Webinar Portfolio

Culture by Design: Lessons from Cummins - 2026 Next Practices Weekly (i4cp login required)

Thu, 13 Aug 2026 14:44:00 GMT

Next Practices Weekly welcomed Marvin Boakye, Vice President and Chief Human Resources Officer of Cummins Inc., for a compelling conversation on one of today's most consequential leadership priorities: intentionally building a culture that accelerates business performance. Boakye shared how Cummins moves culture beyond aspiration by translating organizational values into clear behaviors, leadership expectations, and measurable practices that can be reinforced across the enterprise.

Moderated by i4cp's Kevin Oakes and Tom Stone, the discussion explored how Cummins brings culture to life through intentional design, leadership role modeling, continuous development, and measurement. Boakye emphasized that culture is ultimately defined by what an organization practices, promotes, and permits - making leadership behavior and accountability critical to ensuring that stated values are reflected in the everyday employee experience.

Key Topics Discussed

Make Culture Intentional. Cummins defines culture through what an organization practices, promotes, and permits, helping leaders connect stated values to the everyday employee experience.
Turn Values into Action. Cummins translates its values into clear, memorable behaviors employees can apply in daily decisions and interactions.
Leaders Bring Culture to Life. Boakye emphasized that leaders must visibly model desired behaviors while demonstrating self-awareness, authenticity, and vulnerability.
Build Culture Through Continuous Development. Leadership development, coaching, feedback, and leaders-as-teachers practices help reinforce culture throughout the organization.
Measure What Matters. Cummins uses employee listening, analytics, and leadership accountability to assess culture with the same discipline applied to other business priorities.

For senior Human Capital leaders, the session offered a practical perspective on making culture a true business discipline. From translating values into observable behaviors to equipping leaders to model the culture and using data to assess progress, Cummins provides a powerful example of how HR can connect culture, leadership, talent, and performance. Watch the recording for actionable ideas to strengthen your organization's culture and ensure it delivers on both your people and business priorities.

Resources Shared

Change Ready Assessment - Ready to build a stronger, more change-ready culture? Take i4cp's Change Ready Assessment and receive instant results: Take Assessment
The AI-Enabled HR Operating Model - Download Executive Brief. Explore i4cp's latest research on how AI is reshaping HR roles, structures, and operating models in future-ready organizations. Access The AI-Enabled HR Operating Model Executive Brief.
2027 i4cp Next Practices Now Conference - Stay ahead of emerging HR trends at i4cp's 2027 Next Practices Now Conference, where HR executives gather in a vendor-free environment to gain practical insights and strategies that drive immediate impact. Register today

To ensure open discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.

Work Reimagined: Hilton's New Research on AI, Human Skills, and the Future of Work - 2026 Next Practices Weekly (i4cp login required)

Thu, 06 Aug 2026 14:44:00 GMT

Next Practices Weekly welcomed Laura Fuentes, Chief Human Resources Officer and Head of Hilton Supply Management at Hilton, for an insightful discussion on Hilton's newly released workforce research, The Hospitality Mindset: A New Blueprint for Culture and Performance for Any Industry. Drawing on findings from more than 2,000 U.S. workers, Laura challenged one of today's biggest assumptions about AI: while technology is transforming how work gets done, organizations that outperform will be those that invest even more intentionally in uniquely human capabilities. She shared how Hilton is helping leaders embrace AI as a business accelerator while strengthening the culture, trust, and leadership practices that drive long-term performance.

Moderated by i4cp's Kevin Oakes and Tom Stone, the conversation explored how HR leaders can move employees from AI anxiety to AI agency by building confidence, curiosity, and continuous learning. Laura highlighted Hilton's "Hospitality Mindset" as a blueprint for creating workplaces where employees feel connected to purpose, supported by managers, and empowered to innovate. The discussion reinforced that future-ready organizations will pair technological advancement with intentional investments in leadership, culture, and meaningful employee experiences.

Key Topics Discussed

Building AI Agency Instead of AI Anxiety: Hilton's research highlighted the importance of helping employees build confidence with AI through leadership, learning, and practical support.
Putting Humans at the Center of the AI Revolution: While AI is transforming work, trust, empathy, creativity, and purpose remain the competitive advantage that drives organizational performance.
The Hospitality Mindset as a Leadership Advantage: Laura shared how intentional leadership behaviors that foster trust, belonging, and meaningful connections can strengthen culture in any organization.
Managers as the Most Important Culture Builders: Hilton emphasized investing in managers to create employee experiences that inspire engagement, accountability, and performance.
Creating Future-Ready Organizations Through Curiosity and Continuous Learning: Organizations that encourage experimentation, adaptability, and continuous learning will be better positioned to thrive in an AI-enabled future.

