Insight222

As part of my role at Insight222, since May 2019 I have hosted the Digital HR Leaders podcast where I speak to a range of chief human resources officers, heads of people analytics, other senior HR leaders, thought leaders and executives of HR technology firms who are pushing a data-driven and digital HR agenda.

Since the podcast was created, we have released nearly 200 episodes, with each episode attracting in excess of 5,000 listens.

Find out more and access past episodes here: https://www.myhrfuture.com/digital-hr-leaders-podcast
Listen on Apple: https://podcasts.apple.com/gb/podcast/digital-hr-leaders-with-david-green/id1459322652
Listen on Spotify: https://open.spotify.com/show/40LdYb32asJxvZ9JnYYlTL

Host, Digital HR Leaders Podcast

After my initial period as a NED, I become an Executive Director and full member of the board at Insight222 in January 2019 with a global remit for the business.

Insight222 is a networking, consulting and learning business focused on People Analytics. We supports chief human resource officers, people analytics leaders and senior human resources executives to create sustainable business value with people analytics and develop a data-driven culture in HR. Our signature offering, 'The People Analytics Program', provides members (Heads of People Analytics and CHROs) with techniques, co-creation workshops, on-line collaboration, training and design thinking techniques to help them increase expertise and improve their success in bringing more value to their organisations.

Insight222's purpose is to put People Analytics, as a discipline, at the centre of business and upskill the HR profession -- in turn helping Insight222's current and future clients create more cultural and economic value through the wise and ethical use of people data and analytics. 

Through myHRfuture.com, we provide online training for HR professionals on people analytics, digital HR and the future of work. See https://www.myhrfuture.com/academy for details of all courses and https://www.myhrfuture.com/academy-teams, if you are looking to upskill your HR team. 

If you are a people analytics leader or CHRO interested in finding out more about The People Analytics Program, please get in touch at david.green@insight222.com

Executive Director and Member of the Board

I joined Insight222 initially as a Non-Executive Director to help the company advance its strategy, portfolio of clients and assets. 

During 2018, we grew significantly and by the end of the year we had 50 member organisations as part of The People Analytics Program across Europe and North America.

Examples of the activities delivered to members in 2018 were:
- The inaugural Global Executive Retreat, which took place in Philadelphia in October 2018 and brought together the Head of People Analytics from our European and North America member organisations for two days of learning, reflection and planning.
- An Ethics Charter co-created through design thinking workshops with members.
- The launch of the Nine Dimensions for Excellence In People Analytics model, which I created together with Jonathan Ferrar
- Quarterly regional peer meetings in Europe (London, Amsterdam, Zürich and Copenhagen) and the United States (New York and San Francisco)
- The launch of the myHRfuture academy and blog

Non Executive Director & Board Advisor

Zandel | davidrgreen.com

I created Zandel in 2018 as a business centred on providing three services in the people analytics, HR and future of work domain. These are outlined below, with further information available on my website - davidrgreen.com:

SPEAKING: I am a popular keynote speaker, moderator and chair who has presented at conferences all over the world. For example, I have chaired Tucana’s People Analytics World and People Analytics Forum conferences since 2015, I was the main stage emcee at the UNLEASH conference in Amsterdam in 2018, and Paris in 2019 and 2022, and was the co-chair of the People Analytics & Future of Work (PAFOW) conferences in San Francisco, Philadelphia and London from 2017 to 2020.

Recent speaking engagements include:
- HR4results (São Paulo, Jun 2023)
- HR Tech by HR Norge (Oslo, May 2023)
- People Analytics World (London, Apr 2023)
- Workday Rising Europe (Stockholm, Nov 2022)
- UNLEASH World (Paris, Oct 2022)

CONSULTING: I deliver a range of consulting services to help organisations embark upon and progress their people analytics and digital HR journeys. I am regularly invited to share my knowledge on people analytics, HR technology and the future of work at internal company events, which since the start of 2017 includes global organisations such as ABN Amro, Bosch, Vodafone, Rolls Royce, Amdocs and AXA.

ADVISORY: I am available for board advisory and Non-Executive Director roles in the people analytics, HR technology and digital HR spaces.

