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I think you could probably go back and track the stages of grief, probably that is what I went through. But I think if you do it right, you end up at acceptance. And that's where I ended up. And that's not to say that I've fully accepted the idea that the golden toad is extinct. Personally, I do still hold out hope that it could still be out there in those forests." - Trevor Ritland This conversation is with Trevor Ritland, who—along with his twin brother Kyle—authored The Golden Toad . The book chronicles their remarkable journey into Costa Rica’s cloud forest, once home to hundreds of brilliant golden toads that would emerge for just a few weeks each year—until, one day, they vanished without a trace. What began as a search for a lost species soon became something much more profound: a confrontation with ecological grief, a meditation on hope, and a powerful call to protect the natural world while we still can. Links: SpeciesUnite.com Kyle and Trevor: https://kyleandtrevor.com/ Instagram: https://www.instagram.com/adventureterm/ Goodreads - https://www.goodreads.com/book/show/222249677-the-golden-toad Amazon - https://www.amazon.com/Golden-Toad-Ecological-Mystery-Species/dp/163576996…
The HCL Review Podcast
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Вміст надано HCI Podcast Network. Весь вміст подкастів, включаючи епізоди, графіку та описи подкастів, завантажується та надається безпосередньо компанією HCI Podcast Network або його партнером по платформі подкастів. Якщо ви вважаєте, що хтось використовує ваш захищений авторським правом твір без вашого дозволу, ви можете виконати процедуру, описану тут https://uk.player.fm/legal.
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Вміст надано HCI Podcast Network. Весь вміст подкастів, включаючи епізоди, графіку та описи подкастів, завантажується та надається безпосередньо компанією HCI Podcast Network або його партнером по платформі подкастів. Якщо ви вважаєте, що хтось використовує ваш захищений авторським правом твір без вашого дозволу, ви можете виконати процедуру, описану тут https://uk.player.fm/legal.
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×Abstract: This article explores common signs of ineffective leadership that consultants and managers can learn to identify. The article outlines several red flags that indicate poor leadership competency. Specifically, the paper discusses lack of strategic vision, poor communication skills, low self-awareness, inability to develop talent, weak decision-making, and lack of integrity as hallmarks of incompetent leaders. Practical examples from various industries provide illustrations of these behaviors. The article argues that recognizing these signs early allows those overseeing leadership to make better hiring and supervision decisions that can positively impact employee engagement, productivity and the long-term success of the organization.…

1 Accommodating All Minds: Designing Inclusive Work Environments for Neurodiverse Talent, by Jonathan H. Westover PhD 12:49
Abstract: This article discusses the importance of embracing neurodiversity and accommodating neurodivergent individuals in the modern workplace. The article argues traditional workplaces assume a singular definition of "normal" that marginalizes the 15-20% of the population with conditions like autism or ADHD. Through research and casework, the author found neurodivergent job candidates are often screened out or struggle not due to incompetence, but because of a mismatch between their cognitive patterns and conventional workplace structures. The essay makes the case for recognizing neurodiversity as a competitive advantage by leveraging unique skills like attention to detail, pattern recognition, and hyperfocusing. It provides strategies for accommodations like minimizing distractions, flexible scheduling, emphasizing strengths, and fostering understanding. A detailed case study illustrates how targeted accommodations improved retention, productivity, and satisfaction for autistic aircraft technicians. The article aims to guide progressive organizations to go beyond compliance and view neurodiversity as a strategic means of differentiation.…

1 Toward an Updated Model of Engagement: How Worker Activation Impacts Men and Women's Discretionary Commitment, by Jonathan H. Westover PhD 11:47
Abstract: This article proposes an updated model of employee engagement that takes a more nuanced view of how gender impacts commitment levels. Traditionally, engagement models have viewed employees as a homogeneous group and emphasized only organizational drivers. The concept of "worker activation" is introduced to represent the psychological resources and energy employees devote to their work. Drawing on resource drain and identity theories, it is argued that women on average face more competing demands on their time and bandwidth from disproportionate family responsibilities and pressures of masculine work norms. Case studies from various industries show how enhancing flexibility, support, and inclusive culture can help equalize activation levels and strengthen discretionary commitment for all. An equitable, identity-affirming approach to engagement is advocated for maximizing workforce potential.…
Abstract: This article explores principles and strategies for constructively confronting toxic leadership in organizational settings. Toxic leaders plague every industry through detrimental behaviors such as self-absorption, volatility, aggression, and prioritizing personal interests over the organization. While removing toxic individuals seems logical, direct confrontation often backfires due to power dynamics and resistance to change. The article defines toxic leadership and its negative impacts like demotivation, turnover, dysfunction, poor climate, and harm to employee well-being. It then proposes following three principles drawn from research when constructively confronting toxicity: appealing to the toxic leader's self-interest through presenting objective data on problems, recommending specific improvement actions, and enlisting insider allies within the organization. A case study example illustrates applying these principles successfully. The article stresses the importance of managing expectations regarding lengthy change processes and incremental cultural improvements over rapid transformations or ‘silver bullet’ solutions.…
