Podcast appearances and mentions of joseph fuller

In recent years, organizations have started to experiment with skills-based hiring by dropping degree requirements and other credentials in job postings to unlock new talent populations. However, a fully-realized skills-based hiring approach demands deep change in talent processes and hiring manager practices. To this point, most organizations have been unable to weave this method into the fabric of their talent strategy. Joseph Fuller, professor at Harvard Business School, rejoins the Talent Angle to discuss his latest research: “Skills-Based Hiring: The Long Road from Pronouncements to Practice.” Joseph shares data to show the extent to which skills-based hiring commitments have translated to meaningful action, and offers practical guidance to help organizations broaden the aperture of their talent pools. Joseph Fuller is a professor of management practice in general management at Harvard Business School and co-leads the school's initiative, Managing the Future of Work. He founded the consulting firm Monitor Group, now Monitor Deloitte, and has worked with senior executives and policymakers on a wide variety of issues related to corporate strategy and national competitiveness.   Dion Love is a vice president of research and advisory services at Gartner. Dion is a labor market expert, focusing on global labor market trends and what they mean for organizations' talent and business strategies, as well as broader social and economic issues. In his work at Gartner, Dion advises clients on key aspects of talent acquisition, including talent acquisition function planning and management, talent needs definition and internal recruiting, employment branding and recruitment marketing, and talent sourcing and selection. He has co-authored more than 12 strategic research studies at Gartner. His work has been featured in the Harvard Business Review and industry publications, as well as Gartner HR Leaders Monthly and Smarter With Gartner.

Subscribe to Morten's newsletter here (https://bit.ly/44Jj1yz). In this bonus episode of Get Hired, LinkedIn Editor Andrew Seaman speaks with Joseph Fuller, professor of management practice at Harvard Business School. They discuss how technological advancements in AI are changing the way workers do their jobs, search for new ones and remain competitive in the labor market.  Key Topics: How employers are experimenting with AI The cost of integrating AI into existing workflows How job-seekers can upskill on their own Tips for using AI in your job search Links & Resources: Follow Joseph Fuller on LinkedIn here Listen to more episodes of Get Hired with Andrew Seaman here  Join the Get Hired community on LinkedIn here

Many people blame the shortage of low-wage workers on the enduring impact of the pandemic. But management professor Joseph Fuller and senior researcher Manjari Raman of Harvard Business School say that the real reason has been long in the making. Their studies show that companies view low-wage workers as people who will be in the job only for a short time. Instead, the researchers find that these employees are loyal and want development and a clear path to career advancement. The researchers share practical suggestions for how leaders and managers can do better in hiring, development, and mentoring. Fuller and Raman wrote the HBR article “The High Cost of Neglecting Low-Wage Workers.” Key episode topics include: career development, talent management, hiring, recruitment, promotions, leadership HBR On Leadership curates the best conversations and case studies with the world's top business and management experts, to help you unlock the best in those around you. New episodes every week. Listen to the original HBR IdeaCast episode: Stop Neglecting Low-Wage WorkersFind more episodes of HBR Idea CastDiscover 100 years of Harvard Business Review articles, case studies, podcasts, and more at HBR.org.]]>

What's your plan, a podcast dedicated to offering DC residents and their families resources and solutions to one of society's biggest challenges, the caregiving and long term care crisis. For more information click the programs tab and the what's your plan page at www.dcradio.gov.

Expert guests joined the Gartner Talent Angle throughout 2024 to discuss shifts in the labor market. Economist and labor market expert Gad Levanon shares how HR leaders can capitalize on changes in the talent landscape to give their organizations an edge. Professor Joseph Fuller then offers findings from his latest research on skills-based hiring, offering practical guidance to help organizations broaden the aperture of their talent pools. Gad Levanon is chief economist of the Burning Glass Institute. Previously, Gad was with The Conference Board where he was founder of the Labor Market Institute and led the Help Wanted OnLine program. His research focuses on trends in U.S. and global labor markets, the U.S. economy, and their impact on employers. Before The Conference Board, he worked at the Bank of Israel​. He received his doctorate in economics from Princeton University, and he holds undergraduate and master's degrees from Tel Aviv University.   Joseph Fuller is a professor of management practice in general management at Harvard Business School and co-leads the school's initiative, Managing the Future of Work. He founded the consulting firm Monitor Group, now Monitor Deloitte, and has worked with senior executives and policymakers on a wide variety of issues related to corporate strategy and national competitiveness.    

Managing the Future of Work co-chair Joseph Fuller delves into what's driving and limiting the practice of skills-based hiring. The discussion ranges from degree inflation and HR automation to workforce demographics, skills-based promotion and employee retention. Also, how technology can accelerate the adoption. 

In recent years, organizations have started to experiment with skills-based hiring by dropping degree requirements and other credentials in job postings to unlock new talent populations. However, a fully-realized skills-based hiring approach demands deep change in talent processes and hiring manager practices. To this point, most organizations have been unable to weave this method into the fabric of their talent strategy. Joseph Fuller, professor at Harvard Business School, rejoins the Talent Angle to discuss his latest research: “Skills-Based Hiring: The Long Road from Pronouncements to Practice.” Joseph shares data to show the extent to which skills-based hiring commitments have translated to meaningful action, and offers practical guidance to help organizations broaden the aperture of their talent pools. Joseph Fuller is a professor of management practice in general management at Harvard Business School and co-leads the school's initiative, Managing the Future of Work. He founded the consulting firm Monitor Group, now Monitor Deloitte, and has worked with senior executives and policymakers on a wide variety of issues related to corporate strategy and national competitiveness. Dion Love is a vice president of research and advisory services at Gartner. Dion is a labor market expert, focusing on global labor market trends and what they mean for organizations' talent and business strategies, as well as broader social and economic issues. In his work at Gartner, Dion advises clients on key aspects of talent acquisition, including talent acquisition function planning and management, talent needs definition and internal recruiting, employment branding and recruitment marketing, and talent sourcing and selection. He has co-authored more than 12 strategic research studies at Gartner. His work has been featured in the Harvard Business Review and industry publications, as well as Gartner HR Leaders Monthly and Smarter With Gartner.

On this episode of Get Hired, LinkedIn Senior Editor Andrew Seaman speaks with Joseph Fuller, professor of management practice at Harvard Business School. They discuss how technological advancements in AI are changing the way workers do their jobs, search for new ones and remain competitive in the labor market. Professor Fuller also shares advice for conquering the fear that comes with unfamiliar technological territory and gives his predictions for what the future of work will look like over the next decade. Follow Andrew on LinkedIn to join the Get Hired community by clicking here. Follow Joseph Fuller on LinkedIn by clicking here.

