If AI agents take on more routine cases, how do junior colleagues develop the judgement we will later expect them to use when supervising exceptions? I’m exploring this while developing Agent Control, an experimental approach to organising and verifying work carried out by agents. It has made me think about two responsibilities that belong together: deciding whether a task is good enough, and helping people learn why. A human approval button is only useful if the person has the knowledge, time and authority to challenge the result. Yet routine work is often where that knowledge begins to develop. We could remove the practice while retaining the expectation of expertise. One approach worth testing would be to keep a small set of representative cases for colleagues to work through, compare human and agent decisions, and review what happened afterwards—including occasions when both were wrong. Acceptance criteria should be understandable to the people doing the work and revisited when requirements change. For those introducing AI into people processes: are you deliberately preserving opportunities to practise judgement? What has helped people become better at challenging an answer, rather than simply approving it?

Hello! I was so pleasantly surprised to see a chapter for us! This is Erin Culp, and I am the Head of Talent Management for ZoomInfo. I'm based in Atascadero, CA. Looking forward to connecting with you all!

Hey everyone, wanted to see what your thoughts have been around AI confidence. Reply with just one emoji, then tell us why: 🟢 AI is making a real difference 🟡 I’m curious, but waiting for proof 🔴 I’m not convinced yet Our latest research found that HR’s AI use is rising, while confidence is falling. Only 24% of HR professionals feel comfortable with AI acting autonomously on their behalf. What’s the one AI use case your team is excited about, skeptical of, or still trying to figure out? Bonus points for a real example, not a prediction 👇 Read the full research: State of AI in HR 2026

Hello CultureFirst Delhi fam! 👋 Can you believe it? Our 2026 theme, AI in People Journey , is heading into its final chapter this November. 🍂 Quick rewind of how far we've come: 🧭 Session 1: Leading with AI from a People Perspective We started with the "why" and made sure people stayed at the centre of the AI conversation, not the footnotes. 🎨 Session 2: Vision Board for People + AI We dreamed big, stuck ideas on boards, and possibly argued about whether AI would ever understand our leave policy. 😄 🌱 Session 3: Sustainable Adoptive Culture + AI (Strategy > Execution > Adoption) We got practical: a great strategy means little if adoption stalls at "Who has the login?" 🔑 Now it's your turn to shape the finale. 🎬 👉 How should we close the theme? A few ideas to get you started: 🎤 A "What actually worked" show-and-tell with real stories from your organizations 🔄 A fishbowl debate: Human in the Loop vs Human in the Lead 📘 A co-created community playbook on AI in the People Journey 🔮 A look ahead: what should our 2027 theme be? 💡 Or surprise us with something entirely different! From a business lens, AI promises speed and scale. From a people lens, it only sticks when employees trust it, understand it, and see what's in it for them. The best finale is one that helps us bridge the two, together. 🤝 Drop your ideas, votes and takeaways in the comments 👇 The most popular suggestion shapes our November session! Looking forward to closing this final chapter with you. 💛

Are your employees being asked to “go try AI” without enough context on the bigger picture? A new Culture Amp benchmark, covering roughly 112,000 employees, found a meaningful gap between encouragement to experiment with AI and leaders connecting that work to company goals. The result can feel less like enablement and more like a technical challenge, where employees are expected to figure out the recipe as they go. The article offers a practical leadership takeaway: share what you’ve built, what you’ve abandoned, and what you’re still figuring out. Your AI plan does not need to be perfect, but silence leaves room for employees to fill in the blanks themselves. Read the full article: https://www.cultureamp.com/blog/employees-stuck-in-technical-challenge How is your organization making the “here’s why” behind AI adoption visible to employees?

Zeneesha invites Workday leaders across HR, Finance and IT to join an upcoming panel session on: From Automation to Agentic AI: The Next Chapter of Workday As part of the panel, you’ll get: Thought leadership: Featured in our post-event editorial and wider campaign. Personal brand: Video clips, quote cards and key takeaways to use on your own channels. Peer exchange: Gain insight into how peers are navigating Workday, AI and transformation , and exchange perspectives with other senior leaders. Easy format: A relaxed 45-minute conversation — no slides or heavy prep. 📅 October 14 If you’re a Workday leader in HR, Finance or IT , we’d be glad to have your perspective in the conversation. Comment below or reach out to our Co-Founder, Keshav Kolla.

