Podcasts about global talent management

It's YOUR time to #EdUpIn this episode, recorded LIVE from Ellucian LIVE 2025 in Orlando, Florida,YOUR guests are Lacey Gerard, Director of Experience Design, & Bill Blackford VP of Global Talent Management, EllucianYOUR host is Dr. Chris Moloney⁠, Principal Strategic Specialist, ⁠Ellucian⁠How is the JMU-Ellucian internship program reimagining workforce development?Why is student career readiness critical for successful transitions to employment?How are ethicist & storyteller roles transforming software development teams?What role does AI play in developing innovative administrative tools?How is the program accelerating student skill development and professional growth?Topics include:Bridging the gap between college & the workforceTransforming classroom learning into practical experienceCreating a cohort-based internship modelDeveloping both technical & soft skillsAI-powered skill gap analysis toolsLearn more from this crew at #elive25 this Monday April 7, 2025 at 4:30pmET at their track session: “From the Classroom to the Boardroom"Listen in to #EdUpDo YOU want to accelerate YOUR professional development?Do YOU want to get exclusive early access to ad-free episodes, extended episodes, bonus episodes, original content, invites to special events, & more?Then ⁠⁠⁠⁠⁠⁠BECOME AN #EdUp PREMIUM SUBSCRIBER TODAY⁠⁠ - $19.99/month or $199.99/year (Save 17%)!Want YOUR org to cover costs? Email: EdUp@edupexperience.comThank YOU so much for tuning in. Join us on the next episode for YOUR time to EdUp!Connect with YOUR EdUp Team - ⁠⁠⁠⁠⁠⁠⁠⁠⁠Elvin Freytes⁠⁠⁠⁠⁠⁠⁠⁠⁠ & ⁠⁠⁠⁠⁠⁠⁠⁠⁠Dr. Joe Sallustio⁠⁠⁠⁠● Join YOUR EdUp community at ⁠⁠⁠⁠⁠⁠⁠⁠⁠The EdUp Experience⁠⁠⁠⁠⁠⁠⁠⁠⁠!We make education YOUR business!

Measuring Inclusion: Higher profits and happier people, without guesswork or backlash by Paolo Gaudiano Amazon.com Aleria.tech Diversity, Equity and Inclusion is under fire, but attracting and retaining talent is more important than ever. This book introduces an entirely new approach to DEI, showing how and why measuring inclusion is the key for organizations to enjoy higher performance and greater employee satisfaction, without causing any backlash. Measuring Inclusion offers step-by-step directions, sample data, and real-world case studies to help you make meaningful and sustainable improvements in employee recruitment, engagement, productivity, and retention. You will learn to quantify, track, and estimate the financial ROI of your organization's DEI efforts just as you do with every other business activity―and in the process make your organization more successful and increasingly welcoming for everyone. "A more strategic, data-informed approach to DEI." - Tiffani Wollbrinck, Global Talent Management and Development, Levi Strauss & Co "Practical, measurable strategies that tie directly to business performance." - Kirsty Devine, Head of US HR and Global Projects, The Financial Times "The analytical framework practitioners have been looking for in the area of DEI." - Silke Muenster, Former Chief Diversity Officer, Philip Morris International "A crucial counterpoint to the current backlash against DEI, providing a data-driven justification for why these efforts are essential for business success." - Jennifer Brown, Keynote Speaker and WSJ best-selling author, How to be an Inclusive Leader A former professor with degrees in mathematics, aerospace engineering, and neuroscience, Paolo Gaudiano is an entrepreneur, a teacher, a prolific writer, and a sought-after speaker. His work transforms how people think about diversity, equity and inclusion (DEI) and what they do about it, with the ultimate goal of making our society more inclusive and equitable while driving greater economic benefits for everyone. About the author With degrees in Applied Mathematics, Aerospace Engineering, and Computational Neuroscience, Paolo Gaudiano jokes that he had literally done rocket science and brain surgery before turning to a really hard problem: how to create companies that have happier employees while making more money. A former tenured professor turned entrepreneur, Paolo is Chief Scientist of Aleria, President of ARC, Adjunct at NYU Stern School of Business, and Chairman of the annual Diversity & Inclusion Research Conference. These activities combine Paolo's decades of experience in business, technology, and academia, to transform how people think about DEI and what they do about it, with the ultimate goal of making our society more inclusive and equitable.

For many employees, work is more than a paycheck—it's an opportunity to contribute to something bigger. But for organisations, creating a culture where purpose is more than just a slogan requires bold action and thoughtful strategy. One organisation that has achieved this successfully is financial services company Manulife. In this episode of the Digital HR Leaders podcast, host David Green sits down with Katherine Macnaughton, Vice President of Global Talent Management and Development at Manulife, to discuss how Manulife is embedding purpose into every stage of the employee journey. Together they explore: The catalyst that sparked Manulife's cultural transformation How the Better Life Campaign is creating a more engaged workforce The business impact of aligning employees with a shared purpose Preparing for the future and Generative AI readiness with Manulife's Pursuit Program Addressing job security concerns in the age of AI Listen now to learn how Manulife is redefining what it means to work with purpose. This episode is sponsored by Amazing Workplace, an AI-powered platform designed to help companies grow and succeed by unlocking the full potential of their people. By providing the most accurate insights into how employees feel and why, Amazing Workplace equips leaders with powerful tools to drive meaningful improvements where they matter most. With Amazing Workplace, companies have reduced turnover by up to 90%, have increased revenue by over 400%, and solved recruitment. Find out more at www.amazingworkplace.com  Hosted on Acast. See acast.com/privacy for more information.

Measuring Inclusion: Higher profits and happier people, without guesswork or backlash. Diversity, Equity and Inclusion is under fire, but attracting and retaining talent is more important than ever. This book introduces an entirely new approach to DEI, showing how and why measuring inclusion is the key for organizations to enjoy higher performance and greater employee satisfaction, without causing any backlash.Measuring Inclusion offers step-by-step directions, sample data, and real-world case studies to help you make meaningful and sustainable improvements in employee recruitment, engagement, productivity, and retention.You will learn to quantify, track, and estimate the financial ROI of your organization's DEI efforts just as you do with every other business activity―and in the process make your organization more successful and increasingly welcoming for everyone."A more strategic, data-informed approach to DEI." - Tiffani Wollbrinck, Global Talent Management and Development, Levi Strauss & Co"Practical, measurable strategies that tie directly to business performance." - Kirsty Devine, Head of US HR and Global Projects, The Financial Times"The analytical framework practitioners have been looking for in the area of DEI." - Silke Muenster, Former Chief Diversity Officer, Philip Morris International"A crucial counterpoint to the current backlash against DEI, providing a data-driven justification for why these efforts are essential for business success." - Jennifer Brown, Keynote Speaker and WSJ best-selling author, How to be an Inclusive LeaderA former professor with degrees in mathematics, aerospace engineering, and neuroscience, Paolo Gaudiano is an entrepreneur, a teacher, a prolific writer, and a sought-after speaker. His work transforms how people think about diversity, equity and inclusion (DEI) and what they do about it, with the ultimate goal of making our society more inclusive and equitable while driving greater economic benefits for everyone. Hosted on Acast. See acast.com/privacy for more information.

