In this Talent Angle podcast, workforce expert and “Undercover Millennial” Clint Pulver shares his unique methodology of “undercover” interviews to understand employees’ workplace experiences. He discusses the impact of underperforming managers on employees — from low engagement to increased attrition. Using qualitative findings from his interviews, he argues that managers and leaders should create moments that lead to solutions and develop mentorship opportunities for themselves and members of their teams.

Clint Pulver is a professional keynote speaker and author of “I Love It Here: How Great Leaders Create Organizations Their People Never Want to Leave”. Pulver has worked with corporations to create loyalty through his work and research as the “Undercover Millennial.” He has been featured by BusinessQ Magazine as a “Top 40 Under 40.” In 2020, Pulver won an Emmy Award for his short film “Be a Mr. Jensen,” which tells the story of how a single moment and a particular mentor can change the course of a life.

*This episode is an excerpt taken from our 2021 interview.

While hybrid work, new technologies and evolving skills needs are changing how work gets done, what motivates employees remains constant. Author and psychologist Ron Friedman joins the Gartner Talent Angle to share how the latest findings in behavioral psychology can be applied throughout organizations. Friedman shares insights from his books “Decoding Greatness” and “The Best Place to Work” along with examples and stories from his work as founder of ignite80. He explains how HR leaders can use the method of reverse engineering to achieve success, and he details how an intentional focus on the psychological needs of employees can unlock their highest potential.

Ron Friedman is an award-winning social psychologist and the founder of ignite80, a learning and development company that teaches leaders science-based strategies for building high-performing teams. Friedman has served on the faculty of the University of Rochester, Nazareth College, and Hobart and William Smith Colleges, and is a frequent contributor to the Harvard Business Review, Psychology Today, Fast Company, Forbes, and CNN. Popular accounts of his research have appeared on NPR and in major newspapers, including The New York Times, Financial Times, the Globe and Mail, Washington Post, The Guardian, as well as magazines such as Men’s Health, Entrepreneur, and Success. His first book, The Best Place to Work, was named an Inc. Magazine Best Business Book of the Year. His new book, Decoding Greatness: How the Best in the World Reverse Engineer Success, was selected by Amazon's editors as one of 2021’s best books.

Questions of fairness and equity in the workplace have a renewed urgency, given the transition to hybrid work and the more human relationship between employees and employers. Workplace fairness--either perceived or actual--has real consequences on an organization’s performance and retention. Gartner’s Chief of HR Research Brian Kropp joins the Gartner Talent Angle to discuss strategies that organizations can apply to ensure employees are heard to bolster fairness.

Brian Kropp is Gartner’s Chief of HR Research. He oversees Gartner’s research, tools, services and support for CHROs and their leadership teams. Before joining Gartner, he worked in a variety of roles, conducting different types of economic analyses to drive critical business outcomes. He holds a B.S. and M.S. in Economics from Clemson University and a Ph.D. in Public Policy and Applied Economics from the University of North Carolina.

Peter Aykens is a Practice Vice President in Gartner's Human Resources practice. He is responsible for building and leading research teams within the practice addressing client's key initiatives. In prior roles at Gartner, he spent over 25 years leading research teams focused on banking and financial services strategy producing numerous studies that addressed business strategy, channel, marketing, customer experience and product challenges. He holds a B.A. in Political Science from St. Olaf College; a MSc.(Econ) degree in International Politics from the University College of Wales, Aberystwyth; and a MA and Ph.D. in Political Science from Brown University.

*This episode is an excerpt taken from our 2021 interview.

Ronald Schellekens, PepsiCo CHRO, and Ceree Eberly, former Coca-Cola Company chief people officer, join the Gartner Talent Angle to discuss how HR leaders can serve as role models for the business to manage through sustained uncertainty. Schellekens and Eberly share their perspectives for navigating ongoing changes to the talent landscape and preparing for long-term volatility. They draw on their experiences as HR leaders to share advice for attracting external candidates, developing a strong internal talent market and boosting employee engagement.

Ronald Schellekens is Executive Vice President and Chief Human Resources Officer of PepsiCo. Ronald joined PepsiCo in 2018 and oversees the company’s global HR function, which leads talent management and acquisition, leadership development, learning and capability building, compensation and benefits, organizational effectiveness, and HR operations. Ronald and his team also partner with PepsiCo’s Sectors and business units to advance culture, as well as diversity, inclusion and engagement. Prior to joining PepsiCo, Ronald served as Chief Human Resources Officer at Vodafone for 10 years. Ronald holds a Bachelor’s degree in Human Resources and a Master’s degree in Management and Organization from TIAS Business School in the Netherlands and has completed the Program for Management Development (PMD) at Harvard Business School.

