Workplace Stories by RedThread Research

Christine Crouch, Senior Director of Learning at General Mills, joins Workplace Stories to discuss a massive shift in how one of the world's legacy food companies approaches talent development. General Mills has recently transitioned to a centralized and integrated learning model.In this episode, Christine lays out one of the clearest cases for centralization we have heard. While efficiency is a benefit, she argues that the true drivers are decision-making power and better data. By unifying the function, General Mills gains a stronger view of learning activity and business needs, creating the strategic infrastructure necessary for the future of work.You’ll hear how Christine’s team manages to be centralized without losing the "local feel" through a robust Learning Business Partner model. She also details how centralization unlocks the ability to correlate learning metrics with talent outcomes like retention and performance. Finally, Christine shares her philosophy on AI, not as a replacement for human connection, but as a tool to elevate the human side of learning.You will want to hear this episode if you are interested in...[06:07] Background on General Mills and its culture.[07:00] The shift from decentralized to centralized L&D.[11:11] How to make centralization feel local to business stakeholders.[18:30] The Learning Business Partner model explained.[21:07] Correlating learning metrics with talent outcomes.[27:58] Managing "rogue purchases" in a centralized model.[34:20] Why AI will elevate, not replace, the human side of learning.[47:35] Piloting AI coaching tools like "Nadia".The Strategic Case for CentralizationFor many organizations, the move to centralize L&D is purely a cost-cutting exercise. However, Christine frames the shift at General Mills as a play for better data and strategic decision-making. A centralized function provides a unified view of the organization's needs, allowing L&D to prioritize investments that drive enterprise-wide capabilities rather than just solving isolated functional problems. As AI accelerates, this strong data infrastructure is what will allow the organization to distinguish between what people actually need to know versus what can be offloaded to technology.The Learning Business Partner ModelCentralization often brings the fear of losing touch with the business. General Mills solves this through the "Learning Business Partner" role, individuals who sit on the leadership teams of specific functions or segments but report back to the central L&D organization. These partners act as a bridge; they understand the HR strategy and business plans of their specific function while ensuring continuity with the broader enterprise goals. They are expected to be performance consultants first, identifying the root problems to solve rather than just taking orders for training.AI: Elevating the Human ElementChristine’s approach to AI is grounded in optimism and human-centricity. She believes AI will not replace the human side of learning but elevate it. General Mills is actively piloting AI for tasks like personalization, automation, and coaching via a tool called "Nadia," which acts as an "always-on" coach. However, Christine emphasizes that deep skill building, like change leadership, still requires human connection, peer discussion, and the ability to "read the room," skills that AI cannot fully replicate. Connect with Christine CrouchChristine Crouch on LinkedIn Connect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