If you would like to get in touch, please contact me at dgreen@zandel.org

Founder and CEO

UNLEASH

I have partnered with UNLEASH (formerly known as HR Tech World), the organisers of the award-winning conferences in cities including Paris, Las Vegas, Amsterdam, London and San Francisco since 2015.

•	MC: I was MC of the main stage at the UNLEASH World shows in Amsterdam (Oct 2018), and Paris (Oct 2019 and Oct 2022)
•	CHAIR/MODERATOR: I moderated the Smart Data track at the shows in Paris (Oct 2016), London (Mar 2017), Amsterdam (Oct 2017), London (Mar 2018), Las Vegas (May 2018), Las Vegas (May 2019) and Paris (Oct 2019) as well as the Influencer Stage (Lon 2019)
•	SPEAKER: I spoke on People Analytics Trends and Innovations at the inaugural US show in San Francisco (Jun 2017), People Analytics Readiness in Europe in Amsterdam (Oct 2017), Ethics in People Analytics and Six Trends in People Analytics (both London, Mar 2018), 'The role of ONA in People Analytics' (Las Vegas, May 2018) and How to Create Business Value from People Analytics (Lon 2019, Las Vegas 2019)
•	WRITER:  regular contributor to the UNLEASH Blog since 2015 where my articles are consistently amongst the highest viewed. 

For more information on the UNLEASH shows please visit http://www.unleashgroup.io

Speaker and Main Stage Emcee

TrustSphere

I joined TrustSphere's advisory board to support the executive team drive the next level of the company’s evolution as a leading provider in the people analytics and relationship analytics technology space until May 2022, when Bigtincan invested in the company.

Board Advisor

People Analytics & Future Of Work

I worked as Conference Co-Chair, Speaker and Advisor to Al Adamsen and the PAFOW (People Analytics and the Future of Work) from 2017 until 2021. Until the onset of the pandemic, this took on PAFOW in-person events in San Francisco (2017, 2018, 2019 and 2020), Philadelphia (2017, 2018 and 2019), and London (2019) plus virtual conferences in April 2020 and January 2021.

Visit pafow.net for details of upcoming events.

Conference Co-Chair, Speaker & Advisor

IBM Watson Talent combines the power of people analytics and workforce science, with market-leading solutions to help organisations build an impassioned and engaged workforce and deliver better business outcomes.

I was responsible for:
•	Helping clients get started and accelerate their people analytics journeys through a combination of consulting, solutions and services 
•	Amplifying the voice of IBM Watson Talent in the marketplace as it relates to people analytics, digital HR transformation, AI and the future of work
•	Promoting the wider adoption by HR of a data driven, analytical and insight led approach to link people based decisions with improved business outcomes and employee experience
•	Working with the IBM Smarter Workforce Institute research team, which conducts rigorous and innovative research programs about all aspects of the workforce

Global Director, People Analytics | IBM Watson Talent

Tucana

I partnered with Tucana, the organisers of the People Analytics World and People Analytics Forum conferences in London since 2014. The Tucana events grew to be the best regarded and highest attended conferences on people analytics in Europe. 

•	Chair, People Analytics World 2015, 2016, 2017 and 2018
•	Chair, People Analytics Forum 2016 and 2017
•	Advised on content and speakers
•	Writer and a co-host of the People Analytics Podcast

Conference Chair, Advisor, Writer and Podcast Host

Various HR & People Analytics blogs and conferences

I write and speak on some of the key tenets driving this seismic change. Principally, this enables me to indulge my passion for helping to make analytics and evidence based decision making part of HR’s standard practice.

SPEAKING ENGAGEMENTS
Since the start of 2016, I have spoken at and/or chaired 40+ conferences across the world including: HR Tech World (Paris, London, Amsterdam & San Francisco), People Analytics World/Forum (London), Stamford Global Workforce Analytics Summits (Amsterdam, Sydney, New York & Singapore), People Analytics & The Future of Work (San Francisco & Philadelphia), HR Digital Summit (Moscow), Social Recruiting Days (Berlin), hiQ Elevate (San Francisco), HR Technology Conference (Las Vegas), HR Norge HR Tech & People Analytics Conferences (Oslo), Beyond HR Leadership Forum (Amsterdam) & HR Congress (Amsterdam & Brussels). I have also been invited to speak at internal company events on people analytics, HR Tech and the future of work including with: ABN AMRO, Bosch, Vodafone, BT and AXA. 

This led to me establishing Zandel Ltd in April 2018, which acts as an outlet for my speaking and advisory work.

Please feel free to contact me on dgreen@zandel.org with any speaking or advisory opportunities.

Speaker, Conference Chair & Writer | People Analytics, the Future of Work

Cielo

Cielo is recognised as a leading global partner for recruitment process outsourcing (RPO) and talent management solutions. 

As part of the European leadership team, I was responsible for:
•	Global and multi-regional new business pursuits and solutions design
•	Growth of existing customers through regional expansion and additional services
•	Leading out our people analytics services and capability

Director / VP | Business Development | Customer Solutions | People Analytics

Capita

Responsible for the consulting, solution design and commercial delivery of tailored end-to-end and/or project based talent acquisition, RPO and MSP solutions both for organisations considering outsourcing and/or co-sourcing options.

I was responsible for leading the creation and go-to market strategy for a Professional Services offering. This was founded upon a project I also led to establish Strategic Resourcing Assessment tool, which measured the effectiveness of the resourcing function against the objectives of the business.

Solutions & Development Director | Head of Professional Services

Co-Author of Excellence in People Analytics | People Analytics leader | Director, Insight222 & myHRfuture.com | Conference speaker | Host, Digital HR Leaders Podcast

I am a globally respected writer, speaker, conference chair and executive consultant on people analytics, data-driven HR and the future of work.

My main role is as an Executive Director at Insight222. Our clients include several Fortune100 firms and through 'The People Analytics Program', we help member organisations create more value and better employee experience through the wise and ethical use of people analytics. The consumer side of Insight222 - myHRfuture.com - provides training for HR professionals in 'future-oriented' topics.

WRITING | PODCASTING
I write regularly about people analytics and its role in the future of work and the evolution of the HR function. My articles are published on LinkedIn and myHRfuture.com. Subscribe to my Digital HR Leaders newsletter and podcast via myHRfuture: https://www.myhrfuture.com/subscribe 

SPEAKING
I am fortunate to speak at and chair conferences all over the world. Recent and upcoming speaking engagements include:
- UNLEASH World (Paris, Oct 2025, 2024, 2023, 2022, 2019)
- UNLEASH America (Las Vegas, May 2025)
- Workday Rising Europe (2024, 2023 and 2022), Workday Rising US (2024)
- People Analytics World (London, 2014-2025), Zurich 2025, 2024, New York 2025, 2024 Amsterdam, 2023)
- Wharton People Analytics Conference (2025)
- Workhuman Live (London, 2025)
- People Matters TechHR India (Delhi, 2025)
- Visier Outsmart (London, 2024)
- HR4results by Gupy (São Paulo, Jun 2023)
- HR Tech by HR Nørge (Oslo, May 2023)

GET IN TOUCH
Please feel free to follow me here on LinkedIn and subscribe to my LinkedIn newsletter - Data Driven HR Monthly. 

If you would like to book me as a speaker/chair, please contact me at dgreen@zandel.org.

If you are a people analytics leader or CHRO interested in joining Insight222's People Analytics Program, or finding about more about how we upskill HR professionals in data literacy, please get in touch at david.green@insight222.com.  

For my full biography, please visit davidrgreen.com.

David Green 🇺🇦

🎙️ "Today’s chief people officers are central to driving organizational resilience, business transformation and workforce readiness."

A new report from the World Economic Forum offers a strategic blueprint for chief people officers (CPOs) navigating the new world of work. 

Based on a survey of over 130 global people leaders, the report's key finding is that the people function is playing an increasingly strategic role in shaping business transformation and growth. 

While the short-term labour market outlook reflects caution, with many organisations delaying hiring and restructuring decisions, CPOs see long-term opportunities for workforce transformation. 

The report emphasises that CPOs are now central to driving organisational resilience, business transformation, and workforce readiness. A large majority of those surveyed state that their firms rely on them to actively co-drive and co-design company direction. 

The top three strategic imperatives for the year ahead are: 
1️⃣ Revising organisational structures. 
2️⃣ Fostering culture and purpose. 
3️⃣ Advancing intentional and responsible workforce AI deployment. 

