Menu

Uncategorized

In Conversation With Advita Patel

by

In Conversation With

Advita Patel

Author

Decoding Confidence: The 7 Habits of Confident Leaders

Advita Patel is a leading communications and confidence strategist, the 2025 CIPR President, and CEO of CommsRebel. Her new book, Decoding Confidence: The 7 Habits of Confident Leaders, arrives at a critical juncture for HR leaders navigating the intersection of human judgment and artificial intelligence.

Hi Advita, thank you for joining us! You’ve noticed a pattern in the workplace regarding AI that has you concerned. What is happening to leader confidence?

Advita Patel:

There is a quiet erosion of confidence happening right now. Leaders who used to trust their instincts are now routinely deferring to AI before they’ve even formed an original thought. We are seeing professionals outsource their communications, arguments, and judgment to machines.

The problem is that confidence isn’t built in moments of ease; it’s built by the small acts of trusting yourself, forming a view, and even getting it wrong sometimes. When we repeatedly skip that process by using AI as a crutch, we lose the habit of independent thinking and start to doubt our own capabilities.

You reference Daniel Kahneman’s “System 1” and “System 2” thinking here. How does that apply to our AI usage?

Advita Patel:

Most of us operate in System 1—fast, automatic, and intuitive—especially when we are overwhelmed. That is exactly when we reach for AI. It feels productive, but it’s a shortcut that bypasses the slower, deliberate System 2 thinking where rational decisions are made. If leaders model this uncritical adoption, their teams will eventually stop bringing their own thinking to the table.

Your book introduces the BELIEVE framework. How can this help HR leaders develop more resilient talent?

Advita Patel:

Confidence is not a personality trait; it is a learnable skill built through repeatable habits. The BELIEVE framework consists of seven habits:

  • Boldness
  • Empathy
  • Learning
  • Integrity
  • Empowerment
  • Vulnerability
  • Energy

Two of these are vital in the age of AI. First, Learning: Confident leaders ask what an AI tool can teach them and where it falls short, rather than letting it replace their judgment. Second, Integrity: This is about knowing the difference between your own voice and a generated one, and being willing to say “this is what I actually believe”.

Many HR leaders are currently focused on AI competence. Are we missing the bigger picture?

Advita Patel:

Exactly. The question for HR isn’t whether people are using AI—they should be—but whether they are using it in a way that develops them or hinders them.

HR leaders should be asking:

  • Are our programs building genuine confidence or just tool competence?
  • Are we creating enough space for people to be wrong and learn from it
  • Do our managers understand that no algorithm can replicate the impact of a human leader investing in someone’s growth?

Your research suggests a strong link between management and confidence. What did you find?

Advita Patel:

My research found that 71% of people said genuine feedback from managers made the biggest difference to their confidence. That human element is where confidence actually gets built.

What was the primary motivation behind writing Decoding Confidence?

Advita Patel:

I spent years coaching brilliant people and realized they weren’t struggling with a skills gap, but a confidence gap. This gap costs organizations far more than anyone wants to admit.

The book also addresses the systemic side—McKinsey’s research shows that employees who don’t see leaders who look like themselves are more likely to doubt their own capabilities. Leaders have a responsibility to shape an environment where everyone can be heard. As Juergen Maier CBE (Chair of Great British Energy) notes in the foreword, the book is a powerful tool for reflecting on our own leadership styles.

“The organizations that will navigate the AI era well aren’t the ones with the most sophisticated tech stack. They’re the ones whose people are confident enough to think critically, speak honestly, and lead with judgment that no algorithm can replicate.”

Decoding Confidence: The 7 Habits of Confident Leaders by Advita Patel is now available at Amazon and major booksellers.

Visit Book Website

click here

Visit Book Page

click here

Advita Patel is an award winning business communications consultant and professional confidence expert. She is the founder of CommsRebel, a consultancy supporting organisations to build inclusive, high performing workplace cultures, and the co-founder of A Leader Like Me, an international agency focused on inclusive leadership and employee experience. Advita is the host of the Decoding Confidence podcast, which explores confidence at work through honest conversation and practical insight. Her forthcoming book, Decoding Confidence, will be published in May 2026. An international speaker and award winning podcaster, Advita regularly speaks on confidence, leadership, inclusion, and communications. In 2025, she was the President of the Chartered Institute of Public Relations in 2025.