A panel of distinguished leaders in philanthropy and business join me on the Work in Progress podcast to share their insight into the power of volunteering in your local community through your workplace. Workplace volunteer programs have long been part of companies' brand management and community relations strategies, but what do they offer the workers who actually perform the volunteer work? A lot, as it turns out, from helping refine their skills to bringing a sense of purpose, of satisfaction, and a sense of empowerment as change agents in their communities, according to research from Ares Management. Ares unveiled its key findings last fall in a white paper, Philanthropy, Purpose and Professional Development: Why Workplace Volunteer Programs Matter, and discussed them on a special LinkedIn Live event presented by Ares and WorkingNation, which you can listen to here. Joining me in this conversation are: Michelle Armstrong, head of philanthropy at Ares Management, elaborating on the research's findings about workplace volunteerism and why Ares employees are so passionate about giving back to their communities. Lee Fabiaschi, VP of employee engagement and community impact at Ares who shares insights into the company's own workplace volunteer program, Ares in Motion (AIM) and how the company intends to grow the initiative. Joseph Fuller, co-head of the Project on Managing the Future of Work at Harvard Business School talks about the hidden benefit for employers who sponsor community-based volunteerism for their employees. Asha Varghese, president of Caterpillar Foundation discusses the incredible value these programs have on building skills for employees, particularly Gen Z workers. Angela F. Williams, president and CEO of United Way shares what she's learned about the impact on the community when a company – big or small – invests in their employees who live and work there. You can listen to the podcast here, or download and listen wherever you get your podcasts. You can also find it on our Work in Progress YouTube channel. Episode 314: The impact and value of volunteering in your community through your employerHost & Executive Producer: Ramona Schindelheim, Editor-in-Chief, WorkingNationProducer: Larry BuhlTheme Music: Composed by Lee Rosevere and licensed under CC by 4Transcript: Download the transcript for this episode hereWork in Progress Podcast: Catch up on previous episodes here

A panel of distinguished leaders in philanthropy and business join me on the Work in Progress podcast to share their insight into the power of volunteering in your local community through your workplace. Workplace volunteer programs have long been part of companies' brand management and community relations strategies, but what do they offer the workers who actually perform the volunteer work? A lot, as it turns out, from helping refine their skills to bringing a sense of purpose, of satisfaction, and a sense of empowerment as change agents in their communities, according to research from Ares Management. Ares unveiled its key findings last fall in a white paper, Philanthropy, Purpose and Professional Development: Why Workplace Volunteer Programs Matter, and discussed them on a special LinkedIn Live event presented by Ares and WorkingNation, which you can listen to here. Joining me in this conversation are: Michelle Armstrong, head of philanthropy at Ares Management, elaborating on the research's findings about workplace volunteerism and why Ares employees are so passionate about giving back to their communities. Lee Fabiaschi, VP of employee engagement and community impact at Ares who shares insights into the company's own workplace volunteer program, Ares in Motion (AIM) and how the company intends to grow the initiative. Joseph Fuller, co-head of the Project on Managing the Future of Work at Harvard Business School talks about the hidden benefit for employers who sponsor community-based volunteerism for their employees. Asha Varghese, president of Caterpillar Foundation discusses the incredible value these programs have on building skills for employees, particularly Gen Z workers. Angela F. Williams, president and CEO of United Way shares what she's learned about the impact on the community when a company – big or small – invests in their employees who live and work there. You can listen to the podcast here, or download and listen wherever you get your podcasts. You can also find it our Work in Progress YouTube channel. Episode 314: The impact and value of volunteering in your community through your employerHost & Executive Producer: Ramona Schindelheim, Editor-in-Chief, WorkingNationProducer: Larry BuhlTheme Music: Composed by Lee Rosevere and licensed under CC by 4Transcript: Download the transcript for this episode hereWork in Progress Podcast: Catch up on previous episodes here

In HRchat episode 702, we consider colleagues who double up as caregivers and ways we can support them.Joseph Fuller's research suggested that 73% of employees are currently juggling caregiving responsibilities in some capacity. However, due to a lack of tracking by employers, the necessary support infrastructure for caregivers is often not available. The result? Each family is left to build its caregiving support system from scratch. This inefficiency and sense of isolation result in massive losses of around $35 billion annually for U.S. businesses due to the failure to adequately support and retain these vital workers! Bill Banham's guest this time is Lisa Leighton, Vice President of Strategic Development at CariloopLisa leads new business acquisition and growth strategy, working with employers and partners to extend Cariloop's reach to more employees and their families. She joined the company with more than 20 years in the employee experience industry, partnering with Fortune 500 companies to create HR and Benefits programs and experiences designed to drive attraction and retention.Feature 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 LinkedIn Subscribe to our newsletter Check out our in-person events

The nature of work is evolving rapidly, posing both challenges and opportunities for companies. How do organizations adapt to this shifting landscape to attract and retain talent? That moving target is exactly what Joe Fuller is trying to hit. A Professor of Management Practice in General Management at the Harvard School of Business and co-lead of the school's initiative, Managing the Future of Work, Joe Fuller spent nearly three decades in consulting, working with senior executives and policymakers on a wide variety of issues related to corporate strategy and national competitiveness. Currently, he is researching the evolution of the role of the CEOs and the C-suite in public companies, and the things leaders can put into action to navigate this complex landscape. Managing the Future of Work WebsiteManaging the Future of Work PodcastFollow Joe on Twitter and LinkedIn

On this Giving Tuesday, a panel of distinguished leaders in philanthropy and business join me on the Work in Progress podcast to share their insight into the power of volunteering in your local community through your workplace. Since 2012, the Tuesday after Thanksgiving has been observed worldwide as Giving Tuesday. The message of the global movement is to give to your community – whether it is a donation of money or time – to help build a better world. Workplace volunteer programs have long been part of companies' brand management and community relations strategies, but what do they offer the workers who actually perform the volunteer work? A lot, as it turns out, from helping refine their skills to bringing a sense of purpose, of satisfaction, and a sense of empowerment as change agents in their communities, according to research from Ares Management. Ares unveiled its key findings September 20 in a white paper, Philanthropy, Purpose and Professional Development: Why Workplace Volunteer Programs Matter, and discussed them on a special LinkedIn Live event presented by Ares and WorkingNation, which you can listen to here. Joining me in this conversation are: Michelle Armstrong, head of philanthropy at Ares Management, elaborating on the research's findings about workplace volunteerism and why Ares employees are so passionate about giving back to their communities. Lee Fabiaschi, VP of employee engagement and community impact at Ares who shares insights into the company's own workplace volunteer program, Ares in Motion (AIM) and how the company intends to grow the initiative. Joseph Fuller, co-head of the Project on Managing the Future of Work at Harvard Business School talks about the hidden benefit for employers who sponsor community-based volunteerism for their employees. Asha Varghese, president of Caterpillar Foundation discusses the incredible value these programs have on building skills for employees, particularly Gen Z workers. Angela F. Williams, president and CEO of United Way shares what she's learned about the impact on the community when a company – big or small – invests in their employees who live and work there. Listen to the discussion here, or download and listen wherever you get your podcasts. Episode 295: The impact and value of volunteering in your community through your employerHost & Executive Producer: Ramona Schindelheim, Editor-in-Chief, WorkingNationProducer: Larry BuhlExecutive Producers: Joan Lynch and Melissa PanzerTheme Music: Composed by Lee Rosevere and licensed under CC by 4Download the transcript for this podcast hereYou can check out all the other podcasts at this link: Work in Progress podcasts

