Podcasts about chro

I talk with Mark Paulek, Chief Human Resources Officer at Kyndryl, about how leaders should approach AI transformation without losing employee trust. We get into Kyndryl's People Readiness Report, the company's AIR framework for anticipating demand, inventorying skills, and redeploying talent, plus how they think about AI governance, human-in-the-loop decisions, ROI, reskilling, and why AI adoption is ultimately a people challenge before it is a technology challenge.

How does human capital create value in private equity?What does it take to be a successful HR leader in private equity?My guest on this episode is David Cohen, Partner, Human Capital at KelsoDuring our conversation David and I discuss:Why the role of the human capital partner in private equity is to unlock value through people, not to run HR for the firm itself.What is takes to be successful as a CHRO in a private equity backed company.Why human capital value creation comes down to org design, the right people in the right seats, and senior team performance.How the "bullseye" model helps identify the right senior leader for a PE-backed company.Why breadth of experience matters more than titles in your 20s and 30s.Connecting with David Cohen: Connect with David Cohen 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.

Send us Fan MailMaryjo Charbonnier is the former CHRO and Executive Advisor at Kyndryl, the world's largest provider of IT infrastructure services , with more than 70,000 employees across roughly 60 countries. When Kyndryl was spun out of IBM in 2021 as one of the largest public company spin-offs in history, Maryjo helped build its culture and people strategy from the ground up, which is why she and others have called it the world's largest startup.She has spent nearly two decades as a public company CHRO on both sides of the Atlantic, including Wolters Kluwer (traded on the Dutch exchange) and Broadridge Financial Solutions, after a formative run at PepsiCo where she led change management for Frito-Lay. She was named CHRO of the Year in the Netherlands and earned her MBA at Southern Methodist University.In this episode, Maryjo draws on a career spent leading messy transformations and building a 70,000-person workforce to argue that as AI automates tasks and chunks of jobs, the work that defines a career is moving from what you know to how you judge, lead, and decide, and most organizations are not teaching for it yet.In this conversation, we discuss:Why Maryjo “seeks the heat” in messy transformations and what she learned leading HR through turnarounds, spin‑offs, and large‑scale change.How Kyndryl defined the “Kyndryl way” with six core behaviors and uses culture as an operating plan in the world's largest startup.Why HR must focus on which skills are rare and most valuable, and how Kyndryl's Make Yourself Discoverable campaign turned skills into a strategic asset.How AI-powered career profiles, skills-based redeployment, and role-specific AI curricula were intentionally designed to show Kyndryls that AI is an asset to their career, not a threat to it.Why Maryjo believes HR has three roles in AI, including reshaping commercial work and building an AI governance council that balances speed with risk.How leadership “ORE” (organizational design, risk management, empathy) and human skills like change management and people leadership will define careers in an AI‑enabled workplaceResources:Subscribe to the AI & The Future of Work NewsletterConnect with Maryjo on LinkedInAI fun fact articleOn How Rory O'Driscoll Explains Success Modes for AI Companies and Three Essential Startup StrategiesEpisode with Keith Sonderling, then an EEOC Commissioner and now the U.S. Deputy Secretary of Labor

In dieser Folge der SAATKORN CHRO-Talk Serie spreche ich mit Giordana Sperling-Doppstadt, Vorständin sowie Chief People & Corporate Services Officer bei Duisport – dem Betreiber des größten Binnenhafens der Welt. Nach Stationen in Beratung, Transformation und HR bei RWE wechselte Giordana nach Duisburg und verantwortet heute die People-Strategie in einem Umfeld mit rund 60 % Blue-Collar-Mitarbeitenden.

Sarnjit believes great organisations are built on cultures that genuinely care. At Cox Automotive, she shares how psychological safety, active listening and continuous feedback create environments where people can thrive. For Sarnjit, HR isn't simply responsible for culture – every interaction is an opportunity to shape it.  As AI changes the way work gets done, Sarnjit sees technology as a tool to enhance, not replace, human judgement. Drawing on examples from Cox Automotive, she explains why HR leaders must stay deeply connected to the business they support, understanding how work really happens so people strategy creates lasting commercial value.  Growing up with immigrant parents, inclusion has always been personal to Sarnjit. She reflects on how her Sikh heritage has shaped her leadership, and shares Cox Automotive's work to embed inclusion across the organisation, for example to increase female representation. Throughout the conversation, one idea comes through consistently: stay curious, keep learning, and never stop looking beyond your own role. How HR Leaders Change the World Live! 11th November 2026 – London Book your Early Bird ticket now! 150 of the best HR leaders in one room! Join the annual gathering of bold, forward-thinking HR leaders who believe people strategy shapes the future of business - and the world beyond. ·      Hear stories from pioneering CHROs, be part of hands-on workshops and work with a community of peers who get it; you'll leave with actions, as well as inspiration.  ·      Expectr real conversations on building cultures that perform under pressure, rethinking productivity in the age of AI, and designing organisations that are genuinely human. ·     This year's sessions include The Agility Lab: Reimagining High-Performance Culture through Experimentation, and speakers include CPOs from easyJet, Edelman, Havas, Ferring Pharmaceuticals, Lloyds of London and PepsiCo Europe. Plus, this year's grande finale keyonte is the extraordinary Livia Firth! Her session titled: Stop Eating at Your Desk, and Other Stories to Fall in Love with Change, will bring an inspiring and very human lens to transformation. And who's not talking about transformation right now?! Here's what attendees have said on previous years: ·     "Game changing ideas on how we shape the future of work" Dannii Portsmouth, CPO, PepsiCo Europe ·      "Brim full of ideas and inspiration" Emma Norton, People Policy & Risk, Bupa ·      "Absolutely inspired is how I feel!"  Natalia Wallenberg, CHRO, Ahold Delhaize And as always, every penny of profit empowers vulnerable children to be safe, loved and learning, so your ticket is creating positive change from the go! Places are limited, the early bird closes 17th July It's energising. It's practical. And it's a reminder that HR holds extraordinary influence. If you care about the future of work, and the role you play in shaping it, this is your room. You can book your Early Bird here: https://www.upliftingpeople.com/pages/how-hr-leaders-change-the-world-live-2026 See you there!    

