Evaluating The Impact Of Digital Tools On Team Dynamics

New research from Harvard Business School explores a big question: What if AI isn’t just a tool but a teammate? In a large-scale field experiment with Procter & Gamble, researchers tested how GPT-4 affected performance when used by individuals versus teams of experienced professionals working on real product development challenges. Some key findings: - AI-enabled individuals performed as well as teams without AI - Teams using AI produced the best and most exceptional results overall — not only did they outperform others, but they were significantly more likely to generate top 10% solutions - AI helped bridge expertise gaps and broke down professional silos - Participants using AI had better emotional experiences — more excitement, less frustration The takeaway? AI isn't just about individual productivity — it’s reshaping how we collaborate, think, and solve complex problems. It’s acting more like a cybernetic teammate, not just a more efficient tool. The working paper — “The Cybernetic Teammate: A Field Experiment on Generative AI Reshaping Teamwork and Expertise” — is worth a read. As someone interested in the future of work, this raises important questions: 1. How do we design teams when AI levels the playing field? 2. What happens to traditional boundaries between roles? 3. How do we rethink collaboration when AI enhances both performance and emotional engagement? Curious what you all think — especially if you’re leading teams or exploring how to integrate AI meaningfully into your org. #FutureOfWork #LinkedInWorkplace #LinkedInLife #WorkplaceResearch

Blending IO psychology with digital innovation flipped the results of our last tech rollout. Most teams never connect these dots—here's why it changes everything ↓ Tech implementations often fail not because of the technology, but due to human factors. The deployment to a large international pharma company was heading for disaster until we brought in IO psychologists. They helped us understand: - How different personality types interact with new systems - The impact of change on team dynamics - Ways to reduce resistance and boost adoption We tailored our approach based on these insights: - Customized training for different learning styles - Change champions selected based on influence networks - Communication strategies aligned with team cultures The results were staggering: - 94% adoption rate within 3 months - 40% increase in user satisfaction scores - 25% boost in productivity post-implementation Key takeaway: Technology and human behavior are deeply intertwined. By considering both, we unlocked synergies we never thought possible. Next time you're planning a tech rollout, remember: The most powerful integration isn't between systems, but between tech and human psychology. Embrace this approach to transform your digital initiatives. PS - and if you know this story, you also know how it set me on the path for my PhD in IO Psychology.

McKinsey’s HR Monitor 2025 just dropped—and the results are fascinating. Yes, HR is digitizing. AI tools are being adopted across talent acquisition, performance reviews, and workforce planning. But here’s the surprising insight buried in the data: 👉 More digital doesn’t equal more impact. In fact, only a small percentage of HR teams are seeing real results from their tech investments. Why? Because execution—not strategy—is the chokepoint. "Only 19% of core HR processes in Europe are currently enhanced with GenAI—while a further 32% remain stuck at the pilot stage" Although HR functions are investing in digital and AI tools, less than one in five have actually embedded AI in key workflows—or scaled digital services broadly. According to McKinsey, the HR teams getting the most value from digital tools share three characteristics: They align closely with people managers They design tools into human workflows, not around them And they treat tech as a way to amplify human connection, not automate it away The lesson? 🛠️ You can buy AI. 💡 You can’t buy adoption. This is a shift in mindset: HR transformation isn’t a tech problem—it’s a human integration challenge. Too many organizations treat digital HR as a portfolio of tools. But without equipping people to use them—especially people leaders—they stall at the pilot phase. If you want impact, start here: Put managers at the center. Make them co-designers, not end users. Invest in execution. Build change muscle, not just toolkits. Blend tech with design. Embed AI into learning, performance, and growth—not as an add-on, but as a core enabler. Because at the end of the day, HR’s future isn’t just digital. It’s human-led, tech-enabled, and execution-obsessed.