On this Giving Tuesday, a panel of distinguished leaders in philanthropy and business join me on the Work in Progress podcast to share their insight into the power of volunteering in your local community through your workplace. Since 2012, the Tuesday after Thanksgiving has been observed worldwide as Giving Tuesday. The message of the global movement is to give to your community – whether it is a donation of money or time – to help build a better world. Workplace volunteer programs have long been part of companies' brand management and community relations strategies, but what do they offer the workers who actually perform the volunteer work? A lot, as it turns out, from helping refine their skills to bringing a sense of purpose, of satisfaction, and a sense of empowerment as change agents in their communities, according to research from Ares Management. Ares unveiled its key findings September 20 in a white paper, Philanthropy, Purpose and Professional Development: Why Workplace Volunteer Programs Matter, and discussed them on a special LinkedIn Live event presented by Ares and WorkingNation, which you can listen to here. Joining me in this conversation are: Michelle Armstrong, head of philanthropy at Ares Management, elaborating on the research's findings about workplace volunteerism and why Ares employees are so passionate about giving back to their communities. Lee Fabiaschi, VP of employee engagement and community impact at Ares who shares insights into the company's own workplace volunteer program, Ares in Motion (AIM) and how the company intends to grow the initiative. Joseph Fuller, co-head of the Project on Managing the Future of Work at Harvard Business School talks about the hidden benefit for employers who sponsor community-based volunteerism for their employees. Asha Varghese, president of Caterpillar Foundation discusses the incredible value these programs have on building skills for employees, particularly Gen Z workers. Angela F. Williams, president and CEO of United Way shares what she's learned about the impact on the community when a company – big or small – invests in their employees who live and work there. Listen to the discussion here, or download and listen wherever you get your podcasts. Episode 295: The impact and value of volunteering in your community through your employerHost & Executive Producer: Ramona Schindelheim, Editor-in-Chief, WorkingNationProducer: Larry BuhlExecutive Producers: Joan Lynch and Melissa PanzerTheme Music: Composed by Lee Rosevere and licensed under CC by 4Download the transcript for this podcast hereYou can check out all the other podcasts at this link: Work in Progress podcasts

On this episode, Josh Mills, Wayne McCarty, and special guest, Joseph Fuller, cover this week's Florida Man headlines, talk about running races in the Green Swamp, and share close encounters with the legendary Florida Skunk Ape Each week, the Florida Men on Florida Man podcast uses comedy to discuss legends, lore and history from the craziest state in the union, Florida.  To learn more about the show, visit our website. www.fmofm.com To support the show, please visit our Patreon.  https://www.patreon.com/fmofmpodcast

In this episode of Work in Progress, I'm joined by Joseph Fuller, professor at Harvard Business School and co-head of the school's Managing the Future of Work Project, and Rajiv Chandrasekaran, head of strategy at the Schultz Family Foundation. Everybody benefits from an upwardly mobile workforce, So, how is corporate America doing when it comes to creating a culture of advancement for workers within their businesses, particularly those without a four-year college degree? That's the question at the heart of the American Opportunity Index (AOI), a dynamic analysis of the nation's top 250 biggest companies – and their investment in their employees and their careers – from Harvard Business School, Burning Glass Institute, and the Schultz Family Foundation. “American businesses are struggling to hire, grow and retain the workers they need to remain competitive. They lack visibility on how their workers advance and how their policies affect their employees' prospects. They are missing critical components of the big picture,” says Fuller, one of the authors of the report. He adds, “The Index assesses how effectively large corporations manage their human talent, identifies which companies are leading the way, and provides a framework for benchmarking progress." The Index focuses on worker outcomes and is based on the real-world experience of more than three million of their employees. AOI measures which companies are most likely to create opportunity for workers in roles open to non-college graduates across three criteria:  access (who is able to join the company),  wages (how well they are paid), and mobility (how far a worker will advance – either at that company or once they leave for another company). "Our objective is to get companies to ask 'Have we implemented policies that advance our workers prospects of growing with us? (Are we) creating an environment that creates opportunities for growth in all dimensions, growth in skills, growth in income potential, growth in promotability for their workforce? Are we tracking those metrics because you are what you track, you are what you measure? And are we pursuing best practice in light of what we can see other people are achieving?" adds Fuller. According to Chandrasekaran, the fundamental goal to give both employers and workers greater transparency into how workers can get ahead and how companies can most effectively use their human capital. "We believe that when workers can advance, when they can find upward mobility, they can achieve the pathways to continue to grow their careers, everybody benefits. It's not just the workers, but companies themselves. Turnover is reduced. Companies become more efficient. They can fill their talent needs more effectively from within," he adds. Chandrasekaran explains what the Index to "empower workers to make better decisions as to what positions to seek and what firms to prioritize in their job searches; recognize companies that are setting an example of how to create opportunity; and arm corporate executives and HR leaders alike with data they need to take meaningful action within their companies to boost the competitiveness of their workforce." The original American Opportunity Index was published last fall, identifying the 50 best firms across five different models of opportunity creation: the Best Workplaces to Advance Within, the Best Workplaces to Start From, the Best Workplaces to Stay and Thrive at One Company, the Best Workplaces to Advance Without a College Degree, and the Best Workplaces That Grow Their Own Talent. The highest-ranked companies overall include: AT&T, American Express, Cisco, PG&E, Microsoft, Fiserv, HF Sinclair, Liberty Mutual Insurance, International Paper, and Southwest Airlines. The 2023 American Opportunity Index will be released later this fall and Chandrasekaran says it will cover even more of the Fortune 500 and expand into several new categories of assessm...

In this episode of Work in Progress, I'm joined by Joseph Fuller, professor at Harvard Business School and co-head of the school's Managing the Future of Work Project, and Rajiv Chandrasekaran, head of strategy at the Schultz Family Foundation. Everybody benefits from an upwardly mobile workforce, So, how is corporate America doing when it comes to creating a culture of advancement for workers within their businesses, particularly those without a four-year college degree? That's the question at the heart of the American Opportunity Index (AOI), a dynamic analysis of the nation's top 250 biggest companies – and their investment in their employees and their careers – from Harvard Business School, Burning Glass Institute, and the Schultz Family Foundation. “American businesses are struggling to hire, grow and retain the workers they need to remain competitive. They lack visibility on how their workers advance and how their policies affect their employees' prospects. They are missing critical components of the big picture,” says Fuller, one of the authors of the report. He adds, “The Index assesses how effectively large corporations manage their human talent, identifies which companies are leading the way, and provides a framework for benchmarking progress." The Index focuses on worker outcomes and is based on the real-world experience of more than three million of their employees. AOI measures which companies are most likely to create opportunity for workers in roles open to non-college graduates across three criteria:  access (who is able to join the company),  wages (how well they are paid), and mobility (how far a worker will advance – either at that company or once they leave for another company). "Our objective is to get companies to ask 'Have we implemented policies that advance our workers prospects of growing with us? (Are we) creating an environment that creates opportunities for growth in all dimensions, growth in skills, growth in income potential, growth in promotability for their workforce? Are we tracking those metrics because you are what you track, you are what you measure? And are we pursuing best practice in light of what we can see other people are achieving?" adds Fuller. According to Chandrasekaran, the fundamental goal to give both employers and workers greater transparency into how workers can get ahead and how companies can most effectively use their human capital. "We believe that when workers can advance, when they can find upward mobility, they can achieve the pathways to continue to grow their careers, everybody benefits. It's not just the workers, but companies themselves. Turnover is reduced. Companies become more efficient. They can fill their talent needs more effectively from within," he adds. Chandrasekaran explains what the Index to "empower workers to make better decisions as to what positions to seek and what firms to prioritize in their job searches; recognize companies that are setting an example of how to create opportunity; and arm corporate executives and HR leaders alike with data they need to take meaningful action within their companies to boost the competitiveness of their workforce." The original American Opportunity Index was published last fall, identifying the 50 best firms across five different models of opportunity creation: the Best Workplaces to Advance Within, the Best Workplaces to Start From, the Best Workplaces to Stay and Thrive at One Company, the Best Workplaces to Advance Without a College Degree, and the Best Workplaces That Grow Their Own Talent. The highest-ranked companies overall include: AT&T, American Express, Cisco, PG&E, Microsoft, Fiserv, HF Sinclair, Liberty Mutual Insurance, International Paper, and Southwest Airlines. The 2023 American Opportunity Index will be released later this fall and Chandrasekaran says it will cover even more of the Fortune 500 and expand into several new categories of assessm...

