Elevate Your AIQ

By WRKdefined Podcast NetworkBusiness Technology Management

Elevate Your AIQ episodes

October 22, 2024Ep 29: Using Talent Lifecycle Intelligence and Responsible AI to Mitigate Talent Risk with Sultan Saidov
Sultan Saidov, Co-founder and President of Beamery, sits down with Bob to discuss the impetus for starting the company and the evolution of AI in talent management. Sultan highlights the need for identifying and developing potential in employees, as well as the importance of transparency and information in making career choices. He also emphasizes the role of AI in talent risk management and the shift towards treating talent like customers. Bob and Sultan discuss the challenges of integrating talent intelligence and people analytics and the potential for generative AI in improving data accessibility and decision-making. The conversation explores the challenges and opportunities of using AI in HR and the importance of Responsible AI. Sultan discusses the need for AI models to fail safely and the importance of data safety and security. He highlights the legal review required for HR use cases and the slow adoption of AI in the HR industry. The conversation also touches on the value of integrating AI into existing platforms and the potential for AI to provide guidance and insights. The discussion concludes with a focus on the importance of Responsible AI, including bias auditing and transparency.
Keywords
talent management, AI, potential, transparency, career choices, talent risk management, talent intelligence, people analytics, generative AI, AI in HR, responsible AI, data safety, legal review, AI adoption, integrating AI, guidance and insights, bias auditing, transparency
Takeaways
Identifying and developing potential in employees is crucial for talent management.
Transparency and information are essential for making informed career choices.
AI can play a significant role in talent risk management.
Integrating talent intelligence and people analytics can lead to better decision-making.
AI models in HR should be designed to fail safely and prioritize data safety and security.
Integrating AI into existing platforms can unlock the full potential of AI and provide a seamless user experience.
AI can provide guidance and insights, going beyond task execution to help users ask better questions and make more informed decisions.
Responsible AI practices, such as bias auditing and transparency, are crucial in ensuring fair and ethical outcomes in HR.
Sound Bites
"Making career choices available to people, not just simpler, but fairer."
"Creating more information transparency and solving asymmetries."
"Redeploying and training employees is financially more efficient than hiring new people."
"We're trying to make very particular interactions that our products and AI models already serve work in a much easier and more seamless way."
"What extra insights can we show that give you guidance? For example, can we tell you that before you post this role, consider removing these requirements in order to not be at risk."
Chapters
00:00 Introduction and Background
07:47 Transparency and Information
10:48 Talent Risk Management
16:16 Integrating Talent Intelligence and People Analytics
20:12 Generative AI and Data Accessibility
27:54 Challenges and Opportunities of AI in HR
31:13 AI as a Guide for Better Decision-Making
33:01 Injecting Nudges and Concepts with Digital Adoption Platforms
36:03 Building Trust in AI Platforms
38:55 The Role of Responsible AI in HR

Sultan Saidov: https://www.linkedin.com/in/sultanmurad/
Beamery: https://beamery.com