The report concludes that to drive this transformation, people leaders must develop core competencies such as business acumen, digital fluency, and stakeholder influence. This will position the HR function as central to future business success. 

Kudos to the authors: Adèle Jacquard, Isabelle Leliaert, and Till Alexander Leopold. Thanks to Seth Hollander, MBA and Hanadi El Sayyed for drawing my attention to the report.

🚀 The report is featured in the September edition of the Data Driven HR Monthly, which you can access here: https://lnkd.in/eYMxaczQ 🚀

#chiefpeopleofficer #humanresources #peopleanalytics #workforceplanning #futureofwork

WEF | Chief People Officers Outlook

🎙️ “If your HR function only has access to data within HR, it's always going to be backwards-looking. It can only be predictive and prescriptive when you pull in the data from other functions. So, the best HR organisations are led by chief people officers with a tremendous amount of influence so that they can convince IT, security, legal, finance and sales to put all of that data together.” 

🤔 How can HR transform into an insight-driven function? 

That’s the overarching question I tackle in the new episode of the Digital HR Leaders podcast. My guest is Jenny Dearborn, MBA, who has held executive roles both in HR and business at companies including SAP Success Factors, HP and Sun Microsystems. Jenny is now the Chief People Strategy Officer at BTS and recently co-authored (with Kelly Rider), The Insight-Driven Leader – a book I highly recommend.

🎙️ “The best advice I ever got and now repeat to others is that if you want to have a career in HR leadership, the best thing to do is leave HR and come back.”

In our conversation, Jenny makes the case for a bold shift: from reactive, rear-view reporting to forward-looking, insight-driven action. In the episode, Jenny and I discuss:

🔎 Why “data-driven” HR often falls short, and what insight-driven really means
🔎 The risks of relying on outdated metrics that don’t influence business decisions
🔎 What CEOs should be demanding from HR leaders
🔎 How top organisations are transforming HR into a strategic, insight-generating function
🔎 What it looks like when HR operates like a product organisation with clear outcomes, user focus, and measurable value.
🔎 How CHROs can build trusted partnerships with CFOs and CIOs

🎙️ “The relationship between the CEO and CHRO sets the tone for how HR is viewed, and how impactful and successful it can be for the entire organisation… Excellence in business acumen is the biggest differentiator between the best CHROs and the rest of the pack.”

🙏 Thanks to Jenny for sharing her time and expertise with listeners. Thanks too to Julius Schelstraete 🐺, Reinhard De Milt and the TechWolf team for sponsoring this series of the podcast, as well as Oceane, Jasmine and the teams at Insight222, myHRfuture and Listen for bringing the podcast to life.

cc. Jeremy, Amit, Mikaël, Patrick, Richard, Michelle, Craig, Dan, Kelley, Tony, Marta, Katarina, L., Steve, Alexis, Dr. Christian, Ron, Jason, David, Hanadi, Philippa, Amanda, Stela, Stephanie, Sukumaran, Angela, Jacob, Martha, Narelle, Nick,

#humanresources #chiefpeopleofficer #peopleanalytics #hrtech #learning #workforceplanning #hrpodcast #insight222

🎙️ "Even with clean data, sound models, and well-defined decision levers, poor storytelling can dilute impact."

🏃‍♀️‍➡️ Storytelling is commonly referred to as the last mile challenge in people analytics in order to move from insights to decisions and ultimately to outcomes. 

Our own research at Insight222 into building data literacy in HR identified storytelling as one of five core skills. 

As such a new article - How One Google Team Built Storytelling Into Analytics - by Jiaxi Z. an analytics leader at Google is a helpful read for Chief People Officers and people analytics leaders looking to build data-driven HR functions. 

The article explains how a Google team learned that decision-making stalls when insights lack a clear narrative and connection to what executives care about. 

Jiaxi outlines a framework for building storytelling into analytics by creating a four-layer framework (see Figure). The four layers are: 

1️⃣ Data layer: 
👉 to build business-aligned data foundations. 

2️⃣ Analytics layer: 
👉 to design flexible, interpretable models that anticipate and address executive needs. 

3️⃣ Decision layer: 
👉 to structure outputs around actionable levers, trade-offs, and constraints. 

4️⃣ Narrative layer: 
👉 to deliver coherent, contextualised insights that lead to action.

