Podcasts about chros

The gap between claiming to be strategic and actually operating strategically has real consequences, and nowhere are they clearer than at the top of HR. CHRO turnover is unusually high at the moment, and it also spikes sharply in the first year under a new CEO. A change at the top usually brings a new thesis about what the business needs, and what the CEO needs from HR shifts with it. Many CHROs find themselves running a system built for the previous mandate, and by the time the gap becomes visible, trust has already eroded. The problem is structural rather than personal, which means it can be fixed. So what separates the HR leaders who thrive in the role from those who don't? My guest this week is Jackson O. Lynch, founder of Talent Sherpa and a former CHRO who works with CEOs, CHROs, and boards on connecting talent systems to business strategy. In our conversation, Jackson shares why mandate misalignment drives so much churn at the top of HR, what operating at the top level means in practice, and why AI is making the redesign of work urgent. In the interview, we discuss: Why is CHRO turnover so high? Mandate misalignment and the conversation that rarely happens What does strategic HR look like in practice? Systems for transformation versus systems for stability Looking at business strategy through the talent lens Business logic versus compliance logic in the C-suite The trust issue Why AI is forcing a rethink of how work is designed Can HR take this opportunity for reinvention, and what does the future look like? https://www.linkedin.com/in/jxnlynch/ Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

I talk with Lindsay Crawley-Herbert, Chief People and Transformation Officer at SCAN, about why AI transformation is really a people and workforce challenge. We get into why SCAN moved AI, data, and analytics under HR, how they built their internal GPT called SCAN X, how they manage AI costs and governance in a regulated healthcare environment, and why the goal is not replacing people but helping employees become "superhuman" with AI.

In this solo episode, Andy Storch shares the top 10 lessons he has gathered on AI transformation over the last several months, drawing from podcast interviews, private one-on-one conversations, industry conferences, and the virtual roundtables he has been hosting with L&D leaders. The picture that emerges is consistent: the technology is rarely the hard part. What determines whether an AI rollout succeeds is training, time, psychological safety, and whether anyone bothered to address the very human fears sitting underneath the initiative.Andy walks through why employees are simultaneously hungry for AI content and lost about how to apply it, why the tools budget and the training budget are so wildly out of balance, and how one company took adoption from 45 percent to 97 percent by naming the fear out loud. He covers the two distinct fears holding people back, why the traditional instinct to teach fundamentals first may be backwards, the growing risk of outsourcing critical thinking, and a cautionary pilot story where five weeks of rollout produced ten minutes of total usage.In This Episode, You'll Hear:Why employees can be in a feeding frenzy for AI content and still be completely lostWhy people need a Sherpa, not just a mountain to climbThe three Ts of adoption: training, time, and tools, and why most companies deliver only oneHow the tools budget and training budget got so out of balance, and the 70/30 split that explains itWhy psychological safety is the real adoption lever, not a nice to haveThe second fear nobody names: that using AI feels like cheatingWhy we might be teaching AI backwards, and the case for building before learning fundamentalsThe death of critical thinking, and one leader's refreshingly low tech fixWhy the technology curve is outpacing the people curve, and what that means for L&DHow to meet resistance where it actually lives, sometimes outside of work entirelyThe AI pilot that got 10 minutes of total usage in five weeks, and the three mistakes behind itWhy employees are three times more ready than leaders believe, and why only 21 percent of CHROs are in the room earlyEpisodes Mentioned:Christa Hill on AI adoption and the messy middleAlex Zubko on the three Ts and why availability isn't adoptionAntonia Bowler on AI adoption at ExclaimerJulie Stone on AI enabled learning at TTECJoshua Remerowski on measuring impact and the death of critical thinkingWork With Andy:Andy runs hands-on AI Kickstarter workshops for teams who need to move past fear and into real usage, getting people actually using the tools during the session so they experience the aha moment for themselves. He also delivers a keynote on career ownership in the AI world for audiences who need to understand what all of this means for their own careers.Reach out at andy@andystorch.com or visit andystorch.com.About The Talent Development Hot Seat:Hosted by Andy Storch, this podcast connects talent development professionals with insights, ideas, and inspiration to grow their careers and their organizations. With over 600 episodes published since 2018, the Hot Seat is your resource for what's next in L&D.

What is your top leadership challenge? A recent informal study gathered data from 23,000 HR professionals, and they identified difficult conversations and feedback as their top leadership challenge. Today's guest walks us through each of the 5 C's of difficult conversations. Join us to learn how to ready your mindset for difficult conversations so you can thrive as a coach and leader!Maren Perry is the founder and CEO of Arden Coaching, a B2B leadership development firm she started in New York in 2007, when coaching was a largely unknown field. Today, Arden is a national firm of 40-plus Professional and Master Certified Coaches serving CHROs, VPs of HR, and directors of leadership and development at mid-market organizations across engineering, construction, finance, healthcare, and tech. Some of their clients include Kaiser Permanente, Microsoft, Mars/Wrigley, ZipRecruiter, BetMGM, and JLL. With a background in cognitive science and thousands of coaching hours at the senior executive level, Maren and her team specialize in developing technically brilliant people into leaders who build high-performing teams.Show Highlights:Maren's journey to clarity about the real problem in having difficult conversations for HR professionalsThe truth: People are desperate for feedback. (and it's kind to offer feedback!)The 5 C's to prepare for difficult conversations:Courage–Have difficult conversations, even when you are fearful about it.Clear–Clear yourself of stories (that might be true or untrue) and emotions first.Collaborative–This mindset is to “sit on the same side of the table.”Certain–Go into the conversation with clarity and certainty, not stubbornness.Curious–Curiosity is key for coaches and leaders; leave space to be wrong.Transformations in using the 5 C's frameworkA key takeaway from Maren: “Practice the 5 C's of difficult conversations. No one gets better without practicing.”Resources:Connect with Maren Perry: Website and LinkedInConnect with Meg:Explore our mentor program! Now enrolling for Fall 2026! Click here for more information!Learn more about the STaR Coach Community. We would love for you to join us!Explore past episodes and other resources at www.STaRcoachshow.com.Mentioned in this episode:Mentor ProgramIf you're working toward your ACC or PCC credential, or if it's time to recertify your ACC mentor, coaching isn't just a requirement on a checklist. It's one of the most transformative investments you can make in yourself and your coaching. I've taught or mentored over 2000 coaches, and I hear the same thing again and again. I came because I had to, and I am so glad that I did. Coaches tell me they walk away with renewed energy, deeper confidence and a community of peers who genuinely support each other. Here's what you need to know right now. Mentor coaching must span a minimum of three months, so the time to start is not when your credential is just about to expire. And if you complete your hours in 2026, you get ahead of the upcoming ICF changes, which means peace of mind along with skill development. My fall cohort is already filling up. Every group is capped at ten. It's small, personal, and powerful. If you've been waiting for the right time, this is it. So head over to Star Coach Show. That's https://starcoachshow.com/mentor/ to grab your spot or to learn more. I'd love to work with you. Now, let's get into today's show.

Durante anos, acreditamos que o futuro do trabalho seria definido pela tecnologia.Mas enquanto discutimos Inteligência Artificial, automação e novas formas de trabalho, os maiores desafios das organizações continuam sendo profundamente humanos.A confiança nas lideranças está sendo colocada à prova. O engajamento segue baixo. Profissionais relatam dificuldades crescentes para manter foco, energia e conexão com o trabalho. Ao mesmo tempo, líderes são cobrados para desenvolver pessoas, conduzir mudanças e entregar resultados em um cenário para o qual muitos não foram preparados.Neste episódio do Mereo Talks, Michele Mary, presidente da ABRH - Grande Florianópolis, participa de uma conversa provocativa sobre os paradoxos do trabalho moderno, os modelos de gestão que já não respondem às demandas atuais e as mudanças que CEOs, CHROs e lideranças precisam enfrentar para construir organizações preparadas para o que vem pela frente.

For decades, HR has been asked to administer the business.Now it's being asked to transform it.In this episode of The Business of Alignment, AJ Vaughan sits down with Enrique Rubio, Founder of Hacking HR, for one of the most important conversations shaping the future of work.They unpack why most HR organizations are still operating with mindsets built for the last century, why AI is exposing leadership gaps rather than creating them, and what separates the next generation of CHROs from those who will struggle to stay relevant. This isn't a conversation about prompts or AI tools.It's about identity.It's about business acumen.It's about finance, transformation, governance, leadership, and why HR's greatest opportunity has nothing to do with becoming better at HR.If you're a CHRO, CFO, CEO, founder, HR technology leader, or someone responsible for building organizations that will thrive over the next decade, this episode is essential listening.Why HR is facing its biggest identity shift in 100 yearsThe mindset holding thousands of HR leaders backWhy AI isn't the biggest disruption—leadership isThe future relationship between the CFO and CHROHow HR leaders earn strategic influence inside the businessWhy business literacy is becoming HR's greatest competitive advantageThe skills every executive must develop to remain relevant in the AI eraWhat separates organizations that will adapt from those that won'tThe future of work won't be built by people protecting yesterday.It will be built by leaders willing to reinvent themselves before they're forced to.https://hackinghrlab.io/about

¿Qué pesa más hoy un título universitario o las habilidades que realmente puedes demostrar? Las empresas usaron los diplomas como el principal filtro para contratar talento, pero IBM decidió hacer una pregunta diferente: ¿Y si estamos dejando por fuera a las mejores personas? En este episodio de Código Abierto analizamos cómo IBM desafió uno de los paradigmas más arraigados del mercado laboral. Lo que descubrirás en este episodio + Por qué IBM eliminó el requisito del título universitario en muchos cargos. + Qué significa contratar con un enfoque skills-first. + Cómo rediseñaron sus procesos de selección. + Qué implicaciones tiene contratar enfocándose en las habilidades de las personas. Suscríbete a Hackers del Talento si quieres más análisis reales de estrategias de talento. ______________________________________________________________________

You are not being disrupted by AI. You are being disrupted by other leaders who are using AI more than you are.In this episode, we talk directly about why CEOs, CHROs, and leaders at every level can no longer afford to wait on the sidelines during the AI era. We look at how past waves of technology — email, ERP systems, collaboration tools — already changed the way we work, and why this new wave is faster and less forgiving toward those who delay.You will walk away with a clear challenge: stop waiting for consensus, stop waiting for the perfect case study, and start building a plan for your team and your organization now. We talk about what it really means to be a responsible early adopter, why staying neutral is the riskiest choice a leader can make, and what past examples of companies that waited too long can teach us about the next 90 days.Learn more at nextgenpeople.com/what#nextgenpeople #drlepora #podcast #podcastclips #podcastcommunity #newepisode #mustlisten #podcastlife #knowledge #growthmindsetSupport the show

No es la inteligencia artificial la que te está desplazando. Son otros líderes que están usando la inteligencia artificial más que tú.En este episodio, hablamos directamente sobre por qué los CEOs, los directores de recursos humanos (CHROs) y los líderes de todos los niveles ya no pueden darse el lujo de esperar al margen durante esta era de la inteligencia artificial. Analizamos cómo las olas tecnológicas del pasado — el correo electrónico, los sistemas ERP, las herramientas de colaboración — ya cambiaron la forma en que trabajamos, y por qué esta nueva ola es más rápida y menos indulgente con quienes se demoran en adaptarse.Terminarás este episodio con un reto claro: dejar de esperar el consenso, dejar de esperar el estudio de caso perfecto, y comenzar a construir un plan para tu equipo y tu organización ahora mismo. Hablamos sobre lo que realmente significa ser un adoptador temprano responsable, por qué mantenerse neutral es la decisión más riesgosa que puede tomar un líder, y qué nos pueden enseñar los ejemplos del pasado de empresas que esperaron demasiado, de cara a los próximos 90 días.Aprende más en nextgenpeople.com/what#nextgenpeople #drlepora #podcast #podcastclips #podcastcommunity #newepisode #mustlisten #podcastlife #knowledge #growthmindsetSupport the show

#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, explains why organisations using AI in HR must build governance, ethics, and legal guardrails before regulation forces them to do so. As Ai begins to influence recruitment, shortlisting, performance reviews, promotion readiness, training needs, employee analytics, attrition prediction, and career decisions, organisations cannot treat it as a normal software implementation. Mandeep explains that AI in HR needs a formal steering mechanism, with the Ethics and Integrity Committee playing the central role in deciding what AI should be allowed to do, what it should never do, and where human accountability must remain non-negotiable. The episode discusses why HR leaders must pay attention to emerging global thinking on AI, including ILO guidance, the EU AI Act, and UNESCO's broader approach to artificial intelligence. Mandeep highlights a simple but critical risk: if organisations train, use, and depend on AI systems without proper guardrails, future employment-related AI regulation may force them to stop using systems in which they have already invested significant time, money, and organisational trust. This episode is a must-listen for Boards, CEOs, CHROs, HR Heads, Ethics Committee members, legal teams, HR technology leaders, and organisations planning to implement AI-driven HR systems.

