But is any of it actually making work better?

That’s the question at the centre of this episode of foHRsight, as Mark Edgar speaks with Dessalen “Dess” Wood about moving beyond AI activity and toward meaningful AI enablement.

Dess argues that the first phase of workplace AI was inevitably messy: organizations were handed transformative technology without a clear playbook for what transformation was supposed to look like. Now, the opportunity is to become much more disciplined.

If AI saves someone five hours a week, what should happen in those five hours? Which capabilities does everyone genuinely need? Who actually needs to become a builder? And which parts of HR work should be automated because nobody particularly values the human delivery, versus the moments where human presence is precisely what makes the experience valuable?

The conversation offers a practical framework for thinking about AI fluency at different levels, why learning should be grounded in the tools and experiences employees actually encounter, and why HR does not need to turn every employee into an AI expert.

Most importantly, it challenges People leaders to get much clearer about the work only humans can add meaningful value to, so they can stop defending work that simply keeps the lights on.

About Our Guest

Dessalen “Dess” Wood is a global Chief People Officer at Syntax, where she has played a key role in advancing AI enablement across the organization. After spending much of her career in retail and service environments before moving into technology, she brings a cross-industry perspective on what actually drives human performance, learning and organizational change.

Resources Referenced

• Syntax — the global technology company where Dess is Chief People Officer and where much of the AI enablement work discussed in the episode is taking place. syntax.com 
• Reclaim the Plot: How Leaders Rewrite the Story When AI Rewrites Work by Dr. Kelly Monahan — Mark references Kelly Monahan and her recent work while asking whether AI is actually making organizations better. Reclaim the Plot  
• Cognitive dissonance — the behavioural concept Dess references when explaining why action can precede attitude change, particularly around mandatory AI learning and adoption. Learn more about cognitive dissonance 
• Dessalyn Wood on LinkedIn — Dess specifically invites listeners to connect with her there at the end of the episode. 

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Most AI adoption strategies start with tools, training and governance.

But what happens when the real barrier isn’t knowing how to use AI?

Employees may be wondering whether the technology will eventually replace them. Experienced professionals may feel that work they spent years learning to do can suddenly be generated in seconds. Others are already using AI successfully but are reluctant to admit it because they worry it will make them look lazy, less capable or as though they have somehow cheated.

Those aren’t technology problems. They’re human ones.

In this episode of foHRsight, Naomi Titleman is joined by behavioural scientist Dr. Gleb Tsipursky to explore what leaders often miss when trying to drive AI adoption at work.

They unpack three very different forms of resistance: fear and anxiety about job security, threats to professional identity, and the social stigma that can keep productive AI use hidden. Gleb shares practical ways leaders can respond, including starting with the work employees actively want off their plates, modelling AI use openly, creating opportunities to share what is working, and giving people genuine space to experiment.

The conversation also looks at the growing problem of AI-generated “work slop,” why critical thinking becomes more important rather than less important in an AI-enabled workplace, and how psychological safety needs to be paired with accountability and human review.

For HR leaders navigating AI adoption, the challenge is no longer simply choosing the right technology.

It is creating an environment where people can learn how to use it without feeling that doing so puts their job, identity or credibility at risk.

About Our Guest

Dr. Gleb Tsipursky is a behavioural scientist, seven-time bestselling author and author of The Psychology of AI Adoption at Work: From Resistance to Results. His work focuses on how leaders and organizations make better decisions and adapt to changes in the future of work, drawing on extensive research and consulting with organizations navigating AI adoption.

Resources Referenced

• The Psychology of AI Adoption at Work: From Resistance to Results — Dr. Gleb Tsipursky’s latest book. Georgetown University Press 
• Free book sample + AI adoption resources — disasteravoidanceexperts.com/aibook 
• MIT research on GenAI ROI — referenced in the discussion about the majority of AI pilots failing to show ROI. MIT Project NANDA 
• Harvard Business Review on AI “workslop” — referenced in the discussion about poor-quality AI output creating more work for colleagues. Read the article 
• Amy Edmondson on psychological safety — referenced in the conversation about balancing experimentation with accountability. Amy Edmondson

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It may be what HR chooses to do with the capacity it creates.

In this episode of foHRsight, Mark Edgar speaks with Franco Girimonte about what the next phase of AI means for HR operating models, skills, workforce planning and the role HR needs to play in enterprise AI strategy.

Franco shares research from The Hackett Group estimating that by 2030, 43% to 49% of HR roles or activities could be automated. But rather than seeing that solely as a headcount story, many HR leaders see an opportunity to redirect capacity toward work that has historically been under-resourced: strategic workforce planning, deeper business partnership, better insights and helping employees and leaders adapt to AI.

The conversation also explores why HR and IT increasingly need to lead AI transformation together, why standardized processes matter before organizations can capture the benefits of automation, and how HR roles may shift from producing work to orchestrating work across people and AI agents.
For HR leaders feeling both excited and overwhelmed by AI, this episode offers a useful place to start: not with every possible tool, but with the work your organization needs HR to be capable of next.

About Our Guest

Franco Girimonte is a Principal at The Hackett Group, where he works within HR transformation and brings extensive experience across HR consulting, organization design, operating models, research and benchmarking. His perspective combines hands-on transformation work with a broad view of how organizations across North America and Europe are adapting their HR functions for the future.

Resources Referenced

• The Hackett Group — thehackettgroup.com
• 2026 HR Key Issues Study: Building the Agentic HR Organization — View the research
• AI World Class Human Resources — View the research
• Microsoft Copilot — copilot.microsoft.com

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Candidates are using AI to write, tailor and scale applications. Employers are using it to screen, evaluate and increasingly interact with those candidates. The result can quickly become an arms race where both sides automate more, trust each other less, and lose sight of what hiring is supposed to uncover in the first place.

In this episode of foHRsight, Naomi Titleman Colla speaks with Jeremy Schifeling about what HR leaders should be paying attention to as AI reshapes recruitment, early-career work and the talent pipeline.

At the centre of the conversation is a simple question: does AI move us closer to people, or further away from them?

They explore why candidates may be using AI differently than employers assume, where automation genuinely creates room for better human connection, why transparency in the hiring process matters, and what organizations risk when short-term efficiency removes the entry-level opportunities that develop future leaders.

They also consider a bigger shift underway in how organizations assess talent. As technical tasks become easier to automate, qualities like initiative, relationship-building, judgment, creativity and the ability to use AI to accomplish meaningful work may become increasingly valuable signals.

For HR and talent leaders, the opportunity isn't simply to add more AI to an old hiring process. It's to question whether the process itself is still measuring what matters.

About Our Guest

Jeremy Schifeling is a former LinkedIn executive, early OpenAI partner and author of three number-one Amazon bestselling career books. Through his work with job seekers, students, career changers and working professionals, he brings a ground-level view of how AI is changing the experience of getting hired and what those changes mean for employers and the future talent pipeline.

Resources Referenced

• Unbreakable by Jeremy Schifeling: https://www.thejobinsiders.com/unbreakable
• Fortune: “Robots Screening Robots: Inside the AI Arms Race Reshaping Hiring”:  https://www.fortune.com/2026/06/01/robots-screening-robots-inside-the-ai-arms-race-reshaping-hiring/
• Stanford Digital Economy Lab: “Canaries in the Coal Mine? Six Facts about the Recent Employment Effects of Artificial Intelligence”: https://digitaleconomy.stanford.edu/publication/canaries-in-the-coal-mine-six-facts-about-the-recent-employment-effects-of-artificial-intelligence/
• future foHRward: “Rethinking Entry-Level Work in the Age of AI”: https://www.futurefohrward.com/subscribe
• Jeremy Schifeling on LinkedIn: https://www.linkedin.com/in/schifeling
• CNBC: “The No. 1 AI Mistake Job Seekers Make”: https://www.cnbc.com/2024/03/18/dont-use-chatgpt-to-write-your-resume.html

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When work is moving quickly and leaders are navigating pressure, change and new technology, it is easy for care to become something organizations talk about rather than something employees experience. But culture is built in the everyday proof points: the questions leaders ask, the clarity they provide, how they respond when someone is struggling, and whether people feel seen in the first place.

In this episode of foHRsight, Mark Edgar speaks with Justin Ricklefs about why caring can be a genuine competitive advantage and what it takes to turn that idea into action.

Justin shares a practical framework built around curiosity, compassion, clarity and consistency, including why empathy without action only goes so far, why leaders need to ask better questions, and why the strongest culture signals are often much simpler than we think.

The conversation is a useful reminder that you cannot market your way to a healthy culture. Your people experience the organization from the inside, and the stories they tell about that experience become part of the business itself.

About Our Guest

Justin Ricklefs is the founder of strategic brand agency Guild Collective and the author of Give a Damn. His work explores how care, storytelling and human connection shape stronger organizations, brands and leadership cultures.

Links from the Episode

• Justin Ricklefs on LinkedIn: https://www.linkedin.com/in/justinricklefs
• Guild Collective: https://guildcollective.com/
• Give a Damn: The Catalyst for Caring Companies: https://thegiveadamnbook.com/

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The current labour market has created what PayScale calls a “job-hugging” era: employees are changing jobs less frequently, but economic uncertainty, slow hiring and anxiety about AI may be keeping people in roles they are no longer particularly happy in. As Amy Stewart puts it, some employees are holding onto their jobs “like you’re hugging a cactus.”

That creates a difficult challenge for HR. Low attrition can look like stability while masking disengagement, pay frustration and employees quietly preparing themselves for their next opportunity.

In this episode of foHRsight, Naomi talks with PayScale’s Ruth Thomas and Amy Stewart about what the latest compensation and flight-risk data tells us about where organizations may be vulnerable.

They explore why new hires can sometimes out-earn longer-tenured employees, why perceived pay fairness can matter as much as actual market competitiveness, and why pay transparency makes it increasingly important for organizations to explain not just what people are paid, but why. The conversation also looks at some less obvious signs of flight risk, from employees seeking bigger titles to acquiring certifications and new skills, and why this slower labour market may actually be the right moment to examine job architecture, internal equity and where your retention dollars will matter most.

For HR leaders, the takeaway is simple: don’t wait for resignations to tell you where the risk is.

