Work in Progress – People & Culture Mon, 08 Jun 2026 12:08:50 +0200 https://getsession.com en-us © 2026 Session – getsession.com yes 78944958-81b2-5381-bbea-d2a787bbff10 getsession.com episodic false Work in Progress – People & Culture (P&C) - is a talk series that features thought leaders from the P&C and HR industries. Session's CEO Pernille Brun leads these discussions to uncover the latest trends shaping the future of work and the evolving landscape of P&C. 


Through these sessions, we explore how P&C and HR can effectively support organizations, leaders, and employees to adapt to the changing demands of the workforce. We also delve into what strategies P&C departments can implement to maximize their contribution and influence on the overall business.

]]> Buzzsprout (https://www.buzzsprout.com) getsession.com https://storage.buzzsprout.com/5x1a5urelutxi08fvbhiu88l4tga?.jpg Work in Progress – People & Culture https://getsession.com Pernille Brun What “Future Fit Leadership” Looks Like In A 130-Year-Old Company - with Britt Bargfeldt from Stark Group What “Future Fit Leadership” Looks Like In A 130-Year-Old Company - with Britt Bargfeldt from Stark Group Bad behavior is often tolerated in the name of “performance,” especially during fast growth. In this episode we sit down with Britt Bargfeldt, VP of Group Talent and HR Development at Stark Group, to challenge that trade-off and show what it looks like to scale results without sacrificing decency. Stark has in recent years grown from 5,000 to 20,000 employees across Northern Europe through major acquisitions, and Britt shares the practical people strategy choices that helped the organization keep moving and keep its standards.

We get specific about how culture becomes measurable: a clear leadership model, engagement survey follow-up, performance talks that include how people thrive, and real consequences when leaders act against values. Britt explains why “decency” is not soft, it is a prerequisite for sustainable performance, retention, and credibility. We also unpack why Stark runs with a small group headquarters, what autonomy really means in practice, and which HR elements stay non-negotiable so data and expectations stay consistent across countries.

Then we go deep on Stark’s leadership development program “Future Fit” designed to close the gap between leading 5,000 and leading 20,000 in a volatile world shaped by AI, economic shifts, and cross-cultural complexity. Expect a candid look at emotional intelligence, trust, leading upward, learning agility, and how to design training that actually sticks through cohorts, coaching, mentorship, and real exposure to the business. Subscribe and share this with a people leader who cares about the “how,” and leave a review with the leadership behavior you think should never be rewarded.

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]]> Bad behavior is often tolerated in the name of “performance,” especially during fast growth. In this episode we sit down with Britt Bargfeldt, VP of Group Talent and HR Development at Stark Group, to challenge that trade-off and show what it looks like to scale results without sacrificing decency. Stark has in recent years grown from 5,000 to 20,000 employees across Northern Europe through major acquisitions, and Britt shares the practical people strategy choices that helped the organization keep moving and keep its standards.

We get specific about how culture becomes measurable: a clear leadership model, engagement survey follow-up, performance talks that include how people thrive, and real consequences when leaders act against values. Britt explains why “decency” is not soft, it is a prerequisite for sustainable performance, retention, and credibility. We also unpack why Stark runs with a small group headquarters, what autonomy really means in practice, and which HR elements stay non-negotiable so data and expectations stay consistent across countries.

Then we go deep on Stark’s leadership development program “Future Fit” designed to close the gap between leading 5,000 and leading 20,000 in a volatile world shaped by AI, economic shifts, and cross-cultural complexity. Expect a candid look at emotional intelligence, trust, leading upward, learning agility, and how to design training that actually sticks through cohorts, coaching, mentorship, and real exposure to the business. Subscribe and share this with a people leader who cares about the “how,” and leave a review with the leadership behavior you think should never be rewarded.

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]]> getsession.com Buzzsprout-19284125 Mon, 08 Jun 2026 12:00:00 +0200 3257 full false Britt Bargfeldt Pernille Brun Why Human Success Beats Traditional HR and How AI Shapes The World of Work – with Nina Carøe from Zensai Why Human Success Beats Traditional HR and How AI Shapes The World of Work – with Nina Carøe from Zensai Calling it HR can quietly shrink your job down to contracts, policies, and paperwork and that’s exactly the trap Nina Carøe wants to break. From Zensai’s Copenhagen office, we sit down with Nina, Chief Human Success Officer and “scale-up evangelist”, to unpack why her team chose the name Human Success, and how a simple shift in language can change what leaders expect, what gets prioritized, and how the people function shows real business value.

We dig into Nina’s path building business credibility in the people space, and how early exposure to revenue, customers, and outcomes shaped her view of modern HR strategy. From there we get practical about the real bottleneck: many organizations have decent people operations and an HRIS, but still can’t scale employee engagement, performance management, alignment, or learning and development beyond spreadsheets and annual rituals. Nina shares how Zensai thinks about making “people signals” visible early, using people analytics responsibly, and connecting emotions and experience to company performance without turning it into a surveillance mindset.

Then we go straight into the future of work: AI is changing product development, sales, marketing, and the internal operating model, which makes workforce planning and forecasting wildly harder. Nina explains how they analyze which roles will change, where skills gaps will appear, and how organizations will flatten when 600 people most likely become 200 people with AI.

We close with sharp advice for people leaders interviewing for new roles: Set clear expectations, assess whether leadership will make you successful and solve the biggest people pain point so your function becomes a need-to-have.

Share this conversation with a people leader you believe will benefit from listening in - in our opinion anyone in a people role will!

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]]> Calling it HR can quietly shrink your job down to contracts, policies, and paperwork and that’s exactly the trap Nina Carøe wants to break. From Zensai’s Copenhagen office, we sit down with Nina, Chief Human Success Officer and “scale-up evangelist”, to unpack why her team chose the name Human Success, and how a simple shift in language can change what leaders expect, what gets prioritized, and how the people function shows real business value.

We dig into Nina’s path building business credibility in the people space, and how early exposure to revenue, customers, and outcomes shaped her view of modern HR strategy. From there we get practical about the real bottleneck: many organizations have decent people operations and an HRIS, but still can’t scale employee engagement, performance management, alignment, or learning and development beyond spreadsheets and annual rituals. Nina shares how Zensai thinks about making “people signals” visible early, using people analytics responsibly, and connecting emotions and experience to company performance without turning it into a surveillance mindset.

Then we go straight into the future of work: AI is changing product development, sales, marketing, and the internal operating model, which makes workforce planning and forecasting wildly harder. Nina explains how they analyze which roles will change, where skills gaps will appear, and how organizations will flatten when 600 people most likely become 200 people with AI.

We close with sharp advice for people leaders interviewing for new roles: Set clear expectations, assess whether leadership will make you successful and solve the biggest people pain point so your function becomes a need-to-have.

Share this conversation with a people leader you believe will benefit from listening in - in our opinion anyone in a people role will!

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]]> getsession.com Buzzsprout-18936409 Thu, 02 Apr 2026 12:00:00 +0200 1979 full false Nina Carøe Pernille Brun Why Treating Sustainability As “Nice To Have” Puts Your Business At Risk Why Treating Sustainability As “Nice To Have” Puts Your Business At Risk Sustainability stopped being a side project the moment it began shaping risk, resilience, and growth. In this episode we speak with Mette Søs Lassesen, an executive leader and board member with roots in law, the UN, Rambøll and several advisory roles, to unpack why ESG belongs at the center of business strategy and how HR can move it there. From global frameworks to day-to-day decisions, she shows how the conversation has shifted from reporting for regulators to building capabilities that win markets.

We trace the journey from CSR storytelling to investor-driven ESG, the rise of data-heavy reporting, and the EU’s omnibus simplification that gives companies breathing room. Mette explains why that pause is an opportunity, not an exit ramp: time to embed sustainability in operating models, align incentives with responsible outcomes, and turn circularity, decarbonization, and biodiversity into product and service advantages. Boards are already reframing the agenda in terms of risk, value creation, and supply chain resilience, and HR can translate those goals into skills, roles, and behaviors.

You’ll hear concrete ways to hardwire ESG into people systems: hiring for scarce capabilities, upskilling teams, redesigning incentives so innovation and sustainability pay off, and using clear metrics to prove impact. We talk talent attraction and credibility, why purpose must show up in the work itself, and how HR can speak the language of risk and performance to move the sustainability agenda to the center of any business discussion. We also make sense of SDGs, CSRD, and emerging EU rules, focusing on what’s next and what truly matters for the business model.

If you’re ready to move beyond check-the-box reporting and build resilience that lasts, this conversation is your playbook. Subscribe, share with a colleague who owns a piece of the ESG puzzle, and feel free to leave a review!

