Podcast appearances and mentions of mike bollinger

In this episode, CapitalH podcast host David Mallon and Cornerstone OnDemand's Mike Bollinger delve into the evolving landscape of workforce skills. Join us as we explore the rising demand for both technical and human skills, the importance of enduring human capabilities like curiosity and empathy, and the impact of AI on skill development.  

On this episode, Pete and Julie welcome Mike Bollinger, Global VP, Strategic Initiatives at Cornerstone OnDemand! The group explores the elusive yet critical concept of workforce alignment. Mike shares how technology, skills-based succession planning, and agile strategies are reshaping talent management. From strategic workforce planning to the role of AI in bridging skills gaps, Mike shares actionable insights and real-world examples that empower organizations to foster workforce agility that drives measurable business outcomes.   Connect with Mike: https://www.linkedin.com/in/mikebollinger/  Cornerstone On Demand resources mentioned: Workforce Agility for Dummies book: https://shorturl.at/EhEJ2  Global State of the Skills Economy report: https://shorturl.at/s2NA3  Links to other mentions in the episode:  Chime webinar: “The Top 3 Financial Wellness Trends Shaping HR Strategies in 2025” https://shorturl.at/ye1RO  Goldbelly's “PieCaken”: https://shorturl.at/q63L8  Connect with the show:   LinkedIn: http://linkedin.com/company/hr-payroll-2-0  X: @HRPayroll2_0 @PeteTiliakos @JulieFer_HR

Skills-based organizations and skills-based hiring have been some of the hottest topics of the year. While it is hard to find anyone who disagrees that this way of thinking about talent strategies has enormous benefits, there is still much debate about some of the practicalities around strategy and implementation. I spoke to two genuine HR thought leaders in my fourth and final set of interviews recorded at this year's HR Technology Conference. Heather Jerrehain, VP of Product Management - Employee Workflows at Service Now, and Mike Bollinger, Global VP of Strategic Initiative at Cornerstone on Demand Both shared their thoughts and insights on the power of skills, the journey towards skills-based organizations, and their sense of what the future might look like. In the interviews, we discuss: The impact of AI on jobs, work, and skills How AI is revolutionizing skills analysis and intelligence Using data from the hiring process to get a fuller picture of a person's skills The power of skills-based mobility Advice on building skills-based strategies How to get started The importance of not overcomplicating the process What types of organizations are already successfully implementing skills-based strategies Soft skills versus hard skills Skills development and the value for employees Integrating technology into skills-based hiring and development. What will things look like in five years' time? Follow this podcast on Apple Podcasts.

Skills-based organizations and skills-based hiring have been some of the hottest topics of the year. While it is hard to find anyone who disagrees that this way of thinking about talent strategies has enormous benefits, there is still much debate about some of the practicalities around strategy and implementation. I spoke to two genuine HR thought leaders in my fourth and final set of interviews recorded at this year's HR Technology Conference. Heather Jerrehain, VP of Product Management - Employee Workflows at Service Now, and Mike Bollinger, Global VP of Strategic Initiative at Cornerstone on Demand Both shared their thoughts and insights on the power of skills, the journey towards skills-based organizations, and their sense of what the future might look like. In the interviews, we discuss: The impact of AI on jobs, work, and skills How AI is revolutionizing skills analysis and intelligence Using data from the hiring process to get a fuller picture of a person's skills The power of skills-based mobility Advice on building skills-based strategies How to get started The importance of not overcomplicating the process What types of organizations are already successfully implementing skills-based strategies Soft skills versus hard skills Skills development and the value for employees Integrating technology into skills-based hiring and development. What will things look like in five years' time? Follow this podcast on Apple Podcasts.

Skills-based organizations and skills-based hiring have been some of the hottest topics of the year. While it is hard to find anyone who disagrees that this way of thinking about talent strategies has enormous benefits, there is still much debate about some of the practicalities around strategy and implementation. I spoke to two genuine HR thought leaders in my fourth and final set of interviews recorded at this year's HR Technology Conference. Heather Jerrehain, VP of Product Management - Employee Workflows at Service Now, and Mike Bollinger, Global VP of Strategic Initiative at Cornerstone on Demand Both shared their thoughts and insights on the power of skills, the journey towards skills-based organizations, and their sense of what the future might look like. In the interviews, we discuss: The impact of AI on jobs, work, and skills How AI is revolutionizing skills analysis and intelligence Using data from the hiring process to get a fuller picture of a person's skills The power of skills-based mobility Advice on building skills-based strategies How to get started The importance of not overcomplicating the process What types of organizations are already successfully implementing skills-based strategies Soft skills versus hard skills Skills development and the value for employees Integrating technology into skills-based hiring and development. What will things look like in five years' time? Follow this podcast on Apple Podcasts.

