AI fluency is only part of the picture. To understand capability and potential, we also need to assess how people apply judgment, solve problems, and learn as the tools evolve. talogy.com/en/blog/is-measur…

What does high potential look like in an AI-driven world? talogy.com/en/blog/what-does…

AI is changing what it takes to succeed. Are we changing how we recognize potential? Today's performance matters. So does the capacity to learn, adapt, and handle greater complexity. talogy.com/en/blog/what-does…

AI can inform a decision. Leaders still own its consequences. As we build AI capability, we need equal attention on the judgment, self-awareness, and values of the people using it. A useful perspective from our team at Talogy: talogy.com/en/blog/leading-i…

AI can help people produce answers faster. How are we helping them develop the judgment to evaluate those answers? As entry-level work changes, developing future talent needs to be part of the AI strategy. talogy.com/en/blog/starting-…

Great sales organizations shouldn’t just define what winning looks like. They should define how they want to win. How salespeople listen, challenge, advise and deliver on commitments says a lot about the values of the organization they represent. How you win matters. talogy.com/en/blog/how-to-as…

More capable AI does not automatically create more capable organizations. If performance improves only while the tool is present, we may be increasing output while weakening judgment. The goal of Human × AI should be productivity today and stronger human capability over time.talogy.com/en/blog/the-produ…

AI does not reduce the need to understand people. It increases it. As AI becomes widely available, the advantage shifts to the people using it: their judgment, adaptability and ability to turn AI into performance. The technology may be common. Human capability to use it isn't.

A hiring process can work exactly as designed and still fail the person going through it. The goal isn’t to make AI seem more human. It’s to use AI to make hiring more human: clearer, fairer, and more personal. Three practical ways to get there: talogy.com/en/blog/3-ways-to…

Human vs AI = Competition Human + AI = Augmentation Human x AI = Amplification It is time to start thing about how we use AI to change what is possible. We need to stop thinking about replacing human potential and start thinking about multiplying it.

I think a lot of people are missing what is possible. The future of performance isn't human vs AI. And it is more than human + AI. It's human x AI.

AI can make hiring faster and still make candidates feel invisible. The measure of progress isn’t how much we automate. It’s whether AI helps create a clearer, fairer, and more human candidate experience. A useful perspective from @talogy_global: talogy.com/en/blog/3-ways-to…

The future isn’t Human + AI. It’s Human × AI. Talent shouldn’t be additive. It should be multiplied. Combine AI’s capabilities with human judgment and adaptability to amplify performance now and build capability for what comes next. brighttalk.com/webcast/19524…

Progression ≠ Leadership. We asked 500 early-career professionals what they value most at work. Progression ranked near the top. Leadership ranked near the bottom. Career growth doesn't just mean moving into management. People want to grow without necessarily leading a team. talogy.com/en/blog/how-to-de…

AI isn't just taking jobs. It might be making us worse at the ones we keep. A great read on the "Productivity Paradox of AI" and the very real risk of "deskilling." If the machine does the reasoning, what happens when it makes a mistake. talogy.com/en/blog/the-produ…

The most dangerous coaching blind spot may be the coach. Models and frameworks matter. But without self-awareness, a coach’s ego, need to help, or desire to be liked can shape the conversation. That’s why emotional intelligence matters. talogy.com/en/blog/the-impor…

Is measuring AI fluency enough in the age of AI? talogy.com/en/is-measuring-a…

Most HiPo programs wait until mid-career to identify potential. By then, you've already missed your window. The indicators show up early. The question is whether your organization is looking. talogy.com/en/why-uncovering…

Most sales hiring mistakes are not bad hires. They are bad matches. We keep hiring “great salespeople” and wondering why performance lags. The real question is fit by role, not talent in general. Here’s how to think about it:talogy.com/en/blog/job-match…

AI coaching vs human coaching: The power of emotional connection talogy.com/en/blog/ai-coachi…