Most leadership development still clings to certainty, quarterly goals, strategic plans, official futures etched in stone. But what if that mindset isn’t just outdated, it’s dangerous? In this episode, Dani Johnson and Stacia Garr sit down with futurists and experience designers Lisa Kay Solomon and Jeff Rogers, two minds helping rewire how leaders think about the future, not as a distant unknown, but as a daily design challenge. What unfolds is a conversation that’s as practical as it is provocative, revealing how our obsession with predictability might be blinding us to the signals we most need to see.

For learning leaders, especially those in HR and people analytics, this episode offers a wake-up call. Future thinking isn’t a luxury or a moonshot exercise. It’s a leadership muscle, and the longer it goes untrained, the more fragile our organizations become. Lisa and Jeff unpack what it really means to design for the future, not just in abstract vision decks, but in how we design meetings, questions, experiences, and even relationships. Their approach is grounded in curiosity, humility, and a radical shift from answers to inquiry.

By the end, listeners don’t just understand why futures thinking matters, they feel invited to do something about it. The conversation offers not just hope, but tools: from rethinking design as a vehicle for emergence, to spotting and disrupting “official futures” inside their own organizations. Whether you’re planning your next L&D initiative or shaping strategy for a shifting workforce, this episode shows you how to lead with intention, not from the past, but toward what’s possible.

 You will want to hear this episode if you are interested in...

• (00:00) The overlooked leadership skill hiding in plain sight.
• (03:30) Meet the minds behind Elevate: Futurists with a purpose.
• (09:00) From theory to traction: Making futures thinking useful now.
• (15:00) Design that disrupts: How to spark new thinking in any room.
• (22:00) The silent trap: How a single “official future” keeps orgs stuck.
• (30:40) Elevate’s true mission: Courage, connection, and change for learning leaders.

Resources & People Mentioned

• https://lisakaysolomon.com
• https://rdcl.is/

Connect with Lisa & Jeff

• Connect with Jeffrey Rogers on LinkedIn
• Connect with Lisa Kay Solomon on LinkedIn

Connect With Red Thread Research

• Website: Red Thread Research
• On LinkedIn
• On Facebook
• On Twitter

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Many teams don’t realize how much time their people are losing to repetitive tasks and clunky systems. From filling out HR forms to bouncing between platforms, what’s called “employee experience” often adds up to unnecessary friction. The real problem? No one’s questioning whether those steps need to exist at all. There’s an unspoken assumption that better design means more interface, more features, more engagement. But what if the most valuable tech quietly solved problems in the background, no logins, no dropdowns, no disruption?

Josh Novelle, Global Head of People Solutions at Convatec, argues that it’s time to rethink how we define value in HR tech. In his world, the best tools don’t ask people to step out of their workday to interact with them, they fit invisibly into the flow. He points out how incentives from vendors often run counter to what organizations need, and how this misalignment quietly drains productivity. From nudging employees to use their leave before burnout hits, to questioning why booking time off isn’t already embedded in your calendar, he challenges long-held assumptions with clear, practical alternatives.

This conversation goes beyond tool choices. It raises a bigger question: what if your systems could work together behind the scenes to deliver support without demanding attention? As the boundaries between work, systems, and experience blur, the teams that win won't be the ones with the flashiest platforms. They'll be the ones who make their tech nearly disappear. 

You will want to hear this episode if you are interested in...

• (00:00) Redefining employee experience beyond HR systems.
• (08:50) Choosing tech partners and surfacing vendor misalignment.
• (18:00) The rise of headless tech and middleware's quiet power.
• (27:10) Subtle interventions that reduce burnout.
• (35:00) Where AI fits into employee experience.
• (44:30) Why leadership development fails without operational alignment.

Resources & People Mentioned

• https://www.convatecgroup.com
• https://www.learningtechnologies.co.uk

Connect with Josh Novelle

• Connect with Josh Novelle on LinkedIn

Connect With Red Thread Research

• Website: Red Thread Research
• On LinkedIn
• On Facebook
• On Twitter

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Most conversations about AI in the workplace get stuck on the surface - job loss fears, tech hype, and hand-wringing about what’s next. But in this episode, we flip the script. What if AI itself isn’t the problem? What if the real story is how organizations introduce, structure, and integrate it into the human fabric of work?

