{"id":26097,"date":"2025-10-20T01:15:31","date_gmt":"2025-10-20T01:15:31","guid":{"rendered":"https:\/\/www.insentragroup.com\/au\/?p=26097"},"modified":"2025-10-28T00:32:53","modified_gmt":"2025-10-28T00:32:53","slug":"why-leaders-who-master-ei-will-win-in-the-ai-era","status":"publish","type":"post","link":"https:\/\/www.insentragroup.com\/au\/insights\/not-geek-speak\/generative-ai\/why-leaders-who-master-ei-will-win-in-the-ai-era\/","title":{"rendered":"Why Leaders Who Master EI Will Win in the AI Era"},"content":{"rendered":"\n<p><strong><em>&#8220;AI will change what we do.&nbsp;EI will&nbsp;determine&nbsp;how well we do it. The organisations that win won&#8217;t be the ones with the most models they&#8217;ll be the ones with leaders who can steward trust, meaning and change at scale.&#8221;<\/em><\/strong><br>&nbsp;<br>That opening&nbsp;isn&#8217;t&nbsp;merely rhetoric. It captures a profound shift taking place across boardrooms, shop&nbsp;floors&nbsp;and teams worldwide. As artificial intelligence matures from experimental novelty to operational necessity, something unexpected is&nbsp;emerging,&nbsp;the technical differences between organisations are compressing rapidly. What increasingly separates those who&nbsp;succeed&nbsp;from those who falter&nbsp;isn&#8217;t&nbsp;the sophistication of their algorithms but the quality of their human leadership.&nbsp;<br>&nbsp;<br>The winners will be those who master what I call the &#8220;human glue&#8221; the capacity to sense emotional undercurrents, engage authentically with uncertainty, adapt to resistance, repair fractured trust and sustain organisational vitality through relentless change.&nbsp;<br>&nbsp;<br>Yet&nbsp;here&#8217;s&nbsp;the uncomfortable truth,&nbsp;while leaders have wagered heavily on AI to boost efficiency, automate decision-making and turbocharge innovation, these ambitions&nbsp;frequently&nbsp;stumble&nbsp;and rarely is it because the technology failed. More often,&nbsp;it&#8217;s&nbsp;because we neglected the human side of the equation.&nbsp;The emotional, cultural and adoption dimensions that&nbsp;determine&nbsp;whether transformation takes root or withers.&nbsp;<br>&nbsp;<br>Let me unpack why this matters now, what the data reveals, and how leaders can build a disciplined path forward that integrates emotional intelligence (EI) into every stage of their AI journey.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">An Emotional Recession at the Worst Possible Time<\/h2>\n\n\n\n<p>We&#8217;re not just facing a skills gap or a digital divide.&nbsp;We&#8217;re&nbsp;experiencing what&nbsp;pundits&nbsp;call an &#8220;emotional recession&#8221;.&nbsp;A&nbsp;systemic erosion of human capacity precisely when we need it most.&nbsp;<br>&nbsp;<br><strong>The Numbers Tell a Stark Story<\/strong>&nbsp;<br>According to the&nbsp;<em>State of the Heart 2024<\/em>\u202freport&nbsp;by\u202fSix\u202fSeconds\u202fEQ\u202fNetwork<sup>1<\/sup>, global emotional intelligence scores have declined by 5.5% since 2019, the sharpest drop recorded in over a decade. This&nbsp;isn&#8217;t&nbsp;a blip. The decline affects all eight core EI competencies measured, from self-awareness and emotional regulation to empathy and relationship management. Alongside this, wellbeing scores have fallen by approximately 5.3%.&nbsp;<br>&nbsp;<br>Simultaneously,&nbsp;we&#8217;re&nbsp;witnessing&nbsp;what Gallup describes as the &#8220;Great Detachment&#8221;&nbsp;particularly in young worker&nbsp;where there is a&nbsp;growing\u202ftrend\u202fwhere\u202femployees,&nbsp;feel emotionally and mentally disengaged from their jobs, often due to various workplace pressures and dissatisfaction.