The Digital Transformation Playbook

Kieran Gilmurray

Kieran Gilmurray is a globally recognised authority on Artificial Intelligence, intelligent automation, data analytics, agentic AI, leadership development and digital transformation. He has authored four influential books and hundreds of articles that have shaped industry perspectives on digital transformation, data analytics, intelligent automation, agentic AI, leadership and artificial intelligence. 𝗪𝗵𝗮𝘁 does Kieran do❓When Kieran is not chairing international conferences, serving as a fractional CTO or Chief AI Officer, he is  delivering AI, leadership, and strategy masterclasses to governments and industry leaders.  His team global businesses drive AI, agentic ai, digital transformation, leadership and innovation programs that deliver tangible business results.🏆 𝐀𝐰𝐚𝐫𝐝𝐬: 🔹Top 25 Thought Leader Generative AI 2025  🔹Top 25 Thought Leader Companies on Generative AI 2025  🔹Top 50 Global Thought Leaders and Influencers on Agentic AI 2025🔹Top 100 Thought Leader Agentic AI 2025 🔹Top 100 Thought Leader Legal AI 2025🔹Team of the Year at the UK IT Industry Awards🔹Top 50 Global Thought Leaders and Influencers on Generative AI 2024 🔹Top 50 Global Thought Leaders and Influencers on Manufacturing 2024🔹Best LinkedIn Influencers Artificial Intelligence and Marketing 2024🔹Seven-time LinkedIn Top Voice.🔹Top 14 people to follow in data in 2023.🔹World's Top 200 Business and Technology Innovators. 🔹Top 50 Intelligent Automation Influencers. 🔹Top 50 Brand Ambassadors. 🔹Global Intelligent Automation Award Winner.🔹Top 20 Data Pros you NEED to follow. 𝗖𝗼𝗻𝘁𝗮𝗰𝘁 Kieran's team to get business results, not excuses.☎️ https://calendly.com/kierangilmurray/30min ✉️ kieran@gilmurray.co.uk  🌍 www.KieranGilmurray.com📘 Kieran Gilmurray | LinkedIn

  1. Stop Celebrating The Hero And Start Hiring The Team

    -4 h

    Stop Celebrating The Hero And Start Hiring The Team

    You can hear it in the way people talk about work right now: everything is urgent, everyone is stretched, and “high performance” has quietly become shorthand for constant output. We take a different angle by starting with a running truth that’s hard to argue with.  Nobody signs up for a half marathon and expects to wing it on the day, so why do we promote people into leadership and then act surprised when they struggle without training, coaching, or recovery? TL;DR / At A Glance: • running as a clear model for planning, consistency and recovery • leaders as business athletes supported by a real performance team • why constant pressure creates exhaustion and weaker decisions • routines, habits and flexibility when curveballs hit the diary • building a high-impact calendar with big rocks and peak flow • deliberate practice, feedback and the limits of “experience” • recovery as a performance lever and the risks of always-on culture Kieran Gilmurray and Laura Lawless explore the idea of leaders as business athletes, and what that metaphor reveals about modern organisations. We talk about the unseen teams behind elite performance and why workplaces often do the opposite: deliver at 120%, transform in 90 days, hit the numbers, repeat.  They dig into routines that actually hold up in the real world, including high-impact calendars, time blocking the “big rocks”, and working with peak flow rather than fighting it. We also get blunt about the signals leaders send when coaching and development are always the first things dropped. From there, they challenge the always-on culture that normalises burnout, and we discuss how AI can unintentionally accelerate the “more tech, more work” loop, with a real psychosocial impact on agency and wellbeing. We push on the tension between personal responsibility and organisational responsibility, and we unpack what HR can enable versus what leaders and individuals must own. The thread that ties it all together is simple: performance is an outcome, but practice, support systems, and recovery are the foundations. If you want practical, grounded ideas for leadership development, executive coaching habits, sustainable performance, and building a culture where people can do their best work, press play.  Subscribe, share this with a colleague, and leave us a review with the one habit you want to build next. Support the show 𝗖𝗼𝗻𝘁𝗮𝗰𝘁 my team and I to get business results, not excuses. ☎️ https://calendly.com/kierangilmurray/results-not-excuses ✉️ kieran@gilmurray.co.uk 🌍 www.KieranGilmurray.com 📘 Kieran Gilmurray | LinkedIn 🦉 X / Twitter: https://twitter.com/KieranGilmurray 📽 YouTube: https://www.youtube.com/@KieranGilmurray 📕 Want to learn more about agentic AI then read my new book on Agentic AI and the Future of Work https://tinyurl.com/MyBooksOnAmazonUK

