Return on Intelligence: The New ROI HR Can’t Afford to Ignore

I hear the word ROI get thrown around a lot in business conversations. But how often do we pause to ask, “Return on what?”

Traditionally, ROI measured dollars in vs. dollars out — a hard financial equation. But in today’s world of intelligent systems, data-driven decisions, and AI-powered workplaces, another type of ROI is emerging: Return on Intelligence.

And it’s one that HR has the power, and responsibility, to influence and shape.

💡 What Is “Return on Intelligence”?

“Return on Intelligence” (ROI 2.0) goes beyond spreadsheets and quarterly reports.

It’s the value your organization gains from the combined intelligence of your people and your AI systems. It’s how effectively you apply the human mind and machine intelligence together to drive results.

Think of it as the new productivity curve:

➡️ Traditional ROI = investment in capital and efficiency
➡️ Return on Intelligence = investment in curiosity, adaptability, collaboration, and data-driven insight

Smart leaders know the game has changed. The question is no longer “What’s our ROI?”

It’s “Are we generating a positive Return on Intelligence?”

🤝 When Human and Artificial Intelligence Work Together

Imagine pairing your most emotionally intelligent team member with your most capable AI assistant.

The human brings empathy, judgment, and creativity.
The AI brings data, speed, and scale.

Now multiply that across your organization — recruiting, onboarding, learning, performance management, engagement — and you’ll begin to see what a true Return on Intelligence looks like.

AI doesn’t replace human brilliance. It amplifies it.

When HR equips people to use AI well, they create a multiplier effect: smarter decisions, faster innovation, and a workforce that learns faster than the competition.

⚙️ How to Achieve a Positive Return on Intelligence

Business strategist Jon Mertz puts it well: hiring smart people isn’t enough — their intelligence must be applied effectively and collaboratively.

He offers a framework that applies perfectly to HR’s new world of AI:

• Focus on results. Intelligence is only valuable when it moves the business forward. AI tools can analyze, summarize, and recommend actions — but humans must define what “good” looks like.

• Build collaborative teams. Applied intelligence happens when people use shared tools and insights. Imagine an HR team co-creating AI prompts and templates that make recruiting, coaching, and engagement more effective.

• Promote a growth mindset. The smartest workplaces aren’t filled with know-it-alls — they’re filled with learn-it-alls. AI levels the playing field for curiosity.

• Remove egotists. Nothing kills ROI faster than fixed-mindset behavior. AI adoption thrives in cultures where humility and experimentation are celebrated.

📊 Measuring the Return on Intelligence

Here’s the challenge: intelligence doesn’t always show up on a balance sheet.

But that doesn’t mean it can’t be measured. For HR, measuring Return on Intelligence might include:

• Tracking how often AI-powered insights are used in decision-making.

• Measuring time saved on administrative tasks.

• Monitoring improvements in engagement, retention, and quality of hire.

• Capturing success stories that show how intelligent systems and smart people are achieving more — together.

The best organizations don’t just talk about their Return on Intelligence — they track it.

👀 Why This Matters for HR

If intelligence is the new currency of business, HR is the chief economist.

You’re not just managing people anymore. You are managing how intelligence flows through your organization.

And the way you teach your teams to use AI determines whether that intelligence compounds or stagnates.

So here’s the big question:

What’s your HR team’s Return on Intelligence right now?

The “Why” Behind HR’s Role in Building Return on Intelligence

1️⃣ HR Is the Bridge Between Human and Machine

AI doesn’t change your people — it changes the context in which they work. HR’s job is to help employees bridge that gap. By understanding how to prompt, interpret, and apply AI outputs, HR professionals become translators ensuring that AI enhances, not replaces, human intelligence.

2️⃣ HR Must Lead the Cultural Shift

AI fluency is the new digital literacy. Employees take their cues from HR on what “good use of AI” looks like. If HR learns it, models it, and teaches it, the organization follows. If HR avoids it, everyone stalls. It’s that simple — the tone starts in your department.

3️⃣ HR Owns the People Data

No other function sits closer to the human side of data than HR. AI can help HR discover insights buried in engagement surveys, turnover reports, and performance reviews — insights that can drive smarter business strategy. Return on Intelligence is about using those insights intelligently.

4️⃣ HR Is the Multiplier of Organizational Intelligence

When HR professionals teach others to use AI responsibly and creatively, the impact spreads exponentially. Think of it like compound interest — each person who learns to work smarter with AI increases your organization’s total Return on Intelligence.

💬 A Real-World Example

An HR team we worked with recently built a shared prompt library to help managers use AI in feedback conversations. Within weeks, managers reported saving hours preparing for performance discussions — and the quality of those conversations improved.

The return wasn’t just in time saved. It was in confidence gained, communication improved, and intelligence shared.

That’s Return on Intelligence in action.

🧭 The Takeaway: HR’s Moment to Lead with Intelligence

AI is not about replacing the “human” in human resources — it’s about elevating it. When HR professionals understand how to use AI to enhance thinking, collaboration, and decision-making, they create a future-ready workforce.

