How can feedback lead to personal and professional growth?Why should HR leaders be more confident in who they are and the value they deliver? My guest on this episode is Lisa Sun, who is an entrepreneur and author, “Gravitas: The 8 Strengths That Redefine Confidence.”During our conversation Lisa and I discuss: Why feedback is a gift that can lead to personal growth and transformation.Why confidence is not about external validation, but about understanding and appreciating your own abilities.How the traditional definition of confidence often leads to a double standard.Why expanding the scorecard of success and redefining the metrics of confidence can create a more inclusive and equitable workplace.Connecting with Lisa Sun: Connect with Lisa Sun on LinkedInLearn more about Lisa’s company, Gravitas and her book.Episode Sponsor: Elevate by Future of HR - Reserve your spot now to learn from 22 top HR thought leaders.Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leaders

This week’s episode is a sneak peek of the 22 HR and management thought leaders that you will be learning from at Elevate by Future of HR starting on October 8th. Each sneak peek will not only provide valuable insights you can apply, but it will also give you an opportunity to learn more about the thought leader themselves. If you are a fan of the podcast, then you know that my mission is to develop the next-generation of HR leaders. And what I try to do each and every week for the past 100+ weeks on the Future of HR podcast is to bring you the best minds in our field… And while you can learn a lot by listening to a podcast conversation with a thought leader…. I believe you can take your learning to the next level by attending and participating in an interactive session with a thought leader. And this is why I created “Elevate by Future of HR” which is a flexible and targeted 3-week program featuring 18 interactive sessions, live Q&As for personalized guidance from the 22 of the best minds in our field. And of course, you will have on demand access to recordings to all sessions through march 31, 2025 so you continue to learn long after Elevate is over. This is an incredible opportunity to accelerate your growth, elevate your career, and amplify your impact with actionable insights and strategies from 22 top thought leaders.You don’t want to miss out on this incredible development experience. Go to elevatebyfutureofhr2024.com and reserve your spot. Here is who you will be hearing from on this episode: Marc Effron • Angelea Lane • Michael Watkins • Sohee Jun • Sergey Gorbatov • Charlene Li • Kevin Cox • Wanda Wallace • Andre’ Martin • Rhonda Morris • Scott Anthony • Amy Kates • Jonathan Hornyak • Dianne Armstrong • Allan Church • Angela Cheng-Cimini • Sandy Ogg • Humera Malik Shahid • Noah Rabinowitz • Ken Keener • Hein Knaapen • JP ElliottEpisode Sponsor: Elevate by Future of HR - Reserve your spot now to learn from 22 top HR thought leaders.Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leaders

Amy Kates, an organizational design expert, consultant, educator, and author of five books, shares her insights into the intricacies of organizational design. She explains that it goes beyond mere org charts to truly shape human behavior at scale. Kates discusses the significance of matrix organizations and managing inherent conflicts. She outlines six common business challenges leaders seek to address through design and emphasizes the critical role that HR should—and shouldn't—play in the process.

Why do organizations need to invest in their employees personal and professional development?How can HR help identify the “enterprise skills” that are most critical to driving value?My guest on this episode are the three authors of “The Talent-Fueled Enterprise - A Powerful Approach to Build Tomorrow’s Workforce” Mike Ohata, Eric Dingler, and Larry Durham. During our conversation Mike, Larry, Eric, and I discuss:Why understanding your organization’s current skills needs and gaps is critical to driving successHow success profiles can be used to identify key attributes, skills, and experiences necessary for roles at all levelsWhy organizations need to recognize and engage with employees as individuals to fully develop their potentialThe importance of identifying, assessing, and validating "enterprise skills" to build tomorrow's workforceHow new technologies and skills marketplaces are challenging traditional HR hierarchies and structuresConnecting with Mike, Eric, and Larry: Connect with Mike Ohata, Larry Durham, Eric Dingler on LinkedInLearn more about the Talent Fueled Enterprise: A Powerful Approach to Build Tomorrow's WorkforceEpisode Sponsor: Elevate by Future of HR - Reserve your spot now to learn from 21 top thought leaders.Next-Gen HR Accelerator - Learn more about this leadership development program for next-gen HR leaders

