalues Blog: https://profilingvalues.com/ueber-uns/pv-blog/Keywords: Steffen Köhler, Kliniken Südostbayern, Lean Leadership, Krankenhaus, HR-Strategie, Führung, Playbooks, Change, Transformation, KI im HR, Kultur, Mental Health, Gartner Report, CHRO, Employer Branding

CHRO at ofi (olam food ingredients), a global food ingredients company, anchored in sustainability, that operates in over 50 countries and sources from  2.8 million farmers across cocoa, coffee, dairy, nuts and spices provides to service big food brands and manufacturers with food and beverage ingredients for a diverse range of products ranging from a plant-based latte mix to an almond based snack bar – Usha highlights how meaningful change comes from small, everyday moments – using one-to-one conversations engaging to help employees identify and apply their superpowers, creating a ripple effect across the organisation. Usha also discusses ofi's approach to DEI IDE - it's direct correlation to business performance – and talent, emphasising diversity in thought, background, and experience. She shares her practical approach to strategies showing how HR can foster a culture where individuals thrive, driving innovation and systemic change. Usha ends with advice on tackling ambitious goals by breaking them into manageable steps and celebrating small wins. She urges HR professionals to practise self-kindness, recognising that personal well-being is essential for effective leadership and for amplifying impact across teams, organisations and society.  Thank you to Staffbase for sponsoring this episode     Staffbase knows that HR leaders are driving transformation in the workplace and they're here to help.   Staffbase Communications Cloud empowers HR leaders to be transformation trailblazers, driving trust and business success in change through strategic communication. Their internal communications platform empowers companies to connect with their people, whether they're at their desks or on the front lines.   With tools that improve engagement, amplify employee voices and align everyone with your company's goals, Staffbase makes it easier for HR leaders to create and measure lasting change. Want to learn more? Head over to Staffbase.com to see how Staffbase can help your organisation thrive.    

En nuestro episodio 486 conversamos con Alejandro Linares ex presidente de la Corte Constitucional, hoy socio de la firma Pérez-Llorca sobre: + El reto de hacer justicia en Colombia. + Lidiar con el ego en los puestos de poder. + El talento en la Corte Constitucional. + La presión de ser magistrado de Colombia. + Su pasión y las lecciones que le dejó el tenis. + Las comunidades indígenas del país. + Fomentar la equidad.

In this episode of the HR Leaders Podcast, we speak with Sandrine GIRSZYN, Chief Human Resources Officer Headquarters at AXA, about redefining the role of the manager in a fast-changing world. Sandrine explains how managers have become the crucial layer holding transformation, well-being, and performance together, and why HR must put them back at the center of organizational strategy.She shares how AXA is supporting more than 4,000 managers worldwide through a human-centered approach built on listening, co-creation, and trust. Rather than relying solely on AI or digital training, Sandrine reveals how in-person connection, community, and peer learning have become AXA's secret to real development.From creating a “People Link” community to launching a global coaching platform, this episode is a roadmap for every HR leader trying to upskill managers while keeping the human touch alive.

In this episode of the HR Leaders Podcast, we sit down with Alejandra Piñol, Deputy Chief HR Officer at IKEA, to explore how one of the world's most iconic brands keeps its culture alive while transforming at global scale. Alejandra opens up about leading through rapid change and protecting the company's unique values across more than 170,000 co-workers and 60 countries.She shares how IKEA empowers its frontline teams through trust and autonomy, and how simplicity has become the foundation of their HR transformation. Alejandra explains the importance of listening to co-workers, building leaders from within, and keeping people, not process, at the heart of every decision.From balancing consistency and local relevance to nurturing humility and belonging, this episode is a blueprint for scaling culture without losing your soul.

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

En nuestro episodio 485 conversamos con David Bocanument Presidente de FGA FONDO DE GARANTÍAS sobre: + Una crisis de salud. + Unos indicadores positivamente locales en temas talento. + Un crecimiento mejor que una startup típica. + Malos y buenos líderes. + El valor de la confianza. + La necesidad de evitar la indiferencia.

In this episode of the HR Leaders Podcast, Josh Bersin, Global Industry Analyst and CEO of The Josh Bersin Company, breaks down the AI revolution transforming HR and the workforce.Josh explains how AI is creating the era of the “Superworker” - empowering employees to do more, learn faster, and take on higher-value roles. He reveals why HR must lead the AI agenda, how to frame AI as a growth opportunity (not a threat), and what it takes to build a culture of continuous reinvention instead of one-time transformation.From rethinking job structures to designing intelligent employee experiences with digital agents, this episode uncovers what forward-thinking CHROs are doing to turn fear into curiosity and shape the human future of AI at work.

