The Hard Calls Transistor (https://transistor.fm) https://feeds.transistor.fm/the-hard-calls Hi, I'm Rebecca Feder from Princeton HR Insight. I spend my weeks helping CEOs and HR leaders make the people decisions that are hard to get right. This is The Hard Calls, where I'm using AI to turn what I'm seeing in the field into a short conversation you can listen to between meetings. © 2026 Rebecca Feder 213394dc-8d23-54df-ac9c-67ec130a7328 yes en Mon, 14 Sep 2026 09:00:15 -0400 Mon, 14 Sep 2026 09:02:36 -0400 https://img.transistorcdn.com/e3KJFbdf99nNQ0bWROhUIOezBgf9SBVgyerbif7dguo/rs:fill:0:0:1/w:1400/h:1400/q:60/mb:500000/aHR0cHM6Ly9pbWct/dXBsb2FkLXByb2R1/Y3Rpb24udHJhbnNp/c3Rvci5mbS8zMzEy/YmI1MWVlMjFhODQ5/M2ZjMGU1N2M5ZTAx/NzVkMS5wbmc.jpg The Hard Calls episodic Rebecca Feder Hi, I'm Rebecca Feder from Princeton HR Insight. I spend my weeks helping CEOs and HR leaders make the people decisions that are hard to get right. This is The Hard Calls, where I'm using AI to turn what I'm seeing in the field into a short conversation you can listen to between meetings. Hi, I'm Rebecca Feder from Princeton HR Insight. HR Rebecca Feder rebecca@PRINCETONHRINSIGHT.COM No No Decoding Leadership: Personality's Role in Decision Making and Organizational Success Decoding Leadership: Personality's Role in Decision Making and Organizational Success full 5cdde4e4-6e7b-4295-accf-5dadb7f9165e https://share.transistor.fm/s/65e1dcdc Robert Hogan and Adrian Furnham discuss decision making in leadership, emphasizing that successful leaders make consistently better decisions rather than being more intelligent. They highlight the influence of personality traits on decision making, debunking the myth of the purely rational business leader. Research by psychologists like Amos Tversky and Daniel Kahneman shows decision making is often biased and irrational, aligning with Sigmund Freud's views. Leadership is examined at team, middle management, and top management levels, each with unique decision-making demands.

Four themes in decision making are identified: planning versus improvisation, reward seeking versus loss avoidance, valuing expertise versus intuition, and reactions to bad decisions. Historical figures like Napoleon Bonaparte and Dwight Eisenhower illustrate planning versus spontaneity. Game theory and historical examples like Pericles during the Peloponnesian War show the balance between seeking rewards and avoiding losses. Quotes from Otto von Bismarck, Ralph Waldo Emerson, and David Hume highlight the tension between expertise and intuition. Reactions to failure are categorized as intropunitive, extrapunitive, and impunitive.

Personality plays a significant role in decision making, with different traits influencing reactions to mistakes. The Hogan Development Survey identifies several personality types with distinct decision-making styles. Understanding the dark side of personality is crucial for assessing leadership potential, and personality assessments should be used when appointing or promoting individuals to senior positions. This understanding helps develop leaders capable of making smarter decisions, contributing to organizational success.


Rebecca (Oettinger) Feder | Website | LinkedIn


📚 Sources:

  • https://www.europeanbusinessreview.com/the-psychology-of-decision-making/ 
]]> Robert Hogan and Adrian Furnham discuss decision making in leadership, emphasizing that successful leaders make consistently better decisions rather than being more intelligent. They highlight the influence of personality traits on decision making, debunking the myth of the purely rational business leader. Research by psychologists like Amos Tversky and Daniel Kahneman shows decision making is often biased and irrational, aligning with Sigmund Freud's views. Leadership is examined at team, middle management, and top management levels, each with unique decision-making demands.

Four themes in decision making are identified: planning versus improvisation, reward seeking versus loss avoidance, valuing expertise versus intuition, and reactions to bad decisions. Historical figures like Napoleon Bonaparte and Dwight Eisenhower illustrate planning versus spontaneity. Game theory and historical examples like Pericles during the Peloponnesian War show the balance between seeking rewards and avoiding losses. Quotes from Otto von Bismarck, Ralph Waldo Emerson, and David Hume highlight the tension between expertise and intuition. Reactions to failure are categorized as intropunitive, extrapunitive, and impunitive.