What really matters when it comes to CEO and executive succession?What role should CHROs play in executive succession?My guests on this episode are Kevin Cox, Founder and President of LKC Advisory and Anthony Nyberg, Director, Center for Executive Succession at University of South Carolina.During our conversation Kevin, Anthony, and I discuss:Why culture is owned by the CEO, not the CHROWhat is the one common mistake that Boards make during the executive succession process and how to fix it.The most important role that CHROs can play in executive succession process. Why CFOs are more likely to be promoted internally than CHROs.Why character, courage, and business acumen are three of the most important traits of successful CHROSConnecting with Kevin and Anthony Connect with Kevin Cox on LinkedInConnect with Anthony Nyberg on LinkedInLearn more about Center for Executive Succession Resources mentioned in this conversation: CEO succession planning playbookCHRO Principles: Responsible Use of AI in OrganizationsEpisode Sponsor: Elevate by Future of HR - Join the Waitlist to learn from 21thought leadersNext-Gen HR Accelerator - Learn more about this leadership development program for next-gen HR leaders

Why do we need to rethink how we value and measure human capital?How can HR influence the business to take a longer term view when making investments in their people?My guest on this episode is Peter Cappelli Professor of Management at The Wharton School and Director of Wharton’s Center for Human ResourcesDuring our conversation Peter and I discuss:Why people are the least important asset according to current financial accounting practices.The real reason companies do layoffs (hint: it is often not about cost savings).What HR leaders can do to better communicate the tangible and intangible costs of layoffs.Why hiring decisions are the most important decisions organizations make.Why companies complain about skills gaps and why a lack of skills is not really the problem.His advice for HR leaders on what they should be doing in 2024 and beyond.Connecting with Peter CappelliConnect with Peter Cappelli on LinkedInLearn more about Peter and his contributions to the field

What is the science behind personality assessments?How can personality assessments improve how you select, onboard, and develop talent in your organization?My guests on this episode are Reece Akhtar, CEO and Co-Founder & Uri Ort, Co-Founder, Deeper SignalsDuring our conversation Reece, Uri, and I discuss:How certain personality factors can predict 30-40% of the variance in engagement scoresHow personality assessments can support onboarding, development, and career progressionWhy personality assessments should be one of several data points when making critical talent decisionsHow Generative AI will impact personality assessments in the futureThe four criteria you need to consider when selecting an assessment partner for your organizationConnecting with Reece Akhtar or Uri OrtConnect with Reece Akhtar or Uri Ort on LinkedInLearn more about Deeper SignalsEpisode Sponsor: Deeper Signals - Click here to get your free Core Drivers assessment!

Angela Lane, VP Global Talent at AbbVie, and Sergey Gorbatov, Talent Executive, discuss the importance of having a clear career vision, building strong networks, and personal branding for career success. They talk about being a 'career visionary,' offering value to build relationships, and understanding the impact of your work. They also share insights on building personal brands and being open to multiple career options for more opportunities and satisfaction.

What happens when you combine two of the best HR podcasts?You are about to find out as the Modern People Leader podcast and the Future of HR podcast have come together for a special episode and to share their insights from over 270 interviews. During our conversation Stephen, Daniel, and I discuss:The “Next-Gen HR Accelerator” program and why it is a game changer in developing next-gen HR leadersThe “What, Who, & How” model of great HR leadersWhy every HR leader should embrace a “Fail Fast, Learn, and Adapt” approach to their workThe definition of a "modern people leader”The value of radical candor in HR and why it mattersWhy early-stage and start-up HR leaders need to move with agility and speedIConnecting with Modern People LeaderConnect with Daniel Huerta or Stephen Huerta on LinkedInVisit the Modern People Leader website Connecting with JP Elliott and Future of HRConnect with JP on LinkedInLearn more about Next-Gen HR AcceleratorEpisode Sponsor: Deeper Signals - Click here to get your free Core Drivers assessment!

Hey Future of HR community, I am could not be more excited to put out my first solo episode to make a big announcement....What is the big announcement?….while I can’t give that away here, but I can give you a hint as the big news is about how I double down on the Future of HR’s mission of inspiring and developing the next-gen HR leaders. After you listen...I would love to hear your thoughts and appreciate your support! Thank you!JPPS - Go to FutureofHR.com for information on the big announcement and to learn more about the "Next-Gen HR Accelerator" program