As organizations continue to navigate rapid workforce transformation, HR has a unique opportunity to shape what comes next. This session offers research-backed insights and practical leadership strategies that Human Capital leaders can apply immediately to build stronger cultures, accelerate AI adoption, and create workplaces where people - and business - thrive. Be sure to watch the recording to hear Hilton's compelling vision for the future of work firsthand.

Resources Shared

Change Ready Assessment - Ready to build a stronger, more change-ready culture? Take i4cp's Change Ready Assessment and receive instant results: Take Assessment
The AI-Enabled HR Operating Model - Download Executive Brief. Explore i4cp's latest research on how AI is reshaping HR roles, structures, and operating models in future-ready organizations. Access The AI-Enabled HR Operating Model Executive Brief.
2027 i4cp Next Practices Now Conference - Stay ahead of emerging HR trends at i4cp's 2027 Next Practices Now Conference, where HR executives gather in a vendor-free environment to gain practical insights and strategies that drive immediate impact. Register today

To ensure open discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.

Webinar - AI Is Transforming Work: Is Your HR Operating Model Ready? (i4cp login required)

Wed, 05 Aug 2026 14:27:00 GMT

As AI rapidly reshapes how work gets done, HR leaders face a critical question: Is the HR operating model keeping pace? In this research webinar, Kevin Martin, Katheryn Brekken, and Amber Burton unveiled findings from i4cp's latest global study, revealing that future-ready HR organizations are distinguished not by how they structure their teams, but by how deeply they embed AI into HR workflows and how strategically they influence enterprise AI decisions. The session challenged conventional thinking about HR transformation, demonstrating that organizations achieving the greatest business impact have moved beyond redesigning org charts to fundamentally redesigning how HR work is performed, how decisions are made, and how HR partners with the business to lead AI-enabled transformation.

Key Takeaways

AI is redefining HR work - not just HR technology. The research found that AI is fundamentally changing how work is executed across HR functions, requiring organizations to rethink workflows, decision-making, and service delivery rather than simply adopting new tools.
Operating model changes alone won't close the gap. While many organizations are redesigning HR structures, i4cp's research showed that organizational design itself is not the strongest predictor of strategic impact. The differentiator is how effectively AI is integrated into day-to-day HR operations.
Strategic influence matters more than structure. Organizations where HR plays an active role in enterprise AI governance are 4.5 times more likely to report that AI has elevated HR's strategic impact, positioning HR as a driver of business transformation rather than a support function.
Every HR role is evolving. AI is reshaping the responsibilities of HR Business Partners, Centers of Excellence, and Shared Services, shifting work away from administrative tasks and toward higher-value consulting, workforce strategy, and business partnership.
Future-ready HR organizations start with practical adoption. High-performing organizations are embedding AI into everyday HR processes, developing AI fluency across the function, and creating governance models that enable responsible innovation while accelerating business outcomes.

The discussion reinforced that the future of HR will not be defined by a new organizational chart, but by a new way of working. As AI continues to transform every business function, HR leaders have a unique opportunity to lead enterprise change by embedding AI into their own operations while shaping broader organizational strategy.

Watch the on-demand recording to explore i4cp's latest research and discover the practical actions future-ready HR organizations are taking to redesign work, strengthen strategic influence, and unlock greater business value through AI.

Resources Shared

The AI-Enabled HR Operating Model - Download Executive Brief. Explore i4cp's latest research on how AI is reshaping HR roles, structures, and operating models in future-ready organizations. Access The AI-Enabled HR Operating Model Executive Brief.
2027 i4cp Next Practices Now Conference - Stay ahead of emerging HR trends at i4cp's 2027 Next Practices Now Conference, where HR executives gather in a vendor-free environment to gain practical insights and strategies that drive immediate impact. Register today

To ensure open and candid discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.

ADT’s Blueprint for Culture Evolution - 2026 Next Practices Weekly (i4cp login required)

Thu, 30 Jul 2026 15:44:00 GMT

How do you transform culture without losing what makes your organization successful? During this week's Next Practices Weekly, Dave Scott, Executive Vice President and Chief People and Administration Officer at ADT, shared how the company reimagined culture as a business operating model - not a communications campaign. Through its company-wide initiative, BLUE, ADT took a "renovation, not reinvention" approach, preserving its legacy while modernizing the behaviors, systems, and leadership practices needed to fuel future growth.

