Insight222

As part of my role at Insight222, since May 2019 I have hosted the Digital HR Leaders podcast where I speak to a range of chief human resources officers, heads of people analytics, other senior HR leaders, thought leaders and executives of HR technology firms who are pushing a data-driven and digital HR agenda.

Since the podcast was created, we have released nearly 200 episodes, with each episode attracting in excess of 5,000 listens.

Find out more and access past episodes here: https://www.myhrfuture.com/digital-hr-leaders-podcast
Listen on Apple: https://podcasts.apple.com/gb/podcast/digital-hr-leaders-with-david-green/id1459322652
Listen on Spotify: https://open.spotify.com/show/40LdYb32asJxvZ9JnYYlTL

Host, Digital HR Leaders Podcast

After my initial period as a NED, I become an Executive Director and full member of the board at Insight222 in January 2019 with a global remit for the business.

Insight222 is a networking, consulting and learning business focused on People Analytics. We supports chief human resource officers, people analytics leaders and senior human resources executives to create sustainable business value with people analytics and develop a data-driven culture in HR. Our signature offering, 'The People Analytics Program', provides members (Heads of People Analytics and CHROs) with techniques, co-creation workshops, on-line collaboration, training and design thinking techniques to help them increase expertise and improve their success in bringing more value to their organisations.

Insight222's purpose is to put People Analytics, as a discipline, at the centre of business and upskill the HR profession -- in turn helping Insight222's current and future clients create more cultural and economic value through the wise and ethical use of people data and analytics. 

Through myHRfuture.com, we provide online training for HR professionals on people analytics, digital HR and the future of work. See https://www.myhrfuture.com/academy for details of all courses and https://www.myhrfuture.com/academy-teams, if you are looking to upskill your HR team. 

If you are a people analytics leader or CHRO interested in finding out more about The People Analytics Program, please get in touch at david.green@insight222.com

Executive Director and Member of the Board

I joined Insight222 initially as a Non-Executive Director to help the company advance its strategy, portfolio of clients and assets. 

During 2018, we grew significantly and by the end of the year we had 50 member organisations as part of The People Analytics Program across Europe and North America.

Examples of the activities delivered to members in 2018 were:
- The inaugural Global Executive Retreat, which took place in Philadelphia in October 2018 and brought together the Head of People Analytics from our European and North America member organisations for two days of learning, reflection and planning.
- An Ethics Charter co-created through design thinking workshops with members.
- The launch of the Nine Dimensions for Excellence In People Analytics model, which I created together with Jonathan Ferrar
- Quarterly regional peer meetings in Europe (London, Amsterdam, Zürich and Copenhagen) and the United States (New York and San Francisco)
- The launch of the myHRfuture academy and blog

Non Executive Director & Board Advisor

Zandel | davidrgreen.com

I created Zandel in 2018 as a business centred on providing three services in the people analytics, HR and future of work domain. These are outlined below, with further information available on my website - davidrgreen.com:

SPEAKING: I am a popular keynote speaker, moderator and chair who has presented at conferences all over the world. For example, I have chaired Tucana’s People Analytics World and People Analytics Forum conferences since 2015, I was the main stage emcee at the UNLEASH conference in Amsterdam in 2018, and Paris in 2019 and 2022, and was the co-chair of the People Analytics & Future of Work (PAFOW) conferences in San Francisco, Philadelphia and London from 2017 to 2020.

Recent speaking engagements include:
- HR4results (São Paulo, Jun 2023)
- HR Tech by HR Norge (Oslo, May 2023)
- People Analytics World (London, Apr 2023)
- Workday Rising Europe (Stockholm, Nov 2022)
- UNLEASH World (Paris, Oct 2022)

CONSULTING: I deliver a range of consulting services to help organisations embark upon and progress their people analytics and digital HR journeys. I am regularly invited to share my knowledge on people analytics, HR technology and the future of work at internal company events, which since the start of 2017 includes global organisations such as ABN Amro, Bosch, Vodafone, Rolls Royce, Amdocs and AXA.

ADVISORY: I am available for board advisory and Non-Executive Director roles in the people analytics, HR technology and digital HR spaces.

If you would like to get in touch, please contact me at dgreen@zandel.org

Founder and CEO

UNLEASH

I have partnered with UNLEASH (formerly known as HR Tech World), the organisers of the award-winning conferences in cities including Paris, Las Vegas, Amsterdam, London and San Francisco since 2015.

•	MC: I was MC of the main stage at the UNLEASH World shows in Amsterdam (Oct 2018), and Paris (Oct 2019 and Oct 2022)
•	CHAIR/MODERATOR: I moderated the Smart Data track at the shows in Paris (Oct 2016), London (Mar 2017), Amsterdam (Oct 2017), London (Mar 2018), Las Vegas (May 2018), Las Vegas (May 2019) and Paris (Oct 2019) as well as the Influencer Stage (Lon 2019)
•	SPEAKER: I spoke on People Analytics Trends and Innovations at the inaugural US show in San Francisco (Jun 2017), People Analytics Readiness in Europe in Amsterdam (Oct 2017), Ethics in People Analytics and Six Trends in People Analytics (both London, Mar 2018), 'The role of ONA in People Analytics' (Las Vegas, May 2018) and How to Create Business Value from People Analytics (Lon 2019, Las Vegas 2019)
•	WRITER:  regular contributor to the UNLEASH Blog since 2015 where my articles are consistently amongst the highest viewed. 

For more information on the UNLEASH shows please visit http://www.unleashgroup.io

Speaker and Main Stage Emcee

TrustSphere

I joined TrustSphere's advisory board to support the executive team drive the next level of the company’s evolution as a leading provider in the people analytics and relationship analytics technology space until May 2022, when Bigtincan invested in the company.

