What does it mean to ‘fail’ well? How can you use the art of ‘failing’ to create a thriving organisation? What metrics do you need to gauge whether you are failing well?  

As we mark the 200th episode of the Digital HR Leaders podcast, host David Green welcomes back Amy Edmondson, a renowned professor at Harvard Business School and a leading voice on psychological safety, to explore these very questions. Tune in as they discuss: 

• The evolution of psychological safety in a post-pandemic world 
• How to effectively embed psychological safety into organisational culture to support innovation and healthy experimentation 
• Insights from Amy's latest book, "Right Kind of Wrong: The Science of Failing Well," including the three failure archetypes 
• Strategies for HR to overcome the fear of failure 
• The importance of distinguishing between good and bad failures 
• Advice for HR and people leaders on embedding a failure culture within their organisations 
• How data can be used to gauge whether an organisation is "failing well" 

Whether you are an HR Leader aiming to innovate and overcome growth challenges, or are simply interested in the science of psychological safety, this episode is a must-listen. 

Support from this podcast comes from HiBob, who brings us Bob, the most usable enterprise HCM according to Nucleus Research. Bob is rated the most usable HCM solution in Nucleus Research's 2024 Enterprise HCM Value Matrix.  

Bob delivers tangible results for organisations through ease of use and fast setup, like for this US-based CRM vendor that achieved a 228% ROI. Need proof? Read how Bob increased productivity and reduced software costs by downloading the Nucleus ROI study here.  

Links to Resources: 

• Amy Edmondson on LinkedIn: Amy Edmondson 
• Amy’s Book: Right Kind of Wrong: The Science of Failing Well 
• HiBob Platform: HiBob 
• MyHRFuture Academy: MyHRFuture 
• Insight222: Insight222 

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Do your employee experience efforts cater to the diverse workforce that make up your organisation’s ecosystem? This episode of the Digital HR Leaders podcast looks into this question through the lens of Heidi Manna, Chief People Officer at Jazz Pharmaceuticals.  

Through innovative employee listening strategies and data-driven approaches, Heidi has achieved great success creating an inclusive employee experience amongst the disparate teams at Jazz Pharmaceuticals. So tune in to learn more about: 

• How Jazz Pharmaceuticals listens to its employees and crafts a clear value proposition to drive engagement and satisfaction 
• The company’s flexible work model and its approach towards intentional collaboration  
• Insights into the metrics and methods used to evaluate the effectiveness of its flexible work model and employee experience strategies 
• Strategies for constructing a compelling business case for flexible work models and gaining support from the C-suite 
• How Jazz Pharmaceuticals ensures a positive experience for all employees, including those in on-site and customer-facing roles 
• Heidi’s key takeaways on maintaining clarity, adaptability and a growth mindset to foster a robust and inclusive workplace 

If you are an HR Leader looking to elevate your employee experience strategies, this episode promises to be an inspirational listen.  

Support from this podcast comes from HiBob, who brings us Bob, the most usable enterprise HCM according to Nucleus Research. Bob is rated the most useable HCM solution in Nucleus Research's 2024 Enterprise HCM Value Matrix.  

Bob delivers tangible results for organizations through ease of use and fast setup, like for this US-based CRM vendor that achieved a 228% ROI. Need proof? Read how Bob increased productivity and reduced software costs by downloading the Nucleus ROI study here.  

Links to Resources: 

• Heidi Manna on LinkedIn: Heidi Manna 
• Jazz Pharmaceuticals: Jazz Pharmaceuticals 
• HiBob Platform: HiBob 
• MyHRFuture Academy: MyHRFuture 
• Insight222: Insight222 

Hosted on Acast. See acast.com/privacy for more information.

As the world of HR and people analytics evolves, how can we best leverage the tools, insight and technologies available to us? 

In this thought-provoking episode of the Digital HR Leaders podcast, host David Green sits down with Craig Starbuck, Head of People Analytics at Roku, to explore the critical decision every HR leader faces: should you build your analytics capabilities in-house or buy them from external providers? 

Leaning in on his ten-year background building and leading people analytics functions to excellence, Craig discusses the benefits and challenges of each option, guiding listeners through the strategic considerations vital for making informed decisions. 

But this is not the only topic of discussion. The episode also delves into: 

• The importance of aligning people analytics with finance to drive substantial improvements in business outcomes 
• Framing analytics insights in the language of the business to effectively support strategic decision-making 
• How Craig is integrating passive and active data at Roku across a multitude of use cases 
• Insights from Craig's book, "The Fundamentals of People Analytics: With Applications in R" on upskilling HR teams in advanced analytics tools and methodologies 

This episode is proudly supported by Worklytics, a people-centric analytics solution that combines passive listening with Organisational Network Analysis (ONA) to help you understand how work is getting done.  

Curious to see how it works? Worklytics is offering a free Collaboration Analysis to the first 10 qualified companies who express interest by clicking on the following link: www.worklytics.co/DigitalHRLeaders 

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This week, we have got two guests on the show: Ravin Jesuthasan, Senior Partner at Mercer and John Boudreau, Professor Emeritus of Management and Organisation at the University of Southern California, The Marshall School of Business, who are releasing a new book, their fourth together, called Work Without Jobs

In this episode we will explore, with John and Ravin, what they are calling a new work operating system, to help people to better understand the link between qualifications, learning and jobs and move away from the current system.

Throughout the episode, John and Ravin discuss:

• How they see the future of work and jobs evolving, including the core principles behind their new work operating system
• Examples of organisations like Unilever, Genentech, and DHL, who have already started to move towards this future system
• The impact on leadership of moving to a new work operating system and what that entails for existing leadership behaviours
• What this means for HR, people analytics, and society in general, and look at how you can get started with adopting this new way of working

Support for this podcast comes from iPsychtec. You can learn more by visiting https://ipsychtec.com/

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This week’s podcast guest is Placid Jover, VP of HR for Latin America at Unilever.

Throughout the episode, Placid and I discuss:

• His perspective on how the people analytics field has evolved over the last decade
• How Unilever is tackling inclusivity, in particular when it comes to age and changing workforce demographics
• The new innovative model that Unilever has launched called, U-Work, that helps its workforce to work, earn, learn, and live differently
• The impact of the pandemic on the advancement of new working models for the future of work
• How behavioural science can help improve the workplace

Support for this podcast comes from iPsychtec. You can learn more by visiting https://ipsychtec.com/

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This week’s podcast guest is Hani Nabeel, Chief Behavioural Scientist at iPsychTech, who discusses how behaviours are the leading indicator of culture, and why he thinks it is time to stop relying on measuring the outcomes of culture, like engagement, during a culture transformation.