「トランクルーム業界のパイオニアが“法人向け”“差別化”新サービス開始」　成長が続くトランクルーム市場で、業界のパイオニアが新たなサービスを開始しました。地価の上昇が続く中、スペースを有効活用できるトランクルームの成長が続いています。全国のトランクルームは約1万5000店舗と、ファミリーレストランの数を上回る規模に拡大。市場は右肩上がりの成長が続き、2027年には1000億円規模に達すると予想されています。この市場をけん引してきた業界のパイオニア、寺田倉庫の「minikura」が6日から新たなサービスを開始しました。段ボール20箱分のスペースを利用できる法人向けのトランクルームサービスです。もともと個人向けの宅配型トランクルームサービスとして展開していたminikura。法人向けサービスを始めた背景には、企業のあり方の変化が。帝国データバンクが行った調査によると、2024年に首都圏から地方へ本社を移転した企業は過去最多の363社に上ったほか、コロナ禍でのテレワーク拡大でオフィスが縮小していることなどが背景にあるといいます。商品や機材などの預け入れで法人向けの需要が増えるとともに、トランクルームに新規参入する企業も増えています。寺田倉庫 MINIKURAグループ・浅見開グループリーダー：外資系を含む不動産業界が参入して非常に価格競争に陥ってしまう。それであれば保管の質や体験価値で勝負できるように。保管物の出し入れの手続きはオンラインで完結でき、顧客は1点ずつ写真付きで把握することができます。また、衣類などはハンガーにつるした状態で保管でき、1着ずつカバーをかけて保護するため衣類同士の摩擦も防げます。オフィス縮小による移転がきっかけで利用し始めた企業は…。シナモン 執行役員CHRO・野崎拓也さん：オフィススペースの有効活用ができることと保管自体も専門業者に預けた方が安心ができる。プラスで郵送や回収なども専門の方に対応してもらえるのは非常に安心感がある。

En nuestro episodio 484 conversamos con Alejo Rodríguez autor del libro “Donde las personas prosperan, los negocios crecen”, ex CHRO de DHL y Founder de Prosperity Model sobre: + Qué es la prosperidad en la empresa + La diferencia entre BIENESTAR vs. PROSPERIDAD + Cómo logró que DHL fuera el lugar #1 para trabajar en LATAM + La lógica del CEO y el liderazgo para diseñar un motor de prosperidad + El Employee Prosperity Index + La prosperidad es resultado actual y futuro del bienestar. + Los objetivos clave de Talento Humano + El duelo y su salida de DHL

As companies race to adapt to the rapid AI takeover, many are discovering that their biggest challenge isn't technological change, but knowing what their people can actually do. For CHROs, this means gaining real visibility into workforce skills, so they can move beyond job titles and legacy systems to make faster, smarter talent decisions. In this episode, Mikael Wornoo, Co-Founder and President of TechWolf, joins us to explore how AI and data are reshaping the future of HR through the rise of the skill-based organization—a model that looks beyond job titles to map, measure, and mobilize employee skills at scale. We unpack how organizations can build clean, standardized data layers to power smarter workforce decisions, enable internal mobility through AI-driven talent marketplaces, and forecast future skill needs amid accelerating automation. The conversation also dives into the limits of AI in capturing "invisible skills" like empathy and collaboration, the leadership mindset needed to balance human judgment with machine intelligence, and what the future of work and education might look like in an age of human–AI collaboration. A must-listen for CHROs who want to evolve from HR management to strategic workforce design and lead their organizations confidently into the AI era. ________________ 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/

In this haunted edition of the HR Leaders Podcast, behavioral scientist and Founder & Host at Influencers: Jon Levy joins us to reveal the chilling science behind why some teams rise from the dead and others crumble into dusty skeletons.We explore what truly drives high-performing teams in a world where hybrid work can feel like a ghost town

En nuestro episodio 483 conversamos con María Fernanda Suárez, CEO del Banco Popular sobre: + Dar oportunidades a los nuevos talentos. + La culpa de ser madre y líder. + Los juicios de una sociedad que castiga a las madres. + Encontrar tu propio camino. + Escuchar a los otros siendo líder. + El peligro del ‘sí señora, sí señor' en las empresas. + El rol de las juntas directivas para priorizar a las personas. + Aprovechar el talento de las personas pensionadas. + Verdades crudas sobre poder, ambición y futuro

Char Doll shares how grit, growth mindset, and a focus on aligning people strategy with business goals have guided her in building on HR's strengths to elevate leadership, enhance employee experience, and drive lasting impact. Hosted on Acast. See acast.com/privacy for more information.

