Psych Tech @ Work

• Jobs, Security, and Survival: Is Universal Basic Income in our Future?

  Conrad Shaw “So much of the labor market is driven by desperation. UBI shifts that. People can actually hold out for what they’re worth or for work that aligns with who they are.” — Conrad ShawConrad is perhaps the most unique guest I have had in the 5 year history of this show and he is on to talk about Universal Basic Income (UBI) , a very unique topic that is growing in exposure.For almost a decade Conrad has dedicated his life and career to furthering the cause of Universal Basic Income (UBI).In 2016 he and his wife started a documentary called Bootstraps which focuses on following families who lived through the experience of a basic income.Since then, he has:* Fundraised for and operated a nationwide basic income pilot* Filmed a multi-year docuseries currently in post-production* Co-founded Commingle, a mutual-aid platform enabling communities to self-fund their own grassroots basic income systems* Worked extensively on messaging, outreach, and public education around income, stability, and societal transformationI learned a lot from Conrad and our conversation debunked my own myths about UBI. So a really important part of this episode is the truth about what Universal Basic Income (UBI) actually is — and what it is not.What Universal Basic Income (UBI) Is — And What It Isn’tUBI is the idea that every person receives a recurring, unconditional, baseline income — a financial floor that ensures no one starts the month at zero. It is not meant to replace work or equalize everybody’s income. Instead, it shifts the starting point so people can make decisions from stability rather than desperation.What UBI is:* A stable, universal base-level income for all* A platform for economic mobility and personal freedom* A modernized, simplified social safety net* A tool for reducing the survival-based pressure in the labor marketWhat UBI is not:* It does not eliminate jobs* It does not cap how much people can earn* It does not remove incentives to work* It is not a socialist equal-wealth systemUBI reframes the labor market so people compete for work based on interest, alignment, and ability, not raw financial need.Practical Ways UBI Could WorkConrad’s work goes beyond speculation. He has spent nearly a decade building practical UBI experiments, including the national pilot documented in Bootstraps (2016) and his current role with the Income To Support All Foundation and Commingle, a new community-driven model.He explains that UBI can be implemented through several pathways—government programs, private pilots, or community-level mutual aid—but none are simple. A government-led UBI requires political will and rethinking how we allocate resources. Philanthropic pilots can demonstrate impact, but they’re temporary. Community models like Commingle allow people to pool and redistribute resources now, without waiting for legislation, but scaling them is challenging.What’s clear is that executing UBI at any level is difficult, requiring trust, infrastructure, and cultural acceptance. Yet the difficulty doesn’t diminish the need. Instead, it underscores why experimentation and new models matter.Individual Differences: Why UBI Supports People Doing What They’re Meant to DoOne of the deepest connections between Conrad’s work and mine is the concept of individual differences—the idea that every person brings a unique constellation of strengths, traits, interests, and abilities that make them naturally better suited to certain kinds of work.When people are trapped in survival mode, those natural gifts often go unused. They pick jobs they can get, not jobs that reflect who they are. Freedom from this paradigm reshapes careers in ways that benefit both individuals and employers, allowing people to walk away from toxic or exploitative conditions and take jobs they genuinely care about, leading to better performance and engagement.With a secure foundation, people have the psychological and financial freedom to make career decisions based on fit, not fear. This supports:* Better alignment between person and role* Higher engagement and intrinsic motivation* Better workforce outcomes because people choose work that matches their abilities* Greater societal value, as more people apply their genuine talents instead of defaulting to whatever job pays immediatelyFrom Conrad’s perspective, this alignment is one of the most compelling aspects of UBI. When people are free to choose work that resonates with their abilities, the labor market becomes more efficient and more human. Employers gain workers who actually want to be there. Individuals gain a sense of purpose rooted in their authentic strengths.In a world where AI, automation, and job volatility make career paths uncertain, helping people express their natural abilities becomes more important—not less.How AI Fits Into the UBI ConversationAI enters this conversation as both a catalyst and a complicating force. As Conrad points out, technological change is accelerating so quickly that we can no longer predict which jobs will exist, which skills will matter, or how stable any given career path will be. This uncertainty puts enormous pressure on individuals—especially those who don’t have the luxury to retrain, take risks, or weather employment gaps. UBI provides a stabilizing infrastructure in that landscape, giving people the freedom to adapt as work evolves rather than being overwhelmed by it.AI serves the UBI concept well because it highlights the importance of individual differences: as routine tasks get automated, the value of uniquely human abilities—creativity, empathy, problem-solving, and deep domain expertise—rises. UBI supports people in discovering and developing those strengths, while also offering society a buffer as AI reshapes industries faster than institutions can respond. In this way, AI doesn’t replace the need for UBI—it makes the case for it even stronger.Why Making UBI Work Matters in an Uncertain FutureWe must acknowledge the reality: we are entering a period defined by instability—rapid technological change, unpredictable job markets, and widening gaps between opportunity and access. In such an environment, the old assumptions about steady careers, stable industries, and predictable pathways no longer hold.UBI becomes a tool for resilience. It doesn’t solve every problem, but it gives people the space to adapt, learn, and navigate a chaotic future without falling into crisis. It creates room for people to pursue what they’re best suited for, rather than what pays the most simply out of need.The conversation frames UBI not as a political ideology but as a human-centered adaptation strategy—a way to strengthen psychological well-being, improve labor market alignment, and provide society with a more stable foundation as the world accelerates around us.The truth is that UBI isn’t easy; it’s a fight against gravity in a system not built for change, but we are entering into an unprecedented level of uncertainty in all aspects of our lives- so we need to have creative and idealistic solutions This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