Personality plays a significant role in decision making, with different traits influencing reactions to mistakes. The Hogan Development Survey identifies several personality types with distinct decision-making styles. Understanding the dark side of personality is crucial for assessing leadership potential, and personality assessments should be used when appointing or promoting individuals to senior positions. This understanding helps develop leaders capable of making smarter decisions, contributing to organizational success.


Rebecca (Oettinger) Feder | Website | LinkedIn


📚 Sources:

  • https://www.europeanbusinessreview.com/the-psychology-of-decision-making/ 
]]> Mon, 14 Sep 2026 09:00:00 -0400 Rebecca Feder Rebecca Feder 298 Robert Hogan and Adrian Furnham discuss decision making in leadership, emphasizing that successful leaders make consistently better decisions rather than being more intelligent. They highlight the influence of personality traits on decision making, debunking the myth of the purely rational business leader. Research by psychologists like Amos Tversky and Daniel Kahneman shows decision making is often biased and irrational, aligning with Sigmund Freud's views. Leadership is examined at team, middle management, and top management levels, each with unique decision-making demands.

Four themes in decision making are identified: planning versus improvisation, reward seeking versus loss avoidance, valuing expertise versus intuition, and reactions to bad decisions. Historical figures like Napoleon Bonaparte and Dwight Eisenhower illustrate planning versus spontaneity. Game theory and historical examples like Pericles during the Peloponnesian War show the balance between seeking rewards and avoiding losses. Quotes from Otto von Bismarck, Ralph Waldo Emerson, and David Hume highlight the tension between expertise and intuition. Reactions to failure are categorized as intropunitive, extrapunitive, and impunitive.

Personality plays a significant role in decision making, with different traits influencing reactions to mistakes. The Hogan Development Survey identifies several personality types with distinct decision-making styles. Understanding the dark side of personality is crucial for assessing leadership potential, and personality assessments should be used when appointing or promoting individuals to senior positions. This understanding helps develop leaders capable of making smarter decisions, contributing to organizational success.


Rebecca (Oettinger) Feder | Website | LinkedIn


📚 Sources:

  • https://www.europeanbusinessreview.com/the-psychology-of-decision-making/ 
]]> HR No Antifragile Workforce Planning: How CHROs Like Merck Thrive Amid Disruption Antifragile Workforce Planning: How CHROs Like Merck Thrive Amid Disruption full b4957fec-ddd5-49ef-bc6b-7350c069b3ad https://share.transistor.fm/s/a80f0a14 Chief Human Resources Officers face the challenge of creating workforce plans that are resilient and antifragile amid constant disruptions. Traditional plans quickly become outdated, so organizations are turning to scenario planning. This involves defining focal talent issues, identifying disruptive forces using frameworks like TPESTRE, and crafting scenarios to guide workforce actions. Organizations like Merck review plans quarterly and conduct audits to stay aligned with business needs. This dynamic approach strengthens HR's role as a strategic partner and ensures organizations thrive in changing environments.

 Rebecca (Oettinger) Feder | Website | LinkedIn   

📚 Sources:

]]> Chief Human Resources Officers face the challenge of creating workforce plans that are resilient and antifragile amid constant disruptions. Traditional plans quickly become outdated, so organizations are turning to scenario planning. This involves defining focal talent issues, identifying disruptive forces using frameworks like TPESTRE, and crafting scenarios to guide workforce actions. Organizations like Merck review plans quarterly and conduct audits to stay aligned with business needs. This dynamic approach strengthens HR's role as a strategic partner and ensures organizations thrive in changing environments.

 Rebecca (Oettinger) Feder | Website | LinkedIn   

📚 Sources:

]]> Mon, 07 Sep 2026 09:00:00 -0400 Rebecca Feder Rebecca Feder 244 Chief Human Resources Officers face the challenge of creating workforce plans that are resilient and antifragile amid constant disruptions. Traditional plans quickly become outdated, so organizations are turning to scenario planning. This involves defining focal talent issues, identifying disruptive forces using frameworks like TPESTRE, and crafting scenarios to guide workforce actions. Organizations like Merck review plans quarterly and conduct audits to stay aligned with business needs. This dynamic approach strengthens HR's role as a strategic partner and ensures organizations thrive in changing environments.