Dave Sobel is joined by Jonathan Romley to discuss the state of hiring and international recruiting in the tech industry. They delve into the challenges companies face in maintaining operational efficiency while dealing with rising salary costs and a competitive job market. The conversation highlights the potential impact of a second wave of resignations and the need for companies to adapt their hiring strategies to attract and retain top talent.Jonathan Romley shares insights on proactive talent sourcing strategies that focus on engaging potential candidates rather than relying on traditional job postings. By understanding the characteristics and values that appeal to candidates, companies can effectively target and recruit individuals who align with their organizational culture and goals. Romley emphasizes the importance of building a compelling employer value proposition to attract the right talent.The discussion explores untapped talent markets beyond the commonly targeted regions like India and the Philippines. Romley identifies Latin America, Africa, Albania, and Georgia as emerging markets with potential for sourcing tech talent. He emphasizes the need for companies to consider factors such as time zone differences, political risks, and cost savings when expanding their talent pool globally. The episode concludes with insights on how companies can navigate the challenges of international recruiting to build diverse and skilled teams. Supported by:  https://getthread.com/mspradio/  All our Sponsors: https://businessof.tech/sponsors/ Do you want the show on your podcast app or the written versions of the stories? Subscribe to the Business of Tech: https://www.businessof.tech/subscribe/Looking for a link from the stories? The entire script of the show, with links to articles, are posted in each story on https://www.businessof.tech/ Support the show on Patreon: https://patreon.com/mspradio/ Want our stuff? Cool Merch? Wear “Why Do We Care?” - Visit https://mspradio.myspreadshop.com Follow us on:LinkedIn: https://www.linkedin.com/company/28908079/YouTube: https://youtube.com/mspradio/Facebook: https://www.facebook.com/mspradionews/Instagram: https://www.instagram.com/mspradio/TikTok: https://www.tiktok.com/@businessoftechBluesky: https://bsky.app/profile/businessoftech.bsky.social

Enterprise technology is helping organisations of all sizes reinvent their operations, explore new frontiers and unlock their potential. From payroll to compliance and global hiring, Nick Catino, Head of Global Policy, at global HR and payroll firm Deel, shares how technology can simplify every aspect of managing a global team, from culture and onboarding, to local payroll and compliance. See omnystudio.com/listener for privacy information.

Large portions of the State Department's workforce are relatively new on the job, and didn't get the traditional onboarding experience. About 20% of the Foreign Service and 30% of its civil service employees were hired since March 2020. Many of them started the job remotely, and missed out on core on-the-job training because of the pandemic. Now the State Department is taking a closer look at those training gaps, and helping its workforce brush on emerging fields like AI. For a closer look at all of this, Federal News Network's Jory Heckman spoke with the director general of the Foreign Service and director of the Bureau of Global Talent Management, Marcia Bernicat.  Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Large portions of the State Department's workforce are relatively new on the job, and didn't get the traditional onboarding experience. About 20% of the Foreign Service and 30% of its civil service employees were hired since March 2020. Many of them started the job remotely, and missed out on core on-the-job training because of the pandemic. Now the State Department is taking a closer look at those training gaps, and helping its workforce brush on emerging fields like AI. For a closer look at all of this, Federal News Network's Jory Heckman spoke with the director general of the Foreign Service and director of the Bureau of Global Talent Management, Marcia Bernicat.  Learn more about your ad choices. Visit megaphone.fm/adchoices

Why does it mean to be a built to last company, like Johnson and Johnson?How can you build a talent pipeline that produces a deep bench of leaders?My guest on this episode is Peter Fasolo, CHRO and Micheal Ehret, Head of Global Talent Management at Johnson & JohnsonDuring our conversation Peter, Michael and I discuss:The power of J&J's Credo and how it has served as the organization's north star for over 135 years.How CHROs and Heads of Talent can partner to create value for their organizationsWhy talent leaders need to have a point of view on the top 100+ leaders in their organization.Why every HR professional needs to think about their job in terms of the outcomes they deliver.How J&J is personalizing career journeys and using skills as the foundation for their mentoring programs.How Generative AI and the digital transformation of work will impact every organization's people strategiesConnecting with Peter Fasolo & Michael EhretConnect with Peter Fasolo on LinkedInConnect with Michael Ehret on LinkedInEpisode Sponsor:BizLibrary - Where Learning Happens

The State Department is calling on mid-career experts in the private sector to join the Foreign Service.Rather than start out at an entry-level rank, the Foreign Service, through its new, Lateral Entry Pilot Program, is looking to hire these experts at mid-level FP-03 and FP-02 ranks.The congressionally mandated, five-year pilot is a departure from the Foreign Service's focus on recruiting prospective hires early in their careers, and retaining them for the duration of their career.Lucia Piazza, the deputy assistant secretary for the State Department's Bureau of Global Talent Management, said the department under the pilot is taking a new approach to filling in some of its workforce gaps. Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The State Department is calling on mid-career experts in the private sector to join the Foreign Service. Rather than start out at an entry-level rank, the Foreign Service, through its new, Lateral Entry Pilot Program, is looking to hire these experts at mid-level FP-03 and FP-02 ranks. The congressionally mandated, five-year pilot is a departure from the Foreign Service's focus on recruiting prospective hires early in their careers, and retaining them for the duration of their career. Lucia Piazza, the deputy assistant secretary for the State Department's Bureau of Global Talent Management, said the department under the pilot is taking a new approach to filling in some of its workforce gaps. Learn more about your ad choices. Visit megaphone.fm/adchoices

The ballroom dancer Ginger Rogers is said to have done everything Fred Astaire did, only backwards and in heels. Which is an excellent illustration of the additional challenges and hurdles that women, professionals of color, and other groups of difference can face in the corporate world. And how different the view may be, depending on who and where you are. In this episode Kimberly Grey, Vice President of Global Talent Management for Leggett and Platt, shares with us her perspective and insight as a Black Woman who has successfully navigated her career as an executive leader. Kim offers tips around the skills she largely credits with her success including: networking, setting expectations and being effective in holding others accountable. Her authenticity, and wisdom around intentionality, make for a great conversation – while also reinforcing how much we can learn when we choose to broaden our view!

Megan Bickle is the Director of Culture, Employee Engagement and Employee Listening at Western Digital. In Megan's experience, roles can be viewed as a collection of skills. Viewing roles this way allows organizations to be more responsive to the evolving needs of the business in terms of the skills needed for development and hiring. Megan believes that job architecture is essential to becoming a skills-based organization. Skills were a part of their overall integrated talent management strategy, infused throughout the organization. Capability models and job structures were built in tandem. In this conversation, Megan shares her experience building a skills-based organization as the Global Talent Management and Organizational Development Leader at GE Digital. You will want to hear this episode if you are interested in...Learning more about Megan Bickle [4:45]What a skills-based organization is [6:03]Why job architecture is important in skills-based organizations [9:04]How a capabilities-based architecture works in practice [18:06]Accounting for the evolution of the skills themselves [22:13]How learning/development dovetails into talent practices [24:34]Managing the ownership of the architecture [28:19]The lightning round [33:07]How the skills effort evolves over time/lessons learned [36:48]How people analytics were involved in the process [39:30]The strategy for assessing employee skills [42:37]Why Megan does the work she does [48:32]Resources & People MentionedBOOK - Good to Great by Jim CollinsConnect with Megan BickleConnect on LinkedInConnect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

Exploring the Future of Human Capital: Insights on Talent Management in 2023 Hosts: Steve Boese, Trish McFarlane Guest: Michael Ehret, Head of Global Talent Management, Johnson & Johnson This episode of At Work in America is sponsored by Paychex, one of the leading providers of HR, payroll, retirement, and insurance solutions for businesses of all sizes. As the workplace continues to evolve, businesses are being forced to adapt and innovate to meet the challenge. Our fifth annual workforce trend study will help you understand this year's top business challenges — and set your strategic priorities. Get the report, 2023 Priorities for Business Leaders: Trends, Insights, and Ideas for an Evolving Workplace to learn the challenges facing businesses like yours and how you don't have to go it alone. Visit paychex.com/awia to check it out, today. This week we met with Michael Ehret from Johnson & Johnson to talk about talent management innovations, trends, and themes we will be seeing in 2023. - Preparing your organization for the unpredictable future - The importance of having baseline data for HR leaders - Trends in the recruiting environment - Benefits of working with people with diverse backgrounds Learn more about Johnson & Johnson here Thank you for joining the show today!  Remember to subscribe wherever you get your podcasts!

