In this HCI Webinar, Dr. Jonathan H. Westover talks with Jim Frawley about how executives and HR leaders can adapt to change. Jim Frawley is an expert in change management and organizational development, and the founder of the Bellwether Method. Jim is a renowned keynote speaker, the host of Jim's Take the podcast, a big-time reader, small-time triathlete, and full-time father and husband.

This video explores the transformative impact of artificial intelligence (AI) tools on human cognition and productivity. It begins with a vivid scenario illustrating how AI can rapidly complete complex tasks, such as summarizing data and drafting reports, which once took hours or days. This efficiency, however, comes at a cognitive cost. The video introduces the concept of cognitive offloading—the practice of using external tools to reduce mental effort—which has evolved from simple aids like writing or abacuses to sophisticated AI systems capable of reasoning, analysis, and creation. While AI can enhance productivity, it risks diminishing the brain’s intellectual engagement and neuroplasticity by encouraging passivity and reliance on algorithms. The brain, a dynamic organ that strengthens through use, may suffer atrophy in critical thinking, creativity, and memory if its “mental muscles” are not exercised. Highlights 🤖 AI can complete complex cognitive tasks in minutes, drastically improving productivity. 🧠 Cognitive offloading has evolved from simple tools to advanced AI that reasons and synthesizes information. ⚠️ Over-reliance on AI risks intellectual atrophy by reducing critical thinking and creativity. 🔄 The brain’s neuroplasticity requires active mental engagement to maintain and grow cognitive skills. 💡 Conscious, deliberate human-AI collaboration is essential to preserve intellectual rigor. 📅 Implementing habits like “AI Free Fridays” encourages critical thinking and mental exercise. 🌟 The future of AI-human partnership promises enhanced creativity and insight if used mindfully. Key Insights 🤖 AI as Cognitive Offloading on a New Scale: The video highlights how AI transcends traditional tools by not only storing information but actively processing it—reading, analyzing, and synthesizing complex data. This represents a quantum leap in cognitive offloading and redefines how humans interact with knowledge work. However, this new scale of offloading also means that entire cognitive domains could be ceded to machines if not managed carefully. 🧠 Human Brain’s Efficiency and Its Double-Edged Nature: The brain’s evolutionary drive for efficiency means it naturally seeks shortcuts, which AI facilitates. While this conserves energy and frees up capacity, it also risks deconditioning the very skills—critical thinking, problem-solving, creativity—that define human intellect. The video insightfully frames this not as a moral failing but an inherent biological imperative, underscoring the challenge of balancing convenience with cognitive health. 🔄 Neuroplasticity and Skill Atrophy: The brain’s adaptability means that mental skills are not fixed but require consistent use. The analogy of losing high school language skills encapsulates how disuse leads to weakening neural pathways. The video extends this principle to cognitive skills affected by AI usage, suggesting that passive consumption of AI outputs may cause deterioration in attention span, memory recall, and creative capacity. ⚖️ Balancing AI Use with Cognitive Engagement: The key takeaway is that AI should be used as a partner, not a replacement. The video advocates for intentional habits that preserve human agency, such as questioning AI’s conclusions, synthesizing information independently, and using AI-generated content as a springboard rather than a final product. This perspective redefines digital literacy as a set of critical engagement practices rather than mere tool proficiency. 🏢 Organizational Responsibility in AI Integration: Beyond individual users, organizations must architect workflows that integrate AI collaboratively. This means designing roles and processes that leverage AI’s strengths while preserving human creativity and oversight. The video suggests that doing so can foster a new intellectual era rather than signaling a decline in human ingenuity. This insight points to the broader socio-technical challenge of embedding AI ethically and productively in workplaces. 🌟 Optimistic Vision for Human-AI Synergy: The video paints a hopeful picture where AI liberates humans from mundane tasks, enabling scientists, artists, and other creators to push boundaries and innovate. This vision depends on conscious choices today, highlighting mindfulness and ethical considerations as foundational to harnessing AI’s potential. It positions AI as an “apprentice” that requires human direction, fostering a symbiotic relationship rather than dependency. 🧩 Valuing the Mental Journey: Finally, the video underscores the intrinsic value of mental effort—the struggle, concentration, and creativity involved in problem-solving—as essential to developing expertise and wisdom. These are “not bugs to engineer away” but vital features of human cognition. This insight challenges the prevailing narrative that convenience and automation are unqualified goods, advocating instead for a balanced approach that respects and nurtures the cognitive process.

