Nick Holley's guest appearances

Nick Holley

Digital HR Leaders with David Green

The HR Uprising Podcast

The Leadership Enigma

Bruce Daisley

Dave Ulrich

Kevin O'Leary

Steve Graham

David Thompson

Richard Wright

Amy Edmondson

ANDREA CROSTA

Chester Elton

Steve Scott

Paul Evans

Nazir Afzal

Kevin Wheeler

Mark Ridley

Beth Miller

OwlTail

Nick Holley a global educator and associate with the Corporate Research Forum having worked with over 100 organisations in 32 countries. The role of the Enterprise Leader is fundamentally different to leading a unit, function or region. Letting go of what has made you successful is frightening and counter intuitive. In fact, what made you brilliant is the hardest thing to let go of!However, there is no limit to what you can achieve if you don't have to take the credit for it. Join me as Nick outlines the 6 Mindsets of the Enterprise Leader:1. Tactical to Strategic 2. Bricklayer to Architect3. Problem Solver to Agenda Setter4. Player to Conductor5. Supporting Cast to Lead Player 6. Warrior to Diplomat Don't miss this high energy and lively episode. 

Nick Holley a global educator and associate with the Corporate Research Forum having worked with over 100 organisations in 32 countries. The role of the Enterprise Leader is fundamentally different to leading a unit, function or region. Letting go of what has made you successful is frightening and counter intuitive. In fact, what made you brilliant is the hardest thing to let go of! However, there is no limit to what you can achieve if you don't have to take the credit for it. Join me as Nick outlines the 6 Mindsets of the Enterprise Leader: 1. Tactical to Strategic 2. Bricklayer to Architect 3. Problem Solver to Agenda Setter 4. Player to Conductor 5. Supporting Cast to Lead Player 6. Warrior to Diplomat Don't miss this high energy and lively episode.