Hosted by Marshall Bergmann and Amber Burton, the conversation explored how ADT moved beyond traditional culture initiatives by embedding BLUE into hiring, onboarding, performance management, promotions, leadership communications, and everyday decision-making. Dave shared how employee listening, co-creation, and a network of Culture Champions helped create widespread ownership, while governance, storytelling, and measurement ensured the culture remained visible, actionable, and aligned to business priorities.

Key Topics Discussed

From Culture Initiative to Business Strategy
Discover how ADT's "renovation, not reinvention" philosophy transformed culture into a core business capability while honoring the company's legacy.
Creating Culture Employees Own
Learn how employee listening, collaboration, and distributed ownership helped build a culture employees actively embrace - not one simply communicated from the top.
Embedding Culture Across the Employee Experience
Explore how ADT integrated BLUE into talent processes, leadership practices, and everyday business decisions to make culture part of how work gets done.
Building Momentum That Lasts
See how Culture Champions, leadership accountability, storytelling, and governance continue to reinforce culture and connect it to measurable business outcomes.

For HR and business leaders navigating transformation, this session delivered a practical blueprint for making culture a measurable driver of performance - not simply an aspirational set of values. Watch the recording to learn how ADT turned culture into a sustainable competitive advantage and walk away with actionable ideas you can apply in your own organization.

Resources Shared

The AI-Enabled HR Operating Model - Download Executive Brief. Explore i4cp's latest research on how AI is reshaping HR roles, structures, and operating models in future-ready organizations. Access The AI-Enabled HR Operating Model Executive Brief.
2027 i4cp Next Practices Now Conference - Stay ahead of emerging HR trends at i4cp's 2027 Next Practices Now Conference, where HR executives gather in a vendor-free environment to gain practical insights and strategies that drive immediate impact. Register today

To ensure open discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.

How Manulife Is Embedding Change Into Its DNA - 2026 Next Practices Weekly (i4cp login required)

Thu, 23 Jul 2026 14:44:00 GMT

Next Practices Weekly recently welcomed Blake Bell, Head of Global Change Enablement, Centre of Excellence at Manulife, for an insightful conversation on how leading organizations are redefining change for an era of constant disruption. Rather than treating change as a series of projects to manage, Blake shared how Manulife is building organization-wide adaptability by embedding change enablement into its culture, leadership practices, and everyday work. Through practical examples and the company's Change Enablement Maturity Model, he demonstrated how organizations can develop lasting capabilities that prepare employees, not just projects - for continuous transformation.

Moderated by i4cp's Lorrie Lykins and Tom Stone, the discussion explored why HR and business leaders must move beyond traditional change management and instead create the conditions for successful adoption from the very beginning of every initiative. Blake explained that transformation succeeds when leaders invest early in workforce readiness, build change capability across every role, and foster communities that reinforce learning long after implementation. He also shared how Manulife has intentionally decentralized change capability, empowering leaders and employees across the organization rather than relying on a centralized team of specialists.

Key Topics Discussed

From Change Management to Change Enablement
Blake encouraged organizations to shift from managing individual projects to building lasting adaptability, empowering employees to embrace continuous change.
Building Change Capability at Scale
Manulife's Change Enablement Maturity Model equips leaders and employees with practical tools, learning resources, and communities that make successful transformation repeatable.
Preparing People Before Change Happens
Workforce readiness begins early. Engaging employees and leaders before implementation builds confidence, accelerates adoption, and improves outcomes.
Embedding Adaptability Across the Organization
Rather than relying on change specialists alone, Manulife empowers everyone to play a role in driving and sustaining change.
Measuring What Matters
Success isn't just about launching initiatives - it's about employee adoption, behavior change, and achieving meaningful business results.

As AI, digital transformation, and evolving business priorities continue to accelerate the pace of change, the session offered a compelling blueprint for HR, organizational effectiveness, and transformation leaders seeking to build resilient, high-performing organizations. Blake's practical framework demonstrates that competitive advantage no longer comes from managing change more efficiently - it comes from building a workforce that can continuously adapt. Watch the recording to learn how Manulife is making adaptability part of its organizational DNA.

Resources Shared

The AI-Enabled HR Operating Model - Download Executive Brief. Explore i4cp's latest research on how AI is reshaping HR roles, structures, and operating models in future-ready organizations. Access The AI-Enabled HR Operating Model Executive Brief.
2027 i4cp Next Practices Now Conference - Stay ahead of emerging HR trends at i4cp's 2027 Next Practices Now Conference, where HR executives gather in a vendor-free environment to gain practical insights and strategies that drive immediate impact. Register today

To ensure open discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.

