In this podcast episode, Dr. Jonathan H. Westover talks with Julia Bersin about the recent report out from the Josh Bersin Company, People Management in the Age of AI: The Rise of the Supermanager (https://www.google.com/url?q=https://joshbersin.com/supermanager/&sa=D&source=calendar&usd=2&usg=AOvVaw2JzZObr62CHLZxZJYWbmXN) . Julia Bersin is currently Associate Director, Research at the Josh Bersin Company - studying people practices and technology that help companies transform work for the future. She has a background in B2B tech with a focus on demand gen & growth. She has experience managing multiple functions and teams and marketing to various industries and roles – including HR, TA, Customer Support & Revenue functions.  Check out all of the podcasts in the HCI Podcast Network (https://www.podbean.com/podcast-network/HCI) !

In this HCI Webinar, Dr. Jonathan H. Westover talks with Sacha Thompson about psychological safety and why is it essential for an inclusive workplace. Sacha Thompson is the visionary founder behind The Equity Equation, a prestigious consultancy dedicated to fostering inclusive cultures. Based in the vibrant Washington, DC area, Sacha brings over two decades of diverse experience spanning the education, non-profit, and tech sectors to empower her clients.

The traditional employer-employee relationship is undergoing a profound transformation, evolving from a transactional exchange of time for pay into a holistic partnership centered on comprehensive employee well-being. Today’s workforce demands benefits that address the whole person—not just basic health insurance and retirement plans but an integrated ecosystem supporting physical health, mental and emotional wellness, financial stability, and caregiving needs. This shift is driven by a recognition that these aspects are deeply interconnected and impact not only employees’ personal lives but also their productivity and engagement at work. Highlights 🌍 Employee benefits are evolving from basic perks to a holistic wellness ecosystem addressing physical, mental, financial, and caregiving needs. 💪 Holistic health programs prioritize prevention, chronic disease management, and proactive care to improve overall well-being. 🧠 Mental health support includes confidential therapy, resilience tools, manager training, and stigma reduction efforts. 💰 Financial wellness initiatives provide coaching, debt management, and planning resources to reduce stress and enhance stability. 👶 Caregiving support helps employees balance work and family with child/elder care, paid leave, and flexible scheduling. 🤖 Technology enables seamless, personalized access to benefits via AI-driven, integrated digital platforms with privacy and equity considerations. 🔄 Future benefits require adaptive, equity-centered designs that evolve with diverse employees’ changing needs and life circumstances. Key Insights 🌐 Holistic Approach as a Strategic Imperative: The shift to viewing employees as whole humans integrating physical, mental, financial, and caregiving dimensions reflects a deep strategic transformation. Companies embracing this model gain competitive advantage by fostering resilience and loyalty, which directly impact performance and innovation. This is no longer a ‘nice-to-have’ but a necessity to attract and retain talent in a competitive landscape. 🛡️ Psychological Safety and Loyalty Enable Innovation: Building psychological safety through comprehensive well-being programs encourages employees to take calculated risks and be more innovative. When people feel supported across life domains, their engagement rises, leading to higher revenue per employee and lower absenteeism/presenteeism. This demonstrates how investments in well-being ripple into organizational outcomes. ⚖️ Equity-Centered Design Enhances Accessibility: Benefits must be tailored for diverse workforces including frontline workers, remote employees, and multilingual populations. Culturally competent mental health support and digital inclusivity are essential. Without equitable design, excellent benefits fail to reach those who might need them most, risking widening disparities rather than closing them. 🤖 Responsible AI Governance Protects Trust: AI is powerful for personalizing benefits and guiding employees to relevant resources, but it must be governed with transparency and fairness to avoid biases and privacy breaches. Providing human oversight and opt-out options builds trust and dignity, ensuring technology amplifies rather than undermines support. This balance is critical as digital platforms become central to benefit delivery. 🔄 Adaptive Personalization Must Evolve Over Time: Employee needs evolve across career phases and life stages. Well-being ecosystems must be dynamic, continuously learning from employee input and usage patterns to provide relevant support. Static one-size-fits-all programs fail to capture this fluidity, whereas adaptive personalization maximizes impact and employee satisfaction. 💼 Integration Across Life and Work Enables Sustainability: The inclusion of caregiving support recognizes that employees’ non-work responsibilities profoundly influence career sustainability. Subsidies, backup care, paid leave, and flexible scheduling allow employees to maintain productivity and engagement without sacrificing family or personal obligations—key to sustaining diverse talent pools over time. 📈 Proactive Prevention is a Financial and Health Necessity: Rising healthcare costs and the burden of chronic diseases make prevention and proactive health management a financial imperative for employers. Investing in integrated physical health services such as screenings, vaccines, and disease management lowers sick days and healthcare costs, demonstrating a clear business return on wellness investments. Like and share if this helps your benefits strategy — comment your biggest challenge below. #EmployeeBenefits #WellnessEcosystem #HR2026 #MentalHealth #FinancialWellness OUTLINE: 00:00:00 - A new era of employee well-being 00:01:23 - Pillars and forces reshaping benefits 00:03:14 - Capabilities for 2026 and how to start