Board Advisor

People Analytics & Future Of Work

I worked as Conference Co-Chair, Speaker and Advisor to Al Adamsen and the PAFOW (People Analytics and the Future of Work) from 2017 until 2021. Until the onset of the pandemic, this took on PAFOW in-person events in San Francisco (2017, 2018, 2019 and 2020), Philadelphia (2017, 2018 and 2019), and London (2019) plus virtual conferences in April 2020 and January 2021.

Visit pafow.net for details of upcoming events.

Conference Co-Chair, Speaker & Advisor

IBM Watson Talent combines the power of people analytics and workforce science, with market-leading solutions to help organisations build an impassioned and engaged workforce and deliver better business outcomes.

I was responsible for:
•	Helping clients get started and accelerate their people analytics journeys through a combination of consulting, solutions and services 
•	Amplifying the voice of IBM Watson Talent in the marketplace as it relates to people analytics, digital HR transformation, AI and the future of work
•	Promoting the wider adoption by HR of a data driven, analytical and insight led approach to link people based decisions with improved business outcomes and employee experience
•	Working with the IBM Smarter Workforce Institute research team, which conducts rigorous and innovative research programs about all aspects of the workforce

Global Director, People Analytics | IBM Watson Talent

Tucana

I partnered with Tucana, the organisers of the People Analytics World and People Analytics Forum conferences in London since 2014. The Tucana events grew to be the best regarded and highest attended conferences on people analytics in Europe. 

•	Chair, People Analytics World 2015, 2016, 2017 and 2018
•	Chair, People Analytics Forum 2016 and 2017
•	Advised on content and speakers
•	Writer and a co-host of the People Analytics Podcast

Conference Chair, Advisor, Writer and Podcast Host

Various HR & People Analytics blogs and conferences

I write and speak on some of the key tenets driving this seismic change. Principally, this enables me to indulge my passion for helping to make analytics and evidence based decision making part of HR’s standard practice.

SPEAKING ENGAGEMENTS
Since the start of 2016, I have spoken at and/or chaired 40+ conferences across the world including: HR Tech World (Paris, London, Amsterdam & San Francisco), People Analytics World/Forum (London), Stamford Global Workforce Analytics Summits (Amsterdam, Sydney, New York & Singapore), People Analytics & The Future of Work (San Francisco & Philadelphia), HR Digital Summit (Moscow), Social Recruiting Days (Berlin), hiQ Elevate (San Francisco), HR Technology Conference (Las Vegas), HR Norge HR Tech & People Analytics Conferences (Oslo), Beyond HR Leadership Forum (Amsterdam) & HR Congress (Amsterdam & Brussels). I have also been invited to speak at internal company events on people analytics, HR Tech and the future of work including with: ABN AMRO, Bosch, Vodafone, BT and AXA. 

This led to me establishing Zandel Ltd in April 2018, which acts as an outlet for my speaking and advisory work.

Please feel free to contact me on dgreen@zandel.org with any speaking or advisory opportunities.

Speaker, Conference Chair & Writer | People Analytics, the Future of Work

Cielo

Cielo is recognised as a leading global partner for recruitment process outsourcing (RPO) and talent management solutions. 

As part of the European leadership team, I was responsible for:
•	Global and multi-regional new business pursuits and solutions design
•	Growth of existing customers through regional expansion and additional services
•	Leading out our people analytics services and capability

Director / VP | Business Development | Customer Solutions | People Analytics

Capita

Responsible for the consulting, solution design and commercial delivery of tailored end-to-end and/or project based talent acquisition, RPO and MSP solutions both for organisations considering outsourcing and/or co-sourcing options.

I was responsible for leading the creation and go-to market strategy for a Professional Services offering. This was founded upon a project I also led to establish Strategic Resourcing Assessment tool, which measured the effectiveness of the resourcing function against the objectives of the business.

Solutions & Development Director | Head of Professional Services

Co-Author of Excellence in People Analytics | People Analytics leader | Director, Insight222 & myHRfuture.com | Conference speaker | Host, Digital HR Leaders Podcast

I am a globally respected writer, speaker, conference chair and executive consultant on people analytics, data-driven HR and the future of work.

My main role is as an Executive Director at Insight222. Our clients include several Fortune100 firms and through 'The People Analytics Program', we help member organisations create more value and better employee experience through the wise and ethical use of people analytics. The consumer side of Insight222 - myHRfuture.com - provides training for HR professionals in 'future-oriented' topics.

WRITING | PODCASTING
I write regularly about people analytics and its role in the future of work and the evolution of the HR function. My articles are published on LinkedIn and myHRfuture.com. Subscribe to my Digital HR Leaders newsletter and podcast via myHRfuture: https://www.myhrfuture.com/subscribe 

SPEAKING
I am fortunate to speak at and chair conferences all over the world. Recent and upcoming speaking engagements include:
- UNLEASH World (Paris, Oct 2025, 2024, 2023, 2022, 2019)
- UNLEASH America (Las Vegas, May 2025)
- Workday Rising Europe (2024, 2023 and 2022), Workday Rising US (2024)
- People Analytics World (London, 2014-2025), Zurich 2025, 2024, New York 2025, 2024 Amsterdam, 2023)
- Wharton People Analytics Conference (2025)
- Workhuman Live (London, 2025)
- People Matters TechHR India (Delhi, 2025)
- Visier Outsmart (London, 2024)
- HR4results by Gupy (São Paulo, Jun 2023)
- HR Tech by HR Nørge (Oslo, May 2023)

GET IN TOUCH
Please feel free to follow me here on LinkedIn and subscribe to my LinkedIn newsletter - Data Driven HR Monthly. 

If you would like to book me as a speaker/chair, please contact me at dgreen@zandel.org.

If you are a people analytics leader or CHRO interested in joining Insight222's People Analytics Program, or finding about more about how we upskill HR professionals in data literacy, please get in touch at david.green@insight222.com.  

For my full biography, please visit davidrgreen.com.

🤖 As AI increasingly reshapes work, organisations and leadership, is HR the new R&D department?

