AI isn’t just another technology upgrade, it’s rewriting how organizations are designed, managed, and led. The real challenge isn’t swapping people out for machines but rethinking how humans and AI work together to create entirely new ways of operating. In this LIVE session, Korn Ferry’s Head of AI, Bryan Ackermann, joins host Darren Bolton to explore how organizations must transform to thrive in the Human+AI era.
Korn Ferry
İşletme Danışmanlığı ve Hizmetleri
Los Angeles, CA 2.009.490 takipçi
Hakkımızda
Korn Ferry, küresel bir kurumsal danışmanlık şirketidir. Müşterilerimizin strateji ile yeteneği senkronize hale getirerek üstün performans elde etmelerine yardımcı oluyoruz. Birlikte çalıştığımız şirketlerin yapılarını, rollerini ve sorumluluklarını tasarlıyoruz. Stratejiyi hayata geçirmek için doğru kişileri işe almalarına yardımcı oluyoruz. Şirketlere, çalışanlarını nasıl ödüllendirmeleri, geliştirmeleri ve motive etmeleri gerektiği konusunda tavsiye veriyoruz. 7.500 çalışanımızla 50'den fazla ülkede müşterilerimize hizmet veriyoruz. Beş temel çözüm sunuyoruz. • Kurumsal Strateji • Değerlendirme ve yetenek yedekleme • Yetenek Kazanımı • Liderlik Gelişimi • Ödüller ve Faydalar Daha fazla bilgi için kornferry.com adresini ziyaret edin.
- Web Sitesi
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http://www.kornferry.com
Korn Ferry için harici link
- Sektör
- İşletme Danışmanlığı ve Hizmetleri
- Şirket büyüklüğü
- 10.001+ çalışan
- Genel Merkez
- Los Angeles, CA
- Türü
- Halka Açık Şirket
- Uzmanlık Alanları
- Executive Search, Leadership and Talent Consulting, Coaching, Talent Management, Executive Recruiting, Organizational Strategy, Assessment & Succession, Talent Acquisition, Leadership Development ve Rewards & Benefits
Konum
Korn Ferry şirketindeki çalışanlar
Güncellemeler
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Our experts are making waves in key workplace conversations—here’s what they’ve been saying that’s capturing attention across the business world: 📰 Chief Executive ➡️ Lesley Uren, CEO of Korn Ferry Consulting, shares highlights from Korn Ferry’s Workforce 2025 report, offering insights into missing managers, generational shifts, salary pressures, hybrid work challenges, and AI’s growing influence. 🔗 https://krnfy.bz/3IIbwzj 📰 Board Agenda ➡️ Dominic Schofield, Board and CEO Managing Partner, outlines four strategies for leaders navigating growth amid geopolitical uncertainty and regulatory complexity. 🔗 https://krnfy.bz/4mHNFhG 📰 Financial Times ➡️ Christina Harvey, Senior Client Partner, explores rising CEO burnout, the toll of relentless demands, and emerging wellness strategies to help leaders thrive in high-pressure environments. 🔗 https://krnfy.bz/474sBO0
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In just two years, the strategic priorities for HR leaders have shifted dramatically. Growth and market expansion are up 25%, but that’s just the beginning. But here’s the challenge: while 42% of CHROs are prioritizing AI investments, only 5% of HR teams feel prepared to implement them effectively. The gap between ambition and readiness is real, and it’s urgent. CHROs have a unique opportunity to shape the future of work, by investing in people, tech, and culture at the same time. Is your organization ready? https://krnfy.bz/3TNxH9c
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AI is changing everything, including the role of the Chief Product Officer. From strategy to execution, today’s CPOs are leading transformation across the enterprise. But are they ready for what’s next? Explore how AI is reshaping product leadership in Korn Ferry’s latest guide. 🔗 https://krnfy.bz/4mSbTWu
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Burnout. Disconnection. Uncertainty. It’s not just a feeling, it’s a workplace epidemic. In our latest Briefings Magazine, we explore why so many employees are feeling dazed and confused, and what leaders can do to restore clarity, connection, and purpose. 🔗 https://krnfy.bz/4lbOcqX
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What does 338,000 + 183,000 equal? A wake-up call. Since January, 338,000 women have left the workforce, while 183,000 men have entered it. The math isn’t just troubling, it’s a signal that something deeper may be broken. 🔗 https://krnfy.bz/4mlIuE1
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If Olive had a playbook, it might look something like this: 🐾 Start the day with energy 🐾 Show loyalty 🐾 Stay curious and explore 🐾 Rest when needed 🐾 Celebrate every small win (tail wags included) Not so different from a strong workday playbook, is it? ✅ Begin with purpose ✅ Support colleagues with trust ✅ Keep learning ✅ Prioritize balance ✅ Recognize progress, big and small #InternationalDogDay
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Job hugging is real, and it’s reshaping the workforce. With fewer people switching roles and a shaky job market, many employees are staying put… but not necessarily growing. Is your organization ready to turn the stagnant job market into an opportunity? 🔗 https://krnfy.bz/4fMEsT1
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Corporate leaders are trained to handle disruption, but what happens when it’s coming from every direction? In this episode of Briefings Podcast, three expert voices dive into how top leaders are staying sharp amid constant change, strategically and psychologically. From navigating uncertainty to building resilience, it’s a must-listen for anyone steering through today’s chaos. 🔗 https://krnfy.bz/4mZofMD
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Your next CFO, CMO, or CTO might already be on your team — but will they be ready when the time comes? But turning high-potential talent into future C-suite leaders doesn’t happen by accident. It takes time, intention, and a real commitment to leadership development, something many organizations struggle to prioritize until it’s too late. As Jane Edison Stevenson, Global Vice Chair at Korn Ferry, puts it: “Leadership development ends up on the back burner until there’s a succession crisis.” So how do you build a leadership pipeline that actually works? 1. Design Your Ideal Leadership Profile – Define what success looks like and the traits your future leaders need. 2. Identify Highest Potentials – Use objective criteria to spot talent beyond performance and gut instinct. 3. Consider Readiness vs. Potential – Distinguish between those ready now and those who need time to grow. 4. Design Inside-Out and Outside-In Development – Align personal motivations with organizational goals. 5. Identify Credibility-Building Roles – Pinpoint key roles that stretch and validate leadership potential. 6. Strengthen Your Feedback Loop – Keep top talent engaged with clear communication and growth pathways. 7. Integrate Succession Planning into Culture – Make leadership development a daily priority, not a reactive fix. Which of these seven essentials is your team already doing well?