    36 min
  2. AI Does Not Scale Through Tools. It Scales Through Work

    -1 j

    AI Does Not Scale Through Tools. It Scales Through Work

    AI adoption is moving quickly, yet enterprise value remains uneven when tools are added without changing how work flows. This episode examines why scalable AI performance depends on workflow redesign, clear ownership, and stronger execution systems.  It explores the Work layer of The Human AI Operating System. TLDR / At a Glance • Workflow as the unit of change  • Task gains versus enterprise value  • End-to-end execution redesign  • Ownership, handoffs, and judgement points  • Workflow-level success measures  • Alignment across decisions, capability, governance, and value The key takeaway is that AI scales when organisations redesign how work gets done, measure outcomes across workflows, and connect execution to the wider operating model. Support the show 𝗖𝗼𝗻𝘁𝗮𝗰𝘁 my team and I to get business results, not excuses. ☎️ https://calendly.com/kierangilmurray/results-not-excuses ✉️ kieran@gilmurray.co.uk 🌍 www.KieranGilmurray.com 📘 Kieran Gilmurray | LinkedIn 🦉 X / Twitter: https://twitter.com/KieranGilmurray 📽 YouTube: https://www.youtube.com/@KieranGilmurray 📕 Want to learn more about agentic AI then read my new book on Agentic AI and the Future of Work https://tinyurl.com/MyBooksOnAmazonUK

    12 min
  3. Discussing AI Is Not the Same as Governing It

    -2 j

    Discussing AI Is Not the Same as Governing It

    AI has moved from innovation briefing to board-level responsibility, affecting strategy, risk, disclosure and enterprise value at the same time. This episode examines why directors must shift from discussing AI to actively governing it as regulatory, investor and value pressures converge.  It explores the practical tests boards can use to assess real AI oversight. TLDR / At a Glance • Board ownership of AI  • Strategy, risk and disclosure alignment  • EU AI Act readiness  • Ownership, visibility and assurance  • Investor expectations on AI governance  • Value creation through disciplined oversight The key takeaway is clear: AI governance is now central to board accountability, confidence and durable business value. Support the show 𝗖𝗼𝗻𝘁𝗮𝗰𝘁 my team and I to get business results, not excuses. ☎️ https://calendly.com/kierangilmurray/results-not-excuses ✉️ kieran@gilmurray.co.uk 🌍 www.KieranGilmurray.com 📘 Kieran Gilmurray | LinkedIn 🦉 X / Twitter: https://twitter.com/KieranGilmurray 📽 YouTube: https://www.youtube.com/@KieranGilmurray 📕 Want to learn more about agentic AI then read my new book on Agentic AI and the Future of Work https://tinyurl.com/MyBooksOnAmazonUK

