Digital HR Leaders with David Green

In this episode of the podcast, my guest is Kat Kennedy, the Chief Experience Officer of Degreed, where she has overall responsibility for product and technology. Kat was employee number three at Degreed and since she joined in 2012, the company has enjoyed phenomenal growth and created an entire new category in the HR technology market with its learning experience platform or LXP. As Kat outlines in our conversation, Covid-19 has accentuated the importance of re-skilling, up-skilling and learning.In our conversation Kat and I discuss: The challenges in running a fast growing HR Tech company Creating the new LXP category and being a female leader in tech Why it is crucial to use data and analytics in learning and development How learning, careers and mobility are all coming together into one personalised platform, AKA the talent marketplac What we can learn from organisations who are combining learning, analytics and skills togetherwe The future direction of the learning and development fieldThis episode is a must listen for anyone interested or involved in learning skills and the technology that supports it. So that is Business Leaders, CHROs, Chief Learning Officers and anyone in a People Analytics, Learning, Workforce Planning or HR Business Partner role.Support for this podcast is brought to you by Degreed. To learn more, visit https://degreed.com/. Hosted on Acast. See acast.com/privacy for more information.

In this episode of the podcast, my guest is Gianpiero Petriglieri, who is the Associate Professor of Organisational Behaviour at INSEAD, and an expert on leadership and learning in the workplace.Gianpiero has chaired The World Economic Forum’s Global Agenda Council on new models of leadership and is listed among the 50 most influential management thinkers in the world by Thinkers 50. His work explores how and where people development sustains the personal foundations and professional abilities to exercise leadership mindfully, effectively and responsibly.Gianpiero’s studies highlight the psychological, social and cultural functions of leadership development and his teaching methods provide an example of how to perform those functions purposely for the benefit of individuals, organisations and society at large. His research has appeared in academic journals, media and business journals, like the Harvard Business Review, where five of his essays have been included among the ideas that shaped management in the last decade.In our conversation, Gianpiero and I discuss: Why organisations are struggling to embed a culture of lifelong learning The differences between cognitive learning and socio-emotional learning and why organisations need to make room for both The role of technology in supporting the development of skills Examples from companies like Schneider Electric and Lego who have developed culture and environments where learning can thrive The role of the Chief Learning Officer and whether it should sit within HR or report directly to the CEOThis episode is a must listen for anyone interested or involved in learning, skills and leadership development, either from an individual or company perspective. So that is Business Leaders, CHROs, Chief Learning Officers and anyone in a People Analytics, Workforce Planning or HR Business Partner role.Support for this podcast is brought to you by Degreed. To learn more, visit https://degreed.com/. Hosted on Acast. See acast.com/privacy for more information.

The guest on this week’s podcast is Lynda Gratton. Lynda is a Professor of Management Practice at The London Business School where she directs Human Resource Strategy in transforming companies, which is considered one of the world's leading programs on Human Resources. Lynda is also the founder of HSM, the research consultancy and has written extensively on the future of work, the role of corporations and the interface between people and organisations. Lynda's most recent book, The New Long Life, A Framework for Flourishing in a Changing World, was published at the end of May and we will talk a little bit about that in this episode.In our conversation, Lynda and I also discuss: What we have learned about people, organisations and the impact of remote working on collaboration during the pandemic The new skills, behaviours and mindsets individuals need to thrive in the future of work How to make reskilling stick within organisations How individuals, organisations, and governments can navigate the challenges of a hundred year life The role of HR and learning teams to help drive the reskilling and learning agendaThis episode is a must listen for anyone interested or involved in learning and skills, either from an individual or a company perspective. So that is Business Leaders, CHROs, Chief Learning Officers and anyone in a People Analytics, Workforce Planning, HR Tech or HR Business Partner role.Support for this podcast is brought to you by Degreed. To learn more, visit https://degreed.com/.  Hosted on Acast. See acast.com/privacy for more information.

We’re kicking off an exciting autumn season of the Digital HR Leaders podcast today with a special bonus episode featuring Diane Gherson, discussing how IBM has infused AI and analytics into HR. During her time as CHRO, Diane led the redesign of all aspects of IBM’s people agenda and management systems to shape a culture of continuous learning, innovation and agility. She has also digitally transformed the HR function, incorporating AI and automation across all offerings resulting in hundreds of millions of dollars of net benefits. Every field needs its standard bearers and ever since taking the reins as CHRO in 2013, Diane has been a pioneer, taking the HR profession to a new level and was deservedly recognised as the HR Executive of the year in 2018.In our conversation Diane and I discuss: How IBM has created a marketplace for talent, encompassing skills, personalised learning, career management and internal mobility A company wide jam that Diane initiated to support initiatives around returning to new ways of working at IBM The practical examples of how infusing AI and machine learning into HR programs can deliver significant value to the business and employees What HR needs to do to drive more value in the post-crisis world and why its the model for leaders and organisations to thrive in the twenty first century.This episode is a must listen for anyone interested in how to set up the HR function to deliver significant value to the business and its workers, so that is Business Leaders, CHROs, Chief Learning Officers and anyone in a People Analytics, HR Business Partner or Talent Acquisition role. Hosted on Acast. See acast.com/privacy for more information.

