HR Disrupted (Disruptive HR)

What unique challenges do HR professionals face in the legal sector, and how can innovative approaches transform traditional practices? Join us as we chat with Emma Stevenson, Director of Partner Relations at Clyde & Co, who takes us through her fascinating 22-year journey in HR, navigating the intricacies of managing partner relations in a global law firm. Learn how she innovated a dedicated HR function for partners within a global law firm, addressing the unique challenges of managing individuals who are both owners and leaders.

Discover how Emma's tailored coaching and pioneering initiatives like "Five Minute Mondays" and the "Retire Right" podcast have created a supportive, engaging environment for legal partners. We explore the importance of using ‘human’ language for better engagement and how innovative strategies have been positively received by partners. Don't miss this insightful conversation on driving change and empowering professionals within the legal industry.

(00:03) Innovative HR Strategies for Law Firms

(11:15) Enhancing HR Support for Law Partners

(22:20) Engaging HR Strategies in Law

Emma Stephenson https://www.linkedin.com/in/emma-stephenson-942b3448/

Disruptive HR

Website: www.disruptivehr.com

Join the Disruptive HR Club https://disruptivehr.com/welcome-to-the-future-of-hr/

Email: hello@disruptivehr.com

Lucy talks to Selina Millstam from Ericsson about their unique approach to transformational change

Claire Camara and Clare Fogden from The Coop share how they have begun to implement employee experience, or as they call it, ‘colleague experience’. Hear how they have embedded and used colleague insight in the design of HR products and the impact their new approach is having on processes such as performance management.

Our traditional approaches to onboarding had already been challenged even before the virus hit. Now, lockdown has made the old, classroom style of delivery impossible. In this podcast Karen and Lucy discuss how companies are re-thinking onboarding and achieving the same outcomes – or maybe even better outcomes – as a result of lockdown.

Lucy talks to Leatham Green from Oracle about making change happen

Tracey Waters, Head of People Engagement and Development at Sky talks to Lucy about how they have moved away from a classroom based learning approach to one that is learner owned.

They identified 9 pain points in the employee life cycle and worked on creating continuous learning experiences around these pain points while applying marketing techniques to effectively engage with the learner.

Tracey also shares how they’ve successfully used Looop as a platform for their training content.

Lucy talks to Viv Leinster from Arqiva about their innovative approach to hybrid working

Ever wondered why those tough conversations at work seem to hit a nerve every single time? In our latest episode of the Disruptive HR podcast, Karen Moran and I unravel the complexities of difficult conversations using David Rock's SCARF model. From the pitfalls of saving up negative feedback for annual reviews to the power of continuous, in-the-moment feedback, we expose the flaws in traditional performance management. Drawing from our personal experiences, we highlight why frequent, informal check-ins can transform these challenging interactions into opportunities for growth and improvement.

Additionally, we share compelling real-life stories, such as a scenario at the BBC where mixed messages created chaos, to underscore the importance of clear communication. We'll equip you with strategies to create a non-confrontational atmosphere during these tough talks by avoiding HR presence and formal note-taking. Discover how peer-to-peer learning environments like ZoomInfo's Leadership Lounge and Nova Nordisk's Manager Club can provide invaluable support. We also tackle the stress and limitations of performance improvement plans, shedding light on why they often miss the mark. Tune in for actionable insights and practical tips that will help you handle difficult conversations with confidence and empathy.

Find out more about innovative HR practices at www.disruptivehr.com

Diversity, Equity and Inclusion - or DEI as it’s known - has had a rough ride lately. Legal challenges, political pressure, and polarized public opinion have resulted in many big brand names stepping back from their DEI commitments. Does this mean the end for DEI? To discuss this and to offer a more optimistic view, Lucy is joined by her co-founder at Disruptive HR, Karen Moran.

They debate whether the recent rolling back on DEI commitments from US corporations are a necessary pragmatism or cynical opportunism. Or whether this could even mean a welcome reset for DEI strategies. 

Lucy and Karen explore the problems with the way DEI has been delivered in recent years and how this has potentially led to DEI becoming, ironically, quite alienating for many people. They question the impact of the compliance-focused approach to DEI and provide examples of alternative strategies from more progressive companies, including using nudges and AI to check and avoid bias. Finally, they look at how companies are using more human language and focusing on helping managers and their teams have great conversations as a way of ensuring DEI can actually be more inclusive!

Disruptive HR

Website: www.disruptivehr.com

Join the Disruptive HR Club https://disruptivehr.com/welcome-to-the-future-of-hr/

Email: hello@disruptivehr.com

Inclusion Nudges by Tina Nielsen and Lisa Keplinski https://inclusion-nudges.org/

On this podcast, Lucy is joined by Colleen Fuller, Chief People Officer at Salsify.