Jeremy Broome, Global Head of Talent at Visa, shares how his team navigates AI with a surprisingly optimistic and deeply human approach. From scenario-based workforce planning to AI-powered feedback loops in sales training, Jeremy outlines how Visa empowers employees to experiment safely, learn organically, and ask better questions rather than just seek faster answers. Along the way, he introduces a simple but powerful framework, “one-way doors vs. two-way doors”, for evaluating risk, making bolder moves, and learning without losing trust.

This conversation isn't just about tech adoption. It's about how thoughtful design, cultural muscle, and a focus on community can transform fear into fluency and uncertainty into innovation. Whether you're starting your AI journey or stuck in the middle of one, this episode shows you what people-first AI looks like. 

You will want to hear this episode if you are interested in...

• (0:00) Optimism, people-first AI, and two-way doors.
• (4:36) Jeremy’s background and Visa’s AI legacy.
• (9:06) GenAI as an opportunity and top-down momentum.
• (13:38) Real-world use cases: recruiting, learning, chatbots.
• (17:40) Future-back workforce planning and scenario design.
• (24:01) Learning shifts: community, context, and curiosity.

Resources & People Mentioned

• Highspot - AI coaching in sales training
• Visa University - Visa’s internal learning hub

Connect with Jeremy Broome

• Connect with Jeremy Broome on LinkedIn

Connect With Red Thread Research

• Website: Red Thread Research
• On LinkedIn
• On Facebook
• On Twitter

Subscribe to WORKPLACE STORIES

HR teams have more data than ever, but many still rely on guesswork when it comes to people decisions. In this episode, we unpack the rapid growth of the people analytics tech market, which ballooned from $1.7B in 2019 to $8.1B by last summer.

Hosts Dani Johnson, Stacia Garr, and Priyanka Mehrotra walk through how this market has evolved, what’s driving investment, and why the demand for better-connected, more useful insights keeps rising.

We also dig into what’s not working, like customer frustration, disappointing ROI, and the reality that AI in these tools often overpromises and underdelivers. Whether you’re brand new to people analytics or looking to uplevel your HR tech strategy, this episode will help you move from “hoping for the best” to truly leading with insight. 

You will want to hear this episode if you are interested in...

• (0:00) Setting the stage: Why people analytics tech is worth revisiting.
• (4:31) The market’s growth from $1.7B to $8.1B, and what’s fueling it.
• (8:31) Three big shifts: use cases, democratization, and ethics.
• (13:40) Pandemic-driven surge: Why execs finally cared about people data.
• (14:57) What vendors are getting right: Partnerships and practical AI.
• (23:25) Where vendors are falling short: UX, ROI, and unmet promises.
• (29:30) The near-term future: Middleware, consolidation, and embedded insights.
• (36:00) AI expectations vs. reality: Trust, risk, and what vendors still miss.

Resources & People Mentioned

• Visier –  https://www.visier.com
• Culture Amp –  https://www.cultureamp.com
• One Model –  https://www.onemodel.co

Connect with Dani, Stacia, and Priyanka

• Dani Johnson
• Stacia Garr
• Priyanka Mehrotra on LinkedIn

Connect With Red Thread Research

• Website: Red Thread Research
• On LinkedIn
• On Facebook
• On Twitter

Subscribe to WORKPLACE STORIES

Many L&D teams still see themselves as a support function—creating learning programs, responding to training requests, and advocating for development. But in a rapidly changing business landscape, is that enough? 

In this episode, Al Dea, founder of Edge of Work, challenges the traditional identity of L&D and makes the case for a more strategic role—one that positions learning as a core driver of business transformation, not just an enabler of it.

We dive into the recurring struggle for L&D to "get a seat at the table" and why that framing might be holding teams back. Instead of waiting for an invitation, L&D leaders must shift their focus from delivering learning to solving real business problems.

Al shares insights on how forward-thinking organizations are embedding learning into business strategy, leveraging skills data, and embracing new ways of working—such as agile methodologies and systems thinking—to drive real impact. 

You will want to hear this episode if you are interested in...

• (00:00) L&D’s Identity Crisis
• (05:10) Why L&D struggles for influence and how to fix it
• (12:40) The shift from support function to strategic problem-solver
• (20:50) The role of skills data in transforming L&D
• (32:00) Challenges and mindset shifts needed for L&D leaders
• (42:41) Final thoughts and why Al Dea does this work

Resources & People Mentioned

• The Edge of Work
• Josh Bersin

Connect with Al Dea

• Connected with Al Dea on LinkedIn

Connect With Red Thread Research

• Website: Red Thread Research
• On LinkedIn
• On Facebook
• On Twitter

Subscribe to WORKPLACE STORIES

AI is transforming work at an unprecedented pace, but many organizations still struggle to move beyond experimentation and into real implementation. In this episode, we sit down with Steven Moran, Chief Learning Officer and Chief Partnerships Officer at Bertelsmann, to explore how one of the world’s largest media, education, and services companies is tackling this challenge head-on. 

