Page de couverture de Elevate Your AIQ

Elevate Your AIQ

Elevate Your AIQ

Auteur(s): WRKdefined Podcast Network
Écouter gratuitement

À propos de cet audio

 Bob Pulver is helping each of us navigate our respective journeys with artificial intelligence (AI) effectively and responsibly. Bob chats with AI and Future of Work experts, talent and transformation leaders, and practitioners who provide diverse perspectives on how AI is solving real-world challenges and driving responsible innovation.All rights reserved by WRKdefined Développement commercial et entrepreneuriat Entrepreneurship Gestion et leadership Économie
Épisodes
  • Ep 114: Redesigning Work and Workforce Strategy for the Agentic Era with Paul Rubenstein

    Ep 114: Redesigning Work and Workforce Strategy for the Agentic Era with Paul Rubenstein
    Apr 17 2026
    Paul Rubenstein, Chief Evangelist and Talent Strategist at Visier, brings deep expertise in people analytics and workforce strategy to this wide-ranging conversation with Bob Pulver. He introduces a three-curves framework for CHROs navigating AI: the human-machine efficiency frontier, the ROI curve, and the humanity index. The discussion explores why workforce planning is having a long-overdue resurgence, and how HR can use AI-powered analytics to reach managers proactively rather than waiting for them to come to HR. Bob and Paul also examine the courage gap in AI adoption, the governance tension between restricting data and enabling better AI answers, and the design-plan-operate mindset required to truly transform work. Keywords Paul Rubenstein, Visier, people analytics, workforce planning, CHRO, human-machine efficiency frontier, ROI curve, humanity index, agentic AI, MCP server, intelligent service delivery, governance, data strategy, organizational design, courage gap, talent strategy, future of work Takeaways • CHROs should track three curves: the human-machine efficiency frontier, the ROI curve on AI investments, and a humanity index covering talent density, engagement, and culture. • Most organizations are stuck in the "gym membership phase" — distributing AI tools without redesigning work — and real returns require intentional deconstruction and reassembly of jobs. • The courage gap is real: employees need to see self-disrupting behaviors modeled and rewarded before they willingly give up tacit knowledge to train agents. • MCP servers enable systems-to-systems intelligence that can give managers contextual, proactive insights in the flow of their work — without them ever having to engage HR directly. • Workforce planning is entering a golden age, requiring continuous, real-time, multi-dimensional design that mirrors how finance operates with FP&A. • AI governance needs to shift from restricting data by default to securing personal accountability for use — otherwise AI answers will remain narrow and biased. • When all companies have access to the same agents, people and culture will again be the differentiator — making the humanity index a strategic, not just a moral, priority. Quotes • "The floor for the tools we expect at work has just risen. AI is one." • "You can't lay off a hand or an arm to recover your technology investment." • "I want my workforce plan to be as easy as Google Maps — give me traffic updates and help me reroute." • "Sameness does not yield greatness in a talent strategy." • "Don't rely on your company for your career. You are responsible for staying relevant." • "Just because you can automate something doesn't mean you should." Chapters 00:02 Welcome and introductions 00:53 Paul's career journey and obsession with HR's untapped potential 05:05 How AI is changing the analyst role and collapsing distance to insight 06:50 The three curves framework for CHROs navigating AI adoption 10:46 Strategic work planning vs. workforce planning and the agentic org chart 14:11 Manager evolution in a human-agent workforce 16:33 The gym membership phase and why job redesign is the real unlock 19:39 The courage gap and cultural conditions for AI adoption 23:29 Protecting durable human skills and doing the hard things 26:50 AI governance and the tension between data restriction and answer quality 31:38 MCP servers and the future of intelligent HR service delivery 38:54 Orchestration layers and proactive manager engagement 45:50 How analytics builds HR's strategic credibility 47:03 AI as first mate and the case for continuous workforce planning 51:52 Closing thoughts on staying human-centric and owning your career Paul Rubenstein: https://www.linkedin.com/in/paulrubensteinhr Visier: https://visier.com For advisory work and marketing inquiries: Bob Pulver:⁠⁠ https://linkedin.com/in/bobpulver⁠⁠⁠ Elevate Your AIQ:⁠⁠ https://elevateyouraiq.com⁠⁠⁠ Substack: ⁠https://elevateyouraiq.substack.com⁠
    Voir plus Voir moins
    55 min
  • Ep 113: Leading with Business Strategy to Deliver Sustainable AI Value with Charlene Li

