Gregory Gamble

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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AI removes excuses. When leaders have faster access to insight, performance gaps become harder to explain away and easier to trace back to decisions, structures, and habits. #AmplifiedLeadership (my book) and the webinar focus on how AI exposes whether leadership systems translate strategy into results. Performance is not a mystery. It’s a mirror of your actions.

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Looking forward to this executive seminar with my colleague J. Bryan Bennett, MBA, LSSGB, CPA Leadership misalignment is rarely loud at first. It shows up quietly as culture friction, slower execution, eroding trust, and talented people choosing to disengage or leave. Left unchecked, those small fractures compound into real organizational costs: turnover, lost productivity, stalled initiatives, and reputational damage. Many of the leadership challenges organizations struggle with are not capability issues. They are alignment issues. The hard questions leaders must ask are: 1) What signals are we ignoring in our culture? 2) Where is leadership behavior unintentionally creating drag? 3) What is the cost of waiting to address it? Early intervention is far less costly than repair, yet few leadership teams create the space for honest reflection and recalibration. This executive seminar goes directly at those uncomfortable but necessary conversations. If you are responsible for culture, performance, or leading people through complexity, this is a room worth being in. If you cannot attend, share this with leaders in your network who are navigating growth, change, or culture challenges. The impact of leadership misalignment is too expensive to ignore. Adriana "Adri" BrunnerElsa Morales-RothNeville BillimoriaAmi Curtis, Ph.D.Sara VazSareena KheraTerri NovacekWendy Burke, SHRM-SCPDharmesh RupareliyaRaju BakshiLisa DavidsonThomas BoydDr. Susan TafferDr. Keith D. DorseyMelissa BartolomeZunaira Munir, PhDKelly San Martin, MBAMike Gellman, M.S., ACCShannon Wellman

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Grateful for the very strong response to "Bots & Brains at Work: The Science of Leading in the Age of AI" at Central Oregon SHRM's event. My average "likely to recommend" score was 9.5/10. HR leaders are navigating real tension right now — excitement about AI’s potential alongside understandable anxiety about status, identity, and uncertainty. The conversation was thoughtful, practical, and refreshingly honest. Looking forward to continuing it with Washington State SHRM on March 26th! The pace of change isn’t slowing down. Leadership capacity has to accelerate. #Leadership #AI #HR #SHRM #WASHRM #FutureOfWork

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Leadership development shapes the future. It goes beyond guiding people toward a goal—it’s rooted in trust, adaptability, and inclusion. As I shared in this article, inclusive leadership is a competitive advantage in today’s market—especially when considering how we approach development programs in a rapidly changing world. It should also be a shared organizational practice, woven into daily operations, decision-making, and team dynamics at every level. A human-centered approach means applying these practices to see employees not just as contributors, but as people—each with unique experiences, needs, and perspectives. In an environment shaped by constant change and external pressures, equipping individuals with the tools to adopt an inclusive leadership style is essential for organizations navigating today’s complexity. It’s how we future-proof our organizations. #inclusiveleadership #futureofwork #peoplefirst https://lnkd.in/eMCZjK6Y

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Honored to host another episode of People and Strategy podcast at #SHRM25 in San Diego with Thanh Giddarie (she/her), Director of HR at MIT Health. We talked about using data to show HR’s value, the power of HR reports, and Thanh’s research on the gender gap in university presidencies. Tons of takeaways on measuring impact, building mentorship networks, and opening leadership pathways for women. 🎧 Tune in here: https://lnkd.in/e2rXbamF #PeopleAndStrategy #HRLeadership #SHRM25 #DataDrivenHR

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We spend so much time talking about strategy, systems, and processes—but the real value in any organization lives in its people. In this episode, I sit down with Ted Whetstone, strategic thought partner and executive coach, to unpack the human side of leadership and change. Our conversation digs into why so many change efforts fail when leaders impose instead of invite, and how a simple mindset shift can open the door to participation, innovation, and shared ownership. 🎙️ Watch the full podcast here: https://lnkd.in/gB3TUVdb 💡 What really stayed with me:  ✔️ People often resist change that’s done to them, but lean into change they help create.  ✔️ The difference between being committed to an outcome vs. being attached to a specific idea is transformational.  ✔️ Vulnerability in leadership isn’t a weakness—it’s what allows us to see futures beyond our current limitations.  ✔️ Work should be a place of belonging, purpose, and growth, not just a paycheck. Ted also introduces the powerful idea of being the “product of your product”—letting the transformation you want for others show up in how you lead, communicate, and build your organization. If you’re a leader, founder, or change agent who wants to transform not just your company, but the humans inside it, this conversation will deeply resonate. 🎧 Listen here: https://lnkd.in/gfXF-Pv9 #Leadership #ChangeManagement #ExecutiveCoaching #OrganizationalTransformation #Vulnerability #Communication #GrowthMindset 

