Podcasts about talent strategy

If you're ready to lead a team where accountability feels empowering, coaching fuels growth, and high standards drive results, this is your next step. Teach to Sell gives you the exact tools to lead with influence, guide clients and teams with clarity, and build a sales business that consistently produces No Broke Months. Whether you're scaling a team or refining your leadership skills, this book will show you how to create trust, alignment, and success through transformational leadership. Preorder Teach to Sell today and start mastering the leadership skills that move people—and results—forward. https://www.nobrokemonths.com/teach-to-sell-preorderWhat you'll learn in this episode Why your business should always have backup talent ready The 3 types of talent: potential, emerging, and proven Why proven talent, though costly, is worth the investment How to evaluate a candidate's record of success The cultural fit questions to ask in every interview Why “if it's not a hell yes, it's not a yes” is the golden rule in hiring To find out more about Dan Rochon and the CPI Community, you can check these links:Website: No Broke MonthsPodcast: No Broke Months for Salespeople PodcastInstagram: @donrochonxFacebook Page: https://www.facebook.com/NoBrokeMonths/Facebook: Dan RochonLinkedIn: Dan RochonTeach to Sell Preorder: Teach to Sell: Why Top Performers Never Sell – And What They Do Instead

For years, financial advisory firms treated talent as an HR function. Ray Sclafani is seeing a dramatic shift: the firms winning the wealth management industry race are treating talent strategy as enterprise value. In this episode, Ray reveals why your talent system directly affects growth, succession readiness, advisor retention, and client continuity and why waiting to address talent gaps is a strategic mistake that could cost your firm millions.What You Will Learn in This EpisodeWhy talent strategy has shifted from HR administration to enterprise value and what this means for your growth trajectoryThe 10 connected areas of talent architecture that drive firm value (investment, hiring, career pathing, bench strength, compensation, culture, and AI readiness)How to run a 5-question talent strategy audit that reveals hidden constraints to growth and client continuityWhy your talent system is the real ceiling on organic growth, not your marketing or business developmentThe critical difference between treating talent as a cost center versus treating it as capacity to growThe practical one-hour leadership exercise that connects growth goals to talent gapsKey Insight from This Episode"A firm cannot outgrow its talent system. Growth exposes every weakness in your talent strategy. The question isn't 'What are the best growth strategies?' The better question is: 'What kind of firm are you building and what talent system will it require?'"Talent development isn't an event you schedule when there's time. It's the strategic infrastructure that determines whether your firm can scale, retain high performers, and maintain client continuity through advisor transitions.The Talent Strategy Audit FrameworkAsk your leadership team these five questions:Growth Impact: Where does talent directly affect growth? (advisor capacity, business development capability, client service, planning depth, next-gen advisor development)Continuity Risk: Where does talent affect client continuity? (Which client relationships depend on one person? Which roles lack a successor or second chair?)Leadership Depth: Where does talent affect leadership capability? (Are managers trained to lead, coach, delegate, and hold people accountable? Most are not.)Retention Risk: Where does talent affect your ability to keep high performers? (Can they see a clear, compelling, financially rewarding future at your firm?)AI Readiness: Where does talent affect your firm's ability to evolve with AI? (Which jobs will change? Which skills matter more? Who needs training now?)The 10 Connected Areas of Talent ArchitectureThe firms winning are building talent systems across these dimensions:Talent investment and hiring strategyCareer pathing and progressionBench strength and succession planningTeam structure and rolesCompensation alignmentCulture and valuesAdvisor development and trainingLeadership developmentDelegation and accountability systemsAI capability and skill evolutionCoaching Questions for ReflectionWhich part of your talent strategy most directly affects enterprise value over the next three years? (Growth capacity? Succession readiness? Client continuity? Advisor retention?)Where is your firm still treating talent as an administrative function rather than a strategic imperative? What are the costs of this gap?What talent weakness, if left unaddressed, could slow your organic growth or damage client continuity?What would need to change for your leadership team to invest in talent development with the same seriousness you apply to investment management, technology, and valuations?Practical: Set aside one hour this week with your leadership team. On the left side of a page, list your growth goals. On the right side, outline your current talent system. Does the right side support the left side? If not, name the three biggest gaps and assign owners.Resources & References MentionedMcKinsey — Wealth Management Industry Talent ResearchSuruli Research — Advisor Retirement & Headcount AnalysisBuilding the Billion Dollar Business is hosted by Ray Sclafani, founder and CEO of ClientWise, the financial services industry's leading executive coaching and team development firm for elite advisors and wealth management teams.Find Ray and the ClientWise Team on the ClientWise website or LinkedIn | Twitter | Instagram | Facebook | YouTube

High-performing teams need trust before the pressure hits. Lindsay Shookus spent 20 years at Saturday Night Live, including 10 years as a producer, where every week required a team of writers, cast members, celebrity hosts, musicians, producers, and crew to create a live show in six days. In this conversation, Lindsay joins John Kaplan and John McMahon to share what SNL taught her about building trust quickly, hiring people who elevate the room, reading talent under pressure, and creating a process that allows strong personalities to perform together. She also shares leadership lessons from Lorne Michaels, the importance of adaptability and coachability, and why authentic connection gives teams the confidence to take risks when the stakes are highest. Lindsay Shookus spent 20 years at Saturday Night Live, including 10 years as a producer, where she led talent booking, worked with celebrity hosts and musical guests, and helped scout and recruit cast members. She is a four-time Emmy Award winner, a former producer on 30 Rock, and the co-founder of Women Work Hard, a community supporting female entrepreneurs and leaders. Connect with Lindsay: Website Resources mentioned: Women Work Hard on IG Women Work Hard Website Rethinking Success by J. Douglas Holladay Key takeaways from this episode: 00:00 - Introduction 06:25 - What it really takes to build trust quickly when high-performing people have only days to align. 14:22 - Why many leaders misread talent when they rely on credentials instead of team fit, coachability, and social awareness. 07:55 - A look inside how high-pressure decisions get made when timing is tight and every stakeholder has a point of view. 11:46 - Why hiring people who can take your job quietly raises the standard for the entire organization. 37:35 - What leaders often overlook about coachability once someone has already reached the top of their field. 43:49 - Lindsay Shookus' perspective on why vulnerability creates stronger leadership connections than polished perfection. 51:36 - Why strategic absence can make a leader's presence more valuable. Hosted by five-time CRO John McMahon and Force Management Co-Founder John Kaplan, the Revenue Builders podcast goes behind the scenes with the sales leaders who have been there, done that, and seen the results. This show is brought to you by Force Management. We help companies improve sales performance, executing their growth strategy at the point of sale. Connect with Us: LinkedInYouTubeForce Management

