The Gartner Talent Angle: Recent Episodes
Gartner
The Gartner Talent Angle podcast is a new and exciting approach to talent management. Every month, we’ll talk with those on the forefront of HR innovation — innovators, academics, HR professionals, economists, coaches — to explore the most interesting and cutting edge ideas in the world of HR and people development. Join us as we reimagine talent.
Author and professor Mauro Guillén joins the Talent Angle to explain how generational labels, such as “baby boomers” or “millennials,” can be counterproductive in the workplace. Guillén offers an alternative vision of a postgenerational society and advocates for a workplace in which individuals are not confined by their age. He urges HR leaders to instill a “perennial” mindset in their organizations to foster intergenerational collaboration and engage diverse talent pools. Mauro F. Guillén is one of the most original thinkers at the Wharton School, where he is a professor of management and vice dean for the MBA for Executives Program. He combines his training as a sociologist at Yale and as a business economist in his native Spain to methodically identify and quantify the most promising opportunities at the intersection of demographic, economic and technological developments. He has received Fulbright and Guggenheim fellowships, was honored with the Aspen Institute’s Faculty Pioneer Award, and was elected to the Macro Organizational Behavior Society and the Sociological Research Association. Peter Aykens is chief of research in Gartner’s human resources practice. He is responsible for defining research coverage within the practice and building and leading research teams that address clients’ key initiatives. In prior roles at the firm, he spent over 25 years leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product issues in financial services. He holds a bachelor’s degree in political science from St. Olaf College; a master’s degree in international politics from the University College of Wales, Aberystwyth (now known as Aberystwyth University); and a master’s degree and a doctorate in political science from Brown University.
In her book “The Burnout Epidemic: The Rise of Chronic Stress and How We Can Fix It,” Jennifer Moss implores organizations to design burnout strategies that move beyond apps, wellness programs and perks. Instead, she makes the case for a systematic and preventative approach to building an anti-burnout strategy. To do so, organizations must first understand the key drivers of burnout, why conventional approaches fall short and how leaders can build cultures that prioritize workforce resilience and health.
Jennifer Moss is an award-winning journalist, author and international public speaker. She is a nationally syndicated radio columnist and writes for Harvard Business Review. Her first book, “Unlocking Happiness at Work,” received the distinguished UK Business Book of the Year Award. Jennifer has been named a Canadian Innovator of the Year, an International Female Entrepreneur of the Year, and was a recipient of the Public Service Award from the Office of President Obama.
*This episode is an excerpt taken from our 2022 interview.
Drawing on their professional and academic experience, Ravin Jesuthasan and John Boudreau argue the current work “operating system” is increasingly unable to meet the needs of employees and employers. They join the Talent Angle to discuss their new book, Work Without Jobs: How to Reboot Your Organization’s Work Operating System, and the opportunities for HR to shape a new vision for the future of work. Jesuthasan and Boudreau propose a new work “operating system” based on deconstructed work and deconstructed talent that would ultimately lead to a more human-centric approach to work. In their new vision for the future of work, they emphasize the importance of developing capabilities that will enable organizations to redesign and reinvent work and the employee experience.
Ravin Jesuthasan is the global leader of Mercer’s Transformation Services business. He has led multiple research efforts on the global workforce, the emerging digital economy, the rise of artificial intelligence and the transformation of work. Ravin has led numerous research projects for the World Economic Forum including many of its ground-breaking studies on the transformation of work and the global workforce. He is a regular participant and presenter at the World Economic Forum’s annual meeting in Davos and is a member of the forum’s Steering Committee on Work and Employment. He is the author of the books Transformative HR (Wiley, 2012), Lead The Work: Navigating a World Beyond Employment (Wiley 2015), Reinventing Jobs: A 4-Step Approach to Applying Automation to Work (HBR Press, 2018) and the Wall Street Journal bestseller; Work Without Jobs: How to Reboot Your Organization’s Work Operating System (MIT Press, 2022).
Dr. John Boudreau is recognized worldwide as a leading evidence-based visionary on the future of work and organization. Dr. Boudreau is Professor Emeritus of Management and Organization and a Senior Research Scientist with the Center for Effective Organizations, at the Marshall School of Business, University of Southern California. For 40 years, he has conducted breakthrough research on the bridge between work, superior human capital, leadership and sustainable competitive advantage. His research addresses the future of work and the global HR profession, work automation, HR measurement and analytics, decision-based HR, executive mobility, HR information systems and organizational staffing and development. Dr. Boudreau helped to establish and then directed the Center for Advanced Human Resource Studies (CAHRS) at Cornell University, where he was a professor for more than 20 years
Peter Aykens is chief of research in Gartner’s human resources practice. He is responsible for defining research coverage within the practice and building and leading research teams that address clients’ key initiatives. In prior roles at the firm, he spent over 25 years leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product issues in financial services. He holds a bachelor’s degree in political science from St. Olaf College; a master’s degree in international politics from the University College of Wales, Aberystwyth (now known as Aberystwyth University); and a master’s degree and a doctorate in political science from Brown University.
In recent years, organizations have started to experiment with skills-based hiring by dropping degree requirements and other credentials in job postings to unlock new talent populations. However, a fully-realized skills-based hiring approach demands deep change in talent processes and hiring manager practices. To this point, most organizations have been unable to weave this method into the fabric of their talent strategy.
Joseph Fuller, professor at Harvard Business School, rejoins the Talent Angle to discuss his latest research: “Skills-Based Hiring: The Long Road from Pronouncements to Practice.” Joseph shares data to show the extent to which skills-based hiring commitments have translated to meaningful action, and offers practical guidance to help organizations broaden the aperture of their talent pools.
Joseph Fuller is a professor of management practice in general management at Harvard Business School and co-leads the school’s initiative, Managing the Future of Work. He founded the consulting firm Monitor Group, now Monitor Deloitte, and has worked with senior executives and policymakers on a wide variety of issues related to corporate strategy and national competitiveness. Dion Love is a vice president of research and advisory services at Gartner. Dion is a labor market expert, focusing on global labor market trends and what they mean for organizations’ talent and business strategies, as well as broader social and economic issues. In his work at Gartner, Dion advises clients on key aspects of talent acquisition, including talent acquisition function planning and management, talent needs definition and internal recruiting, employment branding and recruitment marketing, and talent sourcing and selection. He has co-authored more than 12 strategic research studies at Gartner. His work has been featured in the Harvard Business Review and industry publications, as well as Gartner HR Leaders Monthly and Smarter With Gartner.
In their pursuit of heightened productivity, organizations are leaving little room for failure. However, failures are an inevitable part of the innovation process and often serve as a precursor to breakthroughs. By solely focusing on productivity, organizations may be missing out on valuable opportunities for innovation that could propel them forward. In the worst-case scenarios, a failure-adverse climate can lead employees to hide concerns or problems, which can lead to potentially catastrophic issues.
Amy Edmondson, the Novartis Professor of Leadership and Management at the Harvard Business School and author of "Right Kind of Wrong: The Science of Failing Well," shares her expertise on the Talent Angle podcast, offering insights on how organizations should shift their mindset toward failure and embrace it as a catalyst for growth and improvement.
Amy C. Edmondson, the Novartis Professor of Leadership and Management at Harvard Business School, is a management scholar best known for her research on psychological safety and team learning. She has been recognized by the biannual Thinkers50 global ranking of management thinkers since 2011 and was ranked No. 1 in 2021 and 2023. She is the author of eight books, including her most recent book, Right Kind of Wrong: The Science of Failing Well, and more than 100 academic articles. Jessica Knight is a vice president of research in the Gartner HR practice. She leads research teams to identify best practices and new opportunities to address HR executives’ most urgent challenges. Her areas of focus include employee experience, organizational culture, change management and the future of work.
Leader and manager development was CHROs’ top priority in 2025, according to the 2025 Gartner HR Priorities Survey. When employees are frustrated by the leadership at the organization, their engagement, performance and productivity suffer. Adam Galinsky, professor at Columbia Business School and author of "Inspire: The Universal Path for Leading Yourself and Others,” joins the Talent Angle to share research on what makes leaders inspiring, rather than infuriating, and how organizations can adapt their leadership development strategies to nurture inspiration at scale.
Adam Galinsky is a celebrated social psychologist at Columbia Business School known for his research on leadership, decision-making, teams, and ethics. His scientific research — consisting of more than 1,000 studies published in more than 200 scientific articles — has been cited more than 64,000 times. In Adam’s latest book, “Inspire The Universal Path for Leading Yourself and Others,” he weaves together his decades of research and global consulting experience to reveal the science of how to become more inspiring. His TED Talk, “How to Speak Up For Yourself,” has been viewed more than 7.5 million times, and his book “Friend & Foe: When to Cooperate, When to Compete, and How to Succeed at Both” was an audible and eBook bestseller.
Caroline Walsh is a managing vice president in Gartner’s HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelor’s degree in East Asian studies from Columbia University, and a master’s degree in public affairs from Princeton University.
Conflict management is an increasingly essential skill for individuals in leadership positions. However, it is a topic that often makes people — especially leaders and managers — feel uneasy. As leaders are responsible for handling conflicts between their employees, teams, and peers, it is crucial for them to have effective strategies for conflict management. Amy Gallo, the author of “Getting Along: How to Work with Anyone (Even Difficult People)," joins the Talent Angle podcast to provide valuable insights and strategies on how to effectively manage conflicts and transform them into productive dialogues within your organization.
Amy Gallo is a workplace expert who writes and speaks about gender, interpersonal dynamics, and difficult conversations. She’s the best-selling author of “Getting Along: How to Work with Anyone (Even Difficult People)” and the “HBR Guide to Dealing with Conflict,” as well as hundreds of articles for Harvard Business Review. For the past five years, Amy has co-hosted HBR’s popular Women at Work podcast, which examines the struggles and successes of women in the workplace. Her advice has been featured in the New York Times, Wall Street Journal, Fast Company, BBC, and NPR.
Caroline Walsh is a managing vice president in Gartner’s HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelor’s degree in East Asian studies from Columbia University, and a master’s degree in public affairs from Princeton University.
Today’s CHROs face a dynamic business environment, and must make difficult, strategic decisions despite uncertainty. Justin “Hasard” Lee, former U.S. Air Force fighter pilot and author of “The Art of Clear Thinking: A Stealth Fighter Pilot’s Timeless Rules for Making Tough Decisions,” joins the Talent Angle to share a decision making framework for leaders to use so assess the problems in front of them, choose the best course of action, and execute decisively.
Justin “Hasard” Lee is a former U.S. Air Force fighter pilot, bestselling author, and expert in high-stakes decision-making. He empowers HR leaders and organizations to build decisive cultures, boost agility, and optimize team performance, partnering with Meta, Microsoft, and other Fortune 500s. A decorated pilot, Justin flew more than 80 combat missions, led teams under pressure, and piloted the F-35. As Chief of Training Systems, he spearheaded AI initiatives to enhance decision-making. His book, “The Art of Clear Thinking,” a No. 2 Wall Street Journal Bestseller, offers HR professionals a practical framework for navigating complexity and driving innovation.
Jessie Knight is a vice president of research in the Gartner HR practice. She leads research teams to identify best practices and new opportunities to address HR executives’ most urgent challenges. Her areas of focus include employee experience, organizational culture, change management and the future of work.
From the emergence of generative AI (GenAI) to widespread adoption of hybrid work, HR leaders are increasingly called upon to lead their organizations through uncertainty. Authors Nathan Furr and Susannah Harmon Furr join the Talent Angle to explain why uncertainty should be associated with opportunity, not anxiety. They detail how organizations can navigate uncertainty to drive transformation and innovation, and offer tools to help HR leaders develop the “uncertainty ability” in leaders and managers. Nathan Furr is a professor of strategy at INSEAD, where he teaches innovation and technology strategy. Nathan earned his doctorate from the Stanford Technology Ventures Program (STVP) at Stanford University and has written five books and more than 70 articles on innovation, technology, and transformation. Nathan and Susannah Harmon Furr are co-authors of “The Upside of Uncertainty” (HBR Press, July 2022). Susannah Harmon Furr is a designer and art historian, and has founded a women’s clothing line inspired by her research. She is currently creating a hope accelerator in Normandy, France, to teach regenerative ecosystems and transformation for individuals and families. Susannah and Nathan Furr are co-authors of “The Upside of Uncertainty” (HBR Press, July 2022). Jessica Knight is a vice president of research in the Gartner HR practice. She leads research teams to identify best practices and new opportunities to address HR executives’ most urgent challenges. Her areas of focus include employee experience, organizational culture, change management and the future of work.
Navigating new levels of change, CHROs can find it difficult to determine which global and long-term trends matter for their talent and business strategies. Brent Cassell, VP in Advisory at Gartner and member of Gartner’s Futures Lab, joins the Talent Angle Podcast to offer a framework to sense and respond to the macro trends CHROs need to be paying attention to, today.
Brent Cassell is a vice president of advisory in Gartner’s HR practice, and he has spent the past 19 years in Gartner’s HR and CIO practices. His job is to help clients find the research they need, to help them understand that research, and to coach them through the implementation of those best practices in their own organizations. Brent is the contributing editor of the HR Leaders Monthly Journal. In 2022, he won Gartner’s award for Outstanding Thought Leadership for his work on Redesigning Work for the Hybrid World.
Peter Aykens is the chief of research for Gartner’s HR practice. Aykens is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College, a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth), and a master’s degree and a doctorate in political science from Brown University.
Organizations today are grappling with how to manage the merging of peoples’ work and personal lives. With many organizational processes and structures not fully accounting for the human impact they have on their employees’ lives, organizations are now looking for a better approach to the way we work. Peter Aykens and Sari Wilde, two leaders of the Gartner HR practice, offer a new, human-centric, approach that they argue will foster creativity and engagement among employees, ultimately delivering the best results for their organization. Peter Aykens is the chief of research for Gartner’s HR practice. Peter is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College, a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth) and a master’s degree and a doctorate in political science from Brown University. Sari J Wilde oversees peer and practitioner research in the HR practice. She holds a bachelor's degree from Barnard College, Columbia University and a master’s degree in industrial and organizational psychology from New York University. Caroline Walsh is a managing vice president in Gartner’s HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelor’s degree in East Asian studies from Columbia University, and a master’s degree in public affairs from Princeton University.
The workforce is increasingly exploring learning opportunities outside of the four-year college degree, such as vocational training and apprenticeships. However, organizations struggle to adapt their talent processes to a workforce with changing demographics and preferences. Kathleen deLaski, author of “Who Needs College Anymore? Imagining a Future Where Degrees Don’t Matter,” joins the Talent Angle to discuss how organizations can keep pace with an evolving workforce. By creating alignment between recruiting, training and education, organizations can build talent pipelines that strengthen their workforce and grow the economy.
Kathleen deLaski is an education and workforce designer, and futurist. She founded the Education Design Lab to help colleges reimagine higher education toward the future of work. Her nonprofit has helped 1,200 colleges, organizations and economic regions design new pathways for learners. She is a senior advisor to the Project on Workforce at Harvard University and teaches human-centered design and higher education reform as an adjunct professor in the Honors College at George Mason University. Previously, Kathleen worked as a journalist, including time as ABC News White House correspondent, and was a political appointment as the first female Pentagon spokesperson.
Dion Love is a vice president of research and advisory services at Gartner. Dion is a labor market expert, focusing on global labor market trends and what they mean for organizations’ talent and business strategies, as well as broader social and economic issues. In his work at Gartner, Dion advises clients on key aspects of talent acquisition, including talent acquisition function planning and management, talent needs definition and internal recruiting, employment branding and recruitment marketing, and talent sourcing and selection. He has co-authored more than 12 strategic research studies at Gartner. His work has been featured in the Harvard Business Review and industry publications, as well as Gartner HR Leaders Monthly and Smarter With Gartner.
Three key changes are impacting today’s labor market: a changing workforce composition, evolving attitudes toward work, and new tools and technologies to empower employees and candidates. HR leaders must understand the implications of these changes as they set talent strategies and build out capabilities for their organizations. Gad Levanon, chief economist of the Burning Glass Institute, joins the Talent Angle to discuss evolving dynamics in the labor market and offer practical recommendations to HR leaders. He explains how organizations must pull a variety of levers, from technology to rewards and learning programs, at the same time to gain an edge in the talent market. Gad Levanon is chief economist of the Burning Glass Institute. Previously, Gad was with The Conference Board where he was founder of the Labor Market Institute and led the Help Wanted OnLine program. His research focuses on trends in U.S. and global labor markets, the U.S. economy, and their impact on employers. Before The Conference Board, he worked at the Bank of Israel. He received his doctorate in economics from Princeton University, and he holds undergraduate and master’s degrees from Tel Aviv University. Dion Love is a vice president of research and advisory services at Gartner. He’s a labor market expert, focusing on global labor market trends and what they mean for organizations’ talent and business strategies, as well as broader social and economic issues. In his work at Gartner, Dion advises clients on key aspects of talent acquisition, including talent acquisition function planning and management, talent needs definition and internal recruiting, employment branding and recruitment marketing, and talent sourcing and selection. He has co-authored more than 12 strategic research studies at Gartner. His work has been featured in the Harvard Business Review and industry publications, as well as Gartner HR Leaders Monthly and Smarter With Gartner.
The proliferation of remote and hybrid work has forced managers and HR leaders to rethink how they keep tabs on workforce productivity. Meanwhile, emerging technologies like generative AI have raised expectations for what future productivity can look like. While productivity has always been elusive to define and measure in the context of knowledge work, today’s environment has further challenged organizations to develop new strategies. Paulo Pisano, CHRO of Booking Holdings, joins the Gartner Talent Angle podcast to offer his perspective on HR’s role in boosting productivity. Touching on the linearity of work and the relationship between stress and performance, he shares actionable guidance for HR leaders looking to harness the full potential of their workforce.
As Chief HR Officer for Booking Holdings, Paulo Pisano is leading the company’s efforts to develop an integrated long-term strategy in the people, organization and diversity, equity and inclusion spaces. Paulo and team are committed to fostering a workplace environment where every employee can do their best work. Paulo joined in 2020 as Chief People Officer for Booking.com and was previously Chief People Officer at Galp. In the last several years, he has been actively engaged in the fields of learning and education through board and advisory roles in organizations such as Singularity University, Teach For All and STiR Education. Peter Aykens is the chief of research for Gartner’s HR practice. Aykens is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College, a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth), and a master’s degree and a doctorate in political science from Brown University.
Communication is a critical skill for leaders and managers, who run into problems when their teams feel unsupported or unheard. Charles Duhigg, Pulitzer Prize-winning journalist and author of “Supercommunicators: How to Unlock the Secret Language of Connection,” joins the Talent Angle Podcast to share his findings on communication. Charles identifies different archetypes of conversations and explains how to smoothly navigate them. By articulating the skills and behaviors that leaders must develop to become better communicators, Charles shows how communication can build trust and connection with their teams.
Charles Duhigg is a Pulitzer Prize-winning journalist and the author of “The Power of Habit,” which spent over three years on bestseller lists and has been translated into 40 languages, “Supercommunicators,” also a bestseller published in 2024, and “Smarter Faster Better,” a third bestseller. Charles writes for The New Yorker magazine and is a graduate of Yale University and the Harvard Business School. He previously wrote for The New York Times, and is a frequent contributor to CNBC, This American Life, NPR and Frontline. He was also, for one terrifying day in 1999, a bike messenger in San Francisco.
Jessie Knight is a vice president of research in the Gartner HR practice. She leads research teams to identify best practices and new opportunities to address HR executives’ most urgent challenges. Her areas of focus include employee experience, organizational culture, change management and the future of work.
The four-day work week has gained momentum in recent years, but has not yet entered the mainstream. Alex Soojung-Kim Pang, Global Programs Director at 4 Day Week Global, joins the Talent Angle to explain why organizations should consider experimenting with new ways of working. He highlights the importance of rest for human creativity and problem solving, and outlines how a shortened work week can unlock human potential to benefit both employers and employees.
Alex Soojung-Kim Pang a leading voice in reduced hours working. He is the author of three books exploring how companies and individuals can better integrate rest, creativity, and focus into digital-age lives and work. Before joining 4 Day Week Global, Alex was a research director at the Institute for the Future and senior consultant at Strategic Business Insights, and lectured at Oxford University, Stanford University, and UC Berkeley. Alex received a Ph.D. in history and sociology of science from the University of Pennsylvania.
Brent Cassell is a VP Advisory at Gartner, where he has worked for the past 18 years in both the HR and CIO Research Groups. His job is to help clients find the research they need, to help them understand that research, and to coach them through the implementation of those best practices in their own organizations. Currently, his research focuses on the future of work and total rewards. In 2022, Brent won Gartner's award for Outstanding Thought Leadership for his work on redesigning work for the hybrid world. He is also the contributing editor of HR Leaders Monthly and the co-host of the Talent Angle podcast.
Change agility — the ability to effectively manage and adapt to change — is a top leadership priority for organizations in 2025. As disruption becomes the norm, leaders must adapt and equip their teams to do the same. Red Hat CPO Jennifer Dudeck joins the Talent Angle Podcast to share her insights on how to lead through change and build a strong bench of future change-ready leaders.
Jennifer Dudeck is Senior Vice President and Chief People Officer at Red Hat. In this role, she leads the team responsible for managing global human resources, administering payroll, and creating inspiring work environments supporting Red Hat’s award-winning culture. She has more than 25 years of human resources experience across all functions with a focus on helping the teams she led maximize alignment with, and impact on, the enterprise
Jennifer is passionate about improving the experience of being a Red Hatter. Throughout her time at Red Hat, she has driven increased focus on manager excellence, performance and development, and career mobility. Jennifer is also a thought leader on the opportunities and challenges created by the convergence of AI and human resources.
Jennifer has been a change leader across the enterprise, playing an active role in multiple major transformational initiatives in previous roles. Before joining Red Hat, Jennifer worked with Cisco Systems most recently as Vice President of the Transformation Office focused on enabling ongoing employee engagement, growth, and business impact. During her time with the company, she also held various leadership roles across the human resources function. Prior to that, Jennifer held several business-aligned human resources roles at Honeywell Corp.’s Aerospace and Performance Materials business units.
Peter Aykens is the chief of research for Gartner’s HR practice. Aykens is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College, a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth), and a master’s degree and a doctorate in political science from Brown University.
Technology is advancing at a breakneck speed, presenting both new opportunities and challenges for organizations. Ismat Duckson Aziz, Kemper CHRO and Chief Administrative Officer, joins the Talent Angle to discuss how CHROs can shape the technology strategy of their organization. She explains how CHROs can overcome the anxiety that comes with diving into the rapidly changing environment of technology, and assert themselves as drivers of enterprise innovation.
Ismat Duckson Aziz is the Chief Human Resources Officer (CHRO) and Chief Administrative Officer of Kemper. Ismat has more than 25 years of HR experience, most recently serving at U.S. Bank as Chief Advocacy Officer. Previous roles include CHRO for Sprint, CHRO for Sam’s Club, and senior HR roles at Sears Canada and MDS Pharma Services. Ismat earned a master’s of business administration from Ivey Business School at Western University in Canada and completed her undergraduate work at the University of Toronto. Ismat holds certifications in board governance and HR internationally.
Jessica Knight is a vice president of research in the Gartner HR practice. She leads research teams to identify best practices and new opportunities to address HR executives’ most urgent challenges. Her areas of focus include employee experience, organizational culture, change management and the future of work.
Learning and development is a key lever for CHROs to deliver strategic impact, but it can be a challenge to keep pace with workforce needs. As technology innovation impacts both critical skills and learning delivery, CHROs must evaluate the effectiveness of their learning initiatives and foster an environment of learning. Bala Sathyanarayanan, CHRO at Greif, joins the Talent Angle Podcast to share insights on how HR can build a learning culture. He explains why continuous learning is a necessity in today’s world of work, and shares how HR can drive business strategy by tapping into employees’ desire to grow.
Bala V. Sathyanarayanan serves as the executive vice president and chief human resources officer at Greif. Before Greif, Bala held global leadership roles at Xerox, Hewlett Packard Enterprise, Coca-Cola and United Technologies. Bala earned a Bachelor of Science degree in electronics engineering and a Master of Business Administration (MBA) degree from the University of Madras in Chennai, India. He also holds a master’s in human resources management from Rutgers University and graduated from the Advanced Management Program at Harvard Business School.
Peter Aykens is the chief of research for Gartner’s HR practice. Aykens is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College, a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth), and a master’s degree and a doctorate in political science from Brown University.
As the global workforce continues to age, it is increasingly vital for organizations to have both efficient succession plans and effective knowledge sharing between their employees. Julie Berko, Director of the Office of Human Resources at the National Institutes of Health (NIH), joins the Talent Angle to discuss how organizations can leverage data to enable knowledge sharing and simplify succession planning. She also explains how organizations can identify future skills needs and build strategies to develop them.
Julie Berko boasts more than 30 years of human resources experience, honored with the 2022 Presidential Rank Award. A Hodgkin’s lymphoma survivor, she champions workplace flexibilities and employee well-being. Julie pioneered the FAA's Work/Life program and geriatric care management. At NIH, she instituted the Leave Bank program, Maxiflex, and telework expansion, meeting 100% employee needs. Her initiatives fostered diversity, inclusion, and swift response to COVID-19, enabling quick transition to maximum telework for 75% of the workforce. Julie served on the NIH Child Care Board, Health and Wellness Council, and co-chaired the 2023 Federal Human Capital Collaborative Forum. She holds a master’s degree in public administration from American University and a bachelor’s degree in sociology from Howard University.
Peter Aykens is the chief of research for Gartner’s HR practice. Peter is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College, a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth) and a master’s degree and a doctorate in political science from Brown University.
Burnout can impact employees at all levels, including the very managers and leaders tasked with spotting it on their teams. Daisy Auger-Domínguez, author of “Burnt Out to Lit Up: How to Reignite the Joy of Leading People,” joins the Talent Angle Podcast to discuss how she managed her own burnout while leading a global team through the COVID-19 pandemic. Drawing on her experience as a chief people officer (CPO), Daisy identifies warning signs of burnout that leaders should watch out for and provides strategies for organizations to mitigate the risks of burnout.
Daisy Auger-Domínguez is an award-winning global leader, speaker and author who guides organizations to meet the moment and tackle the pressing question: “Is there a better way to work?” With decades of experience driving transformations at the leading edge of people and culture at Disney, Google and Vice Media, Daisy specializes in bridging divides and aligning people, culture, structures and practices to deliver lasting impact. Through her advisory firm, Daisy provides fractional CPO engagements, and speaks and advises startups on sustainable, people-centered solutions. Her books, “Inclusion Revolution: The Essential Guide to Dismantling Racial Inequity in the Workplace” and “Burnt Out to Lit Up: How to Reignite the Joy of Leading People” offer practical strategies for inclusion and leadership. A sought-after speaker, Daisy’s work has been featured in Forbes, Harvard Business Review, Inc., MSNBC and TEDx.
Jessie Knight is a vice president of research in the Gartner HR practice. She leads research teams to identify best practices and new opportunities to address HR executives’ most urgent challenges. Her areas of focus include employee experience, organizational culture, change management and the future of work.
To access the 2025 future of work trends research, see: https://www.gartner.com/en/human-resources/trends/future-of-work-2025-toolkit Entering 2025, organizations face a host of environmental shifts, such as economic uncertainty, changing workforce demographics and continued AI innovation. As CHROs set their strategies for 2025, they must help their organizations navigate unforeseen challenges by considering the newest developments in the world of work. In this episode of the Talent Angle, Gartner’s Peter Aykens and Emily Rose McRae share nine future of work trends that will shape HR in 2025. Peter Aykens is the chief of research for Gartner’s HR practice. Aykens is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College, a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth), and a master’s degree and a doctorate in political science from Brown University. Emily Rose McRae advises CHROs and other C-suite executives on the future of work and workforce transformation. Emily Rose’s core focus areas include emerging technologies (such as GenAI) and their impact on work and the workforce, new employment models, evolving employee expectations, flexibility for frontline workers, and the aging workforce. She also helps executives with workforce planning to anticipate and prepare for these changes, creating an enterprisewide future of work strategy, and creating and iterating on hybrid work strategies and the role of the office. Caroline Walsh is a managing vice president in Gartner’s HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelor’s degree in East Asian studies from Columbia University, and a master’s degree in public affairs from Princeton University.
In 2024, experts joined the Gartner Talent Angle to discuss the world of careers. Author Dorie Clark shares how HR leaders can help employees achieve meaningful career growth and long-term success at work. Author and Professor Martin Gutmann looks back through history to surface new ideas about identifying strong leaders and building effective succession pipelines.
Dorie Clark is a consultant and keynote speaker and teaches executive education at Columbia Business School. She is the Wall Street Journal bestselling author of “The Long Game, Entrepreneurial You, Reinventing You and Stand Out,” which was named the No. 1 Leadership Book of the Year by Inc. magazine. Dorie has been named three times as one of the Top 50 business thinkers in the world by Thinkers50. You can download her Long Game strategic thinking self-assessment at dorieclark.com/thelonggame. Martin Gutmann is an author, speaker and scholar interested in how the past can illuminate today's most pressing challenges. He is a professor at the Lucerne School of Business in Switzerland and the best-selling author of “The Unseen Leader: How History Can Help Us Rethink Leadership.” His writing and thought leadership pieces have been published in various platforms and magazines, such as Forbes, Big Think, Fast Company, and Minutehack. Martin holds a Ph.D. in history from the Maxwell School of Citizenship and Public Affairs at Syracuse University, an Executive MBA from IE Business School in Spain, and higher education teacher’s training from Harvard University and ETH Zurich.
Expert guests joined the Gartner Talent Angle throughout 2024 to discuss shifts in the labor market. Economist and labor market expert Gad Levanon shares how HR leaders can capitalize on changes in the talent landscape to give their organizations an edge. Professor Joseph Fuller then offers findings from his latest research on skills-based hiring, offering practical guidance to help organizations broaden the aperture of their talent pools.
Gad Levanon is chief economist of the Burning Glass Institute. Previously, Gad was with The Conference Board where he was founder of the Labor Market Institute and led the Help Wanted OnLine program. His research focuses on trends in U.S. and global labor markets, the U.S. economy, and their impact on employers. Before The Conference Board, he worked at the Bank of Israel. He received his doctorate in economics from Princeton University, and he holds undergraduate and master’s degrees from Tel Aviv University. Joseph Fuller is a professor of management practice in general management at Harvard Business School and co-leads the school’s initiative, Managing the Future of Work. He founded the consulting firm Monitor Group, now Monitor Deloitte, and has worked with senior executives and policymakers on a wide variety of issues related to corporate strategy and national competitiveness.
In 2024, expert guests joined the Gartner Talent Angle to discuss the everchanging future of work. Professor and author Matt Beane shares his insights on how learning and development (L&D) leaders can play a strategic role in unlocking human ability in the age of intelligent machines. Alex Soojung-Kim Pang unpacks how the four-day work week can recharge the workforce, accelerate performance and benefit organizations.
Matt Beane is an assistant professor in the technology management program at the University of California, Santa Barbara. Matt does field research on work involving robots and AI to uncover systematic positive exceptions that we use across the broader world of work. He received his Ph.D. from the Sloan School of Management at the Massachusetts Institute of Technology in the information technologies department. Matt also took a two-year hiatus from his doctoral studies to help found and fund Humatics, an MIT-connected, full-stack IoT startup.
Alex Soojung-Kim Pang a leading voice in reduced hours working. He is the author of three books exploring how companies and individuals can better integrate rest, creativity, and focus into digital-age lives and work. Before joining 4 Day Week Global, Alex was a research director at the Institute for the Future and senior consultant at Strategic Business Insights, and lectured at Oxford University, Stanford University, and UC Berkeley. Alex received a Ph.D. in history and sociology of science from the University of Pennsylvania.
In 2024, expert guests joined the Gartner Talent Angle to share their advice on the trickiest apsects of leadership that are critical to success in the modern world of work: uncertainty, conflict and failure. Nathan Furr and Susasannhah Harmon Furr detail how organizations can navigate uncertainty to drive transformation and innovation. Amy Gallo shows how leaders can effectively manage conflicts and transform them into productive dialogues within their organization. Amy Emondson offers insights on how organizations can shift their mindset toward failure and embrace it as a catalyst for growth and improvement.
Nathan Furr is a professor of strategy at INSEAD, where he teaches innovation and technology strategy. Nathan earned his doctorate from the Stanford Technology Ventures Program (STVP) at Stanford University and has written five books and more than 70 articles on innovation, technology, and transformation. Susannah Harmon Furr is a designer and art historian, and has founded a women’s clothing line inspired by her research. She is currently creating a hope accelerator in Normandy, France, to teach regenerative ecosystems and transformation for individuals and families. Susannah and Nathan Furr are co-authors of “The Upside of Uncertainty” (HBR Press, July 2022). Amy Gallo is a workplace expert who writes and speaks about gender, interpersonal dynamics, and difficult conversations. She’s the best-selling author of “Getting Along: How to Work with Anyone (Even Difficult People)” and the “HBR Guide to Dealing with Conflict,” as well as hundreds of articles for Harvard Business Review. For the past five years, Amy has co-hosted HBR’s popular Women at Work podcast, which examines the struggles and successes of women in the workplace. Her advice has been featured in the New York Times, Wall Street Journal, Fast Company, BBC, and NPR. Amy C. Edmondson, the Novartis Professor of Leadership and Management at Harvard Business School, is a management scholar best known for her research on psychological safety and team learning. She has been recognized by the biannual Thinkers50 global ranking of management thinkers since 2011 and was ranked No. 1 in 2021 and 2023. She is the author of eight books, including her most recent book, Right Kind of Wrong: The Science of Failing Well, and more than 100 academic articles.
In this Gartner Talent Angle episode, author and banker Jeff Korzenik shares insights about the second-chance talent pool—that is, reemploying candidates with criminal records. He offers practical advice on tapping into non-traditional sources of talent by differentiating between felony types, partnering with nonprofits and reevaluating legacy talent policies and processes.
Jeff Korzenik is Chief Investment Strategist for Fifth Third Bank, one of the nation’s largest banks. He is the author of the book “Untapped Talent: How Second-Chance Hiring Works for Your Business and the Community” on the business case and best practices for hiring people with criminal records.
*This episode is an excerpt taken from our 2021 interview.
Mark C. Crowley joins the Gartner Talent Angle to discuss why today’s unparalleled workplace challenges prompted him to release a second edition of his book, “Lead from the Heart: Transformational Leadership for the 21st Century” more than a decade after it was first published. Backed by scientific findings on employee motivation, Crowley outlines common misconceptions about leading from the heart. And drawing on examples from his own experience, he shares practical advice for how to effectively implement this type of leadership at an organization.
Mark C. Crowley is the author of “Lead From The Heart: Transformational Leadership For The 21st Century.” The second edition debuted in August 2022 as an “Amazon #1 Release,” and his book has been taught in nine American universities. Mark is a regular columnist for Fast Company Magazine and has been published in USA Today, Reuters, Forbes, the Stanford Social Innovation Review, the Huffington Post, Gallup & the Seattle Times. Mark spent over 20 years in the world of Financial Services. He held two national level positions at one of America’s largest financial institutions where he was named “leader of the year”. Mark proved that deeply caring about and supporting people, and thereby positively affecting employee’s hearts had a profound effect on motivating their sustained engagement, loyalty and productivity.
*This episode is an excerpt taken from our 2022 interview.
As many organizations struggle to keep pace with technological innovations, digital transformation is a top priority. Gerald Kane, professor of information systems at the University of Georgia’s Terry College of Business, joins the Gartner Talent Angle to explore the opportunities these digital disruptions create and to inspire HR leaders to approach digital transformation with confidence. He explains how people and processes, not just technology, are crucial to successful digital transformation, and emphasizes the need for leaders to have growth mindsets and to continually learn while building adaptability in their organizations.
Dr. Gerald C. Kane is a Professor and the C. Herman and Mary Virginia Terry Chair in Business Administration at the Terry College of Business at the University of Georgia. He researches and teaches about how companies can understand and respond to digital disruption to undergraduate, graduate, and executive education students worldwide; and he has published over 100 papers, articles, and reports on these topics. He has written two books for MIT Press: The Technology Fallacy: How People are the Real Key to Digital Transformation and the The Transformation Myth: Leading Your Organization Through Uncertain Times.
*This episode is an excerpt taken from our 2022 interview.
Employees and leaders frequently grapple with the challenge of insufficient time. This scarcity often serves as a legitimate rationale for incomplete tasks and unmet objectives at work, prompting employees to explore various time management strategies and tools.
Oliver Burkeman, acclaimed author of the New York Times bestseller "Four Thousand Weeks" and "Meditation for Mortals," offers a contrarian viewpoint on the Talent Angle podcast. Oliver suggests that time management is inherently flawed, and introduces the concept of the "efficiency trap," where increased efficiency paradoxically leads to heightened busyness, undermining the very goal of effective time management. He points out that in recognizing this paradox employees and leaders can be liberated and enabled to more effectively prioritize tasks.
Oliver Burkeman is the New York Times and UK Sunday Times bestselling author of “Four Thousand Weeks,” about embracing limitation and finally getting round to what counts, and of the newly released “Meditations for Mortals: Four Weeks to Embrace Your Limitations” and “Make Time for What Counts.” His other books are “The Antidote: Happiness for People Who Can't Stand Positive Thinking” and “Help! How to Become Slightly Happier and Get a Bit More Done”.
Caroline Walsh is a managing vice president in Gartner’s HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelor’s degree in East Asian studies from Columbia University, and a master’s degree in public affairs from Princeton University.
Author Caleb Gardner argues that while change has been constant for some time, organizations are still unprepared to address it. In his latest book, “No Point B: Rules for Leading Change in the New Hyper-Connected, Radically Conscious Economy,” Gardner lays out his vision for how organizations should approach change in the new environment. The founder of the consulting firm 18 Coffees joined the Gartner Talent Angle Podcast to share examples of organizations undergoing transformation, and he extols the virtues of effective communication, adaptive capability and revised assumptions.
Caleb Gardner is the co-founder of innovation consulting firm 18 Coffees and author of the new book, “No Point B: Rules for Leading Change in the New Hyper-Connected, Radically Conscious Economy.” Caleb’s career has spanned from working at Edelman and Bain & Company to running U.S. President Barack Obama’s Twitter account. Caleb’s insights about building more ethical and effective companies have been featured in publications such as NBC News, Wired, Crain’s, BBC News and Cheddar News.
*This episode is an excerpt taken from our 2022 interview.
As the pace and complexity of work continues to increase, employees can feel trapped in a cycle of execution, leaving them without the time or capacity to think strategically about their careers. Dorie Clark, author of “The Long Game: How to Be a Long-Term Thinker in a Short-Term World,” joins the Talent Angle to outline how HR leaders can support employees in reaching bold, fulfilling career goals. Dorie offers recommendations that help employees carve out time to think strategically, prioritize opportunities at work and remain committed to their long-term goals.
Dorie Clark is a consultant and keynote speaker and teaches executive education at Columbia Business School. She is the Wall Street Journal bestselling author of “The Long Game, Entrepreneurial You, Reinventing You and Stand Out,” which was named the No. 1 Leadership Book of the Year by Inc. magazine. Dorie has been named three times as one of the Top 50 business thinkers in the world by Thinkers50. You can download her Long Game strategic thinking self-assessment at dorieclark.com/thelonggame.
Caroline Walsh is a managing vice president in Gartner’s HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelor’s degree in East Asian studies from Columbia University, and a master’s degree in public affairs from Princeton University.
Business leaders today are struggling with managing their well-being, working with other leaders and mitigating their blind spots. Gartner analyst Rob O’Donohue joins the Talent Angle to discuss his research on how the most successful leaders thrive despite rising employee burnout and employee-employer mistrust. Rob advises how leaders can manage their workloads and take care of their own well-being. He also shares his insights on how leaders can build cohesion within their leadership teams and how they can better receive and implement challenging feedback from their teams and networks. Rob O'Donohue is a vice president analyst in Gartner's executive leadership research group focusing on C-suite dynamics, executive leadership development and transitions, organizational culture change, talent and DEI. He advises executives on the future of work, hybrid work design, culture change, solving talent challenges, advancing leadership effectiveness, creating high-performing teams, and enhancing diversity, equity and inclusion within the organization. Rob creates evidence-based actionable research to empower executive leaders to lead more effectively. Brent Cassell is a vice president of advisory in Gartner’s HR practice, and he has spent the past 19 years in Gartner’s HR and CIO practices. His job is to help clients find the research they need, to help them understand that research, and to coach them through the implementation of those best practices in their own organizations. Brent is the contributing editor of the HR Leaders Monthly journal. In 2022, he won Gartner’s award for Outstanding Thought Leadership for his work on Redesigning Work for the Hybrid World.
