Insights from recent episode analysis
Audience Interest
Podcast Focus
Publishing Consistency
Platform Reach
Insights are generated by CastFox AI using publicly available data, episode content, and proprietary models.
Total monthly reach
Estimated from 4 chart positions in 4 markets.
By chart position
- 🇬🇧GB · Management#5830K to 100K
- 🇫🇷FR · Management#1901K to 10K
- 🇨🇿CZ · Management#733K to 10K
- 🇳🇿NZ · Management#146500 to 3K
- Per-Episode Audience
Est. listeners per new episode within ~30 days
17K to 62K🎙 Weekly cadence·90 episodes·Last published 2w ago - Monthly Reach
Unique listeners across all episodes (30 days)
35K to 123K🇬🇧81%🇫🇷8%🇨🇿8%+1 more - Active Followers
Loyal subscribers who consistently listen
14K to 49K
Market Insights
Platform Distribution
Reach across major podcast platforms, updated hourly
Total Followers
—
Total Plays
—
Total Reviews
—
* Data sourced directly from platform APIs and aggregated hourly across all major podcast directories.
On the show
Recent episodes
The New HR Playbook: Leading Change in an AI World
May 12, 2026
50m 19s
Rethinking Careers When No One Leaves
Apr 14, 2026
27m 05s
The HR and Work Trends That Will Matter in 2026
Dec 30, 2025
25m 51s
Turning HR Data Into Real Insight
Dec 16, 2025
34m 49s
From resistance to buy-in: Influencing the toughest leaders
Dec 2, 2025
36m 25s
Social Links & Contact
Official channels & resources
Official Website
Login
RSS Feed
Login
| Date | Episode | Description | Length | ||||||
|---|---|---|---|---|---|---|---|---|---|
| 5/12/26 | The New HR Playbook: Leading Change in an AI World | In this episode of HR Disrupted, Lucy Adams is joined by Andy Doyle, Chief People and Agent Officer at Kantar. While much of the conversation around AI focuses on hype or fear, Andy shares a grounded, practical perspective on how Kantar has embedded AI agents into the heart of its HR operations. Lucy and Andy dig into why Kantar chose to take this path and how their ambitions evolved along the way. What started as a cost and efficiency conversation quickly expanded into something far more strategic – rethinking how work gets done and what HR’s role should be in that shift. Andy shares the realities behind building AI capability in-house, the importance of leadership courage, and why HR professionals need to get comfortable owning technology, not just responding to it. The discussion also tackles the implications for the HR function itself. As AI agents take on more transactional work, what’s left for HR? Andy offers a clear view: this is an opportunity for HR to become more impactful, not less – but only if it’s willing to step up, experiment, and lead from the front. This episode is a practical look at what it really takes to move from AI curiosity to meaningful transformation. Chapters 00:00 Introduction and why AI is dominating the agenda 07:30 Why Kantar decided to invest in AI agents 18:45 What they actually built – from payroll to employee support 30:10 Lessons learned and challenges along the way 41:20 The future role of HR in an AI-enabled organisation About Andy DoyleAndy Doyle is Chief People and Agent Officer at Kantar. Connect with Andy on LinkedIn https://www.linkedin.com/in/ajdoyle/ Useful Links Find out more about Disruptive HR: www.disruptivehr.com Get in touch: hello@disruptivehr.com Check out The Disruptive HR Club: https://disruptivehr.com/ https://disruptivehr.com/the-club/ | 50m 19s | ||||||
| 4/14/26 | Rethinking Careers When No One Leaves | n this episode, Lucy Adams is joined by Eva Murciano to explore one of the biggest challenges facing organisations today: how to keep careers moving in environments where people stay for a long time. Drawing on Eva’s experience at the European Central Bank, they unpack the tension between having a highly committed, purpose-driven workforce and the unintended consequences of low turnover; stagnation, limited progression, and skills that risk becoming outdated. Their conversation challenges the traditional idea of career progression as a ladder to climb. Instead, Lucy and Eva discuss the need to reframe careers around growth, skills, and experiences. They explore why both employees and managers often resist internal mobility, and what organisations can do to shift mindsets. From redefining success to making movement the norm rather than the exception, this episode offers practical insight into what it really takes to future-proof careers. Eva also shares how the ECB is experimenting with a structured approach to mobility through its “3–5–8 model,” encouraging employees to think proactively about their next move. It’s an honest discussion about what works, what’s still evolving, and why HR has a critical role to play in nudging both individuals and leaders towards more dynamic, flexible career paths. Chapters00:00 – Rethinking careers in a fast-changing world08:12 – The hidden challenge of long-tenured workforces16:45 – Why internal mobility is so hard to make happen25:30 – The 3–5–8 model: encouraging movement and growth33:10 – What HR can do to shift mindsets and behaviours About Eva MurcianoEva Murciano is an HR leader at the European Central Bank, with a focus on talent, development, and organisational effectiveness. She is passionate about enabling people to grow through diverse experiences and helping organisations build more agile, future-ready workforces. Contact Eva https://www.linkedin.com/in/eva-murciano-831a5a13/ Useful LinksFind out more about Disruptive HR: www.disruptivehr.comGet in touch: hello@disruptivehr.comCheck out The Disruptive HR Club: https://disruptivehr.com/https://disruptivehr.com/the-club/ | 27m 05s | ||||||