Artificial intelligence (AI) is no longer a futuristic concept but an active, transformative force quietly integrating into workplaces worldwide as AI agents—digital assistants designed to aid with everyday tasks. These AI agents fall into two main categories: narrow AI agents, which specialize in single tasks such as coding, marketing copywriting, or financial analysis, and general AI agents, which are versatile and capable of handling a broader range of functions. Narrow AI agents are widely used today, functioning like highly specialized tools optimized for specific jobs, while general AI agents act more like multi-talented team members. Highlights 🤖 AI agents are transforming workplaces by assisting with everyday tasks like coding, data analysis, and writing. ⚙️ Narrow AI agents specialize in single tasks, while general AI agents offer broader capabilities. 🚀 AI coding assistants speed up software development and improve code quality. ⏱️ AI research agents drastically reduce time spent on data gathering and summarization. 🔄 Automation of repetitive tasks enables workers to focus on strategic and creative roles. 🧠 The key skill for future workers is the ability to learn and collaborate with AI effectively. 💡 Transparency and ethical guidelines are essential for successful AI adoption in organizations. Key Insights 🤖 The duality of AI agents: narrow vs. general: Narrow AI agents function like specialized tools, excelling in one task with efficiency and precision, while general AI agents resemble versatile team members capable of handling complex, multifaceted roles. This distinction is crucial for organizations to understand so they can deploy the right type of AI to suit their specific needs and maximize productivity. 🚀 Accelerating innovation through AI coding assistants: The use of AI in software development is a game-changer. AI can write and review code, reducing human error and speeding up product launches. This technological boost not only cuts down development time but also enhances quality, giving companies a significant competitive edge in fast-paced markets. ⏱️ Redefining roles in knowledge work with AI research agents: AI agents that handle data collection and summarization free up human workers to engage in higher-value activities like interpretation and strategic advisory. This shift improves job satisfaction by moving employees away from routine, labor-intensive tasks toward more intellectually stimulating work. 🔄 Automation as an enabler of human creativity and strategic thinking: By automating repetitive tasks such as data entry and scheduling, AI agents allow workers to focus on roles that require uniquely human skills—critical thinking, empathy, and problem-solving. This transformation could lead to a more fulfilling work experience and unleash greater innovation. 🧠 Learning to collaborate with AI as the most critical future skill: Success in an AI-augmented workplace depends on individuals’ ability to instruct AI clearly, evaluate its outputs critically, and decide when to trust its recommendations. Developing a symbiotic relationship with AI requires continuous learning and adaptability, emphasizing human-AI teamwork rather than competition. 💡 Transparency and ethical frameworks build trust and acceptance: For AI integration to succeed, organizations must communicate clearly about their AI strategies and establish responsible usage policies covering data privacy and ethics. When employees understand the purpose and safeguards of AI deployment, resistance diminishes, and collaboration improves. 🌱 Fostering curiosity and upskilling as survival strategies: Employees are encouraged to embrace AI tools proactively, explore their capabilities and limitations, and seek out training opportunities. Cultivating uniquely human skills—such as asking insightful questions and exhibiting emotional intelligence—will differentiate workers in an AI-enhanced environment, securing their relevance and career growth. #CognitiveCost #GenerativeAI #HumanThinking #AIethics #HybridThinking OUTLINE: 00:00:00 - The All-Too-Helpful Digital Colleague 00:01:17 - The Curious Case of Cognitive Offloading 00:02:44 - The Use-It-or-Lose-It Conundrum 00:03:51 - Forging A Smarter Partnership 00:05:04 - The Future of Thought