 Rebecca (Oettinger) Feder | Website | LinkedIn   

📚 Sources:

]]> HR No Consolidated Snacks' Strategy: From Product Management to Talent Philosophy Transformation Consolidated Snacks' Strategy: From Product Management to Talent Philosophy Transformation full df95ee29-8abf-43e7-a059-7946f7c7ec80 https://share.transistor.fm/s/31be7ddf The product management team at Consolidated Snacks meets quarterly to assess market share and revenue data for its salty snack products. They allocate marketing budgets based on established guidelines, favoring products with strong sales growth and removing underperforming ones. Marketing VP Susan Smith reduced investment in Caribbean Corn Crunchers due to its poor market performance, adhering to these guidelines. The discussion extends to talent management, suggesting companies need clear guidelines similar to a Talent Philosophy. This would ensure fair and consistent talent decisions, aligning HR practices with a common vision and improving employee engagement and retention.

Rebecca (Oettinger) Feder | Website | LinkedIn


📚 Sources:

]]> The product management team at Consolidated Snacks meets quarterly to assess market share and revenue data for its salty snack products. They allocate marketing budgets based on established guidelines, favoring products with strong sales growth and removing underperforming ones. Marketing VP Susan Smith reduced investment in Caribbean Corn Crunchers due to its poor market performance, adhering to these guidelines. The discussion extends to talent management, suggesting companies need clear guidelines similar to a Talent Philosophy. This would ensure fair and consistent talent decisions, aligning HR practices with a common vision and improving employee engagement and retention.

Rebecca (Oettinger) Feder | Website | LinkedIn


📚 Sources:

]]> Mon, 31 Aug 2026 09:00:00 -0400 Rebecca Feder Rebecca Feder 250 The product management team at Consolidated Snacks meets quarterly to assess market share and revenue data for its salty snack products. They allocate marketing budgets based on established guidelines, favoring products with strong sales growth and removing underperforming ones. Marketing VP Susan Smith reduced investment in Caribbean Corn Crunchers due to its poor market performance, adhering to these guidelines. The discussion extends to talent management, suggesting companies need clear guidelines similar to a Talent Philosophy. This would ensure fair and consistent talent decisions, aligning HR practices with a common vision and improving employee engagement and retention.

Rebecca (Oettinger) Feder | Website | LinkedIn


📚 Sources:

]]> HR No Balancing AI Efficiency with Human Creativity: Preserving Authenticity in a Tech-Driven World Balancing AI Efficiency with Human Creativity: Preserving Authenticity in a Tech-Driven World full 137d6ea6-df4a-49f8-a05c-3c9073120a12 https://share.transistor.fm/s/3e0bae6e As people become more skilled at using artificial intelligence, their writing may become faster and more polished but also more robotic and disconnected from their natural voice. AI can organize ideas and improve structure, but over-reliance can lead to predictable patterns and loss of personality. Creative practices like poetry, journaling, and music encourage experimentation and originality. In-person communities and experiences foster genuine human connection and spontaneity. The goal is to use AI with discernment, balancing efficiency with creativity and maintaining authentic perspectives. Organizations should use AI to enhance creativity and human connection, not just increase output.

Rebecca (Oettinger) Feder | Website | LinkedIn

Rebecca (Oettinger) Feder | Website | LinkedIn  

📚 Sources:

]]> As people become more skilled at using artificial intelligence, their writing may become faster and more polished but also more robotic and disconnected from their natural voice. AI can organize ideas and improve structure, but over-reliance can lead to predictable patterns and loss of personality. Creative practices like poetry, journaling, and music encourage experimentation and originality. In-person communities and experiences foster genuine human connection and spontaneity. The goal is to use AI with discernment, balancing efficiency with creativity and maintaining authentic perspectives. Organizations should use AI to enhance creativity and human connection, not just increase output.

Rebecca (Oettinger) Feder | Website | LinkedIn

Rebecca (Oettinger) Feder | Website | LinkedIn  

📚 Sources:

]]> Mon, 24 Aug 2026 09:00:00 -0400 Rebecca Feder Rebecca Feder 199 As people become more skilled at using artificial intelligence, their writing may become faster and more polished but also more robotic and disconnected from their natural voice. AI can organize ideas and improve structure, but over-reliance can lead to predictable patterns and loss of personality. Creative practices like poetry, journaling, and music encourage experimentation and originality. In-person communities and experiences foster genuine human connection and spontaneity. The goal is to use AI with discernment, balancing efficiency with creativity and maintaining authentic perspectives. Organizations should use AI to enhance creativity and human connection, not just increase output.