For advisory work and podcast sponsorship inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
54 min
October 17, 2024Ep 28: Upskilling on and with AI to Drive Transformation and Innovation with Josh Cavalier
Bob chats with veteran learning and development (L&D) expert Josh Cavalier about his background and journey in L&D and his transition into focusing on Generative AI as both the subject and copilot for learning. They discuss the potential impact of AI on L&D professionals, the L&D space overall, and the need to adapt to new technologies. They explore the role of AI in content creation, coaching and mentoring, and the importance of human oversight. Bob and Josh further discuss a variety of related topics, including the challenges and risks of adopting AI, the need for responsible design and use of AI, the lack of AI training in organizations, the rapid changes in AI tools and technologies, the role of AI as a creative co-pilot, the slow adoption of AI in education, and the need for individuals to develop their 'AIQ' through hands-on experience.
Keywords
AI, generative AI, learning and development, L&D professionals, content creation, human oversight, technology, job displacement, upskilling, human performance, efficiency, productivity, collaboration, analytics, AI applications, culture of innovation, risk mitigation, AI adoption, responsible AI, AI training, AI in education, AIQ
Takeaways
L&D professionals need to adapt to the changing landscape of AI and embrace new technologies to enhance their work.
The role of L&D professionals is evolving towards becoming human performance analysts who orchestrate learning journeys and measure their effectiveness.
The adoption of AI in L&D is varied, with some professionals fully embracing it, while others have concerns about ethics and bias.
Organizations need to have a culture of innovation and a willingness to assess and mitigate the risks associated with AI implementation.
Adopting AI comes with challenges and risks that need to be addressed through responsible design and use of AI.
Many organizations lack AI training programs, which may be due to the rapid changes in AI tools and technologies.
AI can serve as a creative co-pilot in fields like animation, providing efficiency gains while allowing artists to showcase their creativity.
The adoption of AI in education is slow, but there are efforts to incorporate AI into curriculums and support students in using AI as a learning tool.
Individuals can elevate their AIQ by actively engaging with AI tools, experimenting with prompt design, and building a personal relationship with technology.
Sound Bites
"Our job is to align the business to human performance."
"Technology fails and you have to have a human in the loop, a human backup."
"The next couple of years are absolutely going to be wild as these businesses realize that they're all going to one endpoint."
"There's a lot of challenges and risks and that's probably a large reason why a lot of companies haven't set up actual AI strategy and policy yet."
"Responsible design and use of AI should be part of compliance training, just like data privacy and cybersecurity."
Chapters
00:00 Introduction and Background
06:37 Josh's Journey in L&D and AI
08:19 Job Displacement and AI Applications
10:30 The Changing Role of L&D Professionals
13:15 Orchestrating Learning Journeys with AI
15:24 Convergence of AI Technologies and M&A Activity
17:21 Adoption of AI in L&D and the Importance of Culture
20:00 Challenges and Risks of AI Adoption
22:56 The Lack of AI Training in Organizations
26:30 The Rapid Changes in AI Tools and Technologies
29:23 AI as a Creative Co-Pilot
39:13 The Slow Adoption of AI in Education
47:15 Elevating Your AIQ: Hands-On Experience with AI

Josh Cavalier: https://www.linkedin.com/in/joshcavalier
Josh’s website: https://www.joshcavalier.com/
BRAINPOWER Weekly AI Training Show: https://www.youtube.com/joshcavalier

For advisory work and podcast sponsorship inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
47 min
October 15, 2024Ep 27: Thoughtful Design of a Recruiting Platform for a Better Hiring Experience with Benji Encz
Benji Encz, CEO and Co-founder of Ashby, discusses the background and development of the all-in-one recruiting platform. He explains that the inspiration for Ashby came from his experience as a director of engineering, where he faced pain points with existing tools in the space, particularly around data and reporting, as well as scheduling coordination. Benji saw an opportunity to build a new platform from scratch that addressed these issues and incorporated modern recruiting operations, data analytics, and automation. While initially targeting early-stage companies, Ashby is now expanding to serve enterprise-level customers. Bob Pulver and BenjI discuss the use of automation and AI in the talent acquisition process. They explore the benefits of automation in scheduling interviews and coordinating the hiring process. They also discuss the importance of setting realistic expectations in product development and the value of delivering features iteratively. BenjI shares his thoughts on the potential of AI in areas such as candidate sourcing and matching. They also touch on the need for individuals to embrace learning and adapt to new technologies in order to elevate their AIQ.
Keywords
recruiting platform, Ashby, software engineering, data and reporting, scheduling coordination, recruiting operations, data analytics, automation, ATS, CRM, sourcing, AI capabilities, decision-making, fairness, quality of hire, interview intelligence, scheduling efficiency, automation, AI, talent acquisition, scheduling, product development, expectations, candidate sourcing, candidate matching, learning, AIQ
Takeaways
Ashby was developed to address pain points in the recruiting space, particularly around data and reporting, as well as scheduling coordination.
The platform incorporates modern recruiting operations, data analytics, automation, and features of an ATS, CRM, and sourcing tool.
AI capabilities are being incorporated thoughtfully, focusing on areas such as outbound personalization, advanced candidate search, and resume review assistance.
The goal is to improve the efficiency and fairness of the recruiting process, providing a better experience for both recruiters and candidates.
Automation and AI can greatly improve the efficiency and experience of the talent acquisition process.
Setting realistic expectations in product development is crucial, and delivering features iteratively can help avoid missed timelines and commitments.
AI has the potential to revolutionize candidate sourcing and matching, allowing for more targeted and efficient talent acquisition.
Individuals need to embrace learning and be willing to adapt to new technologies in order to stay competitive in the future of work.
Sound Bites
"Recruiting operations was becoming a thing. Teams were working more with data. People were buying more tools."
"We started with outbound personalization, which LLMs are generally really good at."
"We started with our kind of advanced candidate search, packaging that in natural language."
"What it took to get there is a lot of logic and steps and data to look at and coalesce."
"We've stayed in this more natural state of kind of evolving the product more iteratively."
Chapters
00:00 Introduction and Background
08:10 Incorporating Outbound Personalization
14:01 Improving Fairness in the Recruiting Process
23:27 Adoption of Scheduling Technology
28:14 Setting Realistic Expectations in Product Development
35:29 The Potential of AI in Candidate Sourcing and Matching
46:48 Elevating Your AIQ: Embracing Learning and Adapting to New Technologies