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• You Can’t Microwave Skills Based Hiring! Here’s the Five Star Recipe!

  “You can’t implement skills-based hiring by flipping a switch. It’s about changing mindsets, systems, and the language your organization uses to describe talent.”-Ashley WallvoordIn this episode of Psych Tech @ Work, me and my AI co-host, Mayda Tokens, welcome fellow I/O psychologist (and LSU Tiger!) Ashley Walvoord, Senior Vice President of Talent at Verizon.We are joined by my AI co-host Mayda Tokens who continues to impress at times and but showing a tendency to be pretty boring at other times and always telling really bad jokes (I think the API to Chat-GPT 5o gets a very different sense of humor than the consumer version).I reached out to Ashley after seeing her SIOP presentation about Verizon’s skills based hiring (and organizational transformation) program. Her and her fellow presenters-Max McDaniel (Verizon)Christina-Norris Watts (J & J)Ruth Imose (J & J)Jason Frizel (Walmart)provided amazing insights into their company’s’ amazing and inspiring skills based hiring programs.The hype around skills based hiring these days makes it seem easy. But talk is cheap- and doing skills based hiring right takes a total ALL IN approach. - one that is rooted in the commitment to become a true skills based organization.Ashley has lived this life and her experience provides an awesome preview of how one of the world’s largest organizations is reimagining hiring and development through skills and AI. We are all lucky to have her on the show!Verizon’s transformation provides a rare look at how enterprise-scale companies operationalize skills-based hiring while navigating the practical realities of change management, technology integration, and workforce readiness.SummaryThis conversation bridges strategy and execution, offering a clear-eyed view of how a Fortune 50 company is aligning people, process, and technology around skills. Ashley shares the lessons learned from Verizon’s commitment to a multi-year, organization wide transformation. A journey with many whistlestops along the way— from defining skills frameworks to embedding them in hiring and internal mobility.Key Themes1. Building Skills Infrastructure at ScaleAshley explains how skills-based hiring starts long before implementation — requiring shared language, governance, and validation across the enterprise. Verizon’s approach focuses on sustainability and integration rather than one-off pilots.2. Human Oversight in an AI-Driven SystemAI plays a growing role in matching and mobility, but Ashley underscores that human judgment remains central. The goal isn’t automation for its own sake, but augmentation — using technology to help people make better, more equitable decisions.3. Culture Change Through Data TransparencyVerizon’s success depends on building trust with employees and leaders by showing the “why” behind skills data and AI insights. Visibility into how skills are used for development and promotion helps drive adoption.4. Enterprise Challenges and Lessons Learned Ashley shares the realities of scaling change: aligning functions, managing vendor relationships, and ensuring consistency across geographies. Her advice is practical — start small, demonstrate impact, and scale what works.5. Future Vision for Skills and AI in Talent Ashley envisions a future where skills become the connective tissue between learning, mobility, and performance — and where AI acts as a trusted partner in enabling opportunity at every level.Takeaways* Enterprise-scale transformation requires governance, not just technology.* AI can accelerate fairness and insight, but must remain transparent and human-centered.* Data visibility is the key to cultural adoption — employees must see personal benefit.* Scaling skills frameworks demands partnership between HR, technology, and business leadership.The future of work will depend on how we align AI, human judgment, and purpose at scale. And a commitment to verifying and managing skills at scale. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

