Elevate Your AIQ

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Elevate Your AIQ

Bob Pulver is helping each of us navigate our respective journeys with artificial intelligence (AI) effectively and responsibly. Bob chats with AI and Future of Work experts, talent and transformation leaders, and practitioners who provide diverse perspectives on how AI is solving real-world challenges and driving responsible innovation.

  1. 19 ДЕК.

    AI, Leadership, and Transformation: Building Adaptable Organizations with Pauline James and David Creelman

    Bob Pulver is joined by Pauline James and David Creelman to discuss the transformative impact of AI on employee experience and organizational change. They discuss the evolving role of HR and leadership in navigating AI adoption, emphasizing the importance of continuous learning, data-driven decision-making, and fostering a culture of adaptability and innovation. The conversation highlights ethical considerations in AI, advocating for responsible governance, oversight committees, and transparent policies to ensure fairness and compliance. They reflect on lessons from the pandemic in driving rapid transformation and the necessity for agile workforce planning to balance cost, capability, and strategy. Pauline and David share their insights on experimenting with generative AI tools, building intuition through hands-on learning, and the critical role of foundational skills like AI literacy and design thinking. They leave you with advice for leaders on effectively managing change, along with details about Pauline and David’s upcoming masterclasses and events. Key Topics Discussed: AI and Organizational Change: The role of AI in workforce transformation and how it’s reshaping leadership, employee roles, and collaboration. Upskilling for the Future: Why continuous learning and fostering AI literacy are essential for both leaders and employees. Breaking Down Silos: Strategies to remove barriers to collaboration and align organizational goals in the age of AI. Responsible AI: The importance of governance, transparency, and ethical practices in implementing AI solutions. AI Augmentation vs. Automation: Real-world examples of using AI to enhance human capabilities, from creating content to personalized learning. Strategic Workforce Planning: How organizations can rethink processes, roles, and incentives to align with AI-driven opportunities. Takeaways for Listeners: AI adoption requires cultural shifts, leadership alignment, and trust-building across all organizational levels. Continuous upskilling, including AI literacy and data literacy, is critical for staying ahead of technological advancements. Leaders must move from managing tasks to managing outcomes, leveraging AI to empower teams rather than micromanage. Organizations should focus on responsible AI practices, ensuring compliance, transparency, and inclusivity at every stage. Experimentation and hands-on learning with AI tools can drive innovation and help organizations unlock new opportunities. Notable Quotes: Pauline James: “The importance of transparency and training to mitigate risks cannot be overstated.” David Creelman: “We need to experiment hands-on to learn what AI can and can’t do—this is critical for its integration.” Bob Pulver: “Leaders need to understand AI’s impact to make informed, data-driven decisions for their organizations.” Chapters 00:00 – Welcome and Introductions 03:00 – AI in Workforce Transformation 06:45 – Leadership in the AI Era 10:30 – Breaking Silos for Collaboration 14:20 – Upskilling and AI Literacy 18:10 – AI Augmentation vs. Automation 22:35 – Lessons from Rapid Change 27:15 – Responsible AI and Governance 32:40 – Experimentation and AI Tools 37:50 – AI’s Rapid Evolution 43:25 – Strategic Workforce Planning with AI 48:00 – Final Thoughts and Upcoming Projects For more resources, visit: Pauline’s company website: Anchor-HR David Creelman’s publications and insights: David Creelman Upcoming events: HR Gazette For advisory work and marketing inquiries: Bob Pulver: https://linkedin.com/in/bobpulver Elevate Your AIQ: https://elevateyouraiq.com Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy.

    57 мин.

  2. 17 ДЕК.

    Human-Centric AI to Modernize Performance Management and Improve Workforce Development with Sarah Katherine Schmidt

