Épisodes

  • Bruce Cohen - Building a Best-in-Class Performance Management System in 2026 and Beyond

    Bruce Cohen - Building a Best-in-Class Performance Management System in 2026 and Beyond
    May 7 2026
    Are you tired of outdated, ineffective performance reviews? Want your organization to thrive with motivated, aligned employees? This episode dives deep into transforming your performance management process into a powerhouse that drives results and engagement. Join us as Bruce Cohen, a seasoned HR leader, shares decades of insights from goal-setting to AI-driven tools and how to implement a system that’s continuous, clear, and compelling. In this episode: Why top companies prioritize ongoing performance feedback How to cascade goals effectively from leadership to every employee The critical difference between job descriptions and goals Using AI to enhance accuracy, consistency, and personalization The role of senior leadership support and leading by example Practical tips for managing self-assessments and overcoming recency bias The future of performance management with AI and data insights Timestamps: 00:00 - Why performance management is crucial in 2026 and beyond 00:26 - Bruce Cohen introduces himself and his HR background 01:23 - The value of continuous feedback in employee motivation 02:33 - The importance of goal setting and clear communication 05:39 - The risks of infrequent reviews and how to shift the culture 08:01 - Upskilling managers for real-time coaching and feedback 10:14 - Leading with example in HR and organizational commitment 11:40 - Defining "best in class" performance systems 12:33 - Aligning goals with company objectives through cascading 15:22 - Using self-assessments to prepare for performance conversations 18:44 - Overcoming challenges with recency bias and self-evaluations 21:43 - The multiplier effect of ongoing feedback 25:17 - The transformative role of AI in performance management 28:23 - Practical steps for implementing AI tools effectively 33:48 - Five key steps to elevate your system post-episode Resources & Links: eCornell Organizational Design and Performance Courses Book: "Radical Candor" by Kim Scott AI Tools for HR and Performance Management Leadership Support in HR Connect with Bruce Cohen: LinkedIn Twitter Let's revolutionize performance management together! Take these insights, leverage new technologies, and lead your organization to a more engaged, productive future. The time for change is now, don’t wait for the next review cycle to start transforming your system. Start today!
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    38 min
  • Christy Brown - Breaking Barriers & Leading Boldly: The Future for Women in Power in 2026

    Christy Brown - Breaking Barriers & Leading Boldly: The Future for Women in Power in 2026
    Apr 30 2026
    Are women stepping into leadership roles with the respect, tools, and support they deserve? This episode dives deep into the critical challenges female CEOs face in 2026, from societal biases to systemic barriers, and how we can change the narrative for future generations. In this episode: Christy Brown shares her inspiring journey from corporate to entrepreneur, and her mission of empowering women in leadership. The stark realities: Only 11% of Fortune 500 CEOs are women, and the gender pay gap still lingers at 72 cents on the dollar. The unique challenges women encounter, including stereotypes, motherhood penalties, and systemic roadblocks. The societal and political headwinds hindering progress, from DEI rollback trends to eroding reproductive rights. The power of community, mentorship, and sponsorship in transforming the leadership landscape. Practical strategies women can adopt: building confidence, self-respect, and support networks that reinforce their value. The urgent need for systemic change so women can compete and lead on an equal footing, free from outdated norms and misogyny. Timestamps: 00:00 - Welcome and episode overview 00:50 - Christy Brown’s background and entrepreneurial journey 02:33 - The innovative work of Dr. Nose and its societal impact 06:15 - Personal fun fact: fundraising through a 31-mile dog walk 08:11 - Challenges for women CEOs in 2026: statistics and systemic issues 09:45 - Representation gap and pipeline problems in leadership roles 11:33 - Motherhood penalty and caregiving stigma 12:39 - Cultural conditioning and societal stereotypes 14:24 - The state of gender pay gap and pay transparency in 2026 16:00 - The global perspective and the importance of representation 17:14 - The impact of role models on young women and girls’ ambitions 19:25 - Creating aspirational standards and societal goals for gender equity 22:06 - Combating misogyny, societal biases, and outdated gender roles 25:20 - The importance of confidence, self-worth, and community support 28:12 - Building networks, mentorship, and sponsorship to empower women 33:15 - Resources and communities available for female founders and CEOs 35:09 - Final thoughts and call to action: changing the narrative for a better future Resources & Links: Dr. Nose — Innovating pediatric wellness at home Gizuota Business School — Startup accelerator supporting entrepreneurs American Cancer Society — Fundraising and advocacy efforts UN Gender Equality Data — Global gender equality insights Women’s Startup Resources — Support networks for female entrepreneurs MentorSpaces — Finding mentorship and sponsorship programs Connect with Christy Brown: LinkedIn Twitter Let’s rewrite the story of leadership, because the world needs more women leading boldly, with respect and power. It starts now.
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    37 min
  • Schon Parris - Helping HR Leaders quantify the material value of the workforce: Through data analytics