Welcome to the fifth of our series of summer special episodes of The Digital HR Leaders Podcast that collectively provide an outside in perspective on HR.People Analytics is the fastest growing part of HR and prior to the arrival of the COVID-19 pandemic, was named by HR practitioners themselves as one of four trends in LinkedIn's annual global talent trends report that were most likely to impact on how their organisations hire, develop and retain their workforces in 2020. During the crisis People Analytics has been further elevated as companies strive for insights and data to drive employee safety and wellbeing, understand the impact of remote work and create their return to  the workplace plans. Many practitioners and leaders in the People Analytics space have no previous experience of working in HR.My guest on this week's episode of The Digital HR Leaders Podcast is Sophie Rwegera Khadhraoui. When she took on the challenge of setting up the People Analytics function at the International Committee of the Red Cross in 2017, Sophie had a background in Finance, and Operations, but not HR. Sophie quickly established that in a humanitarian organisation, the key people related requirement is to ensure the right people are on the ground at the right time to support the ICRC’s critical humanitarian work in conflict zones.In our conversation, Sophie and I discuss: How she set up the People Analytics function, identified priorities and delivered the first use cases How the team evolved and developed its skills over the three years Sophie was at the helm Tips for other People Analytics Leaders who run small teams The steps Sophie took to help up-skill the wider HR community at the International Committee of the Red Cross How her experience in People Analytics is supporting her in her new role as HR Partner for the Near and Middle East Region at the Red CrossThis episode is a must listen for anyone interested in how to set up and develop a People Analytics team and the unique challenges involved in leading a small team in a humanitarian organisation. So that is CHRO’s, Senior HR Leaders and anyone in a People Analytics or HR Business Partner role.Support for this podcast is brought to you by Insight222. To learn more, visit https://www.insight222.com. Hosted on Acast. See acast.com/privacy for more information.

Welcome to the fourth of our series of summer special episodes of The Digital HR Leaders Podcast that collectively provide an outside in perspective on HR. In many respects the COVID-19 pandemic is essentially a people crisis and it has been heartening to witness that many organisations we work with at Insight222 have put the safety and wellness of their workforce at the centre of their response to the crisis. However, multiple studies show that an alarming majority of employees are actively disengaged and un-motivated. They are not helping their organisations and by suppressing what neuroscientists call “our seeking systems” organisations are not helping their employees by focusing on making work routine instead of creative and joyful.Our guest for this week's episode is Dan Cable, Professor of Organisational Behaviour at London Business School. Dan explains that because we spend most of our waking hours at work, his mission is to spend his working hours trying to understand how people can feel like work is part of their real life, rather than the long commute to the weekend.In our conversation Dan and I discuss: Why biology as opposed to lack of motivation causes the malaise of workplace disengagement How by galvanising three triggers, leaders can activate their employees seeking systems and drive exploration and learning How HR can use job crafting to drive engagement, stimulate learning, create innovation and essentially enable people to bring their best selves to work A three-step process for people to stimulate their full potential as outlined in Dan’s upcoming book, Exceptional.This episode is a must listen for anyone interested in how neuroscience can help drive culture, engagement and wellness in their organisations. So that is Business Leaders, Organisational Psychologists, Chief HR Officers, Senior HR Leaders and anyone in a People Analytics or HR Business Partner role.Support for this podcast is brought to you by Insight222. To learn more, visit https://www.insight222.com. Hosted on Acast. See acast.com/privacy for more information.