🚀 The article is featured in the September edition of the Data Driven HR Monthly, which you can access here: https://lnkd.in/eYMxaczQ 🚀

#humanresources #peopleanalytics #storytelling #learning

McLean & Company

McLean & Company partner with organizations to create a workplace that meets today’s needs and prepares organizations for the unknown future.​

Everything we do is backed by data and best practices, so you can make informed decisions and know exactly what to do next. Our memberships are designed to provide what you need to drive the organization forward – from full-service assessments to practical action plans, impactful training, and more. ​

Visit our website to learn how we can help you create a workplace where everyone thrives.

Executive Counselor

Lambton College

As Director People and Organizational Development I was responsible for the delivery of the following corporate services: Organizational Development, Employee Relations and Strategic Workforce Planning in support of the College’s strategic directions and operational priorities.

Director - People & Organization Development (CHRO)

London Health Sciences Centre (LHSC)

As Transformation Lead for the Continuous Improvement Initiatives across LHSC – I was responsible for supporting the startup and long term success of the Continuous Quality Improvement (CQI) Centre of Excellence. In this role I led the Centre of Excellence Team responsible for the the following outcomes:

1. Culture Transformation Leadership: Overall CQI transformation program management,  culture change leadership strategy, monitoring progress and sustaining the corporate improvement initiatives and the CQI management system.
2.     Knowledge Development: Maintain and evolve CQI approach and infrastructure  ensuring consistency.
3.     Leading Corporate Improvements & Coaching Support: Lead corporate CQI initiatives and develop organizational improvement capability through training & coaching. In addition, manage and support projects and provide coaching for project events and the CQI Management System.
4.     Training and Development: Develop and deliver training to all staff and support train the trainer initiatives.

Transformational Change Strategy Executive Lead - Continuous Improvement of Care

Responsible for building and leading the team of HR professionals who provided solutions-based talent management consulting services including, leadership strategy development, change management, organizational design, leadership recruitment & compensation, succession management and performance management. 

-Guided the consulting team that redesigned and implemented a standardized set of staff competencies and a new performance development process for 12,000 employees in a workplace with multiple collective agreements 

-Executed an organization-wide talent management strategy – 350 leaders are systematically evaluated and development/succession plans were created for each individual on an annual basis

-Directed the process and systems redesign to generate “Talent Management Metrics” enabling senior management to have line of sight on the necessary analytics to support the continuous improve the talent management strategy  

-Coached a team of consultants, specialists and project leaders to successfully deliver performance development and talent management programs, recruitment and management compensation services for our 350 leadership clients. 

- Trusted Advisor to the CHRO &  members of the senior leadership team on matters related to talent strategy

Senior Manager -  Talent Strategy & Organization Development

I was responsible for orchestrating the execution of a comprehensive culture change strategy designed to significantly change the patient and family experience.

In 2014, I was honoured to receive the London Health Science Centre President’s Award for Leadership for successfully leading the change management strategy.

Change Strategy Executive Lead, Patient Experience London Regional Cancer Program

GetKeepGrow inc.

Chief Talent Officer

GoodLife Fitness

Provided strategic leadership to a team of HR/OD professionals to execute the re-alignment of HR and organizational effectiveness services and programs in support of the business strategy and emerging talent requirements. (6,000 employees across Canada) Developed and directed the execution of a comprehensive human resource strategy. Provided strategic HR council to the CEO/COO/CFO and senior leadership teams. Transformed the HR function into a consultative, results-driven, customer centric service delivery team.

Director - Human Resources & Organization Effectiveness (CHRO)

Fanshawe College

Adjunct Professor Human Resources

Ontario Government

Recognized with the Ontario Public Service Award for Human Resource Management Innovation.

Senior Consultant, Organization Development/HR Strategy, Attorney General of Ontario

Mayne Nickless North America

Regional Senior Manager

Mayne Nickless North America 

Major Account Manager

National Operations Manager

A strategic human resources leader & leadership coach with over 25 years of bringing people-focused solutions to the most niggly business challenges to achieve results. With experience across the spectrum of HR practices, David’s specialities include:  talent management, executive coaching, process improvement, organizational change and transformation and leadership development.

Dave cofounded “get keep grow inc” a  Canadian employee engagement and retention professional services corporation.