| 12/30/25 | The HR and Work Trends That Will Matter in 2026 | In this episode, Lucy Adams and Karen Moran take stock of the people and work trends that are likely to shape 2026. Drawing on what they’re seeing across organisations right now, they focus on the changes that genuinely matter for HR and leaders, from shifting employee expectations to the growing pressure on organisations to operate with greater trust and transparency. They explore how ideas about leadership, performance and culture are continuing to evolve, why traditional HR models are being stretched, and what this means for areas such as hybrid working, capability building and organisational design. The discussion highlights where HR can add the most value over the next few years, and where it may need to step back from long-established but increasingly unhelpful practices. Lucy and Karen also reflect on what this moment means for HR more broadly, and how teams can prepare for 2026 in a way that is pragmatic, human and grounded in reality. The HR Disrupted podcast will be taking a break due to other commitments but the conversation very much continues! For more insights from Lucy and the team at Disruptive HR, check out the website at www.disruptivehr.com. Chapters 00:00 – Looking ahead: Why 2026 is a turning point for work09:10 – Shifting expectations: What employees and leaders want next21:05 – Rethinking HR models: What may need to change or disappear34:00 – What’s next: Preparing for 2026 Useful Links Find out more about Disruptive HR: www.disruptivehr.comGet in touch: hello@disruptivehr.comCheck out The Disruptive HR Club: https://disruptivehr.com/the-club/ | 25m 51s | ||||||
| 12/16/25 | Turning HR Data Into Real Insight | HR doesn’t struggle with not having enough data - we’ve got tons of it. Engagement scores, churn and absenteeism rates, performance ratings, DEI metrics - the works. But can we honestly say we’re brilliant at using that data to drive our people strategies? The answer is probably, “not yet.” So, this episode explores how we can get better at turning data into real insight and how that insight can help us build more trust, better performance, and stronger cultures. Lucy is joined by Jenny Deaborn who’s spent her career helping organisations do exactly that. Her new book, The Insight-Driven Leader, is a practical roadmap for HR teams and leaders who want to make analytics genuinely useful and human. Drawing on over 100 one-to-one interviews with CEOs, CHROs and board members, Jenny explains why the best organisations aren’t using “magic” HR metrics – they’re just using familiar ones with far more rigour. She unpacks why “regrettable attrition of top performers in critical roles” beats a single company-wide turnover number every time, how to define “top performer” and “critical role” with real fidelity, and why every good HR metric should be in service of a small handful of measures the board genuinely cares about. They then dig into what it really means to be an insight-driven leader rather than just “data-informed”: connecting people data with customer metrics to show where revenue, risk and growth are truly sitting in your workforce. Jenny shares practical examples of using AI to join up disparate data sources, warning that technology is no longer the barrier – mindset and culture are. Chapters 02:15 – Jenny’s story: neurodiversity, quotas and the credibility that comes with numbers 08:35 – Business-first HR: the tiny set of people metrics CEOs and boards really care about 16:50 – From data-informed to insight-driven: joining HR, CRM and ERP data (and where AI helps) 25:20 – Is your culture ready for analytics? Plus practical first steps for aspiring insight-driven CHROs Disruptive HR Find out more about Disruptive HR: www.disruptivehr.comGet in touch: hello@disruptivehr.comCheck out The Disruptive HR Club: https://disruptivehr.com/the-club/ Contact Jenny https://www.linkedin.com/in/jennydearborn/ | 34m 49s | ||||||
| 12/2/25 | From resistance to buy-in: Influencing the toughest leaders | Lucy and Karen get honest about one of HR’s toughest challenges: helping leaders and managers actually change how they behave. Drawing on their own “humiliations” as former HR Directors, they unpack why influencing senior leaders can feel so hard – from fear of getting it wrong, to loss of status, to simple overload – and introduce four familiar resistance types: the Defiant, the Intellectual, the Busy Operator and the Reluctant. They share ten practical ways to shift behaviour without a 50-slide deck. You’ll hear how to start with sharp, leader-focused questions instead of programmes, use commercial numbers to earn attention, set clear people outcomes rather than more process, offer genuine choice, and make change feel tiny and doable through simple nudges. They also explore how to swap “HR as trainer” for peer-to-peer learning, use more human language, and tailor your message to different decision-making styles – from fast-moving Drivers to cautious “steady hands”. Finally, Lucy and Karen show how to stop pouring energy into the hardest resistors and instead “go with the energy” – working first with early adopters, then using their success to win over results-focused pragmatists. Chapters 00:03 – Setting the scene: Why influencing leaders feels so hard for HR 03:31 – Four types of resistance: Defiant, Intellectual, Busy and Reluctant 08:48 – Ten practical tips: Questions, data and focusing on outcomes 16:35 – Making it easy: Choice, tiny nudges and peer-to-peer learning 28:23 – Personas, packaging and next steps: Olivia, Jessica, Michael and a simple plan for your next leader conversation Useful Links Find out more about Disruptive HR: www.disruptivehr.com Get in touch: hello@disruptivehr.com Check out The Disruptive HR Club: https://disruptivehr.com/ https://disruptivehr.com/the-club/ | 36m 25s | ||||||