Linkedin Globe

In Conversation With Nicholas Wyman

by

In Conversation With

Nicholas Wyman

Author

Attract, Retail & Develop: Shaping a Skilled Workforce for the Future

Hi Nicholas, thank you for joining us! Before we dive into “Attract, Retain & Develop”, please tell us about yourself and your current role.

Nicholas Wyman:

Thank you, it’s great to be here.

I’m Nicholas Wyman, a workforce practitioner and CEO of the Institute for Workplace Skills & Innovation America, where I focus on building skills-based career pathways that connect people to meaningful employment.

My work sits at the intersection of business, education, and public policy, helping employers solve talent shortages while creating opportunities for individuals. Over the past two decades, I’ve worked with employers across industries, and both private companies and government agencies, to rethink how they attract, develop, and retain talent.

What drives me is the belief that talent is universal, but opportunity is not. Employers have a powerful role to play in closing that gap.

What’s the origin story for your latest book, Attract Retain & Develop: Shaping a Skilled Workforce for the Future? How did it evolve from an idea to a tangible title? Tell us more about this journey.

 

Nicholas Wyman:

The idea for my latest book came directly from the frustrations I was hearing from employers everywhere. They were struggling to find talent, yet often overlooking capable people because of outdated hiring practices.

I realized there wasn’t a practical playbook that combined real-world workforce strategies with leadership and culture in a way that business leaders could immediately apply.

The book evolved over several years as I gathered case studies, tested ideas through our programs, and refined what actually works in practice.

My goal was to create something actionable rather than that leaders could use to build resilient, future-ready teams.

Your book argues that traditional hiring models are outdated. What specifically is broken in the way most organizations recruit today, and what mindset shift do HR leaders need to make first to truly “disrupt” their approach?

 

Nicholas Wyman:

The biggest problem is that many organizations hire based on traditional proxies for talent, like degrees, credentials, and job titles, instead of actual capability.

This approach unintentionally filters out incredible candidates who have the skills but not the traditional ‘pedigree’. It also slows hiring and contributes to persistent talent shortages.

The mindset shift is moving from credential-based hiring to skills-based hiring, asking, “What can this person do, and how can they grow?” rather than “Where did they go to school?”

Once leaders make that shift, they open the door to a much broader, more capable talent pool.

Your own career path, from chef to global workforce practitioner, is unconventional. How did that experience shape your philosophy on talent, and what can employers learn from non-linear career journeys when evaluating candidates?

 

Nicholas Wyman:

Starting my career as a chef taught me things that you can’t learn from a text book: soft skills like time management, communication and team-building, and critical thinking. Kitchens are performance-based environments, you either deliver or you don’t, and that shaped how I view talent.

My transition into workforce development reinforced that many of the most capable people willing to take initiative and problem-solve come from non-traditional backgrounds. Employers who overlook non-linear career paths miss out on adaptable, resilient, and highly motivated individuals.

Today’s workforce is far more dynamic, and hiring practices need to reflect that reality.

Through your work with the Institute for Workplace Skills & Innovation America, you’ve helped create thousands of skills-based career pathways, including apprenticeships for people with disabilities. What lessons from those programs can HR leaders apply to build more inclusive and effective talent pipelines?

 

Nicholas Wyman:

One of the biggest lessons is that inclusive hiring isn’t charity, it’s actually smart business with a proven ROI for both individual businesses and for the economy, and our society, at large.

When employers focus on skills and provide structured pathways like apprenticeships, they uncover talent that was previously overlooked. We’ve seen firsthand that with the right support and mentorship, individuals thrive and become highly loyal, high-performing employees.

Another key lesson is that partnerships matter. It’s key to work with community organizations and training providers, as that reduces the burden on employers. Inclusion expands your talent pool and strengthens your organization at the same time.

Many employers are concerned about automation and AI reshaping jobs. Based on your research and workforce experience, what skills should organizations be prioritizing now to future-proof both their workforce and their business?

 

Nicholas Wyman:

AI is transforming work, but the real challenge that comes with utilizing this technology is ensuring trust, good judgment, and human capability. The risk isn’t just that AI will replace tasks, but that people may over-rely on it without critical thinking.

