Digital HR Leaders with David Green

In this episode of the podcast, my guest is Rob Cross, Professor of Global Leadership at Babson College and author of a brilliant new book “Beyond Collaboration Overload”. In this episode, Rob talks about the number one predictor of performance. It's not actually about how smart you are, but how you act as an energiser across your network. Throughout the episode. Rob and I discuss:How to reclaim 18% to 24% of your time or about one full day per week by reducing collaborative overloadWhat it means to be an energiser and how to use organisational network analysis or ONA to measure energisers and their impact across the organisationHow to use active and passive ONA to tackle pressing business challenges such as designing successful hybrid work and diversity and inclusion initiativesSupport for this podcast is brought to you by Techwolf. To learn more, visit techwolf.ai. Hosted on Acast. See acast.com/privacy for more information.

In this episode of the podcast, which sees Dave Ulrich taking my usual host chair and Jonathan Ferrar and I answering Dave's questions, we discuss some of the key messages from Excellence in People Analytics and the Nine Dimensions for Excellence in People Analytics that we write about in the book. We also talk about the traditional HR function’s attitudes towards analytics, the skills the future HR professional needs and how more broadly people analytics will support a new approach to careers and upskilling for the organisation. Throughout the discussion, we also cover several case studies from the likes of Microsoft, Nestle and FIS. Support for this podcast is brought to you by Techwolf. To learn more, visit techwolf.ai. Hosted on Acast. See acast.com/privacy for more information.

Of the companies Jonathan Ferrar and I researched and included in our recently published book Excellence in People Analytics. One that really stood out was Microsoft. It is one of the best examples of scaling people analytics to provide value for employees and the business. I am especially delighted, therefore, that Microsoft's Chief People Officer, Kathleen Hogan is my guest on this week's episode of the podcast.In our conversation, Kathleen and I discuss: How HR is a strategic partner to the business at Microsoft How Kathleen has worked closely with CEO Satya Nadella, to develop the culture at Microsoft over the last five years The role of people data in supporting decision-making and busting myths The impact of continuous learning How a daily pulse of two and a half thousand employees has helped shape Microsoft's approach to hybrid workingThis episode is a must listen for anyone interested or involved in people strategy, culture and inclusion. So that's business Leaders, Chief HR Officers and anyone in a people analytics, learning, talent management or HR business partner role. Hosted on Acast. See acast.com/privacy for more information.

My guest on this week's episode of the podcast, Toon Van der Veer, is the Global Vice President of People Continuity at AB InBev and a strong proponent of using data, analytics and artificial intelligence in people management. As Toon explains to me in our conversation, data provides HR professionals with countless opportunities. And this is certainly proving to be the case with the innovative work he is leading at AB InBev.In our conversation, Toon and I discuss: How AB InBev brings data to talent conversations The importance of focusing on adoption and change management Why a "You spoke. We listened. We acted." approach is a critical element of employee listening How companies should approach the measurement and utilisation of skills dataThis episode is a must listen for anyone interested or involved in people analytics, employee experience, and HR tech, so that is CHROs and anyone in a people analytics, workforce planning, or HR business partner role.Support for this podcast is brought to you by AG5. To learn more, visit www.ag5.com. Hosted on Acast. See acast.com/privacy for more information.

In research we undertook last year at Insight222, to investigate the future of workforce planning, nearly all of companies surveyed (90%) expressed the desire to build a skills-based workforce planning process.However, only a quarter of companies just 26% were actively doing so. One company that is successfully harnessing skills data to inform workforce planning and learning and to drive business outcomes such as safety compliance and productivity is Tata Steel. My guest on this week's episode of the podcast is Joanne Kuipers, manager at the Tata Steel academy based in the Netherlands.In our conversation, Joanne and I discuss: How Tata Steel visualises skills data and makes it actionable for managers The key considerations in a build versus buy approach to closing skills gaps The public private approach to up-skilling and re-skilling in the Netherlands How companies should approach the measurement and utilisation of skills dataThis episode is a must listen, for anyone interested or involved in operationalising skills data to support learning and consequently benefit the business and the workforce. So that is CHROs and anyone in a learning people, analytics, workforce planning, or HR business partner role.Support for this podcast is brought to you by AG5. To learn more, visit www.ag5.com. Hosted on Acast. See acast.com/privacy for more information.

By 2025, 50% of all employees will need to be re-skilled, according to the World Economic Forum's future of jobs 2020 research. The same study predicts 97 million new jobs will emerge and 85 million will be displaced by a shift in labour between humans and machines. Most commentators believe that the pandemic has only accelerated this progress. It is not surprising, therefore, that skill availability is high on the CEO’s agenda. Recent research by McKinsey highlights that 79% of CEOs are concerned about skill availability impacting, innovation, cost, quality and growth.My guest on this week's podcast is Rick Van Echtelt, The Founder and CEO at AG5. Through their software AG5’s mission is simple, to visualise and close skills gaps. Rick and his team do this by essentially providing an accounting system for skills, which aggregates data from multiple systems, maps current skills, tracks progress towards learning new skills and identifies some missing skills needed to future-proof the organisation.In our conversation, Rick and I discuss: The challenges involved in getting a handle on skills data The value of measuring skills data and how companies should approach it How having a skills based view provides multiple benefits How AG5 helps clients visualise and close skills gapsThis episode is a must listen for anyone interested or involved in creating a workforce planning, learning and recruiting tool. So that is CHROs and anyone in a people analytics, learning, workforce planning, talent acquisition or HR business partner role.Support for this podcast is brought to you by AG5. To learn more, visit www.ag5.com. Hosted on Acast. See acast.com/privacy for more information.