Cassiano Surek, CTO at Beyond, joins host KJ to explore how artificial intelligence is fundamentally reshaping the workforce, enterprise structure, and even how we shop. Cassiano argues that the era of hyper-specialized talent is giving way to competent generalists who can orchestrate AI tools across the full stack, and that the companies embracing this shift are already pulling ahead. The conversation spans team architecture, the flattening of corporate hierarchies, the dawn of agentic commerce, and a surprising personal project built to lighten the mental load of moms everywhere. Four Key Takeaways: 3:39 — Curiosity is the core driver of innovation. It won't always pay off, but the compounding of near-wins over time is what ultimately leads to breakthroughs. 12:36 — Corporate hierarchies are contracting dramatically. AI enables fewer, more versatile people to do more, making deep layers of management increasingly obsolete. 17:26 — The workforce is shifting from deep specialists to competent generalists, people who can work across the full solution stack using AI tooling, unlocking a new era of entrepreneurial creativity. 17:26 — Agentic commerce is already here. AI agents will soon shop on your behalf, fundamentally disrupting how merchants, brands, and consumers interact, possibly by this Christmas. Quote of the Show (12:37):"A success is made of many almost quasi successes... It's an endless journey of exploration." — Cassiano Surek Join our Anti-PR newsletter where we’re keeping a watchful and clever eye on PR trends, PR fails, and interesting news in tech so you don't have to. You're welcome. Want PR that actually matters? Get 30 minutes of expert advice in a fast-paced, zero-nonsense session from Karla Jo Helms, a veteran Crisis PR and Anti-PR Strategist who knows how to tell your story in the best possible light and get the exposure you need to disrupt your industry. Click here to book your call: https://info.jotopr.com/free-anti-pr-eval Ways to connect with Cassiano Surek:LinkedIn: http://www.linkedin.com/in/cassianosurek Company Website: http://www.bynd.com/ How to get more Disruption/Interruption: Amazon Music - https://music.amazon.com/podcasts/eccda84d-4d5b-4c52-ba54-7fd8af3cbe87/disruption-interruption Apple Podcast - https://podcasts.apple.com/us/podcast/disruption-interruption/id1581985755 Spotify - https://open.spotify.com/show/6yGSwcSp8J354awJkCmJlD YouTube: https://www.youtube.com/results?search_query=disruption+%2F+interuuptionSee omnystudio.com/listener for privacy information.

In this episode, Lynn Ansley, Vice President of Revenue Cycle Management at Moffitt Cancer Center, joins the podcast to discuss how her team is leveraging automation, process optimization, and Epic implementation to transform revenue cycle operations.Learn more about relentlessly raising RCM yield here: https://med-metrix.com/?utm_source=beckers&utm_medium=podcast&utm_campaign=brand

In this episode of our On The Road series, we sit down with Laura Mattimore and Lucia Suarez from Procter & Gamble to explore how one of the world's most iconic companies is redesigning talent for the AI era.Laura leads global talent across P&G's enterprise talent systems, including hiring, learning, leadership development, workforce planning, and talent strategy. Lucia leads talent development, talent management, analytics, insights, employee experience, and transformation within that broader talent agenda.Their message is clear: AI is not just a technology shift. It is a work, culture, skills, and employee experience shift. For P&G, the opportunity is not to replace the human, but to build around human plus AI, with HR playing a central role in redesigning how work gets done.

In this segment, Marcy Stoudt, Founder of Revel Companies, breaks down how AI is changing one of the most important responsibilities in sales leadership: coaching. This conversation focuses on a simple but critical shift. For years, managers struggled to observe real customer interactions and give meaningful feedback at scale. With AI, that constraint is gone. At the same time, leaders are dealing with constant meetings and cognitive overload. Marcy explains how top operators are using AI not just to increase productivity, but to create space to think, coach, and lead more effectively. For CROs and frontline managers, this raises the standard. The tools are here. The question is how you use them. Marcy Stoudt is Founder of Revel Companies, where she advises revenue leaders on AI adoption, talent strategy, and organizational alignment. With deep experience in executive recruiting and sales leadership, she helps organizations shift from treating AI as a technology decision to embedding it into how work gets done across teams. Connect with Marcy:  LinkedIn Website Get the Force Management framework for building and scaling predictable pipeline and revenue systems, with a focus on execution, alignment, and repeatability:  The Predictable Revenue Framework: Guide for Leaders Hosted by five-time CRO John McMahon and Force Management Co-Founder John Kaplan, the Revenue Builders podcast goes behind the scenes with the sales leaders who have been there, done that, and seen the results. This show is brought to you by Force Management. We help companies improve sales performance, executing their growth strategy at the point of sale. Connect with Us: LinkedInYouTubeForce Management

The Future of Workforce Development & Talent with PJ McGrew Brought to you by End-to-End Services and Lightleap AI (lightleapai.com) Guest: PJ McGrew, SVP of Talent Strategy and Programming, Conexus Indiana Episode Summary Host Dr. Rod Berger sits down with PJ McGrew to explore how Indiana is rethinking workforce development for the modern manufacturing era. PJ shares his journey from state government to Conexus Indiana, and how a network of 130+ manufacturing companies is co-designing education pipelines that prepare students for an AI- and automation-driven future. Key Topics Covered PJ's Background – From the Center for Education and Career Innovation under Governor Pence, to Chief of Staff at the State Board of Education, to Education Policy Advisor under Governors Pence and Holcomb, to the Governor's Workforce Cabinet — PJ's career traces the evolution of Indiana's education-workforce alignment efforts. Conexus Indiana & the Industry Talent Association – How Conexus, part of the CEOs of Indiana Corporate Partnership, brings together 130+ manufacturers to identify workforce needs and influence the education system accordingly. Skills-First, Not Job-First – Manufacturers pushed for building broad, foundational skills over narrow occupational training — recognizing that integrated, cross-functional roles are becoming the norm on the modern factory floor. The Retirement Cliff – 30%+ of Indiana's manufacturing workforce is over 55. Recruiting the next generation through exciting, technology-forward programming is critical. New Indiana Diploma Seals – Approved in December 2024, six new diploma seals include three that require work-based learning (75–650 hours), creating formal pathways for apprenticeships and internships. The Modern Apprenticeship Model – Inspired by Switzerland and Germany's employer-led vocational systems, Indiana's apprenticeship pilot (launched 2020) has served ~600 students. A new occupational standard is being ratified with 6 employers hosting ~10 apprentices in an upcoming pilot phase. Earn Indiana Program – A work-study-style program offsetting ~50% of intern/apprentice wages, lowering the barrier for employers to engage students early. Blind Spots in the System – Fragmented funding streams, transportation barriers, lack of local intermediaries, and siloed program design are key challenges that need system-level solutions. Cross-State Learning – Indiana was an early mover on industry talent associations; now states like Colorado are adopting the model. Cross-state knowledge sharing is active but nuanced, given regional differences. Pathway Consolidation – Plans to consolidate Indiana's 10 manufacturing CTE pathways into fewer, competency-aligned tracks to reduce confusion and better match employer needs. Quotes to Remember "If we're gonna design this new system, we need to show students that they can have a career in manufacturing." "Listening to employers earlier in the process means students are better prepared — and employers save on retraining costs." "We need local intermediaries to translate what employers need into what schools and students can actually access." Resources Mentioned Lightleap AI – lightleapai.com Conexus Indiana – conexusindiana.com Earn Indiana Program Workforce Innovation and Opportunity Act (WIOA) Richard M. Fairbanks Foundation *Host: Dr. Rod Berger | Quantum Leap in Higher Education Podcast*

In this episode of Talent Magnet, we're joined by Dr. Tara Deliberto to explore how forward-thinking businesses are reimagining mental health support as a key driver of retention, engagement, and long-term success. Dr. Deliberto shares her journey to Yuna and offers insight into why traditional benefits often fall short in meeting employees' day-to-day needs. Discover how AI-powered tools are emerging as a scalable, accessible layer of support—helping employees manage stress before it escalates, while giving employers a powerful new way to reduce burnout and strengthen loyalty. We also dive into what responsible implementation looks like, including privacy, ethics, and clinical safeguards, and what businesses should be considering now as AI becomes an increasingly important part of the benefits landscape.