La mayoría de las decisiones que tomas hoy ya están tomadas antes de que fueras consciente de ellas. Creemos que somos completamente libres y que todo depende de nuestra voluntad. Pero la neurociencia cuenta una historia mucho más compleja y mucho más interesante. En el cuarto episodio de Código Humano, exploramos el comportamiento humano y si realmente elegimos libremente o nuestro cerebro decide antes que nosotros. En este episodio exploramos: + Por qué muchas decisiones ocurren antes de que seas consciente de ellas. + Qué significa realmente tener agencia. + Cómo funciona el piloto automático del cerebro. + La diferencia entre reaccionar y responder. + Cómo romper patrones de liderazgo que repetimos sin darnos cuenta. + Por qué una pausa puede transformar una conversación difícil. _____________________________________________________________________

Sunaina Lobo, Chief People Officer at Omnissa, joined us on The Modern People Leader. We talked about why the HR-IT partnership is becoming critical in the AI era, how Omnissa is approaching AI transformation with a small but mighty team, and what it takes to build an AI-first culture while maintaining trust and engagement.----  Sponsor Links:

Was macht eine Organisation wirklich gesund – ein gutes Benefit-Programm oder die Art, wie geführt wird? In dieser Folge des LEITWOLF® Podcasts spricht Stefan mit Johannes Füß, Leadership- und HR-Experte bei EGYM Wellpass und Host des Level Up HR Podcasts. Gemeinsam gehen sie der Frage nach, warum Gesundheit, Energie und Leistungsfähigkeit längst keine reinen HR-Themen mehr sind, sondern zentrale Führungsaufgaben. Johannes teilt seine Perspektive darauf, warum Unternehmen nicht automatisch gesund werden, nur weil sie ihren Mitarbeitenden gute Angebote machen. Entscheidend sind Führungskräfte, die zuhören, Verantwortung ernst nehmen und eine Kultur schaffen, in der Menschen sich wohlfühlen, wachsen und Leistung bringen können. Es geht um psychologische Sicherheit, gesunde Strukturen, die Rolle von CEO, CFO und CHRO – und um die unbequeme Wahrheit, dass HR stärker in Wirkung, Daten und Wertbeitrag denken muss, wenn es wirklich auf Augenhöhe mitgestalten will. Außerdem sprechen Stefan und Johannes über KI in HR und Leadership, über Growth Mindset, persönliche Weiterentwicklung und die Frage, warum gute Führung oft nicht mit Dominanz beginnt, sondern mit Zuhören, Klarheit und Vertrauen. Ein ehrliches Gespräch über gesunde Organisationen, wirksame HR-Arbeit und Führung, die Menschen nicht krank macht – sondern stärker. ––– // LINKEDIN Johannes: https://www.linkedin.com/in/johannes-füß/ Hier gehts zu Johannes Podcast: https://open.spotify.com/show/4EO1u3Vu7q7HZVHx0o68rO?si=78086281710b4b69 (Teil 2 erst heißt am 28.07.2026) ––– Welche 2 Fehler Transformationen scheitern lassen – und wie HR Transformationen zum Erfolg führt. Kostenlose Anmeldung zum Webinar am 09.07 um 17:00 Uhr: https://stefan-homeister-leadership.com/hr-erfolgreiche-transformation Nimm gerne an dieser anonymen Umfrage teil, damit wir diesen Podcast für Dich optimieren können: https://forms.gle/WTqCeutVXV2PsjBH9 Gefällt Dir dieser LEITWOLF® Leadership Podcast? Dann abonniere den Podcast und beurteile ihn bitte mit einer Sternebewertung und Rezension bei iTunes und/oder Spotify. Das hilft uns, diesen LEITWOLF® Podcast weiter zu verbessern und sichtbarer zu machen. ––– Buche Dir JETZT Deinen Zugang zur LEITWOLF® Academy: https://stefan-homeister-leadership.com/link/leitwolf-academy Möchtest Du konkrete Tipps oder Unterstützung, wie gutes Führen in Deinem Unternehmen definiert und umgesetzt werden kann, dann schreibe Stefan eine Mail an: contact@homeister-leadership.com ODER Vereinbare hier direkt ein kostenloses Beratungsgespräch mit Stefan: https://stefan-homeister-leadership.com/link/calendly // LINKEDIN: https://stefan-homeister-leadership.com/link/linkedin // WEBSITE: https://stefan-homeister-leadership.com ® 2017 STEFAN HOMEISTER LEITWOLF® ALL RIGHTS RESERVED ____ LEITWOLF Podcast, Leadership, Führung, Management, Stefan Homeister, Podcast, Business Leadership, Erfolgreich führen, Unternehmensführung, Führungskompetenz, Leadership Development, Teammanagement, Leadership Skills, Selbstführung, Leadership Coaching, Leadership Training, Karriereentwicklung, Führungspersönlichkeit, Erfolgsstrategien, Unternehmenskultur, Motivation und Leadership, Leadership-Tipps, Leadership Insights, Change Management, Visionäre Führung, Leadership Interviews, Erfolgreiche Manager, Unternehmer-Tipps, Leadership-Best Practices, Leadership-Perspektiven, Business-Coaching

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A certified coach and yoga teacher, Carmen brings a deeply human lens to people leadership at Crowell & Moring, a global law firm. Carmen shares how her work is addressing significant mental health risks in the legal profession, providing examples such as Unplug Time: 40 paid timecoded hours for employees to fully disconnect and reset. Carmen sees AI as something that should amplify humanity, not replace it. Fresh from the SHRM (Society for Human Resource Management) conference in the US, attended by 26,000 HR professionals, Carmen reflects on three emerging themes: building trust and safety to experiment with AI, ensuring responsible and ethical AI use, and the rise of trust as a measurable business priority.  An immigrant from Venezuela, belonging is a defining thread in Carmen's leadership, expressed through initiatives such as STEP, the Staff Talent Empowerment Programme, which pairs high-potential business professionals with sponsorship and development opportunities to help unlock careers that might otherwise go unseen. For Carmen, the focus is always on preserving the humanity in how people work and lead, making space for vulnerability, empathy, dignity and connection, and allowing people to show up as they are, without masking or armour.  How HR Leaders Change the World Live! 11th November 2026 – London Book your early bird ticket now! Join the annual gathering of bold, forward-thinking HR leaders who believe people strategy can shape the future of business - and the world beyond. Bringing together Chief People Officers and HR decision-makers, the conference features powerful keynote speakers, candid conversations and practical insights from leaders who are proving that commercial performance and positive impact go hand in hand. This isn't theory. It's real-world leadership stories, from organisations embedding sustainability into people strategy to those designing human-centred culture in the age of AI.  Building on the success of the How HR Leaders Change the World podcast, the conference inspires every HR Professional to see themselves as an HR Changemaker, equipped with ideas, confidence and community to lead differently. It's energising. It's practical. And it's a reminder that HR holds extraordinary influence. If you care about the future of work, and the role you play in shaping it, this is your room. Early Bird Ticket: How HR Leaders Change the World - Live! 2026     Are you looking for your next great read that inspires you and helps your work?   Our book of the month for June is Rebel Ideas: The Power of Diverse Thinking, by Matthew Syed. We're all navigating more complexity than ever right now. AI, shifting workplace expectations, doing more with less, and still making work feel human.  Rebel Ideas by Matthew Syed provides a resource for how. His argument: the teams who solve the hardest problems aren't the ones full of the best individual thinkers, they're the ones who think differently from each other. A brilliant book on why diversity of thought helps us solve complex problems. Head to UpliftingPeople.com to grab your copy, and we hope you enjoy this month's Uplifting Book.  

Most problems in the workplace likely boil down to issues with communication, whether it's an employee misunderstanding instructions or a supervisor's feedback not landing in the right way. These inconsistencies in communication are what often lead to legal risk.   Your communication style is both how you prefer to receive information and how you deliver it. By understanding how we and how our colleagues or clients communicate, we can better achieve our ultimate goals. In this episode, Prinz partner Katie Rinkus was joined by Rachel Platt, founder and CEO of PLATTinum Consulting, to explore a few of the key types of communication styles and the greater impacts they have on company culture.  Tune in to hear Katie and Rachel talk about:  Potential strengths and weaknesses of each specific communication style The difference between being nice versus being kind and how each shows up in leaders How Rachel helps her clients identify their communication style Why avoiding difficult conversations does a workplace more harm than good How understanding communication styles can be useful outside of the office The benefits of investing in understanding your employees Organizations that communicate better often in turn have better cultures. If you want your company to be remembered as a great place to work, or you're simply interested in identifying your personal communication style, the tools in this episode will help you find the best way to move forward.     About Rachel Platt  Rachel is a sought-after HR strategist and consultant with over 20 years of experience helping organizations navigate complex people challenges. A former CHRO and VP of Experience, Rachel is known for her pragmatic approach to aligning business and people's strategies. She works mostly at the people strategy level, and PLATTinum Consulting offers CHRO advisory services, leadership development, organizational design, performance management, recruiting strategy, and more on a project or a fractional basis.    Stay Connected and Learn More  Connect with Rachel on LinkedIn  Check out PLATTinum Consulting  Katie Rinkus  The Prinz Law Firm

CHROs have more responsibility than ever but less structural power than the role requires. In Part 2 of The CHRO Paradox series, Stacie explores the "C-suite gap"—the disconnect between where the CHRO sits and where real decisions are made. Drawing on data from The Conference Board, the Harvard Law School Forum on Corporate Governance, Protiviti, and the Josh Bersin Company, this episode maps the four derailers keeping the authority gap open, illustrates what success looks like when organizations close it, and provides five concrete moves for HR leaders operating inside the gap right now. Stacie For more episodes, visit StacieBaird.com.

For many leaders, retirement isn't about leaving work. It's about leaving behind an identity.After decades of building careers, leading teams, and carrying enormous responsibility, the biggest question isn't "What's next?" It's "Who am I without the title?"In this episode of foHRsight, Naomi Titleman Colla sits down with Zabeen Hirji, former Chief Human Resources Officer at RBC, to explore what she calls the Purposeful Third Act—a new way of thinking about life after executive leadership.Together, they unpack the emotional transition that comes with stepping away from a long career, why purpose is something we rediscover rather than reinvent, and how organizations are missing an opportunity to better engage experienced leaders. They also discuss the growing importance of intergenerational workplaces, lifelong learning, and why judgment, wisdom, and human connection will become even more valuable in the age of AI.Whether retirement feels years away or is already on the horizon, this conversation is a thoughtful reminder that your greatest contribution may not be behind you—it may simply take a different shape.About Our GuestZabeen Hirji is a founder, retirement disruptor, executive advisor, and board director. She served as CHRO at Royal Bank of Canada and is now the driving force behind the Purposeful Third Act movement, which helps senior leaders navigate life and work after corporate careers with intention and impact.

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Björn Axelsson, EVP and CHRO at Sandvik, to unpack how one of Sweden's largest industrial technology companies is changing the way people think about mining, manufacturing, AI, sustainability, and future talent.Björn explains why mining is one of the most misunderstood industries in the talent market. Many people still picture it as old-fashioned, unsafe, or disconnected from the future, when in reality Sandvik has been working with autonomous vehicles, connected fleets, electrified equipment, digital mining, software, and AI-powered solutions for years.Most importantly, Björn shares how Sandvik is building a future-ready workforce by investing in STEM talent, early careers, mining academies, global mobility, employee-led storytelling, AI adoption, and local communities, all while helping customers access the minerals needed for the green transition.

No lectures, no powerpoint presentations, at How HR Leaders Change the World – Live! you'll find honest discussion and plenty of participation on the realities facing HR leaders today. On HR's opportunity to drive positive change for business, people and planet.  Tickets have just gone live, and in this special episode to launch our brilliant early bird offer, we're bringing you highlights from 3 of this year's CHRO speakers, all alumni of this show, sharing examples of their leadership: Elly Tomlins, Chief People Officer at easyJet, Nathan Adams, Chief People Officer at Lloyd's of London and Dannii Portsmouth, Chief People Officer at PepsiCo EMEA – a taster for what's to come – your opportunity to be in the room, learning from and with, some of the world's most pioneering CHROs. We also hear from Stacey Kingshott, Global Senior HR Director at World Wide Technology, who's been attending for many years, indeed has already secured her Early Bird ticket, on why this conference is so special and what she takes away to help her in her own work. Plus – introducing our grande finale, this year's keynote is the incredible Livia Firth – a first mover driving sustainability in the fashion industry – you might be recalling photos in the press at glamorous awards, of her creation, The Green Carpet. Her session, Stop Eating at Your Desk, and Other Stories to Fall in Love with Change, will bring an inspiring and very human lens to transformation. This is the conference where nobody is on their phones - because nobody wants to miss a thing. 11th November 2026, London Get your Early Bird Ticket today and save £100; spaces are limited and it's a sellout conference! Click here to secure your place: Early Bird Ticket: How HR Leaders Change the World - Live! 2026 The Early Bird is only open until 17th July – so don't delay! Are you looking for your next great read that inspires you and helps your work?   Our book of the month for June is Rebel Ideas: The Power of Diverse Thinking, by Matthew Syed. We're all navigating more complexity than ever right now. AI, shifting workplace expectations, doing more with less, and still making work feel human.  Rebel Ideas by Matthew Syed provides a resource for how. His argument: the teams who solve the hardest problems aren't the ones full of the best individual thinkers, they're the ones who think differently from each other. A brilliant book on why diversity of thought helps us solve complex problems. Head to UpliftingPeople.com to grab your copy, and we hope you enjoy this month's Uplifting Book.  

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Arun Serikar, VP, HR Technology, Digital Platforms & AI Innovation, Corp Functions at Schneider Electric, to unpack what it really takes to simplify HR technology, scale AI, and build a better employee experience across a global enterprise.Arun shares how Schneider Electric went from 545 HR applications to 303, reducing tech debt, breaking regional silos, and building stronger governance around the tools, data, and platforms used across the business. He explains why employees are not looking for the “best system”, they are looking for fewer systems that actually work together.Most importantly, Arun breaks down how Schneider Electric is using AI to move HR from a back-office function to an intelligence layer for the enterprise, from internal chatbots and ticket reduction, to performance review AI assistance, agentic workflows, and a future where employees can complete tasks without jumping between systems.

In this episode of the IDEAS+LEADERS Podcast, I'm joined by Angela Finlay, Chief Human Capital Strategist, former CHRO, educator, and author of Skill Stacking: Taking Ownership of Your Career in Changing Times.As organizations embrace AI and the pace of change accelerates, careers are becoming less linear and more dynamic. Angela shares why relying on a single expertise is no longer enough and how intentionally combining complementary skills can create new opportunities, increase resilience, and help professionals stay relevant throughout their careers.In this episode, we discuss:• Why traditional ideas of job security are rapidly changing• What skill stacking is and how it creates a unique competitive advantage• Why career pivots don't have to mean starting from scratch• The leadership mindset required to thrive in uncertainty• How AI is reshaping hiring, talent development, and the future of work• Why curiosity, continuous learning, and adaptability are becoming essential leadership capabilities• Practical advice for professionals who want to future-proof their careers and take ownership of their growthTune in for an insightful conversation on career resilience, leadership development, and building the skills that will matter most in the years ahead.Connect with Angela here: Angela Blum-Finlay | LinkedIn Thank you for joining me on this episode of IDEAS+LEADERS. If you enjoyed this episode, please share, subscribe and review so that more people can enjoy the podcast on Apple https://apple.co/3fKv9IH or Spotify https://sptfy.com/Nrtq.

In this episode of the HR Leaders Podcast, we sit down with Dr. Marcus Collins, Best-Selling Author, Keynote Speaker and Professor at University of Michigan - Stephen M. Ross School of Business, to unpack why culture is the most powerful force shaping human behavior, inside and outside organizations.Marcus explains why most companies misunderstand culture by reducing it to slogans, rituals, values, or “how we do things around here.” In reality, culture starts with how people think, what they believe, how they make meaning, and what behaviors those shared beliefs produce.Most importantly, he reveals why the future of work will not be won by technology alone. It will be won by organizations that understand the culture of work, align the front stage and backstage of the business, and build environments where people are truly connected to the beliefs, behaviors, and conviction behind the work.

In this special Enter The Vault episode of ‪@thehrldpodcast, we unlock the HR L&D vault, a curated collection of the most powerful insights, lessons, and truths shared by the brightest minds shaping the future of work.You'll hear game-changing perspectives on trust-based leadership, skills-based hiring, imposter syndrome, fear in the workplace, building high-trust cultures, HR as a strategic function, and what it truly takes to move from command and control to trust and inspire.From practical advice on rebuilding lost trust and professionalising HR, to deeply human lessons on vulnerability, failure, calmness under pressure, and original thinking, this episode captures the mindset shifts that separate reactive HR from truly transformational people leadership.If you're an HR professional, CHRO, L&D leader, talent strategist, people manager, or founder navigating culture change, leadership development, and the evolving world of work, this episode is packed with timeless insights you can apply immediately.Subscribe for more conversations redefining HR, leadership, and the future of work.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/23e7b153e7Enjoyed this? Check out our sister podcast ‪@thepayrollpodcast for more great content!Timestamps:(00:00) Introduction: Welcome to the HR L&D Vault(00:48) Everyone Is Making It Up: Imposter Syndrome at Every Level(03:53) The One Quality Every Great Leader Has: Calm Is Strength(07:08)Take More Risks: The Career Advice You Needed Earlier(08:28) Skills-Based Hiring and Walking Away from CVs(10:11) Why You Should Hire an HR Leader Sooner Than You Think(14:36) Trust Can Be Lost But It Can Be Rebuilt Through Behaviour(17:19) Trust and Inspire: The Leadership Model for the Modern World(21:50) Inspiration Is the New Engagement Frontier(31:06) How Fear Is Silently Sabotaging Your Leadership(34:06) Failure Is Not the Opposite of Success, It Is Part of It

Ócáid bhailiúcháin airgid á heagrú ar mhaithe le Croílíne Chois Fharraige.

Welcome to Work in Progress with Chris and Keyanna, your weekly workplace news hit, but with less corporate waffle, more real talk, and the occasional “wait… are we allowed to say that?” moment.All in under 10 minutes.No jargon. No doom-mongering. No pretending everything is fine when clearly… it is not.

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Kelly Costanza, Chief People Officer at CAVA, to unpack how one of the fastest-growing restaurant brands is turning culture, hospitality, and frontline careers into a real business advantage.Kelly shares why culture cannot just be a word on a wall. At CAVA, culture is operationalized through values, competencies, recognition, career pathways, frontline listening, stock grants, mental health benefits, and leadership rituals that make the employee experience feel just as intentional as the guest experience.Most importantly, Kelly explains how CAVA is building a place where people can have a career, not just a job, from hourly team members growing into general managers, to leaders staying connected to the restaurants through shoulder-to-shoulder service, town halls, and practical feedback from the frontline.

AI can write website copy that outperforms 80% of what is online today. You just have to teach it who it is writing for. In this episode of Intended Consequences, Conversion Sciences founder Brian Massey shows you how to use AI to generate website copy that actually converts. The secret is not a better prompt. It is writing for the four ways people make buying decisions. You will learn the Modes of Research framework, first published in "Waiting for Your Cat to Bark," and how to map it onto Myers-Briggs types so any language model speaks your language. Then you will watch live rewrites that turn flat, jargon-filled copy into messaging built for Competitive, Methodical, Spontaneous, and Humanist visitors. By the end you can build your own AI messaging agent in ChatGPT, Claude, or Gemini and let it do the rewriting for you. WHAT YOU WILL LEARN Why most B2B copy sounds the same and caps your conversion rate The four research modes and the buyer behind each one How to use Myers-Briggs as a shared vocabulary with any AI The simple prompt that teaches your chatbot to rewrite by mode How to generate personas straight from a URL How to A/B test copy that is finally different enough to win How to build a reusable AI messaging agent for your brand CHAPTERS 00:00 Why AI copy beats 80% of website copy 01:30 Styrofoam copy and the conversion ceiling 02:40 How our own biases sabotage copywriting 04:10 ICPs and the four-persona problem 05:40 Corner cases: copy big enough to A/B test 06:00 The 4 Modes of Research framework 06:50 Competitive and Methodical buyers 08:00 Spontaneous and Humanist buyers 09:30 Placing copy on the page by buyer mode 10:30 Why language models beat humans at this 11:20 Myers-Briggs as a shared language with AI 14:00 The simple prompt to train your chatbot 15:00 Generating personas from a URL (Calm.com) 17:40 Rewriting copy for each mode, live 24:00 B2B example: HR services, CHRO vs CFO 29:50 Laying out multiple voices on one page 31:00 Q&A: getting your team to trust AI copy 33:20 Building your own AI messaging agent 38:00 What is next: ad and landing page alignment 38:50 Q&A: CTAs, ad frequency, and brand salience RESOURCES Messaging skills and full prompts: https://conversion.science/msg-skills Conversion Sciences: https://conversionsciences.com Book: "Waiting for Your Cat to Bark" by Bryan and Jeffrey Eisenberg: https://conversci.com/catbark Roy H. Williams and the Wizard Academy: https://www.wizardacademy.org Subscribe for more on conversion optimization, AI, and the experiments behind what actually works. #AICopywriting #ConversionOptimization #CRO

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

Susan Podlogar spent decades as one of HR's most respected leaders - including nearly a decade as CHRO of MetLife - and she did it after taking five years away from her career to raise her kids. In this episode, she shares what that break taught her, why she still carries guilt from the years she didn't show up the way she wanted to, and why she believes parental leave is one of the most strategically important things a company can get right.Connect with us on LinkedIn: Parentaly | Allison Whalen | Jenna VassalloLearn more about our parental leave programs: How We Help | Contact UsKeep in touch with Parentaly: Podcast newsletter | Monthly newsletter

In this episode of the HR Leaders Podcast, we sit down with Anju Choudhary, Chief People Officer at Xoxoday, to unpack why burnout is not just a wellbeing problem, but a work design and change design problem.Anju explains why organizations often treat burnout as an individual resilience issue, when the real problem is often the way teams are overloaded with unclear priorities, constant change, weak manager support, and poor recognition systems. She shares why leaders need to stop rewarding unsustainable hustle and start designing cultures where people can perform, grow, and recover without burning out.Most importantly, Anju breaks down the practical ways HR leaders can reduce burnout, build trust, and create healthier performance cultures, from clearer feedback and better change management, to manager enablement, recognition, AI coaching, team playbooks, and reward strategies that actually connect to the lived employee experience.

How can you translate the skills that come easiest to you may into career opportunities?In this episode of Women Leaders on the Move, host Natalie Benamou welcomes Angela Finlay, is a CHRO, Columbia University Professor, and Author of Skill Stacking: Taking Ownership of Your Career in Changing Times.Angela brings a fresh perspective on career ownership and why the skills women use every day are often the same skills that create new opportunities. She shares how to recognize your strengths, build new capabilities, and connect your experience in ways that support your next move.Natalie and Angela talk about AI, portfolio careers, reinvention, and the power of skill stacking in a changing world of work.This conversation will help you see your experience as an advantage and take a more intentional step toward what's next.Keep shining your light bright. The world needs you.About Our GuestAngela Finlay is a Chief Human Capital Strategist, CHRO and educator who helps organizations and professionals rethink what it means to build a successful career in today's ever-changing workplace.LinkedIn https://windwardhcm.com/ stackingyourcareer.comHerCsuite® is a leadership network where women build what's next. Our members land board roles, grow businesses, lead the AI conversation, and live their best portfolio career with our programs. Join us at HerCsuite.com, or connect with host Natalie Benamou on LinkedIn.

What if the reason the world's biggest companies keep failing at AI has nothing to do with the AI itself?Siobhan Savage is the co-founder and CEO of Reejig, the Work Operating System helping the most complex organizations on earth move work to worker in the age of AI. She works with Fortune 500 companies across banking, pharmaceutical, and retail, and she is building a billion-dollar company on a single conviction:opportunity belongs to the builder, not the platform.━━━━━━━━━━━━━━━━━━━━━━HER STORYOne of twelve children. Canadian born, Irish raised, 15 years in Sydney, now in New York. She built her career in workforce strategy on multi billion dollar projects, obsessing over one question: how do you move work to the right worker and make a business run at high velocity?She never imagined agents would become a form of worker. Now that future is arriving, and the Fortune 500 calls her to make sense of it.━━━━━━━━━━━━━━━━━━━━━━WHAT THIS EPISODE EXPOSESIn this episode of Truth Works, Jessica Neal and co-host Jeff Markowitz sit down with Siobhan to reveal what is really happening inside enterprise AI.Most large companies have turned AI into transformation theatre: 12 month programs, enormous consulting bills, prompt training that changes nothing, and tools that get switched on then quietly switched off when the ROI never shows up.The problem is not the technology. It is that almost no one has actually looked at how the work runs.Reejig spent $40 million mapping how work actually works, building a view of tasks, subtasks, and skills before large language models were even real. That map is why Siobhan can walk into a company and understand 80% of its work without touching a single system.She also draws a hard line on responsibility. Being Bold AND Responsible is not a slogan for her, and she refuses to design a world where two iPads interview each other in a boardroom.Then it gets personal: raising "baby builders," the mom guilt of 16 hour days, and the human skills she believes will matter most in the careers of the future.━━━━━━━━━━━━━━━━━━━━━━TOPICS COVEREDTHE BACKSTORY→ One of twelve children, Canadian born, Irish raised, 15 years in Sydney→ Starting out in workforce strategy and the obsession with moving work to worker→ Recruiting as the ultimate training ground for resilience and connectionTHE ENTERPRISE AI REALITY→ The real reason enterprise AI is failing, and why it is not the AI→ Transformation theatre: long programs, consulting bills, prompt training that changes nothing→ Why tools get switched on then switched off when the ROI never appears→ Making invisible work visible without plugging into emails or calendars→ How Reejig spent $40 million mapping work before large language models were real→ Understanding 80% of a company's work without touching a single systemVALUE OVER COST→ The shift from cutting cost to unlocking value and growing margin→ How an invoice that took five hours can be reduced to 45 minutes→ Why your job is made of tasks, and how AI quietly removes parts of them→ Emerging and declining skills, and the danger of "jobs of the future" courses→ Stealth change management and the iPhone upgrade approach to adoptionTHE BIGGER QUESTIONS→ What it means to be Bold AND Responsible when jobs are on the line→ The leaders harvesting people out of jobs while paying consultants millions→ How the CHRO role is about to fundamentally change→ Managing a workforce of both humans and agents→ The handcrafted human experience making a comeback, even at AI companiesTHE PERSONAL SIDE→ Raising "baby builders" and teaching kids to use AI early→ Why human to human skills become more valuable, not less→ Mom guilt, 16 hour days, and choosing to build→ Why opportunity belongs to the builder, Jane in accounts, not just the PhDs━━━━━━━━━━━━━━━━━━━━━━This is a conversation for anyone trying to understand what work becomes next, whether you lead a Fortune 500 company or you are figuring out your own place in the AI era.━━━━━━━━━━━━━━━━━━━━━━Guest: Siobhan Savage, co-founder and CEO of ReejigHosts: Jessica Neal and Jeff Markowitz

In this episode of the HR Leaders Podcast, we sit down with Allwyn Dsilva, VP HR & Global Head of L&D, Future of Work & Business HR at Tata Communications, to unpack why the future of learning must be built around business outcomes, skills, internal mobility, and AI-enabled career growth.Allwyn shares how Tata Communications moved beyond disconnected learning platforms and traditional course libraries to build a more connected ecosystem, linking skills, career aspirations, hiring, learning, coaching conversations, and AI-powered recommendations into one joined-up employee experience.Most importantly, he explains why learning teams must stop leading with the beauty of their programs and start proving behavior change, business impact, and real outcomes. From AI literacy and dark network operations to internal hiring, AI interview practice, and skills-based career pathways, this episode shows what it looks like when L&D becomes a true business engine.

What if the conversations your team isn't having are costing you more than the ones it is?  In this episode of the Balancing Act podcast, Andy speaks with Gustavo Razzetti — culture change instigator, CEO of Fearless Culture, and bestselling author of Remote, Not Distant, Stretch for Change, and his new book Forward Talk: The Bold New Method For Getting Teams Unstuck.  Gustavo introduces the concept of conversational debt — the compound cost of the conversations teams avoid — and unpacks the three destructive patterns that keep teams trapped: avoidance, blame, and groupthink. He explains why the corporate obsession with psychological safety has become a bandage for deeper issues, and why getting unstuck isn't about better meetings — it's about better conversations.  Tune in to episode 248 to hear Gustavo's rocket-booster moment about a CEO who chose to trust his team before taking the client's side, two mentorship moments — one for the CHRO investing in change capabilities, one for the CEO who just wants his teams to "get along" — and his closing reflection on the pointlessness paradox that quietly drains team performance.    Connect with Gustavo's work here: https://gustavorazzetti.com/ https://www.amazon.com/Forward-Talk-Method-Getting-Unstuck/dp/1646872479

Jean-Luc Fleurial, CHRO of a global pharma company, shares how to become a more effective CHRO and build a purposeful, performance-driven culture. Hosted on Acast. See acast.com/privacy for more information.

In this episode of the HR Leaders Podcast, we sit down with Khadija Ben Hammada, Member of the Executive Board and Chief People Officer at Merck Group, to unpack how HR can lead through AI transformation without losing the human heart of the organization.Khadija shares why leaders cannot run global organizations from an ivory tower, and why being close to employees on the ground creates the trust, safety, and pride people need to speak up. She explains how field visits, human connection, and a strong sense of global community help Merck stay united across regions, even as the world outside becomes more fragmented.Most importantly, she breaks down how Merck is building AI capability across the business, from AI literacy for everyone, to leader upskilling, internal AI tools, hackathons, flagship use cases, and HR agents that can improve employee experience at scale. Through it all, Khadija is clear: AI should take tasks, not humanity, and HR must stay at the intersection of business, technology, and empathy.

What if your greatest career advantage isn't your job title—but the unique combination of skills you've built throughout your life?In this episode of The H.I.T. Podcast, Toby Kennedy sits down with Angela Blum-Finlay, senior HR executive, author, and "CHRO on demand," to discuss her book Skill Stacking and why career success is often built at the intersection of seemingly unrelated experiences.Angela explains how professionals frequently underestimate the value they've gained from volunteer work, side projects, parenting, leadership roles, and everyday problem-solving.What You'll LearnWhat Skill Stacking is and why it mattersWhy your value comes from a combination of experiences—not just expertiseThe STACK Framework:Supportive SkillsTactical SkillsAdaptive SkillsComplimentary SkillsKnowledge-Seeking SkillsHow to identify hidden strengths you've developed over timeWhy many people struggle to articulate their true valueHow AI can help uncover skills buried within your work and life experiences Whether you're a student, professional, leader, or someone considering a career change, this conversation offers practical tools to better understand and communicate what makes you uniquely valuable.

Most organizations treat AI adoption as a technology rollout. However, the ones gaining traction treat it as a leadership and culture challenge. In this episode of #shifthappens, Monica French, USA SMB Director at Microsoft, shares what she's hearing directly from small business leaders navigating AI — and why the human side of adoption is where most initiatives either accelerate or stall. Monica draws on frontline conversations with SMB founders, MSP partners, and her own career pivoting from traditional banking to fintech to explain why experiential learning outperforms passive training, why the chief human resource officer (CHRO) belongs at the AI table alongside the chief technology officer (CTO), and how lightweight governance can coexist with early experimentation. She also unpacks the gap between executive ambition and employee readiness — and what leaders can do to close it.

In this episode of our On The Road series, we sit down with Amy Coleman, Executive Vice President, Chief People Officer at Microsoft, to explore how leaders can scale AI transformation without losing the human connection at the center of work.Amy reflects on stepping into the Chief People Officer role at Microsoft, the humility of becoming a beginner again, and why leaders do not need to pretend they have all the answers in moments of uncertainty. What matters is being honest, learning fast, and bringing people with you.Her message is clear: AI and humans cannot be separated. As work changes, HR leaders have to help people understand what is shifting, what still matters, and how AI can unlock more creativity, curiosity, innovation, and human potential.

How can the power of the pause make you an even more effective HR leader?Why do HR leaders need to have a point of view and the courage to share it?My guest on this episode is Michael Fraccaro, Former CPO at Mastercard, Senior Advisor at Egon ZehnderDuring our conversation Michael and I discuss the following: Why your credibility as a CHRO is built on your understanding of the business, not HRHow the power of the pause transforms decision qualityWhy culture is a leadership behavior, not a program How courage, not technical knowledge is the real differentiator for HR leaders who want to move from good to greatWhy the CHRO pipeline challenge is less about technical skills and more about mindset, grit, and learning agilityConnecting with Michael: Connect with Michael on LinkedIn Episode Sponsor: Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leadersHR Leader's Blueprint - 18 pages of real-world advice from 100+ HR thought leaders. Simple, actionable, and proven strategies to advance your career.Succession Planning Playbook: In this focused 1-page resource, I cut through the noise to give you the vital elements that define what “great” succession planning looks like.

In this episode of our On The Road series, we sit down with Laura Mattimore and Lucia Suarez from Procter & Gamble to explore how one of the world's most iconic companies is redesigning talent for the AI era.Laura leads global talent across P&G's enterprise talent systems, including hiring, learning, leadership development, workforce planning, and talent strategy. Lucia leads talent development, talent management, analytics, insights, employee experience, and transformation within that broader talent agenda.Their message is clear: AI is not just a technology shift. It is a work, culture, skills, and employee experience shift. For P&G, the opportunity is not to replace the human, but to build around human plus AI, with HR playing a central role in redesigning how work gets done.

In this episode of our On The Road series, we sit down with Kalifa Oliver, Ph.D. Senior Director of Technology - People Analytics at Lowe's Companies, Inc. to explore why HR needs to stop chasing AI tools and start solving the right business problems.Kalifa now sits in technology, not HR, leading teams across engineering, product, analytics, and people data. That gives her a very different view of what HR transformation actually requires.Her message is clear: AI is not magic. It will only be useful if HR asks better questions, understands the problem it is trying to solve, and stops adding technology on top of broken or unnecessary work.

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

Send us Fan MailWhat happens when a company decides HR experience doesn't actually matter?In this episode of Jaded HR, Warren and CeeCee dive headfirst into the frustrating reality of how many organizations still view HR as little more than paperwork, party planning, and administrative busywork.The conversation starts with a real-world story that'll make HR professionals cringe: a small company passes over an internal employee with an HR degree for an HR opening… and hires a former school teacher with zero HR experience instead. Why? Because leadership viewed the role as “mostly administrative.” Warren and CeeCee unpack the deeper issue behind decisions like this — the ongoing devaluation of HR expertise and the dangerous assumption that “anyone can do HR.”From there, things spiral beautifully into discussions about: companies replacing CHROs with “Chiefs of Staff”  why succession planning can backfire when nobody retires  retaining ambitious employees in small organizations  the emotional toll of career stagnation  why great employees eventually outgrow some companies  Walmart's latest accommodation lawsuit disaster  and SHRM's absolutely wild 2026 conference pricing The SHRM rant alone is worth the listen. Warren and CeeCee break down the jaw-dropping cost of attending the national conference, debate whether modern HR professionals still need organizations like SHRM, and question whether niche experts and social media creators are replacing traditional HR associations entirely.There's also: Costco vs. Sam's Club suburban warfare  forklift certification anxiety  Pokémon Go bonding moments  pool season HOA drama  thunderstorms as sleep therapy  and enough cynical HR commentary to power an entire leadership retreat. If you've ever wondered whether companies truly understand the value of HR — this episode answers that question loudly and painfully.Topics Covered HR leadership  CHRO trends  HR career growth  succession planning  employee retention  SHRM conference 2026  HR certifications  workplace accommodations  Walmart lawsuit  HR burnout  talent development  organizational culture  HR professional development  cynical HR stories  Human Resources podcast Support the showWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a  best practice * Give us feedbackOur Link Tree below has links to our social media sites,  Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhrFollow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/

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

Most performance problems aren't about effort. They're about unclear expectations. When employees don't know exactly what they're responsible for, how much authority they actually have, or what happens when they hit it out of the park (or don't), the whole system breaks down. In this episode, you'll learn: Why trust and communication breakdowns are the real root cause of most organizational chaos, and how the Three-Legged Stool framework helps diagnose which leg is missing The two authority-blocking archetypes leaders fall into (the micromanager and the cowboy) and how both end up leaving employees without the space to grow or succeed A simple self-reflection exercise you can use this week to evaluate how you're setting expectations and recognizing your team Timestamps 00:02 Intro: What HR Mixtape is all about 00:16 Caroline's background and what she helps leaders solve 01:04 How 'people chaos' shows up in organizations: trust, communication, and the data trail it leaves behind 02:27 The Three-Legged Stool explained: responsibility, authority, and consequences 03:24 Which leg is missing most often, and why consequences get neglected 07:00 Why consequence clarity, both positive and negative, is the foundation of real accountability 11:20 Authority blockers in action: Shari's story about draft work, iteration, and the peek behind the curtain 12:42 The two authority-blocker archetypes: the micromanager and the authority cowboy 17:11 Why leadership development stays in the CHRO top five every year, and what's at stake if we don't fix it 20:56 One quick win this week: a self-reflection exercise for all three legs of the stool Guest: Caroline Quiett is the Principal of Quiett Consulting, LLC, where she helps leaders solve performance issues by building clear accountability structures, defined roles, and practical leadership systems. Drawing on deep curiosity about people and a genuine passion for untangling organizational complexity, Caroline developed the Three-Legged Stool framework to help leaders think more clearly about responsibility, authority, and consequences. She works with organizations of all sizes to restore trust, improve communication, and create environments where both people and performance can thrive. Brought to you by Paylocity. Paylocity is the fasted growing unified platform for HR, Finance, and IT. Paylocity brings your people, processes, and data together in one place so HR leaders can spend less time managing systems and more time doing the work that actually moves their organizations forward. Learn more at paylocity.com Keywords: accountability, performance management, leadership development, three-legged stool, responsibility, authority, consequences, people management, HR strategy, organizational culture, trust, communication, manager training, employee recognition

In this episode of our On The Road series, we sit down with KeyAnna Schmiedl, Chief Human Experience Officer at Workhuman, to explore how organizations can identify future leaders before they are already in the obvious succession pipeline.KeyAnna shares how Workhuman's Future Leaders technology is helping companies spot the people giving off strong leadership signals across the business, including those who may not be visible through traditional talent reviews, manager nominations, or proximity to senior leaders.Her message is clear: the best future leaders are not always the most obvious names in the room. If HR can use better signals to see talent earlier, organizations can retain, develop, and invest in people before they walk out the door.

In this episode of our On The Road series, we sit down with Jennifer Reimert, SVP, Consulting Practice at Workhuman, to explore how organizations can make recognition reach the people who are often hardest to reach: frontline and deskless workers.Jennifer spent 20 years as an HR practitioner and total rewards leader before joining Workhuman. She was also a Workhuman customer back when the company was Globoforce, using recognition to help bring two merged companies together when culture, identity, and belonging were under real pressure.Her message is clear: recognition cannot only work for people at a desk. If most of the work that defines your culture happens on the floor, in the field, in hospitals, in plants, in stores, or across customer sites, then recognition has to meet people where they actually work.

In this episode of Season 2 of The Language Question ~ Ceist na Teangan, host Finghin Mac Cárthaigh (Flor McCarthy) sits down with Molly Nic Céile, Irish language teacher, content creator, author, and founder of Gaeilge i mo Chroí / Irish in my Heart: A Guide to Loving and Living the Irish Language.Together, they explore how learning Irish (Gaeilge) can go far beyond grammar and vocabulary, opening powerful pathways into identity, heritage, and belonging.Thanks for your interest in The Language Question ~ Ceist na Teangan! Subscribe for free to receive priority notification on future episodes and to access valuable Irish language learning resources.Throughout the conversation, they reflect on the emotional power of Irish — from family connections and memory to the deep cultural meanings embedded within words.Molly shares her personal journey from learning Irish in an English-medium school in Donegal to building a global Irish-language community online through YouTube, Instagram, teaching, writing, and podcasting. Through her work, she is helping thousands of learners rediscover Irish not as a school subject, but as a living language connected to joy, creativity, identity, and community.This episode reminds us that Irish is not simply something to learn — it is something to experience, feel, and live.This Episode Celebrates:* The role of storytelling and media in learning Irish* The importance of conversation and community in language revival* The emotional connection between language, identity, and heritage* Breaking perfectionism and fear around speaking Irish* Making Irish accessible through creativity, technology, and modern mediaIf you've ever felt disconnected from Irish — or unsure where to begin — this episode will inspire you to start again.Thanks for reading The Language Question ~ Ceist na Teangan! Subscribe for free to receive priority notification on future episodes and to receive valuable resources.Podcast NotesRediscovering Irish Beyond the ClassroomMolly reflects on her experience learning Irish through the Irish education system and how, despite enjoying the language at school, she still left feeling unable to truly speak it conversationally.She and Finghin discuss the limitations of exam-focused language teaching, particularly the emphasis on rote learning and artificial oral exam structures, and how this can disconnect learners from the living reality of the language.The conversation highlights an important truth: many people already carry more Irish than they realise — they simply need confidence, encouragement, and opportunities to use it naturally.Building an Irish Language Community OnlineAfter studying media production, Molly began creating Irish-language content online in 2019 through her YouTube channel Gaeilge i mo chroí.What began as simple videos teaching basic phrases gradually grew into a global online Irish-language community. Molly speaks about the surprise and excitement of hearing from learners around the world — from Ireland to Australia to the United States — all reconnecting with Gaeilge online.Through YouTube, Instagram, podcasts, and conversation circles, Molly discovered that Irish could become part of everyday life outside traditional educational structures.Today, her work helps thousands of learners around the world build confidence speaking Irish through accessible, encouraging, and community-driven learning.Thanks for reading The Language Question ~ Ceist na Teangan! Subscribe for free to receive priority notification on future episodes and to receive valuable resources.Gaeilge i mo Chroí: Irish in the HeartMolly discusses the inspiration behind her award-winning book Gaeilge i mo Chroí: Your Guide to Loving and Living the Irish Language, which won Lifestyle Book of the Year at the Irish Book Awards 2024.The book explores:* The emotional relationship many Irish people have with Gaeilge* Common myths about the language* Language shame and perfectionism* The importance of bilingual learning approaches* How Irish can become a natural part of modern lifeThroughout the episode, Molly speaks passionately about creating spaces where learners feel safe to use whatever Irish they have — even imperfectly.As she explains, Irish does not belong only to fluent speakers or classrooms. It belongs to everyone who wishes to reconnect with it.Buy Gaeilge i mo Chroí / Irish in my HeartIrish, Identity and BelongingOne of the strongest themes throughout the conversation is the emotional and cultural significance of the Irish language.Molly reflects on discovering that her own great-grandfather was a native Irish speaker from Mayo, and how close the language still remains within living memory for many Irish families.She speaks about the growing visibility of Irish in modern culture — from online communities and podcasts to films like An Cailín Ciúin and the wider revival happening among younger generations.For Molly, learning and speaking Irish is not about perfection — it is about connection: connection to identity, to heritage, to community, and to one another.The Future of Irish: A Living LanguageMolly shares her optimism about the future of Gaeilge and the growing momentum surrounding the language, both in Ireland and internationally.Now living in New York, she describes the thriving Irish-language community there — including pop-up Gaeltachtaí, conversation groups, Irish classes, and friendships formed entirely through Gaeilge.She also discusses her work teaching Irish online and at the Irish Arts Center in Manhattan, as well as her plans for a second book exploring the Irish language from a new perspective.Her central message throughout the episode is simple but powerful:Irish survives when people use it, enjoy it, and allow it to become part of everyday life.Free Irish Learning ResourcesIf you enjoyed this episode of The Language Question ~ Ceist na Teangan and want to continue your Irish language journey:Access free Irish learning resources, stay updated on upcoming episodes, and receive exclusive content.Sign up here:Free ResourcesThe Language Question ~ Ceist na Teangan Free ResourcesYou can also follow my writing on Substack:Thanks for reading The Language Question ~ Ceist na Teangan! Subscribe for free to receive priority notification on future episodes and to receive valuable learning resources.A newsletter and community for anyone learning the Irish language as an adultSlán tamall,Finghin Mac CárthaighHost – The Language Question ~ Ceist na TeanganMore on Molly Nic CéileMolly Nic CéileMolly Nic Céile is an Irish language teacher, content creator, author, and founder of Gaeilge i mo Chroí, an online platform dedicated to helping people learn and live the Irish language in an accessible and joyful way.Originally from Letterkenny, County Donegal, Molly launched her YouTube channel in 2019 to share her love of Gaeilge through videos, conversation, storytelling, and community learning. Today, her content has reached learners all over the world.She teaches Irish online internationally and at the Irish Arts Center in Manhattan, New York. In 2024, her first book, Gaeilge i mo Chroí: Your Guide to Loving and Living the Irish Language, won Lifestyle Book of the Year at the Irish Book Awards.Molly is currently writing her second book while continuing to create spaces where people can reconnect with Irish through conversation, creativity, and community.Learn more:WebsiteYouTubeInstagram This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit finghinmac.substack.com

This week on Truth Works, my co-host Jeff Markowitz and I sit down with Judy Gilbert, the Chief People Officer of Oura, the company behind the Oura Ring.Judy is not a typical HR leader.She started her career at McKinsey, moved into executive search at Egon Zehnder, and then spent 12 years inside Google's People Operations team, helping scale the company from roughly 3,000 employees to 70,000.Along the way she ran learning and development, ran performance management, and served as head of HR for both YouTube and Google's moonshot factory, Google X.After Google, she became Chief People Officer at the biomanufacturing company Zymergen, where she helped build the team, took the company public, and then navigated its sale and wind-down.She tried to retire. It didn't last. The pull of being on a team trying to do hard things brought her to Oura.In this episode, we get into the difference between HR as an order-taker and HR as a genuine strategic partner, and why so many chief people officers get "organ rejected" within a year of joining.We talk about the danger of arriving with a fixed playbook, the chemistry that has to exist between a founder and their people leader, and why the job is really about being the one person willing to tell the emperor he has no clothes.Judy also shares the exact questions she asks before taking any role, how she pressure-tested Oura's CEO Tom Hale by sparring with him over compensation philosophy, and why a company's soul has to already exist before anyone can help it grow.In this conversation, we discuss:- The "I don't want to know" fear that stops people tracking their health- Whoop vs Oura, and how much data is actually useful- Why strategic HR is a competitive advantage most companies waste- The three questions Judy asks before joining any company- Why chief people officer turnover is so brutally high- The "toolkit" mistake that gets HR leaders fired- Being the person who has to tell the CEO he has no clothes- Glass balls vs rubber balls, and what to drop when you're building- How to protect a company's soul while running a hard business- Why clear cultures keep people and confused ones lose them- Why every CHRO is now the company's AI strategistThis is a candid look at the work behind the work, from someone who has built the people function at three very different companies and seen what separates the ones that scale from the ones that stall.If this conversation changed how you think about culture, leadership, or the people who quietly hold a company together, share it with someone who needs to hear it.Full episode of Truth Works with Judy Gilbert out now.

If your organization isn't obsessed with how fast your people can learn, you're already falling behind in the race to "out-learn" the competition. In this episode, I'm joined by Susan LaMonica, the Chief Human Resource Officer at Citizens Financial Group—a super-regional bank with $226 billion in assets and 18,000 employees.  We explore how they are driving a massive workforce transformation to build a team that is ready for the future of work. We dive deep into their journey of becoming a skills-based organization and how they use a "skills taxonomy" and an internal talent marketplace to support mobility and career development. Susan also explains their "measured approach" to AI governance within a heavily regulated industry, including the role of their Generative AI Council. We unpack their "Reimagine the Bank" initiative, where they are rethinking 47 different business processes to drive value and effectiveness. From launching internal "gigs" to tracking productivity metrics like customer NPS and employee sentiment, this conversation is a strategic guide for any leader looking to blend high-tech tools with a human-centered culture. Watch the full video on YouTube ---------- Start your day with the world's top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠⁠https://greatleadership.substack.com/ Quick heads-up: my new book, The 8 Laws of Employee Experience, is a practical playbook for building an environment where people do their best work—order a copy here: https://bit.ly/8exlaws

In this episode of our On The Road series, we sit down with Ken Wechsler, SPHR, CCP, VP, Total Rewards at Akamai Technologies, to explore how AI is changing the conversation around rewards, recognition, performance, and the future of work.As a total rewards leader, Ken is now facing questions that would have seemed unlikely just a few years ago: What is our AI strategy? What outcomes are we trying to drive? How will AI change productivity, performance, and how people are rewarded?His message is clear: AI skills alone should not automatically mean higher pay. The real question is whether AI helps people deliver better outcomes, raise performance, create more value, and help the business move forward.

In this episode of the HR Leaders Podcast On The Road, we sit down with Eric Mosley, Founder and CEO at Workhuman to explore how recognition data, AI, and human insight are changing the way organizations identify their future leaders.Eric shares how Workhuman's new Future Leaders capability uses recognition data, performance data, and AI to identify the people most likely to rise into senior leadership roles years before they are officially promoted.And this is where it gets really interesting.Eric says the strongest signals are not coming from a traditional succession planning form. They are coming from the language people use about each other, the recognition moments that describe how work actually gets done, and the patterns that emerge across billions of human interactions.

A massive wave of retirements known as "Peak 65" is creating a serious crisis for organizations as decades of institutional knowledge begin to walk out the door. This shift in workforce demographics means we must act now to secure our talent pipeline before these experts leave for good. In this episode, CHRO Robin Benoit shares how she and her team at FM are tackling this challenge at its core. We explore their unique mentorship program called AKA (Accelerating Knowledge Advancement), which pulls experts away from their day jobs to help newer employees reach senior-level career growth years ahead of schedule. Robin explains the balance between AI optimization and human interaction, highlighting the danger of using technology to automate entry-level work in a way that "kills off" the learning process for future leaders. We discuss building a "career lattice" for internal mobility and why we need transparent retirement conversations to ensure experienced workers don't block promotion paths while we still benefit from their wisdom through reverse mentorship. This episode is essential for CHROs who want to use succession planning and employee engagement to thrive in the future of work. Watch the full video on YouTube ---------- Start your day with the world's top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠⁠https://greatleadership.substack.com/ Quick heads-up: my new book, The 8 Laws of Employee Experience, is a practical playbook for building an environment where people do their best work—order a copy here: 8EXlaws.com