Rebecca (Oettinger) Feder | Website | LinkedIn

Rebecca (Oettinger) Feder | Website | LinkedIn  

📚 Sources:

]]> HR No Unlocking Potential: Navigating High-Potential Leadership Transparency in Organizations Unlocking Potential: Navigating High-Potential Leadership Transparency in Organizations full 5be8a2b9-591a-4d1c-815b-69e23e0ec520 https://share.transistor.fm/s/68c477ac Organizations face the challenge of whether to inform employees about their high-potential status. While transparency can boost engagement and retention, it must be managed carefully to avoid creating entitlement or unrealistic expectations. High-potential status should be framed as a temporary opportunity for development rather than a promise of advancement. Companies should focus on development programs and communicate clearly about what participation entails. This includes explaining selection criteria, responsibilities, and how progress is measured. Managers can enhance development conversations by considering an employee's potential altitude, velocity, and path. Transparency, combined with honest feedback and clear expectations, transforms high-potential identification into a partnership for growth.


Rebecca (Oettinger) Feder | Website | LinkedIn


📚 Sources:

]]> Organizations face the challenge of whether to inform employees about their high-potential status. While transparency can boost engagement and retention, it must be managed carefully to avoid creating entitlement or unrealistic expectations. High-potential status should be framed as a temporary opportunity for development rather than a promise of advancement. Companies should focus on development programs and communicate clearly about what participation entails. This includes explaining selection criteria, responsibilities, and how progress is measured. Managers can enhance development conversations by considering an employee's potential altitude, velocity, and path. Transparency, combined with honest feedback and clear expectations, transforms high-potential identification into a partnership for growth.


Rebecca (Oettinger) Feder | Website | LinkedIn


📚 Sources:

]]> Mon, 17 Aug 2026 09:00:00 -0400 Rebecca Feder Rebecca Feder 269 Organizations face the challenge of whether to inform employees about their high-potential status. While transparency can boost engagement and retention, it must be managed carefully to avoid creating entitlement or unrealistic expectations. High-potential status should be framed as a temporary opportunity for development rather than a promise of advancement. Companies should focus on development programs and communicate clearly about what participation entails. This includes explaining selection criteria, responsibilities, and how progress is measured. Managers can enhance development conversations by considering an employee's potential altitude, velocity, and path. Transparency, combined with honest feedback and clear expectations, transforms high-potential identification into a partnership for growth.


Rebecca (Oettinger) Feder | Website | LinkedIn


📚 Sources:

]]> HR No Transforming AI Integration: Lessons from Big Karma and Good Karma Brands Transforming AI Integration: Lessons from Big Karma and Good Karma Brands full c2f28ff6-ba9f-4f3c-a821-26ce7c1f3047 https://share.transistor.fm/s/37d7e058 The integration of AI in organizations has often focused on technology rather than outcomes, leading to limited success. Companies like Big Karma have found that prioritizing business results and workflow improvements is more effective. The AI Academy highlights the need for a holistic approach, treating AI integration as a transformation system. A clear vision from leadership, as demonstrated by Good Karma Brands' CEO Craig, is crucial for successful AI adoption. The AI Academy is still developing and emphasizes a comprehensive strategy for AI integration.

Rebecca (Oettinger) Feder | Website | LinkedIn

Rebecca (Oettinger) Feder | Website | LinkedIn  

📚 Sources:

]]> The integration of AI in organizations has often focused on technology rather than outcomes, leading to limited success. Companies like Big Karma have found that prioritizing business results and workflow improvements is more effective. The AI Academy highlights the need for a holistic approach, treating AI integration as a transformation system. A clear vision from leadership, as demonstrated by Good Karma Brands' CEO Craig, is crucial for successful AI adoption. The AI Academy is still developing and emphasizes a comprehensive strategy for AI integration.

Rebecca (Oettinger) Feder | Website | LinkedIn

Rebecca (Oettinger) Feder | Website | LinkedIn  

📚 Sources:

]]> Mon, 10 Aug 2026 09:00:00 -0400 Rebecca Feder Rebecca Feder 220 The integration of AI in organizations has often focused on technology rather than outcomes, leading to limited success. Companies like Big Karma have found that prioritizing business results and workflow improvements is more effective. The AI Academy highlights the need for a holistic approach, treating AI integration as a transformation system. A clear vision from leadership, as demonstrated by Good Karma Brands' CEO Craig, is crucial for successful AI adoption. The AI Academy is still developing and emphasizes a comprehensive strategy for AI integration.