Abstract: This article examines gender differences in leadership styles and abilities. The research foundation section outlines studies finding women tend to outperform men in key leadership domains like emotional intelligence, collaboration and teamwork, and communication. Meta-analyses show women scoring higher in overall emotional intelligence and its components, as well as favoring more democratic and participative leadership focused on collaboration. Research also indicates women's superior communication skills, listening ability, and ability to foster inclusion. Case studies from healthcare, technology, and non-profit industries demonstrate these gender differences in applied leadership competencies. The article argues that tapping women's strengths could maximize organizations' leadership potential and competitiveness. Strategies like assessing skills over stereotypes, sponsoring women, and ensuring inclusion are recommended.…
Abstract: This article discusses the cognitive and business advantages of having diverse teams in organizations. A wealth of social science research demonstrates that cognitive diversity improves problem-solving as diverse backgrounds provide different perspectives and heuristics. Diversity also enhances decision-making through constructive debate and prevents groupthink. At the organizational level, diversity has been linked to improved financial performance, innovation, reputation, and the ability to better serve diverse markets and attract top talent. The article then provides evidence-based strategies for capitalizing on diversity, such as ensuring diversity in leadership, training on unconscious biases, establishing employee resource groups, and setting clear diversity goals. Diversity delivers tangible benefits and is necessary for businesses to adapt and thrive in today's complex environment.…

1 Leading Your Organization into the Future: A Skills-Based Approach, by Jonathan H. Westover PhD 10:26
Abstract: This article explores how organizations can transition to a skills-based approach through examining the research foundation and providing practical recommendations based on work with companies that have successfully made this shift. It discusses how skills-based approaches are rooted in research showing the growing importance of digital skills and need for employee reskilling. The article then recommends that organizations first change internal mindsets from focusing on roles to leveraging skills. Additional steps include developing a granular skills framework, aligning HR systems like recruiting and performance reviews to the framework, implementing upskilling programs for current employees, and instituting metrics to measure progress and identify areas for improvement. Case studies and examples from various industries are used to illustrate how a holistic transformation to skills-based thinking can unlock potential across an organization and position it for success in a constantly changing environment.…

1 The Rotten Apple: How Small Negative Behaviors Can Spread and Impact an Entire Team, by Jonathan H. Westover PhD 10:01
Abstract: This article explores how disruptive behaviors from a single employee can spread to negatively impact an entire work team if not properly addressed. Grounded in research on social comparison theory, conformity bias, and group dynamics, it examines the psychological processes by which poor conduct becomes normalized and erodes team culture over time. The article then presents strategies leaders can implement to prevent toxicity from spreading, such as establishing clear behavioral standards, fostering psychological safety to encourage issue reporting, conducting proactive performance management, and cultivating an inclusive and flexible work environment. With an understanding of these underlying mechanisms and researched countermeasures, managers can safeguard team functioning and productivity from being corrupted by problematic peers.…

1 Engagement vs. Productivity: Promoting Meaningful Work through Autonomy and Purpose, by Jonathan H. Westover PhD 9:24
Abstract: This article explores the relationship between employee engagement and productivity, arguing that promoting engagement alone does not necessarily increase productivity. It draws a distinction between engagement, defined as enthusiasm and commitment to work, and productivity, relating to outputs and results. While engagement and productivity are often assumed to be directly correlated, research shows highly engaged employees are not always the most productive and vice versa. The article identifies autonomy and purpose as key drivers for both engagement and productivity. It then provides practical recommendations for cultivating autonomy and purpose through accountability, flexible work arrangements, strategic involvement, feedback, growth opportunities, and clearly communicating organizational purpose. Case studies and metrics for measuring success are also discussed. The article concludes that fostering meaningful work through autonomy and purpose creates a virtuous cycle boosting both engagement and productivity long-term.…
