In episode 124, Coffey talks with Holly Novak about lessons to be learned from OpenAI's firing of Sam Altman, politics in the workplace, and whether four-day workweeks are gaining traction.They discuss transparency and succession planning in preparing for an executive exit; responding to workplace conflict arising from different political opinions; employee's expectations that leaders take a stand on political issues; and how to evaluate whether a four-day work week might be right for an organization.Links to stuff they talked about are on our website at https://goodmorninghr.com/EP124 and include the following topics:What happened at OpenAI? The Sam Altman saga, explainedOpenAI's 3-CEO weekend: A cautionary tale for leadership transitionsOctober 2023 US Labor Market Update: 4-day Workweek Postings Increasing, but Are Far From the NormFour-day workweek on the rise for in-person jobsMassachusetts considers 4-day workweek incentiveTips for Managing Politics In the Workplace During Election Season1 in 3 American Workers Say Employees Who Make Pro-Hamas Statements Should Be Fired SHRM: Navigating the Workplace Political MinefieldGood Morning, HR is brought to you by Imperative—premium background checks with fast and friendly service. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com. If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest:Holly Novak is the Chief People Officer for Jack Henry & Associates which is an S&P 500 financial technology company with over 7000 employees. She has over 20 years of HR experience in various disciplines, including HR Operations, Business Operations, HR Business Partner, Recruiter, and HRIS. Her expertise focuses around Coaching, Executive Compensation, People Analytics, Communication, Performance Management, Compliance, and HR technology.She received her Business Management degree and MBA from Texas Tech University and is an active member in the Society for Human Resource Management organization in both Texas and nationally serving as an Assistant Director TexasSHRM.Holly lives in the North Texas area with her husband Todd and two daughters, Rylie and Teagan.Holly Novak can be reached at https://www.linkedin.com/in/holly-novak-sphr-shrm-scp-3262835 About Mike Coffey:Mike Coffey is an entrepreneur, human resources professional, licensed private investigator, and HR consultant.In 1999, he founded Imperative, a background investigations firm helping risk-averse companies make well-informed decisions about the people they involve in their business.Today, Imperative serves hundreds of businesses across the US and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Mike has been recognized as an Entrepreneur of Excellence and has twice been named HR Professional of the Year. Additionally, Imperative has been named the Texas Association of Business' small business of the year and is accredited by the Professional Background Screening Association. Mike is a member of the Fort Worth chapter of the Entrepreneurs' Organization and volunteers with the SHRM Texas State Council.Mike maintains his certification as a Senior Professional in Human Resources (SPHR) through the HR Certification Institute. He is also a SHRM Senior Certified Professional (SHRM-SCP).Mike lives in Fort Worth with his very patient wife. He practices yoga and maintains a keto diet, about both of which he will gladly tell you way more than you want to know.Learning Objectives:1. Understand the impact of organizational transparency on employee engagement and trust.2. Explore the challenges and considerations of navigating political views in the workplace.3. Evaluate the implementation of a four-day work week.
How can HR use people analytics insights to drive business results?How will AI impact not only people analytics, but HR?My guest on this episode is with Cole Napper, Vice President, People Analytics & Chief Evangelist, OrgnosticDuring our conversation Cole and I discuss:Why people analytics is much more than just dashboardsWhy he believes people analytics is team sportWhat “organizational network analysis” is and how it can diagnose breakdowns in collaboration and communication within teamsThe potential value and use cases of Generative AI tools in HR How AI will impact the future of people analyticsConnecting with Cole NapperConnect with Cole Napper on LinkedIn Check out his podcast “Directionally Correct” or subscribe to his Substack to read his articles
In this episode of the HR Leaders podcast I'm joined by Nina Kontos, Senior Director of Global Internal Communications, Employee Experience & Learning at Axonius. Nina draws from her diverse background to provide fresh perspectives on fostering an engaged, informed workforce to discuss the crucial role of 'Why' in effective workplace communication.