| 11/18/25 | AI Coaching: The New Frontier for Developing Managers | One of the biggest challenges facing HR is the perennial challenge of leadership capability. Despite years of investment in programmes, frameworks, and workshops, many organisations still struggle to see real behavioural change. The world around us is moving faster, the expectations on leaders are higher, and yet our development approaches can still feel generic, theoretical, and removed from the realities of day-to-day work. But what if technology - and specifically, AI - could help us do it differently? Instead of a one-size-fits-all course, what if every manager could have a personalised coach in their pocket that gives them real-time, practical guidance in the moment they need it most? To explore the benefits and risks of AI coaching, Lucy is joined by Anand Chopra-McGowan, Managing Director, Europe at Valence. Anand explains how Nadia, Valence’s AI coach, learns your context (company principles, programmes, your team) and supports both the “small moments” such as a tricky feedback chat, and the “big moments” like onboarding and performance reviews. He shares a live example of using Nadia minutes before a meeting, why perfect memory beats good intentions, and how the tool integrates where managers already are . We dig into trust and ethics, what data Nadia uses, and how clients are measuring value - from time saved on reviews to uplift in leadership effectiveness scores and store-level customer outcomes. Anand’s deployment advice is refreshingly practical: point the coach at high-friction moments in your HR calendar, customise to your ways of working, and use early wins to convert sceptics. Chapters 00:29 — Why traditional leadership development stalls10:22 — What Nadia is and how it works (with an in-the-moment example at 12:12)14:47 — Ethics, data, and measuring impact (ROI examples from 19:23)23:01 — How to deploy AI coaching and bring sceptical managers with you Discover more about Disruptive HR Find out more about Disruptive HR: www.disruptivehr.com Get in touch: hello@disruptivehr.com Check out The Disruptive HR Club: https://disruptivehr.com/the-club/ Contact Anand: https://www.linkedin.com/in/achopramcgowan/ | 32m 04s | ||||||
| 11/4/25 | The AI you can actually use: Real adoption and results inside HR | As we know - AI isn’t something that’s coming in the future — it’s already here, and it’s already reshaping how we hire, develop and engage our people. The pace of change can feel daunting at times, but the big challenge for us in HR is how we shift from dabbling with new tools to really using AI as a strategic enabler. In this episode, Lucy explores the key opportunities and risks — from ethics and trust, through to leadership development, talent management and employee engagement with the help of one of the leading voices in people analytics and digital HR David Green. David shares research showing more companies now have dedicated AI governance for HR, and why moving from “jobs” to “tasks and skills” matters if we want technology to augment work rather than trigger blunt headcount cuts. The conversation explores what great employee listening looks like when you blend surveys with collaboration and behavioral signals (at aggregate level), plus the implications for hybrid work, org design, and keeping the human experience at the centre. For HR professionals wondering where to start, David’s advice is simple: build AI literacy, experiment hands-on, identify a few high-value use cases tied to business priorities, and iterate with a sponsor. The capability stack HR needs now ranges from data/AI literacy and stakeholder influence to human-centred design, storytelling, and emotional intelligence—so we can automate the repetitive, personalise the meaningful, and lead the transformation with credibility. Chapters 00:03 — Meet David GreenDavid’s journey from recruitment to people analytics; Insight222 and the Digital HR Leaders podcast. 07:04 — What’s actually being usedAdoption snapshot; chatbots, sentiment analysis of feedback, and augmented JD writing.12:40 — Trust, ethics & redesigning workGovernance and transparency; shifting from jobs to tasks/skills; keeping the human experience central.20:50 — Strategy to practice AI as a strategic enabler; leadership development, employee listening/hybrid insights, the HR skillset, and where to start. Contact David: www.insight222.com Discover more about Disruptive HR Find out more about Disruptive HR: www.disruptivehr.com Get in touch: hello@disruptivehr.com Check out The Disruptive HR Club: https://disruptivehr.com/the-club/ | 38m 19s | ||||||
| 10/21/25 | When One Size Doesn’t Fit All: When to personalise your HR practices | In HR we have always tended to prefer standardisation. The instinct to make everything and to treat everyone in the same way comes from a mixture of practicality, compliance, and tradition. Standardisation makes processes easier to administer at scale, creates the appearance of fairness, and reduces the risks of inconsistency. For HR teams under pressure to manage large workforces efficiently, there is comfort in producing a set of policies or frameworks that apply equally to all. However in recent years there has been an increasing demand for the personalisation of HR, to counteract the limitations of having standard, universally applied processes. In this episode Lucy is joined by her co-founder of Disruptive HR, Karen Moran to consider when HR should be customised or personalised – and when it should be a standard, consistent approach for all. They look at when it makes sense to have standardisation and the risks are of being too rigid in your uniformity. They give three practical examples of customisation in action, how AI helps to personalise and they also discuss how to personalise without adding complexity, by using “employee personas” to design around real people. Discover more about Disruptive HR Find out more about Disruptive HR: www.disruptivehr.com Get in touch: hello@disruptivehr.com Check out The Disruptive HR Club: https://disruptivehr.com/the-club/ Chapters 00:03 – Why HR Loves Standardisation Lucy and Karen reflect on HR’s instinct to make everything consistent – and why “fairness through sameness” has dominated for so long.03:32 – The Risks of One-Size-Fits-All HR They unpack how over-standardisation ignores individuality, stifles judgement and turns processes into tick-box exercises.09:48 – When Standardisation Still Makes Sense From safety and brand consistency to data accuracy, Lucy and Karen explore where sameness genuinely adds value.15:06 – How to Personalise Without the Chaos Real examples from Telstra, Wipro and Adobe show how HR can tailor experiences – with help from AI and employee personas. | 23m 18s | ||||||