Inside Comp: Talent Strategy in the AI Era If you're building a startup right now, you've probably felt it: the old culture and talent playbooks don't seem to work anymore. Hiring and org charts feel different. The talent profile you've been looking for seems to have changed with the demands this new paradigm brings. And if you're being honest, you're not entirely sure what the new rules are, because no one really does yet. It's being experimented with as we speak, and is constantly changing. Very quickly. Fresh off their $17.5M Series A led by Khosla Ventures (Keith Rabois' first investment in Brazil), Chris Gerlach (Founder & CEO) and Gabi Guidugli (Founding Team & Head of CX) from Comp join Florian Hagenbuch (Founder & General Partner at Canary) to break down how they're building an AI-native company, not just in product, but in culture, talent strategy, and organizational design. Chris and Gabi walked through the actual decisions they've made: why they eliminated traditional people managers, why everyone at Comp is a builder, how they're hiring future founders, and why they work out of a house instead of a corporate office. We explore new hybrid roles emerging in the AI era, forward-deployed HR specialists, AI builders who sit between product and customers, and what these unlock in terms of leverage, learning, and completely different career paths. You should listen to this if you are: A founder scaling teams in the AI era and questioning traditional org design An ambitious talent curious about new roles and career paths in AI-native companies Anyone rethinking what culture means when the rate of change is exponentially high Listen to hear how one of Brazil's most intentional AI-first startups is building differently. Chapters: 0:00 – Intro 1:43 – Welcome & the Khosla Series A announcement3:00 – What Comp does: rethinking HR as a product5:38 – From traditional SaaS to the "superpowered HR teammate" model10:50 – How AI enables scaling customization14:48 – Everyone becomes a builder: the internal paradigm shift16:08 – Culture in the AI era: building an intentional company17:48 – Org design: high span of control & no traditional management ladder19:34 – Comp's three core values24:05 – Treating people like owners: equity, unlimited PTO & no micromanagement26:35 – Introducing Gabi (Head of CX) & the forward-deployed model28:25 – Forward-deployed vs. traditional customer success31:44 – The talent archetype: high IQ, high EQ, high agency32:09 – The value proposition for ambitious professionals33:50 – Where Comp finds this talent35:15 – Talent retention & the Future Founder Track38:14 – Culture as a moat in the age of AI40:14 – The Comp House: why a home beats a corporate office43:19 – Wrap-up See omnystudio.com/listener for privacy information.

In this episode, Holly Buckley, Chair of Healthcare at McGuireWoods, discussing how organizations can attract top talent, build high performing cultures, and balance growth with long term sustainability.

In this episode, Holly Buckley, Chair of Healthcare at McGuireWoods, discussing how organizations can attract top talent, build high performing cultures, and balance growth with long term sustainability.

Raised in a close Italian immigrant family, she grew up fascinated by people and what drives them. After a brief detour into law, she found her true calling in recruiting where she discovered that behavior often matters more than credentials. Now as VP of Talent Acquisition at Human, Valerie Vadala shares how to read real signals in hiring and why so many companies still get it wrong.Restaurants mentioned: Pianostrada, RoscioliBooks mentioned: Do What You Are by Paul D. Tieger, Bullshit Jobs by David JaeberConnect with host James Mackey on LinkedIn! Thank you to our sponsor, SecureVision, for making this show possible!  Follow us:https://www.linkedin.com/company/82436841/SecureVision: #1 Rated Embedded Recruitment Firm on G2!https://www.g2.com/products/securevision/reviewsThanks for listening!

In this episode of The Future of Work® Podcast, Frank Cottle speaks with Lara Vandenberg, Founder and CEO of Assemble, about the structural changes redefining how modern teams are built. Drawing from her work with chief marketing officers and enterprise leaders, Lara explains why traditional headcount models are breaking down and why companies are moving toward capability-based ecosystems that combine full-time employees, freelance specialists, AI, and operational strategy.  The conversation explores the future of work through one of its most urgent questions: how should companies design teams when speed, uncertainty, and technology are changing faster than org charts can keep up? Together, Frank and Lara unpack the rise of fractional talent, the growing importance of internal culture, the role of AI in reducing but not eliminating jobs, and why businesses must rethink talent systems from the customer backward. For leaders navigating workforce design, marketing operations, and long-term organizational resilience, this episode offers a sharp and practical look at where work is heading next. 

What if AI didn't replace HR but finally gave leaders the time to lead?In this episode of the People/AI Strategy Forum, Sam Reeve speaks with Jeannine, a seasoned Head of People, about how AI is actually being used across HR and where it's creating real value versus noise.AI is everywhere right now, but most organizations are still only using it at the surface level. Many leaders feel overwhelmed by the number of tools, unclear on where to start, and concerned about losing the human side of leadership.Jeannine shares insights from reviewing over 100 HR tech platforms, breaking down what's working, what's hype, and how leaders can thoughtfully integrate AI into their organizations without eroding trust.If you're trying to modernize your HR function while staying grounded in people-first leadership, this conversation offers a clear and practical path forward.In this episode we discuss:• Why AI adoption in HR is still lower than expected• The difference between AI hype and real operational value• How onboarding automation can improve experience and reduce manual work• Using AI to handle repetitive HR questions and reduce team workload• The role of AI-powered coaching in developing managers• Where AI supports compensation, performance, and bias reduction• How people analytics tools are evolving with predictive insights• What leaders should evaluate before implementing AI toolsKey takeawayAI is not replacing HR.It's removing friction.The real opportunity is not using more tools.It is knowing where automation belongs and where human leadership matters most.Watch more People/AI Strategy Forum episodes!Subscribe to the People/AI Strategy Forum for weekly conversations with leaders and experts exploring people strategy, leadership, AI, and the future of work.YouTube:/ @peoplestrategyforumpowered5106Follow the podcast:https://www.buzzsprout.com/2571923Podcast website:https://www.buzzsprout.com/2571923Listen on Apple Podcasts:https://podcasts.apple.comListen on Spotify:If you enjoyed this episode, follow the People/AI Strategy Forum on your preferred podcast platform and join the conversation! About the People/AI Strategy Forum The People/AI Strategy Forum explores how leaders navigate the intersection of people strategy, leadership, and artificial intelligence. Hosted by Sam Reeve, Founder & CEO of CompTeam, the Forum features conversations with executives, practitioners, and experts shaping the future of work.Learn more about CompTeam and the People/AI Strategy Forum at compteam.net.

These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com   What You'll Learn * How enterprise HR leaders think about hiring, structure, and strategy at scale * Why most hiring challenges are actually business alignment problems * How to build proactive talent pipelines instead of reacting to openings * Where AI is actually delivering value in recruiting today * What separates average recruiters from truly impactful ones   Chapters: 00:00 Opening + UNLEASH 2026 floor energy01:15 Intro to Jason Desentz (CHRO, Toshiba Americas)02:10 Scale of Toshiba: 6,000 employees + HR org structure03:30 From automotive to CHRO: Jason's career journey05:00 Blimp hiring story (and why niche recruiting matters)07:10 Should Talent Acquisition sit under HR?09:00 Why HR leaders must understand the business10:30 The rise of the HR Business Partner mindset12:00 How to train HR teams to think like the business13:45 Why most companies fail at role intake & calibration16:00 Small talent pools & “purple squirrel” expectations18:00 Workforce planning: why hiring starts before the role opens20:30 Retention risk, succession planning & talent intelligence23:00 The compensation gap problem (champagne taste, beer budget)25:00 Creative comp strategies to close candidates26:30 What candidates actually value today (and what's losing impact)28:30 Toshiba's sourcing strategy: where hiring really starts30:00 The power of elite sourcers (and why networks win)32:00 AI in recruiting: what actually matters vs hype34:00 Automation vs human connection in hiring36:00 Why scheduling is the biggest bottleneck in recruiting37:30 Adaptability: the #1 trait in great recruiters39:00 Fraudulent candidates, AI cheating & interview risks41:30 Protecting IP in a high-risk hiring environment43:00 Metrics that matter (and ones that don't)45:00 Candidate experience & onboarding accountability47:00 Advice for job seekers in a competitive market49:00 “Always Be Hustling” mindset for career growth51:00 Final advice: Listen, Learn, Lead52:00 Closing + Vegas survival tips I