🔥 That’s one of the topics that features in the November edition of the Data Driven HR Monthly, which brings together the HR, people analytics, AI and future of work resources that caught my eye over the month 🔥

🔎 This month’s edition also explores what the leading 5% of companies are doing to generate value at scale from AI and move from experimentation to real business impact. One of these factors is strategic workforce planning, which McKinsey report is a top practice for AI high performers. We also discover how to measure ROI in people analytics, how the HR operating model should be reimagined, and examine the evolution of the L&D function. I’ve also provided a list of 11 newsletters I recommend readers subscribe to.

🙏 Thank you to Jennifer Blumfield and the Go1 team for sponsoring the November edition of the Data Driven HR Monthly.

Perfect for a Sunday read 🥐 ☕ 🗞

🚀 If you find the newsletter valuable, please share some data-driven love by liking, commenting, or sharing 🤓  

#humanresources #peopleanalytics #workforceplanning #learning #hrtech #employeelistening #futureofwork #psychologicalsafety #leadership #culture #orgdesign #chiefpeopleofficer #chieflearningofficer #hybridwork #recruiting #organizationalnetworkanalysis

David Green 🇺🇦

I am a globally respected writer, speaker, conference chair and executive consultant on people analytics, data-driven HR and the future of work.

My main role is as an Executive Director at Insight222. Our clients include several Fortune100 firms and through 'The People Analytics Program', we help member organisations create more value and better employee experience through the wise and ethical use of people analytics. The consumer side of Insight222 - myHRfuture.com - provides training for HR professionals in 'future-oriented' topics.

WRITING | PODCASTING
I write regularly about people analytics and its role in the future of work and the evolution of the HR function. My articles are published on LinkedIn and myHRfuture.com. Subscribe to my Digital HR Leaders newsletter and podcast via myHRfuture: https://www.myhrfuture.com/subscribe 

SPEAKING
I am fortunate to speak at and chair conferences all over the world. Recent and upcoming speaking engagements include:
- Workday Rising Europe (Barcelona, Nov 2023 and Stockholm, Nov 2022)
- UNLEASH World (Paris, Oct 2023 and Oct 2022)
- People Analytics World (Amsterdam, Sept 2023 | London, Apr 2022 and Apr 2023)
- HR4results by Gupy (São Paulo, Jun 2023)
- HR Tech by HR Nørge (Oslo, May 2023)

GET IN TOUCH
Please feel free to follow me here on LinkedIn and on Twitter @david_green_uk. 

If you would like to book me as a speaker/chair, please contact me at dgreen@zandel.org.

If you are a people analytics leader or CHRO interested in joining Insight222's People Analytics Program, or finding about more about how we upskill HR professionals in data literacy, please get in touch at david.green@insight222.com.  

For my full biography, please visit davidrgreen.com.

🎙️ “If the CEO and CHRO are aligned on the fundamentals — values, beliefs, philosophy — it unlocks a far more dynamic relationship. That’s when the partnership becomes truly shoulder to shoulder.”

In today’s rapidly shifting world of work, the relationship between the Chief People Officer and the CEO has never been more strategically important. Workforce transformation, AI, culture, learning, inclusion, and organisational design now sit squarely at the top of board agendas - and CHROs are being called to the centre of the conversation in ways we haven’t seen before.

Few leaders represent this shift more fully than Katarina Berg, who after 12 years as CHRO at Spotify, recently joined On as CHRO. Katarina embodies everything the modern CHRO should be: commercially sharp, deeply human, behaviourally grounded, and endlessly generous in how she gives back to the HR community.

🎧 So, I am delighted that Katarina is my guest on this week’s episode of the Digital HR Leaders podcast. This article provides highlights of our conversation, which covered topics including:

🔎 What a genuinely strategic CHRO–CEO relationship looks like - and how to build it
🔎 How Katarina approached her first 100 days as CHRO at On, and the lessons she’s bringing into the next phase of growth
🔎 Why “putting the H back in HR” is essential in the AI era
🔎 How people analytics teams can evolve into true insight and decision-driving partners
🔎 Why intentional leadership - not just tools or trends - will define the next era of HR

🎙️ “Where should people analytics sit? Left, right and dead centre of everything that you do.”

🎧 Listen. 📚 Read. 😄 Enjoy and please share your reflections in the comments below👇 

#humanresources #chiefpeopleofficer #peopleanalytics #leadership #psychologicalsafety #employeeexperience #learning #culture #futureofwork #hrtech #hrpodcast #ceochro

🎙️ "The future of hybrid work will be won by leaders who prioritise trust, outcomes, and continuous learning — not by those who double down on attendance mandates."

🔎 To date, no peer-reviewed research shows a benefit to a rigid five-day office model. Indeed, according to the latest Flex Index report, the average number of working days required in the office is 2.87 days. 

Those CEOs that are pushing for four or five in-office days are, Brian Elliott, Nick Bloom and Prithwiraj Choudhury argue, fixated on the wrong problem. 

Data from 8,500 U.S. companies show no link between stricter return-to-office mandates and improved performance. The real challenge isn’t hybrid policy — it’s leadership capability. High-performing organisations focus on how work is led, not where it happens. 

The authors outline four capabilities that distinguish hybrid leaders: 

1️⃣ Know Your Talent Edge: 
🔎 Understand what makes your organisation attractive and design flexibility around it, as seen at Allstate, the European Central Bank and Airbnb. 

2️⃣ Measure Results, Not Presence: 
🔎 Replace badge tracking with outcome-based performance management as companies like Atlassian and Synchrony have done. 

3️⃣ Let Teams Lead the Way: 
🔎 Empower teams to set norms for when and how they meet; companies like Microsoft, Teradyne and Atlassian use this approach to strengthen accountability and trust. 

4️⃣ Invest in Getting Better: 
🔎 Companies that succeed over the long term make sustained investments in three critical areas – infrastructure redesign (e.g. Dropbox), resource allocation (e.g. Zillow), and skills development. 

