Psych Tech @ Work

My creative experience building an AI podcast co-host says it all. Hear all about it on the next episode of the Psych Tech @ Work Podcast - coming soon!AI skills are essential but dauntingAI adoption is accelerating—over 70% of companies report they’re actively integrating AI tools into their workflows. But for the people expected to use those tools, it’s a different story.Most professionals say they feel unprepared or even anxious about using AI on the job. Traditional training often falls short with AI skills because it focuses on tools, not mindset.And the stakes are high: as AI becomes embedded in everyday work, careers will increasingly rely on comfort and expertise with AI.This gap and the demand for innovative strategies to close it has been top of mind for me. Good news - my fascination with AI led me to a solution! (more on this later)Creativity unlocks AI skillsI recently gave a talk at a meeting of the New Orleans AI Philosopher’s group (AKA NOAI), on AI and the future of our local economy.At this event I saw a talk by Jimmy Lepore Hagan—an artist, designer and educator—who shared a fascinating approach to AI adoption that is fresh, unique, and noteworthy.Jimmy’s talk was about the value of creativity in lowering fear of AI. He demonstrated some concepts from a workshop series he has developed featuring a series of low stakes, creative exercises grounded in design thinking to help people build comfort, confidence, and curiosity when working with AI.As a workplace psychologist I immediately saw the potential for a collaboration - applying Jimmy’s hands-on educational model to my world to help people leaders solve a difficult problem.As someone who’s spent decades applying psychological science to the development and measurement of human traits in the workplace, I have experience understanding the impact of creativity on outcomes that are directly related to work performance.As I processed this stuff- I took a step back and reviewed foundational research that shaped my earlier work—this time, through the lens of AI. The connections stood out immediately. Traits like divergent thinking, cognitive flexibility, and creative self-efficacy have long been linked to performance, but they also play a critical role in how people approach new, uncertain technologies. The evidence is clear: creativity and experiential learning do more than build skills—they tap into deeply human strengths that make people more open, adaptable, and ready to thrive in the face of change.My dance with AI says it allIt became pretty clear to me that a collaboration with Jimmy could really have some legs.To get the ball rolling I invited Jimmy to be a guest on my Podcast “Psych Tech @ Work”.To prepare I wanted to gain some first hand experience with using creativity to help me sharpen my AI skills.I suck at coding and the requirement to use Python for this definitely gave me some anxiety, but I knew ChatGPT could somehow have my back.Thus came the idea to challenge myself (and have some fun) building an AI podcast co-host, Mayda Tokens.Mapping out and executing a workflow to bring Mayda to life threw me plenty of curveballs. Some of ChatGPT’s more noteworthy and frustrating shenanigans included:* Multiple times ChatGPT relentlessly tried, and continually failed, to solve technical issues; but would not give up until I suggested that we were going in circles in a blind alley and maybe we should explore alternative methods. This prompt led immediately to a set of viable alternatives that would never have been explored if I hadn't decided to pull the plug.* When I backed ChatGPT into a corner I was flabbergasted when, instead of hallucinating a solution or looking for another option, it simply refused to help me. This was a head scratching result that must have exposed a ghost in the machine because its prime directive is NEVER to say NO!* As I explored different options for Mayda’s voice, my text to speech output randomly switched to Japanese and then to emoji* As we hit dead ends trying to figure out how to bring Mayda into my podcast studio, I stupidly followed its instructions to run to Best Buy and Guitar Center to buy unnecessary hardware that neither place actually sold.In the three weeks it took to bring Mayda to life, I became hyper-focused—borderline obsessed—with working through many obstacles. The dopamine hits I got each time we solved a challenge together reminds me that my brain chemistry is essential for accessing and applying uniquely human traits like creativity, critical thinking, resilience, and tolerance for ambiguity.The interplay between my human biology and psychology was essential for winning the day, and my experience building Mayda really hammered home the value of creative collaboration with AI.Our workshop is the gateway to fearless AI skillsLearn how we’re helping companies build fearless, AI-ready teams.Viewing AI as a dance partner is the paradigm that serves as the foundation of our workshop. Instead of lectures, videos, and formulaic exercises; we use creative, hands-on