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]]> Sustainability stopped being a side project the moment it began shaping risk, resilience, and growth. In this episode we speak with Mette Søs Lassesen, an executive leader and board member with roots in law, the UN, Rambøll and several advisory roles, to unpack why ESG belongs at the center of business strategy and how HR can move it there. From global frameworks to day-to-day decisions, she shows how the conversation has shifted from reporting for regulators to building capabilities that win markets.

We trace the journey from CSR storytelling to investor-driven ESG, the rise of data-heavy reporting, and the EU’s omnibus simplification that gives companies breathing room. Mette explains why that pause is an opportunity, not an exit ramp: time to embed sustainability in operating models, align incentives with responsible outcomes, and turn circularity, decarbonization, and biodiversity into product and service advantages. Boards are already reframing the agenda in terms of risk, value creation, and supply chain resilience, and HR can translate those goals into skills, roles, and behaviors.

You’ll hear concrete ways to hardwire ESG into people systems: hiring for scarce capabilities, upskilling teams, redesigning incentives so innovation and sustainability pay off, and using clear metrics to prove impact. We talk talent attraction and credibility, why purpose must show up in the work itself, and how HR can speak the language of risk and performance to move the sustainability agenda to the center of any business discussion. We also make sense of SDGs, CSRD, and emerging EU rules, focusing on what’s next and what truly matters for the business model.

If you’re ready to move beyond check-the-box reporting and build resilience that lasts, this conversation is your playbook. Subscribe, share with a colleague who owns a piece of the ESG puzzle, and feel free to leave a review!

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]]> getsession.com Buzzsprout-18623441 Wed, 04 Feb 2026 16:00:00 +0100 3303 full false Mette Søs Lassesen Pernille Brun Fra klassiske karriereveje til styrkebaseret hverdags-læring: Sådan vendte en styrelse udvikling på hovedet Fra klassiske karriereveje til styrkebaseret hverdags-læring: Sådan vendte en styrelse udvikling på hovedet Hvad hvis personlig udvikling ikke handler om at vælge en karrierestige, men om at gøre udvikling og læring til en del af hverdagens opgaver?

I denne episode dykker vi ned i initiativet 'SOL' (Styrker og Læring) hos Styrelsen for Grøn Arealomlægning og Vandmiljø – et projekt, der vandt Dansk HR's Pris 2025. Vi taler med en del af teamet bag initiativet og får indsigt i, hvordan de flyttede udvikling ud af kursuslokalet og ind i det daglige arbejde.

Baggrunden for SOL- initiativet var, at der i organisationen blev fremsat et ønske om at kunne tilbyde nogle gennemsigtige karriereveje og udviklingsmuligheder i styrelsen. Fremfor “blot” at rykke på det ønske uden yderligere refleksion,  iværksatte holdet bag det, der blev til SOL,  en grundig analyse af behov og muligheder for udvikling for medarbejderne. Det viste sig, at bedre dialoger, daglig sparring, løbende feedback samt muligheden for at bruge styrker i opgaveløsningen i langt højere grad kunne imødekomme de behov for udvikling, som en moderne styrelse står med, end fastlåste, klassiske karriereveje ville kunne. Med solid data og opbakning fra direktionen skabte HR udviklings-teamet dernæst et fælles sprog, konkrete værktøjer, et træningsmateriale, samt ikke mindst et helt nyt MUS koncept, der mulig gjorde at læring og udvikling fremover kan finde sted i dagligdagen - fremfor “blot” når man tager på kursus eller rykker opad på en karrierestige. 

I episoden beskrives det: 

  • Hvordan et lineært karriereblik blev erstattet med et fokus på styrker og energi.
  • Hvordan konkrete værktøjer som styrkekort og energidagbøger kan hjælpe med at spotte udviklingsmuligheder + energidrænere og gøre plads til en bedre opgaveløsning.
  • Hvad indholdet og filosofien er bag de træninger og workshops, hvor lederne og medarbejderne bliver introduceret til selv at skabe læring i hverdagen.
  • Hvordan initiativet har skabt en stærkere feedbackkultur og større modstandskraft under omstruktureringer og forandringer.
  • Hvordan tankegangen nu er integreret i alt fra onboarding af nye medarbejdere til et helt nyt MUS-koncept.

Del episoden med dit netværk og find flere ressourcer om People & Culture på Session's hjemmeside.

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]]> Hvad hvis personlig udvikling ikke handler om at vælge en karrierestige, men om at gøre udvikling og læring til en del af hverdagens opgaver?

I denne episode dykker vi ned i initiativet 'SOL' (Styrker og Læring) hos Styrelsen for Grøn Arealomlægning og Vandmiljø – et projekt, der vandt Dansk HR's Pris 2025. Vi taler med en del af teamet bag initiativet og får indsigt i, hvordan de flyttede udvikling ud af kursuslokalet og ind i det daglige arbejde.

Baggrunden for SOL- initiativet var, at der i organisationen blev fremsat et ønske om at kunne tilbyde nogle gennemsigtige karriereveje og udviklingsmuligheder i styrelsen. Fremfor “blot” at rykke på det ønske uden yderligere refleksion,  iværksatte holdet bag det, der blev til SOL,  en grundig analyse af behov og muligheder for udvikling for medarbejderne. Det viste sig, at bedre dialoger, daglig sparring, løbende feedback samt muligheden for at bruge styrker i opgaveløsningen i langt højere grad kunne imødekomme de behov for udvikling, som en moderne styrelse står med, end fastlåste, klassiske karriereveje ville kunne. Med solid data og opbakning fra direktionen skabte HR udviklings-teamet dernæst et fælles sprog, konkrete værktøjer, et træningsmateriale, samt ikke mindst et helt nyt MUS koncept, der mulig gjorde at læring og udvikling fremover kan finde sted i dagligdagen - fremfor “blot” når man tager på kursus eller rykker opad på en karrierestige. 

I episoden beskrives det: 

  • Hvordan et lineært karriereblik blev erstattet med et fokus på styrker og energi.
  • Hvordan konkrete værktøjer som styrkekort og energidagbøger kan hjælpe med at spotte udviklingsmuligheder + energidrænere og gøre plads til en bedre opgaveløsning.
  • Hvad indholdet og filosofien er bag de træninger og workshops, hvor lederne og medarbejderne bliver introduceret til selv at skabe læring i hverdagen.
  • Hvordan initiativet har skabt en stærkere feedbackkultur og større modstandskraft under omstruktureringer og forandringer.
  • Hvordan tankegangen nu er integreret i alt fra onboarding af nye medarbejdere til et helt nyt MUS-koncept.

Del episoden med dit netværk og find flere ressourcer om People & Culture på Session's hjemmeside.

Share Your Thoughts on this Episode

Online Business Coaching
getsession.com

]]> getsession.com Buzzsprout-18369924 Wed, 17 Dec 2025 13:00:00 +0100 3642 full false Karen Thøgersen Sofie Christine Lauritzen Vibeke Jansen Pernille Brun Hybrid Intelligence and how Human-Centered AI Is The Competitive Edge Of Your Organization – with Jacob Sherson Hybrid Intelligence and how Human-Centered AI Is The Competitive Edge Of Your Organization – with Jacob Sherson What if the real competitive edge with AI isn’t faster automation but smarter collaboration? In this episode, we sit down with Professor Jacob Sherson, founding director of the Center for Hybrid Intelligence, to unpack a people-first blueprint that turns generative AI into a true advantage. Instead of chasing “AI-first” hype, Jacob explains how to design workflow assistants, build learning cultures, and create interfaces where humans lead and AI assists. The goal: protecting and amplifying firm-specific human capital, the tacit expertise your competitors can’t copy.

Jacob walks us through the 4P maturity model—Projects, Platform, Policy, and People—and explains why People is the multiplier that unlocks everything else. We dig into practical wins: a bank that used a brave, fail-fast pilot to boost employee advocacy by 35%, and an industrial company that leveraged disciplined one-pagers to map workflows and embed AI touchpoints in days. You’ll also learn the FERC method—Frame, Explore, Refine, Commit—which keeps authorship, judgment, and accountability squarely with the humans, while still tapping AI for speed and breadth.

Jacob challenges the “San Francisco consensus” predicting the end of cognitive jobs and shows us how markets still reward authenticity. Customers value products with a human touch; over-automation risks commoditization and price pressure. Guardrails, phased rollouts, and bias dashboards make ethical practice part of the interface. Most of all, Jacob makes the case for HR to step up as the engine of AI innovation—potentially as a chief hybrid intelligence officer —translating mindset shifts into new business model lines, not just efficiency gains.

Follow this link to support the growing hybrid intelligence movement and stay informed about supporting material, events, and collaboration opportunities.

If you add “WiP-podcast” and how you learned about the Hybrid Intelligence Center to the sign-up form, the team will also send you the slides from a recent HR-conference keynote that covered similar content.

