Future of HR

What does it mean to lead with empathy and purpose?

How can you create a high-performance culture where employees feel safe to be themselves?

My guest on this episode is Tricia Alcamo, CHRO and with prior experience at FanDuel, Spectrum Enterprise, American Express, Deloitte Consulting

During our conversation Tricia and I discuss:

• What it means to lead with empathy and create a culture where employees feel safe to be themselves.
• How she created her own career opportunities early on, and how you can do the same.
• Why CHROs should have a chief of staff and how to design the role for success.
• The meaning behind her personal motto: 'How hard can it be?
• How different stages of company growth or maturity require different HR strategies for success.
• Why every HR initiative should directly align with the business strategy.

Connecting with Tricia Alcamo:

Connect with Tricia Alcamo on LinkedIn

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Why should you act like a leader to become a leader?

What role does our identify play in our career transitions and personal growth?

My guest on this episode is Herminia Ibarra, Charles Handy Professor of Organizational Behavior at London Business School and best selling author

During our conversation Herminia and I discuss:

• Why identity plays a crucial role in career transitions and personal growth.
• Why it is important to redefine your job every year or more to ensure you are learning, adding value, and growing as a professional.
• What really works when it comes to making a career transition while maintaining your current job.
• How to build and maintain an external network and why it matters to your career.
• Why leaders must focus on building a learning culture in the AI era.
• Why she believes AI will reshape every aspect of HR in the coming years.

Connecting with Herminia Ibarra:

Connect with Herminia Ibarra on LinkedIn

Episode Sponsor:

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How do your establish and build key stakeholder relationships based on mutual trust and healthy candor?

What does successfully onboarding to a new CHRO or HR leadership role look like?

My guest on this episode is Jordana Kammerud, SVP & CHRO, Corning Incorporated

During our conversation Jordana and I discuss:

• Why she recommends taking risks and pursuing opportunities that stretch you in your early career
• Her advice for CHROs and HR leaders on how to successfully onboard into a new role
• Why CHROs need to ask their CEO’s for an “all-access pass.”
• The questions that CHROs and HR leaders should ask business leaders during the interview process to understand their perspectives on culture and people
• Why she believes generative AI can amplify the human experience and create more opportunities for diversity, equity, inclusion, and belonging in the workplace

Connecting with Jordana Kammerud:

Connect with Jordana Kammerud on LinkedIn

Episode Sponsor:

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How can feedback lead to personal and professional growth?

Why should HR leaders be more confident in who they are and the value they deliver?

My guest on this episode is Lisa Sun, who is an entrepreneur and author, “Gravitas: The 8 Strengths That Redefine Confidence.”

During our conversation Lisa and I discuss:

• Why feedback is a gift that can lead to personal growth and transformation.
• Why confidence is not about external validation, but about understanding and appreciating your own abilities.
• How the traditional definition of confidence often leads to a double standard.
• Why expanding the scorecard of success and redefining the metrics of confidence can create a more inclusive and equitable workplace.

Connecting with Lisa Sun:

Connect with Lisa Sun on LinkedIn

Learn more about Lisa’s company, Gravitas and her book.

Episode Sponsor:

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This week’s episode is a sneak peek of the 22 HR and management thought leaders that you will be learning from at Elevate by Future of HR starting on October 8th.

Each sneak peek will not only provide valuable insights you can apply, but it will also give you an opportunity to learn more about the thought leader themselves.

If you are a fan of the podcast, then you know that my mission is to develop the next-generation of HR leaders. And what I try to do each and every week for the past 100+ weeks on the Future of HR podcast is to bring you the best minds in our field…

And while you can learn a lot by listening to a podcast conversation with a thought leader…. I believe you can take your learning to the next level by attending and participating in an interactive session with a thought leader.

And this is why I created “Elevate by Future of HR” which is a flexible and targeted 3-week program featuring 18 interactive sessions, live Q&As for personalized guidance from the 22 of the best minds in our field. And of course, you will have on demand access to recordings to all sessions through march 31, 2025 so you continue to learn long after Elevate is over.

This is an incredible opportunity to accelerate your growth, elevate your career, and amplify your impact with actionable insights and strategies from 22 top thought leaders.

You don’t want to miss out on this incredible development experience. Go to elevatebyfutureofhr2024.com and reserve your spot.

Here is who you will be hearing from on this episode:

Marc Effron • Angelea Lane • Michael Watkins • Sohee Jun • Sergey Gorbatov • Charlene Li • Kevin Cox • Wanda Wallace • Andre’ Martin • Rhonda Morris • Scott Anthony • Amy Kates • Jonathan Hornyak • Dianne Armstrong • Allan Church • Angela Cheng-Cimini • Sandy Ogg • Humera Malik Shahid • Noah Rabinowitz • Ken Keener • Hein Knaapen • JP Elliott

Episode Sponsor:

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Why is organizational design much more than org charts and who reports to whom?