    12 min
  4. Reshape the Work Before You Reduce the Workforce

    -5 j

    Reshape the Work Before You Reduce the Workforce

    AI is forcing leaders to rethink work before they make irreversible workforce decisions. This episode challenges the headcount-first response to automation and explains why value depends on redesigning how work flows. It explores how AI changes roles, judgment, trust and organisational capability. TLDR / At a Glance • Work redesign before workforce reduction  • Productivity versus realised value  • The Reshape Sequence  • Verification as the new bottleneck  • Human trust in AI-enabled service  • Junior roles and leadership pipelines The key takeaway is that leaders should redesign workflows, redefine human roles, rebuild systems and resize only when the new shape of work is clear. Support the show 𝗖𝗼𝗻𝘁𝗮𝗰𝘁 my team and I to get business results, not excuses. ☎️ https://calendly.com/kierangilmurray/results-not-excuses ✉️ kieran@gilmurray.co.uk 🌍 www.KieranGilmurray.com 📘 Kieran Gilmurray | LinkedIn 🦉 X / Twitter: https://twitter.com/KieranGilmurray 📽 YouTube: https://www.youtube.com/@KieranGilmurray 📕 Want to learn more about agentic AI then read my new book on Agentic AI and the Future of Work https://tinyurl.com/MyBooksOnAmazonUK

    14 min
  5. Middle Management Meltdown: Are They Breaking?

    1 juil.

    Middle Management Meltdown: Are They Breaking?

    Middle managers get blamed for everything, yet we keep setting them up to fail.  Kieran Gilmurray and Laura Lawless  promote smart, capable people into leadership roles, then pile on performance management, feedback, meetings, reporting, and “just one more responsibility” without ever teaching the fundamentals or redesigning the job. No wonder even experienced managers admit they avoid the hard conversations until they absolutely have to. TL;DR / At a Glance why capable managers avoid performance and feedback conversationsdefining what a manager is responsible for nowreframing “soft skills” as operating skills that make work workwhy “better communication” often means clearer thinking and decisionsAI changing the value of writing versus judgementmoving from one-off workshops to practice loops and habitsHR shifting from process owner to capability builderthe time problem and the case for slowing down to speed upstrategic subtraction using technology to remove low-value workthree practical takeaways for leaders and HR teamsKieran Gilmurray and Laura Lawless  unpack what a manager is actually for today: getting work done through other people, developing the team, and removing obstacles rather than being the hero-doer.  From there, they dig into the skills that really move performance, engagement and retention. “Better communication” sounds obvious, but we challenge it: more messages do not fix unclear priorities, vague decisions, or inconsistent expectations.  As generative AI starts drafting emails and feedback, the human edge becomes clearer thinking, sound judgement, and the courage to be direct. Then Kieran Gilmurray and Laura Lawless get practical about leadership development and HR transformation. They argue for replacing tick-box training with operating standards for meetings, feedback and decision making, plus simple practice loops that build habits in real work. Kieran Gilmurray and Laura Lawless  also debate time, coaching culture, and strategic subtraction: if AI can do the admin, managers should not be doing it, and HR should stop being the fixer and start building capability across the business. If you know the pain of meeting overload and constant “more”, this conversation will help you see what to remove, what to standardise, and what to practise so managers can lead well again.  Subscribe, share with a manager who needs this, and leave a review with the one task you would subtract first. Support the show 𝗖𝗼𝗻𝘁𝗮𝗰𝘁 my team and I to get business results, not excuses. ☎️ https://calendly.com/kierangilmurray/results-not-excuses ✉️ kieran@gilmurray.co.uk 🌍 www.KieranGilmurray.com 📘 Kieran Gilmurray | LinkedIn 🦉 X / Twitter: https://twitter.com/KieranGilmurray 📽 YouTube: https://www.youtube.com/@KieranGilmurray 📕 Want to learn more about agentic AI then read my new book on Agentic AI and the Future of Work https://tinyurl.com/MyBooksOnAmazonUK

    39 min
  6. Who Owns AI?

    30 juin

    Who Owns AI?