Benji Encz: https://www.linkedin.com/in/benjaminencz
Ashby: http://www.ashbyhq.com

For advisory work and podcast sponsorship inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
43 min
October 10, 2024Ep 26: The Impact of AI-Powered Platforms and Total Workforce Ecosystems with Ilyse Shuster-Frohman
Ilyse Shuster-Frohman, Founder and CEO of Mothership, catches up with Bob Pulver to discuss the future of work and the importance of building a total workforce ecosystem. Ilyse highlights the need for organizations to have a centralized platform that can handle diverse talent pools and streamline the hiring process. She also explains the challenges and opportunities of AI and intellectual property ownership in the evolving workplace. Bob and Ilyse talk about the potential of AI and human intelligence working together to create a more efficient and productive workforce. The conversation emphasizes the importance of utilizing the unique skills and capabilities of humans while leveraging AI for tasks that humans struggle with. They also discuss the concept of fractional work, where individuals can work on multiple projects for different employers, allowing them to utilize their full range of skills and avoid boredom. The use of AI in talent assessment and vetting is also explored, highlighting the need for a comprehensive evaluation of both hard and innately human (formerly known as soft) skills. The limitations of current AI tools are acknowledged, with a focus on the importance of human intelligence and critical thinking. The conversation concludes with a discussion on the responsible and ethical use of AI and the need for collaboration to harness the full potential of AI and human intelligence.
Keywords
future of work, total workforce ecosystem, talent marketplace, AI, intellectual property, AI, human intelligence, fractional work, talent assessment, vetting, hard skills, soft skills, limitations of AI, responsible use of AI, collaboration
Takeaways
Building a total workforce ecosystem is crucial for organizations to effectively manage diverse talent pools and streamline the hiring process.
Maintaining relationships with former employees and leveraging their knowledge and expertise can be valuable for organizations.
The future of work involves the integration of AI and the need to define ownership of intellectual property.
The complexity of knowledge work and the potential for AI to codify institutional knowledge raise questions about IP ownership and traceability.
AI and human intelligence can work together to create a more efficient and productive workforce.
Fractional work allows individuals to utilize their full range of skills and avoid boredom.
Comprehensive evaluation of both hard and soft skills is important in talent assessment and vetting.
Current AI tools have limitations and should be used in conjunction with human intelligence and critical thinking.
Responsible and ethical use of AI requires collaboration between employers and employees.
Sound Bites
"Just because you're not employed there doesn't mean that it's in their best interests or in yours to completely leave their community."
"Humans have been expected to be machines for too long and that's a whole separate topic."
"A person can be an IC [individual contributor], full-time worker and perhaps a contingent worker all in the same week."
"[The freelance economy] stretches everybody to the point where they become unlimited earners."
Chapters
00:00 Introduction and Background
05:15 Building a Total Workforce Ecosystem
08:29 Leveraging Former Employees' Knowledge and Expertise
12:08 The Integration of AI and Intellectual Property Ownership
18:40 Challenges in Implementing New Workforce Solutions
23:09 The Complexity of Knowledge Work and IP Ownership
29:15 AI and Human Intelligence
30:13 Fractional Work
35:05 Comprehensive Talent Assessment
38:56 Limitations of AI
47:30 Responsible and Ethical Use of AI