Here's a problem that'll tie you in knots: You've got a killer software solution that saves companies massive money on employee benefits. You know exactly who needs it. Fortune 1000 companies with self-insured health plans. But you can't get a single meeting with the people who matter. That's the situation Peter Kleinman from Provo, Utah, found himself in. As the sales and marketing guy for his dad's startup, he was tasked with landing enterprise clients while juggling full-time classes at BYU. He had LinkedIn, Sales Navigator, and a burning desire to make it work. He also had virtually no chance of success using his current approach. If you're nodding your head right now, keep reading. Because Peter's problem is your problem if you're trying to sell into enterprise accounts without the business acumen, social proof, or strategy to break through. The 100-Foot Wall Problem Let me be brutally honest: Fortune 1000 CHROs and C-suite executives have built a wall around themselves that's about 100 feet high. Their entire job is keeping people like you from wasting their time. And if you're young, inexperienced, or new to enterprise sales? That wall might as well be 1,000 feet high. Peter was doing everything the sales books tell you to do. He was going straight to the top. He was messaging decision makers on LinkedIn. He was targeting the right titles. He was also getting absolutely nowhere. Here's why: It has nothing to do with age and everything to do with business acumen. You can't speak the language of enterprise buyers if you've never lived in their world. You don't understand their buying process, their risk aversion, or the organizational politics that determine whether your deal lives or dies. Most critically, you're trying to sell something they don't even know they need. And you have zero social proof to back up your claims. That's not a recipe for success. That's a recipe for frustration, burnout, and a pipeline full of nothing. The Bottom-Up, Top-Down Strategy If you can't get to the top, start at the bottom. I'm not talking about giving up on enterprise accounts. I'm talking about running a multi-threading strategy that builds your business acumen while creating pathways into those massive organizations. Here's how it works: Find the amplifiers. These are the people in the trenches who actually deal with the problem your solution solves every single day. They're not directors or VPs. They're managers, analysts, and coordinators who feel the pain but lack the authority to fix it. These people are 100 times easier to talk to than C-suite executives. They'll take your call. They'll teach you. They'll tell you exactly what's broken in their organization and how decisions actually get made. Compress your experience. When you talk to these amplifiers, you're not selling. You're learning. You're asking questions like, "Help me understand how you make these decisions," and "What problems are you running into?" Every conversation compresses years of experience into hours. You learn the language. You understand the pain points. You gather insights that become ammunition for conversations with decision makers. Surface the insights upward. Now when you finally get in front of that CHRO or VP of Benefits, you're not some kid with a PowerPoint. You're someone who understands their organization better than they do. You can tell them stories about what their own people are experiencing and how you can close the gap. That's how you get meetings. That's how you build credibility. That's how you win deals when you have no business acumen and no social proof. The Insurance Broker Shortcut Here's another path Peter needed to explore: Insurance brokers. If you can't talk to the self-insured companies directly, talk to the people who advise them. Insurance brokers work with these organizations every day. They understand the buying process. They know the pain points.

The Managing the Future of Work co-chair and podcast co-host examines AI's implications for HR, spells out the competitive stakes in early adoption, and unpacks the technology's disruptive potential for jobs, organizations, and markets. Also, the rise of the CHRO, skills-based hiring, and more.   

Bonnie Tinder is the founder and CEO of Raven Intelligence, an independent B2B peer review site that amplifies the voice of the customer. She focuses on software customers, consulting partners, and software vendors and helps identify the best partners for their needs. In this episode, she shares powerful insights from leading organizations on how AI is being used not to replace employees, but to enhance experiences, streamline operations, and drive better business outcomes through purpose-driven, human-centered deployment strategies.Episode 56 | Human-Centered AI StrategiesThe Big Themes:Augments, Not Replaces Humans: AI should enhance the human experience, not eliminate it. Real-world examples, such as Marriott's use of AI to improve the check-in process, demonstrate that AI can remove operational friction and allow frontline staff to focus on hospitality and customer engagement. In the energy sector, utilities are embedding AI into safety systems to make work more accurate and proactive. These examples show that the most successful AI deployments begin by identifying pain points in human workflows.Cultural Readiness Is Crucial for AI Success: AI adoption is not just a technical project; it is a cultural transformation. Multiple examples made it clear that even the most advanced tools can fail without the right introduction. One university CHRO compared AI implementation to sneaking vegetables into meals. By avoiding technical jargon and focusing on small improvements, they saw stronger adoption. People often resist what they do not understand, especially when it feels like a threat. Leaders who frame AI as a tool for reducing stress, reclaiming time, and increasing impact are more likely to succeed.AI Should Start with Outcomes: Real AI value begins with the business goal, not the technology itself. Companies that succeed with AI are the ones that begin by identifying the result they want to achieve. Whether it's streamlining hotel check-ins, reducing safety risks in energy infrastructure, or accelerating clinical breakthroughs, effective strategies start with specific problems. These companies ask their teams where the friction lies, and then choose tools to fix those issues. This is a shift from a technology-first mindset to an outcome-first mindset.The Big Quote: “I hope you know business people will all start to get to the point of like, yes, the nature of work is going to change. But AI is not going to spell doom and gloom for every worker on Earth. It's going to give many, many, many of them an opportunity to do better things." Visit Cloud Wars for more.