Abstract: This article presents a people-centered framework for leading sustainable organizational change, arguing that while strategic plans may initiate change, successful transformation ultimately depends on addressing the human dimensions of change by drawing on literature from scholars like Kotter and Bridges discussing how change impacts individuals psychologically and the importance of guiding people through transitional phases. It outlines a five-phase model developed from their professional experience consulting with organizations undergoing change including Assess and Prepare, Align and Inform, Empower and Engage, Guide and Support, and Revise and Refine, demonstrated through case studies from a technology startup and municipal government applying this framework to drive culture change and service delivery innovation, and how key aspects that enabled sustainable results included participatory visioning, cross-functional collaboration, compassionate coaching, and iterative refinement. This people-first approach helps overcome resistance by empowering stakeholders and supporting them through psychological transitions while sustaining momentum long-term demands persistent human-centric leadership and viewing change as a continuous journey.…

1 Leadership Redefined: Looking Beyond Traditional Models to Thrive in Today's Complex World, by Jonathan H. Westover PhD 11:47
Abstract: This article explores alternative leadership models needed to guide organizations in today’s complex, dynamic environments. Outdated "command and control" styles are failing modern leaders and extensive research into cutting-edge approaches and insights from visionary practitioners are redefining 21st century leadership, arguing that traditional hierarchical, top-down leadership is ill-suited for organizations operating in complex and rapidly changing contexts where distributed workforces and rapid change are the norm, and instead truly great leaders foster self-organized, collaborative cultures that cultivate an organization's collective intelligence by sharing influence, empowering diverse stakeholders through transparency and autonomy, and focusing on continuous learning through experimentation and feedback, as well as cultivating networked connections laterally rather than rigid silos and treating people as partners unified by shared purpose to strengthen resilience and agility. Finally, the article provides recommendations for empowering cross-functional teams and distributing leadership to fully leverage an organization's talents amid uncertainty.…

1 Work-Life Fulfillment: Finding Balance and Purpose in Developing Nations, by Jonathan H. Westover PhD 13:14
Abstract: This research brief explores the interplay between job satisfaction and life satisfaction for working individuals in developing economies. It analyzes relevant academic studies to understand how work-life balance mediates these relationships and how social fulfillment moderates them. Drawing on over 15 years of global consulting experience, insights from the practitioner perspective are also provided. The brief finds that achieving work-life balance through initiatives like flexible schedules and subsidized childcare is critical for well-being. It also emphasizes the importance of social support networks within and beyond the workplace. Strategic recommendations are offered for organizations seeking to foster work-life fulfillment through low-cost programs and a culture prioritizing renewal. The brief concludes that even small steps towards better balance can significantly impact productivity and retention.…

1 Leading With Care: Fostering Job Satisfaction Through Commitment, Motivation and Trust, by Jonathan H. Westover PhD 13:22
Abstract: This research brief explores how leadership, organizational commitment, work motivation, and trust intersect to impact employee job satisfaction. Drawing on research from industrial/organizational psychology, key variables influencing job satisfaction are identified. The brief then discusses how leadership can cultivate commitment through empowerment, connection to purpose, and fairness. The significance of supporting autonomy, developing competence, and assigning meaningful work for bolstering intrinsic motivation is also covered. Examples across healthcare, technology, and other sectors illustrate how these concepts manifest. The conclusion emphasizes that small acts of care through listening, explanation, recognition and transparency build the foundation of trust required to optimize engagement. Recommendations are provided for how managers can incorporate these relational priorities to strengthen cultures of fulfillment, performance and resilience over the long term.…
Abstract: This article identifies the key traits that indicate truly exceptional leadership potential. It outlines several hallmarks displayed by those able to take an organization to the next level. Traits discussed include passionately casting an inspirational vision that energizes teams, empowering people through trust and accountability to unleash pent-up potential, developing individuals to their fullest capacity through ongoing support and challenges, problem solving resiliently and learning from both successes and failures, and leading with empathy, care for people's well-being, and humility. Real-world examples are provided. It argues the most impactful leaders demonstrate an integrated set of qualities including visionary inspiration, empowerment, people development, resilience, and a blend of strategy and humanity. Observing how an individual displays these multifaceted traits enables recognition of leadership greatness with the capacity to truly transform an organization.…

1 Navigating the AI Revolution: How Generative AI is Reshaping Work, Skills, and Organizational Strategy, by Jonathan H. Westover PhD 17:54
Abstract: This research brief examines how generative artificial intelligence, large language models, and machine learning are fundamentally reshaping work across industries. The analysis explores AI's shift from task automation to cognitive augmentation, highlighting its implications for workforce skills, organizational strategy, and competitive advantage. Drawing on current research and industry examples from healthcare, manufacturing, and professional services, the brief identifies emerging work paradigms and offers practical implementation guidance for organizations navigating this transformation. Key themes include the importance of human-AI integration, strategic capability building, and ethical governance frameworks. The author argues that successful organizations will be those that leverage AI not merely for efficiency but as a catalyst for business model innovation while creating work environments that amplify distinctly human capabilities—ultimately suggesting that the AI revolution represents both unprecedented opportunity and significant challenge for today's leaders.…