Ceree Eberly serves as Chair for the CHRO Global Leadership Board, a network of HR executives working with Gartner to share best practices and influence cutting-edge thinking to guide the next generation of HR leaders. In March 2018, Ceree retired as SVP and Chief People Officer for Coca-Cola after 28 years with the company. She led significant improvements in Coca-Cola’s people and talent processes, leaving a lasting legacy at the organization Ceree is also a member of Women Corporate Directors global organization and has been involved with numerous Human Resources Global Leadership organizations. Ceree has a Bachelor of Arts degree from the University of Tennessee, graduating with high honors.

Inflation, supply chain risks and a tightening labor market are placing a squeeze on organizations, forcing leaders to make difficult tradeoffs. These macroeconomic conditions create challenges and opportunities for HR leaders to guide their organizations through an environment most leaders haven’t experienced before. Chris Scalia, Hershey CHRO, and Ceree Eberly, former Chief People Officer at the Coca-Cola Company, join the Talent Angle to share how HR leaders can thrive during periods of volatility. Drawing on their experiences as HR leaders, Chris Scalia and Ceree Eberly offer guidance for making tough decisions in an uncertain environment, outline approaches to making enterprise level changes amid disruption and provide tangible advice to help HR leaders model behaviors that make organizations excel.

Chris Scalia is The Hershey Company’s Chief Human Resources Officer and leads Hershey’s human resources function with accountability for Workforce Planning, Listening and Analytics, Total Rewards, Inclusion, Equity, Diversity, Talent Management, HR Service Delivery, and Strategic Business Partnering.  Central to Hershey’s vision of becoming a snacking powerhouse are capabilities brought to life through outstanding talent.  An energized workforce and people-centric culture striving to make a positive impact in communities where we live and work is fundamental to how Hershey leads in the marketplace. Chris has held several leadership roles in legal and HR across the spectrum of manufacturing, labor relations, employment law, business partnering, and all of talent.

Ceree Eberly serves as Chair for the CHRO Global Leadership Board, a network of HR executives working with Gartner to share best practices and influence cutting-edge thinking to guide the next generation of HR leaders. In March 2018, Ceree retired as SVP and Chief People Officer for Coca-Cola after 28 years with the company. She led significant improvements in Coca-Cola’s people and talent processes, leaving a lasting legacy at the organization Ceree is also a member of Women Corporate Directors global organization and has been involved with numerous Human Resources Global Leadership organizations. Ceree has a Bachelor of Arts degree from the University of Tennessee, graduating with high honors.

Using findings from her two books — “Collective Genius” and “Being the Boss” — Harvard Business School professor Linda Hill reflects on the elements of leadership that produce innovation. She argues for a view of leaders as social architects, tasked with building cultures and capabilities necessary for their teams to do their best and most creative work. For organizations looking to learn from her leadership playbook, she counsels focusing on creative abrasion, creative agility and creative resolution.

*This episode is an excerpt taken from our 2021 interview.

Humans are hardwired to add rather than subtract. Across various contexts ー whether biological, cultural or economic ー we often default towards more. Professor Leidy Klotz, author of “Subtract: The Untapped Science of Less, ” argues we pay a price for the belief that more is better. In this Gartner Talent Angle interview, Klotz makes the case for the untapped potential of less, exploring subtraction as an overlooked strategy to achieve business results.

*This episode is an excerpt taken from our 2021 interview.

While technology such as instant messaging and videoconferencing have driven digital productivity, leaders and managers are struggling to effectively communicate with their teams using these tools. Entrepreneur Joe Freed joins the Gartner Talent Angle to share how technologies will reduce cognitive load and enhance culture initiatives. He also shares seven markers of digital interactions to assess the health of your organizational culture in the hybrid world.

Joe Freed is the Co-founder and CEO of Cultivate, a technology company providing a leadership development platform for the digital workforce. He has led several startups focused on online learning and HR technology, and lectures at UC Berkeley Extension.

*This episode is an excerpt taken from our 2021 interview.

The significance of understanding employee physical and mental health and wellbeing has increased substantially in the hybrid world. Organizations are rethinking the importance of trust and autonomy in the employee experience to develop healthy, resilient and productive workforces for the long-term. Judith Wiese, chief people and sustainability officer at Siemens, joins the Talent Angle to discuss employee wellbeing and its implications for organizations. She highlights how Siemens’ commitment to wellbeing and empowerment drives positive talent outcomes and positions the organization for sustainable success.

Judith Wiese has been a member of the Managing Board of Siemens AG since October 1, 2020. She is the Chief People and Sustainability Officer as well as Labor Director for Siemens AG. In addition, Judith is responsible for Global Business Services (GBS) at Siemens.

Judith has more than two decades of international experience in various HR fields. From 2017 to 2020, she was Chief Human Resources Officer at DSM, a Dutch company specializing in health, nutrition, and sustainable living. Before that, she worked for the U.S. food company Mars Inc., most recently as Head of People & Organization.