Full disclosure: This episode was recorded before our break. In the normal world, not much would have changed in 5 months. But in the new reality of Generative AI- changes have occurred since we recorded this episode. They do not make the research discussed any less valuable, because the trends were identified- but the execution of them is ever evolving.More full disclosure: There are two sets of show notes presented below, one created by me and one created by Chat GPT. I have no shame in using GPT to help me with the show notes. It is super interesting to show what I came up with vs. what it came up with.My notes:In this episode we welcome Stacia Sherman Garr co-founder of Red Thread Research.In our discussion Stacia and I accomplish two things:We share our perspectives on doing quality vendor/market research, evaluation and classification and doing it wellStacia relays the results of her research into the current state of the people analytics software technology market and the vendors who define it.Our discussion begins with level setting to define exactly what people analytics software technology is, and is not. This includes the reality that this technology is not really focused directly on talent acquisition. Stacia defines people analytics technology as follows:"People analytics is the collection, understanding, and eventually application of people data. It's designed to improve what's happening with the people themselves and to improve business outcomes. So it's really all data that has to do something with people and with an intention of making people's lives better and making the business better".Our discussion into research delves into how to do good research into a specific market, looking both at the vendors themselves and the macro trends. We acknowledge how difficult it is, but also how important it is to those who provide and consume the technology.Finally, Stacia reveals the major trends in the market and the impact of Covid and advances in generative have had and how they are shaping the future of the market. Covid changed things by introducing mass scale remote work and the increased need for monitoring analytics. AI has created so much change so fast, that Stacia has created an entirely new study to track it.Trends identified include:The size of the people analytics software market has grown rapidly- but is leveling offPrices are droppingThere is a push to more of a SaaS model where implementation and services are handled by 3rd party consulting firms. There is generally lower satisfaction amongst users of the products. Part of this is because the use cases have expanded but the products were not prepared for this.AI demands entirely new levels of supportMulti-source people analytics software platforms are the biggest new trend. For instance surveillance and wearables are becoming more in focus- and these can create major trust issues amongst employees.Here is what GPT came up with when I fed it the transcript of our interview:Episode Title: "Navigating the Evolving Landscape of People Analytics Technology"Host: Dr. Charles HandlerGuest: Stacia Garr, Co-founder of Red Thread ResearchEpisode Overview:In this enlightening episode of "Science 4-Hire," host Dr. Charles Handler engages in a thought-provoking discussion with Stacia Garr, co-founder of Red Thread Research. They delve deep into the realm of People Analytics Software, shedding light on its current trends, ethical considerations, and its impact on the HR industry.Key Discussion Points:Introduction to People Analytics: Stacia Garr clarifies the term "people analytics" and its significance over "talent analytics," emphasizing its inclusive and comprehensive nature.The Evolving Market of People Analytics Software: Exploration of how the field has expanded and adapted, especially in response to the COVID-19 pandemic and the shift towards remote work.Vendor Landscape and Research: Discussion on the various categories of vendors in the people analytics space, the growth of the market, and insights from Red Thread Research's latest study on people analytics technology.Ethical Considerations and AI Integration: An examination of the ethical aspects of people analytics, the role of AI, and how these technologies are shaping organizational strategies.Trends and Future Projections: Insight into current trends in the market, including the growing demand for people analytics solutions across different organizational roles and the importance of ethical considerations in technology deployment.Practical Applications and Benefits: Conversations on how organizations can effectively leverage people analytics for improved business outcomes and employee experiences.Call to Action:Listeners are encouraged to explore more about the cutting-edge research and insights offered by Red Thread Research. For those interested in deepening their understanding of people analytics and its practical applications in HR, visiting Red Thread Research's website is highly recommended.This structure provides a comprehensive overview of the episode, highlighting key points and encouraging listeners to engage further with the topic..Youcan you focus on including more of the results of her research as relayed in our discussion?ChatGPTBased on the transcript of the "Science 4-Hire" podcast featuring Stacia Garr, here are the show notes focusing on the results of