That means the most important skills are human skills: adaptability, communication, ethical judgment, and problem-solving. Technical literacy is important, but the ability to question, interpret, and apply technology responsibly is what creates value.

Organizations that invest in these durable human skills will be far better positioned to navigate whatever comes next.

As an author, what are 3 other books you’d recommend to our audience? Why?

Nicholas Wyman:

As someone who works at the intersection of workforce strategy, business performance, and human capability, I tend to look beyond mainstream HR titles. Talent systems rarely fail because of policy. They fail because of behavior, stress, culture, and leadership blind spots.

Three books that have shaped my thinking:

Atomic Habits by James Clear

Clear’s central argument is simple: outcomes are driven by systems, not willpower. That applies directly to organizations. Engagement, productivity, and inclusion are the result of repeated behaviors reinforced over time. If leaders want change, they must design better systems and reward the right daily actions. Culture is not a slogan. It is an institutionalized habit.

The Mindbody Prescription by John Sarno

This book explores how chronic stress manifests physically. In organizations, that same stress shows up as burnout, disengagement, and turnover. Too many workplaces wear chronic pressure as a badge of honor. It is not. It is a performance tax. Sustainable output requires healthier environments and leaders who understand the cost of hidden strain.

The Gifts of Imperfection by Brené Brown

Brown’s work on vulnerability and courage is ultimately about trust. And trust drives performance. Innovation, accountability, and retention depend on psychological safety. High standards and empathy are not opposites. The best organizations combine both. When people feel safe to speak up and grow, performance follows.

For me, workforce strategy is not just about hiring models or talent pipelines. It is about energy, resilience, and behavior at scale. Organizations that understand that outperform those that treat talent as a transactional process.

Visit Book Website

click here

Visit Book Page

click here

Author of Attract, Retain & Develop, Nicholas “Nick” Wyman began his career as an award-winning chef. Transitioning from the culinary arts to the business world, Nick leveraged his leadership experience to become a globally recognized workforce practitioner. As the CEO of the Institute for Workplace Skills and Innovation Group (IWSI), he redefines career pathways, transforming how the modern world views skills and success. Under his leadership, IWSI has ignited over twenty thousand skill-based career paths. Nick is the author of two books and contributes to Forbes, Fast Company, the MIT Press Journal, and CNBC.

Linkedin Globe

No Borders, Just Code: The Rise of Global IT Hiring

by

June 30, 2025

No Borders, Just Code: The Rise of Global IT Hiring

By Miriam Groom,
VP of Sales and Marketing, Groom and Associates

The borders that once defined boundaries for hiring and recruitment are dissolving, giving rise to a new era: “No Borders, Just Code.” The IT industry is increasingly embracing the potential of remote work, sparking a surge in global hiring practices. This shift allows companies to tap into a diverse talent pool from around the world, igniting a wave of innovation and creativity.

This article examines the evolution of remote IT work, elaborates on the advantages and challenges of cultivating a global workforce, and provides insightful strategies and future prospects for successful global IT recruitment.

  • The Evolution of Remote IT Work

The concept of remote work in the IT sector traces back to the late 20th century, when advancements in internet connectivity began transforming workplace dynamics. Initially, remote options were limited, reserved for tech giants and only a few employees with essential programming skills and analytical skills. As technology solutions advanced, notably within Silicon Valley, the feasibility of remote work expanded.

Today, the acceptance of remote IT work has surged. Companies prioritize technical skills while embracing inclusive workforce strategies. Software developers, cloud architects, and business analysts now operate across borders, leveraging communication technologies to collaborate on developing cutting-edge software solutions.

A key factor in this evolution is the convergence of advanced software applications and effective communication tools, ensuring seamless integration into corporate ecosystems regardless of location.

Trends in Remote IT Work:

  • Universal Acceptance: Even traditional sectors integrate programming jobs into their remote offerings.
  • Diverse Opportunities: Positions from software quality assurance analysts to software engineers are now commonly remote.
  • Cultural Shift: Soft skills have gained prominence, reflecting the need for team cohesion and collective care in dispersed teams.

