Podcasts about hr leaders

How many women are waiting for the right moment to pursue an ambition they already know they're capable of?This episode is sponsored by Deel.Hire, manage and pay – anyone, anywhere: https://www.deel.com/nickdayhr/HR leadership often demands compromise. In this episode of @thehrldpodcast Nick Day sits down with Stanislava Susla, CEO of XperienceHR, who stepped into the role while four months pregnant and refused to choose between ambition, motherhood, and building a global payroll technology company. From her NGO work supporting Ukrainian refugees to scaling a mission-driven business, Stanislava brings a rare, deeply personal perspective on what it really takes to lead, grow, and show up fully without false choices.Together, Nick and Stanislava unpack why so many parents, mothers especially, wait for the "right time" to chase their goals, and why that wait is so often driven by fear rather than a genuine lack of readiness.This conversation unpacks how Stanislava normalized working through pregnancy and early motherhood, and why focus and efficiency often sharpen rather than suffer under real constraints. Nick and Stanislava also discuss the difference between fear and wisdom in decision-making, and why quality time, not quantity of time, forms the real foundation of confident parenting.They also explore how psychological safety and honest feedback shape company culture, and why manipulation has no place in modern leadership. The discussion highlights the importance of boundaries between work and family life, and what separates healthy leadership from unhealthy leadership in both business and the wider world.In an era where ambition and caregiving are still too often treated as competing identities, this episode examines what it actually takes for working parents, and mothers in particular, to build both a career and a family without sacrificing either.A must-listen for HR leaders, working parents, entrepreneurs, and anyone who has ever waited for the "right time" to pursue something they already know they're capable of doing.Enjoyed this? Check out our sister podcast @thepayrollpodcast for more great content!Guest and Host:Connect with Stanislava Susla: https://www.linkedin.com/in/stanislava-susla-6a8298b2/XperienceHR website: https://www.xperiencehr.com/Nick Day's LinkedIn: https://www.linkedin.com/in/nickday/Find your ideal candidate with our job vacancy system: https://jgarecruitment.ck.page/919cf6b9eaSign up to the HR L&D Newsletter: https://jgarecruitment.ck.page/23e7b153e7Stay tuned for the next episode of the Payroll Podcast, brought to you by Nick Day, CEO at JGA Recruitment, landing soon!Timestamps:(00:00) Introduction: Becoming CEO at Four Months Pregnant(01:54) What "Human Resources" Really Means(03:35) The Call That Changed Everything: Becoming CEO While Pregnant(06:41) Normalizing Pregnancy and Finding New Efficiency(12:18) Fear vs. Wisdom in Decision-Making(17:57) Advice for Mothers Considering a Return to Work(22:33) Maternity Leave: Six Weeks and No Regrets(27:23) Merging Ambition and Motherhood Without Compromise(34:18) Building a Human-Centric Culture at Experience HR(44:34) Blind Spots and Self-Development as a CEO(51:28) Inside Experience HR: Global Payroll and Time-Tracking Platform(1:00:01) HR L&D Vault: Belief, Leadership, and Legacy

BIG's Neil Culp says most small and mid-sized employers don't think they need EPL coverage – right up until they find out the hard way that they do

How Endeavor Health Is Building One Culture Across Four Health SystemsIn this episode of the HR Leaders Podcast, I sit down with Dianna Sparacino, MBA, SPHR, Chief People Officer at Endeavor Health , to explore how the organisation is bringing multiple healthcare institutions together as one system while continuing to protect what matters most to its people, patients and communities.For HR leaders, the conversation raises a bigger question about the connection between employee experience and patient experience. From supporting frontline caregivers to experimenting with AI, knowledge transfer and new approaches to leadership development, Dianna shares what Endeavor is learning as it continues building one organisation from several distinct histories.5 things you'll learn from this episode:The difficult balance Endeavor had to navigate when bringing four healthcare organisations into one systemWhy frontline leaders may be the difference between employees understanding a transformation and simply experiencing more changeWhat prompted Endeavor to move from allowing culture to evolve naturally to shaping it much more intentionallyHow the organisation is thinking about the relationship between employee experience and the quality of patient careWhere AI, simulation and new technology could help solve some of healthcare's toughest time, knowledge and capability challenges

David Turetsky and Sushma Tripathi discuss where human capital management is headed, why HR modernization is harder than simply adding new software, and what leaders need to fix first. Sushma brings more than 25 years of HCM strategy experience across product, operations, staffing software, and advisory work, so the conversation stays grounded in what organizations are actually facing.In this episode, they focus on the shift from transactional HR to AI-enabled operations, the burden of process and technology debt, and why workforce management is becoming the backbone of modern HR transformation.  Key topics  Sushma Tripathi's background spans HR, benefits, actuarial work, product development, COO and CPO roles, and strategic advisory work, giving her a broad view of HCM change.  The industry is moving from transactional HR to more intelligent, integrated, AI-enabled operations.  Many organizations are stuck with fragmented processes, legacy systems, unclear ownership, and outdated configurations that no longer match current needs.  Process debt and technology debt are major blockers, especially when old workflows and old system settings keep surviving years of change.  Decision rights confusion is a recurring issue - HR, operations, finance, and IT often all touch the same workflows without clear ownership.  AI readiness is limited by data quality, governance, and change management, not by the AI tools themselves.  Workforce management is emerging as the anchor for operational excellence, especially around scheduling, labor models, compliance, productivity, and outcomes.  Employee self-service and manager self-service still matter, but users now expect experiences that feel as simple and intuitive as consumer apps.  Many organizations are asking whether to buy new technology or improve what they already have first.  Sushma emphasizes that HR is becoming a strategic operations partner, not just a people-management function.  Timestamps  00:32 - Welcome to the HR Data Labs podcast and introduction to the conversation 01:44 - Sushma Tripathi's 25-plus years in HCM strategy and leadership 03:47 - A personal story about hiking and the challenge of Angels Landing 06:25 - Transitioning into the real topic: HCM modernization and AI 07:47 - Why HR is moving from transactional work to intelligent, AI-enabled operations 09:59 - Process debt and technology debt are slowing organizations down 11:57 - Why employee and manager self-service still matters 14:52 - Why maturity level changes the pace of modernization 16:52 - Where organizations should start when modernization feels overwhelming 18:29 - How AI should fit into end-to-end workflows, not just isolated tasks 19:24 - Why governance and data configuration are still foundational 21:25 - Why every organization needs continuous operating-model revision 22:33 - Cleaning, combining, and using data before expecting better outcomes 23:03 - Baby steps, outside help, and why AI tools do not fix broken processes 25:39 - Why workforce management is the biggest concern going forward 26:02 - What workforce management includes beyond time tracking 27:00 - Compliance, fines, penalties, and brand risk in workforce management 28:28 - Closing thoughts and goodbye  Notable quotes  “Data quality, not AI, is actually the biggest barrier.”  “Because just because you have a hammer, everything is not a nail.”  “You can't just go into Chat GPT and say fix me.” 