activities that help people relate to AI in a way that feels playful, safe, and real.In our workshop participants explore AI through:* Improvised dialogue with generative models* Creative prompt challenges* Group problem-solving sprints* Human-AI art collaborations* Guided reflection and peer feedbackBy mapping each of these design thinking centric, hands-on exercises to psychological principles—like creative self-efficacy, openness to experience, and experiential learning—the workshop becomes more than fun. It becomes a stealth learning experience where participants not only gain essential AI skills, they undergo cognitive changes that empower them to believe in the value of partnering with AI.We believe our workshop can be a difference-maker for companies navigating AI transformation—and a real competitive advantage for those that are bold enough to think differently about AI adoption.To learn more about our workshop, the collaborative ideas behind it, and meet Mayda Tokens Visit our workshop page and be sure to listen to our conversation about it on the next edition of my Psych Tech @ Work podcast. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

"Part of putting an AI strategy together is understanding the limitations and where unintended consequences could occur, which is why you need diversity of thought within committees created to guide AI governance and ethics." – Bob PulverMy guest for this episode is my friend in ethical/responsible AI, Bob Pulver, the founder of CognitivePath.io and host of the podcast "Elevate Your AIQ." Bob specializes in helping organizations navigate the complexities of responsible AI, from strategic adoption to effective governance practices. Bob was my guest about a year ago and in this episode he drops back in to discuss what has changed in the faced paced world of AI across three pillars of responsible AI usage. * Human-Centric AI * AI Adoption and Readiness * AI Regulation and GovernanceThe past year’s progress explained through three pillars that are shaping ethical AI:These are the themes that we explore in our conversation and our thoughts on what has changed/evolved in the past year.1. Human-Centric AIChange from Last Year:* Shift from compliance-driven AI towards a more holistic, human-focused perspective, emphasizing AI's potential to enhance human capabilities and fairness.Reasons for Change:* Increasing comfort level with AI and experience with the benefits that it brings to our work* Continued exploration and development of low stakes, low friction use cases* AI continues to be seen as a partner and magnifier of human capabilitiesWhat to Expect in the Next Year:* Increased experience with human machine partnerships* Increased opportunities to build superpowers* Increased adoption of human centric tools by employers2. AI Adoption and ReadinessChange from Last Year:* Organizations have moved from cautious, fragmented adoption to structured, strategic readiness and literacy initiatives.* Significant growth in AI educational resources and adoption within teams, rather than just individuals.Reasons for Change:* Improved understanding of AI's benefits and limitations, reducing fears and resistance.* Availability of targeted AI literacy programs, promoting organization-wide AI understanding and capability building.What to Expect in the Next Year:* More systematic frameworks for AI adoption across entire organizations.* Increased demand for formal AI proficiency assessments to ensure responsible and effective usage.3. AI Regulation and GovernanceChange from Last Year:* Transition from broad discussions about potential regulations towards concrete legislative actions, particularly at state and international levels (e.g., EU AI Act, California laws).* Momentum to hold vendors of AI increasingly accountable for ethical AI use.Reasons for Change:* Growing awareness of risks associated with unchecked AI deployment.* Increased push to stay on the right side of AI via legislative activity at state and global levels addressing transparency, accountability, and fairness.What to Expect in the Next Year:* Implementation of stricter AI audits and compliance standards.* Clearer responsibilities for vendors and organizations regarding ethical AI practices.* Finally some concrete standards that will require fundamental changes in oversight and create messy situations.Practical Takeaways:What should I/we be doing to move the ball fwd and realize AI’s full potential while limiting collateral damage?Prioritize Human-Centric AI Design* Define Clear Use Cases: Ensure AI is solving a genuine human-centered problem rather than just introducing technology for technology’s sake.* Promote Transparency and Trust: Clearly communicate how and why AI is being used, ensuring it enhances rather than replaces human judgment and involvement.Build Robust AI Literacy and Education Programs* Develop Organizational AI Literacy: Implement structured training initiatives that educate employees about fundamental AI concepts, the practical implications of AI use, and ethical considerations.