Succession planning is an integral component of an organization's talent management strategy, but HR leaders are often unsure if they’re identifying the best-suited candidates for succession pipelines.
Martin Gutmann, a professor at the Lucerne School of Business in Switzerland and the author of “The Unseen Leader: How History Can Help Us Rethink Leadership,” offers a solution to succession planning uncertainty by looking to leaders of the past.
Martin describes historical leaders, ranging from well-known figures to those less recognized, and examines the qualities that made them exemplary leaders in their respective eras. He explains the risks of prioritizing individuals who excel at managing crises and potentially overlooking those who preemptively mitigate issues.
Martin Gutmann is an author, speaker and scholar interested in how the past can illuminate today's most pressing challenges. He is a professor at the Lucerne School of Business, Switzerland, and the best-selling author of The Unseen Leader: How History Can Help Us Rethink Leadership. His writing and thought leadership pieces have millions through platforms and magazines, such as Forbes, Big Think, Fast Company, and Minute Hack. Martin holds a Ph.D. in history from the Maxwell School at Syracuse University, an Executive MBA from IE Business School in Spain, and higher education teacher’s training from Harvard University and ETH Zurich.
Caroline Walsh is a managing vice president in Gartner’s HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelor’s degree in East Asian studies from Columbia University, and a master’s degree in public affairs from Princeton University.
Employees and candidates consistently value pay transparency, but before HR leaders alter their rewards strategies to meet these expectations, they must first consider their holistic impact on the organization. Peter Bamberger, Professor at Tel Aviv University’s Coller School of Management and author of “Exposing Pay,” joins the Talent Angle to detail what pay transparency means for employers, employees and society. He shares the history of the pay transparency movement and relevant academic research to explain how a culture of transparency impacts outcomes like pay equity and productivity. He argues that organizations should ultimately pursue a path toward more transparency. Peter A. Bamberger is the Domberger Professor of Management at Tel Aviv University’s Coller School of Management, and Research Director of Cornell’s Smithers Institute. His research examines rewards management, teamwork and employee well-being. Author of several books including “Human Resource Strategy” and “Exposing Pay,” Peter has published over 100 refereed journal articles. An elected Fellow of the Society of Industrial and Organizational Psychology and the Academy of Management, he served as an associate editor of Academy of Management Journal, and editor-in-chief of Academy of Management Discoveries. Peter currently serves as president-elect of the Academy of Management. Caroline Walsh is a vice president in Gartner’s HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelor’s degree in East Asian studies from Columbia University and a master’s degree in public affairs from Princeton University.
Despite ongoing obstacles to diversity, equity and inclusion (DEI) initiatives — such as employee pushback — author and consultant Lily Zheng argues HR leaders should continue to drive DEI outcomes by balancing ownership with individual accountability. Lily joins the Talent Angle to offer advice from their book, “Reconstructing DEI: A Practitioner’s Workbook,” based on their book “DEI Deconstructed.” Lily situates the current DEI landscape within its broader history and outlines how DEI leaders can increase their impact while protecting their own well-being. They also dive into actionable steps for managers who want to advance DEI outcomes yet worry about saying or doing the right thing. Lily Zheng (they/them) is a no-nonsense DEI strategist, consultant, speaker and author who helps organizations and leaders achieve the DEI outcomes they aspire to. A dedicated practitioner and advocate named a Forbes D&I Trailblazer, 2021 DEI Influencer, and LinkedIn Top Voice on Racial Equity, Lily has been featured in the Harvard Business Review, New York Times and NPR. Their bestselling books, “DEI Deconstructed” and “Reconstructing DEI,” describe cutting-edge, accountable, and effective practices that can enable any leader to create the diverse, equitable and inclusive organizations we all deserve. Caroline Walsh is a managing vice president in Gartner’s HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelor’s degree in East Asian studies from Columbia University, and a master’s degree in public affairs from Princeton University.
Employers and employees are putting in tremendous effort in trying to make work better. There are now more ways for employees to connect with each other, more opportunities to learn at work and more tools to help work get done than ever before. However, neither employers nor employees are seeing the expected increases in results such as productivity. Jessie Knight, vice president of research in the Gartner HR practice, joins the Talent Angle to discuss how organizations can shift their thinking on how people, skills and tools can work together for the betterment of everyone. Jessie Knight is a vice president of research in the Gartner HR practice. She leads research teams to identify best practices and new opportunities to address HR executives’ most urgent challenges. Her areas of focus include employee experience, organizational culture, change management and the future of work. Peter Aykens is the chief of research for Gartner’s HR practice. Peter is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College, a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth) and a master’s degree and a doctorate in political science from Brown University.
After working from home gained widespread adoption out of necessity, organizations must now optimize their remote work strategies for the long term. Stanford Professor Nicholas Bloom joins the Talent Angle to explain the implications of return-to-office mandates for organizations and their workforce. Drawing upon data on employee sentiment, workforce productivity and organizational performance, Bloom shares how organizations can set the right strategy for their context. He argues that, in many cases, remote work enables enough profitability to outweigh leaders’ concerns about productivity, and shares how to approach collaboration in a hybrid world. Nicholas Bloom is the William Eberle Professor of Economics at Stanford University. Nick’s research focuses on working from home, management practices and uncertainty. He previously worked at the U.K. Treasury, McKinsey & Company and the IFS. He has a BA from Cambridge, an MPhil from Oxford, and a PhD from University College London. Nick is a Fellow of the American Academy of Arts and Sciences, and the recipient of the Guggenheim and Sloan Fellowships, the Frisch Medal and a National Science Foundation Career Award. He was elected to Bloomberg50 for his advice on working from home. Caroline Walsh is a vice president in Gartner’s HR practice.Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelor’s degree in East Asian studies from Columbia University, and a master’s degree in public affairs from Princeton University.
Increased automation and use of tools like robotics and generative AI have fundamentally changed the expert-novice relationships that organizations and knowledge transfer are built on. Professor and author Matt Beane joins the Talent Angle to share his insights on how learning and development (L&D) leaders can play a strategic role in unlocking human ability in the age of intelligent machines. Drawing upon examples across industries and eras, Matt explains why challenge, complexity and connection are key drivers for effective learning in today’s working environment. Matt Beane is an assistant professor in the technology management program at the University of California, Santa Barbara. Matt does field research on work involving robots and AI to uncover systematic positive exceptions that we use across the broader world of work. He received his Ph.D. from the Sloan School of Management at the Massachusetts Institute of Technology in the information technologies department. Matt also took a two-year hiatus from his doctoral studies to help found and fund Humatics, an MIT-connected, full-stack IoT startup. Peter Aykens is the chief of research for Gartner’s HR practice. Aykens is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College, a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth), and a master’s degree and a doctorate in political science from Brown University.
Author Tiffani Bova argues organizations don’t see the strong connection between customer experience and employee experience. Despite continued investments in the customer experience, organizations tend to overlook how those changes affect how employees get work done. Tiffani lays out the components of her experience model — people, process, technology and culture — for addressing employee experience challenges and growing the business. She also shares advice for how HR leaders should make the business case for employee experience to other leaders and how organizations can hold themselves accountable through metrics. Tiffani is the former global growth evangelist at Salesforce and author of the Wall Street Journal bestselling book, “The Experience Mindset: Changing the Way You Think About Growth.” Her previous book “Growth IQ” was also a WSJ bestseller. Prior to working with Salesforce, she was a sales, marketing and customer service executive for startups and Fortune 500 companies. Tiffani is also a former Gartner distinguished analyst and research fellow. Caroline is a managing vice president in Gartner’s HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelor’s degree in East Asian studies from Columbia University, and a master’s degree in public affairs from Princeton University.
Organizations often unknowingly send mixed signals to their employees. For example, they might encourage innovation but punish failure. Uri Gneezy, Ph.D., joins the Talent Angle to explain how organizations can structure incentives to unlock employees’ full potential. He explains how HR leaders can use incentives to nurture intrinsic motivation in employees and create habits in the workforce that support organizational performance.
Uri Gneezy, Ph.D., is the Epstein/Atkinson Endowed Chair in Behavioral Economics and professor of economics and strategy at the Rady School of Management at the University of California, San Diego. Before joining the Rady School, Gneezy was a faculty member at the University of Chicago, Technion and Haifa. Gneezy received his Ph.D. from the Center for Economic Research in Tilburg. Gneezy was born and raised in Israel, where he learned applied game theory firsthand in the streets of Tel Aviv.
Jessica Knight is a vice president of research in the Gartner HR practice. She leads research teams to identify best practices and new opportunities to address HR executives’ most urgent challenges. Her areas of focus include employee experience, organizational culture, change management and the future of work.
Author and professor Mauro Guillén joins the Talent Angle to explain how generational labels, such as “baby boomers” or “millennials,” can be counterproductive in the workplace. Guillén offers an alternative vision of a postgenerational society and advocates for a workplace in which individuals are not confined by their age. He urges HR leaders to instill a “perennial” mindset in their organizations to foster intergenerational collaboration and engage diverse talent pools. Mauro F. Guillén is one of the most original thinkers at the Wharton School, where he is a professor of management and vice dean for the MBA for Executives Program. He combines his training as a sociologist at Yale and as a business economist in his native Spain to methodically identify and quantify the most promising opportunities at the intersection of demographic, economic and technological developments. He has received Fulbright and Guggenheim fellowships, was honored with the Aspen Institute’s Faculty Pioneer Award, and was elected to the Macro Organizational Behavior Society and the Sociological Research Association. Peter Aykens is chief of research in Gartner’s human resources practice. He is responsible for defining research coverage within the practice and building and leading research teams that address clients’ key initiatives. In prior roles at the firm, he spent over 25 years leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product issues in financial services. He holds a bachelor’s degree in political science from St. Olaf College; a master’s degree in international politics from the University College of Wales, Aberystwyth (now known as Aberystwyth University); and a master’s degree and a doctorate in political science from Brown University.
In recent years, organizations have started to experiment with skills-based hiring by dropping degree requirements and other credentials in job postings to unlock new talent populations. However, a fully-realized skills-based hiring approach demands deep change in talent processes and hiring manager practices. To this point, most organizations have been unable to weave this method into the fabric of their talent strategy.
Joseph Fuller, professor at Harvard Business School, rejoins the Talent Angle to discuss his latest research: “Skills-Based Hiring: The Long Road from Pronouncements to Practice.” Joseph shares data to show the extent to which skills-based hiring commitments have translated to meaningful action, and offers practical guidance to help organizations broaden the aperture of their talent pools.
Joseph Fuller is a professor of management practice in general management at Harvard Business School and co-leads the school’s initiative, Managing the Future of Work. He founded the consulting firm Monitor Group, now Monitor Deloitte, and has worked with senior executives and policymakers on a wide variety of issues related to corporate strategy and national competitiveness.
Dion Love is a vice president of research and advisory services at Gartner. Dion is a labor market expert, focusing on global labor market trends and what they mean for organizations’ talent and business strategies, as well as broader social and economic issues. In his work at Gartner, Dion advises clients on key aspects of talent acquisition, including talent acquisition function planning and management, talent needs definition and internal recruiting, employment branding and recruitment marketing, and talent sourcing and selection. He has co-authored more than 12 strategic research studies at Gartner. His work has been featured in the Harvard Business Review and industry publications, as well as Gartner HR Leaders Monthly and Smarter With Gartner.
When organizations break employee trust, Peter H. Kim argues those employees are less willing to go above and beyond to contribute to the organization. Peter, author of “How Trust Works,” goes on to detail why trust in institutions has been declining significantly, despite its importance to our work and lives. Peter explains why we mismanage and misunderstand trust and dives into counterintuitive findings from his research, such as why most people believe they are more effective assessors of trust than they actually are. He also shares why efforts to mitigate risk can have a negative impact on trust between employers and employees. Dr. Peter H. Kim is a professor of management and organization at the Marshall School of Business at the University of Southern California. His research on trust has been published in numerous scholarly journals, has received 10 national/international awards and has been featured by The New York Times, The Washington Post and National Public Radio. He’s the author of “How Trust Works: The Science of How Relationships Are Built, Broken, and Repaired.” His website is www.peterhkim.com. Jessica Knight is a vice president of research in the Gartner HR practice. She leads research teams to identify best practices and new opportunities to address HR executives’ most urgent challenges. Her areas of focus include employee experience, organizational culture, change management and the future of work.
Three-fourths of HR leaders agree they will be lagging in organizational success if they do not adopt and implement generative AI (GenAI) in the next 12 to 24 months. However, GenAI’s long-term impact on jobs is yet to be determined, and as a result, organizations must prepare for multiple scenarios as they engage in workforce planning and adopt GenAI to their unique context. In this episode of the Talent Angle, Helen Poitevin, a distinguished vice president analyst at Gartner, shares a framework to help organizations evaluate the context-specific workforce impact of GenAI by identifying the market and technology drivers that matter for talent decisions. This Gartner model will help HR leaders establish workforce strategies as they align technology and business investments with talent implications. Helen Poitevin is a distinguished VP analyst with a focus on human capital management (HCM) technologies and advising clients on their HCM technology strategies. In HCM, areas of particular focus include talent analytics, voice of the employee analytics, workforce planning and AI in HCM. Ms. Poitevin also conducts research regarding the future of work with a focus on technology’s effect on how people will work, the gig economy, talent marketplaces and ecosystems, and future talent practices. Peter Aykens is the chief of research for Gartner’s HR practice. Mr. Aykens is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College, a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth) and a master’s degree and a doctorate in political science from Brown University.
In their pursuit of heightened productivity, organizations are leaving little room for failure. However, failures are an inevitable part of the innovation process and often serve as a precursor to breakthroughs. By solely focusing on productivity, organizations may be missing out on valuable opportunities for innovation that could propel them forward. In the worst-case scenarios, a failure-adverse climate can lead employees to hide concerns or problems, which can lead to potentially catastrophic issues.
Amy Edmondson, the Novartis Professor of Leadership and Management at the Harvard Business School and author of "Right Kind of Wrong: The Science of Failing Well," shares her expertise on the Talent Angle podcast, offering insights on how organizations should shift their mindset toward failure and embrace it as a catalyst for growth and improvement.
Amy C. Edmondson, the Novartis Professor of Leadership and Management at Harvard Business School, is a management scholar best known for her research on psychological safety and team learning. She has been recognized by the biannual Thinkers50 global ranking of management thinkers since 2011 and was ranked No. 1 in 2021 and 2023. She is the author of eight books, including her most recent book, Right Kind of Wrong: The Science of Failing Well, and more than 100 academic articles.
Jessica Knight is a vice president of research in the Gartner HR practice. She leads research teams to identify best practices and new opportunities to address HR executives’ most urgent challenges. Her areas of focus include employee experience, organizational culture, change management and the future of work.
Netta Jenkins, author of “The Inclusive Organization,” suggests that while organizations have made advances in DEI in recent years, political polarization and economic uncertainty have threatened to undo that progress. Jenkins joins the Gartner Talent Angle to share her advice on the current state of the DEI movement, and she charts a path forward for HR leaders. She unpacks her three “P” framework — people, practices and products — detailing how each “P” is essential to moving DEI forward within organizations. During the conversation, Jenkins also describes the often unrealistically high expectations put on DEI leaders to transform the organization, despite limited funding and staffing.
Netta Jenkins is a doctoral student and author of “The Inclusive Organization,” listed by Forbes as one of the Top 4 DEI books to read. She is CEO of AeroDEI, a DEI tool that helps organizations measure and quantify the impact of their DEI initiatives through gamifying the experience for employees. Jenkins has been advising corporations and audiences of all kinds for years on the most effective strategies to address inequitable gaps that led to a 300k+ LinkedIn audience and played a key factor in Forbes naming her as one of the Top 7 anti-racism consultants in the world. She has also given a ground-breaking TEDx talk, “Reimagining the Workplace.”
Peter Aykens is chief of research in Gartner’s human resources practice. Peter is responsible for defining research coverage within the practice and building and leading research teams in addressing clients’ key initiatives. In prior roles at the firm, Aykens spent over 25 years leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channel marketing, customer experience and product issues in financial services. He holds a B.A. in political science from St. Olaf College; an MSc. (Econ) degree in international politics from the University College of Wales, Aberystwyth; and an M.A. and Ph.D. in political science from Brown University.
Patrick McLaughlin, PepsiCo Foods North America CHRO, joined the Talent Angle at Evanta’s 2023 Dallas CHRO Executive Summit in June to reflect on what he refers to as “the inversion of the labor market.” For the first time, there are more jobs than people to fill them. HR leaders are charged with retaining and engaging the frontline workforce amid changing employee expectations and a competitive talent landscape. Patrick offers his perspective on current workforce trends, reflects on lessons learned in recent years and identifies opportunities for organizations to improve the employee experience for frontline workers. Patrick McLaughlin is senior vice president and chief HR officer for PepsiCo Foods North America, an operating division of PepsiCo. He is a 27-year veteran of PepsiCo with a broad range of leadership experience in beverages and foods. Before joining PepsiCo, Patrick worked for Exxon USA based in New Orleans, Louisiana. Patrick holds bachelor’s and master’s degrees in organizational communication from Purdue University. Patrick also serves on the board of the Sabra Dipping Company, a joint venture of PepsiCo and the Strauss Group. He is an avid football fan and enjoys travel, gardening and cooking; he and his husband, David Talley, are active in the Dallas and New Orleans communities. Peter Aykens is the chief of research for Gartner’s HR practice. He is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College; a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth); and a master’s degree and a doctorate in political science from Brown University.
Mid-level managers are sandwiched between pressure from business leaders to retain employees and rising employee expectations for personalized support and communication. In this Talent Angle episode, former Kimberly-Clark CHRO and member of Gartner’s CHRO Global Leadership Board Liz Gottung encourages organizations to rethink their expectations for mid-level managers or risk losing these critical managers to burnout and fatigue. She suggests organizations use technology and rethink role design to free manager capacity for more high-impact work. After a 35-year career with Kimberly-Clark, Lizanne (Liz) Gottung retired as senior vice president and chief HR officer in 2017. At the time, Kimberly-Clark was a $20 billion global company with nearly 45,000 employees in more than 63 countries. Under her leadership, Kimberly-Clark’s talent strategies were widely recognized for excellence and innovation in HR management, winning multiple global awards for diversity, equity and inclusion; succession and development practices; and Kimberly-Clark’s employer brand. Liz has been a member of the board of directors of the Louisiana Pacific Corporation since 2006 and is chair of the governance and corporate responsibility committee. She joined the board of Sylvamo Corporation in 2021 and chairs the management development and compensation committee. Liz works with a number of non-profit organizations in the Atlanta area, where she lives. She is also a member of Gartner’s CHRO Global Leadership Board. Peter Aykens is Chief of Research in Gartner's Human Resources practice. Mr. Aykens is responsible for defining research coverage within the practice and building and leading research teams addressing client's key initiatives. In prior roles at the firm, he spent over 25 years leading research teams focused on banking and financial services strategy producing numerous studies that addressed business strategy, channel, marketing, customer experience and product issues in financial services. He holds a B.A. in Political Science from St. Olaf College; a MSc.(Econ) degree in International Politics from the University College of Wales, Aberystwyth; and a MA and Ph.D. in Political Science from Brown University.
Conflict management is an increasingly essential skill for individuals in leadership positions. However, it is a topic that often makes people — especially leaders and managers — feel uneasy. As leaders are responsible for handling conflicts between their employees, teams, and peers, it is crucial for them to have effective strategies for conflict management. Amy Gallo, the author of “Getting Along: How to Work with Anyone (Even Difficult People)," joins the Talent Angle podcast to provide valuable insights and strategies on how to effectively manage conflicts and transform them into productive dialogues within your organization.
Amy Gallo is a workplace expert who writes and speaks about gender, interpersonal dynamics, and difficult conversations. She’s the best-selling author of “Getting Along: How to Work with Anyone (Even Difficult People)” and the “HBR Guide to Dealing with Conflict,” as well as hundreds of articles for Harvard Business Review. For the past five years, Amy has co-hosted HBR’s popular Women at Work podcast, which examines the struggles and successes of women in the workplace. Her advice has been featured in the New York Times, Wall Street Journal, Fast Company, BBC, and NPR.
Caroline Walsh is a managing vice president in Gartner’s HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelor’s degree in East Asian studies from Columbia University, and a master’s degree in public affairs from Princeton University.
HR leaders are still experimenting with ways to support collaboration, connectivity and performance in response to a transforming global work environment. Martha Delehanty, Chief People Officer at Commvault, joins the Talent Angle and shares insights on how to equip employees for ongoing success to help leaders sustain high performance across the organization. She identifies the opportunities and challenges brought on by shifts in the nature of knowledge work. Martha explains how one-size-fits-all approaches can fail to unlock true capacity expansion and discusses habits HR leaders can adopt to declutter work at their organization.
Martha Delehanty is the Chief People Officer of Commvault. Martha uses her decades of human resources experience at Verizon Operations and Verizon Wireless to guide and coach Commvault team members to build fantastic, life-changing careers — all while helping ensure that Commvault is a naturally relevant contributor to customers’ value chain. Martha earned her bachelor’s degree in psychology from Mount Holyoke College and master’s degree in business from the University of Texas.
Peter Aykens is the chief of research for Gartner’s HR practice. He is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College; a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth); and a master’s degree and a doctorate in political science from Brown University.
From the emergence of GenerativeAI to widespread adoption of hybrid work, HR leaders are increasingly called upon to lead their organizations through uncertainty. Authors Nathan Furr and Susannah Harmon Furr join the Talent Angle to explain why uncertainty should be associated with opportunity, not anxiety. They detail how organizations can navigate uncertainty to drive transformation and innovation, and offer tools to help HR leaders develop the “uncertainty ability” in leaders and managers.
Nathan Furr is a Professor of Strategy at INSEAD, where he teaches innovation and technology strategy. Nathan earned his PhD from the Stanford Technology Ventures Program at Stanford University and has written five books and over seventy articles on innovation, technology, and transformation.
Susannah Harmon Furr is a designer and art historian and founded a women's clothing line inspired by her research. She is currently creating a hope accelerator in Normandy, France to teach regenerative ecosystems and transformation for individuals and families. Nathan and Susannah are coauthors of The Upside of Uncertainty (HBR Press July 2022).
Jessica Knight is a vice president of research in the Gartner HR practice. She leads research teams to identify best practices and new opportunities to address HR executives’ most urgent challenges. Her areas of focus include employee experience, organizational culture, change management and the future of work.
Organizations today are grappling with how to manage the merging of peoples’ work and personal lives. With many organizational processes and structures not fully accounting for the human impact they have on their employees’ lives, organizations are now looking for a better approach to the way we work. Peter Aykens and Sari Wilde, two leaders of the Gartner HR practice, offer a new, human-centric, approach that they argue will foster creativity and engagement among employees, ultimately delivering the best results for their organization.
Peter Aykens is the chief of research for Gartner’s HR practice. Peter is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College, a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth) and a master’s degree and a doctorate in political science from Brown University.
Sari J Wilde oversees peer and practitioner research in the HR practice. She holds a bachelor's degree from Barnard College, Columbia University and a master’s degree in industrial and organizational psychology from New York University.
Caroline Walsh is a managing vice president in Gartner’s HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelor’s degree in East Asian studies from Columbia University, and a master’s degree in public affairs from Princeton University.
The mandate for and position of HR have evolved since the COVID-19 pandemic began, and these trends are only accelerated by continually shifting employee expectations. Lynanne Kunkel, chief HR officer (CHRO) of Vail Resorts and member of Gartner’s CHRO Global Leadership Board, shares her vision for how the HR function can strive for excellence while facing ongoing pressures in this new environment. She urges HR functions to develop capabilities like change leadership and human-centered experience design. She also discusses how HR can engage with other business leaders to become more integrated and aligned to strategic business outcomes.
Lynanne Kunkel is the CHRO for Vail Resorts. Prior to joining Vail Resorts in 2017, Lynanne served in various executive positions for Whirlpool, most recently as senior vice president of global HR. Throughout her career, she has led all aspects of HR to deliver enhanced business performance in areas that include business HR, talent acquisition, talent management, leadership development, organizational effectiveness, diversity and inclusion, and talent analytics.
Peter Aykens is the chief of research for Gartner’s HR practice. He is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College; a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth); and a master’s degree and a doctorate in political science from Brown University.
There are three key changes impacting today’s labor market – a changing workforce composition, evolving attitudes towards work, and new tools and technologies to empower employees and candidates. HR leaders must understand the implications of these changes as they set talent strategies and build out capabilities for their organizations. Gad Levanon, Chief Economist of the Burning Glass Institute, joins the Talent Angle to discuss evolving dynamics in the labor market and offer practical recommendations to HR leaders. He explains how organizations must pull a variety of levers, from technology to rewards and learning programs, at the same time to gain an edge in the talent market.
Gad Levanon is Chief Economist of The Burning Glass Institute. Previously, Gad was with The Conference Board where he was founder of the Labor Market Institute and led the Help Wanted OnLine© program. His research focuses on trends in US and global labor markets, the US economy, and their impact on employers. Prior to The Conference Board, he worked at the Israeli Central Bank. He received his PhD in economics from Princeton University and holds undergraduate and master’s degrees from Tel Aviv University.
Dion Love is a vice president of research and advisory services at Gartner. He’s a labor market expert, focusing on global labor market trends and what they mean for organizations’ talent and business strategies, as well as broader social and economic issues. In his work at Gartner, Dion advises clients on key aspects of talent acquisition, including talent acquisition function planning and management, talent needs definition and internal recruiting, employment branding and recruitment marketing, and talent sourcing and selection. He has co-authored more than 12 strategic research studies at Gartner. His work has been featured in the Harvard Business Review and industry publications, as well as Gartner HR Leaders Monthly and Smarter With Gartner.
The proliferation of remote and hybrid work has forced managers and HR leaders to rethink how they keep tabs on workforce productivity. Meanwhile, emerging technologies like Generative AI have raised expectations for what future productivity can look like. While productivity has always been elusive to define and measure in the context of knowledge work, today’s environment has further challenged organizations to develop new strategies. Paulo Pisano, Booking Holdings CHRO, joins the Talent Angle to offer his perspective on HR’s role in boosting productivity. Touching on the linearity of work and the relationship between stress and performance, he shares actionable guidance for HR leaders looking to harness the full potential of their workforce.
As Chief HR Officer for Booking Holdings, Paulo is leading the company’s efforts to develop an integrated long-term strategy in the People, Organization and Diversity, Equity and Inclusion spaces. Paulo and team are committed to fostering a workplace environment where every employee can do their best work. Paulo joined in 2020 as Chief People Officer for Booking.com and was previously Chief People Officer at Galp. In the last several years, he has been actively engaged in the fields of learning and education through board and advisory roles in organizations such as Singularity University, Teach for All and Stir Education.
Peter Aykens is the chief of research for Gartner’s HR practice. Aykens is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College, a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth), and a master’s degree and a doctorate in political science from Brown University.
The rapid proliferation of HR technology has presented exciting opportunities while forcing HR leaders to make some difficult choices. Marcia Morales-Jaffe offers a path forward and shares insights from her experience as the former chief people officer of PayPal and World Fuel Services. Morales-Jaffe outlines how HR leaders can make the most of their technology investment and discusses the role that manager development, culture and change management play in the success of HR technology. Marcia Morales-Jaffe is a retired chief HR officer (CHRO) and emeritus member of the Gartner CHRO Global Leadership Board. She currently serves as senior advisor at McKinsey & Company’s People & Organizational Performance Practice. Until 2017, Marcia was SVP, chief people officer at PayPal, where she played an integral role in shaping culture and advancing its transformational business vision and social mission. Peter Aykens is chief of research in Gartner’s HR practice. He is responsible for defining research coverage within the practice and building and leading research teams addressing client’s key initiatives. In prior roles at the firm, he spent over 25 years leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channel, marketing, customer experience and product issues in financial services. He holds a Bachelor of Arts in political science from St. Olaf College; an MSc.(Econ) degree in international politics from the University College of Wales, Aberystwyth; and a Master of Arts and a doctorate in political science from Brown University.
According to the 2020 Gartner Well-Being Benchmarking Survey, 70% of companies have introduced new well-being benefits or increased the amount of existing well-being benefits in response to the COVID-19 pandemic. To sustain momentum in developing a healthy workforce, organizations must continue to create an environment where employees value well-being. Dr. Richard Safeer, author of “A Cure for the Common Company,” joins the Talent Angle to make the case that organizations should go beyond well-being programs to create a culture of well-being. He offers practical guidance to help HR leaders establish the norms and environment that supports workforce health.
Dr. Richard Safeer, MD, currently serves as the Chief Medical Director of Employee Health and Well-Being for Johns Hopkins Medicine, where he leads the Healthy at Hopkins employee health and well-being strategy. Richard released “A Cure for the Common Company: A Well-Being Prescription for a Happier, Healthier, and More Resilient Workforce” in January 2023 with publisher Wiley. Previously, he was the medical director of preventive medicine for CareFirst BlueCross BlueShield in Baltimore, Maryland.
Jessica Knight is a vice president of research in the Gartner HR practice. She leads research teams to identify best practices and new opportunities for addressing HR executives’ most urgent challenges. Her areas of focus include employee experience, organizational culture, change management and the future of work.
As employees rethink the role that work has in their lives, organizations must similarly reimagine how they engage and retain employees. Author and commitment expert Joe Mull makes the case that employees do a great job when they believe they have a great job. Mull joins the Talent Angle to share insights from his book “Employalty: How to Ignite Commitment and Keep Top Talent in the New Age of Work.” He discusses how key employment value proposition (EVP) aspects such as compensation, workload and flexibility help create a destination workplace.
Joe Mull is the author of three books including “No More Team Drama” and “Employalty: How to Ignite Commitment and Keep Top Talent in the New Age of Work.” He is the founder of the BossBetter Leadership Academy and hosts the popular podcast Boss Better Now. Joe has appeared as an expert in multiple media outlets, including Forbes, the International Business Times, ABC, CBS, NBC, FOX, and Good Morning America. Brent Cassell is a vice president of advisory in Gartner’s HR practice, and he has spent the past 19 years in Gartner’s HR and CIO practices. His job is to help clients find the research they need, to help them understand that research, and to coach them through the implementation of those best practices in their own organizations. Brent is the contributing editor of the HR Leaders Monthly journal. In 2022, he won Gartner’s award for Outstanding Thought Leadership for his work on Redesigning Work for the Hybrid World.
As organizations continue to face fierce competition for talent, HR leaders have upheld internal mobility as a lever to retain talent, yet many employees remain unaware of the career opportunities in their organization. In this episode of the Talent Angle, Helen Tupper illustrates how championing squiggly careers — or nonlinear career paths — can deliver on the promise of internal mobility by giving employees relevant and engaging opportunities. By intentionally empowering talent to apply their skills across a diverse set of experiences, HR leaders can create meaningful careers for individuals while also serving the needs of the organization.
Helen Tupper is the co-founder and CEO of Amazing If, a company with an ambition to make careers better for everyone. Together with her business partner Sarah Ellis, she is the author of two Sunday Times bestsellers: “The Squiggly Career” and “You Coach You.” Their “Squiggly Careers” podcast is the U.K.’s No. 1 careers podcast, and their TEDx talk “The Best Career Path Isn’t Always a Straight Line” has over 1.5 million downloads. Helen also works as a trustee for Working Families, a U.K. charity with a mission to support families and caregivers with their work and life commitments. Prior to Amazing If, she held leadership roles for Microsoft, Virgin and BP and was awarded The Financial Times and 30% Club’s Women in Leadership MBA Scholarship. She is mum to Henry and Madeleine and lives with her husband in Buckinghamshire. You can find her on Instagram @amazingif.
Dion Love is a vice president of research and advisory services at Gartner. He’s a labor market expert, focusing on global labor market trends and what they mean for organizations’ talent and business strategies, as well as broader social and economic issues. In his work at Gartner, Dion advises clients on key aspects of talent acquisition, including talent acquisition function planning and management, talent needs definition and internal recruiting, employment branding and recruitment marketing, and talent sourcing and selection. He has co-authored more than 12 strategic research studies at Gartner. His work has been featured in the Harvard Business Review and industry publications, as well as Gartner HR Leaders Monthly and Smarter With Gartner.
As members of Gartner’s CHRO Global Leadership Board, Medtronic’s Carol Surface and GE’s Kevin Cox were both involved in creating the original Model of the World-Class CHRO in 2017. They join host Peter Aykens on the Talent Angle to discuss what’s changed in the recent update. They reflect on what originally inspired them to create the model, its legacy to date, and why it was due for a revision. In breaking down Chapter 2 of the model, Carol and Kevin share what’s remained the same for the chief HR officer (CHRO) role alongside what must be added to address today’s realities. The CHRO Global Leadership Board, convened by Gartner, is composed of CHROs from the world’s top companies with deep expertise in HR, talent management and executive leadership. Carol Surface was recently appointed chief people officer at Apple, a role she will start in March 2023. Since 2013, she has served as executive vice president and CHRO at Medtronic, a global healthcare technology leader with 95,000-plus employees. Previously, Carol was executive vice president and CHRO at Best Buy and held a series of human resources leadership roles at PepsiCo, including chief personnel officer for PepsiCo International. In 2020, Carol was elected as Fellow of the National Academy of Human Resources (NAHR). She earned a Ph.D. in industrial/organizational psychology from Central Michigan University. Kevin Cox is the CHRO for General Electric. Kevin leads GE’s global HR organization, including talent management, leadership development, total rewards and employee relations. Prior to GE, Kevin served as the CHRO at American Express for 14 years. Previously, he spent 16 years at PepsiCo and the Pepsi Bottling Group, where he held positions leading strategy, business development, technology and HR. In 2009, Kevin was elected as Fellow of the National Academy of Human Resources (NAHR). He holds a master’s degree in labor and industrial relations from Michigan State University and a Bachelor of Arts from Marshall University.
The 4-day work week has gained momentum in recent years, but has not yet entered the mainstream. Alex Soojung-Kim Pang, Global Programs Director at 4 Day Week Global, joins the Talent Angle to explain why organizations should consider experimenting with new ways of working. He highlights the importance of rest for human creativity and problem solving, and outlines how a shortened work week can unlock human potential to benefit both employers and employees.
Alex Soojung-Kim Pang a leading voice in reduced hours working. He is the author of three books exploring how companies and individuals can better integrate rest, creativity, and focus into digital-age lives and work. Before joining 4 Day Week Global, Alex was a research director at the Institute for the Future and senior consultant at Strategic Business Insights, and lectured at Oxford University, Stanford University, and UC Berkeley. Alex received a Ph.D. in history and sociology of science from the University of Pennsylvania.
Brent Cassell is a VP, Advisory at Gartner, where he has worked for the past 18 years in both the HR and CIO Research Groups. His job is to help clients find the research they need, to help them understand that research, and to coach them through the implementation of those best practices in their own organizations. Currently, his research focuses on the Future of Work and Total Rewards. In 2022, he won Gartner's award for Outstanding Thought Leadership for his work on Redesigning Work for the Hybrid World. He is also the Contributing Editor of HR Leaders Monthly and the Co-Host of the Talent Angle podcast.
The hybrid world has upended traditional norms around the role of the office. Author Julia Hobsbawm joins the Talent Angle to discuss how talent management leaders can apply the insights from her book, “The Nowhere Office: Reinventing Work and the Workplace of the Future,” to take advantage of the emerging opportunities created by hybrid ways of working. Hobsbawm argues we are in a new era of work — marked by unclear boundaries and changing attitudes — and she shares advice on what organizations should do as they continue to shape the role of the office in this new era. She looks to the past at how earlier innovations in knowledge work changed offices and to the future at how physical spaces will support employees in sustained performance. Julia Hobsbawm is an award-winning business author and futurist of work who writes the “Working Assumptions” column for Bloomberg’s Work Shift. The author of the acclaimed book “The Nowhere Office: Reinventing Work and the Workplace of the Future,” she was a founder of the U.S.-led Workforce Institute, was chair of the inaugural U.K. Demos Workshift Commission, and now co-hosts the popular podcast, “The Nowhere Office.” Julia is the author of six books, including the award-winning “The Simplicity Principle,” and she was awarded an OBE in the late Queen Elizabeth II’s Birthday Honours List in 2015 for services to business. She regularly consults for and speaks to corporations, governments and changemakers around the world. Jessica Knight is a vice president of research in the Gartner HR practice. She leads research teams to identify best practices and new opportunities for addressing HR executives’ most urgent challenges. Her areas of focus include employee experience, organizational culture, change management and the future of work.
Technology is advancing at a breakneck speed, presenting both new opportunities and challenges for organizations. Ismat Duckson Aziz, Kemper CHRO and Chief Administrative Officer, joins the Talent Angle to discuss how CHROs can shape the technology strategy of their organization. She explains how CHROs can overcome the anxiety that comes with diving into the rapidly changing environment of technology, and assert themselves as drivers of enterprise innovation.
Ismat Duckson Aziz is the Chief Human Resources Officer (CHRO) and Chief Administrative Officer of Kemper. Ismat has more than 25 years of HR experience, most recently serving at U.S. Bank as Chief Advocacy Officer. Previous roles include CHRO for Sprint, CHRO for Sam’s Club, and senior HR roles at Sears Canada and MDS Pharma Services. Ismat earned a master’s of business administration from Ivey Business School at Western University in Canada and completed her undergraduate work at the University of Toronto. Ismat holds certifications in board governance and HR internationally.
Jessica Knight is a vice president of research in the Gartner HR practice. She leads research teams to identify best practices and new opportunities to address HR executives’ most urgent challenges. Her areas of focus include employee experience, organizational culture, change management and the future of work.
As the global workforce continues to age, it is increasingly vital for organizations to have both efficient succession plans and effective knowledge sharing between their employees. Julie Berko, Director of the Office of Human Resources at the National Institutes of Health (NIH), joins the Talent Angle to discuss how organizations can leverage data to enable knowledge sharing and simplify succession planning. She also explains how organizations can identify future skills needs and build strategies to develop them.
Julie Berko boasts more than 30 years of human resources experience, honored with the 2022 Presidential Rank Award. A Hodgkin’s lymphoma survivor, she champions workplace flexibilities and employee well-being. Julie pioneered the FAA's Work/Life program and geriatric care management. At NIH, she instituted the Leave Bank program, Maxiflex, and telework expansion, meeting 100% employee needs. Her initiatives fostered diversity, inclusion, and swift response to COVID-19, enabling quick transition to maximum telework for 75% of the workforce. Julie served on the NIH Child Care Board, Health and Wellness Council, and co-chaired the 2023 Federal Human Capital Collaborative Forum. She holds a master’s degree in public administration from American University and a bachelor’s degree in sociology from Howard University.
Peter Aykens is the chief of research for Gartner’s HR practice. Peter is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College, a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth) and a master’s degree and a doctorate in political science from Brown University.
Drawing on their professional and academic experience, Ravin Jesuthasan and John Boudreau argue the current work “operating system” is increasingly unable to meet the needs of employees and employers. They join the Talent Angle to discuss their new book, Work Without Jobs: How to Reboot Your Organization’s Work Operating System, and the opportunities for HR to shape a new vision for the future of work. Jesuthasan and Boudreau propose a new work “operating system” based on deconstructed work and deconstructed talent that would ultimately lead to a more human-centric approach to work. In their new vision for the future of work, they emphasize the importance of developing capabilities that will enable organizations to redesign and reinvent work and the employee experience. Ravin Jesuthasan is the global leader of Mercer’s Transformation Services business. He has led multiple research efforts on the global workforce, the emerging digital economy, the rise of artificial intelligence and the transformation of work. Ravin has led numerous research projects for the World Economic Forum including many of its ground-breaking studies on the transformation of work and the global workforce. He is a regular participant and presenter at the World Economic Forum’s annual meeting in Davos and is a member of the forum’s Steering Committee on Work and Employment. He is the author of the books Transformative HR (Wiley, 2012), Lead The Work: Navigating a World Beyond Employment (Wiley 2015), Reinventing Jobs: A 4-Step Approach to Applying Automation to Work (HBR Press, 2018) and the Wall Street Journal bestseller; Work Without Jobs: How to Reboot Your Organization’s Work Operating System (MIT Press, 2022).
