AI Won’t Make You a Great CHRO
“Just One More Thing…” is a short-form way that I share ideas, questions and guidance with more substance than a LinkedIn post and less academic rigor than my articles. I hope you find it valuable.
Despite the world’s obsession with AI, it won’t determine who becomes a great HR or talent leader.
I was reminded of this recently while updating one of our core frameworks at the Talent Management Institute — the 4+2 model, which Jim Shanley and I created to define what makes an exceptional HR talent builder. As I reviewed it, I asked myself: Should AI capabilities now be one of those differentiating strengths?
After much thought, the answer was clear. AI is a valuable skill, not a strategic differentiator. It will be a necessary capability, but it won’t define who gets promoted or who earns the CEO’s trust. Think of people analytics: you should understand it, know why it matters, and use it well. But no one gets the CHRO role because they’re great at people analytics.
My concern is that HR’s current fixation on AI sends us down another technical rabbit hole. We often think our technical expertise should be what gets us recognized. But no CEO will choose a CHRO because of their AI mastery.
What will set you apart?
- Can you translate business strategy into a clear, actionable HR/talent strategy?
- Can you build the trusted, personal relationships that allow you to influence consequential decisions?
- Can you design and execute simple, powerful practices that build better talent faster?
That’s what CEOs and CHROs truly value. AI may enhance each of those capabilities, but only as an ingredient — never the main course.
Others won’t judge your value by your skills. They’ll judge it by your ability to think strategically, influence powerfully, and execute flawlessly.
Build a solid understanding of AI and learn how to apply it wisely. But if your goal is to lead at the top of the HR profession, invest your energy in what still differentiates leaders: strategy, influence, and execution.