Today, Robin and Michael were joined on DriveThruHR by  Michael Ehret, Head of Global Talent Management at J&J.  We talked with Michael about his career journey and his philosophy of talent management, and his experience leading and bolstering HR at one of the world's largest pharmaceuticals. Some of the topics we discussed included: Career mapping and succession planningThe use of new tech platforms for Learning & Development and staying connected amidst hybrid/remote work modelsHow a strong focus on DEI and culture can drive motivation Take a listen, I think you will enjoy Michael's perspective. 

Dr. Aidan Harney serves as Global Talent Management & Leadership Development manager for Intel Corporation's Fabrication, Sort & Manufacturing, or FSM, division.  This is a 12,000-strong organisation, responsible for the production of all internal Intel silicon using some of the world's most advanced manufacturing processes. Since joining Intel in 2014, Aidan has held various roles in Leadership Development, Organizational Development, and Talent Management. In his most recent role, he was responsible for developing Intel's enterprise-wide executive development curriculum – Leading Now – as well as the Ireland Leadership Development ‘Accelerator' program to enable Project BlueJay, the latest manufacturing expansion in Ireland, paving the way for the production of Intel's new 7nm process technology.Aidan is an ‘Intel Achievement Award' recipient (the highest annual recognition Intel can bestow on its employees) for his work on designing and deploying Intel's ‘Managing @ Intel' program to all 13,000 people managers in all global locations across the corporation.  Aidan earned his Ph.D. from Munster Technological University in Cork in, Ireland. His doctoral research focused on the aspects of mindset which differentiate outstanding leaders operating in complex environments. He resides in Ireland with his partner, Raphael, and they have family in Ireland, Australia, and Brazil. Aidan enjoys hosting dinners for friends, spending time in the great outdoors in Ireland, and volunteering with two organizations: Sport Ireland, which enables participation in sports for people of all abilities and ages, and ‘Aware,' which supports people affected by depression and bipolar disorder.  Aidan's dog Harry – a tea-cup Yorkshire Terrier – is 16 years old and weighs 4 lbs!A Quote From This Episode"One of the greatest themes of my work with senior leaders - whether it was leaders from financial services, engineering, retail, or even academia - was that they wish they had led with less fear and more intentionality during their quest, which I think is a profound and fascinating finding."Resources Mentioned in This EpisodeBook - Sapiens by HararriBook - 21 Lessons for the 21st Century by HarariBook - Principle for Dealing with the Changing World Order by DalioBook - Unleash Your Complexity Genius by Garey-Berger and CoughlinSong - What's Going On by Marvyn GayeMore About Series Co-Host, Dr. Jonathan ReamsJonathan's WebsiteBook: Maturing Leadership: How Adult Development Impacts LeadershipArticle: A Brief Overview of Developmental TheoryAbout  Scott J. AllenWebsiteMy Approach to HostingThe views of my guests do not constitute "truth." Nor do they reflect my personal views in some instances. However, they are important views to be aware of. Nothing can replace your own research and exploration.About The International Leadership Association (ILA)The ILA was created in 1999 to bring together professionals interested in the study, practice, and teaching of leadership. 

Elke Rößler hat Wirtschaftswissenschaften mit Nebenfach Wirtschaftspsychologie studiert und hat seither mehr als 20 Jahren Berufserfahrung in verschiedenen Industrien und in mehreren HR und Talent Management Funktionen gesammelt. Ihre letzte berufliche Corporate Station war Head von Global Talent Management und Global Leadership für einen internationalen Automobilzulieferer. Seit März 2022 arbeitet Elke Rößler nebenberuflich als Führungs- und Karriere Coach. Linkedin: https://www.linkedin.com/in/elke-rößler-63525716a Homepage: https://elkeroessler.com MentorMe https://mentorme-ngo.org/

What characteristics define the best leaders?How can you lead with purpose and passion?My guest on this episode is Anne Gotte, VP Global Talent Management, Bumble Inc.During our conversation, Anne and I discuss the following:Why she believes early in your career “you have everything to learn” but nothing to proveThe four capabilities that differentiate the best talent management leadersWhy it is important to align your career decisions with your valuesWhat makes Bumble's culture different than anywhere else she ever has workedThe female leaders she admires the most and why

In this episode of Redefining HR, I'm joined by Johnson & Johnson's head of global talent management, Michael Ehret. Michael and I discuss his background, his work at J&J, how he thinks about innovating on a global scale and more.

Why is defining potential so difficult to do?What are the three types of potential and when should you use them?My guest on this episode is Allan Church, PhD, former SVP, Global Talent Management for PepsiCo.During our conversation, Allan and I discuss the following:Why the job you think is the “worst” might actually be the “best” for youThe three types of potential: why they matter and when to use themPepsiCo's GREAT5 leadership model and how it applies at different stages of your careerWhy communicating potential ratings will increase, not decrease employee engagementBooks & Resources Discussed:The High Potential's Advantage: Get Noticed, Impress Your Bosses, and Become a Top Leader by Jay Conger & Allan ChurchThink Outside the 9 Box by Allan Church, PhDConnecting with Allan:Allan Church, PhD on LinkedIn

“How do we make it so that [people] SEE themselves in the process?” - Suzannah Kelly There's nothing more disheartening than designing or implementing a program or process and seeing it land with a thud. That's why it's critical to involve your stakeholders early and often! Listen to this episode to be inspired around how to help people see themselves in the processes and programs you implement. My guest is Suzannah Kelly. Suzannah is Vice President, Global Talent Management at Apotex Inc. She is an accomplished HR Executive with a 20+-year track record of success in leading enterprise-wide HR initiatives that support critical organizational growth and transition goals with broad experience across the financial services, pharmaceutical and consumer packaged goods industries. Over the course of her career, she has been called on to build and deploy new programs and drive transformation that deeply impact and improve organizational development, employee experience and customer experience. Suzannah is passionate about coaching as an enabler of personal, professional and organizational growth and holds an Associate Certified Coach designation, accredited through the International Coaching Federation. She obtained her Bachelor of Arts (Hons) at the University of Staffordshire in the United Kingdom. In addition to her CHRL and Coaching designation she has a certification in Adult Education - Instruction and Design and has completed the Queens School of Business Advanced Human Resources Management Program and Seton Hall University Health Care Compliance certification. In this episode of Talent Management Truths, you'll discover:

Our guest this week is our friend Anne Davis Gotte, VP and Global Talent Management for Bumble. As a leader on the company's People and Culture team, Anne oversees key initiatives such as the creation of strategic talent infrastructure and management capabilities to help the company meet its growth and impact aspirations. Prior to joining Bumble, Anne led enterprise talent for Ecolab, a $14B company with 45,000 associates. Anne also spent 14 years with General Mills in a variety of business partner and talent management roles building knowledge and skillsets on DEI, manager development, contingent labor strategy and enterprise organizational design. She holds a Master of Industrial and Labor Relations from Cornell University.###If you love this podcast please share it with friends, family and co-workers and leave a 5-star review! We would also love to hear from you on LinkedIn and invite you to join our online community We Thrive Together where we are creating a safe place to talk about anxiety and mental health at work.###Your hosts, Adrian Gostick and Chester Elton have spent more than two decades helping clients around the world engage their employees on strategy, vision and values. They provide real solutions for leaders looking to manage change, drive innovation and build high performance cultures and teams. Their work is supported by research with more than a million working adults across the globe.They are authors of multiple award-winning Wall Street Journal and New York Times bestsellers All In, The Carrot Principle, Leading with Gratitude, and Anxiety at Work. Their books have been translated into 30 languages and have sold more than 1.5 million copies. They have been called “fascinating” by Fortune and “creative and refreshing” by The New York Times. Gostick & Elton have appeared on NBC's Today Show, CBS 60 Minutes, and are often quoted in Fast Company, Newsweek and the Wall Street Journal.Learn more about their Executive Coaching practice at TheCultureWorks.com. To book Adrian and Chester to keynote at your event, contact christy@thecultureworks.com###A shout out to our wonderful sponsor, LifeGuides. LifeGuides is a peer-to-peer community that helps people navigate through their day-to-day stressors by providing a place of empathy, listening, wisdom and support with a Guide who has walked in your shoes, experiencing the same challenge or life experience as you. We have a special offer for A@W Community from LifeGuides. It's this easy -  Schedule a demo and drop Healthy2021 in the “Any Questions?” box and receive 2 FREE months service.goHappy Hub is the most inclusive and timely way to communicate and engage directly with your frontline employees and candidates with 95%+ open rates. Send text messages directly from corporate and enable permissions for your frontline leaders to communicate with their team - notes of gratitude, logistical updates, referral opportunities, LTO's, new hire introductions, learning content, celebrations and more. Easily get the right message to the right people with simple segmentation by location, job type, language, etc, and get feedback from the field in a structured, digestible and actionable way. For a 60 day trial, just tell 'em Adrian & Chester sent you!

Guest: Dr. Michael Ehret, Head of Global Talent Management at Johnson & Johnson Are there any inherent, natural ingredients shared by high-potential leaders? And does there always need to be a direct correlation between performance and leadership potential? In the latest episode of the HR Works Podcast, Johnson & Johnson's Head of Global Talent Management, Dr. Michael Ehret, joins for a conversation about leadership development and optimizing succession management to build the future of an organization.

If you want to help change the world, the State Department isn't a bad place to start. And if you want to get a foot in the door at the State Department, a paid internship isn't a bad way to go. This fall, the State Department launches a new paid student internship program. Here with the details, the director of recruitment in State's Bureau of Global Talent Management, Mica Schweitzer-Bluhm.

In today's episode we mark International Women's Day with two guests from the USA. We're thrilled to be joined by Caryn Fried and Aniqa Tariq from Camp4, both being vastly experienced leaders with a wealth of global Salesforce experience, having been in the ecosystem for 25 and 20 years respectively.    Caryn is obsessed with employee experience and talent development, having been Bluewolf's Head of Global Talent Management. Caryn joined Bluewolf as one of the very first employees and led the team through acquisition as they scaled from 200 to 1500 employees globally.    Aniqa's passion is building and developing high performing Salesforce practices, with cultures centred around employee and customer success. Aniqa is recognised as a Partner Trailblazer and listeners in Australia will know her for the work she did as Bluewolf's MD for APAC, but she also IBM's Global Salesforce Center of Competency practice across markets like the Middle East, Latin America, Japan and APAC.   Through this episode we touch on a range of topics, covering leadership, culture, talent development, burn out, self doubt, tough skills and more.   Caryn and Aniqa are dedicated to Camp4's mission of impacting 1 Million lives by empowering people through CAMP4 Programs and you can find out more by visiting the website, and following both Aniqa and Caryn on LinkedIn.   We hope you enjoy the chat!

“As a Talent Management practitioner, we can get a bit tied up in what we see, and the latest buzzword or what we think we know from our seat of expertise. But the reality is, our experience is not the same as that of our many employees.” -Allyson Whiteley As we head into the third year of the pandemic, the world is exhausted and there has been a massive disruption to our lives. Life and work now intersect much differently, and Talent Leaders and their teams have a tremendous opportunity to help organizations navigate both the challenges and the opportunities in this new environment. According to my guest, Talent Management teams are NECESSARY. And I couldn't agree more! My guest is Allyson Whiteley. Alllyson is Sr Vice President of Human Resources, Global Talent Management at Franklin Templeton and lives in St. Petersburg, Florida. In this role, she partners directly with executives on key talent opportunities and since 2018, Allyson has overseen Organizational Development, Learning and Talent Acquisition globally. She and her team help shape who the company is through their role as “cultural architects.” In her long career at Franklin, Allyson was also an HR Business Partner for various lines of business at the executive level, and she is known for her relationship building skills. In this episode of Talent Management Truths, you'll discover:

Dr. Jonathan Canger, an Industrial-Organizational Psychologist and founder of Zennia Research, has worked in senior leadership roles with companies such as Verizon, Monster, Motorola and, most recently,  Marriott International where he was Senior Vice President of Global Talent Management. Jonathan joins our elite roster of two-time WIP guests to discuss engagement from multiple angles: how you know it when you see it, how different personalities need to be engaged differently, how to improve it among remote workers, and more.  

In this episode, CONMED team members Kimberly Pence, Senior Manager Talent Acquisition & Shaelie Lambarth, Vice President of Global Talent Management discuss a pivotal shift in the corporation's leadership mindset that improved the culture of their sales teams. Plus, get an inside look at the qualities hiring managers search for in a medical sales representative and find out how Medical Sales College graduates match up to the competition. Visit www.medicalsalescollege.com to learn more about our specialized training programs and how you can fast-track your career into the medical device sales industry.

Red Bull's mission is to give people wings and now these industry disruptors have turned their sights to the world of high-performance at work, publicly launching their in-house psychometric evaluation, Wingfinder. To gain greater insight into the inspiration and functionality of this new tool we talked with Alexandra Kuric, part of the Global Talent Management team who’s been with Red Bull for almost a decade. We discuss the research and science behind Wingfinder as well as how you can use the evaluation in your hiring process. If you want to learn more about Wingfinder then check out our article, How Red Bull Gives Their Candidates Wings, or take the evaluation yourself by clicking here!

Redbull's mission is to give people wings and now these industry disruptors have turned their sites to the world of high-performance at work, publicly launching their in-house psychometric evaluation, Wingfinder. To gain greater insight into the inspiration and functionality of this new tool we talked with Alexandra Kuric, part of the Global Talent Management team who’s been with Red Bull for almost a decade. We discuss the research and science behind Wingfinder as well as how you can use the evaluation in your hiring process. If you want to learn more about Wingfinder then check out our article, How Red Bull Gives Their Candidates Wings, or take the evaluation yourself by clicking here!

This week on the Chief Executive Podcast, Mark sits down with Pamay Bassey, Chief Learning Officer at Kraft Heinz and Anne Gotte, SVP of Global Talent Management at Ecolab! This has been a challenging year for employees, and Pamay and Anne have worked to not just overcome changes in the virtual world, but create more sustainable and flexible solutions for their employees. Learn from two leaders in Employee Growth and Development, they've approached it this year, and come out stronger because of it.