We're excited to bring you the latest episode of The ASHHRA Podcast, where host Luke Carignan sits down with Jennifer Law, CHRO of Vail Health, for a truly heartfelt conversation about the realities—and rewards—of working in healthcare HR nestled in the picturesque mountains of Colorado.Here's what you'll find inside this episode:Life & Work in “Paradise” Jen kicks off by sharing what it's really like working in Vail, Colorado—beyond the stunning views and outdoor perks. From the logistical challenges of living in a remote, resort-driven community to the high cost of living and housing shortages, Jen sheds light on unique factors shaping the Vail Health employment experience.Staffing & Recruitment: The Outdoor Draw With Vail Health recruiting for roles ranging from clinical to environmental services, Jen explains why lifestyle fit—and a genuine love of the outdoors—can make or break retention. She also discusses the impact of the local housing market and how creative approaches are needed to attract and retain talent in such a unique location.Culture, Community & Real Retention Jen and Luke dig deep on what it really takes to keep employees engaged beyond salary. Vail Health's secret? Building authentic community. From book clubs to run clubs, they focus on fostering relationships that help new arrivals find their circle outside of work—for both well-being and improved retention.Lessons on Burnout & Well-being Burnout isn't just about workload. It's often about what's missing, not just what's excessive. Jen talks mental health, building authentic support systems, and the value in nontraditional “benefits” like flexibility and peer connection.Building Great Places to Work, on Purpose Jen's guiding principle is all about intentionality: communities, programs, and leadership development that let people bring their best to work. Her passion for HR shines in her belief that work should be a good environment—where anyone can grow, connect, and truly enjoy what they do.A Few Gems for Your Week:"People are people. You know this area, you know the community." — On how local knowledge often outweighs industry experience“Everyone should have to work in hospitality at some point.” — Spot-on advice for empathy and service"We're intentional about building authentic connections—engagement doesn't have to be expensive!"If you've ever been curious about life and HR work in a mountain community, or you're seeking inspiration for employee engagement that actually works, you won't want to miss this conversation.Stay tuned for our next episode…and don't forget to register for the ASHHRA conference in Savannah this May!From Our Sponsors...Optimize Pharmacy Benefits with RxBenefitsElevate your employee benefits while managing costs. Did you know hospital employees fill 25% more prescriptions annually than other industries? Ensure cost-effective, high-quality pharmacy plans by leveraging your hospital's own pharmacies. Discover smarter strategies with RxBenefits.Learn More here - https://rxbene.fit/3ZaurZNStreamline HR Compliance with oneBADGEhealthcareSimplify screening, credentialing, and compliance for healthcare HR. oneBADGEhealthcare from ISB Global offers a tailored solution to keep your workforce compliant and efficient. Built for healthcare leaders, it's your all-in-one compliance tool.Get Started here - https://isbglobalservices.com/onebadgeunitedstates/ashhra/ Support the show

In this episode of the HR Mixtape, host Shari Simpson sits down with Steve Cadigan, LinkedIn's first Chief HR Officer and founder of Cadigan Talent Ventures. They delve into the evolving landscape of the modern workforce, focusing on the shift from traditional job security to career security. This conversation is particularly timely as organizations face rapid changes driven by digital transformation and the need for agile talent strategies. Steve emphasizes the importance of fostering a culture of continuous learning and adaptability, making this episode a must-listen for HR professionals navigating today's challenges. Learn how to shift your focus from employee retention to career development. Discover why fostering a culture of learning can enhance employee loyalty. Explore strategies for building partnerships with educational institutions to future-proof your talent pipeline. Hit “Play” to gain insights that can transform your HR approach! Guest(s): Steve Cadigan, Author, Future of Work expert, LinkedIn's first CHRO, Cadigan Talent Ventures

How can culture become an operating system that drives business performance?Why does leadership behavior matter more than systems in driving culture?My guest on this episode is Paulo Pisano, CHRO, Booking Holdings & Chief People Officer, Booking.comDuring our conversation Paulo and I discuss:Why culture is an operating system and how it connects directly to business performance.The three levers that shape culture: behaviors, symbols, and systems—and how to align them with strategy.The importance of experimentation culture for AI adoption and innovation.Why HR leaders must understand business drivers first before designing their programs.How to position HR as "chief simplifiers" who reduce complexity rather than add to it.Connecting with PauloConnect with Paulo on LinkedInEpisode 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.

  Drawing on her 34-year career, Alisa explains how HR is uniquely positioned to nurture talent and inspire positive change, from supporting employees through promotions to creating spaces where people feel genuinely heard. Alisa reflects on her lifelong commitment to breaking cycles of disadvantage. From her early experiences in Chicago to supporting scholarships, tuition programs, and social initiatives around the world, she demonstrates how small interventions can transform lives. Alisa emphasises the importance of listening to employees, seeking advice, and continuously evolving workforce practices to build a culture of fairness and empowerment. At the heart of her philosophy is a simple principle: hire the best person for the role and treat everyone as you would your own family. Alisa explains how walking the talk and encouraging employees to stand up for what's right creates a ripple effect of culture change and leaves you with a powerful call to action: keep inspiring people to be greater than they were yesterday. Thank you to Staffbase for sponsoring this episode     Staffbase knows that HR leaders are driving transformation in the workplace and they're here to help.   Staffbase Communications Cloud empowers HR leaders to be transformation trailblazers, driving trust and business success in change through strategic communication. Their internal communications platform empowers companies to connect with their people, whether they're at their desks or on the front lines.   With tools that improve engagement, amplify employee voices and align everyone with your company's goals, Staffbase makes it easier for HR leaders to create and measure lasting change. Want to learn more? Head over to Staffbase.com to see how Staffbase can help your organisation thrive.  