    Sarah Katherine Schmidt and Bob Pulver explore the intersection of AI and HR, focusing on performance management, trust in AI tools, and the evolving expectations of a multi-generational workforce. They discuss the importance of continuous feedback, continued human involvement in recruitment, and the need for data-driven insights to enhance talent management and workforce planning. The conversation emphasizes the potential of AI to improve employee experiences while maintaining a focus on human agency and trust. Sarah Katherine and Bob discuss the importance of hiring practices that focus on objective criteria rather than personal biases, the challenges of organizational transformation, and the emotional responses individuals have to change. They emphasize the need for AI literacy and responsible use of AI tools, highlighting the importance of training and policies to mitigate bias. The conversation also touches on the interplay between data literacy and AI literacy, advocating for continuous education and critical thinking in the use of AI technologies. Keywords AI, HR, performance management, customer experience, workforce planning, talent development, employee engagement, generational differences, data-driven insights, trust in AI, AI, hiring, transformation, emotional response, AI literacy, responsible AI, data literacy, change management, bias training, organizational change Takeaways AI enhances performance management by promoting agile processes. Trust in AI tools is essential for successful HR integration. Feedback frequency is shifting towards continuous rather than annual reviews. The candidate experience is crucial for attracting talent. Generational differences impact employee expectations and experiences. AI can help reduce biases in performance evaluations. Investing in talent development is key for organizational success. AI tools can streamline HR processes and improve efficiency. The future of workforce planning relies on comprehensive data integration.  Emotional responses to change can impact engagement. Organizations must foster AI literacy among employees. Bias training must evolve to include AI considerations. Policies on AI use are essential for responsible implementation. Continuous evaluation of AI tools is necessary. Data literacy is foundational for effective AI use. Curiosity and education about AI should be ongoing. Sound Bites "Trust in HR around AI still needs to be built" "Candidates desire feedback, not ghosting" "Understand the emotional response to change." "We need a whole new lens on bias training." "Responsibility by design is crucial." "You can't just grab any shiny object." "Let's not set the bar at just good enough." Chapters 00:00 - Introduction to AI in HR 02:48 - The Evolution of Performance Management 05:47 - Building Trust in AI Tools 08:53 - The Human Touch in Recruitment 12:07 - Navigating Generational Differences in the Workforce 15:02 - Data-Driven Insights for Talent Management 17:55 - The Future of Workforce Planning 20:51 - Leveraging AI for Talent Development 25:52 - Hiring Beyond Bias: The Need for Objective Criteria 27:06 - Navigating Transformation: Challenges and Opportunities 29:51 - Understanding Emotional Responses to Change 33:30 - AI Literacy: Empowering Organizations and Individuals 35:49 - Responsible AI: Training and Policies for Ethical Use 38:53 - Evaluating AI Tools: The Importance of Critical Thinking 46:52 - The Interplay of Data Literacy and AI Literacy Sarah Katherine Schmidt: https://www.linkedin.com/in/sarahkatherineschmidt PeopleLogic: https://peoplelogic.ai For advisory work and marketing inquiries: Bob Pulver: https://linkedin.com/in/bobpulver Elevate Your AIQ: https://elevateyouraiq.com Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy.

    50 мин.

  3. 12 ДЕК.

    Proactive and Holistic Recruitment Strategies for Talent Transformation with Brett Coin

