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Live Conference Recap BY Carrie Snider | January 01, 2026

Connection as the Catalyst for Both Well-Being and Performance

The facts are striking: 1 in 5 employees worldwide feel lonely. “We’re dealing with a new generation of workers who are having a hard time connecting,” said Constance Jones, news anchor at NBC 6. Jones moderated an executive panel discussion titled, “The Connection Solution: Bringing Workers Together for Well-Being and Innovation,” at From Day One’s Miami conference. “It’s up to us to create environments where not only can our employees strive and do better, but also they can be productive,” she said. The panel of leaders explored how human-centered leadership can combat isolation while driving innovation. The message of the session was clear: well-being is about building trust, empathy, and meaningful connection in the modern workplace.Human-Centered Leadership and CultureWhen an organization decides to make wellness a priority, it can then shape daily decisions and leadership behaviors across the company.According to panelist Zoe Hernandez Wolfe, VP of talent management & development at Baptist Health, human-centered leadership is a lived commitment that shapes how employees are supported and heard. “We believe very strongly that our culture, our values, define who we are,” she said.Central to this approach is empathy. Wolfe emphasizes “leading with empathy” and recognizing employees as whole people navigating complex lives, not just contributors to productivity. Baptist Health reinforces this through frequent employee surveys that go beyond engagement metrics to ask questions like, “Do you feel cared about as a person?” The responses directly inform leadership action.Panelists spoke about "The Connection Solution: Bringing Workers Together for Well-Being and Innovation" at From Day One's Miami conferencePrograms like Code Lavender further reflect this culture of care, giving employees space to pause, decompress, and receive emotional support during overwhelming moments. Ultimately, Wolfe says, connection—between leaders, teams, and caregivers—is what sustains both employee well-being and organizational resilience.Key Well-Being Trends Shaping 2026After all employees and organizations have been through since the pandemic, there could be good things coming soon. Panelist Christine Muldoon, SVP of marketing and strategy at WebMD Health Services, sees 2026 as a turning point for more intentional, holistic well-being strategies. “The evolution of well-being is essentially happening,” she said, as organizations adapt to post-pandemic realities.One major shift is a deeper focus on holistic well-being, recognizing the interconnected nature of physical, mental, social, financial, and work health. Women’s health, particularly menopause, is also gaining overdue attention. “It’s a very silent term in the workplace,” Muldoon said.Another trend is using organizational care as a strategic advantage. “It’s not enough to offer well-being,” she said. Employees want to see care embedded into culture, not just benefits. Organizations are also rethinking ROI, expanding success metrics beyond cost savings to include retention, culture, and health outcomes.Wellness as Human Connection and AuthenticityFor panelist Melissa Montgomery, VP of HR at Lennar, wellness begins with authentic human connection. Lennar’s goal to become the healthiest company in America goes beyond programs to focus on helping employees show up as their best selves at work and at home.Montgomery says well-being is built when people feel valued. “When somebody knows what my goals are at work,” she said, “and somebody knows who I am as a person.” That trust is especially important for early-career and Gen Z employees navigating workplace expectations for the first time.Strong leadership, she says, requires clarity and intention, especially when giving feedback or coaching. Wellness depends on leaders being good humans and taking time to connect beyond digital tools. Sometimes, the most powerful support starts with a simple question: “How can I best support you?”Across industries, one theme stood out: connection is the catalyst for both well-being and performance. Whether through values-driven leadership, holistic strategies, or authentic relationships, organizations that prioritize people are better positioned to thrive. When leaders listen, care, and connect, well-being becomes a shared experience and a driver of resilience and innovation.Carrie Snider is a Phoenix-based journalist and marketing copywriter.(Photos by Josh Larson for From Day One) 

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Live Conference Recap BY Grace Turney | December 19, 2025

