One of the biggest challenges facing HR is the perennial challenge of leadership capability. Despite years of investment in programmes, frameworks, and workshops, many organisations still struggle to see real behavioural change. The world around us is moving faster, the expectations on leaders are higher, and yet our development approaches can still feel generic, theoretical, and removed from the realities of day-to-day work.

But what if technology - and specifically, AI - could help us do it differently? Instead of a one-size-fits-all course, what if every manager could have a personalised coach in their pocket that gives them real-time, practical guidance in the moment they need it most? To explore the benefits and risks of AI coaching, Lucy is joined by Anand Chopra-McGowan, Managing Director, Europe at Valence.

Anand explains how Nadia, Valence’s AI coach, learns your context (company principles, programmes, your team) and supports both the “small moments” such as a tricky feedback chat, and the “big moments” like onboarding and performance reviews. He shares a live example of using Nadia minutes before a meeting, why perfect memory beats good intentions, and how the tool integrates where managers already are .

We dig into trust and ethics, what data Nadia uses, and how clients are measuring value - from time saved on reviews to uplift in leadership effectiveness scores and store-level customer outcomes. Anand’s deployment advice is refreshingly practical: point the coach at high-friction moments in your HR calendar, customise to your ways of working, and use early wins to convert sceptics.

00:29 — Why traditional leadership development stalls 10:22 — What Nadia is and how it works (with an in-the-moment example at 12:12) 14:47 — Ethics, data, and measuring impact (ROI examples from 19:23) 23:01 — How to deploy AI coaching and bring sceptical managers with you

Discover more about Disruptive HR

• Find out more about Disruptive HR: www.disruptivehr.com
• Get in touch: hello@disruptivehr.com
• Check out The Disruptive HR Club: https://disruptivehr.com/the-club/

Contact Anand: https://www.linkedin.com/in/achopramcgowan/

As we know - AI isn’t something that’s coming in the future — it’s already here, and it’s already reshaping how we hire, develop and engage our people. The pace of change can feel daunting at times, but the big challenge for us in HR is how we shift from dabbling with new tools to really using AI as a strategic enabler. In this episode, Lucy explores the key opportunities and risks — from ethics and trust, through to leadership development, talent management and employee engagement with the help of one of the leading voices in people analytics and digital HR David Green.

David shares research showing more companies now have dedicated AI governance for HR, and why moving from “jobs” to “tasks and skills” matters if we want technology to augment work rather than trigger blunt headcount cuts. The conversation explores what great employee listening looks like when you blend surveys with collaboration and behavioral signals (at aggregate level), plus the implications for hybrid work, org design, and keeping the human experience at the centre.

For HR professionals wondering where to start, David’s advice is simple: build AI literacy, experiment hands-on, identify a few high-value use cases tied to business priorities, and iterate with a sponsor. The capability stack HR needs now ranges from data/AI literacy and stakeholder influence to human-centred design, storytelling, and emotional intelligence—so we can automate the repetitive, personalise the meaningful, and lead the transformation with credibility.

Chapters

00:03 — Meet David Green David’s journey from recruitment to people analytics; Insight222 and the Digital HR Leaders podcast.

07:04 — What’s actually being used Adoption snapshot; chatbots, sentiment analysis of feedback, and augmented JD writing. 12:40 — Trust, ethics & redesigning work Governance and transparency; shifting from jobs to tasks/skills; keeping the human experience central. 20:50 — Strategy to practice AI as a strategic enabler; leadership development, employee listening/hybrid insights, the HR skillset, and where to start.

Contact David: www.insight222.com

Discover more about Disruptive HR

• Find out more about Disruptive HR: www.disruptivehr.com
• Get in touch: hello@disruptivehr.com
• Check out The Disruptive HR Club: https://disruptivehr.com/the-club/

In this episode, Lucy digs into one of the big questions right now: if most organisations have landed on hybrid, why does it still feel so clunky? Ranya Nehmeh, senior HR strategist, lecturer and co-author of In Praise of the Office: The Limits to Hybrid and Remote Work - joins to unpack why many hybrid set-ups deliver the “messy middle”: full calendars, half-empty offices and confused norms. She makes the case that the office still offers something distinctive: spontaneous interactions, faster trust-building and the sort of collaboration you can’t schedule into a diary.

Lucy and Ranya explore the long-term culture risks of ineffective hybrid working such as lower discretionary effort, individualism over collaboration, and promotion decisions skewed by proximity bias. They look at practical ways to make hybrid better including designing anchor days around activities that need co-location, fixing meeting hygiene and measuring outcomes not optics. They also discuss a divide many miss - pre- versus post-pandemic hires—and how HR can act as “architect of connection” through extended onboarding, mentoring across cohorts, and rituals that make everyone visible.

This episode looks at how you build flexibility and a healthy culture. The answer isn’t blanket policies; it’s clarity and intention. Think presence with purpose, flexibility with structure, and leaders equipped to have grown-up team conversations about what works now—for the work, the customer and the people involved.

Chapters

(00:03) The Future of Hybrid Work

(15:24) Optimizing Hybrid Work Strategies for Success

(21:54) Bridging Pre & Post-Pandemic Workplace Gap

(26:15) Hybrid Work Flexibility and Structure

(31:17) Importance of Office Relationships

(34:53) Exploring Hybrid Work Strategies

Contact Rayna https://www.linkedin.com/in/ranyanehmeh/

Discover more about Disruptive HR

• Find out more about Disruptive HR: www.disruptivehr.com
• Get in touch: hello@disruptivehr.com
• Check out The Disruptive HR Club: https://disruptivehr.com/the-club/