<?xml version="1.0" encoding="UTF-8"?><rss xmlns:dc="http://purl.org/dc/elements/1.1/" xmlns:content="http://purl.org/rss/1.0/modules/content/" xmlns:atom="http://www.w3.org/2005/Atom" version="2.0"><channel><title><![CDATA[Agency X]]></title><description><![CDATA[Agency X]]></description><link>https://www.agencyxb2b.com/blog</link><generator>RSS for Node</generator><lastBuildDate>Thu, 04 Jun 2026 12:14:24 GMT</lastBuildDate><atom:link href="https://www.agencyxb2b.com/blog-feed.xml" rel="self" type="application/rss+xml"/><item><title><![CDATA[Episode 4: Executive Governance of the Workforce]]></title><description><![CDATA[In episode 4 of The Talent Ledger, we talk about workforce governance, accountability and why workforce investment should probably be treated with the same seriousness as any other major business investment.

Because adding more meetings is not technically a growth strategy.

Even though some organizations remain committed to testing that theory.]]></description><link>https://www.agencyxb2b.com/post/episode-4-executive-governance-of-the-workforce</link><guid isPermaLink="false">6a0f53eef0529c7499963600</guid><category><![CDATA[The Talent Ledger]]></category><pubDate>Thu, 21 May 2026 18:54:09 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/a7a438_a2ebaa995481464b93c08616f74c03ff~mv2.png/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Chase Grammer</dc:creator></item><item><title><![CDATA[Episode 3: Moving HR from Activity to Outcomes]]></title><description><![CDATA[Work used to be easier to define.

You hired employees, people sat in offices, HR tracked headcount, Finance tracked payroll, everybody pretended the org chart explained how work actually happened.

Cute.]]></description><link>https://www.agencyxb2b.com/post/episode-3-moving-hr-from-activity-to-outcomes</link><guid isPermaLink="false">6a0f5312b883334b04e0caf6</guid><category><![CDATA[The Talent Ledger]]></category><pubDate>Thu, 21 May 2026 18:47:56 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/a7a438_de458be0699841beb63cad7fbf7e3bf5~mv2.png/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Chase Grammer</dc:creator></item><item><title><![CDATA[Episode 2: Internal Communications as Behavior Change]]></title><description><![CDATA[Most internal comms fail for a pretty simple reason: organizations keep confusing sending information with changing behavior.

A company can publish beautifully branded updates every week and still leave employees wondering:

“Okay… but what are we actually supposed to do differently?”]]></description><link>https://www.agencyxb2b.com/post/episode-2-internal-communications-as-behavior-change</link><guid isPermaLink="false">6a0f526bcb118cf3222f8cad</guid><category><![CDATA[The Talent Ledger]]></category><pubDate>Thu, 21 May 2026 18:46:11 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/a7a438_1a0e8d82adb4406ea0c17d513bad8df9~mv2.png/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Ed Davis</dc:creator></item><item><title><![CDATA[Episode 1: Trust, Skills and AI Are Repricing Work]]></title><description><![CDATA[Most organizations are trying to deal with all three at the same time while still operating like it’s 2019 with slightly more Zoom fatigue.



Teams are overloaded. Managers are stretched thin. “Ready talent” often is not actually ready. And AI is changing the value of certain tasks faster than companies can redesign the work around them.



Which creates a bigger question: what exactly are organizations paying for now?]]></description><link>https://www.agencyxb2b.com/post/episode-1-trust-skills-and-ai-are-repricing-work</link><guid isPermaLink="false">6a0f519fcb118cf3222f8b5d</guid><category><![CDATA[The Talent Ledger]]></category><pubDate>Thu, 21 May 2026 18:41:46 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/a7a438_bd80001359f84aa487ef430d977278b3~mv2.png/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Ed Davis</dc:creator></item><item><title><![CDATA[AI doesn't fix broken fundamentals: Why strategy + governance beat 'more content']]></title><description><![CDATA[The speed of the modern market is a lie. 