Share Your Thoughts on this Episode

Online Business Coaching
getsession.com

]]> What if the real competitive edge with AI isn’t faster automation but smarter collaboration? In this episode, we sit down with Professor Jacob Sherson, founding director of the Center for Hybrid Intelligence, to unpack a people-first blueprint that turns generative AI into a true advantage. Instead of chasing “AI-first” hype, Jacob explains how to design workflow assistants, build learning cultures, and create interfaces where humans lead and AI assists. The goal: protecting and amplifying firm-specific human capital, the tacit expertise your competitors can’t copy.

Jacob walks us through the 4P maturity model—Projects, Platform, Policy, and People—and explains why People is the multiplier that unlocks everything else. We dig into practical wins: a bank that used a brave, fail-fast pilot to boost employee advocacy by 35%, and an industrial company that leveraged disciplined one-pagers to map workflows and embed AI touchpoints in days. You’ll also learn the FERC method—Frame, Explore, Refine, Commit—which keeps authorship, judgment, and accountability squarely with the humans, while still tapping AI for speed and breadth.

Jacob challenges the “San Francisco consensus” predicting the end of cognitive jobs and shows us how markets still reward authenticity. Customers value products with a human touch; over-automation risks commoditization and price pressure. Guardrails, phased rollouts, and bias dashboards make ethical practice part of the interface. Most of all, Jacob makes the case for HR to step up as the engine of AI innovation—potentially as a chief hybrid intelligence officer —translating mindset shifts into new business model lines, not just efficiency gains.

Follow this link to support the growing hybrid intelligence movement and stay informed about supporting material, events, and collaboration opportunities.

If you add “WiP-podcast” and how you learned about the Hybrid Intelligence Center to the sign-up form, the team will also send you the slides from a recent HR-conference keynote that covered similar content.

Share Your Thoughts on this Episode

Online Business Coaching
getsession.com

]]> getsession.com Buzzsprout-18224250 Mon, 24 Nov 2025 13:00:00 +0100 2904 full false Jacob Sherson Pernille Brun Mangfoldighed, Miljø og Motivation: Socialt ansvar og Partnerskaber i Praksis – med Berit Eschricht fra Dansk Retursystem Mangfoldighed, Miljø og Motivation: Socialt ansvar og Partnerskaber i Praksis – med Berit Eschricht fra Dansk Retursystem Hvordan skaber man en arbejdsplads, der ikke kun er førende inden for cirkulær økonomi, men også inden for socialt ansvar? For Dansk Retursystem ligger svaret i deres dybe engagement i "mangfoldighed" – et begreb de bevidst har valgt frem for "inklusion".

I denne inspirerende samtale med HR Business Partner Berit Eschricht dykker vi ned i, hvordan en virksomhed dedikeret til genanvendelse er blevet en frontløber for mangfoldighed og medarbejder-empowerment. Med adskillige priser for deres sociale indsats byder deres tilgang på værdifulde lektioner for enhver organisation.

Berit deler virksomhedens rejse fra implementeringen af CSR til en virksomhed med en strategisk forankret mangfoldigheds-dagsorden. Hun forklarer, hvorfor de i Dansk Retursystem bevidst bruger det bredere begreb mangfoldighed fremfor begrebet inklusion, og hvordan de har skabt værdifulde partnerskaber med kommuner for at åbne døre for “dem på kanten af arbejdsmarkedet”. I podcasten folder Berit ud, hvordan netop det at se udenfor egne rammer og lede efter mulige samarbejdspartnere i omgivelserne kan være det, der skal til, for at man selv kan lykkes med at løse sine kerneopgaver bedre. 

Ud over at være en inspirerende historie i sig selv om hvordan man kan skabe en mere mangfoldig arbejdsplads, så går Dansk Retursystem også forrest ved at vise, at de formår at forene sociale initiativer med stærke forretningsresultater. I stedet for at se effektivitet og mangfoldighed som modsætninger har Dansk Retursystem bevist, at et mangfoldigt og empowered team kan være ekstraordinært effektivt. Successen afspejles i imponerende medarbejdermålinger, hvor hele 96% er stolte af virksomhedens bidrag til samfundet.

I samtalen kommer vi også ind på den praktiske implementering - hvordan skaber man en effektiv mangfoldig arbejdsplads i praksis? I Dansk Retursystem har man under paraplyen “empowerment” arbejdet bevidst med at lægge et større ansvar og autonomi ud til medarbejderne -  inden for klare rammer. Dette har boostet motivation og medarbejdertilfredshed. Lederne har fået træning i at “slippe kontrollen” og i at se mennesket før processen. Alt sammen via konkrete redskaber, så empowerment ikke ender med at være et fluffy begreb ingen helt ved hvad indeholder, men snarere en konkret måde at gå til ledelse og medarbejderudvikling på.

Uanset om du er leder, HR-professionel eller blot nysgerrig på, hvordan man forener formål med profit, tilbyder denne episode dyb indsigt i at skabe en arbejdsplads, hvor mangfoldighed og partnerskaber kan blive drivkraften for succes.


Share Your Thoughts on this Episode

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]]> Hvordan skaber man en arbejdsplads, der ikke kun er førende inden for cirkulær økonomi, men også inden for socialt ansvar? For Dansk Retursystem ligger svaret i deres dybe engagement i "mangfoldighed" – et begreb de bevidst har valgt frem for "inklusion".

I denne inspirerende samtale med HR Business Partner Berit Eschricht dykker vi ned i, hvordan en virksomhed dedikeret til genanvendelse er blevet en frontløber for mangfoldighed og medarbejder-empowerment. Med adskillige priser for deres sociale indsats byder deres tilgang på værdifulde lektioner for enhver organisation.

Berit deler virksomhedens rejse fra implementeringen af CSR til en virksomhed med en strategisk forankret mangfoldigheds-dagsorden. Hun forklarer, hvorfor de i Dansk Retursystem bevidst bruger det bredere begreb mangfoldighed fremfor begrebet inklusion, og hvordan de har skabt værdifulde partnerskaber med kommuner for at åbne døre for “dem på kanten af arbejdsmarkedet”. I podcasten folder Berit ud, hvordan netop det at se udenfor egne rammer og lede efter mulige samarbejdspartnere i omgivelserne kan være det, der skal til, for at man selv kan lykkes med at løse sine kerneopgaver bedre. 

Ud over at være en inspirerende historie i sig selv om hvordan man kan skabe en mere mangfoldig arbejdsplads, så går Dansk Retursystem også forrest ved at vise, at de formår at forene sociale initiativer med stærke forretningsresultater. I stedet for at se effektivitet og mangfoldighed som modsætninger har Dansk Retursystem bevist, at et mangfoldigt og empowered team kan være ekstraordinært effektivt. Successen afspejles i imponerende medarbejdermålinger, hvor hele 96% er stolte af virksomhedens bidrag til samfundet.

I samtalen kommer vi også ind på den praktiske implementering - hvordan skaber man en effektiv mangfoldig arbejdsplads i praksis? I Dansk Retursystem har man under paraplyen “empowerment” arbejdet bevidst med at lægge et større ansvar og autonomi ud til medarbejderne -  inden for klare rammer. Dette har boostet motivation og medarbejdertilfredshed. Lederne har fået træning i at “slippe kontrollen” og i at se mennesket før processen. Alt sammen via konkrete redskaber, så empowerment ikke ender med at være et fluffy begreb ingen helt ved hvad indeholder, men snarere en konkret måde at gå til ledelse og medarbejderudvikling på.

Uanset om du er leder, HR-professionel eller blot nysgerrig på, hvordan man forener formål med profit, tilbyder denne episode dyb indsigt i at skabe en arbejdsplads, hvor mangfoldighed og partnerskaber kan blive drivkraften for succes.


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]]> getsession.com Buzzsprout-17923372 Thu, 02 Oct 2025 11:00:00 +0200 3895 full false Berit Eschricht Pernille Brun The Power of Silence – in Meetings and Beyond: With Bastian Overgaard The Power of Silence – in Meetings and Beyond: With Bastian Overgaard Imagine a world where meetings energize rather than exhaust you. Where decisions are sharper, connections deeper, and everyone's voice matters. Bastian Overgaard, keynote speaker and author, has spent a decade showing organizations how to achieve exactly this through one surprisingly simple yet radical tool: strategic silence.

In this podcast episode, Bastian reveals how his journey began with a television segment challenging social norms, which led to a profound discovery about human connection. What started as creative experiments evolved into a methodology transforming corporate meeting cultures across industries. Bastian’s approach is creating pragmatic business results through "facilitated silence."

The numbers are staggering: we produce about 9,000 words (equivalent to 22.5 written pages) of mostly unedited content in a typical one-hour meeting. Without intentional pauses, we force our brains to multitask constantly, diminishing our decision-making capabilities and draining our mental energy. As Bastian eloquently puts it, "A meeting without silence is like a typewriter without a space bar."