Building a Future-Ready Workforce: Lessons from EPAM - 2026 Next Practices Weekly (i4cp login required)

Thu, 16 Jul 2026 15:00:00 GMT

Next Practices Weekly welcomed Sandra Loughlin, PhD, Chief Learning Scientist and Global Head of Talent Enablement & Transformation at EPAM, for an insightful discussion on what it truly means to become a skills-based organization. Drawing on more than three decades of EPAM's experience, Sandra shared how the organization evolved from a simple skills taxonomy into a sophisticated AI-powered talent intelligence ecosystem that connects skills, work, learning, career development, workforce planning, and business strategy. Rather than treating skills as an isolated HR initiative, EPAM has embedded skills data into the very foundation of how the business operates, enabling smarter talent decisions and greater organizational agility.

Moderated by Judy Albers and Tom Stone, the conversation challenged many common assumptions about skills-based organizations. Sandra emphasized that sustainable transformation begins with understanding work, not simply creating skills taxonomies, and requires strong executive sponsorship, integrated data architecture, and trusted workforce intelligence. She demonstrated how EPAM leverages validated skills data across hiring, performance management, internal mobility, staffing, and AI-enabled workforce planning to improve both employee experiences and business outcomes.

Key Topics Discussed

Building Skills as Business Infrastructure - Not an HR Program
Sandra explained that EPAM's success comes from treating skills as a core business data asset rather than a standalone HR initiative. Skills data supports virtually every major business process, from workforce planning and project staffing to learning, career development, and strategic growth.
Creating Trust Through Validated Workforce Intelligence
Reliable skills data requires far more than employee self-assessments. EPAM combines multiple sources of evidence, including project work, assessments, certifications, manager input, and AI-generated signals - to create trusted, predictive workforce intelligence that improves talent decisions.
Connecting AI, Data Architecture, and Workforce Agility
Rather than purchasing disconnected point solutions, organizations should focus on creating an integrated talent data architecture. Sandra emphasized that AI becomes significantly more valuable when organizations have consistent, connected skills data flowing across HR and business systems.
Making Performance Management More Transparent and Fair
EPAM uses skills intelligence to create greater transparency around career growth, performance expectations, learning opportunities, and internal mobility. Employees gain a clearer understanding of which skills matter most and how to continue developing them.
Executive Sponsorship Drives Long-Term Success
One of EPAM's greatest differentiators has been sustained leadership commitment. Skills have remained central to the company's strategy because executives view workforce intelligence as a competitive advantage that directly supports business performance.

As organizations prepare for an AI-driven future, this session offered HR and talent leaders a practical roadmap for building a scalable, future-ready workforce. Whether your organization is beginning its skills journey or refining an existing strategy, the recording provides valuable lessons from one of the world's most mature examples of skills-based transformation.

Resources Shared

The AI-Enabled HR Operating Model - Download Executive Brief. Explore i4cp's latest research on how AI is reshaping HR roles, structures, and operating models in future-ready organizations. Access The AI-Enabled HR Operating Model Executive Brief.
2027 i4cp Next Practices Now Conference - Stay ahead of emerging HR trends at i4cp's 2027 Next Practices Now Conference, where HR executives gather in a vendor-free environment to gain practical insights and strategies that drive immediate impact. Register today

To ensure open discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.

Talent Without Limits: Trane Technologies Skills-Based Hiring - 2026 Next Practices Weekly (i4cp login required)

Thu, 09 Jul 2026 21:25:00 GMT

Next Practices Weekly welcomed Amy Volz, Director of Strategic Partnerships and Corporate Impact and Executive Director of the Trane Technologies Foundation, and Katie Runey, Talent Acquisition Global Center of Expertise Leader at Trane Technologies for an insightful discussion on how the organization transformed its talent strategy by embracing skills-based hiring. Facing growing workforce shortages across manufacturing and HVAC, Trane Technologies challenged traditional degree requirements, recredentialed key roles, and built a scalable framework that prioritizes demonstrated skills over educational credentials. Their approach has expanded access to opportunity while helping the organization compete for critical talent in an increasingly competitive labor market.

Hosted by i4cp's Mimi Turner and Tom Stone, the conversation explored the governance, executive sponsorship, and organizational change management required to make skills-first hiring successful at enterprise scale. Amy and Katie emphasized that skills-based hiring is far more than removing degree requirements, it requires thoughtful job redesign, continuous skills validation, manager education, and a culture committed to employee growth through reskilling and internal mobility.