In this Gartner Talent Angle podcast, labor market expert Martha Ross explores how non-college-educated talent can excel at organizations with the right on-the-job learning opportunities. She offers tactics for organizations seeking to diversify their recruitment strategies and improve sourcing of underrepresented talent.

Martha Ross is a senior fellow at the Brookings Metropolitan Policy Program. Ross researches and writes about workers and the labor market, with a focus on low-wage and underemployed workers, the education and employment experiences of 18- to 24-year-olds, pathways to good jobs for young adults, and COVID-19’s disproportionate impact on these talent segments. She has a master’s degree from the University of Chicago’s School of Social Service Administration and a bachelor’s degree from Colorado College.

*This episode is an excerpt taken from our 2021 interview.

Conflict management is an increasingly essential skill for individuals in leadership positions. However, it is a topic that often makes people — especially leaders and managers — feel uneasy. As leaders are responsible for handling conflicts between their employees, teams, and peers, it is crucial for them to have effective strategies for conflict management. Amy Gallo, the author of “Getting Along: How to Work with Anyone (Even Difficult People)," joins the Talent Angle podcast to provide valuable insights and strategies on how to effectively manage conflicts and transform them into productive dialogues within your organization.

Amy Gallo is a workplace expert who writes and speaks about gender, interpersonal dynamics, and difficult conversations. She’s the best-selling author of “Getting Along: How to Work with Anyone (Even Difficult People)” and the “HBR Guide to Dealing with Conflict,” as well as hundreds of articles for Harvard Business Review. For the past five years, Amy has co-hosted HBR’s popular Women at Work podcast, which examines the struggles and successes of women in the workplace. Her advice has been featured in the New York Times, Wall Street Journal, Fast Company, BBC, and NPR.

Caroline Walsh is a managing vice president in Gartner’s HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelor’s degree in East Asian studies from Columbia University, and a master’s degree in public affairs from Princeton University.

Women of color are one of the fastest-growing segments in the corporate workforce, yet often underrepresented in their teams, department or company. In “The First, The Few, The Only,” author and corporate inclusion leader Deepa Purushothaman offers a call to action for women of color to advocate for a new corporate environment where they feel belonging and acceptance. 

On this episode of the Gartner Talent Angle, Deepa provides a roadmap for women of color to initiate change in the workplace, and outlines how organizations can ensure all of their employees are heard, respected and valued.

Deepa Purushothaman is the co-founder of nFormation which provides brave, safe, new space for professional women of color and a Women and Public Policy Program Leader in Practice at the Harvard Kennedy School. Prior to this, Deepa spent more than 20 years at Deloitte and was the first Indian American woman to become a partner in the company’s history. Deepa was also Deloitte’s national Women’s Initiative leader, the firm’s renowned program to recruit, retain, and advance women. Deepa has degrees from Wellesley College, Harvard Kennedy School, and the London School of Economics and Political Science (LSE). Deepa is an Aspen Fellow and speaks extensively on women and leadership. She has been featured at national conferences and in publications including Bloomberg BusinessWeek and Harvard Business Review.

Hear Jeff Kavanaugh, author of The Live Enterprise, discuss how to transform your organization into an ever-evolving, continuously learning industry leader. He provides a clear path to transform large and complex businesses into agile ecosystems that evolve with changing market needs.

*This episode is an excerpt taken from our 2021 interview.

Ram Charan, business advisor and author, introduces a new leadership thinking approach to help executives exploit shifts in their business landscapes. In the book “The Phoenix Encounter Method,” he and his co-authors — Ian Woodward, V. “Paddy” Padmanabhan and Sameer Hasija — offer a methodology to use change as a catalyst for transformation. According to Charan, leaders can adopt this new mental frame by: developing a nuanced understanding of their operating environments; pressure-testing options for legacy business and innovation; and leveraging new competencies and emerging technologies for business growth.

*This episode is an excerpt taken from our 2021 interview.

Since the pandemic, organizations have been operating in a new environment, with altered cultural norms and without established practices. In his book, “Competing In the New World of Work: How Radical Adaptability Separates the Best from the Rest,” Keith Ferrazzi offers his vision for successful organizations of the future. Keith joins the Gartner Talent Angle to share how some organizations are embracing these new realities and to outline the leadership practices he believes will define success in this new era of work.

Keith Ferrazzi is an entrepreneur, philanthropist and renowned global thought leader in the future of work and leadership. As founder and chairman of Ferrazzi Greenlight and its research institute Go Forward to Work, he works with some of the world’s most prominent organizations to maximize team performance and achieve extraordinary outcomes. Formerly, he was the chief marketing officer of Deloitte and Starwood Hotels. Keith is a No. 1 New York Times bestselling author of “Who’s Got Your Back,” “Never Eat Alone,” and “Leading Without Authority.” His 20-year history of coaching C-suite executive teams has made him an agent of transformation and among the world’s greatest and most sought-after coaches.