    Schon Parris - Helping HR Leaders quantify the material value of the workforce: Through data analytics
    Apr 23 2026
    Dive into the raw truth of HR analytics, why it’s all about storytelling backed by solid numbers. This episode uncovers how HR leaders can finally translate their human capital efforts into undeniable business value. Prepare to be inspired, challenged, and energized to rethink what your HR data can do! Key Insights The gap between HR stories and financial impact is real; HR needs to quantify their contributions. Successful organizations are integrating HR metrics with business and financial data for compelling storytelling. External benchmarks are critical to understanding where your organization stands are you best in class or in need of improvement? Using visualization and advanced analytics makes complex data accessible and impactful for HR leaders. Building tight collaborations with operations and finance is essential for accurate, meaningful HR metrics. Small steps like analyzing turnover costs or onboarding ROI can start a powerful transformation. HR must embrace a mindset of continuous measurement, storytelling, and adjusting based on macroeconomic shifts. Investing in analytics tools and skills early helps HR lead from a position of influence and credibility. Timestamps 00:00 - Welcome & intro to Schon Parris, HR data rockstar 02:45 - Schon’s musical side and leadership journey at ADP 03:58 - Helping HR quantify workforce value through analytics 04:40 - The gap between HR stories and quantifiable business impact 05:34 - Why HR struggles to show ROI like sales or operations 06:39 - Bridging HR and finance through better skills and tools 07:32 - How AI and advanced analytics are changing the game 09:02 - Turning HR metrics into financial and business outcomes 10:02 - The importance of collaboration in understanding turnover costs 11:01 - Performance metrics for hourly workers and ubiquitous data 12:13 - The challenge of rolling up workforce data in organizations 13:10 - Building business cases for HR investments 14:16 - The power of visualization and storytelling with analytics 15:04 - Using metrics to tell compelling, data-backed HR stories 17:15 - The importance of granular data to prevent surprises 18:30 - Small steps that HR can take to demonstrate value 20:10 - Putting the numbers into business language for leadership 21:43 - Using external benchmarks to inform strategy 23:08 - Visual storytelling to connect HR efforts with profitability 24:15 - Deep-diving into specific workforce segments 25:03 - Tracking HR impact continuously, not just quarterly 26:40 - The importance of contextualizing data within macroeconomic shifts 27:57 - Steps to start building a data-driven HR culture Resources & Links How to Measure HR’s Impact on Business Power of Data Visualization in HR Turnover Cost Analysis Tool External Benchmarks for HR Metrics Connect with Schon Parris LinkedIn Twitter Final Thought This episode is a rallying cry for HR leaders to step into their data-driven power. Metrics are no longer optional,they are the language of impact and influence. Start small, visualize boldly, and tell your stories with undeniable proof. Your workforce’s true value depends on it!
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    32 min
  • Jacob Chase - Rethinking Performance & Pay: The Future is Decentralized

