Lindsay Crawley, Chief People Officer at SCAN Group & Health Plan скачать в хорошем качестве

Lindsay Crawley, Chief People Officer at SCAN Group & Health Plan

Subscribe today 🔔:    / @allvoices   About this episode 🎙️ Human + AI + Human: SCAN’s CPO on AI Adoption, Hybrid Culture, and the Early-Career Gap Summary If AI headlines are making your people feel vulnerable or irrelevant, how do you move them from hesitancy to agency? Lindsay Crawley-Herbert, Chief People Officer at SCAN, a Long Beach–based nonprofit Medicare Advantage organization with care delivery assets, shares a practical blueprint for building an AI‑confident workforce without burning people out. With a CPA background, Lindsay brings a valuable lens to balancing business performance with people needs. She explains SCAN’s “human + AI + human” approach, why they frame AI as a multiplier—not a job eliminator—and how they’re upskilling employees on the soft skills that matter most: critical thinking, judgment, learning agility, and adaptability. Lindsay details experiments like an AI coaching pilot, a company hackathon, and the pitfalls of poor workflow integration and context switching. She also sounds the alarm on cutting entry-level roles, arguing that skipping early-career talent now will create a succession crisis later. Expect actionable guidance on messaging, governance, data quality, and integrating AI where work already happens. Timestamps [00:45] – SCAN’s mission, footprint, and hybrid model (collaboration days and distributed leadership) [01:51] – From office-first to intentional hybrid: why in-person still matters [03:05] – 2026 challenge: moving employees from AI hesitancy to agency and addressing fear of irrelevance [05:46] – Human + AI + Human: AI as a capability multiplier and input vs. output framing [07:39] – Upskilling strategy: critical thinking, learning agility, hackathons, and safe-to-experiment culture [11:27] – AI coaching pilot: scaling manager support and the importance of workflow integration [15:23] – Adoption watchouts: data quality, governance, and keeping a human on the “back end” [18:14] – Don’t skip entry-level roles: exposure, succession, and building future leaders Takeaways Reframe AI as a growth multiplier: communicate “human + AI + human” to reduce fear and increase agency. Build soft skills at scale—critical thinking, judgment, and learning agility—to future-proof your workforce. Embed AI where work happens (e.g., Slack/Teams) to cut context switching and drive adoption. Pilot AI coaching to give more people access to feedback, improve conflict resolution, and support managers. Govern for reliability: invest in data quality, clear policies, and human review on both the input and output sides. Protect the early-career pipeline with real exposure and development to avoid future succession gaps. Sponsor AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires. See a demo at ⁠⁠⁠⁠⁠https://www.allvoices.co/⁠ 🎙️ Follow our guest: On Linkedin:   / lindsay-crawley-herbert   Their website: https://www.thescangroup.org/ Follow AllVoices →   / allvoicesco   →   / allvoices   → Or visit: https://www.allvoices.co 🎤 Follow Jeffrey Fermin →   / jfermin   →   / fermintalkswork   →   / fermintalkswork