abrupt future. navigating the digital, distributed & disruptive workplace

Sebastian Krakowski is an Assistant Professor at the Stockholm School of Economics (House of Innovation) and a Digital Fellow at the Stanford Digital Economy Lab.In this enlightening discussion between Benoit Hardy-Vallee and Sebastian Krakowski, the conversation delves into the role of AI in addressing information overload and flawed reasoning. Krakowski shares insights from his research on how AI thrives in data-rich environments with repetitive tasks. Furthermore, the dialogue considers the ethical implications of AI. Krakowski emphasizes that no AI or data is truly unbiased, and calls for a careful evaluation of goal setting, an often overlooked yet vital aspect of deploying AI systems. He advocates for explicit discussions within organizations to determine the optimal application of AI, taking into account different goals and values.https://www.hhs.se/en/persons/k/krakowski-sebastian/https://www.linkedin.com/in/sebastiankrakowski/  More content at abruptfuture.com Connect with Benoit on LinkedIn Follow our page on LinkedIn here

In our latest episode, we had a fascinating conversation with JR Keller, an Associate Professor of Human Resource Studies at Cornell University's School of Industrial & Labor Relations (ILR). Our chat revolved around the importance of having the right people in the right positions at the right time within organizations.Traditionally, companies have relied on their internal labor markets to fill positions, but lately, there has been a shift towards recruiting external talent. However, with the pandemic, organizations have come to realize that they must provide their current employees with opportunities for growth and advancement to keep them satisfied.To identify the employees best suited for key strategic positions that require specialized skills, organizations must cultivate and nurture their existing workforce. There are two primary approaches to facilitating internal movement: the slotting process and the posting process. Both processes promote a competitive environment where employees can negotiate and promote a free flow of talent.Managers who actively listen to their employees' concerns and foster internal mobility are more likely to attract and retain top-notch staff. Our conversation with JR Keller shed light on how companies can successfully manage their internal talent and secure their position in the competitive job market.JR WebsitePage at Cornell More content at abruptfuture.com Connect with Benoit on LinkedIn Follow our page on LinkedIn here

In this episode of Abrupt Future, Benoit interviews Dr. Hayden J. R. Woodley, an Assistant Professor of Organizational Behaviour at Western University's Ivey Business School. Dr. Woodley highlights the importance of understanding the distinction between a group and a team in the workplace and advocates for independent brainstorming before collaboration. He explores the challenges of maintaining team confidence and shares insights on how leaders can conserve this valuable resource. Benoit and Dr. Woodley discuss the impact of leadership styles on team cohesion and performance, emphasizing the interconnectedness of human resource management and organizational behavior. The episode concludes with a call to action for individuals to contribute to contextual performance and help colleagues improve for the benefit of the organization.Hayden's page at Western UniversityHayden's LinkedIn page More content at abruptfuture.com Connect with Benoit on LinkedIn Follow our page on LinkedIn here

Join us on this episode as we dive into the complex world of algorithmic fairness in HR with Manish Raghavan, Assistant Professor of Information Technology at the MIT Sloan School of Management. Discover the challenges and opportunities of using algorithms to make decisions about people, and learn about the importance of preventing algorithms from replicating discriminatory and unfair human decision-making. Get insights into the distinction between procedural fairness and outcome fairness, and understand why the deployment environment of a machine learning model is just as crucial as the technology itself. Gain a deeper understanding of the scoring mechanism behind algorithmic tools, and the potential dangers and consequences of their use. Learn how common signals in assessments can result in similar assessments across organizations and what it takes to achieve fairness in algorithmic decision-making in HR.Manish page at MITFollow Manish on LinkedIn More content at abruptfuture.com Connect with Benoit on LinkedIn Follow our page on LinkedIn here

Alex Tamkin, a PhD student at Stanford University  and generative AI specialist, discusses the new era of pre-trained foundation models in AI. Unlike traditional machine learning models trained for specific tasks, these models such as ChatGPT are exposed to a wider range of knowledge from text, images, antibodies, or DNA sequences. This allows for higher interactivity and the ability to generate outputs, not just single judgments. learn more about Alex's research: https://www.alextamkin.com/  More content at abruptfuture.com Connect with Benoit on LinkedIn Follow our page on LinkedIn here

