HR Leaders

In this episode of the HR Leaders Podcast On The Road, we sit down with Eric Mosley, Founder and CEO at Workhuman to explore how recognition data, AI, and human insight are changing the way organizations identify their future leaders.
Eric shares how Workhuman’s new Future Leaders capability uses recognition data, performance data, and AI to identify the people most likely to rise into senior leadership roles years before they are officially promoted.
And this is where it gets really interesting.
Eric says the strongest signals are not coming from a traditional succession planning form. They are coming from the language people use about each other, the recognition moments that describe how work actually gets done, and the patterns that emerge across billions of human interactions.
🎓 We get into:
Why succession planning often feels too slow and bureaucratic
How recognition data can reveal hidden leadership potential
Why deep, specific recognition creates better signals than surface-level praise
How AI can identify future leaders two, three, or even five years early
Why companies need to retain and develop these people before competitors do
Why making work human still sits at the center of the entire strategy
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In this episode of the HR Leaders Podcast On The Road, we sit down with Jorge Quezada, MBA (He.Him.His), Vice President, Culture & Performance at Granite Construction, to unpack what happens when culture stops being treated as a soft initiative and starts being run as a business driver.
Jorge explains why culture is the operating system of an organization, shaping how people think, act, interact, and bring the company’s mission, vision, and values to life every day.
He shares how Granite is updating its culture for the next 100 years by preserving what makes the company strong, diagnosing what needs to change, and creating the conditions for people to grow, adapt, and perform.
Most importantly, Jorge reveals why the future of culture belongs to leaders who stop copying best practices from other companies and start understanding what their own people, business, and operating system actually need.
🎓 In this episode, Jorge discusses:
How organizations can learn, unlearn, and relearn to stay relevant
How AI still depends on human adoption, better questions, and human thinking
Why culture should be treated as the operating system that drives performance
Why leaders need to diagnose their own culture before copying external best practices
Why unleashing human agency starts with challenging limiting beliefs and building confidence through action
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In this episode of the HR Leaders Podcast On The Road, we sit down with Khalil Smith, VP, Inclusion, Diversity, and Engagement at Akamai Technologies, to unpack what it really takes to build a performance culture where people trust each other enough to speak up, challenge ideas, and grow.
Khalil explains why culture is not what leaders say they want, but what the organization actually rewards, and why silence is often the clearest signal that trust has broken down.
He shares how leaders can build stronger cultures by creating trust, encouraging healthy disagreement, aligning systems with values, and making recognition and feedback feel honest, specific, and useful.
Most importantly, Khalil reveals why the future of culture belongs to organizations that close the gap between what they say and what they reward, creating environments where people can challenge respectfully, perform boldly, and speak up without fear.

🎓 In this episode, Khalil discusses:
How culture is shaped through awareness, behavior, community, and systems
Why recognition only works when it is grounded in honesty, specificity, and trust
ow leaders can create the conditions for employees to speak up and challenge ideas
Why healthy disagreement is essential for trust, performance, and better decision-making
Why organizations must align internal reality with the values they communicate externally
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In this episode of the HR Leaders Podcast On The Road, we sit down with Peter Andrew Danzig, Senior Advisor, Foundation Culture at Children's Hospital of Philadelphia, to unpack what psychological safety really means beyond the buzzword.
Peter explains why psychological safety is not a checklist, policy, or one-time initiative, but a belief system that has to be co-created, practiced, and reinforced through everyday behavior.
He shares how leaders can build safer spaces by embracing healthy friction, operationalizing empathy, and creating room for challenge, accountability, apology, repair, and growth.
Most importantly, Peter reveals why the future of culture belongs to organizations that stop treating safety as comfort, and start building environments where more people can speak honestly, move through conflict, and still feel seen, heard, and valued.

🎓 In this episode, Peter discusses:
Why psychological safety must be treated as a belief system, not a checklist
How healthy friction, challenge, and disagreement strengthen trust when handled well
How rupture and repair can help organizations move through harm, conflict, accountability, and growth
Why neuroscience, identity, stress, and life outside work all shape how people experience safety at work
Why empathy, compassion, vulnerability, and perspective-taking need to be practiced, not just understood
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In this episode of the HR Leaders Podcast On The Road, we sit down with Julie A. Stone, Chief Learning Officer, Group VP at TTEC, to unpack what it really takes to bring AI into an organization without losing the human connection, trust, and coaching that actually drive performance.
Julie explains why simply training people on AI tools is not enough, and how leaders must help employees understand where, when, and how AI fits into their actual work.
She shares how TTEC is using AI to create more time for human coaching, improve guidance in the flow of work, measure coaching effectiveness, and give people safe spaces to practice, learn, and build confidence.
Most importantly, Julie reveals why the future of AI transformation belongs to leaders who start with real business problems, bring people along transparently, and redesign work in a way that helps people perform better.

🎓 In this episode, Julie discusses:
Why AI training fails when people do not understand how to apply it in real work
How TTEC is using AI to create more time for human coaching, trust, and connection
How safe practice environments can help managers and employees build confidence
Why leaders need to measure behavior change, skill development, and coaching effectiveness
Why AI transformation requires trust, transparency, experimentation, and thoughtful work redesign
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