Previously Colleen was the Head of Talent and Employee Experience at Vistaprint and on this podcast she talks to Lucy about how they adopted Agile principles within HR while redefining their purpose within the organisation.

A great example of how ‘Employee Experience’ is based at the heart of the Vistaprint transformation.

 

Lucy talks to founder of ZigZag, Ben Wiseman about improving the candidate experience and the opportunities technology offers to change recruitment.

What happens when an interviewer falls asleep mid-interview or a receptionist actively discourages a candidate from joining? Join Lucy and Karen, co-founders of Disruptive HR, as they recount some shocking personal stories and explore the critical importance of enhancing candidate experiences during the recruitment process. 

In this episode we dissect the pitfalls of traditional interview methods and unveil innovative strategies to assess candidates effectively. Forget about the same old competency-based questions and assessment centres - how about sharing interview questions in advance or even conducting interviews in cars?! Discover how industry leaders like Microsoft and McKinsey are revolutionising their hiring processes by making candidates feel more at ease and better showcasing their real-world skills. 

Tune in to learn actionable tips on improving your candidate experience, to enable your organisation to hire the best talent - and retain a positive employer brand even amongst the candidates you reject.

Chapters

00:00 Introduction and Inspiration 03:20 The Negative Impact of a Poor Candidate Experience 05:25 The Damage to Brand and Reputation 06:06 Transparency and Salary 08:36 Ease of Application 10:05 Customising the Selection Process 13:40 Alternative Assessment Methods 18:30 Measuring the Candidate Experience 20:50 Providing Feedback to Rejected Candidates 22:26 Conclusion

Website: www.disruptivehr.com

Join the Disruptive HR Club https://disruptivehr.com/welcome-to-the-future-of-hr/

LinkedIn: https://www.linkedin.com/company/disruptivehr/

Instagram: https://www.instagram.com/disruptive_hr/

Facebook: https://www.facebook.com/hrdisruptive/

Email: hello@disruptivehr.com

The social and political landscape is getting more complicated and divided—things like Trump, Gaza, climate change, and so-called wokeism are just a few examples. And all that tension is spilling into the workplace. With misinformation spreading fast, people stuck in their own online bubbles, and fading trust in traditional institutions, employees are showing up with all kinds of different—and often conflicting—opinions. For employers and HR teams, this growing divide makes it harder to keep things running smoothly and respectfully. It’s tougher to encourage open, honest conversations, and disagreements can escalate quickly, leading to conflict, disengagement, or even people leaving. If it's not handled well, it can seriously mess with team dynamics, hurt productivity, and damage the overall culture. Joining Lucy on this week’s episode to discuss these issues and to offer her insights is Edel Holliday-Quinn - the Chief Leadership Psychologist and founder of the Centre for Leadership Psychology. Edel shares her tips for encouraging ‘courageous conversations’ that welcome diverse perspectives and balancing empathy with action. 

Chapters

(00:03) Navigating Workplace Polarization and Authenticity

(14:24) Building Psychological Safety for Diversity

(20:57) Navigating DEI Challenges in Organizations

 

Contact Edel https://www.linkedin.com/in/edel-quinn/

Disruptive HR

Website: www.disruptivehr.com

Join the Disruptive HR Club https://disruptivehr.com/welcome-to-the-future-of-hr/

Email: hello@disruptivehr.com

Is your organisation stuck in the quagmire of outdated succession planning? Lucy Adams and Karen Moran, founders of Disruptive HR share their personal horror stories from their time as HR Directors and shed light on the inefficiencies of traditional methods that often miss the mark. They discuss the pitfalls of over-engineering processes, making a case for the urgent need for agile succession planning. By highlighting how rigid structures can fail to adapt to market dynamics, they stress the importance of a more fluid and realistic approach to succession planning.

Moving beyond horror stories, they showcase successful strategies from companies like Nestle, Spotify, Arium, and Western Union that have redefined succession planning. From embracing the concept that ‘everyone is ready for something different’ to implementing regular ‘talent talks’, these organisations demonstrate the power of inclusive and dynamic approaches. Tune in to discover how these innovative practices can foster internal talent development, transforming your succession planning into a forward-thinking and effective process.

Find out more about innovative HR practices at www.disruptivehr.com

Discover the transformative journey of HR at NatWest through the innovative insights of Katherine O’Callaghan, Head of People Transformation. Katharine shares her experience of reshaping the HR landscape by drawing inspiration from customer experience strategies. We discuss how NatWest has innovatively adopted a "colleague goal and journey model" to enhance the employee experience. 