| 10/7/25 | In praise of the office: Why hybrid is broken | In this episode, Lucy digs into one of the big questions right now: if most organisations have landed on hybrid, why does it still feel so clunky? Ranya Nehmeh, senior HR strategist, lecturer and co-author of In Praise of the Office: The Limits to Hybrid and Remote Work - joins to unpack why many hybrid set-ups deliver the “messy middle”: full calendars, half-empty offices and confused norms. She makes the case that the office still offers something distinctive: spontaneous interactions, faster trust-building and the sort of collaboration you can’t schedule into a diary. Lucy and Ranya explore the long-term culture risks of ineffective hybrid working such as lower discretionary effort, individualism over collaboration, and promotion decisions skewed by proximity bias. They look at practical ways to make hybrid better including designing anchor days around activities that need co-location, fixing meeting hygiene and measuring outcomes not optics. They also discuss a divide many miss - pre- versus post-pandemic hires—and how HR can act as “architect of connection” through extended onboarding, mentoring across cohorts, and rituals that make everyone visible. This episode looks at how you build flexibility and a healthy culture. The answer isn’t blanket policies; it’s clarity and intention. Think presence with purpose, flexibility with structure, and leaders equipped to have grown-up team conversations about what works now—for the work, the customer and the people involved. Chapters (00:03) The Future of Hybrid Work (15:24) Optimizing Hybrid Work Strategies for Success (21:54) Bridging Pre & Post-Pandemic Workplace Gap (26:15) Hybrid Work Flexibility and Structure (31:17) Importance of Office Relationships (34:53) Exploring Hybrid Work Strategies Contact Rayna https://www.linkedin.com/in/ranyanehmeh/ Discover more about Disruptive HR Find out more about Disruptive HR: www.disruptivehr.com Get in touch: hello@disruptivehr.com Check out The Disruptive HR Club: https://disruptivehr.com/the-club/ | 36m 41s | ||||||
| 9/23/25 | Rethinking Rewards: How Virgin Group Made Benefits Meaningful | Whilst we’re seeing tons of innovation in some of the key employee processes, reward and recognition can often be put in the ‘too difficult’ box. Recognition efforts often lack differentiation and are just vanilla or one-size-fits-all, and flexible benefits packages, meant to deliver choice, can too often feel overwhelming or unclear to employees. This week’s guest Rachel Richards, Reward and People Operations Director at Virgin Group, joins Lucy to share how they have broken away from the usual script. She shares their new benefits arrangements and how they've made them feel more meaningful, clear, and truly relevant. In this episode you’ll hear how to engage your employees in shaping reward and recognition, how to create benefits from a position of trust and provide an offering that feels inclusive, brand-aligned and genuinely compelling - without increasing spend. It’s a conversation about trust, transparency, and the courage to break away from vanilla rewards to build something that reflects modern lives and makes employees proud. Chapters (00:03) Revolutionizing Employee Benefits at Virgin (08:30) Enhancing Employee Benefits Through Engagement (16:29) Empowering Flexibility and Wellbeing at Work (24:56) Designing Employee Benefits With Purpose Contact Rachel: https://www.linkedin.com/in/rachelreclarke/ Disruptive HR Website: www.disruptivehr.com Join the Disruptive HR Club https://disruptivehr.com/the-club/ Email: hello@disruptivehr.com | 33m 08s | ||||||
Want analysis for the episodes below?Free for Pro Submit a request, we'll have your selected episodes analyzed within an hour. Free, at no cost to you, for Pro users. | |||||||||
| 9/9/25 | From Bias to Better Insights: Rethinking Assessments with AI | Assessments have always played a crucial role in how we identify potential, develop talent, and shape future leaders. But with the rapid rise of AI and digital tools, we’re facing both incredible opportunities and real risks. In this episode we’re diving into a subject that sits right at the intersection of innovation and humanity and asking, how do we harness the power of technology - particularly AI - to build fairer, more human-centered approaches to leadership assessment and development? Joining Lucy to discuss this is a real expert in the field of leadership assessment - Tom Verboven from The Talent Enterprise which is part of the Mercer group. Lucy and Tom discuss some of the big questions around assessment and technology, including: Where do we currently stand in the adoption and effectiveness of AI and technology in assessments? How can we effectively eliminate bias and noise in assessments, whether human or AI-driven? What is the candidate or participant experience like when interacting with AI and technological assessments? What are the implications of passively collecting data to generate insights on strengths, areas for development? Chapters (00:03) Harnessing AI for Leadership Assessment (05:52) Navigating AI in Leadership Development (15:45) Ethical Considerations in AI Assessments (28:21) The Future of AI in Leadership Contact Tom: https://www.linkedin.com/in/tom-verboven-b85a691/ Disruptive HR Website: www.disruptivehr.com Join the Disruptive HR Club https://disruptivehr.com/the-club/ Email: hello@disruptivehr.com | 30m 12s | ||||||
