The HCL Review Podcast

The Human Side of Generative AI: Creating a Path to Productivity, by Jonathan H. Westover PhD

Abstract: The rapid rise of generative artificial intelligence (AI) presents both opportunities and challenges for organizations. While generative AI offers transformative potential to boost productivity through new forms of data creation, its implementation also brings significant human impacts that require thoughtful leadership. This article explores the human side of generative AI from both theoretical and practical perspectives, focusing on change management, people-centered design, and responsible implementation. Key areas include managing cognitive, emotional, and behavioral responses to AI-driven change, as well as fostering cultures of transparency, learning, and accountability. The article highlights best practices such as early stakeholder involvement, iterative evaluation, and robust governance to ensure generative AI aligns with human needs and ethical standards. Case studies, including Anthropic’s AI safety efforts, illustrate how leaders can promote responsible innovation by integrating human-centered practices throughout the technology lifecycle. By proactively addressing the human dimensions of AI adoption, organizations can achieve sustainable productivity gains while maintaining trust, well-being, and ethical integrity.
 

The Untapped Potential of Mature Talent: Making the Business Case for an Aging Workforce, by Jonathan H. Westover PhD

Abstract: This article argues that organizations should embrace hiring and retaining older workers due to the many benefits they provide. It dispels common myths that skills and abilities necessarily decline with age by reviewing research showing cognitive abilities remain strong into one's 60s and experience can offset physical declines. The article then presents five key advantages of older workers: they excel at soft skills like leadership and problem-solving; have lower turnover rates which save on training costs; can mentor younger employees and transfer institutional knowledge; bring diversity of perspectives that fuels innovation; and through experience, are able to offset potential physical job limitations. Industry examples from sectors like pharmaceuticals, consumer goods, consulting and retail are given. Overall, the article makes the case that an age-diverse workforce maximizes talent if organizations adopt policies like flexible work arrangements, ongoing skills training, leadership promoting inclusion, and fair performance reviews.

Trust in the Workplace: Understanding How our Brains Make Decisions to Build Effective Organizational Leadership, by Jonathan H. Westover PhD

Abstract: This article examines the neurological bases of trust and how an awareness of unconscious trust processes can help leaders foster trusting relationships and high-performing teams. On a basic level, the brain's socioemotional circuitry generates rapid, automatic trust judgments when assessing new people or situations. Regions like the amygdala, insula, and orbitofrontal cortex evaluate factors like similarity, attractiveness, emotional expressions, body language, and facial features to determine trustworthiness outside of conscious control. While these reflexive processes conferred an evolutionary advantage, they can misfire or introduce biases in modern contexts if not guided by higher-level reasoning. The article discusses how implicit biases around these factors can impact trust dynamics. It also outlines techniques leaders can use to strategically manage first impressions and behaviors over time - through consistency, competency, care, and relationship building - to establish trust at both implicit and explicit levels. Understanding the interplay between conscious and unconscious trust judgments allows for optimizing organizational culture.

Creating Connection: Building a Culture of Belonging in the Workplace, by Jonathan H. Westover PhD

Abstract: This article explores how organizational leaders can cultivate a culture of connection where employees feel a strong sense of belonging by discussing the importance of social bonds for both individual well-being and organizational success based on research evidence showing that loneliness and lack of social connection are linked to poorer physical and mental health as well as lower performance, productivity and creativity at work, while socially-connected workplaces outperform those characterized by disconnect. The article provides strategies for leaders to promote meaningful social bonds by emphasizing the need to intentionally create an inclusive culture through implementing diversity, equity and inclusion initiatives to foster a sense of belonging for all employees, cultivating compassion by establishing formal and informal support systems that demonstrate care for employees' wellness, and facilitating shared experiences through community-building activities and social events that help employees connect on a personal level beyond just work tasks. Exemplar companies that comprehensively implement these types of initiatives through programs promoting unusually strong employee collaboration, retention, morale and organizational success are shown to benefit from nurturing social bonds so that when these bonds are cultivated, both individuals and their workplaces can thrive.

Moving Beyond Surface-Level Diversity: Strategies for Embedding Inclusion Through Organizational Change, by Jonathan H. Westover PhD

Abstract: This article discusses strategies for organizations to achieve meaningful diversity, equity, and inclusion by embedding it into their culture and operations. Despite commitments to increasing representation, superficial diversity efforts often fail due to social and cognitive forces that privilege homogeneity. Research shows people disproportionately bond with similar others, reinforcing familiar norms through homophilous networks. Unconscious biases also affect judgments and decision-making. To disrupt these status quo dynamics, the article recommends strategic approaches like cultivating allyship programs, adjusting hiring to recruit more diverse candidates, and periodically reshuffling teams and assignments. Specific tactics then help operationalize the strategies, such as rotating discussants in meetings and pairing executives with employees of different backgrounds for job shadowing. Case studies of companies like AB InBev and Verizon demonstrate how tailored tactics allow enacting strategic diversity approaches in hands-on ways. Leaders must recognize dynamics undermining equity and take proactive long-term steps through deliberate strategies and oversight.

