How can you align your personal purpose with your values? Why is “putting people first” not only the right thing to do, but also a great business strategy?My guest on this episode is Sara Kelly, Chief Partner Officer, StarbucksDuring our conversation Sara and I discuss:How her “personal purpose”has served as her north star throughout her careerWhy she believes that putting people first is critical to business successWhy she believes you should be open to new opportunities and the power of saying “yes.”How Starbucks co-created their new values with input from their partnersHer advice to HR leaders who are updating their organization’s valuesWhy co-creation and an effective listening strategy is helping them to evolve their industry leading benefit offeringsConnecting with Sara KellyConnect with Sara Kelly on LinkedIn

What does it mean to be a coachable leader?How can being a coachable leader future-proof your career? My guest on this episode is Kevin WildeDuring our conversation Kevin and I discuss:Why believes that “leaders teaching leaders” is critical to successful leadership development programsWhy coachable leaders have a different mindset than less coachable leadersWhy being coachable decreases as we age and advance in our careersHow to overcome the seven faulty assumptions that low coachable leaders make How Kevin’s “two question” technique helps leaders seek out feedbackHow to seek out and find a truth teller who can give you candid feedbackWhat most people are doing wrong when receiving feedback and what you should do insteadConnecting with Kevin WildeConnect with Kevin Wilde on LinkedInLearn more about the The Coachable Leader and Kevin’s research

Why is friction both good and bad for your organization How can leaders identify and reduce bad friction?My guest on this episode is Bob Sutton who is an organizational psychologist, professor emeritus at Stanford, New York Times bestselling author, and speaker.During our conversation Bob and I discuss:Why you should think like a “friction fixer” regardless of your positionWhen and how to apply “good friction” to slow things down for better decision makingHow to identify good and bad friction in your organizationWhy empathetic leaders seek out the “friction” in their organizations and then work to reduce itHow to play the “subtraction game” and how it can help your organizationConnecting with Bob SuttonConnect with Bob Sutton on LinkedInLearn more about Bob and his latest book, “The Friction Project”

Why can you ask for a mentor, but you must earn a sponsor?How do you create a culture where leaders invest in mentoring and sponsoring talent?My guest on this episode is Kerrie Peraino, Chief People Officer at Verily, an Alphabet company bringing the promise of precision health to everyone, every day.During our conversation Kerrie and I discuss:The role sponsorship has played in her careerWhy she believes “you can ask for a mentor, but you must earn a sponsor”What she learned from participating in the “the sponsorship effect” research projectWhy sponsorship is one of the greatest retention levers that organizations haveHer advice on creating a culture where leaders invest in mentoring and sponsoring talentHer advice for next gen HR leaders on how to find a mentor and grow that relationship into sponsorshipConnecting with Kerrie Peraino:Connect with Kerrie Peraino on LinkedInLearn more about the Sponsorship Effect: Breaking Through the Last Glass Ceiling

Why is the single biggest barrier to having power…ourselves?How can you, as an HR professional step into your power?My guest on this episode is Jeffrey Pfeffer, Professor of Organizational Behavior at the Graduate School of Business, Stanford University and Author of 16 books including his latest one the “7 Rules of Power - Surprising But True Advice on How to Get Things Done and Advance Your Career”During our conversation Jeffrey and I discuss:Why he believes the single biggest barrier to having power is ourselvesWhy it is important that we own and tell our story, not let others tell it for usWhy he believes that being authentic and/or modest is terrible leadership advice Why networking is a super power and how to do it wellWhy he believes HR needs to raise the bar and step into their powerHis advice on how to deal with difficult leaders in positions of powerConnecting with Jeffrey PfefferConnect with Jeffrey Pfeffer on LinkedInLearn more about the Jeffrey’s books, research, podcast and more

How do you build a leadership pipeline?Why is leadership about jobs to be done and not hierarchy?My guests on this episode are Steve Drotter, Co-Founder and Chairman of the Board and Kent Jonasen, Co-Founder and Global CEO, The Leadership Pipeline Institute During our conversation Steve, Kent and I discuss:The original research that led to the writing of the “Leadership Pipeline” bookWhat differentiates the leadership pipeline framework from traditional competency based leadership models Why leadership is not about leadership, but rather the specific job that needs to be doneThe common traits shared among senior executives who are not chosen for CEO rolesHow the leadership pipeline model can be applied in smaller organizationsThe most common mistakes companies make when implementing the leadership pipeline modelConnecting with Kent Jonasen and Steve DrotterConnect with Kent Jonasen and Steve Drotter on LinkedInLearn more about the Leadership Pipeline Institute Buy the Leadership Pipeline: Building Leaders in the Digital Age

Why should HR take more calculated risks?How can taking calculated risks increase HR’s impact?My guest on this episode is with Rhonda Morris, Chief Human Resources Officer at ChevronDuring our conversation Rhonda and I discuss:What she learned from her time owning a P&L and how it made her a better HR leaderThe importance of asking for help and not believing you have all the answersHow she leverages her own personal board of directors to continue to learn and develop as a leaderWhy she believes HR needs to take more calculated risksThe question every HR leader should ask before trying gain the buy-in of their business leadersWhy HR leaders need to practice “other thinking” to increase their impactConnecting with Rhonda MorrisConnect with Rhonda Morris on LinkedIn