The authors’ conclusion (see quote at top of post) resonates. 

🔗 The article is featured in the November edition of the Data Driven HR Monthly, which you can access here: https://lnkd.in/ekVuREn8 🔗

#humanresources #leadership #peopleanalytics #culture #hybridwork #employeeexperience #employeelistening

🔥 Is HR the new R&D?

🔗 Presenting the best HR, future of work and people analytics resources for November: https://lnkd.in/ekVuREn8 🔗

Resources include:
🔎 JESS VON BANK and her Mercer colleagues present a new HR Operating model that enables humans and machines to work together and thrive (see attached report).
🎙️ "What comes next isn’t another phase of HR transformation layered on a legacy foundation. It’s not optimization, digitization or evolution. It’s reinvention - of the operating model itself and of the HR function’s role within it."

🔎 Dan Riley and Shonna Waters, PhD analyse what happens when connection becomes something we consume instead of something we co-create – and provide guidance for leaders.

🔎 Susan Cantrell, Russell Klosk (智能虎), Zac Shaw, Kevin Moss, Christopher Tomke, and Michael Griffiths present the five key shifts required to reinvent workforce planning for an AI powered and uncertain world.

🔎 Beth Cobert, Brooke Weddle, Bryan Hancock and Lucia Rahilly discuss the cross-sector collaborations required to help businesses and workers develop skills for the future—and connect education more directly to high-quality jobs.

🔎 Amy Coleman discusses with Christopher Rainey how Microsoft is navigating AI’s impact on work, emphasising trust, transparency, and inclusion as the essential foundations.

🔎 Jason Averbook digs into the perfect storm hitting the workforce from four directions and the outlines the path forward.

🔎 Thomas Otter and I explore the current and future state of HR tech, the impact of AI and what leaders, investors and HR Tech companies themselves need to know.

⚽ A world beating line up of XI newsletters I recommend subscribing to, including those penned by the likes of: Dave Ulrich, Hung Lee, Brian Elliott, Anna A. Tavis, PhD, Maria Nolazco Masson, and Andrew Spence.

🔎 Dr Philip Gibbs shares insights from a recent webinar with Sally Smith, Kanella Salapatas, Greg Newman and me to look what lies ahead for people analytics in the APAC region.  

📚 BOOK OF THE MONTH
Melissa Valentine and Michael Bernstein - Flash Teams: Leading the Future of AI-Enhanced, On-Demand Work – thanks to Greg Pryor for the recommendation

📽️ VIDEO OF THE MONTH
Dr Tomas Chamorro-Premuzic and I challenge popular leadership tropes and explore why being real doesn’t always lead to being effective - especially in today’s fast-changing, AI-driven world.

🙏 Thanks to Chris Eigeland and the Go1 team for sponsoring the November edition of the Data Driven HR Monthly


🩷 I hope you learn as much from this month’s edition as I did from compiling it. If so, please share with your network by commenting or sharing this post 🩷

#humanresources #peopleanalytics #hroperatingmodel #learning #culture #chiefpeopleofficer #leadership #workforceplanning #hrtech #employeeexperience

Mercer | The New HR Operating Model

❓ What is the impact of a good manager ❓ 

🎙️ "For every extra dollar of compensation spent on high-flyer managers, the company sees roughly five dollars of value in higher worker productivity." 💰 

In her article for Harvard Business Review - How the Best Managers Shape Employees’ Careers, Virginia Minni, Economics Professor at the University of Chicago Booth School of Business, outlines findings from her study of 200,000 employees and 30,000 managers in nearly 100 countries. 

The study reveals that high-performing managers - those with early promotions - create value for both their companies and those they manage - by matching people to roles where they fit best. 

When a worker overlaps with one of these high-impact managers, they experience a significant, lasting uplift: a boost to both their productivity and wages that persists long after the manager or employee has moved to a new team. 

To put the research into practice, Minni outlines that leaders must view managers as the “visible hands" of the internal labour market and systematically enable internal mobility. 

Practical steps include implementing managerial rotation programs to broaden worker exposure to high-quality leaders and leveraging internal talent marketplaces to continuously match human potential with high-value work.

🔗 The article is featured in the October edition of the Data Driven HR Monthly, which you can access here: https://lnkd.in/eu7wwZYJ 🔗 

#leadership #humanresources #culture #employeeexperience #strategy #peopleanalytics #chiefpeopleofficer

🎙️ "Culture will become both the operating glue and the ethical compass of the agentic organization."

❓ What does the agentic organisation look like? ❓ 

🔎 McKinsey’s recent research highlights five pillars of the agentic enterprise — business model, operating model, governance, workforce and culture, and technology and data — and 15 themes shaping how organisations evolve see page 9). 

For chief people officers and HR leaders, five takeaways I took from the article to help guide strategy are: 

1️⃣ Redefine the Role of Humans: 
🔎 As agents take on execution, human value shifts to defining goals, making trade-offs, and steering outcomes. Focus talent strategy on judgement, systems thinking, and ethics. 

2️⃣ Flatten the Structure: 
🔎 Hierarchies are giving way to small, outcome-focused agentic teams. HR’s task is to design and enable these dynamic networks. 

3️⃣ New Talent Profiles are Emerging: 
🔎 Build a mix of M-shaped orchestrators, T-shaped specialists, and AI-augmented frontline roles. Reskill leaders for technological fluency (see p7). 

4️⃣ Rethink the Talent System: 
🔎 Move beyond performance models tied to task completion. Reward how people orchestrate agents and create value. 

5️⃣ Make Culture the Ethical Compass. 
🔎 In a decentralised AI environment, culture is the connective tissue. Over-invest in trust, learning, and shared clarity to align humans and machine. 

🙏 Thanks to the authors: Alexander Sukharevsky, Alexis Krivkovich, Arne Gast, Arsen Storozhev, Dana Maor, Deepak Mahadevan, Lari Hamalainen, and Sandra Durth.