What makes Bastian's method unique is its rhythm – similar to high-intensity interval training, alternating between focused discussion and restorative silence. This creates a dynamic flow that enhances communication rather than interrupting it. The result? Meetings become shorter yet more inclusive, decisions improve, and participants often leave with more energy than when they arrived with.

Implementing these practices isn't without challenges. Resistance often stems from what Bastian describes as a primal "fear of social rejection" – particularly from those who dominate traditional meeting formats. Success requires courage, proper framing, and ideally a group of enthusiastic "ambassadors" who can demonstrate the value of these practices.

Ready to transform your organization's meeting culture? Connect with Bastian on LinkedIn and check out his book "Noise-Free: Rethinking How We Talk" on Amazon and his newest book (so far only in Danish, though) called “Mødelagt - 7 møderegler, som giver mere tid, fokus og arbejdsglæde” to discover how strategic silence might be the leadership superpower your team has been missing.

Share Your Thoughts on this Episode

Online Business Coaching
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]]> Imagine a world where meetings energize rather than exhaust you. Where decisions are sharper, connections deeper, and everyone's voice matters. Bastian Overgaard, keynote speaker and author, has spent a decade showing organizations how to achieve exactly this through one surprisingly simple yet radical tool: strategic silence.

In this podcast episode, Bastian reveals how his journey began with a television segment challenging social norms, which led to a profound discovery about human connection. What started as creative experiments evolved into a methodology transforming corporate meeting cultures across industries. Bastian’s approach is creating pragmatic business results through "facilitated silence."

The numbers are staggering: we produce about 9,000 words (equivalent to 22.5 written pages) of mostly unedited content in a typical one-hour meeting. Without intentional pauses, we force our brains to multitask constantly, diminishing our decision-making capabilities and draining our mental energy. As Bastian eloquently puts it, "A meeting without silence is like a typewriter without a space bar."

What makes Bastian's method unique is its rhythm – similar to high-intensity interval training, alternating between focused discussion and restorative silence. This creates a dynamic flow that enhances communication rather than interrupting it. The result? Meetings become shorter yet more inclusive, decisions improve, and participants often leave with more energy than when they arrived with.

Implementing these practices isn't without challenges. Resistance often stems from what Bastian describes as a primal "fear of social rejection" – particularly from those who dominate traditional meeting formats. Success requires courage, proper framing, and ideally a group of enthusiastic "ambassadors" who can demonstrate the value of these practices.

Ready to transform your organization's meeting culture? Connect with Bastian on LinkedIn and check out his book "Noise-Free: Rethinking How We Talk" on Amazon and his newest book (so far only in Danish, though) called “Mødelagt - 7 møderegler, som giver mere tid, fokus og arbejdsglæde” to discover how strategic silence might be the leadership superpower your team has been missing.

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]]> getsession.com Buzzsprout-17802576 Thu, 11 Sep 2025 10:00:00 +0200 3073 full false Bastian Overgaard Pernille Brun Rethinking HR: A New Blueprint: With Louise Hoe Nielsen & Majken Juel Heskjær Rethinking HR: A New Blueprint: With Louise Hoe Nielsen & Majken Juel Heskjær In this episode Louise Hoe Nielsen & Majken Juel Heskjær join the Work in Progress Podcast to share how they created a Danish LinkedIn group with the name "HR Rethought" after recognizing patterns of burnout and structural challenges facing HR professionals and employees overall in many organizations of today. Their conversation with host Pernille Hippe Brun digs deep into why traditional HR practices need fundamental reconsideration rather than mere rebranding, so that “HR rethought” can benefit everyone employed in businesses of today.

Majken and Louise explain how HR has evolved from administrative functions to strategic partnership but in essence very often remained a support function. "HR moved into leadership teams, becoming more the tool for leadership," Maiken explains. "We have been supporting business for profit. We haven't developed the business for the people itself." This positioning creates inherent tensions that affect both HR professionals and the organizations they serve.

The discussion challenges several sacred cows of HR practice. Is performance management with numerical ratings truly beneficial, or does it reduce humans to metrics? Should we call it "HR" or "People & Culture," and does changing the name matter if the practices remain unchanged? And how can HR professionals drive meaningful change even when they're not in positions of authority?

Both guests offer practical wisdom for anyone looking to create more sustainable HR and business practices. Louise advocates working from the business inward rather than imposing HR processes outward, while Majken suggests a shift from "chief" leadership (pointing toward the future with your back to the organization) to "shepherd" leadership (guiding from behind toward a shared purpose and future).

Whether you're an HR professional feeling the strain of contradictory demands, a leader wondering how to better support your people function, or simply curious about the future of work, this conversation offers fresh perspectives on creating organizations where both people and results can thrive together.

Connect with the HR Rethought movement on LinkedIn to join this growing community of professionals committed to creating more sustainable people practices. You find the group here: https://www.linkedin.com/groups/10141644/

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]]> In this episode Louise Hoe Nielsen & Majken Juel Heskjær join the Work in Progress Podcast to share how they created a Danish LinkedIn group with the name "HR Rethought" after recognizing patterns of burnout and structural challenges facing HR professionals and employees overall in many organizations of today. Their conversation with host Pernille Hippe Brun digs deep into why traditional HR practices need fundamental reconsideration rather than mere rebranding, so that “HR rethought” can benefit everyone employed in businesses of today.

Majken and Louise explain how HR has evolved from administrative functions to strategic partnership but in essence very often remained a support function. "HR moved into leadership teams, becoming more the tool for leadership," Maiken explains. "We have been supporting business for profit. We haven't developed the business for the people itself." This positioning creates inherent tensions that affect both HR professionals and the organizations they serve.

The discussion challenges several sacred cows of HR practice. Is performance management with numerical ratings truly beneficial, or does it reduce humans to metrics? Should we call it "HR" or "People & Culture," and does changing the name matter if the practices remain unchanged? And how can HR professionals drive meaningful change even when they're not in positions of authority?

Both guests offer practical wisdom for anyone looking to create more sustainable HR and business practices. Louise advocates working from the business inward rather than imposing HR processes outward, while Majken suggests a shift from "chief" leadership (pointing toward the future with your back to the organization) to "shepherd" leadership (guiding from behind toward a shared purpose and future).

Whether you're an HR professional feeling the strain of contradictory demands, a leader wondering how to better support your people function, or simply curious about the future of work, this conversation offers fresh perspectives on creating organizations where both people and results can thrive together.

Connect with the HR Rethought movement on LinkedIn to join this growing community of professionals committed to creating more sustainable people practices. You find the group here: https://www.linkedin.com/groups/10141644/

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]]> getsession.com Buzzsprout-17688656 Wed, 20 Aug 2025 13:00:00 +0200 3087 full false Louise Hoe Nielsen Majken Juel Heskjær Pernille Brun Take Charge or Step Aside: Hard Truths About Leadership and Talent Management Programs – with Dion Sørensen Take Charge or Step Aside: Hard Truths About Leadership and Talent Management Programs – with Dion Sørensen Every organization wants to develop high-performing talent, but what if our traditional approaches to talent management are fundamentally flawed? In this thought-provoking episode, I speak with business psychologist Dion Sørensen, who brings clarity to the real challenges of developing people in modern organizations.

Dion speaks from unique experience: At an early age, he was granted the title "top talent" by Berlingske Media, while also developing talent programs at the company (Saxo Bank) he was employed at at the time of this nomination. Dion’s conclusion: Traditional talent programs often create more problems than they solve. When organizations elevate a select few as "talents," they can inadvertently create entitlement in those chosen while disengaging everyone else. Dion advocates for a more inclusive approach that recognizes everyone's potential for growth and puts the leader on the spot as the one responsible for ensuring everyone’s potential is seen, nurtured and put to play.

As Dion puts it, talent management is about leadership fundamentals. "Leadership cooks culture for dinner," as he explains, highlighting how critical it is for leaders to set clear expectations, model desired behaviors, and provide consistent feedback. His practical examples – from transforming meeting culture through three simple steps to navigating organizational growth cycles – demonstrate that effective leadership isn't complicated, but it is demanding. Being a leader involves taking tough decisions as well as conversations, and some managers might not like this part of the job, rather, shy away from it. But that’s not ok, and it is doing no one a favor. 

Whether you're developing talent programs, leading teams, or working to improve your organization's culture, this episode provides actionable insights that go beyond typical leadership platitudes. Listen now to discover how to create an environment where talent can truly flourish through authentic, courageous leadership.

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]]> Every organization wants to develop high-performing talent, but what if our traditional approaches to talent management are fundamentally flawed? In this thought-provoking episode, I speak with business psychologist Dion Sørensen, who brings clarity to the real challenges of developing people in modern organizations.

Dion speaks from unique experience: At an early age, he was granted the title "top talent" by Berlingske Media, while also developing talent programs at the company (Saxo Bank) he was employed at at the time of this nomination. Dion’s conclusion: Traditional talent programs often create more problems than they solve. When organizations elevate a select few as "talents," they can inadvertently create entitlement in those chosen while disengaging everyone else. Dion advocates for a more inclusive approach that recognizes everyone's potential for growth and puts the leader on the spot as the one responsible for ensuring everyone’s potential is seen, nurtured and put to play.

