Digital HR Leaders with David Green

You’ve mapped your workforce’s skills. What changes in the decisions your organisation makes? In this episode of the Digital HR Leaders podcast, David Green welcomes back Loïc Michel, co-founder and CEO of 365Talents , a Docebo company, to explore how organisations can connect skills intelligence, learning and workforce strategy. From closing capability gaps to redeploying talent and reducing reliance on external contractors, they discuss what it takes to make skills data useful in everyday business decisions. They also explore how AI agents could change the work of HR, and why human judgement remains essential. Join them as they discuss: Why learning and skills technology grew up separately, what bringing them together enables How to measure whether capability gaps are closing through a cycle of detecting, developing and assessing skills Why skills initiatives stall at the mapping stage, and how a clear business problem and committed leadership keep them moving How SNCF used skills intelligence to identify internal capabilities and reduce reliance on subcontractors Where AI agents can support learning and career development, and how to keep people in the lead on workforce decisions Why understanding skills and tasks is essential to preparing people for changing jobs and work shared with AI agents This episode is sponsored by 365Talents, a Docebo company. Every organisation approaches skills in its own way, so 365Talents designs its talent intelligence solutions to adapt to how each business works. HR teams use them to put skills-based strategies into action more quickly and to see the impact across the whole organisation. Find out more about 365Talents Building or refining your skills strategy? The 2026 Skills Toolkit brings together 14 free HR templates covering every stage of the journey. It includes a business case built for your CFO, a structured framework for comparing vendors, a strategy you can take to the board, and practical tools for day-to-day HR operations and rollout. Get free access to the 2026 Skills Toolkit Resources: 365Talents newsletter 365Talents skills resources Docebo Hosted on Acast. See acast.com/privacy for more information.

As AI makes knowledge more widely available, are organisations paying enough attention to the relationships that help people put it to work? In this episode of the Digital HR Leaders podcast, David Green is joined by Michael Arena and Greg Pryor, co-founders of the Connected Commons and co-authors of the forthcoming book, The New Social Code: Five Relational Edges That Outperform Algorithms. Drawing on decades of organisational network research and experience leading talent in major organisations, Michael and Greg explore how human connections shape performance, career progression and the ability to turn new ideas into action. Michael is Dean of the Crowell School of Business at Biola University and previously served as Chief Talent Officer at General Motors and VP of Talent at AWS. Greg’s career spans talent leadership and consulting at organisations including Accenture, Workday, Merrill Lynch and Juniper Networks. Together, they make the case for bringing social capital into talent practices alongside skills and experience, helping people build the relationships they need for the work they do today and the responsibilities they may take on tomorrow. Join them as they discuss: Why relationships become more important as AI makes knowledge easier to access The five relational edges: opportunity, trust, attention, insight and influence Why bigger networks can undermine performance, and how to balance deep trust with broader connections How onboarding can help new joiners build trust and contribute more quickly How to recognise collaboration overload and support the people connecting different parts of the organisation What networks reveal about future leaders, and practical ways to apply this thinking without sophisticated analytics This episode is sponsored by 365Talents, a Docebo company. Every organisation approaches skills in its own way, so 365Talents designs its talent intelligence solutions to adapt to how each business works. HR teams use them to put skills-based strategies into action more quickly and to see the impact across the whole organisation. Find out more about 365Talents Building or refining your skills strategy? The 2026 Skills Toolkit brings together 14 free HR templates covering every stage of the journey. It includes a business case built for your CFO, a structured framework for comparing vendors, a strategy you can take to the board, and practical tools for day-to-day HR operations and rollout. Get free access to the 2026 Skills Toolkit Resources: The New Social Code: Five Relational Edges That Outperform Algorithms The New Social Code Compendium Newsletter Hosted on Acast. See acast.com/privacy for more information.