🔗 The article is featured in the October edition of the Data Driven HR Monthly, which you can access here: https://lnkd.in/eu7wwZYJ 🔗 

#humanresources #peopleanalytics #strategy #chiefpeopleofficer #orgdesign #workforceplanning #futureofwork #learning #culture

The Agentic Organization | McKinsey

Satish Salivati

🔥 To Unlock the Full Value of AI, Invest in Your People

🎙️ "Changing the way people work and focusing on the right value pools is the bridge between AI adoption and advantage."

According to a recent BCG study only 5% of companies are generating value at scale from AI. In their article, Julie Bedard, Jessica Beidelman, Elizabeth Lyle (Smith), and Reinhard Messenboeck provide insights into how these organisations move from AI experimentation to real business impact. 

Drawing on their client work at BCG, the article underlines that building AI capabilities isn’t just about tools - it’s about people, workflows and measurement. 

The authors show that while many firms are testing generative AI and agentic AI, only a small fraction are realising meaningful value. They highlight a number of key lessons including: 

1️⃣ Grounding AI enablement in a clear context: 
🔎 Through identifying high-potential value pools and redesigning the related workflows (see page 3). 

2️⃣ Developing role-specific capabilities: 
🔎 Through tailoring learning journeys for "Shapers” (executives), “Leaders” (functional owners), “Transformers” (team leaders and managers) and “Frontline Contributors”. This targeted approach accelerates fluency and adoption. 

3️⃣ Role-modelling by leaders and building trust: 
🔎 Leaders must visibly use AI and support the cultural shift; trust is essential for employee adoption. 

4️⃣ Measuring outcomes, not just adoption: 
🔎 Success must be measured in terms of value unlocked (productivity, quality, cost reduction), not just the number of tools rolled out (see page 8).

🔗 The article is featured in the November edition of the Data Driven HR Monthly, which you can access here: https://lnkd.in/ekVuREn8 🔗

#humanresources #peopleanalytics #workforceplanning #futureofwork #leadership #culture #chiefpeopleofficer #hrtech #learning

To Unlock Value in AI, Invest in Your People

🤖 HR tech and AI agents: 5 actions CHROs should take now

🎙️ "79% of executives say that AI agents are already being adopted in their companies. But only 40% are using them in HR."

That’s according to PwC’s recent AI Agent Survey of 300 senior executives. In their article, Shebani Patel and Astik Ranade position AI agents as the key to shifting HR from defence to offence, automating routine work to drive business impact. 

They emphasise how AI agents deliver the most value in HR by enabling 88% of HR workflows, assisting with half of advisory work, and automating/assisting over 60% of functional processes. 

In terms of talent acquisition, development, and mobility, agents fundamentally change workflows. 
🔎 For instance, in recruiting, agents can draft requisitions, screen, and schedule, freeing hiring managers and recruiters to focus on personalised outreach and coaching. 
🔎 In development, agents evaluate experience, identify skills gaps, and create learning plans seamlessly (see Figure). 

To capitalise on the opportunity, the authors outline five actions for CHROs to take today: 
1️⃣ Find quick wins with rapid ROI; 
2️⃣ Start small, but design for reuse to scale quickly; 
3️⃣ Show people their new value as AI-augmented professionals; 
4️⃣ Make their own job easier by overseeing agentic teams; and; 
5️⃣ Reinvest the new capacity in strategic guidance and enhancing employee experience.

🎙️ "AI agents shift HR from defense to offense, taking on routine tasks so your team can focus on driving business impact."

🔗 The article is featured in the October edition of the Data Driven HR Monthly, which you can access here: https://lnkd.in/eu7wwZYJ 🔗 

#humanresources #chiefpeopleofficer #peopleanalytics #learning #hrtech #agenticai

🎙️ "Research shows that companies with leading digital and AI capabilities outperform lagging competitors by two to six times in terms of total shareholder returns."

The rapid rise of AI and digital technologies has widened the divide between tech leaders and laggards. 

According to McKinsey, while 80% of organisations view upskilling as the most effective way to close skills gaps (see page 3), only 28% plan to invest in it over the next few years. Yet companies that commit to digital upskilling achieve higher flexibility, stronger performance, better retention, and greater profitability. 

The report outlines five steps to start closing the gap: 
1️⃣ Identify skills critical to long-term strategy. 
2️⃣ Build a holistic plan addressing different types of skills gaps. 
3️⃣ Develop learning experiences quickly and iteratively. 
4️⃣ Empower employees to own their learning. 
5️⃣ Reinforce the value of learning throughout the employee lifecycle. 

The authors also highlight five future-focused practices for chief people officers: 
🔎 Integrate learning into the flow of work. 
🔎 Embed learning into the technology. 
🔎 Upskill experts and managers to become “learner teachers.” 
🔎 Gamify and personalise the user experience of learning. 
🔎 Codify and democratise technical knowledge.

🔗 The report is featured in the October edition of the Data Driven HR Monthly, which you can access here: https://lnkd.in/eu7wwZYJ 🔗 

#humanresources #learning #workforceplanning #peopleanalytics #culture #employeeexperience #skills

McKinsey | How to build digital skills

🎙️ "Strategic workforce planning is a top practice of AI high performers."

🤖 McKinsey’s State of AI in 2025 report shows an enterprise landscape where AI use is widespread, but value is uneven. 

The headline findings are clear: 
🔎 Most organisations remain in experimentation or pilot phases; 
🔎 62% are exploring AI agents but few have scaled them; 
🔎 Innovation benefits are visible, yet only 39% report enterprise-level EBIT impact; 
🔎 High performers pair efficiency with growth and innovation goals;  
🔎 Workflow redesign is the defining capability separating leaders from the rest. 🔎 Views on employment diverge, with expectations ranging from reductions to increases in workforce size. 

