The Digital Mindset Shift: Why Future of Work Is Human-Led and AI-Augmented: Larissa Murmann

💡 Episode Key Insights

• Digital by Identity: A Radical Change Strategy [00:03:57]
Larissa shares how Unilever rebranded its leadership roles,  adding “Digital” to their titles to spark a mindset shift and embed digital transformation into identity.

• Why AI Fluency Will Define Future Talent [00:07:00]
AI won’t replace jobs, but those who use it effectively will. Larissa explains why AI proficiency is now a competitive edge in hiring and reskilling.

• Bridging the AI Adoption Gap Across Generations [00:10:00]
From interns using 15+ tools to execs still faxing receipts, Larissa highlights the generational AI divide and her approach to democratise upskilling across all levels.

• Fun-Academy & Digital Interns: Upskilling Reimagined [00:12:30]
Unilever’s “Digital FunAdemy” turns learning into a club-like experience, co-created by interns using AI tools, making digital learning engaging and bottom-up.

• The Human Touch Still Wins [00:44:50]
Despite AI clones and automation, Larissa reminds us that authentic, in-person connection remains irreplaceable—and central to a truly human-led future.

 

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Digital Identity Transformation: A Strategic Approach

The first theme that emerges is the creation of a digital identity within an organization. Larissa Murmann, the Digital Chief HR Officer at Unilever International, shares how including "Digital" in job titles catalyzed a cultural shift toward a digital-first mindset. As Murmann notes, this change was part of a broader change management strategy aiming to integrate digital tools into daily operations and leadership roles:

“We wanted everyone to move into a digital first mindset... So we built digital actually into the title, but also into the job responsibilities of everyone on the top leadership team."

This move beyond a mere rebranding tactic encourages staff to incorporate digital practices into their core duties, fostering a company-wide identity centered on digital advancement. Such transformation extends beyond mere rhetoric to actionable change, urging employees to view technology as an integral part of their professional identity.

Emphasizing a shift in mindset as a part of the digital transformation strategy also addresses common frustrations. Despite initial hesitancies — only a fraction of Unilever's top 50 leaders seized AI upskilling opportunities, the shift in identity gradually reshaped expectations and participation at every organizational level.

 

AI: A Key Player in Workforce Evolution

Murmann and Yiu delve into the strategic application of AI, highlighting its role in enhancing productivity rather than serving as a replacement for employees. The core insight is:

“AI is not gonna replace anyone, but you will be replaced by someone who very well knows how to use AI."

The dialogue elucidates how AI supports more efficient workforce management. Murmann illustrates practical applications for AI in routine tasks, such as automating minutes and transforming marketing strategies. The narrative underscores the importance of early adoption by emphasizing the proactive steps taken by Unilever to integrate AI in a secure, organizational-approved manner.

Murmann confronts potential concerns about ethics and security, suggesting that educative initiatives and certifications bolster responsible AI utilization. Such commitment to fostering AI literacy within the workforce empowers employees to leverage technology without breaching ethical standards, enhancing workforce resilience and adaptability amid technological advances.

 

Crafting a Culture of High Performance and High Care

Another pivotal theme is the balance between performance and empathy. Murmann's experience with Unilever International demonstrates how empathetic leadership can coexist with high-performance metrics. She shares a personal account of transforming a previously toxic work culture by nurturing an environment of psychological safety:

“It's okay. All of us will have development areas because we are humans. It's impossible. You will not find one perfect leader."

This understanding propels a transformation in leadership style. Employees remain open and invested when led with understanding, leading to significant improvements in performance and attrition rates. Traditional performance benchmarks—often rigid and unforgiving—give way to more adaptable and empathetic models, nurturing a work culture supportive of continual learning and development.

Murmann's approach emphasizes empathetic management and self-reflection as critical tools for leadership, turning potential discord areas into opportunities for growth. The cross-generational workforce is urged to embrace evolution, reconciling the need for strong leadership with the necessity for care and connection in the workplace.

 

"Once your name is digital, then it's part of your identity."
— Larissa Murmann

 

Related Resources

• Connect with Larissa Murmann

• Connect with Dorothy Yiu

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MEET OUR GUEST

Larissa Murmann

 

Larissa Murmann is the Digital Chief HR Officer at Unilever International, leading the transformation of people, culture, and digital strategy in Unilever’s fastest-growing business unit. With over 15 years of global HR experience, she has worked across Singapore, Switzerland, the US, Argentina, Spain, and Mexico, driving large-scale organisational change and workforce agility. 

She is also the founder of Guide2GOLD, a HR Innovation & Transformation Organisation. A thought leader in agility, change, and leadership, Larissa challenges conventional HR and pioneers the future of work. She is committed to shaping workplaces that empower talent and business success.