In this episode Louise Hoe Nielsen & Majken Juel Heskjær join the Work in Progress Podcast to share how they created a Danish LinkedIn group with the name "HR Rethought" after recognizing patterns of burnout and structural challenges facing HR professionals and employees overall in many organizations of today. Their conversation with host Pernille Hippe Brun digs deep into why traditional HR practices need fundamental reconsideration rather than mere rebranding, so that “HR rethought” can benefit everyone employed in businesses of today.

Majken and Louise explain how HR has evolved from administrative functions to strategic partnership but in essence very often remained a support function. "HR moved into leadership teams, becoming more the tool for leadership," Maiken explains. "We have been supporting business for profit. We haven't developed the business for the people itself." This positioning creates inherent tensions that affect both HR professionals and the organizations they serve.

The discussion challenges several sacred cows of HR practice. Is performance management with numerical ratings truly beneficial, or does it reduce humans to metrics? Should we call it "HR" or "People & Culture," and does changing the name matter if the practices remain unchanged? And how can HR professionals drive meaningful change even when they're not in positions of authority?

Both guests offer practical wisdom for anyone looking to create more sustainable HR and business practices. Louise advocates working from the business inward rather than imposing HR processes outward, while Majken suggests a shift from "chief" leadership (pointing toward the future with your back to the organization) to "shepherd" leadership (guiding from behind toward a shared purpose and future).

Whether you're an HR professional feeling the strain of contradictory demands, a leader wondering how to better support your people function, or simply curious about the future of work, this conversation offers fresh perspectives on creating organizations where both people and results can thrive together.

Connect with the HR Rethought movement on LinkedIn to join this growing community of professionals committed to creating more sustainable people practices. You find the group here: https://www.linkedin.com/groups/10141644/

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Every organization wants to develop high-performing talent, but what if our traditional approaches to talent management are fundamentally flawed? In this thought-provoking episode, I speak with business psychologist Dion Sørensen, who brings clarity to the real challenges of developing people in modern organizations.

Dion speaks from unique experience: At an early age, he was granted the title "top talent" by Berlingske Media, while also developing talent programs at the company (Saxo Bank) he was employed at at the time of this nomination. Dion’s conclusion: Traditional talent programs often create more problems than they solve. When organizations elevate a select few as "talents," they can inadvertently create entitlement in those chosen while disengaging everyone else. Dion advocates for a more inclusive approach that recognizes everyone's potential for growth and puts the leader on the spot as the one responsible for ensuring everyone’s potential is seen, nurtured and put to play.

As Dion puts it, talent management is about leadership fundamentals. "Leadership cooks culture for dinner," as he explains, highlighting how critical it is for leaders to set clear expectations, model desired behaviors, and provide consistent feedback. His practical examples – from transforming meeting culture through three simple steps to navigating organizational growth cycles – demonstrate that effective leadership isn't complicated, but it is demanding. Being a leader involves taking tough decisions as well as conversations, and some managers might not like this part of the job, rather, shy away from it. But that’s not ok, and it is doing no one a favor. 

Whether you're developing talent programs, leading teams, or working to improve your organization's culture, this episode provides actionable insights that go beyond typical leadership platitudes. Listen now to discover how to create an environment where talent can truly flourish through authentic, courageous leadership.

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What happens when Danish sarcasm meets hierarchical expectations in India? How do you navigate when a team in one country expects decisions from above while another values collaborative consensus? Charlotte Kure Juul, EVP and CHRO at Adform, takes us inside her company's innovative approach to bridging cultural divides across their 700-person workforce spread across 29 countries. 

Rather than creating another standard harassment policy, Charlotte explains why Adform developed a Respect Policy and a Cultural Business Guide focused on fostering respect through understanding. The guide addresses five critical dimensions where cultures often clash: communication style, feedback approaches, decision-making processes, trust-building methods, and perception of time. Through personal examples and practical applications, we learn how seemingly small cultural differences—from the timing of project deadlines to expectations around meetings—can significantly impact collaboration.

Charlotte shares a revealing moment when her sarcastic joke to an Indian colleague was interpreted as a serious criticism, highlighting how our cultural backgrounds shape every interaction. The conversation explores how Adform's guide serves as both a reference tool and a foundation for team workshops where cultural differences become visible, tangible, and discussable.

Beyond problem-solving, we discover the strategic advantages of cultural diversity—from coverage across time zones to varied perspectives that drive innovation. Charlotte's insights reveal how respecting different viewpoints strengthens teams and improves business outcomes. Her refreshing approach focuses not on what employees should avoid, but on what they should actively do to create a respectful, high-performing multicultural workplace.

Whether you manage global teams or work alongside colleagues from different backgrounds, this episode offers practical wisdom for turning potential cultural misunderstandings into opportunities for deeper connection and more effective collaboration.

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What if the difference between feeling stuck at work and thriving isn't just about your environment, but about your nervous system? In this eye-opening conversation with neuroleadership coach Ed Ley, powerful insights at the intersection of neuroscience, habit formation, and workplace culture are unlocked.

Ed's journey from sports conditioning specialist to neuroleadership coach began with a surprising observation: most people don't struggle with knowing what to do—they struggle with getting themselves to do it. This revelation led him to explore the biology behind our decision-making processes and ultimately develop approaches that help individuals and organizations transform their experiences from the inside out.

In this episode, Ed takes us deep into the neuroscience of habit formation, revealing how our brains (specifically the basal ganglia) constantly scan for behaviors that efficiently gain us status or meet our needs. These patterns become automated, continuing to run even when they are no longer serving us in new environments. For anyone feeling stuck in unproductive workplace patterns, understanding this biological foundation offers a path forward through deliberate habit rewiring rather than willpower alone.

At the organizational level, Ed introduces a framework centered on three fundamental human needs: mastery (clarity about what you're trying to excel at), autonomy (taking responsibility for your choices), and belonging (feeling recognized and connected). When companies build cultures that support these elements, people naturally shift from stress states into more productive modes of operation. His insights on how organizations unintentionally celebrate burnout behavior while professing different values highlights why many workplace transformation efforts fail.

Towards the end of the episode, Ed offers an equation for navigating uncertain work environments: "Uncertain self plus uncertain environment equals fight, flight, or freeze. Certain self plus uncertain environment leads to proactive, aligned action." The key to thriving isn't controlling your external circumstances but developing internal certainty about who you are and what you stand for. As he eloquently puts it, "On the other side of that door is the adventure of your life."

Ready to transform your workplace experience from the inside out? Listen now and discover why, in Ed's words, "People aren't stuck. There's no such thing as being stuck. There is only movement. The trick is to move things in the right direction”.

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In this eye-opening episode with Thea Tolstrup Bramming, People and Co-Leadership Partner at Clever, we explore how the electric mobility company operates with 400 employees through distributed leadership rather than traditional hierarchy.

Thea shares her fascinating journey from sociologist to HR professional to champion of alternative organizational structures. Drawing from her observations of how traditional hierarchies often stifle the very creativity and initiative they claim to foster, she explains why Clever chose a radically different path.

At the heart of Clever's approach is what they call "co-leadership" – a system where teams align around clear purposes rather than reporting to managers. Power and responsibility are distributed through defined roles like "purpose guardian," "facilitator," and "memory," ensuring accountability without centralized control. When conflicts arise or teams face challenges, they use structured processes like their color-coded "heat map" system to communicate needs transparently.

It is fascinating to hear how this structure not only offers an innovative approach to problem solving and innovation in the company, but also transforms workplace relationships. Without competing for promotions or bonuses, colleagues help each other to succeed through honest and candid feedback. On top of this, teams raise their hands when struggling and receive the help needed, which is a testament to a workplace, where true psychological safety exists. The result is seen both in the financial bottomline as well as in the culture, where people bring their authentic selves to work, vulnerability is welcomed, and trust flourishes.