| 8/26/25 | No-one remembers your strategy deck: Storytelling tips for leaders | Storytelling to support leadership communications has been around for a while now. And whilst it’s often seen as an effective way of getting our message across, what does it really mean to be a great storyteller - and how does it work on a practical level in a business? It could be that you are trying to help your leaders communicate the strategic priorities for the coming year or you want your own HR comms to have more impact. In this episode we’re going to really break it down for you and to do that Lucy has enlisted the support of someone who has straddled the world of leadership and engagement - and actual proper storytelling as a published author - Simon Wright. This episode of HR Disrupted looks at how storytelling can change the way we communicate at work, especially in HR and leadership. It explores how stories go beyond facts and figures to create emotional connection, build trust, and help people really understand and care about what’s being said. Instead of treating storytelling as something fluffy or ‘extra’, the episode shows how it can be a powerful tool for getting messages to stick and for helping people feel part of something bigger. The episode explores how storytelling isn’t just for creative types, it’s something anyone can use to make their communication more meaningful. Whether you’re explaining a new strategy or trying to build team connections, telling a story helps people understand not just what you’re doing, but why it matters. It looks at how good storytelling often starts with vulnerability and honesty and shares tips to bring storytelling into everyday communication without it feeling forced or awkward. HR and leaders need to see storytelling not as a ‘nice to have’, but as a core part of how we inspire, influence and build stronger, more connected workplaces. Discover Simon Wright’s novels - The Red Scarf Series - and contact him at https://simonwrightbooks.com/ Disruptive HR Website: www.disruptivehr.com Join the Disruptive HR Club https://disruptivehr.com/the-club/ Email: hello@disruptivehr.com | 41m 42s | ||||||
| 8/12/25 | The Secret to Better Leaders? It Might Be Artificial | In this episode of HR Disrupted, Lucy Adams is joined by Karen Moran to explore whether artificial intelligence can help leaders get better at the “people stuff” including giving feedback, recognising effort, and holding difficult conversations. Despite over $360 billion being spent annually on leadership development, most programmes fail to deliver meaningful change. Lucy and Karen ask: can AI offer a smarter, more practical solution? We explore how AI can act as a real-time “pocket coach,” supporting leaders with small nudges and advice exactly when they need it. Rather than waiting for a scheduled training session, leaders can use AI to reflect on their leadership style, build micro-habits, or prepare for tricky conversations. We look at how AI is transforming hiring and onboarding by helping managers to write more inclusive job descriptions, generate interview questions, and create onboarding plans tailored to each new hire. When it comes to recognising and engaging teams, AI can prompt leaders to show appreciation more often and in more meaningful ways. And prompts can also help with career development conversations, especially the tricky ones, such as when someone isn’t quite ready for a promotion. Importantly, it doesn’t have to cost the earth. Free tools such as ChatGPT, Gemini, and Copilot can deliver a big impact. Simple prompts like “What are three ways I can improve team morale this week?” or “Write a thank-you message for a five-year work anniversary” can help managers act with more empathy and intention. Disruptive HR Website: www.disruptivehr.com Join the Disruptive HR Club https://disruptivehr.com/the-club/ Email: hello@disruptivehr.com | 28m 15s | ||||||
| 7/29/25 | When HR Meets PR: Managing Reputation from the Inside Out | In an age where a single tweet can spark a crisis, reputation management is no longer the preserve of PR teams. In this episode, Lucy is joined by Lis Anderson, founder of the award-winning PR agency Ambitious, to explore how HR can (and must) play a bigger role in shaping, protecting and enhancing an organisation’s reputation. They delve into the shifting dynamics of trust, the power of employee advocacy, and why the most credible voices about your culture aren’t your leaders – but your people. Lis also shares what often goes wrong when HR and comms don’t collaborate, and offers practical ideas to help HR teams get ahead of reputational risks, not just clean them up. Whether it’s Glassdoor reviews, crisis planning, or understanding digital reputational threats, this episode is packed with insights to help HR step confidently into its growing communications role. Connect with Lis Anderson Website: www.ambitiouspr.co.uk LinkedIn: Lis Anderson Useful Links Find out more about Disruptive HR: www.disruptivehr.com Get in touch: hello@disruptivehr.com Join the Disruptive HR Club https://disruptivehr.com/the-club/ | 29m 12s | ||||||
