Future of HR

What is your “Why” and how can you bring meaning and purpose to the work you do each day?My guest on this episode is Damon Porter, CHRO, Grange InsuranceDuring our conversation, Damon and I discuss:Why the best HR leaders have the ability to influence without authorityWhy it is important that HR leaders connect to their personal “why” and purposeWhy he believes F.L.E.X. is the key to finding success in your careerDamon’s practical advice on how to find a sponsor or mentorHow to assess if you will be a good fit for an organization’s culture during the interview process

Why is being a versatile leader so important to your career successHow can you develop and scale future ready leaders for your organization?My guest on this episode Is Rob Kaiser, Leadership Development Expert and President, Kaiser Leadership SolutionsDuring our conversation, Rob and I discuss:Why being a leader today is more challenging than in the pastHow leaders can develop empathy and why it mattersWhy the best leaders “check in, before they check on”How to improve your leadership versatilityWhy you should focus on your improving weaknesses, not your strengthsConnecting with Rob:Rob Kaiser on LinkedInKaiser Leadership Solutions - Leadership ConsultingResources:The Accountability Crisis - Talent QuarterlyBooks by Rob Kaiser on Amazon

What role does HR play in helping your company succeed in the marketplace?Why should you take an “outside-in” approach to building your talent strategy?My guest on this episode Is Dave Ulrich, Rensis Likert Professor at the Ross School of Business, University of Michigan and a partner at The RBL GroupDuring our conversation, Dave and I discuss:Why HR is not about HRWhy your talent strategy needs to start with the one simple questionDave’s advice to next-gen HR leaders on how get promoted faster than your peersWhy the expectations for HR are rising and how we can respondHow the best leaders use data and their intuition to make decisionsConnecting with Dave:Dave Ulrich on LinkedInRBL Group - Building human capability that delivers business results.Resources:Financial Intelligence: A Manager’s Guide to Knowing What the Numbers Really Mean by Karen Berman & Joe KnightFinance for Nonfinancial Managers, Second Edition by Gene Siciliano

What differentiates high performing teams from low performing teams?How can you build highly effective teams that deliver results?My guest on this episode Is Gordy Curphy, Leadership & Team Effectiveness Expert; Managing Partner at Curphy Leadership SolutionsDuring our conversation, Gordy and I discuss:Why team leaders are the biggest barriers to effective teamwork and what to do about it?Why only 20% of teams are high performing?Why most teams are “hybrids” that must have individual goals and collective goals?Why the teams with the best talent wins is a fact, not a mythHow HR leaders can elevate their organization’s ability to building high performing teams?Connecting with Gordy:Gordy Curphy on LinkedInCurphy Leadership Solutions - Experts in assessing leaders and teamsResources:Article: On the Folly of Rewarding A While Hoping for B by Steve Kerr

How can you be more innovative and stop relying on yesterday’s playbook?Why is it important that you define the future of work for your organization, and your organization alone?My guest on this episode Is Greg Till, Chief People Officer, Providence Health SystemDuring our conversation, Greg and I discuss:Why he attributes his early career success to being “outcome” focusedWhat he learned about leadership and culture during the pandemicWhy he believes flexibility is the new engagement capitalWhy key demographic trends will only increase the war for talent in the futureHow asking questions like “why not” can drive innovation

What does “staying true to yourself” mean to you?How can you balance a demanding career and thrive as a working parent?My guest on this episode is Daisy Dowling, Founder & CEO of Workparent and author “Workparent: The Complete Guide to Succeeding on the Job, Staying True to Yourself, and Raising Happy Kids”During our conversation, Daisy and I discuss:Why she went into HR after getting her Harvard MBAWhat she learned about coaching leaders while at Goldman Sachs, Morgan Stanley, and BlackstoneWhy she thinks the best talent leaders are “barrier breakers” who help people to unlock their potentialWhy she asks her coaching clients to define their professional and parenting brand?Why every working parent should have an “already done” list to track their daily accomplishmentsHer advice for how HR professionals can balance our demanding careers and succeed in their personal livesConnecting with Daisy:Daisy Dowling on LinkedInWorkparent - Support and solutions for all working parentsResources:Why Did We Ever Go Into HR: Harvard Business Review article by Matthew D. Breitfelder and Daisy Dowling

When it comes to culture change, why is it important to be thinking renovation and not transformation?What role do influencers, energizers, and detractors play in culture change?My guest on this episode is Kevin Oakes, CEO and Co-Founder of the Institute for Corporate Productivity (i4cp) and author of “Culture Renovation: 18 Leadership Actions to Build an Unshakeable Company”During our conversation, Kevin and I discuss:Why defining “culture” is less important than taking action to change itWhy he thinks every organization should have a “kill the company committee” and how it can drive innovation and culture changeWhy the first step in culture renovation is to deploy an effective listening strategyHow to identify the influencers, energizers, and blockers that are critical to culture renovationHow onboarding program designed to build relationships can supercharge your cultureWhy he believes more Chief People Officers will come from outside the function in the futureConnecting with Kevin and i4cp:Kevin Oakes on LinkedInInstitute for Corporate Productivity (i4cp)Resources:Culture Renovation: 18 Leadership Actions to Build an Unshakable CompanyHit Refresh by Santa Nadella

How can you build a human-centered tech-enabled work culture?Why should your talent strategy always come before your tech strategy?My guest on this episode is Larry McAlister, three-time Head of HR and #1 International Best Selling Author of “The Power to Transform: A Field Guide to Building a Human-Centered, Tech-Enabled Work Culture”During our conversation, Larry and I discuss:His advice on how to interview and select your future bossWhat HR leaders are getting wrong about HR technologyHow to build an HR tech strategy that aligns to your talent strategyHis “1-2-3” model to enable managers to drive high performing teamsThe key elements of human-centered designConnecting with LarryLarry McAlister on LinkedInCorporate Humanist Consultancy

How can HR think more like the business leaders they support?How can thinking outside the box be a game changer for your career?My guest on this episode is Lisa Buckingham, former Chief People, Place & Brand Officer at Lincoln Financial GroupDuring our conversation, Lisa and I discuss:How owning functions outside of HR changed her approach to HRWhy every CHRO should think of themselves as a Chief Talent OfficerWhy mentoring early career talent is so importantHer advice for next-gen HR leaders on how to stand out from the crowdHer secret to influencing the business and making an impactThe importance of HR leaders making their wellness and health a priorityConnecting with LisaLisa Buckingham on LinkedIn

How can you measure your personal brand?What behaviors have the most impact on your Personal Brand?My guest on this episode is Sergey Gorbatov, Talent Executive, Professor, and AuthorDuring our conversation, Sergey and I discuss the following:How his mindset on growth and taking risks has impacted his careerWhy building a personal brand is not for everyoneThe three factors that determine how much your personal brand is worthHow you can make your personal brand stand out while still fitting inHow someone’s personal brand impacts their performance or talent ratingsConnecting with Sergey Gorbatov:Sergey Gorbatov on LinkedInWebsite: The Edge You NeedResearch: Personal Brand Equity