What if your retention problem isn't happening after employees join but before they even start?In this episode of the People/AI Strategy Forum, Sam Reeve speaks with Jason Carroll, Founder of Optiv Index, about why traditional hiring methods are failing and how AI-driven behavioral intelligence is reshaping how organizations identify, engage, and retain top talent.Resumes have long been the foundation of hiring decisions. But in today's environment, they've become an unreliable signal of performance, potential, and long-term fit. As AI accelerates hiring processes, leaders are being forced to rethink how they evaluate talent beyond skills and experience alone.Jason shares how behavioral data, combined with AI, can help organizations understand how people think, work, and collaborate — creating better alignment between individuals, roles, and teams.If you're seeing high turnover, misalignment, or hiring decisions that don't translate into performance, this conversation offers a new way to approach talent strategy.In this episode we discuss:• Why resumes are no longer a reliable predictor of performance• How poor hiring decisions drive the majority of employee turnover• The concept of “right people, right seats” and why it matters• How behavioral assessments reveal how people think, decide, and collaborate• The role of AI in coaching leaders and improving team dynamics• Why behavioral intelligence extends beyond hiring into leadership and culture• How to use AI responsibly without replacing human judgment• The importance of maintaining the human element in an AI-driven workplaceKey takeawayRetention is not just a compensation issue.It's a hiring and alignment issue.When organizations better understand how people operate, not just what they've done, they create stronger teams, better leadership, and more sustainable performance.Watch more People/AI Strategy Forum episodes!Subscribe to the People/AI Strategy Forum for weekly conversations with leaders and experts exploring people strategy, leadership, AI, and the future of work.YouTube:   / @peoplestrategyforumpowered5106  Follow the podcast:https://www.buzzsprout.com/2571923Podcast website:https://www.buzzsprout.com/2571923Listen on Apple Podcasts:If you enjoyed this episode, follow the People/AI Strategy Forum on your preferred podcast platform and join the conversation! About the People/AI Strategy Forum The People/AI Strategy Forum explores how leaders navigate the intersection of people strategy, leadership, and artificial intelligence. Hosted by Sam Reeve, Founder & CEO of CompTeam, the Forum features conversations with executives, practitioners, and experts shaping the future of work.Learn more about CompTeam and the People/AI Strategy Forum at compteam.net.

Noto Group's senior partners break down key hiring and leadership trends that they're seeing for 2026 and beyond. Sara Spirko, John Copeland, and Tami Bumiller discuss common pitfalls, market forces, predictions, and actionable advice for those seeking top talent – and for candidates looking to be hired – in the year ahead. Highlights from our conversation include:  Unexpected obstacles to hiring top leaders in 2025 (3:08) Shifts in client, company, and candidate priorities and needs (4:59) Competencies and capabilities that are essential for leadership in today's market (7:37) Best indicators to predict executive success in the current hiring environment (9:42) How CEOs and boards can get the best results when engaging a search firm (10:53) The team's take on whether hiring in 2026 is shaping up to be smoother or tougher than in previous years (15:59) In-office versus remote versus hybrid trends for 2026 (19:24) The evolution of compensation packages (20:34) How companies are thinking about hybrid or remote leaders (23:38) Advice for executive-level leaders considering making a move in 2026 (27:15) How candidates can show up authentically, especially given AI trends (32:09) How candidates can best connect with search firms like Noto Group (33:19) Visit HowIHire.com for transcripts and more on this episode. Check out the full 2026 Leadership & Hiring Trends Report. Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities. Subscribe to How I Hire: Apple Spotify Amazon

In this episode of Success Leaves Clues, Robin and Al sit down with Stewart Whittingham, Director of Culture and Belonging at Miller Thomson, to explore one of the most overlooked challenges in leadership today: the gap between the culture leaders believe they are creating and what employees actually experience. With nearly 30 years of experience in leadership, talent strategy, and inclusion, Stewart brings a thoughtful and practical perspective to the conversation, grounded in both strategy and lived experience. The discussion reveals a critical truth: many organizations are committed to inclusion, yet struggle to translate that commitment into consistent, everyday experiences for their people. Stewart explains how gaps in awareness, psychological safety, and leadership behavior can quietly undermine culture, even in organizations with strong values and clear intentions. He also highlights how belonging drives engagement, performance, and better decision-making across teams. If you are a CEO, HR leader, executive, or business owner responsible for culture and performance, this episode offers a clear and practical lens on what it takes to build environments where people and organizations can truly thrive. You'll hear about: Why inclusive leadership directly impacts business performance, not just people strategy The real cost of exclusion, including missed ideas, turnover, and stalled innovation How belonging drives engagement, retention, productivity, and results The hidden gap between the culture leaders think they create and what employees actually experience Why silence in organizations often signals fear, not agreement How cognitive overload and complexity prevent leaders from making intentional decisions The role of bias awareness and how it shapes everyday leadership decisions Why psychological safety is the foundation of high-performing teams The difference between inclusive intentions and inclusive conditions How leaders can identify whose voices are missing and why it matters We talk about: 00:00 Introduction to Stewart Whittingham and his leadership background 02:00 How lived experiences shape leadership and inclusion 04:00 Why inclusion improves decision-making and innovation 06:00 The cost of exclusion in organizations 08:00 Belonging as a driver of performance and retention 10:00 Bias awareness and the “who comes to mind” exercise 12:30 Identifying who is missing from the table 14:00 Why inclusion is an awareness game, not a blame game 16:00 The gap between leadership intention and employee experience 18:00 Psychological safety and speaking up at work 20:00 The danger of silence and misinterpreted feedback 22:00 Inclusive intentions vs inclusive conditions 24:00 Leadership barriers, clarity, mindset, and competing commitments 26:00 Cognitive overload and why leaders struggle to pause 27:30 The power of “Stop, Pause, Reflect” in leadership 28:30 The legacy leaders create through culture and people Connect with Stewart LinkedIn: https://www.linkedin.com/in/stewart-whittingham-43bb5612/ Website: https://www.stewartwhittingham.com/ Connect with Us LinkedIn: Robin Bailey and Al McDonald Website: Aria Benefits and Life & Legacy Advisory Group

If you've not listened to Roundup before, it's a short review of the episodes that I've published in the last month to make sure you don't miss out on the valuable insights that my guests are sharing. This month Round UP returns to its live format, and this is a recording of my live conversation with Ritu Mohanka, CEO at Vonq, about six of the episodes published in February 2026 Episodes featured in this Round Up: Ep 766 How TA Proves Its Business Impact Ep 767: Inside EY's Talent Strategy for AI and the Future Ep 769: Managing Risk In Talent Acquisition Ep 770: The Science of Better Hiring Ep 771 Recruiting At The Speed Of AI Ep 772: Surfing The AI Tsunami Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

A Big Four firm just entered the U.S. legal market and the ripple effects could reshape how law is practiced, priced, and powered by technology. Tom Greenaway, Principal of KPMG Law US, joins Chris Batz and Howard Rosenberg to explore what that move signals for the profession. Corporate law departments face rising volume, flat headcount, and pressure to cut costs. The traditional billable hour model strains under that weight. So what happens when a global accounting and consulting platform builds a law firm designed for scale from the start? Tom explains how KPMG Law US focuses on managed services, technology integration, and lowering unit cost through platform thinking rather than isolated solutions. The conversation also turns to talent and culture. What kind of lawyer succeeds in a multidisciplinary environment that includes technologists, data scientists, and accountants? How do firms balance professional rigor with rapid change? As AI adoption becomes measurable and enterprise platforms shape how businesses operate, the bigger question emerges: will law evolve alongside the systems that power modern companies, or risk falling behind them?   Episode Breakdown: 00:00 The Launch of KPMG Law US and Why It Matters 04:46 Technology, AI, and the Changing Legal Delivery Model 11:50 The Future of Legal Staffing and Talent Strategy 18:03 Growth Strategy, Market Positioning, and Industry Impact 21:26 The Future of the Legal Industry and Big Four Influence Connect with Tom Greenaway: Connect with Tom on LinkedIn Tom's Company Web Profile KPMG Global Legal Business Services    Connect with Howard Rosenberg: Connect with Howard on LinkedIn Howard's Company Web Profile   Connect with Chris Batz: Connect with Chris on LinkedIn  Follow Columbus Street on LinkedIn Columbus Street Website  MergerWatch Website Podcast production and show notes provided by HiveCast.fm  

