Live with Danielle Shroyer

Using AI: What's In It For You?

Before you touch the technology, you have to answer one question.Why would I use this?Not as a policy. Not as a business case. As a person.That is the question Erica Farmer [https://substack.com/profile/73250701-erica-farmer], this week’s guest, puts at the centre of every AI transformation conversation she has. And it is the question most organisations skip entirely.Erica is founder of QuantumRise, a keynote speaker and futurist on people-first AI, and the author of the newly published AI for People Professionals. She has spent her career working with HR and L&D leaders inside large, complex organisations, and she is clear on what the evidence tells us: AI adoption fails when it treats people as users rather than as people. Her phrase for the fix is the AI dividend.Not ROI. Not productivity gain. The personal, specific, meaningful thing that makes someone want to show up differently because of AI. For Erica, who has fibromyalgia, it is the ability to run two businesses without burning out. For someone else it could be the headspace to do the work that actually matters. Get that right and engagement follows. Miss it and you just have an email strategy with “AI” in the subject line. We also get into the question of who drives transformation in an organisation. Erica's answer is not top-down alone and not grassroots alone. It is both at once. The top layer and the frontline both need to become AI literate first. Then the management middle layer is what makes it real, supercharging change through coaching, enablement and support. Not as a bolt-on. Not as an email recipient. As the people who activate everything the organisation has invested in above and below them.**Have you found your AI dividend yet? And have you helped the people around you find theirs?**The article follows later in the week, the resource is obviously, Erica’s book - here’s the link if you haven’t purchased it already AI for People Professionals [https://www.koganpage.com/hr-learning-development/ai-for-people-professionals-9781398625990] . A solo audio walk through would be overkill this week so it just remains for me to invite you to join me next week for some AI reflection when I will be asking questions like: ‘what have we learned from the guests who have shared their insights from the real world?’ ‘Have they helped us tackle AI more boldly?’ and ‘What have they said that made us think harder about our relationship with AI? Until then, thank you for listening, watching and engaging - you make it all worthwhile. Take care and stay Sovereign. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit carolynshepherd.substack.com [https://carolynshepherd.substack.com?utm_medium=podcast&utm_campaign=CTA_1]

First the Data, Then the AI Agent

The agent is not the starting point.The data is.That is what every business rushing toward AI implementation is missing. And it is costing them more than they realise.Jonny Winn is AI Strategy Director at The One Point, a Yorkshire-based managed service provider working with SMBs, enterprise and public sector organisations. He came to this role through fifteen years in creative production, a business degree, and a decision at forty to go back and do an MSc in AI and data science at Hull University, where he has just received a distinction. He is new to the practice of this work. That is exactly why I wanted to talk to him.His view from inside real organisations is clear. Business leaders want AI. They want agents, automation, efficiency. And those things are genuinely available, and genuinely transformative, when the foundations are in place. But most organisations are trying to build the agent before they have sorted the data. And without clean, structured, accessible data, the agent has nothing solid to work from. “Without the data foundations, it’s just going to become expensive experimentation.” The good news is that agentic AI, built on a proper knowledge base, is within reach for organisations of every size, without a technical team, using tools they already pay for. Jonny has built a demonstration to prove it. And he has produced a video walkthrough as this week’s resource, so you can see exactly how to do it yourself. I’ll link it for download (this week’s resource) in the article on Monday as usual. Is your organisation queuing for the agent while the data foundations are still waiting?The companion article and Jobscaping® reflection follow later in the week, and my solo audio walks through Jonny’s demonstration video with you.Take care for now and stay Sovereign! This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit carolynshepherd.substack.com [https://carolynshepherd.substack.com?utm_medium=podcast&utm_campaign=CTA_1]

L&D's Four Enablers with Jo Cook. Ep 08

Show Notes: Ep 08 – L&D's Four Enablers with Jo Cook Jo Cook Editor, Training Journal Director, Lightbulb Moment Training Journal: trainingjournal.com [http://trainingjournal.com] Jo's author page: trainingjournal.com/author/jocook [https://www.trainingjournal.com/author/jocook/] Lightbulb Moment: lightbulbmoment.info [http://lightbulbmoment.info] LinkedIn: linkedin.com/in/jocooklightbulb [https://www.linkedin.com/in/jocooklightbulb] Mentioned in this episode TJ L&D Influence Report 2026 Introduces the Readiness Enablers Index and highlights practical conditions including stakeholder access, data, experimentation and support. Free to download. Includes a link to the 2026 survey. Download here [https://www.trainingjournal.com/2026/content-type/white-paper/tjinfluencereport2026/] TJ Readiness Survey (add your data): linked from the Training Journal homepage at trainingjournal.com [http://trainingjournal.com] Nigel Harrison, How to be a True Business Partner by Performance Consulting: amazon.co.uk [http://amazon.co.uk] Cathy Moore, Map It: The hands-on guide to strategic training design: amazon.com [http://amazon.com] The Sovereign Career Hub Substack: substack.com/@thesovereigncareerhub [https://substack.com/@thesovereigncareerhub] Carolyn on LinkedIn: linkedin.com/in/carolynjshepherd [https://www.linkedin.com/in/carolynjshepherd/] Emmeline AI: emmeline.ai [http://emmeline.ai] ------------------------------------------------------ Jo is the editor of Training Journal, the profession’s longest-running publication, and the author of the TJ L&D Influence Report 2026. She built it from the voices of practitioners gathered at the TJ 60th Anniversary Conference, at which I delivered the keynote. It is one of the most useful pieces of research the profession has produced this year. Thanks for reading! but don’t keep it to yourself. Do you know someone who would enjoy reading this post? Jo’s finding is not that L&D lacks knowledge. The sector has known what good looks like for a long time. Her finding is that most L&D professionals are trying to act without the conditions in place to act. She calls them the four enablers. And her argument, backed by the research and by a candid story from her own career, is that if any one of them is missing, the whole thing stalls. This conversation follows naturally from last week’s episode with Andrew Jacobs, and it looks at the same challenge from a different angle. Together they are worth sitting with. Which of the four enablers do you currently have? Which will you start work on this week? The companion article, the resource and the solo audio follow later in the week as always. Listen in, enjoy and take care for now. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit carolynshepherd.substack.com [https://carolynshepherd.substack.com?utm_medium=podcast&utm_campaign=CTA_1]