Dr. John Boudreau is recognized worldwide as a leading evidence-based visionary on the future of work and organization. Dr. Boudreau is Professor Emeritus of Management and Organization and a Senior Research Scientist with the Center for Effective Organizations, at the Marshall School of Business, University of Southern California. For 40 years, he has conducted breakthrough research on the bridge between work, superior human capital, leadership and sustainable competitive advantage. His research addresses the future of work and the global HR profession, work automation, HR measurement and analytics, decision-based HR, executive mobility, HR information systems and organizational staffing and development. Dr. Boudreau helped to establish and then directed the Center for Advanced Human Resource Studies (CAHRS) at Cornell University, where he was a professor for more than 20 years
Peter Aykens is chief of research in Gartner’s human resources practice. He is responsible for defining research coverage within the practice and building and leading research teams that address clients’ key initiatives. In prior roles at the firm, he spent over 25 years leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product issues in financial services. He holds a bachelor’s degree in political science from St. Olaf College; a master’s degree in international politics from the University College of Wales, Aberystwyth (now known as Aberystwyth University); and a master’s degree and a doctorate in political science from Brown University.
Dart Lindsley, the head of global process excellence for people operations at Google, joins the Gartner Talent Angle to share why he thinks work is one of the least designed products on the market today. Dart argues that if HR leaders applied design principles to work they would view employees not as inputs to production but rather as customers buying the experience of work. This reframing of the relationship between the organization and the employee can help managers rethink how to approach their roles and help HR more precisely shape the employee experience.
Dart Lindsley leads Global Process Excellence for People Operations at Google. Before joining Google, Dart led the Human Resources Transformation Planning and Analysis organization for Cisco Systems. While at Cisco, Dart founded the business architecture and experience design teams. By focusing these two very different disciplines on questions of talent, Dart and his team came to an important insight: employees can be framed as customers of work, and employers therefore must sell work as a product. Ever since, Dart has been using tools from marketing and product design to delve into what people really want from work and ways in which companies can build and deliver an extraordinary work-experience product.
Aaron McEwan is a behavioral scientist, psychologist and futurist. As vice president of research and advisory for Gartner’s HR practice, Aaron provides strategic advice to the world’s leading companies on the future of work and talent and helps leaders manage their most critical relationships across the c-suite and board. Alongside his current role, Aaron is a Fellow of the Australian Human Resources Institute, serves on the national committee for the Australian Psychological Society’s Interest Group in Coaching Psychology and is an Associate of Macquarie University’s Centre for Workforce Futures. He was recently named a Top 100 Global HR Influencer and one of 5 HR Leaders to Follow in 2022.
*This episode is an excerpt taken from our 2022 interview.
Mark C. Crowley joins the Gartner Talent Angle to discuss why today’s unparalleled workplace challenges prompted him to release a second edition of his book, “Lead from the Heart: Transformational Leadership for the 21st Century” more than a decade after it was first published. Backed by scientific findings on employee motivation, Crowley outlines common misconceptions about leading from the heart. And drawing on examples from his own experience, he shares practical advice for how to effectively implement this type of leadership at an organization.
Mark C. Crowley is the author of “Lead From The Heart: Transformational Leadership For The 21st Century.” The second edition debuted in August 2022 as an “Amazon #1 Release,” and his book has been taught in nine American universities. Mark is a regular columnist for Fast Company Magazine and has been published in USA Today, Reuters, Forbes, the Stanford Social Innovation Review, the Huffington Post, Gallup & the Seattle Times. Mark spent over 20 years in the world of Financial Services. He held two national level positions at one of America’s largest financial institutions where he was named “leader of the year”. Mark proved that deeply caring about and supporting people, and thereby positively affecting employee’s hearts had a profound effect on motivating their sustained engagement, loyalty and productivity.
*This episode is an excerpt taken from our 2022 interview.
As many organizations struggle to keep pace with technological innovations, digital transformation is a top priority. Gerald Kane, professor of information systems at the University of Georgia’s Terry College of Business, joins the Gartner Talent Angle to explore the opportunities these digital disruptions create and to inspire HR leaders to approach digital transformation with confidence. He explains how people and processes, not just technology, are crucial to successful digital transformation, and emphasizes the need for leaders to have growth mindsets and to continually learn while building adaptability in their organizations.
Dr. Gerald C. Kane is a Professor and the C. Herman and Mary Virginia Terry Chair in Business Administration at the Terry College of Business at the University of Georgia. He researches and teaches about how companies can understand and respond to digital disruption to undergraduate, graduate, and executive education students worldwide; and he has published over 100 papers, articles, and reports on these topics. He has written two books for MIT Press: The Technology Fallacy: How People are the Real Key to Digital Transformation and the The Transformation Myth: Leading Your Organization Through Uncertain Times.
*This episode is an excerpt taken from our 2022 interview.
Author Caleb Gardner argues that while change has been constant for some time, organizations are still unprepared to address it. In his latest book, “No Point B: Rules for Leading Change in the New Hyper-Connected, Radically Conscious Economy,” Gardner lays out his vision for how organizations should approach change in the new environment. The founder of the consulting firm 18 Coffees joined the Gartner Talent Angle Podcast to share examples of organizations undergoing transformation, and he extols the virtues of effective communication, adaptive capability and revised assumptions.
Caleb Gardner is the co-founder of innovation consulting firm 18 Coffees and author of the new book, “No Point B: Rules for Leading Change in the New Hyper-Connected, Radically Conscious Economy.” Caleb’s career has spanned from working at Edelman and Bain & Company to running U.S. President Barack Obama’s Twitter account. Caleb’s insights about building more ethical and effective companies have been featured in publications such as NBC News, Wired, Crain’s, BBC News and Cheddar News.
*This episode is an excerpt taken from our 2022 interview.
Entering 2024, executives face a volatile business environment, sustained talent shortages, rapid technological advancements and a workforce with intense change fatigue. As organizations seek to capitalize on new opportunities in the year ahead, CHROs must help navigate unforeseen challenges and difficult tradeoffs. In this episode of the Talent Angle, Gartner’s Peter Aykens and Emily Rose McRae share nine future of work trends that will shape HR in 2024.
To access the full future of work trends research, see: https://gtnr.it/FOW24
Peter Aykens is the chief of research for Gartner’s HR practice. Mr. Aykens is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College, a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth) and a master’s degree and a doctorate in political science from Brown University.
Emily Rose McRae advises CHROs and other c-suite executives on the future of work and workforce transformation. While Ms. McRae works across all issues that can lead to the future of work, her core areas of focus include emerging technologies (such as GenAI) and their impact on work and the workforce, new employment models, evolving employee expectations, flexibility for frontline workers, and the aging workforce. She also helps executives with workforce planning to anticipate and prepare for these changes, creating an enterprise-wide future of work strategy, and creating and iterating on hybrid work strategies and the role of the office.
Caroline Walsh is a managing vice president in Gartner’s HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelor’s degree in East Asian studies from Columbia University, and a master’s degree in public affairs from Princeton University.
In 2023, expert guests joined the Gartner Talent Angle to lay out their visions for the future of jobs, the office and HR. Marshall School of Business professor Dr. John Boudreau and Mercer’s Transformation Services global leader Ravin Jesuthasan propose a new work “operating system” based on deconstructed work and deconstructed talent. Author Julia Hobsbawm offers advice on how organizations should shape the role of the office in an era of work marked by unclear boundaries and changing attitudes. And Vail Resorts CHRO Lynanne Kunkel explains how the HR function can strive for excellence by developing capabilities like change leadership and human-centered experience design.
Ravin Jesuthasan is the global leader of Mercer’s Transformation Services business. He has led multiple research efforts on the global workforce, the emerging digital economy, the rise of artificial intelligence, and the transformation of work. Ravin has led numerous research projects for the World Economic Forum on the transformation of work and the global workforce. He is a regular participant and presenter at the World Economic Forum’s annual meeting in Davos and is a member of the forum’s Steering Committee on Work and Employment. He is the author of “Transformative HR”, “Lead the Work: Navigating a World Beyond Employment,” “Reinventing Jobs: A 4-Step Approach to Applying Automation to Work”, and the Wall Street Journal bestseller “Work Without Jobs: How to Reboot Your Organization’s Work Operating System”.
Dr. John Boudreau is recognized worldwide as a leading evidence-based visionary on the future of work and organization. John is Professor Emeritus of Management and Organization and a Senior Research Scientist with the Center for Effective Organizations, at the Marshall School of Business, University of Southern California. For 40 years, he has conducted breakthrough research on the bridge between work, superior human capital, leadership and sustainable competitive advantage. His research addresses the future of work and the global HR profession, work automation, HR measurement and analytics, decision-based HR, executive mobility, HR information systems and organizational staffing and development. John helped to establish and then directed the Center for Advanced Human Resource Studies (CAHRS) at Cornell University, where he was a professor for more than 20 years.
Julia Hobsbawm is an award-winning business author and futurist of work who writes the “Working Assumptions” column for Bloomberg’s Work Shift. The author of the acclaimed book “The Nowhere Office: Reinventing Work and the Workplace of the Future,” she was a founder of the U.S.-led Workforce Institute, was chair of the inaugural U.K. Demos Workshift Commission, and now co-hosts the popular podcast, “The Nowhere Office.” Julia is the author of six books, including the award-winning “The Simplicity Principle,” and she was awarded an OBE in the late Queen Elizabeth II’s Birthday Honours List in 2015 for services to business. She regularly consults for and speaks to corporations, governments and changemakers around the world.
Lynanne Kunkel is the CHRO for Vail Resorts. Prior to joining Vail Resorts in 2017, Lynanne served in various executive positions for Whirlpool, most recently as senior vice president of global HR. Throughout her career, she has led all aspects of HR to deliver enhanced business performance in areas that include business HR, talent acquisition, talent management, leadership development, organizational effectiveness, diversity and inclusion, and talent analytics.
While hybrid work, new technologies and evolving skills needs are changing how work gets done, what motivates employees remains constant. Author and psychologist Ron Friedman joins the Gartner Talent Angle to share how the latest findings in behavioral psychology can be applied throughout organizations. Friedman shares insights from his books “Decoding Greatness” and “The Best Place to Work” along with examples and stories from his work as founder of ignite80. He explains how HR leaders can use the method of reverse engineering to achieve success, and he details how an intentional focus on the psychological needs of employees can unlock their highest potential.
Ron Friedman is an award-winning social psychologist and the founder of ignite80, a learning and development company that teaches leaders science-based strategies for building high-performing teams. Friedman has served on the faculty of the University of Rochester, Nazareth College, and Hobart and William Smith Colleges, and is a frequent contributor to the Harvard Business Review, Psychology Today, Fast Company, Forbes, and CNN. Popular accounts of his research have appeared on NPR and in major newspapers, including The New York Times, Financial Times, the Globe and Mail, Washington Post, The Guardian, as well as magazines such as Men’s Health, Entrepreneur, and Success. His first book, The Best Place to Work, was named an Inc. Magazine Best Business Book of the Year. His new book, Decoding Greatness: How the Best in the World Reverse Engineer Success, was selected by Amazon's editors as one of 2021’s best books.
*This episode is an excerpt taken from our 2022 interview.
In 2023, expert guests joined the Gartner Talent Angle to share their advice about key drivers of employee engagement, retention and performance: flexible work, wellbeing and internal mobility. Stanford professor Nicholas Bloom discusses the impact of flexible work on employee productivity and on organizations’ bottom lines. Siemens chief people and sustainability officer Judith Wiese shares how Siemens commits to well-being to drive talent outcomes and to position the organization for sustainable success. Author Helen Tupper makes the case for nonlinear career paths to deliver on the promise of internal mobility by giving employees relevant and engaging opportunities.
Nicholas Bloom is the William Eberle Professor of Economics at Stanford University. Nick’s research focuses on working from home, management practices and uncertainty. He previously worked at the U.K. Treasury, McKinsey & Company and the IFS. He has a BA from Cambridge, an MPhil from Oxford, and a PhD from University College London. Nick is a Fellow of the American Academy of Arts and Sciences, and the recipient of the Guggenheim and Sloan Fellowships, the Frisch Medal and a National Science Foundation Career Award. He was elected to Bloomberg50 for his advice on working from home.
Judith Wiese has been a member of the Managing Board of Siemens since 1 October 2020. She is the chief people and sustainability officer as well as labor director for Siemens. In addition, Judith is responsible for global business services (GBS) at Siemens. Judith has more than two decades of international experience in various HR fields. From 2017 to 2020, she was chief human resources officer at DSM, a Dutch company specializing in health, nutrition and sustainable living. Before that, she worked for the U.S. food company Mars, most recently as head of people and organization.
Helen Tupper is the co-founder and CEO of Amazing If, a company with an ambition to make careers better for everyone. Together with her business partner Sarah Ellis, she is the author of two Sunday Times bestsellers: “The Squiggly Career” and “You Coach You.” Their “Squiggly Careers” podcast is the U.K.’s No. 1 careers podcast, and their TEDx talk “The Best Career Path Isn’t Always a Straight Line” has over 1.5 million downloads. Helen also works as a trustee for Working Families, a U.K. charity with a mission to support families and caregivers with their work and life commitments. Prior to Amazing If, she held leadership roles for Microsoft, Virgin and BP and was awarded The Financial Times and 30% Club’s Women in Leadership MBA Scholarship. She is mum to Henry and Madeleine and lives with her husband in Buckinghamshire. You can find her on Instagram @amazingif.
Business leaders today are struggling with managing their wellbeing, working with other leaders and mitigating their blind spots. Gartner analyst Rob O’Donohue joins the Talent Angle to discuss his research on how the most successful leaders succeed, despite rising employee burnout and employee-employer mistrust. Rob offers advice for how leaders can manage their workloads and take care of their own wellbeing. He also shares his insights on how leaders can build cohesion within their leadership teams and how they can better receive and implement challenging feedback from their teams and networks.
Rob O'Donohue is a vice president analyst in Gartner's executive leadership research group focusing on C-suite dynamics, executive leadership development and transitions, organizational culture change, talent and DEI. He advises executives on the future of work, hybrid work design, culture change, solving talent challenges, advancing leadership effectiveness, creating high performing teams, and enhancing diversity, equity, and inclusion within the organization. Rob creates evidence-based actionable research to empower executive leaders to lead more effectively.
Brent Cassell is a vice president of advisory in Gartner’s HR practice, and he has spent the past 19 years in Gartner’s HR and CIO practices. His job is to help clients find the research they need, to help them understand that research, and to coach them through the implementation of those best practices in their own organizations. Brent is the contributing editor of the HR Leaders Monthly journal. In 2022, he won Gartner’s award for Outstanding Thought Leadership for his work on Redesigning Work for the Hybrid World.
Ronald Schellekens, PepsiCo CHRO, and Ceree Eberly, former Coca-Cola Company chief people officer, join the Gartner Talent Angle to discuss how HR leaders can serve as role models for the business to manage through sustained uncertainty. Schellekens and Eberly share their perspectives for navigating ongoing changes to the talent landscape and preparing for long-term volatility. They draw on their experiences as HR leaders to share advice for attracting external candidates, developing a strong internal talent market and boosting employee engagement.
Ronald Schellekens is Executive Vice President and Chief Human Resources Officer of PepsiCo. Ronald joined PepsiCo in 2018 and oversees the company’s global HR function, which leads talent management and acquisition, leadership development, learning and capability building, compensation and benefits, organizational effectiveness, and HR operations. Ronald and his team also partner with PepsiCo’s Sectors and business units to advance culture, as well as diversity, inclusion and engagement. Prior to joining PepsiCo, Ronald served as Chief Human Resources Officer at Vodafone for 10 years. Ronald holds a Bachelor’s degree in Human Resources and a Master’s degree in Management and Organization from TIAS Business School in the Netherlands and has completed the Program for Management Development (PMD) at Harvard Business School.
Ceree Eberly serves as Chair for the CHRO Global Leadership Board, a network of HR executives working with Gartner to share best practices and influence cutting-edge thinking to guide the next generation of HR leaders. In March 2018, Ceree retired as SVP and Chief People Officer for Coca-Cola after 28 years with the company. She led significant improvements in Coca-Cola’s people and talent processes, leaving a lasting legacy at the organization Ceree is also a member of Women Corporate Directors global organization and has been involved with numerous Human Resources Global Leadership organizations. Ceree has a Bachelor of Arts degree from the University of Tennessee, graduating with high honors.
*This episode is an excerpt taken from our 2022 interview.
Employees and candidates consistently value pay transparency, but before HR leaders alter their rewards strategies to meet these expectations, they must first consider their holistic impact on the organization. Peter Bamberger, Professor at Tel Aviv University’s Coller School of Management and author of “Exposing Pay,” joins the Talent Angle to detail what pay transparency means for employers, employees and society. He shares the history of the pay transparency movement and relevant academic research to explain how a culture of transparency impacts outcomes like pay equity and productivity. He argues that organizations should ultimately pursue a path towards more transparency.
Peter A. Bamberger is the Domberger Professor of Management at Tel Aviv University’s Coller School of Management, and Research Director of Cornell’s Smithers Institute. His research examines rewards management, teamwork and employee well-being. Author of several books including “Human Resource Strategy” and “Exposing Pay,” Peter has published over 100 refereed journal articles. An elected Fellow of the Society of Industrial and Organizational Psychology and the Academy of Management, he served as an associate editor of Academy of Management Journal, and editor-in-chief of Academy of Management Discoveries. Peter currently serves as president-elect of the Academy of Management.
Caroline Walsh is a vice president in Gartner’s HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelor’s degree in East Asian studies from Columbia University, and a master’s degree in public affairs from Princeton University.
Inflation, supply chain risks and a tightening labor market are placing a squeeze on organizations, forcing leaders to make difficult tradeoffs. These macroeconomic conditions create challenges and opportunities for HR leaders to guide their organizations through an environment most leaders haven’t experienced before. Chris Scalia, Hershey CHRO, and Ceree Eberly, former Chief People Officer at the Coca-Cola Company, join the Talent Angle to share how HR leaders can thrive during periods of volatility. Drawing on their experiences as HR leaders, Chris Scalia and Ceree Eberly offer guidance for making tough decisions in an uncertain environment, outline approaches to making enterprise level changes amid disruption and provide tangible advice to help HR leaders model behaviors that make organizations excel.
Chris Scalia is The Hershey Company’s Chief Human Resources Officer and leads Hershey’s human resources function with accountability for Workforce Planning, Listening and Analytics, Total Rewards, Inclusion, Equity, Diversity, Talent Management, HR Service Delivery, and Strategic Business Partnering. Central to Hershey’s vision of becoming a snacking powerhouse are capabilities brought to life through outstanding talent. An energized workforce and people-centric culture striving to make a positive impact in communities where we live and work is fundamental to how Hershey leads in the marketplace. Chris has held several leadership roles in legal and HR across the spectrum of manufacturing, labor relations, employment law, business partnering, and all of talent.
Ceree Eberly serves as Chair for the CHRO Global Leadership Board, a network of HR executives working with Gartner to share best practices and influence cutting-edge thinking to guide the next generation of HR leaders. In March 2018, Ceree retired as SVP and Chief People Officer for Coca-Cola after 28 years with the company. She led significant improvements in Coca-Cola’s people and talent processes, leaving a lasting legacy at the organization Ceree is also a member of Women Corporate Directors global organization and has been involved with numerous Human Resources Global Leadership organizations. Ceree has a Bachelor of Arts degree from the University of Tennessee, graduating with high honors.
*This episode is an excerpt taken from our 2022 interview.
Despite ongoing obstacles to diversity, equity and inclusion (DEI) initiatives – such as employee pushback – author and consultant Lily Zheng argues HR leaders should continue to drive DEI outcomes by balancing ownership with individual accountability. Lily joins the Talent Angle to offer advice from their book “Reconstructing DEI: A Practitioner’s Workbook” based on their book “DEI Deconstructed.” Lily situates the current DEI landscape within its broader history and outlines how DEI leaders can increase their impact while protecting their own wellbeing. They also dive into actionable steps for managers who want to advance DEI outcomes yet worry about saying or doing the right thing.
Lily Zheng (they/them) is a no-nonsense diversity, equity, and inclusion strategist, consultant, speaker and author who helps organizations and leaders achieve the DEI outcomes they aspire to. A dedicated practitioner and advocate named a Forbes D&I Trailblazer, 2021 DEI Influencer, and LinkedIn Top Voice on Racial Equity, Lily has been featured in the Harvard Business Review, New York Times, and NPR. Their bestselling books, “DEI Deconstructed” and “Reconstructing DEI”, describe cutting-edge, accountable, and effective practices that can enable any leader to create the diverse, equitable, and inclusive organizations we all deserve.
Caroline Walsh is a managing vice president in Gartner’s HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelor’s degree in East Asian studies from Columbia University, and a master’s degree in public affairs from Princeton University.
The significance of understanding employee physical and mental health and wellbeing has increased substantially in the hybrid world. Organizations are rethinking the importance of trust and autonomy in the employee experience to develop healthy, resilient and productive workforces for the long-term. Judith Wiese, chief people and sustainability officer at Siemens, joins the Talent Angle to discuss employee wellbeing and its implications for organizations. She highlights how Siemens’ commitment to wellbeing and empowerment drives positive talent outcomes and positions the organization for sustainable success.
Judith Wiese has been a member of the Managing Board of Siemens AG since October 1, 2020. She is the Chief People and Sustainability Officer as well as Labor Director for Siemens AG. In addition, Judith is responsible for Global Business Services (GBS) at Siemens.
Judith has more than two decades of international experience in various HR fields. From 2017 to 2020, she was Chief Human Resources Officer at DSM, a Dutch company specializing in health, nutrition, and sustainable living. Before that, she worked for the U.S. food company Mars Inc., most recently as Head of People & Organization.
*This episode is an excerpt taken from our 2022 interview.
In response to the disruptions of the past few years, HR has taken a leadership role in the organization. With this new decision-making authority, many HR leaders are now looking for a new and sustainable path to deliver outsized talent impact in the current environment. Brent Cassell presents Gartner’s latest research to help HR leaders achieve this vision by practicing “everyday boldness”. He explains how building stability, initiating trust and forging ahead enables HR to prepare their organizations for the future.
Brent Cassell is a vice president of advisory in Gartner’s HR practice, and he has spent the past 19 years in Gartner’s HR and CIO practices. His job is to help clients find the research they need, to help them understand that research, and to coach them through the implementation of those best practices in their own organizations. Brent is the contributing editor of the HR Leaders Monthly journal. In 2022, he won Gartner’s award for Outstanding Thought Leadership for his work on Redesigning Work for the Hybrid World.
Jessica Knight is a vice president of research in the Gartner HR practice. She leads research teams to identify best practices and new opportunities to address HR executives’ most urgent challenges. Her areas of focus include employee experience, organizational culture, change management and the future of work.
Women of color are one of the fastest-growing segments in the corporate workforce, yet often underrepresented in their teams, department or company. In “The First, The Few, The Only,” author and corporate inclusion leader Deepa Purushothaman offers a call to action for women of color to advocate for a new corporate environment where they feel belonging and acceptance.
On this episode of the Gartner Talent Angle, Deepa provides a roadmap for women of color to initiate change in the workplace, and outlines how organizations can ensure all of their employees are heard, respected and valued.
Deepa Purushothaman is the co-founder of nFormation which provides brave, safe, new space for professional women of color and a Women and Public Policy Program Leader in Practice at the Harvard Kennedy School. Prior to this, Deepa spent more than 20 years at Deloitte and was the first Indian American woman to become a partner in the company’s history. Deepa was also Deloitte’s national Women’s Initiative leader, the firm’s renowned program to recruit, retain, and advance women. Deepa has degrees from Wellesley College, Harvard Kennedy School, and the London School of Economics and Political Science (LSE). Deepa is an Aspen Fellow and speaks extensively on women and leadership. She has been featured at national conferences and in publications including Bloomberg BusinessWeek and Harvard Business Review.
*This episode is an excerpt taken from our 2022 interview.
After working from home gained widespread adoption out of necessity, organizations must now optimize their remote work strategies for the long term. Stanford Professor Nicholas Bloom joins the Talent Angle to explain the implications of return-to-office mandates for organizations and their workforce. Drawing upon data on employee sentiment, workforce productivity and organizational performance, Bloom shares how organizations can set the right strategy for their context. He argues that, in many cases, remote work enables enough profitability to outweigh leaders’ concerns about productivity, and shares how to approach collaboration in a hybrid world.
Nicholas (Nick, he/his/him) Bloom is the William Eberle Professor of Economics at Stanford University. His research focuses on working from home, management practices and uncertainty. He previously worked at the UK Treasury and McKinsey & Company and the IFS. He has a BA from Cambridge, an MPhil from Oxford, and a PhD from University College London. He is a Fellow of the American Academy of Arts and Sciences, and the recipient of the Guggenheim and Sloan Fellowships, the Frisch Medal and a National Science Foundation Career Award. He was elected to Bloomberg50 for his advice on working from home.
Caroline Walsh is a vice president in Gartner’s HR practice. She leads teams supporting clients’ build and maintain strong employee experience and diversity, equity, and inclusion programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelor’s degree in East Asian studies from Columbia University, and a master’s degree in public affairs from Princeton University.
Since the pandemic, organizations have been operating in a new environment, with altered cultural norms and without established practices. In his book, “Competing In the New World of Work: How Radical Adaptability Separates the Best from the Rest,” Keith Ferrazzi offers his vision for successful organizations of the future. Keith joins the Gartner Talent Angle to share how some organizations are embracing these new realities and to outline the leadership practices he believes will define success in this new era of work.
Keith Ferrazzi is an entrepreneur, philanthropist and renowned global thought leader in the future of work and leadership. As founder and chairman of Ferrazzi Greenlight and its research institute Go Forward to Work, he works with some of the world’s most prominent organizations to maximize team performance and achieve extraordinary outcomes. Formerly, he was the chief marketing officer of Deloitte and Starwood Hotels. Keith is a No. 1 New York Times bestselling author of “Who’s Got Your Back,” “Never Eat Alone,” and “Leading Without Authority.” His 20-year history of coaching C-suite executive teams has made him an agent of transformation and among the world’s greatest and most sought-after coaches.
*This episode is an excerpt taken from our 2022 interview.
Author Tiffani Bova argues organizations don’t see the strong connection between customer experience and employee experience. Despite continued investments in the customer experience, organizations tend to overlook how those changes affect how employees get work done. Tiffani lays out the components of her experience model — people, process, technology and culture — for addressing employee experience challenges and growing the business. She also shares advice for how HR leaders should make the business case for employee experience to other leaders and how organizations can hold themselves accountable through metrics.
Tiffani is the former global growth evangelist at Salesforce and author of the Wall Street Journal bestselling book, “The Experience Mindset: Changing the Way You Think About Growth.” Her previous book “Growth IQ” was also a WSJ bestseller. Prior to working with Salesforce, she was a sales, marketing and customer service executive for startups and Fortune 500 companies. Tiffani is also a former Gartner distinguished analyst and research fellow.
Caroline is a managing vice president in Gartner’s HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelor’s degree in East Asian studies from Columbia University, and a master’s degree in public affairs from Princeton University.
A historic number of women left their jobs in 2021, resulting in their lowest workforce participation since 1988. Author and activist Reshma Saujani confronts the “big lie” of corporate feminism in her book Pay Up: The Future of Women and Work (And Why It’s Different Than You Think), and she presents a bold plan to address the systemic biases impacting working women. On this episode of the Gartner Talent Angle, Reshma explains how the cost of inaction — for families, the economy, and women themselves — is too great to ignore. To fuel this urgency, she shares strategies to create lasting change.
Reshma Saujani is a leading activist and the founder of Girls Who Code and the Marshall Plan for Moms. She is the author of Pay Up: The Future of Women and Work (And Why It’s Different Than You Think). Reshma has spent more than a decade building movements to fight for women and girls’ economic empowerment, working to close the gender gap in the tech sector, and most recently advocating for policies to support moms impacted by the pandemic. Reshma is also the author of the international bestseller Brave, Not Perfect, and her influential TED talk, “Teach girls, bravery not perfection,” has more than five million views globally. Reshma began her career as an attorney and Democratic organizer. In 2010, she surged onto the political scene as the first Indian American woman to run for U.S. Congress. Reshma lives in New York City with her husband, Nihal, their sons, Shaan and Sai, and their bulldog, Stanley.
*This episode is an excerpt taken from our 2022 interview.
Organizations often unknowingly send mixed signals to their employees. For example, they might encourage innovation but punish failure. Uri Gneezy, Ph.D., joins the Talent Angle to explain how organizations can structure incentives to unlock employees’ full potential. He explains how HR leaders can use incentives to nurture intrinsic motivation in employees and create habits in the workforce that support organizational performance. Uri Gneezy, Ph.D., is the Epstein/Atkinson Endowed Chair in Behavioral Economics and professor of economics and strategy at the Rady School of Management at the University of California, San Diego. Before joining the Rady School, Gneezy was a faculty member at the University of Chicago, Technion and Haifa. Gneezy received his Ph.D. from the Center for Economic Research in Tilburg. Gneezy was born and raised in Israel, where he learned applied game theory firsthand in the streets of Tel Aviv.
Jessica Knight is a vice president of research in the Gartner HR practice. She leads research teams to identify best practices and new opportunities to address HR executives’ most urgent challenges. Her areas of focus include employee experience, organizational culture, change management and the future of work.
Author and professor Mauro Guillen joins the Talent Angle to explain how generational labels, such as “baby boomers” or “millennials,” can be counterproductive in the workplace. Guillen offers an alternative vision of a post-generational society and advocates for a workplace where individuals are not confined by their age. He urges HR leaders to instill a “perennial” mindset in their organizations to foster intergenerational collaboration and engage diverse talent pools.
Mauro F. Guillén is one of the most original thinkers at the Wharton School, where he is Professor of Management and Vice Dean for the MBA for Executives Program. He combines his training as a sociologist at Yale and as a business economist in his native Spain to methodically identify and quantify the most promising opportunities at the intersection of demographic, economic, and technological developments. He has received Fulbright and Guggenheim fellowships, honored with the Aspen Institute’s Faculty Pioneer Award, and elected to the Macro Organizational Behavior Society and the Sociological Research Association.
Peter Aykens is chief of research in Gartner’s human resources practice. He is responsible for defining research coverage within the practice and building and leading research teams that address clients’ key initiatives. In prior roles at the firm, he spent over 25 years leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product issues in financial services. He holds a bachelor’s degree in political science from St. Olaf College; a master’s degree in international politics from the University College of Wales, Aberystwyth (now known as Aberystwyth University); and a master’s degree and a doctorate in political science from Brown University.
On this episode of the Gartner Talent Angle, author and keynote speaker, Suneel Gupta explains why even some of the best ideas fail to take root. He shares how the lessons he gleaned from interviews with some of the most successful individuals in the world fueled his latest book, Backable: The Surprising Truth Behind What Makes People Take a Chance On You. Suneel shares his own experience of learning from failure, and he explains why before you can convince others, you must first convince yourself. He argues that the greatest enemy to innovation is exhaustion, and leaders must take care of their energy as much as they take care of their time and their talent.
Suneel Gupta writes and speaks about the changing world of work, and how we succeed both externally and internally. He is the bestselling author of "Backable", which is rooted in Suneel’s journey from the "Face of Failure" for the New York Times to the "New Face of Innovation" for the New York Stock Exchange. Suneel is the founding CEO of RISE, which partnered with then first Lady Michelle Obama to deliver low-cost healthcare services to people in need. RISE was named "App of the Year" by Apple and sold in a successful exit to One Medical. Suneel later ran for U.S. Congress and now serves on faculty at Harvard University and as an emissary for Gross National Happiness between the United States and the Kingdom of Bhutan. When a reporter once asked Suneel about his purpose, his response was to “find good people, and inspire them to do what inspires them.”
*This episode is an excerpt taken from our 2022 interview.
An inclusive workplace makes all employees feel equally involved in and supported across all areas. Fran Katsoudas, Cisco CHRO, and Michael C. Bush, Great Place to Work CEO, join the Talent Angle to share insights and lessons that help leaders build inclusive organizations. Both make the case why doing so isn’t only an altruistic act, but also has real business impact on outcomes such as revenue and market performance. They also discuss the pillars that define Cisco’s globally recognized culture of inclusion, challenges to building an inclusive culture with a dispersed workforce, emerging ways to foster trust and belonging, and which new inequities are materializing in a disruptive talent landscape.
Francine Katsoudas is executive vice president and chief people, policy and purpose officer of Cisco. In this role, Fran oversees critical functions that instill Cisco’s conscious culture, contribute to the company’s overall performance and advance Cisco’s purpose to “Power an Inclusive Future for All.” The strategic alignment of functions within Fran’s organization ensures holistic care for the well-being of Cisco’s people, establishes Cisco as a trusted and valued partner to governments and global leaders, and extends Cisco’s reach to positively impact communities everywhere. A 25-year veteran of Cisco, Fran has extensive experience leading organizational transformations, driving large scale growth, cultivating successful leaders and teams, and constructing an employee-first culture. Fran currently serves on the board of directors for Americares, Global Citizen, and ADP. Passionate about social justice, Fran is an activist and advocate for a variety of causes close to her heart, particularly women’s leadership, homeless youth and the Latino community.
Michael C. Bush is CEO of Great Place to Work. His global research and analytics firm produces the annual “Fortune 100 Best Companies to Work For” list, the “World’s Best Workplaces” list, the “100 Best Workplaces for Women” list, the “Best Workplaces for Diversity” list, and dozens of other distinguished workplace rankings around the world. Driven by a love of business and an unwavering commitment to fair and equitable treatment, Michael joined Great Place to Work as CEO in 2015, bringing 30 years of experience leading and growing organizations. This includes serving as CEO of Tetra Tech Communications. Michael is a former member of President Obama’s White House Business Council and a founding board member of the private equity seed fund Fund Good Jobs, which invests in small inner-city businesses.
Daniel Dirks is a managing vice president in Gartner’s HR research practice. He has been with Gartner for eight years and leads research teams in the areas of HR strategy, HR cost and budget, total rewards and performance, and working with the CEO. He has also been in the lead for our global COVID-19-related HR response task force. Prior to joining Gartner, Daniel was responsible for all global HR topics at Allianz Group, ranging from HR strategy and policies to global compensation, talent management, EVP, diversity, analytics, and global corporate responsibility. In the 1990s, Daniel led the economics department at the German Institute for Japanese Studies in Tokyo. He holds a Ph.D. in business and economics from the University of Witten/Herdecke, Germany.
*This episode is an excerpt taken from our 2022 interview.
When organizations break employee trust, Peter H. Kim argues those employees are less willing to go above and beyond to contribute to the organization. Peter, author of “How Trust Works,” goes on to detail why trust in institutions has been declining significantly, despite its importance to our work and lives. Peter explains why we mismanage and misunderstand trust and dives into counterintuitive findings from his research, such as why most people believe they are more effective assessors of trust than they actually are. He also shares why efforts to mitigate risk can have a negative impact on trust between employers and employees.
Dr. Peter H. Kim is a professor of management and organization at the Marshall School of Business at the University of Southern California. His research on trust has been published in numerous scholarly journals, received ten national/international awards, and has been featured by the New York Times, Washington Post, and National Public Radio. He’s the author of How Trust Works: The Science of How Relationships Are Built, Broken, and Repaired. His website is www.peterhkim.com.
Jessica Knight is a Vice President of Research in the Gartner HR practice. She leads research teams to identify best practices and new opportunities to address HR executives’ most urgent challenges. Her areas of focus include employee experience, organizational culture, change management, and the future of work.
In this Gartner Talent Angle podcast, Marcela Escobari shares key metrics about job quality, economic mobility and job equity. While organizations are facing labor shortages in the short term, Escobari argues that there’s been a long-term decline in job quality. She explains how churn in low-wage jobs is expensive for organizations, but low-wage employees often lack “stepping stone” opportunities to advance their careers.
Marcela Escobari is the current Assistant Administrator for Latin America and the Caribbean at the U.S. Agency for International Development. At the time of this recording, she was a senior fellow in the Center for Sustainable Development, housed in the Global Economy and Development program at Brookings, where she led the Workforce of the Future initiative.
*This episode is an excerpt taken from our 2022 interview.
Three-fourths of HR leaders agree they will be lagging in organizational success if they do not adopt and implement generative AI (GenAI) in the next 12 to 24 months. However, GenAI’s long-term impact on jobs is yet to be determined, and as a result, organizations must prepare for multiple scenarios as they engage in workforce planning and adopt GenAI to their unique context.
In this episode of the Talent Angle, Helen Poitevin, a distinguished vice president analyst at Gartner, shares a framework to help organizations evaluate the context-specific workforce impact of GenAI by identifying the market and technology drivers that matter for talent decisions. This Gartner model will help HR leaders establish workforce strategies as they align technology and business investments with talent implications.
Helen Poitevin is a distinguished VP analyst with a focus on human capital management (HCM) technologies and advising clients on their HCM technology strategies. In HCM, areas of particular focus include talent analytics, voice of the employee analytics, workforce planning and AI in HCM. Ms. Poitevin also conducts research regarding the future of work with a focus on technology’s effect on how people will work, the gig economy, talent marketplaces and ecosystems, and future talent practices.
Peter Aykens is the chief of research for Gartner’s HR practice. Mr. Aykens is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College, a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth) and a master’s degree and a doctorate in political science from Brown University.
In her book “The Burnout Epidemic: The Rise of Chronic Stress and How We Can Fix It,” Jennifer Moss implores organizations to design burnout strategies that move beyond apps, wellness programs and perks. Instead, she makes the case for a systematic and preventative approach to building an anti-burnout strategy. To do so, organizations must first understand the key drivers of burnout, why conventional approaches fall short and how leaders can build cultures that prioritize workforce resilience and health.
Jennifer Moss is an award-winning journalist, author and international public speaker. She is a nationally syndicated radio columnist and writes for Harvard Business Review. Her first book, “Unlocking Happiness at Work,” received the distinguished UK Business Book of the Year Award. Jennifer has been named a Canadian Innovator of the Year, an International Female Entrepreneur of the Year, and was a recipient of the Public Service Award from the Office of President Obama.
*This episode is an excerpt taken from our 2022 interview.
Netta Jenkins, author of “The Inclusive Organization,” suggests that while organizations have made advances in DEI in recent years, political polarization and economic uncertainty have threatened to undo that progress. Jenkins joins the Gartner Talent Angle to share her advice on the current state of the DEI movement, and she charts a path forward for HR leaders. She unpacks her three “P” framework–people, practices and products–detailing how each “P” is essential to moving DEI forward within organizations. During the conversation, Jenkins also describes the often unrealistically high expectations put on DEI leaders to transform the organization, despite limited funding and staffing.
Netta Jenkins is a doctoral student and author of The Inclusive Organization, listed by Forbes as one of the top 4 DEI books to read. She is CEO of AeroDEI, a DEI tool that helps organizations measure and quantify impact of their DEI initiatives through gamifying the experience for employees. Netta has been advising corporations and audiences of all kinds for years on the most effective strategies to address inequitable gaps that led to a 300k+ LinkedIn audience and played a key factor in Forbes naming her as one of the top 7 Anti-Racism consultants in the world. She has also given a ground-breaking TEDx talk "Reimagining the Workplace".
Peter Aykens is Chief of Research in Gartner's Human Resources practice. Mr. Aykens is responsible for defining research coverage within the practice and building and leading research teams addressing client's key initiatives. In prior roles at the firm, he spent over 25 years leading research teams focused on banking and financial services strategy producing numerous studies that addressed business strategy, channel, marketing, customer experience and product issues in financial services. He holds a B.A. in Political Science from St. Olaf College; a MSc.(Econ) degree in International Politics from the University College of Wales, Aberystwyth; and a MA and Ph.D. in Political Science from Brown University.
Harvard Business School professor Joseph Fuller joins the Gartner Talent Angle podcast to share the latest insights from his white paper, “Hidden Talent: Untapped Talent.” Fuller explains why fitting candidates are consistently overlooked by recruiting technology. He shares solutions for uncovering these workers, and argues why senior leaders play a critical role in ensuring the success of the hidden talent pipeline.
Joseph Fuller is a Professor of Management Practice in General Management at Harvard Business School and co-leads the school’s initiative, Managing the Future of Work. He graduated from Harvard Business School in 1981 and founded the consulting firm, Monitor Group, now Monitor-Deloitte. During his three decades in consulting, Fuller worked with senior executives and policymakers on a wide variety of issues related to corporate strategy and national competitiveness.
*This episode is an excerpt taken from our 2022 interview.
Patrick McLaughlin, PepsiCo Foods North America CHRO, joined the Talent Angle at the Evanta Dallas CHRO Executive Summit in June to reflect on what he refers to as the inversion of the labor market. For the first time, there are more jobs than people to fill them, and HR leaders are charged with retaining and engaging the frontline workforce amid changing employee expectations and a competitive talent landscape. Patrick offers his perspective on current workforce trends, reflects on lessons learned in recent years and identifies opportunities for organizations to improve the employee experience for frontline workers.
