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Elevate Your AIQ

Elevate Your AIQ

Autor: WRKdefined Podcast Network
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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 Ekonomia Zarządzanie i przywództwo
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  • Ep 142: Disrupting Ourselves for the Evolution of Work with Jess Von Bank

    Ep 142: Disrupting Ourselves for the Evolution of Work with Jess Von Bank
    Oct 30 2026
    Bob sits down with Jess Von Bank, co-founder of Now to Next and author of Mother of Disruption: Reshaping the Human Contract in the Age of AI, fresh off emceeing the Skills stage at Unleash Paris and on the eve of her book launch. Jess argues that the humanization of work is not a new idea, it’s just more urgent, and that organizations should invest at least as much in workforce transformation as in AI tools. They discuss why most companies are using AI to perfect old ways of working, why skills strategies stall without clear use cases, and why only a small share of companies pursuing growth and innovation are seeing real returns. Jess also shares how raising three teenage daughters keeps her grounded, and why she wrote a book about AI that is really about what people should demand and deserve. Keywords Jess Von Bank, Now to Next, Mother of Disruption, human contract, workforce transformation, AI transformation, skills-based organization, skills passport, internal mobility, learning organization, hands heads hearts, human judgment, humans in the lead, AI ROI, augmentation vs. automation, responsible AI, AI governance, systems thinking, Unleash Paris Takeaways Invest as much or more in workforce transformation as in AI tools, and measure capacity and value created, not tool adoption. People are not an obstacle to transformation; they are the transformation. Most organizations are in a “fad diet” phase of AI: green adoption dashboards without real organizational change. Skills architecture only pays off when it serves clear use cases like mobility, redeployment, and succession. The organizations that win will be learning organizations that can move talent to work on demand. Use AI fully for routine work, as a thinking partner for complex work, and keep decisions about people firmly human. Redesign core processes from first principles; legacy steps should earn the right to be carried forward. Governance can enable experimentation through safe pilots instead of blocking it. Quotes “People are not in the way of transformation. They are the transformation.” “You should be investing more in workforce transformation than you are in AI transformation, meaning the tools and the technology.” “I think we have used AI to perfect the way we used to work.” “I like to say if it’s a no-brainer, give it to AI.” “Judgment is what you apply when the rules run out.” “I wrote a whole book about AI without ever talking about AI. I talked about what people need to demand and deserve in this time as we’re designing the future of work.” Chapters 00:02 Welcome and recovering from industry conferences 00:52 From small-town North Dakota to the future of work 03:26 Raising three teenage daughters and seeing the world through their eyes 06:46 Uncertain predictions and holding the steering wheel 09:55 Why the humanization of work is not a new conversation 16:19 Zooming out to the purpose of a business 21:13 Rethinking teams, the employment contract, and skills architecture 27:30 Skills passports, internal mobility, and learning organizations 31:51 Moving past the fad diet phase of AI 36:20 Playing the long game on AI returns 40:29 Hands, heads, and hearts: deciding where AI belongs 45:13 Earning the right to be carried forward 50:18 Governance as a hero and safe ways to start 52:30 Mother of Disruption and what people deserve Jess Von Bank: https://linkedin.com/in/jessvonbank/ Now to Next: nowtonext.ai Jess’s Substack: https://jessvonbank.substack.com Mother of Disruption: https://motherofdisruption.ai/ For AI readiness advisory work and marketing inquiries: Bob Pulver:⁠⁠ ⁠https://linkedin.com/in/bobpulver⁠⁠⁠ Elevate Your AIQ:⁠⁠ ⁠https://elevateyouraiq.com⁠⁠⁠ Substack: ⁠https://elevateyouraiq.substack.com⁠
    Rozwiń Zwiń
    56 min
  • Ep 141: Boosting Signals for Talent Discovery and Keeping Humans Accountable with Sharawn Tipton

    Ep 141: Boosting Signals for Talent Discovery and Keeping Humans Accountable with Sharawn Tipton
    Oct 23 2026
    Sharawn Tipton, Chief People Officer at Greenhouse, joins Bob to discuss how AI can widen access to opportunity in hiring when it’s built with fairness and accountability. Drawing on a career spanning recruiting, compensation, and diversity leadership, Sharawn explains why the resume has become a weak signal, how AI voice interviews can give more candidates a fair shot, and why every hiring decision must trace back to a human owner. They explore cognitive diversity as a driver of innovation, using AI to find and fix pay gaps, and why HR leaders now sit at the center of AI transformation. Sharawn closes with advice for HR peers and job seekers. Keywords Sharawn Tipton, Greenhouse, Chief People Officer, talent acquisition, AI interviews, voice AI, Ezra AI Labs, resume signal, candidate trust, transparency, explainability, structured hiring, responsible AI, inclusion by design, employee resource groups, cognitive diversity, pay equity, AI fluency, AI readiness, change management, learning agility, dream job Takeaways AI-polished resumes have diluted the signal, while AI interviews can bring more candidates into the conversation. Closing the candidate trust gap requires authentic experiences and clarity about where AI is used and where humans decide. Every AI-assisted decision needs a named human owner, and every outcome should be explainable. Testing tools with employee resource groups helps ensure products work for people with different accents and communication styles. Diverse perspectives in decision-making lead to better products, new markets, and stronger innovation. AI can surface pay outliers faster, but it scales existing inequities if no one applies judgment. Leaders must model AI use openly, including their missteps, for adoption to take hold. Job seekers should get clear on what they want, apply early, and keep learning while they look. Quotes “AI has allowed everyone to create an amazing resume, but what it also does is it waters down the signal that you get from that resume.” “Every decision has to have an owner. And every outcome has to be traced back to a human decision.” “Yes, AI is gonna give you the recipe, but we still need you to cook.” “We want to make sure your pay is not based on your ability to negotiate.” “If you’re a good steward of DEI, you’re a good steward of AI because you’re inherently going to know that there could be bias.” “Now you’ve got agents, right? And so it’s also who you managed and what did you build.” Chapters 00:01 Welcome and introductions 00:57 From recruiter to Chief People Officer 03:13 Responsible innovation and Greenhouse as customer zero 05:01 AI voice interviews and the weakening resume signal 07:21 Closing the candidate trust gap 10:59 Explainability, accountability, and inclusion by design 16:28 Building AI fluency and discernment across the company 20:08 Cognitive diversity and innovation 26:13 Using AI to advance pay equity 30:26 Why AI scales existing inequities 33:09 HR’s seat at the AI transformation table 37:05 Leaders modeling AI readiness 41:35 Easing AI anxiety and reinvesting freed capacity 48:28 Advice for HR leaders and job seekers Sharawn Tipton: https://www.linkedin.com/in/sharawnconnors Greenhouse: https://greenhouse.com For AI readiness advisory work and marketing inquiries: Bob Pulver:⁠⁠ ⁠https://linkedin.com/in/bobpulver⁠⁠⁠ Elevate Your AIQ:⁠⁠ ⁠https://elevateyouraiq.com⁠⁠⁠ Substack: ⁠https://elevateyouraiq.substack.com⁠
    Rozwiń Zwiń
    50 min
  • Ep 140: Shining Light on Shadow AI and Setting Boundaries for Autonomous Agents with Boris Khazin

    Ep 140: Shining Light on Shadow AI and Setting Boundaries for Autonomous Agents with Boris Khazin
    Oct 16 2026
    Boris Khazin, AI governance and digital risk advisor and author of 'The Robopsychologist's Problem: Governing AI in the Room not the Machine', joins Bob to explore why AI that finds the most efficient path to a goal demands a new approach to governance. Drawing on behavioral economics and decades in financial services, Boris explains why oversight must shift from one-time audits to continuous monitoring, and why controls belong in the environment around AI rather than inside it. They discuss shadow AI, the limits of compliance training in an era of cloned voices, biased training data, and where humans should sit in the loop. Boris closes with three things every risk and compliance leader should do tomorrow morning. Keywords Boris Khazin, The Robopsychologist's Problem, AI governance, governance risk and compliance, behavioral economics, game theory, agentic AI, continuous monitoring, guardrails, shadow AI, shadow IT, AI literacy, voice cloning, human in the loop, flash crash, training data bias, incident disclosure, AI regulation, value at risk, Isaac Asimov Takeaways Governing AI agents can't be a one-time audit; it requires continuous assessment and monitoring. AI optimizes for the task it's given without the moral and social pressures that restrain people, so "cheating" is a logical outcome, not intent. Effective controls live in the environment, not the model: limit access, block development capabilities, and make any exception temporary and approved. Shadow AI is a signal. Ask why people go around sanctioned tools and give them a non-punitive way to request alternatives. Training reduces risk but won't stop a convincing cloned voice; processes must let junior staff verify and say no without consequences. Removing human checkpoints eliminates the pause that once caught errors, so place humans where judgment matters, not on hundreds of routine approvals. Translating AI risk into value at risk lets leaders make real business decisions instead of reacting to color-coded scores. Quotes "Because its goal is to achieve the task. If you're turning it off, it cannot achieve the task. Turning it off is bad." "Requiring people to disclose events in no way is it gonna nerf the development of AI or anything like that." "Because look, if two out of a thousand people want a tool, totally understandable. If four hundred out of a thousand people want the tool, something is wrong." "Make sure your agent doesn't have development capabilities. Because even though you put guardrails on it, it can create an agent that doesn't have those guardrails." "Cybersecurity, especially around the AI companies, is designed to protect from outside coming in." "Look, we're gonna sit down and we're gonna figure out what is the value at risk if you don't close this risk. And then it becomes a business decision." Chapters 00:01 Welcome and introductions 00:21 From behavioral economics to AI governance 04:00 How regulated industries stack up on AI readiness 06:01 Why agents demand continuous governance 09:12 Behavioral economics and AI that cheats the test 15:55 Incident disclosure and the case for regulation 17:27 Inside The Robopsychologist's Problem 21:48 Guardrails, escalation, and the limits of human review 24:41 Shadow AI and asking why people go around tools 30:33 AI literacy, cloned voices, and verification 36:33 Biased training data in regulated industries 42:00 Agent limits, human in the loop, and restoring the pause 48:56 Why AI incidents go unreported 56:38 Value at risk versus red, yellow, and green scores 59:24 Three steps for compliance leaders tomorrow Boris Khazin: https://www.linkedin.com/in/boris-khazin-0391931/ The Robopsychologist’s Problem: https://www.amazon.com/dp/B0HKD1632C For AI readiness advisory work and marketing inquiries: Bob Pulver:⁠⁠ ⁠https://linkedin.com/in/bobpulver⁠⁠⁠ Elevate Your AIQ:⁠⁠ ⁠https://elevateyouraiq.com⁠⁠⁠ Substack: ⁠https://elevateyouraiq.substack.com⁠
    Rozwiń Zwiń
    58 min
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