Anne Sample

More on our great conversation yesterday with our very own @Kris Gfell, AAIM's HR Business Manager based in Indianapolis, IN. Experience is the bedrock of effective HR, shaping communication and facilitating the evolution from functional role to strategic business partner. Deep experience provides context, foresight, and a nuanced understanding of organizational dynamics. This enables HR professionals to anticipate challenges, tailor communication strategies, and drive alignment between talent management and business goals. The best way to gain this experience? Dive into your business operations and learn all you can!

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A board mentor or ‘buddy’ is an important resource for newly appointed directors, particularly those serving on their first board. Our newest addition to the Director Knowledge Center provides an in-depth checklist for board mentors: https://lnkd.in/d-Ycu5Ut

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We surveyed 250 board directors and chief executives to understand their approach to today's risks. From this study, five key trends have surfaced regarding leadership and risk management. Explore the insights here: [Link to the article](https://lnkd.in/giayAJzT) #Leadership #RiskManagement #BusinessInsights

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When I think about the conversations that matter most in the boardroom right now, they all come back to one thing: Talent. Human capital now sits at the center of strategy, culture, and long-term value creation. For boards this shows up as questions like: - Do we have a clear, actionable succession plan for the CEO and key leadership roles? - Are we building a strong, diverse talent bench two layers down? - What is our culture really enabling or getting in the way of? - How are AI and technology reshaping roles? In my view, talent oversight works best when these questions are frequently on the board’s agenda. When boards regularly connect human capital to business outcomes, they are better positioned to manage risk, support leadership, and sustain the culture employees experience every day. How often does your board spend time on talent beyond updates on compensation or headcount metrics?

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Kathi Enderes’ recent analysis reflects how expectations for HR executives have shifted. What was once viewed primarily as an operational function now sits much closer to the center of decision-making. Workforce strategy shapes growth and long-term performance in ways that are far more visible than they were even a decade ago. When expectations expand this quickly, even the most capable CHRO may struggle to translate vision into sustained impact. People strategy is not a short-term initiative. It unfolds across hiring cycles, leadership transitions and moments of disruption. Organizations that recognize this are more likely to see this role not simply as a cultural steward, but as a leader whose influence touches every part of the business. https://lnkd.in/eHzyGtwC #CHROAgenda #WorkforceDevelopment #FutureOfWork

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For any leaders looking to drive meaning conversations at your next offsite, check out this pocket guide from FXG Partners. It's practical, spot-on for mid-year planning, and focused on what really matters - your people.

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WI manufacturers are owning the 'new normal', adapting ops amid tariffs, inflation, & industry shifts. Insights from BizTimes' Manufacturing Summit reveal how leaders like Micaela are turning challenges into strategies for success. How will this pan out? https://lnkd.in/gwbGRhtF

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Boards should increase their oversight to include an eye on the levels of employee angst within the organization. While some level of angst, concerns, or burnout is natural, underlying widespread problems can lead to increased risk of low ROI on labor costs, which negatively impact bottom-line profitability. A few ways the board can increase its oversight: - Hire a third-party to conduct stay interviews with a random set of employees and analyze the results - Have leadership publicly recognize the efforts of those employees who go above and beyond. - Ensure that the compensation strategy does not disadvantage employees who have stayed with the company for a long time and have demonstrated solid performance. - Provide development experiences that uplevel employee resilience skills Reach out if your Board or company leaders would like to speak more about upleveling your HR/Talent governance. #governance #oversight #TalentGovernance #Board #corporategovernance

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We’re excited to share that Philip Peck, Vice President, Advisory Services & Finance Transformation Practice at Peloton Consulting Group, will be speaking at the 2026 AFP FP&A Forum, taking place March 23–25 in Indianapolis, IN. The AFP FP&A Forum brings together hundreds of FP&A leaders each year to explore the strategies, technologies, and leadership approaches shaping the future of finance. As a member of the AFP FP&A Advisory Council, Philip is actively involved in advancing the FP&A community and will be participating in two sessions at this year’s event. Session 1: Follow the Yellow Brick Road: Reimagining Planning, Forecasting, and Analytics at AMC Theatres On Monday, March 23 from 2:30pm to 3:30pm, Philip will join finance leaders from AMC Theatres to share how the company transformed its FP&A capabilities during a period of unprecedented disruption. Attendees will learn how AMC modernized planning and forecasting through a phased transformation roadmap and a cloud-based EPM solution, enabling more agile forecasting, streamlined planning cycles, and improved decision support. Session 2: How I Built This: FP&A for Today and Tomorrow On Tuesday, March 24 from 1:00pm to 2:00pm, Philip will moderate a panel featuring CFOs who have built FP&A functions across organizations of varying size, scale, and industry. The discussion will highlight the critical role of people, processes, and technology in developing a modern FP&A organization that delivers forward-looking insights and supports strategic decision-making. If you’re attending the AFP FP&A Forum, be sure to join Philip for these sessions and connect with peers across the FP&A community: https://lnkd.in/gs4UQ47Q #FPandA #FinanceTransformation #OfficeOfFinance #FinancialPlanning #AFP #PelotonConsultingGroup

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