At the Systeum Hub: AI Insights, we welcomed Beáta Holá, an experienced work psychologist with 20 years of experience, mentor, and co-founder of Peopleboard. The main question of the discussion was: How to turn AI into real value for companies and where to be careful so that it is a helper and not just a trendy label?
“When you mount a propeller on a dinosaur, it won’t become a top-notch drone.” Beáta Holá opened her lecture with witty but telling metaphors.
“If you paint a turd pink, it’s still a turd.” AI won’t fix poorly set-up or outdated work practices, and it’s certainly not a magical sticker that turns bad processes into innovation.
AI is not implemented in a company – AI grows into a company
AI is not a tampon that we insert into a company. It’s an organism that, like a plant in the garden, needs good substrate, care, and time.
If we want AI to truly help us, we must first return to the essence of our work and ask ourselves: Why do we actually do this? Only when we strip away all established processes and rules down to the essence of what is really important for our team or company does it make sense to look for AI solutions. Then we can use the know-how of AI experts, but always with an emphasis on ensuring that technology supports real needs, not just fashion trends.
And what is the greatest strength? When human experience (HI = Human Intelligence) is combined with AI (Artificial Intelligence)
Over her 20 years of practice, Beáta has completely transformed the way she works with teams and managers: “Everything we used to do manually, we’ve fine-tuned with the help of AI.”
For example:
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Magic Job Description:
Previously a lengthy document, today, thanks to an AI agent, you can prepare a precise role description including specific outputs, skills, and responsibilities in under a minute. The manager then just customizes it for the team.
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Custom FIT diagnostics:
AI can combine the results of psychodiagnostic tests with job descriptions and suggest where a person is a “perfect fit for the role,” and where they might struggle.
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Fair feedback:
Performance evaluation isn’t about spreadsheets, but about whether people actually do what they’re supposed to. AI enables this reflection to be done faster, more comprehensively, fairly, and will also show where the problem lies (whether in processes or in people).
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Development instead of blanket “spray” inspiration:
AI is a great generator of small, repeated habits through which real change in behavior or skills can be observed. According to Beáta, the effect of training is negligible where there is no specific development plan described in daily practice.
AI must not take away our humanity, ethics, or morals
According to Beáta Holá, AI is a fantastic accelerator and a catalyst for thought. But true leadership is based on something else: the willingness to consider the impact of one’s behavior, the courage to be honest, ethics, and genuine interest in people. Good AI will make this easier for you. It saves time on paperwork and summarizes the knowledge of many senior colleagues into fast answers. But it should never decide for us on matters of human values.
The obstacle is (not) technology, but human blocks
When implementing AI, you mainly encounter limiting beliefs and fears. However, AI can help here too. It can generate a list of possible psychological barriers for different positions in the company and show where it’s good to start development, where an open conversation is enough, or where deeper work is needed.
Practical advice? Start with clarity and interest
When you want to boost your team’s motivation or wonder why colleagues sometimes struggle, return to simple principles. “People need clarity and to feel interest.” To know what the vision is, what the work is about, and what, for example, good performance actually means. And interest? Sit down with them calmly a few times a year and discuss satisfaction as well as feedback on both sides.
How to manage the change associated with the arrival of AI?
AI in companies means change, which causes wrinkles for many, evokes fear, resistance, or even sabotage. Beáta encourages: the key is to allow yourself to feel these emotions, name them, and then start actively looking for what you’re good at.
If you’re unsure of your strengths or where to move in your career, Beáta recommends several paths: get an objective diagnosis, ask for feedback from those around you, or use AI as a career possibility generator. Even a regular “360”, i.e. gathering opinions from trusted people in your surroundings, can reveal your strengths and weaknesses and open new perspectives.
Then consider the results – you can even present them to AI with the question: “Where and how could my talents be used in the next 10 years?” The power of AI is in feedback and coming up with further options.
Humanity, ethics, courage. What can AI never replace?
True leadership cannot lack ethics, self-reflection, and genuine interest in people. AI can help companies and individuals be faster, more effective, and better informed. But things that give work and relationships meaning and depth must always remain in human hands in the company.
Technology is just an accelerator, but we set the direction
Beáta left a clear message: AI is a powerful accelerator of development and makes processes in HR, leadership, and teams more efficient. But the key is the courage to ask again “why do we need this” and, as leaders, be willing to look for the essential core. When we combine HI (Human Intelligence) and AI, there is room for true growth.
Do you want to hear the whole interview and specific questions from participants? You can watch the entire lecture and discussion with Beáta Holá on our YouTube (in CZ).
Don’t miss the panel discussion (in CZ) with all three guest speakers, either.
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Thank you to everyone who participated and for their great questions in the live discussion — we look forward to the next Systeum Hub!
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