Throughout the episode, Hani and I discuss:

• The use of neural thinking, neural technology, and predictive analytics to measure culture
• How to connect culture to business outcomes and demonstrate the value of culture transformation
• Various case studies from companies who are tackling cultural transformation and measuring success

Support for this podcast comes from iPsychtec. You can learn more by visiting https://ipsychtec.com/

Hosted on Acast. See acast.com/privacy for more information.

This week’s podcast guest is Nigel Guenole, Director of Research and Ethics at the Institute of Management at Goldsmiths, University of London and a former colleague from our respective time at IBM.

Throughout the episode Nigel and I discuss:

• How the field of organisational behaviour has evolved over the last few years
• 
What the value of the field is to the enterprise and what some of the new opportunities are
• The capabilities that companies should build in organisational behaviour and how to do this
• Nigel's recent research, looking into emerging analytical methods, skills identification, and building a skills ontology

Support for this podcast comes from iPsychtec. You can learn more by visiting https://ipsychtec.com/

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This week’s podcast guest is Dr. Nancy Doyle, Chief Research Officer at Genius Within and Co-Director at the Centre for Neurodiversity at Work.

In our conversation, Nancy and I discuss:

• That 15 to 20% of the population are neurodiverse, 
so we are all managing neurodivergent people in our organisations, whether we realise it or not
• How to build organisations that are inclusive to the needs of neurodivergent people, including the most important touch points in the employee journey that should be addressed
• The business benefits of hiring neurodiverse individuals, including examples from organisations such as Microsoft
• The research that Nancy, is currently heading up at the Centre for Neurodiversity at Work, including the intersection of exclusion of autistic people across the globe and autistic people's experience of bringing their authentic selves to work
• How practitioners can stay up to date with research in the academic sphere
• 
  

Support for this podcast comes from iPsychtec. You can learn more by visiting https://ipsychtec.com/

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This week’s podcast guest is René Gessenich, Head of Strategic Workforce Planning at Novartis, who shares the work that he’s been doing to build a skills operating system for workforce planning at Novartis.

In this episode, René and I discuss:

• Why having a robust skills ontology is so important
• How to incorporate internal and external skills data, in a single skills ontology
• Novartis's approach to skills-based workforce planning with some examples of their targeted approach
• Specific advice for organisations looking to adopt a skills-based approach to workforce planning

Support for this podcast comes from Medallia. You can learn more by visiting https://www.medallia.com/employee-experience/.

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This week’s podcast guest is Charles Jennings, Partner at the 70:20:10 Institute. Charles is a big believer in getting the learning context right by better embedding learning into work, often called informal learning, experiential learning, or real learning. While the 70:20:10 model was designed to promote this approach, many organisations adopting the model are still falling short of the mark. Charles and I dig into this in more detail throughout the episode, with many insights, both from the academic literature and practical case studies from organisations.

In this episode, we discuss:

• How to re-think our traditional conceptions of learning, and better embed up-skilling into daily work and social interactions
• Focusing on performance analysis over skills or learning analysis, and how organisations can achieve this with examples from a couple of companies
• The relevance of the 70:20:10 model for learning today and getting L&D teams back on track, thinking about performance and impact instead of viewing learning itself as the end goal

Support for this podcast comes from Medallia. You can learn more by visiting https://www.medallia.com/employee-experience/.

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This week’s podcast guest is Melissa Arronte, Employee Experience Practice Lead at Medallia. Melissa started her career in people analytics before the term really even existed and her career has taken her on a fascinating journey where she has become a bonafide expert in employee surveys and continuous listening, two topics that we cover extensively throughout this episode.

Throughout this episode Melissa and I discuss:

• The state of employee experience today
• How to measure the business impact of employee experience and the future of the field
• The technology buying journey for employee experience leaders
• Continuous listening in the workplace, the business value, the key challenges and the data sources available beyond employee surveys

Support for this podcast comes from Medallia. You can learn more by visiting https://www.medallia.com/employee-experience/.

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This week’s podcast guest is Steve Scott, Managing Director and Global Head of Workforce Management and Analytics at Standard Chartered Bank, talking about the critical importance of developing a data-driven culture in HR, in order for people analytics to deliver sustainable value to the business.

Throughout this episode, Steve and I talk about:

• How the field of people analytics is evolving
• Building an effective talent marketplace that functions in a hybrid work environment
• The transformation of people analytics at Standard Chartered, to a value adding function
• How to ensure that the field continues to address business challenges and the future of people analytics
• The role of the CHRO and the people analytics leader in developing a data-driven culture for HR

Support for this podcast comes from Medallia. You can learn more by visiting https://www.medallia.com/employee-experience/.

Hosted on Acast. See acast.com/privacy for more information.

This week’s podcast guest is Thimon De Jong, a social psychologist specialising in the future of human behaviour and the Founder at Whetston. Throughout this episode Thimon and I talk a lot about the psychological impacts of the pandemic on the workforce and discuss the following topics:

• How organisations and employees confront change during a crisis and taking an experimental approach to hybrid work
• Thimon’s interesting perspective on why asking employees what they want during the crisis itself, might not be the best approach
• The reality of COVID being a digital decelerator despite the speed at which companies have gone virtual
• The Gen Z workforce and how allowing younger workers to shape the workplace might be more effective than trying to mould the individuals themselves, to meet the expectations of the existing environment

Support for this podcast comes from Medallia. You can learn more by visiting https://www.medallia.com/employee-experience/.

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We all know the world of HR is changing. With the introduction of new technologies and a shift toward more holistic approaches to employee experiences, the traditional boundaries of human resources are rapidly evolving. 

So, what does modern HR look like today?  

At LEGO, it looks like a groundbreaking HR model they call "People, Places, and Culture”.  

To explore how this innovative HR framework is setting new standards in the industry, in this episode of the Digital HR Leaders podcast, host David Green is joined by Loren Shuster, Chief People Officer at the LEGO Group. 