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1 Maintaining Hope in the Face of Hard Truths: Finding Balance Between Optimism and Realism at Work, by Jonathan H. Westover PhD 9:10
Abstract: This article explores achieving and maintaining a healthy balance between optimism and realism in organizational leadership. The author argues that optimism alone can lead to disappointment when realities are ignored, while realism alone breeds cynicism that undermines morale and progress. However, balancing optimism and realism through deliberate efforts can help organizations survive challenges and thrive. Key recommendations include leading with hope while governing with truth, using both inspiration and evidence to rally support, directly acknowledging difficulties but focusing on solutions, embracing complexity rather than oversimplifying, and keeping discussions centered on controllable factors. Maintaining this optimist-realist balance cultivates resilience and collective motivation to navigate uncertainties. It gives organizations the flexibility and fortitude to handle adversities while advancing ambitions. Anchoring in both hope and veracity grounds leaders to not just persevere but make progress towards a brighter future.…
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1 Developing a Multi-Track Career: Finding Fulfillment and Sustainability through Career Pluralism, by Jonathan H. Westover PhD 12:55
Abstract: This article explores the concept of "career pluralism," or developing multiple, complementary career tracks over one's working life. It argues that limiting career pursuits to a single path often leaves people feeling constrained or unfulfilled in the long run, as fields evolve and priorities change. Career pluralism offers various advantages, such as increased resilience to disruption through varied skills, deeper fulfillment from rotational roles, and leveraging synergies across complementary fields. Real-world examples describe professionals diversifying into new areas like public policy, education technology, and social ventures. It provides guidance on thoughtful design and implementation of a multi-track career approach through principles like starting with core strengths, conducting skills assessments, building related qualifications sequentially, and leveraging networks strategically. It aims to spark reflection on crafting sustainable, purposeful professional trajectories.…
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Abstract: This article explores practical strategies for avoiding hiring employees who prove to be a poor cultural fit or even outright "toxic" for an organizational team. It begins by defining key terms like "toxic employee" and "cultural fit," with research showing toxic behaviors negatively impact culture. Cultural fit refers to an employee aligning with an organization's core values and working norms. The article then outlines best practices for the hiring process, starting with an assessment of company culture to define priorities for candidates. It suggests aligning job descriptions, asking behavioral interview questions, focusing reference checks on cultural qualities, and considering assessment tools. Onboarding should socialize new hires to the organization's culture. Implementing these research-backed practices throughout the hiring lifecycle can help companies consistently bring on individuals suited to their unique culture and social dynamics.…
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1 Walking the Talk: Achieving Strategic Excellence through Effective Execution, by Jonathan H. Westover PhD 10:33
Abstract: This article discusses how organizations can excel at both strategic planning and execution. It argues that strategy and execution are often seen as separate responsibilities, but the key to success lies in consciously integrating the two. The article outlines several important factors for achieving this integration, including establishing the right organizational culture that values both strategic thinking and operational improvement. Other recommendations include flattening organizational hierarchies to break down silos, closing the feedback loop between planning and execution through ongoing review and adaptation, and developing strong leaders who can effectively manage strategic projects. The article also advocates leveraging analytical tools and data to enhance strategic insight and drive continuous learning from experiences implementing strategies. By focusing on culture, structure, feedback systems, strategic leadership, and analytics, organizations can transcend the dichotomy between planning and execution to achieve sustainable excellence in both strategy formulation and implementation.…
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Abstract: This article examines how artificial intelligence is transforming workplace collaboration beyond initial concerns of job displacement. The author draws from extensive consulting experience and research to demonstrate how AI augments human capabilities through cognitive automation of routine tasks, enables flexible remote work with intelligent coordination tools, reshapes team dynamics through social robotics, and enhances communication processes with AI-assisted ideation and writing tools. Rather than replacing human workers, AI is shown to elevate human potential by automating mundane activities, facilitating distributed teamwork, creating new human-machine partnerships, and ultimately fostering more innovative and satisfying collaborative experiences across organizations—positioning AI not as a threat but as a powerful ally in creating more productive and meaningful work environments.…
