The Human Factor Podcast by SAP

In episode 72 of The Human Factor Podcast, we explore how organisations can move beyond the limits of traditional enterprise systems and tackle the processes that still feel slow, fragmented, or broken.Joining us is Ben Peters, Co-Founder and CEO of Cogna. Together, we discuss how AI is enabling a fundamentally different approach - one where organisations can rapidly understand how work actually happens, generate working prototypes in real time, and iterate towards better solutions at speed.===Keywords: AI, Enterprise, systems, organisations, solutions, processes, digital transformation, future, work

In episode 71 of The Human Factor Podcast, we explore what it really takes to execute organisational change in the real world - beyond the frameworks, models, and tidy diagrams that often dominate the conversation.Joining us is Nick Francis, who has been at the centre of Decathlon’s transformation journey. Together, we discuss the realities of leading change inside a large organisation - building the case for change, securing senior sponsorship, aligning stakeholders, and maintaining momentum when the path forward is anything but straightforward.

In this episode of The Human Factor Podcast, we’re diving into the dynamic and unpredictable world of modern organisations, where leadership can often feel like a giant game of Snakes & Ladders.We’re joined by Richard Jolly, one of the most respected voices in organisational psychology and leadership development. Together, we explore how leaders can read their environment more effectively, build strong and supportive relationships, and lead with humanity in systems that are constantly evolving.

In this episode of The Human Factor Podcast, we’re diving into the dynamic and unpredictable world of modern organisations, where leadership can often feel like a giant game of Snakes & Ladders.We’re joined by Richard Jolly, one of the most respected voices in organisational psychology and leadership development. Together, we explore how leaders can read their environment more effectively, build strong and supportive relationships, and lead with humanity in systems that are constantly evolving.

In episode 68 of The Human Factor Podcast, we’re diving into the dynamic, and often misunderstood, world of Generation Z: those born between 1997 and 2012 who are now entering and reshaping the workforce.With strong values, digital fluency and fresh perspectives, Gen Z is challenging traditional workplace norms. But what do they really want? How are they changing the game? And what can employers do to attract, retain and empower this new generation of talent?In this episode, we unpack common myths about Gen Z and explore the real challenges they face - from economic uncertainty and burnout to navigating hybrid and remote work. We discuss their workplace expectations, communication styles, career aspirations and how they collaborate across generations.

In this episode of The Human Factor, continuing from Episode 66, we’re diving into one of the most pressing leadership challenges of our time: how to lead continuous, disruptive, deeply human change in 2025. We’re joined by Dan Rickards for an honest and insightful conversation about what effective change leadership really looks like now: not top-down communication, not rigid plans, but trust, transparency, and two-way dialogue. Because people don’t resist change - they resist being changed without a voice.

In this episode of The Human Factor, we’re diving into one of the most pressing leadership challenges of our time: how to lead continuous, disruptive, deeply human change in 2025.We’re joined by Dan Rickards for an honest and insightful conversation about what effective change leadership really looks like now: not top-down communication, not rigid plans, but trust, transparency, and two-way dialogue. Because people don’t resist change – they resist being changed without a voice.

In this episode of The Human Factor, we’re exploring a topic that’s reshaping how we think about talent, inclusion, and innovation: "Neurodiversity at Work".We’re joined by Dr. Nancy Doyle for a thoughtful and inspiring conversation about what true inclusion looks like — and how forward-thinking organizations are reimagining hiring, culture, and leadership to embrace neurodiverse talent. Whether you’re in HR, leadership, or simply passionate about equity and inclusion, this conversation is for you.415984

In this episode of The Human Factor, we’re breaking the silence on an issue that affects millions but is still too often ignored in the workplace: menopause. We’re joined by Deborah Garlick, founder of Henpicked: Menopause in the Workplace, for an honest and empowering conversation about why it’s time to move from awkwardness and avoidance to empathy, education, and real action. Whether you’re a leader, manager, colleague, or someone going through menopause yourself, this episode is for you. Tune in as we explore how understanding and collaboration can make workplaces better for everyone.