Harvard Business School professor Joseph Fuller joins the Gartner Talent Angle podcast to share the latest insights from his white paper, “Hidden Talent: Untapped Talent.” Fuller explains why fitting candidates are  consistently overlooked by recruiting technology. He shares solutions for uncovering these workers, and argues why senior leaders play a critical role in ensuring the success of the hidden talent pipeline. Joseph Fuller is a Professor of Management Practice in General Management at Harvard Business School and co-leads the school's initiative, Managing the Future of Work. He graduated from Harvard Business School in 1981 and founded the consulting firm, Monitor Group, now Monitor-Deloitte. During his three decades in consulting, Fuller worked with senior executives and policymakers on a wide variety of issues related to corporate strategy and national competitiveness. *This episode is an excerpt taken from our 2022 interview.

Joe Fuller, a Nonresident Senior Fellow at AEI and Professor at Harvard Business School, discusses two new reports, Delivering on Degrees and The Partnership Imperative. The first examines the effectiveness of programs that facilitate the transition from postsecondary education to employment and finds programs such as career coaching and experiential coursework can improve persistence in training and employment outcomes. The second report explores how partnerships between community colleges and employers can help address the skills gap.Mentioned in the EpisodeJoseph B. Fuller AEI ProfileJoseph B. Fuller HBS ProfileManaging the Future of Work Project at Harvard Business SchoolDelivering on Degrees Report Workforce Futures InitiativeProf. Raj Chetty's Work on Economic MobilityOf Boys and Men: Why the Modern Male is Struggling, Why It Matters, and What to Do About It by Richard V. ReevesThe Partnership Imperative: Community Colleges, Employers, and America's Chronic Skills GapWake Tech Community CollegeSan Jacinto CollegeMonroe Community CollegeValenciaCollege Partnership with Walt Disney World ResortDisney Aspire - Disney's Education Benefit Program

Many people blame the shortage of low-wage workers on the enduring impact of the pandemic. But management professor Joseph Fuller and senior researcher Manjari Raman of Harvard Business School say that the real reason has been long in the making. Their studies show that companies view low-wage workers as people who will be in the job only for a short time. Instead, the researchers find that these employees are loyal and want development and a clear path to career advancement. The researchers share practical suggestions for how leaders and managers can do better in hiring, development, and mentoring. Fuller and Raman wrote the HBR article "The High Cost of Neglecting Low-Wage Workers."

In this episode of Partnering Leadership, Mahan Tavakoli speaks with Joseph Fuller, Professor of Management Practice in General Management at the Harvard Business School and co-lead of HBS's Managing the Future of Work initiative. In the conversation, Professor Fuller addressed the shifting nature of work and how organizations can attract, retain, and improve the productivity of their human assets. Joseph Fuller then shared research on hidden workers, degree inflation, and the necessity for partnerships between colleges and employers to bridge the chronic skills gap. Finally, Professor Joseph Fuller spoke about the evolution of leadership and the skillsets necessary for CEOs and leaders to succeed in the age of A.I.   Some highlights:-Joseph Fuller on the impact of workforce trends on U.S. competitiveness-Why organizations will continue to struggle with finding talent until they change their approach to hiring-Professor Fuller on the barbellization of the U.S. workforce-Training and development's role in mitigating turnover rates-Why many workers use remote work as a proxy for what they really seek-How leaders can think about talent as a strategic differentiator-The leadership skills most needed in the C-Suite -How A.I. is changing the CEOs role and who is best suited to become a CEOConnect with Professor Joseph Fuller:Joseph B. Fuller Faculty Page Harvard Business School Joseph Fuller on LinkedInManaging the Future of Work PodcastConnect with Mahan Tavakoli: Mahan Tavakoli Website Mahan Tavakoli on LinkedIn Partnering Leadership Website

Managing the Future of Work co-chair and podcast co-host Joseph Fuller on AI's impact on work and hiring, the emerging gig marketplace for high-skills professionals, remote and flexible work, the importance of social skills, and more.

Employers have chronic difficulties in filling jobs, but millions of Americans are simultaneously unemployed. Professor Joseph Fuller is very familiar with this paradox. In this episode, Dr. Jason Altmire talks with Professor Fuller about the strategies that academic institutions and employers must take to address the skills gap today. Joseph Fuller is the Professor of Management Practice and General Management at the Harvard Business School (HBS) and the Co-Director of the project on Managing the Future of Work at HBS. Professor Fuller discusses the role of community colleges in easing the skills gap. Are they indeed the obvious answer to the problem? He also shares that for-profits do have a role in filling the skills gap and that community colleges can learn from their successes.To learn more about Career Education Colleges & Universities, visit our website.

Harvard Business School professor Joseph Fuller joins the Gartner Talent Angle podcast to share the latest insights from his white paper, “Hidden Talent: Untapped Talent.” Fuller explains why fitting candidates are  consistently overlooked by recruiting technology. He shares solutions for uncovering these workers, and argues why senior leaders play a critical role in ensuring the success of the hidden talent pipeline. Joseph Fuller is a Professor of Management Practice in General Management at Harvard Business School and co-leads the school's initiative, Managing the Future of Work. He graduated from Harvard Business School in 1981 and founded the consulting firm, Monitor Group, now Monitor-Deloitte. During his three decades in consulting, Fuller worked with senior executives and policymakers on a wide variety of issues related to corporate strategy and national competitiveness. *This episode was originally released in 2022.