Welcome to the third of our series of summer special episodes of The Digital HR Leaders Podcast, providing an outside in perspective on HR.The brutal killing of George Floyd at the hands of the Minneapolis police on May the 25th has unleashed a sustained and unparalleled wave of protests around the world. This terrible incident highlighted once again, the scourge of racial injustice and the responsibility we all have to speak up against discrimination in any of its ugly and reprehensible forms. We all need to commit to help to drive change in our companies, in our HR and People Analytics communities and in our societies.The guest on this episode of the podcast is Diversity Strategist, Torin Ellis, who has worked with companies ranging from small 20 person startups to some of the biggest multinational companies, to help them identify inhibitors that stall the consistent achievement of the diversity, equity and inclusion objectives achieved through recruitment.We start our discussion with the glaring injustices that the killing of George Floyd, once again, highlighted and then transition to how HR and recruiting professionals can support their organisations to be truly inclusive and equitable by following a simple and purposeful mantra, focus on people.In our conversation Torin and I discuss: How the killing of Mr Floyd and the process that it has inspired made Torin and other black people he knows feel What those of you listening can do to help make a difference Why true diversity, inclusion and equity results require leadership, un-wavering support and above all a focus on people Why hiring managers are at the crux of progress and how data can reveal some uncomfortable truths Examples of companies, including Nike and Allovue, who have created more inclusive organisationsThis episode is a must listen for anyone interested in how to embed diversity in their organisations to create more inclusive and equitable workplaces. So that is Business Leaders, CHROs, Senior HR Leaders and anyone in a People Analytics, HR Business Partner or Talent Acquisition role. Support for this podcast is brought to you by Insight222. To learn more, visit https://www.insight222.com. Hosted on Acast. See acast.com/privacy for more information.

The COVID-19 crisis is testing our political leaders like they have never been tested before. Leaders who appear to score high on narcissism and low on empathy are failing dismally. It is interesting that those political leaders, especially female leaders, who combine competence, transparency and empathy and are using data and science to inform their decision making appear to be performing much better. The brilliant Tomas Chamorro-Premuzic is my guest on this week’s episode of the podcast. Tomas is an international authority in psychological profiling, talent management, leadership development and people analytics. Tomas has also written 10 books including his most recent, “Why Do So Many Incompetent Men Become Leaders?”, and is one of the most knowledgeable interesting and engaging people in our field.In our conversation Tomas and I also discuss: Why digital transformation is primarily about people and not technology and what this actually means for leaders, HR and employees Why skills is a new currency and why learning is paramount How people analytics can be integrated into other fields, such as diversity and inclusion How to stay on the right side of creepy when it comes to AI and analytics What HR needs to do to drive more valueThis episode is a must listen for anyone interested in ethical and empathetic leadership and the role of HR and how both will need to evolve as the use of data, analytics and digital technologies become widespread in our organisations. So that is Business Leaders, CHROs and anyone in a People Analytics, HR Business Partner or Talent Acquisition role.Support for this podcast is brought to you by Insight222. To learn more, visit https://www.insight222.com. Hosted on Acast. See acast.com/privacy for more information.

I can't think of a better way of starting this series of summer specials that are providing an outside-in perspective on HR, than by taking a closer examination of the concept of psychological safety. In the workplace, psychological safety is the belief that the environment is safe for interpersonal risk taking. People feel able to speak up when needed with relevant ideas, questions or concerns without being shut down in a gratuitous way.Psychological safety is present when colleagues trust and respect each other and feel able, even obligated, to be candid. Those are the words of Amy Edmondson, my guest on this edition of The Digital HR Leaders Podcast. Amy is the Novartis Professor of Leadership and Management at Harvard Business School, Author of "The Fearless Organisation - creating psychological safety in the workplace in learning, innovation and growth."In our conversation, Amy and I discuss: The definition of psychological safety, what it is and what it is not The role of leaders and HR in creating psychological safety and the link between psychological safety and culture, learning, and innovation How to create psychological safety in virtual teams The relationship between psychological safety and transparency Examples of organisations who have created and embedded psychological safety and the subsequent benefits they have enjoyedThis episode is a must listen for anyone interested in the role that culture, leadership and trust play in driving innovation and growth. So that is business leaders, Chief HR Officers, Chief Learning Officers and anyone in a People Analytics, HR Business Partner or Talent Acquisition role.Support for this podcast is brought to you by Insight222. To learn more, visit https://www.insight222.com. Hosted on Acast. See acast.com/privacy for more information.

To celebrate the one year anniversary of this podcast and over 100,000 listens, we thought we would do something different. The team managed to persuade me to record a special role reversal episode of the podcast with me in the hot seat and the show’s co-creator Ian, firing the questions that some of you, including one of our previous guests Dave Ulrich, have kindly taken the time to send in. In this episode we look at the role of People Analytics in driving business value and how it is a key ingredient in HR’s success in the future.In our conversation, Ian and I discuss: Five steps to getting started in People Analytics and why analytics is a team sport Where People Analytics belongs in an organisation and how the field has been impacted by COVID-19 The most important skills required by HR professionals in a digital context The factors that provide me with optimism and pessimism about the future role of HR in delivering value both to the organisation and to the employee Why a human centred approach encompassing analytics, employee experience and digital technology promises a bright future for HRThis episode should be an interesting listen for anyone in a workforce or People Analytics role. HR and business professionals interested in how people data can drive business outcomes and CHRO’s looking to build or scale their People Analytics capabilities.Support for this podcast is brought to you by Insight222. To learn more, visit https://www.insight222.com. Hosted on Acast. See acast.com/privacy for more information.