How do managers create value and impact?How do the best managers reduce friction and create capacity for their teams?My guest on this episode is with with Dave Kline who teaches leaders the codified management playbook to build great teams & level up their careerDuring our conversation Dave and I discuss:Why he and his wife launched the management accelerator program and what makes it uniqueWhy he believes that the role of a manager is to deliver impact and why he created the impact equationWhy the best leaders focus on reducing friction and cycle time for their teamsHow new leaders can build trust with their teams by identifying and making a meaningful change on something that matters to themWhy leaders who are afraid to give feedback in the moment often drop what he calls the “synthesis bomb” and it how it negatively impacts trustThe six fears (rational and irrational) that stop leaders from delegating to their teams and how to overcome themConnecting with Dave KlineConnect with Dave Kline on LinkedInLearn more about MGMT Accelerator on MavenSubscribe to Dave’s weekly newsletter MGMT Playbook

The “Best of 2023” episode features sixteen don’t miss moments from HR executives and thought leaders who…So, who can you expect to learn from on this episode? Lisa Buckingham, former Chief People, Place & Brand Officer at Lincoln Financial GroupDave Ulrich, Professor at the Ross School of Business, University of Michigan and a partner at The RBL GroupMatt Breitfelder, Head of Human Capital and Partner at Apollo Global ManagementMiriam Ort, EVP & CHRO at C&S Wholesale Grocers & SymboticSam Hammock, EVP & CHRO at VerizonOla Snow, CHRO, Cardinal HealthAndre’ Martin, PhD, Founder of Shift Space and author of “Wrong Fit, Right Fit”Tami Rosen, Chief People Officer at PagayaJay Parker, founder and CEO of Mentorforce Cary Friedman, Global Head of Human Resources at JefferiesMatt Abrahams, a leading expert in communication and author of “Think Faster, Talk Smarter”Mita Mallick, Chief Diversity Officer & Author of “Reimagine Inclusion”Nick Bloom, WFH expert & Professor of Economics at Stanford UniversityAnne Gotte, VP Global Talent, General Mills & Joe Garbus, EVP Global Head of Talent, PVH Corp.Peter Block, author of Flawless Consulting and Partner at Designed LearningChris Scalia, Chief Human Resources Officer, The Hershey Company

How does your “operating culture” impact your employee experience?What are the best ways to co-create your culture using data and the voice of your team members?My guest on this episode is with Heidi Manna, Chief People Officer at Jazz PharmaceuticalsDuring our conversation Heidi and I discuss:Her advice for candidates on how to assess in the interview if an organization values HRWhy a mentor’s direct and honest feedback was a turning point in her careerHow your “operating culture” impacts your employee experienceWhy they have relied on “principles” and team leaders judgement in developing their future work model “Jazz Remix”How data on employee preferences, commute times, and percentage of distributed teams helped inform their future work model “Jazz Remix”How she engaged and collaborated with the senior leadership to gain alignment and ownership for “Jazz Remix”Connecting with Heidi MannaConnect with Heidi Manna on LinkedIn

Why should all HR leaders be “systems thinkers”How are processes, practices, and behaviors the building blocks of culture change?My guest on this episode is with Melissa Daimler, Chief Learning Officer at Udemy and Author of ReCulturing: Design Your Company Culture to Connect with Strategy and Purpose for Lasting Success”During our conversation Melissa and I discuss:Why she is so passionate about building great cultures?Why “systems thinking” is so important for HR leadersWhy a shift in business strategy likely means you need to make a shift in your cultureWhy you should look for four common gaps when diagnosing cultureWhy behaviors, processes, and practices all must work together to drive culture changeWhy she believes culture change is not an HR initiativeConnecting with Melissa DaimlerConnect with Melissa Daimler on LinkedInLearn more about Melissa and ReCulturing

What makes an HR leader successful in a PE backed company?What are the key differences between PE backed and public companies? My guest on this episode is with Randy Patterson, Managing Director of Human Capital, Portfolio Operations Group at BlackstoneDuring our conversation Randy and I discuss:What early career experiences were most helpful in preparing him to become a CHROThe differences between being a CHRO at a private equity backed company versus a public companyHow he assess potential candidates experiences, capabilities and fit for the CHRO roleWhat makes a 1st time CHRO successful in a private equity backed companyHow Blackstone's innovative Career Pathways program is supporting the advancement of underrepresented talentConnecting with Randy PattersonConnect with Randy Patterson on LinkedInLearn more about Blackstone’s Career Pathways program

What does it mean to have “career agility” and how can you build this important skill?My guests on this episode are Antoine Tirard and Claire Harbour who co-authored the book “Disrupt Your Career: How to Navigate Uncharted Career Transitions and Thrive” and co-host their popular “Disrupt Your Career" podcast.During our conversation Antoine, Claire and I discuss:The three key trends that are driving a new career paradigmWhat they have learned in researching successful career transitionsHow to leverage their 4E career framework to find the right role for youWhy “career agility” is so important and how to build this important skillWhy career management is both an art and a science.What companies and HR can do to better support career developmentConnecting with Claire and AntoineConnect with Claire Harbour on LinkedInConnect with Antoine Tirard on LinkedInLearn more about their “Disrupt Your Career” bookListen or subscribe to their “Disrupt Your Career” podcast

How can HR use people analytics insights to drive business results?How will AI impact not only people analytics, but HR?My guest on this episode is with Cole Napper, Vice President, People Analytics & Chief Evangelist, OrgnosticDuring our conversation Cole and I discuss:Why people analytics is much more than just dashboardsWhy he believes people analytics is team sportWhat “organizational network analysis” is and how it can diagnose breakdowns in collaboration and communication within teamsThe potential value and use cases of Generative AI tools in HR How AI will impact the future of people analyticsConnecting with Cole NapperConnect with Cole Napper on LinkedIn Check out his podcast “Directionally Correct” or subscribe to his Substack to read his articles

