CEO Spotlight
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Background + Experience Your career spans over 13 years as an analyst and researcher in HR and talent technology. How has your journey shaped your understanding of what constitutes a winning culture in organizations? I will have to admit that I had the ad- vantage early on of working in compa- nies with both incredible and terrible cultures. Those experiences provided a set of guardrails that helped me to know where to go, what to do, and how to treat people from my earliest career experiences. Since stepping into the analyst/re- searcher role, I have the opportunity to use actual data and research to help elaborate on what creates an incredible, supportive, and winning culture. For instance, our data on more than 5,000 workers over the past few years shows that when a company (and an em- ployee’s direct leader) make them feel accepted, respected, and appreciated, that person is more likely to stay in their job, feel like the company is transparent and honest with them, and tell others about the incredible employer they work for.
group of people.” I choose the second one because it filters through how I treat my team and the culture we cre- ate together. Technological Influence: Your book “Artificial Intelligence for HR” discusses making work more human with AI. How do you see AI contributing to
Those things make sense logically, but when you can show up to an executive meeting with actual data to back that up, it’s a lot more powerful for getting buy-in and support for your ideas and initiatives as an HR leader. HR Leadership As the Chief Research Officer at Light- house Research & Advisory, what are the key elements you believe are essential in leading a winning culture within an organization? I realized early in my career just how hard it is to lead a team and do it well. I love theresearch work that I get to do, but the part where I’m leading others is probably the most difficult part of my job. Interestingly enough, it can also be the most rewarding. I love encouraging others, casting a big vision for the future and how we are impacting those around us, and aligning work tasks to the strengths of the team around me. Bottom line: as a leader I can either say “I have to work with others to get my job done” or I can say “it’s a blessing to be able to work with such an incredible
building and sustaining a winning culture in the workplace? AI has the potential to radically improve how we support and serve our workforce, but stories abound in the
news about rogue chatbots, inhuman automation experiences, and other negative pieces. When we as HR leaders educate our- selves on how AI works and what it can do, then we can use it to actually see and understand each of our people at a deeper level. Our team just finished putting together a two-hour digital training class on AI Applications in HR to help HR leaders, and HRCI actually
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