🎙️ "In five years, two-thirds of the skills we need will be completely different. And five years is basically tomorrow." McKinsey & Company’s The State of Organizations 2026 is the second edition of…
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HR Transformation10 days ago
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David Green 🇺🇦
LinkedIn Content Strategy & Writing Style
Co-Author of Excellence in People Analytics | People Analytics leader | Director, Insight222 & myHRfuture.com | Conference speaker | Host, Digital HR Leaders Podcast
United Kingdom
10 Viral ScoreView on LinkedIn
0 people tracking this creator on Viral Brain
Performance Overview
Followers
207.0K
Connections
29.9K
Avg. Engagement
Top Posts by Engagement
View on LinkedIn
Posting Patterns & Frequency
5.0 posts/week
Posts / Week
1.6 days
Days Between Posts
1
Total Posts Analyzed
HIGH
Posting Frequency
Timezone: Europe/London
Best Performing Days
WednesdaySaturdayFriday
Best Performing Times To Post
11:30-13:30
Topics & Content Focus
Primary Topics
Enterprise AI adoption in HR as an organisational transformation problem (workflow redesign, diffusion, governance, trust)People Analytics operating model redesign (product mindset, data-as-a-product, platform ecosystems)Workplace social dynamics in the AI era (loneliness, belonging, human connection, RTO limits)Decision intelligence for people decisions (HR–Finance context alignment, defensibility, fairness, decision friction)
Secondary Themes
Manager enablement and behaviour change as the real adoption leverAI personas/segmentation models to target interventionsCultural ROI measurement (burnout, learning velocity) alongside productivityStrategic workforce planning as a continuous, ROI-linked disciplinePay transparency pressure driving governance and decision documentation
Industry Focus
HR leadership / CHRO agenda in mid-to-large enterprisesPeople Analytics and HR Tech ecosystem (B2B SaaS HR platforms, analytics vendors, research partners)Future of work / organisational psychology applied to corporate environments
Content Categories
Podcast episode promotion framed as executive insightResearch synthesis and interpretation (HBR/BCG/WEF) for HR leadersNewsletter curation as a distribution hub (monthly digest)Framework translation (stages, personas, operating principles) into practical leadership implicationsCommunity mobilisation (census participation, tagging/CC network effects)
Performance Insights
174.9%
Avg Engagement Rate
STABLE
Performance Trend
Best Performing Topics
Authoritative research synthesis on AI moving from pilots to enterprise transformationOperating-model guidance for People Analytics (product mindset, data-as-a-product)Adoption psychology frameworks (belief–anxiety paradox, personas/stages) that managers can act on
Virality Signals
Borrowed authority from top institutions (WEF/HBR/BCG/Stanford) increases shareabilityDigest/curation posts function as ‘saveable’ resources and tend to attract sharesFrameworks (personas, stages, disciplines) create repeatable mental models people discuss in commentsExecutive-level ‘hidden cost’ framing (decision friction, uneven adoption) triggers stakeholder debate
Structure & Quality
320
Avg Length (Words)
HIGH
Depth Level
ADVANCED
Expertise Level
0.78/10
Uniqueness Score
Common Hooks
Lead with a bold quote in the first line to frame the thesis (often ‘🎙️’)Contrarian reframe: ‘the real issue isn’t X (tools/metrics/RTO) — it’s Y (work redesign/relationships/decision environments)’Authority stacking: named experts + credential signals (HBR/WEF/BCG/Stanford) to establish legitimacy instantlyProblem-first executive framing (hidden costs, uneven impact, stalled adoption) before offering a model
Common Endings
Explicit invitation to comment with perspectivesDirect ‘share with colleagues/network’ askAttribution/thanks to guest, sponsors, and production teamHigh-density CC/tag list to extend reach and reinforce community identity
Value Delivery Methods
Translates academic/consulting research into HR-operational implicationsOffers decision-ready framing (what leaders should do next, not just what’s happening)Consistently provides models and vocabulary that teams can adopt internally (personas, stages, imperatives)Connects AI adoption to human factors (trust, anxiety, belonging) rather than tools
Formatting Style
Long-form, paragraph-led executive brief with skimmable sectionsEmoji as section markers (🎙️ 🔎 1️⃣) rather than casual decorationBulleted ‘In this episode we discuss…’ / ‘Key takeaways…’ listsFrequent use of named frameworks (stages, personas, disciplines) and ‘see Figure’ references
Audience & Tone
NO
Question Usage
0.3%
Response Rate
Detected Tone
Research-led executive curatorCalm, analytical, and systems-orientedConnector/convener of experts (podcast host as node in the ecosystem)Pragmatic change-management translator (turns concepts into organisational levers)semi-formalfirst-person
Interaction Style
Professional peer-discussion (inviting perspectives, interpretation, and experience sharing)Network activation via tagging/CC and community initiativesResource sharing behaviour (reports, newsletter links, episode links)
Community Building Signals
Repeated ‘comment with perspectives’ prompts establish a norm of thoughtful repliesCross-pollination between podcast, newsletter, and community census builds an ecosystem flywheelConsistent public crediting of guests/sponsors/team reinforces relational capitalTagging/CC lists function as lightweight community rituals and distribution strategy
Writing Style Patterns
Content Strategy
Hook: Lead with a bold quote in the first line to frame the thesisTone: semi-formalCTA: Discussion CTA (prompting perspectives rather than
Writing style breakdown
<start of post>
🎙️ “The real bottleneck to AI impact isn’t the technology itself—it’s the speed at which we can redesign our organisations to use it.”
As we move further into 2026, the gap between AI experimentation and enterprise-wide value is becoming the defining challenge for HR leaders.
In the latest episode of the Digital HR Leaders podcast, I speak with Sarah Jenkins, Chief People Officer and author of ‘The Augmented Workforce.’ Sarah has spent the last three years leading one of the most ambitious AI transformations in the professional services sector.
Drawing on her experience, Sarah shares practical insights into how HR can move beyond productivity hacks to fundamental organisational redesign.
Several themes from our conversation will resonate with people analytics and HR leaders
🎙️ “We have to stop asking how AI can do our current jobs faster and start asking what new jobs AI makes possible.”
🎙️ “Trust is the currency of transformation. If employees fear the technology, they will use it to hide, not to innovate.”
🎙️ “The most important skill for the next decade isn’t coding—it’s the ability to deconstruct a workflow and put it back together with a machine as a partner.”
The shift toward an AI-enabled organisation requires more than just new tools; it requires a total rethink of skills, incentives, and leadership behaviours.
In this episode we discuss
🔎 Why the 'productivity paradox' persists in firms that fail to redesign work
🔎 How to build a culture of experimentation without compromising psychological safety
🔎 What Sarah learned from deploying AI agents across a global HR function
🔎 Why the CHRO is uniquely positioned to lead the 'human-centric' AI agenda
🔎 Practical steps for HR leaders to begin their own augmentation journey
Thanks to Sarah for sharing her time, Jodie, Louis and the team at HiBob for sponsoring the episode, and Oceane, Jasmine and Insight222 for bringing the podcast to life.
🎧 Please share your perspectives in the comments and share with your network. Thanks. It really helps! 🫶
cc. David, Stela, Ravin, Jonathan, Amit, Susan, Brian, Mark, Scott, Dawn, Kinsey, Sanja, Lexy, Adam, Amit, Michael, Cole, Ian, Greg, Paul, David, Ludek, Barry, Leopoldo, Dave
<end of post>
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