Growth-stage founders and multi-market CMOs are currently obsessed with a single metric: volume. The promise of generative AI has turned this obsession into a frantic race. The logic seems sound on the surface. If content is the engine of growth, then more content must equal more growth. 

It does not. ]]></description><link>https://www.agencyxb2b.com/post/ai-doesn-t-fix-broken-fundamentals-why-strategy-governance-beat-more-content</link><guid isPermaLink="false">69f3879cbba4a2ace46fcdf5</guid><category><![CDATA[AI]]></category><pubDate>Thu, 30 Apr 2026 16:47:24 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/https://cdn.marblism.com/-yymfyaeTKQ.webp/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Ed Davis</dc:creator></item><item><title><![CDATA[Understanding why B2B isn’t the consolation prize of advertising careers]]></title><description><![CDATA[Ad Age’s recent spotlight on the rising demand for B2B marketers was an encouraging read, and has no doubt piqued the interest of many people at mainstream agencies thinking about their next career move.]]></description><link>https://www.agencyxb2b.com/post/understanding-why-b2b-isn-t-the-consolation-prize-of-advertising-careers</link><guid isPermaLink="false">6a0b3862df43effc8ce4e1dd</guid><category><![CDATA[Opinion]]></category><pubDate>Thu, 16 Apr 2026 05:00:00 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/a7a438_f0be3f6fe22d4e139b11275a994282b3~mv2.png/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Ed Davis</dc:creator></item><item><title><![CDATA[Five Common “Entrepreneurial Delusions”]]></title><description><![CDATA[Entrepreneurship can be an exhilarating rollercoaster ride—one where bold ideas and big dreams can catapult a small venture to success or crash it into the ground. As a founder on my fourth and fifth businesses, I’ve experienced plenty on both sides. ]]></description><link>https://www.agencyxb2b.com/post/five-common-entrepreneurial-delusions</link><guid isPermaLink="false">6a0b368da775231c644d6123</guid><category><![CDATA[Opinion]]></category><pubDate>Thu, 02 Apr 2026 05:00:00 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/a7a438_d25d6a5b199747de8f86d7725d428356~mv2.png/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Ed Davis</dc:creator></item><item><title><![CDATA[Part 4 || The C-Suite's People Problem Isn't "Soft". It's Financial Negligence]]></title><description><![CDATA[Part 4 of a four-part series on the forces reshaping work — and the operating models built to survive them.



Most executive teams treat workforce decisions like weather: complain about the conditions, issue a few policies, then act surprised when the forecast doesn’t improve.



Meanwhile, “people” has quietly become the biggest investment line in the enterprise — and often the least rigorously governed. ]]></description><link>https://www.agencyxb2b.com/post/part-4-the-c-suite-s-people-problem-isn-t-soft-it-s-financial-negligence</link><guid isPermaLink="false">6a0bc4eaa233cf6a051ff821</guid><category><![CDATA[The Talent Ledger]]></category><pubDate>Wed, 01 Apr 2026 05:00:00 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/a7a438_44f6e1e2818b4063b4d58afff3cbd41e~mv2.png/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Peter Lyall</dc:creator></item><item><title><![CDATA[Part 3 || What This Means For HR &#38; Talent: From Activity To Outcomes]]></title><description><![CDATA[Part 3 of a four-part series on the forces reshaping work — and the operating models built to survive them.



People have become the biggest investment line in most organisations — and the least rigorously managed. HR sits at the centre of that contradiction. The function built to steward talent is still running on a programme-centric, employee-only architecture, while the workforce it’s meant to manage has expanded into a sprawling ecosystem of employees, contractors, consultants, gig workers,]]></description><link>https://www.agencyxb2b.com/post/part-3-what-this-means-for-hr-talent-from-activity-to-outcomes</link><guid isPermaLink="false">6a0bc2cf2fd8b3b69697a0b2</guid><category><![CDATA[The Talent Ledger]]></category><pubDate>Wed, 25 Mar 2026 05:00:00 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/a7a438_adecc8841a4e45e9939db7b8a7268274~mv2.png/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Malcolm O&apos;Neal</dc:creator></item><item><title><![CDATA[Part 2 || Internal Comms Has A New Job: Make The Organization Behave Differently]]></title><description><![CDATA[Part 2 of a four-part series on the forces reshaping work — and the operating models built to survive them.



