Thoughts from Unleash World 2024

Unleash Day 1 was an invitation to 👉choose—a showcase of the three distinct stages where HR functions stand today.First, the choice to streamline and leave the past behind. Once again, HR was reminded to be commercially savvy, echoing “Why We Hate HR” article and urging everyone to move beyond the simplistic to deeper, more profound work.

Next, the choice to ✈️ leap forward, significantly increasing value through robust strategy, integrated solutions, and a deep understanding of AI—not as a concept, but as a reality shaping the present.

Finally, the choice to be 🚀 truly transformational, “holding” both the present and the future in balance. One of the day’s standout sessions by Amy Webb took us to the year 2034, presenting it in such a tangible way that everyone left with at least one idea to reinvent their approach.

Day 2 of UnleashWorld continued to drive the narrative of transformation in Organizations and People, with compelling real-world examples. Here are my key takeaways from the day:⁉ Start with Three Key QuestionsTo meaningfully transform the people and talent agenda, regardless of ambitions around technology, we need to ask three essential questions: WHY ❓ WHAT IF ❓ and WHAT NOW ❓ The answers will guide us on where to start, who to partner with (and who to buy from), and how to measure progress.

👽 The Future is Already WrittenThe gap between a shrinking population and the need for economic growth (GDP) means productivity will continue to drive competitive advantage. With technology already mature and advancing, the real question is: How do we best utilize people and talent in our organizations? Aligning employees to their "superpowers" is a key challenge for every industry. How quickly organizations get "on board" is the next question.

😧 Disrupt or Be Disrupted (2024 version)Automating entire end-to-end processes in HR and Talent to achieve high-quality outcomes is within reach—and some organizations are already doing it. It’s not a matter of if, but of when and how.

💟 Culture as a Design Principle and Competitive AdvantageAs AI evolves from a tool for gathering and synthesizing information (large language models) to a tool for action (large action models), agent-to-agent environments will operate in the background, making suggestions and offering advice to all. Systems fueling performance, development, talent, and engagement need to reflect the organization’s culture and principles; also, HR must prepare managers and others to act thoughtfully on its recommendations. These are new capabilities that HR and leaders must master.

☝ Where to Begin?When returning to the office, I wondered what each HR leader would take away from the conference, beyond the fun experience.I believe everyone can make three simple commitments:a. Learn: Invest in specific, function-based upskilling.b. Discuss: Facilitate structured conversations with key stakeholders, anchored in the three questions above.c. Systematize the Journey: The biggest risk for future-focused initiatives is that they get buried under present demands. There are many ways to prioritize transformation: carve out time, assign a "geek," set an objective—anything to focus attention in the right place.

A Final Thought- We all need to be proficient enough to drive strategic change. Understanding key concepts (technical and not) and how they reshape HR into a new craft will enable us to engage, innovate, and make a difference.😎 Next year, my digital twin will probably attend the conference while I relax on a beach somewhere! 😊Thank you for reading that far :-)