Ilyse Shuster-Frohman: https://www.linkedin.com/in/ilyse-terri-shuster-frohman-89922a2a
Mothership: mothershipcorp.com

For advisory work and podcast sponsorship inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
52 min
October 08, 2024Ep 25: Increasing Fairness in Hiring Through AI-powered Interview Intelligence with Mark Simpson
Mark Simpson, Founder and CEO of Pillar, joins Bob Pulver to discuss the evolution of AI in HR and the challenges in the interview process. Mark highlights the importance of mitigating human bias by making interviews more efficient, effective, and equitable. He explains how Pillar’s interview intelligence platform uses AI to guide interviews, provide interview questions, and summarize conversations. The goal is to save time for recruiters, improve decision-making, and create a more data-driven and fair interview process. The conversation explores the topic of Quality of Hire and the responsibility of Talent Acquisition as it relates to this important metric. Bob and Mark discuss the importance of considering the entire talent lifecycle, from applicant to alumni, and identifying potential issues that may lead to early employee turnover. They also touch on the use of AI in HR and the potential for AI to revolutionize the industry. The conversation concludes with a discussion on personal and organizational adoption of AI, the need for responsible use, and the importance of upskilling.
Keywords
AI, HR, interview process, efficiency, effectiveness, equity, interview insights, interview intelligence, hiring decisions, biases, data-driven, fair assessment, quality of hire, talent acquisition, talent lifecycle, employee turnover, AI in HR, AI adoption, responsible AI, upskilling
Takeaways
The interview process is a critical area where AI can make a significant impact by making it more efficient, effective, and equitable.
Pillar focuses on interview insights and intelligence to improve the quality of hiring decisions.
AI can help mitigate biases in the interview process and ensure a fair assessment of candidates.
The goal is to create a more data-driven and fair interview process that leads to better hiring outcomes.
Talent acquisition should consider the entire talent lifecycle to identify potential issues that may lead to early employee turnover.
AI has the potential to revolutionize HR, but responsible use and governance are crucial.
Personal adoption of AI is important for staying informed and prepared for the future.
Organizations should embrace AI and upskill their teams to leverage its capabilities effectively.
Experimentation and continuous learning are key to maximizing the benefits of AI.
Sound Bites
"With AI, we can understand what questions were people asked, what skills they have, how well they were interviewed, what the conversation was all about."
"AI-generated video clips can replay what people have said around their skills, enabling data-driven decision-making."
"Talent acquisition doesn't think they own quality of hire."
"AI has been around for decades, but it's been very hard to access."
"Artificial intelligence and emotional intelligence will be part of the fifth industrial revolution."
Chapters
00:00 Introduction and Background
03:04 The Evolution of AI in HR
06:26 The Challenges in the Interview Process
10:56 Focus on Interview Insights and Intelligence
14:43 Tackling Summarization and Mitigating Biases
18:11 Involving Interviewers in the Process
21:10 The Impact on Tenure and Engagement
26:11 Measuring Quality of Hire and Reducing Turnover
26:58 The Role of Talent Acquisition in Quality of Hire
32:22 The Potential of AI in HR
40:03 Personal and Org Adoption of AI
46:04 Responsible Use of AI and Upskilling

Mark Simpson: https://www.linkedin.com/in/markjsimpson
Pillar: https://pillar.hr
AI-Generated Interview Guide (skills-based interview questions to ask based on your JD)
Job Description Analyzer (inclusive language, excessive jargon, etc.)
Aptitude Research Report (The Impact of Interview Intelligence on Speed, Fairness, & Quality of Hire)
Blog: One In Four Interviews Are Biased