Listen in as we explore the cultural shift in performance management and how HR teams are adapting to new, employee-centered methodologies. Agile practices and design thinking are at the forefront of this transformation, helping align HR strategies with real employee and manager insights. Katharine highlights the importance of leveraging data sources, such as pulse surveys and feedback mechanisms, to effectively capture the employee experience. This transformation reflects a significant shift towards a customer-focused approach, emphasizing experimentation and learning from pilot initiatives as key components of this ongoing cultural evolution.

Discover how technology and simplification are enhancing HR processes and empowering managers at NatWest. We discuss the role of AI tools like Ask Archie, a chatbot that integrates support across HR and IT domains and the removal of unnecessary approval layers so that managers are now empowered to make team changes autonomously. 

Chapters

(00:03) Transforming HR With Colleague Goals

(11:17) Cultural Shift in Performance Management

(17:53) Shifting to Agile Performance Management

(22:31) Enhancing HR With Technology and Simplification

Katharine O’Callaghan https://www.linkedin.com/in/katharineocallaghan/

Disruptive HR

Website: www.disruptivehr.com

Join the Disruptive HR Club https://disruptivehr.com/welcome-to-the-future-of-hr/

Email: hello@disruptivehr.com

 

Join us on this episode of HR Disrupted as we explore the innovative creation of the Commission for Tertiary Education and Research in Wales, with our special guests James Owen, Chief Operating Officer, and Fran Hill, Director of People and Culture. Our conversation covers the birth of this innovative public body, its ambitious goals for enhancing the learner experience, and its commitment to fostering collaboration among educational institutions in Wales.

Listen in as we discuss how the new organisation built its approach to people by using the unique values described in the Welsh language and how these values have been used to shape innovative approaches to HR such as human-centred recruitment and personalised onboarding experiences. Don't miss this inspiring conversation on creating a forward-thinking HR approach from the ground up.

Chapters

(00:03) - Designing a New Organisation's HR Approach

(12:55) - Living the Organisational Values Through Recruitment

(18:11) - Revolutionising Recruitment and Onboarding Processes

Disruptive HR

Website: www.disruptivehr.com

Join the Disruptive HR Club https://disruptivehr.com/welcome-to-the-future-of-hr/

Email: hello@disruptivehr.com

Join Lucy and Karen of Disruptive HR as they discuss how employment policies can be designed in new ways. They explore what moving to a more ‘adult to adult’ approach means in practice and how HR can begin to get rid of their role of ‘compliance officer’

Lucy interviews Amy Brand, Global HR Partner for Swiss Re talks to us about how her company has changed during lockdown and what she wants to take into the new and #betternormal.

Lucy talks with learning expert and HR Director Learning at Deloitte, Nick Shackleton-Jones about how people learn and how that understanding can dramatically re-shape our approach to L&D

Lucy talks to Chief People Officer at DAZN, Shaun Conning about non-traditional routes into and approaches to HR

In this episode we explore the crucial and often overlooked issue of supporting family caregivers in the workplace. Stephanie Leung, CEO and founder of Karehero, who shares her personal journey from a high-flying career at Goldman Sachs to becoming an advocate for caregivers. Stephanie opens up about her experiences as a family caregiver from a young age and the challenges she faced balancing work and caregiving duties. With over 7 million people in the UK alone juggling these roles, it's time we address the pressures they face and how employers can step up to support them. 

Stephanie's story highlights the pressing need for better support systems for working caregivers. Her experience underscores the often-unrecognized burden many employees carry, dedicating over 33 hours a week to unpaid care on top of their regular jobs. Stephanie emphasizes the need for organizations to adapt to the realities of an aging population and a shrinking birth rate. The importance of understanding individual needs within the workforce is paramount to retaining talent and preventing burnout. We explore how employers can create supportive environments for caregivers, ensuring that employees don't have to choose between their careers and their loved ones. 

Chapters

(00:03) - Supporting Family Caregivers in the Workplace

(14:01) - Business Solution for Family Caregiving

(25:14) - Supporting Working Family Caregivers

(33:53) - Future Workforce Care Challenges

 

Karehero https://www.karehero.com/

Disruptive HR

Website: www.disruptivehr.com

Join the Disruptive HR Club https://disruptivehr.com/welcome-to-the-future-of-hr/

Email: hello@disruptivehr.com

 

There doesn’t seem to be any area of HR that isn’t impacted by AI. Whether it’s personalised learning experiences or employee benefits, accessible employee survey tools, enhanced data and analytics or simply the automation of transactions, most HR teams are having to get to grips with the potential of AI. 