Humility in AI: Partnering With Technology That Assists, Not Overrides

Paul Pavlou, PhD, the dean of the Miami Herbert Business School, doesn’t sugarcoat the future of work. While many leaders tiptoe around AI, Pavlou offers a direct assessment: AI will indeed replace many jobs, but that transformation represents only half the equation. The other half–how AI can elevate human potential in ways we’ve barely begun to imagine–demands the same attention.During a fireside chat at From Day One’s Miami conference, Pavlou shared insights from his extensive research on AI, decision-making, and organizational transformation. The conversation, moderated by Steve Koepp, From Day One co-founder and editor-in-chief, explored how business leaders and educators are grappling with a technology that Pavlou describes as being “an order of magnitude” even more significant than previous breakthroughs like electricity or the internet.Redefining What Technology Can DoUnlike tools that simply automate tasks, Pavlou says that AI represents something fundamentally different: a technology designed to overcome human limitations rather than merely extend or mimic human capabilities. “It thinks like us, or more like us, and better than us,” he said. This important distinction changes the conversation from what AI can do for us to what it tells us about our own abilities.The implications become stark when examining certain professions. Take radiology, for example, Pavlou points out that machines can analyze scans faster and more accurately than physicians. With that in mind, what is his advice for prospective students? Don’t become a radiologist if your job security depends on regulations requiring a human to perform tasks a machine handles better.Yet he emphasizes this isn’t necessarily bad news for society. Better, faster diagnostic capabilities mean earlier disease detection and improved patient outcomes, even if it means fewer radiologists.The Autonomy ParadoxPavlou’s research on consumer decision-making revealed an intriguing paradox: people usually prefer to make their own choices, even when they know an algorithm would (theoretically) recommend something better. In studies examining how shoppers choose clothing, the researchers found that shoppers (particularly women) would rather make the final decision instead of accepting AI’s recommendation.Paul A. Pavlou, dean & professor at the Miami Herbert Business School, University of Miami, shared his research on AI during the session This desire for autonomy extends beyond retail. Whether you’re a physician, an HR manager, or an executive, professionals want to understand why AI recommends specific actions rather than blindly accepting its output. “I want to have the last word,” Pavlou said to describe how people want to remain empowered to make their own decisions.This insight packs profound implications for how organizations use AI systems. The technology works best not as a replacement for human judgment, but as a tool that enhances it, with humans maintaining ultimate control—and accountability.Preparing Students for an Accelerated TimelineAt Miami Herbert Business School, Pavlou faces a concrete challenge: employers increasingly want candidates with two to four years of experience, yet the school’s primary mission involves preparing entry-level graduates. His solution leverages AI itself. By using technology to personalize education and provide real-world project experience, students can graduate with the equivalent of several years of workplace experience compressed into their undergraduate years, he says. The school has launched AI majors and minors while transforming existing programs to incorporate AI across disciplines, from HR to finance to accounting. “It’s not just about teaching students to use AI,” Pavlou said, “but using AI ourselves” to personalize the entire educational experience. The goal: graduates who are “job ready on day one” with capabilities that would have taken years to develop in previous generations.Beyond Individual Jobs to Lifelong LearningAccording to Pavlou, there has to be a shift in how organizations think about workforce development. AI’s rapid advancement means upskilling and reskilling can no longer be confined to early career stages. Companies increasingly approach Miami Herbert for guidance on what their employees, whether they have 20, 2,000, or 200,000 workers, need to know about AI.This demand has shifted executive education, elevating it from a secondary offering to a strategic priority. Organizations need different training at different levels: foundational skills for entry-level employees, experimental mindsets for middle managers, and strategic frameworks for C-suite executives who must create organizational cultures open to AI adoption while establishing appropriate guardrails.The Compassionate MachinePerhaps the most provocative element of Pavlou’s research involves what he calls “compassionate AI.” The premise challenges common assumptions: if human beings often lack empathy and compassion in decision-making, can AI actually serve as a corrective force rather than an amplification of our flaws?“The baseline is human beings,” Pavlou said. “They’re not very compassionate.” He offers the example of self-driving vehicles: while humans kill tens of thousands of people in car accidents every year, a single death caused by a driverless car causes widespread outcry and regulatory backlash. This double standard, he suggests, reflects our reluctance to acknowledge our own limited capabilities.Pavlou expressed skepticism about companies that announce mass layoffs blamed on AI adoption. The real opportunity is not eliminating positions, but creating better jobs and generating more value. Organizations should focus on how AI allows for better decision-making, reduces errors, and improves outcomes rather than simply trying to cut costs through workforce reduction.He advocates for comprehensive training as the foundation of responsible AI adoption, implemented at individual, team, and organizational levels. This training should address both effective use of the technology and ethical considerations. Only after organizations understand what the technology can do should they establish guardrails and policies, rather than creating restrictions for capabilities they don’t yet fully grasp.The conversation concluded with a reminder that reflects Pavlou’s central point: AI doesn’t exist in a vacuum. “We created them to serve us and augment what we actually do,” he said. The question isn’t whether humans or machines are superior, but how we can work together to overcome limitations and elevate capabilities that neither could achieve alone. For business leaders navigating this transformation, that perspective offers a more productive framework than the binary thinking that has dominated much of the AI debate.Grace Turney is a St. Louis-based writer, artist, and former librarian. See more of her work at graceturney17.wixsite.com/mysite.(Photos by Josh Larson for From Day One)

