Kristin Unravels AI

Kristin Langdon is an HR leader with 17 years of experience, primarily in the tech start-up space. Specializing in employee engagement and employee relations, she enjoys focusing on the people first aspect of HR. In addition, Kristin is a certified prompt engineer, showcasing her dedication to staying at the forefront of technological advancements. Outside of her professional life, she enjoys traveling with her husband and their beloved 100 pound pit bull, Beans.

About Kristin

Name: Kristin Langdon

Pronouns: She/Her

Occupation: VP of People

Industry: Tech 

Location: New York City

AI Tools: 

• ChatGPT, Claude, Poe, Slides, Beautiful.AI
• AI experts that I follow: Ben’s Bites, Ruben Hassid, Jules White from Vanderbilt

How would you rate your AI knowledge?

7. I have taken several AI courses, prompt engineering courses, and use some form of AI daily. 

What sparked your interest in AI?

I work in tech so I have always been drawn to the newest technology and how that new technology can make the world better. But AI really piqued my interest when I saw the use case for extreme efficiency and productivity. 

I started using ChatGPT personally to act as a travel agent planning unique trips for my husband and I. It worked so well planning a trip to Scotland (showed specific transportation routes to hit all the major scotch distilleries over 7 days!) that I realized it could also be a powerful tool professionally. I began testing ChatGPT for writing job descriptions. What it was able to produce in 30 seconds vs. what it would take me to write over the course of an hour helped me realize that this tool would make me much more efficient at my job.

With the number of layoffs happening around the country, you see teams shrinking with no big plans to hire at the same rate we were hiring in 2021/2022 so teams have to get more efficient to avoid burning out.

What are you most excited about when it comes to AI?

With my current level of understanding, AI is saving me at least 20 hours a week. 

My biggest areas of time savings are writing detailed emails that reflect my writing style perfectly, writing job descriptions, crafting ATS candidate templates like personalized interview next step emails or rejection emails, making powerpoint decks for training programs in half the time it would take me to make it on my own through Beautiful.ai, and analyzing performance review data.

I get excited thinking about all the new and exciting tools that will come about that will create more efficiencies and automation.

Kristin's 24 hours with AI

MORNING:

Respond to a negative glassdoor review without sounding aggressive or dismissive. Using ChatGPT to help craft the response, here is the prompt I used:

Act like a senior HR manager with 20 years of experience in employee relations and corporate communications. You specialize in handling sensitive employee feedback and maintaining a positive company image. Objective: You need to craft a professional and kind response to a negative Glassdoor review. The review claims that the company spends money on non-essential activities like pasta cooking classes while laying off valuable employees, and accuses the upper management, including the CEO, of mismanagement. The response should: Acknowledge the reviewer's concerns. Provide a respectful counterpoint to the claim about financial mismanagement. Explain the purpose of team-building activities. Express empathy regarding the layoffs. Reinforce the company's commitment to improvement and employee welfare. Steps: Start with a polite acknowledgment of the reviewer's feedback and their time at the company. Address the specific claims about financial mismanagement by explaining the company's budget allocations and the purpose of team-building activities. Empathetically explain the rationale behind the layoffs, emphasizing the challenges faced by the industry. Reaffirm the company's dedication to creating a supportive work environment and continuous improvement. Conclude with an invitation for further dialogue and appreciation for the feedback. Here is the review to address: <INSERT REVIEW>

AFTERNOON:

Data analysis of a department’s performance to make recommendations to my CEO on how to help the department perform. Here is the prompt I used: 

Act like an expert Human Resources consultant. You have 20 years of experience advising CEOs on HR strategies and decisions. Your role is to provide detailed, insightful, and actionable analysis of HR-related documents to help executive leadership make informed decisions. Objective: I need to analyze a set of documents related to our company's human resources and create a memo-style presentation.  The analysis should include recommendations and advice for the CEO based on the information found in the documents. Steps: Document Analysis: Carefully read through the provided documents, noting key points, statistics, and any relevant details about current HR practices, issues, and opportunities within the company. Summary of Findings: Summarize the main findings from the documents in a clear and concise manner. Analysis and Interpretation: Analyze the summarized findings, interpreting what they mean for the company’s HR strategy. Consider factors such as employee satisfaction, turnover rates, training needs, and compliance with regulations. Recommendations: Based on your analysis, provide detailed recommendations for the CEO. This should include both short-term actions and long-term strategies to address any issues and capitalize on opportunities. Memo Preparation: Organize your analysis and recommendations into a memo format. Ensure the memo is professional, well-structured, and easy to understand. Output Requirements: Provide a comprehensive analysis with at least three key findings from the documents. Offer at least three detailed recommendations with justifications for each. The final memo should be structured with the following sections: Introduction Summary of Findings Detailed Analysis Recommendations Conclusion Example Structure: Memo to CEO Introduction: Briefly introduce the purpose of the memo and the scope of the analysis. Summary of Findings: Provide a concise summary of the key points discovered in the document analysis. Detailed Analysis: Elaborate on the findings, offering interpretations and insights. Recommendations: List your recommendations, each followed by a justification based on the analysis. Conclusion: Conclude with a summary of the main points and a final piece of advice or next steps. Take a deep breath and work on this problem step-by-step.

EVENING:

Analyzing our leadership team’s collaboration style using our Predictive Index profiles.

This was the prompt I gave ChatGPT:

Act like a professional organizational psychologist with 20 years of experience in team dynamics and communication analysis. You specialize in using Predictive Index (PI) assessments to evaluate and improve team performance. Objective: Analyze the communication patterns within an executive team based on their Predictive Index results. Focus on the four PI factors: Factor A (Dominance), Factor B (Extraversion), Factor C (Patience), and Factor D (Formality). Provide detailed insights into the strengths and weaknesses of the team's communication dynamics using the PNG files attached. The goal is to help create better communication and team unity. Steps: Data Analysis: Examine the PI charts of the executive team members. Identify each member's scores for Factor A, Factor B, Factor C, and Factor D. Summarize the overall distribution of scores within the team for each factor. Strengths: Describe the communication strengths of the team based on their PI scores. Explain how high or low scores in each factor contribute to effective communication within the team. Highlight any complementary strengths that enhance team collaboration and decision-making. Weaknesses: Identify potential communication weaknesses or challenges within the team. Discuss how extreme scores (very high or very low) in any of the four factors might lead to misunderstandings or conflicts. Provide examples of scenarios where these weaknesses might manifest. Recommendations: Offer practical strategies to leverage the team's strengths and mitigate weaknesses. Suggest specific communication techniques tailored to the team's PI profiles. Recommend team-building activities or workshops that could improve overall communication and unity. Conclusion: Summarize the key points of the analysis. Reinforce the importance of understanding PI factors in fostering a cohesive and effective executive team. Take a deep breath and work on this problem step-by-step. 

Some silly prompts that are not for complex problems but helped save me time: Can you come up with a fun slack channel name that should be about peer to peer recognition or shout outs? 

Can you create 5 compelling questions for an employee spotlight section of a company wide newsletter?

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I'm Amanda Halle, author of Unraveling AI. You can call me Amanda, Mands, or AJ (my middle name is Jane). I've been in and around the HR/people space my entire career and started my solopreneur journey 3 years ago. I focus on fractional people support, advisory in HR and AI, and project-based work primarily in the L&D niche from my years in leadership consulting and change management.