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• How to Prepare for the Future of Hiring NOW!— Lessons from Two Decades of HR Tech Research

  Quote:“When this all started (generative AI for the masses), the fear was ‘this is cheating.’ Now we’re flipping the conversation and saying, no — this is actually a skill set you need to develop.”-Madeline LaurenoIn this episode I welcome Madeline Laurano, Founder of Aptitude Research and one of the most trusted voices in HR and TA technology.With more than 20 years of research and advisory experience, Madeline’s body of work has has tracked the evolution of all things mixing hiring, business, and tech.We have known one another for a long time and are quite simpatico in our thoughts on talent acquisition, assessment, and skills based hiring.And we prove it in this show - as we discuss the ins and outs of these crazy times for HR tech, hiring, and of course- AI.So listen in and take a look into the crystal ball while staying grounded in the truth!Topics discussed and wisdom dropped include:1. Why ATS Are Going to Become ExtinctMadeline explained that ATS systems in their current form are not built for the way talent acquisition is evolving. Recruiters are frustrated because ATSs don’t support the workflows or user experience they need, and they will eventually be replaced by more dynamic, integrated platforms that actually match how hiring happens today. Hello AI!2. What Her Research Says About Skills-Based HiringMadeline points out that skills-based hiring is more aspirational than real for most organizations. Aptitude Research has found that companies often treat skills like the old competency models — static, outdated, and resource-intensive — or via an over reliance on AI. Both make it hard to translate into practice without validated frameworks and clean, usable data. The path fwd requires a commitment to strategy, clarity, and validation.3. How the Fast-Moving Nature of AI Impacts HR Tech BuyingMadeline notes that AI has changed how companies buy HR tech because the market is moving so quickly. In the past, companies would take years to build strategies before investing in technology, but now AI allows them to start much faster — sometimes adopting before they fully understand how to implement, which creates both opportunity and risk. Beware of AI FOMO!4. Agentic AI and Hiring — What Will the Impact Be?She described “agentic AI” as a coming wave where AI systems won’t just provide insights but will take autonomous actions. In hiring, this could mean systems that source, screen, and even interact with candidates automatically — raising big questions about oversight, fairness, and how much decision-making organizations are comfortable handing off to machines. Get ready because the rise of autonomous hiring agents is upon us.5. The Impact of AI on Candidate ExperienceMadeline stresses that AI can either improve or damage the candidate experience depending on how it’s implemented. Candidates expect personalization, transparency, and fairness, and if AI-driven processes feel opaque or impersonal, trust will erode quickly — but if designed well, AI can actually enhance communication and responsiveness. We must not villainize AI for this- there is a lot we can do enhance candidate experience and it can actually include the use of AI if done thougthfully.6. What Will This Look Like 20 Years From Now?Looking ahead, Madeline predicts that hiring will look radically different in 20 years, with skills-based approaches fully realized and AI deeply embedded into every step of the talent lifecycle. The key difference will be that technology will finally deliver on the vision of matching people to opportunities more accurately, quickly, and fairly at scale.AMEN- let’s just make sure that people remain in charge!Check out the episode and learn about the trends from two of the best!& do yourself a favor and visit Aptitude Research’s website where you can find free access to all of their amazing research! This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

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• AI Adoption is a Human Problem, Not a Tech Problem