Key Topics Discussed

Building a Skills-First Talent Strategy That Scales - Trane Technologies began by identifying high-volume, business-critical roles and systematically evaluating the skills truly required for success. Cross-functional collaboration between talent acquisition, HR, business leaders, and hiring managers enabled the organization to build sustainable governance around skills-based hiring rather than treating it as a one-time initiative.
Expanding Opportunity by Recredentialing Roles - The organization recredentialed more than 60 positions and opened over 80% of its available roles, including many leadership opportunities, to qualified candidates without four-year degrees. This strategic shift significantly broadened the talent pool while maintaining rigorous hiring standards focused on capability and performance.
Creating Career Mobility Through Skills and Continuous Learning - Rather than viewing careers as rigid ladders, Trane Technologies encourages employees to build transferable skills that create flexibility across functions and future roles. Investments in reskilling, upskilling, apprenticeships, and internal development strengthen workforce resilience while supporting long-term employee growth.
Driving Executive Alignment and Change Management - Successful implementation required strong executive sponsorship, ongoing stakeholder engagement, and educating hiring managers to evaluate candidates based on demonstrated skills rather than traditional credentials. The speakers emphasized that changing hiring behaviors requires consistent communication, updated job descriptions, and clear accountability.
Strengthening Business Performance Through Broader Talent Pipelines - Skills-based hiring has become a competitive advantage for Trane Technologies by helping address persistent manufacturing and HVAC talent shortages while strengthening employer brand, improving workforce accessibility, and creating more diverse pathways into critical business roles.

The July 9 conversation with Trane Technologies offers a practical look at how HR leaders can move beyond traditional hiring models and build broader, more resilient talent pipelines through skills-based practices. Watch the recording to hear how Amy Volz and Katie Runey approached enterprise-wide role recredentialing, secured alignment, and created new pathways for candidates without four-year degrees - while strengthening business performance and workforce accessibility.

Continue the Conversation

Interested in more practical workforce innovation strategies? Join us at the 2027 i4cp Next Practices Now Conference to connect with HR leaders and learn from the latest next practices.

To ensure open discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.

Developing Senior Leaders for Tomorrow - Flash Call (i4cp login required)

Tue, 07 Jul 2026 23:18:00 GMT

Developing senior leaders has never been simple, but the challenge facing organizations today feels fundamentally different. Business leaders are navigating AI, rapid technological change, shifting workforce expectations, economic uncertainty, and increasingly complex operating environments, often all at once.

During this member requested Flash Call, talent and learning leaders from organizations including Intuitive Surgical, McCormick, Codexis, and others explored how they're identifying future leadership capabilities, balancing immediate business demands with long-term readiness, and rethinking traditional approaches to executive development.

How Mastercard’s Chief Learning Officer Is Scaling Leadership Development - 2026 Next Practices Weekly (i4cp login required)

Thu, 25 Jun 2026 14:44:00 GMT

Next Practices Weekly welcomed Emily Lin, Chief Learning Officer at Mastercard, for a compelling discussion on how organizations can elevate leadership development from a collection of learning programs into an enterprise-wide capability that drives business strategy. Drawing on her experience leading learning and capability at one of the world's most innovative organizations, Lin shared how Mastercard aligns leadership development with business priorities, builds learning into the flow of work, and equips leaders to navigate continuous transformation.

Hosted by Kevin Wilde and Tom Stone, the conversation explored how learning leaders can create measurable business impact by focusing on performance, skills, AI fluency, and enterprise-wide leadership capability. Lin emphasized that effective leadership development begins by solving business problems, not simply delivering training, and requires a culture that balances high performance with deep care for employees.

Key Topics Discussed

Building Leadership Development as a Business Capability
Rather than treating leadership development as a standalone portfolio of programs, Lin encouraged organizations to position learning as a strategic business capability. Every leadership initiative should directly support enterprise priorities, strengthen organizational capability, and enable long-term business growth.
Connecting Learning Directly to Business Performance
Lin shared her performance-based philosophy for learning, encouraging HR and learning leaders to first identify the business challenge, determine workforce capability gaps, and then design learning solutions that deliver measurable organizational outcomes.
Scaling AI Fluency Across the Enterprise
Mastercard is moving beyond AI literacy toward enterprise-wide AI fluency. Lin discussed how organizations should enable employees, people leaders, and executives to safely integrate AI into everyday workflows, embedding learning directly into the flow of work to accelerate adoption and impact.
Creating an Enterprise-Wide Leadership Mindset
Leadership development at scale requires leaders to think beyond functional silos. Lin emphasized cultivating an enterprise-wide perspective that enables stronger collaboration, better decision-making, and greater alignment with organizational strategy.
Building a High-Ambition, High-Care Culture
One of Mastercard's distinguishing characteristics is its commitment to pairing ambitious business goals with genuine care for employees. Lin highlighted how leadership development should reinforce both accountability and empathy, helping leaders create environments where people can thrive while delivering exceptional business results.