Ariel Leonard is the SVP of Talent at Frontier Communications, where she is helping lead a large-scale transformation of the company's workforce and talent strategy. In this episode of The Edge of Work, Ariel shares how Frontier is shifting from traditional HR processes to a more skills focused, business aligned approach to talent. She explains how her team is rethinking workforce planning, internal mobility, and leadership development to support long term growth. Ariel also discusses the importance of building trust, creating clearer career pathways, and helping employees see new opportunities inside the organization. LinksAriel's LinkedIn: https://www.linkedin.com/in/arielleonard/Harvard Business Review Article: https://hbr.org/2025/10/your-transformation-cant-succeed-without-a-talent-strategy 

Get strapped in for a special episode of Tapod, where we sit down with James Ellis—Global Talent Strategy Expert, best-selling author, and one of the nicest people you will ever meet. EB has evolved into Talent Strategy, and here is your chance to come along for the ride. There are a million different gold nuggets of inspiration here… from helping recruiters escape from the cost-centre box... killer candidates over a full funnel… every company has a point of difference and a heap more.But don't take our word for it. Take a listen yourself and then book your seat for the Masterclass in Melbourne in September—that's right James is headed our way, and it will sell out quicker than a Swifty concert. Check out the link in the show notes. Thanks to the team from Video My for supporting this episode and the masterclass.https://events.humanitix.com/james-ellis-master-class?c=tapod

In a podcast recorded at ITEXPO / MSP EXPO, Doug Green, Publisher of Technology Reseller News, spoke with Julie Thiel, Founder of Thiel Talent Strategy, about the growing complexity of human resources, compliance, and people management for MSPs and technology-driven businesses. The conversation highlighted why HR has become a critical—yet often underestimated—risk area as service providers scale. Thiel pointed to employee classification as one of the most common and costly mistakes business owners make. “The one decision people keep getting wrong is employee status,” she explained, referring to missteps around contractor versus employee classification and exempt versus non-exempt roles. With employment laws varying widely across states and even municipalities, she noted that well-intentioned decisions can quietly create compliance exposure over time, especially for MSPs operating in multi-state or hybrid work environments. The discussion also covered additional HR pain points, including background checks, hiring practices, and increasingly complex time-off policies driven by local regulations. Thiel emphasized that many owners underestimate how quickly these issues compound as headcount grows. “You can't Google your way into good judgment when it comes to people,” she said, underscoring the limits of ad hoc approaches to HR in a fast-changing legal landscape. Thiel concluded by encouraging MSP owners to view HR as a strategic partnership rather than a necessary burden. By working with experienced advisors, MSPs can reduce risk, protect their teams, and free leadership to focus on growth. Her core message to MSPs at the event was clear: you don't have to carry the weight of people issues alone. Visit https://thieltalentstrategy.com/

The assurance and audit profession is facing a talent crisis. Fewer graduates are choosing it as a career, and the perception of what auditors actually do hasn't kept pace with reality. At the same time, AI is fundamentally reshaping the work itself, automating repetitive tasks and opening up entirely new service areas around cyber risk and sustainability. The profession needs different skills, different mindsets, and a completely different value proposition for the next generation of talent. So how do you transform a workforce of over a hundred thousand people while simultaneously making the profession attractive to a generation that wants purpose, flexibility, and career agility? My guest this week is Sandra Oliver, Global Assurance Talent Leader at EY. In our conversation, she shares how EY is reskilling auditors at scale, bridging generational divides around technology adoption, and repositioning audit careers as a launchpad for business leadership. In the interview, we discuss: Attracting Gen Z to the audit profession AI's impact on day-to-day audit work Upskilling 130,000 professionals in AI Bridging the generational technology gap Reverse mentoring between junior and senior staff. Purpose and meaningful work as talent drivers How will audit careers evolve over the next five years? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Shaun Belongie is the CEO of New Belgium Brewery. He previously served as VP of Marketing for New Belgium before becoming CMO and then CEO in 2023. Shaun has over 20 years of CPG experience, having managed marketing innovation and brand direction for iconic companies like Nestle Purina and Kraft Foods. He's helped build and maintain New Belgium's human-powered business model as the brand grows and expands, all the while stewarding the brewery's legacy and people-centric culture. Shaun joins Roy to discuss the challenges and opportunities during his journey from CMO to CEO, the differences between working at a large CPG brand versus a smaller, more nimble company, how New Belgium embodies and enacts their foundational values, and much more. Highlights from our conversation include: Shaun's transition from CMO to CEO at New Belgium (3:35)Challenges he's confronted as New Belgium's CEO (6:14)Shaun's experience serving as New Belgium's CMO (9:53)Shaun's perspective on building and shaping culture as CEO (12:09)New Belgium's human-powered business model (14:55)Maintaining authentic values throughout periods of growth (16:16)How his son's health crisis inspired him to think differently about life and leadership (18:35)Leadership lessons that carried over from Shaun's Kraft and Purina days (21:11)How changes in the industry are affecting Shaun's approach to hiring (23:08)Leadership qualities that Shaun seeks in his senior executive team (25:01)How technology fits into his strategic plan (25:48)Guidance he'd offer to somebody early in their career (28:18)What Shaun's most excited about in the future (30:13)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Leadership in chaos doesn't have to feel impossible. Dr. Lance Mortlock, the chaos whisperer, breaks down why the future of business isn't just about surviving – it's about strategic agility. We unpack how leaders can spot opportunities in disruption, handle massive risk, and make better strategic choices when everything feels uncertain. Dr. Mortlock shares his "Outside In, Inside Out" approach, which helped Fortune 500 companies navigate major crises. From the impact of AI to global elections and climate change, Lance explains how leaders can prioritize and adapt their strategies to keep up with the pace of change. It's not about avoiding chaos – it's about learning how to thrive in it. Timestamps: 00:00 — Cold Open & Intro 04:00 — Surviving Chaos: The Fast-Paced Leadership Shift 04:12 — Speed and Agility in the Chaos of Change 05:00 — The Big Disruptors: AI, Climate Change, and Global Instability 07:23 — Turning Uncertainty into Strategic Advantage 16:39 — The Outside-In, Inside-Out Framework for Success 14:56 — The Pitfall of Focusing Only on the Now (Horizon 1) 22:09 — Learning from the Failures of Kodak, Motorola, and Target 25:10 — The Role of Leadership in Managing Chaos 28:12 — Clarity, Strategy, and the Importance of Prioritization 38:53 — The Importance of Talent Strategy in Leadership Website: www.lancemortlock.com LinkedIn: www.linkedin.com/in/dr-lance-mortlock-01b36b22 Book: Outside In, Inside Out: Unleashing the Power of Business Strategy in Times of Market Uncertainty