Most CHROs have a fraud problem they didn't sign up for. Deepfakes in video interviews. Synthetic IDs at the application stage. AI-generated credentials that pass every automated screen. Only 31% of CHROs say they're confident in their ability to prevent hiring fraud, and the technology making it easier gets more sophisticated every quarter. Nik Daruwala, Vice President of Sales at Checkr, has spent 21 years in B2B technology sales, including thousands of direct conversations with HR leaders trying to protect their hiring funnels without losing speed. Checkr powers background verification for Uber, Lyft, DoorDash, and Instacart, and was the first API in the background check industry. In this episode, he covers: Why hiring fraud appears at every stage of the funnel, from the initial application through post-hire monitoring, and what a continuous identity verification strategy actually looks like in practice How CHROs should be thinking about partnering with their CISO to address a risk that's moved from the cyber stack into the talent pipeline https://thehrmixtape.com/episodes/trust-at-speed-hiring-fraud-deepfakes-and-the-identity-risks-chros-cant-ignore-with-nik-daruwala Why the speed-versus-safety trade-off in hiring is a false choice, and what good looks like when both coexist in the same program Timestamps [00:00:39] Context: this conversation was recorded live at the Checkr booth at SHRM 2026 [00:01:01] How enterprise hiring changed over 24 years: global sourcing, the normalization of remote hiring, and why the explosion of application volume made quality screening harder [00:02:50] The CHRO anxiety most people aren't talking about: making sure candidates throughout the funnel are actually who they claim to be [00:04:13] Only 31% of CHROs have confidence in their ability to prevent hiring fraud, and why the AI tools now available to candidates are changing that threat surface fast [00:04:39] The three identity threats CHROs weren't trained for: deepfakes in interviews, synthetic IDs at the application stage, and AI-generated credentials that pass automated screens [00:06:44] Why most organizations are reactive on hiring fraud, and the parallel to the early days of cybersecurity: you don't prioritize it until you have your first incident [00:08:42] Where fraud actually shows up across the hiring funnel: application, interview, background check, and continuously post-hire [00:09:41] The speed-versus-compliance trade-off is a false choice, and why the best hiring programs don't ask their teams to make it [00:13:27] Nik on what it actually means for trust to be a competitive advantage, and why that should be the north star for every hiring program [00:16:00] The two-to-three year horizon: AI automating talent sourcing and administrative tasks, continuous monitoring as table stakes, and why the hiring decision stays human Brought to You by Paylocity Paylocity is the fastest 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: hiring fraud, background checks, identity verification, deepfakes, synthetic IDs, AI-generated credentials, CHRO priorities, talent pipeline security, hiring at scale, continuous monitoring, background screening, hiring compliance, HR technology, Checkr, credential fraud, HR risk management, fraud prevention, remote hiring risk, AI in hiring, talent operations

Wenn Entscheidungen nicht halten, verliert Führung ihre Wirkung.Andreas Haffner kennt Vorstandsetagen nicht aus der Theorie. Als ehemaliger Personalvorstand bei Porsche hat er erlebt, was passiert, wenn Organisationen in Bewegung gesetzt werden und eine Richtung kurz darauf wieder infrage gestellt wird.Im Gespräch mit Johannes Füß zeigt sich, dass moderne Führung selten an zu wenig Beteiligung scheitert. Sie scheitert dort, wo Beteiligung zur Dauerschleife wird und Entscheidungen nicht mehr verbindlich in Umsetzung kommen.Andreas spricht darüber, warum psychologische Sicherheit nicht durch Harmonie entsteht, sondern durch klare Richtung. Warum Vertrauen nicht bedeutet, Führung loszulassen. Und warum HR eine zentrale Rolle spielt, wenn Organisationen entscheidungsfähiger werden sollen.Für CHROs und People-Verantwortliche entsteht daraus eine konkrete Aufgabe. Führung nicht nur an Kommunikation, Empathie oder Beteiligung zu messen, sondern auch daran, ob Entscheidungen halten und wirksam in die Organisation übersetzt werden.Dich erwarten folgende Themen:1) Warum revidierte Entscheidungen Organisationen lähmen.2) Wie Beteiligung und Verbindlichkeit zusammenwirken.3) Warum psychologische Sicherheit klare Richtung braucht.4) Wie HR Transformation aktiv in Verantwortung nimmt.5) Wann hybride Arbeit Führung statt neue Regeln braucht.___________Andreas Haffner freut sich über den Austausch zu Führung, Vertrauen und Entscheidungsfähigkeit in Organisationen.Wenn du dich angesprochen fühlst, dann melde dich bei ihm auf LinkedIn:https://www.linkedin.com/in/andreas-haffner/ ___________Über unseren Host Johannes Füß:Johannes ist Senior Vice President von EGYM Wellpass, dem Marktführer für Corporate Health Benefits. Auch wenn er eine Schwäche für Schokolade hat, ist Johannes' Bewusstsein für Gesundheit groß: Wenn der gebürtige Münchner nicht gerade dabei ist, Unternehmen dabei ist, Unternehmen dabei zu unterstützen, ihre Teams physisch und mental gesund zu halten, verbringt er seine Zeit aktiv in den Bergen - am liebsten mit seiner Familie.Melde dich bei Johannes Füß auf LinkedIn: https://www.linkedin.com/in/johannes-f%C3%BC%C3%9F/ Für weitere Perspektiven dazu, wie Führungskräfte Themen wie dieses angehen, folge der Level Up HR Community auf LinkedIn: https://www.linkedin.com/company/level-up-hr-community/ 