Professor Ann Majchrzak of the USC Marshall School of Business stresses the importance of innovation in addressing difficult societal challenges and the role of diverse perspectives in finding new solutions. She emphasizes the need for a radical rethinking of innovation and the inclusion of multiple viewpoints to solve complex problems. Majchrzak points out the value of building on the knowledge of others and considering trade-offs to find breakthrough solutions. She also emphasizes the importance of focus, diversity, and open-mindedness in fostering creativity and the use of a time constraint. Majchrzak believes that a culture of creativity and diversity is crucial for driving innovation and finding new solutions to important problems.Pr. Majchrzak page:   https://www.marshall.usc.edu/personnel/ann-majchrzak  More content at abruptfuture.com Connect with Benoit on LinkedIn Follow our page on LinkedIn here

Sarah Linkletter is COO at EPSI, a firm it specializes in human resources, talent assessment and consulting services, and a Ph.D student at the University Of Ottawa where she also teaches organizational leadership and assessment. Assessment is a broad term that refers to the evaluation of individuals or groups based on certain criteria. Intelligence, personality, and emotional intelligence are among the most commonly evaluated areas. Intelligence assessments, also known as cognitive ability tests, measure mental abilities such as perception, learning, memory, reasoning, and judgment. Emotional intelligence tests focus on an individual's ability to recognize and understand their own emotions and the emotions of others, and to use that awareness to manage their behavior and relationships effectively. Personality assessments aim to measure an individual's characteristics, including their interests, values, and preferences, to predict how they will behave in various situations. Assessments can be used for various purposes, including in recruitment and selection, to identify areas for development, and to evaluate the effectiveness of training and development programs.follow Sarah here: Sarah Linkletter | LinkedIn More content at abruptfuture.com Connect with Benoit on LinkedIn Follow our page on LinkedIn here

In this episode of Abrupt Future, Professor David Collings discusses the impact of the COVID-19 pandemic on talent management and the role of human resources (HR) in organizations. Pr/ Collings suggests that the pandemic has presented an opportunity for HR to elevate its status within organizations, as it was central to addressing the human crisis caused by COVID-19. Collings' research found that effective HR leadership during the pandemic was characterized by a clear set of values informing decision-making, a willingness to reevaluate decisions, and effective communication. HR also played a key role in navigating the shift to remote work and addressing the mental health needs of employees during the pandemic. Looking to the future, Collings predicts that HR will need to continue to adapt to changing circumstances and prioritize diversity, equity, and inclusion. He also highlights the importance of HR in managing the integration of emerging technologies, such as artificial intelligence and automation, into the workplace.Pr. Collings pages: https://business.dcu.ie/staff/professor-david-collings/https://www.linkedin.com/in/david-collings-33688820/  More content at abruptfuture.com Connect with Benoit on LinkedIn Follow our page on LinkedIn here

A conversation with Matthew Kopko,  Vice President of Public policy at DailyPay What is On-Demand Pay ? What problems is it solving? Will that  make the bi-weekly payroll cycle a relic of the past? What is the impact of on-demand pay for workers? For employers? Any other stakeholders? Did the pandemic changed attitude toward pay or payroll? What have you seen evolving differently in the last 2 years? What do you see as the future of payroll practices or technology?Matthew Kopko: https://www.linkedin.com/in/mattkopko/ DailyPay: https://www.dailypay.com/--- Send in a voice message: https://anchor.fm/abruptfuture/message More content at abruptfuture.com Connect with Benoit on LinkedIn Follow our page on LinkedIn here

Stephen de Groot is President & Co-Founder of Brivia and a leadership expert.  The Great Resignation -  challenges and opportunities The biggest killers of morale and the burnout epidemics Getting better at tackling change  Advice for people who start a leadership role and for remote leadershipBrivia consulting: https://briviaconsulting.com/Stephen de Groot https://www.linkedin.com/in/stephen-de-groot-b3577852/--- Send in a voice message: https://anchor.fm/abruptfuture/message More content at abruptfuture.com Connect with Benoit on LinkedIn Follow our page on LinkedIn here