With 400 businesses and 80,000 employees worldwide, Bertelsmann is uniquely positioned at the intersection of AI, workforce learning, and industry partnerships—making its approach to AI adoption especially insightful.

Steven shares how Bertelsmann strategically identifies which work AI should take over and which skills employees should double down on to stay competitive. He also unpacks why AI isn’t just about efficiency—it’s about fostering creativity, innovation, and business transformation.

From collaborating with OpenAI to rethinking job structures, Steven offers a behind-the-scenes look at how Bertelsmann is future-proofing its workforce. Whether you’re an HR leader, a learning professional, or simply curious about AI’s role in the workplace, this episode provides a roadmap for navigating the next era of work.

You will want to hear this episode if you are interested in...

• (0:00) How Bertelsmann’s Chief Learning Officer also leads partnerships
• (1:10) AI’s shift from experimentation to real implementation in organizations
• (8:33) Bertelsmann’s strategic partnership with OpenAI and its goals
• (10:32) How AI is reshaping work and what skills employees should prioritize
• (16:40) The journey from AI experimentation to company-wide adoption
• (22:50) Balancing AI-driven efficiency with human creativity in the workplace
• (35:00) How Bertelsmann uses skill gap analysis to drive workforce strategy

Resources & People Mentioned

• Bertelsmann
• OpenAI
• Ethan Bernstein & Job Moves

Connect with Steven Moran

• Connect on LinkedIn

Connect With Red Thread Research

• Website: Red Thread Research
• On LinkedIn
• On Facebook
• On Twitter

Subscribe to WORKPLACE STORIES

Boston Scientific is looking at workforce planning in an entirely new way. We got the rare chance to hear all about it from Brenda Kowske, their Senior Director of Talent Analytics and Workforce Planning.

With 50,000 employees worldwide and a rapidly growing footprint, they’re navigating big challenges with fresh approaches.We talked with Brenda about how her team is breaking down traditional HR silos, integrating workforce planning into business decisions, and staying ahead of the curve with AI and skills-based planning.

She’s been in this space for over a decade and brings a sharp perspective on what works—and what doesn’t.From creating global talent pods to using unexpected data like happiness indexes, Brenda walked us through how Boston Scientific is balancing data, technology, and strategy to make workforce planning a true competitive advantage.

You will want to hear this episode if you are interested in...

• Intro [0:00]
• How AI is changing jobs, skills, and how teams are truly built [1:44]
• Using location and happiness data to make better workforce choices [2:29]
• The challenge of moving from job-based to skill-based planning [7:00]
• How to keep workforce data private while still using it smartly [21:00]
• Why Boston Scientific keeps workforce planning “always on” [24:30]
• How AI could make it easier to help employees grow their skills [33:20]

Resources & People Mentioned

• GDPR – General Data Protection Regulation Overview
• Corporate Social Responsibility Directive (CSRD) – CSRD Information (European Commission)
• Anaplan – Anaplan Official Website

Connect with Brenda Kowske

• Brenda Kowske on LinkedIn

Connect With Red Thread Research

• Website: Red Thread Research
• On LinkedIn
• On Facebook
• On Twitter

Subscribe to WORKPLACE STORIES

In this episode of Workplace Stories, we sit down with Heather Bussing, a California employment lawyer, to break down the recent executive orders on Diversity, Equity, and Inclusion (DE&I).

Heather brings her sharp legal perspective, offering clarity on what these orders actually mean for businesses—especially those in the private sector—and how employers can navigate this complex landscape without overreacting.

Heather is direct, no-nonsense, and refreshingly calm in the face of the confusion swirling around DE&I today. We dive into the details of the executive orders, what they really say (and what they don’t), and what companies can do to stay on the right side of the law while building a more inclusive workplace.

One of the biggest takeaways from this conversation is the importance of staying focused on fairness and merit. Heather stresses that while the executive orders might stir up public debates, the real work for companies is about being transparent and fair in their practices, especially around hiring, promotions, and performance assessments.

She also talks about the growing need to rethink the way organizations measure success in their DE&I efforts, focusing on meaningful change rather than just checking boxes.