This is what Paul calls AIQ — Artificial Intelligence Quotient: your organization’s readiness to learn, adapt, and grow with AI. His AIQ Advantage™ program helps HR professionals and their teams not just “use AI,” but lead with intelligence.

Because when your people grow smarter with AI, your business earns the best ROI of all: Return on Intelligence.

Learning Lessons to Remember:

✅ Intelligence compounds. The more your people learn to apply AI effectively, the greater your organization’s long-term advantage.

✅ Culture matters. A growth mindset and shared learning environment drive better AI adoption than any tool alone.

✅ HR sets the tone. The organization follows your lead in how it learns, experiments, and defines “intelligent work.”

Are you ready to raise your organization’s AIQ and build your Return on Intelligence?
Start by learning how to prompt more effectively, create shared AI systems for your HR team, and embed intelligence into your everyday workflow.

Explore the AIQ Advantage™ program with Paul and start turning intelligence into impact. Visit ishtot.com to find out more.

📄 Prompt of the Week

Use this prompt to help your HR team understand their Return on Intelligence:

ROLE:
You are an HR analytics strategist who specializes in measuring the impact of intelligence-driven initiatives. You understand how to assess value from both human and artificial intelligence, particularly across quality, innovation, and collaboration within HR programs.

REQUEST:
Help me develop a practical framework to measure our organization’s Return on Intelligence (ROI) for HR projects. I want to evaluate how effectively our teams are using both human insight and AI tools to improve the quality of work, innovation outcomes, and team collaboration.

GOAL:
Create a measurement system that:

1. Identifies key indicators for quality, innovation, and collaboration in HR projects.

2. Provides a way to track both qualitative and quantitative outcomes.

3. Connects improvements in intelligence (human + AI) to measurable business value.

INSTRUCTIONS:

1. Recommend 3–5 key performance indicators (KPIs) or metrics for each of the following areas: quality, innovation, and collaboration.

2. Suggest ways to collect data (e.g., surveys, project analytics, usage reports from AI tools, engagement metrics).

3. Provide guidance on how to calculate or visualize Return on Intelligence in a simple, repeatable way.

4. Include example success measures that demonstrate positive ROI (e.g., faster project delivery, improved idea generation, better decision-making).

5. Suggest how to communicate these results to leadership in a way that highlights HR’s strategic value.

OUTPUT FORMAT:

• Overview: Summary of what Return on Intelligence means for HR.

• Measurement Framework: A table or bullet list with metrics for quality, innovation, and collaboration.

• Data Sources: Recommended methods for tracking and collecting results.

• Sample Dashboard Outline: How HR can visualize ROI trends over time.

• Leadership Summary Template: A short format for reporting insights to executives.

PROJECT DETAILS: [Insert HR project name or type here]
TEAM SIZE: [Insert number of team members or departments involved]
CURRENT AI TOOLS USED: [Insert tools, systems, or AI platforms currently used by your HR team]
DATA SOURCES AVAILABLE: [Insert current systems such as engagement surveys, project trackers, or HRIS analytics]

🤩  The Fun Side of AI

Using AI doesn’t have to be all work. Here is a fun way to interact with AI.

Let’s Read Together!

ROLE:

You are an expert in book club organization, literary discussions, and community engagement. Your goal is to help create a structured, engaging, and well-organized book club that fosters discussion, learning, and enjoyment for all members.

REQUEST:

Help me plan and lead a successful book club by structuring meetings, selecting engaging books, and creating thought-provoking discussion questions. Provide strategies to keep members engaged, foster deeper conversations, and maintain long-term interest.

GOAL:

- Organize a book club that is engaging and well-structured.

- Select books that fit the club's theme and members’ interests.

- Develop discussion questions that encourage critical thinking.

- Create a welcoming and interactive environment for all participants.

- Plan meeting schedules, roles, and responsibilities for members.

INSTRUCTIONS:

1. Book Club Type:

 Suggest different types of book clubs based on my interests, including [fiction, non-fiction, professional development, self-help, genre-specific, author-focused, classic literature].

2. Book Selection:

 Provide a list of 5-10 book recommendations that align with my club’s theme. Offer a brief description of each book and why it would be a great choice.

3. Meeting Structure:

 Outline a structured meeting format, including ideal duration, reading schedules, and suggested agenda items.

4. Discussion Questions:

 Generate 5-10 deep and engaging discussion questions tailored to the selected book.

5. Member Engagement:

 Suggest interactive activities such as themed meetings, guest speakers, and reading challenges to keep members involved.

6. Logistics and Scheduling:

 Recommend best practices for organizing meetings, including frequency, virtual vs. in-person options, and how to handle member availability.

7. Promotion and Growth:

 Provide strategies for attracting new members and promoting the book club through [social media, word-of-mouth, online forums, library partnerships, workplace groups].

8. Conflict Resolution & Inclusivity:

 Offer tips on handling differing opinions, ensuring all members feel heard, and fostering a respectful discussion environment.

OUTPUT FORMAT:

- A structured guide for setting up and managing a book club.

- A list of recommended books based on my selected theme.

- A sample agenda for book club meetings.

- A set of discussion questions for a selected book.

- A list of interactive activities to enhance engagement.

- Best practices for maintaining an inclusive and respectful club atmosphere.