her research as discussed in the episode:Show Notes for "Science 4-Hire: The Future of People Analytics - Insights from Stacia Garr's Research"Episode Title: "Exploring the Evolving World of People Analytics Software with Stacia Garr"Host: Dr. Charles HandlerGuest: Stacia Garr, Co-founder of Red Thread ResearchEpisode Overview:In this episode, Dr. Charles Handler engages with Stacia Garr to explore the latest trends and insights in people analytics Software. The discussion is centered around Garr's comprehensive research in this field, particularly her study which has evolved since its inception in 2019.Key Insights from Stacia Garr's Research:People Analytics Technology Study: Garr's research, now in its fourth iteration, initially began in 2019 and offers a unique perspective on the changes and developments in people analytics technology since the onset of the COVID-19 pandemic.Target Audience and Market Growth: The study targets both people analytics practitioners and HR professionals. A significant growth in the vendor landscape was noted, expanding from about 50 in 2019 to 150 vendors, reflecting a rapidly evolving market.Market Trends and Customer Satisfaction: The research revealed that the fastest-growing market segment is the 'employee experience and voice' category, driven largely by the shift to remote work during the pandemic. However, overall satisfaction with people analytics technology has declined, with multi source analysis platforms receiving the highest Net Promoter Scores among customers.Shift in Use Cases for People Analytics Tech: A notable shift in the use cases for people analytics technology has been observed, extending beyond HR practitioners to include leaders, managers, and employees across organizations. This broader application is necessary for informed decision-making around talent decisions.Impact of Vendor Focus on User Satisfaction: Vendors that focused on making their technology accessible to managers and employees tended to have higher customer satisfaction scores, as indicated by Net Promoter Scores.The Central Message of Data Accessibility: Garr emphasizes that data about people should be made accessible to individuals across an organization, not just confined to the HR function. This approach can enhance both individual lives and overall business outcomes.AI and Ethical Considerations: The future of people analytics technology is closely tied to the development and integration of AI. Garr's ongoing research is examining AI sophistication among vendors and its ethical implications, highlighting the need for balance between technological advancements and ethical considerations.Invitation to Engage with Red Thread Research: For those interested in cutting-edge developments in organizational behavior, people, talent, and data, Garr invites listeners to explore Red Thread Research. The platform offers a community for interaction and access to high-quality research.Call to Action:Listeners are encouraged to delve deeper into these insights and join the conversation about the future of people analytics by visiting Red Thread Research's website and becoming part of their membership community.
Does your organization take advantage of all its data? In this episode of People Heroes Rising podcast, William Tincup learns about leveraging analytical data from Tom McKeown, Product Owner for Predictive People Analytics Solutions at isolved. Live at the isolved Connect roadshow in Palm Springs, Tom talks about his journey from a homegrown product owner to becoming full blown part of isolved after his company was purchased. McKeown gives insight into the company's new initiative of embedding analytics throughout the platform, making analytics easier and more accessible for users. McKeen also talks about future plans for integrating AI technologies into the platform, primarily natural language processing. Improvement through leveraging data, customer feedback, and planning for the future is an important mindset if you want to keep everyone happy. If there's aspects of your organization that are not performing well, you could just be one data set away from actionable insights. Listen in to learn more.Listen & Subscribe on your favorite platformApple | Spotify | Google | AmazonVisit us at RecruitingDaily for all of your recruiting, sourcing, and HR content.Follow on Twitter @RecruitingDaily Attend one of our #HRTX Events
Directionally Correct podcast is sponsored by Orgnostic! http://orgnostic.com/directionallycorrect Can Gen AI Generate It's Own Ideas? https://www.linkedin.com/posts/emmetobriain_another-paper-from-google-provides-evidence-activity-7127972291841253376-Fv26?utm_source=share&utm_medium=member_ios Does Conscientiousness Pay Off: https://journals.sagepub.com/doi/10.1177/08902070221124705 Is Cybervetting Valuable? https://www.cambridge.org/core/services/aop-cambridge-core/content/view/D84AE01C002BFD9A9DA8829AA0AF872A/S1754942622000281a.pdf/is_cybervetting_valuable.pdf Rob Briner on Follower-ship Research: https://www.linkedin.com/posts/rob-briner_leaders-leadership-leadershipdevelopment-activity-7109923782747672577-2i6Q/?utm_source=share&utm_medium=member_desktop
In this episode of the HR Leaders podcast I'm joined by Michael Bungay Stanier, #1 thought leader and keynote speaker on leadership and coaching to talk about his book, How to Work with ‘Almost' Anyone.