For Chief People Officers, the report reinforces that AI adoption is as much a people challenge as a technology one. Organisations are hiring for AI-related roles - especially data and engineering talent - while demand for AI skills is rising across existing jobs. 

High performers excel because leaders role-model AI use, invest in upskilling, build clear workforce plans that anticipate AI-driven shifts, and embed human-in-the-loop practices (see Figure). 

HR functions themselves are early adopters of agentic use cases but remain far from scaled deployment. The workforce impacts ahead are not uniform. Larger organisations expect more change, and high performers anticipate both increases and decreases in headcount as roles evolve. 

For HR, the imperative is to redesign workflows, build AI-ready talent strategies, and create trust through transparency and capability building. 

👉 The message is simple: strategic workforce planning and talent strategy, leadership alignment, and disciplined skill development will determine which organisations turn AI ambition into lasting performance. 

🙏 Kudos to the authors: Alex Singla, Alexander Sukharevsky, Lareina Yee, Michael Chui, Bryce Hall and Tara Balakrishnan. 

🙏 Thanks to Hung Lee for highlighting the report in a recent edition of the excellent Recruiting Brainfood.

🔗 The article is featured in the November edition of the Data Driven HR Monthly, which you can access here: https://lnkd.in/ekVuREn8 🔗

#humanresources #peopleanalytics #workforceplanning #futureofwork #employeeexperience #leadership #culture

🔥 "AI future-built companies achieve five times the revenue increases and three times the cost reductions that other companies get from AI"

🔎 A recent BCG report, The Widening AI Value Gap, reveals that just 5% of “future-built” companies are capturing outsized and accelerating value from AI - creating a widening performance divide with slower adopters. 

💰 These leaders treat AI not as a tool but as a core business engine, reinvesting gains to sustain competitive advantage and deliver stronger financial returns. 

The report identifies five strategies that distinguish these frontrunners (see Figure on page 12): 

1️⃣ Pursuing a multiyear strategic ambition; 
2️⃣ Reshaping and inventing with measurable impact; 
3️⃣ Implementing an AI-first operating model; 
4️⃣ Securing and enabling critical talent, and; 
5️⃣ Building fit-for-purpose technology and data foundations. 

The key constraint is not technology - it’s talent. Future-built companies act decisively to attract, retain, and upskill the scarce expertise required to orchestrate AI systems and develop next-generation capabilities. 

For HR, three imperatives emerge from the report: 

1️⃣ Workforce Redesign: 
🔎 Reimagine workflows and redefine the human role in human–AI collaboration. 

2️⃣ Strategic Planning: 
🔎 Move from skills inventories to dynamic, AI-informed workforce planning. 

3️⃣ Talent Flow: 
🔎 Build pipelines that continuously reskill employees for higher-value work alongside machines. 

🎙️ Incremental AI initiatives will not close the gap. Only enterprise-level transformation - anchored in people, not platforms - will deliver lasting advantage. 

🔗 The report is featured in the October edition of the Data Driven HR Monthly, which you can access here: https://lnkd.in/eu7wwZYJ 🔗 

#humnresources #workforceplanning #chiefpeopleofficer #futureofwork #peopleanalytics #leadership #orgdesign

BCG | The Widening AI Value Gap

🎙️ "Strengthening employee listening initiatives is crucial for understanding the evolving needs of the workforce."

Mercer’s report, The EX Advantage: Leveraging the EX as a Source of Strength During Uncertainty, finds that EX has become a cornerstone of organisational resilience amid uncertainty. 

🥇 Leading companies treat EX as a continuous, measurable discipline designed to strengthen wellbeing, belonging, and performance. Four insights stand out: 

1️⃣ Intentional design drives ROI: 
🔎 Although 61% of firms fund EX at the enterprise level, fewer than half see strong returns. High performers excel through design, measurement, and cross-functional collaboration — not higher budgets. 

2️⃣ Leadership ownership matters: 
🔎 Top performers embed EX goals in executive scorecards and empower business leaders to act on feedback. 

3️⃣ HR as facilitator, not owner: 
🔎 HR’s role is shifting to enabler — building design capability, supporting managers, and linking insights to outcomes. 

4️⃣ Listening with impact: 
🔎 Real-time, integrated feedback drives agility and engagement when followed by targeted local action. 

🔥 Ultimately, EX excellence depends less on resources and more on accountability, capability, and execution — proving that leadership, not surveys, defines the employee experience. 

🙏 Thanks to Lewis Garrad for highlighting and kudos to the authors – Queenie Chan and Karen Shellenback.

🔗 The report is featured in the October edition of the Data Driven HR Monthly, which you can access here: https://lnkd.in/eu7wwZYJ 🔗 

#humanresources #employeelistening #peopleanalytics #leadership #culture #learning #employeeexperience #chiefpeopleofficer

The EX Advantage | Mercer

🚀 What Happens When Every Employee Has an AI Coach?

That’s exactly what I explore in this week’s Digital HR Leaders Podcast with Parker Mitchell, CEO and Co-Founder of Valence, which is all about how AI coaching is reshaping performance and elevating manager capability.

Parker believes we’re on the edge of a major shift:
🎙️ “In five years, everyone's going to have an AI coach… almost like a companion, a sidekick at work.”

And the impact of AI coaching is already visible. At one client:
🎙️ “Stores coached by Nadia outperformed those that weren’t… with a 20-percentile jump in NPS and higher upsell.”

For AI coaching to work, trust and psychological safety are non-negotiable:
🎙️ “Your personal information is utterly sacrosanct… or you won’t talk about the real challenges.”

For HR leaders wondering how to get started, Parker’s advice is simple:
🎙️ “Just put AI into the hands of your employees… let people experiment.”

🎧 Listen to the full conversation by subscribing to the Digital HR Leaders podcast on your favourite podcast platform, or by clicking on the link in the Comments below: 

🙏 Thanks to Parker for sharing his time, passion and expertise, Kira Luscher and the Valence team for sponsoring, and Oceane, Jasmine, and the Insight222 team for bringing the podcast to life.