Abstract: Employee benefits are undergoing a fundamental transformation from standardized, compliance-driven programs into personalized wellness ecosystems that address the full spectrum of worker needs. This article examines how organizations are reimagining benefits architecture to support physical health, mental wellbeing, financial security, and caregiving responsibilities through integrated, technology-enabled platforms. Drawing on contemporary research and organizational practice, the analysis identifies key drivers of this evolution—including workforce demographic shifts, rising healthcare costs, and intensifying competition for talent—and documents their measurable impacts on productivity, retention, and organizational performance. The article presents evidence-based strategies organizations are deploying across communication, program design, and technological infrastructure, supplemented by real-world examples from diverse industries. It concludes by outlining three forward-looking capabilities organizations must develop: adaptive personalization systems, equity-centered design processes, and responsible AI governance frameworks. Practitioners gain actionable guidance for transforming benefits from transactional offerings into strategic enablers of workforce resilience and competitive advantage.

In this podcast episode, Dr. Jonathan H. Westover talks with Sacha Thompson about psychological safety and why is it essential for an inclusive workplace. Sacha Thompson is the visionary founder behind The Equity Equation, a prestigious consultancy dedicated to fostering inclusive cultures. Based in the vibrant Washington, DC area, Sacha brings over two decades of diverse experience spanning the education, non-profit, and tech sectors to empower her clients. Check out all of the podcasts in the HCI Podcast Network (https://www.podbean.com/podcast-network/HCI) !