Why is talent the ultimate value creator?How can you unlock the capacity of your people and a high performance culture?My guest on this episode is Chris Scalia, Chief Human Resources Officer, The Hershey CompanyDuring our conversation Chris and I discuss:Why he believes talent is the ultimate value creator Why it is important that your organization have a strategic narrative that drives clarity and purpose for your workforceWhy the most effective employee listening capabilities give team members a direct voice in shaping strategies and how the business operatesWhy he believes every high performing team is composed of visionaries, pragmatists, and geeksWhy he believes a strong employee value proposition can build trust, increase organizational agility and foster inclusion.His advice for future CHROs on how to be successful in the roleConnecting with Chris ScaliaConnect with Chris Scalia on LinkedIn Learn more about the Milton Hershey School

Why is it important that all new leaders have a learning plan to help them navigate and onboard successfully? What is HR’s role in accelerating the successful transition of new leaders into their organization?My guest on this episode is Michael Watkins, Leadership Transition Expert and Best-Selling Author of “The First 90 Days” During our conversation Michael and I discuss:How organizations can accelerate the transition of new leaders into their roles How remote and hybrid work has impacted leadership transitionsWhy it is critical that new leaders come in with a “learning plan” and how to create oneWhy he believes “integration” is more important than “orientation”Why organization’s need to be more clear on who owns leadership transitionsWhy he believes that people can develop “strategic thinking” skillsConnecting with Michael WatkinsConnect with Michael Watkins on LinkedInLearn more about Michael’s consulting company, Genesis

In this episode, we flip the script as I am become the guest and I turn over the hosting duties to two past guests, Mel Steinbach, Chief People Officer at MasterClass and Justin Hirsch, CEO and HR Executive Search Lead at JobPlex, a DHR company.During our conversation Mel, Justin and I discuss:Why differentiating your skills, a variety of experiences, and building deep relationships are critical to career successHow and why I started the Future of HR podcastWhat I have learned after interviewing over 50+ HR leaders and experts in our fieldHow CEOs can better leverage their HR leadersThe key phrase that I believe will define the Future of HRConnecting with JP Elliott Connect with JP Elliott on LinkedIn

How can you build an authentic and trusting relationship with your business leaders? Why is it important that we see our role as helping our leaders live out their own intentions?My guest on this episode is Peter Block, author of Flawless Consulting and Partner at Designed LearningDuring our conversation with Peter and I discuss:Why relationships are the delivery systems of how work gets doneHow decisions are often driven by relationships, emotions, and other factors rather than rational thinking Why he believes the feedback is overratedWhy is critical that HR speaks authentically and addresses what is happening in the momentHow HR leaders can handle resistance and why overcoming it is about uncovering a leader’s doubts, not providing more evidenceWhy asking your key stakeholders, “what about our relationship do you find valuable” is one of the most effective ways to builds trustWhy HR needs to stop waiting for a seat at the table and become the tableConnecting with Peter Block Connect with Peter Block on LinkedInLearn more about Peter and his workLearn more about Designed Learning

What makes a Talent Review successful? Why is it important that your talent review be “action oriented” and deliver outcomes for the business My guest on this episode is Anne Gotte, VP Global Talent, General Mills & Joe Garbus, EVP Global Head of Talent, PVH Corp.During our conversation Anne, Joe, and I discuss:Why your talent review needs to be “smart and simple” and how to do itWhy you should think of talent reviews as a diagnostic and planning toolWhy talent reviews should focus on development, not just assessing performance and potentialWhy establishing consistent and shared definitions for evaluating and differentiating talent is critical to a successful talent reviewWhy the best talent reviews are “action-orientated” and result in tangible plans, outcomes, and progress.Connecting with Anne & Joe: Connect with Anne Gotte & Joe Garbus on LinkedIn

How can you best design and optimize your remote or hybrid work practices to increase productivity, collaboration and culture?My guest on this episode is Nick Bloom, WFH expert & Professor of Economics at Stanford UniversityDuring our conversation Nick and I discuss:How he became the expert on “Working From Home” researchThe real reason “work from home” has increased over the past few years (hint: it is not just the pandemic)Why people working from home are more likely to log hours at night or on the weekendsWhat the research really says about productivity and “remote / hybrid work”Why organized hybrid work schedules are becoming more popularWhy he believes a strong performance management system is critical to successful hybrid/remote work workplacesWhy he believes work from home will increase like a Nike swoosh over the next ten yearsConnecting with Nick: Connect with Nick Bloom on LinkedIn

How can you shift your leaders mindset from employee engagement to employee experience?My guest on this episode is with Seb Girard, SVP, Chief People Officer at CommonSpirit Health CO/KS/UT Division.During our conversation Seb and I discuss: How he made a mid career transition from operations to HRThe workforce trends that are impacting healthcare organizations Why he believes that increasing productivity through technology is an imperative in the healthcare industryWhy asking “how does this make someone feel” is the key to creating great employee experiencesHow talent acquisition drives the employee experience and can increase retentionConnecting with Seb: Connect with Seb Girard on LinkedIn

Are you clear on your purpose? How can you align your career with your values, passion, and purpose?My guest on this episode is with Dean Carter, Chief People and Purpose Officer, GuildDuring our conversation Dean and I discuss:How he found his passion and purpose to be an HR leaderWhat he learned about leadership, culture and a purpose during his time as Patagonia’s Global Head of People, Culture, and Shared Services?Why he believes you should identify what makes your culture unique and go after it in a big wayWhy did he add “Purpose” to his Chief People Officer title at Guild?How he used “first design principles” to redesign the roles with his HR organization at GuildWhy he launched a community for CHRO’s called “CHRO Compass”His advice for CHROs who aspire to be on an organization’s board of directorsConnecting with Dean: Connect with Dean Carter on LinkedInLearn more about Guild’s CHRO Compass