Anastasia Mironova is the founder of UpLevelMedTech, a leadership development and executive coaching practice focused on shaping the next generation of medtech executives. Anastasia shares her path from joining Medtronic as an MBA intern to building a career across marketing, strategy, sales, and M&A, and the pivotal moment that cemented her purpose. She breaks down the core themes she sees in leaders at every level—team effectiveness, operating with GM-level ownership, and influence without authority—and explains how “leadership by subtraction” and time inventory create the capacity for strategic impact. She also explores how music shaped her leadership through listening, pausing, and performing under pressure.    Guest links: www.uplevelmedtech.com Charity supported: Save the Children Interested in being a guest on the show or have feedback to share? Email us at theleadingdifference@velentium.com.  PRODUCTION CREDITS Host & Editor: Lindsey Dinneen Producer: Velentium Medical   EPISODE TRANSCRIPT Episode 085 - Anastasia Mironova [00:00:00] Lindsey Dinneen: Hi, I'm Lindsey and I'm talking with MedTech industry leaders on how they change lives for a better world. [00:00:09] Diane Bouis: The inventions and technologies are fascinating and so are the people who work with them. [00:00:15] Frank Jaskulke: There was a period of time where I realized, fundamentally, my job was to go hang out with really smart people that are saving lives and then do work that would help them save more lives. [00:00:28] Diane Bouis: I got into the business to save lives and it is incredibly motivating to work with people who are in that same business, saving or improving lives. [00:00:38] Duane Mancini: What better industry than where I get to wake up every day and just save people's lives. [00:00:42] Lindsey Dinneen: These are extraordinary people doing extraordinary work, and this is The Leading Difference. Hello, and welcome back to another episode of the Leading Difference podcast. I'm your host, Lindsey, and today I'm delighted to welcome as my guest, Anastasia Mironova. Anastasia is the founder of UpLevelMedTech, a leadership development and strategic advisory firm dedicated to shaping the next generation of executives in medtech. Through a blend of executive coaching, strategic advisory, and custom leadership programs, she helps senior leaders and teams elevate their influence, decision-making, and organizational impact. She is a passionate advocate for advancing women in leadership and brings two decades of lived experience navigating corporate growth, career transitions, and motherhood with authenticity and humor. Known for her relatable approach and her ability to make leadership growth feel both practical and empowering, Anastasia helps leaders show up with clarity and confidence in complex environments. When she's not coaching or facilitating programs, she loves spending time with her husband and daughter, often recharging at a beach somewhere and supporting mentoring initiatives that help women lead boldly and thrive in their careers and lives. All right. Well, welcome to the show. Thank you so much for being here today. I'm, I'm really excited to speak with you. [00:01:55] Anastasia Mironova: Thank you for having me. I'm excited also. [00:01:58] Lindsey Dinneen: Awesome. Well, if you wouldn't mind starting off by just sharing a little bit about you, who you are, your background, and what led you to medtech? [00:02:08] Anastasia Mironova: Oh my gosh. My name is Anastasia Mironova, and I'm the CEO and founder of UpLevelMedTech. We are the leadership development and executive coaching practice focused specifically on medtech, but I have not grown up around medtech at all. You probably hear that from other guests, I'm assuming, quite a bit. But I was born and raised in Kazakhstan in Central Asia, and I kind of grew up more around music and entrepreneurship and totally did not know anything about medtech. I came to US in early 2000s to do my MBA program, and one of my classmates was, at the time, working for Medtronic. And when I was finishing my MBA program, she said, "You know, we're hiring for a variety of marketing roles, including an intern, and I was thinking maybe you should apply because you have some of those skills." And I said, "Sure, I, I'm interested." And so the rest is history. I joined as an intern working for Medtronic and eventually worked my way up into product management roles and then global marketing, marketing and strategy, marketing strategy and sales, and then added M&A components to it. So loved it, and I very shortly thereafter, there was a situation that made me completely fall in love with the industry. And I would say that what I really appreciate about it the most is just how much purpose there is behind it, and that's what really connected me to it, and also just how much innovation is being brought forward because I come from a place that didn't necessarily have a lot of innovation readily available, you know, at the speed that we're producing it here. And so I, I really appreciated that, and that's how I-- that, that was my journey in medtech up until I then became a, an entrepreneur and opened up my own business. [00:03:51] Lindsey Dinneen: Awesome. Okay, well thank you for sharing. There's so much I wanna dive into, but you said you did grow up around maybe not medtech, but entrepreneurship and leadership and things like that. Do you mind sharing a little bit about that and what maybe intrigued you? Because obviously you've become not only an incredible leader yourself, but you are coaching other leaders too. [00:04:11] Anastasia Mironova: Yeah, sure. It's, it's a really good question. I grew up around my parents' little, I call it mom-and-pop loving business. That business didn't start until after the wall fell and, and, and all of that, but because the business was so tiny, everybody was involved, and I was very much spending a lot of my time around that. And my mother was my early impact on how I was shaped as a leader later on. Unbeknownst to me, I would say she was what you and I would describe a servant leader today, probably long before that term was coined somewhere in a book or in a business school. But what it really taught me was one thing, which is you're not bound to any specific functional area. You are in the business of something, whatever your business is. And so it taught me to think more broadly and to think like a business person, and I would say, again, I was very unconscious to that at the time. I was just doing a lot of things, helping out, having fun, sometimes thinking about how I absolutely don't know what I'm doing, you know? But then later on, I became more and more self-aware about the fact that how much that business thinking actually helped me to succeed later on as a leader and, and help other leaders grow. [00:05:29] Lindsey Dinneen: Yeah, and I'm curious about that aspect. So you, you said it was lovingly a mom-and-pop place, which is wonderful, and, you know, you said sort of everybody was involved, and I feel, feel like that is a very common theme. And so one of the things that I'd be curious to have your take on is something that I discovered owning my own dance studio is there were, there were a lot of moments that were really fun, right? And you, you got to kinda show up in the community, and you, you had a business, and that's, that's a fun thing to do. But, you know, on any given day, I was everything from the CEO to the janitor, and everything in between. And I think that's a wonderful thing to experience as a leader, but I'm curious as to how that experience probably shaped your own style of leadership beyond being able to observe really good leadership up close and personally. But I'm just kinda curious how that, how, how sort of having a take in all the different aspects of the business may have really helped shape you. [00:06:27] Anastasia Mironova: Yeah. It, it, it's really kind of fundamental when I think about it, 'cause my mom said exactly the same phrase that you just mentioned. She told me always, "You have to be able to get along with everyone equally and treat everyone equally with respect, whether it's a janitor or your CEO, and your ability to get along with every level of the organization is what's going to shape the success." And, and she was very much modeling that behavior. But where I feel it shaped me was that when you work in, in medtech in particular, it's very cross-functional, right? So when you work in a particular area, say I was in marketing in early, in early days, I didn't think of myself as a marketeer. And, and what that meant for me is certainly I would focus on what I needed to do and my goals and our functional area imperatives and all of that, but I always was curious about how does the rest of the business work. And so I didn't think of myself as "I'm a marketing leader." I thought of myself as "I'm a business leader." And when you remain curious in how other aspects of the business work, how it all comes together, what are the macro trends? You know, what do the customers want? How are people compensated? How does the innovation pipeline get shaped? All of those things working together helps early on to make better decisions in your own swim lane. And it kind of like, it shaped me as a leader because I felt that it helped me to make better decisions in larger context in mind. But also it helped me to relate, to relate to a lot of people in a lot of different functional areas, and not assume what their life was like and what their day-to-day was like, but be curious about it. So I would say that definitely both of those things shape how I saw business as well as people in it, if you will. [00:08:18] Lindsey Dinneen: Yeah, I love that. I love the idea of curiosity and being willing to have conversations, meet other people, learn different aspects of the business, 'cause you're absolutely right. The only thing it can do is help you better understand your lane in relation to other people's lanes. And I'm wondering if part of that was also learning how to kind of to, to speak the language of other people's areas of expertise a little bit, in the sense of you're probably going to have a little bit of a different explanation for, say an upcoming project you wanna launch, say, like a, a marketing campaign to the CFO than you would maybe an engineer. So I'm curious how you, how that ha- unraveled for you. [00:08:59] Anastasia Mironova: Oh it was quite a journey. So earlier when, when I first started in medtech, and I was probably on my second role, I had a, a tremendous boss that was very visionary and, and she believed in talent development very much. And she said to me, "You need to go and probably get even more training in influencing and influencing skills." And I was like, "Wow, I would love to do that. I love everything that has to do with human psychology, behavioral, you know, psychology." And so she actually sponsored that, and I was able to do that. And what I quickly found was that the way you position your message and the way you deliver your message and how you influence different people varies drastically. And that really helped me later on as a leader to advocate for my team. I felt like at minimum, the influencing skills and the ability to relate to different people from different walks of life, it helps you to advocate for yourself and for your own initiatives and for whatever you might be focused on. But for leadership, it definitely helped me to be heard as a leader and advocate for my own team later on. And I also felt like other leaders were telling me, "You really understand what it's like to be in our shoes," and therefore were more willing to listen to what I had to say. So it's, it's such a counterintuitive thing at times, but I do believe in this concept of it is our job to inform ourselves of our conversation partner and not the other way around. And it, it works. It's very effective. [00:10:38] Lindsey Dinneen: Yeah, that's, that is, that is incredible and such a great skill set to have and to pass along, and I really love your point about advocating for others as well, in addition to advocating for yourself. And so I know one of the things that you do brilliantly now is to help people who are potentially interested in taking that next step in their own leadership journey, whether they're interested in, you know, going from, let's say, director to VP, VP to C-suite, and things like that. So I was just wondering if you could share a little bit about how you made this successful for yourself, because you mentioned on, on your LinkedIn profile that you didn't work-- It's not like you were working crazy hours, or you were doing all the right things. And so I'd love to hear about your journey and then how you help others too, through their journeys as well. [00:11:27] Anastasia Mironova: Yeah, certainly. I'm thinking about back when most of my career happened, probably while I was very much navigating the demands of everything all at once, the demands of young family or having young family at the time, you know, parents and, and everything that we normally have on our plate. And I firmly believe that as a leader, you have to be very, very clean and clear on what your one or two things are that are super strategic in your world that only you can really do and drive, and this is your primary role. And so one of the ways I did that is I, I definitely was very, very intentional about how I spent my time, and I did a process once a month that had to do with my inventory, time inventory, believe it or not. And I would do it on the plane or, you know, on, on the ride to, to, you know, a, a seminar or something or a meeting, and it really helped me to hone in on these are the things that only I can really ensure to drive, and the rest belongs to my team so that they can shine and they can also, you know, we can be effective together. One of the things that I find the hardest is that people graduate from execution to that strategic impact, and it's hard to do that. Most of the time when I help my clients, the, the challenge is not the capability. It's not the skill set. I work with tremendously talented people. It's the capacity. It's the creation of that leadership capacity, and that takes what I call leadership by subtraction. You have to subtract something to create that space for your strategic impact, and that's what we work on often together, but that's what really truly helped me to be successful, is leadership by subtraction and inventorying it. [00:13:20] Lindsey Dinneen: Yeah. Okay, great. Well, yeah, th- that's great because I'd love to learn more about your company now how you work with people, and kind of where you find perhaps some of the, the hardest things as, as you're growing in your career and your leadership responsibilities increase. So what are, what are some of the common things that you see that don't work well as you're trying to continue to grow in your, in that way? [00:13:46] Anastasia Mironova: For me or for my clients? [00:13:48] Lindsey Dinneen: Let's talk about for your clients. [00:13:51] Anastasia Mironova: Okay. So for my clients, I would say there are definitely very common themes as I see it. It's interesting to me because when I first opened up my business, I had this theory that the kind of challenges that people maybe at an individual level will face might be drastically different from those that are faced at the executive level. And I quickly learned that the challenges are all the same. The way they show up in your day-to-day life may be different, but the challenges are all the same, and they have to do oftentimes with three things. Do you really get laser-focused on how effectively you manage your team so that you and your team can elevate? The second area that's probably by far the most common is, are you operating at that GM level? Even if you're individual contributor, are you thinking from an ownership perspective like an owner would in a business versus a particular title or a particular role in, in honing in on that business, business acumen and the one that crosses all lanes, all company sizes, I would say all teams, all functions is, is influencing skills and presence. How do you show up in a way that honors other people but helps you to move both business and people forward and you have absolutely no authority over them, right? So it's that influence without authority. These are very, very for like front of mind for a majority of the teams that I work with. And I'd say one of the ways to probably, you know, deal with that or address that is, is definitely to be very intentional about development. So it's not just here and there or, you know, as time permits, but as, as the companies become more intentional about the development, the more capacity they create. I definitely believe that our future is not, not in necessarily having high potential development, but high capacity development. [00:15:55] Lindsey Dinneen: Hmm. Yeah. [00:15:56] Anastasia Mironova: If that makes sense. [00:15:57] Lindsey Dinneen: Yeah. So how, how can we encourage companies to prioritize this? 'Cause I, I agree with you that the development all along the path is really important, and I know a lot of people take very personal ownership of that, and they do a lot of their own you know, training and things like that, and coaching. But, but what about from the perspective of a company? How can we encourage companies to be more involved and to understand the importance of the ROI associated with it, just to be frank? [00:16:27] Anastasia Mironova: Yeah. Yeah, for sure. And that's the conversation where I would say the CHROs, the people leaders, are now taking a significantly more active role in companies to allow for that conversation to take place and to have a much deeper partnership with the business leaders to be more intentional about development. And I would say what I see is that's the best practice where they partner together and say, "My needs are like this," right? "These are some of my needs on my team, and here's our solutions. And how do we bring these solutions more systematically to all levels so that we can uplevel everybody?" And companies that do do that and have these conversations, then they, they're more disciplined as well as more prioritized around that topic. And where it doesn't become that partnership conversation on the table, it's harder, certainly harder. And I'm being completely frank and candid on that. [00:17:28] Lindsey Dinneen: Yeah. Yeah, I appreciate that. Yeah. Okay, so one of the things I noticed on LinkedIn is --you have w- several wonderful things. One of them that I really enjoyed was kind of seeing your different book recommendations, so it seems like you are a very avid reader, and also you grew up in a very musical environment, yeah? That's part of your background. So I'd love if you share a little bit about those, and maybe how you think that has helped you as a leader in your career. Just h-how do those things interplay? [00:18:02] Anastasia Mironova: Oh, you, you, you run a risk of getting me into my soapbox a little bit, but mus- yeah, yeah. Music is big. So I, I went to music school for 10 years and learned to, to play piano. But I probably could write a book about the parallels between music and leadership just for fun of it at someday when I retire and have time, because learning music really taught me a lot about leadership in, in a number of ways. If you think about medtech and you think about, again, how much of it is very cross-functional, a lot of different groups have to come together, words like alignment come to mind, right, all the time. In music, it's interesting because you have to listen to yourself as you play to make sure that you self-correct. And so that listening, that ability to listen to "How am I coming off right now?" is, is really important, I think, in leadership, particularly today when everything is more about being more inclusive, right, being more diverse in how you build your team. So I would say that listening ability is huge and shaped me as a leader. And the other one is the power of pause. If you, if you don't pause when you play when you're supposed to, it's just not gonna sound the same. It's not gonna land the same. And so, like that power of pausing to allow for a better response is another huge parallel, particularly in executive levels and like how you show up. And I would say probably the other one is ability to prep. There is a lot of preparation in leadership. You can attest to that. There's a lot of prep that goes into it. But then there comes the time when you have to go and in high stakes be composed and, and read the room and, and, and get there. So lots of parallels. I could think of many more, but these are just like the top three that I would say definitely prepared me, again, when it matters, you know? 'Cause I, I think a lot of times in leadership we talk about, you know, culture and engagement, right? And trust, and those are fundamentally unbelievably important. But I oftentimes think that leadership falls apart in those high-pressure moments, right? And music prepared me to deal with that quite a bit, so. [00:20:23] Lindsey Dinneen: Yeah. Oh, I love that. So I t- I talk about this quite a bit too with s- my background is also in the arts, but on the dance side. I'm a professional ballerina, and, and one of the things that I often talk about is how, yeah, it prepares you for really high-stakes environments where you're gonna go in, and honestly, it doesn't really matter what kind of day you've had, what you, what's going on in your life. You're there to perform, so you have to learn to show up poised and in command and with confidence that may or may not actually exist. [00:20:56] Anastasia Mironova: Yes, definitely. Definitely. Yeah. Yeah, you have to compartmentalize it all. And even if you make a mistake, which is inevitably that does happen on stage when people are watching and all eyes are on you, and there, lo and behold, you tripped on a note or it didn't land quite there, and you just have to keep going. And I think that that skill is tremendous in leadership. [00:21:25] Lindsey Dinneen: Yeah, could not agree more. Okay, so you mentioned when you were first telling us a little bit about your story that there was a moment that kind of really made you fall in love with the industry or, or helped you feel fairly passionate about it, and I was just wondering, I always love learning what, what is a moment or a couple of moments that stand out to you as just affirming, "Wow, I am in the right place at the right time"? [00:21:50] Anastasia Mironova: Yeah, it's, it's a little bit of an emotional story, but I started my career in medtech in a external defibrillation category, which in simple terms, at the time, it wasn't something that was mandatory in schools, stadiums, airports, planes, you know, all these things were now are equipped with a little portable defibrillator wasn't the case. The laws haven't yet been passed, and so we were pretty early days, and we had to fight oftentimes very hard to get one of these into, say, schools. And so one of our team mem- members on the sales side did that, and later on, I met a six-year-old boy with his mom who survived sudden cardiac arrest in the school that we were able to fight and place the AED in because he collapsed with sudden cardiac arrest. And so we, we brought him to, to our company, and this little human was on stage, you know, alive because so many people carried that part, right? And I just get emotional just talking about it. That was my moment. It was really early on, and I literally just committed to it and never looked back. And I'm so happy that he was there , and then we met many more, you know, throughout the years, but that was my pivotal moment for sure. [00:23:10] Lindsey Dinneen: Oh, that's such a beautiful story. Thank you for sharing that. I, yeah, that, yeah. I can see why that would get you every time because what an amazing, what an amazing thing to get to... 'Cause, you know, you, you know you're in a good industry doing good things, but when you get to see the impact on a patient, and a little human and to top it all off, oh my gosh, that's, that's beautiful. Yeah. [00:23:34] Anastasia Mironova: Thank you. Kids, right? And, and, and I've met a few patients since then that have been positively impacted, adults, various ages. And again, it just-- it's such a reminder every time. Even when I now work with my clients and I, you know, would talk to them about whatever their challenges are and work through that, most all of them share that and tell me, " Yesterday I was reminded, you know, because I met-- I went to the hospital, and I met, you know, some, some patients." It's unbelievable. Purpose. [00:24:05] Lindsey Dinneen: Yeah, exactly. Yeah. Yeah, yeah, absolutely. Well, okay, pivoting the conversation a little bit just for fun, and based on a previous answer, now I'm, I'm wondering if this will be similar, but imagine that you were to be offered a million dollars to teach a master class on anything you want. Could be within your industry, it doesn't have to be. What would you choose to teach? [00:24:28] Anastasia Mironova: I would choose, I would choose to teach two things. One would be how to not fall apart under pressure, for sure. I would teach that in a heartbeat because I feel like there's just so much to it, and it's fun. It's actually fun. It's very, very learnable, and contrary to people's belief, anybody can learn that. So I would totally teach that. And I would teach it, believe it or not, how to tailor your message. The marketeer in me is still very much alive. I would teach about you can take this one thing that you really need to deliver and deliver it 16 different ways, and this is the one or two ways that it's going to get it landed, whether it's your investor pitch, your initiatives, your budget, your people, whatever you need. There's so much power in that, in tailoring it to the audience, and I have fun doing that, so I would probably teach those two things. [00:25:27] Lindsey Dinneen: I love that. That's awesome. Okay, and then how do you wish to be remembered after you leave this world? [00:25:33] Anastasia Mironova: That's a weighty question. Probably in two ways. For me, my most important values are my family, if you haven't guessed that already. So I would want to be remembered that I've spent a lot of really good special moments with my daughter and with my family because I feel like that's, that's what matters at the end of the day. And I would like for all the people whose lives I touch today and throughout my career leave with feeling more clarity, lighter, and just more uplifted after talking to me, and so that I leave them better off than when we started because that's, that's the legacy I want to create. I do believe both leadership as well as our personal life are comprised of those hundreds of very small moments, and that's how I would like to be remembered probably. [00:26:26] Lindsey Dinneen: Yes, I, I love that. I-- that's a beautiful legacy, yeah. All right, and then final question: What is one thing that makes you smile every time you see or think about it? [00:26:40] Anastasia Mironova: My daughter's paintings, hands down. So I have a, an artist in the house, which I, I'm not artistically inclined from, from, from a painting perspective. Music, right, not painting. And she paints a lot, and so every time I see something being created, whether it's silly or serious, whatever she- her, her mood is at, it just makes me smile. So it's my, it's my instant instant smile of the day. [00:27:04] Lindsey Dinneen: Oh, I love that. Yes, I, I love art in general, and very much share the same, you know, idea that there's so much that you can take from what you learn from the discipline of, of being in the arts to where you go in the future. But anyway, that's so much fun to hear, so thank you for sharing. And just in general, thank you so much for being here today. I really appreciate it. We are so honored to be making a donation on your behalf as a thank you for your time today to Save the Children, which works to end the cycle of poverty by ensuring communities have the resources to provide children with a healthy, educational, and safe environment. So thank you so much for choosing that charity to support. I, I loved hearing your stories and your advice, and I appreciate how you're helping the next generation of leaders to succeed. This is such an important industry, and we want people to be successful, so thank you for the work you're doing to change lives for a better world. [00:28:05] Anastasia Mironova: Oh, thank you, Linds. Thank you for having me. I am really honored. You bring such wonderful guests always, that I look forward to your next episodes as well. Thank you very much for having me. I had so much fun talking to you. [00:28:16] Lindsey Dinneen: Awesome. Good. Well, thank you, and until next time. [00:28:20] Dan Purvis: The Leading Difference is brought to you by Velentium Medical. Velentium Medical is a full service CDMO, serving medtech clients worldwide to securely design, manufacture, and test class two and class three medical devices. Velentium Medical's four units include research and development-- pairing electronic and mechanical design, embedded firmware, mobile app development, and cloud systems with the human factor studies and systems engineering necessary to streamline medical device regulatory approval; contract manufacturing-- building medical products at the prototype, clinical, and commercial levels in the US, as well as in low cost regions in 1345 certified and FDA registered Class VII clean rooms; cybersecurity-- generating the 12 cybersecurity design artifacts required for FDA submission; and automated test systems, assuring that every device produced is exactly the same as the device that was approved. Visit VelentiumMedical.com to explore how we can work together to change lives for a better world.