Remote IT work has become not just a possibility but an industry standard, central to strategic business decisions and career growth pathways.

  • Advantages of Global IT Hiring

Global IT hiring offers myriad advantages by accessing a broad spectrum of talent worldwide. By recruiting internationally, companies gain a vast array of analytical, technical, and soft skills. This diversity fuels the creation of pioneering software and innovative technological solutions.

Cost efficiency is another significant benefit. Hiring internationally often results in reduced labor costs while still maintaining competitive compensation for employees. Companies can allocate resources to other strategic business decisions, thereby fostering further growth in the tech industry.

Furthermore, global hiring enables 24/7 productivity. Teams distributed across different time zones ensure continuous development cycles, minimizing downtime and accelerating project timelines. This round-the-clock approach also provides swift customer care, addressing issues in real-time.

Advantage Description
Diverse Talent Access to a variety of skills and experiences
Cost Efficiency Financial benefits from reduced labor costs
24/7 Productivity Continuous work cycles through leveraging various time zones

Incorporating an inclusive workforce not only drives career growth for individuals but also positions companies as global leaders in software innovation.

  • Challenges in Global IT Recruitment

The rise of global IT recruitment is reshaping the tech industry, but it presents unique challenges. Managing teams across various time zones requires strategic coordination. Companies often adopt flexible work hours or employ scheduling software to ensure collaboration remains seamless, irrespective of location.

Cultural differences also pose a challenge. Bridging these gaps is essential for fostering an inclusive workforce. Organizations benefit from investing in cultural sensitivity training to enhance soft skills like effective communication and collective care.

Legal and compliance issues further complicate global recruitment. Navigating international labor laws and regulations is vital to prevent potential legal ramifications. Companies must stay informed and compliant with varying international laws to ensure smooth operations.

Strategies for Addressing Global IT Recruitment Challenges:

Challenge Solution
Time Zone Coordination Flexible work hours; scheduling tools
Cultural Differences Cultural sensitivity training
Legal and Compliance Updated legal frameworks; local expertise

Addressing these challenges effectively allows companies to tap into diverse talent pools, driving strategic business decisions and contributing to career growth in the com›petitive tech landscape.

  • Strategies for Successful Global IT Hiring

The “No Borders, Just Code” philosophy in the tech world requires careful strategy to effectively leverage the vast reservoir of global software developers and engineers.

  1. Utilizing Remote Recruitment Agencies: Partnering with agencies specializing in global talent acquisition can be a game-changer. These agencies bring deep insights into local markets and access to a diverse pool of candidates, enhancing the creation of an inclusive workforce.
  2. Implementing Effective Communication Tools: Robust communication platforms are crucial for seamless operation. Tools that enable video conferencing, instant messaging, and project collaboration can boost soft and technical skills, ensuring that remote teams work efficiently despite geographical divides.
  3. Establishing Clear Processes: Standardized procedures for onboarding and project management are vital. Clear guidelines increase efficiency and ensure that everyone is on the same page, which is critical for achieving long-term career goals and contributing to strategic business decisions.

These strategies foster an environment conducive to growth and innovation, preparing businesses to develop cutting-edge software and leverage global talent effectively.

  • Future of Global IT Hiring

The future of global IT hiring is being revolutionized by emerging technologies, particularly AI and automation. These technologies are streamlining the recruitment process, enabling companies to identify candidates with the right balance of technical skills and soft skills, such as effective communication and collective care, regardless of their location.

Predicted Trends:

  • Increase in Remote IT Work: Remote work is set to become a norm, allowing firms to source talent globally. This trend is driven by the realization that many tech industry roles, including Software Engineering and Cloud Architect positions, can be effectively performed from anywhere.
  • Focus on Programming Jobs: As companies aim to develop cutting-edge software, the demand for programming jobs and roles like Software Developers and Software Quality Assurance Analysts will soar.
  • Diverse and Inclusive Workforce: Hiring globally fosters an inclusive workforce, where diverse perspectives enhance strategic business decisions and create innovative technology solutions.

In this dynamic environment, expertise in software applications, technical interviewing, and analytical skills will be increasingly prized. Companies leveraging this diverse global talent pool can anticipate not only exceptional career growth opportunities and attractive compensation but also a sustainable framework for achieving their long-term career aspirations and business goals.