Navigating the Storm: Career Strategies for Today's Tumultuous Work Environment, by Jonathan H. Westover PhD

Abstract: This article provides a strategic framework to help professionals navigate their careers amid today's disruptive workplace dynamics. After outlining three primary challenges—technological disruption, economic uncertainty, and rapid organizational change—that are contributing to a more tumultuous work environment, the article introduces a career navigation model centered around developing advanced and transferable skills, cultivating a diverse professional network, establishing a strong personal brand, and prioritizing personal well-being. Examples from different industries illustrate how individuals can apply the recommended skills, networking, branding, and self-care strategies to proactively guide their career journeys through periods of turbulence. The goal is to equip professionals with research-backed guidance for strategically steering their own career paths during an era defined by disruptions, unpredictability and constant change in the world of work.

Younger Generations Want To Change Jobs - Here’s How Employers Can Keep Them, by Jonathan H. Westover PhD

Abstract: This article examines the research showing differences in career expectations between younger Millennial and Generation Z workers versus older generations, with younger workers prioritizing opportunities for growth, learning new skills, flexibility in work arrangements, and finding meaning and purpose through social impact, valuing recognition and being less satisfied with static roles in contrast to older generations' focus on job stability and employer loyalty. If left unaddressed, this generational gap could lead to higher turnover as organizations struggle to adapt, but some companies are proactively implementing strategies aligned with younger worker needs, like Deloitte focusing on development through rotations and mentorship to increase retention, and Anthropic focusing on flexible work and social impact projects to attract engineers. The article then proposes specific actions in human resources, leadership development, and culture that companies can take to better engage younger talent, including offering learning opportunities, flexibility, conducting stay interviews, rewarding growth, and promoting diversity, demonstrating how companies like Deloitte, Kickstarter, and Chobani operationalize these strategies through a focus on learning, flexibility, social purpose, and inclusion to strengthen retention of younger generations entering the workforce.

How to Beat Procrastination at Work, by Jonathan H. Westover PhD

Abstract: Procrastination is a pervasive challenge that undermines productivity, leading to missed deadlines, poor performance, and increased stress. Understanding the root causes—such as task aversion, poor time management, fear of failure, impulsiveness, and self-regulation issues—allows leaders to develop targeted strategies to combat it. This article explores research-backed techniques to overcome procrastination, including breaking large tasks into manageable steps, using planners to schedule work, setting achievable daily goals, and leveraging environmental triggers. Additionally, strategies like positive self-talk, rewarding progress, and minimizing distractions help sustain focus and motivation. Beyond individual efforts, cultivating an anti-procrastination culture is essential for long-term success. Leaders play a pivotal role by modeling engaged behavior, implementing accountability systems, and promoting work-life balance to prevent burnout. By fostering productive habits at both individual and organizational levels, businesses can reduce procrastination, enhance employee well-being, and maintain consistent progress toward goals.

People Analytics: Using Data to Drive Positive Change in Process, Culture, and Strategy, by Jonathan H. Westover PhD

Abstract: In an increasingly data-driven world, organizations are leveraging people analytics to gain valuable insights into workforce behaviors and business outcomes. People analytics applies a scientific approach to analyzing factors such as leadership, team structures, compensation, and training to optimize HR processes and align organizational strategies. This article explores the impact of people analytics on recruitment, performance management, and employee development, highlighting case studies that demonstrate its ability to improve engagement, retention, and cultural alignment. Through data-driven insights, companies can address talent gaps, enhance training programs, and align their culture with strategic goals. When implemented thoughtfully, people analytics empowers organizations to make evidence-based decisions that drive productivity, boost retention, and foster innovation. As demonstrated by forward-thinking firms, leveraging this emerging field equips businesses to navigate challenges and maintain a competitive edge by prioritizing their most valuable asset—people.

Will Psychedelics Propel Your Career? Exploring the Potential Impact of Psychedelics on Work, Productivity and Well-Being, by Jonathan H. Westover PhD

Abstract: With growing research demonstrating the therapeutic potential of psychedelics such as psilocybin and MDMA in treating mental health conditions, interest is mounting around potential applications beyond health. This article explores emerging evidence on the impact of psychedelics in key domains relevant to careers and the workplace including creativity, focus, stress and burnout, leadership, teamwork, and well-being. It surveys both practitioner accounts and early research studying the effects of microdosing psychedelics on enhancing performance and career outcomes. While acknowledging current legal restrictions and the need for more research, implications are discussed for how individuals and organizations could ethically and responsibly approach psychedelics if regulations change. The goal is to begin a fact-based discussion on psychedelics' untapped potential to fuel growth, fulfillment and peak workplace functioning—if pursued prudently under proper guidance as the science continues to rapidly advance.