In this episode of The Human Factor, we explore a practice that has shaped countless careers and lives: mentoring. We’re joined by Ryan Preece from The King’s Trust for an open conversation about the role mentoring plays in supporting young people to build the confidence and skills to live, learn, and earn. What does it really mean to be a mentor—and how can the wisdom of experience help someone navigate the often bumpy road of personal and professional development?

In this episode of The Human Factor, we explore a part of work that touches every single one of us—yet is rarely talked about: payroll. It’s a function that has quietly remained the same for decades, despite the dramatic pace of change around us. We’re joined by the brilliant Anita Lettink, a global thought leader challenging the way we think about paying people. While technology has made payroll more efficient through automation, reporting, and self-service tools, the fundamental process hasn’t really changed. But what if it could?

In this episode of The Human Factor, we dive into one of the most misunderstood traits in human behaviour: confidence. Is it something we are born with—or can it be built, strengthened and used as a force for good? We’re joined by a truly inspiring Emily Jaenson whose journey proves that confidence isn’t just a trait—it’s a practice. Once too shy to order a pizza, she went on to become one of the few female General Managers in Minor League Baseball, delivered one of the most-watched TEDx talks of 2022, and is now a leading global speaker and coach on confidence. Together, we explore how self-belief can either free you or hold you back, how it impacts not just our careers but our relationships, and how we can cultivate confidence in ourselves and others in a way that lifts everyone around us. If you’ve ever wondered whether confidence is a gift or a skill—or how to harness it without tipping into ego—this episode is for you.

In this episode of The Human Factor, we explore a critical question for any organisation: In a world of endless choice and fierce competition, how do you truly stand out—and deliver lasting value to your customers? We’re joined by Donna Whittaker for a behind-the-scenes look at EG On the Move, where human capability isn’t just a concept—it’s a strategic driver. Together, we unpack what it takes to support and empower front-line teams, and why the employee proposition behind them is more important than ever. If you’re thinking about how to create standout customer experiences from the inside out, this episode is for you.

Inspired by a simple but powerful question—“What is AI?”—we’re joined by Brenda Bown, SAP CMO- AI, to explore how AI is reshaping life and work, and what it means for every generation. In this episode of The Human Factor, we step back from the hype and ask a simple but essential question: What is AI, really? We’re joined by Brenda Bown to unpack the evolving role of AI in our lives—from innovation and transformation to the fear and uncertainty some still feel. What does AI really mean for humans? How can we design a future where we co-exist and thrive together?

In Part 2 of this series with Peak 4, we’re joined by Mike Phelan, drawing on his deep experience at Manchester United to explore how the dynamics of high performance have shifted. In this episode of The Human Factor, we’re joined by Mike Phelan, who draws on his experience at Manchester United to explore how performance is evolving in today’s world. Building on the excellent discussion with Dave Horrocks in Part 1, we take a broader look at the forces shaping performance—across industries and generations. A powerful conversation that challenges how we think about high performance—and what it takes to sustain it.

In The Human Factor’s first-ever two-part special, we explore one of the series’ most important themes: performance—what drives it, how we define it, and how it continues to evolve. In Part 1, we’re joined by Dave Horrocks from Peak 4, who shares his extensive experience from the world of elite sport. Together, we unpack the intangible nature of performance and how it’s influenced by everything from mindset and culture to technology, data, and generational change.

This week on The Human Factor, we’re tackling a bold question: can bad bosses ruin lives? It’s a provocative title—but backed by real research. As we heard in our recent episode with Brian Dow, your immediate line manager can have more impact on your mental health than almost anything else at work. In this episode, we’re joined by Debra to explore the psychology behind leadership, the difference between intent and impact, and the behaviours that define both “bad bosses” and great ones. Packed with stories, reflections, and practical advice, this is a must-listen for anyone who leads—or wants to lead better.

In Episode 55 of The Human Factor, we explore a simple but powerful question: what really makes work a great place to be? We’re joined by Brian Sutton, Client Relationship Manager at A Great Place to Work, for an honest conversation about belonging, culture, and the importance of feeling valued and energised at work. Is creating a positive workplace just a nice idea—or a critical factor in boosting engagement, retention, and mental well-being?