  • Conclusion

The surge in global IT hiring offers substantial benefits and presents unique challenges. Companies can tap into a diverse pool of talent, accessing a vast array of technical skills such as programming, software engineering, and cloud architecture. This diversity fosters innovation and brings fresh perspectives to strategic business decisions. Additionally, hiring globally supports career growth and offers competitive compensation to attract top tech industry professionals.

However, businesses must navigate challenges like managing different time zones, cultural differences, and ensuring effective communication across borders. Organizations need robust systems to support collaboration and collective care, ensuring inclusivity in their workforce and overcoming potential language barriers.

Benefits Challenges
Diverse talent pool Time zone management
Innovation boost Cultural differences
Competitive edge Communication barriers

To harness the full potential of global IT hiring, companies should prioritize creating an inclusive workforce and investing in tools that promote effective communication and collaboration. By expanding recruitment horizons, businesses can access valuable skills and drive their technology solutions forward, staying at the forefront of cutting-edge software development.

About the Author

Miriam Groom is VP of Sales and Marketing at Groom and Associates, a Canadian recruitment agency specialized in IT recruiting.

Do you wish to contribute to HR Spotlight? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your experience and expertise.

Byline Post

by

May 30, 2025

Scaling XR for Healthcare HR: Unlocking a $250 Billion Future

By Sarah Chen, Chief Executive Officer, HorizonXR Innovations

The extended reality (XR) market is poised to soar to $250 billion by 2028, driven by a 250% surge in search interest over the past five years, according to McKinsey’s 2024 report and Exploding Topics 2025.

As CEO of HorizonXR Innovations, I’ve spent 15 years harnessing XR to transform healthcare, from surgical training to patient care. Yet, a critical challenge persists: 70% of organizations lack the IT infrastructure to scale XR, per Gartner’s 2025 tech trends. For HR leaders in healthcare, XR offers unparalleled opportunities to upskill clinicians, enhance employee well-being, and foster diversity, equity, and inclusion (DEI).

Drawing on my experience leading XR deployments for 200+ healthcare providers, I propose a cloud-native, edge-integrated platform as the key to overcoming scalability barriers, empowering HR to shape a resilient workforce in a $70 billion healthcare XR market.

  • XR’s Transformative Power in Healthcare HR

My journey in XR began at Stanford’s HealthTech Lab, developing AR surgical navigation tools, followed by five years leading Microsoft’s HoloLens healthcare initiatives.

At HorizonXR, I’ve overseen XR solutions that redefine HR processes. Our VR training programs have boosted clinician proficiency by 20% and reduced training costs by 30% across 150 hospitals, per our 2024 data. AR wellness apps have improved staff engagement by 25%, addressing the 60% of healthcare workers reporting financial stress, per a 2025 PwC survey.
With 80% of healthcare executives planning XR investments by 2027 (Deloitte 2025), HR is at the forefront of this shift, especially as 65% of medical students now train with VR, per a 2024 AAMC study.

HR’s role is critical amid 2025’s challenges: 61,000 tech layoffs (Times of India 2025), a 4.8 million cybersecurity talent gap (SHRM 2025), and 48% employee burnout post-election (SHRM 2025). XR enables HR to upskill, engage, and retain talent, but only if scalability issues are addressed.

  • The IT Scalability Challenge

Gartner’s 2025 finding that 70% of companies lack XR-ready IT infrastructure resonates in healthcare. HR teams face three hurdles:

Outdated Networks: 60% of hospitals rely on 4G or basic Wi-Fi, per a 2024 FCC study, unable to support XR’s 10-20 Mbps bandwidth needs. This disrupts VR training, where 95% of clinicians demand real-time performance, per our surveys.

Legacy Systems: 55% of hospitals struggle to integrate XR with EHR platforms like Epic, per HIMSS 2024, complicating HR’s ability to track training outcomes.

Processing Gaps: 70% of hospital servers, over five years old (Gartner 2025), can’t handle XR’s 3D rendering, limiting multi-user sessions critical for team training.

These barriers hit smaller and rural facilities hardest, where only 25% have upgraded IT in a decade (HIMSS 2024). With XR deployment costs averaging $500,000-$1 million (IDC 2024) and 5% healthcare inflation (PwC 2025), HR needs cost-effective solutions.

  • A Cloud-Native Solution for HR

To bridge the 70% IT gap, I advocate cloud-native XR platforms with edge computing integration.
By hosting XR applications on AWS, Azure, or Google Cloud and using edge nodes for local processing, HR can deploy training and wellness programs without costly hardware upgrades. This approach:

Cuts Latency: Edge computing reduces lag by 40% (AWS 2024), ensuring seamless VR training for 2,000 concurrent users.

Saves Costs: Cloud platforms slash hardware expenses by 35%, per our 2024 data, with subscriptions starting at $15,000 annually versus $500,000 for on-premises setups.

Ensures Compliance: Edge nodes secure patient data, addressing the 70% of healthcare breaches tied to weak systems (Gartner 2025).

In 2024, we piloted this solution with St. Luke’s Medical Center in Chicago. Their HR team scaled VR training from 50 to 250 clinicians monthly, saving $750,000 and boosting satisfaction to 97%. A similar pilot with Rural Health Network in Appalachia used AR wellness apps to reduce staff absenteeism by 20% for 500 employees, proving scalability for resource-constrained settings.

These outcomes align with HR’s data-driven focus, as 82% of leaders use analytics for talent management (SHRM 2023).

  • Real-World Impact from My Experience

My 15 years in health tech have taught me that XR’s success hinges on accessibility. At Microsoft, I led HoloLens deployments for 200 hospitals, cutting surgical training time by 25%.

At HorizonXR, I’ve driven cloud-based XR for 200+ providers, navigating HIPAA and legacy IT. Our 2024 Mercy Health partnership scaled XR training, wellness, and DEI programs across 20 facilities, reducing turnover by 18% and saving $1.2 million, with 96% clinician approval.

These results stem from strategic partnerships with cloud providers (65% of healthcare cloud market, Forrester 2024) and open-source frameworks like OpenXR, which cut development costs by 20% (Omdia 2024).

For HR, the ROI is clear: a 3:1 return within 18 months, per our pilots, driven by lower training costs and higher engagement. Subscription models and incremental adoption—starting with low-bandwidth AR tools requiring 5 Mbps—make XR viable for 40% of budget-constrained clinics (HIMSS 2024).

  • The Future of XR for HR

By 2028, healthcare XR will hit $70 billion, growing at a 34% CAGR (Statista 2024). Emerging trends will enhance HR’s impact:

6G Networks: Offering 1ms latency (Nokia 2025), 6G will enable real-time XR training, vital when 75% of hospitals lack 5G (HIMSS 2024).

AI Optimization: AI rendering cuts bandwidth needs by 30% (Nvidia 2024), supporting rural providers serving 20% of U.S. patients (CDC 2024).

Modular Devices: XR headsets, 40% cheaper by 2027 (IDC 2024), will democratize access.
HR must prepare by upskilling staff—50% lack XR skills, per Gartner—with certifications like AWS Cloud Practitioner.

For HR professionals entering XR, focus on cloud architecture (35% demand growth, LinkedIn 2024), Unity-based 3D modeling (60% of XR developer needs), and cybersecurity, with 750,000 U.S. job openings (Cybersecurity Ventures 2025). Bootcamps can train workers in 6-12 months, addressing the 61,000 tech layoffs.

  • A Call to HR Leadership

The $250 billion XR market is a transformative opportunity for healthcare HR. At HorizonXR, we’re proving that cloud-native, edge-integrated platforms can overcome the 70% IT gap, enabling HR to upskill clinicians, boost well-being, and champion DEI.

With 20% of healthcare workers reporting low morale (BrandStoryboard 2025) and 70% of Gen Z valuing inclusion (Oyster 2025), XR is HR’s tool to build resilient, engaged teams.

Let’s shape a future where healthcare thrives through innovative talent strategies.

About the Author

Sarah Chen is CEO of HorizonXR Innovations. With 15 years in health tech, including roles at Stanford HealthTech Lab and Microsoft’s HoloLens team, she pioneers XR solutions that empower HR to transform healthcare training, well-being, and inclusion.

Do you wish to contribute to HR Spotlight? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your experience and expertise.