Inspiring the next generation of HR Leaders

How can you increase your self-awareness and improve your ability to lead and manage others? Why does emotional intelligence matter more than technical skills for a leader's long-term success? My guest on this episode is Margaret Andrews, author of “Manage Yourself to Lead Others,” Harvard Instructor, and Founder of The MYLO Center. During our conversation Margaret and I discuss: Why understanding and managing yourself is critical to effectively leading others. Why the best leaders help others "grow and glow." The difference between "culture takers" and "culture makers," and what really shapes organizational culture. Why managing up means taking responsibility for the partnership with your manager. How the "next level of you" concept drives personal continuous growth throughout your career.

How can HR teams embrace AI to improve both productivity and quality? Why is building AI fluency critical for your career and organization? My guest on this episode is Brandon Sammut, Chief People Officer at Zapier During our conversation Brandon and I discuss: The AI fluency framework Zapier uses to evaluate both job candidates and team members. Why every role on Brandon’s People team and across Zapier is being rebuilt with AI at the core, and what this means for raising the talent bar in HR. How AI and automation are enabling Zapier’s People team to focus on more meaningful work which is driving engagement and enhancing careers Why Zapier’s focus on “Talent Density” led them to raise compensation from the 50th to the 90th percentile. Why Brandon believes AI initiatives should go beyond saving time or money and instead focus on improving the quality of outputs.

How can People Analytics shift from being a cost center to being a profit center? Why is it critical for HR leaders to transform workforce insights into concrete strategic initiatives? My guest on this episode is Cole Napper, VP Research, Innovation, & Talent Insights at Lightcast and author of People Analytics: Using Data-Driven HR and Gen AI as a Business Asset” During our conversation Cole and I discuss: How generative AI is democratizing data-driven decision making in HR. Why Cole believes more People Analytics leaders could rise to the CHRO role in the next decade. Why people analytics teams need to intentionally link their work to tangible business outcomes. Why generative AI will disrupt traditional HR operating models. Why business acumen isn't just nice to have—it's the fundamental requirement for all HR professionals including people analytics.

How can employees and bosses have honest conversations about what they want and need in their relationship? Why do employees have less than 30 days to build trust in the boss-employee relationship? My guests on this episode are with “Your Work Friends,” Francesca Ranieri, Founder & Head of Strategy, Frank & Mel Plett, Founder Cordelia Consulting. During our conversation Mel, Francesca, and I discuss: How their friendship grew into Your Work Friends—a consulting business and podcast. Why your boss relationship might matter more than your marriage. Why common myths about boss-employee relationships miss what workers and managers really want. What the "30-day cliff" is and why it matters How to create an HR strategy that results in changes employees can feel.

How does trust affect the CEO succession process? Why are CHROs often more critical than CEOs in shaping succession outcomes? My guests on this episode are Ani Huang, Senior Executive Vice President of the HR Policy Association and Anthony Nyberg, Director, Center for Executive Succession at University of South Carolina During our conversation Ani, Anthony, and I discuss: What first-time CHROs must know about CEO succession. Why trust between a CHRO, the board, and the CEO is critical for a successful succession process. How to give boards real exposure to top internal talent. How CHROs can help boards to assess internal vs. external talent objectively. Why CEO role profiles used for succession should be forward-looking and should evolve with strategy changes.

How can a four day week increase productivity while reducing burnout? Why is a four day week working so well for over 300 companies and thousands of employees? My guest on this episode is Juliet Schor, Professor at Boston College and author of “Four Days a Week.” During our conversation Juliet and I discuss: Why, despite decades of labor-saving technology, Americans are working longer hours than ever before. Why rethinking “productivity” is only part of the business case for a four-day week. How work redesign is the key to unlocking both productivity and employee wellbeing. How four-day work weeks dramatically improve retention and make organizations an employer of choice. Real-world examples of four-day work week in tech startups to large manufacturing and even restaurants.

How do you unlock the power of employee experience? Why is a people-first mindset so critical in modernizing HR? My guest on this episode is Assil Omar, VP, People Experience, AbbVie During our conversation Assil and I discuss: Why we should embrace new opportunities as a way to reinvent ourselves and our careers. How AbbVie maintains a unique culture of purpose, performance, and care Why HR practitioners must become students of both human motivation and organizational transformation to drive real impact. Why it’s important to start with the employee experience first when designing systems. Her advice to HR leaders who want to start a people experience team

How can differentiating talent result in real business impact? Why is asking the right questions in workforce analytics so critical? My guest on this episode is Mark Huselid, Distinguished Professor of Workforce Analytics at Northeastern University During our conversation Mark and I discuss: Why most companies do not treat people data as rigorously as financial data—and why they should. The evolution from “critical roles” to “strategic work,” and why success now depends on pinpointing the specific work, not just the job titles, that drive results. Why most organizations over-invest in senior leaders and under-invest in developing early and middle career talent How HR and people analytics teams can bridge the gap with business leaders to ask better questions, not just provide more data. Why AI and workplace data will offer powerful insights—but also introduce risks like bias and outdated assumptions.

How can AI unlock HR’s potential? Why is it important that HR leaders are agile now and in the future? My guest on this episode is Christy Pambianchi, CHRO, Caterpillar Inc. During our conversation Christy and I discuss: How her early career at Pepsi taught her the importance of servant leadership and shaped her approach to HR Why it’s important for an organization to stay focused and never lose sight of why they exist. Why HR leaders need to be present and visible to build trust and hear real feedback from employees. Her optimistic view of AI as a tool for unlocking HR’s full potential Her widely shared LinkedIn post “Letter to My Younger Self” and the five lessons she wishes she learned earlier in her HR career.

How do you create, shape, and strengthen your career brand? Why is showing up in the small moments is key to creating a strong presence? My guest on this episode is Lorraine Lee, Author of “Unforgettable Presence,” Keynote Speaker, Instructor at LinkedIn Learning and Stanford During our conversation Lorraine and I discuss: How she transitioned from her corporate career in tech to becoming an award-winning keynote speaker, LinkedIn instructor, and author. Why adopting a “CEO of your own career” mindset is essential for professional growth How HR leaders build a strong, authentic presence on LinkedIn, even if you’re just starting out. How you can use her EPIC Career Brand Framework to achieve your career goals. How the “Think-Do-Feel Matrix” helps you prepare, understand, and connect with your audience.