Whether you're an HR professional or leader/manager considering alternative organizational structures or simply curious about the future of work, this podcast episode offers practical insights into creating more human-centered organizations. Listen in to learn more about co-leadership and how to unlock greater engagement, innovation, and fulfillment at work.

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In this episode, Lars Hoffman, Learning Director at the global company, DHI, explains the transformative potential of gamification in leadership development and learning processes. Lars, educated within business psychology, and a former board game designer, shares how one can transform workplace learning with a playful twist. From his early days of creating games to utilizing their principles in crafting innovative training programs, Lars unlocks how structured play and gamification can help with organizational learning and development. 

The episode takes a deep dive into the challenging yet rewarding process of selecting the right learning tools and strategies in corporate settings. Lars Hoffmann dissects the balance between off-the-shelf courses and tailoring custom content to fit organizational needs, emphasizing the power of blending asynchronous learning with live interactions. Lars explains the pivotal role of fun in education, yet acknowledging that mastering skills demands perseverance and effort beyond the playful elements.

The episode also touches upon emerging AI tools like ChatGPT in workplace learning. Lars talks about the ethical considerations as well as the potential of these technologies to revolutionize business training. The episode is brimming with expert insights, making it essential listening for anyone passionate about the future of work and learning.

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In this episode, Julie Reiter, Vice President of Human Resources and Sustainable Development at The Clarke Group, Inc., joins us to share how she—through appreciative inquiry, a relentless focus on sustainability efforts and cross-functional collaboration—has helped transform Clarke into a forward-thinking, engaged, and flourishing organization.

Hear the story of how the CEO (Lyell Clarke) inspired a shift towards sustainable development and workforce engagement in the mosquito control pesticide products and services industry before anyone else was talking about higher purpose and building a business that does good in and for the world. And learn how Julie, from the perspective of HR and organizational development, expanded her role to support and sustain the change efforts in the organization so that they became lasting and ingrained into the structures and deeper culture of the organization.

Throughout Clarke's transformation journey, the Appreciative Inquiry methodology has informed and guided the change efforts. This method values systemic thinking, experimentation, and a focus on building strengths. The approach has not only informed but also shaped the capabilities of Clarke's leaders and employees, concretely leading to improved performance reviews (quarterly check-ins fostering richer relationships and meaningful dialogues), an ingrained focus on sustainability in the daily business, and a significant boost in engagement. Ultimately, it has shaped a positive, solutions-oriented, flourishing organizational culture.

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In this episode, we take a deeper look at what happened in HR in 2024 and what trends and predictions we see for 2025. As we transition into 2025, Eric Knauf, head of Talent and Culture and founder of BelongHQ, gives us a forward-looking perspective on how crafting a connected workplace and embracing AI and hybrid work will be paramount for HR in 2025 and how these trends started in 2024.

The episode delves into the impact of technology on employee engagement and the disconnection that can arise in remote settings. Eric emphasizes the critical role HR plays in fostering psychological safety, inclusion, and support, which are essential for achieving a sense of belonging. The integration of AI-driven predictive analytics and change management emerges as a crucial tool in tailoring employee experiences and enhancing workforce strategies.

Reflecting on 2024, the episode highlights how organizations and HR departments that continue to embrace AI and technological advancements will be in the front seat when it comes to answering the call for HR leaders to prioritize belonging and diversity. Eric explains the thrilling possibilities that lie ahead, with AI acting as a strategic enabler for fostering connections, driving engagement, and supporting employee development.

The episode also touches on the broader implications of AI adoption in HR. Eric shares insights into how organizations can leverage AI to break down silos, foster cross-functional collaboration, and enhance agility. As AI becomes more integrated into workplace dynamics, the focus shifts to how technology can aid in creating a sense of belonging, even in hybrid work settings. The potential for AI-driven analytics to recommend tailored opportunities based on employee preferences is highlighted as a game-changer for enhancing employee experiences.