Emily's practical insights offered a valuable roadmap for learning and HR leaders looking to modernize leadership development in an era of constant change. From connecting learning investments to business outcomes to preparing leaders for an AI-enabled future, the discussion was filled with actionable strategies that organizations of any size can begin applying today. If you missed the live session - or want to revisit the conversation - be sure to watch the recording to hear firsthand how Mastercard is scaling leadership development to drive enterprise performance, strengthen leadership pipelines, and prepare leaders for what's next.

Resources Shared

Designed for Disruption - Download the Report: Future-ready organizations don't just adapt - they're built for disruption. Explore the agility routines driving performance in this latest research from Institute for Corporate Productivity. Access the Designed for Disruption report.

To ensure open discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.

AI Fluency with S&P Global’s Chief People Officer - 2026 Next Practices Weekly (i4cp login required)

Thu, 25 Jun 2026 12:47:00 GMT

Next Practices Weekly welcomed Girish Ganesan, Chief People Officer at S&P Global, for a forward-looking discussion on what it truly takes to build an AI-fluent workforce. Rather than positioning AI as a standalone technology initiative, Ganesan shared how S&P Global is embedding AI into its broader business transformation strategy - equipping employees with both technical AI capabilities and the uniquely human power skills that will define future success. Throughout the conversation, he emphasized that organizations must balance rapid technological advancement with curiosity, trust, continuous learning, and human judgment to create sustainable business value.

Hosted by i4cp's Beverly Parnell and Tom Stone, the discussion explored how HR leaders can lead enterprise-wide AI transformation by redefining workforce readiness, evolving learning strategies, and preparing leaders and employees alike for new ways of working. Attendees left with practical insights for building AI confidence across the organization, fostering a culture of experimentation, and ensuring that human capabilities remain a competitive advantage in an increasingly AI-enabled workplace.

Key Topics Discussed

Building AI Fluency as a Business Transformation - Not a Training Initiative
Ganesan challenged organizations to move beyond viewing AI as another learning program. Instead, he encouraged HR leaders to treat AI adoption as an enterprise transformation effort that aligns workforce strategy, leadership, culture, and business outcomes.
Balancing AI Skills with Human Power Skills
S&P Global's AI learning curriculum intentionally combines technical AI literacy with critical human capabilities including judgment, curiosity, adaptability, collaboration, and influence. These skills help employees apply AI responsibly while preserving trust and strengthening decision-making.
Creating AI Confidence Across the Workforce
Rather than attempting to turn every employee into an AI expert, S&P Global has focused on creating AI confidence for everyone. Enterprise-wide learning, accessible AI education, and practical experimentation are helping employees embrace AI regardless of role or technical background.
Culture as the Foundation for AI Adoption
Successful AI implementation depends less on technology than on organizational culture. Ganesan emphasized that curiosity, continuous learning, integrity, and respect enable employees to embrace change while maintaining the human-centered values customers and colleagues expect.
Turning Experimentation into Enterprise Value
Through initiatives such as enterprise hackathons, dedicated AI leadership within HR, and cross-functional collaboration, S&P Global is moving beyond AI pilots toward measurable business impact. HR plays a central role in helping scale successful use cases across the organization while supporting long-term workforce transformation.

Resources Shared

Designed for Disruption - Download the Report: Future-ready organizations don't just adapt - they're built for disruption. Explore the agility routines driving performance in this latest research from Institute for Corporate Productivity. Access the Designed for Disruption report

To ensure open discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.

Toolkit Tour: Cost Reduction and Strategic Planning (i4cp login required)

Fri, 12 Jun 2026 17:34:00 GMT

Mid-year cost pressures and strategic planning season often arrive at the same time, leaving HR leaders balancing difficult decisions while preparing the organization for what's next.

During this Toolkit Tour, i4cp's Product Experience Director, Judy Albers, shared two i4cp resource collections designed to help HR become a more strategic business partner.

The toolkits provide practical frameworks that leaders can adapt to their own organizations.

CHRO-Led Transformation at Integra LifeSciences: Redesigning HR for Enterprise Impact - 2026 Next Practices Weekly (i4cp login required)

Thu, 04 Jun 2026 14:44:00 GMT

Next Practices Weekly recently welcomed Chantal Veillon, Executive Vice President and Chief Human Resources Officer at Integra LifeSciences, for an insightful conversation on how HR can become a driving force behind enterprise transformation. Drawing from her experience leading HR across multiple industries and navigating transformation at Integra, Veillon shared how HR leaders can evolve from service providers to strategic partners that shape business outcomes, strengthen accountability, and enable organizational agility.

