Most organizations approaching AI are struggling and running pilot projects that go nowhere. The common assumption is that the technology itself is flawed, over hyped, or too complex. However, the employers that are succeeding with AI have discovered something different. The technology isn't the problem, and the real barriers are human. Employee resistance, fear about job security, and the inertia of doing things the way they've always been done.
What makes the difference between AI projects that fail and those that transform how teams actually work?
My guest this week is Taylor Bradley, VP Talent Strategy & Success at Turing. In our conversation, Taylor shares how he built grassroots adoption in his team by starting with simple prompt libraries, the framework for deciding what should be automated, what should be augmented, and what should be left to humans, and why every AI project is really a human change management project in disguise..
In the interview, we discuss:
Unlocking AI's full potential
The most significant challenges when implementing AI in HR and TA
Why AI pilots fail
AI projects are actually human change management projects
The inertia of the status quo
Talent use cases
When to augment and when to automate
Breaking down roles into tasks
Surprising measures of success
How HR and TA roles need to evolve
Considering adverse impacts
What will the future look like?
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