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Abstract: This article discusses strategies for effective leadership communication. It argues that clearly communicating a compelling vision and values is key to aligning efforts and sustaining motivation over time. Leaders must engage others in crafting the vision and connect individual roles to a higher purpose. The article also stresses the importance of active listening, eliciting feedback, and using storytelling and metaphors to convey strategies in a way that inspires others. Case studies showcase how various organizations improved collaboration, buy-in and performance by refining their communication approaches. For example, some leaders held visioning sessions, implemented listening tours, or framed changes as new chapters in a company's history story. Additionally, the article discusses the power of nonverbal communication and using frameworks from fields like marketing to craft tailored messaging for different audiences. Overall, the article advocates integrating research, authentic empathy and best practices to inspire commitment through communication.…
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1 Enabling Growth and Innovation through Skill-Based Internal Mobility, by Jonathan H. Westover PhD 9:54
Abstract: This article examines how organizations can leverage skill-based internal mobility as a strategic advantage for workforce development and business performance. Drawing on academic research demonstrating higher retention rates and increased innovation among companies with robust internal mobility programs, the article argues that lateral and cross-functional moves centered on skill alignment are more effective than traditional hierarchical promotions. The article outlines practical implementation strategies, including establishing clear mobility structures detached from hierarchy, actively spotlighting opportunities, measuring impact, and recognizing contributions. Through case studies of successful programs at Accenture and MassMutual Financial Group, along with actionable steps for organizations to begin their own initiatives, the author presents internal mobility as a crucial pathway for cultivating employee growth, preventing stagnation, and fostering innovation in today's competitive business environment.…
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Abstract: This article explores the critical intersection of futurism and talent development as organizations navigate unprecedented uncertainty. Drawing from a decade of cross-industry consulting experience, the author examines how forward-thinking leaders can prepare their workforces for an unpredictable future through systematic approaches: understanding macro forces reshaping work, cultivating continuous learning orientations, developing transferable "meta-skills," modeling change-adaptive leadership, and implementing iterative improvement processes. The author highlights exemplary practices from organizations like Anthropic, Dow Chemical, and Singapore-based companies that foster experimental mindsets, psychological safety, and adaptive capabilities. By maintaining both an external scanning lens for emerging trends and an internal focus on developing versatile talent with growth mindsets, the article argues that organizations can transform uncertainty from a threat into a strategic advantage, positioning their people to thrive amid constant reinvention.…
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This article examines the critical misalignment of relegating organizational culture exclusively to HR departments, arguing instead that culture requires comprehensive leadership ownership throughout an organization. The article, drawing from experience as both a leadership consultant and professor, contends that while organizational culture fundamentally shapes employee engagement, performance, and business outcomes, it has been incorrectly categorized as a "soft" HR responsibility. Through analysis of culture's definition as the collective behaviors and values guiding decision-making, the article demonstrates why culture permeates every organizational aspect and requires strategic leadership involvement at all levels. Using perspectives from various leadership positions and offering practical applications, the author establishes that culture represents a strategic imperative requiring explicit definition, consistent modeling, broad accountability, and continuous reinforcement from leaders across the entire organization rather than containment within HR functions.…
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1 The AI K-Shaped Job Market: Navigating the Dual Trajectory of Tomorrow's Workforce, by Jonathan H. Westover PhD 21:25
Abstract: This research brief examines the emerging "AI K-Shaped Job Market," where artificial intelligence technologies are simultaneously creating unprecedented demand for certain skills while diminishing the value of others. Drawing on recent industry research and organizational case studies, the article explores how this bifurcation manifests across financial services, healthcare, and manufacturing sectors, revealing distinct patterns of workforce transformation. The analysis identifies critical strategies for organizations navigating this divide, including strategic workforce planning with AI-focused skills taxonomies, comprehensive upskilling ecosystems that develop both technical and adaptive capabilities, and human-AI integration approaches that optimize complementary strengths. For individuals, the research highlights effective pathways to position oneself on the upward trajectory of the K-shape through deliberate skill portfolio diversification and strategic career navigation. This practitioner-oriented brief argues that successfully navigating the dual trajectories of tomorrow's workforce requires viewing AI not merely as a cost-saving automation tool but as a catalyst for reimagining human potential in an increasingly technology-augmented workplace.…
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1 Negotiating for Success: Strategies for Securing the Best Possible Job Offer, by Jonathan H. Westover PhD 9:53