As Dion puts it, talent management is about leadership fundamentals. "Leadership cooks culture for dinner," as he explains, highlighting how critical it is for leaders to set clear expectations, model desired behaviors, and provide consistent feedback. His practical examples – from transforming meeting culture through three simple steps to navigating organizational growth cycles – demonstrate that effective leadership isn't complicated, but it is demanding. Being a leader involves taking tough decisions as well as conversations, and some managers might not like this part of the job, rather, shy away from it. But that’s not ok, and it is doing no one a favor. 

Whether you're developing talent programs, leading teams, or working to improve your organization's culture, this episode provides actionable insights that go beyond typical leadership platitudes. Listen now to discover how to create an environment where talent can truly flourish through authentic, courageous leadership.

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]]> getsession.com Buzzsprout-17443142 Thu, 03 Jul 2025 16:00:00 +0200 2894 full false Dion Sørensen Pernille Brun Navigating Multicultural Teams: Lessons from Adform's Cultural Business Guide – with Charlotte Kure Juul Navigating Multicultural Teams: Lessons from Adform's Cultural Business Guide – with Charlotte Kure Juul What happens when Danish sarcasm meets hierarchical expectations in India? How do you navigate when a team in one country expects decisions from above while another values collaborative consensus? Charlotte Kure Juul, EVP and CHRO at Adform, takes us inside her company's innovative approach to bridging cultural divides across their 700-person workforce spread across 29 countries. 

Rather than creating another standard harassment policy, Charlotte explains why Adform developed a Respect Policy and a Cultural Business Guide focused on fostering respect through understanding. The guide addresses five critical dimensions where cultures often clash: communication style, feedback approaches, decision-making processes, trust-building methods, and perception of time. Through personal examples and practical applications, we learn how seemingly small cultural differences—from the timing of project deadlines to expectations around meetings—can significantly impact collaboration.

Charlotte shares a revealing moment when her sarcastic joke to an Indian colleague was interpreted as a serious criticism, highlighting how our cultural backgrounds shape every interaction. The conversation explores how Adform's guide serves as both a reference tool and a foundation for team workshops where cultural differences become visible, tangible, and discussable.

Beyond problem-solving, we discover the strategic advantages of cultural diversity—from coverage across time zones to varied perspectives that drive innovation. Charlotte's insights reveal how respecting different viewpoints strengthens teams and improves business outcomes. Her refreshing approach focuses not on what employees should avoid, but on what they should actively do to create a respectful, high-performing multicultural workplace.

Whether you manage global teams or work alongside colleagues from different backgrounds, this episode offers practical wisdom for turning potential cultural misunderstandings into opportunities for deeper connection and more effective collaboration.

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]]> What happens when Danish sarcasm meets hierarchical expectations in India? How do you navigate when a team in one country expects decisions from above while another values collaborative consensus? Charlotte Kure Juul, EVP and CHRO at Adform, takes us inside her company's innovative approach to bridging cultural divides across their 700-person workforce spread across 29 countries. 

Rather than creating another standard harassment policy, Charlotte explains why Adform developed a Respect Policy and a Cultural Business Guide focused on fostering respect through understanding. The guide addresses five critical dimensions where cultures often clash: communication style, feedback approaches, decision-making processes, trust-building methods, and perception of time. Through personal examples and practical applications, we learn how seemingly small cultural differences—from the timing of project deadlines to expectations around meetings—can significantly impact collaboration.

Charlotte shares a revealing moment when her sarcastic joke to an Indian colleague was interpreted as a serious criticism, highlighting how our cultural backgrounds shape every interaction. The conversation explores how Adform's guide serves as both a reference tool and a foundation for team workshops where cultural differences become visible, tangible, and discussable.

Beyond problem-solving, we discover the strategic advantages of cultural diversity—from coverage across time zones to varied perspectives that drive innovation. Charlotte's insights reveal how respecting different viewpoints strengthens teams and improves business outcomes. Her refreshing approach focuses not on what employees should avoid, but on what they should actively do to create a respectful, high-performing multicultural workplace.

Whether you manage global teams or work alongside colleagues from different backgrounds, this episode offers practical wisdom for turning potential cultural misunderstandings into opportunities for deeper connection and more effective collaboration.

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]]> getsession.com Buzzsprout-17261041 Wed, 04 Jun 2025 00:00:00 +0200 2401 full false Charlotte Kure Juul Pernille Brun Our Brain, Our Habits, and Why It Doesn't Have to Suck at Work – Advice for HR and all of us from Neuroleadership coach Ed Ley Our Brain, Our Habits, and Why It Doesn't Have to Suck at Work – Advice for HR and all of us from Neuroleadership coach Ed Ley What if the difference between feeling stuck at work and thriving isn't just about your environment, but about your nervous system? In this eye-opening conversation with neuroleadership coach Ed Ley, powerful insights at the intersection of neuroscience, habit formation, and workplace culture are unlocked.

Ed's journey from sports conditioning specialist to neuroleadership coach began with a surprising observation: most people don't struggle with knowing what to do—they struggle with getting themselves to do it. This revelation led him to explore the biology behind our decision-making processes and ultimately develop approaches that help individuals and organizations transform their experiences from the inside out.

In this episode, Ed takes us deep into the neuroscience of habit formation, revealing how our brains (specifically the basal ganglia) constantly scan for behaviors that efficiently gain us status or meet our needs. These patterns become automated, continuing to run even when they are no longer serving us in new environments. For anyone feeling stuck in unproductive workplace patterns, understanding this biological foundation offers a path forward through deliberate habit rewiring rather than willpower alone.

At the organizational level, Ed introduces a framework centered on three fundamental human needs: mastery (clarity about what you're trying to excel at), autonomy (taking responsibility for your choices), and belonging (feeling recognized and connected). When companies build cultures that support these elements, people naturally shift from stress states into more productive modes of operation. His insights on how organizations unintentionally celebrate burnout behavior while professing different values highlights why many workplace transformation efforts fail.

Towards the end of the episode, Ed offers an equation for navigating uncertain work environments: "Uncertain self plus uncertain environment equals fight, flight, or freeze. Certain self plus uncertain environment leads to proactive, aligned action." The key to thriving isn't controlling your external circumstances but developing internal certainty about who you are and what you stand for. As he eloquently puts it, "On the other side of that door is the adventure of your life."

Ready to transform your workplace experience from the inside out? Listen now and discover why, in Ed's words, "People aren't stuck. There's no such thing as being stuck. There is only movement. The trick is to move things in the right direction”.

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]]> What if the difference between feeling stuck at work and thriving isn't just about your environment, but about your nervous system? In this eye-opening conversation with neuroleadership coach Ed Ley, powerful insights at the intersection of neuroscience, habit formation, and workplace culture are unlocked.

Ed's journey from sports conditioning specialist to neuroleadership coach began with a surprising observation: most people don't struggle with knowing what to do—they struggle with getting themselves to do it. This revelation led him to explore the biology behind our decision-making processes and ultimately develop approaches that help individuals and organizations transform their experiences from the inside out.

In this episode, Ed takes us deep into the neuroscience of habit formation, revealing how our brains (specifically the basal ganglia) constantly scan for behaviors that efficiently gain us status or meet our needs. These patterns become automated, continuing to run even when they are no longer serving us in new environments. For anyone feeling stuck in unproductive workplace patterns, understanding this biological foundation offers a path forward through deliberate habit rewiring rather than willpower alone.

At the organizational level, Ed introduces a framework centered on three fundamental human needs: mastery (clarity about what you're trying to excel at), autonomy (taking responsibility for your choices), and belonging (feeling recognized and connected). When companies build cultures that support these elements, people naturally shift from stress states into more productive modes of operation. His insights on how organizations unintentionally celebrate burnout behavior while professing different values highlights why many workplace transformation efforts fail.

Towards the end of the episode, Ed offers an equation for navigating uncertain work environments: "Uncertain self plus uncertain environment equals fight, flight, or freeze. Certain self plus uncertain environment leads to proactive, aligned action." The key to thriving isn't controlling your external circumstances but developing internal certainty about who you are and what you stand for. As he eloquently puts it, "On the other side of that door is the adventure of your life."

Ready to transform your workplace experience from the inside out? Listen now and discover why, in Ed's words, "People aren't stuck. There's no such thing as being stuck. There is only movement. The trick is to move things in the right direction”.