&nbsp;&nbsp;<\/p>\n\n\n\n<p>Consider these findings&nbsp;from Gallup Research<sup>2<\/sup>:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Roughly 60%&nbsp;of employees now describe themselves as emotionally detached from their roles<\/li>\n\n\n\n<li>Only 31% of U.S. employees report being engaged, the lowest level in a decade<\/li>\n\n\n\n<li>About 17% are actively disengaged, while approximately 50% feel detached from their organisations altogether<\/li>\n\n\n\n<li>Job satisfaction, connection to mission, and overall engagement are plummeting<\/li>\n<\/ul>\n\n\n\n<p>This&nbsp;isn&#8217;t&nbsp;simply a morale issue. Detachment directly undermines innovation, retention, productivity, psychological&nbsp;safety&nbsp;and the collective energy&nbsp;required&nbsp;to navigate change. At the exact moment when organisations are asking people to embrace AI-driven transformation, their emotional reserves are depleted.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Why This Matters for Business Performance<\/h2>\n\n\n\n<p>Some might dismiss emotional intelligence as &#8220;soft&#8221; or secondary to harder commercial metrics. The evidence suggests otherwise.&nbsp;<br>&nbsp;<br>Multiple meta-analyses&nbsp;demonstrate&nbsp;that EI correlates meaningfully with superior organisational outcomes.&nbsp;Research published in&nbsp;<em>Frontiers in Psychology<sup>3<\/sup><\/em>\u202f&nbsp;found&nbsp;that EI,&nbsp;across ability,&nbsp;trait&nbsp;and mixed models, positively correlates with job performance, job&nbsp;satisfaction&nbsp;and organisational commitment, while negatively correlating with stress. Another meta-analysis confirmed a robust relationship between EI and job performance across diverse studies.<br>&nbsp;<br>Perhaps most strikingly,&nbsp;Six Seconds reports that individuals with above-average EI are 10 times more likely to excel in effectiveness, relationships, wellbeing, and overall quality of life.&nbsp;Research from&nbsp;Australian Institute of Management found that companies with high-EQ leadership teams were 25% more likely to outperform their competitors in terms of profitability and employee satisfaction.<sup>&nbsp;4<\/sup>\u202f<br>&nbsp;<br>The stakes have never been higher. Organisations are accelerating AI investments, automating workflows, and unlocking insights at unprecedented speed. Yet most AI initiatives&nbsp;don\u2019t&nbsp;fail because of faulty code or infrastructure,&nbsp;they fail because the human dimension is neglected. Trust&nbsp;isn\u2019t&nbsp;built. Culture is overlooked. People feel threatened, excluded, or bewildered. Models can be deployed, but meaning&nbsp;can\u2019t&nbsp;processes can be optimised, but belonging cannot.&nbsp;<\/p>\n\n\n\n<p>Emotional intelligence is no longer&nbsp;a &#8220;nice-to-have&#8221; but a&nbsp;<strong>hard-edged competitive advantage<\/strong>. Leaders who embed EI into their AI programmes ensure that technology accelerates performance rather than creating costly theatre. The gulf between organisations that deploy AI sustainably versus those that do so superficially will widen dramatically in the years ahead.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Why EI is Essential for AI Success<\/h2>\n\n\n\n<p><strong>It builds trust in the tools.<\/strong>\u202fEmpathic, transparent communication reduces fear and resistance, speeding adoption and minimising shadow workarounds. When people understand not just&nbsp;<em>what<\/em>\u202fAI does but&nbsp;<em>why<\/em>\u202fit matters and&nbsp;<em>how<\/em>\u202fit affects them, they become collaborators rather than saboteurs.&nbsp;<br>&nbsp;<br><strong>It improves decisions in ambiguity.<\/strong>\u202fEmotions are data. Leaders who surface and interpret emotional signals avoid the trap of &#8220;perfect on paper&#8221; decisions that collapse under social or cultural strain. AI may offer predictions, but humans navigate the messy, relational terrain where those predictions must be implemented.&nbsp;<br>&nbsp;<br><strong>It protects culture while rewiring workflows.<\/strong>\u202fResearch from MIT Sloan confirms that AI success depends as much on culture and interpersonal dynamics as on model accuracy. Technology is adopted or rejected within human systems, and those systems run on trust,&nbsp;fairness&nbsp;and psychological safety.