You’re leading people through constant change. Evolving expectations, AI disruption, and rising pressure to get culture and performance right. If you’re an HR leader, People and Culture executive, or senior business leader shaping the future of work, foHRsight is for you. foHRsight: HR, Leadership & the Future of Work is a weekly podcast from future foHRward, hosted by Mark Edgar and Naomi Titleman Colla. Each episode explores the most pressing issues facing HR and leadership today, including employee engagement, retention, flexible work, leadership effectiveness, and the real impact of AI on organizations. Through candid conversations with CHROs, senior leaders, and forward-thinking experts, foHRsight delivers practical insight and strategic perspective you can apply immediately. The goal is simple: help you make better people decisions, build stronger organizations, and lead with confidence in an increasingly co
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foHRsight: HR, Leadership & the Future of Work is a business podcast hosted by Mark Edgar and Naomi Titleman, with 195 episodes on record and a Required Pod Score of 80.
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Mark Edgar and Naomi Titleman hosts foHRsight: HR, Leadership & the Future of Work, a business show with 195 episodes published.
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Episode #194
How to Reduce Resistance to AI at Work with Gleb Tsipursky
Sep 30, 202638 min
NOTE: We will be welcoming Dr. Gleb to our community for an interactive webinar November 25th. To go deeper on this episode and take the opportunity to connect with Dr. Gleb live, register here: https://us02web.zoom.us/meeting/register/HfJOZAaIRI6DBXc84CSCSA. Hope to see you there! Most AI adoption strategies start with tools, training and governance. But what happens when the real barrier isn’t knowing how to use AI? Employees may be wondering whether the technology will eventually replace them. Experienced professionals may feel that work they spent years learning to do can suddenly be generated in seconds. Others are already using AI successfully but are reluctant to admit it because they worry it will make them look lazy, less capable or as though they have somehow cheated. Those aren’t technology problems. They’re human ones. In this episode of foHRsight , Naomi Titleman is joined by behavioural scientist Dr. Gleb Tsipursky to explore what leaders often miss when trying to drive AI adoption at work. They unpack three very different forms of resistance: fear and anxiety about job security, threats to professional identity, and the social stigma that can keep productive AI use hidden. Gleb shares practical ways leaders can respond, including starting with the work employees actively want off their plates, modelling AI use openly, creating opportunities to share what is working, and giving people genuine space to experiment. The conversation also looks at the growing problem of AI-generated “work slop,” why critical thinking becomes more important rather than less important in an AI-enabled workplace, and how psychological safety needs to be paired with accountability and human review. For HR leaders navigating AI adoption, the challenge is no longer simply choosing the right technology. It is creating an environment where people can learn how to use it without feeling that doing so puts their job, identity or credibility at risk. About Our Guest Dr. Gleb Tsipursky is a behavioural scientist, seven-time bestselling author and author of The Psychology of AI Adoption at Work: From Resistance to Results . His work focuses on how leaders and organizations make better decisions and adapt to changes in the future of work, drawing on extensive research and consulting with organizations navigating AI adoption. Resources Referenced The Psychology of AI Adoption at Work: From Resistance to Results — Dr. Gleb Tsipursky’s latest book. Georgetown University Press Free book sample + AI adoption resources — disasteravoidanceexperts.com/aibook MIT research on GenAI ROI — referenced in the discussion about the majority of AI pilots failing to show ROI. MIT Project NANDA Harvard Business Review on AI “workslop” — referenced in the discussion about poor-quality AI output creating more work for colleagues. Read the article Amy Edmondson on psychological safety — referenced in the conversation about balancing experimentation with accountability. Amy Edmondson Stay Connected with foHRsight To sign up for our monthly newsletter, foHRsight, click HERE Follow us on LinkedIn: Mark Edgar Naomi Titleman Colla future foHRward Follow us on Instagram On November 12th future foHRward will be celebrating our 10-year anniversary and 200th podcast episode in person in Toronto and you’re invited! More information and registration can be found at this link . Hope to see you there! Support the show
What AI Could Finally Make Possible for HR with Franco Girimonte
Sep 23, 202637 min