In this episode, we’re joined by Andy Headworth, Deputy Director of Talent Acquisition at HMRC, to discuss the impact of AI in HR, and more specifically in recruitment. 

Andy’s team, who were early adopters of AI, have been experimenting with emerging technologies to help hiring managers make more informed decisions for the last two years. He explains how AI-driven tools have streamlined the recruitment process, using talent insights and addressing common pain points faced by hiring managers. 

With AI fast becoming a creative collaborator rather than just a search engine, we discuss the challenges and strategies of introducing AI in a traditionally cautious sector, and the importance of supportive leadership whilst fostering curiosity.

This episode is a must listen for anyone who is AI-curious in HR or recruitment roles. Contact Andy https://www.linkedin.com/in/andyheadworth/

Disruptive HR

Website: www.disruptivehr.com

Join the Disruptive HR Club https://disruptivehr.com/welcome-to-the-future-of-hr/

Email: hello@disruptivehr.com

Lucy and Karen discuss the new ways HR teams and leaders are approaching talent management.

Lucy talks to Founder of Wow Accountants, Paul Bulpitt, about how to ensure your people live up to your brand.

In this interview Nebel shares how she uses ‘agile hr’ as well as some great innovations in performance management and employee engagement from her period at fashion retailer River Island.

 

Join us for an illuminating conversation with Sarah Findlater, the People Director at Marks and Spencer, as she takes us through her incredible 23-year journey within the organization. From her beginnings as a personnel graduate to leading people plans for over a thousand stores and 47,000 colleagues, Sarah offers invaluable insights into building a high-performance culture. Hear how her diverse experiences in both business-facing and center of expertise roles have shaped her leadership approach and learn how she stays engaged and curious in a rapidly changing business landscape.

Discover the groundbreaking initiatives Marks and Spencer have implemented to transform employee benefits and work-life balance. Sarah shares the successes of policies like the neonatal leave, offering up to 12 weeks of paid leave for parents with babies in neonatal care, and innovative trials for flexible work weeks that have led to lower attrition rates and higher employee engagement. We also explore the impact of a job share app that enables better conversations and flexible working arrangements, emphasizing the importance of treating employees as adults and giving them control over their schedules. This episode is a treasure trove of ideas for anyone looking to create a more supportive and productive work environment.

Find out more about innovative HR practices at www.disruptivehr.com

It seems as though there’s a news article every day about how the younger generation lack the resilience or work ethic of their parents. There’s even a nickname to sum up this apparent lack of discipline and disregard for the demands of the workplace - the so-called Snowflake generation. Do younger people present problems for employers in terms of laziness or being too fragile? Or is it just a myth?

With nearly 25 years of experience in secondary education, our guest Alex Atherton provides invaluable insights into the resilience and work ethic of today's youth, offering a fresh perspective on whether the perception of Gen Z as fragile and lazy is a stereotype or reality. 

Join us as we explore the evolving landscape of the Gen Z workforce, examining the challenges and solutions for both employers and employees. We highlight strategies for attracting and retaining young talent by fostering authenticity, transparency, and aligning company culture with the aspirations of Gen Z employees and examine the benefits and strategies for a diverse generational workforce. 

Contact Alex info@alexatherton.com

Disruptive HR

Website: www.disruptivehr.com

Join the Disruptive HR Club https://disruptivehr.com/welcome-to-the-future-of-hr/

Email: hello@disruptivehr.com

Lucy chats with Esther Wallington, the Chief People Officer at HMRC. She describes the changes in managers' and employees' behaviour during the crisis and how this can be built upon once it's over.

Lucy Adams talks to Executive Coach Elle Harrison about how coaching can be used to bring in talented mavericks without disrupting the culture.

Lucy interviews Anne-Katrine Ahlefeldt-Laurvig Head of Global Leadership and Talent Development at Novo Nordisk. She describes her excitement about how the crisis has given her team renewed confidence that they can make change happen.

Lucy interviews Aidan Geary, Director of Operations at Conde Nast. He talks about the challenges of running a global media brand during the crisis and some of the positives that have come from it.

Lucy talks to Thomas Moeller-Lybaek about his role redesigning HR processes for Lego

Lucy chats with Inge Oosterhuis who heads up Global Innovation/Human Potential at Accenture about the trends she's seeing as a result of the crisis.

Join us for an insightful conversation with Michael Kienle, the Global VP of Talent Acquisition at L'Oreal, as he shares his unique journey to leading global recruitment for one of the world's most iconic consumer brands. Michael discusses his transition from marketing to HR, driven by his passion for understanding and working with people. 

