Overview For decades, project managers (PMs) have served as the central coordinators of complex initiatives—aligning stakeholders, tracking milestones, mitigating risks, and delivering outcomes within defined scope, time, and budget constraints. Yet much of the role has historically been administrative, requiring manual status reporting, scheduling updates, risk logs, documentation, and tracking across fragmented systems. AI is now reshaping this foundation by embedding predictive intelligence and automation directly into project workflows. This perspective explores how AI is augmenting the project manager role, defines what an AI-powered superworker project manager looks like in practice, and outlines how organizations must redesign work to fully realize this shift. A Milestone for the Project Manager Role Project management has long been defined by coordination, governance, and control. Even as methodologies evolved from waterfall to agile to hybrid models, the core burden remained: PMs spent disproportionate time tracking progress and producing reports rather than orchestrating strategy. Traditional...

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This week I discuss the real possibility that AI Agents could “turn evil” citing the example of Scott Shambaugh, a software engineer, who was attacked by an OpenClaw agent called MJ Rathbun. Just so you understand: Scott is a real person but MJ Rathbun is an AI. Yet MJ took upon itself to openly attack Scott online, presumably for not accepting his open source code. It’s a fascinating (ongoing) story, but it begs a bigger question: when a “human” (or agent) has total authority and power, does it then become evil? We saw this in the famous Stanford Prisoner Experiment, at Abu Ghraib, and in other examples I cite. Does this strange human nature translate directly into AI? As you’ll hear, these new findings deliver many lessons for our corporate AI systems, and I explain how the issues of AI training, governance, and ethics become real. And this brings up...

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Today I discuss the new economics of AI for us as business and HR leaders, and how this impacts vendors, HR buyers, IT, and investors. I also discuss how Agents, which are the new building blocks for our re-engineered companies, are now the nucleus of your world in HR going forward. As I explain, this new world is clearly coming into focus but you need to prioritize your energies, and our Systemic HR AI Blueprint (explained) is here to help. Stay tuned for a barrage of announcements about Galileo, which now has more than 1,100 enterprise customers. And please join our Pacesetters program so you can share your own company’s innovations and get recognition for all your company’s creation! Also look at Galileo for Consultants, a new release of Galileo specifically designed for HR, organizational, leadership, and change consultants!  Galileo for Consultants includes a whole array of tools to help...

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Coming out of the pandemic almost every company started hiring globally, giving rise to the EOR (Employer of Record) market. An EOR enables companies of any size to easily hire, manage, pay, and reward employees in any country, and today more than 40% of all global employers use an EOR. One of the leaders in this market is Oyster, a fast-growing company founded as a B-Corp, dedicated with a mission to make global employment a single, seamless marketplace. The founder of Oyster, Tony Jamous, is a fascinating entrepreneur who has a unique way of describing global employment. In this podcast I interviewed Tony so he can explain some of the strategic issues in building a global company of any size. I think you’ll find Oyster a high value solution provider that combines world-class technology with a strong culture of global advice, support, and regulatory compliance to help companies grow. (FYI...

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This week I explain some of the very cool things going on in AI-Fueled Recruiting (hot space), and also discuss how to start integrating all your talent acquisition tools. I also explain AMS One, the Workday Agent System of Record (ASOR), and why and how all these amazing AI agents are going to enable you to really rethink the operating model for talent acquisition. This is a trillion dollar space and we all deal with it, and it’s also the area of HR where AI is the most mature. And as I explain, every innovation that takes place in talent acquisition has an impact on tools for internal HR, job mobility, career development, and even learning. In fact TA and L&D really are going to get locked at the hip going forward. We will be launching our massive new research study on TA at Irresistible 2026, our flagship HR leadership...

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Overview For many years, data analysts sat at the center of organizational decision-making, yet often at the end of the value-creation process. Business leaders asked questions, and analysts gathered data, cleaned it, ran queries, built dashboards, and translated results into insights. AI is fundamentally changing that flow. Instead of analysts bending their work to fit tools, tools increasingly adapt to analysts and even anticipate their needs. This perspective explores how AI is augmenting the data analyst role, what the superworker data analyst looks like in practice, and how organizations must evolve to fully unlock this potential. A Turning Point for the Data Analyst Role Historically, data analysts spent a disproportionate amount of time on data preparation rather than analysis. Traditional workloads included data extraction, cleansing, validation, structured query language (SQL) querying, and dashboard creation—often executed manually across fragmented systems.[1] While tools evolved from Excel to business intelligence platforms to big...

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