{"id":2534,"date":"2026-02-27T20:04:08","date_gmt":"2026-02-27T20:04:08","guid":{"rendered":"https:\/\/www.goprofiles.io\/blog\/?p=2534"},"modified":"2026-02-27T20:04:09","modified_gmt":"2026-02-27T20:04:09","slug":"hr-gamechangers-episode-17-recap-ai-enabled-workforce-performance","status":"publish","type":"post","link":"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-17-recap-ai-enabled-workforce-performance\/","title":{"rendered":"HR GameChangers Episode 17 Recap: The Q1 Reset: Linking Performance to AI Readiness and Adoption"},"content":{"rendered":"\n<p>AI has moved beyond its experimental phase \u2014 it\u2019s reshaping how performance is measured, how work is structured, and how impact is delivered across organizations. As companies transition from curiosity to operational execution, HR leaders must reset how AI readiness is embedded into goals, workflows, incentives, and culture. The question is no longer whether AI will influence performance \u2014 it\u2019s how intentionally organizations integrate it to accelerate outcomes without creating resistance, confusion, or misalignment.<\/p>\n\n\n\n<p>In a recent GoProfiles HR GameChangers panel, senior people leaders from Guild, UiPath, and Vidyard shared how they\u2019re navigating this reset \u2014 tying AI fluency directly to productivity, accountability, and measurable business results. Moderated by Janelle Henry, Talent and Brand at Stripe, the conversation explored the structural shifts, enablement investments, and leadership behaviors required to move AI from experimentation to expectation \u2014 while ensuring performance remains human-centered, transparent, and future-ready.<\/p>\n\n\n\n<p>For more HR technology insights, check out our previous episodes:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-ep-1-recap-the-new-era-of-engagement\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 1:<\/strong> The New Era of Engagement<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-ep-2-building-a-thriving-culture\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 2:<\/strong> Building a Thriving Culture<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-recap-measuring-employee-engagement\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 3:<\/strong> Measuring Employee Engagement<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-recap-digital-workplace\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 4:<\/strong> The Digital Workplace&nbsp;<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-recap-enhancing-engagement-strategies\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 5:<\/strong> Enhancing Engagement<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-6-recap-building-a-resilient-culture\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 6<\/strong>: Building a Resilient Culture<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-7-recap-skill-based-organizations\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 7:<\/strong> Skill-Based Organizations<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-7-recap-skill-based-organizations\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 8:<\/strong> Navigating Remote &amp; Hybrid Work<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-9-recap-ais-role-in-redefining-the-hr-landscape\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 9<\/strong>: The Role of AI in HR<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-10-recap-building-compensation-models-that-work\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 10<\/strong>: Building Compensation Models That Work<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-11-recap-chros-as-architects-of-business-strategy\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 11<\/strong>: The Future of HR Leadership: CHROs as Architects of Business Strategy<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-12-recap-branding-strategies-internally-and-externally\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 12<\/strong>: Path to CHRO: Branding Strategies Internally and Externally<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-13-recap-balancing-ai-and-people-centric-organizations\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 13<\/strong>: HR Crossroads: Balancing AI and People-Centric Organizations<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-14-recap-culture-led-growth-and-values-driven-leadership\/\"><strong>Episode 14<\/strong>: Culture-Led Growth: How Values-Driven Leadership Fuels Performance and