said. One of two male pedestrians walking south on the shoulder of Cobb Parkway near Polytechnic Lane was struck by a car around 2:33 a.m. Friday, according to Marietta police spokesman Chuck McPhilamy. The man died from his injuries. The man who was killed has not been identified but was described by McPhilamy as a 36-year-old “transient known to stay in or near Marietta.” The car, a 2008 Ford Taurus X, was driven by an 81-year-old man from Lawrenceville, McPhilamy said. The driver did not stop and left the scene of the collision without calling 911 or rendering aid. His vehicle was found by the Emerson Police Department, stopped in a northbound lane on Highway 41 in Bartow County, shortly after the crash occurred. According to McPhilamy, the driver was not injured in the crash but displayed signs of confusion and was taken to Wellstar Kennestone Hospital for evaluation. The investigation is ongoing and no charges have been filed at this time. Anyone with information regarding this crash is urged to contact police.    Commissioner Keli Gambrill was sworn in Friday for her second term as west Cobb's representative on the Board of Commissioners. Flanked by her husband, Bob Gambrill, and son, Robert Gambrill, she once again swore to uphold the laws and constitution of Georgia and discharge her duties to the best of her knowledge and skill. First elected in 2018, Keli Gambrill was unopposed in both the primary and general elections this year. The Michigan native spent years as a community activist with People Looking After Neighborhoods before running for office. Gambrill's swearing in, attended by fellow commissioners, county staff and supporters, was speedy as they come, clocking in at 11 minutes on the dot. In brief remarks, the commissioner thanked attendees for their support over the years. Though she ran unopposed, Gambrill joked that during the Lost Mountain cityhood movement, “cityhood got me in touch with more of my constituents than probably campaigning did, because everybody wanted to have the conversation.” During her second term, she said she looks forward to working on Cobb's unified development code, a code reform project that's about to get rolling in earnest. It's that time of the year again — the annual Cobb Life Magazine Best of Cobb contest is back and better than ever! Support and celebrate your favorite local businesses, people, places and things by voting for them in this year's Best of Cobb 2023 contest. As of Friday, The Best of Cobb coordinators counted more than 110,000 votes cast, and are expecting a record voter turnout. Last year, the 2022 Best of Cobb contest received more than 404,000 total votes. More than 2,800 nominations made it to voting this year, so the competition is strong. Whether you're voting for your favorite breakfast spot, realtor, hair salon or mechanic, every vote counts! Use this as an opportunity to say ‘thank you' to your favorite local businesses. The winners will be announced in the March issue of Cobb Life Magazine, followed by an annual celebration to honor our winners March 23. Voting for Best of Cobb is open until Jan. 20 at 11:59 p.m. Visit thebestofcobb.com to begin voting for your favorites. Dansby Swanson, the last of the big four free agent shortstops to reach terms this offseason, appears to be leaving his hometown team for the Windy City. According to multiple reports, the Kennesaw native and Marietta High School graduate has agreed to a $177 million, seven-year deal with the Chicago Cubs — netting him an average of $25.3 million per year. After six-plus seasons with the Atlanta Braves, Swanson is reaping the benefits of a breakout season and a fruitful market for free agent shortstops. Before Swanson, Trea Turner, Xander Bogaerts and Carlos Correa had previously agreed to contracts of more than 10 years, with total values well beyond $200 million apiece. The 28-year-old Swanson is coming off a season in which he batted .277 with 32 doubles, 25 home runs and 96 RBIs, playing all 162 games. He also was a first-time All-Star and Gold Glove winner at shortstop. Through his Braves tenure, Swanson had a career .255 average with 102 homers and 411 RBIs. He was an anchor of Atlanta's 2021 World Series championship team, fielding the clinching out and relaying it to Freddie Freeman, another Braves star who left via free agency before the 2022 season. A two-sport star in baseball and basketball at Marietta, Swanson had a standout college career at Vanderbilt, which he helped lead to the College World Series title in 2014, then was the Number 1 overall pick of the 2015 draft by the Arizona Diamondbacks. He came to the Braves in a trade six months later and made his major league debut August 17, 2016. Commercial fishermen can take to the water beginning January 1 at 12 a.m. to take advantage of the opening day of shad season, according to the Georgia Department of Natural Resources' Wildlife Resources Division. Shad season will run through midnight March 31. Last year's shad season was tough, and catches fell short of what most fishermen wanted. WRD Senior Fisheries Biologist announced that to encourage participation, reward values for tagged shad that the agency has released in the Altamaha River have been increased, with reward ranging from $10 to $100 dollars. Commercial shad fishermen must have a valid Georgia commercial fishing license and are required to have purchased a commercial fishing endorsement for shad. Applications for commercial licenses and endorsements are available at GeorgiaWildlife.com or at Coastal GA DNR dot org. Vessels must be registered for use on Georgia waters. Georgia's commercial fishing regulations require that fishermen must report the harvest of all American shad, regardless of if they are sold or kept for personal consumption, to the CRD via Trip Tickets. Fishermen can obtain Trip Tickets by contacting CRD's Julie Califf. Christian Hernandez got hot from beyond the arc when North Cobb Christian needed him the most in the fourth quarter. The Eagles suffered a third-quarter lull after a strong performance in the first half, allowing the Blue Devils to chip away and get within striking range -- trailing by 14 -- going into the final quarter. That is when Hernandez found his stride. He hit all four of his 3-point attempts to give North Cobb Christian the separation it needed to pull away and win 85-63 Saturday night in Marietta's Lemon Street Classic. Hernandez led the way with 29 points and was a perfect 6-for-6 from long range in the second half. He finished with nine 3s for the game. Fernandez was not the only one making the big shots for North Cobb Christian (5-4). Albert Wilson finished with 27 points, including three key 3-pointers in the first half to help the Eagles get out in front early. He also pulled down 11 rebounds. Gabe Bolden was also in double figures with 13 points, including three 3-pointers. North Cobb Christian set the tone in the first quarter with 13 unanswered points to open a 23-11 lead. Before then, Marietta's Jack Bourgeois gave the Eagles fits. All 12 of Bourgeois' points came in the opening quarter as he scored Marietta's first seven points of the game to open a 7-2 lead. After North Cobb Christian scored five straight to tie it, Bourgeois hit a 3-pointer from the left corner to give the Blue Devils a 10-7 lead. After Todd LeCadre hit a free throw for a 11-10 lead, North Cobb Christian took over with its 13-point run and never looked back. Eight different players scored for the Blue Devils, led by Aden Canty's 14 points. Joseph Fuller was also in double figures with 10 and LeCadre finished with nine. Marietta could not overcome North Cobb Christian shooting 64 percent from beyond the arc. #CobbCounty #Georgia #LocalNews      -            -            -            -            -            The Marietta Daily Journal Podcast is local news for Marietta, Kennesaw, Smyrna, and all of Cobb County.             Subscribe today, so you don't miss an episode! MDJOnline            Register Here for your essential digital news.            https://www.chattahoocheetech.edu/  https://cuofga.org/ https://www.esogrepair.com/ https://www.drakerealty.com/           Find additional episodes of the MDJ Podcast here.             This Podcast was produced and published for the Marietta Daily Journal and MDJ Online by BG Ad Group   For more information be sure to visit https://www.bgpodcastnetwork.com                See omnystudio.com/listener for privacy information.

This episode of the podcast is about organizational design from a perspective on stability to adaptability. The guest on this episode is Joseph Fuller. Joseph Fuller is Professor of Management Practice and co-head of Managing the Future of Work Project at Harvard Business School. With a long career in academia, Joe has strong and well-documented insight into trends and movements within the changing world and how work is changing. Joe's knowledge and passion is focused on technology, people, and business, and reaches both local and global views. Finally, he is also board member in the private sector, so he has a broad acumen that really shines through.  Today's co-host is Tore Nielsen, Co-Founder at Good Morning April - and host for this season is Erik Korsvik Østergaard, also Co-Founder at Good Morning April. 

