Show Notes
Why do organisations keep repeating the same mistakes when it comes to hybrid work - and are they now doing the same with AI?
That’s the question Brian Elliott, one of the most respected voices on the future of work, explores in this episode of the Digital HR Leaders podcast.
In this episode, host David Green sits down with Brian to unpack why the hybrid and return-to-office debate continues to create tension between leaders and employees, despite years of data and experience, and the striking parallels between how organisations handled hybrid work and how many are now approaching AI adoption.
Tune in and learn:
Why the hybrid and return-to-office debate continues to divide leaders and employees What the evidence says about making hybrid work effective for both people and the business The similarities between hybrid work decisions and today’s AI adoption challenges How AI is changing entry-level roles and long-term talent pipelines The biggest barriers organisations face when trying to change long-established ways of working Why leadership behaviour ultimately determines whether change sticks
This episode is sponsored by Worklytics.
Worklytics helps leaders understand how work actually happens with data-driven insights into collaboration, productivity and AI adoption. By analysing real work patterns - from meetings to tool usage - they empower teams to work =
Learn more at worklytics.co/ai
Link to resources:
Five leadership lessons for "tough" CEOs The burnout age The job market and AI Hosted on Acast. See acast.com/privacy for more information.
More from Digital HR Leaders with David Green
As AI makes knowledge more widely available, are organisations paying enough attention to the relationships that help people put it to work?
What changes when the people function is designed not as a collection of separate HR processes, but as part of the operating system of the company?
Your organisation has committed to an AI strategy. But what does that commitment mean for the people who have to work differently because of it?
What if the thing slowing down AI in HR isn't the technology at all, but the way the function is set up to deliver it?
As AI reshapes work, the people function has an opportunity to play a much bigger role in how organisations navigate the transformation. At Snowflake, that starts with trusted data, strong people analytics and a clear view of what technology should automate, where it should augment human capability, and what should remain human.