Most organizations waste money on L&D technology because they don’t think like investors. We sat down with Kimberly Williams, CEO of Absorb Software, to talk about her unique perspective on learning and development technology. As someone with a private equity background, Kimberly offers a fresh take on how investment thinking can shape smarter decisions in the L&D space.Our conversation covered everything from AI’s role in upskilling to trends driving workforce productivity. Kimberly shared practical advice for leaders making tech investments and gave us a behind-the-scenes look at how organizations can align learning tools with real business outcomes.You will want to hear this episode if you are interested in...How Kimberly’s Background Ties L&D to Investments [2:41]Major Trends Shaping People Tech [3:54]AI’s Role in Upskilling and L&D Tech [6:07]AI Integrating Learning Into Work [8:30]If L&D Is Becoming More Strategic [10:20]Corporate L&D as a Consultative Role [13:10]Creating Measurable Value in L&D [15:20]Exciting Investments in People Tech [28:00]Evaluating Vendors’ Stability and Growth [34:40]Lessons From Mistakes Were Made [42:52]Resources & People MentionedAbsorb SoftwareHarvard Business Review – Article that touches on the “half-life of skills”."Mistakes Were Made (But Not by Me)" by Carol Tavris and Elliot AronsonCoach Mike Krzyzewski (Coach K)Connect with Kimberly Williams Find Kimberly Williams on LinkedInConnect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

Cari Bohley, Vice President of Talent Management at Peraton, talks about solving real workplace problems by focusing on skills. From finding highly specialized talent in competitive markets to helping employees see clear career paths, Cari explains how tools like AI are changing the game. She shares what it takes to turn skills into a practical solution for hiring, retention, and engagement—especially in an industry where the stakes are high. Her story offers actionable insights for tackling challenges in hiring and L&D while proving the value of these efforts to leadership. You will want to hear this episode if you are interested in...Cari’s role at Peraton and its mission-critical focus [0:00]Metrics that make leadership care about skills [1:20]How timing impacts a business case [2:00]Using AI to hire in niche markets [7:07]Boosting retention with clear career paths [13:10]Skills as the foundation for hiring and growth [16:10]Tailoring a business case for leadership buy-in [32:30]What success looks like with skills tools [35:00]Lessons from implementing too quickly [39:06]Why Cari enjoys the “fun” side of HR [40:20]Resources & People MentionedPeratonSeekOutConstellation Research Supernova AwardsConnect with Cari BohleyCari Bohley on LinkedInConnect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

What happens to an organization when learning and development disappears? It’s a question more leaders are facing as L&D teams shrink or are deprioritized, even as the demand for a skilled workforce grows. Michelle Kay, Head of Learning and Development at Albertsons, has a clear answer: the unique expertise of L&D is irreplaceable. Managing learning for over 355,000 associates across one of the nation’s largest grocery chains, Michelle demonstrates how L&D can be a driving force behind business success, even in the face of change and uncertainty.Michelle’s perspective blends optimism and realism as she tackles pressing challenges like AI integration, burnout, and evolving workforce expectations. She explores how L&D functions as a critical link between talent development and business needs, offering tools for long-term growth and innovation.Through her candid insights and stories, she shows how learning teams can remain relevant, impactful, and future-focused—despite the shifting dynamics of the workplace.You will want to hear this episode if you are interested in...How L&D can remain relevant in shrinking organizations [2:10]How generative AI might reduce burnout and simplify work [12:00]Balancing alignment and innovation in L&D leadership [17:22]Why curiosity is key for navigating rapid change [21:00]The unique skills L&D professionals bring to the table [25:55]How to approach AI experimentation in a low-risk way [30:10]What happens when L&D teams partner with AI for growth [33:30]Resources & People MentionedGenerative AI tools (e.g., ChatGPT, AI voice generators):Explore ChatGPT | AI Voice Generators like ElevenLabsMalcolm Gladwell’s Revenge of the Tipping Point audiobookConnect with Michelle KayMichelle Kay on LinkedInConnect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