About Our Guests

Ruth Thomas is PayScale’s Chief Compensation Strategist and SVP of Marketing, with decades of experience studying compensation, labour-market trends and the evolution of rewards strategy. Her perspective helps connect today’s pay pressures with the broader changes reshaping how organizations attract and retain talent.

Amy Stewart is a manager on PayScale’s content and research team and one of the lead authors of its 2026 Flight Risk Report. Her work draws on PayScale’s proprietary compensation data to identify where organizations may be most exposed to attrition and pay-related retention risk.

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If you are looking for more foHRsight, sign up for our monthly foHRsight newsletter. It’s free and includes access to our quarterly white paper. This quarter’s white paper is about Rethinking Entry-Level work in the Age of AI, produced with Dr. Miranda Rodak from Indiana University’s Kelley school of business - an important topic for HR, Leadership and parents, students and society as a whole! https://www.futurefohrward.com/subscribe

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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For HR leaders, that distinction matters. Organizations are moving faster, employees are carrying more, technology keeps accelerating the pace, and HR is often asked to respond with another program, initiative or tool. But what if thriving at work depends on something more fundamental?

In this episode of foHRsight, Naomi Titleman Colla speaks with Jon Rosemberg about the difference between success and thriving, and why agency, meaning and connection are essential to moving out of survival mode. Jon explores what happens to our decision-making when our nervous systems are overloaded, how emotions can become useful information rather than something to suppress, and why slowing down can actually help us respond more effectively when everything feels urgent. 

They also unpack Jon’s AIR framework: Awareness, Inquiry and Reframing, a practical way to create distance from difficult situations, challenge the stories we’re telling ourselves and see more possibilities before deciding what to do next. 

For HR leaders, the conversation ultimately lands somewhere deceptively simple: people need to feel seen, heard and valued. If work has become increasingly transactional, meaningful human connection may be one of the most important conditions HR and leaders can create for people to thrive. 

About Our Guest

Jon Rosenberg is a former operations executive turned advisor, the founding partner of Anthr and author of A Guide to Thriving. His work with founders and CEOs focuses on widening the frame around difficult decisions and helping people reclaim agency, making his perspective particularly relevant for leaders navigating pressure, uncertainty and change. 

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If you are looking for more foHRsight, sign up for our monthly foHRsight newsletter. It’s free and includes access to our quarterly white paper. This quarter’s white paper is about Rethinking Entry-Level work in the Age of AI, produced with Dr. Miranda Rodak from Indiana University’s Kelley school of business - an important topic for HR, Leadership and parents, students and society as a whole! https://www.futurefohrward.com/subscribe

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On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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In this episode of foHRsight, Naomi is joined by former CHROs Suzan Morno-Wade and Harriet Harty to explore why HR leaders remain significantly underrepresented on corporate boards, and why that gap matters more as organizations navigate increasingly complex workforce decisions. 

The conversation challenges some persistent assumptions about what CHROs bring to the boardroom. Strong HR leaders aren't simply experts in people programs. They understand organizational performance, leadership capability, succession, culture and enterprise risk. They know how to influence without owning the decision, ask discerning questions and connect talent decisions back to business strategy. 

And as AI reshapes work, that perspective becomes even more important. Technology decisions are also workforce decisions. Suzan and Harriet make the case for HR leaders to position those conversations in the language of strategy, risk, opportunity, financial analysis and measurable business outcomes. 

For CHROs who see board service in their future, there's also a practical message: don't wait until you leave the operating role to start preparing. Building board experience, relationships and a board-ready profile takes time. 

About Our guests

Suzan Morno-Wade is a former CHRO of Xerox whose career has spanned finance, human resources and enterprise leadership. Today, she advises organizations, serves on boards and supports greater representation in the C-suite and boardroom. 

Harriet Harty has held multiple executive HR roles, most recently serving as Chief Administrative Officer at ADT. She now works across advisory, board and executive coaching roles, bringing extensive experience in business transformation, talent and leadership. 

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The challenge is what happens next.

Employees learn quickly whether an unconventional suggestion is genuinely welcome, whether failure will be treated as information or incompetence, and whether leadership is open to an outcome it did not already choose. When those answers are unclear, people protect themselves. They offer safer ideas, wait for direction or stop speaking up entirely.

In this episode, Naomi Titleman Colla speaks with Fiona Stevenson about the human dynamics that cause innovation to stall. They explore why fear of taking action can be stronger than the fear of doing nothing, how leaders unintentionally become more rigid when the stakes are high, and why psychological safety must be built into the work rather than treated as a separate culture exercise.
Fiona also shares a practical process for moving from a clearly defined problem to human insight, inspiration, ideas, iteration and implementation. For HR leaders, the conversation offers a clear challenge: examine whether your performance measures, reward systems and everyday leadership behaviours actually support the experimentation your organization says it wants.

Guest Resources

• Website: fionastevenson.com
• Open State (with co-founder Alyssa Kerbel): openstate.ca — bringing nervous system regulation, music, and movement into the creative process
• Kindness at Work: kindnessatwork.com — inaugural Workplace Kindness Awards ceremony in New York City during Kindness Week (November); nominations now open
• LinkedIn: Connect with Fiona Stevenson

About Our Guest

Fiona Stevenson is CEO and founding partner of the Idea Suite, where she helps organizations turn human insight into commercially viable ideas. With a background in psychology, more than a decade at Procter & Gamble and experience leading hundreds of innovation projects around the world, she brings a deeply human and practical perspective to how ideas move through organizations.

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Employees are told to adapt, stay positive and keep moving, while the conditions driving burnout often remain untouched. For HR leaders, the challenge is not simply helping people manage stress. It is creating workplaces where people can stay clear, connected and capable even when the demands are high.

In this episode, Naomi Titleman Colla speaks with Jay Abbasi about why resilience is not built by asking people to push harder. They explore how safety, focus and meaningful connection shape performance, why people struggle to access their best thinking when they feel threatened, and what emotionally intelligent leadership looks like in practice.

The conversation also offers a practical challenge for leaders: notice what is driving your own behaviour before attempting to understand someone else’s. From regulating before reacting to sharing vulnerability without becoming the victim of the situation, this episode offers grounded ways to lead more effectively under pressure.

About Our Guest

Jay Abbasi is a global keynote and TEDx speaker, coach and former Tesla leader who helps professionals perform under pressure without burning out. After leading national training programs for more than 1,000 Tesla employees, he has coached leaders at organizations including Google, Amazon, TikTok and Wells Fargo.

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As leaders race to implement AI, many are relying on change management approaches that were designed for a slower, more predictable world. But when change is constant, communication plans and training sessions aren't enough. Real transformation happens when leaders understand how people actually adopt new ways of working.

In this episode, Naomi sits down with organizational change expert and author Paul Gibbons to explore why traditional change management needs an update for the age of AI. Together, they unpack why leadership modelling matters more than ever, how HR can navigate the "double bind" of transforming itself while helping the rest of the organization evolve, and why behavioural science—not technology—is the missing ingredient in successful AI adoption.

Whether you're leading an AI initiative, supporting organizational change, or simply trying to help your people adapt to a rapidly changing workplace, this conversation offers a thoughtful, practical perspective on leading transformation with both confidence and humanity.

About Paul Gibbons

Paul Gibbons is a consultant, speaker, and author focused on change, culture, and AI adoption. He is the creator of the Adaptive Adoption Framework and has authored nine books, including Adopting AI, written for leaders who need a practical strategy. He was ranked among the top five culture change thinkers globally by Global Gurus.

Find Paul:

• Website: Paul Gibbons Advisory
• Slack community: Think Bigger Think Better

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Today, it's AI.

The pressure to move quickly can make it feel like everything is changing overnight. But beneath the new technology, the core of great HR remains remarkably consistent: earning trust, exercising sound judgment, navigating difficult conversations, and helping leaders make better decisions.

In this conversation, retired CHRO Karen Trenton reflects on a career that spanned enormous shifts in technology, leadership and organizational change. She shares what she's most proud of, the career decisions she would make differently, why community matters more than ever, and why emotional intelligence—not technical expertise—is still what separates exceptional HR leaders.

If you've been wondering what skills will matter most in the next decade of HR, this episode offers a thoughtful perspective from someone who's led through decades of transformation.

About Our Guest

Karen Trenton is a retired Chief Human Resources Officer with executive leadership experience across Coca-Cola and Sherritt International. Having led HR through periods of rapid organizational growth, global expansion and technological change, she brings a grounded perspective on leadership, judgment and the enduring human side of HR.

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They have a collaboration problem because they've never really talked about how they work together.

We invest in Slack, Teams, Miro, Notion and countless other tools designed to make collaboration easier. But more tools haven't necessarily made teams better at collaborating. In some cases, they've simply created the illusion that collaboration is happening.

In this episode of foHRsight, Naomi sits down with Alison Coward to explore why great teamwork rarely happens by accident and what it means to intentionally design the way people work together.

They discuss why talented people don't automatically create high-performing teams, why workshops so often fail to create lasting change, and why small, consistent shifts in how teams communicate, align and make decisions can be far more powerful than sweeping culture initiatives.

For HR leaders, there's an important challenge here: stop treating collaboration as something that should happen naturally. Start creating the conditions for it.

About Our guest

Alison Coward is a team culture strategist, workshop facilitator, trainer, and keynote speaker based in London. As founder of Bracket, she partners with ambitious, forward-thinking companies to help them build high-performing team cultures. Her book, Workshop Culture, lays out a practical framework for taking the energy and effectiveness of great workshops and embedding them into how teams work every day.

Connect with Alison

• Website & newsletter: bracketcreative.co.uk | bracketcreative.co.uk/newsletter
• LinkedIn: Alison Coward
• Book: Workshop Culture — available wherever books are sold

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Today's employees are balancing demanding workloads alongside constant notifications, endless comparison, economic uncertainty and personal pressures that don't disappear when the workday begins. By the time someone reaches a breaking point, the signs have often been there for much longer.

In this episode, Mark Edgar sits down with life and wellness coach Ashish Singh to explore what it really means to build resilience before it's needed. Together, they unpack why calm isn't something we discover after everything settles down, but something we cultivate in the middle of everyday life.

Ashish shares the deeply personal experience that led him from corporate life into coaching after a serious injury forced him to confront anxiety, uncertainty and his own internal dialogue. That journey became the foundation for his work helping others reconnect with what he calls "the steadiness within."