* Create Role-Specific Training: Provide tailored AI skill-building programs based on roles and responsibilities, moving beyond individual productivity to team-based effectiveness.Strengthen AI Governance and Oversight* Adopt Proactive Compliance Practices: Align internal policies with rigorous standards such as the EU AI Act to preemptively prepare for emerging local and global legislation.* Vendor Accountability: Develop clear guidelines and rigorous vetting processes for vendors to ensure transparency and responsible use, preparing your organization for upcoming regulatory audits.Monitor AI Effectiveness and Impact* Continuous Monitoring: Shift from periodic audits to continuous monitoring of AI tools to ensure fairness, transparency, and functionality.* Evaluate Human Impact Regularly: Regularly assess the human impact of AI tools on employee experience, fairness in decision-making, and organizational trust.Email Bob- bob@cognitivepath.io Listen to Bob’s awesome podcast - Elevate you AIQ This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

In our recent LinkedIn Live session my esteemed colleague, Neil Morelli, founder of Workplace Labs, and I present a philosophical but practical approach to the adoption of HR Tech tools.Check out the full video of the presentation attached to this post and our accompanying slides (found at the bottom of the post).Here is a quick overview of the ideas that form the foundation of the presentation.“The highest-level goal of the talent acquisition (TA) function is to ensure that an organization has the right people, in the right roles, at the right time, to drive business success.”-Chat GPT 4o & your hosts’ combined 50 years of experienceTalent leaders are feeling the pressure to executeModern hiring problems such as resource constraints, candidate scarcity and overload, the move to skills based hiring, and avoiding bias have talent leaders feeling the pressure to find fast solutions!Relieving these pressures often create a temptation to put tools before strategy. AI is a great example of this.The stakes are high, and AI offers a compelling solution- or does it? AI is complex and making decisions about it requires a strong foundation of knowledge and careful planning.In this presentation we discuss 4 common mistakes in the adoption of HR tech, with a focus on AI tools (are there any other types these days?).We discuss how a tools first mentality is often the root cause of these four common mistakes and offer guidance on how to avoid them. 1. Missing AI’s ‘creeping normality': As technology becomes more entrenched in your processes and vendors add new functionalities that are accessible, adoption often occurs with little oversight or consideration. When it comes to solving problems related to talent supply or overload, AI recruitment platforms are increasingly embedding “talent matching” functionalities that create risk without any substantial rewards. 2. Chasing Skills Without Definition or Direction: We can all agree that skills based hiring has merit. But it requires alignment on what a skill means to your organization and a holistic view of where they matter and why. Merely removing resumes from the evaluation process or adopting tools, AI or otherwise, that claim to support skills based hiring without a holistic strategy is a dead end street.3. Failing to evaluate your firm’s culture and climate for adopting AI based tools: There is a maturity required for the successful adoption of AI based tools. Understanding your firm’s readiness for AI based tools, and ensuring that you are ready to go all in is essential. Education on, and knowledge of, AI across the entire organization is a big part of successful adoption. 4. Letting vendors dictate strategy and adoption: Most vendors do offer products that can have an impact, and their messages make it tempting to jump right in. Before biting on a shiny new object, adoption of any AI based tool should be pre-empted by a house made strategy. Vendors must be held to a standard evaluated by domain experts using a framework built on the principles of ethical and effective use of AI.At the end of the presentation we provide a case study that probably feels pretty relatable to any talent acquisition professional. Here we tell a story of how mistakes are made and provide insights to help create the awareness needed to avoid them.No one is perfect - but AI alone will not create perfection. Keeping things in perspective and a thoughtful and methodical process that is not driven by fear is essential to the successful adoption of AI technologies.Download our slides here This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