Patrick is Sr. Vice President and Chief HR Officer for PepsiCo Foods North America, an operating division of PepsiCo. He is a 27-year veteran of PepsiCo with a broad range of leadership experience in beverages and foods. Before joining PepsiCo, Patrick worked for Exxon USA based in New Orleans, Louisiana. Patrick holds bachelor's and master’s degrees in organizational communication from Purdue University. Patrick also serves on the board of the Sabra Dipping Company, a joint venture of PepsiCo and the Strauss Group. He is an avid football fan and enjoys travel, gardening and cooking; he and his husband, David Talley, are active in the Dallas and New Orleans communities.
Peter Aykens is the chief of research for Gartner’s HR practice. He is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College; a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth); and a master’s degree and a doctorate in political science from Brown University.
In his book, “The Human Element: Overcoming the Resistance that Awaits New Ideas,” Kellogg professor David Schonthal challenges the default assumption that selling an idea requires the seller to heighten its appeal. Instead, he makes the case that failure to adopt ideas, strategies or products is often due to the four key psychological frictions that oppose change: inertia, effort, emotion and reactance. He argues that successful leaders and innovators must identify, understand and overcome these to achieve novel outcomes.
David Schonthal is a clinical professor of innovation and entrepreneurship at Northwestern University’s Kellogg School of Management, where he teaches courses in new venture creation, design thinking, business acquisition, corporate innovation and creativity. He also serves as the faculty director of Kellogg’s Zell Fellows Program. Outside of the Kellogg School of Management, David is a senior director of business design at IDEO, where he focuses on helping organizations build and launch new ventures, design transformational new business models and establish novel go-to-market strategies for products and services.
*This episode is an excerpt taken from our 2021 interview.
Mid-level managers are sandwiched between pressure from business leaders to retain employees and rising employee expectations for personalized support and communication. In this Talent Angle episode, former Kimberly-Clark CHRO and member of Gartner’s CHRO Global Leadership Board Liz Gottung encourages organizations to rethink their expectations for mid-level managers or risk losing these critical managers to burnout and fatigue. She suggests organizations use technology and rethink role design to free manager capacity for more high-impact work.
After a 35-year career with Kimberly-Clark, Lizanne (Liz) Gottung retired as senior vice president and chief HR officer in 2017. At the time, Kimberly-Clark was a $20 billion global company with nearly 45,000 employees in more than 63 countries. Under her leadership, Kimberly-Clark’s talent strategies were widely recognized for excellence and innovation in HR management, winning multiple global awards for diversity, equity and inclusion; succession and development practices; and Kimberly-Clark’s employer brand. Liz has been a member of the board of directors of the Louisiana Pacific Corporation since 2006 and is chair of the governance and corporate responsibility committee. She joined the board of Sylvamo Corporation in 2021 and chairs the management development and compensation committee. Liz works with a number of non-profit organizations in the Atlanta area, where she lives. She is also a member of Gartner’s CHRO Global Leadership Board.
Peter Aykens is Chief of Research in Gartner's Human Resources practice. Mr. Aykens is responsible for defining research coverage within the practice and building and leading research teams addressing client's key initiatives. In prior roles at the firm, he spent over 25 years leading research teams focused on banking and financial services strategy producing numerous studies that addressed business strategy, channel, marketing, customer experience and product issues in financial services. He holds a B.A. in Political Science from St. Olaf College; a MSc.(Econ) degree in International Politics from the University College of Wales, Aberystwyth; and a MA and Ph.D. in Political Science from Brown University.
In this Gartner Talent Angle episode, author and banker Jeff Korzenik shares insights about the second-chance talent pool—that is, reemploying candidates with criminal records. He offers practical advice on tapping into non-traditional sources of talent by differentiating between felony types, partnering with nonprofits and reevaluating legacy talent policies and processes.
Jeff Korzenik is Chief Investment Strategist for Fifth Third Bank, one of the nation’s largest banks. He is the author of the book “Untapped Talent: How Second-Chance Hiring Works for Your Business and the Community” on the business case and best practices for hiring people with criminal records.
*This episode is an excerpt taken from our 2021 interview.
HR leaders are still experimenting with ways to support collaboration, connectivity and performance in response to a transforming global work environment. Martha Delehanty, Chief People Officer at Commvault, shares insights on how to equip employees for ongoing success to help leaders sustain high performance across the organization. She identifies the opportunities and challenges brought on by shifts in the nature of knowledge work. Delehanty explains how one-size-fits-all approaches can fail to unlock true capacity expansion and discusses habits HR leaders can adopt to declutter work at their organization.
Martha Delehanty is the Chief People Officer of Commvault. Martha uses her decades of human resources experience at Verizon Operations and Verizon Wireless to guide and coach Commvault team members to build fantastic, life-changing careers. All while helping ensure that Commvault is a naturally relevant contributor to customers’ value chain. Martha earned her bachelor’s in psychology from Mount Holyoke College and master’s in business from the University of Texas.
Peter Aykens is the chief of research for Gartner’s HR practice. He is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College; a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth); and a master’s degree and a doctorate in political science from Brown University.
The mandate for and position of HR have evolved since the COVID-19 pandemic began, and these trends are only accelerated by continually shifting employee expectations. Lynanne Kunkel, chief HR officer (CHRO) of Vail Resorts and member of Gartner’s CHRO Global Leadership Board, shares her vision for how the HR function can strive for excellence while facing ongoing pressures in this new environment. She urges HR functions to develop capabilities like change leadership and human-centered experience design. She also discusses how HR can engage with other business leaders to become more integrated and aligned to strategic business outcomes.
Lynanne Kunkel is the CHRO for Vail Resorts. Prior to joining Vail Resorts in 2017, Lynanne served in various executive positions for Whirlpool, most recently as senior vice president of global HR. Throughout her career, she has led all aspects of HR to deliver enhanced business performance in areas that include business HR, talent acquisition, talent management, leadership development, organizational effectiveness, diversity and inclusion, and talent analytics.
Peter Aykens is the chief of research for Gartner’s HR practice. He is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College; a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth); and a master’s degree and a doctorate in political science from Brown University
Mark C. Crowley joins the Gartner Talent Angle to discuss why today’s unparalleled workplace challenges prompted him to release a second edition of his book, “Lead from the Heart: Transformational Leadership for the 21st Century” more than a decade after it was first published. Backed by scientific findings on employee motivation, Crowley outlines common misconceptions about leading from the heart. And drawing on examples from his own experience, he shares practical advice for how to effectively implement this type of leadership at an organization.
Mark C. Crowley is the author of “Lead From The Heart: Transformational Leadership For The 21st Century.” The second edition debuted in August 2022 as an “Amazon #1 Release,” and his book has been taught in nine American universities. Mark is a regular columnist for Fast Company Magazine and has been published in USA Today, Reuters, Forbes, the Stanford Social Innovation Review, the Huffington Post, Gallup & the Seattle Times. Mark spent over 20 years in the world of Financial Services. He held two national level positions at one of America’s largest financial institutions where he was named “leader of the year”. Mark proved that deeply caring about and supporting people, and thereby positively affecting employee’s hearts had a profound effect on motivating their sustained engagement, loyalty and productivity.
*This episode is an excerpt taken from our 2022 interview.
As many organizations struggle to keep pace with technological innovations, digital transformation is a top priority. Gerald Kane, professor of information systems at the University of Georgia’s Terry College of Business, joins the Gartner Talent Angle to explore the opportunities these digital disruptions create and to inspire HR leaders to approach digital transformation with confidence. He explains how people and processes, not just technology, are crucial to successful digital transformation, and emphasizes the need for leaders to have growth mindsets and to continually learn while building adaptability in their organizations.
Dr. Gerald C. Kane is a Professor and the C. Herman and Mary Virginia Terry Chair in Business Administration at the Terry College of Business at the University of Georgia. He researches and teaches about how companies can understand and respond to digital disruption to undergraduate, graduate, and executive education students worldwide; and he has published over 100 papers, articles, and reports on these topics. He has written two books for MIT Press: The Technology Fallacy: How People are the Real Key to Digital Transformation and the The Transformation Myth: Leading Your Organization Through Uncertain Times.
*This episode is an excerpt taken from our 2022 interview.
While HR technology has made significant advances in the past few years, HR leaders still face challenges in delivering value to the organization through technology. Marcia Morales-Jaffe offers a path forward and shares insights from her experience as the former Chief People Officer of PayPal and World Fuel Services. Morales-Jaffe outlines how HR leaders can make the most of their technology investment and discusses the role that manager development, culture and change management play in the success of HR technology.
Marcia Morales-Jaffe is a retired CHRO and Emeritus Member of the Gartner CHRO Global Leadership Board. She currently serves as Senior Advisor at McKinsey & Company’s People & Organizational Performance Practice. Until 2017, Marcia was SVP, Chief People Officer at PayPal where she played an integral role in shaping culture and advancing its transformational business vision and social mission.
Peter Aykens is Chief of Research in Gartner's Human Resources practice. Mr. Aykens is responsible for defining research coverage within the practice and building and leading research teams addressing client's key initiatives. In prior roles at the firm, he spent over 25 years leading research teams focused on banking and financial services strategy producing numerous studies that addressed business strategy, channel, marketing, customer experience and product issues in financial services. He holds a B.A. in Political Science from St. Olaf College; a MSc.(Econ) degree in International Politics from the University College of Wales, Aberystwyth; and a MA and Ph.D. in Political Science from Brown University.
Author Caleb Gardner argues that while change has been constant for some time, organizations are still unprepared to address it. In his latest book, “No Point B: Rules for Leading Change in the New Hyper-Connected, Radically Conscious Economy,” Gardner lays out his vision for how organizations should approach change in the new environment. The founder of the consulting firm 18 Coffees joined the Gartner Talent Angle Podcast to share examples of organizations undergoing transformation, and he extols the virtues of effective communication, adaptive capability and revised assumptions.
Caleb Gardner is the co-founder of innovation consulting firm 18 Coffees and author of the new book, “No Point B: Rules for Leading Change in the New Hyper-Connected, Radically Conscious Economy.” Caleb’s career has spanned from working at Edelman and Bain & Company to running U.S. President Barack Obama’s Twitter account. Caleb’s insights about building more ethical and effective companies have been featured in publications such as NBC News, Wired, Crain’s, BBC News and Cheddar News.
*This episode is an excerpt taken from our 2022 interview.
According to the 2020 Gartner Well-Being Benchmarking Survey, 70% of companies have introduced new well-being benefits or increased the amount of existing well-being benefits in response to the COVID-19 pandemic. To sustain momentum in developing a healthy workforce, organizations must continue to create an environment where employees value well-being. Dr. Richard Safeer, author of “A Cure for the Common Company,” joins the Talent Angle to make the case that organizations should go beyond well-being programs to create a culture of well-being. He offers practical guidance to help HR leaders establish the norms and environment that supports workforce health.
Dr. Richard Safeer currently serves as the Chief Medical Director of Employee Health and Well-Being for Johns Hopkins Medicine where he leads the Healthy at Hopkins employee health and well-being strategy. Previously, he was the Medical Director of Preventive Medicine for CareFirst BlueCross BlueShield in Baltimore, Maryland. In January 2023, with publisher Wiley, Dr. Safeer released "A Cure for the Common Company: A Well-Being Prescription for a Happier, Healthier, and More Resilient Workforce.”
Jessica Knight is a vice president of research in the Gartner HR practice. She leads research teams to identify best practices and new opportunities for addressing HR executives’ most urgent challenges. Her areas of focus include employee experience, organizational culture, change management and the future of work.
While hybrid work, new technologies and evolving skills needs are changing how work gets done, what motivates employees remains constant. Author and psychologist Ron Friedman joins the Gartner Talent Angle to share how the latest findings in behavioral psychology can be applied throughout organizations. Friedman shares insights from his books “Decoding Greatness” and “The Best Place to Work” along with examples and stories from his work as founder of ignite80. He explains how HR leaders can use the method of reverse engineering to achieve success, and he details how an intentional focus on the psychological needs of employees can unlock their highest potential.
Ron Friedman is an award-winning social psychologist and the founder of ignite80, a learning and development company that teaches leaders science-based strategies for building high-performing teams. Friedman has served on the faculty of the University of Rochester, Nazareth College, and Hobart and William Smith Colleges, and is a frequent contributor to the Harvard Business Review, Psychology Today, Fast Company, Forbes, and CNN. Popular accounts of his research have appeared on NPR and in major newspapers, including The New York Times, Financial Times, the Globe and Mail, Washington Post, The Guardian, as well as magazines such as Men’s Health, Entrepreneur, and Success. His first book, The Best Place to Work, was named an Inc. Magazine Best Business Book of the Year. His new book, Decoding Greatness: How the Best in the World Reverse Engineer Success, was selected by Amazon's editors as one of 2021’s best books.
*This episode is an excerpt taken from our 2022 interview.
As employees rethink the role that work has in their lives, organizations must similarly reimagine how they engage and retain employees. Author and commitment expert Joe Mull makes the case that employees do a great job when they believe they have a great job. Mull joins the Talent Angle to share insights from his book “Employalty: How to Ignite Commitment and Keep Top Talent in the New Age of Work.” He discusses how key employment value proposition (EVP) aspects such as compensation, workload and flexibility help create a destination workplace.
Joe Mull is the author of three books including “No More Team Drama” and “Employalty: How to Ignite Commitment and Keep Top Talent in the New Age of Work.” He is the founder of the BossBetter Leadership Academy and hosts the popular Boss Better Now podcast. Joe has appeared as an expert in multiple media outlets including Forbes, the International Business Times, on ABC, CBS, NBC, FOX, and on Good Morning America.
Ronald Schellekens, PepsiCo CHRO, and Ceree Eberly, former Coca-Cola Company chief people officer, join the Gartner Talent Angle to discuss how HR leaders can serve as role models for the business to manage through sustained uncertainty. Schellekens and Eberly share their perspectives for navigating ongoing changes to the talent landscape and preparing for long-term volatility. They draw on their experiences as HR leaders to share advice for attracting external candidates, developing a strong internal talent market and boosting employee engagement.
Ronald Schellekens is Executive Vice President and Chief Human Resources Officer of PepsiCo. Ronald joined PepsiCo in 2018 and oversees the company’s global HR function, which leads talent management and acquisition, leadership development, learning and capability building, compensation and benefits, organizational effectiveness, and HR operations. Ronald and his team also partner with PepsiCo’s Sectors and business units to advance culture, as well as diversity, inclusion and engagement. Prior to joining PepsiCo, Ronald served as Chief Human Resources Officer at Vodafone for 10 years. Ronald holds a Bachelor’s degree in Human Resources and a Master’s degree in Management and Organization from TIAS Business School in the Netherlands and has completed the Program for Management Development (PMD) at Harvard Business School.
Ceree Eberly serves as Chair for the CHRO Global Leadership Board, a network of HR executives working with Gartner to share best practices and influence cutting-edge thinking to guide the next generation of HR leaders. In March 2018, Ceree retired as SVP and Chief People Officer for Coca-Cola after 28 years with the company. She led significant improvements in Coca-Cola’s people and talent processes, leaving a lasting legacy at the organization Ceree is also a member of Women Corporate Directors global organization and has been involved with numerous Human Resources Global Leadership organizations. Ceree has a Bachelor of Arts degree from the University of Tennessee, graduating with high honors.
*This episode is an excerpt taken from our 2022 interview.
As organizations continue to face fierce competition for talent, HR leaders have upheld internal mobility as a lever to retain talent – yet only half of employees are aware of the career opportunities in their organization. In this episode of the Talent Angle, Helen Tupper illustrates how championing “squiggly careers” can deliver on the promise of internal mobility by giving employees relevant and engaging opportunities. By intentionally empowering talent to apply their skills across a diverse set of experiences, HR leaders can create meaningful careers for individuals while also serving the needs of the organization.
Helen Tupper is the co-founder and CEO of Amazing If, a company with an ambition to make careers better for everyone. Together with her business partner Sarah Ellis, she is the author of two Sunday Times bestsellers The Squiggly Career and You Coach You. Their Squiggly Careers podcast is the UKs #1 careers podcast and their TEDx talk The best career path isn’t always a straight line has over 1.5m downloads. Helen also works as a Trustee for Working Families, a UK charity with a mission to support families and carers with their work and life commitments. Prior to Amazing If she held leadership roles for Microsoft, Virgin and BP and was awarded the FT & 30% Club’s Women in Leadership MBA Scholarship. She is mum to Henry and Madeleine and lives with her husband in Buckinghamshire. You can find her on Instagram @amazingif.
Dion Love is a vice president of research and advisory services at Gartner. He’s a labor market expert, focusing on global labor market trends and what they mean for organizations’ talent and business strategies, as well as broader social and economic issues. In his work at Gartner, Dion advises clients on key aspects of talent acquisition, including talent acquisition function planning and management, talent needs definition and internal recruiting, employment branding and recruitment marketing, and talent sourcing and selection. He has co-authored more than 12 strategic research studies at Gartner. His work has been featured in the Harvard Business Review and industry publications, as well as Gartner HR Leaders Monthly and Smarter With Gartner.
Inflation, supply chain risks and a tightening labor market are placing a squeeze on organizations, forcing leaders to make difficult tradeoffs. These macroeconomic conditions create challenges and opportunities for HR leaders to guide their organizations through an environment most leaders haven’t experienced before. Chris Scalia, Hershey CHRO, and Ceree Eberly, former Chief People Officer at the Coca-Cola Company, join the Talent Angle to share how HR leaders can thrive during periods of volatility. Drawing on their experiences as HR leaders, Chris Scalia and Ceree Eberly offer guidance for making tough decisions in an uncertain environment, outline approaches to making enterprise level changes amid disruption and provide tangible advice to help HR leaders model behaviors that make organizations excel.
Chris Scalia is The Hershey Company’s Chief Human Resources Officer and leads Hershey’s human resources function with accountability for Workforce Planning, Listening and Analytics, Total Rewards, Inclusion, Equity, Diversity, Talent Management, HR Service Delivery, and Strategic Business Partnering. Central to Hershey’s vision of becoming a snacking powerhouse are capabilities brought to life through outstanding talent. An energized workforce and people-centric culture striving to make a positive impact in communities where we live and work is fundamental to how Hershey leads in the marketplace. Chris has held several leadership roles in legal and HR across the spectrum of manufacturing, labor relations, employment law, business partnering, and all of talent.
Ceree Eberly serves as Chair for the CHRO Global Leadership Board, a network of HR executives working with Gartner to share best practices and influence cutting-edge thinking to guide the next generation of HR leaders. In March 2018, Ceree retired as SVP and Chief People Officer for Coca-Cola after 28 years with the company. She led significant improvements in Coca-Cola’s people and talent processes, leaving a lasting legacy at the organization Ceree is also a member of Women Corporate Directors global organization and has been involved with numerous Human Resources Global Leadership organizations. Ceree has a Bachelor of Arts degree from the University of Tennessee, graduating with high honors.
*This episode is an excerpt taken from our 2022 interview.
The significance of understanding employee physical and mental health and wellbeing has increased substantially in the hybrid world. Organizations are rethinking the importance of trust and autonomy in the employee experience to develop healthy, resilient and productive workforces for the long-term. Judith Wiese, chief people and sustainability officer at Siemens, joins the Talent Angle to discuss employee wellbeing and its implications for organizations. She highlights how Siemens’ commitment to wellbeing and empowerment drives positive talent outcomes and positions the organization for sustainable success.
Judith Wiese has been a member of the Managing Board of Siemens AG since October 1, 2020. She is the Chief People and Sustainability Officer as well as Labor Director for Siemens AG. In addition, Judith is responsible for Global Business Services (GBS) at Siemens.
Judith has more than two decades of international experience in various HR fields. From 2017 to 2020, she was Chief Human Resources Officer at DSM, a Dutch company specializing in health, nutrition, and sustainable living. Before that, she worked for the U.S. food company Mars Inc., most recently as Head of People & Organization.
*This episode is an excerpt taken from our 2022 interview.
Women of color are one of the fastest-growing segments in the corporate workforce, yet often underrepresented in their teams, department or company. In “The First, The Few, The Only,” author and corporate inclusion leader Deepa Purushothaman offers a call to action for women of color to advocate for a new corporate environment where they feel belonging and acceptance.
On this episode of the Gartner Talent Angle, Deepa provides a roadmap for women of color to initiate change in the workplace, and outlines how organizations can ensure all of their employees are heard, respected and valued.
Deepa Purushothaman is the co-founder of nFormation which provides brave, safe, new space for professional women of color and a Women and Public Policy Program Leader in Practice at the Harvard Kennedy School. Prior to this, Deepa spent more than 20 years at Deloitte and was the first Indian American woman to become a partner in the company’s history. Deepa was also Deloitte’s national Women’s Initiative leader, the firm’s renowned program to recruit, retain, and advance women. Deepa has degrees from Wellesley College, Harvard Kennedy School, and the London School of Economics and Political Science (LSE). Deepa is an Aspen Fellow and speaks extensively on women and leadership. She has been featured at national conferences and in publications including Bloomberg BusinessWeek and Harvard Business Review.
*This episode is an excerpt taken from our 2022 interview.
HR has proven its strategic value through the past few years of disruption, but now faces the challenge of driving organizations forward under heightened expectations. Gartner’s chief of HR research Peter Aykens returns to the Talent Angle to offer guidance as organizations continue to face economic volatility, tight labor markets and other competing priorities. Peter shares why sustaining employee performance, improving managers’ impact and evolving the HR function will be imperative for HR leaders in the year ahead. He offers a sneak peek of the emerging themes and insights from Gartner’s research teams and offers advice for HR leaders looking to make an impact in 2023.
Peter Aykens is the chief of research for Gartner’s HR practice. He is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College; a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth); and a master’s degree and a doctorate in political science from Brown University.
Jessica Knight is a Vice President of Research in the Gartner HR practice. She leads research teams to identify best practices and new opportunities to address HR executives’ most urgent challenges. Her areas of focus include employee experience, organizational culture, change management, and the future of work.
Since the pandemic, organizations have been operating in a new environment, with altered cultural norms and without established practices. In his book, “Competing In the New World of Work: How Radical Adaptability Separates the Best from the Rest,” Keith Ferrazzi offers his vision for successful organizations of the future. Keith joins the Gartner Talent Angle to share how some organizations are embracing these new realities and to outline the leadership practices he believes will define success in this new era of work.
Keith Ferrazzi is an entrepreneur, philanthropist and renowned global thought leader in the future of work and leadership. As founder and chairman of Ferrazzi Greenlight and its research institute Go Forward to Work, he works with some of the world’s most prominent organizations to maximize team performance and achieve extraordinary outcomes. Formerly, he was the chief marketing officer of Deloitte and Starwood Hotels. Keith is a No. 1 New York Times bestselling author of “Who’s Got Your Back,” “Never Eat Alone,” and “Leading Without Authority.” His 20-year history of coaching C-suite executive teams has made him an agent of transformation and among the world’s greatest and most sought-after coaches.
GE’s Kevin Cox and Medtronic’s Carol Surface join the Talent Angle to discuss Chapter 2 of the Model of a World-Class CHRO. As members of Gartner’s CHRO Global Leadership Board, Carol and Kevin were both involved in creating the original Model of the World-Class CHRO in 2017. They join host Peter Aykens to discuss what’s changed in the recent update. They reflect on what originally inspired them to create the model, its legacy to date, and why it was due for a revision. In breaking down Chapter 2 of the model, Carol and Kevin share what’s remained the same for the chief HR officer (CHRO) role alongside what must be added to address today’s realities.
The CHRO Global Leadership Board, convened by Gartner, is composed of CHROs from the world’s top companies with deep expertise in HR, talent management and executive leadership.
Carol Surface was recently appointed chief people officer at Apple, a role she will start in March 2023. Since 2013, she has served as executive vice president and CHRO at Medtronic, a global healthcare technology leader with 95,000-plus employees. Previously, Carol was executive vice president and CHRO at Best Buy and held a series of human resources leadership roles at PepsiCo, including chief personnel officer for PepsiCo International. In 2020, Carol was elected as Fellow of the National Academy of Human Resources (NAHR). She earned a Ph.D. in industrial/organizational psychology from Central Michigan University.
Kevin Cox is the CHRO for General Electric. Kevin leads GE’s global HR organization, including talent management, leadership development, total rewards and employee relations. Prior to GE, Kevin served as the CHRO at American Express for 14 years. Previously, he spent 16 years at PepsiCo and the Pepsi Bottling Group, where he held positions leading strategy, business development, technology and HR. In 2009, Kevin was elected as Fellow of the National Academy of Human Resources (NAHR). He holds a master’s degree in labor and industrial relations from Michigan State University and a Bachelor of Arts from Marshall University.
Peter Aykens is chief of research in Gartner’s HR practice. He is responsible for defining research coverage within the practice and building and leading research teams addressing clients’ key initiatives. In prior roles at the firm, he spent over 25 years leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channel marketing, customer experience and product issues in financial services. He holds a Bachelor of Arts in political science from St. Olaf College; an MSc. (Econ) degree in international politics from the University College of Wales, Aberystwyth; and a Master of Arts and Ph.D. in political science from Brown University.
A historic number of women left their jobs in 2021, resulting in their lowest workforce participation since 1988. Author and activist Reshma Saujani confronts the “big lie” of corporate feminism in her book Pay Up: The Future of Women and Work (And Why It’s Different Than You Think), and she presents a bold plan to address the systemic biases impacting working women. On this episode of the Gartner Talent Angle, Reshma explains how the cost of inaction — for families, the economy, and women themselves — is too great to ignore. To fuel this urgency, she shares strategies to create lasting change.
Reshma Saujani is a leading activist and the founder of Girls Who Code and the Marshall Plan for Moms. She is the author of Pay Up: The Future of Women and Work (And Why It’s Different Than You Think). Reshma has spent more than a decade building movements to fight for women and girls’ economic empowerment, working to close the gender gap in the tech sector, and most recently advocating for policies to support moms impacted by the pandemic. Reshma is also the author of the international bestseller Brave, Not Perfect, and her influential TED talk, “Teach girls, bravery not perfection,” has more than five million views globally. Reshma began her career as an attorney and Democratic organizer. In 2010, she surged onto the political scene as the first Indian American woman to run for U.S. Congress. Reshma lives in New York City with her husband, Nihal, their sons, Shaan and Sai, and their bulldog, Stanley.
*This episode is an excerpt taken from our 2022 interview.
In 2023, organizations face historic challenges: a competitive talent landscape, an exhausted workforce, and pressure to control costs. HR leaders that can effectively navigate these terrains and unlock the full potential of their organization’s talent stand to gain a competitive edge. In this episode of the Talent Angle, Gartner’s Peter Aykens and Emily Rose McRae share 9 future of work trends that will shape HR in 2023, and offer practical guidance on how HR leaders can prepare accordingly.
To access the full Future of Work Trends research, or register for a webinar hosted by Peter Aykens and Emily Rose McRae on February 15th, use the following link: gtnr.it/worktrends2023.
Peter Aykens is the chief of research for Gartner’s HR practice. He is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College; a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth); and a master’s degree and a doctorate in political science from Brown University.
Emily Rose McRae leads the Future of Work and Talent Analytics research teams in Gartner's HR Practice. While Ms. McRae works across all issues that can lead to the future of work, her core areas of focus include emerging technologies and their impact on work and the workforce, new employment models, market and demographic shifts, and workforce planning to anticipate and prepare for these changes. Prior to joining Gartner, Ms. McRae worked in management consulting and international development, providing data science support to U.S. Government loan programs and microfinance projects in Fiji and Tonga.
Dion Love is a vice president of research and advisory services at Gartner. He’s a labor market expert, focusing on global labor market trends and what they mean for organizations’ talent and business strategies, as well as broader social and economic issues. In his work at Gartner, Dion advises clients on key aspects of talent acquisition, including talent acquisition function planning and management, talent needs definition and internal recruiting, employment branding and recruitment marketing, and talent sourcing and selection. He has co-authored more than 12 strategic research studies at Gartner. His work has been featured in the Harvard Business Review and industry publications, as well as Gartner HR Leaders Monthly and Smarter With Gartner.
On this episode of the Gartner Talent Angle, author and keynote speaker, Suneel Gupta explains why even some of the best ideas fail to take root. He shares how the lessons he gleaned from interviews with some of the most successful individuals in the world fueled his latest book, Backable: The Surprising Truth Behind What Makes People Take a Chance On You. Suneel shares his own experience of learning from failure, and he explains why before you can convince others, you must first convince yourself. He argues that the greatest enemy to innovation is exhaustion, and leaders must take care of their energy as much as they take care of their time and their talent.
Suneel Gupta writes and speaks about the changing world of work, and how we succeed both externally and internally. He is the bestselling author of "Backable", which is rooted in Suneel’s journey from the "Face of Failure" for the New York Times to the "New Face of Innovation" for the New York Stock Exchange. Suneel is the founding CEO of RISE, which partnered with then first Lady Michelle Obama to deliver low-cost healthcare services to people in need. RISE was named "App of the Year" by Apple and sold in a successful exit to One Medical. Suneel later ran for U.S. Congress and now serves on faculty at Harvard University and as an emissary for Gross National Happiness between the United States and the Kingdom of Bhutan. When a reporter once asked Suneel about his purpose, his response was to “find good people, and inspire them to do what inspires them.”
*This episode is an excerpt taken from our 2022 interview.
The hybrid world has upended traditional norms around the role of the office. Author Julia Hobsbawm joins the Talent Angle to discuss how talent leaders can apply the insights from her book “The Nowhere Office: Reinventing Work and the Workplace of the Future” to take advantage of the emerging opportunities created by hybrid ways of working . Hobsbawm argues we are in a new era of work – marked by unclear boundaries and changing attitudes – and shares advice on what organizations should do as they continue to shape the role of the office in this context. In doing so, she looks to the past at how earlier innovations in knowledge work changed offices and to the future at how physical spaces will support employees in sustained performance.
Julia Hobsbawm is an award-winning business author and futurist of work who writes the "Working Assumptions" column for Bloomberg's Workshift. The author of the acclaimed book “The Nowhere Office: Reinventing Work and the Workplace of the Future,” she was a founder of the US-led Workforce Institute, was Chair of the inaugural UK Demos Workshift Commission, and now co-hosts the popular podcast, “The Nowhere Office.” Julia is the author of six books including the award-winning The Simplicity Principle, and she was awarded an OBE in the late Queen Elizabeth II’s Birthday Honours List in 2015 for ‘Services to Business’. She regularly consults for and speaks to corporations, government and changemakers around the world.
Jessica Knight is a Vice President of Research in the Gartner HR practice. She leads research teams to identify best practices and new opportunities to address HR executives’ most urgent challenges. Her areas of focus include employee experience, organizational culture, change management, and the future of work.
An inclusive workplace makes all employees feel equally involved in and supported across all areas. Fran Katsoudas, Cisco CHRO, and Michael C. Bush, Great Place to Work CEO, join the Talent Angle to share insights and lessons that help leaders build inclusive organizations. Both make the case why doing so isn’t only an altruistic act, but also has real business impact on outcomes such as revenue and market performance. They also discuss the pillars that define Cisco’s globally recognized culture of inclusion, challenges to building an inclusive culture with a dispersed workforce, emerging ways to foster trust and belonging, and which new inequities are materializing in a disruptive talent landscape.
Francine Katsoudas is executive vice president and chief people, policy and purpose officer of Cisco. In this role, Fran oversees critical functions that instill Cisco’s conscious culture, contribute to the company’s overall performance and advance Cisco’s purpose to “Power an Inclusive Future for All.” The strategic alignment of functions within Fran’s organization ensures holistic care for the well-being of Cisco’s people, establishes Cisco as a trusted and valued partner to governments and global leaders, and extends Cisco’s reach to positively impact communities everywhere. A 25-year veteran of Cisco, Fran has extensive experience leading organizational transformations, driving large scale growth, cultivating successful leaders and teams, and constructing an employee-first culture. Fran currently serves on the board of directors for Americares, Global Citizen, and ADP. Passionate about social justice, Fran is an activist and advocate for a variety of causes close to her heart, particularly women’s leadership, homeless youth and the Latino community.
Michael C. Bush is CEO of Great Place to Work. His global research and analytics firm produces the annual “Fortune 100 Best Companies to Work For” list, the “World’s Best Workplaces” list, the “100 Best Workplaces for Women” list, the “Best Workplaces for Diversity” list, and dozens of other distinguished workplace rankings around the world. Driven by a love of business and an unwavering commitment to fair and equitable treatment, Michael joined Great Place to Work as CEO in 2015, bringing 30 years of experience leading and growing organizations. This includes serving as CEO of Tetra Tech Communications. Michael is a former member of President Obama’s White House Business Council and a founding board member of the private equity seed fund Fund Good Jobs, which invests in small inner-city businesses.
Daniel Dirks is a managing vice president in Gartner’s HR research practice. He has been with Gartner for eight years and leads research teams in the areas of HR strategy, HR cost and budget, total rewards and performance, and working with the CEO. He has also been in the lead for our global COVID-19-related HR response task force. Prior to joining Gartner, Daniel was responsible for all global HR topics at Allianz Group, ranging from HR strategy and policies to global compensation, talent management, EVP, diversity, analytics, and global corporate responsibility. In the 1990s, Daniel led the economics department at the German Institute for Japanese Studies in Tokyo. He holds a Ph.D. in business and economics from the University of Witten/Herdecke, Germany.
*This episode is an excerpt taken from our 2022 interview.
Drawing on their professional and academic experience, Ravin Jesuthasan and John Boudreau argue the current work “operating system” is increasingly unable to meet the needs of employees and employers. They join the Talent Angle to discuss their new book, Work Without Jobs: How to Reboot Your Organization’s Work Operating System, and the opportunities for HR to shape a new vision for the future of work. Jesuthasan and Boudreau propose a new work “operating system” based on deconstructed work and deconstructed talent that would ultimately lead to a more human-centric approach to work. In their new vision for the future of work, they emphasize the importance of developing capabilities that will enable organizations to redesign and reinvent work and the employee experience.
Ravin Jesuthasan is the global leader of Mercer’s Transformation Services business. He has led multiple research efforts on the global workforce, the emerging digital economy, the rise of artificial intelligence and the transformation of work. Ravin has led numerous research projects for the World Economic Forum including many of its ground-breaking studies on the transformation of work and the global workforce. He is a regular participant and presenter at the World Economic Forum’s annual meeting in Davos and is a member of the forum’s Steering Committee on Work and Employment. He is the author of the books Transformative HR (Wiley, 2012), Lead The Work: Navigating a World Beyond Employment (Wiley 2015), Reinventing Jobs: A 4-Step Approach to Applying Automation to Work (HBR Press, 2018) and the Wall Street Journal bestseller; Work Without Jobs: How to Reboot Your Organization’s Work Operating System (MIT Press, 2022).
Dr. John Boudreau is recognized worldwide as a leading evidence-based visionary on the future of work and organization. Dr. Boudreau is Professor Emeritus of Management and Organization and a Senior Research Scientist with the Center for Effective Organizations, at the Marshall School of Business, University of Southern California. For 40 years, he has conducted breakthrough research on the bridge between work, superior human capital, leadership and sustainable competitive advantage. His research addresses the future of work and the global HR profession, work automation, HR measurement and analytics, decision-based HR, executive mobility, HR information systems and organizational staffing and development. Dr. Boudreau helped to establish and then directed the Center for Advanced Human Resource Studies (CAHRS) at Cornell University, where he was a professor for more than 20 years
Peter Aykens is chief of research in Gartner’s human resources practice. He is responsible for defining research coverage within the practice and building and leading research teams that address clients’ key initiatives. In prior roles at the firm, he spent over 25 years leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product issues in financial services. He holds a bachelor’s degree in political science from St. Olaf College; a master’s degree in international politics from the University College of Wales, Aberystwyth (now known as Aberystwyth University); and a master’s degree and a doctorate in political science from Brown University.
Harvard Business School professor Joseph Fuller joins the Gartner Talent Angle podcast to share the latest insights from his white paper, “Hidden Talent: Untapped Talent.” Fuller explains why fitting candidates are consistently overlooked by recruiting technology. He shares solutions for uncovering these workers, and argues why senior leaders play a critical role in ensuring the success of the hidden talent pipeline.
Joseph Fuller is a Professor of Management Practice in General Management at Harvard Business School and co-leads the school’s initiative, Managing the Future of Work. He graduated from Harvard Business School in 1981 and founded the consulting firm, Monitor Group, now Monitor-Deloitte. During his three decades in consulting, Fuller worked with senior executives and policymakers on a wide variety of issues related to corporate strategy and national competitiveness.
*This episode was originally released in 2022.
Since the pandemic, organizations have been operating in a new environment, with altered cultural norms and without established practices. In his book, “Competing In the New World of Work: How Radical Adaptability Separates the Best from the Rest,” Keith Ferrazzi offers his vision for successful organizations of the future. Keith joins the Gartner Talent Angle to share how some organizations are embracing these new realities and to outline the leadership practices he believes will define success in this new era of work.
Keith Ferrazzi is an entrepreneur, philanthropist and renowned global thought leader in the future of work and leadership. As founder and chairman of Ferrazzi Greenlight and its research institute Go Forward to Work, he works with some of the world’s most prominent organizations to maximize team performance and achieve extraordinary outcomes. Formerly, he was the chief marketing officer of Deloitte and Starwood Hotels. Keith is a No. 1 New York Times bestselling author of “Who’s Got Your Back,” “Never Eat Alone,” and “Leading Without Authority.” His 20-year history of coaching C-suite executive teams has made him an agent of transformation and among the world’s greatest and most sought-after coaches.
*This episode was originally released in 2022.
An inclusive workplace makes all employees feel equally involved in and supported across all areas. Fran Katsoudas, Cisco CHRO, and Michael C. Bush, Great Place to Work CEO, join the Talent Angle to share insights and lessons that help leaders build inclusive organizations. Both make the case why doing so isn’t only an altruistic act, but also has real business impact on outcomes such as revenue and market performance. They also discuss the pillars that define Cisco’s globally recognized culture of inclusion, challenges to building an inclusive culture with a dispersed workforce, emerging ways to foster trust and belonging, and which new inequities are materializing in a disruptive talent landscape.
Francine Katsoudas is executive vice president and chief people, policy and purpose officer of Cisco. In this role, Fran oversees critical functions that instill Cisco’s conscious culture, contribute to the company’s overall performance and advance Cisco’s purpose to “Power an Inclusive Future for All.” The strategic alignment of functions within Fran’s organization ensures holistic care for the well-being of Cisco’s people, establishes Cisco as a trusted and valued partner to governments and global leaders, and extends Cisco’s reach to positively impact communities everywhere. A 25-year veteran of Cisco, Fran has extensive experience leading organizational transformations, driving large scale growth, cultivating successful leaders and teams, and constructing an employee-first culture. Fran currently serves on the board of directors for Americares, Global Citizen, and ADP. Passionate about social justice, Fran is an activist and advocate for a variety of causes close to her heart, particularly women’s leadership, homeless youth and the Latino community.
Michael C. Bush is CEO of Great Place to Work. His global research and analytics firm produces the annual “Fortune 100 Best Companies to Work For” list, the “World’s Best Workplaces” list, the “100 Best Workplaces for Women” list, the “Best Workplaces for Diversity” list, and dozens of other distinguished workplace rankings around the world. Driven by a love of business and an unwavering commitment to fair and equitable treatment, Michael joined Great Place to Work as CEO in 2015, bringing 30 years of experience leading and growing organizations. This includes serving as CEO of Tetra Tech Communications. Michael is a former member of President Obama’s White House Business Council and a founding board member of the private equity seed fund Fund Good Jobs, which invests in small inner-city businesses.
Daniel Dirks is a managing vice president in Gartner’s HR research practice. He has been with Gartner for eight years and leads research teams in the areas of HR strategy, HR cost and budget, total rewards and performance, and working with the CEO. He has also been in the lead for our global COVID-19-related HR response task force. Prior to joining Gartner, Daniel was responsible for all global HR topics at Allianz Group, ranging from HR strategy and policies to global compensation, talent management, EVP, diversity, analytics, and global corporate responsibility. In the 1990s, Daniel led the economics department at the German Institute for Japanese Studies in Tokyo. He holds a Ph.D. in business and economics from the University of Witten/Herdecke, Germany.
*This episode was originally released in 2022.
Dart Lindsley, the head of global process excellence for people operations at Google, joins the Gartner Talent Angle to share why he thinks work is one of the least designed products on the market today. Dart argues that if HR leaders applied design principles to work they would view employees not as inputs to production but rather as customers buying the experience of work. This reframing of the relationship between the organization and the employee can help managers rethink how to approach their roles and help HR more precisely shape the employee experience.