In this episode of the HR Leaders podcast I'm joined by Joris Luijke, former Chief People Officer of Atlassian and Squarespace and Co-founder of the Employee Communications & Experience Platform Pyn. He shared his thoughts on Employee Experiences and Moments You Can't Afford to Miss!
In this episode of the HR Leaders podcast I'm joined by Tami Wolownik, Head of People & Organization, North America at Siemens Mobility. During the episode she shared how her organization focuses more on hiring for potential through a growth mindset.
1247 Our guest is an accomplished consultant with a wealth of experience in areas like diversity, equity, and inclusion, people analytics, and product management. In this conversation, we'll explore her impressive journey, her contributions to fostering diversity, her groundbreaking work in AI, and her dedication to empowering the next generation of business leaders. Her expertise in diversity, equity, inclusion, and people analytics is both timely and crucial. Stay tuned for a conversation that's sure to inspire, educate, and shed light on the vital topics of diversity and analytics. Let's welcome to the show Miranda McKie. Website: https://mckieconsultants.com/ Social Media: https://legendarypodcasts.com/miranda-mckie/ https://www.linkedin.com/in/mirandamckie/ https://mckieconsultants.com/ __________ Go to www.BusinessBros.biz to be a guest on the show or to find out more on how we can help you get more customers! #Businesspodcasts #smallbusinesspodcast #businessmarketingtips #businessgrowthtips #strategicthinking #businessmastery #successinbusiness #businesshacks #marketingstrategist #wealthcreators #businessstrategies #businesseducation #businesstools #businesspodcast #businessmodel #growthmarketing #businesshelp #businesssupport #salesfunnel #buildyourbusiness #podcastinglife #successgoals #wealthcreation #marketingcoach #smallbusinesstips #businessmarketing #marketingconsultant #entrepreneurtips #businessstrategy #growyourbusiness Want to create live streams like this? Check out StreamYard: https://streamyard.com/pal/d/6164371927990272 --- Support this podcast: https://podcasters.spotify.com/pod/show/businessbrospod/support
Directionally Correct podcast is sponsored by Orgnostic! http://orgnostic.com/directionallycorrect Jackson's Lindy Effect Article: https://open.substack.com/pub/jacksonroatch/p/the-lindy-effect-in-people-analytics?r=ybtwi&utm_campaign=post&utm_medium=web Jackson & Cole's Elephant Hunting Article: https://open.substack.com/pub/directionallycorrectnews/p/elephant-hunting-weighing-human-vs?r=ybtwi&utm_campaign=post&utm_medium=web Cole's Overrated vs Underrated People Analytics Trends: https://open.substack.com/pub/directionallycorrectnews/p/youre-leading-people-analytics-now-what-overrated-vs-underrated-81d8426452a3?r=ybtwi&utm_campaign=post&utm_medium=web Microsoft In-Person Settings Should Be Reserved for ‘Moments that Matter': https://www.hr-brew.com/stories/2023/09/26/microsoft-finds-that-in-person-settings-should-be-reserved-for-moments-that-matter The Museum of Industrial-Organizational Psychology: https://paulspector.com/the-museum-of-industrial-organizational-psychology/ What's Fueling Burnout in Your Organization: https://hbr.org/2023/10/whats-fueling-burnout-in-your-organization
Meisha-Ann Martin is the Senior Director, People Analytics & Research at Workhuman. She has a PhD in Industrial/Organizational Psychology and has spent almost twenty years as a researcher and practitioner on topics like recognition, wellness, inclusion and psychological safety. In this episode, we talk about employee recognition programs and adjust some of O'Brien's preconceived notions. Mentioned in this Episode:Connect with Meisha-ann on LinkedIn: https://www.linkedin.com/in/meisha-ann-martinLearn more about Workhuman: https://www.workhuman.com/Timecodes:(2:20) - Welcoming Meisha Ann(3:05) - What is Workhuman?(4:31) - Why is a company like Workhuman needed in the first place?(6:22) - What is an employee recognition program?(8:02) - Why are we so bad at this?(9:10 ) - What is the power of saying ‘thank you'?(11:03) - The things you acknowledge are the things you reinforce so if you want to see more of something complimenting people gets it done. Is it that simple?(13:29) - Practical tips for showing gratitude(15:07) - What do you say to nay-sayers who say it's just about checking off boxes and going through the motions to say the culture is working?(18:50) - How do you balance the line between showing gratitude but not expecting people to over-extend themselves?(21:14) - What does the data look like?(23:45) - Do you have examples of clients who have improved business outcomes and how they've demonstrated that?(25:42) - How drastic are the results for this?(27:22 ) - How do you see bias play out in this?(34:03) - How do we think about money in tying money to these programs?(36:41) - How do we avoid bias while still giving managers the ability to adjust compensation?(37:48 ) - Do you see a difference between written recognition and spoken recognition?(41:20) - What do you see in the research from people who say they don't like public recognition?(44:03) - Do you find feedback has more of an impact in a one-on-one or group setting?(45:20) - What do you say to someone who thinks this is too much work?(47:44) - Can you share some examples of how you've made changes with this in your personal life?(50:41) - Anything else we haven't covered regarding recognition?(52:42) - What is the purpose of business?
