In this HCI Webinar, I talk with Jordan Hammerstad about the new report out from the Josh Bersin company, The Definitive Guide to Corporate Learning. Jordan Hammerstad is Associate Director of Research at The Josh Bersin Company, where she leads the L&D Roundtable—an executive forum driving corporate learning innovation. Passionate about the intersection of behavioral sciences and the workplace, she pursued a bachelor's degree in neuroscience before obtaining her master's in human resources. As a certified HR practitioner, Jordan brings experience from multiple industries, including commercial real estate, higher education, industrial automation, retail, and transportation. Her research focuses on learning and development—notably dynamic skilling, performance enablement, and AI-first corporate learning transformations.

This research explores the strategic paradox facing modern executives who must balance immediate financial pressures with the necessity of long-term organizational transformation. According to recent survey data, leaders who embrace dynamic reinvention—specifically through artificial intelligence deployment and cross-sector expansion—achieve significantly higher profitability than those who adopt defensive postures. A critical theme is the "attention crisis," where CEOs struggle to allocate time between short-term threats like cybersecurity and the multi-year commitments required for innovation. The research also quantifies the high financial value of stakeholder trust, noting that organizations with strong digital and operational integrity see better shareholder returns. Ultimately, the research argues that future success depends on building enterprise-scale foundations for emerging technologies while cultivating an agile, purpose-driven workforce. Effective leadership in 2026 requires mastering both the "microscope" of daily operations and the "telescope" of strategic evolution.

In this podcast episode, Dr. Jonathan H. Westover talks with Jordan Hammerstad about the new report out from the Josh Bersin company, The Definitive Guide to Corporate Learning. Jordan Hammerstad is Associate Director of Research at The Josh Bersin Company, where she leads the L&D Roundtable—an executive forum driving corporate learning innovation. Passionate about the intersection of behavioral sciences and the workplace, she pursued a bachelor's degree in neuroscience before obtaining her master's in human resources. As a certified HR practitioner, Jordan brings experience from multiple industries, including commercial real estate, higher education, industrial automation, retail, and transportation. Her research focuses on learning and development—notably dynamic skilling, performance enablement, and AI-first corporate learning transformations. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

This conversation explores the strategic paradox facing modern executives who must balance immediate financial pressures with the necessity of long-term organizational transformation. According to recent survey data, leaders who embrace dynamic reinvention—specifically through artificial intelligence deployment and cross-sector expansion—achieve significantly higher profitability than those who adopt defensive postures. A critical theme is the "attention crisis," where CEOs struggle to allocate time between short-term threats like cybersecurity and the multi-year commitments required for innovation. The research also quantifies the high financial value of stakeholder trust, noting that organizations with strong digital and operational integrity see better shareholder returns. Ultimately, they argue that future success depends on building enterprise-scale foundations for emerging technologies while cultivating an agile, purpose-driven workforce. Effective leadership in 2026 requires mastering both the "microscope" of daily operations and the "telescope" of strategic evolution. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Abstract: This article examines the leadership paradox facing chief executives in 2026: balancing immediate performance pressures with long-term transformation imperatives amid technological disruption and declining confidence. Drawing from PwC's 29th Global CEO Survey of 4,454 executives across 95 countries, this analysis reveals that while CEO confidence in short-term revenue growth has declined significantly, those pursuing aggressive reinvention strategies—particularly in artificial intelligence deployment, cross-sector expansion, and innovation capability building—demonstrate measurably superior financial performance. The research identifies a critical tension between time horizons, with executives dedicating 47% of attention to issues spanning less than one year while facing transformative forces requiring multi-year commitments. Organizations successfully navigating this complexity share common characteristics: systematic integration of emerging technologies into core operations, deliberate cultivation of stakeholder trust across operational and digital domains, and leadership willingness to recalibrate time allocation toward strategic imperatives. The findings suggest that organizational dynamism, rather than defensive posturing, correlates with enhanced profitability and growth prospects. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