How can HR guide, facilitate and drive effective an organizational design process?

My guest on this episode is Amy Kates who is organizational design expert and author of five books on the subject.

During our conversation Amy and I discuss:

• Why the purpose of organizational design is to design human behavior at scale
• Why matrix organizations are set up for good conflict and how best to manage it
• The six business problems that leaders seek to solve through organizational design
• Why organizational design is not about org charts and who reports to whom
• The role that HR leaders should play and not play in the organizational design process.
• Advice for HR leaders who are about to start an organizational design project

Connecting with Amy Kates:

Connect with Amy Kates on LinkedIn

Learn more about Amy’s work at Operating Model & Organization Design LinkedIn page

Episode Sponsor:

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Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leaders

Why do organizations need to invest in their employees personal and professional development?

How can HR help identify the “enterprise skills” that are most critical to driving value?

My guest on this episode are the three authors of “The Talent-Fueled Enterprise - A Powerful Approach to Build Tomorrow’s Workforce” Mike Ohata, Eric Dingler, and Larry Durham.

During our conversation Mike, Larry, Eric, and I discuss:

• Why understanding your organization’s current skills needs and gaps is critical to driving success
• How success profiles can be used to identify key attributes, skills, and experiences necessary for roles at all levels
• Why organizations need to recognize and engage with employees as individuals to fully develop their potential
• The importance of identifying, assessing, and validating "enterprise skills" to build tomorrow's workforce
• How new technologies and skills marketplaces are challenging traditional HR hierarchies and structures

Connecting with Mike, Eric, and Larry:

Connect with Mike Ohata, Larry Durham, Eric Dingler on LinkedIn

Learn more about the Talent Fueled Enterprise: A Powerful Approach to Build Tomorrow's Workforce

Episode Sponsor:

Elevate by Future of HR - Reserve your spot now to learn from 21 top thought leaders.

Next-Gen HR Accelerator - Learn more about this leadership development program for next-gen HR leaders

What really matters when it comes to CEO and executive succession?

What role should CHROs play in executive succession?

My guests on this episode are Kevin Cox, Founder and President of LKC Advisory and Anthony Nyberg, Director, Center for Executive Succession at University of South Carolina.

During our conversation Kevin, Anthony, and I discuss:

• Why culture is owned by the CEO, not the CHRO
• What is the one common mistake that Boards make during the executive succession process and how to fix it.
• The most important role that CHROs can play in executive succession process.
• Why CFOs are more likely to be promoted internally than CHROs.
• Why character, courage, and business acumen are three of the most important traits of successful CHROS

Connecting with Kevin and Anthony

Connect with Kevin Cox on LinkedIn

Connect with Anthony Nyberg on LinkedIn

Learn more about Center for Executive Succession

Resources mentioned in this conversation:

CEO succession planning playbook

CHRO Principles: Responsible Use of AI in Organizations

Episode Sponsor:

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Why do we need to rethink how we value and measure human capital?

How can HR influence the business to take a longer term view when making investments in their people?

My guest on this episode is Peter Cappelli Professor of Management at The Wharton School and Director of Wharton’s Center for Human Resources

During our conversation Peter and I discuss:

• Why people are the least important asset according to current financial accounting practices.
• The real reason companies do layoffs (hint: it is often not about cost savings).
• What HR leaders can do to better communicate the tangible and intangible costs of layoffs.
• Why hiring decisions are the most important decisions organizations make.
• Why companies complain about skills gaps and why a lack of skills is not really the problem.
• His advice for HR leaders on what they should be doing in 2024 and beyond.

Connecting with Peter Cappelli

Connect with Peter Cappelli on LinkedIn

Learn more about Peter and his contributions to the field

What is the science behind personality assessments?

How can personality assessments improve how you select, onboard, and develop talent in your organization?

My guests on this episode are Reece Akhtar, CEO and Co-Founder & Uri Ort, Co-Founder, Deeper Signals

During our conversation Reece, Uri, and I discuss:

• How certain personality factors can predict 30-40% of the variance in engagement scores
• How personality assessments can support onboarding, development, and career progression
• Why personality assessments should be one of several data points when making critical talent decisions
• How Generative AI will impact personality assessments in the future
• The four criteria you need to consider when selecting an assessment partner for your organization

Connecting with Reece Akhtar or Uri Ort

Connect with Reece Akhtar or Uri Ort on LinkedIn

Learn more about Deeper Signals

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