<\/p>\n\n\n\n<p><strong>It sustains performance under load.<\/strong>\u202fTransformation is exhausting. Meta-analyses consistently link EI to higher job performance, greater&nbsp;commitment&nbsp;and lower stress: precisely the qualities organisations need when asking people to work differently, think differently and risk differently.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">The EI \u00d7 AI Value Matrix: Where Does Your Organisation Sit?<\/h2>\n\n\n\n<p>To understand the interplay between emotional intelligence and artificial intelligence, consider this simple diagnostic framework:<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td>&nbsp;<\/td><td style=\"color: #fff; background-color: #F35905;\"><strong>Low EI<\/strong>&nbsp;<\/td><td style=\"color: #fff; background-color: #F35905;\"><strong>High EI<\/strong>&nbsp;<\/td><\/tr><tr><td style=\"color: #fff; background-color: #F35905;\"><strong>High AI<\/strong>&nbsp;<\/td><td>Technology theatre: models ship, adoption lags, trust erodes&nbsp;<\/td><td>Target state: rapid learning loops, safe experimentation, measurable value&nbsp;<\/td><\/tr><tr><td style=\"color: #fff; background-color: #F35905;\"><strong>Low AI<\/strong>&nbsp;<\/td><td>Paralysis: anxiety,&nbsp;AI&nbsp;pilots stall&nbsp;<\/td><td>Healthy culture, missed upside&nbsp;<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>Most organisations fall into one of two traps:&nbsp;<br><strong>Low AI, Low EI:<\/strong>\u202fStuck in paralysis, overwhelmed by change, unable to move forward&nbsp;<br><strong>High AI, Low EI:<\/strong>\u202fImpressive on paper but brittle in practice. Models are deployed, but people&nbsp;don&#8217;t&nbsp;use them, trust&nbsp;erodes&nbsp;and value&nbsp;fails to&nbsp;materialise.&nbsp;<br>&nbsp;<br>The sweet spot (and your strategic mission) is the&nbsp;<strong>top-right quadrant: High AI, High EI.<\/strong>\u202fThis is where rapid learning loops thrive, where teams experiment safely, where psychological safety meets technical ambition, and where measurable value compounds.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">The Leader&#8217;s Playbook: Seven Moves to Build EI While Scaling AI<\/h2>\n\n\n\n<p>Leaders often&nbsp;ask&nbsp;&#8220;Where do we actually start?&#8221; The answer&nbsp;isn&#8217;t&nbsp;to deploy a thousand models or hire an army of data scientists.&nbsp;It&#8217;s&nbsp;to build a disciplined, emotionally intelligent roadmap that integrates human and technical enablement at every stage.&nbsp;<br>&nbsp;<br>Here are seven concrete moves for embedding EI into your AI journey.&nbsp;<\/p>\n\n\n\n<p><strong>1. Diagnose the Emotional Climate Before You Automate<\/strong>&nbsp;<br>You cannot change what you refuse to name. Before rolling out AI, assess how your teams&nbsp;actually&nbsp;<em>feel<\/em>\u202fabout change.&nbsp;<br>&nbsp;<br>Use EI diagnostics such as engagement surveys or regular pulse checks to surface emotional hot spots pockets of fear, fatigue,&nbsp;cynicism&nbsp;or disengagement. This baseline is as critical as any technical readiness assessment. It tells you where trust is fragile, where resistance will&nbsp;emerge&nbsp;and where&nbsp;you&#8217;ll&nbsp;need&nbsp;additional&nbsp;support.&nbsp;<br>&nbsp;<br><strong>EI lens:<\/strong>\u202fLeaders must measure the emotional starting line as deliberately as they measure AI maturity. Ignoring it&nbsp;doesn&#8217;t&nbsp;make it go away,&nbsp;it simply ensures your transformation will hit invisible walls.<\/p>\n\n\n\n<p><strong>2. Run a Generative AI Sprint (The First EI \u00d7 AI Move)<\/strong>&nbsp;<br>Most organisations stumble at the starting line. Leaders grasp the potential of AI, but frontline staff feel overwhelmed,&nbsp;confused&nbsp;or even threatened. The result? Either nothing happens, or pilots stall in what I call &#8220;technology theatre&#8221; impressive demos that never translate into real adoption.