Topics covered in the discussion include: 

• An examination of LEGO's holistic approach to integrating "People, Places, and Culture," and how it aligns with broader business objectives 
• A discussion on how this model influences LEGO’s strategies in talent management, workplace design, and cultural development 
• Insights into how LEGO utilises technology and analytics to support its innovative HR practices and maintain its commitment to continuous innovation 
• An analysis of the impact of these HR practices on creating a flexible and adaptive organisational culture 
• An exploration of the broader implications for other organisations looking to innovate their HR practices in similar transformative ways 

For anyone interested in understanding how an integrated HR framework can transform an organisation’s approach to workforce management and enhance overall organisational effectiveness, this episode is a must-listen. 

Support from this podcast comes from Worklytics, a people-centric analytics solution that combines passive listening with Organisational Network Analysis (ONA) to help you understand how work is getting done.  

Curious to see how it works?  Worklytics is offering a free Collaboration Analysis to the first 10 qualified companies who express interest by clicking on the following link: www.worklytics.co/DigitalHRLeaders 

Hosted on Acast. See acast.com/privacy for more information.

This week’s podcast is a special bonus episode where David shares his thoughts on the trends and predictions for HR in 2022. 2021 exposed a growing chasm between employers, who yearn for a return to significant in person based working, and employees, who don’t. This only magnifies the importance of the field of human resources. The pandemic has not only accelerated the future of work, it has accelerated the role of HR too. 

HR’s journey from an inward looking function, focused on compliance, process, standardisation, and intuition, to an outward looking function, focused instead on skills, products, personalisation, and data, has gathered paced in the last two years and is set to quicken further in 2022.

In this episode, David discusses:

• How HR is orchestrating the shift to hybrid work
• How leading companies productised people analytics solutions for employees, managers, and executives
• Why the shift towards a skills-based organisation is transforming the role of HR
• What HR leaders and professionals should do to prepare for the future

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This week’s podcast guest is Nerys Mutlow, Evangelist in the Chief Innovation Office at ServiceNow. Throughout this episode Nerys and I discuss:

• The gap between customer experience and employee experience and Nerys’s perspective on how employee experience is evolving
• How to design an excellent employee experience by thinking beyond personas to individual level wants and need
• The relationship between employee wellbeing and productivity, and striking the right balance in particular for hybrid work
• The importance of employee listening and experimentation in the hybrid work environment

Support for this podcast is brought to you by ServiceNow. You can learn more by visiting servicenow.com.

Hosted on Acast. See acast.com/privacy for more information.

This week’s podcast guest is Anshul Sheopuri, Vice-President and Chief Technology Officer at IBM Workforce, talking about one of the key skills for HR professionals at IBM, data literacy. As both a business and technical executive at IBM, working in HR, Anshul shares his views with us on both the strategic and technological future of HR, with a particular focus on the application of artificial intelligence across the field. 

Throughout this episode Anshul and I discuss:

• The five pillars of trustworthy AI and HR: transparency, explainability, fairness, robustness, and privacy, as well as examples of trustworthy AI in action
• The applications of AI in HR, that Anshul is most excited about, including the multifaceted recommendation engine that connects IBMers to learning, mentors, job roles, and career opportunities, with skills data as the silver thread that holds it all together
• Anshul’s top tips for HR and people analytics professionals, to deploy AI ethically
• How to develop a data-driven culture at IBM by celebrating individuals who embody that culture, investing in the right tools and technology to democratise data across the organisation and making it clear which skills are needed, including data literacy

Support for this podcast is brought to you by Huler, you can learn more by visiting huler.io.

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This week’s podcast guest is Patrick Coolen, Global Head of People Analytics, HR Intelligence and Organisational Design at ABN AMRO, talking about his journey, setting up and evolving his people analytics team at ABN AMRO, over the last eight years. 


I have known Patrick, for most of that time and one of the main things that has always stood out to me has been his laser sharp focus on delivering value to the business.

Throughout this episode, Patrick and I discuss:

• His brilliant article written together with his colleague Jaap Veldkamp, 8 Big Ticket Items for People Analytics
• Analytics for personalisation as well as analytics for value and analytics for evaluation
• Patrick's journey developing the people analytics team at ABN AMRO over the last eight years, which all started with a focus on advanced analytics and the business
• The excellent work Patrick is doing in employee listening 


Support for this podcast is brought to you by Huler, you can learn more by visiting huler.io.

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This week’s podcast guest is Nicky Hoyland, CEO, and co-founder of Huler who talks about moving away from defining where work gets done and instead focusing on the task at hand, the ultimate goal we are striving towards, and letting people figure out for themselves the best way to do that.

As a self-proclaimed work tech nerd, Nicky talks about the role that workplace tech plays in a new world of work, enabling people to get work done in the easiest simplest way possible, so once again, we can focus on the end goal of business, above all else.

Throughout this episode, Nicky and I discuss:

• How workplace tech has rapidly evolved over the last two years and what to expect of workplace tech, employee experience, and digital wellbeing, moving forwards
• How to set up your hybrid meeting for success
• How to create a culture of trust in the workplace, which is vital for performance

Support for this podcast is brought to you by Huler, you can learn more by visiting huler.io.

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This week’s podcast guest is Ernest Ng, Vice President of Global Employee Success Strategy and People Analytics at Salesforce. In this episode, Ernest shares his team’s approach to managing the workforce, mirroring the approach the company takes to ensure customer success and satisfaction.

Throughout our conversation, Ernest and I discuss:

• The role of people analytics in ensuring employee success
• The importance of developing a data driven culture across HR
• Salesforce’s approach to hybrid work, known as the success from anywhere strategy, and the role of the people analytics team in enabling the approach, by helping the business to understand the conditions that help employees be productive and healthy
• The critical elements for success in people analytics, including getting the right stakeholders involved in the execution phase and the investment phase
• The team’s work on skills inference and how this has been used across internal mobility programs, career development, mentoring programs, as well as talent acquisition and onboarding

Support for this podcast is brought to you by Huler, you can learn more by visiting huler.io.

Hosted on Acast. See acast.com/privacy for more information.

This week’s podcast guest is Dr. Jaclyn Lee, Chief Human Resources Officer at the Singapore University of Technology and Design, who is talking about the role of data and analytics in the culture transformation program at the university. While technology plays a big part in culture transformation at the university, Jaclyn remained ever cognisant of the people at the heart of the transformation and ensuring that their diverse values were understood and respected.

