Featuring scholarly and practitioner insights from HR and people leaders, industry experts, and researchers.

In this podcast episode, Dr. Jonathan H. Westover talks with Lisa DeAngelis about her book, Embracing the Unknown: Exploring the Pathways to Change. Lisa DeAngelis (https://www.linkedin.com/in/lisa-deangelis1/ (https://www.google.com/url?q=https://www.linkedin.com/in/lisa-deangelis1/&sa=D&source=calendar&usd=2&usg=AOvVaw1HLY-Sb5Dfqye_1hkmjADe) ) is a holistic change practitioner, author, teacher, and speaker. She is passionate about building meaningful relationships and helping others live authentically. Her debut book, Embracing the Unknown: Exploring the Pathways to Change offers research, wisdom, and aspirational stories that will empower and support others in learning to navigate change in their own lives. Lisa’s own unfolding journey has established her commitment to living with intention and purpose and helping others walk through the meaningful intersections of their lives. An avid traveler, singer and lover of the arts, Lisa lives and works in New York City.   Check out all of the podcasts in the HCI Podcast Network (https://www.podbean.com/podcast-network/HCI) !

In this HCI Webinar, Dr. Jonathan H. Westover talks with Lisa DeAngelis about her book, Embracing the Unknown: Exploring the Pathways to Change. Lisa DeAngelis (https://www.linkedin.com/in/lisa-deangelis1/ ) is a holistic change practitioner, author, teacher, and speaker. She is passionate about building meaningful relationships and helping others live authentically. Her debut book, Embracing the Unknown: Exploring the Pathways to Change offers research, wisdom, and aspirational stories that will empower and support others in learning to navigate change in their own lives. Lisa’s own unfolding journey has established her commitment to living with intention and purpose and helping others walk through the meaningful intersections of their lives. An avid traveler, singer and lover of the arts, Lisa lives and works in New York City.

The evolving nature of work in the 21st century has brought about significant changes in the relationship between employers and employees, with globalization, technological advancements, and economic uncertainties disrupting traditional career paths and placing new demands on organizations and their workforce. Lacking adequate job flexibility or security can have detrimental effects on employee well-being, leading to higher rates of depression, anxiety, stress, and burnout, as well as physical and social strains that spill over into non-work domains. However, research has demonstrated that by adopting flexible work policies, such as flexitime, compressed workweeks, remote work, and paid leave, and ensuring job and financial security through measures like living wages, retirement plans, and just-cause termination policies, organizations can foster greater employee well-being and engagement, which in turn benefits business performance and the ability to attract and retain top talent. Underpinning these efforts is the crucial role of a culture of trust between managers and workers, characterized by open communication, collaborative problem-solving, and fair, individualized consideration of employee needs and contributions. By championing these research-backed strategies at the leadership level, organizations can create a work environment that supports the evolving demands and whole-person well-being of the modern workforce.

Abstract: The modern workplace is becoming increasingly global and complex, requiring effective collaboration across geographical and cultural boundaries. However, global teams face unique challenges that local teams do not, such as communication barriers, cultural differences, and building trust remotely. This paper provides a practical guide for working successfully on global teams. It discusses best practices for cross-cultural communication, navigating cultural differences, developing virtual trust, and leading global teams effectively. The article emphasizes that by understanding and applying these principles, professionals can optimize their performance and experience when collaborating on international projects. Ultimately, the ability to work productively across cultures and distances is increasingly imperative for careers and organizations in today's interdependent world. With the appropriate frameworks and strategies, global teams can surmount the challenges of cross-border collaboration and capitalize on expanding global opportunities.

This video examines research-backed signs of incompetent leadership in organizations. It outlines key issues such as lack of vision and strategy, poor communication, deficient management skills, prioritizing self-interest over the group, weak interpersonal abilities, and a lack of openness to learning and growth. Examples are provided to illustrate these leadership shortcomings, which can undermine employee morale, productivity, and organizational culture. The video argues that early recognition of these warning signs allows for addressing problems constructively before serious damage occurs. Developing competent leadership through self-reflection, feedback, coaching, and ongoing development is vital for organizations to achieve their goals and maintain a healthy, high-performing work environment. By understanding these common signs of poor leadership, practitioners can work to cultivate stronger leadership that serves the broader mission and stakeholders.

Abstract: The COVID-19 pandemic prompted many organizations to shift to remote work, leading to gains in employee well-being, productivity, and flexibility. However, as vaccination rates increased and infection rates declined, some companies have implemented partial or full return-to-office (RTO) mandates, which have been met with resistance from employees and may negatively impact job satisfaction. This article explores research on the relationship between the work environment and employee attitudes, highlighting how flexibility and autonomy during remote work contributed to increased job satisfaction. It examines case studies from the technology, accounting, and education industries, demonstrating how RTO mandates have undermined these recent gains, potentially threatening innovation, morale, and retention. The article suggests that a balanced approach, treating remote and in-person work as flexible options based on role and employee preference, can help organizations maintain or improve upon job satisfaction while addressing operational needs.

Abstract: This article examines the profound impact that small, everyday interactions can have on workplace relationships and organizational culture. Research demonstrates that seemingly minor behaviors like communicating with a positive tone, actively listening, providing recognition and praise, following through on commitments, admitting mistakes, celebrating personal milestones, and acknowledging diverse identities can significantly boost employee engagement, satisfaction, and productivity. While high-level leadership strategies and organizational policies shape the broader work experience, it is these subtle day-to-day acts of thoughtfulness, reliability, and care that truly define relationships between colleagues. The article provides recommendations for how leaders can model and encourage such relationship-building practices to create more inclusive, cohesive, and successful workplaces.

Abstract: In today's constantly changing business environment, the ability to learn and adapt is crucial for organizational success and survival. Yet many companies struggle to become true "learning organizations" that embrace continuous improvement and innovation. This paper explores the common barriers that prevent organizations from learning, such as short-term thinking, failure aversion, silo mentalities, single-loop learning, and lack of reflection time. The paper then proposes specific leadership actions to overcome these barriers, including articulating a compelling long-term vision, building psychological safety, breaking down silos, stimulating double-loop learning, and embedding reflection routines. An in-depth case study of Google's learning-oriented culture provides a practical example of how these strategies can be successfully implemented. The paper concludes that leaders who work to dismantle barriers and institutionalize learning practices will empower their organizations to adapt and thrive in an unpredictable future.