3Sixty Insights HRTechChat

#HRTechChat: Robert Mattson on Storytelling, AI, and Making HR Technology Matter

In this episode of #HRTechChat, Nicole Roberts [https://www.linkedin.com/in/nrobertshr/] (Senior Analyst & Advisor, 3Sixty Insights) is joined by Robert Mattson [https://www.linkedin.com/in/mattsonr/]—technologist, marketing leader, communications coach, author, and the newest member of the 3Sixty Insights analyst team—for a wide-ranging conversation about the experiences shaping his approach to HR technology and industry research. Robert explains why every technology investment should ultimately answer one question: Does it improve what people and organizations can do? Together, they unpack the current AI scramble, the danger of treating new technology as a silver bullet, and why adoption, governance, effectiveness, and predictability matter more than hype. They also explore the disconnect between executive promises of cost savings and the employee-facing message that AI is simply a tool designed to make people better at their jobs. The conversation also examines why effective communication begins with the audience rather than the message. Robert shares his “selfish, lazy, and smug” framework for understanding what audiences need, why companies should communicate outcomes instead of features and functions, and how lived values and customer stories create meaningful differentiation. As he begins his work with 3Sixty Insights, Robert plans to investigate the roadblocks preventing organizations from realizing value from technology—and help vendors explain more clearly where their solutions fit, why they matter, and where they may fall short.

#HRTechChat: David Edwards on the “Last Mile” from Data to Decisions

In this episode of #HRTechChat, Nicole Roberts [https://www.linkedin.com/in/nrobertshr/] (Senior Analyst & Advisor, 3Sixty Insights) is joined by David Edwards [https://www.linkedin.com/in/davidedwardsswp/]—strategic workforce planning practitioner, advisor, and author of The Strategic Workforce Planning Handbook—for a candid conversation about the gap between SWP theory and the messy reality of execution. David explains why strategic workforce planning still suffers from an identity crisis (too many definitions, too many expectations), and why organizations keep getting trapped in short-term thinking that freezes out long-term capability building. Together, they unpack why chasing “perfect data” can be just as risky as oversimplifying, and why the real skill leaders need—especially as AI accelerates planning inputs—is judgment: knowing what’s decision-grade, what matters most, and what to do next. The conversation also tackles the evolving role of managers, the incentives that discourage reskilling and redeployment, and why SWP should focus less on planning the entire workforce and more on the truly strategic segments that determine future business performance. David offers a clear challenge to HR tech providers too: analytics aren’t enough—leaders need help walking the “last mile” from dashboards to decisions, in the language of risk, outcomes, and action. Resources mentioned (including books, discount code, and links): The Book of Heroic Failures (Stephen Pile): https://www.amazon.com/Book-Heroic-Failures-Official-Handbook/dp/0708819087 The Strategic Workforce Planning Handbook (David Edwards): Kogan Page: https://www.koganpage.com/hr-learning-development/the-strategic-workforce-planning-handbook-9781398623590 Discount code: KoganPage25 Amazon: https://www.amazon.com/Strategic-Workforce-Planning-Handbook-Implement/dp/1398623598/ HR Conference Cruise: https://hrcruise.com/

#HRTechChat: Aman Kaur-Shaik on Why AI Adoption in HR Starts with Knowledge, Data, and Culture

In this episode of #HRTechChat, Dylan Teggart speaks with Aman Kaur-Shaikh—HR Director at Nutrien, member of the 3SixtyInsights Global Executive Advisory Council, and a 2024 Global Top 100 HR Executive—about what it really takes for organizations to adopt AI successfully. Aman explains why the biggest barrier to AI adoption isn’t the technology itself, but the environment organizations have built around it. From fragmented knowledge bases and outdated policies to inconsistent data and unclear guardrails, many HR teams are trying to layer advanced AI tools on top of systems that were never designed for them. Together, they explore why the hype around AI is beginning to settle, how HR leaders can move from experimentation to practical adoption, and why starting with strong knowledge management and data foundations matters more than chasing the latest tools. Aman also shares a simple four-part model for introducing AI into day-to-day work—focusing on small, repeatable improvements, building AI habits that enhance productivity, and creating the behavioral and governance frameworks needed to support long-term success. If organizations want AI to truly augment how work gets done, the path forward isn’t bigger technology investments—it’s better data, clearer knowledge, and a culture ready to adapt.

#HRTechChat: Do More With Less Is Breaking Managers (and What to Do About It) — with JD Dillon

In this episode of #HRTechChat, Dylan Teggart is joined by JD Dillon—advisor, speaker, and author of The Modern Learning Ecosystem—to unpack the “do more with less” reality shaping work in 2026 and why managers are taking the brunt of it. JD explains how constant change, unclear AI mandates, and shrinking labor budgets are pressing frontline and middle managers from both sides—corporate demands on one side, team needs on the other. Together, they explore why traditional leadership development isn’t meeting the moment, why “engagement” is losing meaning as a guiding metric, and what actually helps organizations adapt when disruption hits. JD makes the case that if you’re going to prioritize one investment in the employee experience, make it managers—by giving them time, clarity, and permission to lead. The conversation also digs into how vendors can translate people initiatives into operational outcomes, why “systems of work” matter more than one-off training pushes, and how long-term capability-building shows up when it counts most.

#HRTechChat: The Economics of HR - Speaking the Language of Business with Maria Scarangella

In this episode of #HRTechChat, Nicole Roberts is joined by Maria Scarangella [https://www.linkedin.com/in/maria-scarangella-mba-pcc-shrm-scp-b5b51bb/] to tackle one of the most persistent challenges facing HR today: proving business value in a climate defined by cost pressure, efficiency mandates, and heightened executive scrutiny. Drawing on her 37-year career at GEICO—including leadership of a $2.5B P&L—and her current work building Marstella [https://www.marstella.com/], Maria explains why HR risks losing its strategic seat when it speaks only in HR metrics instead of business outcomes. Together, they explore how quantifying the true cost [https://www.marstella.app/resources/learning-the-language-of-finance-what-every-hr-leader-should-know] of hiring, onboarding, training, and turnover can fundamentally change executive decision-making—from smarter workforce planning to more targeted investments in technology and development. Maria outlines why “a lot” is not a number [https://www.marstella.app/resources/from-metrics-to-meaning-how-to-connect-hr-data-to-financial-outcomes], how lifecycle cost visibility creates accountability across leaders, and why HR leaders must understand how the business actually makes money if they want credibility with boards, CFOs, and investors. The conversation also looks ahead at the future of HR tech, the limits of AI without economic context, and how people metrics are increasingly sitting alongside financial KPIs in boardrooms—especially in PE-backed environments. The result is a practical, data-driven roadmap for HR leaders ready to shift from cost center to value driver.