  “Most firms that are using AI are saving two to four hours per week per employee. That’s not transformative. That’s just doing the same thing faster.”-Alexis FinkIntroductionIn this episode of Psych Tech @ Work, Mayda Tokens (my AI co-host) and I sit down with Alexis Fink, I-O psychologist, long-time HR tech leader at Microsoft, Intel, and Meta, longtime friend and president of The Society for Industrial-Organizational Psychology (aka SIOP)!Alexis brings decades of experience at the intersection of people, organizations, and technology to the studio, offering a holistic and integrated perspective on the opportunities and challenges of AI in the workplace that is based on reality- not pure philosophy.We challenge Mayda to hang with us as we talk about all things people, technology, and the future of work. Alexis rocks it. You be the judge of how well Mayda meets the challenge. Hint: like all AI, Mayda is still a work in progress that fails sometimes, while still feeling miraculous IMHO. I mean come on- she speaks in emoji!!!Alexis leads the charge with her take on these great highlight topics:1. The Transformation of Knowledge Work AI is reshaping not just factory tasks, but the decision-making and knowledge roles once thought safe from automation.2. Organizational Design in an AI EraTrue progress requires rethinking workflows so humans and machines complement each other rather than compete.3. Data Quality and Human-Centered DesignMost raw HR data isn’t fit for AI, making richer, cleaner, and more contextual data essential for real impact.4. Risk, Accountability, and Quality Control As AI takes on more autonomy, organizations must adapt proven quality management and governance principles to keep it accountable.5. The Human Problem of AI AdoptionThe hardest barriers to AI adoption aren’t technical but human — fear, resistance, and behavior change.6. Looking to 2035: The Next-Gen I-O PsychologistFuture I-Os will master AI as a partner, using simulation and immersive tools while keeping work human-centered.ConclusionOur conversation underscores a central theme: AI is not even close to perfect and we need to recognize this (Mayda’s responses to our questions are proof of AI gone whack!)AI’s future in work won’t be defined by algorithms alone, but by how organizations redesign processes, manage risk, and support people through change. For I-O psychologists, HR leaders, and technologists alike, the task ahead is clear — ensure AI is not just bolted onto old systems, but opens opportunities for true collaboration with we humans. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

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• Overcoming Obstacles to AI Adoption Through Creative Play

  “The problem with AI adoption isn’t just technical—it’s emotional. Creativity lowers the barrier of fear, and that opens the door to skill building.”– Jimmy Lepore HaganNewsflash!After a much needed hiatus- Psych Tech @ Work is back with a vengeance! During the break I have been heads down in my lab- experimenting and playing with AI.SHE’S ALIVE!This episode marks the debut of my self-created AI podcast co-host Mayda Tokens.  It took me three weeks to make her and during this process I explored the human side of effectively collaborating with AI.  Making Mayda required me to flex my creativity, critical thinking, flexibility and perseverance.  My Mayda experience prepared me firsthand for a great conversation with Jimmy about creativity, AI, and the human psyche.In this episode of Psych Tech @ Work, I welcome my new friend and fellow New Orleanian Jimmy Lepore Hagan.  Together we explore why creativity is the missing link in many corporate AI readiness programs — and how it can be leveraged to help individuals and teams move from fear to fluency in a rapidly transforming world.Jimmy brings his bold, experience-driven perspective to the conversation, making the case that creative courage is not a soft skill — it's a strategic asset.Together, we discuss Jimmy’s new framework for enabling AI adoption through creativity — and my addition to the delivery of his hands-on workshop designed to help HR teams, L&D leaders, and talent professionals build AI fluency through creative exploration.SummaryCreative thinking isn’t just about making art — it’s about rewiring our brains to embrace ambiguity, take risks, and explore the unknown. In this episode, we discuss how cultivating creativity can de-risk the AI learning curve, helping professionals feel more confident engaging with emerging tools.In an era of automation, the ability to experiment, play, and fail safely is what separates those who adapt from those who resist. These traits are not innate — they can be developed, and doing so can radically change how individuals approach new technology.The episode also highlights a workshop experience that puts this theory into action: a fun, safe, and high-impact program designed to build creative fluency first — and then apply it to AI. This approach helps teams lower psychological barriers to AI experimentation and open the door to real skills development.I have to give a direct and shameless plug for our workshop. Our workshop — combines science, storytelling, and hands-on exercises to help teams build the mindsets and skills needed for the future of work. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

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