Employee listening only matters if people can see what changed because they spoke up.In this episode of the HR Leaders Podcast, I sit down with Amy Schultz of DTE Energy to explore how employee listening can become a real operating system for culture and business performance.For HR leaders, the bigger challenge is not collecting more employee data. It is building the leadership accountability, feedback loops and operating rhythms that turn sentiment into visible change. As organisations navigate AI, transformation and increasing uncertainty, Amy shares why culture has to become part of how the business operates, not something HR manages alongside it.5 things you'll learn from this episode:What DTE discovered when employees started signalling that their opinions were not being heard as strongly as beforeThe mechanism that helped move engagement from an HR-owned process to an executive leadership priorityHow DTE goes beyond survey scores to uncover what is really sitting underneath employee sentimentWhy closing the feedback loop can matter just as much as taking action on the feedback itselfHow changing technology and AI are influencing the capabilities DTE may prioritise differently in future talent decisions

This episode, Daniel Patterson and Dr. Cristen Dalessandro from the O.C. Tanner Institute talk through the insights from our newly released 2027 Global Culture Report.   Based on the perspectives of nearly 26,000 global employees, these are the things HR leaders should care about.   The main takeaway? Employees are not looking for workplaces that simply help them adapt to change. They are looking for workplaces that amplify their ideas, talents, and potential. This year's report examines four areas where organizations can create these multiplier effects: embedding compassion, building growth cultures, practicing active trust, and unlocking innovation.   For a deeper dive into the research, check out the full 2027 Global Culture Report.  The Culture by Design podcast is created by O.C. Tanner, the global leader in software and services that improve workplace culture through meaningful employee recognition.   If you want your organization to become a place where people can't wait to come to work in the morning, go to octanner.com. 

How can you apply proven frameworks to increase your impact as a HR leader?Why does understanding the human mind matter more, not less, as AI becomes more capable?My guest on this episode is Caroline Webb, Leadership coach, bestselling author of Leadership Intelligence and How to Have a Good Day.During our conversation Caroline and I discuss:How HR leaders can influence executive decisions without owning the decision.Why leaders should coach for capability, not just solve the immediate problem.How to create certainty when you don't have all the answers.How to give feedback people can actually act on How leaders can stay effective when the pressure buildsConnecting with Caroline WebbConnect with Caroline Webb on LinkedInLearn more about Leadership Intelligence and Caroline's workEpisode 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.

Jennie Barker challenges the idea that better performance comes from better processes. She explains why clarity, accountability, meaningful work and great leadership matter more than forms and rating scales, and how good performance management can also be an equity intervention. Jennie shares how Rightmove is helping people navigate AI, from creating space for honest conversations about anxiety and job security to giving teams the training and freedom to experiment. She explores why psychological safety matters when the future of work feels uncertain, and why people need to feel they can work alongside AI rather than having AI done to them. Jennie also reflects on the issues she cares most about, including gender equity, housing inequality and homelessness. She leaves us with a wish for HR: focus your efforts on the leaders who shape people's everyday experience, and come together as a profession to support each other through a period of extraordinary change. --- Thank you to Staffbase for sponsoring this episode We're delighted that Staffbase is a headline partner this year at our flagship conference, How HR Leaders Change the World - Live!  Staffbase knows HR Leaders are the ones driving transformation at work, and they're here to help.  Their employee communications platform connects companies with their people, whether they're at their desk or out on the front line.  With tools that boost engagement, give employees a voice and align everyone around shared goals, Staffbase helps HR leaders create meaningful change and measure its impact. Want to learn more? Head to Staffbase.com and see what Staffbase could do for your organisation. ---  How HR Leaders Change the World is brought to you by Uplifting People At Uplifting People we help organisations show their people they matter, at the moments that quietly decide whether someone stays. We donate 100% of our profit to vulnerable children, so they can be safe, loved and learning. One gift does both

What if burnout is not only about how much you work, but what you believe success requires from you?In this episode of the HR Leaders Podcast, I sit down with Nabeela Elsayed, MS, ACC, author of Breaking Burnout, to explore why high achievers can become exhausted even when they love their work, have supportive leaders and are succeeding on paper. Her research challenges the idea that burnout can always be explained by a toxic workplace or an individual who simply needs better boundaries.For HR leaders, the conversation raises a bigger question about how we think about wellbeing at work. Burnout sits inside a wider system of work, relationships, caregiving, identity, expectations and personal beliefs, which means sustainable performance may require organisations and individuals to rethink far more than workload alone.5 things you'll learn from this episode:Why some of the highest-performing people can also be the most vulnerable to burnoutThe success belief Nabeela believes can keep people working harder long after hard work stops helpingWhy having a strong sense of purpose can sometimes create an unexpected burnout riskWhat Nabeela learned from sports scientists about performing at a high level without constantly operating at maximum intensityThe identity shift that can help ambitious people build a healthier relationship with work without giving up ambition