Anne Gotte is the Senior Vice President in Global Talent Management of Ecolab. She is a dynamic HR leader with significant business partner and talent management experiences across varied environments and business models. She is highly adept at diagnosing talent management requirements and building effective and relevant strategies, interventions and processes focused on solving pressing business challenges. Anne is an exceptional critical thinker that brings expertise as a strategist and practitioner in talent management, organizational development, organizational design, and strategic planning. Builds strong relationships at all levels of organizational leadership and possesses sound team leadership, project management, presentation, and communication skills.  In this episode, we discuss How we unlock people's human potential and allow them to feel enriched. What the connection is between power and “inherently noble” work.  How to reject destructive structures that limit agency and build environments that are rooted in meaning, dignity, and community. How to humbly acknowledge that not showing up in one's power has consequences for others you care about   I hope you will find this episode as exciting and informative as I have. Anne shared a lot of valuable information on how to achieve a better and safe workplace – physically and mentally. You can definitely learn a lot from Anne on how to really step into the power in the workplace, not just for leaders, but also for employees. Please let me know your thoughts! Connect with Anne Gotte LinkedIn: https://www.linkedin.com/in/annegotte/ Connect with Dr. Sharon Melnick Website: https://www.sharonmelnick.com/  LinkedIn: https://www.linkedin.com/in/sharonmelnick/  Twitter: https://twitter.com/DrSharonMelnick  Learn more about your ad choices. Visit megaphone.fm/adchoices

Technology's ability to connect everyone regardless of location is prompting both employees and companies to approach work from a more global perspective. In this episode of Career Compass, hosts Erica Young and Kristy Parola speak with Cheyenne Tabb, a senior analyst at PepsiCo, about her experience working in talent management for a globally recognized brand. Cheyenne discusses the opportunities and challenges associated with global talent management, including recruitment, selection, training and development, as well as retaining top employees.EARN SHRM RECERTIFICATION PDCs FOR LISTENING TO THIS EPISODEListening to this episode qualifies for 0.50 PDC toward SHRM recertification. All you have to do is listen to the episode to claim your credit: All relevant details, including the Activity ID, are provided during the podcast episode.Follow Career Compass wherever you listen to your podcasts. Check out SHRM.org/podcasts to listen to all of our episodes and also hear more podcasts from SHRM.  And, be sure to rate and review the show on Apple Podcasts or your podcatcher of choice.Keep up with SHRM online and follow us on Facebook, LinkedIn, Twitter and Instagram.

Guest: Ligia Zotini. Ligia is a Researcher and Thinker of Futures, founder of Voicers, TEDx Speaker, has a 15-year career in the Technology Industry and 20 years in Education, and a Master's in Global Talent Management. She lived in India working for Friends of World Women Bank and in New York, working at IBM's headquarters in Armonk. We have a great discussion about how to humanize our future and make us protagonists in leading our evolution.

Guest: Ligia Zotini. Ligia is a Researcher and Thinker of Futures, founder of Voicers, TEDx Speaker, has a 15-year career in the Technology Industry and 20 years in Education, and a Master's in Global Talent Management. She lived in India working for Friends of World Women Bank and in New York, working at IBM's headquarters in Armonk. We have a great discussion about how to humanize our future and make us protagonists in leading our evolution.

In this episode of the HR Leaders podcast, I'm joined by my guest Michael Walsh, Director, Global Talent Management & Organisational Effectiveness at Eaton.Thanks to Paylocity for supporting the show!Download the Deloitte report to see the potential savings a human capital management solution offers in ten core human resource responsibility areas: https://bit.ly/3uw465WEpisode highlights00:00 - Intro00:58 - The inspiration behind his new book03:55 - "When you realise how powerful analytics can be, the sky's the limit"05:55 - What's holding people back from using data?07:45 - Mistakes people make when getting started with analytics10:59 - How effective communication and storytelling paid off for Michael12:58 - How we are inundated with shiny new technologies15:25 - Common questions Michael asks when assessing a new piece of technology20:23 - The most important hires when starting a team23:31 - Does it still make sense for analytics to sit under HR?25:56 - How the pandemic accelerated the need for data adoption28:03 - Why it's clear technology wasn't holding back wellbeing initiatives31:30 - Parting advice for youIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrdleaders.com/podcast

Hoje, a entrevistada é a pesquisadora e Pensadora de Futuros Lígia Zotini. Fundadora do Voicers, TEDx Speaker, possui uma carreira de 15 anos na Indústria de Tecnologia e 20 anos na Educação e é Mestre em Global Talent Management pela PUC/SP. Viveu na Índia, trabalhando para Friends of World Women Bank e em Nova York, trabalhando na matriz da IBM em Armonk. Lígia irá falar sobre a transição da hard economy para a soft economy, sobre futuros desejáveis, realidades paralelas e multiverso.

In this interview with Kara Scovitch, Senior Director, Global Talent Management at The Knot Worldwide, we're talking about return to work, levels and career progression, and performance philosophy. Bio: https://www.linkedin.com/in/kara-scovitch-phr-shrbp-62982085/ SUBSCRIBE: https://www.youtube.com/channel/UCyw3bYUzk3kI6jqAvhhrPhQ?sub_confirmation=1

Diplomatic Immunity: Frank and candid conversations about diplomacy and foreign affairs Diplomatic Immunity, a podcast from the Institute for the Study of Diplomacy at Georgetown University, brings you frank and candid conversations with experts on the issues facing diplomats and national security decision-makers around the world.  For more, visit our website, follow us on Twitter @GUDiplomacy or send us an email to diplomacy@georgetown.edu. Season 2, Episode 5: Mirembe Nantongo, who recently retired from the Foreign Service as a deputy assistant secretary of state in the Bureau of Global Talent Management, spoke with ISD Rusk Fellow Heera Kamboj, as part of ISD's Diverse Diplomacy Series, to discuss her Foreign Service career and her perspective on diversity and inclusion at the State Department.  Episode recorded: March 4th, 2020. Watch the full event video and learn more about the series: https://www.diversediplomacy.com/

Deb Wheelock is an accomplished and versatile Global Talent Management Leader with deep expertise in the global design and delivery of the talent lifecycle. She is known for her ability to collaborate across functions to empower the HR team and to partner effectively with the business to drive inclusive cultural change. Deb recently joined iCapital Network, a fast-growing fintech company whose mission is to power the world’s alternative investment marketplace.  In her role as head of Global Talent Management, she oversees Talent Acquisition, Learning & Leadership Development, Diversity, Equity & Inclusion and Employee Experience.  Prior to this role, she was leader of the global Talent Management and Organizational Effectiveness team at Legg Mason & Co., LLC.   Before that, she was head of Global Talent Management for the Risk & Insurance Services segment of Marsh & McLennan Companies, holding the lead talent management role at Marsh and Guy Carpenter, and earlier, at Mercer. During her tenure in these roles, she led the design of high-impact leadership development programming and streamlined the talent review and succession planning process, while improving the focus on visible diversity.  Deb is a member of The Executive Forum, The Harvard Business Review Advisory Council, the Fairfield County Senior HR Roundtable and the Association for Talent Development (where she has served on their Board Selection Committee). She is a past member of the Chief Talent Officer Exchange and the Senior Executive Board for Talent Management for Best Practices Institute.  Deb has spoken at various learning and talent management industry events and was a member of the presenting faculty at The Conference Board’s Diversity & Inclusion Boot Camp. She holds a B.A. from Rutgers University (Douglass College), a certificate in E-Learning and is NetWorkWise Certified.  She is a licensed and certified practitioner of the Hogan Development Suite (Advanced Feedback & Interpretation) and Insights Discovery.  