For advisory work and podcast sponsorship inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
47 min
October 03, 2024Ep 24: Driving Better Hiring Outcomes through Talent Intelligence and Responsible AI with Markellos Diorinos
Bob catches up with Markellos Diorinos, Co-Founder and CEO of Bryq, a hiring intelligence and talent assessment platform. Markellos discusses his background in computer science and his transition to the business side of software projects. He explains the importance of using data to make decisions and the limitations of relying solely on resumes for hiring. Markellos introduces the concept of talent intelligence and how it can help match individuals to the right roles based on their skills, personality traits, and potential. He emphasizes the need to engineer processes and think critically about how AI can be used to solve problems effectively. They discuss the need to mitigate potential biases in AI models, and delve into the implications of AI legislation, including third-party audits to ensure fairness and equity in algorithms. The conversation highlights the potential of AI to improve processes and create better outcomes, but also emphasizes the need for individuals to understand and critically evaluate AI outputs. The concept of AIQ is also covered, including the ability to handle AI as a measure of cognitive ability in relation to AI.
Keywords
computer science, data-driven decisions, hiring, talent intelligence, skills, personality traits, potential, AI, biases, audit posture, HR systems, legislation, AI, third-party audits, fairness, equity, regulation, responsible use, AIQ, cognitive ability
Takeaways
Data-driven decision-making is crucial for solving problems effectively.
Resumes alone are not sufficient for making hiring decisions; a holistic approach that considers skills, personality traits, and potential is needed.
Talent intelligence can help match individuals to the right roles based on their unique attributes.
AI should be used to augment human intellect and decision-making rather than replace it.
It is important to mitigate biases in AI models to ensure fair and unbiased outcomes, and to ensure fairness and equity in AI-driven decision-making.
Third-party audits play a vital role in identifying and addressing biases and errors in AI systems.
Regulating AI is a complex challenge, with different approaches taken by different regions.
Responsible use of AI requires individuals to think critically about the inputs and outputs of AI systems.
AI has the potential to improve processes and outcomes, but individuals must still be actively involved and make informed decisions.
Sound Bites
"The hard part about software projects wasn't actually coding it or solving it. It was getting people to use things."
"You think you know a lot of things and then you realize that, oh, what I actually know is how to ask the right questions and interpret the data."
"Investing in talent intelligence is more logical than trying to find a better match on paper."
"AI is actually an opportunity to become a better version of ourselves."
"The US always tries to regulate with controls... The EU being more of the liberal-minded Europeans that they are. They always like to regulate, almost by intent."
Chapters
00:00 Introduction and Background
01:08 Realizing the Importance of Data-Driven Decisions
06:37 The Limitations of Resumes for Hiring Decisions
08:19 Matching Individuals to the Right Roles with Talent Intelligence
12:08 Engineering the Hiring Process and Mitigating Biases
28:08 The Role of Third-Party Audits in Ensuring Fairness in AI
36:23 Challenges and Approaches to Regulating AI
42:39 The Importance of Responsible Use of AI
45:34 The Potential and Limitations of AI
46:45 AIQ: The Ability to Handle and Work with AI

Markellos Diorinos: https://www.linkedin.com/in/markeld
Bryq: https://www.bryq.com/