The fastest way to learn AI may be to stop learning about it and start building with it.In the most recent HR Leaders Podcast episode, I had an inspiring conversation with Simon Brown Global Learning & Development Leader, Partner, Talent at EY.He explains why organisations need to move beyond simply teaching people what AI is and create learning experiences that help employees build confidence by using AI in the context of their actual work.By combining protected learning time, hands-on agent building, responsible AI principles and a stronger focus on human judgement, EY is exploring what it takes to build AI capability at scale while keeping learning relevant as the technology continues to evolve.5 things you'll learn from this episode:How EY is moving employees from learning about AI to actually building with itThe capability Simon believes people need before they can delegate meaningful work to AI agentsWhy making AI learning part of everyday work can change how quickly new skills are adoptedThe reason stronger AI tools may actually make human expertise and judgement more valuableHow learning leaders may need to redesign their approach when AI capabilities change faster than traditional training cycles

What happens when we assume the best talent will naturally rise to the top? For Rachel, the idea of meritocracy misses a crucial point: people do not start from the same place. Across 25 years in HR, Rachel has challenged the systems and assumptions that can limit access to opportunity and in this episode explores why access needs to start earlier. Rachel also shares a powerful example of employing someone with a spent conviction. Rachel discusses her views on AI and future talent, the impacts of technology performing some of the tasks that once gave young people their first role, and how to ensure the next generation get early opportunities to learn and progress. Rachel's call to action for HR: be brave. It's a fitting end to a conversation about questioning the way things have always been done. Thank you to Staffbase for sponsoring this episode We're delighted that Staffbase is a headline partner this year at our flagship conference, How HR Leaders Change the World - Live!  Staffbase knows HR Leaders are the ones driving transformation at work, and they're here to help.  Their employee communications platform connects companies with their people, whether they're at their desk or out on the front line.  With tools that boost engagement, give employees a voice and align everyone around shared goals, Staffbase helps HR leaders create meaningful change and measure its impact. Want to learn more? Head to Staffbase.com and see what Staffbase could do for your organisation.

What if the future of executive leadership is less about specialisation and more about range?For years, senior leaders have been encouraged to go deeper into a single function.But in this episode of the HR Leaders Podcast, I sit down with Joshua Horenstein, Senior Vice President, Administrative Office & Corporate Secretary at Innophos, to explore a different model: the dual executive.Joshua started his career as a lawyer before moving into a broader cross-functional leadership role spanning legal, HR, facilities, regulatory and other operational responsibilities. He argues that this breadth has made him a stronger executive because it forces leaders to understand the business beyond their original area of expertise.And as AI makes specialist knowledge easier to access, that ability to operate across functions may become even more valuable.5 things you'll learn from this episode:Why Joshua believes the traditional single-function executive model may be starting to break down, and what could replace itThe career move that took Joshua from law into HR and broader business leadership, and what it taught him about stepping outside your expertiseWhy AI could make it easier for executives to lead functions they were never formally trained in, and what still cannot be outsourced to technologyThe three leadership qualities Joshua believes will become far more important as AI changes how executives workHow taking responsibility for multiple functions can actually strengthen succession planning rather than create a leadership risk

The CHRO's real test isn't getting a seat at the table, it's whether the CEO would make the decision without them.In this special episode, Lewis Brown, Jr. - MA and Josh Klein of From Here Collective join Rich Jennings, Executive Advisor to Comcast, to explore what it means for the CHRO to become the CEO's trusted consigliere.Using The Godfather as an intentionally provocative analogy, they unpack the skills, behaviours and experiences that make an HR leader genuinely valuable at the highest level. From business fluency and fearlessness to asking better questions, building trust across the organisation and knowing how to influence decisions without needing to dominate the room, the conversation challenges the traditional boundaries of the CHRO role.For HR leaders, the biggest question is not whether you have a seat at the table. It is whether you are inside the decision-making circle before the decision is made. The episode offers a practical way to assess whether HR is operating as a functional expert, a business partner, or the strategic adviser the CEO cannot afford to make decisions without.5 things you'll learn from this episode:The surprising reason CHROs may have more strategic access than almost any other executive, but still struggle to turn it into influenceThe characteristics that can move an HR leader from trusted functional expert to indispensable strategic adviserWhy the strongest CHROs are increasingly expected to understand far more than HR, and what that changes about the roleThe tension HR leaders must learn to hold when the CEO, the workforce and the wider business do not all want the same thingThe question that can reveal whether you are truly inside the CEO's decision-making circle, or simply being informed after the fact

Introducing new values doesn't change culture. New conditions do. In this episode of HR Superstars, Karina Young speaks with Paula Brockwell, founder and lead psychologist of The Employee Experience Project. They discuss why culture is something you design, not declare, and why so many culture initiatives stall six months after the big announcement. There's no single definition of a good culture, only the one that's right for your business. To find it, Paula shares how HR teams should build change around what the business needs right now, not an aspirational version years away. From there, she breaks down why getting specific about non-negotiables matters and how organizations can shape the conditions that actually drive behavior. You'll learn: Why building the conditions for change matters more than the change itself How to get your leaders to model what you're asking for Why slowing down on AI transformation can be the fastest path forward Join us as we discuss: (00:00) Meet HR Superstar: Paula Brockwell (03:17) Aspirational culture goals set leaders up to fail (10:26) Why unwanted behaviors flourish (14:47) Change fails without fixing the system first (16:46) Turning leaders into true enablers (23:33) The psychological contract between employer and employee (31:13) Why AI transformation needs a pause before scaling (33:41) How to pick the right cultural mode for your business Resources: For the entire interview, subscribe to HR Superstars on Spotify, Apple Podcasts, or YouTube, or tune in on our website. Original podcast track produced by Entheo. Listening on a desktop & can't see the links? Just search for HR Superstars in your favorite podcast player. Hear Karina's thoughts on elevating your HR career by following her on LinkedIn: https://www.linkedin.com/in/karinayoung11/ Download 15Five's HR Leader's Guide to Reducing Regrettable Turnover: https://www.15five.com/resources/ebook/guide-to-reducing-regrettable-turnover?hsLang=en?utm_source=podcast&utm_medium=podcast&utm_campaign=Q4_2025_CTA&utm_content=turnover For more on maximizing employee performance, engagement, and retention, click here: https://www.15five.com/demo?utm_source=podcast&utm_medium=podcast&utm_campaign=Q2-Podcast-Ads&utm_content=Schedule-a-demo Paula Brockwell's LinkedIn: https://www.linkedin.com/in/paulabrockwell/ The Employee Experience Project: https://theexproject.com/