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]]> getsession.com Buzzsprout-17026545 Wed, 30 Apr 2025 18:00:00 +0200 3603 full false Ed Ley Pernille Brun No Bosses, No Problem: How to Succeed as a Business with Co-Leadership and Purpose-Driven Work – with Thea Tolstrup Bramming from Clever No Bosses, No Problem: How to Succeed as a Business with Co-Leadership and Purpose-Driven Work – with Thea Tolstrup Bramming from Clever In this eye-opening episode with Thea Tolstrup Bramming, People and Co-Leadership Partner at Clever, we explore how the electric mobility company operates with 400 employees through distributed leadership rather than traditional hierarchy.

Thea shares her fascinating journey from sociologist to HR professional to champion of alternative organizational structures. Drawing from her observations of how traditional hierarchies often stifle the very creativity and initiative they claim to foster, she explains why Clever chose a radically different path.

At the heart of Clever's approach is what they call "co-leadership" – a system where teams align around clear purposes rather than reporting to managers. Power and responsibility are distributed through defined roles like "purpose guardian," "facilitator," and "memory," ensuring accountability without centralized control. When conflicts arise or teams face challenges, they use structured processes like their color-coded "heat map" system to communicate needs transparently.

It is fascinating to hear how this structure not only offers an innovative approach to problem solving and innovation in the company, but also transforms workplace relationships. Without competing for promotions or bonuses, colleagues help each other to succeed through honest and candid feedback. On top of this, teams raise their hands when struggling and receive the help needed, which is a testament to a workplace, where true psychological safety exists. The result is seen both in the financial bottomline as well as in the culture, where people bring their authentic selves to work, vulnerability is welcomed, and trust flourishes.

Whether you're an HR professional or leader/manager considering alternative organizational structures or simply curious about the future of work, this podcast episode offers practical insights into creating more human-centered organizations. Listen in to learn more about co-leadership and how to unlock greater engagement, innovation, and fulfillment at work.

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]]> In this eye-opening episode with Thea Tolstrup Bramming, People and Co-Leadership Partner at Clever, we explore how the electric mobility company operates with 400 employees through distributed leadership rather than traditional hierarchy.

Thea shares her fascinating journey from sociologist to HR professional to champion of alternative organizational structures. Drawing from her observations of how traditional hierarchies often stifle the very creativity and initiative they claim to foster, she explains why Clever chose a radically different path.

At the heart of Clever's approach is what they call "co-leadership" – a system where teams align around clear purposes rather than reporting to managers. Power and responsibility are distributed through defined roles like "purpose guardian," "facilitator," and "memory," ensuring accountability without centralized control. When conflicts arise or teams face challenges, they use structured processes like their color-coded "heat map" system to communicate needs transparently.

It is fascinating to hear how this structure not only offers an innovative approach to problem solving and innovation in the company, but also transforms workplace relationships. Without competing for promotions or bonuses, colleagues help each other to succeed through honest and candid feedback. On top of this, teams raise their hands when struggling and receive the help needed, which is a testament to a workplace, where true psychological safety exists. The result is seen both in the financial bottomline as well as in the culture, where people bring their authentic selves to work, vulnerability is welcomed, and trust flourishes.

Whether you're an HR professional or leader/manager considering alternative organizational structures or simply curious about the future of work, this podcast episode offers practical insights into creating more human-centered organizations. Listen in to learn more about co-leadership and how to unlock greater engagement, innovation, and fulfillment at work.

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]]> getsession.com Buzzsprout-16864614 Wed, 02 Apr 2025 15:00:00 +0200 3282 full false Thea Tolstrup Bramming Pernille Brun How AI and Gamification are Shaping Tomorrow’s Workplace Learning, Education, and Training – with Lars Hoffmann from DHI How AI and Gamification are Shaping Tomorrow’s Workplace Learning, Education, and Training – with Lars Hoffmann from DHI In this episode, Lars Hoffman, Learning Director at the global company, DHI, explains the transformative potential of gamification in leadership development and learning processes. Lars, educated within business psychology, and a former board game designer, shares how one can transform workplace learning with a playful twist. From his early days of creating games to utilizing their principles in crafting innovative training programs, Lars unlocks how structured play and gamification can help with organizational learning and development. 

The episode takes a deep dive into the challenging yet rewarding process of selecting the right learning tools and strategies in corporate settings. Lars Hoffmann dissects the balance between off-the-shelf courses and tailoring custom content to fit organizational needs, emphasizing the power of blending asynchronous learning with live interactions. Lars explains the pivotal role of fun in education, yet acknowledging that mastering skills demands perseverance and effort beyond the playful elements.

The episode also touches upon emerging AI tools like ChatGPT in workplace learning. Lars talks about the ethical considerations as well as the potential of these technologies to revolutionize business training. The episode is brimming with expert insights, making it essential listening for anyone passionate about the future of work and learning.

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]]> In this episode, Lars Hoffman, Learning Director at the global company, DHI, explains the transformative potential of gamification in leadership development and learning processes. Lars, educated within business psychology, and a former board game designer, shares how one can transform workplace learning with a playful twist. From his early days of creating games to utilizing their principles in crafting innovative training programs, Lars unlocks how structured play and gamification can help with organizational learning and development. 

The episode takes a deep dive into the challenging yet rewarding process of selecting the right learning tools and strategies in corporate settings. Lars Hoffmann dissects the balance between off-the-shelf courses and tailoring custom content to fit organizational needs, emphasizing the power of blending asynchronous learning with live interactions. Lars explains the pivotal role of fun in education, yet acknowledging that mastering skills demands perseverance and effort beyond the playful elements.

The episode also touches upon emerging AI tools like ChatGPT in workplace learning. Lars talks about the ethical considerations as well as the potential of these technologies to revolutionize business training. The episode is brimming with expert insights, making it essential listening for anyone passionate about the future of work and learning.

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]]> getsession.com Buzzsprout-16428444 Tue, 11 Mar 2025 00:00:00 +0100 3436 full false Lars Hoffmann Pernille Brun Creating a Flourishing and Sustainable Business through Appreciative Inquiry, Courage and Foresight – with Julie Reiter from Clarke Creating a Flourishing and Sustainable Business through Appreciative Inquiry, Courage and Foresight – with Julie Reiter from Clarke In this episode, Julie Reiter, Vice President of Human Resources and Sustainable Development at The Clarke Group, Inc., joins us to share how she—through appreciative inquiry, a relentless focus on sustainability efforts and cross-functional collaboration—has helped transform Clarke into a forward-thinking, engaged, and flourishing organization.

Hear the story of how the CEO (Lyell Clarke) inspired a shift towards sustainable development and workforce engagement in the mosquito control pesticide products and services industry before anyone else was talking about higher purpose and building a business that does good in and for the world. And learn how Julie, from the perspective of HR and organizational development, expanded her role to support and sustain the change efforts in the organization so that they became lasting and ingrained into the structures and deeper culture of the organization.

Throughout Clarke's transformation journey, the Appreciative Inquiry methodology has informed and guided the change efforts. This method values systemic thinking, experimentation, and a focus on building strengths. The approach has not only informed but also shaped the capabilities of Clarke's leaders and employees, concretely leading to improved performance reviews (quarterly check-ins fostering richer relationships and meaningful dialogues), an ingrained focus on sustainability in the daily business, and a significant boost in engagement. Ultimately, it has shaped a positive, solutions-oriented, flourishing organizational culture.

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]]> In this episode, Julie Reiter, Vice President of Human Resources and Sustainable Development at The Clarke Group, Inc., joins us to share how she—through appreciative inquiry, a relentless focus on sustainability efforts and cross-functional collaboration—has helped transform Clarke into a forward-thinking, engaged, and flourishing organization.

Hear the story of how the CEO (Lyell Clarke) inspired a shift towards sustainable development and workforce engagement in the mosquito control pesticide products and services industry before anyone else was talking about higher purpose and building a business that does good in and for the world. And learn how Julie, from the perspective of HR and organizational development, expanded her role to support and sustain the change efforts in the organization so that they became lasting and ingrained into the structures and deeper culture of the organization.

Throughout Clarke's transformation journey, the Appreciative Inquiry methodology has informed and guided the change efforts. This method values systemic thinking, experimentation, and a focus on building strengths. The approach has not only informed but also shaped the capabilities of Clarke's leaders and employees, concretely leading to improved performance reviews (quarterly check-ins fostering richer relationships and meaningful dialogues), an ingrained focus on sustainability in the daily business, and a significant boost in engagement. Ultimately, it has shaped a positive, solutions-oriented, flourishing organizational culture.

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]]> getsession.com Buzzsprout-16539280 Mon, 03 Feb 2025 14:00:00 +0100 3277 full false Julie Reiter Pernille Brun Reflections on 2024 and HR Trends and Predictions for 2025: The Year of Belonging – with Eric Knauf Reflections on 2024 and HR Trends and Predictions for 2025: The Year of Belonging – with Eric Knauf In this episode, we take a deeper look at what happened in HR in 2024 and what trends and predictions we see for 2025. As we transition into 2025, Eric Knauf, head of Talent and Culture and founder of BelongHQ, gives us a forward-looking perspective on how crafting a connected workplace and embracing AI and hybrid work will be paramount for HR in 2025 and how these trends started in 2024.