For years, internal communications has been treated like the in-house newsroom: executives decide, comms writes, employees receive. That model didn’t work brilliantly even when careers were linear, the office was the centre of gravity, and culture could be managed with a decent slide deck and a quarterly town hall.

Now it’s borderline malpractice.]]></description><link>https://www.agencyxb2b.com/post/part-2-internal-comms-has-a-new-job-make-the-organization-behave-differently</link><guid isPermaLink="false">6a0bc1e2df43effc8ce5f454</guid><category><![CDATA[The Talent Ledger]]></category><pubDate>Wed, 18 Mar 2026 05:00:00 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/a7a438_ef48b883b3dc46d5aada82a1f25f3325~mv2.png/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Ed Davis</dc:creator></item><item><title><![CDATA[Part 1 || The Three Critical Forces Reshaping Your Talent Strategy]]></title><description><![CDATA[Part 1 of a four-part series on the forces reshaping work — and the operating models built to survive them.



People have become the biggest investment line in most organisations — with their costs often the least rigorously managed.



Leaders are debating where work happens, how many days count as “hybrid”, and whether flexibility is a perk or a policy. That debate makes for good theatre. But it’s not the real issue.]]></description><link>https://www.agencyxb2b.com/post/part-1-the-three-critical-forces-reshaping-your-talent-strategy</link><guid isPermaLink="false">6a0bc06a8ba6aec9a81158e2</guid><category><![CDATA[The Talent Ledger]]></category><pubDate>Wed, 11 Mar 2026 05:00:00 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/a7a438_648de013cd6b4fdeb7f028b25eaf3058~mv2.png/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Peter Lyall</dc:creator></item><item><title><![CDATA[INTERVIEW: Ed Davis, International Client Relationships, BBN International]]></title><description><![CDATA[In this interview, we aim to uncover the key initiatives that have propelled BBN's success and know how his utilization of AI changed the traditional marketing strategies into an advanced, successful one.]]></description><link>https://www.agencyxb2b.com/post/interview-ed-davis-international-client-relationships-bbn-international</link><guid isPermaLink="false">6a0b28ac1be9ecc9d38a893c</guid><category><![CDATA[Interview]]></category><pubDate>Mon, 02 Feb 2026 06:00:00 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/a7a438_086924373d5e4bf69490d74f817802f9~mv2.png/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Ed Davis</dc:creator></item><item><title><![CDATA[For gen Z creatives graduating into chaos, B2B is a smart first move]]></title><description><![CDATA[If consumer advertising is Hollywood, B2B is more like YouTube]]></description><link>https://www.agencyxb2b.com/post/for-gen-z-creatives-graduating-into-chaos-b2b-is-a-smart-first-move</link><guid isPermaLink="false">6a0b24ae1be9ecc9d38a8180</guid><category><![CDATA[Opinion]]></category><pubDate>Mon, 05 May 2025 05:00:00 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/a7a438_ff9857feab774954805d990b63682b87~mv2.png/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Chase Grammer</dc:creator></item><item><title><![CDATA[6 ways to harness Gen Z’s intensity at work]]></title><description><![CDATA[Gen Zers want to add an extra touch, extra emotion, extra creativity and extra parts of themselves into everything. It’s like a survival tactic as they search for purpose and stability, but it can be turned to benefit if harnessed the right way.





Here are some things I’ve learned as a millennial mentoring younger colleagues:]]></description><link>https://www.agencyxb2b.com/post/6-ways-to-harness-gen-z-s-intensity-at-work</link><guid isPermaLink="false">6a0b7ed98ba6aec9a810ceb1</guid><category><![CDATA[Opinion]]></category><pubDate>Tue, 19 Nov 2024 02:42:55 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/a7a438_b48beea2766e4ce38b27bbadfdc23f83~mv2.png/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Chase Grammer</dc:creator></item></channel></rss>