Explorez tous les épisodes du podcast The Systemic Talent Management Podcast
| Titre | Date | Durée | |
|---|---|---|---|
| The One Where We Build Talent Instead of Buying It with Peter Cappelli | 21 Oct 2026 | 00:47:33 | |
When organisations need new capabilities, the default answer has increasingly become: hire it. But what are we losing by not building it? In this episode of the Systemic Talent Management Podcast, Professor David Clutterbuck and Riddhika Khoosal are joined by Peter Cappelli, George W. Taylor Professor of Management at The Wharton School and Director of Wharton’s Center for Human Resources, to explore why organisations have moved away from developing people internally and towards a model of buying talent when they need it. Peter argues that the shift was driven not simply by changing business needs, but by a growing reluctance to invest in development, an increasing reliance on managers who have neither the time nor the skills to develop people, and a fixation on short-term cost reduction. The conversation challenges the assumption that hiring is the answer, explores whether technology is actually making recruitment better, and asks what it would take for HR to stop trying to predict an uncertain future and start managing it more effectively. About Our Guest Peter Cappelli is the George W. Taylor Professor of Management at The Wharton School and Director of Wharton’s Center for Human Resources. He has been recognised by HR Magazine as one of the world’s top management thinkers. His research and writing have shaped thinking on talent management, hiring, workforce development and employment, with his work appearing in publications including Harvard Business Review and The Wall Street Journal. Episode Soundbite “We have to start thinking about managing uncertainty rather than assuming it away.” - Peter Cappelli Timestamps 00:00 Episode preview: Why organisations stopped building talent Follow and Listen Peter Cappelli: LinkedIn Profile Subscribe: | |||
| The One Where HR Focuses on the Levers That Matter with Marc Effron | 07 Oct 2026 | 00:46:30 | |
Are we focusing HR’s energy on the things that actually make the biggest difference? In this episode of The Systemic Talent Management Podcast, Professor David Clutterbuck and Riddhika Khoosal are joined by Marc Effron, Founder and President of The Talent Strategy Group, to explore leverage in HR: identifying the few things within a talent process that have the greatest impact. Marc challenges the complexity that has accumulated around HR practices, making the case for a more disciplined approach grounded in science, business outcomes, and managerial accountability. From goal setting and talent reviews to potential, talent acquisition, and 360-degree feedback, the conversation asks a fundamental question: are we focusing our time and energy on the things that actually make a difference? About Our Guest Marc Effron is the founder and President of The Talent Strategy Group, where he advises leading companies, governments, and nonprofits on talent strategy. He co-authored the bestselling One Page Talent Management and wrote 8 Steps to High Performance, both published by Harvard Business Review Press. Marc co-founded the Talent Management Institute at UNC Kenan-Flagler Business School. He previously held executive HR roles at Bank of America and Avon Products. Episode Soundbite "Goal setting is the leverage in performance management... Get goal setting right. Everything flows well from it." - Marc Effron Timestamps
Follow and Listen Marc Effron: Talent Strategy Group | LinkedIn Prof. David Clutterbuck: LinkedIn Riddhika Khoosal: LinkedIn Subscribe: New episodes released fortnightly. Subscribe wherever you listen to podcasts. | |||
| The One Where HR Stops Assuming and Starts With Evidence with Prof. Rob Briner | 24 Sep 2026 | 00:54:17 | |
What if the core HR practices you rely on to drive organisational success are based on unexamined assumptions rather than solid evidence? In this episode of the Systemic Talent Management Podcast, Professor David Clutterbuck and Riddhika Khoosal sit down with Professor Rob Briner (Queen Mary University of London & Corporate Research Forum) to explore what happens when HR grounds its decisions in evidence. Rob examines why popular practices, from performance appraisals to Tuckman's model and change curves, fail under scientific scrutiny. Together, they unpack how linear thinking and a bias towards immediate action often prevent organisations from diagnosing the real problems. Rob outlines a practical framework for evidence-based practice, urging HR leaders to slow down, clear the decks of misleading beliefs, and make decisions using multiple sources of structured data. About Our Guest Rob Briner is Professor of Organisational Psychology at Queen Mary University of London and Research Director at Corporate Research Forum. For nearly three decades, he has championed Evidence-Based Practice across HRM, management, and work psychology. He leads CRF’s Work Psychology Network and regularly publishes critical reviews examining popular workplace claims (e.g learning styles, psychological safety, growth mindset) to evaluate whether they are backed by scientific evidence. Episode Soundbite “To be evidence-based in any field, from medicine to policing to management, a really important first point is to try and clear the decks... and challenge quite a few assumptions that we make about the issues and problems we're dealing with.” - Prof. Rob Briner Timestamps 00:00 Episode preview: Why evidence-based HR starts with clearing the decks 01:13 Welcome & Guest Introduction 03:10 Beyond linear thinking: Why evidence-based HR requires multiple sources 06:00 - Challenging HR myths: Performance appraisals & change curves 07:31 The engagement myth: Why attitudes don't directly drive performance 09:44 The teamwork myth: Why pseudo-teams fail to deliver expected results 11:05 The deliverables myth: Why individual deliverables don't guarantee organisational performance 13:25 Questioning pseudoscience: Tuckman, Maslow, & Kübler-Ross 17:02 Clearing the decks, challenging assumptions, & recognising bias 21:14 Diagnosing the real problem before jumping to solutions 37:39 Why teams don't always create better performance 44:43 The courage to stop ineffective practices & challenge leaders 47:21 What the research shows about predictors of performance 53:04 Closing thoughts Follow and Listen Prof. Rob Briner: LinkedIn | Corporate Research Forum (rob@crforum.co.uk) Prof. David Clutterbuck: LinkedIn Riddhika Khoosal: LinkedIn | |||