How can HR foster a diverse and inclusive culture of belonging?What common myths or beliefs are holding us back from transforming our workplaces? My guest on this episode is with Mita Mallick, Chief Diversity Officer, Top LinkedIn voice, Podcast Host, & Author of “Reimagine Inclusion: Debunking 13 Myths to Transform Your Workplace”During our conversation Mita and I discuss: Why she felt early in her career that she was chasing inclusionWhy organizations must work to debunk 13 common myths about diversity, equity, inclusion, and belongingHow to engage and respond to a leader who says, “I am all for diverse talent as long as they are good”Why she believes the best way to change the stereotypes in our heads is to expand our social circlesWhy we should be reimagining the role and impact that Chief Diversity Officers can have on an organizationThe questions a Chief Diversity Officer should ask the CEO before accepting a job offerConnecting with Mita: Connect with Mita Mallick on LinkedInLearn more about “Reimagine Inclusion: Debunking 13 Myths to Transform Your Workplace”

What makes someone a great “on the spot” communicator?How can using simple communications structures make you more persuasive, clear, and compellingMy guest on this episode is with Matt Abrahams, a Stanford lecturer on strategic communications, host of the popular “Think Fast, Talk Smart” podcast, and author of his latest book, “Think Faster, Talk Smarter: How to Speak Successfully When You’re Put on the Spot”During our conversation Matt and I discuss: Why he believes learning spontaneous communication is like playing a team sportWhy you should strive for mediocrity not perfection in your communicationsHis two-step approach to overcoming your anxiety when you are asked to speakHow to structure your spontaneous communications so they are clear, concise, and compelling.Why he views feedback as an invitation to problem solveHow to give better feedback using his four I’s feedback model Connecting with Matt: Connect with Matt Abrahams on LinkedInLearn more about “Think Faster, Talk Smarter” and all of Matt’s work here

Why is it important for HR leaders to have an area of expertise? How can leading with expertise increase your impact and accelerate your career?My guest on this episode is with Cary Friedman, Global Head of Human Resources at Jefferies.During our conversation Cary and I discuss: How developing his expertise in executive coaching accelerated his careerWhat he learned from being part of the team that established the Pine Street Leadership Group at Goldman SachsHis key learnings as he transitioned into a CHRO role at JefferiesHis advice for early career HR professionals on how to be a success and stand out from the crowdWhy he believes organizations must invest in developing their people’s skills for the future

What is fact and what is fiction when it comes to generational differences?How do generational differences impact how we communicate and collaborate? My guest on this episode is Jean Twenge, Professor San Diego State University and author of Generations The Real Differences between Gen Z, Millennials, Gen X, Boomers and Silents and What they Mean for America’s Future.During our conversation Jean and I discuss: Why technology changes over time are the biggest driver of generational differencesWhat makes Gen Z different from other generations and what they want out of workWhy today’s young adults are taking longer than ever before to achieve adult milestonesHow millennials entering the C-Suite are changing our organizations and how we workWhy Gen Z values mental health and will expect organizations to value this as wellConnecting with Jean: Connect with Jean Twenge on LinkedInLearn more about Jean’s work and researchLearn more about Generations The Real Differences between Gen Z, Millennials, Gen X, Boomers and Silents and What they Mean for America’s Future.

Why is so important that your organization has a “Fair Pay” model?How can HR leaders lean into compensation design and execution?My guest on this episode is David Buckmaster, Total Rewards leader and author of “Fair Pay: How to Get a Raise, Close the Wage Gap, and Build Stronger Businesses”During our conversation David and I discuss: Why he wishes more HR leaders would question if their current bonus plan is worth itWhy he believes that the more transparent a company is about pay, the more formulaic their pay model tends to becomeThe four elements of his “Fair Pay” model and how you can apply it in your organizationHis tips for negotiating a pay increase or a new job offerWhy he believes it is not a good idea to share your salary expectations with a recruiterConnecting with David: Connect with David Buckmaster on LinkedInLearn more about “Fair Pay: How to Get a Raise, Close the Wage Gap, and Build Stronger Businesses”

How does clarity create capacity in an organization?Why is the future of work about culture and connection, not policies and programs?My guest on this episode is Wagner Denuzzo, Future of Work expert, executive coach, and HR start-up advisorDuring our conversation Wagner and I discuss: Why he believes the future of work is about culture and connection, not programs and policiesWhy he believes HR is becoming more of a business driver and less of a support functionHis perspective on the promise and challenge of becoming a skills based organizationWhy organizations need to invest in the leadership skills of their early career talentWhy teams, not individuals are the new unit of value creation for organizationsConnecting with Wagner: Connect with Wagner Denuzzo on LinkedIn

What do business leaders expect from their HR business partners? What four competencies do all successful leaders have in common?My guest on this episode is Jay Parker, Founder and CEO of Mentorforce and former President Dell, Personal Computing GroupDuring our conversation Jay and I discuss:What he learned from time as a senior executive at Dell and LenovoThe four competencies that all successful leaders have in commonWhy he started Mentorforce and his vision to rethink leadership developmentWhat he believes business leaders expect and want from their HR Business PartnersConnecting with Jay or Mentorforce:Connect with Jay Parker on LinkedInLearn more about Mentorforce

How has career development changed over the years? What really matters when it comes to retaining and engaging your team?My guest on this episode is Bev Kaye, best-selling author, speaker, and founder of Bev K & Company.During our conversation Bev and I discuss: The research that led to her classic book, “Up is Not the Only Way”Why she believes career development is the integrating force for all HR processesWhy growing in your current role is underrated and often overlookedWhy each of us should have six growth orientated career goalsWhy asking “what can I do to keep you” is the most powerful tool a manager has to retain their peopleConnecting with Bev Kaye:Connect with Bev Kaye on LinkedInLearn more about Bev K and Company