Throughout the conversation, they explore why we can only truly control our thoughts and our actions, how social media has amplified stress through constant comparison, why mindfulness doesn't have to mean lengthy meditation sessions, and what practical tools can help people reset throughout an ordinary workday.

For HR leaders, this conversation offers an important shift in perspective. Rather than waiting until employees are overwhelmed, organizations have an opportunity to normalize simple wellbeing practices that support people every day. Creating healthier workplaces isn't only about responding well during difficult moments. It's about making steadiness part of how work happens in the first place.

Resources

• Website: thecalmmind.co
• Instagram: singashish3
• LinkedIn: Available (handle mentioned in conversation)

About Our Guest

Ashish Singh is a life and wellness coach, author and founder of The Calm Mind. Drawing from his own experience navigating anxiety, injury and major life transitions, he helps individuals and organizations develop practical tools for building emotional resilience, mindfulness and lasting inner steadiness.

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As work becomes more complex, change accelerates, and cognitive demands continue to rise, many leaders find themselves relying on the same habits that helped them succeed in the past—only to realize they no longer have the capacity they once did. The challenge isn't a lack of capability. It's that resilience is too often treated as an individual trait instead of something we can intentionally strengthen.

In this episode of foHRsight, Naomi Titleman Colla sits down with leadership psychologist and executive coach Dr. Marie-Hélène (MH) Pelletier to explore why resilience isn't about pushing harder or simply "bouncing back." Instead, it's a strategic practice that can be developed by individuals, teams, and organizations alike.

Together, they discuss why high performers often underestimate the demands they're carrying, how cognitive patterns quietly erode decision-making, why resilience should be treated as leadership infrastructure rather than a wellness initiative, and the practical habits leaders can build today to protect their performance before they reach their breaking point.

Whether you're leading an HR function, supporting organizational change, or simply feeling the weight of today's pace of work, this conversation offers a practical and refreshingly human approach to sustaining performance without sacrificing wellbeing.

About Our Guest

Dr. Marie-Hélène (MH) Pelletier is a leadership psychologist, executive coach, keynote speaker, and author of The Resilience Plan: A Strategic Approach to Optimizing Your Work Performance and Mental Health. With more than 20 years of experience working with leaders across industries, she helps organizations build resilience as a strategic capability that strengthens decision-making, leadership, and long-term performance.

Connect with MH:

• Website & book: theresilienceplan.com
• LinkedIn: search Dr. Marie-Hélène Pelletier
• Link for free resources: https://drmarie-helene.com/free-resources-sign-up/

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After decades of building careers, leading teams, and carrying enormous responsibility, the biggest question isn't "What's next?" It's "Who am I without the title?"

In this episode of foHRsight, Naomi Titleman Colla sits down with Zabeen Hirji, former Chief Human Resources Officer at RBC, to explore what she calls the Purposeful Third Act—a new way of thinking about life after executive leadership.

Together, they unpack the emotional transition that comes with stepping away from a long career, why purpose is something we rediscover rather than reinvent, and how organizations are missing an opportunity to better engage experienced leaders. They also discuss the growing importance of intergenerational workplaces, lifelong learning, and why judgment, wisdom, and human connection will become even more valuable in the age of AI.

Whether retirement feels years away or is already on the horizon, this conversation is a thoughtful reminder that your greatest contribution may not be behind you—it may simply take a different shape.

About Our Guest

Zabeen Hirji is a founder, retirement disruptor, executive advisor, and board director. She served as CHRO at Royal Bank of Canada and is now the driving force behind the Purposeful Third Act movement, which helps senior leaders navigate life and work after corporate careers with intention and impact.

• 🔗 LinkedIn: Zabeen Hirji (follow + subscribe to her newsletter)
• 🌐 Website: zabeenhirji.com (resources, role models, and P3A tools)

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On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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As AI reshapes how people access information, many traditional assumptions about workplace learning are being challenged. Employees no longer need to sit through generic training to find answers. They expect learning to be personalized, contextual, and available exactly when they need it.

In this episode, Lori Niles-Hofmann joins Naomi Titleman Colla to explore why L&D is facing an existential moment, what organizations are getting wrong about skills development, and how AI could fundamentally change the way learning happens at work. Together, they discuss the shift from course creation to intelligent learning ecosystems, why skills management should be treated with the same precision as a supply chain, and how HR leaders can move from order-taking to strategic enablement.

If you're responsible for developing people in an environment where business priorities, technology, and skills requirements are changing faster than ever, this conversation offers a practical and thought-provoking look at what comes next.

Resources & References Mentioned

• 📘 The Eight Levers of EdTech Transformation by Lori Niles-Hofmann
• 🌐 8Levers: 8levers.com (note: the "8" is the number, not a "B"!)
• 🇨🇦 Valence — AI coaching platform, featuring Nadia
• 🇨🇦 Disco.co — community learning platform (also used by foHRsight+)
• 📊 Red Thread Research — State of EdTech presentation by Dani Johnson (Learning Technologies, London)
• 🔬 LearnLM / DeepMind research on human + AI learning outcomes

About Our Guest

Lori Niles-Hofmann is an EdTech strategist, consultant, and author of The Eight Levers of EdTech Transformation. With a career spanning global LMS implementations, instructional design, and organizational learning strategy, Lori brings a rare combination of technical fluency and business acumen to the L&D space. She is the founder of 8Levers and a frequent speaker and writer on the intersection of AI, skills, and workplace learning.

Connect with Lori

• LinkedIn: search Lori Niles-Hofmann
• Website: 8levers.com

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On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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Not because the content is wrong.
Because the audience never felt connected in the first place.

In this episode of foHRsight, Naomi Titleman Colla sits down with presentation coach and communication strategist Anthony Lee to explore what makes communication actually land — whether you are moderating a conference panel, leading a board meeting, facilitating a town hall, or simply trying to run a better team meeting.

Together, they unpack:

• why audience connection matters more than information dumping
• the communication mistakes most moderators and panelists make
• how storytelling and emotional connection build trust
• what high-performing teams do differently in meetings
• how leaders can think more intentionally about the “voice” they are using
• and why rehearsal and feedback matter far more than most organizations realize

The conversation goes far beyond public speaking.

At its core, this episode is about conversational leadership — how leaders create clarity, trust, engagement, and momentum through the way they communicate with others.

About Our Guest

Anthony Lee is the founder of Heroic Voice Academy and a communication coach who works with executives, conference speakers, HR leaders, and teams to strengthen audience connection, storytelling, and presentation effectiveness. With a background in engineering and executive leadership coaching, Anthony brings a uniquely practical and human-centered approach to communication.

Connect with him on LinkedIn: https://www.linkedin.com/in/heroicvoice/

Resources Mentioned

Heroic Voice Academy

Presentation, communication, and speaker coaching for leaders, teams, conference speakers, and executives.

• Website: https://heroicvoice.com

Open Gym Thursdays

Anthony hosts weekly “Open Gym” sessions where participants can practice presentations, receive coaching, and learn communication techniques.

• Thursdays at 12:00 PM PT
• Learn more via Anthony’s LinkedIn profile: https://www.linkedin.com/in/heroicvoice/

TEDx Salt Lake City

Anthony credits coaching speakers at TEDx Salt Lake City as a pivotal moment in his journey from engineering leader to presentation coach.

• https://www.ted.com/tedx/events/12806

Miles Davis – Someday My Prince Will Come

Referenced as an example of how great moderators function like jazz band leaders—setting the tone, creating space for others to shine, and guiding the overall audience experience.

• https://www.youtube.com/results?search_query=Miles+Davis+Someday+My+Prince+Will+Come

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On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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But what if that tension exists because we are solving the wrong problem?

In this episode of foHRsight, Naomi Titleman Colla sits down with leadership consultant Rachel Cooke to explore a different approach to leadership and work design, one where development, connection, wellbeing, and performance are not competing priorities, but built into the fabric of how work happens every day.

Together, they unpack:

• why traditional leadership models are breaking down under uncertainty
• the difference between certainty and clarity
• how leaders can better harness frontline insight and intelligence
• why work design matters more than another leadership program
• how small experiments inside the flow of work can create meaningful cultural change
• and the opportunity HR has to stop separating “people stuff” from business results

This is a thoughtful and deeply practical conversation for leaders trying to create healthier, more adaptive workplaces without adding more complexity, meetings, or programs.

About Our Guest

Rachel Cooke is the founder of Lead Above Noise, host of the Modern Mentor Podcast, and author of the newsletter Making Work Work Better. With a background spanning organizational psychology, operations leadership, and HR, Rachel helps organizations rethink leadership and work design in ways that strengthen both business performance and human experience.

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On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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But somewhere inside that acceleration, many leaders are starting to feel something else too: cognitive overload, constant mental switching, and a growing sense that work is becoming noisier instead of clearer.

In this episode, Mark and Naomi unpack two emerging ideas gaining traction in the AI conversation: “AI brain fry” and “cognitive surrender.” Together, they explore what happens when efficiency becomes the default goal, how over-reliance on AI can quietly erode critical thinking, and why HR leaders need to be paying closer attention to the human experience underneath AI adoption.

This conversation isn’t anti-AI. It’s about intentional AI use.

The discussion explores:

•  Why productivity pressure may be pushing teams toward unhealthy AI habits 
•  The difference between learning moments and efficiency moments 
•  How AI-generated volume can actually increase cognitive fatigue 
•  Why HR professionals may be especially vulnerable to “brain fry” 
•  What organizations risk losing when human judgment disappears from the process 
•  How leaders can create healthier norms around AI use before bad habits calcify 

Most importantly, this episode is a reminder that AI should augment human capability, not replace thoughtful human participation in work.

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On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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Employees are anxious. Leaders are overwhelmed. And many managers are being asked to guide people through uncertainty without ever being taught how to truly understand human behaviour in the first place.

In this episode of the foHRsight podcast, Mark Edgar sits down with organizational psychologist, executive coach, and author Karl Hebenstreit to explore why empathy, emotional intelligence, and self-awareness may become some of the most important leadership capabilities of the AI era.

