Katy Sharon

#PsychologicalSafety isn’t a checkbox. It’s a cultural shift. While failure can stifle experimentation, a culture of psychological safety, driven by strong leadership and clear communication can unlock innovation, notes a new report by MIT Technology Review Insights, in partnership with #InfosysTopaz. The research highlights why creating psychological safety takes more than policies. It demands synchronized efforts across leadership behavior, communication clarity, skills development, and organizational design. Ready to move from intention to action? Download the full report: https://infy.com/tK9EQ.

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Thrilled to share our new article in Organizational Dynamics, coauthored with Dana Minbaeva, Martin Edwards, and Alec Levenson, where we explore how Workforce Analytics (WFA)—done right—can become a strategic capability in multinational corporations (MNCs). Unlike traditional people analytics, WFA is not about dashboards or descriptive metrics. It’s about value creation through strategic roles (think “A positions”) across complex, culturally diverse environments. We introduce the ACAI Model—a practical and theory-grounded approach for transforming workforce data into decisions that matter: Ask: Begin with business questions—not with data Collect: Focus on relevant, high-quality, cross-border workforce data Analyze: Apply rigorous, causal methods—not just correlations Influence: Shape strategic decisions, not just reports Our central message: Workforce Analytics—when done strategically, ethically, and globally—can drive lasting competitive advantage.   Free access to the article (limited time): https://lnkd.in/ePZJTyRY For deeper insights, see our newly published book: Workforce Analytics: A Global Perspective (Routledge, 2025) And don’t miss the full Organizational Dynamics special issue on Global Talent Management, edited by Paula Caligiuri, PhD: https://lnkd.in/er8w6dus

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𝗢𝗻𝗲 𝗼𝗳 𝘁𝗵𝗲 𝗺𝗼𝘀𝘁 𝗰𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝘁 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀 𝗜 𝘀𝗲𝗲 𝗶𝗻 𝗽𝗿𝗶𝘃𝗮𝘁𝗲 𝗲𝗾𝘂𝗶𝘁𝘆 𝗽𝗼𝗿𝘁𝗳𝗼𝗹𝗶𝗼 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝗶𝘀 𝘂𝗻𝗱𝗲𝗿𝗶𝗻𝘃𝗲𝘀𝘁𝗺𝗲𝗻𝘁 𝗶𝗻 𝗛𝗥 𝗮𝗻𝗱 𝘁𝗮𝗹𝗲𝗻𝘁 𝗰𝗮𝗽𝗮𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀. As I shared in my recent Organization Design Forum workshop, it’s not uncommon to find just one HR leader (often stretched thin) charged with supporting executives through complex organization change, leadership transitions, and even designing people strategies to support transformation. 𝗧𝗵𝗲 𝗿𝗲𝗮𝗹𝗶𝘁𝘆? 𝗦𝘂𝗰𝗰𝗲𝘀𝘀𝗳𝘂𝗹 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗶𝗻 𝗮 𝗣𝗘 𝗰𝗼𝗻𝘁𝗲𝘅𝘁 𝗱𝗲𝗽𝗲𝗻𝗱𝘀 𝗼𝗻 𝗺𝗼𝗿𝗲 𝘁𝗵𝗮𝗻 𝗮 𝘀𝗶𝗻𝗴����𝗲 𝗵𝗲𝗿𝗼𝗶𝗰 𝗲𝗳𝗳𝗼𝗿𝘁 - 𝗶𝘁 𝗿𝗲𝗾𝘂𝗶𝗿𝗲𝘀 𝗱𝗲𝗹𝗶𝗯𝗲𝗿𝗮𝘁𝗲 𝗶𝗻𝘃𝗲𝘀𝘁𝗺𝗲𝗻𝘁 𝗶𝗻 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝗰𝗮𝗽𝗮𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀, 𝗿𝗼𝗯𝘂𝘀𝘁 𝗮𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁 𝗽𝗿𝗼𝗰𝗲𝘀𝘀𝗲𝘀, 𝗮𝗻𝗱 𝗼𝗻𝗴𝗼𝗶𝗻𝗴 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗶𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻.  In fast-paced, high-pressure environments, organizations that prioritize building their HR and leadership “muscles” are far better positioned to sustain growth and unlock value. Curious about how hands-on organization change and transformation support can cover your talent capability gaps and improve outcomes? Check out this clip from my workshop “𝘏𝘰𝘸 𝘖𝘳𝘨𝘢𝘯𝘪𝘻𝘢𝘵𝘪𝘰𝘯 𝘋𝘦𝘴𝘪𝘨𝘯 𝘪𝘯 𝘗𝘳𝘪𝘷𝘢𝘵𝘦 𝘌𝘲𝘶𝘪𝘵𝘺 𝘗𝘰𝘳𝘵𝘧𝘰𝘭𝘪𝘰 𝘊𝘰𝘮𝘱𝘢𝘯𝘪𝘦𝘴 𝘪𝘴 𝘋𝘪𝘧𝘧𝘦𝘳𝘦𝘯𝘵”  

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"You realize over time that you can only go as far in a company as your relationships will take you." Pierre Breber, my colleague at The ExCo Group, shared his key #leadership lessons in this latest edition of "ExCo Insights." https://lnkd.in/gETENehu

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CHROs: Hopefully, you're having the real strategic conversation with the ELT: The strategy for reducing costs through job reduction enabled by AI. We can lead this conversation through organization, operating model and job design, where we should be experts. Unfortunately, the AI conversation in HR seems dominated by tactical discussions about how to write AI prompts, inane thoughts about creating "superworkers" and working alongside AI "agents." CEOs are clear about how AI will impact the way work is done. We need to at least keep pace, and hopefully lead. https://lnkd.in/eQQiTapt

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Are you (or someone you know) facing an ICF PCC credential performance evaluation? My team and I have been assessing ICF performance evaluations since 2012, guiding leaders and coaches toward ACC, PCC, and MCC certification. So we've seen all the biggest mistakes, and worked to find simple ways to help. One of the biggest hurdles is the big leap from ACC to PCC. After more than a decade of listening to recorded coaching sessions, I’ve seen 4 simple shifts that make a real difference in passing PCC and set you up for MCC. If you or someone you know is preparing for PCC evaluations, these quick tips can help deepen your coaching sessions, which is exactly what ICF markers look for. When I worked toward my MCC, I remember how tough it was. Many coaches today feel the same overwhelm. It’s not you, the path really is challenging but also a worthy pursuit. That’s why I’m here: to make the process clearer and more supportive, so you can grow into the kind of coach you want to be. 👏

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Tomorrow’s Board: Why every director needs the skills of coaching and mentoring Boards are evolving. The expectations are higher and the pace of change is faster. In order to lead effectively, directors need more than strategic oversight - they need the ability to coach, mentor, and empower others to think and act with clarity. My new blog explores why these skills are no longer “nice to have,” but essential for tomorrow’s boardrooms. If you’re a current or aspiring board member, or you work closely with executive leaders, this is a valuable read. 🔗 Read the full blog here: https://lnkd.in/evUhuid3 #davidclutterbuck #ccmi #coaching #mentoring #executivecoaching

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Best-Practices of Frontline-First Companies. My conversation with Joshua Secrest of Paradox, leaders in AI-powered frontline hiring. Download research here. https://lnkd.in/g5UpFbwP

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