What changes when the people function is designed not as a collection of separate HR processes, but as part of the operating system of the company? In this episode of the Digital HR Leaders podcast, David Green is joined by Jack Buckley, Chief People and Systems Officer at Roblox, to explore how measurement, people analytics, technology and workforce strategy come together inside one of the world’s best-known technology companies. Jack’s career spans the US Navy, academia, applied statistics, large-scale assessment and game-based hiring before leading people and systems at Roblox. That background has shaped a clear philosophy: before organisations make better people decisions, they need to be confident they are measuring the right things, with data they can trust. Join them, as they discuss: Why data quality and measurement should come before advanced analytics Lessons from building a people science and analytics function during hypergrowth Why People and Finance need a shared view of workforce data and planning How the Roblox operating system brings people processes, technology and internal products together When organisations should buy technology, customise it or build their own How AI is reshaping recruiting, assessment, performance, retraining and workforce planning at Roblox Why skills atrophy could become a significant challenge as employees rely more heavily on AI tools How to balance rapid experimentation with rigorous evaluation and governance Why measuring the work and skills people actually use is essential to redesigning work and creating business value This episode is sponsored by 365Talents, a Docebo company. Every organisation approaches skills in its own way, so 365Talents designs its talent intelligence solutions to adapt to how each business works. HR teams use them to put skills-based strategies into action more quickly and to see the impact across the whole organisation. Find out more about 365Talents Building or refining your skills strategy? The 2026 Skills Toolkit brings together 14 free HR templates covering every stage of the journey. It includes a business case built for your CFO, a structured framework for comparing vendors, a strategy you can take to the board, and practical tools for day-to-day HR operations and rollout. Get free access to the 2026 Skills Toolkit Resources: Roblox Insight222 People Analytics Trends 2025/26 HR Operating Model for the AI Era Try Roblox's Coding Cookies practice assessment Hosted on Acast. See acast.com/privacy for more information.

Your organisation has committed to an AI strategy. But what does that commitment mean for the people who have to work differently because of it? AI adoption is moving into a more demanding phase. The challenge for HR and learning leaders is translating technology investment into new capabilities, different ways of working and measurable business outcomes. In this special episode of the Digital HR Leaders podcast, David Green is joined by Mike Wynn , SVP, Academy Executive for AI Capabilities & Enterprise Learning Products at Bank of America, and Himanshu Palsule , CEO of Cornerstone. Together, they explore what it takes to build an AI-ready workforce, combining the practical experience of capability building at scale with a broader perspective on workforce intelligence, skills and work redesign. Join them as they explore: How Bank of America is building AI confidence and capability across every career stage, from self-paced learning to collaborative, experiential workshops Why every AI capability the bank teaches is anchored to human skills such as judgement, critical thinking and strategic thinking Why organisations need to connect AI strategy with workforce strategy by understanding how work, tasks and skills are changing How workforce intelligence can help organisations connect signals about people and work with outcomes such as productivity, mobility and workforce transformation Why learning increasingly needs to happen in the flow of work, as technology makes development more continuous and contextual Why course completions and attendance are insufficient measures of success, and why leaders should instead look for changes in behaviour, work and business outcomes What HR and learning leaders should prioritise when ambitious AI plans have yet to translate into a clear people strategy For CHROs, CLOs and workforce leaders, this conversation offers a practical roadmap for moving beyond AI experimentation and building the workforce capability needed to turn ambition into business value. This episode is sponsored by Cornerstone. Industries, organisations and workforces are all changing at once, and most people leaders are trying to respond with fragmented data and processes that move too slowly to keep up. Cornerstone brings together the insights leaders need, the learning and skills that move people forward, and AI agents that turn intelligence into action, helping organisations build a workforce that’s ready for what’s next. Explore Cornerstone Workforce AI™ and the wider platform here . And if you are building the case internally, Cornerstone's CHRO Mandate eBook on workforce readiness is a useful place to start: CHRO Mandate eBook Find out more about Cornerstone here . Resources: Cornerstone Connect, Chicago Bank of America Careers Hosted on Acast. See acast.com/privacy for more information.