069: The 6 Mindsets of The Enterprise Leader | Nick Holley

To understand and deal with HR challenges better, we must first understand what we are dealing with in the general scale—what are the overall business challenges? No matter on what level it is, external or internal, it will still affect the performance of the team. It’s always better to know the root cause before we build any plans in HR Management. So, in this episode of The HR Uprising Podcast, Nick Holley, the Associate Director of the Corporate Research Forum, dives deep about strategies on how to improve our HR, without removing the traditional ones, and opening our eyes to the unnoticed ones. Discover also the concept of systemic thinking, which can help every OD professional. Other topics that were discussed involve building credibility, determining every individual’s drive, maintaining a business’ sustainability and many more. KEY TAKEAWAYS  “Value is not created to be operationally efficient in the here and now, but it’s really understanding the future trends in your market and developing a strategy to respond to it. ” To ensure that we improve our HR, we must know the challenges the business is facing. Determine the external and internal factors that affect them. If HR professionals want to establish their credibility, then it’s easiest when they bring actionable solutions inside the business. Make changes not just in the HR space, but also for the entire company/industry. Stand your ground. Don’t get over your head on building your image. Let’s act on what the business needs and not on what the line managers want. D. professionals are systemic thinkers—meaning, they know and understand that every element is interconnected with each other and with that information, they’re able to drive improvements and prevent complications. Systemic thinking – understanding that there are several elements in each system that are connected and impact each other ‘What drives performance and what can we do?’ This is the most basic question we shall ask in HR. It’s not going to start with planning HR management, but to understand what motivates every individual.  BEST MOMENTS  “HR is not about HR; HR is about the business.” “The world is full of solutions looking for problems.” “The questions you need to start with: Why is our business in trouble? How are we going to get out of trouble? And, what is HR going to do in that journey?” “We are not accountable to line managers; we are accountable to the long term sustainability of the business.”   VALUABLE RESOURCES  Join the HR Uprising Linked In Group here: https://www.linkedin.com/groups/13714397/ The HR Uprising Podcast: The Art of Demystifying O.D. https://hruprising.com/episode-3-the-art-of-demystifying-o-d/ Being Wrong: Adventures in the Margin of Error by Kathryn Schulz https://www.amazon.com/Being-Wrong-Adventures-Margin-Error/dp/0061176052 Leap: How to Thrive in a World Where Everything Can Be Copied by Howard Yu http://www.howardyu.org/leap/ Deep Work: Rules for Focused Succes in a Distracted World by Cal Newport https://www.crforum.co.uk/events/crf-learning-hrbp-business-catalyst/ https://www.crforum.co.uk/events/crf-learning-integrated-talent-management/ https://hruprising.com  ABOUT THE GUEST  Nick Holley has extensive experience not only in researching key trends in HR (he was voted the fifth most influential thinker in HR) and working with major global businesses, but he also has a background in senior HR roles as a partner at Arthur Andersen and Director of Global People Development at Vodafone.  This gives him a highly focused commercial and practical outlook on HR. Nick has worked as a coach and facilitator for HR leadership teams and helped them develop their people and organisational strategies and plans in Allianz, BAT (London and Kiev), BSkyB, Centrica, CERN (Geneva), Danske Bank (Copenhagen), Heineken (Lisbon), HSBC, Imperial, ING (Amsterdam), KAUST (Jeddah), Legal and General, Mercedes Benz, Nationwide, Nordea (Copenhagen), Qatar National Bank (Doha), Salesforce, Saudi Aramco (Dhahran), the Serbian Government (Belgrade), Serco and the United Nations (Copenhagen). He has also developed and delivered HR capability programmes for the Abu Dhabi Government (Abu Dhabi), Avanade (Frankfurt, London, Seattle and Singapore), Celtel (Lagos), Cisco, Credit Suisse, Danone (UK, Amsterdam, Berlin, Brussels, Jakarta, Mexico City and Paris), Ecobank (Accra), Egmont (Copenhagen), Health Education England, HRNorge (Oslo), HSBC (Birmingham, Dubai, Hong Kong, London, Mexico City, New York and Vancouver), ING (Kuala Lumpur), ITV, Johnson Matthey, Kier, KPMG, Ladbrokes Coral (UK and Gibraltar) , Marston’s, Mitsubishi UFJ, Morgan Stanley, NATS, NetJets (London, Lisbon and Zurich), NHS, Oracle, Oxfam, PZCussons, Rolls Royce, Rosneft (Moscow), SABMiller, Saudi Telecom (Riyadh), Shell, Spirax Sarco, Statoil Hydro (Stavanger), Thomson Reuters, UBS (Hong Kong, London, New Jersey, Stamford and Zurich), Whitbread, Yahoo and Zebra Technologies. He is an internationally recognised speaker at HR events in Barclays, BT, California Strategic HR Partnership, Dansk HR (Copenhagen) , EPIC, Flora (Icelandic HR Association), GSK, Henley Business School, Hovis, HR Forum, HRNEurope, HRNorge (Oslo), HRTech, Kone, Lloyds TSB, Mercedes Benz, Nestle, NHS, Prudential, Royal Mail, SABMiller, SDWorx, Shell, Siemens, Sony Ericsson and Willmott Dixon. He is an Executive Fellow at Henley Business School and was a professor and for ten years head of the Centre for HR Excellence.  Nick is Associate Director of Learning for the Corporate Research Forum.  @Nick_Holley https://uk.linkedin.com/in/nickholley https://www.linkedin.com/pulse/disrupt-die-nick-holley/ https://diginomica.com/performance-management-the-soul-sucking-monster-of-hr  Corporate Research Forum  https://www.crforum.co.uk/ https://www.crforum.co.uk/events/crfs-organisation-development-manifesto-a-road-map-for-progress/  ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD  Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising   HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/This show was brought to you by Progressive Media