On this episode of the Gartner Talent Angle podcast, trust expert Rachel Botsman defines trust as the currency of interaction. She argues that trust has implications for how organizations can relate to their employees and customers, especially in a virtual world. Botsman joined the podcast to discuss the changing landscape of trust and to share how leaders can put trust into action to drive better outcomes.

Rachel Botsman is a lecturer at Oxford University and an expert on trust. She is the author of “What’s Mine is Yours” and “Who Can You Trust?”. Botsman’s TED talks have been viewed more than five million times, and she hosts the podcast series “Trust Issues.”

*This episode is an excerpt taken from our 2021 interview.

A historic number of women left their jobs in 2021, resulting in their lowest workforce participation since 1988. Author and activist Reshma Saujani confronts the “big lie” of corporate feminism in her book Pay Up: The Future of Women and Work (And Why It’s Different Than You Think), and she presents a bold plan to address the systemic biases impacting working women. On this episode of the Gartner Talent Angle, Reshma explains how the cost of inaction ⁠— for families, the economy, and women themselves ⁠— is too great to ignore. To fuel this urgency, she shares strategies to create lasting change.

Reshma Saujani is a leading activist and the founder of Girls Who Code and the Marshall Plan for Moms. She is the author of Pay Up: The Future of Women and Work (And Why It’s Different Than You Think). Reshma has spent more than a decade building movements to fight for women and girls’ economic empowerment, working to close the gender gap in the tech sector, and most recently advocating for policies to support moms impacted by the pandemic. Reshma is also the author of the international bestseller Brave, Not Perfect, and her influential TED talk, “Teach girls, bravery not perfection,” has more than five million views globally. Reshma began her career as an attorney and Democratic organizer. In 2010, she surged onto the political scene as the first Indian American woman to run for U.S. Congress. Reshma lives in New York City with her husband, Nihal, their sons, Shaan and Sai, and their bulldog, Stanley.

Marissa King, professor at the Yale School of Management, makes the case for the power of professional and personal networks. In her book “Social Chemistry: Decoding Patterns of Human Connection,” she explores the different dimensions along which human connections are made, introducing three styles of network connection — expansionist, broker and convener. She offers practical tips and guidance for organizations looking to help their employees cultivate stronger professional ties.

*This episode is an excerpt taken from our 2020 interview.

In this episode of the Gartner Talent Angle, Janet Stovall, senior client strategist at the NeuroLeadership Institute, discusses the strategies organizations can apply to elevate inclusion as a key business priority. She shares how to better define diversity, articulate its value, and hold individual leaders accountable for inclusion outcomes.

Janet Stovall is a senior client strategist at the NeuroLeadership Institute, where she helps companies implement diversity, equity and inclusion practices. Her work addresses systemic racism, focuses on understanding the value of diversity, and offers straightforward, objective solutions to unlock that value. Her TED talk challenging business to get serious about inclusion has nearly 2 million views. Prior to joining NLI, Stovall was Senior Director, Social Impact and The UPS Foundation, and also served as UPS’s DE&I communications lead.

*This episode is an excerpt taken from our 2020 interview.

In this episode, Horst Schulze, founder and former COO of The Ritz Carlton Hotel Company, discusses how a strong vision for the entire stakeholder ecosystem, not just shareholders, leads to excellence. He shares his views on talent management, strategy execution, leadership, customer service and employee engagement.

*This episode is an excerpt taken from our 2020 interview.

Businesses across industries and geographies are facing disruption on multiple fronts — economic turmoil, employee activism, regulatory uncertainty. In this Talent Angle podcast episode, Andrew Barnes, author of “The 4 Day Week,” argues that success in this environment calls for businesses to embrace new ways of working which are rooted in flexibility. Barnes shares his company’s journey to designing a shorter workweek for employees and urges other organizations to abandon what he views as an entrenched anachronism, the 5-day workweek.

*This interview originally published in 2020.

HR leaders are still experimenting with ways to support collaboration, connectivity and performance in response to a transforming global work environment. Martha Delehanty, Chief People Officer at Commvault, joins the Talent Angle and shares insights on how to equip employees for ongoing success to help leaders sustain high performance across the organization. She identifies the opportunities and challenges brought on by shifts in the nature of knowledge work. Martha explains how one-size-fits-all approaches can fail to unlock true capacity expansion and discusses habits HR leaders can adopt to declutter work at their organization.