Throughout this episode Jaclyn and I discuss:

• How to attract a diverse pool of international talent to a brand new university
• Bridging the practitioner, academia divide to develop a tool to measure culture transformation
• Establishing a data-driven workforce planning process at the university and overcoming initial resistance by establishing a task force
• Up-skilling HR professionals to become more digitally literate and analytically capable

Support for this podcast is brought to you by Huler, you can learn more by visiting huler.io.

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This week’s podcast guest is April Rinne, Change Expert and Author of her fantastic new book, Flux: Eight Superpowers For Thriving in Constant Change. April is on a mission to get us to think differently about our relationship to change. It is not something we can necessarily control, but it is something we need to be very comfortable with.

Throughout this episode, April and I discuss:

• The eight superpowers to help individuals and organisations successfully navigate change, as well as April's number one piece of advice to organisations going through change
• The power of portfolio careers for workforce planning, for the individual to have a meaningful, satisfying work life and on a societal level, to provide unparalleled access to opportunities
• The shifting relationship between employee and employer and how the concept of a job is swiftly becoming extinct

Support for this podcast is brought to you by Degreed, to learn more visit degreed.com.

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This week’s podcast guest is Tina Kao Mylon, Chief Talent and Diversity Officer at Schneider Electric. In this episode, Tina talks about how Schneider Electric uses their talent marketplace platform to not only match individuals to career opportunities, but also to mentors, striking the right balance between being technology enabled and human centric.

Throughout this episode Tina and I also discuss:

• Schneider Electric’s pragmatic and applied high tech, high touch, approach to culture and leadership transformation
• How Schneider Electric is using employee voice to help build a flexible and hybrid work approach that is inclusive of everyone
• How data and analytics ensures the success of Schneider Electric’s unique multi-hub model
• The ways in which Schneider Electric’s talent marketplace model, disrupts manager’s understanding of work and careers and democratises opportunities for the workforce

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This week’s podcast guest is Janice Burns, Chief People Officer at Degreed, who is passionate about the importance of learning and that the impact of learning isn't limited to remaining within the four walls of an organisation. Throughout this episode, Janice and I discuss:

• Janice’s key strategic roles moving into the Chief People Officer role
• The concept of guided freedom and why learning leaders should think differently about facilitating learning
• The role of coaching and mentoring in professional development

Support for this podcast is brought to you by Degreed, to learn more visit degreed.com.

Hosted on Acast. See acast.com/privacy for more information.

What constitutes an effective manager today?  

Worklytics’ research found that the role of the manager has changed exponentially since pre-pandemic. With the rise of hybrid models and distributed teams, greater employee expectations and the need to integrate new technologies – these significant shifts in the workplace are all making the role of managers more complex. 

To discuss these shifting dynamics, in this episode of the Digital HR Leaders podcast, host David Green is joined by Catherine Coppinger, Head of Customer Insights at Worklytics. Together, they delve into Worklytics’ latest findings on manager effectiveness, revealing some surprising insights that challenge the traditional views of management. 

Topics covered in the discussion include:  

• How the role of managers has evolved post-pandemic due to hybrid work models, distributed teams, greater employee expectations and new technology integrations 
• Explanation of what passive data is and how it can be utilised to assess manager effectiveness from workplace tools 
• Analysis of how a manager’s network density affects the effectiveness of hybrid and return-to-office strategies 
• Insights into the optimal frequency of communication between managers and their remote or hybrid team members 
• Examination of the effects of delayering trends in large organisations on manager and organisational effectiveness 
• Exploration of the best team size for maximising managerial effectiveness based on recent research findings 
• Discussion on the ethical considerations in using passive data to inform business and HR strategies 

For anyone interested in understanding and enhancing team dynamics and manager effectiveness through data, this episode is for you.  

Support from this podcast comes from Worklytics, a people-centric analytics solution that combines passive listening with Organisational Network Analysis (ONA) to help you understand how work is getting done.  

Curious to see how it works? Worklytics is offering a free Collaboration Analysis to the first 10 qualified companies who express interest by clicking on the following link: www.worklytics.co/DigitalHRLeaders 

Hosted on Acast. See acast.com/privacy for more information.

This week’s podcast guest is Joan C. Williams, distinguished Law Professor at the University of California, Hastings College of Law, and Director for the Centre of WorkLife Law, and author of a brilliant new book, Bias Interrupted: Creating Inclusion for Real and for Good.

Joan is dedicated to propagating an approach to Diversity and Inclusion that delivers real impact for the business and ensures real change is made.

Throughout this episode, Joan and I discuss:

• How to connect D&I initiatives to business metrics that matter, with case studies from companies around the world
• The five patterns of bias that repeatedly emerge across organisations and industries
• The concept of bias interrupters, what they are and how to use them in everyday scenarios, to reduce the impact of bias
• The ethical and legal challenges of measuring diversity data and why these challenges are not a good enough excuse for not doing the work

Support for this podcast is brought to you by Degreed, to learn more visit degreed.com.

Hosted on Acast. See acast.com/privacy for more information.

This week’s podcast guest is Peter Manniche Riber, Head of Digital Learning and Analytics at Novo Nordisk, speaking about how the shift to remote work and digital ways of working has, in many ways, democratised learning and made it more inclusive. Great learning experiences should deliver value to the individual by opening up new opportunities as well as creating value for the organisation.  


Throughout the episode Peter and I discuss:

• What a great learning experience looks like and how it delivers value to the business
• How to measure the business impact of learning, using business indicators and data that already exists in the organisation
• How to focus on the ethics of analysing learning data, to deliver value, not only to the business, but to the individual employee as well
• What we mean by data driven learning design and why it is so important

Support for this podcast is brought to you by Degreed, to learn more visit degreed.com.

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This week’s podcast guest is Maarten van Beek, HR Director for Belgium, The Netherlands, and Luxembourg at ING, who I spoke to about the shift from a learn, work, retire approach to careers, to a model of lifelong learning.

To encourage lifelong learning and talent fluidity across the organisation, taking an employee centric approach is vital. In Maarten’s opinion. HR should focus more on the employee journey, the employee experience and less on the responsibilities and confines of rigid traditional L&D roles.

Throughout the episode Maarten and I discuss:

• How organisations can promote a lifelong learning approach to work by encouraging and supporting employees to reinvent their skill sets every three to five years
• The power of using skills data to fuel talent fluidity
• The business value and societal value of measuring skills proficiency without depending on traditional qualifications and educational experience

Support for this podcast is brought to you by Techwolf. To learn more, visit techwolf.ai.

