The HCL Review Podcast

What Super Productive People Do Differently, by Jonathan H. Westover PhD

Abstract: This article explores seven habits shown through research to distinguish highly productive individuals from average performers. Each habit is grounded in academic literature and illustrated with real-world industry examples. The habits include planning the next day's schedule in advance to be proactive rather than reactive. Minimizing distractions like notifications to focus deeply on priorities. Batching similar tasks together to maintain cognitive momentum. Automating repetitive tasks to streamline workflow. Enforcing strict boundaries between work and personal time to prevent burnout. Dedicating time to continuous self-improvement through skills development. And scheduling regular "deep work" sessions for uninterrupted focus on complex cognitive work. The article argues that organizational leaders who foster a culture supporting these evidence-based productivity strategies can cultivate high-performing teams consistently delivering quality outcomes despite demanding workloads. adopting some principles could significantly increase organizational output.

Rethinking Culture Fit in Talent Acquisition, with Jonathan H. Westover PhD

Abstract: This article argues that organizations should move away from primarily hiring for "culture fit" and instead focus on acquiring a diversity of talent. The explores how overemphasizing cultural similarity in hiring can undermine efforts to build inclusive workplaces. Citing research, the article posits that prioritizing culture fit disproportionately excludes women and minorities, and results in a homogenous workforce that lacks the diverse perspectives needed for innovation. Alternatives are presented such as evaluating fit and unique contributions, and changes to embedding inclusion throughout the hiring process like name-blind screening and inclusive leadership training. Practical strategies tailored to industries like tech, non-profit and healthcare are also shared. The article concludes that moving beyond culture fit as the sole criterion in hiring yields benefits but requires sustained leadership and an ongoing commitment to diversity, equity and inclusion.

Beyond Blame: Fostering an Accountability Culture Through Shared Leadership, with Jonathan H. Westover PhD

Abstract: This article discusses how organizations can move beyond a toxic "blame culture" and instead foster an "accountability culture" where teams share responsibility for both successes and failures. It explains how attribution biases and a lack of psychological safety enable defensive behaviors in blame cultures. Strategies are provided for leaders to establish accountability, including distributing leadership through cross-functional teams, facilitating regular feedback sessions, promoting data-driven problem solving, framing failures in terms of customer impact, and role modeling transparency. Case studies of Toyota, IDEO product design, and patient safety initiatives demonstrate how accountability cultures prioritize continual learning and collaboration over fault-finding. When teams focus on understanding root causes and preventing future mistakes rather than assigning blame, organizations can sustain high performance through innovation and resilience.

Strength Underutilization: Why Talented People Don't Use Their Strengths, by Jonathan H. Westover PhD

Abstract: This article explores why talented individuals frequently fail to fully utilize their innate strengths in their work despite years spent developing skills and abilities. Several reasons for strengths underutilization are examined based on research evidence. A key factor is the paradox between skills, which can be expanded through training and experience, versus immutable strengths that energize individuals. Additionally, rigid job descriptions and misalignment between individual strengths and organizational cultures that reward other attributes over talents hinder strengths application. Barriers like the difficulty of strengths development and lack of a shared strengths language are also discussed. Practical recommendations are provided for activating strengths through individual reflection, leadership support, and building an organizational strengths culture. The article aims to spark meaningful changes enabling every person to optimize their inborn talents daily through a concerted, multi-level strengths focus.

Building a Talent Portfolio: A Modern Approach to Career Development, by Jonathan H. Westover PhD

Abstract: In today's disruptive business environment where entire job categories are emerging and transforming rapidly, traditional career path models centered on predefined vertical progression no longer adequately equip organizations with the workforce mobility and strategic resilience needed to dynamically deploy talent as work evolves. This article explores how progressive companies like global banking giant HSBC and humanitarian relief leader World Vision have overcome these challenges through transitioning to career portfolio-based talent systems that empower employees to curate diverse experiences through roles, projects, assignments and skills development opportunities. A shift from narrow career paths to emphasis on capability and experience building strengthens organizational agility through a multi-skilled workforce while providing strategic benefits to talent retention, succession planning and futureproofing the business in uncertainty. Perhaps most importantly, the career portfolio approach also empowers individual contributors with the versatility and lifelong learning critical for navigating today's fluid labor market landscape - futureproofing both their employability and work fulfillment in the new world of work.