We had an incredible conversation with Nick Hudgell, Global Head of People Insights at Sanofi, about the transformative power of data governance and AI in HR. Nick shared how his team has built an infrastructure that connects disparate systems, improves data quality, and uses machine learning to unlock insights that genuinely improve employee experiences. From rethinking engagement surveys to launching AI-powered tools like the Sanofi Concierge, Nick made the case for why data is the backbone of innovation in people management.Nick also shared thought-provoking stories about breaking down resistance to change, balancing data privacy with innovation, and navigating the challenges of working in complex, multinational environments.We learned how his team collaborates across functions to streamline data, standardize definitions, and ensure technology is implemented in ways that actually work for employees. The practical examples he provided, from engagement programs to job architecture improvements, highlight the tangible results of getting the data right.We couldn’t have been more energized by Nick’s passion for making data governance approachable and impactful.You will want to hear this episode if you are interested in...Why data governance is crucial for successful AI [1:10]Using the house metaphor to explain strong data foundations [2:36]Nick’s path from psychology student to HR leader [6:00]How Sanofi integrates data governance with HR tech [10:24]Steps to build an effective data governance framework [14:40]Handling siloed HR tech and aligning it with company goals [18:20]Measuring employee engagement program success with data [25:10]What data-as-a-service means for HR's future [31:00]Sanofi’s use of AI to analyze and act on employee feedback [47:00]Why data governance is key to AI and growth [54:20]Resources & People MentionedSanofi Concierge – AI-powered internal assistant tool supporting employees with personalized guidance.Connect with Nick HudgellNick Hudgell on LinkedInConnect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

We had an incredible conversation with Don Taylor and Eglė Vinauskaitė about their report, AI and L&D: Intention and Reality. Their research goes deep into how AI is reshaping learning and development, from streamlining tasks like content creation to enabling strategic integration across organizations. Don and Eglė talked about the fact that AI’s potential goes far beyond efficiency—it’s about solving meaningful business challenges and driving innovation through smarter decision-making.A standout idea was their “immaturity model,” which challenges the notion of linear AI adoption. They explained that success relies on factors like leadership mindset, organizational readiness, and strong cross-functional relationships, rather than following a predictable path.Their advice to start with clear business problems was especially impactful, offering a practical way to cut through AI hype and focus on real value. This conversation is a must-listen for anyone navigating AI in L&D.You will want to hear this episode if you are interested in...The critical need for L&D to look beyond silos [0:45]What the "immaturity model" says about AI adoption [1:10]How Don and Eglė’s perspectives shape AI in L&D [3:40]Why organizations are stuck in AI’s efficiency phase [7:39]How historical mindsets limit L&D’s potential with AI [13:20]Why AI adoption isn’t a linear progression [16:26]The real barriers to embracing AI in L&D [27:10]Starting with the right problem: Key to AI success [35:00]Balancing experimentation with efficiency in AI adoption [44:47]Resources & People MentionedAI and L&D: Intention and Reality by Don Taylor and Eglė VinauskaitėHeather Stefanski, CLO of McKinseyAI and L&D: From Talk to Action (Previous report)Connect with Don Taylor and Eglė VinauskaitėDonald H. Taylor’s websiteEglė Vinauskaitė’s LinkedInConnect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

What happens when AI moves faster than the people who implement it? Christopher Lind, executive advisor and industry expert, shares stories of organizations that got it wrong—sometimes with devastating consequences.From replacing entire teams with AI to accelerating broken processes, the conversation reveals how quickly things can unravel when technology outpaces understanding. At the same time, there’s tremendous opportunity if AI is handled with care.We explored what it takes to keep humans at the center of the work while letting AI handle repetitive tasks. This isn’t about avoiding AI—it’s about understanding how to use it in a way that aligns with our goals, values, and the irreplaceable need for human relationships.You will want to hear this episode if you are interested in...Why AI experts are often the most skeptical [0:56]How generative AI can quickly magnify problems [1:30]Whether AI should serve us or the other way around [2:00]Why measuring AI’s true cost is so tricky [3:20]How you might unknowingly rely on AI daily [8:42]Preparing for the changes AI will bring to jobs [15:00]What happens when automation goes wrong [35:17]How one company’s overuse of AI caused failure [39:10]Whether AI’s logic is misunderstood or alien [44:00]Resources & People MentionedPodcast: Future Focused with Christopher LindRadiolab’s "Shell Game" EpisodeConnect with Christopher LindLinkedIn: Christopher LindConnect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