On the latest episode of Workplace Stories, we sit down with Koreen Pagano, author of "Building a Skills-Based Organization," to talk about one of the hottest and most complex topics in the world of work: how organizations can become truly skills-based, and what that really means in today’s rapidly changing, AI-driven landscape. The conversation was loaded with practical insights, candid stories, and wisdom from the front lines of workforce transformation.Koreen shares her journey from ed-tech and product leadership to guiding hundreds of organizations through the maze of skills transformation. We discuss the crucial front-of-house and back-of-house elements, from clear communication and partnership models to building the right data and technology infrastructure. You’ll hear fresh perspectives on using skills data as an early signal for retention, the shifting role of tasks versus skills, and what it means to future-proof your workforce for ongoing change. You will want to hear this episode if you are interested in...[05:17] Skills vs job architecture approaches.[10:04] Navigating skills-based organizations.[14:33] Workforce data challenges with AI.[23:04] Skills over jobs for strategy.[27:04] Building resilient data systems.[34:33] Building trust in skill data.[39:32] Predicting employee retention through data.[45:59] Helping organizations align AI transformation with business goals.Why Skills Still Matter in a “Task-Talk” WorldThere’s a persistent misconception that the age of “skills” has passed and that “tasks” offer a more practical lens, especially with AI in play. Koreen shares how, at a recent industry event, she heard professionals say, “We don’t need to worry about skills, we have to focus on tasks.” But she thinks that it’s misguided to abandon skills just when organizations are barely starting to understand and leverage them.While tasks describe the work to be done, skills reflect the underlying human (and sometimes machine) capabilities that make that work possible. Both are crucial, but without a foundational understanding of your organization's skills, mapping tasks is like building on sand.Front of House, Back of House, and Getting Skills RightWe need to balance “front of house” and “back of house” considerations when building a skills-based organization. Organizations often focus either on external communications, partnerships, and culture (front of house), or purely on technology, data, and infrastructure (back of house), but rarely both. Koreen is unique in straddling the two, and it’s this holistic approach, blending people and process with tech and data, that sets successful organizations apart.The Evolution of Data and the Rise of Skills VerificationOrganizations are beginning to realize that their skills data isn’t just about upskilling or reskilling; it’s tightly connected to business-critical outcomes like retention, performance, and the ability to adapt to market shifts. Koreen shares compelling examples of using skills data to provide early warning on issues like employee retention, demonstrating data-driven HR in action.She also shared her pragmatic “3Vs” model for validating skills data: Validity (how well the data measures what it claims to), Variety (different types of data from varied sources), and Volume (quantity and frequency of data collected). You can make solid business decisions with basic self-reported skills data, but for higher-stakes calls, like hiring, you need much more rigorous, validated information.Jobs, Skills, and the Trap of Static StructuresOften, organizations anchor their skills strategy to their job architecture. Consultants and technology vendors frequently push companies to start by mapping skills to static jobs. We discuss why this is a dangerous place to “end”, because jobs, roles, and the tasks that define them are changing faster than ever, especially with AI in the mix. Koreen advocates for designing skills data that is flexible, lives independently, and can be mapped to jobs and tasks as they evolve, never becoming held hostage by legacy structures.Goals Over TasksPerhaps the most powerful call to action was the need to focus less on micromanaging the “how” (a long list of tasks) and more on the “what and why”, the goals, outcomes, and genuine business objectives. In a future where work is constantly shifting, organizations that empower people around purpose, supported by dynamic skills data, will outperform those stuck mapping today’s tasks to yesterday’s job charts.Building a skills-based organization isn't a project with a tidy endpoint, it’s a transformation. As Koreen reminds us, it’s hard, messy, and as much about culture as it is about data. But for the organizations (and the people) willing to experiment, adapt, and keep skills at the center of strategy, the payoff is a workforce that’s ready for whatever comes next. Resources & People MentionedBuilding the Skills-Based Organization: A Blueprint for Transformation by Koreen Pagano Connect with Koreen PaganoKoreen Pagano on LinkedIn Connect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

In this discussion, Cole Napper, an author and people analytics practitioner, offers bold insights on redefining HR in the age of AI. He highlights the urgent need for HR to shift from a transactional to a data-driven framework. With humor and research, Cole argues that fear, not technology, hinders transformation. He critiques traditional models like Ulrich’s COE, urges organizations to prove their business value, and predicts three potential futures for HR in the next decade. Get ready for a fresh perspective on integrating AI with human strategy!