The guest on this week's episode is Tertia Wiedenhof, Global Leader and Product Owner for the People Analytics and Insights Team at Rabobank. To reflect the advance of new technology, the changing needs of customers, the emergence of new competitors and changes in the way we work, Rabobank is shifting to agile ways of working as it transforms into a fast moving, digital co-operative bank. HR at Rabobank was one of the early adopters in embracing agile, but what does this actually mean to the work of HR? What does it mean to the approach to people analytics, both in the way the function is set up and the focus of its work?In our conversation Tertia and I discuss: How the shift to agile has intensified the focus on employee experience How the people analytics team is set up and how it collaborates with the business The impact the move to agile has had on the HR operating model How to design, test and iterate products with and for employees The changes in skillsets required to flourish with agile ways of workingThis episode is a must listen for anyone interested or involved in business transformation, new ways of working and employee experience. So that is Business Leaders, Chief HR Officers and anyone in a People Analytics, Organisational Design, Culture, Learning, Employee Experience, or HR Business Partner role.Support for this podcast is brought to you by AG5. To learn more, visit www.ag5.com. Hosted on Acast. See acast.com/privacy for more information.

As Ron Friedman, my guest on this week's episode, explains, we have been taught for generations that there are two ways to succeed either from talent or practice, the latter popularised by Malcolm Gladwell in his book Outliers.In his new book, Decoding Greatness, Ron describes a third path. One that has quietly launched icons in a wide range of fields from artists, writers and chefs to athletes, inventors and entrepreneurs and one that would be applied widely to learning in the workplace, the path of reverse engineering. Ron is a social psychologist whose main focus is on helping people succeed faster. He is a frequent contributor to publications like Harvard Business Review, Psychology Today and Forbes. Ron’s first book, The Best Place To Work, The Art and Science of Creating an Extraordinary Workplace, which we also discuss in our conversation, was named a Business Book Of The Year by Inc.In our conversation, Ron and I discuss: The differences between learning through talent practice and reverse engineering How to harness the power of reverse engineering and boost your career Why the three key psychological needs of autonomy, competence and relatedness are at the heart of employee engagement and performance How to learn and acquire new skills How to optimise for workplace relationships and work environments in a hybrid futureThis episode is a must listen for anyone interested or involved in creating a culture of performance and continuous learning. So that is Business Leaders, CHROs and anyone in a people analytics, culture, learning, employee experience or HR Business Partner role.Support for this podcast is brought to you by AG5. To learn more, visit www.ag5.com. Hosted on Acast. See acast.com/privacy for more information.

The transformation that Steven Baert is leading as Chief People and Organisation Officer at Novartis, in shaping culture and leadership to a re-imagined medicine is hugely impressive. As Steven explains in this week's episode of the podcast, Novartis is successfully fuelling a scientific and entrepreneurial spirit of the company through its inspired, curious and un-bossed culture. This equips the people closest to the customer or product with the freedom to own the important decisions about their work for themselves. Novartis is also empowering their people by re-imagining its approach to performance management. As one of the worlds foremost science companies, that is entirely fitting that Novartis has taken a scientific approach to diagnosing, developing, trialling and productising its approach to performance management.In our conversation Steven and I discuss: How he partners with CEO Vasant Narasimhan and the rest of the executive team at Novartis The concept of un-bossing and what that entails for leaders How Novartis has diagnosed that their previous performance management culture was a point of friction for employe How Novartis has taken a scientific approach to re-imagining performance management involving 16,000 people The four elements of the new approach to performance management, encompassing objectives, feedback, recognition and rewardThis episode is a must listen for anyone interested or involved in the role of organisational culture and performance. So that is Business Leaders, Chief HR Officers and anyone in a Strategy, People, Analytics, Culture, Employee Experience or HR Business Partner role.Support for this podcast is brought to you by Quantum Workplace. To learn more, visit www.quantumworkplace.com/digitalhr. Hosted on Acast. See acast.com/privacy for more information.

AT&T is the world's largest telecommunications company and it is in the midst of a major business and organisational transformation. As part of this AT&T is evolving its performance culture towards a more agile approach based on the notion of Kind Candor. My guest on this week's episode, Melissa Corwin, is The Vice President for Employee Experience and she is overseeing the development of the new performance culture. As you will hear, this is an impressive, well coordinated strategy that is supported across the organisation and tied closely to improving outcomes for the business, employees and AT&T’s customers.In our conversation, Melissa and I discuss: The impact of AT&T's business transformation on culture and behaviours The key components of the new performance culture The importance of Kind Candor and we look at the expected outcomes of the new performance culture.This episode is a must listen for anyone interested in or involved in the role of performance culture and performance management in business transformation. So that is Business Leaders, Chief HR Officers and anyone in a Strategy, People Analytics, Culture, Employee Experience or HR Business Partner role.Support for this podcast is brought to you by Quantum Workplace. To learn more, visit www.quantumworkplace.com/digitalhr. Hosted on Acast. See acast.com/privacy for more information.