What if the thing slowing down AI in HR isn't the technology at all, but the way the function is set up to deliver it? Most HR organisations already have access to AI. The bigger challenge is whether the way HR is structured, governed and measured is ready to turn that technology into sustainable business value. In this episode of the Digital HR Leaders podcast, David Green is joined by Michael Rochelle , Chief Strategy Officer, principal analyst and co-founder of Brandon Hall Group, to explore new research identifying six structural moves for building an AI-enabled HR operating model. Join them, as they discuss: Why the operating model can become the constraint on AI transformation, even when the technology is ready What changes when HR manages recruiting, learning, employee experience and workforce planning as continuously evolving products rather than finite programmes Why great people and well-designed processes need to come before technology, and the risks of automating processes that already need redesigning How talent pods, workforce product teams and centres of excellence can combine business proximity with scalable solutions and enterprise standards Why HR business partners need deeper business acumen and a stronger performance consulting mindset Why governance works best when it is embedded into design and delivery, helping create the trust required for innovation Why HR needs to strengthen capabilities in judgement, critical thinking, business acumen and data and analytics as work changes How leaders can measure business, workforce, system and future impact rather than simply tracking implementation activity For CHROs and HR leaders rethinking how their function operates, this conversation provides a practical framework for creating an HR model that can continuously adapt, scale and deliver measurable value. This episode is sponsored by HiBob. HiBob is the people platform built for the AI era, helping organisations replace fragmented HR systems with a unified foundation for workforce management. That's why Brandon Hall Group says unified workforce platforms are becoming the foundation for organisations looking to scale AI with confidence. The report also includes a practical business case template with ROI modelling and executive evaluation criteria to help build your transformation strategy. Download the Brandon Hall Group HCMS Platforms Report Resources: Brandon Hall Group The AI-Enabled HR Operating Model Hosted on Acast. See acast.com/privacy for more information.

As AI reshapes work, the people function has an opportunity to play a much bigger role in how organisations navigate the transformation. At Snowflake, that starts with trusted data, strong people analytics and a clear view of what technology should automate, where it should augment human capability, and what should remain human. In this episode, David Green is joined by Arnnon Geshuri , Chief People Officer at Snowflake. Drawing on a career that includes senior roles at Google, Tesla and Teladoc Health, Arnnon explains why data has become a common language between HR and the business, and how Snowflake is putting that philosophy into practice. In this conversation, David and Arnnon discuss: Why people analytics gives HR greater credibility and influence with senior business leaders Snowflake’s model for deciding what to automate, what to augment and what should remain human How Snowflake’s talent acquisition team is building its own tools, including an application that reduced hours of work on job descriptions to minutes Why AI is changing jobs, career paths and the skills people will need as work is redesigned Why trusted data is essential to workforce transformation, and how Snowflake puts interactive organisational insights directly into managers’ hands How Snowflake’s talent acquisition team achieved a 20% productivity improvement, and why Arnnon focuses on business outcomes rather than tool usage Why analytics, systems thinking and change management are becoming essential capabilities for current and aspiring Chief People Officers For HR and people analytics leaders, this conversation provides a practical look at how a data-led people function can help shape work, strengthen decision-making and lead organisational transformation. This episode is sponsored by HiBob. HiBob is the people platform built for the AI era, helping organizations replace fragmented HR systems with a unified foundation for workforce management. That's why Brandon Hall Group says unified workforce platforms are becoming the foundation for organizations looking to scale AI with confidence. The report also includes a practical business case template with ROI modeling and executive evaluation criteria to help build your transformation strategy. Download the Brandon Hall Group HCMS Platforms Report Resources: Snowflake Careers at Snowflake Snowflake Education and Training Hosted on Acast. See acast.com/privacy for more information.