Principles Over Strategy with Andrew Jacobs

Thank you to my guest Andrew Jacobs Andrew is a learning strategist and organisational impact advisor, and founder of Llarn Learning [https://llarn.com/]. He is a Fellow of the Learning Performance Institute (FLPI). His work focuses on shifting organisations away from training delivery and towards capability, performance and measurable impact. His experience spans private and public sector organisations, from financial services and retail through to local and central government. He is known for a direct, principled critique of how learning functions operate, and for building the conditions where learning happens through work, not around it. He speaks internationally on learning, capability and organisational change. He produces Women Talking About Learning, a podcast listened to in over 46 countries, and writes daily at lostanddesperate.com [http://www.lostanddesperate.com]. TranscriptYour strategy is already out of date. Not because you wrote it badly. Because the pace of change has outrun it. That is the challenge Andrew Jacobs brings to this conversation. And his answer is not to write a better one. Andrew is a well respected voice in the L&D sector, a learning strategist and organisational impact advisor, founder of Llarn Learning and chartered fellow of the CIPD. He has spent his career helping organisations move beyond training delivery and into genuine capability and doesn’t mince his words when critiquing the status quo: “…we've become shopkeepers." Someone in the business asks for a course. L&D supplies it. The doors close. Nobody checks whether anything actually changed. Andrew argues the function needs to become something different and his advice is super clear - we need to become engineers. Listen to this week’s guest interview with Andrew to discover how to transform your L&D function and to convert your team into ‘Engineers’. ie. practitioners who diagnose before they prescribe, who measure impact at 10 days, 10 weeks and 10 months, and who hold the organisation accountable for the outcomes it said it wanted. And in a world where AI is reshaping work faster than any strategy was built to track, Andrew has something more durable to offer than a strategy document. He shows us how to lean into ‘Principles’ and this surprisingly simple approach could hold the key to your sovereign career. Click play to hear the full story. PS. …don’t forget to check out the ‘three little words’ that will change every conversation you have with colleagues asking for courses. As usual, the companion article and a Jobscaping™ reflection resource follow later in the 7-day cycle, and my solo audio closes out the week. Thanks for reading! Please share this free post to support my work - This is how the Hub grows. Take care for now and Stay Sovereign! This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit carolynshepherd.substack.com [https://carolynshepherd.substack.com?utm_medium=podcast&utm_campaign=CTA_1]

Where Is Your Time Actually Going? The HR Time Audit That Builds the Commercial Case

Most HR functions are genuinely busy. But busy is not the same as valuable, and pace is not the same as impact. The case for HR investment keeps not landing. Not because boards don’t care about people, but because HR keeps making that case in HR language to people who think in commercial language. Wellbeing. Culture. Engagement. These things matter enormously. They are not the conversation the CFO is having. The data that would change the conversation is almost always already sitting in the function. In the hours being spent, the tasks being repeated, the work that absorbs capable people and gives very little back. Nobody has run the audit. So nobody has the numbers. And without the numbers, the argument doesn’t land. This week I walked through a time audit framework designed to fix exactly that, prompted by my conversation with fractional CPO and four-times HR Most Influential Thinker, Nebel Crowhurst [https://substack.com/profile/384878089-nebel-crowhurst]. * You will find the full /video/podcast interview here with Nebel Crowhurst [https://carolynshepherd.substack.com/p/ep-06-hr-before-you-transform-get?r=3osjv8]. * And here is a link to the article that followed the interview [https://carolynshepherd.substack.com/p/the-ai-business-case-you-havent-made?r=3osjv8] * Plus you can download the HR Time Audit (spreadsheet) below - you will need it for this episode. * Just click the play button at the top of this post to discover more about the HR Time Audit inspired by the interview. What’s in this episode I walk through the companion resource for this week tab by tab, with worked examples from ER, recruitment and reporting. The downloadable worksheet is linked in the companion article published earlier this week. Where the time is actually going. Not where the job description says it should be. Where it is right now, this week. That is the starting point. * The three kinds of work. Execution, interpretation, and judgement are not the same thing. Most HR functions are spending too much time on the first and far too little on the third. Running the audit makes that visible. * Time Mapping. Name the work as it actually is. Hours per week. That’s all you need to start. * Cost Calculator. Enter your loaded hourly rate and your working weeks. See the annual cost of the transactional work. Seeing it as a number changes how you talk about it. * Value Swap. For each category you want to change, set a target and name specifically what the team would do instead. Not more strategic work in the abstract. What does it look like on a Tuesday afternoon? * The Case. Five questions, no formulas. Just you, the argument you’re building, and the room you’re about to walk into. Freeing up time from transactional work is only half the story. What you move into is the other half. And it is the more important one. Thanks for listening. Subscribe for free to receive new posts and support my work. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit carolynshepherd.substack.com [https://carolynshepherd.substack.com?utm_medium=podcast&utm_campaign=CTA_1]