What is the best way to motivate and drive individual performance?How can we redesign performance management to be more effective?My guest on this episode is Tami Rosen, Chief People Officer at PagayaDuring our conversation Tami and I discuss: Why she thinks of her career in four phases and why you should tooWhat she learned being the first Chief People Officer at three different companiesHow she has replaced performance management with a “continuous learning cycle” that focuses on learning from successes and failuresHow being open to receiving feedback can positively impacted your careerWhy she believes we have changed “where” we work, but not “how” we workConnecting with Tami Rosen:Connect with Tami Rosen on LinkedIn

Why do some leaders consistently outperform their peers? What is it that differentiates the most effective leaders from the rest?My guest on this episode is David Dodson, the author of “The Manager’s Handbook: The Five Steps to Build a Team, Stay Focused, Make Better Decisions, and Crush Your Competition” In addition to being an accomplished author, David is a faculty member at Stanford University’s Graduate School of Business, a successful serial entrepreneur, a board member of more than 40 companies, and an active investor in over 100 businesses. During our conversation David and I discuss:His research on the five must-have skills from people who get things doneWhy you should be hiring based on outcomes, not likabilityWhy he believes “Instant Performance Feedback” is so powerful and how to do itHow the most effective leaders find an additional 80 minutes a day without working longerWhy being good at seeking and taking advice is a competitive advantageHis advice to HR on how to improve the quality of leaders at your companyConnecting with David Dodson:Connect with David Dodson on LinkedIn or learn more on his websiteRead or buy: “The Manager’s Handbook: The Five Steps to Build a Team, Stay Focused, Make Better Decisions, and Crush Your Competition”

What does building people capability mean to you? Why is building people capability critical to the success of your organization?My guest on this episode is Mel Steinbach, Chief People Officer at MasterClassDuring our conversation Mel and I discuss: How she transitioned from an executive search leader to a Chief People OfficerWhat she learned working for multinational companies as well as fast growing start-upsWhy building people capability is so critical to the success of a businessWhy she believes LinkedIn has fundamentally impacted how people manage their careersWhy learning that is educational and entertaining is more engaging and impactfulConnecting with Mel Steinbach:Connect with Mel Steinbach on LinkedInLearn more about MasterClass

This week we are re-releasing one of our most popular episodes as our listeners have almost doubled in the past few months. The “Best of 2022” episode features the don’t miss moments from eleven HR executives and thought leaders…So, who can you expect to learn from on this episode?Ken Keener, former CHRO turned Executive CoachHolly Tyson, Chief People Officer at Cushman & WakefieldMarc Effron, President of Talent Strategy GroupMolly Nagler, SVP & Chief Learning Officer, PepsiCoAngela Lane, VP Global Talent AbbVieAllen Church, former SVP Global Talent, PepsiCoSuzanne Myers, CHRO at ArcosaJim Shanley, The Shanley GroupJames Fripp, Chief Equity, Inclusion, & Belonging Officer at Yum BrandsAnne Gotte, VP Global Talent, General MillsDr. Steven Hunt, Chief Work, Technology at SAP and author of Talent Tectonics

How can HR become more a decision science? Why are decision frameworks just as critical has having good data?My guests on this episode are Dr. John Boudreau & Pete RamstadDuring our conversation we discussed: The partnership that led to their classic book, “Beyond HR”Why HR needs to be a decision scienceWhy making good decisions requires having the right mental model for the situationWhy information is most valuable when it corrects decisions that if made would have been wrongWhy HR should be using data to measure the quality of decisions that our line managers are makingConnect with Dr. John Boudreau & Pete Ramstad:Connect with Dr. John Boudreau on LinkedInLearn more about Dr. John Boudreau and his websiteConnect with Pete Ramstad on LinkedIn

What characteristics separate the best HR leaders from the rest? My guest on this episode is Paige Ross, Global Head of Human Resources at BlackstoneDuring our conversation Paige and I discuss:The importance of a “key question” and the role it can play in assessing talent and potentialWhy she went against her mentors advice in making a big career decision and how it paid offWhy she believes you make better hiring decisions when candidates interview with more people, not lessWhy she believes HR leaders need to balance courage and humilityThe promise she makes to the senior leaders that she supports

How do you know when a role is a wrong fit or a right fit for you?My guest on this episode is Andre’ Martin, Founder of Shift Space and author of “Wrong Fit, Right Fit - Why How We Work Matters More Than Ever”During our conversation Andre’ and I discuss:The three things that determine if a role is a right fit or a wrong fitWhy we should be asking ourselves, does my current company appreciate who I am and how I work?Why you shouldn’t judge a company by it’s career pageWhat he believes HR is getting wrong when it comes to the employee experienceWhy he believes a powerful career starts with understanding if you about the company, a craft, or a causeConnecting with Andre’ Marin:Connect with Andre’ Martin on LinkedInLearn more about Andre’ and his new book, “Wrong Fit, Right Fit”

Why do the best leaders seek out and demand to be surrounded by truth tellers My guest on this episode is Ola Snow, CHRO, Cardinal HealthDuring our conversation Ola and I discuss:Her journey from regional HR Director to become the CHRO of Cardinal HealthWhy she believes it is important to tell leaders what they need to hear, not what they want to hearWhy she believes being an authentic leader is the secret to building trustWhy you can’t just rely on engagement surveys to understand your employee’s experiencesWhy she believes the future of HR is about simplification