A conversation with Priya Radia, D&I Management Consultant at IncludedHow was Included created?What is “Inclusion 3.0”Do we still need to convince leaders that inclusion and diversity are worth achieving, or are we past the “business case for D&I”? How do clients start to improve the diversity of the workforce and the inclusiveness of their culture. Are there specific levers, “low-hanging fruits” that leaders can look for?How do you measure the diversity and inclusiveness of the workforce?Is D&I changing with the rise of remote and hybrid work? If yes, how? How do you see D&I practices evolving?https://www.linkedin.com/in/priyaradia/https://www.included.com/--- Send in a voice message: https://anchor.fm/abruptfuture/message More content at abruptfuture.com Connect with Benoit on LinkedIn Follow our page on LinkedIn here

In this episode, Benoit Hardy-Vallee talks with Emma Leonis, Executive Director of HR Transformation at LACE Partners. She leads LACE’s thought leadership into the future of HR service delivery and operating models, with recent reports including ‘The Future of HR Shared Services: Becoming People Experience and Solutions Experts’ and ‘HR on the Offensive’.Topics:  The evolution of HR shared service centers - new roles, new skills HRBP vs Shared Services How to transform Shared Services Onboarding as a use case of coordinating all stakeholders around employee experience Links:  LACE partners site Emma on LinkedIn The report: The Future of HR Shared Services: Becoming People Experience and Solutions Experts--- Send in a voice message: https://anchor.fm/abruptfuture/message More content at abruptfuture.com Connect with Benoit on LinkedIn Follow our page on LinkedIn here

In this episode, Benoit Hardy-Vallee talks to Liz Kislik. She is a management consultant, executive coach, author, and an expert in leadership, management, culture and so much more. Approaching conflict meaningfully and dealing with conflict avoidance. The dynamic of conflict and conflict resolution in a remote environment. Advice on returning to the office. Compassion and surveillance.“The fact that a team has no public disagreement does not mean that they are in good shape and happy and everything is perfect. It’s much more likely to mean that good ideas are being withheld and that there is some discomfort ranging from anxiety to full-on resentment present in the team that’s not being expressed as the leader.” - Liz Kislik--- Send in a voice message: https://anchor.fm/abruptfuture/message More content at abruptfuture.com Connect with Benoit on LinkedIn Follow our page on LinkedIn here

***We are very proud to announce that Abrupt Future was ranked no. 9 on that list of "Top Workforce Management Podcasts You Must Follow in 2021" by Feedspot***In this episode, Benoit Hardy-Vallee talks with Nalin Rajaure, Director at OrgVantage. What is an HR operating model The evolution of HR operating models and  org design How enterprise should rethink their structure when they digitize their business model.  The Zero-based approach to operating model Agility in designing models The impact of remote/hybrid work on operating models How to help employees adapt to the ways of working--- Send in a voice message: https://anchor.fm/abruptfuture/message More content at abruptfuture.com Connect with Benoit on LinkedIn Follow our page on LinkedIn here

***We are very proud to announce that Abrupt Future was ranked no. 9 on that list of "Top Workforce Management Podcasts You Must Follow in 2021" by Feedspot***In this episode, Benoit Hardy-Vallee talks to Iwo Szapar – Remote work Advocate and CEO at Remote-how.Topics covered- The story of Remote-How- How  Remote-How helped its client during the pandemic- What Iwo learned by surveying Remote Managers- What is a "head of remote" and why companies need it- What is the "next new normal"--- Send in a voice message: https://anchor.fm/abruptfuture/message More content at abruptfuture.com Connect with Benoit on LinkedIn Follow our page on LinkedIn here

In this episode, Benoit Hardy-Vallee talks to Ira S Wolfe - President at Poised for the Future Company, Founder of Success Performance Solutions, and a popular presenter at SHRM and business conferences. He has authored 6 books, including the latest “Recruiting in the age of googlisation.” - see https://www.irawolfe.com/recruiting-googlization/AQ Webinar: https://irawolfe.webinarninja.com/live-webinars/741915/registerRecruiting in the Age of Googlization Book: https://www.successperformancesolutions.com/recruiting-googlization-book-sales-page/Recruitment Marketing webinar: https://irawolfe.webinarninja.com/automated-webinars/15646/registerGooglization Nation: https://googlizationnation.com--- Send in a voice message: https://anchor.fm/abruptfuture/message More content at abruptfuture.com Connect with Benoit on LinkedIn Follow our page on LinkedIn here