A year ago, the challenge was getting people to use AI. Now, the harder task is turning widespread experimentation into redesigned work, stronger productivity and measurable business impact. In this episode, David Green is joined by Ronni Zehavi , Co-Founder and CEO of HiBob, to explore what the company has learned from its own award-winning AI transformation. Ronni also shares an early, inside perspective on Salesforce’s $166 million investment in HiBob and why it represents an important next chapter in the company’s evolution towards an Organisational Intelligence platform, built on trusted workforce context to help organisations redesign work and make better decisions as people and AI increasingly work side by side. Join them, as David and Ronni discuss: Why HiBob shifted its focus from experimentation and adoption to measuring productivity, impact and business value Why managers are the critical change agents in workforce transformation, and what HiBob learned from its Leading with AI programme Why skills are becoming increasingly important to work redesign, and how this is reshaping job architecture, hiring and development How Ronni has changed his own behaviour as CEO, including building a digital twin that has become part of how he works every day Why trusted people and organisational data is central to HiBob’s vision for Organisational Intelligence, and what the Salesforce investment could mean for the company’s next chapter Why HR needs to take a leading role in redesigning work, while simultaneously transforming its own capabilities, processes and ways of working For HR and business leaders navigating the same transition, this is a candid look behind the curtain at what it takes to move from promising adoption numbers to meaningful changes in how work gets done and measurable business impact. This episode is sponsored by HiBob. HiBob is the people platform built for the AI era, helping organizations replace fragmented HR systems with a unified foundation for workforce management. That's why Brandon Hall Group says unified workforce platforms are becoming the foundation for organizations looking to scale AI with confidence. The report also includes a practical business case template with ROI modeling and executive evaluation criteria to help build your transformation strategy. Download the Brandon Hall Group HCMS Platforms Report Resources: HiBob resources hub HiBob's 2026 Josh Bersin HR Pacesetter Award for AI Transformation The $166 million investment round led by Salesforce Hosted on Acast. See acast.com/privacy for more information.

Your AI adoption numbers might be climbing. But what do they tell you about your people? Kelly Jones , Chief People Officer at Cisco, and her team set out to answer that question, and the findings are reshaping how Cisco thinks about engagement, performance, leadership, and the future of HR itself. In this conversation, David and Kelly discuss: What prompted Cisco's People Intelligence team to ask a bigger question about AI than most organisations are asking The connection between AI use, employee engagement, and career growth at Cisco Why leaders who use AI themselves are so critical to driving adoption across their teams The confidence gap Cisco is seeing between director-level leaders and mid-level employees, and what to do about it How this transformation is reshaping the HR function itself, and the skills needed to build HR for an "intelligence era" The wellbeing cost of change at this pace, and where to start if you don't know where to begin This episode is sponsored by HiBob. HiBob brings HR, Payroll, and Finance together into a single platform that employees actually use. With AI throughout, you move faster, work smarter, and empower your people to power your business. Sapient Insights recognises HiBob’s AI vision, citing the Bob AI Companion for making everyday work faster and easier. Fosway Group also names HiBob a 2025 9-Grid™ Core Leader, recognising the strongest AI vision among Core Leaders. HiBob. All-in-one HCM for HR, Payroll, and Finance. ​​​ Learn all about HiBob’s modern HR platform here Resources: Cisco's Journey in AI Workforce Transformation Hosted on Acast. See acast.com/privacy for more information.

If you knew you might live to 100, how differently would you think about the career you are building today? Lynda Gratton is Professor of Management Practice in Organisational Behaviour at London Business School, where she's taught for more than thirty years and leads the world's number one ranked programme in human resources. Lynda is also the bestselling co-author of the million selling The 100-Year Life. Ahead of the publication of her new book, Living the 100-Year Life: How to build a career that lasts and a life you love , Lynda joins David to explore why longer lives are stretching the traditional education, work and retirement model to breaking point, and what this means for individuals and organisations. In this episode, David and Lynda discuss: The eight threads Lynda believes can help us build resilient and fulfilling working lives, and why calm is becoming increasingly important Why “amplification”, our relationship with technology and AI, is one of the eight threads we need to manage deliberately How AI is reshaping work at the level of tasks, and what that means for the careers we build Why career architectures, mobility and development models designed for shorter, more predictable working lives need to evolve How organisations can help people navigate repeated transitions across careers that could span 50 or 60 years Ultimately, this is a conversation about longevity, technology and human agency, and how individuals and organisations can make the extra years we have been given count. This episode is sponsored by HiBob. HiBob brings HR, Payroll, and Finance together into a single platform that employees actually use. With AI throughout, you move faster, work smarter, and empower your people to power your business. Sapient Insights recognises HiBob’s AI vision, citing the Bob AI Companion for making everyday work faster and easier. Fosway Group also names HiBob a 2025 9-Grid™ Core Leader, recognising the strongest AI vision among Core Leaders. HiBob. All-in-one HCM for HR, Payroll, and Finance. ​​​ Learn all about HiBob’s modern HR platform here Resources: Living the 100-year old Life: How to build a career that lasts and a life you love Hosted on Acast. See acast.com/privacy for more information.

