In this podcast episode, Dr. Jonathan H. Westover talks with how leaders can build highly engaged teams in today's performance-focused environment. Dr. Roger A. Gerard is the owner of Sloan & Gerard Consulting, a private consulting practice serving executives and boards in strategic planning, operational planning, executive coaching, and management development. He also specializes in process improvement, and the use of lean methodologies in bringing about significant and measurable organizational improvement. He is the former Chief Learning Officer for ThedaCare, an integrated healthcare delivery system, retiring from that position in 2014 after 23 years in that role. Dr. Gerard has a 52-year career history leading executive and management development initiatives, in both large and small organizational environments. His work has been primarily within the healthcare industry, but he has also spent a quarter of his career consulting in manufacturing and service industries nationwide. In addition, he is a creative photographer, and provides help to his wife Debra in her fine art business (www.sloangerardstudio.com (https://www.google.com/url?q=http://www.sloangerardstudio.com&sa=D&source=calendar&usd=2&usg=AOvVaw2XlkyCEqKrk2u26gcUymJs) ). Previously, Dr. Gerard served as Vice President of Northern Michigan Hospitals and as the Director of Organizational Development. Before joining NMH, he was Creative Manager for Quality Systems for Sandy Corporation where he consulted with major clients (Burroughs, IBM, General Motors, Hyatt, etc.) on systemic leadership development and quality improvement projects. Dr. Gerard is the author of Owning the Room: Leading with Mind, Heart and Spirit to Make Extraordinary Choices in a Demanding World and the forthcoming title, Lead With Purpose: Reignite Passion and Engagement For Professionals in Crisis. He also co-authored On the Mend: Revolutionizing Healthcare to Save Lives and Transform the Industry. Dr. Gerard has presented at numerous national conferences and locally throughout Wisconsin and Michigan on leadership and lean in the healthcare industry. He earned his Ph.D. in Management and Applied Decision Sciences from Walden University in 2001. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

This research explores how purpose-specific artificial intelligence fosters organizational resilience by enhancing an enterprise's ability to sense, respond to, and recover from disruptions. The research distinguishes between work-oriented AI, which optimizes task efficiency and data analysis, and social-oriented AI, which improves interpersonal coordination and collective communication. By applying dynamic capability theory, the research demonstrates that these technologies help firms "bounce forward" from crises, provided they are supported by a data-driven culture and adaptive governance. Real-world examples from companies like Unilever and Maersk illustrate how integrating AI into core operations leads to superior financial and operational recovery. Ultimately, the research provide a strategic roadmap for leaders to align technological investment with long-term adaptive capacity in an era of constant change.

Abstract: Organizational resilience has become essential as enterprises navigate volatility, disruption, and rapid technological change. While artificial intelligence is widely viewed as a resilience enabler, most research treats AI adoption as uniform technological input rather than examining how distinct purposes of AI use shape resilience-building mechanisms. This article synthesizes emerging scholarship on AI-enabled dynamic capabilities to clarify how work-oriented and social-oriented AI applications differentially contribute to organizational resilience. Drawing on dynamic capability theory and configurational analysis, we explore how AI use strengthens sensing, operationalization, and reconstruction capabilities, and how data-driven culture moderates these relationships. The analysis reveals that both forms of AI use enhance resilience through capability development, with work-oriented AI showing stronger direct effects. Moreover, resilience emerges through multiple configurational pathways rather than singular linear mechanisms. These findings offer practitioners evidence-based guidance for purposefully deploying AI to build adaptive capacity, and highlight the importance of aligning AI strategy with organizational culture and capability development objectives. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode, the hosts dive into groundbreaking research on how artificial intelligence can transform organizational resilience in turbulent times. They debate the fascinating distinction between work-oriented AI—which sharpens operational efficiency and data analysis—and social-oriented AI, which strengthens team coordination and communication across the enterprise. Drawing on dynamic capability theory and compelling case studies from industry giants like Unilever and Maersk, the conversation explores how companies can leverage these technologies not just to survive disruptions, but to "bounce forward" and emerge stronger from crises. The hosts wrestle with critical questions about implementation: What does it really take to build a data-driven culture that supports AI adoption? How can leaders design adaptive governance structures that keep pace with technological change? And most provocatively, they challenge whether investing in AI's social dimensions—often overlooked in favor of pure automation—might be the secret ingredient that separates companies that merely recover from those that truly thrive in an age of constant uncertainty. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

This research explores how purpose-specific artificial intelligence fosters organizational resilience by enhancing an enterprise's ability to sense, respond to, and recover from disruptions. The research distinguishes between work-oriented AI, which optimizes task efficiency and data analysis, and social-oriented AI, which improves interpersonal coordination and collective communication. By applying dynamic capability theory, the research demonstrates that these technologies help firms "bounce forward" from crises, provided they are supported by a data-driven culture and adaptive governance. Real-world examples from companies like Unilever and Maersk illustrate how integrating AI into core operations leads to superior financial and operational recovery. Ultimately, the research provide a strategic roadmap for leaders to align technological investment with long-term adaptive capacity in an era of constant change. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this HCI Webinar, I talk with Layla El Khadri about embracing feminine leadership in business. Layla El Khadri knows how to get you to access your awe-inspiring magnetism. She has over a decade of experience guiding women to express their absolute highest potential & embody their magic. Layla is the founder of She Leads, a business that guide women to tap into their feminine power, find their unique gifts & turn them into mission-driven business to create a positive impact in the world. With over ten years of experience as a mentor, a degree in Film making, & a master in Somatic Therapy, Layla's passion for personal transformation has taken her all over the world studying, mastering, and distilling the most potent tools and techniques for self-empowerment. The Art Layla has created has touched millions of women across the globe inspiring them to grow, to connect in sisterhood, and to grow their lives & businesses.

This research explores how open communication regarding AI systems significantly influences employee performance and psychological well-being within hybrid work environments. The research argues that when organizations provide clear insights into algorithmic decision-making, they foster greater leadership trust and boost workers' confidence in their own career progression. Conversely, technological opacity can lead to employee disengagement, anxiety, and a perceived loss of fairness, particularly for remote staff who lack informal information channels. To combat these risks, the research suggests implementing participatory design, literacy programs, and human oversight frameworks to ensure accountability. Ultimately, the study positions AI transparency as a vital strategic tool for building a resilient, proactive workforce in an increasingly automated world.

In this timely debate, our two cohosts confront the pervasive trust deficit that defined the 2025 workplace—but they fundamentally disagree on who's to blame and what actually fixes it. One host argues that systematic credibility failures like ghost jobs, biased performance evaluations, and opaque leadership have shattered the psychological contract between workers and employers, creating measurable organizational damage through turnover, stifled innovation, and mental health crises that demand structural transparency and procedural fairness, not cosmetic fixes. The other host questions the narrative: have companies really gotten worse, or have employees simply become entitled and cynical, expecting perfection while contributing less, and isn't this "trust deficit" just workers weaponizing grievances in a tight labor market where they suddenly have leverage? They'll battle over whether leadership accountability and authentic communication are genuine solutions or impossible standards that no organization can meet, debate if structural transparency actually rebuilds trust or just exposes necessary business realities that will make employees even more anxious, and ultimately wrestle with the core question: is skepticism now the rational employee response to documented corporate deception, or have we created a victimhood culture where no amount of organizational reform will ever be enough to satisfy a workforce that's decided distrust is its default position? See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.