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In this episode of the podcast, Ralf Buechsenschuss, Global Head of Org Design, Analytics and Digitalisation at Zurich Insurance Company, speaks about the future of work, which we both agree is most definitely already here, and how it necessitates a skills-based approach to workforce planning. 


The unpredictability and pace of change facing organisations today is, without a doubt a major challenge, a challenge only exacerbated since the start of the pandemic. It is a skills-based approach to workforce planning that has the potential to position the HR function as a strategic partner to the business, by addressing business priorities as they arise.  


Throughout this episode, Ralf and I discuss:

• Why it is high time to stop viewing workforce planning as a cyclical process, and instead view the starting points of any workforce planning activity as the business strategy and in particular specific business challenges, as they arise
• Ralph's ingenious use of organisational network analysis and workforce planning to understand the flow of expertise throughout the organisation
• How workforce planning and org design can be viewed as two sides of the same coin, and how bringing both under the same umbrella can help HR deliver more value to the business

Support for this podcast is brought to you by Techwolf. To learn more, visit techwolf.ai.

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The World Economic Forum’s Future of Jobs 2020 report, predicts that by 2025, 50% of all employees will need to be re-skilled as 97 million new jobs emerge and 85 million jobs will be displaced by a shift in labour between humans and machines. In this episode of the podcast, Mikael Wornoo, Founder and COO at TechWolf, speaks about how AI and natural language processing is helping to solve a perennial challenge for organisations, namely the process of gathering skills data automatically, continuously, and objectively to understand the skills you have, the skills you need and the gap in-between. 

Throughout this episode, Mikael and I discuss these topics and others, including:

• The biggest challenges facing organisations in gathering and utilising skills data
• How TechWolf helps customers build a single skills taxonomy in just eight weeks and how this can be used to power technologies that drive employee learning and mobility
• How companies are using skills data to solve a myriad of challenges and help the business effectively see around corners

Support for this podcast is brought to you by Techwolf. To learn more, visit techwolf.ai.

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In this episode of the podcast, my guest is Rob Cross, Professor of Global Leadership at Babson College and author of a brilliant new book “Beyond Collaboration Overload”. In this episode, Rob talks about the number one predictor of performance. It's not actually about how smart you are, but how you act as an energiser across your network.

Throughout the episode. Rob and I discuss:

• How to reclaim 18% to 24% of your time or about one full day per week by reducing collaborative overload
• What it means to be an energiser and how to use organisational network analysis or ONA to measure energisers and their impact across the organisation
• How to use active and passive ONA to tackle pressing business challenges such as designing successful hybrid work and diversity and inclusion initiatives

Support for this podcast is brought to you by Techwolf. To learn more, visit techwolf.ai.

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In this episode of the podcast, which sees Dave Ulrich taking my usual host chair and Jonathan Ferrar and I answering Dave's questions, we discuss some of the key messages from Excellence in People Analytics and the Nine Dimensions for Excellence in People Analytics that we write about in the book.

We also talk about the traditional HR function’s attitudes towards analytics, the skills the future HR professional needs and how more broadly people analytics will support a new approach to careers and upskilling for the organisation. Throughout the discussion, we also cover several case studies from the likes of Microsoft, Nestle and FIS.

Support for this podcast is brought to you by Techwolf. To learn more, visit techwolf.ai.

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Of the companies Jonathan Ferrar and I researched and included in our recently published book Excellence in People Analytics. One that really stood out was Microsoft. It is one of the best examples of scaling people analytics to provide value for employees and the business. I am especially delighted, therefore, that Microsoft's Chief People Officer, Kathleen Hogan is my guest on this week's episode of the podcast.

In our conversation, Kathleen and I discuss:

• How HR is a strategic partner to the business at Microsoft
• How Kathleen has worked closely with CEO Satya Nadella, to develop the culture at Microsoft over the last five years
• The role of people data in supporting decision-making and busting myths
• The impact of continuous learning
• How a daily pulse of two and a half thousand employees has helped shape Microsoft's approach to hybrid working

This episode is a must listen for anyone interested or involved in people strategy, culture and inclusion. So that's business Leaders, Chief HR Officers and anyone in a people analytics, learning, talent management or HR business partner role.

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My guest on this week's episode of the podcast, Toon Van der Veer, is the Global Vice President of People Continuity at AB InBev and a strong proponent of using data, analytics and artificial intelligence in people management. As Toon explains to me in our conversation, data provides HR professionals with countless opportunities. And this is certainly proving to be the case with the innovative work he is leading at AB InBev.

In our conversation, Toon and I discuss:

• How AB InBev brings data to talent conversations
• The importance of focusing on adoption and change management
• Why a "You spoke. We listened. We acted." approach is a critical element of employee listening
• How companies should approach the measurement and utilisation of skills data

This episode is a must listen for anyone interested or involved in people analytics, employee experience, and HR tech, so that is CHROs and anyone in a people analytics, workforce planning, or HR business partner role.

Support for this podcast is brought to you by AG5. To learn more, visit www.ag5.com.

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In research we undertook last year at Insight222, to investigate the future of workforce planning, nearly all of companies surveyed (90%) expressed the desire to build a skills-based workforce planning process.

However, only a quarter of companies just 26% were actively doing so. One company that is successfully harnessing skills data to inform workforce planning and learning and to drive business outcomes such as safety compliance and productivity is Tata Steel. My guest on this week's episode of the podcast is Joanne Kuipers, manager at the Tata Steel academy based in the Netherlands.

In our conversation, Joanne and I discuss:

• How Tata Steel visualises skills data and makes it actionable for managers
• The key considerations in a build versus buy approach to closing skills gaps
• The public private approach to up-skilling and re-skilling in the Netherlands
• How companies should approach the measurement and utilisation of skills data

This episode is a must listen, for anyone interested or involved in operationalising skills data to support learning and consequently benefit the business and the workforce. So that is CHROs and anyone in a learning people, analytics, workforce planning, or HR business partner role.

Support for this podcast is brought to you by AG5. To learn more, visit www.ag5.com.

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Creating a data-driven HR function isn’t just about number crunching. It is about the ability to turn these insights into stories that captivate, persuade, and inspire action. 

