The HR Research Institute has announced the formation of the 2026 Managing and Leading Performance Advisory Board, bringing together industry leaders, HR practitioners, and performance management experts to guide research and events focused on driving higher-performing employees, teams, and organizations. As organizations increasingly prioritize performance outcomes, the advisory board will provide guidance to HR leaders on evolving performance management and leadership practices.
The board will address critical areas including leveraging artificial intelligence, data analytics, and streamlined processes to optimize results, as well as examining the behaviors and mindsets that drive high performance. "Performance management isn't just a process; it's how organizations thrive," said Debbie McGrath, CEO of HR.com. "We're thrilled to have these leaders on our advisory board to help HR professionals use modern strategies and technology to enhance performance reviews, foster employee growth, and drive business results."
The newly formed advisory board features distinguished experts from various sectors including Lauren Bidwell, Ph.D., Senior Research Scientist at SAP SuccessFactors; Catarina Edlund, HR Specialist at UN Women; Edie Goldberg, President & Founder of E.L. Goldberg & Associates; and Kimberly Hodge, Talent Development Manager at MWM DesignGroup. Other members include Amanda Busfield, Lena Finch, Craig Friedman, Kiara Graham, Andrew Lane, Melissa Phillippi, and Robrette Vaden, representing diverse organizational perspectives on performance management.
The advisory board's work will inform the HR Research Institute's annual research initiatives, including the upcoming "State of the Industry" report on managing and leading performance. This continues the institute's tradition of research in this area, following last year's comprehensive report, HR.com's Future of Managing and Leading Performance 2025, which covered similar topics. The institute regularly publishes high-quality reports across numerous HR topics based on surveys developed with assistance from advisory board panels.
The formation of this specialized advisory board comes at a time when organizations are reevaluating traditional performance management approaches in favor of more dynamic, technology-enabled systems. The board's guidance will help shape practical strategies for HR professionals navigating the intersection of human leadership and technological tools in performance management. Their collective expertise will contribute to research that addresses both the technical aspects of performance systems and the human elements of leadership development and employee engagement.
For HR vendors, this development signals a continued shift toward integrated performance solutions that combine AI and analytics with human-centric leadership practices. The advisory board's focus on both technological optimization and behavioral psychology reflects the dual demands of modern HR systems. Vendors developing performance management tools will need to address these comprehensive requirements to remain competitive in a market increasingly focused on measurable outcomes.
The board's composition across multiple sectors—from enterprise software to international organizations to consulting firms—ensures diverse perspectives that will inform research applicable to various organizational contexts. This diversity strengthens the practical relevance of the institute's findings for vendors serving different market segments. The upcoming research initiatives will likely influence purchasing decisions as organizations seek evidence-based approaches to performance management transformation.
As performance management evolves from annual reviews to continuous, technology-supported processes, the advisory board's work will help define industry standards and best practices. Vendors can anticipate increased demand for solutions that facilitate real-time feedback, data-driven insights, and leadership development integration. The board's emphasis on both process efficiency and human development suggests that successful future systems must balance automation with personalization to drive genuine performance improvement.