Dart Lindsley leads Global Process Excellence for People Operations at Google. Before joining Google, Dart led the Human Resources Transformation Planning and Analysis organization for Cisco Systems. While at Cisco, Dart founded the business architecture and experience design teams. By focusing these two very different disciplines on questions of talent, Dart and his team came to an important insight: employees can be framed as customers of work, and employers therefore must sell work as a product. Ever since, Dart has been using tools from marketing and product design to delve into what people really want from work and ways in which companies can build and deliver an extraordinary work-experience product.
Aaron McEwan is a behavioral scientist, psychologist and futurist. As vice president of research and advisory for Gartner’s HR practice, Aaron provides strategic advice to the world’s leading companies on the future of work and talent and helps leaders manage their most critical relationships across the c-suite and board. Alongside his current role, Aaron is a Fellow of the Australian Human Resources Institute, serves on the national committee for the Australian Psychological Society’s Interest Group in Coaching Psychology and is an Associate of Macquarie University’s Centre for Workforce Futures. He was recently named a Top 100 Global HR Influencer and one of 5 HR Leaders to Follow in 2022.
In this Gartner Talent Angle podcast, Marcela Escobari shares key metrics about job quality, economic mobility and job equity. While organizations are facing labor shortages in the short term, Escobari argues that there’s been a long-term decline in job quality. She explains how churn in low-wage jobs is expensive for organizations, but low-wage employees often lack “stepping stone” opportunities to advance their careers.
Marcela Escobari is the current Assistant Administrator for Latin America and the Caribbean at the U.S. Agency for International Development. At the time of this recording, she was a senior fellow in the Center for Sustainable Development, housed in the Global Economy and Development program at Brookings, where she led the Workforce of the Future initiative.
*This episode is an excerpt taken from our 2022 interview.
In her book “The Burnout Epidemic: The Rise of Chronic Stress and How We Can Fix It,” Jennifer Moss implores organizations to design burnout strategies that move beyond apps, wellness programs and perks. Instead, she makes the case for a systematic and preventative approach to building an anti-burnout strategy. To do so, organizations must first understand the key drivers of burnout, why conventional approaches fall short and how leaders can build cultures that prioritize workforce resilience and health.
Jennifer Moss is an award-winning journalist, author and international public speaker. She is a nationally syndicated radio columnist and writes for Harvard Business Review. Her first book, “Unlocking Happiness at Work,” received the distinguished UK Business Book of the Year Award. Jennifer has been named a Canadian Innovator of the Year, an International Female Entrepreneur of the Year, and was a recipient of the Public Service Award from the Office of President Obama.
*This episode is an excerpt taken from our 2022 interview.
Harvard Business School professor Joseph Fuller joins the Gartner Talent Angle podcast to share the latest insights from his white paper, “Hidden Talent: Untapped Talent.” Fuller explains why fitting candidates are consistently overlooked by recruiting technology. He shares solutions for uncovering these workers, and argues why senior leaders play a critical role in ensuring the success of the hidden talent pipeline.
Joseph Fuller is a Professor of Management Practice in General Management at Harvard Business School and co-leads the school’s initiative, Managing the Future of Work. He graduated from Harvard Business School in 1981 and founded the consulting firm, Monitor Group, now Monitor-Deloitte. During his three decades in consulting, Fuller worked with senior executives and policymakers on a wide variety of issues related to corporate strategy and national competitiveness.
*This episode is an excerpt taken from our 2022 interview.
In this Talent Angle podcast, collaboration expert Rob Cross shares ways employees can become more efficient collaborators and reclaim and reinvest their time. Cross explains how small stressors throughout the work day are increasing, overwhelming and exhausting employees and lays out practical advice for addressing these issues.
Rob Cross has studied the underlying network dynamics of effective organizations and the collaborative practices of high performers for more than 20 years. He is the Edward A. Madden Professor of Global Leadership at Babson College and the co-founder and director of the Connected Commons, a consortium of over 100 leading organizations accelerating network research and practice. Cross is a graduate of the University of Virginia’s McIntire School of Commerce, and earned an MBA from UVA’s Darden School and completed doctoral work at Boston University.
*This episode is an excerpt taken from our 2021 interview.
Mark C. Crowley joins the Gartner Talent Angle to discuss why today’s unparalleled workplace challenges prompted him to release a second edition of his book, “Lead from the Heart: Transformational Leadership for the 21st Century” more than a decade after it was first published. Backed by scientific findings on employee motivation, Crowley outlines common misconceptions about leading from the heart. And drawing on examples from his own experience, he shares practical advice for how to effectively implement this type of leadership at an organization.
Mark C. Crowley is the author of “Lead From The Heart: Transformational Leadership For The 21st Century.” The second edition debuted in August 2022 as an “Amazon #1 Release,” and his book has been taught in nine American universities. Mark is a regular columnist for Fast Company Magazine and has been published in USA Today, Reuters, Forbes, the Stanford Social Innovation Review, the Huffington Post, Gallup & the Seattle Times. Mark spent over 20 years in the world of Financial Services. He held two national level positions at one of America’s largest financial institutions where he was named “leader of the year”. Mark proved that deeply caring about and supporting people, and thereby positively affecting employee’s hearts had a profound effect on motivating their sustained engagement, loyalty and productivity.
In this Talent Angle podcast, Gartner's former chief of HR research Brian Kropp shares challenges and opportunities that are top of mind for CHROs as 2022 approaches. He discusses how HR must adapt to a hybrid future in which leaders and managers need new skills and employees expect a more human relationship with their organizations. Kropp goes on to explain how executives must take new approaches to decision making to usher in the changes needed in this disruptive environment.
*This episode is an excerpt taken from our 2021 interview.
As many organizations struggle to keep pace with technological innovations, digital transformation is a top priority. Gerald Kane, professor of information systems at the University of Georgia’s Terry College of Business, joins the Gartner Talent Angle to explore the opportunities these digital disruptions create and to inspire HR leaders to approach digital transformation with confidence. He explains how people and processes, not just technology, are crucial to successful digital transformation, and emphasizes the need for leaders to have growth mindsets and to continually learn while building adaptability in their organizations.
Dr. Gerald C. Kane is a Professor and the C. Herman and Mary Virginia Terry Chair in Business Administration at the Terry College of Business at the University of Georgia. He researches and teaches about how companies can understand and respond to digital disruption to undergraduate, graduate, and executive education students worldwide; and he has published over 100 papers, articles, and reports on these topics. He has written two books for MIT Press: The Technology Fallacy: How People are the Real Key to Digital Transformation and the The Transformation Myth: Leading Your Organization Through Uncertain Times.
Author Caleb Gardner argues that while change has been constant for some time, organizations are still unprepared to address it. In his latest book, “No Point B: Rules for Leading Change in the New Hyper-Connected, Radically Conscious Economy,” Gardner lays out his vision for how organizations should approach change in the new environment. The founder of the consulting firm 18 Coffees joined the Gartner Talent Angle Podcast to share examples of organizations undergoing transformation, and he extols the virtues of effective communication, adaptive capability and revised assumptions.
Caleb Gardner is the co-founder of innovation consulting firm 18 Coffees and author of the new book, “No Point B: Rules for Leading Change in the New Hyper-Connected, Radically Conscious Economy.” Caleb’s career has spanned from working at Edelman and Bain & Company to running U.S. President Barack Obama’s Twitter account. Caleb’s insights about building more ethical and effective companies have been featured in publications such as NBC News, Wired, Crain’s, BBC News and Cheddar News.
In his book, “The Human Element: Overcoming the Resistance that Awaits New Ideas,” Kellogg professor David Schonthal challenges the default assumption that selling an idea requires the seller to heighten its appeal. Instead, he makes the case that failure to adopt ideas, strategies or products is often due to the four key psychological frictions that oppose change: inertia, effort, emotion and reactance. He argues that successful leaders and innovators must identify, understand and overcome these to achieve novel outcomes.
David Schonthal is a clinical professor of innovation and entrepreneurship at Northwestern University’s Kellogg School of Management, where he teaches courses in new venture creation, design thinking, business acquisition, corporate innovation and creativity. He also serves as the faculty director of Kellogg’s Zell Fellows Program. Outside of the Kellogg School of Management, David is a senior director of business design at IDEO, where he focuses on helping organizations build and launch new ventures, design transformational new business models and establish novel go-to-market strategies for products and services.
*This episode is an excerpt taken from our 2021 interview.
In this Gartner Talent Angle episode, author and banker Jeff Korzenik shares insights about the second-chance talent pool—that is, reemploying candidates with criminal records. He offers practical advice on tapping into non-traditional sources of talent by differentiating between felony types, partnering with nonprofits and reevaluating legacy talent policies and processes.
Jeff Korzenik is Chief Investment Strategist for Fifth Third Bank, one of the nation’s largest banks. He is the author of the book “Untapped Talent: How Second-Chance Hiring Works for Your Business and the Community” on the business case and best practices for hiring people with criminal records.
*This episode is an excerpt taken from our 2021 interview.
High-performing, inclusive organizations often encourage employees to bring their whole selves to work, which may sometimes lead to friction and fractures within the workplace. Conditions like hybrid work and high turnover have accelerated the drift between employees, and Gartner’s Brian Kropp argues now is the time for HR leaders to help pull the workforce together. He explains how proactive rest, patient growth and intentional interactions can support employees on their best and worst days, uniting the workforce and driving talent outcomes.
Brian Kropp is a distinguished vice president in Gartner's HR research practice. He oversees Gartner’s research, tools, services and support for CHROs and their leadership teams. Before joining Gartner, he worked in a variety of roles, conducting different types of economic analysis to drive critical business outcomes. He holds a bachelor’s degree and a master’s degree in economics from Clemson University, and a doctorate in public policy and applied economics from the University of North Carolina.
In this Talent Angle podcast, workforce expert and “Undercover Millennial” Clint Pulver shares his unique methodology of “undercover” interviews to understand employees’ workplace experiences. He discusses the impact of underperforming managers on employees — from low engagement to increased attrition. Using qualitative findings from his interviews, he argues that managers and leaders should create moments that lead to solutions and develop mentorship opportunities for themselves and members of their teams.
Clint Pulver is a professional keynote speaker and author of “I Love It Here: How Great Leaders Create Organizations Their People Never Want to Leave”. Pulver has worked with corporations to create loyalty through his work and research as the “Undercover Millennial.” He has been featured by BusinessQ Magazine as a “Top 40 Under 40.” In 2020, Pulver won an Emmy Award for his short film “Be a Mr. Jensen,” which tells the story of how a single moment and a particular mentor can change the course of a life.
*This episode is an excerpt taken from our 2021 interview.
While hybrid work, new technologies and evolving skills needs are changing how work gets done, what motivates employees remains constant. Author and psychologist Ron Friedman joins the Gartner Talent Angle to share how the latest findings in behavioral psychology can be applied throughout organizations. Friedman shares insights from his books “Decoding Greatness” and “The Best Place to Work” along with examples and stories from his work as founder of ignite80. He explains how HR leaders can use the method of reverse engineering to achieve success, and he details how an intentional focus on the psychological needs of employees can unlock their highest potential.
Ron Friedman is an award-winning social psychologist and the founder of ignite80, a learning and development company that teaches leaders science-based strategies for building high-performing teams. Friedman has served on the faculty of the University of Rochester, Nazareth College, and Hobart and William Smith Colleges, and is a frequent contributor to the Harvard Business Review, Psychology Today, Fast Company, Forbes, and CNN. Popular accounts of his research have appeared on NPR and in major newspapers, including The New York Times, Financial Times, the Globe and Mail, Washington Post, The Guardian, as well as magazines such as Men’s Health, Entrepreneur, and Success. His first book, The Best Place to Work, was named an Inc. Magazine Best Business Book of the Year. His new book, Decoding Greatness: How the Best in the World Reverse Engineer Success, was selected by Amazon's editors as one of 2021’s best books.
Questions of fairness and equity in the workplace have a renewed urgency, given the transition to hybrid work and the more human relationship between employees and employers. Workplace fairness--either perceived or actual--has real consequences on an organization’s performance and retention. Gartner’s Chief of HR Research Brian Kropp joins the Gartner Talent Angle to discuss strategies that organizations can apply to ensure employees are heard to bolster fairness.
Brian Kropp is Gartner’s Chief of HR Research. He oversees Gartner’s research, tools, services and support for CHROs and their leadership teams. Before joining Gartner, he worked in a variety of roles, conducting different types of economic analyses to drive critical business outcomes. He holds a B.S. and M.S. in Economics from Clemson University and a Ph.D. in Public Policy and Applied Economics from the University of North Carolina.
Peter Aykens is a Practice Vice President in Gartner's Human Resources practice. He is responsible for building and leading research teams within the practice addressing client's key initiatives. In prior roles at Gartner, he spent over 25 years leading research teams focused on banking and financial services strategy producing numerous studies that addressed business strategy, channel, marketing, customer experience and product challenges. He holds a B.A. in Political Science from St. Olaf College; a MSc.(Econ) degree in International Politics from the University College of Wales, Aberystwyth; and a MA and Ph.D. in Political Science from Brown University.
*This episode is an excerpt taken from our 2021 interview.
Ronald Schellekens, PepsiCo CHRO, and Ceree Eberly, former Coca-Cola Company chief people officer, join the Gartner Talent Angle to discuss how HR leaders can serve as role models for the business to manage through sustained uncertainty. Schellekens and Eberly share their perspectives for navigating ongoing changes to the talent landscape and preparing for long-term volatility. They draw on their experiences as HR leaders to share advice for attracting external candidates, developing a strong internal talent market and boosting employee engagement.
Ronald Schellekens is Executive Vice President and Chief Human Resources Officer of PepsiCo. Ronald joined PepsiCo in 2018 and oversees the company’s global HR function, which leads talent management and acquisition, leadership development, learning and capability building, compensation and benefits, organizational effectiveness, and HR operations. Ronald and his team also partner with PepsiCo’s Sectors and business units to advance culture, as well as diversity, inclusion and engagement. Prior to joining PepsiCo, Ronald served as Chief Human Resources Officer at Vodafone for 10 years. Ronald holds a Bachelor’s degree in Human Resources and a Master’s degree in Management and Organization from TIAS Business School in the Netherlands and has completed the Program for Management Development (PMD) at Harvard Business School.
Ceree Eberly serves as Chair for the CHRO Global Leadership Board, a network of HR executives working with Gartner to share best practices and influence cutting-edge thinking to guide the next generation of HR leaders. In March 2018, Ceree retired as SVP and Chief People Officer for Coca-Cola after 28 years with the company. She led significant improvements in Coca-Cola’s people and talent processes, leaving a lasting legacy at the organization Ceree is also a member of Women Corporate Directors global organization and has been involved with numerous Human Resources Global Leadership organizations. Ceree has a Bachelor of Arts degree from the University of Tennessee, graduating with high honors.
Inflation, supply chain risks and a tightening labor market are placing a squeeze on organizations, forcing leaders to make difficult tradeoffs. These macroeconomic conditions create challenges and opportunities for HR leaders to guide their organizations through an environment most leaders haven’t experienced before. Chris Scalia, Hershey CHRO, and Ceree Eberly, former Chief People Officer at the Coca-Cola Company, join the Talent Angle to share how HR leaders can thrive during periods of volatility. Drawing on their experiences as HR leaders, Chris Scalia and Ceree Eberly offer guidance for making tough decisions in an uncertain environment, outline approaches to making enterprise level changes amid disruption and provide tangible advice to help HR leaders model behaviors that make organizations excel.
Chris Scalia is The Hershey Company’s Chief Human Resources Officer and leads Hershey’s human resources function with accountability for Workforce Planning, Listening and Analytics, Total Rewards, Inclusion, Equity, Diversity, Talent Management, HR Service Delivery, and Strategic Business Partnering. Central to Hershey’s vision of becoming a snacking powerhouse are capabilities brought to life through outstanding talent. An energized workforce and people-centric culture striving to make a positive impact in communities where we live and work is fundamental to how Hershey leads in the marketplace. Chris has held several leadership roles in legal and HR across the spectrum of manufacturing, labor relations, employment law, business partnering, and all of talent.
Ceree Eberly serves as Chair for the CHRO Global Leadership Board, a network of HR executives working with Gartner to share best practices and influence cutting-edge thinking to guide the next generation of HR leaders. In March 2018, Ceree retired as SVP and Chief People Officer for Coca-Cola after 28 years with the company. She led significant improvements in Coca-Cola’s people and talent processes, leaving a lasting legacy at the organization Ceree is also a member of Women Corporate Directors global organization and has been involved with numerous Human Resources Global Leadership organizations. Ceree has a Bachelor of Arts degree from the University of Tennessee, graduating with high honors.
Using findings from her two books — “Collective Genius” and “Being the Boss” — Harvard Business School professor Linda Hill reflects on the elements of leadership that produce innovation. She argues for a view of leaders as social architects, tasked with building cultures and capabilities necessary for their teams to do their best and most creative work. For organizations looking to learn from her leadership playbook, she counsels focusing on creative abrasion, creative agility and creative resolution.
*This episode is an excerpt taken from our 2021 interview.
Humans are hardwired to add rather than subtract. Across various contexts ー whether biological, cultural or economic ー we often default towards more. Professor Leidy Klotz, author of “Subtract: The Untapped Science of Less, ” argues we pay a price for the belief that more is better. In this Gartner Talent Angle interview, Klotz makes the case for the untapped potential of less, exploring subtraction as an overlooked strategy to achieve business results.
*This episode is an excerpt taken from our 2021 interview.
While technology such as instant messaging and videoconferencing have driven digital productivity, leaders and managers are struggling to effectively communicate with their teams using these tools. Entrepreneur Joe Freed joins the Gartner Talent Angle to share how technologies will reduce cognitive load and enhance culture initiatives. He also shares seven markers of digital interactions to assess the health of your organizational culture in the hybrid world.
Joe Freed is the Co-founder and CEO of Cultivate, a technology company providing a leadership development platform for the digital workforce. He has led several startups focused on online learning and HR technology, and lectures at UC Berkeley Extension.
*This episode is an excerpt taken from our 2021 interview.
The significance of understanding employee physical and mental health and wellbeing has increased substantially in the hybrid world. Organizations are rethinking the importance of trust and autonomy in the employee experience to develop healthy, resilient and productive workforces for the long-term. Judith Wiese, chief people and sustainability officer at Siemens, joins the Talent Angle to discuss employee wellbeing and its implications for organizations. She highlights how Siemens’ commitment to wellbeing and empowerment drives positive talent outcomes and positions the organization for sustainable success.
Judith Wiese has been a member of the Managing Board of Siemens AG since October 1, 2020. She is the Chief People and Sustainability Officer as well as Labor Director for Siemens AG. In addition, Judith is responsible for Global Business Services (GBS) at Siemens.
Judith has more than two decades of international experience in various HR fields. From 2017 to 2020, she was Chief Human Resources Officer at DSM, a Dutch company specializing in health, nutrition, and sustainable living. Before that, she worked for the U.S. food company Mars Inc., most recently as Head of People & Organization.
In this Gartner Talent Angle podcast, labor market expert Martha Ross explores how non-college-educated talent can excel at organizations with the right on-the-job learning opportunities. She offers tactics for organizations seeking to diversify their recruitment strategies and improve sourcing of underrepresented talent.
Martha Ross is a senior fellow at the Brookings Metropolitan Policy Program. Ross researches and writes about workers and the labor market, with a focus on low-wage and underemployed workers, the education and employment experiences of 18- to 24-year-olds, pathways to good jobs for young adults, and COVID-19’s disproportionate impact on these talent segments. She has a master’s degree from the University of Chicago’s School of Social Service Administration and a bachelor’s degree from Colorado College.
*This episode is an excerpt taken from our 2021 interview.
Women of color are one of the fastest-growing segments in the corporate workforce, yet often underrepresented in their teams, department or company. In “The First, The Few, The Only,” author and corporate inclusion leader Deepa Purushothaman offers a call to action for women of color to advocate for a new corporate environment where they feel belonging and acceptance.
On this episode of the Gartner Talent Angle, Deepa provides a roadmap for women of color to initiate change in the workplace, and outlines how organizations can ensure all of their employees are heard, respected and valued.
Deepa Purushothaman is the co-founder of nFormation which provides brave, safe, new space for professional women of color and a Women and Public Policy Program Leader in Practice at the Harvard Kennedy School. Prior to this, Deepa spent more than 20 years at Deloitte and was the first Indian American woman to become a partner in the company’s history. Deepa was also Deloitte’s national Women’s Initiative leader, the firm’s renowned program to recruit, retain, and advance women. Deepa has degrees from Wellesley College, Harvard Kennedy School, and the London School of Economics and Political Science (LSE). Deepa is an Aspen Fellow and speaks extensively on women and leadership. She has been featured at national conferences and in publications including Bloomberg BusinessWeek and Harvard Business Review.
Hear Jeff Kavanaugh, author of The Live Enterprise, discuss how to transform your organization into an ever-evolving, continuously learning industry leader. He provides a clear path to transform large and complex businesses into agile ecosystems that evolve with changing market needs.
*This episode is an excerpt taken from our 2021 interview.
Ram Charan, business advisor and author, introduces a new leadership thinking approach to help executives exploit shifts in their business landscapes. In the book “The Phoenix Encounter Method,” he and his co-authors — Ian Woodward, V. “Paddy” Padmanabhan and Sameer Hasija — offer a methodology to use change as a catalyst for transformation. According to Charan, leaders can adopt this new mental frame by: developing a nuanced understanding of their operating environments; pressure-testing options for legacy business and innovation; and leveraging new competencies and emerging technologies for business growth.
*This episode is an excerpt taken from our 2021 interview.
Since the pandemic, organizations have been operating in a new environment, with altered cultural norms and without established practices. In his book, “Competing In the New World of Work: How Radical Adaptability Separates the Best from the Rest,” Keith Ferrazzi offers his vision for successful organizations of the future. Keith joins the Gartner Talent Angle to share how some organizations are embracing these new realities and to outline the leadership practices he believes will define success in this new era of work.
Keith Ferrazzi is an entrepreneur, philanthropist and renowned global thought leader in the future of work and leadership. As founder and chairman of Ferrazzi Greenlight and its research institute Go Forward to Work, he works with some of the world’s most prominent organizations to maximize team performance and achieve extraordinary outcomes. Formerly, he was the chief marketing officer of Deloitte and Starwood Hotels. Keith is a No. 1 New York Times bestselling author of “Who’s Got Your Back,” “Never Eat Alone,” and “Leading Without Authority.” His 20-year history of coaching C-suite executive teams has made him an agent of transformation and among the world’s greatest and most sought-after coaches.
On this episode of the Gartner Talent Angle podcast, trust expert Rachel Botsman defines trust as the currency of interaction. She argues that trust has implications for how organizations can relate to their employees and customers, especially in a virtual world. Botsman joined the podcast to discuss the changing landscape of trust and to share how leaders can put trust into action to drive better outcomes.
Rachel Botsman is a lecturer at Oxford University and an expert on trust. She is the author of “What’s Mine is Yours” and “Who Can You Trust?”. Botsman’s TED talks have been viewed more than five million times, and she hosts the podcast series “Trust Issues.”
*This episode is an excerpt taken from our 2021 interview.
A historic number of women left their jobs in 2021, resulting in their lowest workforce participation since 1988. Author and activist Reshma Saujani confronts the “big lie” of corporate feminism in her book Pay Up: The Future of Women and Work (And Why It’s Different Than You Think), and she presents a bold plan to address the systemic biases impacting working women. On this episode of the Gartner Talent Angle, Reshma explains how the cost of inaction — for families, the economy, and women themselves — is too great to ignore. To fuel this urgency, she shares strategies to create lasting change.
Marissa King, professor at the Yale School of Management, makes the case for the power of professional and personal networks. In her book “Social Chemistry: Decoding Patterns of Human Connection,” she explores the different dimensions along which human connections are made, introducing three styles of network connection — expansionist, broker and convener. She offers practical tips and guidance for organizations looking to help their employees cultivate stronger professional ties.
*This episode is an excerpt taken from our 2020 interview.
In this episode of the Gartner Talent Angle, Janet Stovall, senior client strategist at the NeuroLeadership Institute, discusses the strategies organizations can apply to elevate inclusion as a key business priority. She shares how to better define diversity, articulate its value, and hold individual leaders accountable for inclusion outcomes.
Janet Stovall is a senior client strategist at the NeuroLeadership Institute, where she helps companies implement diversity, equity and inclusion practices. Her work addresses systemic racism, focuses on understanding the value of diversity, and offers straightforward, objective solutions to unlock that value. Her TED talk challenging business to get serious about inclusion has nearly 2 million views. Prior to joining NLI, Stovall was Senior Director, Social Impact and The UPS Foundation, and also served as UPS’s DE&I communications lead.
*This episode is an excerpt taken from our 2020 interview.
In this episode, Horst Schulze, founder and former COO of The Ritz Carlton Hotel Company, discusses how a strong vision for the entire stakeholder ecosystem, not just shareholders, leads to excellence. He shares his views on talent management, strategy execution, leadership, customer service and employee engagement.
*This episode is an excerpt taken from our 2020 interview.
Businesses across industries and geographies are facing disruption on multiple fronts — economic turmoil, employee activism, regulatory uncertainty. In this Talent Angle podcast episode, Andrew Barnes, author of “The 4 Day Week,” argues that success in this environment calls for businesses to embrace new ways of working which are rooted in flexibility. Barnes shares his company’s journey to designing a shorter workweek for employees and urges other organizations to abandon what he views as an entrenched anachronism, the 5-day workweek.
*This interview originally published in 2020.
Productivity expert Bob Pozen joins the podcast to discuss his latest book, “Remote, Inc.”. He argues that employees should see themselves as owners of their own business of one and see their managers as clients. He also gives advice for how to make meetings and day-to-day work more effective.
Bob Pozen is a Senior Lecturer at the MIT Sloan School of Management and a non-resident Senior Fellow at the Brookings Institution. He is a former president of Fidelity Investments and executive chairman of MFS Investment Management. He has extensive experience in business, government and journalism. He is the co-author of “Remote, Inc.: How to Thrive at Work...Wherever You Are” and author of “Extreme Productivity: Boost Your Results, Reduce Your Hours”.
*This episode is an excerpt taken from our 2020 interview.
On this episode of the Gartner Talent Angle, author and keynote speaker, Suneel Gupta explains why even some of the best ideas fail to take root. He shares how the lessons he gleaned from interviews with some of the most successful individuals in the world fueled his latest book, Backable: The Surprising Truth Behind What Makes People Take a Chance On You. Suneel shares his own experience of learning from failure, and he explains why before you can convince others, you must first convince yourself. He argues that the greatest enemy to innovation is exhaustion, and leaders must take care of their energy as much as they take care of their time and their talent.
Suneel Gupta writes and speaks about the changing world of work, and how we succeed both externally and internally. He is the bestselling author of "Backable", which is rooted in Suneel’s journey from the "Face of Failure" for the New York Times to the "New Face of Innovation" for the New York Stock Exchange. Suneel is the founding CEO of RISE, which partnered with then first Lady Michelle Obama to deliver low-cost healthcare services to people in need. RISE was named "App of the Year" by Apple and sold in a successful exit to One Medical. Suneel later ran for U.S. Congress and now serves on faculty at Harvard University and as an emissary for Gross National Happiness between the United States and the Kingdom of Bhutan. When a reporter once asked Suneel about his purpose, his response was to “find good people, and inspire them to do what inspires them.”
Jeff Maggioncalda, CEO of Coursera, discusses the importance of reskilling amidst disruption from the COVID-19 pandemic. He shares the skilling trends Coursera has observed as a growing number of employees have moved to virtual environments and explains why learning can be a powerful driver of employee engagement.
*This episode is an excerpt taken from our 2020 interview.
Do your employees feel safe asking questions or admitting their mistakes in the workplace? Amy Edmondson, Harvard Business School Professor and author of The Fearless Organization, shares why psychological safety in the workplace is critical to foster employee performance and innovation. She details how a psychologically safe environment creates a culture where talent can feel safe to express their left-field ideas, correct their mistakes, and turn half-finished thoughts into the next big thing.
This interview originally aired in 2019.
Erin Meyer, professor at INSEAD business school, argues that long-held beliefs about culture are failing its corporate adherents. In the book, “No Rules Rules: Netflix and the Culture of Reinvention,” she and her co-author — Netflix co-founder Reed Hastings — detail the Netflix way, exploring lessons gleaned from the company’s successes and failures. For organizations looking to follow the Netflix playbook, she counsels focusing on high performance, top pay, limited rules and radical candor.
*This episode is an excerpt taken from our 2020 interview.
An inclusive workplace makes all employees feel equally involved in and supported across all areas. Fran Katsoudas, Cisco CHRO, and Michael C. Bush, Great Place to Work CEO, join the Talent Angle to share insights and lessons that help leaders build inclusive organizations. Both make the case why doing so isn’t only an altruistic act, but also has real business impact on outcomes such as revenue and market performance. They also discuss the pillars that define Cisco’s globally recognized culture of inclusion, challenges to building an inclusive culture with a dispersed workforce, emerging ways to foster trust and belonging, and which new inequities are materializing in a disruptive talent landscape.
Francine Katsoudas is executive vice president and chief people, policy and purpose officer of Cisco. In this role, Fran oversees critical functions that instill Cisco’s conscious culture, contribute to the company’s overall performance and advance Cisco’s purpose to “Power an Inclusive Future for All.” The strategic alignment of functions within Fran’s organization ensures holistic care for the well-being of Cisco’s people, establishes Cisco as a trusted and valued partner to governments and global leaders, and extends Cisco’s reach to positively impact communities everywhere. A 25-year veteran of Cisco, Fran has extensive experience leading organizational transformations, driving large scale growth, cultivating successful leaders and teams, and constructing an employee-first culture. Fran currently serves on the board of directors for Americares, Global Citizen, and ADP. Passionate about social justice, Fran is an activist and advocate for a variety of causes close to her heart, particularly women’s leadership, homeless youth and the Latino community.
Michael C. Bush is CEO of Great Place to Work. His global research and analytics firm produces the annual “Fortune 100 Best Companies to Work For” list, the “World’s Best Workplaces” list, the “100 Best Workplaces for Women” list, the “Best Workplaces for Diversity” list, and dozens of other distinguished workplace rankings around the world. Driven by a love of business and an unwavering commitment to fair and equitable treatment, Michael joined Great Place to Work as CEO in 2015, bringing 30 years of experience leading and growing organizations. This includes serving as CEO of Tetra Tech Communications. Michael is a former member of President Obama’s White House Business Council and a founding board member of the private equity seed fund Fund Good Jobs, which invests in small inner-city businesses.
Daniel Dirks is a managing vice president in Gartner’s HR research practice. He has been with Gartner for eight years and leads research teams in the areas of HR strategy, HR cost and budget, total rewards and performance, and working with the CEO. He has also been in the lead for our global COVID-19-related HR response task force. Prior to joining Gartner, Daniel was responsible for all global HR topics at Allianz Group, ranging from HR strategy and policies to global compensation, talent management, EVP, diversity, analytics, and global corporate responsibility. In the 1990s, Daniel led the economics department at the German Institute for Japanese Studies in Tokyo. He holds a Ph.D. in business and economics from the University of Witten/Herdecke, Germany.
Companies have become entangled in their own internal issues caused by invisible red tape. Tune in to this episode of the Talent Angle to hear Martin Lindstrom, author of The Ministry of Common Sense, as he provides a practical five-step approach to ridding our organizations of the bureaucratic bottlenecks and red tape that plague every office by infusing greater empathy into the workplace.
*This episode is an excerpt taken from our 2020 interview.
The Russian invasion of Ukraine has organizations across the globe considering the impact on their most important asset — their people. This episode covers the medium-term and long-term issues CHROs should consider in the event of a protracted invasion.
In this Talent Angle interview, Gartner’s chief of HR research Brian Kropp and Gartner HR practice vice president Peter Aykens discuss the talent implications of the Russian invasion on Ukraine and considerations for future crises. While most organizations are underway with immediate response efforts, HR leaders should prepare for the additional complexities of a continued conflict and carry these lessons into future disruptions.
Brian Kropp is Gartner’s chief of HR research. He oversees Gartner’s research, tools, services and support for CHROs and their leadership teams. Before joining Gartner, he worked in a variety of roles, conducting different types of economic analysis to drive critical business outcomes. He holds a bachelor’s degree and a master’s degree in economics from Clemson University, and a doctorate in public policy and applied economics from the University of North Carolina.
Peter Aykens is a practice vice president in Gartner’s HR practice. He is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College; a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth); and a master’s degree and a doctorate in political science from Brown University.
In this Gartner Talent Angle podcast, Marcela Escobari shares key metrics about job quality, economic mobility and job equity. While organizations are facing labor shortages in the short term, Escobari argues that there’s been a long-term decline in job quality. She explains how churn in low-wage jobs is expensive for organizations, but low-wage employees often lack “stepping stone” opportunities to advance their careers.
Marcela Escobari is the current Assistant Administrator for Latin America and the Caribbean at the U.S. Agency for International Development. At the time of this recording, she was a senior fellow in the Center for Sustainable Development, housed in the Global Economy and Development program at Brookings, where she led the Workforce of the Future initiative.
In this episode of the Talent Angle podcast, executive and author Deanna Mulligan discusses the role that reskilling can and should play in the future of work. Mulligan shares insights from her book “Hire Purpose: How Smart Companies Can Close the Skills Gap” to highlight the importance of corporate education in digital business transformation and explain why organizations need to create a culture of lifelong learning for their employees.
Deanna Mulligan is the former CEO of the Guardian Life Insurance Company of America and the author of “Hire Purpose: How Smart Companies Can Close the Skills Gap.” In 2019, Fortune named Mulligan one of the “50 Most Powerful Women in Business.” She holds degrees from the University of Nebraska and the Stanford Graduate School of Business.
*This episode is an excerpt taken from our 2020 interview.
Organizations obsess over predictions and forecasting, but the only certainty there is about the future is uncertainty. In this Talent Angle podcast interview, Margaret Heffernan, author of “Uncharted: How to Navigate the Future,” explores how to operate with agility in times of uncertainty; arguing that the events with the greatest impact on complex systems — whether organizations or humanity — are often unpredictable. To better prepare for future uncertainty, she urges leaders and their employees to solicit the viewpoints of those around them for a holistic understanding of decisions and their consequences.
*This episode is an excerpt taken from our 2020 interview.
The turbulence that shaped 2021 is expected to increase in 2022. In this Talent Angle interview, Gartner’s Chief of HR Research Brian Kropp shares the critical talent predictions that will shape the workplace in the year ahead. He believes these shifts — labor market competition, talent management, hybrid work, fairness and health and wellness —will affect how HR functions prioritize their time, resources, and political capital. Run Time: 46:34 minutes
You can read the full list of predictions at “11 Trends that Will Shape Work in 2022 and Beyond.”
In her book “The Burnout Epidemic: The Rise of Chronic Stress and How We Can Fix It,” Jennifer Moss implores organizations to design burnout strategies that move beyond apps, wellness programs and perks. Instead, she makes the case for a systematic and preventative approach to building an anti-burnout strategy. To do so, organizations must first understand the key drivers of burnout, why conventional approaches fall short and how leaders can build cultures that prioritize workforce resilience and health.
Jennifer Moss is an award-winning journalist, author and international public speaker. She is a nationally syndicated radio columnist and writes for Harvard Business Review. Her first book, “Unlocking Happiness at Work,” received the distinguished UK Business Book of the Year Award. Jennifer has been named a Canadian Innovator of the Year, an International Female Entrepreneur of the Year, and was a recipient of the Public Service Award from the Office of President Obama.
*This episode is an excerpt taken from our 2020 interview.
In this episode of the Talent Angle, author Jonah Berger discusses his book, The Catalyst, and offers an approach to changing people’s minds. He argues that we are in an era of entrenched beliefs, so convincing others or pushing them in a direction has become ineffective. Instead, one should identify the key factors that cause resistance and overcome them by eliminating obstacles, reducing friction, and removing roadblocks. Berger identifies the five key barriers that inhibit change and explains how to reduce them based on his research and underlying psychology behind each barrier.
Harvard Business School professor Joseph Fuller joins the Gartner Talent Angle podcast to share the latest insights from his white paper, “Hidden Talent: Untapped Talent.” Fuller explains why fitting candidates are consistently overlooked by recruiting technology. He shares solutions for uncovering these workers, and argues why senior leaders play a critical role in ensuring the success of the hidden talent pipeline.
Joseph Fuller is a Professor of Management Practice in General Management at Harvard Business School and co-leads the school’s initiative, Managing the Future of Work. He graduated from Harvard Business School in 1981 and founded the consulting firm, Monitor Group, now Monitor-Deloitte. During his three decades in consulting, Fuller worked with senior executives and policymakers on a wide variety of issues related to corporate strategy and national competitiveness.
*This episode is an excerpt taken from our 2020 interview.
In this Talent Angle episode, Anil Lewis, executive director for Blindness Initiatives at the National Federation of the Blind, explains how organizations can create inclusive environments for employees with disabilities. He offers guidance on recruitment and development strategies for differently-abled talent and dispels stereotypes about employees with disabilities. Lewis draws on both his personal and professional experiences to urge organizations to create equal opportunities for the development and growth of employees with disabilities.
Anil Lewis is the executive director for Blindness Initiatives at the National Federation of the Blind, where he formerly served as the Director of Advocacy and Policy. Lewis became blind at the age of 25, while a student at Georgia State University. Shortly after graduating, he became a job development and placement specialist for blind clients. He later served as president of the Statewide Independent Living Council of Georgia and as the founding chairman of the board of directors of the Disability Law and Policy Center of Georgia.
*This episode is an excerpt taken from our 2020 interview.
Dr. Tomas Chamorro-Premuzic, Chief Talent Scientist at Manpower Group, argues many of our leaders are incompetent. Chamorro-Premuzic believes this is largely due to humans’ inability to distinguish between confidence and competence — that is, how capable we think an individual is, compared to how capable they actually are. In this Talent Angle podcast interview, he explores why ineffective leaders are so often elevated, arguing that our judgment is too easily clouded by charisma and charm. For organizations looking to advance more effective leaders, he makes the case for promoting competence, humility and integrity.
We’re starting the year with a compilation of some of our most popular DEI experts from last year. Organizations face growing pressure to create and maintain equitable workplaces as employees call for real progress and sustainable change. In this episode, we take a look back at three conversations with three experts who are working to advance DEI efforts and make enduring progress.
We hope you enjoy our conversations with Janet Stovall, senior client strategist at the NeuroLeadership Institute, Eliza VanCort, organizational consultant and author, and Jeff Korzenik, investment strategist and advocate for non-traditional talent sources.
*This episode is an excerpt taken from our 2020 interview.
In this episode of the Talent Angle, author and entrepreneur Christiane Lemieux argues that friction, inefficiencies that slow processes in both business model and organizational design, is hurting most organizations. In her book Frictionless: Why the Future of Everything will be Fast, Fluid, and Made Just for You, she profiles entrepreneurs and organizations that have eliminated friction to improve customer and employee experience. Lemieux also discusses how friction in our personal and professional lives prevent us from becoming more productive.
Christiane Lemieux is a serial entrepreneur, former Executive Creative Director at Wayfair, and author of three books. She operates and designs her lifestyle brand, Lemieux et Cie, and she is a frequent contributor to Architectural Digest and other design media. She is a graduate of Parsons School of Design and Queen’s University in Canada.
This week, we're re-releasing an audience favorite episode from this past year. Please enjoy our conversation with Rachel Botsman, a lecturer at Oxford University and author of “Who Can You Trust?” Botsman defines trust as the currency of interaction. She argues that trust has implications for how organizations can relate to their employees and customers, especially in a virtual world. Botsman joined the podcast to discuss the changing landscape of trust and to share how leaders can put trust into action to drive better outcomes.
*This episode is an excerpt taken from our 2020 interview.
Too many leaders and organizations mistakenly base talent and business decisions on conventional wisdom—much of which damages employees individually and the workforce broadly. In his book “Nine Lies About Work: A Free Thinking Leader’s Guide to the Real World,” Ashley Goodall explores how real-world evidence contradicts universally-held workplace beliefs. Goodall discusses the truth behind the lies, providing guidance to create workplace environments that better serve the people inside them.
In this Talent Angle podcast, collaboration expert Rob Cross shares ways employees can become more efficient collaborators and reclaim and reinvest their time. Cross explains how small stressors throughout the work day are increasing, overwhelming and exhausting employees and lays out practical advice for addressing these issues.