Supporting Your Partner's Well-Being: How to Help Your Spouse Cope with Work Stress, by Jonathan H. Westover PhD

Abstract: This article provides strategies for partners to help their spouse effectively cope with unrelenting work stress. It begins by outlining common sources and symptoms of occupational stress, such as overwhelming job demands, limited resources, and impacts to physical and mental health. Key steps are then discussed, including actively listening without judgment to validate a spouse's experiences, establishing boundaries around work hours and communication to foster renewal, encouraging preventative self-care routines, and dealing with changes through open communication and compromise. The article advocates modeling healthy behaviors at home by sharing responsibilities and prioritizing self-care. Workplace implications are considered, such as cultivating an organizational culture where employees feel cared for holistically. In conclusion, the article argues an ongoing effort recognizing fluctuating demands, combined with active support, builds individual and couple resilience to minimize stress' negative impacts.

Finding Your Voice: Strategies for Speaking Up at Work, by Jonathan H. Westover PhD

Abstract: This article discusses strategies for effectively speaking up at work when issues arise. It explores the benefits of speaking up for both individuals and organizations based on research, but also examines common barriers like fear of retaliation that deter such discourse. To overcome these barriers, the article proposes approaches backed by evidence, such as cultivating a psychologically safe environment where candid feedback is supported, and modeling speaking up oneself. It emphasizes the importance of careful preparation when voicing concerns, like gathering data, understanding multiple perspectives, suggesting remedies, and focusing on solutions rather than solely problems. Examples from healthcare, technology and education demonstrate how strategic yet considerate communication of well-researched issues positively enabled organizational change. In conclusion, the article stresses that speaking up strengthens outcomes when leaders empower respectful discourse and individuals prepare by framing problems positively and concentrating on collaborative resolutions.

Hacking Habits for High-Performance Leadership, by Jonathan H. Westover PhD

Abstract: This article discusses how leaders can continuously improve their skills and effectiveness through habit hacking. It explores how reframing mindsets, building supportive systems, and committing to small daily optimizations can strengthen areas of weakness over time. Specifically, the article recommends practicing self-compassion and adopting a growth mindset. It also suggests implementing daily rituals like morning reflection and scheduled time for skill-building. Leaders are encouraged to do micro-optimizations like extending exercise routines slightly each day. Recognizing even small milestones is important for maintaining motivation. Real-world examples demonstrate how specific leaders hacked habits like prioritizing tasks, scheduling device-free breaks, and sharing mistakes to boost various outcomes like productivity, creativity, morale and innovation. The conclusion emphasizes that viewing routines through a growth lens and hacking habits through small tweaks can significantly enhance leadership abilities and fulfillment as part of an ongoing development process.

Leading Cultural Transformation: Your Key to Sustainable Competitive Advantage, by Jonathan H. Westover PhD

Abstract: This article discusses how organizational leaders can strategically transform their company culture to gain a sustainable competitive advantage. The article argues that culture is a key determinant of change success and financial performance, but is also difficult to recognize and influence. The article outlines several foundational principles for cultural transformation, including developing a clear vision and values, building urgency through strategy, fostering open communication, modeling desired behaviors, and aligning structures and systems. It then provides a multi-phase framework for evolving culture specifically towards high performance and innovation. The framework involves assessing culture, aligning around priorities, piloting changes, and institutionalizing shifts through HR, recruiting, and operations. The article also stresses the importance of leading the emotional transition with empathy to drive individual-level buy-in for transformation efforts.

Rethinking Leadership Development for the 21st Century: C-Suite Perspectives on Change, Talent, and Representation, by Jonathan H. Westover PhD

Abstract: This article examines organizational perspectives on bridging leadership development gaps in three key areas: change management, talent development, and diversity/inclusion. Executive surveys find that while disruptive change preparedness is a top priority, leadership programs often fail to adequately develop adaptability. To close this gap, companies emphasize developing agility, experimentation, and change-ready cultures. For talent development, identification must leverage broader strengths over past roles. Emerging leaders benefit from diverse mobility experiences through rotations and global assignments. Regarding diversity, representation is viewed as more than a social responsibility but a business imperative for accessing varied perspectives. Leaders recommend making inclusion central to mission/strategy and reevaluating sponsoring and sourcing approaches to give minority talent fair opportunities. Overall, holistically developing adaptive, diverse leaders through experiential learning better positions organizations to navigate complexity.