As HR leaders, we carry a heavy burden supporting our people while often not tending to our own needs. In this episode of the HR Leaders Podcast, Jasmine Francis, Head of People & DEIB at Pliancy opened up in a raw, vulnerable way about the unspoken truth about trauma.
In this episode of the HR Leaders Podcast, I spoke with Mita Mallick, author of "Reimagine Inclusion" and Head of Inclusion, Equity and Impact at Carta. We covered many important topics related to diversity, equity, and inclusion efforts in today's workplace.
Our guest is Dr. Gary Russo - the Executive Director of Workforce Intelligence at Providence; a not-for-profit health system supporting ~120,000 caregivers (employees) across the US West Coast. Gary has >10 years of experience building world-class analytics teams while leading People Analytics and Workforce Planning initiatives. His passion is to empower others to embrace data-informed decision making through education and inspiration. Dr. Russo's prior training in neuroscience research continues to give him unique insights into the challenges of translating complicated predictions into actionable recommendations. He has been recognized as a People Analytics & Planning Trailblazer, a Top HR Leader to Follow, and a Top 25 Innovator in Healthcare. In this episode of Scaling Culture, Ron and Gary discuss: Listening to employees while protecting confidentiality How to ask big questions and what matters most? How to leverage data to better understand and deal with burnout Workforce decisions and their economic impact on businesses - and how to measure it The tech-touch balance and how much can you really trust artificial intelligence? For more information about Gary, please follow him on LinkedIn. To learn more about our books or our Scaling Culture Masterclass on how to build and sustain a resilient, high-performing team, please go to ScalingCulture.Org. Lastly, if you enjoyed this episode, please leave us a comment and share the podcast with one of your friends or colleagues!
In this episode of the HR Leaders podcast I'm joined Steve Fleming, a professor of cognitive neuroscience at University College London. Steve illuminated the critical role of self-awareness and how developing this ability can enhance performance. He also shares insights from his new book: How the New Science of Self Awareness Gives Us the Edge.
In this episode of the Digital HR Leaders podcast, join host David Green and guest Nick Dalton, previous EVP of HR at Unilever and co-author of the groundbreaking book 'The HR (R)Evolution: Change the Workplace, Change the World', as they navigate the historical landscape of Human Resources. Dissecting its evolution over the decades and envisioning its trajectory into the future, David and Nick bring forth insights and reflections, offering listeners a unique perspective on the past, present and future of this dynamic and ever-evolving field. As they peel back the layers of HR's transformation, expect to learn more about: The seven waves of HR and how they have shaped the HR landscape over time The role of people data in HR's evolution and its impact on decision-making Navigating the paradox wave in HR, especially in the context of rapid technological advancements and global uncertainties The characteristics of a paradox HR leader and the scarcity of such leaders in the current landscape How HR can play a pivotal role in steering organisations towards the 'Planet' wave, especially in light of pressing global climate concerns Anticipated changes in HR titles and roles as it continues to adapt to data-driven decision-making and paradoxical leadership, helping to shape the workplace and the world Tune in for a captivating and informative exploration of HR's evolution, its potential for transformative leadership, and its critical role in shaping the future of work and the world. This episode is brought to you with the support of strategic workforce management tool, eQ8. To discover more about eQ8's innovative solutions, visit: eQ8.ai/Insight222 Hosted on Acast. See acast.com/privacy for more information.
