Juanita McClure

expert panel

Members of the HR Think Tank share how organizations can communicate succession plans with greater transparency, fairness and trust—without creating internal competition, disengagement or political tension.Executive succession planning has become more visible—and more scrutinized—as organizations face leadership turnover, talent shortages and increased employee expectations around career growth. Recent SHRM reporting notes that succession planning is becoming increasingly urgent as organizations navigate leadership turnover, evolving workforce expectations and long-term talent continuity. Yet while most organizations recognize the importance of succession planning, many still struggle with how openly those plans should be communicated internally. Members of the Senior Executive HR Think Tank say the answer is not secrecy, but structured transparency. From clarifying leadership criteria to creating visible development pathways, these experts explain how organizations can communicate succession plans in ways that strengthen trust, reduce workplace friction and reinforce long-term business continuity.

expert panel

Members of the HR Think Tank share what they would eliminate if work could be rebuilt from scratch—from performative meetings and outdated performance reviews to rigid schedules and bureaucracy—and explain how organizations can design more productive, human-centered workplaces for the future.For decades, organizations have modernized technology faster than they have modernized work itself. Many companies now operate with advanced collaboration tools, AI-enabled systems and global talent networks, yet employees still navigate processes and expectations built for a far different era. Meetings dominate calendars. Email drives fragmented communication. Performance reviews often feel disconnected from development. Productivity is frequently measured by visibility rather than outcomes.That disconnect is becoming harder to ignore as leaders confront burnout, disengagement and shifting workforce expectations. Deloitte’s Global Human Capital Trends report highlights that organizations are increasingly being forced to rethink how work is designed as employees demand greater flexibility, purpose, sustainability and trust in the workplace.Members of the Senior Executive HR Think Tank, a collective of experienced HR leaders, strategists and workplace experts, realize the future of work will not be shaped merely by adding new tools to old systems. Instead, they believe organizations must eliminate outdated structures that quietly drain performance, trust and creativity. Their insights reveal a common theme: Many of the practices companies defend most aggressively may be the very ones holding people back.

expert panel

As healthcare costs climb, members of the HR Think Tank share actionable strategies for HR leaders to balance financial pressures with employee-centered benefits by leveraging prevention, analytics and intentional design. Rising healthcare costs remain one of the most persistent and complex challenges facing HR leaders today. According to the Kaiser Family Foundation’s 2025 Employer Health Benefits Survey, average employer-sponsored family premiums reached $26,993, with employees contributing nearly $7,000. Meanwhile, broader U.S. healthcare spending grew 7.5% to $4.9 trillion, outpacing overall economic growth, according to the American Medical Association. For organizations navigating talent shortages and evolving workforce expectations, maintaining competitive benefits without overwhelming budgets has never been more urgent. Members of the Senior Executive HR Think Tank bring a nuanced perspective: cost management is no longer just about premiums or deductibles. It requires rethinking how benefits are designed, communicated and aligned with organizational culture. From prevention-focused care models to AI-driven analytics and collaborative purchasing strategies, these experts outline actionable approaches that prioritize both financial sustainability and employee well-being.