Episode 252: Talent Is Everywhere, Opportunity Isn't – Neil Morrison, Group HR and Communications Director at Severn Trent PLC  Neil believes that doing right by your business and by your community are not competing priorities. At Severn Trent, he's spent almost a decade putting social mobility at the heart of the organisation, and explains how the commercial case for this work is just as strong as the social one.  Neil challenges assumptions surrounding AI and the future of work. He questions who will benefit as technology changes the jobs market, and discusses whether businesses are being honest about the social cost of AI-driven efficiency.   Drawing on evidence across his career, Neil makes the case for looking beyond traditional measures of talent. If business wants high performing workforces, he argues, HR needs to get closer to the people experiencing inequality and listen to what they actually need from work.  Thank you to Staffbase for sponsoring this episode We're delighted that Staffbase is a headline partner this year at our flagship conference, How HR Leaders Change the World - Live!  Staffbase knows HR Leaders are the ones driving transformation at work, and they're here to help.  Their employee communications platform connects companies with their people, whether they're at their desk or out on the front line.  With tools that boost engagement, give employees a voice and align everyone around shared goals, Staffbase helps HR leaders create meaningful change and measure its impact. Want to learn more? Head to Staffbase.com and see what Staffbase could do for your organisation.

AI is moving faster than most organisations can redesign themselves, so how do you stop transformation becoming a series of disconnected technology fixes?Every leader says they want a high-performing team. But what happens when poor performance, missed standards and a lack of ownership are tolerated for too long?In the most recent HR Leaders Podcast episode, I had a fascinating conversation with Paul D. Brubaker, Vice President Human Resources at KARL STORZ North America.Paul shares what decades of leadership have taught him about building teams around trust, accountability and continuous improvement. From knowing when coaching is no longer enough to preparing HR teams for AI-driven change, he explains why great cultures are shaped by the behaviours leaders consistently reward, challenge and refuse to tolerate.5 things you'll learn from this episode:The overlooked “trust dividend” that can remove unnecessary checking, duplication and friction from your teamThe warning sign that tells leaders they may have held onto an underperformer for too longWhy the standards you quietly tolerate can become the culture your entire team starts to acceptThe AI opportunity Paul believes could remove huge amounts of transactional HR work, and the barrier still slowing many organisations downWhy staying relevant in HR will increasingly depend on your ability to learn, adapt and build new capabilities faster than your role changes

Hospital M&A Is Up 33%, CommonSpirit Has 250 AI Tools Running & UHS Just Bought a Mental Health AppAugust 31st, 2026. Bo Brabo and Luke Carignan. Three stories, one theme: health systems are making big, deliberate moves. Merging before they have to, deploying AI at scale, and buying digital companies to own the front door to care.

AI is moving faster than most organisations can redesign themselves, so how do you stop transformation becoming a series of disconnected technology fixes?In the most recent HR Leaders Podcast episode, I had an insightful conversation with Judith Wiese, Chief People and Sustainability Officer (CPSO) of Siemens AG.She explains how Siemens is rethinking its operating model, skills infrastructure and approach to AI as it becomes a more connected technology company. From simplifying the foundations underneath HR to embedding learning into everyday work, Judith shares how Siemens is preparing its people and organisation for a world where transformation never really stops.5 things you'll learn from this episode:The three-part AI model Siemens uses to separate everyday adoption from the much harder challenge of redesigning business processesWhy one of the biggest barriers to scaling AI has nothing to do with the technology itselfThe unglamorous HR foundations Siemens believes need to be in place before personalised learning and skills strategies can really workHow Siemens is using skills data to uncover far more internal career opportunities than traditional CV matching could revealWhy Judith believes the ability to keep learning may become more valuable than much of the knowledge employees already have today

As organisations grapple with AI, Frank explains why the difference between a story and a narrative matters, and why HR leaders need to understand the beliefs and assumptions people bring with them before expecting new technology to change how they work.  Frank also explores the gap between individual and organisational AI adoption. While many of us are already using AI in our day-to-day work, building systems that employees can genuinely trust is a far bigger challenge. He shares why the role of HR and communications is shifting, creating more space for people to focus on context, judgement and the human moments that technology cannot replace.  Frank makes a compelling case for ensuring frontline workers are not left behind. As AI reshapes the workplace, he describes how technology works best when it starts with the reality of people's working lives.  Thank you to Staffbase for sponsoring this episode. We're delighted that Staffbase is a headline partner this year at our flagship conference, How HR Leaders Change the World - Live!  Staffbase knows HR Leaders are the ones driving transformation at work, and they're here to help. Their employee communications platform connects companies with their people, whether they're at their desk or out on the front line.  With tools that boost engagement, give employees a voice and align everyone around shared goals, Staffbase helps HR leaders create meaningful change and measure its impact. Want to learn more? Head to Staffbase.com and see what Staffbase could do for your organisation. References: The Narrative Age: How leaders can inspire change in a polarized world by Frank Wolf Durable writing blog article and prompt - Staffbase