In this episode of the Digital HR Leaders podcast, David Green sits down with Cole Nussbaumer Knaflic, for a deeply insightful conversation on the transformative power of storytelling in the context of HR data and analytics.  

With the world having shifted dramatically towards distributed teams and digital-first communication, the tools and strategies we use to make our case to stakeholders have also had to adapt. Cole, fresh off the publication of her third book, "Storytelling with You: Plan, Create, and Deliver a Stellar Presentation," dives into how these shifts affect the way we should approach storytelling with data today. 

Listeners will walk away with a wealth of knowledge on the following topics: 

• How AI technologies can enhance storytelling skills 
• Strategies to better understand your audience and customize your presentations for maximum impact 
• Essential guidelines for presenting data to stakeholders 
• Cole's secrets to captivating an audience, from confidence and tone of voice to avoiding common speaking pitfalls 
• Best practices for seeking and utilising feedback to continuously enhance your presentation skills  

Support from this podcast comes from Worklytics, a people-centric analytics solution that combines passive listening with Organisational Network Analysis (ONA) to help you understand how work is getting done.  

Curious to see how it works?  Worklytics is offering a free Collaboration Analysis to the first 10 qualified companies who express interest by clicking on the following link: www.worklytics.co/DigitalHRLeaders 

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By 2025, 50% of all employees will need to be re-skilled, according to the World Economic Forum's future of jobs 2020 research. The same study predicts 97 million new jobs will emerge and 85 million will be displaced by a shift in labour between humans and machines. Most commentators believe that the pandemic has only accelerated this progress. It is not surprising, therefore, that skill availability is high on the CEO’s agenda. Recent research by McKinsey highlights that 79% of CEOs are concerned about skill availability impacting, innovation, cost, quality and growth.

My guest on this week's podcast is Rick Van Echtelt, The Founder and CEO at AG5. Through their software AG5’s mission is simple, to visualise and close skills gaps. Rick and his team do this by essentially providing an accounting system for skills, which aggregates data from multiple systems, maps current skills, tracks progress towards learning new skills and identifies some missing skills needed to future-proof the organisation.

In our conversation, Rick and I discuss:

• The challenges involved in getting a handle on skills data
• The value of measuring skills data and how companies should approach it
• How having a skills based view provides multiple benefits
• How AG5 helps clients visualise and close skills gaps

This episode is a must listen for anyone interested or involved in creating a workforce planning, learning and recruiting tool. So that is CHROs and anyone in a people analytics, learning, workforce planning, talent acquisition or HR business partner role.

Support for this podcast is brought to you by AG5. To learn more, visit www.ag5.com.

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The guest on this week's episode is Tertia Wiedenhof, Global Leader and Product Owner for the People Analytics and Insights Team at Rabobank. To reflect the advance of new technology, the changing needs of customers, the emergence of new competitors and changes in the way we work, Rabobank is shifting to agile ways of working as it transforms into a fast moving, digital co-operative bank. HR at Rabobank was one of the early adopters in embracing agile, but what does this actually mean to the work of HR? What does it mean to the approach to people analytics, both in the way the function is set up and the focus of its work?

In our conversation Tertia and I discuss:

• How the shift to agile has intensified the focus on employee experience
• How the people analytics team is set up and how it collaborates with the business
• The impact the move to agile has had on the HR operating model
• How to design, test and iterate products with and for employees
• The changes in skillsets required to flourish with agile ways of working

This episode is a must listen for anyone interested or involved in business transformation, new ways of working and employee experience. So that is Business Leaders, Chief HR Officers and anyone in a People Analytics, Organisational Design, Culture, Learning, Employee Experience, or HR Business Partner role.

Support for this podcast is brought to you by AG5. To learn more, visit www.ag5.com.

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As Ron Friedman, my guest on this week's episode, explains, we have been taught for generations that there are two ways to succeed either from talent or practice, the latter popularised by Malcolm Gladwell in his book Outliers.

In his new book, Decoding Greatness, Ron describes a third path. One that has quietly launched icons in a wide range of fields from artists, writers and chefs to athletes, inventors and entrepreneurs and one that would be applied widely to learning in the workplace, the path of reverse engineering. Ron is a social psychologist whose main focus is on helping people succeed faster. He is a frequent contributor to publications like Harvard Business Review, Psychology Today and Forbes. Ron’s first book, The Best Place To Work, The Art and Science of Creating an Extraordinary Workplace, which we also discuss in our conversation, was named a Business Book Of The Year by Inc.

In our conversation, Ron and I discuss:

• The differences between learning through talent practice and reverse engineering
• How to harness the power of reverse engineering and boost your career
• Why the three key psychological needs of autonomy, competence and relatedness are at the heart of employee engagement and performance
• How to learn and acquire new skills
• How to optimise for workplace relationships and work environments in a hybrid future

This episode is a must listen for anyone interested or involved in creating a culture of performance and continuous learning. So that is Business Leaders, CHROs and anyone in a people analytics, culture, learning, employee experience or HR Business Partner role.

Support for this podcast is brought to you by AG5. To learn more, visit www.ag5.com.

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The transformation that Steven Baert is leading as Chief People and Organisation Officer at Novartis, in shaping culture and leadership to a re-imagined medicine is hugely impressive. As Steven explains in this week's episode of the podcast, Novartis is successfully fuelling a scientific and entrepreneurial spirit of the company through its inspired, curious and un-bossed culture. This equips the people closest to the customer or product with the freedom to own the important decisions about their work for themselves. Novartis is also empowering their people by re-imagining its approach to performance management. As one of the worlds foremost science companies, that is entirely fitting that Novartis has taken a scientific approach to diagnosing, developing, trialling and productising its approach to performance management.

In our conversation Steven and I discuss:

• How he partners with CEO Vasant Narasimhan and the rest of the executive team at Novartis
• The concept of un-bossing and what that entails for leaders
• How Novartis has diagnosed that their previous performance management culture was a point of friction for employe
• How Novartis has taken a scientific approach to re-imagining performance management involving 16,000 people
• The four elements of the new approach to performance management, encompassing objectives, feedback, recognition and reward

This episode is a must listen for anyone interested or involved in the role of organisational culture and performance. So that is Business Leaders, Chief HR Officers and anyone in a Strategy, People, Analytics, Culture, Employee Experience or HR Business Partner role.