Together, they unpack:

• Why AI is creating more fear and pressure at work than many organizations want to admit 
• The leadership gap created when technical experts become people managers overnight 
• How unclear expectations quietly damage trust, performance, and culture 
• Why understanding motivation matters more than personality labels 
• How the Enneagram can help leaders better navigate teams, conflict, communication, and change 

This conversation is ultimately about something bigger than frameworks or assessments. It’s about building workplaces where people feel understood enough to actually thrive.

About Our Guest

Karl Hebenstreit is an author, speaker, executive coach, and organizational development leader with more than 25 years of experience helping leaders and teams work more effectively together. His work focuses on emotional intelligence, leadership development, and using the Enneagram as a practical framework for building healthier organizations and stronger human connection.

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On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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In this episode of foHRsight, Dan Pontefract joins Naomi Titleman Colla to unpack what he calls “age debt” — the growing organizational risk created when companies ignore longevity, ageism, workforce demographics, and the loss of institutional wisdom.

The conversation challenges the way we think about generational labels at work and asks a bigger question: what happens when organizations become so focused on optimization and speed that they stop valuing experience altogether?

Dan introduces a new framework for thinking about careers through evolving life stages instead of fixed generational identities, and explores why the future of work will require organizations to rethink career paths, knowledge transfer, leadership structures, and workforce wellbeing.

For HR leaders navigating talent shortages, succession concerns, burnout, and constant change, this episode offers a more human and sustainable lens on what future-ready organizations actually need.

About Our Guest

Dan Pontefract is an award-winning author, leadership strategist, keynote speaker, and adjunct professor at the University of Victoria. A former Chief Learning Officer at TELUS, Dan has spent decades helping organizations rethink leadership, learning, culture, and the future of work. His latest book, The Future of Work Is Grey explores the overlooked workforce risks tied to age, longevity, and organizational wisdom.

•  Website & free assessments: www.thefutureofworkisgrey.com
• Take the Personal Age Assessment to see how prepared you are for age debt
• Take the Organizational Age Assessment to benchmark your company

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On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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For many HR leaders, the pressure is familiar. You hire thoughtfully. You invest in development. You talk about inclusion. And yet, something still doesn’t move.

Because the issue isn’t just who is in the organization. It’s what they move through once they’re there.

In this episode, Mark Edgar sits down with Celeste Warren to unpack a more pragmatic, and more demanding, view of diversity, equity and inclusion. One that moves beyond representation and into the systems that shape access, opportunity, and performance.

They explore why so many DEI efforts fail to create real change, how the role of the Chief Diversity Officer has evolved through a decade of volatility, and what it actually takes to build environments where people can thrive.

This is not a conversation about optics or ideology. It’s about how organizations work, who they work for, and what leaders need to redesign if they want performance to be sustainable.

If you’re leading through complexity, trying to balance business outcomes with human realities, this episode will challenge how you think about both.

About Our Guest
Celeste Warren is a former Chief Diversity and Inclusion Officer and global HR leader with decades of experience across complex organizations. She now advises companies on how to embed inclusive and equitable practices into business and people systems. Her work is grounded in both lived experience and deep operational expertise, making her perspective both practical and hard to ignore.

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On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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Right now, many organizations are rushing to adopt AI, cutting entry-level roles, and asking more from leaders who are already at capacity. It feels efficient. It looks strategic. But it’s quietly eroding the very foundation of future performance.

In this episode, host Mark Edgar sits down with Kelly Monahan to challenge the way we’re thinking about work, leadership, and AI. They explore why starting with technology is the wrong move, how outdated systems are limiting human potential, and what leaders need to rebuild if they want sustainable performance.

This is a conversation about getting the moment right. Not just implementing AI, but redefining how value is created, how people are developed, and what leadership actually requires now.

If you’re feeling the pressure to “move faster” while sensing something deeper is off, this episode will help you step back and rethink where to start.

About Our Guest

Kelly Monahan is a future of work advisor, researcher, and bestselling author focused on the intersection of human behavior, leadership, and technology. With a background in HR and a PhD in organizational research, she works closely with executives to help them navigate AI-driven transformation while keeping human performance at the center.

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On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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In this episode, host Naomi Titleman sits down with behavioral scientist Dr. Harry Toukalas and talent strategist Mark Jesty to explore how organizational network analysis is replacing guesswork in HR and what the rise of AI means for human accountability at work.

Because most leaders believe they understand their culture. They’ve run the surveys. They’ve reviewed the data. They’ve built action plans.

But they’re often working from a partial view.

This conversation challenges that assumption by unpacking what sits beneath the surface: the informal networks of trust, influence, and communication that actually determine how work gets done. The parts of culture that don’t show up in surveys or org charts, but shape performance every day.

We explore the gap between what people say and what they do, why hybrid work is quietly eroding cross-team collaboration, and how behavioral data can reveal early signals of disengagement before they become exit interviews.

Most importantly, this episode reframes the role of HR. From interpreting opinions to measuring behavior. From reacting to problems to predicting them.

Because when you can see how culture is forming and spreading in real time, you can finally intervene with precision and credibility.

About Our Guests

Mark Jesty is a talent strategist and advisor who has spent decades helping leaders strengthen performance and leadership inside complex organizations.
Dr. Harry Toukalas is a behavioral scientist and CEO of Swarm, where he combines behavioral science and AI to analyze how decisions, culture, and performance actually form and evolve inside organizations.

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On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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Calendars are full. Teams are exhausted. And yet, meetings continue to multiply. Not because they work, but because they signal work.

In this episode, Rebecca Hinds challenges the idea that meetings are just a scheduling problem. She reframes them as a deeper organizational issue rooted in visibility, status, and outdated ways of measuring value.

You’ll hear why meetings often aren’t the root problem, but the most visible symptom. Why hybrid work and AI haven’t fixed collaboration, and in many cases have made it worse. And what it actually looks like to design meetings and workflows with intention, not habit.

For HR leaders, this conversation is a wake-up call. Not just to reduce meetings, but to rethink how work itself is defined, measured, and experienced.

Because if we don’t change it deliberately, AI will simply help us do more of what isn’t working.

About our guest
Rebecca Hinds is a leading expert in organizational behavior who works with companies navigating the challenges of modern work. She founded the Work Innovation Lab at Asana and the Work AI Institute at Glean, where she bridges the gap between academic research and real organizational practice. Her work has been featured in Harvard Business Review, The New York Times, The Wall Street Journal, and more. She is also an instructor for CNBC's Make It Masterclass: How to Use AI to Be More Productive and Successful at Work, and the author of Your Best Meeting Ever.

Key Topics & Timestamps

[~12:50] Check-In: Rebecca's best meeting ever 

[~19:40] Why meetings got worse after the pandemic

[~22:10] Visibility bias: why we equate busyness with value

[~24:45] The WWII sabotage manual 

[~27:00] The $1.4 trillion problem 

[~30:10] Meetings as your most expensive, overlooked product 

[~35:45] "Process is a proxy" 

[~36:00] Where AI helps and where it hurts meetings

[~38:30] The brainstorming debate: to AI or not to AI? 

[~43:40] One tip for HR leaders: where to start

[~45:05] It's okay to cancel 

Resources & Links

• 📘 Book: Your Best Meeting Ever by Rebecca Hinds
• 🌐 Website: rebeccahinds.com
• 🔬 Work AI Institute: workai.institute
• 💼 LinkedIn: Rebecca Hinds
• 📺 CNBC Make It Masterclass: How to Use AI to Be More Productive and Successful at Work

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• Sign up for our monthly newsletter, foHRsight
• Follow us on LinkedIn:
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On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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In this episode, Gustavo Razzetti joins Naomi Titleman to unpack the hidden cost of the conversations teams avoid. He argues that many workplace breakdowns are not caused by weak strategy or lack of talent, but by “conversational debt” that builds when people stay silent, rush alignment, blame each other, or perform agreement they do not actually feel. 

For HR leaders, this tension is especially familiar. You can invest in engagement, communication, and psychological safety, but still find teams stuck in circular meetings, unresolved friction, and unspoken resentment. This conversation helps name what is really happening underneath those patterns and offers a more useful lens for moving teams forward. 

Gustavo shares why groupthink is often the hardest dysfunction to spot, why silence is not the same as alignment, and why many employees stop speaking up not only because they are afraid, but because they no longer believe it will make a difference. He also introduces the idea of “forward talk” — conversations that address the real issue and focus on the future — and explains what HR leaders can do to build teams that disagree well, commit clearly, and stop carrying avoidable relational and operational drag. 

About our guest
Gustavo Razzetti is a culture design consultant, speaker, and the CEO of Fearless Culture. He has facilitated more than 1,500 workshops with teams at companies including Microsoft, Mars, Merck, Globant, and the Inter-American Development Bank, and his work focuses on helping organizations build healthier, more honest team cultures. 

Connect with foHRsight
To sign up for our monthly newsletter, foHRsight, visit http://www.futurefohrward.com/subscribe

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• Mark Edgar – www.linkedin.com/in/markedgarhr/
• Naomi Titleman Colla – www.linkedin.com/in/naomititlemancolla/
• future foHRward – www.linkedin.com/company/future-fohrward/
• Follow us on Instagram: www.instagram.com/futurefohrward/

Connect with Gustavo

• Website: GustavoRazzetti.com
• LinkedIn: Search Gustavo Razzetti (with double Z, double T)

About Gustavo's Book
📗 Forward Talk by Gustavo Razzetti Available for pre-order now | Publishing May 5th https://www.amazon.com/Forward-Talk-Method-Getting-Unstuck/dp/1646872479

The book includes a Conversational Debt Quiz to help teams identify where alignment, belonging, or collaboration gaps are hitting hardest — plus tools and exercises to start shifting team behavior.

Win a Copy!
Post about this episode and tag Naomi Titleman, Gustavo Razzetti, and/or future foHRward to be eligible to win a copy of Forward Talk.

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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A leader who used to be effective is becoming controlling. A team that used to work well together is suddenly tense. Conversations are getting sharper, more personal, more certain.

And yet, the numbers still look fine.

For many HR leaders, this is a familiar and frustrating position. You can feel the shift early, but by the time it’s acknowledged, the conversation has already turned into a performance issue. The system pressure has already been translated into a judgment about the person.

In this episode, Ned Eustace introduces a different way to understand what’s happening underneath those moments. He explains how leadership strain builds under pressure, how organizations unconsciously convert that pressure into capability judgments, and why that shift makes it harder to intervene effectively.