In this episode, we speak with Karl Fitzpatrick, a sporting CEO, who shares insights on balancing organisational growth, team performance, and building a positive workplace climate. In Episode 54 of The Human Factor, we return to the world of sport, an industry that often shines a light on key human factors. This time, we’re looking at things from a macro perspective with insights from Karl Fitzpatrick, CEO Warrington Wolves. We explore two big themes: growth—both within the organisation and in team performance, and climate— the cultural environment that shapes how it feels to work there. With research showing workplace culture is becoming a vital metric, and with generational shifts impacting loyalty, Karl shares his approach to building an organisation where people want to join, stay, and thrive.

With workplace mental health in the spotlight, we sit down with Brian Dow, Chief Executive of Mental Health UK and explore: What is mental health? How can you support yourself and others? And how do we break the stigma? In Episode 53 of The Human Factor, we dive into the critical topic of mental health—what it is, why it matters, and how we can better support ourselves and others, especially in the workplace. Despite growing awareness, more than 1 in 7 people in the UK say their mental health is at its worst, with young people struggling the most. So how do we break the stigma and create real change? We’re excited to welcome Brian Dow, Chief Executive of Mental Health UK, who shares expert insights on recognising mental health challenges, offering support, and fostering a healthier work environment.

In the latest episode of The Human Factor, we dive into performance, leadership, and the key to consistent execution with special guest Dave Kline. Don’t miss out on his invaluable insights and tips for fostering a culture where teams thrive. In Episode 52 of The Human Factor, we delve into the core of leadership, focusing on execution, performance and standards —topics that shape the future of work. Despite ongoing discussions, global engagement remains low, and many are searching for new opportunities. Why is this the case, and how can leaders change it? We’re excited to welcome Dave Kline, who brings invaluable insights into leadership principles, non-negotiables, and blind spots. Together, we explore strategies to foster engagement, sustain high standards, and achieve consistent performance. Join us for actionable tips and wisdom that will elevate your leadership game.

How can we take greater control over the conditions of our lives to ensure? How can we better understand the factors that influence our wellbeing on a day-to-day basis and what can organisations do to improve this? Christine Armstrong tells us how. In this episode of ‘The Human Factor’, Christine Armstrong shares invaluable insights on how to create a buzzing workplace without falling into the trap of burnout. Listeners will learn actionable strategies for managing expectations, achieving a healthy work-life balance, and fostering a positive workplace culture that supports employee well-being. Guest Speaker – Christine Armstrong: LinkedIn Learn how SAP SuccessFactors HCM solutions help you optimise the way employees work, managers manage, and organisations adapt: https://www.sap.com/uk/products/hcm.html

Discover how the music industry has adapted to digital disruption, from streaming to talent discovery, and what it means for leadership, revenue, and engagement. In Episode 50 of The Human Factor Podcast, we explore ‘The Era of Digital’ with music industry veteran Tony Harlow. From CDs to streaming, the digital shift has revolutionized how talent is found, music is consumed, and revenue streams are built. Tony shares insights on adapting to global disruption, balancing long-term talent development, and connecting with audiences in a digital world. Join us as we discuss how leaders navigate change and ensure the industry thrives in this dynamic era.

As human beings – what do we set out to achieve every day? From a human psychology perspective we know that all humans want to have a productive day in a relative sense, need to have a feeling of achievement, attainment or a feeling of being appreciated. As we have said on a regular basis on the podcast – what needs to happen for a person to go home at the end of the day and say “I had a good day”. Throughout our series – we have touched on this topic many times, but there is still much to learn. Many of us operate within a team structure. We discussed team dynamics with the wonderful Paul Gustard and how he aligns, connects and drives the performance of his teams. Damian Hughes very kindly shared his views on how a performance culture is created. But we want to dig deeper into something we believe to be absolutely fundamental and a question that persists – how is the overall climate created and sustained by leaders, but also by the team itself to ensure goals are met, standards are maintained and all parties feel they are operating in a equitable and inclusive environment? The word culture has been front and centre over the last 3 years especially in a business context and culture is integral to achieving on a day to day basis. Climate however is different – climate describes what it “feels like” to be in that team, in that group/situation and how is that climate conducive to people achieving their goals? Its our view that building and sustaining standards requires a considerable effort, building a culture of continuous growth requires a commitment from everyone – so the question persists – how is that done, how is that achieved? We will be exploring all this today with Maggie and tapping into her extensive experiences.