📘 This episode is sponsored by Valence, creators of Nadia — the AI-powered coach helping organisations develop leaders at scale.

cc. Anna, Dan, Anand, Sanja, Loren, Katarina, Malgorzata, Corinna, Sebastian, Tanuj, Prasad, Diane, Lucien, Hein, Brian, Anna, Arne-Christian, Emily, Amit, Angela, Chin, Emilee, Alexandra, Alexis, Stela, Jeremy, Agnes, Shonna, Anna, Narelle, Hanadi, David, Nick, Irada

#humanresources #leadership #peopleanalytics #employeeexperience #futureofwork #AIcoaching #hrtech #hrpodcast #performancemanagement

🚀 The Science Behind High-Performing Teams

🎙️ “We need to treat team design as a science, not an afterthought.”

In this week’s Digital HR Leaders podcast, I speak with Colin Fisher - Professor at UCL and author of ‘The Collective Edge - whose research shows that team success is designed, not discovered — and that the biggest levers for performance are the ones most leaders overlook.

Here are just a few insights from our conversation:
🎙️ “60% of team performance comes from the structure you set before launch, another 30% from what happens on day one, and only 10% from what you tweak later.”
🎙️ “If people can’t see why their work matters, disengagement and free-riding are inevitable.”
🎙️ “Psychological safety isn’t a ‘nice to have’ — without it, even the best skills go unused.”
🎙️ “AI adoption is a learning process. Teams need safety, experimentation, and shared learning more than rigid rules.”

We explore:
✨ Why the seeds of success — or failure — are planted before Day One
✨ The 60-30-10 rule every leader should understand
✨ How to design work that eliminates free-riding and boosts engagement
✨ What psychological safety really requires
✨ How AI and team design intersect — and what leaders must do now

📘 This episode is sponsored by Valence, creators of Nadia — the AI-powered coach helping organisations develop leaders at scale.

🙏 Thanks to Colin for sharing his time and expertise, Kira Luscher and the Valence team for sponsoring, and Oceane, Jasmine, and the Insight222 team for bringing the podcast to life.

cc. Tom, Nick, Dan, Sanja, Shonna, Hanadi, David, Dave, Sebastian, Sebastian, Jacob, Bruce, Dr Tomas, Jeff, Anna, Stela, Rob, Greg, Amit, Connie, Dawn, Katarina, Andy, Govert, Mark, Emily, Lewis, Ravin, Jason, Brian, Adam, Greg, Matt, 

#humanresources #leadership #culture #employeeexperience #hrpodcast #teams #peopleanalytics #psychologicalsafety #highperformingteams

🎙️ “A leader who thinks they are a finished product is finished.”

“Be yourself. Bring your whole self to work.” It sounds empowering — but what if it’s actually bad advice?

In this week’s Digital HR Leaders podcast, I’m joined by Dr Tomas Chamorro-Premuzic, Professor of Business Psychology at UCL and Columbia, author of Don’t Be Yourself: Why Authenticity Is Overrated (and What to Do Instead), and Chief Science Officer at Russell Reynolds Associates.

Together, we challenge one of the most popular leadership tropes — and explore why being “real” doesn’t always lead to being effective - especially in today’s fast-changing, AI-shaped world.

Tomas and I dig into:
🔸 Why authenticity is misunderstood — and when it becomes a liability
🎙️ “Being less authentic can actually help you be more effective and more talented as a leader.”

🔸 The traits that actually build trust, influence and followership
🎙️ “One of the most important ingredients of leadership potential is coachability — the willingness to change. And that means not being limited by your current self.”

🔸 How AI is reshaping the employee experience, coaching, and leadership
🎙️ “Imagine coaching tools that boost the EQ or social awareness of the coach and the coachee…AI immersed in real-time coaching sessions.”

🔸 The risks of eliminating early-career roles in the pursuit of productivity
🎙️ “How are you going to develop future leaders if you don’t have people going through the ranks?”

🔸 What inclusion really requires beyond optics and buzzwords
🎙️ “Diversity is easy to measure… but inclusion is a leadership challenge.”

🔸 The three ingredients every AI strategy needs to succeed
🎙️ “AI is still a change-management project. You have to win hearts and minds.”

📘 This episode is sponsored by Valence, creators of Nadia — the AI-powered coach helping organisations develop leaders at scale.

Thanks to Tomas for sharing his time and expertise, Kira Luscher and the Valence team for sponsoring, and Oceane, Jasmine, and the Insight222 team for bringing the podcast to life.

cc. Katarina, Anne-Marie, Ian, Madhura, Alexis, Amy, Dave, Parker, Anna, Amit, Anand, Nick, Brian, Brian, Placid, Jeremy, Stela, Joanne, Jason, Ravin, Dan, Sanja, Dawn, Naomi, Nigel, Madeline, Kathi, Bo, Dr Philip, Greg, Michael, David, Hanadi

#humanresources #leadership #psychologicalsafety #culture #peopleanalytics #hrpodcast #learning #employeeexperience

🎙️ "Workplace stress is inevitable, but poor leaders can amplify it into team dysfunction."

In their article, How Leaders Help Teams Manage Stress, Allen Morrison and David Forster argue that while a leader can't eliminate stress, they can make resilience a team function rather than an individual burden. They highlight a crucial relationship between emotional engagement and employee functionality (see Figure). 

When employees are emotionally engaged, they operate in a "band of high functionality," bringing their energy and creativity to their roles, and going the extra mile. Conversely, unmanaged stress can lead to burnout, dysfunction, and disengagement. 

The article outlines three key recommendations for how leaders can help their teams manage stress better: 

1️⃣ Look in the mirror: 
🔎  Leaders set the tone through building self-awareness, adopting stress-reduction habits, and seeking support. 

2️⃣ Help others to ‘expand the band’: 
🔎  Leaders should help teams to strengthen coping skills, reshape perceptions of stress and address structural sources of stress. 