More importantly, this conversation offers a practical way forward. It helps HR leaders slow down that conversion, ask better questions, and create space for a more accurate diagnosis before action is taken.

If you’ve ever had the sense that something was coming before anyone else could see it, this episode will help you trust that signal and know what to do with it.

About our guest
Ned Eustace works with senior leaders navigating sustained pressure in environments of growth, transformation, and integration. His work focuses on how leadership strain shows up early, often before traditional performance signals, and how organizations can respond without defaulting to individual blame. He partners closely with HR and executive teams to help them interpret system signals and intervene with clarity.

To go deeper on this topic: https://hbleaders.com/pressure-gap-leadership-strain

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On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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It shows up as distraction. Exhaustion. Missed capacity. A high performer who suddenly cannot take on one more thing. A manager who is present in the meeting, but mentally somewhere else. And for many organizations, it remains largely invisible until someone burns out, steps back, or leaves.

In this episode, Raymond Levine brings attention to a reality more employers need to take seriously: caregiving is not a niche issue, and it is not only about later life. It affects employees across stages of life, often quietly, and with real consequences for focus, wellbeing, and retention.

For HR leaders, this conversation is a useful reminder that support does not start with having every answer. It starts with recognizing caregiving as part of the human reality employees are already navigating and asking whether your workplace is designed with that in mind.

About Our Guest

Raymond Levine is an extended care benefits advisor and longtime advocate for greater awareness around caregiving and long-term care. His perspective matters here because he focuses closely on a gap many employers still overlook: the practical, emotional, and financial strain caregiving places on working people and their organizations.

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•  Mark Edgar – www.linkedin.com/in/markedgarhr/
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• future foHRward – www.linkedin.com/company/future-fohrward/

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On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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Between AI, constant transformation, and growing complexity, many leaders are still relying on outdated habits: top-down decision-making, poor communication, and the assumption that leadership means having all the answers. The result is often slower execution, lower engagement, and teams that resist change instead of moving through it.

In this episode, Marianne Bachynski shares what it really takes to lead in uncertainty. Drawing on her experience leading large-scale transformation in high-pressure financial and technology environments, she explains why adaptability, clear communication, curiosity, and trust are now essential leadership muscles.

For HR leaders, this conversation is a timely reminder that the biggest barrier to change is rarely the technology itself. It is whether leaders know how to create the kind of culture where people can think, contribute, experiment, and evolve together.

About our guest
Marianne Bachynski is an author, advisor, and former technology executive who combines deep technology expertise with a people-first approach to leadership. Her perspective matters in this conversation because she has spent her career leading transformation in high-pressure environments, giving her a practical and deeply informed view of what leaders need to navigate uncertainty, complexity, and continuous change.

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Sign up for our monthly newsletter foHRsight HERE. 

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•  Mark Edgar - https://www.linkedin.com/in/markedgarhr/
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On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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Employees are overwhelmed, leaders are exhausted, and organizations are trying to solve burnout by reducing workload - but what if that’s not the real problem?

In this episode, organizational psychologist Liane Davey introduces the concept of thought load - the cognitive demands, emotional strain, and depleted energy that come from navigating modern work. From endless matrix structures and constant organizational change to meetings that add noise instead of clarity, today’s workplace is quietly draining the mental bandwidth people need to actually perform.

Liane shares practical ideas for leaders trying to restore focus and effectiveness inside their teams: how to stop chasing productivity, eliminate dead work, redesign meetings, and create space for insight in a world full of noise.

For HR leaders especially, this conversation reframes burnout as a systemic design problem, not a personal failing.

About our guest

Liane Davey is an organizational psychologist, keynote speaker, and bestselling author focused on helping teams achieve extraordinary results together. Known as “The Teamwork Doctor,” she works with executive teams and organizations around the world to tackle the messy people challenges that get in the way of performance. Her latest book, Thoughtload, explores why modern work is overwhelming people and what leaders can do about it.

CHANCE TO WIN! We’re giving away a few copies of Liane's book. To enter, all you have to do is post about this episode and tag Naomi Titleman and future foHRward, and we will put you in a draw to win!

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future foHRward – www.linkedin.com/company/future-fohrward/

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On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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If performance feels flatter… if initiative is fading… if teams feel more transactional than connected, this episode explains why.

In this conversation, Dr. Tracy Brower joins Naomi Titleman to unpack a truth many leaders feel but struggle to articulate: connection is not a “nice-to-have.” It is a structural driver of performance, initiative, retention, and fulfillment.

They explore:

• The early warning signs of workplace disconnection
• Why proximity still matters in a hybrid world
• How AI may unintentionally weaken team reliance
• Social contagion and why energy spreads faster than strategy
• The difference between dirt roads and superhighways inside your culture
• What a real “connection infrastructure” looks like

This isn’t about forcing friendships or dragging people back to the office.
 It’s about being deliberate about the human system inside your organization.

Because when people don’t feel seen or needed, they disengage.

And disengagement is expensive.

About our guest

Dr. Tracy Brower is a PhD sociologist and VP of Workplace Insights at Steelcase. She studies connection, community, fulfillment, and the future of work, and is the author of Critical Connections. Her work bridges research and real-world application, helping organizations understand how human dynamics directly influence performance.

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Follow us on LinkedIn:
Mark Edgar – www.linkedin.com/in/markedgarhr/

Naomi Titleman Colla – www.linkedin.com/in/naomititlemancolla/

future foHRward – www.linkedin.com/company/future-fohrward/

Follow us on Instagram: www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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In this episode, Josh Bersin helps cut through the noise by reframing what AI transformation actually looks like inside HR. Rather than chasing dozens of tools or fearing job displacement, he argues that the real work ahead is architectural. Deciding what to build versus buy. Determining which processes matter most. And putting human ownership around data, judgment, and governance so AI can scale responsibly.

You’ll hear why onboarding, learning, feedback, and career development are not isolated workflows, but interconnected systems that AI can finally stitch together if HR leads the design. Josh also explains why organizations that get this right will not reduce HR’s importance, but elevate it.

This conversation is for HR leaders who feel both excited and overwhelmed, and who want a clearer mental model for where to start, what to prioritize, and how to partner with IT without losing their seat at the table.

About our guest
Josh Bersin is a global HR industry analyst, researcher, and founder of The Josh Bersin Company. He has spent decades advising CHROs and executive teams on talent, leadership, and workforce transformation, and is a leading voice on how AI is reshaping the HR function in practice, not theory.

Stay connected with foHRsight

To sign up for our monthly newsletter, foHRsight, visit http://www.futurefohrward.com/subscribe 

Follow us on LinkedIn:
Mark Edgar – www.linkedin.com/in/markedgarhr/

Naomi Titleman Colla – www.linkedin.com/in/naomititlemancolla/

future foHRward – www.linkedin.com/company/future-fohrward/

Follow us on Instagram: www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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In part one of this conversation with Josh Bersin, we explore a reframe that changes everything: AI isn’t just personal productivity. The real disruption is enterprise-level “super agents” that automate whole sequences of work, and force HR to rethink hiring, talent strategy, and even the idea of “a job” itself.

We also dig into why CHRO tenure may be shrinking, what that signals about expectations on HR leaders, and why “talent density” is becoming a more useful lens than traditional talent management as companies try to scale without simply adding headcount.

About our guest
Josh Bersin is a leading HR and workplace industry analyst and the founder of Bersin by Deloitte (now The Josh Bersin Company). He advises senior executives on HR, talent, and organizational transformation, with a sharp focus on what’s actually changing inside companies as AI moves from experimentation to enterprise reality.

Stay connected with foHRsight
To sign up for our monthly newsletter, foHRsight, visit http://www.futurefohrward.com/subscribe

Follow us on LinkedIn:
Mark Edgar – www.linkedin.com/in/markedgarhr/

Naomi Titleman Colla – www.linkedin.com/in/naomititlemancolla/

future foHRward – www.linkedin.com/company/future-fohrward/

Follow us on Instagram: www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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In this episode, we explore the tension HR leaders see every day: individuals are trying to thrive inside systems that weren’t designed for them — and organizations keep investing in “fixes” that don’t address the real blockers. Carolyn Lawrence and Jennifer Laidlaw unpack why burnout is often a signal your mind is in survival mode, how “resisting the system” can unintentionally keep inequity in place, and what it looks like when inner leadership shifts meet system-level redesign.

About our guests
Carolyn Lawrence partners with organizations to redesign systems so they stop reinforcing outdated patterns — removing invisible barriers so talent can thrive without overperforming for legitimacy. 

Jennifer Laidlaw is an executive coach focused on the inner transformation required of modern leaders, helping them achieve breakthrough results sustainably with strong teams and thriving culture.

Stay connected with foHRsight
To sign up for our monthly newsletter, foHRsight, visit http://www.futurefohrward.com/subscribe

Follow us on LinkedIn: Mark Edgar – www.linkedin.com/in/markedgarhr/

Naomi Titleman Colla – www.linkedin.com/in/naomititlemancolla/

future foHRward – www.linkedin.com/company/future-fohrward/

Follow us on Instagram: www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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In this episode, clinical psychologist Dr. David Rosmarin offers a practical reframe: not all anxiety is the same. Some anxiety does require professional support, but much of what shows up at work is an emotional signal, not a diagnosis. When leaders learn to recognize what anxiety is communicating, they can stop playing whack-a-mole with stress, build healthier trust on teams, and create a culture that performs without pretending certainty exists.

You’ll also hear David’s simple four-step process to work with anxiety constructively, identifying what’s underneath it, sharing it in a way that builds connection, embracing it as resilience-building, and letting go of what can’t be controlled.

About our guest

Dr. David Rosmarin is a clinical psychologist, author, and Associate at Harvard Medical School, and the founder of the Center for Anxiety. His work focuses on helping people rethink anxiety not only as something to treat clinically when needed, but as a normal human experience that can be used to thrive — a perspective especially relevant in today’s high-pressure workplaces.

