Keywords

BPM, process management, AI, trends, 2026, strategic asset, agentic AI, BPM singularity, digital twin, orchestration

Summary

In this episode of the BPM 360 Podcast, hosts Caspar and Russell discuss the revival of process management as a strategic asset, the role of agentic AI in BPM, and the convergence of BPM with other disciplines, leading to what they term 'BPM Singularity'. They explore the trends shaping BPM for 2026, emphasizing the importance of AI in enhancing process management and the need for organizations to adopt a holistic approach to process and data management.

Takeaways

The podcast is entering its fifth season, highlighting its growth and milestones.

There is an ambition to increase the frequency of podcast episodes this season.

The revival of process management is seen as a strategic asset for organizations.

AI is becoming a critical component in enhancing BPM capabilities.

The concept of agentic AI is crucial for the future of BPM.

BPM is gaining traction again due to the emergence of AI technologies.

Organizations need to manage process variance effectively to optimize operations.

The convergence of BPM with enterprise architecture and orchestration is essential for success.

AI is driving the need for a holistic understanding of organizational processes.

The podcast aims to explore the evolving landscape of BPM and AI throughout the season.

Sound bites

"AI is making these repositories accessible."

"The process scope is expanding."

"You cannot just think in your department."

Chapters

00:00 Welcome to Season 5

03:39 Trends in BPM for 2026

14:15 AI's Role in BPM

23:30 The BPM Singularity

33:26 Closing Thoughts and Future Episodes

In this episode of the BPM360 Podcast, Caspar and Russell welcome James Davies — CEO of Kinetic Data — for a deep dive into the past, present, and future of enterprise workflow orchestration.

James shares his unlikely origin story: from a teenage helpdesk agent diagnosing dial-up modems to leading a platform used across major government and Fortune-2000 organizations.

The conversation explores why Kinetic Data deliberately avoids rigid BPM standards, how it decouples user experience from systems of record, and why freedom to change is becoming mission-critical as organizations try to escape the gravitational pull of mega-SaaS vendors.

James explains how his team designs human-centric workflows, enables modular front-ends, and reduces dependency risks that lock enterprises into a single platform’s UX, pricing, or AI strategy.

The trio dig into real examples — from US Army data clean-up to COVID laptop distribution at scale — illustrating how orchestration can stay lightweight without becoming another monolithic “monster system.” They also tackle citizen development, governance challenges, and the rise of AI agents inside enterprise processes.

The episode closes with James’ outlook on the future: AI as a decoupled layer across the enterprise stack, easier integration, more low-code capability, and true citizen development grounded in guardrails rather than chaos.

A rich, energetic session packed with honest insights on data, orchestration, AI, and the evolving role of BPM in large enterprises.

We hope you enjoy our BPM Podcast.
Subscribe and stay tuned for more.
Please send us your comments and questions to
questions@bpm360podcast.com

In this episode of the BPM360 Podcast, Caspar and Russell “cover another angle” of process entirely: the human one. While Russell checks in from Frankfurt between company meetups and Business Flows releases, the conversation quickly shifts from process content to a much deeper question: how does it actually feel to work inside an organization?

Their guest, Tommi Jo Brode – attorney, workplace culture expert, and consultant at Venice Solutions Group – brings a people-first lens to what many leaders still treat as “soft stuff.” She explains why most culture problems aren’t about salary or perks, but about respect, fairness, time with family, and whether people feel seen, heard, and included. “Little things” like how you react when someone asks for time off, or who gets invited to lunch, often sit behind big issues like turnover, complaints, and disengagement.

Together they unpack the gap between policy and practice, why people usually leave managers rather than companies, how HR can shift from “the department you fear” to a genuine people partner, and why leadership needs more unfiltered input from the front line. From “undercover boss” moments to practical habits for remote check-ins, Tommie shows that good culture is less about posters on the wall and more about showing up consistently as a human being.

5 Key Takeaways

1. Most culture problems aren’t about money.

Turnover, complaints, and disengagement are usually rooted in respect, workload, fairness, and inclusion – not in base pay alone

2. Policy is what’s written; culture is what actually happens.

A company may “allow” flexible time or easy time-off in policy, but if managers roll their eyes, guilt-trip, or quietly punish people for using it, the real rule is very different.

3. Employees experience the company through their manager.

For most people, “the company” is their direct supervisor. If the manager is supportive and fair, the company feels good. If not, no amount of glossy mission statements will fix it.

4. HR should enable, not intimidate.

HR can be a powerful ally by training managers in real conversations, listening skills, and prevention – instead of only appearing when something has gone wrong.

5. You build trust by showing up, consistently.

Walking the floor, joining a night shift once, or scheduling regular 1:1 check-ins in remote teams sends a clear message: I see you, I’m interested, and how you’re doing matters — and that’s the foundation of sustainable performance and process excellence.

We hope you enjoy our BPM Podcast.
Subscribe and stay tuned for more.
Please send us your comments and questions to
questions@bpm360podcast.com