3️⃣ Prioritise emotional integrity and team resilience 
🎙️ “Helping employees manage stress goes beyond creating a ‘safe space.’ It requires leaders to establish a climate where emotional integrity is respected and team members are empowered to support one another.”

🔗 The article is featured in the October edition of the Data Driven HR Monthly, which you can access here: https://lnkd.in/eu7wwZYJ 🔗 

#humanresources #leadership #culture #employeeexperience #wellbeing #peopleanalytics

The 5% of companies that win with AI do something fundamentally different: they focus on work over jobs, empower managers at scale, and drive AI mastery in the flow of work.

Join Fatma Hedeya, Jeff Schwartz and I for a special and exclusive Gloat webinar on December 4, where we will discuss the  practical steps to take as we plan to increase AI adoption, impact and value in 2026.

📅 December 4
⏰  3.00pm GMT | 10.00am EST
🔗  Register here: https://lnkd.in/eAgmXT2h

#humanresources #chiefpeopleofficer #workforceplanning #learning

As a podcast host it was a fresh (and actually, enjoyable!) experience to be on the other side of the mic when I recently guested on the HR Disrupted podcast with brilliant host Lucy Adams.

In our conversation I shared Insight222 research on the impact of AI in HR, including for 80% of companies, the AI journey in HR only started after the launch of ChatGPT just over 1,000 days ago.

Lucy and I discuss ways in which HR leaders can shift from piloting to scaling AI, the importance of governance and strong data foundations, and the capabilities HR leaders and professionals should focus on in the age of AI.

Thanks to Lucy and the Disruptive HR team for inviting me to be a guest on the show.

🎧 You can listen to the episode here: https://lnkd.in/ejp3Z6xj

#humanresources #peopleanalytics #employeeexperience

🔥 In every edition of the Data Driven HR Monthly, I feature a collection of articles by current and recent people analytics leaders. In the November edition - which you can read here 🔗 https://lnkd.in/ekVuREn8 🔗 - there are contributions from: 

🔎 Pietro Mazzoleni outlines lessons from IBM on building hybrid data architectures that scale responsibly (see Figure)
🎙️ “Hybrid is a strategy where data, technology, and people are intentionally connected.” 

🔎 In their paper for Society for Industrial and Organizational Psychology (SIOP), Kristin Saboe, Ph.D., Amit Mohindra, p. tsagaroulis, phd, and Alexis Fink make a compelling case for combining I-O psychology and people analytics: 
🎙️ “People analytics find its strongest footing when grounded in the rich scientific traditions of I-O psychology.” 

🔎 Jimmy Zhang explains why strategic workforce planning is no longer enough and how organisations instead need to integrate business, finance and workforce strategy into “total workforce planning.” 
🎙️ “The 5Bs help organizations translate strategy into action by connecting capability design to business outcomes.” 

🔎 Prabhakar Pandey unpacks six capabilities required to match the business problem to the right AI in HR capability: 
🎙️ “We solve with Problem Solving, orchestrate with Planning, and enforce policy through Deduction. We predict with Learning, stay safe via Uncertainty Handling, and make it real with the Real-World Interface.” 

🔎 Cole Napper outlines six reasons why layoffs are happening, the finance vs. HR view of layoffs, and makes the case for human variation: 
🎙️ “The next era of People Analytics and AI workforce transformation will hinge on this proof: How do we quantify the unique value of human variation in a world where machines can meet or even exceed it at times, or, at a minimum, do a serviceable enough job at a lower cost than humans?”

🔎 Dr Philip Gibbs shares the takeaways from the recent APAC People Analytics Panel he chaired with Kanella Salapatas, Sally Smith, Greg Newman and me:
🎙️ "“APAC is not catching up anymore. We are shaping practice. We have moved from reporting the past to shaping the future.”

🔎 Rob Etheridge shares how HSBC is building a forward-looking people analytics function - grounded in skills, AI, and trust:
🎙️ "AI strengthens the people analytics proposition. It helps us democratise insights and deliver them faster — but it must come with governance, structure, and trust."

#humanresources #peopleanalytics #workforceplanning

🎙️ "The future of work will be defined less by dramatic headlines and more by the slower reality of gradual, nuanced integration of AI."

Will Drover, Ph.D. and Laura Huang argue that AI’s progress is not smooth or uniform – rather advancing in “jagged frontiers,” excelling in some tasks while struggling in others. 

AI may outperform humans in structured pattern-recognition tasks, yet falters when context, nuance or teamwork are involved. This uneven path matters for organisations planning transformation. 

Will and Laura present a helpful summary (see Figure) on the friction factors that slow the progress of AI, which explains why high-potential use cases often stall in practice. They also articulate three evolutionary stages of AI use: 

🔎 STAGE 1: ASSIST. 
AI handles repetitive, structured tasks that take up time but require little nuance. 

🔎 STAGE 2: RESHAPE. 
Human responsibilities substantively shift toward interpretation, oversight, and higher-order thinking as machines take over core tasks and execution. 

🔎 STAGE 3: REPLACE. 
Full automation occurs, with no human in the loop. 

The guidance offered in the article includes:
👉 Treat AI as incremental, manage friction early, align work redesign to real capabilities, and invest in the human-machine interface. 
👉 Leaders should map where AI can assist now, reshape workflows next, and only then plan for full replacement - while carrying forward skill building, trust, and human judgment. 
👉 A key takeaway for HR leaders is to plan not just for the adoption of tools, but for the distinct phases of work reconfiguration, training programmes, and culture that will shape whether AI yields real value or remains stalled.

🔗 The article is featured in the November edition of the Data Driven HR Monthly, which you can access here: https://lnkd.in/ekVuREn8 🔗

#humanresources #workforceplanning #orgdesign #peopleanalytics #leadership #culture #chiefpeopleofficer #strategy #talentmanagement

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