    Jacob Chase - Rethinking Performance & Pay: The Future is Decentralized
    Apr 16 2026
    Discover how a bold new approach to evaluating performance could revolutionize your organization. Jacob Chase shares groundbreaking insights on moving away from traditional systems to fully leverage collective intelligence, fairness, and meritocracy. Main Topics Covered: Why current centralized performance reviews are broken and how decentralization offers a solution How stock market principles apply to internal organizational valuation Building a culture of transparency through peer-to-peer feedback systems Transforming pay equity via contribution-based assessments Practical steps for leaders to pilot decentralized evaluation methods Timestamps: 00:31 - Introduction to Jacob Chase and his background 01:34 - The story behind Infin and its purpose 02:23 - Fun fact: Jacob's chaotic car and the humor of parenthood 03:34 - The core topic: valuing organizational contribution beyond traditional pay structures 04:33 - What is pay equity in modern terms? 05:29 - The problem with centralized evaluation systems and the benefit of decentralized approaches 06:45 - How individual perspectives enrich performance assessment 08:27 - Learning from stock markets: decentralized valuation models applied internally 09:32 - Creating internal markets for credit attribution within organizations 10:00 - How collective intelligence can self-assess performance 10:46 - Safeguards and motivations in decentralized data collection 12:01 - Peer feedback, confidentiality, and fostering a feedback culture 13:21 - Cultural shift required for decentralized evaluation to succeed 14:01 - How performance data can shape careers and future growth 14:37 - Quantifying contributions versus narrative assessments 15:06 - Replacing traditional evaluations with real-time performance insights 16:20 - Using data to improve workforce decisions and recognition 17:05 - The econometrics of contribution and how it enables meritocracy 17:58 - The importance of true merit-based rewards and reducing bias 18:52 - Moving beyond incremental changes—wholesale transformation needed 19:12 - Practical steps for HR and leadership to pilot decentralized systems 22:01 - Starting with the executive team to build credibility 23:08 - Overcoming the fear of transparency and trust issues 24:06 - Long-term benefits: Fairness, transparency, and organizational excellence 24:44 - The power of fairness in motivating exceptional contribution 26:01 - Final thoughts: embracing decentralized performance for competitive advantage Resources & Links: Infin Platform Stock Market as a Model for Internal Valuation Performance Management Systems: Why They Fail Build a Culture of Feedback Connect with Jacob Chase: LinkedIn Twitter Unlock the Future of Performance Management Today! This isn’t just a reset, it’s a revolution. If you’re ready to empower your team, eliminate bias, and create truly fair compensation, start with a bold step: decentralized, contribution-based evaluation. The future is fair, transparent, and driven by collective intelligence. Will you lead the change?
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    28 min
  • Amy Dufrane - Breaking the Silence on Substance Abuse in the Workplace: A Call for Compassion and Action.