The world of work has changed forever—and it's still changing. COVID 19 didn't just disrupt where we work—it transformed how we think about careers, leadership, learning, and culture. In this powerful conversation, Nicole Greer and Steve Cadigan unpack the aftershocks of the “workquake” and what they mean for both employees and employers.Steve shares insights from scaling LinkedIn from 400 to 4,000 employees, explains why learning velocity matters more than tenure, and challenges traditional ideas about loyalty, retention, and talent strategy. From embracing ambiguity and building entrepreneurial teams to rethinking training, alumni networks, and career ownership, this episode is packed with practical wisdom for leaders navigating today's hyper-change environment.If you care about building a vibrant, adaptive culture where people can grow and create value—this episode is for you.Vibrant Highlights:00:03:00 – Steve explains why the “pajama revolution” and remote work debates aren't going away, and why leaders must stop looking for a one-size-fits-all answer and start embracing flexibility.00:07:50 – Nicole and Steve dive into why tolerance for ambiguity is now a critical leadership skill and how being “more human” is the secret advantage AI can't replace.00:13:45 – A powerful mindset shift as Steve reframes loyalty, tenure, and turnover—and explains why creating value is what actually makes employees more valuable in today's workforce.00:22:25 – Steve drops a game-changing insight: people aren't disloyal to companies, they're loyal to learning—and explains what leaders must do to keep great people engaged.00:43:40 – A behind-the-scenes story from LinkedIn on learning velocity, revealing how leaders can identify fast learners and build future-ready talent from within.Connect with Steve:Steve's book, Workquake: https://a.co/d/i5StO4jSteve's website: https://stevecadigan.com/Also mentioned in this episode:Mindset by Carol Dweck: https://a.co/d/i43IUYwListen at vibrantculture.com/podcast or wherever you get your podcasts!Book Nicole to help your organization ignite clarity, accountability, and energy through her SHINE™ Coaching Methodology.Visit vibrantculture.comEmail: nicole@vibrantculture.comWatch Nicole's TEDx Talk: https://youtu.be/SMbxA90bfXE

TALENT STRATEGY: WHAT, WHY, HOW AND WHEN   Does your company have a talent strategy?   It's probably the right thing to say that you do, but how much do we know about what a Talent Strategy is really? I asked this question within the Brainfood community and received some outstanding observations, so much so that we have to elevate this to a full discussion on Brainfood Live.   “Talent strategy is how the business ensures it has the capability to execute its strategy and win” - says Lisa Scales, Director of Talent at the Royal Mail.   What does this compose of?   Succession planning. re-deployment investigations, competence mapping and calculating the gap between Core & Strategic competencies, developing a plan for how to close the gap, overseeing the global Talent Acquisition function says Ana Moller,   Where does it live?   On a Github Repo says Mark Deubels (!). But the point is that it should be living document subject contribution by others in the business, presided over by TA / HR   Lets talk Talent Strategy - not only why you need one, but what it actually is, how it is built, what makes it an effective orientating vision and how it informs the recruiting tactics which recruits will ultimately adopt.   We're on Friday 16th January, 2pm GMT. Register by clicking on the green button (save my spot) and follow the channel here (recommended)       Episode 355 is sponsored by Maki   At Maki, we help organisations like BNP Paribas, PwC, Booking.com, Nestlé, and H&M transform hiring with AI agents for screening, interviewing, and assessment.   By combining automation, behavioural science, and data, Maki enables talent teams to hire faster, fairer, and smarter.   Our global partnership with H&M saved 250 000 recruiter hours, cut time-to-hire by 4×, and reduced turnover by 22 %, delivering $85 M ROI.   Beyond automation, we're building a continuous reinforcement system where every recruiter judgment and employee outcome makes our AI agents smarter; creating a unique data moat in HR.   Learn more: makipeople.com

David Stever is the former CEO and CMO of beloved ice cream brand Ben & Jerry's. David started with the company back in the early 80's, working as a tour guide at their factory in Waterbury, Vermont. Over time, David ascended within Ben & Jerry's, helping to grow the then start-up into an iconic, multinational corporation. Over the course of his decades-long career there, David led marketing initiatives, drove massive brand growth, expanded global market share, and helped facilitate reinvention and product innovation, all while keeping Ben & Jerry's social mission front and center. He joins Roy to discuss his journey from tour guide to C-Suite, the many learnings he took from founders Ben Cohen and Jerry Greenfield, the profound effect of pursuing a triple bottom line, and much more.        Highlights from our conversation include: David's initial interest in the ice cream industry and how it evolved into his career (1:32)Working with Ben and Jerry in the early days (3:50)Leadership lessons learned through periods of massive growth and scaling (6:13)David's strengths and keys to success as Ben & Jerry's CMO (8:48)What surprised him the most when he transitioned from CMO to CEO (13:48)What it means to do “business as unusual” (15:29)The influence of Ben & Jerry's blend of activism and commerce on his leadership (18:12)How David defines Ben & Jerry's unique culture and how he helped sustain it through the years and through acquisition (20:26)Successful hiring throughout Ben & Jerry's different phases (22:48)Qualities David sought in his top leadership team (27:40)What he believes is often overlooked when assessing prospective talent (28:47)David's next chapter and what he's most excited about in looking ahead (31:00)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Uncertainty has become the norm at work. Markets shift. Culture is shaky. Roles change mid-stride. And yet, many organizations are still trying to plan for the future using old assumptions that no longer hold. In today's environment, the question isn't how to create stability — it's how to build a talent strategy that can adapt when the ground keeps moving. My special guest today is Steve Cadigan, and he's simplifying how to build a talent strategy that thrives in uncertainty. Steve is known for challenging traditional workforce planning and helping leaders rethink how they attract, develop, and retain talent in a world where adaptability matters more than predictability. Here's how. My special guest today is Steve Cadigan and he's simplifying how to build a talent strategy that thrives in uncertainty.  We tackle and simplify all aspects of it, including: What a resilient talent strategy actually looks like today — and why agile, scenario-based thinking is replacing traditional workforce planning. Why stability is no longer the goal, and how leaders can build cultures where uncertainty becomes an advantage instead of a threat. Which "old world" recruiting and retention practices organizations should stop using immediately — and what should replace them. How leaders can help their people grow when roles and skill needs are changing faster than ever. …and ultimately, one piece of advice for HR and business leaders navigating the volatile talent market ahead. Q: Are you ready to learn how to build a talent strategy that thrives in uncertainty? If yes, this one is for you. It's time to #DoTheThing! ---- Show notes available with all links mentioned here: https://www.thesimplifiers.com/posts/406-how-to-build-a-talent-strategy-that-thrives-in-uncertainty---with-steve-cadigan

Today's show features: Gerry Raymond, President of Gerry Raymond Automotive Kevin Strosnider, Dealer Operator of Strosnider Chevrolet

 This episode is brought to you by: Cars.com – the #1 most recognized automotive marketplace and the place shoppers turn for trusted expertise and a better way to compare vehicles. Unlike marketplaces that reduce everything to price, Cars.com automatically merchandises your inventory's most compelling features and accolades to highlight true value and help shoppers make confident buying decisions. Cars.com is the flagship offering from Cars Commerce, an audience-driven technology company simplifying everything about buying and selling cars. Learn more at https://www.carscommerce.inc/marketplace. CDG Circles – A modern peer group for auto dealers. Private dealer chats. Real insights — confidential, compliant, no travel required. Visit https://cdgcircles.com/ to learn more. Car Dealership Guy is back with our second annual NADA Party—happening in Las Vegas on Thursday, February 5th. It's the hottest ticket at NADA 2026. Spots are limited and unfortunately we can't invite everyone —so RSVP today at https://carguymedia.com/cdglive and we hope to see you in Vegas! -- Check out Car Dealership Guy's stuff: CDG News ➤ ⁠⁠⁠⁠⁠⁠https://news.dealershipguy.com/⁠⁠⁠⁠⁠⁠ CDG Jobs ➤ ⁠⁠⁠⁠⁠⁠https://jobs.dealershipguy.com/⁠⁠⁠⁠⁠⁠ CDG Recruiting ➤ ⁠⁠⁠⁠⁠⁠https://www.cdgrecruiting.com/⁠⁠⁠⁠⁠⁠ My Socials: X ➤ ⁠⁠⁠⁠⁠⁠https://www.twitter.com/GuyDealership⁠⁠⁠⁠⁠⁠ Instagram ➤⁠⁠⁠⁠⁠⁠ https://www.instagram.com/cardealershipguy/⁠⁠⁠⁠⁠⁠ TikTok ➤ ⁠⁠⁠⁠⁠⁠https://www.tiktok.com/@guydealership⁠⁠⁠⁠⁠⁠ LinkedIn ➤ ⁠⁠⁠⁠⁠⁠https://www.linkedin.com/company/cardealershipguy/⁠⁠⁠⁠⁠⁠ Threads ➤ ⁠⁠⁠⁠⁠⁠https://www.threads.net/@cardealershipguy⁠⁠⁠⁠⁠⁠ Facebook ➤ ⁠⁠⁠⁠⁠⁠https://www.facebook.com/profile.php?id=100077402857683⁠⁠⁠⁠⁠⁠ Everything else ➤ ⁠⁠⁠⁠⁠⁠dealershipguy.com