Mike Bollinger has been with StoneAge for over a decade and is proud to work at StoneAge. Before joining the StoneAge team, he was a buyer planner for Honeywell, the operations manager for an automotive manufacturer, and owned two companies. Since joining StoneAge, he has held the roles of Order Fulfillment Manager, Sewer Sales Director, Director of Operations, and now the Director of Global Operations. He oversees procurement, global branch operations, manufacturing, continuous improvement, quality, facilities, and safety. Episode Insight: Not everybody will show up great to work every day. What you can do is try to help that person have a better day. That's what leadership is about. Background: During this week's episode of Reflect Forward, I interview Mike Bollinger, StoneAge's Director of Operations. We talk about what it was like for him to take a backward step in his career to join the StoneAge team and what he's learned about leadership, life, and loving what you do since joining the StoneAge team. Mike is a remarkable leader who exemplifies The Ownership Mindset. I hope you enjoy this sneak peek into what it's like working with StoneAge. How to find Mike: Website: www.stoneagetools.com LinkedIn: https://www.linkedin.com/in/mikebollinger1/ Please consider ordering my book, The Ownership Mindset, on Amazon or Barnes and Noble Follow me on Instagram or LinkedIn. Subscribe to my podcast Reflect Forward on iTunes Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO! And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

In the second episode of our new AI-focused series, guest hosts Pauline James and David Creelman investigate some key ways that large HR vendors are utilizing new forms of AI.Joining David and Pauline this time are Mike Bollinger, Ben Zweig, and Jarik Conrad. Mike Bollinger is an accomplished executive with 20 years of industry experience. He has deep technology and HCM domain skills including strategic workforce planning, communications, change management, team building, business case development, and leadership. In his current role as Vice President of Strategic Initiatives with Cornerstone, Mike is responsible for internal research as well as strategy development around outcome-based goals. In 2020, Mike helped found, and currently manages, the Cornerstone People Research Lab (CPRL), whose mission is to generate data-driven discoveries about the world of work today and identify emerging trends that will give rise to new work models. Ben Zweig is a prominent figure at the intersection of Data Science and Human Resources. With a PhD in Economics specializing in Labor Economics and Economic Development from CUNY Graduate Center, he has a strong academic background. Ben's expertise extends to Natural Language Processing, Labor Economics, Human Resources, and Occupational Transformation. Notably, he spent several years as a Managing Data Scientist at IBM's Chief Analytics Office, where he utilized Natural Language Processing (NLP) to develop data-driven solutions for businesses. Currently, Ben serves as the CEO of Revlio Labs, an organization that supports the convergence of Data Science and HR. The company focuses on applying data-driven methodologies to enhance workforce management and adapt to the changing job market.Dr. Jarik Conrad, EdD, SPHR, SHRM-CSP, NACD.DC, is vice president of the Human Insights team at UKG, which consists of former HR practitioners, business leaders, and consultants who are distinguished experts in the HCM field and uniquely qualified to help leadership teams reach their organizational goals. With an acute pulse on industry trends, best practices, and technological innovations, Jarik and his team serve as liaisons, trusted advisors, and thought leaders who help to shape HR industry conversations and direction. 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

Welcome to our enlightening conversation with Mike Bollinger from Cornerstone, the brains behind the innovative Talent Health Index. This global research project is transforming the way companies understand and bridge the skill confidence gap between employers and employees. We're taking a deep dive into the four-level maturity model, an enlightening framework that guides organizations from foundational to transformative levels. We're also unraveling the seven dimensions of a healthy talent program, with key areas like culture, skills strategy, and learning and development under the spotlight.As the conversation progresses, we take a closer look at how top-tier organizations are leveraging the Talent Health Index to reassess their skills strategy, content strategy, and gig assignments. We stress on the need for a holistic approach, employee confidence, and the role of technology in doing away with talent hoarding. The conversation then takes a futuristic turn with a riveting discussion on the inclusion of AI and machine learning in talent development. Join us as Mike unfolds how HR leaders can utilize the Talent Health Index to identify their organization's strengths and areas of growth, equipping you with insights that can revolutionize HR and talent management!Listen & Subscribe on your favorite platformApple | Spotify | Google | Amazon