Rebecca (Oettinger) Feder | Website | LinkedIn

Rebecca (Oettinger) Feder | Website | LinkedIn  

📚 Sources:

]]> HR No AI Cheating Scandal at Brown: Impact on Education and Critical Thinking Skills AI Cheating Scandal at Brown: Impact on Education and Critical Thinking Skills full eafd5f96-5144-48a3-92b7-e88c63fa2e40 https://share.transistor.fm/s/d1294596 A cheating scandal at Brown University highlights the impact of AI on education. Economics professor Roberto Serrano's take-home exams led to unusually high scores, prompting concerns about AI-assisted cheating. The final exam, held in person, saw scores drop significantly, suggesting AI use. This incident raises questions about AI's role in education and the need for critical thinking skills. It also points to challenges employers may face in assessing graduates' abilities. The situation emphasizes the importance of using AI responsibly to maintain essential cognitive skills.

Rebecca (Oettinger) Feder | Website | LinkedIn


📚 Sources:
https://pod.wave.co/podcast/the-artificial-intelligence-show-37600926-b625-47d1-8432-ba6bc3d04913/225-gpt-56-chatgpt-work-enterprise-agents-ai-2040-apple-sues-openai

]]> A cheating scandal at Brown University highlights the impact of AI on education. Economics professor Roberto Serrano's take-home exams led to unusually high scores, prompting concerns about AI-assisted cheating. The final exam, held in person, saw scores drop significantly, suggesting AI use. This incident raises questions about AI's role in education and the need for critical thinking skills. It also points to challenges employers may face in assessing graduates' abilities. The situation emphasizes the importance of using AI responsibly to maintain essential cognitive skills.

Rebecca (Oettinger) Feder | Website | LinkedIn


📚 Sources:
https://pod.wave.co/podcast/the-artificial-intelligence-show-37600926-b625-47d1-8432-ba6bc3d04913/225-gpt-56-chatgpt-work-enterprise-agents-ai-2040-apple-sues-openai

]]> Mon, 03 Aug 2026 10:17:37 -0400 Rebecca Feder Rebecca Feder 238 A cheating scandal at Brown University highlights the impact of AI on education. Economics professor Roberto Serrano's take-home exams led to unusually high scores, prompting concerns about AI-assisted cheating. The final exam, held in person, saw scores drop significantly, suggesting AI use. This incident raises questions about AI's role in education and the need for critical thinking skills. It also points to challenges employers may face in assessing graduates' abilities. The situation emphasizes the importance of using AI responsibly to maintain essential cognitive skills.

Rebecca (Oettinger) Feder | Website | LinkedIn


📚 Sources:
https://pod.wave.co/podcast/the-artificial-intelligence-show-37600926-b625-47d1-8432-ba6bc3d04913/225-gpt-56-chatgpt-work-enterprise-agents-ai-2040-apple-sues-openai

]]> HR No IBM Defies AI Layoff Trend: Triples Entry-Level Hiring to Secure Future Talent Pipeline IBM Defies AI Layoff Trend: Triples Entry-Level Hiring to Secure Future Talent Pipeline full 30cec1fc-55ca-499b-9598-7cd5aaa6e863 https://share.transistor.fm/s/0655f9da IBM is tripling its entry-level hiring in the U.S., contrasting with tech giants like Microsoft and Meta, which are reducing staff due to AI. Chief Human Resources Officer Nickle LaMoreaux emphasizes the need for human roles despite automation. CEO Arvind Krishna notes AI enhances capacity rather than replacing humans. Market research shows many firms regret AI-driven layoffs, with companies like the Commonwealth Bank of Australia reversing job cuts. LaMoreaux warns against reducing entry-level hiring, stressing the importance of skills like communication and leadership. IBM's strategy will be tested as it reports its second-quarter financial results.

 Rebecca (Oettinger) Feder | Website | LinkedIn   

📚 Sources:

]]> IBM is tripling its entry-level hiring in the U.S., contrasting with tech giants like Microsoft and Meta, which are reducing staff due to AI. Chief Human Resources Officer Nickle LaMoreaux emphasizes the need for human roles despite automation. CEO Arvind Krishna notes AI enhances capacity rather than replacing humans. Market research shows many firms regret AI-driven layoffs, with companies like the Commonwealth Bank of Australia reversing job cuts. LaMoreaux warns against reducing entry-level hiring, stressing the importance of skills like communication and leadership. IBM's strategy will be tested as it reports its second-quarter financial results.