Please note views and opinions expressed are my own and do not represent the views of my employer

David McLean

The most essential skills for 2030?:
They’re not just technical. They’re strategic.

 Jeroen Kraaijenbrink shared this helpful original post and infographic:

This chart from the World Economic Forum shows what employers expect to matter most by 2030.

In the upper-right quadrant—skills that are both core today and expected to grow in importance—we see:

-> Analytical thinking
-> Resilience, flexibility & agility
-> Leadership & social influence
-> Motivation & self-awareness
-> Creative thinking
-> Systems thinking
-> Curiosity & lifelong learning

These aren’t niche capabilities. They’re the core drivers of strategy in action.

Yes, technological literacy, AI and data skills matter too. But the bulk of what’s rising isn’t just technical—it’s about how people think, adapt, lead, and execute in a changing world.





Acknowledgment: original post reposted here and infographic by Jeroen Kraaijenbrink  



#chro #hr #ceo

“If you can define the problem differently than everybody else in the industry, you can generate alternatives that others aren’t thinking about.” - Roger L. Martin, The Opposable Mind: How Successful Leaders Win Through Integrative Thinking

The following is an original post by Jeroen Kraaijenbrink: 
 
The most powerful ideas are born in paradox.
Between creative and logical thinking. 
Not “either-or” but “both-and.”

When solving complex problems, we’re often told to “be creative.” Other times, the advice is to “be logical.” But the real challenge is that both are necessary and that they often pull in opposite directions.

Creative thinking (divergent) asks us to open up possibilities.
It pushes us to explore, question assumptions, and imagine without limits.

Logical thinking (convergent) asks us to narrow down.
It pushes us to test, synthesize, and focus on what is feasible.

Too much creativity without logic, and ideas remain fantasies.
Too much logic without creativity, and solutions are incremental at best.

The paradox is that real progress requires holding both modes at once. First expanding the field of vision, then zooming in with sharp focus.
It’s not “either-or.” It’s “both-and.”

That rhythm—divergence and convergence—is how possibility becomes progress.

Do you apply both types of thinking in balance? Or do you overemphasize creative or logical thinking?

Acknowledgment: Visual: Timothy Timur Tiryaki, PhD  

===
Announcement: Jeroen Kraaijenbrink is about to launch the Big 5 of Strategy—a research-based framework that helps people build the core strategic competencies needed to thrive in today’s fast-changing world. The assessment goes live in two weeks, but you can already join the hundreds of people already on the waiting list at big5ofstrategy.com to be among the first 1000 participants.

Do you want to build an elite team?
And create meaning at work?

What follows is a repost of an original post by Oliver Aust  

It's not magic. It's the power of rituals.

Rituals can help you build a team that’s more connected, engaged and driven.

A team that feels meaning. 

This week on Speak Like a CEO, I speak with renowned psychology professor Michael Norton of Harvard Business School. 

Michael is the author of The Ritual Effect, and he shares how smart leaders use rituals to shape their organizations from the inside out.

Here are 7 powerful insights:

🔹 1. Beyond the Surface: Rituals aren't just about fun activities; they forge a shared identity, purpose, and values that define your company's DNA.

🔹 2. More Than Habits: Rituals are imbued with emotion and meaning, creating a sense of connection and purpose that habits simply can't match.

🔹 3. The Power of "We": From team chants to company-wide traditions, rituals create shared experiences that bind people together and foster a powerful sense of belonging.

🔹 4. From the Bottom Up, Not Top Down: The most effective team rituals arise organically, reflecting the team's unique culture and values. Empower your people to create them!

🔹 5. Meaning in the Everyday: Discover how rituals can transform your workplace culture, injecting meaning into daily routines and making employees feel more connected to their purpose.

🔹 6. The Ritual Advantage: Learn how rituals can enhance team performance, improve communication, boost morale, and even reduce employee turnover.

🔹 7. Craft a Culture of Connection: Discover how to create an environment where meaningful rituals can flourish, strengthening your team's bond and driving organizational success.

His insights are pure gold for all leaders who are serious about creating a workplace where people feel valued, connected, and inspired.

🎧 Tune in to the full episode (link in comments).



📌 And follow Oliver Aust  for more strategies on leadership and communication.

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