Harvard Business School professor Joseph Fuller joins the Gartner Talent Angle podcast to share the latest insights from his white paper, “Hidden Talent: Untapped Talent.” Fuller explains why fitting candidates are  consistently overlooked by recruiting technology. He shares solutions for uncovering these workers, and argues why senior leaders play a critical role in ensuring the success of the hidden talent pipeline. Joseph Fuller is a Professor of Management Practice in General Management at Harvard Business School and co-leads the school's initiative, Managing the Future of Work. He graduated from Harvard Business School in 1981 and founded the consulting firm, Monitor Group, now Monitor-Deloitte. During his three decades in consulting, Fuller worked with senior executives and policymakers on a wide variety of issues related to corporate strategy and national competitiveness. *This episode is an excerpt taken from our 2022 interview.

What's it like to take the journey from full-time to self-employment? In this episode, Mike shares his story of climbing the corporate ladder and then striking out on his own. Then Harvard Business School professor, Joseph Fuller, helps us better understand the gig economy, the Great Resignation, and the role of contractors in workplace culture.

Overview Ep. 10, the last of #EmployerBranding: The Inside Podcast, Season 5, is now live! In this episode, we've had the pleasure of speaking with Joe Lazauskas, Head of Content & Comms at A.Team. We talked about the power of #teams and how people form bonds together, but also about the builder economy, #purpose, #mission, and how storytelling strengthens company culture. What you'll learn by listeningThe power of teams & how people form bonds together How work is experienced through teams, not companies A different perspective on the new way of work An overview of the builder economy, the successor to the “gig” economy Where does purpose fit into the new way of workWhat makes great teams come togetherWhy storytelling matters when strengthening company culture About A.Team A.Team is the first members-only network of the world's top engineers, product managers, designers, and marketing talent, designed to help growing companies accelerate product development through the power of great teams. A.Teamers come together as cloud-based, modular teams on our team formation platform to work on problems they care about for forward-thinking companies—with the freedom, flexibility, and autonomy they crave.Over the last two years, we've grown exponentially — scaling to over 5,000 independent builders and over 250 teams deployed on missions across 35+ industries for startups, mid-market, and public companies. A.Teams are building the future of vaccine manufacturing for Apprentice, the next generation of education on mobile for McGraw Hill, a revolutionary model for brick-and-mortar with Blank Street, and much more.We're creating a new builder economy that will transform the way people work and companies build, and we've brought together an incredible team of people to help us do that—raising a $55 million Series A with investors like Insight Partners, Tiger, and Spruce House; future-of-work pioneers like Adam Grant, Dan Ariely, and Joseph Fuller; and cultural leaders like Jay-Z's RocNation, and founders and execs from CAA, Apollo, Upwork, Fiverr, and SpaceX.

Miles With Marty is home base for running community love.  We talk to the incredible humans that make this community so special.  In this episode we have an interview with author, recovering addict/alcoholic, and ultra-runner Henry Ward.  He shares his story of running and recovery.  Podcaster and RD, Joseph Fuller previews the upcoming Skunk Ape night race 30k as well as discusses his own podcast, Florida Trail Runners.  Social Media/website - runningwithoutthedevil.com @henryward3 --  @skunkapeevents @justrunfuller @ftrunnerspodcast

Join Career Club's Bob Goodwin and Joseph Fuller, Professor of Management Practice at Harvard Business School and Faculty Co-Chair of the “Managing the Future of Work” Project, as they discuss new workforce development models, the impact of AI on online job applications, and other implications for a post-COVID labor market.Whether you are an employer or employee, Professor Fuller will be bringing a well-researched point of view you can put to use immediately.#futureofwork #humanresources #management #talent #HBS #harvard #HBR

We've been swamped with all sorts of shocking and historical headlines in recent years. There was one that wasn't necessarily puzzling, more like intriguing. Society really lended it's attention to it, you know? That headline was titled, "The Great Resignation". It sounds like a movie and it may very well become one. It highlights an unprecedented time in American history where a record number of workers walked out of their jobs. According to the U.S Bureau of Labor Statistics, over 47 million Americans quit their jobs in 2021. This wave of resignations was spurred by the strains of the pandemic but studies show that it was a ticking time bomb all along. A 2022 Pew Research survey exposed the truths about the American labor force and the harsh, sometimes exhausting, environments that our industries have created. Recently resigned workers point to 'quality of work' fallacies like unfair pay, stagnation, disrespect (towards the employee), and limited flexibility as reasons they left their jobs. Some were pointing to the more obvious concerns that the pandemic brought about like needing to be home with their children during virtual learning. A very small percentage of people were concerned about the COVID-19 vaccine requirements that was implemented during the height of the pandemic. As highlighted by Joseph Fuller and William Kerr in the Harvard Business Review, "what we are living through is not just short-term turbulence provoked by the pandemic but rather the continuation of a long-term trend." You see, I believe that we are entering a new state of workforce here in the states. A moment in history that I believe will be healthy for us all as it serves as a reminder to employers to value the employees and curate healthy environments for them to work in. Greg Iacurci from CNBC feels the same way. In fact, in his article from last week (Apr. 11), he wrote, "These workers will likely account for a good deal of churn in the labor market as the so-called Great Resignation continues, and this suggests employers may need to reconsider pay, benefits and other workplace issues." “The power is going to the employee right now,” said Tim Glowa, who leads Grant Thornton's employee listening and human capital services team. “They are in the driver's seat.” The driver's seat, the vehicle, and the journey; I believe the labor market has set its sights for brighter days. The power has returned to the talent and employers are being held accountable for greed. Let's investigate what's behind the "Great Resignation" and see where we stand in all of this. No policy, just facts. Let's get into all on Episode 171. Connect on Instagram, Twitter, or by email at BriansWorldShow@gmail.com. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/livebw/support

In this episode, Chamber President Matt Morrow talks with Joseph Fuller. Fuller is a professor with the Harvard Business School and a visiting fellow at the American Enterprise Institute, and they talked about addressing workforce issues. Specifically, they discussed research Fuller and his colleagues have conducted into the concept of "hidden workers," and how businesses can connect with them to meet ongoing workforce shortages.  Visit the Harvard Business School website for more about the "Managing the Future of Work" research project. 

Joseph Fuller is described as full of passion & artistry. With 6 albums, over 26 million streams, features on playlists on Amazon Music, Pandora Radio, Spotify, and his recordings having reached over 110 countries, he continues to be a widely sought-after pianist for concert engagements. His unique style continues to captivate audiences with his technical precision and emotional connection to his music. He holds a Masters degree in piano from Baylor University and has worked with some of the world's finest opera houses, children's choruses, and universities in the United States. He has performed with conductors from the Metropolitan Opera, Houston Grand Opera, Indianapolis Opera, former Berkshire Opera, and the world renowned Indianapolis Children's Chorus. Joseph can be heard on Grammy Award winning recordings in conjunction with the Grammy Foundation's, Grammy In The Schools, has performed on network television several times, performed with the Fort Bend Symphony, been the featured artist at TMEA, ACDA, and given solo concerts at Steinway Piano Gallery Houston, Steinway Hall Dallas, Steinway Piano Gallery San Antonio and Steinway Piano Gallery Austin. Joseph has been a guest artist with the world renowned Indianapolis Children's Choir and has future engagements with multiple Steinway Galleries across the United States. His latest release “Reflections of Tomorrow” features 10 brand new compositions written exclusively by Joseph and produced by Grammy Award winning producer Brad Sayles. This new chapter of his recording career branches into fully realized compositions that invoke feelings of joy, love, and loss and takes the listener on a journey that tells his deeply personal story. From his live concert album “Christmas In The City” to his first album “Release…”, Joseph continues to pave his own way as a concert pianist and artist. He maintains an exciting schedule of solo and accompanying engagements and is a recording artist with Symphonic Distribution, a member of ASCAP, and a voting member of The Recording Academy.