Martha Delehanty is the Chief People Officer of Commvault. Martha uses her decades of human resources experience at Verizon Operations and Verizon Wireless to guide and coach Commvault team members to build fantastic, life-changing careers — all while helping ensure that Commvault is a naturally relevant contributor to customers’ value chain. Martha earned her bachelor’s degree in psychology from Mount Holyoke College and master’s degree in business from the University of Texas.

Peter Aykens is the chief of research for Gartner’s HR practice. He is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College; a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth); and a master’s degree and a doctorate in political science from Brown University.

Productivity expert Bob Pozen joins the podcast to discuss his latest book, “Remote, Inc.”. He argues that employees should see themselves as owners of their own business of one and see their managers as clients. He also gives advice for how to make meetings and day-to-day work more effective.

Bob Pozen is a Senior Lecturer at the MIT Sloan School of Management and a non-resident Senior Fellow at the Brookings Institution. He is a former president of Fidelity Investments and executive chairman of MFS Investment Management. He has extensive experience in business, government and journalism. He is the co-author of “Remote, Inc.: How to Thrive at Work...Wherever You Are” and author of “Extreme Productivity: Boost Your Results, Reduce Your Hours”.

*This episode is an excerpt taken from our 2020 interview.

On this episode of the Gartner Talent Angle, author and keynote speaker, Suneel Gupta explains why even some of the best ideas fail to take root. He shares how the lessons he gleaned from interviews with some of the most successful individuals in the world fueled his latest book, Backable: The Surprising Truth Behind What Makes People Take a Chance On You. Suneel shares his own experience of learning from failure, and he explains why before you can convince others, you must first convince yourself. He argues that the greatest enemy to innovation is exhaustion, and leaders must take care of their energy as much as they take care of their time and their talent.

Suneel Gupta writes and speaks about the changing world of work, and how we succeed both externally and internally. He is the bestselling author of  "Backable", which is rooted in Suneel’s journey from the "Face of Failure" for the New York Times to the "New Face of Innovation" for the New York Stock Exchange. Suneel is the founding CEO of RISE, which partnered with then first Lady Michelle Obama to deliver low-cost healthcare services to people in need. RISE was named "App of the Year" by Apple and sold in a successful exit to One Medical. Suneel later ran for U.S. Congress and now serves on faculty at Harvard University and as an emissary for Gross National Happiness between the United States and the Kingdom of Bhutan. When a reporter once asked Suneel about his purpose, his response was to “find good people, and inspire them to do what inspires them.”

Jeff Maggioncalda, CEO of Coursera, discusses the importance of reskilling amidst disruption from the COVID-19 pandemic. He shares the skilling trends Coursera has observed as a growing number of employees have moved to virtual environments and explains why learning can be a powerful driver of employee engagement.

*This episode is an excerpt taken from our 2020 interview.

Do your employees feel safe asking questions or admitting their mistakes in the workplace? Amy Edmondson, Harvard Business School Professor and author of The Fearless Organization, shares why psychological safety in the workplace is critical to foster employee performance and innovation. She details how a psychologically safe environment creates a culture where talent can feel safe to express their left-field ideas, correct their mistakes, and turn half-finished thoughts into the next big thing.

This interview originally aired in 2019.

Erin Meyer, professor at INSEAD business school, argues that long-held beliefs about culture are failing its corporate adherents. In the book, “No Rules Rules: Netflix and the Culture of Reinvention,” she and her co-author —  Netflix co-founder Reed Hastings — detail the Netflix way, exploring lessons gleaned from the company’s successes and failures. For organizations looking to follow the Netflix playbook, she counsels focusing on high performance, top pay, limited rules and radical candor.

*This episode is an excerpt taken from our 2020 interview.

An inclusive workplace makes all employees feel equally involved in and supported across all areas. Fran Katsoudas, Cisco CHRO, and Michael C. Bush, Great Place to Work CEO, join the Talent Angle to share insights and lessons that help leaders build inclusive organizations. Both make the case why doing so isn’t only an altruistic act, but also has real business impact on outcomes such as revenue and market performance. They also discuss the pillars that define Cisco’s globally recognized culture of inclusion, challenges to building an inclusive culture with a dispersed workforce, emerging ways to foster trust and belonging, and which new inequities are materializing in a disruptive talent landscape.

Francine Katsoudas is executive vice president and chief people, policy and purpose officer of Cisco. In this role, Fran oversees critical functions that instill Cisco’s conscious culture, contribute to the company’s overall performance and advance Cisco’s purpose to “Power an Inclusive Future for All.” The strategic alignment of functions within Fran’s organization ensures holistic care for the well-being of Cisco’s people, establishes Cisco as a trusted and valued partner to governments and global leaders, and extends Cisco’s reach to positively impact communities everywhere. A 25-year veteran of Cisco, Fran has extensive experience leading organizational transformations, driving large scale growth, cultivating successful leaders and teams, and constructing an employee-first culture. Fran currently serves on the board of directors for Americares, Global Citizen, and ADP. Passionate about social justice, Fran is an activist and advocate for a variety of causes close to her heart, particularly women’s leadership, homeless youth and the Latino community.

