A Conversation about Timing Change: Synchronizing Employee Participation for Success
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Release Date: 05/29/2026
A Conversation about the AI Premium: Market Valuations of Artificial Intelligence Adoption
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This research explores the AI premium, a phenomenon where stock markets systematically assign higher valuations to companies that demonstrate deep and sophisticated artificial intelligence adoption. Research indicates that investors prioritize frontier model usage and complex, agentic workflows over superficial or casual experimentation. This market-driven valuation reveals a shift in labor demand, favoring interactive skills like persuasion and instruction while penalizing roles focused on purely analytical or routine information processing. Organizations are encouraged to transition from...
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A Conversation about Restoring Trust: Strategies for the Higher Education Confidence Crisis
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Public confidence in American higher education has dropped significantly due to rising costs, perceived political bias, and doubts regarding career readiness. These systemic issues are further complicated by the rise of artificial intelligence, which many believe will reduce the necessity of traditional degrees. To combat this erosion of trust, institutions must move beyond surface-level messaging to implement transparent data sharing and operational reforms. Successful strategies include freezing tuition, integrating work-based learning, and fostering intellectual diversity to prove ongoing...
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Strategic Clarity, with Kyle Harkema
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In this podcast episode, Dr. Jonathan H. Westover talks with Kyle Harkema about his new book, Strategic Clarity.Dr. Kyle Harkema, DBA, MBA, is a distinguished scholar-practitioner with a wealth of experience at the intersection of academia and industry. With an academic foundation built on rigorous study and research, combined with extensive practical experience in the business world, Dr. Harkema epitomizes the modern scholar-practitioner—a professional who not only understands theoretical frameworks but
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A Conversation about Timing Change: Synchronizing Employee Participation for Success
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This research explores how the timing and structure of employee involvement influence the success of organizational transformations. It highlights the problem of asynchronicity, where a temporal gap between leadership planning and staff awareness leads to resistance and diminished performance. To address this, the research identifies four distinct participation designs—collective early, collective late, selective early, and selective late—which vary in their ability to build organizational synchronicity
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A Conversation about the Control Tax and Designing for Judgment Over Oversight
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This research introduces the concept of a control tax, describing the hidden financial and cultural costs incurred when organizations prioritize micromanagement over professional autonomy. By utilizing surveillance and rigid approvals, leaders inadvertently alienate high-performing employees, leading to decreased innovation and significant turnover expenses. The research advocates for a shift toward trust-based leadership, which emphasizes psychological safety and the redistribution of decision-making right
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A Conversation about Designing Human-AI Collaboration Playbooks
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This researchoutlines a transition from viewing artificial intelligence as a mere utility to integrating it as a deliberate teammate within professional innovation. Effective human-AI collaboration requires moving beyond simple procurement toward a structured design approach that clearly defines the machine's role, initiation methods, and cognitive functions. Research indicates that while AI can significantly boost team productivity and creativity, poor implementation can lead to eroded judgment and perform
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A Conversation about Designing Motivating Digital Workplaces
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This research examines the relationship between digital technology and employee motivation, arguing that tools primarily influence engagement by altering job structures rather than through direct impact. The research categorizes workplace technology into spatial, operational, and augmentative layers, highlighting how these elements can either empower or restrict staff. To maintain a productive and motivated workforce, organizations should prioritize job redesign, employee autonomy, and participative decisio
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A Conversation about the Great Decoupling: Restoring Trust in the Modern Workplace
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This research explores "The Great Decoupling," a long-term erosion of the bond between American employers and their staff characterized by declining institutional trust and a shift toward transactional relationships. This phenomenon is driven by economic financialization, technological advancement, and regulatory changes that have transferred financial risks from corporations to individual workers. Consequently, employees face increased job instability and stagnating wages, leading many to diversify their i
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A Conversation about the Human–AI Teaming Landscape: Designing the Hybrid Workforce
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This research explores the transition from automated task replacement to the strategic development of human–AI teaming within modern organizations. It emphasizes that superior performance arises not from technology alone, but from deliberate organizational design that treats AI as a collaborative partner rather than a simple tool. Key strategies highlighted include the necessity of trust calibration, widespread AI literacy, and the reconfiguration of professional roles to preserve human judgment. The rese
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A Conversation about the Lifecycle of Learning: Internal and External Skill Acquisition
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This research examines how employees acquire professional skills through a combination of internal peer learning and external formal training over the course of their careers. Research indicates that informal knowledge sharing among colleagues is most vital during early career stages, whereas structured external programs peak in importance during mid-career. These distinct learning trajectories significantly impact lifetime earnings, workforce productivity, and the widening gap of wage inequality. The resea
info_outlineThis research explores how the timing and structure of employee involvement influence the success of organizational transformations. It highlights the problem of asynchronicity, where a temporal gap between leadership planning and staff awareness leads to resistance and diminished performance. To address this, the research identifies four distinct participation designs—collective early, collective late, selective early, and selective late—which vary in their ability to build organizational synchronicity. The research argues that early and broad engagement generally enhances change readiness and decision quality by allowing employees sufficient time for psychological and behavioral adaptation. Ultimately, the research offers a framework for leaders to intentionally design interventions that align management goals with workforce implementation. This approach positions participation as a dynamic, time-sensitive process rather than a one-time event to ensure sustainable long-term results.
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