In this episode, we also explore the challenges and strategies in global talent acquisition at L'Oreal, especially in managing the vast number of applications received annually. Discover how L'Oreal measures and improves candidate experience through initiatives like the "License to Hire" training program and the "Candidate Experience Manifesto." Furthermore, we delve into L'Oreal's commitment to diversity and youth employability with innovative programs such as L'Oreal for Youth and L'Oreal Boost, which provide professional opportunities and educational resources for young people from underprivileged backgrounds. Don't miss this engaging discussion on maintaining a people-centric approach in HR and making big brands accessible to diverse talent pools.

Find out more about innovative HR practices at www.disruptivehr.com

Michael Kienle on LinkedIn https://www.linkedin.com/in/kienlemichael/

 

Caoimhe and Alex talk about a range of innovative approaches at MoneySuperMarket including how they are doing onboarding in different ways such as experimenting with app based solutions.

 

Join us as we explore the concept of Agile HR and how it can revolutionise the way HR functions are delivered. Lucy Adams and  Karen Moran, founders of Disruptive HR, address the traditional pitfalls of HR being overly bureaucratic and slow, often perfecting processes at the expense of addressing real employee needs. They share personal anecdotes, such as a pay and grading exercise at the BBC, to illustrate how a human-centred, agile approach can make HR more responsive and value-driven. By shifting focus from managing processes to solving human challenges, they discuss how to create a more dynamic and effective HR practice that truly supports both the organisation and its people.

Hear about the importance of designing HR products based on the end user's needs and pain points, rather than rigid, efficiency-focused models. The conversation covers working with early adopters to pilot and refine initiatives before a wider rollout and the benefits of short-term, manageable projects. Drawing examples from companies like Shop Direct and Netflix, they advocate for an agile, iterative process that favours frequent, small-scale updates over long-term, perfection-driven initiatives. Don't miss this insightful episode on making HR more agile and responsive to better serve your organisation and its employees.

Find out more about innovative HR practices at www.disruptivehr.com

Lucy talks to Tanuj Kapilashrami about the progressive work HR is doing at Standard Chartered, including HR product design and the employee experience.

Suzie Welch, Former Group People Director at Pizza Express talks to Lucy about how they’ve developed a new Leadership framework which is unique to them and that will help them make a real shift in the performance of the business. They are also in the process of introducing flexibility to all levels of their workforce and shifting their approach to Performance Management, moving away from a formal, annual review to one where the employees own it.

Lucy talks about what #BetterNormal leadership looks like and how we need to redefine our expectations of leaders after the crisis.

Lucy to talks to Elena Aylott from Oriflame Cosmetics about how she has introduced Employee Experience and what they've changed as a result of the crisis.

Suzanne Roddie, Head of Performance and Talent at Virgin Atlantic and Virgin Holidays talks to Karen about how they have revamped their entire approach to Performance Management.

Learn how they co-created their new approach and how they will be rolling out this new feedback-led culture.

Suzanne also shares with us their new values and how this has led to an interesting piece of work on changing behaviours within the organisation.

 

 

Conversations over HR process is almost always better. In this podcast, conversations expert Dik Veenman tells us how to do them well.

Karen chats to Maggie, the Head of People Operations at SME Xoserve about how they have transformed their approach to performance management and moved away from command and control people policies

Disruptive HR founders Lucy Adams and Karen Moran discuss some of the key changes within L&D and examples of companies approaching it differently.

Lucy interviews Tanith Dodge, one of the most foremost HR Directors in the UK about what it takes to get to the top of the HR profession.

Lucy talks to Ailsing Tellard, founder of performance management tool Our Tandem about helping employees to own their performance and careers.

Lucy interviews one of the UK's most prominent HR Directors, Simon Linares. Simon has worked at many of the UK's biggest brands and we were delighted that he took some time to share what his idea of Better Normal looks like.

Disruptive HR founders Lucy Adams and Karen Moran answer your questions on how to make hybrid working work

Lucy to talks with MD of search firm Fortune Hill, Joel Barnett about the HR search market and what his clients are looking for from their HR hires.

Lucy talks to Imola Richards from GE about HR leadership development and sustaining the ability to challenge the status quo.

In 2009 Netflix caused a huge stir in the HR and tech worlds with their 125 page slide deck that set out a new way of leading people. Whilst many companies have now adopted their concepts such as ‘freedom with accountability’, the rejection of the idea that businesses are a family, and the so-called Keeper Test, Netflix were the first major corporation to introduce them. In this episode, Kenny Temowo, a senior member of the Leadership Culture & Talent Development team at Netflix, describes the on-going impact of these pioneering principles. 