    AI ownership often looks clear in meetings, then breaks down when decisions move into real workflows. This episode examines why fragmented authority turns promising pilots into slow, duplicated, and politically complex AI programmes across the enterprise. It explores how decision rights shape AI scale. TLDR / At a Glance • Fragmented AI accountability  • Decision rights over job titles  • Centralised, federated, and hybrid models  • Governance without slow consensus  • Executive sponsorship and escalation routes  • Ownership maps for enterprise scale The key lesson is that AI scales when authority, accountability, and value ownership are explicit. Support the show 𝗖𝗼𝗻𝘁𝗮𝗰𝘁 my team and I to get business results, not excuses. ☎️ https://calendly.com/kierangilmurray/results-not-excuses ✉️ kieran@gilmurray.co.uk 🌍 www.KieranGilmurray.com 📘 Kieran Gilmurray | LinkedIn 🦉 X / Twitter: https://twitter.com/KieranGilmurray 📽 YouTube: https://www.youtube.com/@KieranGilmurray 📕 Want to learn more about agentic AI then read my new book on Agentic AI and the Future of Work https://tinyurl.com/MyBooksOnAmazonUK

    13 min
  7. Is HR Obsolete?

    30 juin

    Is HR Obsolete?

    “HR is irrelevant and AI will replace it” is the sort of claim that gets repeated until it feels true. We slow it down and ask a better question: if the admin and compliance bits are automated, what should a modern people function actually do that makes organisations stronger? TL;DR / At A Glance retiring transactional HR work that technology can automatewhy rebranding HR does not fix purpose, trust, or credibilityemployee trust gaps and the case for advocacy or ombuds rolesshifting people management back to leaders with HR as architectthe leadership capability gap in coaching, feedback and difficult conversationsAI in performance feedback and why AI plus human coaching mattersredesigning jobs for humans and AI, not just adding toolsmoving HR metrics from compliance to organisational capabilityWe pull apart the case for retiring the term HR and the case for keeping it, from the Ulrich model to today’s rebrands like People Ops and employee experience. Then we get into the real issue behind the labels: trust.  Many employees assume HR represents the organisation first, which creates a credibility gap. We explore whether advocacy and ethics roles should sit outside HR, and what that means for fairness, transparency, and day-to-day employee experience. From there, we go straight at the uncomfortable fix: leaders must own people management. That only works if we stop promoting accidental managers and start building leadership capability in feedback, coaching, and difficult conversations.  Finally, we debate AI and performance feedback. AI can be candid and consistent, but it cannot replace human judgement and empathy, so we argue for “AI plus a human coach” and, crucially, redesigning jobs for humans and AI rather than layering more tech onto broken work. If you want a practical, future-of-work conversation about people strategy, agentic AI, organisational design and leadership development, press play. Subscribe, share with a colleague, leave a review, and tell us in the comments: should we retire HR, or reinvent it? Support the show 𝗖𝗼𝗻𝘁𝗮𝗰𝘁 my team and I to get business results, not excuses. ☎️ https://calendly.com/kierangilmurray/results-not-excuses ✉️ kieran@gilmurray.co.uk 🌍 www.KieranGilmurray.com 📘 Kieran Gilmurray | LinkedIn 🦉 X / Twitter: https://twitter.com/KieranGilmurray 📽 YouTube: https://www.youtube.com/@KieranGilmurray 📕 Want to learn more about agentic AI then read my new book on Agentic AI and the Future of Work https://tinyurl.com/MyBooksOnAmazonUK