Rob Cross has studied the underlying network dynamics of effective organizations and the collaborative practices of high performers for more than 20 years. He is the Edward A. Madden Professor of Global Leadership at Babson College and the co-founder and director of the Connected Commons, a consortium of over 100 leading organizations accelerating network research and practice. Cross is a graduate of the University of Virginia’s McIntire School of Commerce, and earned an MBA from UVA’s Darden School and completed doctoral work at Boston University.
*This episode is an excerpt taken from our 2020 interview.
In the wake of recent killings of Black Americans, Ben & Jerry’s put out a sharply-worded statement, which garnered social media attention for its strong condemnation of racial inequality and injustice. In this Talent Angle podcast interview, Chris Miller, global head of activism at Ben & Jerry’s, shares the company’s history of social activism and discusses how it’s been uniquely positioned to effect global change. He also makes the case for corporate advocacy, urging organizations to have clarity in their beliefs and to speak out for their values.
This week, we're re-releasing an audience favorite podcast from this year. Please enjoy our conversation with Marissa King, professor at the Yale School of Management, as she makes the case for the power of professional and personal networks. In her book “Social Chemistry: Decoding Patterns of Human Connection,” she explores the different dimensions along which human connections are made, introducing three styles of network connection — expansionist, broker and convener. She offers practical tips and guidance for organizations looking to help their employees cultivate stronger professional ties.
*This episode is an excerpt taken from our 2020 interview.
Generational expert Jason Dorsey discusses the implications of a growing Gen Z workforce in his book “Zconomy”, co-authored with Denise Villa, CEO of The Center for Generational Kinetics. He explains how global events influenced Gen Z’s expectations as consumers and employees, and how employers can meet those expectations. Dorsey shares his and Villa’s research on Gen Z’s preferences for onboarding, feedback, recognition and compensation.
Jason Dorsey is an author, keynote speaker, and researcher. He is president of The Center for Generational Kinetics, a generational speaking, research, and strategic consulting firm with clients from many industries. He is a three-time company founder and author of Y-Size Your Business, which details ways to improve Millennial performance.
In this Talent Angle podcast, Gartner chief of HR research Brian Kropp shares challenges and opportunities that are top of mind for CHROs as 2022 approaches. He discusses how HR must adapt to a hybrid future in which leaders and managers need new skills and employees expect a more human relationship with their organizations. Kropp goes on to explain how executives must take new approaches to decision making to usher in the changes needed in this disruptive environment.
Brian Kropp is Gartner’s chief of HR research. He oversees Gartner’s research, tools, services and support for CHROs and their leadership teams. Before joining Gartner, he worked in a variety of roles, conducting different types of economic analysis to drive critical business outcomes. He holds a bachelor’s and a master’s in economics from Clemson University and a doctorate in public policy and applied economics from the University of North Carolina.
Peter Aykens is a practice vice president in Gartner’s HR practice. He is responsible for building and leading research teams within the practice to address client’s key initiatives. In prior roles at Gartner, he spent over 25 years leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s in political science from St. Olaf College; a master’s degree in international politics from the University College of Wales, Aberystwyth; and a master’s and a doctorate in political science from Brown University.
*This episode is an excerpt taken from our 2020 interview.
Bureaucracy kills innovation. So say Michele Zanini and Gary Hamel in their book “Humanocracy: Creating Organizations as Amazing as the People Inside Them.” They argue that relying on outdated processes and capabilities, legacy systems and hierarchical decision-making hamstring growth and stifle workforce success. To overcome these challenges, they also provide practical guidance to create organizations that deliver business results and better serve the people inside them.
*This episode is an excerpt taken from our 2020 interview.
Bureaucracy kills innovation. So say Michele Zanini and Gary Hamel in their book “Humanocracy: Creating Organizations as Amazing as the People Inside Them.” They argue that relying on outdated processes and capabilities, legacy systems and hierarchical decision-making hamstring growth and stifle workforce success. To overcome these challenges, they also provide practical guidance to create organizations that deliver business results and better serve the people inside them.
In his book, “The Human Element: Overcoming the Resistance that Awaits New Ideas,” Kellogg professor David Schonthal challenges the default assumption that selling an idea requires the seller to heighten its appeal. Instead, he makes the case that failure to adopt ideas, strategies or products is often due to the four key psychological frictions that oppose change: inertia, effort, emotion and reactance. He argues that successful leaders and innovators must identify, understand and overcome these to achieve novel outcomes.
*This episode is an excerpt taken from our 2020 interview.
Amazon’s presence in consumers’ lives is seemingly inescapable, though whether—and for how long— this hold will last is unclear. In his book, Bezonomics: How Amazon is Changing Our Lives and What the World’s Best Companies Are Learning From It, author Brian Dumaine explores just that. In doing so, he offers an insightful portrait of Jeff Bezos and the sprawling enterprise he’s built, as well as tips for businesses to compete in this digital age.
In this Gartner Talent Angle episode, author and banker Jeff Korzenik shares insights about the second-chance talent pool—that is, reemploying candidates with criminal records. He offers practical advice on tapping into non-traditional sources of talent by differentiating between felony types, partnering with nonprofits and reevaluating legacy talent policies and processes.
Jeff Korzenik is Chief Investment Strategist for Fifth Third Bank, one of the nation’s largest banks. He is the author of the book “Untapped Talent: How Second-Chance Hiring Works for Your Business and the Community” on the business case and best practices for hiring people with criminal records.
*This episode is an excerpt taken from our 2020 interview.
Steve Herz argues positive feedback can limit personal and professional growth, while constructive feedback can lead to self improvement. He frames these insights using three communication traits: authority, warmth, energy (AWE). According to Herz, individuals can leverage the AWE framework to more effectively communicate and connect.
Steve Herz is a talent agent and career advisor, as well as the president and founding partner of IF Management, now a part of the Montag Group. He has represented and coached dozens of sports, media, and entertainment leaders over the course of nearly three decades. Steve’s ultimate goal is to use his motivational message and distinct skillset to aid others on their journey to greater heights.
Questions of fairness and equity in the workplace have a renewed urgency, given the transition to hybrid work and the more human relationship between employees and employers. Workplace fairness--either perceived or actual--has real consequences on an organization’s performance and retention. Gartner’s Chief of HR Research Brian Kropp joins the Gartner Talent Angle to discuss strategies that organizations can apply to ensure employees are heard to bolster fairness.
Brian Kropp is Gartner’s Chief of HR Research. He oversees Gartner’s research, tools, services and support for CHROs and their leadership teams. Before joining Gartner, he worked in a variety of roles, conducting different types of economic analyses to drive critical business outcomes. He holds a B.S. and M.S. in Economics from Clemson University and a Ph.D. in Public Policy and Applied Economics from the University of North Carolina.
Peter Aykens is a Practice Vice President in Gartner's Human Resources practice. He is responsible for building and leading research teams within the practice addressing client's key initiatives. In prior roles at Gartner, he spent over 25 years leading research teams focused on banking and financial services strategy producing numerous studies that addressed business strategy, channel, marketing, customer experience and product challenges. He holds a B.A. in Political Science from St. Olaf College; a MSc.(Econ) degree in International Politics from the University College of Wales, Aberystwyth; and a MA and Ph.D. in Political Science from Brown University.
*This episode is an excerpt taken from our 2020 interview.
Businesses across industries and geographies are facing disruption on multiple fronts — economic turmoil, employee activism, regulatory uncertainty. In this Talent Angle podcast episode, Andrew Barnes, author of “The 4 Day Week,” argues that success in this environment calls for businesses to embrace new ways of working which are rooted in flexibility. Barnes shares his company’s journey to designing a shorter workweek for employees and urges other organizations to abandon what he views as an entrenched anachronism, the 5-day workweek.
The team is working on new episodes of the Gartner Talent Angle podcast, which will start rolling out in a few weeks. In the meantime, new host Dion Love shares some of the team’s favorite episodes of the show. This episode originally aired in March 2017.
Laszlo Bock believes that giving people freedom and supplementing our instincts with hard science are steps on the path to making work meaningful and people happy. Laszlo joins the Talent Angle to discuss the seminal importance of recruiting, rethinking engagement, creating transparent workplaces, fostering feedback, and so much more.
*This episode is an excerpt taken from our 2020 interview.
On this episode of the Talent Angle podcast, executive Nancy Duarte shares insights from her new book DataStory: Explain Data and Inspire Action through Story. Duarte emphasizes the importance of empathy when presenting data, offers compelling structures for storytelling and outlines strategies to craft data-driven recommendations.
Nancy Duarte is a communication expert who has been featured in several media outlets and is also a Harvard Business Review contributor. As a persuasion expert, she specializes in incorporating story patterns into business communications, and her firm, Duarte, Inc., is a leader behind some of the most influential visual messages in business and culture. She's written five bestselling books—four of which have won awards. She's also spoken at numerous conferences and her TEDx talk has garnered over two million views. She regularly speaks at business schools and is a lecturer at Stanford University.
The team is working on new episodes of the Gartner Talent Angle podcast, which will start rolling out in a few weeks. In the meantime, new host Dion Love shares some of the team’s favorite episodes of the show. This episode originally aired in April, 2016.
For generations, we have focused on the individual drivers of success: passion, hard work, talent, and luck. But today, success is increasingly dependent on how we interact with others. Through his research, Adam Grant argues that at work, most people operate as either takers, matchers, or givers. Whereas takers strive to get as much as possible from others and matchers aim to trade evenly, givers are the rare breed of people who contribute to others without expecting anything in return. Using his own pioneering research as Wharton's youngest tenured professor, Grant shows that these styles have a surprising impact on success. Although some givers get exploited and burn out, the rest achieve extraordinary results across a wide range of industries.
*This episode is an excerpt taken from our 2020 interview.
Succeeding as a leader requires you to create conditions that enable others to thrive and perform. But too often, leaders overly center themselves in an effort to ensure effectiveness. In her new book, Unleashed: The Unapologetic Leader’s Guide to Empowering Everyone Around You, Harvard Business School professor Frances Frei challenges our existing models of leadership. She proposes a different orientation—one which shifts the frame of reference from leaders to those around them.
In this Talent Angle podcast, workforce expert and “Undercover Millennial” Clint Pulver shares his unique methodology of “undercover” interviews to understand employees’ workplace experiences. He discusses the impact of underperforming managers on employees — from low engagement to increased attrition. Using qualitative findings from his interviews, he argues that managers and leaders should create moments that lead to solutions and develop mentorship opportunities for themselves and members of their teams.
Clint Pulver is a professional keynote speaker and author of “I Love It Here: How Great Leaders Create Organizations Their People Never Want to Leave”. Pulver has worked with corporations to create loyalty through his work and research as the “Undercover Millennial.” He has been featured by BusinessQ Magazine as a “Top 40 Under 40.” In 2020, Pulver won an Emmy Award for his short film “Be a Mr. Jensen,” which tells the story of how a single moment and a particular mentor can change the course of a life.
*This episode is an excerpt taken from our 2020 interview.
Companies often assume their workplace cultures are ones with high levels of integrity. But too many rely on reactive rather than proactive approaches to managing misconduct. On this episode of Gartner’s Talent Angle, Rob Chesnut, Chief Ethics Officer of Airbnb, offers practical advice on creating organizational culture with intentional integrity. Chestnut also lays out how companies can effectively clarify their ethical stances and motivate employees to model desired values.
Humans are hardwired to add rather than subtract. Across various contexts ー whether biological, cultural or economic ー we often default towards more. Professor Leidy Klotz, author of “Subtract: The Untapped Science of Less, ” argues we pay a price for the belief that more is better. In this Gartner Talent Angle interview, Klotz makes the case for the untapped potential of less, exploring subtraction as an overlooked strategy to achieve business results.
*This excerpt was taken from our 2020 interview. The #MeToo movement has called attention to the prevalence of workplace misconduct. In response, organizations across industries and sectors have had to confront the many risks—legal, reputational, and financial—misconduct and harassment pose to their bottom line. In her book #MeToo in the Corporate World: Power, Privilege, and the Path Forward, labor economist and award-winning author Sylvia Ann Hewlett urges companies to recognize the adverse consequences of toxic workplace cultures. She provides HR leaders and professionals with tools and strategies to create more equitable and safe workplace environments, especially for marginalized groups.
Using findings from her two books — “Collective Genius” and “Being the Boss” — Harvard Business School professor Linda Hill, reflects on the elements of leadership that produce innovation. She argues for a view of leaders as social architects, tasked with building cultures and capabilities necessary for their teams to do their best and most creative work. For organizations looking to learn from her leadership playbook, she counsels focusing on creative abrasion, creative agility and creative resolution.
*This excerpt was taken from our 2020 interview. Few of us work in roles designed to our personal specifications. In his new book Personalization at Work: How HR Can Use Job Crafting to Drive Performance, Engagement and Wellbeing , Rob Baker argues that employees thrive when allowed to craft their roles to fit their strengths. Baker provides HR leaders and professionals with tools and guidance to create workplace environments that empower employees to customize their jobs to meet their needs.
While technology such as instant messaging and videoconferencing have driven digital productivity, leaders and managers are struggling to effectively communicate with their teams using these tools. Entrepreneur Joe Freed joins the Gartner Talent Angle to share how technologies will reduce cognitive load and enhance culture initiatives. He also shares seven markers of digital interactions to assess the health of your organizational culture in the hybrid world.
Joe Freed is the Co-founder and CEO of Cultivate, a technology company providing a leadership development platform for the digital workforce. He has led several startups focused on online learning and HR technology, and lectures at UC Berkeley Extension.
*This excerpt was taken from our 2020 interview. Culture change efforts often yield little more than a survey assessing current culture followed by ineffective action steps to achieve change. On this episode of the Gartner Talent Angle, Kathleen Hogan, Microsoft’s Chief People Officer, shares how Microsoft not only incites culture change, but also how they foster a growth mindset to ensure employees are comfortable learning and failing in order to grow.
In this Gartner Talent Angle podcast, labor market expert Martha Ross explores how non-college-educated talent can excel at organizations with the right on-the-job learning opportunities. She offers tactics for organizations seeking to diversify their recruitment strategies and improve sourcing of underrepresented talent.
Martha Ross is a senior fellow at the Brookings Metropolitan Policy Program. Ross researches and writes about workers and the labor market, with a focus on low-wage and underemployed workers, the education and employment experiences of 18- to 24-year-olds, pathways to good jobs for young adults, and COVID-19’s disproportionate impact on these talent segments. She has a master’s degree from the University of Chicago’s School of Social Service Administration and a bachelor’s degree from Colorado College.
*This excerpt was taken from our 2020 interview. In his book Experimentation Works: The Surprising Power of Business Experiments, Stefan Thomke shares that bright ideas and decisive actions alone do not create innovation. Instead, innovation depends on a culture of experimentation which values the science of testing. By stripping big ideas into hypotheses to test what does and doesn't work, organizations are better positioned to establish a competitive edge and generate strong financial returns.
Hear Jeff Kavanaugh, author of The Live Enterprise, discuss how to transform your organization into an ever-evolving, continuously learning industry leader. He provides a clear path to transform large and complex businesses into agile ecosystems that evolve with changing market needs.
This episode is an excerpt taken from our 2020 interview. The power of preventative thinking is one that is underutilized by organizations and individuals alike; a shortcoming which perpetuates reactive, rather than proactive, solutions. This according to Dan Heath, author of Upstream: The Quest to Solve Problems Before They Happen*. In his book, Heath makes the case for an upstream mindset — arguing that this approach can effectively surface solutions to seemingly intractable problems by highlighting early warning indicators.
Eliza VanCort, organizational consultant and author, argues that more women should unapologetically exercise power in their communication and leadership styles. In her book, "A Woman's Guide to Claiming Space: Stand Tall. Raise Your Voice. Be Heard.," she offers relevant research, concrete strategies and actionable tools for women to claim space with courage, empathy and conviction. VanCort urges women to push through their fears and engage in behaviors that better position them to lead and be heard.
*This episode is an excerpt taken from our 2020 interview.
In this episode of The Talent Angle podcast, Alden Mills, author of Unstoppable Teams: The 4 Essential Actions of High-Performance Leadership, discusses his C.A.R.E.-based leadership framework. Mills shares how HR and business leaders can overcome personal barriers and build teams that are motivated by factors greater than themselves.
Ram Charan, business advisor and author, introduces a new leadership thinking approach to help executives exploit shifts in their business landscapes. In the book “The Phoenix Encounter Method,” he and his co-authors — Ian Woodward, V. “Paddy” Padmanabhan and Sameer Hasija — offer a methodology to use change as a catalyst for transformation. According to Charan, leaders can adopt this new mental frame by: developing a nuanced understanding of their operating environments; pressure-testing options for legacy business and innovation; and leveraging new competencies and emerging technologies for business growth.
This episode is an excerpt taken from our 2019 interview. Conflict resolution can seem like a daunting task, especially when previous attempts have failed. In this episode of the Talent Angle, Dr. Jennifer Goldman-Wetzler, author of Optimal Outcomes: Free Yourself from Conflict at Work, at Home and in Life* discusses practical approaches to both resolve and free yourself from conflict. By applying these practices, you will not only learn to observe complex situations with greater clarity, but ultimately achieve your optimal outcome.
On this episode of the Gartner Talent Angle podcast, trust expert Rachel Botsman defines trust as the currency of interaction. She argues that trust has implications for how organizations can relate to their employees and customers, especially in a virtual world. Botsman joined the podcast to discuss the changing landscape of trust and to share how leaders can put trust into action to drive better outcomes.
Rachel Botsman is a lecturer at Oxford University and an expert on trust. She is the author of “What’s Mine is Yours” and “Who Can You Trust?”. Botsman’s TED talks have been viewed more than five million times, and she hosts the podcast series “Trust Issues.”
This spotlight contains an excerpt from our 2019 interview. Marc Effron, author of 8 Steps to High Performance: Focus on What You Can Change (Ignore the Rest)*, joins the Talent Angle to discuss how to cut through the noise and boost workplace performance. He shares what behavioral changes and practical steps employees can take to improve performance and deliver outstanding results.
Marissa King, professor at the Yale School of Management, makes the case for the power of professional and personal networks. In her book “Social Chemistry: Decoding Patterns of Human Connection,” she explores the different dimensions along which human connections are made, introducing three styles of network connection — expansionist, broker and convener. She offers practical tips and guidance for organizations looking to help their employees cultivate stronger professional ties.
*This episode is a shortened excerpt of a previous interview.
To prepare for the future, organizations should focus on the prospective workforce currently in or entering college. Bob Moesta joins the Talent Angle to discuss how students “hire” colleges to prepare and qualify them for future jobs, with the majority of graduates, however, leaving unprepared to join the workforce. Tune in to this week’s episode to hear how your organization should not only consider changing education requirements when hiring, but also empower current and future employees to make more productive higher-education decisions.
Bob Moesta is the president and co-founder of The ReWired Group and an adjunct lecturer at The Kellogg School of Management at Northwestern University. In the 1990s, Bob was a co-creator of the “Jobs-To-Be-Done” Theory. He has contributed to the launch of more than 3,500 new products and services in almost every industry.
In this episode of the Talent Angle, Janet Stovall, senior client strategist at the NeuroLeadership Institute, discusses the strategies organizations can apply to elevate inclusion as a key business priority. She shares how to better define diversity, articulate its value, and hold individual leaders accountable for inclusion outcomes.
Janet Stovall is a senior client strategist at the NeuroLeadership Institute, where she helps companies implement diversity, equity and inclusion practices. Her work addresses systemic racism, focuses on understanding the value of diversity, and offers straightforward, objective solutions to unlock that value. Her TED talk challenging business to get serious about inclusion has nearly 2 million views. Prior to joining NLI, Stovall was Senior Director, Social Impact and The UPS Foundation, and also served as UPS’s DE&I communications lead.
This episode is a shortened excerpt of a previous interview. Expressing employee appreciation has been linked to increases in job satisfaction, engagement and retention, however, gratitude remains vastly underutilized by managers and executives. On this episode of the Talent Angle, Adrian Gostick and Chester Elton offer tips and guidance from their forthcoming book—Leading with Gratitude: Eight Leadership Practices for Extraordinary Business Results*—on how to enhance effectiveness by incorporating gratitude into your leadership style.
In this episode, Horst Schulze, founder and former COO of The Ritz Carlton Hotel Company, discusses how a strong vision for the entire stakeholder ecosystem, not just shareholders, leads to excellence. He shares his views on talent management, strategy execution, leadership, customer service and employee engagement.
*This spotlight is an excerpt from our 2019 interview. Today’s rapidly-changing market conditions are challenging our legacy ways of working and upending organizations that were designed for stability. Dave Ulrich, author of Reinventing the Organization, joins the Talent Angle to discuss how progressive companies are looking outward--to their networks, partners, and marketplace--to radically reinvent themselves.
Productivity expert Bob Pozen joins the podcast to discuss his latest book, “Remote, Inc.”. He argues that employees should see themselves as owners of their own business of one and see their managers as clients. He also gives advice for how to make meetings and day-to-day work more effective.
Bob Pozen is a Senior Lecturer at the MIT Sloan School of Management and a non-resident Senior Fellow at the Brookings Institution. He is a former president of Fidelity Investments and executive chairman of MFS Investment Management. He has extensive experience in business, government and journalism. He is the co-author of “Remote, Inc.: How to Thrive at Work...Wherever You Are” and author of “Extreme Productivity: Boost Your Results, Reduce Your Hours”.
This episode is an excerpt of the original interview. The best leaders don’t just cope with stress, they repurpose it into happiness. Sean Webb, author of Mind Hacking Happiness*, tells us how. On this episode of the Talent Angle, Sean Webb shares how to identify and avoid personal stress triggers to boost happiness and lead through high-stress situations.
Jeff Maggioncalda, CEO of Coursera, discusses the importance of reskilling amidst disruption from the COVID-19 pandemic. He shares the skilling trends Coursera has observed as a growing number of employees have moved to virtual environments and explains why learning can be a powerful driver of employee engagement.
Zvi Band, author of Success Is in Your Sphere, believes nothing is more powerful than relationships in your professional life. Listen to learn how to establish meaningful personal connections and deepen your relationship with people who will make a difference in your career.
Zvi Band is the co-founder of Contactually, a relationship-centric business that powers millions of relationships, and author of Success Is in Your Sphere: Leverage the Power of Relationships to Achieve Your Business Goals. Beyond his work and writing, Zvi serves as a proponent of entrepreneurship in Washington DC, founding DC Tech Meet Up and advises early-stage startups. He’s been named a Finalist for Ernst & Young’s Entrepreneur of the Year and is a three-time Washingtonian Tech Titan. He received his B.S. in Computer Science and Economics from the University of Maryland.
Erin Meyer, professor at INSEAD business school, argues that long-held beliefs about culture are failing its corporate adherents. In the book, “No Rules Rules: Netflix and the Culture of Reinvention,” she and her co-author — Netflix co-founder Reed Hastings — detail the Netflix way, exploring lessons gleaned from the company’s successes and failures. For organizations looking to follow the Netflix playbook, she counsels focusing on high performance, top pay, limited rules and radical candor.
*This spotlight is an excerpt from our 2019 interview. New technologies are fundamentally changing how firms connect with their customers than ever before. Listen to Christian Terwiesch, co-author of Connected Strategy: Building Continuous Customer Relationships for Competitive Advantage, share four pathways to designing a connected strategy that builds continuous relationships with customers, clients and employees.
Companies have become entangled in their own internal issues caused by invisible red tape. Tune in to this episode of the Talent Angle to hear Martin Lindstrom, author of The Ministry of Common Sense, as he provides a practical five-step approach to ridding our organizations of the bureaucratic bottlenecks and red tape that plague every office by infusing greater empathy into the workplace.
In this episode of the Talent Angle podcast, executive and author Deanna Mulligan discusses the role that reskilling can and should play in the future of work. Mulligan shares insights from her book “Hire Purpose: How Smart Companies Can Close the Skills Gap” to highlight the importance of corporate education in digital business transformation and explain why organizations need to create a culture of lifelong learning for their employees.
Deanna Mulligan is the former CEO of the Guardian Life Insurance Company of America and the author of “Hire Purpose: How Smart Companies Can Close the Skills Gap.” In 2019, Fortune named Mulligan one of the “50 Most Powerful Women in Business.” She holds degrees from the University of Nebraska and the Stanford Graduate School of Business.
*This Spotlight is an excerpt from our full interview in 2019. Tune in to this episode of the Talent Angle to hear Gartner's own Jaime Roca and Sari Wilde share insights from their new book, "The Connector Manager." Learn how providing targeted feedback while connecting employees to those who are better suited to address their needs not only increases employee engagement, but triples the likelihood that they will be high performers.
As we approach the end of 2020, we are re-releasing your favorite podcast from this year. Please enjoy our conversation with Kathleen Hogan, Microsoft's Chief People Officer, as she shares how Microsoft not only incites culture change, but also how they foster a growth mindset to ensure employees are comfortable learning and failing in order to grow.
Organizations obsess over predictions and forecasting, but the only certainty there is about the future is uncertainty. In this Talent Angle podcast interview, Margaret Heffernan, author of “Uncharted: How to Navigate the Future,” explores how to operate with agility in times of uncertainty; arguing that the events with the greatest impact on complex systems — whether organizations or humanity — are often unpredictable. To better prepare for future uncertainty, she urges leaders and their employees to solicit the viewpoints of those around them for a holistic understanding of decisions and their consequences.
*This spotlight is an excerpt from our 2019 interview. Rebels are generally seen as troublemakers whose decisions create chaos in our personal lives and workplaces. However, what if we saw these unconventional outlooks and rule-breaking decisions as constructive rather than destructive? Tune in to this episode to hear Francesca Gino, Tandon Family Professor of Business Administration in the Negotiation, Organizations & Markets Unit at Harvard Business School and author of “Rebel Talent: Why it Pays to Break the Rules at Work and in Life” discuss how can we challenge the status quo in both our work and personal lives to drive positive change.
In this episode of the Talent Angle, author Jonah Berger discusses his book, The Catalyst, and offers an approach to changing people’s minds. He argues that we are in an era of entrenched beliefs, so convincing others or pushing them in a direction has become ineffective. Instead, one should identify the key factors that cause resistance and overcome them by eliminating obstacles, reducing friction, and removing roadblocks. Berger identifies the five key barriers that inhibit change and explains how to reduce them based on his research and underlying psychology behind each barrier.
Are your employees a cost or an investment? How can your company design and manage operations in a way that satisfies customers, employees, and investors? Join us to hear Zeynep Ton, adjunct associate professor in the operations management group at MIT Sloan School of Management and the author of The Good Jobs Strategy: How the Smartest Companies Invest in Employees to Lower Costs & Boost Profits, discuss how operational excellence and treating your employees like an investment leads to great employee experiences. Zeynep Ton is an adjunct associate professor in the operations management group at MIT Sloan School of Management and the author of The Good Jobs Strategy: How the Smartest Companies Invest in Employees to Lower Costs & Boost Profits. Before MIT Sloan, she spent seven years on the faculty at Harvard Business School. Ton's research explores how organizations can design and manage their operations in a way that satisfies employees, customers, and investors simultaneously.
*This spotlight is an excerpt from our 2019 interview.
In this Talent Angle episode, Anil Lewis, executive director for Blindness Initiatives at the National Federation of the Blind, explains how organizations can create inclusive environments for employees with disabilities. He offers guidance on recruitment and development strategies for differently-abled talent and dispels stereotypes about employees with disabilities. Lewis draws on both his personal and professional experiences to urge organizations to create equal opportunities for the development and growth of employees with disabilities.
Anil Lewis is the executive director for Blindness Initiatives at the National Federation of the Blind, where he formerly served as the Director of Advocacy and Policy. Lewis became blind at the age of 25, while a student at Georgia State University. Shortly after graduating, he became a job development and placement specialist for blind clients. He later served as president of the Statewide Independent Living Council of Georgia and as the founding chairman of the board of directors of the Disability Law and Policy Center of Georgia.
*This spotlight is an excerpt from our 2019 interview. What do Ralph Lauren, Larry Ellison, Julian Robertson and Bill Walsh all have in common? Certainly all of them are known for being successful, but there’s one thing that distinguishes these superbosses from their peers: the ability to groom talent. Listen to Sydney Finkelstein, award-winning professor at Dartmouth College, share secrets of how exceptional leaders manage and the types of people strategies they employ.
In this episode of the Talent Angle, author and entrepreneur Christiane Lemieux argues that friction, inefficiencies that slow processes in both business model and organizational design, is hurting most organizations. In her book Frictionless: Why the Future of Everything will be Fast, Fluid, and Made Just for You, she profiles entrepreneurs and organizations that have eliminated friction to improve customer and employee experience. Lemieux also discusses how friction in our personal and professional lives prevent us from becoming more productive.
Christiane Lemieux is a serial entrepreneur, former Executive Creative Director at Wayfair, and author of three books. She operates and designs her lifestyle brand, Lemieux et Cie, and she is a frequent contributor to Architectural Digest and other design media. She is a graduate of Parsons School of Design and Queen’s University in Canada.
What happens when your workplace is exposed to incivility? What should you do if you are the target of this hostility and aggression? Tune in to this episode of the Talent Angle to hear Christine Porath, Professor at Georgetown University's McDonough School of Business, teach you how to navigate incivility in the workplace and enhance your own influence and effectiveness through simple acts of civility and respect.
Christine Porath is a tenured professor at Georgetown University’s McDonough School of Business. She’s the author of Mastering Civility: A Manifesto for the Workplace and co-author of The Cost of Bad Behavior. Christine is a frequent contributor to the Harvard Business Review, and has written articles for New York Times, Wall Street Journal, McKinsey Quarterly, and Washington Post. She frequently delivers talks and has taught in various Executive programs at Harvard, Georgetown, and USC. Prior to her position at Georgetown, she was a faculty member at University of Southern California’s Marshall School of Business.
This spotlight is an excerpt from our 2019 interview with Christine Porath.
Dr. Tomas Chamorro-Premuzic, Chief Talent Scientist at Manpower Group, argues many of our leaders are incompetent. Chamorro-Premuzic believes this is largely due to humans’ inability to distinguish between confidence and competence — that is, how capable we think an individual is, compared to how capable they actually are. In this Talent Angle podcast interview, he explores why ineffective leaders are so often elevated, arguing that our judgment is too easily clouded by charisma and charm. For organizations looking to advance more effective leaders, he makes the case for promoting competence, humility and integrity.
Discover the patterns that govern behavior at your organization. Gabriel Weinberg, CEO of DuckDuckGo and author of Super Thinking, joins the Talent Angle to explain how and when to leverage the mental models that accelerate effective decision-making for employees and business leaders alike.
Gabriel Weinberg is the CEO & Founder of DuckDuckGo, the Internet privacy company and private search engine. He holds a B.S. with honors from MIT in Physics and an M.S. from the MIT Technology and Policy Program. Weinberg is also the co-author of Traction.
Businesses across industries and geographies are facing disruption on multiple fronts — economic turmoil, employee activism, regulatory uncertainty. In this Talent Angle podcast episode, Andrew Barnes, author of “The 4 Day Week,” argues that success in this environment calls for businesses to embrace new ways of working which are rooted in flexibility. Barnes shares his company’s journey to designing a shorter workweek for employees and urges other organizations to abandon what he views as an entrenched anachronism, the 5-day workweek.
*This spotlight is an excerpt from our 2019 interview. A self-proclaimed late bloomer, Rich peaked later in life, never letting his mediocre academic grades at Stanford stop him from discovering his passions and future career path. Listen to Forbes Editor Rich Karlgaard discuss the unique strengths of late bloomers in today’s fast-changing world.
In the wake of recent killings of Black Americans, Ben & Jerry’s put out a sharply-worded statement, which garnered social media attention for its strong condemnation of racial inequality and injustice. In this Talent Angle podcast interview, Chris Miller, global head of activism at Ben & Jerry’s, shares the company’s history of social activism and discusses how it’s been uniquely positioned to effect global change. He also makes the case for corporate advocacy, urging organizations to have clarity in their beliefs and to speak out for their values.
The greatest teams in sports history had one thing in common: a captain with an unconventional set of skills and tendencies. Listen to this episode to discover the core qualities of the Captain Class -- from extreme emotional control to tactical aggression and the courage to stand apart.
Generational expert Jason Dorsey discusses the implications of a growing Gen Z workforce in his book “Zconomy”, co-authored with Denise Villa, CEO of The Center for Generational Kinetics. He explains how global events influenced Gen Z’s expectations as consumers and employees, and how employers can meet those expectations. Dorsey shares his and Villa’s research on Gen Z’s preferences for onboarding, feedback, recognition and compensation.
Jason Dorsey is an author, keynote speaker, and researcher. He is president of The Center for Generational Kinetics, a generational speaking, research, and strategic consulting firm with clients from many industries. He is a three-time company founder and author of Y-Size Your Business, which details ways to improve Millennial performance.
*This spotlight is an excerpt from our 2019 interview. Want to become a world-class CHRO? Roberto di Bernardini, Head of Global Human Resources and board member of CHRO Global Leadership Board, presents the global standards of the CHRO role, backed by the world’s leading experts CHROs and most distinguished CHROs.
Bureaucracy kills innovation. So say Michele Zanini and Gary Hamel in their book “Humanocracy: Creating Organizations as Amazing as the People Inside Them.” They argue that relying on outdated processes and capabilities, legacy systems and hierarchical decision-making hamstring growth and stifle workforce success. To overcome these challenges, they also provide practical guidance to create organizations that deliver business results and better serve the people inside them.
Progressive organizations lead with their people strategies to shape business outcomes. Daniel Marsili, co-chair for the CHRO Global Leadership Board and Chief Human Resources Officer at Colgate-Palmolive Company, provides practical guidance for HR leaders to more effectively create, execute and align a people strategy that drives performance.
Amazon’s presence in consumers’ lives is seemingly inescapable, though whether—and for how long— this hold will last is unclear. In his book, Bezonomics: How Amazon is Changing Our Lives and What the World’s Best Companies Are Learning From It, author Brian Dumaine explores just that. In doing so, he offers an insightful portrait of Jeff Bezos and the sprawling enterprise he’s built, as well as tips for businesses to compete in this digital age.
Disruptive technologies have upended existing business operating models, are threatening jobs at unprecedented pace and scale, and are bringing whole industries into question. All of this change is creating a new social contract between employers and employees. Listen to Abbe Luersman, the CHRO for Ahold Delhaize and a member of Gartner’s CHRO Global Leadership Board, discuss how organizations can prepare for new labor market realities.
Abbe Luersman serves as Co-Chair for the CHRO Global Leadership Board, a network of HR executives working with Gartner to share best practices and influence cutting-edge thinking to guide the next generation of HR leaders. She is also Ahold Delhaize’s Chief HR Officer and a member of its Executive Committee. She is responsible for Global Human Resources, including Talent and Diversity; Leadership and Development; Organizational Effectiveness and Design; and Total Rewards.
Steve Herz argues positive feedback can limit personal and professional growth, while constructive feedback can lead to self improvement. He frames these insights using three communication traits: authority, warmth, energy (AWE). According to Herz, individuals can leverage the AWE framework to more effectively communicate and connect.
Steve Herz is a talent agent and career advisor, as well as the president and founding partner of IF Management, now a part of the Montag Group. He has represented and coached dozens of sports, media, and entertainment leaders over the course of nearly three decades. Steve’s ultimate goal is to use his motivational message and distinct skillset to aid others on their journey to greater heights.
*This spotlight is an excerpt from our 2019 interview. It's not easy to deliver more value from less work. Steve Denning, author of The Age of Agile, argues that even global giants don't have to be born agile in order to become agile. Listen to this episode of the Talent Angle to understand how organization can harness the power of their teams, customers and networks to deliver value on a larger scale than ever before.
Too many leaders and organizations mistakenly base talent and business decisions on conventional wisdom—much of which damages employees individually and the workforce broadly. In his book “Nine Lies About Work: A Free Thinking Leader’s Guide to the Real World,” Ashley Goodall explores how real-world evidence contradicts universally-held workplace beliefs. Goodall discusses the truth behind the lies, providing guidance to create workplace environments that better serve the people inside them.
How do we develop talent to prepare for an uncertain future? How can HR evolve to influence organizational strategy? Tune in to hear Ceree Eberly, former Chief People Officer at Coca-Cola and Chair of Gartner's CHRO Global Leadership Board, discuss the future of HR.
On this episode of the Talent Angle podcast, executive Nancy Duarte shares insights from her new book DataStory: Explain Data and Inspire Action through Story. Duarte emphasizes the importance of empathy when presenting data, offers compelling structures for storytelling and outlines strategies to craft data-driven recommendations.
Nancy Duarte is a communication expert who has been featured in several media outlets and is also a Harvard Business Review contributor. As a persuasion expert, she specializes in incorporating story patterns into business communications, and her firm, Duarte, Inc., is a leader behind some of the most influential visual messages in business and culture. She’s written five bestselling books—four of which have won awards. She’s also spoken at numerous conferences and her TEDx talk has garnered over two million views. She regularly speaks at business schools and is a lecturer at Stanford University.
What if everything you’ve been taught about management is wrong? Aaron Dignan, author of Brave New Work, believes that our organizations are broken not by our people or their leaders, but by operating systems such as hierarchy and compliance. Listen to this episode of the Talent Angle to learn how to reinvent the way work gets done at your organization through a groundswell of autonomy, trust, and transparency. Harness the human complexity of your workforce to usher in the Future of Work.
The majority of employers have not traditionally had programs or cultures in place to address employees’ mental health concerns. But as the COVID-10 crisis persists, organizations are recognizing the importance of helping employees better manage anxieties and stress. On this episode of the Talent Angle, Sheila Krueger, Zoom Video Communication’s Head of People Operations and Global Benefits, and Dr. Renee Schneider, Clinical Psychologist and VP of Clinical Health at Lyra Health, discuss the ways that organizations can help their employees better cope with stress to boost productivity and mental wellbeing.
Succeeding as a leader requires you to create conditions that enable others to thrive and perform. But too often, leaders overly center themselves in an effort to ensure effectiveness. In her new book, Unleashed: The Unapologetic Leader’s Guide to Empowering Everyone Around You, Harvard Business School professor Frances Frei challenges our existing models of leadership. She proposes a different orientation—one which shifts the frame of reference from leaders to those around them.
Psychological Safety in the workplace is critical for fostering employee performance and innovation. Tune in to this episode of the Talent Angle to hear Amy Edmondson - Harvard Business School professor and author of The Fearless Organization - share how to create a culture where employees feel safe expressing their ideas, correcting their mistakes and turning their thoughts into actions.
Harvard Business School Professor, Tsedal Neeley, joins the Talent Angle to discuss how companies can adjust to a remote work environment due to the COVID-19 crisis. Neeley offers guidance for leaders and managers to maintain employee productivity and wellbeing amid a global pandemic.
Companies often assume their workplace cultures are ones with high levels of integrity. But too many rely on reactive rather than proactive approaches to managing misconduct. On this episode of Gartner’s Talent Angle, Rob Chesnut, Chief Ethics Officer of Airbnb, offers practical advice on creating organizational culture with intentional integrity. Chestnut also lays out how companies can effectively clarify their ethical stances and motivate employees to model desired values.
This interview was excerpted from our 2019 interview. Is great leadership a myth? General Stan McChrystal, co-author of Leaders: Myth and Reality*, joins the Talent Angle to debunk the many myths that surround the concept of leadership. Drawing from the examples set by history’s most renowned leaders, Stan believes the lessons we commonly draw from their lives are seldom the correct ones. Listen to this episode to learn more about how true leadership can be a catalyst for achieving higher-level outcomes.
The #MeToo movement has called attention to the prevalence of workplace misconduct. In response, organizations across industries and sectors have had to confront the many risks—legal, reputational, and financial—misconduct and harassment pose to their bottom line. In her book #MeToo in the Corporate World: Power, Privilege, and the Path Forward, labor economist and award-winning author Sylvia Ann Hewlett urges companies to recognize the adverse consequences of toxic workplace cultures. She provides HR leaders and professionals with tools and strategies to create more equitable and safe workplace environments, especially for marginalized groups.
The world is changing faster and faster and the only way to thrive is to accept the inevitability of change. Blitzscaling is all about rapidly growing and scaling a business or product in the face of uncertainty. Listen to Chris Yeh discuss the techniques that digital companies like Google, Linkedin and Facebook use to scale and double in size in a short period of time.
An active angel investor, serial entrepreneur, venture capitalist and author, Chris is a well-known technology expert in Silicon Valley. He has been building Internet businesses since 1995 and has a proven record of helping startups develop their strategy around emerging technologies, business scaling, growth initiatives, and digital disruption.