 Rebecca (Oettinger) Feder | Website | LinkedIn   

📚 Sources:

]]> Mon, 03 Aug 2026 10:08:46 -0400 Rebecca Feder Rebecca Feder 243 IBM is tripling its entry-level hiring in the U.S., contrasting with tech giants like Microsoft and Meta, which are reducing staff due to AI. Chief Human Resources Officer Nickle LaMoreaux emphasizes the need for human roles despite automation. CEO Arvind Krishna notes AI enhances capacity rather than replacing humans. Market research shows many firms regret AI-driven layoffs, with companies like the Commonwealth Bank of Australia reversing job cuts. LaMoreaux warns against reducing entry-level hiring, stressing the importance of skills like communication and leadership. IBM's strategy will be tested as it reports its second-quarter financial results.

 Rebecca (Oettinger) Feder | Website | LinkedIn   

📚 Sources:

]]> HR No Strategic Succession Planning for Leadership Continuity and Organizational Success Strategic Succession Planning for Leadership Continuity and Organizational Success full ffa74d2a-e7b1-49c8-be3f-4f6ad3de7b23 https://share.transistor.fm/s/0e46de73 Egon Zehnder stresses the importance of succession planning to ensure leadership continuity and operational stability. With the potential for unexpected CEO exits, strategic succession plans help avoid disruptions and maintain shareholder confidence. The process involves identifying and developing future leaders at all levels, supported by regular assessments, tailored development, and clear career paths. Boards play a crucial role in overseeing proactive succession planning, emphasizing agility and adaptability. Best practices include early planning, board engagement, and fostering diversity. External recruitment and consultants can provide fresh perspectives and unbiased assessments. This comprehensive approach ensures smooth leadership transitions and aligns with long-term strategic goals.

 Rebecca (Oettinger) Feder | Website | LinkedIn   

📚 Sources:

]]> Egon Zehnder stresses the importance of succession planning to ensure leadership continuity and operational stability. With the potential for unexpected CEO exits, strategic succession plans help avoid disruptions and maintain shareholder confidence. The process involves identifying and developing future leaders at all levels, supported by regular assessments, tailored development, and clear career paths. Boards play a crucial role in overseeing proactive succession planning, emphasizing agility and adaptability. Best practices include early planning, board engagement, and fostering diversity. External recruitment and consultants can provide fresh perspectives and unbiased assessments. This comprehensive approach ensures smooth leadership transitions and aligns with long-term strategic goals.

 Rebecca (Oettinger) Feder | Website | LinkedIn   

📚 Sources:

]]> Mon, 03 Aug 2026 10:03:27 -0400 Rebecca Feder Rebecca Feder 246 Egon Zehnder stresses the importance of succession planning to ensure leadership continuity and operational stability. With the potential for unexpected CEO exits, strategic succession plans help avoid disruptions and maintain shareholder confidence. The process involves identifying and developing future leaders at all levels, supported by regular assessments, tailored development, and clear career paths. Boards play a crucial role in overseeing proactive succession planning, emphasizing agility and adaptability. Best practices include early planning, board engagement, and fostering diversity. External recruitment and consultants can provide fresh perspectives and unbiased assessments. This comprehensive approach ensures smooth leadership transitions and aligns with long-term strategic goals.

 Rebecca (Oettinger) Feder | Website | LinkedIn   

📚 Sources:

]]> HR No Navigating 2026: CHROs, AI Challenges, and the Future of Work Transformation Navigating 2026: CHROs, AI Challenges, and the Future of Work Transformation full a5e96e64-1048-4cff-b0f2-a8d93999676d https://share.transistor.fm/s/56ebfe00 In 2026, Chief Human Resources Officers (CHROs) are crucial in navigating the human-machine era. Artificial intelligence has yet to meet productivity expectations, complicating workforce reductions and rehiring. Cultural dissonance arises as performance demands increase without added support, leading to disengagement. AI's emotional and cognitive impacts require CHROs to address psychological issues and prevent "AI workslop." The hiring process faces challenges with AI-inflated credentials and screening, necessitating a blend of high-touch and AI methods. Corporate espionage threats demand behavioral strategies and ethics promotion. Career paths shift with AI, highlighting the need for upskilling and process experts. Digital doppelgangers raise compensation questions, prompting CHROs to reward contributions to enterprise intelligence. Addressing these trends ensures organizational resilience and success.