What if AI isn't replacing jobs, but quietly redesigning the tasks inside them?In the most recent HR Leaders Podcast episode, I had an important conversation with Sultan Murad Saidov, Former CEO / Founder and Investor at Beamery. He explains why task intelligence could become critical to workforce planning, how AI is changing the work inside existing roles, and why deciding what gets automated should become an HR question, not just a technology question.Drawing on more than a decade of building Beamery and working at the intersection of AI, skills and workforce data, Sultan explains why skills alone are no longer enough to understand where work is heading.5 things you'll learn from this episode:Why looking at tasks instead of job titles changes how leaders understand AI's impact on workThe research Sultan references suggesting 75% of jobs may need redesign because of AI augmentationHow digital twin teams could help leaders model workforce decisions before making themWhy reducing junior roles may create a long-term talent and career pipeline problemWhy Sultan believes HR and technology teams should jointly lead the redesign of work

If you started your inclusion work without gathering evidence for the problem, you can't prove what changed. Here I unpack why. In this episode we cover: Why most inclusion work starts without evidence How little evidence you actually need Why no evidence in means no evidence out If you want to go further When we … The Step Most HR Leaders Skip When Building An Inclusive Workplace Read More » The post The Step Most HR Leaders Skip When Building An Inclusive Workplace appeared first on Element of Inclusion.

Constant tech shifts and viral noise are quietly exhausting your workforce and killing critical thinking.In the latest HR Leaders Podcast episode, I spoke with Laura Maffucci, Head of HR at Globalization Partners. She explains why HR cannot rely on corporate spin, unvetted AI add-ons, or forced office returns during times of rapid change.Most organizations do not lack technology tools. They lack transparent communication, psychological safety, and a clear process for building learning agility. And even when tools are enabled, a harder question remains:Are you actually solving an operational problem, or just adding tool overload?5 things you'll learn from this episode:The unconventional quarterly award designed to celebrate smart operational failuresThe quiet credibility trap behind performative return-to-office mandatesThe hidden data flaw causing 70–80% of enterprise AI bots to give bad adviceThe three core human traits rendering static technical skills obsoleteA simple peer-led initiative driving AI adoption far better than formal trainingSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

What if the self-doubt holding you back isn't proof of failure, but evidence of growth?In the most recent HR Leaders Podcast episode, I had an important conversation with Maharukh Dalal, founder of The Career Accelerator for Women by Maharukh Dalal. She explains how senior leaders can overcome imposter syndrome by closing the internal identity gap, reframing self-doubt into a signal of growth, and shifting self-perception to drive executive execution.Drawing on two decades of corporate leadership across finance and hospitality, Dalal explains how mindset precedes execution. This conversation offers senior HR and business leaders a clear playbook for mastering the mental side of executive performance.5 things you'll learn from this episode:The psychological gap that stops capable leaders from taking actionA simple two-word shift that instantly turns daily dread into agency What a 1980 university experiment reveals about how people actually perceive you The advice Rafael Nadal's coach gave him during his worst slump that applies to executives Why relying purely on willpower and discipline eventually fails even top performers

AI could influence 90% of jobs. David Lloyd says AI literacy is still only around 38%.That gap is where many enterprise AI strategies begin to break.In the latest HR Leaders Podcast episode, I spoke with David Lloyd, SVP Platform Engineering & Chief AI Officer at Dayforce. He explains why HR cannot wait until the end of an AI transformation to address skills, trust and organisational change.Most organisations do not lack AI ideas. They lack trusted data, safe environments and a clear process for deciding which ideas deserve to scale.And even when an experiment works, a harder question remains:Can it scale from one employee to 5,000?5 things you'll learn from this episode:Why three to six months is too long to judge an AI pilotThe three questions that decide whether an AI idea moves forwardWhat is really driving the rise of shadow AIWhy adding AI across a fragmented HR stack creates more chaosHow a three-person governance team can approve ideas in under five days

Big HR conferences often promise valuable networking, but how many meaningful conversations actually happen with the people making strategic decisions?In this episode of the HRchat Podcast, Bill Banham is joined by Robbie Jones, CEO and Co-Founder of Double Centurion Events and a global advisor in HR technology and people platforms, to explore why the traditional conference model is evolving and what senior HR leaders are looking for instead.Drawing on experience from both the events industry and the HR tech sector, Robbie explains why many CHROs and CPOs have grown tired of crowded exhibition halls and generic agendas. Instead, they're seeking curated, invitation-only experiences where they can have honest conversations with peers, build trusted relationships, and tackle the biggest challenges shaping the future of work.The conversation explores the thinking behind the Leaders Summit for HR & People series, including its concierge-style delegate experience, executive think tanks, and carefully selected mix of HR leaders and solution providers. Bill and Robbie also discuss the growing impact of AI on HR, the importance of trust and authentic networking in a post-pandemic world, and why memorable venues—from Lord's Cricket Ground to Niagara Falls—can help create stronger business connections.Whether you're an HR executive, people leader, HR technology provider, or event organizer, this episode offers fresh insights into what makes executive communities thrive and how live events can deliver genuine value beyond the exhibition floor.In this episode you'll discover: Robbie's journey from global exhibitions to HR technology and executive events  Why many senior HR leaders skip traditional expos in favor of curated experiences  How invitation-only summits create stronger conversations and better ROI  The biggest topics dominating executive HR discussions, including AI, leadership, wellbeing, and workforce transformation  Why relationship-building has become more important than ever in today's HR landscape  How the Leaders Summit for HR & People is rethinking executive networking Connect with Robbie Jones: https://www.linkedin.com/in/robbiejonesdce/Learn more about the Leaders Summit for HR & People series: https://www.theleaderssummitforhr.com/canada/ If you enjoyed this episode, please subscribe to HRchat, leave a review, and share it with a colleague who wants more meaningful HR conversations.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here.Follow us on LinkedInSubscribe to our newsletterCheck out our in-person events