If you’re a leader or HR professional feeling the pressure to adjust your DE&I strategy, this episode is for you. Heather offers clear, actionable advice that will help you move forward with confidence.

You will want to hear this episode if you are interested in...

• (0:00) Introduction to Heather Bussing (and Why You Should Listen to Her)
• (6:24) What Is an Executive Order?
• (8:51) The DE&I Executive Orders and Their Focus on Federal Contractors
• (15:03) Legal Impact vs. Cultural Backlash on DE&I Programs
• (22:29) Why Fairness Should Still Be the Focus of DE&I Efforts
• (26:48) Lightening the Mood with the Lightning Round
• (30:48) Why You Should Do What You’re Already Doing 
• (35:20) Moving Forward: Maintaining DE&I Programs Amidst Change

Connect with Heather Bussing

• Connect on LinkedIn

Connect With Red Thread Research

• Website: Red Thread Research
• On LinkedIn
• On Facebook
• On Twitter

Subscribe to WORKPLACE STORIES

We sat down with Tapaswee Chandele, Senior Vice President of Global Talent Development and System Partnerships at Coca-Cola, to talk about what it really takes to help managers succeed. 

She’s direct, transparent, and refreshingly honest about the challenges leaders face today—and what companies need to do to make things simpler. From setting clear expectations to measuring what matters, Tapaswee breaks down the way Coca-Cola supports managers without overcomplicating the process.

One of the huge takeaways for us was the idea of prioritization: cutting through the noise and focusing on just a few key things that actually move the needle. Tapaswee also shared some thought-provoking perspectives on culture, manager accountability, and why companies need to be intentional about the kind of leaders they develop and reward.

Oh, and we got into how AI could be a game-changer for taking boring admin work off managers’ plates so they can spend more time on what actually matters—like leading their teams.

You will want to hear this episode if you are interested in...

• Intro [0:00]
• How Coca-Cola Defines Manager Effectiveness [4:45]
• Embedding Leadership into Culture and Processes [10:10]
• Why Manager Effectiveness Is Declining [15:00]
• Supporting Managers with Data and Feedback [21:00]
• Using AI to Simplify Managerial Work [30:10]
• Rethinking Leadership Roles and Rewards [38:00]
• Measuring Manager Effectiveness at Coca-Cola [43:10]

Resources & People Mentioned

• Radical Candor by Kim Scott
• BetterUp – A coaching platform focused on leadership and professional growth
• Future of Jobs Report 2023 by the World Economic Forum

Connect with Tapaswee Chandele

• Tapaswee Chandele on LinkedIn

Connect With Red Thread Research

• Website: Red Thread Research
• On LinkedIn
• On Facebook
• On Twitter

Subscribe to WORKPLACE STORIES

In 2025, the HR landscape is already transforming–quickly. With AI moving from hype to reality, workforce cultures evolving, and organizations pausing to get their data and systems in order, leaders face both big opportunities and bigger decisions. 

To truly make sense of it all, we sat down with Stacey Harris, Chief Research Officer at Sapient Insights Group, whose decades of experience as both a practitioner and industry analyst give her a grounded, data-backed perspective on what HR teams need to focus on right now.

From the rise of personalization and the cultural barriers blocking internal mobility to the critical role of managers and why workforce planning is finally having its moment, Stacey gave us a clear-eyed view of where HR is heading—and what’s holding it back.

She challenged us to think differently about what “engagement” truly means, the limitations of current AI applications, and why a company’s culture—not its tech—might be the biggest obstacle to success in 2025.

If you’re ready to make sense of this rapidly changing landscape and get practical advice on how to navigate the year ahead, Stacey’s insights are the perfect guide.

You will want to hear this episode if you are interested in...

• Intro [0:00]
• Meeting Stacey Harris [4:26]
• 2025 Trends in HR Tech [7:08]
• AI in HR: Hype vs. Reality [9:06]
• The Data Problem and Internal Mobility Challenges [12:47]
• Managers as Barriers and the Role of AI [18:00]
• Rethinking Engagement and Personalization [23:54]
• Workforce Planning’s Evolution [38:20]
• Final Thoughts and Why Stacey Does the Work She Does [42:00]

Resources & People Mentioned

• Sapient Insights Group – Sapient Insights Group Website
• Sierra-Cedar HR Systems Survey 
• Lightcast

Connect with Stacey Harris

• Connect on LinkedIn

Connect With Red Thread Research

• Website: Red Thread Research
• On LinkedIn
• On Facebook
• On Twitter

Subscribe to WORKPLACE STORIES