| 7/15/25 | The art of asking better questions | In this episode, Lucy is joined by Dave Reynolds, founder of Ruminate Group and author of Radicle Growth: Transform into an Unstoppable Leader Through Mastering the Art of Questions. Dave shares his journey from sales leadership to global coaching, and why he believes the key to exceptional leadership lies in asking better, deeper questions. Drawing on the concept of “radicle” growth—the unseen but essential root stage of development—he encourages leaders to invest in meaningful conversations rather than chasing quick fixes. They discuss the difference between mentoring and coaching, and why coaching creates greater ownership, accountability and long-term results. Dave explains how silence, often uncomfortable for leaders, can be a powerful tool to help people think for themselves and reach more thoughtful conclusions. He also highlights how surface-level conversations can limit real connection and performance. Finally, Lucy and Dave explore the role HR can play in building coaching cultures. From helping leaders ask the right questions to observing how they run meetings, HR has a vital part to play in encouraging more thoughtful, human leadership. Contact Dave: Website: www.rumin8group.com LinkedIn: Dave Reynolds – Ruminate Group Disruptive HR Website: www.disruptivehr.com Join the Disruptive HR Club: https://disruptivehr.com/the-club/ Email: hello@disruptivehr.com | 29m 05s | ||||||
| 7/1/25 | No Ratings. No Regrets. What really happens when you give up performance ratings | Handing out a rating at the end of the annual performance review is a sure fire way to demotivate at least 80% of your workforce. But when we try to get rid of them, we’re often met with a number of concerns about what will happen when they’re gone. In this episode, Lucy is joined by her Disruptive HR co-founder Karen Moran to unpack some of the common misconceptions around the value of ratings and look at why getting rid of them is not as risky as you might think. Whether you’ve been on the receiving end of a disappointing score or forced to defend a ‘meets expectations’ to a furious high performer, this one’s for you. Lucy and Karen share their own performance review horror stories and get under the skin of why ratings continue to survive, despite being universally hated. They tackle the four big worries HR teams often have when considering ditching ratings: How will we know who our top performers are? How can we allocate bonuses fairly? How will we know if managers are doing performance management properly? And what about dealing with poor performance? Packed with real-life examples from companies like Microsoft, Adobe and Spotify, this episode will help you challenge the status quo and find better ways to manage performance, without the dreaded annual rating. Fancy doing HR differently?Check out www.disruptivehr.com to find out more about the Disruptive HR Club - packed with toolkits, live and on-demand training, and a global community of forward-thinking HR professionals. Disruptive HR Website: www.disruptivehr.com Join the Disruptive HR Club https://disruptivehr.com/the-club/ Email: hello@disruptivehr.com | 32m 35s | ||||||
| 6/17/25 | The HR Director you wish you worked with | In this episode Lucy is joined by Matt Brady, Head of People of Tesco Bank talks through his refreshing HR philosophy, which is grounded in insight, commercial savviness, pragmatism, and innovation. Matt shares candid stories from his career at HSBC, Sky and Tesco Bank and shows how a mix of data, empathy, and experimentation can drive meaningful change in the employee experience. Matt’s take on HR is shaped by his background in economics, where he first learned about human behaviour, motivation, and how to make the most of limited resources—ideas that still guide his work today. In this episode, he and Lucy chat about the value of looking beyond the usual HR playbook, drawing inspiration from areas like marketing, behavioural science, and design thinking to bring in fresh, creative approaches. Matt also talks about the power of using data to tell a story—not just reporting numbers, but connecting the dots between what employees are saying and how the business is performing. And when it comes to being commercially savvy, he makes the case that it’s not about sounding like a finance expert. Instead, it’s about really understanding what matters to leaders and showing how HR can help solve the problems they’re facing. This episode is a must-listen for HR professionals who want to shake off rigid processes and bring relevance, flexibility, and a human touch back into HR. Whether you're early in your HR career or leading a people function, Matt’s blend of humility, rigour, and creativity offers practical inspiration for transforming how we do HR. Chapters (00:03) Innovative Approaches in Human Resources (08:44) Connecting Data to Storytelling for Impact (16:49) Developing Authenticity, Collaboration, and Pragmatism (24:05) Innovation and Pragmatism in HR Contact Matt: https://www.linkedin.com/in/bradymatt/ Disruptive HR Website: www.disruptivehr.com Join the Disruptive HR Club https://disruptivehr.com/the-club/ Email: hello@disruptivehr.com | 36m 41s | ||||||
| 6/3/25 | Why Performance Management Sucks (And What to Do About It) | Every year many managers and employees have to go through an ordeal that costs time, money and effort but which delivers little value - actually, it’s worse than that, it decreases employees’ motivation and can occasionally make them leave the company. Yes you guessed it! It’s performance appraisal time! It’s amazing that so many of us are unwilling to let go of a system that costs so much and yet doesn’t improve performance. Fortunately, the tide is turning and many HR teams are introducing different approaches that do actually work. In this episode, Lucy talks to Doug Dennerline, the CEO of Betterworks - a leading performance management software and author of the book ‘Make work better’ - about why traditional approaches don’t work, why we cling to the old ways when they are obviously not delivering, and what the alternatives are. Doug offers insights from his tech industry journey, revealing how companies can evolve by adopting AI-driven tools that revolutionize goal setting and communication. We also shed light on the challenges managers face in delivering effective feedback and how technology can be an invaluable ally, acting as a coach for managerial skills. Chapters (00:03) Reimagining Performance Appraisals for Success (12:24) Empowering Employees Through Goal-Setting (18:03) Leveraging Tech for HR Transformation Contact Doug: doug@betterworks.com Disruptive HR Website: www.disruptivehr.com Join the Disruptive HR Club https://disruptivehr.com/the-club/ Email: hello@disruptivehr.com | 30m 26s | ||||||
