Note: I asked ChatGPT to write a short story about this new course just released on LinkedIn Learning about how to launch major HR change programs. Too often these projects get started without enough cross functional support and as a result fail to get traction. The course emphasizes the need to validate the results via a small pilot project with early adopters and then grow it in ever increasing steps.


In the spacious, well-lit office of the HR department at Global Innovations Inc., two HR leaders, Sarah and Mark, sat across from each other. They were engaged in a serious conversation about change management, a critical topic that had recently taken center stage within their organization.

Sarah, the Director of Talent Acquisition, had a determined look on her face as she leaned forward, resting her elbows on the table. “Mark, I think we’ve reached a pivotal moment in our journey towards improving diversity hiring. I’ve been researching ways to drive change, and I believe there’s a tool that could really help us: a new course on LinkedIn Learning about Performance-based Hiring.”

Mark, the HR Business Partner, nodded thoughtfully. “I’ve heard about that course. It’s been getting some good reviews. How do you think it can help us with our diversity hiring initiative?”

Sarah retrieved her tablet and began scrolling through her notes. “Well, Performance-based Hiring focuses on identifying top talent based on their track record of accomplishments rather than just their resumes. It emphasizes the importance of finding the right fit for the role, and I believe this approach could significantly contribute to our diversity efforts.”

Mark leaned back in his chair, considering Sarah’s proposition. “That does sound promising. But how do we ensure that our HR business partners effectively lead this major change management effort across the organization?”

Sarah smiled and tapped her tablet screen to display the course details. “I’ve been thinking about that as well. The course not only teaches the principles of Performance-based Hiring but also emphasizes the importance of finding early adopters within the organization. These early adopters can help us validate the results through a pilot program.”

Mark raised an eyebrow. “So, you’re suggesting that we identify a group of hiring managers in other functions and their HR business partners who are willing to embrace this new approach and pilot for a few of their critical open roles?”

Sarah nodded enthusiastically. “Exactly! Once we have a small group of early adopters who can demonstrate the effectiveness of Performance-based Hiring in improving diversity hiring, it will be much easier to convince the rest of the organization to embrace the change.”

Mark leaned forward, his interest piqued. “I like the sound of it. But we need a structured plan for this change management effort. Let’s create a task force responsible for selecting the early adopters, designing the pilot program, and measuring its success.”

Sarah agreed. “That sounds like a great plan. We’ll need to ensure that our HR business partners are well-equipped with the skills they need to implement Performance-based Hiring effectively. We can organize training sessions based on the LinkedIn Learning course, and we can also bring in external experts to provide guidance.”

Mark nodded in agreement. “Let’s set up a meeting with our HR leadership team to discuss this proposal and get their buy-in. Once we have their support, we can move forward with selecting the early adopters and launching the pilot program.”

Sarah and Mark continued to brainstorm and outline their change management strategy, knowing that their commitment to improving diversity hiring through Performance-based Hiring would bring transformative results to Global Innovations Inc. This was a critical step toward building a more inclusive and innovative workforce, and they were determined to see it through.


This is not a non-fiction story. You can learn more at our monthly Hire with Your Head book club meetings.