CEO turnover is accelerating—so how are boards, leaders, and search firms adapting while maintaining the judgment that high-stakes decisions demand? In this Industry Spotlight, host Kortney Harmon sits down with Lynne Murphy-Rivera, Managing Director of the Americas at AESC, to unpack how AI, demographic shifts, and rising performance expectations are reshaping the future of executive search. Lynne shares on-the-ground insights from global member firms, revealing how today's volatility is redefining leadership, governance, and the work of retained search.Key insights you can't miss:• Why CEO transitions are at an all-time high—and why boards expect results faster• How AI is transforming research, oversight, and the need for clearer judgment• What a five-generation workforce means for leadership pipelines and succession• How “chaos moments” at the top create strategic opportunities for retained search firmsThis episode shows how executive search can lead through uncertainty by combining AI-driven efficiency with the human judgment that defines great leadership advisory. Tune in and discover how executive search is not just keeping pace with change, but helping shape the future of strategic leadership.________________Follow Lynne M LinkedIn: LinkedIn: LynneAESC Website: https://www.aesc.org/Follow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: The Full Desk Experience

Jason Bronstad is the CEO of Malk Organics, a clean-label, plant-based milk and creamer brand. Jason began his career in the food and beverage industry at Sara Lee, serving across several managerial and directorial positions between 2004 and 2010. He then went on to become VP of Sales at Mike's Hard Lemonade and then the President of Mighty Swell Cocktail Company before joining purpose-led start up, Malk Organics, in 2020. He joins Roy to discuss the ins and outs of shaping culture, values-driven hiring, evaluating talent, learning to keep things simple, and much more. Highlights from our conversation include:Core beliefs and values that comprise Jason's leadership playbook (3:55)Connection to mission (6:12)Hiring lessons learned during periods of brand growth and development (8:20)Key characteristics of high-performing leaders (11:40)Important traits Jason seeks in his direct reports (14:15)Evaluating cultural fit in prospective talent (15:50)The parts of Malk's culture that make Jason most proud (18:08)Jason's definition of success and how it's evolved over the course of his career (20:22)His advice for the next generation of CPG leaders (21:10)

This podcast is brought to you by Outcomes Rocket, your exclusive healthcare marketing agency. Learn how to accelerate your growth by going to⁠ outcomesrocket.com Retention is the new recruitment in healthcare, and it starts before day one. In this episode, Kyle M.K., Senior Talent Strategy Advisor at Indeed, explores how recruitment, burnout, and belonging are evolving in healthcare workplaces. Drawing on data from 4.5 million monthly healthcare job seekers and Indeed's Pulse of Healthcare study, he reveals that the leading causes of burnout stem from feeling overworked and underappreciated, particularly by managers. Kyle underscores that empathy, appreciation, and transparent leadership behaviors are essential for retention and for creating healthier organizational cultures. Ultimately, he reframes healthcare organizations as communities of people connected by shared purpose rather than mere productivity metrics. Tune in and discover how empathy, transparency, and belonging can transform the healthcare culture and enhance employee retention! Resources Connect with and follow Kyle M.K. on LinkedIn. Follow Indeed on LinkedIn. Visit Indeed's website. Get a copy of Kyle's book, The Economics of Emotion, here. Read Indeed's Pulse of Healthcare 2024 here. Read Indeed's Pulse of Healthcare 2025 here.

In this episode of The Edge of Work, host Al Dea joins leaders live from the Guild Opportunity Summit in San Diego to explore the future of talent, career mobility, and skills transformation.The episode features conversations with Matthew J. Daniel, Senior Principal of Talent Strategy and Mobility at Guild; and Marquita Williams, Executive Director of Organizational Learning and Development at AdventHealth. Together, they discuss how leading organizations are aligning career growth with business outcomes, and key insights from Guild and Lightcast's Talent Resilience Index, a benchmark for understanding career mobility and critical workforce skills shaping today's workplace.LinksMatthew Daniel: https://www.linkedin.com/in/matthewjdaniel/Marquita Williams: https://www.linkedin.com/in/marquita-williams-764b244b/Talent Resilience Index: https://guild.com/report/talent-resilience-index?utm_source=press&utm_medium=refe[

1029: What if your hiring strategy were fueled by the largest contingent workforce dataset in the world? Magnit CEO Chandra Dhandapani joins Technovation to explore how data is reshaping how companies think about talent—from role design to sourcing strategy to real-time labor cost insights. Chandra also shares lessons from her journey from CIO to CEO and offers perspective on why automation—not AI—is the skill trend to watch.

In this episode of Built-In, host Scott Winstead sits down with Steena Chandler, FMI Partner and leader of the firm's Leadership and Organizational Development practice. Together, they explore why talent strategy isn't just an HR function—it's enterprise risk management.Steena talks about how weak leadership pipelines can quietly erode profitability, what it takes to align structure with strategy, and how CEOs can transform talent strategy from a “sidecar” initiative into a core driver of business success.From defining your talent philosophy to measuring ROI on leadership investments, this conversation offers a practical roadmap for executives ready to make people strategy their competitive advantage.

What's the biggest attack vector for breaches besides all of the human related ones (i.e., social engineering, phishing, compromised credentials, etc.)? You might think vulnerabilities, but it's actually misconfiguration. The top breach attack vectors are stolen or compromised credentials, phishing, and misconfigurations, which often work together. So why is it so hard to properly configure your systems? Rob Allen, Chief Product Officer at ThreatLocker, joins Business Security Weekly to discuss Defense Against Configurations and how ThreatLocker can automatically identify misconfigurations and map them to your environment's compliance and security requirements. Rob will discuss how ThreatLocker Defense Against Configurations dashboard can: Identify misconfigurations before they become exploited vulnerabilities Monitor configuration compliance with major frameworks Receive clear, actionable remediation guidance and more! This segment is sponsored by ThreatLocker. Visit https://securityweekly.com/threatlocker to learn more about them! In the leadership and communications segment, Cybersecurity management for boards: Metrics that matter, The Emotional Architecture of Leadership: Why Energy, Not Strategy, Builds Great Teams, Your Transformation Can't Succeed Without a Talent Strategy, and more! Visit https://www.securityweekly.com/bsw for all the latest episodes! Show Notes: https://securityweekly.com/bsw-420

What's the biggest attack vector for breaches besides all of the human related ones (i.e., social engineering, phishing, compromised credentials, etc.)? You might think vulnerabilities, but it's actually misconfiguration. The top breach attack vectors are stolen or compromised credentials, phishing, and misconfigurations, which often work together. So why is it so hard to properly configure your systems? Rob Allen, Chief Product Officer at ThreatLocker, joins Business Security Weekly to discuss Defense Against Configurations and how ThreatLocker can automatically identify misconfigurations and map them to your environment's compliance and security requirements. Rob will discuss how ThreatLocker Defense Against Configurations dashboard can: Identify misconfigurations before they become exploited vulnerabilities Monitor configuration compliance with major frameworks Receive clear, actionable remediation guidance and more! This segment is sponsored by ThreatLocker. Visit https://securityweekly.com/threatlocker to learn more about them! In the leadership and communications segment, Cybersecurity management for boards: Metrics that matter, The Emotional Architecture of Leadership: Why Energy, Not Strategy, Builds Great Teams, Your Transformation Can't Succeed Without a Talent Strategy, and more! Show Notes: https://securityweekly.com/bsw-420