For advisory work and podcast sponsorship inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
47 min
October 01, 2024Ep 23: The Impact of AI on Contingent Workforce and Talent Transformation with Jeff Mike
Bob Pulver talks with Jeff Mike, Managing Director, Customer Strategy and Value, at Flextrack, about AI in talent acquisition and how his organization’s next-generation vendor management system fits into the future of talent puzzle. Bob and Jeff discuss the practical use cases of AI, the integration of AI tools into the FlexTrack platform, and the benefits of using generative AI. They also touch on the importance of data privacy and trust in AI, the need for critical thinking when using AI, and the potential for AI to augment rather than replace human workers. The conversation explores the complexity of managing data in the contingent workforce ecosystem and the convergence of HR, procurement, IT, and finance. Bob and Jeff also discuss the challenges of skills taxonomy and the need for a common language. The potential use of small language models and AI assistants in HR and talent management is highlighted, along with the importance of engaging with AI tools and resources to elevate one’s AIQ.
Keywords
AI, talent acquisition, FlexTrack, vendor management system, practical use cases, integration, generative AI, data privacy, trust, critical thinking, augmentation, contingent workforce, data management, convergence, skills taxonomy, small language models, AI assistants, AIQ
Takeaways
FlexTrack is a next-generation vendor management system that focuses on practical use cases of AI in talent acquisition.
The integration of AI tools into a software platform allows for more streamlined and efficient workflows.
Data privacy and trust are important considerations when using AI, and critical thinking is necessary to ensure responsible AI use.
AI has the potential to augment human workers and create new opportunities for upskilling and growth. Managing data in the contingent workforce ecosystem requires a focus on security, integration, and making sense of complex data from multiple sources.
There is a convergence between HR, procurement, IT, and finance in adopting a total workforce approach.
Skills taxonomy is a challenge in the talent space, and the development of a common language is needed.
Small language models and AI assistants are valuable tools for generating content and navigating people data.
Engaging with AI tools and resources is essential for developing AIQ and leveraging the benefits of AI.
Sound Bites
"Start with practical use cases."
"A single user interface that acts as the general contractor."
"We believe very much in the ecosystem approach and bringing the best of the ecosystem into their tech stack."
"Now we have connectors and tools to bring these all together in a secure way."
"Seeing convergence between HR, procurement, IT, and finance on a total workforce approach."
Chapters
00:00 Introduction and Background
07:33 Integration of AI Tools in the FlexTrack Platform
11:36 Data Privacy and Trust in AI
18:43 The Importance of Critical Thinking in AI
23:24 AI as an Augmentation, Not Replacement, for Human Workers
29:07 Managing Data in the Contingent Workforce Ecosystem
31:15 Convergence of HR, Procurement, IT, and Finance
34:44 The Value of Small Language Models and AI Assistants
45:08 Elevating AIQ: Engaging with AI Tools and Resources

Jeff Mike: https://www.linkedin.com/in/jeff-mike
FlexTrack: https://www.flextrack.com

For advisory work and podcast sponsorship inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
41 min
September 26, 2024Ep 22: The Importance of Continuous Learning in the Age of AI with Chuck Hamilton
Bob chats with his fellow IBM alum Chuck Hamilton, Chief Innovation Officer at MShaped and Chief Learning Officer at MeetAmi, about the intersection of technology, innovation, and people throughout his career. He shares his experience in crowdsourcing innovation, as well as his work in mentoring startups. Chuck emphasizes the importance of continuous learning and upskilling in the age of AI. He discusses the need for personalized and just-in-time learning, as well as the role of AI in streamlining and condensing information. He also addresses the challenges organizations face in investing in L&D and the importance of developing talent within the company. The conversation explores the use of generative AI in higher education and the benefits it brings to graduates. It also delves into the importance of mentoring and the value of cross-pollination of skills between experienced professionals and newcomers. The discussion touches on the challenges of building effective teams and the potential of AI to optimize team formation. The conversation concludes with a discussion on the impact of blockchain on portable digital credentialing and the need for individuals to continuously learn and adapt in the evolving world of AI.
Keywords
technology, innovation, people, crowd innovation, mentoring, startups, learning, upskilling, AI, personalized learning, just-in-time learning, talent development, generative AI, higher education, mentoring, cross-pollination, team formation, blockchain, portable digital credentialing, continuous learning
Takeaways
Continuous learning and upskilling are crucial in the age of AI.
AI can assist in streamlining and condensing information for faster learning.
Organizations need to invest in L&D and talent development to stay competitive.
Personalized and just-in-time learning is essential for effective upskilling. Generative AI in higher education can equip graduates with valuable skills and make them more productive and effective in the workforce.
Mentoring and cross-pollination of skills between experienced professionals and newcomers can lead to better problem-solving and skill development.
AI can assist in team formation by matching complementary skills and considering factors like personality and work style.
Blockchain has the potential to revolutionize portable digital credentialing and improve trust and transparency in hiring and sourcing.
Continuous learning and exploration of AI technologies are essential for individuals to elevate their AIQ and stay relevant in the changing landscape.
Sound Bites
"There probably wasn't a problem we couldn't solve if we could get the right people at the right time in the room at the same time or in the space at the same time."
"No matter where you are on the learning spectrum, there's always a part in your journey, which is I need to know."
"There's an overabundance of information now, and that information needs to be culled and sorted in a way it can be spit back to you so you can absorb it and learn it faster."
"You could actually combine generative AI inside a company with your ability to use it, to be productive and effective and to make data informed decisions."
"We're teaching them to bring more to the table."
"Two in a box, we're going to cross-pollinate our skills. We're going to tackle problems in a cooperative way and solve that problem and we'll work on problems that we can learn from each other."
Chapters
00:00 Introduction and Background
03:11 The Intersection of Technology, Innovation, and People
07:07 Crowd Innovation and Mentoring Startups
13:09 The Role of AI in Learning and Upskilling
16:18 Challenges in Investing in L&D and Talent Development
26:09 Mentoring and Cross-Pollination of Skills
27:06 AI's Potential in Team Formation
28:34 Blockchain and Portable Digital Credentialing
50:28 Continuous Learning to Elevate AIQ