    Amy Dufrane - Breaking the Silence on Substance Abuse in the Workplace: A Call for Compassion and Action.
    Apr 9 2026
    This episode dives deep into a critical issue that affects nearly 80% of the workforce, substance use disorder (SUD), and explores how HR professionals and organisations can lead the change. Get ready for an eye-opening conversation filled with practical steps, inspiring examples, and a powerful message: supporting employees through recovery is not just compassionate, it’s strategic. In this episode: Amy Dufrane reveals why substance abuse is a silent epidemic impacting organizations across all sectors The startling statistics surrounding SUD and its toll on productivity and healthcare costs How organizations are pioneering recovery-friendly workplace certifications and initiatives Practical advice for HR on cultivating a supportive, stigma-free environment The importance of education, policies, and manager training for long-term organizational health Resources for organizations to implement real change—without reinventing the wheel Timestamps: 00:00 - Welcome and introduction to Amy Dufrane, CEO of HRCI 00:24 - Amy’s background and passion for HR’s evolution 02:09 - Why substance use disorder is a critical issue for HR and employers 04:01 - The impact of SUD on productivity, turnover, and healthcare costs 05:28 - Understanding SUD as a chronic condition, not a choice 06:23 - How HR can start addressing substance abuse in the workplace 07:11 - Navigating HIPAA and legal considerations around employee health disclosures 08:39 - Partnering with organizations like Global Recovery Initiatives Foundation for education and certification 10:00 - The role of company certification and building a recovery-friendly culture 11:14 - Why leadership commitment is essential for change 12:44 - The importance of manager training and creating safe communication channels 15:08 - Overcoming organizational culture and resource barriers 16:08 - The long-term investment in employee wellbeing and organizational health 17:00 - The non-legal, human-centered approach to supporting employees in recovery 17:59 - How organizations can get started with certification and resources 21:07 - Practical first steps for HR and leadership 22:24 - The importance of proactive, organizational commitment over reactive responses 23:05 - Final advice for CHROs and leaders to prioritize this issue 23:44 - Gratitude and closing thoughts. Resources & Links: National Recovery Friendly Workplace Institute — Certification and tools for creating recovery-supportive workplaces HRCI — Certification and education for HR professionals White House Initiative on Substance Use — Government leadership in supporting workplace recovery efforts Connect with Amy Dufrane: LinkedIn Twitter Take Action: Start today by educating your leadership and HR team about SUD Explore certification programs to build a recovery-friendly culture Implement ongoing training for managers to recognize and support employees Remember: your organization’s health depends on your compassion and commitment. Let’s break the stigma and embrace a future where recovery is supported and celebrated.
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    28 min
  • Jess Von Bank - Different set of lenses: Women should be the center of our design decisions

    Jess Von Bank - Different set of lenses: Women should be the center of our design decisions
    Apr 2 2026
    Get ready to challenge the status quo. In this episode, Jess von Bank and David Turetsky confront the fast-paced AI revolution, urging us to see beyond profit and speed. They reveal why women’s voices should lead our design decisions, advocating for a human-centric approach in a world speeding towards automation and loss of trust. In this episode: Why current AI development prioritizes efficiency over human values The critical need for women to be at the center of AI design and decision-making How capitalism’s extraction model is hollowing out jobs across demographics The dangers of unregulated AI—bias, privacy breaches, and ethical mishaps Examples of AI’s impact in HR—from recruitment to unconscious bias The importance of governance, transparency, and interruptibility in AI systems Practical ideas for democratizing skills and opportunities through AI How to shift from reckless adoption to intentional, human-first AI strategies Timestamps: 00:00 - The mission to center womenin AI design and HR innovation 02:05 - Jess von Bank’s journey from talent practitioner to industry analyst 06:21 - Why fast AI development risks sacrificing human values 09:01 - The false promise of EQ-focused AI and the need for broader perspectives 10:07 - Designing for safety and well-being: lessons from parenthood and Maslow’s hierarchy 13:34 - Rethinking social media and AI with a human lens in HR tech 16:21 - The hollowing out of middle and entry-level jobs due to AI 17:19 - Demographics impacted by AI-driven job displacement and systemic inequality 20:16 - The role of governance in protecting human interests and privacy 22:39 - The risks of unchecked data collection and the “out-of-control” AI genie 25:06 - The hidden costs of convenience—the loss of trust and control 30:34 - Rethinking success: measuring meaningful progress, not just adoption 34:41 - Real-world examples: democratizing recruitment through AI and reducing bias 37:08 - Opportunities to support displaced workers with AI-driven skill matching 39:39 - The call for slower, human-centered AI innovation to avoid future catastrophe Resources & Links: Book: The Future of Work by Jack Zenger Jess von Bank - LinkedIn | Twitter Capita AI Governance Framework HireVue video interview platform TikTok’s addictive content studies Connect with Jess von Bank: LinkedIn Twitter Join us in reshaping HR and AI—center human values, demand transparency, and slow down the rush. Our future depends on it.
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    42 min
  • Charlene Li - Winning with AI: The 90-Day Blueprint for HR Success