In all walks of life, and one of the great natural feelings of being a human being is that gut instinct for something. That feeling about something, a feeling in the stomach, a nagging doubt or a natural intuition. It’s fair to say we will have all experienced it at some point in our life. In the world of business or sport or any industry where decisions made purely on instinct can be extremely costly, turning instinct into hard fact is an absolute imperative. In the world of work, this is where reporting and analytics support the process in a very big way and this is where the importance of raw data surfaces its head again. Data pulled from multiple sources can be examined to support or reject hypotheses (those gut feelings). In the world of sport, analytics has become more and more integral to successful performance across a multitude of processes and disciplines – providing insights into individual and team performance both on and off the field of play. For example – it is used to determine tactics to win a match, it is used to monitor and prevent injuries to players, it is used to assist decisions made on buying or selling players where huge sums of money are spent on talent. To support this, more and more data is captured and analysed than ever before. How then can technology sift through all this data and provide insights that will lead to the promised land of successful performance outcomes. For this episode we will be diving back into the world of football and are super excited to be joined by someone who is leveraging analytics in a VERY big way to support the organisation and performance of his club TSG Hoffenheim in the German Bundesliga – the highest football league in Germany.

Guest Marc Starfield discusses the meaning of the connected experience, workplace experience, and emotional and technological connection. Over the last 15 to 20 years as the age of consumerisation and digital has taken hold – the fabric of how we live our lives has changed beyond recognition. We now have the capability to curate and design the experiences that help us to live our life the way we wish – how we communicate, how we learn, how we connect, how we shop, how we transact, how we consume music, entertainment. This has then led to a broader decision about how the different elements are connected together – so I can surface data in one location, access all records at any one time, connect different devices around a home or with my car and much more. Organisations in the last 20 years and this very much links into the future of work, have needed to understand this changing context and replicate the experiences people are having at home. For many this has required a reimagination of data, process, insights, roles, operating models, permission models and much more – but it has presented an amazing opportunity for organisations to enhance how they execute their strategy, drive efficiencies when possible and be even more effective with all decision taken related to people. We welcome the opportunity to discuss this enormous topic with Marc Starfield who has been championing and creating integrated and connected platforms and experiences over the last 15 to 20 years, most recently as the Group Head of HR Programmes and Systems at Vodafone.

Originally composed of 20 street performers in 1984, Cirque du Soleil Entertainment Group completely reinvented circus arts and has become a world leader in live entertainment. Established in Montreal, the Canadian organization has brought wonder and delight to over 180 million spectators with productions presented in 450 cities in 60 countries. Cirque du Soleil Entertainment Group currently employs 4,000 people, including 1,300 artists, who originate from nearly 50 countries. The key question however – how do they do it??. As spectators, we marvel at the skill, the daring, the execution of acts we can only dream about, but it doesn’t happen by accident. Creating the culture and conditions for this amazing talent to grow and prosper takes real commitment and real focus. This begins by finding the right talent, bringing them into the organisation and then preparing them to participate in amazing shows. These can be complex processes that require time, patience, structure, leadership and much more. In this episode – we will be exploring with Marie Noelle what happens behind the curtain every day to help create the greatest show on earth.