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What Our Attendees are Saying

Jordan Baker(Attendee) profile picture

“The panels were phenomenal. The breakout sessions were incredibly insightful. I got the opportunity to speak with countless HR leaders who are dedicated to improving people’s lives. I walked away feeling excited about my own future in the business world, knowing that many of today’s people leaders are striving for a more diverse, engaged, and inclusive workforce.”

– Jordan Baker, Emplify
Desiree Booker(Attendee) profile picture

“Thank you, From Day One, for such an important conversation on diversity and inclusion, employee engagement and social impact.”

– Desiree Booker, ColorVizion Lab
Kim Vu(Attendee) profile picture

“Timely and much needed convo about the importance of removing the stigma and providing accessible mental health resources for all employees.”

– Kim Vu, Remitly
Florangela Davila(Attendee) profile picture

“Great discussion about leadership, accountability, transparency and equity. Thanks for having me, From Day One.”

– Florangela Davila, KNKX 88.5 FM
Cory Hewett(Attendee) profile picture

“De-stigmatizing mental health illnesses, engaging stakeholders, arriving at mutually defined definitions for equity, and preventing burnout—these are important topics that I’m delighted are being discussed at the From Day One conference.”

– Cory Hewett, Gimme Vending Inc.
Trisha Stezzi(Attendee) profile picture

“Thank you for bringing speakers and influencers into one space so we can all continue our work scaling up the impact we make in our organizations and in the world!”

– Trisha Stezzi, Significance LLC
Vivian Greentree(Attendee) profile picture

“From Day One provided a full day of phenomenal learning opportunities and best practices in creating & nurturing corporate values while building purposeful relationships with employees, clients, & communities.”

– Vivian Greentree, Fiserv
Chip Maxwell(Attendee) profile picture

“We always enjoy and are impressed by your events, and this was no exception.”

– Chip Maxwell, Emplify
Katy Romero(Attendee) profile picture

“We really enjoyed the event yesterday— such an engaged group of attendees and the content was excellent. I'm feeling great about our decision to partner with FD1 this year.”

– Katy Romero, One Medical
Kayleen Perkins(Attendee) profile picture

“The From Day One Conference in Seattle was filled with people who want to make a positive impact in their company, and build an inclusive culture around diversity and inclusion. Thank you to all the panelists and speakers for sharing their expertise and insights. I'm looking forward to next year's event!”

– Kayleen Perkins, Seattle Children's
Michaela Ayers(Attendee) profile picture

“I had the pleasure of attending From Day One. My favorite session, Getting Bias Out of Our Systems, was such a powerful conversation between local thought leaders.”

– Michaela Ayers, Nourish Events
Sarah J. Rodehorst(Attendee) profile picture

“Inspiring speakers and powerful conversations. Loved meeting so many talented people driving change in their organizations. Thank you From Day One! I look forward to next year’s event!”

– Sarah J. Rodehorst, ePerkz
Angela Prater(Attendee) profile picture

“I had the distinct pleasure of attending From Day One Seattle. The Getting Bias Out of Our Systems discussion was inspirational and eye-opening.”

– Angela Prater, Confluence Health
Joel Stupka(Attendee) profile picture

“From Day One did an amazing job of providing an exceptional experience for both the attendees and vendors. I mean, we had whale sharks and giant manta rays gracefully swimming by on the other side of the hall from our booth!”

– Joel Stupka, SkillCycle
Alexis Hauk(Attendee) profile picture

“Last week I had the honor of moderating a panel on healthy work environments at the From Day One conference in Atlanta. I was so inspired by what these experts had to say about the timely and important topics of mental health in the workplace and the value of nurturing a culture of psychological safety.”

– Alexis Hauk, Emory University