Why is it important that you learn to lead outside of your area of expertise?My guest on this episode is Wanda Wallace, Managing Partner of Leadership ForumDuring our conversation Wanda and I discuss:The common leadership beliefs that she passionately disagrees withWhy she believes people get promoted past their level of expertise and what to do about itThe importance of executive transitions and why expecting that “execs will figure it out” is a recipe for failureWhy it is so important that leaders learn how to lead people who have expertise they don’t haveHer advice for female leaders who want to move from being perceived as “operational” to being seen as “strategic”Connecting with Wanda:Connect with Wanda Wallace on LinkedInLearn more about Wanda and her work at Leadership Forum

Why is transparency so important to building a culture of trust?How can HR enable a culture of transparency?My guest on this episode is Sam Hammock, EVP & CHRO at VerizonDuring our conversation Sam and I discuss:Why she believes you can build a career while being remoteHer advice on how to be intentional with your networkingThe importance of transparency in building a culture of trustHow Verizon is building transparency in their talent systemsWhy career conversations are the most important part of the performance management process

Why do the most successful HR leaders focus on adding value while reducing complexity?My guest on this episode is Miriam Ort, EVP & CHRO at C&S Wholesale Grocers & SymboticDuring our conversation Miriam and I discuss:Why she believes every HR leader needs to assess their programs against the One Page Talent Management value - complexity curveHow her time at PepsiCo helped prepare her to become a CHROWhy HR leaders are best positioned to help leaders diagnose and solve their most pressing business challengesThe common pitfalls that can limit an HR leaders successWhy power imbalances within the HR team cause dysfunction and how to fix it

Why should your candidate experience be high-tech and high-touch?My guest on this episode is Josh Secrest, Vice President, Marketing & Client Advocacy at ParadoxDuring our conversation Josh and I discuss:Why creativity and a passion for analytics are the perfect combination of skills for a talent acquisition leaderWhy you should have different candidate experiences for different types of frontline rolesWhy best in class companies are automating everything “before and after” the interviewWhy employment branding is so critical in the age of high tech and low touch recruitingConnecting with Josh: Connect with Josh Secrest on LinkedInParadox - Conversational Recruiting Software

What makes someone a great HR leader? Why is it important that the CEO’s agenda be HR’s agenda?My guests on this episode is Matt Breitfelder, Head of Human Capital and Partner at Apollo Global ManagementDuring our conversation Matt and I discuss:Why he believes the CEO’s agenda should also be HR’s agendaThe three things that define all successful CHROsWhy you should be co-creating your culture with your employees input and how to do itWhat he learned about coaching and the importance of psychological safety from Pete Carroll, the Seattle Seahawks coachWhy caring, clarity, and challenge are the keys to being a great coachResources mentioned in this episode:Pete Carroll: Building A Winning Organization through Purpose, Caring, and Inclusion by by Ranjay Gulati, Matthew D. Breitfelder, Monte BurkeWhy Did We Ever Go Into HR: Harvard Business Review article by Matthew D. Breitfelder and Daisy DowlingGood to Great: Why some companies make the leap and others don’t by Jim Collins

Why are mid-year conversations so important to building a culture of high performance?My guests on this episode are Angela Lane, VP Global Talent, AbbVie and Sergey Gorbatov, Talent Executive, Professor, and AuthorDuring our conversation, Angela, Sergey, and I discuss:How mid-year reviews can impact the performance of the businessThe three step model that will radically improve how your managers are delivering feedbackWhy mid-year reviews are not about the conversation, but rather the actions that follow itWhy it is important that you hold people leader accountable for having mid-year reviews...and how to do itThe common mistakes that leaders make when delivering feedback and how to fix themConnecting with Angela Lane & Sergey Gorbatov:Sergey Gorbatov on LinkedInAngela Lane on LinkedInThe Edge You Need - Angela Lane and Sergey Gorbatov’s excellent website that will help you get an edge in your career, performance, and culture

What is a micro stress and how are they impacting you personally and professionally? What can you do to reduce micro stress in your organization and in your personal life?My guest on this episode Is Rob Cross and Karen Dillon, co-Authors of “The Microstress Effect: How Little Things Pile Up and Create Big Problems—and What to Do about It”During our conversation, Rob, Karen, and I discuss:What a micro stress is and how it is impacting us in our everyday livesHow microstress is draining our capacity, depleting our emotions, and challenging our identityWhy negative interactions have 3 to 5 times the impact of positive interactionsHow to build resilience against microstress in our livesHow managers can reduce microstress on their teams and why it will improve performanceConnecting with Rob & Karen:Rob Cross on LinkedInKaren Dillon on LinkedInConsortium Web Site: Connected CommonsPersonal Web Site: Rob CrossNew Book: The MicroStress EffectThe Microstess Effect App (Apple or Google)

What does it mean to be a trusted advisor to the business?How can HR support leaders to make better and smarter decisions?My guest on this episode Is Anita Grantham, Head of HR at BambooHRDuring our conversation, Anita and I discuss:Why she believes every HR professional should ask themselves “what kind of HR leader do you want to be?”Why she believes HR leaders need to empower the leaders they support to make their own decisions and how to do itWhy she starts her stay conversations with one candid and simple questionHer advice on becoming a trusted advisor to a CEO or business leaderWhat do when your not aligned with your business leader or CEOConnecting with Anita:Anita Grantham on LinkedInBambooHR - The complete HR software