What happens when AI moves beyond writing emails and summarizing meetings and starts influencing who gets hired, promoted, and paid? In this episode of Tech Talks Daily, I speak with David Lloyd, Chief AI Officer at Dayforce, about why HR is becoming one of the highest-stakes environments for artificial intelligence and how companies can introduce AI while protecting employee data, maintaining human accountability, and preparing for growing regulatory scrutiny. HR systems contain some of the most sensitive information companies hold, from salaries and performance records to benefits and personal data. At the same time, AI is increasingly being introduced across recruitment, workforce management, compensation, performance, and employee experience. David explains why this combination creates enormous opportunities but also places greater responsibility on employers to understand how AI systems operate and how decisions are made. A major theme throughout our conversation is the role of AI governance. David challenges the assumption that governance slows innovation, arguing that the right processes can help companies evaluate AI ideas quickly while reducing the risk of introducing systems that lack appropriate data, transparency, or regulatory safeguards. Dayforce recently achieved ISO/IEC 42001 certification for AI management systems and NIST AI Risk Management Framework attestation. David explains what independent validation means in practice and why companies evaluating AI vendors should ask for evidence of how systems are governed, tested, monitored, and audited. We also discuss the principle of "AI by choice." David argues that CIOs and HR leaders should never discover that a new AI capability has suddenly been activated across hundreds of employees without their knowledge. Companies need visibility into where AI is being used, what data employees can provide to models, and whether customer information is being used to train external AI systems. The conversation examines AI literacy and why HR leaders need to become comfortable with the technology themselves before guiding employees through changes to jobs and working practices. Employees are already experimenting with AI, sometimes through personal tools outside approved company systems. Rather than ignoring this behavior, David explains why companies should provide safe environments where people can learn while establishing clear rules around sensitive data. Human accountability remains central as AI takes on more responsibility. David discusses why people using AI should remain accountable for its outputs and why human oversight matters when technology influences decisions involving recruitment, compensation, performance, and careers. For CEOs, CHROs, CIOs, HR technology leaders, and anyone responsible for enterprise AI, this conversation provides practical guidance on responsible AI adoption, employee data, AI bias, model monitoring, regulatory compliance, vendor selection, and building AI governance that can stand up to scrutiny. The lesson is that governance does not have to be a brake on AI adoption. Done well, it can give companies the structure and confidence to move faster, make better decisions about where AI belongs, and continue using the technology when regulators, employees, customers, and boards start asking harder questions. https://www.dayforce.com/ https://www.linkedin.com/company/dayforce/ https://www.linkedin.com/in/dtlloyd/

In this episode of The Learning & Development Podcast, David James is joined by Tracie Cantu to discuss her book Running L&D Like a Business. Tracie shares the L&D leadership experience that shaped her perspective and what compelled her to write the book. They explore what it truly means to run L&D like a business and why this mindset is so often missing, before diving into the Learning Operations Business Model and its four core components, and the three buckets of the Learning Operations Blueprint. Tracie unpacks the important distinction between the "customer" and the "consumer" of learning, explains what good governance looks like without it becoming bureaucracy, and makes the case for prioritising people and process before technology. Tracie also shares her advocacy for a go-to-market strategy for internal learning initiatives and closes with practical advice for listeners on where and how to begin applying these frameworks in their own organisations. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS L&D's challenge isn't talent or effort, it´s a weak operating model - regardless of the industry.  Treating L&D as a business function is what fixes this problem. Every initiative must tie clearly to helping the organisation make money, save money or reduce risk, while still delivering a fit‑for‑purpose learner experience.   High‑impact programmes are launched, not just built apply go‑to‑market thinking, marketing assets and find champions to demonstrate the benefits so that your great work doesn't become shelfware.   BEST MOMENTS "Our job is to help them make money, save money, and reduce risk - if we´re not, then it´s not aligned to the business goals."   "Build it and they will come. That is bulls**t. They will not come....because we are not marketing it."   "We should be anchoring every training we have to that high customer value." Tracie Cantu Bio Tracie Cantu, MHRM, CPTD is a recognised expert in learning operations and technology with more than two decades of experience leading and transforming enterprise L&D functions. Her career spans aviation, government, retail, and tech, including senior roles such as Director of Learning Technology at Whole Foods Market (Amazon), Head of Learning Ecosystems at Meta, and L&D leadership at Atlassian. Today she serves as CEO and Chief Learning Strategist at Your CLO, where she partners with CHROs, COOs, and senior L&D leaders to modernise learning operations, optimise technology ecosystems, and implement scalable processes that drive measurable business impact. A sought-after international speaker, Tracie regularly presents at major industry events including ATD and Learning Technologies UK. She is the author of Running L&D Like a Business https://www.linkedin.com/in/traciemcantu/ https://www.yourclo.net/ Running L&D Like a Business Book - https://www.yourclo.net/running-l-d-like-a-business VALUABLE RESOURCES L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home ABOUT THE HOST David James  David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D.  CONTACT METHOD  Twitter:  https://twitter.com/davidinlearning LinkedIn: https://www.linkedin.com/in/davidjameslinkedin L&D Collective: https://360learning.com/the-l-and-d-collective Blog: https://360learning.com/blog L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

En nuestro episodio 521 conversamos con Marc Effron, Presidente de The Talent Strategy Group sobre: + Hacer menos pero mejor. + Las competencias clave de HR. + El rol del líder para potenciar a las personas. + La importancia de trabajar duro. + Cómo alcanzar el alto desempeño. + Su investigación Raising stars y 4+2. + Conectar RR.HH con el negocio. + Su libro 8 pasos para el alto desempeño. + Los retos de hoy de los CHROs. ______________________________________________________________________

Through economic uncertainty, cultural changes, or major global events, Companies need an HR infrastructure that can scale and support the organization through whatever they may face. According to the 2026 HRO Today Top Concerns of CHROs report, CHROs around the world are worried about the ability of their operations to adapt to a changing hiring pace. While leaders may not be expecting major growth, CHROs want their teams to be prepared for the next major shift. Grant Jessup, Chief Client Officer & SVP International of LevelUP joins the latest episode of the HRO Today Educational Podcast to discuss the need for a resilient and flexible HR infrastructure to navigate an ever-shifting global workplace.  Jessup and host Elliot Clark, CEO of HRO Today, dive into HR infrastructure and explore what HR operations can be doing to anticipate major global workforce changes rather than simply react to them. Note: At the time of recording, Grant Jessup's title was Global Head of Sales and Solutions. Grant has since been promoted to his current title, Chief Client Officer & SVP International. Congratulations to Grant on behalf of HRO Today!

Has AI made hiring easier, or has it simply made recruiting more complicated?In this episode of Success Leaves Clues, Robin Bailey and Al McDonald sit down with Kristin Condon, Chief Talent Officer at Sales Talent Agency, to explore how artificial intelligence is reshaping recruitment, leadership, and the future of work.With more than 25 years of experience advising founders, CEOs, CHROs, and executive teams across North America and the UK, Kristin has helped organizations make more than 4,000 successful hires. She explains why the companies winning today's talent market aren't relying on AI alone. They're building authentic leadership, investing in employer branding, and creating cultures where people want to stay.The conversation dives into the growing disconnect between AI-generated applications and the highly sought-after passive candidates companies actually want to hire. Kristin shares why attracting top performers now requires stronger leadership, greater transparency, and a talent strategy that's every bit as intentional as a company's revenue strategy.Robin, Al, and Kristin also discuss employer branding, succession planning, leadership development, candidate experience, and why curiosity, adaptability, and human connection are becoming even more valuable in an AI-driven world.Whether you're a CEO, founder, HR leader, hiring manager, or professional navigating today's evolving workplace, this episode offers practical insights into building organizations where both businesses and people thrive.You'll hear about:How AI is transforming recruitment and hiring Why more applications don't necessarily mean better candidates The growing importance of employer branding Why passive candidates are today's most competitive talent How leaders can retain high performers in an evolving workplace The leadership qualities employees are looking for today Why authenticity and transparency build stronger teams Helping junior talent succeed in an AI-driven economy Why curiosity and adaptability matter more than ever Building succession plans for long-term business success The connection between talent strategy and business growth Why CEOs should treat talent strategy like revenue strategy Creating candidate experiences that attract top performers How human connection remains a competitive advantageWe talk about:00:00 Introduction to Kristin Condon and Sales Talent Agency02:00 How AI is changing recruitment and talent acquisition06:00 Why hiring has become more competitive, not easier09:15 What employers should look for in future talent13:45 Why employer branding matters more than ever17:30 The founder's role in attracting top candidates20:00 Leadership qualities that retain exceptional people23:40 Why employees quietly disengage and leave27:00 The power of vulnerability and transparency in leadership31:00 Why talent strategy deserves the same focus as revenue strategy33:00 Building a legacy through connection, contribution, and communityConnect with KristinLinkedIn: https://www.linkedin.com/in/kristincondon00/ Website: https://www.salestalentagency.com/ Connect with UsLinkedIn: Robin Bailey and Al McDonald Website: Aria Benefits and Life & Legacy Advisory Group

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!    

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.