He is the General Partner at Wasabi Venture, a global venture fund, startup incubator, and consulting firm, former interim CEO of Ustream.TV, a platform service business for online videos, and VP of Marketing for PBWorks, which provides vertical collaboration solutions for companies. He has also helped grow numerous other companies, including Symphoniq Corporation, TargetFirst, and Juno Online Services and FarSight Financial Services (divisions of D. E. Shaw & Co., L.P.).
Chris is the founder and Chairman of the Harvard Business School Technology Alumni Association. He earned two Bachelor’s degrees with distinction from Stanford University and an MBA from Harvard Business School, where he was a Baker Scholar.
As a growing number of companies experiment with maintaining partial or fully remote workforces, HR teams are reevaluating the need for a traditional office environment. In this replay of a 2018 Talent Angle episode, Brian De Haaff discusses how business leaders can drive and sustain high performance from their remote workforce. De Haaff, author of Lovability, believes a remote workforce can function just as well, if not better than, the traditional office workforce.
Brian De Haaff, author of Lovability, is the founder and CEO of Aha!, one of the fastest-growing companies in the U.S. and the world’s #1 product roadmap software. In Lovability, Brian shares his insights from a career of founding successful technology companies and creating award-winning products. In outlining a set of principles known as “The Responsive Method”, he reveals the secret behind the phenomenal growth of Aha! and the engine that powers customer love. His two previous companies were acquired by Aruba Networks and Citrix.
Brian frequently writes and speaks on driving product and company growth, and has been featured on publications such as Berkeley Innovators, Business Insider, and Entrepreneur. He is a proud graduate of both the University of California, Berkeley and Northwestern University.
Few of us work in roles designed to our personal specifications. In his new book Personalization at Work: How HR Can Use Job Crafting to Drive Performance, Engagement and Wellbeing , Rob Baker argues that employees thrive when allowed to craft their roles to fit their strengths. Baker provides HR leaders and professionals with tools and guidance to create workplace environments that empower employees to customize their jobs to meet their needs.
*This interview was excerpted from our 2018 interview. Humankind is on the brink of an unprecedented technological transformation, and people and organizations that prepare properly have a massive opportunity ahead of them. Listen to Peter Hinssen, business school lecturer, futurist and author of The Day After Tomorrow as he discusses the technological changes that will fundamentally change how we work, how we live and how we relate to each other.
Companies are facing a “new normal”, which is testing operational and financial resilience. With nearly all industries and organizations affected, the leadership response will define an organization’s values for years to come. Martin Whittaker, CEO of JUST Capital joins the Talent Angle podcast to discuss why prioritizing all stakeholders — including employees, customers, communities of operation, and shareholders — is crucial for long-term success.
Culture change efforts often yield little more than a survey assessing current culture followed by ineffective action steps to achieve change. On this episode of the Gartner Talent Angle, Kathleen Hogan, Microsoft’s Chief People Officer, shares how Microsoft not only incites culture change, but also how they foster a growth mindset to ensure employees are comfortable learning and failing in order to grow.
Growing your business is harder to accomplish than ever before. Tune in to this podcast to hear Tiffani Bova – a Salesforce growth expert and Wall Street Journal bestselling author of Growth IQ: Get Smarter About the Choices that Will Make or Break Your Business – confront this business imperative with ten straightforward paths to successful growth and develop your game plan with this simple equation: context + combination + sequence.
Tiffani Bova is the Wall Street Journal bestselling author of Growth IQ: Get Smarter About the Choicesthat Will Make or Break Your Business. She is a top influencer in Customer Experience, Digital Transformation, the Future of Work, and Sales. Tiffani has appeared on MSNBC and Yahoo Finance and is a regular contributor to Forbes and Harvard Business Review. She was recently recognized as one of Inc. Magazine’s 37 Sales Experts You Need to Follow on Twitter and one of the most Powerful and
Influential Women in California according to the National Diversity Council.
Shawn T. Smith is a clinical psychologist in Denver, Colorado, and the author of five books, including Surviving Aggressive People and The User’s Guide to the Human Mind.
Aggressive people can lay a dark cloud of negative energy over any workplace, from the manufacturing line to the boardroom. Listen to this podcast to hear Shawn Smith--a clinical psychologist and the author of Surviving Aggressive People--share time-tested methods for conflict management historically reserved for law enforcement, psychologists, and other professionals working the frontlines of emotionally charged situations.
*This interview is excerpted from our 2018 interview. Inclusion can be far more than a feel-good sideline. Google's Kat Holmes joins the Talent Angle to show how inclusion can spur innovation, catalyze creativity, and boost the bottom line.
In his book Experimentation Works: The Surprising Power of Business Experiments, Stefan Thomke shares that bright ideas and decisive actions alone do not create innovation. Instead, innovation depends on a culture of experimentation which values the science of testing. By stripping big ideas into hypotheses to test what does and doesn’t work, organizations are better positioned to establish a competitive edge and generate strong financial returns.
Being a good leader requires understanding how your actions affect others’ motivation and mental state. Christine Comaford, entrepreneur and bestselling author of Power Your Tribe: Create Resilient Teams in Turbulent Times, breaks down the neuroscience of effective leadership to a level that you don’t need a Ph.D. to understand.
As COVID-19 continues to spread across the globe, both employers and employees are coming to terms with the economic and societal impacts. Given the widespread disruption, many are concerned with prospects for growth and recovery, as well as the potential for lasting structural impact. Brian Kropp, Gartner’s Chief of HR Research, joins the Talent Angle podcast to discuss how HR leaders can effectively plan a response, manage employees remotely and communicate for impact.
The power of preventative thinking is one that is underutilized by organizations and individuals alike; a shortcoming which perpetuates reactive, rather than proactive, solutions. This according to Dan Heath, author of Upstream: The Quest to Solve Problems Before They Happen. In his book, Heath makes the case for an upstream mindset — arguing that this approach can effectively surface solutions to seemingly intractable problems by highlighting early warning indicators.
*This excerpt was taken from out 2018 interview. Are there professional ways to deal with complainers in the workplace? In this episode of the Talent Angle, Will Bowen, author of A Complaint Free World, shares five ways to identify chronic complaining in your work environment and how to silence them with easy-to-remember solutions.
In this episode of The Talent Angle podcast, Alden Mills, author of Unstoppable Teams: The 4 Essential Actions of High-Performance Leadership, discusses his C.A.R.E.-based leadership framework. Mills shares how HR and business leaders can overcome personal barriers and build teams that are motivated by factors greater than themselves.
*This excerpt was taken from our 2018 interview. Is it possible for businesses to simultaneously drive social impact, innovation, and financial returns all at the same time?
More than ever, employees are making their career and purchasing decisions based on a company’s purpose and societal impact. In this episode of the Talent Angle, Wendy Woods, Senior Partner and Global Leader of BCG’s Social Impact Practice, discusses how companies that strive for Total Societal Impact can achieve positive returns in their brand, engagement, PR, and the long-term sustainability of their business models.
Conflict resolution can seem like a daunting task, especially when previous attempts have failed. In this episode of the Talent Angle, Dr. Jennifer Goldman-Wetzler, author of Optimal Outcomes: Free Yourself from Conflict at Work, at Home and in Life discusses practical approaches to both resolve and free yourself from conflict. By applying these practices, you will not only learn to observe complex situations with greater clarity, but ultimately achieve your optimal outcome.
*This excerpt was taken from our 2018 interview. Where does great culture come from? How do you build and sustain it in your group, or strengthen a culture that needs fixing? Daniel Coyle, author of The Culture Code, joins the Talent Angle and offers specific strategies to help you trigger learning, spark collaboration, build trust and drive positive change to ultimately unlock the hidden potential of teams.
Marc Effron, author of 8 Steps to High Performance: Focus on What You Can Change (Ignore the Rest), joins the Talent Angle to discuss how to cut through the noise and boost workplace performance. He shares what behavioral changes and practical steps employees can take to improve performance and deliver outstanding results.
*This excerpt was taken from our 2018 interview. It's time to stop thinking of your talent in terms of Type A or B personalities. Instead, seek Type Rs -- the individuals that turn challenges into opportunity in times of upheaval, crisis and change. Ama and Stephanie Marston, co-authors of Type R and dynamic mother-daughter team, join the Talent Angle to discuss their concept of Transformative Resilience. They offer advice on how to identify and develop the talent in your business who not only embrace change and disruption, but also emerge form it in a stronger shape than before.
To prepare for the future, organizations should focus on the prospective workforce currently in or entering college. Bob Moesta joins the Talent Angle to discuss how students “hire” colleges to prepare and qualify them for future jobs, with the majority of graduates, however, leaving unprepared to join the workforce. Tune in to this week’s episode to hear how your organization should not only consider changing education requirements when hiring, but should also empower current and future employees to make more productive higher-education decisions.
*This excerpt was taken from our 2018 interview. Annie Duke, author of Thinking in Bets, believes that the key to long-term success is to think in bets. She joins us on the Talent Angle to discuss how business leaders can be more like good poker players: less vulnerable to reactive emotions, knee-jerk biases, and destructive habits in decision-making.
Expressing employee appreciation has been linked to increases in job satisfaction, engagement and retention, however, gratitude remains vastly underutilized by managers and executives. On this episode of the Talent Angle, Adrian Gostick and Chester Elton offer tips and guidance from their forthcoming book—Leading with Gratitude: Eight Leadership Practices for Extraordinary Business Results—on how to enhance effectiveness by incorporating gratitude into your leadership style.
As the end of the year approaches, we are re-releasing our top podcasts from 2019. Please enjoy our conversation with Julie Zhuo, VP of Product Design at Facebook, as she reveals practical advice on how managers can help their teams achieve greater outcomes.
As the holidays approach, we are re-releasing our top podcasts from 2019. Please enjoy our conversation with Amy Edmondson, Harvard Business School Professor and author of The Fearless Organization, as she shares how psychological safety in the workplace is critical for fostering employee performance and innovation.
*This excerpt was taken from our 2018 interview. Is your organizational structure your Achille's Heel? Former VP at Yahoo and co-author of Exponential Organizations, Salim Ismail, believes that any company designed for success in the 20th century is doomed for failure in the 21st. Hear Salim discuss the lessons that business leaders can learn from the new breed of companies that are scaling 10 times faster than established organizational structures.
The best leaders don’t just cope with stress, they repurpose it into happiness. Sean Webb, author of Mind Hacking Happiness, tells us how. On this episode of the Talent Angle, Sean Webb shares how to identify and avoid personal stress triggers to boost happiness and lead through high-stress situations.
*This Spotlight was edited from our hour long interview from 2018. Patty McCord, author of Powerful: Building a Culture of Freedom and Responsibility, joins us to discuss her experience as Chief Talent Officer at Netflix and her fringe ideas that led to establishing the universally known, multi-billion dollar tech giant.
As the holidays approach, we are re-releasing our top podcasts from 2019. Please enjoy our conversation with Steve Denning, author of "The Age of Agile," which argues that even global giants don't have to be born agile in order to be an entrepreneur and deliver more value from less work.
*This Spotlight was edited from out interview in 2018. How can you compete with companies that, combined, have a GDP the size of France, garner the best talent in the world, and accumulate vast amounts of data? NYU Stern professor Scott Galloway breaks down the success of The Four and distills how companies need to think differently to compete against the 800 pound gorillas of the digital age.
Today’s rapidly-changing market conditions are challenging our legacy ways of working and upending organizations that were designed for stability. Dave Ulrich, author of Reinventing the Organization, joins the Talent Angle to discuss how progressive companies are looking outward--to their networks, partners, and marketplace--to radically reinvent themselves.
*This Spotlight was edited from out interview in 2017. Everyone knows that timing is everything. But we don't know much about timing itself. Out lives are a never-ending stream of "when" decisions: when to start a business, schedule a class, get serious about a person. In When: The Scientific Secrets of Perfect Timing, Dan Pink shows that timing is really a science and reveals how to best live, work and succeed through perfect timing.
Zvi Band, author of Success Is in Your Sphere, believes nothing is more powerful than relationships in your professional life. Listen to learn how to establish meaningful personal connections and deepen your relationship with people who will make a difference in your career.
Zvi Band is the co-founder of Contactually, a relationship-centric business that powers millions of relationships, and author of Success Is in Your Sphere: Leverage the Power of Relationships to Achieve Your Business Goals. Beyond his work and writing, Zvi serves as a proponent of entrepreneurship in Washington DC, founding DC Tech Meet Up and advises early-stage startups. He’s been named a Finalist for Ernst & Young’s Entrepreneur of the Year and is a three-time Washingtonian Tech Titan. He received his B.S. in Computer Science and Economics from the University of Maryland.
*This Spotlight was edited from our interview in 2017. Why do companies lose their soul, age prematurely and stall out while other sustain profitable growth? Join us to hear Chris Zook, best-selling author of The Founder's Mentality: How to Overcome Predictable Crises of Growth, and partner at Bain & Company, as he discusses how the most successful companies maintain the founder's mentality.
New technologies are fundamentally changing how firms connect with their customers than ever before. Listen to Christian Terwiesch, co-author of Connected Strategy: Building Continuous Customer Relationships for Competitive Advantage, share four pathways to designing a connected strategy that builds continuous relationships with customers, clients and employees.
*This Spotlight is an excerpt from our full interview in 2017.
It’s usually the rule breakers who turn into millionaire entrepreneurs.
Insurance sales people would make successful Navy Seals.
Nice guys don’t finish last.
These are just a few of the latest findings from behavioral science that Eric Barker, founder of the blog Barking Up The Wrong Tree, and author of The Wall Street Journal bestseller Barking Up The Wrong Tree: The Surprising Science Behind Why Everything You Know About Success Is (Mostly) Wrong, references to redefine success. Through extensive research and narratives, Barker provides guidance on how to both identify signature strengths, and how we can turn weaknesses into strengths by placing yourself in environments that will reward your uniqueness in order to be optimally happy, productive, and successful in your career.
*This Spotlight is an excerpt from our full interview in 2017. What if you could direct your brain? While most believe you are at the mercy of your brain, what if we actually had the ability to control it? Scott Halford, CEO of Complete Intelligence and author of Activate Your Brain: The Neuroscience of Success, discusses how we can activate "brain hacks" to refresh our brain, increase stamina and momentum, and exterminate negative feelings in order to make the best decisions in our daily work life.
Managers work hard to provide a steady stream of continuous feedback to coach employees and help them achieve their goals. However, by taking an “Always-on” approach, managers may actually be hindering employee performance. Tune in to this episode of the Talent Angle to hear Gartner’s own Jaime Roca, Senior Vice President of Research & Advisory, and Sari Wilde, Managing Vice President of Research, share insights from their new book, “The Connector Manager”. Learn how providing targeted feedback while connecting employees to those who are better suited to address their needs not only increases employee engagement, but triples the likelihood that they will be high performers.
This Spotlight is an excerpt from our full interview in 2017. Nobody likes a jerk, but what if YOU are one? We talk with Bob Sutton, a professor of organizational behavior at Stanford University and author of A*hole Survival Guide: How to Deal with People that Treat You Like Dirt.
Rebels are generally seen as troublemakers whose decisions create chaos in our lives and workplaces. However, what if we saw these unconventional outlooks and rule-breaking decisions as constructive rather than destructive? Tune in to this episode to hear Francesca Gino, Tandon Family Professor of Business Administration in the Negotiation, Organizations & Markets Unit at Harvard Business School and author of “Rebel Talent: Why it Pays to Break the Rules at Work and in Life” discuss how can we challenge the status quo in both our work and personal lives to drive positive change.
*This Spotlight is an excerpt from our full interview in 2017. Play keeps us in the moment. It is unpredictable and fun, and it keeps people's attention. So why not play in the workplace? In this episode, we talk to Elizabeth Cushing, the President and COO of Playworks, on how to use play tactics originally used on children to promote a healthy, profitable organization.
Are your employees a cost or an investment? How can your company design and manage operations in a way that satisfies customers, employees, and investors? Join us to hear Zeynep Ton, adjunct associate professor in the operations management group at MIT Sloan School of Management and the author of The Good Jobs Strategy: How the Smartest Companies Invest in Employees to Lower Costs & Boost Profits, discuss how operational excellence and treating your employees like an investment leads to great employee experiences.
*This Spotlight is an excerpt from our full interview in 2017. We don't talk about love in the workplace. But what if we told you the best leaders are realizing the importance of self-awareness, love, and going deep within themselves in order to be a great leader? Bob Rosen, global CEO advisor, organizational psychologist, and bestselling author talks to us about how the best people go deep within themselves to determine their story.
What happens when your workplace is exposed to incivility? What should you do if you are the target of this hostility and aggression? Tune in to this episode of the Talent Angle to hear Christine Porath, Professor at Georgetown University's McDonough School of Business, teach you how to navigate incivility in the workplace and enhance your own influence and effectiveness through simple acts of civility and respect.
*This Spotlight is an excerpt from our full interview in 2015. Zappos made history when it announced plans to transition to a holacracy -- a management-free corporate structure. Tune in as Hollie Delaney details the pitfalls, successes, and lessons learned.
Lessons about organizational culture and entrepreneurship can be found in some unlikely places--including the American prison system. Listen to Jeff Smith, a former Missouri state senator who spent a year in prison, discuss his experience and what the prison world can teach us about the business world.
*This Spotlight is an excerpt from our full interview in 2016. Tune in to this episode to hear Kathleen Hogan, Chief People Officer at Microsoft, talk about their technique called "Screening In" to drive cultural change through diversity at Microsoft.
What do Ralph Lauren, Larry Ellison, Julian Robertson and Bill Walsh all have in common? Certainly all of them are known for being successful, but there’s one thing that distinguishes these superbosses from their peers: the ability to groom talent. Listen to Sydney Finkelstein, award-winning professor at Dartmouth College, share secrets of becoming a superboss and the types of people strategies they employ.
*This Spotlight is an excerpt from our full interview in 2016. Susan Cain believes that the rise of introverts is the next big trend that will impact leadership. Yet while introverts often prove to be more effective leaders they are less likely to be selected for leadership. Cain explains why we dramatically undervalue introverts and how we lose in doing so. She also explores how companies can get the most out of introverts, how introverts can think about themselves differently, and why now is the time for introverts in business.
Discover the patterns that govern behavior at your organization. Gabriel Weinberg, CEO of DuckDuckGo and author of Super Thinking, joins the Talent Angle to explain how and when to leverage the mental models that accelerate effective decision-making for employees and business leaders alike.
What if Eisenhower wasn't the genius we though he was? How does naked leadership lead to better decision making? Chris Fussell, former Navy SEAL Officer and Partner at McChrystal Group, talks to us about the "leader myth" and "naked leadership. He discusses how we often aggrandize leaders of a successful project or mission and how he worked in the military with senior leaders to expose themselves to uncertainty on a daily basis.
In a culture obsessed with SAT scores and early success, Rich Karlgaard, Silicon Valley-based publisher and entrepreneur at Forbes media, reveals a groundbreaking exploration of late bloomers and their unique strengths that companies often overlook.
*This Spotlight is a 20 minute excerpt from our full interview in 2017. How can we screen out the chaos to make work more satisfying, productive, and meaningful? Cal Newport, author of Deep Work, joins us to share the tools and rules for deep, meaningful work.
Want to become a world-class HR leader? Listen to Roberto di Bernardini, Head of Global Human Resources and board member of CHRO Global Leadership Board, present the global standards of an HR leader, backed by the world’s leading experts CHROs and most distinguished CHROs.
*This 20 Minute Spotlight was edited from our one-hour interview in 2017. Culture is increasingly becoming a pivotal part of organizational strategy. Join us as we talk to Red Hat Executive VP and Chief People Officer DeLisa Alexander about how Red Hat works with both leaders and employees to include characteristics of transparency, inclusivity, agility, and so much more into their culture through open source decision making.
The greatest teams in sports history had one thing in common: a captain with an unconventional set of skills and tendencies. Sam Walker, author of The Captain Class, has unearthed a new mold of leadership that doesn’t always mean the best or the most bombastic individuals. Listen to this episode to discover the seven core qualities of the Captain Class - from extreme emotional control to tactical aggression and the courage to stand apart.
Structure often stifles innovation, yet organizations need both to thrive. How can business leaders foster radical innovation while maintaining operational excellence? Listen to this premier entry in our three-part series on innovation to discover how to design an organization that scales as fast as we scale technology.
Is your idea “loony”? Or is it a “loonshot”? Listen to this episode to hear Safi Bahcall, physicist, biotech engineer, and author of the book “Loonshots”, help you determine whether your crazy idea is a game-changer and prevent you from killing it off before it has a chance to bloom.
*This 20 Minute Spotlight was edited from our one-hour interview in 2017. We repeatedly and predictably make wrong decisions throughout, and in many aspects of, our lives. Dan Ariely wants to make the concepts of behavioral economics more accessible by describing them in non-academic terms so that more people will learn about this type of research and get excited about using some of the insights to enrich their own lives.
Progressive organizations lead with their people strategies to shape business outcomes. Daniel Marsili, Co-chair for the CHRO Global Leadership Board and Chief Human Resources Officer at Colgate-Palmolive Company’s, provides practical guidance for HR leaders to more effectively create, execute and align a people strategy that drives performance.
*This 20 Minute Spotlight was edited from our one-hour interview in 2017. Is it good business to be good people? Venture capitalist Anthony Tjan, author of Good People, talks to us about the strategic advantage of hiring good people - those that are committed to continuously cultivating the values that help them and other become the fullest versions of who they are. Real value creation, Tony argues, comes form real enduring cultures that focus on people, rather than relying solely on metrics and outputs that have traditionally guided business decisions.
Good managers are made, not born. Julie Zhuo, author of The Making of a Manager and Facebook’s VP of Product Design, reveals practical advice on how managers can help their teams achieve greater outcomes. Whether you’re new to the role or struggling with culture, listen to this episode of the Talent Angle to learn what to do when everyone looks to you for guidance.
CEO and founder of The Return on Disability Group and author of Unleashing Different, Rich Donovan is a globally recognized subject matter expert on the convergence of disability and corporate profitability.
Rich provides corporate and government clients with insights and tools to frame disability as a global emerging market. His proprietary and proven process translates disability success factors into specific actions that create sustainable value. He is an expert on guiding companies and investors to understand the factors from the disability perspective that drive innovation and ultimately customer value. The Barclays Return on Disability ETN listed on the New York Stock Exchange on September 11th, 2014 under the ticker RODI.
Rich has been named one of the Top 50 Most Influential People with Disabilities in the world by UK-based Powerful Media and Shaw Trust. He holds an MBA from Columbia Business School and was a Proprietary Trader and Portfolio Manager at Merrill Lynch. He also happens to have cerebral palsy.
Is great leadership a myth? General Stan McChrystal, co-author of Leaders: Myth and Reality, joins the Talent Angle to debunk the many myths that surround the concept of leadership. Drawing from the examples set by history’s most renowned leaders, Stan believes the lessons we commonly draw from their lives are seldom the correct ones. Listen to this episode to learn more about how true leadership can be a catalyst for achieving higher-level outcomes.
*This is a bonus video podcast
Disruptive technologies have upended existing business operating models, are threatening jobs at unprecedented pace and scale, and are bringing whole industries into question. All of this change is creating a new social contract between employers and employees. Listen to Abbe Luersman, the CHRO for Ahold Delhaize and a member of Gartner’s CHRO Global Leadership Board, discuss how organizations can prepare for new labor market realities.
Rapid business model disruption, AI, expiring skills, new to world skills, changing customer preferences and transparent job markets have broken the talent model companies have operated under for decades. Using millions of data points from TalentNeuron, Gartner VP and Workforce Futuring Evangelist Scott Engler shares how these changes have upended the way companies plan and recruit and how forward thinking companies use external labor market analytics to predict and adapt to create a competitive advantage. For more on Talent Neuron visit: https://www.gartner.com/en/human-resources/talentneuron.
It’s not easy to deliver more value from less work. Steve Denning, author of the “The Age of Agile”, argues that even global giants such as Barclays don’t have to be born agile in order to act entrepreneurially. Listen to this episode of the Talent Angle to understand how organizations can harness the power of their teams, customers, and networks to ultimately deliver value on a larger scale than ever before.
What if everything you’ve been taught about management is wrong? Aaron Dignan, author of Brave New Work, believes that our organizations are broken not by our people or their leaders, but by operating systems such as hierarchy and compliance. Listen to this episode of the Talent Angle to learn how to reinvent the way work gets done at your organization through a groundswell of autonomy, trust, and transparency. Harness the human complexity of your workforce to usher in the Future of Work.
*This 20 Minute Spotlight was edited from our one-hour interview in 2017. Many people have ideas, but only a few stand out and make their mark. What differentiates those that are successful from those that fail? Dorie Clark, branding expert and author of both Reinventing You and Stand Out, takes us through the steps to reinvent, rebrand, and stand out in a world of increasing competition. LIsten as we learn how to exercise our reinvention muscles and go from cultivating a network to building a community of followers.
How do we develop talent to prepare for an uncertain future? How can HR evolve to influence organizational strategy? These are the kinds of critical questions that Gartner’s CHRO Global Leadership Board--a network of HR executives from some of the world’s leading companies--has set out to answer. Tune in to hear Ceree Eberly, Chair of the CHRO Leadership Board and former Chief People Officer at Coca-Cola, discuss the future of HR and the CHRO Global Leadership Board’s work in the first of a four-part series.
https://www.gartner.com/en/human-resources/chro-global-leadership-board
Is great leadership a myth? General Stan McChrystal, co-author of Leaders: Myth and Reality, joins the Talent Angle to debunk the many myths that surround the concept of leadership. Drawing from the examples set by history’s most renowned leaders, Stan believes the lessons we commonly draw from their lives are seldom the correct ones. Listen to this episode to learn more about how true leadership can be a catalyst for achieving higher-level outcomes.
*This interview was excerpted from our one-hour interview in 2016. Derek Van Bever, Senior Lecturer and Director of the Forum for Growth and Innovation at Harvard Business School, talks with Gartner about how to better inform decisions about business model innovation and what it can mean for talent. Many attempts at business model innovation fail. Derek Van Bever argues that executives need to understand how business models develop through predictable stages over time -- and then apply that understanding to key decisions.
Do your employees feel safe asking questions or admitting their mistakes in the workplace? Tune in to this episode to hear Amy Edmondson - Harvard Business School Professor and author of The Fearless Organization - share how psychological safety in the workplace is critical for fostering employee performance and innovation and creating a culture where talent can feel safe to express their left-field ideas, correct their mistakes, and turn half-finished thoughts into the next big thing.
*This interview was excerpted from our one-hour interview in 2016.
Daniel Kahneman's ground-breaking research into decision making and judgment has challenged fundamental beliefs about human nature. In study after study,together with Amos Tversky, he showed that when it comes to making decisions, humans are predisposed to irrationality. Their surprising findings have had profound implications for everything from behavioral economics and politics, to advanced medicine and sports.
Their work, and its impact, is hardly obscure. Mr. Kahneman won the 2002 Nobel Prize in Economics (Mr. Tversky died in 1996.)
The world is changing faster and faster and the only way to thrive is to accept the inevitability of change. Blitzscaling is all about rapidly growing and scaling a business or product in the face of uncertainty. Listen to Chris Yeh discuss the techniques that digital companies like Google, Linkedin and Facebook use to scale and double in size in a short period of time.
*This interview was excerpted from our one-hour interview in 2017.
Tony Schwartz of the Energy Project believes that we’re at our best when we move rhythmically between spending and renewing energy — a reality that companies must embrace to fuel sustainable engagement and high performance. When you're intent on supplying fuel in each dimension of energy, you're creating happier people that will affect your organization’s success.
Tony's book, The Way We're Working Isn't Working: The Four Forgotten Needs That Energize Great Performance, was a New York Times and Wall Street Journal bestseller. His previous book, The Power of Full Engagement: Managing Energy Not Time, co-authored with Jim Loehr, spent four months on the New York Times bestseller list and has been translated into 28 languages. In 2013, Tony launched a biweekly column for the New York Times titled “Life@Work.” Tony is a contributor to numerous publications including The Huffington Post and Harvard Business Review, and for three years, he wrote the most popular blog on HBR.org. He is also a regular contributor to CBS This Morning.
Humankind is on the brink of an unprecedented technological transformation, and people and organizations that prepare properly have a massive opportunity ahead of them. Listen to Peter Hinssen, business school lecturer, futurist, and author of The Day After Tomorrow as he discusses the technological changes that will fundamentally change how we work, how we live, and how we relate to each other.
*This interview was excerpted from our one-hour interview in 2017. Voices from Walmart, The Rockefeller Foundation, and The White House discuss innovations to harness untapped talent. In this episode, we dive into how employers like Walmart are working to find more successful matches for entry-level positions from the youth talent pool by encouraging data-driven employment strategies that can both unlock additional business value and expand employment opportunities for disadvantaged young workers.
Growing your business is harder to accomplish than ever before. Repeatable, reliable growth depends on your capacity for making the right choices in the right sequence in the right context. Tiffani Bova joins the Talent Angle podcast to discuss how successful companies achieved growth by choosing their right paths.
*This interview was excerpted from our one-hour interview with Tasha in 2017.
“A sprawling exploration of the psychic frailty that leads to self-delusion and self-aggrandizement, and—importantly—a compassionate, helpful guide for avoiding that path (or reversing it).” - Fortune
Dr. Tasha Eurich is an organizational psychologist, researcher, and New York Timesbest-selling author. She’s built a reputation as a fresh, modern voice in the business world by pairing her scientific grounding in human behavior with a pragmatic approach to solving problems. Her second book, INSIGHT, delves into the connection between our self-awareness—what she calls the meta-skill of the twenty-first century—and our performance and success, both in and out of the workplace.
Tasha’s first book, Bankable Leadership, debuted on the New York Times bestseller list in 2013, and has since become a popular resource for managers and executives who don’t want to choose between making their employees happy and producing bottom-line results for their business.
Aggressive people can lay a dark cloud of negative energy over any workplace, from the manufacturing line to the boardroom. Listen to this podcast to hear Shawn Smith--a clinical psychologist and the author of Surviving Aggressive People--share time-tested methods for conflict management historically reserved for law enforcement, psychologists, and other professionals working the frontlines of emotionally charged situations.
- This interview was excerpted from our one hour interview with Susan in season 1.
Do emotions belong in organizations? In a cultural dialogue focused on happiness and productivity, Dr. Susan David looks at the reality of avoiding emotions in our every day life, and how people who engage in high levels of fake emotions have lower engagement, higher burnout, and lower levels of effectiveness.
An award-winning Psychologist on the faculty of Harvard Medical School and co-founder and co-director of the Institute of Coaching at McLean Hospital, Dr. Susan David talks with us about her new book, Emotional Agility. We will look at how we can recognize and harness people’s emotions effectively, and how we can use our feelings as both compasses and engines to a more fulfilling life.
Inclusion can be far more than a feel-good sideline. Google’s Kat Holmes joins the Talent Angle to show how inclusion can spur innovation, catalyze creativity, and boost the bottom line even as organizations grow. Leaders must address these moments of exclusion - Mismatched interactions - to consciously design an organization where employees are empowered to develop and contribute in meaningful ways.
For a deeper look into the ways inclusion fuels innovation, check out one of Kat’s articles.
“Conscious is the new smart” says Dr. Bob Rosen, CEO of Healthy Companies International. The more conscious we are, the faster we adapt and the higher performing we become. Nothing is more important than understanding ourselves, our actions, and our environment. Dr. Bob Rosen joins the Talent Angle to discuss how leaders can thrive in an age of disruption and uncertainty by becoming more aware and accountable to the world around them.
*This interview is excerpted from our hour long interview with Guru in 2017.
Reconcile how AI, analytics, and machine learning effect humans and the future of talent with Guru Sethupathy, Head of People Analytics at a Fortune 100 company and former engagement manager at McKinsey Global Institute. Guru talks to us about the value of people analytics, and how we can overcome the siloed nature of companies to use predictive and prescriptive analytics to help the business achieve its goals.
He was the former Chief Economist and Director of Product Development at Opportunity@Work, a civic enterprise based at New America. Prior to joining Opportunity@Work, Guru was an engagement manager at McKinsey, serving clients on topics related to human capital.
Before McKinsey, Guru was an assistant professor of economics at Johns Hopkins University. His research agenda focused on how globalization and technology are changing labor markets, including productivity, employment, skills, wages, and inequality. Prior to becoming an economist, Guru also spent some years in the hi-tech and investment banking worlds.
Guru has a B.S. in computer science from Stanford University and a Ph.D. in economics from Columbia University.
Being a good leader requires understanding how your actions affect others’ motivation and mental state. Christine Comaford, entrepreneur and bestselling author of Power Your Tribe: Create Resilient Teams in Turbulent Times, breaks down the neuroscience of effective leadership to a level that you don’t need a Ph.D. to understand.
*This is a 20 minute excerpt from our 2016 conversation with Roselinde Torres
Roselinde Torres distills down the characteristics of leaders who are thriving, what they do differently and the preparation practices that enable people to grow to their potential.
Roselinde Torres is a senior leader in the People & Organization practice at The Boston Consulting Group and has served as the first global head of BCG’s leadership topic. In addition, she has been a member of the firm’s Americas Leadership team.
What is it like to work for Uber as its new head of diversity after holding the same post for Hillary Clinton’s campaign?
Bernard Coleman shares his insights based on his experiences as the Head of Diversity and Inclusion for Uber and Hillary Clinton’s campaign. “Diversity in isolation is not effective - to be successful it must always be paired with inclusion,” says Coleman. Meaningful D&I efforts requires engaging with others and navigating different perspectives to build lasting solutions.
As the Chief People Officer at Microsoft, Kathleen Hogan is responsible for the company's cultural transformation. She joins us to talk about how Microsoft is using a technique called "Screening In" to drive cultural change through diversity. Hogan is new to the HR function, but not to talent management. Previously she was vice president of Microsoft Services, a team dedicated to helping businesses and consumers maximize the value of their investment in Microsoft technologies. Hogan has also served as corporate vice president of Customer Service and Support, responsible for the strategy and delivery of consumer and commercial technical support and customer service for Microsoft products and services.
*This spotlight episode is excerpted from our 1 hour interview with Kathleen in 2016
Are there professional ways to dealing with complainers in the workplace?
Complaining is like bad breath - you notice it when it comes out of someone else’s mouth, but not when it comes out of your own. Needless to say it happens all the time. Will Bowen, author of A Complaint Free World, shares five ways to identify chronic complaining when it slips out and how to silence those complaints with easy-to-remember solutions in this episode of the Talent Angle.
For a deeper look into combatting complaints, check out Will Bowen’s newly published E-book titled G.R.I.P.E. - How to Identify and Stop Complaints, available for free at https://www.dropbox.com/s/dbwvc5kwy5z4yme/GRIPE%20-%20How%20to%20Identify%20and%20Stop%20Complaints%20MASTER.pdf?dl=0
For generations, we have focused on the individual drivers of success: passion, hard work, talent, and luck. But today, success is increasingly dependent on how we interact with others. Through his research, Adam Grant argues that at work, most people operate as either takers, matchers, or givers. Whereas takers strive to get as much as possible from others and matchers aim to trade evenly, givers are the rare breed of people who contribute to others without expecting anything in return.
Using his own pioneering research as Wharton's youngest tenured professor, Grant shows that these styles have a surprising impact on success. Although some givers get exploited and burn out, the rest achieve extraordinary results across a wide range of industries.
*This podcast was excerpted from our original season one podcast on Originals and Give and Take
Is it possible for businesses to simultaneously drive social impact, innovation, and financial returns all at the same time?
More than ever, employees are making their career and purchasing decisions based on a company’s purpose and societal impact. In this episode of the Talent Angle, Wendy Woods, Senior Partner and Global Leader of BCG’s Social Impact Practice, discusses how companies that strive for Total Societal Impact can achieve positive returns in their brand, engagement, PR, and the long-term sustainability of their business models.
Where does great culture come from? How do you build and sustain it in your group, or strengthen a culture that needs fixing?
Daniel Coyle, author of The Culture Code, joins the Talent Angle to discuss what makes some of the world’s most successful organizations tick - including Pixar, the San Antonio Spurs, and U.S. Navy’s SEAL Team Six. Coyle offers specific strategies to help you trigger learning, spark collaboration, build trust, and drive positive change to ultimately unlock the hidden potential of teams.
Learn how to design your life through the same techniques that innovators use to design products and new technology. Dave Evans, Stanford Lecturer and New York Times best-selling co-author of Designing Your Life, talks to us about following your passions in life, and how you can design a process to figure out what will ultimately make you satisfied and happy.
Dave holds a BS and MS in Mechanical Engineering from Stanford. While en route to biomedical engineering, Evans accepted an invitation to work for Apple, where he led product marketing for the mouse team and introduced laser printing to the masses. When Dave’s boss at Apple left to start Electronic Arts, Dave joined as the company’s first VP of Talent, dedicated to making “software worthy of the minds that use it.”
Dave holds a BS and MS in Mechanical Engineering from Stanford and a graduate diploma in contemplative Spirituality form San Francisco Theological Seminary.
Lack of Agility is the kiss of death. It is no secret that large, mature organizations can struggle to innovate. But Michael Arena, Chief Talent Officer at General Motors, argues that even the most bureaucratic organizations can make innovation and adaptability a part of their DNA. Listen to this episode of the Talent Angle to learn how to create an Adaptive Space, where you can enable novel and creative ideas to flow freely into and throughout your company.
Discover the role you play in your own network and where you can interact most effectively by taking the following 20-minute network assessment or by visiting https://www.adaptivespace.net/assessment
To learn more about how you can foster connections among people, ideas, information, and resources check out Michael’s new book, Adaptive Space: How GM and Other Companies are Positively Disrupting Themselves and Transforming into Agile Organizations.
Andy Walshe is a globally recognized leader and expert in the field of elite human performance. For over 20 years the Australian native has been focused on the goal of “de-mystifying talent” by researching and training individuals and teams across a vast network of world-class programs in sport, culture, military and business settings.
Dr. Walshe is currently the Director of High Performance for Red Bull, where he works with hundreds of international athletes and cultural opinion leaders; supervises a team of industry-leading scientists, engineers, physicians and technologists to develop and implement elite performance models. Dr. Walshe was the Performance Manager for Red Bull Stratos, leading the performance plan for Felix Baumgartner’s record-breaking jump to Earth from the stratosphere in 2012.
Prior to joining Red Bull, Dr. Walshe designed a highly successful performance program for the U.S Olympic ski and snowboard teams, guiding their athletes to victories on the world stage. Dr. Walshe has also held senior consulting roles at the Australian Institute of Sport, NSW Institute of Sport and Queensland Institute of Sport.
Dr. Walshe consults directly with numerous organizations and institutions in his field, including the Armed Forces, Fortune 500 companies, technology companies, artists and athletes worldwide. Dr. Walshe has been invited to participate and share his learnings at a number of global events and conferences, and has had projects featured in numerous US and global leading publications.
Dr. Andy Walshe joins to CEB Talent Angle to discuss how principals from elite athletics can be applied to developing executives and leaders. Teams will invest money and energy into athletic talent to get the best out of them; Dr. Walsh advocates we apply the same model to business and treat business leaders like the elite talent they are. By focusing leaders on becoming better at who they are before becoming better at what they do, organizations can make leaders the best version of themselves so that they can set the tone and culture across the organization.
Morning Espressos are 5-minute insights and lessons to help you build the skills researched by some of the top minds in the world. Charles Duhigg recommends that you spend time creating your own narrative and visualizing your day.
"One of the things that we know is that the key to building mental models, to being able to sort of sharpen your focus, is to be able to tell yourself a story about what’s occurring as it occurs.
One of my favorite examples of this is a series of studies that were done with people like for instance firefighters. They found that the best firefighters are the ones who walk into a burning building. As soon as they walk in, they start telling themselves a story about what they expect to see. And so as a result, when they walk into a room that’s on fire, they tell themselves, okay, I’m walking into this room. I expect to see in that corner flames. There’s a staircase over there. I expect to see that there will be a bunch of flames on that staircase because staircases burn quickly. And then when they walk in and they looked in that room and what they don’t see is they don’t see a bunch of flames on that staircase, it sets off alarm bells in their mind, and it tells them, look, there’s something wrong with that staircase. Don’t go walk on that staircase because it doesn’t look like what you expected it to look like.
Similarly, we know that people who are most productive at work, who tend to almost have this ESP about what they should be paying attention to and what they can safely ignore, they tend to be people who tell themselves stories about what they expect to have happen during meetings or what they expect to happen in the morning versus the afternoon. This is a really important lesson which is that our brain tends to make sense of the world by finding some narrative that it can grasp onto.