To understand and deal with HR challenges better, we must first understand what we are dealing with in the general scale—what are the overall business challenges? No matter on what level it is, external or internal, it will still affect the performance of the team. It’s always better to know the root cause before we build any plans in HR Management. So, in this episode of The HR Uprising Podcast, Nick Holley, the Associate Director of the Corporate Research Forum, dives deep about strategies on how to improve our HR, without removing the traditional ones, and opening our eyes to the unnoticed ones. Discover also the concept of systemic thinking, which can help every OD professional. Other topics that were discussed involve building credibility, determining every individual’s drive, maintaining a business’ sustainability and many more. KEY TAKEAWAYS <ul> <li>“Value is not created to be operationally efficient in the here and now, but it’s really understanding the future trends in your market and developing a strategy to respond to it. ”</li> <li>To ensure that we improve our HR, we must know the challenges the business is facing. Determine the external and internal factors that affect them.</li> <li>If HR professionals want to establish their credibility, then it’s easiest when they bring actionable solutions inside the business. Make changes not just in the HR space, but also for the entire company/industry.</li> <li>Stand your ground. Don’t get over your head on building your image. Let’s act on what the business needs and not on what the line managers want.</li> <li>D. professionals are systemic thinkers—meaning, they know and understand that every element is interconnected with each other and with that information, they’re able to drive improvements and prevent complications.</li> <li>Systemic thinking – understanding that there are several elements in each system that are connected and impact each other</li> <li>‘What drives performance and what can we do?’ This is the most basic question we shall ask in HR. It’s not going to start with planning HR management, but to understand what motivates every individual.</li> </ul> BEST MOMENTS <ul> <li>“HR is not about HR; HR is about the business.”</li> <li>“The world is full of solutions looking for problems.”</li> <li>“The questions you need to start with: Why is our business in trouble? How are we going to get out of trouble? And, what is HR going to do in that journey?”</li> <li>“We are not accountable to line managers; we are accountable to the long term sustainability of the business.” </li> </ul> VALUABLE RESOURCES <ul> <li>Join the HR Uprising Linked In Group here: <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>The HR Uprising Podcast: The Art of Demystifying O.D. <a href="https://hruprising.com/episode-3-the-art-of-demystifying-o-d/" rel="nofollow" target="_blank">https://hruprising.com/episode-3-the-art-of-demystifying-o-d/</a></li> <li>Being Wrong: Adventures in the Margin of Error by Kathryn Schulz <a href="https://www.amazon.com/Being-Wrong-Adventures-Margin-Error/dp/0061176052" rel="nofollow" target="_blank">https://www.amazon.com/Being-Wrong-Adventures-Margin-Error/dp/0061176052</a></li> <li>Leap: How to Thrive in a World Where Everything Can Be Copied by Howard Yu <a href="http://www.howardyu.org/leap/" rel="nofollow" target="_blank">http://www.howardyu.org/leap/</a></li> <li>Deep Work: Rules for Focused Succes in a Distracted World by Cal Newport</li> <li><a href="https://www.crforum.co.uk/events/crf-learning-hrbp-business-catalyst/" rel="nofollow" target="_blank">https://www.crforum.co.uk/events/crf-learning-hrbp-business-catalyst/</a></li> <li><a href="https://www.crforum.co.uk/events/crf-learning-integrated-talent-management/" rel="nofollow" target="_blank">https://www.crforum.co.uk/events/crf-learning-integrated-talent-management/</a></li> <li><a href="https://hruprising.com" rel="nofollow" target="_blank">https://hruprising.com</a></li> </ul> ABOUT THE GUEST Nick Holley has extensive experience not only in researching key trends in HR (he was voted the fifth most influential thinker in HR) and working with major global businesses, but he also has a background in senior HR roles as a partner at Arthur Andersen and Director of Global People Development at Vodafone.  This gives him a highly focused commercial and practical outlook on HR. Nick has worked as a coach and facilitator for HR leadership teams and helped them develop their people and organisational strategies and plans in Allianz, BAT (London and Kiev), BSkyB, Centrica, CERN (Geneva), Danske Bank (Copenhagen), Heineken (Lisbon), HSBC, Imperial, ING (Amsterdam), KAUST (Jeddah), Legal and General, Mercedes Benz, Nationwide, Nordea (Copenhagen), Qatar National Bank (Doha), Salesforce, Saudi Aramco (Dhahran), the Serbian Government (Belgrade), Serco and the United Nations (Copenhagen). He has also developed and delivered HR capability programmes for the Abu Dhabi Government (Abu Dhabi), Avanade (Frankfurt, London, Seattle and Singapore), Celtel (Lagos), Cisco, Credit Suisse, Danone (UK, Amsterdam, Berlin, Brussels, Jakarta, Mexico City and Paris), Ecobank (Accra), Egmont (Copenhagen), Health Education England, HRNorge (Oslo), HSBC (Birmingham, Dubai, Hong Kong, London, Mexico City, New York and Vancouver), ING (Kuala Lumpur), ITV, Johnson Matthey, Kier, KPMG, Ladbrokes Coral (UK and Gibraltar) , Marston’s, Mitsubishi UFJ, Morgan Stanley, NATS, NetJets (London, Lisbon and Zurich), NHS, Oracle, Oxfam, PZCussons, Rolls Royce, Rosneft (Moscow), SABMiller, Saudi Telecom (Riyadh), Shell, Spirax Sarco, Statoil Hydro (Stavanger), Thomson Reuters, UBS (Hong Kong, London, New Jersey, Stamford and Zurich), Whitbread, Yahoo and Zebra Technologies. He is an internationally recognised speaker at HR events in Barclays, BT, California Strategic HR Partnership, Dansk HR (Copenhagen) , EPIC, Flora (Icelandic HR Association), GSK, Henley Business School, Hovis, HR Forum, HRNEurope, HRNorge (Oslo), HRTech, Kone, Lloyds TSB, Mercedes Benz, Nestle, NHS, Prudential, Royal Mail, SABMiller, SDWorx, Shell, Siemens, Sony Ericsson and Willmott Dixon. He is an Executive Fellow at Henley Business School and was a professor and for ten years head of the Centre for HR Excellence.  Nick is Associate Director of Learning for the Corporate Research Forum. <ul> <li>@Nick_Holley</li> <li><a href="https://uk.linkedin.com/in/nickholley" rel="nofollow" target="_blank">https://uk.linkedin.com/in/nickholley</a></li> <li><a href="https://www.linkedin.com/pulse/disrupt-die-nick-holley/" rel="nofollow" target="_blank">https://www.linkedin.com/pulse/disrupt-die-nick-holley/</a></li> <li><a href="https://diginomica.com/performance-management-the-soul-sucking-monster-of-hr" rel="nofollow" target="_blank">https://diginomica.com/performance-management-the-soul-sucking-monster-of-hr</a></li> </ul> Corporate Research Forum <ul> <li><a href="https://www.crforum.co.uk/" rel="nofollow" target="_blank">https://www.crforum.co.uk/</a></li> <li><a href="https://www.crforum.co.uk/events/crfs-organisation-development-manifesto-a-road-map-for-progress/" rel="nofollow" target="_blank">https://www.crforum.co.uk/events/crfs-organisation-development-manifesto-a-road-map-for-progress/</a></li> </ul> ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD <ul> <li>Join the LinkedIn community - <a href="https://www.linkedin.com/groups/13714397/" rel="nofollow" target="_blank">https://www.linkedin.com/groups/13714397/</a></li> <li>Email: <a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a></li> <li>Linked In: <a href="https://www.linkedin.com/in/lucindacarney/" rel="nofollow" target="_blank">https://www.linkedin.com/in/lucindacarney/</a></li> <li>Twitter: @lucindacarney</li> <li>Instagram: @hruprising</li> <li>Facebook: @hruprising</li> </ul> <a href="https://hruprising.com/hr-podcasts/" rel="payment nofollow" target="_blank">HR podcast, The HR Uprising, Diversity, Equality &amp; Inclusion, Learning and Development, Culture &amp; Change: https://hruprising.com/hr-podcasts/</a>This show was brought to you by <a href="https://progressivestudios.co/" rel="nofollow" target="_blank">Progressive Media</a>