Resources Mentioned

• Dr. Rosmarin’s four-step framework (public resource) Dr. David Rosmarin
• Dr. Rosmarin’s site + newsletter - Dr. David Rosmarin
• Book: Thriving with Anxiety - Amazon 
• TED Talk: How to make anxiety your friend TED

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To sign up for our monthly newsletter, foHRsight, visit http://www.futurefohrward.com/subscribe

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Mark Edgar – www.linkedin.com/in/markedgarhr/

Naomi Titleman Colla – www.linkedin.com/in/naomititlemancolla/

future foHRward – www.linkedin.com/company/future-fohrward/

Follow us on Instagram: www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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In this episode of foHRsight, we explore why entry-level jobs aren’t going away, but passive, low-agency roles are. As AI takes over routine execution, new hires are being asked to show judgment, critical thinking, and maturity much earlier than before — often without the support or learning pathways to succeed.

Dr. Miranda Rodak joins us to unpack what this shift means for HR leaders, educators, and people managers who are responsible for building sustainable talent pipelines. Together, we examine why over-automation undermines learning, how “effortful learning” is being squeezed out by efficiency, and what organizations must redesign if they want AI to augment people instead of eroding capability.

This conversation challenges a dangerous narrative — and offers a more hopeful, practical path forward for early-career development in an AI-enabled workplace.

About our guest

Dr. Miranda Rodak is a professor at Indiana University’s Kelley School of Business and Associate Director of the Communication Professional and Computer Skills Program. She brings a rare perspective at the intersection of education, communication, and AI-enabled work, helping organizations and universities rethink how humans learn, think, and lead alongside technology.

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To sign up for our monthly newsletter, foHRsight, visit http://www.futurefohrward.com/subscribe

Follow us on LinkedIn:
Mark Edgar – www.linkedin.com/in/markedgarhr/
Naomi Titleman Colla – www.linkedin.com/in/naomititlemancolla/
future foHRward – www.linkedin.com/company/future-fohrward/

Follow us on Instagram: www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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Topics Covered:

AI-Powered Recruitment:

• 24/7 AI interviews eliminate scheduling friction
• Recruiters now review 80+ interviews daily vs. conducting 7-12 manually
• Human oversight ensures quality and catches misuse

Operational Efficiency:

• One-click staffing requests distributed automatically via AI
• Data analysis identifies turnover root causes (overtime policies, transportation issues)
• HR teams transitioning from admin roles to strategic business partners

Worker Experience:

• 50%+ of sub-$20/hour workers juggle multiple jobs
• Platform enables seamless multi-assignment management
• Same-day pay provides financial flexibility for emergencies

Future Vision:

• Consumer-grade flexibility becoming workforce standard
• Simplified interfaces replacing complex dashboards
• Technology enabling location and schedule flexibility

Don’t forget …

To sign up for our monthly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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What We Talked About:

• Getting Started with AI: Vaseem shared some practical tips for beginners, including the importance of having a structured approach to prompting. He talked about starter templates that really help you get the conversation going with AI tools.
• Discovering Yourself through AI: One of Vaseem’s favourite insights is how interacting with AI can actually reflect your own personality and communication style. It’s a bit like holding up a mirror—sometimes you learn as much about yourself as you do about technology!
• Bringing AI to Work: We explored how organizations can implement AI strategies, with stories from trade shows and real-world examples. Vaseem’s frameworks make it easier to get everyone on board and spark meaningful change.
• Workshops that Work: Vaseem is big on hands-on learning, so he shared some approaches for running effective AI adoption workshops. His materials and guides help teams build confidence and get results.

Key Takeaways:

• Structured prompting is your best friend when starting out with AI—it helps you get reliable results and builds your skills.
• Your conversations with AI can shed light on your own habits and strengths, so it’s a great tool for personal growth.
• Organizations succeed with AI when they use clear frameworks and practical support, like those Vaseem uses in his consulting and workshops.

Blog posts: https://www.vaseemtheaiguy.com/ai-blog

You can learn more about the work Vaseem does here:

https://www.vaseemtheaiguy.com

And follow him on LinkedIn here:

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

Don’t forget …

To sign up for our monthly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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Having itnessed firsthand how fragmented and overwhelming the fertility space is, the mission of Sprout is to improve access to parenthood and support employees through challenging fertility journeys.

Current Industry Challenges

Rising Infertility Rates driven by:

• Later childbearing (average first-time mother age now almost 32)
• Same-sex couples forming families requiring donors/surrogacy
• Cost of living delays (student debt, housing costs)
• Legal frameworks haven't kept pace with demand

Workplace Impact Statistics

• 40% delay treatment due to financial reasons
• Average fertility patient spends 160+ hours navigating care
• 72% would stay longer at companies offering fertility benefits
• Average IVF round costs $25,000+ ($5K drugs, $18-20K treatment)

Current Canadian Coverage Landscape

• 45% of employers offer fertility drug coverage (average $3,000)
• Less than 5% offer comprehensive coverage (treatments, preservation, surrogacy, adoption)
• US comparison: 50%+ offer $30-100K lifetime coverage

Three-Pillar Support Framework

1. Financial Assistance: Comprehensive coverage beyond just drugs
2. Digital Health & Navigation: Nurse support, provider network, virtual care
3. Leadership Culture: Creating safe spaces for employees to share needs

Business Case for Employers

• Retention: Replacing employee costs 1.5-2x their salary
• Productivity: Reduces distraction and unplanned time off
• Equity: Addresses barriers affecting women and LGBTQ+ individuals disproportionately

Future Vision

• Macro: More employer coverage creates demand, potentially driving down costs and expanding clinic infrastructure
• Sprout: Expanding to full family wellness platform (pregnancy, postpartum, parental leave, hormonal health)

Contact Information

• Website: www.sproutfamily.ca
• Signup for their newsletter signup available on website
• LinkedIn: 

Sprout - https://www.linkedin.com/company/sproutfamily/

Jackie - https://www.linkedin.com/in/jackie-hanson/

Don’t forget …

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• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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Key discussion topics include:

2025 Insights:

• Macro trends continued from previous year with advancement in all categories
• Erosion of trust worsened due to AI-related misinformation and deep fraud
• AI advanced significantly beyond initial expectations
• Increased nationalism and tariffs impacted global businesses
• Return-to-office mandates generated headlines vs. reality
• HR and IT functions began merging into "HI" ☺

Major Disappointments:

• CHRO role perceived as declining in C-suite value
• DEI initiatives faced significant backlash, making the topic difficult to discuss
• Return-to-office policies became overly restrictive, reverting to pre-2005 monitoring practices

Proud Moments:

• Approaching 10th anniversary in 2026
• Celebrated 150th podcast episode
• Successful collaborations, particularly "The Complete Leader" with Vanessa Chehlawi
• Community growth and strategic newsletter changes

2026 Hopes:

• Reduce divisiveness and find common ground
• Address entry-level job concerns related to AI
• Support the "tool belt generation" choosing trades over traditional academic paths
• HR operating model evolution with creative solutions
• AI integration becoming seamless in daily tools

We’re excited for many more episodes and guests in 2026!

Don’t forget …

To sign up for our monthly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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They dive deep into high-potential talent research, exploring what engages top performers and what causes them to burn out. This episode features insights from Roundtable's latest research on high-potential leaders.

Key discussion topics include:

Defining High Potentials:

• Balance between driving results and maintaining cultural alignment
• Core motivational drivers: helping others, excelling, adaptability
• Behavioral expectations vs. underlying motivational energy

What Engages High Potentials:

• Clarity: Clear priorities and understanding of goals
• Transparency: Honest career conversations and realistic expectations 
• Quality career discussions: Beyond linear promotion paths
• Cross-functional opportunities:Leveraging adaptive strengths across organization

Major Barriers & Burnout Risks:

• Firefighting mode: 45% of respondents stuck in reactive work
• Unclear priorities: Moving goalposts without context
• Resource constraints: Ambitious targets without adequate support
• Development crowding: Operational demands overshadowing growth opportunities

Evolving Leadership Requirements:

• Strategic thinking: Increased emphasis on forward-thinking capabilities
• Technical depth: Leaders need subject matter expertise, not just general management

Cooperation: Willingness to trade individual agendas for organizational benefit

You can learn more about the research here:

https://goroundtable.com/the-2026-roundtable-report-on-high-potential-leaders/

And follow Glain on LinkedIn here:

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

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To sign up for our monthly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

Greg shares his path from ministry to counseling to organizational development, personal experience with emotional challenges that inspired the work and how he uses his combination of counseling, coaching, and consulting to support clients.

He shares insights on the current challenges at work and introduces his I³ (IQ) Model:

• Information: Gather complete information before forming opinions
• Interpretation: Consider multiple perspectives and challenge assumptions
• Intensity: Manage emotional energy appropriately

You can learn more about Greg’s work here:

https://www.becomingmore.com

Don’t forget …

To sign up for our monthly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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They share their inspiration behind Maturn and talk about the common barriers to supporting women at work and how HR leaders can support better conversations at work.

You can follow Maturn on LinkedIn here:

https://www.linkedin.com/company/maturn/

And find out more at their website:

https://maturn.com

Don’t forget …To sign up for our monthly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

He shares the six skills tied to “not knowing” that can be used to help navigate uncertainty and create breakthroughs. They include being purposeful, curiosity, humility, respect, being future focused and being paranoid!

You can learn more about Alan’s work here:

https://alangregerman.com/about-alan/

And you can follow her on LinkedIn here:

https://www.linkedin.com/in/alan-gregerman-a33b236/

Don’t forget …

To sign up for our monthly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

Greg and Anna recently relaunched their podcast, Safe Brave Stories focusing on creating environments that are both psychologically safe and challenging, encouraging growth through shared stories and practical insights.

You can learn more about their work on LinkedIn:

https://www.linkedin.com/in/anna-petosa/

https://www.linkedin.com/in/greg-smith-he-him-a8774410/

https://www.linkedin.com/company/safe-brave-spaces/

Don’t forget …

To sign up for our monthly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

Andrea was educated in interior architecture but has spent her career in strategy. She taught management consultants how to think like designers to reinvent how they delivered their projects to clients and inspired them on how to introduce emerging technologies into their work. She has also run a design firm where she taught designers to think like consultants to grow the impact of service design work.

Now she helps leaders bring creativity to their complex problems.

You can learn more about Andrea’s work here:

https://www.wemaygo.com/

And you can follow her on LinkedIn here:

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

Don’t forget …

To sign up for our monthly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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In this episode they talk about how companies can leverage play to build cultures that can adapt to the new world of work.