Profit<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-15-recap-ai-at-work\/\" id=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-15-recap-ai-at-work\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 15:<\/strong> AI at Work: AI Literacy, Strategy, and Adoption<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-16-leadership-reset-2026\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 16: <\/strong>The Leadership Reset: Essential Leadership Skills for 2026 and Beyond<\/a><\/li>\n<\/ul>\n\n\n\n<p>And if you\u2019re not registered for the series, you can <a href=\"https:\/\/www.goprofiles.io\/hr-gamechangers\" target=\"_blank\" rel=\"noreferrer noopener\">register here<\/a>. And <a href=\"https:\/\/www.linkedin.com\/showcase\/goprofiles\/\" target=\"_blank\" rel=\"noreferrer noopener\">follow us<\/a> on LinkedIn to never miss a moment!<\/p>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<figure class=\"wp-block-embed is-type-video is-provider-youtube wp-block-embed-youtube wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<div class=\"jetpack-video-wrapper\"><iframe loading=\"lazy\" title=\"HR GameChangers by GoProfiles | The Q1 Reset: Linking Performance to AI Readiness and Adoption\" width=\"640\" height=\"360\" src=\"https:\/\/www.youtube.com\/embed\/YP9hzeatWKk?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/div>\n<\/div><\/figure>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Speakers<\/strong><\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Janelle Henry<\/strong>: Talent and Brand at Stripe, Advisor &amp; Former VP of People at Rad AI &amp; GoProfiles customer (moderator)<\/li>\n\n\n\n<li><strong>Alana Brandes:<\/strong> Chief People Officer, Guild<\/li>\n\n\n\n<li><strong>Agnes Garaba: <\/strong>Chief People Officer, UiPath<\/li>\n\n\n\n<li><strong>Sarika Lamont: <\/strong>Chief People Officer, Vidyard<\/li>\n<\/ul>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Key Takeaways:<\/strong><\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Urgency is accelerating<\/strong> \u2014 AI is moving from \u201cinteresting\u201d to essential faster than many organizations expected.<\/li>\n\n\n\n<li><strong>Workflow redesign is the toughest step<\/strong> \u2014 adoption isn\u2019t linear, and momentum often slows after the early wins.<\/li>\n\n\n\n<li><strong>Performance needs integration, not compliance<\/strong> \u2014 AI should be built into how results are achieved, not treated as a checkbox.<\/li>\n\n\n\n<li><strong>Incentives sustain adoption<\/strong> \u2014 aligning AI progress with recognition and rewards drives continued momentum.<\/li>\n\n\n\n<li><strong>Mindset matters more than tools<\/strong> \u2014 curiosity and judgment often outweigh prior AI experience.<\/li>\n\n\n\n<li><strong>Enablement is infrastructure<\/strong> \u2014 hands-on, cross-functional support makes AI expectations realistic and fair.<\/li>\n\n\n\n<li><strong>Leadership accountability is critical \u2014 <\/strong>without clear direction from the top, AI in performance drives anxiety, not adoption.<\/li>\n<\/ul>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The Shift From Experimentation to Urgency<\/strong><\/h2>\n\n\n\n<p>Over the past year, many organizations encouraged teams to explore generative AI tools \u2014 to experiment, test, and build baseline fluency. It was a period defined by curiosity and discovery.<\/p>\n\n\n\n<p>But in recent months, the tone has shifted.<\/p>\n\n\n\n<p>Rapid advances in AI capabilities have compressed timelines and raised expectations. What once felt exploratory now feels immediate. Leadership teams are no longer asking whether to adopt AI \u2014 they\u2019re asking how it should reshape workflows, productivity, and performance systems right now.<\/p>\n\n\n\n<p>For HR leaders, that acceleration brings both opportunity and pressure. Just as organizations begin to operationalize one wave of tools, the next release changes the landscape again. The pace is energizing \u2014 but it requires clarity, prioritization, and strong leadership alignment to avoid confusion or fatigue.<\/p>\n\n\n\n<p>And for Alana Brandes, the velocity of change is redefining how quickly work itself can evolve:<\/p>\n\n\n\n<p>   <\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"144\" height=\"144\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192232\/alana-brandes-guild.png\" alt=\"Headshot of Alana Brandes, Chief People Officer at Guild, discussing how AI is dramatically shifting work\" class=\"wp-image-2537\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192232\/alana-brandes-guild.png 144w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192232\/alana-brandes-guild-40x40.png 40w\" sizes=\"auto, (max-width: 144px) 100vw, 144px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cThe speed at which these tools are enabling work to shift dramatically is wildly exciting \u2014 and incredibly hard to keep up with.