Why do enterprise skills programs always look great on paper, but break down the moment real work happens?In the most recent HR Leaders Podcast episode, I had an inspiring conversation with Josh Newman, VP of Skills and Talent Readiness at ServiceNow.He explains why organisations must shift away from perfectionist data collection and embrace good-enough skills capture paired with real-world talent readiness.By moving training out of LMS silos and leveraging ambient data signals alongside AI simulation playgrounds, ServiceNow tracks true human capabilities in real time while keeping human judgment at the centre of workforce strategy.5 things you'll learn from this episode:Why traditional skills-based models fail and how to move past perfectionist data gatheringHow Talent Signature captures ambient data signals from daily work to track capability growthHow SimStudio simulation playgrounds replace course completion certificates with real-time practiceThe key difference between basic AI adoption and true behaviour absorption that drives business ROIHow building psychological safety around AI tools directly boosts employee performance and sales quota attainmentSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Every company wants to become AI-native. But who is preparing the workforce for what comes next?In the most recent HR Leaders Podcast episode, I had an important conversation with Bijal Shah, CEO & Board Director at Guild.She explains why becoming AI-native is not simply a technology upgrade. It requires employers, governments and learning institutions to rethink how people gain skills, build careers and participate in the future economy.5 things you'll learn from this episode:How organisations can make the AI-native transition without leaving their workforce behindWhy Bijal believes 95% of companies still need to make this leapWhat makes workforce transformation a collective action problemHow critical thinking, judgement and curiosity separate useful AI from “slop”Where automation creates an advantage, and where human connection must remainSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

We spend all our time fixing business workflows, so why is HRs own workflow still broken?In the most recent HR Leaders Podcast episode, I had an inspiring conversation with Jeffrey Schmitz, Former Chief People Officer at Zebra Technologies.He explains how his team successfully restructured their entire HR operating model by separating daily tactical operations from long-term talent strategy. By replacing fragmented, manual support with a centralised service hub and self-service workflows, Zebra built a scalable foundation for digital transformation while keeping culture at the centre.5 things you'll learn from this episode:The structural model shift that allowed Zebra to transition from 60 HR Business Partners down to 8 The simple "start at the centre" rule that turned daily support tickets into an operational data goldmine The non-negotiable tech stack foundation HR teams must build before attempting to deploy AI tools The single candidate trait Zebra looks for that matters far more than rare technical AI expertise The culture stewardship strategy Zebra used to navigate a massive M&A carve-out and hybrid work shift

This week's Policy Pulse segment tackles three major legal developments HR leaders need to know about: the EEOC's lawsuit against The New York Times over its DEI program, Colorado's rollback of its AI hiring law, and a Supreme Court case that could give the president the power to fire agency heads at the EEOC and NLRB without cause.Bryan Driscoll returns for another Policy Pulse segment, bringing his employment law expertise to break down the cases and policy shifts shaping workplace compliance right now. As our resident legal expert, Bryan helps translate the legal jargon into what it actually means for your business.In this episode:- The EEOC just sued The New York Times over its own DEI program, and the case could reshape how discrimination claims get proven going forward.- Colorado gutted its AI hiring law, but that doesn't mean the compliance risk disappeared.- Your AI chat history could end up as evidence in a lawsuit.- A Supreme Court case could hand the president the power to fire the heads of the EEOC and NLRB at will.- Good intentions won't protect you from a discrimination claim if your documentation doesn't back them up.Connect with Bryan Driscoll, JD: https://www.linkedin.com/in/bryanjohndriscoll/Connect with Traci: https://linktr.ee/HRTraciDisclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

HR rarely happens exactly as planned. From difficult conversations to organizational change, leaders need to think on their feet. Dave Collins, founder and CEO of Oak & Reeds, a training company that combines improv techniques with proven learning strategies to help organizations tackle communication and collaboration challenges, shares how improvisation can strengthen decision-making, build resilience, and help HR professionals navigate uncertainty with more confidence.  Subscribe to Honest HR to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/voegyz   ---  Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r 

AI promises to revolutionize hiring with 70% faster recruiting and major cost savings - but algorithmic bias and black-box decisions have HR leaders worried. Discover why the smartest approach balances automation with the irreplaceable human touch in talent acquisition. Learn more at https://levellessco.com/contact-us Levelless City: Raleigh Address: 6325 Falls of Neuse Rd Website: https://levellessco.com Phone: +1 919 349 1726

