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Naomi Dishington
Naomi Dishington is Director, Consulting Practice at Workhuman, where she leads a team of consultants within the company's Strategic Advisory & Advocacy Group. She works with global organizations to build strong, resilient workplaces through the power of human connection, specializing in strategic recognition programs designed to cultivate high-trust, high-performing teams.
Turning Human Intelligence Into a Leadership Advantage
Naomi joined Workhuman in 2016 as part of the Strategy & Consulting team, where she supported more than 30 platform launches for customers including Akamai, CAE, Harman, and Johnson & Johnson. Her consulting expertise centers on the human side of implementation: change management, evidence-based best practices, and the communications and training work that actually drives adoption once a recognition program launches. She has moderated research-driven conversations arguing that the future of work in 2026 sits at the intersection of AI, data, and psychological safety, and that "human intelligence," turning recognition data into real-time insight, is what lets organizations catch engagement risk and burnout before they become retention problems. She holds a BA in English Language and Literature and an MEd from Framingham State University.
Topics Naomi speaks on
- 2026 workplace trends at the intersection of AI, data, and culture
- Turning recognition data into human intelligence
- Psychological safety as a performance advantage, not a soft skill
- Change management for recognition and HR technology rollouts
- Building high-trust, resilient workplace cultures
Sessions with Achieve
Naomi is the moderator and featured host of the Achieve Engagement webcast "2026 Workplace Trends to Watch" (February 24, 2026), presented in partnership with Workhuman. She led a conversation with Drew Goldstein and Megan McConnell of McKinsey & Company, co-authors of the firm's Women in the Workplace research, covering AI fluency, the emerging "ambition gap" and "support gap" between men and women at work, and why psychological safety functions as a measurable performance advantage rather than a soft outcome.
Connect
Want more on what actually makes a recognition program stick after launch, not just at rollout? Learn more about the Achieve Leadership Network.