{"id":2716,"date":"2026-06-01T23:59:53","date_gmt":"2026-06-01T23:59:53","guid":{"rendered":"https:\/\/www.goprofiles.io\/blog\/?p=2716"},"modified":"2026-06-02T12:48:33","modified_gmt":"2026-06-02T12:48:33","slug":"hr-gamechangers-episode-20-building-ai-leadership-bench","status":"publish","type":"post","link":"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-20-building-ai-leadership-bench\/","title":{"rendered":"HR GameChangers Episode 20 Recap: Future-Ready Leaders: Building the AI Leadership Bench"},"content":{"rendered":"\n<p>It&#8217;s no longer whether AI belongs in your organization \u2014 it&#8217;s whether your leaders are ready to lead through the transformation. That distinction matters more than most succession plans currently account for. The capabilities that made someone an exceptional leader five years ago haven&#8217;t disappeared, but they&#8217;ve been reordered. The skills that matter most now are the ones hardest to automate \u2014 and the roles you&#8217;re planning for today are already changing faster than most pipelines can track.<\/p>\n\n\n\n<p>In Episode 20 of the GoProfiles HR GameChangers series, a panel of people executives joined moderator Janelle Henry to tackle what it actually takes to build a future-ready leadership bench \u2014 from redefining leadership readiness and rethinking succession, to supporting employees through the shift and leading by example within their own teams.<\/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\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-17-recap-ai-enabled-workforce-performance\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 17:<\/strong> The Q1 Reset: Linking Performance to AI Readiness and Adoption<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-18-recap-ai-adoption-company-culture\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 18<\/strong>: CHRO Playbook: Protecting Culture While Scaling AI<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-19-recap-ai-teammates-new-operating-model-for-work\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 19<\/strong>: AI Teammates: A New Operating Model for Work<\/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\/resources\/hr-gamechangers\/episode-21\/the-ai-adoption-gap\" 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:50px\" 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 | Future-Ready Leaders: Building the AI Leadership Bench\" width=\"640\" height=\"360\" src=\"https:\/\/www.youtube.com\/embed\/IrReZq2Lpn0?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:50px\" 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><a href=\"https:\/\/www.linkedin.com\/in\/simina-simion-me\/\" target=\"_blank\" rel=\"noreferrer noopener\">Simina Simion<\/a>:<\/strong> Chief Human Resources Officer, Uptempo<\/li>\n\n\n\n<li><strong><a href=\"https:\/\/www.linkedin.com\/in\/laurenebloch\/\" type=\"link\" id=\"https:\/\/www.linkedin.com\/in\/laurenebloch\/\" target=\"_blank\" rel=\"noreferrer noopener\">Lauren Bloch<\/a>:<\/strong> Chief People Officer, Movable Ink<\/li>\n\n\n\n<li><strong><a href=\"https:\/\/www.linkedin.com\/in\/sunaina-lobo-4b0a2319\/\" target=\"_blank\" rel=\"noreferrer noopener\">Sunaina Lobo<\/a>:<\/strong> Chief People Officer, Omnissa<\/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\">Key Takeaways:<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Soft skills are the new hard skills<\/strong> \u2014 curiosity, ethical judgment, and empathy are no longer nice-to-haves; they&#8217;re the capabilities that hold their value no matter how much the technology changes.<\/li>\n\n\n\n<li><strong>Experimentation is a starting point, not a strategy<\/strong> \u2014 tie AI adoption to specific outcomes and measure against them.<\/li>\n\n\n\n<li><strong>Deploy AI for your people, not at them<\/strong> \u2014 employees are watching what leaders do, not just what they say.<\/li>\n\n\n\n<li><strong>Succession planning is a capability question first<\/strong> \u2014 and with roles changing faster than pipelines, getting that right is critical.<\/li>\n\n\n\n<li><strong>Peer-to-peer learning is the most current AI curriculum you have<\/strong> \u2014 what&#8217;s happening inside your teams will always outpace what any platform can offer.<\/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 Skills That Can&#8217;t Be Automated<\/strong><\/h2>\n\n\n\n<p>One theme surfaced early and ran through the entire conversation: the skills once filed under &#8220;soft&#8221; are now the hardest to build and the least replaceable. Technical ability can be augmented. Judgment can&#8217;t.<\/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=\"606\" height=\"606\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234813\/sunaina-lobo-chief-people-officer-omnissa.png\" alt=\"Sunaina Lobo, Chief People Officer at Omnissa\" class=\"wp-image-2721\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234813\/sunaina-lobo-chief-people-officer-omnissa.png 606w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234813\/sunaina-lobo-chief-people-officer-omnissa-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234813\/sunaina-lobo-chief-people-officer-omnissa-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234813\/sunaina-lobo-chief-people-officer-omnissa-40x40.png 40w\" sizes=\"auto, (max-width: 606px) 100vw, 606px\" \/><\/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 things that have surfaced in our work around succession and leadership development are behaviors we used to call soft skills \u2014 they&#8217;re the new hard skills. Things like connection, curiosity, learning \u2014 and having a conscience about how you think about ethical AI and its impact on people, processes, organizations, and the world.\u201d<\/p>\n<cite>\u2014Sunaina Lobo, Chief People Officer, Omnissa<\/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>Lauren Bloch added two capabilities she sees as specific to this moment: change management and systems thinking. Not the textbook versions \u2014 the first means a willingness to experiment and tolerate ambiguity; the second means connecting data sources and workflows that once lived in isolation into a coherent, organization-wide picture.<\/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=\"606\" height=\"606\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234812\/lauren-bloch-chief-people-officer-movable-ink.png\" alt=\"Lauren Bloch, Chief People Officer at Movable Ink\" class=\"wp-image-2720\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234812\/lauren-bloch-chief-people-officer-movable-ink.png 606w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234812\/lauren-bloch-chief-people-officer-movable-ink-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234812\/lauren-bloch-chief-people-officer-movable-ink-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234812\/lauren-bloch-chief-people-officer-movable-ink-40x40.png 40w\" sizes=\"auto, (max-width: 606px) 100vw, 606px\" \/><\/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>\u201c<em>A real systems thinker is thinking about how we connect an entire ecosystem and organization.<\/em>\u201d<\/p>\n<cite>\u2014Lauren Bloch, Chief People Officer, Movable Ink<\/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>How to Spot a Leader Who&#8217;s Ready<\/strong><\/h2>\n\n\n\n<p>How do you avoid over-indexing on AI enthusiasts \u2014 the people jumping in loudest, generating the most output \u2014 while not missing the leaders who are quietly excelling at the harder, more durable things?<\/p>\n\n\n\n<p>Simina Simion reframed the question entirely. The signals she watches have less to do with tool usage and more to do with the quality of thinking beneath it.<\/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=\"606\" height=\"606\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo.png\" alt=\"Simina Simion, Chief Human Resources Officer at Uptempo\" class=\"wp-image-2722\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo.png 606w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo-40x40.png 40w\" sizes=\"auto, (max-width: 606px) 100vw, 606px\" \/><\/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>\u201c<em>How fast can someone update their mental model based on new data? How good is someone at asking questions, not just providing answers? Their willingness to be wrong in public when it costs them something. Willingness to take full responsibility for the output of AI. How comfortable they are leading when we&#8217;re entering uncharted territories.<\/em>\u201d<\/p>\n<cite>\u2014Simina Simion, Chief Human Resources Officer, Uptempo<br><\/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>Lauren&#8217;s approach is tactical. Rather than telling everyone to experiment freely, her team is working business unit by business unit \u2014 identifying the specific problems they want AI to solve first, then building scorecards to measure against actual outcomes. Experimentation is welcome, but only in service of something.<\/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=\"606\" height=\"606\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234812\/lauren-bloch-chief-people-officer-movable-ink.png\" alt=\"Lauren Bloch, Chief People Officer at Movable Ink\" class=\"wp-image-2720\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234812\/lauren-bloch-chief-people-officer-movable-ink.png 606w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234812\/lauren-bloch-chief-people-officer-movable-ink-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234812\/lauren-bloch-chief-people-officer-movable-ink-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234812\/lauren-bloch-chief-people-officer-movable-ink-40x40.png 40w\" sizes=\"auto, (max-width: 606px) 100vw, 606px\" \/><\/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>\u201c<em><em>We&#8217;re not incentivizing token usage. We want experimentation in service of specific outcomes.