HR professionals have a huge opportunity to shape how, why and when AI is used across their organisations.Because AI is not only changing technology. It is changing jobs, skills, teams, management and the way work gets done. And HR is uniquely placed to make sure those changes work for both the organisation and its people.In this episode of HR Coffee Time, Fay is joined by People Consultant Charlotte Goulding to explore how HR professionals can help shape successful AI adoption across their organisations.Charlotte explains why HR should not wait to be invited into conversations about AI and shares how her Five People Foundations Framework can help organisations put the right people foundations in place as work changes.Together, Fay and Charlotte explore what each of these foundations means in practice, including why traditional job descriptions may no longer be enough, why managers will become even more important and how performance, recognition and HR operations may need to evolve.Charlotte also explains how HR can help organisations make thoughtful decisions about AI while keeping people, trust and culture at the heart of them.In This Episode, You'll Learn:Why HR shouldn't wait to be invited into conversations about AIThe difference between “AI for HR” and “HR for AI”How the Five People Foundations work togetherWhy skills and capabilities could become more useful than job descriptionsHow managers can support people through AI-related changeHow performance, recognition and HR operations may need to adaptChapters[0:00] Introduction: Why HR must lead AI adoption[2:01] Welcome, Charlotte Goulding[2:24] HR for AI, not just AI for HR[4:41] From pandemic hero to recent criticism[6:31] How the Five Foundations framework came about[10:42] Overview: The Five People Foundations[11:35] Foundation 1: Identity[15:34] Example: Values in your AI hiring process[19:13] Foundation 2: Clarity[23:28] Applying skills-based roles in HR[26:31] OKRs and quarterly goal-setting[28:05] Foundation 3: Enablement[29:12] Managers: the most overlooked foundation[36:51] Foundation 4: Recognition[39:01] Rethinking career progression and rewards[40:42] Foundation 5: Operations[42:22] Mapping your most critical processes[43:38] Working with Charlotte[45:37] Book recommendations[47:05] Wrap-up and outroUseful LinksConnect with Fay on LinkedInLearn about Fay's Essential HR PlannerLearn about Fay's Inspiring HR Leadership ProgrammeComplete Charlotte's free Five People Foundations diagnostic.Visit Charlotte's website: The People ThreadConnect with Charlotte Goulding on LinkedInBooks Recommended in This EpisodeHR Disrupted by Lucy AdamsBuilt for People by Jessica ZwaanHelpful Episodes to Listen to NextEp 164: Becoming More Strategic as an HR Team: Three Ways OKRs Can HelpEp 166: The Biggest HR Strategy Mistake and How to Fix It, with Dean CorbettEp 172: How One Company Helped Employees Embrace AI, with Laura MaffucciEp 173: How to Build a Better Workplace Culture (So People Thrive at Work), with Aoife O'BrienEnjoyed This Episode? Don't Miss the Next One!Sign up for the free weekly HR Coffee Time email to be notified each time a new episode is released - and get free career tips, tools, and resources.

Against the backdrop of more and more employment disputes across the market, businesses need to put culture, care, and communication at the forefront of the employee experience.  In this episode of The Lawyers Weekly Show, which first appeared on our sister brand, HR Leader, host Jerome Doraisamy speaks with Danny King Legal principal Danny King about her passion for employment law, the most common disputes being lodged at the moment, what gives rise to such disputes, avoiding black-and-white approaches to managing staff, building the right kind of culture, employer mistakes when terminating employment, the place for employee benefits, putting in place proper documentation, policies, and processes, and how best to optimise the employee benefits approach as part of broader considerations around workplace experience. If you like this episode, show your support by rating us or leaving a review on Apple Podcasts (The Lawyers Weekly Show) and by following Lawyers Weekly on social media: Facebook, X and LinkedIn. If you have any questions about what you heard today, any topics of interest you have in mind, or if you'd like to lend your voice to the show, email editor@lawyersweekly.com.au

Send us Fan MailWhat if the career path you're meant to follow isn't the one everyone expects?In this episode of Get Amplified, we sit down with Beth Taylor, Country Lead for UK and Ireland People and Communities at Cisco, to explore how feeling average at school, and later discovering her neurodiversity ultimately shaped a successful career in HR leadership.Choosing a degree apprenticeship over the traditional university route gave Beth the opportunity to earn, learn, and gain real-world experience from day one. She shares how practical learning, supportive mentors, and unexpected opportunities helped her build confidence, credibility, and a career she loves.We also discuss trust, psychological safety, leadership through change, and why creating space for growth matters now more than ever.In this episode, we cover:Choosing a degree apprenticeship and learning through experienceDiscovering neurodiversity and finding supportive workplacesThe power of networking, mentors, and chance conversationsBuilding trust and psychological safety in teamsLeading through change with openness and shared ownershipCreating protected development time through Cisco's "Time to Grow"Better career conversations and the question: "What would you like to be known for?"We would love you to follow us on LinkedIn! https://www.linkedin.com/company/amplified-group/

HR fixes everyone else's workflows, but who fixes HR's?In the most recent HR Leaders Podcast episode, I had an inspiring conversation with Barbara Matthews, Chief People Officer at Remote.She explains how her team successfully operates across 85 countries without traditional office mandates or endless meetings. By replacing friction with clear asynchronous documentation, Remote maintains connection and speed at scale.5 things you'll learn from this episode:Integrating AI into performance management and HR operationsBuilding trust and culture in fully remote asynchronous teamsTransitioning HR from lagging reporting to predictive indicatorsDeveloping leadership pillars and manager capabilitiesPrioritizing human power skills and process mapping in tech adoption

Many HR teams struggle to move beyond transactional order-taking. Ty Beasley, Chief Talent Officer at RSM US LLP, shares how grounding HR in financial realities transformed his team into trusted strategic advisors. Through the Drive Peak Performance framework, RSM redesigned performance advisor training and held partners directly accountable for the talent experience. This strategy replaces rigid office mandates with physical agility to support individual employee growth. This episode provides a concise roadmap for connecting talent strategy directly to business growth. It shows leaders how to build a stronger HR function that drives measurable business outcomes.

Employee benefits can be the second-biggest people cost, yet many global organisations cannot clearly see what they offer, what they spend, or what value each provider delivers.In this episode of the HR Leaders Podcast, I had an inspiring conversation with Chris Bruce, CEO and Co-Founder at Origin. He explains why fragmented policies, spreadsheets, and local systems have kept benefits out of strategic business conversations.

AI is changing work faster than most people expect.The real question isn't whether jobs will change, but whether employees and leaders are prepared to adapt. In this episode, Jacob Morgan, Best-Selling Author, Keynote Speaker and Founder of Future Of Work Leaders, explains why employee experience must evolve and what organisations can do to stay ahead.Jacob introduces the Eight Laws of Employee Experience, showing how organisations can return to the fundamentals while adapting for an AI-driven future. He explores why leaders must balance empathy with accountability, create cultures where difficult conversations drive innovation, and invest in internal mobility rather than leaving employees uncertain about what's next.For HR and business leaders, this conversation is a reminder that AI doesn't remove the need for great leadership, it raises the standard. Whether you're redesigning employee experience, preparing your workforce for AI, or helping people take ownership of their careers, this episode offers practical ideas for building organisations that are ready for what's next.

