Future of HR

How can you define success on your terms?Why is it so important to invest and bet on yourself?My guest on this episode is Sohee Jun, PhD, Leadership Coach, Bestselling Author, and Leadership Development ExpertDuring our conversation, Sohee and I discuss the following:Why she left her corporate leadership role and started her own businessWhy “Launch, Learn, and Iterate” should be your personal innovation philosophyHow to master your inner game and define success on your termsHow to manage up and why it matters for your careerConnecting with Sohee:Sohee Jun, PhD on LinkedInSohee’s website

How can human-centered design improve your employee experience?Why is wellness important in enabling high performance?My guest on this episode is John Foster, ex-Hulu & IDEO, CHRO and Founder Gamut LabsDuring our conversation, John and I discuss the following:Why HR leaders need to think like architectsWhy you should prototype your HR solutionsThe four key elements of human-centered design and how to apply them to your organizationWhy he believes wellness is the foundation for human performanceHis advice on maintaining wellness for HR professionalsResources:Gamut Labs: John’s platform to advise companies and build tools that help people learn and growBe True - connect with John to get access this resourceConnecting with John:John Foster on LinkedIn

What characteristics define the best leaders?How can you lead with purpose and passion?My guest on this episode is Anne Gotte, VP Global Talent Management, Bumble Inc.During our conversation, Anne and I discuss the following:Why she believes early in your career “you have everything to learn” but nothing to proveThe four capabilities that differentiate the best talent management leadersWhy it is important to align your career decisions with your valuesWhat makes Bumble’s culture different than anywhere else she ever has workedThe female leaders she admires the most and why

How do you build authentic relationships that lead to trust?Why is it more important to be effective, than right when it comes to equity and inclusion?My guest on this episode is James Fripp, Chief Equity and Inclusion Officer, Yum! BrandsDuring our conversation, James and I discuss the following:Why you should seek out mentors who are different, not similar to youHow to build authentic relationships that lead to trust and a culture of belongingWhy he is a business partner first and an equity and inclusion practitioner secondHis advice for how new Chief Equity and Inclusions Officers can make an impact in their first six months

How can you become a talent scout?How do you develop a point of view on how you identify and assess talent?My guest on this episode is Jim Shanley, The Shanley GroupDuring our conversation, Jim and I discuss the following:The seven leaders who influenced his talent philosophy and his leadership styleWhy the best leaders are talent scouts and how to become oneThe “five question test” he uses to make a hiring decision…and why it works every timeHow to go farther and faster in your HR career

How do you learn to become more resilient?What is the right and wrong way to think about setbacks in your career?My guest on this episode is Suzanne Myers, CHRO at ArcosaDuring our conversation, Suzanne and I discuss the following:How being a talent acquisition leader prepared her to become a CHROWhy your employer value propositions should have three layersHow to be resilient and overcome career setbacksWhy communication skills are the foundation for career success

Why is defining potential so difficult to do?What are the three types of potential and when should you use them?My guest on this episode is Allan Church, PhD, former SVP, Global Talent Management for PepsiCo.During our conversation, Allan and I discuss the following:Why the job you think is the “worst” might actually be the “best” for youThe three types of potential: why they matter and when to use themPepsiCo’s GREAT5 leadership model and how it applies at different stages of your careerWhy communicating potential ratings will increase, not decrease employee engagementBooks & Resources Discussed:The High Potential's Advantage: Get Noticed, Impress Your Bosses, and Become a Top Leader by Jay Conger & Allan ChurchThink Outside the 9 Box by Allan Church, PhDConnecting with Allan:Allan Church, PhD on LinkedIn

How can taking initiative accelerate your career?Why is experimenting the key to learning?My guest on this episode is Humera Malik ShahidDuring our conversation, Humera and I discuss the following:Why you should follow your passion and not be afraid to take risksHow to land your dream job in the techWhy you should evaluate your personal and professional goals every yearHer advice for aspiring Chief Diversity, Equity, and Inclusion Officers

What is your reputation and how it is impacting your career?How can you be a positive networker, especially early in your career?My guest on this episode is Angela Lane, VP Global Talent, AbbVieDuring our conversation, Angela and I discuss the following:What Angela learned pivoting from a generalist into a specialist roleAngela’s Career Edge model and how to leverage it for successHow to manage your reputation to achieve your career goalsHow to network when you are early in your careerHow to give feedback and why it is an important skill for HR professionalsBooks & Resources Discussed:The Edge You Need - Angela Lane and Sergey Gorbatov’s excellent website that will help you get an edge in your career, performance, and cultureThe Ten Behaviors of the “Positive Networker”

Why are your skills and experiences more important than your college degree?How is technology transforming the future of learning?My guest on this episode is Molly Nagler, Chief Learning Officer, PepsiCo.During our conversation, Molly and I discuss the following:Molly’s non-traditional career path from copy editor to Chief Learning OfficerHow technology is transforming learning and development functionsWhy Chief Learning Officers of the future will be both anthropologists and technologistsMolly’s advice on how to make a successful career pivot outside of your industryWhy skills and projects, not pedigree or roles will define the future of HR