Pay Transparency Hits July 1, Two-Thirds of HR Leaders Don't Know What AI Can Do & 84% of Healthcare Workers Feel Taken for GrantedJune 22nd, 2026. Luke Carignan is flying solo — Bo and Jeremy are out — and he is not slowing down. Three stories: compliance, technology, and the most human challenge in healthcare right now.⚖️ Pay Transparency Laws Hit Virginia and Maine July 1 Every job posting in Virginia and Maine must include an actual salary range beginning July 1st. No "competitive compensation." No DOE. Virginia's law has no employer size threshold — a 20-person clinic and a 50,000-employee health system face the same requirement. A salary history ban is also in effect. 16 states now have pay transparency laws. Penalties start at $1,000 per violation, with a 15-day correction window that protects you from a lawsuit on that specific posting. Action: Audit your postings today. Then stop treating this as compliance and start treating it as competitive advantage. Candidates are three times more likely to apply when a salary range is included. In a market with 1.3 million open healthcare jobs, that is not a small number.

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, we speak with Leroy Roberts about preventing supply chain failures through accountability, leadership under pressure, and the role of AI, clarity, and collaboration in resilient decision-making.Download the ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠episode transcript⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠===== This week, we talked with Leroy Roberts about leadership under pressure, supply chain disruption, and preventing failure through clear accountability. We discussed psychological safety, the balance between firm control and burnout, the value of AI in risk management, and why future supply chains depend on collaboration, partnership, and better decision-making.  ===== Guest 1: : Leroy Roberts, British Army veteran, Non-Executive Director, and Executive Adviser,  Team-Worth SolutionsLeroy Roberts is a British Army veteran, Non-Executive Director, and Executive Adviser specialising in culture and conduct risk in high-pressure, regulated environments. He works with executive risk owners, including CEOs, CROs, COOs, CPOs, and CHROs, to strengthen decision-making, accountability, and truth-telling under pressure. Leroy helps organisations reduce culture and conduct risk signals within 90 days through practical, diagnostic-led interventions that restore operational grip and produce measurable, auditable improvement. Drawing on leadership experience from the British Army and the Jamaica Constabulary Force, alongside board-level governance experience, he brings a grounded perspective on how leadership behaviour under pressure either amplifies or contains organisational risk. He is the author of The Risk Owner's Reset and a contributing author to the international best-selling series Stand on the Shoulders of Giants.Host 1: Richard Howells, SAP   ⁠⁠⁠⁠⁠⁠⁠Richard Howells⁠⁠⁠⁠⁠⁠⁠ has been working in the Supply Chain Management and Manufacturing space for over 30 years. He is responsible for driving the thought leadership and awareness of SAP's ERP, Finance, and Supply Chain solutions and is an active writer, podcaster, and thought leader on the topics of supply chain, Industry 4.0, digitization, and sustainability.===== Show Links:Link to the book: amazon.com/dp/B0GMS2G361 The Culture and conduct scorecard: https://pro.speakerhub.com/speaker-feedback/?qr=e9a16245-4ab1-4c63-81e7-ce225d9e5372Supply Chain Management:  ⁠⁠⁠⁠⁠SAP Supply Chain Management⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠SAP Insights: Supply Chain⁠⁠⁠⁠⁠       Follow Us on Social Media : Richard Howells: ⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠, SAP Digital Supply Chain: ⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠    Please give us a like, share, and subscribe to stay up-to-date on future episodes!  ===== Chapters:00:00:00: Intro00:01:00: Guest's Introductions00:01:59: Staying in control during disruption without micromanaging00:04:07: Accountability gaps and early warning signs00:07:40: Building a safe environment for constructive challenge00:11:08: Using AI for risk management with human judgment00:13:26: Accountability without burnout in volatile conditions00:19:20: Leadership under pressure during COVID logistics00:22:56: ''The Risk Owners Reset'' book00:25:55: What is the Future of Supply Chain?00:27:12: Outro

How do you rebuild a company's entire capability infrastructure — and fund the transformation through the savings it generates? Zaka Farhat is Global SVP for Talent, Learning, Organisation and Capability Development at GSK, where she leads the company's enterprise-wide skills, learning and capability agenda. In this episode, Zaka shares the full story of how GSK rebuilt its capability infrastructure in 18 months - retiring more than 20 legacy systems, building a single skills and learning ecosystem, and funding the transformation through the savings it generated. Join them as David and Zaka discuss:Why GSK's skills transformation began with a commercial question about capability and cost The five conditions for organisational readiness that had to be in place before any platform launched How GSK approached skills taxonomy, job architecture and inference, and what they had to redo along the way What personalised learning looks like at scale, and how skills data is now shaping workforce planning decisions What GSK chose to stop, and why decommissioning is the step most transformations skip How Zaka's team is measuring impact across three KPI layers This episode is sponsored by TechWolf. The world of work is being rewritten faster than HR systems can keep up. Skills age in months. Roles get redesigned quarter by quarter. CHROs have quietly become AI transformation leads, and the data they need to lead it doesn't exist in any HR system. That's why the world's most forward-looking enterprises such as HSBC, AMD, T-Mobile, GSK, ServiceNow, Pfizer, have built on TechWolf. As the data layer for the AI era of work, TechWolf gives enterprises the skills, they need to move faster and lead with confidence. Skills Intelligence, Work Intelligence, and Market Intelligence, in one layer. Visit techwolf.ai. Hosted on Acast. See acast.com/privacy for more information.

Companies are increasingly focused on employee performance, which is challenging but also gives CHROs and CFOs an opportunity to collaborate. How can these key functions work together to reinforce culture, drive organizational change, and influence the CEO and board?   Join host Diana Scott and guests Henry Artalejo, SVP of global human resources at Griffith Foods, Matt Corker, EVP and chief financial officer at Griffith Foods, and Maria Colacurcio, CEO of Syndio. Find out what defines a people-first organization in 2026, how the CHRO-CFO partnership can drive culture and compensation conversations, and why AI transformation is an opportunity for HR to rebrand itself.   This special episode was recorded on June 3 at the 2026 CHRO Summit, hosted by The Conference Board in Chicago.   For more from The Conference Board: CHRO Summit: Turning Uncertainty into Growth The Conference Board to Honor S&P Global and UL Solutions at 2026 People First People First: Elevating Talent for the Future (Event)  

Buy-side carve-outs can create significant value for acquiring companies, but they can also present complex challenges. In this episode, we’re joined by Kameron Kordestani, Anna Mattson, and Rui Silva to discuss how leaders—particularly CFOs, integration managers, and CHROs—must balance financial structuring, operational planning, and people management to ensure a value-creating transition. Related insights How buyers can successfully navigate integrating a carve-out The power of goodbye: How carve-outs can unleash value Solving the carve-out conundrumSupport the show: https://www.linkedin.com/showcase/mckinsey-strategy-&-corporate-finance/See www.mckinsey.com/privacy-policy for privacy information

How do the world's most forward-thinking organisations use skills intelligence, market intelligence and work intelligence together to stay ahead? In this episode of the Digital HR Leaders podcast, host David Green is joined by Mik Wornoo, co-founder and President of US at TechWolf, to explore how organisations are using three signals together to build a strategic workforce planning strategy that can keep pace with AI, and what that looks like in practice. In this conversation, David and Mik discuss: What skills intelligence, work intelligence and market intelligence each bring to strategic workforce planning, and why all three matter What work intelligence actually means in practice, and how decomposing work into tasks is changing how organisations understand the impact of AI on their workforce How AI is actively reshaping roles right now, and what that means for strategic workforce planning, job architecture and redeployment Real-world case studies from organisations using all three signals to make smarter workforce decisions and align their people strategy with their AI strategy What it actually looks like to get started, and why the barrier to entry is lower than most HR leaders think This episode is sponsored by TechWolf. The world of work is being rewritten faster than HR systems can keep up. Skills age in months. Roles get redesigned quarter by quarter. CHROs have quietly become AI transformation leads, and the data they need to lead it doesn't exist in any HR system. That's why the world's most forward-looking enterprises such as HSBC, AMD, T-Mobile, GSK, ServiceNow, Pfizer, have built on TechWolf. As the data layer for the AI era of work, TechWolf gives enterprises the skills, they need to move faster and lead with confidence. Skills Intelligence, Work Intelligence, and Market Intelligence, in one layer. Visit techwolf.ai. Resources: TechWolf podcast Hosted on Acast. See acast.com/privacy for more information.

What if the next chapter of your career is not full-time, but fully aligned?In this episode of Corporate Cafecito, Nallely and Carlos are talking about fractional work, what it means, why it is growing, and why so many professionals are starting to see it as more than just a backup plan.Fractional CFOs, COOs, CHROs, consultants, strategists, and operators are stepping into companies for a season, solving real problems, and bringing years of experience without being tied to one permanent role.But let's be honest, mi gente.This shift comes with both opportunity and concern.For some, fractional work creates freedom, flexibility, and a chance to use your expertise on your own terms.For others, it may feel like another sign that secure corporate jobs are changing.So we're talking about it all:✨ What fractional work really means✨ Why it is becoming more common✨ How it can help entrepreneurs and small businesses✨ What to consider before saying yes✨ Why your resume, skill set, and confidence matter more than everBecause sometimes the next move is not about starting over.Sometimes it is about realizing that what you already know has value.Pour your cafecito, bring your questions, y vámonos. This conversation is one many of us need right now.Watch the full episode at www.corpcafecito.com#CorporateCafecito #LatineProfessionals #CareerGrowth #FractionalWork #Leadership #Entrepreneurship #LatinasInBusiness #LatinosInBusiness #CareerStrategy #CafecitoConPurposeSupport the showIf you'd like to join Nallely y Carlos for a conversation, collaborate, or suggest a topic that matters to our community, we would love to hear from you. This podcast centers real conversations that move culture and careers forward. Visit www.corpcafecito.com/contact-us or email admin@corpcafecito.com.Elevar Development, founded by Nallely Suárez Gass, helps professionals and organizations grow with clarity and purpose. With over two decades of corporate experience, Nallely is known for helping people lead authentically, uncover strengths, and make confident, aligned decisions. Through personalized coaching and impactful workshops, Elevar creates practical, lasting change. Visit www.elevardevelopment.com or email Nallely@elevardevelopment.com today.Every business decision carries social, political, and economic considerations. Avizo Consulting helps organizations navigate complexity with intention, cultural awareness, and strategic insight. Carlos Butler Vale partners with leaders who want their values and actions aligned. Learn more at www.avizoconsulting.com or email carlos@avizoconsulting.com. Two leaders. One shared commitment to growth, cultura, and impact. 

Most employees spend their careers feeling confused about compensation, how it works, what’s negotiable, and what’s actually going on behind the scenes. In this episode, Sandrine Bardot breaks down how salaries are actually set, what professionals consistently get wrong about negotiation, and why the psychology of pay matters more than most people realise. From how companies build and allocate salary budgets to the best moments in your career to push for more, to the concept of procedural justice and why it shapes whether employees accept or reject pay decisions, this is the compensation conversation most workplaces never have. Our Guest: Sandrine Bardot Sandrine Bardot is a senior Performance and Reward advisor, founder of The Bardot Group, and a Transformational Performance and Reward Architect working at the intersection of strategy, governance, executive compensation, performance, and human capital. With more than 30 years of experience mostly across EMEA, including over a decade advising organisations across the Middle East, Sandrine brings deep technical reward expertise, corporate leadership experience, regional judgement, and Board-level advisory perspective. She advises Boards, Nomination and Remuneration Committees, CEOs, CHROs, Heads of Total Rewards, family business leaders, and senior decision-makers on the performance and reward systems behind strategy execution. Her work spans executive and Board remuneration, incentives, reward governance, performance management, job architecture, pay equity and transparency, nationalisation- linked reward design, pre-IPO readiness, and the modernisation of legacy reward models. Before founding The Bardot Group, Sandrine held senior Performance and Reward roles at Majid Al Futtaim and Mubadala, and worked with organisations including Apple, Microsoft, Airbus, Philips, and Fiat. She is known for her candour, cultural intelligence, and ability to help organisations design reward systems that are practical, explainable, governable, and defensible under scrutiny. References: Sandrine Bardot LinkedIn profile Listen to the next Episode All Podcast Episodes

In this episode of the HR business marketing podcast, A Better HR Business, Ben and his guest, Joelle Vail, talk about how holistic financial wellness solutions are driving major changes for employers and employees alike. As HR and business leaders look for ways to support their teams in today's challenging environment, companies like BrightPlan are setting a new standard for financial wellbeing in the workplace. Joelle Vail is Chief Revenue Officer at BrightPlan, where she oversees direct sales, partnerships, and client success. She has extensive experience scaling organizations from startup through enterprise growth, helping early-stage companies surpass $100 million in revenue and larger enterprises grow from $100 million to more than $2 billion. Prior to BrightPlan, Joelle served as Chief Operating Officer at Capital Factory and held senior leadership roles at Paychex and Ascentis. BrightPlan is a financial wellness platform designed to help employers improve employee financial outcomes while increasing the effectiveness of their benefits programs. The platform combines AI-driven financial planning tools with access to experienced financial advisors, delivering personalized guidance across budgeting, debt management, investing, retirement, and wealth planning. By integrating directly with employer benefits, BrightPlan helps employees make more informed financial decisions and encourages greater benefits utilization. For employers, BrightPlan provides a centralized dashboard with actionable insights into workforce financial health, enabling more strategic benefits planning, stronger employee engagement, and improved retention. The company is also certified for fiduciary excellence, ensuring guidance is objective and aligned with employees' best interests. You'll hear practical strategies for finding consulting clients, running a workplace consulting business, and business growth strategies for consultants. Whether you identify as HR, workplace, L&D, OD, recruitment, or people & culture, you'll discover real stories and actionable advice to attract clients, win contracts, and grow sustainably. What You'll Learn in This Episode: Why financial wellness is a rising priority for employers—and how to frame your consulting offers around their needs The role of technology and people-powered solutions in driving workplace engagement and retention Joelle Vail's lessons from partnering with HR leaders and the marketing moves that resonate with decision-makers Episode highlights: What BrightPlan does and the problems it solves for employers and employees. Defining "financial wellness" and how it goes beyond education. How BrightPlan supports employees with technology, AI, and certified financial planners. Addressing financial emergencies and the importance of building emergency savings . The limitations of traditional HR support in financial matters and closing the gap between employers and employees. Providing personalized, fiduciary financial advice without crossing HR compliance boundaries. Issues BrightPlan helps solve for employers, such as retention, productivity, and being an employer of choice. How financial stress can manifest as workplace behavioral issues. Transformational changes in HR, including the impact of COVID and AI on HR leadership and point solutions. Challenges in HR sales and how to stand out with limited HR budgets. Building trust with HR buyers through networks, pilots, and case studies. Collaborating with other vendors to enhance service and experience for employers and employees. Listening-first approach to sales, networking, and uncovering client needs. The importance of matching services to actual HR pain points. Marketing and Business Growth: Joelle Vail details BrightPlan's approach to marketing and business development: Aligning solutions with HR's most urgent needs and listening closely to buyers' challenges. Leveraging trusted HR advisory networks to gain introductions and build credibility. Offering pilot programs to demonstrate value and facilitate broader implementation. Using content marketing strategies such as webinars and white papers, often featuring CHROs and industry leaders. Prioritizing collaboration with other vendors for seamless HR solutions. Focusing on genuine, needs-based conversations at events and during networking. Resources & Links Mentioned: Company's website: https://www.brightplan.com/ Joelle's LinkedIn: www.linkedin.com/in/joelle-risolo-vail Check out this B2B podcast launch service. About The A Better HR Business Podcast The A Better HR Business shares strategies, tactics, success stories, and more about marketing for HR consultancies and marketing for HR tech companies, and how to get more clients. Follow the show on Apple Podcasts or Spotify so you don't miss future episodes. For show notes and to see details of our previous guests, check out the podcast page here: www.GetMoreHRClients.com/Podcast HR BUSINESS GROWTH RESOURCES Get the new book - Grow A Successful HR Business Your Way Launch your own business podcast: B2B Podcast Agency VISIT GET MORE HR CLIENTS Want more clients for your HR-related consultancy or HR Tech business? Visit the Get More HR Clients website for articles, newsletters, podcasts, videos, resources, and more at www.getmorehrclients.com.

Jacob Morgan is one of the most forward-thinking voices on leadership, employee experience, and the future of work. He is the bestselling author of six books, including Leading With Vulnerability and his latest, The 8 Laws of Employee Experience, released in February 2026. He is a TED Speaker, the host of the podcast Future Ready Leadership with Jacob Morgan, and the founder of the Future of Work Leaders community, a network of CHROs from organizations like Johnson & Johnson, Dow, LEGO, and Northrop Grumman. Jacob returned to the Elevate Podcast to talk to Robert Glazer about the future of leadership, people-first cultures, balancing high support with high standards, and much more. Thank you to the sponsors of The Elevate Podcast Shopify: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠shopify.com/elevate⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Framer: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠framer.com/elevate⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Indeed: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠indeed.com/elevate⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Ethos Life: ⁠⁠⁠ethos.com/elevate⁠⁠⁠ Keeper Security: ⁠⁠⁠⁠keepersecurity.com/ELEVATE⁠⁠ Fora Travel: foratravel.com/elevate Northwest Registered Agent: northwestregisteredagent.com/elevate Whatnot: Search "Whatnot" in the app store to download Learn more about your ad choices. Visit megaphone.fm/adchoices

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

Episode Notes Between 2025 and 2026, identity fraud detection jumped from a non-issue to a top-five priority for CHROs — a signal that hiring risk has changed in ways most organizations aren't prepared for. In this episode of Talent Experience Live, Amit Fernandes from Checkr, Inc. breaks down the three core types of hiring fraud: interview fraud, identity-related fraud, and candidate misrepresentation, and why siloed hiring systems are making each one harder to catch. With nearly 70% of HR leaders lacking confidence in preventing fraud, this conversation covers what it takes to build a hiring process where trust is designed in, not assumed.

What if the biggest mistake companies make with AI transformation is treating it as a technology problem? Laurent Aufils, Chief People Officer at Orange Business, knows that it's all about people. In this episode, Kathi Enderes sits down with Laurent to explore how one of the world's leading digital services companies transformed its entire 30,000-people workforce through a people-first approach to generative AI. The results are concrete and striking. Orange Business's AI-powered contract management tool slashed what previously took teams weeks of painstaking analysis to under three hours — fundamentally disrupting not just how people work, but how they understand the value they bring.  Rather than letting 30,000 people go and rehiring AI specialists, Laurent and his team made a bold choice: there will always be a human in the loop. That principle became the foundation of everything — the cultural compass that kept employees from fearing the future and turned anxiety into engagement. The numbers tell the story. Among employees who went through Orange Business's reskilling and upskilling programs, employee Net Promoter Scores shot from a modest +8 to a remarkable +41. Over 90% of the company's workforce is now trained in generative AI, and more than 60% use it as a regular part of their daily work.  AI certifications became a business objective on par with financial targets, and the company won contracts specifically because clients knew their teams had the credentials to back up their pitch. But perhaps the most powerful insight Laurent shares is about learning. In the AI era, learning is no longer a one-time investment or a classroom event; it is a continuous business capability, and it must be embedded into the rhythm of everyday work. Orange Business's YouTime initiative — dedicating three hours per month per employee to learning — changed the entire mindset of the organization. Paired with an 11,000-member internal generative AI community, it created the kind of grassroots momentum that no top-down mandate ever could. Laurent's advice to CHROs and HR leaders: stay humble, keep experimenting, and never let technology outpace your people. Related resources Podcast: Why AI Is A Massive Job Creation Technology. Automated Integration. Findem. And Thank You.  The Superworker Organization: AI Goes Enterprise AI Pacesetters: Six Secrets Of The Superworker Company  The Age of the Superworker (and Supermanager) Get Galileo: The AI Superagent for HR   Chapters (00:00:03) - What Works: Changing the Way People Work(00:00:44) - Orange Business's AI Transformation(00:05:40) - How GE Prepared for the Generative AI Transformation(00:12:16) - How did the learning function change with the introduction of generative AI(00:15:09) - How Has Cognizant is evolving its culture(00:18:49) - Culture and the AI journey(00:22:02) - Top Executives: The AI Transformation(00:24:39) - What Works: Chief People Officer at Orange Business

Are your meetings actually working? Or has your calendar just become a system nobody knows how to switch off? In this episode, David Green is joined by Rebecca Hinds, Stanford-trained organisational researcher, Head of the Work AI Institute at Glean, and author of Your Best Meeting Ever: 7 Principles for Designing Meetings That Get Things Done. In this conversation, David and Rebecca discuss: Why organisations should treat meetings as a product, and what that actually means in practice The concept of meeting debt, and why calendars accumulate bloat in the same way codebases accumulate technical debt What a 48-hour calendar cleanse involves, and what typically happens when organisations rebuild their calendars from scratch The patterns that show up most consistently when mapping how work actually moves between teams How AI is being used to improve meetings, and the ways it can make dysfunctional meeting culture worse What the conversation looks like in the room when CHROs start rethinking collaboration for the AI era This episode is sponsored by TechWolf. The world of work is being rewritten faster than HR systems can keep up. Skills age in months. Roles get redesigned quarter by quarter. CHROs have quietly become AI transformation leads, and the data they need to lead it doesn't exist in any HR system. That's why the world's most forward-looking enterprises such as HSBC, AMD, T-Mobile, GSK, ServiceNow, Pfizer, have built on TechWolf. As the data layer for the AI era of work, TechWolf gives enterprises the skills, they need to move faster and lead with confidence. Skills Intelligence, Work Intelligence, and Market Intelligence, in one layer. Visit techwolf.ai. Resources: Your Best Meeting Ever: 7 Principles for Designing Meetings That Get Things Done Hosted on Acast. See acast.com/privacy for more information.

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/

Most organisations are asking how to get more from their people. But what if the real question is how to get more from the time they spend at work? In this episode of the Digital HR Leaders podcast, David Green is joined by Joe O'Connor, founder of Worktime Revolution, and Jared Lindzon, future-of-work journalist and author, to explore the research-backed case for the four-day working week, and what it means for how HR leaders design, lead and transform work. Join them as they discuss: Why the five-day working week is a relic of the industrial age What the evidence from global pilots shows about productivity, wellbeing and retention Why organisations moving to a four-day week are also becoming faster AI adopters What it actually takes to make the transition work - and why culture and trust are the real foundations How HR leaders can shift the conversation from top-down mandate to shared, enthusiastic change This episode is sponsored by TechWolf. The world of work is being rewritten faster than HR systems can keep up. Skills age in months. Roles get redesigned quarter by quarter. CHROs have quietly become AI transformation leads, and the data they need to lead it doesn't exist in any HR system. That's why the world's most forward-looking enterprises such as HSBC, AMD, T-Mobile, GSK, ServiceNow, Pfizer, have built on TechWolf.As the data layer for the AI era of work, TechWolf gives enterprises the skills, they need to move faster and lead with confidence. Skills Intelligence, Work Intelligence, and Market Intelligence, in one layer. Visit techwolf.ai. Resources: Do More In Four by Joe O'Connor and Jared Lindzon Hosted on Acast. See acast.com/privacy for more information.

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com TAKEAWAYS:  1. Build Three Distinct Support Communities Before You Need Them Angel's framework for navigating crisis — professional or personal — is built on three tiers: the emotional inner circle (family, closest friends, real-time updates), the logistics home team (practical help, appointments, WhatsApp coordination), and the extended internet community (prayers, encouragement, distant support). Knowing who belongs in each circle saves energy and deepens each relationship. 2. Learning to Receive Is as Important as Learning to Give When you're in crisis, people want to help — sometimes financially, sometimes practically, sometimes emotionally. Angel's experience is that the resistance to accepting generosity is real and deeply wired. Working through that resistance isn't weakness; it's a survival skill. 3. Deep Empathy for Yourself Comes Before Your Resume The most common job search mistake: starting with the resume. Angel's framework starts with a more foundational question — who are you right now, in this exact moment of your life? Your family situation, your financial runway, your emotional state, your real needs. You cannot build a purposeful job search without that honest baseline. 4. Purpose Is Not the Same as Empathy — But You Can't Get There Without It Deep empathy gives you the foundation. Purpose builds on it — it's your current state, your trajectory, your story. It's the answer to "tell me about yourself" that is honest, specific, and actually compelling. Most people skip empathy and land on a purpose that doesn't feel real — because it isn't. 5. Your Old Resume Is Actively Working Against You The resume you built for the Obama administration — or even five years ago — is not your resume today. Angel's advice: start from scratch with a modern platform that parses your actual capabilities, competencies, and skills. Don't update the old document; replace it entirely. 6. LinkedIn Is a Brand, Not a Job Board Most people treat LinkedIn as a passive repository. Angel treats it as a living brand. The formula: 24 words for role, 36 words for quantified impact, a current professional photo, a Canva-designed header, and active storytelling. Dormant profiles don't get found. Active brands do. 7. The Career Prayer Is the Most Powerful Networking Tool Available A LinkedIn post that blends personal humanity (here's where I am in my life right now), professional context (here's what I built and who I built it with), and authentic future direction (here's what I'm looking for) activates dormant networks faster than any cold outreach campaign. If it reads like AI wrote it, it won't work. If it reads like you, it will. 8. Use AI to Identify Who to Reach Out to First Download your full LinkedIn contact list. Feed it into AI along with your resume, LinkedIn profile, and clarity on what you're looking for. Ask it to identify the 20 most relevant people to reach out to — and why. This turns a vague networking intention into a targeted, prioritized outreach list in minutes. 9. The 1-4/14: Plan for 14 Months and 14 Years Simultaneously Angel's framework for living with a terminal diagnosis is a masterclass in holding two truths at once: get your affairs in order (14 months — directives, will, trustees) and commit to building a life and a legacy (14 years — purpose, impact, the people you're fighting for). Both are necessary. Neither cancels the other out. 10. Showing Up Is Its Own Act of Leadership Angel came to Transform 2026 with Stage 4 pancreatic cancer, a 2-3% five-year survival median, and more energy and generosity than almost anyone else in the building. His presence — and his willingness to share his journey publicly — is itself a form of re-inspiration for anyone going through their own version of impossible. CHAPTERS:  00:00 – Day 3 Opens With Angel Adam opens his first interview of day three with Angel Cruzado — a LinkedIn connection turned in-person meeting — and the conversation immediately goes somewhere real. 02:00 – Living With Stage 4 Pancreatic Cancer Angel shares where he is on his cancer journey, what it's like to navigate a conference when you're fighting for your life, and why he showed up anyway. 04:30 – Building Your Community for the Hard Times How a cancer diagnosis forced Angel to build three distinct support communities: the emotional inner circle, the logistics home team, and the extended internet family. 08:00 – Learning to Accept Generosity One of the most vulnerable moments in the series: Angel talks about the resistance to receiving support — financial and otherwise — and how he learned to accept it as part of surviving. 10:30 – Meet Respiros: Career Transitions with Heart Angel introduces his company — an outplacement and career transition services firm that CHROs hire to re-inspire employees through layoffs, treating them as individuals rather than headcount. 13:00 – The Job Market Right Now: Real Talk An honest assessment of the current talent market: companies have their pick, not everyone is an A player, and struggling candidates need something more than a refreshed resume. 15:30 – Step 1: Deep Empathy for Yourself Before you touch your resume, understand where you truly are as a human being. Your baseline context shapes everything that follows. 18:00 – Step 2: Purpose — Who You Are and Where You're Going The second layer: purpose. Not the same as empathy. It's your current state, your trajectory, and the story that actually means something when someone asks "tell me about yourself." 20:30 – Step 3: Build the Right Resume From Scratch Why your 8-year-old resume is working against you and the case for starting completely fresh with a modern platform. 23:00 – Step 4: LinkedIn as a Living Brand How most people are using LinkedIn wrong — and the precise framework Angel uses: 24 words for role, 36 words for quantified impact. 26:00 – The Career Prayer: Storytelling That Activates Dormant Networks Angel's most memorable concept: a LinkedIn post format that blends personal authenticity, professional context, and genuine humanity — and why it generates real job leads in ways job applications never do. 30:00 – The AI Hack for Network Activation Download your full LinkedIn contacts, feed them into AI with your resume and profile, and ask it to identify the 20 people you should reach out to first — and why. 33:00 – How to Reach Out After Years of Silence The right way to re-engage a dormant contact: not a cold ask, but a genuine, story-led post that gives people a reason to respond on their own terms. 36:00 – The 1-4/14: His Framework for Living Plan for 14 months — medical directives, will, trustees — and simultaneously plan to live for 14 years. Both are necessary. Both are acts of hope. 39:00 – His North Star: His 11-Year-Old's High School Graduation The moment that grounds everything: Angel's goal of making it to his son's graduation when the median 5-year survival rate for Stage 4 pancreatic cancer is 2-3%. 41:00 – Re-Inspiring Others Through His Own Transition Angel closes with the mission: if people who are struggling and hurting can see him still showing up, still building, maybe that re-inspires them to do the same.  

Most HR leaders walk into CFO meetings already losing. Not because they lack the data, but because the work that should have happened months earlier never did.In this episode, AJ Vaughan answers a question from Denzel about what CHROs are actually rehearsing, avoiding, and feeling the night before they sit across from finance. The honest answer: the night before is the wrong place to start.AJ breaks down the pre-work most HR leaders are skipping. The strategic pockets with the CRO. The L &D conversations that never happen. The macro lens on the tech stack, the tools, and the human capability data sitting unused inside the business. The mentorship relationship with revenue leaders could generate six to seven figures if HR actually leaned in.This one is for the HR leader who is tired of being treated like a cost center, and for the CFO who keeps wondering why the people function never speaks their language.What is actually happening inside HR right now? What matters most before you walk into that meeting? What to do tomorrow. And what most HR leaders miss entirely.Listen now.

Susie Silver, CDE, joins Donald Thompson to make the ROI case for psychological safety, belonging, and people-first culture at scale." — used by Google Podcasts and podcast SEO toolsSummaryPsychological safety is not a perk — it is a performance strategy that drives measurable business results.In this episode, Donald Thompson sits down with his colleague and workplace consultant Susie Silver, a Certified Diversity Executive and Senior Consultant at the Workplace Options Center for Organizational Effectiveness. Drawing from her background in fine arts, education, and nearly two decades of consulting, Susie breaks down how the most successful organizations are the ones that treat human insight as a business asset, not an afterthought.Episode Long DescriptionIn this episode of High Octane Leadership, Donald Thompson and his colleague Susie Silver answer what people-first leadership actually means for executives who are accountable to both a culture scorecard and a financial one.In this episode of High Octane Leadership, Donald and Susie pull back the curtain on what it looks like to build a culture of psychological safety from the inside out, including including the specific story of how Susie's team pitched a microlearning program, earned Donald's buy-in at The Diversity Movement, and scaled it into a seven-figure opportunity. That is not a feel-good story. That is what happens when a leader creates the conditions for people to bring their best thinking.They also dig into what leaders get wrong about "bring your authentic self," why women leaders are often set up to fail by the very phrases meant to empower them, and how to balance the culture conversation with the financial conversation without sacrificing either one.This episode is built for HR executives, CHROs, and senior leaders who need the business case for culture — not just the philosophy.Key Talking Points:Human Insight as Strategy: How do you measure belonging the same way you measure revenue, and what are leaders who skip this step consistently getting wrong? The Micro-Training Revolution: What happened when one team replaced all-day workshops with 30-minute Monday sessions — and why 70% of an entire workforce, including the CEO, showed up every time?Psychological Safety in Practice: What does psychological safety actually require from a manager on a Tuesday morning, when the stakes are real and the buzzwords are useless?The "Be Bold" Lie: Why telling underrepresented leaders to bring their authentic selves — without redesigning the environment they are walking into — is one of the most damaging things a well-meaning organization can do?Empathy and Economics: What do organizations that treat culture and performance as competing priorities consistently get wrong — and what are the leaders winning right now doing instead?Chapter Markers0:00 - Intro: Susie Silver02:15 - From Fine Arts to the Boardroom: Susie's Journey05:00 - Translating Human Insight Into Business Strategy07:30 - What Psychological Safety Actually Looks Like in Practice10:00 - Teaching Employees to Speak the Language of Leadership13:00 - The Micro-Training Pilot: From Idea to Seven Figures18:00 - Stop Debating. Start Testing. Let the Data Lead.20:00 - Parenting in Unprecedented Times and What Leaders Can Learn From It24:00 - Flexibility Is Not a Weakness. It Is a Leadership Tool.27:00 - How Susie Consumes Information and Stays Current30:00 - The "Be Bold" Lie: What Women Leaders Are Really Up Against34:00 - How to Interrupt Bias in the Room in Real Time37:00 - You Do Not Have to Choose Between Empathy and EconomicsAbout the GuestSusie Silver is the rare workplace strategist whose frameworks were not built in a business school, they were built in fine arts studios, public school classrooms, and the kind of organizations where belonging was treated as a luxury until she made it a line item. Susie spent 18 years in fine arts education before realizing the most broken learning environments were inside corporations — and that career pivot became the foundation of her work as a Certified Diversity Executive and Senior Consultant at the Workplace Options Center for Organizational Effectiveness. With a background in fine arts, education, and nearly 18 years in the classroom, Susie pivoted into organizational consulting focused on psychological safety, inclusive culture, and LGBTQ plus inclusion. A serial entrepreneur and passionate advocate for building workplaces where people and performance thrive together, Susie brings a rare combination of creative thinking, business acumen, and real-world data to every engagement.Resources:Donald Thompson LinkedInDonald's Books: https://donaldthompson.com/books-resources/The Center for Organizational Effectiveness by Workplace Options Website Susie Silver LinkedInWorkplace Options 2026 Psychological Safety Study: https://psychsafety.workplaceoptions.com/resource/the-coe-2026-psychological-safety-study/?utm_source=website&utm_medium=social&utm_campaign=psych_safety Stay connected with Donald: Get Donald's newsletter that is packed with actionable insights, and the kind of straight-talk leadership intelligence that helps build authority, drive performance, and stay ahead of what is coming next: donaldthompson.com.Connect on LinkedIn: https://www.linkedin.com/in/donaldthompsonjrSubscribe on SubStack: https://substack.com/@donaldthompsonjr High Octane Leadership is hosted by The Diversity Movement CEO and executive coach Donald Thompson and is a production of Earfluence.Order UNDERESTIMATED: A CEO'S UNLIKELY PATH TO SUCCESS, by Donald Thompson.

Send us Fan Mail Why do so many learning and development initiatives struggle to create lasting behavioral change?In a previous conversation, we explored where things often break down and why strong strategies and well-designed programs don't always translate into impact.In this episode of Unlocking Intercultural Agility, we take the next step.Together with Nicole Regan-White, CEO of Create Space Group, we shift the focus from diagnosis to design, exploring what it actually takes to build leadership development that creates meaningful, sustained change.Because once we understand the problem, the real question becomes:What do we do differently?In this conversation, we explore:• How to better align L&D with business reality• What it looks like to involve practitioners earlier in the process• Why behavior needs to be considered from the moment of hiring• How leaders can move from informing to truly developing people• The role of coaching in embedding change over time• How intercultural agility strengthens implementation across contextsThis episode is especially relevant for CHROs, L&D leaders, and executives working in complex, multicultural environments.Because sustainable transformation does not happen by accident.It requires intentional design, consistent reinforcement, and a deep understanding of how people engage with change.If you would like to explore this further: https://www.knowledgeworkx.com/ Or to start better intercultural conversations:https://interculturalquestions.com/Connect with us on LinkedIn:Nicole Regan-White: linkedin.com/in/nicole-regan-whiteMarco Blankenburgh: linkedin.com/in/mblankenburgh  -- Looking for a book to take your cultural agility to the next step, check out the Ultimate Intercultural Question Book brought to you by KnowledgeWorkx.com

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

Pat Wadors, CHRO at Intuitive (the company behind the da Vinci surgical robot), the architect of LinkedIn's Diversity, Inclusion and Belonging framework known as DIBs, and the author of the 2024 Wiley book Unlock Your Leadership Story, joins Jessica Neal and Peter Clarke on Truth Works.From losing her mother during her freshman year of college and getting diagnosed with dyslexia in a career center conversation at LSU, to declaring at nineteen that she was going to run HR, Pat traces the unlikely path that took her from a fine art major in Louisiana to one of the most respected CHROs in Silicon Valley.She walks through the moment Jeff Weiner called her in the middle of a staff meeting at Plantronics to come fix LinkedIn at three thousand employees, the whiteboard exercise in her first five weeks that forced the executive team to admit they were not actually being "open and constructive," and the 3am realisation that became DIBs.She talks openly about why John Donahoe pursued her for ServiceNow with a now legendary line about marriage, and the comment from a head of product that has stuck with her for years, telling her she was the dentist while the rest of the executive team were just dental hygienists.She then opens up about her Personal Scorecard, and the moment her son devastated her by pointing out that if she actually stuck to her own scorecard, she would only see her grandchildren seventy two times by the time they turned eighteen.In this episode, Jessica, Peter and Pat discuss:The art show story that taught Pat at eighteen that she only sold to people she actually likedThe three year clock she runs in her head to avoid getting pigeon-holed in any roleWhat joining LinkedIn at three thousand employees was actually likeThe whiteboard exercise that became the foundation of LinkedIn's cultureWhy she gave DIBs to the world rather than keep it inside LinkedInThe dinner with John Donahoe that turned into a marriage proposal for a jobWhy she thinks of HR as a product with agile development methodologyWhat a CHRO actually needs to learn about the business to earn a real seat at the tableWhy she had a hysterectomy with the da Vinci robot and was ready to cook dinner that nightThe Personal Scorecard framework and how her son broke her heart with itGoldilocks, the Three Pigs, the Tortoise and the Hare, and Mulan as leadership lessonsThe one question she keeps on her desktop that empowers her every dayPat's book, Unlock Your Leadership Story: How to Build Understanding and Motivate Teams Using Fables and Folktales, is available now on Amazon, patwadors.com and as an audiobook.

