David Green 🇺🇦's LinkedIn Strategy, Co-Author of…

🤖 As AI increasingly reshapes work, organisations and leadership, is HR the new R&D department? 🔥 That’s one of the topics that features in the November edition of the Data Driven HR Monthly, which…

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People Analytics11 months ago

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🎙️ “If the CEO and CHRO are aligned on the fundamentals — values, beliefs, philosophy — it unlocks a far more dynamic relationship. That’s when the partnership becomes truly shoulder to shoulder.” I…

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HR Leadership10 months ago

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🔥 Is HR the new R&D? 🔗 Presenting the best HR, future of work and people analytics resources for November: https://lnkd.in/ekVuREn8 🔗 Resources include: 🔎 JESS VON BANK and her Mercer colleagues…

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People Analytics10 months ago

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🚀 The Science Behind High-Performing Teams 🎙️ “We need to treat team design as a science, not an afterthought.” In this week’s Digital HR Leaders podcast, I speak with Colin Fisher - Professor at…

LinkedIn post image: 🚀 The Science Behind High-Performing Teams

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Leadership11 months ago

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🎙️ "Research shows that companies with leading digital and AI capabilities outperform lagging competitors by two to six times in terms of total shareholder returns." The rapid rise of AI and digital…

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HR and Learning & Development11 months ago

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🔥 "AI future-built companies achieve five times the revenue increases and three times the cost reductions that other companies get from AI" 🔎 A recent BCG report, The Widening AI Value Gap, reveals…

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AI in HR11 months ago

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Posting Patterns & Frequency

7.0 posts/week

Posts / Week

1.1 days

Days Between Posts

Total Posts Analyzed

HIGH

Posting Frequency

Timezone: Europe/London

Best Performing Days

SundayTuesdayThursday

Best Performing Times To Post

Early Sunday morning (around 07:30)Weekday late morning (around 11:45)Weekday early afternoon (around 13:00–15:30)

Topics & Content Focus

Primary Topics

AI-enabled HR and people analytics transformation (from pilots to scaling, governance, data foundations)Modern CHRO / Chief People Officer leadership and CEO alignment in an AI-shaped workplaceStrategic workforce planning, skills, and learning as levers to win with AI at enterprise scaleCurated HR / people analytics / future-of-work thought leadership as a recurring ‘Data Driven HR’ franchise

Secondary Themes

Employee experience, culture, and psychological safety in the age of AIReimagining HR operating models and HR tech stacks for humans + machinesEvolution of L&D and employability (skills, education-to-work pipelines)Organisational design, hybrid work, and connection at workLeadership psychology and what makes effective leaders in fast-changing environmentsRegional perspectives on people analytics (e.g., APAC) and global benchmarks

Industry Focus

Enterprise HR and people analytics in mid-to-large organisationsCHRO / CPO and senior HR leadership operating at board and C-suite levelHR tech and people analytics vendors and investors shaping the HR technology ecosystemGlobal companies undergoing AI-driven workforce and operating model transformation

Content Categories

Long-form curated newsletters and resource roundups (Data Driven HR Monthly)Podcast episode launches and highlight summaries with senior HR leadersWebinar and live event promotions focused on AI, workforce planning, and HR strategyResearch-anchored commentary on AI adoption, HR operating models, and people analyticsBook and video recommendations that deepen understanding of AI, leadership, and work

Performance Insights

Avg Engagement Rate

STABLE

Performance Trend

Best Performing Topics

Deep-dive features on modern CHRO leadership and CEO–CHRO partnerships in the AI eraLong-form curated resource roundups (Data Driven HR Monthly) tying AI, people analytics, and future-of-work insights togetherStrategic reframing of HR’s role in organisational reinvention (e.g., HR as a new R&D engine for work and workforce)

Virality Signals

Unusually high shares when posts function as ‘one-stop’ resource hubs (multiple links, curated insights, newsletters, and recommendations)High comment volume when posts centre on identity and role questions for CHROs and HR (e.g., redefining HR’s mandate in the AI era)Increased reach when many respected practitioners and thought leaders are tagged, creating cross-audience exposureStronger performance when posts combine concrete research (e.g., what AI high performers do) with actionable practices for HR leadersRecurring branded series (e.g., Data Driven HR Monthly) that audiences come to expect and share as a go-to resource

Structure & Quality

250

Avg Length (Words)

HIGH

Depth Level

ADVANCED

Expertise Level

8.5/10

Uniqueness Score

Common Hooks

Provocative, reframing questions about HR’s evolving role (e.g., positioning HR as the new R&D)Time-sensitive urgency hooks for events (e.g., “LAST CHANCE TO REGISTER”)Quote-led openings that spotlight a powerful line from a guest or interviewContext-setting statements about macro shifts in the world of work and AIRole-based framing that speaks directly to CHROs and senior HR leaders