“The future of assessments is about customization at scale. AI allows us to generate and adapt assessments in real-time, making them more relevant to specific job roles.”–Ben WilliamsIntroduction: In this episode of Psych Tech @ Work, I sit down with Ben Williams, Managing Director of Sten 10, to discuss how AI is reshaping the field of psychometric assessments and hiring processes. Our conversation dives into the evolving landscape of AI-driven assessments, the ethical considerations of using AI in hiring, and the challenges of maintaining transparency and fairness while incorporating new technologies. Ben shares insights into blending AI with traditional assessment tools and how this impacts the future of selection processes.Key Topics Covered:* The role of AI in automating and customizing assessments* Emerging challenges in trust, fairness, and explainability in AI-powered hiring* The importance of designing job-specific psychometric tools that align with organizational needs* AI's potential in generating, scoring, and validating assessments* Future implications of AI on entry-level and senior hiring rolesSummary:We explore AI’s role in streamlining psychometric assessments while addressing challenges in maintaining transparency and fairness. Ben describes how Sten 10 has integrated AI to make assessment processes faster and more personalized without losing the critical human oversight needed for ethical hiring practices. We also discuss prompt engineering, AI literacy, and the limitations of AI-generated assessments. One significant takeaway is the growing importance of designing highly contextual and customized assessments using AI while ensuring they remain interpretable and meaningful.We touch on real-world examples, including how AI can generate coaching tips and personality profiles, as well as potential concerns regarding the over-reliance on AI outputs. The conversation also highlights emerging roles related to AI governance and the need for regulatory oversight to ensure fair hiring practices.Key Takeaways:* AI augments, but doesn’t replace human oversight: While AI is making assessments faster and more scalable, the need for human validation remains critical to ensuring fairness.* Custom psychometric assessments are the future: Moving beyond off-the-shelf tools, companies can develop highly specific and job-relevant assessments using AI.* Prompt engineering for assessments: Organizations can create better assessment tools by focusing on AI prompt development and optimization.* AI literacy is essential for hiring professionals: As AI becomes more embedded in hiring, HR professionals need to understand its benefits and limitations to apply it responsibly.* Trust and explainability are key: Companies must prioritize transparency to gain candidate trust and meet regulatory standards.Conclusion:AI’s role in hiring is evolving rapidly, and the opportunities for innovation are endless. However, as Ben notes, the path forward requires a careful balance between technological advances and maintaining human control. By designing psychometric tools with AI and human collaboration, organizations can achieve a fairer and more effective hiring process.Take It or Leave It? Articles:* “Ineffective Human-AI Interactions and Solutions” — Oxford Review* Summary: This article delves into the factors influencing human-AI collaboration, including cognitive load and decision control. Ben highlights how integrating AI into familiar tools like Slack and Word can reduce friction and improve adoption.* “AI and Public Perception: What Americans Really Think” — Center for Data Innovation* Summary: A survey reveals mixed feelings about AI, with curiosity decreasing and negative emotions on the rise. Ben critiques the contradictions in public attitudes toward AI and how these perceptions could shape its future adoption in hiring. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

“Technology should enable human connection, not replace it.”—Alison EyringIntroductionIn this episode, I’m joined by my friend Alison Eyring, an IO psychologist with decades of experience in the realm of global leadership and talent development and the founder of Produgie.I have known Alison for a very long time - in fact she was my first “real world” project sponsor back in 1994!It was a pleasure to welcome Alison to the show for a great conversation about the role of human centered design when building software to help leaders do their thing! Summary:Our conversation explores the intersection of leadership psychology and technology design. Alison shares insights on how psychological safety can be both measured and improved, emphasizing its critical role in team dynamics and organizational success. We dive into her approach to developing tools tailored to user needs, the importance of cultural agility for global leaders, and how technology can both enhance and challenge workplace trust. Throughout, Alison highlights how organizations can foster meaningful change through a combination of data, design, and human connection.Key Topics Covered:* The psychology behind software usability and human-centered design.* Measuring and improving psychological safety within teams.* The evolving role of AI in leadership and organizational development.* Using adaptive tools to support leaders in achieving greater impact.* The challenges and opportunities of cultural agility in a globalized workforce.Takeaways:* Psychological Safety: Leaders can actively improve psychological safety, a critical element for team effectiveness and engagement, by fostering trust and transparency.