    In this live episode from HR Tech 2024, Bob Pulver sits down with Brett Coin, Head of Talent Transformation at Findem, to discuss the future of recruiting and workforce management. Brett shares his journey from a recruiting practitioner to leading AI-driven talent transformation initiatives at Findem. Together, they explore how AI can optimize sourcing, enhance candidate engagement, and challenge traditional recruiting models. The conversation highlights key strategies for leveraging AI to build proactive talent pools, improve referral quality, and rethink workforce planning with a focus on both full-time and contingent workers. Brett also discusses how Findem is empowering organizations to unlock the value of their internal and external talent networks while addressing long-standing challenges like bias in sourcing and inefficiencies in traditional applicant tracking systems (ATS). Key Topics: Proactive Talent Sourcing: Moving beyond job postings to create AI-driven, multi-channel strategies that identify top talent faster. AI in Recruitment: How Findem’s platform leverages AI to optimize sourcing, refresh ATS databases, and boost recruiter productivity. Referrals and Internal Mobility: Using AI to identify and engage untapped talent within organizations, including alumni and employee networks. Education and Adoption: Bridging the gap between leaders’ AI vision and recruiters’ day-to-day habits to ensure successful AI implementation. Future of Talent Management: How organizations can leverage AI to enhance workforce agility, from internal mobility to contingent workforce planning. Key Takeaways: AI tools like Findem are shifting recruitment from reactive to proactive, enabling organizations to identify and engage talent more effectively across multiple channels. Leveraging AI to refresh ATS data can unlock hidden talent pools, reducing the need for costly external sourcing. Organizations must prioritize education and alignment between leaders’ strategies and recruiters’ execution to fully realize AI’s potential. Building intentional talent pools and engaging candidates proactively can significantly enhance response rates and hiring efficiency. Responsible AI practices, such as minimizing bias and ensuring transparency, are critical for long-term success in AI-driven recruitment. Sound Bites: "AI isn’t here to replace recruiters—it’s here to make their work more impactful by eliminating inefficiencies." "Your ATS isn’t just a database—it’s a goldmine of untapped talent if you know how to access it." "Recruiting isn’t about filling roles; it’s about building relationships and engaging talent in meaningful ways." "Organizations need to think holistically about their talent network—employees, alumni, and even contingent workers are part of the same ecosystem." Chapters: 00:00 - Introduction: Live from HR Tech 2024 with Brett Coin 03:10 - Brett’s Journey: From recruiting practitioner to Head of Talent Transformation at Findem 07:45 - Transforming Sourcing with AI: Leveraging proactive, multi-channel strategies 12:30 - Refreshing ATS Data: Uncovering hidden talent pools with AI 17:20 - Improving Referral Programs: Using AI to enhance referral quality and engagement 23:45 - Internal Mobility and Retention: Rethinking workforce planning with AI insights 30:15 - Bridging the Adoption Gap: Educating recruiters on AI tools 35:50 - Responsible AI in Recruitment: Addressing bias and building trust 41:20 - The Future of Talent Management: Total talent strategy with AI Brett Coin: https://www.linkedin.com/in/brettcoin Findem: https://findem.ai For advisory work and marketing inquiries: Bob Pulver: https://linkedin.com/in/bobpulver Elevate Your AIQ: https://elevateyouraiq.com Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy.

    1 ч. 9 мин.

  4. 10 ДЕК.

    Collective Intelligence Meets Artificial Intelligence to Create Scalable Digital Advisors with Kevin Clark

    Bob Pulver speaks with Kevin Clark, President and Founder of Content Evolution. They discuss Kevin's extensive background at IBM (where Bob and Kevin first crossed paths), Kevin's transition into consulting, and the innovative work being done at Content Evolution, particularly in the realm of AI and digital advisors. The conversation emphasizes the importance of asking better questions when interacting with and training AI, and the evolving nature of content and customer engagement. Bob and Kevin focus much of the discussion on the transformative impact of AI on individual and collective intelligence, the evolution of job roles, and the necessity for organizations to adapt to both technology and employee expectations. They discuss the importance of harnessing collective intelligence even in the age of AI (which Kevin has just published a book about), the future of customized Digital Advisors, the concept of ‘digital inheritance’, and the impact of reverse mentoring on technology adoption.  Keywords AI, Content Evolution, Digital Advisors, Leadership Development, IBM, Innovation, Customer Experience, Market Research, Strategy, Technology, AI, collective intelligence, job descriptions, organizational change, digital advisors, digital inheritance, roles, automation, technology, future of work Takeaways Kevin Clark transitioned from a 30-year career at IBM to consulting. Content Evolution focuses on innovation and strategic directions. Digital advisors are customized AI tools that reflect individual expertise. Asking better questions is crucial for success in the AI era. Character and competence are essential for effective leadership. The landscape of customer experience is rapidly changing with AI. Organizations must adapt to leverage skills on demand. The importance of understanding undiscovered functionalities in technology. Collaboration and collective intelligence drive innovation at Content Evolution. The future of work will require agility and adaptability in teams. AI is augmenting both individual and collective intelligence. Job descriptions are evolving; roles need to be more fluid. Organizations must adapt to the changing fitness landscape. Collective intelligence can enhance decision-making processes. Digital advisors can provide valuable insights and reflections. Creating a digital inheritance can pass down knowledge and experiences. Roles should be prioritized over rigid job descriptions. Embracing technology is essential for career significance. Reverse mentoring can bridge the technology gap in organizations. Organizing information is key to leveraging AI effectively. Chapters 00:00 Introduction to Kevin Clark's Journey 12:20 Content Evolution and Its Mission 17:36 Digital Advisors and AI Customization 25:16 The Importance of Asking Better Questions 33:39 The Evolution of Job Descriptions 39:15 Harnessing Collective Intelligence 45:17 The Future of Digital Advisors 53:57 Redefining Roles in Organizations Kevin Clark: https://www.linkedin.com/in/kevin-clark-0057b81 Content Evolution: https://contentevolution.net/ “Collective Intelligence in the Age of AI” (Kevin’s book): https://www.amazon.com/Collective-Intelligence-Age-Kevin-Clark/dp/B0DKDB9WTH/ For advisory work and marketing inquiries: Bob Pulver: https://linkedin.com/in/bobpulver Elevate Your AIQ: https://elevateyouraiq.com