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🚨 Workforce reductions are never easy — and staying compliant during the process is critical. Our friends at Fisher Phillips continue to be a trusted resource in this space, and we want to give a special shoutout to Jason Geller, who consistently publishes insightful, practical guidance for California Employers. Jason’s content helps employers navigate the complexities of layoffs, Cal-WARN Act obligations, and best practices to minimize risk while treating employees with dignity and respect. If your organization is considering or planning a reduction in force, I highly recommend following Fisher Phillips and Jason for timely updates and expert perspective. 👉 link to article in comments #WorkforceStrategy #Compliance #EmploymentLaw #FisherPhillips #HRLeadership

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Moving from #Committee member to board member can be challenging. It typically requires a shift from hands-on, tactical program work to hands-off, strategic oversight. The same tension exists in #Facilitation. It’s easy to approach facilitation like committee work: jumping in, solving, shaping the details. But that’s generally not how we best serve a group. Effective facilitation requires a #Board mindset: less doing, more direction-setting, helping: • Frame the issues. • Structure the process. • Guide the conversation. Let the group do the work. Help them assess progress. #Facilitation #Leadership #Governance #Meetings #Associations

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I am looking forward to joining my colleagues Lisa Schenkand Maria Dupal for this critical discussion. When a woman coaches a male leader, she isn't just helping him hit KPIs; she is often acting as a bridge between traditional power paradigms and the emerging needs of a modern, empathetic workforce. Research suggests that women are more likely to adopt transformational leadership styles. Eagly and Carli (2007). With a female coach, a male leader is exposed to a model of power that emphasizes individualized consideration and intellectual stimulation rather than top-down authority alone. This combination helps him pivot from being a "boss" to being a "coach-like leader" for his own team. A skilled woman coach can bring proximity to power without being a part of the hierarchy. They can provide direct communication about how authority lands regardless of intention and the ability to name what others sense but won't say. Many leaders lack an honest mirror that doesn't compete with them. Women coaches are often adept at helping leaders integrate perceived feminine and masculine traits. That integration improves decision quality when the stakes are highest amid complexity, AI acceleration, and burnout. They guide leaders in making decisions by balancing logic and intuition with empathy and compassion. In my coaching of male leaders today, many carry the realities of loneliness and the burden of responsibility without relief, and these are taboo to express. They believe displaying or expressing feelings is taboo. A fundamental issue for them is perception. A woman coach often creates a container for exploring these without loss of dignity or credibility. The result can be greater authority and more sustainable outcomes for their organizations and teams. Men who work with women coaches do so not because leadership has become softer. They do so because, in today's world, leadership must be more humane and consequential. Forbes Coaches Council #leadership #leaders #emotionalintelligence #coaches #womencoaches

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Thrilled to be the instructional designer, eLearning guide, and one of the live instructors for our new KSAs of Potential: Coaching & Succession Planning Certification! The program combines self-paced coursework with two live sessions, including a capstone Live Virtual Instructor Lab where each practitioner presents a case study and participates in a High Potential “Talent Talk” Lab—using a verified report and case study background—with live feedback from Roger Pearman and me. With Foundations Certification (or previous All-Access cert) as the prerequisites, participants will already have the core TalentTelligent tools in hand—ready to dive deeper into potential, succession, and coaching for potential impact.

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Prepare your leaders for a powerful executive coaching kickoff with a focused one-week checklist that drives measurable results. Day-by-day actions cover stakeholder alignment, data collection, and goal-setting — each tied to expected outcomes and Rawe’s program elements so you see the path from preparation to improvement. Download the checklist and start making your coaching engagement count: https://wix.to/JzTKs9X 🔍📈 #LeadershipDevelopment #ExecutiveCoaching #TalentStrategy

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