Welcome to episode 19! Joining me on today's episode is my godmother Myra O'Donoghue who works in Global Talent Management and Diversity & Inclusion with a company in the US. She has so kindly joined me on today's show to talk about the importance of being diverse and inclusive both in the workforce and in society. Like this episode? Please share it with someone that you know! Want to be on the show? Reach out to me @selfcarecoach_ on Instagram - I would love to connect with you!

Don Bauer has been pushing offices in the federal government forward in their software since the turn of the century. “I was one of the co-founders of Quick Hire, which was one of the first commercially available staffing products for the federal government. Back in ’99, 2000, we were doing software as a service before it was a thing,” Don says. After years of building programs for the National Park Service, NASA, the United States Digital Service and more, he now serves as the Chief Technology Officer for the Bureau of Global Talent Management at the U.S. Department of State, working at the intersection of HR and IT. In this episode of Government Enabled, host Linda Sue Kirschner talks to Don about his role in the State Department, the challenges he has faced in recent years and how he’s managed to get the department to modernize. It hasn’t always been easy given the security protocols and budget restrictions of federal agencies, but he’s made it his mission to transition the office to smooth, easy-to-use systems for HR management. “Our mission is making our software as easy to use and as reliable as possible because when you're in the field, it's not your primary mission and you don't need to be distracted by it,” he says.

Dans ce troisième épisode d'Objectif Future of Work, nous allons vous parler des soft skills. Pour aborder ce sujet, on reçoit Stéphanie Fraise, VP Global Talent Management chez Blablacar et membre de l'Observatoire des Métiers du Futur. Après avoir débuté sa carrière en Marketing, notamment chez Canal+ où elle a occupé différents postes pendant près de 15 ans – allant des Marketing Operations aux Ventes Réseau - Stéphanie a rejoint les équipes de Dailymotion en tant que Chief People Officer en 2016 puis celles de Blablacar en tant que VP Global Talent Management en mars dernier. Résolument tournée vers l'Humain, Stéphanie a également obtenu une licence en psychologie clinique en 2012, et été tutrice à l'Institut Télémaque pendant 5 ans (2013-2018). Elle est également membre de l'Observatoire des Métiers du Futur depuis 2019.Riche de ces expériences, Stéphanie nous partage aujourd'hui sa vision d'une notion qui a le vent en poupe, les soft skills, et répond aux questions suivantes :•Qu'est-ce qui a orienté ton parcours professionnel ?•Qu'est-ce que le Talent Management ? •Qu'est-ce qu'une compétence soft et pourquoi font-elles tant parler d'elles depuis quelques temps ? •Y a-t-il des soft skills prioritaires ou particulièrement importantes pour la réussite professionnelle qu'il soit nécessaire d'acquérir dans les années à venir ? •Comment mesure-t-on les soft skills ?•Comment peut-on se former au soft skills aujourd'hui ? Qui est concerné ? •Comment définir les soft skills dont une organisation a besoin ?N'hésitez pas à contacter Stéphanie via LinkedIn si vous avez d'autres questions.Et n'hésitez pas également à me contacter par mail vincent@boost.rs ou via LinkedIn « Vincent Lebunetel ». Et pour retrouver les études et travaux de Boostrs c'est ici : https://boost.rs/nos-livres-blancs/ Très bonne écoute à tous !

Today you're going to get to hear a beautiful alignment of energy between myself and RaQuel Hopkins. In this episode, we cover topics like finding out what success means to you, how to find your connection with yourself so that you can overcome obstacles, some of her favorite things that she's experienced and the outcomes that have happened from turning inward. Additionally, I may have ended up in the hot seat for a minute when I asked RaQuel to show us what a rapid coaching session looks like with her. Read more about her and her life thus far in her bio below and then grab your headphones, plug in and tune out the outside world with RaQuel Hopkins and Kelli Mason in this episode of the Limitless Soul Podcast xo RaQuel Hopkins, MBA, CPC, ELI-MP RaQuel is a Life and Leadership Development Coach and a change agent for purposeful and meaningful impact. She partners with individuals and business clients on removing barriers for greater success while pinpointing what success means and the limiting beliefs that we may have accepted that keep us from obtaining further greatness. RaQuel believes that true leaders understand that doing something greater outside of ourselves is the kind of action that leads to lasting impact. Creating an intangible legacy- one free of titles, riches and other sometimes meaningless items- begins with prioritizing the people we hope to help and recognizing that when we succeed, others will do the same. RaQuel has over 10 years’ experience working in Human Resource Development in the Telecommunications industry with her most recent role as the Vice President of HR in global organization. She has an MBA in International Business from the University of Saint Thomas and currently pursuing her MS in Mental Health and Clinical Counseling. She attended the Wharton School for Global Talent Management and became a Certified Professional Coach through the Institute of Professional Excellence in Coaching (IPEC). She is also an official member of the Forbes Human Resources Council. Connect with RaQuel: @success_is_complicated www.rhlifecoaching.com

In the episode of the Ericsson News Podacst, we are speaking with Selina Millstam, Head of Global Talent Management at Ericsson about what corporations like Ericsson can do to support the social justice movement and create positive change over the long-term. Ericsson is committed to treating all employees with respect and dignity. All kinds of discrimination based on partiality or prejudice is prohibited. This includes discrimination based on, but not limited to, race, color, gender, sexual orientation, gender identity, transgender status, marital status, pregnancy, parental status, religion, political opinion, nationality, ethnic background, social origin, social status, indigenous status, disability, age, union membership or employee representation and any other characteristic protected by local law, as applicable and/or Ericsson’s policies.

a-a-a-a-ahhhh... esse episódio é muito especial... intuído. Você vai entender melhor daqui a pouco.   ELA seguiu carreira por muito anos na Indústria de tecnologia, foi Head de Marketing para CyberSecurity e para Cloud na IBM LATAM e Diretora de Negócios Digitais na AAXIS Global. ELA é Formada em Administração pela FGV/Escola Superior de Administração e Gestão, Mestre em Global Talent Management pela PUC -SP com extensão na universidade de Wuhan China. ELA já fez 2 TED's X:  TecnoMagia: Como o Melhor do Humano Ativará Tecnologias do Futuro (https://www.youtube.com/watch?v=57KLTikAu4o ) e O Futuro do Mundo ou o Mundo do Futuro? (https://www.youtube.com/watch?v=UlCwITuVSMM). ELA é  fundadora do VOICERS - Amplificando Vozes Plurais Construindo Futuros Ideais (https://www.voicers.com.br/). Voicers são pessoas cuja as vozes inspiram a pensar o futuro exponencial. O nome DELA é Ligia Zotini Mazurkiewicz. Ouvir a Ligia contar sua história, seus processos de Me-DITAR e Intuitive Meditation... como sua vida ganha significado a medida que cria pontes para sonhos e futuros possíveis e desejáveis é uma dose potente de bom ânimo.  Ela é pioneira em tantas coisas, vem buscando em unir o melhor da tecnologia com o melhor do humano. Entender como ela caminha no mundo desde criança... é puro encantamento. Desfrute, e aproveite tão bela voz. A Ligia te ensinará que : Tudo que aprimoramos, nos aprimora de volta… e te fará  pensar sobre:  qual é a sua curadoria na vida?. Você ouvirá  como ela entrou na minha vida, e desde lá, vem me provocando mudanças! Cuidado, ela fará isso com você também... ela irá amplificar sua história, seus pensamentos e sua voz.  Busque pela Ligia nas redes sociais, e participe de sua agenda nas redes sociais, e desfrute do conhecimento que está sendo compartilhado: https://www.instagram.com/ligia_zotini/?hl=pt-br PARTICIPE DO PRÓXIMO EVENTO GRATUITAMENTE, acessando: https://materiais.recalculandoarota.com.br/workshop_reset  Me conta sua experiência com o MOMENTOCAST enviando um áudio através do link disponível no descritivo desse episódio… Assine o MOMENTOCAST gratuitamente pelo Spotify, Deezer,Apple Podcasts, Google Podcasts e nos principais agregadores de áudio, ou acesse, www.anchor.fm/momentocast, depois compartilhe os episódios com seus familiares e amigos… quanto mais gente escutar, melhor. Sutilize-se! Interaja com o momentocast nas redes sociais, utilizando a hashtag #MOMENTOCASTERS, e vamos acompanhar seus planos para futuros desejáveis . Preserve a vida! Acompanhe também nossas postagens e stories no Instagram, busque por @MOMENTOCAST. Obrigada por seu tempo e até! --- Send in a voice message: https://anchor.fm/momentocast/message

The State Department’s pale-male-and-yale workforce has grown more diverse over nearly two decades, but a recent Government Accountability Office audit shows diversity hasn’t filtered up the agency’s higher ranks. The review also found that racial and ethnic minority employees saw a lower rates of promotions. For more on efforts to diversify, Federal News Network’s Jory Heckman spoke with the State Department's deputy assistant secretary in the Bureau of Global Talent Management, Mirembe Nantongo

Dorothy Dalton, a global talent management strategist, talks to peopleHum about biases, inclusion, and diversity in the future of work and how women need to be included more at workplaces

Have you ever taken a chance and switched jobs? In this episode, we learn how to prepare for the first ninety days on the new job and the ways to make the most out of networking opportunities. Founder of KD Leadership Strategies, Executive Coach & Consultant, Kameka Dempsey joins the show. Kameka partners with business leaders to deliver their business strategy through coaching, off-sites, team/individual development and assessments. She also currently serves as a Strategic Advisor, Facilitator and Executive Coach at BlackRock. Prior to starting her firm, she was Vice President Global Talent Management at BlackRock. Kameka says that mentorship has been critical in her career. Her mentors have given her critical feedback that assisted her in climbing the corporate ladder. The best advice, in particular, was that you could have it all, you can’t have it all at the same time. When joining a new role, Kameka says to spend the first ninety days doing a listening tour. Who should you be talking to in order to understand the organization? It takes between ninety and one-hundred days to do it well. A manager can help you lay the foundation. Women do not think about the importance of strategic networking. Anytime that Kameka has had a misstep - she was able to course-correct via someone in her network. There should be people you know in your organization that you can go to. Often, women are not getting good feedback, that’s why networking and mentorship is so critical.   Stay tuned while Kameka explains how to balance personal and professional goals, ways to leverage your network, and how women can stay ahead, given the future of work. Highlights: [02:00] About Kameka Dempsey [06:00] The importance of seeking mentorship    [09:50] What to do when joining a new organization [13:25] Find people to deepen relationships with [17:00] Struggling with imposter syndrome [20:20] Competing between personal and professional goals  [26:00] Leveraging and building your network [31:50] How women can stay ahead given the future of work Quotes: “What are the important legs on my three-legged stool?” -Kameka Dempsey “Make sure it’s the kind of environment that’s going to enable you to be successful.” -Kameka Dempsey “Find 2-3 people that you can help, help you.” -Kameka Dempsey “You may have to create an environment in which people give you feedback.” -Kameka Dempsey “I said yes to everything – I took sixteen flights; ten flights were simply for work.” -Kameka Dempsey “Always be learning.” -Kameka Dempsey About Kameka Dempsey: Kameka M. Dempsey, Founder of KD Leadership Strategies, is an Executive Coach, consultant and globally fluent facilitator. She partners with business leaders to deliver their business strategy through coaching, off-sites, team/individual development and assessments. She also currently serves as a Strategic Advisor, Facilitator and Executive Coach at BlackRock. Prior to starting her firm, she was Vice President Global Talent Management at BlackRock. At BlackRock, Kameka was responsible for a wide-range of Talent Management activities including the global design and delivery of BlackRock’s leadership & management development programs. She was specifically responsible for various aspects of the talent strategy, program design and facilitation, assessments, Executive Coaching and other firm-wide development initiatives. In addition, she has been part of the Women's Leadership Forum design, facilitation and implementation team since its post-pilot launch. She also led BlackRock’s emerging work on unconscious bias through the Driving Better Decisions program. Prior to her role at BlackRock, Kameka was with Goldman Sachs in the Office of Global Leadership & Diversity in a diverse talent strategy role covering six businesses. Kameka returned to the private sector from her appointment in the Senior Administration of Yale University, where she was also on the teaching staff of the Yale School of Management. Prior to her role at Yale, Kameka designed and delivered executive level educational programs at Duke Corporate Education for clients in various industries including financial services, technology, pharmaceuticals, beauty and government. Kameka began her career as a business consultant with Accenture, her focus being strategy consulting and business process design. Kameka is a 2012 Women’s Leadership Fellow of the Impact Center’s Women’s Leadership Institute. Kameka holds a Bachelor’s degree from Yale University and Masters of Education from the Harvard Graduate School of Education. She is certified in the Hermann Brain Dominance Instrument, the Hogan Suite and various 360 instruments. She is a graduate of the Institute for Excellence in Coach Training Program, accredited by the International Coach Federation. She is a board member of the Phelps Association. She lives in New York City.   Links: Website: www.kdleadershipstrategies.com LinkedIn: https://www.linkedin.com/company/kd-leadership-strategies Twitter: https://twitter.com/kdlssays

As the CEO of DDTM and 3Plus International, Dorothy works globally in talent management strategy, covering the whole spectrum of career challenges from “hire to retire” in the talent pipeline.She has recruited, trained and coached thousands of men and women in her career, working with leading international companies and organizations.Her firm also provides HR Consulting services to organizations seeking to create diverse and inclusive workplaces, including gender balance, focusing on bias conscious talent sourcing, attraction, and retention. Dorothy is heavily involved in HR and Tech, particularly in potential changes to recruitment processes. She is also a keynote speaker, trainer, author, HR blogger and media contributor. LEARN MORE: DorothyDalton.com | Linkedin.com/in/dorothydalton/Resume Storyteller with Virginia Francohttps://businessinnovatorsradio.com/resume-storyteller-with-virginia-franco/

In today’s episode, Andy interviewed Lisa Ridge. Lisa is the director of Global Talent Management and Organisation Development for Teradata, an IT services company based in San Diego, CA. They have more than 10,000 employees and they’re going through a global transformation. In her role, she is responsible for engaging, identifying, and deploying talent against […]

In today’s episode, Andy interviewed Lisa Ridge. Lisa is the director of Global Talent Management and Organisation Development for Teradata, an IT services company based in San Diego, CA. They have more than 10,000 employees and they’re going through a global transformation. In her role, she is responsible for engaging, identifying, and deploying talent against Teradata’s strategic plan. She leads a team responsible for engagement and retention, performance management, strategic work force planning, organisational effectiveness, succession planning, organisation review, and assessment. Lisa has over 20 years of experience in talent management and leadership development holding leadership and global roles in companies like Gap, Sony, and Qualcomm as well as some companies in the life sciences industry prior to joining Teradata.

