What does it take to create a championship culture?How can you create a compelling employee experience that drives engagement?My guest on this episode is Shaun Mayo, Chief People Officer, Arizona Cardinals Football ClubDuring our conversation Shaun and I discuss:How he was “drafted” into an HR role early in his careerWhat it is like to be a Chief People Officer in the NFL?How the organization is working to instill a championship culture on and off the fieldHow they are redefining their values and what it means to be a CardinalHis advice for HR leaders who want to redefine their values and cultureWhy believes in creating a compelling employee experience is critical high performance and employee engagementConnecting with Shaun MayoConnect with Shaun on LinkedInEpisode Sponsor:BizLibrary - Where Learning Happens

Entrepreneur and communication expert Gabe Zichermann discusses the importance of effective communication skills for career advancement, the impact of technology distractions on communication, creating 'AHA' moments in presentations, using gamification to develop soft skills, and the value of friendships in the workplace for high performance and engagement.

What skills will be essential in the new workplace?How can you and your organization adapt to the future of work?My guest on this episode is Wagner Denuzzo, Future of Work Expert and Author of “Leading to Succeed: Essential Skills for the New Workplace,” Executive Coach, and HR start-up Advisor,During our conversation Wagner and I discuss:Why he believes awareness, acceptance, and accountability are the keys to success in life and your careerWhat a personal success profile is and how it can help accelerate your careerWhat he calls the five D’s of the new workplace and why they matterWhy he believes we should move away from performance management and move towards “project assessments”His “disruptive” coaching model and how to apply itConnecting with Wagner DeNuzzoConnect with Wagner on LinkedInLearn more about Wagner and Leading to Succeed. 

How can you align your personal purpose with your values? Why is “putting people first” not only the right thing to do, but also a great business strategy?My guest on this episode is Sara Kelly, Chief Partner Officer, StarbucksDuring our conversation Sara and I discuss:How her “personal purpose”has served as her north star throughout her careerWhy she believes that putting people first is critical to business successWhy she believes you should be open to new opportunities and the power of saying “yes.”How Starbucks co-created their new values with input from their partnersHer advice to HR leaders who are updating their organization’s valuesWhy co-creation and an effective listening strategy is helping them to evolve their industry leading benefit offeringsConnecting with Sara KellyConnect with Sara Kelly on LinkedIn

What does it mean to be a coachable leader?How can being a coachable leader future-proof your career? My guest on this episode is Kevin WildeDuring our conversation Kevin and I discuss:Why believes that “leaders teaching leaders” is critical to successful leadership development programsWhy coachable leaders have a different mindset than less coachable leadersWhy being coachable decreases as we age and advance in our careersHow to overcome the seven faulty assumptions that low coachable leaders make How Kevin’s “two question” technique helps leaders seek out feedbackHow to seek out and find a truth teller who can give you candid feedbackWhat most people are doing wrong when receiving feedback and what you should do insteadConnecting with Kevin WildeConnect with Kevin Wilde on LinkedInLearn more about the The Coachable Leader and Kevin’s research

Why is friction both good and bad for your organization How can leaders identify and reduce bad friction?My guest on this episode is Bob Sutton who is an organizational psychologist, professor emeritus at Stanford, New York Times bestselling author, and speaker.During our conversation Bob and I discuss:Why you should think like a “friction fixer” regardless of your positionWhen and how to apply “good friction” to slow things down for better decision makingHow to identify good and bad friction in your organizationWhy empathetic leaders seek out the “friction” in their organizations and then work to reduce itHow to play the “subtraction game” and how it can help your organizationConnecting with Bob SuttonConnect with Bob Sutton on LinkedInLearn more about Bob and his latest book, “The Friction Project”

Why can you ask for a mentor, but you must earn a sponsor?How do you create a culture where leaders invest in mentoring and sponsoring talent?My guest on this episode is Kerrie Peraino, Chief People Officer at Verily, an Alphabet company bringing the promise of precision health to everyone, every day.During our conversation Kerrie and I discuss:The role sponsorship has played in her careerWhy she believes “you can ask for a mentor, but you must earn a sponsor”What she learned from participating in the “the sponsorship effect” research projectWhy sponsorship is one of the greatest retention levers that organizations haveHer advice on creating a culture where leaders invest in mentoring and sponsoring talentHer advice for next gen HR leaders on how to find a mentor and grow that relationship into sponsorshipConnecting with Kerrie Peraino:Connect with Kerrie Peraino on LinkedInLearn more about the Sponsorship Effect: Breaking Through the Last Glass Ceiling

Why is the single biggest barrier to having power…ourselves?How can you, as an HR professional step into your power?My guest on this episode is Jeffrey Pfeffer, Professor of Organizational Behavior at the Graduate School of Business, Stanford University and Author of 16 books including his latest one the “7 Rules of Power - Surprising But True Advice on How to Get Things Done and Advance Your Career”During our conversation Jeffrey and I discuss:Why he believes the single biggest barrier to having power is ourselvesWhy it is important that we own and tell our story, not let others tell it for usWhy he believes that being authentic and/or modest is terrible leadership advice Why networking is a super power and how to do it wellWhy he believes HR needs to raise the bar and step into their powerHis advice on how to deal with difficult leaders in positions of powerConnecting with Jeffrey PfefferConnect with Jeffrey Pfeffer on LinkedInLearn more about the Jeffrey’s books, research, podcast and more

How do you build a leadership pipeline?Why is leadership about jobs to be done and not hierarchy?My guests on this episode are Steve Drotter, Co-Founder and Chairman of the Board and Kent Jonasen, Co-Founder and Global CEO, The Leadership Pipeline Institute During our conversation Steve, Kent and I discuss:The original research that led to the writing of the “Leadership Pipeline” bookWhat differentiates the leadership pipeline framework from traditional competency based leadership models Why leadership is not about leadership, but rather the specific job that needs to be doneThe common traits shared among senior executives who are not chosen for CEO rolesHow the leadership pipeline model can be applied in smaller organizationsThe most common mistakes companies make when implementing the leadership pipeline modelConnecting with Kent Jonasen and Steve DrotterConnect with Kent Jonasen and Steve Drotter on LinkedInLearn more about the Leadership Pipeline Institute Buy the Leadership Pipeline: Building Leaders in the Digital Age

Rhonda Morris, Chief Human Resources Officer at Chevron, shares insights on her career journey and the importance of asking for help. She discusses the need for HR to take calculated risks and practice 'other thinking' to increase their impact. She also emphasizes the importance of building a personal board of directors and learning from failure. Overall, it's a valuable episode for HR leaders looking to make a difference.