Support for this podcast is brought to you by Quantum Workplace. To learn more, visit www.quantumworkplace.com/digitalhr.

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AT&T is the world's largest telecommunications company and it is in the midst of a major business and organisational transformation. As part of this AT&T is evolving its performance culture towards a more agile approach based on the notion of Kind Candor. My guest on this week's episode, Melissa Corwin, is The Vice President for Employee Experience and she is overseeing the development of the new performance culture. As you will hear, this is an impressive, well coordinated strategy that is supported across the organisation and tied closely to improving outcomes for the business, employees and AT&T’s customers.

In our conversation, Melissa and I discuss:

• The impact of AT&T's business transformation on culture and behaviours
• The key components of the new performance culture
• The importance of Kind Candor and we look at the expected outcomes of the new performance culture.

This episode is a must listen for anyone interested in or involved in the role of performance culture and performance management in business transformation. So that is Business Leaders, Chief HR Officers and anyone in a Strategy, People Analytics, Culture, Employee Experience or HR Business Partner role.

Support for this podcast is brought to you by Quantum Workplace. To learn more, visit www.quantumworkplace.com/digitalhr.

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The guest on this week's episode is Greg Harris, CEO of Quantum Workplace, which was founded in 2003 and has since emerged as one of the pioneers in the revolution of the employee feedback market.

Greg believes that the economic value of employee feedback is probably equal to, or greater than, input from customers and that employee feedback is the first step in creating an inclusive environment. Greg also explains why employee engagement and performance management are two sides of the same coin.

In our conversation, Greg and I discuss

• What modern employee feedback looks like and how it has evolved over the last 10 years
• How CEOs have used employee listening to drive communication to the workforce during the pandemic
• How to drive action, behaviour change and a culture of inclusion, from the insights arising from employee feedback
• How employee experience and people data is driving a similar change in HR, to the change that customer experience and customer data has already made to the marketing function
• How companies should approach performance management in the future.

This episode is a must listen for anyone interested or involved in employee listening, employee experience and the reshaping of performance management. So that is Chief Human Resource Officers and anyone in an employee Experience, People Analytics, Culture or HR Business Partner role.

Support for this podcast is brought to you by Quantum Workplace. To learn more, visit www.quantumworkplace.com/digitalhr.

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BNY Mellon is America's oldest bank, having been created in 1784, and is currently on a journey of reinvention as it transforms into a digital organisation. The pandemic has accelerated this journey and that is where Jolen Anderson, my guest on this week's episode, comes in. Jolen is a Global Head of Human Resources and with her team, is responsible for translating their business strategy into their workforce strategy and igniting the passion of BNY Mellon's employees. As the business transformation was accelerated by the pandemic Jolen and her team are focused on three key driving principles. First, operational resiliency. Second, service to customers and third, employee wellbeing and safety. These three principles, not only underpin the digital transformation but the bank's culture too.

In our conversation Jolen and I discuss:

• The central role of HR in business transformation
• How employee wellbeing was prioritised during the twin pandemics of 2020
• How resilience and inclusion are competencies that can be nurtured
• The central role of people data and analytics in the work that Jolen and her team are doing
• Why it is critical for CHROs to approach people transformation with intentionality right now and how to do this

This episode is a must listen for anyone interested or involved in the role of workforce strategy and business transformation. So that is Business Leaders, Chief HR Officers and anyone in a Strategy, People Analytics, Culture or HR Business Partner role.

Support for this podcast is brought to you by Quantum Workplace. To learn more, visit www.quantumworkplace.com/digitalhr.

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My guest this week is Dr. David Rock, who coined the term NeuroLeadership and is the Co-Founder and CEO of the NeuroLeadership Institute, which has worked with over 50% of the Fortune 100 companies, to make organisations better for humans through science.

David has authored four successful books, including Your Brain At Work, a business best seller and has written for and been quoted in hundreds of articles about leadership, organisational effectiveness and the brain.

The centrepiece of my discussion with David is his SCARF Model, which is based on neuroscience and is designed to help us work more effectively with others.

When I came across the model a few years ago, it helped me better understand myself and change the way I interact in social situations. The SCARF Model is comprised of five key domains that influence our behaviour in social and work situations. Firstly, Status - our relative importance to others. Secondly, Certainty - our ability to predict the future. Third, Autonomy - our sense of control over events. Fourth, Relatedness - how safe we feel with others. And finally fifth, Fairness - how fair we perceive the exchanges between people to be. As David explains in our discussion, these five domains activate the same threat and reward responses in our brain that we rely on for physical survival. This explains why ourselves and others will sometimes have strong emotional reactions in social situations, both at home and at work. It is a fascinating topic and one, I know, that listeners will enjoy.

In our conversation, David and I discuss

• How the SCARF Model has grown in relevance during the pandemic
• The window of opportunity companies and leaders have to solve for autonomy and build a better post pandemic normal
• The role of leaders in enabling their organisations to be truly diverse, equitable and inclusive
• How companies should approach Performance Management in the future

This episode is a must listen for anyone interested or involved in Neuroscience and its role in Leadership, collaboration, culture and performance. So that is Business Leaders, Chief People Officers and anyone in a Behavioural Science, People Analytics or HR Business Partner role.

Support for this podcast is brought to you by Quantum Workplace. To learn more, visit www.quantumworkplace.com/digitalhr.

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My guest on this week's episode is Jimmy Zhang, the Head of People Strategy and Analytics at Vertex Pharmaceuticals. He joined the company, which has just over 3000 Employees, in 2018 and has built the People Analytics team from the ground up. I am often asked if People Analytics is the preserve of larger companies and I always say no, every company has business questions that can be answered with People Analytics. That said there are different challenges in setting up a People Analytics Team in an organisation with, say less than 5,000 Employees. For one, you don't have the luxury of building a large team, this means you need to take a different approach, one of partnership and leveraging skills from across the organisation. This is exactly what my guest on this week's episode has done and in doing so has built one of the most agile, most innovative and most successful People Analytics Teams I have come across.