Looking ahead to 2025, the conversation anticipates a year where belonging and inclusion take center stage in workforce strategies. HR needs to embrace agility, prioritize ROI, and leverage data literacy to drive impactful decisions. As the landscape of work continues to evolve, the integration of AI and the emphasis on belonging and inclusion are poised to shape the future of HR and people culture.

In conclusion, this podcast episode provides a rich exploration of the transformative potential of AI in HR, with a strong emphasis on belonging and inclusion. As we look forward to new opportunities and growth in 2025, the conversation serves as a reminder of the importance of staying human and connected in an increasingly digital world.

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What if traditional HR models are holding your organization back? Join me, Pernille Brun, as I sit down with Camilla Miehs, the Group Chief People Officer at Lehman, to unearth a transformative approach to HR. Camilla shares her groundbreaking shift from conventional HR practices to a dynamic "people and culture" philosophy that prioritizes meaningful engagement and cultural development. We unpack her evolution from standard metrics like 360 feedback to systems that enhance employee well-being and align with business goals. Discover how the transition from HR to "People and Culture" signifies more than just a rebranding—it's a revolutionary change in how we support and engage our teams.

Camilla challenges the status quo, questions outdated leadership hierarchies and the static pyramid model that many organizations still cling to. She explains the necessity of embracing diverse organizational approaches and the pitfalls of bureaucracy that hinder progress. Camilla calls out the misconception that some business practices are immutable natural laws and explores how breaking away from these norms can unlock organizational potential. Camilla's insights reveal the power of rethinking how we build and manage teams and organizations to foster more humane work places, which are also more sustainable and thus effective in the long run! Through eliminating unnecessary processes and implementing frameworks like OKRs and pulse surveys, Camilla has created a people-centric environment that champions autonomy and flexibility and added a "supermarket" of resources ready to be found and used - not by everyone - but by those who need them! 

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What happens when a finance expert reshapes how to navigate the HR role? Join us as Jesper Diget, Group Chief People Officer at emagine, shares his intriguing journey from finance to human resources. Jesper offers a unique perspective on how financial acumen can reshape HR practices. With a background in finance, Jesper has leveraged his analytical skills to enhance HR's role in strategic leadership, emphasizing the importance of understanding financial metrics and their impact on organizational communication.

Jesper's journey from finance to HR highlights the transformative potential of financial insights in human resources. His transition began with a focus on compensation and benefits, which gradually expanded into roles encompassing business partnering and executive management. Jesper's ability to interpret financial metrics has enabled HR to communicate more effectively with business stakeholders, ensuring alignment between organizational values and business goals. This episode emphasizes the importance of HR having a seat at the executive table, where it can drive culture and people strategies in tandem with overarching business goals.

As HR evolves within the C-suite, Jesper shares insights on how HR professionals can assert themselves as equal contributors in business leadership. The episode delves into the dynamics of executive meetings, illustrating how HR is no longer just a support function but a key driver of business strategies. By fostering a collaborative environment and voicing informed opinions, HR can play a crucial role in driving business strategies alongside other executives. Jesper encourages HR professionals to embrace courage, engage in broader discussions, and take ownership of the organization's success.

Towards the end of this episode, Jesper takes a look at the future and shares his vision for adapting HR practices to meet the changing needs of a dynamic workforce. From navigating frequent job transitions to addressing the desires of value-driven employees who prioritize environmental and social impacts, this episode explores the importance of strategic feedback mechanisms like engagement surveys  emphasizing the importance of agile development initiatives. 

In summary, this podcast episode offers a comprehensive exploration of how financial insights can transform HR practices. Jesper's insights provide valuable guidance for HR professionals seeking to elevate their role within the organization and deliver strategic HR by aligning HR initiatives with business objectives. When HR professionals see themselves as integral parts of the business (not as separate entities), understand the business context, ask questions, and collaborate across departments, they can create true value for the organization. 

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