    1 ч.

  5. 5 ДЕК.

    Gen AI Transforms Learning Experiences and Modernizes Content Management with Jack Houghton

    Bob chats with Jack Houghton, co-founder and Chief Product Officer of Mindset AI, about the evolution of AI and its transformative role in learning, development, and content management. Jack shares his journey in AI, insights into generative AI’s rapid advancements, and the challenges of ensuring accuracy and trust in these systems. The conversation explores how AI as a tool to enhance human capability, how organizations can implement AI responsibly, and the disruptive potential of AI agents in reshaping user experiences. They also discuss the critical importance of data quality, accountability in AI workflows, and what the future holds for AI’s integration into our lives. Keywords Generative AI, AI in Learning and Development, Responsible AI, AI Agents, Data Quality, Trust in AI, Human-AI Interaction, Workflow Automation, Knowledge Management, Innovation in AI Takeaways Generative AI is reshaping user interactions with technology, but accuracy and trust are essential. AI should enhance human capability, not replace it. Data quality and transparency are critical for responsible AI workflows. AI agents offer opportunities for efficiency but require careful design to avoid bias or errors. Organizations must focus on verified knowledge and user-friendly AI applications. AI tools can transform learning and development by curating personalized journeys. Responsible AI implementation involves regular audits, observability, and human oversight. Future AI applications may enable highly personalized support systems across various domains. Sound Bites "Can technology adapt to people instead of the other way around?" "Generative AI makes enterprise content management faster, simpler, and more intuitive." "Trust is critical — we need accuracy to avoid hallucinations in AI." "Every single SaaS application will soon integrate conversational workflows." "The future of AI is all about enhancing, not replacing, human potential." "Data quality is the lifeblood of effective AI systems." "Responsible AI requires accountability and transparency at every step." "AI agents will eventually outnumber humans in multi-agent workflows." Chapters 00:00 - Introduction to Jack Houghton and Mindset AI 02:21 - Early AI experiences and the evolution of machine learning 03:39 - The impact of generative AI on content management systems 05:28 - Challenges of trust, accuracy, and hallucinations in AI 07:28 - Target use cases for AI in learning and development 09:10 - AI coaches and performance support tools 11:19 - Measuring ROI and impact of AI tools in organizations 14:37 - Balancing efficiency, trust, and employee expectations with AI 19:04 - The integration of AI agents with legacy systems 26:12 - Rethinking software and SaaS in the era of AI agents 31:08 - Responsible AI: Addressing data quality, bias, and accountability 38:12 - Future scenarios for AI agents and their integration into everyday life 44:04 - Closing thoughts on advancing AI responsibly Jack Houghton: https://www.linkedin.com/in/jack-houghton1 Mindset AI: https://www.mindset.ai/ For advisory work and marketing inquiries: Bob Pulver: https://linkedin.com/in/bobpulver Elevate Your AIQ: https://elevateyouraiq.com

    42 мин.

  6. 3 ДЕК.