Cole Napper, FedEx’s Global Head of People Analytics, joined us to explore the real versus ideal roles of AI in HR and people analytics, focusing on practical application and real-world impact. Cole highlighted AI’s current limitations, especially the problem of “anti-productive work,” where technology demands extra effort rather than reducing it. His perspective emphasizes the need for critical thinking in analytics to ensure AI truly serves organizational goals.Cole also talked about the structural improvements required to enhance data quality and discussed how people analytics teams need to evolve for AI to make a meaningful difference. His pragmatic vision challenges the hype surrounding AI and reframes it as a tool to support strategic decision-making rather than an all-encompassing solution.You will want to hear this episode if you are interested in...Introducing our conversation with Cole Napper of FedEx [00:22] Why AI should focus on productive work [02:10] How specialized agents could reshape HR technology and analytics workflows [03:10] Whether we are expecting too much from AI too soon in people analytics [07:00] The disconnect between vendors’ AI promises and actual user experience [08:20] Whether AI is driving value within organizations or merely adding costs [14:00] Why critical thinking is a core skill for leveraging AI in people analytics [17:10] The "Inquisitor and Change Agent" model and how it improves analytics impact [21:10] How AI can evolve from repetitive data tasks to strategic roles [22:00] Whether modular tools and specialized AI agents could be the future [41:30] Resources & People MentionedDirectionally Correct podcast by Cole Napper and Scott Hines"The Alchemist" by Paulo CoelhoNvidiaConnect with Cole NapperCole Napper on LinkedInConnect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

In a captivating discussion, Greg Pryor, author of "The Social Capital Imperative," emphasizes how social capital fuels business success and innovation. He argues that shifting to open, cross-functional networks is essential in today’s work environment. Greg shares practical strategies for fostering connections, highlights how influencers like Post Malone and Dolly Parton can drive change, and explains the crucial role of AI in making network analysis accessible. His insights reveal how relationships can significantly impact career growth and organizational outcomes.

What if your L&D team could shift from merely delivering training to truly driving your company’s strategic goals? In this conversation, we talk with Lisa Christensen, McKinsey’s Director of Learning and Innovation. Lisa takes a refreshingly strategic approach, asking not just how L&D can support learning but “To what end?” She shares how her focus on outcomes over output has reshaped McKinsey’s approach to everything from people analytics to building a strong feedback culture.We also talk about why L&D should embrace experimentation, moving far beyond traditional course delivery to tackle big organizational challenges. Lisa makes the case for L&D to collaborate closely with People Analytics and Legal to ensure that learning initiatives aren’t just reactive but strategically positioned for future growth. Her “no regrets” actions offer useful, bold steps for L&D leaders, inspiring us to see the function as a driver of both human and organizational transformation.You will want to hear this episode if you are interested in...Why McKinsey's L&D team always starts with the question, "To what end?" [1:00]The risk of L&D focusing only on short-term skill needs [15:00]Collaboration with People Analytics transforming L&D's impact [18:00]L&D teams losing their value by sticking to outdated metrics [20:00]What it means for L&D to have an experimental mindset [31:00]How L&D leaders can ensure their department's stability and credibility [37:00]The “no regrets” actions every L&D team should consider right now [43:00]Resources & People MentionedOliver Wyman Report on Workforce FutureMcKinsey’s Learning & Innovation Center of ExcellenceConnect with Lisa ChristensenConnect with Lisa Christensen on LinkedInConnect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

How do you turn a skeptical organization into a believer in the power of Learning & Development? We interviewed Mitchel MacNair, Director of Talent Development and Learning at Crown Castle to find out. Mitchel takes us on a journey from his unconventional background in nuclear engineering and the Navy to leading transformational change in L&D. He tells us how he reshaped Crown Castle’s learning function by aligning it with business strategy, building credibility through data-driven results, and elevating its impact across the organization. You will want to hear this episode if you are interested in...How Mitchel’s background in the Navy prepared him for L&D leadership [4:35]Handling the loss of 50% of the L&D team within Mitchel’s first six months [6:20]How organizational chaos impacts strategic L&D changes at Crown Castle [9:29]Transforming L&D from "order takers" to strategic business partners [10:58]The role of the principal designer in Crown Castle’s L&D success [13:20]Collaborating with other functions to focus on outcomes [15:10]Why obtaining business performance data early is critical for L&D success [18:17]Demonstrating a 192% increase in services sold through L&D programs [23:00]How Crown Castle developed their AI policies [35:10]L&D’s role in Crown Castle's skills strategy and future talent planning [41:00]Resources & People MentionedIs Your Genius at Work by Dick RichardsNick Shackleton-Jones (LinkedIn Thought Leader)Connect with Mitchel MacNairMitchel MacNair on LinkedInConnect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES