Afleveringen
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"Leadership is what matters." We screen for it, promote for it, and blame it when things go wrong — while treating "follower" as a word nobody wants attached to them. But you can't lead an empty room.
In Lie No. 7 of Lies of HR, we take it apart: why leadership is a relationship rather than a title, what Robert Kelley's followership research reveals about the yes-people, the cynics and the exemplary few, why Ira Chaleff's "courageous follower" is the most valuable person in your organisation — and why this suddenly matters far more in the age of AI, when the confident authority everyone nods along to is an algorithm. Then the reframe: build a culture where challenge is rewarded, and treat AI's answers as proposals, not orders.
The voices are AI; the arguments come from Martin Spiteri Schillig's sixteen years in HR.
Full written breakdown, sources, and the mailing list: https://liesofhr.com/lies/leadership-will-get-us-there
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"Leaders are in control." We want the calm pilot's voice on the intercom — someone at the top with their arms around the chaos. It's the most load-bearing lie in the corporate world.
In Lie No. 6 of Lies of HR, we take it apart: why most real leadership work lives in the "complex" zone where no one can dictate the answer (via Snowden's Cynefin framework), how organisations systematically confuse confidence with competence and promote the wrong people, why the "command and control" manager is a relic of Theory X — and how AI is now stripping the coordination work out of management entirely, revealing that control was never the valuable part of leadership. Then the reframe: lead the situation, promote for competence, and get comfortable saying "I don't know."
The voices are AI; the arguments come from Martin Spiteri Schillig's sixteen years in HR.
Full written breakdown, sources, and the mailing list: https://liesofhr.com/lies/leaders-are-in-control
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Zijn er afleveringen die ontbreken?
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"Perks prove you care." Nap pods, craft beer on tap, catered dinners, wellness apps — the perks arms race is sold as proof a company is devoted to its people.
In Lie No. 5 of Lies of HR, we take it apart: why perks are weak, extrinsic motivators (and can even erode the drive that actually matters), how "free" dinners and all-inclusive campuses are really extraction dressed as generosity, why "unlimited PTO" makes people take less time off, and what a major Oxford study of 46,000 workers found about corporate wellness apps — that they do almost nothing. Then the reframe: fix the work, not the worker.
The voices are AI; the arguments come from Martin Spiteri Schillig's sixteen years in HR.
Full written breakdown, sources, and the mailing list: https://liesofhr.com/lies/perks-care
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Retain at all costs." The 95% retention slide gets the biggest applause in the room — but a glowing number can be the proudest slide and the emptiest.
In Lie No. 4 of Lies of HR, we take it apart: why the lifelong-employee era is long dead (median tenure is down to 3.9 years), the crucial difference between regretted and non-regretted turnover, how a frozen job market created "job hugging" that makes retention numbers dangerously deceptive, and why forced retention and AI flight-risk surveillance rot a company from the inside. Then the reframe — trade the cage for a launchpad, and treat departures as a graduation, not a divorce.
The voices are AI; the arguments come from Martin Spiteri Schillig's sixteen years in HR.
Full written breakdown, sources, and the mailing list: https://liesofhr.com/lies/retain-retain-retain
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"Push the engagement score up and performance follows." It's a multi-billion-dollar corporate obsession — and the dashboard dial it's built on is wired to nothing.
In Lie No. 3 of Lies of HR, we take it apart: how the whole industry misread its own science (correlation is not causation), what longitudinal research actually found about the engagement-performance link, why global engagement can fall to record lows while business output holds steady, and how the myth has mutated into AI surveillance that measures activity instead of value. Then the reframe — fix the work, not the mood.
The voices are AI; the arguments come from Martin Spiteri Schillig's sixteen years in HR.
Full written breakdown, sources, and the mailing list: https://liesofhr.com/lies/engagement-productivity
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"We only hire for culture fit." It sounds like a commitment to quality — but in practice it often just means "people like us," and it quietly builds a comfortable, fragile monoculture where nobody sees the problem coming from a new angle.
In Lie No. 2 of Lies of HR, we take it apart: where "fit" really comes from, why it screens out the difference a team actually needs, how AI threatens to automate yesterday's hiring bias at scale, and why hiring for culture add — not culture fit — is the more honest goal.
The voices are AI; the arguments come from Martin Spiteri Schillig's sixteen years in HR.
Full written breakdown, sources, and the mailing list: https://liesofhr.com/lies/cultural-fit
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"We put our people first." It's on every careers page — and it's a promise reality eventually forces companies to break. In the first episode of Lies of HR, we take the myth apart: why it erodes trust, how AI is exposing the gap between what companies say and do, and what an honest leader does instead.
The voices are AI; the arguments come from Martin Spiteri Schillig's sixteen years in HR.
Full written breakdown, sources, and the mailing list: https://liesofhr.com/lies/people-first
