Naveen Bhateja
Center of Board Excellence
Nasdaq
Episode 267
AI is a people transformation: Human-centric leadership is now paramount
Current chapter: Covering monthly expenses is the number one concern for employees in 2024
Built By PeopleMarch 21, 2025 · 16:02
Thesis
“AI represents a fundamental 'people transformation' rather than just a technological disruption, making human-centric leadership, trust, and culture more critical than ever for organizational success.”
Show notes
Navigating AI and Leadership: Insights from Naveen on the Built by People Podcast
This episode is in partnership with Transform, we are very grateful and excited to be working with this wonderful community. Go check them out here
In this episode of the Built by People Podcast, host Dave welcomes Naveen, an HR veteran with nearly three decades of experience across various industries such as high tech, financial services, and life sciences.
Naveen shares his non-traditional career journey starting at GE, his approach to HR, and how talent is the key differentiator for companies. He discusses the impact of AI on HR and leadership, emphasizing the importance of maintaining human connection and culture in an increasingly digital world.
Naveen also outlines the evolving roles of leadership in AI integration, stressing the need for digital fluency, human-centered leadership, and ethical decision-making. He offers insights into balancing AI-driven automation with the human element in HR processes.
00:00 Introduction and Welcome
01:01 Naveen's Career Journey
02:30 The Importance of Talent
04:35 Insights from Davos on AI and HR
06:26 Opportunities and Risks of AI in the Workplace
10:16 Evolving Leadership Roles with AI
13:15 Balancing Automation and Human Elements in HR
14:53 Parting Advice and Closing Remarks
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What you'll take away
- 1AI is primarily a 'people transformation,' demanding new leadership approaches focused on human connection and adaptability.
- 2Effective leaders in the AI era must develop digital/AI fluency, human-centered leadership, and robust ethical decision-making/governance frameworks.
- 3While AI can offer hyper-personalized employee experiences and automate mundane tasks, over-reliance can erode trust, reduce human interaction, and amplify algorithmic biases.
- 4Companies must implement strong guardrails, ensure transparency, and adopt a 'human in the loop' approach to prevent AI from creating a disengaged or distrustful workforce.
- 5Culture, trust, purpose, and leadership remain uniquely human domains that cannot be outsourced to AI tools, serving as the core differentiators in the future of work.
What most organizations get wrong
- •AI is not the one taking away jobs; leaders who fail to evolve are.
- •The true differentiator for companies is talent, a statement that initially received 'smirks and smiles' but was validated by recent global challenges.
In Naveen's words
“GE was really my foundation of understanding HR as a business function and not as a support function.”
This highlights a foundational shift in how HR should be perceived within an organization.
“So talent is the key differentiator or competitive advantage.”
This is a core thesis of Naveen's, emphasizing the supreme importance of human capital.
“AI is not the one taking away jobs. Leaders who fail to evolve are.”
This quote offers a contrarian perspective on job displacement by AI, placing responsibility on leadership adaptability.
“AI is not a replacement for your culture. It's an amplifier.”
This defines AI's role in organizational culture as a tool to enhance, rather than supplant, human elements.
“As AI takes more mundane, repetitive, analytical tasks, where can we double down is making us uniquely human.”
This emphasizes focusing on inherently human qualities like empathy and emotional intelligence as AI automates other tasks.
“So garbage in, garbage out. So without having humans in the loop approach, I think companies can create a huge issue and they really need to show up more responsibly when they're using AI anywhere, but specifically in HR.”
This highlights the critical risk of algorithmic bias and the necessity of human oversight for ethical AI implementation in HR.
The problems this episode addresses
- •Eroding human connection and trust if companies over-rotate on AI-driven efficiency, leading to disengagement.
- •The risk of a 'culture of distrust' due to AI surveillance tools, making employees feel monitored rather than empowered.
- •Impersonal and robotic automated feedback from AI-driven processes, leading to reduced employee satisfaction.
- •Over-reliance on AI for communication reducing personal interactions and leading to a less connected workplace, especially in remote/hybrid models.
- •Algorithm bias in AI systems reinforcing systemic inequalities in crucial HR processes like hiring, promotion, and performance evaluations.
- •A lack of digital and AI fluency among board members, posing a 'worrisome' gap in critical skills for effective governance.
- •The challenge of balancing AI efficiency with the need for fairness, transparency, and inclusivity to avoid unintended biases in HR applications.
In this episode
Covering monthly expenses is the number one concern for employees in 2024
Built by People
Dave Goldberg has been in human resources for almost three decades
Top Executives: The Career Journey
Naveen spoke at Davos about human connection in an increasingly digital workforce
AI's Impact on CHROs and CEOs
Naveen sees opportunities and risks as organizations become more dependent on AI
Can Company Culture Evolve With AI?
Leadership roles are evolving rapidly in response to AI and AI integration
Leadership roles in the era of AI
Naveen Gupta talks about responsible AI and ethics in HR
Responsible AI in Human Resources
Dave: Great podcast. I really enjoyed these questions and, and these are critical topics
Built by People
Topics covered
Organizations and entities mentioned
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