Inspiring the next generation of HR Leaders

How can a culture of inclusion enables high performance? Why is data so important to understanding and measuring inclusion?My guest on this episode Is Dane Holmes, CEO & Co-Founder, Eskalera and former head of Human Capital, Goldman SachsDuring our conversation, Dane and I discuss: Why he believes organizations need to invest more in their HR professionals How inclusion activates others to bring out their best performance The biggest mistakes organizations make when thinking about inclusion and belonging Why mutual value exchange is a difference maker in collecting actionable data from your workforce Why he believes the CHRO position is one of the most important roles in the C-Suite Connecting with Dane:Dane Holmes on LinkedInEskalera - Employee Empowerment Software Built to Scale

How does your company create value for your customers?How can you develop a talent strategy that is future-proof?My guest on this episode is Vicki Walia, Ph.D & Head of HR Business Partners for the US Insurance and Retirement, Prudential FinancialDuring our conversation, Vicki and I discuss: Her advice for next generation HR leaders on how to stay relevant with their capabilities and in their careers How do develop a dynamic talent strategy for your organization Why people leaders are pivotal in the future of work How HR leaders can become more data-driven and data fluent How to use data to influence and guide business leaders to make decisions

What is your “Why” and how can you bring meaning and purpose to the work you do each day? My guest on this episode is Damon Porter, CHRO, Grange Insurance During our conversation, Damon and I discuss: Why the best HR leaders have the ability to influence without authority Why it is important that HR leaders connect to their personal “why” and purpose Why he believes F.L.E.X. is the key to finding success in your career Damon’s practical advice on how to find a sponsor or mentor How to assess if you will be a good fit for an organization’s culture during the interview process

Why is being a versatile leader so important to your career success How can you develop and scale future ready leaders for your organization? My guest on this episode Is Rob Kaiser, Leadership Development Expert and President, Kaiser Leadership Solutions During our conversation, Rob and I discuss: Why being a leader today is more challenging than in the past How leaders can develop empathy and why it matters Why the best leaders “check in, before they check on” How to improve your leadership versatility Why you should focus on your improving weaknesses, not your strengths Connecting with Rob: Rob Kaiser on LinkedIn Kaiser Leadership Solutions - Leadership Consulting Resources: The Accountability Crisis - Talent Quarterly Books by Rob Kaiser on Amazon

What role does HR play in helping your company succeed in the marketplace? Why should you take an “outside-in” approach to building your talent strategy? My guest on this episode Is Dave Ulrich, Rensis Likert Professor at the Ross School of Business, University of Michigan and a partner at The RBL Group During our conversation, Dave and I discuss: Why HR is not about HR Why your talent strategy needs to start with the one simple question Dave’s advice to next-gen HR leaders on how get promoted faster than your peers Why the expectations for HR are rising and how we can respond How the best leaders use data and their intuition to make decisions Connecting with Dave: Dave Ulrich on LinkedIn RBL Group - Building human capability that delivers business results. Resources: Financial Intelligence: A Manager’s Guide to Knowing What the Numbers Really Mean by Karen Berman & Joe Knight Finance for Nonfinancial Managers, Second Edition by Gene Siciliano

What differentiates high performing teams from low performing teams? How can you build highly effective teams that deliver results? My guest on this episode Is Gordy Curphy, Leadership & Team Effectiveness Expert; Managing Partner at Curphy Leadership Solutions During our conversation, Gordy and I discuss: Why team leaders are the biggest barriers to effective teamwork and what to do about it? Why only 20% of teams are high performing? Why most teams are “hybrids” that must have individual goals and collective goals? Why the teams with the best talent wins is a fact, not a myth How HR leaders can elevate their organization’s ability to building high performing teams? Connecting with Gordy: Gordy Curphy on LinkedIn Curphy Leadership Solutions - Experts in assessing leaders and teams Resources: Article: On the Folly of Rewarding A While Hoping for B by Steve Kerr

How can you be more innovative and stop relying on yesterday’s playbook? Why is it important that you define the future of work for your organization, and your organization alone? My guest on this episode Is Greg Till, Chief People Officer, Providence Health System During our conversation, Greg and I discuss: Why he attributes his early career success to being “outcome” focused What he learned about leadership and culture during the pandemic Why he believes flexibility is the new engagement capital Why key demographic trends will only increase the war for talent in the future How asking questions like “why not” can drive innovation

What does “staying true to yourself” mean to you? How can you balance a demanding career and thrive as a working parent? My guest on this episode is Daisy Dowling, Founder & CEO of Workparent and author “Workparent: The Complete Guide to Succeeding on the Job, Staying True to Yourself, and Raising Happy Kids” During our conversation, Daisy and I discuss: Why she went into HR after getting her Harvard MBA What she learned about coaching leaders while at Goldman Sachs, Morgan Stanley, and Blackstone Why she thinks the best talent leaders are “barrier breakers” who help people to unlock their potential Why she asks her coaching clients to define their professional and parenting brand? Why every working parent should have an “already done” list to track their daily accomplishments Her advice for how HR professionals can balance our demanding careers and succeed in their personal lives Connecting with Daisy: Daisy Dowling on LinkedIn Workparent - Support and solutions for all working parents Resources: Why Did We Ever Go Into HR: Harvard Business Review article by Matthew D. Breitfelder and Daisy Dowling

When it comes to culture change, why is it important to be thinking renovation and not transformation? What role do influencers, energizers, and detractors play in culture change? My guest on this episode is Kevin Oakes, CEO and Co-Founder of the Institute for Corporate Productivity (i4cp) and author of “Culture Renovation: 18 Leadership Actions to Build an Unshakeable Company” During our conversation, Kevin and I discuss: Why defining “culture” is less important than taking action to change it Why he thinks every organization should have a “kill the company committee” and how it can drive innovation and culture change Why the first step in culture renovation is to deploy an effective listening strategy How to identify the influencers, energizers, and blockers that are critical to culture renovation How onboarding program designed to build relationships can supercharge your culture Why he believes more Chief People Officers will come from outside the function in the future Connecting with Kevin and i4cp: Kevin Oakes on LinkedIn Institute for Corporate Productivity (i4cp) Resources: Culture Renovation: 18 Leadership Actions to Build an Unshakable Company Hit Refresh by Santa Nadella

How can you build a human-centered tech-enabled work culture? Why should your talent strategy always come before your tech strategy? My guest on this episode is Larry McAlister, three-time Head of HR and #1 International Best Selling Author of “The Power to Transform: A Field Guide to Building a Human-Centered, Tech-Enabled Work Culture” During our conversation, Larry and I discuss: His advice on how to interview and select your future boss What HR leaders are getting wrong about HR technology How to build an HR tech strategy that aligns to your talent strategy His “1-2-3” model to enable managers to drive high performing teams The key elements of human-centered design Connecting with Larry Larry McAlister on LinkedIn Corporate Humanist Consultancy