    Charlene Li - Winning with AI: The 90-Day Blueprint for HR Success
    Mar 26 2026
    In this electrifying episode, Charlene Li shares her insights on how AI is transforming HR strategies, leadership, and the very way we define jobs in this rapidly evolving landscape. Get ready to rethink what’s possible and how you can take immediate steps toward an AI-empowered future.Key Topics: Why start AI initiatives with your business strategy, not the technology itself How AI can support and revolutionize HR functions like recruitment, team building, and workforce planning The importance of asking the right questions to harness AI effectively Rethinking "entry-level" in the age of automation and AI-enabled skills Building a foundational, invisible layer of AI that drives everyday workflows without flashy interfaces The ethical responsibility of HR to lead AI adoption responsibly and transparently The shift from traditional roles to "superhuman" workers enhanced by AI tools Strategies for HR leaders to prepare their teams for AI-driven change The critical need for deep conversations with vendors and internal teams to shape meaningful AI solutions Curiosity and critical thinking as the ultimate skills in the AI era Winning with AI: The 90 Day Blueprint for Success Charlene Li - Website OpenAI - Developer Resources Perplexity AI LinkedIn Twitter Timestamps: 00:00 - Welcome & Introduction to Charlene Li’s background 02:00 - Disruptive transformations and the leadership needed for AI success 06:00 - Where to start with AI in HR and aligning with business strategy 08:00 - Rethinking HR processes and outdated data practices 11:00 - The role of nuanced skills and team chemistry in a new AI-powered workplace 12:45 - How AI tools assist in hiring, team collaboration, and decision-making 19:00 - Human in the loop vs. automation – when and how to let go 20:40 - Redefining the role of humans in AI-enhanced organizations 24:00 - The strategic role of HR in AI ethics, transparency, and future workforce development 28:00 - Building an AI roadmap, vendor conversations, and responsible adoption 31:00 - The skills needed to ask the right questions in the AI age 34:00 - Experimenting, failing fast, and continuous learning with AI 36:00 - The importance of curiosity, imagination, and specialized expertise 36:30 - Almost out of time, a recap of Charlene’s book, Winning with AI 37:13 - Final thoughts & actionable steps for HR leaders to lead AI transformationResources & Links:Connect with Charlene Li:Call to Action: Don’t wait for the future to arrive — start asking better questions today! Grab Charlene Li’s Winning with AI to kickstart your 90-day strategic plan. Lead your organization boldly into this new era, because your role is more crucial than ever. The future of HR is here — are you ready?
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    37 min
  • John Watson - Your Employees Are Customers. Start Building Like It.

    John Watson - Your Employees Are Customers. Start Building Like It.
    Mar 19 2026
    Discover the transformative power of applying Amazon’s working backwards framework to HR. This episode unpacks how HR leaders can turn employees into loyal customers and leverage AI to create impactful HR products that truly delight. If you're ready to revolutionize your HR tech game, listen now! Timestamps:00:00 - Introduction to applying Amazon’s customer obsession in HR02:00 - Historical perspective: Dell’s direct approach as employee-internal customer model06:00 - Justifying HR technology investments with ROI examples from compensation software11:00 - The five questions of the working backwards framework12:00 - Constructing a true customer persona & insights from HR data15:00 - Defining the core customer problem in HR: Building confidence in managers16:30 - Crafting solutions & benefits — example of an AI-powered coaching tool19:00 - Writing the future press release & internal FAQs to clarify the product vision21:00 - Iterative testing & how to involve stakeholders in feedback cycles24:00 - Measuring success & validating assumptions through prototypes & beta tests26:00 - How AI accelerates customer understanding & innovation in HR28:00 - Making HR a product team: influencing leadership & fostering customer obsession30:00 - Conclusion: Start small, ask questions, test assumptions, and keep the customer at the heart
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    36 min