En nuestro episodio 482 conversamos con Diego Trujillo, actor, conferencista y humorista sobre: + Un viaje en moto que lo cambia todo. + La timidez y el rol que jugó en él. + Desarrollar el carisma y cómo ponerlo en práctica. + La verdad sobre su historia familiar. + Cuando los aplausos se convierten en abucheos. + Liderar es enseñar a ser.

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

John Bollman, CHRO at Pella Corporation, joins David for a conversation about how leadership and culture shape a company's long-term success. In Part One, John traces his career from law to HR, the early lessons he learned at Whirlpool, and how Pella set out to define a culture anchored in caring, learning, and results. The episode ends just as David asks about the connection between culture and results — a question John answers in Part Two.

En nuestro episodio 481 conversamos con Pablo Navas, Director Ejecutivo en Aspen Institute Colombia sobre: + Convertir la universidad en transformación social. + Poner el conocimiento al servicio del país. + Cómo liderar sin figurar. + Dejar de ver los territorios como periferia para aprender. + Incomodarse es parte esencial del trabajo ético. + Salir de la burbuja en la que vivimos. + Trabajar por el talento y la inequidad.

In this episode of the HR Leaders Podcast, Anoop Gupta, Co-Founder and CEO at SeekOut, joins to discuss how AI is redefining recruiting, roles, and the future of work.Anoop shares his journey from Stanford professor and Microsoft executive to leading one of the fastest-growing AI talent platforms in the world. He explains how AI agents are already transforming recruiting - automating 70% of repetitive tasks - while freeing humans to focus on relationships, creativity, and strategy.He also unpacks how CHROs must prepare for a future where AI and humans collaborate as equals, why recruiters will evolve into true talent advisors, and how to experiment safely with AI to stay ahead of the curve.

In this reflective episode, Anthony “AJ” Vaughan challenges leaders to reimagine how work is designed, executed, and aligned with human potential. Drawing inspiration from Dr. Benjamin Hardy's principle of “expanding the mind and condensing the timeline,” AJ explores how organizations can stretch their strategic imagination—thinking in $100M possibilities instead of $10M habits—while restructuring the systems, people, and emotional infrastructure needed to make it real.He breaks down how leaders can:Redeploy capital, talent, and capability with empathy and precisionRedesign operating systems to serve both business goals and human fulfillmentAlign financial ambition with cultural and emotional ROICreate new pathways for scale through honest self-assessment and workforce reinventionThis is not just a talk about growth—it's a challenge to every CEO, CHRO, and COO to rebuild their organization around truth, timing, and human alignment.

In this lively episode of The ASHHRA Podcast, hosts Luke Carignan and Bo Brabo welcome Michelle Nicholl, CHRO in Las Vegas, NV. With a diverse career spanning call centers, hospitality, banking, and 15 years in healthcare, Michelle shares her unscripted journey—from building and dismantling an HR department during an FDIC closure to tackling talent shortages in Vegas' competitive market. Amid casino perks and nursing gaps, she discusses innovative strategies for recruitment, retention, and employee well-being.Key takeaways for healthcare HR leaders:Talent Competition in Vegas: Battle hospitality giants with flexible benefits like pet insurance and tuition assistance; leverage internal mobility and education partnerships to fill gaps.Nursing Shortages: Address 30-40 open RN roles with targeted sourcing, traveler conversions, and residency programs—focus on retention to combat burnout.Employee Engagement: Implement rounding, "lunch and learns," and DEI initiatives; prioritize mental health and work-life balance to boost morale.AI & Tech in HR: Use AI for efficiency (e.g., chatbots, screening) but maintain human touch; explore tools like Workday for streamlined operations.Diverse Backgrounds: Bring non-healthcare experience for fresh perspectives—adapt hospitality's customer service focus to patient care.Personal Touch: Foster trust through visibility and empathy; celebrate wins with events and perks to build a supportive culture.A must-listen for HR navigating competitive landscapes and shortages. Michelle's real-world wisdom inspires resilience!Join ASHHRA 2026 in Savannah! Register here.From Our Sponsors...Optimize Pharmacy Benefits with RxBenefitsElevate your employee benefits while managing costs. Did you know hospital employees fill 25% more prescriptions annually than other industries? Ensure cost-effective, high-quality pharmacy plans by leveraging your hospital's own pharmacies. Discover smarter strategies with RxBenefits.Learn More here - https://rxbene.fit/3ZaurZNStreamline HR Compliance with oneBADGEhealthcareSimplify screening, credentialing, and compliance for healthcare HR. oneBADGEhealthcare from ISB Global offers a tailored solution to keep your workforce compliant and efficient. Built for healthcare leaders, it's your all-in-one compliance tool.Get Started here - https://isbglobalservices.com/onebadgeunitedstates/ashhra/ Support the show