&nbsp;<br>&nbsp;<br>This is where&nbsp;<strong><a href=\"https:\/\/www.insentragroup.com\/au\/services\/generative-ai-series\/\" target=\"_blank\" rel=\"noreferrer noopener\">Insentra&#8217;s&nbsp;Generative AI Sprint<\/a><\/strong>\u202fmakes a real impact.&nbsp;It&#8217;s&nbsp;not merely an AI training session.&nbsp;It&#8217;s&nbsp;the first moment where technical enablement and emotional intelligence converge: a structured, hands-on immersion designed to:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Demystify AI:<\/strong>\u202fStrip away the hype and help people understand&nbsp;art of the possible with&nbsp;AI<\/li>\n\n\n\n<li><strong>Make it role-specific:<\/strong>\u202fConnect AI directly to how participants work day-to-day, making it tangible and relevant<\/li>\n\n\n\n<li><strong>Build confidence:<\/strong>\u202fProvide a safe environment where employees experiment responsibly, learning by doing<\/li>\n\n\n\n<li><strong>Seed cultural momentum:<\/strong>\u202fThe Sprint becomes a proving ground for new ways of working, blending technical capability with emotional safety&nbsp;<\/li>\n<\/ul>\n\n\n\n<p><strong>EI lens:<\/strong>\u202fThe&nbsp;Insentra&nbsp;Generative AI Sprint helps leaders take their staff on the AI journey together, rather than leaving them to figure it out on their own.&nbsp;It\u2019s&nbsp;a proactive step leaders can take to&nbsp;demonstrate&nbsp;emotional intelligence, foster trust, and enable AI adoption across the workforce. By collectively training their teams, leaders ensure people feel supported,&nbsp;confident&nbsp;and capable of applying AI in ways that truly&nbsp;benefit&nbsp;the organisation.<\/p>\n\n\n\n<p><strong>3. Model Candid Leadership Throughout the Journey<\/strong>&nbsp;<br>During and after the Sprint (and across every phase of your AI rollout) leaders must embody transparency, not performative confidence.&nbsp;<\/p>\n\n\n\n<p>Name emotional tensions openly:&nbsp;<em>&#8220;I feel both excited and nervous about this shift.&#8221;<\/em>\u202fAdmit missteps and repair them publicly. Create visible space for dissent,&nbsp;doubt&nbsp;and debate. When leaders model vulnerability and authenticity, they give permission for others to do the same, and that&#8217;s when genuine learning begins.&nbsp;<\/p>\n\n\n\n<p><strong>EI lens:<\/strong>\u202fTransparency builds trust. Pretence breeds resistance. People can sense when leaders are faking certainty, and they disengage accordingly.<\/p>\n\n\n\n<p><strong>4. Embed Emotional Scaffolds into Governance<\/strong>&nbsp;<br>Make EI a structural, non-negotiable part of how AI is governed within your organisation.&nbsp;<\/p>\n\n\n\n<p>Introduce check-ins at project&nbsp;kickoffs&nbsp;where teams articulate hopes and fears. Run pre-mortems that imagine failure not just technically but emotionally:&nbsp;<em>What would erode trust? What would alienate users?<\/em>\u202fConduct retrospectives that include emotional reflections alongside technical learnings.&nbsp;<\/p>\n\n\n\n<p>Create &#8220;trust dashboards&#8221; that track adoption sentiment, psychological&nbsp;safety&nbsp;and team wellbeing alongside performance metrics like latency,&nbsp;accuracy&nbsp;or ROI. If&nbsp;you&#8217;re&nbsp;not measuring emotional signals,&nbsp;you&#8217;re&nbsp;flying blind.&nbsp;<br>&nbsp;<br><strong>EI lens:<\/strong>\u202fEmotional signals are as real as ROI and often more predictive of long-term success. Leaders must track and act on them with the same rigour they apply to financials.<\/p>\n\n\n\n<p><strong>5. Train Line Leaders in EI \u00d7 AI<\/strong>&nbsp;<br>Middle managers are the hinge point in any transformation. They translate vision into daily reality, absorb frontline anxiety and model new behaviours under pressure.&nbsp;<br>&nbsp;<br>Blend AI literacy training with EI skills empathy, conflict navigation, coaching and active listening. Equip them to answer questions and calm fears without defaulting to&nbsp;<em>&#8220;I don&#8217;t know&#8221;<\/em>\u202for, worse, deflecting responsibility upward. Give them the language,&nbsp;tools&nbsp;and confidence to hold space for uncertainty while&nbsp;maintaining&nbsp;momentum.