    Ep 113: Leading with Business Strategy to Deliver Sustainable AI Value with Charlene Li
    Apr 10 2026
    Charlene Li, analyst, author, and disruptive leadership expert, returns to Elevate Your AIQ to discuss with Bob her newly released book Winning with AI, co-authored with Dr. Katia Walsh. Charlene makes the case that most organizations are failing with AI because they treat it as a technology initiative rather than a strategic one — and lays out a 90-day, 12-step framework for building a foundation that creates real enterprise value. The conversation revisits themes from her Fall 2024 appearance, including responsible AI and the human-AI partnership, and explores how the landscape has evolved. Key topics include AI fluency as an organizational imperative, workforce reinvestment over workforce reduction, and the emerging concept of integrated intelligence — where human and AI capabilities combine to create something genuinely superhuman. Keywords Charlene Li, Winning with AI, Katia Walsh, AI strategy, AI fluency, AI literacy, integrated intelligence, superhuman worker, workforce planning, reskilling, pilot purgatory, responsible AI, ethical AI, governance, human centricity, talent transformation, future of work, organizational disruption, values-based AI, co-intelligence Takeaways Lead with business strategy, not AI technology — the question is never "what can we do with AI?" but "how can AI help us accomplish what we're already trying to do?" AI fluency, not just literacy, is the goal — fluency means reaching for AI naturally, trusting it, and using it to learn how to use it better, like chopsticks becoming second nature Organizations stuck in pilot purgatory are procrastinating real decisions — pilots give everyone an excuse not to commit, and that dooms projects from the start Successful examples show a better path: use AI to raise workforce quality first, then expand customer value, then reinvent the business entirely Reskilling requires both organizational imagination and honest values — the IKEA story turned 8,500 displaced service reps into a $1B design business Integrated intelligence combines AI's speed and scale with uniquely human traits — empathy, judgment, intuition, self-reflection, and wisdom — to create superhuman capability AI fluency in hiring is shifting from a red flag to a baseline expectation — how candidates use AI reveals curiosity, creativity, and adaptability far better than traditional interviews Responsible AI governance done right isn't a compliance burden — a gold-standard internal policy means regulation becomes a checkbox, not a crisis Quotes "You don't need an AI strategy — you already have a business strategy. Figure out what of your business strategy could really be impacted with AI." "Automating a broken process is the definition of madness. Because of AI, could we do this in a completely different way?" "AI can only be as creative as your questions are. It can only be as empathetic as you are." "We should stop doing pilots. It's just another way to procrastinate having to say yes or no." "The first thing they said was, we are not going to use AI to cut people. That is not the intent going in." "You aim for a higher level than any regulation would ever want. You go for the gold standard and whatever they ask of you, of course you do those things." Chapters 00:03 Welcome and guest introduction 01:27 Catching up since Fall 2024 and the impetus for Winning with AI 02:45 The 90-day framework and leading with business strategy 05:46 Reimagining work versus automating broken processes 09:22 AI fluency as an organizational imperative 14:06 Making AI practice habitual and learning in community 17:54 Embedding AI in the flow of work and escaping pilot purgatory 20:07 Workforce reinvestment and a recent case study 26:35 Reskilling, redeployment, and the IKEA story 29:54 Getting C-suite and boards to embrace a human-centric approach 33:38 Starting with customers and thinking beyond efficiency 38:30 Building AI fluency fast and making the investment 41:38 AI fluency in recruiting and hiring for AI capability 47:52 Integrated intelligence and the rise of the superhuman worker 50:42 From individual productivity to team and organizational impact 52:14 Values-based AI and imbuing organizational values into AI systems 55:53 Responsible and ethical AI as a strategic advantage 59:38 Goldilocks governance and the 90-day blueprint 01:00:21 Closing thoughts and book information Charlene Li: https://www.linkedin.com/in/charleneli “Winning With AI”: https://winningwithaibook.com/ For advisory work and marketing inquiries: Bob Pulver:⁠⁠ https://linkedin.com/in/bobpulver⁠⁠⁠ Elevate Your AIQ:⁠⁠ https://elevateyouraiq.com⁠⁠⁠ Substack: ⁠https://elevateyouraiq.substack.com⁠
    Voir plus Voir moins
    1 h et 1 min
  • Ep 112: Architecting the Human-AI Partnership to Turn AI Strategy into Results with Oded Dubovsky