Why HR is a Circus & The Best Job You Can Have - Conversation with Nick Holley of Corporate Research Forum

We hear a lot about how HR needs to change, particularly in regard to becoming more digital and analytical and all to deliver greater business value. But how can HR become more business relevant? That's the topic for this week's podcast where my guest is Nick Holley. Nick has extensive experience. Not only in researching key trends in HR. He was voted the fifth most influential thinker in HR by Human Resource magazine. He also works with major global businesses, but he also has a background in senior HR roles as a partner at Arthur Andersen and a Director of Global People Development at Vodafone.This gives Nick a highly focused commercial and practical outlook on HR. As well as running his own Consulting business. He is Director of Learning for the Corporate Research Forum. One of the largest HR networks in Europe where he runs open and bespoke in-company programs helping HR business partners, HR directors and Group HR directors become less HR and more business focused.  In our podcast Nick and I discuss:  How HR can prepare their organisations for a more ambiguous and disruptive world We talk about some of the traps that HR tends to fall into when using data We look at the characteristics required to be a successful CHRO and how that is changing We also look into the crystal ball and ponder what the role of HR will be in 2025This episode is a must listen for HR professionals looking to increase their business impact and position their organisations to be disruptors.  Support for this podcast is brought to you by ClickIQ - find out more at www.clickiq.co.uk. Hosted on Acast. See acast.com/privacy for more information.

We hear a lot about how HR needs to change, particularly in regard to becoming more digital and analytical and all to deliver greater business value. But how can HR become more business relevant? That's the topic for this week's podcast where my guest is Nick Holley. Nick has extensive experience. Not only in researching key trends in HR. He was voted the fifth most influential thinker in HR by Human Resource magazine. He also works with major global businesses, but he also has a background in senior HR roles as a partner at Arthur Andersen and a Director of Global People Development at Vodafone.This gives Nick a highly focused commercial and practical outlook on HR. As well as running his own Consulting business. He is Director of Learning for the Corporate Research Forum. One of the largest HR networks in Europe where he runs open and bespoke in-company programs helping HR business partners, HR directors and Group HR directors become less HR and more business focused.  In our podcast Nick and I discuss: <ul> <li>How HR can prepare their organisations for a more ambiguous and disruptive world</li> <li>We talk about some of the traps that HR tends to fall into when using data</li> <li>We look at the characteristics required to be a successful CHRO and how that is changing</li> <li>We also look into the crystal ball and ponder what the role of HR will be in 2025</li></ul>This episode is a must listen for HR professionals looking to increase their business impact and position their organisations to be disruptors.  Support for this podcast is brought to you by <a href="https://www.clickiq.co.uk/" rel="nofollow" target="_blank">ClickIQ</a> - find out more at <a href="https://www.clickiq.co.uk/" rel="nofollow" target="_blank">www.clickiq.co.uk</a>. Hosted on Acast. See <a href="https://acast.com/privacy" rel="noopener noreferrer nofollow" target="_blank">acast.com/privacy</a> for more information.

How can HR become more Business Relevant? Interview with Nick Holley, Director of Learning at CRF