Podcast
Abrupt Future. The Future of Work Happened Faster Than we Thought.
Hosted by Benoit Hardy-Vallée · EN
For HR executives and transformational leaders. Each week we feature conversations with experts in leadership, management, human resources, culture and technology to help you succeed in this new normal. Benoit Hardy-Vallee, Associate Partner at IBM Talent & Transformation, cover topics such as Virtual Workforce Management, Distributed Leadership, Online Culture, Digital HR and Employee Experience.
More content at https://www.abruptfuture.com/
(Views expressed here are my own and don't necessarily represent IBM's positions, strategies or opinions.)
More content at https://www.abruptfuture.com/
(Views expressed here are my own and don't necessarily represent IBM's positions, strategies or opinions.)
10episodes
Episodes
Newest firstAll episodes
The Human Aspect of AI: Behavioral and Organizational Implications
Jun 11, 202300:38:31Tap to summarizeSebastian 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
Transcribe →From Lateral Moves to Strategic Placement: Internal Mobility and Labor Markets
Apr 4, 202300:35:32Tap to summarizeIn 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
Transcribe →The Dynamics of Team Performance: Insights for Leaders and Managers
Mar 6, 202300:37:09Tap to summarizeIn 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
Transcribe →Achieving Fairness in Algorithmic Decision Making in HR
Feb 7, 202300:29:09Tap to summarizeJoin 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
Transcribe →ChatGPT and Beyond: Navigating the New Era of Generative AI
Feb 3, 202300:28:45Tap to summarizeAlex 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
Transcribe →From Cognition to Innovation: The Power of Building on the Knowledge of Others
Jan 26, 202300:38:02Tap to summarizeProfessor 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
Transcribe →The Role of Assessments in Talent Management
Jan 17, 202300:45:41Tap to summarizeSarah 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
Transcribe →COVID-19 and the Elevated Status of HR: Insights from Senior HR Leaders
Jan 3, 202300:31:51Tap to summarizeIn 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
Transcribe →Introducing Not a Token Hire, a Knockri Podcast. My interview with Maaz Rana and reflections on diversity, inclusion, AI and the metaverse.
Dec 21, 202200:35:57Tap to summarizeEarlier this year, I had the pleasure of speaking with Maaz Rana, co-founder and chief operating officer at Knockri. We talk about my experience with DEI and “how I became a white person.” (I promise it makes sense). We also discuss Web 3.0, the metaverse, and if it has a real value proposition in work. More content at abruptfuture.com Connect with Benoit on LinkedIn Follow our page on LinkedIn here
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33 - On Product Management in HR & Employee Experience, a conversation with Jonathon Hensley
Aug 29, 202200:30:27Tap to summarizeOn Product Management in HR & Employee Experience, a conversation with Jonathon Hensley, CEO of Emerge Interactive What is alignment and why it is so important Why many digital initiatives fail How to define an effective product strategy that bridges the execution gap Managing executive stakeholders and expectations Aligning outcomes and constrained resourcesLinks Jonathon LinkedIn's page Emerge Interactive.--- 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
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