Kenny describes the role of creativity within organizational culture and the importance of an environment that encourages risk-taking and playfulness. We look at how to combine alignment with company-wide approaches with meeting the needs of local teams. And we explore Netflix's distinctive leadership seminars, which foster leadership excellence through engaging stories, poetry, and articles. This approach encourages leaders to navigate real-world challenges without traditional learning objectives, creating an immersive experience that empowers leaders to find solutions collectively. 

As an added bonus, we discuss our shared love for British Blue Shorthair cats! Whether you're an HR enthusiast, a leader, or a cat lover, this episode has something for everyone!

Chapters

(00:03) - Innovative HR Strategies at Netflix

(13:50) - Fostering Creativity in Organizational Culture

(26:55) - Leadership Seminars and Peer Learning

(39:03) - Feline Friends

Kenny Temowo

https://www.linkedin.com/in/kennytemowo/

Disruptive HR

Website: www.disruptivehr.com

Join the Disruptive HR Club https://disruptivehr.com/welcome-to-the-future-of-hr/

Email: hello@disruptivehr.com

What if your HR department could transform into a beacon of sustainability? Join us for an insightful conversation with HR Director Scott Sullivan as he shares his story on becoming a key player in making Bates Wells the first major law firm to achieve B Corp certification. Scott’s diverse experience across various industries and his roles as a magistrate and charity trustee provide a unique perspective on the importance of external opportunities for HR growth. We also explore Bates Wells' hybrid work model and the innovative strategies they’ve employed to keep their dispersed workforce connected and engaged.

Discover how Bates Wells fosters a culture of sustainability through employee-driven initiatives. From vegetarian-only catering to incentivizing green energy adoption, Scott reveals how these grassroots efforts have sparked significant cultural shifts within the firm. These initiatives underscore Bates Wells’ commitment to embedding sustainability into their DNA, illustrating how employee-led actions can lead to profound engagement and a stronger organisational culture.

We dive into the practicalities of integrating sustainability into HR processes, tackling challenges like pension reform and performance management. Scott offers actionable advice on incorporating sustainability into onboarding, procurement, and recognition schemes. Whether you're an HR professional or simply passionate about sustainability, this episode is packed with inspiration and practical guidance for creating a better tomorrow.

Chapters

(00:03) HR and Sustainability

(07:46) Employee-Led Sustainability Initiatives

(16:09) Sustainable Pension Fund Implementation

(21:48) Employee Engagement in Sustainability Initiatives

(27:09) Building a Culture of Education

Scott Sullivan https://www.linkedin.com/in/scottjacksullivan/

Disruptive HR

Website: www.disruptivehr.com

Join the Disruptive HR Club https://disruptivehr.com/welcome-to-the-future-of-hr/

Email: hello@disruptivehr.com

Hear how Essex County Council transformed their approach to performance management. From research to ensure their approach was user-centred, to getting rid of ratings, becoming employee-led and focusing on ‘in-the-moment’ feedback!

As it's our last podcast of 2024, we thought it was a good idea to have a look at the key trends for HR for the coming year. There are lots of areas where HR is progressing and what works for you will depend on the nature of your business, the maturity of your leaders, and your HR function. But in this episode we're going to look at the key trends that might shape your plans.

Join Disruptive HR’s Lucy Adams and Karen Moran as they explore the transformative trends set to reshape the workplace by 2025. From AI's evolution beyond basic tasks to becoming an essential tool for recruitment marketing and employee retention, hear how industry leaders like Unilever and IBM are pioneering this change. With AI's predictive capabilities, HR teams can make informed decisions and timely interventions, ensuring they stay ahead in the ever-evolving business landscape. For those yet to embrace AI, this is an invitation to start experimenting and harness the potential of this powerful technology.

They also discuss the movement towards a personalized, human-centric workforce, where employees have the power to tailor their work experiences to fit their unique needs. AI-powered talent marketplaces are empowering employees to take control of their own careers enabling greater employee autonomy and aligning personal development with career goals. Additionally, the shift towards agile HR practices is breaking down traditional silos and fostering a culture of experimentation and learning, as exemplified by companies like ING and Spotify.

(00:03) HR Trends for 2025

(08:21) Unlocking Human-Centric Workforce Potential

(15:53) Empowering Agile HR Practices for Growth

Disruptive HR

Website: www.disruptivehr.com

Join the Disruptive HR Club https://disruptivehr.com/welcome-to-the-future-of-hr/

Email: hello@disruptivehr.com

One of the upsides of the current crisis has been a shift in the way that leaders are communicating with their teams. In this podcast Lucy discusses these new leadership communication trends.

In this podcast, Lucy interviews Claude Silver, Chief Heart Officer at VaynerMedia to learn more about how they have continued to lead with the heart throughout the pandemic.

