{"id":5815,"date":"2026-10-01T23:11:55","date_gmt":"2026-10-01T23:11:55","guid":{"rendered":"https:\/\/www.vaultinsider.top\/?p=5815"},"modified":"2026-10-01T23:11:55","modified_gmt":"2026-10-01T23:11:55","slug":"fortune-500-chief-people-officers-say-ai-has-killed-org-charts-and-employees-need-to-unlearn","status":"publish","type":"post","link":"https:\/\/www.vaultinsider.top\/?p=5815","title":{"rendered":"Fortune 500 Chief People Officers say AI has killed org charts, and employees need to &#8216;unlearn&#8217;"},"content":{"rendered":"<p><img decoding=\"async\" src=\"https:\/\/fortune.com\/img-assets\/wp-content\/uploads\/2026\/10\/55563520728_b9cc959d40_o-e1790887480827.jpg?w=2048\" \/><\/p>\n<p>The workplace has entered a new era of AI acceptance, with trends like \u201ctokenmaxxing\u201d becoming part of the conversation as employees figure out how to use the technology at work. While most organizations have embraced AI as a useful investment, just 9% have made meaningful progress building complex autonomous workflows, according to ServiceNow.<\/p>\n<div>\n<p class=\"wp-block-paragraph\">But speaking at <em>Fortune\u2019s<\/em> inaugural AIQ Summit, Stacy Dillow, executive vice president and chief people officer at HPE, told Editor-in-Chief Alyson Shontell that the hardest part isn\u2019t experimenting with technology\u2014it\u2019s rethinking how work gets done, and the structures companies have built around it.<\/p>\n<p class=\"wp-block-paragraph\">\u201cWe\u2019ve got to force ourselves to think differently because if we\u2019re not trying to change how we work, we\u2019re just trying to retrofit and put AI in a process that isn\u2019t going to give us a different answer,\u201d she said.<\/p>\n<p class=\"wp-block-paragraph\">That shift is increasingly becoming a responsibility for corporate leaders as AI moves from an experiment to an everyday part of how companies operate.<\/p>\n<p class=\"wp-block-paragraph\">\u201cIf you\u2019re in the C-suite today and you\u2019re not doing some level of AI adoption implementation or everyday thinking about transformation, you\u2019re not going to be doing your job,\u201d Dillow said, adding that using AI is necessary \u201cto survive.\u201d<\/p>\n<p class=\"wp-block-paragraph\">Danielle Gonzalez, chief people officer at Palo Alto Networks, is seeing that shift firsthand. The cybersecurity company has introduced tools including NotebookLM, Claude and Gemini for employees to experiment with, while a custom AI agent has reduced IT tickets by 83% and now manages workflows across HR, finance and legal.<\/p>\n<p class=\"wp-block-paragraph\">\u201cThey\u2019re no longer calling Danielle or their HR business partner or someone in the business, but rather they\u2019re self-serving, and they\u2019re asking the agent a question. It\u2019s querying and it\u2019s giving them the right answer for where they sit in their respective globe,\u201d Gonzalez said.<\/p>\n<h2 class=\"wp-block-heading\"><strong>A successful workforce needs to learn\u2014and unlearn<\/strong><\/h2>\n<p class=\"wp-block-paragraph\">As AI changes the way work gets done, companies also have to rethink the workforce they need to do it. That means hiring for adaptability and giving existing employees the tools and training to keep up. But perhaps most importantly, it means finding people who are willing to question old processes\u2014and recognize when it\u2019s time to let them go.<\/p>\n<p class=\"wp-block-paragraph\">\u201cWe\u2019re looking for curiosity,\u201d Gonzalez said on stage. \u201cWe\u2019re looking for agency, and we\u2019re looking for those people who can not only learn something at a fast rate of pace, but also unlearn what they thought to be true, so that they can make space to move forward.\u201d<\/p>\n<p class=\"wp-block-paragraph\">At Palo Alto Networks, which ranks No. 49 on the Fortune AIQ 75 list, that means changing how the company evaluates potential hires. Rather than asking candidates to simply recount their accomplishments, the company uses \u201cobservable interviews\u201d and hackathons to see how they actually approach problems\u2014with and without AI.<\/p>\n<p class=\"wp-block-paragraph\">\u201cGone are the days where you\u2019re sitting there and you\u2019re interviewing someone and you\u2019re having them tell you all about their achievements,\u201d she said. \u201cWe want to see what you can do.\u201d<\/p>\n<p class=\"wp-block-paragraph\">For existing employees, the expectation is similar: Companies can provide the tools and training, but workers also have to take responsibility for developing new skills. Drew Holler, chief human resources officer at $19 billion homebuilder Lennar, put it bluntly.<\/p>\n<p class=\"wp-block-paragraph\">\u201cWe\u2019re going to give you all the tools, but it\u2019s your responsibility to upskill yourself as well,\u201d Holler said. \u201cWe\u2019re going to give you trainings, but you, as an individual, have to upskill.\u201d<\/p>\n<\/div>\n<p>#Fortune #Chief #People #Officers #killed #org #charts #employees #unlearn<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The workplace has entered a ne&hellip; <\/p>\n","protected":false},"author":1,"featured_media":5816,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2],"tags":[8911,1020,8906,420,133,1475,8907,8910,8631,8908,570,8909,8342,2943,2407,1718,8912,2063],"class_list":["post-5815","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-finance-news","tag-charts","tag-chief","tag-conferences","tag-employees","tag-fortune","tag-killed","tag-lennar","tag-officers","tag-org","tag-palo-alto-networks","tag-people","tag-tech-conferences","tag-tech-culture","tag-tech-industry","tag-tech-workers","tag-the-future-of-work","tag-unlearn","tag-view-from-the-c-suite"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.1 - 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