You can learn more about Alex’s work here:

https://www.barometerxp.com

And you can follow her on LinkedIn here:

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

You can sign up for Barometer XP’s next open games session here:

https://us06web.zoom.us/meeting/register/rALBZsVPQkm8EwwFedktHA#/registration

Don’t forget …

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• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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Aamna describes herself as a "collector of workspaces" rather than a job hopper and shares insights on her journey to entrepreneurship originally starting in recruitment, moving through various HR roles before specializing in people analytics and then becoming a fractional HR consultant.

She shares insights on the trends impacting HR and the challenges and opportunities presented by a career as a business owner.

You can learn more about Aamna’s work here:

https://www.pockethr.ca

And you can follow her on LinkedIn here:

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

Don’t forget …

To sign up for our monthly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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They explore how artificial intelligence is transforming the world of work — not just through efficiency, but by augmenting human performance. The conversation bridges strategy, experimentation, and the human side of AI adoption within organizations.

You can follow Jodi on LinkedIn here:

https://www.linkedin.com/in/jodi-baker-calamai-465a21a/

Don’t forget …

To sign up for our monthly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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Yvonne shared her career journey, including how an early career experience was her "eureka moment" that shaped her perspective on change. She shares what the distinction is between change management (tactical, time-bound, framework-driven) and change leadership (ongoing, skill-based, influence-focused) and talks about how the increasing pace of change in organizations is creating a "tug of war" between old and new ways of working.

She talks about the key change leadership skills: adaptability, agility, and human-centered leadership and the importance of organizations understanding change management beyond just a checklist approach.

The Change Leadership organization is approaching its 10-year anniversary next year and offers consulting, training, and hosts an annual conference bringing change practitioners together.

You can learn more here:

https://thechangeleadership.com

And follow Yvonne on LinkedIn here:

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

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To sign up for our weekly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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Nigel also shares more details on the "People Puzzle" - an experiential diagnostic tool that helps organizations understand collaborative behaviors and overcome silos.

You can follow Nigel on LinkedIn here:

https://www.linkedin.com/in/nigel-scott-2246633/

And learn more about the “People Puzzle” here:

https://www.peoplepuzzleexperience.com

Don’t forget …

To sign up for our weekly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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They also talk about how organizations should approach employee wellbeing strategically rather than with "tick box" programs.

You can learn more about Dr. Safia’s work here:

https://www.rqwellness.com

And listen to her podcast Master Stress With Dr S. here:

https://masterstress.buzzsprout.com

Don’t forget …

To sign up for our weekly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

Here are some of our favourite newsletters:

Flex Index - https://www.flexindex.com

HR Brew - https://www.hr-brew.com

I Hate it Here - https://workweek.com/dm/i-hate-it-here-newsletter-og/

Recruiting Brainfood - https://www.recruitingbrainfood.com

WFH Research - https://wfhresearch.com

Don’t forget …

To sign up for our monthly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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We believe that while AI can handle many traditional HR tasks, human HR professionals remain essential for connection, facilitation, and critical thinking. 

You can find the articles referred to here:

Does HR still need humans

https://www.hr-brew.com/stories/2025/08/22/the-chro-s-new-seat-at-the-table-might-be-at-risk

Don’t forget …

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• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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You can learn more about their work here:

2025 generative AI Report: Learning Fuels Human + AI Collaboration

How Companies Are Using AI As a New Team Member

And follow them here:

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

https://www.phoenix.edu/workforce-solutions.html

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• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

Ben advocates for HR simplification through building trust and focusing on employee needs. He shares how he restructured an HR team into two parts: a proactive team preventing issues and a responsive team handling immediate needs.

Ben suggests HR teams should focus on "mission clarity" - helping teams establish who they are, what they do, and how they do it.

You can learn more about Ben’s work at his website:

https://benclarkehr.com

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• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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You can follow Ron on LinkedIn here:

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

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• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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1. Curious observation - becoming more aware of surroundings
2. Question storming - brainstorming questions rather than answers
3. Internal curiosity - asking questions about oneself for greater self-awareness

In the episode they discuss how curiosity is essential for organizational success, especially with AI adoption, and how it connects to continuous improvement, innovation, and customer understanding. 

You can follow Kayla on LinkedIn here:

https://www.linkedin.com/in/kayla-campbell-becurious/

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• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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Ruth courageously shares how her own experience has informed the work she does and make the compelling case for thinking differently about work using her BLOOM framework.

We share our perspectives on the additional work that needs to be done to support women at work to ensure they can truly bring their full selves to work.

You can learn more about Ruth’s work here:

https://ourtimetobloom.com/about

And follow Ruth on LinkedIn here:

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

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• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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Julian shared that the Flourishing at Work Concept is part of a broader human flourishing movement aimed at addressing the impact of AI on humanity. He also shared the three key aspects to leadership:

• Authentic leadership (self-awareness)
• Servant leadership (promoting welfare)
• Transformational leadership (developing people)

As someone who worked many years in the military, Julian quoted an old adage from the Canadian military and across the Commonwealth: "Leadership is, know your people and promote their welfare." Julian emphasized this isn't about a welfare state, but rather about doing things that are good for people based on understanding what they need and want. This principlecascades through an organization from top to bottom as a foundation of good leadership.

You can learn more about the human flourishing movement here:

https://corporates.humanfm.org

And more about Julian’s work here:

https://www.forrestandco.com/

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• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

Don’t forget …

To sign up for our weekly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

 And on Instagram - www.instagram.com/futurefohrward/

Support the show

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

Don’t forget …

To sign up for our weekly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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Mark and Naomi refer to a couple of articles that you can find here:

https://www.wsj.com/articles/why-moderna-merged-its-tech-and-hr-departments-95318c2a

https://medium.com/the-ready/from-service-to-product-a-smarter-way-for-hr-to-work-7aad883aa4fe

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• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/ 

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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In the episode we refer to Michael Watkins’ book (from 1956!) The First 90 Days. You learn more here:

https://bookshop.org/p/books/the-first-90-days-updated-and-expanded-proven-strategies-for-getting-up-to-speed-faster-and-smarter-revised-michael-d-watkins/10608694

You can connect with Margot on LinkedIn here:

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

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• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/ 

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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In this episode, Naomi Titleman connects with Jasmine Burns who is Chief People Officer of cyber-security firm Censys. They share insights on how to successfully navigate AI for the benefit of the organization and specifically HR teams by emphasizing the human elements.

You can connect with Jasmine here:

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

This episode is brought to you by Endorsed ...

Stop chasing headcount. Today’s great companies focus on talent density – the share of A-players on your team. Endorsed.com was built to do just that. Endorsed’s AI sourcing agent digs through every profile and résumé, matching each candidate to your exact hiring criteria.

When your hiring managers say what they need, Endorsed delivers it – right away.

No more endless screening or calibration meetings. Endorsed’s AI surfaces only top fits, often shaving weeks off your hiring process.

Raise your talent bar now. Visit endorsed.com/foHRsight to start your free trial and get 10% off.

Endorsed.com: the AI Recruiting Platform for Building Talent Density at Scale

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To sign up for our weekly newsletter foHRsight at http://www.futurefohrward.com/subscribe. 

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/ 

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

Mark Jesty is the SVP Customer Solutions at AthenaOnline. In this episode Mark provides a compelling call to action to HR teams to adopt AI and redefine their relationships with employees. 

We spend time talking about why catalysts are more important than ever and what challenges organizations are dealing with when it comes to managing change. 

You can connect with Mark at Quick Coach and follow him on LinkedIn using these links: 

https://quickcoach.ai

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

This episode is brought to you by our partner Endorsed ...

Stop chasing headcount. Today’s great companies focus on talent density – the share of A-players on your team. Endorsed.com was built to do just that. Endorsed’s AI sourcing agent digs through every profile and résumé, matching each candidate to your exact hiring criteria. 

When your hiring managers say what they need, Endorsed delivers it – right away.

No more endless screening or calibration meetings. Endorsed’s AI surfaces only top fits, often shaving weeks off your hiring process.

Raise your talent bar now. Visit endorsed.com/foHRsight to start your free trial and get 10% off.

Endorsed.com: the AI Recruiting Platform for Building Talent Density at Scale

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Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

We spend time talking about why catalysts are more important than ever and what challenges organizations are dealing with when it comes to managing change.  

You can learn more about their work here:

https://catalystconstellations.com

And follow them on LinkedIn here: 

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

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

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• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

In this week’s episode, Naomi meets with Ariana Moon who is the VP Talent Planning & Acquisition for the recruitment platform Greenhouse. With over 700 employees and 7,000 customers globally, Ariana’s role providing TA support to a company committed to TA is pretty unique!

They share insights on the platform and how it will evolve with AI. It includes insights on how they use Ai as a partner to support the talent acquisition process.

You can learn more about the work of Greenhouse here:

https://www.greenhouse.com

And follow her on LinkedIn here:

https://www.linkedin.com/in/ariana-s-moon/

This episode is brought to you by Endorsed ...

Stop chasing headcount. Today’s great companies focus on talent density – the share of A-players on your team. Endorsed.com was built to do just that. Endorsed’s AI sourcing agent digs through every profile and résumé, matching each candidate to your exact hiring criteria. 

When your hiring managers say what they need, Endorsed delivers it – right away.

No more endless screening or calibration meetings. Endorsed’s AI surfaces only top fits, often shaving weeks off your hiring process.

Raise your talent bar now. Visit endorsed.com/foHRsight to start your free trial and get 10% off.

Endorsed.com: the AI Recruiting Platform for Building Talent Density at Scale

Don’t forget …

To sign up for our weekly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

Sharon Jones is founder of Be A Better You and passionate about using feedback to build self-awareness in people so they can be the best professionals they can possibly be. In this episode she shares her insights on the power of building soft skills and advice for HR teams who are looking to make more impact with their leadership development programs.

Sharon wrote her book Tread Gently in 2019 – you can find it here:

https://a.co/d/cRxkwlX

You can follow Sharon on LinkedIn here:

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

See the article she referenced here:

https://www.linkedin.com/posts/sharonjones_beabetteryou-alwayslearning-greatmanager-activity-7325855813850341378-2KJo

And see her website here:

http://www.beabetteryou.ca/

This episode is brought to you by Endorsed

Stop chasing headcount. Today’s great companies focus on talent density – the share of A-players on your team. Endorsed.com was built to do just that. Endorsed’s AI sourcing agent digs through every profile and résumé, matching each candidate to your exact hiring criteria.

