View Slides Everyone is asking how many jobs AI will eliminate, and doomsayers warn of a coming jobs apocalypse. But most forecasts rely on a flawed assumption: that work can […]
Last updated April 24, 2026 As businesses continue to navigate the ever-evolving challenges of today’s dynamic landscape, we want to remind you of the valuable resources available to support you […]
View Slides In partnership, The Center for Effective Organizations (CEO) & Organization Design Forum (ODF) presented Accelerating Microsoft’s AI Transformation: An organization design and development systems approach with Ewa Kacewicz, Head […]
View Slides Two of the most respected voices in HR leadership – Susan Kelliher, former CHRO of Chemours, and Patrick McLaughlin, former CHRO of PepsiCo Foods North America had a […]
View the Slides AI is bringing a tsunami of change, challenge and opportunity to organizations. Everything from product development and backend operations, to the basics of how work is organized […]
In this podcast episode, host Cole Napper interviews Alexis Fink, former leader at Meta, Microsoft, and Intel, about her “post-corporate season,” where she now runs the People Analytics Board for I4CP, collaborates with USC’s Center for Effective Organizations, writes, teaches, and helps organizations navigate AI and the future of work. She also discusses the upcoming SIOP Leading Edge Consortium, the evolution of people analytics beyond dashboards, and the importance of balancing I/O psychology with data science and business acumen to drive meaningful organizational value.
The role of HR continues to evolve, yet ambiguity still surrounds its true impact at the executive level. In this episode, John Boudreau explores how courage and clarity can reshape the CHRO’s position in modern organizations.From bet-the-badge moments to building credibility with boards and senior teams, he highlights why courage is essential to turning ambiguity into opportunity.
Over the past quarter century, workforce/people analytics has become central to the work of HR. Yet good analytical work often fails to gain traction. And even though AI is poised to transform how analytics is conducted, it cannot solve the challenge of integrating data-based insights with effective organizational change. Integrating analytical practices with organization development and change practices can help each of these HR specialties be stronger, driving better overall outcomes for the organization, and make the best use of what AI has to offer.
We are living through a tornado of change in organizations. When things change, our old practices often don’t work as well – or, we’re worried that they won’t work as well. So, we change them – often on pretty shaky evidence. But most of the time when we do this, we are looking at a symptom – not at the root cause. Like a Sisyphean game of whack-a-mole, that root cause keeps throwing up problems in new places.