Leadership Buy-In Strategies from a Fortune 100 Company image
S1 E13 · CPO PLAYBOOK
Leadership Buy-In Strategies from a Fortune 100 Company
Leadership Buy-In Strategies from a Fortune 100 Company

www.CPOPLAYBOOK.com

Episode Transcript

About

Brad Williams, Head of HR Technology and People Analytics at Northwestern Mutual, a Fortune 100 company with nearly 9,000 employees, gives examples on strategies that work. Brad shares his experiences for gaining leadership buy-in for data-driven HR initiatives and transitioning to a skills-based talent culture.

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Brad Williams Bio

Brad Williams is a curious, humble, diplomatic thought leader who doesn’t usually write in the third person but was convinced by LinkedIn experts that it’s the thing to do. He grew up thinking he might be an engineer or an architect but veered into studying psychology when family circumstances made him profoundly curious about how personality is shaped and constructed.

Brad didn’t quite get his PhD (he has an ABD – All But Dissertation), so lunch appointments with friends aren’t technically “Doctor’s Appointments”, but he got his Master’s Degree studying whether emotional intelligence impacts our ability to deceive others (or detect their deception).

Brad launched his professional career tempting candidates to join a small healthcare company in Chicago and built his reputation delivering analytics and workforce strategy for Sears and HP (and their divestiture). After a brief stint at Apttus that foreshadowed his eventual HRIS fascination, Brad led business transformation at Fannie Mae and then settled in at Northwestern Mutual to transform HRIT and People Analytics.

Brad loves exploring the things that make us different and teaching teams how those differences make us stronger. Some things that make him different: he believes in luck as much as skill, he abhors many things about hierarchy, he treats feedback the way he’d like to be treated, and he writes his Ss from the bottom up.

And, secretly, he’s convinced that he’s going to be called up to play professional soccer any day now.

*

Be a guest on the show

All media inquiries: media@cpoplaybook.com

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9 months ago

www.CPOPLAYBOOK.com

Episode Transcript

About

Brad Williams, Head of HR Technology and People Analytics at Northwestern Mutual, a Fortune 100 company with nearly 9,000 employees, gives examples on strategies that work. Brad shares his experiences for gaining leadership buy-in for data-driven HR initiatives and transitioning to a skills-based talent culture.

*

Brad Williams Bio

Brad Williams is a curious, humble, diplomatic thought leader who doesn’t usually write in the third person but was convinced by LinkedIn experts that it’s the thing to do. He grew up thinking he might be an engineer or an architect but veered into studying psychology when family circumstances made him profoundly curious about how personality is shaped and constructed.

Brad didn’t quite get his PhD (he has an ABD – All But Dissertation), so lunch appointments with friends aren’t technically “Doctor’s Appointments”, but he got his Master’s Degree studying whether emotional intelligence impacts our ability to deceive others (or detect their deception).

Brad launched his professional career tempting candidates to join a small healthcare company in Chicago and built his reputation delivering analytics and workforce strategy for Sears and HP (and their divestiture). After a brief stint at Apttus that foreshadowed his eventual HRIS fascination, Brad led business transformation at Fannie Mae and then settled in at Northwestern Mutual to transform HRIT and People Analytics.

Brad loves exploring the things that make us different and teaching teams how those differences make us stronger. Some things that make him different: he believes in luck as much as skill, he abhors many things about hierarchy, he treats feedback the way he’d like to be treated, and he writes his Ss from the bottom up.

And, secretly, he’s convinced that he’s going to be called up to play professional soccer any day now.

*

Be a guest on the show

All media inquiries: media@cpoplaybook.com

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