    Using Data and Responsible AI to Reimagine Hiring Success with Barb Hyman

    Bob Pulver speaks with Barb Hyman, CEO and founder of Sapia.ai, about the transformative role of AI in recruitment and HR. Barb shares her journey from law to HR and the inception of Sapia.ai, emphasizing the need for data-driven hiring practices that challenge biases and improve candidate experiences. The conversation explores the complexities of global regulations surrounding AI, the importance of ethical AI practices, and the future of HR technology, highlighting the shift towards self-service solutions and the critical role of retention metrics in evaluating hiring success. Barb and Bob discuss the evolving role of HR in talent acquisition, emphasizing the importance of data-driven decision-making and the impact of AI on recruitment processes. Barb explains how benchmarking can enhance HR performance and accountability, and she shares her perspective on the future of data ownership in HR, highlighting the need for individuals to have control over their data. They also talk about the potential for AI to transform learning and development, and why organizations must generate excitement about AI opportunities to drive widespread adoption. Keywords Sapia.ai, Barb Hyman, AI in hiring, recruitment technology, bias in hiring, ethical AI, HR technology, global regulations, data-driven hiring, employee retention, HR, talent acquisition, data-driven decision making, AI in recruitment, candidate experience, hiring process, data ownership Takeaways Barb Hyman's diverse background informs her approach to HR and AI. Data and science are crucial in reimagining hiring processes. The hiring process should minimize information asymmetry. Bias in hiring can be challenged by using chat-based interviews. Global regulations on AI vary significantly, impacting recruitment. Trust and transparency are essential for ethical AI practices. Retention metrics should be prioritized over engagement metrics. The future of HR technology lies in API-driven solutions. Self-service tools can enhance employee development and feedback. HR leaders must adapt to a rapidly changing landscape.  HR must enable hiring managers to make informed decisions. Data-driven insights can transform L&D programs. HR is overwhelmed with data that lacks utility. Benchmarking HR performance creates accountability. AI is changing the recruitment landscape significantly. The candidate experience should be dignified and valued. Data ownership is shifting towards employees. AI can enhance the efficiency of hiring processes. Organizations need to rethink their recruitment strategies. Excitement about AI can drive its adoption in HR. Sound Bites "Trust is one of our values." "The power of AI is that you get better." "Don't buy any more platforms." "Retention is the North Star metric for HR." "The whole world of HR is changing." "HR are the ultimate decision makers." "HR is drowning in data, but none is useful." "Data ownership gives people agency." "How do we get people excited about AI?" Chapters 00:00 Introduction to Barb Hyman and Sapia.ai 02:53 The Importance of Data in Hiring 05:47 Challenging Bias in Recruitment 08:50 Navigating Global Regulations in AI Hiring 11:57 Building Trust and Ethical AI Practices 14:58 The Future of HR Technology and AI 17:48 Understanding Skills and Retention Metrics 27:42 The Evolving Role of HR in Talent Acquisition 30:49 Data-Driven Decision Making in HR 32:50 Benchmarking HR Performance for Accountability 34:28 The Impact of AI on Recruitment Processes 38:01 Enhancing the Candidate Experience 42:45 Reimagining the Hiring Process 48:27 The Future of Data Ownership in HR Barb Hyman: https://www.linkedin.com/in/barbarahyman Sapia.ai: https://sapia.ai For advisory work and marketing inquiries: Bob Pulver: https://linkedin.com/in/bobpulver Elevate Your AIQ: https://elevateyouraiq.com

    52 мин.

  7. 28 НОЯБ.

    Generative AI in the Context of Technological Evolution and Culture Change with John Hansen