Chuck Hamilton: https://www.linkedin.com/in/chuck-hamilton1
51 min
September 24, 2024Ep 21: Augmented Intelligence for Market Research with Victoria Sakal and Ainesh Ravi
Bob Pulver chats with Ainesh Ravi and Victoria Sakal from Wonder, a startup that combines human expertise with AI to provide market research solutions. They discuss the evolution of Wonder, the challenges and benefits of incorporating AI into their workflow, and the importance of human expertise in the research process. They also touch on the potential risks and advantages of using AI tools and the need for a strong moat in the market. The speakers discuss the importance of adaptability, investing in people, and leveraging AI tools to enhance productivity. They also touch on the challenges of bias in AI output and the need for cognitive diversity in decision-making. The conversation concludes with discussions on the future of research, the role of strategic insights, and advice on how individuals can incorporate AI tools into their daily lives.
Keywords
market research, AI, human expertise, workflow, moat, strategic insights, AI, future of work, adaptability, investing in people, AI tools, productivity, bias, cognitive diversity, AI literacy
Takeaways
Wonder combines human expertise with AI to provide market research solutions.
The incorporation of AI into the research process requires a behavioral change in how the company thinks about and structures its teams.
Prompt engineering and understanding the limitations of AI models are crucial for delivering high-quality research.
Wonder focuses on serving both large companies and smaller clients, offering a simpler and more cost-effective alternative to traditional research firms.
The combination of strategic value, IP, and process expertise creates a strong moat for Wonder in the market.
The future of research lies in the integration of AI tools and human expertise, allowing for higher-quality insights and more strategic decision-making.
Adaptability is key in the future of work, and individuals should invest in developing their skills and staying relevant.
AI tools can enhance productivity and efficiency in various tasks, but it's important to choose the right tools and understand their limitations.
Bias in AI output is a concern, and organizations should strive for cognitive diversity in decision-making to mitigate potential biases.
A culture of curiosity and a mindset of continuous learning are essential for navigating the evolving landscape of AI and the future of work.
Sound Bites
"The incorporation of AI into the research process requires a behavioral change in how the company thinks about and structures its teams."
"Prompt engineering and understanding the limitations of AI models are crucial for delivering high-quality research."
"There's a bunch of different ways to think about it as your prompts might be recipes and you've got to, not everyone who uses the same ingredients, the output's not going to be the same."
Chapters
00:00 Introduction and Background of Wonder
08:07 The Behavioral Change in Incorporating AI into Research
13:10 The Importance of Prompt Engineering and Understanding AI Limitations
23:29 Serving Both Large Companies and Smaller Clients
26:00 Building a Strong Moat with Strategic Value, IP, and Process Expertise
28:40 Adaptability and Investing in People in the Future of Work
35:05 Enhancing Productivity with AI Tools
46:15 Addressing Bias and Promoting Cognitive Diversity
54:53 Elevating AI Literacy: Starting Small and Embracing Curiosity