In this episode of the HR Leaders Podcast, I'm joined by Maryjo Charbonnier, CHRO of Kyndryl, to discuss how she is leading a cultural transformation at the IT services spin-off from IBM. With 90,000 employees on day one, Kyndryl is the world's largest start-up undertaking rapid change.
In this episode of the HR Leaders Podcast, we are joined by Terrence Cummings, Chief Opportunity Officer, and Kaley Klemp, Executive Coach in Residence from Guild Education, they offered insights into how their "career opportunity platform" is pioneering new approaches that develop talent and unlock potential.
In this episode of the HR Leaders Podcast, we are joined by In this episode of the HR Leaders Podcast, we are joined by Chandra Sanders, Founder & CEO of Heels N Hustle and Author, to discuss her insights on transforming talent strategies.
In this episode of the HR Leaders Podcast, we are joined by Natalie Porter, Head of Culture and Employee Experience at NTT DATA UK. Natalie shared valuable insights on leading culture change and improving employee experience during a major integration of two large companies.
In this episode of the HR Leaders Podcast, I spoke with Mridula Pore, Co-Founder and Co-CEO of Peppy Health. Our conversation centred around how Peppy is supporting employees through underserved areas of health.Mridula shared the Peppy origin story - how she and her co-founders saw a gap in the market to provide support for common health issues that affect people's ability to thrive at work, like fertility, parenthood, menopause, and more. Peppy partners with employers to provide their workforce access to specialist healthcare professionals to help navigate these challenges.
In this episode of the HR Leaders Podcast, I spoke with Jean Gomes, New York Times bestselling author and CEO of Outside. Our conversation centred around Jean's fascinating new book "Leading in a Non-Linear World: Building Wellbeing, Strategic and Innovation Mindsets for the Future."Jean shares powerful insights from the latest scientific research on how our mindsets shape our realities. He explains that our mindsets are comprised of the frames we hold, the assumptions we make, and how we feel physically and emotionally in any given situation. Our mindsets act as a broker between our inner and outer worlds, mediating how we make sense of ourselves and navigate uncertainty.
In this episode of the HR Leaders Podcast, I'm joined by Prince Abraham, Vice President and Global Head - Rewards Development and Mobility at Novo Nordisk.We discussed how Novo Nordisk is reimagining talent mobility and moving away from traditional relocation to more flexible, employee-focused approaches.
In this episode of the Digital HR Leaders Podcast, your host David Green explores the transformative power of data-driven HR decision-making in one of the world's leading pharmaceutical companies, Novartis. Joined by Ashish Pant, Global Head of People Analytics and Data at Novartis, David and Ashish unravel how Novartis has harnessed the full potential of data to revolutionize its approach to HR. Throughout this episode, you can expect to learn more about: How Novartis strategically laid the groundwork for harnessing the full potential of HR data and analytics Invaluable insights into the three-stage approach that played a pivotal role in crafting a successful People Analytics team at Novartis Novartis' recent business transformation and how the People Analytics function under Ashish's leadership played a critical role in facilitating this significant change How to bridge the gap between bottom-up understanding and top-down organizational intentions The metrics and KPIs used to gauge the success of the business transformation How the transformation impacted the structure and operations of the People Analytics team at Novartis This episode is brought to you with the support of Visier, a leading name in HR technology. To discover more about Visier's innovative solutions, visit: https://www.visier.com/ Hosted on Acast. See acast.com/privacy for more information.