Hey everyone 👋 I am the Chapter Lead for Brisbane, Australia and my book Lead with Kokoro: A Leadership Compass Built on Japanese Wisdom is out in October. I'd love to see Culture First faces at the launch, wherever you are. Brisbane - Thursday 8 October: In person at Covent Garden, West End. https://www.trybooking.com/events/landing/1636223 Melbourne - Wednesday 14 October: A Culture First chapter breakfast at Culture Amp HQ in Melbourne. This one's a workshop rather than a launch: you'll take a three-minute compass check beforehand and we'll work with what it shows. https://community.culturefirst.com/events/details/culture-amp-melbourne-presents-the-culture-leaders-compass-japanese-wisdom-for-modern-workplaces/ Americas online - Thursday 29 October, 4pm PT / 7pm ET: Hosted by Jessie Jacob and Craig Forman. Interview, then small-group reflection using the same compass check. Friday morning for those of us in APAC. https://luma.com/9uu5sozi Europe, Middle East, Africa & Asia online - Thursday 29 October, 8am London / 4pm Singapore / 6pm Brisbane: Hosted by my publisher, Justine Martin. Interview and open questions. https://luma.com/671c2y02 All events are free and online sessions are recorded for everyone who registers. The book maps eight Japanese philosophies as compass directions a leader can steer by when the way forward isn't obvious. Pick one and come say hello.

Hi all. I run people functions across borders, mostly in organizations where the stated problem turns out not to be the problem. One thing occupies most of my thinking right now. AI will write your change plan and your rollout note by lunchtime. It still cannot tell you who in the room stopped believing you. The starting half of our work got cheap. The finishing half never was. I write about that in a weekly newsletter called Margin. Five minutes on Tuesdays. Mostly here to read, though. AI in HR is the category that made me join. One question, if anyone wants to take it. Are you carrying a change right now that launched well and then quietly stopped being mentioned? Nobody calls those failures. They just stop appearing in the update. I think it is the most common unreported failure in our function and I would like to know if that matches your experience. Rui

I recently made a big move from Toronto to New York City—and, unfortunately, I couldn’t bring my job with me. 😅🇨🇦➡️🇺🇸  I’m now looking to build my NYC professional network and explore opportunities in: • Human Resources / Organizational Effectiveness • Project & Program Management • Management Consulting / Strategy • Change Management & Organizational Development I bring 15+ years of leadership and community-building experience, a Master’s in Industrial Relations, PMP certification, and most recently worked with the Ontario Public Service , where I led strategic HR initiatives including organizational reviews, workforce planning, leadership development, employee engagement, performance management, and equity & inclusion work. I’m especially interested in organizations where I can combine people strategy, project management, organizational change, and problem-solving —and I’m open to making a pivot into consulting or a new industry. And because I have learnt in my short time here that sometimes it is all about who you know: if you know someone in NYC who I should know, I’d love an introduction! Whether it’s a hiring manager, recruiter, fellow HR/project professional, consultant, or just someone who enjoys connecting people, please reach out. ❤️ I’m excited to build community here in NYC and find my next professional chapter. If you’re willing to share this with your network, I’d really appreciate it. 🗽✨

Hello People Power Folks! I'm sharing this free online workshop next week that may be of interest to culture folks in the nonprofit/community health care or justice-focused organization space. On September 10 , I’m co-hosting an interactive online workshop with San Francisco AIDS Foundation (SFAF) CEO Dr. Tyler TerMeer and SFAF Senior Director of Equity and Organizational Culture Mazdak Mazarei : Beyond Policy: How to Build the Relational Infrastructure for Organizational Resilience We’ll share how SFAF treated culture as core operational work—not a side project—and embedded a three-year culture strategy in its 2026–2030 strategic plan. The work contributed to a 9-point increase in employee engagement and a 13-point increase in staff perception of transparent leadership communication . This is for CEOs, executive directors, chiefs of staff, HR/People & Culture leaders, and program or division directors who want to move beyond surveys, wellness activities, and one-off events toward structural change. Participants will get an introduction to: The Architecture of Resilient Care™ four-pillar framework Using data to identify root issues and build shared ownership Micro-prototyping: low-risk experiments that build momentum Distributed stewardship for durable, shared accountability Every registrant receives a printable zine with the full framework. Register for the September 10 workshop