\u201d<\/p>\n<cite>\u2014Alana Brandes, Chief People Officer<em>, Guild<\/em><\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The Hardest Phase: Redesigning Work<\/strong><\/h2>\n\n\n\n<p>If experimentation was phase one, workflow redesign is phase two \u2014 and it\u2019s significantly more complex.<\/p>\n\n\n\n<p>Many organizations have successfully encouraged employees to use generative AI as a thought partner. But lasting transformation requires more than better prompts. It demands rethinking processes, connecting previously siloed systems, and reimagining how teams collaborate and deliver results.<\/p>\n\n\n\n<p>Adoption also isn\u2019t linear. Leaders are seeing a familiar pattern: early enthusiasm followed by hesitation when the work shifts from task support to structural redesign. Momentum builds quickly with visible wins \u2014 then slows when teams are asked to rebuild how work actually flows.<\/p>\n\n\n\n<p>The real transformation begins when AI moves beyond assisting individual tasks and starts reshaping operating models.<\/p>\n\n\n\n<p>Sarika Lamont captured this inflection point clearly:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"144\" height=\"144\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192617\/sarika-lamont-vidyard-.png\" alt=\"Headshot of Sarika Lamont, Chief People Officer at Vidyard, discussing AI performance integration and cross-functional enablement.\" class=\"wp-image-2538\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192617\/sarika-lamont-vidyard-.png 144w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192617\/sarika-lamont-vidyard--40x40.png 40w\" sizes=\"auto, (max-width: 144px) 100vw, 144px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cWe\u2019ve moved past simply testing the tools \u2014 now the question is: where do we go from here? How do we truly rethink our workflows?\u201d<\/p>\n<cite>\u2014Sarika Lamont, Chief People Officer<em>, <\/em>Vidyard<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Alana Brandes described a deliberate evolution from experimentation to effectiveness:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"144\" height=\"144\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192232\/alana-brandes-guild.png\" alt=\"Headshot of Alana Brandes, Chief People Officer at Guild, discussing how AI is dramatically shifting work\" class=\"wp-image-2537\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192232\/alana-brandes-guild.png 144w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192232\/alana-brandes-guild-40x40.png 40w\" sizes=\"auto, (max-width: 144px) 100vw, 144px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cLast year was about driving experimentation. This year is about asking: how is AI actually making you more effective?\u201d<\/p>\n<cite>\u2014Alana Brandes, Chief People Officer<em>, Guild<\/em><\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Performance Management: From Usage to Impact<\/strong><\/h2>\n\n\n\n<p>One of the most practical \u2014 and nuanced \u2014 parts of the discussion focused on performance management.<\/p>\n\n\n\n<p>In the early stages of adoption, some organizations introduced AI as a standalone competency in performance reviews. But isolating AI can unintentionally dilute its purpose. When treated separately, it risks becoming a compliance exercise rather than a strategic enabler.<\/p>\n\n\n\n<p>The panel emphasized that AI should not be positioned as an end goal. It should be embedded into conversations about outcomes and impact. As moderator Janelle Henry noted:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"849\" height=\"850\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry.png\" alt=\"\" class=\"wp-image-2037\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry.png 849w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-768x769.png 768w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-40x40.png 40w\" sizes=\"auto, (max-width: 849px) 100vw, 849px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cThere\u2019s a tendency to make the goal AI \u2014 when the goal is actually the impact.\u201d<\/p>\n<cite>\u2014Janelle Henry, <em>Talent and Brand at Stripe, Advisor &amp; Former VP of People at Rad AI<\/em><\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>That distinction reframes performance entirely. Instead of asking whether someone is using AI, leaders should explore how it changed their approach, improved execution, and elevated results.