In today’s episode, Andy interviewed Lisa Ridge. Lisa is the director of Global Talent Management and Organisation Development for Teradata, an IT services company based in San Diego, CA. They have more than 10,000 employees and they’re going through a global transformation. In her role, she is responsible for engaging, identifying, and deploying talent against Teradata’s strategic plan. She leads a team responsible for engagement and retention, performance management, strategic work force planning, organisational effectiveness, succession planning, organisation review, and assessment. Lisa has over 20 years of experience in talent management and leadership development holding leadership and global roles in companies like Gap, Sony, and Qualcomm as well as some companies in the life sciences industry prior to joining Teradata.

The next generation of talent management processes are attractive and fit for use for the company, HR team and, most importantly, all leaders, employees and types of talent. Dagmar Pithan, VP Global Talent Management at Deutsche Telekom, speaks with ChapmanCG's Dr Frieder Rummel about overhauling their talent management processes and creating a new Global Competence Centre for People Development. This new centre aims to make the best use of different business synergies and brings the processes of performance, succession, talent management, expert, leadership, development and recruitment closer together for success.

Karishma is the Vice President of Global Talent Management at Groupon, where she leads a global team of talent acquisition, employment branding and talent development leaders to deliver best-in-class programs that attract, select, develop, and retain great talent; drive enterprise-wide culture transformation and employee engagement initiatives. . Karishma brings 15+ years of experience designing and delivering customized talent development solutions including well-rounded exposure to e-commerce, financial services, technology, defense, healthcare, and retail industries.

Karishma is the Vice President of Global Talent Management at Groupon, where she leads a global team of talent acquisition, employment branding and talent development leaders to deliver best-in-class programs that attract, select, develop, and retain great talent; drive enterprise-wide culture transformation and employee engagement initiatives. . Karishma brings 15+ years of experience designing and […]

Karishma is the Vice President of Global Talent Management at Groupon, where she leads a global team of talent acquisition, employment branding and talent development leaders to deliver best-in-class programs that attract, select, develop, and retain great talent; drive enterprise-wide culture transformation and employee engagement initiatives. . Karishma brings 15+ years of experience designing and delivering customized talent development solutions including well-rounded exposure to e-commerce, financial services, technology, defense, healthcare, and retail industries.

HRD Leaders LIVE - We are joined by Deanne Kissinger, Vice President, Global Talent Management and Certified Coach at Diversey. Watch the video footage from the Live show here: bit.ly/HRDLeadersLiveshow.

As we celebrate International Coaching Week May 7-13, DHG continues to build a culture of coaching. Industry leader and a member of Marshall Goldsmith's 100 coaches, Deanne Kissinger is Vice President of Global Talent Management at Diversey Inc., a $2.6 billion organization with 9,000 employees. Deanne discusses what it takes to be an effective coach and coaching best practices for organizations. Insights about the differences between coaching, mentoring and sponsorship clarify these three important parts of career development.    

'The Leader Builder'. Lori Bradley is the Executive Vice President of Global Talent Management for PVH Corp. PVH owns Calvin Klein, Tommy Hilfiger, Van Husen and Speedo among other brands. Lori holds a Ph.D. and M.A. in Industrial/Organization Psychology and no one that I know, knows more about leadership assessment and development, succession management, and organization design. She also has a masters in English Literature. Lori and I talked about the relationship between fear and creativity, about the importance of experiments in complex organizations, and about the role creativity played in getting her kicked out of vacation bible school.  

Monica Pool Knox is the Head of Global Talent Management at Microsoft Enterprises.  She started with GTE (which would later become Verizon) and since then she has worked at several large companies including Pepsico, Sony, Twitter and she is now at Microsoft. Microsoft has 120,000 full time employees in 109 countries. But they also have a contingent workforce which is larger than their full time workforce! Contingent workers are doing everything that full time workers are doing, however, they allow for flexibility for the company. They may move to another part of the company or leave altogether once the assignment is completed. Microsoft also has a third classification of workers – full time employees that can be redeployed to another part of the company. This often meets the needs of both the employee and company. “Talent in the workplace – people want different experiences, different skills,”  Pool Knox says. People used to look at a company’s financial records but now things have changed and the mission and purpose is what is really important. If the culture isn’t something people want, they may opt to do something different. The office is now ‘whereever you are’. The mentality of blending work and family and having harmony and integration is now where people’s focus is at. This requires companies to be flexible when they are looking for the top talent to attract and retain. This is a big shift from years ago. Pool Knox says that she is worried that technology moves faster than we do, so are we going to have to have the new skills that are needed in the market. We need to find new talent to support those emerging skill needs. Microsoft goes to the traditional places – colleges, looking at talent pools in San Francisco and Boston and so on but they are also finding new opportunities in untapped places – unexpected places. Pool Knox gives advice to leaders thinking about the changing nature of talent. She says managers need to think about how they are getting work done. Think about how teams form to get things done – be open to a variety of possibilities. Encourage diverse teams – diverse in terms of education, backgrounds, and so on and then how to leverage those members to accomplish the objectives. And her advice to individuals is to get as much experience as possible to add to your tool box – this will make evolving easier. Consider learning a second or third language. It will help you not only in the workplace but with colleagues as well. Also, reach out to people via LinkedIn or other networks – people that might have new ideas and then connect with them. What you will learn in this episode: Why it is critical to evolve as an employee New ways people are learning The role of a growth mindset in business How Microsoft views the gig economy and contingent workers How the talent landscape and the employee/employer relationship has changed over the past decade

The future is HERe now. To prepare and accept HER leadership roles women have to own their power, show through presence and share through their influence and leverage. Learn how to communicate your value, showcase your readiness and accept your power as Connie Interviews Pegine on Up or Out with Connie. Be Unstoppable: in a world of limitless possibilities who do executive women count on for up-to-date information on everything from stilettos to being heard in the boardroom. To achieve excellence you must first take control of your life and develop a successful strategy with the Unstoppable DIVA. Check in with Connie Pheiff, as she cuts through the B.S. of leadership, personal development, productivity, influence, barriers, and opportunities to decide whats best for you.

Alexa Fletcher, Founder and Managing Partner at Alexa Fletcher & Associates and Mark Frederick, the Director of Global Talent Management for IOR Global Services share their insights on talent, leadership and company culture.This show is brought to you by Talk 4 Radio (http://www.talk4radio.com/) on the Talk 4 Media Network (http://www.talk4media.com/).

A common thread among top HR leaders is their diverse background. They’ve spent time as payroll analysts, benefits specialists, and talent managers. This breadth of experience has allowed them to develop the global, business acumen required to sit at the strategy table and help shape business decisions. Simon Kelner, Executive Director, Global Talent Management at Merck discusses the need for HR to develop a global, business acumen.

Alexa Fletcher, Founder and Managing Partner at Alexa Fletcher & Associates and Mark Frederick, the Director of Global Talent Management for IOR Global Services share their insights on talent, leadership and company culture.

(Panel discussion moderated by Tim Jemal, Executive Director, AeA Orange County Council. ) Panel participants share their ideas about the job skills required by Orange County businesses in order for the economy to thrive in an era of global competitiveness. The panel also discusses how schools are currently addressing these new challenges in education. Panelists: * Steven B. Chesser, Senior Manager, Community Relations, The Boeing Company * Assemblywoman Lynn Daucher, 72nd State Assembly District * Lisa Hughes, Senior, Trabuco Hills High School * Cheryl Lee, Development Executive, Apple Computer, Inc. * Christine McCauley, VP Global Talent Management & Executive Compensation, Edwards Life Sciences * Dr. Cameron McCune, Superintendent, Fullerton School District * Ryan Morrow, Senior, Trabuco Hills High School Panel discussion presented to key education and business leaders in Orange County, California at Project Tomorrow’s Innovation in Education Summit, May 19, 2006.