In this HCI Webinar, Dr. Jonathan H. Westover talks with Sarah Smart and Sofia Whelan about how AI and automation are reshaping the way companies think about talent. Sarah Smart has over 20 years of leadership experience in Talent Acquisition at companies like Hilton Worldwide, Accenture, and JPMorgan Chase. During her career, Sarah has led global teams in the adoption of Generative AI-enabled technologies, new HCMS, and new processes that transform and align organizations to the new expectations in HR. In her most recent role, Sarah led the Product Organization for Talent Acquisition at JPMorgan Chase as well as leading the Chase Recruiting Organization. Sarah is also a founding member of the Human Centric AI Council, launched in 2025, shaping what human-centric AI looks like in HR. Sofia Whelan brings over 16 years of global HR transformation experience. She has a strong passion and deep focus on translating HR trends into programs that drive business value. During her time at Deloitte as a Human Capital consultant, she excelled at providing advice and implementation services related to HR Technology Strategy, Operating Models/ Org Design and Vendor Selections, as well as Transformation Execution and Change Management for a wide range of companies, including Google, Disney, Ab- Inbev, Pfizer and more. Prior to starting HorizonHuman Sofia led the design and delivery of a Product Operating Model and Skills Strategy at JPMorgan Chase.

In this podcast episode, Dr. Jonathan H. Westover talks with Jim Frawley about how executives and HR leaders can adapt to change. Jim Frawley is an expert in change management and organizational development, and the founder of the Bellwether Method. Jim is a renowned keynote speaker, the host of Jim's Take the podcast, a big-time reader, small-time triathlete, and full-time father and husband. Check out all of the podcasts in the HCI Podcast Network (https://www.podbean.com/podcast-network/HCI) !

This video explores the ongoing debate between traditional office work and flexible work arrangements, highlighting the tensions and opportunities inherent in each model. On one side, leaders advocate for a full-time return to the office, emphasizing the importance of physical proximity for fostering collaboration, innovation, and company culture. On the other, employees who have experienced remote work emphasize autonomy, improved focus, reduced commute times, and better work-life balance. The reality of flexible work is a spectrum ranging from full-time office presence through various hybrid models to fully remote setups. The video stresses that hybrid work is not one-size-fits-all; it requires intentionality, purpose-driven presence, and trust. Remote work demands a culture of asynchronous communication, measurable outcomes, and robust digital tools. Contrary to old assumptions, research shows flexible work arrangements can enhance company culture and do not harm performance or career progression. The resistance from many leaders to embrace flexibility stems partly from a cognitive bias known as “presence bias,” where physical visibility is wrongly equated with productivity. The future of work, the video concludes, lies not in choosing between office or home but in building a culture that thrives anywhere. collaboration. Highlights 🏢 Leaders advocate for office work to preserve culture and innovation. 🏡 Employees value remote work for autonomy, focus, and work-life balance. 🔄 Flexible work is a spectrum: full-time office, hybrid, fully remote. 🎯 Hybrid success depends on purposeful, intentional in-person presence. 🤝 Remote work fosters deliberate communication and asynchronous collaboration. 📊 Research shows flexible models don’t harm performance or promotions. 🔑 The future of work demands trust, autonomy, outcome measurement, and tech investment. Key Insights 🏢 The Office as a Cultural Anchor: Traditional office proponents argue that physical proximity drives spontaneous interactions, collaboration, and a shared identity, which are seen as vital for creativity and innovation. This view reflects a legacy mindset shaped by decades of in-person work cultures where visibility equated to productivity. The office is perceived not just as a workspace but as the heart of company life and community-building. 🏡 Employee Autonomy and Work-Life Integration: Employees who have experienced remote work report benefits such as regained commute time, increased focus free from office distractions, and a stronger sense of control over their schedules. This autonomy enhances psychological safety and motivation, leading to higher engagement. 🔄 The Spectrum of Flexible Work Models: Flexible work is not binary but exists along a continuum from fully onsite to fully remote work, with hybrid models offering a middle ground. Hybrid work varies widely — from fixed schedules to fluid arrangements based on team needs. Success depends on intentionality: hybrid work must not mimic the office’s rigid routines but instead prioritize purposeful in-person interactions, such as planning sessions or team-building, which add value beyond mere presence. 🎯 Intentionality in Hybrid Work: Hybrid models succeed when physical attendance is driven by clear objectives, not arbitrary mandates. This means designing meetings and gatherings with specific goals that benefit from face-to-face interaction, rather than defaulting to office presence as a matter of policy. 🤝 Deliberate Collaboration in Remote Teams: The shift to remote work reduces spontaneous hallway chats but enhances intentional communication. Remote teams rely on scheduled meetings with clear agendas, meticulous documentation, and asynchronous workflows, which can improve clarity and efficiency. 📊 Evidence Supporting Flexibility: Studies, including a 2023 Stanford IEP report, find that hybrid work models do not negatively impact employee performance or promotion opportunities. This challenges long-held assumptions that distance hinders teamwork and career advancement, reinforcing that outcome-based performance metrics are more accurate than presence-based assessments. 🔑 Overcoming Presence Bias and Building a Future-Ready Culture: Many leaders resist flexible work due to “presence bias,” equating physical visibility with productivity. This bias is a cognitive error that fails to recognize the value of autonomy and trust. Moving forward, organizations must abandon rigid rules about where and when work happens and instead establish clear goals, empower teams to choose how to meet them, and measure success by results. OUTLINE: 00:00:00 - A False Choice 00:00:54 - The Spectrum of Flexibility 00:02:39 - Flexibility's Surprising Impact 00:03:40 - Unpacking Leadership's Hesitation 00:04:21 - The Blueprint for Flexible Success