The best way for us to try and determine what’s going to happen next or what I expect to happen this afternoon or what I should focus on tomorrow morning is by telling ourselves a story about it because when we tell ourselves stories, our brain has this ability to take that story and to expand upon it, to use it as a template for determining this is what’s important and this is what’s not important. Once we do that, we’ve sharpened our focus to a degree that we have the ability to decide almost within milliseconds that, oh, when someone comes in and they interrupt me during my meeting, I can safely say, no. Let’s put this off until tomorrow because I don’t have time to talk about it. But when the phone rings and it’s someone I’ve been trying to get ahold of, I should pick up that call because that fits into the story about what I’ve been telling myself about what I expect to get done today."
Traditional management often assumes that motivating people at work is simply about paying them enough--but Barry Schwartz, the author of Why We Work, believes the real motivation to work comes from finding meaning. Everyone--whether they’re a lawyer or janitor, painter or salesperson--can perform at a higher level by finding meaning in their work.
Listen to this episode of the CEB Talent Angle to hear Barry discuss how our conventional wisdom on motivation at work is wrong, and how managers can help their employees connect to the good they do in the world.
What anyone desires most is to be understood and respected. Chris Voss shares techniques that work in the boardroom every bit as well as across the high stakes world of hostage negotiations. Kidnappers, however ill-intentioned, are prone to the same human reasoning as the rest of us.
What if your company had no physical office at all? Is maintaining a completely remote workforce even remotely possible?
Brian De Haaff, author of Lovability and CEO of Aha!, believes that the remote workforce can function just as well, if not better, than the traditional office workforce. He joins the Talent Angle to discuss how business leaders can drive and sustain high performance from their remote workforce.
How do you motivate a factory worker vs. and artist? Dan Pink explores his own motivation as well as the roots of motivation of humankind in this 20 minute spotlight excerpted from our 50 minute podcast with Dan in 2016.
https://itunes.apple.com/us/podcast/ceb-talent-angle-with-scott-engler/id1066056346?mt=2
It’s time to stop thinking of your talent in terms of Type A or B personalities. Instead, seek Type Rs – the individuals that turn challenges into opportunity in times of upheaval, crisis, and change.
Ama and Stephanie Marston, Co-authors of Type R and dynamic mother-daughter team, join the CEB Talent Angle to discuss their concept of Transformative Resilience. They offer advice on how to identify and develop the talent in your business who not only embrace change and disruption, but also emerge from it in a stronger shape than before.
In Super Bowl XLIX, Seahawks coach Pete Carroll made a risky call with only 26 seconds remaining that lost his team the game. It has since been heralded as the dumbest play in football’s history. Was Carroll’s decision really that bad, or was it a smart move just ruined by bad luck?
Annie Duke, author of Thinking in Bets, believes that the key to long-term success is to think in bets. She joins the CEB Talent Angle to discuss how business leaders can be more like good poker players: less vulnerable to reactive emotions, knee-jerk biases, and destructive habits in decision-making.
One of the world’s leading experts on the connection between happiness and success. His research on mindset made the cover of Harvard Business Review, his TED talk is one of the most popular of all time with over 11 million views, and his lecture airing on PBS has been seen by millions.
Shawn has lectured or worked with over a third of the Fortune 100 companies, as well as the NFL, the NBA, the Pentagon and the White House. Shawn is the author of New York Times best-selling books The Happiness Advantage (2010) and Before Happiness (2013).
He has now lectured in more than 50 countries speaking to CEOs in China, doctors in Dubai, schoolchildren in South Africa, and farmers in Zimbabwe. His Happiness Advantage training is one of the largest and most successful positive psychology corporate training program in the world.
Shawn’s research has been published in the top psychology journal for work he did at UBS in partnership with Yale University to transform how stress impacts the body, and he recently did a two-hour interview with Oprah at her house to discuss his mission to bring positive psychology to the world.
This Spotlight is a 20 minute excerpt from our full interview which is available on Season 2. Nancy Duarte believes that ideas are the most powerful tools people have. Her passion is to help every person learn to communicate their world-changing idea effectively. Nancy Duarte is an expert in presentation design and principal of Duarte Design, where she has served as CEO for 21 years. Nancy speaks around the world, seeking to improve the power of public presentations. She is the author of Slide:ology: The Art and Science of Creating Great Presentationsas well as Resonate: Present Visual Stories that Transform Audiencesand the recent HBR Guide to Persuasive Presentations*.
What poses the greatest competitive threat to your local church? Conventional wisdom would say other churches, but Bob Moesta, Co-author of The Jobs-to-be-Done Handbook, argues that the largest competitive threat to formalized religion might actually be…Crossfit.
Bob Moesta, President and CEO of the Rewired Group and Co-Architect of “Jobs-to-be-Done” theory, joins the CEB Talent Angle to discuss how he helps companies grow by fundamentally understanding how customers shop and why they buy. By adopting the “Jobs-to-be-Done” mindset, Bob believes that business leaders can create innovators across the enterprise and teach them how to turn struggling moments into opportunities for innovation.
Is your organizational structure your Achille’s Heel? Former Vice President at Yahoo, Salim Ismail, believes that any company designed for success in the 20th century is doomed for failure in the 21st.
Salim Ismail, co-author of Exponential Organizations, joins the Talent Angle to discuss the lessons that business leaders can learn from the new breed of companies that are scaling 10 times faster than established organizational structures. Exponential organizations leverage assets like community, big data, algorithms, and new technology to rethink the way traditional companies scale. Salim suggests ways by which established organizations built for scarcity can disrupt their company’s current null state and usher their business into an age of abundance.
Joanne Lipman, author of That's What She Said: What Men Need to Know (and Women Need to Tell Them) About Working Together, joins the Talent Angle on this episode to discuss structural advantages that allow men to thrive in the workplace and brings to light the daily adjustments women make to fit in. She spreads awareness of biases that fuel gender inequality at work and tactics to counteract these biases for a more inclusive workplace.
*This podcast is excerpted from the full podcast released in 2016.
Mark believes that finding something important and meaningful in your life is the most productive use of your time and energy and that living a good life is about giving a $%@ only about the things that align with your personal values.
Every life has problems associated with it and finding meaning in your life will help you sustain the effort needed to overcome the problems you face.
Imagine an environment where you can bring your whole self to work?
Imagine a workplace where great leaders build honest relationships with each of their employees, allowing their employees to know exactly where they stand.
Believe it or not, hierarchy discourages honest feedback which leads to dysfunctional relationships and businesses.
Kim Scott, author of Radical Candor: Be a Kickass Boss Without Losing Your Humanity, and Jason Rosoff, CEO of Radical Candor, teach us how to care personally and challenge directly to create a culture of honest feedback in order to love your work. Kim and Jason walk us through ways in which you can adopt the basic principles of Radical Candor to become a great leader.
*This 20 Minute Spotlight was edited from our hour long podcast from season 1.
Gen. Stanley McChrystal, author of a Team of Teams, discarded a century of conventional wisdom and remade JSOC (Joint Special Operations Command) into a network that combined transparent communication with decentralized decision-making authority. The walls between silos were torn down. This shift has far reaching implications for leadership both inside and outside the military. For more information on the McChrystal Group go to McChrystalgroup.com
Netflix’s Former Chief Talent Officer, Patty McCord, doesn’t believe in Chief Happiness Officers, does not see hard work as enough, and believes HR should simply scrap policies that do not work for them. Patty McCord, author of Powerful: Building a Culture of Freedom and Responsibility, joins us to discuss her experience as Chief Talent Officer at Netflix and her fringe ideas that led to establishing the multi-billion dollar tech giant everyone knows. From performance reviews to challenging policies, Patty joins the Talent Angle on this episode to share insight on equity in the workplace, how to make HR a strategic function, and ultimately how to build employees who are proud of the company they come from.
*This podcast was excerpted from our hour long conversation with Lazlo in season 2.
Laszlo Bock believes that giving people freedom and supplementing our instincts with hard science are steps on the path to making work meaningful and people happy.
After working at McKinsey and General Electric (GE), Laszlo Bock spent 10 years as Google’s senior vice president of People Operations, with responsibility for attracting, developing, retaining, and delighting “Googlers.” During his tenure, Google received over 100 awards as an
employer of choice. He told us about non-stop recruiting, improving training while cutting costs, and a very simple management rule. At the center of it all is an employee with power—and responsibility.
How can you compete with companies that, combined, have a GDP the size of France, garner the best talent in the world, are controlling the gateways and are accumately vast amounts of data?
NYU Stern professor Scott Galloway breaks down the success of The Four and distills how companies need to think differently to compete against the 800 pound gorillas of the internet age.
Everyone knows that timing is everything. But we don’t know much about timing itself. Our lives are a never-ending stream of “when” decisions: when to start a business, schedule a class, get serious about a person. Yet we make those decisions based on intuition and guesswork.
Timing, it’s often assumed, is an art. In When: The Scientific Secrets of Perfect Timing, Pink shows that timing is really a science.
Drawing on a rich trove of research from psychology, biology, and economics, Pink reveals how best to live, work, and succeed. How can we use the hidden patterns of the day to build the ideal schedule? Why do certain breaks dramatically improve student test scores? How can we turn a stumbling beginning into a fresh start? Why should we avoid going to the hospital in the afternoon? Why is singing in time with other people as good for you as exercise? And what is the ideal time to quit a job, switch careers, or get married?
In When, Pink distills cutting-edge research and data on timing and synthesizes them into a fascinating, readable narrative packed with irresistible stories and practical takeaways that give readers compelling insights into how we can live richer, more engaged lives.
Why certain brief experiences can jolt us and elevate us and change us—and how we can learn to create such extraordinary moments in our life and work.
While human lives are endlessly variable, our most memorable positive moments are dominated by four elements: elevation, insight, pride, and connection. If we embrace these elements, we can conjure more moments that matter. What if a teacher could design a lesson that he knew his students would remember twenty years later? What if a manager knew how to create an experience that would delight customers? What if you had a better sense of how to create memories that matter for your children?
This book delves into some fascinating mysteries of experience: Why we tend to remember the best or worst moment of an experience, as well as the last moment, and forget the rest. Why “we feel most comfortable when things are certain, but we feel most alive when they’re not.” And why our most cherished memories are clustered into a brief period during our youth.
Dan Heath dan@heathbrothers.com Dan Heath is a Senior Fellow at Duke University’s CASE center, which supports social entrepreneurs. At CASE, he founded the Change Academy, a program designed to boost the impact of social sector leaders.
Dan is the co-author, along with his brother Chip, of three New York Times bestsellers: Decisive, Switch, and Made to Stick. Amazon.com’s editors named Switch one of the Best Nonfiction Books of the Year, and it spent 47 weeks on the New York Times Bestseller list. Made to Stick was named the Best Business Book of the Year and spent 24 months on the BusinessWeek bestseller list. Their books have been translated into over 30 languages.
Previously, Dan worked as a researcher and case writer for Harvard Business School. In 1997, Dan co-founded an innovative publishing company called Thinkwell, which continues to produce a radically reinvented line of college textbooks.
Dan has an MBA from Harvard Business School and a BA from the Plan II Honors Program from the University of Texas at Austin. One proud geeky moment for Dan was his victory in the 2005 New Yorker Cartoon Caption Contest, beating out 13,000 other entrants. He lives in Durham, NC.
85% of breakdowns in companies are traceable to internal root causes.
Only 13% of people working in business in North America feel any connection to their company’s purpose.
These surprising statistics lead us to ask, why do some companies lose their soul, age prematurely, and stall out while others sustain profitable growth?
Chris Zook, best-selling author of The Founder’s Mentality: How to Overcome the Predictable Crises of Growth, and partner at Bain & Company, discusses how the most successful companies maintain the founder’s mentality—an insurgent’s clear mission and purpose, an unambiguous owner mindset, and a relentless focus on the front line. Based on 5 years of research, visiting 40 countries, conducting 150 interviews, and creating a database of over 8000 companies, Chris teaches us how leaders can overcome the predictable crises in a company’s lifecycle and set it on a path of sustainable and profitable growth.
It’s usually the rule breakers who turn into millionaire entrepreneurs.
Insurance sales people would make successful Navy Seals.
Nice guys don’t finish last.
These are just a few of the latest findings from behavioral science that Eric Barker, founder of the blog Barking Up The Wrong Tree, and author of The Wall Street Journal bestseller Barking Up The Wrong Tree: The Surprising Science Behind Why Everything You Know About Success Is (Mostly) Wrong, references to redefine success. Through extensive research and narratives, Barker provides guidance on how to both identify signature strengths, and how we can turn weaknesses into strengths by placing yourself in environments that will reward your uniqueness in order to be optimally happy, productive, and successful in your career.
What if you could direct your brain? While most believe you are at the mercy of your brain, what if we actually had the ability to control it? Scott Halford, CEO of Complete Intelligence and author of Activate Your Brain: The Neuroscience of Success, discusses how we can activate “brain hacks” to refresh our brain, increase stamina and momentum, and exterminate negative feelings in order to make the best decisions in our daily work life. Begin living a life today that activates the thinking, inventing, and loving part of your brain.
Nobody likes to work with a jerk. But what if YOU are one?
We talk with Bob Sutton, professor of organizational behavior at Stanford University and author of the newly released Ahole Survival Guide: How to Deal with People that Treat you Like Dirt.We talk to Bob about “jerky behaviors” that result from being in a hurry, use of social media, being in a position of power, and exhaustion. Bob describes how toxic these behaviors can be to culture, and gives specific tactics we can use to deal with jerks in our everyday lives.
Play keeps us in the moment. It is unpredictable and fun, and it keeps the attention of people. So why not play in the workplace?
We talk to Elizabeth Cushing, the President and COO of Playworks, an organization that works with children in elementary schools to play in a socially and emotionally intelligent way.
In this episode, Elizabeth shares how to use play tactics like her organization uses with children in order to promote a healthy, profitable organization.
- We don’t talk about love in the workplace. But what if we told you the best leaders are realizing the importance of self-awareness, love, and “going deep” in order to be a great leader?
Bob Rosen, global CEO advisor, organizational psychologist, and bestselling author talks to us about how the best people “go deep” within themselves to determine their story.
In this episode we talk about the four components that determine our story: genetics, family relationships, events and experiences, and our sense of ourselves. By connecting with these, we can rewrite our story, get rid of baggage that may be holding us back, and change how we see the world.
Bob Rosen founded Healthy Companies International over 20 years ago to help top executives achieve their leadership potential and build healthy, high performing, and sustainable companies. He was awarded a grant from the MacArthur Foundation, where he interviewed over 400 CEOs in 50 countries.
Bob graduated from the University of Virginia and earned a PhD in Clinical Psychology at the University of Pittsburgh. He teaches in executive education programs around the world, and is a faculty member in Psychiatry and Behavioral Sciences at George Washington University’s School of Medicine.
Culture is increasingly becoming a pivotal part of organizational strategy. Red Hat is one company that uses their culture of open decision making as a strategic advantage for their business,where they use an open source framework to make decisions in the organization.
Join us as we talk to Red Hat Executive Vice President and Chief People Officer DeLisa Alexander about how Red Hat works with both leaders and employees to include characteristics of transparency, inclusivity, collaboration, community focus, adaptability, and agility into their culture through open source decision making.
DeLisa Alexander leads the organization responsible for global human resources including Red Hat University. The organization's mission is to be a strategic partner to the business in acquiring, developing, and retaining talent and to enhance the Red Hat culture and talent brand.
Reconcile how AI, analytics, and machine learning effect humans and the future of talent with Guru Sethupathy, Head of People Analytics at a Fortune 100 company and former engagement manager at McKinsey Global Institute. Guru talks to us about the value of people analytics, and how we can overcome the siloed nature of companies to use predictive and prescriptive analytics to help the business achieve its goals.
He was the former Chief Economist and Director of Product Development at Opportunity@Work, a civic enterprise based at New America. Prior to joining Opportunity@Work, Guru was an engagement manager at McKinsey, serving clients on topics related to human capital.
Before McKinsey, Guru was an assistant professor of economics at Johns Hopkins University. His research agenda focused on how globalization and technology are changing labor markets, including productivity, employment, skills, wages, and inequality. Prior to becoming an economist, Guru also spent some years in the hi-tech and investment banking worlds.
Guru has a B.S. in computer science from Stanford University and a Ph.D. in economics from Columbia University.
How does naked leadership lead to better decision making?
Chris Fussell, former Navy SEAL Officer and Partner at McChrystal Group, talks to us about "naked leadership," and how he worked in the military with senior leaders to expose themselves to uncertainty on a daily basis. We then dive into techniques that retain the strength of bureaucracy, while moving at the speed of decentralized networks. Later, Fussell takes us through his model of strong leadership and culture: credibility = proven competence + integrity + relationships.
Listen to Part Two of this two-part series.
Chris is an author of the 2015 New York Times bestseller, Team of Teams: New Rules of Engagement for a Complex World, and his new book, titled On Mission: How Leaders Build a Team of Teams.
What if Eisenhower wasn’t the genius we thought he was?
Chris Fussell, former Navy SEAL Officer and Partner at McChrystal Group, talks to us about the “leader myth,” and how we often aggrandize leaders of a successful project or mission. With Chris, we dive into some of these misconceptions, and how the characteristics that make a great leader may not be the leader’s individual genius, but rather their ability to pull together networks of good teams and lead in a fast, efficient manner.
Listen to Part One of this two-part series.
Chris is an author of the 2015 New York Times bestseller, Team of Teams: New Rules of Engagement for a Complex World, and his new book, titled On Mission: How Leaders Build a Team of Teams.
“A sprawling exploration of the psychic frailty that leads to self-delusion and self-aggrandizement, and—importantly—a compassionate, helpful guide for avoiding that path (or reversing it).” - Fortune
Dr. Tasha Eurich is an organizational psychologist, researcher, and New York Timesbest-selling author. She’s built a reputation as a fresh, modern voice in the business world by pairing her scientific grounding in human behavior with a pragmatic approach to solving problems. Her second book, INSIGHT, delves into the connection between our self-awareness—what she calls the meta-skill of the twenty-first century—and our performance and success, both in and out of the workplace.
Tasha’s first book, Bankable Leadership, debuted on the New York Times bestseller list in 2013, and has since become a popular resource for managers and executives who don’t want to choose between making their employees happy and producing bottom-line results for their business. Her second book
Learn how to design your life through the same techniques that innovators use to design products and new technology. Dave Evans, Stanford Lecturer and New York Times best-selling co-author of Designing Your Life, talks to us about following your passions in life, and how you can design a process to figure out what will ultimately make you satisfied and happy.
Dave holds a BS and MS in Mechanical Engineering from Stanford. While en route to biomedical engineering, Evans accepted an invitation to work for Apple, where he led product marketing for the mouse team and introduced laser printing to the masses. When Dave’s boss at Apple left to start Electronic Arts, Dave joined as the company’s first VP of Talent, dedicated to making “software worthy of the minds that use it.”
Dave holds a BS and MS in Mechanical Engineering from Stanford and a graduate diploma in contemplative Spirituality form San Francisco Theological Seminary.
Many people have ideas, but only a few stand out and make their mark. What differentiates those that are successful from those that fail?
Dorie Clark, branding expert and author of Reinventing You and Stand Out, takes us through the steps to reinvent, rebrand, and stand out in a world of increasing competition. Listen as we learn how to exercise our reinvention muscle and go from cultivating a network to building a community of followers.
Dorie Clark is an Adjunct Professor of Business Administration at Duke University’s Fuqua School of Business. A former presidential campaign spokeswoman, the New York Times described her as an “expert at self-reinvention and helping others make changes in their lives.”
She is a frequent contributor to the Harvard Business Review, TIME,and Entrepreneur. Recognized as a “branding expert” by the Associated Press, Inc., and Fortune, Clark is a marketing strategy consultant and speaker for clients including Google, Microsoft, Yale University, Fidelity, the U.S. State Department, and the World Bank.
Check out dorieclark.com to download your free Stand Out workbook.
Is it good business to be good people? Venture capitalist Anthony Tjan, author of Good People, talks to us about the strategic advantage of hiring good people – those that are committed to continuously cultivating the values that help them and others become the fullest versions of who they are. Real value creation, Tony argues, comes from real enduring cultures that focus on people, rather than relying solely on metrics and outputs that have traditionally guided business decisions.
Anthony Tjan is an entrepreneur, strategic advisor, and venture investor. He is the coauthor of the New York Times bestseller Hearts, Smarts, Guts, and Luck, CEO of the venture investment firm The Cue Ball Group, and chairman of the retail services brand MiniLuxe.
Your Ego has an enormous impact on your sense of purpose and culture. In moments of crisis or challenge, we often feel our success threatened in some way, or we feel threatened by the conflict with the other person. These situations tend to bring out our coping strategies and our reactive behaviors. These reactive behaviors tend to ricochet off each other like a pinball machine and start to kill culture.
Shayne Hughes has taught leadership at the University of California Haas School of Business, the University of Michigan’s Executive MBA Program and the Darden School of Business. His work has also appeared in Harvard’s Du Bois Review, Forbes.com, NPR, Psychology Today and Diversity Executive Magazine.
Eleven key lessons on what the future holds for talent. The second of a two part series with future-casting from:
General Stanley McChrystal –
What do you think it is ten years from now, what’s the next thing that corporations, the military, any entity that has multiple layers has to look at
Shawn Achor –
In terms of social relationships, what do you think a future full of people who grew up with connective technology looks like?
Dan Pink –
What’s the workforce going to look different in ten years?
Margaret Heffernan –
How should companies be thinking about structuring a productive organization for the long run?
Adam Grant –
What’s one thing in the future that you’re looking at that you think could really change the way corporate America thinks, acts?
Rob Cross –
How would you tell companies to think about the future of human networks?
Barbie Graver –
What do you think HR looks like in ten years? What does your role look like?
Hollie Delaney –
What does the future of the HR function itself look like?
Susan Cain –
How would you describe the environment in ten years for introverts?
Susan David –
What would be a hallmark of progress for emotional agility in 5-10 years?
Bill Von Hippel –
Where does the evolution of our social intelligence take us in 10-20 years?
What anyone desires most is to be understood and respected. Chris Voss shares techniques that work in the boardroom every bit as well as across the high stakes world of hostage negotiations. Kidnappers, however ill-intentioned, are prone to the same human reasoning as the rest of us.
Laszlo Bock believes that giving people freedom and supplementing our instincts with hard science are steps on the path to making work meaningful and people happy. Laszlo joins the Talent Angle to discuss the seminal importance of recruiting, rethinking engagement, creating transparent workplaces, fostering feedback, and so much more.
Eleven key lessons on what the future holds for talent. The first of a two part series with future-casting from:
- Stanley McChrystal: Changing the Way We Lead – View in iTunes
- Shawn Achor: Positive Thinking and Performance – View in iTunes
- Dan Pink: The Roots of Motivation - The roots of human motivation and effectiveness… and what it means for millennials - View in iTunes
- Corporate Humanity: Margaret Heffernan – View in iTunes
- Adam Grant: Originals – How Innovators Achieve Success – View in iTunes
- How to Build Professional Networks: Rob Cross – View in iTunes
- How Netflix Wins with Culture Over Rules: Barbie Graver, Netflix – View in iTunes
- Why Zappos Broke HR: Hollie Delaney, Zappos – View in iTunes
- Susan Cain: The Power of Introverts – View in iTunes
- Emotional Agility and Leadership: Susan Davie – View in iTunes
- Social Intelligence, Corporate Tribes and Baboon Mentalities: Bill Von Hippel - View in iTunes
We repeatedly and predictably make wrong decisions throughout, and in many aspects, of our lives. Dan Ariely wants to make the concepts of behavioral economics more accessible by describing them in non-academic terms so that more people will learn about this type of research and get excited about using some of the insights to enrich their own lives.
Dan Ariely is the James B. Duke Professor of Psychology and Behavioral Economics at Duke University and a founding member of the Center for Advanced Hindsight. As a researcher in behavioral economics, Dan wants to make the subject more accessible by working to describe it in plain language.
Nancy Duarte believes that ideas are the most powerful tools people have. Her passion is to help every person learn to communicate their world-changing idea effectively. Nancy Duarte is an expert in presentation design and principal of Duarte Design, where she has served as CEO for 21 years. Nancy speaks around the world, seeking to improve the power of public presentations. She is the author of Slide:ology: The Art and Science of Creating Great Presentationsas well as Resonate: Present Visual Stories that Transform Audiencesand the recent HBR Guide to Persuasive Presentations.
Ten key lessons on personal performance and leadership from:
- Extreme Potential: Dr. Andy Walshe, Red Bull High Performance - View in iTunes
- Focus on What Matters: Mark Manson - (and stop caring about the unimportant) - View in iTunes
- The Power of Culture and Story: Jonah Berger, Wharton - Author of Invisible Influence and Contagious - View in iTunes
- How to Make Better Decisions: Nobel Prize Winner Daniel Kahnamen - The illusion of intuition and how to use it to your advantage - View in iTunes
- Manage Your Energy, Not Your Time: Tony Schwartz - Your Energy is Your Capacity to do Work - View in iTunes
- Smarter, Faster, Better: Charles Duhigg - Understanding the secrets of productivity - View in iTunes
- What Great Leaders Do: Roselinde Torres - From CEOs to Tribes, a Journey of Leadership - View in iTunes
- Deep Work, Focused Success in a Distracted World: Cal Newport - The craftsman's approach to success - View in iTunes
- The Neuroscience of Leadership: Dr. David Rock - Shaping the Brain's Path to Performance - View in iTunes
- Dan Pink: The Roots of Motivation - The roots of human motivation and effectiveness… and what it means for millennials - View in iTunes
Voices from Walmart, The Rockefeller Foundation, and The White House discuss innovations to harness untapped talent on the latest episode of The CEB Talent Angle. In this episode, we dive into how employers like Walmart are working to find more successful matches for entry-level positions from the youth talent pool by encouraging data-driven employment strategies that can both unlock additional business value and expand employment opportunities for disadvantaged young workers.
We asked 10 podcast guests, "if you had one message for executives, what would it be?" Listen to the most important ideas on team leadership from Gen. Stan McChrystal, Shawn Achor, Roselinde Torres, Susan Cain, Susan David, Microsoft, Netflix, Zappos, Dan Frawley, Bill Von Hipple
Here are the podcasts they're taken from:
- Emotional Agility and Leadership: Susan David - View in iTunes
- How Microsoft "Screens-In" Culture Change: Kathleen Hogan - Powering Microsoft Through Culture - View in iTunes
- The Future of HR Tech: Dan Frawley - Technology is Rapidly Changing Talent Management - View in iTunes
- Adam Grant: Originals - How Innovators Achieve Success - Grooming Unpopularity to Success - View in iTunes
- Shawn Achor: Positive Thinking and Performance - Explore the link between happiness and high performance - View in iTunes
- How Netflix Wins with Culture Over Rules: Barbie Graver, NetFlix - Choosing Freedom and Responsibility over Policy and Process - View in iTunes
- Susan Cain: The Power of Introverts - Introverts may be the next big trend in business - View in iTunes
- Why Zappos Broke HR: Hollie Delaney, Zappos - Scaling a Culture - View in iTunes
- Gen. Stanley McChrystal: Changing the Way We Lead - Creating an adaptable, but aligned organization - View in iTunes
Evolutionary psychologist Bill Von Hippel shares a fascinating look at why our tribal past dictates our present day success. He explores how to use social situations to achieve innovation and why some of us struggle in social situations, while others make even the most awkward encounters flow seamlessly.
Bill von Hippel is Professor of Psychology at the University of Queensland, Australia. He serves on the editorial board of Personality and Social Psychology Bulletin, Social Psychological and Personality Science, Social Cognition, and is an associate editor Psychological Science.
Do emotions belong in organizations? In a cultural dialogue focused on happiness and productivity, Dr. Susan David looks at the reality of avoiding emotions in our every day life, and how people who engage in high levels of fake emotions have lower engagement, higher burnout, and lower levels of effectiveness.
An award-winning Psychologist on the faculty of Harvard Medical School and co-founder and co-director of the Institute of Coaching at McLean Hospital, Dr. Susan David talks with us about her new book, Emotional Agility. We will look at how we can recognize and harness people’s emotions effectively, and how we can use our feelings as both compasses and engines to a more fulfilling life.
Dr. Andy Walshe has possibly the coolest job in the world. He helps Red Bull's extreme athletes skydive from 25 miles up in space, surf 90 foot waves and concentrate for hours of racing at 200 mph. And he's come to some eye opening conclusions, among them self-compassion is crucial to elite performance and that business executives need frighteningly similar instruction as elite athletes.
He gains that unique 5-mile high perspective by working with hundreds of international athletes, supervising a team of industry-leading sports scientists, nutritionists, biomechanics experts and sports psychologists; and from all of this he develops models for elite sports performance.
As performance manager for Red Bull Stratos, Andy and his team help Felix Baumgartner execute a performance plan by encompassing both physical and psychological readiness, and provide high performance direction and support for the entire mission team.
Andy's professional interests are focused on delivering pragmatic solutions to explore all kinds of human potential; he is a consultant for business, sports and military organizations worldwide. With a Ph.D. in Applied Biomechanics (the science of movement) and applied coaching expertise in performance training, the Australian native designed a highly successful performance program for the U.S. Olympic ski and snowboard teams, guiding their athletes to victories on the world stage.
Mark believes that finding something important and meaningful in your life is the most productive use of your time and energy and that living a good life is about giving a $%@ only about the things that align with your personal values.
Every life has problems associated with it and finding meaning in your life will help you sustain the effort needed to overcome the problems you face.
Jonah Berger is on to us. We're social creatures that, almost robotically, respond to cues and narratives. His work on Contagious and Invisible Influence gets to the heart of why some ideas and products go viral and others don't and how to uncover hidden "influence hacks" that shape culture and drive behavior.
Derek Van Bever, Senior Lecturer and Director of the Forum for Growth and Innovation at Harvard Business School, talks with CEB about how to better inform decisions about business model innovation and what it can mean for talent.
Many attempts at business model innovation fail. Derek Van Bever argues that executives need to understand how business models develop through predictable stages over time — and then apply that understanding to key decisions.
As the Chief People Officer at Microsoft, Kathleen Hogan is responsible for the company's cultural transformation. She joins us to talk about how Microsoft is using a technique called "Screening In" to drive cultural change through diversity. Hogan is new to the HR function, but not to talent management. Previously she was vice president of Microsoft Services, a team dedicated to helping businesses and consumers maximize the value of their investment in Microsoft technologies. Hogan has also served as corporate vice president of Customer Service and Support, responsible for the strategy and delivery of consumer and commercial technical support and customer service for Microsoft products and services.
Daniel Kahneman's ground-breaking research into decision making and judgment has challenged fundamental beliefs about human nature. In study after study,together with Amos Tversky, he showed that when it comes to making decisions, humans are predisposed to irrationality. Their surprising findings have had profound implications for everything from behavioral economics and politics, to advanced medicine and sports.
Their work, and its impact, is hardly obscure. Mr. Kahneman won the 2002 Nobel Prize in Economics (Mr. Tversky died in 1996.)
Dan Frawley leads CEB Ventures, a program designed to uncover the bleeding edge of Tech and how it impacts our decisions on talent and operations. He's interviewed over 200 companies to identify the latest trends and pathways to the future. He joins the CEB Talent Angle to share his perspective on HR Tech and what it means for companies and the HR function.
- Previously, Mr. Frawley served as the Chief Executive Officer and Managing Director of CEB Iconoculture, Inc., since December 2002 and June 2010 respectively.
- Chief Executive Officer of Techies Com Inc.
- Senior Vice President of Channel Strategies at Gartner Group
- Mr. Frawley founded J3 Learning Corp. and served as its President until 1996.
- He served for seven years as an Aircraft Carrier Fighter Pilot in the U.S. Navy, where he worked in active missions throughout the Middle East and Africa.
- He serves as a Director of Jobs2Web Inc., CEB Iconoculture Inc., MyAlerts, LLC and Fision, LLC. He served as a Director of HotGigs Inc. Mr. Frawley served as a Director of Techies Com Inc., from July 1998 to January 7, 2002. Mr. Frawley received his M.B.A. from the Harvard Business School and a B.S. in Economics from the U.S. Naval Academy.
Tony Schwartz of the Energy Project believes that we’re at our best when we move rhythmically between spending and renewing energy — a reality that companies must embrace to fuel sustainable engagement and high performance. When you're intent on supplying fuel in each dimension of energy, you're creating happier people that will affect your organization’s success.
Tony's most recent book, The Way We're Working Isn't Working: The Four Forgotten Needs That Energize Great Performance, was a New York Times and Wall Street Journal bestseller. His previous book, The Power of Full Engagement: Managing Energy Not Time, co-authored with Jim Loehr, spent four months on the New York Times bestseller list and has been translated into 28 languages. In 2013, Tony launched a biweekly column for the New York Times titled “Life@Work.” Tony is a contributor to numerous publications including The Huffington Post and Harvard Business Review, and for three years, he wrote the most popular blog on HBR.org. He is also a regular contributor to CBS This Morning.
Peter Shankman, a pioneer in modern PR, marketing, advertising, social media, and customer service, profiles the famously nice executives, entrepreneurs, and companies that are setting the standard for success in this new collaborative world.
He explores the new hallmarks of effective leadership, including loyalty, optimism, humility, and a reverence for customer service, and shows how leaders like Jet Blue's Dave Needleman, Tony Hsieh of Zappos, Steve Jobs of Apple, Ken Chenault of Amex, Indra Nooyi of Pepsi, and the team behind Patagonia harness these traits to build productive, open, and happy workplaces for the benefit of their employees, themselves, and the bottom line.
Fifty-eight percent of the companies cited significant talent gaps for critical leadership roles. That means that despite corporate training programs, off-sites, assessments, coaching, all of these things, more than half the companies had failed to grow enough great leaders. You may be asking yourself, is my company helping me to prepare to be a great 21st-century leader? The odds are, probably not.
Roselinde Torres distills down the characteristics of leaders who are thriving and what they do differently,and also the preparation practices that enable people to grow to their potential.
- Roselinde Torres is a senior leader in the People & Organization practice at The Boston Consulting Group and has served as the first global head of BCG’s leadership topic. In addition, she has been a member of the firm’s Americas Leadership team.
Companies can't survive without innovating, but most put far more emphasis on generating "Big Ideas" instead of executing them--turning ideas into actual breakthrough products, services, and process improvements. That's because "ideating" is energizing and glamorous. By contrast, execution seems like humdrum, behind-the-scenes dirty work. But without execution, Big Ideas go nowhere. In "The Other Side of Innovation," Vijay Govindarajan and Chris Trimble reveal how to execute an innovation initiative--whether a simple project or a grand, gutsy gamble.
Smarter Faster Better identifies eight key productivity concepts—from motivation and goal setting to focus and decision making—that explain why some people and companies get so much done. Drawing on the latest findings in neuroscience, psychology, and behavioral economics—as well as the experiences of CEOs, educational reformers, four-star generals, FBI agents, airplane pilots, and Broadway songwriters—this painstakingly researched book explains that the most productive people, companies, and organizations don’t merely act differently.
MARGARET HEFFERNAN is a corporate advisor, humanist and sometimes organizational anarchist. An entrepreneur, Chief Executive and author she was born in Texas, raised in Holland and educated at Cambridge University. She worked in BBC Radio for five years where she wrote, directed, produced and commissioned dozens of documentaries and dramas. She's done fascinating work investigating corporate failure and success. She has a keen eye for understanding how culture impacts behavior both good and bad. Her third book, Wilful Blindness was a finalist for the Financial Times/Goldman Sachs Best Business Book award. In 2014, the Financial Times named it one of its "best business books of the decade.” Her next book A Bigger Prize won the Transmission Prize. Her most recent book Beyond Measure : The Big Impact of Small Changes was published in 2015. Her TED talks have been seen by over 3 million people.
She is a Trustee of the London Library and sits on the Council of the Royal Academy of Dramatic Art as well as one the boards of several private companies. Margaret blogs for the Huffington Post in the US and the UK and for Inc.com. and mentors senior and Chief Executives.
According to Bestselling Author Adam Grant,innovation isn't rooted in the brilliance of one great idea,instead originality stems from a culture that encourages challenging the norm, allows for testing of unpopular ideas in the face of group think and manages risk to allow true winners to shine.
"Originality involves introducing andadvancing an idea that’s relatively unusual within a particular domain,and that hast he potential to improve it. Originality itself starts with creativity:generating a concept that is both novel and useful. But it doesn’t stop there. Originals are people who take the initiative to make their visions a reality."
How can we screen out the chaos to make work more satisfying, productive, and meaningful? Cal Newport, author of Deep Work, joins us to share the tools and rules for deep, meaningful work.
Deep work is the ability to focus without distraction on a cognitively demanding task. Yet, Most people have lost the ability to go deep-spending their days instead in a frantic blur of e-mail and social media, not even realizing there's a better way.
One of the world’s leading experts on the connection between happiness and success. His research on mindset made the cover of Harvard Business Review, his TED talk is one of the most popular of all time with over 11 million views, and his lecture airing on PBS has been seen by millions. Shawn has lectured or worked with over a third of the Fortune 100 companies, as well as the NFL, the NBA, the Pentagon and the White House. Shawn is the author of New York Times best-selling books The Happiness Advantage (2010) and Before Happiness (2013). He has now lectured in more than 50 countries speaking to CEOs in China, doctors in Dubai, schoolchildren in South Africa, and farmers in Zimbabwe. His Happiness Advantage training is one of the largest and most successful positive psychology corporate training program in the world. Shawn’s research has been published in the top psychology journal for work he did at UBS in partnership with Yale University to transform how stress impacts the body, and he recently did a two-hour interview with Oprah at her house to discuss his mission to bring positive psychology to the world.
Instead of smothering its leaders with policy and process, Netflix empowers its leaders by giving them the freedom and responsibility to make choices. As VP of Talent Barbie Graver explains, Netflix recruits for and drives a culture of creativity and self-discipline with transparency and candid feedback (feedback is a gift) which allows them to scale, innovate and compete in an intensely competitive market.
- Apologies for the snowzilla audio
The science of the brain is taking the guesswork out of leadership and is leading to some surprising, and ultimately more simple, paths to performance. Dr. Rock explains how neuroscience impacts leadership development, performance management and biased thinking. ** We apologize for the Snowzilla impacted audio * Facebook: https://www.facebook.com/neuroleadershipinstitute * Twitter: https://twitter.com/neuroleadership * LinkedIn: https://www.linkedin.com/company/neuroleadership-institute
Learn the key factors that allow anyone to be a power social networker.
Work has become a collaborative endeavor accomplished less through standardized processes and formal structures than through informal networks of relationships. But harnessing the power of these seemingly invisible groups to achieve organizational goals isa murky and elusive undertaking.
Rob Cross argues that rather than think about collaboration from a more-is-better perspective, executives need to take a clear-eyed, strategic view. They need to determine exactly what they want to accomplish through informal networks and,concurrently, what pattern and level of connectivity would best help them achieve their goals. It’s crucial for executives to learn how to promote connectivity only where it benefits an organization or individual—as well as learn how to decrease connectivity that isn’t needed.
Susan Cain believes that the rise of introverts is the next big trend that will impact leadership. Yet while introverts often prove to be more effective leaders they are less likely to be selected for leadership. Cain explains why we dramatically undervalue introverts and how we lose in doing so. She also explores how companies can get the most out of introverts, how introverts can think about themselves differently, and why now is the time for introverts in business. For more information about Susan and the Quiet Leadership Institute go to QuietRev.com.
Are millennials more entitled or are we offering them a bad deal? Best-selling author and thought leader Dan Pink, (To Sell is Human, Drive and A Whole New Mind) shares a counterintuitive perspective on the new employment bargain, motivation and how the corporate world might be missing the boat with millennials and losing in the process. In addition to his provocative thoughts on the new career bargain, Dan takes us on a tour through his creative process and his bestselling books to understand the roots of human (and employee) motivation and effectiveness.
Zappos made history when it announced plans to transition to a holacracy -- a management-free corporate structure. Holacracy is a new way of running an organization that removes power from a management hierarchy and distributes it across clear roles, which can then be executed autonomously, without a micromanaging boss. Tune in as Hollie details the pitfalls, successes, and lessons learned.
Gen. Stanley McChrystal discarded a century of conventional wisdom and remade JSOC (Joint Special Operations Command) into a network that combined transparent communication with decentralized decision-making authority. The walls between silos were torn down. This shift has far reaching implications for leadership both inside and outside the military. For more information on the McChrystal Group go to McChrystalgroup.com