<\/p>\n\n\n\n<p>Sarika Lamont shared why separating AI into its own question can backfire:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"144\" height=\"144\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192617\/sarika-lamont-vidyard-.png\" alt=\"Headshot of Sarika Lamont, Chief People Officer at Vidyard, discussing AI performance integration and cross-functional enablement.\" class=\"wp-image-2538\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192617\/sarika-lamont-vidyard-.png 144w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192617\/sarika-lamont-vidyard--40x40.png 40w\" sizes=\"auto, (max-width: 144px) 100vw, 144px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cWhen you make it a standalone question, it feels like a compliance checkbox. The better question is: where did you change how you approached your work \u2014 and where do you still have room to grow?\u201d<\/p>\n<cite>\u2014Sarika Lamont, Chief People Officer<em>, <\/em>Vidyard<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Equally important, expectations must reflect role realities. A product engineer, a customer success manager, and a people operations partner will leverage AI differently. Performance frameworks must account for that nuance rather than applying uniform standards.<\/p>\n\n\n\n<p>And in regulated or sensitive environments, effectiveness alone is not enough. Responsible use must be measured alongside outcomes. Agnes Garaba underscored the role of oversight and judgment in AI-enabled work:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"144\" height=\"144\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192933\/agnes-garaba-uiPath.png\" alt=\"Headshot of Agnes Garaba, Chief People Officer at UiPath, speaking about AI urgency, human judgment, and hiring for curiosity.\" class=\"wp-image-2540\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192933\/agnes-garaba-uiPath.png 144w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192933\/agnes-garaba-uiPath-40x40.png 40w\" sizes=\"auto, (max-width: 144px) 100vw, 144px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cHow does human judgment come into play as you use AI? Are people taking the right steps to make sure things are safe?\u201d<\/p>\n<cite>\u2014Agnes Garaba, Chief People Officer<em>, UiPath<\/em><\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>AI fluency, then, isn\u2019t just about speed or efficiency. It\u2019s about impact \u2014 delivered thoughtfully, responsibly, and in alignment with organizational standards.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Incentives and Enablement: The Infrastructure of Adoption<\/strong><\/h2>\n\n\n\n<p>Adoption at scale requires more than strong messaging \u2014 it requires alignment across systems, incentives, and support structures.<\/p>\n\n\n\n<p>One practical lever the panel discussed was incentive design. When AI readiness is tied to measurable outcomes and compensation, it sends a clear signal: this isn\u2019t a side initiative \u2014 it\u2019s strategic.<\/p>\n\n\n\n<p>Sustained adoption requires deliberate, structured enablement. AI expectations must be matched with the training, tools, and cross-functional collaboration needed to support them. HR cannot carry this transformation alone \u2014 engineering, IT, operations, and leadership must all play a role.<\/p>\n\n\n\n<p>Sarika Lamont emphasized that enablement is infrastructure, not an afterthought:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"144\" height=\"144\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192617\/sarika-lamont-vidyard-.png\" alt=\"Headshot of Sarika Lamont, Chief People Officer at Vidyard, discussing AI performance integration and cross-functional enablement.\" class=\"wp-image-2538\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192617\/sarika-lamont-vidyard-.png 144w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192617\/sarika-lamont-vidyard--40x40.png 40w\" sizes=\"auto, (max-width: 144px) 100vw, 144px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cIf you want AI woven into performance, you have to prioritize the infrastructure around enablement. It\u2019s a cross-functional effort \u2014 everyone is involved in driving it.\u201d<\/p>\n<cite>\u2014Sarika Lamont, Chief People Officer<em>, <\/em>Vidyard<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Without that foundation, embedding AI into performance systems risks creating pressure rather than progress. With it, organizations can move from experimentation to sustainable, scalable adoption \u2014 grounded in clarity, capability, and shared ownership.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Hiring for the Future: Mindset Over Mastery<\/strong><\/h2>\n\n\n\n<p>Recruitment is evolving alongside performance.<\/p>\n\n\n\n<p>Organizations are embedding AI expectations directly into job descriptions and interview processes. For technical roles, this may include AI-assisted case studies or coding exercises. The goal isn\u2019t simply to confirm familiarity with AI tools \u2014 it\u2019s to understand how fluently and thoughtfully candidates apply them in real scenarios.<\/p>\n\n\n\n<p>At Vidyard, AI readiness is intentionally built into the hiring flow. Sarika Lamont shared that job descriptions clearly outline AI expectations, and interview plans are designed to assess fluency in context. For technical roles, that can include incorporating AI directly into practical exercises \u2014 such as coding with AI \u2014 to evaluate how candidates think and execute in real time.<\/p>\n\n\n\n<p>But exposure alone isn\u2019t a reliable predictor of long-term success.<\/p>\n\n\n\n<p>Agnes Garaba emphasized that frequency of use doesn\u2019t automatically equal strategic capability:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"144\" height=\"144\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192933\/agnes-garaba-uiPath.png\" alt=\"Headshot of Agnes Garaba, Chief People Officer at UiPath, speaking about AI urgency, human judgment, and hiring for curiosity.\" class=\"wp-image-2540\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192933\/agnes-garaba-uiPath.png 144w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192933\/agnes-garaba-uiPath-40x40.png 40w\" sizes=\"auto, (max-width: 144px) 100vw, 144px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cUsing AI frequently can be a positive signal \u2014 but the real question is whether it\u2019s being used thoughtfully and effectively. We\u2019ve often seen strong results from individuals with less exposure who are deeply curious and eager to learn.\u201d<\/p>\n<cite>\u2014Agnes Garaba, Chief People Officer<em>, UiPath<\/em><\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>The takeaway: hiring for mindset may be more durable than hiring for mastery. Curiosity, adaptability, and the ability to rethink workflows often matter more than familiarity with a specific platform. In a rapidly evolving landscape, learning agility is the true competitive advantage.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The Leadership Mandate<\/strong><\/h2>\n\n\n\n<p>As the conversation closed, one theme rose above the rest: AI transformation cannot be delegated downward without visible leadership ownership.<\/p>\n\n\n\n<p>Embedding AI into performance systems without providing structure, clarity, and enablement is not sustainable. Leaders must define the strategy, align incentives, create clear learning pathways, and model usage themselves. Without that foundation, expectations feel like pressure rather than progress.<\/p>\n\n\n\n<p>Alana Brandes underscored the risk of moving too quickly without support:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"144\" height=\"144\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192232\/alana-brandes-guild.png\" alt=\"Headshot of Alana Brandes, Chief People Officer at Guild, discussing how AI is dramatically shifting work\" class=\"wp-image-2537\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192232\/alana-brandes-guild.png 144w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192232\/alana-brandes-guild-40x40.png 40w\" sizes=\"auto, (max-width: 144px) 100vw, 144px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cIt\u2019s irresponsible to put AI fluency into performance without a clear, supported way for employees to get there \u2014 that creates anxiety, not adoption.\u201d<\/p>\n<cite>\u2014Alana Brandes, Chief People Officer<em>, Guild<\/em><\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>True transformation requires both ambition and infrastructure.<\/p>\n\n\n\n<p>At the same time, waiting for perfect frameworks can stall momentum. Iteration is part of the process. Agnes Garaba emphasized the importance of moving forward \u2014 even before every detail is finalized:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"144\" height=\"144\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192933\/agnes-garaba-uiPath.png\" alt=\"Headshot of Agnes Garaba, Chief People Officer at UiPath, speaking about AI urgency, human judgment, and hiring for curiosity.