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

In this podcast episode, Dr. Jonathan H. Westover talks with Inez Robinson-Odom about their book, The Silent Rebellion: Becoming a Modern Leader. Inez Robinson-Odom (https://www.linkedin.com/in/inez-odom-52b94413) works in media, education, executive coaching and social justice. She is vice president of professional development for TEAM LEWIS, and is based in San Diego, California.

The role of the manager has become increasingly complex due to forces such as globalization, technology disruption, and changing worker expectations, requiring proficiency across strategic planning, leading others, communicating, developing talent, and other diverse hard and soft skills to navigate today's volatile business environment successfully. While leading organizations recognize high-quality managers as a strategic asset, attracting and developing top management talent presents ongoing challenges, as younger professionals are less interested in management careers due to workload demands, a skills gap exists between required competencies and what new or promoted managers possess, and traditional training methods often provide inadequate preparation, resulting in few managers being truly ready for senior roles. To address these issues, experts recommend a strategic, multifaceted approach including updating manager job profiles and career paths, establishing formal mentoring and coaching, deploying strategic stretch assignments, implementing blended leadership training programs, and utilizing 360-degree performance evaluations to gain competitive advantages in hiring, retention, and leadership development.

In this HCI Webinar, Dr. Jonathan H. Westover talks with Jennifer Nash about her book, Be Human, Lead Human, How to Connect People and Performance. Jennifer Nash, PhD, MBA, PCC (https://www.linkedin.com/in/drjennifernash/) is an executive advisor, leadership expert, and consultant to Fortune 50 organizations such as Google, Ford, Exxon Mobil, JP Morgan, IBM, Boeing, and Verizon. She is Founder & CEO of Jennifer Nash Coaching & Consulting, helping successful leaders connect people and performance to deliver exceptional results. Jennifer’s 25-year résumé includes serving in executive and leadership roles at Deloitte Consulting and Ford Motor Company and as adjunct professor at the University of Michigan. She contributes to Harvard Business Review, has presented her research at Columbia University, and is a Harvard/McLean Institute of Coaching Fellow. She is the author of the bestselling Be Human, Lead Human, How to Connect People and Performance, a leadership book designed to elevate leadership skills and enhance individual and organizational effectiveness.

In this podcast episode, Dr. Jonathan H. Westover talks with Inez Robinson-Odom about their book, The Silent Rebellion: Becoming a Modern Leader. Inez Robinson-Odom (https://www.linkedin.com/in/inez-odom-52b94413) (https://www.google.com/url?q=https://calendly.com/url?q%3Dhttps%253A%252F%252Fwww.linkedin.com%252Fin%252Finez-odom-52b94413&sa=D&source=calendar&usd=2&usg=AOvVaw1it8s-z4vMsAg8J-sivhPT) works in media, education, executive coaching and social justice. She is vice president of professional development for TEAM LEWIS, and is based in San Diego, California.  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 Sarah Adler about supporting mental health in the modern workplace. Dr. Sarah Adler is CEO/Founder of Wave Life, a mental health platform that pairs affordable and quality coaching with engaging and immersive skill-building for Gen Z. She is a licensed clinical psychologist and former hedge fund analyst obsessed with improving access to high-quality mental healthcare. Dr. Adler is a Clinical Associate Professor of Psychiatry at Stanford University. She sits on the advisory board of Redesign Health, and the Board of Directors of Empathic, using AI to improve empathic communication at scale. Previously, Sarah was CCO at a national behavioral health start-up, and Founding partner of Peninsula Behavioral Health a group practice providing evidence based-care to the San Francisco Bay Area.

Abstract: This article examines strategies for cultivating a culture of continuous innovation within organizations. As disruption accelerates, businesses must develop capabilities for ongoing learning and experimentation to thrive. Drawing from two decades of consulting and academic research, the article considers key factors that distinguish highly innovative cultures. These include visible leadership commitment to innovation through clear communication and risk-taking behaviors. An environment conducive to continuous learning through opportunities for skill development, collaboration, and small failures/wins is also examined. In addition, the brief explores how activities such as recognition and rewards for innovative behaviors, collaborative experimentation across silos, and cross-pollination of diverse perspectives can spur creative insights. Industry examples from companies such as Netflix, Amazon, Google, 3M, Pixar, LinkedIn, and Best Buy provide illustrations of effective practices. The article concludes by outlining approaches leaders can take to assess strengths and opportunities within their organizations to foster a mindset where breakthrough ideas routinely emerge and scale.

Abstract: This practitioner-oriented brief explores why offsite meetings and retreats are an effective tool for driving organizational progress and shares best practices for maximizing their impact. Through an examination of relevant academic literature, the brief establishes that offsites create an environment sheltered from everyday workplace distractions that allows for deeper focus and stimulates novel perspectives. Research also shows offsites foster increased psychological safety and collaboration through extended engagement away from normal hierarchies. Drawing from over 15 years of management consulting experience, practical recommendations are then provided regarding objective-setting, venue selection, agenda crafting, facilitation, and follow-up. Real-world case examples from a global technology firm and aerospace supplier demonstrate successful application. The conclusion maintains that well-planned offsites, as informed by the research and best practices covered, have unmatched potential to accelerate strategic planning, problem-solving, team alignment, and organizational change versus standard meetings.

Abstract: This article explores strategies for achieving optimal outcomes through workplace well-being programs. It discusses defining success across multiple impact dimensions including participation, behavior change, health outcomes, and organizational costs. A research-backed framework is provided for tailoring program design based on unique organizational culture factors such as industry, size, values, and generational mix. Behavioral science principles are also outlined for strengthening employee engagement through tactics like social support, gradual goal-setting, feedback mechanisms, and offerings that provide pleasure and autonomy. Real-world case examples from diverse industry settings demonstrate effective application. The brief concludes with recommendations for ongoing program stewardship including evaluation, leadership buy-in, community building, communications, and continuous improvement efforts. The goal is to help practitioners maximize returns from their wellness investments.