Michael C. Bush is CEO of Great Place to Work. His global research and analytics firm produces the annual “Fortune 100 Best Companies to Work For” list, the “World’s Best Workplaces” list, the “100 Best Workplaces for Women” list, the “Best Workplaces for Diversity” list, and dozens of other distinguished workplace rankings around the world. Driven by a love of business and an unwavering commitment to fair and equitable treatment, Michael joined Great Place to Work as CEO in 2015, bringing 30 years of experience leading and growing organizations. This includes serving as CEO of Tetra Tech Communications. Michael is a former member of President Obama’s White House Business Council and a founding board member of the private equity seed fund Fund Good Jobs, which invests in small inner-city businesses.

Daniel Dirks is a managing vice president in Gartner’s HR research practice. He has been with Gartner for eight years and leads research teams in the areas of HR strategy, HR cost and budget, total rewards and performance, and working with the CEO. He has also been in the lead for our global COVID-19-related HR response task force. Prior to joining Gartner, Daniel was responsible for all global HR topics at Allianz Group, ranging from HR strategy and policies to global compensation, talent management, EVP, diversity, analytics, and global corporate responsibility. In the 1990s, Daniel led the economics department at the German Institute for Japanese Studies in Tokyo. He holds a Ph.D. in business and economics from the University of Witten/Herdecke, Germany.

Companies have become entangled in their own internal issues caused by invisible red tape. Tune in to this episode of the Talent Angle to hear Martin Lindstrom, author of The Ministry of Common Sense, as he provides a practical five-step approach to ridding our organizations of the bureaucratic bottlenecks and red tape that plague every office by infusing greater empathy into the workplace.

*This episode is an excerpt taken from our 2020 interview.

The Russian invasion of Ukraine has organizations across the globe considering the impact on their most important asset — their people. This episode covers the medium-term and long-term issues CHROs should consider in the event of a protracted invasion.

In this Talent Angle interview, Gartner’s chief of HR research Brian Kropp and Gartner HR practice vice president Peter Aykens discuss the talent implications of the Russian invasion on Ukraine and considerations for future crises. While most organizations are underway with immediate response efforts, HR leaders should prepare for the additional complexities of a continued conflict and carry these lessons into future disruptions.

Brian Kropp is Gartner’s chief of HR research. He oversees Gartner’s research, tools, services and support for CHROs and their leadership teams. Before joining Gartner, he worked in a variety of roles, conducting different types of economic analysis to drive critical business outcomes. He holds a bachelor’s degree and a master’s degree in economics from Clemson University, and a doctorate in public policy and applied economics from the University of North Carolina.

Peter Aykens is a practice vice president in Gartner’s HR practice. He is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College; a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth); and a master’s degree and a doctorate in political science from Brown University.

In this Gartner Talent Angle podcast, Marcela Escobari shares key metrics about job quality, economic mobility and job equity. While organizations are facing labor shortages in the short term, Escobari argues that there’s been a long-term decline in job quality. She explains how churn in low-wage jobs is expensive for organizations, but low-wage employees often lack “stepping stone” opportunities to advance their careers.

Marcela Escobari is the current Assistant Administrator for Latin America and the Caribbean at the U.S. Agency for International Development. At the time of this recording, she was a senior fellow in the Center for Sustainable Development, housed in the Global Economy and Development program at Brookings, where she led the Workforce of the Future initiative.

In this episode of the Talent Angle podcast, executive and author Deanna Mulligan discusses the role that reskilling can and should play in the future of work. Mulligan shares insights from her book “Hire Purpose: How Smart Companies Can Close the Skills Gap” to highlight the importance of corporate education in digital business transformation and explain why organizations need to create a culture of lifelong learning for their employees.

Deanna Mulligan is the former CEO of the Guardian Life Insurance Company of America and the author of “Hire Purpose: How Smart Companies Can Close the Skills Gap.” In 2019, Fortune named Mulligan one of the “50 Most Powerful Women in Business.” She holds degrees from the University of Nebraska and the Stanford Graduate School of Business.

*This episode is an excerpt taken from our 2020 interview.

From the emergence of GenerativeAI to widespread adoption of hybrid work, HR leaders are increasingly called upon to lead their organizations through uncertainty. Authors Nathan Furr and Susannah Harmon Furr join the Talent Angle to explain why uncertainty should be associated with opportunity, not anxiety. They detail how organizations can navigate uncertainty to drive transformation and innovation, and offer tools to help HR leaders develop the “uncertainty ability” in leaders and managers.