AI is moving quickly into HR, but the most important question may not be how much work it can automate. It may be what HR chooses to do with the capacity it creates. In this episode of foHRsight , Mark Edgar speaks with Franco Girimonte about what the next phase of AI means for HR operating models, skills, workforce planning and the role HR needs to play in enterprise AI strategy. Franco shares research from The Hackett Group estimating that by 2030, 43% to 49% of HR roles or activities could be automated. But rather than seeing that solely as a headcount story, many HR leaders see an opportunity to redirect capacity toward work that has historically been under-resourced: strategic workforce planning, deeper business partnership, better insights and helping employees and leaders adapt to AI. The conversation also explores why HR and IT increasingly need to lead AI transformation together, why standardized processes matter before organizations can capture the benefits of automation, and how HR roles may shift from producing work to orchestrating work across people and AI agents. For HR leaders feeling both excited and overwhelmed by AI, this episode offers a useful place to start: not with every possible tool, but with the work your organization needs HR to be capable of next. About Our Guest Franco Girimonte is a Principal at The Hackett Group, where he works within HR transformation and brings extensive experience across HR consulting, organization design, operating models, research and benchmarking. His perspective combines hands-on transformation work with a broad view of how organizations across North America and Europe are adapting their HR functions for the future. Resources Referenced The Hackett Group — thehackettgroup.com 2026 HR Key Issues Study: Building the Agentic HR Organization — View the research AI World Class Human Resources — View the research Microsoft Copilot — copilot.microsoft.com Stay Connected with foHRsight To sign up for our monthly newsletter, foHRsight, click HERE Follow us on LinkedIn: Mark Edgar Naomi Titleman Colla future foHRward Follow us on Instagram If you are looking for more foHRsight, sign up for our monthly foHRsight newsletter. It’s free and includes access to our quarterly white paper. This quarter’s white paper is about Rethinking Entry-Level work in the Age of AI, produced with Dr. Miranda Rodak from Indiana University’s Kelley school of business - an important topic for HR, Leadership and parents, students and society as a whole! https://www.futurefohrward.com/subscribe Support the show
How to Use AI Without Losing the Human Side of Hiring with Jeremy Schifeling
Sep 16, 202635 min
AI is making hiring faster. But is it actually helping organizations make better decisions about people? Candidates are using AI to write, tailor and scale applications. Employers are using it to screen, evaluate and increasingly interact with those candidates. The result can quickly become an arms race where both sides automate more, trust each other less, and lose sight of what hiring is supposed to uncover in the first place. In this episode of foHRsight, Naomi Titleman Colla speaks with Jeremy Schifeling about what HR leaders should be paying attention to as AI reshapes recruitment, early-career work and the talent pipeline. At the centre of the conversation is a simple question: does AI move us closer to people, or further away from them? They explore why candidates may be using AI differently than employers assume, where automation genuinely creates room for better human connection, why transparency in the hiring process matters, and what organizations risk when short-term efficiency removes the entry-level opportunities that develop future leaders. They also consider a bigger shift underway in how organizations assess talent. As technical tasks become easier to automate, qualities like initiative, relationship-building, judgment, creativity and the ability to use AI to accomplish meaningful work may become increasingly valuable signals. For HR and talent leaders, the opportunity isn't simply to add more AI to an old hiring process. It's to question whether the process itself is still measuring what matters. About Our Guest Jeremy Schifeling is a former LinkedIn executive, early OpenAI partner and author of three number-one Amazon bestselling career books. Through his work with job seekers, students, career changers and working professionals, he brings a ground-level view of how AI is changing the experience of getting hired and what those changes mean for employers and the future talent pipeline. Resources Referenced Unbreakable by Jeremy Schifeling: https://www.thejobinsiders.com/unbreakable Fortune: “Robots Screening Robots: Inside the AI Arms Race Reshaping Hiring”: https://www.fortune.com/2026/06/01/robots-screening-robots-inside-the-ai-arms-race-reshaping-hiring/ Stanford Digital Economy Lab: “Canaries in the Coal Mine? Six Facts about the Recent Employment Effects of Artificial Intelligence”: https://digitaleconomy.stanford.edu/publication/canaries-in-the-coal-mine-six-facts-about-the-recent-employment-effects-of-artificial-intelligence/ future foHRward: “Rethinking Entry-Level Work in the Age of AI”: https://www.futurefohrward.com/subscribe Jeremy Schifeling on LinkedIn: https://www.linkedin.com/in/schifeling CNBC: “The No. 1 AI Mistake Job Seekers Make”: https://www.cnbc.com/2024/03/18/dont-use-chatgpt-to-write-your-resume.html Stay Connected with foHRsight To sign up for our monthly newsletter, foHRsight, click HERE Follow us on LinkedIn: Mark Edgar Naomi Titleman Colla future foHRward Follow us on Instagram If you are looking for more foHRsight, sign up for our monthly foHRsight newsletter. It’s free and includes access to our quarterly white paper. This quarter’s white paper is about Rethinking Entry-Level work in the Age of AI, produced with Dr. Miranda Rodak from Indiana University’s Kelley school of business - an important topic for HR, Leadership and parents, students and society as a whole! https://www.futurefohrward.com/subscribe Support the show
Most organizations would say they care about their people. The harder question is whether their people can actually feel it. When work is moving quickly and leaders are navigating pressure, change and new technology, it is easy for care to become something organizations talk about rather than something employees experience. But culture is built in the everyday proof points: the questions leaders ask, the clarity they provide, how they respond when someone is struggling, and whether people feel seen in the first place. In this episode of foHRsight , Mark Edgar speaks with Justin Ricklefs about why caring can be a genuine competitive advantage and what it takes to turn that idea into action. Justin shares a practical framework built around curiosity, compassion, clarity and consistency, including why empathy without action only goes so far, why leaders need to ask better questions, and why the strongest culture signals are often much simpler than we think. The conversation is a useful reminder that you cannot market your way to a healthy culture. Your people experience the organization from the inside, and the stories they tell about that experience become part of the business itself. About Our Guest Justin Ricklefs is the founder of strategic brand agency Guild Collective and the author of Give a Damn . His work explores how care, storytelling and human connection shape stronger organizations, brands and leadership cultures. Links from the Episode Justin Ricklefs on LinkedIn: https://www.linkedin.com/in/justinricklefs Guild Collective: https://guildcollective.com/ Give a Damn: The Catalyst for Caring Companies: https://thegiveadamnbook.com/ Stay Connected with foHRsight To sign up for our monthly newsletter, foHRsight, click HERE Follow us on LinkedIn: Mark Edgar Naomi Titleman Colla future foHRward Follow us on Instagram If you are looking for more foHRsight, sign up for our monthly foHRsight newsletter. It’s free and includes access to our quarterly white paper. This quarter’s white paper is about Rethinking Entry-Level work in the Age of AI, produced with Dr. Miranda Rodak from Indiana University’s Kelley school of business - an important topic for HR, Leadership and parents, students and society as a whole! https://www.futurefohrward.com/subscribe Support the show
Why Low Turnover Can Hide a Retention Problem with Amy Stewart and Ruth Thomas
Sep 2, 202634 min
Your turnover numbers might look reassuring. That doesn’t necessarily mean your people want to stay. The current labour market has created what PayScale calls a “job-hugging” era : employees are changing jobs less frequently, but economic uncertainty, slow hiring and anxiety about AI may be keeping people in roles they are no longer particularly happy in. As Amy Stewart puts it, some employees are holding onto their jobs “like you’re hugging a cactus.” That creates a difficult challenge for HR. Low attrition can look like stability while masking disengagement, pay frustration and employees quietly preparing themselves for their next opportunity. In this episode of foHRsight , Naomi talks with PayScale’s Ruth Thomas and Amy Stewart about what the latest compensation and flight-risk data tells us about where organizations may be vulnerable. They explore why new hires can sometimes out-earn longer-tenured employees, why perceived pay fairness can matter as much as actual market competitiveness, and why pay transparency makes it increasingly important for organizations to explain not just what people are paid, but why . The conversation also looks at some less obvious signs of flight risk, from employees seeking bigger titles to acquiring certifications and new skills, and why this slower labour market may actually be the right moment to examine job architecture, internal equity and where your retention dollars will matter most. For HR leaders, the takeaway is simple: don’t wait for resignations to tell you where the risk is. About Our Guests Ruth Thomas is PayScale’s Chief Compensation Strategist and SVP of Marketing, with decades of experience studying compensation, labour-market trends and the evolution of rewards strategy. Her perspective helps connect today’s pay pressures with the broader changes reshaping how organizations attract and retain talent. Amy Stewart is a manager on PayScale’s content and research team and one of the lead authors of its 2026 Flight Risk Report. Her work draws on PayScale’s proprietary compensation data to identify where organizations may be most exposed to attrition and pay-related retention risk. Stay Connected with foHRsight To sign up for our monthly newsletter, foHRsight, click HERE Follow us on LinkedIn: Mark Edgar Naomi Titleman Colla future foHRward Follow us on Instagram If you are looking for more foHRsight, sign up for our monthly foHRsight newsletter. It’s free and includes access to our quarterly white paper. This quarter’s white paper is about Rethinking Entry-Level work in the Age of AI, produced with Dr. Miranda Rodak from Indiana University’s Kelley school of business - an important topic for HR, Leadership and parents, students and society as a whole! https://www.futurefohrward.com/subscribe If you are looking for more foHRsight, sign up for our monthly foHRsight newsletter. It’s free and includes access to our quarterly white paper. This quarter’s white paper is about Rethinking Entry-Level work in the Age of AI, produced with Dr. Miranda Rodak from Indiana University’s Kelley school of business - an important topic for HR, Leadership and parents, students and society as a whole! https://www.futurefohrward.com/subscribe Support the show
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