Working in the age of generative AI presents both opportunities and challenges. On one hand, the ability to automate certain tasks and generate new ideas and solutions can greatly increase productivity and efficiency in the workplace. On the other hand, there is the potential for job displacement and the need for workers to adapt and learn new skills to stay relevant in the workforce.As AI continues to evolve, it will be important for companies and individuals to find a balance between leveraging its capabilities while also maintaining ethical and responsible use. This includes considerations such as data privacy, bias, and transparency in decision-making. In this episode of the EM360 Podcast, Head of Content Matt Harris speaks to Mike Bollinger, VP of Strategic Initiatives at Cornerstone, about:The meteoric rise of generative aiDeath of white-collar jobs?Solving problems by employing an AI-friendly culture

Was macht Unternehmen zu High-Performern? Unter anderem ein gutes Skill-Management – wie der aktuelle Global Skills Report von Cornerstone zeigt. Welche Zusammenhänge es zwischen der Weiterentwicklung der Mitarbeitenden, Skill- und Vertrauenslücken im Unternehmen und dem wirtschaftlichen Erfolg gibt, erzählt Mike Bollinger, Vice President Strategic Initiatives bei Cornerstone, im Podcast. Dabei geht Bollinger auch auf die Bedeutung von internem Recruiting ein und erklärt, warum Talent Hording, aber auch die Begriffe “Re- und Upskilling” problematisch sind.   Das Gespräch mit dem Cornerstone-Experten reißt interessante Erkenntnisse aus der aktuellen Skill-Forschung an. Tiefer in die Materie eintauchen, können Sie im ausführlichen https://www.cornerstoneondemand.com/de/resources/article/2022-global-skills-report/?utm_campaign=EMEA_DACH_PROS_2022_Q4_10_EN_global-skills-research-report&utm_medium=branded-content&utm_source=Personalwirtschaft&utm_content=dowload-report (Global Skills Report). Für alle HR-Professionals, die sich ausschließlich für den derzeitigen Stand der Kompetenzentwicklung im EMEA-Bereich interessieren, gibt es detaillierte Forschungsergebnisse im https://www.cornerstoneondemand.com/de/resources/article/addressing-the-global-skills-shortage/?utm_campaign=EMEA_DACH_PROS_2022_Q4_10_EN_global-skills-research-report&utm_medium=branded-content&utm_source=Personalwirtschaft&utm_content=learn-more (EMEA Report von Cornerstone). Eine Zusammenfassung des Reports auf Deutsch finden Sie https://www.cornerstoneondemand.com/de/resources/article/Cornerstone-people-research-lab-thriving-global-skills-shortage-de-ebook/?utm_campaign=EMEA_DACH_PROS_2022_Q4_10_DE_global-skills-research-report&utm_medium=branded-content&utm_source=Personalwirtschaft&utm_content=learn-more (hier).   Die Podcast-Episode wurde gemeinsam mit Cornerstone produziert. Sowohl Mike Bollinger als auch Moderator Cliff Lehnen sprechen in der Folge auf Englisch.  