Nathan Furr is a Professor of Strategy at INSEAD, where he teaches innovation and technology strategy. Nathan earned his PhD from the Stanford Technology Ventures Program at Stanford University and has written five books and over seventy articles on innovation, technology, and transformation.

Susannah Harmon Furr is a designer and art historian and founded a women's clothing line inspired by her research. She is currently creating a hope accelerator in Normandy, France to teach regenerative ecosystems and transformation for individuals and families. Nathan and Susannah are coauthors of The Upside of Uncertainty (HBR Press July 2022).

Jessica Knight is a vice president of research in the Gartner HR practice. She leads research teams to identify best practices and new opportunities to address HR executives’ most urgent challenges. Her areas of focus include employee experience, organizational culture, change management and the future of work.

Organizations obsess over predictions and forecasting, but the only certainty there is about the future is uncertainty. In this Talent Angle podcast interview, Margaret Heffernan, author of “Uncharted: How to Navigate the Future,” explores how to operate with agility in times of uncertainty; arguing that the events with the greatest impact on complex systems — whether organizations or humanity — are often unpredictable. To better prepare for future uncertainty, she urges leaders and their employees to solicit the viewpoints of those around them for a holistic understanding of decisions and their consequences.

*This episode is an excerpt taken from our 2020 interview.

The turbulence that shaped 2021 is expected to increase in 2022. In this Talent Angle interview, Gartner’s Chief of HR Research Brian Kropp shares the critical talent predictions that will shape the workplace in the year ahead. He believes these shifts — labor market competition, talent management, hybrid work, fairness and health and wellness —will affect how HR functions prioritize their time, resources, and political capital. Run Time: 46:34 minutes

You can read the full list of predictions at “11 Trends that Will Shape Work in 2022 and Beyond.”

In her book “The Burnout Epidemic: The Rise of Chronic Stress and How We Can Fix It,” Jennifer Moss implores organizations to design burnout strategies that move beyond apps, wellness programs and perks. Instead, she makes the case for a systematic and preventative approach to building an anti-burnout strategy. To do so, organizations must first understand the key drivers of burnout, why conventional approaches fall short and how leaders can build cultures that prioritize workforce resilience and health.

Jennifer Moss is an award-winning journalist, author and international public speaker. She is a nationally syndicated radio columnist and writes for Harvard Business Review. Her first book, “Unlocking Happiness at Work,” received the distinguished UK Business Book of the Year Award. Jennifer has been named a Canadian Innovator of the Year, an International Female Entrepreneur of the Year, and was a recipient of the Public Service Award from the Office of President Obama.

*This episode is an excerpt taken from our 2020 interview.

In this episode of the Talent Angle, author Jonah Berger discusses his book, The Catalyst, and offers an approach to changing people’s minds. He argues that we are in an era of entrenched beliefs, so convincing others or pushing them in a direction has become ineffective. Instead, one should  identify the key factors that cause resistance and overcome them by eliminating obstacles, reducing friction, and removing roadblocks. Berger identifies the five key barriers that inhibit change and explains how to reduce them based on his research and underlying psychology behind each barrier.

Harvard Business School professor Joseph Fuller joins the Gartner Talent Angle podcast to share the latest insights from his white paper, “Hidden Talent: Untapped Talent.” Fuller explains why fitting candidates are  consistently overlooked by recruiting technology. He shares solutions for uncovering these workers, and argues why senior leaders play a critical role in ensuring the success of the hidden talent pipeline.

Joseph Fuller is a Professor of Management Practice in General Management at Harvard Business School and co-leads the school’s initiative, Managing the Future of Work. He graduated from Harvard Business School in 1981 and founded the consulting firm, Monitor Group, now Monitor-Deloitte. During his three decades in consulting, Fuller worked with senior executives and policymakers on a wide variety of issues related to corporate strategy and national competitiveness.

*This episode is an excerpt taken from our 2020 interview.

In this Talent Angle episode, Anil Lewis, executive director for Blindness Initiatives at the National Federation of the Blind, explains how organizations can create inclusive environments for employees with disabilities. He offers guidance on recruitment and development strategies for differently-abled talent and dispels stereotypes about employees with disabilities. Lewis draws on both his personal and professional experiences to urge organizations to create equal opportunities for the development and growth of employees with disabilities.

Anil Lewis is the executive director for Blindness Initiatives at the National Federation of the Blind, where he formerly served as the Director of Advocacy and Policy. Lewis became blind at the age of 25, while a student at Georgia State University. Shortly after graduating, he became a job development and placement specialist for blind clients. He later served as president of the Statewide Independent Living Council of Georgia and as the founding chairman of the board of directors of the Disability Law and Policy Center of Georgia.

*This episode is an excerpt taken from our 2020 interview.