Abstract: This practitioner-oriented research brief examines strategies that leadership teams can adopt to cultivate an environment where teams can make prudent yet prompt decisions. As the business climate becomes increasingly volatile, uncertain, complex, and ambiguous (VUCA), empowering teams to align and act swiftly when conditions merit speed provides a competitive advantage. However, hasty decision-making can also lead to unintended consequences if issues are not fully understood. Drawing from 15 years of research and consulting experience, the brief explores how fostering a culture of psychological safety allows diverse perspectives and learning to surface before consensus, streamlining governance in proportion to complexity, and curating advisory structures strategically can reduce barriers to team alignment. Industry examples from high-performing organizations like Amazon and Google demonstrate these approaches in action. The brief concludes that by developing a "decision-ready" mindset and culture, leadership teams can position their groups to navigate flexibly at a sustainable yet efficient cadence, responding nimbly to shifting market needs.

Discover why "otroverts" could be your company's hidden superpower. In this 5-minute explainer based on Dr. Jonathan H. Westover's research, we demystify otroverts — a third relational orientation that blends emotional independence with deep connection. Learn how recognizing otrovert traits boosts innovation, leadership diversity, and resilience, plus practical talent-management strategies, team design tips, and inclusive leadership practices you can apply today. Produced with upbeat, professional stock music and a clear middle-aged British narration, this video is perfect for HR leaders, managers, and innovators seeking competitive advantage through relational diversity. Highlights The Otrovert represents a third social style beyond introvert and extrovert. 🤝 Otroverts thrive on deep, meaningful one-on-one interactions rather than crowds or solitude. 🔍 They build strong trust and serve as critical connectors within teams. 🔗 Otroverts recharge through focused, selective social engagement. ⚡ Recognizing Otroverts enhances workplace inclusivity and innovation. 🌱 Flexible workspaces and workflows support diverse relational styles. 🏢 Leadership paths should reward diverse contributions beyond visibility and charisma. 🎯 Key Insights 🌟 The Otrovert expands the traditional introvert-extrovert spectrum, highlighting a unique social energy focused on trusted others, not crowds or solitude. This redefines how we understand workplace dynamics. 🔑 Otroverts’ ability to form deep, resilient bonds of trust makes them indispensable in complex, collaborative environments where psychological safety drives innovation. 🎯 Unlike extroverts who energize groups and introverts who recharge alone, Otroverts selectively engage in meaningful pairs, optimizing creativity and problem-solving. 🧩 Otroverts act as the team’s connective tissue, bridging communication gaps and facilitating understanding, which stabilizes teams under pressure. 🏢 Designing flexible work environments with varied spaces for collaboration respects diverse social needs and boosts productivity and morale. 📈 Rethinking leadership and recognition to include mentorship and relational skills prevents bias toward only vocal or visible employees, fostering balanced team growth. 📚 Educating managers about relational styles and embedding these concepts into company culture empowers employees and enhances team cohesion and performance. OUTLINE: 00:00:00 - Unveiling the Otrovert 00:01:24 - Unveiling the Otrovert (cont.) and Defining the Otrovert 00:02:53 - Defining the Otrovert 00:04:16 - Unique Strengths in Action 00:07:07 - Building a More Inclusive Workplace 00:10:01 - Embracing the Full Spectrum of Collaboration