This week, the co-founders of Disruptive HR (and ex-CPOs themselves), Lucy Adams and Karen Moran, tackle the unique challenges faced by Chief People Officers (CPOs). They explore the scepticism often directed at CPOs and the pressure to conform to a metrics-heavy approach. They talk about the benefits of embracing a human-centric design for HR strategies and how shifting from rigid, traditional processes to adaptable, employee-centred practices, can enhance the CPO’s impact and credibility.

They discuss the challenges for CPOs of balancing operational tasks with strategic thinking amidst constant meetings and compliance demands. They share strategies to alleviate these pressures, such as empowering managers with self-management tools and adopting a product management approach for HR teams. Above all, the episode aims to equip CPOs with practical solutions to streamline their focus and enhance their influence within their organizations.

Chapters

(00:03) - Challenges and Solutions for HR Leaders

(14:01) - The Loneliness of HR Leaders

 

Disruptive HR

Website: www.disruptivehr.com

Join the Disruptive HR Club https://disruptivehr.com/welcome-to-the-future-of-hr/

Email: hello@disruptivehr.com

 

Whenever we ask HR professionals about the biggest barriers to innovative people practices, they almost always mention leaders and managers - and this is particularly true in sectors such as engineering and technology. They tell us that, because engineers respond well to process, they struggle to move away from bureaucratic, people processes in favour of more fluid and agile approaches. In this episode, we’re going to prove that engineers can absolutely make great people managers - and hear what HR can do to work with them more effectively.

The guest on this episode of HR Disrupted is Kiranbir Sodhia, a Senior Staff Engineering Manager at Google. Kiranbir shares his personal journey from an individual contributor to a people leader at industry giants like Microsoft and Google, candidly reflecting on early mistakes such as micromanaging and the vital role of formal leadership training. We discuss the growing trend of offering career paths for engineers that do not require transitioning into management, highlighting the value of individual contributors and the importance of HR in supporting managers who might not have initially aspired to those roles. Kiranbir's insights shed light on the challenges and opportunities of transforming engineers into effective people managers in a process-driven environment.

(00:03) Leadership Development in Engineering and Technology

(16:03) Effective Onboarding in Tech and Engineering

(21:25) HR and Engineering Manager Relationships

Kiranbir Sodhia https://www.linkedin.com/in/kiranbir/

Disruptive HR

Website: www.disruptivehr.com

Join the Disruptive HR Club https://disruptivehr.com/welcome-to-the-future-of-hr/

Email: hello@disruptivehr.com

We hear from Katherine, who heads up HR at the NHS Blood and Transplant service, about HR on the front line during the crisis and how these challenging times have offered opportunities to do things differently.

Unlock the secrets to modern leadership with award-winning expert Dr Kirstin Ferguson as she shares game-changing insights from her latest book, "Head and Heart: The Art of Modern Leadership." Learn how to balance analytical skills with empathy and emotional intelligence through the Head Heart Leader Scale, and discover the critical attributes that define exceptional leaders today. From maintaining curiosity to recognizing who is missing from key conversations, Kirstin offers a comprehensive guide for emerging leaders aiming to maximize their impact.

We also dive into the importance of humility in leadership, exploring how simple human interactions can elevate team morale and performance. Find out why both men and women excel similarly in leadership qualities and how recent data debunks gender biases in self-assessment. Don't miss this opportunity to hear practical advice and robust data that could transform your leadership approach and help you cultivate a balanced, effective leadership style.

https://www.kirstinferguson.com/

Find out more about innovative HR practices at www.disruptivehr.com

Lucy talks to Jason Larry, the Global Head of Real Estate at Mondelez about their approach to post-pandemic hybrid workplace

The founders of Disruptive HR, Lucy Adams and Karen Moran, discuss new approaches to Performance Management

Lucy talks to Catherine Garrod (ex-Sky and founder of Compelling Culture) about how to take fresh approaches to diversity and inclusion.

Lucy interviews Amy Girdwood, EVP People and Culture at media giant Discovery. She talks about how the crisis has transformed the way they communicate and led to new possibilities.

Lucy talks to Tope Sadiku from Kraft Heinz about creating a seamless digital experience for employees.

Lucy talks to Andrea Gordon, HR Director at Peabody Housing Trust. She shares how lockdown has led them to make dramatic changes to the way they recruit and onboard their people and how they won't be going back!

Hear from Victoria Tomlinson, CEO and founder of NextUp, to explore the concept of "unretirement" and the evolving landscape of age diversity in the workforce. In this episode we challenge the outdated perceptions of older workers, particularly in light of a recent controversial post from a global recruitment company which labelled workers over 55 as being ‘in decline’! Together, we confront these stereotypes and discuss the importance of shifting societal and corporate attitudes towards ageing. Victoria shares her inspiring journey and the role lifelong learning and reinvention have played in her career, offering a compelling case for continuous growth and contribution beyond traditional retirement.