Babcia dawniej i dziś, czyli jak zmieniło się wychowanie dzieci, kiedy z roli mamy przechodzimy do roli babci? W tym odcinku EduKOSMOSu rozmawiamy z Małgorzatą Zawiślak i Ewą Szewczyk o tym, co znaczy wspierać wnuki z czułością, ale bez nadopiekuńczości.Mówimy o samodzielności, rytuałach dnia, wspólnym gotowaniu, planie „na pięć palców” i o tym, jak być z dzieckiem naprawdę obecnym, nie przez ekran telefonu.W drugiej części pojawia się też temat ochrony wizerunku najmłodszych i kampania „Nie lajkuj ich życia. Chroń je.”To ciepła, mądra rozmowa o cierpliwości, zaufaniu i miłości, która dojrzewa razem z nami. Posłuchaj i zastanów się, jaką wartość Ty możesz przekazać swoim wnukom?Napisz co dla siebie wziąłęś, o czym ci ten odcinek przypomniał?__________________________________________

En nuestro episodio 480 conversamos con Sol Beatriz Arango, ejecutiva, líder y empresaria del consumo masivo de Latam sobre: + El verdadero poder no está en las cifras. + Cómo ejercer la “valentía gerencial”. + Abrazar la adversidad temprana. + Atreverse a incomodar con preguntas duras y decisiones impopulares. + El talento en debe estar en la agenda de la compañía. + La diversidad debe ser una exigencia. + El CEO marca la cultura corporativa. + El talento es la verdadera ventaja competitiva.

http://www.sherylkline.com/blogIn the latest Fearless Female Leadership interview, I had the privilege of speaking with Kim Thomas, Senior Vice President and Chief Human Resource Officer at OneAmerica Financial, about the power of fear and how leaning into discomfort has shaped her extraordinary leadership journey. Kim shared her personal story of growing up with instability at home, which inspired her from a very young age to take control of her future. That determination carried her through college, career uncertainty, leadership challenges, and even personal transitions such as divorce, always guided by her decision to choose courage over comfort.Kim emphasized that real growth often happens at the edge of fear, and that by saying “yes” to opportunities—even those that seem intimidating—we develop the skills and confidence needed for long-term success. She also highlighted the importance of writing out a personal and professional vision, staying grounded in values, and taking consistent quiet time to reflect and recalibrate. Her journey illustrates how facing fear not only unlocks personal breakthroughs but also creates a ripple effect of inspiration and empowerment for others.10 Key Takeaways from the Interview with Kim Thomas:0:01:37 – Childhood decision to create a different future: At age seven, Kim chose not to repeat her parents' struggles and committed herself to education and self-reliance.0:03:29 – Building resilience through discomfort: She intentionally sought out challenging environments—new programs, internships, and diverse groups—to grow and adapt.0:05:44 – Choosing faith mindset over doubt: Despite financial barriers and subtle discouragement, she refused to internalize limiting beliefs, staying focused on her long-term goals.0:09:04 – Living at the edge of fear: Kim believes growth and transformation happen when we step into fear, whether personally or professionally.0:11:14 – Courage in leadership: Initially afraid of “ruining someone's life” as a leader, she reframed fear into an opportunity to positively impact others—and discovered her passion for leadership.0:12:03 – Asking “why not?” instead of “no”: A mentor encouraged her to challenge instinctive refusals, opening doors to new experiences like hiking, zip-lining, and eventually learning to swim.0:14:33 – Ripple effect of courage: By facing her lifelong fear of swimming, Kim not only grew personally but also inspired others to learn and save lives.0:16:25 – Creating a personal and professional vision: Writing down how she wants to show up and add value keeps her intentional and aligned.0:18:24 – Saying yes with discernment: Opportunities should align with values and long-term vision—while also recognizing balance and timing matter.0:22:09 – Carving out quiet time: Even five minutes of daily reflection builds consistency, clarity, and sustainable high performance.If you're interested in being featured on the Fearless Female Leadership podcast, or you're a leader looking to gain clarity on ‘what's next', how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let's have a confidential conversation.Cheering you on always!– Sheryl

In this episode of the HR Leaders Podcast, Sam Schlimper, Managing Director at Randstad Enterprise, shares how to reimagine work and unlock human potential in the age of AI.Sam explains why transformation shouldn't start with systems or processes, but with people - their motivations, values, and sense of purpose. She discusses how AI can be a powerful catalyst for creativity and growth when designed with intention, and why the real challenge isn't technology, but rediscovering what makes work meaningful for humans.The conversation dives deep into how to redesign jobs, rethink emerging talent, and rebuild organizations around joy, curiosity, and connection - not just productivity.

Gena Smith, CHRO at LVMH North America, joined us on The Modern People Leader. We talked about how she sparked an AI transformation across 75 LVMH brands, why HR should lead AI change management, and how to reframe AI adoption as a cultural and creative advantage.---- Sponsor Links:

In this episode of the HR Leaders Podcast, we speak with Mark Lobosco, VP of Talent Solutions at LinkedIn, about the launch of LinkedIn's new Hiring Assistant and how AI is transforming recruiting. Mark reflects on his 17-year journey at LinkedIn, where he leads global client-facing teams and helps organizations hire faster and smarter. He breaks down how AI is reshaping recruiting workflows, freeing recruiters from administrative work, and helping them find hidden talent with unprecedented precision. Mark also explains how LinkedIn built the tool responsibly, with transparency and trust at the core, and shares what's next for recruiters as skills evolve faster than ever.