Moderated by i4cp's Carrie Bevis and Tom Stone, the discussion explored Integra's ongoing journey to redesign its HR operating model while fostering a more enterprise-minded culture. Veillon highlighted the importance of breaking down silos, building shared accountability, strengthening HR capabilities, and creating structures that help leaders make better decisions across the organization. She also emphasized the need to balance performance, purpose, and patient impact as the company continues to evolve.

Key Topics Discussed

Building an Enterprise Mindset. Integra has worked to move employees beyond functional and site-based thinking, encouraging leaders to make decisions with the broader enterprise in mind.

Redesigning the HR Operating Model. The HR team has evolved toward clearer roles, stronger shared services, and greater alignment between strategic business partnering and operational execution.

Creating Shared Accountability. Transformation efforts focused on establishing clear ownership while ensuring leaders, HR, and employees work together toward common business goals.

Strengthening HR Capabilities. Veillon discussed intentionally building business acumen, project management, employee relations, and strategic partnering capabilities across the HR function.

Leading Sustainable Change. Successful transformation requires ongoing learning, change management, and reinforcing new behaviors over time - not just implementing new structures.

The session offered practical lessons for CHROs and senior HR leaders facing similar transformation challenges. Attendees gained an inside look at both the successes and realities of change management, capability building, and organizational redesign. Watch the recording to hear Veillon's candid reflections on what has worked, what remains a work in progress, and how HR can create measurable enterprise value through intentional transformation.

Resources Shared

Succession Management Survey. Help shape i4cp's new research on succession practices, leadership pipelines, and executive readiness. The survey is open through June 9, and participants will receive early access to the findings. Access the survey: Succession Management Survey
Designed for Disruption - Download the Report: Future-ready organizations don't just adapt - they're built for disruption. Explore the agility routines driving performance in this latest research from Institute for Corporate Productivity. Access the Designed for Disruption report

To ensure open discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.

i4cp & Ipsos Building a Future-Ready Culture Webinar (UK) (i4cp login required)

Tue, 12 May 2026 19:27:00 GMT

In this UK-focused webinar, i4cp and Ipsos explored why culture readiness is becoming one of the most critical enablers of future-ready organizations. As companies accelerate investments in AI, skills, and workforce transformation, many leaders are finding that progress stalls when culture cannot absorb and sustain change. Kevin Martin, Chief Research Officer, Mollie Lombardi, Sr. Research Analyst at i4cp, and Emily Dessent, Principal Consultant at Ipsos Karian and Box, shared findings from their latest global research, including insights from more than 100 senior HR practitioners across the EMEA region. The discussion highlighted the current state of organizational culture health, the leadership and behavioral conditions required for change to stick, and practical recommendations HR leaders can apply now to strengthen adaptability, alignment, and long-term performance.

Key Takeaways

Culture readiness is essential to future readiness. AI and skills investments only deliver lasting value when organizations have the cultural capacity to adapt behaviors, decisions, and ways of working as business needs evolve.
Culture health across EMEA requires intentional focus. The research revealed that while many organizations recognize the importance of culture, fewer have fully embedded the leadership practices and operating norms needed to sustain change at scale.
Change-ready cultures are built through daily behaviors. Future-ready culture is not defined by values statements alone - it shows up in how leaders communicate, how decisions are made, how teams collaborate, and how quickly organizations respond to disruption.
Leadership alignment is a critical lever. Leaders play a central role in modeling adaptability, reinforcing expectations, and creating the conditions for employees to engage with change rather than resist or become overwhelmed by it.
HR has a strategic role in making culture actionable. The speakers shared practical recommendations for helping organizations clarify culture expectations, strengthen leadership accountability, and embed culture into business processes, talent practices, and transformation efforts.

The conversation reinforced that culture is not a supporting element of transformation - it is often the deciding factor in whether transformation scales or stalls. For HR leaders across the UK and broader EMEA region, the message was clear: building a future-ready organization requires more than investing in technology and skills; it requires a culture and leadership system designed to continuously adapt.

Watch the full recording to hear the latest i4cp and Ipsos research, explore the four key observations for organizations across EMEA, and gain practical recommendations for strengthening culture readiness in a rapidly changing world.

Contact

For questions or additional information, please contact:

John Sutton, Vice President, International Growth

mailto:john.sutton@i4cp.com

To ensure open and candid discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.