| 5/20/25 | The two-year itch: Rethinking Retention for the Modern Tech Workforce | Many of our talent and career development models stem from another age - when we joined a company, got a number of promotions and stayed as long as the company allowed us to. Of course, nowadays, the reality for many of us is very different. Flatter structures offer fewer promotional opportunities. Volatile markets mean that the longevity of companies has declined. And whilst there is some debate about whether Gen Z and Millennials do want to change companies more often - in one sector, there’s clear evidence that retaining your people is more of a challenge. In the tech sector, employees are changing jobs and companies every 2 years or so. This is a particular challenge for smaller tech companies where promotional opportunities are more limited. So, how does an HR Director tackle this challenge? Is it about creating golden handcuffs or just accepting that this is the new normal? To discuss this issue Lucy is joined by Matt Kennedy, CPO at Go1, a leading learning content provider. Matt provides an intriguing perspective on the evolving challenges of employee retention in the tech industry, where traditional career paths are being upended. He shares his story of transitioning from Microsoft and Starbucks to a cutting-edge tech company . We explore how smaller tech companies can distinguish themselves from larger corporations by offering more personalized growth opportunities and promoting impactful projects. We discuss the importance of being transparent about career paths and creating a culture that not only retains talent but also transforms former employees into ambassadors for the organization. His experiences highlight the vital role of informal mentorship and real-world experiences in developing soft skills that complement formal training. For HR professionals eager to challenge the norms and enhance employee retention, this conversation is packed with practical strategies and thought-provoking insights that will leave you rethinking your approach to building a resilient workforce in the dynamic tech landscape. (00:03) Navigating Career Challenges in Modern HR (10:11) Career Challenges in Tech Sector Retention (20:29) Creating a Culture of Retention Contact Matt: https://www.linkedin.com/in/matt-kennedy-b695603/ Disruptive HR Website: www.disruptivehr.com Join the Disruptive HR Club https://disruptivehr.com/the-club/ Email: hello@disruptivehr.com | 33m 01s | ||||||
| 5/6/25 | Making HR comms less ‘meh’: Real talk, real connection, real impact | HR communications too often fall flat; drowning in a sea of data, facts, and formal language that fails to connect. In this episode, Disruptive HR co-founders Lucy Adams and Karen Moran explore why traditional HR comms so often miss the mark — and more importantly, how you can make yours truly stand out. Lucy and Karen share practical insights on how to transform dry, fact-heavy messaging into communications that cut through the noise, grab attention, and inspire genuine action. They explain why storytelling beats spreadsheets every time when it comes to engagement, and how honesty and authenticity can build far greater trust than polished corporate speak. You'll hear how short, human updates directly from leaders can be more powerful than lengthy newsletters, and why personalising your messages to different employee personas can make all the difference. They also highlight how tapping into employee trust through peer-led communications can amplify your impact, and why ditching jargon in favour of clear, relatable language is critical if you want your messages to land. Packed with real-world examples from organisations like Santander, Dropbox, Coca-Cola, HSBC, and more, this episode offers a fresh and practical guide for anyone who wants to transform the way HR communicates — making it more human, more engaging, and ultimately, far more effective. Disruptive HR Website: www.disruptivehr.com Join the Disruptive HR Club https://disruptivehr.com/the-club/ Email: hello@disruptivehr.com | 24m 51s | ||||||
| 4/22/25 | When Politics Walk Into Work: Managing Ideological Tensions | The social and political landscape is getting more complicated and divided—things like Trump, Gaza, climate change, and so-called wokeism are just a few examples. And all that tension is spilling into the workplace. With misinformation spreading fast, people stuck in their own online bubbles, and fading trust in traditional institutions, employees are showing up with all kinds of different—and often conflicting—opinions. For employers and HR teams, this growing divide makes it harder to keep things running smoothly and respectfully. It’s tougher to encourage open, honest conversations, and disagreements can escalate quickly, leading to conflict, disengagement, or even people leaving. If it's not handled well, it can seriously mess with team dynamics, hurt productivity, and damage the overall culture. Joining Lucy on this week’s episode to discuss these issues and to offer her insights is Edel Holliday-Quinn - the Chief Leadership Psychologist and founder of the Centre for Leadership Psychology. Edel shares her tips for encouraging ‘courageous conversations’ that welcome diverse perspectives and balancing empathy with action. Chapters (00:03) Navigating Workplace Polarization and Authenticity (14:24) Building Psychological Safety for Diversity (20:57) Navigating DEI Challenges in Organizations Contact Edel https://www.linkedin.com/in/edel-quinn/ Disruptive HR Website: www.disruptivehr.com Join the Disruptive HR Club https://disruptivehr.com/the-club/ Email: hello@disruptivehr.com | 31m 04s | ||||||