| The One Where Feedback Stops Being One-Way with Peter Berridge | 10 Sep 2026 | 00:36:48 | |
What if the feedback systems you rely on to help your people grow are actually making their performance worse? Research shows that over a third of feedback interventions lead to worse performance. In this episode of the Systemic Talent Management Podcast, Professor David Clutterbuck and Riddhika Khoosal sit down with Peter Berridge (CEO of Shift Positive, Executive Coach, and Author) to unpack why traditional feedback models fail and how to fix them. Peter argues that standard feedback isn't broken by intent, but by design: it isolates individuals, focuses heavily on shortcomings, and hides behind anonymity. Through his Shift Positive® method, Peter introduces a relational framework built on strengths, growth, and allyship, shifting feedback from a one-way evaluation into a collaborative, solution-focused driver of change. Together, they explore how to build a feedback-seeking culture, transform evaluators into developmental allies, and redesign HR systems around a simple truth: we don't change alone, we change in relationship with others. About Our Guest Peter Berridge is CEO of Shift Positive, an Executive Coach and Author. He is the co-creator of the Shift Positive® Method and co-author of Feedback Reimagined, which explores how positive psychology and social support can transform the way organisations approach feedback. Peter holds a Master of Applied Positive Psychology from the University of Pennsylvania and has more than 25 years of experience across executive coaching, facilitation and human resources. Episode Soundbite “Feedback is perspective, it's not truth. And feedback is relative and relational to the person providing it.” - Peter Berridge Timestamps
Follow and Listen Peter Berridge: Shift Positive 360 Professor David Clutterbuck: LinkedIn Profile Riddhika Khoosal: LinkedIn Profile Subscribe: New episodes released fortnightly. Subscribe wherever you listen to podcasts. | |||
| The One Where HR Has an Identity Crisis with Dr. Dieter Veldsman | 27 Aug 2026 | 00:35:14 | |
Does the world need HR? Absolutely. Does it need HR in the way it exists today? Probably not. In this episode of the Systemic Talent Management Podcast, Professor David Clutterbuck and Riddhika Khoosal are joined by Dr. Dieter Veldsman, Chief HR Scientist at the Academy to Innovate HR (AIHR), to explore why traditional HR models are struggling to keep pace with an increasingly complex, interconnected and AI-enabled world of work, and why HR may be facing an identity crisis of its own. Dieter identifies three critical areas for HR to rethink: mandate, operating model and capabilities. They explore why HR needs to move beyond a linear, process-driven mindset, operate as an integrated line of business, and become clearer about the unique contribution it brings to organisational decision-making. The conversation also looks at how HR can help organisations navigate AI, redesign work around human and technological capabilities, and build responsible governance for the future. About Our Guest Dr. Dieter Veldsman is Chief HR Scientist at the Academy to Innovate HR (AIHR) and Professor of Practice in HR and Organisational Behaviour at the University of Johannesburg. An organisational psychologist, researcher, author and former CHRO, his work focuses on strategic HR, organisational design, talent management and the future of work. He is co-author of Work for Humans: Building Sustainable Employee Experience Strategies. Episode Soundbite “Does the world need HR? I would say absolutely. If you ask me the follow-up question, does the world need HR in the way and the shape and the form that it is today? Then I would say probably not.” - Dr. Dieter Veldsman Timestamps 00:00 - Episode preview: The deep impact of HR beyond standardised processes 01:06 - Welcome and guest introduction: Dr. Dieter Veldsman 01:28 - Dieter's journey: Psychology, consulting, tech, and academia 03:30 - The three critical areas for HR: Mandate, operating model, and capabilities 06:20 - Historical context: Is the HR value gap a new phenomenon? 08:44 - HR's identity crisis: Redefining its contribution 12:18 - Learning what to let go: Why HR can't be everything to everyone 14:42 - Moving from linear process mindsets to systemic thinking 18:52 - What does an organisation actually lose if HR disappears? 20:50 - Claiming space at the table and embedding HR into the business model 24:07 - Running HR as an end-to-end line of business 26:22 - Designing HR around employee needs and experience 28:58 - AI, transparency, work design, and governance 34:25 - Closing advice: Owning HR's unique contribution Follow and Listen Dr. Dieter Veldsman: LinkedIn Profile Professor David Clutterbuck: LinkedIn Profile Riddhika Khoosal: LinkedIn Profile Subscribe: New episodes released fortnightly. Subscribe wherever you listen to podcasts.
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| The One Where We Introduce the Podcast | 13 Aug 2026 | 00:15:56 | |
In a world that has grown complex, human, and deeply unpredictable, why are most organisations still running on linear HR models? In this introductory episode, co-hosts Professor David Clutterbuck and Riddhika Khoosal launch The Systemic Talent Management Podcast to address the fundamental gap between static corporate processes and complex organisational reality. Unpacking the limits of command-and-control leadership, how quick-fix cultures stall real progress, and why HR must step up to educate decision-makers to view the organisation systemically, David and Riddhika set the stage for an evidence-based journey toward making organisations more agile, transparent, and human-centered. EPISODE SOUNDBITE: "[HR] must become the educators of the organisation so that the system becomes transparent to those who have the influence to make it different." — David Clutterbuck TIMESTAMPS:
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| Trailer - The Systemic Talent Management Podcast | 02 Jul 2026 | 00:01:23 | |
Most organisations don't struggle to develop people because they don't care. They struggle because the systems they're relying on were never designed for the complexity of human beings. | |||