Scaling AI Readiness: Allianz’s Strategic Approach to Workforce Upskilling - 2026 Next Practices Weekly (i4cp login required)

Thu, 30 Apr 2026 18:35:00 GMT

In this highly engaging Next Practices Weekly session, Allianz leaders Jenny Guldseth, Chief People and Culture Officer, and Bill Ryan, Vice President and Head of Learning & Development, delivered a masterclass in what it truly takes to scale AI readiness across a global workforce. Moving beyond buzzwords, they shared how Allianz is operationalizing a multi-year transformation - embedding AI into learning, workflows, and culture to drive meaningful business impact.

Hosted by Judy Albers and Tom Stone, the discussion emphasized that AI transformation is not a technology initiative, it's a workforce transformation. Jenny and Bill highlighted Allianz's intentional approach to communication, role-based upskilling, and fostering a collective "we're in this together" mindset to cut through the noise and build sustainable adoption across all levels of the organization.

Key Topics Discussed

From AI "Hailstorm" to Strategic Clarity
Allianz addressed the overwhelming influx of AI messaging by creating a cohesive, "surround sound" communication strategy, ensuring employees receive consistent, contextualized guidance that reduces confusion and builds confidence.
Scaling AI Upskilling Through a Global, Structured Framework
Through initiatives like Fit for AI, Allianz is delivering targeted learning experiences to over 157,000 employees and 18,000 leaders, ensuring enterprise-wide capability building with both global consistency and local relevance.
Embedding AI Into Everyday Work and Learning
Rather than treating AI as a standalone skill, Allianz integrates AI into leadership development, learning programs, and daily workflows, positioning tools like Copilot as real-time coaches to enhance decision-making and productivity.
Activating Peer Learning Through Communities and Champions
Programs like the AI "Fan Club" and AI Accelerator model create safe, collaborative environments where employees can experiment, share use cases, and build confidence - driving grassroots adoption at scale.
Moving Beyond "Peanut Butter" AI Adoption
A standout insight: AI cannot be spread uniformly across the organization. Success depends on tailoring use cases to specific roles and business function - making AI practical, relevant, and immediately applicable.

At its core, the session reinforced a critical message for HR and learning leaders: scaling AI readiness requires more than access to tools, it demands a strategic, human-centered approach to skill-building, behavior change, and business alignment. Watch the full recording to see how Allianz is turning AI ambition into enterprise-wide capability - and walk away with actionable strategies you can apply immediately.

Resources Shared

Save the Date: Next Practices Now Conference 2027
Join us in Scottsdale or virtually, March 23-25, 2027 and register by April 30 to lock in 2026 pricing

To ensure open discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.

Designed for Disruption: The Agility Routines that Enable Future Readiness Webinar (i4cp login required)

Wed, 29 Apr 2026 14:27:00 GMT

In this member-exclusive webinar, Designed for Disruption, Katheryn Brekken, PhD, and Kevin Oakes unveiled findings from i4cp's latest research on organizational agility and what truly separates future-ready organizations from those struggling to keep pace. Against a backdrop of constant disruption, driven by AI, shifting labor markets, and global uncertainty, the webinar explored how leading organizations are building the capacity to anticipate change, realign quickly, and execute effectively. Drawing on data from high-performance organizations, the discussion emphasized that agility is not achieved through structural redesign alone, but through intentional routines, leadership behaviors, and embedded HR practices that enable continuous adaptation at scale.

Key Takeaways

Agility is a system - not a structure. Organizational redesign alone rarely improves agility; instead, high-performing organizations embed routines that enable ongoing adaptation.
Four archetypes of agility. i4cp identified distinct patterns of how organizations approach agility - highlighting why only a subset are truly equipped to anticipate, adapt, and act effectively.
Routines drive results. The most agile organizations excel at specific, repeatable practices that help them notice shifts early, realign resources quickly, and sustain change over time.
HR plays a critical role. Talent practices - including performance management, leadership development, and workforce planning - are essential levers for embedding agility across the enterprise.
Future readiness requires continuous change. Organizations that outperform treat disruption as constant and build cultures and systems designed to evolve - rather than react.

The session reinforced that agility is the defining capability of future-ready organizations - and one that must be intentionally designed and sustained. Members were encouraged to rethink how their organizations approach change, moving beyond one-time transformations to build systems that support continuous adaptation.

Watch the full recording to explore the research in depth and gain practical, actionable guidance on how to embed agility into your organization's culture, leadership, and talent practices - so you can stay ahead in an era of constant disruption.

To ensure open and candid discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.