In this episode of the HR Leaders Podcast, Mechelle Monroe, former Global Chief People Officer for WPP Open X, Team Coca-Cola at WPP, explores how people leaders can support others without losing touch with what they need themselves.Mechelle breaks emotional resilience into practical habits, including scheduled emotional maintenance, conscious breathing, honest self-talk, protected meals, movement, reflection, and knowing when to say no. She also explains how naming an emotion, questioning the story behind it, and creating a clear end to the working day can stop difficult moments from following leaders home.As work becomes faster and more technical, emotional intelligence and emotional resilience become more valuable, not less. For leaders carrying other people's stress, the real question is not how much more they can absorb, but whether they have built the capacity to pause, recover, and keep showing up well.

Oliver Henry, head of inclusion and wellbeing at the airline easyJet, joins the podcast to discuss why leaders should change the way they talk and think about workplace wellbeing – and how to make that change.Should the word 'wellbeing' be replaced? Henry states his case, urging HR leaders to focus on healthier conversations.Henry ranked third on the HR Most Influential Practitioners list 2025, is a sought-after TEDx speaker, and is an engaging, trusted voice on culture and people experience.

Do you have employee engagement data sitting in a survey report with no plan for turning it into action?In this episode of Learning for Good, I sit down with Wilson Kirkpatrick, Director of People Operations at Waterford.org, to talk about how they used employee engagement data to design a coaching program that strengthened leadership trust and psychological safety.Many nonprofit leaders collect engagement survey data every year, but once the report comes back, it often sits untouched. That data only becomes valuable when you pair it with a deliberate cycle of listening, understanding, and acting, turning a single survey into an ongoing system for organizational growth.▶️ How to Align Learning with Data with Nonprofit HR Leader Wilson Kirkpatrick▶️ Key Points:00:00:00 Wilson's Path Into HR and People Operations00:05:21 Inside Waterford.org's Mission and Team00:06:16 Turning Employee Engagement Data Into a Business Case for Coaching00:11:31 Prioritizing Quick Wins When Rolling Out Coaching00:15:23 Measuring the Results: Engagement Score Improvements00:17:18 Advice for Leaders Who Feel Intimidated by Data00:19:02 Where to Find the Data Already Inside Your OrganizationResources from this episode:Join the Nonprofit Learning and Development Collective: https://www.skillmastersmarket.com/nonprofit-learning-and-development-collectiveConnect with WilsonLinkedIn: Wilson KirkpatrickWebsite: waterford.org Connect with HeatherLinkedIn: Heather BurrightWebsite: skillmastersmarket.comBook an interest call with Heather here.⭐Was this episode helpful? If you're listening on Apple Podcasts or Spotify, follow and leave a review!

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Jennifer M. Bales, Chief Human Resources Officer at Shearwater Health, to unpack how HR leaders can build culture, scale talent, and use AI without losing the human behind the work.Jennifer shares how Shearwater Health is connecting values, frontline employees, clinical talent, leadership development, engagement data, and employee storytelling across the US, India, and the Philippines. With more than 5,000 employees in the Philippines alone, she explains why building one shared culture takes more than posters, surveys, or slogans.Most importantly, Jennifer explains why the future of healthcare work is not about replacing people with technology. It is about helping clinicians work at the top of their license, reducing administrative burden, strengthening leadership capability, and remembering that behind every metric is a real person.

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Lisa Yankie, Chief HR Officer at Odyssey Logistics, to unpack why the future of HR is not just about AI, technology, or transformation. It is about solving the right problems with the right people in the room.Lisa shares how her own journey, from humble beginnings to leadership across manufacturing, financial services, and mid-sized companies, shaped the way she leads today. Her experience gave her a broader lens on business, resilience, empathy, courage, and the value of taking chances when others open the door.Most importantly, Lisa explains why HR must stop acting like an afterthought. In her words, human capital is the business. As AI changes work, HR has a bigger role to play as the glue across functions, the challenger of old assumptions, and the function that helps organizations stay human while moving faster.

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Ciara Harrington (Barry), Chief People Officer at Skillsoft, to unpack why the shift from jobs to skills is finally becoming real.Ciara explains why HR can no longer rely only on job architecture, job descriptions, and traditional role design. As AI agents enter the workforce, leaders need to think differently about the unit of work, what skills are needed, and whether that work should be done by a human, an agent, or a combination of both.Most importantly, Ciara shares how Skillsoft is making skills practical inside the business, from leadership skills and hiring decisions, to nine-box talent reviews, performance conversations, AI adoption, and helping leaders move faster without waiting for the perfect system.

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

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

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

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

How can you think and communicate like an executive?Why is your strategy only as good as your ability to communicate it?My guest on this episode is Vicky Zhao, Founder, School of Human Intellect and Speaking With Frameworks.During our conversation Vicky and I discuss the following: Why the clearest idea, not the best idea, is the one that wins How the GPS framework (Goal, Problem, Solution) elevates your point of viewWhy the hardest shift is moving from a doer mindset to a leader mindsetWhy you should put the bottom line up front, using the pyramid principleWhy giving yourself permission to contribute is the first step to showing up like an executiveConnecting with Vicky: Connect with Vicky on LinkedInSubscribe to Vicky's YouTube channel Learn more about Vicky's course, Speaking With Frameworks Episode Sponsor: Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leadersHR Leader's Blueprint - 18 pages of real-world advice from 100+ HR thought leaders. Simple, actionable, and proven strategies to advance your career.Succession Planning Playbook: In this focused 1-page resource, I cut through the noise to give you the vital elements that define what “great” succession planning looks like.