Welcome to Culture Over Quota — a new segment within The E1B2 Collective Podcast hosted by Anthony “AJ” Vaughan. In this series, AJ merges two worlds that rarely speak the same language: HR and Revenue. Drawing from his journey as a founder, CHRO, CRO, and builder of multiple HR tech ventures, AJ unpacks what it truly means to scale businesses without burning out people, teams, or purpose.This isn't another “hit your number” sales show — it's a raw and forward-thinking exploration of how culture, leadership, and human psychology shape every quota you chase. AJ delves into the real tensions between founders and VCs, CHROs and CROs, sellers and buyers, and reveals how companies that prioritize people over profit actually win bigger, faster, and longer.Expect candid stories, lived lessons, and deep dives into the future of HR tech, sales culture, and organizational design — all anchored in one belief:If you build culture first, the quota takes care of itself.

Patricia Frost, EVP and CHRO of Seagate, is one of the most fascinating and highest-performing CHROs we've met. Patricia has decades of experience as a US Army military leader, most recently as Director of Cyber, Electronic Warfare and Information Operations. How does her extensive military, warfare, and leadership experience pay off? As you'll hear, Patricia is a hands-on leader, ready to make decisions and challenge dogma in dozens of important ways. In many ways she exemplifies the future leadership model for all C-level leaders, especially the CHRO. Patricia shares how she is navigating the opportunities presented by AI, reshaping talent strategies, and fostering a culture of innovation. Her background as a senior military leader prepared her to build on the team available today, supporting employee mobility, agility, and HR capabilities. Notable Quotes “You go to combat with the team you have, not necessarily the team you want. You can't just hire in someone and say I want to bring you in my team and put you in close combat. Your team is your team. And you build that team. You build on their skill sets. We do a lot of upskilling in the military. It's your team. You know everyone's strengths and weaknesses.” “Middle managers are really the powerhouse of any company. And I don't know that we spend enough time on our managers, probably our frontline managers, and then the middle management. How well do they understand their teams and the skills within their teams and understand also what people are passionate about? Where would they like to go? What opportunities can be open to them?” “I am front and center. I think every CHRO needs to be front and center in the AI conversation. They need to be leading. They need to be talking about, will AI take away certain functions within HR? First, we had to take the anxiety down from our workforce. So my approach this year is leave no one behind. I am going to give everyone the opportunity. We're going to give everyone the same set of tools and training, and I will help you get there. Everyone has a choice.” Like this podcast? Rate us on Spotify or Apple or YouTube. Additional Information Secrets Of The High Performing CHRO CHRO Insights Research Report CHRO Insights Video (Youtube) Introducing Galileo for Managers, The Leadership Guru At Your Fingertips Chapters (00:00:04) - What Works: Patricia Frost on Leading Through Crisis and AI(00:00:55) - Patricia on What Works: The Military Experience(00:03:31) - Top Executives: Valuing Your Team in an AI Crisis(00:10:47) - What is HR's role in AI learning and development?(00:16:27) - CFO vs HR Professional: The Chro and CFO Relationship(00:20:56) - How to Make Enterprise IT Decisions with Galileo(00:23:58) - Top Executives: Chief Business Leader(00:25:23) - Top Chros: Patricia Frost Interview

We've entered what I call The Friction Era—a period where every organization, from the fastest-growing startup to the most entrenched enterprise, is advancing so rapidly that the internal systems meant to support growth are straining under their own ambition. Mergers, acquisitions, product expansions, tech integrations, AI disruption, competitive parity—all of it is hitting at once. And yet, none of it signals failure. Quite the opposite. It signals acceleration.But acceleration brings turbulence. And when the temperature inside an organization rises—not because things are breaking, but because the stakes are higher—you learn quickly who your real operators are. The CHRO, the CFO, and the CTO become the three anchors in the storm. They are the triad balancing the organization's emotional intelligence, financial discipline, and technological infrastructure. And if they're not in sync, the company drifts into chaos, no matter how strong the product or how brilliant the strategy.In this episode, we go behind the scenes into how these three executives navigate what most companies never talk about publicly—the fragile, high-stakes process of scaling without losing the core of what made the business great.We'll unpack:How CHROs are redefining their role from HR operator to cultural engineer—embedding trust, energy, and clarity into the revenue architecture itself, not just engagement programs.How CFOs are reframing financial discipline not as constraint, but as a creative tool to shape psychological safety, focus, and long-term decision-making velocity.How CTOs are engineering unification—breaking down redundant systems, harmonizing data, and turning technology stacks into living frameworks that guide behavior, not just performance.We'll also dive into what happens when growth gets ahead of structure: when a company's narrative outpaces its people systems, when speed starts to erode judgment, and when competing incentives fracture collaboration between sales, product, and finance. Because at that point, it's not just about “alignment”—it's about survival through sophistication.The most forward-thinking executives know that emotional discipline is operational discipline. They know that culture without commercial intent is theater—and that commercial intent without culture is chaos. So this conversation is about what it takes to build the internal architecture of a billion-dollar organization before you actually reach a billion.This is a raw, unfiltered look at the modern enterprise from the inside out. A masterclass in executive endurance, systemic awareness, and the courage to build stability inside complexity.Core Question: When your organization is in motion—growing, merging, integrating, evolving—how do you maintain the psychological precision, financial rigor, and operational unity to keep the whole thing from tearing apart at the seams?