Should workforce transformation belong to HR? Bettina Dietsche, Group Chief People and Culture Officer at Allianz, doesn't think so. Bettina leads the people agenda for around 156,000 employees at Allianz. She came to HR after 25 years in IT and digital transformation, picking up the people function while serving as COO of Allianz Commercial during a company turnaround. That background shapes her view that HR's job is to challenge and push transformation onto the business agenda - not to own it. In this episode, David and Bettina discuss: Why she believes HR should challenge and nudge workforce transformation, while ownership sits with the business How 25 years leading IT and digital transformation, including a COO turnaround, shaped her approach to the CPO role Why she runs regular sessions with more than 60 CEOs across Allianz, and what that partnership actually looks like in practice Her test for a healthy culture - what people do when no one's watching - and why she calls culture "the hardest currency" How Allianz builds daily AI habits into leadership, from "AI gem sessions" to asking each morning what AI can help with first Why she sees AI creating as many new early-career roles as it displaces, and how Allianz is reshaping graduate hiring around that This episode is sponsored by Valence. Nadia, Valence's AI coaching platform, connects talent strategy to the work employees are actually doing — offering coaching from the frontline to the boardroom, and surfacing organisational insights that weren't visible before. As the most widely deployed coach in the Fortune 500, Nadia is already helping global leaders like Nestlé, Delta, CVS, and Kraft Heinz transform talent at scale. Learn more at valence.co/insight222 Hosted on Acast. See acast.com/privacy for more information.

Do you know which of your people are wired to thrive in chaos, and which ones need certainty to do their best work? In this episode, David is joined by Mike Flannagan , Corporate Vice President, Customer & Commercial Success at Microsoft, and Paul Burgess , founder of Instinctive Drives, to explore Microsoft's recent partnership with Instinctive Drives and what it reveals about the human side of AI transformation. Together they unpack why the biggest barrier to AI adoption isn't the technology itself, but the mismatch between people's natural instincts and the roles they're being asked to play. Join the dynamic trio as they discuss: Why AI adoption is a people transformation How the Instinctive Drives framework explains why people react so differently to change What happens when the wrong people get pushed into high-experimentation, high-failure roles Why psychological safety is the real prerequisite for AI adoption at scale How a shared language around instincts can rebuild trust and speed up team performance Listeners can try their own Instinctive Drives assessment for free for a limited time (expires 31st of October 2026) - the link is in the show notes below. This episode is sponsored by Instinctive Drives. As organisations invest heavily in AI, the people expected to deliver are often overwhelmed and working against their own natural wiring. Instinctive Drives' science-backed methodology reveals how each person is wired to work - which is why Microsoft chose them as their strategic partner for enterprise AI adoption worldwide. Try your own Instinctive Drives assessment for free at instinctivedrives.com/digitalhrleaders - available until 31 October 2026. Resources: Instinctive Drives assessment - available until 31 October 2026 Hosted on Acast. See acast.com/privacy for more information.

