Blog

Juliane Nitsche / Jun 12, 2026

A 2026 study of 2,257 employees finds that psychological safety predicts AI adoption initiation but not sustained use. What this means for how HR and leadership programs need to be designed.

Juliane Nitsche / Jun 11, 2026

Forty percent of employees fear AI will cost them their job. The Human Performance Intelligence framework explains why AI anxiety is a workforce signal measurable across four organizational dimensions, and what the research shows reduces it.

Michel Moutier / Jun 10, 2026

Frontiers in Psychology research links humble leadership traits to successful AI adoption in teams. The HPI framework explains why the leadership behaviors AI requires differ from traditional management culture, and what that means for implementation. Updated via Claude Cowork.

Juliane Nitsche / Jun 9, 2026

AI does not create new organizational dynamics. It amplifies the ones already present. The Human Performance Intelligence framework explains why, and what it means for how organizations approach AI readiness.

Michel Moutier / Jun 8, 2026

MIT Sloan research shows performance drops when employees use AI beyond its capability frontier. The HPI framework explains why workslop is a human performance problem and what the conditions are that contain it.

Juliane Nitsche / Apr 22, 2026

Measuring Psychosocial Risk and Performance Through HPI and ISO 45003 Monitoring human performance requires more than surveys, it requires understanding how patterns emerge over time Most organizations already measure aspects of human performance. Engagement surveys, pulse…

Juliane Nitsche / Apr 22, 2026

Continuous Improvement and System Adaptation in Human Performance Through HPI and ISO 45003 Sustainable performance depends on how systems adapt over time, not on isolated interventions or short-term improvements Most organizations approach performance improvement as a series of…

Juliane Nitsche / Apr 22, 2026

Human Performance Intelligence and ISO 45003: Aligning a Performance Framework with an International Standard Human Performance Intelligence aligns with ISO 45003 to support the management of psychosocial risk in modern work environments Organizations increasingly rely on…

Juliane Nitsche / Apr 22, 2026

Human Performance and Work Design: Why Psychosocial Risk Starts With the System Human performance in modern work environments is shaped by how work is designed, not by individual resilience alone Organizations continue to respond to performance challenges by focusing on…

Juliane Nitsche / Apr 22, 2026

Workload and Fragmentation: Why Modern Work Structures Create Performance Instability Workload and time pressure are not just operational challenges, they are structural conditions that shape how human performance behaves over time In most organizations, workload is treated as a…

Juliane Nitsche / Apr 22, 2026

Social Dynamics as a Structural Driver of Workplace Risk and Performance in HPI and ISO 45003 Human performance is shaped not only by workload and systems, but by the quality of interactions between people In many organizations, social dynamics are treated as secondary. They are…

Juliane Nitsche / Apr 22, 2026

Most organizations approach AI as a technology problem. It is not. It is a human performance problem, and the distinction is costing them. AI implementation is failing across industries, and the common explanations, such as immature technology, wrong use cases, or employee…

Michel Moutier / Feb 26, 2026

After a burnout, people often question their abilities I have worked with quite a number of people returning to work after burnout, and their reactions and questions almost always follow the same pa

Michel Moutier / Feb 20, 2026

When we say companies detect burnout “too late,” what we really mean is that they didn’t look for the right signs. For example, they start wondering when someone went on sick leave, or the performanc

Michel Moutier / Jan 30, 2026

Most discussions about AI and leadership focus on efficiency, decision-making, or automation. Those are real, but they miss something more fundamental. AI is changing the conditions under which lead

Juliane Nitsche / Jan 30, 2026

Despite unprecedented investment in performance measurement, wellbeing initiatives, and people analytics, the reality of work continues to deteriorate: - Globally, depression and anxiety account fo

Michel Moutier / Jan 21, 2026

Burnout rarely comes out of nowhere. I am always puzzled when I talk to managers and they seem to be surprised that one of their team member is in burnout. Because in most cases, it is the result of

Juliane Nitsche / Jan 20, 2026

For more than a decade, my work has focused on wellbeing and performance in the corporate world. I have trained, coached, and advised teams and leaders in small organisations as well as large global c

Michel Moutier / Jan 14, 2026

Workload is one of the most debated topics between managers and employees, and it’s easy to see why. It’s rarely something we can measure directly. Most organizations rely on surveys, output metrics,

Juliane Nitsche / Jan 1, 2026

Michel and I have spent our careers working at the intersection of wellbeing and organizational performance, and we know the limitations of the existing research landscape well. Most of what practitio

Juliane Nitsche / Dec 1, 2024

The modern workplace has generated an extraordinary number of tools designed to make work faster and more connected. Yet burnout rates, disengagement, and leadership exhaustion continue to worsen. Mos