CHROs today face a pressing mandate: how to build cultures of clarity and belonging while navigating hybrid work, rising employee expectations, and the disruptive pace of AI. The risk of drifting into transactional cultures is real, yet so is the opportunity to shape organizations where culture drives performance and technology enables growth. The question for CHROs is, how do you create alignment while preparing your workforce for what's next? In this episode, Paulo Pisano, EVP and CHRO at Booking Holdings—and the leader shaping the Future of Work for 24,000 employees—shares how culture and AI intersect to redefine leadership. He explains why culture is ultimately about how people get things done, why clarity is the cornerstone of inclusion, and what it means to bring your “whole professional self” to work. Paulo also addresses polarizing topics at work, the trade-offs of remote versus office culture, and how employee sentiment, trust in leadership, and decision effectiveness can be measured as cultural indicators. Finally, he offers a forward-looking view on how generative and agentic AI—through both HR applications and customer-facing tools—are accelerating productivity and experimentation, and what this means for reskilling and the future role of HR in shaping culture.   ________________ 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/

In this episode, Michael Sloan, CHRO at CommonSpirit Health, discusses lessons from his new book Unlocking Talent and shares how leaders can identify overlooked strengths, build resilient cultures, and create teams that thrive through challenges.

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

How can reframing your approach to talent, technology, and learning future-proof your entire organization? In this episode, Nicole Jansen sits down with Steve Cadigan—renowned talent strategist, former LinkedIn VP of Talent, and author of Workquake—to unlock what it means to truly lead in an era where work is being reinvented at lightning speed. Drawing on experience guiding LinkedIn through explosive growth, building world-class cultures, and advising the likes of Google and Harvard, Steve shares a bold blueprint for navigating AI, fostering “career security,” and turning today's workplace challenges into tomorrow's breakthrough opportunities. Steve and Nicole challenge the status quo in how leaders approach AI, talent development, and organizational design. From leveraging AI to unleash human potential (not just cut costs), to building learning-centric cultures that attract and retain top talent—even in a world of short tenures and ever-evolving skills—this is essential listening for leaders ready to thrive in the future of work. Episode Timestamps 0:00 – Career Security vs. Job Security 1:40 – The Promise & Pitfalls of AI 4:10 – Asking Better AI Questions 9:24 – Discovering Hidden Talent 10:14 – Work Trends: Change & Upskilling 13:43 – AI Case Study: Prudential's Approach 16:07 – Rethinking Retention 21:13 – Learning Over Tenure 23:46 – Companies as Learning Hubs 31:14 – Growth Through New Challenges 34:09 – Embracing Experimentation 36:14 – Adaptability & Pandemic Lessons 41:13 – The Human Side of Tech 42:00 – Action Steps for Leaders 10 Key Takeaways Career Security Beats Job Security: The modern workforce values opportunities for growth over the false promise of long-term employment. Leaders that invest in employee learning build true loyalty and adaptability. AI is More Than Automation: Most companies only use AI to cut costs or replace jobs. Its real power lies in redefining work, solving new problems, and unlocking human creativity. Ask the Right Questions: “How can we use AI to rethink our work altogether?” opens far more potential than “How do we do this same process faster?” Hidden Talent Is Everywhere: Most organizations don't know the full extent of their people's skills. AI can help surface and map internal capabilities, opening up new pathways for growth and engagement. Experimentation Over Benchmarks: There are no established playbooks for this new era. Leading organizations experiment constantly—and learn quickly from the results. Retention is Out, “Returnship” is In: Rather than focusing on keeping people forever, forward-thinking companies build relationships that welcome alumni back and track who returns and why. Hire for Learning Agility: Technical skills expire fast; the ability to learn quickly is now the most sought-after trait in hiring and promotion. Break the Boxes: Job titles and prior roles excessively limit talent. When employees' true capabilities are surfaced, internal mobility and innovation soar. The Joy of Newness: Growth, engagement, and breakthrough innovation come from giving employees new challenges—even if they stretch comfort zones (and tenures are short). Reclaiming the Human Side of Tech: Leaders should use AI and digital tools to create more meaningful, joyful work experiences—not just greater efficiency. Ready to future-proof your organization? Dive in, get inspired, and take action. Episode Resources: https://leadersoftransformation.com/podcast/business/544-unlocking-human-potential-with-ai-steve-cadigan Check out our complete library of episodes and other leadership resources here: https://leadersoftransformation.com ________