Mike Bollinger

Mike Bollinger

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For this episode of the #HRTechChat video podcast, AbilityMap CEO and Co-Founder Mike Erlin and Mike Bollinger, vice president of strategic initiatives at Cornerstone OnDemand, joined me to discuss a crucially important area of focus: at this still-early stage of its development, helping to ensure that we inform artificial intelligence with the best human-centric data possible. After all, most of us would like to think that the behavior of AI, as it grows eventually to an exceptionally high level of sophistication and begins to take over higher-level decision-making, will continue to reflect what we hold dear as "humanness." Both Bollinger and Merlin are vendor-side members of our Global Executive Advisory Council and repeat guests on the podcast. The episode you're reading about here has its origins in an an unrecorded conversation the three of us had several weeks ago. It all began when Bollinger alerted us to "Bias in AI: Are People the Problem or the Solution?" By John Sumser, principal analyst for HRExaminer, the article acknowledges two camps and their diverging viewpoints on the development of AI. "One group says people are the problem; the other sees them as the solution" in the development of AI, according to Sumser, who also says, "All tools contain embedded biases. Bias can be introduced long before the data is examined and at other parts of the process." We commenced this episode by agreeing with Sumser. The way forward, in our opinion, is to flood AI with as much human perspective as possible. The alternative, for developers to work overtime attempting to ensure that AI remains devoid of human bias, may be the wrong way to go and, not to mention, possibly impossible. This is my own inference from Sumser's article. The approach is counterproductive if we wish to avoid the generally dystopian future that AI has the potential to produce should we fail at this point in time, right now, to shepherd AI in a direction that humans would recognize as desirable. This does not mean a direction that humans necessarily would set on their lonesome, by the way. And, yes, there are implications for the future of work specifically. Erlin made great points here. In the world of work, when we test for cultural fit and soft skills, the best candidate for a role can often be nothing like we might have predicted. What manager anywhere would guess that a former daycare worker would be the best fit for a role in debt collection, for example? I might be getting it slightly wrong, but something like this is a finding that modern psychometrics have produced. Imagine a future of work where AI lacks this perspective, drawing instead solely on conventional decision-making metrics such as credentials and past work experience. That's where we're headed, a future where the AI for talent acquisition, for example, will have been developed with data that precludes the AI entirely from the very ability to unearth delightfully unintended, unexpected relevance. In an additional twist, it's a particularly human outcome that mere humans would never reach on their own. Erlin further expounds on the idea. Incorporating quantitative evidence of human bias -- think inherent human preferences -- into the referenceable data sets available to AI generates higher-quality, human-centric current and future choices for humanity, he suggests. I agree. And it's a continual, never-ending process to feed this type of information to AI, which should then provide us suggested courses of actions. Furthermore, we must think deeply about the questions we ask AI to answer. For example, rather than ask, "How can reduce crime?," we should consider asking, "How do we create an enriching community?" -- lest AI return answers that only exacerbate human suffering or frustrations.

Mike Bollinger

Mike Bollinger

Joining us for this extra special episode of #HRTechChat is Mike Bollinger, vice president of strategic initiatives at Cornerstone OnDemand and a member of the 3Sixty Insights Global Executive Advisory Council. Mike and I have a shared history. It was Mike who recruited me to Thought Leadership & Advisory Services at Cornerstone OnDemand, where I learned a lot ahead of joining Nick Biron to co-found 3Sixty Insights. As always, Mike and I engaged in a wide-ranging and far-reaching conversation exploring the outer reaches of what might be possible in HCM. Here are a few of the ideas we covered: How the concepts of concrete and abstract HCM extend to the C-suite and the science behind left-brain and right-brain thinking How these ideas challenge traditional, conventional notions of what business and work are for What psychedelic HCM might be -- i.e., the combination of concrete and abstract HCM that produces something greater than the sum of those parts and an expanded understanding of HCM Why it has been a challenge to persuade employers to acknowledge the tangible value in abstract HCM -- i.e., the value in how employees feel about their jobs A brief detour into the origins of HR and how the lingering effects of its beginnings have limited organizational leadership's scope of imagination as to what HCM is capable of achieving How the massive disruption of 2020 catapulted us into a new reality where the employee experience, the macro expression of abstract HCM, suddenly enjoys a respect that will not go away Why a deep appreciation for abstract HCM, more than a pretense, will be indispensable to preserving the meaning and purpose that humans find in work as artificial intelligence begins to dominate task-based labor even in the realm of exempt employment The relationship between data, judgement, intuition and decision-making in leadership Why Skynet won't take over as long as we recognize that all managers must become leaders How becoming organizations and institutions adept at continually re-skilling and up-skilling the workforce will be critical to ensuring that humans and robots coexist peaceably in the workplace, as a mutual benefit to each other in the future of work