On military leadership, resilience and thinking, an interview with Richard Lawrence, 04/12,2021While serving in the military, Richard was posted in Northern Island, Iran, and Afghanistan. Post leaving the Army, he sought ways to bring his experience and knowledge to the business. He married his military experience and business knowledge into one and launched CounterStrike. The company is responsible for handling all aspects of corporate problem-solving, planning, and resilience training. what  business can learn from the military the biggest misconception about the military how can military techniques help improve resilience How to apply Wargaming in the workplace What leaders can do to help their staff be more resilientResources Mentioned:https://www.counterstrikeuk.com/ https://www.amazon.co.uk/Awakening-Warrior-Richard-Charles-Lawrence/dp/1984179527/--- Send in a voice message: https://anchor.fm/abruptfuture/message More content at abruptfuture.com Connect with Benoit on LinkedIn Follow our page on LinkedIn here

James Kelley is the CEO & Co-Founder of qChange, a real-time end-to-end Leader Experience Solution that prompts, measures, grows, and predicts leader success in Microsoft Teams. In August 2020, the first product - Leader Experience (LX) was launched in Microsoft Teams. LX is a low-touch high-impact solution that improves leadership development with real-time prompts, measurement, feedback, and growth. qChange partners with employee experience, coaching, and assessment organizations that have relationships with large global organizations.Topics Covered: What was the driver behind launching qChange? James discusses the power of creating an engaging meeting culture by asking the right questions. Are you having a one-way conversation or  a two-way dialogue? James points out how psychological factors are affecting an organization’s growth? What is a top-down approach in a meeting? Do we spend a lot of time in the same agenda-based meetings? Is it an absolute necessity to attend  meetings? Are the employees adding value in  discussions, asking questions or bringing some impact to the table? James discusses how qChange is aimed to help leaders show up better in meetings? How to drive more inclusions in meetings?--- Send in a voice message: https://anchor.fm/abruptfuture/message More content at abruptfuture.com Connect with Benoit on LinkedIn Follow our page on LinkedIn here

Jordan Boesch is the CEO and Founder of 7shifts, a labor-management platform used by about 16,000 restaurants across North America. 7shifts allows restaurants to control labor, manage staff, manage compliance issues, and keep staff engagement high by providing a mobile app to the employees. Starting out as a side hustle, eventually, 7shifts made enough money for Jordan to quit his software engineering career and focus on changing the restaurant industry!Topics Covered:● How did Jordan come to start 7shifts?● What is the experience for the managers and employees?● How does 7shifts changing the employee experience?● What does the future look like for restaurant workers and those outside the food industry?● Jordan discusses employees’ desire to learn and advance their skills.● What else would Jordan like to change in the restaurant industry and how does technology impact that?● Jordan discusses the opportunities in front of 7shifts.--- Send in a voice message: https://anchor.fm/abruptfuture/message More content at abruptfuture.com Connect with Benoit on LinkedIn Follow our page on LinkedIn here

Mark A. Herschberg is the author of The Career Toolkit, Essential Skills for Success That No One Taught You. From tracking criminals and terrorists on the dark web to creating marketplaces and new authentication systems, Mark has spent his career launching and developing new ventures at startups and Fortune 500s and in academia. He helped to start the Undergraduate Practice Opportunities Program, dubbed MIT’s “career success accelerator,” where he teaches annually. At MIT, he received a B.S. in physics, a B.S. in electrical engineering & computer science, and a M.Eng. in electrical engineering & computer science, focusing on cryptography. At Harvard Business School, Mark helped create a platform used to teach finance at prominent business schools. He also works with many non-profits, including Techie Youth and Plant A Million Corals. He was one of the top-ranked ballroom dancers in the country and now lives in New York City, where he is known for his social gatherings, including his annual Halloween party, as well as his diverse cufflink collection.Leadership, networking, negotiation, teamwork, effective communication–all skills we’re told are essential for success, but skills rarely ever taught. Mark and Benoit discuss how theseTopics convered:  what is missing from secondary education Why we all need a career plan What  "learning beyond your role" means How being an interviewer helps become a better interviewee Influential vs. positional leadership Mental models  How should people build their network How systems are designed to incentivize unethical behaviorLink: https://www.thecareertoolkitbook.com/ --- Send in a voice message: https://anchor.fm/abruptfuture/message More content at abruptfuture.com Connect with Benoit on LinkedIn Follow our page on LinkedIn here