INSIGHTS > SIGNATURE PERSPECTIVES
My Positions on What Matters Most
These are my perspectives on the questions that matter most when designing talent, culture, HR, and organizations to perform better.
Each reflects a position I’ve developed through 25+ years of doing the work and seeing what holds up in practice, and what doesn’t.
Explore my signature perspectives below.
What does it mean to be talent-centric?
Why putting people at the center of how organizations are designed and how performance gets created makes a difference, and how to put it into practice.
What is talent management?
Why talent management (the interconnected system through which organizations attract, engage, and grow talent) builds organizational capability and performance, and how to put it into practice.
Are people and performance competing goals?
Why treating people well and driving organizational performance aren't competing priorities, but reinforcing outcomes, and how to put that into practice.
How are values, culture, employee experience & employee engagement different?
Why values, culture, employee experience, and employee engagement are distinct but interconnected, and how their alignment drives engagement and organizational performance.
Who owns employee engagement?
Why no one owns employee engagement, but everyone owns something that contributes to it, and how shared responsibility creates the conditions for engagement to thrive.
Why does HR matter?
Why HR's greatest value goes beyond administering people practices to building organizational capability and performance, and how to put that into practice.
What is a Chief People Officer?
Why organizations need CPO-level leadership as people and organizational complexity grows, and how the role shifts from running HR to helping run the business through people.