Do you know which of your people are wired to thrive in chaos, and which ones need certainty to do their best work? In this episode, David is joined by Mike Flannagan , Corporate Vice President, Customer & Commercial Success at Microsoft, and Paul Burgess , founder of Instinctive Drives, to explore Microsoft's recent partnership with Instinctive Drives and what it reveals about the human side of AI transformation. Together they unpack why the biggest barrier to AI adoption isn't the technology itself, but the mismatch between people's natural instincts and the roles they're being asked to play. Join the dynamic trio as they discuss: Why AI adoption is a people transformation How the Instinctive Drives framework explains why people react so differently to change What happens when the wrong people get pushed into high-experimentation, high-failure roles Why psychological safety is the real prerequisite for AI adoption at scale How a shared language around instincts can rebuild trust and speed up team performance Listeners can try their own Instinctive Drives assessment for free for a limited time (expires 31st of October 2026) - the link is in the show notes below. This episode is sponsored by Instinctive Drives. As organisations invest heavily in AI, the people expected to deliver are often overwhelmed and working against their own natural wiring. Instinctive Drives' science-backed methodology reveals how each person is wired to work — which is why Microsoft chose them as their strategic partner for enterprise AI adoption worldwide. Try your own Instinctive Drives assessment for free at instinctivedrives.com/digitalhrleaders - available until 31 October 2026. Resources: Instinctive Drives assessment - available until 31 October 2026 Hosted on Acast. See acast.com/privacy for more information.

How do you bring AI into an organisation without losing what's made it work for 150 years? In this episode of the Digital HR Leaders podcast, David Green is joined by Eric Dozier, Executive Vice President and Chief People Officer at Eli Lilly, to explore what it takes for HR to lead AI and workforce transformation at enterprise scale. Join them, as they discuss: Why HR has to transform twice over in the AI era, first as a function, then as an organisation What prompted Lilly's AI journey, and how the friction points that came up shaped the approach going forward How the role of the manager is changing as AI becomes part of everyday work What separates AI capability from simply increased AI usage The principles guiding Lilly's approach to responsible AI, including where it supports leadership judgement and where it shouldn't How employee feedback has reshaped Lilly's AI strategy, and what Eric believes HR leaders should prioritise as they lead their own transformations This episode is sponsored by Valence. Nadia, Valence's AI coaching platform, connects talent strategy to the work employees are actually doing — offering coaching from the frontline to the boardroom, and surfacing organisational insights that weren't visible before. As the most widely deployed coach in the Fortune 500, Nadia is already helping global leaders like Nestlé, Delta, CVS, and Kraft Heinz transform talent at scale. Learn more at valence.co/insight222 Hosted on Acast. See acast.com/privacy for more information.

What if the resistance you're seeing from your team isn't opposition at all? David Green is joined by Travis Hahler , who leads global strategy and transformation at Salesforce and is also the founder of Neurological Nomad, where he applies neuroscience and neuropsychology to how leaders manage change. Travis is the author of the new book Rethink Resistance, and his central argument reframes almost everything: resistance isn't personal, it's protective. Why resistance to change should be read as information, not opposition: The six neurological barriers to change, and why leaders need to understand each one How routine and old habits quietly pull people back toward what made them successful before, even when they're not against the future Why cognitive load and pacing determine whether people actually learn through a transformation, or just survive it What employees are really losing in change that's genuinely good for them, and why leaders often miss it How to apply these insights practically to workforce transformation and AI adoption Whether you're leading a transformation right now or preparing for one, this conversation will change how you think about the resistance you're seeing. This episode is sponsored by Valence. Nadia, Valence's AI coaching platform, connects talent strategy to the work employees are actually doing — offering coaching from the frontline to the boardroom, and surfacing organisational insights that weren't visible before. As the most widely deployed coach in the Fortune 500, Nadia is already helping global leaders like Nestlé, Delta, CVS, and Kraft Heinz transform talent at scale. Learn more at valence.co/insight222 Additional resources: Rethink Resistance: Embracing Neuroscience to Lead Transformational Change Hosted on Acast. See acast.com/privacy for more information.