&nbsp;<br>&nbsp;<br><strong>EI lens:<\/strong>\u202fLeaders closest to the frontline must carry both the technical message and the emotional tone. When they can do both, adoption accelerates. When they&nbsp;can&#8217;t, transformation stalls.<\/p>\n\n\n\n<p><strong>6. Create Rapid Feedback Loops<\/strong>&nbsp;<br>Don&#8217;t wait for annual reviews to gauge how people are feeling. Emotions and adoption patterns drift quickly, especially during change.&nbsp;<br>&nbsp;<br>Use short-cycle retrospectives after each Sprint phase or AI rollout stage. Ask simple, powerful questions:&nbsp;<em>What excites you? What frustrates you? Where do you feel left out?<\/em>\u202fThen iterate fast adjust training, refine communications, rework workflows.&nbsp;<br>&nbsp;<br><strong>EI lens:<\/strong>\u202fEmotional agility is organisational agility. If&nbsp;you&#8217;re&nbsp;not listening in real time,&nbsp;you&#8217;re&nbsp;losing speed and trust.<\/p>\n\n\n\n<p><strong>7. Champion Culture as Strategy<\/strong>&nbsp;<br>Treat culture like code,&nbsp;design it intentionally, test it rigorously, refine it continuously.&nbsp;<br>Celebrate not just AI &#8220;wins&#8221; (models shipped, efficiencies gained) but EI wins people speaking up, trust being repaired, peers coaching one another. Build storytelling into your rollouts, highlighting both technical and human success stories. Embed inclusivity,&nbsp;fairness&nbsp;and equity as non-negotiables in how AI is adopted and governed.&nbsp;<br>&nbsp;<br><strong>EI lens:<\/strong>\u202fA culture that feels safe, seen and supported will absorb AI shocks and accelerate innovation. A culture that feels exploited or excluded will resist, no matter how brilliant your models are.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Risks, Blind&nbsp;Spots&nbsp;and the Devil&#8217;s Advocate View<\/h2>\n\n\n\n<p>No framework is without limitations. Here are the honest tensions and trade-offs&nbsp;you&#8217;ll&nbsp;encounter:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Over-emphasising EI can delay delivery.<\/strong>\u202fYou&nbsp;can&#8217;t&nbsp;pause execution indefinitely to process feelings. The key is proximal, lightweight emotional interventions: micro check-ins, brief reflection pauses, not full-blown retreats at every milestone<\/li>\n\n\n\n<li><strong>EI can be weaponised or manipulated.<\/strong>\u202fBeware of &#8220;affect programming&#8221;: using emotional language to steer people without substance. Maintain rigorous alignment between emotion,&nbsp;stated&nbsp;values and actual behaviour. Authenticity matters<\/li>\n\n\n\n<li><strong>Not all leaders or teams will respond equally.<\/strong>\u202fSome are more cognitively or emotionally resistant to EI practices. You may need calibration: more scaffolding for some, peer coaching for others, small-scale experiments to build credibility<\/li>\n\n\n\n<li><strong>Measurement&nbsp;remains&nbsp;challenging.<\/strong>\u202fEmotional shifts are subtle and hard to quantify.&nbsp;Don&#8217;t&nbsp;expect perfect metrics. Use a blend of qualitative feedback (interviews, focus groups) and quantitative signals (engagement scores, retention rates, sentiment analysis).&nbsp;<\/li>\n<\/ul>\n\n\n\n<p><strong>Technical debt can still derail you.<\/strong>\u202fA healthy culture&nbsp;won&#8217;t&nbsp;salvage a fundamentally flawed model or a broken data pipeline. EI amplifies execution; it&nbsp;doesn&#8217;t&nbsp;substitute for sound engineering, robust&nbsp;architecture&nbsp;or&nbsp;good product&nbsp;design.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">The Multiplier Effect of Emotionally Intelligent Leadership<\/h2>\n\n\n\n<p>We stand at a pivotal juncture. Emotional capacity is eroding precisely as technical ambition accelerates. If leaders pursue AI without simultaneously upgrading their relational fluency (their ability to build trust, navigate ambiguity, repair&nbsp;harm&nbsp;and sustain meaning) they risk constructing brittle, machine-led systems atop fragile human foundations.