Gloat and David Green co-create future-of-work podcast mini-series

The insights you need to know from our Digital HR Leaders podcast conversations

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By Nicole Schreiber-Shearer, Future of Work Specialist at Gloat
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Data and analytics are emerging as guiding lights for a new generation of HR leaders. While their predecessor’s roles were primarily administrative, HR must now harness data-driven insights to make strategic workforce planning decisions that will set their organizations apart.

As leaders strive to reimagine talent management, there’s one voice that’s playing a pivotal role in helping executives bring data and people analytics to the forefront: David Green. In addition to serving as a Managing Director at Insight222, he’s the host of the Digital HR Leaders podcast, which features a range of senior HR leaders who are pushing a data-driven and digital HR agenda.

Since we’ve seen the game-changing impact that data-driven workforce intelligence tools can have first-hand, we’re passionate about joining the people analytics conversation that Green is driving. So we decided to co-create five episodes of his Digital HR Leaders podcast, dedicated to exploring the future of work and skills, and the role that data-driven tools will play in it.

The top takeaway from our podcast collaboration with David Green

Each of the podcast episodes that we’ve co-created with Green is filled with actionable best practices, inspiring stories, and eye-opening research. Here are the top insights that leaders should walk away with after listening:

Episode 1: The top HR trends that are set to disrupt the workplace in 2023

With a new year comes new priorities and challenges—especially for HR leaders. As economic uncertainty continues and talent shortages grow more severe, HR must recalibrate its approach to ensure its workforce has the skills they need.

In this podcast episode, David Ulrich and Diane Gherson join Green to shed light on the talent management and people analytics trends that will shape business discussions for years to come. One key area of focus they explore is the disconnect between employee expectations and business needs, as well as the mediating role that HR needs to play to keep their workforce aligned.

Episode 2: Unlocking organizational resilience through a skills-based approach

By now, most leaders know that the skills revolution is well underway. 98% of organizations indicate that they want to shift to skills-based work and 90% are experimenting with it. Yet, there’s still a lot of uncertainty about what it takes to bring visions for a skills-based strategy to life.

In this podcast episode, Green welcomes Deloitte’s Susan Cantrell and Michael Griffiths to discuss the rise of skills-based operating models and what this transition means for HR and People Analytics. Cantrell and Griffiths also share a few noteworthy statistics from their research on skills-based organizations, including the fact that these businesses are:

  • 107% more likely to place talent effectively
  • 98% more likely to retain high performers
  • 79% more likely to have a positive workforce experience
  • 57% more likely to anticipate change and respond effectively and efficiently.

Episode 3: How Standard Chartered is unlocking the power of skills in the workplace

While many businesses are starting to experiment with skills-based strategies, few have activated this dynamic approach to work across their entire organization—and Standard Chartered is one of them. The leading financial services institution’s Chief Human Resources Officer, Tanuj Kapilashrami, joins Green to discuss how Standard Chartered is transitioning to a skills-based strategy and the benefits that the company is enjoying as a result.

She shares some words of wisdom for leaders looking to ensure their approach to strategic workforce planning is future-fit. “We looked at skills adjacencies between ‘sunset’ and ‘sunrise’ jobs: so, what are the jobs that are going away? What are the skills that help employees get reskilled into some of these sunrise jobs? We ran five proofs of concept, showed some real redeployment opportunities, and started making this skills narrative real. “

Episode 4: How to build successful and collaborative relationships at work

Best-selling author and contributing Harvard Business Review Editor Amy Gallo joins David Green to discuss workplace dynamics and best practices for building stronger colleague relationships. During their conversation, Gallo sheds light on how workplace tension impacts performance, the ways that hybrid and remote working is reshaping conflict resolution, and the eight employee archetypes.

Gallo is also quick to remind listeners that when it comes to employee relationships, it’s important to see the bigger picture. In her words, “One of my favorite statistics—this was from a survey I think of 2,000 Americans about their coworkers—[is that]… 80% of them said they have a terrible coworker. Sort of buried in this report….was this other statistic that 93% of people generally like their co-workers. That’s not an attention-grabbing headline, and yet it’s my experience. If you ask me about the people I’ve worked with over the years, I would say the majority have been lovely, lovely people. Do I think more about the people who were not lovely and were in fact terrible? Absolutely.”

Episode 5: Navigating the talent marketplace of the future

This week our own Jeff Schwartz joined David Green for a conversation on the history of talent marketplaces and where they’re headed next. The two welcomed a very special guest: Jeroen Wels, founder of The People@Work Innovation Collective and former Chief Talent Officer at Unilever.

After shedding light on the pivotal role that Unilever’s talent marketplace played during the onset of COVID-19, Wels and Schwartz explore how the platforms can help businesses prepare for the future. When it comes to strategizing for 2030 and overcoming market volatility, Wels offers the following advice: “What are the one or two things that you decide you’re going to play offense [with], knowing that you also need to be very cautious about cost; but then select at least one or two big initiatives that help you to also play offense. I think the talent marketplace is one because it is very rich in terms of the value it brings and the use cases it can solve.”

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