Abstract: This article presents a comprehensive framework for effectively negotiating job offers to secure optimal compensation packages. Drawing from organizational research and consulting experience, the article outlines a systematic approach beginning with thorough company research and accurate self-valuation using industry benchmarks. The methodology emphasizes creating a prioritized wish list of desired compensation elements while establishing a non-negotiable minimum threshold. The negotiation process itself is presented as a carefully choreographed dialogue requiring rapport-building, data-driven argumentation, and strategic compromise. Real-world case studies across technology, finance, and healthcare sectors demonstrate how preparation, professional communication, and flexibility lead to successful outcomes. The article concludes that effective negotiation balances assertive self-advocacy with understanding of organizational constraints, positioning the candidate for career success through mutually beneficial agreements.…
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Abstract: This article examines the psychological foundations and practical behaviors that foster a strong work ethic in professional environments. Drawing on extensive research and consulting experience, the article explores how self-efficacy, internal locus of control, and purpose-driven motivation create the mindset necessary for peak performance. It offers concrete strategies for enhancing work ethic, including setting challenging goals, establishing self-accountability routines, continuous skill development, and exceeding basic responsibilities. The authors provide industry-specific applications across healthcare, technology, and education sectors, concluding with organizational approaches for sustaining motivation through recognition, engagement monitoring, and leadership modeling. Throughout, they emphasize that a powerful work ethic results from intentional habit formation, proper environmental support, and connecting daily efforts to meaningful purpose—ultimately creating competitive advantages for both individuals and organizations.…
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Abstract: This article explores how authentic leadership can positively impact organizational culture by building an ethical foundation, fostering psychological safety, and maximizing employee engagement. Authentic leadership is defined as leadership that is transparently self-aware, guided by strong internal values, and considers the needs of all stakeholders. The article argues that a disconnect between leadership rhetoric and reality can undermine trust and damage culture, but authentic leadership can align rhetoric and reality. It is discussed how authentic leaders establish an ethical culture by defining and modeling core values. Examples are provided of how authentic leadership fosters psychological safety so employees feel safe contributing freely. It is also explained that authentic leadership considering individual needs within a shared purpose leads to high employee engagement. Research and the author's consulting experience supports these arguments. In conclusion, authentic leadership is positioned as key to shaping sustainable culture when it aligns values with behaviors.…
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1 Helping Your People to Understand How to Answer "Why Do You Want to Work Here?", by Jonathan H. Westover PhD 13:28
Abstract: This essay explores the critical job interview question "Why do you want to work here?" drawing upon two decades of consulting experience in organizational leadership and talent management. While seemingly straightforward, this question serves as a multifaceted assessment tool for hiring managers seeking to evaluate candidate motivation, company knowledge, cultural fit, and potential value contribution. The article provides a comprehensive framework for crafting impactful responses, emphasizing the necessity of thorough pre-interview research into the organization's mission, values, achievements, and strategic priorities. The discussion outlines specific response elements—highlighting relevant experience, demonstrating company understanding, emphasizing cultural alignment, articulating mutual benefits, and showcasing preparation—with practical examples and industry-specific considerations. Additionally, the essay examines how organizations can better support candidates through internal resources like mock interviews, mentorship programs, and cultural deep-dives, concluding with actionable advice for delivering authentic, well-crafted answers that distinguish candidates in competitive hiring processes.…
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1 Aligning Training with Leadership Values: Cultivating a Culture of Continuous Learning and Growth, by Jonathan H. Westover PhD 12:14
Abstract: This article explores the critical intersection between leadership values and organizational training programs, demonstrating how strategically aligned learning initiatives serve as powerful catalysts for cultural transformation. Drawing from professional experience and research, the article argues that when training programs deliberately reinforce core leadership values rather than operating in isolation, organizations experience measurable improvements in employee engagement, performance, and retention. Through a case study of a global consulting firm that successfully integrated customer-centricity across its training curriculum, the article illustrates how this alignment produces tangible business outcomes. The piece offers a practical framework for organizations seeking this integration: establishing clear values, auditing current training, developing targeted learning experiences, cultivating internal trainers as cultural ambassadors, and maintaining leadership accountability. Ultimately, the article contends that this deliberate connection between training and leadership philosophy represents an underutilized yet powerful mechanism for cultivating sustainable organizational culture in today's complex business environment.…
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