What's the biggest attack vector for breaches besides all of the human related ones (i.e., social engineering, phishing, compromised credentials, etc.)? You might think vulnerabilities, but it's actually misconfiguration. The top breach attack vectors are stolen or compromised credentials, phishing, and misconfigurations, which often work together. So why is it so hard to properly configure your systems? Rob Allen, Chief Product Officer at ThreatLocker, joins Business Security Weekly to discuss Defense Against Configurations and how ThreatLocker can automatically identify misconfigurations and map them to your environment's compliance and security requirements. Rob will discuss how ThreatLocker Defense Against Configurations dashboard can: Identify misconfigurations before they become exploited vulnerabilities Monitor configuration compliance with major frameworks Receive clear, actionable remediation guidance and more! This segment is sponsored by ThreatLocker. Visit https://securityweekly.com/threatlocker to learn more about them! In the leadership and communications segment, Cybersecurity management for boards: Metrics that matter, The Emotional Architecture of Leadership: Why Energy, Not Strategy, Builds Great Teams, Your Transformation Can't Succeed Without a Talent Strategy, and more! Visit https://www.securityweekly.com/bsw for all the latest episodes! Show Notes: https://securityweekly.com/bsw-420

Most organizations approaching AI are struggling and running pilot projects that go nowhere. The common assumption is that the technology itself is flawed, over hyped, or too complex. However, the employers that are succeeding with AI have discovered something different. The technology isn't the problem, and the real barriers are human. Employee resistance, fear about job security, and the inertia of doing things the way they've always been done. What makes the difference between AI projects that fail and those that transform how teams actually work? My guest this week is Taylor Bradley, VP Talent Strategy & Success at Turing. In our conversation, Taylor shares how he built grassroots adoption in his team by starting with simple prompt libraries, the framework for deciding what should be automated, what should be augmented, and what should be left to humans, and why every AI project is really a human change management project in disguise.. In the interview, we discuss: Unlocking AI's full potential The most significant challenges when implementing AI in HR and TA Why AI pilots fail AI projects are actually human change management projects The inertia of the status quo Talent use cases When to augment and when to automate Breaking down roles into tasks Surprising measures of success How HR and TA roles need to evolve Considering adverse impacts What will the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

In this episode of Learning Matters, host Doug Wooldridge chats with Chris Harry, Chief Learning Officer at TEKsystems, about how the global IT services leader is transforming talent development through data, technology, and human connection.Chris shares how TEKsystems built TalentX, a data-driven platform that brings over 100 data points per employee into one system — creating a “baseball card” view of skills, performance, and career readiness across the company. He also explains how the organization's 20-week cohort-based learning model is reshaping how employees learn, connect, and grow.What you'll learn in this episode:✅ Why organizational development, learning, and enablement must operate as one connected ecosystem✅ How TEKsystems uses data to power mobility, career clarity, and leadership development✅ What role clarity really means — and why it was the surprising key to transformation✅ How cohort learning builds stronger community and accelerates performance✅ Why AI should enhance, not replace, human connection in learningTune in to discover how TEKsystems is aligning talent strategy with business goals — and what every L&D leader can learn from their journey.

Christiana Smith Shi is a seasoned leader in global, multichannel retail, co-author of national, best-selling book Career Forward: Strategies From Women Who've Made It, founder and principal at Lovejoy Advisors, LLC., and an experienced corporate director on multiple Fortune 100 boards. Christiana made an early career pivot from finance to join McKinsey & Company, where she ultimately served as Senior Partner. After 25 years in management consulting, Christiana became the President of Direct-to-Consumer at Nike. In 2016, she retired from Nike and founded Lovejoy Advisors to help provide guidance around digital transformation for consumer and retail businesses. She joins Roy to share insights into navigating a rewarding career, talent lessons from McKinsey and Nike, and much more. Highlights from our conversation include:The timely issue that prompted her to write a book (3:58)Why Christiana puts career first, job second (9:18)How to take a strategic long view with your career (10:55)Advice for building “professional equity” (15:27)What it means to “think like an investor” when it comes to your career (16:58)Christiana's core leadership philosophy (22:20)Her perspective on the value of leadership coaching (25:38)The role of feedback as a leader (26:47)Lessons learned about hiring and talent and the major differences between hiring at McKinsey and Nike (30:25)How Christiana worked to integrate her team into the culture of Nike (35:35)Identifying strengths and opportunities of a team (37:20)How to avoid what she calls "benevolent stagnation” (42:09)How Christiana has applied her career experience and strategies to her work on boards (45:19)Advice for landing board roles (46:45)The ultimate payoff of a rewarding career and what Christiana is thinking about for the future (55:05)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Why do we invest millions changing customer behavior but ignore how people behave inside companies?In this thought-provoking conversation, behavioral scientist and author Matt Wallaert returns to Change Wired to explore the next evolution of behavioral science: internal change.We discuss why most organizations treat employee behavior as fixed or random — and what it takes to build systems where people grow continuously, without relying on luck, politics, or the next big program.

The new $100,000 H-1B fee has sent shockwaves through HR teams, foreign nationals, and global hiring strategies. In this episode, we unpack what this seismic policy change really means — not just for compliance, but for retention, employer branding, and long-term talent planning.We'll explore why EB-1A and O-1 visas are suddenly becoming critical alternatives, how profile building can future-proof your workforce, and the steps CHROs need to take right now to stabilize their foreign talent pipeline.From understanding the emotional fallout among impacted employees to aligning CFOs and HR leaders around smarter investment strategies, this episode provides a clear roadmap for navigating the next 12–18 months of global talent disruption.Whether you're a CHRO, CFO, or a foreign professional navigating these changes, you'll walk away with actionable insights to protect your people and your organization in this new era of immigration policy.

Fabrizio Gamberini is a seasoned executive with nearly three decades of strategic leadership expertise and global brand management across a wide variety of business sectors. He currently serves as Vibram Corporation's President and Global Chief Brand Officer. Prior to his time at Vibram, Fabrizio led large-scale marketing and retail management efforts for major brands like HP and Nike. He also led brand redevelopment, evolution, and acquisition for eyewear companies like Marcolin and Geox before landing at Vibram. Fabrizio joins Roy to discuss how his foundational leadership skills were honed at HP, the importance of getting out from behind the desk to engage the consumer, how truth and trust are key to effective teambuilding, and much more. Highlights from our conversation include:Core leadership lessons learned in his early career (3:19)Key values and beliefs instilled during Fabrizio's tenure at Nike (6:05)Navigating and leading through cycles of massive consumer change (10:07)The role that talent has played across his many executive positions (11:21)The efficacy of leadership coaching in developing teams (17:06)Attracting mission and purpose-aligned candidates (19:01)Hiring in large companies vs. smaller, scrappier organizations (22:47)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

This episode explores the widening treasury skills gap and how organizations can address it. Paul Galloway outlines the pressures of technology adoption, market complexity, and strategic demands, and what treasury professionals and hiring managers can do to keep up. From targeted hiring to “Semper Gumby” adaptability, learn how to build a future-ready team.  

Anthony brings back the old-school, on-the-go format of the E1B2 Collective Podcast fresh from the gym and a much-needed getaway. In this quick but powerful episode, he challenges the default mindset of only developing “vertical movers” inside organizations. Instead, he argues for the critical importance of building and scaling lateral talent—people who can pivot across functions with speed, consistency, and quality. If your 2026 strategy depends on growth, agility, and innovation, this is the perspective you need to hear.

In this episode, Holly Buckley, Chair of Healthcare at McGuireWoods, shares insights on deal activity across the healthcare market, including rising interest in home-based care, behavioral health, and digital health.