Inclusivity, parity, acceptance, fairness, equality, diversity – these are common descriptive labels that we hear and see every day. As we begin 2023 a question that needs to be asked – are we making enough progress? Last summer the England womens football team, known as the Lionesses, won the European Championship for the first time. It was an amazing tournament and one that will hopefully inspire younger generations to break through glass ceilings everywhere. But where do we go from here. The title of the episode today, “They think its all over, its only just begun” was an amazing way to summarise the success of the Lionesses, but also the tournament as a whole and what it could mean for womens football. Nearly 12 months on and the women’s game has gone from strength to strength with games taking place in landmark stadiums and achieving record crowds but the question still persists – why has it been so hard to achieve?Achieving parity has been an issue for many years, but creating the climate and conditions where people are treated equally and inclusively remains a perennial challenge. In addition we have the ongoing debate surrounding generational shifts and the significance of the England women’s team winning the Euros and its ability to inspire the next generation should not be lost, But rather than just focus on the younger generations, we should also consider the transition from younger generation to middle age and how does age change our mindset. Do our life goals and priorities change when we reach mid-life? Is enough done to support people through the mid-life stage to enable it to be more productive and less disrupted. We will be discussing these important topics and more with Gabby today and delving into her experiences of growing up in a sporting family and observing first hand her own experiences relating to inclusivity, achieving parity and also what it means for people when they approach mid-life.

Throughout our podcast series we have touched on the areas of performance and personal growth. A common thread throughout many of the conversations has been the importance of doing the basics brilliantly as part of our daily performance. What we haven’t perhaps discussed so far what “performance” actually means and how do we influence it, improve it and benefit from it. Over the last couple of years the term “high performance” has been coined and used extensively and I believe that has perhaps created a perception that only a small percentage can actually achieve “high performance” and can act as an inhibitor. So what is the bedrock of performance??? I love the quote from James March (Professor at Stanford University) “Neither Success nor Change requires dramatic action. The conventional, routine activities that produce most organisational change require ordinary people to do ordinary things in a competent way” which reinforces the theory that the execution of the basic fundamentals are the bedrock and foundation of our performance every day. We will be exploring all this today with Danny and tapping into his work over the last 25 years working with an array of organisations, leaders, and individuals to drive their best level of performance and unblocking the myriad of barriers that often get in the way.

A question – “how well do you know yourself?” Not at a superficial level, but really know yourself. Is understanding oneself something we need to do consciously, is it something that we discover across our lifetime – some may even ask “why is understanding self so important in the first place”? Aristotle once said – “Knowing yourself is the beginning of all wisdom”. The author Doris Mortman stated “until you make peace with who you are, you will never be content with who you are” We believe that understanding self is indeed the route to helping us fulfil potential, to realise goals and to achieve a degree of acceptance in relation to who we are. When I was younger, I would have given my right arm to be quicker like my brother, I wanted the confidence of my friends and at times I was envious they could do things I couldn’t and it had a significant impact on my esteem and confidence. In recent times the term “imposter syndrome” has become much more common and I believe this is a direct correlation of how well we understand self, our capabilities, capacity and impact on others. We will be exploring all this today with Glenn and tapping into his work over the last 25 years working with an array of organisations, leaders, individual contributors and helping them to fully achieve their potential and goals and to truly get a grasp on self and why they do what they do.

In 2017, Googles DeepMind AlphaGo artificial intelligence defeated the worlds number one Go player Ke Jie. This was considered significant as Go is one of the worlds most complex games and this capability was thought to be another 20 years or so away. The AI built its capability by studying historical matches and playing thousands of games against itself to learn strategies. This felt like a tipping point for technology, finally beating its human creator with more than just brute force techniques. Five years on, the debate is less about what AI can do, and more about the ethics and morality of AI and Robotics. As organisations seek to embrace productivity savings and improvements from use of this technology, there are a number of talking points about the direction of travel that we will look to explore in this podcast. Questions such as should you say please and thank you to a chatbot, why are people outraged when we kick a robot dog, how can we build trust in AI rather than suspicion and doubt.