Is your HR function organised the way employees actually experience it, or just the way it's always been done? In this episode of the Digital HR Leaders podcast, David Green is joined by Tony Truong , VP of People Strategy, Operations, Technology and Analytics at Chime, to unpack why most HR functions are still organised in silos, by specialty, while employees experience work as a series of moments: getting hired, being onboarded, going for a promotion. Tony has spent the last two years closing that gap, rebuilding Chime's people function from the ground up as the company has scaled into a public company. In this episode, David and Tony discuss: Why the real limitation holding HR back is fragmentation, not ambition What it's taken to rebuild a people function from the ground up at a newly public company How AI has reshaped recruiting at Chime, cutting a process that used to take days down to hours Tony's three-stage framework for thinking about AI's role in the business: assistance, automation, and orchestration What it actually looks like to move people analytics from the periphery of HR to the centre of how a business makes decisions This episode is sponsored by Valence. Nadia, Valence's AI coaching platform, connects talent strategy to the work employees are actually doing — offering coaching from the frontline to the boardroom, and surfacing organisational insights that weren't visible before. As the most widely deployed coach in the Fortune 500, Nadia is already helping global leaders like Nestlé, Delta, CVS, and Kraft Heinz transform talent at scale. Learn more at valence.co/insight222 Additional resources: Deloitte Global Human Capital Trends 2026 Report Hosted on Acast. See acast.com/privacy for more information.

How do you tell the difference between AI that's genuinely transforming HR and AI that's just a slide in a vendor deck? In this episode of the Digital HR Leaders podcast, David Green is joined by Parker Mitchell , Founder and CEO of Valence, the team behind the AI coaching platform Nadia, to discuss what it really takes for HR to prove value in an increasingly crowded AI market. Join them, as they discuss: How to separate genuine AI capability from marketing claims in an increasingly crowded market Why AI budgets are increasingly coming from the C-suite rather than HR, and what that means for how HR shows up in these conversations What CHROs should be asking before choosing between an AI-native provider and a legacy platform with bolted-on AI features How the best people analytics teams are proving ROI from AI coaching, beyond adoption metrics What it looks like to make performance management continuous rather than a once or twice-a-year process Why frontline and operational workers need a different approach to AI coaching than knowledge workers Valence's recent partnership with Microsoft and what it signals about where AI coaching is heading This episode is sponsored by Valence. Nadia, Valence's AI coaching platform, connects talent strategy to the work employees are actually doing — offering coaching from the frontline to the boardroom, and surfacing organisational insights that weren't visible before. As the most widely deployed coach in the Fortune 500, Nadia is already helping global leaders like Nestlé, Delta, CVS, and Kraft Heinz transform talent at scale. Learn more at valence.co/insight222 Hosted on Acast. See acast.com/privacy for more information.

What would your organisation look like if it worked more like an octopus — distributed, adaptive, and capable of sensing and reacting without waiting for instructions from the centre? In this episode of the Digital HR Leaders podcast, David Green is joined by Phil Lebrun and Jana Werner , Executives in Residence at Amazon Web Services and authors of The Octopus Organization , to explore why so many transformations fail to stick — and what a more adaptive, human approach to change actually looks like. Join them as they discuss: What the octopus organisation metaphor is, and why it offers a different model to the traditional, hierarchical "Tin Man" organisation The three themes — clarity, ownership, and curiosity — that separate organisations that adapt well from those that don't Why transformation can no longer be treated as a one-time event HR's evolving role in driving and supporting transformation How to measure whether change is actually working, beyond vanity metrics Real examples of leaders and organisations putting these ideas into practice This episode is sponsored by Valence. Nadia, Valence's AI coaching platform, connects talent strategy to the work employees are actually doing — offering coaching from the frontline to the boardroom, and surfacing organisational insights that weren't visible before. As the most widely deployed coach in the Fortune 500, Nadia is already helping global leaders like Nestlé, Delta, CVS, and Kraft Heinz transform talent at scale. Learn more at valence.co/insight222 Resources: The Octopus Organization by Phil Lebrun and Jana Werner Hosted on Acast. See acast.com/privacy for more information.