This conversation explores the strategic paradox facing modern executives who must balance immediate financial pressures with the necessity of long-term organizational transformation. According to recent survey data, leaders who embrace dynamic reinvention—specifically through artificial intelligence deployment and cross-sector expansion—achieve significantly higher profitability than those who adopt defensive postures. A critical theme is the "attention crisis," where CEOs struggle to allocate time between short-term threats like cybersecurity and the multi-year commitments required for innovation. The research also quantifies the high financial value of stakeholder trust, noting that organizations with strong digital and operational integrity see better shareholder returns. Ultimately, they argue that future success depends on building enterprise-scale foundations for emerging technologies while cultivating an agile, purpose-driven workforce. Effective leadership in 2026 requires mastering both the "microscope" of daily operations and the "telescope" of strategic evolution. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In today’s workplaces, artificial intelligence (AI) is quietly transforming how work is done, introducing new systems that influence daily tasks, decision-making, and evaluations. This shift, while technologically impressive, has sparked what is known as algorithmic anxiety—a complex emotional and psychological response where workers feel uncertain about their roles, undervalued, and distrusting of AI systems. Algorithmic anxiety deeply impacts professional identity, as people often derive pride and purpose from their skills and contributions. When AI encroaches on expert judgment—whether in healthcare, education, or management—workers feel diminished and disengaged. This anxiety is compounded by a loss of trust, particularly when AI is used for invasive surveillance without transparency, and by a persistent uncertainty about job security in the face of automation. Highlights 🤖 AI is silently transforming workplaces, causing widespread “algorithmic anxiety” among workers. 🧑‍⚕️ Professional identity is threatened as AI begins dictating expert decisions in fields like healthcare and education. 👁️ Surveillance through AI erodes trust, fostering feelings of betrayal and loss of autonomy. 😰 Job insecurity due to automation fuels chronic stress and reduces workplace motivation and innovation. 🔍 Transparency about AI processes can demystify technology and build employee trust. 🧑‍🤝‍🧑 Human oversight and participatory design are vital to maintaining human control and collaboration with AI. 🌱 Compassionate leadership and reskilling empower workers to thrive in an AI-integrated future. Key Insights 🤖 Algorithmic Anxiety as a New Workplace Phenomenon: Unlike simple technophobia, algorithmic anxiety represents a profound identity crisis where workers feel their expertise and value are undermined by AI. This psychological shift could reshape workplace culture and employee engagement on a broad scale, necessitating new strategies for human-AI coexistence. 🧠 Erosion of Professional Identity: For many, work is a core part of self-definition. AI’s growing role in decision-making—from doctors to teachers to managers—can marginalize human judgment and intuition. This diminishment of unique human skills risks disengagement and loss of professional pride, which harms productivity and morale. Protecting these human elements is essential for sustainable workforce satisfaction. 🔒 Loss of Trust through AI Surveillance: The use of AI to monitor employee behavior in minute detail, often without transparent communication, breeds mistrust and a sense of digital oppression. This undermines workplace relationships and can lead to decreased loyalty and increased turnover. Ethical use of monitoring technology must balance efficiency with respect and privacy. ⚖️ Uncertainty and Job Insecurity: The fear that AI will eventually replace human jobs is a powerful driver of stress and mental health decline. This uncertainty can lead to minimal compliance and system gaming rather than genuine engagement, ultimately reducing innovation and organizational growth. Addressing these fears through clear communication and career development is critical. 💡 Transparency as a Trust Builder: Explaining how AI systems work, what data they use, and the rationale behind decisions demystifies technology and reduces fear. Transparency empowers employees to understand AI’s role as a tool rather than an uncontrollable force, fostering collaboration rather than resistance. 👥 Human-in-the-Loop and Participatory Design: AI systems that allow human review and override preserve human agency. Involving workers in designing AI tools not only improves usability but also builds trust and acceptance, creating a more harmonious integration that respects human expertise while benefiting from technological advances. 🌍 Leadership and Culture for a Humane AI Future: Compassionate leadership that prioritizes psychological safety, ethical guidelines, and reskilling creates an environment where AI enhances rather than threatens human work. Organizations that treat AI adoption as a human-centered change project serve as models, showing that technology can augment human potential without sacrificing dignity or motivation. If this helped you, please like and share to spread these vital ideas. #AlgorithmicAnxiety #AIWorkplace #HumanAICollaboration #PsychologicalSafety #DrJonathanWestover OUTLINE: 00:00:00 - A New Kind of Worry 00:00:49 - Losing Our Place at Work 00:02:01 - Identity, Trust, and Uncertainty 00:03:11 - Solutions for a Human-Centred Workplace 00:04:11 - A Call for Dignity

This research examines algorithmic anxiety, a complex psychological distress felt by employees as artificial intelligence reshapes the modern workplace. It identifies how automation can shatter professional identity and violate the psychological contract between employers and staff, leading to decreased engagement and productivity. Rather than focusing solely on technical efficiency, the research advocates for a human-centered approach to AI integration. This strategy emphasizes transparent communication, worker participation in governance, and meaningful reskilling to preserve human dignity. Ultimately, the research argues that the success of technological advancement depends on whether AI is used to augment human value or merely replace it.