| 4/8/25 | Leadership development reinvented: Moving beyond traditional training | Tired of the same old leadership development strategies? Join Lucy Adams and Karen Moran as they challenge the status quo. Promoting top performers into leadership roles without considering their people skills is a recipe for disaster. Discover why the "superhero" leader model is outdated and doesn't work for modern organizations. Revitalize your leadership training with insights from industry leaders like Salesforce, SAP, Standard Charter, and Nestle. These companies are transforming leadership development by replacing complex competency frameworks with clear, actionable goals. Discover how to create inclusive, personalized, and effective leadership development that drives high-performance and engagement. Learn from real-world examples and practical tips to build a leadership development approach that works! Chapters (00:03) Reimagining Leadership Development Strategies (06:34) Moving Beyond Traditional Leadership Training (20:11) Expanding Leadership Development Opportunities Disruptive HR Website: www.disruptivehr.com Check out Disruptive Leaders https://disruptive-leaders.com/ Take our diagnostic to discover your leadership skills https://disruptivehr.typeform.com/leadersquiz Email: hello@disruptivehr.com | 35m 07s | ||||||
| 3/25/25 | Gen Z and the 'snowflake' myth | It seems as though there’s a news article every day about how the younger generation lack the resilience or work ethic of their parents. There’s even a nickname to sum up this apparent lack of discipline and disregard for the demands of the workplace - the so-called Snowflake generation. Do younger people present problems for employers in terms of laziness or being too fragile? Or is it just a myth? With nearly 25 years of experience in secondary education, our guest Alex Atherton provides invaluable insights into the resilience and work ethic of today's youth, offering a fresh perspective on whether the perception of Gen Z as fragile and lazy is a stereotype or reality. Join us as we explore the evolving landscape of the Gen Z workforce, examining the challenges and solutions for both employers and employees. We highlight strategies for attracting and retaining young talent by fostering authenticity, transparency, and aligning company culture with the aspirations of Gen Z employees and examine the benefits and strategies for a diverse generational workforce. Contact Alex info@alexatherton.com Disruptive HR Website: www.disruptivehr.com Join the Disruptive HR Club https://disruptivehr.com/the-club/ Email: hello@disruptivehr.com | 38m 07s | ||||||
| 3/11/25 | Can AI Solve Recruitment’s Biggest Challenges? HMRC Says Yes! | There doesn’t seem to be any area of HR that isn’t impacted by AI. Whether it’s personalised learning experiences or employee benefits, accessible employee survey tools, enhanced data and analytics or simply the automation of transactions, most HR teams are having to get to grips with the potential of AI. In this episode, we’re joined by Andy Headworth, Deputy Director of Talent Acquisition at HMRC, to discuss the impact of AI in HR, and more specifically in recruitment. Andy’s team, who were early adopters of AI, have been experimenting with emerging technologies to help hiring managers make more informed decisions for the last two years. He explains how AI-driven tools have streamlined the recruitment process, using talent insights and addressing common pain points faced by hiring managers. With AI fast becoming a creative collaborator rather than just a search engine, we discuss the challenges and strategies of introducing AI in a traditionally cautious sector, and the importance of supportive leadership whilst fostering curiosity. This episode is a must listen for anyone who is AI-curious in HR or recruitment roles. Contact Andy https://www.linkedin.com/in/andyheadworth/ Disruptive HR Website: www.disruptivehr.com Join the Disruptive HR Club https://disruptivehr.com/the-club/ Email: hello@disruptivehr.com | 33m 11s | ||||||
| 2/25/25 | Is it the end for DEI? | Diversity, Equity and Inclusion - or DEI as it’s known - has had a rough ride lately. Legal challenges, political pressure, and polarized public opinion have resulted in many big brand names stepping back from their DEI commitments. Does this mean the end for DEI? To discuss this and to offer a more optimistic view, Lucy is joined by her co-founder at Disruptive HR, Karen Moran. They debate whether the recent rolling back on DEI commitments from US corporations are a necessary pragmatism or cynical opportunism. Or whether this could even mean a welcome reset for DEI strategies. Lucy and Karen explore the problems with the way DEI has been delivered in recent years and how this has potentially led to DEI becoming, ironically, quite alienating for many people. They question the impact of the compliance-focused approach to DEI and provide examples of alternative strategies from more progressive companies, including using nudges and AI to check and avoid bias. Finally, they look at how companies are using more human language and focusing on helping managers and their teams have great conversations as a way of ensuring DEI can actually be more inclusive! Disruptive HR Website: www.disruptivehr.com Join the Disruptive HR Club https://disruptivehr.com/the-club/ Email: hello@disruptivehr.com Inclusion Nudges by Tina Nielsen and Lisa Keplinski https://inclusion-nudges.org/ | 21m 37s | ||||||
Showing 25 of 91
Sponsor Intelligence
Sign in to see which brands sponsor this podcast, their ad offers, and promo codes.
Chart Positions
4 placements across 4 markets.
Chart Positions
4 placements across 4 markets.