    Ep 112: Architecting the Human-AI Partnership to Turn AI Strategy into Results with Oded Dubovsky
    Apr 3 2026
    Bob Pulver reconnects with former IBM colleague Oded Dubovsky, founder of STRAIX (Strategy for AI Execution), an advisory practice helping organizations adopt AI thoughtfully and effectively. Oded shares a career journey spanning over two decades at IBM Research's Haifa Lab — where he led pioneering cognitive computing and computer vision projects — through applied AI work at Intel, and into independent consulting. The conversation explores why 95% of organizations struggle to move beyond AI aspiration to real execution, and what it takes to build a solid foundation before layering in AI. Bob and Oded also reflect on the enduring value of human ingenuity, originality, and orchestration in an increasingly AI-assisted world. Keywords Oded Dubovsky, STRAIX, AI strategy, AI execution, AI adoption, cognitive computing, computer vision, IBM Research, Haifa Lab, Watson, automation, generative AI, vibe coding, AI-assisted coding, responsible AI, human centricity, AI readiness, orchestration, innovation, shadow AI Takeaways Only about 5% of companies successfully adopt AI — most struggle with where to start, what tools to use, and how to build the right foundation before scaling AI is the "penthouse" built on top of decades of IT, software engineering, and automation experience — that foundational knowledge remains critical The human role is shifting from execution to orchestration and architecture — developers and knowledge workers are becoming "team leads" directing AI agents Responsible AI development means thinking through security, data, scalability, and governance from the start — not as an afterthought Slowing down to think carefully before prompting or building — echoing Einstein's 55/5 rule — leads to better, more scalable outcomes Early cognitive computing projects at IBM (food recognition, augmented reality for remote guidance) were ahead of their time, foreshadowing capabilities now taken for granted Human originality and the ability to generate truly novel ideas remain a distinctly human trait that AI has not replicated Quotes "AI is kind of the top level, like the penthouse on top of all of that." "95% are just saying we need AI — they kind of don't know how to absorb that, how to start using it." "Once I crossed the line, I couldn't go back." "Think about it — you just got a promotion. You're a team lead now. You don't micromanage. You give them the bigger picture." "If I had an hour to solve a problem, I'd spend 55 minutes thinking about the problem and five minutes thinking about the solution." — Einstein, as quoted by Oded "Slow down to speed up." Chapters 00:02 Welcome and introductions 01:04 Oded's background and career journey from IBM to Intel to STRAIX 08:08 Early cognitive computing at IBM — the Watson era and the "What Did I Eat?" project 13:01 From research to product — augmented reality, 3D cameras, and lessons learned 17:54 How AI adoption is accelerating and compressing what once took a decade 20:14 Why 95% of organizations struggle to execute on AI 24:54 How STRAIX works — mapping pain points, building a heat map, and guiding implementation 29:47 Automation tools, vibe coding, and the value of foundational experience 33:13 Human readiness and the mindset shift required to embrace AI 37:22 AI agents, social networks, and the human as orchestrator 44:20 Responsible AI development — building with guardrails from the start 51:26 Asking better questions and thinking architecturally before building 53:31 Closing thoughts and how to connect with Oded Oded Dubovsky: https://www.linkedin.com/in/odeddubovsky STRAIX: www.straix.biz For advisory work and marketing inquiries: Bob Pulver:⁠⁠ https://linkedin.com/in/bobpulver⁠⁠⁠ Elevate Your AIQ:⁠⁠ https://elevateyouraiq.com⁠⁠⁠ Substack: ⁠https://elevateyouraiq.substack.com⁠
    Voir plus Voir moins
    55 min
Pas encore de commentaire