Joseph Fuller is a Professor of Management Practice in General Management at Harvard Business School and co-leads the school's initiative, Managing the Future of Work. Together with his colleague Professor Bill Kerr, Joe co-hosts the podcast “Managing the Future of Work”. A 1981 graduate of the school, Joe was a founder and first employee of the global consulting firm, Monitor Group, now Monitor-Deloitte. He served as the Chief Executive Officer of its commercial consulting operations from 1994 to 2006 and remained a Senior Advisor until its acquisition by Deloitte in 2012. During his three decades in consulting, Fuller served clients in a wide variety of industries, especially those with a heavy reliance on technology. He has particularly deep experience in life sciences, ICT and the defense and aerospace industries. Most recently, Joe was appointed senior fellow at the newly launched The Burning Glass Institute.   How to find Joe on social media: LinkedIn: https://www.linkedin.com/in/josephbfuller/ Twitter: https://twitter.com/JosephBFuller   Websites: HBS - Managing the Future of Work:  https://www.hbs.edu/managing-the-future-of-work/Pages/default.aspx Harvard Kennedy School: https://www.hks.harvard.edu/ Podcast - Managing the Future of Work:  https://podcasts.apple.com/us/podcast/hbs-managing-the-future-of-work/id1395603706 The Burning Glass Institute: https://www.burningglassinstitute.org/   What we talked about: 3:18 Managing the Future of Work Project 7:27 Hidden Workers: Untapped Talent 14:15 Description of the different hidden worker categories 18:15 Recommendations of the report https://www.hbs.edu/managing-the-future-of-work/Documents/research/hiddenworkers09032021.pdf 28:16 Social/ Soft Skills 35:10 Male professionals in female dominated industries 40:27 The Caring Company https://www.hbs.edu/managing-the-future-of-work/research/Pages/the-caring-company.aspx   If you would like to support the podcast: Ko-fi Account: Ko-fi.com/karintischler   How to connect with Karin Tischler, producer and podcast host of "Job Sharing and Beyond", and founder of Emily's Path Consulting (EPC): Website: https://emilyspath.ca/  LinkedIn:https://www.linkedin.com/in/karin-tischler/ Instagram:  https://www.instagram.com/jobsharingandbeyond/ Twitter: https://twitter.com/JobsharingByond Twitter: https://twitter.com/karin_tischler Instagram: https://www.instagram.com/karintischlerbc/ LinkedIn: https://www.linkedin.com/company/emilyspathca/?viewAsMember=true

Harvard Business School professor Joseph Fuller joins the Gartner Talent Angle podcast to share the latest insights from his white paper, “Hidden Talent: Untapped Talent.” Fuller explains why fitting candidates are  consistently overlooked by recruiting technology. He shares solutions for uncovering these workers, and argues why senior leaders play a critical role in ensuring the success of the hidden talent pipeline. Joseph Fuller is a Professor of Management Practice in General Management at Harvard Business School and co-leads the school's initiative, Managing the Future of Work. He graduated from Harvard Business School in 1981 and founded the consulting firm, Monitor Group, now Monitor-Deloitte. During his three decades in consulting, Fuller worked with senior executives and policymakers on a wide variety of issues related to corporate strategy and national competitiveness.

Amidst today's labor shortage, employers are learning an important truth: we have no “extra” people. Unfortunately, many qualified workers are “hidden” from real consideration for jobs by ineffective artificial intelligence hiring screens, overly strict credentialing requirements, or a narrowmindedness from companies on how seemingly disparate skills could might serve to strengthen business operations. These barriers contribute to the existence of 27 million “hidden workers” in the US, including mothers returning to the workforce, those with physical disabilities, neurodivergent workers, and veterans. To discuss this problem, I am joined by AEI non-Resident Fellow and Harvard Business School professor Joe Fuller. In addition to his work at AEI, Joe co-leads the Managing the Future of Work project, and has published reports through HBS as well as numerous popular press outlets. Mentioned During the Show https://www.hbs.edu/faculty/Pages/profile.aspx?facId=123284 (Joe Fuller's Harvard Website) https://www.aei.org/profile/joseph-b-fuller/ (Joe Fuller's AEI Website) https://www.alumni.hbs.edu/stories/Pages/story-bulletin.aspx?num=2549 (Stephen Fuller Remembered) https://www.isc.hbs.edu/about-michael-porter/Pages/default.aspx (Michael Porter's Harvard Website) https://www.hbs.edu/managing-the-future-of-work/Documents/research/hiddenworkers09032021.pdf (Hidden Workers: Untapped Talent Report) https://www.nytimes.com/2019/10/08/opinion/ai-hiring-discrimination.html (New York Times Article on Automated Hiring) https://www.nytimes.com/2018/05/29/well/mind/millennials-love-marriage-sex-relationships-dating.html (Young People Marry Later than Previous Generations) https://one.walmart.com/content/usone/en_us/company/news/popular-content/education-articles/unlock-the-future--introducing-live-better-u.html (What Walmart is Doing Right) https://newsroom.ibm.com/2021-10-13-IBM-Commits-to-Skill-30-Million-People-Globally-by-2030 (IBM Commits to Skill 30 Million by 2030) https://www.unilever.com/news/news-search/2021/preparing-people-to-adapt-and-thrive-in-changing-times/ (Unilever on Upskilling Its Employees) https://www.hbs.edu/managing-the-future-of-work/Pages/default.aspx (Managing the Future of Work) https://www.pw.hks.harvard.edu/ (The Project on Workforce)

Aux États-Unis, 75 % des entreprises utilisent des systèmes automatisés de tri des CV pour les aider à embaucher. Mais ce système est-il fiable ? Sur quels critères ces algorithmes éliminent-ils les candidats ? On en parle avec notre invité Joseph Fuller, professeur de management à la Harvard Business School. 

Joseph Fuller, Professor of Management Practice at Harvard Business School, joined the podcast to talk about the “Middle Skills” jobs employers have a consistently difficult time filling, and higher ed's opportunity to serve and credential this critical market.