The episode delves into the impact of technology on employee engagement and the disconnection that can arise in remote settings. Eric emphasizes the critical role HR plays in fostering psychological safety, inclusion, and support, which are essential for achieving a sense of belonging. The integration of AI-driven predictive analytics and change management emerges as a crucial tool in tailoring employee experiences and enhancing workforce strategies.

Reflecting on 2024, the episode highlights how organizations and HR departments that continue to embrace AI and technological advancements will be in the front seat when it comes to answering the call for HR leaders to prioritize belonging and diversity. Eric explains the thrilling possibilities that lie ahead, with AI acting as a strategic enabler for fostering connections, driving engagement, and supporting employee development.

The episode also touches on the broader implications of AI adoption in HR. Eric shares insights into how organizations can leverage AI to break down silos, foster cross-functional collaboration, and enhance agility. As AI becomes more integrated into workplace dynamics, the focus shifts to how technology can aid in creating a sense of belonging, even in hybrid work settings. The potential for AI-driven analytics to recommend tailored opportunities based on employee preferences is highlighted as a game-changer for enhancing employee experiences.

Looking ahead to 2025, the conversation anticipates a year where belonging and inclusion take center stage in workforce strategies. HR needs to embrace agility, prioritize ROI, and leverage data literacy to drive impactful decisions. As the landscape of work continues to evolve, the integration of AI and the emphasis on belonging and inclusion are poised to shape the future of HR and people culture.

In conclusion, this podcast episode provides a rich exploration of the transformative potential of AI in HR, with a strong emphasis on belonging and inclusion. As we look forward to new opportunities and growth in 2025, the conversation serves as a reminder of the importance of staying human and connected in an increasingly digital world.

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]]> In this episode, we take a deeper look at what happened in HR in 2024 and what trends and predictions we see for 2025. As we transition into 2025, Eric Knauf, head of Talent and Culture and founder of BelongHQ, gives us a forward-looking perspective on how crafting a connected workplace and embracing AI and hybrid work will be paramount for HR in 2025 and how these trends started in 2024.

The episode delves into the impact of technology on employee engagement and the disconnection that can arise in remote settings. Eric emphasizes the critical role HR plays in fostering psychological safety, inclusion, and support, which are essential for achieving a sense of belonging. The integration of AI-driven predictive analytics and change management emerges as a crucial tool in tailoring employee experiences and enhancing workforce strategies.

Reflecting on 2024, the episode highlights how organizations and HR departments that continue to embrace AI and technological advancements will be in the front seat when it comes to answering the call for HR leaders to prioritize belonging and diversity. Eric explains the thrilling possibilities that lie ahead, with AI acting as a strategic enabler for fostering connections, driving engagement, and supporting employee development.

The episode also touches on the broader implications of AI adoption in HR. Eric shares insights into how organizations can leverage AI to break down silos, foster cross-functional collaboration, and enhance agility. As AI becomes more integrated into workplace dynamics, the focus shifts to how technology can aid in creating a sense of belonging, even in hybrid work settings. The potential for AI-driven analytics to recommend tailored opportunities based on employee preferences is highlighted as a game-changer for enhancing employee experiences.

Looking ahead to 2025, the conversation anticipates a year where belonging and inclusion take center stage in workforce strategies. HR needs to embrace agility, prioritize ROI, and leverage data literacy to drive impactful decisions. As the landscape of work continues to evolve, the integration of AI and the emphasis on belonging and inclusion are poised to shape the future of HR and people culture.

In conclusion, this podcast episode provides a rich exploration of the transformative potential of AI in HR, with a strong emphasis on belonging and inclusion. As we look forward to new opportunities and growth in 2025, the conversation serves as a reminder of the importance of staying human and connected in an increasingly digital world.

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]]> getsession.com Buzzsprout-16388336 Mon, 06 Jan 2025 20:00:00 +0100 1728 full false Eric Knauf Pernille Brun Breaking the Mold: From HR to People & Culture through reimagining it all! With Camilla Miehs from Leman Breaking the Mold: From HR to People & Culture through reimagining it all! With Camilla Miehs from Leman What if traditional HR models are holding your organization back? Join me, Pernille Brun, as I sit down with Camilla Miehs, the Group Chief People Officer at Lehman, to unearth a transformative approach to HR. Camilla shares her groundbreaking shift from conventional HR practices to a dynamic "people and culture" philosophy that prioritizes meaningful engagement and cultural development. We unpack her evolution from standard metrics like 360 feedback to systems that enhance employee well-being and align with business goals. Discover how the transition from HR to "People and Culture" signifies more than just a rebranding—it's a revolutionary change in how we support and engage our teams.

Camilla challenges the status quo, questions outdated leadership hierarchies and the static pyramid model that many organizations still cling to. She explains the necessity of embracing diverse organizational approaches and the pitfalls of bureaucracy that hinder progress. Camilla calls out the misconception that some business practices are immutable natural laws and explores how breaking away from these norms can unlock organizational potential. Camilla's insights reveal the power of rethinking how we build and manage teams and organizations to foster more humane work places, which are also more sustainable and thus effective in the long run! Through eliminating unnecessary processes and implementing frameworks like OKRs and pulse surveys, Camilla has created a people-centric environment that champions autonomy and flexibility and added a "supermarket" of resources ready to be found and used - not by everyone - but by those who need them! 

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]]> What if traditional HR models are holding your organization back? Join me, Pernille Brun, as I sit down with Camilla Miehs, the Group Chief People Officer at Lehman, to unearth a transformative approach to HR. Camilla shares her groundbreaking shift from conventional HR practices to a dynamic "people and culture" philosophy that prioritizes meaningful engagement and cultural development. We unpack her evolution from standard metrics like 360 feedback to systems that enhance employee well-being and align with business goals. Discover how the transition from HR to "People and Culture" signifies more than just a rebranding—it's a revolutionary change in how we support and engage our teams.

Camilla challenges the status quo, questions outdated leadership hierarchies and the static pyramid model that many organizations still cling to. She explains the necessity of embracing diverse organizational approaches and the pitfalls of bureaucracy that hinder progress. Camilla calls out the misconception that some business practices are immutable natural laws and explores how breaking away from these norms can unlock organizational potential. Camilla's insights reveal the power of rethinking how we build and manage teams and organizations to foster more humane work places, which are also more sustainable and thus effective in the long run! Through eliminating unnecessary processes and implementing frameworks like OKRs and pulse surveys, Camilla has created a people-centric environment that champions autonomy and flexibility and added a "supermarket" of resources ready to be found and used - not by everyone - but by those who need them! 

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]]> getsession.com Buzzsprout-16192764 Tue, 03 Dec 2024 12:00:00 +0100 3440 1 5 full false Camilla Miehs Pernille Brun Standing Strong with the C-suite: Understanding the Business for Strategic Influence - with Jesper Diget from emagine Standing Strong with the C-suite: Understanding the Business for Strategic Influence - with Jesper Diget from emagine What happens when a finance expert reshapes how to navigate the HR role? Join us as Jesper Diget, Group Chief People Officer at emagine, shares his intriguing journey from finance to human resources. Jesper offers a unique perspective on how financial acumen can reshape HR practices. With a background in finance, Jesper has leveraged his analytical skills to enhance HR's role in strategic leadership, emphasizing the importance of understanding financial metrics and their impact on organizational communication.

Jesper's journey from finance to HR highlights the transformative potential of financial insights in human resources. His transition began with a focus on compensation and benefits, which gradually expanded into roles encompassing business partnering and executive management. Jesper's ability to interpret financial metrics has enabled HR to communicate more effectively with business stakeholders, ensuring alignment between organizational values and business goals. This episode emphasizes the importance of HR having a seat at the executive table, where it can drive culture and people strategies in tandem with overarching business goals.

As HR evolves within the C-suite, Jesper shares insights on how HR professionals can assert themselves as equal contributors in business leadership. The episode delves into the dynamics of executive meetings, illustrating how HR is no longer just a support function but a key driver of business strategies. By fostering a collaborative environment and voicing informed opinions, HR can play a crucial role in driving business strategies alongside other executives. Jesper encourages HR professionals to embrace courage, engage in broader discussions, and take ownership of the organization's success.

Towards the end of this episode, Jesper takes a look at the future and shares his vision for adapting HR practices to meet the changing needs of a dynamic workforce. From navigating frequent job transitions to addressing the desires of value-driven employees who prioritize environmental and social impacts, this episode explores the importance of strategic feedback mechanisms like engagement surveys  emphasizing the importance of agile development initiatives. 