* Cultural Agility: Leadership in a global context requires a combination of self-awareness, competencies, and experiences to navigate cultural differences effectively.* Data-Driven Insights: Organizations can gain actionable insights from assessments and development tools to better understand leadership strengths and weaknesses.* Human-Centered Design: Building technology for HR or leadership should prioritize the user’s challenges and needs, not just the buyer’s demands.* AI in Leadership: AI can support leaders in providing feedback, fostering growth, and driving measurable outcomes, but its use must be transparent and human-supervised.Take It or Leave It Articles:* “The Homework Apocalypse” by Ethan Mollick* Summary: This article discusses how educators are grappling with AI tools used by students for coursework and the need to rethink educational approaches. Alison critiques the rapid pace of AI developments and emphasizes the importance of teaching judgment and understanding bias in AI-generated insights.* “Psychological Safety in the Workplace”* Summary: This article explores what psychological safety is, what erodes it, and how organizations can foster it. Alison highlights the timeless nature of this topic and its centrality to leadership and organizational success. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

"The most important competency for success in global assignments? Humility—being willing to learn how to succeed in a new cultural context."* Paula CaligiuriPaula is THE expert in this realm!In this episode, I welcome Paula Caligiuri, a renowned expert in cross-cultural psychology and global leadership and author of many books about cross-cultural adaptation and career happiness, the latest ones being:Build Your Cultural Agility: The Nine Competencies of Successful Global Professionals (2021)Live for a Living: How to Create your Career Journey to Work Happier, Not Harder (2023, co-authored with Andrew Palmer)I have known Paula for almost 30 years. Her research played an essential role in my dissertation which was on cross-cultural adaptation in expatriate work assignments. While I do not work in this area, Paula sure does! She has dedicated her career to research and practice on the psychology of cross-cultural adaptation in both the personal and professional realms.I really enjoyed the opportunity to speak with Paula about the intricacies of cultural agility, the challenges faced by individuals working internationally, and how organizations can better prepare their employees for success in diverse environments.Cultural Agility is the name of the game.Our conversation is anchored by the concept of “Cultural Agility”, a combination of awareness, competencies, and experiences that allow individuals to be effective in multicultural environments. Paula describes it as being made up of:* Awareness: Understanding one's own values and how they compare to different cultural contexts.* Competencies: The skills needed to enter a novel environment, learn it, and be effective. These include both relationship-oriented competencies (like perspective-taking, relationship-building, and humility) and personal self-oriented competencies.* Experiences: Exposure to different cultural contexts, though Paula emphasizes that experiences alone are not enough.Paula notes that cultural agility involves the ability to adapt and thrive in unfamiliar cultural settings. She emphasizes that it's not just about giving people experiences abroad, but also equipping them with the knowledge and skills to navigate cultural differences effectively.Biology is a critical factor in adaptationProbably the most interesting thing I learned from our conversation was the role hormones play in cultural agility because they can help individuals handle greater levels of novelty comfortably and effectively, and that those with higher cultural agility are often better able to adjust to more challenging cultural contexts. Did you know that- elevated cortisol levels in response to cultural unfamiliarity can impair cognitive functions, making it challenging to interpret social cues and adapt behaviors appropriately.Or that The novelty of a new culture triggers the brain's reward system, releasing dopamine, which can enhance our motivation to engage and learn in the new environment.I didn’t!Adaptation begins with undertaking activities that put our chemicals in balance!Assessment plays a central role in adaptationI am not going to pass up the opportunity to talk about assessments. Paula has taken what she has learned and created the myGiide assessment, which measures cultural value and cultural agility competencies providing users with insights into their cultural values and biases, allowing for comparative analysis with other cultures and identifying potential areas of conflict or misunderstanding. The assessment is free. I took it and found the insights it provided me super valuable.myGiide is also an example of the role technology plays in cross-cultural adjustmentThe impact of technology on cultural adaptation may surprise you.I went into our conversation thinking Paula would gush about how technology has made adapting to other cultures much easier. But I was wrong!