In this episode of Workplace Stories, we sit down with Lori Niles-Hoffman, global learning strategist, EdTech advisor, and author of The Eight Levers of EdTech Transformation. With over 25 years of experience implementing large-scale learning systems, Lori brings a no-nonsense, deeply human perspective to how organizations can thrive at the intersection of technology, data, and talent.Lori reveals why EdTech success isn’t about shiny tools, it’s about mastering eight foundational levers that determine whether your learning strategy creates value or chaos. From ecosystem thinking to stakeholder management, she explains how leaders can future-proof learning strategies through data, design, and disciplined experimentation.You’ll hear candid insights on how AI is reshaping L&D, not by changing the rules, but by exposing where we’ve been weak all along. Lori also shares why the “backend just got sexy,” and how the next competitive edge won’t come from beautiful interfaces, but from the quality of data and insights driving them.You will want to hear this episode if you are interested in...[00:00] The eight levers shaping EdTech transformation.[06:00] Lessons from 25 years in enterprise learning systems.[09:00] Why most L&D tech investments fail before they start.[14:00] The rise of data literacy and “sexy backends” in learning design.[17:00] Why clean data matters more than new tool.[24:00] A breakdown of the eight levers and how they work together.[29:00] Stakeholder management and ecosystem thinking in practice.[35:00] The new role of AI in exposing weak learning strategies.[39:00] Why skills, not titles, will define the future of learning.[41:00] The human side of transformation: keeping people at the center.The Future of Learning Isn’t About Tech, It’s About LeverageLori’s framework flips the script on how organizations approach learning transformation. Rather than starting with technology, she urges leaders to first clarify their target operating model, data readiness, and stakeholder relationships. The result? Smarter decisions, stronger credibility, and sustainable change.Her book’s eight levers, ranging from content strategy to ecosystem alignment, help leaders navigate the “medium term” (through 2028) of rapid evolution in learning technology. As Lori puts it, the goal isn’t to adopt AI or automation for their own sake, it’s to make learning adaptive, outcomes-focused, and undeniably relevant.Data, Ecosystems, and the “Sexy Backend”Forget fancy dashboards, Lori believes the true revolution is happening behind the scenes. As user interfaces disappear and voice or text prompts replace them, differentiation will come from data governance, interoperability, and predictive insights. The backend, she says, is now where strategy lives.She emphasizes that AI doesn’t change the levers, it exposes their weaknesses. The organizations winning in this new era will be those that invest in clean data, aligned systems, and smart stakeholder engagement.Skills as the Spine of the Future WorkforceAmong the eight levers, Lori highlights skills as the “spine” connecting every other element of learning strategy.She challenges L&D professionals to stop chasing shiny taxonomies and instead treat skills like a supply chain, measured, managed, and constantly replenished. The goal isn’t just mobility or efficiency; it’s resilience.Resources & People MentionedL&D Tech Ecosystem 2020Skills OddysseyLearning Strategy paperLori's bookConnect with Lori Niles-HoffmanLori on LinkedInConnect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

Donald H. Taylor, a seasoned L&D researcher and author, and Eglė Vinauskaitė, Director of Nodes and expert in AI adoption, dive into the seismic shifts that AI is creating in Learning & Development. They discuss how organizations have transitioned from pilot projects to full-scale implementation of AI tools. Key topics include the importance of team culture, the evolution of L&D roles, and the need for strategic partnerships. The conversation also touches on the three transformative futures for L&D: Skills Authority, Enablement Partner, and Adaptation Engine.

In this insightful talk, Peter Manniche Riber, the Digital Learning & AI leader at Novo Nordisk, shares his journey in developing AI-powered learning tools like the Dilemma Coach. He emphasizes the concept of 'believability' as crucial for AI adoption, revealing that employees engage more when they feel a personal connection. Peter discusses the importance of using the right data for effective personalization, balancing privacy with user experience, and how building tools in-house has fostered trust and transparency among users.

On the show this week, Nadia Uberoi, Head of People at Garner Health, joins us to explore how HR can move beyond compliance to become a solution-centric and outcome-driven function, aligning closely with the business’s mission and deliverables.Nadia shares practical details on how Garner Health has developed agile people systems and cultivated a high-candor culture rooted in real-time feedback and organizational transparency. We discuss how conscious alignment between HR and business strategy depends on both robust systems and hiring people with the right agile mindset.You’ll hear more about Nadia’s unique approach to performance management, Garner’s decision to publicly share 360 feedback, and how a culture of candor empowers everyone, not just HR, to take ownership of change. Nadia also offers an inside look at the mechanics of building and scaling an intentional organizational culture, and the lessons she’s learned from fast-growing companies.You will want to hear this episode if you are interested in...[05:16] Aligning HR with business strategy and high candor cultures.[07:28] Seeking CEO buy-in for strategic alignment.[10:37] Balance short-term solutions and long-term infrastructure planning.[13:48] Focus on continuous improvement and clarity of responsibilities.[21:23] Quarterly planning with smaller, manageable initiatives enables better adaptability and faster impact.[29:04] Real-time feedback improved HR-business alignment by enabling quick adjustments.[33:31] Real-time feedback and collaboration enable immediate improvements.[48:22] Intentionally build and systematize culture for business impact.Resources & People MentionedPrinciples by Ray DalioLatticeGarner Health   Connect with Nadia Uberoi Nadia Uberoi on LinkedIn Connect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