Leadership decisions often come with intense pressure and isolation, requiring input from diverse advisors to navigate complexity and uncertainty. Traditionally, leaders rely on trusted human networks—boards, senior teams, mentors—to provide wisdom, challenge assumptions, and offer perspectives beyond raw data. However, these human advisors often share similar backgrounds and worldviews, limiting the diversity of insight. The concept of an AI Personal Board of Directors leverages large language models to simulate a conversation among diverse personas with distinct expertise and thinking styles, providing multi-faceted analysis and intellectual friction that enhances decision-making. Highlights 🤝 Leadership decisions rely heavily on trusted human advisors but face limits due to shared perspectives. 🤖 AI Personal Board simulates diverse expert personas to provide multi-angle problem analysis. 💡 Leaders use AI boards to challenge assumptions, detect blind spots, and explore sensitive strategic issues confidentially. 📊 Practical applications include marketing strategy evaluation and merger due diligence with ethical and financial scrutiny. 🧠 AI boards help leaders overcome cognitive biases by fostering structured dissent and reflection. ⚠️ Risks include AI hallucination, bias, and over-reliance; human judgment and fact-checking remain essential. 🛡️ Transparency and human oversight are critical; AI supports but does not replace human accountability in decision-making. Key Insights 🤖 AI as a Simulated Advisory Board Enhances Diversity of Thought: Traditional leadership advisory circles often suffer from homogeneity in experience and worldview, which can limit perspective and innovation. By programming AI personas with distinct expertise and cognitive styles, leaders gain access to a richer, more diverse set of opinions. This intellectual friction mirrors the benefits of a well-rounded human board but with greater speed, confidentiality, and accessibility. The AI board acts as a force multiplier for reflective, comprehensive decision-making. 🧩 Structured Persona Design is Central to Effective AI Boards: Successful AI boards begin with carefully defining the roles needed to fill gaps in current advisory networks. For example, a pragmatic operator spotlights operational feasibility, an ethicist raises moral concerns, and a skeptical CFO interrogates financial assumptions. This method ensures the AI output is not a generic response but a nuanced conversation that surfaces competing priorities and potential conflicts, helping leaders balance innovation, ethics, risk, and execution. 📉 AI Boards Provide Data-Driven and User-Centric Perspectives Simultaneously: The example of the marketing executive illustrates how different personas provide complementary insights—customer advocates highlight user frustrations, while data-driven strategists scrutinize metrics and forecast impact. This multi-dimensional feedback prevents leaders from proceeding based solely on optimism or intuition, encouraging budget reallocation that prioritizes fixing core issues before aggressive marketing spends, which preserves long-term customer value. 🧠 Psychological Safety and Cognitive Bias Mitigation: Leadership can be isolating and fraught with fear of mistakes. The AI board offers a confidential sandbox to test ideas without fear of judgment, enabling leaders to surface and challenge their own cognitive biases such as confirmation bias. Incorporating dissenting voices like a devil’s advocate persona forces the examination of counterarguments, making decisions more resilient. Reviewing AI interactions afterward facilitates deeper self-awareness and continuous improvement in decision-making style. ⚠️ AI Limitations Demand Vigilance and Human Oversight: Despite its power, AI is prone to hallucinating facts, fabricating data, or perpetuating biases embedded in its training corpus. Leaders must treat AI-generated insights as brainstorming inputs rather than definitive answers. Independent verification of any factual or data-driven claims is non-negotiable. This maintains the integrity of decisions and protects against costly errors based on inaccurate AI output. 🌐 Ethical Risks and the Importance of Human Accountability: AI lacks an understanding of nuanced political, emotional, and cultural dynamics within organizations. Decisions that seem sound on paper may fail in practice due to these unseen factors. Over-reliance on AI risks abdication of leadership responsibility, which can erode trust and accountability. Ethical use involves transparency about AI’s role and ensuring that final judgment remains firmly with human leaders who understand contextual subtleties. If this helped, please like and share the video. #GenAI #PersonalBoard #AdaptiveLeadership #LeadershipDevelopment #AI #DecisionMaking

Abstract: Leaders increasingly face complex, ambiguous decisions in volatile environments where traditional advisory networks may prove insufficient. This article examines an emerging practice: constructing virtual personal boards of directors using generative artificial intelligence to simulate diverse advisory perspectives. Drawing on leadership development literature, decision-making theory, and early practitioner accounts, we explore how AI-enabled persona modeling complements human advisory relationships. The framework presented integrates evidence on personal boards, cognitive diversity, and AI augmentation, while offering structured guidance for executives seeking to expand their strategic thinking capacity. Organizational examples span technology, consumer goods, and professional services sectors. We conclude that hybrid advisory systems—blending human trust with AI-enabled cognitive range—represent a promising frontier in executive development, provided leaders maintain critical discernment and ethical grounding.

In this HCI Webinar, Dr. Jonathan H. Westover talks with Julia Bersin about the recent report out from the Josh Bersin Company, People Management in the Age of AI: The Rise of the Supermanager. Julia Bersin is currently Associate Director, Research at the Josh Bersin Company - studying people practices and technology that help companies transform work for the future. She has a background in B2B tech with a focus on demand gen & growth. She has experience managing multiple functions and teams and marketing to various industries and roles – including HR, TA, Customer Support & Revenue functions.