Inspiring the next generation of HR Leaders

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 structures Connecting with Mike, Eric, and Larry: Connect with Mike Ohata, Larry Durham, Eric Dingler on LinkedIn Learn more about the Talent Fueled Enterprise: A Powerful Approach to Build Tomorrow's Workforce Episode 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 CHROS Connecting with Kevin and Anthony Connect with Kevin Cox on LinkedIn Connect with Anthony Nyberg on LinkedIn Learn more about Center for Executive Succession Resources mentioned in this conversation: CEO succession planning playbook CHRO Principles: Responsible Use of AI in Organizations Episode Sponsor: Elevate by Future of HR - Join the Waitlist to learn from 21thought leaders Next-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 Resources During 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 Cappelli Connect with Peter Cappelli on LinkedIn Learn 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 Signals During 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 organization Connecting with Reece Akhtar or Uri Ort Connect with Reece Akhtar or Uri Ort on LinkedIn Learn more about Deeper Signals Episode Sponsor: Deeper Signals - Click here to get your free Core Drivers assessment!

Why is it important to have a vision for your career? How can can being intentional in building your network and personal branding accelerate your career? My guests on this episode are Angela Lane, VP Global Talent, AbbVie and Sergey Gorbatov, Talent Executive, Professor, and Author During our conversation Angela, Sergey, and I discuss: Why everyone should be a 'career visionary' with a clear understanding of success and the options to achieve it.Why the best networkers focus on building relationships and offering more value than they receive.Why “value creators” understand that the impact of their work is determined by how it's received by key stakeholders.Why being open to multiple career options can lead to more opportunities and job satisfaction.How to build your personal brand by understanding who you are, who your audience is, and intentionally telling your story. Connecting with Angela Lane and Sergey Gorbatov Connect with Angela Lane or Sergey Gorbatov on LinkedIn Learn more about “Move Up or Move On: 10 Secrets to Develop Your Career” Visit their The Edge Your Need website Episode Sponsor: Deeper Signals - Click here to get your free Core Drivers assessment!

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 speedI Connecting with Modern People Leader Connect with Daniel Huerta or Stephen Huerta on LinkedIn Visit the Modern People Leader website Connecting with JP Elliott and Future of HR Connect with JP on LinkedIn Learn more about Next-Gen HR Accelerator Episode Sponsor: Deeper Signals - Click here to get your free Core Drivers assessment!

How can HR help leaders make better people decisions? Why is expertise in work the next big capability for HR leaders? My guest on this episode is Lucien Alziari, EVP and CHRO of Prudential Financial, Inc During our conversation Lucien and I discuss: What he learned from an early career setback and how that has impacted his leadership styleWhy the fundamental role of HR is to help their business to win in the marketplaceWhat qualities differentiate the best CHROs from their peersHow HR can use “decision logic” to help leaders make better people decisionsWhy the next big capability of HR leaders will be expertise in workWhat many HR leaders are getting wrong when it comes to Generative AI Connecting with Lucien Alziari: Connect with Lucien Alziari on LinkedIn Episode Sponsor: Deeper Signals - Click here to get your free Core Drivers assessment!

How can we learn to work with intelligent machines and Generative AI? Why is the human connection so critical to learning new skills? My guest on this episode is Matt Beane, Assistant Professor, UCSB Technology Management Program, Digital Fellow at Stanford & MIT, and & Author of the new book, “The Skill Code.” During our conversation Matt and I discuss: Why we are “sacrificing learning for productivity” with technology like Generative AI and roboticsWhy mentors, coaches, and apprenticeships are more important than ever beforeHow challenge, complexity, and connection are critical to developing valuable skillsWhy organizations need to shift their mindset from “Skills + AI” to “Skills X AI”Why he believes that learning and development is the new number one function in every organization Connecting with Matt Beane: Connect with Matt Beane on LinkedIn Learn more about “The Skill Code: How to Save Human Ability in the Age of Intelligent Machines” Read Matt’s article: Learning & Development: the new #1 organizational function Read: GPTs are GPTs: An early look at the labor market impact potential of large language models Episode Sponsor: Deeper Signals - Click here to get your free Core Drivers assessment!

What does it mean to connect talent to value? How can you create “Click” for your most critical roles? My guest on this episode is Sandy Ogg, Founder CEO.works & Hein Knaapen, Managing Partner, Europe, CEO.works During our conversation Sandy, Hein, and I discuss: Why the best leaders focus on the fewest things that can make the biggest difference Why companies can’t just improve their way to success, instead they must always be transforming to winWhy companies must look beyond the traditional hierarchy to identify the roles that create valueWhy focus and the conviction to say “no” are the keys to managing complexity How organizations can create “Click” by aligning the role, the work, and the right level of resources with the right talent Connecting with Sandy & Hein Connect with Sandy Ogg on LinkedIn Connect with Hein Knaapen on LinkedIn Learn more about CEO.works Episode Sponsor: Deeper Signals - Click here to get your free Core Drivers assessment!

What trends will have the most impact on the future of work? How will AI impact both white collar and blue collar roles? My guest on this episode is Kelly Monahan, Managing Director, Research Institute at Upwork During our conversation Kelly and I discuss: The key trends that will impact the future of work over the next few years.Why leaders of the future must shift towards building trust and developing others.Why organizations need to shift from rewarding individuals to rewarding teams.Why AI will create a skill imbalance where it will create new jobs, but there will be a shortage of talent to fill these roles.Why the skills-based organization movement is stuck in the theory phase and the challenges it faces in implementation. Connecting with Kelly Monahan Connect with Kelly Monahan on LinkedIn Episode Sponsor: Deeper Signals - Click here to get your free Core Drivers assessment!