When your hiring managers say what they need, Endorsed delivers it – right away.

No more endless screening or calibration meetings. Endorsed’s AI surfaces only top fits, often shaving weeks off your hiring process.

Raise your talent bar now. Visit endorsed.com/foHRsight to start your free trial and get 10% off.

Endorsed.com: the AI Recruiting Platform for Building Talent Density at Scale

Don’t forget …

To sign up for our weekly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

You can learn more about Kevin’s work including his book here:

https://kevineikenberry.com

And follow him on LinkedIn here:

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

Don’t forget …

To sign up for our weekly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

You can learn more about Joe’s book here:

https://bookshop.org/p/books/the-generous-leader-7-ways-to-give-of-yourself-for-everyone-s-gain-joe-davis/20253745

And follow him on LinkedIn here:

https://www.linkedin.com/in/joedavis1313/

In the episode, Joe references how Marriott International CEO Arne Sorenson exemplified authenticity during COVID. You can read more here:

https://www.forbes.com/sites/carminegallo/2020/03/21/marriotts-ceo-demonstrates-truly-authentic-leadership-in-a-remarkably-emotional-video/

Don’t forget …

To sign up for our weekly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

You can learn more about 1Password here:

https://www.linkedin.com/company/1password/ 

Don’t forget …

To sign up for our weekly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

Cydney provides a helpful definition of trust and a framework for us to think about what makes up trust. She provides insight from Edelman research that give us important context about how an erosion of trust is impacting the workplace.

You can read the report here:

https://www.edelman.com/trend-report-2025 

You follow Cydney’s work on LinkedIn here:

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

Don’t forget …

To sign up for our weekly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

Carey-Ann is a coach and founder of Potential Unlimited. You can learn more about her work here:

https://www.potentialunlimited.ca 

And follow her on LinkedIn here:

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

Don’t forget …

To sign up for our weekly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

You can learn more about Vision2Voice here:

https://www.vision2voice.ca

And follow Andrea on LinkedIn here: 

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

Don’t forget …

To sign up for our weekly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

The macro trends are:

The evolution of technology and AI

1.  Shifting demographics
2.  Erosion of trust
3. Sustainability
4. Increased nationalism
5. Heightened uncertainty

You can download a copy of the white paper here:

futurefohrward.com/subscribe

You can learn more about Brian’s work here:

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

And subscribe to his newsletter here:

https://theworkforward.substack.com/

Don’t forget …

To sign up for our weekly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

When it comes to HR, it can be lonely at the top. That’s why we created foHRsight+, our private community of HR Leaders committed to making work better.

We are now accepting applications for our spring 2025 cohorts.

You can sign up here:

https://ld643q8581h.typeform.com/futurefoHRward

About this episode:

In this week’s episode, Naomi Titleman connects with Aarti Samani who is an expert in deepfake fraud prevention. Aarti is committed to raising awareness of the risks of deepfakes and in this episode they talk about what HR experts need to know to avoid deepfakes and how damaging they can be. Examples of deepfakes include executive impersonation, e.g. of your CEO and fraudulent identity check during an on-boarding process.

You can learn more about Aarti’s work here:

https://aartisamani.com

And you can connect with her on LinkedIn here:

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

Don’t forget …

To sign up for our weekly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

When it comes to HR, it can be lonely at the top. That’s why we created foHRsight+, our private community of HR executives committed to making work better.

We are now accepting applications for our spring 2025 cohorts.

You can sign up here:

https://ld643q8581h.typeform.com/futurefoHRward

About this episode: 

Jon Kestenbaum is an expert in recruitment and work technology. He is the Managing Director at AMS and has had a career as an entrepreneur, investor and consultant. In this week’s episode, he connects with co-host Naomi Titleman to talk about how AI is impacting the recruitment process. Jon provides helpful advice for anyone who is trying to turn the hype of AI in to real impact.

You can learn more about AMS here:

https://www.weareams.com/

And you can connect with Jon on LinkedIn here:

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

Don’t forget …

To sign up for our weekly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

You can sign up for our Spring cohort of foHRsight+ here

https://ld643q8581h.typeform.com/futurefoHRward

This week's episode ...

Laura Lillie joins co-host Mark Edgar in this week’s episode. Laura is an expert facilitator and coach with experience in manager and leader effectiveness. In this episode, Laura shares her insights on changes in the workplace environment and why manager effectiveness is so critial.

You can learn more about Laura’s work here:

https://www.lauralilliecoaching.com/

You can connect with Laura on LinkedIn here:

https://www.linkedin.com/in/the-manager-coach/

Don’t forget …

To sign up for our weekly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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This week's episode ...

Research tells us that 1 in 3 people are sleep deprived so we were excited to have Ahna de Vena from Revive Global as a guest to provide some tips on sleep wellness. Ahna talks about the impact of the global sleep loss pandemic and shares her sleep education strategies.

Ahna de Vena is a global sleep and performance consultant helping leaders and teams achieve sustainable success through better sleep and recovery. With over two decades of experience, she works with organizations to reduce burnout, improve performance, and create cultures that support deep recovery and resilience.

Ahna shares a number of resources including:

Why We Sleep – Matthew Walker

McKinsey & Company Report – The Organizational Cost of Insufficient Sleep: A report highlighting the impact of sleep deprivation on leadership performance, decision-making, and productivity. Read more here.

RAND Corporation Study – Why Sleep Matters – The Economic Costs of Insufficient Sleep: This study quantifies the financial burden of sleep deprivation on businesses, estimating that insufficient sleep costs the U.S. economy up to $411 billion annually. Read more here.

CDC Data on Sleep Deprivation – The CDC reports that about 1 in 3 adults (33%) do not get enough sleep, which has serious health and workplace implications. Sleep deprivation is linked to chronic health conditions, lower productivity, and increased workplace accidents. Read more here

You can learn more about Ahna’s company here:

https://ahnadevena.com/links/

And you can connect with Ahna on LinkedIn here:

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

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• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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This week's episode ...

Naomi Titleman connects with Mike Clementi who is a HR Executive & Advisor for ChangeBridge People Solutions. Mike has held senior HR roles at Unilever and PetVet Care Centers and joins the show to provide his perspective on the strategic partnership between a CHRO and a CEO. He also shares his insights on the transition to entrepreneurship from the corporate world.

You can learn more about Mike’s company here:

https://www.changebridgepeoplesolutions.com

And you can connect with Mike on LinkedIn here:

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

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On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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In the conversation, Mumtaz refers to the ADKAR model you can learn more about here:

https://www.prosci.com/methodology/adkar

You can learn more about Mumtaz’s work here:

https://www.pragilis.com/#about-us

And connect on LinkedIn here:

https://www.linkedin.com/in/mumtaz-chaudhary/

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• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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You can connect with Kourtney on LinkedIn here:

https://www.linkedin.com/in/kourtney-shelton/

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• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

You can connect with Paul on LinkedIn here:

https://www.linkedin.com/in/paul-dodd-384637/?originalSubdomain=ca

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• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

You can download your own copy of the report here.

https://www.futurefohrward.com/downloads

And learn more about the P-doom here

https://www.fastcompany.com/90994526/pdoom-explained-how-to-calculate-your-score-on-ai-apocalypse-metric

And how AI will become the HR of AI agents here:

https://finance.yahoo.com/news/nvidia-jensen-huang-says-over-133641233.html

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• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

You connect with him on LinkedIn here:

• Gloat  https://gloat.com/
• Deloitte Human Capital Trends Archive   https://www.deloitte.com/global/en/our-thinking/insights/topics/talent/human-capital-trends/archive.html
• Work Disrupted.   https://www2.deloitte.com/us/en/pages/human-capital/articles/digital-workforce-transformation-roadmap.html
• Workforce Ecosystems:  Reaching Strategic Goals with People, Partners, and Technologies. https://mitpress.mit.edu/9780262047777/workforce-ecosystems/
• Contact:
  • LinkedIn. https://www.linkedin.com/in/jeff-schwartz-future-of-work-disrupted/
  • jeff.s@gloat.com
  • jls2387@columbia.edu

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And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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Key Highlights:

• Sarah's journey from Amazon and MySpace sales executive to sought-after leadership coach
• The importance of slowing down and creating space during crisis
• How leaders can maintain effectiveness while navigating personal challenges
• The value of vulnerability in leadership
• Creating support systems through communities like "The Board"

"We're spiritual beings having a human experience. It doesn't mean that you need to be religious, but it means we're beings, first and foremost, even though we “do” all day long."

Key Takeaways for Leaders:

1. Space & Slowing Down

• Create intentional space for processing and decision-making
• Return to basics: prioritize sleep, nutrition, and spiritual practices
• Allow yourself to receive support from others

2. Conscious Leadership

• Practice vulnerable leadership
• Focus on what's important versus what's urgent
• Make decisive actions, even in uncertainty

3. Support Systems

• Cultivate quality connections
• Build a network of trusted advisors
• Invest in personal development and coaching

About Sarah Gibbons

Sarah Gibbons is an executive coach specializing in creative industries, working with individual executives and teams who want to lead and live from a place of presence, purpose, and power. Her approach helps leaders grow professionally without sacrificing their personal lives.

Learn more about Sarah’s work: 

on her website: https://sarahgibbons.com

LinkedIn: Sarah Gibbons

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And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

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You can learn more about Haley’s work here:

drhaleyperlus.com

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And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

You can learn more about Greg’s work here:

https://www.safebravespaces.com

And connect with him on LinkedIn here:

https://www.linkedin.com/in/greg-smith-he-him-a8774410/

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And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

You can learn more about the work of Innovisor here:

https://www.innovisor.com

You can download a copy of the book "Fix Your Culture!" co-authored by Hilton with the Innovisor CEO here.

https://jeppehansgaard.gumroad.com/l/fixyourculture?

And connect with Hilton on LinkedIn here:

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

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• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show

You can learn more about Stephan’s work here:

https://www.stephanmeier.com/

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• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link. Hope to see you there!

Support the show