Is purpose at work as straightforward as we've made it out to be? In this episode of the Digital HR Leaders podcast, David Green is joined by Jessica Zwaan , VP People Strategy and Operations at Leapsome and author of Built for People and Purpose and Work , to explore what the research actually tells us about purpose at work — and what that means for how HR shows up for people. Join them as they discuss: Why treating HR like a product function changes the questions you ask What the research on purpose at work really reveals, and why the reality is more nuanced than the narrative What purpose washing is, how it happens, and what it can look like in practice What a more grounded alternative to purpose-led culture could look like Why really knowing your people is the foundation of all of it How perceptions of HR are evolving, and what's driving that shift This episode is brought to you by Leapsome - the people-first HR platform that connects performance, engagement, and HR operations in one place, so you get a complete picture, not half the story. See it in action at leapsome.com/demo . Resources: Built for People by Jessica Zwaan Purpose and Work by Jessica Zwaan People over Perks, the Leapsome Community Hosted on Acast. See acast.com/privacy for more information.

How do you rebuild a company's entire capability infrastructure — and fund the transformation through the savings it generates? Zaka Farhat is Global SVP for Talent, Learning, Organisation and Capability Development at GSK, where she leads the company's enterprise-wide skills, learning and capability agenda. In this episode, Zaka shares the full story of how GSK rebuilt its capability infrastructure in 18 months - retiring more than 20 legacy systems, building a single skills and learning ecosystem, and funding the transformation through the savings it generated. Join them as David and Zaka discuss: Why GSK's skills transformation began with a commercial question about capability and cost The five conditions for organisational readiness that had to be in place before any platform launched How GSK approached skills taxonomy, job architecture and inference, and what they had to redo along the way What personalised learning looks like at scale, and how skills data is now shaping workforce planning decisions What GSK chose to stop, and why decommissioning is the step most transformations skip How Zaka's team is measuring impact across three KPI layers This episode is sponsored by TechWolf. The world of work is being rewritten faster than HR systems can keep up. Skills age in months. Roles get redesigned quarter by quarter. CHROs have quietly become AI transformation leads, and the data they need to lead it doesn't exist in any HR system. That's why the world's most forward-looking enterprises such as HSBC, AMD, T-Mobile, GSK, ServiceNow, Pfizer, have built on TechWolf. As the data layer for the AI era of work, TechWolf gives enterprises the skills, they need to move faster and lead with confidence. Skills Intelligence, Work Intelligence, and Market Intelligence, in one layer. Visit techwolf.ai . Hosted on Acast. See acast.com/privacy for more information.

How do the world's most forward-thinking organisations use skills intelligence, market intelligence and work intelligence together to stay ahead? In this episode of the Digital HR Leaders podcast, host David Green is joined by Mik Wornoo, co-founder and President of US at TechWolf, to explore how organisations are using three signals together to build a strategic workforce planning strategy that can keep pace with AI, and what that looks like in practice. In this conversation, David and Mik discuss: What skills intelligence, work intelligence and market intelligence each bring to strategic workforce planning, and why all three matter What work intelligence actually means in practice, and how decomposing work into tasks is changing how organisations understand the impact of AI on their workforce How AI is actively reshaping roles right now, and what that means for strategic workforce planning, job architecture and redeployment Real-world case studies from organisations using all three signals to make smarter workforce decisions and align their people strategy with their AI strategy What it actually looks like to get started, and why the barrier to entry is lower than most HR leaders think This episode is sponsored by TechWolf. The world of work is being rewritten faster than HR systems can keep up. Skills age in months. Roles get redesigned quarter by quarter. CHROs have quietly become AI transformation leads, and the data they need to lead it doesn't exist in any HR system. That's why the world's most forward-looking enterprises such as HSBC, AMD, T-Mobile, GSK, ServiceNow, Pfizer, have built on TechWolf. As the data layer for the AI era of work, TechWolf gives enterprises the skills, they need to move faster and lead with confidence. Skills Intelligence, Work Intelligence, and Market Intelligence, in one layer. Visit techwolf.ai . Resources: TechWolf podcast Hosted on Acast. See acast.com/privacy for more information.