Rebecca (Oettinger) Feder | Website | LinkedIn   

Sources:
CHRO Guide: 9 Future of Work Trends for 2026 

]]> In 2026, Chief Human Resources Officers (CHROs) are crucial in navigating the human-machine era. Artificial intelligence has yet to meet productivity expectations, complicating workforce reductions and rehiring. Cultural dissonance arises as performance demands increase without added support, leading to disengagement. AI's emotional and cognitive impacts require CHROs to address psychological issues and prevent "AI workslop." The hiring process faces challenges with AI-inflated credentials and screening, necessitating a blend of high-touch and AI methods. Corporate espionage threats demand behavioral strategies and ethics promotion. Career paths shift with AI, highlighting the need for upskilling and process experts. Digital doppelgangers raise compensation questions, prompting CHROs to reward contributions to enterprise intelligence. Addressing these trends ensures organizational resilience and success.


Rebecca (Oettinger) Feder | Website | LinkedIn   

Sources:
CHRO Guide: 9 Future of Work Trends for 2026 

]]> Mon, 27 Jul 2026 16:03:54 -0400 Rebecca Feder Rebecca Feder 237 In 2026, Chief Human Resources Officers (CHROs) are crucial in navigating the human-machine era. Artificial intelligence has yet to meet productivity expectations, complicating workforce reductions and rehiring. Cultural dissonance arises as performance demands increase without added support, leading to disengagement. AI's emotional and cognitive impacts require CHROs to address psychological issues and prevent "AI workslop." The hiring process faces challenges with AI-inflated credentials and screening, necessitating a blend of high-touch and AI methods. Corporate espionage threats demand behavioral strategies and ethics promotion. Career paths shift with AI, highlighting the need for upskilling and process experts. Digital doppelgangers raise compensation questions, prompting CHROs to reward contributions to enterprise intelligence. Addressing these trends ensures organizational resilience and success.


Rebecca (Oettinger) Feder | Website | LinkedIn   

Sources:
CHRO Guide: 9 Future of Work Trends for 2026 

]]> HR No Cognitive Surrender: How AI Alters Human Reasoning and Decision-Making in the Workplace Cognitive Surrender: How AI Alters Human Reasoning and Decision-Making in the Workplace full 836231dc-b2fe-4fb2-9370-201dc6bb15d1 https://share.transistor.fm/s/416ca96e Recent research from Wharton examines "cognitive surrender," where people uncritically accept AI's answers, replacing their own reasoning. Steven Shaw and Gideon Nave conducted experiments with over 1,300 participants, introducing the Tri-System Theory, which adds AI as a third mode of thinking. The study found that trust in AI can lead to following incorrect advice, while analytical individuals are more likely to challenge it. Cognitive surrender is risky in fields like healthcare and law, where critical thinking is essential. The study suggests AI interfaces should encourage verification and reflection, and organizational training should help recognize when to question AI.

Rebecca (Oettinger) Feder | Website | LinkedIn


📚 Sources:

]]> Recent research from Wharton examines "cognitive surrender," where people uncritically accept AI's answers, replacing their own reasoning. Steven Shaw and Gideon Nave conducted experiments with over 1,300 participants, introducing the Tri-System Theory, which adds AI as a third mode of thinking. The study found that trust in AI can lead to following incorrect advice, while analytical individuals are more likely to challenge it. Cognitive surrender is risky in fields like healthcare and law, where critical thinking is essential. The study suggests AI interfaces should encourage verification and reflection, and organizational training should help recognize when to question AI.

Rebecca (Oettinger) Feder | Website | LinkedIn


📚 Sources:

]]> Mon, 27 Jul 2026 16:00:00 -0400 Rebecca Feder Rebecca Feder 267 Recent research from Wharton examines "cognitive surrender," where people uncritically accept AI's answers, replacing their own reasoning. Steven Shaw and Gideon Nave conducted experiments with over 1,300 participants, introducing the Tri-System Theory, which adds AI as a third mode of thinking. The study found that trust in AI can lead to following incorrect advice, while analytical individuals are more likely to challenge it. Cognitive surrender is risky in fields like healthcare and law, where critical thinking is essential. The study suggests AI interfaces should encourage verification and reflection, and organizational training should help recognize when to question AI.

Rebecca (Oettinger) Feder | Website | LinkedIn


📚 Sources:

]]> HR No