We explore the option of embracing intergenerational workforce diversity, rather than seeing it as a problem and rethinking age diversity in employment. The discussion highlights the responsibilities of both employers and older workers in fostering inclusive workplaces that leverage the skills and experiences of all ages. Together, we advocate for a holistic approach to employee well-being that extends beyond traditional retirement, ensuring continuous learning and purpose for all.

Chapters

(00:03) - Navigating Unretirement and Career Transitions

(12:11) - Professional Transition Workshops for Women

(15:33) - Embracing Intergenerational Workforce Diversity

(24:20) - Rethinking Age Diversity in Employment

Next-Up https://www.next-up.com/

Disruptive HR

Website: www.disruptivehr.com

Join the Disruptive HR Club https://disruptivehr.com/welcome-to-the-future-of-hr/

Email: hello@disruptivehr.com

Tired of the same old leadership development strategies? Join Lucy Adams and Karen Moran as they challenge the status quo. Promoting top performers into leadership roles without considering their people skills is a recipe for disaster. Discover why the "superhero" leader model is outdated and doesn't work for modern organizations.

Revitalize your leadership training with insights from industry leaders like Salesforce, SAP, Standard Charter, and Nestle. These companies are transforming leadership development by replacing complex competency frameworks with clear, actionable goals. Discover how to create inclusive, personalized, and effective leadership development that drives high-performance and engagement. Learn from real-world examples and practical tips to build a leadership development approach that works!

Chapters

(00:03) Reimagining Leadership Development Strategies

(06:34) Moving Beyond Traditional Leadership Training

(20:11) Expanding Leadership Development Opportunities

Disruptive HR

Website: www.disruptivehr.com

Check out Disruptive Leaders https://disruptive-leaders.com/

Take our diagnostic to discover your leadership skills https://disruptivehr.typeform.com/leadersquiz

Email: hello@disruptivehr.com

Claire Camara and Clare Fogden from The Coop share how they are building leadership capability in new ways including focusing on the behaviours they need in the future, taking out tired processes and changing the ways leaders are chosen.

In this podcast Karen talks to Karl Burnett, VP of HR at A+E Networks about some of the great HR initiatives that helped A+E win the award for ‘Best place to work in TV’ in 2018.

A+E Networks UK is a joint venture between Hearst and Sky and a leading media network reaching 60 million homes across 100 countries. Known for award-winning factual and entertainment content they have been entertaining and inspiring audiences for over 20 years and currently partner with over 360 operators broadcasting throughout the Nordics, Benelux, Central Europe, the Middle East and Africa.

Karl joined A+E Networks UK as VP, Human Resources in July 2015. Based in London, Burnett manages Human Resources and Recruitment across all of A+E Networks UK’s territories, including offices in Poland, Denmark, Benelux and South Africa. The business currently employs over 200 people. Burnett joined A+E Networks UK from the BBC, where he held senior HR positions since 2010. Karl served as HR Director for BBC News and Radio, leading an international team of 50 HR professionals. He previously held roles at Nickelodeon UK and Channel 4 Television.

Unlock the secrets to revolutionising performance management with insights directly from Gill Hunt and Uli Kirschner from tech company SUSE. Discover how SUSE transformed their performance evaluations into the innovative "SUSE Sync," a dynamic system that fosters personal accountability and continuous feedback. You'll learn how this major shift was driven by employee engagement surveys revealing a demand for clearer role expectations and better feedback, ultimately aligning employees with organisational goals and boosting overall performance.

 

Explore the SYNC (Setting You in Control) framework, designed to cultivate a culture of personal and professional growth. Hear firsthand accounts from Gill and Uli about moving away from rigid performance ratings to an ongoing, adaptive feedback process that empowers leaders to coach their teams more effectively. You'll understand the complexities and advantages of this new approach, particularly how it influences reward differentiation and managerial decision-making without relying on traditional ratings. The duo also shares the extensive marketing and communication efforts behind the successful relaunch of this system, ensuring robust employee engagement.

Get inspired by SUSE's creative rollout strategies and learn about the importance of language in making these initiatives succeed, shifting from formal HR jargon to more inclusive terms. Gill and Uli reflect on the journey, emphasising the need for flexibility, over-communication, and sustained enthusiasm beyond the initial launch phase. These insights will arm you with the knowledge to drive meaningful change in HR practices within your own organisation.

Find out more about innovative HR practices at www.disruptivehr.com