    31 min
  8. Hiring In The Age Of AI

    29 juin

    Hiring In The Age Of AI

    AI is speeding up work, squeezing budgets, and quietly removing the “starter tasks” that used to train new hires. So the real question is not just whether we should hire graduates, but how anyone builds experience when AI can draft, summarise, and analyse faster than a junior role ever could. We take a hard look at what this means for early careers, recruitment, and long-term workforce planning, especially for organisations chasing quarterly results while trying to stay future-ready. TL;DR / At A Glance broadening from graduate hiring to workforce diversity and capabilitywhy digital fluency is not determined by ageAI, agency, and the potential mental health impactthe gap between what we say, what is heard, and what we meanadapting to different communication styles beyond picking a channelusing AI as a coaching tool for clearer stakeholder communicationthe real skills gap: onboarding, financial fluency, data and AI literacy, curiosity, resiliency, communicationpsychological safety as the condition for challenge and growthcapability swaps and pairing by strengths rather than ageKieran Gilmurray and Laura Lawless also push back on the lazy comfort of generational stereotypes. “Gen Z are digital natives” sounds neat until you see who is genuinely excited to learn, who is anxious about losing agency to algorithms, and who has the curiosity to keep improving. We talk about mental health risks, why learning agility beats age, and why a multi-generational workplace works best when leaders focus on capability, not labels. From there Kieran Gilmurray and Laura Lawless  get practical: how communication breaks down between what we say, what people hear, and what we meant, plus how to adapt to different styles without dumbing anything down. We explore psychological safety as the foundation for healthy challenge, then move into concrete team design ideas like capability swaps and cognitive diversity roles (challenger, translator, integrator). Finally, we unpack why microlearning often fails and how to build continuous learning into the flow of work so skills actually stick. If you care about AI in the workplace, hiring strategy, learning and development, and building high-performing teams, this conversation is your reset.  Subscribe, share it with a colleague, and leave a review with one change you are making this month to help your team learn faster and speak up more. Support the show 𝗖𝗼𝗻𝘁𝗮𝗰𝘁 my team and I to get business results, not excuses. ☎️ https://calendly.com/kierangilmurray/results-not-excuses ✉️ kieran@gilmurray.co.uk 🌍 www.KieranGilmurray.com 📘 Kieran Gilmurray | LinkedIn 🦉 X / Twitter: https://twitter.com/KieranGilmurray 📽 YouTube: https://www.youtube.com/@KieranGilmurray 📕 Want to learn more about agentic AI then read my new book on Agentic AI and the Future of Work https://tinyurl.com/MyBooksOnAmazonUK

    44 min
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À propos

Kieran Gilmurray is a globally recognised authority on Artificial Intelligence, intelligent automation, data analytics, agentic AI, leadership development and digital transformation. He has authored four influential books and hundreds of articles that have shaped industry perspectives on digital transformation, data analytics, intelligent automation, agentic AI, leadership and artificial intelligence. 𝗪𝗵𝗮𝘁 does Kieran do❓When Kieran is not chairing international conferences, serving as a fractional CTO or Chief AI Officer, he is  delivering AI, leadership, and strategy masterclasses to governments and industry leaders.  His team global businesses drive AI, agentic ai, digital transformation, leadership and innovation programs that deliver tangible business results.🏆 𝐀𝐰𝐚𝐫𝐝𝐬: 🔹Top 25 Thought Leader Generative AI 2025  🔹Top 25 Thought Leader Companies on Generative AI 2025  🔹Top 50 Global Thought Leaders and Influencers on Agentic AI 2025🔹Top 100 Thought Leader Agentic AI 2025 🔹Top 100 Thought Leader Legal AI 2025🔹Team of the Year at the UK IT Industry Awards🔹Top 50 Global Thought Leaders and Influencers on Generative AI 2024 🔹Top 50 Global Thought Leaders and Influencers on Manufacturing 2024🔹Best LinkedIn Influencers Artificial Intelligence and Marketing 2024🔹Seven-time LinkedIn Top Voice.🔹Top 14 people to follow in data in 2023.🔹World's Top 200 Business and Technology Innovators. 🔹Top 50 Intelligent Automation Influencers. 🔹Top 50 Brand Ambassadors. 🔹Global Intelligent Automation Award Winner.🔹Top 20 Data Pros you NEED to follow. 𝗖𝗼𝗻𝘁𝗮𝗰𝘁 Kieran's team to get business results, not excuses.☎️ https://calendly.com/kierangilmurray/30min ✉️ kieran@gilmurray.co.uk  🌍 www.KieranGilmurray.com📘 Kieran Gilmurray | LinkedIn

Informations

  • Création
    Kieran Gilmurray
  • Années d’activité
    2022 - 2026
  • Épisodes
    265
  • Classification
    Tous publics
  • Copyright
    © 2026 The Digital Transformation Playbook
  • Site web de l’émission
    The Digital Transformation Playbook