Common Endings

Direct invitations to listen, read, or watch linked long-form contentRequests for readers to share reflections or perspectives in the commentsSoft CTAs to like, comment, or share if they found the content valuableAcknowledgements and thanks to guests, collaborators, and sponsorsFraming the content as something to save or enjoy (e.g., a ‘Sunday read’)

Value Delivery Methods

Curates and filters a wide landscape of HR, AI, and people analytics content into digestible, high-signal roundupsTranslates research findings and benchmark data into clear implications for CHROs and people analytics leadersSurfaces specific frameworks and shifts (e.g., new HR operating models, five key shifts in workforce planning)Provides access to high-value conversations with senior practitioners and recognised experts via podcasts and webinarsHighlights practical examples, quotes, and case-based insights, not just abstract theory

Formatting Style

Heavy use of emojis as visual signposts and bullet markersShort, scannable paragraphs separated by line breaksBullet lists to organise resources, shifts, and key takeawaysEmbedded quotation marks to highlight key insights and soundbitesHashtags clustered at the bottom, focused on HR, people analytics, AI, and leadership

Audience & Tone

YES

Question Usage

0.6%

Response Rate

Detected Tone

Data-informed and research-grounded thought leaderWarm, collegial, and community-orientedStrategic and future-focused, especially around AI’s impact on workPragmatic and practice-oriented rather than purely theoreticalOptimistic but measured about technology, emphasising governance and human-centricitysemi-formalfirst-person

Interaction Style

Peer-level dialogue with senior HR, people analytics, and C-suite-adjacent leadersEncouragement of reflective comments rather than one-word reactionsCommunity uplift through tagging, thanking, and spotlighting other experts, sponsors, and collaboratorsSubtle nudges for readers to become co-curators by sharing resources and newsletters onwardEvent-driven engagement where conversation continues around webinars and podcast episodes

Community Building Signals

Recurring newsletter franchise (Data Driven HR Monthly) that builds a loyal, returning audienceRegular promotion of other people’s newsletters, podcasts, and reports to strengthen the broader HR ecosystemConsistent gratitude and recognition for collaborators, fostering reciprocity and cross-promotionInvitations for the community to reflect on and discuss strategic questions facing HR in the AI eraAnchoring content around shared professional identities (CHROs, CPOs, people analytics leaders) to create a sense of tribe

Writing Style Patterns

Content Strategy

Hook: Provocative, reframing questions about HR’s evolving role (eTone: semi-formalCTA: Collaborative CTAs that invite reflection and dial

Writing style breakdown

- Core characteristics

Predominantly professional, informative, and highly polished.

Warm and human, but never chatty or slangy.

Strongly educational and curatorial: the author frequently spotlights reports, podcasts, articles, and other resources.

Tone is confident but modest; they emphasize others’ work and insights more than their own opinions.

Clearly positioned in a business/HR/people analytics context with a thought-leadership voice.

- Overall formal-professional, but softened with

Occasional light, tasteful warmth (e.g. “Perfect for a Sunday read 🥐 ☕ 🗞”).

Enthusiastic adjectives (“super excited”) and gentle encouragements.

No slang, no sarcasm, no edgy humor. The humor is subtle, almost entirely via emojis and light phrases.

- Emotional tone and energy

Medium-to-high energy but controlled and calm.

- Enthusiasm shows in

Exclamation marks, but not overused.

Phrases like “I am super excited,” “I am delighted,” “Don’t miss it!”

Positive framing of change and AI (“widening divide” but always paired with clear actions/solutions).

Emotionally constructive: focuses on opportunity, learning, and practical action rather than fear or hype.

- Frequent use of curated quotes to anchor a post

Starts with a quote line preceded by 🎙️ or similar emoji, then explanation.

Heavy use of statistics and structured takeaways (e.g. “five strategies…”, “five steps…”, “three imperatives…”).

Regular use of third-party authority: McKinsey, BCG, specific authors, reports.

- Repetition of certain narrative patterns

The report outlines…

The article outlines three key recommendations…

For HR, three imperatives emerge…

- Occasional rhetorical questions, often as hooks

Is HR the new R&D?

As AI increasingly reshapes work, organisations and leadership, is HR the new R&D department?

Direct quotes visually emphasized on separate lines, often introduced with 🎙️.

- First person singular “I” used to

Reference their own podcast episodes.

Share what they learned or found interesting.

Express gratitude and enthusiasm.

First person plural “we” used to frame shared experience, especially around HR and AI (“we’ll dig into…”, “we explore”).

Second person “you” mainly appears in CTAs or when referencing the reader’s potential benefit (“You can listen…”, “If you find the newsletter valuable…”).

- More often descriptive and invitational than prescriptive

Soft encouragement: “I hope you learn as much… If so, please share…”

When using commands, they are polite and brief (“Don’t miss it!”, “Register here”).

Rarely uses hard directives like “You must” or “You need to”; instead, it frames actions as logical next steps emerging from evidence.

David Green 🇺🇦

Warm Analysis

Performance Overview

Top Posts by Engagement