&nbsp;<br>&nbsp;<br>The organisations that will&nbsp;be successful in the next 2-3 years&nbsp;won&#8217;t&nbsp;be those with the most sophisticated models.&nbsp;They&#8217;ll&nbsp;be those with the most emotionally literate leaders and&nbsp;teams&nbsp;people who understand that trust, psychological safety,&nbsp;meaning&nbsp;and creative friction are not obstacles to AI adoption but the very conditions that enable it.<br>&nbsp;<br>You&nbsp;don&#8217;t&nbsp;need a thousand models. You need leaders who can steward transformation with empathy and rigour. You need teams that feel safe enough to experiment, confident enough to challenge, and connected enough to sustain effort over time.&nbsp;<br>&nbsp;<br>The future&nbsp;doesn&#8217;t&nbsp;belong to those who choose between AI and EI. It belongs to those who integrate them, building systems that are as human as they are intelligent, as adaptive as they are automated, as emotionally resilient as they are technologically advanced.<\/p>\n\n\n\n<p class=\"has-text-color has-link-color wp-elements-ab2500bec537408c6a33a89dac2e5f81\" style=\"color:#f35905\"><strong>The question&nbsp;isn&#8217;t&nbsp;whether to invest in AI or EI.&nbsp;It&#8217;s&nbsp;whether&nbsp;you&#8217;re&nbsp;brave enough to invest in both and wise enough to know&nbsp;they&#8217;re&nbsp;inseparable.<\/strong><\/p>\n\n\n\n<p class=\"has-extra-small-font-size\"><strong>Source:<\/strong>&nbsp;<\/p>\n\n\n\n<p class=\"has-extra-small-font-size\">1<strong>&nbsp;<\/strong>Six seconds-&nbsp;State of the Heart: 2024 Report&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"has-extra-small-font-size\">Gallup:&nbsp;Anemic&nbsp;Employee Engagement Points to Leadership Challenges&nbsp;<\/p>\n\n\n\n<p class=\"has-extra-small-font-size\">2 Frontiers: A Meta-Analysis of the Relationships Between Emotional Intelligence and Employee Outcomes&nbsp;<\/p>\n\n\n\n<p class=\"has-extra-small-font-size\">3&nbsp;The Empathy Quotient Why Emotional Intelligence Is the New Must Have for Australian Executives&nbsp;<\/p>\n\n\n\n<p class=\"has-extra-small-font-size\">4 MIT Sloan: The Cultural Benefits of Artificial Intelligence in the Enterprise&nbsp;<\/p>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Discover why emotionally intelligent leaders succeed with AI and how to embed EI into every stage of your AI journey. <\/p>\n","protected":false},"author":164,"featured_media":26100,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[298],"tags":[],"class_list":["post-26097","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-generative-ai","entry"],"_links":{"self":[{"href":"https:\/\/www.insentragroup.com\/au\/wp-json\/wp\/v2\/posts\/26097","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.insentragroup.com\/au\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.insentragroup.com\/au\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.insentragroup.com\/au\/wp-json\/wp\/v2\/users\/164"}],"replies":[{"embeddable":true,"href":"https:\/\/www.insentragroup.com\/au\/wp-json\/wp\/v2\/comments?post=26097"}],"version-history":[{"count":9,"href":"https:\/\/www.insentragroup.com\/au\/wp-json\/wp\/v2\/posts\/26097\/revisions"}],"predecessor-version":[{"id":26161,"href":"https:\/\/www.insentragroup.com\/au\/wp-json\/wp\/v2\/posts\/26097\/revisions\/26161"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.insentragroup.com\/au\/wp-json\/wp\/v2\/media\/26100"}],"wp:attachment":[{"href":"https:\/\/www.insentragroup.com\/au\/wp-json\/wp\/v2\/media?parent=26097"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.insentragroup.com\/au\/wp-json\/wp\/v2\/categories?post=26097"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.insentragroup.com\/au\/wp-json\/wp\/v2\/tags?post=26097"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}