Joseph Fuller is Professor of Management Practice at the Harvard Business School, where he oversees the Managing the Future of Work Project and focuses his research on the changing nature of work and the evolution of the C-suite. He was the founder and longtime CEO of The Monitor Group, the global strategy consulting firm, now Monitor Deloitte. In this episode, MBO Partners speaks with Professor Fuller about what, in this time of rapid change, the term “the future of work” actually means and how we can apply his learnings to workforce design and transformation. Professor Fuller also talks about what he sees as the biggest challenges facing today's CEO and organizational management and how many of those top requirements for organizational success involve changes to aspects of talent development and sourcing, including contingent work; digitalization and decentralization; diversity and inclusion; globalization and the labor supply chain. He discusses a recent BCG and HBS Future of Work study on the topic of contingent work and discuss how, in the future, more and more organizations will have needs for high-skill contingent talent for business-critical assignments – and how this is shifting the power equation in favor of the supply side of the talent equation. He also provides a look at the higher education sector and discuss the role of credentialization in talent acquisition. Citing his soon-to-be-published research, Professor Fuller talks about the ways AI is poised to improve and expand talent profile of companies in the future – a profile that will begin to also include the contingent worker to a greater degree. About This Episode's GuestJoseph Fuller is Professor of Management Practice at the Harvard Business School, where he focuses his research on the changing nature of work and the evolution of the C-suite. He was the founder and longtime CEO of The Monitor Group, the global strategy consulting firm, now Monitor Deloitte. At HBS, he oversees with Professor Bill Kerr, the Managing the Future of Work project; the pair co-hosts a podcast of the same name. Research Mentioned in This EpisodeFuller, Joseph B., Manjari Raman, Allison Bailey, and Nithya Vaduganathan. "Building the On-Demand Workforce." (pdf) White Paper, Harvard Business School and Boston Consulting Group (BCG), November 2020. Fuller, Joseph B., and Manjari Raman. "Dismissed by Degrees: How Degree Inflation Is Undermining U.S. Competitiveness and Hurting America's Middle Class." (pdf) Report, October 2017. (Published by Accenture, Grads of Life, Harvard Business School.) About MBO Partners®MBO Partners is a deep jobs platform that connects and enables independent professionals and microbusiness owners to do business safely and effectively with enterprise organizations. Its unmatched experience and industry leadership enable it to operate on the forefront of the independent economy and consistently advance the next way of working. For more information, visit​ ​mbopartners.com. Episode hosted by Aassia Haq; produced, edited, and engineered by Leslie Jennings Rowley. With music by Brian Burrows. For more episodes, visit mbopartners.com/state-of-independence/podcast/. MBO Partners © 2021

*Here's what happened on the full show available on* *Patreon!* ( https://www.patreon.com/Ericzane ) *: * 1 – Starting the show with ‘Do ya think I'm sexy'. Doane and his prison sandals. Julius's dog struggling with the recent move. New dog for Eric. Reddit confusion. 2 – Introducing O'Neil to Eric's household. 3 – Carrot Top is a rich mother f'er. 4 – Sam's excited for Mary Poppin's sequel. Sports updates. 5 – Harambe 911 call. (funny segment – Pellerito approved). 6 – Joseph Fuller; world's dumbest Grandpa. 7 – Eric's family wants to change O'Neil's name. Sam was on Who wants to be a Millionaire. Shaq pranks. Giving out MIS tickets. Eric is hot for Caitlyn Jenner. 8 – Still hot for Caitlyn Jenner. Transgender stories. 9 – Doane F ups in the spotlight. Angus Young / Axl Rose audio. Malcolm Young plays a toaster. Kid calls 911 about Dad's driving. Eric's 911 story (certainly certainly). Doane's car fire. 10 – Age Discrimination trivia (Eric/Huge vs Julius/Doane). 11 – Marcus Bradman in studio. Marcus was Hoopie and got screwed in a parade. 12 –  New dog for Eric – O'Neil (re-covering earlier segment). 13 – Ways you screwed up your teeth contest.

Joseph Fuller, professor at Harvard Business School, and Allison Bailey, senior partner at Boston Consulting Group, say that the Covid-19 pandemic is only accelerating a recent trend of companies turning to digital talent platforms for highly skilled workers. The need for agility and specialized skills has more firms seeking help with projects. Meanwhile, more workers are joining these online marketplaces for the promise of greater flexibility and agency. Fuller and Bailey explain how organizations can strategically employ this on-demand workforce to unlock value. With HBS researcher Manjari Raman and BCG partner Nithya Vaduganathan, they wrote the HBR article "Rethinking the On-Demand Workforce."

As COVID is ravaging across the globe, companies in every industry are faced with shifting the way they build and deliver value. In our season premiere episode, we welcome Joseph Fuller, Professor of Management at Harvard Business School. During our discussion, we cover hot topics like which business trends have been accelerated by COVID, the attributes of companies that will be winners and losers in the future of work, and the emergence of marketplaces and platforms that match talent and clients. Joseph is also the leader of the Harvard University's Future of Work initiative and co-host of the podcast Managing the Future of Work. A 1981 graduate of HBS himself, he is currently researching the evolution of the role of the CEOs and the C-suite in public companies.

Longtime listener Joseph Fuller plays co-host with Shannon and chat with Grace Norman, a US Paralympic gold medalist!

Joseph Fuller is a Professor of Management Practice in General Management at Harvard Business School and he co-leads one of the school’s initiatives, Managing the Future of Work. He is the co-author of a recent Harvard study that tackles how and why employers should invest in a culture of care. On today’s episode, Dr. Fuller explains how a care culture is directly related to the future of work, and what companies need to be aware of when providing benefits to their employees.   Key Takeaways: [1:30] How should people think about ‘the future of work’? [3:25] Is the workforce setup accordingly to sustain a higher influx of qualified women professionals? [4:55] How did the future of work-study transition into the caregiving topic? [14:00] The benefits that are often offered at companies aren’t always the benefits that employees want or need. [17:20] Men are very reluctant to use company benefits because they don’t want to be seen as lazy. [22:00] Companies don’t really want to know how many of their work staff is caring for an elder or a loved one with a disability. It comes down to it being a legal issue. [30:00] What is the likeliness of an employee leaving work voluntarily because they weren’t able to manage work and life? [34:55] It boils down to company culture where employees feel comfortable asking for flexible hours or asking to work at home a couple days a week. [39:10] What is Dr. Fuller hopeful for in the future?   Mentioned in This Episode: The Caring Company: How Employers Can Cut Costs And Boost Productivity By Helping Employees Manage Caregiving Needs The Working Daughter book

Joseph Fuller, professor at Harvard Business School, says that the story we hear about workers being afraid for the future of their jobs might not be right. In surveying 11,000 people in lower-income and middle-skills jobs and 6,500 managers across 11 countries, Fuller discovered that, contrary to what bosses believe, many employees are excited about new technologies and willing to be trained in new skills. But they don't always know what they need to learn or how to access and pay for it. Organizations can do a better job of identifying the skills gaps they have or will soon face and using their existing workforces to fill them. Fuller's project is a joint venture between the HBS Project on Managing the Future of Work and the Boston Consulting Group’s Henderson Institute. He's a co-author of the HBR article “Your Workforce is More Adaptable Than You Think."

Joseph Fuller is not only a professor of management at Harvard, but he also co-leads a multi-year program called Managing the Future of Work. Listen in to our interview with Joe from the LearnLaunch 2018 conference, where he spoke about the need for employers to hire based on skills over degrees.

Joseph Fuller describes his video projection at the Ruskin Degree Show 2010.