\" class=\"wp-image-2540\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192933\/agnes-garaba-uiPath.png 144w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192933\/agnes-garaba-uiPath-40x40.png 40w\" sizes=\"auto, (max-width: 144px) 100vw, 144px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cDon\u2019t wait until everything is perfect \u2014 ship the idea, test it, and iterate.\u201d<\/p>\n<cite>\u2014Agnes Garaba, Chief People Officer<em>, UiPath<\/em><\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>The reset, then, is not about flawless execution. It\u2019s about building while learning \u2014 pairing leadership accountability with a bias toward action.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Redefining Performance for an AI-Enabled Workforce<\/strong><\/h2>\n\n\n\n<p>This shift isn\u2019t about adding AI to performance forms.<\/p>\n\n\n\n<p>It\u2019s about redefining performance around meaningful impact in an AI-enabled workforce \u2014 and building the leadership clarity, aligned incentives, enablement infrastructure, and cultural reinforcement required to make that change sustainable.<\/p>\n\n\n\n<p>AI is not the goal.<br>Impact is the goal.<br>AI is the multiplier.<\/p>\n\n\n\n<p>Scaling AI successfully starts with visibility into your people and performance. Discover how <a href=\"https:\/\/www.goprofiles.io\/signup.php\" target=\"_blank\" rel=\"noreferrer noopener\">GoProfiles<\/a> helps HR leaders align teams, strengthen accountability, and lay the foundation for AI-enabled performance at scale.<br><br><\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"row bg-dark rounded p-3 my-1\">\n<div class=\"col col-12 col-md-8 my-auto py-2\">\n<h4 class=\"wp-block-heading  text-white\" id=\"h-access-and-share-resources-instantly-with-golinks\">Build a culture of connection and recognition with GoProfiles<\/h4>\n\n\n\n<a class=\"btn btn-primary\" href=\"https:\/\/www.goprofiles.io\/signup?utm_source=blog&amp;utm_medium=blog&amp;utm_campaign=blog-cta&amp;utm_content=free-trial\" role=\"button\">Try for free<\/a>\n<\/div>\n\n\n\n<div class=\"col col-12 col-md-4 py-2\">\n<figure class=\"wp-block-image size-full rounded my-auto\"><img loading=\"lazy\" decoding=\"async\" width=\"624\" height=\"448\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1.webp\" alt=\"\" class=\"wp-image-1010\" style=\"object-fit:cover\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1.webp 624w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1-300x215.webp 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1-40x29.webp 40w\" sizes=\"auto, (max-width: 624px) 100vw, 624px\" \/><\/figure>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Join the conversation: Register for Episode 18<\/strong><\/h2>\n\n\n\n<p>Don\u2019t miss our next webinar, <a href=\"https:\/\/www.goprofiles.io\/resources\/hr-gamechangers\/episode-18\/protecting-culture-while-scaling-ai\" target=\"_blank\" rel=\"noreferrer noopener\">CHRO Playbook: Protecting Culture while Scaling AI<\/a>, on <em>March 26, 2026 @ 11AM PST.<\/em><\/p>\n\n\n\n<p>Join us to learn how to move beyond AI experimentation into scaled adoption with a practical CHRO playbook for governing AI while protecting culture and building trust.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><a href=\"https:\/\/www.goprofiles.io\/resources\/hr-gamechangers\/episode-18\/protecting-culture-while-scaling-ai\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Register now<\/strong><\/a><strong> to stay ahead of the game <\/strong><a href=\"https:\/\/www.goprofiles.io\/blog\/state-of-hr-2026-report\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>in 2026 and beyond<\/strong><\/a><strong>!<\/strong><\/h4>\n","protected":false},"excerpt":{"rendered":"<p>Learn how HR leaders are redefining AI-enabled workforce performance by linking AI readiness to impact, accountability, and business results.<\/p>\n","protected":false},"author":28,"featured_media":2541,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"content-type":"","_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[530],"tags":[545,534,537,538,541,542,543],"class_list":["post-2534","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-gamechangers","tag-hr-leadership","tag-ai-in-hr","tag-ai-enabled-workforce","tag-ai-performance-management","tag-hr-strategy","tag-ai-adoption","tag-ai-readiness"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>GoProfiles Blog<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta 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