Dr. Tomas Chamorro-Premuzic, Chief Talent Scientist at Manpower Group, argues many of our leaders are incompetent. Chamorro-Premuzic believes this is largely due to humans’ inability to distinguish between confidence and competence —  that is, how capable we think an individual is, compared to how capable they actually are. In this Talent Angle podcast interview, he explores why ineffective leaders are so often elevated, arguing that our judgment is too easily clouded by charisma and charm. For organizations looking to advance more effective leaders, he makes the case for promoting competence, humility and integrity.

We’re starting the year with a compilation of some of our most popular DEI experts from last year. Organizations face growing pressure to create and maintain equitable workplaces as employees call for real progress and sustainable change. In this episode, we take a look back at three conversations with three experts who are working to advance DEI efforts and make enduring progress.

We hope you enjoy our conversations with Janet Stovall, senior client strategist at the NeuroLeadership Institute, Eliza VanCort, organizational consultant and author, and Jeff Korzenik, investment strategist and advocate for non-traditional talent sources.

*This episode is an excerpt taken from our 2020 interview.

In this episode of the Talent Angle, author and entrepreneur Christiane Lemieux argues that friction, inefficiencies that slow processes in both business model and organizational design, is hurting most organizations. In her book Frictionless: Why the Future of Everything will be Fast, Fluid, and Made Just for You, she profiles entrepreneurs and organizations that have eliminated friction to improve customer and employee experience. Lemieux also discusses how friction in our personal and professional lives prevent us from becoming more productive.

Christiane Lemieux is a serial entrepreneur, former Executive Creative Director at Wayfair, and author of three books. She operates and designs her lifestyle brand, Lemieux et Cie, and she is a frequent contributor to Architectural Digest and other design media. She is a graduate of Parsons School of Design and Queen’s University in Canada.

This week, we're re-releasing an audience favorite episode from this past year. Please enjoy our conversation with Rachel Botsman, a lecturer at Oxford University and author of “Who Can You Trust?” Botsman defines trust as the currency of interaction. She argues that trust has implications for how organizations can relate to their employees and customers, especially in a virtual world. Botsman joined the podcast to discuss the changing landscape of trust and to share how leaders can put trust into action to drive better outcomes.

Organizations today are grappling with how to manage the merging of peoples’ work and personal lives. With many organizational processes and structures not fully accounting for the human impact they have on their employees’ lives, organizations are now looking for a better approach to the way we work. Peter Aykens and Sari Wilde, two leaders of the Gartner HR practice, offer a new, human-centric, approach that they argue will foster creativity and engagement among employees, ultimately delivering the best results for their organization.

Peter Aykens is the chief of research for Gartner’s HR practice. Peter is responsible for building and leading research teams within the practice to address clients’ key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor’s degree in political science from St. Olaf College, a master’s degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth) and a master’s degree and a doctorate in political science from Brown University.

Sari J Wilde oversees peer and practitioner research in the HR practice. She holds a bachelor's degree from Barnard College, Columbia University and a master’s degree in industrial and organizational psychology from New York University.

Caroline Walsh is a managing vice president in Gartner’s HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelor’s degree in East Asian studies from Columbia University, and a master’s degree in public affairs from Princeton University.

*This episode is an excerpt taken from our 2020 interview.

Too many leaders and organizations mistakenly base talent and business decisions on conventional wisdom—much of which damages employees individually and the workforce broadly. In his book “Nine Lies About Work: A Free Thinking Leader’s Guide to the Real World,” Ashley Goodall explores how real-world evidence contradicts universally-held workplace beliefs. Goodall discusses the truth behind the lies, providing guidance to create workplace environments that better serve the people inside them.

In this Talent Angle podcast, collaboration expert Rob Cross shares ways employees can become more efficient collaborators and reclaim and reinvest their time. Cross explains how small stressors throughout the work day are  increasing, overwhelming and exhausting employees and lays out practical advice for addressing these issues.

Rob Cross has studied the underlying network dynamics of effective organizations and the collaborative practices of high performers for more than 20 years. He is the Edward A. Madden Professor of Global Leadership at Babson College and the co-founder and director of the Connected Commons, a consortium of over 100 leading organizations accelerating network research and practice. Cross is a graduate of the University of Virginia’s McIntire School of Commerce, and earned an MBA from UVA’s Darden School and completed doctoral work at Boston University.

*This episode is an excerpt taken from our 2020 interview.

In the wake of recent killings of Black Americans, Ben & Jerry’s put out a sharply-worded statement, which garnered social media attention for its strong condemnation of racial inequality and injustice.  In this Talent Angle podcast interview, Chris Miller, global head of activism at Ben & Jerry’s, shares the company’s history of social activism and discusses how it’s been uniquely positioned to effect global change. He also makes the case for corporate advocacy, urging organizations to have clarity in their beliefs and to speak out for their values.