Guest David Perring, Director of Research at Fosway Group, provides insight on the role and deployment of technology in the digital age. Through the pandemic and coming out the other side, there were so many column inches on what happened through that time, what it meant for the future and coined the now massively evolved term “The Great Resignation”. There is no doubt that things are different, that period of time arguably “shined a light” on changing expectations, preferences, perceptions towards work – but arguably, it has been a long time coming and maybe we need to take a fresh look at what it actually means to operate in this new era. Throughout our series we have discussed and explored many of the topics that influence the human being in the workplace and we have discussed & debated the convergence of business, HR, people and technology on a few occasions. As we move into this new era, there is real merit in exploring this further and question whether it is time to change the narrative a little in terms of how organisations drive change, how technology is underpinning and enabling that change and what it means to the individual in terms of adoption and consumption. We will be exploring this today with David and through the lens of his work as the Director of Research at the Fosway Group and how they advise organisations who are navigating their way through this ever-changing world that we live and work in.

The first definition of culture comes from 19th-century British anthropologist Edward Tylor: Culture…”is that complex whole which includes knowledge, belief, art, law, morals, custom, and any other capabilities and habits acquired by man as a member of society”. Culture has been called “the way of life for an entire society” In addition to its intrinsic value, culture provides important social and economic benefits. With improved learning and health, increased tolerance, and opportunities to come together with others, culture enhances our quality of life and increases overall well-being for both individuals and communities. A question however – how is it really created and how is it created at scale? As the world around us evolves at a rate of knots, we have discussed many times on the podcast the changing preferences and expectations of the modern workforce, so how do organisation build, shape and retain a progressive culture that reflects the organisation and results in a successful organisation, happy employees but crucially happy customers. We will be exploring this today with Sue and through the lens of a family business of multiple generations, where values and culture are absolutely central to their longevity and success.

It has been over one hundred years since the job interview was started by the inventor of the alkaline storage battery, movie camera and the lightbulb – that person was Thomas Edison. In 1921, Edison was a genius and frustrated with the university graduates who would ask him for a job, and so he developed a general knowledge test. The questions were a mix of literature, history, geography, with some related directly to the job available. The Smithsonian Institute reports only 7 percent of applicants could pass the 146 question quiz. Newspapers of the time reported Edison’s new method of eliminating candidates, which led to more companies using questionnaires. Eventually, the process evolved into the system most firms use today. As we head further into this decade, I’m sure aspects of what Edison did 100 years ago will still exist in some processes today, but the whole process of sourcing, attracting and actually recruiting someone is very different today and much debate centres on who actually is in control of the process today – the candidate or the employer. The attraction and retention of talent has always been a perennial challenge, but data is telling us that it is getting harder. Taking into account demographic changes, an aging workforce, the impact of Brexit, there are more open positions today than required candidates. When we also consider more people are choosing to work for themselves, we can see why attraction and retention is getting harder. Is it more than that? Has consumerisation also changed how we look at the process, expecting a seamless, frictionless process, not a long, drawn-out clunky process. It’s clear there is much to debate. We are delighted to be joined by our guest today who has metaphorically and literally brought “A Fresh Perspective” to the world of attraction and recruitment and will be sharing her thoughts and insights on what has changed, what is working and what needs to be different in the future of the most competitive marketplace in the world.

By 2025 27% of the working population will come from the GenZ population. When we look at the changing demographic, the age profile is shifting quite significantly. There is a greater influx of younger talent moving into the workplace and in years to come will be the future leaders of those respective organisations. One of the greatest gifts and challenges however when working with young talent is the identification and nurturing of the skills and capabilities that lie within each individual. There are no shortcuts to development, some will develop quicker, some will possess natural ability or wisdom that belies their years. What is clear however, is that it requires great responsibility and commitment. A great example of nurturing and developing young talent is in the world of football, where talent can be signed or associated to a club from ages as young as 6 or 7. In this episode we are joined by an individual who has devoted much of his career to developing young talent. Paul was a member of the Manchester United coaching team for over 25 years and was instrumental in the growth & development of several players who have gone on to represent Manchester United’s first team and win some of the highest honours in the game – including winning the World Cup with their respective countries. We will be tapping into Paul’s experience and his rich insights into the challenges and complexities of accelerating and nurturing the development of young talent.