Future of HR

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.

Dave Kline, teaching leaders to build great teams, discusses the unique features of the Management Accelerator Program, the six fears leaders face when delegating, and maximizing the impact equation to create value. Also explores challenges of taking over a new team and leveraging HR intelligence for proactive problem-solving.

The “Best of 2023” episode features sixteen don’t miss moments from HR executives and thought leaders who…So, who can you expect to learn from on this episode? Lisa Buckingham, former Chief People, Place & Brand Officer at Lincoln Financial GroupDave Ulrich, Professor at the Ross School of Business, University of Michigan and a partner at The RBL GroupMatt Breitfelder, Head of Human Capital and Partner at Apollo Global ManagementMiriam Ort, EVP & CHRO at C&S Wholesale Grocers & SymboticSam Hammock, EVP & CHRO at VerizonOla Snow, CHRO, Cardinal HealthAndre’ Martin, PhD, Founder of Shift Space and author of “Wrong Fit, Right Fit”Tami Rosen, Chief People Officer at PagayaJay Parker, founder and CEO of Mentorforce Cary Friedman, Global Head of Human Resources at JefferiesMatt Abrahams, a leading expert in communication and author of “Think Faster, Talk Smarter”Mita Mallick, Chief Diversity Officer & Author of “Reimagine Inclusion”Nick Bloom, WFH expert & Professor of Economics at Stanford UniversityAnne Gotte, VP Global Talent, General Mills & Joe Garbus, EVP Global Head of Talent, PVH Corp.Peter Block, author of Flawless Consulting and Partner at Designed LearningChris Scalia, Chief Human Resources Officer, The Hershey Company

Heidi Manna, Chief People Officer at Jazz Pharmaceuticals, discusses how to assess an organization's values in an interview, the impact of operating culture on employee experience, and the development of Jazz Pharmaceuticals' future work model 'Jazz Remix' using data and team collaboration.