It feels like we are on a fast treadmill because technology and AI are changing work so quickly. It is hard to stay ahead when old ways of doing things no longer work in this new, advanced digital world. In this episode, Sue Davies, EVP & CHRO of Markel, discusses navigating organizational transformation and how to build resilience in an AI-driven world. We uncover the "ABCS" (Awareness, Buy-in, Competence, and Sustainability) framework for organizational change to guide employees through the anxieties of technological change. We explore the shift from the traditional career ladder to internal talent mobility and why individual accountability is the key to upskilling for the future of work. Sue also shares how AI tools, like Co-pilot can speed up employee training while keeping human interaction and trust at the center of the business. From reflections on a 40-year career to modern AI pilots, Sue shares a clear focus on building workforce adaptability without losing the human touch. This episode provides a strategic roadmap for CHROs looking to lead their people through AI transformation with confidence and empathy. 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

Send us Fan MailWhy do so many leadership and learning initiatives look strong in design… yet fail to create real behavioral change?In this episode of Unlocking Intercultural Agility, I sit down with Nicole Regan-White, CEO of Create Space Group, to explore what breaks down when organizations attempt to develop leaders at scale.Across industries, technical capability is rarely the issue. The real gap shows up in how people communicate, collaborate, and lead across difference.Together, we unpack:• Why people skills remain the biggest leadership gap• What actually breaks down when leaders lack relational capability• Why global “one-size-fits-all” programs often fail• How culture, values, and behavior disconnect across borders• What it takes to create learning that truly shifts behaviorThis conversation is especially relevant for CHROs, L&D leaders, and executives responsible for driving measurable change across complex, multicultural environments.Because sustainable transformation doesn't begin with better content.It begins with understanding how people experience, interpret, and respond to what is being asked of them.If you want to explore this further, you can find additional tools and resources here:https://www.knowledgeworkx.com/ Or, if you're looking for a practical way to start better intercultural conversations:https://interculturalquestions.com/ Connect on LinkedIn today!Nicole Regan-White: linkedin.com/in/nicole-regan-white Marco Blankenburgh: linkedin.com/in/mblankenburgh  -- Looking for a book to take your cultural agility to the next step, check out the Ultimate Intercultural Question Book brought to you by KnowledgeWorkx.com

Companies today are rushing to build an AI strategy, but they often forget to create a human strategy to match it. As technology takes over daily tasks, keeping the human element alive at work is a huge challenge for business leaders. In this episode, Kathie Patterson, Chief Human Resources Officer at Ally, joins us to explore how to balance new AI tools with human emotional intelligence. We uncover how to roll out AI to employees for better efficiency while making sure a human is always in the loop for the moments that truly matter. Kathie explains why leaders need strong EQ and training in crucial conversations to handle conflicts, since frustrating moments like getting stuck in dead-end phone trees prove that people still crave real human connection during stressful times. We also explore balancing workplace empathy with business accountability, offering real support like mental health and fertility benefits without treating adult employees like children. Finally, we look at how to adapt to generational shifts, like Gen Z entering the workplace, and the risks of using AI for HR tasks like hiring and promotions. CHROs will find this episode essential for building a future-ready culture that embraces both high-tech tools and deep human connection. 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

Paul Rubenstein is Chief Evangelist at Visier, where he partners with CHROs and senior executives to connect talent strategy to business outcomes. He helps organizations move beyond traditional HR to build functions that are commercially minded, data-driven, and aligned to how the business actually runs. With more than two decades of experience across consulting and executive roles, including Chief People Officer and Chief Customer Officer at Visier, Paul brings a unique perspective on how HR can drive real business performance. His mission is simple: unlock the untapped potential of HR and make work better. These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com ⏱️ Chapters 00:00 – Cold open: conference chaos and “no one eats lunch”01:10 – Meet Paul Rubenstein and his HR journey02:30 – From consulting to HR leadership to evangelist04:00 – Why connecting talent to business outcomes matters05:30 – The dual role of HR: business driver + function optimizer07:00 – The evolution of HR: industrial → personnel → strategic09:30 – The rise of systems: PeopleSoft, scale, and efficiency11:30 – Engagement, sentiment, and the human side of HR13:00 – Globalization and the modern HR operating model14:30 – Why AI is a true inflection point—not just hype16:00 – The problem with siloed HR tech stacks17:30 – Orchestration layers and systems talking to systems19:00 – Democratization of data and decision-making20:30 – The importance of data quality in the AI era22:00 – The dark side: speed, skills gaps, and misuse of AI24:00 – Human + machine optimization (Toyota analogy)26:00 – Why rethinking work is the real challenge27:30 – How HR leaders (and everyone) must evolve29:00 – Why empathy still matters—and won't be replaced

The Good GameActivist investor seeks to oust Americold Chair Mark Patterson over “problematic boardroom behavior”Activist investor Sieve Capital is pushing Americold Realty Trust to remove board chair Mark Patterson, citing his tenure on the board of scandal-ridden office landlord Paramount Group.OpenAI releases policy proposals aimed at addressing fallout from AI-driven job losses The proposals, which OpenAI admits are “ambitious” and “intentionally early and exploratory,” include everything from a new industrial policy agenda to modernizing the tax system to expanding access to healthcare coverage and retirement savings.They are meant to help answer questions about job disruptions and AI systems that evade human control, and to protect against governments deploying AI in ways that run counter to democratic values.Among the core policy suggestions is a public wealth fund, which would see lawmakers and AI companies work together to invest in long-term assets linked to the AI boom, with returns distributed directly to citizens. Another is that the government should encourage and incentivize employers to experiment with four-day workweeks with no loss in pay and offer "benefits bonuses" tied to productivity gains from new AI tools.EPA Wants to Prioritize Microplastics, Pharmaceuticals as Water ContaminantsEPA Administrator Lee Zeldin said the move sends “a clear message: we will follow the science, we will pursue answers, and we will hold ourselves to the highest standards to protect the health of every American family.”Delta started sharing profits with its 100,000 employees two decades ago. CEO Ed Bastian says shareholders love itThe payout is sizeable: this year, Delta dispersed over $1 billion to its roughly 100,000 employees.Profit sharing distributes a slice of company earnings directly to workers as a cash bonus. At Delta, the formula is simple: 10% of the first $2.5 billion in adjusted profits, and 20% of everything above that.Proxy adviser ISS recommends vote against BP board over attempt to scrap some climate reportingISS recommended a vote against the BP board on revoking some previous climate reporting resolutions and allowing it to hold online-only shareholder meetings: "A particularly compelling argument would be required to justify such a legal revocation, which we believe is unprecedented in the UK context," ISS said about BP's resolution to retire two resolutions from 2015 and 2019 requiring company-specific climate reporting which passed with near 100% support at the time.Activist shareholder Follow This broadens climate campaign against BPA group of European investors led ‌by activist Follow This urged BP on Thursday to drop plans to scrap some company-specific climate-reporting commitments and called on shareholders to vote against the move at the oil company's annual meeting this month.Follow This also warned ‌of possible ⁠legal action after BP refused to put a separate shareholder resolution on the agenda of its April 23 annual general meeting.TVA CEO Don Moul announces retirement as Trump slashes his payThe CEO of the Tennessee Valley Authority, the largest public utility in the United States, will retire July 1.Don Moul, CEO since April, 9, 2025, notified the public utility's board of directors April 3, closing a turbulent chapter for the federal power provider.Had Moul decided to stay on at TVA, he would have faced a 90% pay cut as the Trump administration seeks to cap pay for all TVA employees at $500,000.Moul, the highest paid federal employee, made about $6 million as TVA CEO in 2025.Similarly sized utilities in the South, and TVA in the past, have paid their CEOs substantially more than Moul made. Jeff Lyash made over $10 million in his last year as TVA's chief executive. Lynn Good, a recent CEO of the private Duke Energy company, drew $21.6 million in 2024, and in the same year the CEO of Southern Company made $23.8 million.Starbucks staff will now get paid weekly — and some will get new bonuseswill allow baristas and shift supervisors at Starbucks' top stores to earn up to $300 each quarter — or up to $1,200 a year — for meeting sales goals and consistently delivering a positive customer experienceUnited Airlines and flight attendants reached a tentative deal with $740 million in bonusesUnited Airlines and the Association of Flight Attendants-CWA reached a tentative five-year labor agreement on March 26 that would provide the carrier's 30,000 flight attendants their first pay increases since 2020, including a $740 million signing bonus pool and top wages of $100 per hour by the contract's end.Beyond base pay, the contract also covers compensation during the boarding process, additional pay when lengthy gaps occur between flights, and limits on how overnight flying can be scheduled.United said the agreement would make its flight attendants the highest-paid in the industry.‍ ‍Chief human resource officer salaries have surged 30% at S&P 500 companiesThe number of CHROs designated as named executive officers in public filings from Russell 3000 companies rose from 148 in 2021 to 230 in 2025Median compensation for Russell 3000 CHROs grew by 14.7% between 2024 and 2025, compared to 8.1% for all NEOs. When looking at S&P 500 companies, CHRO pay grew by 30.4% in the same timeframeCHROs are “taking on larger mandates, moving beyond that traditional operational focus, to take on something more,” Jones said. The fact that CHROs are becoming more “strategically integrated” into their organizations reflects how “workforce and culture issues really are just top of mind,” he added.‍ ‍The Entire State of Maine Is Poised to Ban New Data CentersThe bill was passed by the Maine House of Representatives last month and is expected to pass in the Senate as well, which would make Maine the first state in the country to ban new data centers. The unprecedented move highlights growing bipartisan political fallout over the AI hype and consequent construction boom.SPEED ROUNDIran war could spur Europe to double down on renewables — againFrom $85K to $528K: Caitlin Clark's 521% Pay Rise After New WNBA Deal Climate change is impacting golf, from player health to courses AND French ski resorts face 'downward spiral' amid climate change and funding meltdownBurger King to hire 60K workers as part of turnaround‍ ‍Red Lobster is reportedly bringing back Endless Shrimp 2 years after the CEO vowed it would never returnTrump fires Attorney General Pam BondiHershey is moving back to the original recipe for Reese's Peanut Butter Cups after the chocolate's grandson blasted them last monthUnited Airlines is rolling out beds in economy class

This is Part 2 of our live at the CHRO Association's annual CHRO Summit in Orlando, Florida.I was honored to be invited to the CHRO Association's annual CHRO Summit that brought together more than 300 CHROs and senior HR leaders for strategic conversations truly shaping the future of work. With 25 presenters and panelists on the agenda, I was able to sit down and interview seven of those amazing speakers and bring their insights directly to you across these two episodes (EP 186 & EP 187).In this episode, Part 2 - we're going to hear from three more incredible leaders:Darrell Ford, Vice Chair of the CHRO Association and Executive Vice President and CHRO at UPSRebecca Hinds, PhD, Head of the Work AI Institute and Thought Leadership at Glean, and author of Your Best Meeting EverKevin Cox, Former CHRO at General Electric and President of LKC Advisory LLCConnecting with CHRO Summit presenters: Connect with Darrell Ford on LinkedIn Connect with Rebecca Hinds on LinkedInConnect with Kevin Cox on LinkedInLearn more about CHRO AssociationEpisode 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.

This is a very special episode recorded live at the CHRO Association's annual CHRO Summit in Orlando, Florida.Over two days, more than 300 CHROs and senior HR leaders came together for strategic conversations truly shaping the future of work. With 25 presenters and panelists on the agenda, I was fortunate enough to sit down and interview seven of those amazing speakers and bring their insights directly to you.The conversations were so good and in-depth that we're making this a two-part series to ensure we do each conversation justice. This is Part 1.In this episode, you'll hear from:Tim Bartl, CEO of the CHRO AssociationTim Richmond, Chair of the CHRO Association and former EVP and CHRO at AbbVieKristi Hummel, Chief People Officer at OptumEthan Mollick, Innovation Expert, AI Thought Leader, and Professor of Entrepreneurship at the Wharton School of BusinessConnecting with CHRO Summit presenters: Connect with Tim Bartl on LinkedIn Connect with Tim Richmond on LinkedInConnect with Kristi Hummel on LinkedInConnect with Ethan Mollick on LinkedInLearn more about CHRO AssociationEpisode 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.