    Bob Pulver speaks with John Hansen, Chairman and CEO of Atana, about his extensive background in technology, the importance of diversity in the tech industry, and the transformative potential of AI. John shares his journey through various tech companies (this is his 8th, in fact), his passion for creating inclusive workplaces, and his insights on the latest advancements in generative AI. Bob and John discuss the user experience with AI, the adoption challenges it faces, and the enduring need for human touch in technology. They discuss the overarching challenges and opportunities presented by modern technology, particularly in the context of learning and development. John shares stories and insights from his experiences in Africa, highlighting how leapfrogging technology can lead to significant advancements. John talks about the unique characteristics of Gen Z as digital natives and the importance of adapting educational methods to better serve future generations. The conversation emphasizes the need to maximize human potential through technology while addressing the challenges of integrating new tools responsibly. It’s an enlightening discussion exploring the intersection of technology, culture, and education.  Keywords AI, technology, diversity, generative AI, workplace transformation, human-AI interaction, John Hansen, Atana, leadership, innovation, technology, AI, learning, development, Gen Z, digital natives, leapfrogging, education, infrastructure, cultural change Takeaways John Hansen has founded eight companies and has a strong background in technology. Diversity in decision-making bodies leads to better outcomes. Generative AI represents a significant shift in user interaction with technology. AI should support human endeavors rather than replace them. The limitations of AI include issues with authenticity and hallucinations. Human touch and physical interaction remain important despite technological advancements. AI can enhance content creation but still requires human input. The future of technology will involve a blend of AI and human creativity. Sticky notes may persist as a preferred method of note-taking for many. Legacy infrastructure often hinders technological advancement. Cultural traditions can coexist with modern technology. Leapfrogging technology can lead to unexpected breakthroughs. AI's evolution presents both opportunities and challenges. Different learning modalities serve different educational needs. In-classroom instruction should focus on engagement, not just knowledge transfer. Gen Z's digital skills are unmatched, but they face social challenges. Technology can help eliminate intellectual waste in learning. Companies must adapt to the strengths of new generations. Responsible use of technology is crucial for future success. Chapters 00:00 Introduction to John Hansen and Atana 06:05 The Importance of Diversity in Tech 12:01 User Interaction with AI 18:00 Challenges and Limitations of AI 26:23 Legacy Infrastructure vs. Modern Technology 32:10 The Evolution of AI: Breakthroughs and Challenges 45:04 Gen Z: The Digital Natives and Their Impact 51:30 Maximizing Human Potential with Technology John Hansen: https://www.linkedin.com/in/johnjhansen Atana: https://www.atana.com  For advisory work and marketing inquiries: Bob Pulver: https://linkedin.com/in/bobpulver Elevate Your AIQ: https://elevateyouraiq.com

    55 мин.

  8. 26 НОЯБ.

    Bridging the Skills Gap and Empowering Women in AI with Isabelle Bichler

    Bob Pulver speaks with Isabelle Bichler, co-founder and COO of Retrain.ai, about the critical role of responsible AI in HR and the pressing skills gap in the workforce. Isabelle’s background is beyond impressive, and in addition to her leadership role, she inspires future leaders through mentorships across the US and Israel. Bob and Isabelle discuss the importance of data in HR decision-making, the cultural shifts needed for AI adoption, and the significance of continuous learning and adaptability in the face of rapid technological change. Isabelle emphasizes the need for responsible AI practices and the role of women in tech, while also exploring the future of AI in HR and the importance of AI literacy for organizations. Keywords AI, HR, skills gap, responsible AI, workforce development, data analytics, talent acquisition, continuous learning, women in tech Takeaways Isabelle emphasizes the importance of responsible AI in HR. The skills gap is a pressing issue that needs addressing. Retrain.ai aims to bridge the skills gap through innovative solutions. Data quality and integration are crucial for effective HR practices. AI can enhance human capabilities rather than replace them. Continuous learning and adaptability are essential in the AI era. Women are underrepresented in AI, which is critical to address. AI literacy is vital for organizations to succeed in the digital age. Responsible AI practices must be integrated from the start. Sound Bites "We established Retrain to solve the skills gap." "44% of workers will need upskilling by 2027." "Women need to augment their ability with AI." "AI can enhance you, not replace you." "Responsible AI must be designed from the start." "Data quality is the lifeblood of AI." "We need to embrace exploration in AI." Chapters 00:00 Introduction to Responsible AI in HR 03:01 The Skills Gap and Its Implications 05:53 Retrain.ai: Bridging the Skills Gap 08:59 The Importance of Data in HR 11:47 AI and the Future of Work 15:05 Cultural Shifts in AI Adoption 17:54 Responsible AI: Balancing Innovation and Ethics 21:09 The Role of Women in AI 23:48 Contingent Workforce and Skills Intelligence 27:04 The Future of AI in HR Tech 29:50 AI Literacy and Organizational Readiness 32:48 Conclusion and Future Outlook Isabelle Bichler: https://www.linkedin.com/in/isabelle-bichler-eliasaf-9504191 Retrain.ai: https://www.retrain.ai/platform/ For advisory work and marketing inquiries: Bob Pulver: https://linkedin.com/in/bobpulver Elevate Your AIQ: https://elevateyouraiq.com

    41 мин.
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Bob Pulver is helping each of us navigate our respective journeys with artificial intelligence (AI) effectively and responsibly. Bob chats with AI and Future of Work experts, talent and transformation leaders, and practitioners who provide diverse perspectives on how AI is solving real-world challenges and driving responsible innovation.

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