Name: TIAA is Ignoring the Org Chart to Solve the CEO’s Biggest Problems
Uploaded: 2026-03-26T20:38:00Z
Duration: 1 min 58 s
Description: TIAA’s Chief People Officer Claire Borelli explains how the company is pulling top talent out of their day jobs to bypass corporate silos and focus on long-term growth.

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TIAA’s Chief People Officer Claire Borelli explains how the company is pulling top talent out of their day jobs to bypass corporate silos and focus on long-term growth. Photo: WSJ Leadership Institute

https://m.wsj.net/video/20260326/1997a772-b8e8-40b1-8844-2aa30f0871b8/1/hls/manifest-hd-wifi.m3u8

TIAA’s Chief People Officer Claire Borelli explains how the company is pulling top talent out of their day jobs to bypass corporate silos and focus on long-term growth.

TIAA is Ignoring the Org Chart to Solve the CEO’s Biggest Problems

You have these complex problems that keep your CEO up at night that for some reason they're not getting solved. And I would maintain a lot of times they're not getting solved because they cross different parts of the organization. And we all know we have silos in the organization. So we piloted with one person last year. We took six people back in November and we pulled them out of their job and we said, here are the six complex problems that's keeping our CEO up at night. And they're confidential, so I can't share them. But these are the things that you are gonna work on. You're gonna report directly into our CIO, you're going to have updates with our CEO constantly. You're not gonna worry about, it's gonna be end to end, no hierarchy across teams, and you're gonna be responsible for bringing this to closure, and you're gonna be in this role for 12 months. Again, another signal to the organization, wow, they're doing things differently and we're breaking down silos and we're not necessarily focused on being organized the way we used to be organized. And then another one that just came out, didn't come out yet, Deshaunda and I are talking about it. I'm a little worried about it, but I think it's gonna work. This is hot off the presses. When you think about how we push from a growth perspective, how we can get our Leaders to start thinking about five years out, how often do you hear a leader say, who's got the time for that? I got a team that's this big. I'm trying to figure out how to get to maybe this year, maybe next year. How can I be focused on major growth five years from now? So what we're doing is we're pulling individuals. Remember, knowledge is no longer power. We're pulling individuals offline. We're gonna put them next to, I'll call it Joe, who runs our product organization. Joe owns product, right? So he doesn't want anybody focused on the next five years other than him. He's gonna have someone. He's gonna have a group of individuals that are come in. They're gonna work side by side with his organization, and they're gonna be focused on growth for five years for the product organization. Think about that's gonna make everybody really nervous. But how else could we do that if we didn't have AI? So my point is we have people that we're redeploying, for good work that really is impactful. And it's, again, sending another message to the organization. We have examples. We have things that are gonna be fun.