In summary, this podcast episode offers a comprehensive exploration of how financial insights can transform HR practices. Jesper's insights provide valuable guidance for HR professionals seeking to elevate their role within the organization and deliver strategic HR by aligning HR initiatives with business objectives. When HR professionals see themselves as integral parts of the business (not as separate entities), understand the business context, ask questions, and collaborate across departments, they can create true value for the organization. 

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]]> What happens when a finance expert reshapes how to navigate the HR role? Join us as Jesper Diget, Group Chief People Officer at emagine, shares his intriguing journey from finance to human resources. Jesper offers a unique perspective on how financial acumen can reshape HR practices. With a background in finance, Jesper has leveraged his analytical skills to enhance HR's role in strategic leadership, emphasizing the importance of understanding financial metrics and their impact on organizational communication.

Jesper's journey from finance to HR highlights the transformative potential of financial insights in human resources. His transition began with a focus on compensation and benefits, which gradually expanded into roles encompassing business partnering and executive management. Jesper's ability to interpret financial metrics has enabled HR to communicate more effectively with business stakeholders, ensuring alignment between organizational values and business goals. This episode emphasizes the importance of HR having a seat at the executive table, where it can drive culture and people strategies in tandem with overarching business goals.

As HR evolves within the C-suite, Jesper shares insights on how HR professionals can assert themselves as equal contributors in business leadership. The episode delves into the dynamics of executive meetings, illustrating how HR is no longer just a support function but a key driver of business strategies. By fostering a collaborative environment and voicing informed opinions, HR can play a crucial role in driving business strategies alongside other executives. Jesper encourages HR professionals to embrace courage, engage in broader discussions, and take ownership of the organization's success.

Towards the end of this episode, Jesper takes a look at the future and shares his vision for adapting HR practices to meet the changing needs of a dynamic workforce. From navigating frequent job transitions to addressing the desires of value-driven employees who prioritize environmental and social impacts, this episode explores the importance of strategic feedback mechanisms like engagement surveys  emphasizing the importance of agile development initiatives. 

In summary, this podcast episode offers a comprehensive exploration of how financial insights can transform HR practices. Jesper's insights provide valuable guidance for HR professionals seeking to elevate their role within the organization and deliver strategic HR by aligning HR initiatives with business objectives. When HR professionals see themselves as integral parts of the business (not as separate entities), understand the business context, ask questions, and collaborate across departments, they can create true value for the organization. 

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]]> getsession.com Buzzsprout-16043815 Mon, 04 Nov 2024 11:00:00 +0100 2243 1 4 full false Jesper Diget Pernille Brun Embracing ESG, the Rise of Zebra Companies, and Animals as Symbols of Corporate Values – with Ditte Buch Andersen from Neurons Embracing ESG, the Rise of Zebra Companies, and Animals as Symbols of Corporate Values – with Ditte Buch Andersen from Neurons In this episode, Ditte Buch Andersen offers valuable insights into the process of identifying the right company values and how linking those values to specific animals can make them stronger and more memorable. In the case of the company Neurons, the elephant, gazelle, and zebra represent integrity, growth, and responsibility, respectively, sparking a wider conversation around the values and enabling them to be translated into meaningful actions.

As ESG requirements shape the business landscape, companies face growing expectations to align their operations with societal contributions. Ditte and Neurons view this as an exciting opportunity, challenging the perception of ESG reporting and responsibilities as hard and meaningless. 'Zebra companies' present compelling alternatives to traditional 'unicorns,' attracting talent seeking meaningful impact.

Speaking of attracting the right talent, Ditte also discusses the recruitment process. She emphasizes the delicate balance between finding individuals who fit into the current culture and those who can bring fresh perspectives—much like navigating the intricacies of dating!

There's never a dull moment in this enlightening episode - so tune in, listen, and learn

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]]> In this episode, Ditte Buch Andersen offers valuable insights into the process of identifying the right company values and how linking those values to specific animals can make them stronger and more memorable. In the case of the company Neurons, the elephant, gazelle, and zebra represent integrity, growth, and responsibility, respectively, sparking a wider conversation around the values and enabling them to be translated into meaningful actions.

As ESG requirements shape the business landscape, companies face growing expectations to align their operations with societal contributions. Ditte and Neurons view this as an exciting opportunity, challenging the perception of ESG reporting and responsibilities as hard and meaningless. 'Zebra companies' present compelling alternatives to traditional 'unicorns,' attracting talent seeking meaningful impact.

Speaking of attracting the right talent, Ditte also discusses the recruitment process. She emphasizes the delicate balance between finding individuals who fit into the current culture and those who can bring fresh perspectives—much like navigating the intricacies of dating!

There's never a dull moment in this enlightening episode - so tune in, listen, and learn

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]]> getsession.com Buzzsprout-15922322 Mon, 14 Oct 2024 14:00:00 +0200 1276 full false Ditte Buch Andersen Pernille Brun Nurturing a Strong Organizational Culture Amidst Rapid Growth – with Michael Frantl from Novo Nordisk Nurturing a Strong Organizational Culture Amidst Rapid Growth – with Michael Frantl from Novo Nordisk Unlock the secrets to fostering a strong organizational culture with our special guest, Michael Frantl, Global Culture, Engagement & Performance Solutions Lead at Novo Nordisk. Michael shares his expertise on maintaining a strong cultural identity amidst rapid company growth and leveraging hybrid and flexible work conditions to enhance employee engagement. Discover the innovative strategies he and his colleagues employ to ensure every employee feels a sense of belonging and alignment with Novo Nordisk's values.

Explore the critical role of employee engagement with an in-depth look at engagement surveys, their execution, and their impact. Michael breaks down his experience with how these surveys can measure employee sentiment and drive meaningful actions, along with the importance of equipping managers to act on the data collected. With insights into both annual and continuous feedback mechanisms, Michael enlightens us on how to keep engagement efforts dynamic and impactful, ensuring a motivated workforce.

Through discussions on performance, identity, and personal fulfillment, Michael also shares his experience of aligning personal values with company goals. 

Finally, in this episode you will gain practical advice for navigating different work environments, from startups to large corporations, and hear about the camaraderie-building Danish DHL rally that epitomizes team spirit. Don't miss this episode packed with actionable insights for anyone passionate about organizational behavior and culture.

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]]> Unlock the secrets to fostering a strong organizational culture with our special guest, Michael Frantl, Global Culture, Engagement & Performance Solutions Lead at Novo Nordisk. Michael shares his expertise on maintaining a strong cultural identity amidst rapid company growth and leveraging hybrid and flexible work conditions to enhance employee engagement. Discover the innovative strategies he and his colleagues employ to ensure every employee feels a sense of belonging and alignment with Novo Nordisk's values.

Explore the critical role of employee engagement with an in-depth look at engagement surveys, their execution, and their impact. Michael breaks down his experience with how these surveys can measure employee sentiment and drive meaningful actions, along with the importance of equipping managers to act on the data collected. With insights into both annual and continuous feedback mechanisms, Michael enlightens us on how to keep engagement efforts dynamic and impactful, ensuring a motivated workforce.

Through discussions on performance, identity, and personal fulfillment, Michael also shares his experience of aligning personal values with company goals. 

Finally, in this episode you will gain practical advice for navigating different work environments, from startups to large corporations, and hear about the camaraderie-building Danish DHL rally that epitomizes team spirit. Don't miss this episode packed with actionable insights for anyone passionate about organizational behavior and culture.

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]]> getsession.com Buzzsprout-15862044 Thu, 03 Oct 2024 14:00:00 +0200 2486 1 2 full false Michael Frantl Pernille Brun Harnessing Diversity: Strategies for Inclusive Leadership and Employee Engagement with Stine Pi Halmind Harnessing Diversity: Strategies for Inclusive Leadership and Employee Engagement with Stine Pi Halmind How can a company effectively harness diversity to drive success? Join us as we dig deep with Stine Pi Halmind, the People Engagement Manager at Nordic Solar, to uncover strategies for fostering an inclusive and engaging workplace. Stine shares her unique insights into her multifaceted role, from spearheading Learning and Development initiatives to crafting a robust employee value proposition. Discover how Nordic Solar turns diversity into a strategic advantage, embedding inclusivity into daily operations and manager training, and the critical role of language inclusivity and cultural awareness in building a cohesive, engaged workforce.

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]]> How can a company effectively harness diversity to drive success? Join us as we dig deep with Stine Pi Halmind, the People Engagement Manager at Nordic Solar, to uncover strategies for fostering an inclusive and engaging workplace. Stine shares her unique insights into her multifaceted role, from spearheading Learning and Development initiatives to crafting a robust employee value proposition. Discover how Nordic Solar turns diversity into a strategic advantage, embedding inclusivity into daily operations and manager training, and the critical role of language inclusivity and cultural awareness in building a cohesive, engaged workforce.

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]]> getsession.com Buzzsprout-15680509 Mon, 02 Sep 2024 13:00:00 +0200 1983 full false Stine Pi Halmind Pernille Brun