<\/em><\/em>\u201d<\/p>\n<cite>\u2014Lauren Bloch, Chief People Officer, Movable Ink<\/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>Employee Anxiety Is Real. The Reasons Are Nuanced.<\/strong><\/h2>\n\n\n\n<p>When Lauren ran a listening tour across her organization to take the temperature on AI adoption, she expected to hear anxiety about job security. What she found was more nuanced. People didn&#8217;t know where to start. They worried about losing their ability to think independently if AI did too much of the cognitive work. And they didn&#8217;t have the bandwidth to learn something new on top of everything else they were already carrying.<\/p>\n\n\n\n<p>Her prescription: peer-to-peer learning. The most current AI curriculum, she argued, isn&#8217;t sitting on any platform \u2014 it&#8217;s already happening inside your teams.<\/p>\n\n\n\n<p>Sunaina&#8217;s message to her organization has been consistent: this is about developing people, not replacing them. The old leadership model rewarded having all the answers. The new one rewards asking good questions and staying curious.<\/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=\"606\" height=\"606\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234813\/sunaina-lobo-chief-people-officer-omnissa.png\" alt=\"Sunaina Lobo, Chief People Officer at Omnissa\" class=\"wp-image-2721\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234813\/sunaina-lobo-chief-people-officer-omnissa.png 606w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234813\/sunaina-lobo-chief-people-officer-omnissa-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234813\/sunaina-lobo-chief-people-officer-omnissa-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234813\/sunaina-lobo-chief-people-officer-omnissa-40x40.png 40w\" sizes=\"auto, (max-width: 606px) 100vw, 606px\" \/><\/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>\u201c<em>If we can get to the point where we&#8217;re focused on developing rather than replacing \u2014 that&#8217;s the message. We want to enable, we want to develop, we want to promote a culture of learning and of not having to have all the answers.<\/em>\u201d<\/p>\n<cite>\u2014Sunaina Lobo, Chief People Officer, Omnissa<\/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>Simina was more pointed: employees aren&#8217;t listening to what leaders say \u2014 they&#8217;re watching what leaders do.<\/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=\"606\" height=\"606\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo.png\" alt=\"Simina Simion, Chief Human Resources Officer at Uptempo\" class=\"wp-image-2722\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo.png 606w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo-40x40.png 40w\" sizes=\"auto, (max-width: 606px) 100vw, 606px\" \/><\/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>\u201c<em><em>If you&#8217;re saying one thing, but then you deploy AI at the employees instead of for the employees, it becomes obvious in the organizational culture.<\/em><\/em>\u201d<\/p>\n<cite>\u2014Simina Simion, Chief Human Resources Officer, Uptempo<br><\/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>Succession Planning for Roles That Don&#8217;t Exist Yet<\/strong><\/h2>\n\n\n\n<p>Traditional succession planning assumed relative stability: a role opens, someone steps in, the function continues. That assumption is no longer reliable.<\/p>\n\n\n\n<p>Simina now thinks in two tracks. The first: the stretch successor \u2014 the high-potential candidate who can step into a role as it currently exists. The second: the wild card \u2014 someone who may not look like the obvious choice today but is best positioned for where the role is heading in one to two years.<\/p>\n\n\n\n<p>Sunaina offered a counterpoint to the idea that AI requires succession planning to be reinvented from scratch. Capability-based succession, done well, has always been technology-proof. AI has accelerated one thing: the urgency to update which capabilities matter \u2014 and to shift from rewarding the smartest person in the room in favor of developing everyone in it.<\/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=\"606\" height=\"606\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234813\/sunaina-lobo-chief-people-officer-omnissa.png\" alt=\"Sunaina Lobo, Chief People Officer at Omnissa\" class=\"wp-image-2721\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234813\/sunaina-lobo-chief-people-officer-omnissa.png 606w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234813\/sunaina-lobo-chief-people-officer-omnissa-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234813\/sunaina-lobo-chief-people-officer-omnissa-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234813\/sunaina-lobo-chief-people-officer-omnissa-40x40.png 40w\" sizes=\"auto, (max-width: 606px) 100vw, 606px\" \/><\/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>\u201c<em>We&#8217;re starting our succession framework from scratch \u2014 being technology-agnostic, promoting talent producers, developing utility players rather than people locked into hierarchical moves within a single function.<\/em>\u201d<\/p>\n<cite>\u2014Sunaina Lobo, Chief People Officer, Omnissa<\/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>Building a Framework for Responsible Deployment<\/strong><\/h2>\n\n\n\n<p>Lauren&#8217;s approach centers on a cross-functional AI council \u2014 legal, security, executive leadership, and deep technical expertise all in the room together. Guidelines are built collaboratively, reviewed on a regular cadence, and updated as the tooling evolves.<\/p>\n\n\n\n<p>The global picture added another layer. For parts of her global workforce, deploying an AI tool requires going through a formal employee review process \u2014 which initially sounded like a constraint. It turned out to be the opposite: a forcing function for clearer thinking about outcomes, more intentional communication, and a more empathetic lens on how tools get rolled out to employees.<\/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>Keeping Leadership Development From Going Stale<\/strong><\/h2>\n\n\n\n<p>One of the sharpest audience questions of the episode: how do you keep leadership development programs from going stale when AI is evolving faster than any curriculum can track?<\/p>\n\n\n\n<p>Simina laid out three tactics. First: a leadership accelerator that embeds AI into every module \u2014 not as a subject to cover, but as a tool to actually use between sessions. Second: democratized access to executive coaching, after recognizing that many leaders weren&#8217;t comfortable raising their AI anxiety in organizational channels. Third: a deliberate expansion of who gets the training at all.<\/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=\"606\" height=\"606\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo.png\" alt=\"Simina Simion, Chief Human Resources Officer at Uptempo\" class=\"wp-image-2722\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo.png 606w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo-40x40.png 40w\" sizes=\"auto, (max-width: 606px) 100vw, 606px\" \/><\/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>\u201c<em><em><em>We can&#8217;t optimize leadership training only based on where someone sits on the org chart. In the new world, someone in a CS role using AI to solve a critical customer escalation is becoming a decision-maker and a leader. I&#8217;m planning to deploy this training to everyone in the organization.<\/em><\/em><\/em>\u201d<\/p>\n<cite>\u2014Simina Simion, Chief Human Resources Officer, Uptempo<br><\/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>HR, Apply It to Yourself First<\/strong><\/h2>\n\n\n\n<p>Lauren challenged every member of her HR team to build a bot. The requirement was simple: build something \u2014 anything. From that exercise came real use cases: onboarding automation in Slack, smarter recruiting scorecards, automated job descriptions. Her longer-term ambition is an HR MCP connecting all the disparate systems so managers get genuinely customized, real-time support.<\/p>\n\n\n\n<p>For Simina, the starting point was deliberately low-tech: a spreadsheet shared with her whole team. Every project and task rated by how excited versus how drained each person felt doing it. The output was a map of which work was worth automating \u2014 freeing the team to focus on what was energizing and strategic.<\/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=\"606\" height=\"606\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo.png\" alt=\"Simina Simion, Chief Human Resources Officer at Uptempo\" class=\"wp-image-2722\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo.png 606w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo-40x40.png 40w\" sizes=\"auto, (max-width: 606px) 100vw, 606px\" \/><\/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>\u201c<em><em><em><em>I asked my team to rate which tasks they&#8217;re most excited about \u2014 and which ones drain them. Then: what if we use AI to automate the draining parts, so we can focus on the work that&#8217;s actually energizing?<\/em><\/em><\/em><\/em>\u201d<\/p>\n<cite>\u2014Simina Simion, Chief Human Resources Officer, Uptempo<br><\/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 closing note from both was the same: it sounds easier than it is. Connections break. Bots give wrong advice. Agents need more hand-holding than anyone advertises.<\/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=\"606\" height=\"606\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo.png\" alt=\"Simina Simion, Chief Human Resources Officer at Uptempo\" class=\"wp-image-2722\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo.png 606w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234815\/simina-simion-chro-uptempo-40x40.png 40w\" sizes=\"auto, (max-width: 606px) 100vw, 606px\" \/><\/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>\u201c<em><em><em><em><em>It takes a lot of time. No one talks about the trial and error \u2014 the hours spent fine-tuning agents and skills to work the way you expect them to.<\/em><\/em><\/em><\/em><\/em>\u201d<\/p>\n<cite>\u2014Simina Simion, Chief Human Resources Officer, Uptempo<br><\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\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=\"606\" height=\"606\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234812\/lauren-bloch-chief-people-officer-movable-ink.png\" alt=\"Lauren Bloch, Chief People Officer at Movable Ink\" class=\"wp-image-2720\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234812\/lauren-bloch-chief-people-officer-movable-ink.png 606w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234812\/lauren-bloch-chief-people-officer-movable-ink-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234812\/lauren-bloch-chief-people-officer-movable-ink-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/01234812\/lauren-bloch-chief-people-officer-movable-ink-40x40.png 40w\" sizes=\"auto, (max-width: 606px) 100vw, 606px\" \/><\/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>\u201c<em><em><em>That&#8217;s where judgment comes in \u2014 you still need to be there to tell AI: you&#8217;re wrong.<\/em><\/em><\/em>\u201d<\/p>\n<cite>\u2014Lauren Bloch, Chief People Officer, Movable Ink<\/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>What Future-Ready Leadership Actually Looks Like<\/strong><\/h2>\n\n\n\n<p>The leaders who will thrive in an AI-transformed organization aren&#8217;t necessarily the most technically sophisticated. They&#8217;re the ones who update their mental models quickly, ask better questions than they provide answers, take full ownership of AI&#8217;s outputs, and build cultures of trust rather than climates of anxiety.<\/p>\n\n\n\n<p>That profile \u2014 curious, accountable, human \u2014 doesn&#8217;t expire when the tools change. The bench you build around it now is the one that will still be ready when the roles look nothing like they do today.<\/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>Join the conversation: Register for Episode 21<\/strong><\/h2>\n\n\n\n<p>Don\u2019t miss our next webinar, <a href=\"https:\/\/www.goprofiles.io\/resources\/hr-gamechangers\/episode-21\/the-ai-adoption-gap\">The AI Adoption Gap: The 80\/20 Problem No One\u2019s Talking About<\/a>, on <em>June 25, 2026 @ 11AM PST.<\/em><\/p>\n\n\n\n<p>Join us as we unpack why AI adoption stalls after rollout\u2014and what HR leaders can do to turn AI from a tool employees have into one they actually use.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><a href=\"https:\/\/www.goprofiles.io\/resources\/hr-gamechangers\/episode-21\/the-ai-adoption-gap\"><strong>Register now<\/strong><\/a><strong> to stay ahead of the game <\/strong><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-leadership-styles-2026-tech-trailblazer\/\"><strong>in 2026 and beyond<\/strong><\/a><strong>!<\/strong><\/h4>\n","protected":false},"excerpt":{"rendered":"<p>HR leaders share how they&#8217;re redefining leadership readiness, succession planning, and building future-ready teams in the age of AI.<\/p>\n","protected":false},"author":28,"featured_media":2717,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"content-type":"","_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[530],"tags":[541,546,556,644,645,646],"class_list":["post-2716","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-gamechangers","tag-hr-strategy","tag-future-of-work","tag-people-operations","tag-succession-planning","tag-ai-leadership-development","tag-leadership-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 property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"HR GameChangers Episode 20 Recap: Future-Ready Leaders: Building the AI Leadership Bench\" \/>\n<meta property=\"og:description\" content=\"HR leaders share how they&#039;re redefining leadership readiness, succession planning, and building future-ready teams in the age of AI.\" \/>\n<meta property=\"og:url\" content=\"http:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-20-building-ai-leadership-bench\/\" \/>\n<meta property=\"og:site_name\" content=\"GoProfiles Blog\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/facebook.com\/golinksio\" \/>\n<meta property=\"article:published_time\" 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