Ainesh Ravi: https://www.linkedin.com/in/aineshravi/
Victoria Sakal: https://www.linkedin.com/in/victoriasakal/
Wonder: askwonder.com
Wonder workshop on how to apply AI to your workflows (recording & resources): https://askwonder.com/insights-hub/tap-genai-to-accelerate-your-work
Wonder’s thought leadership, research and POVs (subscribe for more): https://askwonder.com/insights-hub
55 min
September 19, 2024Ep 20: AI Literacy and Responsible Innovation with Daan van Rossum
Bob Pulver chats with AI expert Daan van Rossum, CEO and co-founder of FlexOS, about the future of work and the role of AI. They discuss the challenges and opportunities of adopting AI tools in the workplace, the importance of employee autonomy and agency, and the need for training and guidance on using AI ethically. They also touch on the impact of remote work and the consumerization of IT. The conversation highlights the need for companies to embrace AI as a new coworker and to foster a culture of trust and collaboration. Bob and Daan explore the future of AI and its impact on work and productivity. They discuss the role of AI in different industries and the need for interoperability among AI agents. The conversation emphasizes the importance of responsible AI adoption and the need for companies to develop their own AI solutions. It also highlights the potential of AI to reduce tedious tasks and increase employee engagement. They conclude the discussion by encouraging companies to start their AI journey and evolve alongside AI technology.
Keywords
future of work, AI adoption, employee autonomy, ethical AI, remote work, consumerization of IT, trust and collaboration, AI, future, work, productivity, interoperability, responsible AI, adoption, toil, employee engagement
Takeaways
AI adoption in the workplace requires a balance between quantitative and qualitative approaches to evaluating and selecting AI solutions.
Companies should view AI as a new coworker and focus on creating a culture of trust and collaboration with employees.
Training and guidance on using AI ethically and responsibly are crucial for successful AI integration.
The consumerization of IT and the rise of shadow IT highlight the need for companies to be agile and responsive to employee needs and preferences.
The future of work requires a shift in mindset from productivity-focused metrics to a focus on autonomy, agency, and meaningful work. AI is a powerful tool that can enhance productivity and reduce toil in the workplace.
Companies should consider developing their own AI solutions to leverage their unique data and gain a competitive advantage.
Responsible AI adoption requires a people-centric approach and a focus on ethics and transparency.
AI has the potential to increase employee engagement and satisfaction by automating mundane tasks and allowing more time for strategic work.
Companies that embrace AI early and foster a culture of experimentation and learning will have a significant advantage in the future.
Sound Bites
"This is not software, right? This is not software in the sense that, software was always something that you could install or use in the cloud and it had a button."
"You can't just look at historical patterns of decisions and say, well, I see, I know what you're going to do. So I'll just take care of it. Like, whoa, whoa, whoa, whoa. No, that's not exactly how it works."
"If there was ever an age for autonomy and agency with employees, it's now."
Chapters
00:00 Introduction to Flex OS and the Mission of Creating a Happier Future of Work
02:14 Evaluating and Reviewing AI Solutions: Balancing Quantitative and Qualitative Approaches
05:22 The Impact of AI on Work and the Need for Trust and Collaboration
09:09 The Challenges of AI Adoption and the Role of HR in Guiding Employees
13:35 The Rise of Shadow IT and the Importance of Agility in IT
31:08 The Future of AI and Its Impact on Work and Productivity
32:05 The Need for Interoperability Among AI Agents
32:35 The Importance of Responsible AI Adoption
33:15 Reducing Toil and Increasing Employee Engagement with AI
34:09 Starting the AI Journey and Evolving Alongside AI Technology

Daan van Rossum: https://www.linkedin.com/in/daanvanrossum/
FlexOS: https://www.flexos.work/
Lead With AI: https://www.flexos.work/leadwithai
55 min

About Elevate Your AIQ

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Bob Pulver is helping each of us navigate our respective journeys with artificial intelligence (AI) effectively and responsibly. Bob chats with AI and Future of Work experts, talent and transformation…