How will AI impact you and your organization?Why will AI make emotional intelligence even more important in the future?My guest on this episode Is Tomas Chamorro-Premuzic, author of “I, Human: AI, Automation, and the Quest to Reclaim What Makes Us Unique.”During our conversation, Tomas and I discuss:His early career and how it led him to focus his research and writings on human intelligenceHow AI plays on our need to 1) relate to others, 2) compete with others, and 3) make sense of our worldHow AI is making us more impulsive, more biased, and less curious…and what we can do about itWhy EQ and “soft skills” will become even more important for leaders in the age of AIWhy AI has the potential to quantify job performance for knowledge workersWhat leaders fear most about the coming age of AIConnecting with Tomas:Tomas Chamorro-Premuzic on LinkedIn or his website

How can a culture of inclusion enables high performance? Why is data so important to understanding and measuring inclusion?My guest on this episode Is Dane Holmes, CEO & Co-Founder, Eskalera and former head of Human Capital, Goldman SachsDuring our conversation, Dane and I discuss:Why he believes organizations need to invest more in their HR professionalsHow inclusion activates others to bring out their best performanceThe biggest mistakes organizations make when thinking about inclusion and belongingWhy mutual value exchange is a difference maker in collecting actionable data from your workforceWhy he believes the CHRO position is one of the most important roles in the C-SuiteConnecting with Dane:Dane Holmes on LinkedInEskalera - Employee Empowerment Software Built to Scale

How does your company create value for your customers?How can you develop a talent strategy that is future-proof?My guest on this episode is Vicki Walia, Ph.D & Head of HR Business Partners for the US Insurance and Retirement, Prudential FinancialDuring our conversation, Vicki and I discuss:Her advice for next generation HR leaders on how to stay relevant with their capabilities and in their careersHow do develop a dynamic talent strategy for your organizationWhy people leaders are pivotal in the future of workHow HR leaders can become more data-driven and data fluentHow to use data to influence and guide business leaders to make decisions

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

How can you build a long term relationship with an executive recruiter?What makes a candidate standout from the crowd?My guest on this episode is Justin Hirsch, Chief Executive Officer and HR Executive Search Lead at JobPlex, a DHR companyDuring our conversation, Justin and I discuss the following:What makes a candidate standout from the crowdHis advice on what to do if you think you are being ghosted by a recruiterHow to build a long term relationship with an executive recruiterThe number one source executive recruiters turn to to find talent (hint: it is not just LinkedIn)His favorite interview questions for candidatesConnecting with Justin:Justin Hirsch on LinkedInJobPlex, a DHR company

The “Best of 2022” episode features the don’t miss moments from eleven HR executives and thought leaders…So, who can you expect to learn from on this episode?Ken Keener, former CHRO turned Executive CoachHolly Tyson, Chief People Officer at Cushman & WakefieldMarc Effron, President of Talent Strategy GroupMolly Nagler, SVP & Chief Learning Officer, PepsiCoAngela Lane, VP Global Talent AbbVieAllen Church, former SVP Global Talent, PepsiCoSuzanne Myers, CHRO at ArcosaJim Shanley, The Shanley GroupJames Fripp, Chief Equity, Inclusion, & Belonging Officer at Yum BrandsAnne Gotte, VP Global Talent, BumbleDr. Steven Hunt, Chief Work, Technology at SAP and author of Talent Tectonics

How is technology shifting employee expectations?How will employee experience management impact the future of work?My guest on this episode is Steven Hunt, PhD, Chief Expert, Work & Technology, SAP and author of Talent TectonicsDuring our conversation, Steve and I discuss the following:How demographic shifts and technology is impacting the future of workWhy employee experience is much more than just “engagement & retention”Why you need to assess your employee experience and how to do itWhy people are a companies best asset when it comes to adapting to changeResources:Dr. Hunt’s new book: Talent Tectonics; click here to learn more

How can you define success on your terms?Why is it so important to invest and bet on yourself?My guest on this episode is Sohee Jun, PhD, Leadership Coach, Bestselling Author, and Leadership Development ExpertDuring our conversation, Sohee and I discuss the following:Why she left her corporate leadership role and started her own businessWhy “Launch, Learn, and Iterate” should be your personal innovation philosophyHow to master your inner game and define success on your termsHow to manage up and why it matters for your careerConnecting with Sohee:Sohee Jun, PhD on LinkedInSohee’s website

How can human-centered design improve your employee experience?Why is wellness important in enabling high performance?My guest on this episode is John Foster, ex-Hulu & IDEO, CHRO and Founder Gamut LabsDuring our conversation, John and I discuss the following:Why HR leaders need to think like architectsWhy you should prototype your HR solutionsThe four key elements of human-centered design and how to apply them to your organizationWhy he believes wellness is the foundation for human performanceHis advice on maintaining wellness for HR professionalsResources:Gamut Labs: John’s platform to advise companies and build tools that help people learn and growBe True - connect with John to get access this resourceConnecting with John:John Foster on LinkedIn

What characteristics define the best leaders?How can you lead with purpose and passion?My guest on this episode is Anne Gotte, VP Global Talent Management, Bumble Inc.During our conversation, Anne and I discuss the following:Why she believes early in your career “you have everything to learn” but nothing to proveThe four capabilities that differentiate the best talent management leadersWhy it is important to align your career decisions with your valuesWhat makes Bumble’s culture different than anywhere else she ever has workedThe female leaders she admires the most and why

How do you build authentic relationships that lead to trust?Why is it more important to be effective, than right when it comes to equity and inclusion?My guest on this episode is James Fripp, Chief Equity and Inclusion Officer, Yum! BrandsDuring our conversation, James and I discuss the following:Why you should seek out mentors who are different, not similar to youHow to build authentic relationships that lead to trust and a culture of belongingWhy he is a business partner first and an equity and inclusion practitioner secondHis advice for how new Chief Equity and Inclusions Officers can make an impact in their first six months