Haley Glover, Senior Director of Upskill America at the Aspen Institute, champions a future where skills are valued more than degrees. She argues that skills development is a societal necessity that strengthens communities and economies. Glover introduces the 'All Learning Counts' vision, advocating for portable skills recognition. She also highlights the importance of employer investment in skills for community health and describes the messy but necessary innovation ahead in the skills landscape. Her insights inspire a shift towards a skills-first hiring revolution.

Dr. Serena Gonsalves-Fersch, Global Head of Talent and Academy, shares her refreshingly candid perspective on the evolving role of Learning and Development (L&D) in today’s organizations.You’ll hear her challenge traditional approaches to employee learning, advocate for seamless integration between learning, talent, DEIB, and performance, and call out industry complacency.Serena also shares how her small but mighty team serves 14,000 employees across the globe by staying closely attuned to actual business needs and leveraging the power of data and AI—not just for content creation, but for true predictive insights.Listen in for a fascinating discussion that covers everything from the purpose of L&D, how technology is reshaping talent strategies, to the importance of connecting learning directly to organizational impact.  You will want to hear this episode if you are interested in...[00:00] Integrated learning & talent strategy.[09:10] Rethinking organizational learning approaches.[21:47] Defining HR's role in automation.[29:04] Streamlining your learning and development team.[31:23] Creating GCP learning journeys.[34:49] Diversity, equity, and inclusion (DEI) in workplace policy.[40:34] AI's Role in boosting efficiency and elevating humanity.[47:08] Organizations as continuous learners.Resources & People MentionedCurious Advantage by Paul Ashcroft, Simon Brown and Garrick JonesThe 70:20:10 InstituteLori Niles-Hofmann on LinkedInJay Wetterau on LinkedIn Nigel Paine Learning Technologies Awards Connect with Dr. Serena Gonsalves-FerschDr. Serena Gonsalves-Fersch, FLPI on LinkedIn Connect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

In this episode of Workplace Stories, we sit down with Zane Zumbahlen, Chief People Officer at Wedgwood Veterinary Pharmacy, to explore how vulnerability in leadership can catalyze organizational change.With a 30-year career spanning IBM, CTCA, and global roles in Sweden and Japan, Zane shares candid stories that reveal the power of low-ego, high-confidence leadership. From active listening sessions that rebuilt trust among skeptical managers to structural programs that flipped the risk equation for women leaders, Zane's journey is a masterclass in how HR leaders can move from intention to impactful systems.His approach blends authenticity, experimentation, and a relentless drive to make things better, one conversation at a time.You will want to hear this episode if you are interested in...(00:00) Intro(04:21) How vulnerability accelerates trust and change.(12:45) The real-life risks of emotional leadership.(18:50) Driving systemic transformation from the HR seat.(22:33) A roadmap for active listening that leads to measurable action.(35:10) Building female leadership pipelines in risk-averse cultures.(47:52) Examples of HR-led innovation across global contexts.(56:15) Rethinking how credibility and compassion coexist in leadership.Resources & People Mentioned:Wedgwood Veterinary PharmacyAdam Grant on Personal Branding and TrustConnect with Zane Zumbahlen:LinkedIn: Zane ZumbahlenConnect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES