Future Ready Leadership With Jacob Morgan

The discussion dives into why Boomers are staying in the workforce longer while Gen Z faces challenges entering it. AI is reshaping the labor market, particularly in construction, but there's a real shortage of skilled trades like electricians and plumbers. Surprisingly, AI has already created over a million new jobs globally, though access to these roles is uneven. Insights reveal that firms deploying AI agents are altering the value equation in knowledge work, exposing the weaknesses in our talent pipelines.

Explore how AI is reshaping jobs by displacing tasks while keeping titles intact. Discover the paradox of promising productivity gains clashing with reports of increased rework and quality issues. Learn about the risk of capability debt and the need for organizational redesign to truly harness AI's potential. Hear firsthand accounts of the burden of verifying AI outputs and why job seekers are feeling a tightening labor market, despite stable job data. It's a thought-provoking look at the gap between data, leadership actions, and real-world experiences.

Transformational change often takes longer than expected, creating frustration for leaders. Key blockers include outdated technology, bad data, and bureaucracy. AI holds great promise but can exacerbate existing issues without clean data and modern systems. The role of the CHRO has evolved into a strategic partnership aligning talent and culture with business goals. Employee experience is a collective responsibility, not just an HR concern. Real transformation demands dedication and a long-term vision.

January 13, 2026: In today's episode, five stories reveal why work is starting to crack under pressure. New data shows employee financial stress is no longer a personal issue but a measurable drag on productivity, just as healthcare costs surge and job mobility slows. At the same time, a major study finds AI is already doing 20–40% of the work in many organizations, yet produces inconsistent and low-quality results when left without human oversight. Research also shows that always-on expectations and over-availability are quietly draining loyalty, even in places where right-to-disconnect laws exist. While employees remain physically present, many are mentally hedging, disengaging, or preparing exit options. On the hiring front, reporting confirms that cold applying still leads to jobs, but hiring systems are buckling under massive application volume and collapsing signal quality. Finally, a viral backlash calling to "fire 90% of HR" exposes a deeper trust and legitimacy crisis, raising hard questions about whether HR functions are delivering outcomes that match today's pace of change.

In this conversation, Jason Kidd, Chief Operating Officer of Chipotle, reveals secrets behind scaling culture for a workforce of 130,000. He discusses the importance of 'mastering the mundane' to ensure consistent operational excellence. Jason highlights Chipotle's impressive internal promotion rate and their innovative use of AI, 'Ava,' in recruitment. He emphasizes the balance of metrics and leadership intuition, offering insights into succession planning and the critical traits of future-ready leaders. It's a masterclass in nurturing a vibrant, high-performance culture.

Many organizations are reactive, scrambling to keep up with trends rather than shaping the future of work. Traditional HR metrics often fail to connect outcomes to business success. The rise of entitlement in the workplace signals a shift in accountability, especially post-pandemic. Leaders must recalibrate the power dynamic between employers and employees, recognizing work as a value exchange. Emphasizing performance over perks is crucial, as is the courage to restore honesty and accountability in leadership.

Workers increasingly view AI as a major influence in the workplace, shaping their expectations around performance. Amazon's new performance reviews emphasize accountability, pushing employees to clearly showcase their achievements. Labor statistics reveal a rise in Americans juggling multiple jobs, reflecting economic pressures. Meanwhile, LinkedIn highlights a growing confidence gap as many feel unprepared for career transitions. Finally, falling job openings hint at stricter hiring practices and a more demanding work environment.

January 7, 2026: Nearly a decade ago, I wrote The Employee Experience Advantage to challenge organizations to move beyond perks, surveys, and surface-level engagement. Since then, employee experience has become a top priority—but in many cases, we've lost sight of what it actually means. In this episode, I share why post-pandemic workplace strategies focused on "giving everything to everyone" were unsustainable, how accountability and performance quietly disappeared, and why great employee experience isn't about making work easy—it's about enabling people to grow, contribute, and do meaningful work. I also explain why employee experience is a leadership responsibility, not an HR program, and introduce a futurist framework built from conversations with over 100 CHROs around the world to help organizations design workplaces that are human, challenging, and future-ready. If you're trying to cut through the noise and rethink what employee experience should look like for the next decade, this episode will help reset your perspective.

Explore the anxieties Gen Z faces regarding AI in the workplace, while Bank of America emphasizes mentorship and growth. Discover how AI can paradoxically slow down productivity by shifting developers into heavier verification roles. Learn about a significant investment in pre-apprenticeships aimed at prioritizing competence over credentials. The conversation also touches on how AI can facilitate four-day workweeks and the evolving debate on work flexibility. Lastly, high performers are increasingly bypassing return-to-office mandates, highlighting a new era of workplace empowerment.

Debbie Pickle, Senior Vice President and Chief Human Resource Officer at Williams, shares her expertise on CEO succession planning after 40 years of leadership. She dives into creating a comprehensive CEO resource guide and the critical role of strategic assessments. Debbie highlights balancing organizational heritage with necessary change through detailed 30–60–90-day plans. She emphasizes the importance of clear communication during transitions and the CHRO's role as a strategic partner to ensure stability and a seamless leadership shift.