* Technology is a "double-edged sword" for cultural adaptation. It allows people to stay connected to home, potentially reducing feelings of isolation. However, overreliance on home connections can hinder full immersion and engagement with the local environment.* Technology should not replace real-world experiences and interactions. It should be used as a tool for learning and support. Excessive use of social media and video calls can become a "crutch" that impedes adjustment to the new cultural context. Direct engagement with the host culture remains crucial for successful adaptation because cultural differences are "exacerbated" in virtual environments due to the lack of in-person cuesBusinesses must step up to help their expats be successfulWhen it comes to expat assignments, businesses should:* Create a pipeline of culturally agile professionals through strategic talent management practices, including the recruitment, selection, and development of employees with the ability to work effectively across cultures.* Assess bench strength in cultural competencies, not just technical skills, for roles that involve international or multicultural work.* Use assessments to identify employees who are ready for international assignments or have the potential to develop cultural agility.* Provide targeted support for employees on international assignments, including in-country cultural coaching and AI-powered tools like the chatbot in the MyGuide platform.This episode’s Take it or Leave it? articles are:"Global Mobility in 2024: Trends and Predictions"* Summary: This vendor-published article outlines the changing landscape of global mobility, including shorter assignments, digital nomads, and the rise of technology platforms for managing mobility. Paula critiques the "nothing new here" approach, emphasizing the need for deeper cultural training."Thriving, Not Just Surviving: How Targeted Therapy Makes All the Difference for Expats"* Summary: This article explores the psychological stress faced by expats and the importance of targeted therapy. Paula reflects on her early research into expat mental health, reinforcing the need for specialized support to help individuals adapt to new cultural environments. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

"We’re generating assessments faster than ever, but our real test is ensuring that these tools are fair and reliable across diverse candidate groups."–Louis HickmanIn this episode I welcome my friend, super dad, and ex- professional wrestler Louis Hickman for a killer conversation about the ins and outs of using LLMs to create and score assessments.Louis is a professor at Virginia Tech specializing in research on AI and large language models in assessment and hiring processes. He knows a thing or two about this stuff and we waste no time tackling some really great topics centering around the cutting edge of research and practice on the subject of LLMs and assessments.This is a must listen episode for anyone developing, or considering developing, LLM based assessments. Or anyone who wants to educate themselves about how LLMs behave when asked to be I/O psychologists.Topics Covered:* LLMs in Assessment Center Role-Plays:* Using LLMs to simulate realistic role-play scenarios for assessments, with the challenge of ensuring consistent, replicable candidate experiences.* Evaluating Open-Ended Text with LLMs:* How LLMs score open-ended responses and the observed biases, especially when diversity prompts only partially reduce disparities.* Consistency in AI Scoring:* Ensuring LLMs apply scoring criteria consistently across diverse candidates and settings.* Applicant Reactions to AI Interviews:* How candidates perceive AI-driven interviews, with many expressing discomfort due to the perceived inability to influence AI decisions compared to human interactions.* Predicting Responses to Assessment Items:* The potential for LLMs to predict candidate responses without actual data, though accuracy remains limited by model training and inherent biases.* Impact on Academic Research:* LLMs' influence on research publications, with concerns over AI tools favoring self-generated content and potentially amplifying biases in academic discourse.Listen to the episode to hear the skinny on these topics and more!And of course we have fun with this episode’s “Take it or Leave it” articles.Article 1 “The Impact of Generative AI on Labor Market Matching.” An MIT Exploration of Generative AI”, explores the use of LLMs on matching job seekers and employers.Article 2Four Singularities for Research: The Rise of AI is Creating Both Crisis and OpportunityIn this article from Ethan Mollick’s Substack blog One Useful Thing discusses the positive and negative impact of LLMs on academic research. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com