creativity > checklists
Hi ya,
Your Wednesday ✨ mood boost ✨ has arrived! Is this a highlight of your morning yet?! I’m currently assuming yes and plugging my ears, kthx.
We’re back to talking about AI, because…of course. The tech is shiny, the possibilities are endless, blah blah blah.
But here’s the thing I’ll keep reminding you: being human has never been more important.
Yeah, AI can automate workflows, write policies, or schedule your dentist appointment, but it will never put the people in People Leader.
The trust, the empathy, the “I know you had a rough week” is something no algorithm can replicate. And that’s exactly where we win! ❤️
How’s that for a slice of hope?
Let’s dive in before I give in to my urge to insert a dad joke somewhere in here!
(...Maybe next week)
🗞️ Here’s the Tea:Copy anchor linkCopied
🧠 AI vs. Human Creativity: Should HR Use AI Detectors for Performance Reviews?
The TL;DR: AI detectors are making their way into performance reviews to check if employee work is AI-generated, but they’re far from perfect. While they can flag potential overuse of AI tools, they can’t truly measure originality, emotional intelligence, or problem-solving impact. The best approach? Use AI as a supporting tool, never the final judge.
My POV: Shiny new AI toys can be fun, but don’t let them trick you into thinking they can measure creativity!
They can spot patterns, but they can’t understand context, intent, or the messy human brilliance behind great work.
Over-relying on AI detectors risks false accusations, killing trust, and discouraging innovative thinking.
Use them as one input in your decision-making, but keep creativity evaluations rooted in human judgment, because only humans know what good feels like. 🤓
🎙️ Mic Drop Moment:Copy anchor linkCopied
“Trust has to be a noun and a verb if it’s going to survive in the workplace.”Copy anchor linkCopied
On the mic this week: Minda Harts is a bestselling author, workplace consultant, and sought-after keynote speaker whose work focuses on equity, leadership, and trust in organizational culture. She’s the creator of the Seven Trust Languages framework, helping companies translate trust into concrete workplace behaviors. Minda has worked with global brands like Nike, Google, and Best Buy, and has been recognized as LinkedIn’s #1 Top Voice in Workplace and one of Business Insider’s Top 100 People Transforming Business.
Pin this:
- Trust is both a human need and a business driver, directly impacting productivity, retention, and burnout.
- Many “trust issues” are actually communication breakdowns and unclear expectations.
- Leaders must actively seek and deliver on what their employees need to feel trust—there’s no crystal ball.
- Repairing broken trust requires acknowledgment, accountability, and reciprocity.
My H*ly Sh*t Moment: Trust is a living, breathing thing that can disappear in MINUTES if we’re not intentional about protecting it every single day! As Minda puts it, you could have trust at 9:00am and one action could erode it by 9:10am!
▶️ Press Play
📊 Data Is My Love Language:Copy anchor linkCopied
Stat: Industry experts project the global HR technology market to increase from $40.45 billion in 2024 to $81.84 billion by 2032
My spiral: To me, this reads like it’s a flashing neon sign about where our industry is heading.
This growth is being fueled by automation, AI, and the endless demand for HR to “do more with less.”
But here’s the thing: if HR leaders aren’t in the rooms where this tech is being built, we’re going to get stuck with generic, one-size-fits-all software that only solves surface-level issues.
Nobody knows the pain points of HR like we do, which means we shouldn’t just adopt the future of HR tech, we should be helping make it!
That’s how we get tools that actually fix the daily mess, not just look good in a demo.
🗣️ UNMUTE YOURSELF
You know how every HR person has that one thing they will fight for no matter how many eye rolls they get from leadership?
The policy, the process, the principle that’s non-negotiable because you know it’s the right thing for your people and your org?
Well, that leads into my question:
“What’s a People Ops hill you’d die on?”
(If you feel compelled, reply with your hill)
🛠️ TRY THIS TOMORROW:
Sometimes the best thing you can do for your team isn’t fixing a problem, it’s shining a light on the good stuff they’ve been too busy to brag about.
Wins slip through the cracks when everyone’s running at 100mph, and those moments matter more than you think.
Tomorrow or in your next 1:1, ask:
“What’s a win you haven’t celebrated yet?”
👂 OVERHEARD IN SAFE SPACE
Nothing like starting your morning with an inbox jump scare and a side of HIPAA violation to go with your coffee! 🫠
See ya on Friday!