In our conversation, Jimmy and I discuss:

• How Vertex leverages a partnership model, a strong foundation in governance and ethics, to advance People Analytics in the company
• The tripartite relationship between the People Analytics team, HR Business Partners and the Business and how this helps prioritise and elevate People Analytics work
• Work that Jimmy is leading around skills to help drive career growth, development and mobility at Vertex
• How Vertex is building a continuous employee listening program, which couples active and passive data sources
• How Vertex tackles the build versus buy conundrum when it comes to HR and People Analytics technology

This episode is a must listen for anyone tasked with building or transforming People Analytics or who is involved in building or buying HR technology. So that is Business Leaders, CHROs and anyone in a HR Leadership, People Analytics, Workforce Planning or HR Business Partner role.

Support for this podcast is brought to you by charthop. To learn more, visit https://www.charthop.com/digitalhr.

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My guest on this week's episode is Jignasha Grooms, Chief Human Resources Officer at Epicor Software, a 4,000 person, global technology company.

Jignasha has 20 years of experience in the IT Industry, both in Business and Sales Operations and in Human Resources. Prior to joining Epicor, in November 2016, she spent eight years at Cisco, where in her last role she led HR for the America Sales Organisation, The Global Marketing Function, The Global Sales and Operations Function, as well as the staffing discipline in support of all Cisco Businesses and Functions in Asia, Pacific and Japan. Perhaps Jignasha’s biggest achievement in her role at Epicor has been the development of The One Epicor Culture, which puts employees at the centre and is built on pillars, including trust, agility, authenticity and empathy. It is a particularly impressive story, as you will hear, and one that has led to some significant outcomes for the Business and the workforce.

In our conversation Jignasha and I discuss:

• How Epicor is using and measuring the success of using AI in the recruitment process
• What HR can learn from the pandemic and what it needs to do to continue experimenting and not fall back into the old way of doing things
• How to build and develop a culture in a company that is growing organically and by acquisition
• How to measure the business impact of culture and connect the dots between customer experience and employee experience
• How having the right people data in place supports a business operating in a fast paced environment

This episode is a must listen for anyone interested in Culture and leading HR in a global organisation. So that is Business Leaders, CHROs and anyone in a People Analytics, Culture, Employee Experience or HR Business Partner role.

Support for this podcast is brought to you by charthop. To learn more, visit https://www.charthop.com/digitalhr.

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In this episode of the Digital HR Leaders podcast, David Green is joined by Nickle LaMoreaux, Chief Human Resources Officer at IBM, to explore the transformative impact of Artificial Intelligence (AI) in HR.  

With a spotlight on IBM’s pioneering work in integrating AI into HR practices, Nickle shares her invaluable insights into how AI is revolutionising the way we think about talent management, employee engagement and predictive analytics. 

Key topics discussed in this conversation include:  

• The evolution of AI in HR at IBM 
• Examples of how IBM is harnessing AI to transform HR practices 
• How IBM turned the challenges of implementing AI in HR into opportunities 
• How IBM ensures ethical and responsible use of AI 
• The emerging trends and the skills HR professionals need to stay ahead in the digital age  

Support from this podcast comes from Worklytics, a people-centric analytics solution that combines passive listening with Organisational Network Analysis (ONA) to help you understand how work is getting done.  

Curious to see how it works?  Worklytics is offering a free Collaboration Analysis to the first 10 qualified companies who express interest by clicking on the following link: www.worklytics.co/DigitalHRLeaders 

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My guest on this week's episode is Ian White, Founder and Chief Executive Officer at ChartHop, one of the fastest growing and most exciting new technologies in our space. ChartHop has grown by more than 10X since the start of the pandemic and has a prestigious list of investors, including Andreessen Horowitz. Josh Bersin recently highlighted ChartHop as “a cool tool that displays every piece of data you need in a visual way” which is high praise indeed and deservedly so. Ian believes that when people have the full context, know what they are trying to achieve together, know their roles and fundamentally trust that Managers and Leaders are transparent and fair, you can achieve great things.

In our conversation, Ian and I discuss:

• How Ian's own experience as a customer of HR Tech helped inspire him to build and scale ChartHop
• How to bring data to life so that it is accurate, accessible and applicable and so leads to actionable insights
• Why agility, organisational design and workforce planning all need to evolve, to support the world of hybrid work
• How CHROs can build on the last year and have an ability to experiment, to explore and to respond quickly
• How having the right people data in place supports a business operating in a fast paced environment.

This episode is a must listen for anyone interested in technologies that help organise, manage and visualise people data so that it drives actionable insights. So that is Business Leaders, CHROs and anyone in a People Analytics, Workforce Planning or HR Business Partner role.

Support for this podcast is brought to you by charthop. To learn more, visit https://www.charthop.com/digitalhr.

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At Insight222, we are fortunate to work with some of the smartest and most progressive Leaders in the field of Human Resources. Isabel Naidoo, my guest on this week's episode of the podcast, definitely falls into this category.

Isabel is the Global Head of Inclusion and Talent at FIS, where she runs the Strategic Talent Agenda for the FinTech company’s 60,000 employees. One of the features of the work that Isabel oversees at FIS, is how the company has seamlessly incorporated HR technology to bring personalised, consumer like experiences, to its employees and how it has harnessed people analytics.

In our conversation Isabel and I discuss:

• How the new learning platform at FIS is delivering customised learning experiences and supporting wellbeing
• How FIS has built a successful people analytics and workforce planning function
• How the last 12 months have changed what it means to lead
• How having the right people data in place supports a business operating in a fast paced environment

This episode is a must listen for anyone interested or involved in how people data, technology and analytics can personalise HR programs, enhance the employee experience and drive better business outcomes. So that is business Leaders, CHROs and anyone in a People Analytics, Learning or HR Business Partner role.

Support for this podcast is brought to you by charthop. To learn more, visit https://www.charthop.com/digitalhr.

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The guest on this week’s episode of the podcast is Claude Silver, Chief Heart Officer at VaynerMedia. 

In our conversation, Claude and I discuss:

• How the role of Chief Heart Officer emerged and how it has evolved
• Claude’s close working relationship with Gary Vaynerchuk, the CEO and how together, they seamlessly merge a people perspective with VaynerMedia’s business strategy
• The Kind Candor program, which is in place at VaynerMedia and which is designed so that feedback is an act of caring and a way of making employees better
• The work that Claude is leading on diversity, equity and inclusion

This episode is a must listen for anyone interested or involved in one of the most important relationships in business, that of the CEO and the CHRO and how the right organisational culture can drive at the same time, business success and employee wellbeing.

Support for this podcast is brought to you by charthop. To learn more, visit https://www.charthop.com/digitalhr.

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