October 12th is Women Pharmacist Day and this month we’re celebrating all women in pharmacy! According to the American Association of Colleges of Pharmacy, more than half of pharmacy students in 2017 were women. Yet there is a much smaller percentage of female independent pharmacy owners. On this episode, we feature Kim Jones, pharmacist and owner of Prescription Shop of Stuart in Stuart, Fl, and Mike Bollinger, Senior Vice President and Head of Pharmacy at Live Oak Bank. Kim gives us a look into how she pursued owning her own business and how she worked with Live Oak Bank to make it happen.   Additional Resources: Wearegnp.com/pharmacy-ownership Mygnp.com LiveOakBank.com

Mike Bollinger is the senior vice-president, head of pharmacy lending, at Live Oak Bank. https://www.liveoakbank.com/pharmacy-loans/

In episode 1 of this season, we hear from Kelly Monahan of Accenture Research about what drove the emergence of New Capitalism and the promises made by top CEOs to their companies. Once the pandemic emerged, have those promises held true? And what do companies need now? We also hear from Mike Bollinger, Global Vice President at Cornerstone, about what role learning is playing in the new normal and why it's so important to focus on a forward looking view. 

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Mike Bollinger and Jack Mileham

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2018 Newday 15-18s Thurs Prayer 3 How do I hear God Mike Bollinger by Newday

Mike Bollinger

Mike Bollinger

Welcome to episode 39 of the Edina-SW Minneapolis Advice Givers Podcast, today we are at Urban Landworks to talk with co-owner Mike Bollinger about this year's most popular landscaping trend in Edina and SW Minneapolis, a trend that will keep the kids outside and make your backyard the envy of the neighborhood. Be careful, though, it can become addictive. In fact, Mike has 7 of them! Learn about that and the history of Urban Landworks, and the reasons why Mike and his crew love what they do.    Subscribe to Advice Givers (r) by clicking the iTunes or Stitcher link above, and follow us on Facebook and Instagram for behind the scenes photos and video from today's episode.    Know someone you think might make the perfect guest on Advice Givers? Let me know, contact me, Dave Lawson through email: dlawson@edinaadvicegivers.com ... you can also DM me through Instagram or Facebook, as well..     Special thanks to Mike and his amazing crew for such a fun time at Urban Landworks.

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Mike Bollinger

Mike Bollinger

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Mike Bollinger

Mike Bollinger

How can we play our part to see prophetic giftings developed in our churches? Mike Bollinger presents a biblical and practical response.

Mike Bollinger describes how the prophetic gifting flows from our relationship with God, from Matthew 6:6.

Mike examines how we can practically tune our ears so we can hear God.

CPC 2015 - Main Session 2 - Handling the prophetic - Mike Bollinger by Relational Mission

This seminar encourages us as a prophetic people to hear and catch the heart of God in helping people. Mike and Angela discuss how we hear God in our particular place of influence, and how we can use the prophetic and other gifts to reach our broken world.

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Mike Bollinger

Mike Bollinger

Mike Bollinger and Vince Pointon

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Mike Bollinger

Mike Bollinger

Mike Bollinger

Mike Bollinger

Mike Bollinger raises about three acres of outdoor vegetables and a half acre under cover just inside the city limits of the small town of Decorah, Iowa, with his wife, Katie Prochaska. River Root Farm serves grocery stores and restaurants in its local market in Decorah, as well as in surrounding small cities and Minnesota’s Twin Cities. Enterprises at River Root Farm range from microgreens and transplants to fresh herbs and four-season salad greens. Mike and Katie have worked hard to adapt to the marketplace in rural Northeast Iowa as they slowly laid the groundwork for their farm. They’ve found ways of making a living on the farm that didn’t put them into direct competition with an already crowded market farming scene in Northeast Iowa. We dig into how they’ve gone about testing markets and products to limit risk and maximize potential as they grew the business to a point where they could make the leap into both farming full time. We dive deep into the details of how they’ve made the logistics work for co-shipping and cross-docking their product by adapting to the distribution system around them., discuss some of the finer points of producing transplants for sale to grocery stores and other retailers, and look at how River Root Farm harvests and handles their microgreens. The Farmer to Farmer Podcast is generously supported by Vermont Compost Company.

Mike Bollinger

Mike Bollinger

Mike Bollinger

Ruth & Mike Bollinger speaks at our Sunday service

Mike Bollinger speaks at our Sunday service

Mike Bollinger

Mike Bollinger

Mike Bollinger

Mike Bollinger