How can you become a talent scout?How do you develop a point of view on how you identify and assess talent?My guest on this episode is Jim Shanley, The Shanley GroupDuring our conversation, Jim and I discuss the following:The seven leaders who influenced his talent philosophy and his leadership styleWhy the best leaders are talent scouts and how to become oneThe “five question test” he uses to make a hiring decision…and why it works every timeHow to go farther and faster in your HR career

How do you learn to become more resilient?What is the right and wrong way to think about setbacks in your career?My guest on this episode is Suzanne Myers, CHRO at ArcosaDuring our conversation, Suzanne and I discuss the following:How being a talent acquisition leader prepared her to become a CHROWhy your employer value propositions should have three layersHow to be resilient and overcome career setbacksWhy communication skills are the foundation for career success

Why is defining potential so difficult to do?What are the three types of potential and when should you use them?My guest on this episode is Allan Church, PhD, former SVP, Global Talent Management for PepsiCo.During our conversation, Allan and I discuss the following:Why the job you think is the “worst” might actually be the “best” for youThe three types of potential: why they matter and when to use themPepsiCo’s GREAT5 leadership model and how it applies at different stages of your careerWhy communicating potential ratings will increase, not decrease employee engagementBooks & Resources Discussed:The High Potential's Advantage: Get Noticed, Impress Your Bosses, and Become a Top Leader by Jay Conger & Allan ChurchThink Outside the 9 Box by Allan Church, PhDConnecting with Allan:Allan Church, PhD on LinkedIn

How can taking initiative accelerate your career?Why is experimenting the key to learning?My guest on this episode is Humera Malik ShahidDuring our conversation, Humera and I discuss the following:Why you should follow your passion and not be afraid to take risksHow to land your dream job in the techWhy you should evaluate your personal and professional goals every yearHer advice for aspiring Chief Diversity, Equity, and Inclusion Officers

What is your reputation and how it is impacting your career?How can you be a positive networker, especially early in your career?My guest on this episode is Angela Lane, VP Global Talent, AbbVieDuring our conversation, Angela and I discuss the following:What Angela learned pivoting from a generalist into a specialist roleAngela’s Career Edge model and how to leverage it for successHow to manage your reputation to achieve your career goalsHow to network when you are early in your careerHow to give feedback and why it is an important skill for HR professionalsBooks & Resources Discussed:The Edge You Need - Angela Lane and Sergey Gorbatov’s excellent website that will help you get an edge in your career, performance, and cultureThe Ten Behaviors of the “Positive Networker”

Why are your skills and experiences more important than your college degree?How is technology transforming the future of learning?My guest on this episode is Molly Nagler, Chief Learning Officer, PepsiCo.During our conversation, Molly and I discuss the following:Molly’s non-traditional career path from copy editor to Chief Learning OfficerHow technology is transforming learning and development functionsWhy Chief Learning Officers of the future will be both anthropologists and technologistsMolly’s advice on how to make a successful career pivot outside of your industryWhy skills and projects, not pedigree or roles will define the future of HR

Why is it important that we speak truth to power? How can you redesign your current role to super charge your career?My guest on this episode is Holly Tyson, Chief People Officer at Cushman & Wakefield.During our conversation, Holly and I discuss the followingHow and when you should speak truth to powerHolly’s advice for aspiring Chief People OfficersHow to redesign your current role and why it will accelerate your career growthWhy you need many mentors throughout your career

What differentiates the best HR leaders from the rest? Why it isn’t enough to “know the business, you must love the businessMy guest on this episode is Marc Effron, President, Talent Strategy Group.During our conversation, Marc and I discuss the following:Marc’s career journey and what led him to co-author One Page Talent ManagementThe unforgettable advice that Marshall Goldsmith gave to MarcThe one question that will help advance your careerWhat differentiates the best HR leaders from the restBooks & Resources Discussed:7 Rules of Power: Surprising--But True--Advice on How to Get Things Done and Advance Your Career by Jeffrey Pfeffer8 Steps to High Performance: Focus On What You Can Change (Ignore the Rest) by Marc EffronOne Page Talent Management: Eliminating Complexity, Adding Value by Marc Effron & Miriam OrtTalent Management InstituteTalent QuarterlyConnecting with Marc:Marc Effron on LinkedInTalent Strategy Group

Why is being intellectually curious so important to your career success? How can you identify, analyze and solve business problems like a consultant?My guest on this episode is Aaron Sorensen, Partner and Chief Behavioral Scientist at Lotis Blue Consulting.During our conversation, Aaron and I discuss the followingThe skills and capabilities required to be a successful consultantThe most common misconceptions about being a consultantHow to improve your critical thinking skillsWhy the next generation of HR pro’s must be digital natives to stay relevantAaron’s Book Recommendations:Understanding Michael Porter: The Essential Guide to Competition and Strategy by Joan MagrettaThe Minto Pyramid Principle: Logic in Writing, Thinking, & Problem Solving by Barbara MintoConnecting with Aaron:Aaron Sorensen on LinkedInLotis Blue Consulting

Why do some HR leaders have more influence and impact than others?How do you develop the skills and mindset to be a trusted advisor?My guest on this episode is former NiSource, CHRO turned Executive Coach, Ken Keener.During our conversation, Ken and I discuss the following:How he got his start in HRThe importance of HR leading, not managing changeThe steps he took to prepare and become an executive coach.Ken’s Book Recommendations:The Advantage by Patrick LencioniFive Dysfunctions of a Team by Patrick LencioniOne Page Talent Management by Marc Effron & Miriam OutPerformance Coaching by Dana Gaines Robinson & James C RobinsonWhat Got You Here Won’t Get You There by Marshall GoldsmithConnecting with Ken:Ken Keener on LinkedInKeener Advisors